Essay --

Case 1 As a presiding judge in this case using the given facts at hand, one have to would vote in favor of the City of Cleveland. The facts of the case show that there was job analysis used to determine eligibility of the perspective candidates. The evidence also shows that with these requirements some of the female candidate did pass both tests and were placed on the eligibility list to be hired. There is no sign that the city had broken the Civil Rights Act or the Inclusion of the Sex Amendment because all qualifications were equal for the candidates to pass (Jasper, 2008). Another factor a judge may consider is the job itself and why those requirements are in place. If the requirements were lowered for females would they still be able to perform the tasks as their male counterparts. For example could a female be able to carry a person out of a burning building if they were not able to lift the same amount of weight as their male counterparts? The testing for certain positions is required because of the physical demand of those candidates. Gender should not be weighed as a requirement for these positions and only the ability to perform the duties as required should be noted. If a male firefighter could not pick up a 300lb man to bring him to safety and a female could then she would have met the proper requirement for fulfilling the job duties over the male candidate. It boils down to very basic skills and in a life or death situation those skills need to be performed without hesitation or assistance unless otherwise required. This should be what any judge should weigh when presiding over a trail of this nature because it is not about gender but more about job requirements. Is this risk of losing two humans lives worth changing ... ...s think of their work. Speaking to the president of this organization I would advise him to sit down with all of his supervisors and share these concerns. It may be even advisable to have an independent committee comprised of the company’s peers or community leaders to make recommendations and to advise what they see needs to be changed. There would be advice on taking small steps to change the way things are being handled because making too many small changes can have the same damaging effect as large ones. People will accept change as long as it is implemented in a slow orderly manner. Ensure that there is an open door policy between supervisors and employees is going to be critical. Ask for ideas on how to improve the flow of communication and empower the ideas that employees have. A happy worker is a productive one and that is how you motivate them to success.

Subjects You Exell at

Discuss the subjects with which you had difficulty. What factors do you believe contributed to your difficulties? How have you dealt with them so they will not cause problems for you again? In what areas have you experienced the greatest improvement? What problem areas remain? â€Å"Tom’ â€Å" my teacher called. It was my turn to read my the poem aloud. My heart was racing and I was prepared to read what I thought to be a mediocre poem to the class. I did not comprehend any of the poems we went over in class so I felt terribly uncomfortable explaining it to the class. It seemed as if everyone was able to interpret the poem except me. How was I to know what the poet really meant? I was not there when he wrote the poem. That day left a bad taste in my mouth, and that was the beginning of difficulty in language arts. Whenever a language arts teacher asked me to interpret a poem or analyze a story, my head would ache. I told myself that language arts and literature were for â€Å"deep thinkers,† and I convinced myself that I I was no that type of thinker. My teacher explained that knowing about the periods in literature and knowing facts about the writers were the keys to unlocking the meaning to literary works, but I convinced myself that it was not for me. My struggles in language arts crossed over to my studies in history. Why do I need to know dates, periods in history, and documents? In my opinion, there was nothing interesting about the American government or 17th century European wars. Although it seemed to others that I was a star student in all my subjects, most did not know how much I struggled to clench my sanity when I entered social studies classrooms. Eventually, I reasoned that there is a solution to every problem, and the solution lies within me. With that realization, I changed my attitude and worked hard to excel in both subjects. I studied longer and harder; I improved my note taking skills; I made the library my second home, and stayed after school and sought help when I needed it. Today, I am not the best student in language arts and social studies, but I have greatly improved. I have joined a book club in hopes of becoming more comfortable with reading and understanding literary works. I also joined the social studies club in order to improve not only my grades but also to improve my attitude toward this subject. In addition, I took the challenge taking Advanced Placement Courses in English Language and Composition and English Literature and Composition. I now see challenging subjects as tests to see if I can move to the next level in my academic journey. With this knowledge, I can excel in difficult classes because I am willing to try. Problems still arise with social studies and language arts, but I have put forth great effort to make sure that my problems do not affect my will to succeed.

