Principles for Systems of Managed Care in Accordance with IOM recommendations

The United States Department of Health and Human Services, Substance Abuse and Mental Health Services Administration (SAMHSA), Center for Mental Health Care (CMHC) set the first step in attaining and transforming mental health care in the United States. The federal action agenda is the first step in addressing such issues and challenges confronting the mental health care in the state. The Principles for Systems of Managed Care emphasizes on building a system that is evidence-based, recovery focused, and consumer and family driven.Reforms is insufficient to use in order to improve the current mental health care system, the commission carefully chose the word ‘transformation’ to drastically reach its visions and objectives (SAMHSA, 2008). The principles point out the main objective of the healthcare focusing on individual level, community level, policies, mental health researches and the principle of federalism. The Federal Action Agenda focuses its action base on these fi ve principles of the executive order.Principles are as follows: (1) attaining each individual's maximum level of employment, self-care, interpersonal relationships, and community participation is one of the main focuses in order to extract the desired outcomes of mental health care; (2) focus on community-level models of care that effectively coordinate the multiple health and human service providers and public and private payers involved in mental health treatment and delivery of services; (3) focus on those policies that maximize the utility of existing resources by increasing cost-effectiveness and reducing unnecessary and burdensome regulatory barriers; (4) consider how mental health research findings can be used most effectively to influence the delivery of services; and, (5) follow the principles of Federalism, and ensure that [the Commission's] recommendations promote innovation, flexibility, and accountability at all levels of government and respect the constitutional role o f the States and Indian tribes. 2. Are they in accordance with the IOM recommendations for redesigning the healthcare system that we have been discussing throughout the session? Please explain. These agenda fits the call of the Institute of Medicine (IOM) recommendations for redesigning the healthcare system.IOM as established in 1970 under the charter of the National Academy of Sciences, the Institute of Medicine provides independent, objective, evidence-based advice to policymakers, health professionals, the private sector, and the public. As the IOM serves as an adviser to the state to improve health situation, it sets standards and suggestions in redesigning the health care system in order to improve the present condition of the nation’s healthcare system. IOM recommends focus on the individual level of recovery of the mental health patients; transform services to community level, policies supporting the improvement of the services and most importantly is the health resea rches that will further develop the health care practices.The agenda set by SAMHSA Center for Mental Health Services (CMHS) is in accordance to the IOM recommendations in redesigning the health care system in order to advances. References What is Mental Health?. (July 25, 2006). Retrieved June 1, 2007, from http://mentalhealth. about. com/cs/stressmanagement/a/whatismental. htm United States Department of Health and Human Services, Substance Abuse and Mental Health Services Administration (SAMHSA). TRANSFORMING MENTAL HEALTH CARE IN AMERICA. The Federal Action Agenda: First Steps. (2008). United States Department of Health and Human Services Institute of Medicine. In Institute of Medicine of the National Academies. from http://www. iom. edu/

Pros and Cons of Globalization

Susan McCormick PLSC323 The Pros and Cons of Globalization Starting out, I would first like to define globalization. It is† The worldwide movement toward economic, financial ,trade, and communications integration. Globalization implies the opening of local and nationalistic perspectives to a broader outlook of an interconnected and interdependent world with free transfer of capital, goods, and services across national frontiers. However, it does not include unhindered movement of labor and, as suggested by some economists, may hurt smaller or fragile economies if applied indiscriminately. †(Parikh,Jan. 010) Globalization has become one of the most debated subjects of the 2000's. It has been said that it is one of the best things to happen to the world by its proponents, and its opponents are labelled at is neo-imperialism. According to CNN†Globalization and localization are two sides of the same coin. More than ever, local communities are the secret of economic succ ess. In the coming decades, the number and strength of America's brain hubs will determine whether, as a country we will prosper or decline. Physical factories will keep losing importance, but cities with a large percentage of nterconnected, highly educated workers will become the new factories where ideas and knowledge are forged. Supporting growth in America's innovation hubs while arresting the decline elsewhere is the real challenge that we face as a nation. †(CNN today, October 9,2012) There are numerous pros and cons of globalization of which I will attempt to talk about both in the upcoming pages. I am beginning with the pros: Productivity grows quicker when countries produce goods and services in which they have a comparitive advantage. Some argue that globalization gives a rise to new industries and more jobs in developing countries.It also gives organizations access to cheap resources and labour in developing areas in the world. It leads to greater employment opportu nities for the people and also consumers get quality goods at competitive rates. Transport and distribution systems are also more efficient than ever before, making it much easier faster, and cheaper for businesses to deliver their products to consumers. Electronic transfers also make making and receiving international payments more secure and faster. Companies also have more flexibility to operate across borders therefore they can profit through domestic as well as international nd also they can have access to much cheaper capitial from other countries if the rate of interest is low. Globalization gives you a larger market therefore you can sell more goods and make more money. Global competition and cheap imports keep prices low and steady, so inflation is less likely to interrupt economic growth. The products are improved due to global competition. Cooking styles, languages, customs have all spread due to globalization. The spread of education worlwide is also affected meaning you can go anywhere in the world and get the education you seek. Foreign trade is impacted on an conomy, the WTO controls the way things are handled throughout the world. Comparitive advantage is a factor. Politics are merging and decisions that are being made are actually beneficial for people throughout the world. We have become more social and open and tolerant towards other countries, and we don't treat people from other countries as aliens. There are numerous other pros to globalization, but I will end there. The cons are just as much as the pros. Some of the cons are that smaller domestic firms lack the resources to compete with the big international companies and may be forced out of business.All the traveling of the people and the goods from country to country could spread infectious diseases that are extremely deadly. One of the biggest complaints about globalization is that it makes the rich richer and the non- rich more poor. Opponents say that globalization makes it easier for those rich companies to act with less accountability. Claims have also been made that countries' individual cultures are being taken over by Americanization. Exploitation of labor is another problem. Prisoners and child workers are used to work in inhumane conditions, and their safety is being put in jeopardy in order to produce cheap goods.There is also an increase in human trafficking. The social welfare schemes are under enormous pressure in developed countries because of deficits and other economic ramifications of globalization. Multinational companies and corporations which were held back from commercial activities are increasingly influenced the political decisions. Most people think that there is a threat of corporations to rule the world because they are gaining power due to globalization. As far as jobs go, millions of Americans have lost their jobs because of production or imports shifts abroad. Most find new jobs with less pay.Other millions of people are afraid to l ose their jobs at the companies operating under competitive pressure. They also face pay cuts from employers which most of the time threaten to export jobs. The white collar jobs are increasingly vulnerable to operations that are moving offshore. Some of the poorest countries in the world,such as Africa may get even poorer. They do not have the education or the new technology that we do. It can cause unemployment in industrialized countries because companies move their factories to places where they can get cheaper workers. Globalization also can lead to environmental problems.Say a company wants to build a factory over in a poor country in the Third World. That country because of the new factory may have to cut down more trees to sell wood, and also take up the land which they use for resources such as food and supplies. Being of disadvantage,the under developed countries most of the time have to do what the developed companies tell them what to do. As far as poorer countries go th eir chance at fair trade is hindered, forcing the developed countries to produce export foods wanted by wealthier companies instead of producing food for locals to feed their own population. The bigger companies develop rchards and plantations and once again reduce the land for the production of local food supplies. When it comes to whether or not I am pro or con globalization I would say I am on the fence. I do not agree with the work conditions that the people in the factories are subject to. Inhumane treatment is unfair and jusat plain cruel. I was watching the news a couple of weeks ago and watched people jumping out of the Apple building windows commiting suicide due to the horrible work conditions. There are also what they call â€Å"suicide nets† placed outside of factories due to the window jumpers from poor condtions. The spread of life threatening iseases also concerns me from the back and forth of import and exports. The fact that countries that are bigger and more powerful can overrule the less fortunate and smaller developing countries seems a bit unfair. The taking of Third World companies land to benefit or make profits and deprive them of their resources by also building factories on their land also does not sit well with me. The unemployment rates in industrialized countries is caused by globalization because firms move their factories over to places where they can get the cheapest laborers. With globalization we must also keep in mind that we want to make ure that both sides are profiting from the exchange of goods. I also think that we should as a more technoligical and educated country give back to the third world better education and and resources to more technology so that they can gain more profit from globalization. I am also not happy with the way the economy is playing out. On the plus side, I am pro as well. I love the fact that I can open up my computer,click start and get to just about any product in the world and sometimes even cheaper than I can get from the United States. For instance,I do not have health insurance.I have certain conditions that I have to be on medication for otherwise my health will will fail. In the US at any pharmacy my medication costs me over 400 dollars! I then was turned on to a Canadian pharmacy that I could get three months worth of my medication for a little under three hundred dollars! Without globalization this would never happen. I also love exotic food and fruits that are imported into the US from other countries. I like the fact that we are friendly with other countries and are able to trade without any political problems. I can go to another country and get just as good of an education or even better over there.Export jobs produce more income than other jobs. Globalization gives us a wider market which means you can sell more goods and make more money. The more globalization the cheaper the products become, and the faster they get to us. Bibliography: Business Week, â€Å"The pros and cons of globalization†, April 2000 University of Western Sydney â€Å"The Impact of globalization† Manufacturing. net, â€Å"Saving American Manufacturing†, by Mike Collins,6/28/2010 Letslearnfinance. com,†Ad vantages and Disadvantages of globalization† Taking Sides,†Clashing views on Global Issues†,fourth edition,Hart and Lombardi,2007

