Benefit of watching television Essay

Numerous individuals think TV has for the most part a negative effect on their lives since TV shows a great deal of brutality, tattle, and sexual things. They figure sitting in front of the TV will burn through their time, issue their reasoning, and give terrible exhibits to their kid. As a matter of fact, a great many people hold an inappropriate perspectives about sitting in front of the TV; it is gainful to stare at the TV. Here are the reasons why. As a matter of first importance, there is the data that I can retain from TV. Every day news, for instance, has a ton of data that I never think about and reports a ton of episodes which occur far and wide, for example, America sends armed force and aviation based armed forces to Iraq and gets its leader, incidentally, we can learn data as well as about various social orders, societies, and customs I can not gain from news, for example, some peculiar conventions of a little city that I have never heard in China or another little nation toward the side of the earth. In spite of the fact that I invest my energy in TV yet I get something more significant and accommodating than what I expend. Furthermore, there is the fervor that I can get from TV when I am exhausted. There are many energizing motion pictures on HBO, for example, â€Å"Terminator I, II, and III† are awesome motion pictures to brighten me up. Numerous guardians believe that sort of energizing films are unreasonably vicious for their kids to watch since they reprimand the motion pictures for their children’s conduct as opposed to mention to their kids what is correct and what's up; moreover, guardians and grown-ups can watch â€Å"RoboCop† without anyone else and they can appreciate the film without stressing over their kids learning awful things or savage practices from it. To wrap things up, there is the incitement that I can bring to my mind from the TV, for example, the show †Super Millionaire. This program is exceptionally well known in America as well as in my nation †Taiwan since individuals can join the game in their homes with the members at the TV channel, and this can animate my cerebrum by contemplating and addressing the inquiries even I can’t truly get the reward on the off chance that I found the right solution. In addition, I can bring in the show to win the prize if there is no champ today; this sort of TV program suits the two youngsters andâ adults; there is no awful impact or reactions. To summarize, it is regarding retaining data, getting energy, and animating my cerebrum with the goal that TV has no negative however just positive effects on my life. On the off chance that I need to learn or know something by another route rather than TV, I genuinely accept that I will invest more energy and more cash to arrive at my objective.

Gender discrimination and women's promotion in workplaces Research Paper

Sexual orientation separation and ladies' advancement in working environments - Research Paper Example hrough support in the social equality development and as backers for the network based gatherings that grew up around that development and President Johnson War on Poverty. The thoughts were an endeavor to bode well out of the work showcase issues as the individuals in these networks experienced them (or if nothing else portrayed their encounters) and to depict the work advertise as these individuals saw it.â 1. As Blau and Jusenius have brought up, on the grounds that organized inner work markets treat laborers as individuals from gatherings and will in general treat laborers inside these gatherings reliably, separation among ladies and men is probably going to appear as isolating ladies and men into various occupations, instead of paying them inconsistent for the equivalent job. 17. In general, in organized interior work advertises, all people in a similar activity are probably going to be similarly paid, with the exception of execution or position differentials. This leaves open the reasons ladies and men are probably going to be separated, however it suggests that section level occupations are probably going to be distinctive for people and masterminded in various employment families with the goal that isolation will be kept up all through ones profession in the firm. This is definitely what Kelley found. Past that, womens work stepping stools might be shorter, and different meth ods of keeping up separation in the firm may exist. For instance, Osterman proposes that in a distributing firm he contemplated differential open door was kept up by keeping ladies in the most minimal evaluation levels of different occupation groups.18. Institutionally, that sort of separation could be supported by setting ladies in work titles that vary from related employments that men hold or perhaps by finding them in various divisions. Such perceptions recommend that the impacts of inner work markets vary for people, regardless of their accentuation on reliable standards. The guidelines of the game are nonpartisan all over however divergent in their effect. The rules may likewise contrast in various pieces of the

