Two Marxist Objections to Exploitation :: Economy Economics Papers

Two Marxist Objections to Exploitation Unique: I contend that we can discover in Marx two issues with misuse: (I) a privilege complaint as per which it is illegitimate in view of the out of line dissemination of advantages and weights it produces; and (ii) an expressivist protest as per which it is questionable as a result of the sort of social connection it is. The expressivist complaint is predicated on a communitarian strand in Marx's idea, though the privilege protest is grounded in a progressively liberal record of the impropriety of entrepreneur misuse. I close by associating my investigation to the current discussion among defenders and pundits of market communism. While advertise communism could be a vehicle for understanding the qualities related with the qualification complaint, this isn't valid for the expressivist protest. Moreover, in light of the fact that the privilege protest doesn't rely upon a thick origination of the human great, it is as per the liberal perfect of political impartiality though the expr essivist complaint isn't. In what tails I contend that we can discover in Marx's work two issues with misuse and that distinctive these protests explains current issues confronting communist political way of thinking. The first is a privilege protest as indicated by which abuse is unfair as a result of the vile dispersion of advantages and weights it creates. The second is an expressivist complaint as per which misuse is unfair in view of the sort of social connection it is, viz., one in which specialists see the requirements, vulnerabilities, and limits of others essentially as a way to their own private addition. (1) The expressivist complaint proposes a normatively thicker, communitarian strand in Marx's idea, while the privilege protest depends on a more slender, progressively liberal regulating account. I finish up by interfacing my examination to the current discussion among defenders and pundits of market communism. While showcase communism could be a vehicle for understanding the qualities related wit h the privilege protest, this is far-fetched the case for the expressivist complaint. Moreover, on the grounds that the qualification complaint doesn't rely upon a thick origination of the human great it fits with the accentuation on political lack of bias that is integral to liberal idea. Let me give some setting to my record by quickly portraying the spot of abuse in Marx's hypothesis of history, the association between the regularizing and logical jobs of misuse, and the pertinence of Marx's hypothesis of misuse for contemporary social way of thinking. For Marx abuse is an idea of recorded simplification, applying not exclusively to free enterprise, yet to medieval and old methods of creation.

Freedom in Mark Twains The Adventures of Tom Sawyer Essay -- Adventur

Nothing is increasingly significant in the book The Adventures of Tom Sawyer than opportunity. Opportunity assumes a huge job in the book Tom Sawyer. Regardless of whether it is individuals procuring opportunity or individuals not being allowed it, each little fellow in St. Petersburg needed some type of opportunity. The word opportunity implies the ability to state and do what you need. Tom Sawyer, Huckleberry Finn and Joe Harper are on the whole young men looking for opportunity. Opportunity is the key explanation the young men flee to Jackson Island. Opportunity is one of the fundamental topics in the book. Tom is continually searching for approaches to acquire opportunity. One of the primary plots in the story is Tom’s mission for opportunity. Opportunity gives Tom a feeling of achievement after he completes a deed or errand. â€Å"The mystery to satisfaction is opportunity. The key to opportunity is courage.† - Thucydides Ancient Greek Historian Once in a while he doesn’t gain it however he endeavors to escape his obligations. Tom is continually begrudging Huck for his lazy way of life. His Aunt Polly isn't an aficionado of opportunity she imagines that young men ought to do their tasks and be acculturated. â€Å"Spare the pole and ruin the youngster, ...

The 5 Major Classes of Antidepressants

The 5 Major Classes of Antidepressants Depression Treatment Medication Print The 5 Major Classes of Antidepressants By Nancy Schimelpfening Nancy Schimelpfening, MS is the administrator for the non-profit depression support group Depression Sanctuary. Nancy has a lifetime of experience with depression, experiencing firsthand how devastating this illness can be. Learn about our editorial policy Nancy Schimelpfening Reviewed by Reviewed by Amy Morin, LCSW on August 30, 2019 facebook twitter instagram Amy Morin, LCSW, is a psychotherapist, author of the bestselling book 13 Things Mentally Strong People Dont Do, and a highly sought-after speaker. Learn about our Wellness Board Amy Morin, LCSW Updated on February 04, 2020 Depression Overview Types Symptoms Causes & Risk Factors Diagnosis Treatment Coping ADA & Your Rights Depression in Kids Jonathan Nourok/Getty Images In This Article Table of Contents Expand Overview SSRIs SNRIs TCAs MAOIs Atypical Antidepressants Treatment Options Risk and Considerations View All An antidepressant, as the name implies, is a type of drug primarily used for the treatment of depression. Depression is a common disorder that affects the chemistry and function of your brain. Antidepressants can help correct the dysfunction by altering the circuits and chemicals that pass signals along nerve routes to the brain.?? Antidepressants are grouped into classes based on how they affect the chemistry of the brain. While the antidepressants in a class will tend to have similar side effects and mechanisms of action, there are differences in their molecular structures which can influence how well the drug is absorbed, disseminated, or tolerated in different people. There are five major classes of antidepressant and several others that are less commonly used. Each has its own benefits, risks, and appropriate uses. While some may be considered preferred options, the drug selection can vary based on your symptoms, history of treatment, and co-existing psychological disorders. How Antidepressants Works There are three basic molecules, known chemically as monoamines, that are believed to be involved in mood regulation. These primarily work as neurotransmitters, which literally transmit nerve signals to their corresponding receptors in the brain. Antidepressants work by influencing these neurotransmitters, which include: Serotonin, the neurotransmitter whose role it is to regulate mood, appetite, sleep, memory, social behavior, and sexual desireNorepinephrine, which influences alertness and motor function and helps regulate blood pressure and heart rate in response to stressDopamine, which plays a central role in decision-making, motivation, arousal, and the signaling of pleasure and reward In people with depression, the availability of these neurotransmitters in the brain is characteristically low. Antidepressants work by increasing the availability of one or several of these neurotransmitters in different, distinctive ways. Of the five major classes of antidepressants, selective serotonin reuptake inhibitors (SSRIs) and serotonin and norepinephrine reuptake inhibitors (SNRIs) are the most commonly prescribed, particularly in first-line treatment.?? Other antidepressants may be used if these drugs fail or in cases of intractable depression (also known as treatment-resistant depression). Understanding the Chemistry of Depression Selective Serotonin Reuptake Inhibitors (SSRIs) There are a number of antidepressants that work by preventing the reabsorption (reuptake) of neurotransmitters into the body. Collectively known as reuptake inhibitors, they prevent the reuptake of one or more neurotransmitters so that more are available and active in the brain. Selective serotonin reuptake inhibitors (SSRIs) work by specifically inhibiting the reuptake of serotonin.?? SSRIs are a newer class of antidepressants first developed during the 1970s. Examples include: Prozac (fluoxetine)Paxil (paroxetine)Zoloft (sertraline)Celexa (citalopram)Luvox (fluvoxamine)Lexapro (escitalopram)Viibryd (vilazodone)?? SSRIs tend to have fewer side effects than older antidepressants but are still known to nausea, insomnia, nervousness, tremors, and sexual dysfunction.?? In addition to treating depressions, SSRIs are also sometimes used to treat obsessive-compulsive disorder (OCD), generalized anxiety disorder (GAD), eating disorders, and premature ejaculations.?? They have also proved helpful during stroke recovery. Serotonin and Norepinephrine Reuptake Inhibitors (SNRIs) Serotonin and norepinephrine reuptake inhibitors (SNRIs) work in a similar way to SSRIs except that they inhibit the reuptake of both norepinephrine and serotonin.?? The first SNRI was FDA-approved in December 1993.?? Increasing norepinephrine levels in tandem to serotonin levels can be particularly useful or people with psychomotor retardation (the slowing of physical movement and thought). Examples of SNRIs include: Effexor (venlafaxine)Cymbalta (duloxetine)Pristiq (desvenlafaxine)Savella (milnacipran)Fetzima (levomilnacipran)?? Common side effects of SNRIs include nausea, drowsiness, fatigue, constipation, and dry mouth.?? Some SNRIs, like Cymbalta, can also be used to treat chronic pain, a condition closely linked to the development of depression. They have also proven useful in treating generalized anxiety, post-traumatic stress disorder (PTSD), social anxiety disorder (SAD), panic disorder, and nerve pain associated with fibromyalgia.?? Tricyclic Antidepressants (TCAs) Tricyclic antidepressants (TCAs) are an older class of drug first discovered in the 1950s. They were named after their chemical structure, which is composed of three interconnected rings of atoms. TCAs work similarly to reuptake inhibitors in that they block the absorption of serotonin and norepinephrine into nerve cells, as well as another neurotransmitter known as acetylcholine (which helps regulate the movement of skeletal muscles). Examples of TCAs include: Elavil (amitriptyline)Norpramin (desipramine)Asendin (amoxapine)Anafranil (clomipramine)Pamelor (nortriptyline)Tofranil (imipramine)Vivactil (protriptyline)Surmontil (trimipramine)Sinequan (doxepin)?? Ludiomil (maprotiline) belongs to the same class of the drug but is more appropriately described as a tetracyclic antidepressant (TeCA) due to its fourth atomic ring. Common symptoms include constipation, dry mouth, blurry vision, drowsiness, dizziness, and weight gain. In some cases, irregular heartbeats, low blood pressure, and seizures can also occur.?? In addition to their use in depression, tricyclic antidepressants can help treat chronic pain.?? They were also once commonly used in children with attention deficit hyperactivity (ADHD) but have since been replaced with more effective drug agents with fewer side effects. Monoamine Oxidase Inhibitors (MAOIs) One of the first classes of antidepressants developed were  monoamine oxidase inhibitors (MAOIs). This antidepressant class, first discovered in the 1950s, inhibits the action of an enzyme called monoamine oxidase, whose role it is to break down monoamines.?? By blocking this effect, more neurotransmitters are available for use in mood regulation. Examples of MAOIs include: Nardil (phenelzine)Parnate (tranylcypromine)Marplan (isocarboxazid)Emsam (selegiline)?? MAOIs are less commonly used due to potentially severe reactions with foods high in tyramine.?? If taken inappropriately, MAOIs can cause tyramine levels to rise, triggering critical increases in blood pressure. To avoid this, MAOI treatment usually involves dietary restrictions. Other side effects include nausea, dizziness, drowsiness, restlessness, and insomnia.?? Despite the risks, MAOIs have proven useful in treating  agoraphobia, social phobia,  bulimia, PTSD, borderline personality disorder, and bipolar depression. Even so, its use is usually reserved for when other antidepressant options have failed. Atypical Antidepressants There are also other fairly new antidepressants that do not fit into any of the above-listed categories. Broadly described as atypical antidepressants, they affect serotonin, norepinephrine, and dopamine levels in unique ways.     Examples of include: Wellbutrin (bupropion), classified as a dopamine reuptake inhibitor, is used to treat depression and seasonal affective disorder as well as a smoking cessation aid.Remeron (mirtazapine) is a noradrenergic antagonist used for major depression, that blocks receptors of the stress hormone epinephrine (adrenaline) on the brain.Oleptro (trazodone) and Brintellix (vortioxetine) are serotonin antagonist and reuptake inhibitors (SARIs) used for major depression the both inhibit serotonin reuptake and block adrenergic receptors.Symbax combines the SSRI fluoxetine with the antipsychotic drug fluoxetine to treat bipolar depression or treatment-resistant depression. Side effects can vary by drug type but may include dizziness, dry mouth, insomnia, nausea, vomiting, constipation, blurry vision, weight gain, and sexual dysfunction. 6 Antidepressants You Can Get Over-the-Counter Choosing the Right Antidepressant There are several factors that go into choosing the right antidepressant. Chief among them is tolerability. Because many antidepressants are equally effective in treating depression, a greater emphasis is placed on prescribing the drugs with the fewest short- and long-term side effects. This is especially true with nausea and weight gain, both of which can affect a persons quality of life and lead to the premature discontinuation of treatment.?? Antidepressants should never be used on their own to treat major depression but rather in conjunction with psychotherapy, self-help strategies, social support, and the treatment of co-existing conditions (such as chronic pain, anxiety, bipolar disorder, and personality disorders).?? Risk and Considerations Antidepressants are sometimes used in combination with other drugs to treat a variety of conditions. In some cases, the combined use of drugs that both exert serotonergic action can lead to serotonin syndrome. This is the toxic accumulation of serotonin that can trigger a cascade of potentially dangerous physical and psychiatric symptoms.?? To avoid this, always advise your doctor about any and all drugs you are taking, including prescription drugs, over-the-counter medication, nutritional supplements, or herbal remedies. Antidepressants should only be used as prescribed and may take up to eight weeks before the benefits are fully felt. It is important never to stop, interrupt, decrease, or increases doses without first speaking with your doctor. Stopping abruptly can lead to disruptive and often debilitating withdrawal symptoms, including nausea, vomiting, tremors, nightmares, dizziness, depression, and electrical shocks sensations. This can be avoided by gradually tapering the dose, preferably under the direction of a doctor. Antidepressants should be used with extreme caution in children, teens, and younger adults. In 2007, the FDA issued a black box warning about the increased risk of suicidal thoughts and action in people under 24 on antidepressants of any type.?? Antidepressants should only be used in children, teens, and younger adults when absolutely needed and only after weighing the potential benefits of treatment against the potential risks. Now Real Is the Risk of Suicide With Antidepressants?

