1533-1584 Essays - Political Philosophy, Politics, Socialism

1533-1584 The Russian Empire, covering over one-sixth of the world, is governed by the sovereignty of Czar Ivan the Terrible. The feudal system oppresses every man, woman and child as the Czar releases "Tax Collectors" to maintain support for the nobles in the land. Brigands and financial extortionists persecute any lower class citizen who refuses to help contribute to the Czar's regime. 1682-1725 Under Czar Peter I (Peter the Great), the Russian Empire begins to flourish with traces of traditional social structure modifications in the country. Observing the radical advances of western civilizations, Peter orders the modernization of the army, creation of a navy, encourages mercantilism and foreign trade, and gives women more rights. Nevertheless, the Empire remains stricken in poverty over slow reforms and the overbearing presence of feudalism. 1825-1861 The feudal system begins to fail when the goals and desires of the common peasant cannot be achieved through such an archaic doctrine. Various successive Czars attempt social reforms which do not leave an impact on the country's well-being. In December of 1825, an uprising from the populace occures when they demand changes to the economic system. With the development of the American, French and Spanish constitutions, the serfs now demanded the abolishment of the monarchy dictatorship, communal ownership of land and many other civil and social reforms. Unfortunately, their rebellion was quickly dismantled by the Czar's military faction and the system remained in tact. 1861-1905 Czar Nicholas II finally realized that his current economic monarchy was holding back the development of the empire. He therefore created a parliamentary system in 1905 which would decrease the number of strikes and violent outbursts generating from the peasants. This representative assembly (called a Duma) was convened a total of four times during the first World War and gave legitimacy to other political factions within the empire and would hopefully increase civil rights. 1917-1924 World War I led to the abdication (resignation) of the Czar as the people revolted against his useless monarchy. Famine, disease and death were spreading like wildfire as the Russians aided France against the militia of Germany during World War I. The population lost its faith in the monarchy and installed a provisional government that would keep the country from disintegrating. However, this government refused to intervene during the fragile years of the war and lost its power to a communist party called the Bolsheviks. The Bolsheviks, led by Vladimir Ilyich Ulyanov (Nikolai Lenin), overthrew the provisional government and implemented their style of authority to the empire. Their objectives were to lead the Russian empire into prosperity while utilizing Karl Marx's proposed doctrine for a communal, classless environment where the workers will be using their abilities to satisfy their own needs. The Union was now born and the Communist Manifesto was finally going to be activated. The C zar and his family were captured and executed, thus ending the oppressive autocracy that had befallen the empire for hundreds of years. Eventually, the central government was overtaken by Lenin and his military leaders, Leon Trotsky and Josef Stalin. Although a minority party, the Bolsheviks decided to implement capitalistic modifications to the fragile economy in order to aid the communistic backlash that would follow. The New Economic Policy (NEP) created by Lenin would allow peasants to keep a certain amount of profit for themselves, rather than having the government subsidize all of it. Unfortunately, Lenin died just as his policy had started to work. 1925-1953 The two apparent heirs to Lenin's regime were Josef Stalin and Leon Trotsky. Although Trotsky was better suited for the position (with his strong political inclinations towards reasonable social adaptability), Josef Stalin assumed controlled and subsequently ordered the exile of all apposing cabinet ministers, including Trotsky. Anyone in the Union who objected to his decisions was sent to Siberian prison camps or murdered. He now had full control without any intervention from other liberal or moderate parties. He decided to concentrate on improving military strength and building on improving the Soviet economy, rather than follow Lenin's revolutionary goal of dominating the world. In order to obtain the immense amount of money needed to maintain his militia, he began a series of five year programs which would force the average farmer to meet a quota by the end of the harvest and then have the state subsidize all of the production. This system, aptly named collectivization, reprimanded all of the average worker's liberties and created great suffering during the Stalin regime. Such suffering was magnified during an anti-war treaty that Stalin had signed with Hitler's Germany in an effort to avoid a confrontation with the Nazi military. However, Hitler violated this treaty in an effort to dominate all

