Category: Uncategorized

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Introduction

Many people believe ethics is being morally correct or incorrect. But in summary, professional ethics is the ability, to know what is correct and incorrect in the places of work. This is in consideration to the services rendered by the organization. To encourage professional ethics, many organizations have made rules in the places of work that help to guide the workers of what should be done. Work ethics are essential for employees to work in peace and enjoy a serene working environment.

The failure to follow the rules of conduct, by the organization could lead to low production, or the production coming to a halt, the workers might not also enjoy the work, examples of work place ethics comprised of work attendance, the ability to work as a team, appearance, level of production, the employees loyalty, integrity, accountability, and dependability. Values are the things that one considers as significant (Kvale 120). Some values contain various characteristics like, compassionate nature, reliability; professional values are the ones that the employee share in the organization, to help the employees to do what is right (Wendleton, 220). When putting into practice another person’s ethics, they must judge what the most significant values means to them. After deliberating and identifying the most significant values to them, they can reflect on the values related to their career choice (Kvale 150). The organization might be looking for an individual with the traits to feel a certain post. An organization may want persons with traits such as kindness, appreciation, firmness, antagonism, esteem, and friendships.

A person who poses and shows professional ideals, and moral values can advance their career in a variety of ways. If an organization has put down clear rules on the code of conduct in the organization, the employees working within the organization should use the opportunity to advance their career, by proving that they can be depended on, hard working, and motivated may bring them success (Wendleton, 220). If an employee is given a task to work on by the employer, then the employee decides to work at night to ensure the completion of the work on time, it might show the employer how committed the employee is, and how much they want to move up the organization’s ladder through dedication. If the employee can show that they have an idea, of what the organization advocates for, and can depict that to the employer then the employee can gain lots of respect from the employer that can bring about promotion of the employee. It is constantly significant, to bear in mind that whenever an employer wants to promote an employee, the employer looks at the employees previous performance, responsibilities, and the pecking order.

Interrogation

Questioning, a possible suspect entails using a variety of skills. Cross-examination is naturally challenging (Wendleton, 280). The detective cross-examining the possible suspect would need to suppress the anger within the possible suspect, avoid war of words, and make the possible suspect open up to him to get additional information (Kvale 120). The purpose for an interrogation is for the detective to get more information from the suspect than to create tension (Wendleton, 290). In that case, the detective should consider the questions they ask the suspect. The first time a suspect is brought the questions that they should ask the suspect are questions like, asking the suspect what he likes doing during free time, the suspect’s hobbies, and even how the family is doing. These questions are to unnerve the suspect and make the suspect open up to the detective. After that, the detective can ask questions about the case. Asking the suspect where they were at a certain time, the persons they were with, and if the people the suspect mentioned can support the suspect’s story beyond any reasonable doubt (Kvale 170).

During the cross-examination, three detectives should be present, one would be investigating the alibi to prove if they are saying the truth, and the other two will be asking questions to the suspect. Another significant part of cross-examination is looking at the body language of the suspect as it can help to check if the suspect is saying the truth. Basic skills of telling whether a person is lying or not, can be gained by carrying out frequent interrogation. The daily interaction with different kinds of people can help one to tell when one is lying by looking at the body language (Kvale 120). That experience gained by looking at people’s behavior can be applied during interrogation.

Conclusion

Organizations are forever determined to display what they can offer and their exceptional competence. If one sabotages the organization in anyway, it could bring about the termination of employment of the person. For example, if an organization decides that employing the minorities is their priority in order to bring uniformity. The person responsible for hiring the organization employees should do as instructed, even if the person does not like the idea. If the employee allows personal principles, to come before the organizations principles then the employee would be jeopardizing their job. Every employee should always remember that professional ethics is of tremendous importance to them and organizations which they work for.

Work cited

Kvale, Steinar. Doing interviews. London: SAGE Publications, 2007. Print

Wendleton, Kate. Getting interviews. Franklin Lakes, N.J.: Career Press, 2000. Print.

Historical Film Review Essay

Professor J. BejaranoMany people learn about historical events through film and television. Historical Dramas are popular in most of the world. Writing, as an analytical tool, is vital to the college student and to your success. This assignment combines these two into a single, mostly enjoyable, experience. Film, itself, acts like a preservation tool. It not only freezes knowledge about the past but it also conserves the interpretation of it. For example, research changes and views change. Film can be used to examine those changes as researches record data on film. The same is true of Historical television and film. Even historical dramas, which seem highly romanticized, have kernels of truth.

