Motivating Employee During the Crisis Challenges and Directions

Company of Case Study: Dubai Real Estate Corporation, Wasl Properties Using the DREC and Wasl properties case, the company must resolve problems arising from noncompliance with all company policies being implemented (Robbins and Judge, 2007). The research of WASL and DREC is grounded on identifying possible internal conflicts and instituting policies to prevent escalation of misunderstanding and conflicts between employees and between departments of the organization.Advertising We will write a custom case study sample on Motivating Employee During the Crisis: Challenges and Directions specifically for you for only $16.05 $11/page Learn More Specifically, the research focuses on the organizational structure of the company called DREC. The research focuses on the functions and responsibilities of the company’s officers and employee. The officers must motivate its employees by directing them to the best solution to all challenges. Organization basic structure and functions. The officers and employees must comply with their reporting duties and responsibilities using the organizational chart. The organizational chart shows that WASL Organization is monitored by the board of directors. The chief executive officer, Mr. Hesham Al Qassim, reports directly to the board of directors. The chief operating officer, Mr. Adbulla Obaidalla, reports to the chief executive officer. Dubai Golf’s Christopher May reports to the Chief Executive Officer. The general manager for land assets management, Mr. Omer Al Maydoor, reports to the Chief Executive Officer. The general manager for facilities management, Mr. Mohammed Khoory, reports to the Chief Executive Officer. The general manager for property management, Mr. Zainab Mohammed, reports to the Chief Executive Officer. The general manager for projects management, Mr. Nabil Al Khaja, reports to the Chief Executive Officer. The general manager for business development, Mr. Adjitya Srivastav a, reports to the Chief Executive Officer. The general manager for hospitality, Mr. Abdulbasit Al Hai, reports to the Chief Executive Officer. The chief financial officer, Mr. Abdulkhaliq Ahmed, reports to the Chief Executive Officer. Further, there are employees reporting directly to the Chief Operating Officer, Mr. Abdulla Obaidalla.Advertising Looking for case study on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More The general manager of procurement and administration, Mr. Ahmed Al Sheryani, reports to the Chief Operating Officer. The Interim general manager for Marcom, Mr. Ahmed Al Sheryani, reports to the Chief Operating Officer. The general manager for human resources, Mr. Jassem Al Jasmi, reports to the Chief Operating Officer. The head of legal and board affairs, Mr. Roula Zahar, reports to the Chief Operating Officer. The head of business excellence, Mr. Satish Paryarath, reports to the Chief Operating Officer. Culture. Derek Torrington (2008) reiterated the two companies’ culture are grounded on the complying with all relevant company policies. Failure to comply with the company’s policy may result to termination or suspension. In terms of applying for a job, the job applicants are required to have good behavior or conduct. The job applicant must be at least 18 years old. The job applicant must posses the minimum requirements stated for a vacant job position. The requirements include the applicant’s educational requirements. The applicant must also have the minimum amount of experience for each job applied for. The applicant should have the competencies need for a job. For example, the accounting staff applicant should have a minimum amount of accounting work experience or the corresponding academic units in accounting. In addition, the applicant should have the necessary skills to perform one’s job responsibilities. For example, a welder must have education or practical welding experience gained from prior jobs. The applicant should pass all assessment requirements to be admitted to the company. In addition, the applicant must be mentally fit for the vacant position. The company prioritizes the hiring of local United Arab Emirates applicants over the foreign job applicants. The company also hires local residents with special needs with a few job responsibilities. Further, John Ivancevich (2006) theorized the two companies interview applicants in order to determine the applicant’s capacity to implement job responsibilities on time and with quality. The interviews will determine if the job applicant can easily achieve sales performance targets as well as monthly production and sales benchmarks. The company will send thank you letter to applicants who did not pass the application process. The selected applicant will be given an employment contract.Advertising We will write a custom case study sample on Motivating Employee During the Crisis: Challenges and Directions specifically for you for only $16.05 $11/page Learn More In addition, Robert Mathis (2010) emphasized the general manager of each department recommends the increase of each subordinate’s salaries or wages. The general managers can recommend the promotion of one or more subordinates under the general manager’s department or section. The general manager can report to the human resource department its human resources needs. The general manager has a hand in the scrutinizing if the subordinate has to be retrenched. The general manager has the authority to reprimand or suspend subordinates found violating the departments’ policies, procedures, and other internal rules. The manager has the authority to send the greenhorn employees and other subordinates for further job training. The Chief Executive Officer and the Chief