The Abortion Controversy Essay -- essays research papers

The controversy within the biomedical ethics topic, abortion, has two main proponents. The first is the view against abortion, also known as pro-life. The other view is rooted upon the belief of being pro-choice, or basically for abortions. These two different views are like two mathematical principles, in that although these two views have many differences, they also have larger similarities in the background. For example, when pro-choice activists support abortions due to unwanted pregnancies, the activists are not rallying behind the idea of sexual incompetency (pregnancies due to lack of birth control). Rather, they are supporting the idea that women have the right to choose what to do with their own bodies. In order to understand these opposing views, justifications and condemnations, on abortion, it can basically be divided into three categories. These categories are based upon the reasons for which abortions are carried out, and include congenital defects, rape, and economics . Congenital defects, is when deformities within the baby are detected during an early stage of a pregnancy. These defects, such as Down’s syndrome, are detected through an amniocentesis test. The second justification for abortion is from criminal cases, such as rape. A final reason for an abortion is due to economics, the financial condition, of a family. Economics can also include cases such as teen pregnancies. The anti-abortionists have numerous reasons for their beliefs, and many of them are attached to their religion ideals. Religious ideals, range from having an abortion before 120 days after the pregnancy, as in Islam, to considering it a sin to have an abortion, as in Christianity. However, the anti-abortionists’ reasons also come from the belief that a human being is born after conception, and that the death of that embryo or fetus resembles the murder of an innocent human being. They believe that no one has the power to take command of another’s life, mainly an infant, which is dependent on others for survival during the initial stages of life. In addition, to the fact that abortions kill innocent human beings, anti-abortionists believe that they also damage the mental, as well as physical condition of the mother. Since, after an abortion a mother is more susceptible to breast cancer, and to periods of depression. In the case of congenital defects, the pro-life activis ... ...cal analysis of abortions. In the eyes of Economics, abortion can also have a negative effect, or an opportunity cost. For example, is the mother of Einstein or Darwin had an abortion, then the opportunity cost would be the loss of knowledge they discovered. Likewise, the opportunity cost of an unborn child due to abortion, whom could have had a significant effect on human race, can be devastating. Work Sited Anderson, D. E. Newsroom Guide to Abortion and Family Planning. Second Edition. Washington, D. C.: Dickinson Publishing, 1996. Harrison, Maureen, and Steve Gilbert. Abortion Decisions of the United States Supreme Court: The 1990’s. Beverly Hills: Excellent Books, 1993. Joffe, C. Doctors of Conscience: The Struggle to Provide Abortion Before and After Roe v. Wade. Boston, MA: Beacon Press, 1996. Melville, Keith. The Battle Over Abortion. Dubuque: Kendall/Hunt Publishing Co., 1990. Whitney, Catherine. Whose Life?. New York: William Morrow and Company Inc., 1991. Internet Source. http://www.cbctrust.com/medproc.html Internet Source. http://www.prolifeinfo.org/statestats.html Internet Source. http://www.prolifeinfo.org/up16.htm Internet Source. http://www.tidalweb.com/life/go.htm

