Role of IMF in poverty alleviation Research Paper

Job of IMF in destitution mitigation - Research Paper Example PRGF upheld programs were gotten from a member’s PRSP that guaranteed that the changes it bolstered were possessed by the area and arranged to acknowledging monetary development and neediness decrease objectives (Vreeland 3). In spite of the fact that it might be too soon to assess the new framework’s achievement in accomplishing the goals, the time has come to assess progress right up 'til the present time and find weaknesses that may require course remedies in the initiative’s structure and execution. The IMF was started at the Bretton Woods Conference in 1944 and made by 29 nations in 1945. The worldwide organization’s fundamental goal was to help in the development of global installment framework after the Second World War. Part nations help to contribute assets through a portion framework where nations that face installment lopsided characteristics can acquire cash and different assets. Through the reserve, and reconnaissance of part nations economies and self-revising arrangements request, the association attempts to recuperate the economies of part nations. IMF central command is in Washington, D.C. (Jensen 3). The IMF attempts to advance world’s money related participation and guarantees that there is a monetary security, help worldwide exchange, aids business issues and financial development to ease neediness on the planet. The IMF destinations are in the Articles of Agreement; they are: advancing universal monetary co-activity, work, global exchange, and the steadiness of the conversion scale by making funds accessible to individuals so as to address the issues of the parity of installments (Woods 2). The IMF cultivates financial strength and worldwide development. The association offers counsel to strategy matters and money related help to part nations that are in financial troubles. IMF cooperates with creating nations to assist them with accomplishing monetary security and destitution decrease. The defense for this help is that global capital markets work incompletely, and

Performance and Rewards Management Samples for Students †MyAssignme

Question: Examine about the Performance and Rewards Management. Answer: Rundown of what was finished As a component of the weeks work, I learnt different issues dependent on deciding the structure of a compensation and execution framework, with respect to individual and occupation thought. It likewise centers around deciding the structure of a compensation and execution framework, concerning outside contemplations, including enactment. The reflection likewise investigates the advantages, acknowledgment plans, just as individual prizes. In my view, the regions distinguished structures that significant piece of execution and prizes frameworks in an association. Essentially, rewards frameworks involve frameworks, for example, financial installments and working conditions that representatives, appear to get as a feature of their employments. New Learning I found out about the structure of compensation and execution framework that accentuate on individual and employment contemplations. Basically, associations for the most part send talented based compensation or competency-based compensation. Fundamentally, a talented based compensation alludes to representative remuneration framework whereby laborers are remunerated with extra compensation in return of their abilities, capabilities, or skill. It is a gained and perceptible ability and aptitude that an individual must have the option to play out a specific assignment. I discovered that in the aptitude based frameworks, laborers will be qualified for extra compensation in the wake of indicating their abilities, information, and the capabilities, which will be remunerated by the framework (Boyett 2004, p. 4). Accordingly, I concur with the view that planning an ability based compensation can't be accomplished by mimicking another framework. In any case, much can be learned by investigating what has been accomplished by different associations and a superior comprehension of the factors and rules that are essential in the structure of an aptitude based compensation framework. The primary motivation behind why associations execute the aptitude based framework is to advance learning. Notwithstanding, it ought to be noticed that it isn't the main methodology that is accessible to repay laborers, however the best way to deal with advance hierarchical learning. Consequently, expertise based compensation varies from other representative compensation framewo rks, since it centers around the aptitudes and contrasts in an arrangement of paces of pay, particularly for all classifications of laborers. A such, it is individual based compensation which remunerates an individual on merit, and the compensation movement is straightforwardly connected to singular aptitudes and skills. I leant that to structure a gifted based compensation, the framework ought to be supported for different open doors that are accessible to representatives for preparing, which is significant for an association. Along these lines, while presenting a gifted based compensation, there are a few stages that must be followed with a few issues to be tended to (Canavan 2008, p. 22). The most significant advance is to guarantee that the aptitudes prerequisite is accessible. Moreover, assets should likewise be accessible for the framework to succeed. Further, singular employments ought to be arranged in families based on the likeness in the aptitudes needs. Likewise, the aptitudes in every family ought to have the option to play out the occupations that ought to be investigated. Further, a procedure ought to be created to portray, guarantee, and worth the abilities, and value them. The procedure ought to be surveyed, licensed, and in the long run reward laborers for their abilities. The other principal viewpoint I realized is the thing that consider when structuring an expertise based compensation framework is its usage. Hence, when structuring a particular usage plan, it is important to include correspondence will all partners and spotlight on the execution plan. Nonetheless, the principle advantage of the framework is that it expands the normal hourly rates. Then again, the talented based framework results into lower work costs. In this way, it is exceptionally basic for organizations to consider receiving the gifted based framework and whether better outcomes will be more probable. The other methodology that is utilized by associations to remunerate workers is the competency based compensation. Essentially, firms want to utilize the competency put together offer methodology based with appreciation to the aptitudes, just as encounters in the work environment (Adams 2010, p. 17. It is a structure that is conveyed to persuade laborers to get motivated, and create on their aptitudes and abilities and furthermore to apply them, in view of the activity position or title (Homan 2009, p. 290). It is a significant compensation structure in light of the fact that the spurred get advancements from their present positions. Nonetheless, it is important to take note of that the workers are not paid dependent on the excellence of the positions they hold in the association, yet rather in light of their competency. In this manner, a competency base structure can be created for any authoritative level, or a particular activity job or work or for the whole association. Be that as it may, when an association is going to compensate laborers for a specific competency, at that point it must have a proportion of such representative capabilities (Suff 2011, p. 2). Accordingly, there are a few factors that have t be contemplated when an association looks to completely incorporate a competency based compensation. It is important to have representative execution examination procedure and administrator ought to be prepared and be prepared to gauge the capabilities. Likewise, the staff ought to be made mindful of the prerequisites and show them, with respect to their exhibition examinations. Outstandingly, competency based frameworks are controlled by execution pointers, and ought to be evaluated through representative meetings or reviews. The framework is valuable since it empowers workers to build up their abilities based on their encounters and skills. Notwithstanding, the downside is that the framework isn't anything but difficult to oversee, particularly the desi res for the workers. Individual Reflection This is a significant zone on worker rewards framework is compensation, administration, and the sexual orientation official compensation hole in associations. Accordingly, the week five conversation centers around the managed compensation cycle, key parts of the administrative system. It likewise centered around the sexual orientation pay hole, applicable enactment to manage pay disparity, just as the key discoveries from the 2016 working environment sex correspondence organization. Fundamentally, compensation practice is the genuine act of organizations and individual administrators corresponding to compensation. It contain setting the authoritative compensation arrangement, composing the compensation contract, execution of the agreement, just as the last end of the agreement. Essentially, compensation approaches are basic to the conveyance of an associations business system and to rouse and prepare staff to accomplish the esteemed hierarchical objectives. Compensation assumes a cru cial job in expanding the interest for talented work. Further compensation approaches utilized by associations, are seen to have a continued upper hand as it makes key representatives to continue working in their work environments, subsequently diminishing business costs (Amabile 2005, p. 128). I comprehended that a compensation revelation is directed every year through a compensation report along with adhoc divulgences that are connected ro the compensation, for example, organization advances. Then again, commitment compensation is what happens between the organization and the investors in compensation. Then again, deciding on compensation alludes to the yearly warning decision on associations compensation report joined with a wide range of compensation, just as related goals (Altonji Rebecca 2014, p. 3147). Be that as it may, concerning all parts of compensation, it is a major perspective, that is utilized to characterize representatives ways of life. It includes the pay rates, benefits, just as different advantages, that are utilized by associations to administer the choices that people make (Andrews George 2009, p. 500). In my view, compensation is imperative to workers, since it is considered as one of the huge costs they face. Further, compensations are a significant thought for workers to run a viable association. I additionally discovered that the key parts of the associations compensation system. Fundamentally, there are four exercises that are engaged with the compensation cycle. These contain the compensation practice, commitment, and casting a ballot (Barber Terrance 2008, p. 267). Clearly, it is important to comprehend that every one of these exercises is directed somewhat. Moreover, there are explicit principles that are utilized in the guideline of the exercises and to encourage the standards. Be that as it may, there are sure guidelines that are required while others are viewed as deliberate with various outcomes joined to them. So as to participate in the best hierarchical practices, there are sure guidelines that administer partnerships, which looks to direct key parts of official compensation. In that capacity, the principle point of the guidelines is to give divulgence to the official pay through recorded firms, which structure some portion of the budgetary detailing process (Barn ard 2010, p. 14). What's more, it is likewise important to take note of that the enactment may likewise determine the obligations of the officials, which might be owed to them in customary law and value. The other fascinating part examined during the course is administration in the private area (Ledford 2008). Actually, ladies speak to a higher level of degree qualified laborers. I comprehended that the present patterns show that ladies speak to an extremely little level of the MBA graduated. Be that as it may, the quantity of female CEO;s in the private part is moderately little. In actuality, top ladies CEOs is a territory that has gotten next to no consideration, in light of the fact that the zones has been understudied (Barney 2009, p. 1234). In actuality, ladies support in the seniormanagement positions may have a drawback, since they will in general be less compelling or basically loathe the serious conditions, for example, those that are doubtlessly found in the official set-up of numerous associations. A few analysts likewise accept that d