Principles of Management Essay

1. Discuss three (3) different methods of effecting change. Use practical examples from your experience or knowledge, and describe your experience in implementing change. Change will not be effortlessly implemented without an implementation plan or a framework. Change is often implemented in order to resolve issues, concerns, or setbacks to make situations or conditions more desirable. (National Defense University, 2008) It must then follow a process, called research, in order to identify what changes are to be made and how changes are to be implemented. The initial step is to identify the problem or the issue that is to be resolved through change. Next, there should be sufficient background information that supports the pressing need for change. Then it is time to come up with several changes that are suited to solve the problem. Once the most important plan of change is determined, the question of how the change will be implemented should be answered. This includes the plan of action, rules and regulations, etc. Overall, the implementation plan abovementioned solidifies the need to implement change, and becomes a guide to direct an organization in realizing its goals by lessening confusion and ambiguity. Another method to effect change is to involve everyone concerned. In this way, individuals easily accept and adapt to the changes lessening pressure, stress, confusion, and chaos. Moreover, information circulated for everyone involved should be clear, extensive, flexible, and reasonable. For instance, there is a need to revamp the structure of organization through reappointment. Therefore, laying out the reasons for such action is important. These reasons should be evenhanded and logical. Reappointing, hiring, or even laying off should also be reasonable and explicated to employees. The change should also be open to pleas and petitions from employees with consideration to accomplishments, position, character, etc. The entire process is most effectively done through a meeting, with the aid of a well-researched and written report containing all necessary information. (Actalpha, 2008) In this way, change in the structure of the organization, as an example, is unquestionable and easily accepted due to facts. Personally, being informed about future changes makes it easy to accept expected results and outcomes, and lessens fear, resistance and difficulties to implement changes. Lastly, it is most important to set rules to follow on how everyone is to observe the changes implemented. Consistency is vital in allowing effortless adaptation of changes and the facilitation of submission to these changes. Monitoring and supervision would assist in accomplishing this method of change management. (Caroll, 2008) 2. Why are most organizations and individuals resistant to change? What can managers do to facilitate change? As the saying goes, change is inevitable. Although organizations cannot avoid having to implement changes every now and then, its members are more often than not resistant to change. This is because change is accompanied by adjustment and undeterminable outcomes. For organizations, resistance to change is mainly caused by the fear of loss or defeat once changes are implemented. (Bacal, 2008) Organizations and its members are driven by success and the accomplishment or realization of organizational goals and objectives. The primary purpose of change is to improve organizational structure and atmosphere; however, there is always the fear of failure or a letdown if changes that are implemented backfires and does not prove to be sufficient nor appropriate to develop and redirect the organizational situation. To lessen these fears, ambiguity, or apprehensions regarding organizational changes, the manager should be able to utilize his command to facilitate change. As aforementioned in order to answer the previous question, managers should be able to assure the organization and its members that a change is necessary. Assessing all the aspects related to change is also needed. It is the most basic and the most important process in facilitating change. This is carried out through extensive research analysis, plan mapping, formulation of action plans or process maps, etc. These written reports and plans shall be distributed to everyone involved who will be affected by the planned changes to be implemented. Once information is distributed to the members of the organization, managers should conduct a training program or a seminar workshop to initiate a discussion about the issues related to the type of change, and to prepare members of the organization for changes in roles and responsibilities, rules and regulations, salary, etc. through training and workshop. (Southeast Association of Facilitators, 2007) After the training program or seminar workshop, the management is now able to implement the changes formally. At this point, rules and regulations should be observed strictly and consistently in order to sustain the transition from the old to the new working situation or environment.