Last Night I dreamed of Peace

Last Night I dreamed of Peace Introduction Dang Thuy Tram Last Night I Dreamed of Peace is a captivating informative chef-d’oeuvre demonstrating the author’s love for his country based on the sorrowful situation that the country undergoing.Advertising We will write a custom essay sample on Last Night I dreamed of Peace specifically for you for only $16.05 $11/page Learn More As young as 23 years, she associates with the communists party in her quest of ensuring that people of Vietnam do not go through what they goes through (National Library Board Para. 3). The American soldiers’ inhumanity and killings of the Vietnam citizens leaves her disturbed and therefore puts on spirited heart of ensuring that the people are liberated, a decision purely founded on her love for her people. Love and Idealism Dr. Dang makes the decision to go to the South Vietnam because of her love and youthful idealism she has for her kindred. Despite the deadly circumstances and appalling cond itions that her patients undergo, she opts to make the dreadful decision. She is a young and youthful woman who in spite of the deadly conditions vows or is ready to sacrifice her own life to secure the lives of the patients who have faced attacks and injuries from the America soldiers and the soldiers themselves. Her idealistic nature also plays a vital role in her decision to move to the South Vietnam. She is determined to see her country in peace despite her age. She aligns herself with the communists’ party. She joins the ideology of the party just to ensure that their values and their rights as citizens of the Vietnam remain respected rather than being infringed on by other people. She condemns the killings and shootings of Vietnam locals on streets by the American soldiers. It proves a very difficult and trying time especially when the war rages on, kills, and destroys people without valid reasons. Therefore, Dr Dang makes the choice of moving to South Vietnam to extend her hand in saving the lives of those injured. The courageous decision surrounded by much risk to her own life seems further founded on the sense of shared humanity. Sense of Shared Humanity She also makes her decision to move to South Vietnam because of her spirited heart of humanity and love and long for an end of the war and the sufferings and pains subjected to the citizens of Vietnam. Since she is a physician, she offers herself to assist the people who are shot and who fall victims in the course of the war (Dang 47). She succumbs to her death in the course of her service to the people of Vietnam.Advertising Looking for essay on biography? Let's see if we can help you! Get your first paper with 15% OFF Learn More This therefore demonstrates her sense of shared humanity in saving the lives of others while placing her own in danger. Her compassion and urge or wish to see the war end also makes her risk her own life to go to the South Vietnam. She wishes t hat the war and the fighting in South Vietnam ended allowing the people to have their peace and unity. For instance, in the diary, she expresses her intimacy and love showing how she misses her mother and lover whom she refers to â€Å"M†. She yearns for the time that she will go back home and meet her mother who is in the Northern Vietnam (Guthrie 105). This therefore shows how the Doctor is concerned and optimistic that finally the war and the shootings will end. Tram in the Current Vietnam Though dead, Tram speaks volumes and volumes through the marks she left to the people of Vietnam. She has contributed significantly towards the making of the country’s history, as it stands today. It seems quite unfortunate that she succumbed to death at that tender age. If she were alive to date, she would automatically qualify as one amongst the liberators and the heroes of Vietnam history, who assertively sacrificed not only their time, money, relationships, but also their own self solely to cultivate freedom to the Vietnamese citizen. Dr. Tram stands out as a liberator who from the evidence of her diary and documentations, shows that she had a vision and a great concern to her country. She, although at a younger age, associates herself with politics by becoming a party of the communists. She is a woman who puts her country in front by sacrificing her own life. She knows the dangers that will beget her by making a decision to go the South Vietnam to provide humanitarian assistance to the soldiers who are shot and injured in the course of the war knowing very well the dangers that faced her. She, despite of the dangers, travels to the South Vietnam. Furthermore, she is worth acknowledging based on her thought and wish for an end of the inhumanity and brutalities that people of the Vietnam were going through. It proves rather sad as Tram expresses her sympathy and concerns by noting that the people of Vietnam remain subjected to invalid pains and sufferings despite their innocence.Advertising We will write a custom essay sample on Last Night I dreamed of Peace specifically for you for only $16.05 $11/page Learn More Therefore, Dr. Tram passes for a hero and if she could be alive, she could have gone on the record for understanding and having the courage to liberate the people of Vietnam from the unnecessary pains and killings (Guthrie 106). She refers the Americans people to as merciless and thirsty of other people’s blood, descriptions that she notes bitterly and with sorrow. It therefore sounds unfortunate that the people of Vietnam went through the pain that they went through. Therefore, in no doubt, Dr. Tram stands out as a true hero, whose tireless work stands remembered and appreciated by the Vietnamese who enjoys the freedom of today acknowledging the cost attached therein: It cost the lives of protagonists for instance Dr. Tram. Conclusion Based on the expositions made in the paper, it suffices to declare it a rather touching experience, for Dr. Tram, a young woman, to take such a serious life-threatening decision for the sake of liberating the people of Vietnam. It brings to light the sorrows, pains and sufferings faced by people who seek to achieve a certain risky objective for instance fighting for freedom, as the case stands for Dr. Tram. Therefore, Last Night I Dreamed of Peace comes in as a rather fascinating masterwork, heavy-laden with touching message that reveals the need to have a shared sense of humanity by avoiding wars based on the agony and pain that come as a result. Dang, Tram. Last Night I Dream of Peace. New York: Three Rivers Press, 2007. Guthrie, John. Last Night I Dream of Peace by Dang Thuy Tram. Web California Literary Review, 13 Aug. 2007. Web. National Library Board. Last Night I Dream of Peace: The Diary of Dang Thuy Tram,  2008. Web.Advertising Looking for essay on biography? Let's see if we can help you! Get your first paper with 15% OFF Learn More

Air lines industry Research Paper Example | Topics and Well Written Essays - 5000 words

Air lines industry - Research Paper Example Introduction Air travel in the US is a complex industry, whereas its flow aspect – the airlines – is liberalized economically. The airline industry is prone to many guidelines. Moreover, the reimbursement aspects, work regulations and capital of the airline industry still reflect approximately fifty years of political power and protection (Smith & Cox, 2008). The airline industry needs lasting decision-making since it is highly capital demanding. For instance, decisions such as hire, building airport infrastructure, developing route systems or buying aircraft have multi-decade inferences and require large capital investments. Consequently, accounting data in the airline industry is not likely to be the solitary forecaster of future growth opportunities. The 1978 deregulation of the industry eliminated the shields that protected airlines from ecological ambiguity and market rivalry, for example economic recessions and fuel price increases. Hence, following deregulation, it might be difficult to see the clear connection between the firm’s stock proceeds and managers' actions in the airline industry. Moreover, these factors advocate that non-financial approaches might have significant information concerning managerial actions, not enclosed in financial measures. This necessitates including them unreservedly or explicitly in compensation deals which decreases the risk borne by airline managers (Srinivasan, et al, 1998). The decade of the 1980s was a chaotic era for the commercial aviation division in the United States. The deregulation of the American commercial aviation sector in 1978 had totally modified the features of civil aviation in the nation. Prior to deregulation, the federal government had noteworthy influence over routes and fares. Conversely, following deregulation, liberated rivalry steered in a new period in passenger air travel. Airlines discarded smaller cities, assumed ‘hub’ cities, competed with new less signific ant airlines that had entered the market and possibly most essential, decreased passenger fares noticeably. The resultant effects of deregulation, however, proved to be more spectacular for the airlines (Siddiqi, 2009). Ultimate problems affect the industry despite considerable gains of economic liberalization. A number of these problems are transitional, the enormous modifications needed by the end of a half century of severe directive. The regulated airline cartels obtained returns on capital that were supposed to be sensible. Nevertheless, these returns factored in high costs that would frequently not exist in a competitive market. For instance, the airlines’ unionized personnel, founded and reinforced under regulation, gained liberal salaries and unproductive work policies compared with expectation in a competitive market (Smith & Cox, 2008). Major Financial problems The returns of the airlines have not been proportionate with the incomes. For instance, the twelve main U. S. airlines moved from a net profit of $72.5 million in 1955 modest as compared to their $ 1.5 billion of working incomes through a sequence of less gainful years, which comprised a general loss for 1961. At the end of 1962, with net profits of roughly $40 million on revenues of $3.0 billion, the carriers were considerably behind their 1958 and 1959 situations, which effected mainly from non-jet operations (Kerley, 1967). Dempsey (2008) indicates that

What is Federalism Assignment Example | Topics and Well Written Essays - 750 words

What is Federalism - Assignment Example This research will begin with the statement that these great United States were founded on the idealism and dreams of a people who dreamed of a federal society governed by the rules of freedom and democracy. The present research has identified that we live in times when the sacrifices of our forefathers helped to shape the nation that has nurtured and protected our forebears and will hopefully, also be called home by our successors. Yet for all the dreams and aspirations that we have as a nation, for all the history that helped to create the United States of America, we know very little about the federal form of government that governs our existence. The author has rightly presented that we acknowledge the fact that our country has been run under a federal system of government for over 200 years. It is a system of governance that works for the American people because it has its basis deeply rooted within our lawful constitution and has continued to evolve with the changing times that our country goes through. Yet it is highly doubtful that the average American will know what federalism is all about and how it functions in terms of governance of our country. It was Roche who explained that â€Å"federal ­ism refers to the division of au ­thority and function between and among the national government and the various state governments. But it has come to possess a wider meaning in American political his ­tory†.

