Hospital System Management Essays - Health, Personal Life

Hospital System Management Introduction Technology in modern world is increasingly becoming important and necessary in the lives of many people and organizations. For example, use of technology can be cited to be in great use in key areas like education, entertainment, advertisements, banking, warehousing and health (Prakashan 2008, p. 6). Due to this, it can be deduced that for organizations to succeed in modern world the aspect of automation is vital and necessary. Automation of organizations in itself is considered to play a key role of increasing efficiency in the organization while at the same time ensuring quality services that are delivered within the organization (Prakashan 2008, p. 6). All these activities have become possible due to emergence and development of computer systems that are increasingly becoming important within organization due to their ability to add value to services. Different computer based systems have been developed and currently each of them play an important and integrated management role in an organization. Some of the available computer based systems that organizations rely on include Management Information Systems (MIS), Decision Support System (DSS) and Geographical Information Systems (GIS) that are useful in computerizing different activities (Prakashan 2008, p. 6). In this respect of understanding, computer systems in an organization that this research paper aims at study hospital system management in a developing country. Key objectives to realize this include: briefly researching on the history of hospital system management, analysis of existing hospital systems management in a developing country, explaining how a good system should look like and lastly, identifying the ways of managing a hospital system when it has been integrated. Hospital System Management: History Computer systems have evolved to become useful in performing functions like collecting, analyzing, storing, retrieving and displaying information appropriately, as it may be required. At the same time, computer systems perform an important function of integrating resource flows, functions of management organizational working of departments together with various technologies implemented by the organization. To this extent computer systems in an organization are becoming a necessity that an organization cannot function effectively in absence of such systems. In the 21st century, especially for organizations, it entails that to insure an excellent performance organizations will need superior systems that have ability to integrate organizations' activities more effectively. Hospital systems management has been used interchangeably with hospital management systems where in most books the two words have been used to mean the same thing. Moreover, analyzing information in most books on HSM, a thin line that is almost non-existence characterizes HSM and hospital information systems (HIS). Therefore, research on HSM will largely be intertwined with HIS. Accounting HSM history, one has to remember that the history is largely associated with the emergence and development of management engineering in organizations (Wolper 2011, p. 403). The history of the development of hospital system management can be categorized into four groups: 1950s period; 1960-1970 period; 1980s period; 1990s period and the future (present) period (Wolper 2011, p. 403). The 1950s period was characterized by growth of management engineering in hospital where was full-time employment of hospital management engineer. Further, this period was characterized by the development of university programs for education and service in management engineering and the subsequent founding of the hospital management system society (HMSS) in 1961 (Wolper 2011, p. 403). As time went by HMSS has started to be a membership society for majority of information system specialists and since then it evolved to become known as health information and management systems society (HIMSS) in the present times (Wolper 2011, p. 403). The period between 1960s and 1970s was characterized by increased utilization of system resources as management engineering became more integrated in organizations. Utilization of systems was seen to be necessary especially at increasing productivity in healthcare organizations. During this period, management engineering became concerned with improving operations in problem departments and this included enhancing patient admission processes and improving supply systems together with developing efficient employee-scheduling systems (Wolper 2011, p. 403). During the 1980s period hospital management system as a young field continued to grow and expand. This was the period when federal prospective payment system (PPS) was developed (Wolper 2011, p. 403). The objective behind this development was to reduce acute hospitalization that had become a great problem. Systems during this period also concentrated on hospital staffing where was a large creation of systems to maximize reimbursement. During the 1990s period PPS systems continued to be vital but their usefulness was outweighed by great pressures to reduce healthcare costs. As a result, there was the development of an enhanced new reimbursement system that could manage care (Wolper 2011,

Organizational Culture

Organizational Culture Abstract This paper examines the way organizational culture impacts on decision making by two authors, Sekaran (2004) and schein (2005) by taking us through the effects of strong and weak cultures on leadership and bringing to view the culture and sub-cultures that have to be factored by management in making the best decisions in line with organizational goals.Advertising We will write a custom research paper sample on Organizational Culture specifically for you for only $16.05 $11/page Learn More It examines what happens when organizations merge, employee education on the impending merger, the role of management in the merger process for achieving the best results, how a change in organizational strategy may impact on an organization’s objectives, goals and mission, the role of decision making in organizations in line with conflict resolutions and risk aversion, and the common bias to be avoided in decision making for effective and efficient utilizat ion of resources in line with an organization’s objectives, mission, and goals. Introduction A key element that holds sway in decision making in an organization is its culture. An organization’s culture should be clearly understood by its leadership to help them make the best strategic decisions in line with its objectives, mission, and goals. Formal and informal culture should be incorporated in decision making by the leadership which should embrace a strong culture for the best and desirable results. Decisions made should not conflict with an organization’s culture, whether formal or informal. This calls for employee education when an organization changes its strategies to ensure full employee cooperation at all levels of an organization’s existence, thus ensuring a smooth transition from one strategy to another. When mergers occur, active employee participation, employee education, and leadership should ensure a seamless merger of different cultures in to a single organizational culture. To avert risk and other undesirable happenings within an organization, leadership should embrace the best decision making strategies and put in place measures to help counter any bias in the process. Impact of organizational Culture on Decision Making Strategic leadership calls for the creation and maintenance of organizational characteristics that bring about collective effort. Thus organizational culture is vital in driving an organization into achieving its goals. Organizational culture has a far important influence on organizations, the way decisions are made, the outcome of those decisions and the effect of those decisions on the strategic position of those organizations. These are the values and norms which influence interaction between employees, define organizational goals and help an organization operate efficiently in the pursuit of its goals in line with established standards of behavior. Thus a strong culture helps influence employees in collectively pursuing organizational goals.Advertising Looking for research paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More An organization’s culture shapes the outcome of the complex and challenging decisions, the decision making process and the impact of those decisions in achieving the desired goals. These values and norms influence the way employees interact in an organization, their standards of behavior and an organization’s interaction with its environment (Sekaran 2004). This results in good internal integration and external adaptation. Decision making in an organization is a complex and challenging issue which entails a strong organizational culture for its mission, vision, goals, and objectives. Organizational culture is a strong element in decision making and leadership in positions should critically analyze an organization’s culture to enable them make the best strate gic decisions. A weak organizational culture calls for extensive reliance on procedures, and organizational bureaucracy in implementing its objectives and reaching its goals, leading to reduced innovations, and reduced employee motivation. Organizational culture and sub-cultures greatly influence the outcome of decisions made by the leadership. An organization’s culture envisages several other subcultures which also play a vital role in influencing the outcome of decisions and the way decisions are made. Schein bring to view a detailed analysis on how subcultures are formed from different subgroups and specific subgroups. These subgroups have different identifiable characteristics in an organization, by classifying themselves on the basis of social primary workgroups, occupational skills, and age. This is typically evident in the Department of Defense which comprises â€Å"distinct cultures of the different military services and the corps of civil servants assigned to each s ervice agency. A closer examination of each service culture reveals still greater cultural differentiation among occupational specialties, specific units within the service, and between line and staff personnel. Yet all of these subcultures adhere to the core ideologies, values and norms of the DOD† (Sekaran 2004) What happens when organizations change their strategies Changing or merging different cultures to come up with one culture for an organization is a difficulty and complex task. This undertaking envisages setting objectives, introducing employees in an organization to the new culture resulting from a merger, integrating the culture and the new organization to the environment.Advertising We will write a custom research paper sample on Organizational Culture specifically for you for only $16.05 $11/page Learn More In addition, this calls for an evaluation of the result and a renewal of the integration methods in line with organizational goals. Active participation by employees forms a fundamental driving force for an organization in reaching its desired goals in view of the new strategies it adopts. Employee discontent or satisfaction determines the success of a new strategy. An organization’s core competencies should be focused for it to stay afloat in a competitive market. It is of primary importance that organizations continually revise and change their strategies. The HRM, human resource managers, should ensure effective quality management initiatives based on a thorough knowledge of organizational behavior, cultural values and norms, and the diversity of the strategy, a core factor in change management initiatives. This makes the company stay afloat in a competitive market, leads to risk aversion, and maintains the market base inline with its mission and goals. Thus a company maintains its strategy and improves its position in the market. What happens when two organizations merge? The merger process between or ganizations with different cultural values and norms presents a greater challenge to the employees and the concerned management. Mergers are particularly made for the purpose of synergy. This process depends entirely on the organization’s behavior, culture, creativity, and the innovative genius of the people. A seamless and smooth transition to a merger relies on the ability of the HRM, human resource managers, in making initiatives for the recruitment, structure and of the company’s workforce while ensuring a seamless cultural change. Capable leadership is required for a successful merger in restructuring an industry. The leadership role envisages planning and managing the merger in order to arrive at the intended culture. To help merge a diversity of cultures in the merger process, employees of the companies need to be educated on the impeding merger, reasons for the merger, and be convinced about the value of their work for the company and their role in the merger p rocess. This inspires motivation and confidence in the organization. Employees are likely to feel valued, motivated and secure. In a merger, various subgroups exist which require interpersonal interaction (Schein 2005). This kind of interaction comes with value added benefits for the newly formed merger. Subgroups benefits include interaction with peers thus assimilating new employees to the new merger, interaction with supervisor which creates culture in the new employees, and interaction with senior co-workers.Advertising Looking for research paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More â€Å"When planning culture change, it can be helpful to utilize those aspects of existing organizational support systems that foster desired behavior†( Schein 2005). A sense of community makes people feel trusted and dependent on one another. People perform different roles and functions. People with similar cultural values should know each other’s aspirations and interests. Times of need require that members come together to aid their peers in creating a sense of belonging to one another while feeling welcome to the new merger. There should be a shared vision, mission and goals. A shared vision should be integrated with members holding the same value systems. Members of an organization should be made to feel the oneness of purpose and a sense of belonging to that organization. In implementing organizational behavior and culture, executives should play the role of coaches and profit consultants instead of the role of boss. The Role of Decision Making in an Organization Decision making in an organization is vital in determining the outcome of decision and their implications on the running of an organization. It is vital to integrate an organization to its environment through the decision making process. This calls for leadership to adopt the best course of action in carrying out an organization’s tasks. This results in the best course of action and in an optimum use of scarce resources. Workplace problems can be solved through the decision making process such as negative employee attitudes, crisis aversion, and conflict resolution. Decision making helps identify the best course of action, and promotes efficient and effective use of scarce resources. This leads to employee satisfaction, motivation and increased productivity Common Bias in Decision Making Decision making is a challenging and complex undertaking that plays on an individual’s psychology. Biases are bound to exist ranging from cognitive to personal biases. Various factors play a significant role in the type of decisions made by the leadership of an organization. In the decision making process, selective search evidence is bias where we go out in the search of evidence to support a specific conclusion. Further, we may be unwilling to change the way we think in the face of new circumstances, usually referred to as, inertia. By doing away with information that we feel is unimportant, we fall into selective perceptions bias. Recency, biasness in decision making entails placing emphasis in recent information with little regard to preceding information on an issue. Groupthink bias is based on peer pressure while uncertainty bias is where we underestimate the future. Choice-supportive bias results when we interfere with our memories on the attractive option of choice, and repletion bias, where we belief that all information is in our domain (Schein 2005). Bias in decision making has either positive or negative implications on the outcome of a decision. How ever, when making decisions, for the best results, an organization should put in place measures to counter self bias. This will generate confidence on the management from organizational employees and the organization’s environment. This also generates a strong organizational culture and calls for a concerted effort in the part of administrators in ensuring formal decisions based on formal and informal structures within an organization. Conclusion Leadership should be well versed with an organization’s culture, be it when a change in strategy occurs, or a merger takes place, understand the cultures and subcultures to make the best strategic decisions for the good of an organization. The best decision making should be embraced by leadership to avert any crisis, motivate employees, and resolve conflicts amicably while putting in place measures to help curb any personal bias which may arise in the decision making process in an organization. This could put an organization i n a better position and enable it to effectively and efficiently utilize its scarce resources. References Schein, E.H. (2005) Organizational Culture and Leadership, (3rd ed.), Jossey-Bass. Sekaran, U. (2004). Research methods for business: A skill building approach (4th ed.). New York: John Wiley Sons, Inc.

