human reason Essay -- essays research papers

Points of view on Human Reason      Human reason is a point that, no ifs, ands or buts, can have numerous viewpoints by different people. Descartes accepted that reason was a definitive foundation of human information, while Pascale accepted that reason alone couldn't permit somebody to achieve information. He felt there were confines on reason. Both attempted, as well as could be expected, to back their convictions and make others see their perspective. Descartes questioned the faculties and accepted that individuals just knew things through the substance of their psyche through human explanation. Descartes utilized consistent deductive thinking to scrutinize the conviction of the faculties. He states, â€Å"I have discovered that these faculties some of the time misdirect me, and it involves reasonability never to trust totally in the individuals who have beguiled us even once† (Descartes 26). His fundamental inquiry that he tried to discover the response for is extremely intricate yet appears to be so straightforward while reflecting upon it. In what manner can we really know things, beyond a shadow of a doubt? How would we realize that the sky is really blue, or that the earth is round? Is there a specific evidence to uncover the reality of anything? Are the thoughts we structure in our psyches and discernments we have reality? These are the kinds of things Descartes considered. He scrutinized the sureness of totally everything. â€Å"I have no faculties by any means; body, figure, expansion, development and spot are figments. What will, at that point, be valid? Maybe simply this a certain something: that there is nothing cer...

There are many elections that occur in the United States

There are numerous races that happen in the United States. In many people groups assessments, the most significant political decision is the presidential political race. Albeit most standard individuals don't overanalyze how they get the data about the up-and-comers during decisions, in Thomas E. Pattersons book Out of Order he has proposed the idea that the media gives their political race data to the individuals in an out of line and one-sided way. I will presently disclose to you the manners in which that I differ and concur with him on various focuses. Patterson has gone into a wide range of focuses, yet I have picked the ones that are generally imperative to me, which are the means by which the media coordinates voters towards one up-and-comer, the sum competitors are cited, if the media favors the Democrats over the Republicans, the sum the surveys are secured, how the media controls articles with words that need defending, the aftereffects of applicants not helping out the pre ss, and the genuine significance of an outsider. The accepted reason of todays framework is that the media will coordinate the voters toward an away from of picking one up-and-comer as opposed to another.1 There are two sections to this announcement. I concur with the part expressing that the media coordinates voters toward one up-and-comer, anyway I don't concur this is done to one competitor all through the whole political race. I gathered articles between September 6th until September eleventh that unmistakably guided the positive data to the Democratic up-and-comer, Al Gore. Before the day was finished, it was Bush who was rehashing himself, after almost four straight long stretches of playing messy defense.2 As you can see, this article had totally negative data that was being coordinated towards the Republican competitor, George Bush. Fair presidential candidate Al Gore requested media outlets consent to a quick truce in the showcasing of grown-up materi...

Majors

Majors The other day, Katharine wrote: Matt, I have a question/concern. It seems that many of the admitted students already have an idea of what careers they would like to pursue or have one or two subjects that they extremely excel in. For me, Im not an extraordinaire in any one subject, but I do relatively well in just about all my classes. My interests are extremely varied too. I was wondering if the core curriculum limits exploration at MIT and if MIT has its way to help people find interests and in my case, something I REALLY like and Im REALLY good at, at the same time! Lets start from the beginning to answer this. As you may know, what you wrote on your application has absolutely no bearing on what major you choose at MIT. You could have written Computer Science and instead major in Architecture; you could have written Biological Engineering and instead choose Management. Everyone comes into MIT undeclared, and chooses a major at the end of freshman year.* *n.b. Actually, you need not choose a major until the middle of sophomore year, though most students choose at the end of their freshman year. Also, changing majors is relatively easy, even between unrelated majors. I switched from Mathematics to Management Science at the end of my junior junior year. How do students choose a major? There are many ways MIT will help to expose you to your different options. As early as CPW (less than a week from now!), there will be opportunities for you to learn about the different departments. At CPW (on Friday), there will be an Academic Fair with representatives from all of the different majors to help you think about classes and research opportunities in that field. A similar Academic Fair occurs over Orientation, as well as a symposium of sorts where the professors of various introductory classes tell you about their classes and your different options. After the first term, even more events will be held to help you choose your major. During IAP, there will be a Choice of Major Fair, where departments will recruit you to (and inform you about) their majors. Later, in the Spring term, departments will have individual seminars and open houses to get even more in depth. Most students have plenty of room and flexibility in their schedule to take a couple introductory/exploratory classes in the majors they are considering during their second term. For example, in my second term I took 4.101: Experiencing Architecture Studio, 18.03: Differential Equations, and 14.01: Microeconomics, since those were the departments I was considering at the time. Students also explore their prospective majors through UROPs and pre-UROPs, as well as department seminars. Upperclassmen, freshman advisors, professors, the Careers Office, and the Academic Resource Center are all great resources, too. Now is the time of year when departments hold their Open Houses for prospective majors. Every morning, I walk from the subway stop to my office, and this week there were many open houses being advertised along my route, so I decided to take pictures of them. (And those are just the ones on my walk to work, and just the ones this week) Even better than all of this is the fantastic Choice of Major website. It has profiles of each major, including what introductory classes you might want to check out, logistics of the major, current research in the field, career opportunities, and more. The site also has some great advice on choosing majors, charts of requirements for each major, and lots of other good stuff. In short, MIT will provide many resources and opportunities when it comes to choosing a major.

A family supper - 1256 Words

A Family Supper, by Kazuo Ishiguro, is a story of uncertainty, nervousness, emotions, and loss of love in the family. The narrator, Ishiguro, is a Protagonist, was born in the Tokyo, Japan. He is returning home from California some two years after the death of his mother. After the WWII, Watanabe s despondency of the loss of the company leads him to take his life and his family members. The Protagonist s mother, who is believed by her husband to have lost hope in her life, commits a suicide as well. The Protagonist s father who lives with the loss of his wife and his friend and business partner, Watanabe, feels hopelessness that leads him to consider suicide as a relief from loneliness and guilt. A Family Supper, by Kazuo Ishiguro†¦show more content†¦With the mother s death as background and the partner s suicide as foreground, death will be better decision for father to reunite and fulfill the bond of love. Ishiguro s use of language plays a crucial role in expressing the central idea. The family in Ishiguro s story have become alienated. We see this alienation and lack of love in the imagery and symbolism. The darkness of night and the garden indicate their dark and broken relationship: The light in the garden hadShow MoreRelatedFamily Supper : Unveiling The Truth Essay800 Words   |  4 PagesHem B BK Dr. Adams ENGL 1002 15 April, 2016 Double Faced: Unveiling The Truth In Family Supper, a Japanese son is presented as a rash and negligent character. As this short story further develops, several defective aspects of him get vividly demonstrated. The son when analyzed on the surface seems typical. But, the son’s visit to his family and the events that followed are mere double-faced act reflecting his ignorance, disrespectful, and cynical traits. The protagonist provokes the audienceRead MoreA Family Supper By Kazuo Ishiguro874 Words   |  4 Pages Have you ever read the cultural story â€Å"A Family Supper† by Japanese author, Kazuo Ishiguro? Generally, it’s the conflict between generations in changing Japan, one can understand that this story depicts a young Japanese man (the narrator) who lived in America and has come back to Japan, his motherland to attend the funeral of his mother. He had dinner with his family at the first time of the year. With emphasis on generational conflict, the three aspects that are relationship between the son andRead MoreA Family Supper by Kazuo Ishiguro3377 Words   |  14 PagesA Family Supper by Kazuo Ishiguro Theme: is the conflict between generations in changing Japan. Meaning †¨the ways of past generations are giving way to new values that have not been fully developed in the younger generations. One exanple of this being that suicide, carried out in the face of defeat have now lost of its meaning and honor in younger generations. His mom is the ghost The fugu fish and the story of Mr. Watanabe and his family are subtle hints about the end of the story, foreshadowingRead MoreAnalysis Of The Poem Simple Recipes And Kazuo Ishiguro s A Family Supper 2017 Words   |  9 PagesMadeleine Thien s â€Å"Simple Recipes† and Kazuo Ishiguro s â€Å"A Family Supper† the way in which the children view culture is significantly different from their parents views. While the children in each story grew up in different countries, the similarities between the children and their families are strikingly similar. The cultural views of the father and son in each story leads them in separate ways, which ultimately causes major rifts within the families and creates significant tension between father and sonRead MoreEssay A Fatal Supper by Kazuo Ishiguro1246 Words   |  5 PagesA Fatal Supper by Kazuo Ishiguro The first time I read A Family Supper by Kazuo Ishiguro, it appeared to be a simple story about a son who comes home after being gone for a few years, who talks about recent family events, and rehashes old memories from childhood with his father and sister while waiting for supper to be prepared. After reading it again I realized however, that Ishiguro hid vital foreshadowing within the plot using dialogue, symbolism, and description. These important cluesRead MoreThe Last Supper By Leonardo Da Vinci1012 Words   |  5 PagesThe Last Supper Wendy Guindi Azusa Pacific University, University College The Last Supper Leonardo Da Vinci was born in April 15, 1452, Vinci, Italy and died May 2, 1519 at the age of 67 in Amboise, Kingdom of France. He was being called as a father of paleontology that is considered one of the greatest artists of all times. â€Å"He was well known for diverse fields of the arts, paintings, sculpting, architecture, music, mathematics, engineering, literature and many more.† (Leonardo artistRead MoreThe Last Supper By Jacopo Tintoretto1264 Words   |  6 Pages Art 100(8) The Last Supper The Italian Renaissance artist Jacopo Tintoretto, painted The Last Supper in 1592-1594. The last supper is an oil painting on canvas and it is placed in the Basilica di San Giorgio Maggiore in Venice, northern Italy. The dimensions of the painting are 365cm and 568cm. The Last Supper by Tintoretto creates a dramatic scene and it is related to Christian’s beliefs and isRead MoreThe World Of Art, By Matthias Grunewald940 Words   |  4 Pagesgraveyards, homes, and have been placed out at roadsides in where a loved one has suffered a tragedy creating a memorial mark. Crosses can also be used for decorative wall art, given as a special religious gift, and placed at a home altar in where many families practice their religion. Individuals use different techniques to create a cross. Many use metals including aged tin, which is a silver white metal, iron, baked clay, and rustic wood. In different parts of the world such as in Mexico and Europe, individualsRead MoreLeonardo Da Vinci : The Mona Lisa And The Last Supper1376 Words   |  6 Pagesmany disciplines he epitomized the name of  ¨Renaissance man. ¨ If you ask people about him, most people will recognize him for his art, especially two paintings that are remaining as the worlds most admired and most famous, The Mona Lisa and the Last Supper. A fun fact about Leonardo Da Vinci is that he was self-taught. He also had dozens of secret notebooks that are filled with Observations, Inventions, and theories he had about pursuits from anatomy to aeronautics.But the rest of the world was justRead MoreThe Last Supper : A Painting Painted Leonardo Da Vinci1569 Words   |  7 PagesBillie M. Gordon Professor Welborn Art History 101 21 September 2015 The Last Supper The Last Supper is a mural painted Leonardo da Vinci. He was considered a â€Å"Renaissance Man.† Leonard da Vinci was born in 1452 in a village a few miles from Vinci, Italy. His father, Piero da Vinci was a Florentine notary and his mother was believed to be a peasant woman named Caterina. Leonardo da Vinci did not have much formal training outside of reading, writing, and math. At the age of 14, Leonardo da Vinci

