Workplace Ethics - 1008 Words

Assignment 2: Workplace Ethics Danielle Davis Professor Kenneth A. Pino BUS 309: Business Ethics Abstract Regardless of your occupation, employees have the right to privacy. Case 9.1: Unprofessional Conduct shows how Pettit privacy was violated. Pettit was a teacher of many years and never had a bad evaluation of her work. What she did outside of work was labeled unprofessional by the Board of Education and they chose to fire her because they believed she was unfit to teach. I disagree with them completely and they did violate her privacy. Business Ethics is defined as â€Å"the study of what constitutes right and wrong (or good and bad) human conduct in a business context† (Shaw, 2014, p. 4). Based off this definition, I believed†¦show more content†¦I wouldn’t want people spying on me outside of my workplace. We should be able to live our lives without people being in our business. Pettit was just doing what she like outside of work and it was not affecting her job. In my opinion, Pettit’s behavior was not unprofessional nor immoral and I don’t believe she was unfit to teach. Pettit’s professionalism should be regarding her character at or dealing with work not in her personal life. Pettit had no problem performing her job. She was an experienced teacher who haven’t had any negative evaluations. Pettit acting unprofessional was never an issue while she was a teacher. People may call her unprofessional if they saw her taking part in her sexual activities out side or work but that had nothing to do with her character at work. She kept her personal life private and away from her career. The Board of Education chose to break into her personal life to spy on her. She did nothing wrong and I believe she was professional if regarding to her work life. I choose not to judge people so I cannot say that Pettit was immoral. Who are we to say if she was doing the wrong of right thing? Her sexual preference is her own business and she kept it private. The Board of Education had no clear evidence of Pettit’s professionalism and no evidence to prove that she was unfit to teach. If teachers haveShow MoreRelatedEthics : Ethics And The Workplace1407 Words   |  6 PagesIn this day in age ethics is a big part of businesses. An Ethical employee tends to make decisions in the best interest of their employers, co-workers, and also outside companies other than themselves. This being said I will be discussing how ethics and communication can help and benefit you in the workplace and how it can build relationships with employees, what companies look for in their workplace using ethic also some statistics of how ethics benefits the workplace, and a few cons businessesRead MoreEthics And Ethics Of The Workplace1014 Words   |  5 PagesEthics in the Workplace What is Ethics and why is it an important part of the workplace? Ethics or moral philosophy is the branch of philosophy that involves systematizing, defending, and recommending concepts of right and wrong conduct. (Wikipedia, The Free Encyclopedia) Decisions taken within an organization may be made by person or groups, but whoever makes them will be influenced by the culture of the company. A decision to behave ethically is a moral. Employees need to decide what they thinkRead MoreWorkplace Ethics1046 Words   |  5 PagesWorkplace Ethics: Unprofessional Conduct BUS 309 Business Ethics Professor: Keith Graves August 23, 2013 Today, there seems to a big misconception of what professionalism means in and out the workplace. Many people go to work just to earn a living and that is fine however, when you hold a position of stature or prestige there are certain elements you must value to the profession as a teacher. â€Å"Professional teacher† refers to the status of a person who is paid to teach. They are supposedRead MoreThe Ethics Of The Workplace923 Words   |  4 Pagesis aimed at providing the larger audience an overview of the ethics of the workplace related to the issues of ownership, privacy and monitoring in a working environment. There are practical examples to demonstrate how ethics play an important role in working environments related to information privacy but still there is less consensus on uniquely identifying specific ethical issues. Employees at different organization may define ethics from their own perspective which makes it difficult to implementRead MoreThe Ethics Of The Workpl ace1554 Words   |  7 Pages Ethics in the Workplace We as individuals come across situations in our daily lives that force us to make decisions that we may always agree with morally as well as decisions that may push our moral compasses to their limits. If you are a working professional no matter what the field, these decisions can come with big ramifications, good or bad. I have come to find that with every individual there comes a different set of beliefs, attitude, boundaries and ethical views. We do not all share theRead MoreImportance Of