Dangers of banning religion in workplaces - Free Essay Example

Sample details Pages: 8 Words: 2322 Downloads: 7 Date added: 2017/06/26 Category Management Essay Type Analytical essay Did you like this example? Australians take pride in two matters with respect to religion: the right to be free from a government- imposed religion, and a right to practice any religion. As Reuters (2010) states Religion is a matter of belief and practice, and religious beliefs will rarely affect the duties of our employment. Nevertheless those who are faithful will always practice and carry out their custom and traditions, behaving themselves according to their beliefs. Federal and state law requires that employees not be treated unfairly on the basis of religion (Reuters, 2010). Don’t waste time! Our writers will create an original "Dangers of banning religion in workplaces" essay for you Create order However, it is often difficult to avoid conflicts between work and religion, due to the increase in population diversity. A report from the Equal Employment Opportunity Commission (2008) has described the significant increase in the number of religious discrimination charges. From this, weve come to realise how important it is for employees and employers to understand each others rights and responsibilities. Religion conflicts within the workplace can arise in a wide variety of context. An example that (Wolf, Friedman, and Sutherland, 1998) mentioned is when an employer denies for an employees request for leave to practice a religious custom, making them choose between career and religion. Another common example in the workplace is when one employee actively promotes their religious views, whilst another colleague finds it insulting and offensive. In this case, whose side should HR managers take, when one employee demands for freedom of speech, while others demand for the emplo yees termination because of what they believe to be as harassment? There are a number of ethical frameworks that can inform us in making ethical decisions. As we seek to address these issues, we will discuss the viewpoints based on the four Cs approach: Character and Culture, Care, Consistency and Consequences. CHARACTER CULTURE Religion and culture are intertwined, in that they both influence and define the set of rules of what is right and wrong. It is through these rules that help shape an individuals character, principles, values, and beliefs. As religion and culture acts as a foundation for individuals to conduct themselves, the policy of banning religion would lead to poor quality of work, as employees are unable to show their true self. Being able to act and perform in a way that reflects the type of character they are. CARE The morality of care stresses the understanding of relationships. Here the policy of banning religion within the workplace could lead to a fall-out amongst the employees and employers. As religion underpin and bonds the relationships between peoples understanding of values and beliefs. CONSISTENCY As part of the role, HR managers should be able to make impartial judgements as to the ultimate rightness and wrongness of conduct and the values to which priority ought to be given in personal, social, and political decision-making (Maclagan, 1998). To become an ethical profession, one must seek to address issues with reasonable behaviour, regardless of the motives or outcomes, as long as it satisfies the set of rules and ethical code of conduct (deontological). If you acknowledge one religion, you need to acknowledge all. For example, if one Catholic at work displays a cross, then the Buddhist may display a Buddha, the Jewish may display the Menorah symbol. So in this case, where do we draw the line? In this situation HR professions should seeks to eliminate all religious practices within the workplace or allo w them all, because inconsistencies in dealing with ethical problems within an organisation can lead to a damage in reputation, and as a result will lead to poor management and other internal problems CONSEQUENCES The principle of maximising utility by maximising benefits over costs (utilitarianism). This theory relates to this issue (banning religion in the workplace) in that the outcome of the policy will immensely benefit the organisation, as it promotes the principle of equality and social justice. RESPONSIBILITIES AND IMPLEMENTATIONS In this situation, one of the main roles of HR professions is to establish policies that clearly states that any religion practices within the workplace is prohibited, as to benefiting the interest of the organisation. CEOs should stress this point by creating a statement in the company policy that clearly states that any form of religious discrimination is not acceptable (Mesriani, 2010), and to avoid religious discrimination, no relig ion practices is allowed in the workplace (Mesriani, 2010). However, if the policy creates adversity, or will affect the companys operations, CEOs are required to look into this matter, and re-evaluate the companys performance. Nevertheless, in most cases disputes between employees and employers can be settled through simple negotiation. The actual cause in most conflicts is that people often ignore and overlook things, which leads to miscommunication between the management. 1.3 DRUG TESTING One of the main social, legal, and economic issues in todays society is the use of drugs within the workplace. As employers become more aware of this issue, they have a legitimate reason to prevent this from happening, because the reality for employers is that drugs will affect the employees wellbeing and their ability to produce quality work. As a result, this will lead to poor quality of work and will damage the companys reputation. The introduction of employee drug testing will assist HR managers and CEOs in many ways. One of the benefits is that it shows how much the company values the health and safety of its employees, not only that it also encourages its employees with substance abuse problem to seek treatment, recover, and return to work. However, as HR professions, they should ensure that the implementation of employee drug testing should not violate the employees privacy. The tests must respect the dignity and rights of the person to be tested. The employee should n ot be forced, but make their own decisions (Shaw, 2009). Here the following ethical framework (the four Cs approach) will help us in determining the outcome of this particular issue drug testing. CHARACTER AND CULTURE An organisations culture plays a vital role in shaping the way an employee acts and behave, as their beliefs and values reflects the companys overall corporate values and performance goals. The result of the drug test will help HR managers in determining the type of character that they are. If the drug test happens to be positive, then the employee is deemed to be clean and honest. On the other hand, if the result is negative the employee is proved to be a dishonest and unreliable character CARE Employers have the right to know the health and wellbeing of its employees because the organisation is directly responsible for any harm that is done to its employees within the workplace. Managers who have some knowledge of drug use in the workplace will gain a better understanding of its employees, as to why they are using it and how they can help to prevent this from happening to other fellow team members. CONSISTENCY HR managers should ensure that all drug testing are consistent amongst the different levels of management, despite of their roles or position. As the use of drug in the workplace affects the way in which employees interact with their fellow members and customers, a uniform structure will prevent inconsistencies in the results and findings. CONSEQUENCES Whether the results are positive or negative, the employees should know the outcome of taking drugs, and they must face the consequences of their actions. Should they be dismissed immediately and be charged with criminal charges? Or should they be allowed to go to rehabilitation and be given a second chance and retain their positions? As we ask these questions, lets weigh the cost of a companys high absenteeism, high medical cost, accidents, and injuries, in co mparison to a policy that monitors the use of drugs amongst employees on a regular basis. The implementation of this policy may not significantly impact the entire organizations operations, but to some extent a few employees will find it intruding to their privacy. RESPONSIBILITIES AND IMPLEMENTATIONS One of the main obligations of HR managers is their duty of care towards their employees, being able to know that theyre working in a safe working environment. As the organisation implements drug testing, CEOs should set objectives and specify the expectations and consequences of violating the policy. Moreover, in order for the policy to be effective HR managers should ensure that the drug testing is consistent; this means that everyone is equal regardless of their roles or positions. Also, the information that is sought about each individual should be kept confidential, and should only be access by given authority. 