Assignment: Analyze a historical film and construct a 3-5 page essay which answers the required questions. The purpose is to examine issues the film addresses, the film’s importance, your reaction to the film and its content, and mainly, to make critical and analytical connections between class content, outside research and the film.

Requirements: Address these, in detail, using at least 5 outside sources for support. 3-5 pages, 12pt Times New Roman, Double Spaced, Chicago Style Footnotes, Cover Page and Works Cited.

Describe the film. What historical subjects does it try to illustrate? What is the setting? What is the plot? What is the purpose of the film?

Describe the major theme, or themes, of the film. Major themes include things like “Individuality vs Society” or “Triumphing over Adversity”. You may find this article helpful.

Evaluate the film itself. How was the script? The acting? The cinematography? The production quality? Did you notice any obvious symbolism, foreshadowing or storytelling techniques? What types of people would this film appeal to?

Summarize the film’s strengths and weaknesses. List at least 3 strengths and explain how they help the film. Also, list 3 weaknesses and how they might impact the viewers of the film.

Relate the material and analyze. Make those important connections between course content (lectures, textbook, readings, websites, discussions, primary sources reviews, etc.) and the film. Is it realistic? It is accurate? How does it add to or harm the historical knowledge on the topic?

You might find these resources helpful:Prof. B. Historical Essay Videohistorymikelib.berkeley.eduhistoryprofessor.org

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Australian Hardware: Continuous Improvement Strategy

Company Overview

The Australian Hardware was established in the year 1921 while using the name Percy’s Home Goods. The name was changed in 1952 and in 1982 the firm became a public company when it was floated in the Stock Exchange of Australia. Percy Greenwright’s family is the major shareholder of the company with Holden Greenwright as the CEO and chairperson of the board of directors. It operates about 138 stores across the country with more than 1000 employees. The main products of the company include timber, hardware, outdoor, hardware, tools, paint, and garden. Australian hardware remains a competitively priced firm and offers high-quality and innovative products.

Continuous Improvement Methodologies

Total Quality Management

The best continuous improvement methodology for Australian Hardware is the Total Management Quality because it focuses on different areas of the company to boost efficiency and effectiveness. The main principles that will help enhance efficiency include customer focus, leadership, and process approach, the involvement of people, continual improvement, systems approach to management, supplier focus, and process approach. Customer focus entails the need for an Australian Hardware to be aware of customer requirements and often satisfy them. Leadership is about creating effective leadership of the company to ensure that it creates unity of purpose among all stakeholders. Such leadership also promotes the involvement of people to ensure that there is an appropriate interaction between people and systems in the company. The organization should be treated as a system that has an interrelated set of activities that link the internal and external environment of the organization.

Decision-Making Tools: Root Cause Analysis

A root cause analysis is the most appropriate approach to the identification of problems and making key decisions at the company. It is a collective term that illustrates a wide range of tools, techniques, and approaches utilized to uncover different issues. There are different techniques and approaches to root cause analysis. However, the best for the Australian hardware is the Kepner-Tregoe Problem Solving and Decision Making model which involves situation, problem, solution, and potential problem analysis. These phases help identify a visible problem and analyze it to determine the root cause of a given problem.

Encouraging Participation

During implementation, there is a need for enhanced participation among all stakeholders to ensure success in the process. In this view, the change leader will be expected to communicate and negotiate with all stakeholders to encourage their participation. The negotiations shall entail listening and solving the fears and questions of the stakeholders to avoid any resistance. For one to successfully conduct this process the change leaders must have interpersonal, team decision-making, and negotiation skills. The change leader ought to communicate the need for change, the approaches required, the benefits of the changes not only to the company but also all stakeholders, and negotiate with them to find a compromise in some areas.

Building Ownership and Work Culture

To ensure that there is the sustainability of the changes, there is a need to ensure that all stakeholders in the company own the change and accept it. They must be encouraged to ensure that their participation is valued. There is also a need to communicate that participation in the improvement process is necessary. The participation shall also be measured among other performance management indexes, acknowledged and rewarded. The continuous improvements shall be incorporated in the organizational culture to ensure that it becomes part of the organizational structure and behaviors. These organizational cultures shall be continuously communicated to all stakeholders.