expatriate failures :: essays research papers fc

EXPATRIATE FAILURES â€Å"The internationalization of business has proceeded at a rapid pace as the world has become a global economy.†(Mathis, Jackson 2000) This is the very reason why companies now have the need for international executives. As all aspects of a business spread worldwide, so must the employees. An expatriate by definition is a home-county national, usually an employee of the firm, who is sent abroad to manage a foreign subsidiary. (Rodrigues, 2001) A successful expatriate generally requires an extensive amount of time and money, however, a failed expatriate can be even more costly for an organization. A study of multinational corporations showed that 69% (of the firms surveyed) had recall rates of expatriates between 10 to 20 percent. Compared to Japan and their figures, (86% of firms had less than 5% recall rate) the United States has room for improvement. (Tung, 1981) There are many reason for expatriates to fail and many differences between Japan and United States’ hum an resource management planning.   Ã‚  Ã‚  Ã‚  Ã‚  One of the main reasons why expatriates fail is due to the social and physical environments of the foreign country. Adaptation problems can effect the on-the-job effectiveness of the expatriate. Different value systems and living habits are a main cause of adaptation problems and the inability to communicate only worsens the problem. Lack of communication verbally and nonverbally can affect every aspect of a persons career and person life. If someone can’t communicate, imagine the difficulty of going to the bank, dealing with customers, and even going grocery shopping. In addition to the new surrounding environments, if the expatiates family can not accompany them or is not happy with the new living arrangements then it could result in separation anxiety. Humans need to feel secure in their environments and with all of these downfalls it is extremely difficult to accomplish. When an expatiate is not happy with their situation, it will reflect on their job p erformance.   Ã‚  Ã‚  Ã‚  Ã‚  Some other reasons for expatriates to fail are differences in the managerial and organizational principles. If a foreign country has different principles than the home-country than implementation can be very difficult. This also applies to objectives and policies. With such differences the expatriate may need to conform to the local situation. â€Å"If the expatriate manager’s authority is visibly constrained, his or her opportunity to establish and maintain an effective relationship with local associates is diminished.† (Rodrigues, 2001) An expatriate’s authority can appear constrained if the home office overcentralizes the decision making.

Qantas Cas Notes Essay

Analyse and interpret data Maintain Qantas/Jetstar’s combined domestic market share of 65% Match capacity with demand sustaining loads around 80% Grow Jetstar in Asia Increase internet sales Increase customer service standards Enhance complementary portfolio businesses like Freight Reduce losses of Qantas international Transform Qantas International for focusing on right aircraft, right route, network optimisation and margin improvement Grow their frequent flyer program members and partners Market Segmentation and Selection of the Target Market Qantas’ market segmentation is complex because each segment has distinctive and different needs and expectations, such as the need to make stop-overs, the ability to pay fare levels and expectations in terms of in-flight service and comfort. Qantas mainly uses behavioural segmentation to select its target markets. Buyers are distinguished according to trip purpose e. . business and leisure/non-business travellers. Marketing Strategies Positioning Formulating the Marketing Mix Product Strategies Scheduling features Comfort-based features I ne Qantas Frequent Hyer scneme (H- Intangible benefits Brand name Price Cost plus margin: Qantas determines the cost of production and then adds a margin for profit Market: most fares at Qantas are determined by the market, where demand is matched with supply Competition based: monitoring what other airlines such as Virgin Blue are charging Pricing Strategies Price penetration Full Fares Promotional Fares Loss Leading Promotiono Advertising Sales promotions particularly in periods of subdued demand. When Qantas first launched Jetstar it released 100,000 tickets at $49. Qantas also launches a two-for- one ticket sale, which allowed a second passenger to fly for the cost of taxes and charges. Personal selling Publicity Place/Distribution Distribution to end customers is achieved by Qantas in two ways, direct and indirect. DIRECT – via its own retail outlets INDIRECT – via sales agents People Because most customers have direct contact with Qantas employees, especially on he ground, the impression they give has a big impact on how Qantas is perceived. Qantas staff must have appropriate personal attributes and training for their Jobs. Qantas spends more that $275 million a year on staff training to ensure a very positive interaction between its customers. Processes Booking flights online Online check in Mobile check in cnecK In KIOSK Physical Evidence Qantas’ customers are influences by Qantas’ signage, its website, its terminals, its lounges, etc. E-Marketing uses an electronic medium to perform marketing activities, e. g. website, email. Global Marketing is the use of marketing activities across national boundaries. Qantas uses: Global Branding Standardisation Customisation Implementing, Monitoring and Controlling the Marketing Plan Qantas has a systematic base for continually monitoring, controlling and adjusting its marketing activities using the following tools: Developing a financial forecast of revenue using statistical models, past sales data, executive Judgement and surveys of customer buying intentions. It then estimates costs such as market research costs, promotion costs, product development costs and distribution costs. Comparing actual and planned results using a number of performance criteria.

