The Environmental Theory By Florence Nightingale - 1446 Words

The Environmental Theory by Florence Nightingale defined Nursing as â€Å"the act of utilizing the environment of the patient to assist him in his recovery† (Alice Petiprin, 2014). It involves the nurse’s initiative to make environmental settings appropriate to aid in the recovery of the patient’s health. According to Nightingale all external factors are somehow associated with the patient and affects their life physically, mentally, and socially (Alice Petiprin, 2014). Background X.X. has been a very easy going resident throughout the course of our encounter with letting me do whatever is needed to give him the care he needs. X.X. came to Bay County Medical Care Facility on January 30, 2013 due to right hip replacement surgery that he never really gained much mobility back in, along with recurring UTI’s from urinary retention. Besides the hip replacement and the UTI’s that he was admitted for he was previously diagnosed with type II diabetes mellitus, sleep apnea, and bipolar disorder. After 2 years of being admitted into Bay County Medical Facility, roughly in July of 2015, was diagnosed with stage II kidney disease, which lead to him developing anemia and hypertension (HTN). According to the American Diabetes Association, diabetes starts to cause damage to the renal system by exerting lots of extra stress on the filters of the kidneys. After many years of stress being put on the kidneys, red blood cells and proteins begin to leak through into the filtration system,Show MoreRelatedFlorence Nightingale s Environmental Theory1333 Words   |  6 PagesFlorence Nightingale’s Environmental Theory The first influential thinker to describe nursing values and beliefs, Florence Nightingale based her writings on an assortment of influences through her own personal experiences. Born into a rather wealthy family on May 12th, 1820, Nightingale was the younger of two children (Nightingale, 2014.) Nightingale, extremely intelligent women who aggressively pursued nursing at age sixteen, even though her parents illicitly attempted to prohibit her from pursuingRead MoreFlorence Nightingales Environmental Theory Essay example687 Words   |  3 PagesAbstract As a young woman, Nightingale often accompanied her mother when she visited the sick. This inspired her to want to be a nurse, and against her parents’ wishes she entered a nurses’ training program. During the Crimean war she was asked by a family friend to come and care for the British soldiers at the army hospital. While there she witnessed filth, vermin, and death. Upon seeing the unsanitary conditions and the health risk to the soldiers she began her crusade to establish an environmentRead MoreEnvironmental Theory : A Patient Care Theory Essay1521 Words   |  7 Pages Environmental Theory: A Patient Care Theory Lindsey Wilson Nursing 451 Professor Speer September 11, 2016 Abstract The field of nursing has changed in incredible ways over the course of time. Of all the people who have dedicated their lives to nursing, Florence Nightingale is the most well-known. Nightingale began to recognize a correlation between patient deaths and patient environment, so she worked to develop the Environmental Theory of nursing. This theory focuses on aspectsRead MoreThe And Background Of Nightingale1740 Words   |  7 Pagesof nursing began with Florence Nightingale. She has been awarded the title of the founder of modern day nursing, and many of the practices she implemented in an effort to improve patient care, has molded nursing practice into what is it today. The purpose of this paper is to summarize the credentials and background of Nightingale, review her environmental adaptation theory, and identify sources of her theory. We will also state the major concepts/definitions of the theory as well as provide majorRead MoreFlorence Nightingale s Conceptual Model711 Words à ‚  |  7 PagesNIGHTINGALE’S ENVIRONMENTAL THEORY By Azeem Jan, Darlene Haddock, James Gibson, Jennifer Hall, Marisela Felix, and Melissa Dawley Grand Canyon University January 28, 2012 OVERVIEW OF NIGHTINGALE’S THEORY Florence Nightingale provided a framework for current nursing practice. ï‚ ¢ Health is achieved when an individual makes appropriate and educated decisions. ï‚ ¢ Illness is a negative reaction to a patient’s choices. ï‚ ¢ Key elements of nursing=clean environment, fresh air and water, warmth, quite andRead MoreFlorence Nightingale s Nursing Theory1676 Words   |  7 PagesNursing has always been a major part in the care of patients. Florence Nightingale, a theorist established a nursing theory that provided nurses with a standard of care for patients. The purpose of this paper is to define nursing theory, explore Florence Nightingale’s nursing theory which is environmental theory and explain how it is applied and if it’s application if in use and beneficial to patients today. Florence Nightingale’s nursing theory changed the process of nursing and created an environmentRead MoreFlorence Nightingale : The Lady With The Lamp936 Words   |  4 PagesFlorence Nightingale: â€Å"The lady with the lamp† The purpose of this project is to summarize five articles –theory of Florence Nightingale, the most recognized, famous, and beloved nurse. The impact of her work was detrimental for developing the modern nursing practice. The focus of her work was to ensure sanitary environmental conditions to contribute patient healthy. This value of historical knowledge obviously justifies what has been preserved across the generations, which nursing continues toRead MoreNursing Theory : Florence Nightingale Essay1358 Words   |  6 PagesNursing Theory Analysis Florence Nightingale was born in Italy on May 12, 1820, into a wealthy British family. Her parents were William Nightingale, and Frances Nightingale. William Nightingale was born on the surname Shore, but had change it to Nightingale after receiving an inheritance from a wealthy relative, Peter Nightingale. In 1837, Florence Nightingale had an experience that she believed was a call from God. So, she decided to devote her life to the services of others. Nightingale respectedRead MoreHistorical Perspective Essay630 Words   |  3 PagesEssay Nursing theories guide nursing research, they have been long used and intergraded as part as the nursing profession. The nursing profession, past, present, and future will incorporate research. The way nurses implement nursing care is guided by research. Hospitals implement policies incorporated by nursing theories and research. Many theorists contributed to the practice known as professional nursing. The first professional nurse or noted theorist was Florence Nightingale. She continues toRead MoreContemporary Nurse Leaders811 Words   |  4 Pagesnursing’s first theorist-Florence Nightingale. Born in 1820, Florence became the founder of modern nursing. Her theories include the most well-known environmental theory. Some assumptions of her theory were: nursing is a calling, nursing requires a specific educational base, nursing is an art and a science, and natural laws just to name a few. Florence believed that the law of health was keeping the person and population he althy. What I admire the most about Florence is her strength in advocacy

