Government Spending, Deficits, and Keynesian Economics Essay -- Econom

A growing government is opposite to America’s economic interests because the various methods of financing a government - taxes, borrowing, and printing money have harmful effects upon the economy. There are many reasons why there is a high deficit in the United States such as extensive spending. This is true because government spending is often economically destructive, regardless of how it is financed. There are many causes of the steady growth in U.S. trade deficits. There are many people are against the high deficits especially economists. â€Å"Economists define government intervention in the foreign exchange market as the buying or selling of foreign exchange for the purpose of manipulating the exchange rate. â€Å"(Case, pg. 398) Economists would agree that there are situations which lower levels of government spending would improve economic growth and other situations in which higher levels of government spending would be pleasing. Economists will generally agree that government spending becomes a burden. Economists feel as though by raising the deficit we are spending money the economy does not. If United States would raise taxes to help pay off the deficit that would not work since so many Americans are out of work. In addition, they believe that raising the GDP taken by the state sector has a negative effect on the growth of the private sector of the economy. Even though the economy could benefit from the budget deficit such as economic growth, the economists do not want to take a chance on that. Also, s ome economists are also concerned that higher borrowing by the government may also openly result in reduced utilization spending. They argue households recognize that higher current government borrowing results in highe... ...ful spending because it is taking a toll on our future, our children’s future, and our children’s children future. Works Cited 1. Case. Principles of Macroeconomics, 9th Edition. Pearson Learning Solutions 2. United States Economy - Monetary and Fiscal Policy." Country Studies. U.S. Department of State. Web. 15 Aug. 2011. . 3. Mitchell, Dr. Daniel. "The Impact of Government Spending on Economic Growth." Conservative Policy Research and Analysis. 15 Mar. 2005. Web. 16 Aug. 2011. . 4. Pettinger, Tejvan. "Monetary Policy vs Fiscal Policy | Economics Blog." Economics Help - Helping to Simplify Economics. Web. 09 Aug. 2011. .

