Winning a Lottery Essay Example | Topics and Well Written Essays - 750 words

Winning a Lottery - Essay Example The article's headline says, "Artist Wins Million." Included a picture of your surrounded by your family and friends. Everyone in the picture was smiling. But, the reality is different. With the help of this letter, I want to tell you some negative effects of sudden wealth. But my message is very clear that sudden wealth can bring nothing but unhappiness. It may directly effect on your personality, relationships, and lifestyle.Winning a lottery will create a sense of isolationism and you will be separated from friends and family. This could happen if the winner like you relocated into a new setting; therefore, it will disconnect you from your friends and family. As, what, I have recently experienced in my life. You could furthermore appeal new family and associates who could be characterized as being 'false' as their concerns are in the cash and not in your friendship. For example, there have been normal situations of distant or estranged relations abruptly and unexpectantly seeming out of the azure when hearing of a family member's latest fortunes. Eventually the one-by-one may not be adept to differentiate their authentic associates from the 'false' ones. They may then isolate themselves from all of them or just accept the realization that some of their associates are only actually involved in what the victor can do for them and not the victor themselves. Drastic change is abnormal and thus the one-by-one may not be adept ... There may furthermore be too much force on the individual. There are family constituents, associates as well as economic advisors, all of who have inconsistent and vying interests. This can lead to stress and tension as well as a lesson dilemma for the one-by-one as a outcome of them having to conclude between who they should hear to and take recommendations from. This could finally manifest itself into a pattern of guilt and hostility in the direction of these persons and loved ones. For this cause, the lottery can conceive an painful position for you and you may not have had to make such significant conclusions and choices. This could conceive an unhealthy and dejected state of brain for you that could finally lead to contradictory tendency. However, I would like to state that it is not triumphant the lottery that directs to persons committing suicide, but diverse socio-economic components and variables that are the genuine determinants of suicide. For example, if or not the one-by-one was struck as a progeny or if he/she came from a lone parent family are significant components that should be taken into account as they play a key function in forming a person's mind. The one-by-one could furthermore have been psychologically unstable in the first place. Therefore suicide can not be verified to be exactly associated to triumphant the lottery as the person's psychological state of brain before triumphant is a key determinant. Conclusion All in all, lottery winning will create troubles in your coming life. And you could be more irresponsible and unnecessary with your money than you must be. In the long run, the amount that you have won could be enormously

Buying a Computer Term Paper Example | Topics and Well Written Essays - 1000 words

Buying a Computer - Term Paper Example This paper intends to analyze two computers of similar ranges and decide on the best possible option for a particular user. Description of the Chosen Computers The two computers that have been selected to analyze prior to purchase are HP Pavilion p7-1515 Desktop PC and OptiPlex 3010 Desktop by Dell. Both these computers come below the range of US$800 and have certain attractive features in them. Both the personal computers are capable of performing various tasks and are quite user-friendly. Furthermore, both the products come from well known brands and have good brand value. The most important aspect of both the machines is that they will be quite affordable in terms of budget of people as they come at a reasonable price for buyers. Analysis of Both the Computers From the above observation, it has been noted that both the computers i.e. HP Pavilion p7-1515 Desktop PC and OptiPlex 3010 Desktop by Dell have certain attractive features that can draw people quite easily. However, it impo rtant to understand that features of any computer should be capable of fulfilling all the requirements of the users. Thus, it is vital to analyze both the machines and depict whether they would be able to meet the requirements of users or not. ... Furthermore, an in depth analysis of HP Pavilion p7-1515 Desktop PC suggests that the machine is inbuilt with Intel ® Coreâ„ ¢ i5-3470 (3.2 GHz ) and a supporting operating system of Microsoft Windows 8. The speed of the processor is 3.2 GHz which will allow users the opportunity to get work done at a considerable speed. The hard drive of the machine is 1 TB 7200 rpm SATA which is quite impressive for a machine that costs less than US$800. In addition to this, the optical drive of the computer has provides SuperMulti DVD burner that will enable users to perform tasks like reading data and listing to any sort of audio at a rapid speed. Moreover, the user will also get networking feature at 802.11b/g/n along with 4 USB 2.0 which will ensure a better working experience for them. Moreover, USB optical mouse and keyboard are also provided (HP, 2013). Subsequently, the software package that comes with this particular model will catch maximum attraction of people. The inbuilt software with the device includes software package of Norton Internet Security 2013 with an availability of 60-day subscription period among others. Moreover, Amazon Kindle e-reader, CyberLink PhotoDirector, HP Connected Remote along with Photo which is powered by Snapfish, Netflix, CyberLink PowerDVD among others are other pertinent and attractive software offerings. The price of the product is US$669 which is among the vital attractions of the product (HP, 2013). OptiPlex 3010 Desktop by Dell Similar to the above discussed product, OptiPlex 3010 Desktop by Dell also possesses similar sort of features that will attract users. The package can be purchased along with 17 inches Flat Panel monitor of Dell that ensures high quality view to the

Consequences of Unethical Behavior Essay Example for Free

