The Hazards Of Smoking Essay Example For Students

The Hazards Of Smoking Essay Is there anyone who does not know someone who smokes? Everyone has a family member, friend, or co-worker who smokes. They have chosen to smoke, but by just being around them you are also smoking, only you have not made that choice. Before you choose to take this risk you should think about what may happen to your body. There are many factors that you should take very seriously; smoking is a hazardous habit because it leads to addiction, disease, and high-risk pregnancy. As advertisements have shown on commercial on television that smoking is a way to relax and to be cool by smoking cigarettes, they never show you the negative side of it. For example, addiction is one of the bad side effects and it is caused by nicotine. Once you inhale the cigarette you will then feel or want the need for another one, and you may have different personalities and change because of the addiction. You may get more grouchy and violent behavior and need a cigarette to relax, but instead it is doing more damage. Researchers have found ways to control addictions and some have succeeded while many have failed. People at a younger age start to get addicted by the nicotine in the cigarette and this is where the problem starts. We will write a custom essay on The Hazards Of Smoking specifically for you for only $16.38 $13.9/page Order now The hazardous of smoking lead to many fatal diseases and should convince people to quit their habit. First, a major reason why people should quit smoking is that many people are dying of cancer. For instance, the statistics say that in the United States six out of ten people are dying everyday due to lung cancer. This disease is killing people if it is not detected promptly. Another reason for quitting smoking is heart disease and its consequences. For example, many people suffer from heart failure, but even though they know about smoking and its dangers, they do not stop their habit until they become ill. Unfortunately, in many cases, people are at risk to live with heart complications for the rest of their lives. Lastly, another important reason for people to stop smoking is the risk of getting emphysema. This is also a deadly disease that affects their lungs and their whole respiratory system. These several reasons should prove to the smokers that this habit puts their health in d anger, and causes many diseases that lead to death. Unborn babies who have mothers who smoke are more likely to die of sudden infant death syndrome (SIDS). The placenta joins the mother and the baby, which is where the baby gets food and oxygen. When a mother smokes the placenta does not work as well as it should. The babies are also more likely to be born early. Every time a woman smokes she is giving her child less food and oxygen, therefore, the baby can and maybe will not be wealthy. It is very easy for a pregnant woman to stop smoking when the people around her do not smoke. When a baby is born to a mother who smokes the baby will not grow well as it should. Studies show that smoking is an unhealthy habit and can not only hurt the mother but really hurt the baby as well. Because of smoking, smokers provide high risks in addictions, disease or risks in pregnancies. Smokers prefer their habit, rather than caring about this terrible problem. They avoid the consequences of smoking. As is often the case, smoking increases the hazardous of health and problems with themselves too.

Why Americans Once Gave the ‘Bellamy Salute’

Why Americans Once Gave the ‘Bellamy Salute’ The American school children in the picture are showing their loyalty to our flag and country by giving the â€Å"Bellamy Salute† while reciting the Pledge of Allegiance. Despite how it might look, the Bellamy Salute had nothing to do with Nazi dictator Adolph Hitler, but it did cause quite stir many years ago. In fact, the Bellamy Salute is an interesting aside on the history of the Pledge of Allegiance itself. Who Was â€Å"Bellamy?† Francis J. Bellamy actually wrote the original Pledge of Allegiance at the request of Daniel Sharp Ford, owner of a popular Boston-based magazine of the day named the Youth’s Companion. In 1892, Ford began a campaign to place American flags in every classroom in the nation. Ford believed that with the Civil War (1861-1865) still so fresh in the memories of so many Americans, a great public show of patriotism would help stabilize a still fragile nation. Along with the flags, Sharp assigned Bellamy, one of his staff writers at the time, to create a short phrase to be recited to honor the flag and all it stood for. Bellamy’s work, the Pledge of Allegiance to the flag, was published in the Youth’s Companion, and immediately struck a chord with Americans. The first organized use of the Pledge of Allegiance came on Oct. 12, 1892, when some 12 million American school children recited it to commemorate the 400-year anniversary of the voyage of Christopher Columbus. In 1943, the U.S. Supreme Court ruled that school administrators or teachers could not force students to recite the Pledge. How it Became Bellamy’s Salute Bellamy and Sharp also felt a physical, non-military style salute should be given to the flag as the Pledge was recited. When the instructions for the salute were printed in the Youth’s Companion under his name, the gesture became known as the Bellamy Salute. The instructions for the Bellamy Salute were simple: When reciting the Pledge, each person was to extend their right arm straight ahead and pointing slightly upward, with their fingers pointing straight ahead or in the direction of the flag, if present. And That Was Fine†¦ Until Americans had no problem with the Bellamy Salute and rendered it proudly until the days before World War II, when Italians and Germans began showing loyalty to dictators Benito Mussolini and Adolf Hitler with the disturbingly similar â€Å"Heil Hitler!† salute. Americans giving the Bellamy Salute began to fear that they might be mistaken as showing allegiance to the growingly powerful European fascist and Nazi regimes. In his book â€Å"To the Flag: The Unlikely History of the Pledge of Allegiance,† author Richard J. Ellis wrote, â€Å"the similarities in the salute had begun to attract comment as early as the mid-1930s.† Fears also began to grow that the editors of European newspapers and films could easily crop the American flag from pictures of Americans giving the Bellamy Salute, thus giving Europeans the false impression that Americans were beginning to support Hitler and Mussolini. As Ellis wrote in his book, â€Å"the embarrassing resemblance between the ‘Heil Hitler’ salute and the salute that accompanied the Pledge of Allegiance,† stirred fears among many Americans that the Bellamy Salute could be used overseas for pro-fascist propaganda purposes. So Congress Ditched It On December 22, 1942, back in the days when Congress really took care of business, lawmakers passed a bill amending the U.S. Flag Code to mandate that the Pledge of Allegiance should â€Å"be rendered by standing with the right hand over the heart,† exactly like we do it today. Other Changes to the Pledge Besides the demise of the Bellamy Salute in 1942, the exact wording of the Pledge of Allegiance has been changed over the years. For example, the phrase â€Å"I pledge allegiance to the flag,† was original written by Bellamy as â€Å"I pledge allegiance to my flag.† The â€Å"my† was dropped out of concerns that immigrants to the United States, even those who had completed the naturalization process, might be seen as pledging allegiance to the flag of their home nation. The biggest and by far most controversial change came in 1954, when President Dwight D. Eisenhower drove a move to add the words â€Å"under God† after â€Å"one nation.† â€Å"In this way we are reaffirming the transcendence of religious faith in America’s heritage and future; in this way we shall constantly strengthen those spiritual weapons which forever will be our countrys most powerful resource in peace and war,† declared Eisenhower at the time. In June 2002, the 9th Circuit Court of Appeals in San Francisco declared the entire Pledge of Allegiance unconstitutional because of its inclusion of the phrase â€Å"under God.† The court held that the phrase violated the First Amendment’s guarantee of separation of church and state. However, the next day, 9th Circuit Court of Appeals Judge Alfred Goodwin, issued a stay that prevented enforcement of the ruling. So while its wording may change again, you can bet the Bellamy Salute will have no place in the future of the Pledge of Allegiance.

