The Globalization of Mcdonald’s Free Essays

string(226) " A franchise is a business arrangement under which one party \(the franchisor\) allows another \(the franchisee\) to operate an enterprise using its trademark, logo, product line, and methods of operation in return for a fee\." Leading the Global Enterprise System Abstract The organization chosen is McDonald’s. McDonald’s is a multibillion dollar corporation that has concurred the fast food industry around the globe. McDonald’s has grow by expanding into new competitive spaces, attaining a complex mixture of financial knowledge, custom understanding, developing material and knowledge assets, to expand the market possibilities and replicating and standardizing their practices to be duplicated in similar markets across the globe. We will write a custom essay sample on The Globalization of Mcdonald’s or any similar topic only for you Order Now McDonalds as a western corporation had to make adjustments in the way they think and react to situations and customs. This paper will demonstrate how McDonald’s developed an open-mindness on the part of their leadership. Outline and Annotated Bibliography Globalization A. Introduction 1. The globalization of a multi-billion dollar corporation. 2. This paper will provide a guide through a corporation that addresses its western effect on other nations through food. B. Points of discussion 1. Anti-globalization movement against the west. . There are several reasons why leadership fails to support the organization and its goals. 3. Increasing performance through deep change. 4. The Five stage approach competency model. C. Conclusions 1. Lack of leadership coupled with cultural sensitivity can provide success or failure. 2. Further research into developing leadership styles that would support and enhance the service provided in other non western nations. Introduction McDonald’s a multi-billion dollar corporation that utilizes local employees in each community.The mega giant has developed a tier of progression of success as it has an on going development of a component of the corporation’s strategic plan to educate their managers and line level employees. This occurs by developing a nurturing and ever developing environment for its staff. As such, McDonald’s has demonstrated its dedication throughout its globalization across the street and around the world through the development of a university designed to teach the managers how to lead. The Hamburger University is designed to teach basic management skills with an emphasis on consumer’s behavior and leadership skills.The university also focuses on restaurant specific skills to operate a specific restaurant in a particular geographic location. The utilization of the university has lead to the development of a global leadership program. In turn it has strengthened the management staff that supports its line workers in an achievement –oriented environment. The employees can meet with their managers to be challenged and empowered to find the solutions. This paper will address the techniques and measured outcomes of the globalization of the multi-billion Dollar Corporation and how it develops the staff through the leadership and training it provides. Culture (from the Latin cultural stemming from colere, meaning â€Å"to cultivate†)[1] generally refers to patterns of human activity and the symbolic structures that give such activities significance and importance. Cultures can be â€Å"understood as systems of symbols and meanings that even their creators contest, that lack fixed boundaries, that are constantly in flux, and that interact and compete with one another†[2] Culture can be defined as all the ways of life including arts, beliefs and institutions of a population that are passed down from generation to generation.Culture has been called â€Å"the way of life for an entire society. â€Å"[3] As such, it includes codes of manners, dress, language, religion, rituals, norms of behavior such as law and morality, and systems of belief as well as the art. (Wikipedia, 2008)) Cultural diversity is explaining the differences between people, such as language, the way they dress and traditions and the way societies or ganize themselves, their conception of morality and religion, and the way they interact with the environment. (Wikipedia, 2008) Cultural competence refers to an ability to interact effectively with people of different cultures.Cultural competence comprises four components: (a) Awareness of one’s own cultural worldview, (b) Attitude towards cultural differences, (c) Knowledge of different cultural practices and worldviews, and (d) cross-cultural Skills. Developing cultural competence results in an ability to understand, communicate with, and effectively interact with people across cultures. Globalization Globalization is defined as the process of social, political, economic, cultural, and technological integration among countries around the world. (Hodgetts, Luthans, Doh) This process has occurred in almost every nation across the globe.Globalization has influenced international interaction of various cultures in order to exchange and educated other parts of the world. This process is designed to trade the culture’s services, ideas and products. Moreover, the encouragement of globalization has a significant impact on the political and economic involvement throughout the world. A major influence of globalization is food. Styles of foods are easily globalized throughout the world as each of us is made up of some sort of hybrid of a different culture. It is not uncommon for a grandmother to make a dish from the â€Å"old country† during a festive holiday.The consumption and preparation of the dish in its original ethnic form is what allows the globalization to continue throughout the generations. If changes occur to the originality of the food its cultural beliefs are somewhat diminished. McDonald’s a multi-billion dollar mega corporation decided to go global with the westernized fast food industry into foreign countries. This transformation bought one of the US most beloved foods to other geographical locations and impacted a generation. Most cultures infrequently accepted such a new concept of a food so its introduction was unfamiliar and extremely different. McDonald’s was the first corporation to introduce new eating habits and changes to other nations. As the introduction occurred throughout the world Catherine Schnaubelt wrote in her study that â€Å"McDonald’s has over 1. 5 million franchises in the United States and about half of the total franchises are outside the U. S. in over 120 countries. † As a result of the widespread introduction of McDonald’s the company has demonstrated its willingness to conform to the local culture by the pervasive enhances rather than contaminate its culture.As a result of these enhances McDonald’s has permitted most of the foreign franchises to be locally owned and operated however utilizing the core values of the corporation without creating undesirable affects on the culture. This is called franchising. A franchise is a business arrangement under which one party (the franchisor) allows another (the franchisee) to operate an enterprise using its trademark, logo, product line, and methods of operation in return for a fee. You read "The Globalization of Mcdonald’s" in category "Papers" (Hodgetts, Luthans, Doh) With that said, the individual culture and norms are integrated within the menu.This includes the religious and the culture’s diversity. However, in some nations McDonald’s is viewed as the west and its global movement away from long-established culturally based foods towards the consumption of fast food. This process Americanizes the culture it infiltrates by the restructuring of the local diet at some level. This infiltration is viewed in a negative manner by some and as hip by the younger generation that is exposed to more of American development through movies, music and the internet. Anti-GlobalizationIn 1999 a French farmer named Jose Bove of Brazil ransacked a McDonald’s only to become a hero to anti-globalization. His emergence at anti-globalization gatherings across the world and even in the US has given him overnight fame for his intrepid move in destroying a McDonald’s restaurant. Bove’s aspiration came from the desire to support the local farmers and to stop the destruction of the fields by extracting the goods and mixing them with unhealthy chemicals to enhance the flavor. Eric Schlosser (2002), states that â€Å"By eating like Americans people all over the world are beginning to look more like Americans, at least in one respect.The United States has one of the highest obesity rates of any industrialized nation in the world. † (p. 240). â€Å"As people eat more meals outside the home, they consume more calories, less fiber and more fat. † (p. 241). The introduction of unhealthy foods and eating habits of foreign foods into outside cultures radically affects the traditional culture found in the nation’s foods despite McDonald’s attempt to incorporate the nation’s culture and religious beliefs in the menu. Many Europeans worry about globalization’s effects on their food from the west.However, the prominent anti-globalization movement is actually a small minority. In fact, a clear majority of Europeans, especially the young, accepts that increasing global economic, political, and cultural exchange can enrich their country and their lives. They believe that a strong European Union can help them take advantage of globalization’s benefits while shielding them from its negative effects. Despite the views of others some Europeans believe globalization is what is right for Europe. Leadership Competency ModelThe types of leadership perspectives that McDonald’s incorporates in their management is the Leadership Competency Model. The Leadership Competency Model utilizes a leadership appraisal program. Each organization has its own process and culture to nurture its employees. Some processes often fail as they do not provide ownership to the participants and fail to account for the different cultures, climates, and nuances found in every organization. For effective change to take place you must involve the individuals in the development and implementation of any process. This guide uses a five stage approach for building a competency model: * Stage One – Assemble Focus team and create a list of processes. * Stage Two – Build behavioral indicators for each process. * Stage Three – Categorize the data. * Stage Four – Order each category. * Stage Five – Validate your competency model. The first stage in building a Leadership Competency Model is to assemble a Focus Team composed of a cross-functional mix of first-line leaders, middle leaders, and senior leaders.McDonald’s provides the Leadership Competency Model in conjunction with Hamburger University to develop leadership. Graduates from the university and those who participates in the Leadership Competency Model development of processes are considered the experts practitioners in their field. That is, they should be the finest in their fields. Using interviews, surveys, observations, including information