Working in Partnership in Health and Social Care essayEssay Writing Service

Working in Partnership in Health and Social Care essayEssay Writing Service Working in Partnership in Health and Social Care article Working in Partnership in Health and Social Care essayThe instance of the mid Staffordshire NHS establishment trust and Adult A Serious uncovers the full degree to which the association in wellbeing and social organization is significant be that as it may, simultaneously, raises the issue of the duty and risk of medicinal services experts and social specialists for the arrangement of patients with human services administrations and social administrations of the high caliber. In such manner, the improvement of viable strategies that can keep up the tight command over the nature of human services social administrations accommodated patients, particularly the maturing populace and patients that have exceptional requirements. The instance of the mid Staffordshire NHS establishment trust and Adult A Serious has stunned the country be that as it may, simultaneously, this case has set off the open weight on the administration and administrators to upgrade the current enactment and arrangeme nts to improve the nature of human services administrations and social services.Section AThe wellbeing and social consideration association is significant on the grounds that it opens wide possibilities for the advancement of closer collaboration between medicinal services associations and social laborers. Indeed, the achievement of the organization reasoning is the possibility of the arrangement of patients with the full scope of administrations that is especially significant for old patients, who develop increasingly more reliant on wellbeing and social consideration administrations. Actually, the wellbeing and social consideration association permits wellbeing and social consideration associations to furnish patients with the expansive scope of administrations making them progressively accessible to them. For instance, numerous individuals, who have genuine medical issues, can't generally rely on social consideration since they simply don't think about such consideration or they can't take an interest in related projects on account of their inability. Rather, associations in wellbeing and social consideration improve the connection among wellbeing and social consideration associations. Therefore, when a doctor sees that a patient needs social consideration, at that point he/she may answer to a social consideration association and it will help the patient giving social consideration benefits the patient needs.Furthermore, the way of thinking of organization in wellbeing and social consideration centers around the improvement of the personal satisfaction of patients, since medicinal services experts and social laborers can set better expectations of care for patients, particularly, those, who are subject to parental figures however don't have relatives, who can play out the job of guardians. Actually, the wellbeing and social consideration association adds to the general improvement of the nature of care that normally adds to the improvement of the personal s atisfaction of patients, who experience the ill effects of genuine medical issues and need social consideration simultaneously. Frequently patients with genuine medical issues can't gain admittance to social consideration since it needs time and endeavors from their part, while their wellbeing condition may force critical restrictions on their development, for instance, if there should arise an occurrence of physical inability. Thus, patients may neglect to get social consideration yet the wellbeing and social consideration organization suggests that patients, who need social consideration will get it alongside wellbeing care.On the other hand, the Mid Staffordshire NHS establishment trust and Adult A Serious case uncovers the way that the wellbeing and social consideration association isn't generally compelling and effective. Actually, the issue of expert carelessness and the poor correspondence between human services experts and social specialists can subvert the viability of orga nization in medicinal services and social consideration. Simultaneously, the association in wellbeing and social consideration being coordinated in one association raises the danger of control and abuse of the organization for advantages of associations as opposed to for advantages of patients. In such manner, the Mid Staffordshire NHS establishment trust and Adult A Serious case demonstrates that such association might be very hazardous for patients.Therefore, the compelling usage of the organization in human services and social work is conceivable just on the state of the successful checking and control of the exhibition of experts giving wellbeing and social consideration administrations and associations liable for the arrangement of such administrations. The observing and power over the association in wellbeing and social consideration builds the obligation of associations working in the business since they are lawfully at risk for the infringement of existing standards and meas ures concerning wellbeing and social care.Therefore, the viability of wellbeing and social consideration organization between is faulty deciding from the Mid Staffordshire NHS establishment trust and Adult A Serious case. At any rate, the danger of expert carelessness and the need if powerful command over associations giving wellbeing and social consideration in organization increment the danger of the infringement of human privileges of patients, their maltreatment, while sometimes, patients’ life might be under a danger. Such cases are obviously inadmissible and negatively affect the adequacy of wellbeing and social consideration association however such organization ought to be entirely mindful. Truth be told, it is the checking and control that can help government administrative bodies to distinguish instances of poor people or careless work of experts working in the wellbeing and social consideration association yet regularly such cases are hard to recognize. By the by, the way of thinking and capability of social and medicinal services are huge that makes their association a compelling apparatus that can assist with improving the personal satisfaction of the population.Section BHealth and social consideration organizations may utilize various models that decide the idea of organization and relations of gatherings engaged with the association. In such manner, it is conceivable to recognize a few vital bearings in the improvement of organization models in wellbeing and social consideration part. To start with, the wellbeing and social consideration association model might be founded on the full government inclusion and command over the organization. In such a case, the legislature is frequently legitimately associated with the organization with the administering body of a medicinal services establishment being delegated and constrained by the specialists. The utilization of this model includes the broad financing and severe control from the piece of the legislature, while wellbeing and social consideration experts work under guidelines and exacting control of government bodies.However, this model isn't the best one in light of the fact that the extreme association of the administration in medicinal services raises the issue of the ineptitude of experts delegated by the administration, particularly if there should arise an occurrence of administrators, who have no clinical foundation and can't generally see how to oversee wellbeing and social consideration organization viably. Simultaneously, the exacting government control may raise the issue of organization in the wellbeing and social consideration association that will diminish its effectiveness.Nevertheless, the administration controlled association is the most dependable as far as the perception of existing standards and measures in the field of wellbeing and social consideration. In such a case, the danger of such cases as the Mid Staffordshire NHS establishment trust and Adult A case is low in light of the fact that the tight command over wellbeing and social consideration associations from the piece of the legislature demoralizes workers from careless performance.Alternatively, the organization model may incorporate the dispersion of capacities and duties between the administration and human services association. In such a case, the legislature is essentially answerable for social consideration part of the association and may meddle legitimately into social consideration administrations and control the social consideration accommodated patients, while medical clinics or human services associations give medicinal services administrations to patients. The legislature can just lead observing and inspecting of the human services association with in certain timetable and can't meddle legitimately into working of the social insurance association. Truth be told, such association model is very successful however again it needs the nearby cooperation among wellbeing and social consideration associations and the administration. The legislature should screen and control the association in wellbeing and social consideration at the same time, simultaneously, they government ought not forestall social and medicinal services associations from their immediate capacities and their fulfilment.Working in Partnership in Health and Social Care exposition section 2

