Understanding organizations Essay Example | Topics and Well Written Essays - 1000 words

Getting associations - Essay Example Understanding an association include careful comprehension of hierarchical structures and conduct of its HR as an individual and as different gatherings. Examining an association is a mind boggling process. Different methods of assessing conduct of an association have created after some time. This archive manages the diverse reasoning procedures used to characterize bearing of an association and its authority. It looks at and breaks down perspectives about associations and the manners in which associations are managed.Perceiving the nature and kinds of association; power, intrigue gatherings and control; work plan and collaboration; singular inspiration; hierarchical culture is consistently a precarious job.Various approaches towards understanding associations might be viewed as various ideal models of reasoning. As indicated by Khn a worldview is the arrangement of qualities, or standards, that we use when we think.Classical worldview is otherwise called rationalistic worldview. As indicated by Heijden's clarification of old style worldview along these lines of reasoning the hierarchical self-observation directs that the association is a fairly steady element occupied with a robotic relationship with the general condition. This self-observation isn't uninformed of progress, yet it is conceptualized as moving starting with one stable stage then onto the next and this development can be started through certain, engaged activities inside the association Classical methodology towards understanding an association accept conclusion as an essential target in a judicious difference in association. This methodology is progressively objective. Changes inside an association are considered in semi fixed balance state with the end goal of old style examination. Old style worldview depends on the strategy for self doubting. Different inquiries, for example, in which key course association is moving, how built up the association culture is, by what means should it be and how it could be wanted to create culture in a good mood are raised to assess the associations and quality of their pioneers. There are some fundamental issues with old style approach. First is that, kind of poll gives an impression of static nature of an association overlooking the dynamic nature and new situations that starts are confronting today. This is a delicate issue as nature of HR is consistently center of an association. Second trouble is that answers of these polls are inferred for the most part by investigation of related numbers and measurements which gives a feeling of vogue. They appear to be a long way from reality as association's way of life can not be dealt with simply like benefit and misfortunes. The third issue is that the poll is pointed inside the association though the authoritative changes can be built from outside of the association moreover. Old style worldview along these lines is successful to dissect just mechanical illustration of association. Old style worldview is constantly incapacitated due to its sane world view. This worldview obviously characterizes the objectives of association absent much by way of thinking about the execution of plans. It doesn't stress much on result amplifying practices of associations and its assets. Old style thinking process is focused on the board room of association absent much by way of thinking about business' ground reality. For this situation a solitary substance decides the achievement or disappointment of technique. Processual Paradigm Processual worldview is additionally alluded as situation arranging worldview. This methodology towards understanding association depends on the likelihood hypothesis. Associations are assessed by actuality accessible from their past exhibitions. Various examples of hierarchical execution are the fundamental of future execution investigation. Processual ideal models can be applied to the periods of straight changes or stable periods ut this probabilistic methodology has some fundamental natural troubles as there is no assurance that the past realities will think about future execution

Donella Meadows et al. The Limits to Growth Assignment

Donella Meadows et al. The Limits to Growth - Assignment Example Glades et al. (1972) have all the earmarks of being in coherent consistency with the creators of the content as they concur that these issues are hard to control and to manage them comprehensively may take the following one hundred years. The creators likewise make an intriguing recommendation as they try to portray the space-time continuum and its relationship with points of view made in managing the previously mentioned worldwide issues. In what the content alludes to as the â€Å"human perspectives†, the creators are centered around characterizing a connection among individual and family level issues that individuals try to address and worldwide issues. As the content puts it, each individual needs to concentrate on discovering answers for his momentary issues, for example, searching for nourishment for his family (Meadows et al. 18). Simultaneously, it is essential to concentrate on the drawn out issues that influence all of us as people, for example, the chance of wars and worldwide interest for agrarian items, also how they may influence the momentary endeavors, something just a couple of individuals do. A significant statement that is introduced in the content identifying with these issues is that each man has various points of view in regards to existence, which is the consequence of contrasts in culture and past encounters just as the criticalness with which a difficult should be tended to. Notwithstanding, it seems heartbreaking that relatively few individuals understand the direness with which worldwide issues, for example, overexploitation of nonrenewable assets, a profoundly industrialized world, and its effects on the regular habitat, ought to be tended to (Meadows et al 21). For some individuals, the higher the criticalness of the issue, the more the individuals that try to manage, leaving a portion of these worldwide issues to only a couple of people who center around finding an answer for them. The content at that point proposes a model that is planned for managing

Best Colleges for STEM, Campus Culture, and More

Dr. Kat's Lists for Students Interested in STEM, Arts, Campus Culture, and More When researching colleges, it’s important to find an institution that matches your interests and goals, and with over 4,000 colleges and universities in the US, there’s a great fit school out there for everyone. Whether you’re concerned with location, academic offerings, or just the right campus culture, all facets of a school should be examined when determining if you can see yourself attending that institution or not. In our monthly newsletter we feature schools in our Dr. Kat’s List that we feel offer great academics, services, or amenities that some students may find appealing. For every interest there’s a great-fit school that can meet it. Here are some of our favorite schools for students who are interested in: STEM From biology and medicine, to mathematics, engineering, and even veterinary science, these schools offer great academic programs no matter what facet of science, technology, engineering, or math you’re interested in. Colleges for Biology Colleges Where You Can Make Medical History Colleges for Future Veterinarians Colleges for Animation and