1.4 PERSONALITY PROFILING Personality profiling is the way of understanding how an individual tends to behave in an environment which helps the company to maximise the individual performance and his contribution to the company (Jirli, 2010). The introduction of Personality profiling could benefit organisations and assist HR managers in developing team work, as it acts as a tool for recruitment staff in determining the best match for that particular job. However, as Trull (2005) states Gaining an understanding of motives or the dynamics of personality is virtually impossible using most objective assessment since the questions is generally behavioural in nature. As we seek to address this issue, the four Cs approach will assist us in assessing the significance of this issue of personality profiling. CHARACTER AND CULTURE Employers have a legitimate claim upon any information that is relevant to an employee, as they are contracted to perform specific roles within the organisation. However, because the personal information identifies what type of character the employee is, HR managers should keep each profile restricted to a certain level. The profiling of the job applicant will guide assessors on how to distribute the tasks amongst the team, based on an individuals qualities, background, culture, qualifications and behaviour. CARE Personality profiling amongst employees has allow managers to pay attention to specific aspects of an employees life. This means that, in certain circumstances managers are able to interact one on one with the employee with the aim of helping the employee out with their problems. Since, one of the roles of HR managers is to take reasonable care to avoid acts or omissions that would likely injure a person (Raniolo, Ellison, N.A). The act of doing so would prevent unnecessary trouble CONSISTENCY One of the main things that HR managers try to avoid is to discriminate or show favouritism and prejudice towards one employee, particularly i n this situation. As professions, managers must be very cautious and avoid being bias because this will affect productivity and trust between employees and managers. Hence, HR managers should not judge the performance of a particular employee based on a certain characteristic or aspect of their profile, for example, religion, background, or appearance. CONSEQUENCES Establishing a personality profiling policy may benefit the organisation in that they get a better understanding of the individuals. However, the result of this may be inaccurate which in the long term may have a negative impact on both the employees and employers. For example, two people may mark that they drink more than 3 glasses of alcohol a night. Does this mean that they both drink for the same reason? One may drink in order to get to sleep, while the other is depressed and another may party every night. There are so many possibilities as to what the motives for ones actions RESPONSIBILITIES AND IMPLEMENTAT IONS There are countless obligations for HR managers and CEOs in this particular situation. However, the key question here is Would personality profiling result in an inaccurate perception of the life and role of the profiler? As a result, the findings of this field may attract individuals who are poorly suited to competent practice. CEOs should diligently try to make business decisions and take actions that are guided by their values or moral code. However, human behaviour is probabilistic not deterministic (Miller, 2003). Therefore, personality profiling can only be used as a starting point. CEOs need to understand how this practice may benefit or harm the organisation, both short and long terms and HR managers should determine on how personality profiling can help the individual adapt to the organisations culture. 1.5 CONCLUSION The implementation of new policies within the workplace and the banning religion within the workplace is a delicate issue that must be handled properly. Communication to the employees is critical as well as employee involvement in the implementation of any kind of policy formation. HR managers must be able to foresee problems that might occur including those ethical issues that may arise and CEOs should develop strategic plans to prevent any conflict that may occur between an employee and an employer. On the other hand, employees should be encouraged to realise their personal responsibilities under their contract, particularly those who deal with personal information on a regular basis. The policies and procedures must be clearly stated and followed for an organisation to be properly protected. Employee contracts should state that the organisations policies are fundamental to the employers business and must be adhered to at all times. Failure to adhere to policies should be spec ified to be a breach of the employees terms and conditions of employment which could lead to dismissal on the ground of misconduct. Procedures should be implemented by employers for employees to ask questions about any policy in operation. As such, the implementation of the policies above should be executed properly to ensure its full effectiveness. Reuters, T. (2010). Religion in the Workplace Employee Rights Centre. Retrieved 20th April 2011 from https://employment.findlaw.com/employment/employment-employee-discrimination-harassment/employment-employee-religion-discrimination-top/employment-employee-religion-workplace(1).html Gadget, M. (2010). Religion and the Workplace. Retrieved 20th April 2011 from https://hubpages.com/hub/BELIEF-FAITH-AND-RELIGION-IN-THE-WORKPLCE Shaw, T. (2009). Ethical Considerations when Drug Testing in the Workplace. Retrieved 22nd April 2011 from https://www.recruitmentdirectory.com.au/Blog/ethical-considerations-when-drug-testing-in-the-workpl ace-a194.html Raniolo, R Ellison, M. (n.a). Duty of Care. Retrieved 30th April 2011 from https://www.swtafe.edu.au/Staff/policies/policies/docs/institute/Duty_of_Care_-_Minter_Ellison.pdf Miller, J. (2003). Human ecology. USA; Acid Free Paper

Essay on A Brief Biography of Edgar Allan Poe - 617 Words

