Safe Administration of Intravenous Medication and Management of Central Line

Intravenous therapy is a crucial element of acute care management; this provides easy access for medication, maintaining fluid and electrolyte balance, and administration of blood products (Wiechula & Hodgkinson, 2002). This is an invasive procedure that entails a number of risks for the patient. This literature review will provide important information regarding the safe administration of intravenous medication and the management of the central line. Safe Administration of Intravenous Medication. The article â€Å"Safe Practice in intravenous medicine administration† from the Nursing Standard journal provided a detailed account of safe administration of intravenous medication. The IV route has many advantages over other routes, mainly because of its absorption rate, but it must â€Å"only be used when its benefits outweigh its risks† (Lavery, 2008). The first step in safe administration of intravenous medication is assessment of the patient’s condition and satisfying the 5 Rights of drug administration; Right Patient, Right Dose, Right Medication, Right Route, and Right time. The patient’s chart must also be checked for all the other drugs that the patient is currently taking. The expiration date of the medicine ordered must be checked as well. Drug interactions and interval of the medication must be considered as well. This must be taken seriously as 22% of medication errors committed on general medical practice were due to lack of knowledge of this little detail (Joanna Briggs Institute, 2005). As a confirmatory measure the drug order must be consulted with another nurse. There was evidence that suggested the efficiency of having two nurses check medication orders prior to administration (Joanna Briggs Institute, 2005). Following hospital protocol, the procedure must be explained to the patient and acquire consent on the doing the procedure. Secondly, the materials needed for the procedure must be prepared. The materials needed will be dependent on the route specified which could be; bolus injection, intermittent infusion, and continuous infusion. IV bolus injection requires the use of a syringe; conclusive evidence suggested that labels on syringes or enhancements on syringe may prevent medication errors (ISMP Medication Safety Alert, 2004). Application of aseptic technique is essential in the process of drug administration through the intravenous route. Thus, swabbing the injection port with alcohol is an important practice. The injection port is exposed to bacteria and injecting these to the patient’s system must be avoided (Institute for Safe Medication Practices, 2007). No conclusive evidence was presented on this claim. Upon swabbing the IV port with alcohol and letting it dry, the next step is to administer the medication at the IV port. The rate of the IV push must be observed carefully, since there are conclusive evidence of death occurring on an IV push that was done too quickly (Cohen, 2003). This is known as â€Å"Speed Shock† and will be discussed in detail later. If the method of administration is through continuous infusion, the rate of infusion must be confirmed with another nurse (Joanna Briggs Institute, 2005). An infusion pump may be used to ensure accurate infusion rates. The careful use of the infusion pump must be observed by the nurse.. After drug administration, the patient must now be watched closely for adverse reaction to the drug. After assessment of the patient after administration, the central line must be flushed with a 5-10 ml 0. 9% sodium chloride solution. This is a precautionary measure to relieve the cannula of any residual medicine (Lavery, 2008). Afterwards, the sharps and other equipments used should be discarded in a proper container. CDC recommended that sharps should be disposed in a proper container; â€Å"closable, puncture resistant, leakproof on the sides and bottom, and appropriately labeled or color coded† (CDC, 1998). Proper documentation and monitoring of therapeutic effect concludes the procedure (Wiechula & Hodgkinson, 2002). Management of the Central Line The article; â€Å"Promoting Best Practice in the Management of Peripheral Vascular Devices† from the Joanna Briggs Institute, used an evidence based approach on the management of peripheral vascular devices. It stressed a number of key recommendations in achieving best practices in the management of a central line (Wiechula & Hodgkinson, 2002). This literature will be central to this discussion. It is common medical knowledge that hand washing and observance of the aseptic technique is crucial for the prevention of infection. This was also pointed out in the article and was given utmost importance. The next guideline is the dressing of the central line; the article suggested the use of gauze or transparent dressing. It also suggested that it should be changed when it is damp, loosened or soiled. Conclusive research from CDC noted that both the transparent and gauze dressings virtually have the same effect (CDC, 2002). Secondly, the routine replacement of IV catheters, IV therapy is an invasive procedure and these devices can harbor bacteria that can cause complications. In addition, it also stressed rotation of the site of catheter insertion every 48-72 hours to prevent phlebitis; this suggestion was well within the extent of rotation specified by the CDC which was every 72-96 hours (CDC, 2002). Moreover, it also stressed that IV catheter should be replaced at the first sign of phlebitis. Another consideration for the removal of the catheter is evidence of local infection (Gosbell, 2005). The third guideline was the replacement of the IV administration sets at 72 hour intervals. These equipments include; blood products, piggy back, and lipid emulsions. When a medical order required the use of these materials, the healthcare provider must make sure that these materials should be replaced or disposed of when it goes past its usefulness. This must be meticulously observed especially with blood products and lipid emulsions, which produces a higher incidence of bacterial colonization; this case requires the IV administration set to be replaced within 24 hours of initiating the infusion. Fourth, is the use of flush solutions to prevent thrombosis or infection, heparin is the most common flush solution in use today. A study with much legitimacy in it, has confirmed that flushing a catheter with a vancomycin/heparin lock will yield to a significant decrease in infection rate (Woensel, 2008). Much debate surrounds the issue of whether it should be done continuously or intermittently. A recent study by the Cochrane Collaboration attempted to address this issue. Considering the inconclusive results of the study, it still claimed that intermittent flushing, â€Å"were less likely to infiltrate, leak, or cause phlebitis† (Flint, Macintosh, & Davies, 2008). The fifth management approach to a central line is the use of in-line filters. Wietchula & Hudgkinson noted that this device is thought to reduce the incidence of infection, but no evidence confirms this claim. A similar claim supported this notion that in-line filters have no significant relation to decreased incidence of infection in a study conducted by the Cochrane Collaboration (Foster, 2008). This study, too, was shrouded with impartiality due to the lack of sufficient data. Lastly, proper management of a central line requires documentation of insertion date and time of the intravenous device. This would also serve as a guide for the overall care of the patient (Wiechula & Hodgkinson, 2002). Complications of Intravenous Therapy Intravenous therapy is widely used in acute care management. Due to the invasive nature of the procedure, healthcare providers must abide with known safe practices just like the ones outlined in this study. Failure to comply with safe practices can lead to infection and even death. The most disastrous complication can arise from failing to observe safe practice in intravenous medication. Meanwhile the patient can suffer from infections and much discomfort from failing to observe clinically effective practices on the management of the central line. These two topics will be explored in this section of the study. Aside from describing â€Å"Safe Practice in intravenous medicine administration†, this article also included some complications that arise in practices that are not clinically effective. Failure to asses the patient and confirming the medication can lead to disastrous results. A staggering 30% of medication errors arise from administering an inappropriate drug (Joanna Briggs Institute, 2005). An article entitled â€Å"Medication Errors†, mentioned that improper disinfection of multi dose vials can leave the patient at risk for infection with staphylococcus aureus (Cohen, 2003). The article even mentioned that refrigerating the MDV prolongs the life of the S. aureus compared with storing it in room temperature. In addition, it also mentioned the deadly effects of administering a drug too quickly (Cohen, 2003). This is otherwise known as â€Å"Speed Shock† (Lavery, 2008). This is the body’s violent reaction to a foreign body that was abruptly introduced in the system. The patient may experience hypotension, shock, flushed face, tachycardia, shock,and cardiovascular collapse. Miscalculations in the required dosage can be deadly to the patient as well. Failure of the healthcare provider to confirm the order with a doctor or colleague contributes to the occurrences of medication error. Studies have shown that one of the factors contributing to medication error is â€Å"poor communication healthcare professionals†, which comprises of 19% of recorded incidents (Joanna Briggs Institute, 2005). The healthcare provider administering medications must be familiar with standard dosage computation and manipulation of infusion devices like the infusion pump. There are concrete evidences published in the medical safety alert of ISMP regarding misuse of the infusion pump. It stated: â€Å"a misprogrammed infusion pump can leave a patient only a button press away from disaster† (Institute for Safe Medication Practice, 2002). Another complication is extravasations or infiltration. This condition is characterized by local edema and pain on the site of catheter insertion. This is caused by accidental administration of the drug to a surrounding tissue by a cannula poised in a wrong angle or problems in its patency. As mentioned earlier, failure to observe safe practices in managing the central line can also lead to serious complications. The article â€Å"Diagnosis and Management of Catheter Related Bloodstream infections due to staphylococcus aureus† outlined the complications arising from bad practices in management of peripheral vascular devices. Among the complications it discussed were; Catheter Colonization, Phlebitis, Infusate related bloodstream infection, and Cather related bloodstream infection. Colonization of bacteria on the catheter tip is the most common complication associated with wrongful management of the catheter tip. The Maki hypothesis stated that bacteria from the skin surrounding the catheter site can migrate to the catheter and eventually to the bloodstream (Gosbell, 2005). Catheter related bloodstream infection may lead to bacteremia and sepsis. The bacterium that is most commonly associated with this kind of infection is S. aureus which account to 5-50% of cases and coagulase-negative staphylococci in 20% to 96% (Gosbell, 2005). Failure to observe aseptic technique upon insertion of the IV catheter can contaminate the central line itself and directly introduce bacteria in the patient’s bloodstream. Another issue arising in practices that are not clinically effective is infusate-bloodstream infection. This is an infection through contamination of the fluids that are being administered. The use of the IV port either for injecting medicine or extracting blood from the patient can introduce microorganisms on the system. This commonly happens to blood products and lipid emulsions were bacterial growth is common. Lastly, phlebitis, this condition is characterized by redness, pain, and swelling around the insertion site. Phlebitis may be caused by infection and other patient factors like the patient’s inherent risk in developing such problems. Healthcare providers must be very careful in caring for patients undergoing intravenous therapy. Previous researches have shown that nosocomial infections due to bad practices in intravenous therapy account to 200,000 cases each year (Wiechula & Hodgkinson, 2002). Patients arrive in the hospital to seek medical attention, it is only imperative that healthcare providers must deliver the quality of care that patients deserve and avoid aggravating their illness by complications that could be avoided by safe practices.

When Some Cities Tend to Modernize and Others Tend to Conserve Traditionalism?

