Balancing Stakeholders Interests In Case Of A Conflict Essay - 2

Balancing Stakeholders Interests In Case Of A Conflict - Essay Example The CAW accepted a wage freeze that would last three years approximately. Vacations would have to go for lesser time and employees would have to contribute higher towards their benefit plans. From the abstract what is clear is that the bailout necessitated that employees do most of the heavy lifting. Suffering wage cuts, taking shorter vacations while the owners who happen to also be external stakeholders do not seem to suffer that much. How then can the interest of employees and shareholders be balanced in case a conflict arises? To answer this question I will use Edward Freeman’s stakeholder’s theory to delve in depth into this issue pitting both moral responsibilities and profit maximization objectives of the business unit. Stakeholder hypothesis is a theory of executive management and trade ethics that deals with principles and values in running an organization. In the conventional view of the firm, the investor view, they are the proprietors of the company and the corporation has a compulsory duty to put their needs first, to boost value for them. Stakeholder conjecture fights that there are added parties involved, including workers, clientele, providers, investors, society, legislative bodies, political lobby groups, trade links, and unions. Even rivals are sometimes counted as stakeholders - their position being consequent from their aptitude to affect the company and its stakeholders. The nature of what is a stakeholder is extremely contested The stakeholder view of policy integrates equally a resource and a market-based view and adding up a socio-political stage. This outlook of the corporation is used to describe the precise stakeholders of a firm (the normative presumption (Donaldson) of stakeholder identification) mutually examines the conditions beneath which these parties ought to be treated as stakeholders.

Recruitment and Staff Selection Essay Example | Topics and Well Written Essays - 500 words - 1

Recruitment and Staff Selection - Essay Example Online advertising focuses on reaching to extended audience from different geographical locations and provide the candidates with detailed information on the application process, company information and site tours to generate interest among candidates to apply. Effective strategies applied in designing of recruitment ads include content layout that spells consistency in presentation, clarity in communication of job responsibilities, company information and desired candidate profile. For the purpose of illustrating the strategies for designing an effective job posting, the paper analyses two job postings for medical assistant (provided as annexure). The first ad posting is for a medical assistant in Park Specialty Clinic located in Salt Lake City, Utah. The advertisement provides the audience with a bold heading in blue stating the job position, location, name of clinic and the department for which the vacancy is posted. This provides the audience with the vital job information and those who are not interested in the given location, position or department do not have to waste time reading through the whole advertising. The body of the advertisement begins with an introduction to the healthcare organization and provides the job-seeker with the reasons why they should join this organization. This is followed by a description of medical assistant, associated job responsibilities and the qualifications the potential candidate must have in order to apply for the posi tion. The second advertisement follows a similar pattern however, the presentation is more effective since all the points are mentioned in distinct paragraphs and bullet points are used to focus the essential requirements. This posting provides the candidates with detailed information on the salary range and employee benefits. The primary difference between both the advertisements is the use of content and

Articles Of Confederation 4 :: essays research papers

After the Revolutionary War, the United States government was in a state of frenzied disillusion. In an attempt to solve the problem of a lack of a functioning government, the Articles of Confederation were formed. Often times called the “Articles of Confusion';, the Articles of Confederation paved the way to our modern system of government. Out of the unreliable and unstable Articles, the Constitution was formed. Though the Articles instilled a seemingly well functioning governmental establishment, the Articles were far from a flawless governing mechanism.   Ã‚  Ã‚  Ã‚  Ã‚  In the early days of the new British-free America there was a great fear of the new system of government being of the same mold of their former, a monarchy, or even a dictatorship. There was one group of revolutionaries that supported a monarchy being formed. This faction was a section of the Continental Army called the Society of the Cincinnati. They urged the rise of George Washington, a veteran colonial general, as the country’s new king, but Washington refused. In an effort to subside the uproar of the common folk, and to prevent eventual isolation of sovereignty of national affairs unto one person, the Articles granted each state exclusive governing powers over it’s own political matters. By doing this, the Articles prevented the new-formed states from revolting against their own government, and they also gave the states absolute control over their own local and regional matters and political conflicts.   Ã‚  Ã‚  Ã‚  Ã‚  In an effort to create a greater sense of unity and national pride in the States, the Articles forced most states with western land claims to forfeit their claims to the federal government, so that the smaller, less populated states would join the union . This did not make any of the states with western territorial expansion content. They felt that the government was starting to take too much authoritative control. With this in mind, the representatives in congress made the promise that when specified parcels of the lands had a population of sixty thousand or more, they would be eligible for statehood. The requirements that were used for birth into the union are the same that are used today. This helped to suffice the desire to extinguish the current government, and contributed to a greater feeling of pride and unification amongst the states.   Ã‚  Ã‚  Ã‚  Ã‚  A piece of the Articles that was very popular with most of the public was the inability of the government, or congress, to enforce taxes on the general public, or individual states.