The relationship between the Chinese and foreigners Essay

The relationship between the Chinese and foreigners - Essay Example In 1234, the Mongols joined forces with the song dynasty as allies and fought the Jurchen Ji dynasty. The Mongols emerged victorious and conquered the Jurchens. Though the Jurchens had conquered the song dynasty, they helped the Mongols fight the Jurchens (p 460). The song dynasty engaged in some skilful diplomacy to settle any border disputes that arose. The Song dynasty chose famous statesmen to act as ambassadors. During the song dynasty era, the interactions with foreigners had some positive impact to the Chinese. They were able to involve themselves in maritime trade. The Chinese also started to start a very strong and booming ship-building industry. The interactions enabled china to experience the economic revolution. Many foreign powers sent missions to china during the song dynasty era. However, the foreigners began to plan to acquire china. In 1279, the southern Song dynasty was attacked and destroyed. The foreigners captured and settled in the Chinese territory and later led to the establishment of the Yuan dynasty (p 464). The Yuan dynasty existed between 1271 and 1368. The Yuan dynasty maintained strong trade ties with the Mongols who helped capture the Song dynasty. They engaged in foreign trade with the Persians, Syrians and the Arabs. During the rule of Yuan dynasty the first Europeans to reach china, the Chinese were visited by envoys such as the Franciscan mission of Pope Nicholas in the mid-13th century, the Ordonic of Pordenone in 1320 and Marco Polo. There was also a visit by the Muslim advisors of the Mongol court. These were mainly engineers, cartographers and astronomers. All these envoys visited the Leaders in the Yuan dynasties. The dynasty was also visited by a Venetian merchant who visited China between 1275 and 1292. He wrote the Travels of Marco Polo when he returned to Italy from China (p 468). The Yuan dynasty helped to launch the age of exploration in china. Many European Foreigners had a keen interest in discovering china. The

Importance of Studying Abroad Essay Example | Topics and Well Written Essays - 750 words

Importance of Studying Abroad - Essay Example Additionally, most of the students who go for studies in America and other English speaking countries speak English as a second language. Developed countries have a wider variety of learning opportunities. For example, America is branded as the land of opportunities since it has diversified learning opportunities. There are many colleges and universities offering virtually all learning opportunities. Therefore, students are much more likely to get learning opportunities to explore fields of learning that may not be available in their country (Dwyer and Peters web). Notably, English-speaking countries such as America offer a good opportunity for language development especially for students who are learning English as a second language. Most importantly, developed countries have developed cultural, social, intellectual, infrastructural, and technological systems. Therefore, students who go to study in these countries get an opportunity to explore new dimensions of life. This makes stud ying abroad particularly important for students (Ziegler 1-4). ... It is an opportunity to explore new fields of learning that are otherwise, not offered in the home country. In addition, the students are exposed to new and diverse cultures. When students interact with people from the different cultural background, they are able to learn the different ways of life (Kendall 112-115). They get to understand people and the world in different dimensions thereby diversifying their horizons. Additionally, students studying abroad are able to visit new places that they have never visited before. In the process, they are able to meet many people. The increased interaction with many people increases the opportunity to learn new things and therefore, broaden their horizons. Although many students go back to their native countries after studying abroad, it is true that quite a number get job opportunities abroad after their education. Therefore, it can be claimed that studying abroad broadens job horizons for such students. Studying abroad is important since d evelops a student’s abilities. Different students have different abilities and talents. However, their native countries may not offer the best platforms and avenues in which to develop these talents and abilities. Therefore, studying abroad becomes particularly important in offering opportunities in which talented and students with special abilities can explore their talents. For instance, America has many art schools and colleges that are specifically suited to developing special abilities. Hence, students from different countries seek for admission to these art schools in order to develop their talents and abilities.  Ã‚  

Personal statement Example | Topics and Well Written Essays - 250 words - 2

Personal Statement Example I also developed a strong attraction to law, particularly as it pertains to intellectual property, technology and healthcare. My bilingual and bicultural background enables me to more fully consider a problem and to more creatively generate and synthesize solutions. My professional experience in each culture has equipped me to exercise leadership with confident intention and cultural sensitivity. My cultural sense has been enhanced by travel in Europe and the Middle East. In addition to cultural, linguistic and organizational skills, I have gained recognition for persuasive speaking and official leadership in university social, business and law fraternities. A President’s Scholarship recipient and active member of two international clubs, I devote more than 20 hours each semester to charitable causes (Habitat for Humanity, animal refuge, parks). I am comfortable with people from every socio-economic background, and adapt myself appropriately. This has contributed to my strong presence with university faculty and student body. These are some of the critical factors signaling my readiness to study and practice law with a clear mind, mature judgment and social conscience.

Marketings role is to encourage consumption (Lazer, 19691). This Essay

Marketings role is to encourage consumption (Lazer, 19691). This statement is as true now as it was in 1969. Debate - Essay Example Marketing is a progressing field, one that believes in providing success to the stakeholders who are involved within the different reigns of the same. This success is measured in terms of the relative values of business processes and undertakings. Marketing’s long term success is measured by the kind of opportunities that are unveiled over a period of time relative to the problems that the resources have had (Buxton 2002). The statement of marketing being a significant factor within the encouragement of consumption is true even to this day, more so due to the advantages that marketing has on the pertinent role of the business. This paper takes a deep and incisive look at the way marketing has been seen as an enabling agent with regards to consumption and the eventual sale which in essence has been the case since 1969 and even beyond. If the customer does not come back to buy a product, there is no use of marketing it. However this would be a very negative stance on the part of the organization under question. Any organization would dearly require its line of products to make a sale time and time again. This will enable the organization to understand the psyche of the customers in a very amiable way. Similarly this was a precedent which was followed even in the yesteryears, for instance 1969 when marketing was thought of as being an important instigator within the consumption avenues. What makes the whole debate even more significant and interesting lies in the fact that this is the case even in the time and age of today and one can easily predict that marketing will continue to play its due role in a similar capacity in the days to come (Fink 1973). Marketing is a very unpredictable entity but its results can be gauged over a period of time only if the related settings are taken into consideration. These could i nclude the ways and means through which customers, employees and stakeholders merge in a singular capacity to bring

The Art and Craft of Rap Music Essay Example | Topics and Well Written Essays - 3000 words

The Art and Craft of Rap Music - Essay Example Then, the four most infuential rap albums of all time are discussed, chosen primarily based upon their influence in redefining the genre as it existed prior to the album. Some of the largest names in the rap music business are discussed and analyzed with particular respect to their technical and artistic merits, as well as their social impact upon the world. Since its conception in the early seventies, rap music has been more than just a genre of music. It has become a street culture with elements that promote self expression and participation. Whether you call it rap or hip hop, it is the medium for urban-based creativity and expression of culture. This paper discusses the history and influence of rap, offering insight into a genre that is highly publicized on a global level but often ignored. The beginning of hip hop has often been discussed and debated among those in the music scene. On one hand, it seems to be widely accepted that the birth date of rap was 1979, when Sugar Hill Gang released Rappers Delight, but the hip hop scene more likely began to form in the Bronx in 1971. The founder of hip-hop was rapper and first break-beat deejay Kool Herc. Sugar Hill Gang seem to be used as a starting point as they hold the title for the introduction of rap music on vinyl, the youth cult for rap music had established itself many years prior to 1979. Soon after the conception of rap as an idea, Grandmaster Flash invented scratching; spinning a record back and forth creating a scratching sound. These innovations made by Kool Herc, Grand Wizard Theodore, Grandmaster Flash, Afrika Bambaataa and other like- minded DJs of the era were the spearhead of an underground cultural movement that is now recognized as hip-hop. Hip hop quickly became recognized as a form of urban based creativity and expression of culture, the turntables enabled artists to be creative with musical sounds. The turntable is an instrument that gives artists control over mainstream music, by proffering a "simple tool to make their art," (Byi, 1998) constituting a sense of rebellion through scratching and distorting a track. Not only does deejaying give artists a sense of upheaval, but also liberation and freedom, the DJ, Q-Bert explained this phenomenon in an interview, "the art of scratching is like a miracle- how you grab any recorded sound and manipulate it to say whatever you wantI wanted to speak the universal language of music, so I chose the musical instrument of the future: the turntable" (Byi, 1998) In the beginning, hip-hop was mainly seen at parties where a DJ would loop samples from records and allow people to battle over these tracks; from here hip-hop culture grew. Deejays often used a microphone to engage the crowd. Over time, individuals other than the Deejay joined in, delivering a message in a catchy rhyme form. By drawing attention not only to the message itself, but also how the message was conveyed, these individuals became performers in their own right, taking a place alongside Deejays and B-Boys; the emcee was born. People were rapping on the streets, and battles could be seen in warehouses on a Saturday night where budding rappers would get on the stage and rap against each other in a knock out style competition. It was the lack of financial resources that prevented this music from being