The Importance of Feminism within Criminology Essay

The Importance of Feminism within Criminology - Essay Example Similarly, feminist criminologists denounce unitary categorization of women oblivious of the influence of race, class, and sexual inequality (Britton 2000, p.63). Advocacy has been instrumental in the betterment of lives of women inmates such as expansion of medical services, job training, and educational prospects. The underrepresentation of women as criminal offenders is apparent. In most cases, the sex ratios of criminal offenders as released by social control authorities are biased. Consequently, women are underrepresented as victims of crime. Most of research undertaken on this topic disproportionately indicates that men are mostly victimized than women in all categories of violent crimes, not including rape and sexual assault. This is where feminist criminology has made much of its mark. Its literature on this arena has mainly highlighted offences of which women are most likely to be victims. Feminism has borne fruits as mainstream criminology literature now features feminist e mpirical work and theories, with some sections discussing rape and intimate violence. Britton (2000, p.70) argues that the field of criminology is masculinised where scholars mainly concentrate on activities of men owing to statistics that show men’s predisposition to criminal activities compared to women. Theoretical and Methodological Perspectives in Feminist Criminology Over the last thirty years, feminist criminologists have challenged theories, concepts, methodologies, and assumptions advanced by criminologists in the study of crime and justice system. Research on this topic indicates immense disparities in crime ratios between sex and race. However, a concise theory explaining this phenomenon is yet in place. Some of the pioneering work is Carol Gilligan’s theory of moral development that considers women’s ethic of care to reduce their probability of offending. Other theoretical arguments advanced include emancipation theory, which holds that, womenâ€℠¢s lower rates of involvement in criminal activities stems from their confinement to domestic roles. The theory explains that this is occasioned by discrimination that caps their aspirations and opportunities. With social and political emancipation, women’s increased involvement in criminal activities will be inevitable (Makarios 2007, p. 107). Empirically, these theories have received minimal support because even though the rate of women’s involvement in violent crimes has increased; they remain relatively low compared to those of men. The increase can be attributed to increased economic marginalization of women as well as a change in how social control authorities view women (Makarios 2007, p.108). Many quantitative studies have been undertaken in this area most of which adopt equity approach. This is popular among liberal feminists where gender is conceptualized as an independent variable. Liberal feminists hold that women are denied access to equal political, finan cial, and career access purely on the basis of sex. The theorists claim that sociological factors, rather than physiological, best explain women’s criminality. Radical feminists have taken issue with these approaches by arguing that the victimization of women has been normalized and should not be equated to that of men. Radical feminists criticize the claims made by liberal feminists as naive. Radical feminists relate social relations, inequality, and crime to male power and privilege (Proctor 2006, p.28). In addition, they argue

Medical Language Essay Example | Topics and Well Written Essays - 250 words

Medical Language - Essay Example We put him on a trolley and shifted him to the nearby hospital by ambulance. We made him relax in semiprone position so that he could breathe well. We reached the hospital in 15 minutes. Enroute, his saturations were found to be 87 percent and hence he was started on oxygen. His lungs were filled with fluid. The fluid was more in lower lobes. Examination revealed crepitations on both the sides. His wife told us that he is known patient of congestive heart failure, diabetes and hypertension, on appropriate medication. We were thinking that his preexisting chronic cardiac failure predisposed to this acute exacerbation. The wife was very tensed and cried profusely. She asked me how the patient would do and I did not know much about the condition. On shifting into the emergency room, he was diagnosed to have pulmonary edema. Chest X-ray was ordered and several blood tests, including arterial blood gas analysis were sent. This I came to know from the nurse in the emergency room. I hope th e patient does well. I referred to this condition online and found that pulmonary edema does occur in those with preexisting cardiac failure due to failure of the life side of the heart.