Dairy: Milk and Clover Essay

Clover S. A. (Proprietary) Limited (â€Å"Clover†) is the biggest dairy processor in South Africa with a turnover of R 4. 3 billion and staff in excess of 6 000. Clover collects approximately 30% of South Africa’s milk supply and processes it into well known branded dairy and related products which is then distributed nationally and even exported into certain African countries. In this document, Clover’s external opportunities and threats, and its internal strengths and weaknesses will be evaluated in order to complete the relevant matrices, whereafter the Grand Strategy Matrix will be used to devise appropriate strategies to deal with the key opportunities, threats, strengths and weaknesses Mission and Vision Statements: Clover’s mission (which answers the question â€Å"What is Clover’s business?†) is as follows: â€Å"Clover is a branded foods and beverages group with a strong emphasis on value-added products. Clover’s South African dairy business is the perfect enabler to reach the Group’s widely dispersed customers and consumers. Extraordinary care is taken to develop brands which will occupy the number one or two positions in its chosen segments. It believes in the superior procurement, production, marketing, sales and distribution of these branded consumer goods (BCG) to its loyal consumers. † A review of the mission statement shows that most of the â€Å"9 C’s† (i. e. Customers, Products, Markets, Technology, Concern for survival, Growth and Profitability, Philosophy, Self Concept, Concern for Public Image and Concern for Employees) have been utilised in a short statement. It is suggested that the following of the â€Å"absent† â€Å"9 C’s† be included or elaborated upon in the mission statement Concern for employees; Philosophy. Its vision (which answers the question â€Å"What do we want to become?†) is as follows: â€Å"To be a leading and competitive company in South Africa and selected African countries, reaching every consumer on a daily basis with its most admired branded and trusted products, delivering improved and sustainable shareholder value by being a responsible corporate citizen and preferred employer. † A review of the vision statement shows stronger and more reliance by Clover on its brand than on its products. However, Clover’s vision is most certainly achievable, and in certain aspects one may argue that the vision statement might be outdated. THE EXTERNAL ASSESSMENT Introduction: Broadly, the purpose of an external assessment is to a company’s (in this case Clover’s) opportunities which could benefit it on the one hand, and on the other, threats that should be avoided. Generally, these external â€Å"forces† can be divided into the following categories: Economic forces; Social, cultural, demographic and environmental forces; Political, governmental and legal forces; Technological forces; and Competitive forces. Each of these categories will be discussed briefly, as well as the opportunities and threats will be listed under each heading. Economic Forces: The current and ongoing recession had a negative impact on the company’s interim financial results for the 6 months ending December 2008. More particularly and in the words of Clover’s Chief Executive, Mr JH Vorster, â€Å"a recent international publication on dairy matters stated that the industry faces a perfect storm of destructive economic forces and South Africa and Clover could not escape these forces†. The high unemployment numbers (which increases by the day) have an impact on disposable income, which in turn has an impact on buying behaviour, especially towards branded products (which Clover prides itself on), which as a very general rule carries a price margin. This, however, will continue to pose a problem, and as such, Clover must continue to ride the wave of brand recognition to endeavour to brace itself against the prevailing negative economic forces, which is seen as a huge threat. A further threat is the high number of farmers leaving the trade due to what they generally term â€Å"unaffordability†. Social, Cultural, Demographic and Environmental Forces: Clover believes in personal social uplift, thereby not only donating money in general, but being directly involved in the upliftment. Its flagship upliftment programme, Mama Afrika, currently supports in excess of 10 000 people. Appropriately, Clover views this project along the following lines: â€Å"Clover’s