on how individuals act, think, and feel while doing their jobs and other activities, create a list of the major processes and the requirements needed y leaders to disseminate in the workplace. In Stage Two, the members of the team identify the major behavioral indicators for each competency that must be performed to produce the desired outputs. Going through each competency, list the major behavioral indicators (Skills, Knowledge, attitudes) needed for superior performance (normally two to four). These behavioral indicators need to be: *Future-focused rather than need or problem-focused. * Part of a strategic planning or organizational change process model. In Stage Three, you categorize the data to include a leadership competency list divided into three categories, Core, Leadership, and Professional; with the behavioral indicator listed for each process. The core competencies is required of all individuals within the organization, the leadership competencies are specialty items for managers and supervisors, while the professional competencies are specific for each position. The competency list will insure that the chosen behavioral indicators are really the required skills, knowledge, or attitudes.The method used to organize the competencies is reduced to smaller, more manageable bundles of information that can easily be identified and used throughout the organization. Stage Four provides order to each category. Stage Four allows the identification of importance for each category. This allows the opportunity to discard unnecessary or excessive categories from the list. Stage Five allows validation of the instrument. This can be completed by utilizing duplication through replicating the original results: Replicate the original research results.This is done by obtaining another sample of superior performers, conducting interviews, and deriving a competency model. Creating departmental focus groups to allow more people to become involved, while at the same time, giving you less information to accumulate. Structured Interviews/Observation: Perform one-on-one interviews and observations with a random number of leaders throughout the organization to determine which competencies they perform and to get their opinions of which ones are the most important for the execution of their job.In order to develop a program to achieve this goal a strategic understanding and planning need to occur. Understanding motivation, the key to success, relates to the adhered interest and involvement in a goal-oriented task by a member of the team. There are a variety of ways to view what rewards affect learning and behavior in the workplace. Two such ways are intrinsic desires and external controls. Intrinsic desire is the desire of the learner to reach mastery of a skill, as well as situational factors, based on personal desires that drive or motivate the employee.External controls are those that are governed by the policies and procedures of the organization. These procedures prevent and/or protect the necessity and essence of the organization. Generally, lack of having available the sources of motivation which are the primary reason to retain an employee with a corporation is divided into two categories; each containing a number of components responding to related strategies. McDonald’s has developed a university to combat poor development within the company. In 1961, Fred turner, a former senior chairman and Ray Kroc’s first grillman founded Hamburger University.The university was developed to provide training that emphasized consistent restaurant operations to include procedures, services, quality and cleanliness. It is the company’s global center for training and leadership development. Currently there are more than 5,000 employees that attend the university each year. Since 1961 more than 80,000 managers, mid-managers and owner/operators have graduated from the university. Hamburger University was developed to foster the company mission to be the best aptitude in each of its employees.For employees who attend the university the hope is to instill Quality, Services, Cleanliness and Value (QSC;amp;V). Increasing Performance| | | | To attain excellence, an individual, group or organization must care enough about an activity to insist that it fully meets and exceeds the demands of its audience (either internal or external), and this involves a fair amount of risk. (Leslie, J. Velsor, E 1996) McDonald’s utilizes the five stage approach for building a competency model as a means to devise a road map of development for the employees within the company.The utilization of Hamburger University, the five stage approach and grasping the view of the Quality, Services, cleanliness and Value (QSC;amp;V) gives the employees the opportunity to reach for a deep change for success. Leadership and Culture Sensitivity Despite notable progress in the overall acceptance of globalization there continues to be continuing disparities in effects of the west emerging into other cultures. The acceptance status among the east and others compared to the U. S. opulation as a whole shows a vast difference in how corporations such as McDonalds can grow globally. In addition, the global system is becoming more challenged as the population becomes more ethnically diverse. Therefore, the future of globalization in areas such as China will be directly impacted by the influence of McDonalds to the social economical environment to provide substantial improvements. Cultural, ethnic, linguistic, and economic differences impact how individuals and groups access and use globalized products.They can also present barriers to effective communication between the leader and the employee if there is a lack of understanding of the language, culture or norms. This is especially true when leader’s stereotypes, misinterpret, make faulty assumptions, or otherwise mishandle their encounters with employees who are viewed as different in terms of their backgrounds and experiences. The demand for culturally competent leaders in the United States is a direct result of the need for leaders to handle operations that have gone global. The term cultural competence refers to the ability to work effectively with individuals from different cultural and ethnic backgrounds, or in settings where several cultures coexist. It includes the ability to understand the language, culture, and behaviors of other individuals and groups, and to make appropriate recommendations. Cultural competence exists on a continuum from incompetence to proficiency. Cultural sensitivity, which is a necessary component of cultural competence, means that leaders make a significant effort to be aware of and understand the culture in which they work.Cultural competence cannot be achieved through short workshops or classes. A long-term commitment is required to learn a second language and become familiar with other cultures to deliver an effective service for the ethnically diverse world and the potential and actual cultural factors that affect their interactions with a client. It also means that they are willing to design programs and materials and implement those programs to make recommendations that are culturally relevant and culturally specific. The terms cultural competence and culturally effective and are sometimes used synonymously.Culturally effective training is, indeed, related to cultural competence and cultural sensitivity. However, it goes beyond these concepts in describing the dynamic relationship between leader and employee. Effective communication between leaders and employees may be even more challenging when linguistic barriers exist. Cultural competence is a developmental process that requires a long-term commitment. It is not a specific end product that occurs after a two-hour workshop, but it is an active process of learning and practicing over time. Becoming culturally competent is discuss than to implement. Individuals working with different ethnic and cultural groups can become more culturally competent by advancing through three main stages: developing awareness, acquiring knowledge, and developing and maintaining cross-cultural skills. Developing cultural awareness includes recognizing the value of the population and its cultural diversity. It also means an honest assessment of one’s biases and stereotypes to include limits of their understanding. One can never learn enough about another culture. However, acquiring knowledge about other groups is the foundation of cultural competence.In addition to understanding other cultures, it is essential to understand how different cultural groups view themselves. Knowledge of another culture includes assessments of facts to include relevant norms, values, worldviews, and the practicality of everyday life and how that reflects in the business as a whole. Even though the United States is a pluralistic society, most employers have been trained in a mono-cultural tradition. In addition to this some leaders operate as if ethnic and cultural differences are insignificant.Cross-cultural skills are developed through formal training, informal interaction and experience. Organizational Responsibilities It is important for leaders to articulate a commitment to cultural competence and to initiate cultural-competence initiatives. Many companies receive social and legal pressures to do this from different segments of the cultures they impact. The development of professional preparation programs can play a significant role in providing the knowledge and skills for culturally competent leaders.These programs can provide on the job training and other formats developed with the sole purpose of addressing cultural competence and/or cultural sensitivity. They also can provide specific educational components on cultural competence and/or cultural sensitivity within the program. Trainings and in house development of skills is one thing but leaders need to go beyond educating their employees and providing workshops on cultural sensitivity they must also change institutional policies and procedures.This can be done by constant review and ongoing development of the skills needed. Steps to Becoming Culturally Competent Developing Awareness * Admitting personal biases, stereotypes, and prejudices * Becoming aware of cultural norms, attitudes, and beliefs * Valuing diversity * Willingness to extend oneself psychologically and physically to others * Recognizing comfort level in different situations Acquiring Knowledge * Knowing how your culture is viewed by others * Attending classes, workshops, and seminars about other cultures * Reading about other cultures Watching movies and documentaries about other cultures * Attending cultural events and festivals * Sharing knowledge and experiences with others * Visiting other countries before placement. Developing and Maintaining Cross-Cultural Skills * Making friends with people of different cultures * Establishing professional and working relationships with people of different cultures * Learning another language * Learning verbal and nonverbal cues of other cultures * Becoming more comfortable in cross-cultural situations * Assessing what works