Human Resources Final Project Essay

The role of the HR Department of the Department of Human Services (DHS) is to handle all aspects of employee relations. The areas it covers are Recruiting and Selection, Training and Development, Performance Management, Employee Discipline, Compensation and Benefits and Labor Relations. Each of these areas is vital to the effective operation of the company as a whole. Although each area is outlined in detail, there is still room for improvement in each. The Recruiting and Selection process at the Department of Human Services (DHS) is a fairly simple one. The requirements for the applicants are not strenuous; thereby allowing a wide range of applicants to be considered for the positions. It is recommended that a personality test be given to each applicant in order to gage their ability to handle the many different scenarios they will encounter while employed at DHS. A prerequisite for applying should be that the applicant has worked in an environment which required handling stressful situations. The Training and Development process at DHS consists of both Internal and External training methods. One such external method requires the new hire to travel to the corporate headquarters in Atlanta, GA. This training lasts for two weeks and requires the applicant to stay nightly at that location to complete the training. A suggested change to that training would be that it is held locally for those new hires that may not be able to travel for such long periods of time due to family obligations, such as having small children. As far as the internal training is concerned, the coaching portion done one on one with the new hire should be extended well after the training process has ended. This will ensure that the employee is still understanding his or her job duties and performing them accordingly. The Performance Management aspect of DHS is one in which the employees are evaluated yearly to measure their success in their position on an individual and team level. Each employee is measured according to his or her  position’s requirements and job duties. A beneficial change to this process would be to review each section of the evaluation form with the employee well in advance of their evaluation date. This will give the employee a heads up on the areas within their job that they need to focus one and the goals they need to achieve before their yearly evaluation time arrives. The Employee Discipline process at DHS serves to ensure that employees are receiving corrective action whenever a workplace infraction occurs. The employee can receive either an oral or written disciplinary action depending on the severity and frequency of the offense. Employees are given feedback on how to correct their action after the offense occurs. However, there are times when an employee is not given the proper follow up and feedback after an infraction occurs. This can in turn cause the employee to commit the offense again and make the disciplinary action process go to the next level. DHS should make sure proper follow up is done on a regular basis to ensure the education and growth of the employee. The Compensation and Benefits packages offered at DHS are designed to help make the company a competitive one. Salaries are paid on a bi-monthly basis on the 15th and last day of each month. Employees are given the option to add healthcare benefits, sign up for 401k or flexible spending accounts. There aren’t many incentives offered at DHS. One such incentive which could be offered is rewarding employees based on their monthly performance individually and as a team. This would assist with keeping employee morale high and giving them something to strive for. Also, the