Edgar Allan Poe Edgar Allan Poe was a famous author, poet, editor, and literary critic. Poe wrote Mystery, Horror, and detective fiction. Edgar Allen Poe had a difficult life; he had troubles with family, employment, and depression which ended his life. Edgar was born on January 19th 1809 in Boston Massachusetts. His mother died when he was 2 and his father abandoned him and his siblings as a child. After he was given up for adoption at a young age, soon was adopted by the Allan family. When he was young his family sent him to a grammar school in England where he learned Latin, French, math, and history. Edgar then returned to America to continue his studies. Edgar attended collage at Richmond, Virginia but only went for†¦show more content†¦Poe was unsatisfied with the low payment he was receiving so he moved to New York in 1837. While he was in New york he wrote a book called The Narrative of Arthur Gordon Pym jobs were low. Then in 1838 he moved to Pennsylvania to seek fo r better work. He got offering jobs for magazines in Penn. Poe published his book Tales of the Grotesque and Arabesque while in Philadelphia. The book did not sell and Poe was still in need for money and a steady job. He soon but surely became known around for the cause of writers needing a higher wage and for a copyright law. Poe moved back to New York to publish work that would soon become popular. In January Edgar published the book The Raven and became a well-known writer. He also was known for talking about better pay for his work and would give speeches to the public. Poe published two other books that year and also became an editor for the Broadway Journal. Before he became famous for his work he struggled for jobs and hopped around until he became known to the public eye for his talent of writing. But all came to an end, Poe then moved into the county in 1846. His wife had tuberculosis while he was in Penn. In 1838. His wife died in the winter a year later in 1847. Poe had g otten writers bock and became depressed and started drinking. He joined The sons of temperance in Richmond to try to stop his drinking problem. I then started to fancy a woman namedShow MoreRelatedA Brief Biography on Edgar Allan Poe Essay882 Words   |  4 PagesEdgar Allan Poe was born in Massachusetts, U.S. on January 19, 1809. Poe`s parents were Elizabeth Arnold Poe and David Poe Jr. Poe was named after a character in William`s Shakespeare King Lear. Poe was baptized at Episcopal Church in 1812.His mom was an actress and his dad was an actor. Poe`s dad abandoned the family in 1810. Poe had 2 siblings. His brother was named William Henry Leonard he was a writer, sailor, and poet. He was born in Boston on Jan 30, 1807. Poe`s brother died August 1, 1831Read MoreEssay on A Brief Biography of Edgar Allan Poe542 Words   |  3 PagesEdgar Allan Poe is best known today as one of the most intelligent and original writers in American literature. Many poets and story writers base their stories upon events and even aspects in their life. In the subject of this, it is so relatable to write about because there is some truth in the words. Edgar Allan Poe is said to be one of these people because his stories actually relate to his tragic, life. He was known for leading a very depressing life that was full of loss and grief of loved onesRead MoreA Brief Biography of Edgar Allan Poe Essay1001 Words   |  5 Pages Thesis Edgar Allan Poe was a fictional writer that astonished readers with his many mysterious poems and his tales of horror such as â€Å"The Raven†, â€Å"Annabelle Lee†, and â€Å"The Fall of the house of Usher†. Biography Edgar Allan Poe was born on January 19, 1809 in Boston Massachusetts. 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Poe never lived the happiest of lives, but his writing is extraordinary, both for its execution, and for the sheer elegance of the words which he found to write upon the page. Death is amo ng one of the recurring themes which Poe explored. Dark andRead MoreThe Tell Tale Heart By Edgar Allan Poe1161 Words   |  5 PagesOut of a vast quantity of these English historians, one stood out to me, his name is Edgar Allan Poe. Poe’s writing had its own unique gothic and horror style. The story, The Tell-Tale Heart is one of his very popular pieces of literature, it not only tells a story, but uses Poe’s unique style of writing to silently incorporate different genres, themes, and symbolism to create a sub-story within the text itself. Poe was born in Boston Massachusetts on January 19, 1809. 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Three Day Orientation and Training Program - 1173 Words

Introduction Orientation of the company and job training is the first crucial step to ensuring a positive performance from both new and old employees. Proper orientation and training the employee s involves a continuous process that must begin at the time of hire to ensure a since of employee value and company involvement. Orientation will reduce: job training cost, employee anxiety, employee turnover; and improve: employee attendance, performance, and over-all skills available. Well developed orientation programs will also develop a better understanding of job requirements, positive attitudes, and job satisfaction for the employee s, as well as, saving valuable time for the trainers involved. When implemented as an on-going process,†¦show more content†¦In large organizations the orientation process is shared by the job supervisor and the human resource department. The first step to new employee orientation is to welcome the employee to the organization and get them comfortable working with you. Well developed orientation programs makes a new employee feel important, like they are part of the organization and what they contribute will be meaningful and appreciated. Expressing your excitement and eagerness to get him or her started and joining the team will, in turn, get the employee excited and eager to learn more about the organization and the job. The job supervisors needs to allow plenty of time for a detailed orientation session, in order to benefit from the long term effects of the more productive and happy employees. Make sure the employee understands all the material covered and offer to answer any further questions that he or she may have. 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Below are the sample questions: †¢ Tell us why this job at google is important to you? †¢ Where are you currently employed or where did you previously work? †¢ Describe a typical day of work for an HR analyst? †¢ What aspects of the HR analyst position would you like to challenge you? †¢ Why should we hire you as HR analyst? †¢ Explain the strategy that you will enforce as an HR data analyst if you get the job? For the Analytical

The Great Honor Of The Hundred Acre Woods - 1711 Words

From the ancient ceremonies of China to the Hundred Acre Woods, tigers have had iconic roles in cultures around the world. They symbolize strength, energy, and wealth, and to be associated with one – whether through birth signs or personality traits – is a great honor. Their time on Earth, however, may one day come to an end, and they will be reduced to legends and storybook characters unless we do something to help them. Tigers are beautiful, powerful, and majestic creatures that are being wiped out by humans. If they’re not dying from habitat loss, they’re being hunted for their fur and bones to make fancy clothes and traditional medicines that can be easily replaced with aspirin. We humans act as though our higher intelligence gives us†¦show more content†¦Tigers can eat about 88 pounds of meat at one time and will hunt every eight or nine days. They are not house cats. They are strong, smart, and independent animals that need the respect they are due. Historically, there have been nine subspecies of tigers. Three have become extinct in the last century: the Bali tiger, the Caspian tiger, and the Javan tiger. One subspecies, the South China tiger, is on the top ten list of endangered species list and is projected to disappear in the next ten years. The remaining five subspecies are the Siberian, Bengal, Malayan, Indochinese, and Sumatran tigers. Including all the subspecies, there are fewer than 3,200 wild tigers left in the world. Each of these subspecies inhabits a specific geographical location; the disappearance of a subspecies means the disappearance of tigers in an entire area. For example, when the Caspian tiger, which lived in the Middle East from around the Caspian Sea through Kazakhstan, was declared extinct in the 1970s, tigers weren’t to be found farther west than India. The loss of a subspecies is a very big deal for the ecosystems they occupied. There are two main reasons for the endangerment of tigers. The first reason is poaching. Tigers are often hunted for their fur to make clothing and fashion accessories in both Asian and Western countries. Some traditional Tibetan robes