Is it possible for employees to be provided with an effective voice Essay

Is it workable for representatives to be given a powerful voice inside an association seeking after unitary Human Resource Management strategies and practices - Essay Example ice can likewise allude to the two-route correspondence between the businesses and representatives which whenever oversaw appropriately can diminish both leave expenses and exchange costs for both the gatherings in question. In this way, in the cutting edge situation, worker voice has risen as a sort of legally binding system of administration which causes common advantages for the business and representative gatherings. This report manages the investigation of the possibility that whether the utilization of unitary human asset the executives practices and arrangements inside an association can bolster the engendering of the voice of the representatives of the association. The conversation incorporates a conventional meaning of the term worker voice and the examination of the various ways and instruments of engendering the voice of the representatives in an authoritative setting. The different formal and casual components of advancing representative voice are examined and broke down as for the unitary technique for human asset the board. The outline of the unitary techniques for human asset the executives is examined alongside the points of interest and deficiencies of the unitary HRM approach when contrasted with the pluralist HRM approach. Likewise, the significance of representative voice in contemporary business associations, the tradeoffs among majority rules system and control, and the differen t inside and outside variables influencing the voice of workers in an organization just as the administration approaches identified with worker voice in various nations are considered and broke down. The connection between worker association and representative support and authoritative development and achievement is additionally addressed in the report. For a reasonable investigation, correlations are drawn between the unitary and the pluralist human asset the board approaches by examining the advantages and disadvantages of both the methodologies. The report is appropriately finished up by gathering whether the unitary point of view of human asset the executives is relevant in the contemporary association regarding representative relations

Rockefeller, Nelson Aldrich

Rockefeller, Nelson Aldrich Rockefeller, Nelson Aldrich, 1908â€"79, U.S. public official, governor of New York (1959â€"73), Vice President of the United States (1974â€"77), b. Bar Harbor, Maine; grandson of John D. Rockefeller . A director of Rockefeller Center from 1931 to 1958, he also served in many government posts, including coordinator of the Office of Inter-American Affairs (1940â€"44), chairman of the International Development Advisory Board (1950â€"51), and chairman of the President's Advisory Committee on Government Organization (1952â€"58). A Republican, he defeated (1958) W. Averell Harriman for the governorship of New York, and was reelected in 1962, 1966, and 1970. As governor he expanded state services in such areas as education, transportation, housing, welfare, and environmental control. He unsuccessfully campaigned for the Republican presidential nomination in 1960, 1964, and 1968. In Dec., 1973, he resigned from the governorship to serve as chairman of the National Commission on Critical Choices for America. In 1974 President Ford nominated him for the vice presidency under the terms of the Twenty-fifth Amendment. Despite some criticism of the political uses to which he had put his vast wealth, he was confirmed by Congress. Rockefeller wrote The Future of Federalism (1968), Unity, Freedom and Peace (1968), and Our Environment Can Be Saved (1970). See biographies by C. Reich (1996) and R. N. Smith (2014). The Columbia Electronic Encyclopedia, 6th ed. Copyright © 2012, Columbia University Press. All rights reserved. See more Encyclopedia articles on: U.S. History: Biographies

How Convincing Is the View That Sense Experience Is the...

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Essay on Paranoid Schizophrenia They’re Out To Get Me

Paranoid Schizophrenia: They’re Out To Get Me Introduction Paranoid Schizophrenia is a serious psychotic disorder that impairs a person’s perception of reality, causing the mind to lose contact with the real world. This disorder greatly affects one’s ability to negotiate the activities of everyday life, such as school, work, or social situations. In 1898, Emil Kraepelin was to the first to provide information regarding schizophrenia naming it â€Å"dementia praecox†, and defining it as a psychosis with an early onset of intellectual deterioration (Schiffman Walker, 1998). Ten years later, a Swiss psychiatrist, Eugen Bluler renamed the disorder using a combination of the Greek words â€Å"skhizein† and â€Å"phren† meaning split mind (Barlow †¦show more content†¦During active episodes, the ability to function is seriously impaired and patients are typically forced into an evaluation, or hospitalized for their symptoms. 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Minority Report (Important Idea) Free Essays

In the film â€Å"Minority report† important ideas are demonstrated to the audience. The director of this film â€Å"Steven Spielberg† uses the technique of symbolism to support the interesting idea of freewill vs. destiny. We will write a custom essay sample on Minority Report (Important Idea) or any similar topic only for you Order Now In minority report, the idea freewill vs. destiny is portrayed through the protagonist ‘Chief John Anderton’, a confident leader of the â€Å"Pre-Crime† organisation. One of the main issues the film raises is whether the future is set or whether free will can alter the future. We don’t choose the things we believe in, they choose us. † Steven reflects the major idea of freewill vs. destiny by Anderton’s approach towards his prey Leo Crow. However there is also the added question of whether the pre-cogs are correct. Perhaps from Anderton’s point of view, he wasn’t going to kill Leo Crow, but being set by a clever and knowledgeable criminal (Lamar Burgess) who wants Anderton out of his way. The film indicates that Anderton’s knowledge of the future may actually be the factor that causes Leo crow’s death. The pre-cog Agatha also states that since Anderton knows his future, he can change it. This is describes as the main paradox regarding free will vs. destiny in the film. Is it possible that the act of accusing someone of a murder could begin a chain of events that leads to the ‘muuuuurrr-ddeerrr’? In Anderton’s situation, he runs because he is accused. The only reason he ends up in circumstances where he might be forced to kill is because he is a hunted man. If Anderton wasn’t accused there would be no question of him committing a criminal act. The prediction drives the act – a self-fulfilling prophecy. He was displace in a circle, unsure of which way to turn. â€Å"Sometimes in order to seek the light, you have to risk the dark. † This idea of free will vs. destiny is worth learning about because it does not only apply to John Anderton in the film, an idea similar to this applies to lots of citizens around the world who believe in such a thing like destiny†¦ How to cite Minority Report (Important Idea), Papers

Organ Donation Essays - Organ Donation, Medical Ethics,

Organ Donation Organ donation is a topic which contains many conflicting views. To some of the public population organ donation is a genuine way of saving the life of another, to some it is mistrusted and to others it is not fully understood. There are some techniques that can be used to increase donation. Of these techniques the most crucial would be being educated. If the life threatening and the critical shortage of organs was fully understood by the public, organ donation would more likely be on the rise. An effort is needed throughout the world to make people aware of the benefits this process contains. Advances in medical technology have made it possible to save someone's life by a process of organ donation. However, the scarcity of available organs is bringing the beneficial process down. By becoming an organ donor, people engage in improving someone else's life at no cost. Although the question of religious or moral cost comes into effect, virtually there is no physical cost of becoming an organ donor. Organ donation should be seen as the "gift of life" but there are not enough logical explanations to explain this phrase. Whether people are donors, non-donors or recipients, all the public should be aware that organ donation is for the common welfare. Organ Donation-Why People Become Donors The main reason an individual becomes an organ donor is to give someone the "gift of life." By giving someone this privilege a person feels they are adding to another person's life. Some reasons people give this gift is simply from having a kind heart, they may find the other person's use for the organ more important than their need or maybe just because they just have no use for the organ. In certain circumstances a family will give consent of a deceased one's organ in hope of easing their pain and sorrow. They feel by aiding in another life it will take some of their grief away. Organ donors compared to non-donors seem to be highly motivated and a bit more medically sophisticated. Those individuals who decide to become organ donors are those in our population who are willing to better other's life. Organ Donation-Why People Do Not Become Donors Organ donation to some people is not the "gift of life," but "dying not whole." Religious aspects play a big role in why people don't become donors, despite the fact that all major religious support organ donation to save lives. Moral beliefs also play into this issue regardless of religion. Several non-donors feel that physicians will terminate life support if they are aware of their wishes to be a donor. Another reason people chose not to become donors is they do not have enough knowledge on the topic. Those who are not donors tend to seem more suspicious and distrustful. Many non-donors have an overall mistrust of the medical community. Non-donors simply mistrust the organ donation system. They have mistrust for the system in regards to physicians and who physicians will award an organ to. Organ Donation-Public Education Needed For organ donation to increase, efforts must be directed to those who are not convinced that donation is for the common welfare. One way to increase organ donation is for physicians to educate their patients better regarding the benefits and success of transplantation. Public education about organ donation and volunteering for donation is needed. There should be more investments in public education programs to promote the idea of organ donation. Neither donors or non-donors have enough knowledge on this topic. Currently in the U.S. an effort to educate the public is underway. This effort is referred to as the Coalition on Donation and Advertising Council. The goal of this coalition is to ensure every individual in the U.S. understands the need for organ donation and accepts it as a human responsibility. Organ Donation-Ways to Increase Awareness organ donation is in serious need for more participants. Medical technology has made it possible to give people a second chance at life and our public population is bringing this chance down. Educational efforts remain most important to increase the success of donation. The public needs to recognize the benefits of such a process. The role of a family must also improve. Although families have the authority to refuse

