Pronature and Pro Nurture

I think the flaw lies behind assuming that any one particular behavior is solely responsible or due to genetics. Genetics do play huge role in affecting one directly such as their responses to an issue or situation that may occur. Aggressiveness, patience, empathy or sympathy. I believe that everyone carries these genes to some degree or another and yes, that many of these behaviors can be genetically responsible. I believe that genetics such as how one's health or wellbeing such as developing breast cancer because it is a hereditary disease that is in your genetic code.As far as behaviors you cannot distinguish In my opinion are you an alcoholic because one of your uncles or relatives were or was t because you like to consume alcohol or because you picked up a bad habit from exposure all your life. I feel that many times when dealing with behaviors of others or even within yourself that they are related to how you were raised. Were you raised with values and morals? Did you live In a household where your parents expressed love, compassion, trust, and respect for others?Or were you exposed to drugs, alcohol, aggressive behaviors, exposure to toxic environments, abuse verbal, mental, physical and or sexual? If the answer Is no that your upbringing was a loving environment then It's possible that the behaviors stem from the exposure of peers. Considering everyone Is raised differently and we all carry separate genes It Is important to separate what may be genetics from what Is learned behaviors.Both genetics and learned behaviors can affect our overall behaviors In which cannot be confirmed one way or the other and cannot be controlled unless It Is taught or learned from experience, circumstances or consequences to one's Individual behaviors and how they felt about them. Either way recognizing the complexity of or-nature and pro-nurture they both are an Important role In human development. Pro-nature and pro-nurture Is what defines our personalities which create the difference within each and every one of us.Premature and Pro Nurture By puppeteers behaviors can be genetically responsible. I believe that genetics such as how one's disease that is in your genetic code. As far as behaviors you cannot distinguish in raised with values and morals? Did you live in a household where your parents mental, physical and or sexual? If the answer is no that your upbringing was a loving environment then it's possible that the behaviors stem from the exposure of peers.Considering everyone is raised differently and we all carry separate genes it is important to separate what may be genetics from what is learned behaviors. Both genetics and learned behaviors can affect our overall behaviors in which cannot be confirmed one way or the other and cannot be controlled unless it is taught or learned from experience, circumstances or consequences to one's individual pro-nature and pro-nurture they both are an important role in human development. Pro-nature and pr o-nurture is what defines our personalities which create the

How Markets and Investors value stocks Essay

Collectively, Team B believes stock is a security that shows possession in a company or asset and symbolizes claim from investors or the owner. The market and invests are interested in two types of stocks which are common and preferred. Common stock typically gives a share of ownership in a corporation, to which gives owners and investors rights to vote or make decisions, and a right to receive dividends. Preferred stock, gives no decision-making or voting rights, but has a greater return on assets and earnings to investors than the common shares. When preferred stocks are purchased, the investor has an expectation when dividends are to be received because of the regular intervals they are paid. With common stocks, the board of directors determines if a dividend will be paid or not. When evaluating stocks, there are two key variables, which are profitability and growth (Mcconnache, 2007). Stock ownership is decided by the quantity of shares a shareowner has comparative to the quantit y of outstanding shares. When appraising stocks, a valuation should include all risk, expansion plans and a strategy to diversify. With Internet technology investors have a considerable amount of resources to measure the profitability of stocks. This technology allows investors to aggressively and vigorously searches for corporations that can provide a high return on investment. Investors should be interested in the future growth of a corporation vice only considering the present day value. New ideas should be considered a strategy when estimating the future growth and profitability of a stock cash flow (â€Å"How To Value A Stock†, 2009). The market has a tremendous effect on the value of a stock and its profitability through supply and demand. The market has the abilities to determine when to allocate resources to adjust the supply and  demand. When that shift happens it regulate the increase or decrease of the stock price in the market. The stock market can undervalue a stock for countless intention such as dividends, earnings, and sales. These intensions attract investor that anticipates purchasing stocks prior to the market snowballing the prices. When investors find it safe or feel knowledgeable about the stock or market, and understand the rules governing the market are fair, it grows at a faster pace (â€Å"How To Value A Stock†, 2009). Even through the stock market can seen intimidating, there are safeguards for investors, which are the Securities and Exchange Commission (SEC) and National Association of Securities Dealers (NASD). SEC controls and develops laws and regulations that govern the securities industry and NASD manages added regulations and put in force federal securities acts. These two organizations provide investor protection and allow an even playing to all. Conclusion Markets and investor evaluate stocks from many different perspectives before making a decision to invest. Many factors to include political, economical, social & cultural and technology influences how a stock can generate revenue for an investor. Moreover, Present Value and Future Value are also methods investors used to determine an valuations of stocks for profitability. Reference Mcconnache, S. (2007). How to Do A Basic Stock Evaluation. Retrieved from http://www.ezinearticles.com How to Value a Stock. (2009). Retrieved from http://www/forbes.com/2009/04/14/investingstock Parrino, R., Kidwell, D.S., & Bates, T.W. (2012). Fundamentals of corporate finance (4th ed.). Hoboken, NJ: Wiley.

