Stress and Burnout in Organizations

Introduction The term stress was predominantly applicable in the ancient centuries to imply hardship, difficulty, strain as well as affliction. In the growing centuries, the term has been used interchangeably.Advertising We will write a custom research paper sample on Stress and Burnout in Organizations specifically for you for only $16.05 $11/page Learn More However, the core meaning has always remained poignant in all its definitions. Stress may refer to a state of psychological and physical discomfort of an individual, which is derivative of the interaction of external and biological factors (Antoniou Cooper, 2005). The increased global organizational competiveness has immensely impacted on the expectations from employees. For instance, extra working hours and high performance out puts expected from workers has led to organizational stress. Stress within organizations and other workplaces may be categorized according to an individual’s skills or competencies. In addition, the job demands also include potential determinants of the level of stress within organizations. Notably, stress might emanate from environmental factors within the workplace, exhaustive work arrangements and workloads, improper work conditions, role conflicts and communication breakdown. According to Antoniou Cooper, (2005), Burnout is â€Å"a disorder associated with emotional exhaustion and minimized individual achievement that transpires amongst persons who perform extensive jobs.† It also refers to a gradual loss of focus, motivation and objectivity encountered by individuals within some professions due to their job conditions.Advertising Looking for research paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More It is an exhaustion and weariness that potentially minimizes an employee’s effectiveness and competencies. Generally, this situation is presently notable within organizations. This paper discusses the organizations’ and workers’ challenges related to stress and burnout. Problems of Stress and Burnout on Employees Stress and burnout on employees have had significant negative influences on both the employee’s professional as well as personal lives. Due to burnout, workers have experienced diverse health and psychological complications. Apathy, minimized body energy and irritability include some of such complications. Apart from these, the workers have ended up committing costly errors on duty; they have demonstrated a tendency of unrealistic complaints and have become tardy. Absenteeism is a predominant practice amongst the victims of stress and burnouts. Additionally, some workers have developed complicated illnesses and suffered decreased motivation for their career development and work out put. Increased substance abuse is a critical negative trend that has been observed amongst the stressed workers (Zellars, Perrewe Hochwarter, 2000). Stress and burnouts have resulted to unhealthy withdrawals amongst the affected employees. As a result, they have become ineffective in their duties. Most of the affected workers have also transferred their occupational stress to their families. Due to this, they have suffered broken marriages and families, which is more detrimental.Advertising We will write a custom research paper sample on Stress and Burnout in Organizations specifically for you for only $16.05 $11/page Learn More As a result of severe stress and burnout, a considerable number of employees have committed suicide. Such incidences have been recorded either at home or in the job places. The ability of the stressed employee to affect or infect other fellow workers is eminent. This is because during the interactions of work processes, an inflicted worker remains vulnerable to normal issues and is more likely to inflict or transfer the stress to others (Antoniou Cooper, 2005). This might cause severe conflicts and breakdown of social networks amongst the employees. Thus, it is vital to note that stress and burnout bear severe impacts on the personal, social as well as professional lives of workers. Problems of Stress and Burnout to the Organization The consequences of stress and burnouts on an organization can be intensive. The increased global competiveness has led to the emergence of challenging work output and competency demands on every employee. Due to stress and burnout, organizations are more likely to experience frequent conflicts amongst employees. Broken communication and feedback mechanisms are likely to emanate. This might lead to a remarkable impairment of the service delivery systems. Organizations are potentially set to lose their revenues and become inefficient when served by stressed workers (Bakker Schaufeli, 2000). In addition, due to stress and burnout, organizations are more likely to incur considerable revenue expenses on th e programs set by the human resource to manage the victims.Advertising Looking for research paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Stress and burnout cause low self-esteem and motivation amongst the workers. As a result, they lose the sense of innovation. This condition renders an organization redundant and lowers its general competitiveness with other firms due to lack of novelty. Stress and burnout also have the potential to make an organization encounter elevated turnover, absenteeism as well as increased motives for employees to quit (Antoniou Cooper, 2005). Thus, organizations are more likely to lose their valuable human resource and incur minimized productivity rates. Indeed, it is obvious that stress and burnout have potential negative impacts on the general performance of the organization. Conclusion Stress and burnout have remarkably negative impacts on both the workers as well as the general organization. Some of the factors that may be attributed to stress and burnout include Globality, increased organizational demands and competiveness. Otherwise, it should be noted that the components, agents and consequences of these conditions within organizations remain intricate in nature. For effective and efficient performance, organizations must set up critical monitoring systems for stress and burnout amongst their employees. Consequently, an effective management programme is vital for the organizations to minimize the notable negative impacts of stress and burnout. References Antoniou, A.-S. G., Cooper, C. L. (2005). Research companion to organizational health psychology. Cheltenham, [Angleterre: E. Elgar. Bakker, A., Schaufeli, W.B. (2000). Burnout contagion processes among teachers. Journal of Applied Social Psychology. 30: 2289-2308. Zellars, K.L., Perrewe, P. L., Hochwarter, W. A. (2000). Burnout in health care: The role of the five factors of personality. Journal of Applied Social Psychology. 30: 1570-1598. This research paper on Stress and Burnout in Organizations was written and submitted by user Amaya Zamora to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Saahil Patel Essays - African-American Culture, Music, Free Essays

