Media Effects Body Image Essay

Over the past 10 years, mass media and the access to social networks has evolved substantially causing the effects of negative self-image and what is considered beautiful. Body image expectations for both African-American male and female share the battles of society’s expectations, yet African American women body images come with a stricter and more unhealthy stigma; growth of social media such as Facebook, Instagram and Twitter brings these expectations of self-image into our homes and our children minds. â€Å"The Internet is easily the most pervasive form of mediated communication that we encounter in our lives. Even traditional forms of mass communication drive us toward the Internet† (Bryant, Thompson & Finklea, 295). Social networks influences negative self-image and expectations of what is beautiful to society. Beauty expectations has a long standing history into our lives, but comparing the increase in body augmentations, extreme dieting and even bulimia nervous in our generation is heavily related to mass media. Over exposure to social networks may contribute to the development of low discrepancy for sexual desire with partner, negative views toward self-body image, and even the need to seek illegal avenues for plastic surgery. As humans, we tend to rate ourselves pretty harsh and I believe social media networks have caused an increase for the expectations of body image. Recently, the media has had a huge impact on relationships, the proper raising of children and especially the ideal body that an African- American woman should have. Although, I do highly believe that we should improve woman’s health, I also know that every person doesn’t look like the model we see on television. In the African American culture, recently, it has been a turn of times and the media thin-ideal is being curvy within our community. Every new music video and social media networks put the black woman with the tiny waist with huge thighs and butt as the perfect woman. The impact of the  media is causing a change in African American women views on their lives, body and overall expectations as what a black woman should look like. It is well known that obesity and being curvier than other races is well documented withi n society, yet it’s now becoming an issue with our society to enhance these features that we are so well known for. Even for the common thin-ideal woman that is often portrayed in the media is typically 15% below the average weight of women, representing an unrealistic standard of thinness (tall, with narrow hips, long legs, and thin thighs) (Johnson, Tobin, & Steinberg, 1989). Yet within the African American culture, video vixens promote their bodies as a sign of owning who they are and controlling the situation regardless of what they may have on. Still another perspective is that of Melyssa Ford, â€Å"the highest paid video girl to date† (Byrd and Solomon, 2005) who describes her vulnerability on video shoots, objectification by men, and the process of reclaiming power over her own body, which she describes as her commodity. Without denial, Melyssa Ford is a well-educated woman and one of the few vixens who have used her body to open doors to new opportunities, but believing her body is the golden ticket is the main issue that I have with the media influence. These contrasting perspectives demonstrate the complexity of issues (e.g., the range of perceptions about woman’s objectification) and pose critical questions for scholars who seek to understand contemporary Black women’s experiences (Byrd and Solomon, 2005). The idea that the African American woman has been created as an object and should have a particular body to be accepted into their culture as the ideal African American woman. Black culture has always been the more voluptuous curves in women, yet those women were considered cornbread fed and the ones who weren’t blessed with these assets, didn’t go out their way for unethical surgical practices. The social media negative influence on African American women growing up within the 21st century has made it seem the simple life is depending on the curves of your body, instead the knowledge of your mind and the power in your beliefs. Proper parenting is started at home, yet with social networks being such a part of our children’s lives, the media is also in the homes. In the process of the media influence, I believe the importance of the media understanding the black culture and the expectations of a woman’s curves also cause many medical issues that we are associated with, such as: Type I and II diabetes,  high blood pressure and obesity. With overweight being accepted in most black families homes, the media and social networks should deter as much as possible from promoting the oversexed woman is the ideal woman. The effect social networks has on the children coming behind us is powerful and I believe the power of the media should be used more effectively. There is evidence that social media influences behaviors at home because women such as Ford promotes her body as her job, just as woman who is a part of the corporate community, but her body expectation is for her job, natural African American women are not all curvy. I had the opportunity to speak with several close friends who utilize social networks as often as I do and I wanted to know their take on their own body image when looking at different women on Facebook or Instagram. Do they feel the need to conform and seek that particular body? Do they feel less beautiful that moment when looking at these women? Although all of them stated they didn’t feel any less beautiful and was comfortable within their skin, they did state it causes them to want to stay in the gym more or avoid a meal for the sake of staying the â€Å"ideal body type† as an African American woman. But 2:3 of the women claimed they did have a lower sexual discrepancy when it came to being with their mates and questioned themselves during sexual intimacy after looking at these women. 1:3 of the women even resulted in having plastic surgery for a breast implant after seeing the changes in a models career off of Instagram because she felt like this would increase her chances of finding a husband. â€Å"Social comparison theory is one of the few theories that are commonly used by mass communication scholars to understand the relationship between media exposure and body image dist urbance† (Zhang, Dixon & Conrad, 266). The ideal African American woman portrayed in the media and on social networks is difficult, almost impossible, for the majority of the women if you want to live a normal, healthy life. When you have a certain type of body within the African American community, the woman seems to be more glorified by men and catches the attention quickly. Yet, often African American women who have curvy shapes find themselves not liking the attention because of comments. The effects of lower discrepancy are basically the lack of compatibility between two individuals and this may increase with the harsh media influence. I believe social networks and media influence has caused African American women to want a voluptuous body  because apparently this is what gets a man attention. â€Å"Stice and Shaw (1994), suggested that as women internalize the thin-idea/media image, they tend to experience heighted body dissatisfaction, set unrealistic body dimension goals, and ultimately engage in disordered behaviors designed to achieve the thin-ideal body image (Hawkins et al, 2004). The increase of plastic surgery within the Black American culture probably has increased within the last five years due to the wanting of large buttocks and smaller waist which media makes to believe this is what a Black woman should look like. The media so- called expectations of the perfect African American woman can’t be the only problem when it comes to the issues the culture experiences toward wanting a certain look. Possibly, the future research will get the attention of media and social media executives to realize their power over the younger generations to develop positive influences and promote healthier lifestyles. In this research, I was able to find that African-American women often compare themselves to images on social networks and although it causes them to work out more, it isn’t necessarily causing a healthier lifestyle and positive self-body image. Works Cited Bryant, Jennings, Susan Thompson, and Bruce W. Finklea. Fundamentals of Media Effects. 2nd ed. Boston, MA: McGraw-Hill, 2002. Print. Byrd, Ayana, and Akiba Solomon. Naked: Black Women Bare All About Their Skin, Hair, Hips, Lips and Other Parts. New York: Penguin Group, 2005. PsychINFO. Web. 4 Apr. 2014. . Hawkins, Nicole, P. Scott Richards, H. Mac Granley, and David M. Stein. â€Å"The Impact of Exposure to the Thin- Ideal Media Image on Women.† University of Houston- PsychINFO. Taylor & Francis, Inc., n.d. Web. 4 Apr. 2014. Johnson, C. L., Tobin, D. I., & Steinberg, S. L. (1989). Etiological, developmental and treatment considerations for bulimia. Special issue: The bulimic college student: Evaluation, treatment and prevention. Journal of College Student Psychotherapy, 3(2-4), 57-73. Stice, E. â€Å"Risk Factor for Eating Pathology:

Productive and Counterproductive Behavior Paper

Productive and Counterproductive Behaviors Paper * * University of Phoenix * Instructor Julie Wilson * November 14, 2010 * * * * * * * * * * * * Productive and Counterproductive Behaviors Paper * Organizations strive to achieve one main goal and that is to be productive. No business wants to go under or stay in the same position year after year not growing. One does not have to really know the definition of productive and counterproductive because the word its self say plenty. To me, productive behavior says achieve goals and completing tasks. Counterproductive says just the opposite.This paper will analyze the relationship between productive and counterproductive behavior in organizations. The paper will define productive and counterproductive behavior; describe the impact that productive and counterproductive behaviors have on the job performance and the overall performance of an organization. I will also recommend strategies to increase productive behavior and decrease counterprod uctive behavior in organizations. * Productive behavior is defined as employee behavior that contributes positively to the goals and objectives of the organization (Jex & Britt, 2008).Productive behavior is the type of behavior just about every organization wants to have in their employees. Productive behavior types are those who want to achieve tasks and work great with the other employees to achieve those tasks. Counterproductive behavior can be defined as a type of behavior that goes against the organization in achieving goals. Example of counterproductive behavior is late for work, procrastination on assignments, and not returning on time for breaks so that some one else can take theirs. Productive behavior and counterproductive behavior relate to each other because they involve people. Productive behavior is most likely to have a positive impact on an organization. Productive behavior type employees tend to complete more tasks in shorter time or meet the deadline proposed b y management. Productive behavior affects the organization in accomplishing goals. The organization performance for productive employees will show in maybe revenue. In an organization, counterproductive behavior has a negative impact. The job performance from an employee who has counterproductive behavior shows up poorly in evaluation, tasks, and in revenue.The impact counterproductive behavior has on the organization can affect the organization. A company loses money to pay employee who does no work on the clock. A counterproductive employee can turn productive employees into counterproductive employee because of their lack of motivation some might be influenced easily. * There are many strategies management to increase productive behavior and decrease counterproductive behavior. To increase productive behavior management can reward those employees for their job performance. This will help keep up the motivation for productive employees.By offering incentives, employees will be qui cker to complete tasks in an overall productive and effective manner. To decrease counterproductive behavior, management needs to look at the employees they can help and those who are not up for change. The best solution is just to terminate the employee who is not up for change, so that this behavior does not become contagious. A proficient way to minimize the amount of counterproductive behavior is to make sure that employees understand that there are penalties for nonproductive behavior in an organization.By allowing employees to comprehend the negative effects of counterproductive behavior, an organization is making the fact that a counterproductive behavior is unacceptable aware to the entire employee staff. This should make employees who normally exemplify counterproductive behavior more aware of the negative effect they are having on the organization and that there are consequences for their negativity. * In conclusion, most organizations have two types of behaviors. The type s of behaviors are productive and counterproductive behavior.The two types of behaviors are noticeable in the workplace. The one working, come into work on time, first to arrive last to leave, and excited about work is the employee exemplifying productive behavior. In order for an organization to be successful, management has to choose which behavior to uphold in the work place.References Jex, S. M. , & Britt, T. W. (2008) Organizational Psychology. A Scientist-Practitioner Approach (2nd ed. ). : John Wiley & Sons. * * . * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * *

Lenten Candles †The Color and the Significance Essay

Lent candles have their own significance in the observance of Lent. The burning candles stands for the arrival of Christ as the illumination of the world. The shades of the candles can differ. Conventionally, three purple candles and one rose-colored or pink candle are used. The purple indicates that Lent is a period of regret as well as hope. Many churches use blue candles instead of purple ones to highlight the positive hope of the period. A candle is lit on the first Sunday of Lent with an additional one lit on every following Sunday. The blissfully colored pink candle is set aside for the third Sunday of Lent, Gaudete Sunday. Gaudete, which actually refers to â€Å"rejoice† in Latin, is the initial word of the Introit for that Sunday: Several Christians append an exact explanation to the four candles. The first candle, or the Prophet Candle, stands for the optimism and expectation of Christ’s incarnication as forecasted at so many places in the Old Testament. The second candle recalls how Christ was born in modest style, in the trivial village of Bethlehem. Therefore this candle is often referred to as the Bethlehem Candle. The third candle is identified as the Shepherds’ Candle. It brings to mind the joy of the shepherds when they left after having seen the Christ-child in the stable. The fourth candle is the Angels’ Candle. It take us back to the blissful crowd that declared the good news of our Savior’s birth.