Dopamines Role in Borderline Personality Disorder

Dopamines Role in Borderline Personality Disorder BPD Print Dopamines Role in Mental Illness By Kristalyn Salters-Pedneault, PhD Kristalyn Salters-Pedneault, PhD, is a clinical psychologist and associate professor of psychology at Eastern Connecticut State University. Learn about our editorial policy Kristalyn Salters-Pedneault, PhD Updated on August 18, 2019 Tom M Johnson / Getty Images More in BPD Diagnosis Treatment Living With BPD Related Conditions Dopamine is a neurotransmitter  (a chemical released by nerve cells)  that plays an important and diverse role in how your brain functions.   Dopamines Role in the Brain Dopamine neurons (nerve cells) have cell bodies in the midbrain with nerve fibers (called axons) that extend into a number of other sites in the brain. This allows for dopamine to be transmitted from one brain site to another, and these connections are called dopaminergic pathways.   One dopaminergic pathway projects from an area of the midbrain called the substantia nigra to the basal ganglia, which coordinates movement in the body. When there is  a loss of dopamine neurons in the substantia nigra, Parkinsons disease occursâ€"a neurological disease characterized by slowed movements, a rigid appearance, and a resting tremor. Other sites of dopamine signaling include the prefrontal cortex, an area of the brain that is important for problem-solving, complex thinking, memory, intelligence, and language. Minor dopamine signaling pathways include the amygdala, which plays an important role in emotion processing, and the hippocampus, which is important for memory. In addition to movement, emotion, memory, and thinking, dopamine neurons play a critical role in motivation and reward. This is why certain substances of abuse, especially cocaine and nicotine, are addictiveâ€"as these substances stimulate the dopamine-mediated reward system in the brain.   Dopamines Link to Your Health Besides Parkinsons disease, a number of psychiatric illnesses have been linked to dopamine dysregulation like schizophrenia, attention deficit disorder (ADD), bipolar disorder, and depression. The manner in which dopamine has affected these psychiatric illnesses is unique. For example, in ADD, impairment in the dopamine system causes poor attention. This is why stimulants, like Ritalin (methylphenidate) or Adderall (amphetamine), which increase dopamine levels in the brain, help improve attention and alertness. On the other hand, in schizophrenia, the dopamine system is overactive. This is why medications that block dopamine receptors in the brain (called antipsychotics) are used in its treatment. Does Dopamine Play a Role in Borderline Personality Disorder? Some researchers believe that dopamine dysfunction may be involved in the development of borderline personality disorder (BPD). This mainly stems from studies that support dopamines role in thinking, regulating emotions, and impulse controlâ€"all of which are impaired in people with BPD. Also, antipsychotic medications  seem to reduce some BPD symptoms, especially those of anger and cognitive problems (like paranoid thinking). That being said, other experts argue that the manner in which antipsychotics benefit patients with BPD is through non-dopamine pathways. Overall, its hard to say at this time how critical dopamine is in the development or course of BPD. More research will be helpful in elucidating this connection.   Bottom Line The dopamine system is an intricate, fascinating system that participates in a number of different neurological and mental functions. By further examining dopamines role in the brain, scientists will hopefully gain the information they need to develop more targeted dopamine medicationsâ€"so people with dopamine-mediated illnesses, like schizophrenia, can get well and avoid undesirable side effects.

Essay on The Spreading of HIV/AIDS - 684 Words

Globalisation is a form of transition that can not be prevented, as communities around the world are keep evolving. The globalisation itself have improved the communication between people in worldwide. In addition, travelling in between countries or continent have became more accessible as the technology has improved greatly in the past few years. Today, distance is no longer an issue with the profound of internet as a new tool for communication especially through social media. Thus, people are able to connect with others and exchange their interests in customs and cultures. The tremendous transformation of this lifestyle of people in around the world have also affected on how the communities developed. As a superpower country, United†¦show more content†¦Many people are concerned about the spreading of HIV/AIDS, as the people infected by this virus will have a deterioration of their body’s immune system and without any further treatment, it would become worse. This is fatal, because when the body lost its immune system, it will be prone to be affected by chronic disease. There are few symptoms that needs to be aware of in the early stages of HIV/AIDS, such as fever, swollen glands, sore throat, rash, fatigue, muscle and joint aches, and headache. If someone has been experiencing most of these symptoms for a long period of time, there is high change of them in having AIDS although it is not always necessary true as further examination will be needed (AIDS.gov, 2014). Blood test for HIV have been held every year to prevent and cope with HIV before it is too late. People who are infected by HIV/AIDS are more likely to experience an AIDS-defining complication such as pn eumocystis pneumonia, cytomegalovirus, tuberculosis, toxoplasmosis and cryptosporidiosis (Mayo Clinic Staff, 2014). Due to numerous causes of HIV/AIDS, it is hard to prevent its spreading. The most common cause of its infection is through sexual contact. Someone who is having unprotected sexual intercourse will have a higher risk of being infected by this disease. Furthermore, there areShow MoreRelatedSpreading Of Hiv / Aids1734 Words   |  7 Pages The Spreading of HIV/AIDS What is AIDS and how it is spreading throughout the world? Throughout the 20th-21st Century, AIDS has been a top primary concern for many people and how it can spread numerous ways through any physical contact. AIDS, which stands for Acquired Immune Deficiency Syndrome, has a set of symptoms that has caused by the Human Immunodeficiency Virus, or HIV. This type of virus is considered to be when a person’s immune system is too weak to defend advanced HIV infectionsRead MoreAn Evaluation of Hiv-Aids Care and Prevention Strategies in Uk1067 Words   |  5 PagesO N An Overall View of HIV/AIDS Statistics in UK: According to the Bureau of Hygiene and Tropical Diseases, in the early 1980s, the number of people diagnosed with HIV was a increasing steadily. 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Others reportsRead MoreEssay on HIV/AIDS and Modern Medical Inventions1399 Words   |  6 Pagesadvancement in medical inventions, still the human immunodeficiency virus (HIV) is the most challenging virus that will drag the human lives to the deadly disease acquired immunodeficiency syndrome (AIDS). It spreads its wings all over. HIV cannot be cured, but it can be prevented. It has become the greatest life threatening disease and affects unbelievably high percent of human beings. Nowadays, besides other deadly diseases, HIV/AIDS becomes more complex and crucial health issue that challenges severalRead MoreThe Epidemic Of The Hiv Virus1747 Words   |  7 PagesStephan Ziccardi Professor Becher ENC 1101 October 24th, 2015 Since the discovery of the HIV virus in 1983, there have been many precautions taken to control and prevent the spreading of this deadly disease. Helen Epstein, who is the author of â€Å"AIDS Inc,† informs her readers about the sexually transmitted disease known as the Acquired Immune Deficiency Syndrome (AIDS). Epstein enlightens her audience with crucial information in regards to the ruthless disease that is devouring the lives of innocentRead MoreAnglo American Plc Case Study1709 Words   |  7 Pages Kamlesh Bind PGDM –IB ( 08) 1. What are the pros and cons of Anglo American’s adoptions of a strategy in combating HIV/AIDS among its South African workforce ? What recommendation would you give the company concerning its HIV / AIDS policy ? Ans :- Anglo American had a huge investment in South Africa and was hard hit by the HIV / AIDS epidemic . It was one of the first corporation to develop a comprehensive, proactive strategy to combat the ravages of the disease on itsRead Moreessay on hiv-aids1669 Words   |  7 Pages2000 words essay on: HIV-AIDS AIDS, The full form is Acquired Immune Deficiency Syndrome is caused by a virus called HIV (Human Immune Deficiency Virus). It is a condition in which the built in defence system of the body breaks down completely. This phenomenon is gradual but ultimately leads to total depletion of a very important cell component of the immune mechanism. 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USS Lake Champlain - CV-39 - Korean War

Employee Attitude as a Function of Job Satisfaction Free Essays

EMPLOYEE ATTITUDE AS A FUNCTION OF JOB SATISFACTION Introduction There is confusion and debate among practitioners on the topic of employee attitudes and job satisfaction even at a time when employees are increasingly important for organizational success and competitiveness. â€Å"Happy employees are productive employees. †Ã¢â‚¬Å"Happy employees are not productive employees. We will write a custom essay sample on Employee Attitude as a Function of Job Satisfaction or any similar topic only for you Order Now † We hear these conflicting statements made by HR professionals and managers in organizations. This research aims at establishing job satisfaction as a basis for employee attitude; whether good or bad and we will do this by answering three questions: â€Å"What are the causes of employee attitudes? †, â€Å"What are the results of positive and negative job reaction? †and â€Å"How can we measure and influence employee attitudes? † Before we begin a description of what we mean by employee attitudes and job satisfaction will suffice. What is job satisfaction? Job satisfaction is how content an individual is with his/her job. In other words, a contentment (or lack of it arising out of interplay of the employees positive or negative feelings towards his/her job. However, there is a distinction between affective job satisfaction and cognitive job satisfaction. Affective job satisfaction is the extent of pleasurable emotional feelings an individual has about his job overall while the cognitive job satisfaction has to do with the extent to which the individual is satisfied with particular facets o his job. The most-used research definition of job satisfaction is by Locke (1976), who defined it as â€Å". . a pleasurable or positive emotional state resulting from the appraisal of one’s job or job experiences† (p. 1304). Implicit in Locke’s definition is the importance of both affect, or feeling, and cognition, or thinking. When we think, we have feelings about what we think. Conversely, when we have feelings, we think about what we feel. Cognition and affect are thus inextricably linked, i n our psychology and even in our biology. Thus, when evaluating our jobs, as when we assess most anything important to us, both thinking and feeling are involved. What is employee attitude? In other to have a panoramic understanding of this terminology, a conceptual clarification would suffice. What is an attitude? An attitude can be described as an expression of favor or disfavor towards a person, place, thing or event which is as a result of either a negative or positive evaluation of the object of affect. Employees have viewpoints about many aspect of their job, career, Organization. The above explanation gives us the idea that attitude can either be positive or negative. Thus employee attitude can be described as an employee’s expression either positive or negative towards his/her job, career or organization. How then do we make a distinction between positive and negative employee attitudes? Generally, It is in their promotion of organizational goals. Therefore, positive employee attitudes can be said to be in agreement with organizational goals thereby promoting it while negative employees can be said to be against organizational goals thereby suppressing organizational goals. This explains why employee attitude is easily cited as the number one performance related issue of companies. From the perspective of research and practice, the most focal employee attitude is job satisfaction. Thus, we often refer to employee attitudes broadly in this article, although much of our specific focus will concern job satisfaction. In the midst of all this, one little question crosses the mind; what are the causes of employee attitudes? What are the causes of employee attitudes? In general, HR Practitioners understand the importance of work situation as a cause of work attitude and it is an area that HR can help influence through organizational programs and management practices. However, in the past decades there has been gainful research in understanding dispositional and cultural influences on job satisfaction which is not yet well understood by HR practitioners. In addition, the work itself is also an area that influences job satisfaction and this is often overlooked by HR practitioners when addressing job satisfaction. Dispositional influences Several innovative studies have shown the influence of a person’s disposition on job satisfaction. Disposition can be described as a tendency to act in a specified way. There are some factors that affect our disposition and they are called dispositional variables. These variables are often viewed as part of the individual’s makeup, character or personality. Personality is defined as a combination of characteristic patterns of thought, feelings and behaviors peculiar to a person. It is said to be both physiological and psychological. On the other hand, character is a combination of mental and ethical traits marking a person. Dispositional variables are relatively stable across time and difficult to change. They are often used to explain consistency in individual behaviors across time and situations. The theory of dispositional influences is a very general theory that innate dispositions cause people to have tendencies towards a certain level of satisfaction regardless of the job. In 1997, Timothy A. Judge, Edwin A. locke and Cathy C. Durham argued that there are four core self-evaluations that determines ones disposition towards job satisfaction; self esteem, general self efficacy, locus of control and neuroticism. How to cite Employee Attitude as a Function of Job Satisfaction, Essay examples