and what does not Assessing how the beliefs and behaviors of the cultural group affect the client or family * Learning to negotiate between the person’s beliefs and practices and the culture of your profession * Being more flexible * Attending continuing education seminars and workshops * Learning to develop culturally relevant and appropriate programs, materials, and interventions * Learning to evaluate culturally relevant and appropriate programs, materials, and interventions * Ongoing evaluation of personal feelings and rea ctions Overcoming fears, personal biases, stereotypes, and prejudices *Developing and implementing a strategy to recruit, retain, and promote qualified, diverse, and culturally competent administrative, and support staff * Promoting and supporting the necessary attitudes, behaviors, knowledge, and skills for staff to work respectfully and effectively with patients and each other in a culturally diverse work environment * Developing a comprehensive strategy to address culturally and linguistically appropriate services, including strategic goals, plans, policies, and procedures * Hiring and training interpreters and bilingual staff Providing a bilingual staff or free interpretation services to customers and employees with limited English skills * Translating and making available commonly used educational materials in different languages * Developing structures and procedures to address cross-cultural ethical and legal conflicts, complaints, or grievances. While cultural competence has increased significantly, there is still much to be done on the personal, organizational, and societal levels. Education and training to enhance the ability of a culturally effective leader must be integrated into lifelong learning. Through these activities, current and future leaders will be prepared to meet the needs of cultures from across the street and around the world. Conclusion In conclusion, globalization through the fast food industry has allowed the west to develop in other countries. McDonalds has been a dominating force in the immergence of western culture. The globalization within the food industry is not always received warmly by everyone in other nations. The fast food industry offers food items that change or may violate religious or cultural beliefs.However, McDonald’s has taken extreme efforts to develop a corporation that offers education and training to all of the employees. This training gives each restaurant the opportunity to develop within the five stage model utilized for leadership. By allowing restaurants to be locally owned by other nations through franchising allows for community owned companies. This thus allows them to drive changes in the menu to support the traditions and religious beliefs. With local owned restaurants it’s difficult to believe that there would be any resistance through anti-globalization.Anti-globalization only impedes global progress and can cause significant economic issues. McDonalds as a global leader has been successful in the development of its staff and support in the community.References | | Kaye, B and Jordon-Evans (1997) Love’em or Lose’em: Getting Good People to Stay O’Hagan, K. (2007) â€Å"Social Work Practice: â€Å"A Practical Guide for Professionals. † Jessica Kinglsey Publishers, 15 – 19 Northouse, P. (2007) Leadership Theory and Practice Sage Publications. Hodgetts, R. , Luthans, F. Doh, J (2006) â€Å"International Management† Culture, Strategy, and Behavior. | | Quinn, R. (1996) Deep Change: Discovering the Leader Within Taylor, J. ;amp; Riess, M. (1989). A field experiment of â€Å"self-serving† attributions to valenced causal factors. Personality and Social Psychology Bulletin, 15, 337-348. Leslie, J. Velsor, E (1996) A Center for Creative Leadership: a Look at Derailment Today: North America and Europe Mann, R. D. (1959). A review of the relationships between personality and performance in small groups. Psychological Bulletin, 56, 241-270. Ekvall, G. , ;amp; Arvonen, J. (1994). Leadership profiles, situation and effectiveness. Creativity and Innovation Management, 3, 139-161. McCall, M. W.. , Jr. ;amp; Lambardo, M. M. (1983). Off the track: Why and how successful executives get derailed. Greensboro, NC: Center for Creative Leadership. Eric Schlosser (2002). Fast Food Nation American Academy of Pediatrics (1999). â€Å"Culturally Effective Pediatric Care: Education and Training Issues. † Pediatrics 103:167–170. Chin, Jean Lauu (2000). Culturally Competent Health Care. † Public Health Report 115:25–33 Kumanyika, Shiriki, and Morssink, Christian (1999). â€Å"Working Effectively in Cross-Cultural and Multicultural Settings. † In Nutrition and the Community, 4th edition, ed. Anita Owen, Patricia Splett, and George Owen. Boston: WCB McGraw-Hill. Internet Resource Office of Minority Health. â€Å"Assuring Cultural Competence in Health Care: Recommendations for National Standards and an Outcomes-Focused Research Agenda. † Available from lt;http://www. omhrc. gov/clasgt; How to cite The Globalization of Mcdonald’s, Papers

A New Network System For Their New Clinic

Question: You are an IT Director of a large healthcare system and your employer made a decision to build a new hospital within 15 miles of your current location. Your main data center will remain in the same location, and all your clinical applications will be made available to the new hospital. However, you need to plan a network infrastructure to extend access to all clinical applications at the new location. You are expected to: Identify all critical elements and technologies necessary to achieve stated goals of your project. Describe the resources you will require to achieve your project goals. Architect, at a high level, your proposed solution and draw a diagram in a software application of your choice, typically Power Point or Visio. List and describe clinical applications that will run on your proposed infrastructure. Identify benefits and risks to business operations and patient care environment, resulting from your proposed solution. Briefly describe to senior management why your solution is a good fit and how you will address the risks identified above. Answer: Abstract A large heath care system wants to open a new clinic within the 15miles from the present location of the clinic. Therefore, they need a new network system for their new clinic. The IT director of this health care was involved in this network implementation purpose. The IT director proposed a network solution for this scenario and identified the advantages and risk of this proposed scenario. Critical Element and Necessary technology Critical Element A list of the critical elements is presented below: Security threats are one of the major essential elements to achieving the goal. Security threats can have happened in many ways such as unauthorized access, viruses on the system and many more. Security threats prevention is one of the major critical elements of the proposed network system (Vilalta et al., 2015). Application architecture needs to be changed to complete this proposed network system. At the present clinic, the application architecture is designed for single use. Therefore, for a new clinic, the IT director needs to change the application architecture to support multiple users (Pentikousis et al., 2015). Staff tanning is required for the new system. The proposed network system is the new system. Therefore, the present workers need training for the operating this new system. Necessary Technology A list of necessary technologies is listed below: A firewall system is necessary for security purpose in the new proposed network system. IDS (Intrusion detection system) is required for monitoring the network activity of the new clinic. Network mediums are needed to implement this proposed network system. End device connectivity is required to implement this proposed network design. Resource The IT director has presented a network solution for the new clinic. Therefore, resources are required to implement the proposed system (Hills, 2015). The list of resources are given bellow: Network Resource is one of the primary resources in this new proposed system. All types of network devices are being considered under this category. The hardware resource is the primary network resource for this purpose (Foster et al., 2015). To setup, a new network system the IT director of this health care system would need some network hardware devices such as the router, firewall, switches, network cables, and other network devices. The new network system would be based on the cloud connections. Therefore, cloud servers are also required for this purpose. Database Related Resources are also necessary for implementing this new network system. In this present scenario, the data server is located in the present clinic, and the new clinic will be connected to this data server (Davies et al., 2015). Therefore, the size of this data server needs to be increased. A new large data server is required. For this new network solution, the central clinic needs another three type of databases: one for maintaining the primary data server and additional two data servers functioning as the business logic data server and web server. Applications used by the present system needed to be changed. In the present scenario, this application should be controlled from the new clinic. Therefore, an application developer is required to redevelop this application (Simmons, 2014). Proposed Network Architecture The IT director was engaged to design a network system for their new clinic. The major data center remains the same location, which is modern health care center or clinic. All the other clinical technologies and application will be available in the new health care clinic. For this scenario, the cloud system is the best solution. The two clinics will be connected via a cloud system. Both clinics have one router that is connected with the network cloud system. A switch is connected to this router. For the protection purpose, a firewall system is connected to the router (Farahani et al., 2014). This router context is same in the present and new health care clinic. The present and central medical clinic contain the primary data server. Three types of data servers would be used in this case. The new clinic will be connected with these data servers via network cloud system. A network design is given below: Figure 1: Network Design (Source: created by author) Clinical Application The new health care clinic will be facelifted with the same clinical application as the central clinic. Digitalized clinical application is one of the main clinical applications designed for the new health care clinic. Some of the main digitalized application are digital x-ray application, digital mammography, remote microscopy, the cytology and many more. This application will help the clinic staffs to perform more efficient work in the clinic. This application will save time. All the performance data will be automatically stored in the mine data server. One centralized data server will help to store the data, and that can be accessed from any clinic. This centralized data server store all the information