An essay of the novel Stalin's Barber Example | Topics and Well Written Essays - 500 words

An of the novel Stalin's Barber - Essay Example Although Stalin was a man in possession of enormous political power, deep inside he was very insecure. Some consider him to be suffering from paranoia and delusion. Having made many enemies during his rapid ascent to the highest office, Stalin was ever fearful of retaliation from his enemies. He constantly feared the threat of assassination and did his best to minimize the chances. Toward this end, Stalin deployed body doubles of his during public events. In case an assassination attempt is made, he would thus survive. The plaster of Paris busts in the basement must have been models or dummies serving as his decoy. By all accounts, Stalin’s reign as the premier of the USSR was a terrifying one for the population. He is surely one of the most feared dictators of the 20th century, second only to Adolf Hitler (who was, ironically, defeated by Stalin). The summary executions, curtailment of several fundamental human rights (including freedom of speech) and intolerance toward dissenters were abominable features of the Stalin years. Stalin was thus a monster in terms of his practice. But when it came to rhetoric he was a seasoned politician. He paid lip service to the superiority of State over the individual, imploring his fellow countrymen to put the interests of their country above their own interests. This is a ploy to mellow down the citizeny and condition them to not raise any critical questions. When the sustenance of the State is put above concerns for individual human rights, social unrest is nipped in the bud. It is thus an effective strategy to control the population by invoking all egiance to a vague notion of patriotism. In the politically surcharged years of the Russian revolution, it was understandable why several conspiracies were hatched. There was mistrust, opportunism and exploitation even among stakeholders of the revolution, let alone the

Is Outsourcing a Good Idea Research Paper Example | Topics and Well Written Essays - 500 words

Is Outsourcing a Good Idea - Research Paper Example Recent developments in the global economy like the Internet have played a major role in promoting the practice of outsourcing. In the contemporary age, business entrepreneurs do not even need to always call the service providers in person abroad as the services can be provided over the Internet, thus further reducing the cost of operation and increasing the profitability of the business. â€Å"Because IT services, in the United States, from equipment to IT personnel and specialists, are expensive, there is a significant degree of financial incentive to a company when outsourcing for this reason alone† (Cadena, 2007). Outsourcing is potentially dangerous for the stability of economy and the socioeconomic system of a country. When a company outsources, it essentially plays its role in reducing the number of employment opportunities available to the local workers. As a result of this, the rate of unemployment in the country increases and people become more frustrated and dissatisfied. Outsourcing is a selfish move as the entrepreneurs make profits at the cost of the happiness of the whole society. Outsourcing poses complications when the organization feels the need of change and be more innovative. When a company produces a product with tight competition, outsourcing may reduce the company’s tendency to maintain this competition because the customers want to see and witness the provider of the product. It is crucial to retain the services domestically to land new accounts. Outsourcing is disadvantageous for the local workers but advantageous for the foreign workers, particularly when they are from the underdeveloped or developing countries. Although many people do not like the US for the role it has played in the international politics, yet they are still optimistic about working in or for America (Dutton, 2007). When the situation is considered as a whole on a global scale, outsourcing may appear to be in positive light, though

Age discrimination in workplace Essay Example | Topics and Well Written Essays - 2250 words

Age discrimination in workplace - Essay Example According to Gregory (2001), â€Å"Employers commonly make decisions affecting older workers that assume these workers are no longer capable of performing adequately† (Gregory, 2001, p.4) Age discrimination is one of the major problems in the organizational world nowadays. At the same time, avoidance of experienced workforce is suicidal for an organization. It is better to keep a balanced workforce in organizations which includes both younger and experienced employees. However, many organizations have the habit of avoiding the interests and needs of older employees while they give more importance to the needs and demands of the younger ones. In short, age based discrimination is not a myth but a reality in organizations. According to Torrington et al. (2011), â€Å"Human resource management (HRM) is the basis of all management activity†(Torrington et al., 2011, p.4). Human resource management or HRM is responsible for age discriminations in organizations. Recruitment, r etention, training and development, allocation of jobs, deciding promotions, dispersing remuneration and incentives etc are some of the major human resource functions. Putting the right person at the right place at the right time is a major HRM function. HRM adopts several strategies to identify the right person for a particular job. Age is often a criterion while HRM decides about the recruitment of a candidate to a particular position. The topic age discrimination at workplace attracted me a lot because of the ethical dimensions involved in it. It is unethical to avoid, neglect or discriminate a person because of his age even if he had served admirably in the past for the organization. My father is a victim of age discrimination in current organizations. Even though my father worked hard and brought so many advantages to his organization, a fresh candidate with less qualification was appointed as a manager on top of him. Because of this humiliation, he was forced to resign from hi s organization even though he had a lengthy service with that organization. He discussed some of his bitter experiences with that organization. He has point out that his organization treated him differently while he was young and old. In short, his bitter experience motivated me to research this topic or the age discrimination at workplace more deeply to get more insights about the topic. This paper analyses the various aspects of age discrimination at workplace. HRM & Age Discrimination at Workplace Recent research has highlighted a so-called "prime building block" of HRM – the principle of "AMO". There must be sufficient employees with the necessary ABILITY (skills, knowledge and experience) to do the job; there must be adequate MOTIVATION for them to apply their abilities; and there must be the OPPORTUNITY for them to engage in "discretionary behavior" – to make choices about how their job is done (Buchan, 2004, p.3). From the above findings, it is evident that expe rience plays a vital role in the success of organizations. No organization can develop properly with the help of fresh employees alone. Same way, it is difficult for the organizations to remain competitive if it keeps only experienced employees. A mixed bag of fresh and experienced employees may serve better for an organization. Careful blending of youth and experienced employees may help an organization to develop new ideas and introduce it successfully in the market. Younger generation is capable of bringing new ideas. But these new ideas require the fine tuning from the experienced employees before an organization introduce it succ

Evaluating Popular vs. Scholarly Presentations of Global Climate Essay

Evaluating Popular vs. Scholarly Presentations of Global Climate Change - Essay Example 1 (a) The clearest part of the polpular article is Arctic ice will melt by 2100 due to global warming. In the podcast the description of weather and natural beauty and taste of water is clearly understood. The introduction, conclusion and the graphs of the scholarly article are the clearest parts. Climate change will cause the arctic ice to melt and it will further cause climate change is the clearest idea I got from scholarly podcast. 1 (b) Least clear part of popular article is how declines in Arctic sea-ice cover during the winter months would reduce winter precipitation. From podcast it is least clear what 40 scientists are going to do Least clear part of scholarly article is the relationship of plant growth with UV-B. Least clear part in scholarly podcast is the how general circulation model works and how accurate are the predictions 2. The author of the popular article warns us about the danger of global warming. The director of the popular podcast also trying to communicate the adverse impacts of climate change, but it gives more description of nature. The writers of the scholarly articles describe how different parameters are going to impact plant growth and how the ecosystem or different plant species will adapt to the change.

Introduction to Microeconomics Essay Example | Topics and Well Written Essays - 500 words - 2

Introduction to Microeconomics - Essay Example Figure 1 shows the pattern of farm gate prices: In 2004-2005, UK still remained as the lowest farm gate priced dairy producer for the 7th consecutive year. Comparing prices, the UK has a 37% gap as compared to Italy who receive a milk price of 35.8 euros/100kg compared to UK at 25.9. The reasons that were deemed to have caused this low farm gate price are the industries poor selling systems, bad forward contracts, excess profits up the dairy food chain, too much spring milk and currency effect or the  £ / Euro relationship. However, even with the loss of farmers, the UK milk and dairy industry has grown gradually but steadily since 1998 and the total value of the market increased by 2.9% to  £7.23bn in 2002 (DEFRA, 2006b).Why then in spite of the loss of producers, is the industry thriving? A September 2005 report by the Milk Development Council revealed that there was a discrepancy between the profits received by sectors of the supply chain. That is, some of them are earning excessive profits at the expense of the others. The report showed that supermarket, retail and processor gross margins on dairy products have increased over the past 10 years. Farm gate prices were also higher on average during 2004 as compared to 2003 but this increase was minimal as can be seen by the figure below: The problem now becomes apparent. The farm gate prices being low, it is expected that local and international sales of the product would be high. This is because low production costs usually mean low sales price. However, because of the high margin imposed on the product by businessmen, the products total production costs becomes much larger leading to higher sales price. This translates to lower sales volume because there is an inverse relationship between price and demand. This unfair share of profits and the low farm gate are what caused Scottish dairy farmers to conduct a blockade over the countrys major milk

Walt Disney Company Context Analysis Essay Example | Topics and Well Written Essays - 2000 words