Skin Care Essays - Cosmetics, Eye Shadow, Lipstick, Human Skin Color

Healthy skin All through the late 1800's and until the present, beauty care products and healthy skin have been significant in the lives of ladies in America. Certain patterns have traveled every which way, similarly as some have remained. In the previous 100 a long time, the jobs and lives of ladies have changed definitely, however their beautifiers have consistently been near. Beguile books alongside bit by bit manuals give us today an investigate the past. Commercials are additionally a extraordinary wellspring of history. Utilizing these methods, focal topics in beautifying agents can be resolved, basically. All through the previous century, satisfying your man, looking characteristic, and being an advanced, contemporary lady with a new youthful look, have been critical to the corrective organizations and to their female purchasers. In the late 1800's, beautifiers were being created and offered to school matured ladies and more seasoned. Be that as it may, a huge lip service was happening. Ladies were being informed that it was important to wear beauty care products, in any case, it was vain to wear observable make-up. It was cited from St. Paul's Magazine that, If a young lady has the preliminary of an appearance so terrible that seeing it gives one a turn, it is essentially an obligation for her either not to go into society by any stretch of the imagination, or, on the off chance that she does, to disguise it?you reserve no option to cause your incidents on everyone it is an unforgivable offense against great taste (Williams 113). The ladies of this time were being barraged with blended messages. Their issues with this affectation were settled to just wearing a light powder and rouge. Hues worn were generally corals and peaches in light of the fact that more brilliant hues would not give the fitting picture that the lady was attempting to pass on. Their objective was to pass on a characteristic shine that solid ladies had. There were the years at the point when ladies were slapping their cheeks and gnawing their lips to draw 'normal' shading to their face. It was additionally cited that, Each school young lady's room ought to be fitted with a mirror, so that in any event, when submerged in her examinations the youngster ought not be careless of her appearance (Williams 113). Indeed 100 years prior, ladies were being compelled to know about their appearance consistently. The mid 1900's achieved a slight change in ladies' beauty care products. Lipsticks were the standard what's more, mascara and eyeshadow were accentuated as fundamental for eveningwear. This occurred after the First World War. Additionally, in the 1920's, class lines were being broken. The flappers came out smoking cigarettes, trimming their hair, and wearing beautifying agents that didn't orchestrate their facial make-up (Williams 134). Numerous other ladies followed portions of these patterns and it was not, at this point conceivable to tell a lady's social situation from her appearance. On the other hand in the 1930's, ladies returned to progressively regular and gentler tones. Ladies were being informed that the more seasoned they were, the more make-up they were utilizing would assist them with putting their best self forward (Williams 147). The objective as of now was to keep your man speculating if your composition was common or not. Depilatories were utilized to expel undesirable hair growing from the face and fades were utilized to blur maturing spots. Here, satisfying your man and returning to youth assume a significant job in the beauty care products being utilized by ladies. In the 1950's, enchant and the quintessence of being an 'impeccable little lady' were significant. Internal magnificence was viewed as one's appeal, where external excellence was their visa to the world (McLeod 37). Venture by- step fascinate books gave ladies the directions to be pretty and mainstream. Always remember, flawless make-up is date trap (McLeod 52). Home healthy skin cures were utilized just as following a severe day by day routine, counting diet, hair care, and housework. Following a routine was viewed as bravo wellbeing (McLeod 41). On into the 1960's, healthy skin was a major issue. Notwithstanding, numerous misguided judgments were going near. Ladies were informed that slick skin came about because of their inappropriate mental demeanor and ill-advised breathing, similarly as dry skin was brought about by poor capacity of the ace organ (Jones 8). In the 1960's, the specialty of cover was important to consummate one's facial highlights and give a characteristic look (Jones 32). Since healthy skin was such a major issue, deciding one's skin tone was an unquestionable requirement. Ladies were told to go to a window with brilliant light to decide whether they had pink, cream, or olive suggestions. Be that as it may, in the event that they were pale and had come to no end, they were Healthy skin Essays - Cosmetics, Eye Shadow, Lipstick, Human Skin Color Healthy skin All through the late 1800's and until the