The Scarlet Letter Essay Summary Example For Students

The Scarlet Letter Essay Summary The Scarlet LetterBy Nathaniel HawthorneNathaniel Hawthornes background influenced him to write the bold novel The Scarlet Letter. Oneimportant influence on the story is money. Hawthorne had never made much money as an author and thebirth of his first daughter added to the financial burden (Biographical Note VII). He received a job atthe Salem Custom House only to lose it three years later and be forced to write again to support hisfamily (IX). Consequently, The Scarlet Letter was published a year later (IX). It was only intended to bea long short story, but the extra money a novel would bring in was needed (Introduction XVI). Hawthornethen wrote an introduction section titled The Custom House to extend the length of the book and TheScarlet Letter became a full novel (XVI). In addition to financial worries, another influence on thestory is Hawthornes rejection of his ancestors. His forefathers were strict Puritans, and JohnHathorne, his great-great-grandfather, was a judge presiding during the S!alem witch trials (Biographical Note VII). Hawthorne did not condone their acts and actually spent agreat deal of his life renouncing the Puritans in general (VII). Similarly, The Scarlet Letter was aliteral soapbox for Hawthorne to convey to the world that the majority of Puritans were strict andunfeeling. For example, before Hester emerges from the prison she is being scorned by a group of womenwho feel that she deserves a larger punishment than she actually receives. Instead of only being made tostand on the scaffold and wear the scarlet letter on her chest, they suggest that she have it branded onher forehead or even be put to death (Hawthorne 51). Perhaps the most important influence on the story isthe authors interest in the dark side (Introduction VIII). Unlike the transcendentalists of theera, Hawthorne confronted reality, rather than evading it (VII). Likewise, The Scarlet Letter dealswith adultery, a subject that caused much scandal when it w!as first publishe d (XV). The book revolves around sin and punishment, a far outcry from writers of the time, such as Emerson and Thoreau, who dwelt on optimistic themes(VII). This background, together with a believable plot, convincing characterization, and importantliterary devices enables Nathaniel Hawthorne in The Scarlet Letter to the develop the theme of the heartas a prison. The scaffold scenes are the most substantial situations in the story because they unify TheScarlet Letter in two influential ways. First of all, every scaffold scene reunites the main charactersof the novel. In the first scene, everyone in the town is gathered in the market place because Hester isbeing questioned about the identity of the father of her child ( Hawthorne 52). In her arms is theproduct of her sin, Pearl, a three month old baby who is experiencing life outside the prison for thefirst time (53). Dimmesdale is standing beside the scaffold because he is Hesters pastor and it is hisjob to convince her to repent and reveal the fathers name (65). A short time later, Chillingworthunexpectedly shows up within the crowd of people who are watching Hester after he is released from histwo year captivity by the Indians (61). In the second scene, Dimmesdale is standing on top of thescaffold alone in the middle of the night (152). He sees Hester and Pearl wal!k through the market plac e on their way back from Governor Winthrops bedside (157). When Dimmesdalerecognizes them and tells them to join him, they walk up the steps to stand by his side (158). .u0487137a24ee64cc97a481d71ba1efbc , .u0487137a24ee64cc97a481d71ba1efbc .postImageUrl , .u0487137a24ee64cc97a481d71ba1efbc .centered-text-area { min-height: 80px; position: relative; } .u0487137a24ee64cc97a481d71ba1efbc , .u0487137a24ee64cc97a481d71ba1efbc:hover , .u0487137a24ee64cc97a481d71ba1efbc:visited , .u0487137a24ee64cc97a481d71ba1efbc:active { border:0!important; } .u0487137a24ee64cc97a481d71ba1efbc .clearfix:after { content: ""; display: table; clear: both; } .u0487137a24ee64cc97a481d71ba1efbc { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u0487137a24ee64cc97a481d71ba1efbc:active , .u0487137a24ee64cc97a481d71ba1efbc:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u0487137a24ee64cc97a481d71ba1efbc .centered-text-area { width: 100%; position: relative ; } .u0487137a24ee64cc97a481d71ba1efbc .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u0487137a24ee64cc97a481d71ba1efbc .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u0487137a24ee64cc97a481d71ba1efbc .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u0487137a24ee64cc97a481d71ba1efbc:hover .ctaButton { background-color: #34495E!important; } .u0487137a24ee64cc97a481d71ba1efbc .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u0487137a24ee64cc97a481d71ba1efbc .u0487137a24ee64cc97a481d71ba1efbc-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u0487137a24ee64cc97a481d71ba1efbc:after { content: ""; display: block; clear: both; } READ: Sir Gawain and the Green Knight EssayChillingworth appears later standing beside the scaffold, staring at Dimmesdale, Hester, and Pearl. Inthe final scaffold scene, Dimmesdale walks to the steps of the scaffold in front of the whole town afterhis Election day sermon (263). He tells Hester and Pearl to join him yet again on the scaffold (264). Chillingworth then runs through the crowd and tries to stop Dimmesdale from reaching the top of thescaffold, the one place where he cant reach him (265). Another way in which the scenes are united ishow each illustrates the immediate, delayed, and prolonged effects that the sin of adultery has on themain characters. The first scene shows Hester being publicly punished on the scaffold (52). She isbeing forced to stand on it for three hours straight and listen to peop!le talk about her as

Sleeping Bags Essays - Camping Equipment, Insulators, Bags, Bedding

Sleeping Bags Choosing a Sleeping Bag Listed below are descriptions of the key characteristics differentiating Sleeping Bags. Price We list the Average Street Price (ASP) for a sleeping bag. Although ASP may be higher than the best retail price you can find, it is a good indication of what you may pay at a typical retailer. When an ASP is not available we list the Manufacturer Suggested Retail Price. (MSRP). The price listed is for the standard size sleeping bag. Often there are long (and occaisonally short) versions of the bag as well. The long version typically adds an extra 10 to 20 dollars to the price tag, while the short version is either the same price or a few dollars less. Range: $20 to almost $800. 80% of sleeping bags are between $80 and $450, with a median price of $180. Brand Brand is usually the name of the company that makes the particular sleeping bag, although sometimes companies will produce several brands. Shape Have you ever had the desire to be wrapped up tight just like King Tut? Then look at the mummy shaped sleeping bag, which is specially designed to form fit the body. The mummy is the most popular shape for sleeping bags, with the advantage of being very compact and warm. Still, some people get a little claustrophobic with no room to toss and turn, in which case the semi-rectangular bag is a good choice. It gives you space to store a few things in the bag and move about, without sacrificing the tapered foot area or the mummy-style hood. However remember it is less heat-efficient and a bit heavier than the mummy shape. Rectangular bags are the bulkiest and heaviest of the bags, but they are cheap, roomy, and easy to zip together to form two-person bags. Range: Mummy, Semi-Rectangular, Rectangular Temperature Rating Temperature rating is a hotly debated subject in the outdoor world. It is the indicator of the lowest temperatures (in Fahrenheit) you can use the bag in and still be comfortable. There are no standardized ratings and so each manufacturer provides an estimate. In any case, this number may be different for you personally, according to whether you are a hot or cold sleeper. Use this number as a guideline, but keep in mind your own sleeping habits and choose conservatively according to the coldest weather you think you will encounter when camping. Range: -65 to 60 degrees Fahrenheit. Fill Type Do you prefer down or synthetic insulation? This is the big choice that everyone faces when buying a sleeping bag. Down fanatics will tell you there's absolutely no replacement for a sleeping bag filled with the down from a goose. Down bags are generally warmer, lighter, more durable and more compactible than synthetic bags. They mold to your body to fill the voids that steal heat and compress down to a little pouch at the bottom of your backpack. However, down bags are cold when they get wet, don't dry as quickly as synthetic bags, and can only be dry-cleaned. They are also more expensive. Synthetic bags are cheaper, machine washable, and more water resistant (it's even said they're comfortable when wet, although no bag is comfortable if soaked through). They dry quickly, resist mold and are non-allergenic. If you do a lot of camping in rainy conditions, a synthetic might be the way to go. However if money is no option and you want a high quality sleeping bag that will last three times longer than a synthetic bag, take a good look at down. Range: Down or Synthetic. Water Resistant Shell A wet sleeping bag is a miserable experience--cold and clammy to sleep in and sometimes difficult to dry. Some shells are made of a water resistant material that helps keep moisture out (blocking the wind as well). This is great in difficult weather. However, water resistant shells have their negatives as well. They are not as breathable as non-resistant shells, which means that you may be protected from the elements on the outside, but soaking your sleeping bag with sweat from the inside. They are also more expensive than the non-resistant shells, particularly the DryLoft shell, which can add over $100 to the price of the bag. When deciding if a water resistant shell is important to you, consider the weather you plan to be camping in to help you decide if the investment is worth it. Range: Yes or No. Insulated Draft