Caterpillar Case Essay Example

Caterpillar Case Essay Example Caterpillar Case Paper Caterpillar Case Paper Caterpillar Case Analysis EXTERNAL ENVIRONMENT ANALYSIS Global. In 1915, the British military invented the armor tank and modeled it after Benjamin Holt’s steam tractor, Caterpillar. Also during World War I, the United States and its allies used Holt’s track-type tractors to haul artillery and supply wagons. Shortly after it formation, during World War II, Caterpillar served as the primary supplier of bulldozers to the US Army. Although it was a successful company for many years, for three consecutive years, 1982-1984 it had lost $1 million a day. This was partially caused by tough global competitive challenge and the collapse of the international markets. Sociocultural / Demographic. Instead of focusing on large clients like multinational engineering and construction firms, Cat began marketing to a new category of customers like small scale owner operators and contractors. Developing nations in Latin America, Asia and Eastern Europe were a big part of Cat’s sales, accounting for 23% of total company sales. These countries have a strong demand for Cat’s equipment since they are undergoing development. Also, Caterpillar entered the market for rental equipment. Another sociocultural phenomenon that affected Caterpillar and other companies was the rise of unionization across America and their ability to make changes in a company’s structure. Legal / Political. Caterpillar faces the policies and laws of many governments because of its heavy involvement in the international markets. High tariffs and taxes have a negative impact of foreign transaction. The company also faced legal challenges as the United Auto Workers Union (UAW) filed numerous charges with the National Labor Relations Board (NLRB) in claiming that Caterpillar had unfair labor practices. Economic. Unfavorable currency exchange rates were one of the leading causes of Caterpillar’s loses during 1982-1984. The steep rise in the value of the dollar (relative to Yen and other currencies) made US exports more expensive abroad and US imports cheaper at home. The strong dollar was a major part of reduced sales and earnings for Cat. On the other hand, the steady growth for construction machinery since 1945 came to an end in 1980. As highway construction slowed down, oil prices depressed the global market of mining, logging, and pipe laying equipment as the global recession began. Technological. The heavy construction equipment industry supplied engineering firms, construction companies, and mine operators. The industry typical lines included earthmovers (bulldozers, loaders, and excavators), road building machines (pavers, motor graders, and mixers), mining related equipment (off-highway trucks, mining shovels), and large cranes. On a global basis, earthmoving equipment counted for about half of industry’s total sales in the 1990’s. INDUSTRY ANALYSIS Barriers to Entry. The barriers include diversification, economies of scale, marketing and distribution, and alliances. New companies in the industry must diversify their product lines to compete with the multinational companies. A barrier to entry is the need to achieve economies of scale. According to the case, the optimal scale of operation was approximately 90,000 units annually. The typical amount of global sales per year in 1997 was 200,000 to 300,000. This low number of annual sales further intensified competition over market share. Lastly, manufacturers built alliances because of intense competition over market share. This included full scale joint ventures to share production, technology sharing agreements between equipment manufacturers and engine makers, and technology sharing alliances between major global firms and local manufacturers. Power of Buyers. The power of buyers in this industry is fairly strong. The buyers have the options available to pick what type of machinery they need whether it is a new machine or replacement parts. The buyers have the advantage of stiff competition between retailers which drives prices down. The buyers in developing countries have less power because the equipment retailers know there is higher demand for machinery in developing nations. The buyer has the option to buy an entire new machine or keep the same machine but purchase replacement parts. Power of Suppliers. Under a new policy created, â€Å"shopping around the world,† Caterpillar chose to outsource 80% parts and components from low-cost suppliers who maintained high quality standards. There was the risk a supplier may refuse to work with Caterpillar or charge excessively high prices. With vertical integration, Caterpillar would make sure its products were made of the highest quality by branding the final products. Product Substitutes. The heavy machinery industry is not worried about substitute products or services from outside industries. The equipment sold is made for the purpose of earthmoving or construction jobs. No other substitute product will do this job effectively. Competitive Environment Analysis. This industry is highly competitive. Caterpillar’s major competitors were Komatsu, John Deere, and CNH Global. However its direct competitor and rival was the Japanese giant, Komatsu. Komatsu was challenging Cat by gaining advantage in the Latin America and European, and the U. S. markets instead of only remaining in Asia. It launched a massive drive to improve quality while reducing costs. Komatsu achieved a 50 percent labor productivity advantage over Caterpillar, and in turn, underpriced Caterpillar’s products by as much as a 30 percent. The result was devastating as Komatsu’s market share doubled to 25 percent between 1979 and 1984 as Caterpillar’s fell by almost a quarter to 43 percent. Under George Schaefer’s direction, Caterpillar focused on the important functions of the company like purchasing, manufacturing, marketing, personnel, and labor relations. Its sales more than doubled to that of Komatsu’s in 1989 as a result of these improvements. RESOURCES: TANGIBLE Physical. Caterpillar is a heavy construction equipment firm with a product line of earthmovers (bulldozers, loaders, excavators), road building machines (pavers, motor graders, and mixers), mining related equipment (off-highway trucks, mining shovels), and large cranes. The company was broken down into 17 semi-autonomous divisions, 13 responsible for products (tractors engines, etc. ), and 4 for services. In 1999, 207 independent dealers served Caterpillar, 63 of who were stationed in the US and 144 abroad. Caterpillar purchased the Mak Company- a German maker of engines for power generations (1996) and Britain’s Perkins Engines, a manufacturer of engines for compact construction machinery. With the purchase of Perkins Engines, Caterpillar obtained Perkins’ best-selling engine that powered the skid loader. Financial. Cat’s sales grew over $15 billion in the first half of the 1990s due to reorganization and cutting back on managers. Fites purchased the Mak Company, a German engine maker. This purchase helped increase the sale of engines by 20 percent each year from 1995 to 1999. In addition, in 1998 Fites also bought the British company, Perkins Engines with $ 1. 3 billion. â€Å"The new acquisition contributed to Caterpillar’s efforts to increase its share in the small equipment market, which was growing at a rate of 10 percent a year†. By 2010, Cat’s engine sales were expected to exceed $14 billion. In 1998, Fites agreed to sign a contract agreement concerning changing policies of employee’s wages. Fites wanted to retain relations between the company and employees by enforcing flexible working hours and competitive wages. By 2000, Cat entered into a joint venture with DaimlerChrysler to explore the medium duty engine market. By the end of 2000, Cat’s sales and revenues reached $20 billion, which generated $1 billion in profit. Organizational. Caterpillars outsourced product manufacturing while maintaining high quality standards by choosing to keep product design in house. By keeping control over the design of many of its outsourced products, Caterpillar managed to keep in-house design capability and ensure quality control. When Schaefer came up with the plant modernization program, â€Å"Plant With A Future,† it combined just-in-time inventory techniques, a factory automation scheme, a network of computerized machine tools, and a flexible manufacturing system. Caterpillar reconfigured the layout of its manufacturing plants flexible work â€Å"cells. Workers would use computerized machine tools to perform several manufacturing steps in sequence, processing components from start to finish and sending them â€Å"just in time† to an assembly area. To reduce material handling the company used an automated electrified monorail which delivered parts to storage and assembly areas, traveling on a long aluminum track throughout the modernized plant. Managers were given control