Friday, November 15, 2019
The Importance Of Sexual Intimacy In Marriage
The Importance Of Sexual Intimacy In Marriage From the very beginning martial union and physical union were intertwined together. Genesis 2:24 (King James Version) states Therefore shall a man leave his father and his mother, and shall cleave unto his wife: and they shall be one flesh. Marriage is a one flesh relationship. Sex is not peripheral to marriage but is delicately woven into its very fabric (Weiner-Davis, 2008). Sexual intimacy in marriage is Gods gift to mankind. Gods gift of sexual intimacy in marriage serves four purposes: consummation of marriage, procreation, love, and pleasure (Hollinger, 2009). Human imperfection is the result of sin entering the world. Different sex drives and unresolved marital conflicts are human imperfections that cause dissatisfaction and diminished sexual intimacy in a marriage that can trigger emotional disconnect, infidelity, or divorce. In order for a couple to revive sexual intimacy in their marriage they have to be willing to understand their differences and forgive past mistakes. God , the creator of sexual intimacy chose to relate to mankind through sexual intimacy in a marriage. The four purposes of Gods gift of sexual intimacy in marriage are: consummation of marriage, procreation, love, and pleasure. The first purpose of sexual intimacy is for the consummation of marriage. Consummation of marriage happens when a married couple has sexual intercourse for the first time. The biblical term to know means that a couple becomes literally one flesh at the moment of intercourse (Janssen, 2001). At that moment, something dynamic transpires between the two when they become one flesh their relationship is now different, set apart and made distinct (Hollinger). The second purpose of sexual intimacy is procreation. In Genesis 1:28 God reveals his plan for procreation when he blessed Adam and Eve and said unto them, Be fruitful and multiply, and replenish the earth and subdue it (KJV). Sexual intercourse is the means by which human life on earth continues and the means by which every human life begins (Hollinger). Procreation was Gods plan for mankind to populate the earth. The third purpose of sexual intimacy is love. Covenantal love is found in a marriage. Covenantal love is forever and accepts the responsibility to bear children from sexual intercourse (Hollinger). Love is so exquisitely defined in I Corinthians chapter 13. Love is patient, love is kind. It does not envy, it does not boast, it is not proud. It is not rude, it is not self-seeking, it is not easily angered, it keeps no record of wrongs. Love does not delight in evil but rejoices with the truth. It always protects, always trust, always hopes, always perseveres. Love never fails (New International Version). Sexual intimacy in a marriage is sacred and creates a love bond between husband and wife that is not easily broken. The fourth purpose of sexual intimacy is pleasure. C.S. Lewis rightfully connects legitimate pleasure with God when he penned the following words: God gives good gifts to human beings for their enjoyment. In our fallen state we often turn these good gifts in to gods, demanding more of them than they can yield and replacing God, the ultimate good with created goodsà ¢Ã¢â€š ¬Ã‚ ¦ The very fact that the psalmist can speak of eternal pleasures at Gods right hand shows that he is a God of pleasure (Lewis, 2001). God created sexual intimacy that was pure and undefiled for marital pleasure but sin when it was conceived defiled sexual intimacy and took it outside the confines of marriage. As long as sexual intimacy is kept in the confines of marriage it can be pleasurable and still remain pure and undefiled. According to sex therapists, Rosenau and Sytsma it has been our clinical experience that couples who desire deep connections and fantastic sexual intimacy, must learn to laugh and play in a way the Creator designed as part of the experience of intimacy (Rosenau, 2004). God created sexual intimacy for marital pleasure and he intended for husbands and wives to enjoy each other sexually. Sexual intimacy is vital in a marriage and that is how God created marriage. Unfortunately, with the fall of man came human imperfection. Human imperfection causes flaws in all of Gods creation and marriage is not exempt from this demise. Human imperfection in a marriage manifests itself through various venues that results in dissatisfaction and a decline of sexual intimacy in a marriage. One venue is differences in sex drives and another venue is unresolved marital conflicts. Differences in sex drives can have a negative effect on sexual intimacy in a marriage. In a lot of marriages one spouse will have a high sex drive and the other spouse will have a low sex drive. The spouse with the lower sex drive controls the sexual relationship. They dictate the frequency of sex, the time for sex, and the type of sexual activities and techniques that will be used during sex. The spouse with the higher sex drive begins to feel powerless, rejected, hurt, lonely and unloved. As a result sexual intimacy diminishes and dissatisfaction manifests itself in the marriage (Weiner-Davis, 2008). Unresolved marital conflicts can also cause dissatisfaction and diminished sexual intimacy in a marriage. Conflicts over finances, parenting issues, a controlling spouse, infidelity, individual preferences, unintended emotional injury, flaws and weaknesses are typical marital conflicts. Conflicts when they arise need to be confronted and a compromise reached. Ephesians 4:26 admonishes man let not the sun go down upon your wrath (KJV). Couples should make it a priority in their marriage to resolve conflicts. Unresolved conflicts in a marriage begin to build barriers between the husband and the wife. If unresolved martial conflicts persist in a marriage, the marriage is headed for failure. Differences in sex drive and unresolved marital conflicts have the ability to spawn emotional disconnect, infidelity, or divorce in a marriage. Emotional disconnect occurs when a couple is no longer emotionally intimate with each other. Emotional disconnect is caused by feelings of resentment and rejection. Infidelity is when one spouse is physically or mentally unfaithful to the other spouse. Lust and pornography are types of mental infidelity that usually precede physical infidelity. Divorce is inevitable if emotional disconnect and infidelity are not resolved in the marriage. Sins curse to marriage is divorce. God hates divorce