Cultural Differences and People Management Essay - 4

Cultural Differences and People Management - Essay Example It  has been one of my favourite subjects by far. It  was one of my favourite lessons in class. It was very informative, and I got to test some of the theories that I learned. I totally agree with the notion that collectivist and individualist cultures exist, and the society is mainly made up from these cultures. In a class, I got to learn that people belonging to the collectivist cultures place high value to society as a whole. They live a more selfless life working hard for themselves and even harder for the welfare of their community. However, an individualist society is a little different from this. In such societies, people tend to place more importance on individual goals rather to the objectives of the society. There is only ‘I’ and no ‘We’ in this type of a culture. I wanted to see if this was true and I researched on the Internet. Triandis (1995) has written an entire book on these types of cultures, and he writes that people from collectivist cultures are nurtured and raised to think about the society rather than about them. People in this kind of a culture live with unity often seeking help from one another. Triandis (1995) describes the individualists as entirely different. People living in these kinds of cultures promote individual goals. They are independent and feel ashamed of seeking help from others. These readings proved very beneficial for me. I never knew that these cultures existed until I took a closer look at different communities that exist in my country. One of my father’s close friends is an Indian, and I have grown up seeing him. When I went through the notes, he was the first person that came to my mind. Mr Mukesh was so much like what I had studied in class. He lives in an Indian neighbourhood where everyone interacts on a daily basis. I happen to know this because I have witnessed it with my own eyes. There are always relatives and other neighbours in their house when I go there. Mr

Infrastructure system Article Example | Topics and Well Written Essays - 2500 words

Infrastructure system - Article Example The importance of the development of infrastructure systems in Sweden can be understood through the principles applied on the state regarding the protection of the interests of population. In this context, in accordance with a report related with the aims/ characteristics of social strategy in Sweden 'social policy of Sweden is based on the assumption that all citizens regardless of the origin and the status of property should have equal access to education, health, cultural, etc. characteristic for Sweden is to finance health care and pensions from taxation, and additional social security' (Sweden, Social System, December 4, 2008). At a next level, the projects that have been already developed but also those which are pended and which are related with the infrastructure systems of Sweden - see also the studies/ reports presented throughout this study - prove that the improvement of infrastructure systems in Sweden is one of the priorities of the country's government. Existing infras tructure (as analyzed in the paper) can lead to the assumption that the relevant projects are carefully reviewed and closely monitored by their administrators ensuring the quality of work but also the limitation of time/ cost in accordance with the relevant contractual terms. 2. Infrastructure systems - characteristics and effects on economy Infrastructure systems can refer to a series of sectors, including roads, bridges, communications, energy, railway network and energy. All these sectors are important for the quality of life of population within a specific country. It is for this reason that all of these sectors are administered primarily by the state - firms operating in the private sector can also intervene in the development of relevant projects however their work will be based on a relevant contractual agreement with the governmental authorities. In other words, these systems cannot be administered by the private sector - if such a case occurs then a relevant agreement has to exist between the state and the firms involved. From a different point of view, it is noticed by Fox (2001) that 'infrastructure is best envisioned as services that come from a set of public works, not as physical facilities; infrastructure can expand rural economies by raising productivity levels, allowing expansion in the use of other reso urces, and attracting resources' (Fox, 2001, 103). It should be noticed that infrastructure systems are quite important for many aspects of human life - including social life, health and personal/ professional development. Indeed, the presence and activation of people within a society requires the existence of specific facilities that will guarantee the