Colbert and Civics Essay Example | Topics and Well Written Essays - 1000 words

Colbert and Civics - Essay Example The presence of defined citizens makes it easier to give status to others. In a world of stability, Citizenship can seem a natural element of creation. Change disturbs stability could bring chaos and revolution. Thus, in order to confirm the longed-for stability of world after the years of war, with a manufactured veneer of science, other races were sacrificed. There was pressure to establish order in the disciplines from media, as well as in politics. In catering for the needs of elites, there were casualties. Enlightenment philosophers defined the limits for citizenship and understood its importance in the society. The Encyclopaedists explored the nature of work, and appreciated the importance of skill. As on the past and present issues surrounding Citizenship, we encounter a number of challenges, and key unifying concepts, such as self-determination. Under slavery, individuals are denied control over their own life and work, together with denial of participation in decisions about their own futures. It is not just a matter of making sense of the historical past, but of acting in the context of the present workplace. Print, electronic and television-broadcasting media has worked in constructing clarity on duties and practices, building a bottom up network based national institutional structure to address key issues of Citizenship and work organization. The objectives are to increase individual autonomy and self-determination; and facilitate team working, networking and coalition building; resulting in healthier work, improved work life balance and a more equitable distribution of power and resources. On this basis, self-determination is a unifying theme at individual, group and political levels. The issues are international. Citizenship dates from antiquity, continuing in various forms to the present day. In Ancient Greece, as in the newly independent United States of America, the rhetoric of democracy

OD Skills Simulation 12.1 Coursework Example | Topics and Well Written Essays - 250 words

OD Skills Simulation 12.1 - Coursework Example ter weighing all the leasing options available at our disposal, I thought it wise that the regional office building would be the ideal locality for our offices, as its total cost stands at approximately $53,000 which fits well within the budget of Vernal Corporation. Apart from the moderate room that would serve as the main office of the organization, we would occupy one conference room and use it to habitually host our clientele and at the same time conduct a few company operations. I similarly settled on the regional office building due to its high prestige, which would supplement our corporation as most of our customers and organizational partners would find it appealing (McCarthy, 2008). The locality within which the regional office building is situated has a variety of houses, a factor that would come a long way in making sure that my colleagues do not have a difficult time in settling. In addition, the half hour duration to be spent to and from the offices would make us slightly efficient. The regional office building similarly stood out because it had a coffee shop and restaurants within the office block, as well as a kitchen and a coffee area for those who would be interested in preparing their own meals. In conclusion, I held the opinion that the presence of miscellaneous services such as a gym and hair parlor, would make our stay within the region much comfortable, hence ensuring that we channel most of our energy into discharging our

Miracles provide great hope for a hurting world Essay Example for Free

Miracles provide great hope for a hurting world Essay Miracles can provide great hope for a hurting world because they can be a last resort when all else fails. If someone has been diagnosed with terminal cancer and doctors have given up on them, the hope for a miracle can be the only thing that keeps them from total despair. When nature seems insufferably cruel, believing that God can overcome nature is infinitely reassuring. Miracles also reaffirm the believer’s faith, thus providing hope. Miracles by their very nature are sign that reveal God’s great nature. For example, the Bible records that when Jesus was crucified a great darkness covered the land. This miracle has been historically verified by contemporary middle-Eastern historians Thallus and Africanus. Miracles such as this can be used to convert people to God and give them a sense that he cares for them, thus providing hope. Theologians such as Dr Michael Brown assert that miracles are proof of God’s continued presence in this world through the Holy Spirit, and if we pray earnestly we may be able to experience a miracle. Jesus himself said, â€Å"ask and it shall be given unto you. † Finally, miracles point to an eternal hope beyond this world. They suggest that this world is not all there is; there is another much greater world that we catch glimpses of through miracles. The miracle central to Christianity – Christ’s resurrection – can give a hurting person hope. Christ said that, â€Å"In my father’s house there are many rooms, I will go to prepare a place for you. † Even if they are not healed in this world, the miracle of the crucifixion gives them the hope that they can experience heaven. On the other hand, miracles may not provide hope and happiness because they are so sporadic and seemingly random. Wiles said that miracles were the work of, â€Å"a capricious and arbitrary God. † By this he was referring to the fact that God heals some and not others. Why doesn’t God heal all sick children, instead of a select few? This calls God’s traits into question. If he was omnibenevolent he would want to heal everyone, and if he was omnipotent he would have the power to do so. But he doesn’t, so this calls his very existence into question. Therefore miracles do not provide hope. Dawkins also disagrees with the premise that miracles could provide hope. He claimed that miracles were simply events that fell towards the end of the probability spectrum, and if they do occur they are immense luck. He believes that there is no point in raising people’s hopes for an event that statistically will never occur to them. Many believers, particularly more conservative ones, would believe that miracles and wonders have mostly ceased in our time and what the hurting world really needs for hope is faith. Scholars such as Dr James White believe that modern churches that place far too much emphasis on needing miracles for hope are pushing people away from true, saving faith in Christ. Jesus himself chastised the people for only wanting to see signs and wonders rather than having true faith. Furthermore, miracles are not what is needed to provide hope for a hurting world. Science is. Instead of wasting time praying for individual healings, we should pour out time and energy into discovering cures and vaccines instead. Atheists such as Hawking use smallpox as an example. The human race was able to eradicate this disease through effort, intelligence and science. There was no need for divine intervention to cause hope. Overall, even if miracles are not real, what is wrong with giving desperate people a bit of hope? Nearly all nations have their own accounts of miracles which bring their people hope, it is unlikely they are all wrong.

What Is Performance Management?

