Management and Work free essay sample

Evaluate the benefits of delegation Delegation is widely acknowledged to be an essential element of effective management (Yukl, G. 1994). Delegation is basically a process of assigning responsibility, sharing authority, and producing accountability in organizations. It is a managerial instrument that allows managers to nurture subordinates to capitalize the subordinate’s potential and ability to meet organizational goals and objectives. As a form of employee involvement in decision-making, delegation describes a category of leader behavior that entails assignment of new responsibilities to subordinates and additional authority to carry them out (Yukl, G. 1998). Managers usually find it easier to speak about delegation of responsibility then to accomplish the organizational goals. Effective delegation can benefit the manager, the employee, and the organization. Perhaps the most important benefit for the company is a higher quality of work. Delegation can improve quality of work by allowing the employees who have direct knowledge of products and services to make decisions and complete tasks. Quality can also improve through enhanced employee  motivation. Employees may do a better job because they feel a personal  accountability  for the outcome, even though responsibility ultimately rests with the individual who made the delegation. Motivation  should also be enhanced as delegation enriches the workers job by expanding the types of tasks that are involved in it. Roebuck, Chris. (1998) Another advantage of delegation is efficient use of time and talent. Delegation will help a manager use her time and the time of her employees effectively, and it will allow a manager to get even more work done then they will alone. Delegation is a way of empowering employees as well, and this is a promising advantage. Giving responsibility and accountability to employees will give them an opportunity to showcase their skills and talents; it will also provide them with the opportunity to have pride in their work. Managers who delegate effectively also receive several personal benefits; most importantly, they have more time to do their own jobs when they assign tasks to others. Given the hectic nature of  managerial  work, time is a precious commodity. Effective delegation frees the manager to focus on  managerial  tasks such as planning and control. Managers also benefit from the development of  subordinates skills. With a more highly skilled workforce, they have more  flexibility  in making assignments and are more efficient decision makers. Managers who develop their workforce are also likely to have high personal power with their staff and to be highly valued by their organization. Straub, Joseph T. (1998) AC 1. 2 Explain how delegation can be used to empower others. Empowerment is the force that makes teamwork effective. An empowered team is significantly more productive than a group of individuals working under strict guidelines. As the people in workgroup become aware that leaders are willing to empower them, they are more committed to the tasks. Meyer, Paul J. (2007). Empowering team members through delegation involves transferring not only the responsibility for performing tasks, but also the authority, resources, rewards, and knowledge necessary to perform them. In some situations, standardization and inflexibility are essential. However, in giving assignments, recognize when teamwork and flexibility are the better approach. Empowering people requires a leader to become teacher, coach, colleague, and mentor, not just boss. Followers and peers in some cases even exceed leader’s abilities, ideas, and expectations. Successful delegation requires planning, careful introduction and training, commitment of all team members, and effective follow-up. Effective delegation always involves adequate communication. People accept responsibility and act when they know what you expect. Talk informally with a person before actually turning over responsibility. Non-threatening approach allows the person to express fears or enthusiasm about the idea of accepting delegated responsibility. Moving up to a higher level of delegation provides more time empowers the team member for increased productivity. Roebuck, Chris. (1998). In many ways, empowerment embodies principles effective managers and leaders have practiced for years. Two new driving forces in business, increased diversity and high-speed change, magnify the need for empowerment. Empowering people is now indispensable for effective personal productivity and maximum team success. AC 2. 1 Justify an appropriate process to follow when delegating work within your area of responsibility? When delegating work within one’s area of responsibility, following process can be tracked for appropriate process (UK’s NMC’s Council, 2007) Treat people as individuals * Leader must treat people as individuals and respect their dignity. * Must not discriminate in any way. * Must treat people kindly and considerately. Must act as an advocate for those in one’s care, helping them to access relevant health and social care, information and support. Respect peoples confidentiality * Leader must respect peoples right to confidentiality. * Must ensure people are informed about how and why information is shared by those who will be providing their care. * Must disclose information if leader believe someone may be at risk of harm, in line with the law of the country in which leader is practicing. Collaborate with those