Consequences of Unethical Behavior Essay I had not heard of this until now, actually. Google paid their way out of CEO prosecution last year. Not only was their behavior unethical, and illegal, it was very socially irresponsible to the American people. Google was taking part in advertising narcotics and other prescription drugs for an illegal Canadian pharmacy on the American internet; making all of these drugs readily available to the American people. David Whitaker, a federal inmate and convicted con-artist became posed as an American government agent who went undercover to prove Google knew exactly what was going on. Google advertisement executives accepted the $200,000 worth of the government’s â€Å"set-up† money to begin advertising. Whitaker collected emails and recorded calls to prove that Google knew what they were doing were illegal. Even though it was obvious through the evidence to see that Google representatives knew that the advertisements were illegal, they extended Whitaker a â€Å"very generous credit line and allowed me to set my target advertising directly to American consumers. On August 24th, 2011, Google paid $500M dollars to pay their fines and avoid prosecution of their C. E. O. Larry Page. Through the emails and recordings, it is made obvious that Page knew exactly what was going on. Google was allowing illegal Canadian pharmacies to platform their ads on Google and target the American population. Google allowing American consumers to be targeted is absolutely outrageous. Google’s $500M fine covers the advertising costs and profits of the companies. The Department of Justice also has a â€Å"non-prosecution† agreement with Google. Now, what exactly is a â€Å"non-prosecution† agreement? To me, this all sounds like something illegal all the way around. How can a company, any company, buy their way out of prosecution? How can a C. E. O. not be classified as a drug peddler who well knows of what is going on within his company? How does this make him any different that Bernie Madoff or the Goldman Sachs C. E. O.? Google was allowing drugs to be sold through their network, period point blank; with the citizens of America being the target. How can a company buy their way out of prosecution? I just do not understand. If I was caught selling drugs, or giving people a platform to sell, I would be prosecuted to the fullest extent. Would I be able to buy my way out of prosecution? I absolutely would not! The American government would lock me away and take their sweet time about taking me to trial and finishing my case. Why was this not made more public? Now, it seems, Google is being looked into from every aspect, in which they should.

Link Between CSR and HRM

Link Between CSR and HRM Corporate social responsibility (CSR) prevails in the past four decades. A great number of companies embed CSR principles into their daily business practices. The CSR practices are always subject to debates. Some researchers agree with the benefits of CSR for organizations, whereas others question the nature of CSR and argue that it conflict with business profitability. Definition of CSR has been developed by various researchers; it varies in different context. World Business Council for Sustainable Development (1999 cited in Viljanen and Lahteenmaki, 2009) defined CSR as is the continuing commitment by business to behave ethically and contribute to economic development while improving the quality of life of the workforce and their families as well as the local community and society at large. Furthermore, CSR is defined as treating the stakeholders of the firm ethically or in a responsible manner (Hopkins, 2003, p.1, cited in Fenwick and Bierema, 2008). Similarly, in the study by Melynyte and Ruzevicius (2008), CSR was regarded to meet economic, social, environmental and ethical requirements of stakeholders. Moreover, Syed and Kramar (2008) cited the definition of CSR by EU: a concept whereby companies integrate social and environmental concerns in their business operations and in their interaction with stakeholders on a voluntary basis. Based on the definition by previous researchers, the author understands CSR from three aspects: 1) Voluntary actions. 2) Concerns of stakeholders, local community and society. 3) The economic, ethical, social and environmental (positive) impacts of business operations. Melynyte and Ruzevicius (2008) summarized CSR activities on the basis of previous research, including ensuring staffs health and safety at work, developing equal rights, providing continuous trainings, being responsible for consumers and customers, decreasing negative impact in environment, generating ecological products and services as well as participating in society activities. In this paper, the author will illustrate two points of views: HRM should be linked to CSR; such a link is still realistic in the current tough economic climate. Both of standpoints are explained on the basis of different perspectives and arguments in previous literature. Part Two: Link between HRM and CSR 2.1 literature debates In this part, four debates are identified, namely, feasibility of such link versus impossibility, classical views versus stakeholder theory, benefits from CSR actions versus CSR without returns, as well as soft HRM versus hard HRM. Winstanley et al (1996) indicated that ethical concerns, such as job insecurity and insufficient regard for the autonomy of staff, should be expressed when criticizing contemporary HRM; it is also important that HR professionals engage with ethical issues. However, some researchers think that the ethical treatment of employees is impossible. Claydon (2000) explained it on the basis of the Marxist perspective on capital and labour relations. He thought that fundamental contradiction exists between capital and labour, so it is impossible to make working conditions more ethical. In addition, Legge (2000)- from the perspective of utilitarianism- indicated that even though it is likely that ethical HRM will be found among the core workers, it is difficult to be found among sub-contracted or agency workers. The study by Friedman (1970 cited in Greenwood, 2002) suggested that business has sole responsibility of making profit for its shareholders and should maximize its profits. He believed that the social responsibility is fundamentally contrary to the principle of free-market economy. This classical view emphasized the sole benefit of shareholders, which was related to ethical egoism; it implies that corporations should pay little attention to building CSR into management system. This classical view was countered by stakeholder theory, which not only presents a conceptual framework of analysis of HRM (Ferrary, 2009), but also offers corporations a new way of thinking organizational responsibilities (Jamali, 2008). The stakeholder theory was defined by Freeman (1984) that managers have a responsibility to attend to all who has a stake in organizations. Similarly, Greenwood and Cieri (2007: 128) indicated managers must act in the interests of stakeholders and management must engage stakeholders in decision-making. Freeman (1984) also gave the definition of stakeholder as any group or individual who can affect or is affected by the