Saahil Patel Essays - African-American Culture, Music, Free Essays Saahil Patel Global Hip Hop January 24, 2016 Gilroy talks about the black culture in a very emotional way in The Black Atlantic: Modernity and Double Consciousness. Gilroy opens by talking about how authenticity has always been a challenge in the black community and how they will always will. He also touches on ideas from other famous philosophers such as W.E.B. Du Bois and Zora Neale Hurston over authenticity' and it s advanced perceptions li ke truthfulness and attraction. By using the metaphor "the black Atlantic ," Gilroy says that the black community has to be able to adapt to the different influences to be able to survive and overcome challenges that may come up in the future. In the chapter one, Gilroy talks all the aspects of political opinions. He makes an argument that the Atlantic music was a response during the 1960s. During this time, Gilroy brings up the idea of double consciousness that was expressed between the Europeans as well as African Americans. A lot of these individuals had not found their true identity and were confused about why they were treated differently than others. He brings up many interesting points such as cultural formations and social analysis where races had to do self-reflecting for the first time in many years. When Gilroy goes through to talk about ethnic authenticity , he says that a lot of it was driven through music. When music started to come out and races would listen to certain genres , society would directly tie that particular race with that type of music. It shows that the history of black Atlantic community was classified based of the type of music they would listen to. As Gilroy said, "T hose inherited from Africa, and those generated from the special bitterness of new world racial slavery ." According to Gilroy he is saying that is the specific definition of authentic black music. However, I believe there is no way to be able to identify what that actually means. He was simply grouping all music that was created by Africans and said it was coming from the motherland of Africa. Gilroy ignores the place of where the songs were originated in and goes on to argue that it is a problem from within the community. An example would be Nas , also known as Nasir Jones. Over his rap career he talked a lot about how all of African history is world history. Nas brings up an interesting point saying that whenever there are any problems in society, Africans tend to have problems with other races as well that classifies it as world history. Nas also has criticized the quality of hip-hop music. In many interviews he talks about how they he wants his music to reach people in Africa and show them that things have changed. Even if there are cultural differences between the two nations, he still wants his music to get to everyone around the world. Another example who m also displayed a very similar message was Jay Z . Even though Nas never became has famous as Jay Z, they both were trying to get the same message across the table. Jay and Nas beca me two of the most influential artists over a period of time to help change that co ntemporary hip-hop music to a more historical side. It was driven more to help educate a widespread community that all had the same taste in music and to prove a point. Even in recent tracks such as "Bridging the Gap," Nas talks about how they need bend music genres together and not worry about where the origin is, but more to put more emphases on the meaning behind the music. Nas was one of the few to stay away from rapping about the generic topics that most rappers stick too such as; drugs, gang violence, and growing up being poor. He was able to use African history to bring together the community and make a new name for contemporary hip hop. Kanye West, much like many philosophers, wanted to spread his ideas of humanity through his music. Most of West's songs are about race and how recent violence has once again

Argumentative Essay: Abortion

English 101 9 Dec 2010 The End before the Beginning Is abortion murder? Should abortion be illegal? Abortion is something that is not overlooked, but not exactly given the proper attention it should have. Abortion causes a lot chaos today. Abortion is a process where the mother kills the fetus. Sometimes there are understandable reasons for these actions, but then some women feel they aren’t ready to be a mother. If abortion wasn’t an option then what would the women do? How could they get rid†¦ Discursive essay - Abortion Abortion is a process viewed differently throughout the world. Usually happening in the first twenty four weeks. It is the process in which a pregnancy is terminated some of the reasons why people can have very different opinions on the topic is due to the religion they follow, the morals they believe in or the background they come from. It is certainly true that there are varied types of abortion. The type received depends on how far along the pregnancy is. One type†¦ Argumentative Essay 5 I should have focused more on my grades this year. By attending many social events, waiting until the last minute to complete work, and refusing to study my grades began to drop. I feel that if I would have put more effort into my school work I would have achieved the grades I am capable of getting. By hanging out with friends and putting off work my grades gradually began to drop. Your senior year is not the year to slack off in; it would have better prepared me for college†¦ Argumentative Essay Should we always tell the truth? Do you always tell the truth or lies? You are not likely to reply immediately because this question is very extreme. While we live, we cannot always tell the truth, and we also cannot always tell lies. May be, it will depend on the situation that you encountered. There are innumerable reasons why most people tell lies to others. Usually, we tell lies to hide own fault or show off ourselves. There are a little bit different lies, of course†¦ Argu1nentative Essays Mani stones, Nepal An argumentative essay is an essay in which you agree or disagree with an issue, using reasons to support your opinion. Your goal is to convince your reader that your opinion is right. Argumentation is a popular kind of essay question because it forces students to think on their own: They have to take a stand on an issue, support their stand with solid reasons, and support their reasons with solid evidence. In a general writing test such as the TOEFL†¦ Evaluation Essay Argumentative essays work to convince an audience that the writer 's point of view on a subject is the correct one, and to persuade the audience to agree with the author’s viewpoint. The author must provide evidence and appeal to his or her readers. â€Å"Parents Should Be Allowed to Control What Kids Watch†, an article by Leland Y. Yee is an argumentative essay explaining why parents should monitor the games their kids play and the TV shows they watch, and the consequences of not doing†¦ Argumentative Essay Planned Parenthood Millions of women across America will struggle to receive the medical attention they need if the federal government stops funding to Planned Parenthood. Every year 363 million dollars goes into the funding â€Å"pot† collectively at Planned Parenthood’s nationwide (Clark 5). This money is used predominantly by women; for six in ten women, Planned Parenthood acts as their main source of health care (Clark 4). Many individuals with low incomes depend on these clinics†¦ Argumentative Essay The function of an argumentative essay is to show that your assertion (opinion, theory, and hypothesis) about some phenomenon or phenomena is correct or more truthful than others'. The art of argumentation is not an easy skill to acquire. Many people might think that if one simply has an opinion, one can argue it successfully, and these folks are always surprised when others don't agree with them because their logic seems so correct. Argumentative writing is the act of forming†¦ Argumentative Essay Braden Rawson Social Networking or the use of specific websites or applications to interact with other users is one of the many key and driving factors today in our world. We find ourselves lost for many minutes or possibly hours at a time on any particular app or website. Looking deeper into the issue of social networking and its impact on our life, I highly doubt we have accomplished anything at all. A very smart man once said, â€Å"Time is money.† If that quote is true do we†¦ Mary Townsend Med. Lit. Mrs. Averbeck February 27, 2016 On January 22, 1973 the United States Supreme Court made a 7 - 2 decision to legalize abortion in most of the fifty states. Although abortion was not legal in the past it was being preformed on women since the fifteenth century all over the globe, but, most women did not survive the surgery. That is the biggest reason it was preformed in secret because it was taking so many lives. Thanks to modern day medicine and technology the success†¦