Employee Turnover and Job Satisfaction Essay

A collection of peer-reviewed articles were used to examine the link between job satisfaction and employee turnover, as well as how to effectively use work motivation to decrease employee turnover rates. Though the literature surveys various types of studies in multiple settings, overall it indicates that how satisfied employees are with their work is directly linked with a business’ employee turnover rate. Major themes that emerged as the driving force behind job satisfaction are staffing concerns, the implementation of a rewards system, employee benefits and pay, employer to employer communication, the prevalence of moral stressors, role distinction, and the organizational environment of the business. The research indicates that some or all of these factors should be used as work motivators, increasing job satisfaction, and ultimately decreasing employee turnover rates. Keywords: job satisfaction, employee turnover, employee satisfaction, employee retention, work motivation, employee motivation, employee engagement, retention factors Minimizing Employee Turnover in a Clinical Environment by Creating Job Satisfaction People want to feel fulfilled in their work; this is not recent discovery (Katzell & Thomson, 1990). When a person feels that he or she is beginning to lose a sense of purpose at their place of employment, he or she moves on. Extensive research has been done in attempts to understand the causes behind employee turnover. The research examine in this literature review indicates that there is a direct link between employee turnover and job satisfaction. This paper will be exploring employee turnover in a variety of work situations; however, I will be observing with the purpose of implementing the findings within a healthcare setting. Since healthcare is something that is so vital in the lives of all people, it is absolutely  necessary that a healthcare system is run efficiently; for any business to be run efficiently, a skilled and competent staff is a requirement (Harter, Schmidt, & Hayes, 2002). Healthcare professions are highly demanding; without proper work motivation, employee retention may suffer. Though high employee turnover rates can be seen in many professions, they are becoming especially prevalent in healthcare scenarios (Belbin, Erwee, & Wiesner, 2012). One reason for this may be that healthcare is becoming such a strong force, both in our daily lives and in the business world (Barrett, 2010). A large healthcare system calls for an ample staff; with more employees, it generally follows that employee turnover rates will increase. Whatever the case, in order to maintain a successful clinic, one should have a clear understanding of what affects employee turnover. The goal of this paper is to understand the link between employee turnover rates and job satisfaction. Once these factors, or work motivators, are identified, this paper will examine how they can be implemented within a clinic to decrease employee turnover and increase the performance levels of employees. Definitions Employee turnover rate refers the frequency in which employers gain and lose employees (Cline, Reilly, & Moore, 2003). When examining turnover rates, some researchers like to make the distinction between voluntary and involuntary turnover. In this literature review, when I refer to employee turnover, I will be specifically focusing on voluntary turnover. Job satisfaction indicates the contentedness an individual feels toward their vocation. Job satisfaction, as this research will further confirm, is a complex and multifaceted concept; many factors are integral in the accomplishment of job satisfaction. As Sell & Cleal (2011) confirm, there are many theories on what motivates job satisfaction, whether it be dispositional, situational, or psychological. This literature review is mainly concerned with situational job satisfaction. Work motivation is defined by Lindner (1998) as â€Å"the inner force that drives individuals to achieve personal and organizational goals† (p. 1). Motivation is what gives us our purpose and tenacity; it is the desire achieve specific goals and to meet needs unmet. Rewards systems are implemented by employers to both make aware their expectations for their employees and for employees to receive the benefit of recognition when their job or task is performed with excellence (Shiraz, Rashid, & Riaz, 2011). Some examples of vocational rewards are promotions, monetary compensation, vacation, and recognition. Method Applicable research articles were found using resources and databases available through Cornerstone University in Grand Rapids, Michigan. The most advantageous databases were ProQuest, GaleGroup, AcademicOne, and PsychInfo. The following key words were used to help narrow search results: job satisfaction, employee turnover, employee satisfaction, employee retention, work motivation, employee motivation retention factors, and employee engagement. In order to keep this literature review applicable to current circumstances, articles dating before 2000 were not used, with the exception of those dealing with theoretical framework. The research was done in not only medical environments, but in a variety of work environments. The reason for this is that job satisfaction and employee turnover rates are very prevalent in a considerable number of professions. The findings found within each article may be effectively applied to a clinical setting. Each article used for this literature review is peer-reviewed. Review of Related Literature Since the concept of job satisfaction and its relation to job performance and employee turnover is such a large topic, this literature review will be focusing on several key factors: (a) the role of recognition and rewards in the work place (Shiraz et al., 2011); (b) meaningful communication between employer and employee (Sultan, 2012); (c) the importance of leadership and role definition in the work place (Moynihan & Pandey, 2007). While all the researchers agreed that there are always a number of factors that influence employee turnover and job satisfaction, for succinctness, this particular literature review will specifically examine the aforementioned topics and their relationship to employee turnover and job satisfaction. While it may not immediately seem that these topics are intrinsically connected, by exploring these themes piece-by-piece, in conclusion we are able to see how  together they are able to offer insight into how job satisfaction can be improved. The role of rec ognition and rewards in the work place Within the workplace, both employers and employees maintain certain expectations of each other. Employers expect their employees to â€Å"take initiative, supervise themselves, continue to learn new skills, and be responsive to business needs† (Ali & Ahmed, 2009, p. 1). Employees expect, at the very least, to be treated with fairness, to be paid a reasonable salary, and to experience a safe working atmosphere (Ali & Ahmed, 2007). These are, as Linz (2010) puts it, â€Å"intrinsic rewards.