What Is Performance Management? This chapter starts with the various definitions of performance management as described by different authors. Literature review is a process that empowers readers with a lot of information and knowledge, it can however be argued that such a process can be challenging as one has to integrate viewpoints of various authors in order to come up with a new viewpoint. (Brynard, et al 1997: 54) stated that a researcher should always try to follow the last mentioned action, as this is the path to the creation of new knowledge. 2.1 Defining Performance Maila (2006) stated that performance implies the action of doing things that is using things, attending to conditions, processing, communicating and achieving results. Performance is the actual work that is done to ensure that an organisation achieves its mission. In summary, performance encompasses inputs, conditions, processes elements, outputs, consequences and feedback. According to Maila (2006), the end product of performance should be measured against four elements that are: quantity, quality, cost or risk factors and time. The idea of measuring the end product is fully supported as it can be argued that a product can be in any form that is good or bad, hence the need to have it measured. 2.2 What is performance management? Different authors have attributed different meanings to performance management as illustrated below: In 1998 Armstrong and Baron define performance management can be defined as strategic and integrated approach to delivering sustained success to organizations by improving the performance of the people who work in them and by developing the capabilities of teams and individual contributors. Moreover Performance management is a system for integrating the management of organisational and employee performance (Williams, 2002 as cited by Maila, 2006:13). Also Performance management is defined as the systematic process by which an agency involves its employees, as individuals and members of a group, in improving organisational effectiveness in the accomplishment of agency mission and goals, this was obtained through (U.S. Office Personnel Management, (Undated) Fletcher (1992) defines performance management as an approach to creating a shared of the purpose and aims of organisation, helping each individual employee to understand and recognise their part in contributing to them, and thereby managing and enhancing the performance of both individuals and the organisation. He suggests that the approach include development of the organisation objectives and mission, enhancing communication within employer and employees so that they will be well aware of the objectives and planning of the business. This approach can also clarifies individual performance, rewarding and improving the performance of the staff and career development It has been pointed by Michael Armstrong (1994) Performance management is means of getting better results from the organisation, teams and individuals by understanding and managing performance within an agreed framework of planned goals, standards and attributes competences requirements. It is a process of for establishing shared understandings about what is to be achieved, and an approach to managing and developing people in a way which increases the probability that it will be achieved in the short and long term. The researcher has found some common words to arrive at this definition: performance management is a continuous process between staff and supervisors agreeing on the activity to be performed, how it should be measured and within what period, with an aim to accomplish a goal at employee and organisational level. Performance management may be defined as a formal and systematic process, by means of which the job-relevant strengths and weaknesses of employees are identified, observed, measured, recorded and developed. Performance management provides the opportunity for the organization to evaluate and take stock of its human resources. It also provides information so that important decisions can be taken and gives feedback for further development of staff (Doris, 1994:160). It gives management the opportunity for communication with staff, to clarify expectations and to take part in the development of each staff member. For the employer, it gives the opportunity to discuss with employees their performance and career goals for the future (Doris, 1994:161). Moreover Armstrong (1994) Performance is a process for establishing shared understanding about what is to be achieved, and an approach to managing and developing people in a way in which increases the probability that it will be achieved in the short and long term. It focuses on improving performance trough better result from organisation, team and individual by understanding and managing performance within agreed framework of planned objectives. According to IRS Management Review in 1996 to Performance management is a way of translating corporate goals into achievable objectives and cascade down throughout the organization to produce optimum results. Being a continuous and evolutionary process, performance improves over time. It relies on consensus and cooperation rather than control or coercion and encourages self management of individual performance. Performance management is an ongoing communication process, undertaken in partnership, between an employee and his or her immediate supervisor that involves establishing clear expectations and understanding about: The essential job functions the employee is expected to do. How the employees job contributes to the goals of the organization. What doing the job well means in concrete terms. How employee and supervisor will work together to sustain, improve, or build on existing employee performance. How job performance will be measured. Identifying barriers to performance and removing them. (Doris, 1994:163). 2.3 Aims of performance management The overall aims of performance management is to establish a high performance culture in which individuals in which individual and teams take responsibility for the continuous improvement of the business process and to make significant contribution to individual and organisational effectiveness and growth. 2.3.1 Employee development Performance management is concerned with sustainable improvement of individuals, increasing their job satisfaction and achieving their finest potential for their personal advantage and that of the organisation as a whole. 2.3.2 Communication and Involvement One of the major aims of performance management is to promote commitment to the organization and its goals by putting together individual and organizational objectives. Performance management creates a climate where there is permanent dialogue between managers and their staff. Managers can clarify expectations, organisations strategies and also the mission, values, norms and objectives of the organisation. Conversely, employees also can speak out their objectives, opinion and expectation and how they should be handled and treated. 2.3.3 Assess Performance Performance management facilitates accuracy and objective measurement and assessment of performance in relation to the established aims and principles, so that employees receive feedback from managers and supervision about their work. 2.3.4 Identify Training Needs A  Training Needs Analysis  (TNA) is used to determine an organizations training needs. The basis of the TNA is the gap analysis. This is an assessment of the gap between the knowledge, skills and attitudes that the people in the organization currently hold and the knowledge, skills and attitudes that they need to meet the organizations objectiveshttp://www.nwlink.com/~donclark/hr/performance.jpg 2.3.5 Provide a basis for reward Performance management offers a basis for rewarding people in relation to their contribution by financial and non-financial means. It consists of performance related pay (PRP) and the Employees can feel the impact of their hard work by quickly appreciating the results. 2.4 Evolution of Performance Management As far back as World War I, WD Scott was qualified with coming up with performance appraisal. Formal Performance Appraisal systems were well recognized by the mid 1950s, with personality-based systems being commonly used. McGregor (1957) illustrated the unease surrounding the use of personality-based ratings and advocated a more participative approach and performance-based approach, including an element of self-appraisal. In the 1960s, the influence of the management by objectives movement meant that performance appraisal developed a greater importance on goal-setting and the assessment of performance-related skills. In the 1970s, appraisal practices became more open to analysis and, as a consequence, a number of legal cases were brought. One effect of this was an increase in research into rating scales and their use. Through the 1980s and 1990s, the concept of performance management came into the system, and this, according to Williams (1998), provided a more holistic approach to generating motivation, getting better performance and controlling human resources.   For example, in the UK school system, performance management is central to efforts to improve standards in education (both locally and nationally). Therefore, when understanding about appraisal it must quickly become clear that our attention is not just on perfect measurement. We are also concerned in issues such as: What persuades the quality of performance appraisal data? How do employees notice the appraisal process? How might the appraisal process be employed to motivate and develop staff? While, traditionally, job related tasks may have been perceived as the key elements in appraisal, appraisal now engage in a broader matter. Briscoe and Hall (1999) propose that employee development is underpinned by a set of meta competencies including qualities such as perfect self-awareness, feedback seeking, and openness to a range of information and perceptions etc. Other factors such as communication and teamwork skills, stress and conflict reduction, handling of emotion and care are now often observed as important concept to be considered and handle through performance appraisal and management processes. New recent improvement, include the reducing hierarchical environment of many organisations, have led to the increased use of multi-source, multi-rater feedback methods, more commonly known as 360-degree feedback. The sorts of changes that have overhauled organisations have distressed the environment of work itself, and the continuing rate of change means that the definition of what a job is, and what good performance is, are less stable concepts. It is also worth recalling that the majority of research on performance appraisal is drawn from a UK / US perspective. However, as Fletcher (2008) points out, national culture is likely to have a major impact on the way appraisals are carried out. Fletcher (2008) argues that in Western (high individualism) cultures where being assertive and determination is appreciated, appraisal is generally focused on the individual and what they do; in Asian cultures (strong collectivism) the sense of hierarchy and acceptance of authority, the focus on Western performance appraisal practices on individual performance, accountability and open confrontation are unlikely to be seen as appropriate (p. 175). Therefore, it is not always possible to believe that the findings from a piece of performance appraisal study will generalise across all national and organisational cultures. 2.5 Methods of appraising performance Performance appraisals are conducted by companies in order to evaluate the strengths and weaknesses of the employees; the frequency and methods of the performance appraisals are determined by the corporation. There are several performance appraisal methods that can be used to provide feedback on employee performance. Performance appraisals are used to provide feedback on an employees performance, provide the basis for a merit increase, create a development plan and provide the foundation for future promotions. Performance appraisal is conducted through different ways in various organizations. These ways are classified in two types: Traditional and development methods. Traditional methods are methods that have been in use in the organization since long. It is normally based upon their traits and is related to the self-appraisal of employees. 2.5.1 Paired Comparison In this style, there are a number of options which will be able to make full use of it. Each option can be compared with the others. Then, the results will be calculated and the one which has the highest score will be opted. 2.5.2 Graphic Rating Scales It is one of the most popular methods of performance appraisal. In this method, each employee is rated according to their performance. . The factors that need to take into consideration are the personal characteristics and characteristics related to the job performance of the employees. Figure 3 shows an example of the graphic rating scales. 2.5.3 Weighted Checklist Method In this method, the appraisal is made where the jobs are evaluated based on the performance and characteristics of the employee. It is a type of rating performance appraisal. The checklist contains a list of allegation on the basis of which the employer describes on the job performance of the employees. 2.5.4 Free Essay method A statement is prepared by the manager which will be focused on the workers strong and weak behaviour. It may also suggest certain remedy in case of problems concerning the employee. The statement may be written and edited by the appraiser alone, or it be composed in along with the appraisee. The essay can be open-ended but in most cases there are guidelines that need to be followed. 2.5.6 Critical incidence method The rater is required to record the good and bad behaviour of the employees related to a certain incidence. The recorded statement will normally consist of a brief of what happened in the incidence. There are two factors that make the use of critical incident successful, first, the manager must be given ample time to observe the subordinate during evaluation. The manager must take time to record the incident as many of the incidents may be forgotten. 2.5.7 Ranking This form of performance appraisal, the manager will compare the employee with other employees having the same kind of job. The performance is ranked from best to worst. This method is least favoured types of evaluations, yet many large employers utilize this, method of appraisal.   Development methods are methods that have been introduced during the last decades. It is also known as result method. 2.5.8 Assessment center Under this method, several evaluators come together to judge employee performance in job related simulations by making use of a variety of criteria that are considered important in the appraissees job. 2.5.9 Behavioural Anchored Rating Scale (BARS) This style is based on rating the employees behaviors in order to determine how effective the workers are. It is normally the combination of critical incidence and graphic rating scales. 2.5.10 360 Degree Feedbacks It is a style which obtains feedback from internal and external people in order to get more accurate perspective of an employees performance. Internal customers are those who work in the organization like managers, supervisors while external customers are those who are outside the organization like clients, suppliers. 360 Degree Feedback is a system which employees obtain confidential, anonymous feedback from their colleagues. The feedback process gives people an opportunity to adjust behaviours and develop skills that will help them to excel at their jobs.   2.5.11 Management by Objectives (MBO) Management by objectives is one of the most comprehensive methods of performance appraisal. It begins with when goals are set and ends with the results. It also consists of monitoring constantly the employees to improve their performance so a regular feedback is given to them.MBO is considered more than an evaluation program and process. With this technique, a manager can control, plan, organize, practice and communicate. 2.6 Performance management cycle A  performance management  cycle (PMC) is a system used by managers and executives in organisation to support employee growth and  job satisfaction. As illustrated below performance management cycle linked together. Perhaps one of the most important concepts of performance management is that it is a continuous process that reflects normal good management practices of setting direction, monitoring and measuring performance and taking action accordingly. The management cycle can be categorised as shown below: The strategic objectives for organisation as a whole as well as each line of business/ corporate function and each functional area are determined each year. The organisation goals are being broken down in line if business/corporate function goals and from there flowing down to individuals. Appropriate communication skills are being used to make employees understand the measurement of their performance and the system that will be used. The determinations of team members contribution are being identified before agreement takes place. Success hint are also specifies as per business plan and establishment objectives. Key result Area (KPAs) and key performance indicators are identified and by taking into consideration relative weights before concluding performance agreements. The planning phase must be agreed by line managers and employees. The performance agreement should contain a job profile job description delegation of authority (if any), individual development plan and statement of individual vision, mission and values. Also it has Key areas result, measurable criteria, and weight. Both employees and relevant managers should keep a copy of performance in which they should agree on the key result areas and measurement criteria, discuss barriers of performance, personal development and career planning and coaching. A formal review and assessment is being conducted and employees are being made aware so that they can be prepared for performance appraisal. Feedback is honest open fair and constructive to the level promising. It should be understandable, brief and based on facts and solid examples. The manager s and employees will bring about a conclusion about the performance. The weakness on performance will be identified and corrective measures will be taken. Them the employees is being rated accordingly and then they are being rewarded are paid. 2.7 performance management process A  performance management process  sets the stage for rewarding excellence by supporting individual employee accomplishments with the organizations mission and objectives and making the employee and the organization recognize the value of a specific job in understanding outcomes. By establishing clear performance opportunity which includes outcomes, performance and behaviours, it helps the employees in reflecting in what exactly is expected out of their jobs and setting of standards help in removing those jobs which are of no use any longer. With regular feedback and coaching, it helps to know the problems at an early phase and taking corrective actions. Different models have been developed to describe the process of performance management and how it operates. According to figure 2.2 it comprises of performance planning, performance monitoring, performance development, performance review and rewarding. 2.7.1 Performance Planning Performance planning is the core business process. It involves agreement between employer and the individual on what the employee need to do for the achievement of the objectives, raise standards, improves performance and develop the required competencies. The aim is to ensure they apply these every day at work. Employee performance planning should be flexible so that they can regulate for changing program objectives and requirements. These plans contribute to the achievement of continuous development that is predicted and everyone is capable of learning and doing better jobs. It also helps in enhancing the potential of individual to acquire higher level careers. 2.7.2 Performance Monitoring Progress towards meeting the objectives agreed at the planning meeting should be monitored throughout the cycle. All arrangements relating to the monitoring programme should have been agreed at the planning meeting and where possible a timetable for action established should be made. Thus employees are able to received ongoing feedback of their progress at work. Feedback should encourage reflection and self review. Monitoring performance include the Checking of new plan that need to be followed  and at a suitable moment, return to the appraisal stage to measure the impact of the changes on the behavioural and performance processes.  Having a continuous monitoring, unacceptable performance can be identified and proper measures can be taken rather than waiting till the summary rating levels. 2.7.3 Performance development Performance  development  is held as a very important aspect in the growth and progress of individuals in their individual careers. It includes several strategic processes that are included and employed with the idea of developing individual capabilities that will benefit the employee, particularly, and the organisation as a whole. While performance development usually targets organizations as a whole, individuals can also adopt this concept as a means to improve their own personal competencies. By carrying performance management it provide opportunity for Recognition and career. Situations for improving good performance also stand out and action can be taken to accomplish the organizations overall purpose. 2.7.4 Performance Review The  performance  review  is  a  key  element  in  the  performance  management  process. It can provide accurate feedback and also the areas of strength and areas in need of improvements and development is needed. In addition, it emphasises what has been done well in order to do it in better way in the future. There is an exchange of views and both parties together come to an understanding about what should to be done to develop performance and defeat shortcomings raised during discussion. 2.7.5 Rewarding Rewarding means providing encouragement and recognition of employees, independently and as members of groups, for their performance and recognizing their contributions to the organisations mission. To motivate staff and create a climate for enhancement, organisations need to make an obligation to a plan for recognising and rewarding performance which can both financial and non-financial rewards and both positive and negative rewards. A planned, strategic path of action is necessary to ensure that employees obtain rewards adequately with their performance, be that at an individual and or a team or group level, in a reasonable manner in the organisations. Rewards can be in the form of cash, praises, time off and other non- monetary items. 2.8 Benefits of Performance Management Performance management provide an opportunity to concentrate on work activities and goals, identify and correct existing problems and motivate employees to perform better. In the same line, there is an enhancement in the performance of the company. There are several benefits when an organization performs a performance management in its organisation and they are listed below. Need for training and better understanding of job responsibilities To begin with, it helps employees understand how their job responsibilities ultimately affect the overall objectives of an organization. Through the performance management, employees use this opportunity to indicate a need for training, express a desire for additional responsibilities, ask questions about the job and in some cases provide feedback that will help them meet the goals. Besides, it can be a positive way to identify developmental opportunities and can be an essential part of a succession planning process. Increase productivity and reward the employees Additionally, with performance management, it is easier to accurately gather data regarding employee improvement and to award acknowledgement and any other rewards to those employees, ensuring everyone who makes meaningful achievements at an organization, gets their due compensation. This reward system implemented at Organization may provide an incentive to strive towards productivity and at the same time, maintaining good working habits. With this reward system, motivation and workplace morale are both improved. Improve Areas of Weakness Through performance management, we are able to search for employees weaknesses and enable them to improve for further career development. For example, if an employee inspires to become a manager, performance reports will reveal about his lack of leadership skills. Thus, we will be able to focus on his weak points where he needs coaching and other relevant skills. Employees also reveal that these appraisals assist them in deciding if they are in an organization where they feel that their values and personality are being respected. Succession and Career planning The Performance Management process provides valuable information that can be used through succession and career planning. Employee ambition can be clarified and where possible integrated into general planning of the employees goals and outputs as well as his development plan. There is also the clarification of the managers goals and direction concerning the employee and his role within the department. Compilation of formal training and development plans per employee is obtained to ensure the development of the employee based on the results of the performance evaluation phase of the process.    Opportunity for Dialogue Performance management provide an opportunity to build their relationships. Employees are given sufficient time to communicate and interact more often with work related issues. This usually allows a better flow of ideas and communication is enhanced. Besides, with adequate communication throughout the year ensure that the employees always know where they stand. 2.9 Drawbacks of performance management system Although performance management can be very beneficial to the employee, no empirical studies can show how performance management systems actually enhanced performance at an organization. In fact, when it comes to performance, these classical approaches are difficult to be adopted, as the method does not produce systematic and verifiable information. Some common drawbacks are discussed below. Time consuming and focus on paper work Performance management are also not often appreciated due to the fact that, they are considered to be time consuming and toilsome. Hence, it can be tiring for both supervisors and employees as they lose interest rapidly and haphazardly fill out the paperwork. Misdirection Performance reports may cause employees to accomplish certain duties for their individual purpose in order to receive a better evaluation rather than to contribute to the general mission of the business. Sequentially to have job security, workers may become overly concerned with improving in areas where they have achieved inadequately, even to the detriment of the areas in which they formally surpassed. Demotivation Performance appraisal ratings can lead to demotivation and low staff morale. Negative feedback like criticism where managers document only on issues that need to be corrected and not on positive things that employee does thus this fails to motivate employee concerned but also causes him/her to perform worse. This can raise mistrust, fear and insecurity in the organisation. One size fits all fantasy Organisations tend to use a standard system across the organisation. Very a single tool which means a single rating form is used for everyone. This does really make sense; as people at different levels in hierarchy cannot be assessed in the same way as the level of responsibility and authority vary. Leniency Error Leniency error is the tendency of a supervisor to rate an employee higher than what his performance deserve. Reasons that a supervisor might do this could include evading conflicts, or thinking that by giving the employee a high rating, he will work harder to live up to the rating. Halo Error The halo effect is when a supervisor forms a positive thought of an employees skill in one part and then gives her high ratings across all rating criteria. When a supervisor rates employees with the qualities that he believed more essential greater in all rating areas than employees who do not have those qualities the supervisor is making the halo effect error. Playing God Some managers are reluctant to conduct an appraisal program as they do not want to judge others. Even if a manager actually feels that a particular employee has not made well and he/she should be rated poor, not many truly rate him/her poor. To them, the clear process of judgement can be dehumanisazing and demoralising and a cause of anxiety and depression to employees. 2.10 Empirical Evidence of the Impact of Performance Management on Organisation Success Recent studies have been identified trend in the effective performance management systems on organisational success. According to the results of the World at Work/Sibson 2010 Study on The State of Performance Management 47 % of respondents specified that a performance management system has helped out the organization in realizing its strategic goals. Performance opposed to competitors is also a key result of performance management. 60% of study participants designated company performance as better than average against competitors, and 40% signified that performance was typical. Employee trust is another essential outcome on excellent performance management system. Nevertheless, only 30 % of the respondents reported their employees belief the performance management system. The study of the World at Work/Sibson in 2010 on The State of Performance Management pointed out that improvement in performance management is necessary in many businesses and that performance management is usually very essential in higher-performing companies. In most cases, this has not altered since the study was accomplished in 2007. While some organizations are successful in using performance management to distinguish high performers from low performers, many still are making great effort to progress performance management from an HR practice to something that is business significant to the organization. Predominantly in a time of economic complexity, when improving business results is essential, motivating performance management by having leadership aid and effective implementation is essential. http://www.worldatwork.org/waw/adimLink?id=44473 Impact of organizational culture on performance management An additional study on the impact of organizational culture on performance management practices in Pakistan in January 2010 where 60 emplo