Impact of Continuous Improvement Measures

Communications to Stakeholders

Implementation of the continuous improvement methodologies at Australian hardware will have significant impacts on communication among stakeholders. The improvement methodologies will streamline communication between the company and the customers since it emphasizes customer focus. Besides, continuous improvement encourages the involvement of all stakeholders through effective communication. To ensure that all stakeholders including the shareholders, the management, and employees focus on the objectives of the company there is a need for effective communication strategies that encourage feedback and giving personal views and opinions. Moreover, continuous improvement shall improve communication between the company and the suppliers since there shall be a constant engagement between the two parties at all times.

Knowledge Management and Information Flow

The continuous improvement shall ensure that there is effective management of knowledge and information flow. The system ensures that the company can identify the existing source of knowledge and improve on them. It creates a system where the firm can map, index, categorize and evaluate its knowledge assets. This will make sure that the information gathered and shared is adequate and accurate. Besides, continuous improvement will promote prompt and specific knowledge sharing system. That is, the information shall be delivered to the right people at the right time. It offers a platform to continuously asses the existing communication structures to identify challenges and help promote the swift flow of information.

Sustainability and Sustainability Objectives

Sustainable continuous improvement necessitates the engagement of all stakeholders at all levels as well as a robust management system that enhances long-term and incremental culture-based changes. The process of continuous improvement boosts engagement of employees, development of their competencies and skills to effect improvement of processes. It creates an integrative improvement approach that is designed around the products, customers, and processes. This translates to functional improvements, for instance, maintenance, quality, and demand and supply planning. Continuous improvements necessitate complete integrative improvement which includes systems, tools, and principles that are always ready. The process promotes systemic, multidimensional methods to make sure structural, behavioral, and process alignment which promotes sustainability.

Performance Management

Continuous improvements enhance the engagement of all employees and facilitate the effective flow of information. These ensure that all employees understand their performance metrics and the rewards that accompany them. As a result, the employees will understand what is expected of them and can commit to achieving it. Besides, the engagement process created by the continuous improvement will ensure that employees can communicate their challenges and the management responds promptly to ensure that they maintain high productivity. The system ensures that the challenges and issues affecting employees can be reviewed and analyzed through root cause analysis to find an immediate solution that promotes employee welfare.

Legislative Compliance

Legislative compliance is a crucial component in the company. It is essential that Australian hardware conform and comply with all regulations to avoid issues that can destroy its brand image. Therefore, continuous improvement creates a means through which the company can continuously review its legal compliance status and rectify areas with issues. Besides, it encourages continuous engagement with external stakeholders which include the government and other agencies to ensure compliance. It also ensures that employees are educated on different policies and regulations to ensure there are legal compliance at all levels of the company. Through root cause analysis the company can also identify issues that can result in potential violations and ensure that procedures are put in place to address the challenges.

Part C: Portfolio of Work Communication Strategy

Communication Objectives

Communicate the need for the continuous improvement initiatives

Illustrate the value of the continuous improvement across the company

Communicate the parameters of continuous improvement to be adopted at the company.

Target Audience

Individual employees

Work Teams

Communication Medium

Emails: It shall be used to communicate to the individual employees

Team Meetings: It shall be used to communicate to work teams

Procedures for Communicating Continuous Improvement Activities Outcomes

Monitoring and Evaluation: All initiatives shall be reviewed and monitored to facilitate identification of challenges and successes.

There shall be short-term and ling-term outcomes at each step

The short-term outcomes shall be communicated when each step of every activity is completed

The long-term outcomes shall be based on the implementation matrix.

Personal outcomes shall be reviewed and communicated through performance appraisals.

The main communication channels for outcomes shall be the emails and team meetings.

Monitoring Strategy

Targets

Attain customer-focused operations and services

Reduce operational costs

Increase revenue per customer interaction

Standards

Customer-centered services

Compliances with legislations

Compliance with company policies and procedures

KPIs

The Key KPIs include

Operational cost reduction

Sales

Revenue generated

Customer satisfaction

Responsibilities for recording and reporting

Each team should generate review reports on monthly, quarterly, and annual basis

Management should generate review report for shareholders

Timelines

The continuous improvements to be carried out on a monthly, quarterly, and annual basis

Technologies and Systems for reporting

Customer relationship management

Performance Management systems

Project Management software such as Microsoft Share point

Procedures for Special Meeting and managers CI Teams

Day to day processes and activities, and outputs shall be reviews

The performance of partners and staff shall be reviewed constantly

Regular meetings and interviews shall be the main channel of review and communication

The evaluation shall be done in daily, weekly, monthly, quarterly, and yearly basis

Regular reports must be generated and distributed to partners and stakeholders.