America s Involvement With World Terrorism - 1476 Words

9/11 was one of the most crucial events in U.S. history. Its impact will be felt for years to come. As confusing as the news coverage was that day on September 11, 2001, the truth emerged crystal clear through the replays. All Americans knew the United States would never be the same, the safe place that we call home would be altered forever. It is thought that Al Qaeda’s involvement with world terrorism can be traced back to 1993. After the United Sates embassy bombings in 1998 where over 220 lives were lost, the FBI put Bin Laden at the top of the ten most wanted list, offering a $25 million reward for his capture. In the year 2001 the United States was not engaged in any wars. Nobody knew about Al Qaeda and ISIS did not exist. But after the attacks on the twin towers it was clear what was happening, the U.S. would soon be going to war. On that late summer morning in September 2001, 19 hijackers took control of four commercial airplanes. The hijackers were terrorists who were carrying out attacks on the World Trade Center in New York City and the Pentagon in Washington D.C. Just after 9:00 am, the Hijackers crashed flight 175 into the 75th-85th floors of the south tower. About an hour later the tower collapsed. The west side of the Pentagon was hit by Flight 77 shortly after the south tower was hit. Approximately one hour after the south tower was attacked, the north tower collapsed as well. The fourth airplane did not reach its intended becauseShow MoreRelatedUnited States Involvement During Vietnam War990 Words   |  4 PagesAmericans about how hypocritical their government is acting and reacting. As with the Domino theory US feared about their own own safety and was afraid to lose to world of communism, there strategy in fighting with communism and taking actions that even if they could not be terrorism considerably they has been involvements. For example US involvement in Vietnam war through out the1950s till 1960s. 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This question has faced every United States President who has served, and will continue to stare the chief executive in the face. Whichever way the United States decides, neutrality or involvement, there are certain pitfalls and triumphs that come from either decision, but in some incidents the wrong decision can be detrimental. At the start of the nationRead MoreTerrorism, Cia, And South America1062 Words   |  5 PagesTerrorism, CIA, and South America Terrorism. This word has caused more change in the 21st century than any other thought, policy, or idea. This change can not only be seen in the political realm, but in the academic realm as well. Since the attacks on September 11, the study and research of terrorism has grown exponentially. One area of research that is gaining popularity is whether or not the United States itself has participated in acts of terrorism as defined by the CIA. The largest of these

The Social Problem Between Race And The Justice System

The social problem between race and the justice system is a serious issue that is conflicting with the obtainable goal of the common good for society. Although slavery and the Civil Rights Movement have been long in the past, the words â€Å"inequality† and â€Å"racism† still headline everyday incidents that occur. Recent stories between African Americans and the legal justice system, illustrates that the United States has yet moved away from the idea of â€Å"racism† and that the minorities believe they are being under looked and being treated less than the average white American. Despite all the arguing and protesting that has been recently going on due to the Ferguson and Gardner cases, maybe there is a flaw in the justice system, which we call†¦show more content†¦Everyday we can expect to see a news story of a minority going to jail for a crime that they have committed, but we rarely see the news of a Caucasian going to prison unless it was for a s erious crime. For example, recently we have seen two major news stories go viral, the Eric Garner and Michael Brown cases. In each of these cases, the â€Å"defendants† who felt violated were Caucasian and both victims who were killed were African Americans. Although we will never discover the exact story of the Brown case, the Caucasian police officer was not indicted on the death of Michael Brown, who was shot and killed because of controversial reasons. Just when people thought this was a huge issue, the Eric Garner case put the tension between African Americans and the criminal justice system over the edge. Eric Garner was put down in a chokehold for selling untaxed cigarettes. While on the ground he clearly said â€Å"I can’t breathe! I can’t breathe!† and the NYPD disregarded his statements and kept him in a chokehold. Unfortunately, this resulted in Eric’s death and the NYPD cops who handled the matter were not indicted for the crime. These are not the only two examples where minorities are getting treated unequally in the criminal justice system. In contrast, there have been many untold national news stories where the roles of similar incidents were switched. In meaning, the African American was a