Agency Theory Is Used to Explain Executive Pay Essay

Agency theory has often been used by economists to explain executive pay. Both executives and shareholders may have divergent interests and risk profiles under agency theory. For instance, executives view their interest in profits as a bonus in contrast to shareholders that consider their interest to be dividends and capital gains. With divergent interests, executives may prefer to avoid risking company assets or resources to protect their jobs. That is, a risk that fails can put executives out of a job while shareholders only lose part of their portfolio. Risk-adverse executives may prefer to pay themselves excessive salaries rather than take on risks that could jeopardize the company or cause the loss of their livelihood. In contrast,†¦show more content†¦When equity-based incentives are combined with performance bonuses tied to accounting measures, the executives own wealth is implicitly tied to outcomes that produce shareholder value. Due to moral hazard, that is, the i nability of principals to observe the actions or behavior of an agent, incentives linked to outcomes can counter this issue. An emphasis on incentives in the principal-agent model reflects an important trade-off inherent in the principal-agent model. Executives that are comfortable taking risks will be motivated by incentives. However, the risks in the principal-agent model are not identical. While principals can diversify their investment risk through portfolio management, agents often have a large portion of their wealth and employment tied up in the company. Thus, the level of an executives wealth is likely to affect the appetite for risk. The wealthier an executive is, the more likely they are to take on greater risks. The principal-agent model recognizes that executives are motivated by financial and non-financial incentives that maximize their utility. Shortcoming of agent theory - According to agency theory, principals are assumed to know what actions should be taken to incre ase value. In practice, however, principals hire self-interested agent-executives because they possessShow MoreRelatedThe Finance Theory, Equity And Financial Crisis994 Words   |  4 Pages2007. It is said that one of the factors that contribute to the financial crisis and this is not the first time this point has been raised. General concern about the relationship between certain low corporate performance and high remuneration to executives in banks means there exists an imbalance between them (Andrew Clark, Tim Edmonds, 2015). With the Government investing public money in certain famous Banking Group, this problem has upgraded from a private sector concern to a significant politicalRead MoreAgency Theory : A Important Function Of Board1725 Words   |  7 Pages2.5 Agency theory: Another important function of board is to monitor the managers’ behaviour. Agency theory states that the interest of manager conflicts with that of shareholders and managers may behave opportunistically to pursue self-interest and harm the corporate performance (Jiraporn et al, 2008). The board of directors act as internal control mechanism to monitor managers which include CEO and executive directors. Prior researches offer the three main reasons of the conflicts between shareholdersRead MoreThe Success Or Failure For The Walt Disney Company Essay1502 Words   |  7 Pagesgovernment theories and corporate board management to their organisation. 1.2 A - Definition of Corporate Governance Corporate governance is the internal and external framework of verification and counterbalance to the organisation. This framework ensures that accountability discharge to all their stakeholders by an organisation. Meanwhile, at all areas of the business activity, the organisation should act in a socially responsible way. (Solomon, 2013) Corporate governances can explain and analyseRead MoreSocial Responsibility : Kroger Company983 Words   |  4 Pagesupgrades, and researching logistic innovation. These projects helped create new jobs which in turn put more money back into the local economies. When Kroger succeeds, its shareholders are rewarded as well. In effect, in 2014 alone the company was able to pay over 1.6 billion dollars to their shareholders in dividends and stock buy. 2.6 Corporate Governance (To Review) The system of rules, practices and processes by which a company is directed and controlled is referred to as corporate governance. (HillRead MoreValue Based Corporate Governance And The Impact Agency Theory1923 Words   |  8 Pagesgovernance and the impact agency theory has on it. Agency theory looks at the conflict of interest between people with different interests in the same assets. It is important to look at the aspects of agency theory as it is an important part of organisation behaviour and is integral to corporate governance. Agency cost, the cost incurred by a company due to agency conflict and agency theory is sometimes used as an independent aspect and at times jointly with agency theory. For good corporate governanceRead MoreEssay about Baumol1339 Words   |  6 Pages3FM Assessed Essay 40 minutes To what extent does empirical evidence on corporate objectives support the predictions of Baumol’s â€Å"Sales Maximisation Hypothesis?† In Neo-Classical Economic theory of a firm, the owners of a firm are involved in the day to day running of the firm, and therefore their main desire is profit maximisation. In reality firms are most likely run by managers and not by the owners. Because of this there is a lack of goal congruence between the two. BaumolRead MoreThe Relationship Between Executive Compensation and Firm Performance in Kenyan Banking Industry12802 Words   |  52 PagesRELATIONSHIP BETWEEN EXECUTIVE COMPENSATION AND FIRM PERFORMANCE IN KENYAN BANKING INDUSTRY Dr. Josiah Aduda, jaduda@uonbi.ac.ke, Lecturer and chairman, department of Finance and Accounting, School of Business, University of Nairobi, Kenya and Leonard Musyoka, University of Nairobi Abstract Economic theory of executive pay has focused on the design of optimal compensation schemes to align the interests of hired managers and shareholders. Agency theory has identified severalRead MoreThe Government s Carbon Tax Policy3029 Words   |  13 Pages Which theory of regulation can be used to explain the government’s carbon tax policy? Carbon tax is collected from the tax on the carbon content of fuels. It is in the form of carbon pricing. The carbon is present in all the hydrocarbons (oil coal and natural gas) and is sources of carbon dioxide. 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I broadly explore the question by examining several common criticisms of CEO pay through both philosophical and empirical lenses. While some criticisms appear to be unfounded, the analysis shows not only that current compensation practices are problematic both from the standpoint of distributive justice and fairness, but also that incentive pay ultimately exacerbates the very agency problem it is purported to solve