starting salary should be increased in order to keep the job a competitive one on the job market. Potential employees are attracted to a nice salary as well company incentives. It is essential for DHS to maintain strong and positive Labor Relations between employees and management. The employee should always feel as if they have the help and support of their management team. Communication between the two must be maintained at all times so that issues and concerns can be addressed effectively. One way for DHS to improve these relationships is for there to be more interaction between the employees and management in a non-working environment. This can be accomplished by  establishing company sporting leagues or having company picnics. The HR Department of DHS is the chief factor which ensures that the company is run smoothly and efficiently. Each functional area has a particular job to accomplish. It is important that each area be explored thoroughly to determine if each is accomplishing the tasks it has been given to handle. Implementing a few changes in each area will help to take the HR department to the next level. References Smith, A. E. (n.d.) What are furlough days? Retrieved on October 27, 2012 from http://www.wisegeek.com/what-are-furlough-days.htm Recruitment (n.d.) retrieved on October 27, 2012 from http://www.ohrmd.dhr.georgia.gov/portal/site/DHS-OHRMD/menuitem.a90032b0182b9d5171f585c4da1010a0/?vgnextoid=bc80e250e1522310VgnVCM100000bf01010aRCRD People Management-Recruitment Methods (n.d.) retrieved on October 30, 2012 from http://www.tutor2u.net/business/gcse/people_recruitment_methods.htm Heathfield, Susan, M. (n.d.) Hiring Freeze Retrieved on October 30, 2012 from http://humanresources.about.com/od/glossaryh/g/hiring_freeze.htm Temporary Worker (n.d.) retrieved on October 30, 2012 from http://education.yahoo.com/reference/encyclopedia/entry/tempwkr Selection (n.d.) retrieved on October 30, 2012 from http://www.odis.dhr.state.ga.us/1000_adm/1300_ohrmd/MANUAL/0402.pdf Employee Orientation (n.d.) retrieved on November 3, 2012 from http://www.odis.dhr.state.ga.us/1000_adm/1300_ohrmd/MANUAL/0501.pdf Marti (April 6, 2010) Human Resources: Informal vs Systematic Appraisal retrieved on November 7, 2012 from http://bloghresources.blogspot.com/2010/04/informal-vs-systematic-appraisal.html Performance Management (n.d.) retrieved on November 8, 2012 from http://www.odis.dhr.state.ga.us/1000_adm/1300_ohrmd/MANUAL/0701.pdf Disciplinary/Dismassal Actions-Classified Employees (n.d.) retrieved on November 16, 2012 from http://www.odis.dhr.state.ga.us/1000_adm/1300_ohrmd/MANUAL/1601.pdf Drug Free Workplace (n.d.) retrieved on November 16, 2012 from http://www.odis.dhr.state.ga.us/1000_adm/1300_ohrmd/MANUAL/1301.pdf Grievance Procedures for Employees (n.d.) retrieved on November 17, 2012 from http://www.odis.dhr.state.ga.us/1000_adm/1300_ohrmd/MANUAL/1501.pdf Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M., (2011) Fundamental of Human Resource Management: Giving Performance Feedback (4th ed.) New York, New York: McGraw-Hill and Irwin Culpepper and Associates (November 24, 2010) Salary Structures: Creating Competitive and Equitable Pay Levels Retrieved on November 30, 2012 from http://www.shrm.org/hrdisciplines/compensation/Articles/Pages/SalaryStructures.aspx Calculation of Salary Payments (n.d.) Retrieved on November30, 2012 from http://www.odis.dhr.state.ga.us/1000_adm/1300_ohrmd/MANUAL/0801.pdf Salary Adjustments (n.d.) Retrieved on December 1, 2012 from http://www.odis.dhr.state.ga.us/1000_adm/1300_ohrmd/MANUAL/0802.PDF Eligibility of Benefits (n.d.) Retrieved on December 1, 2012 from http://www.odis.dhr.state.ga.us/1000_adm/1300_ohrmd/MANUAL/0901.pdf

