King of Hearts

The movie â€Å"King of Hearts† coordinated by Philippe De Broca, is a particular and clever remark on the pointlessness of war and a reflection on who is progressively crazy, the prisoners of a crazy shelter or the normal individuals of the outside existence where men execute men for apparently no reason.This film is an enemy of war moral story, set towards the finish of World War I that portrays the franticness of war. It plainly represents the worthlessness of war using humor. Charles Plumpick is a Scottish warrior who is sent to a French town to diffuse any dynamic bombs that may have been planted by the withdrawing Germans. He finds the town populated by eccentric residents who are really the detainees of a psychological asylum.They crown him the â€Å"King of Hearts† and present him with a lady of the hour and promptly acknowledge him into their middle. War is seething beyond the town where demise and strife proliferate. The pointlessness of the war outside is mad e progressively impactful by the dreamland inside the town dividers. On the off chance that crazy individuals from a psychological refuge can live amicably, at that point the world everywhere certainly has no utilization for war.The watcher is left pondering concerning who is increasingly crazy, the detainees of the shelter or the warring individuals of the world. In this account of the frenzy of war, the detainees of the refuge appear to be progressively discerning. The film utilizes a great deal of imagery to portray this bizarre world we live in. Indeed, even the courageous woman of the film with whom the legend begins to look all starry eyed at is a tight-rope walker, representing the tight-rope that individuals ride in attempting to bode well out of this apparently rational world. Eccentric amusingness is obviously used to commute home the point.The individuals are genially distraught yet not insane. Despite the fact that they joyfully experience their isolated lives, they are not ignorant of the inauspicious truth of the outside world. At a certain point Plumpick tries to ride outside riding a horse to search for help however the individuals get back to him. Towards the finish of the film the individuals, tired of the game they were playing in attempting to populate the town, dispose of the ensembles they had wore and stroll once more into the shelter. This is a genuine calm scene where the shelter detainees dismiss the frenzy of the normal world. A reprimanded Plumpick likewise goes along with them, emblematically stripping himself of all stuff and garments that predicament him to the normal world.The world outside is a world without reason where men slaughtered men. The silly killing of wartime is shown when the two warring sides kill off one another in the avenues of the town. The contradicting powers emblematically clear out themselves. The dreamland inside the dividers of the town with its youngster like honesty and marvel further drives home the ir rationality of the outside existence where threatening warring powers are releasing dread. The numerous philosophical minutes in the film power the watcher to think profoundly about the chance of an existence where congruity and harmony reigns.This story of the frenzy of war would remain constant in all occasions and social orders where it might be based. The blamelessness and frightening shrewdness of the crazy additionally cause a watcher to consider the squeezing requirement for a saner and progressively serene world. The film is at last a significant film where delicate amusingness is successfully used to commute home the worthlessness of war.References :The Internet Movie Database. return for capital invested De Coeur, Le (1966). Recovered on Aug 14, 2008, from http://www.imdb.com/title/tt0060908/

Financial Ratio Analysis of British Airways Free Essays

Presentation English Airways is the biggest global aircraft on the planet. It is based at the busiest universal air terminal of the world named Heathrow Airport with holding 42% of land spaces. It has a worldwide flight arrange through accomplices, for example, American Airways in US and Qantas in Australia. We will compose a custom article test on Money related Ratio Analysis of British Airways or on the other hand any comparable subject just for you Request Now It serves around 150 goals in exactly 75 nations. English Airways is, through its auxiliary British Airways World Cargo the words twelfth biggest payload carrier. English Airways world load has worldwide dismay openings through the British Airways flight courses. Because of downturn, British Airways confronted misfortune in the year 2008-09. So the organization took the choice to get converged with Lberia. Thus it announced half yearly benefit of 158m, first in most recent two years. In 2010 it uncovered the one-two punch of volcanic