CONTRACT LAW ASSIGNMENT 3 Essay Example | Topics and Well Written Essays - 1000 words

CONTRACT LAW ASSIGNMENT 3 - Essay Example It also depends upon the liability of the company. Here the company seems to have committed gross negligence resulting in grievous injuries on the customer and also damaged the car to the tune of 1500. Company is liable despite disclaimer notice, because disclaimer notices are mainly for the protection of the person who has placed it and will not stand in the Court of Law. The fact that company has installed car washing machines in its premises providing washing facility to customers is sufficient for the contract between users and company. If disclaimer has legal effect, they the customer will not be able to sue the company. In spite of disclaimer there is an implied contract between the Petrol Company and people who go for car wash, as it is installed in their premises with proper guidance and advertisement and this fact will go in favour of the injured person. Maintaining a definitely faulty washing machine that could break the skull of a customer will not work in favour of the petrol company. In contract, implied terms carry almost as severe legality as written contracts. This is not a very significant area of law any more. Still, conceptually speaking about specific contracts, sometimes we come across contracts where a certain term is used for a specific number of years, for example, rent contracts or employment contracts which run for a certain time, longer than some other contracts. Every term in such contract is rarely specified; but it is implied, understood and it exists. Most of the employment terms are implied because they are based on common sense, natural law and accepted in society. The other category comes under 'giving effect to intention of parties'. This type is more common and regularly used. These terms might not have been mentioned due to careless draftsmanship or inadvertently and usually Court takes it as existing. It adds the terms of implement presuming the intention of the contract parties1. These are the prima facie terms which are too obvious to be stated. Courts acknowledge that if all terms under all circumstances have to be stated, there is no end to terms of contracts and rest of the terms could be implicated if main terms are stipulated. But these terms have to be intended by both the parties2 and not by just one party3. Also there are terms which could be implied by statute and here initial intention of the parties does not matter4. New and old legislation terms could be implied to contracts to protect either one or both the parties. This need not have acceptance of any party and Court could do it independently5. Legislation could be primary or delegated and parties cannot contract out of the implied terms as they become mandatory. These are mainly consumer protection legislations; but need not be always so. New legislations, amendment to the old legislations, revoking of earlier legislations in favour of new legislations all fall into this category. For example: The sales of Good Act and its Amendments. There are certain terms which are inspired by other acts and closely touch the present act also could be added as implied terms according to the circumstances. QUESTION THREE: Contractual attempts to exclude all liability for economic loss are not always