present, beautifiers and healthy skin have been significant in the lives of ladies in America. Certain patterns have gone back and forth, similarly as some have remained. In the previous 100 a long time, the jobs and lives of ladies have changed definitely, yet their beautifying agents have consistently been near. Fascinate books alongside bit by bit manuals give us today an investigate the past. Commercials are additionally a extraordinary wellspring of history. Utilizing these methods, focal topics in beautifying agents can be resolved, just. All through the previous century, satisfying your man, looking common, and being a modern, contemporary lady with a new youthful look, have been essential to the corrective organizations and to their female customers. In the late 1800's, beautifying agents were being created and offered to school matured ladies and more seasoned. Be that as it may, a huge lip service was happening. Ladies were being informed that it was important to wear beauty care products, in any case, it was vain to wear perceptible make-up. It was cited from St. Paul's Magazine that, If a young lady has the preliminary of an appearance so terrible that seeing it gives one a turn, it is basically an obligation for her either not to go into society by any stretch of the imagination, or, in the event that she does, to disguise it?you reserve no privilege to deliver your mishaps on everyone it is an inexcusable offense against great taste (Williams 113). The ladies of this time were being shelled with blended messages. Their issues with this fraud were settled to just wearing a light powder and rouge. Hues worn were normally corals and peaches on the grounds that more brilliant hues would not give the proper picture that the lady was attempting to pass on. Their objective was to pass on a characteristic sparkle that solid ladies had. There were the years at the point when ladies were slapping their cheeks and gnawing their lips to draw 'regular' shading to their face. It was additionally cited that, Each school young lady's room ought to be fitted with a mirror, so that in any event, when inundated in her investigations the youngster ought not be careless of her appearance (Williams 113). Indeed 100 years back, ladies were being compelled to know about their appearance consistently. The mid 1900's realized a slight change in ladies' beautifying agents. Lipsticks were the standard what's more, mascara and eyeshadow were underlined as fundamental for eveningwear. This came to fruition after the First World War. Likewise, in the 1920's, class lines were being broken. The flappers came out smoking cigarettes, trimming their hair, and wearing beauty care products that didn't blend their facial make-up (Williams 134). Numerous other ladies followed portions of these patterns and it was not, at this point conceivable to tell a lady's social situation from her appearance. On the other hand in the 1930's, ladies returned to progressively normal and gentler tints. Ladies were being informed that the more established they were, the more make-up they were utilizing would assist them with putting their best self forward (Williams 147). The objective right now was to keep your man speculating if your composition was characteristic or not. Depilatories were utilized to expel undesirable hair growing from the face and dyes were utilized to blur maturing spots. Here, satisfying your man and returning to youth assume a significant job in the beauty care products being utilized by ladies. In the 1950's, engage and the pith of being a 'flawless little lady' were significant. Internal magnificence was viewed as one's appeal, where external excellence was their identification to the world (McLeod 37). Venture by- step fascinate books gave ladies the guidelines to be pretty and well known. Always remember, immaculate make-up is date trap (McLeod 52). Home healthy skin cures were utilized just as following a severe day by day routine, counting diet, hair care, and housework. Following a routine was viewed as bravo wellbeing (McLeod 41). On into the 1960's, healthy skin was a major issue. In any case, numerous misinterpretations were going near. Ladies were informed that sleek skin came about because of their inappropriate mental disposition and ill-advised breathing, similarly as dry skin was brought about by poor capacity of the ace organ (Jones 8). In the 1960's, the craft of cover was important to consummate one's facial highlights and give a characteristic look (Jones 32). Since healthy skin was such a major issue, deciding one's skin tone was an absolute necessity. Ladies were told to go to a window with brilliant light to decide whether they had pink, cream, or olive hints. Be that as it may, in the event that they were pale and had come to no end, they were

Methods of Estimating National Income free essay sample