debris cloud from Iceland and lodge team strikes. English aviation routes revealed a pre-charge loss of 164m, bigger than 148m misfortune it made in a similar period a year ago. Be that as it may, they performed truly better toward the finish of the present year and picked up benefits. ND English Airways’ soonest antecedent was an Aircraft Travel Pvt. Ltd. It was found in 1916. On August 25, 1919 the organization initiated the world’s first planned worldwide aviation routes administration. In November 1936 British Overseas Airways Corporation was found. The drawn out help was begun by British European Airways in 1946. After the mix of British Overseas Airways Corporation and British European Airways, British Airways was found in March 1974. Organization was authoritatively consolidated in the year 1984. Company’s operational headquarter is arranged at Heathrow airbase. Organization serves to in excess of 150 top goals of the world and conveys around 32 million travelers on normal yearly. English Airways confronted many high points and low points during its excursion. Organization confronted misfortunes because of the strike of its team individuals. The strike proceeded for 22 days and drove organization to the assessed loss of ?150m. In the wake o f procuring great benefits in the earlier years, it confronted colossal breakdown during mid of 2008 and it proceeded for around two years. In 2010 organization declared to converge with Lberia. Lastly on April 8, 2010 the mix was built up. After this blend, presently toward the finish of this current year it is evaluated that organization will have benefits. Mix of British Airways and Lberia will lead organization to incredible benefits. Execution is improving step by step. Execution of most recent a half year is much better than past timeframe. Monetary Analysis Current Ratio: ?m Years2009-20102008-20092007-2008 Current Assets267423463148 Current Liabilities374041423244 Proportion0.710.570.97 Translation: This Ratio is to ascertain what resources we can go in to money. In current liabilities we check long haul borrowings, Bills payable and so on. The proportion in year 2008 was 0.97which descended in year 2009 to 0.57 and in 2010 it was felt down to 0.71. This shows the current assts are recouped in 2010 after tumbled down in 2009. Fast Ratio: ?m Years2009-20102008-20092007-2008 Fluid Assets257622193036 Current Liabilities374041423244 Proportion0.690.540.94 Translation: This proportion is to figure the fluid resources of the organization. In year 2008 proportion was 0.94 which decreased to 0.54 in year 2009 however indeed in year 2010 it returned to 0.69. The purpose for that present liabilities impacts proportion in a roundabout way. Stock Turnover: ?m Years2009-20102008-20092007-2008 Sale799489928758 Stock98127112 Proportion82days71days79days Understanding: The normal number of Days Company hold the stock called stock days. In year 2008 the stock turnover was 79 days it slight descended in year 2009 to 71 days however in year 2010 it again went as long as 82 days. Organization ought to flow their stock and produce money in little days for better development. Account holders Collection Period: ?m Years2009-20102008-20092007-2008 Debtors*365182135193450213890 Sales799489928758 Proportion23days22days25days Translation: Deal or interest in fixed resources is acceptable yet organization should check their account holders. This proportion assists with ascertaining that normal in what time organization get cash from borrowers. English Airways debtor’s assortment period in 2008 was 25days which descended in year 2009 to 22days and in2010 to 23days separately. It is acceptable sign for organization can gather cash in brief period. Leasers Collection Period: ?m Years2009-20102008-20092007-2008 Creditors*365227395243090236520 Cost of Sales799489928758 Proportion29days28days28days Understanding: This proportion is practically same like debtor’s assortment period proportion the main distinction is that this proportion is to compute in what time organization pay to their loan bosses. In 2008ratio was 28days which stayed same in year 2009 it slight up in year 2010 to 29days. It shows that company’s notoriety is excellent for installment. % of Wages: ?m Years2009-20102008-20092007-2008 Wages*100134600146600143300 Sales799489928758 Proportion0.17%0.17%0.17% Understanding: This proportion assists with figuring averagely how much organization spend to deal the merchandise or offer the support. In year 2008 this proportion was 0.17% which remains additionally same in next two years. It implies company’s great administration can control the wages. Equipping Ratio: ?m Years2009-20102008-20092007-2008 Present moment lib. overdrafts+ Long Term Lib. *100509700504900518400 Investor funds191316443033 Proportion267307171 Understanding: In equipping Ratio