over the speed of the line. However, the managers empowered production workers to change the speed of the assembly line at will to better suit the needs of the workers. Under Fites control, he chose divisional structure instead of functional and broke down the company into 17 semi-autonomous divisions or â€Å"profit centers;† 13 responsible for products and 4 for services. With this new divisional structure, Caterpillar cut 10,000 jobs in three years between 1990 and 1993. This new reorganization plan also affected the company’s distribution network. For example, dealers began to contact the 17 product and service-profit centers directly. With 22 distribution centers, Caterpillar serviced 500,000 different parts, keeping over 300,000 in stock and manufacturing on demand. RESOURCES: INTANGIBLE Human Resources. Caterpillar’s intangible resources include its top leadership and its network of distribution. After the company suffered huge losses in 1984, its CEO George Schaefer was largely responsible for the turnaround of the company in the years 1985-1990. The CEO that followed Schaefer, Donald Fites, has also played a big role in the company’s continued growth and competitiveness. Another intangible resource of Caterpillar is the relationship with its network of distribution centers. Many of Caterpillar’s dealerships were privately owned and sold Caterpillar products independently. Caterpillar maintained these relationships by actively encouraging dealers to keep the business in their families and by running various seminars and regular conferences. They have also taken steps to protect their dealers by offering discounts and helping reduce dealer costs. Reputation. Caterpillar maintained a strong reputation amongst its customers. Caterpillar has been an industry leader and prime provider of heavy equipment for the US government during WWII. Due to its longevity, Caterpillar has built a strong reputation by maintaining a strong brand name. Caterpillar is also known for their service and their close relationships with their customers. By striving to provide quick repairs and replacement parts to customers to avoid downtime, they have maintained a reputation for their great service. Caterpillar currently remains an industry leader in all aspects of their business. Innovation. In 1904, the Holt company (which later became Caterpillar) was the first to put a gasoline engine on a tractor to replace the heavy steam engine. Caterpillar has also shown great innovation in their information technology. They developed an electronic alert information system under Donald Fites that monitored machines remotely and identified parts that needed replaced them before they broke down or failed. Caterpillar has also honed the operation processes of their plants by taking innovative ideas from their Japanese competitor Komatsu and developing them further. In the case of the plant at Grenoble in France, the assembly time for machines was cut down from between 8 to 20 days to just 3 days. VALUE CHAIN ANALYSIS Marketing Sales. Cat marketed its products mostly through dealerships all over the world. The network consisted of mainly independent dealers. In 1999, there were 63 dealers in the US, 144 dealers outside the US, 382 brand stores in the US, and 1122 brand stores outside the US. These dealers worked closely with their customers which were mainly large, multinational companies. They generated 100 percent of their revenues through selling and supporting Cat’s products. A dealership of Cat products generated $150 million annual sales in 1996 while large dealerships generated up to $1 billion. Under the policy of George Schaefer, Cat began to expand their target market to smaller scale businesses in the 80’s and started outsourcing their products. Under the leadership of Fites, Cat promoted guaranteed 48 hours delivery of parts anywhere in the world with the help of vast computer network and distribution channels. Operations. After the crisis in the 1980s, George Schaefer made big changes to the operation system of Cat. He set the company’s goal to outsource 80 percent of the product’s parts and components while the other 20 percent of product’s parts and components were to be produced by Cat. The assembling channel was to be controlled by Cat in order to ensure product’s high quality. George Schaefer also initialized changes to the company’s assembling channel and system. The batch production system was changed to a cellular manufacturing system. Under cellular manufacturing, parts and components of a product were put together in one assembling channel. Also, the automated electrified monorail delivered parts and components to needed areas. In addition, computerized assembling systems cut the costs of storing, controlling and fixing inventories. HRM. Caterpillar has had some difficulty with their human resource management. Strikes in the early 1980s organized by worker unions contributed to the company’s heavy losses. Under George Schaefer, Caterpillar implemented the Employee Satisfaction Process to help please the unions. However, under the leadership of Donald Fites, relationships with the unions faltered. Fites was very stern when it came to cutting costs. He pushed for lower wages and more control of Caterpillar by the management rather than the unions. This resulted in various strikes against Caterpillar, for which Fites was prepared. The poor relationships with employees and the union caused increased dissatisfaction and a higher number of grievances being filed. Fites eliminated the Employee Satisfaction Program due to tensions with the unions. Service. Caterpillar used a worldwide network of dealerships to sell machines, provide support, and offer after sales service. Dealers in need of assistance could contact any of the 17 product and service profit-centers directly. Caterpillar also worked directly with dealerships to conduct surveys to improve its service and parts delivery. In the 1990s, 90,000 survey forms were sent out through the dealers with a response rate of 40 percent. Caterpillar’s service guaranteed a 48-hour delivery time. Company Technology. Caterpillar started out very technologically advanced. Benjamin Holt created a tractor named â€Å"Caterpillar† that utilized a gasoline engine instead of a heavy steam engine. The Caterpillar tractor solved farmer’s problems of wheels sinking in moist soil. Holt then acquired the â€Å"Caterpillar† trade mark and applied it across other various machines his company sold. Caterpillar was the first to introduce a diesel engine on a moving vehicle in 1931 and began to focus on production of road-building, construction, logging, and pipe laying equipment. The company’s technology was advanced enough to create the DC10 bulldozer which became Caterpillar’s signature item for a decade. It was 15 feet tall, 73 tons, $500,000 and had no competitors. But demand for this product dwindled as demand for highway construction projects shrank. Cat’s technology and equipment have been used to reconstruct Europe, build the US interstate highway system, erect the giant dams of the world, and lay out the major airports of the world. Caterpillar also pioneered a new electronic alert information system under Fites. The new system monitored machines remotely and identified parts which needed to be replaced before they failed. The new system was designed to help dealers repair machines before they broke down and provide Caterpillar and related dealers to cut inventory costs. OUTSOURCING Formerly, Caterpillar was vertically integrated and relied heavily on in-house production. Caterpillar self-produced two-thirds of its parts and components. The company also assembled nearly all finished machines. Caterpillar began a new policy called â€Å"Shopping Around the World†. Within this policy, the company looked for low-cost suppliers who maintained high quality standards. Caterpillar’s goal was to outsource 80 percent of its parts and components. Caterpillar took advantage of its superior marketing organization and began to purchase final products for resale under its own brand name. In the mid-1980s, Caterpillar purchased lift trucks from a Norwegian company, hydraulic excavators from a West German manufacturer, paving machines from an Oklahoma corporation, off-highway trucks from a British firm, and logging equipment from a Canadian company. Caterpillar resold them all under their name. Caterpillar made sure, however, to outsource product manufacturing but not product design. This allowed Caterpillar to manage in-house design capability and ensure quality control. CORE COMPETENCIES Caterpillar has several areas in which it was superior to its competition that allowed it to stay competitive and profitable over the years. First, Caterpillar’s research and development has always been superb and the company had top of the line technology for which it was known for. Second, Caterpillar had built strong relations with its distribution