National Income (Contd. ) Methods used to quantify National Income Calculating National Income There are different strategies for figuring the national pay, for example, creation technique, pay strategy, consumption technique and so forth. Salary Method: Different components of creation are paid for their gainful administrations rendered to an association. The different earnings that are remembered for these techniques are compensation, pay of independently employed, premium, benefit, profit, rents, and excess of open area and net progression of pay from abroad. Use Method: The different segments †the family unit area, the administration division, the business segment, either spend their pay on shopper merchandise and ventures or they spare a piece of their salary. These can be sorted as private utilization use, private speculation, open utilization, open venture and so on as appeared in the above table. ProductMethod The creation strategy gives us national pay or national item dependent on the last estimation of the produce and the inception of the produce regarding the business. We will compose a custom paper test on Strategies for Estimating National Income or on the other hand any comparable point explicitly for you Don't WasteYour Time Recruit WRITER Just 13.90/page All creating units are grouped segment astute. †¢ Primary segment is partitioned into horticulture, fisheries, and creature farming. †¢ Secondary segment comprises of assembling. †¢ Tertiary part is partitioned into exchange, transport, correspondence, banking, protection and so on Problems on National Income-1. With the assistance of following information, ascertain National Income at factor cost. GNP = 5, 00,000 Crs. Devaluation = 50,000 Crs. Roundabout expenses = 30,000 Crs. Sponsorships = 5,000 Crs. Arrangement: NI at factor cost = GNP †Depreciation †Taxes + Subsidies. = 5, 00,000-50,000 †30,000+5,000 = 4, 25,000 Crs. Compute GNP and NNP from the accompanying information. Total compensation from abroad is Rs. 1,400 Crs. , GDP is Rs. 20, 000 Crs. , devaluation Rs. 1, 000 Crs. Crude materials and middle of the road merchandise utilized underway is Rs. 4, 000 Crs. Arrangement: GNP = GDP + Net Income from abroad = 20,000+1,400 GNP= 21,400 Crs. NNP= GNP-Depreciation = 21, 400 †1,000 Crs. NNP =20. 400 Crs. 3. From the data given beneath figure the individual salary. NI at factor cost = Rs. 6, 560 Crs. Corporate Income charge = Rs. 324 Crs. Standardized savings Contributions =Rs. 113 Crs. Undistributed Profits = Rs. 76 Crs. Move Earnings = Rs. 230 Crs. Arrangement: PI = NI-Corporate charges Undistributed Profits-Social Security Contributions+ Transfer Payments. PI = 6560 †324-76-113+230 Crs. = 6560-513+230 Crs. (PI =6277 Crs. 4. From the accompanying information, figure GDP at advertise costs. (Rs. In crores) Net National Income10,500

Back From Vacation

Back From Vacation Im back! Here are the answers to some common questions that have been piling up in my inbox Where the heck have you been?!? April 6-9 was CPW, followed by my first real vacation in over a year. A whole week off! Just got back today 1000+ emails in my inbox good times. :-) What can you tell me about next falls Orientation and Pre-Orientation programs for admitted students? Those are run by the Academic Resource Center (ARC) and not by Admissions, so Im not really an expert on those topics. For the best source of information, please visit web.mit.edu/orientation. Youll find various dates and ARC contact information there. What is the deadline to accept MITs offer of admission? You need to return our form by May 1 (postmark date) if you intend to enroll at MIT. How much is the deposit to secure my place in the class of 2010? Where do I send the deposit? No deposit is required. Just be sure to send in the form by the May 1 deadline. Are you taking anyone from the waitlist this year? We wont know until a few days after May 1, when admitted students let us know if they intend to enroll. If you go to the waitlist, when will decisions be made? If we need to use the waitlist this year, we will begin looking at candidates during the week of May 8. How can I apply to be an admissions blogger next year? Contact us in August and let us know that you wish to be considered for a blogging position. As most of our bloggers will be returning, we will likely only be hiring bloggers from the class of 2010 (and perhaps one additional upperclassman). There is no formal application process, but please note that we only hire experienced bloggers, and therefore your current blog (i.e. your portfolio) is the major factor in whether or not we choose you. The quality and frequency of your content (and how long youve been keeping your blog) will all affect your chances of being chosen. In other words if you dont currently have a blog and you want to be considered, you should probably start a blog ASAP. :-) So what did you do on your vacation, anyway? I built a swingset for my kids! Prior to CPW, I used a wheelbarrow to haul boulders out of the woods to make a 32 x 26 perimeter. On the Monday following CPW, I had 29 tons (yes, 29 tons it sounded absurd to me too) of gravel delivered to the spot, which was dumped in a big pile. It took all of Monday and Tuesday to distribute it evenly throughout the perimeter of boulders (I used only a shovel). Towards the end of Tuesday, it looked like this: And then I spent