Management Is An Essential Aspect - 892 Words

Emotional Intelligence By Morgan D Dec 3, 2012 Copyright (c) 2012 Morgan D Management is an essential aspect in the running of any organization in the world. Despite the nature, size or location of an organization, sound management is an essential ingredient to ensure that the organization achieves its mission, goals and objectives. Management is therefore the process through which an organization is capable of achieving desirable outcomes by influencing the behaviour and activities of individuals within a given environment (Henderson, 2008). James (2010) stated, Management is a social process that consists of planning, control, coordination and motivation (p. 23). It is therefore the responsibility of a manager to ensure that his/her organization is well managed. This will guarantee that the operations within the organization are run in an effective and efficient manner. To achieve the set goals and objectives of the organization, a manager therefore needs to understand himself/herself and other individuals who are directly or indirectly affected by his actions. This mainly includes the employees who work under him/her and the stakeholders. A manager therefore needs to have emotional intelligence. With emotional intelligence, a manager will be able to have self-awareness, self-management, social awareness and relationship management. With these four components, a manager will be able to achieve the goals and objectives of the organization as well as his own goals andShow MoreRelatedEssential Aspects Of A Site Management Plan1611 Words   |  7 PagesIntroduction As Paul Hawken states, good management is the art of making problems so interesting and their solutions so constructive that everyone wants to get to work and deal with them. This paper will explore the essential aspects of a Site Management Plan. Divided into two parts - part one is a graphical representation of the Construction Management Plan (CMP) - a flow chart demonstrating issues and/or notions relating to the construction and site plan. Part two Proposed Construction ProjectRead MoreFunctions Of Planning : Planning, A Essential Aspect Of Management1838 Words   |  8 Pagesproduct. Requirements and deliverables define the project scope, and it is critical that the stakeholder is in agreement with the information discussed in the proposed plan (Projectscope.net, 2015). Function of planning: Planning, a vital aspect of management, serves several important functions: ï‚ § It provides a basis for organizing the work on the project and allocating responsibilities to individuals. ï‚ § It is a means of communication and coordination between all those involved in the project. ï‚ §Read MorePain Management Is Recognized As An Essential Aspect Of Patient Care1346 Words   |  6 PagesPain management is recognized as an essential aspect of patient care by The Joint Commission and the World Health Organization along with other national professional organizations and health agencies. The International Association for the Study of Pain (IASP) has the best known and accepted pain definition: Pain is an unpleasant sensory and emotional/affective and cognitive experience that is associated with actual or potential tissue damage or is described in terms of such damage. (Society, n.dRead MoreEnd Stage Renal Disease: Economics and the Balance of Treatment Modalities1517 Words   |  6 Pagestransplantation and aspects of dialysis with the aim of continued survival. Without these management measures, patients would suffer from the formation of toxin and fluid in the blood and the aspect of uraemia. This course is fatal since there is high chance of loss of lives of the patients. This makes it essential for the medical practitioners to adopt and implement various dialyses with the aim of enhancing the survival of the patient (Sullivan, 2010). Analysis The main aspect in the minimizationRead MoreTime Management1058 Words   |  5 PagesTime Management is the control and focus of a person’s actions for the purpose of improving efficiency. Time management techniques typically involve setting goals, establishing priorities, budgeting the amount of time allotted to a given activity, and planning and scheduling the steps needed to achieve goals. Generally, time management refers to the development of processes and tools that increase efficiency and productivity. When we think of time management, we tend to think of personalRead MoreThe Organizational Structure And Performance1674 Words   |  7 Pagesthis study, it helps in identification of current problems that firms are facing in reflection of the structural organization. Involvement of the staffs in various aspects, introduces the motivational approach structure through which problems are solved. The influence of organization structure to the performance induces various aspects that are helpful in undertaking control factors in enhancing positive performances. Organizational structures have different effects that may either results to inhibitionRead MoreFunctions And Functions Of Management1113 Words   |  5 PagesThere are four primary functions involving management, which are considered the very life line and it’s existent. 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Ruby Bridges Six-Year-Old Civil Rights Hero

Ruby Bridges, the subject of an iconic painting by Norman Rockwell, was only six years old when she received national attention for bravely desegregating an elementary school in New Orleans, Louisiana. In her pursuit of a quality education during a time when African Americans were treated as second-class citizens, little Ruby managed to become a civil rights hero.  Ã‚   First Years Ruby Nell Bridges was born on September 8, 1954, in a cabin in Tylertown, Mississippi. Her mother, Lucille Bridges, was the daughter of sharecroppers and had little education because she worked in the fields. Lucille sharecropped with her husband, Abon Bridges, and father-in-law until the family moved to New Orleans. There, Lucille worked night shifts so she could take care of her family during the day while Abon worked as a gas station attendant. School Desegregation In 1954, just four months before Ruby was born, the Supreme Court ruled that legally-mandated segregation in public schools violated the Fourteenth Amendment, making it unconstitutional. But the landmark court decision, Brown v. Board of Education, didn’t lead to immediate change. Schools in the mostly Southern states where segregation was enforced by law, often resisted integration, and New Orleans was no different. Ruby Bridges had attended an all-black school for kindergarten, but as the next school year began, New Orleans all-white schools were required to enroll black students. Ruby was one of six black girls in kindergarten who were chosen to be the first such students. The children had been given both educational and psychological tests to ensure they could succeed. Her family was not sure they wanted their daughter to be subjected to the backlash that would occur upon Ruby’s entrance into an otherwise all-white school. Her mother, though, became convinced that it would improve the childs educational prospects. So, she talked her husband into allowing Ruby to take the risk of integrating a white school for â€Å"all black children.† Integrating William Frantz Elementary On that November morning in 1960, Ruby was the only black child assigned to the William Frantz Elementary School.  The first day, a crowd shouting angrily surrounded the school. Ruby and her mother entered the building with the help of four federal marshals and spent the day sitting in the principal’s office. By the second day, all the white families with children in the first-grade class had withdrawn them from school. In addition, the first-grade teacher had opted to resign rather than teach an African American child. An educator named Barbara Henry was called to take over the class. Although she did not know it would be integrated, Henry supported that arrangement and taught Ruby as a class of one for the rest of the year. Henry did not allow Ruby to play on the playground, for fear for her safety. She also forbade Ruby from eating in the cafeteria due to concerns that someone might poison the first grader. Rubys integration of William Frantz Elementary School received national media attention. News coverage of her efforts brought the image of the little girl escorted to school by federal marshals into the public consciousness. Artist Norman Rockwell illustrated Rubys walk to school for a 1964 Look magazine cover, titling it â€Å"The Problem We All Live With.