The Ethics And Code Of Workplace Practices - 1683 Words

INTRODUCTION In the business world ,fiscal command frequently triumph over the values, the values of social responsibility and ethical behavior as corporations endeavor to relieve costs and reduce contingencies in future ,nowhere is that drive for certainty and cost reduction is more enthralling then in the corporate supply chain, the global market place demands that supply chains be fleet-footed and scatter ,an efficient supply chain is responsible for changing the organization priorities by keeping the cost of the company intact and giving company the room for growth and increase productivity ( Attaran,attaran,2007) Sustainable development is a vehicle to permute many and varied corporate and institutional interest whilst giving impression of adherence to and observation of environmentally sound principles (David and Santillo 2007) BACKGROUND Nikes company issues was transparent ,perceive and concise ,Nike came under severe criticism from media over the ethics and code of workplace practices ,this includes problems of child labors ,workmen ship unethical practices ,unsafe working conditions ,wage rate ,excessive overtime restrictions on organization and environmental impacts ,watching its reputation sullied by stories of abuse Nike began to see its profit dip and was forced to lay off workers . Nike faced with significant earning losses, Phil knight Nike chief executive officer and founder on May 1998 speech to national press club admitted that the Nike productShow MoreRelatedEthic Situation in the Workplace: The ACAS 2009 Code of Practice 1804 Words   |  8 Pageswith the purpose of helping claimants avoid going to the ET , through promoting the settlements of disputes in a confidential, fast and cost-effective way. The ACAS 2009 Code of Practice 1 on DGP was designed to help employers, employees and their representatives deal with disciplinary and grievance situations in the workplace However should Elodie still decide to take her dispute to the ET she would need to be identified as a employee. The ERA defines an employee as being someone who hasRead MoreEthical Ethics Of An Ethical Corporation Is Not An Oxymoron1645 Words   |  7 Pagestowards ethics in today’s workplace is an important issue; recent headlines show consequences of unethical behavior on both companies and employees. Contained within the basic code of ethics in the workplace are words like, trustworthiness, respect, responsibility, fairness, (Chatov, 1980). Consider questions like, is it ethical to take office supplies from work for home use, or is it ethical to use company time for personal business? What is ethical behavior? The meaning of a code ethics in theRead MoreUnethical Behavior And Ethical Behavior1519 Words   |  7 Pagesand the behaviours that are permitted within it has is own code that can be translated through many professions. Unethical behaviours can destroy a workplace, from executives of companies embezzling money from the company for their own personal gain or an associate falsifying official documents in order to make a company seem more profitable, the break in morality can have a great impact on the corporation. By having a strict code of ethics implemented within the work environment, a company is moreRead MoreSocial Responsibility And Ethics Of An Organization Essay1265 Words   |  6 PagesSocial Responsibility and Ethics Social responsibility and ethics are a part of the rules and regulations that an organization must comply with in order to meet the moral standards. It is best to observe the standards of ethic and social responsibility in any type of management. An organization normally has policies already put in place that both the employee and proprietor has to follow. There is a procedure that is laid out from step one to the final step that will keep all involve safeRead MorePros And Cons Of Having A Professional Code Of Ethics1683 Words   |  7 PagesPros and Cons of Having a Professional Code of Ethics Introduction A professional code of ethics acts as a guide concerning ethical conduct in a given profession. However, over time, it has been termed as an impediment to intellectual and moral developments. This way or another, there are advantages as well as disadvantages that emanate from applying the professional code of ethics depending on the context of practices. For this reason, this paper discusses both sides: positive and negative effectsRead MoreCode Of Ethics And Ethics912 Words   |  4 Pagesessential for the organization to have a strong code of ethics to ensure all employees understand the ethical expectations of the organization. The code acts as a guide for employees to ensure they apply ethical decision making in the workplace. As the manager you will play an essential role in disseminating this information to employees as well as ensuring they are in compliance with the code. Employees must understand the consequences of failing to uphold the code and the importance of reportin g ethicalRead MoreThe Implications Of Business Ethics For Human Resource Management1457 Words   |  6 Pagesbusiness ethics for human resource management? Explain the potential role(s) of human resource managers in the ethical conduct of business. Provide examples where appropriate. Essay The concept of business ethics is gaining more and more attention from many different organisations. Business ethics relate to the ethical judgments of what is right and wrong in an organisation (Sparks et al. 2010, p.2). Human resource management in particular, demonstrates the implications of business ethics throughRead MoreWorkplace Ethical Dilemma Essay1301 Words   |  6 Pages+ Workplace Ethical Dilemma Tanya W. Cooper BSHS/332 Professional, Ethical and Legal Issues in Human Services April 16, 2012 Kathleen Roberts Everyday individuals are faced with issues associated with ethical dilemmas. Ethical dilemmas involve an individual’s behavior toward a moral standard, which may have been established from previous generations and passed along. In upholding the standards taught individual may be forced to take a particular action involving a decision when a behaviorRead MoreThe Nursing Code Of Ethics895 Words   |  4 Pagesmore than just a particular degree from some type of post-secondary education program. Typically, all careers have a specific code and level of ethics which are incorporated into the daily responsibilities one is expected to perform in their chosen field. For the basis of this paper, I have chosen to write about the nursing code of ethics. Nursing has a professional code along with the level/employee behavior usually being currently attainable, which means that the behavior expected is normally exhibitedRead MoreBusiness Ethics and Social Responsibility Essay1471 Words   |  6 PagesEthics in the workplace help the organization to grow and prosper. They bring about leadership, work culture and literacy. Ethic are beliefs about what’s right or wrong and good or bad based on individual’s values and morals, plus a behavior social context. Ethical behavior conforms to individual beliefs and social norms about what’s right and good. Unethical behavior conforms to individual beliefs and social norms about what’s wrong or bad. Business ethics refers to ethical or unethical behavior

Essay about The Success of the Massachusetts Bay Colony

In the 1600’s, two colonies were establishing themselves on the east coast of North America. In 1607, a group of merchants, known as the Virginia Company, settled at Jamestown, Virginia on the Chesapeake Bay (Divine, 72); while Puritan leader John Winthrop, stationed himself and his followers at Massachusetts Bay in 1630. (Divine, 90) Although both settlements started off relatively the same, the greater success of one over the other has caused continuous debates between many, including the descendants of these early Americans. Some might argue that the Virginia Colony was more successful than the Massachusetts Bay Colony because of the Virginia colonists’ motivation and interest in profit (Divine, 76). However, when efforts for income†¦show more content†¦The Virginia colonists on the other hand, were unable to achieve this sense of community, as a result of the high mortality rate in the colony. Many complications arose among the people because of this. For example, since the ratio between men and women was three to one, many spouses, especially wo men, often remarried with children after one of the spouses died. These situations created complex families, and hostility among its members (Divine, 81). However, because of the constant amount of fatalities in the colonies, immigrants were continuously sent, making them the large majority of the population (Divine, 84). This made creating a community in the Chesapeake Bay Colony almost impossible because of the uncertainty the people had about one another. And because this chain of events continued, the attempt of composing a society became a seemingly hopeless endeavor among colonists of Virginia. Within the colony of Massachusetts, religion played an important role in shaping the community’s people and interests. The reason for the Puritans move to North America was to escape the convictions the Christians of England were placing on them (Divine, 89). Winthrop and his followers believed that in this new land they must create a place where they could come together as a people and build the perfect religious society (Divine, 90). In a speech about his vision for the land, John Winthrop said, â€Å"We must delight in eachShow MoreRelatedEssay on Jamestown Vs. New England Colony1272 Words   |  6 PagesJamestown and the Massachusetts Bay Colony had many similarities and differences. Many of these differences were due to their physical location and climatic conditions. The success of both colonies can be contributed to strong leadership and the characteristics of the personalities of the settlers that inhabited each settlement. Many of the early problems in both settl ements can be contributed to a lack of knowledge on the parts of the settlers along with attacks from neighboring Native AmericanRead MoreThe New World1640 Words   |  7 Pagesof England, or start a new life with their family. Specific reasons for leaving England had its respective colonies to travel to. For this reason, the northern New England colonies and the southern colonies like Virginia and Maryland in the Chesapeake bay area started to establish ways of life that began to develop very different lifestyles. The reasoning behind the foundation of each colony is what created such a substantial amount of difference between two areas of English settlement. FollowingRead MoreNative Americans And The United States991 Words   |  4 Pagesmade for the success (or failure) of each colony. The first English settlements are what defined the new colonies of America. Before the English settled in the land, America was pursued over by the Spaniards. Of the several colonies that were established the first was the Jamestown colony by Puritans. After much struggle they were able to conquer a large piece of land that was from the Chesapeake Bay to down the Jamestown River. Jamestown was the first colony founded in 1607. The colony was establishedRead MoreColonization Of The New World s Mission939 Words   |  4 PagesColonization is the act of setting up a colony away from one s place of origin† (Colonization, 2015) .The history of the colonization of Massachusetts and Georgia is very interesting both of these two colonies were founded under basically the same premises which were seeking a better life. However, there are some similarities and differences that are evident. The founders of the New World’s mission were freedom. However, their number reasoning was spiritual freedom. They were tired of the ChurchRead MoreSettling The Northern Colonies : Big Picture Themes1676 Words   |  7 PagesChapter #3: Settling the Northern Colonies - Big Picture Themes 1. Plymouth, MA was founded with the initial goal of allowing Pilgrims, and later Puritans, to worship independent of the Church of England. Their society, ironically, was very intolerant itself and any dissenters were pushed out of the colony. 2. Other New England colonies sprouted up, due to (a) religious dissent from Plymouth and Massachusetts as with Rhode Island, (b) the constant search for more farmland as in Connecticut, andRead MoreJamestown, Virginia, And The United States Of America1627 Words   |  7 Pagesdifferent colonies, formed by many different countries and in different regions. Eventually, the settlements were narrowed down to thirteen English colonies. These settlements ultimately became the first thirteen states of the United States of America. This is the story of how they were formed. The first of the thirteen colonies was Jamestown, Virginia. Virginia was was the first successful British settlement in the Americas, colonized in 1607. (Before Jamestown, there was a colony named ‘Roanoke’Read MoreIn The Seventeenth Century, The Massachusetts Bay Colony1213 Words   |  5 Pagesthe Massachusetts Bay Colony was founded as a haven for religious freedom for all early colonist, principally for the Puritans. Unlike any other migrating group in America, the Puritans were composed of families who sought the religious freedom and harmony they were unable to experience in England.  ¹ These Massachusetts Bay settlers sought to achieve this haven by devising a system of government that would fulfill political and moral authority. By the 1640s their enterprise at Massachusetts Bay hadRead MoreEssay on The Massachusetts and Chesapeake Colonies772 Words   |  4 PagesAmerica, one of the youngest countries in the world, partly owes its success to the events that took place in the northeastern coast in the 1600s. It was great risk for English to colonize in America, a foreign and faraway land, from which they did not know what to expect. At that time, America was dominated by Dutch and French traders and a native population not-so-friendly with most of the settlers. The colonies in Massachusetts and Chesapeake, located at the main crossroads of English, Dutch, andRead MoreThe Massachusetts Bay Colony And Virginia927 Words   |  4 Pages Kassandra Payette Mocarski Academic U.S. History 29 September 2015 The Massachusetts Bay colony and Virginia had a sundry amount of differences as well as similarities. Each of these colonies was founded upon different ways of living. Digging deeper, there are many more differences about these colonies than there are similarities. Although both colonies eventually experienced the help of the natives, each colony set separate rules and laws for themselves. Virginia is more geographically spreadRead MoreReligion Has Been A Major Force In The History Of The United1104 Words   |  5 PagesStates and in settling the colonies of America in many ways. Religion was definitely one of the major reasons for the founding of the colonies. The early colonists wanted the freedom to worship God as they had seen as proper, and they were promised this freedom of worship. Most of these colonies were deeply rooted in their religious beliefs. Religion was a powerful influence on the social and political life of the colonial times in the New World. Typically, in t he colonies, the church was a large