Operating Officer can focus on compensation decisions. Both the Chief Executive Office r and the Chief Operating Officer can approve spot awards for deserving employees. The same Chief Executive Officer and the Chief Operating Officer can approve awards and rewards to employees who excel in their job responsibilities. Similarly, both officers can waive payments. However, the waiver must be based on the recommendations of the department managers and other superiors of the employees. The human resource officers can recommend to both Chief Executive Officer and the Chief Operating Officer the waiving of the employees’ salaries, increase, and promotions. The department heads can request for the reprimand, suspensions, or termination of erring subordinates. The same department heads can recommend the retraining of subordinates to improve their current production performance. The officers of the company may request for the retrenchment of employees who refuse to accept a change in work assignments. The officers can request for the salary increase, promotion, or rewar ds for subordinates surpassing production and sales benchmarks.Advertising Looking for case study on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More In addition, Ronald Sims (2007) stated the company officers and employees should adhere to the company’s policy of conducting themselves and the business with the highest standards of legal, moral integrity, and ethical standards. Discrimination should be avoided. The officers and employees should endeavor to comply with the company’s vision and mission. The company officers must ensure that all new employees are briefed with the latest company policies. The employees are trained before they are assigned to each company equipment or job function to reduce damage. Damage usually occurs when the newly hired employed is at a lost when performing one’s job function. The supervisor or head must monitor and guide the new employee to ensure faster learning of the proper job performance. Environment. Jon Werner (2008) theorized the employees must work the safe and comfortable environment. Further, the employees’ work condition should be conducive to inspiring the employees to excel in their job responsibilities. The workplace must be well-ventilated. There is enough space for the worker to perform one’s function in a very comfortable manner. The company can also hire applicants by asking fellow workers to refer a friend or relative for the jobs vacancy. The hiring of relatives is discouraged, except when the chief executive officer allows such practices. The employees should be given the best opportunity to grow with the company. Seminars and additional trainings will help the employees enhance the quality of the production outputs. Work flow processes. The work process must comply with the line and staff organizational chart. The subordinate of the facilities management department should not perform the job of a subordinate of the lands asset department. The subordinate of the hospitality department should not perform the job of a subordinate of the property management department. The subordinate of the projects management departmen t should not perform the job of a subordinate of the business development department. Further, the general manager of the property management department should not report to the chief operating officer. The general manager of the property management department should not report to the chief operating officer. The general manager of the lands asset management department should not report to the chief operating officer. Similarly, the general manager of the facilities department should not report to the chief operating officer. OB link to the processes. The OB link to the processes should be implemented. Elwood Holton (2003) proposed the manager cannot hire a new employee without the approval of the human resource officer. The human resource manager should not increase the salary of an employee without the recommendation of the employee’s manager. The manager of the property management department cannot force an employee of the land assets department to perform the job of the p roperty management department’s absent subordinate. Based on the above discussion, the two companies, WASL and DRECT, must resolve problems arising from noncompliance with all company policies being implemented. The research of WASL and DREC is grounded on identifying possible internal conflicts and instituting policies to prevent escalation of misunderstanding and conflicts between employees and between departments of the organization. Specifically, the research focuses on the organizational structure of the company called DREC. The research focuses on the functions and responsibilities of the company’s officers and employee. All employees and officers must comply with company policies in order to achieve organizational goals and objectives. Indeed, the officers must motivate its employees by directing them to the best solution to all challenges. References Holton, E. (2003) Approaches to Training and Development. New York, Basic Press. Ivancevich, J. (2006) Human Res ource Management. New York, McGraw Hill Press. Mathis, Robert. (2010) Human Resource Management. New York, Cengage Press. Robbins, S Judge, T (2007). Organizational Behaviour. Upper Saddle River, Prentice Hall. Sims, R. (2007) Human Resource Management. New York: IA Press. Torrington, D. (2008) Human Resource Management. New York: Financial Times Press. Werner, J. (2008) Human Resource Development. New York: Cengage Press. This case study on Motivating Employee During the Crisis: Challenges and Directions was written and submitted by user Kaylynn Hebert 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.