Macroeconomic Situation Essay Example | Topics and Well Written Essays - 500 words - 4

Macroeconomic Situation - Essay Example make up for lowering tax revenues, US local government fired various workers and educators and payrolls were lowered which hampered consumer spending (Homan, 2010). Moreover, the value of dollar is declining against many other currencies and it is expected that Fed will pursue a new round of large-scale asset purchase. Felsenthal and Costa (2010) argues that decline in the value of Dollar is the result of Fed’s easy money policy because investors moved out of dollars and invested in other currencies to achieve higher returns. They also highlighted that Federal Open Market Committee (2010) has decided to employ its own policy tools because FOMC seems to have an explicit easing bias. The inflation expectations in US are increasing and investors are showing their concerns that Federal Reserve’s efforts to revive the economy will further drive up the inflation and it is expected that Fed is going to use tools like quantitative easing (Mackenzie, 2010). Developed nations usu ally use advanced tools of monetary policy like quantitative easing which is an asset purchase program (Rashid, 2010). Therefore, if expansionary policy is pursed then it is expected that tax cut would increase the household consumer spending and government spending would stimulate the economy by improving the demand and supply sides, thereby, helping the US economy to spur its recovery. In order to recover from recession, U.S. Congress has two fiscal policy tools including tax policy and government spending. Carreira (2010) argues that debates in Washington on fiscal policy have been always over the mix of government spending and tax cuts. He argues that US Congress should adopt the Keynes model and to stimulate the US economy, government spending should increase and taxes should be cut. Treasury Secretary, Geithner’s recommendation to US Congress to extend expiring tax cuts for the middle class (Smith, 2010) is another good recommendation. Actually by bringing back Americans to work will

Managing Homeland Security Essay Example | Topics and Well Written Essays - 1500 words

Managing Homeland Security - Essay Example I will be working with the city planners and commission to evaluate the existing zoning laws and building codes. We will work with the local and state law enforcement agencies to analyze any potential for man made threats. As risks are encountered, I will work with the appropriate agency or department to resolve any budgetary concerns that are needed to take corrective action. As we work to reduce the risk and minimize the impact, we will also be preparing for a disaster should one strike. We will work with FEMA to draw up an appropriate response plan, and coordinate getting key people the necessary training that they may require. We will also develop a communications system and contact list so that we will be prepared to communicate with the appropriate local, state, or federal agencies and people as needed. We will be appointing numerous emergency planners in the major institutions and organizations in the community that we can coordinate our activity with in the event of an emergency. This will include the public utilities, hospitals, highway department, and public transportation. We will also work with local, state, and federal officials to assure that the city has the necessary resources needed during a disaster. This includes hospital supplies, fuel, and critical survival materials. In the event of an emergency or disaster, our department will coordinate the appropriate level of response. We will be responsible for contacting and monitoring the wide variety of agencies that may be needed. This will vary depending on the type of disaster, but may include fire and rescue, medical personnel, geologists, or the weather bureau. We will have a public information officer that will act as an information liaison between these agencies and the public in an effort to keep the people well informed. The disaster may be able to be handled locally, or may involve FEMA or specialized hazardous materials personnel. We will work with the public utilities to resolve issues with the gas and electric supply. We will also work with public transportation and the highway patrol in the event that an evacuation is needed. As the damage is assessed after the emergency, this department will begin to work to restore the city and its infrastructure. We will work with state and federal agencies in regards to funding and the availability of material resources. Some things may be able to be restored immediately, such as utilities, but other projects may be longer term, and managed by state or federal agencies. Temporary housing may be needed, as well as day-to-day supplies to maintain our daily life. While this department does not directly perform these functions, we assure the correct agency is responding appropriately. 2.) One of my first acts as the Emergency Management Coordinator would be to form an Emergency Planning Committee by selecting some key members from the police department, fire department, and the hospitals, as well as other agencies and organizations. I would then work with the committee to draw up an emergency response plan that outlined the roles of the various agencies in the event of an emergency. One of our first duties would be to create a contact list and a communications plan. I would