Understanding of Operation Management †MyAssignmenthelp.com

Question: Discuss about the Understanding of Operation Management. Answer: In todays business environment, operation management is very fundamental in business operations in the fact that it forms the heart of the organizations by controlling the system of operations (Silviu, 2017). From my experience, I use operations management in different areas of my life and more so in my career life. Understanding various tools of operation management enables me to undertake my duties in a manner which can assist my organization to meet its goals and objectives. From my experience, I have realized that proper knowledge in operations management assists me to improve productivity, which in turn improves the organizations financial health. This happens because proper operations management focuses in ensuring all processes involved in production and distribution of goods and services are undertaken in the right way (Brenda, 2014). For example, it assists managers to ensure the right amount of products or services are produced at the right time, and distributed to reach the final consumer when demand is still available. Considering this aspect in an organization assists it to realize good revenue because of continuous production and distribution of goods and services. I use Operations management as one of the sources of knowledge in formulating strategies which can lead to increase of revenue because various tools found in this field are fundamental for anyone who wishes to yield high profits with minimal production cost. I also use knowledge from this field to analyze the effectiveness of different processes involved in day to day operations and also to manage risks which occur during the business operations. In the todays business environment, each organizations wants to do more with less (Kurian, 2013). The knowledge of operations management assists me to understand various strategies of minimize cost and improving productivity. Some of these strategies include exploiting the technology to improve productivity, determining schedules, establishing a high performance workplace and so forth. The other way which I use operations management is through assisting me to work in a manner which can make my organization to meet customers competitive priorities. Customers being one of the most fundamental assets in an organization, operation management plays a significant role in ensuring their demand and needs are met because it enables managers to ensure the company produces and delivers goods and services based on the expectations of their consumers (Fbci, 2011). Because the nature of todays business environment requires managers to ensure their organizations use proper strategies to achieve of the stated goals and objectives, I use knowledge from this field to ensure all internal processes which impact the performance of my organization are well undertaken. Some of these processes include purchases, logistics, inventory control, quality control, and evaluation. Ensuring this processes are well undertaken enables an organization to gain competitive advantage, increase customer satisfaction and also realize increase in profits (Paula, 2014). With the knowledge of operations management, I do measure performance in various aspects involved in day to day business activities. The nature of todays business requires managers to be aware of how different activities in the organization are performed so as to be able to make the right decisions (Edward, 2013). For example, measuring the units produced in each day assist me to make decisions on various issues like for example when to increase or decrease workforce, when to procure additional machines and so forth. Because operations management includes not only operational processes but also risk management, it has been enabling me to know how to address different risks which arise in day to day business operations. Managing risks is one of the most important things which every business person should understand because risks are always there and if not managed may lead to business failure. In conclusion, it is clear that there are different ways in which I use operation management in todays business. Based on my experience, I have realized that the current business environment requires utilizations of all operation management concepts in order to succeed. For example, managers need to analyze all process involved from production of goods and services to distribution. Having proper knowledge in this field has enabled me to perform well in analyzing these processes because am always capable of knowing what should be produced, at what time, quantity , quality and the best time to deliver products. others ways which I use knowledge from this field include increasing revenue and minimizing costs, assisting my company to obtain positive reputation, increasing customer satisfaction, obtaining customer satisfaction through ensuring goods and services are produced and so forth. Bibliography Brenda, L. M., 2014. Utilizing Industry Contacts to Enhance Student Learning in the Core Operations Management Course. Academy of Educational Leadership Journal, 18(1), pp. 657-698. Edward, R., 2013. AMA Business Boot Camp: Management and Leadership Fundamentals That Will See You Successfully through Your Career. New York: American Management Association. Fbci, A. H., 2011. The Definitive Handbook of Business Continuity Management. Hoboken, NJ: Wiley. Kurian, G. T., 2013. The AMA Dictionary of Business and Management. New York: AMACOM. Paula, B., 2014. Successful Business Process Management: What You Need to Know to Get Results. New York: American Management Association. Silviu, C., 2017. Operations Management and Leadership; A Case-Study of Implementation of Centralized Back Office Activities. manager, Volume 17, pp. 56-78.

Medmira laboratories the u.s. otc decision free essay sample

1. WHAT CHANGES IN THE ENVIRONMENT MADE IT POSSIBLE TO CONSIDER THE LAUNCH OF AN OTC AIDS TEST? BE SPECIFIC. MedMira felt relevant changes in the environment that increased the viability of launching an OTC Aids test. Firstly there was advances made in anti-retroviral treatments that led people to stop facing the disease as a death sentence and consider it instead as a manageable chronic illness. Such change in behavior is the reflect of a fearless society concerning HIV. The evolution of the society lifestyle and mentality, driven by the increase of information flows, allowed the disease to become more socially accepted. These changes in therapy and awareness represent an open door for at-home private tests, and an opportunity in the market for MedMira. Secondly the HIV/AIDS is a growing global concern. According to the reports of the Joint United Nations Programme on HIV/AIDS (UNAIDS) and the World Health Organization (WHO) in 2005 its estimated that there were 40. We will write a custom essay sample on Medmira laboratories: the u.s. otc decision or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page 3 Million people living worldwide with HIV; one year before 2005 there were 4. 1 Million infections and 3. 1 Million deaths from HIV; and in the US between 2000-2005 there were reported 40. 000 new HIV cases each year. These numbers reflects an opportunity for MedMira to provide its fast and accurate tests, aiming to reduce the rates of infections. Lastly the fact that MedMira products provide rapid and accurate results, which is extremely important nowadays to prevent spreading. It delivers results in a very short time which makes it suitable to this market. In addition MedMira has several credentials and a high reputation among hospitals, universities, health associations, doctors opinions and research institutes, which leads to a certain market quality that might impress private customers. It is also important to mention that at the time the decision was about to be made the legal approval was already set, therefore MedMira was able to distribute rapid HIV tests in the US, Canada, China and European Union. Additionally the possibility of a partnership with Home Access would definitely fulfill many of the challenges and gaps faced by MedMira, that is a partnership working as insurance for some of the risks related to the launch of an OTC Aids Test. 2. SHOULD MEDMIRA ENTER THE U. S. OTC MARKET? PROS AND CONS OF ALTERNATIVES. WHAT WOULD YOU DO? In my opinion I think that MedMira should enter the US OTC market because I believe that the pros are more valuable than the cons. It is a fact that are issues attached with such movement that generate uncertainty, so it will require a knowledgeable manager decision. It is also important to mention that I defend an entrance in the US OTC market along with a partnership with Access Health Corporation. On the pros side an entrance to the U. S. OTC market has the potential and viability to allow the commercialization of OTC sales of other infectious diseases. This possibility will benefit from the trend of the private customer that is to purchase different diseases tests, and may develop MedMira tests with current technology. So even if the market for HIV tests is potentially small, the others markets combined could worth billions. Not entering the market has an huge opportunity cost in case the decision ends up disapproved by the shareholders. Another valuable factor that might contribute to a well succeed entrance is the low and powerless competition. MedMira was the current overall market leader selling 500. 000 tests per year, and OraSure Technologies followed close behind selling 400. 000 tests per year, but the company was facing some problems regarding the oral fluid formula procedures. All the other competitors sold less than 70. 000 tests per year. On the downside of this decision is that the majority of the companys tests have been sold to hospitals and laboratories, so US OTC sales would require to build and invest in new distribution and marketing channels (cost estimations from $10M to $15M) which were new fields to explore and lacking of expertise. Another relevant situation is the required initial investment cost of filing for MiraCare was $1. 5M; which was expensive for such a small company with accumulated losses. The cannibalization of the demand for HIV and other diseases tests to hospital and other institutional medical services by the demand for at-home private tests is also a risk to take into consideration that could affect negatively the margins of MedMira. Ethical concerns surrounding at-home testing and clients assistance and orientation were two typical issues that MedMira would have to face if entered the OTC market without Access Health Corporation, otherwise MedMira will shrink a bit its margins in exchange for the partnership but it will guarantee the only FDA approved at-home test system on market, and an easy resolution for those concerns.

