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.

Human Resource Management Group Project

Analysis Many people have criticized the move by the government to treat agency workers as permanent employees. New rules that came into force recently said that agency workers in Britain needed additional rights, as well as benefits. Majumder (2012) argues that this will lead to additional costs that could amount to two billion pounds.Advertising We will write a custom case study sample on Human Resource Management Group Project specifically for you for only $16.05 $11/page Learn More He further adds that the government should not spend that immense amount of money on agency workers, especially at a time when civil servants’ salaries have been frozen. He says that the government spends money unnecessarily when it should concentrate on development projects. Armstrong (2006) says that Britain’s public sector is currently experiencing redundancy when it comes to large scale. Economically, such spending cannot be said to be sustainable especia lly at a time when the government wants to implement mass redundancy. Shrinking of governmental headcount has also been noted. Spending money on agency workers may not be encouraged given the state of the economy. The government needs to reduce its spending in order to save. Britain has also been talking of reduced jobs as a way to increase on government savings. The critics, however, need to understand that the economy cannot do without agency workers. These workers help in filling the gaps brought about by a shortage of labor in various sectors of the economy. Research shows that agency workers help in improving performance of a company. However, this poses a challenge to permanent employees who receive lower wages than that received by the agency employee. NIESR notes that hiring many agency workers can reduce the wages paid to permanent employees for the same roles. Permanent employees also are affected when their salaries may take time before being increased. Agency employees h elp the employers to save on costs, which leads to increased profitability. Many employers share this profit with the permanent workers within the company (Booth, Dolado Frank, 2005). Permanent employees do not get job satisfaction when the company they work for employs several agency workers. This also leads to job anxiety for fear that the temporary employees might be hired permanently, which could make them lose their jobs. Permanent employees also find such organizations as highly cost conscious; hence not comfortable working in those companies. Currently, it would be hard for the government to employ permanent nurses.Advertising Looking for case study on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Research shows that, in a day, the government needs at least 20,000 agent nurses. The critics need to understand that hospitals cannot operate without these agents. This would mean serious shortage leading to deaths of several innocent patients. The agencies look for competent people with various qualifications. Britain does not hire people who do not possess the necessary minimum qualifications. Critics believe that schools have registered an increase in the supply of teachers. Demand for education has necessitated demand for more teachers, and because the government cannot afford to employee many permanent teachers, the option remains hiring agency teachers. As mentioned earlier, the government agencies hire qualified, temporary, employees. The government gives minimum qualifications, which must be met by the candidates. On the issue of teaching poor lessons in schools, the critics need to understand that agency workers mainly come from the minority groups in Britain, which include Asians, Africans, and other minority groups. Discrimination against race remains an issue in Britain. Britain citizens need to understand that the agency teachers can deliver as much as a permanent teacher can delive r. This is the only way people are going to appreciate the agent teachers. Some other critics assert that students and patient do not like seeing different faces each day, which comes due to organizations making use of temporary worker (Armstrong, 2006). Clients need to understand that only one person cannot serve them. Even without having agency workers, permanent workers also work in shifts. Therefore, the excuse of seeing different faces should not be used. Once again, the clients, as well as the critics should appreciate employees keep on changing places, and this. Permanent employees also go for leave, and their vacancies must be filled, not by permanent employees, but by temporary agencies. Most agency workers benefit from this form of employment. These people would have remained jobless if agency jobs did not exist. Most of these workers appreciate the fact that they are hired on a contract basis. Some permanent employees admit that they got their permanent jobs after working as temporary employees (Majumder, 2012). Some critics argue that the government needs to employ permanent employees rather than depending on agency workers. They base their argument on the fact that, recently, the government came up with a policy whereby the agency workers would benefit from increased salaries, as well as other benefits, which permanent employees enjoy.Advertising We will write a custom case study sample on Human Resource Management Group Project specifically for you for only $16.05 $11/page Learn More This means that agency employees will be receiving similar benefits to those received by other employees. This is why critics do not find it sensible. Instead, the government should employ these agency employees on permanent basis. The critics fail to understand that agency workers are competent people who need respect. The government has also promised to be hiring qualified employees as it has previously done. The fact that agency emplo yees belong to the minority groups in Britain should not make these employees less effective as compared to permanent employees. These people need appreciation, and stern action ought to be taken against whoever fails to respect them. Organizations also need to allocate equal duties to both permanent and temporary employees in order to ensure equality; hence job satisfaction. References Armstrong, M. (2006). Human Resource Management Practice. Web. Booth, A. L., Dolado, J. J., Frank, J. (2005). Symposium on temporary work – introduction, The Economic Journal, 112(2), 181-8. Web. Majumder, T. H. (2012). Human Resource Management Practices and Employees’ Satisfaction. International Review of Management and Marketing, 2(1), 52-58. Web. 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Commencement Speeches Essays