The Role of HR Department in the Hiring of the New Employees

Before turning to the factors affecting the proper organization of a Human Resources department and its role in hiring new employees, briefly need to stress the organization of the department itself. National Hellenic Land and Property Register consist of HR Executive Manager, two HR generalists, one HR coordinator and one HR assistant.The binding function of human resource management to business strategy at the operational, administrative and strategic level, facilitating managers and line workers and the continuous monitoring of developments, both internal as well as external highlighting role of Human Resources into a modern enterprise, and demonstrate the importance of the department. Recruitment and selection of staff responsibilities are exclusively assigned to the Executive Manager of Human Resources.The manager is responsible for all actions relating to vacant or new job, promotions and personnel movements, and maintains the necessary number of employees by carrying out recru itment. The departures of employees and management mainly for reasons of retirement have resulted in the evacuation of jobs. Usually outgoing are people with enough experience in positions of responsibility. Thus the filling of these positions is usually done with internal recruitment. In particular, the HR manager is obliged to communicate in the form of circulars typically jobs that are to be met.The same procedure is followed in the event that created new jobs, but in which they can meet their employees with the knowledge and experience they possess. The various movements, promotions and retirements are leaving them uncovered jobs, responding mainly to simple tasks without supervision and accountability. To meet the specific positions, HR Department addresses recourse to external recruitment. As already mentioned, the decision to conduct large- scale recruitment is solely the responsibility of the manager.Usually in the medium term cared to cover positions internally (delay Promo tions – assignment of multiple tasks), while intakes are in the long periodic basis by conducting external competitions. The HR manager is responsible for the organization and conduct of these competitions, and for notification of job vacancies nationwide. Analyzing the recruitment process shows that there are some points that need improvement. First, the company needs to unblock the recruitment process from the logic of the periodic competitions.It is appropriate to be recruited annually, based programming needs already done the Human Resources Department. Even through â€Å"external recruitment should be extended tank pumping concerned, possibly by linking the company with the finance departments of Greek universities to attract people most concerned with the essential object of activity of the National Hellenic Land and Property Register, given that as the situation today , the attraction is rather randomâ€Å"(Petrakis, 2012) , however, and certainly without any necessa ry filters.The only case where it is applied successfully recruiting process as described scientifically by the Human Resources Administration, is recruiting qualified professional staff. The recruitment process has been upgraded to the extent that a separate sub-division within the Directorate of Human Resources. The HR generalists are primarily responsible for the execution of all actions that contribute to the proper staffing of various jobs. It operates on two levels, the original recruiting agents, and this selection of employees for staffing positions of responsibility.During the recruitment process, successful candidates go through specific stages of selection, and which lead to the final hiring decision or rejection. These stages are interviewing executive sub address selection, which mainly outlines the psychosocial profile of the candidate, a test of perception and intelligence, control and verification of references accompanying the application documents and medical exams . Noted at this point that successful candidate’s recruitment is rarely rejected at selection stages. These are more important for recording various characteristics of employees, and simply recorded and archived for future use.The selection plays a very important role in the process of promoting employees and staffing positions of responsibility. At this level, historical data have occasionally recorded, account together with the data obtained from a second selection process done at that time to candidates who meet the set criteria. The latter process involves a detailed interview with each candidate, where he is asked to describe the reasons is interested in a specific location, and design and analysis of annual performance evaluation sheetsâ€Å".  (McConnell, 2005)The final conclusions of this choice lead to the promotion decision or rejection of the official. The selection procedures used by the National Hellenic Land and Property Register judged as adequate and relati vely well designed. The tests and interviews are done by highly trained staff and have a high degree of reliability. It is useful to introduce assessment procedures of virtual projects, before taking up his new duties, in order to verify in practice if and when candidates for key positions are capable and experienced enough to cope with any difficulties.