Gender Divisions and Differences in Work

Gender Divisions and Differences in Work Today, women have gained a new equality with men. This perspective is indisputable’ This review explores the contemporary literature on the theme of ‘women and work’ in the light of the suggestion that women have indisputably gained a new equality with men. Overwhelming evidence has been found for the persistence of gender inequalities which work to disadvantage women in the context of work, including domestic work, although it is clear that providing explanations for this phenomenon has shown that the issue is complex and highly contested. It is argued that a redefinition and re-interpretation of the inter-dependence between paid and unpaid work, care and leisure is needed. There seems no doubt that in order for there to be a greater measure of real gender equality, male identity, in particular, must beer-examined and changed. It seems clear that research and policy are focusing more on the ways in which caring, in particular, is perceived and constructed in gender terms. However, in order to effect real change in gender equality, it is argued that there must be recognition of the myriad of ways in which both masculinities and femininities are constructed and interact with each other in this complex field. Chapter One Introduction The focus of this literature review is upon the theme of women and work within the context of the premise that women have gained an indisputable equality with men. Whilst it seems, in theory, more ‘equitable’, to have included commentary and research in equal amounts from men and women, an exploration of the literature revealed a far greater contribution to the debate from women than from men, perhaps by virtue of women’s perception of their own disadvantaged position, and this bias is consequently reflected in the variety of sources cited. Literature search was conducted within a University library database, using the search criteria ‘women and work’ and ‘gender equality and work’ and this yielded access to a selection of books and articles. The sources selected for inclusion in the review were restricted to those which specifically focus upon gender differences and inequalities in the realm of work, defined in its widest sense to include that undertaken within the household as well as work in the formal labour market. Due to the plethora of writing and research in this field, the decision was made to restrict sources to those produced within the last ten years, thus maintaining a contemporary focus, although references are made to earlier works. Chapter topics reflect the themes which emerged from the literature. Chapter Two presents a historical overview of women’s employment and the major ideology by which it has been underpinned in British society together with the ways in which the different patterns of employment between men and women have served to disadvantage women, particularly in economic terms. Chapter Three explores women as employees in more depth, particularly the ways in which organisations, occupations and spheres of work are profoundly gendered and how this, again, seems to work against women, although it will be shown that this is a contested area. The focus in Chapter Four is upon domestic labour and the ways in which its traditional construction as ‘women’s work’ has been strongly contested. The different ways in which work is itself construed, in both the traditional world of work and the private domain, sets the scene for a change of emphasis. The literature reflects a movement, in Chapter Five, from a concentration upon the inequalities and injustices heaped upon women through patriarchal structures towards a redefinition of the key issues through an exploration of the increasingly blurred distinctions between paid work, unpaid domestic work, care and leisure. A reinterpretation of caring and how this may be incorporated into the discourse on gender and work has been highlighted. It is argued that there is a clear need for more serious account to be taken of the lived experiences of both men and women, to celebrate, rather than denigrate, gender differences and to strive to understand the ways in which such differences are constructed in ways which may disadvantage both men and women. Chapter Two The nature and extent of women’s employment Many commentators have noted the different ways in which women and men have organized their lives together and how the work that each undertakes has changed and developed over time (Crompton, 1997; Hatt,1997). Crompton (1997) describes how the gender division of labour originated from, and was profoundly reshaped by, the advent of industrialisation in Britain. By the turn of the 20th century, men became increasingly associated with paid or market work, whilst women were identified with the household and non-market work. This trend became intimately connected with an ideology of womanhood which effectively served to exclude women from ‘market’ work. As Crompton asserts, the male-breadwinner model emerged from the ideology of ‘separate spheres’ in which â€Å"the home and domestic sphere was defined as belonging to women, whilst that of the outside world including the workplace – was defined as that of men† (1997, p.8). There seems little doubt, as will become clear later in this review, that assuming the main responsibility for household tasks and child-rearing has had a significant impact upon women’s participation in market work. The idea that this responsibility is somehow ‘natural’ can be said to underpin many family-related explanations for women’s behaviour in the labour market, however, this is clearly a contentious issue. Those who support the view that the gender division of labour manifested in today’s society is rooted in biological differences between the sexes include Hakim (1995; 1996) and Browne (1998). Hakim (1995), for example, sets out to explain the particular patterns of women’s employment in Britain and how they are distinct from those of men. She draws on findings from the socio-biological field which cite male traits of aggressiveness, dominance and competitiveness as rooted in hormonal differences between men and women. These natural masculine traits are seen as instrumental in the disproportionate participation and success of men in the employment sphere. In similar vein, Browne (1998) argues, that biologically influenced sex differences in behaviour have important ramifications for the occupational choices made by men and women in the working sphere and their differential employment patterns. Whilst clearly decrying outright sexual discrimination, Browne suggests that â€Å"much of the glass ceiling and gender gap is the product of basic biological sex differences in personality and temperament acting in the context of the modern labour market† and that these differences are the product of â€Å"differential reproductive strategies followed by the two sexes during the course of human evolution† (1998, p.5). Browne argues that instead of denying the reality of these natural sex differences in the pursuit of socially constructed explanations for the ‘gender gap’, it will be more productive for feminists, in particular, to embrace them and incorporate them into future discourse about work. Hakim (1995; 1996) is also critical of feminist commentators on women’s employment, such as Wallaby (1990), who have suggested that occupational segregation, the construction of women’s jobs as separate from men’s jobs, has been a mechanism through which women have been systematically denied access to jobs by men. Hartmann (1982), as cited by Crompton (1997), described the rationale behind occupational segregation by sex as the mechanism through which men’s superiority over women is maintained by enforcing lower wages for women in the labour market in order ensure their dependence on men. Hartmann (1982) asserts that â€Å"men benefit from both higher wages and the domestic division of labour† and thus, the latter, in turn, serves to perpetuate women’s inferior position in the labour market (Crompton,1997, p.11). Hakim argues against this analysis, however, suggesting that the different pattern of women’s labour-force participation and work commitment is due to women’s choices according to their tastes and preferences. Hence, some women choose to give more priority to their domestic role and child-rearing and less to their employment careers, though, for example, working part-time rather than full-time or opting for less demanding occupations (Hakim, 1996). Hat (1997) discusses the issue of gender and work from an economic perspective and points out that the labour resources of an economy include women and men engaging in productive activity in both the labour market and the household. The working population, however, is term most often used, particularly by economists, to describe those women and men who are engaged in paid employment, self-employment, in Forces, on work-related training schemes or registered as unemployed. This effectively excludes all those women or men in the unpaid sector and full-time homemakers. Hat (1997) records that in1993, in the 16 to 64 age group, 71% of all men and 53% of all women were participating in the working population. The Equal Opportunities Commission report that in the same age group in 2004, over 83% of men and 70% of women were ‘economically active’ (EOC, 2005, p.8). Although caution is needed in comparisons between different sets of statistics, it seems clear that a larger proportion of men than of women participate in the working population but the gap would seem to be closing. It is notable, however, that patterns of labour force participation by women and men are both distinct and different. Hat (1997) notes that, in 1993, for prime age male workers aged 24 to 49, participation rates were over 90%, declining after the age of 50. For women in 1993, the participation rate was 71% for the age range 24 to 34, falling to 54%for women with a child under 5 years old, increasing again as children enter school. Similarly, in 2004, 52% of mothers with children under 5years old were in employment, of these women, around 66% were working part-time. Crompton (1997) observes that almost all of the increase in women’s employment in Britain from the 1950s until the 1980s was impart-time work. This trend is further underlined in the latest statistics in that nearly half of all women (44%) and about 10% of all men work part-time (EOC, 2005). As the statistics show, clearly women are more likely than men to work on a part-time basis. Writers seem divided as to explanations for this phenomenon. Wallaby (1990), for example, has suggested that the expansion of part time employment represents a kind of capitalist, patriarchal conspiracy in which mainly male employers have secured women’s cheap and docile labour, whilst at the same time ‘freeing ‘women to continue undertaking domestic labour in the home. Crompton(1997), also, notes that â€Å"part-time work†¦.has a reputation of being insecure, low-paid and with little by way of training or promotion prospects† (p.33). She cites Beeches and Perkins (1987) who suggest that certain jobs were actually constructed as part-time jobs because they were seen as ‘women’s jobs’, invariably low graded and rarely defined as skilled (Crompton, 1997, p.33). Other writers, such as Hakim (1996), deny the assertion that employers have sought to construct ‘poor work’ for women, asserting instead that it is women themselves who have demanded part-time work to fit in with their other domestic responsibilities – employers have simply responded to meet this demand (Hakim, 1996). Evidence from research by Rubbery et al(1994), however, suggests that not only is part-time work less flexible than full-time work and of inferior quality, but also it has been developed largely to suit the needs of the employer. Since most part-time workers are women, it is women who are most affected by the disadvantages associated with this mode of work. Chapter Three Women as employees Hat (1997) traces the changes in the working population and employment patterns of men and women in recent decades, pointing out that whilst there has been a decline in male employment since 1980, female employment since that time has increased. She cites the official census data from 1994 which revealed that this latter increase was due to a greater proportion of mothers entering paid employment (Hatt,1997). It has been well-documented that within the labour market, women play a different role from men. As we have seen, women are more likely than men to work part-time and, as Hat observes, they also â€Å"work in different industries from men, occupy different positions even within mixed industries and are under-represented in senior positions†(1997, p.17). Many commentators have noted that women are concentrated in certain industries and occupations, such as clerical work, catering, cleaning and caring work whereas men are more often found in the manufacturing sector and the construction industry, for example (Hat, 1997; Franks,1999; Moe, 2003). Even when women and men are found in the same sector, men tend to occupy the more senior positions with women more often situated in the lower ranks of the hierarchy (Hat, 1997; Franks,1999). As Hat (1997) records, â€Å"women are under-represented at senior-levels throughout all occupational categories† (p.21). Crompton(1997) examines the banking industry, in some detail, as an example of the response to labour market demands for low-level clerical workers. She describes how this industry, along with others such as insurance and local government, helped â€Å"to generate a mass, feminized clerical labour force† (Crompton, 1997, p.107). Both direct and indirect discriminatory practices against women within particular banks came to light and pressure from the Equal Opportunities Commission forced some important policy changes. Crompton (1997) acknowledges that there have been major changes to employment practices in the financial sector in general, in later years, as far as gender equality is concerned. She cites structural factors, such as the demand for labour and the organization of the labour process alongside male exclusionary practices as the main contributors to the unequal position of female employees within the banking sector. She also concedes, however, that despite recent reforms, women continue to far outweigh men in occupying low-level positions in banking. It is useful, at this point, to identify the key pieces of government legislation in the UK which have been designed to directly address the issue of equal opportunities between women and men. The first is these Discrimination Act 1975 which promoted the basic principle that men and women should not be less favourably treated by virtue of their sexier marital status. The other is the Equal Pay Act 1975 designed to outlaw discrimination between women and men in the same employment, in pay and other conditions regarding their contracts of employment. This Act was later amended in 1984 to incorporate the Equal Pay for Equal Value principle. In addition to these Acts, the UK is also bound by Article 119 of the Treaty of Rome to uphold European Community equal treatment and equal pay directives (Griffin, 2002). The Equal Opportunities Commission, set up through the Sex Discrimination Act of 1975, functions as the expert organisation on equality between women and men, its main tasks being to â€Å"work towards the elimination of discrimination; to promote equality of opportunity and to keep under review the effectiveness of the Sex Discrimination and Equal Pay Acts† (Griffin, 2002, p.11). In the area of what has become known as the ‘gender pay gap’, it seems that, in general, the gap between male and female earnings has narrowed over the past 60 years, but the trend has been inconsistent. For example, female managers and administrators earned 55% of the annual earnings of their male counterparts on 1970, compared to only 33% in the mid 1920s (EOC,1999). However, this discrepancy narrowed by only 1% in this field of work between the mid 1950s and 1970. Since 1970, although this gap has narrowed significantly with women earning 63% of the pay of their male counterparts, compared to 81% for 1998, it was noted that â€Å"in all ethnic groups, men have higher average hourly earnings than women†(EOC, 1999, p.5). This statistical evidence for the steady narrowing of the gender pay gap appears encouraging in terms of the equality agenda. However, as Griffin (2002) observes, there are other relevant issues. She records that, when we look at all sources of income, including earnings from employment and self-employment, occupational pensions, investment and benefit income, women’s income is significantly lower than that of men, apart from state benefits. For example, figures taken from the EOC forth year 1996-7 showed that 45% of women had an income of less than £100 a week as compared with 20% of men (Griffin, 2002). More latterly, the EOC has recorded that the gender gap in terms of income has remained quite high, stating that â€Å"the gender gap between women and men’s mean individual incomes in 2002/3 was 46%† (EOC, 2005). The EOC (2001) records that despite improvements in recent years, stereotyping remains evident in many professional occupations. Notwithstanding the evidence that greater numbers of women are entering certain professions, such as higher education or the law, women’s share of higher level jobs remains generally low. Certain professional and technical occupations, the ‘occupational segregation’ noted earlier, apparently continue to be heavily dominated by either men or women(EOC, 2001). Empirical studies, especially within the feminist perspective over the past two decades, have moved away from the study of organizational structures per se in order to seek explanations for this persistence in the positioning of men and women in the workplace. Writers such as Pringle (1988), Chodorow (1989) and Halford and Savage(1995), for example, have instead demonstrated how specific kinds of masculinities and femininities, and discourses of gender, are constructed within the workplace. The emphasis here is upon recognizing the diversity of discourses on what it is to be a male or female employee and, ultimately, to avoid over-generalising about ‘all men’ or ‘all women’. One example of this is illustrated by Crompton(1997) in her exposition of different masculinities in the banking industry. She charts the movement within managerial positions in banking from a need for solid, paternalistic men towards the requirement for a more competitive, assertive masculinity within selling culture. Crompton (1997), however, argues that although these discursive, ‘post-modern’ insights do much to enhance our understanding of the pattern of women’s employment, and the different ways in which gender is constructed in the workplace, structural or material explanations remain important. Nazarko (2004) offers a contemporary analysis of the barriers faced by women in the workplace. She maintains that the drive for equal opportunities has hitherto failed to â€Å"challenge the premise that certain groups of workers such as women are less productive and less attractive to employers† (p.25) or the assumption that older workers, including women, are less valuable. Nazarko highlights the popularity of organisational initiatives which promote diversity and difference in the field of human resources. Wilson and Iles (1999), for example, have argued that â€Å"diversity management improves recruitment, retention and creativity within organisations† (Nazarko, 2004, p.25). Nazarkocites researchers such as Rosner (1995) who have pointed out that women and men have different styles of working and managing. Women, for example, tend to use interactional styles in management, encouraging participation, sharing power and information and energising others. In contrast, men tend to use transactional styles, seeing pieces of works series of transactions. Both styles are seen as equally valid and also, may be the preferred model for any individual, regardless of gender. It is argued, then, that both organisations and employees will benefit from initiatives which value diversity and difference, since people would be evaluated and treated as individuals, rather than asocial groups and associated stereotypical connotations. Nazarko(2004), however, fears that the diversity approach does not necessarily eliminate the power structures which persist in society. She argues that until female dominated professions such as nursing are valued as much as male dominated professions like the police force, it is difficult to see how gender equality can be attained. Chapter Four Domestic labour – women’s work? It is well-documented that the Industrial Revolution within the western world generated a distinction between paid work outside the home and unpaid domestic labour within the household. Men’s economic activity came to be focused upon paid work, hence the male breadwinner model, whilst women have commonly divided their working lives between the unpaid domestic sphere and activity in the labour market. Hat(1997) represents the feminist approach to this issue by highlighting the way in which women have long been disadvantaged, particularly in economic terms, by their traditional domestic responsibilities. Not only does their focus upon unpaid domestic task constrain their participation in paid work, domestic work itself â€Å"is an unpaid economic activity which has for too long passed unnoticed; the skills, which the successful homemaker acquires, go unrecognized in wage and promotion schemes† (Hat, 1997, p.50). The terms upon which both men and women are able to participate within the labour market are very different and in this respect, it would seem difficult to argue for a level of equality between the sexes. Many commentators have noted, household and child-rearing duties weigh more heavily upon women than men and have traditionally been excluded from economic analyses of participation in work in the widest sense(Crompton, 1997; Hat, 1997; Franks, 1999). As Hat observes â€Å"household responsibilities and paid employment are both valid productive activities but they are not equally rewarded by society†(1997, p. 49). DE et al (1995), in their analysis of the British Household Panel Survey in the mid 1990s, point out that very few men cited household or family responsibilities as affecting their labour market behaviour, whereas over 80% of women surveyed felt that their labour market participation had been adversely affected by these duties. As Franks(1999) points out, work has come to be synonymous with having a paid job and its counterpart is regarded as leisure. Thus, other kinds of activity such as cleaning the house, doing the shopping, cooking and caring for children and elderly relatives do not officially count as work, although for those involved, it may actually feel very much like work. Underpinning the traditional sexual division of labour is the idea that men’s paid work is dependent upon a shadow economy of women’s unpaid work (Franks, 1999). Thus, the increased participation of women in the formal paid workforce throws the spotlight onto the status of what had always essentially been regarded as a ‘labour of love’. Franks (1999) presents the example of widowed fathers who do not receive the lump sums, tax allowances and continuing state benefits received by widowed mothers. A missing father’s financial contributions recognised, whereas a widower’s deceased partner is considered to have had no economic value. One solution offered by some economists has been to officially regard this labour as a form of taxation whereby all of society benefits from it as if they were paying directly to the state (Franks, 1999). Other commentators (Charles and Kerr, 1999); Morris, 1999) have also stressed that despite the contemporary rhetoric of equality between the sexes, the traditional ideology which divides men and women into ‘breadwinner’ and ‘homemaker’ is still very much alive. Charles andKerr (1999), for example, point out that even where there may have been certain egalitarian sharing of domestic tasks within couples initially, once children arrive on the scene it is almost always the case that the woman takes on the responsibility for child-care and household tasks whilst the man takes on the role of breadwinner. It is argued that although, ostensibly, this arrangement may appear to be complementary relationship with roles being ‘different but equal’, there is a differential allocation of power which renders women disadvantaged. On giving up paid work outside the home, or taking on lower-paid, low-status part-time work, women relinquish their power and status, at least economically (Charles and Kerr, 1999). Having responsibility for decisions about food purchase, or other household necessities, cooking and childcare, it is argued, effectively constitutes the exercise of power by women in other people’s interests. As Charles and Kerr suggest, â€Å"most of them (women) carryout these tasks within a set of social relations which denies them power, particularly when they are at home all day with young children and are dependent for financial support on a man† (1999, p.192). There is a large body of contemporary opinion, evident in the literature, which calls for a redress of balance between the fundamental economic inequity between men and women, particularly within the family unit which includes dependent children. Franks(1999), for example, suggests that there will never be genuine equality between men and women â€Å"if male identity remains unaltered and unpaid work continues to be shuffled off onto women† (p.4). Franks goes on to assert that in a market system where unpaid work is invisible, there is no incentive for men to change their identity to encompass low-status, financially worthless activity (1999, p.4). Crompton (1997) presented her own analysis of the relationship between employment and the family with particular reference to the extent to which there has been any change in the domestic division of labour. She acknowledges that there has been some change, albeit very slow, and she cites research byGershuny et al (1994) who describe the process as one of ‘lagged adaptation’ in which changes tend to occur most often when women are engaged in full-time employment. Other researchers have found that although men, mainly middle-class men, have expressed a desire to become more involved in domestic and child care arrangements, there is little evidence that â€Å"equal† parenting is the reality (Lupton and Barclay, 1997). A more recent briefing by the Equal Opportunities Commission observes that there are many ways in which education, the family and access tithe labour market interact to produce different opportunities for women and men and which result in both men and women experiencing discrimination by virtue of gender. In relation to women in particular, this briefing comments that â€Å"women’s work should beer-evaluated, so that it is no longer undervalued and poorly paid†(EOC, 2002, p.1). Hat, in her analysis of gender, work and labour markets, concluded that â€Å"the domestic division of labour would certainly seem to lead to social injustice and it is debatable whether it furthers the efficient operation of the economy† (1997, p.50). Vogel and Pal (1999) present an interesting exposition of the connections between money and power and men and women within households. Their own research found that, in general, the partner with the greater income was likely to be more dominant indecision-making, with women partners in paid employment having greater power than those who work only in the home. There appear to have been few large-scale studies which have focused upon the experiences of social equality, or inequality, between individual members of the same household. The research conducted by Vogel and Pal (1999) draws on typology, constructed by Pal (1989), of household financial allocation systems, constituting the female whole-wage system, the housekeeping allowance system, the pooling system and the independent management system. In the female whole-wage system, women were given their husband’s pay packet, and had sole responsibility for managing the whole household budget. In the housekeeping allowance system, the women were given a fixed sum for housekeeping expenses, the men having prime responsibility for other expenditure. The pooling system was used where partners pooled their earnings and shared access to and responsibility for managing expenditure from the common, joint fund. Finally, the independent management system operated where both partners had independent incomes (usually dual-earner couples), each partner taking responsibility for particular items of expenditure, although this may vary over time. Vogel and Pal (1999) conducted a survey, combined with interviews, of1,211 couples across six British urban areas, covering Swindon, Aberdeen, Northampton, Coventry, Rochdale and Kirkcaldy. Respondents, aged between 20 and 60 years, were questioned on the household financial allocation system which came closest to their own mode of household finance management. By far the most common system used waste pool which was adopted by half of all the couples surveyed, with the remaining half choosing one of the other segregated systems (Voglerand Pal, 1999). The data was further analysed to determine the relationship between strategic financial control and access to money as a resource within the households studied. It was found that in the joint pooling households â€Å"joint management was associated with both equal strategic control over finances and also with equal access to money as a resource† (Vogel and Pal, 1999, p.143). In the female-controlled management systems, constituting just over two-fifths of the sample, a disjunction was found between control over finances and access to money as a resource. The researchers highlighted their finding that even where ostensibly, these women had greater financial control and power in decision-making, significantly higher levels of personal deprivation were experienced by the women with the men more likely to have more personal spending money than their female partners, especially in lower-income families. As Vogel and Pal observe, â€Å"where the opportunities for exercising financial power are heavily circumscribed by low income and by the husband’s expectation of personal spending money, ‘responsibility’ may be a more appropriate term than ‘control’!† (1999, p.144). This more detailed analysis presented by Vogel and Pal (1999), together with that of other researchers, such as Morris (1999), provides evidence for the ways in which patterns of gender and class inequalities tend to interlock to increase the differences between women and men. A different perspective upon the issue of gender differences and gender equality in the arena of household work and parenting is provided bother researchers. Doucette (1995), for example, highlights the tendency for debates on this issue to become focused upon the relationship between women’s greater responsibility for household work and caring role, and their relative inequality to men in employment and public life. She argues that whilst this is an important issue, insufficient account has been taken of the â€Å"various configurations that gender differences may take within household life† (Doucette, 1995, p.271). Doucette suggests that much of the literature on the gender division of household labour is situated within an ‘equality’ or ‘equal rights ‘framework, which itself, tends to be constructed through a masculine perspective. For example, she argues that a â€Å"male model of minimal participation in housework and child care† is pitched in relation to a â€Å"male model of full-time employment† (Doucette, 1995, p. 274). Whilst it is clearly documented that women’s employment is compromised through the need for women, as a