Company Analysis on eFax Essay Example | Topics and Well Written Essays - 3750 words

Company Analysis on eFax - Essay Example The objective of the company was to turn every fax machine virtually into an internet-on-ramp. The company provided millions of professionals a revolution in their document communications reducing the clutter of paper work and making faxing easy and accessible (Business Wire). eFax.com was the first company to provide such a free unlimited Internet service which had set a new standard because of the easiness to use technology involving fax - to - email delivery. The free service by the company was intended to unite 500 million global users of fax with approximately 100 million users of email. eFax.com was a breakthrough of web services and this paper brings out an analysis of the company eFax including its evolution and the final takeover by J2 Global. The company was utilizing its digital messaging technology for Internet applications. This included the use of Hotsend software, introduced in December 1998, and he M900e MFP which came to the market in January 1999. On February 8, 1999 the company changed its name from JetFax Inc to eFax.com and made the announcement of its eFax service, the first free fax to email service. eFax.com Inc was formerly known, as JetFax Inc was a leading provider of internet document communications solutions. ... The MFP market consists of office equipments that combine the print, fax, copy and scan functions in a single machine. The company had built up its product of eFax.com basing on this strong technology emphasizing the internet applications for the domestic transmission and software expertise. SWOT Analysis The SWOT analysis reflects the strengths, weaknesses, opportunities, and threats relating to the operation of eFax.com. Strengths Unique product line that covered business related associations and also the company is the first one to introduce efax kind of a product Free eFax service attracted more number of online customers increasing the advertisement revenue Combination of embedded system technology and connected software enhanced the utility of the products and services offered with scope for further technological improvements The company has a wider and prominent customer base Weaknesses The company had several products with misplaced focus on marketing The currency and other associated risks with the business in foreign countries increased the currency risk and other losses associated with the foreign exchange transactions The changes in technology entailed more expenditure towards research and development Opportunities The technological advancement provides scope for the development of newer and improved products and services including VoIP and other voice communication products The products are capable of being marketed internationally which increases the scope for the increased revenues Combining the embedded technology system software with the latest technological advancements make the application of the services easier

Key Elements In The Service Concept Tourism Essay

Key Elements In The Service Concept Tourism Essay INTRODUCTION In service organisations, in order to guarantee customer satisfaction, operation managers need to ensure that the customers are delivered the service they require. The service concept is a shared outstanding by customers, employees and shareholders of an organisation of the nature of the service provided and received. Service concept defines what an organisation is selling and what a customer is buying. The service concept can be described as follows : The organising idea : the essence of the service bought or used by the customer. The service experience : how the customer is treated by the service provider and the experience of the customer has of the organisation and its facilities. The service outcome : the end result of the service for the customer. The service process : the way in which the service is delivered. The service value : the benefits perceived by the customer against the cost of the service. In general we can say that : = A service concept acts as service specification. = A service concept should provide sufficient detail to make it clear what the organisation is selling/providing and what the customer is buying /receiving. = A service concept is more emotional than a business model, deeper than a brand, more complex than a good idea and more solid than a vision. = A service concept contains the organising idea for the service. There are some key elements in the service concept which is illustrated in the figure below : Service Concept Service Operation Organising idea Service experience Value of the service Service Outcome Figure : Key elements of Service concepts In this coursework I am going to explain the service concept of Radisson Blu Hotels Resorts. Radisson Blu Hotels Resorts is part of the Rezidor Hotel Group, and currently operates over 155 hotels in Europe, the Middle East and Africa, with another  47 projects under development. Radisson Blu is a first class full service hotel brand with key differentiators such as the 100% Guest Satisfaction Guarantee and the Yes I Can! spirit of service. The Rezidor Hotel Group is one of the fastest growing hotel companies in the world. Its current consists of 274 hotels in operation and under development in 47 countries accumulating nearly 55,000 rooms. Rezidor manages selected Carlson brands in Europe, the Middle East and Africa: Radisson, Park Inn, Regent and Country Inn. What make Radisson Blu unique to customers ? Most of their competitors have fantastic rooms, comfortable beds,  award winning  architecture and catchy advertisements aimed at achieving and exceeding guest service expectations, but due to some exceptional service concept , Radisson Blu is separate from similar hotels which make them unique to customers. The following exceptional service concepts make Radission Blu popular among customers : Yes I Can! Over a decade in the works, Yes I Can! is Radissions special service philosophy that sets them apart from the competition. Being hospitable is all about giving guests your undivided attention and when guests stay at a Radisson Blu hotel; the hotel manager, the waiter, the receptionist, the porter- everyone plays a vital role in delivering a memorable guest experience. At Radisson Blu , Yes I Can! is the companys mission and a way of life which guides them to meet any challenge and identify every opportunity. Whether their guests are in Glasgow or Capetown, Beijing or Rome, they are assured consistently excellent service. 100% Guest Satisfaction Guarantee In the fiercely competitive industry, they stand apart from the rest, thanks to their special Yes I Can! service spirit.   They love what they do and as proof of that, they promise to deliver a 100% Guest Satisfaction Guarantee. Their staff will do everything to ensure that customers leave their hotel happy, so if there is a complaint, it is noted and takes into serious considerations.. If customers complaint remains unresolved or they leave disappointed, any one of their staff can invoke the 100% Guest Satisfaction Guarantee. This means that customers will not have to pay for their room or the service in question. To keep customers coming back time and again, they strive to provide an exceptional service level at all times.   This is their promise to customers à ¢Ã¢â€š ¬Ã‚ ¦ or their money back. So, if any customer is dissatisfied with anything during their stay, the hotel wants to let them know so that they will Endeavour to make it right. Express Check-Out Even with their improved departure process with Satellite Reception desks, some guests cannot spare the time to check-out in the morning. For their guests in a rush they offer Express Check-Out to save valuable time and ensure an efficient and accurate check-out, by offering the options of sending invoice by email, mail or a quick pick-up at the reception desk. Late Check-Out Check-out from Radisson Blu hotels as late as  6 p.m. (subject to availability) instead of the normal check-out time at no extra cost. Their aim is to accommodate the needs of their guests and offer tailor made flexible solutions. [emailprotected] All guests staying at Radisson Blu hotels throughout Europe, the Middle East and Africa can now get Free high-speed Internet access as part of the Radisson Blu [emailprotected] service concept. Check-in to a Radisson Blu hotel and log on to customers corporate network, access email, download music, shop, customers can do whatever it is they like to do online, and do it for free! Free high-speed Internet access comes with easy-to-follow, simple instructions. The service includes high-speed as well as wireless Internet access. Since most Radisson Blu hotels are wired, all hotel guests can access the Internet from anywhere in the hotel: rooms, meeting facilities or public areas, by using their name and room number. Breakfast on the go! For their guests on the go with no time for a sit-down breakfast, they offer the Grab Run takeaway breakfast. Tea and coffee in disposable cups along with fresh fruits and energy bars are available on a special table in the lobby so that none of their guests miss out on the most important meal of the day. One Touch Service Customers can access the following services with the touch of a button : INFORMATION/CONCIERGE: request special information on local events   ROOM SERVICE: have meals delivered to customers room   WAKE-UP CALL: their front desk will make sure customers wake up on time LAUNDRY: obtain laundry service, or 3-hour express service   HOUSEKEEPING obtain an iron, ironing board or extra pillow and blankets   MAINTENANCE: 24 hour a day service to ensure their is comfortable and convenient Super Breakfast Breakfast is the most important meal of the day and the last impression a guest has of a hotel before leaving. The Radisson Blu Super Breakfast is an extensive buffet featuring a range of food items selected from the best of Continental, North European, and American cuisine. Free high-speed Internet With their easy-to-follow instructions, customers can log on to their corporate network, access email, download music, shop, do whatever it is they like to do online. Long committed to being among the first to anticipate the needs of the busy traveller, Radisson Blu has been offering Free high-speed Internet access to all guests who stay in their hotels. Just check-in to Radisson Blu hotels across Europe, the Middle East and Africa get free access to the Internet as a part of their [emailprotected] Connect service concept. Room Styles They Offer their guests a choice of room styles. A popular feature of Radisson Blu hotels and resorts for over 12 years, there are now more than 20 different room designs to choose from. 3-hour Express Laundry The average guests stays at a hotel for less than two days, which makes getting laundry done a complicated matter. But at Radisson Blu they have dispensed of this complication with 3-Hour Express Laundry. All shirts, blouses, socks, underwear, pants and other pieces of clothing, handed in before 8 p.m. will be returned fresh and clean that same evening. Satellite Reception Satellite Reception desks are individual counters in the lobby that offer guests a more personalized, efficient, informal and relaxed service when checking-in/out. Anne Sà ©monin Bath products Offering a holistic and personal approach to beauty, Anne Semonin is a high-end French brand that is known for its philosophy Every skin is unique. Anne Sà ©monin was among the first to combine essential oils and trace elements, a standard that today is a benchmark in the industry.   Customers can check into one of their hotels and be spoiled with a unique range of her products, exclusively produced only for Radisson Blu Hotels and Resorts. CONCLUSION Thinking about the service concept not only help managers understand their business but also challenges them to view their business in ways that can make it stand apart from other organisations. Service concept is a strong strategic tool that can make an organisation successful if implementations of those concepts are done properly. Every organisations service concept is different and focus is needed on those ideas to get the competitive advantage.