Technology Colleges for Mobile Technology Programs Colleges for Aspiring Engineers Business Business is a common major that can be found at just about any college or university in the US, however some schools offer academic programs and specialized concentrations that go above and beyond a standard business degree. Colleges for Accounting and Finance Colleges for Entrepreneurs The Arts From performing arts to the written word, arts programs come in a variety of shapes and sizes. While many may view a degree in the arts as impractical, it can actually be very valuable for careers in performance, publishing, communications, education, and arts management and development. Colleges with Exceptional Vocal Groups Colleges for Aspiring Grammy Winners Colleges for Aspiring Oscar Winners Colleges for Writers and Novelists Colleges for Poets Making an Impact College is often times an opportunity for students to discover their goals and make their first mark on the world. For those interested in making an impact, whether on campus, in the local community, or globally, these schools offer ample opportunities for students to make their voice heard and to become more involved in the issues they are passionate about. Colleges with Commitments to Green Living and Sustainability Colleges with Politically Active Students Colleges for Future Leaders Colleges Involved in Key Historical Events Colleges for Aspiring Nobel Prize Winners Colleges Committed to Community Service Colleges for International Relations Campus Culture and Unique Offerings When building a balanced college list, many students like to look beyond academics and examine a school’s culture and other factors to determine whether or not they would be happy there. The campus atmosphere can be just as important as the academics when deciding where to apply. These schools offer a range of different campus experiences as well as unique programs, majors, and other campus offerings. LGBT Friendly Colleges Colleges for Foodies Colleges with the Best Football Game Day Experience Colleges with Luxurious Amenities Colleges for the Harry Potter Experience Colleges for Healthy Campus Living Colleges for Freshman Fun Colleges with Independent Study Programs Haunted Colleges Colleges Near the Beach Colleges with Strange Majors Athletics Whether you’re looking to be recruited for college athletics, or you just want easy access to sports programs that match your interests, these schools offer competitive, club, and intramural teams, as well as great facilities, that are a great-fit for your athletic abilities. Colleges for Winter Sports Enthusiasts Colleges for Olympic Athletes Colleges for Equestrians Colleges for Cyclists The Future The main purpose of higher education is to prepare students for a successful career in their chosen fields. While many students are drawn to the immediate gratification of elements like amenities, campus culture, and extracurriculars, many are concerned with their education’s long-term benefits. These schools offer programs and long-term ROI that will appeal to any student who is planning for the future. Colleges with Great ROI Colleges for Co-Ops and Career Services Centers What are your favorite college lists? Did you discover any schools that appealed to your interests? Tell us in the comments below and be sure to sign up for our monthly newsletter (at the bottom of the homepage) in order to receive our next Dr. Kat’s List!

Assisted Suicide A Right or a Wrong - Free Essay Example

Sample details Pages: 8 Words: 2427 Downloads: 9 Date added: 2019/06/24 Category Law Essay Level High school Tags: Assisted Suicide Essay Did you like this example? In recent years, there has been some controversy about doctor assisted suicide, the legalities and morality of letting a person choose to die, helping them to do so due to a physical inability to end their own lives. Many states have specifically outlawed this practice, with only a small fraction putting laws on the books that frees a doctor from criminal prosecution for ending a patientrs life upon their request. Although currently legal in just 6 states, California, Colorado, Hawaii, Oregon, Vermont and Washington Any other state would bring charges of various degrees against a medical professional for acting upon the wishes of a patient if that patient wanted to be medically terminated. Don’t waste time! Our writers will create an original "Assisted Suicide: A Right or a Wrong?" essay for you Create order The majority of states that have outlawed this is because of a multitude of reasons. Religious beliefs vary widely, but often, state suicide in any form is to be condemned. Professional codes of conduct, under the goal to always save a life if they are able, is an ethical belief that rings personally true to many in the medical field. Due to the conflicting beliefs, individual state has made it a point to put an end to the practice of assisting patients in seeking death. It is no unknown fact that death is an inevitable part of human life. Although the average lifespan of a human is seventy-nine years, there are unfortunate events that could shorten the average lifespan. Illnesses along with accident can come at any given time and most humans are not prepared for it. In some instances, these illnesses come with no cure, or way around it, leaving the patient to suffer in pain and agony during their last few moments of their lives. Is there no other way to have patients leave peacefully and on their own terms? Assisted suicide is one of, if not only, the other option some patients have available to them. Unfortunately for them, they do not always have the chance to choose that option. However, if that is their wish, why are there reasons to not allow them to do so? Who has the authority on what a person should do when it comes to terminating their illnesses and their reasons why? Euthanasia is defined as the administration of drugs with the explicit in tention of ending a patientrs life, at the patients explicit request. Physician assisted suicide definition is defines as the prescription or supply of drugs with the explicit intention of enabling a patient to end his or her own life. (Board of the Royal Dutch Medical Association. Vision on euthanasia. In: Euthanasia in the Netherlands [5th ed]. Utrecht: Royal Dutch Medical Association, 1996: 24-56.) Aims to make patients lives better, but to realize how beneficial it is, it is important to understand how this idea came about, how it is affecting current lives, and how it can be beneficial in the future. Physician assisted suicide should be legal. Individuals should be able to make the choice to end their life under medical care. Religious views should not determine how one decides to end their life, when under extreme circumstances. When it comes to mental health and the patient wanting the rights to death with dignity, there should be a team of medical professionals to review the request and make a plan to allow patients to opt out of living and make their own medical decisions for themselves. Such a team should include mental health specialists, that can assess the patient in the process of evaluation and a care plan, including something that acts as a living DNR, (do not resuscitate) in cases of terminal illness. There are several different theories and conceptual ideas that surround the morality and legality of assisted suicide. One such idea is that if someone is diagnosed with a terminal illness and given 3 -6 months to live and they are of mind to clearly make the decision to