Walt Disney Company Context Analysis - Essay Example His success was not instant; many film distributors laughed at his ideas. He met with constant criticisms and was judged as being an average cartoonist. The actual design of Mickey Mouse was attributed to Iwerks. However, Disney did get credit for his ability to visualize characters and stories. Disney’s earlier films were funded with his own money. Mickey Mouse brought in enough money to allow him to develop other projects. (Walt Disney Company, 2003). His first full-length film, Snow White and the Seven Dwarfs, opened in 1937 and was a hit. This move produced a line of successful movies. When the 1950s rolled around Americans began to spend more time at home, therefore, he advanced into television. He was seen as an icon after World War II as his innovation brought mouse ears into the homes and lives of children all over the world. He is well known as a visionary of sound animation but also an innovator of the American business model as well. (Kao, 2010). Historical and Geog raphical Elements: Disney has been a very influential force in the entertainment industry, especially for children and families. Walt Disney was born of humble beginnings in 1901 in Chicago. His upbringing has said to of been a great influence on his later middle-class family status. His father, Elias, moved the family throughout the Midwest looking for work. In those days hard work to support a household of five children was prized. However, there was little money left for entertainment. The children were forced to go to work at an early age, and Walt began work at age nine as a newspaper delivery boy. He and his brothers and sisters were given social and religious values from an early age. (The Walt Disney Company, 2003. P.2). He found that he was very talented in art at age 14 so he enrolled at the Kansas City Art Institute. From ages 14 to 16 he signed up to serve as an ambulance driver during World War I. Shortly after the war had ended he found employment as a commercial artis t, and was able to form an animated cartoon company in Kansas City. From there he teamed up with his brother Roy who lived in Hollywood. (The Walt Disney Company, 2003, p.3). Word reached the West Coast shortly after Disney arrived from a company wanting to gain the rights to Disney live action cartoon reels. He took advantage of the business opportunity and joined with M. J. Winkler who offered $1.500 per reel. (The Walt Disney Company, 2003, p.3). From there his career took off. â€Å"Disney studios took full advantage of the small screen revolution of television.† (The Walt Disney Company, 2003, p.3). In 1955 Disneyland opened in Anaheim, California and The Mickey Mouse Club debuted on ABC television. Every kid in American had Mickey Mouse ears. This brought on such movies as The Shaggy Dog and Mary Poppins in 1964, which was a box office hit. The Wonderful World of Disney started in 1955 as well and ran for 20 years. He always demanded professionalism of his employees as well as the highest quality technology available. Walt Disney died in 1966 of cancer, however, his brother vowed to make sure his employees carried on the standards of his work. (The Walt Disney Company, 2003, p.4). Geographically the Walt Disney Parks and Resorts began in California, however, the second one, Walt Disney World Resort founded in Orlando, Florida became the model for the others. The Tokyo Disney Resort was the first to open in another country in 1983 and further expanded in

Unionized Workers In America Essay Example | Topics and Well Written Essays - 500 words

Unionized Workers In America - Essay Example In response to the strikes, RCA moved its operations from Camden to Bloomington (Romero 175). The same argument can be used to argue for the reason behind the dramatic changes in the number of unionized workers over the period from 1930 to 2003. During the early period of the 1930s and 1940s, most of the American companies set up their manufacturing hubs in different parts America. Initially, the corporations paid less salary to the members and extracted greater output from them. However, with the formation of unions, the workers started demanding more wages and this resulted in the fact that the manufacturing bases were often shifted from one place to another. However, with the rise of pressure from the worker's unions the management started getting cornered and were forced to comply with the demands of the workforce. However, with the start of globalization, the companies realized that they could get the same level of output as they were presently getting if they shifted the manufa cturing bases to countries like India and China. As the companies started to shift their manufacturing bases to third world countries the number of workers in America got reduced and this resulted in the fall of unionized workers in the USA. ConclusionThe above essay tries to provide an explanation behind the rise and fall of the number of unionized workers in America over the period from 1930 to 2002. The probable explanation is the shift of the manufacturing bases to third world countries.

Is Lyon's portrait of Aristotle accurate Does it match what Classics Research Paper

Is Lyon's portrait of Aristotle accurate Does it match what Classics scholars know about Aristotle - Research Paper Example Lyon’s Aristotle and Alexander are highly credible portrayals of a great thinker confined by the exacting discipline learned under Plato, and of the strong-willed and heedless young son of Phillip of Macedon. Lyon writes a telling exchange between the two that encapsulates the complex dynamic at work in one of history’s most engrossing relationships. Lyon addresses the fundamental difference between them. â€Å"You conflate pleasure and happiness, real enduring happiness,† Aristotle remonstrates. â€Å"A few thrills, a few sensations. Your first woman, your first elephant, your first spicy meal, your first hangover, your first ascent of a mountain no man’s ever climbed, and your first view from the top to the other side. You want to string together a life of thrills.† Name 2 With characteristic self-assuredness, Alexander responds, â€Å"Teach me better then. Come with my army. Come with me. You’ve been a father to me. Don’t orphan me twice† (Lyon, 278). It’s an affecting scene one might expect to take place between an older, wiser father and an impetuous son. It is unlikely that the headstrong Alexander would have yielded to his tutor, despite the great scholar’s renown, anywhere but in the classroom. ... History affords few such comparative character studies, few that exhibit such a fascinating contrast of personalities involved both emotionally and in conflict. â€Å"Here is a rare intellectual collision: the wintry hearted philosopher and the future military commander, whose own incipient depression is caused not by a lack of passion, but a surfeit† (MacDonald, 2009). Both men are dynamic in their own ways, but Alexander ultimately outstrips his brilliant but repressed tutor. â€Å"It is Alexander who ultimately wins the book-long joust with his tutor, since he is a man who not only feels but also acts† (MacDonald, 2009). Aristotle and Alexander appear to have comprised something of an â€Å"odd couple:† Alexander the â€Å"A-type† personality, non-reflective and dynamic; while Aristotle, who had seen military service, by comparison a bookish, non-physical, even effeminate type, according to Name 3 ancient accounts. The biographer Diogenes Laertius, draw ing on secondary and tertiary accounts, wrote that â€Å"He had a lisping voice, as is asserted by Timotheus the Athenian†¦He had also very thin legs, they say, and small eyes; but he used to indulge in very conspicuous dress, and rings, and used to dress his hair carefully† (Shields, 419-20). Lyon tells us that Alexander’s view of Aristotle’s golden mean was, at best, derisive, telling Aristotle that his â€Å"middle way† philosophy prizes mediocrity (Lyon, 193). In spite of such criticism, Lyon’s treatment of the complex relationship between Aristotle and Alexander serves as a kind of cautionary tale. Alexander fails to learn important lessons that are really about character and

Domestic Violence Essay Essay Example for Free

Domestic Violence Essay Essay Domestic violence is defined as acts of physical and/or psychological violence committed by one partner or on to another. Though committed by both sexes, men commit the majority of domestic violence acts. While efforts have been made to prevent men from engaging in domestic violence, these efforts have yet to make a major effect on the rates of violence against women. This is because these efforts often involve reversing long-held cultural and societal beliefs. Given this situation, violence against women will likely continue despite best efforts to decrease women’s vulnerability to such acts unless male risk factors and protective factors are addressed. While general risk factors exist, such as age and familiarity with the person, the majority of perpetrators have adopted behaviors, either learned behaviors or societal beliefs that increase their likelihood of committing domestic violence. Previous acts of violence against women is often the biggest predictor of whether or not a man will commit an act of violence. For example, men who commit rape are likely to have done so multiple times. That’s why individuals with a history of physical violence are more likely to commit future acts. Men who hold traditional gender role beliefs, (men as breadwinners; women should stay at home) and adapt to masculine norms (men need to be self-reliant; have power over women) are more likely to commit violence against women. Men who commit acts of domestic violence are likely to have experienced acts of violence against themselves, so they redirect their abuse to another. A large portion of these men also experienced abuse as a child, so they grow up thinking this behavior is acceptable. On the other hand, there are protective factors that can reduce the chance of men committing domestic violence. There are not many ways of decreasing the chance of domestic violence, but there are some. Some of the most common would be: changing social norms that turn away from or support violence against women (either through community intervention or public education), and/or by creating more stability in low-income communities, since there is a connection between violence and social problems (poverty, substance abuse, etc. )