Commencement Speeches Essays Commencement Speeches Essay Commencement Speeches Essay Commencement Speeches BY kyleh21 Not Your Typical Commencement Speeches Something you dont plan to hear during your high school or college graduation is that youre not special. But, in fact, that was the primary message David McCullough had to deliver in his commencement speech to the graduates of Wellesley High School. David Foster Wallace and George Saunders also shared unusual, but thought- provoking messages to their respective graduating classes. With each of these unorthodox speeches comes insight into common human fallacies, whether it be elfishness or negligence or egocentrism. Although these speeches have been given very recently (within the last ten years), they all carry extremely powerful messages that should be considered and adopted for years to come. David Foster Wallace, who struggled with depression for nearly 20 years and eventually succumbed to it in 2008, shared quite a gloomy message for what normally is a cheery day in a persons life. His speech dealt with the egocentrism that lives inside all people, whether they acknowledge it or not. He xplained one of the most commonly frustrating scenarios we experience, being stuck in traffic after a long day of work, and how it always feels like everyone is in our way. But he instead asks us to consider how these other drivers are being affected by US. Perhaps the driver who recently cut you off had a sick child he was rushing to the hospital and YOU were in HIS way, for example. He tells us that once we live our lives in a way that fosters kindness and patience and consideration towards others, we will feel more fulfilled. Likewise George Saunders shared a plea for kindness. He shared his prediction that as we grow older, we gradually become kinder. So, he asks, if that is to happen, why dont we Just hurry up and start right away? Finally, David McCullough told graduates that they arent as special as they think they are. This is something quite uncommon to hear at your graduation. However, we all have our braggadocios tendencies and tend to want to conquer great obstacles so we can show off to others. My favorite excerpt from McCulloughs speech is his message to climb the mountain not to plant your flag, but to embrace the challenge, enjoy the air, and behold the view. What makes all of these speeches great are that they each deliver messages that make them unique from quintessential commencement speeches. The typical messages of congratulations and praise on the graduates hard-work have been replaced with messages delving into and dissecting human selfishness and arrogance. Personally, I enjoyed the speeches because they each gave me a different way of viewing myself, others, and the world around me.

Training and Development in Food & Beverage Dissertation

Training and Development in Food & Beverage - Dissertation Example In this current business environment, various factors have direct influence over the operations and entire performance of an organisation. The prior reason behind the establishment of any businesses is to sell maximum products and/or services to the customers with the prime intention of earning high revenue. In this regard, it becomes quite crucial and important for the organisations to effectively manage and utilise the various resources in an efficient manner for maintaining the economies of scale in their respective operations. In the current scenario of increasing level of globalisation and business market competition, the organisations tend to effective manage their internal practice and desire to provide exceptional products and/or services in the dynamic business environment. This particular scenario has certainly led the organisations to carry out their different activities in a well and integrated manner with forming as well as preserving well-built contractual relationship amid the workforce. The performance of any business is highly dependent on how efficiently the organisations are involved in producing goods and/or services to satisfy the customers. Thus, placing required number of workforce does not led towards ensuring the succession of the business (Saks, 2010). In relation to the above context, the workforce should remain efficient in terms of their skills and necessary responsibilities that have been assigned to them. In this regard, appropriate and regular training along with development are necessary.

Perspectives on Macroeconomics Assignment Example | Topics and Well Written Essays - 1000 words

Perspectives on Macroeconomics - Assignment Example First, the Greece government is responsible for allowing a weak political system that resulted to the mismanagement of domestic economy thereby contributing to the additional government debt at an incredible rate (Georgios, 2010). Compared to other Eurozone economies, this debt rate was very high. Secondly, the financial market especially the credit rating agencies were myopic in their prediction of the US sub-prime mortgage loan crisis of 2007. Consequently, the attempts to unveil potential sovereign debt crisis led to an overreaction and the country’s large budget deficits made the economy a target. Lastly, there was a fair part of the blame on the delayed reaction of the European Central Bank by the Eurozone governments particularly Germany (Georgios, 2010). Based on history, financial crisis tends to result to sharp downturns economically, low revenues for the government, government deficits that keep widening, high debts levels, and the pushing of government into defaults (OECD, 2013). A recession also results to high unemployment levels, falling average incomes and increased inequality. In the course of a recession, there is a fall in GDP that results to increased unemployment. Unemployment is attributed to firms going bankrupt hence most workers losing their jobs, and firms failure to hire new employees in the aim of reducing costs. In addition to not hiring new employees and reducing the number of employees, recession forces organizations to reduce costs which then translate to low wages especially the temporary workers (OECD, 2013). Reduction of costs amongst firms is also as a result of high costs of living that see most workers have their real wages cut. Fall in tax revenue is also another result of recession since firms make le ss profit that translates to low corporate tax; employees receive low income that result to lowered income tax; and lower expenditure result to lower VAT payments. Lower VAT payments were experienced in Greece during 2011