Middle Cerebral Artery Stroke Health And Social Care Essay

Stroke is a complex neurovascular disease caused by multiple mechanisms that result in a break of normal intellectual blood flow. Harmonizing to Kockrow and Christensen ( 2011 ) , ischemic in-between intellectual arteria shot is an unnatural status of the blood vass in the encephalon, characterised by bleeding into the encephalon of the formation of an embolus or thrombus that occludes the in-between intellectual arteria, ensuing in ischemia of the encephalon tissue usually perfused by the damaged cells. The in-between intellectual arteria supplies the largest volume of the cerebral hemisphere, including the basal ganglia, the internal capsule, and the ocular radiations from the thalamus ( Mitchell & A ; Moore 2004 ) . The disrupted blood flow in the MCA causes intellectual disfunction. Cerebral blood flow has an autoregulatory mechanism that protects against hypoxia and low perfusion ( Johnson 2012 ) . When intellectual blood flow decreases, there is addition in blood force per unit area and vasodilation occurs as the autoregulatory mechanism attempt to counterbalance ( Johnson 2012 ) . If the blood flow falls below a critical degree, intellectual blood volume is reduced and infarction occurs. Johnson ( 2012 ) explains that the deficiency of foods usually received from oxygenated blood and the harm which is caused by unexpected shed blooding into or around the encephalon taking to cell decease. Cerebral ischaemia initiates a figure of damaging cellular events enduring which consequence in monolithic cell decease and tissue harm beyond the country originally affected by the deficiency of blood flow ( Kockrow & A ; Christensen 2011 ) .Tissue plasminogen activator is a serine peptidase which converts plasminogen to plasmin, a fibrinolytic enzyme ( McElveen & A ; Macko 2009 ) . Upon disposal, recombinant TPA increases plasmin enzymatic activity, ensuing in fibrinolysis ( Harvey 2009 ) . It is used to handle the shot in the acute phase to reconstruct flow to the is chaemic country. In ischemic stroke the dead or deceasing cells are surrounded by the penumbra-an country of cells at hazard of or enduring ischemia as explained by Harvey ( 2009 ) . Cells busying the penumbra are ill perfused and as a consequence become progressively ischemic ( Mitchell & A ; Moore 2004 ) . Circulation can be improved when TPA is administered within 3 hours in an acute ischemic shot ( Elkind 2009 ) . This will besides assist to understate decease cells in the penumbra. Collins ( 2007 ) states that the usage of TPA halts the shot by fade outing the coagulum that is barricading blood flow to the encephalon. When suitably administered to patients who fall within narrow clinical guidelines, TPA can restrict the extent of encephalon hurt and better results after shot ( Johnson 2012 ) .Describe the functions of four members of the multidisciplinary squad ( other than nursing ) who will care for Mrs Carroll.The function of the squad is to supply holistic attention which r ealistically develops of import ends for Mrs Carroll and her household, whilst testing for shot complications and trouble-shooting as jobs nowadayss.Address DiagnosticiansThe address healers have established function for measuring swallow map every bit good as address ( Lindley 2008 ) . Regular address therapy can better the result after shot. Therapy begins without hold after a shot ( ideally the following on the job twenty-four hours ) and involves Sessionss of 1-2 hours per twenty-four hours as explained by Funnel, Koutoukidis & A ; Lawrence 2009. The address healers are concerned with assessing, naming and handling communicating upsets, such as formation and perceptual experience of address, the ability to joint words and to understand and originate address ( Freeman 1998 ) . The address healer will help Mrs Carroll to re learn communicating accomplishments. The address diagnostician will besides intercede closely with the nurse, dietician and household to accomplish safe swallo wing schemes for Mrs Carroll.Physical therapistsThe physical therapists will measure Mrs Carroll physical capablenesss and restrictions in a collaborative procedure ( Funnel, Koutoukidis & A ; Lawrence 2009 ) . The physical therapist administers therapies designed to rectify or understate malformation, addition strength and mobility or relieve uncomfortableness or hurting ( William, Perry & A ; Watkins 2010 ) . Stroke rehabilitation comprises of exercising intercession, to understate the effects of the encephalon cell harm and optimise re-learning as stated by Lindley ( 2008 ) . William, Perry & A ; Watkins ( 2010 ) explain that the interventions include the usage of specific exercisings, heat, cold, aqua therapy and electro physical therapy. The function of the physical therapist besides involves educating Mrs Carroll and her household in right methods of placement, reassigning and call uping to help with the discharge.Occupational healersThe occupational healers aim is to help Mrs Carroll to be independent in executing activities of day-to-day life ( Lindley 2008 ) . Freeman ( 1998 ) explains that the occupational healers will find Mrs Carroll ‘s ability to execute basic activities of life such as lavation, dressing and feeding. Their function includes the appraisal of basic and more advanced functional activities ( Funnel, Koutoukidis & A ; Lawrence 2009 ) . The occupational healer plants on specific undertakings in coaction with nursing staff and physical therapists ( William, Perry & A ; Watkins 2010 ) . This involves a period of appraisal including the ability to understand instructions followed by specific preparation in basic ADLS ( William, Perry & A ; Watkins 2010 ) . As Mrs Carroll has adequate motor recovery to keep sitting balance the occupational healer starts working on basic lavation ( e.g. rinsing the face, cleaning dentitions ) . As recovery returns, more complex undertakings can be assessed and practised such as showers transportations , acquiring on and off the lavatory. The occupational healers assess the demand for, and supply, adaptative devices to advance independency with bathing, eating and dressing. Home alterations are besides assessed by the occupational healers to guarantee that the place environment is safe and contributing to Mrs Carroll ‘s independency degree as elucidated by Funnel, Koutoukidis & A ; Lawrence 2009.PsychologistsPsychologist has an of import function in assisting Mrs Carroll towards a successful recovery. Their expertness is peculiarly utile in measuring temper, depression and assisting Mrs Carroll through hard accommodation periods by pull offing her choler and other hurt ( Funnel, Koutoukidis & A ; Lawrence 2009 ) . The psychologist is concerned with the causes, bar and intervention of the single societal jobs particularly in respect to interaction between Mrs Carroll and the physical and societal environment ( Lindley 2008 ) . The psychologists will help the rehabilitation sq uad with schemes to pull off Mrs Carroll ‘s behavioral perturbations that impact on the twenty-four hours to twenty-four hours rehabilitation procedure ( Freeman 1998 ) .3. Describe the schemes that may assist active engagement of the patient and household in the rehabilitation plan.The active engagement of Mrs Carroll and her household has a important function to play after her shot. Their support will be of great comfort for Mrs Carroll and when the shot has caused major jobs, their aid in the recovery procedure is a cardinal portion of good shot attention ( Funnel, Koutoukidis & A ; Lawrence 2009 ) . The household need to understand and be involved with the rehabilitative ends that Mrs Carroll has developed with the squad and the methods selected to run into these ends as explained by William, Perry & A ; Watkins ( 2010 ) . This can include acquiring the household members to reenforce peculiar preparation Sessionss and developing the household to pull off Mrs Carroll with a position to dispatch for illustration learning techniques to reassign Mrs Carroll from bed to wheelchair or acquiring Mrs Carroll into a attention safely ( Funnel, Koutoukidis & A ; Lawrence 2009 ) . This will enable them to experience that they are playing a critical function in rehabilitation. Family members need to understand that their greatest part may be to let Mrs Carroll to be every bit independent as possible ( Gillespie & A ; Campbell 2011 ) . Another scheme that will assist the active engagement of the household is household conference with the multidisciplinary squad and the physician where they will have specific information on the type of shot that affected Mrs Carroll and about her advancement as illustrated by Popovich, Fox, & A ; Bandagi ( 2007 ) . Working with Mrs Carroll and her household will assist Mrs Carroll to accomplish realistic ends in their shot journey. It is besides really of import to learn the household techniques to heighten safety and communicating ( Funnel, Koutoukidis & A ; Lawrence 2009 ) . Family members can besides supply valuable information about Mrs Carroll ‘s usual life style. The household members can help in reorienting Mrs Carroll to the affected side and implementing safety safeguards. It is besides of import for the household to be cognizant of the shortages and intercessions appropriate for Mrs Carroll ( Lindley 2008 ) .4. Mrs Carroll ‘s defeat with motor activities and address make her angry. Discuss how choler may be used to ease effectual header and how rehabilitation nurses can enable patients to utilize their energy therapeutically.Nursing intercessions to ease emotional accommodation to stroke should include hearing, detering self-blame, promoting Mrs Carroll to verbalize her feelings, advancing independency, assisting Mrs Carroll reappraise her state of affairs, and show credence and acknowledgment of her advancement as highlighted by William, Perry & A ; Watkins ( 2010 ) .It is of import tha t early marks of uneffective header to be detected so that patients at hazard for depression may be assessed and treated. The psychologist can besides help in supplying get bying schemes for nurse and speech healer to pull off Mrs Carroll ‘s defeat and choler ( Funnel, Koutoukidis & A ; Lawrence 2009 ) . By back uping Mrs Carroll, instead than taking her, the nurse can assist her to gain her restrictions, consolidate loss and authorise her to be after for a hereafter that will be fulfilling to her.The construct of hope can be characterized by an unsure desire to accomplish ends that will let Mrs Carroll to set and travel end stations when transmutations occur as explained by Western ( 2007 ) . An achieved end or success against a nerve-racking experience creates an immediate sense of peace and good being and a generalized hope emerges for future successes harmonizing to Popovich, Fox, & A ; Bandagi ( 2007 ) . Hope is of import to recovery as it gives persons the motive and str ength to accomplish their ends ( Western 2007 ) . Empowerment so can be seen as a agency of assisting persons to recognize and accomplish their ends. Mrs Carroll becomes frustrated when she can non pass on, but alternatively of retreating from the conversation the nurse should promote her to do regular efforts to pass on with the squad and household. Hence her address will better daily and this will assist to accomplish her set ends ( ( Funnel, Koutoukidis & A ; Lawrence 2009 ) .5. Describe the medicines that Mrs Carroll is taking and discourse the grounds for administrating these medicines in his current status. Why should a cholesterin lowing agent be considered for Mrs Carroll?MetforminHarmonizing to Tiziani ( 2010 ) , Mrs Carroll was prescribed Glucophage as she has a history of Type 2 diabetes. Metformin acts chiefly by diminishing the production of glucose in the liver as described by Bullock and Manias ( 2011 ) . It besides slows soaking up of glucose signifier the intestine, inhibits glucagon secernment and tissue glycolisis ( Lindley 2008 ) . This medicine is prescribed when the blood sugar degree can non be controlled with diet alone ( Lindley 2008 ) .Avapro HCTThis medicine is used to handle mild to chair high blood pressure explained by Tiziani ( 2010 ) . The combination of a thiazide water pill ( hydochlorothiazide ) and angiotensin receptor adversary produces a greater decrease in blood force per unit area ( Tiziani 2010 ) .Irbesartan blocks the potent vasoconstrictive and aldosterone-secreting effects of angiotonin II by selective hostility of the angiotonin II receptors localized on vascular smooth musculus cells and in the adrenal cerebral mantle ( Bullock & A ; Manias 2011 ) . Hydrochlorothiazide increases plasma renin activity, increases aldosterone secernment, and decreases serum K. Coadministration of an angiotonin II receptor adversary tends to change by reversal the K loss associated with thiazide water pills ( Bullock & A ; Manias 2011 ) . This medicine will assist to take down Mrs Carroll ‘s blood force per unit area.ClopridogrelThis medicine is used to forestall thromboembolic events, ischemic bosom disease and bar of shot ( Tiziani 2010 ) . Harmonizing to Bullock and Manias ( 2011 ) , it inhibits thrombocyte collection by irreversibly adhering to adenosine disphosphate thrombocyte receptor. Mrs Carroll has a past history of atrial fibrillation and she has a high hazard of shot from embolisation of cardiac thrombus ( Freeman 1998 ) . This medicine will cut down the hazard of holding a shot. Mrs Carroll ‘s LDL cholesterin degree is high and this increases the hazard of ischemic shot and bosom disease ( Lindley 2008 ) . A cholesterin take downing agent should be considered for Mrs Carroll to assist forestall farther vascular disease ( Mitchell & A ; Moore 2004 ) . William, Perry & A ; Watkins ( 2010 ) explain that the lower the blood cholesterin, the lower the subsequent hazard of ischemic shot and other thrombotic vascular disease. The cholesterin take downing agent has the ability to brace atheromatic plaque, cut down thrombogenicity every bit good as its consequence on dyslipidaemia ( Tiziani 2010 ) .6. What are the advantages and disadvantages of get downing Mrs Carroll on medicine to command her urinary incontinency?Harmonizing to Bullock and Manias ( 2011 ) , anticholinergics interfere with the parasympathetic excitations of the detrusor musculus by barricading the neurotransmitter acetylcholine, ensuing in fewer nonvoluntary contractions ( . One of the disadvantages of utilizing medicine to command her urinary incontinency is that it causes hazard of mental confusion ( Tiziani 2010 ) . Her cognitive operation has decreased since she had the autumn, hence this medicine will do it worse. Anticholinergics medicine additions hazard of terrible irregularity, Mrs Carroll suffers from irregularity already this medicine will increase the hazard of holding intestine obstructor. Furthermore, bladder preparation can better urinary incontinency and encouraging Mrs Carroll to utilize medicine will cut down her independency and motive ( Lindley 2008 ) . Mrs Carroll might experience embarrassed to go to therapy due to her urinary incontinency. Therefore she could decline therapy and this will non assist in the recovery procedure. Urinary incontinency may do clamber dislocation and roseola due to extra of wet in the genital-perineal country ( Borleis 2012 ) . This medicine will besides cut down the hazard of Mrs Carroll acquiring a urinary piece of land infection as she would non necessitate to travel to the lavatory more frequently. Furthermore, good continency attention plays a cardinal function in assisting to reconstruct Mrs Carroll self esteem and independency ( Freeman 1998 ) . The medicine will besides assist Mrs Carroll to come on with vesica preparation ( William, Perry & A ; Watkins ( 2010 ) .7. Mrs Carroll had a strong spiritual religion prior to her shot but has since refused to see the Priest or members of her church. What intercessions might you implement to assist her recover her religious well being?Mrs Carroll might b e embarrassed to run into her friends due to her status. First I would try to find the ground ( s ) for the hurt, and back up the Mrs Carroll to analyze her beliefs and values ( Tanyi 2006 ) . Supply research-based grounds to Mrs Carroll about the positive impacts of spiritualty on her wellness and operation ( Tanyi 2006 ) . Spending one on one clip with her and assist her to reflect back on her past religious well being might assist in cut downing her religious hurting.I would mention Mrs Carroll to a societal worker who may mention her farther to a psychologist ( Lindley 2008 ) . Her religious well being might non be straight related to her faith. Involve her in a speculation group with other patients who had stroke to assist her talk about her state of affairs. I would easy present one friend at a clip and see how she reacts to that. It is besides really of import to let Mrs Carroll to grief for the loss of what her life was and guarantee that she is cognizant that the nurse is a t that place to assist her. Pastoral attention services are inter-denominational and will be able to offer religious attention to Mrs Carroll ( Funnel, Koutoukidis & A ; Lawrence 2009 ) .8. How does the nurse utilise patient information obtained during admittance to help in the acknowledgment of discharge demands? What community resources would you see to assist Mrs Carroll and her hubby?A thorough nursing appraisal obtained during admittance enables the nurse to place existent and possible jobs of Mrs Carroll ( Fawcett & A ; Rhynas 2012 ) . Discharge planning is critical to advance good being and maximal recovery ( Freeman 1998 ) . On admittance, it was identified that Mr Carroll is really dependent on his married woman and that he is due for an operation in two hebdomads. Furthermore, they live in a two floor three sleeping rooms townhouse which will non be ideal for her when she come back from infirmary due to her limited mobility. To guarantee continuity of attention, the interd isciplinary procedure start on admittance by interceding with the societal worker, occupational healer, physical therapist and societal web as explained by Lindley ( 2008 ) . Mrs Carroll is active in the community and she besides has supportive friends within the Parish Community. The community can besides organize a support group for shot patients to run into other people from the community who understand what you have been through. A resource battalion can be developed for Mr Carroll supplying inside informations of community services and benefits available. On discharge, guarantee good links and information sharing between the infirmary and community squads, and between wellness and societal attention suppliers. Arrange chances for shot subsisters and households to run into cardinal community staff such as territory nurses and stroke affair nurses before discharge ( Gillespie & A ; Campbell 2011 ) .9. Mrs Carroll was an active member of his community but now has limited address. Describe any schemes you could utilize to help communicating and the discharge instruction you would supply to her hubby sing her communication with others in societal state of affairss.Communication troubles can significantly impact quality of life and cause hurt and defeat for households, friends and the patient ( Speech Pathology Services 2012 ) . A broad scope of schemes can back up communicating such as taking distractions when speaking to the patient as explained by Speech Pathology Services 2012. The usage of different sorts of communicating such as gesture, indicating or composing will assist to understand Mrs Carroll ( William, Perry & A ; Watkins 2010 ) . The nurse should explicate to Mr Carroll that it is really of import to talk in short sentences, easy and in a respectful tone with normal volume. When pass oning with Mrs Carroll, the individual should let excess clip to treat the information and repetition the message or state it in another manner ( Speech Pathology Ser vices 2012 ) . The usage of communicating devices will besides advance comprehension and apprehension ( Freeman 1998 ) . Communicating with his married woman could be really frustrating, it really of import for him to stay unagitated and patient. It is indispensable to supply accessible information for Mrs Carroll and her household on the peculiar type of address damage that Mrs Carroll has to heighten apprehension and assistance communicating ( William, Perry & A ; Watkins 2010 ) .10. Complete an admittance and discharge FIM for Mrs CarrollPlease see affiliated

Open Essay Example | Topics and Well Written Essays - 750 words

Open - Essay Example Scholars who note down history are identified as historians. Amongst all scholars, Herodotus is regarded as the father of history. This is based on his contributions to this discipline. In the modern world, the study of history entails a variety of fields. Therefore, several institutions are teaching history. Numerous scholars have concentrated on the discipline of history and political science. One of the most common historical quotes is â€Å"If you want to understand today, you have to search yesterday† by Pearl Buck (Quote garden 1). Buck was one of renowned scholars globally basing on her historical literature. The quote used by Buck asserts that for an individual to understand the present condition, he or she must explore the past. This quote simply means that an individual must refer to past occurrences in order to understand the present situation. For example, for one to understand the origin of man, one must refer to the historical information regarding the evolution of mankind. This information is explained by Charles Darwin who was one of the greatest scholars. This is a clear revelation that history is a discipline of critical importance to the society. Further analysis proves that Buck was committed to diverse issues that were overlooked in the past. History is regarded as a storehouse of information about societal behaviors (Stearns 1). There are several reasons as to why individuals study history. People live in the present, therefore; they fret about future occurrences. History grants individuals identity. According to historical data, one can be able to identify with his or her family, society and/or country. In most cases, the study of a family’s history is considered as the fundamental importance of history. For example, in the United States, individuals use history to identify with their ethnic groups. Furthermore, historical information about a country enables citizens to understand national values hence providing identity as its citizens (Stearns 1). In addition, history contributes to moral understanding (Stearns 1). When individuals engage in the study of history, they obtain information related to ethical contemplation. Several historians who possess prior knowledge of historical circumstances provide inspiration just like Pearl Buck with her quotations. Furthermore, history provides learners with certain skills that are essential in social change. Some of the skills that are acquired by history students enable them in managing social adjustments. History students have the ability to assess several phenomena including the capability to assess incompatible interpretations, assess verification, and assessing past instances of change (Stearns 1). The skills mentioned show that history provides information regarding the background of political institutions and society at large. The study of history and political science enhances the assessment of evidence from daily information. Also, learning history pr ovides the leaner with knowledge regarding how to sort out conflicts amongst different parties (Stearns 1). The experience in past events is also crucial in understanding change, in the society. In this case, the learner can analyze changes in the contemporary world. Historians claim that individuals do not have the ability to deal with the present situation as they are able to deal with the past. This is since they lack a clear standpoint regarding the

Contemporary Issues In Marketing Essay Example | Topics and Well Written Essays - 2500 words - 2

Contemporary Issues In Marketing - Essay Example Though the customers perceive the whole thing as a single offering but actually customers reacts differently to each element of the marketing mix. If each part of the marketing mix acts differently and contradicts each other, then it creates an ambiguous effect that makes the customers behave in a confused manner and they tend to purchase product from other companies who have defined brands (Foxall, 1981). The method of marketing mix is used by the marketing manager to produce optimal response in the target market. By creating a perfect blend of the marketing mix elements such that they are utilized in an optimum way. All the elements in the marketing mix are controllable variable and can be altered to meet the need of the target market and the environment. Hence marketing mix is most useful tool to design the strategy and achieve success in the target market (Bootwala, Lawrence and Mali, 2009; Botha, Bothma and Brink, 2005). This study focuses on the use of the marketing tool for a restaurant chain in London that aims to generate a positive experience for the customers. Marketing Mix for the service chain The marketing mix for the service industry deals with the 7P’s like product, price, place, promotion, people, process and physical evidence. Product The package or product in the service industry is seen as a bundle of benefits and features, which has a close relevance to the target market. This makes it important to develop the service product or the benefit package to meet the expectation of the customer. The products offered by a restaurant can be classified into five levels like core benefits, basic product, expected product, augmented product and potential product. Core benefit is the fundamental service or benefit that the customer is buying. Basic product indicates the basic functional attributes of the product that is offered by the service provider. Expected product is the attributes that are normally expected by the customers. Augmented produ ct indicates the facilities or services that are provided by going beyond the expectations of the customers. Potential product are those that are created by innovation and distinguishes the service provider from others operating in the market (Srinivasan, 2012). In case of the restaurant chain the core benefit will be the taste of the food and the Italian cuisine in which it specialises. Studies have shown that eating habit of the people of London has undergone dramatic changes due to the opening of restaurants of diverse tastes specially French, German, Italian, Australian etc (White, 2011). The basic product will be foods and drinks of diverse origin and taste. The expected products that the restaurant offers is cleanliness and good ambience that is perfect for family and official dining. Augmented services would include just in time services, aroma and music. The potential product that would make the restaurant most distinguishing is the Italian food and some dietary foods; since people of London are now getting more and more diet concerned and health conscious (Wheelock, 1997). Price Competitive pricing should be done in order to be acceptable to the customers. It is the general tendency of the customers to link the price with the product or services offered by the organization. In simple words it indicates that the pricing of any product or services is largely influenced by the quality perceived by the customer