Strategies HMR teams can adopt effective cross cultural training

Strategies HMR teams can adopt effective cross cultural training A Critical Evaluation of the strategies human resource management teams can adopt for effective cross-cultural training? A case study on Infosys Technologies. Literature Review Human resource management is the most valuable asset of an organization (Kleynhans 2006). Employees are vital for the effective functioning of an organization. Due to this factor the human resource management which was given a second class status before is now the most important function of an organization (Griffin 2007). Before two to three decades HRM was mainly meant to conduct company picnics, retirement parties, scheduling vacations etc. This has changed to a very large extend and today this is the critical function that could contribute in enhancing employee productivity (Decenzo 2009). Human resource management has undergone an intense makeover moving from defensive to proactive approach (Deb, 2006). Globalization is triggering this change and organizations have to come up with strategies to manage this. New systems of management are being designed by Human Resource Management in order to ensure effective utilization of human talent. HRM must be seen under a global perspective and placed in a wider business context in order to meet the upcoming needs (Price 2007). Out of the four main functions of HRM, i.e., recruiting, selecting, training and managing the human capital of a company, management is the most important and challenging function for the department. However managing the employees in an organization is not simply governing the payroll processes, providing training as well as preventing legal cases. A totally different outlook for the human resource management is necessary to keep up the status as a major factor for organizational success. Productive and i nnovative people who are able to work in flexible environment are therefore vital for an organization (Mathis Jackson, 2008). For a management to function efficiently in a company, they are not only meant to perform the economic and technical operations but also should be able to deal with the different cultural environments the company is functioning. Thus the management of the company should be able to cope up with multicultural conditions. Culture is the most decisive factor in the successful conduct of international business and international HRM (Briscoe Schuler 2004). Every country is different to another in many perspectives. It could be history, values, beliefs, language or even laws that provide a unique identity to a country. But all this can be called under a single name- culture. According to Magala (2005), Culture can be viewed as practical, useful software which helps generate blueprints for individual and collective action and which patterns our interactions. As business environment is expanding so are the companies. Many organizations have extended their business operations to more than one country. Globalization has demanded the employees to work on international assignments (Early Gibson 2002). The human resource management faces some fundamental challenges in the international business context (Denisi Griffin, 2005). They can be both general and specific. A large amount of research has been conducted by eminent scientists in the field of cross cultural training (Primecz, Romani, Sackmann, 2009). There are various web based forums that aids in the interaction between various researchers and other groups. These groups of people are mainly involved in the purpose of spreading the different views on carrying out businesses in other countries or other parts of the world and help them operate well international markets. After the colonial era there was heavy opposition from different areas regarding consideration of Western norm as normality. (Kwek, 2003; Fougà ¨re Moulettes,2006), and also the imbalance in power among the west and the other countries due to management discourses (Westwood,2006; Jack et al., 2008; Westwood Jack, 2009). CROSS-CULTURAL ISSUES FACED BY MULTINATIONALS The HRM policies and practices of multi-nationals will be having a major impact on their employee morale and future career prospects. This is mainly because a large portion of their employees come from outside the home country. Due to this reason, the employees from the host country and the expatriates have varied job expectations (Tayeb 2005). Thus it is the duty of the management to devise the policies in such a way that both the parties are satisfied (Dowling et.al 2008). Hence its not exaggerating to say that the global success of almost every company depends upon the policies and procedures implemented by its HR department (Vance Paik 2006). Expatriate management is a major issue of most multi-nationals. Hence this topic gains considerable importance in International Human Resource Management (Sparrow et.al 2004). Expatriates are the most expensive employees of an organization and its very difficult to measure their performance. Due to this fact, there is direct impact of these issues on the view point of organization on expatriates and also can be considered as a challenge for international mobility. Thus expatriate management has its own pros and cons (Shenkar Luo 2008). The primary task ahead of most expatriate researches is to find a fit between environmental demands and the characteristics of expatriate employees during an overseas assignment (Sparrow 2007). Due to increased decentralization and downsizing over past few years, most MNCs have lost their proficiency over expatriate management. This may be also due to increasing number of expatriates (Scullion Starkey 2000). This situation demands new approaches that would: Connect expatriate management with the much wider international human resource strategy. View at the strategic position of mobility at the MNCs and the consequences for employees of this mobility. Corporate governance is highly affected by the challenges of cultural disparities (Shonhiwa 2008). Cross-cultural challenges are the most important issue organizations have to tackle while expanding their business across borders. Multi-national companies of this age are into cut-throat competition with their rivals on the competencies and talents of their human capital. The employees of these organizations thus have to work across their national borders on many cross-national job assignments. Such international assignments can be quite challenging for these individuals as they are outside their comfort zones. They may also be having language issues or would be finding it difficult to adapt to culture of host country (Stahl Bjorkman 2006). The two specific HR functions that promote cross-cultural effectiveness among expatriates are selection and training and development. Cross cultural management emerged after the second world-war when the multinational companies started to be interested in effective management of their workforce in other countries (Behrens 2009). Mead in 2005 defined Cross-cultural management as Development and application of knowledge about cultures in the practice of international management, when the people involved have different cultural identities. These may or may not belong to the same business unit. Therefore it explains the organizational behavior across and within nations and cultures (Adler Gundersen 2008). For working as an expatriate, an individual must possess some skills that would influence his work performance over there. A skill is defined as The ability to demonstrate a sequence of behavior that is functionally related to attaining a performance goal (Torrington, 1994). The cross-cultural management skills would equip an individual to cope up with cultural challenges that could be faced when working on an intern ational assignment. There are a number of cultural dimensions that affects a companys international operations (Armstrong 2006). The most popular model were proposed by Hofstede and Trompenaar (Luger 2009). Hofstedes dimensions include: Equality versus inequality Certainty versus uncertainty Controllability versus uncontrollability Individualism versus collectivism Materialistic versus personalization The following are Trompenaars dimensions (Binder 2007): Universalism versus Particluarism Individualism versus Communitarianism Achievement versus Ascription Neutral versus Affective Specific versus Diffuse The cultural differences are also reflected in each and every function of HR (Harris et.al 2003). The following instance is a good example for it: A performance management system based on openness between manager and subordinate each explaining plainly how they feel the other has done well or badly in a job, may work in some European countries, but is unlikely to fit with the greater hierarchical assumptions and loss of face fears of some Pacific countries. The above example shows how the performance management function is being affected by the cultural differences. The various theorists (Hall,1989 Hofstede, 1986) of culture feel that there exist ethnocentricity among people of all cultures in different degrees. Thus people have a meaning and understanding of their own culture as well as a judgment about other cultures. And majority of people consider their culture and beliefs superior to others (Daft Marcic 2008). Cross cultural training in cases help people to think in the right way about the different cultures. The culturally heterogeneous group performs almost the similar way to culturally homogenous group. But in case of a heterogeneous group there will certain communication issues and barriers that need to be solved in order to bring in more cooperation. Studies have revealed certain ways by which the heterogeneous teams can be made more efficient, they include coordinating mechanisms that bring people together, certain period of scheduling, making a rule that participation in team is compulsory and also developing an identity for the team (Gelfand, Erez and Aycan 2007). There are various situations where in the employees when relocated can result loss of valuable employees (Collins and Kirsch 1999). For the purpose of relocating employees the company should make sure that they are given enough cross cultural training. The training given may not only include cross cultural but also the training regarding change in technology. An ineffective training could result in employee turnover (Cassidy, Kreitner Kreitner 2009). Most of the time there is rate of attrition when there is transfer of employees to a different region. This kind of an employee turnover ratio will be harmful for the company as a whole (Allen and Alvarez 1998). In financial terms this kind of loss of employees is also very disturbing and heavy loss for the company (Mendenhall 1991). In order to retain employees in proper way there needs to be a god HR strategy which will help reduce attrition (Agarwal and Ferratt 2001). Thus to attain cross-cultural effectiveness more focus must be giv en to job training, employees must be properly educated as well as the organization must give emphasis to development (Moran et.al 2007). Problems The existence of power relations in management is reduced to certain extend by way of cross-cultural management. In case of a cross -cultural management, cross culture training is provided based on the employees cultural background. The training program and materials used in it must be devised according to the socio-cultural knowledge and background of employees (Chrisler McCreary 2009). In many companies there is a common situation where the employee gender is overshadowed and things are taken for granted. There is situation in companies where the women employees are not considered. An example that can be sighted in this respect is: when a women employee is sent to an Arab country the cultural environment that they face. Women are also alleged of not having any international career options and aspiration thus there is always a gender based challenge that exists in companies (Caligiuri Cascio, 1998). The organizations need to think comprehensively before going to explore international opportunities (Mcfarlin Sweeney, 2008). Management should perform an analytical study on these opportunities weighing the internal strengths and weaknesses. The human factor should also be considered during this. Ignoring the people-related complexities and complications could cause irreparable issues in the future. WAYS OF MANAGING CULTURAL DIFFERENCES AT COMPANIES OPERATING IN MULTICULTURAL ENVIRONMENT Management has an important and inevitable function of solving various issues and problems related to cultures and also the individual company. One of the partner companies will take up the responsibility providing the right kind of skills and cultural training; they also influence the present organizational culture. While a company tries to bring a difference and make the environment favorable the companies can try to bring all their activities together (Novà ½ et al., 1996). Cultural dominance Taking the case of cultural dominance, the prime objective is to build a single common culture within the business functions that could be daughter companies or divisions. The term global organization culture becomes important at this juncture where stress is given to enforcement of universal values, norms etc. within the organization. Sister concerns are considered as an inevitable part of the mother companys culture. This is especially true when the organization has to integrate the activities of itself and the daughter company and gain advantages out of it. This approach would be easier if the daughter company is recently built. Otherwise this could be problematic. Plurality of cultures Polycentric culture means having a number of cultures. Plurality of cultures would result in cultural compromise. The basis for this is building a separate culture for every daughter concern. This can result from the traditions of local surroundings and must give due respect to universal goals and approaches to the minimum. The main reason behind adopting a polycentric culture is because the organization has to operate in more than one locations. Synergic model This is also referred to as geocentric culture. It means involving the particular features of individual cultures to create a common culture that represents the integration of all regional centers of an international firm. A company is incorporated from inside even when there is a difference in national culture. Hence it is very critical to select employees who could meet the demands of a work outside their comfort zone in a totally different environment. Such employees will be having the intercultural competence and would prove more productive in a foreign land. In case the employees have little interest in the merge of cultures of companies that are cooperating and followed a simple execution of values, behavior, misinterpretation, conflict and even decline in business. Even if the cooperating companies come together with the aim of gaining strategic advantage, there would be misunderstandings. The major reasons behind this are culture shock, resistance to change etc. (Larsson, Ris berg, 1998, Gancel, Rodgers, Raynaud,2002, Novà ½ et al., 2001). In case the differences in culture are not handled properly, then it would result in misunderstandings, disillusion, conflicts, reduction in employee morale and productivity etc. Hence the customer is given less regard in such a situation and this naturally will have an impact on business efficiency. Culture in which an individual is born and brought has a major impact on his values, beliefs, norms and behavioral patterns. National culture is common for every citizen and hence the organizational culture should be forming a judicious blend between the individuals personal and national culture. Then only would there be emotional wellness amongst the employees. Even then the organization must maintain a unique identity and culture for itself based upon its history and tradition. It is the duty of the employees to identify this culture and make efforts to protect. The results of mergers and acquisitions can be devastating if the cultural differences are not given due regard. Gancel, Rodgers and Raynaud (2002) described the following categories of causes on the basis of their experience in advisory practice: 1. Insufficient awareness of existence of differences this involve managers who are ignorant of the existence of the dimensions in culture with regard to management. 