Weds, Thurs, and Fri building the thing: Not bad for a non-engineer, eh? On Saturday, my MIT co-workers all came over (with their kids) to test out the finished product and celebrate the end of the admissions cycle. It was quite a party, and we had amazing weather. Sunday and Monday felt more like real vacation days, which were much appreciated. And today I am back. Next up: my long-overdue personal CPW recap! Back From Vacation I am back in the office, did you miss me? :-) St. John was awesome, but not as awesome as MIT. Consider the evidence: Sigh. But a week of total relaxation didnt stop me from thinking about MIT constantly. Here I am, preparing to do an info session for the people on the beach: I even made my wife do some recruiting: To make it seem as though it hasnt been almost a month since my last post, Ive created some utterly ridiculous entries for you all to enjoy: The LiveJournal Survey The MySpace Survey The Xanga Survey Look for some actual substance in the near future itll take me a few days to remember what it is that I actually do around here. Ah, the post-vacation mind melt.

Employee Participation Performance - Free Essay Example

Employee Participation Performance In the first instance is necessary to define both employee participation as well as what is meant by performance. Employee participation may be defined as the process by which employees are involved in the decision making process of a business rather than merely being expect to following instructions (Times 2009) and as such this forms what is referred to in HR as empowerment. Performance on the other hand can be considered from two perspectives, firstly there is the performance of the individual in question and how their personal performance is affected by the concept of employee participation. Secondly there is the performance of the organisation as a whole to consider and how this will change with varying degrees of employee participation. As such the essay will analyse performance from these two perspectives before drawing a conclusion as to the perceived benefits for both parties. Approaches to employee participation: Traditional views of the organisation and approaches to management have seen a clear distinction between the tasks of managers and those of the grass roots level employee. Advocates of this view such F W Taylor (1911) and others within the scientific management school of thought sought to increase productivity and thus performance by deskilling the workforce and breaking tasks down into the most minuet component jobs so as to take advantage of specialisation of labour. The policies implemented by such advocates may be seen as the exact opposite of those who support the theory of employee participation as the scientific school of management sought to centralise power and control into the hands of managers rather than devolve it to the workforce. From a performance perspective the introduction of scientific management techniques saw significant dividends yielded to those who employed them for instance production at the Bethlehem steelworks was maintained with a reduction of lab our from 500 to 140 (ACCEL 2009) meaning that performance per employee had increased significantly. However these early developments in management theory previous to the conception of employee participation should not be used to discredit the theory due to a number of special considerations. In the first instance such theories were applied to manufacturing operations and heavy industry and whilst these operations still form a large part of the economy today there has since been a large shift towards service industries requiring differing management styles and techniques. In addition at least part of the success of the scientific management may be associated with the technological developments of the day such as the introduction of the production line as highlighted by Fords success at the River Rouge plant in Detroit. At the other end of the scale the self-directed work team as defined by (Williams 1995) may be seen as the ultimate exercise in employee participation and has been implemented by companies such as 3M. Under this system teams are essentially left to fulfil the role of both the managers and employees of an operation with a significant input in production techniques, scheduling and improvement initiatives. Advocates of this approach to employee engagement highlight that were the theory has been put into practise productivity has increased between 30 and 50% (IIE 1996). However on the other side of the spectrum such a high level of employee engagement may have negative consequences including lack of strategic focus as individual teams become ever more productive in their own areas of expertise but forget to consider how their individual team fits into the wider context. The lack of direct leadership can also be seen as providing an opportunity for accountability to be lost and thus falling performance, Bruce (2005) indicates that it is often the accountability of a leader which drives the particular individual to spur on a team or grou p to the successful completion of a