Business Ethics in today's America Essay Example | Topics and Well Written Essays - 500 words

Business Ethics in today's America - Essay Example To familiarize more Americans, and especially the professionals with ethics, American business ethics was taught in American institutions of higher learning as a course, starting the period before 1970s. This led to America becoming a society that highly relied and employed business as well as social ethics in its different operations at the state and community level. In 1976, the Social Issues in Management Division of the Academy of Management was founded, out of the need and awareness of the aspect of business ethics. Similarly, in 1980, the Society for Business Ethics was founded, and the period after this has been marked with great awareness of business ethics among the American population. This business ethics consciousness molded a culture of ethics that has revolutionized to become the contemporary American business ethical environment (Petrick, Cragg & SanËÅ"udo, 2012). Since the American business ethics greatly borrows from social ethics, it is therefore, largely involved in social issues as well. However, greater reinforcement in business ethics falls on the actions and activities of the players in the business environment. These include companies, both small and big, as well as the employees of companies, as these act as representatives of the companies they work for. The overall actions and operations of companies are guided by the laid down standards of ethics, to which, most companies subscribe to more than one of them. In addition, American business ethics involves the theoretical parts, which companies must also adhere to. One of these areas is concerned with environmental protection. Each company must prove that it is responsible for the environment. This is through participation in activities that promote environmental safety. The companies must as well engage in practices that will not contribute to environmental degradation. This includ es tree-planting activities,

Issues for Minority Shareholders

Issues for Minority Shareholders Naomi is a minority-shareholder in Run For Your Life (RFYL) Ltd. Dividends Unfair Prejudicial Conduct The first issue that will be looked at in this scenario is whether Mehmet and Lucys failure to pay dividend amounts to unfair prejudicial conduct. Under the Companies Act 2006 s.994[1](CA 2006) Naomis petition should relate to how the companys conduct unfairly prejudiced her interests as a member. A members interests are not limited to the strict legal rights granted to them by agreements but also cover the legitimate expectations, such as expectations of profit and management, arising from the conduct of the company and any understandings between the parties (ONeill v Phillips)[2]. In order for such expectations to occur, the company has to be a quasi-partnership company, which arises from the basis of personal relationship involving mutual confidence and an agreement that all of the shareholders/members would be involved in management to some degree (Ebrahimi v Westbourne Galleries Ltd)[3]. Applying Ebrahimis test to RFYL Ltd, it can be said that it is a quasi-relationship company as Naomi was initially a partner even before the company incorporated and was brought on as a director during the incorporation. Share restrictions can also be considered to exist, (though we are never really told) since RFYL Ltd is a private company that cannot trade its shares in public markets. It should be noted, that Naomi has expressly stated her dis-interest in RFYL Ltd which means that it may make it difficult to prove the quasi-relationship between the members and that in Irvine v Irvine[4], the judges found that in a quasi-relationship company, the failure to pay dividends does not always amount to a legitimate expectation. However, this shouldnt deter Naomi from arguing that a quasi-relationship exists as there may a be chance to reconsider and revoke his resignation if it was effected hastily and in a manner and circumstances which did not strike too deeply at mutual trust and confidence, and that a failure to permit this might amount to unfair prejudice (Re Flex Associa tes Ltd)[5] and that though the Judges may not find a legitimate expectation, it can still be argued that the non-payment of dividends amounts to an unfair prejudicial conduct. Regardless of whether she is a director or not, Naomi as a member has a vested interest in receiving dividends from RFYL Ltd, (Re Coroin Ltd[6]). For Naomis petition to succeed, she should objectively and individually prove that her interests have been prejudiced and that conduct was unfair[7]. In Re Sam Weller Sons Ltd[8]thoughGibson J states that he does not intend to suggest that a shareholder who does not receive an income from the company except by way of dividend is always entitled to complain whenever the company is controlled by persons who do derive an income from the company and when profits are not fully distributed by way of dividend he does go to indicate that it will depend on the facts of the case which means that it will remain in the judges discretion to decide on whether the facts of the case amount to unfair prejudicial conduct. Lucy and Mehmet decide to stop Naomis salary and fail to pay dividends, leaving her with no form of financial return for her investment a nd accordingly a lack of financial return can be considered prejudicial (Re Coroin Ltd)[9]. Moreover, Naomi needs to also prove that the conduct was unfair. The House of Lords in ONeill v Phillips[10]effectively limited the definition of unfairness to breaches of the terms of legally enforceable agreements and to where equitable considerations make it unfair for those conducting the companys affairs to rely on the strict legal rights offered to them. In relation to the non-payment of dividends to Naomi, it can be considered unfair especially when both Mehmet and Lucy are still receiving substantial salaries[11] all while Naomi receives no form of remuneration. Naomi seems to have a good chance at succeeding with a petition under s.994[12]. If the judges find in favour of Naomi, she can claim for remedies under s.996[13]. The most common remedy is an order to purchase shares of the minority member. It in the case that order to purchase the shares is made, the valuation date will be on the same day as that of the order, unless a quasi relationship is found, in which case the valuation will be pro-rata and without a minority discount. Just and Equitable Winding-up Naomi also can also bring a petition through the Insolvency Act 1986 s. 122(1)(g)[14], though its chances of success are comparatively much lower. Harman J in Re a Company (No 00370 of 1987)[15] found that a failure to pay dividends may amount to sufficient reasoning for winding up of a company. Nonetheless, in accordance with IA 1986 s. 125(2)[16] the courts have been less inclined[17] to grant an order for winding up if there are less severe remedies available (i.e. offer to purchase or unfair prejudicial conduct). Winding up under s.122(1)(g)[18] is usually reserved for more difficult situations where no clear member holds a majority (Re Yenidje Tobacco Ltd)[19].Therefore, it would not be viable for Naomi to bring a petition for winding up as it would most certainly be struck out by the court. Offer to Purchase If the offer to purchase made by Mehmet and Lucy is found to be fair, then it will most probably change Naomis course of action. As it stands, if a fair offer is made regarding the purchase of the petitioners shares, an unfair prejudicial conduct petition would also be struck out. Similarly, if a petition for winding up is made the courts will also be inclined to strike it out in favour of a fair offer. An offer to purchase is sometimes seen as the ideal remedy in such cases as it limits the possibility of future complications and allows to petitioner to step away from the company[20]ÂÂ   The real issue with the offer to purchase, is determining whether the offer is reasonable and fair. Lord Hoffman in the case of ONeill[21] stated that a reasonable offer must be to purchase the shares at a fair value on a pro rata basis without a minority discount determined by a competent expert. It should also include submissions by both parties to an expert. In our scenario, it is not very c lear whether the offer is considered to be reasonable since the integrity of the auditor is in question. Having the company auditor value the shares would probably be considered unfair since he is not considered adequately independent[22]. Although a court will usually consider offers to purchase as the best form of remedy it will still allow a petition to proceed depending on the merits of the case. Directors Duties Though this question deals more with minority shareholder remedies, a look at Naomis possible breaches as a director and whether Mehmets and Lucys claim that Naomis negligence is a cause for the fall in profits should be made. The general directors duties that are owed to RFYL Ltd. are found in CA 2006 ss.171-77[23]. The issue to consider in relation to Naomis possible breach of directors duties is Naomis failure to attend board meetings. The relevant sections of the CA 2006[24] that pertain to our argument are ss. 172 174. Under s.172 a director has a duty to promote the success of the company and act in good faith for the benefit of the company. In order to prove that the directors actions were in good faith subjective test must [1] Companies Act 2006 s.994 [2] ONeill v Phillips [1999] 1 WLR 1092 [3] Ebrahimi v Westbourne Galleries Ltd [1973] AC 360 [4] Irvine v Irvine (No 1) [2006] EWHC 406 (Ch); [2007] 1 BCLC 349 [5] Re Flex Associates Ltd [2009] EWHC 3690 [6] Re Coroin Ltd [2013] EWCA Civ 781 [7] Hawks v Cuddy [2007] EWHC 2999 [8] Re Sam Weller Sons Ltd [1990] [9] Re Coroin Ltd [2013] EWCA Civ 781 [10] ONeill v Phillips [1999] 1 WLR 1092 [11] Re Sam Weller Sons Ltd [1989] 5 [12] [13] [14] Insolvency Act 1986, s. 122(1)(g) [15] Re a Company (No 00370 of 1987) [1988] 1 WLR 1068 (Ch). [16] Insolvency Act 1986, s. 125(2) [17] Re Sam Weller Sons Ltd [1990] [18] Insolvency Act 1986, s. 122(1)(g) [19] Re Yenidje Tobacco Ltd [1916] [20] Grace v Biagoli [2006] 2 BCLC [21] ONeill v Phillips [1999] 1 WLR 1092 [22] North Holding Ltd v Southern Tropics Ltd [1999] [23] [24]