achievement of organization objectives, consisting of shareholders, employees, customers and suppliers. In addition to traditional interest groups, local communities and environment- regarded as silent stakeholders- should be included (Simmons, 2004 cited in Jamali, 2008). This theory suggested that corporations should turn attention to considerations beyond direct profit maximization, because the needs of shareholders cannot be met without satisfying to some degree the needs of other stakeholders (Jamali, 2008). Since employees are regarded as key stakeholders, corporations must be responsible for staff and take them into consideration to large extent in managerial decision making. It implies that HRM should be linked to CSR. Papasolomou et al (2005) illustrated CSR actions to employees, such as building family-friendly work environment, sharing information with staff, offering equal reward and pay, administering diversity management in terms of selection and promotion, providing training and long-term development to all staff as well as encouraging staff engaging in social activities. Moreover, some researcher (such as Friedman) emphasized that companies should put the profit object first (Woodall and Winstanley, 2000), so CSR actions are minimized. It seems that primacy of the profit motive becomes a primary reason why researchers and managers oppose to connect HRM with CSR or minimize CSR activities. Some researchers questioned whether the company can obtain returns when adopting CSR initiatives (Heugens and Dentchev, 2007). On the contrary, many researchers hold that CSR can offer potential profits and improve long-term corporate profitability. Brammer et al (2007) indicated that it pays off when HRM is linked with CSR, on the ground that CSR is beneficial to the attraction, retention and motivation of employees. Similarly, Bohdanowicz and Zientara (2008) considered that corporations can get payoff in the long run if they treated ethically to employees. In addition, CSR play a critical role in enhancing employees job satisfaction and further organizational comm itment, both of which affect employees performance and workplace behavior (turnover and workplace deviation). Melynyte and Ruzevicius (2008) also hold similar views: the combination of CSR and HRM does indirect positive influence to the organizations financial results through influencing staffs morale, job motivation and loyalty to organizations. Furthermore, in the study by Michie and Sheehan-Quinn (2001 cited in Viljanen and Lahteenmaki, 2009), soft HRM approach, named as high-road HRM, regards employees as resource, which is valuable to continuously develop, and makes efforts to increase employee commitment. On the contrary, hard HRM, called as low-road HRM, is lack of organization promise to job security and pay little attention to the staff training. It seems that soft HRM advocate HRM should be linked to CSR whereas hard HRM do not take CSR into account. However, Legge (1995) indicated that even though some corporations make a display of soft HRM, it is hard in reality. 2.2 HRM should be linked with CSR On the basis of analysis of previous academic debates, the author personally supports that HRM should be linked to CSR. It will be explained from four aspects. Above all, it is possible to integrate HRM with CSR, although some writers explained the impossibility of this kind of integration (as mentioned above, Claydon and Legge). In the study by Vuontisjarvi (2006), sub-themes of CSR, which refer to the integration of CSR and HRM, were identified: training and development, employee involvement, job security, employee health and well-being, equal opportunities, work-life balance and diversity management. Many corporations took on a series of HRM practices which is linked with the principle of CSR. In the case of PSA Peugeot Citroen, which is a famous French car manufacturer, diversity management was adopted. This company not only sought diversity workforce through recruiting a ration of non-French employees and secondary school graduates in the local city, but also ensure the equal treatment of each staff and non-discrimination. In 2003, the company recruited 129 non-French employees (including 45 women), who are in position of engineers and managers, which account for 10% of new staff. In addition, age issue also was taken into consideration. In 2003, 60% of new staff were younger than 30; 13% of new staff were older than 40. Furthermore, all employees had equal rights to be informed what vacancies are available because all the information was publicized on the company intranet. Further measures also include offering apprenticeships to people who were difficult to find job. (Syed an d Kramar, 2008) In addition to PSA Peugeot Citroen, many cases- such as retraining programme offered to staff by Deutsche Bank in the climate of redundancy (Syed and Kramar, 2008)- prove the feasibility of integration of CSR and HRM practices. Secondly, according to stakeholder theory, firms not only meet the requirements of shareholders but also satisfy employees. A series of responsible HRM practices- such as work-life balance (offer female employee childcare support or flexible working time) as well as initiatives mentioned above- meet the requirements of staff. Moreover, in addition to money, employees are also provided the the feeling of meaningfulness and possibility to take responsibility for quality of future generations life (Melynyte and Ruzevicius, 2008). That companies offer chance to staff to join social activities meet the psychological needs of employees. Given these reasons, HRM should be linked with CSR. Thirdly, the issue of business profitability becomes the bones of contention. Some researchers refuse to build CSR into HRM practices because of consideration of the corporation profits. However, a lot of research (as mentioned above) indicates that potential profits can be obtained if companies effectively incorporate CSR rules into HRM practices. In the case of Scandic (Bohdanowicz and Zientara, 2008), a famous hotel in Scandinavia, CSR was embedded into HRM, which is a part of Omtanke programme. Scandic strives for treating equally all staff. For instance, when the company planed to design new working clothes, different nationalities of employees were taken into consideration. As a result, headband, a part of uniform, is not compulsory to wear. Moreover, all staff were congregated to discuss what CSR actions to community should be adopted. Employees were offered opportunities of information sharing as well as rights of participation of decision-making. In addition, with regard to employee health, the hotel propagated the information about cancer to employees in the form of lectures; the company also assisted staff to quit smoke through offering