and he did not intend for marriage to end in divorce but he understands that sometimes divorce is the only viable option (Christian Marriage Today, 2012). Rekindling the spark of sexual intimacy in a marriage requires learning to understand each others differences and the ability to forgive past mistakes. There has to be an understanding that God made every individual different and the willingness to accept those differences. Past mistakes that still linger in the marriage need to be relinquished and forgiven (Christian Marriage Today). Marriages are not perfect and sometimes outside intervention such as prayer, counseling and marriage seminars are necessary. Counseling and marriage seminars can strengthen or reconnect marital relationships. Most importantly, seeking God for guidance and understanding through prayer will help build, maintain, or renew intimacy in a marriage (Weiner-Davis). God created man in his own image and he desired to be close to man. God chose sexual intimacy in marriage as a way relate to man. Sex is his self-disclosing picture window into the Almighty      -His grand metaphor to teach the value he places on intimate relationships. God is love and sexuality gives us ways to understand this (Rosenau). Sin mars, distorts or even erases evidence of our creator in sex acts. Often sex bears no resemblance to Gods image as was his original design and intent. Sexual intimacy gives man insights into Gods character and the way he interacts with man (Rosenau). Research on the topic of the importance of sexual intimacy in marriage revealed the importance that God places on sexual intimacy. If God believes that sexual intimacy in a marriage is important then man should make sexual intimacy in marriage a priority. If man would make it a priority there would be less divorce in the world. God desires his children to live happy and fulfilled lives. It is his good pleasure for couples to experience sexual intimacy. Sexual intimacy does not create marriage, but sexual intimacy cannot be divorced from marriage. God, the creator of marriage would have it no other way (Weiner-Davis).
Wednesday, November 13, 2019
Separation of Online Communities :: Argumentative Persuasive Papers
Separation of Online Communities On January 10 of 2003, I struggled with an inorganic chemistry homework problem on entropy before the night of my exam. I logged on to an inorganic chemistry forum. This forum is similar to the structure of a classroom. The forum is popular among two types of members, instructors and students. The students post their homework, and the instructors answer the questions posted by the students. The average number of posts in that site is 30 per day. The forum is extremely popular and continuously filled with questions and requests for help with homework. I was hoping that someone knew the answer to my question and would respond to me before my exam. I therefore posted: â€Å"Rank the following element in decrease entropy, Al(s), Ba(s), Hg (l), H2 (g), HBr (g), Thanks for your help I would like to know the answer of this A.S.A.P because my exam is tomorrow morning.†Within an hour I received this response from Professor Helmenstine, the administrator of the site, also a professor in chemistry department: The order should be HBr (g), H2 (g), Hg (l), Ba(s), Al(s). An ordered state has a low probability of occurring and low entropy. A disordered state has a high probability of occurring and high entropy. Gas has the highest entropy because it is more disordered than any other element. And solid is in the most ordered state; therefore it has the lowest entropy. I know this is the first time you posted but I must inform you that integrity is essential in this site’s posting. I recommend you follow your school’s honor codes and not attempt to get any unauthorized aid from this site. Please check out this site’s regulation page and please follow the rules of this site. I hope that I helped and good luck on your exam.†(Helmenstine) I was delighted that I was able to receive help from a forum. After all, the online communities are similar to what Rheingold stated in his article â€Å"Virtual Community.†â€Å"In the summer of 1986, my then-two-year-old daughter picked up a tick. There was this blood-bloated thing suck on our baby’s scalp, and we weren’t quiet sure how to go about getting it off. Separation of Online Communities :: Argumentative Persuasive Papers Separation of Online Communities On January 10 of 2003, I struggled with an inorganic chemistry homework problem on entropy before the night of my exam. I logged on to an inorganic chemistry forum. This forum is similar to the structure of a classroom. The forum is popular among two types of members, instructors and students. The students post their homework, and the instructors answer the questions posted by the students. The average number of posts in that site is 30 per day. The forum is extremely popular and continuously filled with questions and requests for help with homework. I was hoping that someone knew the answer to my question and would respond to me before my exam. I therefore posted: â€Å"Rank the following element in decrease entropy, Al(s), Ba(s), Hg (l), H2 (g), HBr (g), Thanks for your help I would like to know the answer of this A.S.A.P because my exam is tomorrow morning.†Within an hour I received this response from Professor Helmenstine, the administrator of the site, also a professor in chemistry department: The order should be HBr (g), H2 (g), Hg (l), Ba(s), Al(s). An ordered state has a low probability of occurring and low entropy. A disordered state has a high probability of occurring and high entropy. Gas has the highest entropy because it is more disordered than any other element. And solid is in the most ordered state; therefore it has the lowest entropy. I know this is the first time you posted but I must inform you that integrity is essential in this site’s posting. I recommend you follow your school’s honor codes and not attempt to get any unauthorized aid from this site. Please check out this site’s regulation page and please follow the rules of this site. I hope that I helped and good luck on your exam.†(Helmenstine) I was delighted that I was able to receive help from a forum. After all, the online communities are similar to what Rheingold stated in his article â€Å"Virtual Community.†â€Å"In the summer of 1986, my then-two-year-old daughter picked up a tick. There was this blood-bloated thing suck on our baby’s scalp, and we weren’t quiet sure how to go about getting it off.