in leader’s care * Leader must listen to the people in his/her care and respond to their concerns and preferences. Must support people in caring for themselves to improve and maintain their health. * Must recognise and respect the contribution that people make to their own care and wellbeing. * Must make arrangements to meet peoples language and communication needs. * Must share with people, in a way they can understand, the information they want or need to know about their health. Ensure gain consent * Leader must ensure that one’s gain consent before begin any treatment or care. * Must respect and support peoples rights to accept or decline treatment and care. Must uphold peoples rights to be fully involved in decisions about their care. * Must be aware of the legislation regarding mental capacity, ensuring that people who lack capacity remain at the center of decision making and are fully safeguarded. * Must be able to demonstrate that you have acted in someones best interests if you have provided care in an emergency. Maintain clear professional boundaries * Leader must refuse any gifts, favours or hospitality that might be interpreted as an attempt to gain preferent ial treatment. Must not ask for or accept loans from anyone in your care or anyone close to them * Must establish and actively maintain clear sexual boundaries at all times with people in leader’s care, their families and cares. AC 2. 2 Allocate and monitor work that you have delegated within your own area of responsibility. To allocate and monitor work that one have delegated within his/her own area of responsibility following matters are required to be achieved (Barter M, Furmidge ML. UAP, 1994) and (BuerhausPI, Needleman J, Mattke S, Stewart M, 2002)- a) Outcomes Of Effective Performance One must be able to do the following: 1. Confirm the work required of the team with his/her manager and seek clarification, where necessary, on any outstanding points and issues. 2. Plan how the team will undertake its work, identifying any priorities or critical activities and making best use of the available resources. 3. Allocate work to team members on a fair basis taking account of their skills, knowledge and understanding, experience and workloads and the opportunity for development. 4. Brief team members on the work they have been allocated and the standard or level of expected performance. . Encourage team members to ask questions, make suggestions and seek clarification in relation to the work they have been allocated. 6. Check the progress and quality of the work of team members on a regular and fair basis against the standard or level of expected performance and provide prompt and constructive feedback 7. Support team members in identifying and dealing with problems and un foreseen events. 8. Motivate team members to complete the work they have been allocated and provide, where requested and where possible, any additional support and/or resources to help completion. . Recognize successful completion of significant pieces of work or work activities by team members and the overall team etc. b) Behaviors Which Underpin Effective Performance One must knowledge about the following: 1. make time available to support others. 2. clearly agree what is expected of others and hold them to account. 3. 3prioritise objectives and plan work to make best use of time and resources. 4. show integrity, fairness and consistency in decision-making. 5. seek to understand people’s needs and motivations. 6. take pride in delivering high quality work. 7. ake personal responsibility for making things happen. 8. encourage and support others to make the best use of their abilities etc. c) Knowledge and Understanding One needs to know and understand the following: i. Gener al knowledge and understanding 1. Different ways of communicating effectively with members of a team. 2. The importance of confirming/clarifying the work required of the team with your manager and how to do this effectively. 3. How to plan the work of a team, including how to identify any priorities or critical activities and the available resources. 4. How to identify and take due account of health and safety issues in the planning, allocation and checking of work. 5. Ways of encouraging team members to ask questions and/or seek clarification and make suggestions in relation to the work which they have been allocated. 6. Effective ways of regularly and fairly checking the progress and quality of the work of team members. 7. The type of problems and unforeseen events that may occur and how to support team members in dealing with them. 8. How to log information on the ongoing performance of team members and use this information for performance appraisal purposes etc. i) Industry/sector specific knowledge and understanding 1. Industry/sector specific legislation, regulations, guidelines, codes of practice relating to carrying out work. 2. Industry/sector requirements for the development or maintenance of knowledge, understanding and skills. iii) Context specific knowledge and understanding 1. The members, purpose and objectives of his /her team. 2. The work required of his/her team. 3. The available resources for undertaking the required work. 4. His/hers team’s plan for undertaking the required work. 5. The skills, knowledge and understanding, experience and workloads of team members. 6. Reporting lines in the organization and the limits of his/her authority. 7. Organizational standards or levels of expected performance. 