Competing Value Framework Research Paper Example | Topics and Well Written Essays - 1250 words

Competing Value Framework - Research Paper Example Similarly, other tools like Managerial Behavioral Instrument and Organizational Culture Assessment Instrument gives a concrete path to analyze the organization’s position and defines where it should have to be, and assists in rearranging the business from entire the culture of the organization to individual level (Yu & Wu, 2009). Discussion Confucius defined his techniques which are also known as The Great Learning regarding development of great nation is that one must focus and incline toward his state; to build the a great nation; you need to incline towards your family initially, and to develop a great family; first you need to nurture yourself; for nurturing oneself; one needs to dictate towards learning (Blocker & Starling, 2001). These techniques were written in 5th century B.C. for aspiring leaders and it is accepted until today and accredited. Therefore, if someone wants its organization to compete effectively globally, then the relevant and appropriate culture for the organization is needed to execute effective strategies. Therefore, we need to consider ourselves before entering into this type of transformation effectively. It is a fact that the Competing Values Framework is an essential and effective tool to use which assists in determining culture not only at the individual level but also at an organizational level. It also assists in developing the path for change in organizational culture that is important for strategies going to be implemented (Cameron, 2006). Common models of leadership have divided this popular area of leadership among different comparing categories. There are various examples regarding the comparison of leadership from the literature of leadership, for instance, task theory versus socio-emotional; Theory X versus Theory Y; transactional leadership versus transformational leadership; and participative leadership versus autocratic leadership (Van & Suino, 2012). It is also found that these theories cannot be used in larger comparison and there is no other such work that compares large mixtures to examine or analyze towards defining the required leaders' behavior and to what extent it is required in leaders (Hart & Quinn, 1993). It is also to mention here that these traditional models just make us think over such leadership and it shows limits of these models which further leads to inefficiency in defining the leadership effectively (Bensimon et al., 1989). However, Robert Quinn was among those who were in an argument of saying that leadership effectiveness needs simultaneous and balancing mastery of likely paradoxical or contradictory abilities; reflectiveness and decisiveness; incremental adjustments and bold moves; and people orientation as well as performance (Hart & Quinn, 1993). It is to mention here that Quinn’s model is based on CVF for analysis of organizations. Initially, it was developed from a research that was conducted for identifying the factors of effective organizations. Quinn and Rohrbaugh in 1983 identified two main dimensions essential for the effectiveness of organization based on their statistical outcomes. The first dimension refers to a focus on the organization, from focusing internally on the individual’s development and well-being in the organization towards an external or outside focus on organization’s development and well-being.  

Entrepreneurial Finance Essay Example | Topics and Well Written Essays - 3500 words

Entrepreneurial Finance - Essay Example The SMEs are mostly started by youngsters with vision and drive, and in many cases, the businesses started at a modest level could grow as a big business empire. The failure stories may be mainly due to lack of financial support at the initial stages or lack of experience in running the business. The community of SME promoters needs to be encouraged and supported by the government for the balanced economic development in the country. Apart from the financial assistance, they need to be provided with necessary training in the aspects such as financial matters and marketing for running the business efficiently. The recommendations made in the paper seeks to address these lacunae through a government sponsored and structured institutional backing for SMEs to support them financially. With regard to training, the associations for SMEs need to be formed, if it not already existing in a particular case, and strengthened to render training facilities to the promoters or employees of the SME s in various areas which include financial management, marketing, quality control methods and R&D relating to various businesses Introduction The niche areas in various businesses offer immense scope in the context of SMEs for specialization, growth and development with limited competition because the projects with limited or localized demand and limited investment outlay are not suitable for the growth of big corporate companies. This is one of the reasons why corporate companies concentrate on retail, telecom, food processing, housing and infrastructure where the volume could be scaled up and the growth prospects for the big companies are compatible with the level of investment. Therefore, in the absence of acute competition and the need for only limited investment outlay and labor requirement, superior level of personalized service and specialist experience in the chosen field have been the prime drivers of the growth of the SMEs over the period of time. Hussain, Milman & Matlay (2006 p. 586) states â€Å"In recent years, policy makers in the UK have attempted to address the apparent market failure to supply adequate and specific finance for SMEs†. The efforts should be based on continuous review and radical restructuring of the domestic economy in the backdrop of liberalization and globalization. Background The small and medium enterprises play a significant role in the economic development of a country. World Business Council for Sustainable Development states that the SMEs can play a much bigger role in developing national economies, alleviating poverty, participating in the global economy and partnering with larger corporations. For an economic growth to be sustainable in the long run, the growth must be balanced encompassing all the sections of the society. There are certain misgivings about the growth and development of SMEs promoted and run by ethnic minority people. Financing in respect of SMEs depends on various factors, but aligning the fin ancial needs of the ethnic minority SMEs with the mainstream national growth and development is very important for a peaceful prosperity. Objectives The objective is to identify the causes for the disparity in financing to small and medium projects promoted by the ethnic minority people, analyze the causes leading to this problem and recommend solutions to overcome these problems.