Ethics In The Workplace1572 Words   |  7 PagesThe Importance of Ethics in the Workplace In their personal and professional lives, people can and, unfortunately, sometimes do go against their moral and ethical standards. Ethical standards are what it means to be a good person, the social rules that govern our behavior. Ethics in business is essentially the study of what constitutes the right and wrong or the good or bad behavior in the workplace environment. A business is an organization whose objective is to provide goods or services for profitRead MoreThe Questions On Workplace Ethics1254 Words   |  6 Pages2010). This scenario is called an ethical dilemma whereby individuals are forced to weigh the right and wrong of their actions (Westerholm, Nilstun, Øvretveit, 2004). In my research the following senior about workplace ethics. The information from the class discussion about the eight steps in resolving a dilemma. I use the eight steps and insert the information. GATHER THE FACTS, Who, what, where, when, how, and why. I have learnt about a surprising piece of information that willRead MoreComputers and Ethics in the Workplace1919 Words   |  8 PagesComputers and Ethics in the Workplace Executive Summary This paper discusses issues with ethics that have derived in the workplace as a result of the use of business computers. The definition of computer ethics is simple; they are a set of moral principles that intend to help with the regulation of the use of computers. Some common problems with computer ethics consist of privacy concerns, intellectual property rights, and the way computers have an effect on people. In other words, computer ethics refersRead MoreValues And Ethics Of The Workplace1259 Words   |  6 PagesValues and ethics are essential in the workplace. It establishes how a company is run and remains profitable. Leaders are the key to demonstrating and creating the organization’s culture, ethics and values. It has to start at the top of the organization including the Chief Executive officer, board and owners. Leaders’ internalization and manifestation of the values in how they operate have a great influence on the employees. Every organization must start w ith a foundation, a code of conduct, codeRead MoreEthics In The Workplace Essay1926 Words   |  8 PagesEthics in the Workplace Ethics are personal and, at the same time, a very public display of your attitudes and beliefs. It is because of ethical beliefs that we humans may act differently in different in situations (University of Phoenix, 2007). Poor ethical choices in the workplace can truly hurt people. Poor ethics can damage their career, happiness, and quality of living. Not only can these actions hurt the individual who has made the bad choices, but also most often it hurts the innocent.

Market of Square Pharmaceuticals Limited †MyAssignmenthelp.com

Question: Discuss about the Market of Square Pharmaceuticals Limited. Answer: Introduction: The business strategy Square Pharmaceuticals Limited adopted to gain major share of the pharmaceutical industry in Bangladesh consists of several strategies like an efficient product strategy, financing strategies, human resource management strategy and stakeholder management strategy. The previously mentioned stated strategies are being elaborated in detail as follows: Square Pharmaceutical Limited manufactures finished pharmaceutical products, pesticides, herbal products and agro-veterinary products. The products of the company are available in various forms like tablets, capsules, suppositories, injections, liquids and dry oral powder. One can infer that product line of the company enables it to cater to the needs of various types of customers like domestic people, agriculturist and pet owners. The intermediate customer base of the company consists of various wholesalers and retailers of the medicine who stock its products. Farmers and agriculturists use the agro-products like pesticides. Veterinary laboratories and people having animals demand the veterinary products. This extensive product line helps it to cater to large variety of customers and earn huge revenue, which gives it the high market position. Square Pharmaceuticals Limited has adopted very efficient financing strategies, which ensure steady flow of funds to support its vast operations. The company is a public limited company listed on the stock exchanges of Dacca and Chittagong. This allows the company to generate huge amount of capital by issuing shares in the securities market. Square Pharmaceuticals Limited has a extensive product line which the company price differentially to reach both the rich and the poor people. This allows the company to generate huge amount of fund by catering to the large consumer group. The public limited company also started exported its products from 1987 which allows it to earn foreign currency. Thus, a combination of its public limited status, an extensive product line and overseas