Notes Safety Management Free Essays

Definition of Terms: Accident – an unplanned, undesired event that may result in harm to people, damage to property or loss to process. Near miss or near accident – an incident resulting in neither an injury nor property damage. Hazard – is any existing or potential condition in the workplace that by interacting with other variables, can result in death, injuries, property damage, and other losses. We will write a custom essay sample on Notes Safety Management or any similar topic only for you Order Now Hazard control -involves developing a program to recognize, evaluate, and eliminate (or at least reduce ) the destructive effects of azards arising from human errors and from conditions in the workplace. Loss control – is accident prevention, achieved through a complete safety and health hazard control program. Loss control involves preventing employee injuries, occupational illnesses, and accidental damage to the company’s property. It also includes preventing injuries, illnesses, and property damage that may involve visitors and the public. Responsibility – is having to answer to higher management for activities and results. Authority- the right to correct, command, and determine the courses of action. Delegation – the sharing authority and responsibility with others. Even though we delegate responsibility, we cannot be completely relieved of it. Accountability – an active measurement taken by management to ensure compliance with standards. Safety Management: Safety Management will help us understand our safety responsibilities, take positive actions to prevent accidents, and give you a way of measuring how well we perform our safety duties. As a necessary part of the management process, hazard control is made up of safety audits and evaluation, sound operating and design procedure, perator training, inspection and testing programs, and effective communication regarding hazards and their control. A hazard control program coordinates shared responsibility among departments and underscores the interrelationships among workers, their equipment , and the work environment. Many of us mistakenly believe that accidents are only those incidents that result in serious injuries. If a minor injury or property damage results in an accident, some supervisors shrug off the incident and return to their routine work. They let the results of an accident determine their evel of interest in investigating its causes and preventing a recurrence. But we know that the results of an accident ( the degree of loss resulting from it ) are a matter of chance. It would be better to try to control the hazards that lead to accident than try to minimize, the damage done once and accident occurs. Loss control through accident prevention must be accomplished at all times. During safety inspection, be alert for anything that may cause an accident, such as tripping hazards, fire hazards, poorly stacked materials, poor housekeeping, safeguards are missing from machines, nd/or unsafe worker practices. Safety responsibilities cannot be separated from the other parts of your work. The best way to describe your Job is to say that you are responsible for safe production. Safety Responsibility as Performance Measure: Areas ot Responsibility: There are tour areas that supervisors must control: 1 Production 2. Quality 3. cost 4. Loss control Production, quality, cost, and loss control are of equal importance in measuring Job performance and cannot really be separated. When you accept a supervisory Job, you lso assume responsibility for the safety of your people. Every supervisor in any company is responsible for the safety of his or her workers. The top manager cannot handle all the details of every Job, so he or she delegates accident prevention responsibilities, along with commensurate authority, to various middle managers. In turn, the middle manager, will delegate responsibility for safety and accident prevention to the supervisor. Thus, you are accountable to your manager for accident prevention, Just as he or she is accountable to the top manager. How to cite Notes Safety Management, Papers

Relationship between Motivation and Job Satisfaction Samples

Question: Examine the relationship between Motivation and Job Satisfaction. Answer: Introduction This paper will be able to review articles relating to motivation and job satisfaction in the work environment. It will determine the relationship that exists between job satisfaction and motivation of employees. Employees will be satisfied with the job if they are motivated by their employers. The paper will be able to examine in detail the relationship that will exist between the motivation of the employees and the job performance. According to Armstrong, (2014) employee motivation and performance are the key factors in any organization. Motivation refers to the process of motivating people to be able to achieve their goals in the organization. Some of the psychological factors that may motivate employees in organization are the need of more money and respect of others.Motivation is very important in the management of the organization. Motivation is used to encourage workers to be able to make an optimistic input in achieving organizational objectives and goals. On the other hand job satisfaction refers to the level of contentment by the employee with their job .The nature of their work favors them and there is less supervision. Job satisfaction can be fulfilled when employees work to achieve the targets and goals that are set by the organization. The measurements of job satisfaction include the following; appreciation, communication, job conditions, nature of work, personal growth, policies , promotion of empl oyees, security and supervision.According to Pinder,(2014) states that job satisfaction reflect the happiness derived in their job by the activities that they perform. Motivation is one of the key factors that move the employees or human being to achieve his or her goals. Motivation is a guiding principle that is able to allow people to be focused on their success despite the challenges the people face. According to Arifin, (2014 ) motivation can be of two forms intrinsic and extrinsic. Intrinsic motivation refers to direct relationship between a worker and the task the employee is given. E.g. achievement and competence of the employees. The employees in this case should learn from the activities in the job environment .On the other hand extrinsic motivation comes from the work environment which includes good salary and benefits. Job satisfaction is affected by motivation given by the employers in the work environment. One of the factors that are affected by motivation in the work environment is commitment. The commitment of the employee is enhanced when he or she feels motivated and satisfied at his or her job. If an employee feels that he or she is motivated at work he would work hard in the level of employment since he will e satisfied with his or her work. Motivation and job satisfaction goes together in hand to enhance commitment. Job satisfaction in the work environment can be achieved through vary approach which incorporates vary approach. Vary approach is used to vary the routine activities of the organization to build excitement in the organization. Vary approach can be applied by building contests on the job challenges that affect the employees and help to build overall productivity. By expanding motivation of the employees it leads to job satisfaction. Though it is difficult to motivate employees, it is advisable to look for the desires and needs of the employees. The managers should also lead the job teams by serving as their role model ( Atmojo,2015). Feeling worth is one of the elements of motivation in the work environment. If an employee feels worth in the organization both mentally and emotionally then he and she will be able to be satisfied with his job. The employees need to be praised based on their performance, talents and reward them on different types of gratitude. Also the manager can help design projects that will bring more new equipments and materials that will help the employees achieve their objective by bringing the feeling of worth among the employees. Another element of motivation that affects job satisfaction is optimism. There is a link between optimism and job satisfaction. Leaders in the organization need to encourage optimism especially during the time of challenges. Low job satisfaction leads to employees to work less due to low motivation, low self esteem and negative aspect of life (Danish,2010). According to Liu,(2011) increase in salary is one of the motivating factors that will affect job satisfaction. Other factors that will affect motivation leading to the job satisfaction of employees are annual leave, promotion of the employees, performance appraisal, recognition of the employees and lastly motivation talks with the employees in the job environment. Future Research Based on the above research other future researches need to be conducted which are in line with the study. One of the future research that need to be conducted is the relationship between motivation and performance. When an employee is motivated by an increment in salary or goven any promotion then the employees are motivated to work more harder leading to good performance. Research should be done to determine the relationship between performance and motivation. Another research to be conducted include the relationship between intelligence and job performance. The performance of the organization is determined by the level of intelligence of employees hence the need for the research. Conclusion Low motivation which leads to low job satisfaction since it leads to lack of enthusiasm at work, lack of clear career projection. The management and employers need improve the work place environment like recognition of employees in organization, involving them in decision making and lastly incorporating incentives and bonuses in salaries to improve motivation leading job satisfaction of employees (Kuvaas,2009). References Andersen, L. B., Kjeldsen, A. M. (2013). Public service motivation, user orientation, and job satisfaction: A question of employment sector?.International Public Management Journal,16(2), 252-274. Arifin, H. M. (2014). The influence of competence, motivation, and organisational cultureto high school teacher job satisfaction and performance.International Education Studies,8(1), 38. Armstrong, M., Taylor, S. (2014).Armstrong's handbook of human resourc management practice. Kogan Page Publishers. Atmojo, M. (2015). The influence of transformational leadership on job satisfactio organizational commitment, and employee performance.International research journal of business studies,5(2). Cerasoli, C. P., Nicklin, J. M., Ford, M. T. (2014). Intrinsic motivation and extrinsic incentives jointly predict performance: A 40-year meta-analysis.Psychological bulletin,140(4), 980. Danish, R. Q., Usman, A. (2010). Impact of reward and recognition on job satisfaction and motivation: An empirical study from Pakistan.International journal of business and management,5(2), 159. Klassen, R. M., Chiu, M. M. (2010). Effects on teachers' self-efficacy and job satisfaction: Teacher gender, years of experience, and job stress.Journal of educational Psychology,102(3), 741. Liu, B. C., Tang, T. L. P. (2011). Does the love of money moderate the relationship between public service motivation and job satisfaction? The case of Chinese professionals in the public sector.Public Administration Review,71(5), 718-727. Pinder, C. C. (2014).Work motivation in organizational behavior. Psychology Press. Kuvaas, B., Dysvik, A. (2009). Perceived investment in employee development,intrinsic motivation and work performance.Human resource management journal,19(3), 217-236. Zhang, X., Bartol, K. M. (2010). Linking empowering leadership and employee creativity: The influence of psychological empowerment, intrinsic motivation, and creative process engagement.Academy of management journal,53(1), 107-128