Motivations and Emotions VS Formal and Informal Power

Virtually all of our reading (Chapters 6, 7, and 8) has either a formal or informal power theme associated with them because in essence power is: intangible. Popular perspective is that power is considered a personal characteristic. Frequently people refer to power as the means to how one person exhibits domination or influence over another individual. In an organization, power is purely a structural characteristic required to mass control or procedurally influence the actions of the various employees or processes. It is vital to my analysis to reflect upon the motivations and emotions of the collective mind-frame and how informal and formal power in organization manipulates these psychological aspects in order to accomplish a goal.This comparative research paper shall initially focus on the conceptual understanding of power at an organizational level. When referring to an organization, people see organizations as bureaucratic entities created to fulfill a function using a variety of tools, hierarchical leadership, team ownership, process completion styles, and institutionalized rules or procedures. As organizations are often large and complex structures with large employee counts it is vital that a hierarchy be in place to organize tasks and indicate which employee needs to be assigned to which project.As a hierarchy is a formal process there are individuals aligned to various positions in the leadership chain. Power along this chain typically transfers downwards in order to assure that orders are carried out as requested. This authority along the vertical chain is accepted by people through an organization. Employees accept that top executives and project managers have the legitimate right to make key decisions required for a projects completion. Employees also accept that goals must be set by leadership in order to provide direction and procedures which everyone can follow and comprehend.This directing of activities enables workers to see that power througho ut the organizational structure helps control the decision making process itself. In addition, it clearly allows for ownership and helps manager become accountable for projects or processes. As orders can be accepted or denied in an organization there is always an underlying emotion associated with the actual outcome. In addition, as some tasks or processes are considered more important then others there is also a certain amount of access to greater tools or resources granted to individuals assigned to those organizational contributions. These individuals are usually considered Subject Matter Experts (SMEs) and are crucial to the continued prosperity or success of a division, department, or process flow.Rationally and politically, organizations must focus on enhancing people relationships in order to obtain a desired level of success in projects. Formally an organization wields power by striving to pool individual strengths to produce a result. Logically, organizations need to be co nsidered a centralized power which lays out procedures, rules, and the foundation for which it upholds its mission, value system, and produces a product (whether it be physical or intellectual).Informally, an organization seeks to empower workers so they can participate in decision making roles. In general, an organization prefers to have satisfied employees versus disgruntled ones. In pursuit of this goal, organizations have taken to comprehending what motivates the every-day employee. Organizations have bestowed upon their management the responsibility of determining on an individual employee level the wants and needs of an employee which can motivate the employee. As there are many process theories associated with this motivation we shall be focusing on several aspects of this emotional and psychological requirements.Based upon Boons and Kurtz, the Motivation Theory can be categorized under 2 distinct approaches. The first approach is a holistic evaluation of factors within a per son’s personality or psychology which reinforces appropriate behavior or stops inappropriate behavior. The second approach focuses on how, why, and what the actual behavior itself needs to be sustained or stopped. The second approach is consisted more analytical then the first.Within the first approach lie’s Maslow’s 5 level need hierarchy, Alderder’s 3 level ERG Theory and Hierarchy, and Herzberg’s two factor theory known as hygiene and motivators. Included in the second approach is Vroom’s VIE Expectancy as a theory of personal choice, Adam’s Equity Theory which correlates individual choice as they compare work practices/environments,   and the goal-setting theory that emphasizes that conscious goals and intentions are considered the detriments of behavior; though I will include only a few of these theories in this paper.These two approaches informally play on motivating and emotional factors. In Maslow’s hierarchy of needs , psychologists have established that motivated individuals are more likely to exhibit consistent satisfactory performance. Based upon this hierarchy the first rang of the hierarchy is the importance of the basic and psychological needs such as food, shelter, exercise, social interaction, and sleep. Psychologists have determined that it is human desire to have these basic needs fulfilled in order to be motivated to do a good job.These fulfillment needs are not true motivators though but necessities. Following this satisfaction, an employee needs to feel secure and protected from economic insecurities and protected from harm, violence, and disease exposure which enables them to be self-motivated and willing to accept self-management as the basic necessity is cared for. For instance, organizations must play a key role in securing dangerous materials which can potentially harm an employee. Often security and safety in the workforce goes