related to the clinic. The network-based information system will help to share the current patient status between these two clinics. This system would be more efficient to monitor all the patient details (Ciaffi, Cipriani, Petrelli, 2012). Benefits and Risk Benefits The centralized data server will help the staffs of the clinic to monitor the overall business process from any place any time. In addition to this, it will assist the clinic personnel to monitor the real-time patient situation. Digitalization of clinical application also a significant benefit of this proposed network system. Digitalized clinical application will provide an auto report generating facility. A customer health care report will be generated automatically and stored it in the main centralized data server. This system will be very helpful for the clinical staffs and help to save the time. Fast and secure information sharing system will assist the clinical teams to share patient information between these two clinics (Farahani et al., 2014). Risk Cost utilization factor is a big risk in this proposed system. A tremendous amount of cost is required to implement this network. The security risk is a common risk factor in any health care system. If the firewall is not configured correctly, then the firewall will not perform properly, and the security level will be decreased. System stability is one of the significant risks in any new system. If the new network system is not stable, then it will be trouble for the new clinic (Baghalian, Rezapour, Farahani, 2014). Training for Staffs: This system is new. Therefore, the clinical teams require a proper training to handle this system otherwise this system would be down (Curtis et al., 2012). Privacy also risks a standard risk in any health care system. Justification to the senior manager The provided network solution is proper and maintains all the networking rules. The proposed network system is cloud based therefore the centralized data center will help the staffs to access any patient information anytime anywhere. This is a significant benefit of this system. Also, this system will assist the workers of the clinic to save their time and support the monitoring of the real-time activities of the patients by the help of digitalized clinical application. These are the main reasons that this network solution is the right fit with this new clinic. References Baghalian, A., Rezapour, S., Farahani, R. Z. (2013). Robust supply chain network design with service level against disruptions and demand uncertainties: A real-life case. European Journal of Operational Research, 227(1), 199-215. Ciaffi, F., Cipriani, E., Petrelli, M. (2012). Feeder bus network design problem: a new metaheuristic procedure and real size applications. Procedia-Social and Behavioral Sciences, 54, 798-807. Curtis, A. R., Carpenter, T., Elsheikh, M., Lpez-Ortiz, A., Keshav, S. (2012, March). Rewire: An optimization-based framework for unstructured data center network design. In INFOCOM, 2012 Proceedings IEEE (pp. 1116-1124). IEEE. Davies, E., Tyson, G., Ohlman, B., Pentikousis, K., Eum, S., Corujo, D., ... Boggia, G. (2015). Information-Centric Networking: Baseline Scenarios. Farahani, R. Z., Rezapour, S., Drezner, T., Fallah, S. (2014). Competitive supply chain network design: An overview of classifications, models, solution techniques and applications. Omega, 45, 92-118. Foster, I., Ananthakrishnan, R., Blaiszik, B., Chard, K., Osborn, R., Tuecke, S., ... Wozniak, J. M. (2015). Networking materials data: Accelerating discovery at an experimental facility. Hills, C. (2015). Successful social networking in public libraries. The Australian Library Journal, 64(1), 72-73. Pentikousis, K., Ohlman, B., Corujo, D., Boggia, G., Tyson, G., Davies, E., ... Eum, S. (2015). Information-centric Networking: Baseline Scenarios (No. RFC 7476). Simmons, J. M. (2014). Optical network design and planning. Springer. Vilalta, R., Lpez, V., Mayoral, A., Yoshikane, N., Ruffini, M., Siracusa, D., ... Casellas, R. (2015, June). The need for a control orchestration protocol in research projects on optical networking. In Networks and Communications (EuCNC), 2015 European Conference on (pp. 340-344). IEEE.

The Waiting Room Essay Example For Students

The Waiting Room Essay Tick, Tock, that was the only noise that I could hear for the past few hours. I lifted my head, and glanced once again at the empty seats of the waiting room. As the ticking of the clock continued I began to feel my heart thumping to the rhythm of the clock. I waited for that door to burst open, and for the doctor to come out to reassure me that everything is fine. Tick, Tock, that was the only noise that I could hear for the past few hours. I lifted my head, and glanced once again at the empty seats of the waiting room. As the ticking of the clock continued I began to feel my heart thumping to the rhythm of the clock. I waited for that door to burst open, and for the doctor to come out to reassure me that everything is fine. It all began an hour before when I was dragged out of class and driven to a hospital by a taxi. Nobody had bothered to tell me what had happened. All I was told was Go to the waiting room, that is outside the emergency section and wait for your sister to come. My first reaction was to call my parents, and find out what had happened, their cell phones rang rhythmically and they answered and they reassured me that they were fine. My mind was racing against the speed of the clock. Why was I here? Why could no one answer my question? I sat there on my little plastic blue chair which made funny noises every time I moved position and still stared at the door waiting for it to burst open. Why was Kristen taking so much time, had something happened to her? I tried calling her cell phone, but all I heard was the grating voice of the operator, echoing into my mind, she had it closed. I threw my cell phone into my bag, and looked at that door. That door looked like the doors you see in television series. With the wide window at the top and the white colour that is slowly fading away. There arent any handles on the door and the door simply slides against the floor making a screechy sound, which can pierce anyones ear. From the far distance, beyond the dirty window of the door, I see some dark brown curls that remind me of my sister. As she comes closer, I outline the familiar shape of her upper body, since that is the only part that I can see. She doesnt seem upset or particularly frightened. She didnt have the same expression that I had drawn on my face since they dragged me out of my class. As the moment of revelation was coming closer and closer, and as Kristens pace was becoming faster and faster I felt the world suddenly orbiting in a slower motion. Even though there were very few seconds left for me to find out why I was in this waiting room for all this time, I felt like an eon had passed until I heard the door slam behind her.

Union Structure and Governance

Introduction The purpose of this study will be to analyze the structure and governance of a national or international union that addresses the plight of workers.Advertising We will write a custom term paper sample on Union Structure and Governance specifically for you for only $16.05 $11/page Learn More The union that will be focused on in this study will be the International Brotherhood of Electrical Workers (IBEW) which is a labor union representing the needs of workers employed in the electrical industry in the United States, Panama and Canada as well as other workers employed in the public utility and electrical manufacturing industry. The union also represents the interests of workers employed in computer, broadcasting and telecommunications sector. The main objective of the IBEW is to promote reasonable working conditions for all electrical workers under the union and also cultivate feelings of brotherhood/friendship among the various employees tha t fall under the union (Hill, 2008). History of the Union The beginning of IBEW can be traced back to the Electrical Wiremen and Linemen’s Union which was founded in 1890 in St. Louis, Missouri. Both wiremen and linemen flocked to St. Louis to demonstrate their trade by wiring the buildings in the city with electricity lines so as to exhibit their trade. During the exhibition, the workers got together to talk about their jobs and also the working conditions of electricians in the electrical industry. There was a general consensus that their jobs were hard and they worked for long hours with little pay (12 hours a day for 15 to 20 cents per hour). The workers did not receive any training or apprenticeship during the first week of their jobs and the safety standards especially for the wiremen were nonexistent which meant that they were exposed to dangerous working conditions. These poor working conditions led to the industry having the highest mortality rates of one out of two hired employees in the whole of America. The Convention and the growing electrical industry were basically the starting points of the Brotherhood (IBEW, 2005). The following year, 1891, saw a growing interest to have a national union that would address the plight of electrical workers in the US. The Convention that took place in St. Louis approached the American Federation of Labor (AFL) to receive a charter that would operationalise the Electrical Wiremen and Linemen’s Union.Advertising Looking for term paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More The Electrical Wiremen and Linemen’s Union under the charter No. 5221 was established in 1981 as a national organization that would address the labor needs of electrical workers within the electrical industry as well as other workers in the telecommunications, telegraph and electrical manufacturing industry. During their first year of operation, the un ion organized a convention in St. Louis where ten delegates representing the 286 members of the electrical industry attended the convention (IBEW, 2005). The ten representatives included Henry Miller, the president of the union, J.T. Kelly, W. Hedden, C.J. Sutter, H. Fisher, F. Heizleman, J. Berlowitz, T.J. Finnell, M. Dorsey and E. Hartung. These ten delegates formed the founders of the union and they adopted a different name for the organization known as the National Brotherhood of Electrical Workers. They worked for hours drafting a constitution for the union which would stipulate the laws and procedures that would guide the operations of the union. They also came up with the well-known emblem of the union, a fist grasping several lightning bolts, which would be used to distinguish the organization from other unions in the US. During the Convention, the delegates elected Henry Miller as the first Grand President of the union and they also elected T. Kelly as the Grand Secretary T reasurer of the union. In the 1899 Pittsburgh Convention, the union decided to change its name to the International Brotherhood of Electrical Workers. The membership during that time had reached 2,000 members with over 43 chartered local unions in the whole of America. The current number of members now stands at 750,000 