The Adventure of Huckleberry Finn :: Essays Papers

The Adventure of Huckleberry Finn In The Adventures of Huckleberry Finn Mark Twain tells the story of an adolescent boy travelling down the Mississippi River with a runaway slave. Huck has staged his death in order to escape his abusive, drunken father and hooks up with his foster mother’s escaped slave. During the adventurous journey Huck discovers many problems with society and civilization as he encounters a variety of individuals, each of whom represent a different problem with the current social order. The pair gets caught up in various ordeals involving the people they encounter. The running theme throughout the book is Huck Finn’s continuing struggle with his conscience concerning his relationship with the runaway slave, Jim, who has grown to be his friend and parent figure. The plot of The Adventures of Huckleberry Finn involves the adventures of Huck and Jim who are on the run. Huck is escaping his drunkard father and Jim is avoiding his proposed sale. Together they are rafting down the Mississippi River, away from civilization and society. Huck has just recently come under the care of his Christian foster mother, the Widow Douglas, who is working to undo his sinful ways and train him in a religious lifestyle. Now, as Huck grows in friendship with the black slave Jim, and they become mutual companions and guardians, he is faced with a moral dilemma. Should he betray Jim’s trust by turning him in to his rightful and legal owner or must he follow his gut feeling that he must help Jim to achieve his personal goal to acquire his freedom, even if this illegal cooperation and stealing of people’s property sentences Huck to an eternity in Hell. Huck thinks to himself, â€Å"I begun to get it through my head that he was most free and who was to blame for it? Why me. †¦. What had poor Miss Watson done to you†¦ that you could treat her so mean?† Huck is filled with guilt and loses sleep over worrying about what he has done. Huck has an opportunity in Chapter XVI to turn Jim in to a bounty hunter but he cannot go through with it and rather saves Jim by lying to the man to keep him at bay. Later, in chapter XXXI, Huck decides to write a letter to Miss Watson, divulging the whereabouts of her slave and even informing her that he, Huck, is not really dead.

Ngo And International Development Essay

We live in an imperfect world where citizens are continuously plagued with problems caused by lack of opportunities or through bad leadership of states that immerses these people into problems not of their own making. These problems are many and diverse ranging form wars, human rights abuse, famine and natural calamities. Many governments are not equipped to respond adequately to those adversities and it becomes necessary for Ngo’s to intervene. However some countries have continued to frustrate the work of such institutions for different reasons and North Korea becomes a classic example of such a totalitarian government limiting the operations of such organizations. Ngo’s operations in North Korea Ngo’s are viewed with great skepticism by the government of South Korea as they go about their work. This is because the government is greatly paranoid of foreign presence in the country and aid workers are usually treated with the same disdain accorded foreign delegations from the west (Gordon, l. & Snyder, S. 2003). However the degree of freedom and responsibility given to ngo’s depends mainly on the political relation of South Korea and the nationality of the ngo in question. For instance ngo’s from America and South Korea are the worst affected while their counter parts form Europe enjoy more privileges. Therefore organizations from countries perceived with hostility are not even granted permanent stay hampering their efforts to help the needy. All ngo’s however encounter a similar problem since they are not usually allowed access to the people in their problem evaluations and expected to rely on government guidelines in pursuit of their goals. Furthermore hey have to contend with constant monitoring by state agencies hat limit their response abilities. However there are hopes that the situation is improving since 1995 when the government of North Korea asked for assistance from the international community in response to food shortage (Smith, 2002). It is perceived that the problem that ngo’s faced is due to the country’s failure to comprehend the underlying principles that from the basis for humanitarian assistance by ngo’s. However recent acts by the government to eject food assistance by the U S government and the threat to evict all organizations from the U S might erode all the steps gained in diplomacy and relation ad discourage aid organizations from the country (Radia, 2009). Conclusion It is quite clear that organizations have found it hard to work in North Korea but it is unacceptable for some organizations to quite since such help is vital for those in suffering. Furthermore the gates opened by these organizations allow for an improvement in relations with foreign country and this might in the long run improve the conditions both for these institutions and for the people of North Korea. References Gordon, l. & Snyder, S. (2003). Paved With Good Intentions: The NGO Experience in North Korea. West port: Praeger Publishers. Radia, k. (2009). Abc news: North Korea Rejects US Food Aid, Kicks Out US NGOs. Retreved March 19, 2009, from http://blogs. abcnews. com/politicalradar/2009/03/north-korea-can. html. Smith, H. (2002). Unied States Institute of Peace: Overcoming Humanitarian Dilemmas in the DPRK (North Korea). Retreved March 19, 2009, from http://www. usip. org/pubs/specialreports/sr90. html.