Sunday, November 10, 2019
Out of School Youths Essay
Out of school youth means having a vulnerable people who have needs. Nobody can deny the hard fact that education is an extremely important factor for bringing change in the lives of individuals. It has universally been recognized as the most powerful instrument and pre-requisite for gearing up the socio-economic development of a nation. In fact, it can be said that it is a pre-condition for the overall up-lift and welfare of a nation. This is why investment in education is considered to be so vital for human resource development and the enhancement of the quality of manpower. The history of humankind, in general, and that of developed nations of the worked, in particular, is replete with the precedents, which establish the fact that a certain level of literacy in population is an essential pre-requisite for precipitating the process of development in a country. The segment of society that plays the most active part in the socio-economic development of any country/region consists of the adolescents. It is clear that the composition and characteristics of this most crucial part of population goes a long way in expediting the process of national development and influencing the policy makers and planners in their planning and decision making for the future. In this way, the adolescents act as a sort of a â€Å"pressure group†that exerts a far-reaching impact on the process of educational planning as well as on the other developmental activities of the country.
Friday, November 8, 2019
“Performance Management can be defined as a systematic process for improving organizational performance by developing the performance of individuals and team.†The WritePass Journal
â€Å"Performance Management can be defined as a systematic process for improving organizational performance by developing the performance of individuals and team.†Introduction: â€Å"Performance Management can be defined as a systematic process for improving organizational performance by developing the performance of individuals and team.†Introduction:Links between individual, team and organizational objectivesIndividual and Team:Individuals, team and organizational objectives:Evaluating Teams:Task Performance:Team Functioning:Team Member Satisfaction:Selecting and agreeing individual and team objectives:Individual and team responsibility in achieving objectivesCreating an environment of trust and support with othersEnvironment of Trust and Support:Building a rapportBuilding trust and respectManaging conflictPersuading or influencing another personNegotiatingCommunicating assertivelyCommunicating informativelyCommunicating supportivelyImportance of Trust and support in an organization  MotivationTeam working and Team BuildingCustomer CareHuman Resource ManagementNegotiationWorkload managementCareer Development Evaluating and assessing individual and team performance against objectiveWritten Essays:Critical Incidents: Graphic Rating Scales:        Behaviorally Anchored Rating Scale s:       Methods of providing feedback to individuals and teams on performanceProviding Feedback to individuals and team:Types of Feedback:Motivational Feedback:Developmental Feedback:Constructive Feedback:Constructive Feedback Requires:AssertivenessRespect for others SkillTips for Constructive FeedbackChoose the right timeStart with positivesFocus on the behaviorBe accurateBalance negative with positiveBenefits of FeedbackCauses of conflict and strategies to minimize or prevent conflictTypes of Conflict: Task Conflict:Relationship ConflictProcess ConflictSystems for performance assessment for individuals or teamsPerformance improvement cycle         The performance improvement cycle can be explained below:Indicators of poor performanceSupporting performance improvementBASE PAY:Assistance Programs:Disciplinary and grievance proceduresManagement Functions1. Planning:2. Organizing3.  Leading4. ControllingThe key aspe cts of legislation that applies to an organization’s disciplinary and grievance procedureHonesty and integritySelf-confidenceIntelligence Job relevant knowledgeLeaders are energeticReflective Statement BibliographyRelated Introduction: Performance Management may be defined by as a feedback mechanism for the evaluation of employee s past performance. This may be a five minute informational discussion between employees and their supervisors’ or more elaborate, several week process involving many specific steps: Employees generally see any such evaluation as having some direct effect on their work lives. Performance Management led to increased pay, a promotion development areas for which the employees need some training. As a result, any evaluation of emotionally charged event. Performance Management is no longer a simple process. It is now more difficult to perform one while simultaneously focusing on key job activities. Performance evaluation conveys to employees how well they have performance on established goals. It also desirable to have these goals and performance measures mutually set between the employ and the supervisor. â€Å"Without proper two way feedback about an employee’s effort and its effect on performance, we run the risk of decreasing his or her motivation†Links between individual, team and organizational objectives Individual and Team: Individual are the constituting body of a team. Team is more than a group. It has common objectives and accountability and may be setup by the organization under the supervision or coaching of a team leader. â€Å"A team leader is a small number of people with complementary skills who are committed to a common purpose, performance, goals and approach, for which they hold themselves mutually accountable.