in the four countries covered by the union (Panama, Canada, US and some parts of the Caribbean’s) (IBEW, 2005). The type of employers the International Brotherhood of Electrical Workers bargains with includes the electrical manufacturing industries, public utility companies that offer electricity to consumers, electrical installation companies, wiremen and linemen contracting agencies. The union faced adversity during its first year of operation as it received a lot of criticism and indignation from employers working in the mentioned companies. Many of these employers were trying to drive out trade unions in the country by organizing open shop campaigns in the national level. The union however sought to reduce tensions between employers and employees in the electrical industry by forming the Council on Industrial Relations which would be used to represent the interests of managers and employees (IBEW, 2005).Advertising We will write a custom term paper sample on Union Structure and Governance specifically for you for only $16.05 $11/page Learn More Hierarchical Structure of the Organization The IBEW is made up of three functional bodies which make up the structure of the union and these include the executive body which is made of the International President, the International Secretary-Treasurer, International representatives and the eleven International Vice-Presidents that manage the district level operations of the union. Other offices that fall under the executive body include the local union offices as well as the membership of IBEW. The judicial and legislative bodies of the union are made up of the In ternational Executive Council which is made up of a chairman and eight elected members working in the district offices. The International President is charged with the general administration of the IBEW and the responsibilities that come with the international office are varied and distinct (IBEW, 2005). Some duties of the International President include implementing the laws of the Brotherhood, overseeing any controversial issues that might arise within the organization, acting on any appeals that might arise from decisions made by the International Vice Presidents, deciding on IBEW policies and procedures, chartering and amalgamating various unions that have been established in the local level and suspending or revoking any local union charters that do not serve the interests of IBEW’s members. The International Secretary-Treasurer is primarily charged with the role of handling the financial matters of the IBEW International office such as investments and pension funds. The responsibilities of the treasurer include collecting, disbursing and accounting for all union funds, maintaining records of the organization’s membership and receiving all signed applications for the local union charter. The treasurer is also charged with protecting the seal and emblem of the Brotherhood (IBEW, 2005). The eleven International vice presidents that make up the district office and have been elected by the local unions work under the instructions of the International President of IBEW. The duties of the vice president include supervising the activities of all International Representatives within the district branch offices and also act on appeals that might come from members of the local unions. The internal bodies that exist in the local unions include presidents who are charged with enforcing the constitutional provisions of the union, vice presidents who are charged with assisting the local president with office duties, recording secretary who is charged with the role of keeping the minutes of local union meetings as well as maintaining all meeting records, the financial secretary who is charged with handling all the funds collected by the local union (IBEW Constitution, 2008).Advertising Looking for term paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Another member of the local union is the treasurer who receives all collected funds from the financial secretary and deposits them in the bank under the name of the local union and the business manager who is charged with the role of representing the local union in any trade disputes with industry employers. The business manager appoints all stewards within the local unions to effect bylaws that will be needed to effectively manage the functions of the local union. The business manager also conducts training programs for all stewards as well as enforcing all collective bargaining agreements. The International Executive Council (IEC) and the legislative body are charged with managing the judicial and legislative aspects of the union. The IEC is the final authority that is used when granting pensions, disability benefits and also handling the vested interests of the union’s members. The two bodies also act on appeals that are made by the International President and they try mem bers of the local union who have been charged with violating the laws and rules of the IBEW (IBEW Constitution, 2008). The diagram below represents the hierarchical structure of the IBEW and the various offices/bodies that make up the organization. Source: IBEW, 2005 Financial Flow of the Union The financial flow of the union is mostly made of funds collected from union dues, pension benefit funds and the general funds that are used to manage the day-to-day operations of the union. Members of the organization are meant to contribute $10 every month so as to manage the collective bargaining activities of the organization. The amount of pension funds that are collected from individuals within the union amounts to $3.50 per month for each full year of continuous membership that the member has with the union. The fund also pays death benefit to any of the member’s beneficiaries which could be $6,250 if the member dies of natural causes and $12,500 for any accidental deaths (IBEW Union, 2011). Union dues refer to the financial funds that are usually paid by the members of a union every month to support the general operations of the organization and its officers. The union dues structure of the IBEW covers two parts of the union’s structure which include the international and local union offices. The dues that are allocated to the international office are basically used to maintain and support the administrative and legal functions of the office as well as legislative procedures such as court appeals and trials which have been forwarded to the IEC. The bulk of union dues are usually allocated to the local union where the funds are used to manage the expenses of the offices as well as handle collective bargaining, member grievances, arbitrations and contract negotiations with employers. A basic union dues structure is made up of two parts: the local union and the IBEW per capital segment where the local union determines its dues by the operational cost s and expenses incurred by every local union within the various districts of the US (IBEW Union, 2011). Union dues are usually determined by the members of the local union as they are the only people who have the power and ability to change the amount of dues they have to pay ever month. The IBEW Per Capita structure of the union dues involves a monthly payment of $11set by the International Convention and which is meant to be paid by all members of the union. The monthly charge is usually used by the local union to fund the operations of the First District Office and it can only be changed by the elected delegates of the Convention. The diagram below represents the structure of and distribution of union dues in the organization (IBEW Union, 2011). Governing Entities within the organization The International Convention is the highest governing body of the Brotherhood. The union Constitution postulates that the IBEW member delegates meet every five years at a regular interval to dis cuss union matters and any labor issues that might arise in the electrical industry during the five-year duration. The international Convention therefore oversees these meetings during which it elects International Officers such as the president and secretary treasurer if there is need for reappointment or re-election. The International Convention also determines the basic law that will be used by the IBEW through the number of votes that have been cast for proposed resolutions and constitutional amendments to the union Constitution. The international Convention also has the final authority and decision on any appeals that have been made in the international, national and local offices of the union. The various entities that make up the Convention include delegates and member committees (IBEW, 2005). The delegates of the Convention are usually selected through secret ballots garnered from the members of the union. The level of delegate representation is usually based on the number o f members a local union has registered where the maximum number of delegates per local union is 15. The Convention further stipulates that no local union is entitled to representation unless it has been of good standing for the last six months before the International Convention. The committees in the Convention are usually formed by the International President who is authorized by the governing body to establish committees that will perform the basic functions of the Convention such as resolution action, the development of reports and recommendations that will be used to deal with disputes or conflicts between employers and employees. Another governing entity that oversees the functions of the IBEW is the International Executive Council (IEC) which deals with the judicial or financial aspects of the union. The IEC is the final authority when it comes to making decisions on granting pensions, disability benefits and also dealing with the vested interests of the union’s member s (IBEW, 2005). The types of boards exist under the local union and these include the examining board and the executive board. The purpose of the examining board in the local union is to examine and review the various applications for membership forwarded to the union for consideration. The examining board assesses the qualifications of various applicants according to the various sections of the union Constitution to determine if they qualify to be members of IBEW. The executive board on the other hand is involved in hearing all charges that are brought against the members of the union and trying them according to the bylaws and working rules of the local union (IBEW Constitution, 2008). The executive board therefore acts as a trial board as it has to consider all matters properly before making any major decisions with regards to any charges or violations brought against a member of the organization. Apart from the IEC, other councils that exist in the IBEW include the railroad coun cils and system councils which address any union issue within the local union railroad industry. Railroad councils are subject to the rules that govern local councils while the system councils are formed by the International President for collective bargaining purposes under the direction of the president. If the local union is unable to establish a