Introduction It can happen that sometimes you have a personal dispute with a family member, friend or neighbour, or a legal dispute involving business. There are three main ways as alternatives to going to court to resolve a dispute in China: negotiation, mediation and arbitration, they are ADR. ADR means â€Å"Alternative Dispute Resolution† and it refers to various processes, commonly used in civil law tradition, which have in common the aim of a better communication between the parties during a dispute and the saving in managerial and legal time, expense and worry (Bevan, 1992).We can clearly distinguish the advantages of the ADR, comparing to the formal dispute settlement at court. ADR processes are quicker, as they can be arranged within days or weeks rather than months or years (example of one case in litigation). They are also less expensive, as earlier settlements save managerial time and they are confidential. They are voluntary, which means that the parties are free to walk out every time without interfering the legal procedures and their rights (Bevan, 1992). Mediation, one of the most used ADR, involves a neutral third party, called a mediator, to help the disputing parties to reach an agreement.Mediation in China has been existed in China for more than 2,000 years. It was used in the Western Zhou Dynasty (1146 BC-771 BC) and then used during the Qin Dynasty (221 BC-207 BC). There was always a preference for mediation throughout all the history of Imperial China. The mediation system and the legal system were developed together after the establishment of the People's Republic of China in 1949. People's Mediation Committees appeared during this period, helping local people to resolve civil disputes and to preserve harmony in the society.However, the Mao's economic reforms have brought some physical and social changes of the Chinese cities. Reforms have promoted the development of the legal system and other formal legal institutions. They have also permitted more individual freedoms, since the decentralization of the political control. Moreover, the fast-growing economic developments, the modernization and the Westernization have led to the apparition of new cities which advocate the ideas of individualism, competition and private space, ideas totally at the opposite of the Chinese traditional culture which advocates he social harmony in community and society. In my essay, I will try to answer to this question: To what extent the role of the People's mediation committees in China now is still significant when some cities tend to modernize and others tend to conserve traditionalism? First, I will present the evolution of the traditional Chinese legal system to the contemporary Chinese legal system. Second, I will focus on the case of mediation, one Alternative Dispute Resolution, and the People's Mediation Committees.And finally, I will explore the importance of the teachings of Confucianism in the evolution of mediation. I. From traditional Chinese legal system to contemporary Chinese legal system Chinese history, even in the last century, has gone through several events which have affected the development of its judicial system. Conscious that traditional Chinese law was backward and that a Western legal system, more modern, would improve a lot the development of Chinese society, Mao attempted to establish a modern legal system based on rules and law in 1949 (Utter, 1987).The Communist Party recruited first former nationalists, who knew all about the Western legal systems: â€Å"To staff the new legal system, the Communists retained a number of legal specialists who had worked for the Nationalists, primarily because the Communists did not have within their own ranks people with skills and knowledge to run a complex legal system†, but they were completely â€Å"politically unreliable and elitist† (Utter, 1987).The Party then replaced them by â€Å"new cadres† selected for their political allegiance to the Mao government, and not for their abilities in legal system, â€Å"[t]he new cadres lacked legal skills and knowledge† (Utter, 1987). This decision of the Chinese Mao’s government influenced the development of the legal system. They were convinced that complex processes were only burdens to the modernization of the legal system, so they developed a system easily understandable and accessible to the people:During the first few years of the communist party, the â€Å"new cadres† helped to establish law codification commissions, judicial and police structures. Law schools opened and some legal books were published. In 1954, the first Chinese constitution which established a tripartite governmental design consisting of the supreme people’s courts, the supreme people’s procuracy, and the state council, all responsible to the standing committee of the national people’s congress, was introduced (Utter, 1987).However in 1 957, the improvements of the Chinese legal system began to stop: During the anti-rights movement, the communist party’s sentiment towards the need for a â€Å"modern† legal system changed dramatically. Many specialists were removed from their posts and then attacked and denounced for the very policies they were initially retained to develop. Law schools were closed and plans for further codification were terminated. The communist party went as far as to undo and supplant existing laws as well as to replace the role of the courts and procuracy with public security bureaus (Utter, 1987).After Mao’s death in 1978, during the â€Å"Four modernizations† (in industry, agriculture, national defence, science and technology in Chine), the new government of Deng Xiaoping (1904-1997) established the 1978 Constitution, which restored the emergence of lawyers, law schools and legal publications. Finally, with the promulgation of the 1990 Procedural Law of Administrati ve Litigation and the 1991 Civil Procedure Law, Chinese legal system significantly evolved to a more structured system. Even with all these progress, mediation remains the most used dispute resolution process.The 1989 legislation, that placed the people’s mediation committees under the jurisdiction of the Ministry of Justice, allowed the modern mediation system to be more independent, professional and efficient. Many cases are diverted from the courts and passed on mediation committees: [T]he mediation committees have settled cases covering a wide variety of topics such as divorce, inheritance, parental and child support, alimony, debts, real property, production, and torts, as well as other civil and economic disputes and criminal misdemeanour cases.They have also played an important role in preventing crime, reducing litigation in the courts, enhancing the people’s unity, and promoting social stability. Over seven million disputes are satisfactorily resolved through the use of mediation each year in China, far surpassing the number of cases brought to Chinese courts (Ge, 1996). However, this support of mediation retarded the development of judicial law and the implement of existing laws because the mediation procedure is based on local beliefs of fairness and communist ideas. The adoption of the 1991 Code of Civil Procedure affirmed the commitment to mediation of China’s government.Mediation and the People’s Mediation Committee In the Chinese legal system, dispute settlements can be classified into two different categories: formal dispute settlement (at courts) and informal dispute settlement or alternative dispute resolution (ADR) (negotiation, mediation and arbitration). ADR has long existed in China and traditionally been preferred to the courts for many reasons. Mediation, as one of the different means of dispute resolution, is widely practised in China. To define it, mediation is â€Å"an effort by a third party to encourage parties to a dispute to voluntarily reach an agreement to resolve their dispute†.There are currently various types of mediation in China: civil mediation, judicial mediation, administrative mediation and arbitration mediation. Civil mediation is also known as the People’s mediation, by People’s Mediation Committees, outside the court. I will focus on it further in the essay. Compared with judicial mediation, People’s mediation offers a more amicable way to resolve disputes and to avoid many disadvantages of judicial mediation, like the rigidity of the judges and mediators in the mediation process. It is used by People’s Mediation Committees which help parties voluntarily reach an agreement.People’s Mediation Committees (PMCs) are, with courts, the most largely known institutions for dispute resolution in China. They are informal mediation institutions, which have been existed in China for centuries, allowing people to avoid a legal system an d court procedures which have always been subjects of fear in the society. Article 111 of the Constitution of the People’s Republic of China states that â€Å"People’s Mediation Committees are a working committee under grassroots autonomous organizations – Residents Committee, Villagers Committee – whose mission is to mediate civil disputes† China’s Judiciary, http://www. china. org. cn). They were established in the early years of the foundation of People’s Republic of China in 1949 and of its legal system and helped to maintain social control, to resolve non-class-struggle disputes and to conserve harmony: Mediation â€Å"serves to articulate and apply the ideological principles, values and programs of the Chinese Communist Party and helps to mobilize China’s people to increase their commitment to party policies and goals.Rather than settling disputes between individuals, mediation also serves to suppress such disputes, whic h are regarded as harmful social conflict that interferes with the construction of a strong socialist China (Utter, 1987). They appeared again in the late 1970s and early 1980s after the Cultural Revolution (1966-1976), with the China's 1982 Constitution, as a way to resolve minor disputes involving families, villages, workplaces and neighbourhoods, or to facilitate parties to find resolution to disputes before reaching court, a process of mediation which still continues today (Clarke, 1991).Excepted the period of the Cultural Revolution, PMCs have traditionally been praised by the press, as we can see in the following citation: The current system of people’s mediation†¦is a great creation in the construction of our country’s socialist legal system, it is a legal system with Chinese characteristics, and it is an important component of our country’s judicial system†¦ [I]t plays an immense role in resolving contradictions among the people, strengthening unity and friendship among the people and promoting socialist material and spiritual civilization†¦[I]t has received praise in international jurisprudential circles and has been called â€Å"the most distinctive system of the Chinese judicial system†. (Mediation Compendium, 1990) People’s Mediation Committees are typical in the contemporary Chinese society in the dispute settlements within neighbourhoods. Their mission, states by the Article 5 of the Regulations for the Organization of People’s Mediation Committees, is â€Å"to mediate civil disputes and, through such mediation, publicize laws, regulations, rules and policies and educate citizens to abide by laws and respect† (China’s Judiciary, http://www. china. org. cn).PMCs are today institutionalized under the direction of the local government department of justice, they are non-governmental organizations and supplement to the judicial system. People’s Mediations Committees are set up by local residential community in villages, workplaces and in regional or professional organizations to handle civil matters and small criminal matters. It is composed of individuals from the community who are believed to be fair and impartial. They are generally selected for 3 years and remunerated by the government for their services as mediator. Mediation by People’s Mediation Committees is completely free of charge. The procedure is more transparent and more institutionalized today. During the mediation, a mediation agreement, which can be in written and/or oral forms, is reached by both parties.This mediation agreement signed by both parties must clearly provide information on facts, resolution methods and enforcement in relation to the dispute. Article 20 of the Several Opinions issued in 2009 states that â€Å"for an agreement in the nature of a civil contract reached through mediation by an administrative organ, a people’s mediation organization, a commerc ial mediation organization, an industrial mediation organization or any other organization with a mediation function, the parties may apply to the people’s court having jurisdiction for confirming validity of such an agreement after the mediation organization and mediator affix their signatures or seals to it†. This judicial confirmation of settlement agreement is a method to improve the enforcement of a mediation agreement.To request this confirmation, parties to the dispute can apply to the people’s court within a period of 30 days by submitting the mediation agreement and a letter of commitment signed by both parties and responded to the two following statements: â€Å"Both parties voluntarily reach the agreement for the purpose of resolving disputes and have no act of malicious collusion or circumvention of law; and if any damage is caused to any other person due to the content of this agreement, both parties are willing to bear the corresponding civil liabi lity and other legal liabilities. † (Wei & Ying, 2011b). If the court validates the mediation agreement, the court can oversee the enforcement of the agreement. If it doesn’t validate the agreement, parties to the dispute can file for lawsuit at the court. The court decision validity of the agreement becomes effective when the court’s decision is communicated to both parties.If a party rejects the decision of the court, the other party may apply to the people’s court for enforcement (Wei & Ying, 2011b). If we take a look at the figures, it is estimated that at the end of 2010, there were 818,100 People’s Mediation Committees, 4,668,900 mediators who resolved more than 8,418,400 cases of mediation, with a success rate of resolution of disputes of 97% (Wei & Ying, 2011a). The teachings of Confucius closely linked to the mediation For decades, Confucian philosophy has been the foundation of the Chinese culture. Its fundamental values structured all the aspects of the Chinese society. Today, the mediation is founded on the principles of Confucian philosophy and Maoist thought. (China Insight issue 2010, http://chinainsight. info/).Two important principles of the Confucianism laid the foundations of the mediation: the principle of Li, which supposes the preservation of natural harmony and the principle of Rang, which supposes the compromise or the yielding to others in resolution of disputes. Moreover, mediation is a mean of â€Å"educating people and implementing Communist party policy†, based on the Maoist principles. China has been one of the world's most committed nations in the use of mediation to resolve disputes. One other reason of that is the troubled court system in China. There are corruption among judges, a lack of meaning qualifications to become a judge and an inaccessibility of published codes and case law. Mediation in China is a natural â€Å"outgrowth of traditional, family-centred support systems and its principles are based on the ethical teachings of Confucius† (Pierce, 1994).The Confucian ethics are based on â€Å"social harmony, moderation, respect for authority, humility, benevolence and so on in contrast to the Western mediation which endorses an individualistic utilitarian value system of fairness, justice, equality, equity and autonomy† (Jia, Ma, Yang, 2009). The respect of the family structures the relations between individuals and the life in community. Therefore, harmony (he), relations among people (guanxi), face (mianzi) and yielding to others (rang), which are major concepts underlying the Confucianism, play an important role in the process of mediation in China and are reflected in Chinese social interaction and conflict resolution. In order to understand how the concepts from the Confucian philosophy are important in the process of mediation in China, I will focus on these different notions.In the Chinese culture, harmony is one of the most important val ues. Chinese people are convinced that harmony is the universal path that everybody should pursue because â€Å"only when harmony is reached and prevails throughout heaven and earth can all things be nourished and flourish† (Legge, 1995). To the Chinese, conflicts are considered more like detractors from harmony rather than problems of communication. Chinese people therefore are only aiming to establish a conflict free interpersonal and social relationship (Chen ; Chung, 1994). The conflict prevention in China is maintained by the principle of li (rites). â€Å"Li refers to norms and rules of proper behaviours in a social context.It is an external means to achieve the ideal state of harmony by showing a feeling of respect or reverence to others† (Chen ; Xiao, 1993). Mediation is mainly based on the li principle. As we know, mediation is an alternative dispute resolution with the priority of a mutual respect and harmony between the two parties during the process. It is also based on the rang principle. Chinese people know how to yield to the other party to end a conflict, in order to keep the relationship â€Å"guanxi†. The harmony pursued in a dispute resolution is supported by two traditional notions: guanxi and mianzi. During the mediation, both parties are trying to reduce the negative impact of conflicts in order to save face and to keep the guanxi.Guanxi means the relationships between two parties. It gives some specific communication rules and patterns in order to avoid an embarrassing encounter or serious dispute. It is deeply connected to the mianzi. Mianzi refers to â€Å"the projected image of ourselves in a relationship network† (Ting-Toomey, 1988). It supposes a mutual respect from the parties to save faces because any conscious act of making the other party to lose face will damage their own image and destruct the relationship. â€Å"It represents our social position and prestige gained from the successful performance of our specific social roles that are well recognized by other members in the society† (Hu, 1944).To conclude, due to the accent heavily put on the harmony, Chinese people have recourse to a mediator to help them to resolve dispute. Conclusion For more than 2,000 years, China has used mediation as its major form of dispute resolution. It has long been recognized that the â€Å"Chinese legal system has been one the world’s most committed institutions in the use of mediation to resolve disputes and a leader in developing ways to maximize its benefits and effectiveness† (Colatrella, 2000). In the traditional China, the popularity of mediation came from the fact that it is grounded on traditional Confucian values, such as social harmony and compromise in resolving disputes. It aims to limit costs and time to resolve civil disputes involving neighbours, families or colleagues.Even during the Maoist period, mediation continued to be largely used in the conflict resolut ion. The Confucian principles and the mediation process were mainly used by the Communist Party as a means of control of the masses and of promotion of social harmony, with the assistance of People's Mediation Committees (Colatrella, 2000). During the many years of economic reform, China has encountered important changes in its culture and society, as well as in its ways of resolve disputes. In Mao era (1949-1976), the dispute resolution institutions were enhanced through reforms which established a code of civil law and officially institutionalized commissions.Because of the weakness of courts in China (costly, inefficient, long and not confidential), institutions like People’s Mediation Committees are extremely important in dispute resolution. Today, while China is entering in an era of modernization, mediation is still largely used in China, as it is usually preferred by the Chinese people over formal dispute settlements for its saving in cost and time and for its deep imp regnation in Confucian and Maoist philosophy. Bibliography Bevan, Alexander, Alternative Dispute Resolution, London Sweet & Maxwell, 1992. Chen G. M. , & Chung, J,  «Ã‚  The impact of Confucianism on organizational communication  Ã‚ ». Communication Quarterly, 1994. Chen, G. M. & Xiao, X-S,  «Ã‚  The impact of â€Å"harmony† on Chinese negotiations  Ã‚ ». Paper presented at the annual convention of the Speech Communication Association, Miami Beach, Florida, November 1993. Clarke, Donald C. ,  «Ã‚  Dispute Resolution In China  Ã‚ » in Journal of Chinese Law, Vol. 5, 1991, 245-296. Colatrella, Michael T , Jr. , â€Å"Court Performed† Mediation in the People’s Republic of China: A Proposed Model to Improve the United States Federal District Courts’ Mediation Programs, Ohio, 2000. Chen, G. M. & Starosta, W. J. , â€Å"Chinese Conflict Management and Resolution: Overview and Implications†, Intercultural Communication Studies VII, N. 1, 1997. http://www. trinity. du/org/ics/ics%20issues/ics%20vii/ics-vii-1-chen. pdf Ge, Jun. Mediation, Arbitration and Litigation: Dispute Resolution in the People’s Republic of China, UCLA, 1996. Gudykunst, Theories in intercultural communication, Newbury Park, CA, 1988. Hu, H. C. , The Chinese concept of â€Å"face. † American Anthropology, 1944. Jia, Wenshan. Ma, Yun & Yang, Libin. â€Å"The Current Status of Mediation in Building and Sustaining Social Harmony in Rural China: A Case Study of Xunyang County, Shaanxi Province, P. R. China†, Paper presented at the annual meeting of the NCA 94th Annual Convention, TBA, San Diego, CA, 2009. Laeuchli, Urs Martin, â€Å"Negotiations and other ADR with the Chinese†, http://www. nadn. rg/articles/Lauechli-NEGOTIATIONSANDADRWITHTHECHINESE. pdf , last accessed 19 May 2012. Legge, J. , The Four Book, Taipei: Wen Yo, 1995. Mealey-Loahmann, Linda.  «Ã‚  Using mediation to resolve disputes – Differences between Chi na and the United States  Ã‚ », issue of China Insight, 28 May 2010. http://chinainsight. info/culture/chinese-3/526-using-mediation-to-resolve-disputes—differences-between-china-and-the-united-states-. html, accessed 20 May 2012. Pierce, L. D. , â€Å"Mediation Prospers in China†, Dispute Resolution Journal, June 1994, Vol. 49 Issue 2, pp. 19-21 Renmin Tiaojie Shiyong Daquan (Practical Compendium of People’s Mediation), Liu Zhitao ed. , 1990. [hereinafter ‘Mediation Compendium’].Several Opinions of the Supreme People's Court on Establishing a Sound Conflict and Dispute Resolution Mechanism that Connects Litigation and Non-litigation, effective from 24 July, 2009 [hereinafter ‘Several Opinions’]. Ting-Toomey, S. , Intercultural conflict style: A face-negotiation theory. Issue from China’s Judiciary, Mediation system, http://www. china. org. cn/english/Judiciary/31185. htm, accessed 19 May 2012. Utter, Justice Robert F. , Tribut e: Dispute Resolution in China, Washington, pp. 387-391, 1987. Wei, He and Ying, Zeng, â€Å"Extra-judicial Mediation System and Practice (Part I of II)†, Issue of King ; Wood China Bulletin, July 2011a