administer meds prescribed by a licensed physician to end their life, they should have the right to do so. The research, peer reviews and documentary along with statistics will be from the campus library online. The research will show why we should in fact respect their dying wish, be by their side and help them release the pain. Who has the right to judge? God? How is it fair for strangers to judge what a terminal patient and their families have decided to do with their own lives, bodies and mind? Im not saying just anyone should be able to go to a doctor, have access to a prescription and end their life for non-terminal health reasons or because they are having a bad time seeking a quick fix to end it in the moment . A question I have, is how much counseling, if any, do the individuals have to go through to ensure itrs a stable decision. Death can be beautiful, if done correctly by giving adequate time to plan with a thoughtful process. Assisted suicide can be a beautiful thing for the person thatrs making the decision and able to plan it all out and leave the world in peace. How lucky could one be to ease the pain, the burden and go out in peace? I will be looking into the states and other countries that have legalized it and see how many cases there are and how the process goes. Such as the requirements for being eligible, legalities, and how itrs administered. I also want to investigate the controversy with organized religion and why its they think itrs okay for their God to decide when itrs your time to go? Did God not already make that decision when the individual was diagnosed with a terminal disease and was told theyd have no quality of life? Let them decide when they have had enough an d allow them to die with dignity. Oregon was the first state to legalize physician-assisted suicide (Death with dignity act) in November 1994. Due to a lawsuit filed, the act did not go into effect for some time. In fact, the HR-4006 lethal drug abuse prevention act of 1998 was passed on Aug 4, and blocked Oregon from being able to perform assisted suicides. However, in 1998 Oregonrs health commission decided to include the physician assisted suicide on the prioritized list of services available. Other states soon followed. In 1996, the Supreme Court in Ohio ruled it was not a crime and advocates in Michigan, petitioned to put the legalization of the practice on the ballot. Many religious groups believe that God gives and takes life and the choice is not our own. (KRUG, PENNY. Where does physician-assisted suicide stand today? AORN Journal, Nov. 1998, p. 869. General OneFile, https://link.galegroup.com/apps/doc/A53268435/ITOF?u=mcc_pvsid=ITOFxid=1aa7aca2. Accessed 21 Oct. 2018). I do not understand why the state of Oregon is not able to make that decision, if the people vote for it then let them have it. If the proper steps that the state enforced are being followed, it should be acceptable. In Seattle, 1994, a group of physicians and advocacy groups successfully challenged the law banning assisted suicide. (Compassion in Dying v. Washington, 79 F.3d 790 (9th Cir 1996). Also, in May of 1996 the WSMA convened a 13-physician end of life task force to look further into how the process would look. When finished, they decided that you would have to follow practice guidelines, procedure requirements, monitoring and have more than one doctorrs approval. (Van der Maas PJ, van Delden JJ, Pijnenborg L, Looman CW. Euthanasia and other medical decisions concerning the end of life. Lancet 1991; 338:669-674, Miller FG, Quill TE, Brody H, Fletcher JC, Gostin LO, Meier DE. Regulating physician-assisted death. N Engl J Med 1994; 331:119-123, Baron CH, Bergstresser C, Brock DW, et al. A model state act to authorize and regulate physician-assisted suicide. Harvard J Legislat 1996; 33:1-34). (McGough, Peter, et al. Physician-assisted suicide: finding common ground. The Western Journal of Medicine, June 1997, p. 394+. Academic OneFile, https://link.galegroup.com/apps/doc/A19587370/AONE?u=mcc_pvsid=AONExid=60764a23. Accessed 21 Oct. 2018.) Mental illness is also spoken about and how one should not be able to make that decision if they have depression or other mental health related illness. When it comes down to it, why should a court or religion have the power to dictate personal decision? My argument is that if an individual is diagnosed with a disease that will, in fact, take their life at some point and cause unfathomable amounts of pain, weakness and depression, with no cure or quality of life please for the love of your God dont dam someone for wanting to let go. When one is diagnosed isnt that enough suffering? When youre not able to get up walk and enjoy life with your loved ones whatrs left of your life? I have never really been the religious type but respect others, I also didnt put much thought into this subject. Will our justice system keep listening and researching and become empathetic to the idea? If other countries and states have legalized it and? Letrs expand the debate and look at the current era and the crisis its facing. While reading an article on the letters and biography of early 20th century author Charlotte Perkins Gilman, who took her life on August 17, 1935 by inhaling a lethal dose of chloroform and passed peacefully after battling breast cancer for three years. She did leave a suicide note and it stated; When all usefulness is over, it is the simplest of human rights to choose a quick and easy death in place of a slow and horrible one (Living 333) Charlotte also kept a journal through her journey. She also studied western tradition of death and dying. Gilman believed that death with dignity is a human right and I would have to agree; our bodies are our own. Most times we can plan where we get buried, if we want to be cremated, where the services will be, all the way down to the flowers and people that will be attending. If we can make the decisions of what we do after we pass, then why cant we decide when and how we pass on our terms. Although her family was supportive, they were still saddened not only by her choice to end her own life but for the pain and suffering she will no longer endure. I was moved and inspired by her writings and the courage it took to make the decision in a time that it was not acceptable let alone talked about. It took me to a place of understanding and respect for the sick and dying. The healthy and strong ones rarely understand the pain and agony of a terminal illness which is understandable. (Knight, Denise D. The Dying of Charlotte Perkins Gilman. ATQ: 19th century American literature and culture, vol. 13, no. 2, 1999, p. 137. Academic OneFile, https://link.galegroup.com/apps/doc/A55266783/AONE?u=mcc_pvsid=AONExid=eb18956f. Accessed 21 Oct. 2018) Now I would like to touch base on Doctor Jack Kevorkian, who was also called The Doctor of Death. Some see him as a monster and some a hero, he admitted to assisting in 28 suicides from 1990-1996. Each patient had their own illness some not terminal nut debilitating, crippling and no real quality of life. The one thing they all shared was a sense of suffering that was so bad they ended their own lives. When it came to the patientrs relatives, they were not upset at Kevorkian for assisting their family members in suicide, he was seen as a hero to them for aiding in the peaceful, painless ending of their lives. Kevorkian charged no fees to assist and shunned the media only to explain his position. He did not let the courts detour him either in his own words I dare you to