Will recently proposed changes to the immigration system assist in successful integration of new immigrants in the UK Essay Example

Will recently proposed changes to the immigration system assist in successful integration of new immigrants in the UK? Essay Immigration has always been a contentious issue in British polity, with public opinion neither completely for it nor against it. The nature and complexion of immigration to the UK has undergone a radical change since the economic integration of European nations and the enacting of common European Union laws. Ever since the New Labour ascended to power under the leadership of Tony Blair, the British government has been confronted with the challenging task of pleasing its indigenous people while not affronting immigrants. This essay will assess the immigration situation in the UK and what can be expected of the recent and proposed policy changes in this area. If we accept the precept that public opinion is a driving force for policy changes, then the outlook for immigrants does not look promising. A survey conducted by Channel4’s Dispatches, in collaboration with YouGov titled ‘The survey for Immigration: The Inconvenient Truth’ has thrown light on some surprising facts. A majority of participants are of the view that immigrants contribute to â€Å"diluting our culture and leading to the breakdown of society†. More importantly, 58 percent of settled migrants are of the view that the United Kingdom is facing a ‘population crises’. Indigenous Britons are more apprehensive about the economic implication of the foreign influx believing that ‘their jobs’ are usurped by the immigrants. More than three fourths of those interviewed want stricter controls for immigration while some even stating that the government should do away with immigration altogether. The rest of the survey is consis tent with this trend and there is public opposition of varying degrees to unfettered immigration into the United Kingdom. It is no surprise then that the New Labour rhetoric over the last few years has undergone a transition. From being leading promoters of ethnic and cultural diversity, the government has turned toward garnering voter support, as its attitude toward some Eastern European members of the EU shows. We will write a custom essay sample on Will recently proposed changes to the immigration system assist in successful integration of new immigrants in the UK? specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Will recently proposed changes to the immigration system assist in successful integration of new immigrants in the UK? specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Will recently proposed changes to the immigration system assist in successful integration of new immigrants in the UK? specifically for you FOR ONLY $16.38 $13.9/page Hire Writer The treatment meted out to immigrants fromBulgariaandRomania, after their accession to the EU, is a case in point. Following these two countries’ accession to the European Union on 1 of January, 2004, â€Å"the Home Office imposed heavy restrictions on the movement of low-skilled workers from these new EU countries into theUK† (Winder, 2004). Contrary to what Margaret Hodge, the MP for Barking, states in public forums, new immigrants in general and from these two nations in particular are assimilating into the â€Å"growing shadow population of illegals in the United Kingdom† (O’Neill, 2007). Homeless Link, a charity that provides for homeless people, has stated in its report that a significant proportion of the 5,000 odd homeless in theUK(who take refuge from the elements in day centres and night shelters) are eastern European emigres. This number has been on an upward trend and given New Labour’s refusal to take strong political positions and implement laws to legitimately accommodate them, the future does look bleak for these immigrants, as the following passage suggests. â€Å"The Home Office’s attempt to limit the flow of immigrants fromRomaniaandBulgariahas given rise to a new layer of second-class Europeans: people who, despite being fellow citizens of the EU, are forced to sneak in to theUK, where their ill-defined status leaves them open to being exploited. In order to ‘manage the flow of new workers’ fromRomaniaandBulgaria, the government severely limited the right of the low-skilled to come here†. (O’Neill, 2007) Some political commentators have pointed out how such differential treatment of emigres has undermined the purported economic consolidation within the European Union and made a â€Å"mockery of the ideal of free movement of labour in a united Europe† (Cohen, 2005). There is also bad news in store for Asylum-seekers, as they are denied housing and other benefits until â€Å"they have been granted leave to remain† (Cohen, 2005). As a result of this restriction, the number of asylum seekers who are accommodated in UK is less than 5,000 in each of the last three years. Studies have also shown that only a small number of immigrants to the UK get accommodated in social housing. Immigrants are almost always disadvantaged against the locals due to an unfair points-based system that the government employs to allocate houses. For example, â€Å"demographically, immigrants who come to the UK to work are likely to be young, single and without dependents–all factors tha t place them firmly in a low-priority group; 82 per cent of accession immigrants registered for work in the UK since May 2004 have been aged between 18 and 34, and 93 per cent stated that they had no dependents† (O’Neill, 2007). As more pressure is put on the New Labour government, now under the stewardship of Gordon Brown, to address the issues pertaining to immigration, a crucial distinction need to be made. Immigrants to the UK can be classified broadly under four categories – highly skilled workers, relatives of citizens, asylum seekers and illegal immigrants. The UK has shortages in skilled professionals in the field of healthcare, business and other services. So the government has devised a quota system to fulfill shortages. Each year the number of work permits issued is adjusted to meet the changing demands. The immigrants of second and third categories, while not contributing to the UK economy, need to be accommodated on grounds of fairness and justice. But the biggest headache to the government has been illegal immigrants. Studies have indicated that there could be as many as 400,000 illegal immigrants infiltrating into theUKevery year. They have been accommodated by the thriving blac k-economy, which exploits their cheap labour. Consequently, the government finds itself in a difficult position. But in spite of its official rhetoric in favour of multiculturalism and social integration, there can be no decisive action on part of the government, for â€Å"the pressures driving modern migration are intense. The last five years of the 20th century saw the most intense movement of people towardsBritainin the nation’s history–nearly a million foreigners came to work inEngland,ScotlandandWales. We are living through a period of intense population turbulence, caused by all the things that fall under the umbrella term ‘globalisation’. New technology, cheap transport, liberal politics, ruthless economics and sudden wars have all sponsored a sharp increase in the number of mobile or displaced people† (Winder, 2004). But not all is doom and gloom for proponents of multiculturalism and social integration, as the successful example of football teams inBritainshow. The football scene of today, certainly at the premier league level, stands out for its cosmopolitanism. The Arsenal football team, whose members come from diverse national, ethnic, racial and cultural backgrounds, epitomizes the value and merit of multiculturalism. The policy makers can take heart from its success and implement a more inclusive approach toward immigrants. The government’s failure to take cue from such examples can lead to undesirable consequences, as â€Å"elsewhere, far away from Highbury, out on the streets of the more impoverished areas of London, in the ghettos of the old Lancashire mill towns, or in the small, introspective towns and villages of Middle England, one has little sense of truly cosmopolitan integration. Rather, one has a sense of people retreating into suspicious, self-contained communitiesâ €  (Cowley, 2004). References: THE BIRMINGHAM POST: A Good Start to Opening Debate on UK Immigration. (2007, November 26). The Birmingham Post (England), p. 9. Cohen, N. (2005, May 20). Let Them All Come: It’s Not a Soft Touch Welfare System That Makes Britain a Magnet for Immigrants; It’s Our Need for Cheap Labour. New Statesman, 131, 22+. Cowley, J. (2004, March 29). ‘This Is Not the Country It Was When Labour Returned to Power in 1997’: What Do We Mean by Multiculturalism? in Britain, It Once Meant Embracing the Diverse Traditions of the Old Empire, but the Wider Migration of Recent Years Has Changed All That. Jason Cowley Explores the Implications and Canvasses the Views of Leading Thinkers. New Statesman, 133, 26+. Favell, A. (2001). Philosophies of Integration: Immigration and the Idea of Citizenship in France and Britain. New York: Palgrave. Four in Five Say Britain Is Facing a Crisis over Immigration; Not This Time: UK-Bound Migrants Are Arrested at Calais. (2008, April 5). The Daily Mail (London, England), p. 12. O’Neill, B. (2007, June 4). How Migrants Really Live: Margaret Hodge Thinks Newcomers to Britain Take Housing Which Should Go to the Indigenous Population. but There Is No Privilege in the Life of Newly Arrived Immigrants. New Statesman, 136, 28+. Winder, R. (2004, July). Labouring the Point: The Past Five Years Have Seen a Flurry of Immigration Activity in the UK, as Nearly a Million People Came to Work Here. Is There Cause for Concern?. Geographical, 76, 40+.

Frida Kahlo essays

Frida Kahlo essays Her life "I suffered two grave accidents in my life. One in which a streetcar knocked me down.....The other accident is Diego." Frida Kahlo was born on July 7 1907, in the city of Mexico. However, she claimed that she was born in 1910, the year of the Mexican Revolution because she liked to think that her life began at the same time as modern Mexico. In fact, there are many anecdotes or lies like this in her life. At the age of six, doctors discovered that she had polio; her right leg was very much smaller than the left one. That didn't make a difference for her. When she entered high school many years later, she was known as the 'tomboy' of her class and soon of the school. It's at this school (National Preparatory School) that she met her husband, the great muralist Diego Rivera. At eighteen, she was involved in an important bus accident with damage to her spinal column, a broken collarbone, broken ribs, a broken pelvis, and 11 fractures in her right leg. More than that, her right foot (the one with polio) was crushed and her shoulder was dislocated. She had to stay immobile for an entire month! It 's after this accident that she began to paint because she had nothing else to do in bed. With all her operations, she found the prosper profession for herelf! She couldn't be a nurse who always runs around or a ballerina, since she had about 30 operations! Unfortunately, she used drugs, alcohol, cigarettes and medication only to try to forget her pain. It's in a meeting to which a friend had brought her that she became closer to Diego. Maybe he was not the best thing in her life but at least he made her express her feelings on canvas and lead her to be emotionally stronger than she was. They married on August 21, 1929. In fact she married twice with him. At the beginning it was really a love marriage, there were no other reasons like money or contacts. But the more time went on, the more it became difficul ...