task. Finally as indicated by Robbins (2003) teams have a tendency to self-reinforce behaviour, were the general attitude of a self-directing work team is generally positive this will increase the performance of both individuals and the organisation as a whole. On the other hand were the initial attitude and performance of the team is poor in the first instance and with no intervention from outside this can lead to a downward spiral of performance both for the individual and the team as a whole. However not all approaches to employee participation may be seen as quite so radical in their nature. A more frequent approach may be seen as involving employees to a greater degree without taking such a radical devolvement of control as in the self-directing work team approach. For instance Toyota may be seen as one of the leading companies in developing employee participation, Toyotas commitment to employee participation goes so far as to be for mally a part of the companys code of conduct (Toyota 2006). Strategies which may be seen as falling under the umbrella of employee engagement pursued by such companies include Kaizen the practise of including employees in quality improvement initiatives such as quality circles and other forms of consultation directly related to their area of work (Shimizu 2009). Potential benefits: One must now go on to identify the general potential benefits of employee participation both to the employee and the organisation. One of the key arguments for employee participation is that a every organisation contains a significant amount of knowledge, information and know how that is often present in grass roots level employees as much as in those occupying management positions (Adair 1989 p32-34). By encouraging employees to participate in the decision making process advocates argue that the organisation performs better as it is now making decisions based upon a much wider range of knowledge that would have been unavailable if decisions were solely made at the management level. As such the process of involving employees in the decision making process may be seen as to a large extent associated with the function of communications. Good communications are by definition a two way process (McLaren 2000 p3) which encompasses not only the sending and receiving of messages down a hierarchy but also the sending and receiving of messages back up the hierarchy and in horizontal communications. Despite the benefits of such employee participation which may be attributed to the need for an effective communication channel commentators such as Leigh (2009 p15-29) indicate that organisations are often relatively poor at the embracing the two way nature of communications leading to poor listening skills at an organisational level and thus a missed opportunity for improved performance. Another potential area for increased performance at the organisational level is that of reduced costs owing to lower labour turnover. As to the question of whether or not employee participation helps to reduce labour turnover is a debating point and depends which school of management thought is applied. On the one hand the classical schools of management theory such as those of F W Taylor would suggest that employee participation is not the most important factor in labour tur nover since the most important factor in maintaining staff loyalty was how much money they earned. On the other hand others such as Maslow argued that people do not go to work simply to earn money as in the Taylorite model but that there are several other reasons which are can be seen in the pyramid of needs: Under Maslows theory employees are not simply motivated by the need to earn money which represents only the first and possibly second stages of the pyramid. Maslow also highlights the fact that people after securing the basic needs which are provided for in the form of a salary then have additional aspirations. Using Maslows pyramid as a basis for evaluating employee motivation levels one could argue that the specific practises of employee participation constitute various stages of the pyramid beyond that of the first two stages which is considered under the classical view of management. For instance one way in which an organisation may choose to implement employee par ticipation is in the form of focus groups with reference to a specific issue such as production line down time. In this case previous to the focus group one may view the average assembly line worker as having the first two needs met owing to receiving a regular monthly salary. However once a focus group has been set up to consider a specific issue such as that mentioned it is conceivable that the next two steps of the pyramid are fulfilled as the line worker now becomes part of a team fulfilling the third need and also is given some status as the organisation by the very act of asking for their opinion is giving them a status within the organisation as someone with technical knowledge and thus a valid opinion. In theory one could argue that as an increasing number of the employees needs are met this will lead to increased motivation