railroad council, they can be able to form a system council to address any disagreements that arise (IBEW, 2005). Appointment of Union Members According to the union Constitution, the various officers of the IBEW are usually nominated and elected by delegates who have been duly selected in the International Convention. The circumstances under which International Officers are chosen for the post of International President and International Secretary-Treasurer in the IBEW is when either of the two officers dies before completing their term, their term contract has expired, they are found to be in violation of the union Constitution or they have committed an offense that is deemed punishable by the International Convention (IBEW Constitution, 2008). The only requirement for a person to be elected to any of the positions is that they should have a five-year standing relationship with the union. This basically means that union members who have not had any violations or charges placed against them can be able to apply for the post of International President or International Secretary-Treasurer. The two International Officers are usually elected by secret ballot or per capita tax votes when there is more than one candidate for the position. Once they are selected, they are expected to assume office in 30 days and they can serve for a term of five years until their successors are nominated and elected (IBEW Constitution, 2008). Other positions that are elected in the IBEW include the eleven positions for vice presidents which are usually elected by the respective vice presidential districts and the delegates that fall unde r the International Convention who are usually elected through a secret ballot election. The positions that are appointed within the IBEW include the Resolutions Committee which is appointed by the International President to document any resolutions to trade disputes that have occurred between employers and employees of the trade union. The positions and offices within the Railroad Councils and the System Councils are also appointed by the International President in the IBEW where the IP follows the bylaws of the Constitution when selecting the various members of these councils (IBEW Constitution, 2008). Culture of the Union The culture that exists in IBEW is that of reform and business unionism where the union is interested in offering its members fair housing and better working conditions as well as attaining a 5% wage increase for all its members under IBEW. The history of IBEW has been one of business unionism and reform where the various officer holders have tried to negotiate for better working and living conditions for the various members under the union. As a result of reformist cultures within IBEW, the wages and working conditions of the union’s members have improved considerably when compared to other industries in the country. Because of the culture of reform and socialist unionism, members of IBEW have been able to enjoy better health care and welfare services as well as improved pension benefits, longer holiday vacations and shorter workdays. These reforms have been able to take place because of the cultivation of intelligent people to manage the affairs of the union (IBEW, 2005). The culture of reform has been instilled in the various office holders to necessitate changes for employees working within the electrical industry so that they can enjoy proper working conditions as well as long-term benefits. The heritage of IBEW is vibrant and strong as the various beliefs and value systems practiced by all previous office holders have been pas sed down the line of successors. The use of local leadership has also enhanced the culture of reform within the union where talented and tenacious leaders have been selected to represent the union in various forums. Proper leadership has ensured that a culture of social reform is established in the union where the individual needs of members and their beneficiaries/families are addressed to maintain a high standard (IBEW, 2005). The mission and priorities of IBEW include organizing all workers in the US or Canadian electrical industry and other member countries as well as organize workers in the public utility and electrical manufacturing industry. IBEW is also charged with promoting reasonable work conditions for its members as well as reasonable salaries and wages. Another mission of IBEW is to settle any disputes that might occur between the employers and employees of the organization and also assist each of the members and their families through periods of distress, death and si ckness or material loss. The main priority of IBEW is to reduce the number of hours daily laborers such as the wiremen and linesmen work as well as seek higher compensation, improved standards of living and working for its members (Hill, 2008). Union Mergers In 1908 when the union was experiencing a period of success and stability, an internal struggle emerged within the organization that saw the secession of a large percentage of the Brotherhood. This split was mostly caused by a growing dissension amongst the wiremen and linemen of the poor management of the union’s high-ranking offices. At the same time, employers within the electrical industry were bent on destroying the Brotherhood so they fostered the internal struggles that were taking place within the union at that time. The secession that took place IBEW was referred to as the Reid-Murphy split after the two officers who were elected by the seceding factions of the split (IBEW, 2005). While the Reid-Murphy group spli t from the Brotherhood, Frank J. McNulty and Peter W. Collins remained the recognized office holders of the Brotherhood. The result of the secession saw two trade unions being formed to address the concerns of employees in the electrical industry with the Reid-Murphy faction having the majority of members. The structure of the Brotherhood was not affect in a major way as McNulty and Collins were able to remain as the official office holders of the union but their functions were somehow impeded because of the separation of funds and resources between the two factions. These split was however reversed by a court decision in 1912 that saw the 1908 Convention null and void. Union funds that had been taken by both factions were restored to the recognized group under the union Constitution by the court. The seceding group later merged with the Brotherhood in 1914 after they agreed to end their differences and focus on serving the needs of IBEW members (IBEW, 2005). Union Affiliations In 1 982, the International Brotherhood of Electrical Workers become affiliated with the Canadian Federation of Labor to enhance its activities of safeguarding the welfare of wiremen and linemen in Canada while in 1989, IBEW entered into an affiliation with the committee on political education (COPE). This was meant to improve the involvement of organized labor in the active education and registration of voters during the union election process. Another affiliation that the IBEW had was with the Canadian Labor Congress in 1997 which has been identified as a re-affiliation in the historical records of the Brotherhood. The unions and associations that have allied themselves with IBEW include the Electrical Workers’ Benefit Association, the Canadian Signal and Communications Union and the Pension Investment and Employee Benefits Department (IBEW, 2005). Conclusion The sole purpose of this study has been to analyze the structure and governance of IBEW, a union that deals with the labo r issues of employees working in the electrical industry. The discussion has focused on the structure of the union by looking at the various positions and office holders that make up the union as well as examining the various roles and responsibilities that these members play in the union. The study has also focused on the various governing bodies that govern the operations of IBEW which include the International Convention and the International Executive Council. The study in general has been an analytical analysis of the various faucets and bodies that make up the International Brotherhood of Electrical Workers. Questions Qn.1: Sections 1 up to 21 of Article XX of the AFL-CIO Constitution sets forth the various provisions that will guide the relationships of affiliates within the Federation and how each of the affiliates should relate with other affiliate members within AFL-CIO. For example Section two of the article sets forth that every affiliate member of the organization shall observe the established collective bargaining relationships that exist amongst the affiliate members of the organization which means that no member affiliate will attempt to represent employees who have an established collective bargaining relationship with another affiliate in the federation. Article XX is important for unions such as IBEW as it provides an established work relationship amongst the various unions that fall under AFL-CIO. The article provides a basic framework of how unions representing the interest of employees in one industry should conduct themselves to avoid any union disputes. Article XXI of the AFL-CIO Constitution talks about the organizing of responsibility procedures where the various member affiliates of the federation resolve to organize competition in situations where competition might be detrimental in serving the best interests of workers. This article is important for unions that want to represent the interests of workers from one industry. Section 2 of the article stipulates that any affiliate members of the federation that is actively engaged in representing and organizing employees from a particular industry can be able to seek for authority to enable them be the exclusive representative of these employees within that industry. Article XXI is therefore meant to limit the amount of competition amongst unions willing to represent the interests of workers within one industry (AFL-CIO, 2011). Qn. 2: One constituent group of the AFL-CIO is the coalition of black trade unionists (CBTU) which serves the needs of African American workers in the United States. While CBTU is not a civil rights organization, it provides the black workers in the US with a forum within the union movement to voice their concerns about organized labour in the country. The mission of CBTU is to meet the working needs of African Americans within the US by presenting their concerns to the union movement, AFL-CIO. The main activities of the organization includ e; improving the economic development of black workers by providing suitable employment opportunities, working together with the trade union movement so as to provide a voice for black workers in America, increase the union involvement of black workers by increasing awareness through voter education and voter registration, actively supporting civil rights groups that are trying to improve the working conditions of black people within the country and organizing black or minority group workers who are unorganized (CBTU, 2011). CBTU provides value to its members as it seeks to support programs and initiatives aimed at reducing