Use of informants in criminal investigation Essay

Use of informants in criminal investigation - Essay Example Identifying motivators, insuring the informant has access to the information that is desired, and maintaining control over the informant are the essential components for successful use of an informant in an investigation. The basis for American law enforcement in using informants is the concept of probable cause. In Aguilar v. Texas, the Supreme court designed a test that was divided into two aspects of determination under which to establish probable cause on hearsay evidence. The two things that must be accomplished are 1). the credibility of the informant be established, and 2). the reliability of the informant’s information also be established (Greene, 2007, pp 353). An informant’s credibility could be established by checking to see if the statements that have been made were able to lead to prosecution. An informant who has been used more than once has established a record of success or has been shown to be without value. The second aspect of determining probable cause requires that the reliability of the information be established, which is accomplished by checking to see if the informant has direct knowledge of the information that is being A variety of sources can be cultivated by law enforcement officers A cultivated source is one who is engaged in a legal business that allows for access to a person of interest. These individuals are can be hair stylists, hotel employees, doormen, legitimate gun dealers, bartenders, or anyone who does business with someone who has the potential to commit a crime and then allows some evidence of that crime to be discovered by the informant. This kind of network of individuals who watch the world as it functions within their job parameters allows for law enforcement to create a source of information that is more widespread, and sometimes very unexpected. Service workers, especially, aren’t necessarily identified as a threat and can sometimes allow for a

Skilled Nursing Facility Assignment Example | Topics and Well Written Essays - 750 words

Skilled Nursing Facility - Assignment Example The company has advanced research and development process that helps them manufacture high quality and standard products that meet the basic compliance needs. The Company needs to bring its focus into the core areas of strategic planning that requires the involvement of the consumers and citizens at large as the stakeholders. Such core areas include the companys involvement in Corporate Social Responsibility (CSR), Innovation, and Research and Development. These areas are regarded as very important to the consumers and the citizens as a whole since they affect them directly. Corporate Social Responsibility of any company is usually meant to benefit the society around where the business operates. However, it becomes of no use, and sometimes irrelevant, when a company involves in an activity to help the community in something that they do not need. The activity to help the community, courtesy of the Company, should focus on an area in the community that the people have much interest in. For this reason, it is important to involve the people of the community as the stakeholders right from the stage of choosing the project, to be sure that yo u make the right choice. When this is not done, sometimes the company initiative to the community becomes mismanaged or even abandoned as they were not consulted during the initiation of the project. Secondly, when Alcon is carrying out its research and development to improve its products, there is a greater need to involve the consumers as the stakeholders. This will help in finding out which major problems the consumers face when using the products of the company. In case there are any, the development of new products should take such into consideration (Alcon, Products, 2015). Research and development of new products should also address the major upcoming challenges facing the consumers. The company can only know such challenges when the consumers are considered as major stakeholders since it is them who

International Strategy of Audi Assignment Example | Topics and Well Written Essays - 4500 words

International Strategy of Audi - Assignment Example Globalization has provided avenues for growth the world over. Unlike earlier times when the local companies/ manufacturers were favored over ‘outsiders’, globalization has made this practice redundant in almost all major economies, as far as legal provisions are concerned. Therefore companies are quick to respond to the situation. Now the moot question is ‘which strategy to opt for, while entering the International arena. In general the strategies could be categorized as; 1. A multi domestic strategy 2. A global or international strategy 3. A transnational strategy A multi domestic strategy enables individual subsidiaries of a multinational firm to compete independently in different domestic markets. The multinational headquarters coordinates financial controls and major marketing policies, and may centralize some R&D and component production. Otherwise subsidiary behaves like a strategic business unit that is expected to contribute earnings and growth proportionate to the market opportunity. In this strategy, resources are dispersed throughout the various countries where the firm is doing the business, decision-making authority is pushed down to the local level, and each business unit is allowed to customize products and market offerings to specific needs. The corporation as a whole foregoes the benefits that could be derived from centralization and coordination of diverse activities. Global strategy seeks competitive advantage with strategic moves that are highly interdependent across countries. This strategy involves a high degree of concentration of resources and capabilities in the central office and centralization of authority in order to exploit potential scale and learning economies. These moves include most or all of the following: A standardized core product that exploits or creates homogenous tastes or performance requirements, Significant participation in all major country markets to build volume, A concentration of value-creating activities such as R&D and manufacturing in a few countries, and A coherent competitive strategy that pits the worldwide capabilities of the business against the competition. In transnational strategy a company often enters into strategic alliances with their customers, suppliers, and other business partners to save time and capital. Such alliances when they become long-term partnerships may bring to the firm specialized competencies, relatively stable and sophisticated market outlets that help in honing its products and services, or stable and flexible supply sources. In such a strategy, nearly all value-adding activities are managed from a global perspective without reference to national borders. This results in a virtual corporation, consisting of several independent firms that collaborate to bring products or services to

How Does Motivation Affect Performance?