market help the company it earn huge revenue and dominate the pharmaceutical markets in Bangladesh. Human resource management: One of the most spectacular strategies Square Pharmaceuticals Limited adopted to dominate the pharmaceutical market in Bangladesh is its efficient human resource management policies, particularly pertaining to supply chain management. The human resource department conducts an extensive and rigorous interview process to ensure that the company is able to acquire high standard supply chain managers and executives. The HRM also arranges of training and induction of the newly hired staffs to ensure that they learn and improve their job roles. This efficient talent management strategy of Square Pharmaceutical enable to acquire, manage and retain highly efficient employees which gives it more advantage in the Bangladeshi pharmaceutical market. The above discussion clearly shows that efficient stakeholder management and is one of the key factors behind the top position of Square Pharmaceuticals in the pharmaceutical market in Bangladesh. Firstly, the company manufactures high quality products, which benefit business and individual customers. Secondly, the company earns huge profits and ensure capital maximisation of the shareholders. The company gives salary increment to its internal stakeholders like employees, which increases their job satisfaction. The case study mentions that Square Pharmaceuticals exports products to overseas. It can be inferred, from the statement that the company can comply with the policies laid down by its home country government, Bangladesh as well as host countries governments. This analysis shows that the power of Square Pharmaceuticals to benefit a large number of stakeholders like customers, shareholders, employees and governments has led to the growth and dominance of the company in the Bangl adeshi pharmaceutical market. The vision and mission of Square Pharmaceuticals are well aligned with the business objectives, which the company can aim to achieve in the long-run. The vision of the company is to obtain leadership in the pharmaceutical market in Asia and carry out aggressive research and development in the medical science. The mission of the company is to operate responsibly and manufacture high quality products. The pharmaceutical company can adopt three objectives based on its vision and mission namely, more rapid foreign, acquisitions and mergers and strengthening marketing and brand power. Square Pharmaceuticals Limited can aim to achieve the following long-term business objectives based on its mission and vision: The mission Square Pharmaceuticals Limited is to gain leadership in the Asian pharmaceutical market and the company needs to enhance its foreign expansion strategies in order to achieve this mission. The pharmaceutical market in Asia is dominated by China, India, Japan and Singapore, all of which have more developed pharmaceutical sectors compared to Bangladesh (genengnews.com 2017). These economies have their own pharmaceutical companies, which have expanded globally and hold far stronger position than Square Pharmaceuticals. For example, the revenue earned by China National Pharmaceutical in the year 2014 is USD 37340000000. The Indian pharmaceutical multinational company Ranbaxy Limited earned revenue of USD 591262.49 in 2014 (Sunpharma.com. 2017). Square Pharmaceuticals earned revenue of USD 111286.86, which is very low compared, to its Chinese and Indian counterparts (squarepharma.com.bd. 2017). It must also be noted that Indian and Chinese pharmaceutical companies have evolved into biggest pharma-conglomerates in the world and Square comes nowhere close to them. Hence, the first long term objective of Square Pharmaceuticals Limited (SPL) should be rapid foreign expansion to gain higher competitive advantage in the Asian market. Acquisitions and mergers: The mission of SPL is to acquire top position in Asia while its vision is to manufacture high quality products. It must be noted that the top Asian pharmaceutical markets like Japan, India and China have presence of American and European pharmaceutical companies like Pfizer. The Asian pharmaceutical companies too have acquired subsidiaries in the western markets. This collaboration between the western and emerging Asian pharmaceutical markets facilitate huge flow of information and resources between them (sunpharma.com 2017). This encourages huge amount of innovation and research, which has led to development of India, China, Japan and Singapore into medical research hubs. An analysis of this discussion shows that SPL should also acquire companies and laboratories in the overseas to carry out open innovation and offer more advanced medical products (Jones et al. 2016). SPL must strengthen its marketing and brand power in order to gain competitive position in the Asian pharmaceutical market. Pharmaceutical companies from Singapore, India, China, Malaysia and