the level of unemployment amongst black Americans in the United States. The organization collaborates with school systems to ensure that black students are equipped with the necessary skills that will allow them to gain useful employment once they complete their education. CBTU also adds value to its members by looking for ways to deal with the escalating prices in food, housing and medical services. It has established important alliances with various organizations within the American community to ensure that the financial burden is reduced (CBTU, 2011). Qn.3: One campaign under the Change to Win affiliate program is the Warehouse Workers United campaign where the Warehouse Workers United is an organization that seeks to represent the interests of warehouse workers in California’s Inland Empire. The main purpose of the organization is to join all warehouse workers together so as to improve their working conditions and also build a better future for the workers and their families. The Change to Win campaign for the Warehouse Workers United is focused on improving the terms of pay as well as working conditions for all warehouse workers in the Inland Empire. The Change to Win campaign for these workers is meant to build an effective response to the poor assault on worker rights by forming a stronger labour movement that will provide hop e to many minimum wage workers. Change to Win has the ability to affect a response from the various unions in America as it has the voice and the support of stronger affiliate federations such as AFL-CIO in addressing the concerns of workers such as the Warehouse Workers United (Warehouse Workers United, 2011). References AFL-CIO (2011). AFL-CIO Constitution; article XX and XXI. Web. CBTU (2011). About CBTU: mission statement.  Web. Hill, E.D. (2008). Constructing Bright futures. IBEW Journal, 107(2): 1- 52 IBEW (2005). International Brotherhood of Electrical Workers: History and  Structure. Web. IBEW Constitution (2008). IBEW Constitution as amended SEP. 2006 at Cleveland,  Ohio. Web. IBEW Union (2011). IBEW union dues structure.  Web. Warehouse Workers United (2011). Why we fight. Web. 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Database Application (DBMS) Project

Introduction Technology has resulted to an immense change in the manner in which organisations increase the effectiveness of their human resource functions. The concepts of human resource systems were first established at general motors’ in 1950s.Advertising We will write a custom essay sample on Database Application (DBMS) Project specifically for you for only $16.05 $11/page Learn More Since then, â€Å"HRIS have advanced from a basic process to convert manual information keeping systems into computerised systems to the HR information systems that are used today† (Friesen 2003, p.28). This change has been associated with the need to integrate various functions of HR to a common platform. The aftermath is the emergence of a third generation HRIS that is computerised. This generation â€Å"has taken HR data systems far beyond being mere data repositories by creating tools with which human resource professionals could do much more† (B yars, 2004). Additionally, the generation comprises of self-contained feature-rich and broad-based human resource information systems. The purpose of this paper is to provide a plan and a set of recommendations that would identify protocols and parameters for devising a HR DBMS in an industry of tertiary education. The organisation considered is a university undergoing an immense growth and needs to recruit 500 staff within a year. It also needs to â€Å"identify the performance and skill profiles of present employees for later possible redundancies† (Hagood Friedman 2002, p.544). Setting plan for HR DBMS To set a plan for setting recommendations critical in identification of parameters and protocols for coming up with HR DBMS in a university undergoing tremendous growth requires that a consideration be made of the characteristics of a credible HR data base. It is however crucial to note that, even with the inclusion of computer applications in automation and integration of human resource functions within an organisation, the traditional function of HR has not changed. Consequently, an ample HR database needs to have the capacity to house all these functions from which the developed HR software can process the data to yield HR organisational decisions.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More A database having all the requisite concerns of the HR is also critical in ensuring that HR realises its auditing and metrics development that are vital for standardisation rapidly. A credible HR database also needs to provide HRIS with the capacity to â€Å"provide real-time people information to non –HR processes systems as well standardise and automate key HR process and policies† (Hagood Friedman 2002, p.544). Arguably, such a database needs to be customised to ensure cute automation of various workflows coupled with myriads of HR competences. Th is is right from the fundamental information of an employee stored as an individual entity within the database to facilitate the overall decisions vital in setting the overall workforce’s compensation mechanisms, training and education, and in the generation of payrolls. Design modifications to undertake organisational operations In planning for a HRIS, a number of factors are vital for consideration. In its actual nature, human resource information system is meant to enhance the enforcement of disciplines in the derivation of HR policies coupled with processes. Arguably, â€Å"organisations, which have been working on agile decision making mechanisms initially find implementation a challenge since the flexibility of decision making as per circumstances is significantly reduced† (Uyen 2005, p.7). Consequently, the most vital elements that HR database developers need to pay credible attention to while planning for a HRIS in a university undergoing rapid growth is the ma gnitude of strategic maturity desired to be realised through the system being developed. Among the factors considered in the development of a credible HRIS includes identification of processes that are desired to get automated and reports that are anticipated to be realised through processing of the data contained in the database.Advertising We will write a custom essay sample on Database Application (DBMS) Project specifically for you for only $16.05 $11/page Learn More They also include the magnitude of information security required, the necessity of conducting an improvement of processes of the HR to match the market requirement, the anticipated decision making, and the business units supported by the system. Moreover, according to Wojcik (2004), other factors include â€Å"people who need to run the systems and their internal capability, the monetary and man power investment needed to be made when planning the HRIS and knowing the way out of the le gacy systems when migrating to the new system† (p.19). Once all these factors are given ample consideration, it becomes critical to consider the specific design modifications required to undertake and address recruitment, training and development, career planning, performance review, occupational health, and safety operations within the tertiary educational industry. Recruitment and selection There are main changes to the design of recruitment and selection while deriving a new HRIS in a tertiary education. One is to ensure online recruiting and selection becomes the central methodology of the HR department. This change is credible since it would aid an â€Å"organisation to garner potential candidates for available positions within minimal time and cost† (Avison Fitzgerald 2003, p.79). Redesigning the recruitment and selection this way can help the university to recruit 500 employees within the available time span of 12 months. Training and development Training and de velopment encompasses one of the noble obligations of HR in an organisation. To enhance the effectiveness of this task, a change is required to incorporate a LMS (learning management system) as an integral part of HR system developed in the university. According to Conway and Monks (2008), A LMS facilitates â€Å"HR to track education, qualifications and skills of the employees, as well as outlining what training courses, books, CDs, web based learning or materials that are available to develop necessary skills† (p.73).Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Consequently, it would become possible to utilise the employees’ information stored in the HR database â€Å"to offer various courses during particular sessions in which all the delegates coupled with the resources used in the training process are managed and mapped on to a common information system† (Walker 1982, p.56). Such a system would also permit the HR to authenticate training budgets and appraisal metrics. Career planning At the heart of organisational success rests the need for HR to conduct research on the emerging needs of further career development among the employees to ensure that the organisation benefits from the most recent technological development. For the university’s case, this may include the emergence of new research methods or new disciplines within the areas of specialisation of tutors. The desired alteration of the HRIS is to incorporate mechanisms of tracking the profiles of the existing university human resource and match them with th e possible emerging career opportunities. This is followed by subsequent placement of these employees to such opportunities. Performance review A performance review module is necessary for incorporation as a design modification for the HRIS utilised in the university. Such a system deserves to garner and process information related to work efforts, which are then merged with the established remuneration procedures adopted by the university. The results obtained from analysis conducted by performance review module could be credible in basing decisions on possible redundancies of the employees within the university. Occupational health and safety In addition to the discussed roles of HR in an organisation, it is also the role of the department to ensure that the employees’ occupational health and safety issue are proactively managed to enhance the productivity of the workforce. The modification changes in the new HRIS system ensure that the system facilitates quick querying of teaching and non-teaching staff concerns of their safety and occupational health on an online environment. This is anticipated to boost morale of the workforce since such concerns may act as stressors. Role of IT in assisting to design modifications to undertake organisational operations In enhancing a practical realisation of the above modification changes, IT personnel play critical roles. In this regard, Broderick and Boudreau (1992) reckon, â€Å"HR executives depend on internal or external IT professionals to develop and maintain an integrated HRIS† (p.6). Therefore, the IT team is charged with development of a database with field taking in data relevant to the mandates of HR