† When Ruby began second grade, the anti-integration protests at William Frantz Elementary continued. More African American students had enrolled in the school, and the white students had returned.  Barbara Henry, Ruby’s first-grade teacher, was asked to leave the school, prompting a move to Boston. As Ruby worked her way through elementary school, her time at William Frantz became less intense, and she spent the rest of her education in integrated settings. The Toll of Rubys Efforts Rubys entire family faced reprisals because of her integration efforts. Her father was fired after white patrons of the gas station where he worked threatened to take their business elsewhere. Abon Bridges would mostly remain jobless for five years. In addition to his struggles, Rubys paternal grandparents were forced off their farm. Ruby’s parents divorced when she was 12. The African American community stepped in to support the Bridges family, finding a new job for Abon and babysitters for Rubys four younger siblings. During this tumultuous time, Ruby found a supportive counselor in child psychologist Robert Coles.  He had seen the news coverage about her and admired the first-graders courage, so he arranged to include her in a study of black children who had desegregated public schools. Coles became a long-term counselor, mentor, and friend. Her story was included in his 1964 classic Children of Crises: A Study of Courage and Fear and his 1986 book The Moral Life of Children. Adult Years Ruby Bridges graduated from an integrated high school and went to work as a travel agent. She married Malcolm Hall, and the couple had four sons. When her youngest brother was killed in a 1993 shooting, Bridges took care of his four girls as well. By that time, the neighborhood around William Frantz Elementary had become mostly African American. Due to white flight, the once integrated school had become segregated again, attended largely by low-income black students. Because her nieces attended William Frantz, Ruby returned as a volunteer. She then founded the Ruby Bridges Foundation to help involve parents in their children’s education. In 1995, psychologist Robert Coles wrote a biography of Ruby Bridges for young readers. Called The Story of Ruby Bridges, the book thrust Bridges back into the public eye. She appeared on the Oprah Winfrey Show, where she was reunited with her first-grade teacher Barbara Henry in 1995. Bridges included Henry in her foundation work and in joint speaking appearances. Bridges reflected on the role that Henry played in her life, and Henry recalled the role that her young pupil played in hers. Each described the other as a hero. Bridges had modeled courage, while Henry had supported her and taught her how to read, which became the students lifelong passion. Moreover, Henry had served as an important counterbalance to the mobs of racist white people who tried to intimidate Bridges as she arrived at school each day. Bridges wrote about her experiences integrating William Frantz in 1999s Through My Eyes, which won the Carter G. Woodson Book Award. In 2001, she received a Presidential Citizens Medal, and in 2009, she wrote a memoir called I Am Ruby Bridges. The following year, the U.S. House of Representatives honored her courage with a resolution celebrating the 50th anniversary of her first-grade integration. In 2011, Ruby Bridges visited the White House and then-President Obama, where she saw a prominent display of Norman Rockwell’s painting The Problem We All Live With. President Obama thanked Bridges for her efforts, telling her, â€Å"I probably wouldn’t be here† without her contributions to the civil rights movement.

Defining the enterprise role of MNCs - Free Essay Example

Sample details Pages: 7 Words: 1985 Downloads: 8 Date added: 2017/06/26 Category Marketing Essay Type Analytical essay Did you like this example? An MNC can be defined as a corporation or enterprise that conducts and controls productive activities in more than one country Todaro (2009). Multinational corporations can be characterised as large in size and operate worldwide and the parent company is the headquarter. As business companies try to increase their market share and maximise profit they tend to go multinational operating on a global scale because different countries vary in government rules and regulation. Don’t waste time! Our writers will create an original "Defining the enterprise role of MNCs" essay for you Create order Companies use PEST analysis to decide which host country will be suitable depending on Political, Economic, Social and Technological factors to operate their activities. It can be argued that developing countries encourage Foreign Direct Investment to improve economic growth, increase employment opportunities and improve infrastructure ( IMF 2006). Also MNCs have the advantage to invest in foreign countries especially in the developing countries due to availability of raw materials which can be produced at a lower cost of production. Companies can be monopolies controlling the market price over their competitors imposing barrier to entries. Local people are willing to work at a low rate of pay therefore cheap labour saves companies cost. On the other hand Todaro (2009) argues that we must recognize that multinational corporations are in the development of business, their objectives is to maximise their return on capital. MNCs search out for the best profit opportunities and are unconcerned with issues such as poverty, inequality, employment conditions and environmental problems. Research released by ( UNCTAD 2009) shows us a considerable value of global corporations and the increase in FDI to the economy. FDI flows steadily grew from 2004 and peaked in 2007 in a record of $1.3 trillion as illustrated in the diagram below. Although global FDI peaked in 2000 and fell a slower growth since then until 2003 due to the aftermath of the 9/11 terrorist attacks. Global FDI inflows 1980-2008 by group of economies ( billion of dollars). Source: UNCTAD, 2008, p.7 Global corporations are critical to business, management and the economy. At the end of these essay the reader will be in a better position to understand major issues relating to management of MNCs, what difficulties management faces depending on cross culture, human rights including gender and equality, ethics and responsibilities, communication barrier and giving case examples of companies. GENDER AND EQUALITY Women in management in the Middle East In the diverse world we live in we all vary in culture. Culture derive from language, attitude, education, social class, value, religion, economy, manners, policies, material. Hofstede (1991). Managers understand the importance of culture and they try to adapt to various culture because it is an important issue in management. Recent research by ( Huthchings 2010) suggest that women account for only 14% of senior executive post from USA and less than 5% from Europe represent in MNCs, women from South America, Eastern Europe, Asia, Middle East and Africa are less represented as international managers regardless of their increase represented as middle and senior managers in their own country. In Adler (1994) research explains three barriers to under representation of women at Macs including foreigner prejudice, company resistance and womens own lack of interest. Foreigner prejudice Companies are unwilling to send women on international duty because of foreign prejudice against women which makes them ineffective managers. Close to three quarter of human resource managers form MNCs surveyed believed that foreigners are so prejudiced against female that women managers would not succeed on their expatriate assignment (Hutchings 2010). Companies are not able to maximise the talent of women managers, ideas and managerial skills, if given the chance on expatriate assignment eliminating foreign prejudice they can be successful. Corporate Resistance Some companies hold assumption about women as managers and their availability, appropriateness and preference for international duty. Research done by (Adler 1994) proved that men believed that women are qualified for a career in domestic position and not international positions also male colleagues perception of women and unsupportive attitude towards female by companies has led to corporate resistance reducing the number of women at senior positions in MNCs. Corporate organisations are not helping and encouraging women to achieve their goals and dreams. Organisations should advice women with career development activities, give chance for promotion to