The Lord Of The Flies :: essays research papers

'Lord of the Flies Creative Essay';   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  There are many lessons of human nature to be learned from the novel Lord of the Flies; the book explores many aspects of human nature and society as a whole. We know this is evident because the book stirs a variety of human emotions for the reader. The implications of Lord of the Flies go far beyond these few small children being abandoned on a dessert island, it discovers the defects of the mind and our human nature in order to explain our actions in society. Human fear stems from the unknown, which leads to terror and often irrational behavior; just as the children on the island experienced fear, the island became an evil place as if 'a beast ' had been unleashed. We later learn that the fear of the unknown causes humans to release their own devils from within. In effect, their world isn't so different from the one we live in now.   Ã‚  Ã‚  Ã‚  Ã‚  I find it ironic that the very person who interrupted the children's sick man-hunt of Ralph, will take the children to his ship, which will then hunt the enemy in the very same fashion. Society is no better than the children who are stuck on the island and showing their violent attributes. However, these children were saved, only to be exposed to the exact same situation on a greater level. The entire time the boys were stuck on that terrifying island they were wishing for an adult to come and release them from it. Who then will rescue this individual and save him from the terrors of the world?   Ã‚  Ã‚  Ã‚  Ã‚  There is also a political system on the island just as there is in our society. Ralph is the children's elected representative. He appoints hunters (or an army in our case) and a leader to this group on the island. He also appoints people to look after the fire, people to get water, to get food and make shelters (political heads). They also have an age of importance on the island, they can distinguish a minor from their form of an adult just like us. In this way the island is run in an orderly fashion. However, as in most political systems there are people who will oppose the decisions made by their representative. Jack is this leader of anarchy on the island. He drives this toward Ralph like people in society would protest or go on strike.

Scarlet Letter- Grey

Scarlet Letter Assignment Topic: Gray Part I- Cite six times in the book where your topic appears and analyze how those instances relate to the meaning of the work as a whole. 1. â€Å"A throng of bearded men, in sad-colored garments and gray† (33). The color gray adds to the atmosphere of the day, the day of judgment for Hester. The people of this Puritan town are close-minded and dull, all represented by the color grey. 2. She bore in her arms a child, a baby if some three months old, who winked and turned aside its little face from the two vivid light of day; because its existence, therefore, had brought it acquainted only with the gray twilight of dungeon, or other darksome apartment if the prison† (36) When in the dungeon Hester spoke to no one and would not admit to anything, because she concealed her secrets. The color gray connotes secrets and hiding. Once Hester and Pearl depart from the prison for the first time the gray of the dungeon disappears and the secret s can now be found out—this admission being a major plot in the novel.This is the moment when the secrets break free and begin to unfold. 3. â€Å"Standing on that miserable eminence, she saw again her native village, in Old England, and her paternal home: a decayed house of grey stone, with a poverty-stricken aspect, but retaining a half obliterated shield of arms over the portal, in token of antique gentility† (40). When leaving the jail, Hester gazed at her hometown. However, she was not filled with nostalgia or wistfulness. Rather, she looked out and saw her family’s poverty stricken house, though it was noticeable that it was once of high nobility.Those who were once elite and considered noble people are now in poverty and being trialed for murder. Grey connotes this transition. It is dull, boring, and is not red, blue, and purple, which are the colors that aristocrats wore at that time. When leaving the jail Hester realizes that everything has turned to gr ey—life will not be as luxurious and she will be repudiated by society because of her sins. 4. â€Å"The wide circumference of an elaborate ruff, beneath his grey beard, in the antiquated fashion of King James's reign, caused his head to look not a little like that of John the Baptist in a charger† (74)This description of Governor Bellingham is to show how he is esteemed and of high class in Puritan society. Puritans desire to live like their ancestors; no room for change at all. Governor Bellingham is illustrated in the novel and is compared to those living in King James’ time. To the Puritans this is positive, this dullness and inability to change their ways: it is the way of life. But to others, like Hester it is a negative aspect of the society. The color gray is therefore used in this context to highlight this. The Puritan society is gray, devoid of color and excitement.In today’s day, a black-and-white movie suggests that it is old and outdated. So too here, adding the fact that Governor Bellingham’s beard is gray is to elucidate Hester’s opinion that the society is and should be obsolete. 5. â€Å"An unwearied pall of cloud muffled the whole expanse of sky from zenith to horizon. If the same multitude which had stood as eye-witnesses while Hester Prynne sustained her punishment could now have been summoned forth, they would have discerned no face above the platform nor hardly the outline of a human shape, in the dark grey of the midnight† (101).The use of grey in this instance defines the mood Nathaniel Hawthorne is attempting to portray. Dimmesdale mounts the scaffold and screams out, confessing his sin. It is in the depths of the night and is dark, somber reflecting Dimmesdale’s desire of penitence for his sin. He wishes to be found out and for his guilt to be palliated. 