Organisational Behaviour essays

Authoritative Behavior articles Authoritative conduct is the investigation of people or workers inside a hierarchical domain, planned for giving the capacity to comprehend subordinate conduct. A firm comprehension of representative conduct and the components and characteristics that impact this conduct will empower administrators to distinguish what estimates will energize elite and fulfill workers. There are numerous measures and strategies accessible to empower ideal execution and guarantee work fulfillment. We will look at inspiration and strengthening approaches supervisors should use to make a wonderful workplace portrayed by high performing representatives. The Macquarie Concise Dictionary characterizes inspiration as 1. A rousing; giving of a thought process; 2. giving reason There has been numerous hypotheses set up after some time that help chiefs to see how inspiration functions, and what workers esteem so as to comprehend what measures can be utilized to persuade them, underneath is a clarification on a bunch of these speculations. Maslows Hierarchy of Needs presents the idea that people have changing and various needs and takes care of these necessities of significance. Maslows detailing proposes that a few needs have higher need than others and consequently should be fulfilled before different requirements may fill in as inspirations. (Wood, J.M., Wallace, J.P. what's more, Zeffane, R. 2001 ). As appeared in the graph following, Maslow contends that the most squeezing need must be fulfilled before another, higher in the pecking order gets dynamic. At the most essential level, individuals have physiological necessities - needs stem... <!

Autism and Mental Retardation Essay Example for Free

Chemical imbalance and Mental Retardation Essay React to the accompanying: 1. Rundown the essential highlights of chemical imbalance. Incredibly inert, uncommunicative, dull, inflexible, changing occasions that the youngster is use to doing regularly can bring about an upheaval where the person loses control and exceptionally confounded, boisterous commotions can cause an upheaval also for a few 2. Which clarification for mental imbalance is not, at this point considered substantial and needs examine support? The sociocultural view is not, at this point legitimate. It is presently accepted that subjective constraints and cerebrum anomalies are increasingly appropriate clarifications. 3. What types of treatment are useful for an individual with chemical imbalance? As of now there are no medications that can turn around chemical imbalance. A few medications that are useful would be social treatment, correspondence preparing, parent preparing, and network mix. Psychotropic medications and nutrients joined with different methodologies are additionally very accommodating. 4. Rundown the standards for an analysis of mental impediment: People with mental hindrance are well underneath normal in both knowledge and versatile capacities. An individual with mental impediment experiences difficulty with imparting, living at home, self-heading, and work/wellbeing. 5. Clarify one manner by which sociocultural predispositions in testing may present issues for surveying mental hindrance. Sociocultural inclinations would be ecological conditions and economic wellbeing. Individuals may not comprehend that youngsters from great foundations and animating situations can be intellectually hindered. A great many people think this is constrained to bring down social classes 6. Of the four degrees of mental impediment, into which classification do a great many people with mental hindrance fall? The four degrees of impediment are gentle hindrance, moderate impediment, serious hindrance, and significant hindrance, 85% of intellectually hindered individuals have mellow impediment. 7. What are the fundamental kinds of organic reasons for mental impediment? The essential drivers of moderate, extreme, and significant hindrance are: biological,although individuals who work at these levels likewise are influenced enormously by their family and social condition. Some of the time hereditary components are at the foundation of theseâ biological issues, as chromosomal or metabolic issue. Other organic reasons for these sorts of mental impediment originate from ominous conditions that happen previously, during, or after birth, for example, birth wounds. 8. What is the best way to forestall fetal liquor disorder? For the mother to not drink liquor while pregnant 9. What are standardization and mainstreaming? Standardization: The rule that foundations and network habitations should uncover individuals with mental hindrance to day to day environments and openings like those found in the remainder of society. Mainstreaming: The position of youngsters with mental impediment in normal school classes, otherwise called incorporation 10. What is your assessment about mainstreaming and standardization for youngsters and grown-ups with chemical imbalance or mental impediment? My musings about mainstreaming for the kids and grown-ups with chemical imbalance and mental hindrance, I feel that it's anything but a smart thought setting the kids with mental impediment, they do require more management and consideration, and thus if being in a customary class they would not get the consideration or potentially oversight they need. I do feel that it is acceptable to uncover the kids and grown-ups into the general public, they are not the same than any other individual.

New Student Photo Entry #21 COLUMBIA UNIVERSITY - SIPA Admissions Blog

New Student Photo Entry #21 COLUMBIA UNIVERSITY - SIPA Admissions Blog The first two photos today come from incoming student Sarah Jaffe, in the MIA program. Kathmandu Valley, Nepal (2007) This woman was helping construct her childrens school with the organization I currently work with, which partners with local communities to provide educational opportunities and infrastructure in developing countries in Asia and Africa.   A group of women from the village were helping the construction crew lay the foundation for the new school when she stood up and flashed me this mile-wide smile. My House, La Jabilla, Guanacaste Costa Rica (2006) This photo is of Bernarda, my 4-foot tall, mother of 12, grandmother of 36, machete-wielding, firecracker of a host mother, and her 4 year old granddaughter, Noelia, both of whom I lived with for a year in a tin-roof house in rural Costa Rica.   In this photo they are watching Costa Rica participate in the 2006 World Cup.   While we were hours from a market, restaurant, hospital, or paved roads, we had one of the only houses in the village with a television.   Bernarda lived without electricity and running water until the age of 70, and can vividly recall every detail of her first car ride.   Noelia cant imagine life without cartoons. _________________________________________ The next two photos come from incoming MIA student Ehab Alkuttub. I would like to share the following photos which I took in Istanbul last month. The photos are from an Islamic Sufist Ceremony, called Maulavi Sema;   the Whirling Dervishes dance on the sound of the songs about the love of Allah and Mohammed , trying to reach the axes of the soul that are the absolute truth, one hand is to the sky and the other to the ground: we receive from Allah and give to earth and keep nothing to our selves. _____________________________________ The next three photos were taken by Jeff Greenberg, an incoming MIA student. The first photo was taken in an antique shop on Valencia Street in San Francisco, California. I thought it was bizarre how many old telephones they had and how the phones were arranged. I also enjoyed how antique the photo turned out in black and white. The next photo was taken in Harbin, China at the Ice Lantern Festival. In addition to the silliness of the candy dealers swagger, I think the emerald backdrop along with the candy display serve to identify the surreality of the largest ice sculpture festival in the world. This last photo was taken in the Old City area of Kashgar, Xinjiang Autonomous Region, China. Moments before we got kicked out of the area for not paying the admission fee, I snapped this photo of a young girl running along. I thinking the lighting and the scenery in this shot are pretty fun.

Essay on bob dylan - 528 Words

Imagine: Everyday thousands of people get killed in a war no-one asked for. Friends and family are send to a horrible place with little chance you’ll ever see them again. This war, a useless and disgusting war started without any reasons and only goes on because the leaders of your country are too proud to make it end. For millions of American citizens this nightmare became truth. In 1964 the American president Johnson started sending soldiers to Vietnam. At the end of the war in 1972, it is estimated that, in total, over 2,5 million people on both sides were killed. As the war continued, the American people got more and more unsatisfied and angry at their government. They wanted the war to stop, it had been going on long enough and too†¦show more content†¦One of the songs he wrote, was â€Å"Blowin’ in the Wind†. This song was written in 1962, when the war had not yet started, but was used, a couple years later, as a protest song against the war. â€Å"Blowin’ in the Wind† starts with a couple of questions: How many roads must a man walk down Before you call him a man? Yes, n how many seas must a white dove sail Before she sleeps in the sand? Yes, n how many times must the cannon balls fly Before theyre forever banned? He asks the first couple of questions so he can put the last question, the one that has to do with war, in the same row, as if there is no difference between them. The answer then is: The answer, my friend, is blowin in the wind, The answer is blowin in the wind. This practically means he does not know the answers, and he is quite sure no-one does. The rest of the song is alike: the last question is a question that attacks the government and the answer stays the same (The answer, my friend, is blowin in the wind, The answer is blowin in the wind.) With this song Bob Dylan wants the government to realize that they are acting nuts. With rhetorical questions he tries to send his message, his call for freedom, to the president and his followers. He questions all human behaviour. This theme was very present in the sixties and in the time of the Vietnam war. I think it worksShow MoreRelatedThe Life Of Bob Dylan1536 Words   |  7 PagesThe Life of Bob Dylan Bob Dylan is often considered to be one of the greatest and most influential musicians of all time. He has released 36 albums, and has amassed a huge following of music lovers. His songs have ranged from poetic folk songs that discuss social issues of the 1960s, to covers of very famous songs recorded with his own stylistic twist. He was one of the first rock artists whose lyrics were considered to be on par with works of literature (1)He has also been one of the only artistsRead MoreBob Dylan And The Sixties1214 Words   |  5 PagesBob Dylan played a vital role in the sixties counter-culture. His lyrics fueled the rebellious youth in America. Songs such as â€Å"Blowin’ in the Wind† and â€Å"The Times are A-Changin† made him favorable to anti-war demonstrators and supporters of the Civil Rights movement. He was commonly referred to as the spokesman for his generation. Dylan used lyrics to empower the youth to find their own form of counter-culture. The youth generation began to see the effects racism had on society and the violenceRead MoreBob Dylan Essay1153 Words   |  5 Pagesin this time of adversity. A young Bob Dylan arises to the spotlight and sings songs speaking of protest and originality, expressing societal dissatisfaction felt by not only himself but by his entire generation. In the 1960s Dylan wrote many protest songs that people of his generation found themselves connecting to, leading way to a counterculture aside from popular music which also paved a way for introspective song writing. Born in Minnesota in 1941, Bob Dylan, then Robert Allen Zimmerman, befriendedRead MoreEssay on Bob Dylan1273 Words   |  6 PagesOne of the leaders of this revolution was Robert Allen Zimmerman, known by his popular assumed name, Bob Dylan. Born in 1941 in Minnesota, Dylan grew up the grandchild of Jewish-Russian immigrants and had a surprisingly unexceptional childhood. His interest in music became evident in his high school years when he taught himself basic piano and guitar. From these rudimentary skills Dylan would build his knowledge and experience in music to his present status as a forefather of folk musicRead More Bob Dylan Essay3671 Words   |  15 PagesBob Dylan When I was fifteen and I heard Like a Rolling Stone, I heard a guy like Ive never heard before or since. A guy that had the guts to take on the whole world and make me feel like I had em too... - Bruce Springsteen The Grammy Awards ceremony in 1991 was not all that different from those which preceded it. A crowded auditorium littered with the beautiful people of Hollywood and the music industry once again gathered in Los Angeles to honor the years most popular recordingRead MoreThe Beatles And Bob Dylan905 Words   |  4 Pagescreate new music that they would not have thought of before. In various ways, Britain and America have influenced and inspired one another for many years. Music was, and still is, a huge connecting factor between the two countries. The Beatles and Bob Dylan, two of the most famous artists of all time, demonstrate how Britain and America had a profound influence on each country’s music culture. In the beginning of American history, America was heavily influenced by Britain because it was considered theRead MoreBob Dylan: A Legend Essay1041 Words   |  5 PagesBob Dylan: A Legend An artist inoculates his world with disillusionment, said the infamous writer, Henry Miller. Robert Allen Zimmerman, grandchild of Welsh-Jewish immigrants, was born on May 24, 1941 in Hibbing, Minnesota, near Duluth. About fifteen years later, he took on the name Bob Dylan unknowingly stamping himself and his name in folk music history forever. Dylan began writing poetry and song lyrics at a young age and came to the name of Bob Dylan afterRead MoreWhen Thinking Of Bob Dylan1210 Words   |  5 PagesDeven Fiandaca English IV Mr. Wormwood Period 4 When thinking of Bob Dylan, two immediate things come to mind. First off, and most obvious, Mr. Dylan is known for his nasally voice. This seems to be the first topic of discussion when Bobs name comes up. Secondly, and more importantly, Bob is known for his talent of song writing, unlike many other artists in today s world, bob tells a story with all of his songs. Many of his songs are over 5 minutes long, for those who don t know much about musicRead MoreEssay about Bob Dylan1588 Words   |  7 Pagesâ€Å"The song has to be of a certain quality for me to sing†¦One aspect it would have to have is that it didn’t repeat itself† (Bob Dylan). Transforming into new people throughout his life, Bob Dylan reverted to the Bible and other religious findings in his songs. Dylan is able to reveal a fulfillment from spirituality as he perceives his music as a sacred landscape. Bob Dylan brings up a theme of religion, referencing the book of Isaiah in his 1967 song â€Å"All Along the Watchtower† as he writes a storyRead MoreEssay bob dylan972 Words   |  4 Pages The Hurricane nbsp;nbsp;nbsp;nbsp;nbsp;Bob Dylan’s song, The Hurricane, brings to surface several of the themes covered in class this semester. The song explores general themes like community and responsibility, while also focusing on many of the sub-themes, such as justice and injustice, appearance and reality, and loyalty and abandonment. Throughout the song, the main characters constantly battle with the above themes in attempt to frame an innocent man. While the song brings up many