Rise of Christianity in Medieval Europe

Christianity started humbly as a Jewish sect in Roman-dominated Palestine, but it grew to become a continental and world religion in the middle ages. Certain qualities in Christianity were responsible for this radical outcome. First, Jesus’ message represented a radical departure from traditional religions at the time.Advertising We will write a custom essay sample on Rise of Christianity in Medieval Europe specifically for you for only $16.05 $11/page Learn More Furthermore, the early Church remained zealous about their calling to spread the message. Several social and cultural features attracted the Gentiles to the faith. However, this growth changed dramatically in the middle ages when the Roman Catholic Church took up political responsibilities. Jesus’ message was a ‘revolution’ during those ancient times. He claimed that he was the messiah. He added that he was the only way that Yahweh would restore the Israelites to their former glory (McManners 9). The Israelites had gone through numerous trails and tribulations. Jesus claimed that he would save them from these afflictions. They would realize their complete liberation through him. This was something that other notable Israelites had never claimed before. Furthermore, Jesus stated that he was the son of God and that he had come to die for other people’s sins. In the past, Israelites made atonement for their sin through animal sacrifices. However, when Jesus came, he claimed that he would save them from their sins through his death. He articulated this during the Passover feast in the temple. At the time, Jesus said that, through his death, he would do for Israel what they could not do for themselves. Jesus’ message was something akin to a revolution because it represented the presence of God among the Israelites. Before this, God had sent other messengers to deliver information to the Jews, but this time, it was God himself who was liv ing among the people. The Israelites believed that God manifested himself through the use of the Torah, divine wisdom, and the temple, but with Jesus’ entry, a different manifestation took effect. His work was also symptomatic of this very message. Jesus’ message was not the only thing that caused a lot of controversy among the Jewish population. The Jews and the Romans had numerous political, social and religious reasons why they opposed this man. They thought of him as a threat to the Roman Empire. During Jesus’ death, Pilate was Judea’s ruler; he felt responsible for the maintenance of peace in this area.Advertising Looking for essay on history? Let's see if we can help you! Get your first paper with 15% OFF Learn More Since the Jewish authorities wanted him dead, he felt obligated to obey their wishes in order to maintain peace. The Jewish leaders wanted to kill Jesus because he seemed to have contradicted the Ten Commandments. The first law states that the Israelites were to have no other gods other than Yahweh. The Sanhedrin had not listened to Jesus’ message well, so they assumed that he was blaspheming. The Israelites called Jesus the King of the Jews during his last years. This made the Sanhedrin jealous because he seemed more popular than they were. Furthermore, Jesus told the Jewish people that he would destroy the temple and build a new one. When the Jewish priests heard about this, they felt threatened because they realized that their authority would not be necessary. In order to preserve their position, they needed to eliminate this person who would invalidate them. Therefore, the Jewish leaders requested the Roman authorities to kill Jesus. After Christ’s death, the controversies did not end there; almost all quarters persecuted the early Christians. In certain instances, it was the Jews; in other scenarios, it was the Romans. The latter group had developed a distaste for Christianity owing to political and social reasons. In Romanic eyes, religion was not a separate entity from politics. They saw it as a way of preserving the sense of well being and order in the Roman Empire. Therefore, if another part of the empire tried to separate itself from the rest of the group, then this would spark hostility from the natives. They regarded Christianity as a serious threat to the unity of the Roman Empire. The Romans regarded Christians as antisocial because they had their own customs and practices. For instance, they spoke of the love feasts as well ‘drinking Jesus’ Blood’ and eating his body. These seemed like odd behaviors to the Romans who believed that the Jews were cannibals and immoral people. In fact, in the 2nd Century, the Romans accused Lyons martyrs of Oedipian intercourse and other orgies (Frend 7). One lawyer even stated that they had engaged in incestuous acts. Ignorance led to these misconceptions, but the Christian’s mysteriousness a lso contributed. The Roman Empire experienced some problems in the fifth Century. At this time, its people believed that they were in trouble because the gods were angry at them. They blamed Christians for making these continuous changes in their lives. The Romans called the Christians atheists because they had rejected the deities of the Roman Empire. The Romans always believed that delineation from the gods was a source of bad luck, and this took effect for many years to come. Despite the persecutions and horrific punishments, the Christian faith still spread so quickly. This occurred because Christianity was open to non Jews. In the beginning, the Christians tried to change the Jews, but it was only they after opening up to the rest of the world that they started expanding so quickly.Advertising We will write a custom essay sample on Rise of Christianity in Medieval Europe specifically for you for only $16.05 $11/page Learn More The Gentiles accounte d for the highest number of converts at the time. Nonetheless, these groups liked certain qualities found in Christianity. First, Christians disregarded the need to follow strict dietary laws or even practice male circumcision. Consequently, the Gentiles felt that they would fit into the group rather well. The most significant feature of Christianity that caused the Gentiles to consider it was its powerful message. Christians affirmed that they had come to bring salvation to the full human race. They did not care whether one was a servant or a master; all one needed was to believe in this God. At that time, society had various classes; consequently, the oppressed members felt that they would belong in this new faith. Christianity also grew quickly because it was not substantially different from pagan religions of the time. For example, the Egyptian goddess called Isis was quite similar to Mary because Mary was the mother of Jesus, who was also God. Christians chose to celebrate Jesu s’ birth on the 25th day of December rather than 6th January because the Christians at that time related to a pagan holiday. Many of them would join in the pagan celebrations even though they did not profess to their beliefs. Additionally, the Christians recognized the use of the rabbit and the egg during Easter. They borrowed this from another pagan practice. Contrary to Romanic expectations, the persecutions of Christians also contributed to the spread of Christianity. Instead of shunning this religion, many followers felt that it was quite honorable to die for what one believed in. Consequently, they embraced this possibility of death by claiming that it was a way of proving their worth before God. The church’s structure had a role to play in the development of the church. This organized structure contributed to further expansion of the religion. Lastly, Christianity grew quickly because of the missionaries involved in spreading the Gospel. In those early centuries, there was relative peace and stability. This aided the missionaries in their work because they could travel by sea to different corners of the world (McManners 44). The Church continued to grow, and started to become massive in the middle ages. However, because the church had taken on a political dimension, it started departing from the original teaching of the messiah. From as early as five hundred and ninety BC, the Roman Catholic Church declared the Pope as the servant of servants. Submission to the Pope was imperative for salvation. When one opposed the ruling of the Roman Catholic Church, then that person would be excommunicated. Furthermore, they claimed that one would lose one’s soul. The Church started loosing its belief in salvation by faith in Jesus.Advertising Looking for essay on history? Let's see if we can help you! Get your first paper with 15% OFF Learn More From 14C AD, the Roman Catholic Church disregarded Augustinian teachings and embraced the Pelagius teaching. One would gain salvation through submission to the church and external obedience. The concept of living a faith-based life was not significant. Issues of sainthood came up; they claimed that one could reach sinless perfection through continual reception of grace. If one had not reached this level of perfection upon death, then one would go to purgatory. Some individuals even started to worship the saints as they acted as mediators between man and God. However, this differed from Christ’s teaching because Christ talked about justification; He died in order to justify believers by faith rather than sanctify them. The clergy became extremely powerful at the time. In addition, the Church introduced indulgences where priests would offer their services for sale. For instance, when one committed incest, one would pay five goats. They even had prices for murder, burglary, and deceit. All these activities contradicted the message of free salvation and forgiveness of sin as taught by Christ. The Roman Church controlled philosophies, morals, education, politics and religion itself. The middle ages were a dark time for Christianity because the faithful forgot fundamental Christian doctrines. The Christian faith is one of the most resilient churches in the world. It started with Jesus’ rejection and death; thereafter, the Romans persecuted the early Christians. However, its unique message drew the Gentiles to the church and accounted for its quick spread. The middle ages epitomized the distortion of the Christian message through excessive corruption of Christian doctrines by the Roman Catholic Church. Works Cited Frend, WIlliam. â€Å"Persecution in the Early Church.† Christian history, 27.3(2000): 7 McManners, John. The Oxford Illustrated History of Christianity. Madrid: OUP, 1999. Print. This essay on Rise of Christianity in Medieval Europe was written and submitted by user Chaim Schmidt to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Five Longest Mountain Ranges in Europe