Audience Appeal in Romeo and Juliet Essays -- Romeo and Juliet Shakesp

Audience Appeal in Romeo and Juliet Despite the fact that the play Romeo and Juliet was written several hundred years ago, explain how it continues to appeal to an audience today. Despite the fact that the play "Romeo and Juliet" was written several hundred years ago, explain how it continues to appeal to an audience today. Referring to the play how does Shakespeare creates tension for the audience? Explain the use of language and the way the actors convey suspense and excitement. Refer specifically to Act 3 Scenes 4 and 5, to illustrate your views. The story of "Romeo and Juliet" appeals to people because it contains so many things, which they can relate to. The story contains emotions such as love (between Romeo and Juliet), hate (between the two families), Sadness (there are five deaths during the play) and humour (Mercutio (innuendos), the Nurse and Peter). Contrasts of ideas and the opposition between the characters make a play interesting. There are many such conflicts within the story of "Romeo and Juliet" The central of these conflicts been the feud between the two families, the Montagues and the Capulets. There is no apparent cause of this "ancient grudge" despite this many people die because of it. The members of each family seem to have an instinct to hate or even kill members of the other. There is also the contrast between life and death. This contrast can be connected with fate, which in Shakespeares' time was believed in a lot more than today. In the prologue we are told that Romeo and Juliet are "star-crossed lovers", "From forth the fatal lions of these two foes, A pair of star-crossed lovers take their life;" you could say that this means that they are ill fated, or t... ...ne shows the extent of Romeos' love for Juliet. His final speech is full of love and it shows that his suicide is not a reckless act. He loves Juliet more than life itself and believes that the only way in which the can be together is in death. He does not kill him self out of spite or the feeling of despair, but out of his love for Juliet and his unwillingness to carry on living without her. In conclusion the play "Romeo and Juliet" still appeals to an audience today as it did when it was written for many reasons. These include the use of tension to keep to audience on edge and the interesting use of language such as innuendoes and puns. Also the content of emotions and contrasts. Alough I did not enjoy the play "Romeo and Juliet" as much as some of Shakespeares' other plays, I still think that the way in which Shakespeare wrote it was very effective.