My College Education At The University Of Pittsburgh

When I started my college education at the University of Pittsburgh, like many freshman, I was uncertain about which career direction I wanted to pursue. However, I did know one thing for certain, that I had a passion for math and desired to study it at a higher level. I chose the major of Actuarial Mathematics. Looking back at that decision I am happy that I spent my undergraduate years taking difficult math classes, various economic and statistic classes, and computer programming classes. This enabled me to see a different side of the applications of mathematics. While this major was challenging, interesting, and enjoyable, I would like to use this knowledge to become a leader in mathematics education focusing on the desire to†¦show more content†¦Besides personal time management and study schedules being extremely important, I witnessed first-hand how teachers have the ability to be the most excellent resource for success to students. In high school the core math cl asses are mandatory, so I realize that not every student is going to find the subject interesting or even want to do well. I want to be a teacher so that I can make whatever class I am teaching a class that students enjoy, are excited about, and want to do well. I have experience tutoring in math, both informal and formally. If I am helping a sibling, a friend, or another student, I love that transitional moment when an individual goes from being completely lost about a concept to understanding. There is even the rare moment when a student who professes to detest math can get so caught up in the beauty and straightforwardness of it. I was tutoring a ninth grader a couple months ago. When we first started going over problems the student mentioned that she â€Å"hated this stuff† and had no interest in the problems at hand. By the time the bell went off to signal the end of the class the student told me that she was upset she had to leave, and that she was having a lot o f fun. Watching the transition of that student in only forty-five minutes makes me positive that this

Reading Books Is Better Than Watching Tv Free Essays

There are two religious holidays or feasts, the first is Seker Bayrami (3 days) which comes immediately after 30 days of fasting in the Ramadan and the second Is Kurban Bayrami (4 days) which follows 70 days after Seker Bayrami. In Turkish, Bayram Is â€Å"feast† or â€Å"holiday†, seker is â€Å"sweets† and kurban is a â€Å"sacrifice†. The dates of religious holidays come 10 days earlier each year because of the dfference between the Lunar Year (354 days) and the Solar Year (365 days). We will write a custom essay sample on Reading Books Is Better Than Watching Tv or any similar topic only for you Order Now Although not all the people In Anatolia are religious, these religious feasts are very traditional and have become ssential. People make lots of preparations In celebration of these feasts Ilke cleaning houses, shopping, buying feast gifts, new clothes, sending greeting cards and so forth. On the first day of the feast, very early In the morning, people get up, wash themselves, wear fragrance or cologne and put on their new clothes. The majority of the male population go to mosques for the early morning prayer which Is extremely Important. school aged children are also taken to mosques by their fathers or older relatives in order to make them acquire the habit of going to prayers. So many people go to mosques that they do not fit inside or even in the courtyard. When this is the case, they take small carpets from home to mosques, put them in the streets near the mosque and join in with the service. The Imams give sermons as this is an opportunity to preach to so many people together. The dominant subject these days is peace, and they always try to encourage brotherhood and general goodwill among all. After prayers in the mosque everybody gives feast greeting to each other by shaking hands. The next stage is at home where feast greetings continue. In the raditional extended families these greetings do not take too much time as all members are at the same place. But in nuclear families it might take a much longer time. Kurban Bayrami is the same as Seker Bayrami except the additional sacrifice as the name of the feast bears. The sacrificial animal, a ram, a goat or any of the cattle will be made ready to sacrifice and from the first morning onward, at anytime, will be sacrificed by one of the members of the family or somebody who represents him. The meat from the sacrificed animal is divided into three parts; one for the poor, one for he neighbors and relatives and the last is for the family. The sacrificing is generally done in courtyards of houses or if these do not exist then it is conducted In specially arranged public places. People can also make a donation to the same value of a sacrifice to a charity instead of doing It themselves. National holidays of Turkey and Children’s Day, Labor and Solidarity Day, Youth and Sports Day, Republic Day and etc. Among these is the most important holiday is Republic Day. Many people in Turkey celebrate Republic Day on October 29 by attending performances and articipating in traditional processions with flags and musical bands. The Turkish Republic’s founder Mustafa Kemal Atat?rk proclaimed Republic Day as Turkeys most important holiday. Many people go to local stadiums on October 29 to watch performances dedicated to Republic Day in Turkey. Such performances usually consist of theater sketches, poetry readings and traditional Turkish dances. Many school children participate in school performances for parents and teachers. Parades may take place in some cities and politicians may give public speeches on this day. Many people also lay wreaths to Atat?rk’s monuments or visit Atat?rk’s mausoleum in the countrys capital, Ankara. In the evening of October 29 many cities have traditional processions with flags and musical bands to commemorate Republic Day in Turkey. The processions usually end with fireworks, which begin after dark. Republic Day is an official national holiday in Turkey. Public administration buildings, schools, post offices and many small businesses are usually closed on this day. Public transport schedules may vary. Public transport routes may change in the event of street performances and processions. The afternoon of the previous day, October 28, is also an official holiday. Republic Day marks the creation of the Turkish Republic in 1923. After Turkeys victory in the War of Independence (1919-1923), the Turkish parliament proclaimed the new Turkish state as a republic. A new constitution, which the parliament adopted on October 29, 1923, replaced the constitution of the Ottoman Empire. The leader in the Turkish War of Independence, Mustafa Kemal Atat?rk, became the countrys first president on the same day. According to Atat?rk, Republic Day is Turkeys most important holiday. The common symbols of Republic Day in Turkey are: The Turkish flag. Pictures of Mustafa Kemal Atat?rk. These symbols can be seen on Republic Day in Turkey. Turkish Literature This comprises the tradition of written and oral literature established by the Turks throughout history, and also the products of that tradition. The historical development of Turkish literature is studied under three main categories: pre-lslamic Turkish literature, the Turkish literature that developed under the influence of Islamic civilization, and that which developed under the influence of the West. This lassification was made in the light of the characteristic influence of the religious and cultural orbits which the Turks entered. According to historians, the Turks emerged from Central Asia. Not all of the cultural products of the Turks of Central Asia have survived down to the present day. Bearing in mind that, the first written documents in Turkish dated the 6th century. it is very likely that we do not possess tales, folk songs, proverbs, riddles and village performance shows, the creators of which are either unclear or unknown. Dervish literature can be regarded as popular literature with a religious content. Mysticism’s broad tolerance and manner of expression resulted in the emergence of an independent strand in this literary tradition. Dervish poetry would be read to the accompaniment of tunes known as ‘ilahi’ or ‘nefes. Although containing elements of Arabic and Persian, the language employed in dervish literature was intended to be clearly understood. The quatrain and syllabic metre were used throughout. The most important representatives of this form of literature are Yunus Emre, Nesimi, Kaygusuz Abdal, Haci Bayram Veli, Hatayi and Pir Sultan Abdal. After the 18th century, efforts were made in Turkish Ottoman) society to move into the orbit of Western civilisation. Following developments in the military and political fields, these began to be felt in literary life as well. Writers who had seen the West and were closely acquainted with it were the first heralds of this new literature. The appearance of the newspaper ‘Terc?man-l Ahaval’ in 1860 is generally accepted as the start of the literature that developed under the influence of the West. Being neither official nor semi-official, the paper was the first to be brought out under a private initiative. The period it is regarded to have shered in is further divided into sub-periods: The Administrative Reform, the Servet-i F?nun, Fecr-i At’, National Literature and Republic and after periods. Arts of Turkey Turkish art refers to all works of visual art originating from the geographical area of what is present day Turkey since the arrival of the Turks in the Middle Ages. Turkey also was the home of much significant art produced by earlier cultures, including the Hittites, Ancient Greeks, and Byzantines. The 16th and 17th centuries are generally cognised as the finest period for art in the Ottoman Empire, much of it associated ith the huge Imperial court. Ottoman architecture developed traditional Islamic styles, with some technical influences from Europe, into a highly sophisticated style, with interiors richly decorated in coloured tiles, seen in palaces, mosques and turbe mausolea. Other important media were in the applied or decorative arts rather than figurative work. Pottery, especially iznik pottery, hardstone carvings, Turkish carpets and textiles were all produced to extremely high standards, and carpets in particular were exported widely. Other Turkish art ranges from metalwork, carved woodwork nd furniture with elaborate inlays to traditional Ebru or paper marbling. In the 19th century Turkish art and architecture became more heavily influenced by contemporary European styles, leading to over-elaborated and fussy detail in (1842-1910) for long a somewhat solitary fgure. He was a member of the Ottoman administrative elite who trained in Paris, and painted throughout his long career as a senior administrator and curator in Turkey. Many of his works represent Orientalism from the inside, as it were. A transition from Islamic artistic traditions under the Ottoman Empire to a more secular, Western orientation has taken place in Turkey. Turkish painters today are striving to find their own art forms, free from Western influence. Sculpture is less developed, and public monuments are usually heroic representations of Atat?rk and events from the war of independence. Literature is considered the most advanced of contemporary Turkish arts. Traditions and customs in Turkey In changing and developing world, many things lost in the deepness of the history. Many civilizations, races and cultures found, rised, and disappeared. Among these ivilizations, there is one thing which the history could not destroy, and it is the â€Å"Turks†. Turkish civilization don’t vannished because of its rooted traditions and beliefs. However, nowadays, Turkish traditions are even losing their importance although they are the only things that have been preventing Turkish culture throughout the history. In my opinion, we should preserve the two most importnat Turkish traditions in order not to be disappeared, to be known as Turkish society, and many other reasons: the fact of family, respect and friendship. The first traditions that should be protected in Turkey is the fact of family. The fact of family is inevitable custom for our society structure. Needless to say, the family is the most important material of society and civilizations. Many corruptions and errors firstly happen in family life, and then gradually they affect all the entire Turkey including prime minister and representatives of Turkish parliament. That is to say, the family life is the indicator of whole life in a country. The second traditions that Turkey should preserve is respect and friendship. In the social life of Turkey, citizens used to be respectful and have a good fellowship. However, these days, these two things have emotions, friendship and respect. Avarices and ambitions are the most important things for people lives. For example, many worker do whatever they think to promote. Sometimes, they forget the importance of friend in order to promote and be paid much money. In my opinion, this will be the onset of social destruction. Moreover, from day to day, people as a concept depends on loneliness because many people believe that their loneliness is the reason of their success. All in all, the two most important Turkish traditions should be preserved in order to prevent their bsence’s negative effects. First, the reality of family should be protected. Second, the fellowsip and esteem among citizens should be preserved. In my opinion, throughout the history, Turkish culture and civilization couldn’t be destroyed because of the strenght of traditions. Obviously, our traditions have begun to change since people’s mind change. According to some people, many traditions are needless since they are not the representative of the modern world. I hope that these people do NOT forget the reality of Turkey. If we need a revolution, this should be made slowly. How to cite Reading Books Is Better Than Watching Tv, Papers