Five Longest Mountain Ranges in Europe Europe is one of the smallest continents but you wouldnt know it from the size of some of its mountain ranges. The mountains of Europe have been home to some of the most daring feats in history, used by explorers and warlords alike. The ability to safely  navigate these mountain ranges helped shape the world we know today through trade routes and military achievements. While today these mountain  ranges are mostly used for skiing and marveling at their wondrous views, their history is no less important.  Ã‚   Five Longest Mountain Ranges in Europe Scandinavian Mountains - 1762 kilometers (1095 miles) Also known as the Scandes, this mountain range stretches through the Scandinavian Peninsula. They are the longest mountain range in Europe. The mountains arent considered  very high but theyre known for their steepness. The western side drops into the North and Norwegian sea. Its northern location makes it prone to ice fields and glaciers.   Carpathian Mountains - 1500 kilometers (900 miles) The Carpathians stretch across Eastern and Central Europe. Theyre the second-longest mountain range in the region. The mountain range can be divided into three major sections, the Eastern Carpathians, Western Carpathians, and the Southern Carpathians. The second largest virgin forest in Europe is located in these mountains. They are also home to a large population of brown bears, wolves, chamois, and lynx. Hikers can find many mineral and thermal springs in the foothills.   Alps - 1200 kilometers (750 miles) The Alps are probably the most famous mountain range in Europe. This range of mountains stretches across eight countries. Hannibal once famously rode Elephants across them but today the mountain  range is more home to skiers than pachyderms. The Romantic poets would be enamored with the ethereal beauty of these mountains, making them the backdrop for many novels and poems. Farming and forestry are large parts of these mountains economies along with tourism. The Alps remain one of the worlds top  travel destinations, with good reason.  Ã¢â‚¬â€¹ Caucasus Mountains - 1100 kilometers (683 miles) This mountain range is notable not only for its length but also for being the dividing line between Europe and Asia.  This mountain range was an important part of the historical trade route known as the Silk Road. This was the road which connected the ancient Eastern and Western world. It was in use as early as 207 B.C., carrying silk, horses and other goods to trade between continents.   Apennine Mountains - 1000 kilometers (620 miles) The Apennine mountain range stretches the length of the Italian Penninsula. In 2000, the Environment Ministry of Italy suggested extending the range to include the mountains of Northern Sicily. This addition would make the range 1,500 kilometers (930 miles) long. It has one of the most intact ecosystems in the country. These mountains are one of the last natural refuges of the largest European predators like the Italian wolf and Marsican brown bear, which have gone extinct in other regions.

Public Relations through effective management of communication Annotated Bibliography

Public Relations through effective management of communication - Annotated Bibliography Example In diverging the historical approaches used and getting into new concepts of managing communication, the authors integrate theory and practice, with an emphasis on professionals as well as students. The inclusion of various cultures highlights the essence in communication and the importance of public relations in the field as well as in the school (Chen and Starosta, 2005). The book will thus be a vital source of information in the pursuit of use of management communication to enhance public relations. Carlile, P. (2002). A pragmatic view of knowledge and boundaries: boundary Objects in New Product Development. Sloan School of Management, Massachusetts Institute of Technology This study explores product development and the importance of influencing knowledge that relates to the same. Communication is the main media that results in an input of knowledge to a person and without such effectiveness in communication, there is no way that, such knowledge will be passed. A pragmatic view of the practice of knowledge is an investigation into how knowledge is passed over to function and thus used to affect a certain function according to Carlile (2002). The main aim of using this article is to understand the reason as to why communication is relevant in almost all aspects of our daily lives. If knowledge is not impacted properly, there is bound to be a myriad of errors ranging from various perspectives, an issue that can only be solved through effective communication.

Fecal Incontinence Essay Example | Topics and Well Written Essays - 4500 words

Fecal Incontinence - Essay Example They become housebound and prefer to pass the day very close to the toilet to avoid losing feces. The exact incidence of FI is uncertain because of patients' hesitation to seek help from their physicians. Women seem to be at higher risk, mostly due to obstetric damage to the anal sphincters; however, during the last decade, an increasing interest has been dedicated to those forms of FI related to nontraumatic factors, which reach a relevant incidence (Bharucha, 2003). Older subjects are at very high risk, especially those with disabilities and those who are institutionalized. Moreover, young people are often affected. These factors create a significant economic impact for society, not only due to direct and indirect costs, but also due to intangible costs. FI may result from a variety of pathophysiological situations, and various risk factors can cause a wide range of inability to control feces passage. Therefore, an accurate diagnostic workup of each patient is fundamental. Although not fully agreed upon by all physicians, a multimodal diagnosis, using a multiparametric evaluation, seems to allow the most thorough understanding of FI pathophysiology and to indicate optimal treatment. These are really the most important and challenging aspects of FI management. Indeed, a wide range of therapeutic options is available, including conservative, rehabilitative, and surgical procedures. Highly variable rates of defecatory dysfunction and fecal incontinence have been reported, which most likely reflects the heterogeneity of the populations studied, the use of non-standardized questionnaires, a variety of definitions in terms of frequency of defecation or fecal loss, and patient reluctance to disclose these potentially embarrassing problems. Aging has been consistently identified as a major risk factor for the development of fecal incontinence, and the prevalence has been reported to approach 50% in nursing home residents (Cook and Mortensen 2002). A recent study of m ore than 3,000 community-dwelling women found a population-adjusted prevalence of 7.7% when fecal incontinence was defined as loss of liquid or solid stool at least monthly. The prevalence of fecal incontinence increased linearly with age (Melville et al., 2005). Many patients are reluctant to seek medical attention for bowel disorders because of embarrassment and social stigma. Primary care providers, including obstetricians and gynecologists, are therefore integral to the successful disclosure of such problems by routinely inquiring about bowel function during periodic health care visits. The Research Problem The problem with fecal incontinence is that it often goes undiagnosed and untreated in elderly patients mainly due to the social stigma attached to it. Not only are the patients reluctant to admit the problem, the physicians often fail to ask about the problem due to similar embarrassment that the patients feel or due to the fact that they think the problem to be insignificant. In the older age groups this is particularly significant since it is common in them. Large population surveys have revealed that above age 65, the prevalence is 3% to 7%. Many elderly people are forced to get admitted into nursing homes due to this problem so much so that the prevalence is as high as 50% (Perry et al., 2002). As highlighted by Bharucha et al. (2005), the financial