Hrm 352

Question 1 0 out of 1 points Computer-based training and E-learning provide all the following benefits except: Answer Selected Answer: they can be more cost effective Question 2 1 out of 1 points When we learn by watching others perform a task, this is known as: Answer Selected Answer: modeling Question 3 1 out of 1 points _________ refers to the effective application of principles learned to what is required on the job. Answer Selected Answer: transfer of training Question 4 0 out of 1 points The method of providing a variety of work experiences to broaden the knowledge and understanding required to manage more effectively is known as: Answer Selected Answer: individual development. Question 5 1 out of 1 points The most common method used for training non-managerial employees is: Answer Selected Answer: on-the-job training Question 6 1 out of 1 points Which of the following is NOT a benefit of orientation programs? Answer Selected Answer: more comprehensive task analysis Question 7 1 out of 1 points The method of training used to train personnel to operate aircraft, spacecraft, and other highly technical and expensive equipment is the: Answer Selected Answer: simulation method. Question 8 1 out of 1 points A manager who provides a continuing flow of instructions, comments, and suggestions to the subordinate is engaging in what type of on-thejob training? Answer Selected Answer: coaching Question 9 1 out of 1 points The primary reason organizations train new employees is to: Answer Selected Answer: increase their knowledge, skill, and ability level. Question 10 0 out of 1 points Apprenticeship training provides information in both the ________ and ________ aspects of the job. Answer Selected Answer: appraisal and technical Question 1 1 out of 1 points When we learn by watching others perform a task, this is known as: Answer Selected Answer: modeling Question 2 1 out of 1 points _________ refers to the effective application of principles learned to what is required on the job. Answer Selected Answer: transfer of training Question 3 0 out of 1 points Common drawbacks to on-the-job training include all of the following except: Answer Selected Answer: the absence of well-defined job performance criteria. Question 4 1 out of 1 points The method of training used to train personnel to operate aircraft, spacecraft, and other highly technical and expensive equipment is the: Answer Selected Answer: simulation method. Question 5 1 out of 1 points Apprenticeship training provides information in both the ________ and ________ aspects of the job. Answer Selected Answer: practical and theoretical Question 6 1 out of 1 points The primary reason organizations train new employees is to: Answer Selected Answer: increase their knowledge, skill, and ability level. Question 7 1 out of 1 points Learning curves show: Answer Selected Answer: that performance plateaus are natural and are usually followed by spontaneous recovery Question 8 1 out of 1 points To implement a successful diversity training program, managers should do all of the following except: Answer Selected Answer: rely upon existing training programs that have worked for other companies. Question 9 0 out of 1 points A control group: Answer Selected Answer: establish the baseline standard against which training effectiveness can be measured Question 10 1 out of 1 points Computer-based training and E-learning provide all the following benefits except: Answer Selected Answer: hey replace conventional learning experiences Sunday, November 18, 2012 8:37:25 AM CST Question 1 1 out of 1 points Which type of training allows students to get real-world experience in organizations while still receiving college credit? Answer Selected Answer: internships Question 2 1 out of 1 points Which of the following is NOT a benefit of orientation programs? Answer Selected Answer: more comprehensive task analysis Question 3 1 out of 1 points The four phases of a systems approach to training are: Answer Selected Answer: needs assessment, program design, program implementation, and evaluation. Question 4 1 out of 1 points A manager who provides a continuing flow of instructions, comments, and suggestions to the subordinate is engaging in what type of on-thejob training? Answer Selected Answer: coaching Question 5 0 out of 1 points The four step process advocated in benchmarking includes: Answer Selected Answer: plan, train, perform, evaluate Question 6 1 out of 1 points Computer-based training and E-learning provide all the following benefits except: Answer Selected Answer: they replace conventional learning experiences Question 7 1 out of 1 points Goal setting: Answer Selected Answer: sets a road map for the training course, objectives, and learning points Question 8 1 out of 1 points All of the following are characteristics of successful trainers except: Answer Selected Answer: being experimental. Question 9 0 out of 1 points Determining whether or not performance is acceptable and studying the characteristics of individuals and groups that will be placed in the training environment are known as: Answer Selected Answer: group and individual analysis. Question 10 1 out of 1 points The primary reason organizations train new employees is to: Answer Selected Answer: increase their knowledge, skill, and ability level. Question 1 1 out of 1 points The most common method used for training non-managerial employees is: Answer Selected Answer: on-the-job training Question 2 1 out of 1 points The four step process advocated in benchmarking includes: Answer Selected Answer: plan, do, check, act Question 3 0 out of 1 points Common drawbacks to on-the-job training include all of the following except: Answer Selected Answer: poor training skills of supervisors. Question 4 1 out of 1 points A manager who provides a continuing flow of instructions, comments, and suggestions to the subordinate is engaging in what type of on-thejob training? Answer Selected Answer: coaching Question 5 out of 1 points The principle of learning that is being emphasized by performing the same task over and over is: Answer Selected Answer: practice and repetition. Question 6 1 out of 1 points ___________ training allows for the maximum number of employees to by handled by the minimum number of instructors Answer Selected Answer: classroom instruction Question 7 1 out of 1 points A control group: Answer Selected Answer: helps determine whether improvements were made as the result of training or some other factor Question 8 1 out of 1 points This training method consists of having the trainee assume the attitudes and behavior of others. Answer Selected Answer: role playing Question 9 0 out of 1 points The desired outcomes of training programs are formally stated as: Answer Selected Answer: learning objectives. Question 10 1 out of 1 points Periods in learning situations when progress does not occur because of either reduced motivation or ineffective methods of task performance are called: Answer Selected Answer: plateaus. Sunday, November 18, 2012 8:43:30 AM CST Question 1 0 out of 1 points Work-related sources of conflict include all of the following except: Answer Selected Answer: the frequency of overtime. Question 2 0 out of 1 points The placement of an employee in another job for which the duties, responsibilities, status, and remuneration are approximately equal to those of the previous job is known as a: Answer Selected Answer: lateral move. Question 3 0 out of 1 points HR's role in gauging employee potential for career development includes all of the following except: Answer Selected Answer: establish succession plans Question 4 0 out of 1 points An informal network of interpersonal relationships that has traditionally provided a means for senior members of the organization to pass along career tips to junior members is: Answer Selected Answer: the career network. Question 5 0 out of 1 points The usual targets of assessment centers are: Answer Selected Answer: positions in service industries. Question 6 0 out of 1 points A program that provides for a relatively rapid progression through a number of managerial positions is known as a: Answer Selected Answer: management development program. Question 7 0 out of 1 points Career development programs benefit organizations in all of the following ways except: Answer Selected Answer: giving an increased understanding of the organization. Question 8 1 out of 1 points The lines of advancement for an individual within an organization are known as: Answer Selected Answer: career paths. Question 9 1 out of 1 points Services provided to terminated employees to help them find new jobs are referred to as: Answer Selected Answer: outplacement services. Question 10 0 out of 1 points Under a good mentor, learning focuses on all of the following except: Answer Selected Answer: goals. Question 1 0 out of 1 points An informal network of interpersonal relationships that has traditionally provided a means for senior members of the organization to pass along career tips to junior members is: Answer Selected Answer: a mentoring network. Question 2 1 out of 1 points In making a career choice, one should probably: Answer Selected Answer: all of the above Question 3 1 out of 1 points Services that are offered to employees who are being transferred to different locations are known as: Answer Selected Answer: relocation services. Question 4 0 out of 1 points Which of the following is NOT a popular method that managers use to help employees identify their potential and the strength of their interests? Answer Selected Answer: informal counseling Question 5 1 out of 1 points The three principal criteria for determining promotions are: Answer Selected Answer: merit, seniority, and potential. Question 6 0 out of 1 points Work-related sources of conflict include all of the following except: Answer Selected Answer: number of hours worked each week. Question 7 1 out of 1 points HR's role in gauging employee potential for career development includes all of the following except: Answer Selected Answer: create employee's promotion plan Question 8 0 out of 1 points The usual targets of assessment centers are: Answer Selected Answer: nonmanagement positions. Question 9 0 out of 1 points While a career development program requires special processes and techniques, a basic requirement is: Answer Selected Answer: a promotion policy. Question 10 1 out of 1 points For what reason should a person seeking a mentor research the potential mentor's background? Answer Selected Answer: so that it will be easier for both of you to establish a relationship Sunday, November 18, 2012 8:50:37 AM CST Question 1 0 out of 1 points The career stage one would typically be in during his or her early 20s would be: Answer Selected Answer: pre-career. Question 2 1 out of 1 points Employability refers to: Answer Selected Answer: the skills and support needed to find a job Question 3 1 out of 1 points Services provided to terminated employees to help them find new jobs are referred to as: Answer Selected Answer: outplacement services. Question 4 1 out of 1 points The advancement of women in management: Answer Selected Answer: is likely to be helped by the advancement of younger men because of their more progressive attitudes toward women. Question 5 1 out of 1 points While a career development program requires special processes and techniques, a basic requirement is: Answer Selected Answer: management support. Question 6 1 out of 1 points The usual targets of assessment centers are: Answer Selected Answer: management positions. Question 7 1 out of 1 points For what reason should a person seeking a mentor research the potential mentor's background? Answer Selected Answer: so that it will be easier for both of you to establish a relationship Question 8 1 out of 1 points The placement of an employee in another job for which the duties, responsibilities, status, and remuneration are approximately equal to those of the previous job is known as a: Answer Selected Answer: transfer. Question 9 1 out of 1 points Services that are offered to employees who are being transferred to different locations are known as: Answer Selected Answer: relocation services. Question 10 0 out of 1 points Work-related sources of conflict include all of the following except: Answer Selected Answer: irregularity in working hours. Sunday, November 18, 2012 8:53:32 AM CST Question 1 1 out of 1 points Employability refers to: Answer Selected Answer: the skills and support needed to find a job Question 2 0 out of 1 points The career stage one would typically be in during his or her early 20s would be: Answer Selected Answer: early career. Question 3 out of 1 points Over the past decade, the percentage of women in all management positions has increased to slightly over ____________ percent. Answer Selected Answer: 35 Question 4 1 out of 1 points The usual targets of assessment centers are: Answer Selected Answer: management positions. Question 5 0 out of 1 points Career development programs benefit organizations in all of the following ways except: Answer Selected Answer: providing greater retention of valued employees. Question 6 1 out of 1 points Outplacement services are: Answer Selected Answer: designed to help terminated employees find a job elsewhere. Question 7 0 out of 1 points A program that provides for a relatively rapid progression through a number of managerial positions is known as a: Answer Selected Answer: career advancement program. Question 8 1 out of 1 points While a career development program requires special processes and techniques, a basic requirement is: Answer Selected Answer: management support. Question 9 0 out of 1 points Under a good mentor, learning focuses on all of the following except: Answer Selected Answer: opportunities. Question 10 1 out of 1 points In making a career choice, one should probably: Answer Selected Answer: all of the above Question 1 1 out of 1 points The choice of an appraisal method should be largely based on: Answer Selected Answer: the purpose of the appraisal. Question 2 1 out of 1 points Appraisal training for raters should focus on: Answer Selected Answer: eliminating subjective errors Question 3 1 out of 1 points As an appraiser, you should try to do all of the following except: Answer Selected Answer: change the person, not the behavior. Question 4 0 out of 1 points Freedom from criterion deficiency of performance appraisals refers to the extent to which: Answer Selected Answer: ndividuals tend to maintain a certain level of performance over time. Question 5 0 out of 1 points Time consuming to develop and use, but have less subjectivity and more acceptance characterize which type of appraisal method? Answer Selected Answer: behavioral method Question 6 1 out of 1 points The strategic relevance of performance appraisals refers to: Answer Selected Answer: the extent to which standards relate to the overall objectives of the organization. Question 7 0 out of 1 points When the manager and the employee jointly establish future performance goals for each employee, which appraisal source is useful? Answer Selected Answer: team appraisal Question 8 0 out of 1 points Administrative purposes of performance appraisal include all of the following except: Answer Selected Answer: documenting personnel decisions Question 9 0 out of 1 points Which of the following appraisal methods helps guard against recency error? Answer Selected Answer: mixed-standard scale Question 10 1 out of 1 points Self-appraisals are best for: Answer Selected Answer: developmental purposes. Question 1 1 out of 1 points If a performance standard is found to be stable or consistent over time, it is said to be: Answer Selected Answer: reliable. Question 2 0 out of 1 points Time consuming to develop and use, but have less subjectivity and more acceptance characterize which type of appraisal method? Answer Selected Answer: trait method Question 3 1 out of 1 points The choice of an appraisal method should be largely based on: Answer Selected Answer: the purpose of the appraisal. Question 4 1 out of 1 points TQM and team appraisal are complementary because: Answer Selected Answer: both focus on performance as a whole, rather than on the individual Question 5 0 out of 1 points Administrative purposes of performance appraisal include all of the following except: Answer Selected Answer: determining promotion candidates Question 6 0 out of 1 points Freedom from criterion deficiency of performance appraisals refers to the extent to which: Answer Selected Answer: factors outside the employee's control can influence performance. Question 7 0 out of 1 points Total-quality management concerns have led to the increased use of: Answer Selected Answer: team and peer performance appraisals. Question 8 1 out of 1 points If you rate an average employee's performance high because you compared the employee to poor performers, you are committing a: Answer Selected Answer: ontrast error. Question 9 1 out of 1 points Which of the following appraisal methods helps guard against recency error? Answer Selected Answer: critical incident Question 10 0 out of 1 points High potential for rating errors, but inexpensive to develop and use characterize which type of appraisal method? Answer Selected Answer: behavioral method Question 1 0 out of 1 points Which method of performance appraisal requires managers to place a certain percentage of employees into various performance categories? Answer Selected Answer: percent method Question 2 0 out of 1 points The appraisal system based on the concept that learning helps organizations improve their internal processes and allows individuals to see how their performance ties in with the firm is: Answer Selected Answer: management by objectives Question 3 0 out of 1 points Requirements for successful MBO programs include all of the following except: Answer Selected Answer: goal statements must be accompanied by descriptions of how they will be accomplished. Question 4 1 out of 1 points Total-quality management concerns have led to the increased use of: Answer Selected Answer: team and customer performance appraisals. Question 5 out of 1 points If you rate an average employee's performance high because you compared the employee to poor performers, you are committing a: Answer Selected Answer: contrast error. Question 6 1 out of 1 points The choice of an appraisal method should be largely based on: Answer Selected Answer: the purpose of the appraisal. Question 7 1 out of 1 points Self-appraisals are best for: Answer Selected Answer: developmental purposes. Question 8 1 out of 1 points In most instances, who is in the best position to perform the function of appraising an employee's performance? Answer Selected Answer: the employee's supervisor Question 9 1 out of 1 points The strategic relevance of performance appraisals refers to: Answer Selected Answer: the extent to which standards relate to the overall objectives of the organization. Question 10 1 out of 1 points Disadvantages of the essay method include all of the following except: Answer Selected Answer: it must follow a jobspecific format. Sunday, November 18, 2012 9:06:30 AM CST Question 1 1 out of 1 points If the performance evaluations that salespeople receive are based solely on sales revenue to the exclusion of other important factors, the instrument suffers from: Answer Selected Answer: riterion deficiency. Question 2 0 out of 1 points If the performance evaluations that delivery drivers receive are partially influenced by the fact that some drivers operate in areas where there are major traffic problems while others operate in areas with few traffic problems, the instrument suffers from: Answer Selected Answer: rater bias. Question 3 1 out of 1 points Administrative purposes of performance appraisal include all of the following except: Answer Selected Answer: providing performance feedback Question 4 1 out of 1 points Which of the following appraisal methods helps guard against recency error? Answer Selected Answer: critical incident Question 5 1 out of 1 points As an appraiser, you should try to do all of the following except: Answer Selected Answer: change the person, not the behavior. Question 6 0 out of 1 points A performance-rating error in which the appraiser tends to give employees either unusually high or unusually low ratings is referred to as a: Answer Selected Answer: halo error Question 7 1 out of 1 points Disadvantages of the essay method include all of the following except: Answer Selected Answer: it must follow a jobspecific format. Question 8 1 out of 1 points Performance appraisals must meet legal requirements because: Answer Selected Answer: they are used as a basis for HRM actions and decisions Question 9 0 out of 1 points Requirements for successful MBO programs include all of the following except: Answer Selected Answer: a specific time must be set when goals are to be reviewed and evaluated. Question 10 1 out of 1 points Appraisal training for raters should focus on: Answer Selected Answer: eliminating subjective errors Question 1 1 out of 1 points Positive discipline is different from progressive discipline in that it is based on a â€Å"problem-solving† approach to discipline. Answer Selected Answer: True Question 2 0 out of 1 points Decision-making leave is typically paid leave, and eliminates the negative effects of loss of pay. Answer Selected Answer: False Question 3 1 out of 1 points In order to be effective, employee discipline must take place as soon as possible after the problem is verified. Answer Selected Answer: True Question 4 1 out of 1 points One of the goals of discipline is that it should be seen as training that molds and strengthens the desirable conduct – or corrects undesirable conduct – and develops self-control. Answer Selected Answer: True Question 5 1 out of 1 points It is important when applying either progressive or positive discipline, to maintain complete records of each step of the procedure. Answer Selected Answer: True Question 6 1 out of 1 points One of the major reasons for investigative interviews is to establish the facts surrounding an employee's offense. Answer Selected Answer: True Question 7 0 out of 1 points Documentation of employee misconduct includes stating the improvement expected by the employer. Answer Selected Answer: False Question 8 1 out of 1 points Progressive discipline results from using positive reinforcement instead of punishment. Answer Selected Answer: False Question 9 1 out of 1 points A major responsibility of the HR department is to develop, and to have top management approve, its disciplinary policies and procedures. Answer Selected Answer: True Question 10 1 out of 1 points Management's failure to communicate rules to employees is one of the major reasons for reversing disciplinary action. Answer Selected Answer: True