8. Organizational policies and procedures for dealing with poor performance. AC 3. 1 Review how well you delegated the task, based on the outcomes of the delegated task and feedback from others. Here are 10 ways  for effective delegation and reviewing delegation based on the outcomes of the delegated task and feedback from others: 1. Delegate early. Make an effort to delegate the task early to avoid unnecessary pressure. This allows the  person to better plan the task. 2. Select the right person. Ensure that the person has the time to take on the responsibility. Assess the skills and capabilities of his/her staff  and assign the task to the most appropriate person. Make sure the person has the training and resources  to succeed. 3. Communicate the rationale and benefit. Identify  the reason for the task and how it will contribute to the goals of the company or department or team. Also, point out how the  delegated task could benefit the person. For example, develop a specific skill that is needed to get promoted. 4. Delegate the entire task to one person. This gives the person the responsibility, increases their motivation and avoids ambiguity in accountability. Otherwise, different people will have different ideas about who does what when. 5. Set clear goals and expectations. Be clear and specific on what is expected. Give information on what, why, when, who and where. Be prepared to accept input from subordinates. Confirm and verify task goals and expectations. 6. Delegate responsibility and authority. Ensure that the subordinate is given the relevant responsibility and authority to complete the task. Let the subordinate complete the task in the manner they choose, as long as the results are what you specified. Be willing to accept ideas from the subordinate on task fulfillment. 7. Provide support, guidance and  instructions. Point subordinates to the resources they may need to complete the task or project. That could be people they need to coordinate with,  crucial information or  be willing to be a resource his/herself. 8. Take personal interest in  the progress of delegated task. Request to be updated on the progress of the task, provide assistance when necessary. Be careful not to be intrusive; giving the perception that he/she does not trust the subordinate. Keep communication lines open, regular meetings on large tasks can provide this ongoing feedback. 9. If he/she is not satisfied with the progress, don’t take the project back immediately. Rather, continue to work with the employee and ensure they understand the project to be their responsibility. Give advice on ways to improve. This ensures accountability and dependability. 10. Evaluate and recognize performance. Evaluate results more than methods. Analyze cause of insufficient performance for improvements and recognize successes as soon as possible. AC 3. 2 Assess how you can improve your own ability to delegate and empower others. Here are some suggestions for improving one’s own ability to delegate and empower others (Credit Research Foundation, 1999): 1. Understand the purpose of delegating very clearly. 2. Decide specifically what one can delegate. Generally delegate as much of ones work as possible. 3. Recognize that subordinates will make mistakes. Make sure they understand what they are to do. Be willing to take blame for mistakes that may be made. 4. Clarify what he/she is delegating. Agree on what the task is and how much power he/she is delegating to them to perform a particular job. Also, let others know of the arrangements so that proper cooperation will be extended to get the job done. 5. Most important,  follow-up. Remember that although you have delegated responsibility and empowered others to get the job done, he/she still have the final accountability for the job. Ask his/her team for progress reports or discuss with them from time to time. Empowerment This newer strategy may in-fact be the culmination of all the points above. Simply put, empowerment is delegation taken a step farther. In delegation, the supervisor is not only accountable for the results, but also assumes some responsibility since in most cases the delegated tasks most often are the job of the supervisor. Empowerment is the total, unmistakable passing on of responsibility to a person or team to accomplish a job or perform a process. As coach or supervisor, one have to maintain accountability for the overall outcome or results of the process. Empowerment brings with it a challenge for the organization to provide state-of-the-art systems, education, tools and most importantly support to the team for maximum performance. Applying empowerment frequently shifts ownership of a function or process from a traditional supervisor to a group, and with that ownership transfer; pride, job satisfaction, motivation and creativity develop. References Barter M, Furmidge ML. UAP: issues relating to delegationand supervision. J Nurs Adm. April 1994;24:36-40 BuerhausPI, Needleman J, Mattke S, Stewart M. Strengthening hospital nursing. HealthAff. Credit Research Foundation, (1999), www. crfonline. com. Roebuck, Chris. (1998). Effective Delegation. New York: American Management Association. September-October 2002;21:56-64. Straub, Joseph T. (1998). The Agile Managers Guide to Delegating Work. Bristol, VT: Velocity Business Publishing. UK’s NMC’s Council (6 December 2007), Standards of conduct, performance and ethics for nurses and midwives for implementation. Yukl, G. (1998). Leadership in organizations (4th ed. ). Englewood Cliffs, NJ: Prentice–Hall.