senior management position so that they can mentor and support their fellow female in the organisation. Women managers disinterest Women are disinterested in following up expatriate positions but as Hutching (2010) argues that women are interested and ready for international duty, the only difference is when children are involved then they tend to decline the international duty. Also womens perception in international duty also affects them leading to reduction of women managers representation at MNCs. Further research by Metcalfe (2007) examines barriers of Arab Middle East womens career advance and finds out that lack of diversity and equality frameworks in organisations, work family conflict and limited organisation training support. It can be argued that the Islamic law on gender order on equal rights has different philosophies and creates gendered work hierarchies which can determine mens job and womens job supporting discrimination in work places limiting women to progress with their career in business. Every MNCs want equality in gender and respect diversity in work place but such factors above af fect management, especial Human Resource management when it comes to employee recruitment. It would be fair to say MNCs have less represent women in management in the Middle East due to the barriers of perception, culture and religion. A good example would be the Coca Cola Company. Coca Cola is operating business activities for 124 years and operate in over 200 countries. The company has no senior executive women representing in Middle east. Adler (1994) theory of women perception against international duty and the research by Hutching (2010) of less than 14% senior executive post from USA supports the fact why there are less women representation. If you pay more attention or research into the Coca Cola Company website under leadership, in the Board of Directors out of 14 directors only three are women, under the Operation Group of leadership out of 9 leaders there is only one female. CORPORATE SOCIAL RESPONSIBILITIES ( CSR) AND ETHICS Tesco and Trafigura CSR is the continuing commitment to behave ethically and contribute to economic development while improving the quality of life of the workforce and their families as well as of local community and the society at large. CSR report (1999). Tesco is Britains biggest and most profitable supermarket (Corporate watch.org). In recent years the company expanded into the international market dominating the supermarket industry in Europe and Asia. Despite the growth in world market questions are raised over their CSR and ethics global sourcing in the garment industry. Tesco imports its garment and textile from some of the world poorest countries, the company does not label its cloths with the country of origin and its value brand labelled as Tesco product meaning worker are not aware who they are supplying to. It is very often that workers in the developing countries are willing to work at a low wage and poor working conditions therefore Tesco sell clothes at a cheap price, at a low cost of production and maximum saving made from low wages. Today Tesco have gained more ground aware of CSR and ethics, the company is yet to be come first zero carbon business, supports Cancer Research UK race for life and voted as CLIC Sargent charity of the year 2009. The company success is due to the improvement in management. Managers are able to deal with and understand CRS especially when dealing with developing countries because they need to be careful with cross culture and ethics. Due to poverty, people work in poor condition, accept low wages, work over time and the minimum age law is broken and parents send children under the age of fourteen to work. Managers face these task everyday to protect human rights, brand image of the company, keep the loyal customers and attract more customers because if a mistake is done it would be an advantage to the to the competitors. On the other hand Trafigura is a multinational oil trading company with bases in London, New York, Genev a and Netherlands. From 2006 the company faced court charges for the disposal of hazardous waste in Ivory Coast. The waste disposal polluted the most parts of the city Abidjan causing a wave of illness break out and death. The chemical waste damaged vegetation and polluted the environment and still causing environmental problems. Trafiguras turn over is twice the size the economy of Ivory Coast. Trafigura paid compensation but the damage caused is too much. Issued face by the companys management and all other global corporation is corruption and communication difficulties. The reason for Trafigura waste disposal was that the contractor who was supposed to properly discharge the waste safely with no harm caused, realised the cost would be expensive and opted for the cheaper option. Also there was a communication barrier in language and the style of communication used such as email was not clear enough to explain how and to what degree the the waste is discharged. CONCLUSION MNCs play a major role in the economy, research by UNCTAD (2009) revels that investment by multinational corporations in foreign markets from 2004 to 2006 contributed $ 1.3 trillion to the economy. These global corporation are important to the economy, politics and business. Gender and equality can be affected by culture and perception. As Adler (1994) argues that foreign prejudice, corporate resistance and women disinterest has led to under representation of women in work place. Due to these perception women are not able to progress with their career in business. Further research by Metcalfe (2007) indicates barriers to Arab women in the Middle East career advancement and finds out that lack of equality in organisations and Islamic law on gender and equality has different philosophies which can determine men and women job creating discrimination in work place. It would be fair to argue that culture, perception and religion has led to the under representation of women in MNCs . A good example would be Coca Cola Company. Business management abide the codes of equal right and opportunity and diversity but barriers in culture and perception leads to unequality. CSR and ethics is immodest to business and the community. It is the companies obligations to look after the environment and be corporate social responsible. Management in global corporation REFERENCES Adler, N. (1994) Competitive Frontiers: Women Managing Across Borders. Journal of Management Development. 13 (2), p. 24-41. BBC. 2009. Trafigura knew of waste dangers [online]. Available from: https://news.bbc.co.uk/1/hi/programmes/newsnight/8259765.stm [Accessed 25th April 2010] BBC. 2006. Pepsi apoints first female boss [online]. Available from: https://news.bbc.co.uk/1/hi/business/4791137.stm Corporate watch. 2005. Off the peg: Tesco and the garment industry in Asia [online] Available from: https://www.corporatewatch.org/?lid=1825 [Accessed 18th April 2010] Curator, M, M., 2009. Womens Empowerment, Arab Style [online]. Available from: https://www.imow.org/economica/stories/viewStory?storyId=3644HYPERLINK https://www.imow.org/economica/stories/viewStory?storyId=3644 Farndale, E., Scullion, H., and Sparrow, P. (2010) The role of corporate HR function in global talent management. Journal of World Business. 45 (2), p. 161. Greenpeace. 2006. Deadly cargo dumped in the Ivory Coast [online]. Available from: https://www.greenpeace.org/international/news/ivory-coast-toxic-dumping [Accessed 25th April 2010] Hofstede, G. 1991. Culture and Organisations. McGraw Hill, Maidenhead. Hutchings, K., Metcalfe, B.D and Cooper, K.B. (2010) Exploring Arab Middle Eastern womens perception of barrier and facilitators of international management opportunities. The International Journal of Human Resource Management. 21 (1), p. 61-83. Liu, W. (2010) The Environmental Responsibilities of Multinational Corporation. Journal of American Academy of Business, Cambridge. 15 (2), p. 81-88. Mellahi, K and Collings, D. (2010) The barriers to global talent management: The example of Corporate elites in MNEs. Journal of World Business. 45 (2), p. 143. Metcalfe, B.D. (2007) Gender and Human Resource Management in the Middle East. International Journal of Human Resource Management. 18 (1), p. 54-74. Ojasalo, J. ( 2009) Risk, Cultural Theories and Global Management. The Business Review, Cambridge. 14 (1), p. 83. Todaro, P.M and Smith, C.S. (2009) Economic Development. 9th ed. Addison Wesley: Pearson Education. United Nations Development Program. Human Development Report, 2008. New York: Oxford University Press, 2008.