Company fund it from significant level advances. In year 2008 this proportion was 171 yet in year 2008 it quickly up to 307in year 2009 however in year 2010 it again boil down to 267. It implies organization did well after 2008 to keep up their outfitting proportion. Fixed Assets Turnover: ?m Years2009-20102008-20092007-2008 Sales799489928753 Fixed Assets752078027890 Proportion1.061.151.11 Translation: This proportion shows the expansion and diminishing in usage of company’s fixed resources. In year this proportion was 1.11 which slight increment in year 2009to 1.15 however simply descend in year 2010 to 1.06. Fixed resources by one way or another rely upon the offer of the organization. All out Assets Turnover: ?m Years2009-20102008-20092007-2008 Sales799489928753 All out Assets101941014811038 Proportion0.790.890.80 Understanding: This proportion assists with estimating that what is the proportion of company’s absolute resources turnover. Company’s all out resources turnover was 0.80 which was only more in year 0.89 and in year it simply down in year to 0.79. Profit for Capital Employed: ?m Years2009-20102008-20092007-2008 P.B.I.T or (L.I.B.T)*100(53100)(40100)88300 Long haul Liabilities+ Share Capital647260067794 Extent (8.23)- (6.68)11.33 Understanding: R.O.C.E proportion is the ideal method to ascertain the benefit of the organization. R.O.C.E of British Airways was 11.33 in year 2008 which got negative in next two years 2009 and 2010 to - 6.68 and - 8.23. It unmistakably mirrors that company’s income goes up however its benefit tumbles down. It implies that organization went in misfortune in most recent two years. Net Profit %: ?m Years2009-20102008-20092007-2008 Net Profit*100%(23100)(22000)87500 Sales799489928753 Proportion(0.03)%(0.03)%0.10% Understanding: G.P proportion is the portion of the organization contrast with its deals. Net benefit is the edge on deals before deduct charge. In year 2008 company’s benefit was 0.10% yet in next two years organization faces misfortune proportion 0.03% similarly. It implies that organization unquestionably not being effective to improve their income to make the benefit. Net Profit %: ?m Years2009-20102008-20092007-2008 Net Profit/(Loss)*100%(42500)(35800)69600 Sales799489928753 Proportion(2.45)%(4.46)%10.09% Understanding: Net benefit is the remained benefit after deduct charge. This sum is the net measure of the organization. English Airways finish up 10% net benefit in year 2008 however in next two years 2009 and 2010 it shows the deficit 5% and 10%. It shows by and large quality of the association. These proportions demonstrate that organization faces misfortunes from most recent two years. Minor Ratio: ?m Years2009-20102008-20092007-2008 Net Profit/(Loss)(425)(375)680 Sales799489928753 Proportion(0.06)(0.05)0.08 Understanding: Minor proportion is to ascertain the edge of organization on net benefit. This proportion is truly adaptable proportion. The minor proportion of the organization in year2008 was 0.08 yet in next two years it goes in to negative (0.05) and (0.06). Since organization face misfortunes in these two years so it impact peripheral proportion of organization. Settling Ratio: ?m Years2009-20102008-20092007-2008 Investor reserves *100191300164600303300 All out Assets101941014811038 Proportion18.7716.2227.48 Understanding: This proportion unmistakably shows that the unraveling proportion rate is down from most recent multi year constantly. In year 2008 the proportion was 27.48 which were acceptable however after that in 2009 it came down to only16.22 yet it begins recouping from a year ago. It is presently acceptable sign for organization. Resources Cover: ?m Years2009-20102008-20092007-2008 All out Assets101941014811038 Long haul Debt344630742751 Proportion2.963.304.01 Translation: Resources spread proportion of the organization is descending from most recent three years. In 2008 it was 4.01 yet in year 2009 it decreased to 3.30 in year 2010 it again tumbled down to 2.96. This is truly not a decent sign for the organization. File is edifying that company’s resources are sharing high extent of obligations which shows that investors are losing confidence in company’s execution. Working Ratio:?m Years2009-20102008-20092007-2008 Working Expenses822592127880 Net Sales799489928758 Proportion1.031.020.90 Understanding: This proportion shows the general proficiency of association. It is a significant proportion for any organization. In 2008 organization proportion was 0.90 which move up to 1.02 and 1.03 in years 2009 an

Facts About OCD Symptoms and Diagnosis