Marketign Strategies Research Paper Example | Topics and Well Written Essays - 500 words

Marketign Strategies - Research Paper Example According to Neyman (n.d.), there are three fundamental strategies that can be used to maximize profits in a business: 1. Maximize every order’s dollar size 2. Maximize the frequency of sales 3. Maximize the volume of customers. Some of the useful ways in which each of these three marketing strategies can be implemented are discussed below: Businessmen should look out for ways in which they can increase their sales, without having to compromise upon profitability. One way to achieve this is by making use of the â€Å"buy one get one free† strategy. For instance, let’s suppose there is a businessman who owns a pizza hut. The businessman can achieve the three objectives mentioned above by offering the customers to have one personal size pizza for free upon purchase of a family size pizza. Then, when a considerable number of customers are able to make use of this deal, the businessman can upgrade the offer by offering the customers a family size pizza for free upon purchase of one family size pizza but with an addition of only five dollars. A customer loyalty program can often work wonders when maximization of profits is the goal. Such programs require the owner to provide the customers with a pre-defined discount upon shopping of a certain level. For instance, if a customer spends up to $100 at a shop, he/she can be granted a discount of 10 per cent upon the next order.

Problem Intervention Outcome in Hospital Sphere Essay

Problem Intervention Outcome in Hospital Sphere - Essay Example As such the overall incidence of the HAI is relatively large and can become a significant cause of deaths if hospitals fail to actually implement effective hygiene controls within the hospitals. Hand washing is considered as the single most important prevention which can ensure that this infection is reduced and controlled. Frequent hand washing before and after making contacts with the patients is one of the critical steps which should be properly implemented in order to ensure that hospital-acquired infections are reduced. This change proposal will exactly provide a step by step change proposal to implement handwashing in healthcare workers. Through this change proposal, higher management will be pursued to implement this step by step plan in order to implement this change. Management will be requested to actually provide resources as well as the necessary support to implement the changes at the healthcare worker level to ensure reduction in infection. This plan will outline as to how the hospital can actually implement the process of frequently washing hands by the hospital staff in order to reduce the hospital-acquired infection. As discussed above, almost 2 million patients are affected by HAI and one of the single most important precautions which can be implemented in order to reduce the impact of the same. Healthcare workers do not put much effort and focus on frequently washing their hand before and after they come into contact with the patients and other things. Since hospitals have relatively higher risk of acquiring this infection due to different reasons therefore it is critically important that the healthcare workers must follow strict practice of washing their hands. Currently, though this practice is followed but is not implemented properly and many healthcare workers avoid washing their hands properly. This lackluster practice can increase the HAI in our hospital and hence  the overall mortality rates can be higher.  

Inequality Essay Example | Topics and Well Written Essays - 1500 words

Inequality - Essay Example It should be realized that every individual possesses different levels of skills ad capabilities. In order to become better leaders, it is important for the individual to grow and develop their emotional intelligence in order to manage people better. The need to cultivate emotional intelligence arises out of several needs (Goleman, 65). The case provides an analysis in which an individual is able to be self-aware and recognize the emotions as they occur around him. As John improves in EQ, he is able to understand himself better and the people he manages in the organization greatly depend upon him. More importantly, his social life improves drastically due to the self-awareness. This is certainly an important skill for all leaders as it enables them to discover and understand their skills, strengths and weaknesses. Such leaders are able to understand the emotions of their workers and therefore treat them in the most appropriate way. The result of such awareness is an improvement in the overall performance in the organization. From the case, it is seen that John eventually manages to stay aware of his feelings and those of his senior regarding his performance in the organization. He realizes that despite the fact that he is a good performer in his field, he still needs to horn his management skills. It is basically a question of managing emotions and clearly understanding the wider picture in the whole organization (Goleman, 23). At the end, it is seen that John cannot simply rush into decisions but will clearly manage his emotions and make the most appropriate decision. For leaders, emotional management is a vital aspect and should be greatly valued. A leader should know how to balance situations and counsel his subjects without showing any inappropriate emotions in the process. In such a case, the leader will earn and maintain their respect from the subjects. In the case of John, many workers are free to consult him on various issues as a result of

Assginment Assignment Example | Topics and Well Written Essays - 1000 words

Assginment - Assignment Example This is derived from the purpose of the research that was to study the concept of organisational culture in the context of four parameters of culture that include clan, adhocracy, hierarchical and market in the public and private education institutions. It was meant to establish the existing differences between the two institutions interims of cultural practices from a faculty member’s perspective. From the findings, it is clear that the OC affects progress, performance and interaction among students in schools and between private and public learning institutions. This occurs since the two category of organisations have divergent norms and ways of operations. For instance, the recruitment hierarchy of students is different in private and public institutions; there are differences in gender balance, economic restructuring, adhocracy, use of technology, and adoption of new changes. Private institutions have more streamlined cultural practices as compared to public institutions. Students in the private schools are disciplined, hardworking, industrious, caring and quality time managers. Their teachers and other concerned parties under a hierarchical system of operation as opposed to public schools keep them in close check. This opens the cultural gap that causes a huge interaction line despite the fact that the institutions work for a common purpose of enhancing knowledge and brai n development among students. The research established that clan perceptions, school hierarchy in terms of performance and reputation, and the calibre of students depending on the environment they come from leads to the current disparities between public and private schools. They have varied cultural practices that must be integrated for meaningful growth in n the sector of education. According to the study, education is vital in sharpening the minds of young

The Problem of Cooperative Society in Marketing Agricultural Product Essay Example for Free

The Problem of Cooperative Society in Marketing Agricultural Product Essay Although co-operation as a form of individual and societal behavior is intrinsic to human organization, the history of modern co-operative forms of organizing dates back to the Agricultural and Industrial Revolutions of the 18th and 19th centuries. The status of which was the first co-operative is under some dispute, but various milestones in the history may be identified. In 1761, the Fenwick Weavers Society was formed in Fenwick, East Ayrshire, Scotland to sell discounted oatmeal to local workers. Its services expanded to include assistance with savings and loans, emigration and education. In 1810, Welsh social reformer Robert Owen, from Newtown in mid-Wales, and his partners purchased New Lanark mill from Owens father-in-law and proceeded to introduce better labor standards including discounted retail shops where profits were passed on to his employees. Owen left New Lanark to pursue other forms of co-operative organization and develop co-op ideas through writing and lecture. Co-operative communities were set up in Glasgow, Indiana and Hampshire, although ultimately unsuccessful. In 1828, William King set up a newspaper, The Cooperator, to promote Owens thinking, having already set up a co-operative store in Brighton. The Rochdale Society of Equitable Pioneers, founded in 1844, is usually considered the first successful co-operative enterprise, used as a model for modern co-ops, following the Rochdale Principles. A group of 28 weavers and other artisans in Rochdale, England set up the society to open their own store selling food items they could not otherwise afford. Within ten years there were over 1,000 co-operative societies in the United Kingdom. Other events such as the founding of a friendly society by the Tolpuddle Martyrs in 1832 were key occasions in the creation of organized labor and consumer movements. From the report of the workshop held on 10th – 11th November 2008 during the 8 the ICA Africa regional assembly at the international conference centre, Abuja. Mr Tom Tar The Executive Secretary of Cooperative Federation of Nigeria, In his introduction of the movement in Nigeria, said the Cooperative Federation of Nigeria (CFN) was formed in 1945 and got registered in 1967. He traced the background of cooperatives in Nigeria to the traditional savings and loans system. He added that following agitation by the Agege Cocoa planters Union in 1907, the study for establishment of formal cooperation was commissioned in 1934. This was followed by the enactment of cooperative legislation in 1935. The early move was in agriculture and latter shifted to marketing following the shift in the Nigerian economy from agriculture to crude oil. He gave the scope of cooperative activities in Nigeria as covering: On population, he said there are about 5million family members covering 20 million house holds. This study is significant because it will produce data on cooperative movement in Nigeria that will be useful to: 1. federal ministry of labour and productivity 2. national union of local government employees 3. state civil service commission 4. federal civil service commission . 5. managers and top executives in organized private sector 6. united nation commission on employment 7. federal ministry of finance 8. Central bank of Nigeria 9. tudents carrying out a research work in this same issue. Cooperative society is the organization of people for an improved agricultural production (Strickland, 1934). Historically in Nigeria, the orientation and growth of cooperatives in Nigeria was related to the development of agricultural export sector by the Colonial Masters who invited an expert in 1934 known as C. F. Strickland who served in India to advice â€Å"on the prospects and desirability of forming cooperatives in Nigeria† (Nkom, 1984). Among the recommendations made by Strickland was the formation of Agricultural Marketing Cooperatives with the aim of pursuing the major export crops, like cocoa, cotton, palm produce farms in the country (Ekpere, 1980). From 1935-37, however, these east while production cooperatives were either transformed or designated cooperative produce marketing societies and unions. From 1960-1972, the role of farmer cooperative in the primary production process has been re-vitalized (Ekpere, 1980). Presently, the cooperative movement is on the increase for the search of sustainability in an agricultural system. Sustainability is possible when we encourage the agricultural activities of cooperatives. The organizational structure of cooperative societies is based on their operation, organization, structure, membership, functions and services (Scope) with the main aim of â€Å"Collecting, processing and marketing specific commodities and providing with inputs, credit and technical services for benefits of members. Therefore, these cooperative organizations are usually arranged into â€Å"tiers†. They are: The primary societies, secondary and Apex organization. Although the term may be used loosely to describe a way of working, a cooperative properly so-called is a legal entity owned and democratically controlled equally by its members. A defining point of a cooperative is that the members have a close association with the enterprise as producers or consumers of its products or services, or as its employees. In some countries, e. g. Finland and Sweden, there are specific forms of incorporation for co-operatives. Cooperatives may take the form of companies limited by shares or by guarantee, partnerships or unincorporated associations. In the USA, cooperatives are often organized as non-capital stock corporations under state-specific cooperative laws. However, they may also be unincorporated associations or business corporations such as limited liability companies or partnerships; such forms are useful when the members want to allow: some members to have a greater share of the control, or some investors to have a return on their capital that exceeds fixed interest, neither of which may be allowed under local laws for cooperatives. Cooperatives often share their earnings with the membership as dividends, which are divided among the members according to their participation in the enterprise, such as patronage, instead of according to the value of their capital shareholdings (as is done by a joint stock company).