Apology On Apology Of Socrates - 852 Words

Saru Maharjan Professor Nathan Poage Philosophy 1301 March 2, 2017 Apology of Socrates Socrates was a Greek philosopher and the founder of western philosophy. Plato was the student of Socrates who was very motivated by the life and teaching of Socrates. Plato was also one of the greatest Philosopher of ancient Greece. Apology is the actual recorded speech of Socrates by Plato, which was delivered at the trail to defend himself. Many people did not agree with Socrates, so they made several charges against him, which is recorded in the Apology. Some of the accusations made against him were studying the things in the sky and below the earth, corrupting the young, making a worse argument into a strong argument and not believing in the gods†¦show more content†¦But Socrates never charged the people for listening to him. Even though Gorgias doesn’t fulfill the need of philosophy, they were not charged. Socrates compares himself with Gorgias, Prodicus, and Hippias and he proved that the false rumors about him were not true. Another charge made against Socrates was corrupting the young, which Meletus claims he was guilty of. â€Å"He says I am guilt of corrupting the young, but I say that Meletus is guilty of dealing frivolously with serious matters, of irresponsibly bringing people into court.† (Cooper 28) Meletus blamed that Socrates was guilty of corrupting a young man. He again asked logical questions to the Meletus to defend himself. He says Meletus was not concerned about the young man, he himself was concerned about and knows about the law. Law is the only thing that was improving the young man. He again asked Meletus how he was corrupting the young man. He was improving the young man, which everybody was doing. The members of the council, audience, and members of the assembly everybody was making a good man. As per Socrates, Meletus thinks everybody doing the same work was making good men but Socrates was corrupting a young man by doing the same work Socrates was also charged for not believing on the gods. â€Å"I think he contradict himself in the affidavit, as if said ‘Socrates is guilty of not believing in godsShow MoreRelatedThe Apology by Socrates1099 Words   |  4 PagesApology, in Socrates day, stood for defense rather than seeking forgiveness, as it is now commonly used. To Socrates, it did not matter to him whether or not he was persecuted, as long as he did what was correct. Socrates whole philosophy is that to know knowledge is to have wisdom, and to have wisdom is to know oneself. The people of Athens did not like Socrates due to both the early accusers and late accusers; however, Socrates provides an argument to put these fallacies to rest. Plato’s ApologyRead MoreSocrates and the Apology1136 Words   |  5 Pagesbest sources of information about Socrates philosophical views are the early dialogues of his student Plato, who tried to provide a faithful picture of the methods and teachings of the great master. The Apology is one of the many-recorded dialogues about Socrates. It is about how Socrates was arrested and charged with corrupting the youth, believing in no god(s) (Atheism) and for being a Sophist. He attended his trial and put up a good argument. I believe that Socrates was wrongfully accused and shouldRead MoreSocrates And The Apology Of Socrates1322 Words   |  6 Pages Socrates is quite the unique individual compared to most, if not all, other Greeks at that time. In the Apology, Socrates gives an analogy of himself being a gadfly and that his gadfly like actions are favorable for Athens and that the actions are goods he is providing. From his service he claims to live a more private life than a public life when discussing virtue. This paper is going to discuss Socrates and his analogy of a gadfly, approach to others about virtue, his conduct effect on democracyRead MoreSocrates Apology Of Plato s Apology981 Words   |  4 PagesPart I: Essay Outline Question #2 At 23b of Plato s Apology Socrates claims to be wiser than his interlocutors because, unlike them, he does not think he knows what he does not know. Question: Is this self-assessment genuinely meaningful or is it merely clever word play? Thesis Statement: I think Socrates’ message behind his speech to his interlocutors was to both state his superior wisdom and gain the attention while doing so. Outline I. Introduction A. Opening Statement 1. What is wisdomRead MoreApology of Socrates Summart924 Words   |  4 PagesSummary Platos The Apology is an account of the speech Socrates makes at the trial in which he is charged with not recognizing the gods recognized by the state, inventing new deities, and corrupting the youth of Athens. Socrates speech, however, is by no means an apology in our modern understanding of the word. The name of the dialogue derives from the Greek apologia, which translates as a defense, or a speech made in defense. Thus, in The Apology, Socrates attempts to defend himself andRead MoreSocrates in Apology and Crito1045 Words   |  5 Pagesâ€Å"The irreverent, disobedient Socrates of the Apology is inconsistent with the Socrates of the Crito.† Construct an argument supporting or refuting this claim. Be sure to incorporate textual evidence. In Plato’s Apology, Socrates comes off as a defiant and disobedient man with little respect for his accusers and even for the jurors on whom his fate depends. This may seem in stark contrast with the stoic Socrates in Crito who would rather accept the death sentence than let his friend Crito helpRead MoreApology and Phaedo, by Socrates833 Words   |  3 Pagesancient Greek philosopher, Socrates. In the texts that are going to be analyzed in this essay, Apology and Phaedo, are the retellings of words and thoughts of Socrates by Plato, a pupil and admirer of Socrates. Both texts lecture about the topic of death and though both are the thoughts of Socrates at different times of his life, they have similar and contrasting views on the outlook of death. The Apology is the most authentic account that has been preserved of Socrates defense of himself as itRead MoreSocrates’ Speech in Apology975 Words   |  4 Pagesa warning to Socrates. Aristophanes is a â€Å"friendly critic† of Socrates and warns Socrates to change his ways for Athens and for the good of himself (Whidden). Plato’s Symposium and especially his Apology of Socrates justify the claims made in Clouds about the dangers of philosophy and Socrates to the public, even if Plato’s Socrates is less exaggeratedly hubristic than the Socrates in Clouds. Socrates takes the warning from the Clouds seriously. In Socrates’ speech in Apology, he disregardsRead MoreSocrates Apology Analysis1149 Words   |  5 Pages In her analysis of Socrates’s frame of work, Roslyn Weiss defends Socrates to seeker of knowledge. Weiss argues that Socrates should be viewed as a skeptical inquirer because of his pursuit to what is x? As Weiss puts it, Socrates is aware of his own ignorance and knows that one cannot know what things are by simply using definitions. She emphasized for one to a teacher, one must be an expert. From this point of view, it can be inferred that to teach someone you must have all the background andRead MoreThe Apology And Phaedo By Socrates914 Words   |  4 PagesIn the Apology and Phaedo, as Socrates prepares to die his friends are concerned about him and why he does not fear death, but rather looks forward to this. Plato through Socrates makes this statement of his beliefs of death and what lies beyond this final barrier of consciousness. Plato believes that we live on through our souls and into another body. Socrates faces death with excitement because in his eyes to die is to practice perfect philosophy. This comes from his Argument of Opposites and the

Policing Rough Neighborhoods Free Essays

The united States should be to police a rough neighborhood because there trying to stop another incident like 9/1 1 from happening. The U. S. We will write a custom essay sample on Policing Rough Neighborhoods or any similar topic only for you Order Now Has to start policing a rough neighborhood because it will help The role the United States should take In the middle east and in the united States is that we need to police rough neighborhoods because the Taliban and AAA Qaeda are very effective in the middle east. Stop terrorist attack before they happen. A quote from an article named â€Å"options In brief† first entente, â€Å"The attack of September 1 lath and the aggressive dictatorship of the middle east prove that the world Is a dangerous place. † This quote shows the worlds a dangerous place and this Is why we need to police rough neighborhoods. Another example Is â€Å"The U. S. Cannot allow Afghanistan to become another Taliban run sanctuary for AAA Qaeda which could cause another 9/1 1 This quote Is saying the U. S. Doesn’t want Afghanistan to become a place run by the Taliban because It could lead to another 9/11. Cause Its talking about how we need to make sure that we don’t eve September 1 lath to happen again. The united States needs to start protecting the U. S. More because of terrorist. The united States role in the Middle East should be to police rough neighborhoods, we need to protect other countries because people shouldn’t die for no reason. Like it says in the quote said by pre sident john in the article â€Å"why we fight† â€Å"We seek neither territory nor bases. We fight for the principle of self determination. † I think this quote is saying that we don’t want your land we want to help. The United States is the greatest force for good in the world and we have an obligation not to start and fight wars but to spread democracy and freedom through the world. † This quote is saying that America Is a good country and there trying to