Critiquing and Repairing Free Trade under NAFTA :: Global Political Politics Essays

Critiquing and Repairing Free Trade under NAFTA On January 1, 1994, the North American Free Trade Agreement (NAFTA), the free trade policy linking the economies of Canada, the United States, and Mexico was officially implemented. Over the past decade, the policy has evoked a firestorm of debate involving neoliberal advocates, mercantilist critics, and radical critics, all of whom analyze and critique NAFTA in an effort to determine the success of free trade. Since NAFTA policies are evaluated by political economists with differing ideologies, the success of NAFTA’s first decade remains in question. After a decade, which economists herald NAFTA as a success and who disregards it as a failure? Which set of economic and political standards should be used to evaluate free trade? And ultimately, what policies should be implemeted in NAFTA’s second decade? Since there is little agreement on the future of NAFTA, it is wise to look to the past if we are to determine where the future may lead. By understanding the conflicting arguments inherent in debate on free trade, then perhaps we can better establish priorities and suggestions for policy reform in NAFTA’s second decade. Essentially, all disagreements in political economics stem from three theoretical perspectives: neoliberalsim, mercantilism, and radicalism. The three theories emphasize divergent characteristics associated with economic vitality: neoliberals emphasize market efficiency, mercantilists defend state sovereignty, and radicals value social justice. History has taught us that these theories regularly contradict each other and ultimately result in policy conflicts evidenced by countless case studies. Free trade and economic growth is a pressing concern for political economists, suggesting that little common ground can be found among the three theories. The first of the three political economy scholars are neoliberals, who reject government intervention in the economy through protectionist policies such as tariffs, subsidies, and quotas; rather, their focus is on overall economic growth as evidenced by increases in gross domestic product. Neoliberal advocates expected NAFTA to produce an increase in exports of goods and services, create additional jobs, expand foreign investment, and spur overall economic growth. These four expectations of free trade policy serve as a means of evaluation for neoliberals. Neoliberal standards of success are easy to understand: if NAFTA has produced more goods, jobs, investment, and overall profits, then NAFTA should be heralded as a success.