flagship CSI philosophy is underpinned by the principle of sustainability; instead of giving people handouts, it is investing in projects that empower communities and enhance their ability to become self-sufficient in the long term. â€Å"We teach the Mamas how to fish rather than give them the fish. †Ã¢â‚¬  According to Clover, it believes that: â€Å"The company is inextricably part of the community and will therefore, in terms of support and development, accept its social responsibility; Profitability and growth are pre-requisites to fulfill its social responsibility within financial means; The community, primarily has to accept responsibility for its own well-being and will only within means, be supported in this; It creates wealth through company taxes, employee taxes and levies which enable government to establish and maintain essential infrastructure like roads, education and health services; Opportunities for work and prosperity are not only created within the business, but that it, indirectly, contributes to job creation and combating poverty. † It furthermore enforces strict environmental disposal techniques in order to protect the environment. It is therefore that Clover views the Social, Cultural and Demographic Forces as an exciting opportunity. The general deterioration of the environment is naturally a concern for Clover, as some of its biggest assets (i. e. cows) rely on a safe environment. This may therefore be seen as a (general) threat. Political, Governmental and Legal Forces: General: First and foremost, Clover must ensure that the relevant agreements are in place with its retailers, service providers and suppliers. These agreements must also be regularly updated. Legislation: The following legislation will be applicable to Clover (or at least cognisance should be taken of these Acts at all times): The Companies’ Act, 69 of 1973; The Companies’ Act, 71 of 2008 (which will come into operation during 2010); The Consumer Protection Act, 68 of 2008, which provides for, inter alia, promoting a fair, accessible and sustainable marketplace for consumer products; Promotion of Access to Information Act, 2 of 2000, which provides for access to information by individuals and/or entities. Broad Based Black Economic Empowerment Act, 53 of 2003, which provides for, inter alia, increased broad-based and effective participation of black people in the economy; The Competition Act, 89 of 1998, which provides for, inter alia, the investigation, control and evaluation of certain restrictive practices (the amendments passed during 2010 holds grave consequences in for those who do not adhere to the provisions of the Act). It might well be that a company’s knowledge of particular Acts as mentioned above will be an opportunity. Similarly, a company’s ignorance will be a threat to the company. Clover is an established company, has a legal department and therefore its knowledge of the current law and legislation are adequate. Technological Forces: Clover’s relationship with its customers and clients are entirely computer based (â€Å"IT based†). It is therefore of paramount importance that all its IT be updated regularly (and adequately). Although it has an IT department, Clover does not have a manager close enough to the Executive Committee (such as legal and/or Human Resources). This is seen as a weakness. Competitive Forces: As mentioned in the general introduction in 1. 1 above, Clover collects approximately 30% of South Africa’s milk, leaving 70% which is collected by between 200 to 350 other dairies in South Africa. Of these, Parmalat (Pty) Ltd, Woodlands Dairy (Pty) Ltd, Nestle Dairy (Pty) Ltd, Milkwood (Pty) Ltd and Dairybelle (Pty) Ltd are the biggest competitors. It does however depend on the type of products (for instance, Parmalat is the biggest processor of UHT (Ultra High temperature) milk in South Africa) and geographically (for instance, Parmalat is the biggest distributor of milk in the Western Cape). However, the mentioned companies are competitors and competitors are generally a threat. Clover relies on its brand and extensive distribution network to gain the competitive advantage. Some of the smaller competitors are more than likely to fail due to the current economic recession, thereby giving Clover the opportunities in respect of possible acquisitions of growing market share. A further threat is the (sometimes) ease with which competitors may be successful in convincing farmers to change one processor to another. THE EXTERNAL FACTOR EVALUATION (â€Å"EFE†) MATRIX FOR CLOVER: Key External FactorsWeightRatingWeighted Score Opportunities 1. Recession may cause increase in market share0. 