help not fight. These because it’s showing that we’re not trying to invade were trying to help innocent people. U. S. Needs to help stop innocent people from dying in the Middle East. The United States role in the Middle East should be to police a rough neighborhood. I believe the u. s. Would take his into this is a big effect on both the United States Middle East and we need our neighborhoods policed. Innocent people are dying and we can not have another 9/1 1 happen again. We must be protected and not killed. Policing Rough Neighborhoods By governmental The United States should be to police a rough neighborhood because there trying to neighborhood because it will help The role the United States should take in the middle e ast and in the United States is that we need to police rough neighborhoods attack before they happen. A quote from an article named â€Å"options in brief† first middle east prove that the world is a dangerous place. † This quote shows the worlds a dangerous place and this is why we need to police rough neighborhoods. Another example is â€Å"The U. S. Cannot allow Afghanistan to become another Taliban run sanctuary for AAA Qaeda which could cause another 9/1 1 . † This quote is saying the U. S. Doesn’t want Afghanistan to become a place run by the Taliban because it could lead to another 9/11. Because its talking about how we need to make sure that we don’t eve September 1 lath to happen again. The United States needs to start protecting The United States role in the Middle East president John in the article â€Å"why we fight† â€Å"We seek neither territory nor bases. We fight for the principle of self determination. † I think this quote is saying that we don’t the world and we have an obligation not to start and fight wars but to spread democracy and freedom through the world. † This quote is saying that America is a good country and there trying to help not fight. How to cite Policing Rough Neighborhoods, Papers

Literature Review Goal Setting - Click on Free Sample

Question: Describe about the Goal Setting? Answer: 1. Introduction Goal setting is an integral part of the organizational behavior that involves the development of strategies in order to motivate employees within the organization and help in attainment of long-term goals. Vigoda-Gadot and Angert (2007) suggested that appropriate goal setting is important in an organization because it provides focus, increases motivation, improves group cohesion and help in performance measurability. The literature review here focuses on the concepts and theoretical models related to goal setting within an organization. With the help of this document, the researcher ensures effectiveness and influence of goal setting within an organization to set the baseline of a plan and to take decisions effectively. With the help of secondary academic review the researcher will be able to obtain an in-depth knowledge on the topic. 2. Research questions How does goal setting models helps in enhancing the organizational performance? What are the major goal setting models followed by your organization? How effective do you think is the present goal-setting model in your organization? How do you think the goal setting techniques motivate employees? 3. Theories and concepts on goal setting 3.1 Locke and Lathams Goal setting theory According to Locke and Latham (2006) the concepts of Management by objectives (MBO) and goal setting theories became major fields of study within the segment of organizational behavior because goals and objectives are the key elements that creates a positive organizational climate, improves job motivation, provides social and emotional support and enhance overall performance levels. Reed (2012) suggested that goals are related with performance enhancement because they organize effort, directs attention and encourages determination and plan development. In determining the relationship between goals and performance levels two main concepts are important namely the concept of Goal difficulty and the concept of Goal specificity. Murphy (2013) suggested that ambitious goals can contribute to the motivational increase of the individuals and thus enhance the overall performance levels. Lunenburg (2011) opined that goals have an inescapable influence on the behavior of the employees and thus influence the long-term performance of the employees within an organization. The goal setting theory proposed by Locke and Latham in 1960 emphasized on the fact that clear and specific goals and effective feedback can essentially motivate employees. According to Locke and Latham (2006), there are five important principles of goal setting that can improve the success rates within an organization namely clarity, challenge, commitment, feedback and task complexity. This theory states that goal setting within an organization should be a dual process. The individual employees should set a personal goal whereas the management of the organization should also focus on setting a team goal in order to comprehensively attain both individual growth and organizational growth. Vigoda-Gadot and Angert (2007) suggested that the willingness of wok towards the attainment of the goal is the major source of motivation for the employees within an organization. However, Bazerman (2009) argued that in some circumstances there might be rise of conflict between the personal goals and organizational goals. Moreover, the theory states that the organizations should frame complex goals so that the attainment of the same may bring a sense of self-satisfaction within the employees and further motivate them to increase their productivity. However, Sinnema and Robinson (2012) commented that high complexity of goals might make the goals unattainable. Finally, it has been argued that goal setting may not necessarily improve the job satisfaction levels. Figure 1: Goal setting theory (Source: Locke and Latham , 2006, pp- 267) 3.2 Goal setting theory conditions The necessary conditions that make goals effective and enhance the performance levels by invoking motivation within the employees are namely Goal commitment, Goal specificity, Goal difficulty and feedback related to goals. The following segment discusses the conditions. 3.2.1 Goal commitment Goal commitment in simple words denotes the acceptance of the goal by the individual. The acceptance of the goal is the initial step towards the motivation of the individuals. Rug and Wallace (2012) commented that if the goal is achievable and realistic then the rate of acceptance is high and with the advent of acceptance, the individual applies the required degree of determination and self-efficacy in order to complete the goal. However, Lawlor (2012) the rate of commitment may be hampered if the individual does not find the goal to be important. Hence, in order to successful make a goal achievable the organizations must exert the importance of the goal on the employees. The major factor that the organization needs to avoid in this context is the development of a casual attitude of the employees relating to the goals. For this Rug and Wallace (2012) suggested that the organizations should effectively provide all details about the goals, should establish a relation between the goal a nd the organizations ,mission and should also show the advantage that the individual may incur from the attainment of the goal. 3.2.2 Goal specificity The specificity of the goal is ascertained by its measurability. Bazerman (2009) suggested that highly specific goals affect the performance levels. Vague and abstract goals make it difficult for the employees to decide on the type of performance and quality of performance that the individuals should generate. The goals should thus be clear in terms of the specifications thereby assigning the actual tasks that the organization requires the employees to meet. The major focus of the management of the organization should be on the removal of the ambiguity from within the goals. For instance, the sale persons are given specific monthly targets that they have to achieve and the specification of incentive structures that they might get on achieving more than the monthly targets. According to Sinnema and Robinson (2012) the numerical targets makes the targets more realistic and highly motivates the employees to achieve the same. Further depending upon the skills of the employees the managem ent can enhance the goal challenges and specifications. 