Employees Motivation of Ernst & Young in Malaysia

Employees Motivation of Ernst & Young in Malaysia The purpose of this research is to study the factors that affect the motivation of Ernst Young employees in Malaysia branches. Also explore how these motivation theories influence Ernst Young to its employees and be able to recommend new motivational programs to the management that will improve the current motivational practices of the employees. Objectives: To identify the motivational factors that motivate Ernst Young employee To investigate how Maslow Hierarchy Theory affect the motivation To understand the important reasons why employees retain or leave in the company and how motivation theories have emerged in attract talent employees To find out the role of leadership and management in motivating employee in Ernst Young Research Question: How the effects of compensation/salary and rewards to employee motivation? How does teamwork affect work performance and motivation? How do achievement and recognition affect motivation and job satisfaction? Introduction: Motivation is define as The willingness to exert high levels of effort toward organizational goals, conditioned by the efforts ability to satisfy some individual need (Stephen P. Robbins, 1998). On the other hand, employee motivation is defined psychological forces that determine the direction of a persons behavior in an organization, a persons level of effort and a persons level of persistence (Gareth R, Jennifer M GEORGE Charles WL HILL, 2000). Employee motivation is a key to the overall effectiveness of an organization. In the Maslows Hierarchy of Needs consists of five different levels, which included physiological, safety, social, esteem and self-actualization. This theory explains that employees at organizations are motivated by the desire to achieve or maintain the various conditions upon which these basic satisfactions rest and by certain more intellectual desires (Maslow, 1943). If a lower level need is not met, the person is less motivates to attend the higher level needs until it has been satisfied. While the expectancy theory attempt to explain workers motivation in terms of rewards. This theory assumes that people make rational decisions based on economic realities (Kreitner, R., Kinicki, A., Cole, N., 2003). According to V. H. Vroom suggested that people on purposely choose particular courses of action, based on perceptions, attitudes, and beliefs, as a consequence of their desires (V. H. Vroom, 1964). In other words, Expectancy theory is emphasizes on individual perceptions of the surroundings and connections arising as a consequence of personal expectations. At the present, compensation is necessary to employee motivation. If a company can satisfied an employee financial needs, the employee would naturally be motivated to work harder. Besides that, leadership also affects employee motivation. A successful leader has a different view in the chain of command. He recognizes the importance of influencing the follower gently towards a desired goal (Miller, 1996). He does not force or pushed the followers to accomplish the goal of the organization (Maccoby, 1996). Company Background: Ernst Young is recognized as one of the largest professional services firms in the world and global organization of member firms in more than 140 countries (Ernst Young, 2010). Its international headquarters are located in London, UK and New York, US. Currently the company surrounded of 144,000 employees globally (Ernst Young, 2010). Ernst Young Malaysia was established in 1909 and it was one of the first internationally linked public accounting firms in the country (Ernst Young Malaysia, 2010). In 2002, one of the first Bumiputra accounting firm in Malaysia founded by Hanafiah, Raslan Mohamad in 1964 are became a member firm of Ernst Young. Ernst Young is now the largest professional services firms with more than 2,300 employees in 17 offices in West and East Malaysia (Ernst Young Malaysia, 2009). Ernst Young Malaysia is a market leader in the provision of assurance and advisory business services, tax and transaction advisory services, serving a board array of clients, cov ering all industries and market segments. Significance of Study: This research aims is to conduct research and examine the current factors that motivates the employees in Ernst Young Malaysia. Besides that, this project also explore the factor influencing work motivation and job satisfaction for getting better performance and high productivity. The essence of that approach is to create basic conditions regarding changing job characteristics that promote high performance motivation, high satisfaction at work and match the job with the individual. Literature Review: Previously employees were considered just another input into the production of goods and services in the organization point of view (James R. Lindner, 2010). Nevertheless the Hawthorne Studies has changed the way for organization to think about the employees (Elton Mayo, 1924 to 1932). These studies found out that monetary needs do not motivate employees toward full potential, but it is the employee attitudes and behavior (Elton Mayo, 1924 to 1932). To better understand the employees motivation, management has to realize the whole concept of motivation. There are many motivation theories developed by the researches and theorists examine on what motivated employees and how they were motivated. The most fundamental theory of motivation is Maslows Hierarchy of Needs. And it has become one of the most popular and frequently cited theories of human motivation. The theory consists of five different levels, which are physiological, safety, social, esteem and self-actualization. This theory explains that employees at organizations are motivated by the desire to achieve or maintain the various conditions upon which these basic satisfactions rest and by certain more intellectual desires (Maslow, 1943). According to Abraham Maslow, the most basic needs are physiological. Physiological needs are refer to those that sustain physical life, such as the need for food. Subsequently are safety needs, the want for physiological safety such as shelter. Next is a social need, is the need for friendship, social and love. In the need for self-esteem is referring to accomplish self-respect or to feel that one is  worthwhile and successful. Finally, there self-actualization is for self-fulfillm ent and to achieve all that one is potentially capable of. These two growths need to drive the person to want recognition from others, development, challenge, and the freedom to be creative and innovative. Daniels (2001) recommended that Maslows final conclusion that the self-actualization is inspiring in their nature may be one of his most important contributions to the study of human behavior and motivation (Daniels, 2001). There are several studies that have been concluded based on Maslow hierarchy to support the suggestions of William James (1892/1962) and Mathes (1981). William James theorized the levels of material, social, and spiritual. While Mathes proposed the three levels were physiological, belonginess, and self-actualization. Nevertheless he considered safety and self-esteem as unnecessary. In addition, Alderfer (1972) has developed a similar hierarchy with his ERG theory, which included Existence, Relatedness, and Growth. He adapted Maslows theory based on the effort of Gordon Allport (1960, 1961) who integrated concepts from systems theory into his work on personality. The expectancy theory assumes that people make rational decisions based on economic realities (Kreitner and Kinicki, 1998). Vaida (2003) claimed that incentives used to reward excellent performance and in work processes. Additionally, Hoy and Miskel (1991) agree that incentives such as money, power, as well as general incentives that are non-material. Acoording to V. H. Vroom (1964) suggested that people intentionally makes certain courses of action, based on their perceptions, attitudes, and beliefs, as a consequence of their desires (V. H. Vroom, 1964). In other words, Expectancy theory is emphasizes individual perceptions of the environment and subsequent interactions arising as a consequence of personal expectations (V. H. Vroom, 1964). These theories on the other hand are motivation theories that focus o n the internal attributes of the individual. Caruth Handlogten (2001) claimed that compensation can enhance the employee motivation. Compensation may refer to monetary or non-monetary, tangible or intangible, and physical or psychological, and these are offered to the employees for more productivity (Caruth Handlogten, 2001). If a company can satisfied an employee financial needs, the employee would naturally be motivated to work harder. However paying an employee will not retain them for a long period in the organization. To retain an employee and to keep him motivated and inspired, an employee must be empowered (Bratton, 1999). Empowered allows employee feels the ownership of business and make decision on their own which can increase its confidence by enhancing decision making power (Bratton, 1999). In the recent research from Watson Wyatt Worldwide, recommends that to attract the greatest employees, companies need to pay more than the average-paying in the market (Ira Kay and Bruce Pfau, 2001). Money provides most basic em ployees motivation. The leadership style of the managers also is important to implementation of the motivation programs. Quantitative studies conducted in the past showed positive relationship between leadership behavior and job satisfaction (Euske et al, 1982; Savery, 1994). A Managers leadership style contributes directly to the employees motivation and work satisfaction, and the work progress in the organization. A successful leader has a different view in the chain of command. He recognizes the importance of influencing the follower gently towards a desired goal (Miller,  1996). He does not force or pushed the followers to accomplish the goal of the organization (Maccoby, 1996). McConnell (1998) suggests that leader should spend more time to get to know his followers better. Leaders should pay attention to details regarding on their followers. Methodology: There are four major components apply into this research and shows its relationship to the employee motivation. This research consists of only 5 variables. The dependant variable would be Employee Motivation and the independent variable is included Maslow Hierarchy, Expectancy Theory, Compensation and Leadership Management. The theoretical framework for this research as bellow: Maslow Hierarchy Expectancy Theory Employee Motivation Compensation Leadership Management INDEPENDENT VARIABLE DEPENDENT VARIABLE The research method is qualitative for this study by a survey method. The total population of employees in Ernst Young Malaysia is 2300 in 2009. Further research will conducted to identify the present population. However, the target population for survey is all employees on the all the 17 office. In the data collection process, primary data is using to accomplish in this research. Employees will be sampled through convenience sampling in this research. So of the employees who do not want to participate in the study will be subtracted from the 100% original samples. A structured questionnaire will be designed for the purpose of this research. The questionnaire will contain 30 questions that would help identify the motivating factors of employees in Ernst Young.

Controversies in ECMO

Controversies in ECMO Parag Gharde, Sandeep Chauhan   Controversy is defined as â€Å"Public debate about a matter which arouses conflicting opinion.† (Oxford English Dictionary) ECMO or ECLS- To start with there is controversy regarding the name itself. There are two abbreviations that we commonly come across in literature ECMO- extracorporeal membrane oxygenation ECLS- extracorporeal life support This support system is used in different clinical settings where the reversible organ dysfunction has affected the lung, the heart or both. When lung rest is needed the veno-venous ECMO system is used and for providing cardiac rest veno-arterial system is used. The term extracorporeal membrane oxygenation (ECMO) came into being when Dr. J. Donald Hill first used it successfully in a road traffic accident victim who developed acute respiratory distress syndrome after multiple blood transfusions. Since lung rest and oxygenation was the main therapeutic requirement, the life support system was named ECMO. But since this support system is now often being used in patients requiring cardiac support where the native lung is functioning well, the term ECMO is not suitable and hence the term ECLS is now in common use in clinical practice. The ECMO society itself is named as â€Å"Extracorporeal Life Support Organization-ELSO†. Therefore the reader should not get confused when they come across the terms- ECMO and ECLS, both meaning the same but to the author the term ECLS appears to be more appropriate as it can be used interchangeably whether support is required for the lung, the heart or for both. The use of the term ECMO is justified only if it is being used to support pulmonary function with the aim of giving rest to the lung. Does ELSO work? After the first successful use of ECLS in an adult, which was reported by Hill etal in 1972 (NEJM 1972; 26: 629-34.), the National Institute of Health sponsored a multicenter randomized study by Zapol etal in 1974, which showed 90% mortality in both ECLS and conventional care group. The anticipated enrolment for the study was 300 patients but the study was stopped after just 92 patients, as the death rates were similar in both the groups. This prospective randomized trial deflated the initial euphoria that was generated by the report of Hill etal. Was this supposed to be a certain miscarriage of a support system devised to deal with patients who are non-responders to conventional medical practice, even before seeing the light of the day? This study was conducted in adults with hypoxic respiratory failure and published in 1979. (JAMA 1979; 242:2193-2196). This first prospective multicenter randomized clinical trial demands a close scrutiny. During the study period a nation wide epidem ic of influenza pneumonia broke out, which might have affected the results. Though the protocol included lung rest but the inflation pressures were high compared to the present recommendation, which may have caused lung injury. VA ECLS was used rather than VV ECLS, which may be responsible for high incidence of pulmonary micro-thrombosis due to decreased pulmonary blood flow. ECMO was instituted after a mean duration of 9 days of mechanical ventilation, which in the present era has been reduced to 7 days. Morrios etal (Am J Respir Crit Care Med-1994;149(3);88) randomized 40 patients with sever ARDS to either pressure controlled inverse ratio ventilation or extracorporeal carbon dioxide removal. Survival at 30 days was not significantly different (42% in mechanical ventilation group and 33% in ECLS group). After these two randomized trials, showing failure of ECLS in the adult setup had put ECLS into disrepute despite many anecdotal mini case series and isolated case reports showing the benefits were published. The much awaited CESAR trial (Efficacy and economic assessment of Conventional ventilator support versus Extracorporeal membrane oxygenation for Severe Adult Respiratory failure), a multicenter randomized controlled trial by Peek etal was published in Lancet 2009. (Lancet. 2009:374:1351-1363.) 180 patients were randomized and 90 patients were managed at the participating tertiary care centers while 90 were referred to Glenfield hospital. Five patients in the ECMO referral group died during transportation and thus the ECMO group consisted of 68 patients of which 43 survived to 6 months (63%). This study showed that survival apart from appropriate time of institution of ECLS also significantly depends on the expertise of the ECLS conducting center. There is no consensus on the optimal time for institution of ECLS. Waiting too long will result in danger of end organ dysfunction and poor outcome, while too early institution without optimizing medical therapy will expose the patient to the inherent risk of ECLS. The success in ECLS has been with neonatal acute hypoxemic respiratory failure with survival to discharge rates reaching 80%. The success story started with Bartlett etal reporting the first successful use of ECLS in a neonate in 1976. Extracorporeal carbon-dioxide removal (ECCO2R) A membrane lung is used to remove carbon dioxide in conditions of acute exacerbation of chronic obstructive pulmonary disease. A low flow is required and is perfused by femoral artery-venous shunt. Low blood flow is not adequate for performing oxygenation. Morris etal conducted a randomized control trial using this device to eliminate CO2. This trial showed no difference between ECCO2R and the conventional treatment and the study was stopped after enrolling 40 patients only. The ECCO2R arm used low flow in a group of patients with severe lung disease, which warranted higher ECMO flows. Before starting the trial, the trial team had limited experience on sheep and one patient.(Am J Respir Crit Care Med,1994:149; 295-305.) Effective CO2 clearance is achieved with blood flow as little as 10-15ml/kg/min, while oxygenation requires at least 50-60 ml/kg/min of blood flow. Nova lung (Germany) produces a membrane lung, which can be perfused using femoral arterio-venous shunt, enough blood flow for CO2 removal. ECLS Vs Ventricular assist device (VAD) Patients with failing heart and waiting for heart transplant need a bridge to transplant till the time a donor heart is available. If these patients develop acute exacerbation of cardiac dysfunction, which route should be chosen- ECLS or VAD? There are no guidelines regarding this situation. The main advantage ECLS holds over VAD is in patients with bi-ventricular dysfunction, which will require a bi-VAD. VA-ECLS on other hand can support both the ventricles along with respiratory failure and refractory pulmonary artery hypertension. The only limitation is the duration of support, which at most is 4-6 weeks. Cardiac ECLS The controversy is regarding patient selection. Though ECLS guideline clearly defines presence of a reversible condition before institution of ECLS, there are situation when it’s difficult to predict if the condition is reversible and most often the decision is surgeon dependent who may have a biased opinion regarding the true indication for instituting ECLS. This usually results in financial burden, resource and manpower wastage, bad outcome, lowers the moral of the team and loss of faith in the support system (ECLS). When is the ideal time to institute ECLS in cardiac surgical patient? Is it ideal to institute ECLS directly from CPB or to initiate it later in the intensive care unit after giving a trial? It has been shown that survival benefits were more in patients who went on ECLS directly from CPB thus avoiding the ill effects of prolonged low cardiac output state or subsequent to cardiopulmonary resuscitation (CPR) in the intensive care unit. Antegarde or retrograde ECLS Retrograde ECLS via femoral artery cannulation especially for cardiac support in a failing left ventricle is not a good option. The failing heart with this form of support has to compete with retrograde ECLS flow from the femoral artery cannula. This causes increase in LV wall stress and may even result in mitral regurgitation both of which increase left atrial (LA) pressure, thus affecting gas exchange due to pulmonary congestion. This may impair oxygenation and delivery of inadequately oxygenated blood to coronary and cerebral artery circulation will further worsen cardiac function and delay recovery. Therefore central ECLS with aortic cannulation has some advantage over peripheral ECLS, especially in case of cardiac support. But central ECLS takes time to initiate and is ideal in post cardiac surgery setup. In an emergency situation peripheral ECLS is easy to institute. Serial echocardiography needs to be done to rule out LA distention. If LA distention is present then placement o f an LA vent is necessary via percutaneous atrial septostomy. Some prefer retrograde ECLS because of the fact that 10-15% patients suffer from stroke when carotid artery was used for arterial cannulation in profound hypotension or arrest. Neck vessels are used in children up to 5-6 years and femoral access in older patients. Limb ischemia is common with femoral artery cannulation and may require additional distal limb perfusion. Is axillary artery cannulation a better option? This can provide sufficiently oxygenated blood to the upper body, which is lacking with retrograde flow. The issue of limb ischemia is also addressed. The decreased pulmonary blood flow in full support VA ECLS may increase the risk of thrombus formation, in the pulmonary circulation, because of lower levels of anticoagulation. Does the type of oxygenator influence outcome? In vitro studies reported problems with Biomedicus (Medtronic, USA) pump heads. Thiara etal demonstrated improved circuit durability and reduced hemolysis when changing from Biomedicus (Minimax oxygenator) circuit to a Rotaflow (Lilliput 2 oxygenator), but failed to demonstrate survival improvement. (Perfusion, 2007;22:323-26). The earlier oxygenators were spiral wound silicone membrane oxygenator (Affinity, Avecor Cardiovascular Inc, USA), and the recent multiple hollow fibers