I am a rock :: essays research papers

I am a rock When reading or listening to poetry, the main objective for me is to feel moved. Happiness, longing, sadness are some of the feelings that can be achieved just by listening to others’ words. It is within these words that creates another world, or separates us from our own. Words all have a certain kind of attachment to them, so if used properly an author can stimulate a reader beyond belief. Simon and Garfunkel were just those kinds of poets. Their words were able to stimulate an emotion with most of their readers. Simon and Garfunkel are one of my favorite artists, and in my opinion one of the most influential lyricist of their time. In their song, â€Å"I am a rock†, they are able to make you feel and question for someone who avoiding emotional attachment, and instead of questioning what it might be like, using their words to but you in their place. From the first stanza of this song, you get put into a scene. You know almost immediately that it is about someone, and it is the middle of December, but without stating the obvious, it paints a more illustrated picture for you. The first line states, â€Å"A winters day, in a deep and dark December† and I could almost immediately feel a cool breeze around me. When I normally think of a winter’s day, I think of people playing in the snow, and having a good time. This may be because I grew up in Southern California where there has been a lack of snow, but in my head, that is what I imagine. Having them state, in a deep and dark December, turns my attitudes to the more pessimistic way of looking at things. The image of children playing in the snow in my head has now turned to cold and dark emptiness. Reinstating my idea of emptiness, the next line follows with the simply statement, â€Å"I am alone†. Personally, I hate being alone. So to have the opening words plac e us in a deep and dark setting, and then state that you are alone, automatically puts me in a negative mindset. Then to further instate his isolation in the next stanza the narrator admits to being the source of his seclusion. The narrator claims to put walls around him, but then goes into it more to say, â€Å" A fortress deep and mighty†. I am a rock :: essays research papers I am a rock When reading or listening to poetry, the main objective for me is to feel moved. Happiness, longing, sadness are some of the feelings that can be achieved just by listening to others’ words. It is within these words that creates another world, or separates us from our own. Words all have a certain kind of attachment to them, so if used properly an author can stimulate a reader beyond belief. Simon and Garfunkel were just those kinds of poets. Their words were able to stimulate an emotion with most of their readers. Simon and Garfunkel are one of my favorite artists, and in my opinion one of the most influential lyricist of their time. In their song, â€Å"I am a rock†, they are able to make you feel and question for someone who avoiding emotional attachment, and instead of questioning what it might be like, using their words to but you in their place. From the first stanza of this song, you get put into a scene. You know almost immediately that it is about someone, and it is the middle of December, but without stating the obvious, it paints a more illustrated picture for you. The first line states, â€Å"A winters day, in a deep and dark December† and I could almost immediately feel a cool breeze around me. When I normally think of a winter’s day, I think of people playing in the snow, and having a good time. This may be because I grew up in Southern California where there has been a lack of snow, but in my head, that is what I imagine. Having them state, in a deep and dark December, turns my attitudes to the more pessimistic way of looking at things. The image of children playing in the snow in my head has now turned to cold and dark emptiness. Reinstating my idea of emptiness, the next line follows with the simply statement, â€Å"I am alone†. Personally, I hate being alone. So to have the opening words plac e us in a deep and dark setting, and then state that you are alone, automatically puts me in a negative mindset. Then to further instate his isolation in the next stanza the narrator admits to being the source of his seclusion. The narrator claims to put walls around him, but then goes into it more to say, â€Å" A fortress deep and mighty†.