Argument Against School Uniforms Should Not Be Banned

Argument Against School Uniforms My disagreement against school dress code is that public schools should not make the student go to school uniforms. Students should be able to wear any appropriate clothing they want to wear. School uniforms are not the way to be unsuccessful in education. School uniforms are a waste of time to have in a public school system. Teachers should make the students go home and change into school appropriate clothes. Public schools should give students a chance on what they want to wear. Students should pick any school appropriate clothing to wear to school. Students should be wearing the right appropriate clothing to school so the student would not get in trouble. Schools should probably take a vote if school uniforms should be enforced. Like every student needs to let their voice be heard. Every student has a right to wear any type of clothing to school. School uniforms are not suitable for students and for the school system plus the student’s education. For example, if a student forgot to wear their school uniforms the teacher would have to send the student home and change into the school uniform. The teacher of the school would force the student to do it. Maybe the teacher can make the student change at the school instead of disrupting class. the school uniforms are not the right attire. That’s why students should just wear regular clothing. School uniforms are not the kind of clothing to change the school dress code to help students becomeShow MoreRelatedSchool Uniforms are a Terrible Idea984 Words   |  4 PagesRefutation essay- â€Å"school uniforms are a terrible idea† The essay school uniforms are a terrible idea states that. School uniforms fail to achieve the goals for which a school uniform was established suck as to save students money to, to prevent violence, and create a more organized school environment. The essay also states the uniforms restrict student’s freedom of expression. That school uniforms have led to more violence and that since no studies have yet proven that a uniform policy can solveRead MorePersuasive Essay On School Uniforms1671 Words   |  7 Pages Hari Mainali South University School Uniform â€Æ' Abstract Freedom of dress is violated by restricting on school uniform. A school and university have their own dress code which does not require a particular dress. Some researcher and scholar suggest misbehavior in the student are the result of banning uniform. But misbehavior is what they acquired in their life. Banning uniform, student can exercise their right to express themselves freely. Student will be able to focus on education and saveRead MoreThe Pros And Cons Of Uniforms In Schools845 Words   |  4 Pages School uniforms: a debate that has been tossed back and forth for years now. The percentage of schools that necessitate uniforms and the percentage of the ones that do not are approximately equal. This conveys a dispute that is difficult to find a definite solution for, due to the ambiguous negatives and positives being drawn between both arguments. Uniforms being a part of school systems became widespread first after Long Beach, California implemented them into their elementary and middle schoolsRead MorePersuasive Essay On School Uniforms979 Words   |  4 PagesThe age old argument of whether or not uniforms and dress codes should be enforced in schools seems to never conclude. The issue of appropriate clothing in schools is controversial and provoking. Many argue that abolishing a student’s choice in their attire violates their freedom of expression. Students use what they wear to express themselves; their clothing gives them a sense of a unique style and identity. Others argue that permitting students to wear whatever clothing they like can create unnecessaryRead MoreThe Issue of School Prayer1009 Words   |  4 PagesThe issue of school prayer has been a thorny one in the United States for many years now. In the beginning of the nineteenth century readings of the Bible and prayer were common practices in public schools. However prayer was banned in 1962 due to claims that it was violating the First Amendment right that the government was not allowed to support religion, and from then on the Supreme Court has ruled against any and all forms of prayer in schools. Schools cannot however ban students from prayingRead MoreThe Implementation Of School Uniforms1243 Words   |  5 Pagesdebated upon is the implementation of school uniforms. In the United States, school uniforms have become more and more widespread. Although, some schools disagree with the requirement of a school uniform and decide to require a school dress code instead. The pros and cons of a school uniform are very controversial. Deciding whether a school uniform should be implemented is not a black and white issue. Arguments to support school uniforms state that school uniforms create an altogether better environmentRead MoreSchool Uniforms: Should Everyone Look Like Clones? Essay920 Words   |  4 PagesAre school uniforms good or bad? This is an issue that has been going on for years. There are many different reasons for school uniforms. Some say having a school uniform helps to prevent violence and others say it prevents originality. Some also say it’ll help lower or rise the cost for parents. A common argument today is whether or not uniforms should be enforced in the public school system. One main reason public schools have uniforms / dress code is because in 1996, President Clinton allowedRead More Opposing School Uniforms Essay examples1684 Words   |  7 PagesSchool Uniforms In 1993, Will Rogers Middle School in California’s Long Beach County School District began discussing the idea of a school-wide uniform policy. That fall, Will Rogers became the first school in Long Beach County to have a mandatory uniform policy. Other schools in the district soon followed drawing national attention, including a personal visit from then President Clinton. Recent memories of school shootings around the nation caused President Clinton to urge other school districtsRead MorePeer Pressure2910 Words   |  12 Pagesa debate. As a student, one topic which I remember always making the rounds of the debating circuit was, does violence in television and movies influence the way children behave? By the end of my learning years, I was sure that I had heard every argument that could have been made about the topic. After all, how many examples can you give from television and how many instances of juvenile delinquency can you cite that resulted from watching a violent film? Yes, violence has permeated the media butRead MoreNative American Controversy Essays837 Words   |  4 Pagesnames (The Atlantic Braves, Golden State Warriors, Chicago Blackhawks, and University of Illinois Fighting Illini) that are the center of this argument. According to The Free Dictionary a mascot is â€Å"A person, animal, or object believed to bring good luck, especially one kept as the symbol of an organization such as a sports team.† When it is used as a school symbol it represents their sports teams and its fans with pride. Through decades these teams have rallied team spirit and support. Even so

Gd on China or Pakistan Threat to India Free Essays

attoVishnu, China is a bigger threat than pakistan. I am not speaking about military strength, I am speaking about economic strength. China as all the ability to take all our business, services away from us. We will write a custom essay sample on Gd on China or Pakistan Threat to India or any similar topic only for you Order Now In the future, it can stand as a big challenge when it comes to outsourcing and other IT / ITeS services there by completely paralyzing our economy through problems like unemployment etc; China.. it can also challange USA, .. India will be peanuts. pakistan†¦ both equally match†¦ so not that much big threat, but still china is kick *** for India hebiggest threat to india is the pakistan because the , the p-akistan is spreading the cold war, gueerlas war that y it important , to watch carefull the activity of pakistan definately pakistan and due to kashmir dispute. China is the bigger threat, a head on clash with china, could be damaging to India. However, pakistan offers a threat of a different kind, spreading terror, whose effect would be quite bad. hi brother its china. they say that arunachal pradesh belongs to them and some disputes in tibet border. its easy to fight with pakistan and win. we know the pakistan is a part of india. t has been to given a place for certain minoroties by india. so theres less threat. jai hind Currently I would say Pakistan because this is the time of Islamic aggresion in the world and Pakistan is an Islamic nation and they currently have a low level conflict with India and there have been terrorist attacks on India from Pakistan. China has the potential to be the biggest threat to anyone but they haven’t really shown much aggresion. Lets hope that they remain that way. no country becoz from both we do our good relations. It all depends on how you view the situation. Neither China nor Pakistan need be our foes. We can make use of them for our mutual benefit. However, as a military force China is far superior. On the other hand Pakistan is very close to our territory. Both these factors do not count much in the modern nuclear warfare. All depends on the wisdom of the rulers of the countries and our fate. CHINA is a bigger threat to India. It has the potential to beat down India in every sphere on its own. But PAKISTAN can’t do anything much without the help of bigger nations like AMERICA. As a force to compete economically, without a doubt China. But India is in a better position because US and Japan is trying to isolate China. India would soon be award the preferred trading status with US. As militarily threat, Pakistan will have more conflicts with India. There isn’t much long term deep root hatred between India and China, so any dispute can be easily resolved compare to Pakistan. china provides a source of healthy competition in the world market. so ,i’d say china’s not much of a threat if we realise how to make the most out of it for our advantage. we need strategic planning to implement this. the trade aggrements signed by the national leaders is a step forward in this direction. ince national security is of utmost importance , pakistan seems to be an immediate THREAT to the nation ,this issue is one that deserves attn rightaway. If it was a situation over what country could do more damage to India it would definatly be China†¦ But the biggest threat to India is Pakistan because China doesn’t threaten and hate India like Pakistan does pakistan cant be a threat for india coz pakistan is a poor country with no economics and also india has defeted pakistan so many times, pakistan is so much spoiled internally that it cant think to fight with india. akistan is also not capable to fight with india, it is india who divided pakistan in in 1971 war and that was enough for pakistan. as far as china is concerned, we also have the same strength as china has. we are indians we are afraid of no one. to tell the truth india is in a position to defend itself if any one of the attack i. e. we are self sufficient. but if both of them get india will be ruined it will be like â€Å"EK AUR EK GYARAH† None but India itself, notably ‘CORRUPTION’ from top to bottom! The answers post by the user, for information only, FunQA. com does not guarantee the right. How to cite Gd on China or Pakistan Threat to India, Papers