Functional Areas Free Essays

string(109) " fourth step is to make sure all people have resources, which they intend to share with the others involved\." Functional Area Interrelationships: Kudler Fine Foods Charles Burt, Megan Engelking, Lou Gamache, Rebecca Lanham, and Julie Lee University of Phoenix BUS 475 July 24, 2011 Phyllis Koch Functional Area Interrelationships This paper is based on the Kudler Fine Foods (KFF) virtual organization scenario presented in University of Phoenix Business 475 course (Apollo Group, Inc. , 2009). The following topics will be covered about KFF; the main motivation for the KFF existence from analyzing the vision, mission, values, goals, and the basis for the type of managerial structure employed by KFF. We will write a custom essay sample on Functional Areas or any similar topic only for you Order Now We will identify the key positions that support that organizational structure; explaining all steps of the collaboration process among the serviceable sections that must be employed to accomplish organizational aspirations. An action arrangement is to execute the collaboration process, giving an example of the use of lateral and vertical collaboration within KFF will be given. Another topic will be identifying the key stakeholders and their roles needed to achieve the executive goals, and recommend the collaborative interactions among the significant stakeholders to facilitate the organization’s accomplishments. Reason for Existence Analyzing the strategic plan of KFF reveals the primary reasons for the organization’s existence, and that key components are established for the future success of the company. The mission statement is one of those key components. The mission statement states that the organization is committed to customer satisfaction by providing the finest of foods coupled with knowledgeable, experienced, and helpful staff (Kudler Fine Foods – Our Mission, 2003, Para. 3). The purpose for a mission plan is to provide guidance for the actions of an organization and to help direct decision-making. The mission plan will further identify organizational goals along with the responsibilities that exist to the customer and other stake-holders. KFF has established a mission statement that identifies strong commitment to company goals and values. Another key component to strategic planning is the vision. A vision statement provides a final objective or goal for the organization. Furthermore, it identifies the future result when objectives found in the mission statement are met. Although little is mentioned in the virtual organization link for customers to see about a specific future vision for the company, one may gather the future expectations highlighted in the mission plan. Visionary thoughts include the expectation for KFF to be â€Å"the purveyor of choice for customers aspiring to purchase the finest epicurean delights† (Kudler Fine Foods – Mission Plan, 2003, Para. 3). However, strategic plan the vision Is stated for internal use that â€Å"Kudler Fine Foods will be the premiere gourmet grocery store for those savvy shoppers who are searching for the finest meats, produce, cheeses, and wine† (Kudler Fine Foods – Strategic Plan, 2003, p. 3). The values and goals of KFF contribute to the strategic plan of the organization and identify further reasons for the existence of the organization. The people at KFF understand the high standards that exist in providing quality food. Furthermore, they understand the responsibility to the community and their employees. By taking extra measures, KFF fulfills this responsibility with its Social Responsibility Statement. In an effort to contribute to the local economy, buyers will seek to purchase from local organic farmers when high standards are met. The bakery takes extra steps to ensure healthier baked goods through the use of unbleached flour and seeing that ingredients have no preservatives. Additionally, and certainly noteworthy, KFF rotates food from the shelves and donates food still in â€Å"good† condition to local homeless shelters and food kitchens (Kudler Fine Foods – Strategic Plan, 2003, p. ). These efforts demonstrate the commitment to values and the identified social responsibility. KFF reveals many reasons for the organization’s existence through its use of the company’s mission, vision, values, and goals. Organizational Structure A business’ organizational structure is critical to the business and the employees. An organizational structure is â₠¬Å"the manner in which an organization arranges (or rearranges) itself† (Fontaine, 2007, p. 6). At Kudler Fine Foods (KFF) the organizational structure that they operate under is a functional structure. A functional organizational structure is a structure where the position and function of employees are clearly specified. The business is divided into separate departments with specific tasks (Pearce ; Robinson, 2009). KFF has a hierarchy of authority, which defines who is in charge of which fundamentals and who reports to whom. The decision making, ideas, and plans come from the top hierarchy, in this case Kathy Kudler, the president of KFF. KFF has a vertical dimension with several levels of management. Kudler Fine Foods has a total of three stores that make up the framework of the organizational structure. For instance, the president is at top working with the three store managers. Each store has the same structure hierarchy beginning with the store manager. Under the store manager is the assistant store manager and continues to branch out to the four different department managers – produce and foodstuffs; spirits, cheeses, and wine; meats, and seafood; bakery, and pastries. The key positions that hold the structure together is the administration staff consisting of the president, director of administration and human resources, finance, and accounting, and store operations. Many levels of management exist in the structure. Every employee has a defined role, all of which with the common goal of meeting the needs of the consumer. Kudler Fine Foods operates in a centralized manner allowing KFF to have more upper management control. With a functional structure every employee’s role is important to the vision and goal of the business. Collaboration Process â€Å"Today’s enterprises are striving to create more specialized features through globalization and  collaboration† (Park, 2003, p. 5). Several steps are in the collaboration process. The first step is for all the people in the process to come to an agreement on the collaboration process. The second step is for all the people involved in the process to understand the need of reaching the same goal. The third step in the process is for all people involved to work together and share the responsibilities in making the decisions. The fourth step is to make sure all people have resources, which they intend to share with the others involved. You read "Functional Areas" in category "Essay examples" The fifth process is making sure everyone knows that with the shared responsibility, during the collaboration, each person is also responsible for the outcome. The final step in the collaboration process is establishing trust among everyone involved. Trust is a huge factor into how well a team performs. After working out all the details to the steps in the collaboration process, the members must make sure the schedule and guidelines are discussed and followed. Developing guidelines is a way to make sure all people involved are held accountable for the inactions or actions within the group. Kudler Fine Foods has started the collaboration process and the first KFF needs to do is have the purchasing and inventory manager’s start the process. The largest success of Kudler Fine Foods is the customers continuing to shop at the stores. To keep the customers coming back