Facts About OCD Symptoms and Diagnosis OCD Print Facts About Obsessive-Compulsive Disorder By Owen Kelly, PhD Medically reviewed by Medically reviewed by Steven Gans, MD on August 05, 2016 Steven Gans, MD is board-certified in psychiatry and is an active supervisor, teacher, and mentor at Massachusetts General Hospital. Learn about our Medical Review Board Steven Gans, MD Updated on June 18, 2019 JGI/Jamie Grill / Getty Images More in OCD Causes Symptoms and Diagnosis Treatment Types Living With OCD Related Conditions In This Article Table of Contents Expand Can Cause Significant Anxiety Insight Into Symptoms Who It Affects Starts in Teens/Early Adulthood OCD Gene Not Identified No Blood Test or X-Ray Effective Treatments Stress  Can Make Symptoms Worse Chronic Mental Illness Live a Productive Life View All Back To Top Obsessive-compulsive disorder (OCD) is a disorder characterized by overwhelming, obsessive thoughts and compulsions. These obsessive thoughts and repetitive behaviors can have a significant impact on your life but can be helped through a number of medical interventions.   Whether you are living with OCD or supporting someone with the condition, here are 10 facts about OCD you should know: 1. OCD Can Cause Significant Anxiety If you have OCD, you may experience severe anxiety as a result of obsessive thoughts. Oftentimes, rituals or compulsions are used to reduce the anxiety caused by obsessions. These behaviors include: Repeatedly checking to make sure doors are locked.Counting objects, letters, or words.Rearranging objects to ensure a specific order or symmetry.Doing things in multiples, such as turning the lights on and off five times because five is a good number. OCD is characterized by obsessions and compulsions, but the ways in which OCD symptoms manifest vary from person to person. If you have OCD, you may also have a tic disorder  and experience repeated motor movements like blinking or facial tics. There are several subtypes of OCD, including an obsession with cleanliness, an obsession with symmetry and order, and hoarding. 2. Many People With OCD Have Insight Into Their Symptoms If you have OCD, you may recognize the irrationality or excessiveness of your obsessions or compulsions. This can be one of the most frustrating aspects of the disorder. 3. OCD Affects About 2.5 Percent of People Over Their Lifetime There is no difference in the rate of OCD among men and women. People of all cultures and ethnicity are affected, but there are several risk factors that can increase the likelihood of developing this disorder, including: Age:  You are most at risk for developing OCD during late adolescence. Once you reach early adulthood, the risk of developing OCD drops.Gender: Males and females are equally likely to develop OCD following  puberty, but males are more likely to develop OCD during childhood.Genetics: Having family members with OCD significantly increases your risk. The closer that person is to your immediate family, the greater the risk, especially if their OCD began as a child or teenager.Traumatic life events: Stressful, traumatic events, such as sexual abuse or the death of a loved one, increase your risk.Brain structure: Although research isnt entirely clear, it is believed that there is a relationship between OCD symptoms and irregularities in the brain. 4. Symptoms of OCD Usually Start in Adolescence and Early Adulthood However, children as young as 4 can be affected. Although rare, OCD can also begin in late adulthood. Typically, most people are diagnosed at age 19.   5. A Single OCD Gene Has Not Been Identified Developing OCD is the result of a complex interaction between life experience and genetic risk factors. While no single gene has been identified, researchers know there is a genetic link from studies of twins, which showed when one twin has OCD the other is more likely to develop the condition. 6. OCD Can’t Be Diagnosed  Using a Blood Test or X-Ray If you think you have OCD, you will need to see a trained mental health professional, such as a psychiatrist or psychologist, to get a diagnosis. The symptoms of OCD resemble other illnesses, so it is important to seek professional help.   7. Effective Treatments  Are Available These include medications such as Prozac (fluoxetine), Zoloft (sertraline), Paxil (paroxetine) and Anafranil (clomipramine), which affect serotonin levels, as well as psychotherapies including cognitive-behavioral therapy  (CBT). Medication and psychotherapy can be equally effective. Researchers are also looking into other therapies  such as deep brain stimulation (DBS) for those with treatment-resistant OCD.   8. Stress  Can Bring About or Make OCD Symptoms Worse Keeping your stress levels in check will go a long way toward reducing the severity and frequency of your symptoms. 9. OCD Is a Chronic Mental Illness Your focus should be on the day-to-day management of your symptoms, rather than curing yourself of the condition. 10. It Is Possible to Live a Full and Productive Life With  OCD With good coping mechanisms and treatments in place, you can live a happy and productive life.