6. â€Å"Mr. Dimmesdale throughout the long hereafter. But as he came down the pulpit steps, the grey-bearded sexton met him, holding up a black glove, which the minister recognized as his own† (108).The day after Dimmesdale’s profession of his sin in the midst of the night, the church sexton comes over to Dimmesdale and hands him his black glove that was found on the scaffold. The sexton decides that it was Satan’s doing and not that of Dimmesdale. Everything around Dimmesdale suddenly begins to turn gray. He sees everything as gray—full of sin and darkness void of life and purity. Part II- Explain how your topic sheds light on at least one character’s development in the novel Grey symbolizes many different ideas in the novel, The Scarlet Letter. However, a main theme of the color gray is that of darkness and the presence of sin.Throughout the novel, Dimmesdale’s status and health slowly deteriorate and the color gray helps track this decline. At first the society is looked at as gray, boring, and dull in the eyes of Hester. Dimmesdale was a prize pastor giving the best sermons. However, once Hester is reestablished in society, Dimmesdale’s guilt begins to take over. Especially after he and Hester talk about leaving the town by ship, his shame gets the best of him. He ascends the scaffold hoping someone will hear him confess his sins, but everyone thinks it is a witch. Everyone and everything around him appears gray, all reminding him of his sin.Dimmesdale even gives a sermon in which he reveals that he too has sinned, so as to alleviate some of his guilty conscience, but it makes the people like and revere him even more. At last he cannot take it and he mounts the scaffold, Hester and Pearl in hand, confessing his sins to all and dying there as Pearl kisses him. The guilt was too much for him and finally the pain is gone for Dimmesdale. Part III- Choose three biographical facts about Nathaniel Hawthorne and/or historical facts about the time period, and explain how the facts add to your understanding of the overall book 1.Nathaniel Ha wthorne’s ancestor, John Hathorne, originated in the Massachusetts Bay Colony and was a judge in the Salem witch trials. Hawthorne was fascinated by his kinship to John Hathorne and inspired several of his novels. This was a great inspiration for The Scarlet Letter, as witchcraft, sin, and Puritan society are all main themes of this novel. 2. Nathaniel’s father died when he was at an early age. This was therefore the inspiration for Hester being a single mother in the novel. He felt the same way that Pearl did and at the same time empathized with Hester because he watched his mother go through the same thing. . One important influence on The Scarlet Letter is money. Hawthorne never made much money as an author and the birth of his first daughter just added to the financial burden. He received a job at the Salem Custom House, but lost it three years later and was forced to return to writing to support his family. Consequently, The Scarlet Letter was published a year aft er being fired by his job in the Salem Custom House. At first, the work was only intended to be a long short story, but the extra money a novel would bring in was needed to support his growing family.

Abuse in Nursing Homes – Essay

Unit 3 IP Leigh Ratliff There are reports of abuse in nursing homes every year. There are many types of abuse reported as well. Even though there are many reports there are also many cases that are not reported. Elderly being abused puts them in an even more vulnerable position that what they were in. They now have to fear for their lives from the people who should be taking care of them. With reported cases and non-reported cases the abuser is rarely punished which makes the situation much worse. Elder abuse in nursing homes has grown at an alarming rate and not being reported and I firmly believe that the punishment should be increased for these abusers such as licenses being pulled and state stepping in more to investigate. There are many different types of abuse towards elders. Types of abuse are neglect, physical abuse, sexual abuse, and many more. There are more than an estimated 2. 1 million reports of abuse each year as found in the studies of American Psychological Association, 2011. Elderly abuse is often times overlooked especially when there is bruising of the skin. The elderly are frail and the bruises are often mistaken for normal care on a frail individual which can happen. M. Lachs and K. Pillemer, also studied the same abuse issues and reported that many physicians were un-familiar with the mandatory reporting of abuse. In fact many physicians could not identify a case of elder abuse (1995-2006). Neglect is one of the most common reports of abuse in nursing homes. Neglect occurs when a caregiver fails to take care of a patient the way they should. In example, a caregiver does not change an elderly person every two hours. Instead the elder is only changed every 4 hours. This can cause bed sores. Bed sores break down the skin and when urine and feces enter the wound the patient can become ill and even die. Another type of abuse is physical abuse. Physical abuse occurs when a care giver hits a patient. Physical abuse towards the elderly can have grave consequences as well. The elder are very fragile and when hit can easily cause broken bones and even death. It is very hard for the elderly to recover because they are so fragile. Many physicians do not recognize the signs of abuse. The injuries are often mistaken for common issues with fragile elder patients. This means most cases of abuse are not reported and the abuser continues the acts. For cases that are reported the abuse usually is not punished in a meaningful way. Usually the abuser gets a slap on the wrist and in worst case scenario fired from the job just to go to another job and do the same thing. If the state would come in to the nursing homes more often or even a regular weekly basis to inspect. The state has a larger impact than expected and could put the situation under control. The abusers should have their certifications and licenses revoked and should not be able to continue their work. Doing this would leave the patients with care givers who actually care and want to do the job correctly. There are many, many reports every year on abuse in nursing homes. The reports to not even come close to the actual number of cases since not all are reported. Abuse in nursing homes is a very serious matter and should be treated as such. The elderly deserve respect and great care. They have lived a long life and should not have to end it in tragedy.