Free Essays on Smoking In Apocalypse Now

â€Å"Smoking in Apocalypse Now† In Francis Ford Coppola’s Apocalypse Now, visions of the Vietnam War are splattered across the screen leaving the person watching in total bewilderment. But after watching it again, one picks up on more of the underlying symbols that line the movie. Cigarette smoking is used throughout the movie to express a sense of completion. More importantly, Smoking is a symbol used for comradery and understanding. Apocolypse Now tells the tale of Captain Benjamin Willard. Capt. Willard receives orders to seek out a renegade military outpost led by a mysterious Colonel Kurtz and exterminate him with extreme prejudice. They want Kurtz exterminated because his methods are â€Å"unsound†. Col. Kurtz has a sanctuary in Cambodia where he has an army of Montagnard tribesmen who both worship and despise him.The plot is complicated by Willard’s own personal struggle on whether or not he should follow through with his orders. He begins to understand why Col. Kurtz has done what he has and fights an inner struggle not to follow the same path. The first time the symbol of smoking is brought to light is when Willard recieves the order to exterminate Col. Kurtz. Upon entering, Col. Lucas offers Willard a cigarette. Willard refuses because he does not understand why he is there and because he doesn’t feel he belongs there. But after learning why he is there and what it is that he is supposed to do, Willard reluctantly accepts a cigarette from Jerry. He doesn’t want to accept it because he, at that moment, is still unsure about the mission. But seeing no other way out, he accepts the cigarette and with that, he accepts the mission. This is an example of smoking as symbol of understanding. The second offering of a cigarette comes when Capt. Willard offers Phillip, or the Chief, one. â€Å"It might have been my mission but it was sure as shit was the Chief’s boat.† Willard offered a cigarette as a pea... Free Essays on Smoking In Apocalypse Now Free Essays on Smoking In Apocalypse Now â€Å"Smoking in Apocalypse Now† In Francis Ford Coppola’s Apocalypse Now, visions of the Vietnam War are splattered across the screen leaving the person watching in total bewilderment. But after watching it again, one picks up on more of the underlying symbols that line the movie. Cigarette smoking is used throughout the movie to express a sense of completion. More importantly, Smoking is a symbol used for comradery and understanding. Apocolypse Now tells the tale of Captain Benjamin Willard. Capt. Willard receives orders to seek out a renegade military outpost led by a mysterious Colonel Kurtz and exterminate him with extreme prejudice. They want Kurtz exterminated because his methods are â€Å"unsound†. Col. Kurtz has a sanctuary in Cambodia where he has an army of Montagnard tribesmen who both worship and despise him.The plot is complicated by Willard’s own personal struggle on whether or not he should follow through with his orders. He begins to understand why Col. Kurtz has done what he has and fights an inner struggle not to follow the same path. The first time the symbol of smoking is brought to light is when Willard recieves the order to exterminate Col. Kurtz. Upon entering, Col. Lucas offers Willard a cigarette. Willard refuses because he does not understand why he is there and because he doesn’t feel he belongs there. But after learning why he is there and what it is that he is supposed to do, Willard reluctantly accepts a cigarette from Jerry. He doesn’t want to accept it because he, at that moment, is still unsure about the mission. But seeing no other way out, he accepts the cigarette and with that, he accepts the mission. This is an example of smoking as symbol of understanding. The second offering of a cigarette comes when Capt. Willard offers Phillip, or the Chief, one. â€Å"It might have been my mission but it was sure as shit was the Chief’s boat.† Willard offered a cigarette as a pea...

Are state tests actually beneficial to students, or do they place Essay

Are state tests actually beneficial to students, or do they place unnecessary pressure on teachers, students, and parents - Essay Example In fact they create unnecessary pressure to the three stakeholders, diluting its very essence. Firstly, the stakes of state test are too high. Secondly, the test results cannot accurately measure learning. Thirdly, teachers are molded into ‘teaching the tests’ rather than concepts. Lastly, the anxiety associated with tests impedes learning and leads to cheating and result manipulation. Therefore, this paper will discuss on why state tests are not beneficial to stakeholders in education—students, teachers and parents. To begin with, the stakes of the tests are too high and teachers are adapted into ‘teaching test’ rather than concepts. Traditionally, test scores influence how much funds a school would receive from the government. Low test scores would make the school run the risk of its operations taken over by the government; therefore, little room for independent decision making (Texas Business Leadership Council). Such pressure on state officials, parents, teachers and students create a very poor environment for learning. Additionally, Teachers plan their curriculum around tests. Additionally, teachers teach test-taking skills and how to pass exams. Consequently, teachers lose the creativity and dynamism that makes learning enjoyable (The National Center for Fair and Open Testing). Concepts and hands-on skill require a greater challenge and are more rewarding than the ability to pass a multiple-choice test. Secondly, test scores are not the accurate measure of learning. In a 2013 speech, the secretary of education, Arne Duncan opines that state assessments in various subjects often fail to capture the student’s ability of what they know and can do (Evans ). Besides, all the stakeholders in education know that there is so much more to education that the ability to sit down and answer a few multiple-choice questions. Standardized state tests do not create room for students to express themselves (Evans ). Lastly, the anxiety associated with