Japan dominate the pharmaceutical market of Asia. The Asian pharmaceutical market also experience presence of subsidiaries of western companies like Pfizer. These two groups of companies carry out robust marketing activities to strengthen their brand value (Jary and Wileman 2016). Square Pharmaceutical Limited should carry out aggressive marketing and brand strengthening activities to strengthen its market position. The company would have to make its marketing strategies strong and that would take years because it has to grow financially to be able to compete with the powerful companies of China and Japan. This would require several years and the top management should adopt marketing and brand strengthening as the third important long-term objective (Manzoli et al. 2016). Square Pharmaceuticals Limited would face several problems if it fails to realise the importance of linking its departments like accounts finance, marketing sales, administration human resources, supply chain and production. Each of these departments is interrelated and collaborates towards making the company operate smoothly and earn revenue. If the apex management of Square Pharmaceuticals Limited fails to coordinate between these departments, there would be problem in smooth operation of the company, which may disrupt its very existence in the competitive market of Asia. For example, the accounts departments allocate funds to all the other departments like marketing and HR (Owen et al. 2013). The marketing and sales department markets the products in the market and obtains orders for delivery. It forwards the details of the orders to the production department, which in turn passes the information to the supply chain department. The supply chain department uses the funds allocat ed to it by the accounts department to acquire the raw materials. The production department uses the raw materials to produce the finished goods, which the marketing and sales department sells to the customers. This operation of the sales and marketing department generates revenue, which is recorded by the accounts and finance departments. The administration department manages the operations of all these departments while the human resource department provides them with staff. This explanation clearly shows that the coordination between these departments contributes towards smooth functioning and generation of revenue (Listou 2015). Thus, if the apex management of Square Pharmaceuticals fail to integrate these departments, it would face the problem of carrying out its smooth business operations, which would in turn jeopardize its productivity, profitability and very existence in the pharmaceutical markets of Asia (Sallns 2016). The given case study draw comparison between two companies namely, Square Pharmaceuticals Limited and its competitor Watson Pharmaceuticals, now a part of the Irish multinational pharmaceutical company, Actavis Generics. The organisational chart of Square Pharmaceutical Limited shows that the assistant general manager (AGM) and the executive director of administration (EDA) reports to the managing director. The HR manager, marketing manager and the supply manager reports to the AGM. The production manager, quality control and finance manager reports to the EDA. A CEO to whom the general manager (GM) and director of administration (DA) report heads the organisational structure of Watson Pharmaceuticals. The assistant HR manager and the industrial relation officer report to the HR manager. The assistant finance manager and budget officer report to the finance manager (Nrman, Johnson and Gingnell 2016). The HR manager and the finance manger in turn report to the GM. The sales and the ma rketing officer of Watson report to the marketing and sales manager while quality control officer and the assistant production officer report to the production manager. The production manager and the marketing and sales manager report to the DA. The following section would compare between the two companies on the grounds of the organisational structure discussed above: Span of Control: Square Pharmaceutical Limited follows flat structure where the span of control of one post spreads over a larger area. For example, AGM directly controls the HR, marketing and the supply chain managers. The MD is the skip level officer of these three managerial posts and hence exercises indirect control over them (West 2014). Watson compared to Square, follows a tall structure where the top managers have limited span of control. For example, the CEO can exercise direct span of control over GM and DA. He has indirect control over HR manager, finance manager, marketing and sales manager and production manager. However, the CEO has no direct control over the lower rung managers of the company (Sundararajan, Bhasi and Vijayaraghavan 2014). The above discussion shows that Square follows flat structure and the span of control of manger is larger. Watson, on