Critically assess the extent to which HPWP relies on the intensification of work

Critically assess the extent to which HPWP relies on the intensification of work Introduction The high performance work practices abbreviated as HPWP denotes an all-purpose managerial representation encompassing several aspects. However, the description of High Performance Work Practices meadow proves to engage some involvedness. HPWP has conquered the modernization of human resource management.Advertising We will write a custom essay sample on Critically assess the extent to which HPWP relies on the intensification of work specifically for you for only $16.05 $11/page Learn More In fact, studies conducted in the past fifteen years relating to the nature of high performance work practices and their implications on organizational performance have investigated various aspects of human resource (Bacon Blyton, 2006). In the meantime, the employees’ outcome commitment polarizes as a result of the HPWP that increases the benefits of the organization. The empirical studies have thrived to explore the impacts of High Performance Work Pra ctices under widely contending perspectives. That is, High Performance Work Practices have optimistic and pessimistic results pertaining to both the institution and employees. Among the benefits, include higher pay, employee commitment, elevated skills and training, group work, low labor turnover, profitability, and high productivity (Macky Boxall, 2007). However, research states that negative effects may be seen in the workers experience, HPWP ensues due to higher level of dedication, participation, and good judgment. The groundwork spill out, stress at work, workload, and accountability may overshadow these gains. Thus, work intensification is the eventual brunt of the High Performance Work Practices required of an organization’s workforce. The degree at which the principles of High Performance Work Practices are affected by work intensification is the major purpose of this paper. Initially, the paper scrutinizes the relationship between work intensification and HPWP. The paper identifies the divergent sources of effects amid the negative and positive HPWP outlooks on an organization’s staff. The paper then assesses the linkages between performance and organizational practices as well as the route to performance outcomes, and how organizations measure the performance outcomes. The paper looks at certain established perspectives of HPWP and their effects on human resources.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More The relationship between HPWPs and work intensification Despite the proofs offered by literature on the management of human resources, such available proofs at the moment insinuates that work intensification is a possible result provided the proprietor does not appropriately employ High Performance Work Practices. Possibly, the staff has drawn in high performance working by merely engaging more or fresh practices in this reve rence. High Performance Work Practices may be or may not be the best practice. The interconnected activities such as human resource procedures, practices, programs, strategies, and philosophies are enclosed in the strategic HRM as Bacon and Blyton (2006) argue. The corporation’s HR philosophy reflects the endeavors to establish high performing labor force as indicated by the framework developed by Schuler (1992). Thus, the architecture of processes, practices, programs, and policies reflects this directly. The policies building up high performance measure while recompensing the workforce forms part of the architecture of the best practice and HPWPs. Indeed, the best practice is evident in any human resource philosophy employing HPWPs as the basis of HRM policy to put into practice the company’s exterior and internal plans. The practices performance link The employer-employee mutual benefits are feasible through High Performance Work Practices. As argued in the HPWPs un itarist viewpoint, the workforce gains from the meaningful and varied vocation sense of value, as well as the superior discretion of task. The employees may experience the gains through the developmental or direct participation. On the other hand, the employers gain from having the staffs that are devoted, aggravated, and extra committed. Such labor force will employ their novelty and inventiveness to work under minimum supervision by liberally connecting with other workers to nature the quality of their work. In effect, these human resources are eager to work since they get that empowerment to carry out the assigned tasks. Braverman (1974) put forward that such employees are less likely to be absent from work or even avoid accomplishing their tasks. Besides, the other benefit according to Guthrie (2001) and Arthur (1994) indicates that workers are less prone to flee the corporation for another as a result of such work intensification.Advertising We will write a custom essay sample on Critically assess the extent to which HPWP relies on the intensification of work specifically for you for only $16.05 $11/page Learn More The above work intensifications will augment the chances of High Performance Work Practices. However, these mutual benefits also do come with the cost constraints to both the employer and the employees. The employees in this case are entitled to identify with the organizational performance objectives. Moreover, they are obliged to put in additional discretionary hard work and acknowledge high responsibility exertions. Nevertheless, the employers have to rely on the staffs that are less replaceable and meet high costs of finance involving the reorganization of work, workforce development and training (Macky Boxall, 2007). Through work intensification, the employers are also expected to give up particular controls to their workforce hence, HPWP. In regard to the pluralist backing of High Performance Work Practices, the approach visualizes a situation of a lose-win for workers and employers. The condition of a win-lose condition comes as a result of the oblique or direct derivation of the HPWP model benefits from the intensification of work. The comprehension of this perspective relies on the involvement of the introduced schemes of high performance by way of inevitable reductions of staff and work enlargement. In general, the workforces incur the overheads whereas the profits are for the most part enjoyed by the companies. Through this, the employees have to recompense for the gains of performance by means of the responsibility shifted from encumbers to the direct occupation losses. Thus, the ultimate result will see the workers subordinate their interest to those of the corporation and induce themselves to extra labor (Braverman, 1974). Therefore, it is imperative to analyze the route of organizational and workforce performance as well as whether the work intensification or high motivation of the employees brings about High Performance Work Practices. The route to organizational and employees performance outcomes The abilities, motivation, and opportunities description of Purcell and Boxall (2003) envision inter linear subject amid the impacts of the approved practices on the employees and organizational performance. High Performance Work Practices influences the performance results consistency based on the AMO model in several manners.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Initially, the performance capability and the capacity of workers modify in that the practices affect the aptitudes of the employees in regard to level of skills and knowledge. The inspiration levels to install such skills and knowledge are also pretentious owing to the effect of practices on the employee’s attitudes. Finally, there is the entire use of the improved abilities due to the opportunities created by High Performance Work Practices. Higher performance bounds are set up by the capabilities of the workers. A number of proofs advocate that High Performance Work Practices assists in the development of knowledge and skills with respect to enhancing the abilities of an employee. Other studies assert that High Performance Work Practices are related to a variety of fresh skills. For that matter, HPWP model generates the supplementary and extensive learning environs as a result of the facilitated workplace knowledge. Besides, Bacon and Blyton (2006) emphasize that the inequ ities of skills amid non-standard and full time human resources is abridged potentially by the High Performance Work Practices. Conversely, the extents at which actions emerge from High Performance Work Practices get influence from motivation. The commitment effects surveyed emerges from several lines of investigation involving HPWPs. and inspiration. The amplified commitment in an organization commonly improves the levels of motivation as established by innumerable scholars. Indeed, this improvement increases particularly due to high reimbursement, better involvement of workforce in the decision making processes, improved processes of airing complaints, and the utilization of flexible job preparations. In regard to the general high rate of work satisfaction, Boxall and Macky (2007) discovered that members of staff embracing HPWPs are more motivated. Equally, for the competencies of goaded workers to be articulated, the opportunities enhance the boulevard in view of the rapport amid opportunities and HPWPs. The workers opportunity to labor to the full competence is provided for by the High Performance Work Practices. The employee can meet this through enhancing the shared information and collaboration. Moreover, the relaxation of some designs of work and structures in the organization might enable workers to utilize their capabilities (Guthrie, 2001). Measuring performance outcomes From the perspective of organizations and business sector, Verburg and Hartog (2004) assert that performance in finance is measured through computing the development measure, returns on markets, proceeds, equity, asset returns, and sales return. However, measures regarding the performance of an operation are in form of productivity, legality on management, suppleness, satisfaction at work, and labor turnover. Similarly, the labor divisions of output, time of production, as well as the amount produced per worker are all measures of productivity Whether or not the sources of gauging p erformance arrive from multipart, solitary or self-coverage administration resources makes some of the unduly answered queries. The other bottleneck is evident in the informal demeanor in relationship amid performance and High Performance Work Practices plus the discrepancies in measuring performance. Thus, there is lack of cross-sectional research to compare performance measure with regards to High Performance Work Practices. However, work intensification surely brings about HPWP. Youndt et al. (1996) analyze the main twenty-five explorations of HPWPs and performance in an organization and found that its presumption is less convincing when reviewed systematically. In contrast, the effects of performance on High Performance Work Practices are positive according to meta-analysis of the ninety-two exploratory study. The research found that twenty percent (20%) of the organizational disparities obtainable utility comes from HPWPs. In fact, this statistical aggregation counteracts the i mpacts of the artifacts of methodology and errors of dimension and sampling. As such, the effect of High Performance Work Practices is both administratively and statistically pertinent to the