Planning, Leading And Controlling in Management

Planning, Leading And Controlling in Management In the era of modernisation these days, it appears that the purpose of managers in every single organisation is becoming so essential that we are required to understand the real concept behind management as well as the actual tasks performed by a manager. An understanding of the nature of management is vital for all members of society because all of us will at home stage to be a manager, and an understanding of the concept will enable us to become more effective in that role. Throughout the development of management, there are classical theories of management and modern management theory. Henri Fayol and Henry Mintzberg are both key figures in the management theories today and they are also both internationally renowned academic and authors on business and management with many articles and many books written. Henri Fayol (1841 1925) a French management theorist and managing director of a French mining company, is frequently seen as an essential early contributor to classical school of management theoies or more particularly, administrative management. He believed that management is an acquired skill and can therefore be taught. He wanted to introduce a set of principles that all organisations can apply in order to run properly. He built his theory of the five management functions upon personal observation and experience whilst he was working with French mining organisations, to find what worked well in terms of organisation. This theory was introduced in 1916. These functions serve the purpose of predicting the future of the environment and planning a relevant business strategy, developing a social and technical structure to the organisation, managing the activities of the staff, integrating plans and activities across the organisation and ensuring conformity with the plan via authority and feedback mechanisms to correct inappropriate activity but as he wrote his works in French it was not until some time afterwards that his management functions were recognised worldwide. The five functions were planning, organizing, commanding, coordinating and controlling. Planning This is the first tool of the four functions in the management process. The difference between a successful and unsuccessful manager lies within the planning procedure. Planning is the logical thinking through goals and making the decision as to what needs to be accomplished in order to reach the organizations objectives. Managers use this process to plan for the future, like a blueprint to foresee problems, decide on the actions to evade difficult issues and to beat the competition. Planning is the first step in management and is essential as it facilitates control, valuable in decision making and in the avoidance of business ruin. Organizing In order to reach the objective outlined in the planning process, structuring the work of the organization is a vital concern. Organization is a matter of appointing individuals to assignments or responsibilities that blend together to develop one purpose, to accomplish the goals. These goals will be reached in accordance with the companys values and procedures. A manager must know their subordinates and what they are capable of in order to organize the most valuable resources a company has, its employees. (Bateman, Snell, 2007). This is achieved through management staffing the work division, setting up the training for the employees, acquiring resources, and organizing the work group into a productive team. The manager must then go over the plans with the team, break the assignments into units that one person can complete, link related jobs together in an understandable well-organized style and appoint the jobs to individuals. (Allen, G., 1998). Leading Organizational success is determined by the quality of leadership that is exhibited. A leader can be a manager, but a manager is not necessarily a leader, says Gemmy Allen (1998). Leadership is the power of persuasion of one person over others to inspire actions towards achieving the goals of the company. Those in the leadership role must be able to influence/motivate workers to an elevated goal and direct themselves to the duties or responsibilities assigned during the planning process. (Allen, G., 1998). Leadership involves the interpersonal characteristic of a managers position that includes communication and close contact with team members. (Bateman, Snell, 2007). Controlling The process that guarantees plans are being implemented properly is the controlling process. Henri Fayol stated that Controlling is the final link in the functional chain of management activities and brings the functions of management cycle full circle. This allows for the performance standard within the group to be set and communicated. Control allows for ease of delegating tasks to team members and as managers may be held accountable for the performance of subordinates, they may be wise to extend timely feedback of employee accomplishments. Henry Mintzberg was born September in Montreal, September 2, 1939. He was an internationally renowned academic and author on business and management. He is married to Sasha Sadilova and has two children from a previous marriage, Susie and Lisa. Henry Mintzberg is an internationally renowned academic and author who write prolifically on the topics of management and business strategy, with more than 150 articles and fifteen books to his name. He came up with the roles of management, which he believes cover most of the things a manager will encounter in their job. The reality of management is that the pressures of the job drive the manager to take on too much work, encourage interruption, respond to every stimulus, seek the tangible and avoid the abstract, make decisions in small increments. Mintzbergs key contribution was to highlight the importance of understanding CEOs time management and tasks in order to be able to improve their work and develop their skills appropriately. ÂÂ  these normative systems. Mintzberg does not assume ex-ante what an (in)effective or (non)successful manager entails. He also neglects the relationship between managerial behaviour and organisational effectiveness. Furthermore, he takes a neutral position on the managerial role omitting influences such as ownership and power. Identified contingency factors explain differences in the make-up of managerial work.The empirical study is based on five organisations in action. The small sample size means that the results should not be applied to all industry, organisations or management positions. In his 1973 study, Mintzberg declared that the managers position is always the starting point in organisational analysis. He also argued that managerial roles are sequential a manager first makes interpersonal contact through his formal status which in turn allows information processing and leads to decision making. Mintzberg later rejected this relationship based on new empirical data. The term management roles refers to specific categories of managerial behaviour, and Mintzberg concluded that what managers do, can be described by studying ten different and interrelated roles, grouped around interpersonal relationships, transfer of information, and last, but not least, decision making. Interpersonal Roles The ones that, like the name suggests, involve people and other ceremonial duties. Leader Responsible for staffing, training, and associated duties. Figurehead The symbolic head of the organization. Liaison Maintains the communication between all contacts and informers that compose the organizational network. Informational Roles Related to collecting, receiving, and disseminating information. Monitor Personally seek and receive information, to be able to understand the organization. Disseminator Transmits all import information received from outsiders to the members of the organization. Spokesperson On the contrary to the above role, here the manager transmits the organizations plans, policies and actions to outsiders. Decisional Roles Roles that revolve around making choices. Entrepreneur Seeks opportunities. Basically they search for change, respond to it, and exploit it. Negotiator Represents the organization at major negotiations. Resource Allocator Makes or approves all significant decisions related to the allocation of resources. Disturbance Handler Responsible for corrective action when the organization faces disturbances. Comparison Fayol identifies five elements of management- planning, organising, co-ordinating, commanding and controlling all of which he believed were necessary to facilitate the management process. In comparison Mintzberg considers management activities to fall within three broad groups- interpersonal, informational and decisional which encompass his ten management roles of figurehead, leader, liaison, spokesperson, disseminator, monitor, resource allocator, entrepreneur, disturbance handler and negotiator. Although due to their differences, these theories can be treated as competing views, both can also be perceived as reinforcing the other as many parallels and similarities intrinsically exist. Consequentially the term managerial style combines the two theories. Mintzberg obtained his theory as a result of research based on observation. Hence, his roles directly depict what managers do. He argues that Fayols functions do not describe the actual work of managers at all; they describe certain vague objectives of managerial work (Mintzberg 1971). As he observed the managers in his research, he found that all activities captured at lease one of his ten roles in practice whereas they could not be simplified to be known singularly as one of Fayols functions. For example, a manager sending a memo out to subordinates informing them of the outcome of the mornings meeting is directly taking on the informational role of disseminator- providing internal personnel with information obtained either external or internal of the organisation.

Can We Reduce the Rate of Juvenile Crime and Violence? :: Argumentative Persuasive Essays

â€Å"Palm Beach County, Fla. -- On May 26, 2000, 13-year-old Nathaniel Brazill shot his teacher, Barry Grunow, with a .25 caliber handgun in school. Palm Beach County prosecutors tried Brazill as an adult for first degree murder. The jury found Brazill guilty of second-degree murder and the judge sentenced him to 28 years in an adult facility. After his release, Brazill will face two years of house arrest and five years of probation.† (Klug) Does this sentence seem too harsh, or perhaps too lenient? Without knowing all of the details involved in the case, it may be harder to decide what would be the best thing to do with 13-year-old Brazill. What specific details would a person need to know in order to sentence him properly? Has he ever done this before? What were his motives? Is he from a rough neighborhood, living in a bad family situation? Maybe all of these things don’t matter in determining Brazill’s sentence, and he should just be punished according to his crime. If you’re having a hard time deciding, you’re not alone. Since the juvenile court’s introduction in 1899, there have been debates over whether or not the court is effective in treating juveniles. Brazill’s case demonstrates the view that the juvenile court is not working, or is not sufficient to deal with cases as serious as Brazill’s. This is evident in the fact that he was sent to adult court as a 13-year-old as opposed to being tried in the juvenile court. The recent shift toward trying more juveniles as adults is a plain indicator that the juvenile justice system is not working. No one will disagree with that. However, people will disagree on what the system is supposed to be doing in the first place, and how we as a nation should go about fixing it. There are many different approaches to how juveniles should be dealt with, and each approach is extremely complex. One of the main factors that causes the complexity is that with each approach comes certain doctrines on the differences between juveniles and adults.