†                                                           (Katzenbach and Smith) Team working may be used for: Individuals, team and organizational objectives: Meeting team objectives can be more difficult than meeting individual objectives, as more people need to be involved in the process. More people mean more ideas, more skills, more knowledge, and more experience collective efforts to see the organizational objectives as a success. These potential benefits needs careful management of the process agreeing team objectives in a worth. Organizational objectives should be SMART S         Short M        Measurable A        Accurate R        Reliable T         Time Manageable In that situation individuals and team will put their best efforts to meet the SMART goals. Evaluating Teams: Team effectiveness includes: Task Performance: Fulfillment of task and organizational goals. Team Functioning: Constructive maintained of team working managing the demands of team, roles and process. Team Member Satisfaction: Fulfillment of individual development and relationship needs. Selecting and agreeing individual and team objectives:                                    It can be more difficult to agree team objectives that individual objectives, as more people desire to be involved in the process. However, more people also means: more ideas; more experience, skills and knowledge tremendous support within the team; and a combined determination to have objectives through successfully.                                                                                                                                                   All these benefits make the useful management of the process of agreeing team objectives worthwhile.                                                                                                                                                      Training activity gives the team leader to a method of agreeing team objectives that is based on to get maximum input and commitment.                                                                                                                                                   The team leader can utilize the            training activity to agree real-life team objectives by replacing the examples provided with their own material. I am introducing the training process by telling the participants that they are ready to spend some time focusing on SMART objectives in the context of setting team objectives then I put pressure on the importance of agreeing rather than imposing objectives. Next, I conversant about how difficulties in agreeing individuals objectives. I set a step by step method that can be used when agreeing team objectives, than run either or both of two exercises where objectives are made for a particular area. Individual and team responsibility in achieving objectives                                    We can define a team as a group of people who are all focused to achieve a common objective. In the team, every member may know his/her value within the team, and they can work towards the individual objective they have been given when all the smaller objectives get together, they become a greater common objective.Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â à ‚              A team can work well with great efficiency when the team is efficient. It’s not important to provide for a team where every single person has the essential team spirit is more necessary for the team to be a real team in every possible way.                                                                                                   Individual members should be fully committed to their personal objective the greater common objective of the team can be achieved if the members of the team concentrate on their â€Å"bit†and deny the rest to those who are a salary commensurate with such responsibilities.    Team members should know to appreciate how the pooling of individuals talents and to the skills and the recourses can strengthen the team and achieve better results.                                                   There should be importance of individuals’ members and importance should be accepted by the team leaders and managers.Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â à ‚ If a team worker feels that he is a valued person of his team, he has the right team spirit, and they will be much more easily persuaded of its importance. They are agreed to work interdependently towards both personal and team goals with mutual support. Members of the team collaborate together. They are agreed to use their talent and experience for organizational objectives. They respect and listen to every person’s point of view. They participant equally in decision making. Creating an environment of trust and support with others Environment of Trust and Support: Different skills are used in interactions and relationships between two or more people which are as follows: Building a rapport Being in tune with the other people, which draws them into a relationship. Building trust and respect So that relationship is maintained and cooperation facilitated. Managing conflict Managing conflict in the relationship to preserve it. Persuading or influencing another person Persuading or influencing another person, to do what you want them to do or to share your beliefs Negotiating It means to compromise or a mutually acceptable solutions to problem. Communicating assertively It includes to uphold your rights and get your needs met. Communicating informatively Through this you give timely and relevant information Communicating supportively It is usedto encourage others and get their commitment. Why Trust and Support are important? Understand and manage the roles, relationships, attitudes and perceptions. Communicate clearly with the other people. Achieve your aims. Importance of Trust and support in an organization  In business context, trust and support are important for processes such as: Motivation It means persuading and inspiring for committee performance. Team working and Team Building It helps in building trust, encouraging communications and managing conflict. Customer Care We can win trust, exchanging information and managing conflict. Human Resource Management We can use it for negotiating, interviewing conducting approvals and managing disciplinary and grievance procedures. Negotiation It means maintaining relationships by acceptable solutions. Workload management It has being able to delegate effectively, negotiating assistance and saying â€Å"no†assertively flexibility. Career Development It provides demonstrating networking, communication and leadership skills, essential for management roles.  