How Football Rules Should Be Improved Assignment

How Football Rules Should Be Improved - Assignment Example The fans enjoy the performance of such players as if their abilities and talents are tethered in their souls (Great Britain: Parliament: House of Commons: Culture, Media, and Sports Committee 28). The overwhelming worldwide support accorded to the sport does not imply of its sense of perfection. Apparently, the fans remain principle victims of irregularities and flaws associated with the sport due to their passionate commitment. They are compelled to adhere to the misdeed due to their limited options of address. However, the sport still remains oriented to benefit from numerous opportunities of adjustment and perfection. Embracing few changes in some critical areas of concern may allow for the bettering of the sport, hence making it enjoyable for the fans. Additionally, the perception of the sport being global implies that its rules should be applied and interpreted with an absolute sense of consistency across all regions. As a global football governing body, FIFA needs to develop better policies towards the training of its referees. Such policies should aim at ensuring a sense of improvement in the officiating standards that are engaged in the sport. The game has grown from the ages of zero substitutions and disciplinary cards to the introduction of various rules, including the goal-line technology. Such allows a reflection on the versatility that may be embraced by the sport. However, the game is still in need of the embracing of various adjustments in its officiating. Therefore, suggestions aimed at making changes to the game range from scrapping the penalty shootout to sin bins. There are also suggestions to scrap the penalty shootout in the determination of the victorious team. It is of merit to acknowledge that not all not all the suggestions would be beneficial to the game. However, such should not limit the possibility of their consideration.