The Goal A Process of Ongoing Improvement Essay Sample free essay sample

It is believed that concern universe is continually altering. To get by with the changing and to last the concern competition. The Goal shows how to win works betterment within short period by the Theory of Constraints ( TOC ) . This paper focuses on the betterment procedure the works made and the contents are as follows: ( 1 ) Understanding the company end. ( 2 ) Organizational value index. ( 3 ) Use of the restraint resources. ( 4 ) The Five Stairss of TOC. and ( 5 ) Decision. I. Understanding the company endThe base of the theory of restraints is that about all merchandises and services are created through a series of linked procedures ( Cecil A ; Robert. 2008 ) . Each procedure measure has a specific capacity to bring forth end product or take in input. In every instance. there is at least one process measure that limits throughput for the full concatenation. and this process measure is called the restraint. Increasing the capacity at any other process measure except the restraint will non increase throughput for the full procedure concatenation. Therefore. the theory of restraints is the thought that the system must be seen as a whole. non single procedure. When the system is analyzed as a whole. it is possible to see the effects of the determinations in relation to the end. One illustration was shown by Alex’s account of the installment of automatons in the works. Alex tried to do it clear to Jonah that the automatons were increasing the plant’s productiveness. Even though efficiencies increased by 30 six per centum. what Alex did non acknowledge is that it merely increased in that one country. Jonah explained the addition in production by those automatons was merely lending to construct up more assembled stock list. which moved them off from their end. What is the company’s existent end? It is to do money. Those factors of engineering. quality. the premier cost. market portion. and client satisfaction are merely means to the end. The addition in production meant more money tied up in stock list and less money being spent on betterments to their system. The side consequence of problem-by-problem solutions is that when seen separately. they do non let an organisation to see the effects of their actions. Those who chose to follow TOC get down believing in a new manner that allowed them to see their operations as a system alternatively of single procedures. They used a five-step procedure that allowed them to happen the underlying job in their system. and this will be explained subsequently in this paper. II. Organizational value indexWhether a company’s activities are good or non is evaluated by whether the company earns money. Then. how do we cognize the company is truly gaining money? Merely productiveness and efficiency are non appropriate to explicate company is gaining money. Therefore. three steps – throughput. stock list. and operational disbursal – are used in TOC to explicate the company is truly gaining money ( Goldratt. 2004 ) . Their definitions are as follows: 1. Throughput: the rate at which the system generates money through gross revenues 2. Inventory: all the money that the system has invested in buying things. which it intends to sell. 3. Operational disbursal: all the money the system spends in order to turn stock list into throughput. One thing that we need to look close is those three steps are all measured in dollar sum. In other words. to explicate the company’s end. which is gaining money. TOC defines throughput as money that comes into the system. stock list as money that is locked in the system. and operational disbursal as money that should be paid. Harmonizing to the TOC. a company earns money based on a sale non on a production. The company earns money when the merchandises truly sold to clients. Furthermore. TOC do non see the value added to raw stuff through direct labour as the value of the reserve. Consequently. all employees’ hours. whether they are direct or indirect. and whether they are working hours or resting hours. are considered as operational disbursal. That’s the manner we can show the whole system by these three steps. Here. The Goal explains these three steps by presenting automaton in Alex’s fabrication works. The plant’s throughput was still the same even after the automaton was installed. However. stock lists were kept increasing because of the robot’s high degree of capacity to bring forth merchandises. As a consequence. the sum of delayed goods has been increased quickly. Furthermore. operational disbursal has been increased due to new robot installing. but labour cost remained changeless because no 1 got fired after the automaton was installed. As a consequence. the fabrication works is holding loss because of the automaton. In other words. 30 six per centum addition in productiveness in one section led whole works to loss. Alex should hold see the operational disbursal caused by hive awaying and keeping stock lists. Now. it is clear that works where Alex is working for is merely prosecuting partial efficiency. and workers working without any interruption are really inefficient. The works that achieves both increasing throughput and diminishing stock list and operational disbursal at the same time in whole works position can be genuinely competitory. III.1.III. Use of the restraintsIn general. we call â€Å"a works that is precisely balanced with the market demand with the producible capacity of all materials† as an ideal works. However. two phenomena. which are â€Å"dependent events† and â€Å"statistical fluctuations† . can take the well-balanced works to loss. Dependent events are phenomena that one event must take topographic point in order for the following event to take topographic point. therefore a downstream event is dependent on an upstream event. Statistical fluctuations would be the existent sum of faulty stuffs that pass through a system or the likeliness of a power outage that would discontinue the plant’s operations. Lack of consistence on worker’s operation clip. inferior goods. or machine malfunctioning can do clip fluctuation on each procedure. These issues of dependent events and statistical fluctuations exist independently. but the combination of the two can act upon an orga nization’s systems greatly. This can be explained the undermentioned illustration. A company gets the pressing demand delayed clip bound for bringing. and it should be worked out until 5 o’clock. This merchandise is made through two procedures. one is non-automatic and the other automatic-operated. The necessary production sum is 100 points and they should do them 25 per hr. The job is that there is statistical fluctuation of predating procedure and that the undermentioned procedure depends on the predating procedure. They are expected to bring forth 100 points for four hours. and produced them 19. 21. 28 and 32 per hr in the preceding procedure. However. they produced merely 90 points in the undermentioned procedure because of dependent events. In world. it is non possible to run balanced works between the resource’s capacity and market demand. We should see the restraints holding low possibility as the main direction object. Prior direction should be done to the restraints because the clip lost by handling restraints will be the lost clip in the whole system. It is natural that there are restraints in all system. so we should happen out them and pull off them significantly. In what manner are the restraints used? It is of import inquiry. Harmonizing to the advice of Jonah. there are two solutions: foremost. we should non blow clip on the restraints such as non runing machine during the break clip or blowing clip in doing parts holding defect. Second. we should happen out another method to manage the same procedure such as happening out machine to make the same work as restraints. As a consequence of using the advice of Jonah to the works operation. we can see the alteration. After one month of practising the direction invariably harmonizing to the advice. this works renewed production records. IV. The 5 Stairss of TOCThe theory of restraints holds changeless with the systemic attack in that there is a procedure to be followed in order to happen the underlying job in the system. In The Goal. Alex and his directors determined a five-step procedure that will interrupt the constrictions in a system. Jonah explains the thought of a constriction really clearly ( Goldratt. 2004 ) . â€Å"A constriction is any resource whose capacity is equal to or less than the demand placed upon it. A non-bottleneck is any resource whose capacity is greater than the demand placed upon it. † The five stairss are as follows: Measure 1: Identify the system’s restraints.Measure 2: Exploit the restraint.Measure 3: Subordinate everything to the restraint.Measure 4: Promote the system’s restraints.Measure 5: Find the new restraint and reiterate the stairss.In this works. the NCX-10 and heat dainty machines are considered as restraints. It is the manner to implement Step 1 phase to look at the production procedure with a common sense attack. One manner to happen the restraints is to inquire those who are doing certain that orders or other types of work are completed and delivered on clip. For this type of information. we should look for floor directors and production contrivers. In instance the restraint is a physical restraint. which is straight involved in the production of goods. all of that is true. However. the state of affairs may originate where the restraint is concerned with some policy. doing some jobs to originate exterior of the production mill such as gross revenues. selling. and upp er direction. To place those policy restraints. utilizing the thought procedure is the best manner. The believing procedure can develop a nucleus. or underlying job that is non leting the production procedure to run at its best. In measure 2. one time a restraint is decently identified. we should do every attempt in order to acquire the most use out of the constraint’s capacity. To use the constraint’s capacity every bit much as we can. the theory of restraints Tells us to utilize resources we already have. The point here is to do certain that there is nil barricading the entry of the restraint ; the flow of stuffs must be uninhibited. As Jonah provinces in The Goal. â€Å"any clip in production lost at a constriction is clip lost in production for the full works. non merely in that country of the production process† ( Goldratt. 2004 ) . Because of the nature of the restraints. we can non be able to acquire this clip back. Some sort of buffer demands to be occurred in order to do certain that the constriction does non runs out of stuffs to procedure. Extinguishing waste is another good manner to work a constriction. In The Goal. Alex accomplished extinguishing waste by commanding the quality before the NCX-10 and heat dainty machining procedures. By making this. it eliminated faulty parts from constriction. increasing the capacity of the restraint. which is the end for the 2nd measure. Another illustration of working a constriction can be seen where Alex found his setup workers on the NCW-10 machine were taking a interruption while the machine was shut down to be freshly setup. By leting the workers to take their interruptions merely when the machine apparatus was completed and the machine was running decently. This reduced the downtime of the machine greatly. and hence increased the plant’s throughput by a great trade. Once we exploit the constrictions by increasing capacity of the restraints. we can anticipate throughput will increase greatly. The theory of restraints emphasizes that we must work the restraints in a system ( Goldratt. 2004 ) . Therefore. the end of the measure 3 is to subordinate all other procedures to the restraint. Using the restraints efficaciously is most of import to accomplish the end of measure 3. With all subsystems fulfilling the demands. it will so let the constriction to be exploited decently. At this point. we should cognize that even if we make non-bottlenecks support busy. any work can non be done successfully without working the restraints. Merely busy working with non-bottlenecks will convey merely excess stock lists and eventually interrupt the development of the restraints. As an illustration in The Goal. Alex found out that the non-constraints had about 20 per centum of excess capacity. and he wanted more work being done by non-constraints. He began working on them when he received the orders. As a consequence. the works rapidly turned impossible to command holding a great sum of stock lists. This was brought approximately since the theory of restraints demands that non-bottlenecks have excess capacity in order to cover the capacity of the chief restraints. As another illustration. we can see that the direction squad discovers that the constrictions should regulate the release of stuffs into the production procedure. At last. the squad acknowledges that the ruddy and green ticket system is blockading the flow of stuffs to the constriction and assembly. Therefore. through suitably incorporate procedures. all parts can make assembly at the right clip. As a consequence. it can increase throughput. In measure 4. there are many possible ways to promote the system’s restraints. One of them is to drop some of the work from the constriction and reassign it to another machine or non-bottleneck. In The Goal. the squad was successful increasing the capacity of the two major constrictions. and they are illustrations of physical restraints. As a first illustration. the squad introduces an old machine to offload capacity of NCX-10. which is a physical restraint in Alex’s works. As a consequence. the capacity of the NCX-10 was increased by 18 per centum. Second illustration in the book is that heat handling furnaces were taking excessively long to complete their procedure and they were operated really inefficiently. So. they solved this job by outsourcing this occupation to an outside company. In add-on. there is besides one manner to promote a policy restraint. To promote this restraint. an advanced thought should be created that would alter the manner that the organisation operates. This is accomplished when the works alteration cost accounting into throughput accounting like UniCo did in The Goal. This forth measure can be a small expensive in the physical restraints. but the costs of extra machines will be rapidly offset by the additions in throughput. Contrast to the physical restraint. policy restraints tend to be less expensive. and can take more clip to originate the alteration. Therefore. this measure brings about the consequence that the system makes a comparatively big addition in throughput because of a little lift of the restraints. In measure 5. we should acknowledge that the first proviso is consistent with the theory of restraints in that it is an on-going procedure of betterment. Therefore. we should happen the new restraints and reiterate the stairss. Once a constriction job has been solved. a new constriction is made elsewhere and needs to undergo the same procedure as earlier. So. we should non be satisfied with the new degree of public presentation gained by interrupting a constriction. In all system. there are dependence and fluctuation issues. which distinguish the theory of restraints from many other concern techniques. In item. there are dependent events and statistical fluctuations as I mentioned in this paper earlier. As we know. they exist independently. but their incorporation can act upon the whole organization’s systems greatly. In a additive production state of affairs. we can see the relationship between the dependent events and statistical fluctuations. That is. the more events occur. the more statistical fluctuations will take topographic point. Once these fluctuations are accumulated. they will go factors that can decelerate down many procedures and furthermore a whole plant’s productiveness. Therefore. it is necessary to carefully pull off the events in a procedure. V. ConclusionBy and large. Success of a works relies how an organisation approaches its jobs of the production processes. UniCo. the works in The Goal. was the typical company that consumes more than they need to. After engagement of Alex. who is a works director in UniCo. he started looking at whole things from a systemic point of view. Finally he led the company get down to accomplish existent betterment. He changed his point of views to see things as a whole alternatively of looking at each procedure. Through tests and mistakes in taking the concealed cost of the productions. Alex came to his head that the ultimate end of the company including all procedures focuses on the devising net income. Last. Alex adopted the Five Step Procedure to happen out what do his plant’s production inefficient. He applies those procedures to major two restraints in his system. Once Alex broke those restraints. he found new restraints that limit throughput for an full procedure concatenation. He continued to happen new restraints non merely in his works. but besides within the policies. which governed his organisation. At the terminal. Alex found out that the theory of restraints is about a procedure of ongoing betterment. An organisation can non be satisfied with a new degree of public presentation. but it can carefully pull off the deepened events and statistical fluctuations within its systems through batch size. Through the systemic procedures. we can calculate out what the jobs are and how we can work out it. We should look at state of affairss from wide position as a whole so as to happen out the underlying job. Mentions Cecil. C. B. A ; Robert. B. H. 2008. Introduction to Operations and Supply Chain Management. 2nd erectile dysfunction. Pearson Education. Goldratt. E. M. 2004. Essaies on the Theory of Constraints. Great Barrington. MA: North River Press. ISBN0-88427-159-5 Goldratt. E. M. A ; Cox. J. 2004. The Goal. Great Barrington. Ma: The North River Press.