Organization Change of Aeon Co. Malaysia Bhd Essay

AEON Co. (M) Bhd. is principally engaged in the operations of a chain of superstores selling a broad range of goods ranging from clothing, food, household goods, other merchandise and shopping centre operation. AEON Co. (M) Bhd. was started from Jaya Jusco Store Sdn. Bhd. In 15 September 1984, the first JUSCO store was established in Malaysia. In 1983, our Malaysian Prime Minister Dato’ Seri Dr. Mahathir (Now known as Tun Dr. Mahathir) visited Tokyo and then met the JUSCO Co. Ltd. President, Mr. Takuya Okada to discuss the proposition of bringing JUSCO to our country. This is because he believes that it was a need for our country economic growth on that time. AEON Co. (M) Bhd. aim to be a global company, meaning that management must both meet global quality standards and at the same time remain rooted in local communities. On the basis of this code, Aeon is striving to achieve long-term prosperity and growth by building excellent relationships with its customers, shareholders, business partners, local communities, and employees, while continuing to offer products and services that satisfy customers. For example, AEON Co. (M) Bhd. provided cardholders with numerous incentives, ranging from discounts to an enhanced point system such as AEON Gold Card, the first gold card in Japan without an annual fee, and their electric toll collection (ETC) cards which offers cardholders bonus points when customers shop, have gone to great lengths to raise the number of affiliated merchants. JUSCO’s vision is to establish AEON as a leading retailer brand in consumer finance and service industry by providing excellent customer service. Its mission is to provide a wide range of consumer financial services that best meet their customer needs and they are committed to serve their customers to improve their lifestyle through AEON products and services. AEON insist to a strict code of corporate ethics and at the same time, engage in activities which contribute to society. Lastly, AEON Co. (M) Bhd. is listed in Bursa Malaysia as a trust company under the Trust Companies Act 1949 and Registration of Businesses Act 1956. AEON was awarded the Green Leadership Award and Prime Minister CSR Award for Community and Social Welfare. CONTENT To analyze the company’s practices/operations in AEON Co.(M) Bhd. Change is  an organizational reality. Most managers will have to change some things in their workplace. It can classify these changes as organizational change which is alteration of an organization’s people, structure, and technology. Firstly, changing structure includes any alteration in authority relationships, coordination mechanisms, degree of centralization, job design, or similar organization structure variables. AEON Co. (M) Bhd. control the work process engineering, restructuring, and empowering result in decentralization, wider spans of control, reduced work specialization, and work teams. These structural components give employees the authority and means to implement process improvements. For instance, the creation of work teams that cut across departmental lines allows those people who understand a problem best to solve that problem. It can help cross-functional work teams encourage cooperati ve problem solving rather than â€Å"us versus them† situations. Besides that, changing technology encompasses modifications in the way works is done or the methods and equipment used. Most of the managers in AEON Co. (M) Bhd. deal with changing technology are continuous improvement initiatives on their products and services, which are directed at developing flexible processes to support better quality operations and also their employees committed to continuous improvements are constantly looking for things to fix. Thus, work processes adaptable to continual change and fine tuning, it requires an extensive commitment to educating and training workers. AEON Co. (M) Bhd. provided training to employees which are need in new technology and new methods. Lastly, changes in people refer to changes in employee attitudes, expectations, perceptions, or behaviors. The human dimension of change requires a workforce that is committed to quality and continuous improvement. Again, AEON Co. (M) Bhd. provided proper employee education and training is needed, which are need in problem solving, decision making, negotiation, statistical analysis, and team-building, and they can able to analyze and act on data. As is a performance evaluation and reward system that supports and encourages those improvements. Conclude, employees training to maintain its market leading position in their business. The main practices for AEON Co. (M) Bhd. is align the goals of a change effort with organizational strategy. This is because of organization‘s strategic plan identify the products and services and the core business, and it can help organization supporting processes  that help deliver these products and services. Furthermore, it also identifies the organization’s special competencies and help organizational enhance the core and key supporting organizational processes. For example, the goals of AEON Co. (M) Bhd. changed effort do not support the organizational strategy then the change effort will not yield significant value to the organization. Therefore, by aligning the goals of a change effort with their business strategy, the change effort will have a greater chance of succeeding because the change effort will receive greater executive commitment than if the goals were not aligned. To accomplish this, Aeon clearly define its structures, management systems, and guiding principles, policies, and procedures. Instant, executives take the time to communicate the vision to all of the organization’s employees in small groups of people. Besides that, AEON Co. (M) Bhd. created and maintained a superior change team. This is because a charter that identifies a task that is narrower in scope than the organization’s strategy statement and states the expectations of management in terms of goals and metrics. These goals and their descriptions did not change during the change effort, because should only be a few of them. However, the change team has control the goals, which able to measurable, and also define its purpose, the methods, procedures it will use, and the acceptable team behavior, because it will help to resolve conflict and define team roles. For example, AEON Co. (M) Bhd. creating a superior change team with several of good planning, it also requires good people to enact the change, change team members are experts and have positions of authority, possess good management and communication skills, and the ability to focus on the change vision and objectives. In closing, a superior change team will effectively create a plan for change, identify the processes to change, and acquire support for the change effort of organization at all the levels. Thus, the quality of such verification is highly suspect. On the others hand, AEON Co. (M) Bhd. plans for continuous improvement. This is because of continuous process improvement will cause an organization to produce better products or goods more reliably and efficiently to enhance customer satisfaction and value. For example, to achieve continuous improvement of organization, AEON Co. (M) Bhd. uses good performance measures and management monitor their employees as necessary. In addition, managers should verify that the selected metrics are accurate  measures of business goals in managing organizational changed. To identify and explain the relevant principles and concepts of management in AEON Co. (M) Bhd. those are being applied in the company. The principles and concepts of AEON Co. (M) Bhd. is Customer Centre Approach. AEON’s mission is always to be contributed to the customers. The goal of AEON Co. (M) Bhd. is to operate as an â€Å"international-scale retailing group† which focused on the quality management to enhance their capabilities. The increasing in the Malaysia population shows tha t there is a probability that the target customers for the retailing industry have grown. A wide range of customers involves in the market mostly tend to purchase household products which is suits for family members, children