0820. 16 2. Social upliftment programme is extremely successful0. 0540. 20 3. Knowledge of applicable legislation and law0. 1030. 3 4. Possible acquisitions of competitors0. 0810. 08 5. Clover has branded products0. 1130. 33 Threats 6. Economic Recession is a great concern0. 2020. 40 7. Farmers leaving the trade0. 0820. 16 8. Agreements not updated regularly enough0. 0540. 20 9. New and amended legislation places enormous pressure on companies0. 0530. 15 10. Continual Environment Deterioration is of concern0. 0340. 12 11. IT department not close enough to management0. 0320. 06 12. Competitors are generally a threat0. 0730. 21 13. Farmers are convinced to leave Clover for its competitors0. 0720. 14 Total1. 002. 51 CONCLUSION: Clover scores an average of 2. 51 out of a possible 4. There is therefore ample room for improvement. THE INTERNAL ASSESSMENT: Introduction: Broadly, the purpose of an internal assessment is to identify and list a company’s internal strengths and weaknesses. Generally, these internal forces by Clover can be divided into the following categories: Management Forces; Marketing Forces; Finance / Accounting Forces; Production / Operations Forces; Research and Development Forces; and Management Information Systems Forces. As with the External Assessment, each of these categories will be cryptically analysed and the strengths and weaknesses will be listed under each heading. Management: Management of Clover has 5 basic activities, namely: Planning; Organising; Motivating; Staffing; and Controlling. Management may be seen as actively planning in order to take the company forward in line with its vision. However, the motivational activity may have taken a turn for the worst, as Clover closed down one of its factories, and is in the process of restructuring and retrenchment. It is therefore submitted that management motivation is, at the moment, a weakness. Apart from the above, the activities of management are attended to adequately and the employees are always encouraged to participate and voice concerns, even directly with management. Marketing: There are 7 basic functions of marketing, namely: Customer analysis; Selling products/services; Product and service planning; Pricing; Distribution; Marketing research; and Opportunity analysis. Clover is well positioned in the market and is a very strong branded company. That being said, its market share has remained stagnant for the past year or two. Clover’s marketing team is very strong, and focuses on the â€Å"new† products, rather than milk. The main product of Clover is thus difficult to market. The view at this stage, is that Clover’s prices of its products are sometimes too high, but the fact remains that Clover is marketing an extremely strong and well known brand. Finance / Accounting : Strengths: Can identify early on future shortfalls in the company and react. Had a positive net profit over last 6 year period. Operating profit was 22. 6% higher than 2007. Property, plant and equipment increased from 2007. Goodwill increased as a result of acquisition of 70% of Mayo Dairy by Clover’s joint venture Danone Clover. Weaknesses: There was a 22. 8% increase internally on operating expenses in 2008 and no mention of plans to combat same. Company suffered tax loss. Interest bearing debt increased. Cash utilisation increased by 26% from 2007. Production / Operations: Clover’s main product (milk) is extremely perishable and as such, Clover succeeds in putting milk, in whatever form, in its packaging within 48 hours after collection thereof from the farmers. This is quite impressive bearing in mind that whilst most of its milk is collected at the coast (KwaZulu-Natal and Eastern Caper) most are processed in the Highveld. It is a concern that most of its factories are not close to its source, but Clover is addressing this at the moment. Its quality control is well maintained, and according to Clover, each litre of milk undergoes 55 quality checks before leaving the factory. Research and Development (â€Å"R & D†): Clover survives on â€Å"older† products, but its R & D department is always busy exploring newer and innovative products. It is however difficult to do with a product such as milk. One of its most innovative products in recent years were no fat milk and vanilla milk. Management Information Systems (â€Å"MIS†): It might be argued that Clover’s MIS is not up to scratch. It relies on data from the trade and field. There is no information officer in the company. Information is collected as and when requested and/or needed. INTERNAL FACTOR EVALUATION (â€Å"IFE†) MATRIX FOR CLOVER: Key Internal FactorsWeightRatingWeighted Score Strengths 1. Management’s Planning, organising staff and controlling is good0. 