Master of Public Health Maternity and Health Care Centre

Question: Discuss about theMaster of Public Health for Maternity and Health Care Centre Answer Introduction: The report aims to study the condition of the quality of service provided by the maternity and health care centre located at Nano district in Uttar Pradesh, India. The report contains data about the condition of the patients. A sample of 50 patients was taken for the study. They were asked questions about responsibility of service, satisfaction with the staff, reasonable fees of the hospitals, quality of service provided by the hospitals, behavior of the staff and others. The data in the assignment has been analyzed with the help of various statistical graphs and tests. The analysis of the data will help to explain the condition of healthcare centers and the opinion of the patients regarding the treatment procedures in those places. Results: The dataset contains questions about the responsibility of the staff, satisfaction with the staff, reasonable price, affordable price, waiting time, comfort in asking question and others. The bar diagram for responsibility of staff mainly contains three levels Agree, Strongly agree, disagree. The bar diagram clearly states that most of the people agrees that the staffs are responsible (Refer appendix graph 1).The bar diagram for the variable responsibility of the staff also quotes the same figure (Refer appendix graph 2).The graph of the variable reasonable price and whether the prices are affordable or not also quotes the same figures (Refer appendix graph 4 5). The time of waiting and the opinion about the waiting time are also explained with the help of a bar diagram (Refer appendix graph 7 8). The waiting time has all total 9 categories. The frequency is highest in the case of the class 31 60 minute and 5-30 minutes. The frequency distribution about the opinion of waiting tim e however shows that the patients are not satisfied with the waiting time. The research also asks different questions about the opinion of the patients regarding personal consulting, comfort in asking questions, confidentiality and others. The bar diagram for the three variable shows that most of the patients agree about the decisions. The t-test has been conducted in order to test whether the mean value between the two variables vary. The variables like respect from staff and reasonable price has some sort of correlation among themselves. The hypothesis of the t test is H0: 1= 2 against H1: 1 2 (Xie et al., 2013). The p-value of the test for the above two variables is 0.048. The null hypothesis gets rejected as the probability value is less than significance level. Therefore, it could be concluded that the mean value of the two variables are not equal (Kruschke, 2013). This implies that the patients has not given the same response for the variables respect from staff and satisfaction with staff (Refer appendix table 1) The next t-test has been conducted between the variables reasonable price and affordable price. The t-test has been conducted in the same way as for the first two variables. The probability value of the test which is 0.9 indicates that the null hypothesis of the test is accepted (Refer appendix table 2). The t-test has also been conducted between the variables comfortable in asking questions and private consultation. The t test results suggests that the null hypothesis would be accepted. This indicates that the mean of the responses is same for both the variables (Refer appendix table 3). The t-test has also been done to see if the mean of the responses differ for the two variables confidential and doctor showing kindness. The t-test has been conducted in the same way as the others. The t test results suggest that the hypothesis for the test would be accepted at a significance level 0.05(Refer appendix graph 4). The t-test has also been conducted between the two variables satisfiedwexplain and satisfiedwvisit. The test has been accepted on the basis of the probability value. This explains that the mean values are same for the two variables(Refer appendix graph 5). Conclusion: The conclusions that can be drawn from the above analysis are as follows: The people have given average level of satisfaction regarding responsibility of staff, responsibility of doctors and others. Most of the patients however have shown dissatisfaction regarding the waiting time. The t-test results suggest that the patients have given different responses for respect from staff and satisfaction from staff. The patient response has stated that price figures are reasonable and is affordable to pay. Therefore it could be concluded from the analysis of the results that the patients are satisfied on an average regarding the fees, behavior of the staff, respect from staff, respect from doctors and other variables. The patients however has discontent regarding waiting time. The recommendation that follows from the study are: The concerned authorities should pay attention regarding the waiting time of the patients. The long waiting time cause dissatisfaction among the patients, therefore, affects the business. The study has been conducted taking only a very small sample of size 50 only. Such a sample is not desirable for a large population. The study could had been better if the sample size could had been a bit more. Some effective measure of data collection like stratified sampling and cluster sampling should be used. References: Xie, L., Kang, H., Xu, Q., Chen, M. J., Liao, Y., Thiyagarajan, M., ... Takano, T. (2013). Sleep drives metabolite clearance from the adult brain.science,342(6156), 373-377. Kruschke, J. K. (2013). Bayesian estimation supersedes the t test.Journal of Experimental Psychology: General,142(2), 573.