Cry, the Beloved Country, by Alan Paton :: Cry, The Beloved Country Essays

Cry The Beloved Country The quote â€Å"But there is only one thing that has power completely, and that is love. Because when a man loves he seeks no power, therefore he has power,† as stated in the book in the book Cry the Beloved Country is not a true statement. No man has absolute power over any one thing. Although people seek power in many different places, there is only one true power, and that is God. There are many different levels of power in the world, but no level has complete power over anything else. Love is a power that God has given to man, but it cannot be controlled. Man doesn’t have power over love. He can search for it in many different places, but the power he is searching for remains in God. A human has no control over their likes and dislikes. People cannot make something better or worse than it is. Love is the same. One cannot help it if they love something. People or things can touch a person’s life, and they naturally grow to or learn to love it. There are different definitions of love, but the true definition lies with God. People can spend their entire lives searching for more power. The thing that they must realize is that no amount of power will mean anything to God when it comes time for judgment. People base their lives too much on what material things they have, rather than what they have spiritually. They search for happiness in things like money and fame, but they are never fulfilled. It is impossible to find happiness in things like money and fame. No one can obtain happiness in a place where happiness cannot be found. When people start living their lives for the Lord, they will be the ones who hold the power in heaven. God has power over all things, because he created them all. People have the option of turning the power in the direction that best suits them, but God controls what will happen when one does turn the power. No man can control sickness, death, or natural disasters. The only thing that matters in man’s life is what he does for the glory of God. The most important power that man has is the power of choice. Man has the choice to follow God.

Swords :: Essays Papers

Swords The sword was the predominant weapon of the knight during the Middle Ages. According to the Arms and Armor Glossary, "Swords have a long tapered, usually two edged blade ranging from 32" to more than 72" In length ending in a point which was sometimes, but not always, used for thrusting." Knights used swords in battle because they were very light. In weight, ranging from 3-5 pounds. The first metal swords were made of bronze, but later they were crafted of iron. From the period of the sixth century until the fifteenth century the most popular weapon for both knights and squires was the broadsword. The broadsword is generally a two-edged sword that ranges in length from 30" to 42". This sword is 2" to 3" at the base and 1/16" to 1/8" at the point. A knight was able to fight all day with this weapon because of its light weight, yet it was heavy enough that it could inflict serious harm on anyone that was to get in it's way. The broadsword is so dangerous because it works by concentrating the force of its blow. Another popular type of sword was the bastardsword. Bastardsword is the modern word for hand and a half sword. This blade's popularity peaked during the fifteenth century. Being 44" to 50" in length this sword was longer than the traditional broadsword. Knights liked this sword because of its versatility, the extended handle allowed the blade to be used in either both hands or wielded in one hand. In general swords tend to weigh less than most people think. The pommels of many swords are thicker than they appear in most drawings and illustrations; they are heavy in order to counter the blade. Over time the sword came to possess a very strong symbolic meaning, different virtues were assigned to the two edges of the sword. "The two edges of the sword show that the knight serves both God and the people, and its point shows that all people must obey him." (Barber 36) The cross or quillion (a popular 16th century term) is another part of a sword. It was given this name because of its shape; the quillion resembles a Christian cross, which subsequently furthers the symbolism of the sword.

The Similarities and Differences Between Thor and God

Thor and the Life of Christ can be looked in the same way. There are similarities between the two people and there are also many differences. There is a common theme between both Thor and the Life of Christ. Prominence, humility, suffering, and exaltation, in that order, are themes that happen to both Thor and Jesus. There are many similar relations that connect to both of these people but are presented in different way. Prominence was big in both of the people. Thor was the Norse god of thunder that everyone bowed down to. This relates to Jesus because he is also a high figure that Christians praise and worship.The level of prominence that these two people have is very similar to each other. Thor lives in a place called Asgard. This is the home of the gods and is very similar to Heaven. Heaven and Asgard may look different but they serve the same purpose. They are both places of High Divine and a place of peace. This is a similarity between the two story lines. One difference betwee n the amounts of Prominence that each one had was that Thor thought too highly of himself. He was very arrogant in the beginning of the movie and even defied his own father’s orders.The difference between Thor and Jesus is that Jesus did not count himself equal with God. This is told in Philippians 2:5-11. Although Jesus was in the form of God he did not count equality with God therefore, he became a mortal and was born in the likeness of men. Unlike Jesus, Thor was cast down to Earth as a punishment. He was punished because he disobeyed his father’s command and went to Jotunheim and started war. Because he did this, Odin relinquished him of his powers and banished him to Earth. This is a contrast between Thor and Jesus because Unlike Thor’s banishment, Jesus did it out of love.These acts brought humility to each person. Thor’s punishment was being stricken from his powers and becoming a mortal. This means that he can no longer fly or has the mighty power of his hammer. He is only human. This brings a type of humility because he has been degraded down from a god to a weak human. He must learn to cope with his human body. Thor no longer had the strength of a god but had the strength of a human which was really weak compared to his god form. This is very similar to Jesus because he was also born through the likeness of men. This means that Jesus was no longer the all-powerful being that people worshiped.Instead he was a mortal that lived upon men. He had limitations as well and faced many temptations in his life as a human. Humility was present because of the suffering and rejection that Jesus received and accepted from people. Many people made fun of Jesus. When Jesus did miracles he was made fun of. He was rejected by his own people and was beaten and mocked by the Roman soldiers. The most painful humiliation that Christ received was his crucifixion. This is humiliation and suffering to Jesus. Although Thor did not receive as painfu l humiliation that Jesus received his still received his own form of humiliation as a mortal.An example can be seen when Thor went to get his hammer. After beating up all of the guards, he ultimately could not pull out his own hammer. This gives an example of humiliation because he was not able to pull out his hammer even though he had finally found it. This shows the suffering that Thor had to endure because he could not take the hammer even though it was in his grasp. This is the ultimate source of humiliation because Thor could not get the one thing he desired most. The humiliation between both people leads to suffering. Jesus Christ and Thor both suffer tremendously throughout their journeys.It is incredible to see how much they can both endure despite how much pain they go through. Jesus suffered a lot as his time of being a human. He was made fun of and was also beaten upon by the Roman soldiers. This is suffering because Jesus went through pain. Throughout Jesus’s suff ering, He was able to stay obedient to God until his death on the Cross. It says this in Philippians. Jesus did stay obedient despite all of the suffering that he had went through. It was basically torture for Jesus but he was able to stay obedient. All of Jesus’s pain that he took was an example of suffering and he did it all to save people’s sins.This suffering also relates to Thor because he also suffered during his time as a human. Thor suffered because he had to watch his friends get tossed around by the destroyer. The destroyer resembled death in the movie. The destroyer came for Thor when Loki ordered to kill Thor. Thor experienced suffering from the Destroyer and in the end faced death. Thor accepted death and faced it face to face and ended up dying. He was willing to die in order to save his friends. This relates to Jesus because he was able to die and go on the cross in order to save His people and the people’s sins.Jesus did not care at all what peop le did to him. When Jesus was on the Cross He said, â€Å"Father, forgive them, for they do not know what they are doing. † Jesus was able to find sympathy until the very end of his suffering. Thor follows the same storyline as Jesus because he also dies in order to save his friends. Although the deaths are different it gets the same point across that both people went through suffering in order to save the people they cared about. This suffering finally leads to exaltation. The exaltation of Jesus is similar to Thor as well. When Jesus was dying He said, â€Å"It is finished. Thor, in the time of his death, also said, â€Å"It is done. † This shows that they have both accomplished in what they were sent on Earth to do. Thor was able to grow as a person and was able to sacrifice his own life in order to save others. Jesus was able to be obedient until the end was able to die on the Cross just so he could save the world of its sins. This leads to exaltation because Thor ends up getting the hammer and resurrects. He becomes a god again and defeats the destroyer also known as death. Jesus rises after the third day and ascended into Heaven. Jesus also conquered death.These are very similar because they both came back to life after their deaths and went back to their original high positions. Jesus was with God in Heaven and Thor got his god powers back. This is exaltation because they have been praised with the sacrifices they have made and have been rewarded. Before Thor returns to Asgard he tells that he will come back for Jane. This is similar to Jesus’s saying of how he will return for his people. The Tagline of these two movies is two worlds: one hero. Both Thor and Jesus fit this tagline. Thor is the hero of two worlds. The two worlds are Asgard and Earth.Jesus is also the hero of two worlds. Instead of Asgard it is Heaven and Earth. He is a hero to the people of earth because he was able to save the world of their sins. This leads people to look for the hero for guidance. In Thor, Jane looks for Thor every day and make it’s her goal to see Thor again. This is similar to followers of Jesus. The followers of Jesus want to know Jesus more and are always finding ways to find him and get closer to him. The tagline of Thor and Jesus Christ are very similar. Although they are told in some different ways the ultimate view of each are the same.

Delimiting the Central Business district in Chippenham

A CBD is a central business district. This is the place where the majority of office blocks are and a large amount of comparison shops and shopping outlets. Also a factor that shows is that the land rent is high leading to the land being used to its full potential. I predict that there are several places in chippenham that could be possible CBD's. These are as follows: * In the upper part of the town near to the station * In the central high street * On the outskirts of town located in the bumpers farm industrial estate. Out of these I believe that the high street and the centre of the town are most likely to show characteristics of a CBD. Methodology How we can delimit the CBD of chippenham In order to find out where the CBD of chippenham is we are going to have to do one or two of several things. We will use the things that CBD's have in common and test chippenham to find where these things are most prominent (where the CBD will be). Some of the test that we can use will be: * Finding where the pedestrian density is the highest * Where the larger frontages of the shops are * Where there are a higher amount of fast food restaurants and cafes * We could use the nearest neighbour analysis on the shops * We could use the proportion of the shops and retail outlet compared to the other land used (in the CBD) it would be higher * We could conduct a business index (if we could gain access to the buildings) We have decided that due to a limit of time and recourse we will us the following method to find the CBD of Chippenham: * We will do a pedestrian count at several sites around the centre of the town, counting the amount of people that walk past us in a minute. We will repeat this get an average. * Pace out the frontage of the shop to find if there are any with a much larger space than others (these will probably be the chain stores). * And count the number of fast food and restaurant outlets from the arches to the market place at the top of town, as this will give us an idea of where the demand for fast food is at the highest. Once we have done this we will be able to plot graphs and draw conclusion of where the CBD is. Results and graphs A graph to show the pedestrian density on the centre of Chippenham This graph shows very clearly that as we get closer to the centre of town the density of pedestrians increase which is what we would have expected. Woolworth's is the place where the highest density is this is the middle of the high street. A graph to show the shop frontage of Chippenham town centre The largest shop frontage is on the eastern side of the street which includes Wilkinsons and Woolworth's. The largest shop frontage appears to be in the centre of the high street also agreeing with the prediction that I made. Evaluation From the evidence we have gathered we can see that the CBD of Chippenham is the centre of town. The pedestrian count showed a higher density of people in the centre than any other location in the town. There we a high amount of fast-food outlets and cafe in the town centre but these numbers decreased the further a way form town you got. The shop frontage count showed that the majority of large shop frontages were chain outlets and the larges ones we positioned in the town centre. However there were a few exceptions like Iceland which had a high frontage but want located in the centre. We also made an observation that in the north of the town there are a high amount of solicitors and building societies. These are comparison businesses so rely on each other for their trade; this is why they are all so close together. If I were going to this experiment again I would change certain things depending on the amount of money and recourses I had available to me. I think I would try and have a higher amount of people doing the pedestrian counts so that I could have larger amounts of data. This would hopefully improve the quality and accuracy of my results. I would have done the experiment at several different times if day to find out if that had an influence of the data. The experiment was done on a temperate day so I don't think the weather would have affected the results. I would have done the frontage of the shops with slightly more accurate equipment (measures with instruments rather than pacing). Thins may have had a bearing on the results however I think that the pacing method was fairly accurate.