Case project Study Example | Topics and Well Written Essays - 250 words

Project - Case Study Example been developed to cater for the different operating systems and large file sizes include Smartsector for windows and Linux dd for the Linux operating system which are able to operate in both file by file and sector by sector modes of imaging hence increasing the speed of fragmentation. These new technologies are also able to image from more than a single storage device including hard drives, removable media devices and tapes. In order to acquire an image disk from a Linux operating system, various methods of acquiring images have been developed including: Safeback version 2.0 technique which is able to acquire images on various operating systems on the IDE drives of computers using the sector by sector method; the snapback DataArrest technique which acquires images on SCSI drives of computers using the sector by sector method and DIBS RAID technique which performs optical acquisition of images on both the SCSI drive and the IDE drive of the computer using both the sector by sector and the file by file methods. These methods hold a major strength in the fact that they are able to handle large amounts of data unlike the traditional methods. However, the most appropriate tool to use is the Linux dd version 7.0. This tool acquires images from the hard drive of the computer. External storage devices such a removable disks, tapes, flash drives and compact disks can also be used with this tool to perform imaging in a Linux environment. Linux dd version 7.0 is able to perform image verification by AMD5 checksum verification method [2]. This tool shows high levels of strength in computing complexity and it is very good in detection modification. The probability of programs collision is very low. Imaging is then done on the SCSI drive of the computer unlike other methods of imaging that perform imaging in the IDE drive. Copying of data into the hard drive is normally done using both modes of imaging which are sector by sector and file by file. This tool is able to

Rate the influence, based on your studies in this course, as well as Research Paper

Rate the influence, based on your studies in this course, as well as information from other sources, of the legislative bodies, - Research Paper Example Introduction Public policy is said to be a broad field whose principal utility is one of clarification about how the public policymaking and implementation process works (Nicholas, 1999, p. 348). Its formulation and implementation is composed of various factors which eventually influences the outcome. This paper hopes to identify and rate the various bodies and factors which influence the formulation and implementation of public policy, and would attempt to explain reasons why such amount of influence is made on public policy. Legislative Bodies Legislative bodies highly contribute to the formulation and to an extent, how a specific public policy may be implemented. The Legislature in the United States on the federal level, consisting of the Senate and the House of Representatives, not only has a role in the passage of laws, but also have other such powers provided under Article I Section 8 of the US Constitution which provides, thus, â€Å"Section 8. ... sures; To provide for the punishment of counterfeiting the securities and current coin of the United States; To establish post offices and post roads; To promote  the progress of science and useful arts, by securing for limited times to authors and inventors the exclusive right to their respective writings and discoveries; To constitute tribunals inferior to the Supreme Court; To define and punish piracies and felonies committed on the high seas, and offenses against the law of nations; To declare war, grant letters of marque and reprisal, and make rules concerning captures on land and water; To raise and support armies, but no appropriation of money to that use shall be for a longer term than two years; To provide and maintain a navy; To make rules for the government and regulation of the land and naval forces; To provide for calling forth the militia to execute the laws of the union, suppress insurrections and repel invasions; To provide for organizing, arming, and disciplining, the militia, and for governing such part of them as may be employed in the service of the United States, reserving to the states respectively, the appointment of the officers, and the authority of training the militia according to the discipline prescribed by Congress; To exercise exclusive legislation in all cases whatsoever, over such District (not exceeding ten miles square) as may, by cession of particular states, and the acceptance of Congress, become the seat of the government of the United States, and to exercise like authority over all places purchased by the consent of the legislature of the state in which the same shall be, for the erection of forts, magazines, arsenals, dockyards, and other needful buildings;--And To make all laws which shall be necessary and proper for carrying

Annotated bibliograpghy Bibliography Example | Topics and Well Written Essays - 250 words

Bibliograpghy - Annotated Bibliography Example 1996) highlights the communication system used in China. This article speaks of a market survey that was conducted by Lingdian Research, Beijing in Aug. 1996 that found that about 4% of China’s high income group to have become avid email users. The survey also found that about 80% of Chinese people make use of the internet for only email. This has resulted in a drop of using the World Wide Web in China. Sendall, D.M. (1997). â€Å"The future of the World Wide Web and its impact on our institutions†. Portland Press Ltd. Retrieved on March 11, 2009 from www.portlandpress.com/pp/books/online/tiepac/session1/ch6.htm This article speaks of the advancement in technology in relation to the World Wide Web and the impact it has on the various institutions especially in the case of publishing and the rest of the academic community. Sendall, D.M (1997) is of the opinion, that the Web could have a very profound effect on traditional

The CFO & the Performance and Budget Review Assignment

The CFO & the Performance and Budget Review - Assignment Example If budget is over or underutilized then VP Marketing can give its justification and on the basis of whichperformance of entire marketing department can be evaluated. CFO has no role either in budget utilization of Marketing Department or achieving performance objectives of marketing except in analyzing ROI, Revenue & Profits. CFO approves finances against proposals or case presented by Marketing Department. So CFO also has good idea about the marketing campaigns launched by the company. CFO can only be involved in order to analyze actual financial impact of marketing budget and its performance (Miller, 200). Main objective of Marketing budget is to increase salesby attracting new customers and retaining existing ones through marketing activities. Increase in customer base will eventually lead to increase in revenue. President will call the CFO if marketing expenses and performance is not justifiable as per financial outlook. Marketing expenditure is considered as an investment for the Company. These expenditures have both short term goals (get new leads, retention of existing customers) and long term impacts such as relationship building, brand awareness etc. CFO role in this scenario would be to analyze facts such as why budgets are over or underutilized, what is actual ROI as per existing and new customers on the basis of yearly marketing expenditure, whether campaigns launched by the Marketing Department during the year generated any revenue or not, financial impact of the proposals presented by the Marketing Department VS their actual output, variance analysis of Marketing budget, and other financial factors which lead to the particular result. CFO in the meeting can also suggestto decrease or increase the Marketing budget after reviewing the performance, which marketing ventures feasibility will be effective and how company can improve the revenue

Robert Mapplethorpe Biography and his association to Photography Research Paper

Robert Mapplethorpe Biography and his association to Photography - Research Paper Example In 1973, the Light Gallery in New York City mounted his first solo gallery exhibition, "Polaroids." Later, he acquired a Hasselblad 2 ? inch medium-format camera which he used to shoot his circle of friends and acquaintances including artists, musicians, socialites, pornographic film stars, and members of the S & M underground movements he was associated with (Robert Mapplethorpe Foundation, par.3). To produce sleeky, ravishing effects and gleaming surfaces, Mapplethorpe used traditional techniques of direct lightning and sharp focus. During the early seventies, Mapplethorpe’s desire to expand the technical and aesthetic boundaries of traditional photography made him use different printing materials and surfaces and unconventional forms of matting, framing, and glazing. He would also attempt to manipulate the photographic reproduction process in his Model Parade. â€Å"In this work, Mapplethorpe applied a synthetic emulsion to two pages from a male physique magazine in order to lift the image and its color. He then transferred the dried emulsion onto the canvas, adding color and stretching and distorting the image as he arranged it† (Marshall, par.3). In 1987, in his series of platinum prints on linen, he would use this process again in making a painting on canvas from a printed photograph. Mapplethorpe became controversial when he documented in his work New York's gay community in the late 1970s. His photographs explicitly depicted sexual organs and bondage equipment. His subjects also included homoerotic and sadomasochistic images which are often glamorized and disturbing. However according to Levinson, â€Å"Mapplethorpe's art always revealed the humanity and emotions of his subjects behind their leather, spikes, and chains† (Levinson, par.4). Some sectors of society viewed his works as pornographic. Likewise, Morrisoe, who was able to interview Mapplethorpe several times, even one month prior to his death, said that â€Å"Mapplethorpe painted himself as a creature of the night – ‘a sex demon’ – who had no control over his voracious appetite† (Morrisoe, xv). In the 80s, Mapplethorpe produced several images that either challenge or adhere to classical aesthetic standards. He photographed stylized compositions of male and female nudes, flower still lifes, and studio portraits of artists and celebrities. He introduced and refined different techniques and formats, including color 20" x 24" Polaroids, photogravures, platinum prints on paper and linen, Cibachrome and dye transfer color prints (Robert Mapplethorpe Foundation, par.5). . Calla lilies and orchids are the favorite flower subjects of Mapplethorpe. His flowers are as carefully positioned to display a raw sexuality even more powerful than that of his nudes (Mapplethorne and Ashbery, 1996). â€Å"His treatment of the male and female aspects of the calla lily is most striking, one photograph emphasizing the flower's phallic stame n, another emphasizing its feminine curves† (Levinson, par.15). Even the size and vibrant colors of the prints of his flower photographs exudes sensuality. One of his favorite human subjects was Patti Smith, a poet and a singer and a close friend with whom she lived with from 1967 to 1974. His portraits of Smith captured her loneliness, independence, sensitivity and wildness (Levinson, par.20). In addition, it was revealed that Mapplethorpe’s earliest and most frequent subject was himself â€Å"

Reflection Essay Example | Topics and Well Written Essays - 250 words - 55

Reflection - Essay Example Language is important resource which also serves as critical tool for disseminating information. Effectiveness of teaching and learning is indeed a constant effort which teachers apply by testing new approaches with learners. Thus methods of teaching need to be looked from new perspective of bonding with learners which can address their learning capabilities and make teaching and learning effective. I strongly agree with the writer that ELT has gradually lost its relevance as the basic purpose of ELT has been overridden by the researchers who believe that semantics of the language is more important. Language is important tool of communication and ELT becomes relevant for foreign students in English speaking nations. The fundamental aim of ELT was to ensure that foreign students were better equipped to assimilate within mainstream population and communicate effectively. But now ELT has evolved into important method of teaching to foreign students and become controversial as its theoretical aspects obstruct learners’ ability to communicate in the real world which actually defeats the very purpose of the language! Theories become effective only when their efficacy is tested in real world. Consequently, practice should be the basis of evolving theories. (words:

Gender Inequality Essay Example for Free

Gender Inequality Essay Gender inqualities often stem from social structures that have instiutionalized conceptions of gender differences. Gender inequality has been around for centuries. In many family homes, their lives evolve around gender roles. The responibilties in the family are allocated to their sex (gender). There are certain tasks which are usually allocated to males and females. Some see this division as biologolical differences between the sexes and others see it happening in cultural backgrounds. There are sociological theories that have tended to see gender roles as natural and inevitable. Talcott Parsons, suggested that within the modern nuclear family it was essential that one parent, (the father) performed the instrumental role of the leader and provider whilst the mother performed the expressive role of giving psychological support and taking responsibilty for socialising children. This made sense because women give birth to and nurse their children. It’s a typical sterotype, that is engrained in both men and women. Gender is seen closely related to the roles and behaviour assigned to women and men based on their sexual differences. As children we learn and adapt to specific gender roles, and as we grow they become more evident and more important to our role in a society. There is more married women that work outside of the home and some men spend more time at home with their families. Martial roles have become increasingly similar. Historians of the family have made it show how gender roles in the family are socially constructed. The roles pllayed by men and women in any history poont may seem natural and inevitable. When you look back to the past, you see how much its changed according to the reguirements of society and the needs of families at particular times. During the latter of the 20th century the views began to change but still stained ideologies from the past they still exist ath the brink of the 21st century. 82% of women (wives and girlfriends) still do the housework according to a new study in Britain, but when it comes to housework, we are back in the 50s. For the females of today we can pretty much do anything we like, join the army, be a prime misiter, run a company or be a stay at home mum. As the new century, today, we see a greatly altered family landscape in which dual-income and single parents families outnumber the ascendant two-parent, one-earner in the household. There is more single parent families nowadays. So they would be taking on the roles as the breadwinner and home maker. But its not just women doing this, there is a lot of men as single parents and broken families that have to take on these roles. So a lot has changed over the years. And there is more and more working parents. Gender role and inquality is not just geared towards women but also men. As much as women face inqualities, ther are many aspects about the world that’s is unfair towards men. The question remains, â€Å"will men and women ever be found equal? † My answer, no. Men and women are simply too different to be considered be treated the same. Yes, I do believe that men and women should be paid the same, and given equal and all opportunity, but as far as the biological sense goes men and women have two completely different biological makeup. It is scientifically true that women are more nurturing whereas men are found to be much more competitive and aggressive. That is not to say that those traits can not be mixed upon the two genders, but there is still too much that keeps gender separate. In some culturals, gender inequality will never change for most. The women are to stay at home, raise the family and do the household chores. In some of theses culturals domestic violence accurs and the women keep quiet about it because they cant leave because its discrimmination to their society and most culutrals don’t allow women to get a divorce. Many developing countries including India have displayed gender inequalit in education, employment and health. It is common to find girls and women suffering from high mortality rates. India has witnessed gender inquality from its early history due to its socio-ecnomic and religious practices that resulted in a wide gap between the position of men and women in the society. Gender inquality has an adverse impact on development goals and reduces ecnomic groth. It hampers the overall well being, because blocking women from participation in social polical and ecnomic activties can adversely affect th whole society. Discrimination also plays out with networking and in preferential treatment within the economic market. Men typically occupy positions of power within the job economy. Due to taste or preference for other men because they share similar characteristics, men in these positions of power are more likely to hire or promote other men, thus discriminating against women. Discrimination against men in the workplace is rarer but does occur, particularly in health care professions. Only an estimated 0. 4% of midwives in the UK are male and according to cbs only 1% of all trainee nurses and only 2% of Secretaries are male. Women have increasingly been finding their place in a male driven environment whether it be in the office, politics, or in the cut throat world business and CEO’s, women have become more and more powerful in a man’s world. Needless to say, women have not reached the level of power that a man would have, but seeing as where woman stood forty years ago it is a step in the right direction. Over the years, gender role has clearly played a big part in the way that women are treated, whether it be being confined to the kitchen, or rendered to emotional to run for office, it seems as though society has built two completely different species of human to live amongst each other. It may sound drastic, but if men and women were to be more similar, there would be more chance for equal treatment. As unfortunate as it is, it seems as though society is at a stand still on where to go with gender inequality, and if there is no way to convince an entire generation to change they way they treat each other, then it might as well stay that way. Unfortunately society is way too stubborn to be able to change its ways about said subject. All that being said, we have come a great deal over the years, and maybe one day we can point that everyone can agree on.