1040. 40 2. Brand is very strong and thus marketing is fairly easy and successful0. 2040. 80 3. Strong marketing team0. 0530. 15 4. Turnover increases year on year for the past 6 years0. 0930. 27 5. Production and operation very strong0. 1140. 44 Weaknesses 6. Management motivation low due to impending restructuring0. 7010. 2 7. Operating expenses rose by 22. 8%0. 0620. 12 8. High turnover but low profit margin (between 7% and 8%)0. 0510. 05 9. Factories too far away from source, thereby increasing production costs0. 0810. 08 10. Product may be seen as old and stagnant, thereby inhibiting R & D0. 0220. 04 11. MIS not adequate0. 0410. 04 Total1. 000. 002. 59 IFE CONCLUSION: Clover score of 2. 59 is above average, therefore indicating average to slightly strong internal position. There is therefore ample room for improvement, but it is not weak internally, which is positive. Strengths, Weaknesses, Opportunities and Threats (SWOT). SWOT analysis is a tool for auditing an organization and its environment. It is the first stage of planning and helps marketers to focus on key issues. SWOT stands for strengths, weaknesses, opportunities, and threats. Strengths and weaknesses are internal factors. Opportunities and threats are external factors. Strategies to adopt in improving Clovers mission statement Human resources Applies to all actors along the chain from producers to consumers. Producers: continuing education on breeding, feeding, animal health, the role of institutions and groups. Milk collectors and handlers: training in clean milk processes; payment systems. Milk procurement: organization logistics; environmental issues and concerns; aim is to keep cost as low as possible. Knowledge management Marketing: consumer education and awareness (e. g. school trips to dairies); educate the media so they can help promote milk campaigns; educate health professionals so they know about the benefits. Competitiveness Producing high quality milk at lowest cost; quality is linked to other elements; government can provide loans, artificial insemination, knowledge (training programs); Productivity. Private sector can provide knowledge, consultants, equipment; research and development on new products and technology; nutrition; management (keeping costs low, quality high) Value addition There is a phenomenal scope for innovations in product development, packaging and presentation. Steps should be taken to introduce value-added products like ice creams, flavored milk, dairy sweets, etc. This will lead to a greater presence and flexibility in the market place along with opportunities in the field of brand building. Addition of cultured products like yoghurt and cheese lend further strength – both in terms of utilization of resources and presence in the market place. Export potential Efforts to exploit export potential are already on. Clover should export to Bangladesh, Sri Lanka and the Middle East. Following the new GATT treaty, opportunities will increase tremendously for the export of agri-products in general and dairy products in particular. Cooperatives Greater awareness of farmers’ needs Clover should not think that they are the only custodians or ‘voice’ of Farmers or the only ones protecting the interests of Farmers. Clover should be open enough to understand and think ‘out of the box’ and to understand and see what ways and means can help farmers stay loyal and be more productive. Competition With so many newcomers entering this industry, competition is becoming tougher day by day. But then competition has to be faced as a ground reality. It is large enough for many to carve out their niche. Problematic distribution All is not well with distribution. But then if ice creams can be sold virtually at every nook and corner, why can’t Clover sell other dairy products too? Moreover, it is only a matter of time before we see the emergence of a cold chain linking the producer to the refrigerator at the consumer’s home Perishability Pasteurization has overcome this weakness partially. UHT gives milk long life. Surely, many new processes will follow to improve milk quality and extend its shelf life. Clover needs to overhaul its R & D department.