hand-in hand and is considered a formal power tha t organization uses to control decisions. In terms of security, the most common ‘security’ is job security. If a project is nearing completion there is a level of apprehension from workers about their continued role in the company.Following this fulfilled need, is the comfort zone of social needs or requirements. These needs are vital in the informal organization as they include belonging, approval, and group membership. For instance, it is not uncommon for individuals who have been promoted to be concerned about ‘fitting-in’ with employees who were once on their own functional level. Thus, project managers should always build upon the team spirit and any opportunity for social activities to reinforce unity and emotional ties to the organization. Organizations sometimes become lost in the hierarchy of decision-making and must consider the emotional welfare of their employees.The last two needs based upon the Maslow’s hierarchy are esteem and self-act ualization, and these two needs differ based upon personality types as well. In the capacity of these two needs, recognition and self-confidence are important to any professional whose role requires creation of a project or product. Self-actualization is acquired when employees are performing projects which interest, intrigue, or challenge their skill-set.Managers can informally motivate by using self-actualization and esteem techniques to provide employees with opportunities for career growth, chance for promotion or raises, recognition in the team for well-done work, job security, plenty of open communication, opportunity for growth in technical expertise, challenging projects, and proper management control measures. This informal power wielded by managers incites employees to continue to produce good work while been stimulated by a good work environment.Similarly, Alderfer’s ERG theory contains a set of 3 needs: Existence, Relatedness, and Growth. Based upon this theory th e existence needs are Maslow’s first and second needs combined, the relatedness is Maslow’s third and fourth needs, and growth is Maslow’s fourth and fifth levels. Unlike Maslow who believed that each hierarchy skipped leads to more motivation, Alderfer insisted that each of these needs must be fulfilled at the organizational level and focusing on simply one need at a time does not sufficiently motivate the employee.In addition the ERG theory states that should the higher need remain fulfilled; the employee will regress to a lower level known as the frustration-regression theory. For example, if career growth or non-challenging work is provided coworkers might instead proceed to socializing with coworkers instead of working on projects. In addition, ample learning opportunities should be provided for employees to progress from one role to another if desired. Managers in this theory need to address each need separately and be aware that it differs from person to person.Interestingly Herberg’s Two-Factor Theory, also referred to as the dissatisfiers-satisfiers, are hygiene motivators or the extrinsic-intrinsic factors. The Extrinsic factors are job security, salary, working conditions, status, company procedures, quality of technical supervision, and quality of interpersonal relation. Intrinsic are achievement, recognition, responsibility, advancement, the work itself, and the possibility of growth. Though the theory of hygiene does not motivate employees it does negate any opportunity for dissatisfaction in the work environment and it empowers employers to seek good leadership, control, and leadership in the organization.These better conditions leave room for motivation for both project managers and employees to receive recognition, strive for achievement, advancement in roles, and further an interest in the project requiring completion. Project managers must adopt a positive attitude and provide each employee with the attention he o r she requires. This power that managers have can be shown as they give assignments that provide challenges, provide a good working environment complete with team spirit, define performance expectations clearly and consistently, and provide honest critic as well as give credit for job well done.In all tasks, people weigh the value of their input to what they obtain as an output. In Adam’s Equity Theory, employees have a need for evenhandedness and equality at work and they strive to ensure that this occurs. For instance, if an employee believe himself or herself underpaid then the quality of work produced goes down as does the quantity of work produced and the vice versa for overpaid feelings.Therefore, it is up to the manager to provide market rates or ranges for a role, and empower workers to research how much they can make in particular roles. This is an incentive and motivation to pursue growth in the company. This communication of rates invites employees to take time to learn, communicate professional expectations, and grow with the company.Formally, an organization exercises the opportunity for a great deal of power by using a variety of methods to influence behavior and promote motivation of employees. In action, organizations can motivate employees using performance driven pay increases, merit pay, team awards as an encouragement method, team recognition, goal-setting methods, continued education, and positive reinforcement.These methods are drivers for motivation and enable growth in a company. Nevertheless, it is important to remember that an organization is run by individuals and motivations and emotions will never become completed forgotten. It is up to management to exercise power and control to help employees remain satisfied that their needs are being met and considered at all levels of management.Reference:Robbins, Stephen P. and Judge, Timothy A. `Organizational Behavior.` 12th Edition. Pearson Prentice Hall. 2007