Asian Philosophy Essay Example | Topics and Well Written Essays - 500 words - 1

Asian Philosophy - Essay Example The T’ien-t’ai school was founded on the Lotus Sutra as interpreted by Chih-k’ai who was a Chinese monk in the sixth century. The T’ien-t’ai school was doctrinal and is portrayed by its stress on reflection in addition to philosophical substance. It viewed the Lotus Sutra as holding the paths for deliverance through practice. It hence was a connection between the dominant Northern Chinese progress of Buddhism as a religion of conviction and discipline and the southern scholastic tradition (ibid). The Hua-yen school was based on the Indian Avitamsaka Scripture. The primary principle of the school is dharmadatu, the general causation of the dimension of the law. The dimension of the law is the dimension of the whole universe in all domains. The philosophical development of general causation was natively Chinese. It was an expansion of the Buddha’s account of dependant beginning so as to explain the emergence of the universe as synchronized (Lai, 2007). Ch’an emphasized on dhyana or deliberation. Deliberation was a general practice in all kind of Buddhism, Chinese and Indian. Numerous of the initial texts interpreted into Chinese were because of the enthusiasm of the Chinese intelligentsia and several Taoist’s appreciation of deliberation. Nevertheless, numerous of these texts were difficult and occasionally conflicting which resulted in to a definite exposure in Chinese practice (ibid). The Pure Land School was above all conviction based and devotional in custom. Its focus was on faith in Amitabha Buddha. The foremost form of custom was in dedication and calling the name of Amitabha so as to acquire his deliverance and hence rebirth in the pure land of the west. This school substantially abandoned the essentiality for self-improvement through the Buddha’s principles of the path to salvation (Peach, 2002). If I were to choose among the four schools of Buddhism, I will prefer Pure Land Buddhism because its

Patrol Operations Essay Example | Topics and Well Written Essays - 750 words

Patrol Operations - Essay Example This tool of law enforcement is poised to bring huge results for the interaction between law enforcement and its citizenry. As aforementioned among the most recent technologies available for security operations are body-worn-cameras (Manjoo 1). Body-worn cameras are small gadgets that are usually attached to the upper body of a security or police officers (Manjoo 1). Law enforcement agencies across nations are increasingly adopting the body-worn cameras. The resolution to adopt the use of body cameras is an addition of the use of dash-attached audio recorder and video cameras, which have been in use. The possible areas of wearing the camera include the head, shoulders neck, or chest. Some of the cameras are also hand held. The cameras are also fitted with microphones and are capable of recording the police officers’ daily work in both audio and picture (Goold 40). The proponents of usage of body cameras argue that the cameras they can hold police officers accountable for their actions (Manjoo 1). In addition, they can protect the police officers who might false accusation of wrongdoing (Goold 64). The body-cameras could also inspire police or security officers, who would recognize that the cameras are recording their actions, to behave in better and diligent ways (A Primer on Body-Worn Cameras for Law Enforcement). According to Manjoo (1), in New York City, a citys public advocate reported that outfitting the whole New York Police Department with the body cameras would cost about $33 million. The body cameras mostly cost $200 to $1,000 each depending on the type. However, in 2013, New York City paid $152 million because of claims of misconduct the police. Therefore, if these body cameras could help reduce the cost of those claims, then the gadgets would pay for or buy themselves. Some cameras are designed with enough battery life for a few hours of recording both audio and visual while others can last for as long as 12working hours