Leadership Styles

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The nursing industry has a challenge of dealing with the issue on finding the appropriate nursing leadership. Every nurse is in need of skills in favor of powerful leadership. The latter does not matter if one is in a position of top management, or provides care to patients directly. Any person in the nursing industry is considered a leader as long as they are in authority. Also, leaders are nurses that offer assistance to patients (Jooste, 2004). Nurses involved in influencing others through caring as well as caring for patients are known as leaders in clinical nursing. Often leadership is described as being behaviors that are influenced by a person’s attitude. The latter are more vital as compared to engaging in certain tasks or having certain skills. When exemplary leadership is shown by nurses, other people are affected positively by it.

Nursing leaders help other employees by being their visionaries and not enforcing opinion s and views upon them. They make sure that they do not control other people but merely guide them. Also, in nursing leadership, Employees are helped in making sure that there activities are organized and controlled appropriately. There are many levels whereby, leadership exists and it involves goal attainment and group setting. Many types of nursing leadership exist, and they include; laissez faire, bureaucratic, participative, authoritative leadership and situational leadership. Nurse leaders who do not allow fellow work mates to engage in decision making are known as being autocratic leaders. While this is in contrast to nurse leaders, who allow fellow employees to engage in decision making. The latter are known as participative leaders (Outhwaite, 2003).

The most beneficial form of leadership in nursing is known as situational leadership. Nurse leaders make sure that they incorporate the various methods of leadership styles. This will depend upon the follower’s competence as well as the situation which has been presented to them. In nursing, the leadership style that is used should bring about few disruptions and increase work performance levels (Kelly & Crawford, 2008). This is depending on the various situations that exist in a nurses work routine. It should be known that there is a difference between leadership and management in nursing. Managers are involved in controlling, organizing and planning, and these roles are different from that in leadership. On the other hand, leaders are involved in empowerment, inspiration; motivating and communicating vision to their fellow employees. Leaders always seek to ensure that the organization undergoes significant change in order to become successful.

In nursing leadership is described as an art and management is referred to as a science. Often in management, there are a series of steps, which have to be followed to meet demands at the work place. Leadership is more beneficial than management as the latter is involved in making people at the work place happy with their work (Sullivan, 2004). They come up with objectives and goals, which have to be met for the improvement of the running of operations. Managers usually follow only procedure and will not divert away as they are afraid of risks. On the other hand, leaders seek to challenge the status quo as they never seem to be satisfied. In conclusion, anyone has the ability of being a leader regardless of whether they are in authority or not. Professionals in the health care system should be aware that they will have an opportunity of demonstrating leadership. Thus, they should strive to acquire the traits related to appropriate and effective leadership.

References

Jooste, K. (2004). Leadership: A new perspective. Journal of Nursing Management, 12, 217-223

Kelly, P. & Crawford, H. (2008). Nursing leadership and management: First Canadian edition. Toronto: Nelson.

Sullivan, E. J. (2004). Becoming influential: A guide for nurses. Upper Saddle River, NJ: Pearson.

Outhwaite, S. (2003). The importance of leadership in the development of an integrated team. Journal of Nursing Management, 11, 371-76.

Employment Law

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In every large firm, there has to be a human resource manager and each has various responsibilities. They are in charge of employee welfare to ensure that the needs of employees are well catered for .This will in turn ensure that that they are taken care off. Employees can at any one time, become disabled while at the work place, and it can be in a temporary form. There are certain laws, which apply to employees, who become temporarily disabled at the work place. This act came into being after the efforts of the Workplace Safety and Insurance Board (Cabrelli, 2007). Most times, they are two types of benefits, which occur as a result of temporary disability. They are the temporary partial and temporary total benefits.

In order to qualify for these benefits, a doctor must be consulted .The doctor must ensure that they are treating the employee. The WSIB must be made aware that the employee has a medical problem or an injury, which is work related. This means that they are not in a position to work for some time. In the case of temporary total benefits, the employee is awarded a substantial amount of money. This means that they are entitled to a take-home-pay of 90%, as a result of being injured, while at the work place. The benefits are awarded as long as the doctor approves of the situation (Cabrelli, 2007). WSIB must approve everything the doctor is recommending; otherwise they will not award the employee any benefits. Also, in the future, the employee must prove that they can work, to the WISB. If the employee is not likely to improve, WISB will not continue awarding the benefits to the injured employee. The employee will thus be given their pension, and if the employee improves, they will be given their temporary benefits. This is after a thorough assessment by the WISB.