† In Linz’s study, all employees valued these rewards as an integral part of job satisfaction and motivation; only some employees placed great value on â€Å"extrinsic rewards† such as promotions and recognition. In a theoretical study constructed by Lindner (1998), the research indicated that simply receiving â€Å"full appreciation for work done† was ranked significantly important in a list of factors linked with job satisfaction, coming in at third. However, in a study performed by Ali & Ahmed (2009), a questionnaire given to 80 Unilever employees showed that there was a significant correlation with the extrinsic reward recognition and how satisfied and motivated they were in their work. Ali & Ahmed (2007) used the Pearson’s Product Moment Correlation Coefficient to quantify their data. In a study very similar to the one performed by Ali & Ahmed (2007), Danish (2010) hypothesized that there would be a strong relationship between recognition and work motivation; he also predicted that there would be a strong link between rewards and work motivation. Both of his hypotheses were supported; however, the link between recognition and work motivation, though positive, was not as strong as anticipated. Though the link between rewards and work motivation was slightly stronger than the correlation between recognition and work motivation, it still was not as significant as the link between work motivation and the content of the work itself. Like Ahmed & Ali (2007), Danish (2010) used the Pearson’s Product Moment Correlation Coefficient. Meaningful communication between employer and employee In a qualitative study of nurses who voluntarily left their jobs, researchers discovered that the reason the nurses communicated to their employer for  leaving was not consistent with the reason they gave to a neutral third party when posited with the same question (Cline, Reilly, & Moore, 2003). Interestingly enough, the reasons that they gave for leaving were directly connected with problems concerning communication with their managing staff. In a theoretical study designed by Lindner (1998) with the purpose of ranking factors associated with work motivation, the feeling of â€Å"being in on things† was among the more important factors, placing sixth in the line-up. Some other factors that were mentioned in Lindner’s study could also be linked with the concept of employer and employee communication: full appreciation of work done, personal loyalty to employees, tactful discipline, and sympathetic help with personal problems. Goris (2007) performed a moderated regression analysis on 302 employees. In his findings, he did not discover that employees’ communication-related interactions served as an indication of what types of jobs employees would choose. However, Goris (2007) did find that communication satisfaction was a primary predictor of employees’ performance and overall job satisfaction. The importance of leadership and role definition in the work place The research consistently indicates that the establishment of roles within a work environment is important when examining employee turnover and job satisfaction (Patnaik, 2011). In a study performed by Cline et. al (2003) in which they interviewed registered nurses who had voluntarily left their place of employed, leadership and group cohesion were factors that directly affected turnover and retention. In another study, Moynihan et al. (2007) used a questionnaire to uncover a direct, positive relationship between role clarity and how satisfied employees were with their jobs. However, in the same study, researchers found that role clarity did not seem to have much influence on the employees’ work involvement. Key Findings and Implications for Professional Practice The main focus of this literature is identifying the factors that influence job satisfaction and work motivation and how they influence employee turnover. The research indicates that there is a strong link between job satisfaction and employee retention and that there are several work motivators that can be implemented to increase job satisfaction and decrease employee turnover. In addition, the research implies that increased work  motivators and job satisfaction leads to higher performance levels in employees, greatly benefiting the organization or businesses they serve. While a high employee turnover rate is not hard for employees to see, it is oftentimes difficult to understand the reasons behind it. In this literature review, some real insight could be found in the study of registered nurse turnover rates performed by Cline et al. (2003). The nurses were very clear on their reasons for leaving their jobs when talking with a neutral third-party; however, because they did not feel comfortable communicating with staff members within their former place of employment, they were unable to voice these concerns to their former employer. This demonstrates a very keen example of a problem seen in many work environments: a lack of communication. Throughout much of literature considered in this review, communication, even if it was not directly named, emerged as a very important ingredient within an effective work environment. Through proper communication, employers and employees are able to not only discuss what needs to be accomplished, but they can begin to gain a