Leadership in a Health Organization

Leadership in a Health Organization Introduction The development of existing and future leaders is significant to driving the innovation and change essential to the continuity and sustainability of the healthcare system in Australia. The 2012 publication Leadership for the Sustainability of the Health System released by Health Workforce Australia (HWA) suggests that the â€Å"momentum towards health service redesign must increase, and the workforce reform and innovation necessary to support it must also increase (HWA 2012).† The healthcare system is challenged by diverse and varied complications which limit growth in key areas essential to sustainability. Immense pressure is being applied to the health workforce as Australia’s population ages, the presentation of patients with chronic disease increases, and the expectations of the community become more resolute. Subsequently, new challenges exist such as â€Å"†¦rapidly changing technology; new approaches to training and education; an uneven distribution of the workforce across metropolitan, rural and remote areas; looming shortages in some professions and specialties; entrenched work practices; and constricted professional roles (HWA 2015).† The HWA stated that the â€Å"quality of leadership in the health system directly and indirectly affects the quality of patient care, and is shown to be an important factor supporting best practice (HWA 2012).† Clinical leadership which is effective and progressive is vital in the current Australian setting and in healthcare reform, innovation and change. Whilst many theories exist which emphasise personality, behaviour, context or relationships as key elements impacting the effectiveness of a leader, the Five Practices of Exemplary Leadership propose those which are influential to fostering innovation and supporting the change management process necessary to sustain the Australian healthcare system. Background In a separate publication released by HWA in 2012, the organisation concluded that without nationally coordinated reform Australia is likely to experience workforce limitations in the delivery of high quality health services by the year 2025 (HWA 2012). The National Health and Hospitals Reform Commission (NHHRC) have recommended targeted measures for clinical leadership to enable the development of a long-term health reform plan for a modern Australia (NHHRC 2015). Future healthcare systems will develop, implement and foster a leadership strategy which systematically addresses priorities and is supported by leadership practices which achieve organisational goals, adapt to changes, and stand unwavering in the face of uncertainty (Browning, et al., 2011). The current challenge facing the Australian healthcare system is to instil within the current and future workforce the leadership skills necessary to reach the forecasted future. In my experience, I have come to an understanding that individuals promoted, appointed, or recruited into leadership roles require support, encouragement, and development prior to and after commencement in the roll to ensure that they can be as effective as possible. Further, recruiting practices witnessed within the healthcare sector have indicated that often the most clinically proficient individuals (or, subject matter experts) amongst medical professionals are those promoted into leadership roles with less regard placed upon the individual’s ability to self-reflect, their emotional intelligence, their strategic perspective, their ability to inspire others, or other key capabilities characteristic of an effective leader. â€Å"Credibility is the foundation of leadership† (Kouzes et. al, 2007 p. 37) In an environment where individuals are promoted into leadership roles based on clinical expertise as opposed to the individual’s ability to effectively lead, credibility of those in these positions can be an issue perpetuating negative workplace culture and personal attitudes. Leaders within the healthcare system must develop and maintain a level of credibility to be successful. A team of clinicians is influenced significantly by the level of trust and authority awarded to their leader. Susan Oliver (2006) suggests that a consensus of the workgroup is necessary for a leader to inspire and work with those they lead. However, consensus can be difficult to achieve in a climate where trust and authority are absent and the credibility of the leader is in question. Achievement of consensus is possible with Kouzes et. al (2007) posing that admiration is attained from individuals where the person being admired believes strongly in something and are willing to stand up for those beliefs. Admiration begets trust, confidence and respect which are then precursor to consensus. Further, Kouzes et.al (2007) states that persons who aim to become leaders must be persons of principle if they want people to willingly follow them. The principles, values, and ethics that leaders innately possess or adopt will dramatically influence their level of credibility. Consensus would be difficult to achieve in a leadership situation where the incumbent has poor moral values, inconsistent standards, or unclear principles. For leaders to attain consensus and impact change, those they lead must be able to recognise, support, and adhere to the level of authority held by the leader. The level of authority associated to a leader is significantly different to the level of authority associated to a manager. Whilst the same person can occupy these two roles concurrently, there is a vast difference in the connotations of a â€Å"leader† and that of a â€Å"manager†. Maxwell (2011) presents the argument that leadership is a process as opposed to a position. In his work, he continues with stating that management at its best is when things stay the same whilst â€Å"leadership deals with people and their dynamics, which are continually changing† (Maxwell, 2011 p. 10). For managers to be effective leaders they must be honest and be able to do what it is they say they will do (Kouzes et.al. 2007) Kouzes et. al (2007) and Maxwell (2011) indicate in their writings that the credibility of leaders is fundamentally grounded in their behaviour characteristically driven by deeply held beliefs. Leaders must be able to commit to a set of values and function consistently within them to be effective. Ewens (2002) states that clinicians cannot elude the recognition of effective leadership as an important element of the healthcare environment. This critical element within the system is rooted deeply in an institutional need for strong leaders to exist, for them to be able to model desired behaviour, build credibility and â€Å"align actions with shared values.†( Kouzes et. al 2012 p. 96) â€Å"†¦By Imagining what might be possible† (Kouzes et. al, 2012 p. 104) Visionary leaders are needed within healthcare organizations to encourage and nurture employees, establish and maintain relationships, and stimulate multidisciplinary teams. Further key accountabilities are applied as the context, nature, situation, and environment are considered in application of the associated skills attributed to a visionary leader. Future healthcare leader will need to recruit talented individuals who can be developed into visionary leaders who have the potential to foresee and apply innovations and solutions which drive transformational change (Browning et.al 2011). Fostering leadership talent is achieved through diverse methods; however, healthcare organisations should adopt a comprehensive strategy for the sustained retention of potential leaders. Browning et. al (2011) continues to state that â€Å"healthcare organizations need comprehensive strategies for identifying, hiring, developing and retaining leadership talent.† Workforces which are culturally rich employ personnel which foster the established culture with reciprocal benefit. Exploration of personal and individual beliefs, motives, and interests is among the transactional activities undertaken by effective leaders. Those leaders which inspire are those who are able to clearly convey their vision of the future, lead change management processes within organisations, and align the efforts of the workforce with the mission statement of the business. Further, inspirational leaders have the capacity to inspire their constituents into achieving results which are greater than expected (HWA 2012). Challenging Inspirational leaders are faced with challenges just as is the lay manager. â€Å"Clinicians should have an insight into leadership styles and responsibilities in order to gain a deeper understanding of the attributes required of being, or supporting, ‘leaders’ within the organization† (Oliver 2006 p. 39). The Australian healthcare system is faced with challenges driven by the increasing population, aging workforce, and demanding societal expectation. However, how these challenges present in the workplace will be varied and diverse depending upon the local context. Browning et. al, (2011) stated that political, regulatory and marketplace factors drive forces which impact on healthcare reform resulting in uncertainty towards the future healthcare landscape. Change is inevitable in the current climate of technological advances, social networking, and immediate access to information. Effective leaders within the healthcare sector will be able to address the challenges ascribed of change. Further, leaders provide access to knowledge, skills, and the environment where change occurs whilst mitigating risks of the process and learning from unsuccessful attempts (HWA 2012).