Nursing: Promising Pathways

I once heard it said that vocation should be the place where your greatest talents meet the world’s greatest needs.   For me the intersection between those two things lies in nursing.   Without question nursing has become one of our country’s greatest needs, as the deficit for certified nurses rises and more and more people in our nation’s hospitals are cared for by unqualified nurses.  Ã‚   Likewise, I believe that my greatest talents lie in this field and that my skill set will help me to provide the highest standard of care at a time when patients need it the most. Nursing is not the glamorized profession that one often sees on popular television shows.   It is not about looking pretty in a white uniform.   From my experience, being a nurse is actually the opposite of all that.   It entails working long hours and doing a lot of hard work. These are all part of why I chose to be a nurse. All the hard work and the fatigue pay off in the end when one has been able to save lives and make patients feel more comfortable during their times of need. In addition to the need that I will be fulfilling in my nursing career, I believe that it will be a rewarding job, as I will have the opportunity to help and to care for many people.   I have a passion for working closely with patients, regardless of their background or beliefs, and I believe that nursing is not merely a way to make a living, but a means of giving back to society. Not only will nursing be a rewarding and meaningful career for me, but my specific skill set gives me a great deal to offer my patients and my colleagues.   I am competent in Professional Health Care Management with the ability to provide and promote the highest standards in the rapidly changing and ever demanding Healthcare sector, driven by a vast global economy and vibrant technological innovation. I am attentive to detail, highly organized with strong analytical and decision-making skills. I have excellent communication and interpersonal skills, allowing me to provide care, compassion, and emotional support for irritable, stressed and ill patients.   I am highly knowledgeable in current and pertinent issues within and without the Healthcare sector.   I am able to work under pressure for long hours and to do a considerable amount of lifting such as moving patients, assisting with toileting needs and responding to emergencies.   I have a polished professional demeanor, which enables me to develop and maintain relationships with professionals in the healthcare sector. Furthermore, I have excellent conversational skills in three international languages; English, Spanish and Italian. I believe that my prior experience and my education will also help me to contribute significantly to this field.   I received a Pre-Med and Trustee scholarship to attend Suffolk University in Boston, where I major in Radiation Biology.   I have also become certified as a Phlebotomy technician, EKG technician and a Medical Clinic assistant.   Furthermore, I am pursuing a nursing assistant course as a State Certified Nursing Assistant (CNA) at the American Red Cross in Peabody, MA where I am learning procedures such as psychosocial care, restorative care, resident personal care, resident rights, communication, general safety procedure and infection control. In addition to my training, I have also held several positions in the medical field that have both increased my knowledge and proved to me that nursing is indeed the field that I want to dedicate myself to.   Since 2006 I have worked as a Radiation Therapist Intern at the Massachusetts General Hospital/ Brigham and Women Hospital / DFCI Boston. My responsibilities include accurate positioning of patients for treatment, operation of advanced medical equipment, quality assurance and providing competent patient care. I am also in charge of assisting the oncologist and the physician with treatment plans during delicate procedures.   From 2005 to 2006, I worked as a Medical Assistant at Alexyenko Medical Associates Lynn, MA. My duty was to assist in phlebotomy and EKG procedures. These are delicate procedures that demand the maintenance of high standards, both of which I believe I showed great aptitude for. I aim to work for an organization where personal growth is encouraged, human values are nurtured and talents are utilized in the attainment of organizational goals. I would like to be able to apply what I have been learning so far by taking a hands-on and direct approach.   I would like to attain a Masters Degree in order to gain the knowledge and experience to better prepare myself for medical school.   By earning my degree, I am being both practical and responsive to the needs of the time.   It is practical because I have chosen a career that will allow me to utilize my talents and experience, and responsive because there is an overwhelming need for qualified nurses. I believe that I have had an abundance of valuable experiences and talents to offer the healthcare field.   My prior positions have taught me both technical and soft skills. Technical competence is a core requisite of being successful in any profession. And yet more than this, my exposure in these institutions has taught me fortitude, patience, love of authentic service, and a strong spirit of volunteerism. My desire to be of real service to others has compelled me to move ahead and take advanced studies in this field.   It is with great joy and excitement that I join the place where my talents meet one of our country’s critical needs.   

Advocacy for Seniors

Deborah Casino-Dears Advocacy is defined as a person who advocates on the behalf of an individual or a group. The advocate provides the client support at helping the client resolve issues that affects his or hers daily life (Barky, 2007). Advocating for seniors with Alchemist's that face issues with their, health and overall wellbeing. This disease threatens millions of lives every day.The disease not only affects the patient but the Emily of the patient as well (Alchemist's Association, n. D. ). The affect can be mentally as well as financially. As advocate you stay on top of policies and legislation issues and help elevate the cause. It is one of the diseases that does not get the attention it so richly deserves (Alchemist's Association, n. D. ). When advocating for seniors there a wide variety of issues confronting those with Alchemist's such as housing, finding the right caregiver, medical concerns, and social issues.One of the plans is to decide tit the family if the patient has family how to take of this task (Alchemist's Association, n. D. ). My plan would be to first find agencies and resources, to discuss the plan with an altercate expert and explain my concerns for the client. A decision must be made on whether the client is able to remain home with family and a caregiver or be moved to an assisted living resident that is suited for Alchemist's patients Whether at home or in a senior facility plans must be made carefully.Issues that might occur are things such as finances, a caring and experienced caregiver, gal decisions, and if at home the daily living safeties are very important. There are other issues like transportation to a from the doctor's office, or maybe finding an adult daycare. The daycare is a facility where the patient could get involved daily activities that can help with stimulation of the brain along with the medications that he or she is taking. I would also help create a plan with the family, such group sessions, reading material, o r online classes on how to care for their love one.These activities that I mention with the help of love ones can delay the disease process. When my mother was diagnosed with Alchemist's, the family received the help needed, first by making sure she took the cognitive test to see what stage she was in , she was then prescribe the medication she needed, and the resources for the family to deal with the changes that would occur. We received monthly phone calls, brochures on what to look for at each stage of the disease, and Just making sure that we were getting the help we needed.

Cell Cycle Lab Report Essay Example

Cell Cycle Lab Report Essay Example Cell Cycle Lab Report Paper Cell Cycle Lab Report Paper Hypothesis Procedure: predict that all cells somatic will suffer all the division of mitosis multiple times n their lifetime; the product would be able to see the chromosomes in a stage of mitosis. It is predicted that the cells wont be seen clears or big enough, but is going to give ideas or example wows the experiment is going. Data and Observations: Create a data table containing a tally of the number of cells observed in each of the following stages: Stage I Number of Cells in Part 1 | Number of Cells in Part 21 Enterprise 1 341 491 Prophets | 8 1 131 Metaphors | 3 | 4 Anaphora | 2 | 3 Telephone | 2 | 4 Cytokines | 2 | 3 Record any observations about the cells you observed (what does the cell look like for each stage): Data Analysis: Percent of total cells in part 1 | Percent of total cells in part 2 34/20 8/20 | 13/20 3/20 2/20 1 | 4/20 solo-20% 255% | 380% | Create a graph that represents the time spent in each stage of the cell cycle. Conclusion: Be sure to answer the following reflection questions in the conclusion of your lab report: l, Based on your data, what can you infer about the length of time spent in each stage tot the cell cycle? That in part 1 it can out 255 percent and part 2 was 380 percent 2. What stages were the longest and shortest? Give a brief explanation of why these stages may have that time period The longest is enterprise plus it lasts 170% time of total time of cell cycle, The Shortest was Anaphora it last only a short minutes of the cell cycle. 3. What is a distinguishing visible feature of each stage of the cell cycle? 4. What differences can you see when you compare the nucleus Of a dividing cell with that of a nondrying cell? Those chromosomes you would be able to e it in the nucleus Of dividing cell. Since they are visible when a cell is actually dividing just like oppose to no dividing cells, and metaphors, anaphora to telephone are seen and they all processes Of cell division. 5. If your observation had not been restricted to the tip of the onion root, how would the results be different? 6. If the observations limited from the root tip and then to a large number of cells that would be seen at the interface. Well largest and Figures. The tip of the root has one of the highest rates of cell division.