Agency

Introduction Agency refers to the power of actors to operate independently in society without interruption. Individuals are not tied to the expectations of the society in the agency-structure theory (Structuration). The society is known to put some pressure on an individual to comply with some of the rules and regulations. Agency-structure is a theory anticipated to express the purposive nature of human action rather than its restricted or resolute facets.Advertising We will write a custom essay sample on Agency-structure specifically for you for only $16.05 $11/page Learn More Agency is evident in methodological individualism, ethno methodology, and symbolic interaction. In the agency-structure theory, the individual is at the center of all social analysis. Methodological individualism is a theoretical position arguing that adequate sociological accounts emanate from reference to persons, their interpretations of circumstances, and the reasons/motives o f actions that they take. Structure entails social life, which is largely influenced by communal life. Moreover, individual behavior could be elucidated as the artifact of structure. Agency-structure debate is a micro-macro debate and there is a continuous effort to integrate the two. Sociology scholars, including Giddens attempted to integrate the two in order to end the debate. The attempts to integrate the two emphasizes on the complimentarily meaning that the structure influences the individual and the agent has the capability to change the structure. This paper looks at the views of Giddens regarding the two concepts. The paper also looks at the way Giddens tried to integrate the two through, by coming up with structuration theory. Agency and Society Giddens used the notion of temporality, capability, and knowldgeability to explain the actions of agent in society. He observed that an agent has various capabilities that enable him or her to act differently, under different circu mstances. For change to take place in any given human society, an agent must exist freely. Agency could perhaps be defined differently to mean reflective supervision of human behavior. Giddens believed that human beings have the ability to monitor their actions, including the contexts of such actions. He used the term capability to mean that agents are able to portray a number of actions at ago.Advertising Looking for essay on social sciences? Let's see if we can help you! Get your first paper with 15% OFF Learn More For instance, he advised that human beings behave differently under different settings and conditions. It is therefore upon an individual to monitor his or her actions because the capacity to control one’s behavior is what differentiates people. Each person tries to evaluate his or her character and expects others to assess their actions before exposing them to the public. According to Giddens, structures are the outcomes of human actions. Through t he process of reflective monitoring, people are capable of transforming human actions. Before a human being acts, he/she is usually motivated by something. Agents use their knowledge to rationalize an act implying that people act differently because they differ in terms of knowledge. He therefore used the term knowledgeability to imply that human beings have various forms of knowledge that are used differently in society. All human beings tend to scrutinize their actions thoughtfully. Even though human beings are supposed to act in accordance with societal rules and regulations, they are also supposed to use common due to their knowledgeability. People behave differently because of their capability and knowledgeability. Some are perceived to act morally while others are known to go against societal laws regularly. Giddens observed that two forms of consciousnesses inform the capabilities of an individual. The first one is the practical consciousness, which means the reasoning power or the expertise of the individual. This form of consciousness is not easily recognized in everyday life. Another form of consciousness is the discursive realization. This form of consciousness helps an individual to express knowledge. Giddens suggested that individuals have philosophical and relative and knowledge, which helps them to institutionalize structures. In order to be able to institutionalize structures, agents must possess adequate knowledge. Giddens was quick to mention that some factors could perhaps restrain the actions of an individual. He termed such factors as capability constraints. The factors may include the age of the individual, cognitive restrictions and physical health of an individual, which bars an individual from performing certain duties. Others factors include time and space. At certain ages for instance, it would be impossible for an individual to execute some tasks. The most limiting factor is the correlation between the movement of space and the time movement. Moreover, the geographical location of an individual could perhaps affect his or her behavior in society. One of the limiting factors in this category is locale (Mà ¼nch 52). Some places call for certain behaviors only. For instance, people attending a class would be required to pay attention and avoid unnecessary conversations.Advertising We will write a custom essay sample on Agency-structure specifically for you for only $16.05 $11/page Learn More Regionalization is another factor meaning that some actions are not displayed in certain regions. For instance, an individual would wish to exercise prostitution but the Islamic rules would not permit him or her. This means that the region would have played a critical role in controlling the behavior of an individual. Presence is another factor that restrains the actions of an individual. For instance, an individual would only talk in the presence of another person. The rule of reciprocity appli es in some conditions, which forces an individual to avoid the act. However, Giddens observed that human actions are temporary and used the term temporality to imply the elusiveness of human behavior. People would be forced to act in a certain manner but they would be quick to change such actions whenever the situation demands. In his debate regarding temporality, Giddens (1984, p. 35) observed that â€Å"the duree of daily life, it is not too fanciful to say, operates in something akin to what Levi- Strauss calls ‘reversible time.† In this view, Giddens implied that social actions are reversible. In other words, human behavior is temporary in nature. Giddens concluded in this section by noting that an individual has the power to engage in multiple actions. In other words, an agent could perhaps be able to participate in a dialectic control. This would mean that people have the power to refrain from certain actions. Conversely, people have the capability to influence a process, particularly when it does not favor their wishes. Giddens implied that agents have the ability to act independently, even though they are also expected to behave according to societal expectations. Structure and Society Giddens observed that structures consist of rules and resources that regulate the behavior of agents in society. These rules and resources are supposed to be memorized by individuals whenever they relate and interact in society. Whenever faced with any situation, agents use their well to solve the issue at hand given the fact that they are knowledgeable. In this case, being knowledgeable means behaving according to societal rules and regulations. The scholar divided the forms of knowledge into three major categories. The first form of knowledge is the dominant type, which is the powerful form. He used the term resources to denote this form of knowledge. An individual may have authoritative or distributive power (Ritzer 71). Authoritative power is exercised o ver individuals while distributive power means the material capability.Advertising Looking for essay on social sciences? Let's see if we can help you! Get your first paper with 15% OFF Learn More The second form of knowledge is the signification or the meaning knowledge. The last form of knowledge, which is the most important, is the legitimate knowledge. This refers to the rules and norms that guide human behavior. All these forms of knowledge are kept in the individual’s memory and are invoked whenever the need arises. In society, an individual has the right to use structures (rules and regulations), as he or she wishes. In case an individual uses the structures for interactive purposes, the structures would be termed as modalities. Moreover, the three forms of knowledge are used during interactive sessions (Baert 61). When individuals interact, it is upon them to establish which form of knowledge to use. Conception of the duality of structure Anthony Giddens found agency-structure to be a duality, which means the two cannot be separated from one another. Agency is implicated in structure and structure is implicated in agency. Giddens refused to recognize structure as constraining the way Durkheim did. Giddens observed that structure is both an enabling and constraining factor in human life. The scholar attempted to integrate the two by developing a theory referred to as structuration. Structuration is a theory claiming that neither the experiences of the individual actor nor the collectivity is supreme. The structure, according to Giddens, consists of rules and resources that permit the integration of time and space in social life. The existence of structure enables the existence of social practices in different times and space. People utilize the existing structures to conduct their normal businesses. The structures are preserved in the memories of individuals implying that the structures cannot exist without the presence of individuals. Through the memory traces, an individual is able to carry out his or functions in society. The social practices enable the generation of structures. In this view, Giddens observed that the indispensable recu rsive of societal life is represented in social actions. Structure is both an intermediate and a result of duplication of human actions (Turner 12). Structure penetrates concurrently into the social life of the agent. In his theory, Giddens utilized the phrase the duality of structure to bring out clearly the power of the structure as both an intermediate and a result of an action. Within and agent, societal rules and norms exist both internally and externally. Internally, policies and sets of laws of certain people are conserved in the memoirs of agents, which are the outcomes of their tradition. Externally, the rules and norms of society are the expressions of social behaviors. Social structures such as the customs consist of agents since they are the outcomes of past actions. In this sense, duality comes out strongly in the structuration theory implying that an agent cannot exist without structures. Agents base their behaviors on the expectations and rules of society. Similarly, structures depend on agents to preserve the rules and norms. Conclusion From the above analysis, it can be observed that structuration theory intends to illuminate the duality and the dialectical interplay between the two. Agency and structure cannot be conceived to be a part or separate from one another but instead they are two sides of the same coin. They are a dualism that represents duality. Agency and social rules are inextricably intertwined in all human actions. To Giddens, sociologists have exaggerated the constraining nature of structure on agency. Structure and agency are similar to the egg and hen story. Agency and structure are a duality meaning one cannot exist without the other. From the theory, it is eminent that the changes in social rules are brought about by the changes in time and space. Works Cited Baert, Patrick. Social theory in the twentieth century. Cambridge; Polity press, 1998. Print Mà ¼nch, Richard. Sociological theory. Developments since the 1960s. New York: Nelson Hall, 1994. Print. Ritzer, George. Sociological Theory. 4th ed. New York: Knopf, 1996. Print. Turner, Jonathan. The structure of sociological theory. Belmont: Wadsworth, 1998. Print. This essay on Agency-structure was written and submitted by user Elisabeth Bruce 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.