Hair Color Chemistry How Hair Coloring Works

Hair color is a matter of chemistry. The first safe commercial hair coloring product was created in 1909 by French chemist Eugene Schuller, using the chemical paraphenylenediamine. Hair coloring is very popular today, with over 75% of women coloring their hair and a growing percentage of men following suit. How does hair coloring work? Its the result of a series of chemical reactions between the molecules in hair and pigments, as well as peroxide and ammonia. What Is Hair? Hair is mainly keratin, the same protein found in skin and fingernails. The natural color of hair depends on the ratio and quantities of two other proteins—eumelanin and phaeomelanin. Eumelanin is responsible for brown to black hair shades while phaeomelanin is responsible for golden blond, ginger, and red shades. The absence of either type of melanin produces white/gray hair. Natural Hair Colorants People have been coloring their hair for thousands of years using plants and minerals. Some of these natural agents contain pigments (e.g., henna, black walnut shells) while others contain natural bleaching agents or cause reactions that change the color of hair (e.g., vinegar). Natural pigments generally work by coating the hair shaft with color. Some natural colorants last through several shampoos, but they arent necessarily safer or more gentle than modern formulations. Its difficult to get consistent results using natural colorants, and some people are allergic to the ingredients. Temporary Hair Color Temporary or semi-permanent hair colors may deposit acidic dyes onto the outside of the hair shaft or may consist of small pigment molecules that can slip inside the hair shaft, using a small amount of peroxide or none at all. In some cases, a collection of several colorant molecules enters the hair to form a larger complex inside the hair shaft. Shampooing will eventually dislodge temporary hair color. These products dont contain ammonia, meaning the hair shaft isnt opened up during processing and the hairs natural color is retained once the product washes out. Hair Lightening Bleach is used to lighten peoples hair. The bleach reacts with the melanin in the hair, removing the color through an irreversible chemical reaction. The bleach oxidizes the melanin molecule. The melanin is still present, but the oxidized molecule is colorless. However, bleached hair tends to have a pale yellow tint. The yellow color is the natural color of keratin, the structural protein in hair. Also, bleach reacts more readily with the dark eumelanin pigment than with the phaeomelanin, so some gold or red residual color may remain after lightening. Hydrogen peroxide is one of the most common lightening agents. The peroxide is used in an alkaline solution, which opens the hair shaft to allow the peroxide to react with the melanin. Permanent Hair Color The outer layer of the hair shaft, its cuticle, must be opened before permanent color can be deposited into the hair. Once the cuticle is open, the dye reacts with the inner portion of the hair, the cortex, to deposit or remove the color. Most permanent hair coloring products use a two-step process (usually occurring simultaneously) which first removes the original color of the hair and then deposits a new color. Its essentially the same process as lightening except a colorant is then bonded to the hair shaft. Ammonia is the alkaline chemical that opens the cuticle and allows the hair color to penetrate the cortex of the hair. It also acts as a catalyst when the permanent hair color comes together with the peroxide. Peroxide is used as the developer or oxidizing agent. The developer removes pre-existing color. Peroxide breaks chemical bonds in the hair, releasing sulfur, which accounts for the characteristic odor of hair coloring products. As the melanin is decolorized, a new permane nt color is bonded to the hair cortex. Various types of alcohols and conditioners may also be present in hair coloring products. The conditioners close the cuticle after coloring to seal in and protect the new color.