stop me. My feelings on Doctor Jack Kevorkian and his actions are supportive in many ways, h didnt just kill the patients, he assisted after being asked to end their suffering. (Roberts, John, and Carl Kjellstrand. Jac k Kevorkian: a medical hero. British Medical Journal, 8 June 1996, p. 1434. Academic OneFile, https://link.galegroup.com/apps/doc/A18423313/AONE?u=mcc_pvsid=AONExid=b4fafea4. Accessed 19 Nov. 2018). Personally, I do not see a problem with someone wanting to take their life while in an end of life phase of discomfort. It is impossible to imagine the pain they are in. I have experienced a similar situation myself where my mother was diagnosed with a terminal illness. When the disease decided it was done with her, it took on an aggressive state that gave very little time for planning. After watching what she went through in the stages of her death, I will never be able to get the images and details out of my head. Knowing that if she had the option to take her own life medically, she may have made that choice I would have given her my full and deserved support. Being consumed with pain and suffering is not how we should exit this world. Letrs embrace patients who are leaving this world and give them the dignity and respect they earned while living, despite what brought them to their last breaths. Works cited Compassion in Dying v. Washington, 79 F.3d 790 (9th Cir 1996) Knight, Denise D. The Dying of Charlotte Perkins Gilman. ATQ: 19th century American literature and culture, vol. 13, no. 2, 1999, p. 137. Academic OneFile, KRUG, PENNY. Where does physician-assisted suicide stand today? AORN Journal, Nov. Onwuteaka-Philipsen, Bregje D, and Gerrit van der Wal. A protocol for consultation of another physician in cases of euthanasia and assisted suicide. Journal of Medical Ethics, Oct. 2001, p. 331. General OneFile, https://link.galegroup.com/apps/doc/A79396280/ITOF?u=mcc_pvsid=ITOFxid=46269df9. Accessed 19 Nov. 2018. Roberts, John, and Carl Kjellstrand. Jack Kevorkian: a medical hero. British Medical Journal, 8 June 1996, p. 1434. Academic OneFile, https://link.galegroup.com/apps/doc/A18423313/AONE?u=mcc_pvsid=AONExid=b4fafea4. Accessed 19 Nov. 2018. Van der Maas PJ, van Delden JJ, Pijnenborg L, Looman CW. Euthanasia and other medical decisions concerning the end of life. Lancet 1991; 338:669-674, Miller FG, Quill TE, Brody H, Fletcher JC, Gostin LO, Meier DE. Regulating physician-assisted death. N Engl J Med 1994; 331:119-123, Baron CH, Bergstresser C, Brock DW, et al. A model state act to authorize and regulate physician-assisted suicide. Harvard J Legislat 1996; 33:1-34). (McGough, Peter, et al. Physician-assisted suicide: finding common ground. The Western Journal of Medicine, June 1997, p. 394+. Academic OneFile, https://link.galegroup.com/apps/doc/A19587370/AONE?u=mcc_pvsid=AONExid=60 764a23. Accessed 21 Oct. 2018.)

Descriptive Essay - Original Writing - 1067 Words

C:UsersAlexMusic Journal (hidden folder)Excerpt3.mp3 †¦. Well things did not go as expected. Lily’s murderer got away before I can even put a scratch in him. Agh! I was going to make him suffer and then he decides to up and leave on me! *sigh* I might as well leave my twin with a boon for his troubles. I don’t like this though. I want someone to pay. I want to avenge Lily but my only chance slipped from my hands. Now Lily is dead. Her killer on the loose. As†¦.As much as I want to, I don’t think I have the time and energy to go after him. It might be just as my twin said, â€Å"When you go to a new domain, you can lie about your past† rewriting history. His real name might not even be Bersi for all I know. *thump as Alex rests her head on the desk* And with my current condition, I can’t do much of anything in terms of tracking him down. I can ask my twin to do it but it will most likely take him long, and that’s just for information. If he gets info that is. Then I need to induce proper torment, I need a massive amount of connections to do it for me and at that point, it will be more effective to just kill him. It would be just easier to write a description to the hunters and call it even. No, I don’t want to let it go! What should I do? You can do that?! Haha, no not right now. You done so much already, let me do something for you for a change. I got Seti to make his people make a plaque for you. I don’t know how well it will work though since lately all of Seti’s plans hasShow MoreRelatedDescriptive Essay - Original Writing1110 Words   |  5 PagesI don’t know how I got to where I am, but I’m here now, and I have to win if I want to live. I am in a game, and in order to live, I have to escape. That’s the thing, though: I don’t know how to escape. I was running for my life around this old house that looked like it came straight out of a horror movie. I doubled over and held my head in pain as I saw the static, which meant it was coming. 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Absenteeism And Organizational Productivity-Myassignmenthelp.Com

Questions: Is There Any Relation Between Lesser Compensations To The Employees And The Workplace Strikes? Is There Any Negative Impact Of High Workload Upon Employee Absenteeism In The Organization? Do Management And ER Issues Such As Workplace Bullying And Discrimination Affect The Employee Turnover Arte And Organizational Productivity? Answers: Introduction There is a continuous rise in the management issues faced by the organisational managers in context with the employee relations and their impact on employee turnover, absenteeism and organisational productivity. And there are expectations that there will be continuing rise of such issues because of numerous changes in the managerial practices. Therefore, it is the correct time for the HR professionals as well as the organisational managers to play a vital role in dealing with such issues and challenges of management by developing a research program and action plan. To manage the employee relation issues and other management issues related to the human resource department, it is essential that the managers must accommodate the employees in the virtual workplaces and also to introduce improved ways of managing the corporate culture and employee orientation (Armstrong and Taylor, 2014). The paper will highlight and study of the management issue in context with the human resource functio n of the big retail giant of Australia, named Woolworths Supermarkets. The management issues identified in the report will be linked and evaluated on the basis of the theoretical facts and models. Based upon the analysis, there will be identification of the few effective alternatives and recommendations which can for resolving the existing management issues or problems in the company. Overview of the Organisation The present study has been conducted in respect with the Australias one of the retail giants named Woolworths Supermarkets. Since past ninety two years, the company is operating its business functions across the globe. From the overall perspective, the management strategies and approaches of the organisation are quite impressive and reliable but at some of the aspects in terms of human resource function; it lacks and faces certain management issues. The key business operations of Woolworths comprises of the retailing and manufacturing function across the regions of New Zealand and Australia. There are almost 111,000 employees of the company who help the organisation to expand globally and recognized as a well-known and global brand in the retail sector (Woolworths Limited, 