Worldbuilding Resources for Historical Fiction Writers

Worldbuilding Resources for Historical Fiction Writers Worldbuilding Resources for Historical Fiction Writers Amy Arden is a history enthusiast. She holds a graduate degree from the University of Kent at Canterbury where some of her happiest moments involved unfurling parchment at Canterbury Cathedral Archives.  In this article, she talks about the challenge of worldbuilding in historical fiction - and how attention to detail can make or break a reader's experience and the authenticity of a story. Luckily, she has also provided  a list of resources where authors can go to research such details. Beta readers with some knowledge of the period you are writing about can be a tremendous help.Lastly, Goodreads and Quora  are also useful for finding someone with the expertise to answer your questions. In fact, Goodreads gave me the answer to when and how a Regency hostess would â€Å"turn the table† - which is a signal to guests that they should talk with the person on their opposite side. Understanding this old custom allowed me to create opportunities for Kate to have pivotal conversations.These resources are only a few of the many available to historical novelists. As with any research, use discretion when assessing the credibility of your sources. With a little luck and a little searching, you can make amazing discoveries that will bring your story, and the world that it takes place in, to life.Amy  is actively seeking representation for The Admiral’s Wife. Visit her  website  to read an excerpt!Worldbuilding can be a fine line of imagination and accurac y. As Amy says, the world you write about needs to make sense so that the reader can become immersed without distraction. Do you have any thoughts or questions for Amy? Leave them in the comments below!

Strategic Management Essay Example | Topics and Well Written Essays - 3000 words - 28

Strategic Management - Essay Example ted and respected models of strategic analysis, including SWOT, Porter’s Five Forces, and even cultural characteristics modelling provided by Geert Hofstede in order to adjust in an evolutionary or systemic philosophy. To build a solid brand reputation and gain market share among competition, KFC must understand its strengths and weaknesses, as well as externally-driven market threats to build a sustainable and marketable strategic position. Without this knowledge, the business will not be able to create productive and long-standing relationships with the very diverse markets in which the business operates. The SWOT analysis is an acronym for strengths, weaknesses, opportunities and threats. Performing a SWOT analysis is a measure by which a business entity examines both its internal competencies and capabilities aligned with the external market to determine its current strategic position in its market. The basic assumption of the relevancy of the SWOT analysis is that the company can be properly fit within the context of external opportunities and threats by understanding internal resources available (Pearce and Robinson 2011). The SWOT analysis is a framework by which strategic planners are able to make adjustments to the internal organisational structure or reallocate resources to better respond to external market conditions. Porter’s Value Chain is a model that looks at the organisation as a chain of activities that transforms inputs into effective outputs. It is a customer-centric model that views that organisation as being an entity with a set of inter-dependent systems and divisions able to create outputs that customers will perceive as having sustainable value (Pearce and Robinson 2011). There are three ways in which customers perceive the aforementioned value: through activities that provide differentiation of product or services, through activities that lower their costs, and the ability of a company to respond to customer needs rapidly (Thompson,

Narcissistic personality disorder Research Paper

Narcissistic personality disorder - Research Paper Example Diagnosis There are no laboratory tests or medical examinations that can be undergone to determine if someone has narcissistic personality disorder. As such, narcissistic personality disorder is often diagnosed through the means of observing an individual displaying signs or symptoms, or else a psychological evaluation involving questionnaires and responding to certain scenarios during which signs of narcissism can be observed. Since many signs and symptoms of narcissistic personality disorder can be found in other personality disorders, it is not uncommon that someone is diagnosed with multiple disorders, or even misdiagnosed if there is not enough evidence to prove a specific disorder. In the Diagnostic and Statistical Manual of Mental Health, the American Psychiatric Association has provided a list of criteria that must be met for a person to be properly diagnosed with narcissistic personality disorder. ... praised based on looks or talents by adults; severe emotional abuse as a child; an imbalance of excessive praise and excessive criticism; and overindulgence by the parents (Groopman and Cooper, 2006). When these behaviors are continued throughout the childhood of the individual and a failure on the behalf of the child causes a cease in the praise and admiration, narcissistic personality disorder can be exposed as they become an adult. Narcissistic personality disorder is a very rare personality disorder and is more common in adult males. As aforementioned, the cause of narcissistic personality disorder is unknown, but researchers have still compiled some risk factors that might play a role in an individual developing narcissistic personality disorder as they become older. A massive lack of praise during childhood or neglect or abuse during a young age are among the more common risk factors. As can be seen in the causes and risk factors, narcissistic personality disorder usually begin s while the individual is a child, but does not make itself known until they reach adulthood. Symptoms The greatest symptom of narcissistic personality disorder is overdramatic and overemotional behavior. â€Å"People with this disorder require attention and admiration and have difficulty accepting personal criticism (Sue et al, 2010)†. Some of the other more common symptoms connected with narcissistic personality disorder involve the individual believing that they are better than anyone else, thus acting accordingly and expecting an excess of admiration and praise from others. Suffers of narcissistic personality disorder over-exaggerate their accomplishments and their talents in an attempt to receive praise from others, though feeling jealous if they observe someone else being more