There are many times when conflict arises between civil rights and collective bargaining, as a result of contract rights. An example of a situation in real life is when a school board is at conflict with a union for teachers. In collective bargaining, there are certain resolutions and obligations, which have to be met. This means that in any bargaining agreement, there has to be good faith and exclusivity. An example of where conflict arises in such matters is in school boards whether private or public. This is because according to the schools unions, they are entitled to extreme exclusivity. The bargaining unit and the collective interests of the elected union are bargained through good faith. Good faith is extremely essential in all the different processes, as the situation is bound to become heated and intense.

It must be known that in an agreement of collective bargaining, certain constitutional and statutory provisions cannot be contradicted or violated. This agreement should also ensure that contract rights are recognized (Cabrelli, 2007). Social and political freedom, as well as equality, is a civil right of every human being. According to the National Labor Relations, good faith is an extremely important issue. This is because elements of cooperation, fairness and openness, ought to exist. The school board and the teachers union may engage in negotiations and not come to an agreement. The disputes are sometimes not solved even though good faith is involved and this is known as legal impasse. This means that suspension of active bargaining occurs as a result of the impasse. For this case to be solved mediation occurred and it took a long time before the parties came to an agreement. People have civil rights, which should not be violated.

Employees in an organization should ensure that the existing conditions at the work place favour their work. This is known as ergonomics and more should be known about this essential work place aspect. Through ergonomics, employees become satisfied, increase their productivity and also the risk of injury as well as illness is reduced. There are many situations, which pose a risk for employees at the work place, which might cause disorders of the musculoskeletal. An example of how such an issue can occur is through constantly carrying objects, which are extremely heavy or pulling them (Opsvik, 2009). If they do this kind of job on a daily basis, they are bound to become injured. This might in turn pose serious consequences to the employee and may suffer from problems related to the musculoskeletal. In such cases, something needs to be done to ensure that there are no more further injuries. These include transferring the employee to another department, where risk is less, taking them to a specialist, among other things.

The Labor occupational Safety & Heath Administration (2011) has come with guidelines concerning this issue. This is because it is known that employees working in certain sectors of the economy such as manufacturing and mining occur frequently. The guidelines ensure that musculoskeletal injuries at the work place are reduced. They assist employers in knowing how to control and recognize risk factors of ergonomics. The information provided is extremely helpful in many ways.

References

Cabrelli, David. (2007). Employment Law (Law Express).New York: Longman.

Opsvik, Peter. (2009) .Re-Thinking Sitting” Interesting insights on the history of the chair and how we sit from an ergonomic pioneer. New York: Prentice Hall.

The United States Department of Labor Occupational Safety & Health Administration. (2011). Safety and Health Topics: Ergonomics.

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A co-culture is a group in the society that has little or no say in contributing to the development of a dominant structure of the society to which they live. Some of the co-cultural groups include the homeless, homosexuals, ethnic groups, the disabled as well as the religious minorities (Ting-Toomey & Dorjee, 2018). Studying co-cultures is significant in various ways. The identification and explication of the communication practices of the co-cultural groups are significant and valuable in understanding how the individuals who are marginalized in a dominant society tend to communicate with the people in the same society but have direct access to the institutional power, the influencers of the dominant society. Learning about the co-cultures also enables the learner to understand how the minorities survive under the dominant majorities in society.

Various potential communication barriers exist between a co-culture and the dominant culture. Language is the key barrier as the co-culture may not be of the same language with the dominant culture, and therefore, the two groups cannot communicate effectively. Different cultures have different languages. The only viable mode of communication is through the use of non-verbal means as the words may not be easily understood. The use of non-verbal communication may as well not work as expected as it is subject to misinterpretation.

Stereotyping and prejudices play a major role in hindering communication between cultures. Members of the dominant cultures have negative perceptions regarding the co-culture associating them with bad things merely because they might have heard from someone else. Dominant cultures only believe what members of their culture says, characterizing the co-culture as deceptive and harmful. The negative stereotyping creates prejudices among the co-culture, and this provokes judgmental attitudes. When stereotyping and prejudices are incorporated, it becomes had for the two cultures to come to terms due to judgmental attitudes.