the contrary follows a tall structure where the span of control of a manger is restricted to a small number individuals. The chain of command practiced at Square Pharmaceutical as pointed out is shorter and more direct. Watson, on the other hand follows a tall structure which multiple chains of command. For example, the AGM directly controls the HR manager, the finance manager and the supply manager. The tall organisational structure of Watson more complicated. A chain of command consists the assistant HR manager, HR manager, GM and the CEO. A second chain consists of the industrial relationship officer, the HR manager, GM and the CEO. Thus, it is evident that compared to Square, the chain of command at Watson is multiple and more complicated (Mi?kiewicz 2017). The lines of communication at Square are shorter and more direct due to its flat organisational structure. The lines of communication at Watson are more complicated and indirect due to its tall organisational structure. Decision-making at Square is more dynamic and direct owing to shorter lines of communication. The decision-making at Watson is more lengthy and complicated because of several posts and the need to take their approvals before implementing decisions. Square follows a flat structure while Watson follows a tall structure. However, it can be pointed out that the tall organisational structure adopted by Watson resembles the pharmaceutical MNCs like Pfizer (D'Alessandro and Mohtadi 2016). The supply chain department supervises its human resource needs by human resource plan. The following are some of the factors, which can affect the human resource planning of the department: Span of business: The case study clearly points out that the employees of the supply chain management are hired to procure the raw materials and maintain relationship with the suppliers. It also has mention about exporting of finished but has no clear mention about sourcing of raw materials from abroad. Assuming that the supply chain and the business span of Square is not big as its other Asian counterparts, the human resource planning of the supply chain department is limited to Bangladesh. This limited span of business and raw material acquisitions lead to the supply chain department recruit less number of employees (Ahearne, Lam and Kraus 2014). The selection process of Square mentions about interviewing candidates while the training and induction clearly mentions about on-job training. One can point out that these procedures are more appropriate for candidates who are fresher or have less experienced. However, all departments need to acquire experienced employees from multinational companies in the same field for strategic positions. The case study does not mention acquisitions of employees with experience of working at other multinational pharmaceutical companies. It can pointed out that the weaker brand equity of Square compared to its Asian counterparts prevent it from attracting employees having rich experience of working in other pharmaceutical MNCs (Godman et al. 2014). Recruitment and selection: The company must aim to recruit and select employees having experience of serving and making decisions at multinational pharmaceutical companies preferably from leading companies like Pfizer. This would enforce more dynamic and aggressive decision making processes, which would boost the business operations of Square in the Asian market. The company should extend its training programmes to accommodate both inexperienced and experienced candidates. The training provided to inexperienced candidates can consist of induction and on the training but they are not sufficient for experienced candidates. The experienced should be provided more detailed training and induction, like a formal conversation with the regional head and other departmental heads. This would enable newly hired managers to be more acquainted with the strategic positions of Square and help in taking decisions that are more dynamic (Sung and Choi 2014). The performance appraisal of Square involves top bosses making decisions regarding appraisals of their subordinates. However, it has no scope of junior employees giving feedback about their bosses, which would be considered during appraisal of the latter. This empowerment of the subordinates would make the senior employees more responsible towards their subordinates. This would minimise ill-treatment and exploitation of subordinates in the hands of their superiors. This would contribute towards a more ethical and equable organisational culture within Square (Jones et al. 2016). Compensation and motivational rewards: It is recommended that Square should diversify its employee motivational and compensation rewards. The case study speaks about financial rewards like gratuity while healthcare benefits at discounted rates in the only nonfinancial motivational rewards. The compensation scheme should be extended to accommodate financial