network which was its main advantage over its competition. Its distribution network was honed by strong marketing practices of Donald Fites. Third, Caterpillar provided superior customer service. They strived to reduce downtime for the customer was another core competency of Caterpillar, and gave it advantage over its competitors. COMPETETIVE DYNAMICS In 1904, Benjamin Holt was the first one to remodel the original tractors with gasoline engine in order to make it lighter and more efficient. In 1931 Caterpillar was the first to introduce a diesel engine vehicle. In late 1970s Komatsu adopted just-in-time inventory techniques and flexible manufacturing system. Caterpillar later in 1986 also adopted the two just-in-time inventory system and the â€Å"quick change over tooling† technique. BUSINESS LEVEL STRATEGY Caterpillar’s Business Level Strategy consisted of a mixture of Integrated Low-Cost/Differentiation Strategy. As it started its global outsourcing strategy, it became a low-cost leader because it reduced its in-house building of parts and made them cheaper by building them elsewhere. This outsourcing strategy combined with their joint ventures for sharing technological advances and a global dealership distribution differentiate Caterpillar as the most diversified and innovative company in the industry. SWOT ANALYSIS Strengths Reputation and Brand Name The first strength of Caterpillar is that they had a very strong brand name. They are currently the world’s biggest manufacturer of earthmoving machinery, construction and mining equipment. During the 1950s and 1960s, Caterpillar was the uncontested leader of the heavy construction equipment industry and had the market share in sales of said equipment. They were also known for their superior customer service because they provided 48-hour equipment repair and replacements to reduce costly downtime. Due to the fact that they have been in business for so long and their strong customer support, they have established a strong brand name and are recognized throughout the world. Distribution and Dealer Network The second strength of Caterpillar is its worldwide distribution system. Caterpillar had a strong and efficient system of worldwide distribution. Caterpillar maintained strong relationships with its network of 207 independent worldwide dealers. Each dealership generated $150 million in average revenue annually in 1996 and several of the large dealerships generated up to $1 billion. Caterpillar took care of its dealers by maintaining close personal relationships with them. The company CEO Donald Fites mentioned that Caterpillar’s distribution system was their biggest advantage over its competitors, primarily Komatsu. Superior Technology and Research and Development Caterpillar had a superior worldwide computer network system linking together factories, distribution centers, dealers and large customers. Due to this network, Caterpillar had the most comprehensive and fastest part delivery system in the industry and was able to promise its customers 48 hour delivery of parts anywhere in the world. Another technological strength Caterpillar possessed was their electronic alert information system. This system was designed to monitor machines remotely and helped identify parts that needed replacement or repair before they broke down reducing downtime. Caterpillar also had strong research and development capability and was a leader of technological innovation in the industry. They were the first company to introduce a diesel engine on a moving vehicle in 1931. Using research and development, Caterpillar improved the operation process of their plants. For example, in Grenoble, France, the assembly time for machines was cut down from 28-8 days to just 3 days. The superior technology and research and development of Caterpillar was a major strength for them. Weaknesses Relationships with worker unions and employees Throughout the company history, Caterpillar had problems with employee and union relationships. Caterpillar has had a poor relationship with the worker unions in an attempt to increase its flexibility and reduce union influence. Caterpillar experienced numerous strikes, including a 205 day strike in 1982 which was the longest company-wide work stoppage in the UAW history. CEO George Schaefer was successful at mending relationships with the workers and implemented the Employee Satisfaction System. However, this system deteriorated later under CEO Donald Fites. After the deterioration, company grievances have significantly increased. Opportunities Emerging Markets There were opportunities for Caterpillar to increase sales in emerging markets. There are many developing nations that do not have a fully developed infrastructure thus creating a demand for Caterpillar earthmoving products. Also, some of these developing countries such as China and India are experiencing annual growth of 7-8%, and thus have a strong demand for the equipment Caterpillar provides. New Energy Technology There is opportunity for Caterpillar to gain a large market share in the new energy markets. The world is moving to the direction of cleaner energy sources and Caterpillar is moving in the same direction. For example in 2001, only 10% of Caterpillar’s generators were powered by natural gas. In 2011 however, their use of natural gas generators is projected to increase to 50%. Threats Sensitivity to economic factors The demand for Caterpillar products heavily relies on various economic factors. Some of these factors are foreign exchange rates. When the dollar trengthens in relation to foreign currency, it makes Caterpillar products more expensive in the foreign markets thus decreasing demand. Also, the demand for earth moving equipment is heavily dependent on world events such as wars and economic crises, which may lower demand. Legal issues The United Auto Workers union filed charges against Caterpillar to the National Labor Relations Board. There were 400 â€Å"unfair labor p ractice† charges filed and this could negatively affect Caterpillar’s bottom line by increasing legal costs and create future losses. PROBLEMS E-commerce is currently playing an important role in today’s global marketplace. Caterpillar is faced with a choice to participate or to be left behind if they do not. If Caterpillar chooses to sell its equipment online, it can hurt the distribution network by taking away some of the networks business. This can severely undermine Caterpillar’s position as a global market share leader. If Caterpillar does not participate in E-Commerce, they risk a competitor gaining a competitive advantage over Caterpillar. As a multinational firm, Caterpillar faces numerous tariffs, policies and laws of different governments. Also, its inconsistent labor relations and their deteriorating relationship with their employees can limit its flexibility. Another problem Caterpillar faces is the lack of consistent upper-level leadership. They have had 3 different CEO’s in the past 20 years and each CEO has made inconsistent decisions in regards to certain policies such as labor. STRATEGIC COMPETITIVENESS Caterpillar should use its superior Research and Development to focus on new product development in the new clean energy sector. They should also take advantage of emerging markets by increasing their brand presence in developing countries. Caterpillar should not fully convert to e-commerce. However, they should use the power of the internet to market themselves and limit search cost for its customers. Caterpillar should works with its dealers to slowly intergrade the internet with their marketing strategy. Caterpillar should mend its relations with its employees by re-inventing its Employee Satisfaction Program and allowing for their voices to be heard. This will help mend relationships with the United Workers Association as well. Caterpillar needs to establish a strong leader and hire competent management to help mend labor relations and manage the company. They should encourage its employees to climb the corporate ladder into upper leadership positions. EPILOGUE In 2004, James Owens replaced Glenn Barton as CEO, and in 2010, Douglas Oberhelman became CEO and is currently still in office. In 2011, Caterpillar recognized a 41% increase in revenue from 2010, and an 82% increase in total earnings. Earnings have been mostly growing in the last 10 years. This is attributed in the company’s annual report to three different factors: a reorganization of strategic businesses, a new Enterprise Strategy that brought renewed focus to customer-service and expansions that included the acquisitions of Electro-Motive Diesel, Inc. , MWM Holding GmbH and Bucyrus International, Inc. Cat made its global diversification stronger by completing these acquisitions. Currently, Caterpillar is the leader in its industry market. It is currently leading all of its major competitors in almost every area like revenues, net income, market cap, assets and etc.