Doll Wife

A Doll’s House Play written by the Norwegian playwright Henrik Ibsen on 1879 (Britannica) brings up various social topics into questions especially during the early 20th century. The topics or themes revolve on gender roles particularly that of women, women’s self fulfillment vs. their constructed roles only limited as a mother and wife and love in marriage.The writer of this play displays many facets of realisms about how women are being treated at times in a male dominated society, which was often illustrated during the early times. Here Ibsen presented the characters’ individuality and how they approach the different facets of societal realisms to illustrate the early dilemmas not just towards women’s position in the society but of human injustices.The play’s story is domestic in scope, primarily because two of the main characters are husband and wife.   Nonetheless, the play did include broader issues.   It showed how society in the 1800s vi ew marriage, the functions assigned to man and wife, and the limitations it gave to women in general.   It is also climactic in structure.The whole play takes place in one setting: in a particular room inside the house which is dominated by Nora’s character. Nora is the main protagonist of the story who initially enjoys being trapped in domestic comfort. She cheerfully goes with the flow on how Torvald, her husband, treats her. But rising events in the play made sudden transformation on Nora’s personality she was changed from a rebellious housewife to an independent woman of society.Nora is forced to pretend to be someone she is not in order to fulfill the role that her father, her husband and the society at large have expected of her. Her unjust conformity though is only realized during her climactic confrontation with Torvald at the end of the play. She eventually admits that she needs to detach herself from things and people that force her to follow societal stand ards.Taking into consideration the social and political attitude of Europe during Ibsen’s time towards women, Nora made a courageous decision to leave her family and walk into an uncertain future examining her life even though she’s aware that the society may not going to support her. The consequences of her decision are very uncertain whether she will succeed or fail as a person after gaining her independence.  However the question whether is it right for Nora to leave her children for the sake of her independence may seem a selfish act for a mother to do. Nora’s clear and impassioned declaration of her bitterness as well as her decision to leave her family seems inappropriate that made the play extremely controversial. Ibsen himself made an alternate ending â€Å"in which Torvald makes Nora takes a last look at their children before leaving and, seeing them, she loses her will to go† (â€Å"A Doll’s House Review†).This manifest that perh aps Ibsen is not advocating radical change the way others would want to believe it but he is just presenting mere realities that is truly apparent during his time. A Doll’s House is not a feminist literature. As a matter of fact Ibsen, the writer, believes in the importance of domestic roles and motherhood but also recognize the significance of exercising individual freedom.Most people may well say that that a woman’s first responsibility is her family and children more importantly, but a woman’s ultimate responsibility as well is herself. Ibsen in this play successfully demonstrates the message that wives and mothers should not stop and be trapped by their domestic roles but should continually discover their true selves, their true strengths and potentials.Women must experience true freedom. Nora in this play represent woman in the midst of society where males often oppresses females, reducing them to mere objects of playthings. That oppression often enslaved t hem restricting them to fully enjoy their individual freedom and eventually their God given potentials.Reference:â€Å"A Doll’s House Review online†. Retrieved on 12 May 2009 from:

Human Resource Management Essay

Abstract Throughout the time of the course, Human Resource Management, we have been able to learn and use HR practices in everyday life. This paper has been put together using two case studies and eight chapters from the book, Managing Human Resources. The two case studies are based on Lincoln Electric Company and Southwest Airlines, the eight chapters include chapters 1 and 3 then chapters 7 through 12. As a group we have worked together to prepare each different chapter and we have used the cases to help develop our own Human Resource skills. This paper will demonstrate how as a group we were able to relate the case studies to different aspects that the Human Resource field covers. Chapter 1: Managing Human Resources Read the two cases at the end of this book regarding Lincoln Electric and Southwest Airlines. Then using Exhibit 1.1 as a guide, make an illustration that identifies the stakeholders of each company and shows the relative importance of each stakeholder to each company. To complete this assignment, you can gather your information materials in this chapter, the cases at end of the text, and from other sources, including newspapers, magazines, the internet, and your own experience. If you are unable to obtain information you feel is relevant, make assumptions based on your best judgment. Note any major assumptions you make. Southwest Airlines Lets elaborate on each stakeholder in more detail. First is suppliers which are Boeing Aircraft, airport, and the fuel companies. Boeing supplies the  airplane that they us which is the Boeing 737, the airport gates provide income for the company, and the fuel company of course supplies fuel. With all the different suppliers Southwest has to keep them in line with what they are trying to accomplish which is offer the best prices to its customers. Competitors are all the airplines at the airport. Southwest has to figure out a way to maintain a profit and still offer lower or same prices at the other airlines. They should always know what the competition is doing or offering. Customers are stakeholders in that they are the Shante’ Johnson  people who are buying the product and without them there is no business. Employees are important because they add value to the company. Employees are resources because they provide labor and help with production. Finally the enivornment/communtiy is a stakeholder because Southwest has plans in motion to help protect the resources they have and give back to the community. Southwest prides itself on being socially responsible and has done so by charity programs, recyling, and going green. They feel that if the community is on their side and supportive of them then they can prosper and be a household name. The Lincoln Electric Company Corporations like The Lincoln Electric Company are dependent on their customers. If they do not improve their relationship and offer the best for their guest the businesses might not be as successful. The customer makes it likely to for a company to attain its goals. LEC views it employees as being of importance because they are the heart of the company. They maintain production and their performance Shante’ Johnson  affects the company. LEC feels that it will do what is needed to make their employees happy so that they can keep producing results. Lastly I feel that LEC values the environment as a stakeholder in that it wants to come up with practice that will keep the environment safe and clean. They want to maintain a healthy environment for the community. They want to support communities in which they are located. Chapter 3: Ensuring Fair Treatment and Legal Compliance A. What evidence exists to demonstrate that each company manages employees fairly and legally? Southwest Airlines When reading about Southwest I feel that they treat their employees fairly and follow the legal procedures in obtaining their employees. Southwest like most companies value their employees and the work they do for the company. I found it interesting that Southwest renamed its HR department the People department. By changing the name of the HR department shows that they see the significance in people and the relationships that are involved with that. The article also says that Southwest puts time into hiring and interviewing applicants. I view that as they only want the best for their company and will use the resources needed to get the best. If that means interviewing 100 people for one job then so be it. If I was applying and knew that they only want the best and have measures in place that shows their support and care for employees I would want to work for them. Lincoln Electric At first when reading about LEC I thought they value their employees because they know their employees are the main reason they are able to be successful. Lincoln Electric recognizes that money is an incentive to employees and knows that by offering an incentive they can get the workers to be more productive. They understand that there was to be an honest relationship between employees and managers. There has to be a level of respect for each other. Lincoln Electric has HR Objectives that pertain to its employee; I am going to list three out of four of the objectives first is â€Å"to maintain and Shante’ Johnson  expand the Lincoln Incentive Management Philosophy, to recognize people as the company’s most valuable asset, and to promote training, education, and development that broaden employee skills† (Jackson, Schuler, Werner pg 563). I do not know many companies that have objectives written down for their employees. Having objectives in place to be followed by HR personnel is reassuring that they Lincoln Electric cares about its employees. As I continued to read about the company I found out they have a low turnover rate, but they keep their workers busy and focused on the task at hand. They also have no leisure time and many do not receive a break. I do not believe  that to be fair because if you are working a certain amount of hours a day you need a break. Also not having time to socialize with others I can picture the workplace being full of robots. People clocking in and doing their jobs and then clocking out and going home. B. Are there company practices at Southwest Airlines and/or Lincoln Electric that you would consider to be unfair? If so, which ones? Why? Southwest Airlines I will be honest is was hard finding a practice that was unfair but after much thought I find it unfair that when an applicant is being consider they may be asked to speak in front of a large group of people. If I am interviewing for a basic job that does not involved a lot of interaction with people why should speaking in front of a large group be a part of my applicant process. I also find it strange that Southwest will red flag an applicant that is flying in. I understand the idea of seeing how they behavior around others and handle certain situations, but they should also be notified that they may be watched. I also do not find it fair to judge an applicant before you even get to meet them. You cannot always take the opinion of others when making important decisions that can affect your company. I do like having others opinions and having them way in, but I do not want them to spy on an applicant. Lincoln Electric Shante’ Johnson Lincoln Electric included a dialogue of a few interviews they held and it immediately stood out to me that they were asking questions that are unfair and illegal. I do not find it professional to ask how much money did you make last year, what did you do with that money, and how do you feel about joining a union (just to name a few). Employers can get into trouble asking those questions because if someone is rejected they can sue based on the questions they were asked. I also do not think it is fair for management to have the authority to cut hours without any notice. Some employees’ livelihood depends on their job. If their hours are suddenly cut it does not give them time to put other plans into motion. I also feel that it makes the company look bad and can bring down employee morale. Chapter 7: Selecting Employees to Fit the Job and the Organization Describe,  evaluate, and compare the selection procedures used at these two companies. In preparing your answer, consider the following issues: A. The objectives of the selection process. Each company has a different selection process for job applicants and how the company selects its applicants is unique. Some companies may not have an intricate selection process; instead they just want to fill the absent position. However, this is not the case when Southwest Airlines or Lincoln Electric selects employees. Southwest Airlines believes that investing in recruiting should be a top priority for their company, and so it has become the goal to select applicants who will fit into the culture that Southwest has created instead of just filling a vacant position. Southwest wants to make sure they are hiring people who will be beneficial to the company instead of hiring someone quickly then the new employee not fit into the mold Southwest has created. In the case of Lincoln Electric, they do their selection process a little differently. Instead of going out and recruiting for all the open positions within the company Lincoln Electric instead only uses external recruitment in cases of entry level positions. Lincoln Electric has decided to fill all other open job positions internally, with those employees who have already been a part of the company. Since Lincoln is filling most job openings with people already employed within the company it shows that the company believes in the employees it has, and wants to help them grow individually as the company grows as well. B. The criteria used The criteria used in the selection process of new employees for Southwest Airlines and Lincoln Electric differ greatly between the two companies. The major criterion used for Southwest Airlines is attitude. Southwest’s selection process has strong roots in the attitudes of the job applicants. The company has selected five key predictors to see if the applicant’s attitude would blend well within Southwest. The predictors are: blend of energy, humor, team spirit, and self-confidence. It makes sense that Southwest wants to hire employees who would fit into the company culturethat way they can ensure positive and team work oriented attitude is kept within the company. The major criterion used for Lincoln Electric for filling positions is based on in house hiring, except for entry level positions. By giving employees notice of the open positions it can help keep the company culture the same, and is beneficial to keep employees and teach them new skills. When the company is able to teach employees new skills it helps build the different competencies they possess; different competencies can help make an employee more attractive to the organization instead of just one specific job title. This employee then becomes multi-functional. C. The techniques used to assess the competencies of job applicants. Southwest Airlines and Lincoln Electric have specific hiring techniques to assess the competencies of potential employees. Southwest uses three distinctive techniques to help figure out who will best fit the dynamic of the company. The first technique used is the personality test. The personality test helps â€Å"The People Department† get to know job applicants values and what type of personality he or she has. There are seven traits used: cheerfulness, optimism, decision making skills, team spirit, communication, self-confidence, and self-starter skills. The person being interviewed needs to receive a three or higher, on a scale from one to five, to move on to the next stage of the interview process. The next technique used would be the actual interview. Southwest looks to find people with great people skills, matching work experience, and people who are team players. Hiring people without these qualities would be a waste of time, considering that many of the jobs Southwest provides have to do with teamwork, helping people have a pleasant experience, and experience. The last technique is the most interesting, Southwest wants to make sure they hire people with a great attitude so they have managers jot down anything memorable about the applicant, good or bad, they give applicants special tickets on their flights so employees will know to observe them and their behavior, and they are also asked to speak in front of groups of people. However, the audience is also being evaluated along with the speaker; Southwest wants to see if the audience members are attentive and paying attention to who is speaking. Southwest wants to find people whose attitudes  fit in with current employees and the culture they’ve built together. Therefore their selection techniques are quite focused on the job applicant’s attitude and values. Lincoln Electric has kept a constant theme throughout their selection process. During the selection process, Lincoln Electric uses current employees to fill open positions; and they are able to find out if employees can take on a new position through the interview process. Lincoln does not use aptitude or psychological interviews; instead they focus on the personal aspects of the employees. There is a committee that is made up of supervisors and different vice presidents whom interview the different job applicants. Since the interviews are on a more personal level, the committee is looking for the correctperson who can perform the specified tasks and fit in with the new department. Although Lincoln Electric uses the committee to perform the interview process, the final selection is left up to the supervisor who is in charge of the department where the job opening is. D. The appar ent effectiveness of the selection process. The effectiveness of both companies selection process has been extremely effective. In the case of Southwest Airlines because of the friendly culture close to 90,000 people applied in the past few years. This many applicants can be overwhelming, but since the HR department is committed to only hiring those applicants who can fit into the company culture, they only hired 831 people. Due to the specific selection process and the use of different employees from the HR department, managers, and employees the turnover rate for Southwest is less than five percent. The employees of the company enjoy their jobs and the culture that they are involved with on a daily basis that the employees continue to work for Southwest for the long-term. Lincoln Electric’s selection process is as similarly successful as that of Southwest Airlines. Since Lincoln Electric fills openings in-house the company doesn’t experience a high turnover rate. Employees average around 18 years working with the company, and due to the in-house hiring process employees become more satisfied with their work because they are able to develop and move up in their career path. Putting faith in current employees to help build the  company from the ground level to top level, put trust in employees and thus employees trust Lincoln more and want to stay with the company longer. E. The roles and responsibilities of line managers, HR professionals, and other employees in each company. Each company has their own unique way of selecting the perfect job applicants to fill the needs of the company, and each company has proven to be successful in the selection process. But without the helpof HR professionals, line managers, and other employees the companies may not have had such smooth sailing. Southwest Airlines makes sure to include every level of employees to help choose new employees through their selection process. The HR professionals, or the â€Å"People Department†, work to set up and organize the different interviews and where they will be held, the HR professionals also distinguish what qualities are important to the company culture for job applica nts to be able to fit in. Line managers and employees are also involved, they are able to interact and speak with job applicants. By Southwest involving line managers and employees in the selection process, it shows how important the company culture is to the company. Having the line managers and employees involves also allows them to help select future employees that they will have to interact with on a daily basis. Lincoln Electric also involves HR professionals, line managers, and employees in the selection process. The HR professionals post the job openings on an internal job board and set up the interviews that will be conducted to find the right applicant. Line managers are involved in the selection process through interviews, and they ultimately have the final decision in who is hired to work in their department. Employee involvement is probably the most important part of the selection process. Employees are important because if they are not actively involved in applying for the open positions Lincoln Electric would not be able to fill the open job positions. Having the employees involved with filling the job positions is crucial to keeping the company on task and not having a lot of turnover. Chapter 8 – Training and Developing a Competitive Workforce A. For which company is training and development more important? In the case of Lincoln Electric and Southwest Airlines there is one company who puts more emphasis on training than the other. Southwest deeply involves new employees into the training process  much more than Lincoln Electric. In the production area of Lincoln Electric the employees are given on-the-job training that is over a short time period, and they are then expected to perform their duties  correctly. When it comes to sales jobs they receive on-the-job training at a plant, then they go to a regional sales office and receive more training while they are working. Lincoln Electric does not provide or pay for outside training, unless there is a specific need for the outside training. Even though Lincoln Electric does not spend a great deal of time with training, Southwest does. Southwest places a large emphasis on employees fitting in to their work culture so the company provides ample training in all aspects the employees will be involved in. There are seven different areas that new employees are trained in when entering the Southwest team. The areas include: Freedom-LUV-and You, Leadership 101, Leadership Southwest Style, Next Level Leadership, Power Speak, Successful Performance Appraisals, and Every Customer Matters. Unlike Lincoln, Southwest encourages employees to take full advantage of outside training whenever they can. Not only does Southwest train employees in their own respective fields, but they also train employees on the jobs of other employees who they will be working closely with. This type of training helps employees understand and better relate to those who they will be working with on a regular basis. Southwest provides an enormous amount of training for new employees, but they also continue development and training for existing employees as well. Once a year all employees are required to attend training programs that help reiterate the shared values throughout the company. B. Describe how the training and development activities in both companies are related to other HR activities. The training and development activities at Lincoln Electric also relate to other Human Resource activities that are involved within the company. The main human resource policy that fits well with the training and development of Lincoln Electric employees are the work assignments. The management teams at Lincoln Electric have the power to change or transfer the work assignments of current employees. In order to keep up with the changing of work assignments the training process can not be lengthy. The training that employees receive is on-the-job, so if a work  assignment changes they are able to be taught quickly on what their new responsibilities will be. In a company like Lincoln Electric the needs of consumers may change and having the ability to move workers assignments and provide sufficient on the job training helps the company keep up with the changing external factors the company faces. The training and development activities at Southwest Airlines are in direct correlation with their hiring and selection process. Southwest works particularly hard to find employees who exhibit the right attitude, who will fit in, and demonstrate the qualities that are important to the company culture. Since the time is spent to find the best employees to fit in, the company wants to invest into training them properly to become part of the Southwest team. The training Southwest provides its new employees is an extension of their selection process. Southwest does not hire employees just to fill positions accordingly the company wants to invest in the new hires to expand their abilities and qualities. Not only does Southwest want to connect the selection process to training and development for new employees, but training continues for existing employees too. Existing employees are encouraged to do outside training to improve their skills and knowledge. The company also requires a yearly training session to make sure that everyone is still operating with the same shared values throughout the company. The values in the training are the same values that the employees shared with Southwest Airlines from the time of their selection. Chapter 9 – Conducting Performance Management A. Compare Lincoln Electric and Southwest Airlines with respect to the major purposes of performance measurement and feedback. Which organization seems to be more concerned with traits? With behavior? With results? What uses does performance measurement serve in these two companies? Performance measurements and feedback are vital to the success and knowledge of Lincoln Electric and Southwest Airlines. Each company uses performance measurement tools to help gage the employees’ performance and where there is room for improvement. The performance measurement Lincoln Electric uses is based on a great deal of results and how the employees are performing their jobs and designated tasks. Employees and managers are evaluated on different  terms. Employees are evaluated twice a year, and their performance principles include: quality, dependability, ideas and cooperation, and output. Managers are evaluated on six different competencies: leadership/ownership, decision making and judgment, results orientation, teamwork/commitment, quality and customer focus, and creativity/innovation. When it comes to feedback managers at Lincoln Electric discuss the performance scores with employees and if necessary will provide recommendations. Once a year the company provides feedback based on performance and will also assist in performance improvement and development. Southwest Airlines focuses on results, but their main concern for employees is based on their traits and behavior. Southwest strives to have excellent customer service, as a result employees performance is measured on how well they are performing their jobs and handling the customer service aspect. The performance measures used help with building team cooperation instead of enticing competition between different departments. When managers evaluate employees, especially regarding customer service, they have to provide documentation of the events and how the employee performed. The manager cannot just give an outstanding score without regarding actual events that took place. Southwest Airlines contributes feedback to what they call â€Å"loving feedback†. â€Å"It celebrates successes, it lets people know how they’re doing, but it’s also honest†(Jackson, Schuler, and Werner, 2012). The feedback system for Southwest has two different objectives; first is the metrics level and second is the conversation, people to people level. The performance measurements used for both companies reflect the performance of employees and management. However, Lincoln Electric focuses more on the results that employees receive from their evaluations. Lincoln Electric does use the performance measurements to influence, whether it is an increase or reduction, in merit pay and the decisions of bonuses for employees. Not only do the results of the performance measurement affect if an employee receives merit pay or a bonus, the company uses the evaluations to fix warranty claim problems. In the case of a warrant claim the manager can trace the claim to the exact employee error made. When this happens the employee’s performance score may be reduced, or the worker may be required to repay the cost of  servicing the warranty claim by working without pay (Jackson, Schuler, and Werner, 2012). Southwest Airlines truly uses their performance measurement and feedback system to focus on the traits and behaviors of the employees. They want to show employees they value their work, and give them feedback that helps. Due to how concerned Southwest is to give employees a meaningful experience, employees would rather hear negative feedback and performance ratings than hearing nothing at all. At least by hearing the negative feedback they have something to work towards and improve on to make themselves better. B. For Lincoln Electric, how well do the performance criteria fit the company’s strategic objectives? Identify any potential sources of deficiency and contamination in the company’s performance measures. For the most part Lincoln Electric fulfills two out of the four HR Objectives that the company has deemed to be important. Those two are: to maintain and expand the Lincoln Incentive Management Philosophy and To maintain an affirmative action program, and provide employees with opportunities for advancement commensurate with their abilities and performance regardless of race, religion, national origin, sex, age, or disability (Jackson, Schuler, and Werner, 