Papers Regulation of Work and Employment †MyAssignmenthelp.com

Question: Discuss about the Papers Regulation of Work and Employment. Answer: Introduction An enterprise agreement should be able to inform the employee of how much they can expect to be paid at each grade, the terms in which they will work with; the number of hours an employee can work per day, terms of extra time in duty and terms of reward, and whether there are breaks for taking meals in between the working hours. In agreement, the employee is also entitled to know how to go through the procedures used to resolve disputes in case they arise and how and whom they can consult to improve their working environment. It is through this agreement that the employee authorizes any deductions to be cut from their salaries. The commission of fair work gives information that guides the agreement between the employers and the employees on their terms of work and the conditions in which they are offered the employment (Li, 2017). The commission also evaluates and analyzes the different agreements and also makes the decision on the basis of meeting some set conditions together with p utting the public interests as a major factor. In this regard, the enterprise agreements have to follow the commission's guidelines, and if they do not meet them, they are not approved. The BOOT test was introduced at the beginning of the year 2010 with the aim of assessing the different groups of employees (Li, 2017). This test only works at a time when a person in place of an employee who is covered by the award makes an application for the agreement. Not all the agreements from employees covered by the rewards meet the requirement of the better off overall test although some who take care of the interest of the public can be considered by the fair work Australia. The BOOT test also requires workers who are covered in the award agreement or those who intend to be covered by the award to be the best among all at the time of their application because they must meet the pass requirement of the test. Before this test was implemented in 2010, the no disadvantage test was in place (McDonald, 2013). The test is used to set the pay rates in comparison to the relevant modern award or the least pay set up by the Australian government. If the final agreement sets the pay to be lower than what was in the relevant modern award or is below the government's least pay, then the fair work Australia approves the government's pay as the employee is entitled to. Using the better off overall test helps to compare the financial benefits of an individual, their circumstances at the time with the monetary/ non-monetary awards that are applicable at the time of agreement (Parker et al. 2017). Employee flexibilities can also be negotiated after employment so that the worker gets the power to bargain on their terms and conditions and do not just confirm/ accept the employers terms. Here the Commission considers the welfare of the employee to avoid exploitation from the employer. Having set the lowest one can earn in any agreement for employees who are already covered in the awards/ those who intend to be covered by a certain award. This also has a long-term benefit to the employer since after the agreement is approved by the fair working commission, the employee gains intrinsic motivation and satisfaction which in turn would improve their commitment to work, thus improving the rate of production and their services become more efficient (Matlay, 2009). Workers who have gone through individual flexibility agreement do not switch from one employment to the other, they do their jobs/ they serve for a long term, and therefore the employer does not spend a lot of energy and finances on recruitment processes. Employees are retained for a long term, and the business can stabilize in their operations. They also do not spend on training and retraining frequently changed over employees who in other cases without the flexibility agreement and employees are persistent in attendance of duties. They are responsible and do not abscond duties (Mcdonald, 2013) Application of the Boot Test Cole's Supermarkets had an issue to reckon on which award they would give to Shop Distributive and Allied Employees Association and at the same time, the Transport Workers' Union of Australia had a similar case to negotiate an agreement that would cover the employees who transported groceries that were ordered through online shopping (Matlay, 2009). The fair work commission was to give guidelines on the enterprise agreement. Coles felt that the commission of fair work would give their recommendation or give their views on the two matters. By law, the commission could become an arbitrator to solve the dispute by reconciling the parties involved or by giving their views on the same for the parties to negotiate and implement the commissions proposals. The Shop Distributive and Allied Employees Association also felt that the commission could recommend the award and was willing to start their negotiations with the Coles based on the views of the Commission. They hoped to get a better salary and that their working environment would be appealing and better than the working conditions in place at the time. The Transport Workers Union at the time of these processes had a different view of the approach of the negotiations. They had already started another case in a court with a claim that the court solution would bind the supermarkets legally while the alternative by the commission would not. (Sydney, 2012)The final decision by the commission was to give the court the time to make a ruling as their decision would bind all the parties and that for "the better off overall test," it would be best decision to follow the proceedings in the court and to take the award the court would recommend. The BOOT requires that workers agree without being coerced the terms in the agreement, if many employers are covered by the agreement, they should have accepted voluntarily and not to have been influenced by those seemingly superior employers, the agreement must also provide for ways and channels of addressing any disputes that might come up and the end of the agreement date should be well laid out (George et al. 2017). The employer too should seek legal advice on a selection of legal terms so that the agreement is fair to both the employer and the employee. The criteria used to select the number of employees that appear to be covered in the agreement should appear to be wise from the employers side. Why the BOOT test is important to HM HM is one of the organizations that have found themselves on the wrong side of the law as far as BOOT test is concerned. Despite the organization being huge and having many branches across the world, it has failed to enter into an agreement with the employees (Low, 217). However, this can only be blamed on the fact that the company wanted to cut the wages of the employees at the expense of the employees. The company would have decided to implement the law, but because