Understanding Business Organisations

Understanding Business Organisations TASK 1 The government has an important role to play in providing easy, low-cost access to information. Numerous studies and reports call for a more coordinated access for businesses to information on markets, industries and regional economies. In this case, most SME’s want better information about the local and regional economy to help position their businesses and raise competitiveness. Therefore, there is an urgent need for these government funded organizations to play the role of considering a more formal mechanism to listen to the needs of businesses, improve access to information and ensure they provide partial electronic services to people and small businesses through Government portals. The stimulation of the SME’s by these funded organizations can reduce the level of unemployment and contribute to a more equal distribution of economic powers. The development of the SME’s is important for the social and economic development of the country, since they increase competitiveness and mobilize idle funds to productive aims. The business community (the SME’s) has unique information needs that need to be addressed with a specifically designed information system integrated in the National Treasury, Kenya Revenue Authority, Home Affairs State Department and Immigration Office. A multi-faceted approach to information provision is necessary because of the variation in needs, literacy and business prospects. Training needs of both the business managers of the SME’s and information specialists should be identified and recommended as part of the business information system design. TASK 2 UNIT: Understanding Business Organizations TITLE: Technology Advisory Group Task 3 Organization chart for T.A.G ORGANISATION STRUCTURE The structure adopted is functional organizational structure which will involve organizing the activities of the advisory group around areas of specialization. This approach involves a considerable amount of process standardization within the organization, with the real decision-making authority centered at the top of the organization. EFFICIENCY INTO OPERATION BY THE STRUCTURE the organization will achieve significant efficiencies in terms of process flow and management methods as the staff will be allowed to focus on one specific functional area to the exclusion of all else. It is ideal for the organization because it is easier to monitor and update the training of employees when they are focused on narrow functional areas. The organization will also use this approach to cultivate a group of extraordinary specialists who can strongly impact the functions of the company. KEY MANAGEMENT PROFILE Administration and Finance Their role is to provide a general oversight of the operations of the organization.The team will consist of a General Manager, Finance Manager with 1 administrator and ICT Manager with 1 administrator. This team will be responsible for effective planning, delegating, coordinating, staffing, organizing, and decision making to attain desirable profit making results for the organization (Sayles 1979). Marketing and PR   Their function is mainly to increase sales for the organization. Assigned here will be the Head of Marketing, two(2) executives inMarketingand two (2) executives in PR. As the teams begin to work together they need to come up withconcrete and up-to-date plans to maximize profits while creating long-term customers as well as adding value to the product and our services. IT Consultants  Ã¢â‚¬â€œ They play the role of advising businesses on how best to use information technology to meet their business objectives.Two(2) Senior Consultants will be in charge. In addition to delivering advice, four(4) Middle-Level Consultants and four (4) Junior Consultants will oversee the workshops that will look at the technologies that can be underpinned by Superfast Broadband. They will work hand in hand with five(5) IT Trainers, two(2) website administrators and two(2) graphicdesigners to manage, implement, deploy, and administer IT systems of the organization. TASK 5 BUSINESS PLAN FOR T.A.G The intentions of Technology Advisory Group is to offer clients with an all-inclusive assistance through free consultancy and specialist advice on business prospects offered by Superfast Broadband In the form of articles and blogs written by IT specialists.The three year goals for Technology Advisory Group are the following: Achieve break-even by Year 2. Establish along-term contract with the Central Government. Establish a minimum of95% customer satisfaction rate to establish long-term relationships with our clients and create word-of-mouth marketing. T.A.G has established a status for quality work and plans to continue to heighten its image in the trade. The organization endeavors to become a well-known benefactor of IT related guidance to SMB’s through the following: Increasing service backings by consolidating specialist workshops which will look at the technologies that can be fortified by Superfast Broadband, including Cloud Computing, collaboration and interactive websites. Increasing obtainability and accessibility to present and future customers through a range of pamphlets and case studies that give hands-on insights into the enactment of Superfast Broadband by small businesses Crafting innovative, unique, and cost-effective interpretations to hitches currently met by customers. Technology Advisory Group has established community calendaring and groupware applications for use by the organization. This will support in providing a modest, convenient tool for the organization and staff to consolidate, plan, track projects and workshops. T.A.G will leverage its profile-raising services to help offer secondary income streams as the organization will inaugurate induction of free email services, business directories, and other related services which will entice current and prospective customers to our offices and workshops. These will be used to generate advertising proceeds, as well as increase publicity of our range of services. To generate sales, T.A.G has incorporated the use of direct marketing which will focus on Trade Shows. T.A.G will partake in selected local and national shows that will provide an opportunity to develop exposure. This is a very effective tool in creating responsiveness and stimulating lead activity.And also Contact Campaigns as this initiative will encompass various methods of reaching potential customers to generate interest, followed by direct mail to the potential customer. The organization has a well-articulated human resources strategy which ensures that labor regulations are stringently followed and that all pamphlets relating to labor law are upheld hence confirms that the employees are exceedingly inspired to ensure that they are industrious. T.A.G has articulated human resources scheme that is in line with those that directly deal with intensifying through attainment. Strategies that should be put to ensure that the company achieves further growth Marketing strategy The organization has to put more exertion in having access to the global market. It should put more effort in advertising of its services to other parts of the ecosphere that it has not accessed the market. It should discover probable market such as other African republics. T.A.G should upturn the number of workshops and virtual assistance services and through this; the company will offer its customers with a choice of service to pick from. The organization should guarantee that its branding and packaging are of high standard and should change with customers change in taste and fashion. The company should contemplate using publicizing tools such as S.W.O.T analysis in guaranteeing that it retains its control of limited market and as a means to subsist in an atmosphere that has stiff competition. Information system strategy Technology Advisory Group should deliberate on using more than one software when executing a given assignment. The administration should concoct a way in which the systems are incorporated. This is to warrant that proficiency is upheld and the work done is precise and can also certify that fraud activities are curtailed. Human resources strategy The organization should also upturn the number of university fresh alumni who are undertaking management drills. This is decisive in that it will advance new skills and different concepts from these graduates and this will support the Technology Advisory Group in development. It is persons who make an organization to grow therefore, to ensure that T.A.G has a stout pool of human resources, it should contemplate efficient in training for employees to keep them informed on new skills so that the enterprise can keep pace with other major conglomerate corporations in relations to human resources. Competitive Edge The Technology Advisory Group should emphasis precisely on facilitating small and emergent businesses exploit their potential for accomplishment by distinguishing itself in the following means: Cost-effective personal interaction with IT consultant presence: T.A.G should target new expanses with local consultants, permitting it to personally cooperate with small businesses without needing to bring consultants to the region. A diverse network of consultants and alliance partners: By relying on a nationally circulated talent base harmonized to work together tenuously, the organization should be able to bring together an assortment of skills to encounter the needs of its clients. Positioning Statement The Technology Advisory Group delivers much needed skills and experience to small to medium business initiators to help their businesses embrace the Superfast Broadband. Our services are bespoke specifically to the distinctive needs of small to medium businesses and focuses on up-to-date citations of specialist suppliers of Superfast Broadband and allied services that can advance overall business performance. With a scarcity of available talent plus the usual budget pressure usually associated with small businesses, our services provide a cost-effective substitute to attaining faster communications inorder to advance the ways in which they do business. The Technology Advisory Group will position itself as the prominent marketing and management consulting firm focusing solely on small businesses. Projected Profit and Loss Key expenses will comprise the cost of payroll for the growing staff, marketing to endorse the Superfast Broadband in the community, and the organizations rent and devaluation. The organization will show a revenue in the first year which will continue to propagate. This is anticipated due to the high gross margins of marketing internet broadband to small and medium businesses Annual sales projection Annual sales projection Task 6 Formal communication Communication is the process through which one person conveys information to another person through applicable medium. These are the major communication systems implemented as these terms are used recurrently in organizations. Upward communication Is the process of information travels from lower to higher ranks in the hierarchy.Various mechanisms can be implemented by T.A.G to facilitate upward communication. Examples, Suggestion boxes, group meetings and participating in decision-making. This is maintained to get feedback to managers from employees. Downward communication Is the process of information flowing from superior to subordinate – from managers to operating staff.Itis related to the hierarchical structure of the organization as messages seem to get large as they travel downward through successive levels of the organization. Example, annual reports, notices and employee performance feedback. Horizontal communication Flow of messages across functional areas shared among people on the same hierarchical level of an organization. This form of communication facilitates for problem solving, task coordination between departments and project teams. How can intranets and groupware help improve communication? Intranets Organization information can be warehoused centrally and retrieved at any time due to superior internal communications. sharing of resources and best practice as virtual groups can be deliberated to expedite information sharing and collaborative working improved customer service better access to accurate and reliable information by your staff leads to heightened levels of customer service forms can be accessed and completed on the computer, then forwarded as appropriate for approval, without ever having to be printed out, and with the benefit of an audit trail Groupware It facilitates users to post ideas, questions or suggestions on given themes of discussion as it allows users to engage with other members of the group thus enhancing business alliances. It permits users to send messages to other members of the organization and outside of the organization. It ensures that users can retain online calendars viewed by other colleagues to assist with the arranging of meetings and project planning as users are able to identify when members are available or times when they are consumed with other tasks. Task 7 Managing virtual teams Virtual teams are defined as â€Å"affiliated individuals using computer-mediated telecommunications to share information electronically† (Kirkman, Rosen, Tesluk, Gibson, 2009, p. 54). Challenges posed by virtual teams in managing individual teams Physical Observation Limitations managers are physically limited to observe their employees’ performance and efforts, and how to implement effective methods for going about measuring productivity, building trust, and managing teams given their particular constraints (Kirkman, Rosen, Gibson,Tesluk, McPherson, 2002). This renders the manager unable to provide constructive performance feedback and harness the full potential of the team. As a result, monitoring and measuring performance remain problematic and sources of concern (Kurkland Bailey, 1999). Overemphasis on Output Evaluation Evaluation of virtual team performance is a challenge when managers directly focus on outcomes rather than process especially when those results prove difficult to measure and observe.Therefore, Managers cannot accuratelyascertain performance due to reduced capability toobserve and monitor the process. Employee Equity and Organizational Justice Issues Virtual team members may feel organizational injustice when compared to those who are present in the actual workplace. Professionally, employees fear that being â€Å"out of sight† infers being â€Å"out of mind† fororganizational rewards thus becomes a significant challenge whenevaluating members of virtual teams against those at the physical office (Kurkland Egan, 1999). Recommendation on how T.A.G will address this challenges Increasing Information Flow–the virtual team project manager should institute mutual knowledge among team members through team building activities and grant members access to evocative project documentation, which lists acronyms and other project specifics important for team members to understand (Davis Khazanchi, 2007). The â€Å"Balanced Scorecard† – the virtual team manager should create an all-inclusive balanced scorecard based on T.A.G’s priorities when evaluating performance. This may consist of the organization’s values in the fields of growth, profitability and customer satisfaction. This enables managers to have a far more transparent understanding of the effectiveness of their virtual team and create more standardized methods of evaluating future virtual team performance. References: Boddy, D. (2005). Management: An introduction. 3rd edition.England, Pearson education, Prentice Hall. Campbell, D Craig, T. (2005).Organizations and the business environment.2nd edition.Oxford, UK, Butterworth-Heinemann. Davis, A., Khazanchi, D. (2007). Does mutual knowledge affect virtual team performance? Theoretical analysis and anecdotal evidence. American Journal of Business, 22(2), 57-65. Kirkman, B.L., Rosen, B., Gibson, C.B., Tesluk, P.E., McPherson, S.O. (2002). Five challenges to virtual team success: lessons from sabre, Inc. Academy of Management Executive, 16(3), 67-69. Kurkland, N.B., Bailey, D.E. (1999). Telework: The advantages of working here, there anywhere,and anytime. Organizational Dynamics, 28(2), 53-68. Mullins, L.J. (2010). Management and Organizational behavior. 9th  Edition. England, prentice hall financial times.