3.2.3 Goal difficulty According to Vigoda-Gadot and Angert (2007) to encourage high performance levels the organizations should formulate highly difficult goals. However Simes et al., (2012) argued that the difficulty level of the goal should depend upon the human skills present within the organization so that the level is achievable otherwise the goal difficulty can de motivate the employees and reduce their productivity. Ordez et al. (2009) suggests that the individuals have a tendency to act or respond dishonestly in case the goals become unattainable or difficult compared to their skills. Thus, it is essential for the organization to set the difficulty levels correctly in order to enhance the performance levels. For instance, Fords goal to gain market share in the international market forced the company to compromise on the quality standards of the new car Pinto that resulted in accidental deaths of around 53 consumers. Thus, the example shows that high standard settings are often detrimental to the s uccess of the employees and the organization. Ordez et al. (2009) added that difficulty level of the goals should remain within the power of the employees and the organization. In order to do so the organizations can conduct a SWOT analysis that will reveal the internal strengths and threats of the company in order to help them generate the necessary goal standards. A high goal not only jeopardizes motivation and commitment but also creates a non-congenial environment where the employees engage in corruption, dishonesty and hampers the quality of the organizational performance. Bennett (2009) concluded that the performance graph sharply declines with the increase in the level of goal difficulty. Figure 2: Relationship between performance level and goal difficulty (Source: Bennett 2009, pp- 98) 3.2.4 Goal feedback Feedback is an important element for performance evaluation. Simes et al. (2012) suggested that feedback is important also in case of goals in order to judge the effectiveness of the goal and the effectiveness of the commitment related to the goal completion. In the absence of feedbacks the employees remain unaware about their progress and it becomes difficult for them to ascertain the level of commitment that is further required for the job. Moreover, feedback process helps in identifying any loopholes within the goal and enables the individual to make necessary modifications. However, Murphy (2013) pointed that feedback should be constructive. The leaders and the goal makers should try to be specific while giving feedbacks. They should clearly mention the changes they require. Positive feedback also acts as a motivational factor for the enhancement of the performance levels. In this regard, Greenberg (2011) commented that feedback could be process oriented or outcome oriented. Thus by receiving the feedbacks the individuals will be aware that their work is being evaluated and this will minimize their chances if mistakes and act as amoral support for them. 3.3 SMART Goals In order to mend the problems of the goal setting theory the advent of SMART goals were made. Lawlor (2012) stated that development of SMART goals helps the organizations and employees to make the goals quantitative in nature, which helps easy attainment of the goals. The mangers adopt the following parameters while designing SMART goals. S = Specific goals M = Measurable goals A = Attainable goals R = Relevant goals T = Time bound goals Stringer and Shantapriyan (2012) opined that the specificity within the goals helps the employees and the managers to concretely define the task that is to be undertaken. The specificity of the goals gives the employees an opportunity to undergo the training process, which increases their individual productivity as well. Further, by making the goals measurable, the organizations are able to judge the feasibility of the goals. The achievability characteristic of a goal makes the goal viable and the organizations can design the desired resources in order to make the goal achievable. The relevancy of the goal motivates the employees to try and achieve the same. Finally, a time bound goal highlights the approximate time frame within which the organization plans to achieve the goal successfully. However, Reed (2012), pointed out in article that even SMART goals are not always effective for the organization. It is easy for the organizations to set ambitious goals however; the attainment of the same may divert the organization from other functional areas. For instance, a specific goal concerning the attainment of high market share in a particular target market may make the organization easy target in that market. Reed (2012) further commented that the high attainable goals as set by the SMART goal concept required high degree of skills and training in order to make the goals attainable. However, the organizations are more focused on the setting of the SMART goals without any focus on the skills requirement of the employees thus making the goals unattainable. Figure 3: SMART goals (Source: Stringer and Shantapriyan, 2012, pp-192) 3.4 GROW model The major role of an organizational leader is to effectively coach the employees to perform to their best abilities. The GROW model of goal setting is a simple and widely used tool for simple organizational structures in order to coach the employees in order to attain the goals. The following table shows the questions farmed at every stage of the GROW model. G - Goal What does the organization hope to achieve? R - Reality What is the current position of the organization? O Options / obstacles What are the different alternatives and problems available to the organization? W - Will What are the plan concerning the goals and obstacles? Reed (2012) commented that this model takes into account the views of the SMART goals in stage one and further designs the organizational activities that will help in attainment of the SMART goals. The organizations by establishing the reality can account for the present condition of the organization as well as the employees. This helps the management leaders to effectively judge whether the essential skills and trainings are present within the employees, whether the organization has required financial and technical resource in order to successfully attain the SMART goals. Strongman (2013) further added that assessment of the obstacle and options helps the organizations to analyze the external environment before engaging in goal attainment actions. The use of SWOT, PESTLE and Porters 5 force gives the organizations the opportunity to analyze the potential threats and opportunities in the path of the desired goals. The recognition of the barriers will help the organization to make str ategies for avoidance and recognition of opportunities will give the organization to build a strong competitive advantage over the other players within the industry. However Grant (2011), argued that GROW model may be ineffective in case of one-to-one interaction between an employee and a leader. The leader in this case may focus rigidly on the principles of the model rather than paying appropriate attention to the ability, skills and mind frame of the employee. Thus excessive use of the principles of GROW within the organizational leadership context may give rise to a strict and inflexible organizational structure. Moreover Urbany and Davis (2010) added that the leaders using the GROW model for the purpose of coaching generally tends to avoid laying the foundations among the employees and try to generate fast achievement of the goals. Figure 4: GROW model (Source: Grant, 2011, pp- 120) 4. Conclusion While conducting researches by going through the case studies on setting goal, three models have been undertaken by the different organizations for performance improvement by setting appropriate and attainable organizational goals. The chapter helps the researcher to gain insight knowledge on the different positive and negative aspects of goal setting actions. Thus from the overall analysis it can be concluded that the organizations can use the elements of the different models of goal setting effectively but also not rely rigidly on the principles without paying any attention to the resource availability and human skills. Rigidity of the models may result in setting of ambitious and difficult goals, which may sound good from the organizational prospective but, may hinder the ethical considerations and reduce the performance levels of the individuals within the organization. Reference list Alblas, G. and Wijsman, E. (2011).Organisational behaviour. Groningen [etc.]: Noordhoff Publishers. Bazerman, M. (2009). When Goal Setting Goes Bad.Working Knowledge. Harvard Business School. Bennett, D. (2009). Ready, aim... fail. Why setting goals can backfire.The Boston Globe,C1 Grant, A. M. (2011). Is it time to REGROW the GROW model? Issues related to teaching coaching session structures.The Coaching Psychologist,7(2), 118-126. Greenberg, J. (2011). Behavior in organizations (10th ed.). Upper Saddle River, NJ: Prentice Hal Lawlor, K. B. (2012). Smart Goals: How the Application of Smart Goals can Contribute to Achievement of Student Learning Outcomes.Developments in Business Simulation and Experiential Learning,39. Locke, E. A., and Latham, G. P. (2006). New directions in goal-setting theory.Current directions in psychological science,15(5), 265-268. Lunenburg, F. (2011). Goal-Setting Theory of Motivation.INTERNATIONAL JOURNAL OF MANAGEMENT, BUSINESS, AND ADMINISTRATION, 15(1), p.5. Mullins, L. (2011).Essentials of organisational behaviour. Harlow, England: Financial Times Prentice Hall/Pearson. Murphy, B. (2013). Organisational Behaviour for Social Work.Practice, 25(2), pp.143-145. Ordez,L.,Schweitzer,M.,Galinsky,A.,andBazerman,M.(2009).Goals gone wild: The systematic side effects of over-prescribing goal setting.HBS Working Paper, 09-083 Reed, A. (2012).TechWell | Are SMART Goals Smart Enough?. [online] TechWell. Available at: https://www.techwell.com/2012/09/are-smart-goals-smart-enough [Accessed 24 Mar. 2015]. Rug, H. and Wallace, M. (2012).Goal Sharing. Scottsdale: WorldatWork Press. Simes, P., Vasconcelos-Raposo, J., Silva, A. and Fernandes, H. (2012). Effects of a Process-Oriented Goal Setting Model on Swimmer's Performance.Journal of Human Kinetics, 32(-1). Sinnema, C. and Robinson, V. (2012). Goal Setting in Principal Evaluation: Goal Quality and Predictors of Achievement.Leadership and Policy in Schools, 11(2), pp.135-167. Stringer, C. and Shantapriyan, P. (2012).Setting performance targets. [New York, N.Y.] (222 East 46th Street, New York, NY 10017): Business Expert Press. Strongman, L. (2013). The Psychology of Social Undermining in Organisational Behaviour.The Australian and New Zealand Journal of Organisational Psychology, 6. Urbany, J. and Davis, J. (2010).Grow by focusing on what matters. New York, N.Y.: Business Expert Press. Vigoda-Gadot, E., and Angert, L. (2007). Goal setting theory, job feedback, and OCB: Lessons from a longitudinal study.Basic and applied social psychology,29(2), 119-128.