the employees had to agree to the document, the company found itself in conflict with the employees because they did not share the same views. However, the body that played the most crucial role in the entire case is the Fair Work Commission by dismissing the enterprise agreement. The reason why the agreement was dismissed was that it failed to satisfy the BOOT; an action that would have left many employees underpaid. The BOOT makes sure that each and every organization does not pay less than the award rate. In this case, HM was trying to go through the back door and implement a document that would have violated the rights of the workers. According to Mr. Cullinan (Low, 2017), if the agreement would have been effected, it is more likely that the people who would be more affected would be employees who work on weekends and nigh shifts. Though HM tried to argue that most of the permanent employees are paid better and way above the award rate, it was not a justification for trying to oppress those who were not on the permanent payroll. The move by the Fair Work Commission was one of the best because it protected the rights of many employees. The case is a good example of the importance of a controlling body in the employment industry as it makes sure that the nee ds of the employees are met, and employees are not taken for granted. Strengths and weaknesses of boot the employer and employee negotiate, the employee gets the better off overall especially when they are fully aware of the terms and conditions of the employment The worker too is best when gets employed covered in an award and flexibility agreement than in an employment just under a relevant modern award (Rodriguez et al. 2017). Boot ensures that the pay and the terms the workers are entitled to be not reduced. With this test, the employee always gets what is rightfully theirs, and the employer cannot disadvantage the employee. The employees are given power to a platform to air their views, express their feelings.(Australian council of trade unions, 2009) The test indicates the termination time of the agreement and therefore cannot be reviewed at any time the employer would like to. It has a flexibility arrangement which allows the employee and employer to change the agreed terms and operations depending on the emerging issues within the organization. The better off overall test ensures the employee and the employer feel protected when conducting their engagement roles (Yousef, 2017). The employee is entitled to dispute over an unfair firing by the employer. This test tends to consider the welfare of the employee, and the fair work commission seems to be fighting for the rights of the employees than a fair judgment on both sides. Even though the commission aims at improving the standards of living of the people in the country, it does not consider the financial capability of the employer. It is also not recorded on a fair dismissal of employees who misbehave and should, therefore, look at the alternative side of the coin. There are no ways of proving that none of the parties was coerced to agree to the terms due to naivety or the present circumstances of the employees or smaller employees in the case of multi-enterprise agreement (Yousef, 2017). Some employees can do malice to bind the employers whom they dont like to suffer legally because they know that they are covered. Some employers can ensure that the agreement covers the lowest earners within the business for a very long time so that they cannot review their terms and the environment of working as fast. Improving the BOOT test The test has a good package for the employees, and they might get attracted to employment in business enterprises that cover their employees under agreements. It targets to improve the welfare of the employees and in turn, increase the rate of productivity, service delivery becomes more efficient, and this increases the monetary returns to the business (George et al. 2017). The workers are more committed to their work and avoid absenteeism because they are motivated, and they know the modern rewards that can come along with attaining the best in the workplace. However, the workers at times are not informed about the specific rewards to specific roles that they play in the business and they can, therefore, keep on bringing up disputes which require attention from the courts or need a third party that is not partisan to the organization. This leads to expensive engagement at times to the arbitrator and a waste of time and also leads to tension between the employer and the employee. Resolving of disputes can at times lead to directions which hard to implement by the employer especially when the court is involved. The winners of the case, either the employer or the employees tend to feel superior, and their relationships are damaged. If all clauses of the agreement are clear to both parties, such incidences of strikes and disputes emerging every other time could avoid. (Fair Work Ombudsman, 2009). Only selected employees are covered by a particular agreement; this means that there different agreements for different classes of employees. This sets the employees in different social groups and becomes skeptical in how they relate with one another as others are seen to have better terms than the others. The employees feel that they are not subjected to similar terms and that some are viewed special than others. It is, therefore, important to consider factors such as literacy levels of the employees and how informed they are about their roles and class within the organization (Mcdonald, 2013). Team building and regular forums to express satisfaction and dissatisfaction should be put in place to sense any dispute that might emerge and address it before it affects the performance of the workers. The employers and the employees should be able to interact well with a common objective of achieving the best for the company. The employer controls the employee and gives instructions to the employee while the worker works under the instructions of the senior and has to comply. There exists a vertical relationship between the two where supervision is done by the employer. They both have to know their boundaries so that they can coexist with one another and here the employer should not be misled by power and exploit the workers. They should have set out clearly their expectations. This should take place during the orientation of the workers, given the right tools of work and the freedom to query where they feel uncomfortable to work. Employees pay should never be late and in case the circumstances of paying late the management should prepare the workers psychologically and give a promise of a date to pay their dues (Australian council of trade unions, 2009). Rewards too should be given to those who deserved at the right time. Overtime rewards should well spell out, and the employers should respect the breaks time for the employee as personal time. It is wise for employers to know that the efficiency and good productivity highly depends on how they treat their employees. Its good to know