Free Essays on Descartes Existence Of The Perfect Being

In his meditations, Descartes points out that there are three types of ideas; they can be innate, adventitious, caused by things outside of one’s self, and others that can be invented by us, such as ideas of mermaids or unicorns. After he concludes that God must necessarily exist, which will be discussed in more detail later on in this paper, he closes in to the fact that his idea of the Perfect Being cannot be adventitious, coming from without, nor can it be invented by him. Thus, this idea must be innate since he has a clear and distinct perception of God’s existence, and that Descartes must have been created by God with such an idea already in him. The idea of a Perfect Being in Descartes’ mind consists of an infinite, eternal, immutable, independent, supremely intelligent as well as a powerful substance, which created him and everything else. Thus he realizes that the idea of God must have far more objective reality than he has formal reality because God is an infinite substance where as he himself is only a finite substance. Having explained the idea of Descartes’ perfect being lets go into more detail on the process he uses to prove that such being actually exists. Descartes’ proof of the existence of God occurs in the Third Meditation. He builds his entire argument upon his proof in the previous meditation that in order for him to think, he must exist. From this single observation, Descartes notices that the idea of his existence is very clear and distinct in his mind; based upon this clarity and the fact that he has just determined his own existence, he deduces a rule such that the things that he sees as very clear and very distinct are all true. Descartes starts his proof by dividing â€Å"thought† into four categories; ideas (concepts), volitions (choices), emotions (desires), and judgments (beliefs). He then breaks down these categories to discover which types of thoughts can yield error. The first thing to ... Free Essays on Descartes Existence Of The Perfect Being Free Essays on Descartes Existence Of The Perfect Being In his meditations, Descartes points out that there are three types of ideas; they can be innate, adventitious, caused by things outside of one’s self, and others that can be invented by us, such as ideas of mermaids or unicorns. After he concludes that God must necessarily exist, which will be discussed in more detail later on in this paper, he closes in to the fact that his idea of the Perfect Being cannot be adventitious, coming from without, nor can it be invented by him. Thus, this idea must be innate since he has a clear and distinct perception of God’s existence, and that Descartes must have been created by God with such an idea already in him. The idea of a Perfect Being in Descartes’ mind consists of an infinite, eternal, immutable, independent, supremely intelligent as well as a powerful substance, which created him and everything else. Thus he realizes that the idea of God must have far more objective reality than he has formal reality because God is an infinite substance where as he himself is only a finite substance. Having explained the idea of Descartes’ perfect being lets go into more detail on the process he uses to prove that such being actually exists. Descartes’ proof of the existence of God occurs in the Third Meditation. He builds his entire argument upon his proof in the previous meditation that in order for him to think, he must exist. From this single observation, Descartes notices that the idea of his existence is very clear and distinct in his mind; based upon this clarity and the fact that he has just determined his own existence, he deduces a rule such that the things that he sees as very clear and very distinct are all true. Descartes starts his proof by dividing â€Å"thought† into four categories; ideas (concepts), volitions (choices), emotions (desires), and judgments (beliefs). He then breaks down these categories to discover which types of thoughts can yield error. The first thing to ...

Business Strategy for Analysis of Wesfarmers

Wesfarmers is one of the leading organizations in Australia, and as a 102 year old organization, Wesfarmers has been dominating the retail market of Australia as well as New Zealand. Besides, the organization, headquartered in Perth, Western Australia, the organization deals with the production of fertilizers, chemicals, industrial products and many more. The organization employing as many as 2,00,000 people across Western Australian and New Zealand, the organization boasts of 4,00,000 shareholders, and owing to the diverse market, the organization has even greater prospect to flourish in future. Keeping this in consideration, it is important to conduct the environmental analysis of the organization (David and David 2016). The importance of environmental analysis of an organization cannot be overemphasized. It helps an organization to comprehend and analytically evaluate the strategies necessary for the survival and growth of an organization. As far as Wesfarmers is concerned, the internal analysis of the organization will help it in identifying the factors within the organization that can enable the organization enjoy sustainable competitive advantage. Hence, the application of the SWOT analysis method is highly beneficial here. With the help of the SWOT analysis method, Wesfarmers will be able to gain an insight into the strength, weakness, opportunity as well as threat of the organization (Grant 2016).  ·Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Wesfarmers enjoys a diversified market, and as such the organization, with a huge variety of diverse business, comprising of Coles, Target, and many more, can easily experience persistent growth without the impact of industry downturn.  ·Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The organization is one of the most reputed organizations in the world, and it has earned huge brand recognition over the years.  ·Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The organization enjoys an exceptionally high growth rate in the market.  ·Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The organization has as many as 4,00,000 shareholders.  ·Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The organization has a strong presence in Australia, and hence as a large scale industry, the organization encounters strong business risk.  ·Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The profit making capacity of the organization is not as strong as it could be and the operating profit of the organization has been suffering a steady rate of decline since the last few years. For example, from the year of 2006 to 2007, the net profit of the organization dropped from $772.5 million, to $618.1 million (Kenny 2013).  ·Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚     Ã‚  The organization also operates in a highly competitive market.  ·Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The current financial crisis of Australia may harm the financial stability of the organization (Yuan 2013).  ·Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Global expansion will help the organization enhance its revenue and profitability, and as a widely recognized organization, it will be easier for Wesfarmers to establish itself beyond Australia and New Zealand.  ·Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The organization can enhance quality and its service.  ·Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The income level of the consumers is at a constant increase.  ·Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The cost of the raw material is increasing rapidly in Australia.  ·Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Huge competition from rival organizations, such as Woolworths, MetaCash Limited, Myer, and others (Biddle 2016). It is crucial for Wesfarmers to analyze the stakeholders of the organization. The organization has a huge number of stakeholders, such as shareholders, consumers, employees, government and media. The stakeholders are the main assets of any organization, and hence understanding their expectations is highly important. The consumers of any organization play an important role, and hence insufficient consumer involvement can be highly detrimental to the growth of an organization. The organization has conducted sufficient market research, which has helped it to evaluate the expectations of the consumers in a highly competitive market. The organization has recently invested an enormous amount of money for offering its service via online channels (Hackshall 2013). The organization has improved its optimism about retail sales, via the introduction of online shopping platforms. Besides, the employees also play a vital role in the organizational success of Wesfarmers. The organization has been providing on-job training so as to help the employees improve and enhance their professional skills. The quality of the workers increases with the opportunities they get to groom and enhance their professional skills. Further, the organization also employs a diverse workforce that allows it to hire people from various ethnic groups, such as Aboriginal Island and Torres Strait Island as well.   One of the best features of the employee engagement policy of Wesfarmers is that the organization adopts a diverse workforce, not only in terms of cultural diversity but gender diversity as well. As far as the consumers and the employees are concerned, Wesfarmers is successful in exercising a positive impact on the stakeholders. The organization communicates and updates each piece of information as well as the relevant procedures to the concerned stakeholders.   The managing authority of Wesfarmers believes in adopting the most effective communication strategy that will help it in communic ating each of its strategies or achievements to the stakeholders. Hence, the organization prepares and submits annual as well as half-yearly reports and announcements via the ASX (James 2013). Apart from the internal factors, Wesfarmers is also required to identify and assess the external factors of an organization, bot at the micro as well as in the macro level. The major advantage of the external environmental analysis is that it will help Wesfarmers understand as well as to evaluate the size and opportunity of growth in the market, the intensity of the competition existing among the rival organizations, and to estimate the impact of the market condition on the profit earning capacity of the organization. In order to conduct an external environmental analysis, Wesfarmers is primarily required to conduct the PESTEL analysis. The PESTEL analysis of an organization explains the framework of macro-environmental factors, such as the political factors of the economic factors that directly influence the growth or profitability of an organization. The PESTEL analysis of Wesfarmers is as follows: Political: By the political factors, is implied the extent to which the government of a country plays an important role in influencing the business of an organization, in the form of taxes, or other legal regulations. Coal mining is an important department of Wesfarmers, and it should be remembered that the federal government of Australia has made it mandatory that the exploitation of the mining industry has to be approved by the state government of the respective state. The government t policies of Australia are more focused on the elimination of the trade protectionism, and restrictive policies, and as a result free trade can be conducted by the foreign organizations much more conveniently by the foreign organizations. This policy of free trade may not facilitate the economic growth of Wesfarmers, as a large number of non-Australian retail sectors may get easy entry into the market. This can definitely imply huge competition for Wesfarmers (Antonini 2016). Economic : The economic factors of an organization , such as interest rates, exchange rates, inflation rate can largely affect the growth of an organization. Service sector plays an important role in the market of Australia, and in fact it is noteworthy that 71.1 % of the GDP of Australia is being contributed by the service sector only. Finance and service are the two most important service organizations in Australia, an keeping this into consideration, it can be stated that the insurance market of Wesfarmers can enjoy a highly profitable position in the market of Australia. Social: The social environment of Australia also plays an immensely important role for the future growth of Wesfarmers. Social factors such as demographics, cultural trends, population analytics play an important role in the success of an organization. It is important to note here that most of the citizens of Australia tend to rely on one-stop shopping method.   The Australians usually prefer to buy the necessary items in large quantity once in every week, so that it can suffice for the rest of the week. Hence, it is favorable for Wesfarmers to have the supermarkets and departmental store chains in Australia (Chan et al. 2013). Technological: . It should be remembered that sustainable method of conducting business, plays an extremely important role in Australia. Hence, organizations such as Wesfarmers also are required to rely more on technologically progressive means of production that can help the nation maintain its ecological sustainability in future. Keeping this in mind, it is important to note here that Wesfarmers has adopted the use of low emission coal technology which is an innovative change that is expected to sustain the business in future. Coal mining, energy, chemicals and fertilizer production are some of the most important areas Wesfarmers works in, and hence good technological foundation as well as continuous innovation is highly needed for the future development of the enterprise (Luftman 2013). Legal : There is a variety of new laws ruling and governing the trade system of Australia, such as the labor law business laws, resource law and many more. The organization is required to abide by each, while conducting trade. Environmental : Ecological sustainability plays an integral role in the process of conducting business in Australia, and hence organizations such as Wesfarmers has been creating value for its consumers for its shareholders via sincere engagement for a wide range of environmental issues, such as prevention of environmental pollution, conservation of energy, and many more. It is noteworthy here that the organization operates its business activities in accordance with the 10 Community and Environmental Impact Principles that sets the guideline to the organization for energy efficient means of production. The in initiatives undertaken by the organization, for ensuring community well-being, decreasing product packaging, or maintenance of ecological sustainability help the organization conduct business smoothly in Australia (Islam et al. 2016). In order to adopt the most effective strategy required to enhance the competitiveness of the business organization, the Five Forces Analysis of Wesfarmers is needed: Threat of New Entrants : Wesfarmers is one of the most recognized organizations in Australia, that deals with the production and retail trade of various items, such as energy, industrial and safety chemicals, fertilizers, hardware, insurance and many more. Hence, it can be understood that Wesfarmers has a higher entry obstruction as far as its competitors are concerned. Owing to its recognition, and brand awareness as well as its diverse market, the threat of new entrant is low (Dobbs 2015). Supplier Power: Wesfarmers avails its resources from different markets, as a result of its diverse variety of products it deals with, however it should be remembered that there is only a limited competition in the supplier market of Wesfarmers. Hence, this can be a major obstruction for Wesfarmers, as the organization is depended on too many suppliers at a time (James 2013).   Buying Power : Wesfarmers regularly conducts sufficient market research to understand the changing expectations and modern trends of the buyers. The organization also promotes its sustainable approach of conducting business that fetches further recognition to an already recognized organization like Wesfarmers. Hence, the buyer power is moderate, given the strategy adopted by Wesfarmers, despite the competitive market the organization operates in (Hubbard 2014). Competitive Rivalry: Wesfarmers is still one of the most recognized organizations of Australia, and it is needless to state that the organization is absolutely dominating the Australian retail market. The organization is already enjoying competitive advantage in the region, and hence the risk of competitive rivalry is low for the organization (Silva 2012). Threats of Substitutes: The threat of being substituted was undoubtedly high for Wesfarmers even in the last few years, however, the organization has adopted environment friendly, energy efficient method of production and has introduced a very high quality consumer service that can is sure to provide the organization with competitive advantage. Hence, the threat of substitute is low (Booth and Coveney 2015). From the above analysis, it can be concluded that Wesfarmers enjoys a very strong position in Australia, and the organization has a huge prospect to flourish in future as well. The environmental analysis of the organization is a strategic tool that helps in assessing and analyzing the internal as well as external factors that facilitate or threaten the market condition of the organization. Wesfarmers is one of the leading names in the retail industry of Australia, however, it is important for the organization to be aware of its strength, weakness, competencies and other requirements so that it can bring about the desirable improvement in the organization. Again, at the same time, the organization will need to adopt the necessary strategy to sustain itself in a highly competitive market, and hence the organization must also conduct external analysis to have a comprehensive knowledge about the economic trends of the market, rival giants as well as the opportunities and threats in the r etail market of Australia. Antonini, C., 2016. An empirical analysis of environmental externalities incidence on financial performance. Biddle, I., 2016. The Wesfarmers/Woolworths duopoly war: The Bunnings vs. Masters battle.  Busidate,  24(3), p.3. Booth, S. and Coveney, J., 2015. ‘Big Food’—The Industrial Food System. In  Food Democracy  (pp. 3-11). Springer Singapore. Chan, E., Yau, O.H. and Chan, R., 2013. Consumer sentiment in Australia: a replication and crossà ¢Ã¢â€š ¬Ã‚ national comparison.  Asia Pacific International Journal of Marketing. da Silva, M., 2012. A broad business challenge-Sustainable Company of the Year.  Ethical Investor, (98), p.14. David, F. and David, F.R., 2016. Strategic Management: A Competitive Advantage Approach, Concepts and Cases. Grant, R.M., 2016.  Contemporary strategy analysis: Text and cases edition. John Wiley & Sons. Hackshall, D., Kassis, N. and Sutherland, J., 2014. Putting the customer first.  CIO, (Spring 2014), p.16. Hubbard, G., Rice, J. and Galvin, P., 2014.  Strategic management. Pearson Australia. Islam, M.A., Jain, A. and Haque, S., 2016. A Preliminary Analysis of Australian Government’s Indigenous Reform Agenda ‘Closing the Gap’and Corporate Accountability. In  Key Initiatives in Corporate Social Responsibility  (pp. 341-354). Springer International Publishing. James, D., 2013. Supermarket self-regulation is a joke.  Eureka Street,23(24), p.55. James, H., 2013. Tag Archives: Strategic Management.  Evolutionary Theory. Kenny, G., 2013. The stakeholder or the firm? Balancing the strategic framework.  Journal of Business Strategy,  34(3), pp.33-40. Luftman, J., Zadeh, H.S., Derksen, B., Santana, M., Rigoni, E.H. and Huang, Z.D., 2013. Key information technology and management issues 2012–2013: an international study.  Journal of Information Technology,  28(4), pp.354-366. Yuan, H., 2013. A SWOT analysis of successful construction waste management.  Journal of Cleaner Production,  39, pp.1-8.