guidance. Scandic showed that the firm indeed cared for its staff by implementing these initiatives (equal treatment, information sharing as well as health of employees). The outcome of this study revealed that these responsible HRM practices were beneficial to enhancement of employees job satisfaction (employees feel that they are cared), thereby affecting work performance and behavior. As a result, employees performance well, namely offering the high quality of service for customers and the turnover has decreased, all of which are regarded as potential profits of corporation. Therefore, CSR principles should be integrated into HRM practices because it benefits for company by improving job satisfaction, enhancing organizational commitment, advancing employees performance and decreasing the turnover. Finally, even if CSR is sometimes described as window-dressing, it actually helps corporations to establish good image and reputation, which is conducive to HRM. The company who takes CSR measures is more attractive to candidates (Greening and Turban, 2000, cited in Brammer et al). In modern times, CSR has become the trend, potential employees, especially new graduates, prefer to work in the corporation which has strong social responsibility and good reputation. Likewise, Bohdanowicz and Zientara (2008) indicated that socially responsible company can more likely attract and retain employees who care about green issues. In addition, since the company which integrates HRM with CSR advertises the equal treatment and non-discrimination during recruitment and promotion, potential staff are more likely to apply for this kind of company. Therefore, CSR help the corporation to have competitive edge over other firms which pay little attention to CSR initiatives during recruitment Furthermore, employees are always proud of working in socially responsible firm which has good reputation, thereby they have more loyalty and commitment to the organization, which makes employees stay longer in this company (Bohdanowicz and Zientara 2008). In the case of Babyfood which is famous for socially and environmentally responsible food company, a good reputation is considered as the primary factor enhancing staffs loyalty and motivation. The research show that although employees satisfaction is not pronounced compared with other food companies, and salaries are even lower than average in this industry, staff are still willing to work in this company due to its good reputation. Babyfoods rate of turnover is 20% lower than food industry average. (Lamberti and Lettieri, 2009) In sum, Since CSR, leading to good image of company, is beneficial to recruitment and retaining of employees, CSR should be embedded into HRM. Additional advantages of integration of HRM and CSR were identified in the study of Melynyte and Ruzevicius (2008): establishing partnership environment, increasing customers satisfaction and trust as well as attracting external investments. All in all, HRM should be linked to CSR because of its feasibility and positive effectiveness. 2.3 Links between HRM and CSR HRM refer to the issues in people management and treatment of employees; many CSR approaches stress the significance of meeting the requirements of employees who are regarded as key stakeholder. Therefore, how to deal with employees becomes a key point when analyzing the link between HRM and CSR. In addition, Syed and Kramar (2008) indicated that the integration of HRM and CSR can be achieved when they get support from employers, investors as well as institutions. Melynyte and Ruzevicius (2008) reviewed previous research about links between HRM and CSR and then summarized three forms of links. 1) CSR functions identical to HRM functions (interdependent link). 2) HRM functions making impact on CSR (SR activities emerging from HRM). 3) CSR functions making direct or indirect impact on HRM (how SR activities make impact on HRM). The first one includes removing child and enforced labor, establishing healthy and safe work environment, safeguard individual rights, offering job security, producing the process of justice, ensuring equal treatment of staff and diversity management, designing reasonable and flexible working hours (e.g. holiday time and work at night) as well as equal pay and welfare benefits. Secondly, HRM functions can influence CSR. Many practices can be identified. a) HR manager can plan and initiate CSR activities, such as mobilizing employees to recycle paper. b) The process of recruitment, selection and dismissal can be judicial and transparent. c) Managers share information with employees and staff participate in decision-making. d) When companies are faced with changes, HR manager still need to take social responsibility into consideration and ensure staff rights. e) Corporations provide continuous training to employees. f) Employers strive for meeting staff needs, such as addressing the issue of work-life balance and providing medical insurance. Finally, CSR functions also influence HRM. For example, while recruiting, CSR activities are advertised in order to attract competent candidates. In addition, social responsibility issues are introduced to staff. Moreover, employees engage in the CSR activities initiated by companies they work in. Furthermore, CSR can be used as an element of the system of appraisal, reward and promotion (Syed and Kramar, 2008). Part three: the link between HRM and CSR in the circumstance of global financial crisis In the current social-economic environment, global financial crisis is ongoing, thereby leads to mass restructuring and redundancies. A number of HR actions are conducted to react to the economic crisis. Many debates about CSR or ethics and HRM emerge. Based on different perspectives in precious research, the author will explain her own view: in the climate of global financial crisis the link between HRM and CSR is still realistic. Mankelow (2008) indicated that responsible HRM are adopted because employees are regarded as key resource to maintain competitive edge in market. The purpose of CSR actions to employees is to improve work efficiency and increase business profitability. It implies that although the importance of CSR is admitted, it after all services for the business profits and is inferior to the significance of corporation benefits. In the current financial crisis, it is no doubt that companies fight with survival firstly and CSR may be neglected. In addition, He suggested that socially responsible activities to staff are subject to certain conditions. It seems that CSR should base on appropriate economic conditions; it is a challenge to connect CSR with HRM in the face of tough economic environment (Mankelow, 2008). Although the link between HRM and CSR is questioned in current environment (can company can afford