Evaluating and assessing individual and team performance against objective                  Following points explain the individual and team performance against objectives: Written Essays: In a written essay, an evaluator appraises an employee’s performances through a written description of an employee’s strength and weaknesses, past performance, and potential. In addition, the evaluators make suggestions for improvement. Critical Incidents: Using critical incidents, an evaluator appraises an employee’s performances by focusing on critical behaviors that separate effective from ineffective job performance. The appraisers writes down anecdotes that describe what an employee did that was especially effective or ineffective. The key here is that only specific behaviors not vaguely define personality traits, are cited. Graphic Rating Scales:        One of the most popular performance appraisal methods is graphical rating scales. This method list a set of performance factors such as quantity and quality of work, job knowledge, cooperation, loyalty, attendance, honesty and initiative. The evaluator goes down the list and rates the employee on each factor using an incremental scale. For instance, a factor such as job knowledge might be rated from 1 to 5. Behaviorally Anchored Rating Scales:       Another popular approach is behaviorally anchored rating scales, which combine elements from the critical incident and graphing rating scale approaches. The appraiser rates an employee according to items along a numerical scale, but the items are the examples of actual job behaviors rather than general descriptions or traits. Methods of providing feedback to individuals and teams on performance Providing Feedback to individuals and team: Feedback gives information to others about their performance, behaviors and results against goals. Types of Feedback: Motivational Feedback: Rewards reinforce positive behaviors by praise and recognition. The purpose is to motivate them. Developmental Feedback: Informing what to be improved and how to improve? Its purpose is to develop learning. Constructive Feedback: Supports development. This is not giving only positive feedback but negative feedback as well when there are shortcomings. Constructive Feedback Requires: Assertiveness Assertivance is preparing to face difficult situation. Respect for others While developing the individuals, they should be managing respectfully. Skill Effective feedback is a complex interpersonal skill Tips for Constructive Feedback Choose the right time It is necessary that choose the right time close to the event. Appropriate time should be chosen for sensitive matters e.g. conflict handing situation. Start with positives People accept criticism if balanced with positive aspects Focus on the behavior Rather than personality Be accurate Avoid exaggeration for instance instance instead of saying that you are always late, it is better to say you were late on two occasions. Balance negative with positive Close your discussion with positive encouragement. Benefits of Feedback Positive feedback is motivational. Negative feedback is developmental. Feedback helps employees to understand and adjust their performance. Feedback enables us to plan and direct our efforts. Feedback enables us to understand the purpose. Causes of conflict and strategies to minimize or prevent conflict When I am using the term Conflict, I am referring to perceived incompatible differences resulting in some form of interference or opposition. Whether the differences are real is irrelevant. If people in a group perceive that differences exit, then there is conflict. Conflict is a natural outcome in any group and need not be negative but rather has potential to be a positive force in contributing to a group’s performance. The very major proposes that not only can conflict be a positive forced in a group but also that some conflict is necessary for a group to perform effectively. It is also necessary that all conflicts are good and best. Some conflicts are seen as supporting te goals of the work group and improving its performance. Types of Conflict:    There are mainly three types of conflict which are as follows: Task Conflict: Task Conflict relates to the content and goals of the work. Relationship Conflict Relationship conflict focuses on interpersonal relationships. Process Conflict Process Conflict refers to how the work gets done. Systems for performance assessment for individuals or teams A performance evaluation system would be remiss if it did not concern itself with the legal aspects of employee performance. Suppose a supervisor has decided to terminate an employee. Although the supervisor cites performance matters as the reason for the discharge, a review of the employee’s recent performance appraisals indicates that performance was evaluated as satisfactory for the past two review periods. Accordingly, unless this employee’s performance significantly decreased, personal records do not support the supervisor’s decision. Performance improvement cycle         The performance improvement cycle can be explained below: The performance improvement cycle is given below:  In this diagram, the first circle shows following terms: Use Behavior-Based Measures: Combine Absolute and Relative Standards Providing Ongoing Feedback Use Multiple Raters Rate Selectively Train appraisers Indicators of poor performance Bad Result Less effectiveness: Not able to meet the organizational objectives Employees absentees Dissatisfaction of the employee Not able to work in team Supporting performance improvement Probability one of the most complex function of performance management is the design and implementation. International compensation packages in the United States generally used the â€Å"balanced _sheet approach, ’’ which considers four factors: base pay, differentials, incentives and assistance programs. BASE PAY: Ideally, this equals the pay of employees in comparable jobs at home, but the range of pay scales in most countries is far narrower than in the United States. Thus, whereas a middle manager in a U.S. factory might earn $75,000 a year, the same manager in Germany might earn the equivalent of $110,000. However, the U.S higher_ level executive might earn $500,000 and her counterpart in Germany only the equivalent of $150,000. How can human resource managers satisfy the middle manager who earns a third less than the counterpart where he works, while also satisfying the German executive who earns less than her U.S. counterpart?                                                                                              In addition to fairness among overseas employees, foreign currencies and laws must be considered. Should expatriates be paid in U.S. dollars or the local currency values_ or a combination of the two? How does the organization deal with changes in currency values? Do restrictions apply to either bringing in or taking out dollars or the local currency? If so, how are savings handled? Should salaries increases follow the same standards as those established for the domestic employees or local standards? Does the expatriate pay U.S. or foreign income taxes?Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â à ‚                                                            The U.S. State Department has negotiated agreements with every country to determine where income will be taxed, but the protection of foreign tax rates creates new administration for the organization. Differentials:      The cost of living fluctuates around the world, and the value of the dollar to foreign currencies affects prices. For example, if a gallon of regular unleaded gasoline in the United States where $1.25; in England is might be equivalent to $4.83; and in Hong Kong, 5.24, to publishes a regular updates by most multinational corporations for providing differentials to maintain the standards of living the expatriate would enjoy if he or she were home. Incentives:     Not all employees are willing to leave family, friends and the comfort of home support system for long periods of time. Thus, mobility inducement to go on foreign assignment is regularly offered. These may include monetary payments or services, such as housing, car, chauffeur, and other incentives. But companies must decide how a hardship premium should be paid. As a person of salary? In a lump sum payment? In home or foreign currency? In forgiven housing is provided, what happens to the vacant home back in the US or to the family housing situation when they eventually return? Incentives required carefully planning before, during, and after the overseas assignment. Assistance Programs: As with any relation, the overseas transfer requires much expenditure for the employee’s family. Some assistance programs commonly offered by multinational corporations includes household goods , shipping and storage , major appliances; legal clearance for pets and their shipment; home sale protection living expensive ,travel and annual home leaves, special return leaves . Club membership and security. Disciplinary and grievance procedures DISCIPLINE:          Condition of orderliness, in which members behave sensibly according to the standards of acceptable behavior and goals of the organization. (i) Positive Discipline. Procedures designers so that employees have no option than to act in desired manner. (ii) Negative Discipline. Sanctions designed to make people behave in desirable way. Action can be Punitive (punishment)                                                                                                           Deterrent (warning not to do)  Reformative (it will not happen again) STRICT DICSIPLINE. Types of disciplinary situations that managers have to face are as follows: Sleeping on duty Threatening co-workers Disobeying Take drugs Guilty Destroy company’s image Embezzlement Lying Safety procedures ignored Disciplinary Action: The informal talk minor problem, the employee has clear records. Friendly talk at this level to inform about standards Oral warning employees repeated violation, emphasizes the undesirability and warning for the formal, written warning Written warning becomes permanent record of the employee. Lay off or suspension repeated violations lead to this can go for days or weeks. Dismissal drastic step on serious offence. Expensive for the organization Managing disclipnary Situation: Immediacy: Disciplary actions should be taken speedily. Avoid haste and on the spot decisions. Advance Warning: Employee should be informed in advanced about rules and regulations Consistency: Each time it occurs, action should be taken. Inconsistency lowers the morale. Impersonality:                       Action should not be based on personality. Privacy: Action should be taken in private to avoid conflict and humiliation. Fairness: Actions to be based on investigated facts. Opportunities should be given to defend him or her. The role of the manager in both a disciplinary and a grievance procedure Describing what managers do is not easy or simple. Just as no two organizations are alike, no two manager’s jobs are alike. Despite this fact, management researchers have, after many years of study, developed three specific categorization schemes to describe what managers do: functions, roles and skills. In this section, we will examine each of these approaches and take a look at how manager’s job is changing Management Functions According to the functions approach, managers perform certain activities as they efficiently and effectively coordinate the work of others. What are these activities or function? All managers perform five functions: Let’s briefly look at each function. 1. Planning: If you have no particular destination in mind, then you take any road. However, if you have someplace in particular you want to go, you have got to plan the best way to get there. Because organizations exist to achieve some particular purpose, someone must clearly define that purpose and the means for its achievement. Management is that someone. As managers engage in planning , they define goals, established strategies for achieving those goals and develop plans to integrate and coordinate activities. 2. Organizing Managers are responsible for arranging and structuring work to accomplish the organizational goals. We call this function organizing. When manager organize, they determine what task are to be done. Who is to do them, how the task are to be grouped, who reports to whom, and where decisions are to be made; 3.  Leading Every organization includes people, and a manager’s job is to work with an through people to accomplish organizational goals. This is the leading function. When managers motivate subordinates, help resolve work group conflicts, influence, individuals or teams as they work, select the most effective communication channel, or deal in any way with employee behavior issues, they are leading. 