Organizational communication Essay Example | Topics and Well Written Essays - 500 words

Organizational communication - Essay Example All human resource managers rely on communication in their organizations to air their views and have plans implemented. Without communication from one official to the employees, management might crumble. Therefore, any successful human resource manager usually acknowledges the importance of organization communication as it has a positive outcome on the output provided of the given workforce. An excellent example of human resource and organization communication is the case of BMG international (Poole, 2012). Rudi Gassner emerged to be an effective leader who employed many ways of human resource management to form a winning team that led the company to achieve its objectives (Poole, 2012). Any human resource is often equipped with the responsibility of leading, planning and staffing. Rudi ensured that he employed the right leadership style to help in his management. In addition, he chose a 9 member executive team to help him in his management. In using transactional leadership style, he was able to establish a good reward punishment system in the organization that led to improvement of its output (Poole, 2012). A good communication between the human resource management and employees is key for an organization to succeed (Poole, 2012). Decision making process is an important tool in communication. For instance, Rudi Gassner left the decision making process to his executive team, but still ensured he took part in the overall decision making process (Poole, 2012). This ensured that the decisions made were in line with the companies’ objectives and vision. Gassner left the decision process on the directors and only came in to give the final say. His management style hence brought more success, but also resulted in conflicts within the committee (Hill, 1995). Gassner ensured that he was involved in every business activity of the company and ensured he observed what occurred in them. This brought a number of doubts in his management as those at the lower levels

Killing With Keyboards Assignment Example | Topics and Well Written Essays - 250 words

Killing With Keyboards - Assignment Example sing the information to a pedophile to threaten Chris’ children; (4) altering the information to spread confusion just for the sake of fun; or, (5) harassing him for ransom. Vulnerabilities include: (1) Trojan horses, which are destructive programs that are sent into the computer system so that all important passwords and valuable information such as the social security number is conveyed to the thief. (2) Email phishing, in which the victim (Chris) is sent emails that scam him by leading him to a counterfeit website which inquires about his private information. (3) Viruses, which infect the systems and unlock all important information. (5) Social networking, which makes all shared information vulnerable. (5) Employee sabotage, in which a colleague gets unauthorized access to information. Measures include educating the internet users about their rights of protection so that they do not become victims at the hands of criminals (Newman, 2009). The more the awareness about the us er’s information security, the lesser will be the chance of fraudulent

Labor Force Effect on International Business Essay

Labor Force Effect on International Business - Essay Example In most cases, wage constitutes a substantial portion of the total production cost of companies. As such, businesses find myriad ways and means in order to reduce labor cost for enhancing their viability. Another way by which labor affects international business is through workers' skills. Especially in the modern times, human resource is considered as one of the most valuable assets of a company. This is because it is the employees of the company that possess the skills and expertise required for the efficient completion of production and other business functions. In this regard, the skill level of labor employed by companies is one of the key ingredients to ensure organizational success. With the advent of globalization, labor becomes a central issue in light of prevailing wage and skill levels. Given the technological advancements, employers have found a way to tap the global labor market (Tristan, 2003). Multinational corporations have benefited from the use of modern ways of communication, like electronic mail and video conferencing, to rationalize their labor factor. With the high-tech gadgets, they have taken advantage of highly-skilled and less expensive labor force available in other countries.