Whats a Good Student to Faculty Ratio for a College

In general, the lower the student to faculty ratio, the better. After all, a low ratio should mean that classes are small and faculty members can spend more time working individually with students. That said, the student to faculty ratio doesnt paint the entire picture, and many other factors contribute to the type of undergraduate experience youll have. Key Takeaways: The Student to Faculty Ratio Watch out for schools with student to faculty ratios over 20 to 1. Many will not have the resources to provide students much personalized attention.The lower the student to faculty ratio, the better, but the measure will mean different things at different schools.Average class size is a more meaningful measure, and some schools with low student to faculty ratios have many large lecture classes.At research universities, many faculty members spend little time with undergraduates, so the student to faculty ratio can be misleading. Whats a Good Student to Faculty Ratio? As youll see below, this is a nuanced question, and the answer is going to vary based on the unique situation at any given school. That said, its generally good advice to look for a student to faculty ratio around 17 to 1 or lower. Thats not a magic number, but when the ratio starts getting up over 20 to 1, youll find that it gets challenging for professors to provide the type of personal academic advising, independent study opportunities, and thesis oversight that can be so valuable during your undergraduate years. At the same time, there are colleges with 10 to 1 ratios where first-year classes are large and professors arent overly accessible. Youll also find schools with 20 to 1 ratios where the faculty are entirely devoted to working closely with their undergraduate students. Below are some issues to consider to help you put a colleges student to faculty ratio in perspective: Are the Faculty Members Permanent Full-Time Employees? Many colleges and universities rely heavily on adjunct, graduate student, and visiting faculty members in an effort to save money and avoid the type of long-term financial commitment that lies at the heart of the tenure system. This issue has been in the news in recent years after national surveys revealed that over half of all college and university instructors are adjuncts.   Why does this matter? Many adjuncts are, after all, excellent instructors. Adjuncts also play an important role in higher education as they fill in for faculty members on leave or help cover classes during temporary enrollment upswings. At many colleges, however, adjuncts arent short-term employees hired during a time of need. Rather, they are a permanent business model. Columbia College in Missouri, for example, had 72 full-time faculty members and 705 part-time instructors in 2015. While those numbers are extreme, it is not at all uncommon for a school to have numbers like DeSales University with 125 full-time faculty members and 213 part-time instructors. When it comes to the student to faculty ratio, the number of adjunct, part-time,  and temporary faculty members matters. The student to faculty ratio is calculated by considering all instructors, whether tenure-track or not. Part-time faculty members, however, rarely have obligations other than teaching class. They do not serve as academic advisors to students. They rarely oversee research projects, internships, senior theses, and other high-impact learning experiences. They also may not be around for long, so students can have a more challenging time building meaningful relationships with part-time instructors.  As a result, it can be difficult getting strong letters of recommendation for jobs and graduate school. Finally, adjuncts are generally underpaid, sometimes earning just a couple thousand dollars per class. To make a living wage, adjuncts often have to piece together five or six classes per semester at different institutions. When that overworked, adjuncts cant devote the attention to individual students that ideally they would like to. So a college may have a pleasing 13 to 1 student to faculty ratio, but if 70% of those faculty members are adjunct and part-time instructors, the permanent tenure-line faculty members who are tasked with all advising, committee work, and one-on-one learning experiences will, in fact, be too overburdened to provide the type of close attention you might expect from a low student to faculty ratio. Class Size Can Be More Important than the Student to Faculty Ratio Consider one of the top universities in the world:  the Massachusetts Institute of Technology has an extremely impressive 3 to 1 student / faculty ratio. Wow. But before you get excited about all your classes being small seminars with professors who are also your best friends, realize that the student to faculty ratio is something quite different from the average class size. Sure, MIT does have many small seminar classes, especially at the upper-level. The school also does remarkably well providing students with valuable research experiences. During your first year, however, you will most likely be in large lecture classes with several hundred students for subjects such as electromagnetism and differential equations. These classes will frequently break into smaller recitation sections run by graduate students, but chances are you wont be building a close relationship with your professor. When you are researching colleges, try to get information not just about the student to faculty ratio (data that is readily available), but also the average class size (a number that can be more difficult to find). There are colleges with a 20 to 1 student / faculty ratio that have no class bigger than 30 students, and there are colleges with a 3 to 1 student / faculty ratio that have large lecture classes of hundreds of students. Note that theres nothing inherently wrong with large lecture classes—they can be fabulous learning experiences when the lecturer is talented. But if you are looking for an intimate college experience in which youll get to know your professors well, the student to faculty ratio doesnt tell the whole story. Research Institutions vs. Colleges with a Teaching Focus Private institutions such as Duke University  (7 to 1 ratio), Caltech  (3 to 1 ratio), Stanford University  (12 to 1 ratio), Washington University  (8 to 1), and all of the Ivy League schools  such as Harvard (7 to 1 ratio)  and Yale (6 to 1 ratio) have impressively low student to faculty ratios. These universities all have something else in common: they are research-centered institutions that often have more graduate students than undergraduates.   Youve probably heard the phrase publish or perish in relation to colleges. This concept is true at research-centered institutions. The most important factor in the tenure process tends to be a strong record of research and publication, and many faculty members devote far more time to research and the projects of their doctoral students than they do to undergraduate education. Some faculty members, in fact, dont teach undergraduate students at all. So when a university such as Harvard boasts of a 7 to 1 student to faculty ratio, that does not mean that for every seven undergraduates there is a faculty member devoted to undergraduate education. There are, however, many colleges and universities where teaching, not research, is the top priority, and the institutional mission is focused on undergraduates either exclusively or primarily. If you look at a liberal arts college such as Wellesley with a 7 to 1 student / faculty ratio and no graduate students, the faculty members will, in fact, be focused on their advisees and the undergraduates in their classes. Liberal arts colleges  tend to take pride in the close working relationships they foster between students and their professors.   How to Evaluate What a Colleges Student to Faculty Ratio Means If a college has a 35 to 1 student to faculty ratio, thats an immediate red flag. Thats an unhealthy number that almost guarantees that instructors will not be overly invested in mentoring all of their students closely. More common, especially among selective colleges and universities, is a ratio between 10 to 1 and 20 to 1.   To learn what those numbers really mean, seek out answers to some important questions. Is the schools focus primarily on undergraduate education, or does it put a lot of resources into and emphasis on research and graduate programs? What is the average class size? And perhaps the most useful source of information is the students themselves. Visit the campus and ask your campus tour guide about the relationship between students and their professors. Better, yet, do an overnight visit and attend some classes to get a true feel for the undergraduate experience.