How Does Motivation Affect Performance? This literature study tries  to examine how work motivation affects the job performance within an organization. Work motivation can be divided in two types of motivation called intrinsic and extrinsic motivation. Intrinsic motivation is motivation that comes from a person within and extrinsic motivation is motivation on materially goals. There are a lot of aspects which can influence / create the work motivation within an organization. Out this research there can be said that interests, enjoyment, salary and power can influence the work motivation of employees. When managers want to measure the motivation, they can use self-reports over time. After a period the managers can compare the two points with each other. Job performance can just like work motivation divided in task and contextual performance. The performance can simply be measured over time. After a specific period they can see if the performance of an employee is increased or decreased. There are found some variables that influence the job performance. The most important variables are enjoy, interests, money and power. All four of these variables have a positive influence on the job performance but all four in another way. In this study there are some aspects which could have influence on the relationship between work motivation and job performance. First off all there can be said that the relation between work motivation and job performance is positive. There are two combinations which are interesting. First, the relation between intrinsic motivation and task performance is interesting. When employees are intrinsically motivated the task performance of employees will increase. Second, the relation between extrinsic rewards and performance is interesting. When employees receive an extrinsic reward like money ore promotion, their performance will also increase. Conclusively, there can be said that motivation has a positive effect on the job performance of employees within an organization. Both intrinsic as extrinsic motivation have a positive influence on the job performance. Managers can use this information within an organization to motivate the employees. This will eventually increases the job performance of those employees Preface Chapter 1: Introduction This thesis will analyze how work motivation can affect the work performance of employees in an organization. There are a large amount of aspects that contributes to the success of an organization. For an organization it is very important that people are motivated. If the employees of an organization are motivated their interests, attitude and performance will improve during work hours (Locke 2004). Furthermore the performance is also an aspect that contributes to the success of an organization. The main goal of an organization is to make profit. An organization can only make profit if the employees of that specific organization can achieve their goals (Beal 2005). This thesis will analyze how employers can influence the job performance of their employees and if this will influence the success of an organization. As said above, this thesis will focus on the connection between work motivation and job performance and how they influence the success of an organization. A large amount of researchers use two different types of motivation. Researchers agree that there is an intrinsic motivation and extrinsic motivation by employees. Intrinsic motivation means acting from inside and this is inherently connected with enjoy and interest (Ryan, R. M., Deci, E. L. 2000b). Extrinsic motivation is acting in specific way that lead to a valuable added value (Ryan, R. M., Deci, E. L. 2000b). This is why this thesis will look at the different types of motivation (especially intrinsic and extrinsic motivation). If the two types of motivation and job performance are discussed the link between work motivation and job performance can be found. Is there a positive or negative link between work performance and job motivation? How does work motivation influences the job performance? Those questions will be answered during this thesis. Problem statement How does work motivation affect the job performance of employees in an organization? Research Questions What are the theoretical approaches of work motivation? Which different perspectives of job performance are developed by researchers? How do work motivation and job performance influence each other? Methodology According to Sekaran and Bougie (2009) there are different ways to collect data. The type of research that will be used for this thesis is a descriptive research. This thesis is a literature study which means that secondary sources will be researched. Analysis of different variables will be the basis for additional empirical research. Recent empirical research will be used to analyze the subjects of this thesis. By using scientifically papers the data can be found. The concepts of this research are work motivation, job performance and the link between work motivation and job performance. Structure The main goal of this paper is to analyze how work motivation affects the job performance of employees within an organization. This paper is subdivided in three chapters. In the first chapter answers will be found about work motivation. What is work motivation and how does motivation influences employees? The main subject of the second chapter will be job performance. For example questions regarding job performance are, what is job performance, what influences job performance within an organization? The third and last chapter will bring work motivation and job performance together. In this chapter work motivation and job performance will be combined. The main question of this chapter will be: Does work motivation influence job performance and what will be the benefits within an organization? Chapter 2: Work motivation Each organization has employees who work for that organization. When employees are motivated, they are enjoyable and they are more interested in their jobs (Ryan, R. M., Deci, E. L. 2000b). A large amount of researchers agree in the concept work motivation. This chapter will provide an analysis of the two types of work motivation. The first part of this chapter work motivation will be discussed. The second part of this chapter intrinsic and extrinsic motivation will be explained and the last part of this chapter provides the effect of those types of motivation. A large amount of researchers researched the concept work motivation. According to Pinder (1998) work motivation is a set of energetic forces that invent both inside as well as outside an individuals being, to initiate work-related behavior and to determine its direction, intensity, and duration. Ambrose Kulik (1999) argues that work motivation is invisible, internal and hypothetical. A complement of the researchers above Pinder (1998) argues that energetic forces have a great influence on the work motivation of employees. Atkinson (1964) agrees with Pinder (1998). Atkinson (1964) argues that work motivation has a lot to do with the psychological process of employees. Seen these researchers there can be said that work motivation has to do with the psychological process. The psychological process of employees is invisible and internal. Intrinsic motivation and extrinsic motivation As said above, work motivation is a psychological process which is invisible and internal, but there is also dichotomy of motivation called intrinsic and extrinsic motivation (Porter and Lawler 1968). This study was developed in 1968 but still these two types of motivation are used in the literature (Steel 2008). In the previous paragraph the two types of motivation are mentioned. Researchers (Porter and Lawler 1968, Steel 2008) have found two different types of work motivation. The following paragraphs will discuss intrinsic and extrinsic motivation. Intrinsic motivation The last decades a large amount of researchers investigated the concepts intrinsic and extrinsic motivation. According to Calder and Staw (1975) motivation is intrinsic if an activity is undertaken for someone who needs immediate satisfaction. Van Yperen and Hagendoorn (2003) argue that motivation is intrinsic when people perform an activity for itself which bring them satisfaction. Van Yperen and Hagendoorn (2003) agree with Calder and Staw (1975) but they add that satisfaction is inherent to enjoy. Steele (2008) argues that intrinsic motivation could include involvement in behavioural patterns, thought processes, action and activity or reaction for its own importance. The previous paragraph describes that intrinsic motivation increases the satisfaction and enjoyment of employees. Deci (1971) argues that there are two ways to measure intrinsic motivation. The first way is to measure the free choice. An example for the free choice is: do what you want to do and dont look to somebody else. The second way of measuring intrinsic motivation is the use of self-reports of interest and enjoyments of a specific activity. An example for the self-report method is a questionnaire under employees. This way of measuring intrinsic motivation is most often used for experimental studies (Ryan, 1982). Loewenstein (1999) agrees with Deci (1971). Loewenstein (1999) also found two ways of measuring intrinsic motivation. Loewenstein (1999) uses almost the same levels just like Deci (1971) does: Through a persons self-report of how interesting and enjoyable the task is. Through the behavioral measures of choice of, and amount of time engaged with, the task during a free-choice period in which there are no extrinsic rewards or incentives associated with choosing or engaging in the task. The two measurement methods of Loewenstein (1999) and Deci (1971) have a positive match. They both have found two ways to measure intrinsic motivation. During this paragraph the researchers mentioned two different ways of methods to measure intrinsic motivation. There can be said that these two measurement methods can be used for intrinsic motivation. If managers use these two methods they can find differences in intrinsic motivation at employees over a period. The outcomes can help managers to understand the intrinsic motivation of his employees. All of the researchers mentioned above agree with the concept that intrinsic motivation is motivation that comes from within a person. Intrinsic motivation also gives people more satisfaction and enjoy. When employees are intrinsically motivated their satisfaction and enjoyment for work increases. Another type of motivation is extrinsic motivation. The following paragraphs will analyze the concepts Extrinsic motivation Where intrinsic motivation is motivation from within a person, extrinsic motivation relates to external values. This is the mean difference with intrinsic motivation. Just like intrinsic motivation, a lot of research has been done about extrinsic motivation. Osterloh (2002) argues that extrinsic motivation occurs when employees are able to satisfy their needs indirectly, most importantly through a financial compensation. Money is a goal which provides satisfaction independent of the actual activity itself. Ryan and Deci (2000) argue that extrinsic motivation is motivation that gives an external value. External values can be salary, holidays and other working conditions. Researchers (Deci Ryan, 2000; Ryan Deci, 2007) have found three types of extrinsic motivation that can be ordered by the self-determination theory. The Self-determination theory (SDT) is a motivational theory that can be used for understanding individuals motivation (Deci Ryan, 2000; Ryan Deci, 2007). By doing research (Pelletier, L. G., Sarrazin, P. 2007) on this framework several studies have shown that extrinsic motivation is significantly related to performance (Boich-e, Sarrazin, Grouzet, Pelletier, Chanal, 2008). There are three levels in the self- determination theory. From lower to higher levels of self-determination, there are: external regulation, introjections and identification. The first level is the external regulation (Deci Ryan, 2000; Ryan Deci, 2007). This is behaviour that is regulated through external means like rewards and constraints. For example I study the night before exams, because my parents force me to. The second level is the introjected regulation (Deci Ryan, 2000; Ryan Deci, 2007). This level explains that the individual begins to acquire the reasons of the persons action. For example: I study the night before exams because thats what good students are supposed to do. The third and last level is Identification (Deci Ryan, 2000; Ryan Deci, 2007) Identification is the behaviour that becomes valued and judged important for the individual, and especially that it is perceived as chosen by oneself. For example: Ive chosen to study tonight because it is something important for me. Seen the analysis given above, there can be said that extrinsic motivation is motivation that points to external rewards like money and holidays. Managers can use this information for their employees. If a manager thinks that his employee isnt motivated enough, he can try to use external rewards to increase the employees extrinsic motivation. Effect of intrinsic and extrinsic motivation The previous paragraphs provided an analysis of intrinsic motivation and extrinsic motivation. The following paragraphs will provide information about the effect of intrinsic and extrinsic motivation. Effect of intrinsic motivation Researchers have found that a positive effect on a persons motivation increases the intrinsic motivation. Kraiger, Billings, Isen (1989) argue that a positive affect increases peoples enjoyment and interest of interesting activities. Another study found that the positive effect increases the valence of moderately desirable rewards (Erez Isen, 2002). Intrinsic motivation does not only affect the enjoyment and interests. It also affects the satisfaction and the performance during working hours (Erez Isen, 2002; Isen, Daubman, Nowicki, 1987; Staw Barsade, 1993). Vansteenkiste (2004) argues that people who are intrinsically motivated during reading material and other work activities achieve a better performance during performance appraisals than people who are extrinsically motivated. Through years scientists have found a positive effect between motivation and the intrinsic motivation. Scientists agree that satisfaction and performance increases the intrinsic motivation. If an employee in an organization is intrinsically motivated, his satisfaction and performance at work will increase. Managers can use this information about the effect of intrinsic motivation. Managers need to motivation employees intrinsically. If they do that the performance and satisfaction will increase (Staw Barsade, 1993). Effect of extrinsic motivation In the previous paragraph the effects of intrinsic motivation are discussed. Managers can use external rewards to increase the extrinsic motivation but what is the effect of those rewards on extrinsic motivation? This paragraph will provide information about the effect of extrinsic motivation on employees of an organization. Research on intrinsic motivation has demonstrated that extrinsic rewards can have a negative effect on intrinsic motivation (Daniel Esser, 1980; deCharms, 1968; Hess, Sandelands, 1980). As we see, this is an older study and researchers from the last decades have found new information about the effect of extrinsic motivation. A large amount of theories in social sciences have found a relationship between extrinsic motivation and human attitude. One of these theories is the Economic Exchange Theory (Constant, (2001) D, Kiesler, S (1998), and Sproull, L. 1994). This theory explains how people shape their attitudes by analyzing the consistencies of their own behaviour. The theory explains that people behave in a specific way because they feel that the consequences of their own behaviour will bring more rewards of a certain benefits and these rewards and benefits will offset their behaviour (Constant, (2001) D, Kiesler, S (1998)., and Sproull, L. 1994). According to Steel (2008) the extrinsic factors that can influence motivation can include circumstances, situations, rewards or punishment. Those influences can be tangible and intangible. Steel (2008) argues that tangible benefits are monetary rewards and prizes. Intangible benefits include recognition, adoration and praise. In the last decades a large amount of researchers researched the effect of extrinsic motivation. In the eighties and nineties researchers found a negative effect between extrinsic rewards and intrinsic motivation. Researchers agreed that for example: a higher salary had a negative effect on the performance or satisfaction. The last decades Kiesler (1998), Sproull (1994) en Steel (2008) have found a positive affect between extrinsic factors that influence extrinsic motivation. External rewards affect the extrinsic motivation. Conclusion To answer the question mentioned in chapter 1, a lot of research has been done during this chapter. During this chapter two different types of motivation were found called intrinsic and extrinsic motivation. The difference between intrinsic and extrinsic motivation is that intrinsic motivation comes from within a person and extrinsic motivation is based on the motivation of external rewards like money and power (Ryan and Deci 2000). Also the effects of intrinsic and extrinsic motivation are discussed. The outcomes during this research were that external rewards increase the intrinsic motivation and that intrinsic motivation influences the motivation and satisfaction. Many studies have found that an extrinsic award can subvert intrinsic motivation for specific tasks (Deci, Koestner, Ryan, 1999). Intrinsic motivation is considered to promote psychological feelings of personal interests but extrinsic motivation can boycott your interests. Extrinsic rewards are for example money and pow er (Deci, Koestner, Ryan, 1999). Both approaches of motivation (intrinsic and extrinsic) have an effect on the work motivation. An employee needs intrinsic motivation to create enough satisfaction and performance but he/she also needs extrinsic motivation to have enough power and to earn enough money. A combination of intrinsic and extrinsic motivation has a positive effect on the work motivation. Chapter 3: Job performance In an organization, job performance is essential for the turnover and profit of an organization. When the performance of the employees from an organization is low, the turnover and profit will be lower than the performance of the employees is high. Mangers can fire employees of the performance is too low and can promote employees if the performance is high. According to Greenhaus Parasuraman (1993) managers from an organization can have influence on the performance of employees. A good manager can make the performance of his employees better so that he does not have to fire employees. Task and contextual performance As mentioned in the introduction of this paper, job performance is the performance of a person at work. The last decades, researchers investigated job performance. First job performance was directly connected with task performance. Borman and Motowidlo (1993, 1997) expanded the domain of job performance to include contextual performance. Gellatly Irving (2001) agree with Borman and Motowidlo (1993, 1997). They found that job performance can be divided in task performance and contextual performance. Nowadays job performance can be divided in both task and contextual performance. According to Motowidlo, Borman, Schmit (1997) job performance is a dynamic multidimensional construct that refers to employees behaviors at work that directly or indirectly support organizational goals. Motowidlo (1997) also argues that job performance is a multidimensional construct which can be divided in two general levels. The first level is task performance and the second level is contextual performance . Williams Anderson (1991) argue that task performance is related to an employees contribution to organizational performance. Gellatyl Irving (2001) agree with Williamson Anderson (1991). Gellatyl Irving (2001) argue that task performance (in-role behaviour) is behaviour that contributes to the organizations core. More specifically, task performance involves behaviour that contributes to the organizations work environment (Borman Motowidlo, 1993). There can be said that task performance contributes directly to the work environment of an organization but how about the second level. The second level is contextual performance (extra-role behaviour). According to Borman Motowidlo (1993) contextual performance can be labeled as behaviour that does not directly contribute to organizational performance but contextual performance supports the psychological and social environment. Gellatly Irving (2001) argue that contextual performance (extra-role behaviour) helps form the organizational, social, and psychological conditions that support task activities. This is why contextual performance is also called extra-role behaviour. This behaviour is additional (extra) to an employees behaviour. Contextual performance helps employees to improve their performance by listening to other colleagues. Beal (2005) developed a theoretical substruction for examining changes in job performance. When examining dynamic performance individuals variability in performance will be measured over time. To find differences in job performance the manager has to select variables to measure the variability over time. A large amount of researchers argue that different variables can find variability over time. However, researchers do not agree which variables that will be. Job performance is an important variable in human resource management and organizational behaviour (Viswesvaran, Schmidt, Ones, 2005). A well known way to measure job performance is by gender. As we know, there are still lots of differences between male and female. An example for the differences between gender at work is payroll and promotion. McKay McDaniel (2006), Roth, Huffcutt, Bobko (2003) argue that there is a sufficient consistent that males receive a more favourable performance evaluation than females receive. Those higher performance evaluations can have a positive influence on promotions within an organization (Greenhaus Parasuraman, 1993). When employees of an organization receive higher evaluations they are a better candidate for promotion than someone who has a lower evaluation. Gender differences in measures of job performance can have influence on many other variables than only promotions. Another variable that can have influences is payment (Robertson, 1986). The differences in payment can have a negative influence on the trust and the satisfaction of an employee. When an employee of an organizati on is getting fewer loan than his colleague with the same job description the trust and satisfaction will decrease (King et al., 2010). A direct effect on loan is lateness, absenteeism, and turnover and achieves goals (Harrison, Newman, Roth, 2006). Influence on job performance The previous paragraphs discussed the task performance and contextual performance. Researchers found that task as contextual performance have influences on job performance. Task performance has a direct effect on the performance. Task performance or in-role behaviour is behaviour that contributes to the core of an organization. Contextual performance indirectly contributes to an organizations performance Gellatyl Irving (2001). Contextual performance (extra-role behaviour) influences the social environment of an employee and not the core of an organization like task performance. Not only task and contextual performance (or in-role or extra-role behaviour) affects the job performance. Stress is also a variable that influences the job performance. Researchers have found a relation between work stressors and job performance. According to Jex (1998) this relationship depends on different factors that determine the stressors. Cavanaugh (2000) found that challenge stressors are positively related with job performance but, hindrance stressors are negatively associated with job performance. A lot of people think that stress always has a negative relationship with job performance but this literature displays the opposite. Stress can be positive in the challenge manner but can also be negative if the stress forces you to do things (Cavanaugh 2000). An example of challenge could be that account managers should reach their goals/targets each month. During this period of time, account managers have positive stress because they want to reach their goals/targets. An example of a hindrance stressor is that somebody wants to book a room in a hotel but all rooms are booked and his flight is tomorrow. This is a hindrance stressor because the b ooker is hampered in his choice and this can have a negative effect on his performance. Stress has a lot to do with emotional feelings. Negative stress like hindrance can cause emotional exhaustion (Cordes Dougherty, 1993). Emotional exhaustion can be measured individually or in groups. During this paper, when we talk about emotional exhaustion, the individual emotional exhaustion is intended. Emotional exhaustion is the moment when employees feel emotionally overwhelmed and drained by their work (Leiter Maslach, 1988; Wilk Moynihan, 2005). Cordes Dougherty (1993) also add that a consequence of emotional exhaustion can cause a lack of energy and a bad feeling to an employee. Emotional exhaustion happens more frequently because organizations are asking more and more from their employees regarding responsibility and job performance (Klein Verbeke 1999). According to Lee Ashforth (1996) emotional exhaustion can have consequences for an organization. When an employee has an emotional exhaustion his withdrawal behaviour can increase. Babakus, Cravens, Johnston Moncrief (1999) add that it also can decrease the job performance. Managers prefer not that their employees get emotionally exhausted. According to Cohen Wills (1985) managers might identify targets more effectively for the emotional support of their employees to enhance the job performance. By using the conservation of resources (COR) theory, researchers can clarify how feelings of emotional exhaustion can influence job performance. According to the COR theory, individuals become more emotionally exhausted when they do not have enough resources to do their job. The resources may include participation in decision making and social support by managers (Cordes Dougherty, 1993). The COR theory also argues that work asks a lot from employees. When demands exceed resources job performance can be reduced (Babakus 1999). Hobfoll Freedy (1993) and Hobfoll (1998) both found a negative relation between emotional exhaustion and job performance by using the COR theory. Conclusion During this chapter two types of job performance are found called task and contextual performance (also known as in-role and extra-role behaviour). Task performance is the performance that has a direct contribution to the operations core. Unlike task performance, contextual performance does not contribute to the operations core but it supports the social environment. These are the two main differences between task performance and contextual performance. These two types of performance have an influence in the job performance and they can be measured. Research has found that different variables can influence the job performance. In this chapter gender and stressors are used to find out how performance can be measured. Nowadays there are still a lot of differences between male and female. Researchers have found that males receive better performance reviews than females. These performance reviews can have an effect on the motivation of that specific employee. Not only performance reviews but also stressors can have an influence on the job performance. There are positive and negative stressors. The negative stressors have a negative influence on the job performance. A negative stressors can for example be a black out. The positive stressors can have a positive effect on the job performance. When employees have a certain pressure to perform the stressors can be positive. The positive stressors can have a positive influence on the job performance. Chapter 4: The relationship between work motivation and job performance The previous chapters discussed work motivation and the job performance separately. This chapter will combine work motivation and job performance. For managers it is essential to know how they can motivate their employees and if this has an influence on the job performance. If there is a positive connection between work motivation and job performance, managers can use information from the analysis mentioned in chapter 2 (work motivation) to improve the job performance. As we know, if the job performance increases the profit and turnover will increase inherently. Work motivation and job performance Researchers have found a positive connection between intrinsic motivation and job performance. According to Humphrey (2007) intrinsic motivation is positively related to work performance, organizational commitment and job satisfaction. Job autonomy is also inherent to intrinsic motivation (Morgeson, Delaney-klinger, Hemingway, 2005). When employees are intrinsically motivated their satisfaction and enjoy is higher than an employee who is extrinsically motivated. Because of the intrinsic motivation of the employee, the autonomy will increase as well (Parker, 1998). This is for managers important data because, the higher autonomy of employees the more individuality the employee has. The manager can give more support to other employees by who the autonomy is lower. Another relationship between motivation and performance has been found. Researchers found a positive connection between intrinsic work motivation and task performance (Morgeson et al. 2005). If employees have a certain pleasure and satisfaction when they are at work, this will have a positive effect on the work activities. According to Grouzet, Vallerand, Thill Provencher (2004) individuals who are intrinsically motivated perform better in their tasks because they find their tasks enjoyable and interesting. They also find that participation in those specific tasks is like a reward (Deci et al. 1989). This is in line with the study of Morgeson (2005). Morgeson (2005) also found that the progress of the work activities is inherent to the job performance (Morgeson et al. 2005). Therefore the better the employees work activities the better the job performance. Finally, Gagnà © and Deci (2005) found that employees who have a high intrinsic motivation are more involved in their jobs and they have a greater goal attainment than employees who have a lower intrinsic motivation. According to Humphrey (2007) employees who are intrinsically motivation not only have a greater goal to attainment but, they also have a greater responsibility and volition to perform better and to be successful in the organization. The connections above are interesting because a large amount of researchers agree in the concept that intrinsic motivation influences the job performance positively. Not only employees who are intrinsically motivated have an influence on the job performance. Researchers have also found that employees who are extrinsically motivated have a positive effect on the job performance. A positive connection betw