Managing cultural diversity in hospitality industry Essay Example for Free

Managing cultural diversity in hospitality industry Essay Throughout human history, hospitality has made a great and significant impact on all cultures. The events in Sundiata and The Odyssey both show how the importance of hospitality can influence or determine one’s fate. For instance, Odysseus fate, which states that he will be returned home to be with his family, is impacted by Telemachus hospitality towards Athena. Similarly, in Sundiata, hospitality plays a major role in his path towards founding the empire. Although hospitality was a vital custom in older transitions, they also varied and were carried out differently in both books. In present-day hospitality was treated as simply a small act of kindness towards the guest, whereas in ancient times it was an unwritten law. â€Å"Straight to the door he came, irked with himself to think a visitor had been kept there waiting, and took her right hand, grasping with his left her tall bronze bladed spear. Then he said warmly: â€Å"Greetings, stranger! Welcome to our feast. There will come time to tell your errand later.† (1: 150-155)†As one can see, those who were being entertained expected to be provided with food, shelter and the basic needs. Telemachus offered these services without questioning his guest’s background and identity. In addition, Telemachus sincerity portrays him as a trustworthy and excellent host, despite having little left to offer from Penelope’s suitors. This contributed to the success of Odysseus fate, which was determined by the Gods that he would return home safely to be with his family. â€Å"The tale was that your father had come home, therefore I came. I see the gods delay him but never in this world is Odysseus dead – only detained somewhere on the wide sea (1: 238-239).† Furthermore, if Telemachus had failed to honor and acknowledge Athena disguised as the mortal Mendes, then she would not offer to guide Telemachus in bringing his father home, as well as, give him the knowledge and assertiveness needed to fulfill the fate of Odysseus. In fact, the legend of The Odyssey would never be known today, considering Odysseus would not make it home without the guidance and protection of Athena, together with the support of Telemachus. Similarly, Sundiata’s fate was already predicted before he was born and it was told that he would be one of the great rulers of Mali. Hospitality also plays a major role in his path towards founding the empire. For instance, when Sundiata and his family were exiled, they searched for places to stay but when they visited Mema, the King’s sister welcomed them lavishly. â€Å"A great escort was sent to meet the travelers and a proper reception was held before Mema (Niane 36).† In addition, â€Å"The whole Mema was at the city gate and you would have thought it was the King’s homecoming (Niane 36).† This depicts hospitality at its peak. Moreover, because Sundiata’s family was welcomed into the palace, he was given the opportunity to meet the King who was a great warrior and admired strength. Hence, the king trained and taught Sundiata to fight in an army and enhanced his intelligence, which in turn helped towards achieving his destiny – ru ling the Mali Empire. Had Sundiata not been welcomed into the palace, he would not have gained the wisdom to fight in an army and acquired the principles of a king, which once again, paved the way to making his fate an actual reality. Although hospitality was a vital custom in older transitions, they also varied and were carried out differently. Sundiata escaped death at the hands of his host, Mansa Konkon and the guest-host relationship was changed. However, Sundiata did not show any hatred or anger towards his host. Rather, he responded in a kind and intelligent way to show the king that he is above all the deception. â€Å"No king, do not accuse anybody (Niane 30), Sundiata also said, â€Å"It is nearly up to three months I have been living with you and you have never up to now suggested a game of word (Niane 30-31).† Whereas, in the Odyssey, the suitors were being a nuisance to Telemachus and Penelope, which led to them both showing their anger towards each other. To demonstrate, it was mentioned, â€Å"Go feasting elsewhere, consume your own stores. Turn and turn about, use one another’s house (2: 424-426).† Sundiata showed respect towards his host despite all the threats, anger and plan to end his life, whereas Telemachus vented his anger towards the suitors as they did to him. Though different, the events in both these books eventually influenced the fate of both characters in the long run.

relationships in pride and prejudice :: essays research papers

Relationship in Pride and Prejudice In the novel Pride and Prejudice, written by Jane Austen, several, if not all of her characters, can confirm the belief that in order to achieve happiness one must discard their pride and in turn, replace it with self-respect accompanied by some humility. In addition, acceptance and mutual respect must replace one’s prejudice. The novel reveals four couples that live through social inconviences. The setting, although the novel does take place in many different places, is mainly broadcasted from Longbourn, somewhere in England. It is set around the Bennet family, which consists of seven members. Mr. and Mrs. Bennet, and their five daughters which of whom none are yet married. At this period in time, marriage was based a great deal upon money and reputation, not so much love and trust. When a single man entered town, he was called upon only if his financial situation was above normal. Marriage was based around land, family connections, and wealth. In many minor characters of the novel, pride is a common characteristic. Mrs. Bennet, for instance, is extremely proud when it comes to her daughter’s marriages of mercenary benefits. She is so concerned that her neighbors have a high opinion of her that her own vanity will not Proposal Scenes The first proposal scene deals with Mr. Collins's proposal to Elizabeth, this is a very odd occurrence as Mr. Collins is Elizabeth's cousin and he sort of appears from nowhere and expects Elizabeth to marry him. This is what is funny about this proposal because Mr. Collins expects Elizabeth to marry him because he is a clergy man and it would be right and proper for him to marry a lady like miss Bennett.When Mr. Collins, a tall, swarthy young man of twenty-five,arrives, he heaps indiscriminate praise on everything. He compliments Mrs. Bennett on her cooking and speaks highly of everything about the girls. In every way, he appears to be a peculiar figure. Mr. Collins asks Mrs. Bennett "May I hope, madam, for your interest with your fair daughter Elizabeth, when I solicit for the honour of a private audience with her in the course of this morning?"Mrs. Bennett agrees and tries to leave the room taking Kitty with her but Elizabeth stops her and says "Dear madam, do not go. I beg you will not go. Mr. Collins must excuse me.