World Peace essays

World Peace essays World peace is a commonly debated issue among todays society. Questions that arise are: Will it ever be attained? When? Is it even possible? These questions have reached the minds of everyone, with a variety of opinions. Political status, culture, and belief all affect their beliefs. Everyone has a different thought, and no one really knows. Will there be a nuclear war, engulfing the world in a nuclear inferno? Will a second coming of Christ occur? Maybe the world will unite under one leader? The worlds future in world peace can be predicted by none, but I, as many people do, have my own theory. I believe that world peace will never be attained, that it is just an idea created by the human emotion of hope. Not that this is a bad idea; it is a great thought. However, unrealistic. I will discuss in three main points why world peace is impossible to obtain. First of all, with so many varieties of religions, they cant cooperate even in todays society. Secondly, Political beliefs on gover nment varies just as greatly. Similar to religion, politics can cause just as big of an impact on war. My last reason why world peace will never be attained, is the simple fact that no one gets along with everyone. Religion comes in many forms, and in some cases, religions are at war with each other. This does not make religion bad. Most of the world would be against that thought. Some religions just need to cooperate with each other. Sadly, in some countries, religious wars render a country war torn. While everyone should be entitled to their own beliefs, they shouldnt infringe upon anothers. Political parties are found in great varieties. Many people, like the founding fathers of the United states, had everyones best interests in mind. Most political parties also have the nations best interests in mind. Unfortunately, some nations are governed by a political faction forced upon them. This demotes ...

The Selection Process Term Paper Example | Topics and Well Written Essays - 1000 words - 1

The Selection Process - Term Paper Example le applicant would have, the type of fit that would make the applicant the right person for the specific job, compares the job description with the expectations of the position, and explicates whether the job description aligns with the skills, background, and fit needed to excel in this position. Attributes that I might seek as a nurse manager not outlined in the job description are also outlined in this paper and how I could elicit this information during an interview. Selection as defined by Lussier and Hendon (2013) is "The process of choosing the best qualified applicant recruited for a job" (p. 197). The selection process in my organization commences after applicants apply for an advertised position. Since many applicants apply for a single opening, there is need for evaluating the suitability of the candidates by the Human Resource Personnel in order to identify the best candidates from the large pool of applicants. The chosen candidates are sent for interviewing by a committee chosen by the Board of Directors comprising of Human Resource manager, Nurse managers, and a few other healthcare providers particularly in the nursing field. The nurse managers evaluates the familiarity of applicants as well as their aptitude in terms of expertise with nursing equipments (Markey and Tingle, 2012). Human resource personnel are responsible for ensuring the interviews are conducted within the set organization and federal guidelines. The committee then se nds a recommendation to the Board for the final pronouncement (Rosdahi and Kowalski, 2008). This election process is highly effective. Selecting individuals who are knowledgeable and well acquainted with all equipments involved in nursing is imperative as this helps prevent unnecessary medical errors (Rosdahi and Kowalski, 2008). The fact that nurse managers have the role of testing the skills and abilities of the applicants makes the process effective. Human Resource personnel are knowledgeable in legal matters

CRITICAL ANALYSIS on THE SHAWL Essay Example | Topics and Well Written Essays - 750 words

CRITICAL ANALYSIS on THE SHAWL - Essay Example As the story develops, the reader is compelled to ask several questions. How does Rosa tolerate the sight of her daughter in pain? Why did Rosa think that her daughter would die very soon? What is the significance of â€Å"the shawl† in the eyes of the narrator? While attempting to answer these questions, one will learn that Rosa is obsessed with her past. The description of her situation at the start of the story explains why her daughter, Magda, is suffering and why Rosa cannot be of any help to her own child. They are all captives of the concentration camp, cold, exhausted and starved. They live in â€Å"a place without pity† where even struggling to acquire the basic necessities can cause them death penalty. Being only fifteen months old, her daughter was not getting the nourishment she needed from her mother. She struggles to suck milk from her mother’s breast but gets nothing in return except the feel of the dry and cracked surface. She eventually takes ple asure in suckling on her mother’s shawl which tastes like cinnamon and almond. ... In the story, the reader finds several instances where the narrator vividly conveys the unspeakable atrocities that occurred in the concentration camp. The sights and the smells of terror are muddled up together in â€Å"the coldness of hell†: Stella, cold, cold, the coldness of hell. How they walked on the roads together, Rosa with Magda curled up between sore breasts, Magda wound up the shawl. Sometimes Stella carried Magda. But she was jealous of Magda. A thin girl of fourteen, too small, with thin breasts of her own, Stella wanted to be wrapped in a shawl, hidden away, asleep, rocked by the march, a baby, a round infant in arms. Stella’s desire for the baby’s shawl leads to Magda’s death. Ozick’s abundant use of symbolism allows the reader to envision the setting. She refers to the baby as angel throughout the novel; "smooth feathers of hair nearly as yellow as the Star sewn into Rosa's coat" and as "someone who is already a floating angel". Whe n her shawl is taken away from her by Stella, Magda suddenly begins to cry and wobbles out into the yard where she is picked up by a guard and thrown on the electrified fence to meet her death. The story reaches its climax through the flat character, Stella, who remains cold and cruel till the end because, being a child herself, she does not recognize the sentiments of the others, except satisfying her own need. Cynthia Ozick uses figurative language masterfully in her work The Shawl. She believes that such language is critical for literature understanding. The story is noteworthy because of its meticulous control over the view point. It requires great attention, as the details appear to be filtered through the