and morale and thus reduce the possibility of the individual wanting to leave the organisation. Costs associated with labour turn over can repr esent a considerable expense for organisations under two headings. In the first instance there is the financial cost to an organisation which includes costs associated with re-recruitment as well as any lost revenue associated directly with the loss of an employee. Secondly there is the cost to the business in disruption and lost knowledge. Research suggests that the average cost of replacing an employee is around  £3,546 which rises to around  £5,206 for more highly skilled employees (Thornton 2000). From a scale perspective the CBI (1997) estimates that in the UK labour turnover stands at 16% which rises to 25% in part time workers leaving significant room for improvement and thus a significant opportunity for cost savings especially in the part time sector. As such one can see that by reducing staff turnover by even a small amount this can deliver significantly higher financial performance for an organisation. Method: Finally having considered the potential benefits and drawbacks of employee participation one must consider the methods used in order to undertake employee participation. In many instances the benefits an organisation can gain from employee participation come from extracting knowledge from the workforce which already exists. As such many of the methods which need to be considered are issues in communications since the knowledge and information already exists but is often not being extracted and used by those higher up the corporate structure. One key method highlighted by Adiar (1989 p32-34) is that of consultation, consultation may be interpreted as any genuine attempt to gain the knowledge, feelings and opinions of the workforce which may then be used in the decision making process. As such the methods used may be broad in range from quality circles and focus groups through to town hall style meetings or suggest box schemes. However to qualify as true consultation each of th ese acts must take place before decisions are made. It is often felt by many that consultation takes place after decisions have already been made by those in senior management positions. In these cases performance may actually decrease as the workforce perceives a lack of commitment from the management within the organisation, were consultation is undertake after decisions have already truly been made this may also be seen as a misallocation of resources by the company. Another consideration of employee participation is that of employee reward. There are many options for encouraging employees to take a greater level of responsibility for their actions and thus increasing their overall level of participation. Such considerations may include share schemes, bonuses or additional annual leave related to certain performance levels. Regardless of the method employed the mechanism may be seen as a function of agency theory in which the interest of the employee and organisation can be harmonised thus increasing performance. By linking the employees personal performance to the ability for the employee as an individual to benefit the belief is that performance will increase as the employee peruses a personal opportunity. Conclusion: One conclusion would be that increased employee participation has the potential to create significant increases in performance for both the individual and the organisation as a whole. From the organisational perspective there may be significant increases in financial performance as the high costs of labour turnover are reduced as part of the increase in participation. Secondly the organisation is likely to experience a significant increase in performance with regard to its competitive advantage as the organisation will now be using its labour in potentially a more efficient way in the form of a strategic resource as opposed to a simple cash for labour transaction. From the individual perspective increased participation can lead to increases in performance as firstly an improved attitude to work increases output and secondly the benefits of the individual being able to organise their work in the way they see best contributes to work being organised in a more efficient way. However whist it is acknowledged that increased employee participation can contribute significantly to increased performance it is by no means either a panacea for all organisational ills nor is it a necessity for improving performance in all instances. One should remember that whist some companies such as Toyota have adopted a positive attitude towards employee participation there are still many successful companies which maintain a tradition approach towards the division of management and employee tasks. Furthermore companies operating such traditional approaches to the management of their employees are not limited the manufacturing sector with call centres being a prime example of were the service sector has failed to embrace increased employee participation choosing alternative methods to improve performance. Bibliography ACCEL. 