Ethnocentrism is another barrier to communication between co-cultures and dominant cultures. Mostly, the two cultures don’t have a lot of similarities, and therefore each culture perceives the other as being different from them, which is bad. With the dissimilar concept in mind, it is difficult to get members of the two cultures together as they have no common agenda. The dissimilarity can be reflected in behavior and religion where every person in the respective groups feel different from those that belong to the other.

A co-culture of homelessness implies that the people who are in that culture are homeless and they share similar beliefs, norms, values, and behaviors. They also share similar structures, and they belong to the same economic class and thus have a similar environment. According to Walsh et. al. (2016), the homeless do not converse freely with other people, and they feel that they don’t belong to the same social class with most of the interested parties who want to question them and due to this they inhibit a stereotyping effect that the interested parties want to take advantage of their situation. They, therefore, refuse to open up and only freely talk with the other homeless people whom they are in the same culture.

The homeless feel insecure while communicating with people from the dominant culture and this may lead to a lack of disclosure of information. Another reason why the homeless as a co-culture refuse to open up for the dominant culture is the fear of being judged wrongly. Most of them do not live in the streets because they wanted to, but because certain circumstances that led to their eviction from their homes. According to a study by Crane (1998), some of the homeless people were evicted from their homes as they were unable to pay for their mortgage or are mentally ill. Others had their homes taken by their relatives when their parents died, and as children they had no one to take care of them, eventually ending up to the streets.

References

Crane, M. (1998). The associations between mental illness and homelessness among older people: an exploratory study. Aging & Mental Health, 2(3), 171-180.

Ting-Toomey, S., & Dorjee, T. (2018). Communicating across cultures. Guilford Publications.

Walsh, C. A., Lorenzetti, L., St-Denis, N., Murwisi, P., & Lewis, T. (2016). Community Voices: Insights on social and human services from people with lived experiences of homelessness. Review of Social Sciences, 1(2), 27-41.

Leader and Manager

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Management and leadership are often confused to mean the same thing, but they are not the same. Leadership often involves setting new directions or a vision for people to follow. On the other hand, management is more about controlling or directing people and resources in line with already established values or principles (Copeland, 1997).

Managers are known to be formal and rational while leaders take on a passionate and emotional approach. An effective manager follows the organization’s vision. On the other hand, effective leaders are known to have the ability to forge the vision for the organization. Leaders are vision-oriented as they think about the future but managers are process oriented as they think about how the organization will run effectively. An effective leader knows how to protect their staff and motivate them to achieve organization goals, but managers are known to protect themselves (Nibley, Foundation for Ancient Research and Mormon Studies., & Brigham Young University, 1988).

In approaching decisions, an effective leader will do so actively; a leader is a decision maker who should not be hesitant to make a decision in any respect. However, effective managers give a cautious approach to decisions. They are dependent on their supervisors and other parties in making decisions. Effective managers listen selectively; their decision making involves selected staff or employees. In contrast, an effective leader will listen to all staff members and take their opinions very seriously. Another important trait of effective leaders is that they deal with conflicts, unlike managers who always avoid involvement in a conflict.

Both effective leaders and managers must be able to influence others, work with other people, and be effective in managing goals. Moreover, the two groups of individuals should possess traits of honesty, forward-thinking, and competency. An effective leader should demonstrate good management skills so that they are able to operationalize their visions. Leadership skills help managers in motivating their teams (Copeland, 1997).

It is possible that one is an effective manager without necessarily being a good leader. For example, a manager who is able to achieve all their set goals without involving their employees excels in management but is poor in leadership in that they do not recognize the input of their employees or staff. On the other hand, one can be a good leader but poor in management. For example, a leader can have a very good vision good vision for their organization, but this does not necessarily imply that they possess the necessary management skills to bring the vision into an operational state.

In terms of differences in management styles between male and female managers, various styles differentiate them. Women tend to use emphatically, relational and socially intuitive management styles. On the other hand, men managers tend to adopt an assertive, and aggressive. The fact that male and female managers adopt different management styles means that organization objectives are met in different ways. Female managers are more close to the employees and are able to identify more with them than the male counterparts (Burke, & Collins, 2001).