Effective Leadership: Implementing change

Effective Leadership: Implementing change In todays volatile economy landscape, changes are inevitable and necessary. Continuous organisational developments and restructuring are vital for survival and growth. Therefore, it is important to identify growth opportunities in order to ensure the organisations sustainability and at the same time overcoming their weaknesses (Cranfield University School of Management, 2010). However, organisational change generates resistance in employees, making it challenging for successful implementation. Moreover as organisation expand, the challenges of implementing change will be greater due to diverse environment. Leaders can lead/motivate employees towards the achievement of goals in time of change. They process the quality traits which create vision and direction to motivate employees to strive harder towards goals. Also, they can facilitate employees in overcoming challenges and resistance induced by change. Leaders also have power to communicate, influence and negotiate employees away from the harmful cashes of conflicts (Robbins Judge, 2008). The objective of this report is to determine how the modern day organisation in this research can make use of effective leadership to implement and achieve successful change. It will provide more insights on how leaders can identify factors that bring about change. Discussion will be carried out on how to diagnose change factors and identify threats/opportunities. Next, the report sets to determine the impact of communication styles of the leaders on organisational cultural values. Communication plays an important role in the change process as it helps employees to see the need for change. It also highlights the importance of the affected parties role in the whole change process. The report will also examine suitable leadership style which will help with transformational change. Effective leadership translates to effective communication and overcoming resistance. Furthermore, leadership is crucial to identify, lead and manage change. Lastly, this report will set to understand how leaders overcome employees resistance within the organisation. It is of paramount importance for leaders to implement appropriate solutions in order to minimize resistance and maintain sustainability of new change. BACKGROUND OF ORGANISATION The organisation in this research is an Indonesian IT firm specialising in the importing/exporting of self-manufactured laptops. The Singapore regional office was established four years ago and has staff strength of twenty five direct employees. It has a local regional manager in-charge of running Singapores daily routine operations. Since its establishment, the regional office has been experiencing deficits in their income statements. The organisation emphasizes on a tall organisational structure, where top-down hierarchical authority is being practised. Decision-making is made by the head office in Indonesia without any effective communication with the regional office. Quarterly review meetings are held with regional manager to only report on business performance that the regional office is currently experiencing. Owing to a lack of demand for IT peripherals due to the worldwide economic meltdown in 2009, the regional office had recently carried out a retrenchment exercise as a cost-cutting measurement. Prior to the recent downsizing exercise, each of the thirteen departments was led by a supervisor. Each employee is expected to keep to his/her individual job scope and is held accountable for all his/her actions. Strict protocols for individuals are laid out and upward interactions are usually not encouraged. The decision for the recent exercise came straight from the head office without any consultation with the regional manager. The retrenchment announcement was made through email and did not state any future plans for the remaining employees. After the downsizing exercise, the remaining employees have low morale, little sense of pride in their work and are alienated from the management team. Employee absenteeism and turnover rate has been increasing. This change has lead to further deterioration of productivity and quality of the products that are offered by the regional office. RESEARCH METHODOLOGY 3.1 Sampling Schedule In order to define situation concisely and to gather comprehensive information on objectives for the study, the research design methods of interview and personal observation is carried out for this case study. Before primary research is conducted, a group of respondents from regional office is selected for an interview to obtain their opinions. For this selection, non-probability sampling (Quota Sampling) is carried out. The sample audiences (quota) are to be made up of potential leaders of the regional office. They have direct and regular interaction with head office. They are someone of a seniority level, with leadership capabilities and have the power to influence subordinates. The sample audiences are identified to be the regional manager (whom is accountable for the operations of regional office) and the human resource officer (who is responsible for the linking of employees-related policies and organisational strategies). For personal observation, it will be done by researcher of this study in her course of work as a regional sales executive (In charge of generating sales revenue). 3.2 Methods of Gathering Data (*There is limitation of the research design as it all measures information entirely from the regional offices prespective. This might result in possible biasness/prejudices from common method variance. Primary and secondary research time-frame is in Appendix B) 3.2.1 Observation Observation is done by researcher to obtain informal visual assessment of the regional office. Events associated with the objectives are monitored, accessed and recorded. Structured observations are carried out in her course of work for the visual assessment of the organisation as a whole so that the behavior is carefully documented to ensure its validity/reliability. 3.2.2 Interview For this study, direct interview is more efficient and accurate due to small staff strength of only twenty-five. An interview study is held in order of the initial development of interview questions, the conducting of interviews, followed by data analysis. Two identified interviewees whom have interactions with the head office would be interviewed. The interviews (Appendix A) are carried out in the research direction to comprehend actual work practices, procedures, structure and embedded problem/issues faced by the organisation. 3.3 Secondary Data In order to provide in depth assessment, there is also the collection of secondary data. Besides using the online search engines for obtaining information on objectives and findings; books and journal databases (existing articles on literature review and case studies) are the main sources of references. Frameworks obtained are verified using different sources in order to validate the research findings without subjecting them to any form of prejudices. The results from the interviews and personal observation are analyzed with comparisons to secondary data. 4.0 LEADERSHIP AND CHANGE 4.1 External Macro Environment As head office is unfamiliar with Singapores working environment, leaders do not have proper business strategic plan and this would bring about disastrous consequences. Decision making are based on day-to-day responses by the head office. They have no sense of urgency to develop a long term strategic planning as they lack an external consultative opinion on how to operate the business. They also do not have good leadership skills to develop effective strategies as they had only focused on the situations at-present and eventually lost sight of main objectives. Perhaps this could be due to the differences in the cultures, where Singaporeans being highly efficiency is a stark contrast with the more laid-back mindset that most Indonesians possess. The need for change encompasses within all organisations in order to cope with the rapid environmental influences. The business environment is defined as a concept whereby external forces play a major role in the successes/failures of any organisation. By paying attention to the wider environment, leaders can identify threats/opportunities to ensure effective planning and implementation of change (Brooks Weatherston, 2000; Griffin Ebert, 2006). 4.2 PEST Analysis Hayes (2007) and Robbins Judge (2008) agree that PEST analysis will allow leaders to examine the external macro environment in which a business operates and search for evidences of change. Understanding the impact and situation of external forces would help identify factors that could possibly bring about change within the organisation. Political Griffin Ebert (2006) and Hayes (2007) concur that political change will pose threats or create opportunities for any organisation. It has a huge influence upon the regulation of businesses and the possible spending power of consumers. It is important for organisations which are exposed to international risks as the political stability of different countries will affect operations and ultimately, revenues. It consists of elements like regulations set by the government on business practices, acceptable business conducts within an economy, environmental management legislations, labour law, international trade regulations, tariffs and political stability. Economic Economic factors refer to the condition of the trading state in which the business operates in. It includes exchange rates, money supply, changing consumption patterns and power and trade cycles. All these factors will impact the operation and decision making of an organisation. For example, in an economy in which the organisation is in is experiencing economic growth. The organisation would expand leading to change and leaders must establish control during the transition period. Leaders must develop a new vision, direction, new plan and to allocate resources properly to deal with the change (Hayes, 2007). Socio-Cultural Socio-cultural factor consists of having the elements of customs, moral values and demographics of the society where the organisation operates in. It affects business ethics and operations across countries so leaders must be mindful of the different customer preferences within national boundaries. For example, MacDonalds do not sell pork items in its menu in Singapore due to the differences in religious practices in the multi-racial environment; whereas in Thailand this acceptable. Change in employees attitude towards education, work and leisure which will impact on labour force and consumption demand. Leaders should produce a working environment that is conductive enough to motivate them and improve efficiency (Hayes, 2007; Griffin Ebert, 2006). Technological Technology is defines as innovations applied into society and organisations to carry out tasks. Some examples are level of investment in Research and Development (RD), availability of new materials and new production process. Technology is constantly changing and hence staying ahead of competitors has been increasingly difficult. Organisation must have the latest equipment, processes and resources to deal with technology change. Leaders must make sure that organisational structure, vision and resources align with technological aspect. Leaders must ensure that sufficient funds are allocated on RD for better technology to improve competitiveness and gain competitive advantage (Griffin Ebert, 2006; Hayes, 2007). 4.3 Findings: Implication of PEST and SWOT Analysis The interview findings (Appendix C) show that the organisation adopts a top down approach management style by the head office in Indonesia. PEST analysis is recommended so leaders in Indonesia will be able to improve on its decision-making process as it allows them to assess Singapores market potential, situation and business development. It encourages proactive thinking and allows them to plan ahead. With the analysis, leaders will know their present position, environment and how they can develop in the future. As they do not understand the impact and situation of external factors; they will need PEST to understand Singapores regulations, labor market, economy, customers, competition and technology. The analysis at external level helps to identify opportunities and threats of the external environment. With PEST, there will be detailed preparation and formulation of strategic plans, good leadership skills can be deployed to anticipate change and align businesss vision. The regional office will have better decision making process, productivity, competitive advantage and sense of belonging in employees. An example of the PEST analysis of the organisation is as follows: Singapores Regional Office -PEST Analysis * Data adapted from Morrisons website (2009) External Environment Factors Potential Impact: (+) / (-) Relative Importance Political Strict Government Legislation in Singapore High Opportunity Critical Labour Law (Singapore) Medium Opportunity Critical Political Instabilities in Indonesia High Threat Critical Economic Economic Downturn High Threat Critical Decrease in Consumers Demand and Investments High Threat Critical Stable Money supply Medium Opportunity Critical Social Demographic Trends Low Opportunity Unimportant Consumers Change in Preference and Attitudes High Threat Critical Attitudes towards Work and Employment High Threat Critical Technological Technology Revolution and Development High Opportunity Critical R D High Opportunity Critical New Production Processes/Ideas/Innovation High Opportunity Critical 5.0 LEADERSHIP AND COMMUNICATION 5.1 Communication Barriers The lack of communication, especially in terms of feedback from employees whom are familiar with the local demands of customers, coupled with stringent cost cutting measures could said to have contributed to poor sales performance. Many consumers are unaware of products that the regional office is offering due to lack of budget in generating brand awareness. Comparing to the bigger players whom have higher levels of economies of scale, it would definitely lose out in terms of its revenues. The regional office does not hold any weekly meeting within departments and there are no consultative approaches. Head offices quarterly meetings are only held with regional manager to obtain report solely on its current business performances. There are no established channels to voice employees feedback to the head office and it often results in a lack of information for proper accomplishment of tasks. Without proper communication structure, there is no room for improvement and employees will commit the same mistakes repeatedly. This would also mean that the head office would be unfamiliar with Singapores working environment, which would result in ineffective communications amongst the employees. Robbins Judge (2008) stated that communication is the life support for any organisation and it plays a vital role in the change process. Communication links people who believe in a common cause and unites them with a common vision to achieve goal congruence for the organisation. 5.2 Styles of Communication 5.2.1 Downward and Upward Communication Leaders would engage in top-down communication to disseminate information/goals, inform job procedures and highlight problems (Robbins Judge, 2008). Gilley et al. (2009) argued that in times of change, leaders must provide employees with abundant and value-added information with regards to change. Leaders must give justifications for rationale for change and also address employees concerns. Well-developed rationalizations are more likely to be accepted as employees acceptance and participation depend on their perception of personal benefits associated with the change. Hence, proper explanation and feedback is important for leaders to work on in areas of change to increase employees acceptance. Upward communication is used by employees to provide feedback, inform progress and issues towards goals to leaders. It is important for leaders to know about how employees feel and to allow for opportunities for growth and improvement. Upward communication has its limitation whereby leaders are overwhelmed and distracted. Employees morale would be affected as it would be time-consuming and demoralizing if it is difficult to get their leaders attention (Robbins Judge, 2008). Hayes (2007) exclaims that without proper upward/downward communication, it will lead to organisational silence which is a major barrier to change. One illustration within the cited organisation Due to Indonesias culture, leaders like to be respected and will disregard negative feedback from subordinates as a form of attack on their credibility. A culture might be cultivated whereby employees might be afraid to voice out the truth to their leaders. It is a double-edged sword when employees do not highlight issues to leaders and leaders will find it tough to get employees to accept change. In times of change, leaders must acquire a diverse set of effective communication techniques to convince employees to embrace a new breakthrough (Robbins Judge, 2008). In contrast, leadership ambivalence reduces acceptance to change and increases resistance. Communications should be regular, motivating and yet achievable. Unfulfilled vision will weaken leadership credibility leading to employees feeling a sense of injustice. Gilley et al. (2009) explain that employees whom experienced unjust treatment would be resentful towards their superiors, thus destroying commitment. Being honest and fair when things go wrong enables employees to accept an undesirable outcome. Therefore, there is a need for realistic and truthful communication that includes communicating negative aspects of change implementations when necessary. 5.2.2 Communication Strategy In every change process, communication plays a big part for leaders to ensure a smooth transition. There are five basic communication strategies (Hayes, 2007): Spray and Pray Showing all the information and hope others can understand and share the vision. The effectiveness is low as it depends on employees perspective of what is important. One major drawback is that the employees would be overloaded, thus increasing resistance. Tell and Sell Leaders would only communicate the core issues that relate to the change and pushes the idea for acceptance. This strategy is a one-way-communication process without any channels for meaningful feedbacks to express concern. Employees will tend to feel uncommitted as little input is required from them. Underscore and explore Similar to the Tell and Sell, but the sender listens to the receivers feedback to prevent misunderstanding. This is a very effective communication method as leaders would listens to employees concern to clear embedded doubts/queries. Identify and reply This is a reactive approach as leaders will listen and respond to the employees concerns which would guide employees out of complexity. One short-coming is that employees might not be aware of the critical issues currently hence, it might be time-consuming. Withhold and uphold Most of the information are withheld and employees are unaware of the real situation. Leaders who adopt this strategy are power-oriented and think that employees are not capable enough to handle core issues. This strategy will lead to dissatisfaction and mistrust amongst employees. Communication can be an effective tool in shaping organisational cultural value in motivating employees, providing feedback and reinforcement during the change. This would foster an environment with better decision making process to deal with obstacles (Gilley et al., 2009). 