2012). There are two other objectives that I do not believe Lincoln Electric is taking enough advantage of when using their performance criteria. Two objectives include: recognizing people as the company’s most valuable asset and promoting the training, education, and development to broaden the employee skills. Lincoln Electric only provides on-the-job training and they do not pay for or encourage outside training, unless the need is absolutely necessary. Not only do they only offer on-the-job training, when performance results are released twice a year, the employees only receive coaching and performance improvement development once a year. Lincoln Electric should at least offer the coach and performance improvement directly after each performance evaluation and feedback term. By not investing in the training and education of employees they are not fulfilling that particular objective. Also, when an employee’s performance is bad, management punishes the employee instead of taking the time to find out what went wrong in the making of an item. There might have been something the employee didn’t understand. Not taking the time to discuss and figure the source of the  issues doesn’t show that Lincoln sees people as the company’s most valuable asset. Especially, when a mistake happens, their performance score is reduced and they have to fix the problem without receiving pay. C. Compare the sources of performance information used at Lincoln Electric and Southwest Airlines. Would you recommend that these organizations use 360-degree appraisals? Why or why not? Each company has a different way of evaluating their employees to find out how they performing and if they need any help or training. When looking at the sources of how Southwest evaluates their employees’ performance I do not think they need to use 360-degree appraisals. The company focuses different aspects that affect the employees individually and what teams they are a part of collectively. Southwest’s â€Å"performance management also reflects how we value our employees†(Jackson, Schuler, and Werner, 2012). Southwest effectively measures the performance of employees and the teams they are on, this type of performance measurement promotes cooperation between employees instead of employees  trying to compete to be the best. Southwest prides itself on teamwork, so when something goes wrong it isn’t just one individual’s fault, the company examines what different departments were effected to make this problem, and as a team they fix the problem. When examining the performance measurements of Lincoln Electric, I do believe that the company could benefit from implementing 360-degree appraisal performance measurement. Lincoln Electric employees are evaluated by their department manager, and employees help establish the goals that the managers are performance evaluations are based on. 360-degree appraisals would be able to give employees and managers more evaluations to work with. This type of appraisals uses supervisors, subordinates, peers, and employees to evaluate performance. The people chosen to evaluate the employee or manager are not random either, they are people who work with the employee on a regular basis and who know how well this individual does with his or her job. When Lincoln Electric is only using a manager to evaluate the employees, the manager may be bias and not give each employee a fair evaluation. However, when using 360-degree appraisals it is hard for one individual to sway the evaluation when there are multiple people working to evaluate the employee properly. â€Å"Multiple-source evaluations are perceived as being more fair, reliable, and  valid than single-source approaches†(Jackson, Schuler, and Werner, 2012). The 360-degree appraisal process may benefit Lincoln Electric when fulfilling their HR objective of recognizing people as the company’s most important asset as well. By having more than one person involved with the performance measurements, employees may gain a better since of how important they are to the company overall. Chapter 10: Developing an Approach to Total Compensation The purpose of an organization’s total compensation is to provide sufficient incentive and recognition to attract and retain the right people for the right positions within the organization and for those hired, to remain engaged within the organization and perform at their best ability. It has been proven that by having the right â€Å"employee fit† will improve motivation and productivity, resulting ultimately in a more content workforce and increased retention and tenure. Establishing a solid and competitive total compensation package contributes to employee retention, which happens to be one of the greatest â€Å"concerns of employers today, with 59 percent of those surveyed worried about losing their best employees to competitors and 67 percent concerned about the difficulty of finding skilled labor.† (Taylor, 2013) Total compensation not only refers to an employee’s salary, benefits, and other monetary rewards, it also factors in non-monetary rewards as well. There are four strategic objectives, tied directly to total compensation that should be considered when establishing an organization’s total compensation. These include: 1) Attracting, motivating, and retaining the talent required for a sustainable competitive advantage; 2) Focusing the energy of employees on implementing the organization’s particular competitive strategy; 3) Improving productivity; and 4) Cost containment. (Jackson, Schuler, & Werner, 2012) 1. Compare and contrast the two companies on the following: a. The objectives of their total compensation practices As communicated in Lincoln Electrics Employees’ Handbook (Lincoln Electric Company), as well as in the text case study (Jackson, Schuler, & Werner, 2012), Lincoln Electric’s compensation practice is premium total compensation for premium overall performance. â€Å"The key elements of premium  total compensation are base pay and bonus. Premium performance is your individual performance as well as Lincoln Electric’s performance. When you meet or exceed your goals and the Company meets or exceeds its business goals, the result is premium total compensation for premium overall performance.† (Lincoln Electric Company) The company’s objective is to â€Å"reward employees through recognition, pay for  performance, and by sharing profits with incentive bonus compensation based on extraordinary achievement as a means of motivation.† (Jackson, Schuler, & Werner, 2012) Base pay for Lincoln’s employees is determined by salary surveys comparabl e to the salaries of similar jobs in the Cleveland area, comparing externally as well as internally, through job evaluation and adjusting quarterly to ensure the salaries remain aligned accordingly. Job evaluation and continuous/comparative review is important to the organization’s position alignment and the employees’ total compensation. Base pay can be earned by either piecework pay, hourly pay or salary pay dependent on the type of position and classification of the job within the organization. In addition to the base pay received, Lincoln’s eligible employees have the opportunity to receive a portion of the company’s annual profits as incentive bonuses. These year-end profit sharing bonuses are proportional to the individual’s merit scores. The Board of Directors determines if there will be a bonus payout and dictates the amount to be distributed. It will only be paid out if the company was able to earn a profit for the year. The individual pay outs and employee shares are based on the individuals’ pay and performance during the year. A successful year for the company results in a shared portion of its success with the employees, rewarding them for their part in earning the profit. Southwest Airlines overall objective of their compensation program is â€Å"to promote and reward productivity and dedication to the overall success of the Company and to thereby also support the company’s overarching objective of attaining reasonable profits on a consistent basis and preserving job security. The development of a more performance-oriented compensation structure is intended to support and reinforce the factors management believes are most relevant to the company’s success.† (Commission, 2011) Southwest’s  employees’ total compensation is relatively equivalent to other airlines, given the nature of the type of labor required of the industry. Labor costs account for 35% of Southwest’s overall expenses, with 83% of these positions falling into, and controlled by, collective bargai ning agreements (union positions). Although Southwest’s base pay structure has been at or below the market and operates in an industry where other entities dominate the bargaining power, this low-fare/no-frills airline has maintained a productive workforce through its total compensation offerings of â€Å"numerous opportunities to share in company success through variable pay programs, including profit sharing and a stock purchase plan.† (Jackson, Schuler, & Werner, 2012, p. 579) Given Southwest’s continuous success over the years, these offerings of lucrative buyout plans to highly compensated employees and different variable pay programs, such as profit sharing and stock purchase plans have been extremely attractive to its workforce. Allowing and encouraging their employees to do what is necessary to satisfy the customer, empowers and motivates them, resulting in a greater level of job satisfaction and retention, therefore, increased customer satisfaction and company profits. The profit sharing plan offered by Southwest was the first of its kind in the airline industry and is directly tied to a defined contribution plan, encouraging a long-term employment relationship with its employees. Owning approximately 80% of the company’s stock, employees also recognize the advantages of Southwest’s stock purchase plan, offered to them only at a discounted stock share rate. â€Å"Their monetary gains are closely tied to the company’s financial future.† (Jackson, Schuler, & Werner, 2012, p. 587) In addition to the above stated company’s total compensation offerings, Southwest Airlines also uses recognitions to reward their employees. â€Å"The awards in these programs and others are given to employees who perform at a high level consistent with Southwest’s strategy and culture, and they can come in the form of plaques, monetary payments, photos taken during the awards ceremony, photos of the award winner with the CEO, and m entioned in the company newsletter.† (Jackson, Schuler, & Werner, 2012, p. 587) b. The role of total compensation in achieving a competitive advantage Lincoln achieves a competitive advantage through its piecework pay, shared profits incentive bonuses, as well as job security and guaranteed employment. These elements gave Lincoln employees a sense of ownership in the company. The company’s goal was fulfilling the customer’s needs and therefore, recognized that â€Å"employee performance and productivity are the means by which this goal can best be achieved†. This belief led to the company’s commitment that â€Å"the earnings of each must be in accordance with accomplishment. If money is to be used as an incentive, the program must provide that what is paid to the worker is what he has earned.† (Jackson, Schuler, & Werner, 2012, p. 562) This company attitude and total compensation plan empowered its workforce to work harder and smarter; resulting in little to no employee turnover, employee compensation that is almost twice that of other comparable job families in the same Cleveland area, and a work force that sees themselves as part of an organization with executives and leadership that takes care of its employees. In some ways similar to Lincoln, Southwest Airlines maintains its competitive advantage through its compensation of base salary, profit sharing and stock purchase plans, as well as, short/long term incentives and annual incentive bonuses. As promoted by Southwest’s website â€Å"Our people are our single greatest strength and most enduring long-term competitive advantage.† (Kelly, 2014) In order to have a competitive advantage over its competitors, a firm must have the ability to obtain/sustain profits/benefits that exceed the average for others within its industry. As stated earlier, Southwest was â€Å"the first to introduce a profit sharing plan in the airline industry.† (Jackson, Schuler, & Werner, 2012, p. 586) Another strategic business initiative and example that contributed to the company’s competitive advantage was through the introduction of the 10-year pilot contract agreement of 1995. Specifically, during the first five years, the pilot wages w ould not change, then five years following, the pilots got the stock option of the company and annual salary would increase by 3 %. â€Å"This kind of salary strategy combined economic interests of the pilot with the interests of the shareholders of the company (if share prices rise, both sides would profit), so the company added value. Italso helped southwest airlines to provide tourists frequently and economic flight to tourist, and won the competition advantage. This kind of salary strategy is hard to be imitated by competitors.† (Zheng, 2012) c. The pay mix and employee’s reactions to the pay mix As stated earlier, the pay mix for Lincoln Electric consists of base wages (piecework pay, hourly pay and salary pay) and bonuses. The piecework system adopted by Lincoln Electric is based on some fundamental principles including: 1) Rewards employee for what is done rather than for how much time is spent on the job (more productive employees who meet quality standards = greater compensation than those who are less productive); 2) Changes in piecework prices will be made as changes in equipment, method, layout, procedure, tooling, design or materials are made; 3) Group piecework is interdependent, and the cost of the job is limited by the bottleneck or the slowest operation in the line; 4) All Lincoln employees guarantee their quality and workmanship; 5) Pieceworkers are paid only for production that meets Lincoln’s quality standards. Production of scrap or defective parts will be taken into account during merit rating. Hourly and salaried employees’ base pay is determined by means of â€Å"benchmarking†, comparing the base pay for a sampling of jobs at Lincoln to the base pay of similar jobs in other companies of the same industry. â€Å"The bonus plan has been the cornerstone of the Lincoln management system, and recent bonuses have approximated annual wages. Bonuses have averaged about 90 percent of annual wages and the individual bonuses are proportionate to merit rating scores.† (Jackson, Schuler, & Werner, 2012, p. 560 & 570) Lincoln Electric’s employees’ reaction to the pay mix of the company is very supportive and positive. Based on five employee interviews, all five expressed their satisfaction with the compensation received. Each of the employee’s interviewed acknowledged that their salaries exceeded those of employees in similar jobs within the Cleveland area, considering themselves fortunate and better off financially due to their positions with Lincoln Electronic. Most also stated that the greatest advantage of working for  Lincoln was the compensation or the amount of money they can make (base, incentives/bonuses, stock dividends). They mentioned that they â€Å"didn’t  believe they could make this type of money anywhere else†. As mentioned previously, most of the employees in the airline industry are union employees, controlled by bargaining units and union contracts. In addition to the hourly base pay employees (typically at or below market), Southwest’s pay mix also offers opportunities to share in the company through variable pay programs (profit sharing and stock purchase plans). Mentioned previously, this mix has proven attractive by employees, as well as competitors, with attempts of mimicking in the airline industry. Unlike many of its competitors, however, Southwest is a low-fare, no-frill airline. Rewards and/or perks such as cars, club memberships, etc., are not awarded to the company officers at Southwest, maintaining lower costs to the company and ultimately higher profits to be shared. Although this pay mix has maintained attractive for many years, its future is questionable due to the acquisition and future integration of AirTran. I am not certain that this lean airline machine will be able to continue to remain as â€Å"lean† and profitable as they have been given the competitiveness and external threats of this industry. 2. Which approach to compensating employees would you prefer? Why? The compensation structure I find more desirable would be that similar to the pay mix exercised by Lincoln Electronic. Although I believe it is dependent on the type of industry you are in, I prefer a compensation plan or structure with more internal controls. I find the Lincoln pay mix to be one of which there are more â€Å"internal controls† over. As a manager, I believe it also encourages a more team-centric approach to the workforce and empowers employees at all levels to push themselves and to be accountable for the compensation they receive. The Lincoln Elect rics plan allows its employees to be part of the big picture, a more wholesome contribution approach and one of which is always looking at improving the process and making a better product overall. Given the employees level of contribution  and sense of ownership, there seems to also be a higher level of dedication and pride, pushing their capabilities to the limit†¦benefiting everyone in the end. Chapter 11: Using Performance-Based Pay to Achieve Strategic Objectives 1. Compare and contrast the approaches to performance-based pay used by Lincoln Electric and Southwest Airlines. Overall, which plan do you  think is more effective? Why? Lincoln Electric’s compensation approach is predominantly based on employees’ performance. Employees’ rewards are heavily monetary in nature (i.e., annual bonuses/incentives based on piecework). As expressed by many interviewed, the harder and more efficient you work, the greater the pay and/or incentives awarded. Employees’ salaries are directly impacted by their level of performance. Although Southwest Airlines does reward their employees based on their performance, most of the rewards received are non-monet ary and company culture driven. Some of non-monetary rewards identified include luncheons, plaques, photos taken with VPs, making mention of success in the company newsletter, etc. The ultimate objective of Southwest’s performance-based recognition is to â€Å"create a sense of family and mission†. (Jackson, Schuler, & Werner, 2012, p. 582) Based on my review of the successes from each of these companies in their respective industries, I would conclude that each plan is effective, relative to their performance in their industry. To determine which performance-based plan is more effective, I believe consideration needs to be given to the type of industry and employee it is supporting. The effectiveness determined is also affected by how their employees perceive and/or measure their level of job satisfaction. Obviously, Lincoln attracts a compensation-driven workforce (i.e., sales), while Southwest attracts more cohesive and cooperative relationships between employee groups that seek to be recognized publicly and through other means than only monetary sources. 2.Lincoln Electric is gradually moving toward using a more traditional approach to pay, putting less emphasis on earnings at risk. What strategic objectives would lead the company to conclude that a more traditional approach to pay may be more effective than their present practices? A more traditional approach to pay would be more effective for Lincoln Electronic as they continue to become more global and publically owned. As Lincoln’s interest in globalization continues to grow, so does the need for additional funding and profits to support this expansion. This reallocation requirement of profits, currently used to pay bonuses and incentives to employees, therefore supports the changed focus toward global expansion. As the public ownership of Lincoln continues to grow, their focus needs to  expand beyond that of just the employees and begin to include all stakeholders, of which are contributing to the successful expansion of the organization. Chapter 12: Providing Benefits and Services 1. What are the objectives of each company’s approach to benefits and services? Lincoln Electric’s benefit program includes several components to include a retirement annuity program, 401(k) plan, stock purchase plan, flexible benefits program, medical, dental, life & disability programs, as well as flexible spending and health savings accounts. An additional benefit offered by the company includes a paid vacation during the company’s seasonal shutdown, regardless of the employees’ tenure with the company. Based on no layoffs since WWII, as well as comments noted by the interviews in the case study, employees feel a sense of job security, loyalty and satisfaction to Lincoln Electric and the benefits and services the company offers. The objective of their benefits and services is to offer an attractive and beneficial plan to their employees, maintaining competitive advantage and employee retention, resulting in a more experienced and tenured staff. More challenging to that of Lincoln’s approach to benefits and services is the benefits and services offered by Southwest Airlines. Due to their focus to provide a more employee-centric benefits package, continually surveying their employees to determine what their employees value, they have implemented a flexible plan that allows the company to change as frequently as needed to maintain its attractiveness to top applicants in a competitive industry, as well as retain their valuable employees, â€Å"their most valuable asset†. Southwest’s objective in â€Å"hiring the best people and knowing how to find†¦and treat them† (Jackson, Schuler, & Werner, 2012, p. 577) requires a solid, attractive and competitive benefits package, including job security, in an industry that is not typically known to be competitive in this area. 2. How well do the benefits and services packages serve the business objectives and the needs of the employees? Which package would you prefer? Explain why. Although the benefits and services package offered to Lincoln Electric’s employees is satisfactory and competitive to other similar companies, the interviews held expressed the employees’ main reason for job  satisfaction rests with the compensation package, with minimal comments regarding the benefits offered. Southwest employees, however, have experienced and expressed a greater level of satisfaction with the benefits and services offered by their employer. Having a broader, more wide-range of offerings in their benefits package to full-time and part-time employees, it allows the company to meet its objective in attracting the best applicants and caring for their most valuable asset†¦its people. Although both benefits and services packages offered by Lincoln and Southwest provide excellent job security, I would personally prefer the package offered by Lincoln, as opposed to Southwest. Southwest may offer a more employee friendly and focused benefits package, however, its flexibility and potential for change seems more appropriate for a younger workforce that has not yet established loyalty to their employer, with the intention of long-term employment. Therefore, as a middle aged employee myself,   my benefits focus and interest lies with a package that can offer more long-term and stable incentives such as employee stock purchase and pension plans, as well as a promising and reliable retirement plan. 3. Could Southwest Airlines adopt the approach to benefits and services used at Lincoln Electric? If so, what would be the advantages and disadvantages for Southwest Airlines of adopting this approach? Be sure to consider how various stakeholders would be affected by such a change. I would not suggest nor support Southwest Airlines adopting the benefits and services packages used by Lincoln Electric. Southwest gains their competitive advantage in their industry through their benefits package, whereas Lincoln does so through their compensation package. Therefore, my reasons supporting the lack of confidence in Southwest’s adoption of like benefits and services to Lincoln’s is because I don’t feel that Southwest’s compensation package is as strong as Lincoln’s in their respective industries. By adopting a similar benefits and services package as Lincoln’s, Southwest may lose their competitive advantage for attracting top talent. Additionally and as stated earlier, Lincoln’s benefit package is geared toward retention and catered to a tenured workforce, which is not the objective of Southwest Airlines. The need to continually bring young, energetic and new talent  into the firm requires an employee friendly and flexible plan that is focused more on short term advantages and offerings, as opposed to long-term. â€Å"Southwest seeks to reduce labor costs† (Jackson, Schuler, & Werner, 2012, p. 579) and by doing so, implementing a strong, attractive, but flexible benefits and services plan allows them to meet this reduced labor cost objective, while continuing to bring in new talent and maintain their company’s goal to remain a low-fare, no-frill airline. Works Cited Commission, U. S. (2011). Definitive Proxy Statement – Southwest Airlines Co. Washington DC: Southwest Airlines Co. Jackson, S. E., Schuler, R. S., & Werner, S. (2012). Managing Human Resources. Mason, OH: South-Western. Kelly, G. (2014). Southwest.com. Retrieved from About Southwest: https://www.southwest.com/html/about-southwest/ Lincoln Electric Company. (n.d.). Employees’ Handbook. 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