Gender and Sport Socialization Essay -- Papers

Gender and Sport Socialization Socialization is a life long process whereby the individual learns the appropriate roles and norms of behaviour within a particular society. From birth, children are socialised into sex-linked roles; in many instances males are expected to behave in a ‘masculine’ way and are encouraged to be involved in activities, such as sport, that are traditionally regarded as male. Women however are usually expected to behave in a ‘feminine’ manner; a vast contrast to the encouragement of males to be strong, powerful, forceful and aggressive. This is reflected in women’s participation in sport, and more importantly, their coverage in the print media, which is minimal in comparison to their male counterparts. Sport holds a significant place in our society. However women’s sport coverage suffers due to the positioning in newspapers, with their sporting stories often placed at the bottom of pages or at the inner, most inaccessible pages of the sports section. Women are often described in ways that stress weakness, passivity and insignificance, and in ways that...

Assignment 1

Use Assignment 1 (turn in here) to submit your assignment. Click on View/Complete to submit your assignment (Do not use the red submit buttons). This should be the only place you will need to submit your assignment. Students, please view the â€Å"Submit a Clickable Rubric Assignment† in the Student Center. Instructors, training on how to grade is within the Instructor Center. Assignment 1: Comparing Two Similar Businesses Due Week 4 and worth 280 points Access articles about the history, business approach, management, and marketing of Amazon. com and Borders Books. Amazon (primarily an online book and product sales site) started in the mid 1990s and was not profitable in the first few years but has grown and become very successful and highly profitable. By contrast, Borders bookstore, which started in 1971, was successful and profitable up until 2004. Borders filed for Chapter 11 in 2011. Write a five to six (5-6) page paper in which you: Describe the history and core business of each company. Compare and contrast the management approach each took to Internet marketing and sales. Analyze three (3) reasons for Amazon’s success despite not turning a profit for the first five to six (5-6) years. Discuss three (3) reasons Borders, although initially successful and profitable, ended up in Chapter 11. Discuss the extent to which the management of each company adapted to changing market conditions. Recommend three (3) ways a company should build in flexibility to back up its decision-making process so as to adapt to changing market conditions. Use at least three (3) quality sources to support the content of the paper. Your assignment must: Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; citations and references must follow APA or school-specific format. Check with your professor for any additional instructions. Include a cover page containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date. The cover page and the reference page are not included in the required assignment page length. The specific course learning outcomes associated with this assignment are: Explain the decision-making process management uses to develop viable courses of action to a variety of management situations. Use technology and information resources to research issues in management. Write clearly and concisely about management using proper writing mechanics.