5.3 Findings: Implication towards Effective Communication Base on the interview findings (Appendix C), the organisation adopts the Withhold and uphold strategy to deal with the downsizing exercise. As leaders in head office are power-oriented due to Indonesias culture, they make decisions without consultation with regional office. Subordinates are expected to carry out requests of the retrenchment in exacting detail. As there are no justifications for the change and unable to express concern, employees are feeling resentful and thus causing the high turnover. There is also lack of proper downward/upward communication between the two offices. It leads to the improper sharing of information which results in inefficiency. One recent incident that happened that illustrates this effectively. The Head office had instructed the dealers to return an outstanding consignment of laptops and they had made arrangements to ship it back to Indonesia. However, this message was not communicated to the regional sales executive. She was unaware of this agreed communication, continued to send e-mails, reminding the dealers about the outstanding consignment. Such miscommunications inevitably tarnish the organisations reputation as the dealer was very unhappy and spread this among other dealers. She was made responsible for this miscommunication and feedbacks by her were rebuked. As remaining colleagues felt unjust for the sales executive, the miscommunication drove conflict between head office further and aggravated the misunderstandings and hostilities. In t he long run, with only top down communication and no feedback, it will lead to organisational silent with disastrous consequences. As the main problem lies with the internal communication of the organisation, leaders needs to resolve the problem by setting up basic structures to promote effective communications. For the head office to improve relationships with employees, internal communications must consist of the personal touch. Electronic communications cannot be a substitute for personal interactions. Going forward after the retrenchment, leaders should convey messages personally to their employees as this allow opportunities to clarify complex or sensitive issues. Leaders must foster an open environment, using underscore and explore strategy which allows feedback as communication is a two-way street in any change process. Leaders must have an open-mind to be more receptive to new ideas from employees. Regional manager should hold weekly meetings within departments to gather information and feedbacks. It would help employees to understand and follow up with the outstanding issues and for the managers to establish their authority. Constructive feedback from employees would help to identify problems which help the organisation to improve. By keeping employees informed and involved with the implementation of change programs; it would help increase the commitment levels and increase productivity. 6.0 STYLES OF LEADERSHIP 6.1 Leadership Role in Change Process The organisational structure emphasizes on top-down hierarchy authority and major decisions are made by the head office. The top-down leadership approach and strictly-defined job scopes reduces the employees into becoming merely cogs of the machines, where they would merely perform the bare minimum within their stated job scopes, with minimal dedication to what they do. As such, everyone will only specialize in what they are doing, without a clear picture of the main business objectives, which impedes innovation and quality improvements. Weak leadership is also shown by the surprise retrenchment exercise, which caught many employees in the regional office off-guard. Without proper leadership to establish/lead new direction after the retrenchment, it eventually might be a possible factor that would lead to the downfall to the organisation. Kotter (Senior Fleming, 2006) emphasise that in all change process, effective leadership is needed to establish direction (develop vision/strategy), align members (communication to gain cooperation/acceptance), motivate and inspire (leading members to overcome various barriers) and overcoming change. 6.2 Transactional Leadership Robbins Judge (2008) indicated that transactional leadership would ultimately influence employees into the direction of achieving pre-established organisational goals by being task-oriented. Transactional leaders aim to maintain the status quos by making use of contingent and monetary rewards for effort and good performances. They would state their expectations; establish rules and procedures, and emphasize a fair deal with their employees. When work is allocated to employees, the leaders would expect them to take full responsibility. If the tasks are not performed to expectations, employees would be held liable. Hence, it is important for leaders to engage in open forms of communication to bring about mutual trust between employees and themselves. Contributions should be acknowledged and rewarded by the leaders towards their employees according to the industry standards, so as to bring about job satisfaction. However, Hoogh et al. (2005) argued that stringent goals, rules and procedures due to transactional leadership would only promote stable work environment with high degrees of structures. It results in employees having little ambiguity in pursing the goals. The lack of ambiguity would help ensure fairness and set straightforward guidelines. Moreover, with stability, it would not promote inducements or opportunities for change. Employees would not be motivated to perform beyond expectations. They would not be flexible and innovative enough to response quickly and effectively to environmental change; it would be difficult for the transactional leaders to bring about change. 6.3 Transformational Leadership Kotter (Senior Fleming, 2006) Robbins Judge (2008) agree that transformation leaders goes beyond transactional leadership by inspiring members to achieve goals, paying attention to their needs and encouraging new breakthrough in goal attainments. They will make use of charisma (providing vision, direction and gaining trust), inspiration (using communication/symbols to get things done), intellectual stimulation (promoting participation and problem solving) and individualized consideration (treating individual members equally/individually) to handle change. Transformation leaders will encourage followers to be more innovative and creative to increase efficiency. Hence, Followers would push beyond boundaries to pursue ambitious goals/vision of organisation, be more committed and will pursue it with due importance. Transformation leadership is able to induce higher levels of motivation and satisfaction leading to higher performance. There will also be lower turnover, higher productivi ty and lower stress levels. Transformational leadership is critical in helping mangers to identify change, which would in turn aid them with leading and managing change by ensuring effective communications and encouraging acceptance. Transformational leadership will ensure vital planning and design assumptions to allow leaders to recognise change by paying attention to the external environment, financial resources, and company staffing. In addition, it ensures proper management of formal and informal relationships between members to increase change momentum and improve managerial change interventions. Finally, it helps to overcome employees resistances when the organisation is disturbed by initiatives to change (Karp Helgo, 2009). 6.4 Leaders Checklist for Leading Change Every leader can adopt a process perspective on change management on top of the above-mentioned leadership approaches by adopting a checklist to control the change process and ensure smooth transitions (Kotter, 1999). Establishing Sense of Urgency Leaders must alert employees to need for change by creating a sense of urgency. They should begin examining the organisations external environment and communicate these findings to induce aggressive cooperation of employees and motivate them to change. Forming Powerful Coalition Leaders should form a competent strong team with expertise and have sense of urgency to kick start the change process. Leaders must lead the team to assess the problems, identify opportunities and change the mind of oppositions. Creating Vision The coalition team would need to create a shared vision to clarify the possible attainable directions, thus providing a guideline about organisations future to the employees. It must be flexible to encourage involvement and develop strategies to deal with the change. Leaders must allocate ample time to develop the shared vision so that it would be ingrained as a strong set of shared values. Communicating the Vision Leaders should communicate the vision as it would establish the direction, commitment and learning within the organisation towards the structural changes. They must use every method to communicate the new vision and strategies to ensure that employees understand and make short-term personal sacrifices in order to help the organisation achieve its goals. Empowering Others to Act on Vision through Leadership Good leadership skills are needed to lead transformational change and raise demands that are consistent with overall change effort. Leaders must remove obstacles and encourage risk taking to generate more creative actions to support the vision. Leaders must make use of compensation to encourage employees acceptances of new vision. Planning and Creating Short Term Wins Leaders should plan, and create visible performance improvements and reward employees involved in the change improvements. As changes cannot take place overnight, it should be implemented in phrases, allowing time for maturity. The short-term goals in phases would act as a source of motivation in continual efforts for change. Consolidating Improvements and Producing More Changes Leaders should capitalize on early wins but should not declare victory too early should there be any possible amendments to the winning efforts; and use that as further motivation for continued and subsequent changes. Next, leaders should use increased creditability due to short term improvements to overcome the current structures that are not in alignment with the vision. Institutionalizing New Approaches Leaders need to ensure that change is consolidated by showing employees how change has produced optimal performance. Every opportunity should be taken to demonstrate the benefit Cervical Cancer: An Action Plan Cervical Cancer: An Action Plan INTRODUCTION Cervical Cancer also recognized by ‘cancer of the cervix’ occurs from the tissue of the cervix. The cervix is a component of the female reproductive system, which also encompasses the uterus, ovaries, fallopian tubes, vagina and vulva (Australian Government-Cancer Australia, 2014). The cervix is the lower part of the uterus that connects to the vagina. It is sometimes called the neck of the uterus. Cervical Cancer affects the cells of the lower part of the uterus that joins the inner end of the vagina also known as the uterine cervix (Cancer Council Victoria, 2014). In Victoria 179 women were diagnosed in 2010 with cervical cancer (Department of Health 2014). This is considered to be the twelfth most common cancer in Australia (Australian Institute of Health and Welfare Canberra, 2013) and has a much greater impact on indigenous women than non-indigenous complements. An indication of evidence shows that 59% of the women population died from this disease. According to Vic toria Health, 85% of women developed cervical cancer and either never had conducted a Pap smear test or failed to follow the recommended two yearly screening programs therefore leaded to a lack of participation in cervical screening which is one of the main risk factors for cervical cancer and is common against Indigenous women. Due to the inadequate time frame and the availability of health services such as the Bunurong Health service, Dandenong and District Aborigines Co-operative Limited to contribute in the project, the Indigenous population in the City of Greater Dandenong is the focus of this assignment. The objective of this is to reduce the occurrence of cervical cancer rates among Indigenous women in the City of Greater Dandenong over a three year plan. The strategies conversed in the project involvement plan by engaging the broader participation of indigenous people and their culture imparting a holistic approach to addressing this specific issue. Intensifying cultural awa reness and cultural safety is also a significant component. This realization plan will focus mainly on two detailed strategies: to familiarize and educate Aboriginal and Torres Strait Islander women in the City of Greater Dandenong by 50% informing about the new and easy technology use for cervical screening to reduce the pain and discomfort by 2015-2017. Another significant strategy is to ensure that the needs of Aboriginal and Torres Strait Islander women diagnosed with cervical cancer are met physically, culturally, spiritually and medically within the timeframe of three years 2015-2017. This curriculum will provide two-yearly Pap tests to women aged 18-69 for the early detection of cervical cancer. This implementation plan will initially present an action plan and next it will discuss about methods that have been used to encourage sustainability. Then methods of communication, which will be developed to connect stakeholders involved in the assignment, will be conversed along wit h the supply of resources. ACTION PLAN STRATEGY 1:To familiarize and educate Aboriginal and Torres Strait Islander women in the City of Greater Dandenong by 50% informing about the new and easy technology use for cervical screening to reduce the pain and discomfort by 2015-2017. STRATEGY 2: To ensure that the needs of Aboriginal and Torres Strait Islander women diagnosed with cervical cancer are met physically, culturally, spiritually and medically within the timeframe of three years 2015-2017. SUSTAINABLITY Attention to the sustainability in a community based cervical cancer; controlled program over a 3 year period must have extensive experience in planning implementing and evaluating a program which engage the indigenous aboriginal women, to educate women in City of Greater Dandenong. To sustain the program of prevention of cervical cancer, various steps must be put in place to maintain that the sustainability in the implementation scheme (Shediac-Rizkallah Bone, 1998, p.87-108). For instance, an entire program may be continued under its original or an alternative organizational structure, parts of the program be institutionalized as individual components, or there may be a transfer of the whole or parts to the community ownership (Shediac-Rizkallah Bone, 1998, p.87-108). In 2013 an study conducted by the Australian Institute of Health and Welfare identified the main changed that would be needed to occur and which stakeholders would be likely to be impacted. Projects with training (p rofessional and paraprofessional components are more likely to be sustained than those without: those trained can continue to provide benefits, train others and form a constituency in support of the program. As strategy 1 states that it is aimed to familiarize and educate Aboriginal and Torres Strait Islander women in the City of Greater Dandenong by 50% informing about the new and easy technology use for cervical screening to reduce the pain and discomfort. Therefore; by having general community and professional monthly and or yearly meetings and follow ups will help the project be sustained for a longer period of time and this will be evident with the use of data towards the participation of Pap screening tests for the population of Indigenous women. The results of this data in future within the 3 year time frame will help to detect whether more education and support implants are needed to be put in place culturally, physically and mentally or whether the results show an increase towards the population of Pap screening tests for cervical cancer in Indigenous women specifically. Topromote ongoing skills, development in health promotion and training/education, by allocating half a day to train the leadership skills and furthermore; being qualified to maintain their relationship with the Indigenous women for better health. It is important to train the trainers to help health services and programs to be sustained, patient-centered care, self-management support and behaviour change within their organisations therefore will be structured to be continued for the management and progress (Practice change requires staff skills development and systems implementation planning, 2013). For that reason, where the team will identify a reliable person who will be appropriate for the subject of leadership in future and have a greater understanding of the vision and management skills about health project towards the Aboriginal culture. Managing the culturally supportive environment for the Indigenous women will encourage the team to promote and achieve the sustainability and health promotion goals. COMMUNICATION To build a therapeutic relationship among indigenous women is quintessential; Health workers must gain trust and build rapport and considering their cultural background. There are various stakeholders one needs to consider while promoting health. For instance; while developing and delivering Aboriginal specific cervical screening health promotion training to health professionals, health promotion workers, aboriginal health workers and others who are working within the project. However; to establish organizational supports, such as local advisory committees, and in order for the project to develop effective relationships, within the Indigenous women committee (Gruen et al., 2008, p, 1579-89). One of the key strategies to achieve in this project is to train local clinicians to provide education and awareness about Pap screenings and cervical cancer to Aboriginal women in a form of considering their cultural background. Public is the first and prime stakeholders as the implementation of health promotion plan deals within the public domain (Hetzel, Glover, Gruszin. 2012). Apart from public, local councils and local councilors, Australian Health department and party workers were in the middle stakeholders (Gruen et al., 2008, p, 1579-89). Medical expert’s dealing in the treatment and research institute where diseases are the first lane resources, therefore; is vital to be included in any plan in prevention for cervical cancer (Anne F.Rositch, Michelle I. Silver, Patti E. Gravitt, 2014). CONCLUSION In conclusion, cultural barriers prevent Aboriginal women from seeking for their sexual and reproductive health and creative strategies are needed to encourage Aboriginal women to attend for Pap screens. For example: Information needs to be presented to the community in a format and language that is understandable to the target population. Services need to be provided in a safe and confidential environment and services need to be available on a â€Å"walk up basis† to avoid the need for appointments which can lead to a fear of loss of privacy and confidentiality. Due to cultural impediments, past research has proven that the establishment of women’s advisory committee was/is a strong scheme as a strategy to facilitate the promotion of the project within the community by engaging respect within the community and the women who are involved in the project so they could promote to the targeted group. In order to continue the momentum started by the project, community awareness of the need for cervical screening, needs to be maintained and raised contained by the Aboriginal women. This will require ongoing consultation with the community and ongoing health promotion activity which has been mentioned above. Ongoing involvement and collaboration with other community stakeholders such as Bunurong Health Services, Local Government – Victoria, Victorian Aboriginal Health Service, Cancer Council- Victoria, Royal Women’s Hospital Aboriginal Advisory Unit, Victorian Aboriginal Community Controlled Health Organisation and City of Greater Dandenong are also seen as dominant too long term success in increasing awareness and promotion of cervical screening in the City of Greater Dandenong among Aboriginal and Indigenous women.