Conflict at Work - 1535 Words

Definition of Conflict â€Å"Interpersonal Conflict occurs between two or more persons when attitudes, motives, values, expectations or activities are incompatible and if those people perceive themselves to be in disagreement† (John Hunt, 1982) Conflict Theory Conflict theory talks about why people think and act the way they do and what conditions and causes influence a certain response in human behaviour. While there have been many different views on conflict theory and it has taken a multitude of different forms, it often seems that the Marxian theory is the one that represents the predominant example of conflict theory in sociological literature. The Marxist theory of conflict argues that there is a huge difference between social†¦show more content†¦Competing * No change to my position * Clearly communicate my position * Most radical view is mine * Threats * â€Å"I know best† * Order | Collaborating * Work Together * Mutuality * Identify areas of disagreement * Find common Grounds * Jointly explore * Declare each other ´s positions * Jointly problem solve | Compromising * Quick solution * Give and take * Find acceptable some way point * At what point will you be satisfied? · * At least both of us gets something | Avoiding * No wish for responsibility * Leave it till later * Not my problem * Cannot discuss this * Will not discuss this * Do not want to see your point | Accommodating * Give away * Concede * Agree with the others * Accept what you say * Non-threatening * Charming * From me to you * Work on your preferred outcomes | | Figure 1. Conflict handling skills: five modes (Adapted from Thomas, K.W. and Kilmann, R.H., 1974, Working in Organisations, Kakabadse, Bank Vinnicombe, 2005) Advantages and Disadvantages of Conflict As conflict is created under disagreement and often disputation, it is natural to have negative impact. When people engage in misplaced competitive behavior, then the conflict comes and both the organization and individuals suffer. The difficulty of facing a conflict is that it can often be destructive and feels acutely uncomfortable to theShow MoreRelatedThe Conflict Between Life Outside Of Work And Work Balance3709 Words   |  15 Pagesfurther analyze research already conducted studies examining the conflicts between life outside of work and work obligations specific to a career in athletic training. It will also provide efficient techniques utilized to achieve life work balance. Research was gathered from various databases and journals. 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