better understanding of one another. Since there are such a number of work motivation factors, it is important for an employer, or, in larger companies, a manager to have open communication with their employees and get to know them so they can meet their needs, leading to great job satisfaction for that individual. It seems that communication is a joining theme throughout many of the work motivating factors explored. Within a clinical setting, communication can be cultivated through the establishment of meetings, memos, and clear definition of the clinic’s practices (Sultan, 2012). Role clarity, another factor in job satisfaction, can also be implemented through proper communication between staff members. Rewards within a clinic may be exhibited through compensation or promotion; however, recognition, a form of reward, can be achieved through verbal or written communication. Conclusion and Recommendations It is important to achieve an environment where one’s employees feel fulfilled since, as the research confirms, this is directly connected with how successful and effective a business can be (Moynihan & Pandey, 2007). Many might assume that how much an employee is paid is the driving force  behind whether or not they are satisfied with their job (Lindner, 1998). However, while that is a factor, many of studies included here, as well as well-respected theories on the subject of work motivation, imply that there are many other factors that influence how happy an employee is with their job. The work motivators explored specifically in this review all exhibit a strong correlation with job satisfaction, though they still do not encompass all the factors that influence a worker’s job satisfaction and motivation. Organized management, public service motivation, advancement opportunities, work content, and job routineness are some of the other factors that have a strong effect on job satisfaction. With such an array of factors to consider, it is clear that one cannot completely prevent employee turnover. However, as an employer or manager it is important to strive to create an environment where one’s employees are empowered and motivated to perform their job to their best of their ability. By implementing practices in which an employee feels understood and valued, an employer is able to create a work environment where employees not only feel satisfied in their job, but they also feel motivated to set and accomplish goals for themselves and for the business in which they serve. Especially in a healthcare setting, the motivation, which is to help make better, or even save the lives of others, is a substantial one. By gaining a better understanding of the work motivators that bring job satisfaction and minimize employee turnover, an employer can bring about outcomes that benefits clients, employees, and the future of their business. References Ali, R., & Ahmed, M. S. (2009). The impact of reward and recognition programs on employee’s motivation and satisfaction: an empirical study. International Review of Business Research Papers, 5(4), 270-279. Barrett, S. (2010). Healthcare: growing pains. Corporate Adviser, 33. Retrieved from http://search.proquest.com/docview/757262546?accountid=10269 Belbin, C., Erwee, R., & Wiesner, R. (2012). Employee perceptions of workforce retention strategies in a health system. Journal of Management and Organization, 18(5), 742-760. Retrieved from http://search.proquest.com/docview/1268167639?accountid=10269 Cline, D., Reilly, C., & Moore, J. F. (2003). What’s behind RN turnover? Nursing Management, 34(10), 50-3. Retrieved from http://search.proquest.com/docview/231383281?accountid=10269 Danish, R. & Usman, A. (2010). Impact of reward and recognition on job satisfaction and motivation: An empirical study from Pakistan. International Journal of Business and Management, 5(2), 159-167. Goris, J. R. (2007). Effects of satisfaction with communication on the relationship between individual-job congruence and job performance/satisfaction. Journal of Management Development, 26(8), 737-752. Retrieved from http://0 www.emeraldinsight.com.eaglelink.cornerstone.edu/journals.htm?articleid=1621587&s ow=abstract#sthash.u4JPs47o.dpuf Harter, J. K., Schmidt, F. L., & Hayes, T. L. (2002). Business-unit-level relationship between employee satisfaction, employee engagement, and business outcomes: A meta-analysis. Journal of Applied Psychology, 87(2), 268-279. doi:http://dx.doi.org/10.1037/0021 9010.87.2.268 Katzell, R. A., & Thompson, D. E. (1990). Work motivation: Theory and practice. The American Psychologist, 45(2), 144. Retrieved from http://search.proquest.com/docview/212096149?accountid=10269 Linz, S.J. & Semykina, A. (2011). What makes workers happy? Anticipated rewards and job Satisfaction. Industrial Relations, 51(4), 811-844. Lindner, J. (1998). Understanding employee motivation. Journal of Extension (36)3. Retrieved from http://www.joe.org/joe/1998june/rb3.php Moynihan, D. P., & Pandey, S. K. (2007). Finding workable levers over work motivation: Comparing job satisfaction, job involvement, and organizational commitment. Administration & Society, 39(7), 803-816,818-832. Retrieved from http://search.proquest.com/docview/196814421?accountid=10269 Patnaik, J. B. (2011). Organizational culture: The key to effective leadership and work motivation. Social Science International, 27(1), 79-94. Retrieved from http://search.proquest.com/docview/877005864?accountid=10269 Sell, L. & Cleal, B. (2011). Job satisfaction, work environment, and rewards: Motivational theory revisited. Labour, 25(1), 1–23. doi: 10.1111/j.1467-9914.2010.00496.x Shiraz, N., Rashid, M., & Riaz, A. (2011). The impact of reward and recognition programs on employee’s motivation and satisfaction. Interdisciplinary Journal of Contemporary Research in Business, 3(3), 1428-1434. Retrieved from http://search.proquest.com/docview/887726475?accountid=10269 Sultan, S. (2012, December 31). Examining the job characteristics: A matter of employees’ work motivation and job satisfaction. Journal of Behavioural Sciences, 22(2). Retrieved from http://0-go.galegroup.com.eaglelink.cornerstone.edu/ps/ i.do?id=GALE%7CA309533743&v=2.1&u=lom_cornerstc&it=r&p=AONE&sw=w