CSR in global financial crisis? Or CSR should be subject to business benefit, and the current condition does not permit the implementation of CSR), some researchers indicate the possibility that CSR is embedded into HRM in the environment of financial crisis. For example, In the study by Jones et al (2000), good image and reputation, established through CSR actions and other initiatives, can protect corporations from the decline of market in the chaotic economic environment; the stock price of firms with good image fall less than those without good reputation. Schnietz and Epstein (2005) held a similar view. Therefore, CSR is conducive to financial performance even in such tough circumstance. Furthermore, some researchers consider that it is costly to embed CSR principles into HRM practices. For instance, many employers are unwilling to notify downsizing plans in advance, which is a responsible HRM practice, on the ground that the productivity will decrease, employee will lose morale and turnover increase, all of which is costly (Leana and Feldman, 1992, cited in Forde et al, 2009). On the contrary, Hopkins and Hopkins (1999, cited in Forde et al, 2009) suggested that advance notification virtually minimize the costs, because it alleviates the pressure of post-layoff through retraining employees and offering counseling. It implies that some actions comprising CSR principles can be helpful to cost-saving. In current climate of global financial crisis, redundancy and restructuring is inevitable. However, it does not mean that the link between HRM and CSR is unrealistic. Socially responsible restructuring is identified, which embed CSR principles into restructuring. It was defined as the use of one or more approaches to consciously take into account the interest of all the organizations stakeholders- managers, owners/shareholders, workers, as well as the large community (International Labour Organization, 2002, cited in Forde et al, 2009). Since restructuring and redundancies are also parts of HRM functions (Redman and Wilkinson, 2001), socially responsible restructuring can be regarded as special integration of HRM and CSR in special economic circumstance. Forde et al (2009) proposed that- from the perspective of business case- socially responsible restructuring are implemented because it can be beneficial to the competitiveness of company. However, Heller (2009 cited in Forde et al, 2009) argued that with the intensity of global financial crisis and increases of redundancy, fewer corporations take up socially responsible restructuring. In fact, Legislation and labor market policies are enacted and implemented to advance companies to adopt socially responsible restructuring measures. For example, Trade Adjustment Assistance Act is used to promote social accountability when redundancy and layoff increase (Office of the US Trade Representative, 2009, cited in Forde et al, 2009). Therefore, with the support of legislation and government policies, the link between HRM and CSR is realistic even if it is faced with deepening economic crisis. Viljanen and Lahteenmaki (2009) analyzed different HR reactions to global financial crisis from two HRM philosophies: hard and soft. Hard HRM is in pursuit of maximal short-term saving and obtain cost efficiency by direct personnel cuts. On the contrary, soft HRM seek for the maintenance of business in the long run. The HR actions according to this kind of approach include dismiss employees temporarily, implementing pension plans as well as offering support to staff in the face of redundancy (such as outplacement services and retraining). Legge (2005 cited in Forde et al, 2009) concluded that in order to seek for profits, companies are forced to take hard HRM actions, such as direct personnel cuts. Moreover, collapsed market also compels employers to strive for cost-saving by directly cutting headcounts of employees. It seems that HRM actions easily turn hard in the circumstance of global financial crisis. It is indeed a challenging for company not only to strive for survival in tough environment and make the balance of short and long term profits, but also to maintain its good reputation and performance reliable employer. Although these activities appear to be hard in common situation, when they are located in the climate of economic crisis, HRM seems not to be hard. It is possible to integrate CSR with HRM during global financial crisis. (Forde et al, 2009) It is impossible that companies can meet requirements of all stakeholders (including shareholders and employees). In the tough economic environment, what firm can do is to strive for minimizing the loss of benefits of all stakeholders and avoid direct personnel cut (hard HRM). Therefore, CSR can play a potential role in restructuring, on the ground that socially responsible restructuring minimize negative influence of layoffs and redundancy. whilst at present we do not have a viable CSR tool for the successful anticipation and management of corporate change, there are a range of possibilities for connecting restructuring to CSR (Forde et al, 2009). It affirms the viability of the link between HRM and CSR. Indeed, considering that in the environment of financial crisis CSR is beneficial to financial performance, that some actions comprising CSR principles can minimize the costs and that socially responsible restructuring are promoted by legislation and government policies, it is realistic and feasible to integrate HRM with CSR in current economic environment. Three case studies will be illustrated to prove that such link is possible in the face of tough economic environment. In the case study of steel industry in the UK (Corus and ASW), previous to the declaration of layoffs, both Corus and ASW offer high level of training which enhances the employability of employees and help them adapt to changing environment. In addition, ASW held a formal meeting to notify employees in advance that company will lay off staff because of unstable financial situation. During the period of announcement of layoffs, Corus did not put layoff planes into action immediately. Instead, it offered 90-day consultation time. Moreover, in the period of implementation of layoffs, companies establish equitable criteria to choose employees who should be laid off. At Corus plants, workers who were voluntary to leave were hunted prior to the adoption of compulsory redundancy; early retirement schemes were implemented, namely employees, in the age of fifty and above, can retire early with sufficient pension. Furthermore, Corus offer criteria for the selection of redeployment. In addition , many support activities were administered, such as offering information about job opportunities and career advice, providing retraining programme as well as offering counseling. Deutsche