Imagining Health in Social and Cultural Context

Question: Discuss about the Imagining Health in Social and Cultural Context. Answer: Introduction Cambodia is a third world country situated in Southeast Asia neighboring Thailand, Laos, and Vietnam (Tyner, 2014). Recent studies by the World Bank showed that the country's population by the year 2015 was at 15.3 million with a relatively low gross national income of US$ 1, 020.00 thus termed a low-income level state (World Health Organization and UNICEF, 2014). That said, it is evident that poverty has its roots deeply immersed in the economy of the country making the country rely heavily on foreign aid to several mainstream sectors such as education, HIV/AIDS, and the health system: maternal health care being the basis of the study (McKinnon, 2014). The current health status in Cambodia is based on the evaluation of life expectancy, diseases, HIV/AIDS, and maternal and child healthcare is improving as contradicted to the previous political and social model of analysis (Peou and Zinn, 2015). As of the year 2015, the mother and child healthcare report recorded a drastic improvement with an estimated mortality rate per 100,000 live birth being 161 (Barroso et al., 2016). The latter is contradicted by the analysis conducted by the World Health Organization in the year 2010 and recorded a mortality rate of 100,000 per 100 live birth (World Health Organization and UNICEF, 2014). The available statistics provide a platform for the analysis of the health industry in Cambodia with the realization of target 1 of SDG 3: by 2030 to reduce the countrys maternal mortality ratio to less than 70% live births. As such, ideas in this paper seek to illustrate the actions and efforts put in place by the Cambodian government to combat increased cases of maternal mortality ratio as a target 1 of SDG 3 by 2030. Notably, the paper is divided into several sections with the aim of making the work readable. The first section will discuss the historical factors that influence the health issue. Secondly, the paper will set a discussion on cultural factors affecting the health sector in Cambodia. Thirdly, the section will analyze critical factors responsible for the current health issue citing evidence from academically peer reviewed journals. Lastly, the paper will conclude the discussed ideas by restating the thesis statement and providing an opinion on the future of the health industry in Cambodia as shown below. The influence of historical factors on the Cambodian maternal and child healthcare In Cambodia, several significant historical events related to politics, natural disasters, economic issues, and conflict have helped to shape the health industry either positively or negatively. Therefore, the paper's section will descriptively analyze some of the mentioned factors to show their significant role in developing the Cambodia's progress in the realization of the target 1 of the SDG 3. To start with, the political regime in Cambodia has directly influenced the allocation of funds from the government to health facilities and access to improved healthcare through policies. Previously, the governance of Cambodia was purely communist, and it saw approximately 1.7 million citizens die as a result of genocide, extreme hunger and poverty, and inadequate and poorly managed medical facilities (Kuruvilla et al., 2014). Subsequently, Cambodia went into a poor state both financially, in education and access to information as a result of genocide and oppression of the poor. As a result of genocide, there was a conflict which saw the United Nations Transitional Authority in Cambodia (UNTAC) intervene to restore back to peace and implement democracy under the constitutional monarchy through electoral process (Rogers, 2016). Moreover, the aftermath of the conflicts paralyzed the country's economy as both local and international businesses schemes were interfered with for several months. Notably, the health sector in Cambodia was compromised and had to rely on foreign aid from donor countries such as the United States of America to help combat the ever increasing rate of maternal and child mortality. Research showed that the government received international assistance from the United States and disbanded them to the local health facilities to help reduce the less than five years child mortality rate: Likewise, the aid improved the health status of mothers in the maternity wards (Whitfield et al., 2016). That said it is important to recognize the efforts ma de by the Cambodian government t overcome the condition. After complete implementation of democracy in Cambodia through the help of the UNTAC, the Cambodian politics has political leaders elected on merit and have the best of interest at heart for the citizens: this, in turn, has helped in achieving better health care through decision making by the politicians. Equally, the government has transformed its economy from a planned model to a market-oriented system where attention is paid to the agricultural sector and the service industry (Kuruvilla et al., 2014). Having discussed the historical factors responsible for shaping the area of health in Cambodia: maternal mortality, it is considered wise to analyze the cultural factors associated with developing the industry too. Cultural factors related to the maternal mortality in Cambodia Despite attaining development goals to suit the scale of measure in today's world, Cambodia still has traditional beliefs which act as barriers to the realization of the target 1 of SDG 3. Recent studies revealed that most o f the cases of maternal mortality were located in rural set-ups where cultural beliefs were central to decision making (Le Blanc, 2015). Furthermore, a report by the World Health Organization indicated that most rural based citizens in Cambodia were rigid on the uptake of biomedical treatment geared towards reducing maternal mortality: and opted for traditional delivery models where a child's life is compromised. The risks associated with traditional child delivery are many, and a child's well-being is not promised to start with the type of equipment used. Again, a survey by the Ministry of Health department of planning and health information showed that the society in Cambodia socializes women to be submissive where access to information and education is limited (World Health Organization and UNICEF, 2014). As such, uneducated women in Cambodia opted for traditional child delivery as contradicted to educated women who defied the rules of conventional traditional and challenge the status quo: the educated women sought medication in certified heath facilities and delivered in hospitals (Finlayson and Downe, 2013). To enhance our understanding of the efforts put in place by the Cambodian government to realize the target 1 of SDG 3, it is of significant role to understand the structural factors influencing the maternal mortality. Structural factors affecting maternal mortality in Cambodia Progressively, it is important to assess the progress of Cambodia towards realizing the Millennium Development Goal of reducing maternal mortality. The section, therefore, examines the models implemented by the Cambodian government in improving health, evaluating the health sector, and prevention strategies put in place. First, the government has reviewed its health policies and factors impacting the maternal mortality ratio (historical and cultural) and resorted to increasing the number of skilled health personnel in public hospitals (Duff, 2015). Likewise, the ministry of health in Cambodia is reported to advocate for the inclusion of antenatal care