when to centralize supervision to one person and when to decentralize the power having evaluated the power of delegation of powers. It is good to know how to use the best management terms that create the best working environment for a business and not to harm the best performance of the company (Bal De Jong, 2017). The Australian government through the fair work commission has put much effort to improve the working conditions of the employees, and they require the employers to comply and not to take advantage of the low bargaining power of the employees. It has reviewed the employment system and has made it a requirement that a single/ business enterprise agreement be reached by both parties before the contract takes off. The law has greatly improved the employment sector and workers are not exploited and that they can produce according to the ir capabilities. The employers are advised to keep the agreement data for every employee and also give a copy to the employee and caution them against breaching the agreement because of the consequences. Every employer must define the relevant modern reward to their employees notify the employee (Sydney, 2012). A corporate organization has a social responsibility and for any agreement to pass the better off overall test," the fair work commission has to be convinced that the organization takes care of the interests of the people. In case the employer and the employee do not agree on the terms and conditions of working before commencing of employment/ the contract, the agreement can be passed by the commission of fair work so long as the employer promises to negotiate on the terms within six months and shows how committed they are to the needs/ demands of the society (Vakola Nikolaou, 2005). All the industries have been given guidelines by the Australian government on the terms of employment for all the employees, and they have also set a minimum pay for various classes of employees. The employer should be aware of the rates set by the government as it is illegal to pay any amount of money below the government scales (Parker, 2017). There is, however, variations which employers create for the unskilled laborers, and the government should look keenly on their terms of employment. There are also no clear guidelines on the casual laborers who are not permanent or are not given contracts and therefore do not have a written agreement between them and employers. They get hired and fired any time the employer pleases or are employed through the rare necessity to the company. Terms of payment too for experts who are employed once in a very lengthy time to check the functionality of the assets within the company are not specified (Bal De Jong, 2017). The government is not clear on the agreement rules whether there is minimum pay or bracket for which they should pay. The better off overall has many advantages than disadvantages and therefore has improved the working conditions of the employee. Only a slight improvement on the employers welfare too should be taken care of. Conclusion Without fear of doubt or contradiction, just like the employers, the employees as well have the right to partake in the success of any organization. It is for this reason that there emerges a need for an availability of an abiding agreement that defines what is expected of the employee as well as the employer. When such happens, it is evident that the employees are made to feel as part and parcel of the organization thus performing better with the aim of being rewarded and earning from their hard work. The BOOT test has worked effectively in promoting the performance of the employees. Though it has its weaknesses, it also has its strengths as well which outshine the weaknesses. The test encourages the employees to play their roles effectively if they are to be rewarded by the employers or the organizations they work for. Therefore, it ensures that both the employees and the employers needs are well taken care of. References Australian council of trade unions. (2009). submission to the Australian industrial relations commissions; award modernization(supplementary) stage 2 exposure draft awards. Bal, P. M., de Jong, S. B. (2017). From human resource management to human dignity development: a dignity perspective on HRM and the role of workplace democracy. In Dignity and the Organization (pp. 173-195). Palgrave Macmillan UK. Cully, M. (1999). Britain at work: As depicted by the 1998 workplace employee relations survey. Psychology Press. George, J., George, J., Wallio, S., Wallio, S. (2017). Organizational justice and millennial turnover in public accounting. Employee Relations, 39(1), 112-126. Greasley, K., Bryman, A., Dainty, A., Price, A., Soetanto, R., King, N. (2005). Employee perceptions of empowerment. Employee Relations, 27(4), 354-368. Karl, K., Peluchette, J. V. E., Hall, L. M. (2016). Employee beliefs regarding the impact of unconventional appearance on customers in Mexico and Turkey. Employee Relations, 38(2), 163 181. Li, J. J., Kim, W. G., Zhao, X. R. (2017). A multilevel model of management support and casino employee turnover intention. Tourism Management, 59, 193-204. Low, C. (2017). HM Fails to Secure Enterprise Agreement. Retrieved from https://www.smh.com.au/business/retail/hm-fails-to-secure-enterprise-agreement 20170117-gtsxwl.html Matlay, H. (2009). Employee relations in small firms: A micro-business perspective. Employee Relations, 21(3), 285-295. Mcdonald, J. (2013). Changes to rules regarding individual flexibility agreements. Olsen, K. M. (2016). The power of workers: knowledge work and the power balance in Scandinavian countries. Employee Relations, 38(3), 390-405. Parker, S. K., Morgeson, F. P., Johns, G. (2017). One hundred years of work design research: Looking back and looking forward. Journal of Applied Psychology, 102(3), 403. Rodriguez, J. K., Johnstone, S., Procter, S. (2017). SPECIAL ISSUE CALL FOR PAPERS Regulation of work and employment: Advancing theory and research in international and comparative human resource management Deadline for submission: Friday 30th of October 2015 Publication date: 2017 (Vol. 28, No. 6) Guest Editors. Sahadev, S., Sahadev, S., Purani, K., Purani, K., Kumar Panda, T., Kumar Panda, T. (2017). Service employee adaptiveness: Exploring the impact of role stress and managerial control approaches. Employee Relations, 39(1), 54-78. Swailes, S., Blackburn, M. (2016). Employee reactions to talent pool membership. Employee Relations, 38(1), 112-128. Sydney. (2012). Coles Supermarkets Australia Pty Ltd v Transport Workers' Union; shop,distribution and allied employees Association. Commonwealth government. Vakola, M., Nikolaou, I. (2005). Attitudes towards organizational change: What is the role of employees stress and commitment?. Employee Relations, 27(2), 160-174. Wilkinson, A. (1999). Employment relations in SMEs. Employee Relations, 21(3), 206-217. Yousef, D. A. (2017). Organizational Commitment, Job Satisfaction and Attitudes Toward Organizational Change: A Study in the Local Government. International Journal of Public Administration, 40(1), 77-88.