What First Time Home Buyers Should Know Essay -- Informative Essay

Buying a first home is very important and should be rewarding in the end. There are steps you should take to ensure your buying experience goes as smooth as possible. You should be an educated consumer, choose a reliable realtor, plan a well developed financial plan, and establish credit. These steps and many more will help pick the almost perfect first home. When planning to buy your first home, don’t jump to open houses or appointments with sellers. You want to be an educated consumer and clear your head of common assumptions about real estate. A clear mind will help you make better decisions. There are only a few requirements to buying a first home. Those requirements are that you have a work permit and a down payment. Also, talking to other first home buyers will help with the process. What are the most reliable sources to assist you when searching for a home? Real estate professionals are your best friends. You want experience, responsibility, and an understanding realtor. They know how to help you pick what is best for you and your family. These agents understand what it means to buy a first home and how personal it is. You don’t want to pick an agent that finds a house that might be what you are looking for, take your money, and leave. A professional agent will typically walk you through the entire process and first sit you down to survey where you would like to live, what kind of house, how many rooms, neighborhoods, pricing, etc. Also, they help you with figuring mortgage rates and whether you will be able to afford it or not. Another way to ease the pain and stress of buying a first home is having a well developed financial plan. You want to be able to pay for your home and not let it bring you into debt. The plan... ...igned, the house is finally yours. This may seem like such a big process, but when it is all done, you’re guaranteed to be satisfied. Now that the process is over, you can move furniture in and paint everything the way you want. With an apartment or condo, it is a little harder to do as much as you want with your new home. Overall, buying a first home should be a very rewarding experience. Everything you go through may be stressful, but if you have the right resources you will be fine. You want a reliable realtor to help you. You want to be an educated consumer, plan a financial plan, and establish good credit. Also, you want to consider pros and cons of the house, inspections, needs versus wants, and many more. Be smart when buying a first home because you could pick the perfect home, or get scammed and buy a home that you will eventually have many problems with.