2. Insufficient understanding here the managers will be having some knowledge about the culture but their lack in depth awareness of its impact and ways to tackle it. 3. Insufficient willingness in this case, the manager knows about culture and its impact but purposefully decided not to take any action on it. This may be due to the below given reasons: Management of the cultural dimensions is not of high priority for them in that situation. They may be aware of cultural impact but feel its not that urgent to handle it. due to this reason, they concentrate in dealing the economic and technical issues and also get less time in handling cultural differences. they have the fear of unknown. This means they feel that handling the financial issues is more safe and easy since they only have to deal with n numbers. And this is a lot better than dealing with people and their emotions which may result in anxiety, discomfort and uncertainty. they consider cultural integration as less attractive when compared to solving financial problems. The main reason behind this is that its difficult to measure cultural integration and hence they cannot show others how much they have succeeded. While solving the financial or technical issues helps them to display their talents in front of superiors and colleagues and helps them to gain rewards. 4. Insufficient level of abilities and skills the manager might be aware of the importance of culture and may be even trying to do something about it. But they fail in this initiative due to lack of sufficient skills and knowledge. CROSS-CULTURAL TRAINING FOR EXPATRIATES Expatriation involves the transfer of parent country nationals, host country nationals and third country nationals- and often their families- for work purpose between two country locations, and for a period of time that requires change of address and some degree of semi-permanent adjustment to local conditions.(Hartl 2003). There are some specific reasons why companies send employees abroad (Golz 2007).The four main motives behind it are: Compensation Motive, Development and Career Motive, Control and Leading Motive, Know-how transfer. Krippl et.al (1993) has given a elaborate description about these motives. Employers have lot of problem dealing with their employees, when they are sent abroad for work. Cross cultural training is said to be helpful in case of managers and other employees who are sent abroad for work (Stahl Caliguiri, 2005). Most of the time employees return from the place they went because they must have encountered problems due to the cultural differences. Culture shock is an important issue that happens in most employees sent to another country for any assignment. Most of the time the employee will be home sick, they show poor performance in their work etc. Most companies provide language training course for the employees who are sent abroad. Many organizations also provide other forms of cross cultural training to help the person interact well with the people in other countries. Such interactions are important for any business thus its expatriates must be able to deal with other people of different cultures (Bhawuk Brisline, (2000), Lievens, Harris, Van Keer Bisquer et, (2003). Cross cultural training is given to people so that they come to know more about the different styles of communication and also the value systems in the particular country. The training usually deals with making the employee learn the culture and value in writing as well as by way of speaking and interaction. Cross culture misunderstandings are reduced by way of this training were the right kind of interaction is provided. The training session includes training with the help of video, orientation program and also other training sessions. Computer aided cross cultural training is also done which trains the employees by giving them the scenarios and challenges; it is also called cross cultural critical incidents. A cross cultural training involves emphasizing of the communication, cultural awareness, cultural skills etc. Littrell, Salas, Hess, Paley and Riedel (2006) studied the effectiveness of cross cultural training. Their results revealed that the cross cultural training is highly effective in making the employees outside work efficiently even in a different culture. According to Hofstede (2001), the cross-cultural skills that are needed for being effective as an expatriate are: The capability to converse with respect The ability to be tolerant The capability to recognize relativity of ones awareness and insight The capacity to exhibit empathy and compassion The ability to be flexible Forbearance for uncertainty Cross-cultural training was defined in 2000 by Zakaria as Any intervention aimed at increasing an individuals capability to cope with and work in foreign environment. Due to this reason, cross cultural training can involve any method like lectures, simulation etc. that could help an individual to get familiarized with a new surroundings. The training methods employed in such training are also defined as Formal methods to prepare people for more effective interpersonal relations and job success when they interact extensively with individuals from cultures other than their own (Brislin and Yoshida, 1994). Before starting the training, the organization must try to prepare the employee for working in multi-cultural environments. The preparation and selection of workforce for overseas assignments depends upon the level of collaboration between the cooperating companies which the workers represent. When there is a looser cooperation, like in business contracts, the preparation would be made at the individual level. But in closer cooperation, just as in merger and acquisitions, the company controls the foreign activities directly and the workforce selection and preparation is done at an intensive manner. Processes of overcoming cultural differences Each and every worker who works in a foreign environment regardless of the time period should be aware of certain basic set of rules that would help their job in the new environment easier. In order to overcome cultural differences its necessary to know ones own culture completely including its complexities. A major drawback in this is the fact that within an individuals culture there exist an approach to interpret other cultures and hence doesnt cause huge problems. Also in spite of globalization, the profundity of culture, behavior and standards affects perception and assessment of obtained knowledge. The beginning of handling intercultural standards is recognizing the strength of own culture and identifying the cultural background of partner. According to Schroll-Machl, Novy et al. (2001), there exists an uncomplicated process for thriving cooperation in a multicultural environment which consists of three steps: 1. Good knowledge of foreign culture- the first step involves conceding and accepting that there exist cultural differences. This involves disparities related to perceptions, values, norms etc. that are created due to different social situations. These differences need to be identified, described and understood in detail. Recognizing the partners culture is the first condition for mutual consideration and proper coordination. 2. Respect of a foreign culture- this mainly means to acknowledge and accept the cultural differences without any prejudice. One cannot claim his culture to be perfect and better than other cultures. Every culture is different to one another in its own way and is the best possible manner for an individual member to manage his life in a situation where he had lived from his birth. 3. Helpful steps in the relationship to a foreign culture- the final step in this process is to find a single solution, mutual consideration and simplifying the sophisticated and challenging way of conducting oneself in a strange environment. These three steps dont intend to throw away ones own cultural background but recommends them to utilize their knowledge about own culture to obtain knowledge about partners culture. Also its always easy to give up something that isnt important to us but it may be very much crucial for the other culture. The most important part is being aware of the partners culture in detail. Also one must have good understanding and respect for partners culture in order to have successful collaboration globally. The employees who are selected for overseas assignments must be introduced to this process and its simple steps so that they could avoid the possible issues regarding culture in their work environment. These suggestions could be helpful for members working in foreign as well local cultural conditions. The process of assimilation with a foreign culture is not taught to every expatriate. This process is needed only for those employees who need to work in a foreign land on a long-term basis. Weber and co. (1998) explained that this process is very much alike for most workers operating in multicultural environments and it can be expressed by four phases: 1. Observation phase 2. Collision phase. 3. Consolidation phase 4. Departure phase METHODS OF CROSS-CULTURAL TRAINING The methods of training must be individual specific i.e it must be according to the socio-cultural knowledge and requirements of employees. It may also vary according to the profession. For example, most researchers prefer dedicated training workshops and person-to-person training (Gobaldon 2005). The various cross-cultural method as explained by Bhawuk and Brislin (2000) are: Cultural assimilator: this technique incorporates a number of real life situations that needs cross-cultural interactions. These situations that could be regarded as critical incidents would help to solve many issues that could have possibly happened between the host and expatriate workers. This way both the parties would have a pre-determined idea about the consequences of a possible issue that could have come up during their work. Contrast American method: this method involves display of certain behaviors and mannerisms that are against the current context of culture. The method got its name from Stewart who used it for training Americans going abroad. Self reference criterion (SRC): there could be situations where an individual unconsciously refers about his culture while communicating with a person of another culture. Lee (1966), developed a method which consists of 4 procedures that would help to overcome this self-reference situation. The first step comprises of defining any issue in terms of expatriates culture followed by that of host culture. In the third stage, the preconception created by SRC is evaluated and withdrawn followed by finding out the solution to the now simplified problem. Area simulation: simulation means creating a replica of the natural surroundings and making the expatriate interact with the people from different cultures. This can be made possible with the help of actors who perform according to a pre-defined script. Cultural self awareness model: this model makes use of video tapes and role plays. This way the trainee is made aware of how his culture is different from other cultures and thus would be able to communicate better in real life situations. The trainee could also gain knowledge regarding the other cultures and would accept the differences. Caliguri et al in 2001 referred the study by Brislin et al. (1983) and outlined the most common cross-cultural training methods during early 90s: Fact-oriented training Attribution training, which is associated with culture assimilator so that trainees could adjust to the host culture in a better way. Cultural awareness training involves studying on trainees home culture and its impact of his behavior so that he could learn the nature of cultural differences. Cognitive-behavior modification that would help the trainees to obtain rewards and avoid punishments in the new cultural environment. Experiential training which involve active learning by the trainee about the host culture. Interaction learning that enables the trainees to be more comfortable with the host nationals and study in detail about life in that country. Language training tools helps to demonstrate an attitude that attempts to learn about the host culture which enables a person to be well-mannered in a different environment. It also permits understanding within the trainee. Littrell, Lisa N et al (2006) and Waxin et al. (2005) also described these methods. Littrell et al. also identified six approaches for conducting cross-cultural training programs. These approaches are as follows: Attribution Training: The objective of this training approach is to enable the expatriate to interpret the behavior of a host culture national from their own point of view. Culture Awareness Training: The usage of T-groups (cultural sensitivity training) is the major feature of this approach. T-groups are used to steer the investigation of expatriates culture. This requires exploring into the cultural biases and values and is on the basis of the fact that having a deep knowledge of expats culture would help in better understanding of intercultural interactions. Interaction Training: the trainee learns from an experienced expatriate who already is working in an overseas assignment. This on-the -job training is more beneficial since the expatriate could understand the mindset of the trainee better. Language Training: understanding the language is a very important factor while adjusting with a different cultural environment. It is always advantageous to be fluent in the local language but at least making some effort to speak even a few sentences would generate high opinion among the host nationals. Didactic Training- this method helps the expatriate to set up a lifestyle in the new environment by providing practical knowledge in living conditions, job and other requirements, as well as on the host culture and how much its different from the expat culture. Littrell et al. also says that it provides a framework for evaluating new situations that will be encountered [and]à ¢Ã¢â€š ¬Ã‚ ¦ enhances the cognitive skills that enable the expatriate to understand the host culture. This approach is performed using lectures, written works, cultural assimilators etc. Cultural assimilators would involve the usage of various incidents that require cross-cultural interactions. This way the trainee will be having less adjustment problems while working at the new environment. Experiential Training- This approach aims at improving the communication skills in an intercultural environment. The techniques used for this purpose are simulations, role plays etc that makes the trainee feel and go through the situations that can happen in the new environment. As the name suggests, it involves learning by doing. According to Wax