How Organizations Ensure Job Satisfaction

How Organizations Ensure Job Satisfaction INTRODUCTION The world has been changing into the global village quite rapidly since the beginning of 21st century. Gone are the days of dark ages when employers could exploit their workers by receiving maximum output in exchange with no or awfully minimal rewards or incentives. In todays world, due to improved communication networks, one cannot keep others in dark about their rights and organizations have to fulfill their responsibilities according to the global standards. Similarly, the world of internet has enabled people to link themselves with others through websites. This new reality is working towards the objective of creating new sociological arrangements within the context ofÂÂ  culture, and same is the case with corporate culture. After realizing the force of competitiveness in global markets and between individual organizations, it has become really essential for any organization to make certain that it develops and keep holding a kind of personnel that is dedicated and faithful w ith the organization for an unlimited time. The workers or employees who are happy and satisfied with the work that they are assigned to do, or by the culture of the organization regarding relations with their employees ultimately feel motivated to continue their relationship with that organization as a faithful, devoted, committed and talented workforce. But many theorists feel that a great number of employees do not have this level of job satisfaction that they can be taken as motivated towards achieving the goals of the organization. Because of this unsatisfied nature of the employees, they keep seeking for alternate job resources where they may be able to experience a higher degree of job satisfaction. A high degree of job satisfaction shows high retention rate and low turnover rate. In other words, turn over rate can be taken as a measure of Job satisfaction level of the employees in any organization. The organizations that fail to retain their able and talented workforce and cannot make them loyal to the organizational g oals face problems in escalating their production level and profitability. Finck, Timmers and Mennes (1998) highlighted the problem that the business excellence can be achieved only when employees are excited by what they do, i.e. the employees should be satisfied with their work and job conditions in order to achieve high goals of an organization. Employee motivation and its link to job satisfaction of employees has been a matter of study for ages. Managers have to rely on their human resources to get things done and therefore need to know what factors would be most helpful for them in having a workforce that has a high level of job satisfaction. Making employees motivated is considered as a factor that has a power of making workers satisfied with their jobs. But this is an understood fact that one cannot directly motivate others; one can just create the conditions where people feel motivated themselves. Spector (2003) says that a number of factors can help in motivating people at work, some of which are tangible, such as money, and some of which are intangible, such as a sense of achievement. The accomplishment of any organization greatly depends on the contribution of its labor force. This is also said that such contributions are triggered by those features of peoples work environment that motivate them to devote more material and intellectual vigor into their work. In this way the organizations objectives are chased and accomplished. Motivation and job satisfaction are therefore regarded as key determinants of organizational success, both of which have an inter link between themselves. In order to have a highly productive and loyal workforce, organizations strive to take measures that would create a feeling of satisfaction and well being in their workers. But does it really matter, or is it only a common myth that the aspect of motivation does have an influence on the job satisfaction level of the employees. The aim of this study is to observe the relationship between motivation and job satisfaction of employees and to authenticate it through statistical measures. 1.2 Concepts of Employee Motivation and Job Satisfaction Definitions of employee motivation: The term motivation is derived from the Latin word movere, which means to move (Baron, Henley, McGibbon McCarthy, 2002). This means that motivation is a kind of energy that helps people in advancing towards the achievement of some certain goals. A great number of researchers over the years have been studying the concept of motivation and have been trying to extract the true definition of motivation but motivation can not be defined in explicit manner. Rather, motivation can be taken as a phenomenon or a concept instead of a simple remark. Campbell and Pritchard (1976) defined motivation as a label for the determinants of the choice to begin effort on a certain task, the choice to expend a certain amount of effort, and the choice to persist in expending effort over a period of time. Therefore, motivation is considered as an individuals behavior which is the result of some inter-related factors where some variables have to be taken as constants such as individuals skills, abilities and knowledge. There are a lot of perspectives about motivation; some of them are given below. Beck (1983) stated that four basic philosophies trigger a variety of angles about motivation on workplace. According to him, a man can be about his economic conditions, he wants to involve in more social activities and strong social relations, he wants to satisfy his need of self-actualization, or he may be a mixture of all the above mentioned needs. Theories that are about the rational economic man assume only the power of economic conditions on the overall behavior of a man. These theories assume that men are rational and they may make a right decision for their economic well being. The organizations that emphasize on the extrinsic rewards for their employees for example pay raise or fringe benefits actually follow this school of thought that man is rational about his economic conditions. Second kind of theories assume that the basic need of a man is only being social, these theories assume that man is mainly motivated by his social needs such as making friends and having good relationship with their colleagues. In this case, organizations want to make a more conducive and happy environment where their employees are satisfied with the people around them and where they can maintain good inter-relationship with the people t their workplace. Third perspective of motivation, according to theorists, is that a mans basic need is self actualization. It says that people can be motivated through intrinsic measures as they get pleasure in making good job and receiving compliments in response to a good job. That is, people derive satisfaction through their accomplishments. Organizations that believe in this approach may make a system where rewards are based on high performance. Lastly, the complex man approach argues that there is a much more complex system about motivation of people and this can be based on many factors such as emotions, motives, abilities and experiences. These factors may change their places on the scale from high to low or from low to high level from time to time. The changes in these levels are because of newly learnt behaviours of people as time passes. All of these above mentioned perspectives of motivation have triggered the researchers and theorists to present a number of different definitions about motivation. According to Schultz and Schultz (1998), motivation can be regarded as only the characteristics of people at workplace or personal characteristics of people that may explain the behaviour of people on their job. Some authors are of the view that intrinsic conditions are more powerful than the work related characteristics of a person. Spector (2003) regarded motivation as inner state of mind of a person that persuades him to involve in some particular kind of behaviours. Spector argued that motivation may be studied from two perspectives. One perspective, according to him is that motivation is the direction for behaviour to develop that people choose from a number of behaviours. The intensity of such behaviour can differ with the amount of effort that is required to be put in a task to accomplish. The second perspective is that an individual gets motivated by the desire to attain some particular goals. This motivation is derived from a persons individual needs and desires. Petri (1996) also stated that motivation can be taken as a force that acts on an individual to start and take initiative in showing some special behaviour. This theory explains that why it happens that some behaviour is mor e intense than others in particular situations, but not in others. The definition of motivation according to Gouws (1995) is that motivation originates from within an individuals own self, either consciously or unconsciously, to fulfill a given task with success because the person takes pleasure in fulfilling this particular job, rewards from others are not important for such kind of individuals who are motivated intrinsically. Beach (1980) regarded motivation as a readiness to use up energy to achieve a target or incentive. According to him, behaviours tend to be repeated when they are rewarded by others, but the behaviours that are not properly rewarded or are punished will tend to die with the passage of time. He, however, recognized that intrinsic motivation has a link with the job content and it comes in light when people are satisfied by performing some activity or just by involving in some kind of activity. Van Niekerk (1987) regarded motivation at workplace as created by the workplace environment and conditions that exert an influence on workers to perform some kind of activity by their own wish. According to him, workers want to reach some specific goals to have an inner satisfaction and to satisfy their own needs. Pinder (1998) gave his idea by keeping in mind the work place of organizations. He explained work motivation as a set of internal and external forces that help in initiating behaviours that are work related. According to the definition of Pinder (1980), work motivation has features that are invisible, and they are created from a persons inner self and that researchers therefore must rely on the theories that are already established in order to have some guidance in measuring work motivation. For the purpose of this particular study, employee motivation is taken as an instinctive force, that is maintained and shaped by a set of personal characteristics as well as workforce characteristics, that depend on the particular needs and motives of the workers. As it is already mentioned above, the concept of motivation is of very high importance with regard to the effectiveness of an organization, as many researches show that motivation creates a link between job satisfaction and job performance of the employees, and job performance is the determinant of profitability and success of the organization. So, in order to make their employees optimally motivated, it is necessary for an organization to focus on the factors in job content that result in employee motivation and job satisfaction. It is quite necessary for the managers and leaders to have a good knowledge about different motivational theories in order to have an effective management. Managers and leaders would need to choose the right theory to motivate a particular person in a particular situation and therefore have higher-performing and more satisfied employees. Here we are going to discuss different theories of motivation and a critical view of these theories. These motivation theories are categorized as: Need Theories of Motivation, Cognitive Theories of Motivation, and Reinforcement Theory of Motivation. THEORIES OF MOTIVATION Motivation can be regarded as a widely researched concept in the field of management and behaviour sciences. The concept of motivation is drawn on a broad spectrum as it is based on a variety of perspectives. But all of these perspectives have not been of same influence as they had once they were presented by theorists. One example of less influential perspectives is Maslows Hierarchy of Needs theory (Wicker Wiehe, 1999). But their contribution in this regard cannot be neglected and denied as the basis of motivation theories have originated from these perspectives. Motivation theories are generally categorized into three classes; these classes are named as, Need theories of motivation, cognitive theories of motivation, and reinforcement theories of motivation. (Baron et al., 2002). Needs Based Theories of Motivation Need theories of motivation are also named as content theories as they explain the substance of motivation (Hadebe, 2001). These theories propose that internal states of mind of individuals invigorate and express their behaviours. Maslows hierarchy of needs theory Abraham Maslows theory of hierarchy of needs is considered as most common theory in the field of motivation research (Van Niekerk, 1987). It as introduced by Abraham Maslow in 1943. The basic principle of the theory is that people get motivated by their urge to fulfill their needs, or shortcomings. These needs may be grouped in five categories. This theory also argues that all these needs come in hierarchical shape where lower order needs have to be satisfied first before going to the higher order needs (Gouws, 1995). Maslow (1968) emphasized that gratification of one basic need opens consciousness to domination by another. These needs are numbered below going from lower level to higher level needs. Physiological needs, Safety needs, Social needs, Egotistical needs, and Self-actualization needs Physiological needs are the basic needs of a man necessary for his survival, e.g. hunger or thirst. Safety needs do not only mean that a person wants physical safety and security of life. Rather it also means personal security such as a safe and secure job life without any tension. Social needs are referred to as a wish to have friends and family from which a person derives internal pleasure and love. Whereas egotistical needs are based on a persons desire to have a respectable and familiar personality in his society. Self-actualization need is the top most need in the hierarchy of needs as it stands for a persons motivation towards the full growth of his prospective personality, which is basically never totally achieved (Gouws, 1995). Existence-Relatedness-Growth (ERG) theory The theory presented by Alderfer is in fact an expansion of Abraham Maslows theory of hierarchy of needs. Alderfer presented the argument that human needs are not based on hierarchical level, rather they reside on a continuum (Spector, 2003). Alderfer reduced Maslows five needs into only three needs, which he termed as Existence, Relatedness and Growth hence termed as ERG theory. Existence is basically the need of a human being to survive physically from hunger and fear, Relatedness need is attached with the social needs of a man and Growth is basically the need of a person to grow personally and develop his or her personality. Alderfer put emphasis on the argument that as these needs occur on a continuum, all these needs can be experienced at a time. (Alderfer, 1969). Regardless of the fact that Maslows hierarchy of needs theory gathered very less support from empirical data, his theory had a positive effect on the policies of organizations as now managers policies could be more focused on the basic needs of employees. Also the highest level need in the hierarchy that is self-actualization need has been accepted by executives and managers who are now considering it as a compelling motivator (Schultz Schultz, 1998). Herzbergs two-factor theory Frederick Herzbergs Two-Factor theory is a well known theory in the study of motivation concept. Herzberg developed this theory in 1954 while he was studying the behaviours of the workers towards their jobs (Gouws, 1995). In fact, Herzberg wanted to study the behaviour of workers in order to judge their job satisfaction measures, but over the time this study got its reputation as motivation theory due to its motivational factors (Baron et al., 2002). Beach (1980) gave his opinion this theory represents aspects that are related to motivation at work place rather than general human motivation factors. The hygiene factors may be associated with lower order needs in the Maslows hierarchy of needs. These hygiene factors are placed on a continuum from the factors which cause dissatisfaction going towards the factors which cause no dissatisfaction. The point to be noted here is that the here no dissatisfaction does not mean satisfaction, as these factor involve such kind of circumstances that help in preventing dissatisfaction but they do not lead to job satisfaction. Some examples of these hygiene factors include the job status of employees, level of supervision, work conditions, pay and benefits and interpersonal relationships (Herzberg, 1966). Motivators are the factors that produce satisfaction in the employees and the absence of these factors would result in no satisfaction rather than dissatisfaction. The presence of these factors has a positive impact on the employee performance and job productivity. These factors may be associated with Maslows higher order needs in hierarchy but they are placed on a continuum from the factors which are highly motivated to the factors that are highly unmotivated. Job contents such as pleasure of performance, recognition level, opportunities of advancement and promotion are included in motivator factors (Herzberg, 1966). This theory has shown a great impact on the organizational psychology as now organizations are giving their employees a greater opportunity to plan and perform their own job descriptions (Baron et al., 2002). The two-factor theory has been very effective in the sense that now employees get the work that is pleasurable and meaningful for them (Spector, 2003). McGregors Theory X and Theory Y Theory X and Theory Y of Douglas McGregor (1960) correspond to an expansion of his thoughts on motivation to the course and organization of employees in the workplace. McGregors theory X postulates that people do not take interest in their work and try to get rid of making any effort to accomplish the task, so they have to be coerced and pressurized by some strict actions so that they perform up to the desired level. In his theory, the common man is believed to be a highly unmotivated person and lacks the sense of responsibility. He only strives to meet his lower order needs. They are selfish, and do not consider and care about organizational goals. In contrast of theory X, theory Y has a more modern approach to motivation. . it postulates that people seem to be highly motivated toward achievement of organizational goals, they are keen to discipline themselves, they are eager to take up responsibility, and are talented enough to create solutions for problems. McGregor then regarded T heory Y as a more truthful and rational description of human behaviour and attitudes, since it represents the incorporation of individual and organizational goals. However, McGregor acknowledged the fact that the theory does not propose a complete clarification for employee motivation (McGregor, 1960). McClellands learned needs theory McClellands theory is also referred as three needs theory. McClelland argues that the people who are achievement oriented strive to meet their three needs that are: the need for power (nPow), the need for affiliation (nAff), and the need for achievement (nAch). nPow denotes that people strive for a control over others, they want to influence others behaviour and be responsible for their behaviour. The nAff refers to the desire to create and uphold enjoyable relations with other around them. The nAch is the need to compete with others and to succeed in achieving goals et by the individuals themselves. According to McClelland these needs are not instinctive, but these are obtained through experience and learning (McClelland, 1987). Cognitive Theories: Cognitive theories present motivation as a process of cognition or inner thoughts, values and beliefs which are used by people when they want to make some choice regarding their behaviour at work (Schultz Schultz, 1998). Equity theory Equity theory was first introduced by Stacy Adams in 1965. Its basic principle is that individuals are motivated to attain a state of equity and fairness in their connections with other people, and with the organizations that they are working for (Adams, 1965). People make judgments or comparisons between their own and their companions or competitors inputs at workplace, e.g. their experience, qualifications, efforts and the outcomes that they receive as a result e.g. fringe benefits and pay, working conditions and status at job. Then they allocate weights to these effort and outcomes according to their significance and magnitude to themselves. The summed total of these efforts and outcomes creates an input/output ratio. This input/output ratio is the key factor in terms of motivation. A state of equity means that the output/input ratios of a person are equal to the ratio of others. If the inequity exists in this ratio, the person wants to change it by reducing one factor i.e. effort or enhancing the other one i.e. outcome. Apparent state of inequity by the person is consequently the foundation for motivation (Baron et al., 2002). This theory helped in providing the foundation to study the motivational repercussions of apparent injustice and biasness in the place of work. It also put down the basis for more fresh theories on justice (how job requirements and rewards are rewards are determined) (Cropanzano Folger, 1996). Goal-setting theory Edwin Locke proposed Goal-setting theory in 1968 (Beck, 1983). Spector (2003) portrayed this viewpoint on motivation as the theory that the internal intentions of people motivate their behaviours; it can be explained by the fact that that the behaviours are established by people needs to achieve a certain goal. Locke and Henne (1986) explained that behaviours are affected by goals in four ways. According to them, individuals are concerned with the behaviours that they believe would result in achievement of some particular goal; they assemble effort to reach the goal; they add up to the persons diligence which results in spending more time on the behaviours that are necessary to reach the preferred goal; they inspire the persons quest for successful policies for goal attainment. The prerequisites for goals before setting them are; they should be specific, challenging, attainable, need commitment, need regular feedback, and self-set by the individual. Only then individuals get motivated by the goals. Expectancy theory Vroom presented his expectancy theory in 1967 in which he argued that peoples behaviour is based on their expectations and beliefs about future events, which are extremely important and beneficial to them (Baron et al., 2002). Basically, the theory clarifies importance of rewards in establishing the behaviours of individuals. This theory is focused on internal cognitive conditions that go ahead towards motivation. It can be stated as, people are motivated to do some task only when they are sure that a certain task will lead to sme kind of rewards that are beneficial to them. The cognitive states given in expectancy theory are named as expectancy, valence and instrumentality (Spector, 2003). Expectancy means that the individual is expecting that he has the ability to perform the behaviour that is required to lead to a most wanted outcome, e.g. working hard to achieve a promotion in future. Valence stands for the value that is given to an outcome by the individual. An individual wants to know how attractive an outcome of a certain task would be for him. Instrumentality is the term used for a perceived probability of an individual that a certain behaviour will guide to the preferred outcome. Since its introduction, expectancy theory stands for a well known and important approach, but at the same time it has been disapproved on the basis that the assumption about individuals rational and calculating behaviour in their decision making process is not true in all senses. Another criticism for this theory is that fail to take into account the limited cognitive skills of individuals (Baron et al., 2002). Reinforcement Theories Reinforcement theories assume that the behaviour of people at workplace is mainly established by its apparent encouraging or harmful consequences (Baron et al., 2002). The reinforcement theories are based on the idea presented in Law of Effect. This idea was developed by Hull (1943). Hull presented his Drive theory in which he suggested that effort has a direct relationship with drive multiplied by habit. Where habit is a resultant of reinforcement of behaviour. The rewards for behaviour can be tangible, for example money and pay raise, or intangible, for example admiration of a certain behaviour (Spector, 2003). As a result, reinforcement theory has been taken as highly significant in setting up the ideas relating to rewards and monetary incentives as well as appreciation techniques. These reinforcement techniques have been practiced in many organizations now days (Schultz Schultz, 1998). Reinforcement theory is considered as out of track from other motivation theories as it does not take into account the basic factors or need for which a person wants rewards. It only takes into account the relationship between reinforcement and behaviours of employees at workplace. But its importance cannot be denied as the research on this topic has shown empirical evidence that rewards can be highly influential in the improvement of job performance (Spector, 2003). All these theories which are discussed above have added considerably towards different current viewpoints on motivation and appreciating the concept of motivation in the workplace. Undoubtedly, the theories of all the researchers and authors over the years have an impact on organizations ability to change their organizational psychology by taking effective and practical measures in order to meet the challenge of making their employees motivated and satisfied with their jobs to enhance productivity and profitability. JOB SATISFACTION The concept of job satisfaction attracts great attention by the researchers and theorists and also by the organizations these days. As its importance and popularity has been established in organizational productivity. Managers are now feeling more responsible about keeping their employees at a satisfied stage because their job satisfaction has a prime effect on the productivity of the organization (Arnold Feldman, 1986). Organizations are aware of the fact that having personnel that derive satisfaction from their work add massively towards organizational efficiency and definitive survival. Concept with such marvelous effect on organizational and personal life clearly justifies a matching amount of awareness. Definitions of Job Satisfaction Many definitions of the job satisfaction concept have been given over the time. Arnold and Feldman (1986, p.87) defined job satisfaction as the sum total of overall effect that people have towards their job. Therefore, high level of job satisfaction means that a person generally likes his work and appreciates to do so. He has a positive stance about it. McCormick and Ilgens (1980) regarded job satisfaction as a individuals approach towards his job. They added that a feeling is an exciting answer to the job, which may differ from positive to negative along a continuum. Beck (1983) further added that since a job has many unique angles, job satisfaction is essentially a summary of employee attitudes concerning all these. Theories on Job Satisfaction Beck (1983) said that theories involving the concept of job satisfaction have emotional, motivational and informational workings, as do other approaches about this concept. As we have discussed in detail these theories in the section about motivational theories, only a short summary of these theories is sufficient. Equity theory specifies that people generally want to receive what they consider a fair or equitable return for their efforts at work. Greater satisfaction is experienced if they perceive the return or reward they receive as equitable. Aim of the Study / Research Motivation As the topic of this study suggests, the basic aim of the study is concerned specifically to investigate the relationship between measures taken by the organization to motivate employees and their overall impact on the job satisfaction level of the employees. The organizations need to have a smooth line of production and business functions on a consistent basis in order to be able to perform up to the mark in accord with international standards. For this purpose they have to collect, manage and retain proficient, well trained and optimally productive personnel. The personnel of an organization play an important role in higher production and profit making but the condition is that they should be highly dedicated, devoted and faithful to the objectives of that organization. But the staff can have these characteristics only when they are satisfied with the work that they do and who are consequently motivated to continue their relationship with the organization. A systematic understanding of the nature and considerable causes of employee satisfaction and motivation, will facilitate employers in making the strategies to effect the required positive changes in motivation programs of their organization and ultimately to implement these programs to step forward towards optimal employee reliability and retention. Examples of such strategies may include selecting a number of intrinsic and extrinsic rewards to boost employee motivation and to get rid of certain of its human resource policies and practices that can slow down the process of employee motivation and their satisfaction level. A huge number of researches have been conducted on employee motivation, job satisfaction and their relationship with each other, as well as on a variety of combinations thereof. After having a thorough and deep examination of historical studies, the researcher of this study became able to produce a problem statement that is related to employee motivation and job satisfaction. In this regard, this study aims to add to the already existing knowledge about motivation and job satisfaction and the implications of these terms in organizational psychology. 1.4 Problem Statement Through a deep examination of historical studies, and after a thorough research on the existing literature, the researcher of this study came to know about a strong impact of motivation policies of the companies on the job satisfaction levels of their employees. There are also many studies that show the relationship of these two aspects with many other features in an organizational culture. According to Watson (1994) business in the contemporary era has realized that motivated and satisfied personnel will show an increased production level and deliver output powerfully even to the bottom line. Schofield (1998) conducted a convincing study in which he showed with certainty that the way people are managed has a powerful impact on both productivity and profitability levels of the organization. This study established the importance of job satisfaction, employee motivation and commitment, and corporate culture in organisational capability and limits. By keeping in mind the existing literature about these two variables that are motivation and j