Balzac and the Little Chinese Seamstress by Dai Sijie Essay -- Balzac

Balzac and the Little Chinese Seamstress by Dai Sijie Balzac and the Little Chinese Seamstress is a very complex book with many hidden and double meanings. The book is based on the Little Seamstress and how she reacts to many aspects of life. Although she was introduced later in the novel, she is one of the main characters. The purpose of the seamstress in the story is that she is the main reason why Luo and the narrator wake up in the morning. Almost everything they do revolves around her and Dai Sijie makes this very apparent throughout the novel. The story, although set during the Cultural Revolution of China, is not really about the reign of Chairman Mao. It is about the seamstress and how she responds to the many actions of the two boys. The story begins when both Luo and the narrator were taken from their homes in order to be re-educated because everyone that was considered an "intellectual" (anyone that attended high school) must go through the re-education process. It is ironic that they felt they had to re-educate people that already had a high school level education. Neither Luo nor the narrator had completed high school, they explained towards the beginning of the novel that they only had completed three years of lower middle school. The narrator was only seventeen and Luo was eighteen years old at the time they were re-educated. They were to be re-educated in a village called "The Phoenix of the Sky," with the peasants. They lived in a little house on stilts. The "Phoenix of the Sky" symbolizes something other than just the name of their village. A phoenix is a bird that is reborn from its own ashes after bursting into flames, this could symbolize that there is something more in store for them after thei... ...ut. The Little Seamstress had become a completely different person after she was read all of the books in Four Eyes' secret suitcase. Many of the changes came towards the end of the novel but throughout it you notice many small things, such as the way she talks and dresses. At the end of the book, you see the metamorphosis that the seamstress went through. She had completely changed her accent into the city one. She also made herself a brassier, a jacket that was something that would only be worn in the city, bought a pair of white tennis shoes, and had her hair tied with red ribbon in a small bob. "All that time we spent reading to her had certainly paid off," Luo whispered to the narrator after seeing his girlfriend's new look. It paid off just enough for her to completely leave her mountain girl ways and go to the city where someone with her knowledge belongs.

The Typical Progression a Child Makes through a State Welfare System Es

The Typical Progression a Child Makes through a State Welfare System The paper and diagram below describe the typical progression a child makes through a state welfare system. Each figure in the diagram below links to a specific decision point described in the paper, which begins immediately after the diagram. This chart provides a model, which highlights typical decision points on a child's journey through the current foster care system. Although the format is based on federal and common state law and practice, nevertheless it is only a model. Laws vary across states, as does the capacity and practices of child welfare agencies and courts to manage their caseloads. This paper describes the typical progression a child makes through a state's child welfare system. Each state's child welfare agency is responsible for ensuring the safety and well being of children. Child welfare systems have several chief components: Â · Foster care ? full-time substitute care for children removed from their parents or guardians and for whom the state has responsibility. Foster care provides food and housing to meet the physical needs of children who are removed from their homes. Â · Child protective services (CPS) ? generally a division within the child welfare agency that administers a more narrow set of services, such as receiving and responding to child abuse and neglect allegations and providing initial services to stabilize a family. Â · Juvenile and family courts ? courts with specific jurisdiction over child maltreatment and child protection cases including foster care and adoption cases. In jurisdictions without a designated family court, general trial courts hear child welfare cases along with other civil and criminal matters. Â · Other child welfare services ? in combination with the above, these services address the complex family problems associated with child abuse and neglect. They include family preservation, family reunification, adoption, guardianship, and independent living. Â · ?While 542,000 children were in foster care on September 30, 2001, 805,000 spent some time in care over the course of that year.?1 Â · ?Children in care in 2001 had been in foster care for an average of 33 months. More than 17 percent (91,217) of the children had been in care for 5 or more years.?1 Once a child is known to the child welfare agency, ... ...ip Care Families - Frequently Asked Questions (Spring 2000) and Federal Register, Vol.65, No. 16, (January 25, 2000), pp. 4032-4033. 11U.S. Department of Health and Human Services, Administration for Children & Families, National Clearinghouse on Child Abuse and Neglect Information, Foster Care National Statistics April 2001. 12U.S. Department of Health and Human Services, Administration on Children, Youth and Families, Child Maltreatment 1999: Annual Report (Washington, DC: U.S. Government Printing Office, 2001). Some states may include settings with fewer than seven children as group homes. 13U.S. Department of Health and Human Services, Administration for Children and Families, Administration for Children, Youth and Families, Program Instruction, ACYF-PI-89-09 (October 1989). 14Foster Care National Statistics April 2001 (2000b). 15Steve Christian, A Place to Call Home Adoption and Guardianship for Children in Foster Care, p.28 (National Conference of State Legislatures, 2000) 16State of Tennessee, Comptroller of the Treasury, Foster Care Independent Living Programs (1998). 171994 Green Book (Washington, DC: U.S. Government Printing Office, 1994).