to Kudler Fine Foods, the collaboration team needs to consider the needs and wants of the customers. The inventory manager will assist by advising the team what products are selling and what products are not. The product manager may determine a better position in the store to make sure the non-selling items sell or the two individuals may cut back on that particular product to lessen the overhead. Kudler Fine Foods will need to implement an action plan to keep customers coming back, but also to introduce new products to the customers. Kudler Fine Foods has initiated a frequent shopper program, which enables customers to earn rewards with purchases. Rewards are coupons or a certain dollar amount off the entire shopping order once a certain level of purchases is met. KFF must also increase the marketing of the company and the rewards program to make sure the customers aware of the program. The marketing manager can collaborate with the inventory and purchasing managers to discuss how to best implement a successful marketing plan. Setting these processes in motion will give KFF an advantage above the competition Lateral and Vertical Collaboration Lateral collaboration occurs between the equivalent level of employees within the organization, and vertical collaboration would be between employees with a superior and subordinate relationship. An example of vertical collaboration occurred when Kathy Kudler coordinates the selection of sale merchandise with the store managers during the weekly operations meetings. Kathy has oversight of the entire organization and directs the merchandise and sale processes with her subordinate store managers. Good lateral collaboration is illustrated by cooperation between store managers in facilitating resupply of advertised merchandise between stores, to the stores with a higher demand. Kudler Fine Foods has no consistent purchasing procedure. The three department managers at each store independently place orders with suppliers based on the department manager’s subjective assessment of store requirements. Further, the onus is on the department manager â€Å"to obtain the best pricing, quality, and delivery possible† (Apollo Group, 2009, Supply Chain Overview, para. 1). This purchasing structure lacks both vertical and lateral collaboration and relies on the individual department managers to take additional steps to coordinate purchasing with other department managers. No mechanism for department managers to compare or discuss store needs among counterparts and no consistent pricing structure between store locations. A vertical disconnect is evident in that Kathy Kudler also places orders independent from the store managers. An action plan to improve both vertical and lateral collaboration within Kudler Fine Foods involves improvements to the purchasing process. Department managers would be required to have a department manager weekly review meeting where store merchandise needs, trends, and purchase requirements would be compared, discussed, and coordinated laterally into a purchase order plan. This purchase plan would be submitted vertically to a central purchasing agent at the administrative level who would facilitate the negotiation and purchase from suppliers to ensure the best pricing and quality. Key Stakeholders Kathy Kudler is the founder of KFF. She is the primary stakeholder, and because the company is a privately owned entity there are no shareholders in the company. The company does have investors who have a stake in the company. The investors or stakeholders are both internal and external and are monitored by the company. The stakeholders include the employees, consumers, suppliers, banks, and Kathy Kudler, and each can have an affect or be affected by the company. When Kathy first decided to create Kudler fine foods, she obtained financing. This is done generally through banks. Banking institutions will extend credit terms to consumers such as Kathy. Kathy can also go to these banks when she is obtaining funding for new stores or launching new products. Banking institutions can also help with extending the line of credit when peek seasons are low and profits might not be as large. The main point of financing comes from banking institutions. The staff of KFF is critical to the daily operations of the company. These employees have direct contact with consumers and serve as a primary point of contact for Kathy and consumers. Employees contribute to labor and the expertise to the company. In daily activities these employees are responsible for the growth of the stores, the appearance stores, maintenance in the stores, training new staff, and picking up the slack when other employees are not available. Because Kathy is not available daily to complete these activities it is important for the staff to complete these activities and ensure the success of the company. Consumers are a large part of the company, it is important for the consumers needs to be met, and this is done typically through purchasing goods. Customers rely on employees and Kathy to provide the goods that they are willing to purchase. Customers’ requests need to be met and Kudler has to decide whether the requests of the customer can be met or are feasible for the company to provide. If the products are not available to the consumer the company needs to look into alternate options to solve the problem and to keep the customer. Suppliers can also play an important role in the company. These suppliers are the backbone of the company and provide all the products necessary for the company to be successful. KFF have suppliers for wine, cheese, fresh produce, organic meats, and all bakery items. These come from both local and national suppliers. The local products ensure the highest quality of products and these suppliers need to remain on good financial terms to continue to build a business relationship. Conclusion Kathy Kudler has achieved success by hiring managers who take social responsibility seriously because he or she already has firm intuitions about what constitutes ethical and unethical conduct (Heath, 2006). The success of the company has many factors that contribute. The way that the stakeholders of the company relate and work together are important factors in any companies’ success. KFF has achieved the success the company has because of their ability to interact positively with all the stakeholders in the company. The existence of the company is to serve the customers of the community with the highest quality of gourmet foods. Kathy Kudler’s mission, vision, and values have made the company a success and a reality. References Apollo Group, Inc. 2009) Kudler Fine Foods; 2003 Strategic Plan. Retrieved July 24, 2011 from https://ecampus. phoenix. edu/secure/aapd/cist/vop/Business/Kudler2/intranet/ad/strategicPlan. htm Apollo Group, Inc. (2009) Kudler Fine Foods; Supply Chain Overview. Retrieved July 24, 2011 from https://ecampus. phoenix. edu/secure/aapd/cist/vop/Business/Kudler2/intranet/op/supplyChainOverview. htm Fontaine, C. W. (2007). Organizational Structure: A Critic al Factor for Organizational Effectiveness and Employee Satisfaction. Retrieved from professorfontaine. om/files/Organizational_Structure_White_Paper_v7b. pdf Kudler Fine Foods, About Kudler Fine Foods – Our Mission, 2010, Retrieved from: https://ecampus. phoenix. edu/secure/aapd/cist/vop/Business/Kudler2/internet/about. htm Kudler Fine Foods, Strategic Plan, 2003, Retrieved from: https://ecampus. phoenix. edu/secure/aapd/cist/vop/Business/Kudler2/intranet/ad/StrategicPlan2003. pdf Pearce, J. A. II, Robinson, R. B. (2009). Strategic management: Formulation, implementation, and control (11th ed. ). New York, NY: McGraw-Hill. How to cite Functional Areas, Essay examples

Economic and Social Implications System †Free Samples to Students