Mill’s View of Lower/Higher Pleasures

Mill is a utilitarian philosopher who lives by the Greatest Happiness Principle, in which there is a clear distinction between both lower and higher pleasures. Though thoroughly explained, one must also question the justification of these pleasures. Many of these beliefs leave the reader hanging on the edge, with further questions that need to be answered. What is the exact distinction between the lower and higher pleasures? And how are higher pleasures measured as most valuable? How clearly is Mill’s view of lower and higher pleasures justified? Mill, unlike some utilitarians (Epicureans), believes that there is an immense distinction between higher and lower pleasures. Lower pleasures, according to Mill, are those based off of sensations. â€Å"Few human creatures would consent to be changed into an of the lower animals for a promise of the fullest allowance of a beast’s pleasures†¦Ã¢â‚¬  (Mill, Self-Love 506) Both humans and animals are capable of experiencing these pleasures, but what Mill believes is that only Humans are capable of the higher pleasures, and therefore no intelligent human being would chose to become an animal incapable of these more valuable pleasures. The lower pleasures are based off of sensations in which include things such as our five senses: taste, hearing, touch, sight and the sense of smell. One will experience these pleasures multiple times daily, thus reducing the amount of satisfaction one feels when experiencing a lower pleasure. Mill believes that animals and human beings both share similar experiences when it comes to the lower pleasures, but that only human beings are capable of the higher pleasures. How one measures the justification of the distinction between the lower pleasures and the higher pleasures is based mostly on opinion. It does make sense that since human beings are most definitely superior in the intellectual field that in order to achieve a greater value of happiness one must experience the higher pleasures, but who says that animals are not capable of any of the higher pleasures? â€Å"†¦to the love of power, or the love of excitement, both of which really do enter into and contribute to it†¦Ã¢â‚¬  (Mill, Self-Love 507) Now, I know for a fact that my dog is very capable of being excited. All he does is run around the entire house multiple times after showing him five seconds of love. So if the love of excitement contributes greatly to a higher pleasure with a greater value of happiness, then at least some inferior species must be capable of experiencing these higher pleasures. â€Å"It is better to be a human being satisfied than a pig satisfied. † (Mill, Self-Love 507). Mill has never experienced the life of one of the â€Å"lower animals†, and therefore cannot be one hundred percent sure of his opinion. The only way to justify Mill’s answer would to conduct an experiment in which involves observing the animals’ actions and reactions. Did you know dogs have around 100 facial expressions? Now if a dog is capable of having more facial expressions than a human being, how can one come to the conclusion that dogs are incapable of any of the higher pleasures? â€Å"If I am asked what I mean by difference of quality in pleasures, or what makes one pleasure more valuable than another, merely as a pleasure†¦. Of two pleasures, if there be one to which all or almost all who have experience of both give a dedicated preference, irrespective of any feeling of moral obligation to prefer it, that is the more desirable pleasure. (Mill, Self-Love 506) What he is trying to explain is that if one of the pleasures takes precedence for the majority of the people who experienced both pleasures, without being chosen because of certain natural feelings and/or based off of the person’s morals, then that is the pleasure in which holds the greatest value. One question a critic might ask would be why not trust your moral obligat ions or your feelings? And what instinct are we to base our decision off of if we are not to trust our own feelings or morals? Mill’s view on the greatest valued pleasure is clear, but he does not explain what one should base his or her decision on. â€Å"†¦the pleasures of intellect, of the feelings and imagination, and of moral sentiments, a much higher value as pleasures than to those of mere sensation. † (Mill, Self-Love 506). Basically, only human beings have the overall brainpower to experience these â€Å"higher pleasures†. These higher pleasures do not occur as often, which then indicates that higher pleasures are more valuable, as their occurrence are significantly more rare than the lower pleasures. Most utilitarian writers, including Mill, place supremacy in mental pleasures over bodily pleasures because of their circumstantial advantages, and in regards to safety are much less risky when it comes to injury and whatnot. But one must consider the following: What about athletes? Models? Stuntmen or professional weight lifters? An individual who is perusing a career in which is physically dominated might consider physical pleasures and achievements to be of a greater value of happiness than mental pleasures. One would only assume that Mill and other tilitarian writers consider pleasures of intellect to be of greater value, they are philosophers. What they enjoy doing is exploiting their thoughts into words to share with the rest of the world; that is what keeps their motor running strong each and every day. â€Å"A being of higher faculties requires more to make him happy†¦Ã¢â‚¬  (Mill, Self-Love 507). Mill in his eyes is justified by this due to the fact that he believes t hat humans are the only living beings capable of higher pleasures on Earth, so therefore a human being must have these higher pleasures because of their need for a greater value of happiness. But on the contrary, if a being of a lower faculty requires less to be happy, then the lower pleasures should be just as valuable to the inferior species as the higher pleasures are to the more capable beings. Who says that the other animals on this planet are inferior beings to humans anyways? How does one measure superiority? It all depends on the individual’s opinion. Someone like Mill might believe that mental capability and capacity are the most accurate units of measurement when it comes to who is the top dog. But just because human beings are more capable than animals mentally, it does not mean that we are the superior beings. If one were to measure superiority in the aspect of happiness, then one would have to believe that the lower species are most superior. Every living being on planet Earth is on the pursuit of happiness, and if lower species receive more satisfaction from the lower pleasures, then the beings we think to be inferior are much better off than we are. Since human beings are so much more capable mentally, then they are also more prone to be unhappy, as the lower pleasures are taken for granted since they do not provide enough happiness for one to be as satisfied as the other animal species. Mill believes in a clear distinction between the â€Å"lower and higher pleasures†, and that only humans are capable of the higher pleasures. One must question just how justified Mill is in his beliefs, as he has never experienced life as a â€Å"lower animal†. Who says that the higher pleasures only include those associated with the mental world?