organizational performance. In addition, compared to other level of organizational observable fact this may appear like a slight impact however a significant finding according to Braverman (1974). In the same way, Godard (2004) found less convincing on complementarities evidences. Yet, Combs at al. (2005) considerably supported that the interactive effects of personal practices (14%) is two folded by the impacts of HPWPs (28%). Various concepts have emerged to explain the extent at which work intensification contributes towards high performances work practices (HPWP). In fact, the two broadly acknowledged perspectives include the pluralists and unitarists’ concepts. According to these perspectives, HPWP can only be realized via following certain performance routes. However, such routes m ust involve the output and input of an organization and the workforce. Despite the fact that the intensification of work leads to HPWP, scholars such as Godard (2004) as well as Geary and Dobbins (2001) claim that such practices could generate both positive and negative impacts on the organization and employees. For instance, the employees and unions may be impacted negatively in cases where there rights are not fully represented. In such a situation, the employers will only generate the marginal performance gains. Hence, a â€Å"lose-lose† condition is attributed to the HPWP paradigm. The Unitarist Perspective on HPWPs The unitarist perspective with regard to HPWP brings together the idea that centering work organization and labor management around highly engaged, skilled, empowered and involved workers, it is possible to present a ‘win-win’ situation not only for the employees but also for the employer. Inherently, higher performance is attained predominantly t hrough the development of a more engaged and motivated workforce (Macky Boxall, 2007). Performance through Work-Intensification There is almost a universal agreement between pluralist and unitarist perspectives that there is a common link between the adoption of HPWP and performance gains. However, there is also a clear difference between the two positions. This is specifically in trying to understand the ‘route’ by which the performance is achieved. Severally, a wide array of researchers have suggested about exploring the link between practices and performance. They focus on the experiential impacts of high-performance work systems. In part, this involves the departure from the tendency in current research to depend on ‘input-output’ models of causality. This is based on survey data. Contemporary, researchers have undertaken in-depth and more detailed research that explores how high-performance work systems are practically been enacted, implemented and ex perienced by employees. Research that has followed the fore-mentioned approach has found significant variations into the translation of HPWP into practice (Godard, 2004). Godard suggests that the high-performance paradigm, might eventually involve a ‘lose-lose’ situation. In markets or countries where employees seem to possess hardly any privileges of demonstration, the HPWP paradigm could probably affect negatively on both human resources and the organization or employees’ unions. At best, it will only have marginal performance gains for employers and organizations. The benefits of high-performance working are overrated by previous research according to Godard. In fact, Godard distinguishes two types of high-performance systems: team systems and lean systems. Team systems accord employees in teams’ genuine autonomy. Usually, this does not involve just-in-time strategies but are commitment-based. This system achieves performance through the ways envisioned in unitarist perspective. The lean system involves substantial managerial supervision. The system is efficiency-focused and inherently accompanies just-in-time inventory management. It follows the pluralist perspective of attaining performance through work-intensification. The ‘lean’ model as illustrated by Danford et al’s (2005) during their investigation of high-performance working at two aerospace firms; Jetco and Airframes. The researchers reported just biased confirmation of the enhancement in job prudence, elevated remuneration promise, and advanced expertise ranks, better involvement in the administrative processes, as well as additional promotional reimbursements for staffs under high-performance work systems. The authors found that there was considerable work-intensification. Additionally, there was intensifying degrees of work-related pressure that were going together with the approval of the practice. From the available study literature, the admission to the organizational growth and further schooling in the two organizations was predominantly anchored on administrative evaluations. New graduates who were prioritized and favored by the management benefitted from training and development. Work Intensification Many other studies similarly report considerable levels of work-intensification. Green (2004) defines these studies as’†¦an increase in the proportion of effective labor performed for each hour of work†¦Ã¢â‚¬â„¢ He notes that work-intensification involve higher levels of occupational stress that accompanies the introduction of HPWPs. Supplementary research reports reveal that the actuality of the place of work high-performance functioning hardly pursues the ‘team’ paradigm but instead pursues the â€Å"lean† paradigm more directly where the expression of prototype fail to go with to its ratification. On the other hand, various scholars propose that the preliminary system expenditure and h igh overheads necessitate upholding superior performance occupation schemes. These costs include training, development, wages and the general transformation of the workplace. This necessitates a ‘lean’ mode and consequently encourages only partial and low level of adoption of the HPWPs. These expenditure and profit discrepancies seem to be predominantly adverse to the emerging organizations. Additional research reports find a link between the use of HPWPs and downsizing of the workforce. This may be through layoffs as noted by Osterman (2007) or less harsh strategies such as voluntary redundancies. To some scholars, it is revealed that there is a divergence amid strategies concerning work-life equilibrium and HPWPs. Sensitivity and implication of HPWPs There are diverse connotations connected to the entity or managerial performances and unlike repercussions to human resources as designated via extra qualitative explorations. The enactments of ‘team-working’ have a distinguished difference under HPWPs compared to the ‘Scandinavian’- type model. The Scandinavian model involves significant employee discretion, complex task-working and high levels of team autonomy. The ‘lean’ type model involves limited levels of autonomy and control. It involves the engagement with simple tasks. Commentators observe that the introduction of HPWPs by managers’ implementation of the team-working practices vary around the theme of self-interest. According to Bacon and Blyton (2005), employees commonly believe that managers introduce team working for the benefit of their career advancement. This is in view of sizing down the workforce to increase profitability of the shareholders. Respondents to the research indicated that the avenues by which organizations’ management attained compliance to the HPWPs programs was by actively favoring submissive individuals. These employees are promoted to advance the initiative of the implementing managers. On the contrary, the respondents (employees) are generally positive regarding the benefits of team working. However, they had limited trust with regard to what they termed as ‘rhetoric’ of high-performance working. Co-operations and trust of workers with regard to the implementation of HPWPs is hard-won. Even positive changes are prone to cynical interpretation of management motives. The intensification of work may be positive to the career advancement of the employees. However, when the employees perceive this as the ideology of the organization to overwork them so that the organization can save on labor, the outcomes are not as expected. The attitude of the employees towards the implementation of the HPWPs is hence imperative for the successful implementation of the programs. The concern of confidence has been considered as fundamental via extensive explorations for the triumph or if not of towering presentation occupation schemes. Employees ar e less likely to accept the high-performance work systems if they have little trust in the management. Consequently, such issues have an intense bearing on whether or not HPWPs can promote levels of affective commitment (Macky and Boxall, 2007). Danford et al. (2005) suggest that lack of trust between employees and employers is tragic to the employment relationship. The manifestation of the irreconcilable conflict of interest that emerges from the social relations between employees, managers and the employer usually leads to mistrust. Conclusion From this study, it is evident that there are two broadly speaking sides of the debate regarding the implementation of High-Performance Work Programs. There are those who argue for the positive benefits of HPWPs and those who are critiques as they see the negative impacts the practice can present to employees such as the creation of stress and dissatisfaction. Although HPWPs are observed as having more benefits to the employees, employers an d organizations, there are negative aspects to the same. Work-intensification is one of the benefits that employers achieve from the implementation of high-performance work systems. The intensification of work ensures that lesser workforce performs more work with better quality at a lower cost. For organizations to ensure proper implementation of HPWPs and bring the desired results, it is imperative to ensure that the organizations create and develop a reinforcing environment that is sustained by the practices. From this study, it is evident that HPWPs can influence performance envisaged by the ‘route’ to performance outcomes. The effects of HPWPs on intensification of work are inevitable since they seem to be founded on a range of operational and environmental factors particularly those that determine how practices are perceived and maintained. Bacon, Nicolas, and Paul Blyton. â€Å"Union Co-operation in a Context of Job Insecurity. Negotiated Outcomes from Team-work ing.† British Journal of Industrial Relations. 44.2 (2006): 215-237. Print. Braverman, Harry. Labor and Monopoly Capital: The Degradation of Work in the Twentieth Century. London: New York Monthly Review Press, 1974. Print. Geary, John, and Antony Dobbins. â€Å"Team Working: A new Dynamic in Pursuit of Management Control.† Human Resource Management Journal 11.1 (2001): 3-23. Print. Godard, Joseph. â€Å"A Critical Assessment of the High-Performance Paradigm.† British Journal of Industrial Relations 42.2 (2004): 349-378. Print. Guthrie, John. †High-Involvement Work Practices, Turnover and Productivity: Evidence from New Zealand.† Academy of Management Journal 44.1 (2001): 180-190. Print. Macky, Ken and Boxall, Paul. â€Å"The Relationship Between ‘High-Performance Work Practices’ and Employee Attitudes: An Investigation of Additive and Interaction Effects.† International Journal of Human Resource Management 18.4(2007): 537-567. Pri nt. Youndt, Mark et al. (1996). â€Å"Human Resource Management, Manufacturing Strategy, and Firm Performance.† Academy of Management Journal 39.2(1996): 836-866.Print.