How Mating Lovebugs Put Drivers and Cars at Risk

How Mating Lovebugs Put Drivers and Cars at Risk Twice each year, Florida lovebugs make for some miserable motorists in the Sunshine State. These insects tend to swarm around roadsides and carelessly drift into the path of oncoming traffic. The result? Drivers with bug-coated windshields find it difficult to see. What are Florida lovebugs, and why are they such a hazard? Lovebugs Arent Bugs at All The infamous Florida lovebugs are no bugs at all, actually. Bugs, or true bugs, belong to the order hemiptera. Florida lovebugs are true flies of the order diptera. Florida love flies just doesnt have the same ring to it, though. All About Lovebugs The common name Florida lovebugs actually refers to the species Plecia nearctica, a small fly in the family Bibionidae thats also known as the March flies. Theyre black flies with red thoraxes, and most often can be seen flying in mated pairs, male and female joined together. Florida lovebugs are not a native species to North America. They originated in South America, but gradually expanded their range north into Central America, Mexico, and eventually into states that border the Gulf of Mexico. Today, theyve strayed as far north as North Carolina. Lovebugs are closely related to some of the most annoying bugs: mosquitoes, biting midges, sand flies, and fungus gnats. Compared to their kin, Florida lovebugs are quite harmless. They dont bite or sting, nor do they pose a threat to our crops or ornamental plants. In fact, their larvae are important decomposers of plant material that help build soil rich with organic matter. How Do Lovebugs Mate? Lovebugs become a nuisance during two short periods of each year. Florida lovebugs emerge and mate en masse, once in the spring (April to May) and again in late summer (August to September). When they do, they have an unfortunate habit of doing so along roads and highways, where they risk encounters with cars. First, a mating swarm of males, 40 or more in number, takes to the air. Sperm-seeking females fly into the swarm, where they are quickly grasped by partners and whisked off to a more romantic setting in the vegetation. After mating, the pair remains entwined, and together they head off on a honeymoon of sorts, feeding on nectar and choosing a site for oviposition of the couples fertilized eggs. When Lovebug Mating Gets Dangerous At times, the mating Florida lovebugs become so abundant in an area that they become a serious traffic hazard. Drivers traveling through a mating swarm soon find their windshields literally covered in dead lovebugs, limiting visibility. In extreme cases, enough lovebugs can coat the cars grill and disrupt the engines airflow, which can cause the car to overheat. Those who live in lovebug territory know its important to wash the dead lovebugs off your cars exterior as soon as possible. When the bodies of Florida lovebugs bake in the hot sun, their body fluids become acidic and may damage a cars paint. What to Do About Lovebugs If you drive through a swarm of mating lovebugs, make sure you hose your car down as soon as you can to clean your radiator grill and protect your cars paint. Pesticides arent recommended for controlling lovebugs. Although a short-term nuisance, these insects are beneficial in the long-term. Immature lovebug larvae decompose organic waste, and adult lovebugs are noteworthy pollinators.

Write a review of the movie And the Band Played On Research Paper

Write a review of the movie And the Band Played On - Research Paper Example During this he comes in contact with numerous public personalities such as politicians, gay leaders, etc who reject his theory to fulfil their personal agendas. He suggests closing all the local bathhouses and attempts to do the same. But he is met with resentment from many quarters as people view it as an unwanted inconvenience that would negatively impact their lifestyle. On the other hand, CDC tries to explain and prove to the American Red Cross that the disease is also transmitted through blood but American Red Cross does not accept it without any conclusive proof. Meanwhile, American and French scientists headed by Dr. Robert Gallo and Dr. Luc Montagnier fight over the credit of discovering the virus first. Through all this the death toll keep raising. The film has had a major influence on the way I think and definitely will play on my decision making in the future. The safety of my patients will be my first priority. Whenever there is any information, supported by conclusive evidence or not, that suggests that my patient is at risk, I will do everything under my control to prevent it. I wouldn’t repeat the mistake of American Red Cross of sidelining or rejecting CDC’s

Case Study Essay Example | Topics and Well Written Essays - 1250 words

Case Study - Essay Example It has also been viewed that investing in water and energy conservation, replacing linen bed cover, pillow covers with cotton products, and most significantly renovation of the hotel with environment friendly products have helped in establishing eco-friendly environment attracting more customers. In-depth analysis of case scenario has further revealed about the benefits specially replacing non-toxic cleaning agent with the ecofriendly cleaning agent. Additionally, it was also found that the toxic material present within it can lead to the occurrence of critical diseases such as cancer, reproductive disorders, respiratory ailments, and eye and skin irritations. Additionally, it has been analyzed that the advanced environmental sustainability initiatives assist the hotel to generate new business with government, non-government agencies and corporate bodies. In this context, this further assisted the hotel to gain goodwill within the market, which ultimately resulted in its success. The cost incurred while installing the eco-friendly equipment’s can be expensive. However, it can be stated that cost would help in attracting more customers who are more conscious about the environmental matters or believe in eco-friendly activities (Lawrence and weber 484- 489). 2. Kimpton EarthCare program was develop with the prime motive of establishing an eco-friendly environment within the hotel by using superior quality, non-invasive, eco-friendly products and services at all the branches of the hotel located all over the United States of America and other countries of its establishment. The accelerated industrial activities along with rapid increase in adapting products that contribute harmful chemicals in the environment are forcing the common masses to adapt eco-friendly products to avoid healthcare issues. Additionally, it has been viewed that the government of different countries and non-government organization are adapting measurements to spread the awareness of ad apting eco-friendly products. In this regard Kimpton EarthCare program provides a new dimension in the hotel industry. This program not only adapts new measurement to introduce different nontoxic cleaning products but also aims on adapting practices that would help mainly focus on printing 35 percent ‘post-consumer recycled paper’, saving almost 24,000 pounds of woods. The program also plans to recycle 100 glass bottles every month that would help in saving energy equal of powering almost 100-watt light bulbs for 60 days. Additionally, the policy of recycling paper and to use soy ink to print on recycle paper and the plan to introduce organic coffee in all the lobby of the hotel would help in reducing cost and also help in attracting customers by providing them with the best quality product. The policy of replacing the normal electric bulb with energy efficient bulb would help in reducing 70 percent of the total energy consumed. It is also worth mentioning that adapting such a huge change would also help in attracting association towards the hotel which would indirectly help it