Kogi&Earth Essay

View the film about the Kogi. Briefly describe their religion and how it is interrelated in everything they do. What is a mama? Describe the mamas and their religion using anthropological concepts related to religion. What is their prediction for the world? What kind of evidence are they using to support their prediction? The Kogi are a descendant tribe from the Tairona culture, in the Sierra Nevada de Santa Marta in Colombia. They live in a mountain range that literally has its own ecosystem. To them it is a smaller version of the whole world where every climate is possible. They are an isolated tribe that feel it is their job to keep the heart of Aluna beating to help out the Young Brother. They are very dissatisfied about the way that Young Brother is exploiting, devastating, and plunder Aluna, or Great Mother. To the Kogi, there were 9 worlds made from water. The last one which is inhabited by humanity, or Aluna’s children. Their Kankurua, or hut, is designed like the nine worlds. They are made up of rings that circle to the top, with the top one being the apex of Aluna. (http://www.crystalinks.com/kogi.html) The Mama’s, or spiritual leaders, share the tribes history and religion through word of mouth. For the first nine years of a Mama’s life, they are kept in a cave in total darkness to learn the secrets of Aluna. (http://www.labyrinthina.com/kogi.htm). The mother of the Mama will come in to feed the child, but they are usually left in absolute isolation, so when the emerge into the light, they may see the beauty that Aluna has shown them. (http://www.youtube.com/watch?v=urMcofvcMAU) The Kogi are an indigenous tribe that walk around barefoot to keep in contact with Aluna. They aren’t hunter/gathers, they are an agricultural tribe that plants beans, corn, cotton, and gourds. The only food supply they gather is fish. The Kogi are worried about the world and have a dire prediction for the fate of the planet, because Young Brother is cutting Mother up. They are looting her for her resources which is killing her. The evidence to supporting this is that the tundra, which once used to be green is now brown. http://www.crystalinks.com/kogi.html http://www.labyrinthina.com/kogi.htm http://www.youtube.com/watch?v=urMcofvcMAU

Business Process Management Challenges in Implementing Change Management in Employees