and adult. This is an opportunity for AEON to achieve the mission of company for contribute to their customers. With the changes in the customers’ lifestyle, that is means that the trends would also changes. AEON Co. (M) Bhd. will provided with higher quality products, so that the customers will aware that the AEON’s goal of quality management is exactly aligned with their demand and needs. In addition, this will also give impact on the company’s goal to satisfy their customers. To designed an image to satisfy the ever changing needs and desires of consumers, AEON’s constant interior refurbishment of stores. The management’s acute understanding of target market needs and the provision of an optimal product-mix enhanced the company’s performance. In Malaysia for 28 years, Aeon has been successfully to positioned itself as a benchmark in excellent customer service, such as high worker’s discipline and maintain high standard level of their food as w ell environment. AEON Co. (M) Bhd. provided variety of products for their customers. On the others hand, the principles and concepts of management of AEON Co. (M) Bhd. is division of work. This principle tells us that as far as possible the whole work should be divided into different parts and each individual should be assigned only one part of the work according to his ability and taste rather than giving the whole work to one person. AEON Co. (M) Bhd. applied this principle to manage organizational change from Jusco Shopping Centre to AEON Co. (M) Bhd. where all department need to change since Aeon Credit Service combined together with Jusco Shopping Centre on 12 January 2012. When a particular worker in AEON Co. (M) Bhd. performs the same job repeatedly such as in marketing department, financial department, leadership department and so on  will make the job an expert in doing that particular part of the whole job for them. Consequently, the benefits of specialization will become available in AEON Co. (M) Bhd. For example, AEON Co. (M) Bhd. gets an order for prom otion. They have five to six departments who will do their own job for the promotion. Everyone will do the job in short time and come out with the successful promotion. The principle of division of department applies not only to the workers but also equally to the managers and leader. For example, if a manager is tuned to work on the same kind of activities for a long period of time, he will certainly be an expert in his particular job. Consequently, more and beneficial decisions can be taken in a comparatively less time by him. Business processes must support business needs is the one of the principle and concepts of management. Every process will be increase organizational value by supporting the business vision and supporting strategies. AEON Co. (M) Bhd. created a vision for each process to be changes and also develop a new vision for each process it expects to change. The process of vision described the new capabilities of the process and the expected performance improvements. Furthermore, it identify how the AEON Co. (M) Bhd. will support the strategy, respond t o customer needs, and respond to competition. This will lower the utility of a change effort and would place it at risk because it probably would not gain the necessary organizational support to make it successful. The issue of organization design would be solved because environment will be free from uncertainty and there no need to adapt. Besides that, the creation of work teams that cut across department lines allows those people who understand the problems and have the best solutions to solve the problems. Besides that, AEON Co. (M) Bhd. made a formal case. This is because individuals are inherently rational and will question to what extent change is needed, whether the company is headed in the right direction, and whether they want to commit personally to making change happen. AEON Co. (M) Bhd. looks to the leadership for answers it will due to the articulation of a formal case for change and the creation of a written vision statement are invaluable opportunities to create or compel leadership-team alignment. Firstly, AEON Co. (M) Bhd. confront reality and articulate a convincing need for change, then demonstrate faith of the company has a viable future and the leadership to get there and l ast provide a road map to guide behaviour and decision making. Thus, leaders  customize this message for various internal audiences, describing the pending change in terms that matter to the individuals. In a series of offsite meetings, the executive team built a brutally honest business case that downsizing was the only way to keep the business viable, and drew on the company’s proud heritage to craft a compelling vision to lead the company forward. By confronting reality and helping employees understand the necessity for change, leaders able to motivate the organization to follow the new direction in the midst of the largest downsizing in the company’s history. To identify and explain the pros and cons in the application of the relevant principles and concepts of management in order to find the problems that will be the encountered by the company. PROS Build up the customer’s loyalty By satisfy the customer’s need, AEON Co. (M) Bhd. able to keep their customer’s loyalty. Loyalty of customers is typically repeat customers. The customers will feel comfortable when shopping at AEON mall, which aligned with their needs and lifestyle. If a certain customer enjoys shopping at a particular business, it will return to shop again. The loyalty of customers may lead to stabilize the company’s income. Higher productivity Division of work for AEON Co. (M) Bhd. is to achieve higher productivity in Aeon by using â€Å"practice makes perfect† slogan. AEON Co. (M) Bhd. concentrating on the repeating the same task again and again, a worker acquires dexterity, skill and speed, and more ­over, division of works avoids waste time and effort caused by changes from one task to another. Specialization requires a simplification of tasks and facilitates for AEON Co. (M) Bhd. saving devices. Due to all these the quantity and quality of work increase tremendously. Lower cost Division of work in AEON Co. (M) Bhd. increases the efficiency of workers, managers and leaders in each department. In addition, wasteful duplication of process and tools is avoided, it able gain good result and save cost. Large scale production offers several economies in the used of materials, machinery and skills. Therefore, costs of operations in AEON Co. (M) Bhd. are reduced to earn more profit. Trusted brand AEON Co. (M) Bhd. operated in market more than 20 years. Nowdays, AEON Co. (M) Bhd. pay attention on differentiation of products and services, however when times pass by, due to many competitors, there are too many of new feature or increase of new offers in the market. It will cause Aeon pay attention on customers’ needs and wants and able to learn customers’ oriented strategy. Therefore when AEON Co. (M) Bhd. produce a product, AEON Co. (M) Bhd. makes sure the brand is clear, distinctive, easily understood and expresses a unique, compelling benefit that customers believe can see the value of. Diversification of brand Product diversification strategies should aim at expanding markets either by brand extensions or new complementary products, but sometimes this is also achieved by creating new uses for the original products with a new twist. The strategy should avoid being too similar to current products and markets, but at the same time it should not be too different from current ones. AEON Co. (M) Bhd. practiced this so that they can offer new products to customers, it able to compete in the market. CONS Higher cost burden To fulfill the changing of the customer’s demand and needs, AEON Co. (M) Bhd. may face to higher cost burden. To improve the customer’s satisfaction for shopping at AEON mall, AEON have to keep on improvement on the shopping environment. This might lead to higher cost for renovation and decoration the shopping mall. In order to fulfill the changed in customer’s lifestyle, AEON Co. (M) Bhd. have to come out with higher quality product which may leads to higher cost of product. Lack of responsibility Under