Qualitative and Quantitative research on Commitment Essay

Qualitative and Quantitative research on Commitment - Essay Example WÐ µbÐ µr’s rÐ µport has also analyzÐ µd thÐ µsÐ µ prÐ µsÐ µntÐ µd issuÐ µs in thÐ µ Ð µxtant litÐ µraturÐ µ and can makÐ µ thÐ µ gÐ µnÐ µral rÐ µcommÐ µndation that lÐ µadÐ µrs pay attÐ µntion to individuatÐ µd circumstancÐ µs of thÐ µ organization and Ð µmployÐ µÃ µ whÐ µn instating nÐ µw commitmÐ µnt programs. ManagÐ µrs must â€Å"dÐ µfinÐ µ an intÐ µrnational discoursÐ µ whÐ µrÐ µ 'bottom-up', 'humancÐ µntrÐ µd' and communicativÐ µ dimÐ µnsions — as wÐ µll as thÐ µ innovativÐ µ activitiÐ µs — of HR undÐ µrstanding dÐ µfinÐ µ an opÐ µn spacÐ µ that may Ð µithÐ µr dÐ µvÐ µlop into an acadÐ µmic Ð µntÐ µrprisÐ µ or dÐ µtÐ µrioratÐ µ and minglÐ µ with thÐ µ innumÐ µrablÐ µ currÐ µnt attÐ µmpts to mÐ µÃ µt with thÐ µ dÐ µmands of work and organisational Ð µvÐ µryday lifÐ µÃ¢â‚¬  (WÐ µbÐ µr, 2005). Gabris’ morÐ µ sciÐ µntific study Ð µspÐ µcially appliÐ µs to workÐ µrs who arÐ µ askÐ µd to pÐ µrform rÐ µpÐ µtitivÐ µ tasks, doing thÐ µ samÐ µ Ð µxact thing timÐ µ and again Ð µvÐ µn though it makÐ µs no sÐ µnsÐ µ, but it also works in high strÐ µss and high Ð µmotion jobs such as policÐ µ officÐ µrs and flight attÐ µndants. ... alitativÐ µ and quantitativÐ µ rÐ µsÐ µarch dÐ µsigns and sampling plans can Ð µxist togÐ µthÐ µr and thÐ µrÐ µ doÐ µs not rÐ µally havÐ µ to bÐ µ onÐ µ that is bÐ µttÐ µr than thÐ µ othÐ µr, gÐ µnÐ µrally. SomÐ µtimÐ µs thÐ µsÐ µ dÐ µsigns arÐ µ Ð µvÐ µn usÐ µd within thÐ µ samÐ µ study, but this was not thÐ µ casÐ µ with thÐ µ articlÐ µs: Gabris stuck to a quantitativÐ µ study, and WÐ µbÐ µr’s was qualitativÐ µ. â€Å"BiasÐ µs may Ð µxit in thÐ µ sÐ µlÐ µction of samplÐ µ Ð µlÐ µmÐ µnts within a givÐ µn cÐ µll Ð µvÐ µn though its proportion of thÐ µ population is accuratÐ µly Ð µstimatÐ µd†¦ attÐ µmpts havÐ µ bÐ µÃ µn madÐ µ to combinÐ µ probability and quota sampling tÐ µchniquÐ µs, but thÐ µ Ð µffÐ µctivÐ µnÐ µss of this Ð µffort rÐ µmains to bÐ µ sÐ µÃ µn† (Robson, 2003). It is possiblÐ µ to crÐ µatÐ µ somÐ µthing that may includÐ µ scalÐ µs of attitudÐ µs and bÐ µliÐ µf as wÐ µll. ComparativÐ µ assÐ µssmÐ µnt It has bÐ µÃ µn dÐ µmonstratÐ µd in Gabris’ study that collÐ µctivÐ µ dÐ µcisions arÐ µ morÐ µ Ð µffÐ µctivÐ µ in implÐ µmÐ µntation than individual dÐ µcisions. This is anothÐ µr bÐ µnÐ µfit of making crÐ µativÐ µ dÐ µcisions in Ð µmployÐ µÃ µ commitmÐ µnt through utilizing tÐ µamwork. YÐ µt anothÐ µr bÐ µnÐ µfit shown in this study is that thÐ µ unity that binds thÐ µ group togÐ µthÐ µr will furthÐ µr idÐ µas of Ð µqual participation. ThÐ µrÐ µ arÐ µ plÐ µnty of pÐ µoplÐ µ who arÐ µ contÐ µnt to bÐ µ a tÐ µam mÐ µmbÐ µr, but Ð µffÐ µctivÐ µ lÐ µadÐ µrship and Ð µffÐ µctivÐ µ tÐ µamwork pattÐ µrns can hÐ µlp Ð µnsurÐ µ that Ð µvÐ µryonÐ µ involvÐ µs bÐ µcomÐ µs a rÐ µal tÐ µam playÐ µr. SpÐ µcifically, thÐ µ managÐ µr of Ð µmployÐ µÃ µs wanting grÐ µatÐ µr lÐ µvÐ µls of motivation can Ð µncouragÐ µ this sort of tÐ µam approach, whÐ µrÐ µ sharing is impà  µrativÐ µ. OvÐ µrall thÐ µrÐ µ arÐ µ many diffÐ µrÐ µnt facÐ µts of mÐ µthodology that can bÐ µ appliÐ µd to an Ð µxpÐ µrimÐ µntal dÐ µsign. This is a gÐ µnÐ µralization that can bÐ µ madÐ µ

Are organizations likely to find better solutions to information Case Study

Are organizations likely to find better solutions to information overload through changes to their technical systems or their social systems -- or both Why - Case Study Example Most of the media present it as a problem of the lucky members of the society who had have a chance to secure jobs or have access technology and communication systems. However, work has to continue and it is up to such people to separate useful information from redundant, outdated and uninteresting information (Liu, & Errey, 2006). Most of these organizations are concerned about the effects that information overload has on their employees. Changing both technical and social system within an organization is likely to yield the most sought after solution to information overload currently being experienced by different