And Do You Locke, Take Thee Hughes? Essay

In a comparison of the essays â€Å"The New Negro† by Alain Locke and â€Å"The Negro Artist and the Racial Mountain† by Langston Hughes, there exists both similarities and differences. But, what are most striking are the differences between the two, especially in terms of purpose, tone, and audience. Locke and Hughes wrote their essays during the heart of the Harlem Renaissance; 1925 and 1926, respectively. Both men were writing from that vantage point, and with a gaze set firmly on bettering the conditions of those they held in common – the Negro. But these similarities are, in a sense, superficial. After all, there were many writers in that era – any era really – both Black and White, who felt a moral imperative to right the racial wrongs of their time; to wring justice from the cloth of unwarranted suffering. The differences between Locke and Hughes, however, serve as a model; one that illustrates a chasm between the ideas and opinions of that era in terms of how to better their people, as well as why their condition is such that it needs tending. In â€Å"The New Negro,† Locke is saying that the so-called New Negro is already here – in fact, has been here for some time. And, by extension, he’s arguing for the integration – even assimilation – of Blacks into the larger pool that is America. This sentiment is expressed rather poignantly when he says, â€Å"The fiction is that the life of the races is separate, and increasingly so. The fact is that they have touched too closely at the unfavorable and too lightly at the favorable levels.† (20) And it is further strengthened when he says, â€Å"We realize that we cannot be undone without America’s undoing.† (22) That statement holds equally true if one were to rearrange it to read, â€Å"America cannot be undone without our undoing.† Locke has, whether happily or not, acknowledged that the Negro race – for better or for worse, and until death do they part – is indeed married to America. Thus, he is advocating for integration as a means of survival as much as a means of advancement. Hughes, on the other hand, seems to champion the cause of racial distinction insofar as the Negro should be proud to be a Negro. This desire is laid bare when he says, â€Å"But, to my mind, it is the duty of the younger Negro artist†¦ to change through the force of his art that old whispering ‘I want to be White,’†¦ to ‘Why should I want to be white? I am a Negro – and beautiful.’† (28) Perhaps Hughes, too, would acknowledge a state of matrimony between the Negro race and America. But where he seems to diverge from Locke is in his almost visceral advocacy for the spouses’ maintenance of their own identities within that marriage. With Locke, although he doesn’t use the metaphor â€Å"racial mountain† in his essay, it is apparent that such an impediment exists. His path forward – whether to the top of that mountain or around it – lies in fostering meaningful relationships between the elites of both major races. This is expressed when he says, â€Å"†¦more immediate hope rests in the revaluation by white and black alike of the Negro in terms of his artistic endowments and cultural contributions, past and prospective.† (24) And, more eloquently when he says, â€Å"He now becomes a conscious contributor and lays aside the status of a beneficiary and ward for that of a collaborator and participant in American civilization.† (24) Returning to the marriage analogy, these sentiments politely convey a sense of frustration, perhaps not unlike what many married women in that time period felt; a sense of, â€Å"I’m not feckless or helpless, and I needn’t be a ward or beneficiary; I’m sturdy and bright and equal to any task that’s laid before me; I just need the space and resource to prove it!† For Hughes, conquering the mountain is to be accomplished using a tack different from that of Locke. In Hughes’s world, victory for the Negro hinges on a tempered dissociation from the white race; not to showcase or inflame racial differences, but to highlight the unique, distinct, and high-minded attributes of his own race. In other words, the Negro should be proud of his culture and his race; the Negro is a corollary to, and a parallel of, the American body, and not merely one ingredient in a larger amalgam. As a stepping stone to accomplishing this, Hughes argues that the fabrication of the â€Å"racial mountain† is due largely to the misguided deeds of his own people – the middle-class Negro in particular. This stance is taken from the outset of his essay when chides the young Negro poet for having said, â€Å"I want to be a poet – not a Negro poet.† (25) To Hughes, such a sentiment is tantamount to wanting to be white. He goes on to say, â€Å"The road for the serious black artist, then, who would produce a racial art is most certainly rocky and the mountain is high.† (27) If one operates under the assumption that Hughes makes his case, then it can logically be said that â€Å"wanting to be white† is tantamount to denial both of â€Å"who we are† and â€Å"where we’ve been.† And that’s the rub; how can an artist be true to him or herself if they don’t even know who they are? And worse, how can they ever hope to elevate their position as a people if, by attempting to do so, they give up their very identity by hewing to the strictures of the White world? Let us not forget, â€Å"An artist must be free to choose what he does, certainly, but he must also never be afraid to do what he must choose.† (29) In terms of their respective tones, there are marked differences between Locke and Hughes. While both are persuasive in nature, Locke’s tone comes across as somehow intimate, and yet fairly matter-of-fact. Whether backed by hard truths or not, he lays out his case in such a manner. He also comes across as subtly – even warmly – patronizing; a confidant or cohort who’s merely guiding his readers to the truth. This can be seen when he says, â€Å"But while the minds of most of us†¦Ã¢â‚¬  and â€Å"Recall how suddenly the Negro spirituals revealed themselves†¦Ã¢â‚¬  His tone is like a proverbial â€Å"arm around the shoulder† and an invitation to the obvious. Hughes on the other hand is more visceral, coming across as chiding, cajoling, and cynical. Whether warranted or a fabrication of his own mind, he bursts from the gates with a thesis statement that doubles as a heavy accusation – that in wanting to be a poet, and not a Negro poet, the young man actually meant that he wanted to be white. And he leaves no room for discussion on the matter; in his mind, it is settled. He continues with this tone when he describes what he believes is â€Å"a fairly typical home of the colored middle class.† (25) And this belief – as far as any evidence offered in his essay – is predicated on no more than this one young Negro poet. He goes on to charge that â€Å"the word white comes to be unconsciously a symbol of all virtues. It holds for the children beauty, morality, and money. The whisper of ‘I want to be white’ runs silently through their minds.† (25) Locke and Hughes are also appealing – at least in part – to different audiences. Locke, while certainly writing to the Black community at large, is deliberate in his inclusion of Whites. This inclusion, in fact, is necessary for his argument to work; his argument for integration. He even addresses those who are undoubtedly white in the beginning of his essay when he says, â€Å"The Sociologist, the Philanthropist†¦Ã¢â‚¬  (17) And he leaves no doubt as to white inclusion in his audience when he says, â€Å"But while the minds of most of us, black and white†¦Ã¢â‚¬  (17) Hughes’s appeal is to the Black community at large too. But it is aimed more at the black elites, the black artists, and the black middle class far more than it is at whites. This is apparent when he cajoles the black artist by saying, â€Å"†¦it is the duty of the younger Negro artist†¦Ã¢â‚¬  (28) And it is clear when he condemns the â€Å"prominent Negro clubwoman† for paying eleven dollars to see a white singer while dismissing â€Å"a great black artist† as â€Å"that woman.† (27) Regardless of the differences in style – purpose, tone, and audience – both of these essays have merit and hold power in their respective goals, which, for the most part are one in the same: to improve the Negro’s standing within the American marriage. Works Cited Locke, Alain. â€Å"The New Negro.† Course Reader, English 1B. Ed. Kelly Vogel. Fall 2012. Print. Hughes, Langston. â€Å"The Negro Artist and the Racial Mountain.† Course Reader, English 1B. Ed. Kelly Vogel. Fall 2012. Print.