4. Controlling The final management function is controlling. After the goals and plans are set, the task and structural arrangement determine \d, and the people hired, trained and motivated, there has to be some evaluation of whether things are going on planned. To ensure that goals are being met and tat work is being completed as it should be, managers must monitor and evaluate performance. Actual performance must be compared with the previously set goals. If there are significant deviations. It’s management’s job to get work performance back on track. This process of monitoring, comparing and correcting is what we mean by the controlling function. The key aspects of legislation that applies to an organization’s disciplinary and grievance procedure Drive Leaders exhibit a high effort level. They have a relatively high resire for achievement; they are ambitious; they have a lot of energy; they are tirelessly persistent in their activities; and they show initiative. Desire to lead Leaders have a strong desire to influence and lead others. They demonstrate the willingness to take responsibility. Honesty and integrity Leaders built trusting relationships between themselves and follower by being truthful or no deceitful and by showing high consistency between word and deed. Self-confidence Followers look to leaders for an absence of self-doubt. Leaders, therefore, need to show self-confidence in order to convince follower of the rightness of their goals and decisions. Intelligence Leader need to be intelligent enough together, synthesize and interpret large amounts of information, and they need to be able to create visions, solve problems and make correct decisions. Job relevant knowledge Effect leaders have degree of knowledge about the company, industry and technical matters. In depth knowledge allows leaders to make well-informed decisions and to understand the implications of those decisions Leaders are energetic Leaders are energetic lively people. They are sociable, assertive and rarely withdrawn. Reflective Statement Simply I can say that Performance management systems involve different activities, far more than simply reviewing what has employee has done. These systems must fulfill several purposes. Moreover, they are often constrained by difficulties in how they operate. Bibliography By (Michael Armstrong) Book name: Performance Management, 3rd Edition Katzenbach and Smith
Wednesday, November 6, 2019
Give Me Liberty - Chapter Three Essays - Americas, Free Essays
Give Me Liberty - Chapter Three Essays - Americas, Free Essays Give Me Liberty - Chapter Three Global Competition and The Expansion of England's Empire The Mercantilist Syst em Principles of the mercantilism- gov should regulate econ activity (so more gold and silver get in than out) as to promote national power; it should encourage manufacturing and commerce by special bounties, monopolies, etc. T he role of the colonies in mercantilist system was serve mother country's interests by producing raw materials and importing manufactured good from home. Navigation laws-tobacco, sugar had to be transported in English ships and sold in English ports (then could be re-exported to foreign markets); Most European goods imported into colonies had to be through English ships, custom duties were paid. Importance- enabled English merchants, shipbuilders, manufacturers, sailors to benefit from colonial trade; gov received taxes; as a member, Americans colonies benefited. The Conquest of New Netherland New York was originally New Netherland, surrendered by Dutch to English during the Anglo-Dutch war ; Charles II=awarded it to James, duke of York (brother) to rule as pleased. Explain the growth and significance of New York. Military - minor to an important imperial outpost, launched operations against French Commercial - a seaport trading with the Caribbean and Europe Population - 9,000 Europeans to 20,000 by 1685 New York and the Rights of Englishmen and Englishwomen What were the Dutch terms of surrender? Religious Groups - Respect their religious toleration Ethnic Groups - Respect the property holding of the colony's ethnic communities Explain women's rights in New York Under Dutch rule - male were more dominant in business Under English Rule - women could become traders, do business in their own name, could inherit husband's property when he dies. T he English was restrictive toward blacks; free blacks were expelled from many skilled jobs. The benefits of landed elites- gained immense land grants, political influence New York and the Indians Explain the relationship between the English and the Iroquois Confederacy. Initial contact - English rule strengthen Iroquois Confederacy, formed Covenant Chain- support each other (helped British attack French and other Indian tribes). After 1680s - after French and natives attacked Iroquois , Iroquois became neutral planning to play Europeans nations against one another, profited from fur trade. The Charter of Liberties Englishmen complaint they were denied the right to consent to taxation regarding their liberties Charter of Liberties and Privileges - held every 3 years between property owners and freemen of New York City, reaffirmed traditional English rights The Charter an assertion of dominance by the English when English established the principle of "liberties" to which New Yorkers were entitled were those Englishmen enjoyed at home. The Founding of Carolina Carolina was d iscovered when Charles II awarded 8 proprietors to establish a colony north of Florida, then the 1 st settlers arrived in 1670 discover Carolina, "colony of a colony." Colonist relations with Indians not friendly, they enslaved and sent natives away. The lures for settlers - provided and elected assembly, religious toleration and land grants I nt roduction of plantation slavery- Planters discovered staple and rice would make them wealthier and became the epicenter of mainland slavery. The Holy Experiment Identify the origins of Pennsylvania . William Penn was the proprietor of Pennsylvania Importance- He believed in religious freedom, coexist with Indians Quaker Liberty Identify the Quaker principles. Equality - blacks, women, and Indians were equal individuals Liberty - universal entitlement, not the possession of any single person Indian Relations - peaceful, treated Indians with consideration (unique in colonial time), buy land from Indians not take Warfare - Quakers were peaceful, came to America unarmed, didn't establish military, protected by local Indians from other tribes who try to take over Religious freedom - "religious Uniformity", rights to worship voluntarily Land in Pennsylvania Penn created a gov in which an appointed council to originate legislation and an assembly elected by male taxpayers and "freemen" (owners of 50 acres for indentured servants, 100 acres for free immigrants)- made majority of male population able to vote It attra cted settlers by its freedom, religious toleration, healthy climate inexpensive land Succeeded in attracting settlers but eventually coming into conflict with Indian's policy Origins of American Slavery Englishmen and Africans Describe English cultural perceptions.