Financials In Case Of Administration of Corporations Is Very Important

Question: Discuss About The Financials In The Case Of The Administration Of Corporations? Answer: Introduction: The financials in the case of the administration of corporations is very important for the achievement of the objectives. Corporation financial report is established in different ways, one of which is the presentation of written and oral reports. Disclosure of arrangements is so crucial for any corporation reports1. This is because any significant disclosure will affect the final outcome of the corporation report and non-disclosure will lead to material misstatement of misrepresentation of facts. The corporation Act of 2001 had been modified by the corporations regulations of 2001 and 2002 under the No. 168 and 193 respectively as amended. The change in corporation and regulations of 2002 was made during a detailed compilations. The article outlines some basic techniques for writing reports, which are an important means of financials. Logical thinking, the concatenation of ideas which means a clear and orderly presentation are fundamental parts of what this article covers, in order to be a tool for the exercise of writing. Background and form of the reports are combined to produce an understandable message. Several examples of reports are noted, without attempting to exhaust the multiple possibilities that may exist in their treatment. Some techniques for oral exposure are also discussed. Present Arrangements Regarding the Report Structure and Justification The report as an element of financials, has to possess a series of characteristics so that it fulfills its primordial mission. These characteristics range from visual presentation (orderly and readable), through fundamental structural elements such as presentation logic, exposition of ideas, quality of the mentioned sources and the combination and interpretation of data The report must have at least two essential characteristics: [1] (a) That the persons to whom it is directed read it because it is good and consistent; (b) That other persons who are not necessarily specialized in the matter covered by the document, can understand it without major difficulties. This can be achieved if the drafter is clear about the ideas he is going to express and has based his position on frames of reference that give solidity to the communicated. Of course, clarity in the development of ideas goes through the logic of their exposition. When it comes to the creation of corporate memory or the annual report, it is not enough that we have a clear idea of what our objective is, but that it will be necessary to know how to translate it in a systematic, clear and concise way, to create the company's memory or annual report in many cases is necessary to go to external investors or financial institutions in addition to facilitating our work3. The objectives that can be pursued in a company report or annual report are very diverse, and hence the flexibility with which the notions that we will have to interpret below have to be interpreted. The company report or annual report should not have more than fifty pages if we do not want to discourage the reader to a detailed reading of our work. The recipient of the company report or annual report must adjust its content in addition to creating a creative work, not only have to record the objective data of the project, but must do everything possible to highlight their strengths[2]; 1. General data 2. Data identification of the company 3. Background of the project Every company, and to a greater extent those that begin, base their credibility on the capacity of their managers and especially on their knowledge of the sector4. Regardless of whether the balance sheet structure is presented, and especially when it is impossible to present the previous one, it is convenient to make a small explanation of the most significant events that have marked the trajectory of the business. Definition of the product or service In addition, it is important to offer an extended image of the product, which defines not only its characteristics, but also defines its usefulness, explains its mode of operation, explains how it differs from products already on the market4. The annual report or the report of a company constitutes an advertising resource that is based on standing out from the rest of the competition. The usual receiver, the partner of the society is the main receiver. The memory of a company or annual report, apart from its great impact on its prestige, has important time constraints. Attractive designs, texts corrected and consistent with the company's image, different graphic attributes, diagrams, maps, photographs, illustrations, special dies. The company's annual report or report can be upgraded through tabs or attachments that are added or deleted according to project requirements5[3]. The possibilities are endless depending on your needs as well as the realization of the project in web format to download as a mobile application. Determining Factors in a Company Report or Annual Report The company report or annual report shows not only its economic data but also its "character". That is why they are important not only for the content but also for the quality and care put into their design and realization - in short the information that the company wants to offer. The business reports gain notoriety for the graphic design and the relevant information in a concise and clear way, as well as the social and commercial commitment of the company. The factor of the Annual Report or Annual Report In graphic design and financials rarely speak of the power of financials of company memory. However often the company memory or annual report is the most striking reflection of a company's activities from its account book side, with its balance sheets results The report should make precise mention of the techniques used to compile the data that support it and the working procedure used. For example, if it is a method based on interviews, it should be mentioned the purpose of these, the technique used in its elaboration and the criterion of the interviewees' choice6. Within this criterion of choice we must indicate the common characteristics of the persons interviewed with respect to the subject or those elements that differentiate them from each other. If what is included is a documentary analysis, the report should also specify the type of document reviewed the elements that are interested in studying and the periods taken into consideration within which these documents are located. Based on the above, the idea is that it is necessary to record the selection criteria that were deprived to choose the path of the collection of information that supports the report. According to the techniques used to compile the information, the content of the report should indicate how the study object will be analyzed: if the data will be compared, if a content analysis is to be developed, if it will be presented A critical view of the findings or any other element that clarifies the objectivity of the subject. It is a viable report that clearly states the elements taken into account for its development. Evaluative reports, by way of example, must be very rigorous with the method, since any evaluation involves a criterion7. Every criterion, as a rule, must be objective. The subjective criterion is that which is based on value judgments, which do not start from the evidence. The objective criterion, on the contrary, is based on evidence. Science is based on what is certain, on what is verifiable. To review whether any externalized criteria in the report is based on verifiable facts, is a basic task for its consolidation as a document. All of this is linked to coherently bonded exposure logic. The logic of exposure One way to develop ideas is to keep in mind the logic of exposure, trying to delimit where one idea ends and initiates another, so that they do not oppose but complement each other. An idea is a complete thought, properly differentiated from another. The concatenation of ideas determines a type of exposure that transits by a certain order. It is possible that when you do not [4] have a clear objective of what you want to express, ideas flow without further logic, which far from conveying a clear message, confuse you. The users of the reports The main job of a manager is to manage the human and material resources at his disposal so that the company he represents creates value through decision making in a framework of uncertainty. In order to develop this initiative, the manager needs to analyze the company as a whole and configure the mechanisms, methods and tools necessary to determine whether the company, when making decisions, creates or does not create value; That is, if the different business proposals, restructuring, acquisition of fixed assets and so on, increase the business value of the entity. The best way to develop such a procedure is to analyze the economic and financial statements of a company (the definition of which can be found in the 'annual accounts and interim financial statements' section of this website), which allow collecting information on corporate assets, The economic results and the cash flows generated by the company. The process by which companies grow and create value is the main study of co rporate finance, so that analysts require the information contained in the economic-financial statements and reports of the company to broadly develop their work and to know better And more deeply the corporate bowels[5]. In the consultancy we developed a comprehensive analysis of the different economic and financial statements of our clients when requested (all according to the recent accounting reform), often with the objective of analyzing their structure, business profitability (of assets Of the company and even how profitable the company is for its owners), the company's liquidity or cash flow and the risk involved in the company (the projection of the financial statements), the results being reflected in economic-financial reports The consolidated ones), which, in general, allow a quick understanding of the analyzes carried out. Thus, the Advisory can facilitate the following studies of your company9: Uses of the reports Analysis of liquidity (cash-flow) This analysis is a medium with which to evaluate the credit risk that runs your company, both short and long term. The tools we use in the Advisory with basically three: the short and long term liquidity ratios, the comparison between the working capital and the operational needs of funds and the average maturity period of the company (widely used in company analysis Commercial, industrial and service sectors).The three tools described above are also complemented with the basic aspects of the management of current balance sheet items. Analysis of profitability We analyze the economic risk and the financial risk of your company, measuring the profitability according to the different optics existing in the company. For this we use the analysis of the financial balance and the so-called profitability ratios. We also use financial leverage, the internal growth rate9; Profitability indicators in listed companies, Du Pont analysis; The integrated analysis of financial profitability as a product and, moreover, we propose margin and rotation strategies. Analysis of cash flows or cash flow from the cash flow statement, we perform a detailed analysis of different cash flow ratios as well as graphical analyzes to determine the company's liquidity. I[6]n any case, we remain at the disposal of the client to analyze the economic-financial information that is available as well as to prepare the economic-financial reports necessary for decision-making in the business field. The Importance of Financial Statements Reports From the point of view of users' needs in the time of profit, it was characterized by the measurement of assets and income. Due to the need properly kept financial system, this era led to the development of the Financial Statements, the net benefit being the most important information document prepared for both internal and external users. The leading role of accounting was due to the financial crisis of large companies that brought with them financial problems in smaller companies, as well as in individuals causing a generalized crisis that originated in the United States and had repercussions at world level; Bringing this as