Case Of Organizational Behavior Samples

In a very broad sense, organizational behavior refers to the study of how human individuals interact or behave within a group. These studies are conducted extensively to understand how to better integrate the employees and run a business more efficiently. At the core of this field of study lies the idea that scientific approach can benefit an organization through better managing the workers and, thus, making sure the individuals work more cohesively and as a single unit. Organizational behavior may be loosely described as the process of understanding and predicting of human behavior as a group member or as an individual in order to manage and maximize their output within an organization. Organizational behavior also studies the behavioral traits or patterns individuals show to one another within the organizational sphere. The effects of these interactions are also studied in depth. Organizational behavior is the study of every behavioral aspects of an individual who is a part of a bi gger organization, the interface of two or more individuals, or between the individual and the organization or of the organization itself. Organizational culture is the single most important aspect and parameter that decides how will the performance of the employees be as individuals or a whole group. Moreover, organizational culture is the conglomerating bundle of the assumptions, values, ethical considerations, ideologies and other organizational parameters that decide how would an individual or a group within the organization behave while their interactions and interfaces between themselves and the organization or amongst themselves (Alvesson and Sveningsson 2015). These parameters all have important and extensive influences upon individuals and modulate their behavioral patterns, dictate how they dress or act as a member or part of the organization. Organizational culture also often sets the bar that decides and measures how will the performance of the individual and the group is (Alvesson 2016). Every single organization has distinct and visible organizational culture that varies from each other and are unique in i ts nature. These organizational culture are developed over days and are maintained tirelessly to uphold the organizational reputation within the industry. This reputation is one of the biggest attributes for ensuring a successful business (Ehrhart and Kuenzi 2017). Organizational culture is primarily a very basic but overall guideline or boundaries as to how should the employees behave while representing the company. Organizational culture is the unification of the values, ethics and behavioral pattern of the employees that make up the unique environment for each organization (Ostroff and Schulte 2014). While these behaviors are often up-front and are very visible, it is also often the case that these are embedded psychologically. The very core beliefs and values are personified by the behavior of the organization and, in some cases, the employees as well. The managing authorities are the ones who decide how would the employees behave within the organization. Organization culture fl ows down from the senior authorities to the employees and not the other way around (Ashkanasy and Dorris 2017).    Also termed â€Å"corporate culture†, organizational culture is reflected through a few basic functions of the company. It is the guidelines and broad paths through which an organization functions and operates its business: how does the organization treats and interacts with its customers and employees as well as how does it serve or helps the wider social communities (Bortolotti, Boscari and Danese 2015). Organizational culture decides upon how much freedom is given to the employees to have inputs about the operations of the company and what contributions do they have in the decision making process, providing new ideas for development and benefit of the organization or how much leniency is tolerated for p3ersonal expression. The hierarchical construction, the flow of power and how free flowing is information within the organization are all decided by the organizational culture and work ethics(Barbera 2014). The organizational goals and purposes demand the employees to believe and be committed to them and organizational culture plays a pivotal and decisive role in this: the organization must be able to make the employees feel welcomed and a valuable part of the organization so that they want to work for the employers and help them to fulfil the objectives that were set out with in the first place of starting the company (Glisson 2015). If the employees are made to feel they are important and they understand that the company is taking their care, they will themselves take care of the customers. The whole functioning of the company will be much smoother and the higher authority need not be directly involved in the interaction with the customers, rather, they can be focused more on other more pressing issues. Customer care and services, post sales services, product quality are all results and/or shaped by organizational culture (Hogan, S.J. and Coote, L.V., 2014). Another very important aspect of running a business in the modern world is the environmental s ide of it. Every business, industry or organization must abide by the rules and requirements to protect the environment and reduce the process of global warming. A strong and ethical organizational culture helps to make sure that organizations keep this in mind and not cause any harm to the planet (Dubey et al. 2017). Virtually every single step of the operations of an organization is impacted by the organizational culture: how will the idea of a new product or service be conceived and shaped, how will the marketing tactics be planned, how to reach the potential customers and how to penetrate the market (Uzkurt et al. 2013). Organizational culture takes a lot of time to achieve and once established, it is so involved in every operation of the organization that it becomes almost impossible to change. That is why organizations must be very careful from the very beginning, having a concise and cohesive idea about what they want to achieve through the business, i.e. the motives of the company (Kangas et al. 2016). Employees and customers have to be able to identify with