Manage finance within own area of responsibility in health and social care Essay

When I was happy that the strategy was ready to roll out I explained the strategy to the staff within a staff meeting. I asked their thoughts on it as they were the ones that would be implementing it and using it on a day to day basis with the children and young people. I explained to the staff why we needed to use the strategy as it had been mentioned by Ofsted and that it was now a requirement that we work in this way. The staff were all enthusiastic and keen to work with the new strategy. To further gain the support of the staff each member of the Participation Team would have an instrumental role in the strategy being successful and it would also mean that they would spend more time individually with the children and young people so that they got a better understanding of the child/young person and their different levels of communication and how they learnt. The team would also learn a new skill of setting and working towards target setting and measuring outcomes. This would be a learning process not only for the children/young people but myself and all of the team. Explain the features of effective team performance Following on from managing and Leadership should you get the mix right this then will lead to an effective staff team. A staff team is made up of a group of people working together to achieve a common goal. An effective team has certain characteristics that allow the team members to function more efficiently and productively. An effective staff team develops ways to share leadership roles and ways to share accountability for their work products, shifting the emphasis from the individual to several individuals within the team. A team also develops a specific team purpose and concrete work products that the members produce together. Effective staff teams will have open-ended meetings and develop active problem-solving strategies that go beyond discussing, deciding, and delegating what to do; they do real work together. When necessary, individuals in a staff team will set aside their own work to assist other members of the team. In a well-functioning staff team, performance is based not on an individual member’s ability to influence other staff members, but rather is assessed directly by measuring the work products of the whole team. Rewards based on the whole team’s effort help underscore the importance of team responsibility. Characteristics of an Effective Team †¢Staff members share leadership roles †¢Staff team schedules work to be done and commits to taking time allotted to do work †¢Team develops tangible results †¢Team members are mutually accountable for evidencing results †¢Performance is based on achieving team results Problems are discussed and resolved by the team Leadership and management must go hand in hand. They are not the same thing. But they are necessarily linked, and complementary. Any effort to separate the two is likely to cause more problems than it solves. Leadership styles should be adapted to the demands of the situation, the requirements of the people involved and the challenges facing the organisation. As manager’s we must identify appropriate forums which will provide opportunities to our team members which will help to make their own recommendations on how they should allocate work fairly within the team. These forums could include:- Informal supervisionteam meetings Formal supervisionweekly case allocation meetings At Granville Lodge I have informal supervision this encompasses sitting down over lunch some days or a coffee another and having an informal chat about work, their home lives, the children and young people at Granville Lodge. During these informal chats, the staff will generally open up more as they don’t acknowledge that this is an informal supervision but just a chat so they don’t tend to hold back were as in formal supervision they tend to not say as much as perhaps they want to because it is formal and notes are taken. So for me those informal chats are where I get most of my knowledge and information about the team members and more important to me to gain a greater understanding of that individual. During our team meetings we discuss events that have happened over the previous month, we also discuss any changes that are being made to the business not just at Granville Lodge but the organisation as a whole. I feel it is important to let the team know what is happening in the organisation so that they understand my role also, in that some of the strategic decisions I make, but they don’t necessarily agree with are not optional for me but is a decision I am making for the good of the organisation if not  particularly right for Granville Lodge at that specific time. We also discuss internal matters such as annual leave, health and safety matters the children and young people, and any other matters that the team want to raise. We discuss the matters and generally try to come to a mutual agreement so that all or at least a majority of the team are happy with. If not all staff are happy with a particular suggestion made at these meetings we do try to reach a compromise, if a compromise cannot be met then the decision in the end is mine I will take the decision that I believe is correct for the children/young people, the unit and the team. 1.2 Identify the challenges experienced by developing teams 1.3 Identify the challenges experienced by established teams It is hard coming into a team which is already established and have worked together over a long time period. This was the case in Granville Lodge. The team were well established and had for a lengthy period had to manage with no permanent manager. They worked extremely well but at the same time were lack lustre about their jobs. When you first come into a team like this it is hard to break down barriers, they have a pre disposed idea of who you are and what you want to do to ‘their’ home, they automatically think you are coming in and immediately want to change things or even worse get rid of them. For me the way to deal with this was to get to the know the team on an individual basis, get to know them on a work level, find out what they think of the organisation, how they see the business in its current form and find out if they are open to change. Once I got to know each member of the team individually, I sat back for a few weeks and watched the team work together, I needed to understand the team dynamics, learn who was who and where they sat in the hierarchy of the team. Although you may have Team Leaders this does not necessarily indicate the true dynamics of who ‘is’ actually leading the team. Once I learned who was who, and were they stood in the ‘pecking order’ I could start to work with them to let them know that I was part of their team and wanted what was best for the children and young people who resided and stayed at Granville Lodge. I had to gain their trust, as a Manager I believe that you should understand the business from the ground up. I needed to have a true understanding of the roles of each  member of the team and if the need arose would fulfil that role if required. I wouldn’t expect any member of my team to undertake a role or task that I wouldn’t be prepared to do myself. 1.1Analyse how different management styles may influence outcomes of team performance There are a number of factors which can influence the staff performance in the home, the staff may feel negatively influenced because of micromanaging by their senior or shift patterns. Conversely, the staff will most likely feel inspired and otherwise positively influenced by having a larger input into the running of the home and a supervisor’s approachable management style. Regardless of the field or industry in which you work, the factors influencing staff performance and morale are very much the same. There are several different types of management styles when it comes to managing in the workplace and choosing the right type of style to lead with will have a big impact in terms of how the staff performs. But knowing the different leadership styles in management does not mean that I can simply pick one and then that is going to work because I would then in essence be trying to fit a square peg into a round hole. In most cases, the traits of the staff I am managing help me t o define the management styles I will use, blending a combination of the different categories. Different types of management styles and the situations when each of them may need to be used. A manager’s leadership style may seem to be set in concrete, hard and unchanging. Or it may be fluid, changing to adapt to the given situation. No matter what a manager’s individual leadership style, it is important to remember that not every style is suited to every occasion. Managers who are able to adapt their personal style to obtain desired results are generally more successful leaders than those who try to impose the same style of management on every employee. http://www.ehow.com/info_7772758_management-leadership-styles.html#ixzz2jCXbk8h3 Directive Democrat †¢A democratic leader welcomes and encourages input from employees throughout the decision making process. A directive leader micromanages workers, telling them exactly how to complete their day-to-day work processes. When combined, these two styles create a directive democratic style of leadership in which the leader obtains input from workers when making decisions but then closely oversees the work to ensure it is completed appropriately. Directive Autocrat †¢An autocratic leader is one who makes all important decisions within the organization with little or no input from employees. This is often combined with the directive style to create a manager who accepts no input from employees in the decision making process and also micromanages every aspect of work. This is perhaps one of the least effective management leadership styles, especially if it is the only style a manager knows how to utilise. However, it is essential in a working environment where workers are either unable or unwilling to do the work without absolute supervision. Permissive Democrat †¢A permissive leader is one who gives workers a great deal of flexibility in the workplace, allowing them the opportunity to determine how best to approach their day-to-day work processes. Combined with the democratic style, this is perhaps best suited when managing highly motivated employees who are capable of monitoring their own work processes. The permissive democrat elicits input from highly skilled workers, usually obtaining the most innovative ideas and solutions. This type of manager is often able to confidently delegate many high level duties to capable employees. Permissive Autocrat †¢A permissive autocrat is a manager who makes all important decisions within the organization but then allows workers flexibility in determining how to complete their day-to-day work processes. This is a useful leadership style for a highly motivated yet unskilled workforce who are willing to do the work but do not have the training or education to make important decisions for the organisation. I believe that my management style depends on what is required at that particular moment. I am a mix of many management styles, but mainly a Permissive Democrat. I believe that allowing staff to be flexible in their approach to work and encouraging them to bring forward their ideas gives them a sense of purpose and ownership of our business. As I mentioned earlier it was difficult coming into a team that was already established and had worked together for a long time. They already had formed a working relationship with each other they knew how they all worked individually and already had gone through the five stages of development as a team. These are traditionally known as:- †¢Forming: a group of people come together to accomplish a shared purpose. †¢Storming: Disagreement about mission, vision, and approaches combined with the fact that team members are getting to know each other can cause strained relationships and conflict. †¢Norming: The team has consciously or unconsciously formed working relationships that are enabling progress on the team’s objectives. †¢Performing: Relationships, team processes, and the team’s effectiveness in working on its objectives are synching to bring about a successfully functioning team. †¢Transforming: The team is performing so well that members be lieve it is the most successful team they have experienced; or Ending: The team has completed its mission or purpose and it is time for team members to pursue other goals or projects. The model used was first developed by Dr. Bruce Tuckman who published his four stages of team development: the Forming, Storming, Norming, and Performing model, in 1965. Dr. Tuckman seems to have added a fifth stage, Adjourning, during the 1970s. Each stage of team development presents its own special challenges to a group of people striving to work together successfully by forming a cohesive team. The team and the organisation can take specific actions at each stage of  team development to support the team’s success in accomplishing the team mission. At each stage, the