SWOT Conversion Essay Example | Topics and Well Written Essays - 1000 words

SWOT Conversion - Essay Example They thus provide impetus for strategic changes within the managerial and marketing processes for improved performance. As Marketing Manager of Tesco Plc, I would be evaluating the SWOT analysis tools of Tesco against that of its competitor, IKEA, UK, in its furniture segment. Overview of Tesco Tesco Plc. is one of largest global supermarket chains with workforce of 472000 strong people in more than 4811 outlets across 14 countries (tesco, 2010). As a leading food and non food supermarket, it has created a niche market position in UK and across the globe. Its non food segment, especially the furniture segment directly competes with IKEA which is a leading home furniture retailer with a global presence. Though a relatively recent entrant into this area, Tesco has been able to make significant inroad into this market and compete with the market giant like IKEA through sustained efforts to diversification based on changing preferences of people. Tesco strength lies in its strategic plan ning that has effectively relied on marketing tools like SWOT and Porter’s five force analysis to gain leverage against its competitors in the field. Critical analysis of SWOT theory vis-a-vis IKEA SWOT analysis IKEA’s major strength is its global brand with emphasis on sustainable business practice and cost consciousness. It extensively uses renewable materials through design innovation, reducing wastage and promoting environment conservation in its supply chain management. Tesco, on the other hand has long since been a promoter of sustainable development and has continuously strived for highly indigenous techniques for carbon footprints. It has increasingly introduced organic food and non food item in its ever widening product lines. It is committed to carbon neutral policy by 2050 and diligently helps its customers to considerably reduce their carbon footprints by 2020 (ibid). Tesco has also been a leader in providing its customers with quality products at very comp etitive prices. Tesco’s Clubcard is testament of its huge database of satisfied and committed clientele which boasts of over fifteen million active members! Clubcard is a unique way of rewarding its customers through discounts vouchers and reward points. It has in fact become one of major elements of competitive advantage against IKEA. The IKEA’s KPI or key performance indicator broadly relies on its IWAY process for defining its social and environmental compulsions for its products and its various supply chain partners. Tesco has formulated stringent guidelines under ETI or ethical trading initiatives that promote sustainable practices across all its business partners. IKEA’s design initiatives for its furniture and furnishing, is highly creative. NORDEN and LACK tables, OGLA chairs etc are exemplary examples of waste management. It has also refined its transportation logistics to reduce carbon footprints. TESCO’s ergonomically designed state of the art furniture are cost effective but it nevertheless needs to improve its waste management policies on production through more creative inputs. Not many of its items are made from waste but introduction of products made from paper mache has increasingly become popular amongst the masses. Tesco believes in forging alliances with local

Individual report of approximately 1,000 words Coursework

Individual report of approximately 1,000 words - Coursework Example nancial gain through gain in sales, reduced cost of operation, reduction in project overruns and reduction in the time taken to create strategic changes. The performance management objective also involves motivating the workforce by optimizing plans, improving employee engagement, creating transparency, and conducting professional development programs. For improved management control - a flexible, responsible management is required. The management should display data relationships, help audit and comply with the legislative requirements, simplify communications and provide documented system for communications. Spreadsheets are electronic tools similar to various other IT tools; however the code and underlying structure is unknown (MacMillan, 2000). The main advantage of using spreadsheet is that it is easy and simple to use. Moreover, no specific training is needed for using spreadsheets and employees can easily create, distribute, manipulate and access the data of spreadsheets. However, there exist risks of uncontrolled spreadsheet used, which should be analysed to reduce errors. Spreadsheets are used for countless business functions and accounting calculations. It can be used for tracking workflow, for creating accounting estimates and for key financial reporting. Spreadsheets provide instant snapshots of a situation, which can be used for driving critical decisions. The research is based on production and service data of a firm which has been used to calculate the total expense and derive the selling price of finished products. The allocated costs related to printing, finishing, quality control and material handling has been provided in columns along the labour hours and machine hours. The expense on employees, requisitions and maintenance is also given to get the calculations. The relocation cost of the admin department is derived from the formula - Allocated Costs per Employee x Employees without Administration (for printing). Excel sheet has been used

Labor Force Effect on International Business Essay

Labor Force Effect on International Business - Essay Example In most cases, wage constitutes a substantial portion of the total production cost of companies. As such, businesses find myriad ways and means in order to reduce labor cost for enhancing their viability. Another way by which labor affects international business is through workers' skills. Especially in the modern times, human resource is considered as one of the most valuable assets of a company. This is because it is the employees of the company that possess the skills and expertise required for the efficient completion of production and other business functions. In this regard, the skill level of labor employed by companies is one of the key ingredients to ensure organizational success. With the advent of globalization, labor becomes a central issue in light of prevailing wage and skill levels. Given the technological advancements, employers have found a way to tap the global labor market (Tristan, 2003). Multinational corporations have benefited from the use of modern ways of communication, like electronic mail and video conferencing, to rationalize their labor factor. With the high-tech gadgets, they have taken advantage of highly-skilled and less expensive labor force available in other countries.

Individual report of approximately 1,000 words Coursework

Individual report of approximately 1,000 words - Coursework Example nancial gain through gain in sales, reduced cost of operation, reduction in project overruns and reduction in the time taken to create strategic changes. The performance management objective also involves motivating the workforce by optimizing plans, improving employee engagement, creating transparency, and conducting professional development programs. For improved management control - a flexible, responsible management is required. The management should display data relationships, help audit and comply with the legislative requirements, simplify communications and provide documented system for communications. Spreadsheets are electronic tools similar to various other IT tools; however the code and underlying structure is unknown (MacMillan, 2000). The main advantage of using spreadsheet is that it is easy and simple to use. Moreover, no specific training is needed for using spreadsheets and employees can easily create, distribute, manipulate and access the data of spreadsheets. However, there exist risks of uncontrolled spreadsheet used, which should be analysed to reduce errors. Spreadsheets are used for countless business functions and accounting calculations. It can be used for tracking workflow, for creating accounting estimates and for key financial reporting. Spreadsheets provide instant snapshots of a situation, which can be used for driving critical decisions. The research is based on production and service data of a firm which has been used to calculate the total expense and derive the selling price of finished products. The allocated costs related to printing, finishing, quality control and material handling has been provided in columns along the labour hours and machine hours. The expense on employees, requisitions and maintenance is also given to get the calculations. The relocation cost of the admin department is derived from the formula - Allocated Costs per Employee x Employees without Administration (for printing). Excel sheet has been used

Workaholic Lifestyle Essay Example for Free

Workaholic Lifestyle Essay In THIS rapiLY changing world, the more employments THAT are created, the more people WHO BECOME involved in workaholics’ lifestyle. There is no doubt that workaholics HAVE A difficult time to get along with their liveS. Because A workaholic’s lifestyle has a profound influence on their families, their social lives, and their health. Firstly, A workaholic’s lifestyle has an adverse effect on their families. As much as A workaholic has a superior position in their company, THE time they spend WITH their families is limited. They do not EVEN have enough time to take care of their children or do household chores, which leadS to THEIR communICATING inadequately with other family members. Therefore, their children may not BE educated carefully in termS of emotion and spirit, which in turn makeS A workaholic uncomfortable about the behavior of their children. In addition to the negative effect on their families, A workaholic’s lifestyle can effect on their social lives. Without enough time to participate in outdoor activities or community activities, workaholic cannot form new relationships with others. Therefore, friends who play an important role in their mental health around them are so few that IT makeS them uncomfortable IN society. Furthermore, they have a looser and looser link with their relatives. As a result, all of this makeS them feel isolated from their society. Finally, it is obvious that A workaholic’S life-style HAS a harmful influence on their heath. After working HARD ALL day, they have no time for pastime in order to reliEve their stress. Therefore, they must suffer from severe work-related stress for a long time, which MAY lead to serious disease. For instance, an individual who works more than eight hour per day may suffer from severe headacheS. Consequently, he will not be able to fulfil his work expeditiously on time. In conclusion, there are a number of undesirable impactS on not only their workaholic’s life but also the world around them. Hence, they should set a schedule to have more time to care for their families, and to keep relationships as well in order to have A well-balanced life.