Analysis of Knowledge Management Models

Analysis of Knowledge Management Models Introduction Knowledge management is a critical aspect that is greatly considered by individuals working in organisations and whose roles mainly entail the gathering of information, documents, as well as professional experiences and general understanding at the corporate level.Advertising We will write a custom essay sample on Analysis of Knowledge Management Models specifically for you for only $16.05 $11/page Learn More Nonaka and Takeuchi have contributed immensely towards the understanding of this area, providing contributions to help in the understanding of the dynamic character of knowledge creation together with the management of related processes effectively (Glisby Holden, 2003, p. 29). The particular models by these gurus involve a combination of a continuous process that eventually leads to knowledge creation. This paper seeks to evaluate the two models proposed by the two experts, the SECI model and the â€Å"Ba† model, also known as the Shared Context of Knowledge Creation model (Choo Neto, 2010, p. 592). The evaluation is done mainly by critiquing, comparing, and drawing contrasts of the models. The paper also highlights a realistic example about how one of the models is implemented in the industry for the purposes of knowledge management. The SECI Model The SECI model, which means Socialisation, Externalisation, Combination, and Internationalisation, was proposed jointly by Ikujiro Nonaka and Hirakata Takeuvuchi. It suggests that knowledge is created through four significant steps of sharing and creating, articulation, systemising and applying, as well as learning and acquiring (Li Gao, 2003, p. 6). Thus, according to this model, the sharing and creation of tacit or unstated knowledge occurs by direct experience. People gain knowledge from each other as they socialise or interact directly. The externalisation or articulation of the tacit knowledge occurs by way of dialogue, as well as reflection. As people comm unicate with each other, their tacit knowledge is comprehended by others. In this case, their tacit knowledge transforms into what is regarded as explicit or unambiguous knowledge (Nonaka, Toyama, 2003, p. 2).Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More On the other hand, combination occurs after externalisation, where outside information and knowledge are combined in a systematic way before being applied in the organisation. Finally, the internalisation stage refers to the actual learning. In other words, it means that the knowledge already acquired is being transformed into plain knowledge (Bratianu Orzea, 2010, p. 41). Nonaka’s idea of categorising knowledge as either tacit or explicit equally contributes towards explaining the effectiveness of the SECI model further. In a bid to differentiate between the two, Nonaka speaks about tacit knowledge as being highly per sonal and difficult to personalise. Therefore, inasmuch as tacit knowledge may remain contained in an individual’s brain, it is very difficult for the person to share or describe it to others (Song, Uhm, Yoon, 2011, p. 243). He, on the other hand, describes explicit knowledge as representing the rational content of an individual’s knowledge. Unlike tacit knowledge, explicit knowledge is easily explainable and expressible. The actual conversion of knowledge from tacit to explicit is what creates organisational knowledge. Criticism Nonaka only ends up blurring the distinction between groups and individuals by assuming that knowledge dynamics are explainable in four basic processes, including socialisation, externalisation, together with combination and internalisation. Converting knowledge from tacit to explicit form is a process that takes place within an individual, at least according to epistemology. In other words, Nonaka’s explanation to the effect that the process is developed between a particular person’s tacit knowledge and another’s explicit knowledge is meaningless. It is only possible for knowledge conversion to occur either from tacit to tacit or explicit to explicit between two individuals (Bratianu, 2010, p. 195). If the model’s explanation would consider only two people, then it would be more understandable. However, as per the model’s explanation, it appears Nonaka is also considering groups or teams in the organisation in his explanation, thereby making it difficult to demonstrate or explain the concept. As Bratianu (2010, p. 195) points out, the main challenge here is the sequential interplay that exists between group processes, on the one hand, and the strictly individual processes, on the other hand.Advertising We will write a custom essay sample on Analysis of Knowledge Management Models specifically for you for only $16.05 $11/page Learn More According to Bereiter ( 2002, p. 176), the SECI model bases its ideas and general foundation on folk epistemology, which considers individual minds as having unformed knowledge. Thus, according to Nonaka, this unformed knowledge needs to be projected into the external world. However, in the real sense, this approach as seems to be suggested by Nonaka hinders any endeavour to offer a model or theory about knowledge creation. Bereiter (2002, p. 176), therefore, argues strongly against the theory, particularly owing to its failure to be relied upon in business as a theory, as well as a practical concept. From a personal standpoint, having considered Nonaka’s proposal regarding knowledge conversion, it is evident that it misses a point on practicality in the real sense. For instance, he argues that knowledge conversion starts with socialisation; that is, tacit acquirement of unstated knowledge of individuals who lack it from those who have it (Holden Von Kortzfleisch, 2004, p. 127). Conversely, there i s the practicality of the knowledge that is possessed by individuals in a firm. This knowledge is ingrained in the individuals’ bodies. It is involved in a certain environment. In essence, it is unrealistic to state when individuals are asked to illustrate how they undertake their activities. It is often difficult for anybody to suggest or explain it in words. Another setback in the SECI prototype is that it does not encompass cultural issues. Nonaka has failed to discuss the manner in which knowledge conversion can be undertaken in a team or an organisation with cultural diversity in detail. It is prudent to point out that very few organisations in today’s world have homogeneity. Many organisations are including people drawn from different backgrounds and cultures and based on their experience and education to achieve a competitive edge in a world that is highly competitive (Holden Von Kortzfleisch, 2004). The â€Å"Ba† Model (Shared Context of Knowledge Creat ion) Professor Nonaka further developed the ‘Ba† model, which was initially proposed by other philosophers from Japan. This theory is founded on the thought that ba is a shared space that offers knowledge creation foundation (Nonaka, Toyama, Byosiere, 2001, p. 499). The shared space in this scenario could mean an office, a virtual platform such as an email or teleconferencing, as well as mental aspects such as ideas and experiences. It could also extend to imply a combination of the two aspects.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More There are 4 types of â€Å"Ba† that are synonymous to the 4 aspects that form the SECI model. Collectively, the four types of ba provide a basis upon which particular steps can take place within the process of knowledge spiral. Every â€Å"ba† is meant to oversee a given conversion process. This, eventually, accelerates the process of formulating knowledge. Nonaka’s proposal of the four Ba’s includes the originating Ba, Interacting Ba, Cyber Ba, as well as Exercising Ba. Criticism According to their definition of Ba, Nonaka, Toyama, and Byosiere (2001, p. 499) consider it as a perspective whereupon the sharing of knowledge occurs. Further, they also consider it as a perspective for creating and putting the information into use, with the main basis of the model being the fact that knowledge has to rely on a context for it to exist. However, this definition contradicts the whole idea of the model’s description because it suggests that the knowledge b eing referenced relates strongly to a particular cultural context, as well as a given material. It goes beyond the consideration of knowledge being a personal belief as has been proposed earlier on. The argument that a person’s knowledge can be shared is a source of criticism against the model. This mainly happens in the case where one is involved in Ba. Nonaka, Toyama, and Byosiere (2001, p. 499) create an even bigger ambiguity when they refer to Ba as an interface, implying that Ba is no longer a physical space as had been suggested earlier. It also does not refer anymore to people having knowledge. Instead, the description portrays it as knowledge in its own standing. Comparison of SECI and â€Å"Ba† Models Both SECI and ‘Ba’ models suggest four aspects that correspond to each other. The Socialisation in SECI model is represented by the Originating ‘Ba’, which implies love, emerging care, commitment, and trust. The second mode in SECI model , Externalisation, is represented by the Interacting ‘Ba’ in the Ba model. It reflects the sharing of, as well as being aware of the mental models of an individual. It also takes into account the extensive dialogue occurring between peers and the extensive application of metaphors for purposes of enhancing understanding (Magnier-Watanabe, Benton Senoo, 2011, p. 17). The third mode in SECI, Correspondence, reflects on â€Å"Ba’s† third aspect referred to as Cyber ‘Ba†. This takes into consideration the interaction place in the virtual world rather than real space with time (Bernius, 2010, p. 583). Finally, the fourth mode as proposed in the SECI model, Internalisation, reflects on the Exercising ‘Ba’ aspect in the Ba model. This is the concept of supporting and changing explicit knowledge to knowledge that is tacit in nature. It depends upon the use of action during learning. Contrasting the Two Models Both models proposed by Nonak a and Takeuchi describe combination and internalisation as comprising of several activities that are, nonetheless, distinct. In particular, two activities of reading and writing make up both processes. These activities are disparate and not clearly understood in terms of what makes them be considered as internalisation or a combination. Nonaka and Takeuchi do not make their principle clear, even through suggested examples (Magnier-Watanabe, Benton Senoo, 2011, p. 20). This overly implies deficiency in conceptual clarity. In the SECI model, the argument upheld by the two proponents is that tacit knowledge forms the basis of any new knowledge. However, what the models fail to explain clearly is the fact that knowledge conversion ought to start from socialisation. Further, the argument suggests that tacit knowledge also comes about as a result of internalisation (Nonaka Toyama, 2003, p. 2). From this point of view, it can be argued that knowledge creation may also result from creativ e production of explicit knowledge given that reading and writing form a critical aspect of tacit knowledge formation. This is also referred to as ‘combination’, according to the two models. Basing on the same argument, externalisation could equally form part of a starting point because all that is needed is what is known as ‘source’ activity or the associated tacit knowledge, which is already in existence. It is critical to point out that Nonaka evidently proposed only two approaches through which knowledge is converted. These are tacit to explicit mode and explicit to tacit mode (Nonaka Toyama, 2003, p. 2). Socialisation deals with how people obtain knowledge that is tacit in nature. On the other hand, combination is the aspect of impacting knowledge that is explicit in nature. The containers in this case could either be people, computers, or documents. The challenges that have been enumerated about the models are an indicator of a more serious problem i n the conceptual model proposed by Nonaka. Application of SECI Model in the Industry One of the most significant incidents highlighting the application of the SECI model in the industry reflects on the performance of Apple Inc, which today is regarded as one of the best and leading IT companies in the world. In particular, Apple owes its growth and successful business practices to the tacit knowledge of its former chief executive officer, the late Steve Jobs (Buono Poulfeit, 2005, p. 314). Virtually all the product ideas from Apple Inc. that today reign in the IT market, such as the iPod and iPhone, were propped up by Jobs ahead of other rival firms in the IT industry. Although he was in the top management of the firm, Steve Jobs shared his tacit knowledge with the rest of the company’s staff, including fellow managers and engineers, to turn his mental ideas into real products. As Nonaka, Reimoeller, and Senoo (2000, p. 90) point out, tacit knowledge is not measurable, but i t depends mainly on an individual’s experience gained over time. Jobs had both tacit and explicit knowledge, having rejoined Apple as a manager after several years of working in different IT projects. The externalisation of the tacit knowledge contained in Jobs brain mainly occurred through the brainstorming meetings that he attended with the rest of his colleagues in the firm. Jobs is also renowned for having authored his numerous experiences that were read and shared amongst the members of the organisation (Buono Poulfeit, 2005, p. 314). Conclusion Nonaka and Takeuchi have provided immense breakthrough in the area of organisational knowledge management through their proposed models. The SECI model comprises of four modes, which Nonaka explains as critical in managing knowledge. They include socialisation between individuals with knowledge and those lacking it, externalisation, combination, and internalisation. The knowledge management model also introduces two definitions of knowledge; tacit and explicit knowledge. The former refers to knowledge or ideas that are contained in one’s brain, but which are immeasurable. On the other hand, explicit knowledge is measurable and can be explained by an individual. Another model suggested by the gurus is known as the â€Å"Ba† model, or the Shared Context of Knowledge Creation model. Like the SECI model, it also comprises of four aspects that Nonaka describes as originating Ba, Interacting Ba, Cyber Ba, as well as Exercising Ba. The four Ba’s correspond to SECI’s Socialisation, Externalisation, Combination, and Internalisation respectively. Apple Inc. is one of the firms that highlight the application of the SECI model explicitly. Under Steve Jobs as its manager, Apple made significant business strides because of the tacit and explicit knowledge that he brought with him on board. List of References Bereiter, C 2002, Education and mind in the knowledge age, Erlbaum, London Bernius, S 2010, ‘The impact of open access on the management of scientific knowledge’, Online Information Review, vol. 34, no. 4, pp. 583-603. Bratianu, C 2010, ‘A critical analysis of Nonakas model of knowledge dynamics’, Electronic Journal of Knowledge Management, vol. 8, no. 2, pp. 193-200. Bratianu, C, Orzea, I 2010, ‘Organizational knowledge creation’, Management Marketing, vol. 5, no. 3, pp. 41-62. Buono, AF Poulfeit, F 2005, Challenges and issues in knowledge management, Information Age Publishing, New York, NY Choo, CW, Neto, RCDA, 2010, ‘Beyond the Ba: managing enabling contexts in knowledge organizations’, Journal of Knowledge Management, vol. 14, no. 4, pp. 592-610. Glisby, M, Holden, N. 2003, ‘Contextual constraints in knowledge management theory: the cultural embeddedness of Nonakas knowledge-creating company’, Knowledge and Process Management, vol. 10, no. 1, pp. 29-36. Holden, NJ, Von Kortzfleisch, HFO 2004 , ‘Why cross-cultural knowledge transfer is a form of translation in more ways than you think’, Knowledge and Process Management, vol. 11, no. 2, pp. 127-137 Li, M, Gao, F 2003, ‘Why Nonaka highlights tacit knowledge: A critical review’, Journal of Knowledge Management, vol. 7, no. 4, pp. 6-14. Magnier-watanabe, R, Benton, C, Senoo, D 2011, ‘A study of knowledge management enablers across countries’, Knowledge Management Research Practice, vol. 9, no. 1, pp. 17-28. Nonaka, I, Toyama, R 2003, ‘The knowledge-creating theory revisited: knowledge creation as a synthesizing process’, Knowledge Management Research Practice, vol. 1, no. 1, pp. 2-10. Nonaka, I, Reimoller, P, Senoo, D, 2000, â€Å"Integrated IT systems to capitalize on market knowledge†, In Krogh G, Nonaka I, Nishiguchi T (eds.), Knowledge creation: A source of value, MacMillan Press Ltd, London, pp. 89–109. Nonaka, I, Toyama, R, Byosiere, PH 2001, â⠂¬Å"A theory of organizational knowledge creation: understanding the dynamic process of creating knowledge†, In Dierkes, M, Antal, AB, Child, J, Nonaka, I (eds.), Handbook of organizational learning and knowledge, pp.487-491, Oxford University Press, Oxford Nonaka, T, Toyama, R, Nagata, A 2000, ‘A firm as a knowledge creating entity: a new perspective on the theory of the firm’, Industrial and Corporate Change, vol. 9 pp. 1-20. Song, JH, Uhm, D, Yoon, SW 2011, ‘Organizational knowledge creation practice’, Leadership Organization Development Journal, vol. 32, no. 3, pp. 243-259.