Both male and female managers are known to adopt participative styles of management, the use of personal authority to in management, and setting objectives formally. Participative management means that employees will be involved in decision making, but the level of involvement is higher in females than males, which makes the females managers more likeable. The other impact of the similarities in management styles is that when an order is given, it cannot be questioned. In addition, these management styles make it easy to motivate employees and make them work hard to achieve the objectives of the organization.

References

Burke, S., & Collins, K. M. (2001). Gender differences in various leadership styles and management skills. Women in Management Review, 16(5), 244-257.

Copeland, K. I. (January 01, 1997). Leadership versus management. Canadian Emergency News.

Nibley, H., Foundation for Ancient Research and Mormon Studies., & Brigham Young University. (1988). Leadership versus management. Provo, Utab: Foundation for Ancient Research and Mormon Studies (F.A.R.M.S.) in association with Brigham Young University.

Question 1 

A commodity is any basic good with a role of an input in the economic production of goods or services. It is also any physical good that has the ability to be sold or bought on a commodity market. That is to say that anything used in the manufacturing process to become an everyday good is a commodity. Commodities are basic goods used in commerce. They are interchangeable with other goods. Basic commodities available today include coffee beans, copper, gold, wheat, and crude oil. Technological advances have ushered in a new era that has created new types of commodities in the market, including bandwidth and cell phone minutes. More recently, the definition of a commodity has expanded to include foreign indexes and currency and other financial products. When traded in an exchange, a commodity must meet specific minimum standards, the basis grade.

Karl Marx defined the value of a commodity to include two contradictory elements: exchange value and use value. Use value is used to mean the utility of a commodity in its role of satisfying needs or wants according to its material properties. Therefore, use value is linked to the physical attributes of a commodity, including all material uses that are put on the object and the human needs fulfilled. Exchange value, on the other hand, is the worth of a commodity usually expressed in terms of a price. Exchange value is the amount of services or goods that are obtained in a market in exchange of other particular commodities. It can be equated to the price of a good bought and sold in the market. For example, a given quantity of rice can be exchange for a dozen of eggs, giving the value of that quantity of rice as equal to a dozen of eggs. This creates a definition of exchange value in terms of quantitative relation as a proportion that the value in use is exchanged for that of another. Exchange value is a comparison of use value, where users attach a certain value to a commodity and provide comparative aspects of how it should be exchanged in the market. Usually, money replaces the need to use the use value of a commodity against the other by equating value to quantity and other elements such as time and place. For example, commodities like air and water have high use value but are available on large scale thus creating a low exchange value.

Question 5

Mechanization is the introduction of automated devices such as machines into activities, places, and processes. Mechanization has become a phenomenon of the 21st century as more organization turn to machines and automated devices in an effort to create efficiency through automated routines. The use of robots and other artificial intelligence gadgets has become common practice in the employment scene today. For example, big corporations such as Toyota and IBM or Google are employing mechanization through use of AI and robots to replace human labor and improve on the efficiency of work. As these robots and other forms of mechanization become commonplace, it is expected that the effects on employment levels and employment practices will be largely negative. Some of the already notable effects of mechanization in advanced industrial societies include loss of jobs, high costs of installation and maintenance for organizations, reduced flexibility, higher expectations on human labour to match the efficiency of robots, reduced opportunities, and insecurity and anxiety regarding the future.

While mechanization has had positive effects on employment levels and practices in the advanced industrial societies, it has also led to several effects on the labour market. First, it has largely displaced employees performing certain jobs such as performance tests on cars, safety checks in factories, and packaging in large organizations. The main effect here is that it has directly led to reduced employment opportunities and reduced wages for employees who have historically relied on these positions now mechanized. While other sectors have also expanded to soak up this loss, it is also likely that their respective industries will, in the short term, employ mechanization techniques leading to the same negative effects.

Other negative effects include employment practices that are unfair such as expecting the same level of output from human labor compared to robots. It is also possible that work practices have changed to include reduced flexibility for employees. Robotic workforce occupies a significant portion of the labor market in the industrialized world, meaning that workers are now forced to specialize and work within their main areas of strength. Job specialization often leads to reduced flexibility in terms of what a worker is able to achieve.

Overall, mechanization has had its fair share of benefits. For example, it improves safety, increases the speed of operations, has remarkable consistency, often yields perfection, and improves productivity. However, it also means that very soon people in various mechanized industries will go out of work. It is important that the effects of robots and other mechanized workforces be checked to ensure that the effect on human labour is not as severe as expected.