the organizational business operations or goals if they either want to work there or buy the products or the services of a particular company. Organizational culture is defined as an â€Å"emergence† of a state within an organization that is highly complex and is incalculable. This state results from a few very simple ingredients, though the final outcome is different for every organization. There are three parameters within an organization that can be controlled, moderated and managed: the employees, the work and the customers. These are the three basic pillars of any organization and every single operation is executed and planned with focus on any, or all, three of these. Organizational culture is almost always highly influenced by regional cultures (Modaff, Butler and DeWine 2016). The beliefs and ideals of different social community shape how an organization will behave, treat its customers and employees. These beliefs and values are deep inside the collective social mentality, and it is only natural that these will be some of the primary things to decide what will be the operations of the organization. The creation of any organizational culture is dependent upon the beliefs and values of its leaders. Workplace culture is entirely created by the leaders as they are the ones with a proper idea about what is to be done band the true motives of the organization (Asgary and Li 2016). However, it is not the final deciding factor: while most of the times leaders do shape the organizational culture, there are also times when organizational culture also decides what kind of a leadership is possible, or how will the leaders behave him/herself. An established culture influences and shapes a leader just as much as it being influenced by the leader (Fullan 2014). An effective organizational culture decides and governs the mentality and behavior of the employees and the authority that will ensure the employees reaching their goals while adhering to the collective motivations. When an employee feels that she or he is being assisted and helped by the leader to fulfil their personal goal, job satis faction also gets better and this, in turn, pushes the employees to work even harder. While a strong organizational culture will help the employees in the process of achieving its goals and grow together, a weak one will have disruptions in the work and functions of the organization. However, if individual employees are seen as to be more important than the organization itself, sustaining the operations and striving towards the organizational goals may become difficult as the company will be having a tough time trying to balance the priorities (Goetsch and Davis 2014). The market orientation and culture of an organization must be focused at generating a profit and should revolve around results. Competition within an industry must be kept up with, if the organization wishes to stay in the game and keep generating a profit. Having an adaptive culture can help organizations immensely. This means an inclusive work culture where all the employees are included in the decision making process of the company. An adaptive or inclusive work culture ensures that the company y will survive through time, simply because it will have all the employees looking after its interests. A flexible work culture is dynamic in nature and are focused upon risk-taking and innovation (Glisso n 2015). Power culture within an organization decides how would information flow within the organization among the different departments. It also determines the hierarchy of the organization and the power structure. This kind of work culture is spearheaded by a single leader who takes all the decisions on behalf of the entire organization and controls the marketing and other strategies of the company. A role culture is where the employees all know their specific jobs and roles in the organization and report to their seniors. Efficiency and accuracy are paramount in a work culture like this one. There are some basic characteristics of organizational culture, despite being unique to every organization. Some of them are elaborated below: The organizational culture is a self-sustaining pattern that gives an idea about how things are to be done in the organization. Organizational culture is mostly instinctive and repetitive and cannot be easily categorized or labelled. Corporate culture is always evolving: slowly, but surely (Katzenbach, Oelschlegel and Thomas 2016). While it is almost impossible to change the entire established work culture, it is possible to control certain emotional aspects of it to control the performance and outcome of some of the functions. Cultural inputs and catalysts help companies to make changes that last longer and have more positive impact on the performance of the employees (Modaff, Butler and DeWine 2016). There are some basic principles of the organizational culture that help companies to achieve long term success. These can be defined as follows: Now that a rough but cohesive idea about the basic tenets of organizational culture has been comprehended, further discussion would try to establish the same as an important of business running. To achieve this, three case studies are looked into in greater detail and discussed how did they manage to be so successful despite such fierce competition in the sector and what role did organizational culture had to play in it. It is not unknown that Google has a very strong work culture that is also the biggest reason behind it being recognized as one of the most sought after companies to work at. Even pictures from inside Google’s offices make people chart their education and career plans so that one day they can achieve that. A company does not achieve such a status just like that. The very essence of the core ideals and beliefs of the company is forged within the organizational culture of the organization, that prompts its actions and every other strategy (Wei, Samiee and Lee 2014). The company has teams who are solely focused towards keeping the employees happy and making sure that productivity is consistent and regular. While it may seem intrusive to many, it is also true that great visions are often misjudged and/or frowned upon. It is understandable if some companies are weary of the organizational culture simply based on the fact