a consequence to standardize, reinforce and redefine the role of accounting to avoid in the future the generation of new problems with such dimensions. It is evident that for the first years and before the republican life of our nation, there were not abundant accounting records and much less tradition of vocatio n towards the corporation and improvement of this matter10[7]. The development of a report must have a logical framework of research that is based on the validity of the ideas expressed in the corporation. The method of exposing ideas is tested by the criterion of objectivity, so it is essential to follow an expository method, which refers to the work techniques used, the indicators and other variables considered. Conclusion and Recommendation Criminal and civil penalties and provisions In corporate reporting, the introduction of punitive provisions within the Corporations Act should be done if the report is not done fall within the provisions of the Act. Material misstatement should be charged as a criminal act. It should also face civil charges for a company that does not respect the guidelines and ethics of corporate reporting. Most reports that a company produces are financial statements reports that includes the balance sheet, the income statements, statements of cash flows and the companys equity report[8]. Most reporting managers and accounting managers should be liable for a 3-5 year jail sentence for material misstatement. Other sentences that are criminal should lead to maximum of 10 years in jail. For civil charges the company should be held accountable and should be penalized by the regulatory authorities while if it is trading in the ASX, its shares should momentarily be suspended from trading. If these reports are found to have major discrepancies, they may lead to misrepresentation of facts. Other reports in the company include; the chairmans report, the auditors annual report, management reports and the boards reports. ASIC regulatory guides 230 and 247 have urged corporations and corporate officers to improve corporate governance and ethics by improving corporate reporting. The development of a report must have a logical framework of research that is based on the validity of the ideas expressed in the corporation. The consolidated ones), which, in general, allow a quick understanding of the analyzes carried out. Thus, the Advisory can facilitate the following studies of your company: References Brennan, Niamh, Corporate Governance And Financial Reporting (SAGE, 2008) Brockett, Anne and Zabihollah Rezaee, Corporate Sustainability (Wiley, 2013) Brownlee, E. Richard, Corporate Financial Reporting (Mcgraw-Hill, 2002) Coffin, Zachary and Mike Willis, Corporate Reporting And The Internet ([FEI Research Foundation], 2002) Corporate Reporting Crowther, David, A Social Critique Of Corporate Reporting (Ashgate, 2002) Ganeri, Anita, Reports (Capstone Heinemann Library, 2013) Hall, George Derek Gordon, Bate's Case And "Lane's" Reports: The Authenticity Of A Seventeenth-Century Legal Text (at 1) Sutton, Tim, Corporate Financial Accounting And Reporting (Prentice Hall, 2006) Richard Brownlee, Corporate Financial Reporting (Mcgraw-Hill, 2002). Richard Brownlee, Corporate Financial Reporting (Mcgraw-Hill, 2002). achary Coffin and Mike Willis, Corporate Reporting And The Internet ([FEI Research Foundation], 2002). Corporate Reporting. David Crowther, A Social Critique Of Corporate Reporting (Ashgate, 2002). Tim Sutton, Corporate Financial Accounting And Reporting (Prentice Hall, 2006) Tim Sutton, Corporate Financial Accounting And Reporting (Prentice Hall, 2006) George Derek Gordon Hall, Bate's Case And "Lane's" Reports: The Authenticity Of A Seventeenth-Century Legal Text (at 1) Corporate Reporting. George Derek Gordon Hall, Bate's Case And "Lane's" Reports: The Authenticity Of A Seventeenth-Century Legal Text George Derek Gordon Hall, Bate's Case And "Lane's" Reports: The Authenticity Of A Seventeenth-Century Legal Text Tim Sutton, Corporate Financial Accounting And Reporting (Prentice Hall, 2006)

Juvenile Justice Case Management

Introduction When people who have not attained the age of majority commit crimes, they have to face the criminal justice system for justice to prevail. However, their treatment is somewhat different with that of adult offenders considering the age factor and the fact that some of them may not have the mental capability to perceive the gravity of their actions.Advertising We will write a custom essay sample on Juvenile Justice Case Management specifically for you for only $16.05 $11/page Learn More Over the years, there has been a pressing need for justice systems in various jurisdictions to come up with various techniques of case management as a way of offering assistance to the people who have been convicted for various crimes in jails. While people convicted of various crimes are seen as a threat to society and thus the need to seclude them, it is important to remember that there are various issues especially health matters that affect those incarcerat ed. It is this reason that has necessitated the need of adoption of methods to deal with some of the problems that such people face. The focus of this discussion is the case management approach that is applied in juvenile justice. Purpose and Goal of Juvenile Justice Case Management When juveniles are incarcerated or put behind bars for having committed crimes, this whole experience affects them mentally especially due to their tender age. The same also affects adult offenders. The purpose and goal of case management for both juveniles and adult offenders is to ensure that the experience they go through due to incarceration does not later lead to recidivism, mental disorders, or developmental problems (Robert, 2004, p. 76). Various programs have therefore been developed by the justice systems in various jurisdictions with the help of social workers and medical practitioners which focus on the holistic aspect of an individual. Being able to take a juvenile detainee through the crimin al justice system while applying these technique and ensures that they go back to the society unscathed is the challenge and thus responsibility of case management officials. Case Management Models There are two main models of case management. One of the models is strength based and focuses on the strengths and capabilities of a detained juvenile. This model puts much emphasis on those talents which the client has identified on his own and they are nurtured through the service and treatment plan adopted for him. Under this model the manager in charge of implementing the treatment plan on the client is expected to have great regard for the juvenile and that such a person has an inward ability to discover on their own the capabilities and talents that they may have (Grisso, 2005, p.98).Advertising Looking for essay on criminal law? Let's see if we can help you! Get your first paper with 15% OFF Learn More The assertive model on the other hand is more forced on the client where services are delivered aggressively to the client. In this model, the managers in charge will have to go out of their way and seek out the clients so as to link them with offices that provide the treatment services that such a client may require. Necessary Elements for Effective Implementation of the Practice Traditionally, a case manager was viewed as a service broker whose main function was to search and broker for services much needed by his client. However, over time, there have been proposals to change this perception and come up with key elements that would ensure effective implementation of this practice. The include intake which involves creating a good relationship between the manager and the client and helping the client respond positively to the treatment plan. Assessment is another key element which involves a general evaluation of how well the client is responding to the treatment plan. Classification is yet another important element which involves classifying of fenders depending on the crimes committed so as to correctly establish which treatment plan best suits each juvenile offender (Ghezi Loughran, 2005, p.76). Referral is important and it is based on the needs of an individual client. Intervention is also crucial and involves identifying the needs of a client and matching them with the available treatment services. What then follows is monitoring to ensure that clients stick to the treatment programs for which they have been linked to. Evaluation is also important where the manager in charge of a client carries out an assessment to establish whether the client has been receiving the treatment services and whether they have benefited from the program (Krisberg Austin, 1993, p. 543). Advocacy involves recommendations that a manager may provide to help improve a certain treatment program. Solutions to Potential Problems Some of the solutions to challenges faced in implementing this practice would involve change of policies and laws whic h make it easy for case managers and clients to work together as well as make some mediation on behalf of the client. Different programs developed for offenders The various treatment programs available are developed with varying categories of offenders in mind. There are some programs that require that one client is handles by various managers. In such a case, every manager is assigned a role that is specific and different from the roles of other managers (Krisberg, 2005, p. 43).Advertising We will write a custom essay sample on Juvenile Justice Case Management specifically for you for only $16.05 $11/page Learn More Usually, the case managers, having carried out an assessment will determine which program best fits every individual offender. By classifying and developing the various programs, the needs of various young offenders who have mental health issues, history of abuse and drug addiction are met. Role of parents, schools and other specific servic e providers in cross-disciplinary treatment It has always been a challenge for most case managers to ensure continuity of the treatment services provided to offenders (Butts Roman, 2004, p, 56). This is because, once they have been released from custody, it is not always easy to follow up with them and ensure that they stick to the treatment plan. This is where the society at large comes in. Parents, schools and juvenile courts have been playing a contributory role in adding case managers look after these juveniles when they have been released back to the society. Chicago Area Project, New York City’s Mobilisation For Youth and Boston’s Mid-City Project The above named projects were all started with the aim and goals of helping rehabilitating juvenile offenders back into the society by helping them through the various treatment programs that were assigned to each. All these projects were community based in the sense that they came about as a joint venture of the commu nity. Success of the Projects These projects were a success as they helped provide accommodation for juveniles released from incarceration and who are still finding it hard to fit in a society that once condemned them as criminals. Through these projects, a great number of juvenile offenders have been transformed by being encouraged to attend their treatment programs. Conclusion Offenders, both juvenile and adult though they may have committed crimes against crimes must be treated in a way that will help them not go back to the same crimes that they committed once they have been released back to the society and thus the need to come up with case management models. References Butts, J. Roman, J. (2004). Juvenile drug courts and teen substance abuse. New York: The Urban Institute Ghezi, S. Loughran, E. (2005). Balancing juvenile justice. New York: Transaction PublishersAdvertising Looking for essay on criminal law? Let's see if we can help you! Get your first paper with 15% OFF Learn More Grisso, T. (2005). Mental health screening and assessment and juvenile justice. California: Guilford Press Krisberg, B. Austin, J. (1993). Reinventing juvenile justice. London: Sage. Krisberg, B. (2005). Juvenile Justice: Redeeming our Children. London: Sage Robert, A. (2004). Juvenile justice sourcebook: past, present, and future. Michigan: Oxford University Press. This essay on Juvenile Justice Case Management was written and submitted by user Marisol U. to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Cubism and its Artists essays