Challenges Facing 5 Star Hotel Businesses Essay

The hotel industry contributes significantly to revenue generation through customs, license fees, value added tax, landing fees, and exercise duty. The revenue generated plays a significant role in the overall development of resident economy as well as the global economy. The hotel industry, under the umbrella of tourism and hospitality, has faced numerous challenges that have led to a stagnated growth. Most 5-star hotel businesses across the globe often shift their operation to restaurants that have potentially limited their growth. Most hoteliers have mentioned short comes in demand and supply that are not in sync. Likewise, the market for five-star hotels is growing at a slower rate that demands operational efficiencies to have a bigger share of the pie. As such, this paper discusses the challenges experienced by five-star hotels in this century based on current research validations. Description of a 5-Star Hotel and Rationale for the Choice The term five-star hotel is most often associated with ultimate luxury and by implication, expense. Five-star hotel groups are committed to displaying conduct through their behavior and actions. Hotels promote corporate citizenship through their strategic private-public partnerships. The significance of hotels is to reduce malnutrition, enhancing employment, promoting indigenous craftsmen and artisans. Five-star hotels present a unique scope and opportunity that enables the development of raw potential individuals to a skilled workforce, which according to Chandana, are immediately employable by the key players in the hotel sector (Chandana, 2013) Likewise, five-star hotels drive myriad community projects that emphasize on food production, housekeeping, kitchen management, spas, and customer service to promote economic empowerment for candidates from vulnerable social and economic backgrounds. The rationale for choosing the hotel sector is due to their capability and previous good re cord in global economic performance. However, the challenges facing the hotel sector are numerous and solutions are readily available. Likewise, the commitment of the hotel sector in economic development, creation of employment, food security campaigns, and environmental sustainability is significant for developing careers in the sector.Shortage of Qualified Employees According to a study conducted on the Romanian 5-star hotels, approximately 40 percent of the 5-star hotels are facing the shortage of qualified employees. Besides, Haidment (2007) predicts that within the next ten years, employee shortage in terms of talent in a five-star hotel would increase by 15 percent. As such, five-star hotels around the globe, according to him, will face challenging times from the human resource point of view. However, the problem is not the presence qualified and talented candidates to work for these hotels; rather it is the inability of these hotels to attract talented and qualified candidates for the hotel industry (Haidment, 2007). The deficit mainly refers to the specialized positions such as receptionist, cooks, pastry cooks, chambermaids, and waiters. The study further reveals that the number of vacancies in five-star hotels is continually increasing with 11, 000 jobs announced annually, according to data forecast by World Travel and Tourism Council (2 007). The causes of labor shortage in five-star hotels, Haidment (2007) explains, begin with the shrinking of the population due to emigration. Besides, the lack of national integration plan to and action plan to support the development of human capital in the hotel industry, 5-star hotels, in particular, partially explains the deficit of employees in 5 star hotels. Look more:Â  the basic economic problem essay Insufficient Employee Training and Development The current market for 5-star hotels is highly competitive and requires skillful workforce to remain successful in the competitive hotel sector game. Boella and Goss-Turner, (2005) indicates that one of the major obstacles that affect the workplace of 5-star hotels is the lack of employee training and development. According to him, employee training is an essential process that should be designed and implemented continually in any 5-star hotel as well as other firms. The significance of human resource department is to improve the attractiveness of the organization by providing the employees with skills, knowledge and attitudes that in turn improves their current job performance (Boella & Goss-Turner, 2005). However, five-star hotels have experienced limited development activities that have reduced the acquisition of new knowledge and skills for the purposes of employee career and personal growth. The current economic downturn has hit five star hotels with appalling impacts everywhere especially Europe and U.S. Thus, the productivity of the employees in the sector, according to Boella et al. (2005), has reduced in double digits further challenging the organizations in meeting their establishment goals. Insecurity Terrorism is a global problem affecting both the developed and developing countries. According to Chandana, (2013) terror groups that exist in many nations have led to a sharp economic downturn. In particular, the hotel industry is a sector that provides revenue for the government and employment to numerous people globally. However, the acts of terrorism have led to the closure of some 5-star hotels and numerous people rendered jobless. Chandana, (2013) notes that most five-star hotels, especially, in developing countries relies on visitors from abroad touring the nation. However, the threat due to terrorist and bandits in these countries has led to decrease in traveling and tourism activities. For instance, the recent terrorist activities and attacks by bandits in Kenya and Nigeria have seen some countries such as U.S warning their citizens to visit these countries at their own risk. Yet, these countries have five-star hotels that heavily bank on of foreign visitors that seek the se rvices of their facilities considered expensive for most of their citizens. Therefore, terrorist activities and bandit attacks, according to Lockyer (2007), provides a significant challenge to five-star hotels and the tourism sector at large. Also, bandits that reside within the countries have discouraged domestic tourism with the few potential visitors of 5-star hotels avoiding such places. Lockyer, (2007) further highlights that 5-star hotels attract terrorist activities as some of the agendas derived by the terrorists aim at seeking audience of the high class. Thus, the terrorists keep on storming 5-star hotels and kidnapping and killing people. In a nutshell, the resultant victim in this tussle is the five-star hotel investors that experience severe losses leading to closure in extreme scenarios. Competition Fierce competition among the 5-star hotels has recently underscored by the increased opening of more hotels across the globe. Currently, luxury hotels are build up to 180-story with numerous rooms and reduced charges. The cut-throat competition among the hoteliers has led to the withdrawal of some hotels and mergers. Lockyer, (2007) writes that hotels have experienced mergers and acquisitions to achieve competitive advantage in the market. Due to the decrease revenues, merger and acquisition among hotels are the key marketing strategy of sustaining a competitive market. As such, numerous hotels are forced into mergers and acquisition, thus shutting their individual objectives. Conclusion Five-star hotels around the world have documented numerous challenges over the past, according to research. The main challenges facing five-star hotels are competition, insecurity, and lack of competent employees. However, in order for five star hotels to survive the management must set most efficient strategic goals, identify the needs for implementing the goals, train employees and equip them with skills and knowledge required for job performance. Likewise, employee motivation to improve their skills is essential for curbing some challenges facing the hotel industry. References Boella, M. & Goss-Turner, S. (2005), Human Resources Management in the Hospitality Industry, London: Elsevier Chandana, C. J. (January 01, 2013). The Canadian hotel industry: innovative solutions to secure the industry’s future. Worldwide Hospitality and Tourism Themes, 5, 2, 219-230. Haidment, F. (2007), Human Resources 2006-2007 – Annual Editions, London: Then McGraw – Hill Companies Lockyer, T. L. G. (2007). The international hotel industry: Sustainable management. New York: Haworth Hospitality & Tourism Press World Travel and Tourism Council (2007), Romania – Travel &Tourism Navigating the Path Ahead Source document