Globalisation, Organisational Behaviour And Organisational Development

Globalisation, Organisational Behaviour And Organisational Development The modern world is smaller yet global market that undergoes rapid change. Today, we are confronted with the scenario of a changing workforce that is multicultural and diverse in beliefs, ethnicities and behaviours. For instance, in the United States one-quarter of the American workforce is represented by minorities with this figure expected to grow in the future. Also, women account for fifty percent of the paid workforce in the United States. This diversity presents organisations with both opportunities and unique challenges. A diverse workforce in a global market is great advantage, but while the benefits are obvious, there are also various issues that diversity throws up, these issues need attention for work to take place in peaceful and efficient manner. In this modern world that has been shrunk through transport and communication it is paramount for work teams to consist of employees with different traits and behaviours. It is the job of a manager to effectively manage these varied individuals and mould the behaviours to bring about harmony and benefit the organisation keeping in mind the companys core values and business aims. Organisational Behaviour is defined as, Actions and attitudes of individuals and groups toward one another and towards the organization as a whole, and its effect on the organizations functioning and performance. While Organisational Development is stated to be, Theory and practice of planned systematic change in the attitudes, beliefs, and values of the employees through creation and reinforcement of long-term training programs. Its objective is to enable the organization in adopting-better to the fast-changing external environment of new markets, regulations, and technologies. Both Organisational Behaviour and Development are interwoven and their concepts are capable of acting mutually. Some of the areas where they are used together could be in trust building exercises, team-work strategies, critical listening, cultural exchange and also behaviour modification. What is Behavioural Modification? All organisations are set up with particular core goals and aims in mind. Various resources including money, machines and manpower are utilised to achieve these goals. Modern businesses often refer to their Human Resources (manpower) as their biggest and most important asset and it is widely understood that this single resource plays a vital and irreplaceable role in the attainment of success and the achievement of an organisations objectives. Thus, human behaviour at work plays an essential role in the smooth functioning of day to day activities as well the targeted long term goals. It is essential for a manager to posses the skills to identify and predict undesired behaviour and bring about required changes in order to make human behaviour at work productive and supportive to the organisations goals. In business language the art of modifying and moulding human behaviour is known as behavioural modification. It is a conscious effort on behalf of a supervisor or manager to reinforce each successive step that moves an individual towards or away from a desired or undesired behaviour in the work environment. Behavioural modification is rooted to the fact that behaviour depends on consequence and is concerned with inducing new behavioural patterns in an individual that would benefit the organisation. What is Reinforcement? Reinforcement is a term that is heard often when discussing behaviour modification and is essential to conditioning. In such a context it refers to anything an individual might find rewarding. Reinforcement is related to the psychological process of motivation and is environmentally based. Reinforcers are external environmental events that follow a desired behaviour. Reinforcement could be either positive or negative and is likely to strengthen the response and increase the probability of repetition. Burrhus Frederic Skinner and his contribution to the field of Behavioural Modification B.F. Skinner, an American psychologist and professor at Harvard University is considered to be one of the pioneers of behavioural modification. Most modern day behavioural modification concepts are a result of Skinners work and his most renowned theory is the Reinforcement Theory. Skinners theory is based on the Law of Effect which states that an individual is highly likely to repeat behaviour when followed by favourable consequences (reinforcement) and tends not to repeat a particular behaviour when it is followed by an unfavourable consequence. The Reinforcement Theory Professor B.F. Skinner articulated the major theoretical constructs of the Reinforcement Theory. Skinner was of the opinion that internal requirements and drive of an individual are inconsequential and that individuals can be taught to exhibit behaviours based on events that follow the behaviour. The theory focuses on overriding unwanted behaviour and influencing required behaviour aided by the use of rewards and punishment that are dealt out as a consequence of the behaviour. This method of behaviour change is commonly known as operant conditioning. There are two essential prerequisites for the effective application of the Reinforcement Theory in real life scenarios, they can be found below. Managers must be able to find a consequence that is strong enough to have an impact on the targeted employee. Managers must be able administer a consequence in such a manner that it is easy for the employee to understand the relation between the behaviour that is targeted for change and the resulting consequence. According to the theory managers must know if they are required to increase or decrease the probability of an event. Once this has been decided a manager must then determine if the use of a positive or negative consequence is appropriate. Finally, a manager must consider if it is correct to apply or withhold the consequence to gain a desired behavioural change. The answer to these dilemmas is answered through four unique alternative consequences: Positive Reinforcement, Negative Reinforcement, Punishment and Extinction. They have been explained in greater detail below: Positive Reinforcement Positive reinforcement encourages behaviour by following a response with a favourable consequence. An employee who receives recognition or any other reward is likely to repeat the behaviour. It is advisable for management to have a dedicated program for positive reinforcement as it has been documented to increase job performance and satisfaction Negative Reinforcement Negative Reinforcement is often confused with punishment. While punishment is aimed at decreasing the probability of an undesirable act, negative reinforcement is the termination or withdrawal of an unpleasant consequence following a desired behaviour. Negative reinforcement strengthens and increases the repetition of the behaviour. Punishment The use of punishment as a managerial strategy is becoming more common. It is applied by confronting an undesired behaviour with an unwanted or uncomfortable consequence and it is meant to discourage repetition of the behaviour in question. Punishment discourages certain behaviour but does no have a direct impact on enforcing a positive behaviour either. Punishment has the potential to sour work relationships and thus must be used with caution after evaluation of all relevant aspects of the situation. Extinction Extinction is the act of withholding positive reinforcement with the aim of decline and eventual cessation of an unwanted behaviour. Extinction is equally capable of ending good/acceptable behaviour as well if the manager unknowingly fails to recognise an employees contribution over time. The most common example of unwanted extinction is when an employees suggestions and inputs are ignored by a superior, it often leads to the employee holding back his/her opinions in the future and the chance that a helpful input will never see the light of day increases. Something Wanted Something Unwanted Something Given is a reward and a positive reinforcement is punishment Something Denied is punishment is a reward and a negative reinforcement Reinforcement Schedules The timing of reinforcement is paramount to its success, in professional and academic circles the timing of reinforcement is referred to as reinforcement scheduling. In real life work settings it is next to impossible to continually reinforce desired behaviour. Since continuous reinforcement is not practically viable, reinforcement is commonly run according to an intermittent schedule. C.B. Ferster along with B.F. Skinner developed an intermittent system with the following four schedules; 1) Fixed Interval A reinforcer is applied after the passage of a certain period of time post the occurrence of the desired behaviour. e.g. A manager praises individuals in his team only once a week at the Monday morning meeting. In this case the interval is one week and the employee receives recognition for any amount of work done in that specific seven day span. 2) Variable Interval A reinforcer is applied at a random stage with no identifiable or definite period of time. e.g. The management team promotes an employee to position of higher authority after an eight month period after recognising his contribution and consistent performance over an unrelated period of time. 3) Fixed Ratio A reinforcer is applied only after a fixed number of desired events have passed. e.g. A sales executive receiving a bonus after hes achieved a certain targeted number of sales 4) Variable Ratio A reinforcer is applied only after a certain number of desired results, however, the number of desired results changes from time to time or with different situations. e.g. An employee receives time-off with pay or an award The above four schedules are referred to as methods of Partial Reinforcement, where responses are reinforced only part of the time. Reinforcement schedules and their effects on behaviour are explained further with the table below. Schedule Description When applied to Individual When Removed by Manager Organizational Example Continuous Reinforcement Reinforcer follows every response Fast method for establishing new behaviour Faster method to cause extinction of new behaviour Praise and recognition immediate to every response Partial Reinforcement Fixed Interval Response after specific time period is reinforced Some inconsistency in response frequencies Faster extinction of motivated behaviour than variable schedules Daily, weekly or monthly pay check Variable Interval Response after varying period of time (an average) is reinforced Produces high rate of steady responses Slower extinction of motivated behaviour than fixed schedules Promotion, Recognition, Transfer Fixed Ratio A fixed number of responses must occur before reinforcement Some inconsistency in response frequencies Faster extinction of motivated behaviour than variable schedules Piece rate, Commission on sales Variable Ratio A varying number (average) of responses must occur before reinforcement Can produce high rate of responses that is steady and resists extinction Slower extinction of motivated behaviour than fixed schedules Awards, Bonus, Time-off Source (Table): O.Behling, C.Schriesheim and J.Tolliver Present Theories and New Directions in Theories of Work Effort Journal of Supplement Abstract Service of the American Psychological Association 1974 A run of the mill behavioural modification technique consists of the following four steps: Stating the desired behaviour as objectively as possible Measuring the current incidence of desired behaviour Providing the correct consequence to reinforce the desired behaviour Maintain a systematic assessment of behavioural change post the behavioural modification program While the Reinforcement Theory is often criticised, the insights the theory provides into individual learning and motivation will always be of importance. Criticisms Limitations of Reinforcement Theory There are many criticisms levelled against the Reinforcement Theory, the strongest accusing the system of completely ignoring cognition amongst human beings. It has been argued that a purely theoretical approach fails to address the impact that any alternate motivations might have on human behaviour. The Reinforcement Theory also fails to explain altruism (selfless deeds) whose sole aim is to help another person. Looking past these criticisms the Reinforcement Theory does still have further limitations in practice, a few which are listed below. Limitations of the Reinforcement Theory 1) Reward and punishment are bound to alter from person to person based on personal preferences and also based on the circumstances under which they are dealt out. Rewards might vary in their attractiveness from one employee to the next and likewise punishment too can have a range of reactions from rage to total indifference. 2) Managers are often confronted with situations that require them to re-think their reward and punishment strategy as it is quite common for reinforcers to lose their value/effect as time goes by. Human nature, be it a child or grown professional causes us to lose interest or become oblivious to receiving rewards and reprimands once they are seen as a norm. Just like a child loses interest in candy as a reward, a professional isnt always driven by just the promise of a bonus or a few extra days of paid leave and can often be seen to expect it as part of normal procedure and not an incentive. 3) It is difficult for the manager to be in complete control of all sources of reinforcement. It is very common for an employees peer group to be a stronger reinforcer than any kind of punishment. 4) The system of rewards does not always bring about an internal change, the desired change is just a response to the reward offered. Once the reward is withdrawn, the likelihood of the employee reverting to old behavioural patterns is high. 5) Punishment is not always easy to deliver. It is an instrument that must be used with care. Punishment must be consistent and unavoidable, it must follow the undesired act closely (i.e. it must be immediate) and must also be firm. 6) Punishment can lead to anger, fear and a range of other negative emotions that are undesirable at work. These emotions will be associated with the manager or superior who inflicts punishment. Conclusion A