Business Plan (Smoked Fish) - 2136 Words

UNIVERSITI TEKNOLOGI MARA PERLIS SEMINAR ON PROCESSING AND MARKETING OF MARINE PRODUCT Titled: SMOKED AQUA ENTERPRISE PROPOSED BY : R B Kennedy Enis Amin Hairy Mohd. Hassan EVALUATOR : Miss Rosnani Nazri DATE : 9 October 2010 CHAPTER 1 INTRODUCTION 1.1 Name of company The name of our company is Smoked Aqua Enterprise. 1.2 Form of company Smoked Aqua Enterprise is form of partnership and it is a private limited company. 1.3 Location of company The location of the business is at Kuala Perlis Industrial Estate. The selection of our business location is based on several factors: a. High raw material supply.†¦show more content†¦Brining at 800: 1 litre of water, 120 g of salt, 60 g of brown sugar, 20 g of lemon juice, 4 g of garlic powder, 4 g of onion powder, 4 g of allspice and 2 g of white paper. Time of brining is approximately 3 hours. Source of smoke is by using hard wood and ensure smoke and heat are consistent at 980C. Source of smoke is by using hard wood and ensure smoke and heat are consistent at 980C. Seabass will be lightly rinsed in fresh water after removed it from the brine for drying. Then, the seabass will be hanged in smoke oven prior to smoking. Seabass will be lightly rinsed in fresh water after removed it from the brine for drying. Then, the seabass will be hanged in smoke oven prior to smoking. Figure 3.2 Processing flow 3.4 Packaging Our packaging is design to attract the customer’s attention and encouraging sales by using thermoset plastic. The packaging are semi-transparent, chemically stable (proven to be safe), good gas barrier and have a high tensile strength. The packaging also will be labelled that provides information about the manufacture, the contents of the products, the nutritional facts and halal logo (will be applied before operation). 3.5 Finish product 3.6 Pricing Smoke Aqua Enterprise aims to create a new product that is not only affordable but also marketable. 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The Constitution Of The United States Essay - 1964 Words

The constitution of the United States is broad in its sense that the original framers knew that over time it could be interpreted in a different way with the changing social and political conditions over the course of time. The U.S. has had its history of racial discrimination within the Supreme Court rulings, and in Peter Irons A Peoples History Of The United States, the author examines the different decisions in major Supreme Court cases. From decisions that led up to the civil war to post civil, these cases have fundamentally shaped and gave different meanings to amendments that have guided America to where it is now. It is important for one to know that the United States constitution is the â€Å"Supreme law of the land† also known as the Supremacy Clause in article VI, clause 2 of the constitution. Judges must uphold the federal law even if state laws are in conflict with it. Before the constitution, states had been sovereign according to the Articles of confederation, but after the constitution had been ratified those states ultimately gave up their sovereignty along with the article of confederation. Sovereignty resides within the people, not within the states and it is proved within the first few words of the constitution, â€Å"We the people†. We see this in cases throughout Chief Justice John Marshall appointment. In 1801, President Adams just shortly before being succeeded by Thomas Jefferson appointed his secretary of State, John Marshall as Chief Justice of theShow MoreRelatedThe United States Constitution And The Constitution Essay1491 Words   |  6 PagesThe United St ates Constitution, this very detailed group of words was written in 1787, but it did not take effect until after it was ratified in 1789, when it replaced the Articles of Confederation. It remains the basic law of the United States then and till the present day of 2016. 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Bus 520 Assignment 1 Free Essays

Consensual Relationship Agreements By: Vickie Gonzalez Bus 520 – Leadership and Organizational Behavior Professor: Dr. Marilyn Carroll October 24th, 2012 Workplace romances are now one of the challenges that organizations of all sizes have to address. How they address them varies from organization to organization. We will write a custom essay sample on Bus 520 Assignment 1 or any similar topic only for you Order Now Some businesses and organizations strictly prohibit them in any form or fashion, while others prohibit them when the participants are in certain roles within the organization. Some companies have chosen not to address the issue at all and others are using a more formal method of documenting and mitigating the risk they feel these relationships pose. One of the methods of documenting, and potentially mitigating, this risk is known as a consensual relationship agreement or CRA. In the text that follows I will argue for the use of CRA’s in the workplace. Secondly, I will present a counter argument for the use of CRA’s. Then we will then look at the ethical principles involved in the use of CRA’s. Lastly I will present another option that may be available for addresses these consensual relationships. First, let’s look at what brought about the need for CRA’s. On June 28th, 1914 Gavrilo Princip, of Sarajevo, assassinated the Archduke and heir to the throne of Austria, Franz Ferdinand (Collins, 2008, p. 9). Thirty-seven days later World War I began, and with it, so did what some see as the beginnings of women entering the workplace. The Munitions of War Act of 1915 moved twenty-one percent of Britain’s wives, sisters, mothers and daughters into the workforce (Woolacott, 1994, p. 17). Factory workers became soldiers and the women in their lives became factory workers. By 1941, and the United States’ entrance into World War II, 18. 