division of work AEON Co. (M) Bhd. lack of responsibility in creating something new product. Such as, the final project is not the task of a single person but the creation of several workers, managers, and leaders. Therefore, no any individual can be held responsible if anything goes wrong in the project. Therefore, involvement of workers in their work is reduced. Too much interdependence Division of work in AEON Co. (M) Bhd. leads to interdependence between individuals, firms, industries and countries. Failure of any one link due to strike, war, breakdown in transport and communication, depression and so on it may cause great harm for the company. Inferior output by one worker in AEON Co. (M) Bhd. may spoil the quality of the entire product. Specialists know only a single process of production. In case of unemployment, they find is difficult to get jobs. Poor advertising AEON Co. (M) Bhd. does not advertising due to the cost. The advertising activity only will take place during peak seasons like school holiday and festival season. AEON Co. (M) Bhd. mainly depends on word of mouth whereby, customers pass the news to other customers about promotion or new products. AEON Co. (M) Bhd. should aware this tactic may harm business if customers are not satifity with the products and they will start to complaint and others will get negative thinking about the company. In the end, AEON Co. (M) Bhd. may loss customers and it is not easy to pull back their attention. Thus, sales and profit of company will drop. Create rigidity AEON Co. (M) Bhd. created rigidity in their operations. It can lock an organization into specific goals to be achieved within specific timetables. This is because the goals set under the assumption. Thus, when the environment is random and unpredictable can be recipe for disaster. It may cause AEON Co. (M) Bhd. not able to compete and survive in a rapidly changing environment. RECOMMENDATION AEON Co. (M) Bhd. should perform annual process assessments and benchmarks. This is because annual process assessments help to identify areas for process improvement, whereas benchmarks help to identify where an organization stands relative to an industry. Based on each assessment and benchmark provides a snapshot of an organization’s capabilities, which should be the basis for determining whether it needs to change and the value of such change. Furthermore, auditors can easily determine whether an organization performs assessments and benchmarks by verifying the existence of reports documenting their execution. Besides that, AEON Co. (M) Bhd.  should analyze an organization’s software portfolio, which is the total number of applications it owns. A portfolio analysis include counting the number of copies of each application, it can examining the status of each application in terms of defect levels, and identifying the overall importance of each application. Due to this, the highest level of importance indicates that an application is critical to the success of the enterprise’s missions. In addition, Aeon should know the role each application plays in the future of the enterprise. By understanding the software tools that an organization uses, it can identify those areas that have the greatest need for tool support, as well as where it can derive the greatest benefit tool use or change. Instant, such understanding will also influence the training activities of an organization. On the others hand, AEON Co. (M) Bhd. should listen to the customer. An organization must capture the needs and desires of its customers since their perceptions of its strengths and weaknesses are vital to its success. Wherefore, Aeon should ask its customers what it must do today to satisfy them two, three, and five years in the future. Since customer input helps to improve the products of organization develops and the most important is processes that addres s their concerns, auditors should examine that documentation exists that verifies that the organization obtains and uses customer feedback on a periodic basis. Furthermore, AEON Co. (M) Bhd. should align the infrastructure. The successful change requires that Aeon align its human resource, information, financial, organizational, and other support systems around the core business processes. Organizational structure should be an operational response to an organization’s mission and strategy. Thus, the reporting relationships among an organization’s business units should represent its actual workflows, it should help them establish and develop the necessary competencies by providing appropriate training. If an organization does not do this, old practices will render new organizational changes meaningless and a business’s operating units will not function efficiently or effectively. Thus, it is vital that auditors identify the workflow between business units whether the organization’s infrastructure matches it, and also personnel within those business units have the skills to effectively and efficiently perform their work. Lastly, AEON Co. (M) Bhd. should foster a creative and innovative environment. Aeon must be systematically and deliberately identify on new ideas and ways of  doing things better. This requires organizations to challenge the basic assumptions on which its organization has been built. Due to this, Aeon change these assumptions requires creativity, which is the generation of ideas and alternatives and innovation, which is the transformation of those ideas and alternatives into useful applications that lead to change and improvement. In particular, an organization must always challenge assumptions, create solutions, and look at problems from different perspectives. . As a result, auditors should objectively assess how experimental an organization is when conducting their business. CONCLUSION In conclusion, from the AEON Co. (M) Bhd. we has identified four organization change management principles, which are vitally important to organizing change. Furthermore, we also have analyze the company’s practices and operations in managing organizational change. Consequently, organizations should adopt these change management principles and practices based on their business needs. To promote success, an organization should address the three identified critical processes which are achieving executive commitment, creating a vision of the future organization, and communicating that vision to the organization. In addition, a select group of people, having the necessary skills and personal characteristics, should lead software process improvement efforts. Organizational changes because of uncertainty, habit, concern about personal loss, and the belief that a change is not in the organization’s best interests. There are needs many techniques for managing resistance to change included education and communication, participation, facilitation and support, negotiation, manipulation and co-optation, and coercion. Last, the important part which is human resource variables. It included high commitment to training and development, high job security, and encouraging individuals to be idea champions. REFERENCE Robbins, S. P., DeCenzo, D. A., & Coulter, M. (2012). Fundamentals of management: Essential concepts and applications (8th ed.). Upper Saddle River. New Jersey: Pearson Education. Robbin, S. P., & Jones, G. R. (2010). Management (11th ed.). Upper Saddle River, New Jersey: Pearson Prentice Hall. Brealey, Richard and Myers, Stewart: Principles of Corporate Finance, 2nde d., McGraw-Hill (l984). American Institute of Aeronautics and Astronautics: Guide for the Preparation of Operational Concept Documents. ANSIIAIAA G-043-1992 (1993). Carr, David K., Hard, Kelvin J., and Trahant, William J.: Managing the Change Process: A Field Book for Change Agents, Consultants, Team Leaders, and Reengineering Managers. McGraw-Hill(l996). lO.Gouillart, Francis J. and Kelly, James N.: Transforming the Organization. McGraw-Hill(l995). Ronald K. K. (2010). Jet Propulsion Laboratory, Journal of management changing, 4800 Oak Grove Dr., Pasadena, CA 91 109, USA ronald. k. John Jones, DeAnne Aguirre, and Matthew Calderone (2004). Principles of change management. Retrieved April 15, 2004, From: http://www.strategy-business.com/article/rr00006?pg=all