Auditions Fact Sheet

Production: THE SEAGULL

PERSONNEL

Director: (Name of the Director)

Playwright: Anton Checkhov

Producer: (Name of the producer)

Choreographer:

Stage Manager: (Your Name)

Scenery: (Scenic designer’s name)

Costumes: (Costume designer’s name)

Lighting: (Lighting designer’s name)

Sound: (Sound designer’s name)

Casting: (Casting agent’s name)

DATES/VENUE

1st rehearsal: 05/12/2019 Opening: 06/12/2019 Closing: 08/12/2019

Venue: KENNEDY AUDITORIUM

PERFOMANCE CONTRACT

LORT B

GENERAL DESCRIPTIONS

Character Age Range Description

ARKANDINA 43 An actress

KONSTANTIN 20-25 Her son, a young man

SORIN 62 Her brother, retired from the ministry of Justice

NINA 18-20 The young daughter of a wealthy landowner

SHAMRAYEN 52-53 A retired lieutenant, SIRON’S steward

POLINA 52-53 His wife

MASHA 22 His daughter

TRIGORIN 35-36 A novelist

DORN 55 A doctor

Name:

Course:

Professor:

Date:

Augustine and Paul Conversions

Paul and Augustine are the most notable examples of conversion to Christianity. Before they converted, both men lived sinful lives according to the teachings of Christianity. After their transformations, they both grew to become teachers of the Christian faith and were later canonized into sainthood. Their conversion stories are particularly striking as they were considered to be divine interventions from God himself. Both men lived a life seeking truth and happiness but were unable to find it until they found their faith. The stories of how Paul and Augustine converted to Christianity share many similarities and differences, documented in the ‘Acts of the Apostles’ and ‘Confessions’ of Augustine respectively.

Before Paul converted to Christianity, he was known by the name Saul. He was a Pharisee from the town of Tarsus whose main occupation was making tents. However, Saul was more famous for his persecution of Christians for their faith. One day, he was on his way from Jerusalem to Damascus to find Christians and arrest, question and even possibly execute them. His journey was, however, interrupted, “As he neared Damascus on his journey, suddenly a light from heaven flashed around him. He fell to the ground and heard a voice say to him, “Saul, Saul, why do you persecute me?” (Acts 9:3) after that, he became blind but recovered his sight three days later.

Augustine’s story began in the town of Tagaste around 354 A.D. His mother’s name was Monica who happened to be a pious Christian. On the other hand, his father was a Roman officer and a pagan by the name Patricius. Augustine was sent to Carthage to study rhetoric taught by the best Latin teachers such as Cicero. From his readings, Augustine considered Christianity a faith for the unsophisticated. All around him, sex and love were rampant leading him to comment in his ‘Confessions,’ “I came to Carthage, where a cauldron of unholy loves was sizzling and crackling around me.” (Augustine) While still a teenager, he bore a son by a mistress. For nine years, he lived by the principles of Manichaeism, a religion that taught life to be a struggle between the two forces of light and darkness. However, Augustine tired of the doctrine because it failed to answer his questions. He went to listen to Saint Ambrose in Milan who answered all of his objections to the Bible. Impressed, Augustine considered this his calling and converted to Christianity.

The two stories of conversion have several differences as well as similarities. The first difference is that they happened during different times in history. At the time of Paul around 33 A.D., the Christians faced a lot of persecution for their faith. Saul was one of the persecutors who took part in the stoning of Stephen (Acts 7: 57) when Augustine converted everyone was free to practice their faith. They were converted for different reasons; Augustine was in search of life’s truth which he found in Christianity while Paul was converted to stop persecuting Christians and also to spread the teachings of Christianity.

The similarities are that both of their conversions happened through divine intervention. Saul was on a journey to persecute Christians when he encountered a flash of light and the voice of Jesus speaking to him. Augustine heard the song of a child saying, “pick it up and read it” (Augustine) which he interpreted to be God directing him to begin reading the bible. Similarly, after their conversions, the two men lived very different lives compared to before they became Christians. Before they were sinful; Saul a murderer and Augustine a fornicator but they changed. In conclusion, Augustine and Paul give a remarkable example of how a person can transform from one way of life to another.

Works Cited

Augustine, Saint. The confessions. Clark, 1876.

Conzelmann, Hans, et al. Acts of the Apostles. Augsburg Fortress Publishers, 1988.