2017). Research Program The research program can be initiated by considering a series of plans for the company. Before implementing changes and improvements, it is essential that there is an effective research of the issues that are prevailing in the organisation. Following will be steps of the research program: Step 1: Define the objective of the research program Step 2: Establishing the benefits and drawbacks of the program Step 3: Developing the data in context with the impact of research program Step 4: Mapping the reasons behind the occurrence of issues and performing analysis Step 6: Identifying improvement strategise and solutions to the problem Step 7: Identifying ways to have increased involvement of the employees Step 8: Implementing strategies and recommendations (Carter, Murray and Gray, 2011) Current management Issue The manufacturing units and sites, there has been analysed several issues such as unrest and strikes by the employees because of the management issue regarding the inappropriate wages offered to the employees such as issues related to unpaid bonus scheme and lesser amount of wages in respect with the work done. Managing such violence and issues became a crucial management challenge for the organisational managers and the HR professionals of the company. Pressure to have a fair workings system became a common challenge for most of the retail organisations of the country (Ahsan, 2013). The organisational managers were found to be failing to meet the demands of eth employees and managing such employee related issue and the management for Woolworths tend to face a serious of associated consequences because of the issue. Due to the threat of competition and pressure from the consumers side, the key emphasis of these firms are on the total quality management and innovation and thus there i s less focus upon the management issues related to employee relations (Bridge, 2011). It is also analysed that the management issue of employee relations, there were found the high work pressure and over lead work has resulted in increased employee absenteeism at the organisation which is becoming an issue for the management to resolve at an immediate stage. There are worldwide practices regarding enhanced and improved workplace flexibility and work life balance of the employee and still if the organisation is pressurizing the workers by increased workload, there are certain issues atht arises and disturb the human resource management of the company (Smith, Heley and Stafford, 2011). The increased amount of unrest working has resulted in extended degree of absenteeism at the manufacturing unit of Woolworths as well as there also taken place lack of transparency and security issues that has resulted in workers strikes. And thus managing the absenteeism of the employees occurred as a big challenge for the organisation to manage effectively. The employee related management issue of Woolworths also comprises of one more challenges i.e. workplace bullying and employee discrimination (McKenzie, 2010). The overall management issue was because of the discrimination factor also as at the workplace, the women employees were not given an equal opportunity to develop and have rewards and recognition in comparison with eth other male employees. This occurred as one of the key management issues as there was a sudden decrease in the number of female employees at the workplace which results in challenge for the organisation against the rights of the women and women employment po licy (Lee, 2004). Some of the analysis found workplace bullying as the key reason for the deteriorate relation between the employees and the management that turned in increased rate of employee turnover. Thus, from the overall perspective, the management issue of employee relations sounds to be very challenging for the growth and profits of the company (Chavan, 2009). Analyse the findings The issues of unpaid bonuses and lesser wages have resulted in extreme management issue at the organisation in terms of employee relations as the Woolworths Supermarket has resulted for a strike from the employees. This management issue can be analysed and understood by the Unitary Theory of Industrial Relationship as the theory offered a loyal structure and a unified authority to the organisational management for effectively managing the adverse organisational situation and management issues (Tapia, Ibsen and Kochan, 2015). According to the aspects and view point of the unitary theory, all the organisational participants are place together as a team and are emphasized to work on the accomplishment of the shared goals, common objectives and shared values. Therefore, the unitary theory has its primary focus to maintain high level of industrial peace by resolving the conflicts and making all individuals work for a common goal (Burchill, et al., 2013). Another element of the management issue of employee relations at Woolworths is the higher degree of absenteeism and employee unrest which deteriorates the employee relations in more severe sense. The management issues of lack of transparency in context with the organisational commitment, security related issues, issues in relation to poor work-life balance and work-life balance of the employees can be explained and analyse with the System Theory of Industrial Relation Theory (Abbott, 2006). As per this theory, every company is required to develop and establish its system approach for influencing the functional as well as structural sociology of the industrial relation. Thus, according the aspects of the System Theory, the Woolworths is required to establish some systematic explanation and rule making-governing business operations for balancing the social system and work-life balance of the employees by framing a distinct industrial relationship system. The management issue of employee relations and aspects such as employee discrimination is the key factor behind disturbing the workplace culture of the Woolworths. The analysis and understanding of the management issue can be potentially done through Conflict Theory of Industrial Relations (Witt and Redding, 2013). As per this theory, there are diverse set of aspirations and values of the employees that potentially creates a conflict with the managerial decisions. As per the approach of conflict theory, there is resolutio n of the management issues and conflicts by collective bargaining and agreement. Therefore, Woolworths is required to effectively follow the conflict theory in order to resolve the management issue of employee relations so that the employees can be influenced and there can be effective participation of the workforce in decision making (Croucher and Morrison, 2012). Alternatives and recommendations to improve the performance of the organisation Analysing and considering the management issues of Woolworths, it has been analysed that the organisation is required to employ correct negotiation techniques for managing the actions of the organisational employees as well as to resolve the management issue of employee relations. to increase the production, the company used to make the workers work for additional hours as well as to save the costs, there has been provided lesser wages to the employees which has resulted in numerous issues. Thus, to manage the issue, the organisation must be implementation of work hour planning as well as pay scale increment so that the grievances of the employees can be reduced regarding the organisational management and as a result there can be increase