Building a Supportive Vocabulary Learning Environment

To every learning curriculum, it is a fundamental requirement to provide a sustainably befitting environment at the background to ease the flow of assimilation and aid the mission accomplishment of a prolific study. Without an enabling environment, the efficiency of the learning result is significantly reduced. Though avoidable, many unrefined teachers still take with levity, the necessity of creating an environmental aura that permeates the mind of learners involved towards creating a smooth psychological linkage to understanding the vocabulary lesson (Diller & Karl, 1978).Supportive Tools  Firstly, we design a befitting structural arrangement that reflects some basic expectations concerning the vocabulary to be studied, the choice of which ranks common in preference of usage (Foss & Lenzini, 1999). The pictorial representation (e. g. on the wall) enables learners to access unrestricted support; demonstrating how tongue or the entire â€Å"buccal† cavity (mouth) is expected to be positioned while a particular sound is being pronounced. The pictorial representation should equally demonstrate practical situations where each word is most appropriately in day-to-day events.In buttressing the importance of this structural or pictorial design as a supportive learning tool, researches have shown that new vocabularies are best understood by exerting a subconscious effort sequel to the first pronunciation exposure in class (Holden, et al. , 1998). The sub-consciousness is characterized with the absence of stress, sensual tension or urgency demand to study within a restricted period. The presence of pressure brings a sense of active competition among other colleagues in class.The slow learners, the average and the fast learners are the three classes of learners that must have their interest managed on the overall while determining the contextual modalities of supportive environments to be considered (Foss & Lenzini, 1999). Moreover, it is of importance to recog nize the use of student-to-student interactive class session in learning foreign vocabulary. This creates an enabling environment where learners can share and gain views from one another. This in a great sense, is a complementary learning tool to teachers own method.The teacher here, logically listen and gain from diverse ways of interaction that exist in this session of students’ group discussion. The specific style of teaching to adopt will be gotten from preponderances of events as they unfold (James L. B. , 2001) One-to-many Learning Support Scheme In this scheme, each learner on rotation is given an assignment to present a topic to other co-learners in class. Preferentially, suggestion of a multi-media projection could aid teaching. Here comes a research among students in science class, a class of 50 students was given an assignment to treat 10 topics within a course.The modality involved allotment of a topic to a group of 5 students within which they are equally expecte d to further divide the topic into sub-headings. Other remaining 45 students follow suit in their respective groupings. The examination result for this method of teaching was taken for over a period of 5 years, with the mean and mode recorded. The result showed a wide grade-gap between the first three best students and other members of the class. The mean was high but students within this range were found scanty (James L. Barker lecture, 2001).One-to-many learning scheme shows that the method could only help the confident students to perform even better at the expense of other colleagues. The other group members does belong to the same class but perhaps, limiting study to what they actually present and not bordering to probe other students’ presentation to perfect understanding from the first exposure in class. Participative/Interactive Class Session Another proposed scheme suggests a modality where members of the class have no formal presentation for others to listen.But rat her, everyone prepares for the task ahead of the class and involve in a general discuss. All opinions are accommodated by the supervision of a tutor in charge. In furtherance to the earlier research for another five years, findings were taken from another set of 50 students with different learning environmental supportive modality. In this scheme, no student is expected to teach the other colleague but rather each student contributes one after the other to the pending discussion on the vocabulary lesson.In this way, the teacher set the ball rolling by introducing the topic and secondly in guiding against shifting of focus to irrelevancies. The reciprocal interactions give a supportive environment that deposit in each student a personal sense of meeting the huge challenge to perform up to expectations among peers (Kinsella, K. , 1995). The result of the later five years shows students having a higher mean gradient. The mode was slightly reduced, an indication pointing that only minor ity members of the class understand on the average with one-to-many learning support.Conclusion When discussing vocabulary skills, some basic essentialities are necessary; a listening, speaking, reading and writing acts. Other recently identified skills include description, narrating and summarizing skills among others. All supportive environments must focus on ensuring these necessities. Having an enabling environment in assisting the students reading culture is most important especially when learning an unfamiliar vocabulary, hence, the derivative of interactive study guide is just a perfect one to make learners actively involved.Findings had also shown that students usually get frustrated over time if encouragement and assistance are not near. Conclusively, teacher could equally assist in instilling the culture of reading; this is the strongest individual tool. References Diller, Karl Conrad (1978). The Language Teaching Controversy. Rowley, Massachusetts: Newbury House. Foss, C. R. , P. , & Lenzini, J. J. (1999). Textual and pictorial glosses: Effectiveness on incidental vocabulary growth when reading in a foreign language. Foreign Language Annals, 32 (1), 89-113.Holden, Susan; Mickey Rodgers (1998). English language teaching. Mexico City: DELTI. James L. Barker lecture on November 8th 2001 at Brigham Young University. Kinsella, K. (1995). Understanding and empowering diverse learners in ESL classroom. In M. J. Reid (Ed. ), Learning styles in the ESL/EFL classroom (pp. 70-86). Boston, MA: Heinle & Heinle Publishers. Koda, K. (1997). Orthographic knowledge in L2 lexical processing: A cross-linguistic perspective. In J. Coady & T. Huckins (Eds. ), Second language vocabulary acquisition (pp. 35-52). New York: Cambridge Universit