Effective Business Communication Language Barrier

Question: Discuss about the Effective Business Communicationfor Language Barrier. Answer: Introduction Business communication issues stem from misunderstandings, and this leads to reduced productivity. Communication problems within the workplace waste funds, time, and profitability. Effective communication barriers arise when the sender of message adopts the wrong communication style. Managers need to address the communication problems within their organizations so as to promote success and competitiveness in the industry (Scheer, 2012). This report will analyze language barrier as the major communication challenge that faces most businesses today. The relationship between the language barrier and Berlo's communication model that focus on the source, channel, receiver, and the message itself will be explained as to how the model may get applied to assist organizations in solving language barrier issues. Language Barrier There exists language barrier in a diverse workplace within a business. Diverse workplaces are formed by employees whose ethnicity, culture, norms, and attitudes differ from their background. Different aged and ethnicized people operate either in different or similar levels within an industry (Anvari Atiyaye, 2014). For example, global companies recruit people across the whole world who come from diverse backgrounds; this implies that an unplanned problem of language is established. The inability to communicate in a common language slows the passage of information among various parties within the workplace and thus creating misunderstandings that deem communication ineffective. Berlos Model Overview Also referred to as Source, Message, Channel, and Receiver (SMCR) model, the model argues that the source and the receiver of information are influenced by attitude, knowledge, the skill of communication, culture, and social systems (Drew Coulson?Thomas, 2013). The message is passed based on the structure, code, element, content, and treatment. The channel of communication is influenced by the sensory patterns of the sender and receiver. Relationship Between Berlos Model and Language Barrier Language barrier originates from ethnic background differences and hinders the progress of business operations especially in a diverse workplace. Berlo's model has various benefits based on the source of language barrier issues and therefore useful in solving communication challenges (Heath Bryant, 2013). Berlos model reaches treatment of interpersonal, mass, oral, and written communication difficulties experienced within an organization. The fact that this model is considered to be heuristic, managers employ its concepts in designing a conventional system and workplace language that is understandable by every stakeholder. How the speaker passes a message or responds to questions depends on his or her attitude towards the receivers. The social background of a person affects the common understanding of other people, and this follows a person to the workplace whereby he or she cannot communicate information in the right approach (Lievrouw, 2009). The linear model of communication considers various factors affecting the source, message, channel, and receiver. According to SMCR model, communication takes place efficiently when the receiver and the sender are similar. Effects of Langauge Barrier Problems in Organizations The most important communication levels in an organization are vertical and horizontal which go hand in hand with organizational objectives. Language differences create numerous adverse effects to the operations of a company, some of which include: Poor Work Relationships The greatest impact of language barrier within a diverse workplace is the establishment of conflicting relationships between colleague employees and between the supervisors and the line staff (Narula, 2006). Bad employee relationships lead to reduced productivity in the firm. Misunderstandings and Misinterpretation Language barrier leads to distortion of information since the speaker may pass a message in a language that the respondent is not well conversed with (Guffey Loewy, 2010). This misunderstanding of information leads to mistakes which turn to be costly for a firm to recover in the long run. Inaction Language barrier results to inaction whereby the personnel fails to deliver on the required and requested directives from the supervisors (Guffey Loewy, 2010). When the sender of the message uses a language that the employees do not understand, uncertainties are created since the sender fails to pass the message in the prescribed manner. Using Berlos Model to Solve Language Barrier Problems The Berlo's model of communication can be used to adequately address the above effects of language barriers within the workplace. This can be achieved in the following ways based on the core elements of the model: Source Problems The primary cause of language barrier is a lack of establishing the order of command and communication rules within an enterprise. Berlo's model postulates that information communicated within an organization must come from one source (Scheer, 2012). Therefore, to solve language barrier challenges in the workplace, the management should have a particular person or a group of individuals who should pass the message to all stakeholders. The Berlo's model argues that solving communication problems, the sender of information must have a positive attitude towards the audience, know the subject matter as well as the social background of the existing personnel. Message Barriers To solve language barrier problems caused by the type of information passed, Berlo's communication model argue that the sender must select a uniform language of giving the information to the receivers (Guffey Loewy, 2010). The terms used in giving the message needs to be friendly and with respect to the organizational culture. The moment the message is not complicated, this means every employee understands the message, and thus language barrier issues are solved. Channel Constraints The channel is the path through which the signal is passed by the sender to the receiver. Language barrier arises whereby intermediaries are used in communicating the information to a given team (Bruneel Kim, 2012). For example, instead of the manager talking directly to all employees, he or she instead authorizes supervisors to pass that message. Berlo's model argues that the channel to get adopted must be language sensitive and liable for any mistake possibly realized out of false message given. Receiver Problems For an organization to solve language barrier problems, all employees recruited must have the skills, abilities, and knowledge to interpret and understand the message passed to them by the supervisor (Narula, 2006). The audience needs to understand the social culture of the organization so as to easily understand and act upon any directions instructed to act upon by the managers. Conclusion The problem of language barriers hinders success in organizations. Any misunderstanding between the supervisors and the subordinates leads to inaction and thus underproductivity. Berlo's model of communication plays a major role in solving language barrier issues within the workplace. Therefore, organizations should adopt the use of communication models when addressing real business communication issues for this leads to improved performance and productivity. References Anvari, R., Atiyaye, D. M. (2014). Determinants of effective communication among undergraduate students.International Education Studies,7(9), 112. Bruneel, H., Kim, B. G. (2012).Discrete-time models for communication systems including ATM(Vol. 205). Springer Science Business Media. Drew, S., Coulson?Thomas, C. (2013). Transformation through teamwork: the path to the new organization?.Team Performance Management: An International Journal. Guffey, M. E., Loewy, D. (2010).Business Communication: Process and product. Cengage Learning. Heath, R. L., Bryant, J. (2013).Human communication theory and research: Concepts, contexts, and challenges. Routledge. Lievrouw, L. A. (2009). NEW MEDIA, MEDIATION, AND COMMUNICATION STUDY 1.Information, Communication Society,12(3), 303-325. Narula, U. (2006).Communication models. Atlantic Publishers Dist. Scheer, A. W. (2012).Business process engineering: reference models for industrial enterprises. Springer Science Business Media.