Cubism and it's Artists essays Cubism was an art movement that developed in the early 20th century. The term cubism acquired its name from the comments made by painter, Henri Matisse and critic Louis Vauxcelles, who described Georges Braque's 1908 work "Houses at L'Estaque" as resembling a bunch of cubes. Cubism has been called one of the most influential and revolutionary movements in art. Cubism was divided into two categories; analytical cubism and synthetic cubism. The cubism movement was developed by a handful of artists, the most popular, of which include Pablo Picasso, Georges Braque, Juan Gris and Fernand Lger. Pablo Picasso was born in Malaga, Spain, in 1881. His father, an art teacher, recognized his sons talent at an early age. When he was only 16, Picasso had his own studio and had already mastered realistic techniques. He did not have much use for school, even though he was attending college. Picasso's personal style began to form from 1901 to 1904. This period was known was his blue period because Picasso often used analogous blue tones in his paintings. As he became more successful he began using less blue and more of a deep pinkish red which is called the rose period. The subjects of Picassos are ranged from dark and depressing to up beat and happy, such as dancers, acrobats, and harlequins. In 1907, Picasso, with the aid of his friends, opened the door to cubism and other future abstract movements. Working with fellow painter, and friend, Georges Braque, Picasso experimented with geometric forms. The painting 'The Three Musicians' finished in 1921 was his major achievement using the cubism technique. Georges Braque was born May 13, 1882, near Paris, France. By 1908, however, Braque had shifted his attention to the paintings of Paul Cezanne, who was reputed to have restored order and discipline to the extremes of artistic expression. Braque's interest in Cezanne's strangely distorted forms and unconventional perspect ...

Time for an Organizational Change Assignment Example | Topics and Well Written Essays - 500 words

Time for an Organizational Change - Assignment Example With globalization taking a toll, organizations are left with no option but work towards achieving market goals and objectives of the market. Change is, therefore, part and parcel of organizational life. This case study will highlight an organizational change in a hospital of using an electrical method of storing records in the hospital and how this method has impacted the working conditions of nurses in the hospital. Prior to the enactment of these changes in the organization, the hospital’s management recorded numerous cases of misplaced files and documents that were of crucial benefit to the hospital. Nurses were also facing a difficult time trying to trace files and documents of various patients, especially the ones who had not frequented the hospital in recent years. When these patients turned up to the hospital, nurses could not easily trace their file and medical history in the hospital. The hospital administrator felt that it would be better to have an electronic method of storing data that would not only assist the nurses in their jobs but also offer the best medical care to their patients. The decision by the administrator connects to other departments of the hospital in many ways. In terms of the hierarchy of needs, this is the best decision that the administrator would have made. There is a dire need to change the hospital’s structure completely for smooth running of activities. On a humanistic point of view, there is a need to enhance the workers of the hospital by exposing them to new skills of recording data (Wolper 2004). Though there may be a need to bring in new employees to the hospital, the administrator has done a great job in steering the hospital towards change. The structure of the organization may change on the basis of new systems being put in place to suit the change. There may be no need for more shelves in the hospital or large cabinets to hold the files. Health and Havering (2002) indicate that there may be confusion for the first few months, but the nurses are likely to adjust to the changes with time.  Ã‚  

Marketing Strategy of Atlas Travel Club Coursework

Marketing Strategy of Atlas Travel Club - Coursework Example The Atlas Travel Club, an incoming tour operator based in London, will be used as a case study in order to meet the objectives of the study: to determine markets, to discover the rational for choosing a marketing strategy, what factors influence marketing strategies, and how to determine the effectiveness of marketing strategies. This study also seeks to prove the hypothesis that "By getting to know the culture, norms, values, and business practices of the emerging market, a company can develop a unique marketing strategy which will help it achieve its goals." Findings indicated that the marketing strategy of Atlas Travel Club is extremely successful. A concluding recommendation was that more time be given for the interviews in order to gather more answers. Respondents should include customers and potential customers. Questionnaires should also be used as they are a good way to avoid "interview effects" whereby an interviewer influences or affects the participant's responses by their presence or method of questioning; something particularly problematic when interviewing members of a corporation who do not want to say anything negative in regards to the company for various reasons. In contrast self-completion questionnaires can be filled out independently of the researcher. It is important that both interviews and questionnaires be employed because disadvantages of using a questionnaire include the lack of an interviewer means interesting responses cannot be followed up and the respondent cannot add their own remarks. Similarly it may not be possible to correctly judge the participant's potential response, and therefore categories may not be exhaustive. It is also recommended that interviews and questionnaires present more questions regarding complaints and negative feedback. It is typical that these questions are limited in order not to get negative answers. Feedback, whether positive or negative, is good as it can be used to determine what needs to remain status quo, what needs to be changed, and how changes can be made. Marketing Strategy 3 Acknowledgements Marketing Strategy 4 Table of Contents 1.0 Introduction.4 1.1 Aims and introduction.7 1.2 Objectives 2.0 Literature Review ..9 2.1 Marketing...12 2.2 Service Marketing..13 2.3 Market Strategies...14 2.4 Computer Mediated Communication.17 2.5 Tourism..20 2.6 Market Segmentation.....21 2.7 Tourist Marketing Strategies..22 2.8 Designing Marketing Strategies.23 2.8.1 Globalization 29 2.8.2 Emerging Markets.30 2.9 Emerging Markets for Atlas Travel Club...30 3.0 Methods 3.1 Primary and Secondary Research 3.2 Secondary Research. 3.3 Primary Research. 3.3.1 Approaches to the research 3.2 Interviews 4.0 Analysis and Discussion of Findings 4.1 Interviews 4.2 Analysis and Discussion of Findings. 5.0 Conclusion5.1 Meeting the Original Aims and Objectives5.2 Problems Encountered5.3 Recommendations5.5 Marketing Strategy5.6 Evaluation5.7 Future