productivity of the organisation (Alfes, et al., 2013). Another recommendation is that there must be effective job redesigning for both the casual as well as the full time employees so that their demands can be considered as well as it will help in enhancing the motivation of the employees towards the attainment of the organisational goals. It will also help in upsurge the level of employee retention, enhancing the work-life balance and reducing the employee unrest level which will ultimately improve the employee relations and management issue can be resolved (Armstrong and Taylor, 2014). Overall, to manage the issue, there must be implementation of collective and distributive bargaining for improving the effectiveness of the negotiation of the complete process of industrial relationship. Since Woolworths is experiencing extensive employee relations issues, there could be done worker union engagement as it will be a potential strategy for managing the issue. An effective and proper evaluation and mapping of the implementation of the change strategy can support the organisational management in overcome the issues (Fruhen, Watkins and Jones, 2015). t is also recommended that all the changes in the policies of human resource management comprising of the compensation as well as the other activities in context with the jobs must be adequately communicated to the workforce prior to any kind of implementation in the organisation. Therefore, to overcome the management issue and improve the relations with the employees, the company is finally required to identify and evaluate the causes of deteriorate employee relationship with management and must implement the best possible practices that can help the organisation to overcome the same (Newman, 2014). Conclusion The primary statement of the paper highlights the current management issue of Woolworths. At the time of undertaking the research, the management issue highlighted was the unhealthy employment relations at the workplace of the organisation that comprises of the upsurge degree of employee absenteeism, workplace strikes, employee unrest, and bullying, lesser compensation and employee discrimination. It is analysed and concluded from the vast literature that the companies indulge in unethical practices such as unpaid bonuses to the employees, offering squat wages to the workforce, etc, because of the reason that they tend to increase their profit margin and revenues by deducting the cost of labour. And thus it results in strikes and payout issues in the management and there is a much need to develop a balance between both the employees as well as the management to avoid such management issues at the workplace. For effective and critical analysis the theory of Industrial Relationship suc h as System Theory, Conflict theory and Unitary Theory has been used which concludes that the issues can be resolved with successful implementation of such theories. Furthermore, the recommendations will help the company to regain its trust and have improve employee relations which can ultimately resolve the management issue. References Abbott, K. (2006). A review of employment relations theories and their application.Problems perspectives in management, (1), 187-199. Retrieved on: 11th September, 2016, Retrieved from: https://businessperspectives.org/media/zoo/applications/publishing/templates/article/assets/js/pdfjs/web/512 Ahsan, R. N. (2013). Offshoring and Wages.Australian Economic Review,46(1), 110-118. Alfes, K., Truss, C., Soane, E. C., Rees, C., Gatenby, M. (2013). The relationship between line manager behavior, perceived HRM practices, and individual performance: Examining the mediating role of engagement.Human resource management,52(6), 839-859. Anderson, G., Bryson, J. (2006). Developing the statutory obligation of good faith in employment law: what might human resource management contribute.Victoria U. Wellington L. Rev.,37, 487. Armstrong, M., Taylor, S. (2014).Armstrong's handbook of human resource management practice. Kogan Page Publishers. Baert, S., Omey, E. (2015). Hiring discrimination against pro-union applicants: the role of union density and firm size.De Economist,163(3), 263-280. Boedker, C., Vidgen, R., Meagher, K., Cogin, J., Mouritsen, J., Runnalls, M. (2011).Leadership, culture and management practices of high performing workplaces in Australia: The high performing workplaces index. University of New South Wales, Australian School of Business. Bridge, J. (2011). Risk Management: Some Risks and Rewards in Implementing Diversity Policies.Keeping Good Companies,63(1), 18. Burchill, S., Linklater, A., Devetak, R., Donnelly, J., Nardin, T., Paterson, M., ... True, J. (2013).Theories of international relations. Palgrave Macmillan. Carter, L., Murray, P., Gray, D. (2011). The relationship between interpersonal relational competence and employee performance: a developmental model.International Journal of Interdisciplinary Social Sciences,6(3), 213-229. Chavan, M. (2009). The balanced scorecard: a new challenge.Journal of management development,28(5), 393-406. Croucher, R., Morrison, C. (2012). Management, worker responses, and an enterprise trade union in transition.Industrial Relations: a journal of economy and society,51(s1), 583-604. Fruhen, L. S., Watkins, C. D., Jones, B. C. (2015). Perceptions of facial dominance, trustworthiness and attractiveness predict managerial pay awards in experimental tasks.The Leadership Quarterly,26(6), 1005-1016. Lee, M. (Ed.). (2004).HRD in a Complex World. Routledge. Luiz, J. (2016). Woolworths South Africa. Pp.22. McKenzie, H. (2010). Why gender is still an issue.Australasian Law Management Journal, (July 2010), 17. Newman, C. (2014). Time to address gender discrimination and inequality in the health workforce.Human resources for health,12(1), 25. Olins, W. (2017). The new guide to identity: How to create and sustain change through managing identity. Routledge. Smith, R. J., Heley, J., Stafford, I. (2011). Woolworths and Wales: A multi-dimensional analysis of the loss of a local brand.Sociological Research Online,16(1), 10. Tapia, M., Ibsen, C. L., Kochan, T. A. (2015). Mapping the frontier of theory in industrial relations: the contested role of worker representation.Socio-Economic Review,13(1), 157-184. Warhurst, C., Van den Broek, D., Hall, R., Nickson, D. (2009). Lookism: The new frontier of employment discrimination?.Journal of Industrial Relations,51(1), 131-136. Witt, M. A., Redding, G. (2013). Asian business systems: institutional comparison, clusters and implications for varieties of capitalism and business systems theory.Socio-Economic Review,11(2), 265-300. Woolworths Limited, (2017). About Us, Retrieved on: 11th September, 2016, Retrieved from: https://www.woolworthsgroup.com.au/page/about-us/

The Planetary Trust Essay Example