Lanthanides - Properties of Element Groups

Lanthanides - Properties of Element Groups The lanthanides or F Block elements are a set of elements of the periodic table. While there is some dispute over which elements to include in the group, the lanthanides generally include the following 15 elements: Lanthanum (La)Cerium (Ce)Praseodymium (Pr)Neodymium (Nd)Promethium (Pm)Samarium (Sm)Europium (Eu)Gadolinium (Gd)Terbium (Tb)Dysprosium (Dy)Holmium (Ho)Erbium (Er)Thulium (Tm)Ytterbium (Yb)Lutetium (Lu) Here is a look at their location and common properties: Key Takeaways: Lanthanide The lanthanides are a group of 15 chemical elements, with atomic numbers 57 through 71.All of these elements have one valence electron in the 5d shell.The elements share properties in common with the first element in the group lanthanum.The lanthanides are reactive, silver-colored metals.The most stable oxidation state for lanthanide atoms is 3, but the 2 and 4 oxidation states are also common.Although the lanthanides are sometimes called the rare earths, the elements are not particularly rare. However, they are difficult to separate from one another. The D Block Elements The lanthanides are located in block 5d of the periodic table. The first 5d transition element is either lanthanum or lutetium, depending on how you interpret the periodic trends of the elements. Sometimes only the lanthanides, and not the actinides, are classified as rare earths. The lanthanides are not as rare as was once thought; even the scarce rare earths (e.g., europium, lutetium) are more common than the platinum-group metals. Several of the lanthanides form during the fission of uranium and plutonium. Lanthanide Uses The lanthanides have many scientific and industrial uses. Their compounds are used as catalysts in the production of petroleum and synthetic products. Lanthanides are used in lamps, lasers, magnets, phosphors, motion picture projectors, and X-ray intensifying screens. A pyrophoric mixed rare-earth alloy called Mischmetall (50% Ce, 25% La, 25% other light lanthanides) or misch metal is combined with iron to make flints for cigarette lighters. The addition of 1% Mischmetall or lanthanide silicides improves the strength and workability of low alloy steels. Common Properties of the Lanthanides Lanthanides share the following common properties: Silvery-white metals that tarnish when exposed to air, forming their oxides.Relatively soft metals. Hardness increases somewhat with higher atomic number.Moving from left to right across the period (increasing atomic number), the radius of each lanthanide 3 ion steadily decreases. This is referred to as lanthanide contraction.High melting points and boiling points.Very reactive.React with water to liberate hydrogen (H2), slowly in cold/quickly upon heating. Lanthanides commonly bind to water.React with H (dilute acid) to release H2 (rapidly at room temperature).React in an exothermic reaction with H2.Burn easily in air.They are strong reducing agents.Their compounds are generally ionic.At elevated temperatures, many rare earths ignite and burn vigorously.Most rare earth compounds are strongly paramagnetic.Many rare earth compounds fluoresce strongly under ultraviolet light.Lanthanide ions tend to be pale colors, resulting from weak, narrow, forbidden f x f optical transitions.The mag netic moments of the lanthanide and iron ions oppose each other. The lanthanides react readily with most nonmetals and form binaries on heating with most nonmetals.The coordination numbers of lanthanides are high (greater than 6; usually 8 or 9 or as high as 12). Lanthanide Versus Lanthanoid Because the -ide suffix is used to indicate negative ions in chemistry, the IUPAC recommends members of this element group be called lanthanoids. The -oid suffix is in keeping with names of another element group the metalloids. There is a precedent for a name change, since an even earlier name for the elements was lanthanon. However, nearly all scientists and peer-reviewed articles still refer to the element group as the lanthanides. Sources David A. Atwood, ed. (19 February 2013). The Rare Earth Elements: Fundamentals and Applications (eBook). John Wiley Sons. ISBN 9781118632635.Gray, Theodore (2009). The Elements: A Visual Exploration of Every Known Atom in the Universe. New York: Black Dog Leventhal Publishers. p. 240. ISBN 978-1-57912-814-2.Holden, Norman E.; Coplen, Tyler (2004). The Periodic Table of the Elements. Chemistry International. IUPAC. 26 (1): 8. doi:10.1515/ci.2004.26.1.8Krishnamurthy, Nagaiyar and Gupta, Chiranjib Kumar (2004). Extractive Metallurgy of Rare Earths. CRC Press. ISBN 0-415-33340-7McGill, Ian (2005) Rare Earth Elements in Ullmanns Encyclopedia of Industrial Chemistry. Wiley-VCH, Weinheim. doi:10.1002/14356007.a22_607