to realize the targets and goals. What is more, is the integration between public and private health sector in Cambodia to combat increased death cases. Additionally, research shows that there is an increase in the number of allocation of skilled midwives as well internship salary to undergraduates working in the public health sector (Duff, 2015). Noteworthy is the fact the ministry of health has initiated a 24-hour operating antenatal care unit with qualified supervisor and data collection staff (Gresh, 2016). Another key thing to remember is the role played by the government to create awareness nationally on the use of family planning and practicing of safe abortions as a means to realize the MDGS. Again, the paper will set a discussion on the critical factors affecting the maternal mortality ration in Cambodia as shown below. Key factors associated with the SDG 3 Notably, historical, social, and cultural factors are models through which the effectiveness of a health organization plan is realized. Analysis of Cambodia's health industry in the realization of target 1 of SDG 3 is a step by step build process that entails stakeholders, citizens, and health professions to achieve results. Throughout the discussion, it is evident that the health industry in Cambodia had a rough time to implement its plan: ranging from extreme poverty and hunger, genocide up to democracy to have improved healthcare. However, social models for health and professionals such as teamwork, innovation, learning, and empowerment made it possible for the government to have the MDGs achieved in Cambodia (Kassebaum et al., 2014). For instance, the government integrating both the public and private health sector to help reduce the mortality rate in Cambodia. In the same way, we perceive information from the media; we are obliged to interpreting health information similarly. In the world today, most health issues are associated with lifestyle (Blum and Nelson-Mmari, 2004). For instance, eating junk and less training makes one susceptible to obesity. Therefore, it is evident that by analyzing social patterns among individuals and groups, health sociology sets a discussion on how personal health issues are related t social patterning of illness and the solution lies in the social habits. As part of the case study, an example of a success story on how Cambodia managed to curb TB and turned it into an opportunity will set a platform for expansion and implementation of the health industry mechanism to realize the target 1 of SDG 3 (Hackett et al., 2016). A report by Dr. Mario Raviglione, Director of WHO's Stop TB Department recorded that after the genocide, the health system in Cambodia got weak and TB was on rising.' (Grundy et al., 2016) However, new technological approaches to curbing TB were implemented through the establishment of primary care facilities and halved the number thus helping the country meet its MDGs. Base on the success story I strongly recommend the integration of both traditional and modern biomedical techniques in combating maternal mortality: the model will reduce cases of ethnocentrism. Conclusion Finally, it is possible to discern that Cambodia is working hard to combat the problem on the increased maternal mortality ratio: as the government is implementing health care plans to help the citizens. Moreover, to realize the short terms MDGs and long term SDG 3, the government together with the health ministry is reviewing health policies and making informed decisions to improve health care. Additionally, evaluation of social, cultural and historical factors provide evidence on strength and weaknesses of the health sector in Cambodia. For instance, the analysis of the uptake of modern medicine in rural set ups in Cambodia proved a case study to allow the government invest on creating awareness on health issues. Sidelining of the rural people due to their traditional beliefs will create a barrier to the implementation of the proposed therapeutic strategies while increasing maternal mortality. To that end, it is wise for Cambodia to invest in the agricultural sector to avoid relyin g on foreign aid. Reference Le Blanc, D. (2015). Towards integration at last? The sustainable development goals as a network of targets. Sustainable Development, 23(3), 176-187. Rogers, D. S. (2016). 74. A proposal to monitor intersecting inequalities in the post-2015 Agenda. World social science report, 2016: Challenging inequalities; pathways to a just world, 294. Gresh, A. K. (2016, July). Building the Capacity of Nurses to Achieve the Sustainable Development Goals (SDGs) Through Knowledge Gateways. In Sigma Theta Tau International's 27th International Nursing Research Congress. STTI. Barroso, C., Lichuma, W., Mason, E., Lehohla, P., Paul, V. K., Pkhakadze, G., Yamin, A. E. (2016). Accountability for womens, childrens and adolescents health in the Sustainable Development Goal era. BMC Public Health, 16(2), 799. Tyner, J. A. (2014). Dead labor, landscapes, and mass graves: Administrative violence during the Cambodian genocide. Geoforum, 52, 70-77. Grundy, J., Hoban, E., Allender, S. (2016). Turning Points in Political and Health Policy History: The Case of Cambodia 19752014. Health and History, 18(1), 89-110. McKinnon, K. (2014). Cambodia. Aid dependence in Cambodia: How foreign assistance undermines democracy By Sophal Ear New York: Columbia University Press, 2013. Pp. 185. Figures, Tables, Notes, Bibliography, Index. Cambodia. The Cardamom conundrum: Reconciling development and conservation in the Kingdom of Cambodia By Timothy J. Killeen Singapore: NUS Press, 2012. Pp. 354. Maps, Figures, Tables, Photographs, Notes, Index. Journal of Southeast Asian Studies, 45(03), 457-462. Peou, C., Zinn, J. (2015). Cambodian youth managing expectations and uncertainties of the life coursea typology of biographical management. Journal of Youth Studies, 18(6), 726-742. Whitfield, K. C., Karakochuk, C. D., Kroeun, H., Chan, B., Borath, M., Lynd, L. D., Green, T. J. (2016). Consumption of Novel Thiamin-Fortified Fish Sauce Improves the Thiamin Status of Rural Cambodian Women of Childbearing Age and Their Children 5 Years. The FASEB Journal, 30(1 Supplement), 891-9. Duff, K. P. (2015). Investigating the role of structural determinants in shaping sex workers' reproductive health access and outcomes (Doctoral dissertation, University of British Columbia). Kuruvilla, S., Schweitzer, J., Bishai, D., Chowdhury, S., Caramani, D., Frost, L., Cohen, R. (2014). Success factors for reducing maternal and child mortality. Bulletin of the World Health Organization, 92(7), 533-544. Finlayson, K., Downe, S. (2013). Why do women not use antenatal services in low-and middle-income countries? A meta-synthesis of qualitative studies. PLoS Med, 10(1), e1001373. Blum, R. W., Nelson-Mmari, K. (2004). The health of young people in a global context. Journal of Adolescent Health, 35(5), 402-418.a World Health Organization, UNICEF. (2014). Trends in maternal mortality: 1990 to 2013: estimates by WHO, UNICEF, UNFPA, The World Bank and the United Nations Population Division: executive summary. Hackett, J. D., Hudson, R. F., West, E. A., Brown, S. E. (2016). Cambodian Inclusive Education for Vulnerable Populations: Toward an Ecological Perspective Policy. Journal of International Special Needs Education, 19(1), 3-14. Kassebaum, N. J., Bertozzi-Villa, A., Coggeshall, M. S., Shackelford, K. A., Steiner, C., Heuton, K. R., ... Templin, T. (2014). Global, regional, and national levels and causes of maternal mortality during 19902013: a systematic analysis for the Global Burden of Disease Study 2013. The Lancet, 384(9947), 980-1004.