Acquisition Of An Aircraft Manufactory Management Essay

Acquisition Of An Aircraft Manufactory Management Essay In this section, Balogun Hope Hailey (1999) (cited at Johnson and Scholes, 2002) and leadership theory (Handy 1993) will be use to analysis the evaluation of the challenges faced by Rolls Royce acquisition of a competitor. 9 Leadership Analysis 10 Appendix D-Value Chain 19 Introduction Rolls-Royce was established by a small group of employees for engine in 1981; today the brand means more than engineering excellence (Roll Royce website). Simon Robertson was Chairman from 2004 to now (Rolls-Royce Annual Report 2009). By the mid 1980s, a headquarters was set up in London. The company has four different ancestral companies and products in Bristol, Coventry and  Derby. There are several allied group at Hucknall, Leavesden and in Scotland at East Kilbride and Hillington (Roll Royce website). Roll-Royce has four key markets includes civil aerospace, defense aerospace, marine, energy and nuclear more recently. Rolls Royces main rival is GE Engines. Rolls Royce was better position than its competitors as most of its engines are relatively new. Analysts predict that airlines are likely to ground older planes, leaving Rolls Royce with the lucrative spares and maintenance market. (Walker, 2010) Rolls-Royce revenue are increased  ¿Ã‚ ¡916 million from 2008 to 2009. The revenues are grown from three main market, including marine market increasing 17% arrived at  ¿Ã‚ ¡2589 million, defense aerospace add 19% arrived at  ¿Ã‚ ¡2010 million and the most raise at 36% in energy businesses had a strong performance in 2009, which from  ¿Ã‚ ¡755 million to  ¿Ã‚ ¡1028 million with revenues up by 36 per cent to over 1 billion. The revenue from civil aerospace business was decreased 21 million from 2008 to 2009. Because of the group maintains that a number of currency cash balances throughout of the whole year. The significant foreign exchange rates in 2009, and cash balances were reduced  ¿Ã‚ ¡141 million by retranslation at end of the year and hence total cash flow was dropped at  ¿Ã‚ ¡(183) million(Rolls-Royce Annual Report 2009). Analysis of the Current Business Environment Affecting the industry Macro-environment The PESTLE analysis (Appendix A) will forces on civil aerospace engine sector. Under the economic recession that is directly influence on the civil aerospace engine sales and redundant some staffs. But for the future view, the governments supported from RD. Aerospace industry trend is expected to receive large orders for civil aircraft mainly from the emerging Asian countries, such as China, India etc. Much of the regulations are followed by International Civil Aviation Organization. The aerospace industries put the money on new materials finding and using, in order to reduce the climate changes, and innovated to reduce the noise. In future trends, aerospace industry needs to tackle the problems of climate changes and engine noise. Joint venture is the normal way in order to developing industries; hence the revenant laws will be followed. Micro-environment Porters Five Forces analysis (Appendix B) described that the threat of entry in civil aerospace engine is lower, because the industry needs high technology machine and high skills of employees to using and it is quite expensive for entry the industry. Threat of substitution in aerospace engine industry also lower, because finding new materials or new technology to replace is difficult or quite expensive. Aerospace engine industry has several suppliers; they have the choice to find out the best suppliers, such as there has several material suppliers in existing market, the engine industry have higher power to choice the quality and negated with the price. It can be influence on the industry compatibility but not strongly. Hence, there is Low to Medium power of suppliers. The power of buyers is quite strong, which from medium to High power of buyers. It is influence on the industry, for example prices, technology training, and the repair and overhauls expertise of whole industry supply chain system and dedicated support of established worldwide customers. The industries have the large commercial buyers and have huge influences on industry revenues. It is medium to high for the competitive rivalry in aerospace engine industry; there has several existing competitors, such as Hampson Industries; Honeywell International; Safran; and GE etc. Although it is difficult to entry and substituted in this industry, some of these competitors have stronger engineering, manufacturing and marketing capabilities than Rolls-Royce (Datamonitor, 2009). Main opportunities and threats For Aerospace industry, the current threats are financial crisis and the barrier entry. The industry requires high technology and finds new material in order to reduce the noise and climate changes. We expect to grow the market share by exploring new geographic location in 2010 and by increasing the product portfolios (Metal central news 2009) It is difficult and more expensive for the innovation of new technology and finds new material for using within the aerospace industry. More recently, aerospace industry is increasing slowly in Europe countries. But there are still has the opportunity in Asian market, such as China and India etc (ICAO annual report, 2008). The industries are suggested the government to reduce the barrier entry into the market, due to increasing technology and find out the new materials (BBC News, 2009). Technology has the opportunity for industry developing in the future. Current technology was complained by several organizations, such as Greenpeace etc, it has published the second edition of the Energy Revolution scenario, which shows a global plan for a sustainable renewable economic future. It shows where the industries need to be to avoid a climate change disaster (Greenpeace, 2009). Under the pressure of those organizations that effects on the developing new technologies, due to reduce noise and climate changes. It still has the threats in entry barriers; lower barrier can help industry to find other materials or technology innovation, but not sure is the best way. Analysis of Rolls Royce Strategic Capabilities Roll Royce strategic capabilities analysis will be followed by Gerry et al (2009), which states the way of diagnosing organizational capabilities includes analyzing value chain to understanding the value to their customers; and resources to the relative performance of organizations. At the end of this section the summary of strengths and weaknesses will be given. 3.1 Value Chain Analysis (Appendix D) Primary activities The company is a leading supplier of civil, defense, marine, and energy. From the value chain primary activities shows that Rolls Royce has inventory control system, equipment maintenance, for finished engine products will to their inventory, and then distributed to their customers. Customer support, repair service, and training will be given for customers. Qualities service Corporate Care is engine maintenance cost programme available in the market for Rolls-Royce engines because it includes the experience and technical excellence of the engine manufacturer, the repair and overhaul expertise of Rolls-Royce, and the dedicated support of an established worldwide customer support organization. It can reduce the risks and costs maintains, reduce capital investment for fewer spare parts and tools, it is benefit from a world-wide network of support focused on the needs of corporate company operators. The network is always for 24/7. Strong orders The company has recorded increase in its order book. Such as civil aerospace engine total order book increased at a compound annual growth rate (CAGR) of 21%, from  ¿Ã‚ ¡35.9 billion in FY2007 to  ¿Ã‚ ¡45.9 billion in FY2008. Strong order indicates significant demand for the companys products in the market. Rolls-Royce, the engine manufacturer, has won a $2 billion ( £1.2 billion) contract, with United Airlines placing its first new aircraft order in 12 years (The times, 2009). It also assures a stable flow of revenues in the medium term period. Support activities Technology Development For support activities technology development are directly concerned with new technology to reduce noise and new material improvements to reduce climate changes and increase costs efficiency. There are some relevant programmes in some university in order to improve the new technology development and high technology employees training and recruitment. Because of high technology that skills training will be given for their staff. Both GE and Rolls Royce have invested more in research and development. General Electric has announced it will spend six billion dollars between now and 2015 on innovative healthcare technology (BBC News, 2009). Human Resource Management Rolls-Royce has registered comparatively strong revenue per employee. During FY2008, the company recorded revenues of  ¿Ã‚ ¡9,082 million with a total of 39,000 employees. The revenue per employee of the company stood at $432 (Rolls Royce Preliminary Result, 2009), which is higher than that of its close competitors GE. The revenue per employee of GE stood at $331 (GE Annual report, 2009) significantly lowers than that of Rolls-Royce. Relatively strong revenue per employee of the company, as compared to its competitors, indicates stronger productivity. Firm infrastructure The main competitor General Electric (GE) report shows that energy Infrastructure segment revenues decreased 4%, or $1.4 billion, in 2009 as higher prices ($1.3 billion) were more than offset by lower volume ($1.6 billion), the stronger U.S. dollar ($0.7 billion) and lower other income ($0.5 billion), primarily related to lower earnings from associated companies and marks on foreign currency contracts. GE Capital losses seem to have peaked although commercial real estate continues to be challenging said by BBC News (2010). Because of revenue mix and higher RD, Rolls Royce has lower profits (BBC News, 2009). There has challenging for Rolls Royce in RD department underlying economic downturn. Main Strengths and Weaknesses The main weakness for Rolls Royce was lack of inventory. Rolls-Royce has been receiving higher orders in the past few years. Strong order indicates significant demand for the companys products in the market. At the mean time, it puts higher pressure on the companys that controlled inventory. The companys inventory has increased at 19% at compound annual growth rate (CAGR)  ¿Ã‚ ¡1,845 million in FY2006 to  ¿Ã‚ ¡2,750 million in FY2009. The inventory turnover ratio declined from 4.5 to 3.6 from FY2006 to FY 2009. The lower ratio states poor sales and excessive inventory conditions. It describes the company are under the pricing risks from their competitors. It has quality service Engineering and Product Support for after sales, the aim of providing the customer with the right training, includes current service operations, maintenance practices and trouble-shooting procedures. The company has a widely geographic. Rolls-Royce primarily operates across regions, such as Americas, Asia, Australia, Europe, Middle East and Africa. The diversified and fairly spread revenue ensures that the company does not rely on any one market for a majority of its revenues, at the mean time, it reducing its business risk in the highly variable industry. Investments in research and development are major to take advantage of the expertise on their in-house know, and the constant searching to effects on the capabilities of business partners, also influence on research funds and leverage the applied of needs in each global markets. RD department and plays core competency role lead to the company. The company has high relative for employee productivity. It also assures a stable flow of revenues in the medium/long term period. Quality services provide Rolls Royce has distinctive capability to competitive with competitors. (SWOT analysis summary in appendix C) Evaluate of Rolls Royce possible future strategies There are two future strategies using in the future, one is acquisition of an aircraft manufactory and the other is acquisition of a competitor. Ansoffs matrix (Richardson and Evans, 2007), and Suitability, Feasibility and Acceptability (SFA) (Johnson and Scholes, 2002) analysis will underling in this section. 4.1 Acquisition of an aircraft manufactory Rolls Royce was one of the aircraft suppliers (BBC News, 2007). It describes a related diversification in vertical forward integration strategy with Rolls Royce. It is more suitable for Rolls Royce current position. The company core business is engine service; it will help extending core along the supply chain to improve information based and strengthen competitive position. Due to explore new competence that the company investment in new arena. Because of aircraft suppliers, the company has more necessary resources to supported, such as technology and finance. Aircraft industry more likely to engine industry, which has lower competitive rivalry in aircraft manufactory because of high cost and high technology, it also has high profits for Rolls Royce entry into this area. There is the different area, management styles are different, and it is more risks to facing for the company. Under economic recession in 2008 that aircraft industry market shares are decreased, hence, the writer thinks this acquisition is not as the right time and right cost. 4.2 Acquisition of a competitor Rolls Royce was the famous engine company; acquisition of their competitors strategy the major is market development and market penetration. This strategy is suitable for company current conditions. Through the economic downturn, the shares are decreasing and market declining, in order to maintain market shares, acquisition of competitors is the right time and right costs strategy, which can build on strengths through the innovation and continued investment. It is medium to lower risk by exploiting current strategies. The company tries to range widely market from the same country (market development) or go abroad (market penetration). It will help them to extending their current supply chain lines and improving their market shares without increasing competitive rivalry. Rolls Royce share price is starting to reflect the very long-term visibility of future profits. But the valuation hardly looks over-generous for one of the worlds great manufacturing businesses. Unlike Cadbury, Rolls Royce are lucky, the Government has a golden share in the company (Wighton, 2010). The secret is a long-term strategy that has at last come good Sir Rose, whos Rolls Royce years long-serving chief executive, he states the benefits of expanding after-sales service rather than relying solely on sales of new engines (OConnell, 2009). Although the company faces to change or adoption the culture problems at acquisition, there are more benefits and lower risks than acquisition of aircraft manufactory; the writer is recommendation of company acquisition for competitors. 4.3 Alternative strategy Rolls Royce could be use strategic alliance to compete with their rivalry. The alliance is significance to continue company parent firms of current and anticipated core businesses, markets, and technologies (Parkhe, 1993). They may share the resources of products, distribution channels, manufacturing or inventory capability, new product funding etc. through the alliance, the alliance aimed to get the benefits that will be better than individual efforts. 5. Evaluation of the Challenges Faced by Rolls Royce as it Implements Strategic Change In this section, Balogun Hope Hailey (1999) (cited at Johnson and Scholes, 2002) and leadership theory (Handy 1993) will be use to analysis the evaluation of the challenges faced by Rolls Royce acquisition of a competitor. Changing strategy Followed by Rolls Royce acquisition with their competitors, some of things need to evaluate and implement change. Rolls Royce acquisition with competitors is beneficial for the nature of change in an organization to be incremental. At this way, it will build for skills, routines and beliefs in the organization. Hence, the change is efficient and seems to a winner with their commitment (Johnson and Scholes, 2002). It not needs to fast to change it, because there has several existing rules or aspects of their original organization, and focus on earn the profits with organization. For engine industry, this not goes fast with new technology growth or finds new material to use. This will be aspect their experts has diversity of experiences, views and opinions with an organization, but supposing that organization has followed a strategy with Rolls Royce, and leading to a very homogeneous way of seeing the world. Rolls Royce needs to select the acquisition company system which are better or suitable for Rolls Royce, and improved it. The aim to company acquisition is that they want to produce their product in the world wide, and get more or new markets. At the mean time, supply chain database needs to improved, operational data technology needs to improve. The company also needs to improve their utilizing global support network applying by the industry development. Leadership Analysis Mr. Robertson is Independent Non-Executive Chairman of the Board of Rolls-Royce Group PLC in 2005. Robertson was appointed to the Board in 2004 (Rolls Royce website). His appointment comes at an important time for Rolls-Royce with the UK aero-engine maker having just been selected to provide Trent engines to the launch customer for the new Boeing 7E7 Dream liner. Based on his points, Rolls Royce has also won the lions share of orders to power the new Airbus A380 super-jumbo (Harrison and Michael 2004). It is show that he has very knowledgeable in this specific area; he can provide leadership in virtually in the situation. Robertson was a big Tory donor; the Conservatives would work with Rolls-Royce to develop strategies for a manufacturing revival, in a sign of his partys determination to find the corporate vote with business-friendly policies (Eaglesham, 2009). Rolls Royce has initiative new economic strategy based on the foundation stone of the government policies. This is defined by Robertson (2009) What does this mean? It is includes research and innovation; education and skills. This strategy is benefits for Rolls Royce future development; it is supported by government to improve transport, research and innovation, and education and skills (Eaglesham, 2009). It is illustrates the leader has the general style of leadership that is appropriate to the organisation and the context. 6. Conclusion Rolls Royce has a good company performance, although there has some risks facing in the company under the economic recession. Rolls Royce has also expanded its energy and marine businesses in recent years, it also expects a pickup in sales as new aircraft such as Airbuss A380 and Boeings 787 move into full production mode after years of hold-ups (Wilson, 2010). New product and worldwide range decision makes challenging and opportunity for the company. Strong leadership management leads to company to the right direction and make more profits. The author have strong recommend for investors to invest in Rolls Royce. Reference: Aerospace Technology (2008) A Dream Run Rolls-Royce Trent Engine, Available on: http://www.aerospace-technology.com/features/feature2019/ Arman, H., and Foden, J (2010) Combining methods in the technology intelligence process: application in an aerospace manufacturing firm, RD Management, Volume 40, Issue 2, Pages 181-194, Wiley [Online]. Available on: http://www.interscience.wiley.com Arman, H., and Foden, J (2010) Technology management at Rolls Royce: A framework for manufacturing technology innovation must be systematic, robust and transparent, Industrial Research Institute, Vol53 (2) Pp. 33(10), Ebsco [Online]. Available on: =http://www.ebscohost.com/ BBC News (2010) General Electric first quarter earnings fall 18%, Available on: http://news.bbc.co.uk/1/hi/business/8625793.stm (Accessed: 23 April 2010) BBC News (2007) Rolls Royce wins BA engine deal, Available on: http://news.bbc.co.uk/1/hi/business/6518419.stm Boeing website, Available on: http://www.boeing.com/commercial/787family/background.html Datamonitor (2009) Rolls Royce Group plc, Emeral [Online]. Available on: http://www.emeraldinsight.com/Insight/viewPDF.jsp Eagelesham, J (2009) Cameron seeks manufacturing revival, FT [Online]. Available on: http://www.ft.com/cms/s/0/4429b008-1bd0-11dd-9e58-0000779fd2ac.html European Commission Enterprise and Industry (2009) Regulatory Environment, Available on: http://ec.europa.eu/enterprise/sectors/aerospace/regulatory-environment/index_en.htm European Commission Enterprise and Industry (2009) Research, Available on: http://ec.europa.eu/enterprise/sectors/aerospace/research/index_en.htm GE annual report (2009), Available on: http://www.ge.com/ar2009/pdf/ge_ar_2009.pdf Greenpeace (2008) Energy Revolution Report, Available on: http://www.greenpeace.org/raw/content/international/press/reports/energyrevolutionreport.pdf Gurau, C (2007) Porters generic strategies: a re-interpretation from a relationship marketing perspective, The Marketing Review, Vol: 7(4), pp. 369-383(15), Swetswise [Online], Available on: www.swetswise.com Harrison, M (2004) Rolls-Royce chooses Simon Robertson as its new chairman, The Independent, Available on: http://www.independent.co.uk/news/business/news/rollsroyce-chooses-simon-robertson-as-its-new-chairman-532237.html Handy, C (1993) Understanding Organisations, Penguin Books ICAO annual report (2008), Available on http://www.icao.int/icaonet/dcs/9916/9916_en.pdf Mondag Business Briefing (2009) Defense spending and aircraft grows, Available on: http://www.thefreelibrary.com/Throttling+Back:+Midyear+Outlook+For+The+Global+Aerospace+And+Defence-a0204500118 Naval technology (2008) Rolls-Royce sets a First in Defence E-Commerce, available on: http://www.naval-technology.com/contractors/propulsion/rolls/press2.html OConnell, D (2009) Rolls-Royce flies high despite airlines nosedive, The Sunday times [Online], Available on: http://business.timesonline.co.uk/tol/business/industry_sectors/engineering/article6736024.ece Parkhe, A (1993) Strategic alliance structuring: A game theoretic and transaction cost examination of interfirm corporation, Academy of Management Journal, Vol. 36, NO. 4, PP.794-829 Parliament UK (2005) The UK aerospace industrys current performance Available on http://www.publications.parliament.uk/pa/cm200405/cmselect/cmtrdind/151/15106.htm Parliament UK (2005) Conclusions and recommendations, Available on: http://www.publications.parliament.uk/pa/cm200405/cmselect/cmtrdind/151/15109.htm Parliament UK (2009) Aerospace: Research and Development Question Asked by Lord Jones, Available on: http://www.publications.parliament.uk/pa/ld200910/ldhansrd/text/100113w0001.htm Pfeifer, S (2008) Rolls-Royce and BAE in recruitment push, FT [Online]. Available on: http://www.ft.com/cms/s/0/0601ba74-f389-11dc-b6bc-0000779fd2ac.html Rolls Royce annual report (2009), Available on: http://www.rolls-royce.com/reports/2009/index.shtml Richardson, M., and Evans, C. (2007) Strategy in Action Applying Ansoffs Matrix, Manager: British Journal of Administrative Management, Vol: 59, I (3), Ebsco [Online]. Available on: http://www.ebscohost.com Rncos E-Services Pvt. Ltd (2009) Global Press Release Distribution Civil Aerospace to Dominate the US Market, Available on: http://www.usgovernment-news.com/?prID=28195 SBAC Aviation and Environment Briefing Papers (2009), Available on: http://www.aerospace-technology.com/downloads/whitepapers/design/file1173/ Staff of Metal Center News (2010) Distributors Delighted 2009 is in the Past, Metal Center News, Ebsco [Online]. Available on: http://www.ebscohost.com Strategic Direction (2008) Create communities of practices to improve organizational performance: The technology-intensive case of Rolls-Royce, Strategic Direction, Vol 24 (1) pp. 18-20, Emerald [Online]. Available on: http://www.emeraldinsight.com The times (2009) Airbus order brings $2bn in sales for Rolls-Royce, Times [Online]. Available on: http://business.timesonline.co.uk/tol/business/markets/united_states/article6949382.ece Walker, B (2009) Rolls-Royce job losses, BBC News [Online]. Available on: http://www.bbc.co.uk/radio4/today/reports/archive/features/rollsroyce.shtml Wighton, D., (2010) Rolls keeps rolling along, Times [Online]. Available on: http://business.timesonline.co.uk/tol/business/columnists/article7024303.ece Wilson, A (2010) Rolls-Royce sees profit flat in 2010, Telegraph [Online]. Available on: http://www.telegraph.co.uk/finance/newsbysector/industry/7646705/Rolls-Royce-sees-profit-flat-in-2010.html