Bank also did well in combining CSR with HRM practices in the climate of restructuring. Many HRM actions were devised to help staff whom the bank laid off to find another job. Vocational retraining and job coaching (e.g. advice for job applications) were offered. Staff were redeployed by internal temporary work agency. Both internal (e.g. HR advisers) and external counseling were provided. In addition, the bank also offer part-time working and have outplacement activities (Syed and Kramar, 2008). Another case is Hotel Villa Magna-Park Hyatt. In 2007, the hotel implement redecoration programme which lasted for 14 months rather than lay off employees. The company showed that it truly care for staff by providing chances for employees to participate in all activities (Bohdanowicz and Zientara, 2008). In a sense, the integration of HRM and CSR is realistic by insert CSR principles into redundancy and restructuring, even though it is different from the responsible HRM practices in normal circumstance (such as job security and work-life balance). Part Four: conclusion In this research, the author demonstrated that HRM should be linked to CSR. It was explained with references to academic debates from four aspects. Firstly, such link is feasible on the ground of reality that responsible HRM actions are actually adopted by many companies. Secondly, according to stakeholder theory, corporations should strive for meeting the requirement of all stakeholders (including shareholders and employees). CSR actions can meet the psychological needs of employees. Next, the integration of HRM and CSR can bring about potential profits by improving job satisfaction, enhancing organizational commitment, advancing employees performance and decreasing the turnover. Finally, CSR is conducive to establishment of good reputation of companies, thereby help employers recruit and retain employees. In addition, socially responsible restructuring is regarded as the special links between HRM and CSR in such tough economic climate. The researcher also proposed that such link is still realistic in the current climate of restructuring and redundancies on the ground that it helps companies set up better reputation, which can alleviate the economic loss of firms in collapsed market, that it can be beneficial to cost-saving in the face of redundancy and that it is supported by legislation and government policies. Although restructuring and redundancy are considered as hard HRM actions, such link seems to be soft in current tough climate.

Economics of the Automobile Industry Essay -- Vehicle Car Economy

A vehicle is one of the biggest purchases a person will ever make. Over the years, the prices of an automobile have increased due to the rise of inflation. Due to a price index, the price of an automobile changes over a certain period of time. Economists compare averages of automobiles to calculate the cost of each vehicle that presents itself on a car lot. When all of the above is calculated within the purchase of an automobile, it affects every area of making the automobile to selling the automobile. All of these factors are impacted together for the automobile industry as a whole. In the automobile industry, there are factors that cause a shift in the supply and price elasticity of the supply and demand. These factors can cause the supply demand to reduce or raise the demand for the automobiles. One factor to consider is if the price of steel rises. Automobile manufacturers will then produce fewer automobiles at all different price levels and the supply curve will then shift. Another factor to consider is if automobile workers decide to go on strike for higher wages. The company will be forced to pay more for labor to build the same number of automobiles. The supply of these automobiles will decrease. Lastly, another factor that can curve a shift in the supply curve could be if the government imposes a new tax on car manufacturers. In all of those cases, the supply curve will move because the quantity supplied is lower at all price levels. As the supply curve moves in the automobile industry, the equilibrium price and quantity sold will change with this shift. When the automobile manufacturers see this shift in supply, they will then raise their prices and the quantity sold will fall. Car manufacturers will also develop... ...asticity of Demand. Retrieved December 3, 2011, from http://www.mackinac.org/article.aspx?ID=1247 Mason, P. (1998, June). Race, cognitive ability, and wage. Retrieved January 14, 2012, from http://findarticles.com/p/articles/mi_m1093/is_n3_v41/ai_20809842 O'Sullivan, A., & Sheffrin, S. (2005). Economics. Upper Saddle River, New Jersey: Pearson Prentice Hall. Spatz, J., & Nennenkamp, P. (2002, January). Globalization of the automotive industry-traditional locations under pressure. Retrieved January 14, 2012, from http://www.uni-kiel.de/ifw/pub/kap/2002/kap1093.pdf The Social Studies Help Center (n.d.). Monetary and Fiscal Policy. Retrieved November 5, 2011, from http://www.socialstudieshelp.com/eco_mon_and_fiscal.htm Whitehead, J. (2006, May 8). Price elasticity of demand. Retrieved December 3, 2011, from http://www.env-econ.net/2006/inelastic_short.html

Andrew Carnegie and John D. Rockefeller Essay -- American History

Andrew Carnegie and John D. Rockefeller; Captains of industry, or robber barons?   Ã‚  Ã‚  Ã‚  Ã‚     Ã‚  Ã‚  Ã‚  Ã‚  True, Andrew Carnegie and John D Rockefeller may have been the most influential businessmen of the 19th century, but was the way they conducted business proper? To fully answer this question, we must look at the following: First understand how Andrew Carnegie and John D. Rockefeller changed the market of their industries. Second, look at the similarities and differences in how both men achieved domination. Third and lastly, Look at how both men treated their workers and customers in order achieve the most possible profit for their company.   Ã‚  Ã‚  Ã‚  Ã‚  Let us first look at Mr. Andrew Carnegie. Carnegie was a mogul in the steel industry. Carnegie developed a system known as the vertical integration. This method basically cut out the ‘middle man’. Carnegie bought his own iron and coal mines (which were necessities in producing steel) because purchasing these materials from independent companies cost too much and was insufficient for Carnegie’s empire. This hurt his competitors because they still had to pay for raw materials at much higher prices. Unlike Carnegie, John D. Rockefeller integrated his oil business from top to bottom. Rockefeller’s system was considered a ‘horizontal’ integration. This meant that he followed one product through all phases of the production process, i.e. Rockefeller had control over the oil from the moment it was drilled to the moment it was sold to the consu...