Performance Dynamics of Bata Shoe Bangladesh

1. Historical Background The business that became the Bata Shoe Organization was established on August 24, 1894 in Zlin, Czechoslovakia by Tomas Bata, and included his brother Antonin and sister Anna. Although this business was new, the Bata name had been part of a tradition of shoemaking for eight generations, spanning three hundred years. It was one of the first modern-day shoe ‘manufacturers', a team of stitchers and shoemakers creating footwear not just for the local town, but also for distant retail merchants.This departure from the centuries-old tradition of the one-man cobbler's workshop was a brand new concept, creating an entirely new industry. Tomas consistently maintained a human focus, creating opportunities for development and advancement, and added compensation for employees based on achievement. As the enterprise prospered, so did the communities where it operated. Bata companies later provided rail services, construction, insurance, publishing and a tannery in Z lin. The Bata System† devised by the Zlin team, and later applied in other Bata Shoe Organization companies, organized operations into autonomous workshops and departments (â€Å"profit centre†), allowing employees to contribute ideas and stimulate production, and contributed significant breakthroughs in footwear technology. By 1938 Bata Shoe Organization had established a unique and widespread presence, designing, producing and marketing footwear in more than 30 countries.The Bata Shoe Organization regarded itself as a ‘Multi-Domestic' rather than multinational enterprise, making it a priority to contribute to the economy in any new markets it entered. During the 50s, 60s and 70s the Organization redoubled its focus on retailing excellence, international footwear branding, advanced manufacturing techniques and extensive employee training, another Bata tradition that dated back to the Organization's earliest years. At present, Bata is one of the world’s wid est reaching companies, with operations in 68 different countries.They strive to listen to the customers in their local markets and clearly identify their footwear needs, and then to provide products that exceed their customers’ expectations in terms of quality, style and value. Bata operating companies are grouped into four business units based on similarities in markets and business issues. Each group benefits from synergies specific to their requirements, such as product development, sourcing and marketing support. 1. 1 Bata Today Bata is one of the world’s widest reaching companies, with operations in 68 different countries.Bata companies strive to listen to the customers in their local markets and clearly identify their footwear needs, and then to provide products that exceed their customers’ expectations in terms of quality, style and value. Bata operating companies are grouped into four business units based on similarities in markets and business issues. Each group benefits from synergies specific to their requirements, such as product development, sourcing and marketing support. Each business unit is entrepreneurial in nature, and can quickly adapt to changes in the marketplace and seize potential growth opportunities. Bata International serves customers in much of Asia, the Pacific and Africa through its 3,000 stores and many dealers. It is supervised from Singapore. Bata International operates shoe innovation centers in several countries as well as 30 factories to serve individual markets. * Bata Europe is based in Paris and operates 500 stores offering fashionable footwear. The world-class shoe innovation center just outside of Venice supplies many of the exclusive lines found in Bata stores throughout Europe. * Bata Latin America is based in Mexico City.Bata is the leading retailer of shoes in Latin America and the leading marketer of children's branded footwear. * Bata Canada is based in Toronto from where 250 stores serve the Canadian market. Its chain of Athletes World’s and Nike Shops is the leading fashion source in Canada for young urban customers. Bata Shoe organization (B. S. O. ) is the largest manufacturer and marketer of footwear in the world. Its global business comprises of shoe factories, tanneries, engineering plants, quality control laboratories, product development and research centers.Bata distributes its products through approximately 6,300 retail outlets, 10,000 franchises and thousands of wholesale depots and dealers. More than 50,000 people are employed in producing and selling over 300 million pairs of shoes each year, primarily for the domestic markets in which B. S. O companies operate. Approximately 400,000 additional people and their families are engaged in the support services required by B. S. O. operations. Bata International Centre is located in Toronto, Canada. Mr.Tomas Bata, the founder of Bata Shoe Organization, initiated this worldwide operation in Zlin, Czechoslo vakia, now known as the Czech Republic. The year 1994 marked the 100th founding anniversary of BATA. Over the years B. S. O. ’s operation expanded across the entire globe and established itself as the world’s largest organization in footwear manufacturing and marketing Today Bata operates in 68 countries. 1. 2 Bata Bangladesh At the Pakistan period Bata was first came to this country. After independence Bata continue their commitment to provide good quality shoes at an affordable price.Many of the elderly people still remember the â€Å"Naughty Boy† shoe of Bata that was known for its durability among the kids of that time. But since then Bata Bangladesh has changed a lot. Now they are not only providing durable shoes but have brought new designs too according to the taste of the people. Bata expands its operation all through the country. It has now huge number of stores, agencies, dealers and wholesalers around the country. And undoubtedly it has the biggest sh oe manufacturing and marketing organization here in Bangladesh.There are hardly any places in the country where one will not found Bata store, which signals its expansion, success and popularity here. Bata Bangladesh is a public limited company, which has 51- 49% share with the government of Bangladesh. Though it has established in Czechoslovakia but at present Bata is a Canadian company because of the migration and mergers of the family and now J. Bata who happens to be the grandson of founder G. Bata has his operation and headquarter in Canada and operates as a Canadian company. In Bangladesh it is operating as a Canada-Bangladesh company. . 3 Mission Introduction of a strong shoe line targeted to various market segments to maintain leadership through increased market share. 1. 4 Vision To provide good quality shoes at an affordable price. By keeping in mind the comfort that needs to be there and providing new designs with it. 1. 5 Objectives * Achievement of 100% estimated busine ss in each category * Maintain a shoe line with 700 lines of which 200, 300, 150 & 50 lines for Men, Women Children & Plastic respectively * Introduction of a shoe ine as per life style as well as fashion trend * Achieve an average 55% margin in each category * Innovate ideas or system for better management of merchandise distribution by maintaining 4 times stock turn. 2. Product Profile Bata shoe Bangladesh Ltd. has more than 900 lines of shoes in different categories. They distribute all of these lines of shoes in different parts of Bangladesh through wholesalers, dealers and through their own stores. In the following chart some of the shoes, its average price, size and other dominating features are mentioned.Best Price Range (TK)| BATA| Dominating Color| Men's| 995-1695| Black| Women's| 250-550| Black, Chocolate| School| 200-330| Black, White| Children| 130-195| Multicolor| Sport| 695-995| White, Gray| Non Shoes| 50-100| Black, Chocolate| 3. Competitive Status * Be obsessed with customer satisfaction * Build reputation for providing quality product * Be dedicated to continuous growth in the market * Widespread availability of Bata shoes in the market The prices of Bata shoes are very competitive and in many cases lower than its competitors * Very good distribution channel with dedicated employees all through Bangladesh and established because of Bata’s experience in the Bangladesh for very long * Taking opportunity of the lower buying power of the people of the country by providing good quality shoe at a competitive price * To ensure that the end users receive medicines those are safe, effective and quality consistent with leadership position in the health care industry throughout the country * It has more than 900 lines of shoes in different categories * To apply the rinciples of customer-focused quality, service and excellence to all processes and system, from product design, development through production, distribution and marketing * To maintain the standard of quality in order to protect the patients, prevent errors and optimize value provided to the consumer and company. * To comply with group product standards and regulatory requirements * The company has more than 1000 shoe designs and caters to all the segments.Over 60% of sales come from the men's range, while children's and women’s range account for about 20% each * BB operates through a chain of exclusive own and franchise stores. BB's stores are located in prime locations countrywide. 70% of Bata's sales are from its own retail outlets. Besides there is a network of about 500 exclusive wholesalers who service about 300 retail stores all over the country. Bata has showrooms, wholesale depots and distribution centers across the country. 4. Trends of performance Products tend to go through different stages, each stage being affected by different competitive conditions.These stages require different marketing strategies at different times if sales and profits ar e to be efficiently realized. The length of a product life cycle is in no way a fixed period of time. It can last from weeks to years, depending on the type of product. In case of shoe industry in Bangladesh it is presently going through the growth stages which are characterized by many new consumers entry in the market, by fall in price as experience and economies of scale have been attained, by developed distribution channel and by increasing intensity of competition.Bata Bangladesh is the largest player in the footwear industry with around 9-10% volume share and a 60% market-share in the organized segment. BB (Bata Bangladesh) has a market share of 70% in canvas shoes segment while it has a share of 60% in leather shoes. BB manufactures about 10% of the total Hawaii’s sold in the country. BB competes in manufacturing low priced Hawaii’s with the unorganized sector with its price ranging from Taka35-Taka110 with unorganized sector's pricing in the range of Taka25-Tak a50. 4. 1 Production Bata Bangladesh operates 2 manufacturing plants in Tongi and Dhamrai.The company is producing around 110,000 pairs of shoes daily. It has a modern tannery with the latest technological facilities to process 5 million square feet of leather yearly. Bata Bangladesh concentrates mainly on the domestic market through a countywide distribution network comprising retail stores, Dealer Support Program (DSPs) and independent dealers. 4. 2 Sales Turnover 4. 3 Profit & Profitability The average gross profit margin for the last five years has been 37% while average operating margin has been 12%. Average net margin stands at 8%.In 2008, 2009 & 2010 Bata’s net Income was (MM BDT) 449, 459, 509; Gross Margin 34% 35% 35%; Operating Margin 14% ,12% ,12%; Net Margin 10%, 9%, 9% and Operating Cash (MM BDT) 428,873 472,320 511,799 587,130 643,166 713,937 781,319. Average return on equity for the last five years has been more than 40% while average return on assets has been around 14%. Bata is also among the largest dividend payers with an average dividend payout ratio of 80% for the last three years. Moreover, the company has large land holdings which have not been revalued in a long time.The company has zero leverage and huge stockpiles of cash which give them enough flexibility to expand and/or maintain a high payout ratio. 5. Growth Rate (Trend Analysis of Productivity) Consistent margin and growth Bata has been a consistent performer in recent years and this is reflected in their profit margins for the last five years. Bata also enjoyed consistent growth in sales and earnings. Sales growth has been averaging around 16% in the last four years while earnings growth has been averaging over 25% during that period. EBITDA growth has been around 20% on average.No credit sales policy helped accumulate large cash. Bata maintains a no credit sales policy. This has helped reduce cash cycle for the company. 6. SWOT Analysis * Strengths: * Image of the compan y * Quality Product * Differentiated line of products * Competitive Pricing * Strong distribution channel * Modern manufacturing facilities * Brand loyalty at mass level * Weaknesses * Insufficient promotional activities * Bata at present conducts all the store management activity manually. This results lots of lengthy paper works, errors & waste of time. Inability to catch the present trend in time * Less competitive price due to high cost structure. * VAT & tax barrier * Opportunities * Despite political turbulence a segment of our middle-class is coming up with reasonable buying power. Many of them are women who are decision maker so the city store concept of Bata can attract them as whole of the family footwear can be available there. * Consumer like differentiated products. They like to shop in a store where they serve the whole family. * More competition results in more campaign for products. * Business Expansion in Shoe care products Utilize outsourcing especially the synergy sources to achieve competitive pricing * Franchisee opportunity with global brands like Nike, Reebok, Hush Puppy * Market expansion opportunity in high fashion & value for money footwear market for all categories of shoes through Retail & WCSM channels * Threat * Political instability affects the supply of raw materials and distribution of finished products. * Uncontrolled counterfeit of Bata products * New companies like Apex, Homeland, Pagasus of Bangladesh and the foreign companies like Nike, Reebok, Addidas are already in the market with good quality product.Have to keep up with them respect of quality. * Smuggelling of shoes and many stores in the city like the one’s in elephant road are the major market leaders. As they don’t have to pay for large amount of money for establishment, production, quality and advertising so they can sell at a much lower price than established brands like Bata. * Rapid market expansion program by organized competitors like APEX. 7. P ossible Measure to Improve Performance To improve the sales and profits, BB is planning to increase penetration by setting up more retail outlets and taking space in shopping malls across the country.Existing retail stores would be upgraded even as wholesale depots would be set up in smaller towns and semi-urban areas. BB's main efforts will be to streamline the wholesale business. BB's thrust is on becoming marketing driven firm from a manufacturing oriented company. Steps are also being taken to reduce costs, improve distribution logistics and focus on launch of new products in order to improve the performance of the company. * Give sales discount and free samples to influence more sales in the growing shoe market. * Reduce the price level. More advertisements should be aired. * Should build awareness among the potential users of this type of footwear product. * Bring more design, color, and design combination to be competitive. * To merge with the local companies and to expand mo re segmentation. 8. Conclusion From the analysis of Bata Shoe Company Bangladesh Ltd and the shoe industry we have identified that the shoe industry is growing and identified their main weakness is insufficient lack of development with the rapid changing market needs, insufficient promotional activities, and downward trend of quality.On the other hand, distribution system and vertical integration are the strengths of Bata From strategic marketing viewpoint; we see that Bata is taking corrective steps in almost all the way. In very few sides Bata has lacking. Based upon these facts recommended strategies would assist in more growth of Bata shoe company Bangladesh Ltd. in among the upcoming fierce competition in the shoe industry.