Essay --

Precious Powell Professor Kim Lewis Biology of Human Sexuality March 11, 2014 The Impact the Luteinizing Hormone have on the Reproductive System The Luteinizing hormone, also known as lutropin or LH is very important hormone of the reproductive systems in both sexes. The hormone is produced in the anterior pituitary gland that is secreted through a system called the hypothalamic-pituitary-gonadal axis; the actual release of the hormone is through the bloodstream. LH main purpose is to assist with the functioning of the testicles in men and the functioning of the ovaries in women. The two critical functions are to control the production of sex steroid, which are testosterone in men and oestradiol in women, and supporting the germ cell production. The hormone acts specialized cells that surround both sexes’ germ cells to provide an environment to support their maturation and development ("Society for Endocrinology "). It is one of the main phases of women' menstrual cycle. According to First Response, there are three phases menstrual cycle. The first phase begins on the first day ...

Breastfeeding vs. Bottle Feeding Essay -- Nutritional Advantages of Br

Nutrition and breastfeeding are subjects that can relate greatly to each other. New mothers are in a need of information regarding breastfeeding. Mothers receive the information and instructions on how to breastfeed at the hospital where they bear their children. That information is essential in the decision making process of whether to breastfeed or not. Still the clear choice for mothers everywhere is breastfeeding for several important life affecting reasons. Breast milk is highly nutritional, protects from various diseases, ideal in growth, promotes bonding, and is beneficial for the mother in a recovery process after labor. People tend to find other ways to feed the new born babies other then breastfeeding. That way is the usage of baby formulas. Sometimes mother tend to use formulas instead of breast milk. Below are some of the reasons why a mother may choose to feed her baby with a formula: The mother or baby has a chronic illness or condition. An example is a mother with Hepatitis B. The mother may use prescription medications or other drugs. These may be passed through the milk and harm the baby. The mother is returning to work and finds breastfeeding too difficult. The mother is uncomfortable with the process. All of these reasons are acceptable, and mothers know the possible consequences of their actions. Breastfeeding usually goes on for within the first twelve months of infant's life; nevertheless, there are some extreme breast feeders that do it for years. Although most mothers try to breastfeed the infants no matter what condition they are in. A vitamin called Colostrums is high in protein, zinc, and other minerals. It contains less fat, carbohydrates, and calories t... ... or woman should get pregnant in order to lose weight. Females should not do that because it is just a scientific fact that affected not all individuals in the same way. Nutrition and breastfeeding are essential parts of the nursing mother. It is essential because without it we would have a world with sick, underdeveloped, malnutritioned, and untrusting individuals. Fortunately breastfeeding gets rid of all these extremities. Feeding from the breast is something that protects not only the mother, but the baby too. There is nothing else in the world like it. Some nutrients in it are only found in a human body. What else could a mother ask for? All the diseases that are easily acquired by a defenseless organism of a baby are now stoppable because of the mother's natural resistant and supplier of necessary material. That resistant and material is breast milk.