Rheumatoid Arthritis Essay

Rheumatoid arthritis (RA) belongs to a class of autoimmune disorders that cause chronic joint inflammation as well as inflammation of the tissues surrounding the joints (Goronzy & Weyand, 2001, p. 55). Other organs in the body are also affected when the cells fail to differentiate self from non-self. The failure of the immune cells to differentiate the body’s own cells from the foreign or intruding cells leads to autoimmunity where the immune cells attack the body’s own cells. Usually, the immune system is organized in a way that it seeks and destroys the body’s invaders particular the pathogens. The antibodies in patients with autoimmune diseases always target the body’s own tissues and cause inflammation. The effects resulting from the self-attack spreads to multiple body organs and this condition is commonly referred to as rheumatic arthritis (Arthritis Foundation, 2010). Epidemiology Rheumatoid arthritis is perhaps the commonest of all rheumatoid diseases and it affects about 1. 3 million people in the U. S alone (Arthritis Foundation, 2010). Women are three times as riskier than men to be afflicted by the disease although the disease is common among all races in equal magnitude (Clair, Pisetsky, & Haynes, 2001, p. 1). The numbers of women suffering from rheumatoid arthritis are currently on the increase despite the recorded decline in numbers a few decades ago. The use of contraceptive pills containing insufficient estrogen as birth control measures has been blamed for the reduced immunity among women thus the increased cases of RA (Clair, Pisetsky, & Haynes, 2001, p. 5). Environmental factors such as cigarette smoking are also to blame for the increase in disease cases among women. Although the general smoking rates have declined in the United States, the rates of women smokers, separately considered, have not declined though. While genetic factors such as the role of human leukocyte antigen (HLA) DRB1 alleles have for long been suspected to cause aberrations in proteins in immune cells, this has not been proved yet (Clair, Pisetsky, & Haynes, 2001, p. 5). The risk among women has also been linked to the deficiency of vitamin D. Rheumatoid arthritis usually afflicts individuals of a wide range of ages although it is commonly begins after one has attained the age of 40 although it is rare beyond the age of 60 (Silman & Pearson, 2002, p. 267). It has also been shown that rheumatoid arthritis can occur in multiple members of the same family. This observation suggests the propensity that the disease is inheritable (Goronzy & Weyand, 2001, p. 55). A specific gene is suspected to be the underlying reason for the strange behavior of the immune cells attacking the body’s own cells. Pathophysiology and Pathogenesis Arthritis refers to some form of inflammation that occurs at the joints. Joints are points where two bones join each other and are critical for locomotion process. Rheumatoid arthritis results to the inflammation of the joint which is accompanied with severe pain, swelling, redness and stiffness in the joints. Rheumatoid arthritis can also lead to severe inflammation in tissues surrounding the joints such as ligaments, tendons and muscles. Chronic inflammation in some patients with rheumatoid arthritis can result into complete destruction of the bones, cartilage and ligaments thus leading to serious joint deformities. Usually, destruction of the joints can occur in early stages if development but gets worse as one advances in age (Arthritis Foundation, 2010). The main cause of RA is not well known although bacteria, viruses and fungi have for long been in the suspect list without any of the biological agents been proved. As for this reason, intensive research efforts are being invested in the identification of the causal agents for RA. Genetic causes and environmental infectious agents have been associated with the deranged immune system which goes out of control and attacks the body’s own cells (Goronzy & Weyand, 2001, p. 55). The deranged immune system results into massive joint and organ inflammation which leads to rheumatoid arthritis. The common organs affected include the eyes and the lungs. Specifically, the activation of lymphocytes marks the start of the process of inflammation. In the inflamed cells, a number of chemical messengers are expressed including the interleukin-1 (IL-1), interleukin-6 (IL-6) and tumor necrosis factor (TNF) (Gupta & Fomberstein, 2002, p. 3). Symptoms of Rheumatoid Arthritis Patients suffering from rheumatoid arthritis experience episodic inflammatory symptoms depending on the extent of individual tissue inflammation. The disease is overly active following extensive tissue inflammation and becomes inactive after inflammation has subsided. The condition undergoes remission following treatment or spontaneously and this can last for several days to years. In remission stage, patients feel well again until the conditions flares (return of symptoms and course of the disease). Active symptoms of RA include energy loss, lack of appetite, fatigue, joint and muscle pain, stiffness and low-grade fever. The reddening and swelling of the joints at the point of inflammation is indicative of RA. The joints also become tender