Tesco History Corporate strategies, corporate social responsibilities and Advertising

Tesco History Corporate strategies, corporate social responsibilities and Advertising Tesco UPL started in London’s East End. It was founded by Jack Cohen as a one man business. He was a son of a tailor and when he started it, he specialized in selling groceries in the markets of London East End. The company started in 1919 and it adapted its brand name Tesco on 1924.Advertising We will write a custom essay sample on Tesco History Corporate strategies, corporate social responsibilities and Advertising specifically for you for only $16.05 $11/page Learn More The brand name was delivered from a combination of the initials of its former supplier T.E. Stockwell (TES) with initials (CO) from his surname. Thus, the misconception that the brand name Tesco originated from a combination of his name Jack and his presumed wife Tessa is wrong, since he has never been married to such a woman. Tesco started its first store at Burnt Oak, in 1929 and it started trading its shares in London Stock exchange in 1947. It was in 1956 that it started its fir st self-service store and first supermarket in St Albans and Maldon respectively (Tesco Corporate Profile (2004, para.5). Tesco has expanded greatly to be the biggest chain of supermarket in United. Internationally, it is placed at position four after Wal-Mart of United States on America, Carrefour of France, and the Home Deport also from the United States of America. Tesco has been successful in opening stores in 14 countries in Europe, North America and Asia. The company has expanded his line of production from specializing in selling groceries by also stocking consumer goods, financial services and Telecoms that has enabled it generate revenue of  £3.41 billion annually(Tesco Corporate Profile (2004, para.7). Tesco-Corporate Strategy Tesco’s expansion over the last three decades comprises of a complete change of its strategy and image. In its early years it used a strategy that was known as ‘pile it high, sells it cheap’. This strategy was initiated by Jack Cohen and was very effective by then, but latter it was not successful in selling the brand to the middle-class customers, since they had a poor image for the brand. In 1970s, many consultants recommended a change of the names of its store due to their poor, an issue that was never implemented.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More They latter changed their strategy that enabled them establish a well consistent growth that facilitated it in 2005 to become the biggest retailer market in United Kingdom with a domestic grocery market share of 29% compared with 16.8% of Wal-Mart who were formerly dominating the market. The company established a strategy that that was aimed at broadening the scope of the business. This was meant to ensure that the company delivers a strong sustainable long-term growth. This new strategy entailed expanding the domestic markets to offer diversi fied products such as non-food, telecoms and financial services. This strategy which was initiated in 1997 is the one that ensured the growth and success of the company. This strategy comprises of five elements; Core UK: Tesco has the biggest domestic market in United Kingdom. Approximately 70% of their growth and profit occurs in UK. It has over 2,200 stores that have enabled to employ more than 285,000 people. Its expansion in UK happens as a result of extending its established store, opening new store and lastly by the strategy of multi-format approach. Its sale of non-food has greatly boosted the expansion of the company. To sell its products, Tesco has adapted five diverse store formats which are costumed to meet the needs of their customers. They are categorized according to what they stock and size. They include; Express (up to 3,000 sq ft) Tesco has more than 960 such stores that sell a range of up 7,000 products to their customers. They are located close to where their cust omer live and work for convenience while buying. They stock high quality and fresh food stuff, wines and spirit. Metro (approx. 7,000-15,000 sq ft) The company has more than 170 metro. The first metro was established in 1992. Metro are aimed at enhancing the conveniences of shopping in towns and city centers. They stock variety of products including sandwiches and ready-meals, Superstore (approx. 20,000-50,000 sq ft) Tesco have more than 450 such stores that stock a wide range of products. Nowadays they have diverse products that include non-food products such as books and DVDsAdvertising We will write a custom essay sample on Tesco History Corporate strategies, corporate social responsibilities and Advertising specifically for you for only $16.05 $11/page Learn More Extra (approx. 60,000 sq ft and above) In the United Kingdom, there are over 175 such stores. They stock a wide range of non-food and food products. These products include clothing, health and beauty, electrical equipments and others. The Homeplus is another store that is on trial .They are 10 in numbers and are aimed mostly at stocking on non-food products. Apart from Tesco designing its stores in various formats to suit its customers, it offers its products in a broadened appeal. Tesco is continually investing to expand their line of production to offer their customers a wide variety of products to choose from. Tesco products enable various people to purchase their different products to supplement their lifestyle. For instance, their nutrition labeling educates their customers on the key information that enable them make an informed decision when buying from their stores. The recent economic depression had challenged their business greatly and as a result invented 500 more products that will enable various categories of customers to buy various products at a cheaper price without compromising on quality. Tesco stores are designed to appeal all the classes of their custo mers in reference to their social economic status. They ensure it by forming a slogan named ‘I’m not aware of any other retailer achieving’ this slogan has enabled Tesco appeal to every segment of UK market. Tesco Clubcard is a global leading loyalty card scheme that has information that enable Tesco understands its customer better and give them an opportunity to appreciate their customer for shopping with them. Tesco possess more than 8 million distinct coupons. Each clubcard mailing designed to reflect the type of bid suitable for any of their customer. The company has more than 15 million active cardholders. Tesco is the biggest private employer in UK with a workforce of more than 285,000. The company offers its customers packages of pay and benefit like children care vouchers or Save As you Earn. This is a scheme for saving that enables their customer to purchase shares at a discounted rate (Tesco PLC, 2010 Para. 6).). In summary, Tesco has used the strategy of diversification to become among the leading firms globally.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More The ability of the firm to succeed in selling its own-brand to its customers has helped the company make sufficient profit as this strategy ensures that a company retains a higher percentage of the overall profit. Thus, the company has enough resources at its disposal to expand to other places locally and also globally. Another strategy adapted by Tesco is core UK business. This involves stocking of grocery in its home market. This retailing is characterized by very strategic moves that entails opening large scale store in areas that other competing firms have shunned to explore. This strategy gives Tesco the advantage of being the first entrant thus; concentrating on establishing a strong brand in those areas such that other competing firms cannot be able to match its performance when they venture in these areas latter on. Non-food businesses-Apart from being successful in its grocery business, Tesco has also diversified its operations to include non-food products such as cloths, e lectronics, health and beauty products among others. This new diversification has ensured high revenues and especially in Ireland where it records very high revenues due to the sale of CDs. Retailing services;-Tesco has also expanded its operations to offer services such as personal finance. It has succeeded in the retailing services by entering in joints with other main players in the sector. This has strengthened its brand and expanded its customer base. Other competing firms in UK have also adapted this strategy, but Tesco have implemented it more strategically a move that has ensured this venture very profitable (Tesco PLC, 2010 Para. 8). For example, Tesco clients enjoy banking services from Tesco Bank which was initially a joint venture between Tesco and the Royal Banking of Scotland. It gives its customers offers on various products such as loan, credit cards among others. This new service ventures helps the firm record very high profits that assist the firm to venture in new services or areas. Tesco is also engaged in the cell phone industry. It cells various home phones, mobile phone and broadband business to various consumers across the globe. It has liaised with successful experts of existing telecom operators.International-Tesco started to expand outside UK in early 1994, and in 2005 it was successful to globalize approximately 20% of its operations mainly in central Europe and Far East (Tesco PLC, 2010 Para. 10). Tesco Social Responsibilities Buying and selling their products responsibly: Tesco have thousands of suppliers globally. They prefer their suppliers to be innovative and dynamic. To ensure it, they spend approximately  £800m of their turn over in United Kingdom for local sourcing. Tesco verify where their products originate from and also ensure they are produced in accordance to their standards. To achieve a very competent workforce that will be dynamic and very effective, Tesco has trained more than 400 suppliers in China, India, Bangl adesh, Spain and United Kingdom on how to enhance labor Standards to realize a workforce that is self motivated and very competent (Tesco Corporate Social Responsibilities, 2010, Para.2). Protecting the Environment: Tesco is committed in ensuring that its activities have very little negative impact on environmental. It achieves this by leasing with its supplies and encouraging them to ensure they use environmental friendly production methods to minimize pollution. Tesco has a vision to reduce its carbon emission to zero by 2050 by adapting the following strategies. Reducing carbon emission in all the new stores they will erect and the existing ones by 2020(Tesco Corporate Social Responsibilities, 2010, Para.3). Creating good jobs and careers:-Tesco employees are more than 285,000. Thus, Tesco expansion is an assurance that it will continue to give people more employment opportunities that assure them of a daily source of income for themselves and their families (Tesco Corporate Soci al Responsibilities, 2010, Para.3). Assisting customers make healthy choices:-Tesco products are labeled accordingly to assist various customers make informed decisions, while buying from their stores. They encourage their customers to purchase and eat more vegetables and fruits. It is done by offering discounts and promotions on such products. They occasionally take direct roles to ensure that their customers get healthy. They encourage people to lead active lifestyles. Healthy lifestyle helps one to balance the energy they consume to the one they expend. Some of the strategies it has adapted to make sure people live healthy lifestyles is by supporting aerobics and soccer tournaments for its customers (Tesco Corporate Social Responsibilities, 2010, Para.4). Advertisements Tesco capitalizes on the power of strategic advertisement to sell its brand locally and globally. It is noted as one company that uses very many advertisements yearly. It’s advertisements emphasis about aff ordable prices for their products and on healthy living. Tesco’s marketing department is very dynamic and innovative on the most successive advert to employ. The following are examples of adverts that have been used in the past; in 1982 it used its famous advert referred as Checkout 82 .this advert involved a till with receipt coming from it with various prices. In 2003 Tesco advertised through adverts that comprised of items and shopping trolley that contained information about Tesco. Currently, Tesco is using adverts that comprises of celebrates such as the Spice Girls In conclusion, Tesco can be considered as a very successful company that originated from scratch to become a global company through its strategic chose of its corporate strategy, Social responsibility and Advertising. Thus, it can be a good role model for those upcoming companies that they can live beyond their odds to become among the leading organizations in the world. Reference List Tesco Corporate Profile (2004). Retrieved from  https://corporatewatch.org/tesco-company-profile/ Tesco Corporate Social Responsibilities (2010). Retrieved from  https://www.tesco-programmes.com/ Tesco PLC (2010) .Tesco Strategy. Retrieved from  https://www.tescoplc.com/about-us/