Moko Jumbie

Mock Jumble, I personally find, is the most phenomenal traditional character as not only it is a tremendous sight to see but also the ability and skill that is required to portray such a gratifying character. More formally known as ‘Stilt walker' The Mock Jumble originated from West Africa. They had a God named ‘Mock' and the liberated slaves then added the word ‘Jumble' meaning ghost. The heights of the stilts were seen as the ability to prognosticate evil quicker than ordinary men.The sticks that they balance upon are between ten to fifteen feet, this character can't simply put on a costume and play the role, he or she just require a certain level of training. Not only the astonishing talent to balance on these lingering sticks but the mock Jumble is able to dance while maintaining their profound balance. I have lived in Trinidad my entire life and there was never a carnival season that I didn't see tallest one Mock Jumble parading the streets. They bring a sense of enthusiasm to the festival.Seeing them in their luminously, radiant colors splendidly moving in time with the rhythm of the music. They usually wear lengthened pieces of velvet, which covers the sticks and bring out the oomph within there performance. Traditionally they wore a Jacket and an elaborate admiral hat but in modern days they are seen wearing cloth wrapped around there heads and instead of Jackets, cloth which flows elegantly down there pants or some that even have excess material attached to there hands are used In modern days.Mock Jumbler's have a symbolic semblance sustained throughout the years In our culture. Whether seeing one In person for the fist time or again this carnival season I guarantee you will be nothing but mesmerism's. I hope one day I acquire the elite balance which Is required to run with the ball of this majestic art.

Seat Belt Laws

Jennifer Isaac English 112 November 10, 2011 Say Yes to vivification and Saving Money As I sit at a blood-red light, a rail political machine rushes past and collides with opposite vehicle in the intersection. I describe 911 so, by and by a few minutes, an ambulance pressures up on the scene. The EMT pulled a man from his motorrailway motor elevator car his go a bloody chain reactor from the impact with the windshield. They put him in the ambulance, after a bit of trouble acquiring him on the stretcher, and rush him to the emergency room. ulterior that night while watching the sextet oclock news I hold an interview with the natural law heading he states that the man died in the hospital.However, the device number one wood likely would wee-wee lived if he would give birth been relegateing his spot strike. With scenes such as this, it is evident that initiate rap music honors should be in effect as well as enforced. Vehicle fatalities decl be a big impact on deathrate rates and amends premiums t presentfore, enforcing billet rush police forces flock have a compulsive effect on society. Automobiles have progressed done the years, and have become hurrying, yet the faster you go the greater the impact when an diagonal occurs.Federal and State seasonncies have actual secureness limits and different guidelines, which when enforced, process keep passengers safe. plain though these laws atomic number 18 in place, accidents quieten occur however, when the proper precautions be clearn, risks quite a little be minimized. As technology progresses so will vehicles therefore, sentry go will exsert to be a major concern. It is up to the motorists to decide to sham a low brio overhead, yet law enforcement officers argon the ones who argon there to enforce posterior c swosh ammunition laws. rear end blames atomic number 18 founded into every car and truck, but should we have to drudgeable them? in exclusively(a) (prenominal) state has a different law about who does and does non have to take up them, but in the state of indium if you argon in a car that is equipped with fag end belts and anyone above the age of 14 you are needful to wear a freighter belt. Also, children essential consumption the correct car asshole for their angle until they reach 135 centimeters tall or their 12th birthday, whichever comes set-back. There are several(prenominal) some other powers that you do non demand to wear a butt joint belt such as if you are a driver who is reversing, or supervising a learner driver who is reversing, in a vehicle used for police, fire, and rescue services, a assenger in a trade vehicle and you are investigating a fault, capricious a good vehicle on deliveries that is motivateing no much than 50 meters between throw ins, or a commissioned taxi driver who is playing for guide or carrying passengers (Using, 1). If there is a close that you cannot wear a sit around belt repayable to medical reasons, your doctor must issue you a Certificate of claim for Compulsory Seat kick clothing away. You must keep this in your car at all times and skilful if a police officer pulls you over.There are strict foot belt laws world-wide but, consort to statistics, they are hardly followed. Approximately 50% of lives will be protected in an accident if sight wear post belts. Seat belt arctic statistics demo that nearly the younger population between the age groups 16-35 is hardly ground eroding seat belts. Seat belt facts in addition prove that 70% of the muckle wearing a seat belt have pr howeverted injuries even on meeting with an accident. It is found that nearly 10,000 lives can be saved every year only by wearing a seat belt (Pandit 1).According to studies cited by the Independence Institute, When subjects who normally did not wear seat belts were asked to do so, they were sight to drive faster, followed more closely, and braked later. I n other words, commonwealth who are naturally chary voluntarily lease to wear seat belts, and voluntarily drive safely. When reckless people are forced to wear seat belts, they compensate for the increased safety by driving more recklessly. Furthermore, no legal power that has passed a seat belt law has shown evidence of a reduction in road accident death. (Veksler 1) Seat belts were intentional to save peoples lives, this only works if they are worn correctly or even at all. Many people do not wear their seatbelts because they do not remember in their efficacy, because they have perceive that wearing seat belts might rattling cost them their lives in certain types of accidents (Mikkelson 1). The opus allows everyone to have the freedom rights, but how ordinary is it for the government to dictate what we can and cant do when it comes to wearing a seat belt. The U. S.National Highway arctic self-assurance first required automobile manufacturers to install lap belts for all seats and raise belts for front seats in 1968 however, almost Americans did not regularly use safety belts until 1984, when the first state laws were passed mandating seat belt use. As of today, there are 48 states in which it is illegal for a driver or passenger to travel without a seat belt (the exceptions are Maine and sensitive Hampshire). Of those 48 states, 10 have uncomplicated enforcement, meaning that police can stop and ticket a motorist apparently for not wearing a seat belt.The other 38 states with seat belt laws have secondary enforcement, meaning that police can only ticket people not wearing seat belts if they pull the car over for both(prenominal) other reason. If not all states have to wear them, then why make it a law? Many fatalities that are colligate to vehicle accidents can be avoided if the occupants wear their seat belts. about judge seat belts can be the cause of deaths. Although this whitethorn be true, it is proven that in most cases seat belts a re far more likely to save a life than kill the occupants of a vehicle.As written in the field Almanac and Book of Facts, In 2006, safety belts and child restraints saved an estimated 15,808 lives (U. S. labor 1746). Seat belts do save lives therefore, the laws that advertize their use should be enforced. When police have the authority to stop a motorist solely for not wearing a seat belt, which is called primary law, motorists have more of a reason to wear their seat belts. Furthermore, vehicle indemnification premiums could decrease if seat belt laws are followed.It makes sense that insurance companies charge more because accidents are escalated due to negligence of the driver by not wearing his seat belt. This point is reiterated in the Hudson Valley Business Journal The safer all drivers are, the fewer injuries there will be, which affects everyones insurance premiums (Seat Belts 18). If drivers would just take that extra step before driving, and heave up their seat belt, s ociety as a whole might let on a decrease in insurance premiums in the future. redress providers may not note the change right away, but in the long run they would have to notice that fatalities are decreasing.Though law enforcement programs such as Click-It-Or-Ticket help raise the use of seat belts, they do so by grievous drivers with fines for not buckling up. Laurie F. Beck, from the National Center for deformity Prevention and Control wrote, Although rates of safety belt use in the unify States have increased substantially since the first state law was passed in 1984, many an(prenominal) motor vehicle occupants continue to travel unrestrained (1619). Sometimes threats stop concisely of reaching the amount of people int terminate.Perhaps if programs were developed to respect drivers who assume pulled over and are wearing their seat belt, then we would see a stronger increase in seat belt use. Patrol officers could be required to note when a driver was flop restrained that information could be provided to insurance companies those companies would know which motorists were driving safely, and could reward them with discounted premiums. We as American citizens should have the choice in if we wear them or not. There are many reasons that many people do not wear them, but here are just a few.Some people impression if they are sledding a speed of less than 40 mph, then they do not need to wear them however the National Transportation gum elastic Board (NTSB) states that 80 percent of all crashes come at speeds of less than 40 mph and 75 percent of those are within 25 miles of home (Silverman 1). approximately other reason people do not wear their seat belts are because they believe they are uncomfortable. They believe the combination of the lap and shoulder belt is uncomfortable, so they all do not wear it or they put the shoulder belt chthonic their arm. In doing this, it can cause natural injuries if they were ever in an accident.A different reason that some people do not wear their seat belt is because they feel their independence is universe taken from them for being told what to do in their car. They feel that their car is their fortress and they should not be told what to do in it, especially by the government. Some people feel that if they are thrown and twisted from a car they have a better chance of being saved then staying in the car with the accident. This is not true according to the Kansas Traffic Safety Resource Office individuals who get thrown from their cars are more likely to get killed than those wearing seat belts (Silverman 2).Finally, many drivers say they want to increase their chances of surviving a car fire or a submerged car. They feel that if they are buckled is it not only going to take all-night to get out of the car, but if they are dazed or not alert, it is going to hinder their chances of getting out of the car alive. Less than ? of 1 percent of all accidents involve car fires or submer sion. If some type of reward program happened to be in place, the scenario earlier could have ended differently. maybe the driver would have suffered some type of injury, yet the seat belt could have stopped him from hitting his head on the windshield.Although seat belt laws publicize the reduction of vehicle related fatalities and help decrease the cost of insurance premiums, other programs such as a reward program could further reach motorists. The more benefits motorists see about wearing seat belts the greater the chance they will choose to wear them. References Beck, Laurie F. , et al. Associations Between Sociodemographics and Safety Belt Use in States With and Without Primary Enforcement Laws. American Journal of Public Health 97. 9 (2007) 1619-1624. Biomedical Reference Collection Basic. EBSCO. Web. 29 ethnic music. 2011.Mikkelson, Barbara & David. Seat Belted. Snopes. com. Urban Legends, 4 July 2011 1-2. Web. 22 Sept. 2011. http//www. snopes. com/autos/accident/seatbel t. asp Pandit, Madhura. Reasons to assume your Seat Belt. Buzzle. com. Buzzle. com, 2000-2011 2. Web. 28 Sept. 2011. http//www. buzzle. com/articles/reasons-to-wear-your-seat-belt. htmlSeat Belts, cable car Seats Save Lives and Affect Insurance Premiums. Hudson Valley Business Journal 6. 34 (1995) 18. Regional Business News. EBSCO. Web. 29 Sept. 2011. Silverman, Steve. why People Dont Wear Seat Belts. eHow. Demand Media Inc. 1999-2011 4. Web. 28 Sept 2011. http//www. ehow. com/about_5456493_people-dont-wear-seat-belts. html U. S. Motor Vehicle Accidents, 2006. World Almanac & Book of Facts (2009) 1746. Academic bet Premier. EBSCO. Web. 29 Sept. 2011. Using a seat belt. Direct. gov. Crown, 29 Sept. 2010 3. Web, 28 Sept 2011. http//www. direct. gov. uk/en/TravelAndTransport/Roadsafetyadvice/DG_4022064 Veksler, David. The One Minute Case Against required Seatbelt Laws. One Minute Cases. Politics, 21 May 2007 1-3. Web. 22 Sept. 2011. http//oneminute. rationalmind. net/mandator y-seatbelt-laws/