Dbq on Ancient Greece

DBQ: Ancient Greek Civilization There were many great ancient civilizations that set the foundation for modern western culture to develop; yet none influenced our modern-day civilization more than the Greeks. The ancient Greeks were revolutionaries in many fields, such as science, philosophy, governmental structure, and warfare tactics. Without Greek influence, the world today would lack some of its greatest pieces of art, philosophy, and human values. The ancient Greeks revolutionized human thought and philosophy, changed mankind’s values toward human life, and introduced art and culture that exemplifies human creativity of the era. Greeks revolutionized human thought and philosophy. They were the first civilization to embrace the idea that humans can reason, and self-examination is important for mankind if man wishes to better understand himself and his world. For instance, one of Greece’s most famous philosophers, Socrates, stated: â€Å"The unexamined life is not worth living,† (Document 1). Socrates is one of the most renowned philosophers in all of ancient Greece. His statement is revolutionary because it demonstrates how mankind must examine his own life to make it meaningful, a new theory in the world. Previously, man accepted the notion that you were born in your place and must accept whatever your ruler and/or priest tells you believe, but Socrates believed that man must examine himself to truly better their own lives. Another revolutionary thought of the Greeks was made in the fields of mathematics. For example a Greek mathematician named Euclid developed the theorem: â€Å"If you straight lines cut one another, the vertical, or opposite, angles shall be equal,† (Document 5). Euclid is a prime example of how Greeks advanced in the mathematical world, pushing human thought to new limits. The Greeks were very influential on our modern concepts of mathematics, laying the foundation for advances in all scientific fields. Even though the Greeks set the foundation for modern sciences and philosophy, their most important contribution in this area is undoubtedly their appreciation and respect for human reason. Greeks took great pride in their ability to reason. For instance, another famous Greek philosopher, Aristotle, stated: â€Å"Since human reason is the most godlike part of human ature, a life guided by human reason is superior to any other†¦ For man, this is the life of reason, since the faculty of reason is distinguished characteristics of human beings,† (Document 2). Aristotle believed the most important characteristic of human nature is the ability to reason. The Greeks were the first use logic to solve their problems. They used their logic to understand the natural world and question authority, using logic to make decisions best for themselves and thei r polis. The Greeks revolutionized human thought, setting the foundation for possible advancement in our western civilization.