Business Process Management Challenges in Implementing Change Management in Employees Introduction Business process management is a management approach that aims at optimizing and synchronizing all management strategies to enhance the effectiveness and efficiency of business. Since organizations have numerous strategies that enable them to perform their businesses, business management process is an effective and efficient management approach that guarantees optimal performance.Advertising We will write a custom report sample on Business Process Management: Challenges in Implementing Change Management in Employees specifically for you for only $16.05 $11/page Learn More For a long period, many organizations have been grappling with challenges of enhancing product quality, satisfying customers, delivery of services and goods in time to markets as well as motivating employees to adopt and adapt changing business environments. However, emergence of business process management has enabled many organizations to cope with numerous challenges that th ey encounter in the process of enhancing their management strategies and performance of employees. Concerning strategies, which enhance organizational performance, management usually encounter numerous challenges because employees tend to resist changes. Bovey and Hede argue that employees undergo reaction process when they experience organizational change that involves four phases viz. â€Å"initial denial, resistance, gradual exploration and eventual commitment† (534). Thus, the management needs to understand resistance that employees exhibit when they experience organizational changes and develop effective strategies of counteracting it. Basing on business process management, this report examines challenges that organizations face when implementing organizational change management in employees. Exposition of Concepts Given that a business is a set of activities or processes that aim at achieving certain organizational objectives, business process management is an encompass ing approach of optimizing and synchronizing these activities to enhance the effectiveness and efficiency of an organization to adapt dynamics of the business world. Objective of business process management is to be certain that all strategies and duties that an organization employs in conducting its business perform optimally in various aspects. Due to diversity of aspects in which business process management is applicable in an organization, different types of frameworks do exist in contemporary markets. As employees are central components in an organization, application of business process management is critical in enhancing their performance. Thus, a framework that deals with employees exists and is applicable in most organizations. Aladwani asserts that enterprise resource planning is a framework that aids various aspects of the organization to share knowledge and data, improve management process and reduce costs (266). Application of suitable and effective framework is critica l in improving performance of an organization. Thus, business process management is essential in enhancing effectiveness and efficiency of various management factors and strategies.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Corporate world is constantly changing compelling organizations to adapt to new dynamics of business. To cope with myriad changes, organizations have adopted different strategies of change management. Change management involves systematic process of implementing technological advances, financial management and sharing of knowledge among organizational members. For organizations to survive and progress, they must adopt and adapt to changing dynamics of the business world. Conventionally, change management consists of processes, techniques, tools and actions for managing human resources to keep abreast with changing business environment. Aladwani argues th at, for management to cope with the challenge of workers’ resistance, it must employ framework of â€Å"knowledge formulation, strategy implementation and status evaluation† (269). Knowledge formulation involves identification of individuals’ attitudes, beliefs and interests relative to resistance. Strategy implementation entails setting up of strategies to convince and persuade employees to adopt them, while status evaluation consists of assessing and monitoring change management to ensure achievement of desired outcomes. Overall, change management is a continuous update and monitoring of organizational changes to ensure that they are in tandem with business dynamics. However, numerous challenges exist in implementing change management in employees. Resistance to Change Resistance to change is a considerable challenge that management face in implementing change management. Usually, management perceive resistance to change from the perspective of organizational members who decline to adopt organizational change. Resistance to change is a normal process that employees experience when they encounter new challenges in the course of their duties. According to Bovey and Hede, resistance occurs in employees because they tend to maintain complacent status rather than adapt to organizational changes (534). Although individual employees differ in their resistance and ability to adapt organization change, their collective resistance poses significant change to management in implementing various strategies. While some employees undergo a process of change quickly, some employees stagnate, and thus pose significant resistance to organizational change. Concerning change management, resistance to change is a significant factor that is attributable to failure of change programs that management of many organizations implements. As the resistance of employees is a significant hindrance to effective change management, many organizations are grappling to all eviate resistance. Hence, implementation of change management is a rigorous and painstaking process that requires effective strategies of overcoming resistance of employees. Employees perceive organizational changes as a threat to professional norms they have adopted for many years. Normally, professional experiences make employees experts in their varied fields, but organizational changes take them to the drawing board where they need to begin learning new skills and the way of performing their duties. For instance, introduction of technology into organization compels many employees to acquire new skills and knowledge lest their services become irrelevant to their respective organizations.Advertising We will write a custom report sample on Business Process Management: Challenges in Implementing Change Management in Employees specifically for you for only $16.05 $11/page Learn More In this view, employees perceive organizational change as a threat to their professional development because it diminishes their importance to the organization. Given that the prime objective of employees to develop their careers, organizational changes that seem to threaten their careers face much resistance compared to the ones that promote their careers. Resistance to change emanate from individual, group and organizational factors. Organizational factors are threats that originate from unfavourable organizational changes in a structure that affect the normal functioning in an organization. According to Chew, Cheng, and Petrovic-Lazarevic, group factors affect social norms and cohesiveness among employees by disrupting organizational culture that is critical for effective adaptation of organizational change (59). Comparatively, individual factors consist of elements of personality such as attitudes, emotions and feelings about organizational changes. Thus, these factors impose significant threats to workers making them resist organizational changes becau se they change their careers. Resistance to change also emanate from fears of unknown. Employees naturally have fears of unknown changes in the organization because they panic when confronting challenges. Since organizational changes can be radical in that they compel employees to adopt new skills and adapt new working environment, they elicit fears of the unknown. When employees do not know essence and scope of organizational changes, they tend to develop fears of the unknown since they are unsure of how changes affect their careers, duties, knowledge and skills. Chew, Cheng, and Petrovic-Lazarevic explain that adaptation to change is mainly a personal issue as organizational change cause uncertainty, doubt and factor-fears among employees (59). Thus, for organizations to effect organizational change successfully, they must ensure that they dispel fears associated with change among employees. Therefore, fear of unknown that employees have regarding organizational change poses signi ficant resistance to implementation of change management. Change Creates Conflict Organizational change at times creates conflict in roles that employees hold in an organization. In the organizational environment, individuals perceive change from one perspective while departments perceive from another, thus also perception of their roles. Disparity in perception of organizational change creates a conflict among diverse roles. If the change causes individuals’ roles to contradict departmental roles, employees experience substantial difficulties in adopting new strategies due to organizational changes.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Since the conflict in roles among employees, managers and executives create conflict; it affects organizational performance and change management. According to Chew, Cheng, and Petrovic-Lazarevic, conflicts among employees and managers create resistance to change that impedes effective implementation of change management (63). A conflict in an organization is inevitable since numerous changes occur that requires employees to adopt new strategies that may contradict previous strategies. Thus, organizations should implement change management cautiously while ensuring that roles of employees, managers and executives do conflict and create unnecessary resistance to change. Implementation of change management also causes conflict in resources that are central to effective performance by employees. Employees usually share a great deal of resources in which organizational change disrupt or destabilize normal utilization. Disruption of normal utilization of resources triggers conflict among employees that act as an impediment in the implementation of organizational change. Bovey and Hede explain that although organization spend a huge amount of money in implementing organizational change, they do not consider diverse interests of employees, thus creating a conflict that leads to resentment among employees (535). In this case, poor allocation of resources due to biasness of management creates conflicts that affect implementation of change management. Therefore, it is vital for management to consider proper allocation of resources when implementing organizational change to realize optimal performance and alleviate occurrence of conflict among employees and managers. Differences in personalities reflect variation in values and interests that employees have regarding their responsibilities and organizational change. When organizations want to implement change management, they encounter challenges that emanate from conflicts that occur between organizational values and per sonal values. Given that employees tend to be conservative when adopting and applying new strategies, management normally experience a daunting task in changing personalities of employees to keep abreast with organizational changes that are critical for development. However, change management seems to focus more on organizational factors than human factors when implementing change, hence causing conflict between employees and organizational management. Aladwani advices that for organizations to implement changes effectively, they must consider involving employees in the process of change because they play a significant role in effecting required changes (270). In this case, management needs to effect organizational change by consulting and communicating widely with employees to ease any source of conflict that stem from variation in organizational and personal values and interests. Thus, management faces challenges when harmonizing organizational values with personal values when imp lementing organizational change. Dimensions of Change Organizations also face challenges when implementing change management due to organizational structure. Some organizations have stringent and bureaucratic structure that restricts employees from adopting and adapting organizational changes according to their own perceptions and convictions. Usually, these organizations rely on rules, policies and procedures that are extremely restrictive to allow employees to comply with organizational changes in their own pace. Thus, employees perceive these organizations as if they are imposing changes into their careers and prevent them from advancing according to their own interests. In contrast, some organizations are too liberal, for they lack proper rules, policies and procedures to guide employees to adopt and adapt organizational changes effectively. In these organizations, it is extremely hard to effect organizational changes because there are no structures and frameworks to enhance occ urrence of changes. Aladwani argues that organizations must have policies and legislations for them to convince and persuade employees to adopt and implement necessary changes in an organization (272). However, lack of appropriate policies and legislations as well as their stringent presence hampers effective change management in organizations. Thus, it is critical for organizations to ensure that they have appropriate and relevant policies and legislations to enhance participation of employees in effecting organizational change. Degree of organizational change is significant in determining challenges of implementing changes. While some changes are expansive and rigorous, others require minimal implementation that does not cause significant changes in an organization and among employee. Ideally, expansive and rigorous changes are hard to implement because employees find it hard to adopt and adapt. Moreover, comprehensive changes are exceedingly costly in terms of resources because t hey compel employees to acquire more information and tactics so that they can precisely adapt complex organizational changes. Since the degree of change determines the extent of learning among employees, comprehensive changes oblige employees to acquire more knowledge and skills as a way of coping with organizational changes. According to Bovey and Hede, significant organizational change causes anxiety among employees, which deters effective implementation of change management (545). Thus, significant organizational change poses enormous challenges in implementation of critical changes among employees. Moreover, nature of change reflects challenges of implementing change management. Since organizational change normally occurs at various levels of organization, they have different impacts on employees. Changes that occur at top management tend to have considerable impact on employees as compared to changes that occur at lower management levels. Thus, management struggles in harmonizi ng changes that occur at various levels within the organization. Additionally, implementation of change within an organization is a gradual process that requires patience and persistence of management to realize intended purpose of change. Chew, Cheng, and Petrovic-Lazarevic assert implementation of organizational change is a gradual process that needs progressive engagement of employees (60). Proper engagement of employees enhances their participation in implementation of organizational change. Thus, management experiences enormous challenges in trying to expedite change management to achieve required objectives within the shortest time possible. Conclusion Organizations encounter numerous challenges in the course of implementing their policies, legislations and procedures that aim at effecting a given change. To cope with these challenges of organizational change, organizations use strategies of business process management to implement change management effectively. Despite the av ailability of diverse strategies of effecting change, organizations usually experience a great deal of challenges that stem from employees such as resistance to change, occurrence of conflicts and complex dimensions of change. Basing on these challenges, it is evident that employees create a great deal of challenges that hinder organizations from making marked changes in their progress. Overall, these challenges pose significant threats to effective change management. Thus, management needs to consider involving employees as central players in implementation of change as a gradual process progress that is inherent to any organization. Aladwani, Adel. â€Å"Change Management Strategies for Successful ERP Implementation.†Ã‚  Business Process Management Journal 7.3 (2006): 266-275. Bovey, Wayne, and Andrew Hede. â€Å"Resistance to Organizational Change: the Role of Defence Mechanisms.† Journal of Managerial Psychology 16.7 (2001): 534-548. Chew, Mindy, Joseph Cheng and Sonja Petrovic-Lazarevic. â€Å"Managers’ Role in Implementing Organizational Change: Case of the Restaurant Industry in Melbourne.† Journal of Global Business and Technology 2.1 (2006): 58-67.