Personal case study Example | Topics and Well Written Essays - 1250 words

Personal - Case Study Example Most human being are unique in many ways hence psychology tends to explains the similarities through understanding of their respective societal ethics. In understanding different human traits, personality psychology explains how human differ from others. This school of psychology also explains why some of aspects contradict or complement on human life. According to research, this field of discussion came later after all other schools had been discussed by psychologists. Stages of Development According to Freud’s explanation on the theory of psychodynamic, personality is structured in three major categories namely; Id, Ego and Superego and psychosexual stages of development. Whereby Id explains the basic instincts of all human beings, Ego refers to the stage which connects an individual’s Id and superego. Superego depicts human morals acceptable behaviors while psychosexual stage is the last stage in this theory which paves way for behavioral stage. The first stage of de velopment starts immediately after birth to 1 year of age. This is the stage where infants tend to acquire pleasure from sucking. At this stage, the infant may be at a position of chewing pencils, rubbers, thumbs, finer nails biting as an affixation. The next stage is the anal stage (1-3years). At this stage, young children enjoy releasing urine and other waste products from the body. Parent have difficult work in training their children how to use toilets because if they are not well trained they will end up becoming anal retentive. Cleanliness is the major affixation at this stage or messiness. In that a child may hold urine for quite sometime and release it at his or her own will. The enjoyment at this stage is crucial to parents for the development of their children. Between the years of 3 to 6 refers to as the phallic stage. At this stage, the Id of an individual focuses on the genital impulse which explains why children find pleasure from their genital stimulation. Parentsâ₠¬â„¢ major worry is the Electra conflict and oedipal conflict for both girls and boys respectively. The child tries to explore his or her body needs with the opposite sex hence may result to wrong sex forcing the parent to have anger towards them. Parents tend to take much time with their children so as to teach them on the various life outcomes but not in depth since they fear they are not grown enough to follow their parents’ restrictions. At the latency stage, the child’s superego develops. At this stage it is believed that there is no much change as of developmental happenings. Lastly is the genital stage of development. It also takes place at the adolescent stage where the child tries to find pleasure through sex or they may have the need for sex. Parents have enormous task of advising their children intensively so as not to indulge in unwanted pregnancies and unhealthy relationships which may affect their later lifestyles. Bandura explains cognitive theory as a s chool of thought which gives an individual the right to socialize free within the given environment which helps in the developmental learning due to the immediate environment. The psychologist believed this theory is the connector between the environment and the human behavior. The theory focuses most on the observations or imitation of others behavior thus triggers an individual to behave the same. For example

International business & institutions Essay Example | Topics and Well Written Essays - 2000 words

International business & institutions - Essay Example Key Findings Regarding Market Opportunities in China China is one of the strongest economies of the world. According to statistics on the Chinese market, the number of urban households owning a computer stood at 27.8% in 2003 compared to just 2.6% in 1997. Speaking of white good manufacturing, it’s something that’s being carried out on a very grand stage in China for a vast amount of time now (Access Asia Limited 2006). White goods like washing machines and refrigerators have been possessed by most of urban Chinese population since the mid of 1990s. However, as such they haven’t been found in much quantity in the rural areas of China even though the according to the recent studies, the rate of such purchases by rural households has witnessed a sharp increase. The Porter’s diamond is often used to explain why certain countries enjoy an exceptional reputation for certain goods and services they produce. We all know Germany is famous for car manufacturing, Ja pan for its cameras and game stations the UK for its financial services. The Porter’s diamond helps us explain why all this happens. One of the determinant factors of the Porter’s diamond is factor conditions. China is an over populated country. The population of the country has increased so much that there are a lot of people roaming around jobless. In such a demand supply mismatch, labor can usually be hired at cheap rates. Refrigerator manufacturing usually requires labor to interconnect parts and oversee the running of machinery. A lot of money can be saved in term of hiring cheap labor. Another of the factor conditions that favors the production of electronics like refrigerators in China is the weather. The warm Chinese weather is perfect for the condensed gas found in the refrigerator’s condenser. Too hot or too cold weather often causes problems in the condenser and extra cost has to be incurred to refill the leaked gas. Demand conditions are the second f actor in Porter’s diamond. There would be obviously no reason to produce goods and services where there isn’t a demand for such products. China is the most populous country in the world and with an ever increasing population, the demand for refrigerators can be foreseen to be high in the future. In such circumstances setting up a refrigerator manufacturing plant directly in China would result in an increase in profit and lowering of costs. Cost would be lowered as they refrigerators be manufactured locally and therefore wouldn’t have to imported and hence cost reduction could be experienced in the form of saving on import related duties and taxes. Hubei is a probable location for our European based company to set up a refrigeration plant. The Hubei province is located in the middle of China and is also referred to as the natural distribution hub of China. The province of Hubei has slightly more skilled labor as compared to other parts of the country and has alre ady well-established supply chains. The province is already home to a lot of companies ranging from telecom sector to electronic appliance and computer equipment makers (Joint Environmental Markets 2000). Another factor from the Porter’s diamond is whether there are related or supporting industries or not. It is a generally well known fact that that industries often benefit from each other if they are located in the vicinity of related and supporting indust