20 Critical Essay Topics Understand and Debate Police Brutality

20 Critical Essay Topics Understand and Debate Police Brutality If you are interested in writing a critical essay on police brutality, you can get a jump start by reviewing the 20 useful topics below: Differences in Police Brutality Statistics for Different Genders. Policies to Stop Police Brutality. Policies to Reduce Police Brutality in Two Countries of Your Choosing. Countries with High Rates of Police Brutality. How GDP Influences Rates of Police Brutality. How Police Salary Influences Rates of Police Brutality. Differences in Police Brutality Statistics for Different Ages Groups. Differences in Police Brutality Statistics for Different Countries. Impact of Police Brutality Statistics in Legislation. Influencing Factors for Police Brutality. Low Psychological Evaluative Standards Leads to Higher Rates of Police Brutality. Differences in Police Brutality Statistics for Different Races. Difference between Police Brutality among Female Officers and Male Officers. Whether Male Officers Show More Police Brutality toward Male Victims or Female Victims. Whether Female Officers Show More Police Brutality toward Male Victims or Female Victims. Statistical Changes to Police Brutality over a Ten Year Period. Correlation between Police Corruption and Police Brutality. Changes in Police Corruption Statistics between Urban and Suburban Areas. Whether Arrests and Charges for Police Brutality Reduce Rates of Police Brutality Afterward among Other Officers. Whether Police Brutality is Regularly Swept under the Rug Among Closely Knit Police Units. Out of all the interesting ideas which are available, it can still be difficult to really understand how to get started on any of these topics when writing your essay. Don’t forget to visit the article with facts on police brutality that comply with these topics. In addition, improve your writing quality with guides on critical essays. That is why you will find a great sample essay below on one of the topics listed above: Sample Critical Essay Low Psychological Evaluative Standards Leads to Higher Rates of Police Brutality For some jobs, applicants are required to take psychological evaluations during the application process. These jobs are typically those which require a security clearance or where weapons are wielded. The purpose of the tests are to ensure that the person remains psychologically stable enough to fulfill the duties of their position. Such low standards results in psychologically unstable individuals wielding not only lethal weapons but dangerous levels of authority over others. Because of this background, many of the individuals within the police force if not all have a deep desire to protect one another from anyone who is considered an outside. This only encourages the police brutality that is so prevalent among the psychologically unstable. In many cases the individuals are required to take regular evaluations to ensure they remain stable regularly. After extreme incidents on the job, the same individuals may be required to take an additional test to ensure the incident did not cause damage enough to render the person unable to fulfill their duties. Examples of such cases might include getting shot or having a partner injured or killed in the line of duty. While the purpose of these tests remains viable and is a necessity for ensuring that anyone wielding weapons is doing so safely, the acceptable levels to which certain members are held during their initial application and during subsequent examinations is far too low among police forces, which only cultivates an environment of police brutality. Police forces who are required to take entry examinations for their psychological evaluation are not held to high enough standards. With such low initial requirements, it is not surprising that police officers continue to be approved to work in the line of duty regularly. With low entry requirements, the individuals who were bullies in school or who were severely bullied, those who were not loved enough as a child, and those who have serious psychological issues which result in them craving power and authority over others. This psychological background makes police officers hungry for situations where they can exert their power over others. It makes them immediately feign a feeling of threat if an individual asks why they were pulled over or states to the officer that the officer is actually not in accordance with the law during a procedure. Situations where the psychologically unstable individual even remotely feels threatened results in severe retaliation in the form of police brut ality. What makes this retaliation even worse is the protective nature of the police force. Members within the force will automatically side with one another over anyone who is an â€Å"outsider† even if they know their police member was in the wrong. They will bend the legal rules for no one but their own, making them complete hypocrites. In addition to this, police officers who are already unstable will view an outside complaining that a member of their unit broke the law as a threat. And as aforementioned, these perceived threats to someone who is psychologically unstable result in severe backlash, bullying, and bending of the rules. In order to rectify the issue of high police brutality rates, it is imperative that the psychological standards to which members of the police departments are held be raised. Psychological evaluations should review the stability of the individual, their background, their childhood, and search for any indications in their background that they were abused or that they abused others. By identifying those who seek power and control in order to make themselves feel better, and identifying those who enjoy hurting others to bring themselves up, police departments can stop hiring individuals who are more of a threat to society than a help to society. This can put a stop to police brutality. By doing this, true change can come about to all of the police forces which choose to make the world a better place. References Anderson, Kelly C.  Police Brutality. San Diego, CA: Lucent Books, 1995. Print. Fitzgerald, Sheila.  Police Brutality. Detroit: Greenhaven Press/Thomson Gale, 2007. Print. Kirschner, Robert H. Police Brutality In The USA.  The Lancet  350.9088 (1997): 1395. Web. Kuhns, Joseph B, and Johannes Knutsson.  Police Use Of Force. Santa Barbara, Calif.: Praeger, 2010. Print. Lawrence, Regina G.  The Politics Of Force. Berkeley: University of California Press, 2000. Print. Nelson, Jill.  Police Brutality. New York: W.W. Norton Co., 2000. Print. Roleff, Tamara L.  Police Brutality. San Diego: Greenhaven Press, 1999. Print.