With The Ever-increasing Problem Of Pest Control, It Is Clear That Som

With the ever-increasing problem of pest control, it is clear that some form biological must be implemented in order to help farmers. This biological control must be able to effectively control the pest population, this means not killing them but rather never letting the pest populations get too large. Through computer-simulated programs the Spider Division of Frankenstein, Inc. was able to genetically create a spider that genetically perfect for biological control. This paper will discuss the methods that were taken as well as the results of the Spider Divisions experiment. Introduction Biological control is an important factor if we are to protect and increase our crop production. This paper outlines an experiment that was done by the Spider division of Frankenstein, Inc, in their attempt to create a new and improved form of biological control. The experiment purpose is to genetically manufacture the perfect spider for biological control, the spider will be known as the Paine Killer Spider, which will be genetically perfect for its environment. The genetic factors of the spiders' eyesight, how fast it moves, and how fast it reproduces will be crucially important in its development. These three factors will set the parameters for how well the Paine Killer Spider will perform in its ecosystem. Besides the biological factors, how well the spider interact with other predators, as well as its natural enemies must also be taken in account. For this experiment, the Spider division of Frankenstein, Inc. did extensive research through Ecological journals with subjects on al l types of biological control. Through the Eco Beaker simulation the team at the Spider Division will show that a genetically created spider can and will be successful for biological control purposes. This Eco Beaker simulation effectively simulates the introduction of an insect into an ecosystem for biological control purposes. Materials and Methods In creating the Paine killer Spider, the Eco Beaker simulator proved to be a easy and useful way of a conducting the experiment. By randomly selecting parameters for the spiders' eyesight, speed, and reproduction the Spider Division was we able to come up with numbers that would stabilize the ecosystem and allow for the genetically produced spider and aphids to live together harmoniously. In a matter of hours the Spider Division was able to come up with a set of parameters for the Paine Killer Spider that would allow for perfect biological control. While there could be numerous different combinations that could work for the different parameters, the Spider division found that the Paine Killer Spiders' parameters should be set at; 1 meter for sight; 1.9 meters per day for speed; and a reproduction rate of 1 spider per 2.2 aphids. With these parameters the Paine Killer Spider will have a successful introduction into its ecosystem. Results The Eco Beaker system clearly demonstrated that the Spider Division is capable of producing the "perfect" spider. By mixing in different combinations if genetic parameter, the Eco Beaker system was able to show the negative effects of having to much or little speed, too much or too little eyesight, and too fast or too slow of a reproduction system. By coming up with the combination listed above, the Spider Division clearly demonstrated that the Paine Killer Spider would be able to adapt to its environment and control the aphid population. It will also be able for long periods of time. While this experiment was designed to examine a yearlong period, the Spider Division decided to extend it for three years. The chosen parameters enabled the Paine Killer Spider to control the environment for the whole three years on the Eco Beaker simulator. Through the simulator the spider was very successful in a large crop field, but is very feasible that the spider could be even more successful in a field that is broken up into small sections separated by streams or other barriers. Discussion Why don't farmers just use more pesticides? With aphids continually adapting to pesticides it just not cost effective for the farmers to rely on these pesticides. Framers find themselves losing money and crops in trying to beat the aphids to the punch. Therefore biological control can be a very effective way to control the aphid population. Clearly this experiment shows that genetically manufactured spider can

Understanding Acculturation and Why It Happens