department within an organisation. These include â€Å"payrolls, time attendance, appraisal performance, benefit administration, recruiting, performance record, employees’ self-service, and scheduling and absence management† (Sandberg 2000, p.13). This information is necessary for maki ng sure that human resource accomplishes its tasks, which not only entails the management of the workforce but also in aiding to create business intelligence and tracking the resource available to an organisation to make it more productive, cost effective, and fostering the brand. More importantly, the role of the IT is to develop the software entities for processing various HR-related data besides integrating these entities into a common platform that enables the HR to make compound decisions. References Avison, E Fitzgerald, G 2003, Information Systems Development: Methodologies, Techniques and Tools, McGraw-Hill, London. Broderick, R Boudreau, J 1992, ‘Human resource management, information Technology, and the competitive edge’, Academy of Management Executive, vol.6 no. 2, pp. 7–17. Byars, L Rue, W 2004, Human Resource Management, The McGraw-Hill Companies, London. Conway, E Monks, K 2008, ‘HR practices and commitment to change: an employee-level An alysis’, Human Resource Management Journal, vol. 18 no.1, pp. 72–89. Friesen, B 2003, ‘Is your client ready for e-HR?’, Consulting to Management, vol.14 no.3, pp. 27-33. Hagood, W Friedman, L 2002, ‘Using the balanced scorecard to measure the performance of your HR information system’, Public Personnel Management, vol. 31 no. 4, pp. 543-558. Sandberg, J 2000, ‘Understanding Human Competence at Work: An Interpretative Approach’, Academy of Management Journal, vol.43 no.1, pp. 9–25. Uyen ,V 2005, ‘Contracting out HRIS easy call at Terasen Pipelines’, Canadian HR Reporter, vol. 18 no. 4, pp. 5-9. Walker, J 1982, HRIS Development: A Project Team Guide to Building an Effective Personnel Information System, Van Nostrand Reinhold, New York. Wojcik, J 2004, ‘Toshiba Employee Handbook Goes Online, Business Insurance’, vol. 38 no.49, pp. 18-23. This essay on Database Application (DBMS) Project was written and submitted by user Miranda Delaney to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Chemical Medicine Meridia drug

Chemical Medicine Meridia drug The use of chemical medicine in the treatment of diseases has an old history. For so many years, people have used medicine depending on its availability. However, development in technology has brought rapid progress in the field of medicine. Today, there are numerous medicines that are used to treat a wide range of conditions. One such condition is obesity.Advertising We will write a custom essay sample on Chemical Medicine: Meridia drug specifically for you for only $16.05 $11/page Learn More Apart from the traditional methods of losing weight that include dieting and exercises, there are a number of medicines that also come in handy. Sibutramine Hydrochloride Monohydrate (Meridia) drug has been used in weight management. Of late, Meridia has sparked a lot of controversy. This has been brought about by the discovery of long term effects pertaining to the drug. This paper will attempt to look at the side effects against the advantages of the Meridia drug. Me ridia has been associated with cardiovascular problems. Investigations have revealed that there are high chances of increased heart beats amongst users of the drug. A sizeable number of users have developed hypertension. It could also be associated with dilution of blood that makes the pumping by the heart much easy. This hence quickens the flow of blood in the body. The end result is death where corrective measures do not work. In fact, deaths have been registered among the users of Meridia drug. Stroke could also attack the patients and leave them immobilized hence unable to take care of themselves. It is not clear what causes these problems but definitely, there is the element of stimulating the body. This could lead to increased metabolism accounting for the fast heart beat. This functioning of the drug comes closer to what rigorous activity does to the body. The medical arena has registered increased numbers of patients with heart related complications. Treating these condition s has posed challenges most of which have financial dimension. That is why some medics argue that they cannot afford to have drugs adding to these problems being administered. Other problems associated with Meridia are hallucinations and confusion. Hallucinating persons see things which do not exist or are imagined. Getting confused is when a person looses focus and is not able to account on his/her actions. These are mental conditions that could take us closer home in terms of the devastating effects of the drug. Based on the foregoing, it is clear that the brain is not spared. It defeats common logic that an obese person could end up with mental breakdown while trying to control weight. The cause for these conditions may have some connection to the increased or reduced heart beat. Increased heart rates could strain the blood vessels in the brain triggering the confusion.Advertising Looking for essay on health medicine? Let's see if we can help you! Get your first paper wi th 15% OFF Learn More Reduced heart beats have to do with lesser flow of blood into the brain. This means that oxygen supply in the brain is insufficient. Death of cells in this case is inevitable and the onset of serious brain damage real. The problems posed by the drug are in the group of symptoms that form ill mental health. It is worth noting that a drug affecting the brain to the level of hallucinating or getting confused is dangerous to use. The benefits of Meridian when used as dieting drug are worthwhile. Studies have revealed that patients using the drug have potential to lose weight up to 4%. Some of them shed more weight than this percentage. This means that the drug is effective in weight management. It is truly a weapon against the obesity monster. Its performance is outstanding when it is compared to other dieting drugs in the market. When we take a look at the existing non medicine methods of losing weight, it is clear that Meridia is a better option. Dieting calls for concerted efforts and many a times it fails. The patients experience high appetites that may become uncontrollable. One may skip a meal only to eat more than is expected in subsequent meals. Dieting requires discipline but many loopholes are created and more often than not it does not work. Similar trends are experienced while excising. This leaves a clear choice for the use of Meridia. Taking the drugs is an easy routine to follow. As noted at the beginning of this paper, this drug can be seen as a product of the latest technology. It has really targeted the purpose for which it was developed. In conclusion, it is apparent that the disadvantages for this drug surpass the advantages. The side effects discussed here are about 20% of the total. There are other symptoms which may not appear as serious as the ones discussed. This does not however mean that they could be overlooked. It is common knowledge that with progression of the symptoms, the patient is bound to fa ce serious repercussions in the end. When a drug meant to control a condition end up causing death, it is only fair that it is withdrawn from the market. The authorities should not sit back and watch as innocent people get harmed. There has been an ongoing debate by experts concerning the drug. The issue seems to have divided these experts into two. There is the group which has maintained that the drug should be withdrawn from the market all together based on its side effects. The other group insists that there is no need to withdraw it. All of them seem to agree on the side effects with second group advising that the drug should be used on prescription by a physician. This advice is a manifestation of the fact that the drug is harmful. The role of the physician is to carry out examinations on the patient. If such a patient has a history of hypertension, then the usage of the drug is not recommended.Advertising We will write a custom essay sample on Chemical Medicine: Meridi a drug specifically for you for only $16.05 $11/page Learn More This is tantamount to going round the problem instead of facing it head on. It is also wrong to point fingers at the wrong causes of health problems among patients using the drug. On the other hand, the world today is faced by the ever increasing cases of obesity. Many children are becoming obese and the scientists have attributed this to poor feeding habits. Many other people and particularly those on drugs are experiencing obesity. Curbing this menace hence becomes a priority. The drug in question has proofed its success and contains elements that are important when it comes to weight management. It would be prudent to identify the elements that cause the side effects so as to rebrand the drug. In the face of modern technology, improvement on the existing drug is possible. It would be an easier option to do adjustments to the drug as opposed to banning it.

The Changing Uses of Freak

The Changing Uses of Freak The Changing Uses of Freak The Changing Uses of Freak By Maeve Maddox As a noun, freak is documented from the 1560s with the meaning sudden turn of mind: The king, in a freak of anger, ordered the generals execution. From meaning a sudden turn of mind, freak came to mean a trick or a prank: The boy was expelled for some boyish freak. By the 18th century, freak could mean something extremely imaginative. The 1785 citation in the OED refers to a wonderful ice-palace as a freak. The expression freak of nature gained currency in the 19th century. From that phrase derives freak in the sense of something that has developed abnormally, like a two-headed calf. In modern informal speech, freak is used with a qualifying word to label someone as being extremely committed to something: health freak control freak Jesus freak vegan freak The earliest example of this formation is from 1908: camera buffs were called kodak freaks. Freak is also used as a verb: to freak out: (occas. without out): to undergo an intense emotional experience, to become stimulated, to rave, esp. under the influence of hallucinatory drugs. Also trans., to cause (a person) to be aroused or stimulated in such a way. (OED) The verb has in turn spawned the noun freak-out (also spelled without the hyphen): Horse had a freak out in the trailer and cut hocks. Freak has two adjective forms, freakish (1653) and freaky (1824). The highway official being quoted in a news story about the narrow escape of a motorist when a second lane marker came loose from the road must have been too rattled to think of either of these adjectives: this is just another freak accident, even freaker than before Want to improve your English in five minutes a day? Get a subscription and start receiving our writing tips and exercises daily! Keep learning! Browse the Vocabulary category, check our popular posts, or choose a related post below:50 Redundant Phrases to AvoidHow to Pronounce MobileList of 50 Compliments and Nice Things to Say!