Question: Discuss about the Economic and Social Implications System. Answer: Introduction: People used to refer to the unknown reasons of societal risk as the "witchcraft" in Europe and North America. As the society developed, the idea of the witch had been virtually eliminated. Historically, the church did not believe in the witchcraft, but it took the responsibility of sustaining the societal welfare. Today experiments take place to decide the real causes of risk in different conditions. The modern science is against the self-delusion as it relies on the process of critical inquiry to discover the source of errors and uncover the truth. Skeptical could provide evidence that the witch effect does not exist in fact. The importance of the analysis of the witch effect and the witchcraft phenomenon of the early days is to realize the fact that what actually happens in the society and creates a risk to people is totally different from what they think as a reason. This phenomenon leads us to learn from the past experiences and consider their effect today. Also, the way the chur ch had treated the fear of people from the natural risk that affected them provides us with insights about the political system adopted in the past and how it had affected peoples' life. The power of the institutions have been increased as they used peoples' fear to govern people who believed that the evil was the cause of all the negative events, not the princes and pops. The argument by Trevor-Roper that the witch craze exists in the mindset of the renaissance, reveals that the human progress was not easy or simple. The political power used to respond to the unknown risk rather than to investigate it and control its effects. This approach represents a dream of risk-free life that would never take place (Clark 1980). The basic nature of risk assessment is mainly caused by people interest in resource management. The natural resources carry good and bad at the same time, for example, the river that carries water necessary to drink and irrigation also brings floods. This context is more realistic than the witch effect, as people have to adapt and cope with the events rather than use their imaginations and fiction to interpret the events that cause risk. The anthropological studies showed that the early societies used to adjust peoples' behavior to cope with the environmental risks. On the contrary, the modern societies have tended to pursue a different course of adaptation to reduce the variability of nature and control the environment by using large, capital intense and long-term projects. This modern approach could also succeed in achieving short-term goals. An argument to the modern approach assumes that the short-term achievements were at the expense of the long-term unexpected consequences, whi ch means that policymakers did not consider the uncalculated risk. The efforts made by the governments today aim to control risk, but each policy has positive and negative effects. The control of a risk is responsible for another risk which is not considered in planning for a solution to the first emerging risk. For example, preserving the forests by sustaining their varied and preserving the biological conditions. The invariability of the insecticides control, insects could spread in the entire forest, which requires continuous efforts in RD to prevent the evolution of the risk to become an epidemic. It is important to plan for eliminating the causes of the risk rather than to focus on the symptoms (Clark 1980). The same situation occurs in controlling the risk of the disease in the human beings. The control of uncertainty may result in increased vulnerability to become a disaster. For example, polio disease is still creating a big threat to the public health worldwide. The public health officials seek to eliminate the disease from the entire population that is why they conduct campaigns to ensure the total elimination of the disease. If the officials started to consider that polio does not represent a risk anymore, this could lead the society to face a real epidemic. Here we assure again that continuous monitoring and evaluation should take place to prevent any sort of potential risk. Moreover, the evolutionary biology results in substantial genetic differences in the population's survival. One form is likely to adapt to the environmental condition better than the others. Which means that some people will be able to adapt to the environmental changes, while others will fail, but the variation in the environment is likely to prevent a certain form from replacing the others. It is a mercy from God that the environment changes or many types of lives that cannot adapt to the environment would have been disappeared. The uncertainty of the natural system is a result of the dynamism of the system. It evolves continuously, as policymakers think they could control it and feel optimistic they are surprised by a wave of risk and hazard. The variability of the natural system plays a critical role in creating and maintaining relationships among the system components. The elimination of variability results in the creation of new relationships that people find that they have to deal with a new sort of variability. This leads us to realize a fact that resource management is a complex process that yields different and surprising new circumstances over the time. The resource management scheme should be designed in a resilient way to be able to cope with the unexpected conditions and the variability of the resource system. To overcome the system variability, uncertainty-tolerant management policies have emerged in the form of "soft-failure" system that goes beyond the resource management system. This approach represents the aggregate risk assessment as it measures the probability of risk, makes trade-offs, calculates the social risk-benefit and defines the common goods (Clark 1980). Risk detection is very important to ensure the public safety. The advocates argue that regulation failed to detect risk of introducing the American drugs. They seek the best safety conditions to the public and people represented in the drug review panels. This situation represents an argument of ensuring the public safety from different parties, the regulating party which is the main responsible for assuring public safety, the advocates of the peoples' safety who argue that the regulatory framework did not provide sufficient guarantees for public safety and the peoples' representatives in the drug review panel. The Congress which shows responsive action to the importance of drug safety by intervening the FDA on regular bases. The Congress efforts failed to meet the requests of the FDA in representing a legislative mandate that balances between the risks and benefits of a public good in a democratic way. This situation transformed the public safety issue into a political issue. Which means an involvement in the process of risk assessment that considers the basic goals to contribute in the public interest. Joshua Lederberg a systems analytic- argues that issues related to the public health are complex, time-consuming and expensive. That is why it should not be treated as a plausible safety measure as it might lead to increase in the total risk. The experimental design is different from the routine issues. Deregulation could be a solution, but it does not assure the total public safety. An appropriate risk assessment needs to emerge from empirical experiences from different countries governed by different regulations (Clark 1980). The three represented approaches to risk management aim to manage risk to establish a more predictable environment with better response to it through the contribution of different parties, including, politicians, regulators, advocates and people. Collective efforts are coordinated in order to manage the unexpected events that evolve continuously. Risk management is coping with uncertainty in an effective way, with creativity and confidence to the changing environment. Increasing the risk-taking ability should be the main target, not the accommodation with the unknown as represented in the first approach. The three represented approaches show