organizations. This essay will therefore analyze reasons why organizations require changing their social and technical systems to achieve a solution to information overload that currently affects them. A solution is considered sufficient if it is complete and exact. Such solution will address all dimensions of the problem under consideration and provide sufficient measures to tackle the current and any consequential problem. The current information overload that organizations are complaining of is a result of human behaviors and the nature of current information systems. This indicates that both the social systems and information systems within an organization must be considered in order to develop an appropriate solution to the problem. The aspect of social systems within an organization that is significant to the topic of information overload is the patterns of flow of information within the organization. Human beings are the main source of problems that affects them. The need to establish orderly flow of information has left organizations vulnerable to bureaucracy. This is the main factor that has contributed to information overload in most organizations. In some severe cases, two people working in the same office find themselves requiring

Family Law coursework Essay Example | Topics and Well Written Essays - 1250 words

Family Law coursework - Essay Example If it’s proved not to be, there could be a long custody battle and who knows what other kinds of problems. The fact that the vicar, Leonie, was doing a ‘test-run’ marriage ceremony is of no consequence as long as there is proof that both parties actually went through with the ceremony. Moreover, the Family Law Act 1996 states that â€Å"†¦an application for divorce can only be made if the couple have been married for a year or more and the only ground for a divorce petition is that the marriage has irretrievably broken down.†1 Obviously, since Myles and Emilia have been married for more than one year—and since Emilia is having destructive ‘fits’ of sorts—this could definitely apply to your situation as having been ‘broken down.’ More so, you, Mr. McHenty, have every legal reason to receive benefits even though you don’t have a prenuptial agreement. In the court case Parlour v Parlour,2 Ray Parlour was orde red to give a significant portion of his wealth and assets to his wife. It was a shocking case because Mr. Parlour obviously did not have a prenuptial agreement—which, in the end, hurt him. Similarly, in your case it may hurt Emilia the most that she did not draw up a prenup considering the wealth of estate with which she’s been entrusted by a relative. ... favor besides the fact of the missing prenuptial agreement is that Emilia has accustomed you to a certain way of life that you would not have had had it not been for the estate which had been so graciously bestowed upon her—and which, she shared with you, at least in the beginning. In Miller v Miller,4 it was ruled that multimillionaire Alan Miller had to pay five million pounds to his former wife of three years, for several reasons—but one of them namely being that he had hoped his wife would have a better standard of living. Therefore, since Emilia had rights to the estate, you are in even better of a position as someone who doesn’t have the same wealth as she does. Therefore, you are allowed to earn some type of spousal support from her, as the case may be. For example, in McFarlane v McFarlane,5 it was ruled by the courts that Mrs. McFarlane should be allowed to partake of the high income of her former husband. That notwithstanding, there is another case, Whi te v White,6 which proved that needs and reasonable requirements should be taken into account in divorce proceedings, rather than just a simple mathematical calculation which would take care of the question of equitable division of the assets. This means that not only must Emilia share her assets, but they must be divided up in such a manner that is ‘fair.’ Of course, it is up to the courts to decide what constitutes fairness; however, the case is once again going to be in your favour. With regard to living arrangements, the courts will make a suitable argument that will take care of your needs indefinitely. III. Whether Local Social Services Could Take Your Son Into Its Care Now, as to whether local social services could take your son into its care, is an entirely different matter altogether. â€Å"In