ETHICAL DECISIONS IN LEADERSHIP (case study) Case Study

ETHICAL DECISIONS IN LEADERSHIP ( ) - Case Study Example The first one is Liz, an African American with the company for five years. Here performance was considered just average but her energy rated high. Second one was Roy who was with the company for twenty years. He has been considered below average in all performance parameters and his retirement is almost due. Yeh, Asian, has limited stint in the company. He is a above average performer, but disliked by many. Left to her own decision, Lucy would have succeeded in choosing the right person. But the problem is that all the three are candidates for many. Lucy is sympathetic towards Liz because of the illness of her kid that exerts extra financial burden to her. Promotion could indeed help her to surmount the financial problems to a great extent. It also appears that Lucy has connections with Liz that is beyond their work relationship. On the other hand, Roy had been with the company for a long time. If promoted, he would retire happily with a great sense of accomplishment. This would go a long way in motivating other staff who are aging. But the problem is very severe with the third candidate Yeh, who has been engaged to the son of Vice-President. Lucy her self is a subordinate to Vice-President. The Vice President has already spoken to Lucy on the need for promoting Yeh because of the social respect stake involved in it. There are very many considerations other than work related that Lucy would have to consider before recommending a suitable candidate to the management. Management has already indicated to Lucy that the selection of the candidate had to be done very carefully as a significant stake of the company was involved in it. At one level, Lucy has to live up to the professional ethics; but at another level, she would have to decided by considering factors beyond work relationship. A good leader is one who could influence people to perform tasks willingly with zeal and confidence. Invigorating enthusiasm amongst the ranks and files is central to

The Affordable Care Act and Maternal Health Care Essay

The Affordable Care Act and Maternal Health Care - Essay Example All levels were expected to collaborate and partner in the provision of health and development of the stated outcomes through evidence-based home visiting programs. The main reason this issue was addressed in the Act was to improve the coordination services for at-risk communities and the children therein (Russo, Wier and Steiner, 2009). It also aims at improving and strengthening programs and activities carried out  for children protection. It also aims to identify any comprehensive services that  should not be part of the healthcare system as a way of increasing  attention to those living in  at-risk communities. Those involved in the whole process include health practitioners, the state, community and federal health-based centers and agencies such as the Administration for Children and Families (ACF) and other partnering agencies. This issue was raised as a concern for the well-being of the children and as a means of enhancing healthcare from early childhood to the old age (Dann, 2008). It also encourages partnering agencies to strength the early childhood health system as a means of promoting health and the well-being of the pregnant mothers, children below  10yrs  as well as their families. Such an effective and comprehensive agenda will allow more children to achieve the best healthcare program available and attract the support of other like-minded agencies. Background The realization that the early childhood protection system is necessary has been long overdue. For instance, in a study conducted in nine states between 1996 and 1999, it was noted that 17-41 percent of women of childbearing age women lacked insurance prior to pregnancy while 13-35 percent transitioned to Medicaid at some point during their pregnancy (Adam, Gavi, and Handler, 2006). The lack of this valuable attribute has limited the way the women would have planned for a successful pregnancy as the establishment of Medicaid eligibility after confirming pregnancy created a barri er for them to access timely prenatal care services (Courtot and Kaye, 2009). The policies in the Affordable Care Act (ACA) have changed the social bearing of a large segment of childbearing women as the services will provide coverage to women with higher incomes than previous 133 percent of the federal poverty level (FPL) (Russo, Wier, and Steiner, 2009). The political class has encouraged the implementation of this Act as a way of ensuring the budgetary allocations are provided to cater for the expenses. Their willingness in the actualization of the program will enhance child protection and health provisions that ensure stable childhoods and an eventual healthy population. The economic impacts are two fold. The country will spend highly to cover an additional 8.2 million women below  65 years who are not insured or  are ineligible for Medicaid. The women in the lower income bracket of between 100 – 400 percent of the FPL  will benefit from the Act  through access to subsidies for purchasing health insurance. This will bring on board at least 7 million women under the age of 65 (Collins, Rustgi, and Doty, 2010). The social and ethical impacts of this provision will provide an avenue through which the communities will raise their health profile and sustain a healthy status. With young adults having been included in the access to health insurance, the community will benefit from the services they lacked in the beginning with mothers and young children being the biggest recipients