The Planetary Trust Paper The planetary trust: a flawed instrument of intergenerational equity Brown Weiss’s Planetary Trust concept is significant in that it presents a potential instrumental means for facilitating equity between generations. This section begins by outlining Brown Weiss’s Planetary Trust concept, setting it within the context of trust law more generally. It then presents a critique of the Planetary Trust on both a theoretical and practical level, before comparing the Planetary Trust concept to defined benefit pension funds, noting that any practical incarnation of the Planetary Trust is likely to face many of challenges that have all but defeated defined benefit funds. The Planetary Trust Concept While a number of theorists have attempted to establish a normative basis for justice between the generations, very few have suggested an instrumental means of governance for achieving justice between generations. An exception is Brown Weiss, whose theory ‘tries to anticipate the norms required to bring about justice between our generation and future generations’ with respect to ‘the natural and cultural patrimony of our planet’. Brown Weiss has suggested an instrument that legislators could adopt in order to give effect to the theory of intergenerational equity: the ‘Planetary Trust’. It is a normative framework which, if adopted and internalized by our political, economic and social institutions, might enable them to serve as vehicles for ensuring that future generations will inherit their just share of our global heritage. Its thesis is that the human species holds the natural and cultural resources of the planet in trust for all generations of the human species. The concept is, therefore, based in trust law. Brown Weiss describes the functionality of the Planetary Trust as follows: This Planetary Trust obligates each generation to preserve the diversity of the resource base and to pass the planet on in no worse condition than it receives it. We will write a custom essay sample on The Planetary Trust specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on The Planetary Trust specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on The Planetary Trust specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Thus, the present generation serves both as a trustee for future generations and as a beneficiary of the trust. In fulfilling our role as Planetary Trustees, we can draw on the law of trusts, a body of distilled teachings concerning intergenerational cooperation and conflict, to help resolve the challenges confronting our global heritage. As such, the Planetary Trust institution conceives the entire planet as a trust fund, which must be managed by trustees in the best interests of beneficiaries. Brown Weiss relies, in particular, upon the law of charitable trusts in order to constitute her legal framework for the Planetary Trust. Trust law originated in England as a means for transferring property from one generation of a family to the next, and remains a central feature of common law legal systems today. As noted in Chapter V, the trust institution was born of conscientious necessity: it was created to overcome situations in which existing legal obligations had failed to protect the property of minors from unscrupulous guardians. Thus from its earliest days, the trust had the makings of a bespoke institution of intergenerational justice. The situations in which this propensity can be realised, of course, are limited by contextual legal requirements. Under trust law in common law jurisdictions, a number of different types of trust exist (for example, expressed, constructive and resulting trusts). Here we will confine ourselves to outlining the law relating to charitable trusts, given Brown Weiss’s focus. A charitable trust has a number of features. These include the capital of the fund itself, beneficiaries, trustees, an explicit or implicit decision to create the trust, and rules governing the management of the trust. It is worth explaining briefly how each of these requirements is addressed in Brown Weiss’ theory of the Planetary Trust. First, at the heart of a trust fund is the trust property. The property of the Planetary Trust ‘includes both the natural heritage of the planet and the cultural heritage of the human species’. Second, trustees manage the trust fund on behalf of the beneficiaries. In charitable trusts, the beneficiaries do not need to be specific individuals. Instead, the trust should benefit society, or at least an appreciable and identifiable part of it. The beneficiaries of the Planetary Trust are to be ‘all human generations, born and unborn.’ Third, the trust must have trustees who manage the trust property with a high level of care, according to the requirements of fiduciary duty (described in detail in Chapter III). Under the Planetary Trust ‘each generation acts as trustee for beneficiaries in succeeding generations, just as past generations served as trustees for it’. Fourth, the purpose of the trust must be clear. The owner of the trust property must manifest an intention that it be held on trust for the beneficiaries. Brown Weiss argues that [t]he Planetary Trust is an inter vivos trust between generations of the human species. Its existence is implicit in the nature of the relationship between generations. It derives from an implied declaration by each generation that it holds the resources of the planet in trust for future generations. This intention is universally reflected in diverse human cultural and religious traditions. The Planetary Trust concept has several advantages. First, it sets out clearly the intergenerational problems inherent in natural resource management. Second, it emphasises the role that must be played by the current generation in ensuring future generations have access to a range of natural resources of a decent quality, and not just what is left over after thoughtless exploitation by the current generation. Third, and most importantly, it presents a theoretical framework upon which a functional instrument may be designed and managed. In Robert Merton and Zvi Bodie’s terms, it has a form and function. Despite the elegance of the notion of Planetary Trust in a symbolic sense, however, its practical application, when imagined, appears impossible. Upon closer examination, moreover, the theoretical underpinnings of the concept appear to be unworkable. Critique of the Planetary Trust Concept While Brown Weiss’s institution provides something of a seductive metaphor, the foundational arguments for implying the Planetary Trust are contestable in both their general sense and in their details. Broadly, Brown Weiss’ assumption that all humans intend to hold the planet on trust for all future generations is, of course, utopian. Her suggestion that this intention is universal and manifest in ‘diverse human cultural and religious traditions’ is, similarly, morally and practically contentious. It relies upon a belief that the regard one generation has for its children is natural in the sense that it is ahistorical and not contingent on culture and society and is repeated one generation to the next by reference to some undefined thread binding humanity. It also assumes the longevity and continuity in the institutional form and function of the trust institution itself. It ignores the fact that behavioural science has shown individuals to be motivated by the local – both in time and space – and fails to question whether conflict within and between societies threatens what uniform moral standards might exist. The details of Brown Weiss’s institution are, if anything, more problematic than its broad strokes. From a practical perspective, trust law does not exist in most countries outside the common law tradition. Even assuming that countries could overcome this impediment and accept the Planetary Trust institution, there are clear limitations on the extent to which the trust, as an institution, can facilitate intergenerational justice in a coordinated institutional manner, across political, economic, legal and geographic borders. Most importantly, in order for a trust to exist, an individual or group of individuals must want to act as settlors, that is, they must want to create a trust. In the