Paraphrasing and Summarizing Essay

Paraphrasing is restating someone else’s ideas in your own words while providing proper in-text citations and references to acknowledge the original source, and let the readers know that the idea is not yours. It plays an important role in academic documents, legal documents, articles journals, etc. It requires crucial thinking, understanding and writing skills to rephrase a document in your own words.| paraphrasing reflects the understanding of a person rather than the writer who has presented the original work. Moreoever, a good quality paraphrased version of a work can be more concise and yet thorough than the original piece of writing. A summary is a concise version of a long detailed text while keeping the context clear. A summary can also be called an abstract, synopsis, executive summary or recap of the original. It highlights the main points of the original text, but it is smaller than the main article. Without summaries, a reader would have to read the entire text that definitely needs a lot of time. Instructions Summarizing 1. Read the original text straight through, quickly but thoroughly. 2. Reread the original material, highlight ideas that stand out to you as being important, and underline key terms. 3. Break the text into sections, with each conveying one of the author’s main points. The goal of a summary is to express the central ideas of the original work, leaving out secondary material. 4. Write your summary in sentence form, using the main points and key terms as the muscle of your summary. Try to keep the ideas in your summary organized in the same sequence as in the original text. 5. Compare the original text to your summary to ensure you have covered the main ideas and haven’t left out any key terms. Paraphrasing 1. Read the original text straight through, quickly but thoroughly. 2. Reread the original material, taking note of the concept the author is trying to convey. 3. Express the text in your own words without changing the author’s meaning. The goal of a paraphrase is to rewrite the original text without leaving out anything of substance. 4. Compare the original text to your paraphrase to ensure you have captured the essence of the author’s ideas and have not quoted the text directly. The paraphrase must be written with language and sentence structure entirely your own.

Cooper Industries Case

Managerial Policy| Cooper Industries Case | By: Aena Rizvi, Anum Rinch & Rafia Farooqui| | Introduction: In 1833, an iron foundry was founded by Charles and Elias Cooper in Mount Vernon, Ohio. Overtime, Cooper became the market leader in pipeline compression equipment. Cooper Industries was around 150 years old and was mostly involved in the manufacturing of engines and compressors to facilitate the flow of natural gas through pipelines. They began expanding it around 1960s and for that, more than 60 manufacturing companies were acquired in the following 30 years.This came to be known as the process of Cooperization and some re-known companies became a part of the Cooper banner to form a highly successful and profitable business. Timeline of Important events for Cooper: Year| Event| 1833| Charles and Elias Cooper founded an iron foundry in Mount Vernon, Ohio| 1900| Switching to the production of natural gas compressors| 1920| Cooper became the leader in pipeline compression equipment | 1957| Gene Miller was elected as the president| 958| Cooper suffered a cyclical downturn and a corporate raider acquired enough shares to elect two board members| 1961| Miller recruited Robert Cizik as chief assistant for corporate development from Standard Oil| 1965| The company formally adopted the name ‘Cooper Industries’| 1967| Headquarters were moved to Houston| | Diversification began and Cooper acquired Lufkin Rule Company| | Bill Rector was appointed as Corporate Vice President and given capital to develop the Tool Group| 1968| Cooper acquired Crescent Niagara| 969| Cizik became Chief Operating Officer| 1970| Cooper acquired Weller Manufacturing Corporation| | Tool Group set up its headquarters in Apex, North Carolina| | C. Baker Cunningham joined the corporate planning department at Cooper| | Cooper purchased Dallas Air Motive| 1970-1988| Cooper Divested 33 businesses| 1971| Cunningham joined the Tool Group as director finance and introduced a new computer sy stem to manage inventories, sales, shipping and billing for all tool products | 1972| Cooper acquired Nicholson Company| 974| Cooper’s acquisitions had relocated their manufacturing operations to new plants mostly in the South | 1975| Robert Cizik became CEO and formed Corporate Level Manufacturing Services Group| 1976| Cooper purchased Superior, maker of engines and natural gas compressors| 1979| Cooper purchased Gardner-Denver| 1981| Crouse-Hinds was acquired| | Cooper acquired Kirsch| | Cooper sold off its Airmotive Division| | Compression, Drilling and Energy Equipment generated 50% revenues and 60% operating profits| 1984| Purchasing council was established| 1985| Cooper acquired McGraw Edison | 987| Cooper expanded its industrial compressor business by purchasing Joy’s air and turbo compressor business for $140 million| 1988| Cooper was a broadly diversified manufacturer of electrical and general industrial products, and energy-related machinery and equipment| | Electrical and Electronic (E&E) became Cooper’s largest segment, generated 50% corporate sales and 57% operating profits | | Acquisitions in the Tool Group were consolidated and new manufacturing facilities were constructed| | Compression Drilling and Energy Equipment accounted for 21% sales and less than 10% of operating profit|Vision, Mission and Corporate Strategy: Cooper’s success lied in making high quality products that become important input for other products such as turbine compressors. They wanted to be a company with a steady stream of income which is why they always went after ventures that were profitable. They made sure they had no cash flow of liquidity issues just to ensure this. Moreover, they were more interested in being an owning company rather than just a holding company.To make sure of this they made their acquired companies adapt to their benefit plans etc so that the whole organization on a whole is consistent in policy making. They even made su re that they were deeply involved in all the acquisitions they made so that they do not end up making mistakes by acquiring a wrong company. Cooper’s President, Gene Miller’s ideology was to not restrict operations to the production of engines only. This was reflected in the business decisions when Cooper began to diversify and widen its product ranges.Cooper’s acquisition strategies were well planned and they were not left to the professional managers on the grounds that they could do justice to any product categories or manufacturing processes. Great importance was given on understanding the culture and customs of the areas in which Cooper operated and diversification only took place when the prospects looked profitable. There was a limit to diversification and special attention was paid to the timing of acquisitions. Most of the companies that Cooper aimed at acquiring were market leaders who maintained records of high quality manufacturing.Cooper’s jo urney was not about acquisitions and additions only. After a business had served its useful purpose, it was divested because clinging to the past would only reduce chances of future success. Between 1970 and 1988, Cooper divested 33 businesses. Cooper also ventured into the aircraft service business by purchasing Dallas Airmotive which was mainly involved in the repair and lease of jet engines as well as the distribution of aircraft parts and supplies. After this, Cooper turned to its Energy Division and concentrated all its efforts there.Energy Divisions’ rising profits made up for the falling sales of hand tools. Cooper’s biggest merger was the purchase of Gardner-Denver, which was equal in size to Cooper and manufactured machinery for petroleum exploration, mining and general construction. One advantage of this merger was that Cooper’s needs of exploration; production, transmission, distribution and storage for oil and natural gas were met. However there were some problems with Gardner-Denver too as it was a company that lacked planning and control and its sales force was not motivated enough to steer the company in the ight direction. Unlike Cooper, the management style at Gardner-Denver was too centralized. Cooper had to change all these things subsequently in order to align Gardner-Denver with the values and business practices of Cooper industries. By late 1970’s Cooper came up with the ‘acquisition by necessity’ idea when it was acquiring Colorado Fuel & Iron (CF&I) which mainly took place because CF&I has stopped producing 1095 Steel and it was really expensive for Cooper to buy it from another German company.Crouse-Hinds was another crucial acquisition in the history of Cooper and in the words of Mr. Cizik, this was a ‘true diversification’ as compared to that of Gardner-Denver which was more of a complimentary nature. However the Crouse-Hinds acquisition was criticized on the grounds that it reduc ed Cooper’s exposure to the booming oil and gas industry. Cooper built a reputation in the electrical industry such that it came under the ambit of one of the best-managed companies. Some of Cooper’s acquisitions looked decisive such as the purchase of Kirsch (world’s largest manufacturer of drapery hardware).But actually they were not based on impulse and such opportunities are normally short-lived. Had Cooper not taken advantage of such opportunities then some other company would have. Cooper had a very flexible management style unlike other companies and it consolidated most of its acquisitions in order to maintain uniformity. Manufacturing Services Group made Cooper a quality conscious company that had state of the art Management Information Systems. It used benchmarking and cross-referencing to improve the production methods.Manufacturing Services Group also initiated training of engineering school graduates and this equipped the employees at Cooper with th e necessary skills. Cooper followed the Hay system for salaries and people with the same ranks throughout the organization had similar salaries. These salaries were at par with the industry average. EVP’s at Cooper had a management-by-exception philosophy and they only interfered in the management of a division if its performance suffered or when the division violated the boundaries set by the strategic planning process.Cooper believed that ‘cash-flow is king’ because a strong cash flow position enables Cooper to pursue acquisitions. SWOT Analysis Strengths| Weaknesses| * Highly diversified hence lower risk * Acquisition of market leaders was done based on research and not on impulse. * It had a flexible management style * Understood the cultures and customs of the areas in which it operated * Divested businesses that served their useful purpose * Focus on profitability led to the success of the firm * Due to numerous acquisitions, $1. 8 billion of Cooper’ s $1. 77 billion stockholder’s equity was goodwill| * ‘Lean and mean’ cost structure due to which many RTE senior managers left within a year after acquisition * Cooper exercised centralized control over corporate policy * Cooper retained too much control with itself which is evident in its control on working capital * Too much focus on profitability| Opportunities| Threats| * Manufacturing Services Group will make Cooper a leader in manufacturing functions. Due to Management Development and Planning, Cooper has a very rich organizational culture and hence more successful market leaders would be willing to merge with Cooper in the future. | * Downturns in industries such as electrical industry can make Cooper resort to cost cutting and layoffs rigidly. * After a merger or acquisition Cooper requires the new company to adopt its benefits package for medical insurance and pensions which leads to dissatisfaction and may make Cooper known as a conservative company|Co nclusion: Cooper remained a market leader in pipeline compressors and engines. It has always focused on being identified as a quality company and pursued only those companies for acquisitions and mergers that were market leaders, had strong core competencies and were successful in their respective industries. It had an eye for rewarding opportunities and took full advantage of them when came across one of these.