The war for talent Attracting and retaining organisational commitment

The war for talent Attracting and retaining organisational commitment Time has changed the way organisations operate today. Contemporary organisations not only need to compete for reputation and tangible organisational resources, but also need to participate in the war for talent (Bartlett Ghoshal 2002). Bartlett and Ghoshal (2002) described the war for talent as competing for talented and skilled workers by attracting them to work for the organisation as well as retaining their loyalty. Hence, this paper will centre around three human resource management (HRM) strategies, that is, attraction, motivation, and retention. These strategies are important because they help organisations to gain competitive advantage (Bartlett Ghoshal 2002; Global Reporting Initiative 2002; Jensen 2005). Competitive advantage refers to an organisation maximising its strengths as a method to compete in the marketplace (Bartlett Ghoshal 2002) which consists of cost leadership and differentiation in products and services (Global Reporting Initiative 2002). Organisations can win the war for talent and hence increase their competitive advantage by creating and maintaining loyalty within organisations, albeit sometimes requiring considerable investment, effort, and commitment to overcome obstacles. This discussion will demonstrate that HRM performs more than administrative duties and plays a vital role in determining an organisations success. Examples of organisations successes in attracting, motivating, and retaining employees will be illustrated throughout the discussion. This essay concludes with an analysis of the skills HR managers need to become an organisations strategic partner. Attracting staff into an organisation is one of the main HR activities and is usually the first step towards acquiring skilled employees or talent to build competitive advantage (Holland, Sheehan De Cieri 2007). The relationship between employee attraction and organisational factors can be perceived through the workplace attraction model developed by Amundson (2007). In developing his model, Amundson (2007, p. 161) reviewed different approaches and identified ten attractors that appeared to heavily influence workplace attraction; security, location, relationships, recognition, contribution, work fit, flexibility, learning, responsibility, and innovation. Amundson (2007) drew meaning of attractors from Bright and Pryors (2005) chaos theory of careers whereby career behaviour needs are mostly understood in relation to uncertainty, adaptability, possibility, ongoing change, and predictability (p. 156). Amundson (2007) also espoused that the impact of each attractor differs for everyone and can change with time. In addition, there are basic guides that encourage behaviour on one hand and limits on the other (Bright Pryor 2005). Consequently, it is important for organisations to actively motivate and retain employees once they become part of the organisation since attracting factors vary according to individuals needs, desires, and circumstances. Kimberly-Clark runs on the values of care and innovation from its brands to the way it treats its employees, customers, community, and the environment (Kimberly-Clark Worldwide 2009). This is demonstrated with its Employee Participation Program in which it enables and supports the contributions of employees to any cause or community organisation of their choice (Kimberly-Clark Worldwide 2009). For example, all employees are allowed to take a paid working day off in a year to volunteer at the charity of their choice (Kimberly-Clark Worldwide 2009). Furthermore, the employees contributions are acknowledged with an award (Kimberly-Clark Worldwide 2009). Kimberly-Clark also emphasises its dedication towards employee training and development, as well as safety and wellbeing. This commitment has led to the reduction of reported injuries by 30 per cent in 2008 (Kimberly-Clark Worldwide 2009). Overall, it appears that Kimberly-Clark corresponds to Amundsons (2007) attractors which would in t urn invite skilled workers to be part of the organisation. Kimberly-Clarks motto of care would also attract people who hold the same values and consequently, be motivated to strengthen and maintain its reputation as a company that cares. Accordingly, organisations can win the war for talent with investment, effort, and commitment and thus, increase its competitive advantage. In order to gain competitive advantage, organisations need to attract intellectual capital to ensure sustainability (Earle 2003). Sustainability refers to the capacity for organisations to survive and be successful in a dynamic and competitive environment (Global Reporting Initiative 2002). It also includes policies and practices of attracting, motivating, and retaining employees (Earle 2003; Global Reporting Initiative 2002; Holland, Sheehan De Cieri 2007). Sustainability is significant as people are unique. They create growth in the organisation by bringing distinctive knowledge, skills, and experience into the organisation (Amundson 2007; Harell Daim 2010; Ramlall 2004) which further contributes to organisational value and enhanced performance. To illustrate the argument above, St. George Bank, as part of the members of Australias leading Retail and Business Banking brands (St. George Bank n.d.) has proved its sustainability by winning numerous awards and recognition, including participating in the 2008 Family Friendly Employer of Choice program to appreciate family friendly practices and diversity; as well as being the winner of the Australian HR Awards 2007 Employer of Choice (St. George Bank n.d.). These awards also resemble Amundsons (2007) relationships, recognition, and contribution attractors which could then serve as an encouragement for people to work at St. George Bank. Furthermore, these attractors have the ability to create and maintain loyalty towards the bank. Organisations are required to actively seek talented employees due to the challenge of globalisation. This is because in order to survive, more markets are internationalised to compete both locally and internationally (De Cieri et al. 2008; Jorgensen Taylor 2008; Ma Trigo 2008). Besides this, multinational enterprises face the challenge of managing the global workforce mobility due to the international assignments of its employees (De Cieri et al. 2008), which usually involves a significant amount of investment (Dowling, Festing Allen D. Engle 2008). Subsequently, the result of having an increased global human capital movement increases competition for skilled employees (Earle 2003; Jorgensen Taylor 2008; Ramlall 2004). Therefore, there is a need for organisations to actively implement strategies to attract and retain skilled employees. Organisations are also competing to attract skilled employees because of critical skill shortages (Amundson 2007; Holland, Sheehan Cieri 2006; Holland, Sheehan De Cieri 2007; Hunt Rasmussen 2007; Jorgensen Taylor 2008; Ma Trigo 2008). Skill shortages are intensified due to an increase in the ageing population, which is characterised by increased longevity and lower birth rates (Australian Bureau Of Statistics 2007; De Cieri et al. 2008; Jorgensen Taylor 2008; Office for an ageing Australia 2001). Hence, the issue of skill shortages becomes more prominent as the ageing population retire (Ruch 2000). Subsequently, organisations that also attempt to attract the ageing population indirectly create a diverse workforce (Erickson 2010; Jorgensen Taylor 2008). As a result, organisations can win the war for talent as numerous research suggests that diversity within organisations leads to competitive advantage (e.g., Henry Evans 2007; Kochan et al. 2003; Riach 2009). This is because di fferent groups bring different knowledge and experience into the organisation, which consecutively creates richer intellectual resources. Three complementary employee retention models are briefly mentioned. The first is the matching model; a form of employee selection approach where both the company and applicant tries to mirror the requirements, interests, and principles of the other (March Simon 1958, cited in Samson Daft 2005). Second is the goodness-of-fit model that concurrently considers individual and contextual factors (Latham Pinder 2005). Finally, the career decision-making model considers internal and external factors that impact upon peoples career decisions (Parsons 1909, cited in Hartung Blustein 2002). These models also complement Amundsons (2007) attraction model that was previously discussed. Consequently, it is advantageous that organisations recognise individuals appealing factors so that HRM can devise attracting strategies and policies to invite and maintain talent in the workplace. Organisations need to proactively retain its employees to prevent voluntary turnover because significant expenses are associated with its loss (Equal Opportunity for Women in the Workplace Agency n.d.; Garger 1999). The Diversity Dividend (2002, cited in Equal Opportunity for Women in the Workplace Agency n.d.) reported that each employees departure costs organisations between 90 and 2000 per cent of an employees yearly salary. Moreover, recruiting and retraining new employees costs money and time (Brundage Koziel 2010; Equal Opportunity for Women in the Workplace Agency n.d.; Peterson 2005). Furthermore, losing talent equates to losing knowledge since employees have unique talent (Amundson 2007; Equal Opportunity for Women in the Workplace Agency n.d.; Ramlall 2004), as previously discussed. Additionally, company targets are not achieved (Equal Opportunity for Women in the Workplace Agency n.d.; Garger 1999), the remaining employees productivity and morale are affected (Equal Oppor tunity for Women in the Workplace Agency n.d.; Garger 1999; Hunt Rasmussen 2007), and the organisations reputation might be jeopardised (Garger 1999). Wal-Mart has successfully demonstrated effective retention strategies through its beliefs of getting, keeping, and growing good people, amongst other HR strategies (Peterson 2005). Value is placed upon knowing a person during the recruiting process so that the applicant and organisation can determine a match of needs, interests, and values. This corresponds to the matching model (March Simon 1958, cited in Samson Daft 2005) and goodness-of-fit model (Latham Pinder 2005). Managers are involved in the orientation programs so that a good working relationship is built (Garger 1999; Peterson 2005). Successively, employees can feel connected towards the organisation and feel secure in voicing out grievances (Peterson 2005). Besides that, clarification of goals and paths within the organisation are established from the beginning (Garger 1999; Peterson 2005). Furthermore, strong leadership is emphasised in Wal-Mart since leaders become a role model for the employees (Garger 1999; Peterson 2005). With these, Wal-Mart has illustrated organisational commitment towards its employees, and is likewise rewarded with loyalty from its staff. While there are various strategies available for organisations to improve employee motivation, it is valuable for HR managers to ground them from motivation theories so that they can be more efficient (Ramlall 2004). Since numerous motivation theories can be applied to employee attraction and retention; and since theories of attraction, motivation, and retention complement each other in winning the war for talent, this essay will mention a synthesised model; Jeffries and Huntes (2004) extension of Lockes motivational sequence (1991). This is because the model connects key motivation theories into a successive structure to illustrate individuals motivational drivers (1991, cited in Jeffries Hunte 2004). Amongst the theories included are Maslows (1970) Hierarchy of Needs to represent the antecedents of values and desires (Locke 1991, cited in Jeffries Hunte 2004); Adams (1963) Equity Theory to illustrate individuals value-driven choices and actions (Locke 1991, cited in Jeffries Hun te 2004); Banduras (1986) Social Cognitive Theory that states performance is determined by direct, immediate purposes and a sense of efficiency (Locke 1991, cited in Jeffries Hunte 2004); and Hackman and Oldhams (1980) Job Characteristics Theory where work performance determines job satisfaction (Locke 1991, cited in Jeffries Hunte 2004). Jeffries and Hunte (2004) introduced the role of intermediaries in which appropriate interventions can have influential factors on individuals. A synthesised motivational model is also relevant because organisations usually use more than one approach in motivating and retaining employees (e.g., Wal-Mart, in Peterson 2005), although they may not be grounded on theory (Ramlall 2004). Additionally, researchers have warned of the dangers for managers to generalise a theory because this could jeopardise their employees motivation aside from their career (Harell Daim 2010). As mentioned earlier, one of the consequences of staff turnover is the loss of motivation and productivity amongst the remaining employees (Equal Opportunity for Women in the Workplace Agency n.d.; Garger 1999; Hunt Rasmussen 2007). In addition, overall productivity decreases with the use of new, inexperienced staff (Smith et al. 2004). Therefore, motivating employees could prevent or at least reduce turnover intention (Ma Trigo 2008) and simultaneously improve productivity (Hunt Rasmussen 2007). In turn, organisations can prevent major expenses related to innovation, production, and quality (Harell Daim 2010) and create a high-performance workforce (Jensen 2005). A classical strategy to attract, motivate, and retain talent is by offering financial rewards, such as high wages and profit sharing (e.g., Ma Trigo 2008; Ramlall 2004; Smith et al. 2004). Besides that, some organisations also practice salary increments whereby wage increases according to tenure (Ramlall 2004; Smith et al. 2004). An extensive study conducted by Chew and Girardi (2008) particularly draws attention to the suggestion that wage is one of three strategic methods of motivating and retaining employees. The researchers believe that financial rewards are one of the most important factors that lead to organisational commitment, which subsequently, results in retention (Chew Girardi 2008). Other forms of financial incentives include loyalty bonuses (Smith et al. 2004) and performance-based bonuses that is determined by the employees financial objectives and individual accomplishments, as well as the organisations performance (Bartlett Ghoshal 2002; Brundage Koziel 2010; Gullickson Gunn 2003; Smith et al. 2004; Ma Trigo 2008). Thorough investigations conducted revealed that these strategies aid employee motivation because they are regarded as the managements form of recognition and appreciation (Chew Girardi 2008; Harell Daim 2010). Thus, organisations can succeed in motivating and retaining employees, although it involves great financial investments. While financial rewards seem to be an evident strategy of attracting, motivating, and retaining talent, the use of non-financial rewards succeed equally well. Organisations can recognise employees efforts by honouring them with reputation and awards (Hunt Rasmussen 2007), such as commonly practiced in the advertising field (Medcalf 2008) and as demonstrated by Kimberly-Clark. Therefore, as Adams (1963) Equity Theory suggests, when employees feel that their management recognises their efforts, they would feel more motivated and hence remain in the organisation. Financial and non-financial rewards can also be associated together such as during an awards-giving ceremony. Aside from those, organisations can