Factors Affecting Rates of Chemical Reactions Type 2.Doc Uploaded Successfully

Factors Affecting Rates of Chemical Reactions Prepared By: Kelly Gunter For: Ms. Brohman Course: SCH-4U Introduction The main purpose of this lab was to investigate how temperature, concentration, the addition of catalysts, and the substitution of a more reactive reactant, can affect the reaction. The collision theory explains that in order for a reaction to occur, reacting particles must collide with one another. An effective collision makes reactants result in a reaction and for to be successful two things must happen, the correct orientation of reactants, and the sufficient collision energy.The orientation of reactants explains that reacting particles must collide with the proper orientation relative to one another, for sufficient collision energy, it explains that the reactants must collide with energy that is sufficient to break the bonds in the reactants and to begin to form the bonds on the products. In part 1 the heat of the collision = the increase of effective collisions re sulting in the product, and that the increase of temperature = sufficient energy; or the Ea increases. Part 2 the increase of concentration = the rate increase of the reaction.In part 3 the increase of bonds = decrease of reaction rate. Procedure Refer to handout. Observations Part 1 | |Hot water Bath |Ice water bath |Room temperature | |Temperature of Solution |77Â °C |11Â °C |22Â °C | |Time for sulphur to appear |6 seconds |140 seconds |79 seconds | Part 2 [HCl] Acid Solution |Time (s) for Magnesium Ribbon to disappear | |6. 0 mol/L |33 s | |3. 0 mol/L |49 s | |1. 0 mol/L |158 s | |0. mol/L |1486 s | Part 3 8. It took 1 drop for the purple colour to disappear. 9. It was 30 drops 10. It took 1 drop for the purple colour to disappear, but the colour lingered longer than it did in step 8. Discussion In part 1, it’s shown that the higher the temperature was the faster it took for the sulphur to appear in the solution.In Part 2, it shows that the increase of the concentration of the HCl the faster the Magnesium ribbon takes to disappear, and the lower the concentration of the HCl the slower it takes for the Magnesium Ribbon to disappear. In Part 3 the solution for Iron2sulfate it only took one drop for the colour purple to disappear, for the oxalic acid it took 30 drops for the colour purple to disappear and in the oxalic acid with the manganese sulphate as a catalyst it took only 1 drop for the colour purple to disappear but the colour had lingered for bit more than it did in step 3.

The Case of the Rewired Supply Chain Coursework Example | Topics and Well Written Essays - 750 words