Achieving Emphasis in Essay Text

Achieving Emphasis in Essay Text One of the most important aspects of quality essay, article, novel or any other type of paper is catching and retaining reader’s attention.  In order to make sure your  essays or articles are read from top to bottom, I’m going to show you different ways you can achieve emphasis in text. After all, you don’t want your professor, client, or visitor of your blog or website to think the text is boring and stop reading it, right? Catching someone’s attention not  only requires interesting and informative content. You have to know how to properly emphasize certain parts of the text. What I like the most about emphasizing text is that you can do so in numerous ways. This allows you to implement different  essay strategies  while typing. Text devices Back in time, people couldn’t rely on various features in MS Word to achieve visual emphasis in text. In order to accomplish this, they used underlining in the typescript. Then, typesetter in the print shop would use italic font for the underlined words. Even today, one of the most common and easiest ways of emphasizing text is to Italianize or underline the phrase or a single word. With variety of options we have to make certain words of phrases visually stand out, it’s important to use them properly. Here are some examples. Italics – subtle stressing of the words, gives light emphasis Underline – used for emphasis of complete phrase, more insistent than italics Bold – used to make strong impact and create tension Size – bigger fonts stand out, while small fonts recede. But, you should be careful not to mix font sizes too much or text would look unappealing. Ideally, use bigger fonts for subheadings and chapter titles, while standard font size should be used for text Punctuation! – for example, exclamation mark adds extra emphasis to the entire sentence, but you should use them sparingly. When used excessively, exclamation marks don’t achieve desired effect Bullet points – drawing attention to important information to demonstrate key facts and it’s more appealing at the same time Color – brighter colors stand out more and they are used for achieving bigger impact while darker color are more subtle. Arrangement and choice of words Besides various text devices, you can let your readers know that what follows in text is very important by using specific words to express the emphasis e.g. particularly, crucially, additionally, above all, most importantly etc. You can also create a powerful emphasis by repeating certain words or phrases e.g. keywords. This also improve a  cohesive effect. Naturally, you should keep this effect moderate and strive not to repeat certain phrases too much. Otherwise, accentuating some parts of the text wouldn’t cause desired impact on reader. Example: There are couples who dislike one another furiously for several hours at a time; there are couples who dislike one another permanently; and there are couples who never dislike one another; but these last are people who are incapable of disliking anybody. (George Bernard Shaw) Another way of emphasizing text is to depart from the basic structural patterns of the language. For example, inversion of subject-verb-object pattern into object-subject-verb phrase is a great idea. Example: He was mowing the lawn to chase away the boredom†¦ The lawn he was mowing to chase away the boredom†¦ Ideally, words or phrases you’d like to accentuate should be placed near beginnings or endings of sentences. Moreover, you should never put words you want to emphasize in subordinate clauses! Example: You can’t deny the fact that technology has made a powerful impact onto business world today. Undeniably, the impact of technology onto business world today has been powerful. Other ways to achieve emphasis Use a question after series of statements Place subordinate clause in front of main clause Include short sentences (using variety sentences makes text seem choppy, but including them from time to time keeps readers’ attention and emphasizes particular part of text) Use contrasting words or phrases. When adding emphasis to text you’re writing you should avoid some common traps that come with desire to make something stand out. Always bear in mind that moderation is the key and make sure you don’t overdo it. Furthermore, consistency is the key particularly when using visual tools to emphasize the text. I made sure the article contains easy tips and tricks that you can easily implement into your future tasks or school projects. With these simple hacks, you’ll keep readers’ attention and make your work visually appealing at the same time. Isn’t that what we all want anyway?

USS Leyte (CV-32) - Korean War Aircraft Carrier

USS Leyte (CV-32) - Korean War Aircraft Carrier USS Leyte (CV-32) - Overview: Nation:  United States Type:  Aircraft Carrier Shipyard:  Newport News Shipbuilding Laid Down:  February 21, 1944 Launched:  August 23, 1945 Commissioned: April 11, 1946 Fate:  Sold for scrap, 1970 USS Leyte (CV-32) - Specifications: Displacement:  27,100 tons Length:  888 ft. Beam: 93 ft. (waterline) Draft:  28 ft., 7 in. Propulsion:  8 Ãâ€" boilers, 4 Ãâ€" Westinghouse geared steam turbines, 4 Ãâ€" shafts Speed:  33 knots Complement: 3,448 men USS Leyte (CV-32) - Armament: 4 Ãâ€" twin 5 inch 38 caliber guns4 Ãâ€" single 5 inch 38 caliber guns8 Ãâ€" quadruple 40 mm 56 caliber guns46 Ãâ€" single 20 mm 78 caliber guns Aircraft: 90-100 aircraft USS Leyte (CV-32) - A New Design: Designed in the 1920s and early 1930s, the US Navys  Lexington- and  Yorktown-class aircraft carriers were planned to fit within the restrictions set forth by the  Washington Naval Treaty. This placed limitations on the tonnage of different types of warships as well as capped each signatory’s total tonnage. These types of rules were furthered by the 1930 London Naval Treaty. As world tensions increased, Japan and Italy left the treaty structure in 1936. Upon the collapse of this system, the US Navy began work on a design for a new, larger class of aircraft carrier and one which utilized the lessons learned from the  Yorktown-class. The resulting design was longer and wider as well as incorporated a deck-edge elevator system. This had been used earlier on  USS  Wasp  (CV-7). In addition to carrying a more sizable air group, the new class mounted a greatly enlarged anti-aircraft armament. Work began on the lead ship,  USS  Essex  (CV-9) on April 28, 1941. With the US entrance into  World War II after the  attack on Pearl Harbor, the  Essex-class rapidly became the US Navys standard design for fleet carriers. The first four ships after  Essex  followed the types original design. In early 1943, the US Navy made multiple changes to improve future vessels. The most noticeable of these alterations was the lengthening the bow to a clipper design which allowed the addition of two quadruple 40 mm mounts. Other changes included moving the combat information center below the armored deck, improved aviation fuel and ventilation systems, a second catapult on the flight deck, and an additional fire control director. Though known as the long-hull  Essex-class or  Ticonderoga-class by some, the US Navy made no distinction between these and the earlier  Essex-class ships. USS Leyte (CV-32) - Construction: The first ship to move forward with the revised  Essex-class design was USS  Hancock  (CV-14) which was later re-dubbed Ticonderoga.   