attract, motivate, and retain employees with the use of perks such as employment benefit packages (e.g., car, phone, insurance, and holidays) and the physical environment (Earle 2003). Earle (2003) noted that organisations that usually gain recognition in Fortune Magazines 100 Best Companies to work for (p. 252) are the ones that offers perks to improve employees quality of life. She noted that the top ten listed companies offered practical facilities, such as health-related and family friendly amenities. Therefore, while organisations can win the war for talent by investing in various tangible and non-tangible perks, investing in perks that directly improves employees well-being is more effective. Moreover, when an individuals well-being is increased, turnover due to poor health is likely to decrease (Jorgensen Taylor 2008). Organisations that strive to create a corporate identity are often well rewarded with talented employees (Earle 2003; Hunt Rasmussen 2007). This is because the brand or reputation of the organisation tends to reflect employees sense of identity (Earle 2003). Successively, organisations can work towards achieving the title Employer of Choice that further attracts, motivates, and retains employees (Ruch 2000). Kimberly-Clark has won the Federal Governments Equal Opportunity for Women in the Workplace Agency (EOWA)s Employer of Choice for Women award several times (Kimberly-Clark Worldwide 2009). It is necessary for organisations to fulfil stringent criteria in order to receive this recognition (Kimberly-Clark Worldwide 2009). Kimberly-Clark was recognised because it offered mothers paid maternity leave and flexibility in arranging work (Kimberly-Clark Worldwide 2009). For instance, they could work from home or work on a part-time schedule (Kimberly-Clark Worldwide 2009). Flexible work arrangements are significant especially for females who may be caring for others or want to coincide work with school hours (Wrekin Council 1997, cited in Smith et al. 2004). Additionally, flexible working arrangements can draw females into employment (Earle 2003; Wrekin Council 1997, cited in Smith et al. 2004) while retaining valuable employees (Earle 2003). As demonstrated, flexible work arrangements appear to be an important factor in attracting, motivating, and retaining employees. Recent research suggests that employees prefer flexibility (Jorgensen Taylor 2008) because it can contribute to work-life balance (Earle 2003; Hunt Rasmussen 2007; Holland, Sheehan De Cieri 2007). Furthermore, this practice promotes the retention and re-engagement of the more experienced, older workers (Holland, Sheehan De Cieri 2007). Earle (2003) noted that Baby Boomers who are offered more flexibility and autonomy to balance their professional and private lives are more open to work in a different and possibly, less comfortable environment. Consequently, as diversity, knowledge, and experience are maintained, organisations can win the war for talent and increase its competitive advantage. Organisations can also provide other variations of flexibility and work-life balance such as flexi time, job sharing, unpaid leave, and the ability to telecommute (Earle 2003). Earle (2003) notes that there are people who highly value the ability to control their own work schedule. Therefore, they would determine their own work datelines or even only work on certain days (Earle 2003). She also notes that some employees prefer to telecommute because it is more convenient and they can save on travelling time (Earle 2003). Thus, organisations can win the war for talent by attracting skilled workers who may happen to live a distance away or find travelling difficult. Meanwhile, these strategies can motivate and retain existing employees because there is less organisational pressure and demand. Organisations can increase its competitive advantage by being familiar with generational differences because their formative years shape much of their values, needs, and expectations (Earle 2003; Erickson 2010). Nevertheless, each generation would also require different needs and wants according to their stages of life (Earle 2003). This reflects Amundsons (2007) attraction theory, Bright and Pryors (2005) chaos theory of careers, as well as Jeffries and Huntes (2004) extension of Lockes motivational sequence (1991). Therefore, different attractors and motivators apply when recruiting, motivating, and retaining them (Jeffries Hunte 2004; Lancaster Stillman 2002, cited in Jorgensen Taylor 2008). It is useful for HR managers to consider that they are also hiring attitudes besides expertise (Ruch 2000). It is documented that Baby Boomers generally favour a stable and peaceful working environment (Earle 2003), appreciate longer time lines to complete the assignment, prefer to be involved in consensus building, and participate in management activities (Jeffries Hunte 2004). Nevertheless, they are willing to endure less than optimal conditions if they are highly compensated and are provided with good health plans (Earle 2003). Besides that, organisations could make necessary adjustments and involve Baby Boomers in management. These benefits the organisations since older workers tend to have more knowledge, skills, and experience, and are aware of the organisations goals and processes (Earle 2003). While Baby Boomers tend to be loyal towards their employer (Earle 2003; Jeffries Hunte 2004), adjusting to their needs further strengthens their commitment. On the other hand, Generation X are comfortable with ongoing changes surrounding their job and environment (Earle 2003). They prefer to work in empowered teams, but will only put in as much effort to what is appreciated by the organisation (Earle 2003; Ruch 2000). This corresponds to Adams (1963) Equity Theory. In addition, Generation X places a lot of emphasis on work-life balance (Earle 2003; Jeffries Hunte 2004; Ruch 2000). Therefore, flexibility and recognition plays an even bigger role in attracting, motivating, and retaining them (Earle 2003; Ruch 2000). In fact, they are willing to receive lower wages in exchange for flexible work arrangements (Earle 2003). Therefore, in order to gain competitive advantage, organisations need to adapt to the working styles of Generation X as the older generation retires (Ruch 2000). Finally, Generation Y are more ethically diverse (Howe Strauss 2000, cited in Jeffries Hunte 2004). Consequently, they tend to be more selective with their work places and are more apt to leave the organisation if they perceive it as meaningless (Earle 2003). They value factors such as training and development, recognition, innovation, relations, consistent and timely feedback, and a positive working environment (Earle 2003; Jeffries Hunte 2004). Generation Y also welcomes new challenges in their work (Earle 2003). Hence, in order to attract, motivate, and retain Generation Y, organisations need to invest a considerable amount of time, effort, and commitment to comply to the factors above as well as to establish their company image as one that is worth working for. A good example of this is Kimberly-Clark, which this essay has illustrated several times. Moreover, Generation Y grew up in a time of technology advancement (Jeffries Hunte 2004) which enables anyone to research a part icular employer at any given time. Henceforth, upon winning the war for Generation Y talent, organisations can increase its competitive advantage since Generation Y will create the bulk of the workforce in the near future (Earle 2003). This essay has discussed some strategies organisations can implement to attract, motivate, and retain skilled workers. Organisations can be successful in winning the war for talent through the role of its HRM to devise strategies that will contribute to employee satisfaction (Jeffries Hunte 2004). Nonetheless, in order to achieve this, organisations need to regard HR managers as strategic partners (De Cieri et al. 2008). This is because employees are less likely to resign if the management system is good (Ma Trigo 2008). Consecutively, an increase in job satisfaction will lead to an increase in affective commitment and hence, more success in talent retention (Ma Trigo 2008). Despite HRMs recognition of the importance of attracting, motivating, and retaining skilled employees, many fail to focus on these, focusing instead on administrative tasks (Jensen 2005). Furthermore, whilst HR managers may recognise the different strategies available to win the war for talent, it is futile if they are not utilised appropriately. One way of overcoming this is by using information technology (IT; Jensen 2005). For example, Delaware Investments outsources administrative work via technology to alleviate administrative time in order to focus on strategic human resource management (SHRM; Jensen 2005). Besides that, to maintain employee relations, Delaware Investments uses IT to help deliver messages efficiently and in a timely manner, especially those that would have a big impact on employees such as major organisational changes (Jensen 2005). Effective SHRM needs to be based on research, theoretical models, and information received from exit interviews (Garger 1999). It also needs to begin from the stages of selection and orientation so that organisations can determine the right people to hire (Garger 1999). Wal-Mart (Peterson 2005) demonstrated this with the practice of getting to know applicants before hiring. As cited, this relates to the matching model (March Simon 1958, cited in Samson Daft 2005) and goodness-of-fit model (Latham Pinder 2005). It is important for organisations to provide offers and values that are consistent with their advertisements during recruitment. Otherwise, motivating and retaining talent will be more challenging, if not failed, because the employees would leave for other organisations that provide better compensation and matching principles (Terjesen Frey 2008). This reflects Parsons (1909, cited in Hartung Blustein 2002) career-decision making model. Another method of achieving SHRM is by tailoring strategies according to the factors that each generation favours more, such as training and development, motivational factors, and compensation. For example, Generations X and Y appreciate constant feedback and evaluation (Earle 2003; Jeffries Hunte 2004). Therefore, a strategic method to motivate and retain them would be to develop a comprehensive learning and development module that fulfils their learning goals (Earle 2003; Jeffries Hunte 2004). Nonetheless, Jeffries and Hunte (2004) noted the irony that the additional skills would prepare the employees to leave the organisation for a different one. Therefore, an approach to overcome this effect is by developing a personal retention plan for individual employees such as flexible work arrangements, as discussed earlier, as well as developing goals surrounding approaching organisational opportunities (such as Wal-Mart). Targeted retention policies that are relevant include setting ma nageable jobs and expectations, providing career management, promoting good communication within the organisation, offering flexibility to achieve work-life balance, stating clear goals, and mentoring (Ruch 2000). In addition, since Generations X and Y seek challenges and prefer to work in teams (Earle 2003; Jeffries Hunte 2004), management could develop projects which requires an amalgamation of knowledge, skills, and experience of the generations. Organisations that maximises its employees resources tend to achieve competitive advantage (Jeffries Hunte 2004). An exemplary organisation previously cited is again, Kimberly-Clark. It is also worth noting that Kimberly-Clark has a dedicated HR team that works towards informing organisational strategy (Kimberly-Clark Worldwide 2009). This essay acknowledges Jeffries and Huntes (2004) extension of Lockes motivational sequence (1991) because the model connects key motivation theories into a successive structure to illustrate individuals motivational drivers (1991, cited in Jeffries Hunte 2004). In addition, the authors considered generational differences as one of the intermediaries that can influence interventions (Jeffries Hunte 2004). Thus, HRM can carefully formulate attracting, motivating, and retaining strategies following this synthesis. For example, HRM needs to consider the provision of recognition and health-related benefits to Baby Boomers (Jeffries Hunte 2004) while focusing more on learning and development for Generations X and Y (Jeffries Hunte 2004). Besides being highly proficient in the business strategy and being able to lead, HR managers need to be skilled in networking to obtain and share knowledge in order to be an efficient strategic partner in the organisation (Bartlett Ghoshal 2002). Thus, HR executives need to be able to communicate with the employees and be on the same wavelength in order to meet the employees needs (Harell Daim 2010). Subsequently, it is imperative that HR executives follow up on the feedback in a timely manner (Harell Daim 2010) to prevent the loss of employee confidence in the organisation. Additionally, HR managers need to understand that a wide combination of strategies is involved when attracting, motivating, and retaining talent. It is insufficient to only utilise a few convenient strategies and anticipate employee retention. It is also vital that HR managers regard employees as partners of the organisation and compensate them alike other stakeholders (Bartlett Ghoshal 2002). Smith et al. (2004) documented two transnational Japanese manufacturing plants in Britain that consistently experienced high employee turnover. They attributed this to company paternalism while acknowledging its HRMs role in minimising production disruption. Nevertheless, the strategies only focused on wage, careful employee selection, and job routinisation (Smith et al. 2004). Therefore, motivating and retaining employees greatly depends on the factors that employees value, as well as the organisations response to them (Dolea, Stormont Braichet 2010). Furthermore, HR managers need to understand that financial incentives programmes alone are not the basis of attracting, motivating, and retaining employees since employees who were initially drawn by an offer that pays well will usually leave for a different organisation that pays better (Bartlett Ghoshal 2002). It is important that HR managers understand this phenomena because it is common for policy-makers to use finance as an immediate boost when faced with a lack of human capital (Dolea, Stormont Braichet 2010). Clearly, competitive challenges like globalisation and skill shortages have contributed to a spirited war for talent. Adding to these is the challenge of satisfying the demands of different generations. Various literatures have documented the trend that parallels the views presented by Bartlett and Ghoshal (2002). This essay has explored strategies that HRM can adopt to attract, motivate, and retain talent in order to gain competitive advantage. Nonetheless, there is recognition that some strategies would require considerable investment, effort, and commitment to surmount the competitive challenges. This essay has also highlighted that HRM is an integral part to an organisations success. A review of selected models has been presented to guide organisational strategic planning to win the war for talent. In addition, this essay has identified several organisations accomplishments in attracting, motivating, and retaining skilled workers. Finally, this essay indicated the competencies HR executives require to become an organisations strategic partner. This essay closes with a reiteration that organisations can create and maintain commitment.