The Corporate Culture Of Apple Inc Business Essay

The Corporate Culture Of Apple Inc Business Essay Apple incorporation is todays one of the biggest if not the biggest organisation culture change trend master, in the past few years apple as being in the light of it totally perceive genius ways of getting thing done with a different, however Apples corporate culture is constantly changing as a result of changes to its leadership/CEO from time to time. To gain an in-depth understanding of this we must dwell into apple historical background, it pros and cons, and the possibility of future management. Therefore the empirical question would be what is the culture of Apple? What is culture? Culture has been describe by many authors, school of thoughts, theories to mention a few in relation to its conceptual usage,it has been described for example as the dominant values espoused by an organisation, the commonly held and relatively stable set of beliefs, attitudes, values and norms that exit throughout an organisation the basic assumption and beliefs that are share by member of an organisation. In recent time culture has been refer to as the way things are done around here. Lynch (2006, p.37) culture refers to the shared understandings and meanings of that members have concerning an organisation. Rather as individuals have distinctive personalities organisation have their own particular culture. Some will be friendly, relaxed and informal while others will be highly formal aloof and hostile. Also Drenna(1992).in senior.B (1997).p101)says culture is what typical of the organisation, the habits the prevailing attitudes, the grown up pattern of accepted and expected behaviou r . The main feature of culture is that even though there are many organisational differences there seem to be share understandings within them. Culture tends to build gradually in rational thinking of groups with the system which later forms a sub/dominant culture. Using Handy (1993) cultural model, handy opine that A culture cannot be precisely define, for it is something that is perceived, something felt handy (p. 191).however he pointed out the four type of culture in organisation which are explain in fig1.1. Type Metaphor Characteristics Power Culture A web Control from centre; political and entrepreneurial ,personal power serves the figure-head and the leader Role Culture The Greek Temple Classical structure; bureaucratic; role identity position power predominate, serves the structure Task culture A net Valued individual expertise and contribution focus on completing the job, both personal and position powers are important; high level of collaboration base on group unity. Person culture A cluster or galaxy Combine of a lose collection of individuals-pursuing own goal but share common facility, power not necessary a focus because members are experts in their own field. This culture serves the individual. Fig1.1 The four culture type highlights how power and control are utilized by organisation and of whose interest are they serving? certainly theres an element of power culture at Apple inc, as noted in the case study, Steve Jobs entrepreneurship style had giving way for personal ideology and more-or-less gain control over the system, he is characterise as Apple itself, the span of control and politic is also associated with Steve upon returning back in late 1990s, when he changed the culture back to the way its use to be when he was at the apex Apple. Also the Role culture could be link with eras of sculley, and other leaders who try to formalize the structure by imposing their own rule, neglecting the important of project groups, which is central to the Task culture even though individual expertise at Apple is crucial to its innovation the only existing collaboration is based on secrecy. A typical reflection of Apple is the individual culture we may say is the Person culture as different g eeks work tiredly to bring about a unique invention based on their expertise. According to, Van backer(case study p.10), ( Backer)an analyst at Gartner inc, noted when Apple goes out to hire somebody, the no 1 criteria isnt how much experience you have or who you know .its whether they think you will fit into the culture. Nevertheless the culture seems unique but can it function without structure, the leadership, performance and strategy? Ideally, we can communicate this by a thorough analysis of the model below; take note that the model is a non linear model as all the elements are inter-related and interdependent. Fig1.2 a culture relation model Structure Noticeable in the case study is the commentators reference to Apple as a Unique culture, analysts argued that Steve jobs the CEO of Apple is the best marketer in the world, but his leadership style suggest a different view. For instance secrecy is the pinnacle of Apples strategic marketing culture. Apple was known to appreciate and value its employee, it worth noting that whereas motivational theories such as B.F Skinner (1974), Mintberg (1979), have highlighted the importance of reward and value as the ideological stimuli that motivate individual to work, in contrast, at Apple any universal concept of motivation might not work, because of how apple justifies its reward system with a do or die culture. More so the structure at Apple Inc is becoming complex as it evolves into a different pattern over the years. FIG2 Hierarchy and Flat structure The above is an illustration of a standardize structure of organisation formulated by many scholars over the year to explain organizational functionality; the flat is more prominent to entrepreneurship, with suitable element of informal, charismatic ,and informal leadership quality but grapevine in nature while the other is ideal for a larger organisation. However, of all the supportive research is the work of Canadian academic, Henry Mintzberg. According to Mintzberg (1979) an organisational structure is the sum total of the way in which it divides its labour into distinct tasks and then achieve coordination between them. also structure is define as the established pattern of relationship between the components parts of an organisation, out lining both communication control and authority patterns .supportive to this also is Wilson and Rosenfeld(1990) explained that structure distinguishes the parts of an organisation and delineates the relationship between them. This is supported by Apples trend in organisation structure which is more complex than initially perceived, for instance Apple is seen as the pioneer of work hard play hard ethic. Equally important is the frequent changes in culture as different leaders tried to adopt a different approach to reorganise the structure, it is interesting that analyst said Apple adopted a style that was not too far too formal or hierarchical and that the approach was more result-driven. In ugly circumstances as a reference to the case study, any poor performance at Apple will not be consistent with its culture; it is important to say that any change in culture will resort in change in structure, however if the structure cannot survive without the culture then where do we inject the leadership style to bring about ultimate performance? Apple structure is neither hierarchy nor flat we could say its more of a hybrid or matrix unlike hierarchy which is prone to bureaucracy=read further according to Webber (1947),in his analysis of organisation he had identified the principle of bureaucracy as a continuous organisation that is bound by rules. Webber outline the importance of ideal bureaucracy to an organisation as positive and rational unlike the other which he described as domination as charismatic authority and traditional authority .mention adocrasy=read further Fig 2.1 A representation of Apples organisation formation structure. AGENT OF TRANSFORMATION Leadership as a concept has been an interesting centre piece to different fields of thought, to the ordinary man; a leader is just a symbolic head, but as a supportive element by theorists and analysts a definite category of classification; it is said the most important type of leaderships are of the following: the charismatic, the traditional, the situational, the appointed, the functional and the principle centred leader for the purpose of this essay we will look at leadership from management perspective, according Cole(2004), leadership is define as the following: leadership at work is a dynamic process whereby one individual in a group is not only responsible for the group results but actively seeks the collaboration and commitment of all the group members in a achieving group goals in a particular context and against the background of a particular national culture INNOVATORS The leadership style of Apple is highly represented by their iconic CEO Steve job that is highly regarded for his innovative, creative and marketing strategies. Using classification of leadership his style could be linked as the transformational leader which is characterised by the transformation of organisation, creativity and innovation with the purpose to engender commitment. However the simplicity of his approach could resort in the downfall of his perceived personality and organisational performance, for instance if this was ideal for the organisational culture then the question would be the sited instances of global workforce revolting against the culture of secretary used by Apple as an accepted way to move the company forward. If apple is to maintain its status quo as the number one most valued company in the world then it needs to engage itself in some form of leadership re orientation as over the past decade different management/leaders have tied to change the culture of ap ple and its structure only to head back to the starting point which is where they are today, Steve job certainly must be doing some right, concrete evidence suggest that Steve job must have outperformed his expectation to the board of management as emphasized in the case study. CONSTRAINTS the ripple effect of change of leaders/managers at Apple inc emphasis the need for change in culture, however this changes also brought about change in structure as each leader tries to implement his/her own ideology, arguable is the internal problem that apple faces from its reorganisation, for instance the appointment of Sculley who was credit for making Apple one of the biggest and fastest-growing corporation in the US.(case study p.5 ).A series of failure in the early 90s again brought another power shift when the board decided it time for leadership change and Micheal spindler was appointed in 1993 to replace Sculley, Spinder also fail to perform as expected ,Amelio could have being the one man that brought the last drastic change into apple because of his focus on Apple product line and workforce reduction but fail follow Apples corporate culture, once more Steve was back in business to turn things Around. A key point to his transformational leadership style, nevertheless it wo uld appear that the board were more interested in performance rather than leadership quality or style; however performance cannot be divorced from leadership. THE ACHIEVER Performance, theres no generalised definition of performance; it has being said that performance cannot be easily defined as you cannot measure or manage it. However few management researchers have noted the core different of performance from other fields in comparison to management sectors. Performance is more adapted to performance management day in day out, therefore performance could be agreed to be of relevance to situational changes. Armstrong and Baron (1998) define performance management as a strategic and integrated approach to delivering sustained success to organization by improving the performance of the people who work in them by developing the capability of team and individual who work in them.. Therefore, it provides avenue for knowledge on organizational objectives and goals and a spectrum to manage and train individual in order to achieve to such objectives Armstrong stress that performance is strategic because it is concern with broader issues facing organizational effectiveness. As evidence in the case study the market value of Apple against the backdrop of its financial performance over the years in Exhibit VIII, it is clear that in the past decade there being a major profit share in the company, more so recently Apple posted all time record revenue with increase earnings of 78 percent, as of July 2010. Apple posted record revenue of $15.7 billion and also quarterly profit of $3.25 billion,. Surely the share holders would be very pleased with the result. These results compare to workforce engagement and the strategy used to achieve result cannot be overlooked, Apple was known to appreciate its employees. It was consider a great place to work for people who are personate about what they did. (Case study p.3) also experts felt one of the key success to Apples performance is its ability to attract and retain key personnel in technical, marketing and staff positions Nevertheless financial performance in one comfort zone for the company identity externally but d oes this speak the same for the internal general audit of employee of Apple who work tirelessly for over 60hours to get this results out. Then how engaged are the staff of Apple incorporation. The unique culture of Apple which is base on the leadership style of one man approach: Steve jobs, can it survive after the exit of jobs. its plausible to say yes as jobs himself claim he had trained others to manage whenever he is no longer available, however the determination of each individual could result in systemic failure of the culture as every leader approach with a different goal setting. If the goal serve as the basis for motivation, and the goals are set by managers, industrial standard or base on negotiation, how then do you motivate individual, researchers noted that one can be motivated by target set against the others while you could be de-motivated by over pressured standard. levison(1972)highlights this in Asinine attitude towards motivation, in relation to reward or punishment to motivate workers, more so borrowing the work of Hygiene theory of motivation by Herzberg (1968),which he claim that the most important motivator or satisfier are Achievement Recognition Work itself Responsibility Advancement. While the following called hygiene factors or dissatisfies Company policy and administration. Supervision-the technical aspects. Salary. Interpersonal relations-supervision Working conditions. Herzberg pointed out that these factors were intrinsically related to the content of work, i.e. with intrinsic challenge, interest and the individual responses generated by them. If applied to Apple, how do we justify the working condition of staff who work for long hours to get the job done, or does the secrecy atmosphere bring about individual motivation or fear of punishment has whoever fail to comply to the culture is noticeably punished, the reward scheme in apple for those that come up with innovative technology like iphone, mac ipad could result in esteem of individual while the punishment approach on the other hand is detrimental to the public image of Apple as any failure leads to sacking individual or leakage of secret will automatically result in dismissal. Therefore we could say any universal concept of motivation might not work in Apple cooperate culture base on perceived punishment and reward of staff performance, thus Apple cooperate culture is zero experience and no stability of staff until now though it has worked for the company. Even though the strategy may be consider risky. Apple target young staff recruits with less commitment and more glory seeking rather than experience. However is worth saying the older generation are not mush expandable. This could be explain using Maslow (1956) Hierarchy of needs, which he associated the important of needs to motivate individual, starting from basic needs called physiological needs, follow by safety needs, then love needs, esteem needs, and self actualisation. He emphasis that as one needs is fulfil we move up to another. Goal setting (locke,shaw sari latham 1981)A change in goal will foreseen a better Apple as a company, for example Apple has always focus on improving on a previous product i.e. Iphone1,2,3..4.e.tc while not come up with something entirely different and innovative. Even though Apple came up with a micro palm device name ipad,it still relied entire on the old operating system which is gradually facing out as competition grows in the technology industry. Again the past ten years down the line Steve Jobs was back the in same job at the apex of the company after many failures of different managers at various stages of cultural development within Apple inc. even though Jobs is making money for apple for now the question is will same strategy that fails at the initial past decade in culture, work for the future? A do or die culture was Apples it it ideal for apple? For instance sculleyl tried for Apple for about five years, thus due to cultural strategy of sculley, the board got rid of him. At this juncture the answer would be it all depends on many factors conserving strategy culture and variable element to forecast the future.