The Role Of Managers In Staff Training Management Essay

The Role Of Managers In Staff Training Management Essay This paper explores how the organization benefited by training process. The purpose of this paper is to assess the benefits for the training and development in Retail organization. One of the most important resources of retail is their staff. In order to provide satisfactory service to their customer and able to face the future challenges, the staff should have proper skills which are continually develop.( Gower handbook,1991). It also outlines the special issue which identifies developments in the field of training for employees, recruitment, their transition to work, and their continuous development. Research objectives The research is focused on training and development on Marks and spencer with a view to wider application to other retailer in the country. Its objectives are to -Critically examine training needs in retail organization -Examine the role of managers in staff training and development -Examine approaches to training and development in the United Kingdom. Theoretical perspective relevant to the topics such as motivation Identify the approaches which could be adopted and make recommendations. Research Methods The research methodology will seek the answers to these questions as well as evidence as to which training needs have priority and which approach are most effective and relevant to the organization. The argument to be developed in this dissertation is that the most cost effective and culturally acceptable approach will be to identify training as an essential part of all manager roles and show how this might be implemented. The following are the types of research design that could be used -Research reviews -Qualitative research -Analysis of existing records -Ad hoc sample survey and regular surveys -Case study -longitudinal studies -Experimental Literature Review In order to explain the importance of training and development in an organisation the chapter is begin with the history of the subject, describe and discuses its definitions and benefits. It considers some model of training and development and some organisation of UK are using some of the models. History of training and development Human resources are considered by many to be the most important asset of an organization. Until now very few employers are able to exploit the full potential from their employees.(Jeff Lee,2005) Strategic human resource management (SHRM) is concerned with the contributions which human resource strategies can make to achieve organizational effectiveness and the ways to achieve those contributions (Jeff E Lee D, 2005). Strategic human resource development is the most current form of training and development where training and learning are strategically integrated vertically with organisational goals and horizontally to other HR activities (Millmore, Lewis, Saunders, thornhill and morrow 2007) Training and development can be identified as a planned process to improve the human capacity by modifying their skills, knowledge and attitudes. More recently the training and development term has been replaced by the term HRD (human resource development) which mainly focus on individual and organisational learning. The systematic approach training is described by as a cycle of four activities identify of HRD needs, plan and design HRD interventions to meet those indentify needs, implement the HRD interventions and finally evaluate the outcomes.( Millmore, Lewis, Saunders, thornhill and morrow 2007).This approach will be briefly discuss later part of the report. According to McCracken and Wallace, (2000) Strategic human resource development is a creation of a learning culture in which a range of training, development and learning strategies both respond to corporate strategy and help to shape and influence it. Based on the Garavans (1991) work, they redefined the nine key characteristic of SHRD practice. In their work they present SHRD as very strategically mature and compare with HRD and training where strategic maturity is absence. (Millmore, Lewis, Saunders, thornhill and morrow 2007) Key SHRD characteristics Integration with organisational missions and goals. Top management support. Environmental scanning. HRD plans and policies. Line manager commitment and involvement. Existence of complementary HRM activities. Expanded trainer role. Recognition of culture. Emphasis on evaluation Source: McCracken and Wallace (2000) Garavan(1995) state that many trainers find the tern SHRM difficult to accept, while they prefer the more softer term employee development or training and development. According to him HRD term is nowadays widely acceptable which means the planned learning and development of people as individual or group to benefit the organisation. McCracken and Wallace, (2000) state that, HRD is viewed as a strategic lever in organisations which helping the business to implement its business strategies. In their work they use the concept of training where they describe the level of sophistication which the organisation has with regard to training which helps to shape and formulate corporate strategy. McCracken and Wallace, (2000) suggested that the strategic HRD should shape and influence the organisational mission and goals. McCracken and Wallace, (2000) noted that SHRD should have a much more proactive and influential role which leads to a new model of SHRD which disguises the differences between Training which has a reactive and ad hoc implementation role in relation to corporate strategy. Organisation is very immature in terms of HRD and has no learning culture. Meanwhile HRD has a systematic implementation role which shows signs of corporate strategy. Organisation shows that it is beginning to develop a maturity in terms of HRD with the presence of nine Gravan (1991) characteristic and learning culture is also developing. Finally SHRD role is working toward shaping and responding to corporate strategy. The organisation has become strategically mature and there is a evidence of improved Garavan (1991) characteristic as well as presence of a strong learning culture (McCracken and Wallace, 2000).A model of SHRD which shows the continuum of HRD strategic maturity is portrayed below adopted from Millmore, Lewis, Saunders, thornhill and morrow 2007 work. HRD characteristic Training HRD SHRD HRD strategic maturity Organisation strategically is not mature in HRD terms Organisation is strategically is quite mature in HRD terms Organisation strategically very mature in terms of HRD. 1)Integration with Organisational missions And goals. 2) Top management Support. 3)Environmental scanning 4) HRD plan and policies 5)Line manager Commitment and involvement. 6)Existence of complementary HRM activities 7)Expanded trainer role. 8) Recognition of culture. 9) emphasis on evaluation. Little integration with organisation missions and goals. 2)very limited support. 3) Little awareness of environment. 4)Ad hoc responses to indentified problem. 5)Limited commitment and involvement. 6) Little or no horizontal integration of HR activities. 7) Lack of expanded trainer role. 8) little recognition of culture. 9)little emphasis on evaluation. Integration with organisational missions And goals. 2)active support 3)active environmental Scanning. 4)Systematically integrated with Organisational strategy. 5)line managers Commitment and involvement. 6)Existence of complementary HRM Activities. 7) Expanded trainer role. 8)recognition of Culture. 9)emphasis on evaluation. shaping organisational missions and goals. 2)adopt leadership role to HRD. 3)environmental scanning Done by senior management. 4)developed with strategy plan and policies. 5)strategic partnership with line management. 6)strategic partnership with HRM. 7)Trainers as organisational change consultants. 8)ability to influence corporate culture. 9)emphasis on cost effectiveness There are a number of reasons why training and development becomes an important issue for both organisations and management. All organisations in existence need a successful training programme to achieve their goal. It is an investment for any organisation which helps to improve its profitability, reduce its costs, increase the commitment and motivation of its people and release their potential. Training needs vary from one organisation to another and it is important to develop training techniques to meet training goals (www.ictknowledgebase). The Journal of E-learning (2008) stated that the purpose of training is to motivate their employees, to help their potential and develop them better with the current changing business environment of e-learning. The pace of change is increasing and it its really important for employer to keep up to date their employees. Skills gained yesterday are no longer appropriate for today. The combination of recessions, globalisation and changing technology has changed our live. Most of todays jobs demand multi skill. The days of needing one skill has replaced by the multi-skilled. Employees also need to prove their commitment to their job by developing own skills to maintain their marketability (Tony pont, 2003). The attitude of employers to training is also changing. Also there are still many employers see training as costly overhead, while many now recognise training is an investment for future.(Tony Pont,2003). According to training and development journal November 2009, A recent Accountemps/Robert Half survey found that in the past year, 26 percent of companies cut their professional development programs, according to senior executives. At the same time, 28 percent reported that their companies actually strengthened their training initiatives and 45 percent maintained the same programming. The survey also indicate that three quarter of organisation increased training level or kept training expenses at same level. After the industrial revolution, development of large organisations and systematic approach to manual work training began. Taylor and gilbreths works contributed to the importance of training by identifying the nature of job. Their research was to determine the most productive way of carrying out the work. In early 1930s hawthorns experiment in an electric plant in Chicago establish the fact what motivates staff at work place. After doing his research he was able suggest that management need to concern about the feelings and needs of employees. (Gower 1991). Defining the terms Manpower services commissions glossary of training terms (1981) identifies training as A planned process to modify attitude, knowledge or skill behaviour through learning experience to achieve effective performance in an activity or range of activities. Its purpose, in the work situation, is to develop the abilities of the individual and to satisfy the current and future manpower needs of the organisations. Training does not only benefit the employees it is also beneficial for organisations. Training and development can be achieved by necessary attitude, skill and knowledge which can be affectively gained by a learner who can become more confident about their abilities. Training is about developing people and their skills and helping them to become more confident in their jobs. It is not only necessary to create a skilled workforce but also maintain the high level of skills which is demanded by constantly changing work environment (Reid Barrington, 2007). Training can be done by many different ways such as On-the-job training, informal training, classroom training, internal training courses, external training courses, on-the-job coaching, life-coaching, mentoring, training assignments and tasks, skills training, product training, technical training, behavioural development training, role-playing and role-play games and exercises, attitudinal training and development, accredited training and learning (Reid Barrington, 2007). Many different factors influence training responsibilities and roles. There are six major influences on training responsibilities and roles in the organisation such as the environment, goal and tasks, structure, technology and workforce of the organisation, and its political system. The political factors have such influence on the training role culture, commitment, expertise and interactions (Harrison, 1988). It is important for the trainer to identify the contribution of training to the business. They need to be aware of the close relationship between training and profit. Management must see training as an investment, which is needed not only to create a skilled workforce but also maintain the skills demanded by the constantly changing working environment. In order to add values to the business training should comply with the direction of the corporate and business strategy, which also need to help to meet business demand.(Tony pont,2003) According to Harrison, Development is the all-important process, through which individual and organizational growth can through time achieve their fullest potential. Education is a major contributor to that development process, because it directly and continuously affects the formation not only of knowledge and abilities, but of character and of culture, aspirations and achievements. Training is the shorter-term, systematic process through which an individual is helped to master defined tasks or areas of skill and knowledge to predetermined standards (Harrison, 1989 cited in Lundy Cowling, 1996). The explanation of differences in definition is that in the past the trainer knew the best and therefore they used to establish training needs for learners, they also set objectives; make up a training programme which will help learner to gain higher skills. But todays changing market individual is given more responsibilities to take care of their learning and development. It is necessary to consider the learners maturity, personal development and motivation.(Kenny and Reid 1986) Training and employee development is become a current trend of todays competitive job markets which makes employers more focused on organisational goals. Todays market is very competitive and an organisation has to fight for survival where training may largely be a matter of continuing to carry out long establishes routine. According to Armstrong (1996), Organisational Structure-Generally goals of an organisations and its total tasks and level of achievement of there tasks are crucial determinants of an organisations primary training needs. The organisations should therefore have a fundamental influence on determining what training activities, responsibilities and roles are to be performed. According to Harrison(1988), Organisational structure, Organisational technology and the workforce-Organisation need to plan training to improved job performance. There is a training cycle which is adopted by UK and based on a simple four stages model expressed as follows: First identify and specify the training need, then designa training programme, next implement the training and evaluate it. Having defined training strategy it is now necessary to define effective training strategy. Effective training Strategy: The term training strategy means that the overall approach chosen to assess training needs and the particular ways in which training will be carried out in the organisation for instance on the job, off the job etc. (Harrison, 1988). According to Mayo(2001)There are two main strategies which can be adopted in organisation total or comprehensive strategy and problem centred strategy. These two strategies are not against of each other. They are simple approaches which are the same in their general principle but might be fit in different situation. The Comprehensive strategy starts with strategy starts with an analysis of the corporate plan. This strategy is relevant for the organisation where the environment is relatively stable. And where longer term training can be developed with an acceptable chance. The problem centred apply in the organization where the environment of the organisation either unpredictable or competitive. Organisation like these needs training to help them deal with their immediate and pressing problems. Models of training and development For the purpose of this dissertation three models will discussed which is using by two UKs retail organisation. The models are the systematic training approach, strategic training and self development approach. The two uks organisations are Marks and Spencer and Tesco. Systematic training approach A system approach to training views the organisation as a complex set of subsystems and expects changes in one subsystem to acquiesce possible need to another. It is organisational approach but it can also help to produce individual or group plans such as early retirement training needs, a change in work requirements and learning needs.Armstrong1988 state that organisation need to adopt this approach to be successful and this means Identifying the training needs. Defining training objectives which must aim to achieve measurable goals in terms of improvement and changing. Preparing a plan to meet objectives and also the cost related to the whole process. Implementing the plans Monitoring and analysing the result And finally getting the feedback for evaluation Woods (1992)state that, avoid such problems and to provide complete guidelines, the training needs a systematic approach. He presented a the training cycle diagram which begins with developing the needs assessment, goes through training and implementation (identifying training objectives, contents, methods, implementation), and finally evaluating the program. As we are assessing the benefits of training needs and its benefits through organisation Woods training circle helps us to look at the four steps which should be followed by the organisation to gain the effectiveness. The first in the training process is the analysing the needs because every training program effect the work unit and organisation. The next step is identifications of training objectives. Woods (1992) recommended four categories of training goals: 1. Reaction-based: Investigates how employees feel about the issue. 2. Learning-acquired.: Examines how a trainee obtains knowledge about dealing with differences. 3. On-the-job behaviour: Analyzes the degree of behaviour change after the training. 4. Results-oriented: Measures the influence of training in improving technical skills for dealing with diverse people. The third stage in the training cycle is the establishment of the proper training content. The next stage is choosing and implementing the training program using proper methods. According to Harris and West, (1993).The methods of training vary substantially according to the circumstances of the company. Training can be done either on-the-job or in a place outside the workplace. On-the-job training can be effective when supervisors or trained instructors are involved in the actual work setting, while off-the-job training, including lectures, simulation and case studies, can be done without interrupting the everyday routine. While traditional methods are still useful, technology-based training using CD-ROM is increasingly in demand. The final stage of the training cycle is evaluation. Milkovich and Boudreau (1991) highlighted that training programs need to verify whether the training is successful in trainees performances in work settings. Strategic training approach Rothwell and kazanas 1989 state that the strategic training approach is based on the learners need for the future condition. This model is based on problem finding rather than problem solving. It will help reduce the gap between what the leaners need to know and what they should know. In order to identify the proper utilisation of this model, it is important to consider what needs to be done and what skills and knowledge needed. There is a difference between the skills and knowledge needed and the skills and knowledge currently employees have. Before implementing the plan it is necessary for employers to identify those gaps. The main aims of this approach is to identify training and non training needs.the training may be related to high cost but this cost can be avoid by selecting right training method. The learners need could be made through employee record, informal discussions, observations and interviews. To implementing this approach future learner expected to have the ability to learn, anticipation and motivation. They also require having some background skills and knowledge of strategic thinking. This approach aims to reduce cost; choice of method is depend on time, skills and available learning material. Training method can be selected from case studies, classroom lecture, role playing, group exercise, brain storming etc. Self-development training approach This model encourages managers to draw up their own self development plan. Reid, Barrington and brown (2004) state that, if managers are operating an environment where learning practice are encouraged, then thy should be focused on their own development without any doubt. But self development should not seen as alternative for the involvement of the managers. It is important for the mangers to show their staff that they take time to develop their own skills and competences. If management can prove staff their role as self developer, it will ensure their staff that self development is not as a responsibility but a benefit. Development is a step forward to a new level of potential where it requires external challenges and right internal perception of challenge. It is a self initiated challenges which need self discipline, creativity and learning. The primary motivation will come from self achievement, self fulfilment while reward and punishment should take as secondary. The self developer should be willing to take their own risk and able to judge where necessary. (Pedler, 1981). Assessing the benefits of an effective training and development strategy According to Armstrong (1996), A well-formulated training strategy should be able to influence an individuals Mind, Behaviour, Attitude, Communication, Critical analysis skills, Problem-solving, Interpersonal skills/relationship with peers and management, Working practices, Productivity, Performance, Time management, And motivation towards his/her responsibilities as an employee in an organisation. Those factors are important operationally and tactically, because in any organisation these are important aspects in relation to an organisations well being and successful functioning running, strategists and the top-level management of a company .According to Mayo(2001) Organisation may design and formulate Training Strategies, but it is the tactical and operational managers and their teams who eventually implement and execute those polices and strategies and it is necessary to understand that employees and workers at tactical and operational levels have the right training and developmen t given to them to enable them to successfully forward and reach the organisations aims, goals, and mottos. If the training strategy successfully enhances it will make all employees to give better contributors to the aims and objectives of the organisation, then the successful internal relationship between employees and the management of the organisation should make them a better organisation for their clients/customers and suppliers dealers.(Mayo,2001) There are so many debates going on now a day is training really useful for organisation or its just a waste of money. According to David (2008) training is just a waste of money and time for the organisation as because after giving trained employee a new area company just send them back in previous work role which is simply waste of time. He argues that before implementing any training programme it has to be well designed and effective which will help people to explore their experience, knowledge, self-awareness. For getting out the most from the training it is important to train people in their regular basic work where they can develop their skills. Before implement any strategy We have to ask ourselves a simple question which will help us to realise, at the end of the day who is the training strategy for, what is it for, and why is it there, what is it meant to accomplish and achieve for an organisation (David, 2008). The researcher learnt from various writers that most of the training and development benefits take long to occur. Most of the managers do not fancy opening up training oppurtunities for young graduates to fear of losing jobs. Most organization think that the planned training is expensive,they would rather have it an ad hoc basis. During the economic recession it is usually the training budget that is cut down. A well-designed comprehensive training strategy can bring about advantage to a business and an organisation, then no doubt its employees will be the ones who will be responsible for its practical implementation from top to bottom, and essentially its linked to the employee development incentive of any organisation. A training strategy cannot be successfully implemented by itself if employees are not developed up to standards that match the corporate scale of the business world at large and also an organisation. Training Strategy should enable the development and growth of its employees and use the potential, competencies, and the abilities that they seize and is inherent within them (www.icmrindia.org). Mullins (2005) distinguishes Groups and teams, and has mentioned that these two terms are often used interchangeably, according to him Teams tend to have more mutual understanding between each other collectively, and are more closely knit, whereas groups are a number of individuals assigned on a particular task, and the groups usually deconstructs once the task has been achieved, so the clear distinction here is that a team has mutual understanding, where as each person in a group is merely working towards their own individual goals and aspirations without actually showing much concern for the benefit of others in the group. If the training strategy successfully implemented it will improve the relationship between employees and organisation and help them better contribution to their aims and objectives of the organisation. Communication is an important tool for succession of training strategy. The way strategies are discussed, delegated, explained and communicated from the senior directors of a company to their employees, its help to understand both employees and employers each other need which will help them to implement the strategy more perfectly. Investing in and resourcing people developing them to a reasonable level will enable employees to feel valued and respected and cared for by their organisations, and this positive feeling will eventually reflect on their performance, and The training strategy should be benefiting two ways first of all it should up skill the standard of employee competence performance and these achievements should in turn enable employees to execute their organisations Training Strategy more effectively. (www.go2hr) Minimise cost and maximise positive outputs for the organisation should be the main objective of an effective training strategy, so a well devised strategy should take into account everything internal and external of relevance, importance, and matter that will be useful in approaching a good strategy as compared to a not so good one. The training strategy designed should also be of high efficiency; practical, feasible, and realistic in accordance with the nature of the organisation(www.go2hr). According to Hutchinson(2004) An effective training strategy should be to retain the best people in the organisation, and the Training Strategy should do this by balancing its corporate needs and providing the right level of employee development incentives to their staff, employees are the money maker of any organisation, they provide support and service if they feel that they are not valued by the organisation than the company would not be able to gain their target success, that is why it is e xtremely important that employees who are excelling in their role are provided for well during their time with their organisations. According to Truelove(2006) in any job role motivation is important factor in order for an employee perform towards their employer expectations. It is a complex matter because poor motivation may be due to many things such as boredom, lack of challenge, a feeling of being unappreciated. From the Victor Vrooms perspective in the motivation there are three variables which he calls valance, expectancy and instrumentality. Valance is important during motivating the people; it can be positive, neutral or negative personalities and circumstance will affect the perception of the outcome. In a training situation the perception is varied by person to person, may be highly valued by one person but no value for other. Expectancy is the belief that the individual has that he or she can achieve the outcome. The person will not feel motivated to do something if they feel that it is beyond them. So it is important to organise the training program which will help to raise expectancy level which will help to being able to achieve target. Instrumentality situation is linked to the expected outcome which can be actually achieved depend on the management promised. Its necessary to organise the course that will lead the employee towards their dream job. So in order for an organisation to benefit from its Trainings Strategy, organisations have to apply motivation dependent on the level of creativity and fun within the different job roles in their organisation. Examples may include fringe benefits, bonuses, and performance related pay. A Training Strategy can only be successfully implemented if an employee have the right knowledge understanding of the Training Strategy and has the development and training given to them. Benefits of Training According to the journal of Development and Learning in Organizations(2002)Global petrochemical group BP found that lack of training means lack of commitment. Few years ago when they look at their staff performance they found out that the turnover is nearly hundred people but the morality was low. People are not as loyal and dedicated they should be. Then the management decide to do a survey and they discover that lack of training is the main reason behind the poor performance. Taking into account this factor BP initiated a training program adding a NVQÂ  [1]Â  programme which attracts most employees and makes them committed to the programme. Its not only increase the employees pe