LSEP(legal, social, ethical and professional) issues associated with Essay

LSEP(legal, social, ethical and professional) issues associated with the introduction or increased use of cloud computing services - Essay Example Systems in the company are predominantly legacy-based and operate in silos. Each of the legacy systems is responsible for various parts of the business’s operations. Some of them take care of the inventory, while others focus on shipping. Alternatively, other systems handle terminals while, others work on sales data. A lot of this data is not transformed into useful information, and most times, employees feel overwhelmed by the speed, volume and even variability of the data as it is always changing. The company feels that it currently has too many servers in each of its stores, as most of them are not run in remote server farms. Cloud computing is only used for periphery services at this fashion retailer because employees have a relatively good understanding of browser-based software, but the infrastructure required to make the transition has not been installed. Sometimes, employees will use Dropbox to manage and send files, but this is often not powered by the organisation. The company also thinks of cloud computing as a means of storing its information rather than an opportunity to expand its possibilities. Whenever there is a power blackout or some form of data disaster, the company is assured of accessing its data safely through any internet connection. This acts as a form of disaster relief for the company as it makes it immune from physical attacks on its information (Balagopalan, 2010). There are a number of reasons and limitations that have presented Magneta from fully utilising cloud computing to manage its information. First, the company is concerned about the issue of security and compliance with information security standards. The retailer has a lot of sensitive information including client credit card information or their payment history. If a cloud provider does not comply with the same standards as the retailer, then it is difficult to secure transactions. Magneta is afraid of putting all their trust in an application that they have minimal

Management of stress incontinence Essay Example | Topics and Well Written Essays - 2750 words

Management of stress incontinence - Essay Example Stress incontinence can therefore be seen to be unrelated with psychological stress, though it remains the commonest form of urinary incontinence. Thus, the definition of stress incontinence as leakage of urine as a result of straining, coughing, sneezing, or sudden voluntary movement due to incompetence of the sphyncteric mechanisms can be lent credence. According to Chapple and Cardozo (2006, 16), women have been found to be more prone to stress incontinence, compared to men. Statistical provisions from reputable researchers point out that the preponderance of stress incontinence among women increases with age, so that 1 in 5 women who are over 40 suffer from some degree of stress incontinence. Becker (2005, 11) is poignant that those who experience stress incontinence are always subject to embarrassment, isolation, underperformance at the workplace, and a receding social life, especially when leisure activities and exercise form part of this social life. This makes management of s tress incontinence a crucial undertaking which has been much celebrated. Management of Stress Incontinence There are several approaches to managing stress incontinence. Many medical practitioners heavily rely on physiotherapy. This involves, subjecting the patient to (prescribed) exercises, as a way of strengthening pelvic floor muscles. Since the target is mainly strengthening pelvic floor muscles, pelvic floor exercises form the main part of this prescription. The applicability of using exercises to strengthen pelvic floor muscles is based on the fact that kidneys constantly make urine. Because of this, trickles of urine constantly pass to the bladder, before going down to the ureters. The urters are tubes that connect the kidney to the bladder. The amount of urine a person makes depends on how much an individual drinks, eats and sweats (Collier and Longmore, 2003, 61). The crux of the matter herein is that the bladder comprises muscles, and also stores urine. That the bladder is elastic is underscored by it expanding like a balloon as it gets filled with urine. The urethra as the outlet for urine remains closed. It is the pelvic floor muscles that regulate the opening and closing of the urethra. As a certain amount of urine fills the bladder, one becomes aware of having a full bladder. On going to the lavatory to pass urine, the muscles of the bladder contract and squeeze the urethra. The pelvic floor muscles then get to relax. Complex nerve messages are relayed to the brain as the central nervous system, the bladder and then the pelvic floor muscles. It is these messages that prompt a person, informing him that his bladder is full and also prompt the right muscles to either relax or contract at the right time. Thus, the foregoing clearly shows that prescribing pelvic floor exercises for the stress incontinent will help tighten the muscles of the urethra and the bladder, and thereby helping stop unintended flow of urine. According to Bo, (2007, 34 a) and Ga rtley (2012, 75), kegel exercises have also been recommended as the best way of retraining and strengthening sphincter and pelvic floor muscles, as a way of reducing stress leakage. Kegel exercises have mostly proven most beneficial to those below 60 years. To this effect, it is a standard observation that the patient should do at least do 24 contractions daily, for at least 42 days (6 weeks). The physiotherapist