that the industry of Google are absolutely different. While di fferent sectors do demand different work cultures, it is also true that some basic ideas can be used by every sector or organization within it. It has already been elaborated in the previous section about how can a greater employee integration help an organization to achieve higher degrees of success can happier employee circle ensure higher performance. This section will look into the different ways through which Google tries to achieve this aspect of organizational culture and, in turn, attain success. Google firmly believes in the fact that it is the employees behind the success of the organization. There are innumerable applications to work for the company and every single one of them are reviewed. The employee integration process begins at the very first step of hiring a person as an employee. In the interview process, the applicants are faced with odd situational questions and are asked to provide answers. The answers are not expected to be correct, rather the company tries to see which of the applicants have an aptitude for imagination and can come up with innovative ideas under pressure. This gives the organization an insight about the inner capacity of each individual at the very beginning. Human resource department relies solely on scientific research and data analysis to understand an d measure the performance of each individual employee properly. Extensive application of algorithm based formulae help the company to predict when will an employee leave the organization; optimal size of tables is also assessed using scientific methods. Google discovered that female employees take twice as many leaves as the male counterparts and this led the company to revamp the entire leave plans, giving the female employees paid maternity leaves. All of these steps taken provided the company with employees who were happier. Retention of the employees was achieved through providing them with higher perks and better paid leave plans. Google gives its employees a lot of perks including the advantages of bringing the children to the office and availing day care right there, sleep pods, free food throughout the day and many more which make the employees want to stay at the company. Studies have also shown that the employees perform better as well under these conditions. Google has clearly written guidelines about what are the ideals and organizational values. These ten grounding premises serve at the very core of the company and help the applicants properly understand what the organization expects them to do, which skills to possess and what are expected of them should they be selected to work for the company. Google shares all of its information with all of its employees. This makes the operations of the organization clear and transparent. The company also takes care to resolve any questions an employee may have regarding the organization. This assures the employees with a sense of security and makes them understand the operations of the company properly and enables them to work for the company in a clearer and proper fashion. Keeping the employees informed and enlightened about which direction the company is headed enables them be aligned with the objectives of the company and cohesively work towards the collective goals. Every employee is given recognition for however small an achievement may it be, encouraging them to work harder so that they can achieve even more credit for their work. At the same time, failure on the part of any employee or team is also highlighted. This type of clear and open appreciation of their efforts make the employees want to improve their performance and ensu res an office culture which is fearless. Google encourages its employees to socialize even outside of office so that a sense of a bigger society can be formed where everyone knows each other. This gives the employees a level of comfort to be working among the people they know, and being relaxed they can work with better concentration. This case study reveals that Google uses some basic and very normal ideas to form an organizational culture through employee appeasing, based on the very core idea that happy employees guarantee happy customers. Another very important aspect of Google’s work culture is that; it is never stagnated. The company is always changing and evolving its work culture, making sure any new aspect that would make the employees happier is not ignored. The company policy on employees is one of the most important things that ensure the employees’ higher performance rate and establishes the organizational dominance in the overall industry. Google is evidently highly successful in being able to use organizational culture by means of integrating the employees within itself and making themselves a successful company. All of these steps have helped Adobe to become the successful company that they are today and enjoy a great market share. Companies and organizations invests billions of dollars and uncounted amount of hours only to ensure that innovation and creativity are boosted. To stay ahead of the curve, to ensure organizational leadership in the industry and grabbing maximum market share, there is no substitution for innovation. Creativity helps every organization to come up with new ideas that help to create a new product or develop on an already existing product and innovate something. The aspiration to do something, to create something new is a great driver for motivation to work harder. This improves performance by a huge margin and often boosts the overall company performance as a whole. To ensure that the employees are going to work hard, Adobe looks into the fact that their employees are having fun at work. The organization firmly believes in the fact that innovation and creativity can be ushered through relaxation, where pressure is not an issue. Culture is the conglomeration of ideas, customs, beliefs, values and behavior of a particular person or of group as a whole. Adobe, above all encourages the employees to creative and tries to establish a work culture within the company that will itself evoke creativity. It is an observed fact that the companies that take these steps can see higher growth rate as well as better revenue. Adobe is one of the biggest software companies on the