When a Man Loves a Woman – Case Study

Movie Blog week 4 When a Man Loves a Woman Alice is married to Michael who is an airplane pilot and they have two daughters the older daughter Jess is Alice's from a previous relationship and the younger daughter Casey is theirs together. Alice is a junior high guidance counselor and also an alcoholic. The movie goes through their life together and shows how Alice's addiction affects the family. Alice goes to rehab and gets sober and her and Michael have a hard time adjusting to sober Alice and they break up but at the end of the movie they get back together.The main character in crisis is Alice because of her alcohol addiction. The precipitating events that triggered the crisis are her drinking and her relationship with her husband who seems to belittle her often. The factors that exacerbated the crisis are when Alice got into an accident because she was drunk. The coping skills she used were when she entered rehab to get sober. Using the Crisis in Context Theory the crisis is Alice as an alcoholic and when she falls out of the shower her daughter Jess thinks she is dead.The system is Alice and the community is the town that she lives and works in and the stakeholders are her husband Michael and two girls Jess and Casey. The layers of the crisis involve Alice and her family when dealing with her alcoholism. The family of Alice is close in physical proximity to the crisis and also has reactions to the crisis. The reciprocal effect with Alice and Michael is they have to learn to be a couple when Alice is sober and then her children have to be able to forgive Alice for treating them poorly when she was drinking.The movie also shows the time factor as we see Alice interacting with her family after her crisis as she continues to go to AA. Alice does return to normal daily functioning and is invested in staying sober by attending AA meetings and working on her personal relationships with her husband and children. Alice did experience growth post crisis and took owne rship of her actions when addicted and even speaking at AA meetings. Some personal issues I might have when dealing with Alice while in crisis are that she is first a mother and she is neglecting to care for her children and even physically hit Jess across the face.I would help Alice see that she needs to get sober for herself and her children and not be judgmental to her. While working with Alice I would do self-care by continuing to exercise regularly and spend time caring for my children. Resources Mandoki, L. (Director). (1994). When a Man Loves a Woman [DVD]. United States: Touchstone Home Entertainment Myer, R. A. , & Moore, H. B. (2006). Crisis in Context Theory: An Ecological Model. Journal Of Counseling & Development, 84(2), 139-147.

Effective Communication in Relationships Essay - 586 Words

The world is full of psychos and you might be with one right now. Thats a situation more people encounter. There are many factors in a healthy relationship. Being with someone can be a wonderful experience, but it can change into something worse. A friend I talked to said me and my boyfriend talk a lot and tell each other how we feel. Thats one way couples can avoid getting into arguments rather than screaming at each other. To make a relationship last there must be a foundation, and that foundation is a good friendship. Couples also need to be honest, which can give couples a bond and develops trust. The elements of a healthy relationship are: being able to communicate, being honest with each other and having a good†¦show more content†¦No one wants to get into a relationship where they abuse each other physically and mentally. Relationships start off good in the beginning because each partner is learning about each other. 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