Monday, November 4, 2019
Nursing Case Management Plan Assignment Example | Topics and Well Written Essays - 2750 words
Nursing Case Management Plan - Assignment Example Most of their friends have deceased, and they have little to no support in the community. She has been admitted to the hospital for further assessment and evaluation of her condition. In this assignment, a nursing case management plan will be designed based on nursing assessment and will be presented in the specified format. This will help in care delivery prioritized based on her needs. While presenting this there will be concurrent critical analysis of the care plan in order to justify it based on evidence from contemporary literature (White and Davidhizar, 2006, 46-47). In the nursing practice area, this is viewed as an organizer of care delivery, and in order to meet the standards and need of evidence-based practice, research is frequently used, and this assignment ensures that the care delivered to her is person centred. (Herleman, 2008, 235-244). Mrs. Chang is an 82-year-old elderly, thin and frail woman with late stage parkinsonism with deficiency of information in this case study about the details of that condition. Generally, this condition presents as gradual slowing of voluntary movement, muscular rigidity, stooped posture, and distinctive rigid gait. She has also evidence of rheumatoid arthritis of both hands leading to severely restricted mobility. Moreover, age-related osteoporosis and osteoarthritis may accentuate her mobility problems further. Increase in frequency of fall is very common. Her current medications have not been mentioned, but she has been on ibuprofen. This indicates that she is on chronic pain, which can further compromise her mobility (Nolan and Tolson, 2000, 39-42). The goal of nursing management based on this need will be to improvement her mobility. At the end of care, the patient will be more comfortable with decreased pain, so she will be able to perform her activities of daily living as the limits of the disease condition permits, and this will be manifested by maintenance of joint mobility and range of motion while exhibiting adaptive coping behaviour. Ultimately the goal of care would be improvement of her muscle strength and endurance above her current levels (Rubenstein, Powers, and MacLean, 2001, 686-693). An impaired nervous system leading to a progressive disease can lead to subtle weakness and even drastic loss of mobility. Therefore goals of nursing management would be to slow the progression of the disease and improve the mobility and range of motion to the best possible levels. (Eliopolous, 2005, 1-53). Intervention from the nursing management aspect should include provision of support and reassurance to help her cope with limited mobility. She would be encouraged to express her feelings about immobility and nodular joints. It is imperative that she and her husband would be included in all phases of care and in the care management plan. There will be all attempts to answer all of their questions honestly. There is a chronic analgesic prescription, but that must tailored to her needs. Self-care at her own pace will be encouraged. The patient will need to have adequate rest, and she and her husba
Friday, November 1, 2019
Investment strategy for the Brighton office Essay
Investment strategy for the Brighton office - Essay Example Turnover 400,000831,609831,609831,609831,609 Profit 60,000166,322166,322166,322166,322 Design and Build Turnover 840,0001,440,0001,440,0001,440,0001,440,0001,440,000 Profit 100,800172,800172,800172,800172,800172,800 Project Management Turnover 350,000420,000504,000 Profit 70,00089,250113,400 Affordable Rural Housing Turnover 240,000600,000600,000600,000 Profit 24,00072,00072,00072,000 Speculative Developments Turnover Profit ------ Total Turnover 5,840,0007,440,0008,374,1099,359,7349,719,14010,107,017 Profit 525,800740,300892,9341,034,3621,078,2121,128,191 Turnover Per Annum in the 5 Years Beyond 2006: 9,000,000 Table 1.2 Expand Speculative Development and Forego Shopfitting 2006 2007 2008 2009 2010 2011 Current Business Turnover 5,000,0005,250,0005,512,5005,788,1256,077,5316,381,408 Profit425,000446,250468,563491,991516,590542,420 Domestic Repairs and Maintenance Turnover 350,000350,000350,000350,000350,000 Profit -61,25061,25061,25061,25061,250...Also, expansion in the affordable rural housing sector is justified by the low supply in this sector. The difficulty in obtaining the necessary land and approval only makes the barrier to entry higher making this sector an attractive one. The outlook for the shopfitting market is bleak and is expected to pick up only in the medium and long term, amidst poor consumer sentiments (AMA Research 2005). However, moderate amount of investment is justified by the patronage of a regular client. Expansion in the speculative development market is justified by the low market supply (CPAT 2004). However, this segment is risky and therefore only moderate amount of investment is justified. The three tables below show the three feasible programmes, (1) expand shopfitting and forego speculative development, (2) expand speculative development and forego shopfitting, and (3) moderate amount of investment in both shopfitting and speculative development. As discussed ab ove, the third programme of moderate amount of investment in both shopfitting and speculative development is proposed. Product mix has been discussed previously as the earlier section has identified the most lucrative opportunities that the company can take advantage of. This paper recommends that the company infuse moderate investments in shopfitting and speculative development in order to maximize turnover.
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