Causes and Effects of Violence in Schools Essay

1.0 Report Objectives Sacred Heart School is an education institution. The Headmaster Mr Keenan would like to know why violence exists in the school grounds and the effects of violence and what can be done to eliminate this. This report is an analysis of the causes and effects of violence and suggested solutions to reduce the percentage of violence that exists on the school grounds. 1.2 Historical Background There are approximately 1500 students in this school, offering 8 different subjects. There are at least 5 teachers in each faculty, coming up to a total of 40 teachers. The percentage of violence that exists in the school grounds is steadily increasing, in different forms, between teachers as well as students, right from the Kindergarten classes up to the Advanced Level. The Headmaster of the school, Mr Zia Keenan wants this issue to be analysed deeply in order to draw up solutions to minimize violence. 1.3 Report Preview Firstly, the causes of violence are analysed to understand the root of the problem. Secondly, the effects of violence are evaluated to understand how serious this problem is. Thirdly, various potential solutions are suggested that could help minimize the percentage of violence. II. CAUSES 2.1 Abuse One of the major aspects of violence in schools is bullying. This could be because of lack of supervision and monitoring of children and/or teachers. Another form of abuse is displayed in the way some cannot control sexual urges and hence make advances on others. In defense, the victim retaliates. Vandalism takes place as a way of expressing emotion. It is a way to get back at the school and dictating teachers or peers. Students may be looking for ways to redeem themselves from orthodox individuals who believe that the only way to discipline students is by being strict with them. In this way, violence takes place. 2.2 Exposure to violence and harmful substances or items Exposure to violence influences one’s thoughts and actions. Weapons or dangerous toys like knives and pellet guns are easily available. This accessibility does little to prevent violence from taking place amongst individuals. Some individuals have been exposed to violence because they come from dysfunctional families or backgrounds. Exposure to violence, such as on television, video games, etc. as researched by Psychological Science in the Public Interest (Anderson, C. A. et al, 2003) leads to individuals imitating those acts. Hence they do not have proper judgment of what is right and wrong. They experiment with harmful substances which further damages this sense of discernment. â€Å"Easily available drugs add to the risk of violence.† (DHHS, 2001). When a person is ‘under the influence’, they are not themselves and are unable to think rationally. This leads to fights, disputes etc. as individuals are not in total control of themselves. This is related to peer pressure as an individual may have tried these substances or items because others have egged them on. They may have also been encouraged to pick on others and take part in fights, through no will nor motive of their own. As a result of which fights, violence and abuse occurs. 2.3 Lack of information Psychological problems hamper one’s way of life. They do not know how to deal with their raw emotions or self-related/emotional problems like stress and depression, for example. Some have biological problems, like ADD and Tourrette’s Syndrome. They cannot control their behavior. Other students may not understand this and reciprocate. Carol Miller Lieber, an educator at Washington University believes that violence in schools is a result of lack of information. Lack of information leads to conflict as individuals do not know how to solve problems that involve others, or their intolerance towards certain characteristics or behavior. They lack understanding. Therefore they take out their aggression on each other (Constitutional Rights Foundation, n.d.) III. EFFECTS 3.1 More violence and disorder The victims themselves turn into bullies. It is a never-ending cycle. If a  person was bullied, then he reciprocates. They can also become social outcasts, which hamper their learning of lessons in school, as well as in life. Violence in school grounds creates barriers to learning as victims are afraid to go to school, and hence they drop out. Furthermore, such intolerance and lack of information can further grow into racism or discrimination. This can give way to legal issues. It has a multiplier effect and can lead to more violence in society. There is a possibility that these individuals may later engage in criminal activity. In 1999, â€Å"Olweus, D., Limber, S., & Mihalic, S. claimed that 40 percent of the boys who were bullies – compared to 10% of those who were neither victims nor bullies – had three or more convictions by age 24† (Christeson, W. et al, 2003: 10).Fig 1.1 3.2 Psychological problems Sexual violence can give way to phobias. It may affect some so badly that they become incapable of trusting and communicating with others, out of fear. Victims end up with emotional problems, such as depression. They may want to take revenge as well, leading to more violence. Even teachers, who are potential victims of violence, can suffer from depression and low self-esteem. In 1993, the 27th Annual Survey of High Achievers calculated that among students, â€Å"26% had considered committing suicide, 4% had attempted suicide, 18% knew someone their own age who had committed suicide, and 41% knew another teen-ager who had attempted suicide†. (National School Safety Center, 2006: 24). The following graph appeared in a report by Fight Crime: Invest in Kids, written by Christeson W., Elliott D.S., Fox J.A. Kelikowske R.G., and Newman S.A. (2003) displayed that 52% of students who were bullied were either depressed or suicidal. 