9 million American women had entered the workforce as well (Weak-Baxter, 2010, p. 14). Japan had attacked Pearl Harbor and patriotism was welling just as strong in American women as it was in American men. Now, according to the US Department of Labor, there are 72 million women in the civilian labor force alone (2012). The years following World War II were a time of challenge, adaptation and diversification for business, and revolution and exploration for women. Harassment, specifically sexual harassment, is one of those hallenges faced by businesses and employers as of a result of workplace diversification. Inappropriate conversations, unwanted advances and uncomfortable physical contact are some of the ways sexual harassment can occur. According to Hellriegel and Slocum, â€Å"Sexual harassment refers to unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual natu re. † (p. 52). To be clear, sexual harassment can, and has, affected both women and men over the years however up to half of all working women have reported experiencing some form of sexual harassment in the career (Vijayasiri, 2008, p. ). It wasn’t until 1986 though that the Supreme Court recognized sexual harassment as a violation of Title VII in the case of Meritor Savings Bank v. Vinson (O’Brien, 1994, p. 1). Before the high court’s ruling, however, the Equal Employment Opportunity Commission had begun to address the issue by drafting hostile work environment guidelines that included sexual harassment (O’Brien, 1994, p. 4). These guidelines would serve later to guide the high court’s decision. There are many more cases like this one we could look at. In 1991, sexual harassment became a household term as Anita Hill testified before congress stating she was sexually harassed by a current nominee for the Supreme Court. In her statement to the Senate Judiciary Committee Ms. Hill stated, â€Å"It is only after a great deal of agonizing consideration, and sleepless, number of , great number of sleepless night, that I am able to talk of these unpleasant matters to anyone but my close friends† ( Black Scholar, 1991, p 1). For many American this was the first time they had really thought about or discussed sexually harassment. It was on our televisions, out in the open, for the whole world to see. As a result of brave employees like Ms. Hill and many others sexual harassment is no less tolerated in the workplace and employers are required to have specific policies addressing it. Now what happens when the relationship between two employees is consensual? No harassment has occurred. Romance is in the air. Some organizations have policies that prohibit workplace relationships of any kind and participating in one is grounds for termination. Other businesses only prohibit these relationships in the event that one party reports to or manages the other. More and more firms are using consensual relationship agreements or CRAs. A CRA is a written agreement or contract in which the involved parties agree to specific guidelines in the workplace (Hellriegel/Slocum, 2011, p. 65). This is one of the practices or policies an organization can use to mitigate the risks associated with workplace relationships. In this agreement the parties involved state that the relationship is voluntary. They agree to abide by any and all anti-harassment or anti-discrimination policies the business has in place, including reporting any violation of these policies that may occur. They also agree to behave professionally at all times which includes avoiding even the appearance of favoritism. There are proponents and opponents of the use of these agreements in the workplace. I agree with the proponents of the use of CRAs in the workplace. Hellriegel and Solcum mention several arguments in favor in CRAs in the workplace in our text. I would like to look at three of these. The first argument that Hellriegel and Solcum mention is that CRAs help mitigate the risk of any sexual harassment litigation (p. 65). I have to agree with this argument. Office relationships can be wonderful. I know several happy couples who met at the office. They manage their personal and professional lives well. However this is not always the case, and when the relationship fails, things may change. This can be especially true if this relationship involved one part that directly, or even indirectly reports to the other. The employee may suggest they were pressured into the relationship by their manager. The manager may resent the employee and treat them unfairly. Both of these scenarios, and many others, open the doors to litigation. The employer in both of these cases could be found liable in a sexual harassment suit. Damages awarded in these cases can be punitive and compensatory. In 1997 large corporations spent more than 6 million for each sexual harassment suit they defended themselves against and/or settled (Vijayasiri, 2008, p. 2) Employers can protect themselves from this risk by ensuring they