The Communist Manifesto Essay -- Reaction Paper

The Communist Manifesto   Ã‚  Ã‚  Ã‚  Ã‚  The communist Manifesto is the author’s way of interpreting the goals of Communism, as well as the theory underlying this movement. Two major points of the manifesto explain how class relationships are defined by an era’s means of production. Also, the manifesto incorporates how class struggles, or exploitation of one class by another, are motivating force behind all historical developments. If those two points are not followed then a revolution occurs and a new class emerges as the ruling one. This outcome represents the ‘march of history’ which is driven by economic variables. The Manifesto argues that this development is inevitable, and the capitalism is inherently unstable. Elimination of social classes cannot come about through reforms or changes in g...

Diabetes for Indigenous Australians

A Holistic approach is fundamental in the aspect of Health and Wellness, not just for a sound mind but also for a fit body. As such, the endeavor to a better living is not without it’s faults. Australians struggle everyday to attain that continuum with programs and activities that better enable them to meet their goals, and one of those issues are Diabetes, for which part most are Type 2. It is a potentially preventable disease we’re the core causes of it are usually inadequate physical activity and poor dietary management.Over the years there have been programs that help aid the fight with this illness, and in that time there is still much to learn about it. On how it affects people based on their differences, how the culture may or may not hinder the prospect of growth and development, the well being of Australians, more so the Indigenous Australians as they are more susceptible to encounter this illness in their lifetime. Also further knowledge would enable to facili tate further understanding of the disease and in doing so, would aid in the plight for wellness.According to World Health Organization, Diabetes is a chronic disease, that occurs when a person’s pancreas does not produce enough insulin, or when the body cannot effectively use the insulin it produce thus leading to an increase in concentration of glucose in the blood (WHO 2013), There are 2 main types, Type 1 Diabetes, which usually occurs from a younger population-childhood or young adulthood, it’s when the pancreas no longer produces the insulin needed.On the other hand, Type 2 Diabetes, are the ones that stem from older generations, usually adults over the age of 45 though reports have shown it occurring at a younger age, that are usually aggravated by poor dietary management and lack of physical activity, it occurs when the pancreas is not producing adequate insulin and the insulin is not working effectively as it is suppose to. For Indigenous and Non-Indigenous Aus tralians most population suffer from Type II Diabetes, it is one of the leading cause of death and approximately 3. million Australians have been diagnosed with this disease (Australian Diabetes Council 2012), the highest of which are Indigenous Australian which are around 3 times more likely to have it, thus the impact of diabetes in the lives of people often cycle with their living issues, as poverty hinders growth and understanding and likewise their means of coping with the disease are reflected with reports of anxiety, stress or sometimes depression, or sometimes even death.The first case of diabetes recorded among Indigenous people was in Adelaide in 1923; in the past Indigenous people were healthy and did not suffer from this illness. But in the 1960s there was a study found that showed the correlation of attaining diabetes to the development of the â€Å"westernized lifestyle†. Since then Type 2 Diabetes has been accredited as a critical importance in the health dilem mas for the First People across Australia.Following that subsequent studies have found that an ever more input should be placed upon the aspect on how to proceed in terms of, how to deal with the situation at hand and improve the care provided based on that foundation. According to HealthInfonet (2007) the prevalence of this disease are among Indigenous people come from surveys conducted by the Australian Bureau of Statistics (ABS), the more recent was done on 2004-2005 by the National Aboriginal and Torres Strait Islander Health Survey (NSTSIHS).In the report it shows that 6% of Indigenous people who participated have Diabetes or shows signs of a high amount of sugar levels, these problems were frequently reported by Indigenous people who inhabit rural areas 9%, than those living in non-remote areas 5%. The least affected group is the young people while as they grow older the numbers of cases increase exponentially. There are several factors that agitate diabetes but for the most p art it is obesity that aggravates it.Primarily type II diabetes is a preventable disease, by just a change of how and what you consume a day and also proper weight management through regular exercise. But what happens is that because of the previous history that transpired between the Indigenous Australians and the Non-Indigenous Australians they have this wall of animosity that had gone through the colonization and has hindered the information to be given and accepted through distrust, racism and other dilapidating factors (Australian Indigenous HealthInfonet 2007).Indigenous people, some that are in a state of poverty, opted for thrifty and cheaper alternative to their diet that was introduced by commercialized industries. This in turn, without knowingly, had a decline in their concept of what the proper nutrients that are needed for physiological equilibrium and has hindered their health dramatically over the years because of instability whether it is financially, socially or eco nomically (Thackrah and Scott 2011), leading to an nmanaged weight and lack of knowledge or understanding that increases rate of mortality that is likewise preventableThe perspective of the Indigenous people livelihood from a socioeconomic aspect, are reflected by low income due to lack of better jobs that is the cause of low leveled education, and in turn a decline of understanding leading to the hesitance to access health service which are sometimes provided. These factors aid in the inability of these people to access of a higher status of health and also their inability to partake in improvement that would be beneficial to them (Willis, Reynolds and Keleher 2012).Within those factors education provides a vital role in the stance with improvement or oneself and others. As an increase in knowledge and understanding, the environmental barriers may be tossed for improvement. Also it goes without saying that the health worker, or individuals that are faced with the prospect of aiding the Indigenous people should have an understanding on the management and treatment of each people to better enable certain programs to facilitate lifestyle improvement.The Diabetes management and care program is a recognized project by the government of Western Australia in Kimberly, it is manage by Indigenous communities and their aim is to arrest the rising incidence of Type II Diabetes by working with the people in developing own health plan that lets them sustain and manage it themselves.They also promote the improvement of health to residents by incorporating the prevention, management, treatment and care for people suffering Diabetes, also they promote lifestyle changes for a healthier community. http://www. who. int/topics/diabetes_mellitus/en/ http://www. healthinfonet. ecu. edu. au/chronic-conditions/diabetes/reviews/our-review http://www. australiandiabetescouncil. com/Home http://www. australiandiabetescouncil. com/About-Diabetes/Diabetes-Facts http://www. ealthinfonet. ecu. edu. au/key-resources/programs-projects? pid=802 http://www. caritas. org. au/learn/countries/australia http://www. kwinana. wa. gov. au/Documents/Publications/Healthy-Lifestyles-Plan. aspx http://www. healthinfonet. ecu. edu. au/key-resources/programs-projects? pid=345 http://eview. anu. edu. au/cross-sections/vol6/pdf/ch05. pdf http://www. diabetesaustralia. com. au/Documents/DA/What's%20New/12. 03. 14%20Diabetes%20management%20booklet%20FINAL. pdf References;