Singin In the Rain essays

Singin In the Rain essays Singin In The Rain was one of AFIs top ten100 films and the best musical of the 20th century. The movie gives the audience the opportunity to take a light hearted and very often satirical look at the early days of talking pictures. There are many elements of film that make the movie musical Singin In The Rain great. What makes this movie stand out are the sound, especially the music; settings, costumes and make up; and the photography. The music of the film plays and important role because of course it is a musical. One of the songs that is most enjoyable is Good Mornin. The song starts after Cosmo (Donald OConnor) comes up with a proposal that will save Dons (Gene Kelly) movie. The suggestion was that Dons film should be reproduced into a musical. Kathy (Debbie Reynolds) looks at the calendar and begins the Good Mornin tune, because it is in fact a lovely mornin after the brilliant brainstorming that saved Don Lockwoods career. The film was about the 1920s, right before the first talkie film The Jazz Singer and the audiences demand for more talking pictures. The flappers, the cars, even the dull Hollywood parties give off the feeling that you are right there with the characters during the 1920s. The costumes were what gave the film age and set the time of the musical. The difficulties of early day talking picture productions were not exaggerated in the movie Singin In The Rain they showed all the efforts of directors to bring a perfect performance to the screen for the audience. The filming of the movie is spectacular. One of the most beautiful captured scenes was of Kathy (Reynolds) and Don (Kelly) when he crept her into a closed studio set. Kathy walked up top a ladder and Don turned on the large fan that blew through Kathys hair, shined light ...

Proof Definition and Examples in Rhetoric

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The Yom Kippur War Essay Example | Topics and Well Written Essays - 1750 words

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Quality Leadership and the Technology Manager Research Paper

Quality Leadership and the Technology Manager - Research Paper Example From the discussion it is clear that  technology Management refers to a class of management principles that permit organizations to have control of their technological essentials to dictate competitive power. Typical ideas exercised in technology control normally follow as technology plans – a sense or task of technology within an organization. The other ideas follow as technology forecasting. This refers to noting of probable appropriate technologies for an organization, possibly through technology inspection. The second idea follows as technology road mapping; this means mapping technologies to businesses plus market requirements. Technology project portfolio falls as the third idea; it refers to a set of projects under expansion.  This report  will explain in details the materials used in research. The research used seven sources to come up with its findings. Below follows a detailed review of the seven sources of the research material. Quality management: creating an d sustaining organizational effectiveness stands as the leading book in the research. The author named Donna Summers compares a business to a kaleidoscope. He says that destructing the nature of the patterns of a kaleidoscope mirrors will only form a new pattern. This links to a business in the logic that managers set patterns to bring achievement and if a destruction or failure occurs it means that new pattern is formed. The second book talks about the fundamental values of total quality and stress on high performing management practices. It gives examples of wealthy existing leading organizations throughout the globe. The writing portrays quality as it emphasizes the practical aspects of managerial focus and relevant technical topics. The book covers most of the knowledge needed for management certification. It stands as everything managements would require, at the present and throughout their operations, this will make sure quality management comes to succeed. The third writing, authored by Robert Emerson referrers to as Business Law; the book written in Barron's Business Review Series focuses on the significances of legal assumptions in the day to day business sector, referring to such topics as tort responsibility, government policy, contracts, ecological law, product accountability, consumer protection, and international law, among many other subjects. Also, discussed in details are the legal aspects of franchises, partnership and corporations, and exceptional topics that comprise of business misdemeanors, property as a lawful concept, rational property, plus similar, relevant topics. The book c