planet and also one of the most lucrative places to work at. Creativity has helped the company to stay ahead of its competition simply by making sure their products offer something extra that the other products do not. Adobe believes that creativity is something that should start at the top and should be reflected through the behavior and the working of the senior authorities. The people at the top are expected to lead the way by displaying innovative thinking themselves. If the leaders fail to behave in the company’s desired way, the employees would also fall short of their tasks. The leaders in the company are bestowed with the responsibility to unleash the creative capabilities of the employees. â€Å"KickBox† is a unique concept of the company that allows every employee to bring their imaginations and ideas through life using the company’s own resources. These are funded by the organization themselves to encourage the employees to develop new ideas. The employees are not expected to submit any proposals for it: they just go ahead with the plans. Adobe has a corporate culture that embraces risk taking rather than shunning it away. Risk aversion is believed to be, by the company, the single biggest threat to innovation. Adobe gives out its employees the signal that they are open to new ideas and new interpretations of existing products so that they are encouraged to take risks. If the risks are worthy, the organization rewards the employees and credit is given elaborately. This is another way through which the company ushers in new ideas for products. The leaders again play a pivotal role here: they have to make the employees understand that risk taking is awarded and not something that would land them in trouble. The training and development program of Apple is very well planned and organized. The employees of Apple are treated as one of the key advantages in the departments of the research and development as well as marketing. In order to attract and retain skilled and competent employees the Apple Inc. provides effective training and development program (Shafie, Siti-Nabiha and Tan 2014). These employees will improve the ability and benefit of the company. To meet its transformational challenges, the company needs to train new and current staffs. The ways in which the employees learn and achieve reflect as well as transform how the company does its business. Thus, they engage the employees to work responsively and improve the products. On the other hand, they raise awareness about the employees’ rights. To Apple it is not enough only to find and correct problems. Apple’s training programs are specially designed to educate employers about laws, rights, health and safety of the workers as well as suppliers (Cornelissen and Cornelissen 2017). Verità © and the Fair Labor Association — two organizations recognized internationally, dedicated to human rights have worked with Apple to figure out the quality of the company’s social responsibility training. It shows that the knowledge and awareness of the rights of the employees has been increased through Apple’s mandated training. They train supervisors and managers on their responsibilities, direct hire processes and even onsite management of foreign workers. Supplier Employee Education and Development (SEED) program has been launched by Apple to enhance professional development opportunities. Here, the classes on finance, computer skills, and the English language are offered. The company also made a partnership with Chinese universities to allow workers to achieve associate degrees. Over 60,000 workers participated in their first pilot program in 2011 and came up with higher morale are promoted more often than other employees (Myers and Fellow 2014). Their final suppliers have onsite e-learning centers. In order to follow up and compute the employee’s performance Apple audits. In 2011 the company conducted training sessions to prevent underage labor. This year, no cases of underage labor could be found in their audits. While the organization is encouraged by these results, Apple claims that they will continue regular audits and go deeper into their supply chain to ensure that there are no underage workers at any Apple supplier (Asgary and Li 2016). The company has decided to continue regular audits to ensure that there are no underage workers at any Apple supplier. Apple has made their training and development program intensively dedicated in order to bring out and sustain the competitive advantage. Apple frequently produces new products like computers, music devices, media sales, and telephones that require skill in completely different industries. Therefore, the expertise of its employees needs to change faster than at almost any other tech firm. Apple feels that the employees must be self-reliant. The reason behind it is that in a fast-changing environment, employee self-reliance gets weaken for providing target competencies and prescribing training. In order to develop the required skills, the employees need to learn continuously which employee ownership of development encourages. Instead of giving training how to sell a product, the employees are empowered which will shape them according to the company’s requirement as well as the customer’s. Apple’s team environment helps to build cohesion within team. The cohesion strengthens when the different development teams work competitively. This healthy competition helps in their development and they learn from each other. Apple’s effective training and development programs motivate and encourage innovation and creativity of the employees. Apple has compensation policies and packages which is structured and prepared by a committee. The compensation committee prepares, review, and modify the incentive programs and policies. The board set the committee members and empower them to take external or internal counseling, advice and ask for any employee. Apple provides very good benefits like health and life insurance, Short- and long-term disability coverage, flexible Spending Accounts, disability coverage and employee stock exchange plans. As found in the official website of Apple, the company has built plenty of flexibility for the employees and their families. Apple’s executive compensation aims to attract and retain the executives with genius, creativity