the improvements in the human ability to manage risk through the knowledge of both of the risk and the benefits, making trade-offs and the reaction to the unexpected changes in the environment. Despite the emergence of the "risk-free" earning strategies, Boehm-Bawerk's Law theory has emerged. It assumes that the greater benefits could arise from the greater uncertainty through risk-taking. This theory represents the basis of the strategic corporate planning, as entrepreneurial success depends on its ability to take the risk. The ability of the entrepreneurs to take risk is considered as a biological factor that enables them to cope with risk. Different researchers have argued the issue of quality control and its effect in managing risk, others argue the importance of a rigorous science to eliminate the exploitation and incompleteness that characterize risk science today. This research has effectively differentiated between the old ways of risk management by just responding to it and the contemporary risk management with its ability to control risk and manage the social safety. Learning from errors is a central notion of the modern policy analysis. The rational management is used to evaluate policies and its evolution in different fields of examination (Clark 1980). Personal and societal responses to risk An example of a societal risk is the great failure of Malaria control in Africa. Malaria is still the most important parasitic disease that threatens the humans' lives. About 600 million malaria cases occur every year and 1 million deaths because of it. The majority of infections takes place in sub-Saharan Africa, it is considered an obstacle to development (Kouyat et al. 2007; The European Alliance Against Malaria 2007). Item People affected by the disaster Management Imposition People resist chloroquine, but they accept pyrimethamine-sulfadoxine Imposed antimalarial drug worldwide called 'chloroquine' Voluntariness People kept refusing chloroquine Volunteering efforts are made by WHO and the UNICEF Equitability Chloroquine is the main treatment of Malaria in Burkina Faso. The people resist this drug Suggested to switch from the chloroquine to ACT State of knowledge Peoples' disagreement about risk stems from their resistance to change, they tend to reject any information that seems inconsistent with their beliefs. The population state of knowledge is high. The management of societal risks in Burkina Faso failed to gain the acceptability of risk to the community Proximity People in Sub Saharan Africa are the most affected people with the Malaria pandemic. The proximity of infection and death is very high The proximity of risk is very high as people refuse to take the chloroquine and ACT is not available in the market. Time In the case of Malaria pandemic in Burkina Faso, the consequences happen as a continuous process as nothing could prevent it. No series actions were taken by the government to set a time limit to the expansion of infection. Extreme value The severity of risk that people face increases. It also leads people to focus on the extreme values of consequences. It also represents a high level of fear to people as their children die daily with no hope for a suitable solution. The UNICEF argues for the necessity of developing strategies to prevent Malaria and the adopt practices of personal hygiene Dread Malaria in Burkina Faso is highly endemic and the main cause of morbidity and even mortality The ministry of health has arranged for a national meeting to discuss the options of malaria treatment that suggested to switch from the chloroquine to ACT Unknown People ignore the fact that the ACT is unavailable in the market. The World Health Organization (WHO) also discovered that the decision of switching to ACT was not developed in practice and the drug is not available through government health services The UNICEF also argues for the necessity of developing strategies to prevent Malaria and the adopt practices of personal hygiene. Number affected People and their children die every day. As a result of the affection. It kills a child every 30 seconds About 600 million malaria cases occur every year and 1 million deaths because of it. Sources: Kouyat et al. (2007), The European Alliance Against Malaria (2007), UNICEF (2012), Slovic (1987) and Viner (2018). Legal and victim views of risk The general statements of expectation of theWork Health and Safety Act 2012of South Australia (SafeWork SA 2012 p.1), are as follows: Establish health and safety duties, including the primary duty to protect any person from exposure to hazards and risks that arise from work. provide for worker representation, consultation and participation including through Health and Safety Representatives and Health and Safety Committees. Assessment of risk in relation to a class of hazards, tasks, circumstances or things (South Auatralia 2017 p. 56) all hazards, tasks, things or circumstances in the class are the same; and the assessment of risks for the class does not result in any worker or other person being exposed to a greater, additional or different risk to health and safety than if the risk assessment were carried out in relation to each individual hazard, task, thing or circumstance. Regulations and codes of practice in relation to reasonably practical According to the Government of South Australia (2015 P. 6-7): 'In accordance with SA Health Policy Directive Work Health, Safety and Injury Management, SA Health acknowledges that the strategic and operational management of risk is integral to everyday sound management practice and good corporate and clinical governance. Roles and Responsibilities: The following Roles and Responsibilities are specific to this policy directive and should be read in conjunction with SA Health Policy Directive - Roles, Responsibilities and Governance (WHS): 5.1 Chief Executive / Deputy Chief Executives Will take reasonably practicable steps to: Exercise due diligence to ensure compliance with the intent of this policy directive and associated procedure; Establish awareness and accountability for the implementation of this policy directive. The four common law tests of negligence from a defending lawyer point of view The case represents Samarco iron ore mine disaster that resulted in the collapse of the Fundo dam at Mariana and caused a death of 19 people, damaging of villages and hundreds of homeless people beside of the pollution of the river. Samarco is owned by BHP and fellow iron ore giant Vale. It is considered as the largest disaster in Brazil's history (Lannin 2017). The case of Samarco reveals the lack of an emergency plan, problems in the licensing process, failure of the supervisory, and the negligence (Neotropica 2016). The four common law tests of negligence could be discussed according to Thomson (2015), Belmans (2017) and Ong (2016), as follows: The test of causation: The government of Brazil is the plaintiff of the disaster and Samarco has agreed to pay $US2.3 to the government to compensate the damages that took place after the collapse of the Fundo dam. Foresee-ability: The investigations that took place after the disaster revealed that BHP, Vale and Samarco are the direct responsibiles for the disaster due to a range of construction and design flaws. This puts a burden on the owners of the mine and they will respond accordingly. Controllability: The owners of the mine confess their responsibility for the disaster and decided to finance the efforts of cleaning up Samarco by allocating $US181 Mn. and $US133 million to the Renova Foundation, the charitable organization responsible for restoration works and compensate people and $US48 Mn. to run the mine. Reasonableness: The owners of the mine take the responsibility of eliminating the consequences of the disaster on the side of the environment, the homeless people and the work activities in the mine. Samarco Dam failure The risk assessment techniques are used to describe the means of combining qualitative ratings of