context of the Planetary Trust, the significance of the will or intention of would-be settlors cannot be underestimated. A trust cannot be imposed upon a potential settlor. Secondly, under the common law, future property (for example expected future inheritance) cannot be owned or held on trust. Thus, trust property must be limited to existing property. It is unlikely that the planet, as an evolving system; a moveable feast, could be so narrowly defined. Finally, idea that a trust as complex as the Planetary Trust Brown Weiss describes could be implied from ‘diverse human cultural and religious traditions’ is so far-fetched that it might be better described as a hopeful rumination than constitutive of an institution. Indeed, it is unclear whether Brown Weiss intended this concept to be taken as anything more than a moral or ethical construct, but she did acknowledge the potential for a more formal institution: [w]hile no affirmative action need be taken to create the Planetary Trust as a moral obligation, to have legal force it must be effectuated by positive law. Thus, the members of each generation must confer legal status on the trust by enacting and enforcing positive laws affirming their obligation to future generations. Beyond the impracticability of the Planetary Trust concept lies a more serious flaw in the theoretical fabric of the Planetary Trust concept: the notion of the Planetary Trust sidesteps the (real) risk of intergenerational conflict between current and future beneficiaries of the trust. The maintenance of environmental resources for future generations may require the restriction of the current generation’s access to these resources. In such situations, Planetary Trustees would be forced to choose between the interests of their own generation (often vociferously present) and future generations (largely unrepresented). While Brown Weiss notes that the ‘dual role of trustee and beneficiary creates conflicts’, she does not offer a way of transcending this conflict other than evoking (once again) the natural relationship and commitment between one generation and its children. Even if plausible, in some quarters, it is not adequate as a means of joining generations many years removed, or those who are geographically and culturally distant. Obviously lacking in the Planetary Trust is a means by which people are able to give voice to their interests – assuming they have interests other than the shared welfare of their children. Comparison with defined benefit pension schemes The Planetary Trust institution bears a striking resemblance to funded pension schemes and especially defined benefit pension funds, which have, in recent years, revealed themselves to be largely unsustainable from a financial perspective. These schemes are trust funds set up by companies, organisations, or industries to provide an income to employees and their survivors after they retire. In defined benefit funds, employers agree to set aside a certain portion of employees’ current wages and pay them a certain income upon their retirement. As a result, employers bear the risks of the invested trust fund; if it underperforms against estimated liabilities, the employer has to reach into its own pocket in order to make up the deficit.In many plans, younger, middle-aged, and older generations of workers co-exist together, paying in their contributions with the employer or sponsor as those retired draw their entitled benefits. It functions well as long as no generation exploits the others, and the background sponsor remains solvent with respect to assumed liabilities and current contributions and obligations. As such, it can be a self-perpetuating trust joining the interests of different generations in their long-term welfare. Like the Planetary Trust concept, pension funds in common law legal systems are based on trust law. They have fund capital (that is, a pool of capital produced by the company or organisation creating the pension scheme), beneficiaries (employees of the company or organisation), trustees, trust purpose s, and evidence of the intention of the trust when created. These elements differ in fact from those Brown Weiss described with respect to the Planetary Trust, but from a conceptual point of view they are closely aligned. For instance, while the current beneficiaries of a defined benefit pension fund are ascertainable, being past or present employees of the company or organisation, the institution functions on the assumption that it will continue to accept new members not yet determined at the time the trust is created. Whereas all people are trustees of the Planetary Trust, the trustees of pension plans are representatives of those participating in the fund. Pension plans are bound by a trust deed; the Planetary Trust is presumably bound by a social contract which may have as much force if implicit as it would have if explicit. In addition to these structural similarities, defined benefit funds face a similar challenge to the Planetary Trust concept with respect to the management of conflicting intergenerational interests within the fund. It is arguable that the defined benefit pension fund institution has failed in the UK and the US in part because younger generations of workers have not valued the institution as highly as older generations of workers. Where salary-sacrifices have been asked of younger participants, they have opted, more often than not, for alternative forms of retirement saving that favour the short-term over the long-term. By contrast, older workers facing the same claim for resources have opted to make the sacrifices necessary to realise their long-term interests. Thus in general, older participants value the future far more than younger participants. Here, the trust institution contains competing interests which are nominally bound together by a shared commitment to the future. More subtly but perhaps more insidiously, short-term biases in trustees and asset managers lead them to focus on the short-term performance of a fund (either defined benefit pension fund or Planetary Trust). In practice, this strengthens the position of the generation of beneficiaries that benefits more immediately from the trust fund compared to those set to benefit in the future. Here, there are two options for trust funds with implications for the Planetary Trust. In the absence of common agreement over current sacrifices, the trust institution, through its trustees, may have to override some interests in favour of the notional ‘common good’. If this does not work the state which underwrites the formal status and legitimacy of the trust (in the sense that it facilitates the justice system as a whole) may intervene to enforce the common good, whatever it is determined to be. By this assessment, the Achilles heel of the Planetary Trust, like defined benefit pension funds, is its vulnerability to government intervention. If we rely on external sources to overcome the tensions within the trust fund, then the purposes of the trust, vested in the responsibilities of its trustees, are less sacrosanct. Granting the possibility that the enforcement of the Planetary Trust would require a government to intervene on behalf of future citizens, would the Planetary Trust be effective as a long-term investor on our behalf? The experience of the Murray Darling Basin suggests that the government would much more reliably intervene on behalf of current generations: its constituency. Next Page – Testing the Planetary Trust Previous Page – VI. Investing in the Future