It was followed by additional vessels including USS Leyte (CV-32).   Laid down on February 21, 1944, work on Leyte began at Newport News Shipbuilding.   Named for the recently fought Battle of Leyte Gulf, the new carrier slid down the ways on August 23, 1945.   Despite the end of the war, construction continued and Leyte entered commission on April 11, 1946, with Captain Henry F. MacComsey in command.   Completing sea trails and shakedown operations, the new carrier joined the fleet later that year. USS Leyte (CV-32) - Early Service: In the fall of 1946, Leyte steamed south in consort with the battleship USS Wisconsin (BB-64) for a goodwill tour of South America.   Visiting ports along the continents western coast, the carrier then returned to the Caribbean in November for additional shakedown and training operations.   In 1948, Leyte received a compliment of new Sikorsky HO3S-1 helicopters before moving to the North Atlantic for Operation Frigid.   Over the next two years it participated in several fleet maneuvers as well as mounted an air power demonstration over Lebanon to help deter a growing Communist presence in the region.   Returning to Norfolk in August 1950, Leyte quickly replenished and received orders to move to the Pacific due to the beginning of the Korean War. USS Leyte (CV-32) - Korean War: Arriving at Sasebo, Japan on October 8, Leyte completed combat preparations before joining Task Force 77 off the Korean coast.   Over the next three months, the carriers air group flew  3,933 sorties and struck a variety of targets on the peninsula.   Among those operating from Leytes deck was Ensign Jesse L. Brown, the US Navys first African American aviator.   Flying a Chance Vought F4U Corsair, Brown was killed in action on December 4 while supporting troops during the Battle of Chosin Reservoir.   Departing in January 1951, Leyte returned to Norfolk for an overhaul.   Later that year, the carrier began the first of a series of deployments with the US Sixth Fleet in the Mediterranean.    USS Leyte (CV-32) - Later Service: Re-designated an attack carrier (CVA-32) in October 1952, Leyte remained in the Mediterranean until early 1953 when it returned to Boston.   Though initially selected for deactivation, the carrier received a reprieve on August 8 when it was selected to serve as an anti-submarine carrier (CVS-32).   While undergoing conversion to this new role, Leyte suffered an explosion in its port catapult machinery room on October 16.   This and the resulting fire killed 37 and injured 28 before it was extinguished.   After undergoing repairs from the accident, work on Leyte moved forward and was completed on January 4, 1945.    Operating from Quonset Point in Rhode Island, Leyte commenced anti-submarine warfare activities in the North Atlantic and Caribbean.   Serving as flagship of Carrier Division 18, it remained active in this role for the next five years.   In January 1959, Leyte steamed for New York to begin an inactivation overhaul.   As it had not undergone the major upgrades, such as SCB-27A or SCB-125, that many other Essex-class ships had received it was deemed surplus to the fleets needs.   Re-designated as an aircraft transport (AVT-10), it was decommissioned on May 15, 1959.   Moved to the Atlantic Reserve Fleet in Philadelphia, it remained there until being sold for scrap in September 1970.   Selected Sources DANFS: USS Leyte (CV-32)NavSource: USS Leyte (CV-32)Hull Number: USS Leyte (CV-32)

Left Bank Group Analysis Research Paper Example | Topics and Well Written Essays - 1250 words

Left Bank Group Analysis - Research Paper Example Likewise, as with many movements, the New Wave movement was something of a conscious rejection with regards to the subject matter, stylistics, self-actualization, and experimentation that seemed to be so devoid in the periods prior to the development and nominal success that the New Wave movement was ultimately able to engender. Furthermore, like so many other artistic movements throughout history, the full scope of the importance contributions that the New Wave movement brought to cinematography filmmaking were of course not realized completely or appreciated accordingly during the time that they were being developed. Nevertheless, although many aspects of the New Wave movement were so experimental that they existed only within the confines of the current time in which they were developed, many of the experimental techniques and new ideas with which these filmmakers sought to integrate continue to have found measurable effect on some talk to the current Europe. Accordingly, this bri ef analysis will seek to understand, identify, and draw inference on the means by which one such group of influential French filmmakers from this New Wave movement contributed to a more complete and nuanced understanding of filmmaking is the hope of this author that such an analysis will engage the reader with the lasting importance that this group of film makers continues to exhibit. As such, the group to be analyzed will be that which was dubbed â€Å"Left Bank†. ... nown, were referred to as the Right Bank; likewise, the group of filmmakers which will be analyzed herein came to be known as the Left Bank (Reeder 63). This was not only a reference to the geographical meaning of where these individuals hailed from within Paris, but also a thinly veiled allusion to the political views espoused by the latter group. One of the greatest differentials came to be seen between the right bank as compared to the Left Bank directors was with regards to the level and approach that these Left Bank directors viewed the relationship between cinema and art. Whereas more traditional numbers of the New Wave movement saw literature and other art forms distinctly separate from cinematography, the Left Bank directors saw them as one and the same attempt to incorporate many of the avant garde and cutting edge techniques and ideas that were being pioneered within the art world within the cinematography that they created (Schwartz 147). However, as much as one might seek to distinguish the Left Bank New Wave filmmakers from their other counterparts within the New Wave movement, the reality of the situation was that they were oftentimes almost identical with regards to the approach to cinematography that they made. In reality, both schools of thought sought integrate a high level of modernism within current cinematography; the only means differential and/or to supreme that existed with regards to this modernism was where the inspiration for it could ultimately be drawn. To the Left Bank filmmakers, this inspiration was available from both existing and previous arts. Regardless of the level to which critics may seek to portray these groups as being in opposition to one another, the fact of the matter is that there was never any ill will between either the