High Level ETL and Data Mining Requirements Research Paper

High Level ETL and Data Mining Requirements - Research Paper Example It is important to evaluate the project keenly. Many people go for the expensive products without considering whether using a low-end or hand coding tool would be easy, fast or cost-effective. When buying an ETL product, especially a more complex ETL, it will still be essential to train the project personnel. Training is more expensive than buying ETL for a project and should be considered when comparing the buying and development costs. Business requirements are the functional requirements needed. They describe the needed solution in business terms. Gathering of information includes requirement interviews, workshop and enterprise objectives. The future comes with questions as to how much is to be charged for products when combined with other suppliers products. During the initial load improvement steps, all foreign key constraints are removed before executing the ETL stored procedure. The ETL stored procedure is called with a procedure that is truncated. ETL can be used to convert the data into a layout suitable for use in the new software. The initial load occurs in the analysis phase of the project. The timing to replace the tactical design choices is dependent on time on hand and the  business requirements. Successful implementation starts with asking questions as to whether it is worth building the software, while it can be bought and used diversely in different applications. If there is evident justification, then it is now appropriate to by the software. The company should buy the tool because it is fast and the tool can be reused in other projects. The amount of ETL development time will be significantly reduced. The tools will be of a wide range and can be reused for future projects. It is the practice of analyzing information from different dimensions and simplifying it in meaningful information (Clifton, 2010). It allows its users to examine data from many different proportions gives a summary of the

Discussion Question 2 Week 10 - Short- and Long- Run Impact Assignment

Discussion Question 2 Week 10 - Short- and Long- Run Impact - Assignment Example en in shared service centers); eliminate redundant information systems and unify multiple platforms; minimize inconsistencies in data definitions; automate manual processes; reduce the number of handoffs; better integrate far-flung offices and acquisitions; bring new employees up to speed faster; broaden responsibility for controls; and eliminate unnecessary controls† (Wagner & Dittmar, 2006, p. 1). 2. From the e-Activity above, analyze how easy or difficult it may be for officers and managers of organizations to stay in strict compliance with SEC rules and for consumers, investors, and regulators to detect errors. Then, determine at least one action that CEOs and boards can take to improve compliance. The 10Q of a company are actually defined as â€Å"a comprehensive report of a companys performance that must be submitted quarterly by all public companies to the Securities and Exchange Commission. In the 10-Q, firms are required to disclose relevant information regarding their financial position. The form must be submitted on time, and the information should be available to all interested parties† (Investopedia US, 2013, p. 1). The 10Q was likewise noted to be filed within 35 days after of the first three quarters. Therefore, it is tedious for officers and managers to stay in strict compliance due to the regularity and comprehensiveness of the information which should be disclosed and to be likewise disseminated to relevant stakeholders: consumers, investors, and regulators. Therefore, to improve compliance, since there is a standard format to the followed, accounting and finance personnel must regularly update their financial reports (which is actually done in the company’s books daily, weekly and monthly). As such, consolidating the figures on the required quarterly basis would be easier. For instance, a look at the 10Q of Amazon.com contains financial information and other information contained in 47 pages (Amazon.com, 2013). Thus, the wealth of