Preparing for the Olympics :: Olympics Sports Athletics Essays

Preparing for the Olympics Every two years, countries around the world join together in excitement for the Olympic Games. Either winter or summer, the Olympics are something everyone seems to look forward to in one way or another. Olympic preparation is no easy task, for the athletes, nor for the event staff. When the idea of Olympic preparation is brought up, two main ideas come to mind. How is the site for the Olympics picked? And how is it decided who carries the Olympic torch? After careful research, the answers to these questions have been found. First, the topic of how an â€Å"Olympic City† comes to be. All cities applying to become candidate cities to host the Olympic Games are subject to a candidature acceptance procedure, conducted by the IOC Executive Board. IOC stands for International Olympic Committee. In the end the IOC Executive Board will determine which cities are accepted as candidate cities. There are several criteria that a host city must meet in order to be considered a candidate for the job. Two of these are: ability to host, organize and stage high level international multi-sports events and compliance with the Olympic Charter and the IOC Code of Ethics. Once the candidates are chosen based on more general elements, the process of choosing an Olympic host can begin. There are usually five cities chosen as possible candidates for the prestige honor of hosting the Olympic Games. From here each city must fill out a lengthy questionnaire about their plans for the Olympic Games. The main topics on the questionnaire concern Motivation and Support, Political and Public Support, General Infrastructure, Sports Infrastructure, Logistics and Experience, and the Financing of the games. After this long and in depth form, the IOC has a better knowledge of each city’s plans for all the events and coordination for the Games. After the questionnaire is received the IOC can send experts to the city to further investigate certain matters pertaining to the questions answered. This is usually done to ensure that the correct choice is made to further the â€Å"Olympic Movement.† Each of the five candidate cities receives a visit by not only the experts, but by the IOC to discuss matters more in depth to get a better feel for the city and it’s ideas for the Games. Preparing for the Olympics :: Olympics Sports Athletics Essays Preparing for the Olympics Every two years, countries around the world join together in excitement for the Olympic Games. Either winter or summer, the Olympics are something everyone seems to look forward to in one way or another. Olympic preparation is no easy task, for the athletes, nor for the event staff. When the idea of Olympic preparation is brought up, two main ideas come to mind. How is the site for the Olympics picked? And how is it decided who carries the Olympic torch? After careful research, the answers to these questions have been found. First, the topic of how an â€Å"Olympic City† comes to be. All cities applying to become candidate cities to host the Olympic Games are subject to a candidature acceptance procedure, conducted by the IOC Executive Board. IOC stands for International Olympic Committee. In the end the IOC Executive Board will determine which cities are accepted as candidate cities. There are several criteria that a host city must meet in order to be considered a candidate for the job. Two of these are: ability to host, organize and stage high level international multi-sports events and compliance with the Olympic Charter and the IOC Code of Ethics. Once the candidates are chosen based on more general elements, the process of choosing an Olympic host can begin. There are usually five cities chosen as possible candidates for the prestige honor of hosting the Olympic Games. From here each city must fill out a lengthy questionnaire about their plans for the Olympic Games. The main topics on the questionnaire concern Motivation and Support, Political and Public Support, General Infrastructure, Sports Infrastructure, Logistics and Experience, and the Financing of the games. After this long and in depth form, the IOC has a better knowledge of each city’s plans for all the events and coordination for the Games. After the questionnaire is received the IOC can send experts to the city to further investigate certain matters pertaining to the questions answered. This is usually done to ensure that the correct choice is made to further the â€Å"Olympic Movement.† Each of the five candidate cities receives a visit by not only the experts, but by the IOC to discuss matters more in depth to get a better feel for the city and it’s ideas for the Games.

Robert Browning Essay -- essays research papers

The Jealous Monk Robert Browning’s, â€Å"Soliloquy of the Spanish Cloister† involves a jealous monk with much hatred of, Brother Lawrence, the â€Å"perfect† monk. Irony, diction, and syntax are clearly evident in this dramatic monologue. Throughout the poem the nameless monk is constantly expressing his anger and sarcasm through the use of syntactical irony. This particular monk is angered at a fellow monk, as evidenced by "If hate killed men, Brother Lawrence, God's blood, would not mine kill you!" which seems ironic knowing he is a religious monk. He is taking out his anger to a great extent, which is not good church practice. Obviously it seems that Brother Lawrence is good at what he does, and the jealous monk hated him for that. The monk goes back and forth thinking to himself as to what makes Brother Lawrence so perfect. Brother Lawrence is in the church’s secluded Spanish garden where he tends to all the gardening needs while unaware of his presence, watches for any mistake he may make. â€Å"He-he! There his lily snaps,† his sarcastic laugh shows he is mad and does not make sense. He describes Brother Lawrence’s every move during and after dinner as he cleans his plate, lay s it on â€Å"own shelf†¦(his) fire-new spoon†¦goblet†¦rinsed like something sacrificial†¦marked with L. for our initial!† He rambles on about tedious things that Brother Lawrence does. He mocks how he sets his forks and knives not "cross-wise,...