and entrepreneurial skill. To the company, the employees are their assets. It is the executives who are responsible to transform the company and bring success in the international market. The Compensation Committee examines the compensation program and determines the compensation for the executives. The distributes annual performance-based cash bonus program for the employees and follows pay system based on performance. Every executive is awarded with cash bonus equal to 100% of his basic salary. The compensation committee compensates fairly and adequately. In today’s weak economy, Apple has taken advantage of job demand and provided a good ambience to work. It faces no difficulty to replace the employees who have resigned. Apple maintains a healthy work culture that helps the company to flourish and prosper internationally. From the above discussion and a good look into the cases of the three organizations, it can firmly have concluded that organizational culture does help an organization to be successful. Organizational culture has been seen to be one of the most important aspects of business running which can make pivotal differences between a successful organization and one that is not. A strong work culture is something that would enable companies to make its strategies in a way that would help them to achieve the collective organizational goals and would also enable to establish a strong sense of bond within the company as well. A strong organizational culture makes sure that the environment within the company is cordial and a homely atmosphere prevails. This is one of the most important things to make the employees feel relaxed, enabling them to work even better. The companies with a good organizational culture makes the employees feel welcomed and an integral part of the company. This sense boost s them to try and work better. Recognizing the employees’ efforts and rewarding risk taking capabilities also ensure enhanced performance. Alvesson, M. and Sveningsson, S., 2015.  Changing organizational culture: Cultural change work in progress. Routledge. Alvesson, M. ed., 2016.  Organizational culture. Sage. Asgary, N. and Li, G., 2016. Corporate social responsibility: Its economic impact and link to the bullwhip effect.  Journal of Business Ethics,  135(4), pp.665-681. Ashkanasy, N.M. and Dorris, A.B., 2017. Organizational culture and climate. Barbera, K.M., 2014.  The Oxford handbook of organizational climate and culture. Oxford University Press. Bortolotti, T., Boscari, S. and Danese, P., 2015. Successful lean implementation: Organizational culture and soft lean practices.  International Journal of Production Economics,  160, pp.182-201. Cornelissen, J. and Cornelissen, J.P., 2017.  Corporate communication: A guide to theory and practice. Sage. Dubey, R., Gunasekaran, A., Helo, P., Papadopoulos, T., Childe, S.J. and Sahay, B.S., 2017. Explaining the impact of reconfigurable manufacturing systems on environmental performance: The role of top management and organizational culture.  Journal of Cleaner Production,  141, pp.56-66. Ehrhart, M.G. and Kuenzi, M., 2017. The Impact of Organizational Climate and Culture on Employee Turnover.  The Wiley Blackwell Handbook of the Psychology of Recruitment, Selection and Employee Retention, pp.494-512. Fullan, M., 2014.  Leading in a culture of change personal action guide and workbook. John Wiley & Sons. Glisson, C., 2015. The role of organizational culture and climate in innovation and effectiveness.  Human Service Organizations: Management, Leadership & Governance,  39(4), pp.245-250. Goetsch, D.L. and Davis, S.B., 2014.  Quality management for organizational excellence. Upper Saddle River, NJ: pearson. Hogan, S.J. and Coote, L.V., 2014. Organizational culture, innovation, and performance: A test of Schein's model.  Journal of Business Research,  67(8), pp.1609-1621. Kangas, M., Kaptein, M., Huhtala, M., Là ¤msà ¤, A.M., Pihlajasaari, P. and Feldt, T., 2016. Why Do Managers Leave Their Organization? Investigating the Role of Ethical Organizational Culture in Managerial Turnover.  Journal of Business Ethics, pp.1-17. Katzenbach, J., Oelschlegel, C. and Thomas, J., 2016. 10 principles of organizational culture.  Strategy+ Business,  82(Spring), pp.1-7. Modaff, D.P., Butler, J.A. and DeWine, S.A., 2016.  Organizational communication: Foundations, challenges, and misunderstandings. Pearson. Myers, C. and Fellow, K., 2014. Corporate Social Responsibility in the consumer electronics industry: A case study of Apple Inc.  Resource document. Georgetown University, Edmund A. Walsh School of Foreign Service. https://? lwp.? georgetown.? edu/? wp-content/? uploads/? Connor-Myers.? pdf. Accessed,  10. O’Reilly III, C.A., Caldwell, D.F., Chatman, J.A. and Doerr, B., 2014. The promise and problems of organizational culture: CEO personality, culture, and firm performance.  Group & Organization Management,  39(6), pp.595-625. Ostroff, C. and Schulte, M., 2014. A configural approach to the study of organizational culture and climate. Shafie, S.B., Siti-Nabiha, A.K. and Tan, C.L., 2014. ORGANIZATIONAL CULTURE, TRANSFORMATIONAL LEADERSHIP AND PRODUCT INNOVATION: A CONCEPTUAL REVIEW.  International Journal of Organizational Innovation,  7. 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Ethical and Socially Responsive Business Research Paper

Ethical and Socially Responsive Business - Research Paper Example Avoiding conflicts of interest ensures the professionalism of the operation of the business. Finally, fair dealing, accounting and financial integrity ensures that Ruby Tuesday’s Inc. have the full confidence of the general public that could translate to general public’s patronage. There are several ways that the company should take to ensure that employees follow the code of conduct. The most obvious step is to adopt a zero-tolerance policy against unethical business practices within and without the company as a deterrence to unethical acts (_____). It would also ensure that employees follow the code of conduct when it is integrated during the orientation and training of employees whereby they are taught to appreciate ethical practice not only to reflect the company’s values but also as a better way to do business. To make ethics as part of the company’s strategic plan would ensure that ethics is considered in every act of the company. Having integrated ethics in the strategic plan gives weight to ethics to be as important as making profits thereby ensuring that employees as well as the officers of Ruby Tuesday’s Inc. will follow the code of conduct. a. Maintain integrity in all its business transactions – this includes financial integrity in the reporting of its financial statements to its shareholders (stockholders, general public, employees), integrity in its operation whereby all products and services are not only of quality but also consistent to product and service promise. b. Practice CRM or Corporate Responsible Management – this requires engaging in social activities that promotes the greater good of the community and society. CRM includes using â€Å"green practices in the operation of the restaurant whereby Ruby Tuesday’s is not a pollutant to the environment as well as treating and paying its employees