Understanding Acculturation and Why It Happens Acculturation is a process through which a person or group from one culture comes to adopt the practices and values of another culture, while still retaining their own distinct culture. This process is most commonly discussed regarding a minority culture adopting elements of the majority culture, as is typically the case with  immigrant groups that are culturally or ethnically distinct from the majority in the place to which they have immigrated. However, acculturation is a two-way process, so those within the majority culture often adopt elements of minority cultures with  which they come into contact. The process plays out between groups where neither is necessarily a majority or a minority. It can happen at both group and individual levels and can occur as a result of in-person contact or contact through art, literature, or media. Acculturation is not the same as the process of assimilation, though some people use the words interchangeably. Assimilation can be an eventual outcome of the acculturation process, but the process  can have other outcomes as well, including rejection, integration, marginalization, and transmutation. Acculturation Defined Acculturation is a process of cultural contact and exchange through which a person or group comes to adopt certain values and practices of a culture that is not originally their own, to a greater or lesser extent. The result is that the original culture of the  person or group remains, but it is changed by this process. When the process is at its most extreme, assimilation occurs wherein the original culture is wholly abandoned and the new culture adopted in its place. However, other outcomes can also occur that fall along a spectrum from minor  change to total change, and these include separation, integration, marginalization, and transmutation. The first known use of the term acculturation within the social sciences was by John Wesley Powell in a report for the U.S. Bureau of Ethnology in 1880. Powell later defined the term as the psychological changes that occur within a person due to cultural exchange that occurs as a result of extended contact between different cultures. Powell observed that, while they exchange cultural elements, each retains its own unique culture. Later, in the early 20th century, acculturation became a focus of American sociologists who used ethnography to study  the lives of immigrants and the extent to which they integrated into U.S. society. W.I Thomas and Florian Znaniecki examined this process with Polish immigrants in Chicago in their 1918 study The Polish Peasant in Europe and America. Others, including Robert E. Park and Ernest W. Burgess, focused their research and theories on the outcome of this process known as assimilation. While these early sociologists focused on the process of acculturation experienced by immigrants, and also by Black Americans within predominantly white society, sociologists today are more attuned to the two-way nature of cultural exchange and adoption that happens through the process of acculturation. Acculturation at Group and Individual Levels At the group level, acculturation  entails the widespread adoption of the values, practices, forms of art, and technologies of another culture. These can range from the adoption of ideas, beliefs, and ideology to  the large-scale inclusion of foods and styles of cuisines from other cultures. For example, the embrace of Mexican, Chinese, and Indian cuisines within the U.S. This includes the simultaneous adoption of mainstream American foods and meals by immigrant populations. Acculturation at the group level can also entail the cultural exchange of clothing and fashions, and of language. This happens when immigrant groups learn and adopt the language of their new home, or when certain phrases and words from a foreign language make their way into common usage. Sometimes, leaders within a culture make a conscious decision to adopt the technologies or practices of another for reasons associated with efficiency and progress. At the individual level, acculturation may involve all the same things that occur at the group level, but the motives and circumstances may differ. For example,  people who travel to foreign lands where the culture differs from their own, and who spend extended periods of time there, are likely to engage in the process of acculturation, whether intentionally or not, in order to learn and experience new things, enjoy their stay, and reduce the social friction that can arise from cultural differences. Similarly, first-generation immigrants often consciously engage in the process of acculturation as they settle into their new community in order to succeed socially and economically. In fact, immigrants are often compelled by law to acculturate in many places, with requirements to learn the language and the laws of society, and in some cases, with new laws that govern dress and covering of the body. People who move between social classes and the separate and different spaces they inhabit also often experience acculturation on both voluntary and required basis. This is the case for many first-generation college students who suddenly find themselves among peers who have been socialized already to understand the norms and culture of higher education, or for students from poor and working-class families who find themselves surrounded by wealthy peers at well-funded private colleges and universities. How Acculturation Differs from Assimilation Though they are often used interchangeably, acculturation and assimilation are two different things. Assimilation can be an eventual outcome of acculturation, but it doesnt have to be. Also, assimilation is often a largely one-way process, rather than the two-way process of cultural exchange that is acculturation. Assimilation is the process by which a person or group adopts a new culture that virtually replaces their original culture, leaving only trace elements behind, at most. The word means to make similar, and at the end of the process, the person or group