Infant Feeding and Weaning in Three Countries Essay -- Infant Feeding

Evolution has insured that most women are biologically equipped to give birth and then nourish their offspring for a period of time by producing milk. At some point, young humans stop receiving food from their mothers’ bodies and learn to consume plants and/or animals found in their environments in order to meet their nutritional needs. Within most other species of mammals, this transition happens at roughly the same age and to roughly the same range of foodstuffs for all individuals (Dettwyler 1999). Humans, however, as a uniquely global species with the powerful overlay of culture, exhibit a wide range of behaviors in this arena, with a wide variety of expressed reasons for their choices (Dettwyler & Fishman 1992, Dutta et al. 2006, Notzon 1984, Synott et al. 2007, Van Esterik 2002). Although there are certainly biological constraints on what can be fed successfully to a human infant, and a substantial body of scientific research showing that some choices promote better heal th outcomes than others (Allen et al. 1992, American Academy of Pediatrics 2009, Greer et al. 2008, Ip et al. 2007, Marlin et al. 1980, Ãâ€"hlund 2008, Olsson et al. 2008), there is still a great deal of latitude in the exact content, timing, and introduction sequence of non-milk baby foods. Into this gap, each human culture pours a raft of beliefs, values, norms, and social practices. This paper attempts to summarize, compare, and contrast the dominant infant feeding practices in three modern cultures: the United States of America, Mexico, and Sweden. These three countries and the cultures they house were selected for a variety of reasons. The United States was chosen because the author is a U. S. American with direct experience of its infant feeding an... ... Organization. Complementary Feeding: Report of the Global Consultation, and Summary of Guiding Principles for Complementary Feeding of the Breastfed Child. Geneva, Switzerland: World Health Organization, 2002. World Health Organization. Global Strategy for Infant and Young Child Feeding. Geneva, Switzerland: World Health Organization, 2003. World Health Organization. Guiding Principles for Feeding Non-breastfed Children 6-24 Months of Age. Geneva, Switzerland: WHO Press, 2005. World Health Organization. International Code of Marketing of Breast-milk Substitutes. Geneva, Switzerland: World Health Organization, 1981. Wutich, Amber and C. McCarty. â€Å"Social Networks and Infant Feeding in Oaxaca, Mexico.† Maternal and Child Nutrition 4.2 (2008): 121-35. Yaron, Ruth. Super Baby Food. 2nd ed. Peckville, PA: F. J. Roberts Publishing, 1998.

Reconciliation Of Personal, Cultural, Organizational And Ethical Values Essay

The values and ethics people carry in their personal and professional life are important determinants of their growth and development. The eventual success of a person is realized through self understanding and actualization and not through relentless manipulation of material resources. Successful reconciliation of personal, organizational, and cultural values and ethics require a number of strategies, some of which are discussed below Communication: Communication is requires towards establishment of rapport with each diverse group. People within a large organization differ not only from their cultural, religious, and social orientations, but also from their professional orientation and interests. These differences widen when many different functional units of an organization, with their philosophies and approach towards work, are required to undergo technology amalgamation (Harris, 1993). These differences often lead to conflicts in the personal and cultural value system, which lead to conflict at workplace, distress in personal and professional life and issues in integration with the organizational setup (ibid). Communication is the key to resolve this deadlock, without causing any antagonistic and negative feelings. People should be aware that organizations are dependent on successful coordination among number of teams and people. Hence they should try to initiate measures that would avoid projecting any conflict or confrontation in interests within the organization. They should be sensitive to each other’s ethnic, social, religious and individual backgrounds and understand their views as sum of their personal growth Sometimes people resent opinions of others, involve their ego and stop to cooperate, coordinate or understand the need to assimilate their juniors and seniors to achieve organizational goals (Swanson, 2005). A successful communication strategy shall effectively address these problems at their inception point and ensure that they do not emerge as any significant stumbling block in ideological merging of various cultural groups (Rahim, 2001). Ensuring Interconnectedness Understanding the collective responsibility and appreciation of team work and group interaction is necessary in embedding the value culture that helps in the reconciliation approach. This would help people to come out of their individual shells and get integrated with their colleagues (Harris, 1993; Rahim, 2001). Understanding inherent organizational contradictions It is important to teach people about recognizing and respecting that contradiction occurs in other people, their experience and circumstances, their view points, their ideological background and their value based system. Understanding the role of crises A timely recognition that crises and conflicts are inbuilt of component of life and progress is achieved by incorporating them in the philosophy towards life should be able to show people that above all the things, they require harmony, and cooperation for things to successfully work (Rahim, 2001) Kinship with others The communication expert should specifically stress on building associations and help in realizing that every one is important and deserves equal respect from others. It is the first requirement of building strong and lasting bonds within any organization. When people are organized in teams, they share similar goals and they work towards joint growth and development (Harris, 1993; Rahim, 2001). Respecting the opposition. It teaches about taking opposition as constructive contradiction, instead of viewing it in negative perspective. A constructive opposition always helps in finding out mistakes in one’s own approach, rectify them and move ahead successfully. Negotiation: An important aspect of communication management is negotiation which has become important within organizational and social setups. As. Negotiation, requires interested parties to trade proposals for settlement. Generally the process of negotiation proceeds through motives that are competitive, integrative, cooperative and composite (Levy, 1999) . The approach of communication in the entire process of negotiation is concerned with the messages that are transferred among negotiators and the concerned parties. Reconciliation of Ethics Business and ethics are always considered opposite to each other. The general conception of business is that it is a commercial activity with aims to earn maximum income and maximize profit where levels of deceit, subterfuge, and conceit are much higher than socially seen or found (Swanson, 2005). However, this concept of business is archaic and medieval. Today, most of the businesses have developed their own philosophies, which although not exactly philanthropic, but contains a broad social and human vision, and attempts to see business activities as integral part of comprehensive human functions. Modern business is as much based on cardinal principle of profit maximization as on the neo-thoughts of values, morals and ethics. The foundation of business world is on ethics of honesty and commitment where contacts are honored, promises are maintained, and rights of property are observed. Observing ethical values and practices indeed brings positive results as ethical companies face less problems, less litigation and less regulations (Guy, 1990). Corporate Values and corporate culture Ethics are not stand-alone concepts or abstract morals that are hung on wall for ocular delights. They are values and best practices that should be embedded in the working culture that corporations, in their attempts to promote business ethics and best practices, should ensure that their employees are well aware of the values and principles that the corporation aims to pursue. The concept of organizational culture has emerged as most enduring and successful business concept in the ethical dimensions (Bjerke,1999). Business managers, academicians, and corporate leaders all agree that organizational culture as a part of business strategy is crucialfor a firm to maintain and sustain the high standards of operation, decision making and future planning while ensuring expansion, innovation, and entrepreneurship (Oden, 1997). The role of organizational culture, in promoting ethical behavior and establishing organization wide accepted norms and working principles is paramount and it is recognized in the corporate quarters, that evolving a healthy organizational culture is probably the best method to create ethical, value based, principled and visionary business practices (Swanson, 2005). Modifying Organizational behavior An organization is a product of the values and ethics its employees carry in and employ to attain the organization’s goal. The eventual success of an organization is realized not through manipulation of material resources, but on the ability of the organization to understand the human factor involved with it. This led to the concept of the organizational behavior (OB) that studies the human behavior in the organizations to help employees develop a better work related understanding of their surrounding, their co-workers and eventually about themselves. Today organizational behavior is seen as an powerful tool that is necessary for one’s career development and success in a complex and dynamic organizational process. The essence of organizational behavior is people. It attempts to understand their aspirations, hopes, personal and professional ambitions, desire for accomplishments, all set in the dynamic context of globalization, modernity, diversity, pressure of managing home and work, electronic and communication revolutions and continuously changing aspects of business and industry that raise new and unpredictable challenges and responsibilities to the management and consequently to the workers (Harris, 1993). Organizational Culture. While the employees’ individual values and ethics define their personal approach to work and workplace, there are some shared values and modalities of behavior that each of them reflects when working together. This shared notion of values and ethics that endemic to an organization is called as the Organization’s culture. Basically organizational culture is defined as system of shared values, beliefs, actions and best practices that evolve within an organization and determine the behavior of each of its member. While organizational behavior may remain same across multiple organizations, organization’s culture is typically particular to the organization and no two organizations may share the exactly same organizational culture Managing Diversity An organization that doesn’t understands or values diversity, doesn’t understand its employees. Diversity is an inherent part of human society. It becomes more important when globalization has made organizational employees lineup multi-cultural, with people from different religious beliefs, ethnic backgrounds and culture working together towards same goals and missions. Therefore it is vital that the organization values their diversity while integrating them as part of its own culture. Conclusion There is little disagreement on the challenges and difficulties in bringing about a complete reconciliation of all the elements discussed in this essay and some difference is bound to exist. However, the increasingly multi-cultured and multi-valued landscape of the world has its own coping strategies and requirements. Globalization has narrowed down the divides that formerly allowed separated existence. Today’s world is culturally congested and value crowded, where every person must create a harmony to maintain a secular balance and growth. References Bjerke, B. 1999. Business Leadership and Culture: National Management Styles in the Global Economy. Publisher: Edward Elgar. Cheltenham, England. Guy, M. E. 1990. Ethical Decision Making in Everyday Work Situations. Publisher: Quorum Books. Place of Publication: Westport, CT. Harris, T. A. 1993. Applied Organizational Communication: Perspectives, Principles, and Pragmatics. Lawrence Erlbaum Associates. Hillsdale, NJ. Levy, G. M. 1999. Resolving real estate disputes. Real Estate Issues; Chicago; Oden, H. W. 1997. Managing Corporate Culture, Innovation and Intrapreneurship. Quorum Books. Westport, CT. Rahim, M. A (2001), Managing Conflict in Organizations. Contributors: M. Afzalur: Quorum Books. Westport, CT Swanson, D. L. 2005. Business Ethics Education at Bay: Addressing a Crisis of Legitimacy. Journal Title: Issues in Accounting Education. Volume: 20. Issue: 3. Page Number: 247+.