Abortion Is a Form of Murder

Each year, two out of every one hundred women aged fifteen to forty-four have an abortion, 48 % of them have had at least one previous abortion and 61% percent have had a previous birth. This means that these women understand the joy of a baby being born, and still choose to take away their privilege to live. They’ve carried these children before and know the happiness of seeing their own healthy child in their arms for the first time. Why then, when they know they are creating a new life inside of them, do they choose to deprive their child the right to live and experience everything life has to offer? They willingly decide to kill that child and decide to have an abortion. Hence, abortion should be illegal because one is committing an inhumane act by killing an innocent child inside the mother’s womb. The reasons included are abortion is a form of murder, causes many psychological issues, other means of contraceptives are available, legal view against abortion, is very costly, and abortion can cause medical complications. â€Å"Abortion is a form of murder and demeans the value of human life. When a mother is carrying a child, she does not say â€Å"oh, the fetus kicked† or â€Å"oh, the mass of cells that hasn’t become a person kicked†, the mother says â€Å"the baby kicked† (Balanced Politics). After contraception the baby is considered alive and a human. According to â€Å"The Official Senate report on Senate Bill 158†, the â€Å"Human Life Bill†, says that conception marks the beginning of the human life of a human being- a being that is alive and a member of the human species. The life of the baby begins right away; one cannot take that away and kill the baby. Everything that determines the individuality and originality of a person is established at conception. The first single cell contains the entire genetic blueprint of the human being. Abortion ends the innocent life of a baby. From conception, the new human conceived deserves the full protection of the law just as any other person does. Abortion causes many psychological issues not only to the mother, but also to the family. Many women who have an abortion in their younger years end up living the rest of their lives in permanent guilt. Even if the mother is fine with aborting the child, the father may not be. The father might want to keep the baby, but he thinks he has no legal alternative if the mother chooses abortion. Why should he suffer for the decision the mother makes? Abortion causes damage to everyone. In a study of post-abortion patients only 8 weeks after their abortion, researchers found that 44% complained of nervous disorders, 36% had experienced sleep disturbances, 31% had regrets about their decision, and 11% had been prescribed psychotropic medicine by their family doctor. Since many post-aborted women use repression as a coping mechanism, there may be a long period of denial before a woman seeks psychiatric care (Major Psychological Sequelae of Abortion). These repressed feelings may cause illnesses and psychiatric or behavioral issues in other areas of the mother’s life. As a result, some counselors report that unacknowledged post-abortion distress is the main factor in many of their female patients, even though their patients have come to them seeking therapy for seemingly unrelated problems. Also, women may experience abortion as a traumatic event. Many are forced into unwanted abortions by husbands, boyfriends, parents, or others. If the woman has repeatedly been a victim of domineering abuse, such an unwanted abortion may be perceived as the ultimate violation in a life characterized by abuse. Other women, no matter how compelling the reasons they have for seeking an abortion, may still perceive the termination of their pregnancy as the violent killing of their own child. The fear, anxiety, pain, and guilt associated with abortion all cause damage to the motherand anyone who is associated with the baby being aborted (Major Psychological Sequelae of Abortion). Women have the right to treat their bodies however they want, but there are other means of birth control that are much more suitable; abortion should be a last resort option and even then only if it is absolutely necessary. If a woman does not want to become pregnant, she should avoid this with some sort of contraception or abstinence. There are many ways that a woman can prevent pregnancy, the most common of which being a birth control pill that generally must be taken once a day. If a woman accidentally becomes pregnant she can choose to put the child up for adoption, take the morning after pill, which is generally a stronger dose of a birth control pill, or use a copper intrauterine device, which must be inserted within five days of conception in order to work properly. If they find out too late to use either the morning after pill or to use a CID, they should make the right choice and put the child up for adoption. A big mistake that most people think is that the morning after pill is the same thing has having an abortion because you are killing the baby, but the pill kills the sperm before it conceives the egg and is not actually killing the baby. About 1. 5 million American families want to adopt children, and women have up to nine months to decide where and who they want to raise their child. It is a win-win situation for the mother because she does not have to kill her baby if she does not want the child; instead she is doing a good thing by giving up the child for adoption. Rape and incest victims should take the morning after pill to prevent a pregnancy if they do not want it to occur, or put the child up for adoption. It is understandable for the mother to not want to go through with the birth because she wants to forget about the incident, but it is a much better alternative to abortion and a much safer one. The only situation where abortion is understandable is when the mother is in danger of dying because of giving birth to the baby. This happens in ectopic pregnancies, where the fetus begins developing outside of the womb. In this situation the mother can resort to abortion, because her life is in danger. The baby has a zero change of living also (Balanced Politics). There are many legal arguments that support not having an abortion. A good example of a case is of Roe v. Wade, which allows abortion seven months into pregnancy. It violates the standard of legal reasoning. The Supreme Court made a decision on not to decide when life began. It overturned state laws that protected the unborn and has resulted in over 30 million abortions (roughly the population of Canada) in the United States. The Supreme Court clearly stated that it does not know when life begins and then violated the very spirit of this legal principle by acting as if it just proved that no life existed in the womb. A crucial role of government is to protect life. Government cannot remove a segment of the human population from its protection without adequate justification. For example,† A hunter who hears rustling in the bushes shouldn't fire until he knows what is in the bushes. Likewise, a Court which doesn't know when life begins should not declare open season on the unborn. † (Arguments Against Abortion). Abortion is extremely expensive and tax money should not support this horrible act. The First trimester procedures run about $500-1000. Second trimester procedures cost $600-10,000. People have the right to see where their tax money is going. Abortion is a medical procedure that must be performed by a doctor. The government contributes to many health care institutions such as Healthcare for the Homeless, Planned Parenthood, free clinics, etc. Planned Parenthood, through promoting abortion, has killed far more people than the Third Reich did. It is the most efficient mass-murder machine ever devised, and is funded by our federal tax dollars. It may not use our tax money to abort babies but our taxes buy and maintain the office, hire the personnel, and pay for the counseling that leads to the abortion. Everyone who pays taxes has the right to prevent their money from going to these institutions that commit murder by killing an innocent child (Abortion And Your Taxes). Abortion also causes various medical complications to the mother. Some complications include blocked fallopian tubes, weakened cervix, uterine scarring, and damage to the mother’s reproductive system, which may make her unable to conceive in the future. Women may also face the increase in the probability of tubal babies, hysterectomies, miscarriages, still births, and premature deaths. Abortion increases the chance of breast, uterine, and cervical cancer. â€Å"During a women’s pregnancy a surge of hormone, estrogen, causes the breast cells to divide, become more mature and secrete milk† (Anti-Abortion Arguments). During this process of cell division they are more susceptible to cancer causing agents. If the woman has an abortion, the natural process is interrupted and her breast cells will remain immature. Also, not all abortions are 100% hygienically clean, which may create a leeway for hundreds of types of infections for the mother. For example, if the mother cannot afford a proper abortion, and has an abortion in a dangerous location or environment it can be harmful because the proper tools are not being used and they might not be properly sanitized (Anti-Abortion Arguments). In conclusion, abortion should be illegal due to the specific reasons mentioned in the above paragraphs. Abortion is a very harmful process which could in the end harm not only the mother, but the father too. Killing a human is never what someone should decide on doing; instead they should consider giving the baby up for adoption. The mother carrying the child should realize that there are a lot of other options available for her and she does not have to kill a human if she does not want the baby. If a woman has been raped, she should take the morning after pill and it will help her have a less of a chance of being pregnant. In the end the guilt of killing a human will never leave the mother. Why live with that guilt feeling when one knows there are many other options out there instead of killing an innocent baby?