will be culturally indistinguishable from those culturally native to the  society into which it has assimilated. Assimilation, as a process and an outcome, is common among immigrant populations that seek to blend in with the existing fabric of society. The process can be quick or gradual, unfolding over the years, depending on the context and circumstances. Consider, for example, how a third-generation Vietnamese American who grew up in Chicago differs culturally from a Vietnamese person living in rural Vietnam. Five Different Strategies and Outcomes of Acculturation Acculturation can take different forms and have different outcomes, depending on the strategy adopted by the people or groups involved in the exchange of culture. The strategy used will be determined by whether the person or group believes it is important to maintain their original culture, and how important it is to them to establish and maintain relationships with the greater community and society whose culture differs from their own. The four different combinations of answers to these questions lead to five different strategies and outcomes of acculturation. Assimilation. This strategy is used when little to no importance is placed on maintaining the original culture, and great importance is put on fitting in and developing relationships with the new culture. The outcome is that the person or group is, eventually, culturally indistinguishable from the culture into which they have assimilated. This type of acculturation is likely to occur in societies that are considered melting pots into which new members are absorbed.Separation. This strategy is used when little to no importance is placed on embracing the new culture, and high importance is placed on maintaining the original culture. The outcome is that the original culture is maintained while the new culture is rejected. This type of acculturation is likely to occur in culturally or racially segregated societies.Integration. This strategy is used when both maintaining the original culture and adapting to the new one are considered important. This is a common strategy of acculturation a nd can be observed among many immigrant communities and those with a high proportion of ethnic or racial minorities. Those who use this strategy might be thought of as bicultural and may be known to code-switch when moving between different cultural groups. This is the norm in what are considered multicultural societies. Marginalization. This strategy is used by those who place no importance on either maintaining their original culture or adopting the new one. The result is that the person or group is marginalized - pushed aside, overlooked, and forgotten by the rest of society. This can occur in societies where cultural exclusion is practiced, thus making it difficult or unappealing for a culturally different person to integrate.Transmutation. This strategy is used by those who place importance on both maintaining their original culture and on adopting the new culture - but rather than integrating two different cultures into their daily lives, those who do this create a third culture (a blend of the old and the new).

Why open-source software will (or will not) soon dominate the field of Essay

Why open-source software will (or will not) soon dominate the field of database management tools - Essay Example Open source software, unlike the proprietary software such as Oracle or Microsoft SQL, is free with only costs coming in for maintenance. This has far reaching implications that many people may not see. For instance, the fact that open source software are free means that newer and upcoming businesses will not likely opt this option be4caseu they are not able to buy the highly expensive products such as Oracle. Buying proprietary database management systems such as oracle requires businesses to write very big checks and this is a hindrance. As the new businesses adopt open source software, they end up being so used to it by the time they have enough money to invest in a proprietary DBMS such as oracle. In such a case, the cost of transferring from open source software can be prohibitive to such businesses and they opt to stay with this option. Opponents of the argument for open source software may argue that in the long run the open source software is not as free (or cheap) as it promises. But as much as this is true, the truth is that it is very affordable in the introduction part and many startup businesses find it easier to use this as opposed to using the proprietary software. A good example is facebook.com which in its original days was just an online social site developed by a university student. Needless to say, in its original days, facebook.com could not have managed to buy DBMS from a big vendor such as Microsoft or Oracle but had to use MySQL which it uses up to today. While facebook.com is now a multibillion firm which can easily buy a DBMS from a reputable vendor, the cost of transferring is almost prohibitive, and since the MySQL platform is also a relatively good one, the firm has proudly stayed on. This is just one example and many small firms will continue to use open source and stay with it even after th ey grow big. The other thing which will make open source to continue reigning is the issue of bugs.