consequence and probability to yield a risk rating (Peace 2017). Risk assessment is the basis for successful health and safety management, it is essential for reducing the occupational diseases and work-related accidents(Wijeratne, Perera Silva 2014). The successful risk management involves technical and social complementary functions. The social functions include actions related to the institutional dynamics necessary to communicate and understand the risk results and action implementation to reduce risk (Murnane, Simpson Jongman 2016). The disaster of the fall of the Samarco dam in 2016 has been negotiated by different governmental entities to evaluate the environmental and socio-economic damage caused by the disaster. The time period since the disaster happened is not enough to accurately evaluate the environmental and socio-economic damage that happened as a result of the disaster. The government has allocated a fixed amount of money of BRL 240 Mn. per year to cover the expenditure needed for compensation of the disastrous consequences. These disbursements are scheduled with a limited contribution for the first six years for the victims of the disaster. The Federal Prosecutor's Office offers the settlements primarily to the companies to protect their assets at the expense of the affected populations and the environmental needs. Moreover, it does not offer a mechanism for any foundations to implement projects required by Samarco. The MPF and the Public Prosecutors Office of the State of Minas Gerais in 2015 have e stablished an environmental guarantee of BRL 1 Bn. to fund the compensation. In addition, in order to better understand the consequences of the disaster, a multilateral agreement was established between several governmental entities and Samarco in 2015 to conduct a series of measures for emergencies including the water supply to certain cities (Salinas 2016). Management involves two components, risk determination and risk evaluation. The determination of the risk consequences involves the consequences of the potential risk, its magnitude and impact. The risk could be classified into four types of undesirable consequences representing the different severity and predictability. Crockford (1986) as cited in Tummala Schoenherr (2011) classifies them in trivial, small, medium and large. He assumes that the trivial consequences occur with a very high frequency, Many financial advisors and fund boards are reevaluating the organizational structures in relation to risk management through the adoption of more formal risk management practices. They adopt different approaches according to size, resources, business type and complexity of funds (The Investment Company Institute 2011). Stakeholders have to adapt to the needs and dedicate internal and external resources to assist in the risk management needs (Deloitte 2016). With regard to the previous analysis, the severity of the Fundo dam collapse is very high. After one year of the disaster, 43 million m3 of iron ore are still causing environmental damage and polluting 668 km of water (Do Carmoa et al. 2017). BHP Billiton Brasil Ltda has signed an agreement to fund a US$181 Mn. to support Renova Foundation and Samarco Minera financially. About US$48 Mn. were allocated to Samarco to carry the ongoing repair works in the short-run and cover facilities to support restart planning with a value of US$42 Mn. and the rest of the fund of US$6 Mn. were allocated to fund the experts contracted with the compensation programs (BHP Billiton 2017). Moreover, the total support allocated to Samarco by the various stakeholders accounted for US$137,097 in the first half of 2017 and US$142,000 in the second half of 2017. It is also expected that two more stakeholders will contribute with US$313,000 to directly fund the compensation programs continuously. All of these agreements are held under the control of Samarco (Samarco 2016). References Belmans, K 2017, How negligence caused Brazils worst environmental disaster, viewed 17 April 2018, https://generatietransitie.be/en/news/how-negligence-caused-brazil%E2%80%99s-worst-environmental-disaster. BHP Billiton 2017, BHP to fund $181m for more Samarco dam cleanup, viewed 17 April 2018, https://www.mining.com/web/bhp-fund-181m-brazil-dam-cleanup/. Clark, W 1980, 'Witches, floods, and wonder drugs: Historical perspectives on risk management', Internaational Institute of Applied Syatems Analysis , Austria. Deloitte 2016, 'Risk management for alternative investment funds Deloitte: Your partner of choice', Deloitte, Luxembourg. Do Carmoa, F, Kamino, L, Junior, R, De Camposa, L, Silvino, G, De Castro, K, Mauro, M, Rodrigues, N, Miranda, M Pinto, C 2017, 'Fundo tailings dam failures: the environment tragedy of the largest technological disaster of Brazilian mining in global context', Perspectives in Ecology and Conservation, vol 15, pp. 145151. Government of South Australia 2015, 'Policy Directive: compliance is mandatory', The Government, South Australia. Kouyat, B, Sie, A, Y, M, De Allegri, M Mller , O 2007, The great failure of Malaria control in Africa: A district perspective from Burkina Faso , viewed 13 April 2018, https://journals.plos.org/plosmedicine/article?id=10.1371/journal.pmed.0040127. Lannin, S 2017, Brazil dam collapse: BHP to give $235 million more for clean-up of environmental disaster, viewed 13 April 2018, https://www.abc.net.au/news/2017-12-22/bhp-provides-millions-more-after-samarco-dam-disaster-brazil/9282394. Murnane, R, Simpson, A Jongman, B 2016, 'Understanding risk: what makes a risk assessment successful?', International Journal of Disaster Resilience in the Built Environment, vol 7, no. 2, pp. 186-200. Neotropica, B 2016, Point of view: Hidden impacts of the Samarco mining waste dam collapse to Brazilian marine fauna - an example from the staurozoans (Cnidaria), viewed 17 April 2018, https://www.scielo.br/scielo.php?script=sci_arttextpid=S1676-06032016000200401. Ong , T 2016, BHP Billiton-owned mining company agrees to pay $3.2bn to Brazil Government over 2015 dam collapse, viewed 17 April 2018, https://www.abc.net.au/news/2016-03-03/samarco-agrees-to-pay-brazil-government-for-dam-collapse/7216164. Peace, C 2017, 'The risk matrix: uncertain results?', Policy and practice in health and safety, vol 15, no. 2, pp. 131144. SafeWork SA 2012, Work health and safety act and regulations, viewed 13 April 2018, https://www.safework.sa.gov.au/show_page.jsp?id=112257. Salinas, N 2016, 'Samarco case: legal, economic and social implications of the greatest environmental disaster in Brazil', The Center for Research in Law Economics at FGV DIREITO RIO, Brazil. Samarco 2016, 'Samarco financial statements', PwC, UK. Slovic, P 1987, 'Perception of risk', Science, vol 236, pp. 280-285. South Auatralia 2017, Work health and safety regulations 2012, viewed 13 April 2018, https://www.legislation.sa.gov.au/LZ/C/R/WORK%20HEALTH%20AND%20SAFETY%20REGULATIONS%202012.aspx. The European Alliance Against Malaria 2007, 'Malaria and poverty', The European Alliance Against Malaria, Belgium. The Investment Company Institute 2011, 'Fund board oversight of risk management', The Investment Company Institute, USA. Thomson, T 2015, BHP Billiton Samarco mine disaster caused by negligence, says Brazilian official, viewed 17 April 2018, https://www.smh.com.au/business/companies/bhp-billiton-samarco-mine-disaster-caused-by-negligence-says-brazilian-official-20151111-gkvx1v.html. Tummala, R Schoenherr, T 2011, 'Assessing and managing risks using the supply chain risk management process (SCRMP)', Supply Chain Management: An International Journal, vol 16, no. 6, pp. 474-483. UNICEF 2012, 'Disaster risk reduction in school curricula: Case studies from thirty countries', UNICEF, Geneva. Viner, D 2018, 'Risk perception and analysis', Swinburne University of Technology, Australia. Wijeratne, W, Perera, B Silva, L 2014, 'Identification and assessment risks in maintenance operations', Built Environment Project and Asset Management, vol 4, no. 4, pp. 384-405.