Hunting Tourism Essay Example | Topics and Well Written Essays - 250 words

Hunting Tourism - Essay Example Various reports show that endangered species such as the lions have reduced by 30% in Africa and the cats are perceived as seriously imperiled. In one of the reports that were published in the year 2011, it revealed that the economic and the environmental benefits of hunting tourism in countries such as Tanzania, Botswana, Namibia, Benin, and Cameroon among others were negligible. It was alleged that around 272 million acres had been open to the sport though the returns were quite dismal. In addition, as much as some scholars allege that hunting tourism generates tourism, it was determined that less than 10,000 people were hired on part time and permanent basis yet approximately 100 million people lived in the aforementioned countries (Bland, 2012). Despite various claims that hunting tourism increases revenue and helps the local communities, there has been no enough proof. The pro-hunting firms argue that there are only 3% of the revenues that goes to the communities that have been affected by poaching and the rest goes to foreign and government outlets. It is also to be noted that killing of animals such as the lions is irresponsible considering that the healthy members are endangered and when the adult male, which is the most sought after animal is killed, there is destabilization of its pride, leading to increased number of deaths. The act is also counter-evolutionary since it consists of selecting the healthy, robust, and large males that protect their cubs and mates as well as contributing positively to future generations (Flocken, 2013). Therefore, killing of defenseless species is definitely a bad idea and there is a need to have a balance. It is normal to hunt and kill wild animals for food but there is a need for the government agencies, the pro-hunting organizations, tourist oriented firms, and other stakeholders that are affected to come up with ethical and sustainable hunting methods that can enhance conservation. Ensuring there is balance

Rational persuasion Term Paper Example | Topics and Well Written Essays - 1000 words

Rational persuasion - Term Paper Example The bargain wilds intensely as the teachers are seriously on the neck of the government terming them not serious about the lives of the children who are not being taught, as the government is quite reluctant about their issues (Hoch 2004 pg 64-9). Through out the bargains, the government given the tough economic times tries to use rational persuasion to try to sway the angry teachers to class. This evident since the government has directed their negotiations towards the influential minorities that is the teachers’ consultees; they are trained and given non-factual promises by the government (Hoch 2004 pg 97). The promises are non- factual given that they do not give any timelines and are not giving any statistical figures in form of percentage increase of the mentioned benefits. The limitation of this is that the method would not suppress the angry teachers are they are already aware of the conning that the government is likely to direct to them. Faced with such a situation in the future, an integration of both factual and rational would be considered to relay quite convincing information. Scenario 2 Rational persuasion for security of a country There is a terrorist group, which is seriously terrorizing the citizens’ of the country jeopardizing the role of the government of protecting its citizens. Though power is held by the state, the group is reckless and does not mind hurting any individual as they have nothing much to lose. The government on the other hand is not in the position of attacking those head on, as this may lead to the group unleashing its potential on the innocent civilians through their poisonous biological weapons. The government has therefore the option of engaging... There is a terrorist group, which is seriously terrorizing the citizens’ of the country jeopardizing the role of the government of protecting its citizens. Though power is held by the state, the group is reckless and does not mind hurting any individual as they have nothing much to lose. The government on the other hand is not in the position of attacking those head on, as this may lead to the group unleashing its potential on the innocent civilians through their poisonous biological weapons. The government has therefore the option of engaging the group in a discussion for a negotiation, which cannot be factual as the terror group, cannot be promised facts given that this would be against the sovereignty of the state.   In the persuasion efforts, the government presents on the table goodies for the terror group and promises them to be integrated in the running of the government. They are therefore, invited to select their top officials or the individuals they entrusts with t he promised positions and the intention of the government inviting them to this table is to peacefully detain the officials without the followers awareness. This is a divide and rule technique of running the government as the result is directed towards making the followers realize that soon they are likely to be detained as their leaders hence scaring their activities and the harms they are likely to create to the government. The rebels on the other hand purpose a negotiation through representatives.