Application to motivational theories Essay Example | Topics and Well Written Essays - 500 words

Application to motivational theories - Essay Example In addition, the model does not focus on agent feedback, dealing with others, and time pressure, which are also important job characteristics. Due to changes in organisations and the environment, application of motivation has moved away from psychology to engineering. Today, approaches to job design depend on different scientific disciplines including engineering and psychology. Mechanistic approaches are applied to job design in the areas of work simplification and time and motion study, which have their basis in industrial engineering. Money matters to some people more than others, and this has made it a motivator in current management. However, to other people, money does not matter so much; since factors such as the way employees are treated at their work places sometimes matter more than money. Despite these facts, money can act as a motivator to different kinds of employees, for example people in developed and underdeveloped nations for various reasons. According to Hackman and Oldham, experience of certain psychological states by individuals motivates them towards their jobs, and gives them job satisfaction. These psychological states include â€Å"experienced meaningfulness of work, experienced responsibilities for outcomes of the work, and knowledge of actual results of the work activities† (Grant, 2003, p. 110). The psychological states create a positive effect that boosts job motivation. However, the psychological states are only created when a job has skill variety, task identity, task significance, autonomy, and job feedback. Skill variety, task identity, and task significance promote employees experienced meaningfulness at work. A level of autonomy creates personal responsibility for the outcome of the work, and good job feedback increases knowledge of the actual results of work activities on the part of employees. The Job

Privacy on the Internet: Advantages and Disadvantages

Privacy on the Internet: Advantages and Disadvantages The scenario asks me to explore how the advantages, and disadvantages of privacy on the internet, and how it would affect Grandmas Treats business, and address the concerns of the internet and how would it be effective in protecting you and others from sharing information that should be kept private. It also would like me to choose which environment would be best for Grandmas Treats and why? Well lets take a look at some of the advantages and disadvantages that I believe would help us all when using the internet, and e-commerce. When a computer connects to a network or website, and begins talking with other computers its taking a chance or a risk of getting effected. The internet world could be very dangerous if companies dont know how to protect themselves or theyre computers. Now let me ask this question, what can happen with an unsecured web site? Well let me explain, the list below should give you an example of the kind of things that can occur. Unsolicited mail Files and information attacks Viruses, and worms Stolen credit card information Computer hackers, have access to personal information Customers feel threatened and will refuse to your web site Annoying messages Spams messages These are just a few concerns that one would have over an unsecure web site. Now most company try to protect their computers, and fell to add the necessary requirements to fulfill their needs, that why, I will explore the advantages of having a secure site. With a secure website it will allow the company to protect the customers private information so that virus or hacker cant access their records. The list below is the advantages that a secure website has over an unsecure site. It makes customers feel secure about their information Protect the sites integrity and well being Stop unwanted attacks or misuses Encourages customer to shop and share information with companies With this type of security feather in place it allows companies to give their customer the protection that they need. It also allows the company to make the customer feel more secure about providing information on their website knowing that it cant be access from the company main data base. When it comes to Grandmas Treats the approach should be focusing on protecting the security and privacy of their customers. This means that the secured site would be the best choice for their business. The secured site is the best choice, because of the following list below. Make customers feel secure Encourage customers to shop and share private information Stop unwanted attacks or misuses Firewalls Software and hardware tools that define, control, and limit access to networks and computers With these measures in place it would allow grandmas treats to operate a safe, secure environment that would protect their customer privacy. References Web companies Announce Privacy Standards (announcing partnership of Netscape, VeriSign and Firefly). Internet Site Agrees to Settle FTC Charges of Deceptively Collecting Personal Information Agencys First Internet Privacy Case, FTC News Release, August 13, 1998.