The Case of the Rewired Supply Chain - Coursework Example Organization lacks a linkage between their various arms. These problems are discussed below with appropriate solutions. Problems The problems in the company can be classified in two categories i.e. strategic and operational. Both of them are discussed below: Strategic ORUN have become very independent in its local procedures. Communication is present in the plant but not in local headquarters. Due to this problem of communication, results of various transactions are not reaching to the headquarters on time. All plants are so independent that they have their own metrics and measurement systems. This is resulting in confused staffing reports. There is no agreement in the companies that which products are profitable and which are not. Company is not working on the value contribution in its products. Supply chain procedure of the company is quite traditional and long. It should revise its supply chain management system. The overall cost of the company in conducting business is high. Ther e is a lack of proper planning, organizing and forecasting. Operational Inventory management in the company from production to final delivery has become quite costly, because all operations are performed by its own departments. This involves more workers, raw material management, pay scales etc. Due to lack of proper management systems there is excess in raw materials and finished goods inventories. There is not a balance between supply and demand of products. There is a problem in its manufacturing operation systems. Contribution of suppliers is unknown by the company. There is an absence of supplier management program. This analysis shows that company is facing many issues on both strategic and operational level. It is imperative to control the present condition of the entity in order to be competitive in future. 1.2 Using the facts of the case, as well as theories and best practices that you have learned in the PROC 5820, Operations Management course, prepare a short description as to what you intend to do to address each of the 5 goals above Many methodologies can be used for operations management such as SCOR, it is a supply chain management model proposed by Supply Chain Council. Another model which is frequently used for management of operations is SCM which is proposed by global supply chain forum. These five goals of the company can be achieved by using SCM model. Supply chain management system SCM will help the company to change management functions of individuals and will help to integrate all the activities in the supply chain process. It will result in efficient communication among all departments and will reduce the excess inventory. For instance, the purchasing department places an order with all known information. Marketing department will be able to respond to the customer demand. It will enable to communicate with suppliers in order to fulfill customers demand. This kind of information shared among various supply partners will promote integra tion in the whole system. This will promote standardization among suppliers and will lead to improvement in the overall supply chain management system. Procurement Company should consider bulk shipments, through this supplier will reduce the transportation cost on imported raw materials and one will be able to receive more credit by suppliers. This can be done only through implementing effective information technology systems, so that the communication gap between different plants can be reduced. This should not

Patient Privacy Policy Research Paper Example | Topics and Well Written Essays - 750 words

Patient Privacy Policy - Research Paper Example Patient Privacy Policy Evaluation process of the policy involves using questionnaires to different departments in hospitals: workers, patient, and tests on the responsibilities that are played to observe the policy. The evaluation is in terms of the responsibility of each individual, the release of information, employee related information and enforcement of the policy (Danis, Clancy & Churchill, 2002). Evaluation on responsibilities tests the understanding on the importance of respecting the rights of patients by keeping the information on their health private and the need to be sensitive to the concerns when using or disclosing the health related information. The evaluation process also focuses on understanding the policy concerning the protection of confidential information in public areas. Evaluation also is on understanding the accountability for maintaining the privacy of its patient and the confidentiality that is in the information. There are situation that the policy to keep the information of the patients private as it is disclosed in some situations such as those for law information officials as part of an investigation when the patient is a victim of a crime. Once the information is disclosed, the information of the patient is not private as it is to the public and can be known to other people. This is a problem in implementing the policy, as there is no surety in using the information only for investigation purposes.

Consumer Ethnocentrism Essay Example | Topics and Well Written Essays - 500 words

Consumer Ethnocentrism - Essay Example On the other hand, the skepticism shown for the foreign goods in America has persuaded social scientists and researchers to conduct in-depth studies to evaluate and gauge the effect of the ethnocentric behavior of consumers. Efforts are made to summarize the gist of the six articles by eminent social scientists, dealing with this very issue and are included in the bibliography.  Consumer ethnocentrism is defined as a tendency of the natives to prefer their own goods and services, motivated by strong patriotism and fear of economic pitfalls in adopting foreign-made goods and services. Though coined in 1906 by Sumner, it became much popular when Shimp, a social scientist and professor in University of Carolina, undertook extensive studies to observe consumer behaviour in this regard. His results startled many because though it showed overwhelming inclination towards consumer ethnocentrism but the class and education pattern did have significant impact. Economically low segment of soc iety and people with temporary employment and also where there was acute competitiveness, people became more ethnocentric. CETSCALE developed by him became a measurement ‘to measure consumers ethnocentric Tendencies related to purchasing foreign- versus American-made products’ (Shimp and Sharma).  Richard Netemeyer along with his associates, tried to use CETSCALE at cross national perspectives and with multinational samples and found that ‘most of the correlations of the CETSCALE with attitudinal, belief, and ranking variables are significant and, importantly, the pattern of correlations is consistent across each countrys sample, providing evidence of nomological validity’ {Cronbach and Meehl 1955). This was a very positive aspect since the trends in global trade is fast changing towards inter-dependies and mutual cooperation.  Kucukemiroglu, Professor in College of Business Administration,