have a very clearly stated workplace relationship policy that, in my opinion, should involve the use of CRAs. The second argument is favor of the use of CRAs is that they help to reduce the appearance of favoritism in the workplace (Hellriegel/Slocum, 2011, p. 65). Ensuring that there is not even the appearance of favoritism in the workplace is not just a matter of fair policy. In many cases a third party can sue their employer for sexual harassment if they feel they are being discriminated against as the result of a workplace relationship. Employees are human and emotions and perception are part of being human. No employer can predict what behavior will be acceptable to one employee and offensive to another, A CRA requiring both participants in the relationship to behave in a professional manner can help minimize this risk of offending a third party. In 2001, the United States Court of Appeals for the Second Circuit upheld a verdict in favor of Diane Leibovitz for $60,000 against the New York City Transit Authority or NYCTA for what the court determined to be a hostile work environment (Leibovitz v. NYCTA, 2001). Ms. Leibovitz sued the NYCTA for sexual harassment and emotional distress after confronting her employer regarding the sexual harassment of 3 other female co-workers. Ms. Leibovitz’s job was threatened if she did not remain silent. As a result of these threats she suffered from depression and sleep deprivation. Ms. Leibovitz was not the victim of any sexual advances or misconduct, however, witnessing it and her employer’s inaction created a hostile work environment and a $60,000 judgment on her behalf. The third agreement presented in the text in favor of the use of CRA’s is that they create a forum where human resources can talk openly with employees about the responsibilities and ramification that come with an office romance (Hellriegel/Slocum, 2011, p. 5). This is simply an opportunity for the employer to remind the employee what behavior is and is not appropriate in the workplace. The employer can also restate the company’s commitment to preventing sexual harassment. This is the time for open and honest discussion in the hopes that awareness and understanding may prevent litigation. Those who argue against the use of CRA’s in the workplace argue that they are a violation of the e mployee’s privacy and in-effective. How to cite Bus 520 Assignment 1, Essay examples

The effective reward and compensation strategies an Example of the Topic Government and Law Essays by

The effective reward and compensation strategies The exodus of multinational companies production centres to China has resulted to serious human resources issues that need to be addressed before matters get out of hand. Specifically, companies have been faced with the dilemma of developing and institutionalizing competitive remuneration packages to their Chinese employees. In the free market economies where parent companies are located, remuneration packages are determined through competitions, whereas those in emerging China, with state controlled economy, lack proper market for determination (Ming 2003). This analysis shall therefore develop a system that will aid in the process of determining remuneration packages that would leave employees with motivation to work harder in respective companies duties. This dissertation is therefore an evaluation of how multinational companies opening facilities in China could use their blend their western organizational culture with Chinese business and cultural practices to establish and maint ain highly motivated and thus productive labour force. Need essay sample on "The effective reward and compensation strategies" topic? We will write a custom essay sample specifically for you Proceed The firsts step would involve comparing best practices in western organizational culture. Specifically, the dissertation shall look into aspects that could successfully be applied in Chinese society. This will help avoid challenges, such as instituting programs that could be in conflict with the Chinese culture. Remuneration programs of companies that have had success with Chinese human resources would be investigated and most effective ones get incorporated into one framework. Reasons for choosing the specific groups incorporated in the resulting best practices framework will be explained accordingly. Weaknesses in any of the included practices shall be rectified. After compiling the best practices instituted by western-based companies, especially the UK and the EU, the project will look into processes of developing an understanding of the traditional business reward system of Chinese society. These practices will be incorporated in the best practices explained above. This combination will therefore result to improved hybrid systems that will the best from the west and the best from Chinese society. Members of staff will therefore easily identify with the processes as they include practices they have practiced before. Including their culture in foreign companies organizational culture will leave a sense of pride that would breed job motivation. This strong foundation would further leave employees eager to learn new western business processes; individual companies will therefore have the much needed employee goodwill to introduce best practices in business management. Equally, employees would feel obliged to forward more Chinese cultural practi ces