48% of them were not bullied or bullies themselves. Fi g. 1.2 3.3 Use of harmful substances and items Exposure to violence may make individuals irresponsible and encourage them to believe that the only way to deal with things is by being violent themselves – they carry weapons for protection. A survey carried out by USA Weekend found that 55% of the students knew that weapons were regularly carried to school (National School Safety Center, 2006: 32). Another graph that appeared in Fight Crime: Invest in Kids (2003) showed that 51% of the kids  who never bullied or were bullied at least once a week in school carried weapons. The remaining were Fig 1.3 injured in fights and were under the care of doctors or nurses. In addition, to deal with depression or psychological problems, one may resort to harmful substances like drugs. He may not be able to find a job because of traces of drugs found in his blood. His health is danger and these substances can lead to serious consequences. IV. SOLUTIONS 4.1 More attention should be given Parents, teachers and students should be made aware of and prepared for such occurrences. They should be taught how to handle with such situations. Teachers should be around on the school grounds whenever possible to make sure that the children as well as students behave in the way that they ought to. Teachers and students should also not hesitate to notify higher authorities if warnings are not received well. Higher authorities must not ignore such complaints. The school and faculty members should befriend the students rather than rule over them. They should have and encourage ethical behavior. Parents/friends/teachers should be encouraged to become better role models. 4.2 Programs Seminars could be held where individuals are taught to speak up against acts of abuse. They should be made aware of the effects of their actions as well as the effects of weapons, drugs, tobacco, alcohol, etc. Workshops could be held where one is taught to relieve stress in a positive manner, e.g. by writing, playing an instrument, anger management sessions, etc. School counselors should be hired to help students with emotional/self-related issues as well biological problems. The school should be made aware of such problems, and be informed about how to deal with them. Programs such as The Olweus Bullying Prevention should be adapted, as advised by Christeson, Elliot, Fox, Kelikowske, and Newman (2003) in order to help prevent bullying. 4.3 Rules and regulations Another way to reduce violence would be to pass laws. Weapons, drugs, etc. should not be sold to under-age people, for instance. Harmful weapons and substances should be confiscated upon sight. If other students know that  someone is carrying a weapon, s/he should inform an authoritative figure. This would help minimize chances of violence taking place. V. CONCLUSION In conclusion, violence has many causes, such as self-related issues, inability to express emotions (in a positive way), irresponsibility, poor self-control, peer pressure, lack of information, a response to prior acts of violence, easy accessibility to harmful substances/items, exposure to violence and ignorant guardians/supervisors. While violence is a universal problem and cannot be entirely wiped out, it can be reduced with proper education, (personality enhancement) workshops, awareness programs, sufficient attention from guardians or peers, taking action against those who do not act in the interest of others, passing laws, and people available to help those going through self-related problems, like counselors. This issue, if not dealt with as soon as possible will ruin the reputation of Sacred Heart School. Even if a small difference is made by adapting these solutions, it is still a difference nonetheless. VI. REFERENCE LIST Anderson, C. A., Berkowitz, L., Donnerstein, E., Huesmann, L. R., Johnson, J. D., Linz, D., Malamuth, N. M., Wartella, E., 2003, ‘The Influence of Media Violence on Youth’, American Psychological Society, [online], Vol. 4, No. 3. Available: http://www.psychologicalscience.org/pdf/pspi/pspi43.pdf [Accessed: 13/02/08] Christeson W., Elliott D. S., Fox, J. A., Kerlikowske R. G., Newman S. A., 2003, ‘Bullying Prevention is Crime Prevention’, Fight Crime: Invest in Kids, [online], p. 9-11. Available: http://www.fightcrime.org/reports/BullyingReport.pdf [Accessed: 13/02/08] Constitutional Rights Foundation, n.d., Creating Alternatives to Violence, Available: http://www.crf-usa.org/violence/alternative.html [Accessed: 13/02/08] National School Safety Center, 2006, School Safety Statistics, p. 24. Available: http://www.schoolsafety.us/pubfiles/school_crime_and_violence_statistics.pdf [Accessed: 13/02/08] National School Safety Center, 2006, School Safety Statistics, p. 32. Available: http://www.schoolsafety.us/pubfiles/school_crime_and_violence_statistics.pdf [Accessed: 13/02/08] U.S. Department of Health and Human Services, 2001, Youth violence: a report of the Surgeon General. Available: www.surgeongeneral.gov/library/youthviolence [Accessed: 13/02/08]

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