2009. Historical perspective on productivity and improvement. Available online at: https://www.accel-team.com/scientific/scientific_02.html [Accessed on 14/11/09]. Adair, J. 1989. The effective communicator. London: The industry society. Bruce, W, E. 2005 March 22nd. Towards a new understanding of the leader accountability: Defining a critical construct. Journal of leadership and organisational studies. Available online at: https://www.allbusiness.com/human-resources/employee-development-leadership/417985-1.html [Accessed on 14/07/09]. CBI. 1997. Benchmarking turnover. Available online at: https://www.cbi.org.uk/ndbs/PositionDoc.nsf/fb66d262805fa2f58025673a0058587b/03c2ba268bc9171580256731005664ee/$FILE/BenchMarkingTurnover.pdf [Accessed on 14/11/09]. IIE. 1996. Sustaining high performance through self-managed work teams. Journal of industrial management. Available online at: https://www.entrepreneur.com/tradejournals/article/18648441.html [Accessed on 14/0 7/09] Leigh, A. 2009. The secrets of success in management. Harlow: Pearson Education. McLaren, I, R. 2000. Communication excellence using NLP to supercharge your business skills. Carmarthen: Crown House Publishing. Robbins, S, P. 2003. Organisational behaviour. 10th ed. New Jersey: FT Prentice Hall. Shimizu, K. 2009. Transforming kaizen at Toyota. Okayama University. Available online at: https://www.e.okayama-u.ac.jp/~kshimizu/downloads/iir.pdf [Accessed on 14/11/09]. Taylor, F, W. 1911. The principals of scientific management. New York: Norton Library. Thornton, J. 2000 Oct 25th. Costs of staff turnover surge to an all-time record high. The Independent. Available online at: https://www.independent.co.uk/news/business/news/costs-of-staff-turnover-surge-to-an-alltime-record-high-635784.html [Accessed online 27/07/09]. Times. 2009. Employee participation. The Times Newspaper. Available online at: https://www.thetimes100.co.uk/theory/theoryemployee-participation 310.php [Accessed on 14/12/09]. Toyota. 2006. Toyota code of conduct. Available online at: https://www.toyota.dk/Images/ToyotaCodeOfConduct_tcm200-635681.pdf [Accessed on 14/11/09]. Williams, R. 1995, Dec. Self-directed work teams: A competitive advantage. Quality digest. Available online at: https://www.qualitydigest.com/nov95/html/self-dir.html [Accessed on 14/07/09].

To Whom It May Concern Though The Death Penalty Is...

To Whom It May Concern: Though the death penalty is administered in an attempt to achieve both a deterrence and retributive effect, the outcome does not support either of these goals. Therefore, it is within this letter that I state that the death penalty should no longer be used. In recent years, it has been found, that the death penalty exhibits cruel and unusual punishment, as well as being racially biased. Additionally, there is an ever-growing vote that the death penalty should no longer be continued by U.S. Americana citizens. The death penalty, then, is no longer a viable form of punishment. Reasons for Going Against the Death Penalty Deterrence and Retribution By large, the reason for the death penalty is penalize those who are†¦show more content†¦The object of deterrence with respect to the most important element, the induvial who has committed a crime, is no longer a viable reason for the death penalty. Finkelstein also comments on the morality of deterrence, however. Morals are subjective to each individual and even more so to cultural conditions. Therefore, the object of the death penalty on a moral basis, that is retribution, is no longer justifiable for the entire state; because moral traditions vary and cannot be translated successfully into punishments. â€Å"Deterrence alone, however, does not provide a moral justification for the death penalty†¦ Traditionally, the core of the retributivist’s argument for any specific penalty is the doctrine of lex talionis, which asserts that a person deserves to experience the suffering he has inflicted on his victim†¦ The â€Å"moral equivalence† theory maintains that what the perpetrator really deserves to suffer is a harm that is the moral, rather than the physical, equivalent of the harm he inflicted on his victim† (Finkelstein, 2006, p. 1290-1301). It is then that first, the core of retribution that is â€Å"lex talionis† does not translate into proper criminal punishment. This is because the moral equivalence that the criminal justice system sets out to inflict is one of moral harm rather than physical harm. The object of any sentence is to separate the convicted in a way that allows them to be rehabilitated. The object of retribution that follows archaic traditions ofShow MoreRelated Capital Punishment Essay - Physician Participation in the Death Penalty2644 Words   |  11 PagesPhysician Participation in Administration of Death Penalty is Legitimate The question has been raised whether it is moral for a physician to participate in the administration of the death penalty. This is an issue that many professionals in the field have strong opinions about, regardless of their own personal beliefs about the death penalty in general. 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