that when incorporated could improve respective companies working environments. The project will further look into how similar processes have been done in other countries. This is in consideration that China is not the first country for western multinationals to establish manufacturing centres; the companies had been operating in other countries with much success (Yang 2006). Studying successful cases will lead into better understanding of best practices-local culture mix. For instance, it shall be possible to understand which of the two (western verses local) should form biggest chunk of the mix at the beginning stages. Still on this undertaking, the study shall embark on investigating the level of cooperation from local employees, and multinational management practices that resulted to higher degrees of collaboration. All these factors would be incorporated in the final report. Apart from success stories, the study shall highlight be some failures by multinational companies to develop competitive remuneration that motivates employees. This will be used to illu strate some of the factors that individual multinationals should avoid at all costs. The resulting framework, which could also be regarded as recommendations, will be scrutinized to match with international standards, the goal being to establish competitiveness. In this regard, companies that get to practice these recommendations would succeed in being competitive in the Chinese labour market. Indeed, highly skilled Chinese employees would prefer working with companies that understands and takes pride with local culture and best practices, while also introducing more efficient ways of running operations in Chinese business environment. Comparing with international best standards would help in seeing weakness areas, which would be improved further. The final framework will therefore operate in accordance to international best practices. The projects report (dissertation) will further highlight on the vitality of incentives in implementing recommendations. Providing incentives to employees is usually included in best practices of maintaining highly motivated and productive labour force (Davidson 2001). The remuneration provided by the companies is the beginning point of ensuring success in achieving this goal. However, multinational companies management should understand that remuneration alone is not enough, and therefore embark on developing processes of improvising more ways of keeping employees satisfied with their duties and responsibilities. This is where respective companies organizational culture comes handy, as it can help improve Chinese employees job attitude in accordance to practices that have proved to work in the involved line of business. Organizational culture is hereby taken to mean practices that align stakeholders vision, goals and general attitude to those of the organization (Ken 2004). In the case of western multinationals, organizational culture will help Chinese employees understand what is required of theme in respective company activities. Individual companies should, however, ensure developing processes that will aid orienting Chinese employees to organizational culture. In addition to the organizational culture that has been in operation for some time, respective companies should consider developing ways of incorporating some Chinese cultural and business practices, which could definitely serve as morale booster among Chinese employees. Other than using organizational culture in keeping employees motivated, individual western multinationals should consider incorporating Chinese employees in decision-making processes. This would lead to individual employees feeling appreciated and their abilities to accomplish duties and responsibilities taken seriously. These employees would therefore be more inclined in undertaking their duties and responsibilities with greater determination. Applying this process throughout the organization would lead to companies having well-motivated employees and therefore set the right foundation for their human resources. The pay back would be a long-term high productivity that would leave competitors admiring the achieved success. Delegation of duty is another factor that could leave stakeholders more motivated to play their duties with greater efficiency. Chinese operations of the multinational companies should therefore be very independent from home office lest Chinese colleagues feel they are being used primarily for cheap labour and not other skilled duties. Employees should also be involved in the process of reviewing business management practices in China. This should take place after local management becomes well accustomed to respective multinational companies business practices, from where home office in western countries should secede tight control to Chinese management. Stakeholders in the multinational companies, together with Chinese colleagues, should understand that open communication forms the bedrock of success in such undertaking. Indeed, the collaborators from either side would be able to pass important business information and therefore improve operational efficiency. References Davidson, T 2001, Motivating Employees, OUP, Oxford. Ming, C 2003, Succeeding in Chinese Business, CUP, Cambridge. Ken, D 2004, Organizational Culture in Multinationals. Ashgate, Aldershot. Yang, J 2006, China Opens Doors, Financial Times, London.