A needs assess Gap Analysis on Kaiser Permanente Essay

Kaiser Permanente refers to healthcare consortium that offers prepaid Medicare services. Rising from humble beginnings in 1945, the non profit has flourished from a privately centered medical care to accommodate even the public. It was founded by physician R. Garfied and industrialist Henry Kaiser (Lawler, Boudreau, Mohrman, Mark, Neilson, & Osganian, 2006). The hospital has ridden over a hostile environment to become a leading non profit health institution providing services to over 9.1 million members. The institution has its headquarters in Oakland, California in the United States. Kaiser Permanente constitutes a trio of the Permanente Medical Groups, the Kaiser Foundation Hospitals as well as subsidiaries and the Kaiser Foundation Health Plan Incorporation. Overall, the Kaiser Permanente Health Foundation had 7654 beds as at 31st December 2012 scattered over the District of Columbia and nine states in the U.S.A. The health plan membership totals to over 8.3 million. Still, the hospital maintains a sizeable labor force of about 11,000 physicians scattered in 415 medical offices and 30 medical centers. As at last year, the hospital’s operating revenues grossed $22.5 billion. The Kaiser Permanente Foundation operates on four major premises, namely: A physician team practice to realize maximum abilities to nurse and care for patients Prepaid health plans structured along spreading of costs to ensure affordability across the social classes Concentration on prevention of illness relative to caring for the patients A formally structured delivery system to hold as many services as it can hold under one roof (Lawler, Boudreau, Mohrman, Mark, Neilson, & Osganian, 2006). The following tabulation presents the membership of the foundation by region as at 31st December 2012 (Abelson, 2013). Region Membership Southern California 3,594,848 Northern California 3,403,871 Colorado 540,442 Northwest (Oregon /Washington) 484,349 Mid Atlantic States (MD, VA, DC) 481,755 Hawaii 224,591 The following tabulation showcases Kaiser Permanente Foundation local markets by each of eight regions (Abelson, 2013). Northern California Southern California Georgia Hawaii Mid Atlantic States Oregon/ Washington Central Valley Coachella Valley Atlanta Oahu Washington D.C Portland Diablo Kern Valley Athens Kauai Northern Virginia Salem East Bay Orange Valley Hawaii Suburban Maryland Vancouver, Wash Fresno Inland Empire Maui Baltimore Longview/ Kelso, Wash Greater Southern Alameda Metro Los Angeles/ West Los Angeles Marin/ Sonoma San Diego County Napa/ Solano Tri-Central Area Colorado Roseville Denver Sacramento Colorado Springs San Francisco Boulder San Jose Pueblo San Mateo Santa Clara South Sacramento It is evident from the above tabulation that Kaiser Permanente has a stronger presence in the urban areas in each of the nine states as compared to rural presence. Nonetheless, it is commendable on the foundation’s expansion to cover regions outside its core geographic markets (Lawler, Boudreau, Mohrman, Mark, Neilson, & Osganian, 2006). However, it is evident that the expansion trajectory seeks to serve the proximate markets. The Foundation has 38 hospitals, 611 medical offices and outpatient facilities, 16,942 physicians compri9sing of a blend of different specialties and 48,701 differently blended mixes of specialist nurses. Therefore, the foundation employs a total of 174,259 employees comprising of administrative, technical and clerical care givers and laborers as at 31st December 2013 (Abelson, 2013). The hospital maintains an online presence with a platform in which clients and employers manage their accounts. Online customer account services are offered freely meaning that the foundation does not charge. Member terminations as well as demographic changes are updated immediately. This gives the institution a competitive advantage over its rivals. Part II Needs Assessment/ Gap Analysis on Kaiser Permanente                      At present, Kaiser Permanente is criticized for failing to have facilities, resources or policies to conduct a number of services. Additionally, where critical services are offered, the facility features as lazy to act exposing the patients to delay in diagnosis. The hospital is often accused of prolonged diagnosis period preferring available formal diagnosis rather than recommending specialized and expensive diagnosis so as to contain costs. Furthermore, the institution prefers cheaper dispute resolution mechanism such as arbitration. This process may take prolonged time and has often sparkled criticism. For instance, Wilfredo Engalla succumbed to lung cancer five months after submitting an arbitration demand. Consequently, the Supreme Court of California awarded his spouse $500,000 as damages from Kaiser Permanente (Abelson, 2013). Still, The Huffington Post accuses the institution of overburdening its staff resulting to sloppy work (Lawler, Boudreau, Mohrman, Mark, Neilson, & Osganian, 2006). This occurs even when the company rackets billions of dollars in profits. Sadly, mental health patients contend with a prolonged wait for appointment at the institution’s California facility. Upon meeting the doctor, the meeting lasts briefly, therefore, receiving brief consultations. Finally, the patient ends up in a group therapy set up comprising of 20 members under the astute of a single clinician, in spite of a one on one clinician session (Eichler, 2011). The report concluded by showing the cuts in mental health funding. California led the pack by cutting the mental health budget by $177.4 million out of the $1.7 billion mental health budget cuts. Moreover, Kaiser is accused of understaffing its various departments in spite of an inflationary membership. For instance, mental health patients are sloppily rushed through the treatment and rehabilitation process resulting to dire implications. Rushing is necessary in order to serve the over 6.6 million members (Eichler, 2011). Cases of misdiagnosis as well as wrong diagnosis and treatment cases have been reported in which some were catastrophic resulting to deaths. Kaiser’s violations of rules and regulations in kidney transplant regulations led to closure of the program (Lawler, Boudreau, Mohrman, Mark, Neilson, & Osganian, 2006). An investigative report by the Los Angeles Times revealed Kaiser Permanente’s mismanagement across the board on 3rd May 2006 (Eichler, 2011). Apparently, the facility had operated 56 transplants the previous with an alarming death of 112 patients while waiting for the operation. Kaiser Permanente realized financial savings through the delays in transplants. Consequently, the institution announced discontinuation of the practice on 13th May 2006 (Eichler, 2011). Most of the employees at Kaiser Permanente are members of various labor unions although the Medicine Doctors as well as the Osteopathic Medicine Doctors share in the for profit profits of the institution (Lawler, Boudreau, Mohrman, Mark, Neilson, & Osganian, 2006). Surprisingly, the California facilities witnessed 4 major strikes between 2011 and 2012. There were over 20,000 participants drawn from the institution’s mental health providers, nurses and other specialists (Eichler, 2011). Labor Unions constantly accused Kaiser Permanente for stalling negations deliberately in spite of the huge profits and a hefty pay to the C.E.O. The workers grievances included delayed care, poor staffing, and loss of medical insurance, pensions as well as other benefits. Based on the above criticism, it is indeed true that a gap subsists between Kaiser’s current performance and the projected. This part addresses solutions to the criticism based on social, legal and culture. Firstly, the modern world is fast paced and Kaiser must accommodate fast pacing in service delivery (Lawler, Boudreau, Mohrman, Mark, Neilson, & Osganian, 2006). Employee staffing, training, recruitment, retention, job function redesign will help address friction with labor unions (Kochan, 2009). Besides, competitive and equitably pegged remuneration will motivate employees to offer quality services. Recruiting more employees will help address the ballooning membership. Besides, training of employees on cultural accommodations of different patients will enhance positive reviews to Kaiser Permanente. Finally, Kaiser must embrace a law abiding organizational culture. This will reduce arbitrative litigations. Moreover, taking up a less materialistic approach to delivering serv ices is a crucial social factor that will enhance closing of the performance gap. Implementation of these policies involves three pertinent stakeholders in Kaiser Permanente. These include the patient, the caregiver and the ownership of Kaiser. The patient is the key stakeholder as s/he identifies helps identifies areas of improvement. For instance, the patient directs services to be offered based on the common illnesses and ailments. The caregiver professional is a crucial link in implementing the services and building on a solid reputation of Kaiser Permanente. The motivation and remuneration of caregivers determine their delivery of medical services to the client. Adequate staffing ensures that clients do not feel rushed, delayed or misdiagnosed (Kochan, 2009). Finally, the ownership of the institution is crucial because it will spearhead implementation of the policies. It is pivotal because it will approve, reject or hold implementation of these recommendations. Besides, the ownership will provide resources to steer through the implementation process. Communic ation will be crucial to achieving the set objectives. Besides, it will fine tune synergy and course of direction. Communication to the stakeholders will involve internal and external communication channels. Periodic meetings will appraise the owners and caregivers on the progress of the implementation. Brochures will be distributed from time to time to the patients sensitizing and informing them of the progress. An evaluation process will then follow to assess the effectiveness of the intervention. Questionnaires will be administered to each of the three groups of stakeholders. The questionnaires will be structured to assess and evaluate the effectiveness of the intervention as well as requesting proposal for achieving further progresses. The intervention will deemed successful through satisfied and happy patient positive reviews from happily served, satisfied and recovered patients (Kochan, 2009). Besides, motivated, inspired and friendly caregiver labor force will signify a successful intervention. Higher earnings, more trophies and recognition of the institution in the public glare will foster a successful intervention to the owners. References Abelson, R. (2013, March 20). The Face of Future Health Care. Kaiser Permanente is seen as the future of healthcare. Retrieved November 23, 2013, from http://www.nytimes.com/2013/03/21/business/kaiser-permanente-is-seen-as-face-of-future-health-care.html?_r=0 Eichler, A. (2011, November 14). Kaiser Permanente Makes Billions In Profits While Overburdening Staff: Report. The Huffington Post. Retrieved November 23, 2013, from http://www.huffingtonpost.com/2011/11/14/kaiser-permanente-overburden_n_1092694.html Kochan, T. A. (2009). Healing together the labor-management partnership at Kaiser Permanente. Ithaca: ILR Press/Cornell University Press. Lawler, E. E., Boudreau, J. W., Mohrman, S. A., Mark, A. Y., Neilson, B., & Osganian, N. (2006). Achieving strategic excellence: an assessment of human resource organizations. Stanford, Calif.: Stanford Business Books, an imprint of Stanford University Press. Source document