behavior of the leader must be adapted to the changing and developing needs of the group. As I was a new team member but also the leader we had to go through these stages again as I had a new vision and goals for the unit, so where the team had already reached the transforming stage we had to go back to the forming stage. I feel that at the present time we are between the norming and performing stages we are all now forming working relationships and working well together but not yet at the stage of transforming, but this will come with hard work on both sides. To achieve this we have to work in a team-oriented environment, where we all contribute to t he overall success of the organisation. We work with fellow members of the organisation to produce great results. Even though we all have a specific job function and belong to a specific departments, we are unified with other organisation members to accomplish the overall objectives. The bigger picture drives your actions; your function exists to serve the bigger picture. The process that results in employees who clearly understand and execute their performance expectations contains these components: †¢A company strategic planning process that defines overall direction and objectives. †¢A communication strategy that tells every employee where their job and needed outcomes fit within the bigger company strategy. †¢A process for goal setting, evaluation, feedback, and accountability that lets employees know how they are doing. This process must provide opportunities for continuing employee professional and personal development. †¢Overall organisational support for the importance of clear performance expectations communicated through cultural expectations, executive planning and communication, managerial responsibility and accountability, rewards and recognition, and company stories (folklore) about heroic accomplishments that define the workplac e. †¢To lead them I had to get them to understand why they are participating on the team? Do they understand how the strategy of using teams will help the organsation attain its communicated business goals? Can team members define their team’s importance to the accomplishment of corporate goals? Does the team understand where its work fits in the total context of the organization’s goals, principles, vision and values? Employee recognition is one of the keys to successful employee motivation. Employee recognition follows trust as a factor in employee satisfaction with their supervisor and their work place. I do feel that saying thank you to staff members is very important, it makes them feel valued and that you appreciate the effort they have made is ensuring that their business is running well and efficiently. I say thank you on a daily basis if I feel that the staff have performed their job well or have done that little bit extra. Informal recognition, as simple sometimes as saying thank you and please, should be on every employee’s mind every day. Supervisors and coworkers, especially, have the opportunity to praise and encourage best efforts daily. These tips will help you successfully provide more formal recognition that is valued, valuable, and motivational. Effective, fair, employee recognition is motivational for both the employees receiving recognition and their coworkers – d one correctly. Conflict is pretty much inevitable when you work with others. People have different viewpoints and under the right set of circumstances, those differences escalate to conflict. How you handle that conflict determines whether it works to the team’s advantage, or contributes to its demise.   Conflict isn’t necessarily a bad thing, though. Healthy and constructive conflict is a component of high functioning teams. Conflict arises from differences between people; the same differences that often make diverse teams more effective than those made up of people with similar experience. When people with varying viewpoints, experiences, skills, and opinions are tasked with a project or challenge, the combined effort can far surpass what any group of similar individual could achieve. Team members must be open to these differences and not let them rise into full-blown disputes.   Allen C. Amason, of Mississippi State University, has studied conflict and its role in decision-making. He suggests there are two types of conflict: Cognitive – conflict aimed at issues, ideas, principles, or process Affective – conflict aimed at people, emotions, or values His studies showed the presence of both types in any group setting; but he’s clear to explain that cognitive conflict is constructive, while affective is  destructive (Brockmann, 1996). Another researcher, Thomas K. Capozzoli (1995), reinforces this by describing the outcomes of constructive and destructive conflict: Constructive conflicts exists when†¦ 1.People change and grow personally from the conflict 2.The conflict results in a solution to a problem 3.It increase involvement of everyone affected by the conflict 4.It builds cohesiveness among the members of the team Destructive conflicts exists when†¦ 1.No decision is reached and problem still exists 2.It diverts energy away from more value-add activities 3.It destroys the morale of the team members 4.It polarizes or divides the team Trust is one of the most important elements of an efficient work environment. Organisations that have trust among employees are usually successful, those that don’t frequently are not. How can I build trust in the staff team, and how can I avoid losing it?† Well, it all starts with me as the manager, since trustfulness – and trustworthiness – can exist only if the management sets the example, and then builds that example into every member of staff. From doing research and through personal experience I’ve found four excellent ways to build trust into staff teams. †¢Establish and maintain integrity. It is the foundation of trust in any organisation. Integrity must begin at the top and then move down. This means, among other things, keeping promises and always telling the truth, no matter how difficult it might be. If its people have integrity, an organisation can be believed. †¢Communicate vision and values. Communication is important, since it provides the artery for information and truth. By communicating the organization’s vision, management defines where it’s going. By communicating its values, the methods for getting there are established. †¢Consider all employees as equal partners. Trust is established when even the newest staff member, a part-timer, or the lowest paid employee feels important and part of the team. This begins with management not being aloof, as well as getting out and meeting the staff. This should be followed by the manager seeking opinions and ideas (and giving credit for them), knowing the names of staff and their families and treating one and all with genuine respect. †¢Focus  on shared, rather than personal goals. When staff feel everyone is pulling together to accomplish a shared vision, rather than a series of personal agendas, trust results. This is the essence of teamwork. When a team really works, they trust one another. Accountability As the home manager I need to hold staff accountable for meeting commitments. This sounds simple, but in the messy world it can be a conundrum. Reason: People have a tendency to justify their actions based on their personal rationalisation. It may seem a lame excuse, but to the staff member, there was no way the commitment could have been made. The technology for holding people accountable begins with the notion that it is expected behaviour. There is a fine art to holding people accountable and still maintaining trust with not only the staff in question but also their colleagues. What techniques do I use to manage accountability without losing trust? Holding people accountable is a fundamental premise of good management. Establishing solid goals and providing feedback along the way helps staff recognise the importance of performing up to expectations. Unfortunately, some staff do not meet their goals for a variety of reasons. When this happens, I need to hold them accountable, but t here are often problems in executing this closure step. If goals were not met due to employee laziness, lack of initiative, poor attitudes, or any other negative personal trait, then the accountability step is appropriate and will be done along with the appropriate documentation. When staff fail to meet expectations due to things that are truly out of their control, then holding them accountable seems punitive beyond reason. I believe there is a direct link between holding people accountable in an appropriate way and the level of trust in the home. Unfortunately, many situations are in a gray area in between extremes. A staff member will usually have some sort of excuse that justifies not being able to perform up to expectations. That is, he or she has rationalised the lapse based on some mental process that exonerates the employee from toeing the line. When I attempt to hold the individual accountable for the failure, it seems unfairly harsh to the individual employee and trust plummets. The conundrum is that staff who witness their  colleagues not performing up to expectations, yet not being held fully accountable, leads to a lowering of trust in the home as well. For me, it is a kind of â€Å"darned if you do, darned if you don’t† situation . It is important for me to explain that I hold people accountable for their actions, and I do not condone a string of excuses or reasons why the goals were missed. Yet I will still need to all allow some latitude for truly uncontrolled situations where it was impossible for the staff to perform up to expectations. There is a direct relationship between how I handle the issue of accountability and the level of trust achieved at any point in time. I need to recognise this sensitive area and navigate the choppy waters with great care. Using the golden rule is a great way to apply the right amount of personal sensitivity to a situation, but still get the message across that people are expected to meet commitments. Properly reinforced, this attitude will maintain trust within the home even though some difficult or unhappy discussions need to happen with certain individuals. How the accountability is communicated to the employee has everything to do with how it is perceived and received. I need to be consistent with following through on commitments, and then staff cannot expect to be called out if goals are not met. Having a firm but kind conversatio n with the staff member, in private, about a performance lapse is far superior to catching the employee off guard and rubbing his or her nose in the problem. If I were to berate the staff member publicly and with a mean spirit, significant damage to the relationship would result. 3.1 Identify the factors that influence the vision and strategic direction of the team As a registered care home, Granville Lodge works with government legislation, National minimum standards and the Ofsted essential standards to help shape our policy and strategic thinking, this gives all employees a shared vision of better services. When there is a significant change in legislation, we have to assess the service support currently offered. This will have an impact on the team and the direction of our previous vision. At present any influence on the team direction is from our vision (statement of purpose) is a society where people with Profound and Multiple and Learning Disabilities  and Complex Health Needs are equal citizens and have access to the support and services they need. Our mission is to improve the quality of life of people with a disability. We work in partnership with people with a disability and family carers and all of our stakeholders to make sure that good practice in delivering high quality person centred support is developed, shared and evaluated. We believe that people with disabilities should be supported to live fulfilling lives as equal citizens who are involved and contribute to their communities. We will ensure that we are involved in making the disability policy agendas of equal citizenships, rights, choice, inclusion and independence happen throughout Great Britain. We will work in partnership with people with learning disabilities and family carers, recognising that they are the real experts and that their stories and life experiences should be central to developing and sharing good practice. We will listen and identify how to provide quality person centred support focusing on those groups that have often been excluded including. We are open to changing the way we work if this means that more people can have better lives through what we do. Bibliography Amason, Allen C (2011). Strategic Management. Taylor and Francis Brockmann, Erich. (1996, May). Removing the paradox of conflict from group decisions. Academy of Management Executive. v10n2, p. 61-62. Cappozzoli, Thomas K. (1995, Dec). Resolving conflict within teams. Journal for Quality and Participation. v18n7, p. 28-30 Covey, Stephen R, (1989), The Seven Habits of Highly Effective People: Restoring the Character. Ethic. 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