and overly painful and the synovium, which is the tissue lining the joints, gets inflamed leading to overproduction of joint fluids or synovial fluid (Clair, Pisetsky, & Haynes, 2001, p. 26). The inflammation of the synovium (synovitis) results mainly from its thickening. A number of organs and other body parts are affected in rheumatoid arthritis because the disease is a systemic condition. Specifically, the disease affects several body joints which are inflamed in a symmetrical manner mainly involving the small joints of the wrist and the hands (Clair, Pisetsky, & Haynes, 2001, p. 12). The wrists and the hands are affected and the patients afflicted by the disease get it difficult to even open jars and turn door knobs. RA also affects a number of small joints of the feet. However, when a single joint is affected, the arthritis presents as joint infection or gout. Damage to tissues, bones and cartilages results from chromic inflammation and this can eventually lead to a complete cartilage loss and bone and muscle weaknesses and erosion. Joints will become deformed, destroyed or may completely lose function. The vocal cords can be affected to a level of influencing the voice tone. The effect to the cricoarytenoid joint has been suggested to influence the voice tone and cause voice hoarseness of the afflicted individuals. Inflammation of the glands located in the mouth and eyes often cause dryness, a condition known as Sjogren’s syndrome. Chest pain associated with shortness of breath, deep breathing or coughing results from pleuritis or the inflammation of the linings of the lungs (Clair, Pisetsky, & Haynes, 2001, p. 18). Lungs tissues may become scarred, inflamed or rheumatoid nodules may form in the lungs. The pericardium or the tissues that surround the heart may become inflamed (pericarditis) and lead to massive chest pain especially when afflicted individuals lean forward or lie down (Clair, Pisetsky, & Haynes, 2001, p. 19). The total erythrocytes and leucocytes count immensely reduces and a reduction in red blood cells leads to anemia while a decrease in leucocytes results to the enlargement of the spleen, a condition known as the Felty’s syndrome (Clair, Pisetsky, & Haynes, 2001, p. 17). The region around the fingers and elbows may experience firm lumps known as the rheumatoid nodules (Clair, Pisetsky, & Haynes, 2001, p. 16). While rheumatoid nodules do not lead to any significant symptoms, they can be infected occasionally. In RA patients, the nerves may become pinched around the wrist area and result to carpal tunnel syndrome. While it is rare for patients to suffer from vasculitis, the condition is one of the serious complications associated with RA and can totally impair the supply of blood to the tissues and lead to necrosis or tissue death. In vasculitis, tiny black spots around the beds of nails or ulcerations of the legs are commonly visible. Treatments To date, there is no specific known treatment for rheumatoid arthritis. However, modern interventions have been directed towards reducing pain and inflammation of the joints and maximizing the functioning of the joints. With proper management such as X-ray monitoring, the damage to joints and improvement of joint functions can be achieved. A combination of medication, sufficient rest, joint protection, patient education and exercise to strengthen the joints has been proved effective (Clair, Pisetsky, & Haynes, 2001, p. 146). The treatment plan is not uniform among all patients but depends on the disease activity, general health of the patient, the age and occupation of the patient and the type of joints affected by RA. In all the treatment plans, there should be total cooperation between the patient, doctor and the family members. There are two main classes of drugs used in the management of RA: the first-line drugs or the fast-acting drugs and the second-line or the slow acting drugs. Among the first-line drugs include aspirin and corticosteroids such as cortisone which are used in the management of joint inflation and pain. Second-line or slow acting medications, also known as disease-modifying antirheumatic drugs (DMARDs) include agents such as methotrexate, hydroxycholoroquine and gold (Arthritis Foundation, 2010). These agents increase the chances for disease remission and prevent any progressive destruction of the joints but do not act as anti-inflammatory agents (Arthritis Foundation, 2010). Since the level of destructiveness from RA varies with individuals, treatment options also differ among individuals. For instance, patients with less destructive forms of RA can be advised to have sufficient rest or given analgesic or anti-inflammatory drugs to manage the condition. Second-line medications can be administered in a timely manner to improve the function and minimize joint destruction and disability within a short period following disease diagnosis. However, a great percentage of individuals suffering from aggressive form of RA require second-line drugs like methotrexate as well as the anti-inflammatory drugs. Different second-line drugs can also be given in combination regiment. In severe deformities of the joints, surgical procedure may be recommended to correct the deformities (Arthritis Foundation, 2010).