rewards like incentives, earned leaves and share of profits. The non-financial rewards can be flexible timings, social functions and work from home facilities. These additional motivational and compensation rewards would motivate the employees to work harder to achieve their targets (Lu et al. 2015). The human resource strategies and the business strategies are linked moderately to achieve its business objectives. The case study shows that the objective of Square Pharmaceuticals is to acquire leadership in the pharmaceutical market of Asia and to bring about new innovative products to earn more revenue. Considering these two business objectives, the human resource strategies are not fully equipped to achieve the objectives. The human resource policies are fixed by the human resource department after consulting with the other departments like finance and marketing. This strategy is appropriate for an expanding pharmaceutical company (Martins et al. 2014). The recruitment process consists of advertising vacancies on online job portals. The selection process is about written examinations and medical tests. These processes are appropriate for inexperienced candidates but not for experienced candidates. The HR department must frame more area specific recruitment process like an exper ienced employee appearing of a managerial post interview, should be given technical examinations to test his actual knowledge and decision-making power. The training and induction is restricted to on-job training and induction (Mehralian and Shabaninejad 2014). This is once again appropriate for executives but not for managers who require a more detail induction like introduction to the top managers to whom they would report on daily basis. Hence, in the light of the above discussion it can concluded that the human resources strategies of Square are moderately consistent with the business requirements. References: Ahearne, M., Lam, S.K. and Kraus, F., 2014. Performance impact of middle managers' adaptive strategy implementation: The role of social capital.Strategic Management Journal,35(1), pp.68-87. Ashmarina, S.I., Streltsov, A.V., Dorozhkin, E.M., Vochozka, M. and Izmailov, A.M., 2016. Organizational and Economic Directions of Competitive Recovery of Russian Pharmaceutical Enterprises.International Electronic Journal of Mathematics Education,11(7), pp.2581-2591. D'Alessandro, A. and Mohtadi, P., 2016. A Study of how Organisational Culture and Experience Affect Firms Political Risk Identification: A Case Study of Ericsson, Motorola Solutions, Tecnotree and KVH Industries. Ding, M., Eliashberg, J. and Stremersch, S., 2016.Innovation and marketing in the pharmaceutical industry. Springer-verlag new york. GEN. (2017).Top Eight Asia Biopharma Clusters 2017 | The Lists | GEN. [online] Available at: https://www.genengnews.com/the-lists/top-eight-asia-biopharma-clusters-2017/77900935 [Accessed 20 Oct. 2017]. Godman, B., Wettermark, B., van Woerkom, M., Fraeyman, J., Alvarez-Madrazo, S., Berg, C., Bishop, I., Bucsics, A., Campbell, S., Finlayson, A.E. and Frst, J., 2014. Multiple policies to enhance prescribing efficiency for established medicines in Europe with a particular focus on demand-side measures: findings and future implications.Frontiers in pharmacology,5. Hashim, N.H., Nasir, M.H. and Ramlee, M.S., 2016. Emerging Pollutant of Concern: Occurrence of Pharmaceutical Compounds in Asia with Particular Preference to Southeast Asia Countries. InMATEC Web of Conferences(Vol. 47). EDP Sciences. Jary, M. and Wileman, A., 2016.Retail Power Plays: From Trading to Brand Leadership. Springer. Jones, C.M., Bellenger, D. and Johnston, W.J., 2016. The Influence of Mergers and Acquisitions on RD Managerial Decision Making: A Multiple-Case Study of Pharmaceutical Firms. Listou, T., 2015.Supply Chain Designs for Preparedness. Lu, C.Y., Emmerick, I.C.M., Stephens, P., Ross-Degnan, D. and Wagner, A.K., 2015. Uptake of new antidiabetic medications in three emerging markets: a comparison between Brazil, China and Thailand.Journal of pharmaceutical policy and practice,8(1), p.7. Manzoli, L., Flacco, M.E., Boccia, S., DAndrea, E., Panic, N., Marzuillo, C., Siliquini, R., Ricciardi, W., Villari, P. and Ioannidis, J.P., 2016. Generic versus brand-name drugs used in cardiovascular diseases.European journal of epidemiology,31(4), pp.351-368. Martins, A., Vieira, H., Gaspar, H. and Santos, S., 2014. Marketed marine natural products in the pharmaceutical and cosmeceutical industries: Tips for success.Marine drugs,12(2), pp.1066-1101. Mehralian, G. and Shabaninejad, H., 2014. The importance of competitiveness in new internationalized and competitive environment of pharmaceutical industry.Iranian journal of pharmaceutical research: IJPR,13(2), p.351. Mi?kiewicz, R., 2017. Organisational structure in the process of integration on the example of iron and steel industry enterprises in Poland. Moss, R., Hickson, R.I., McVernon, J., McCaw, J.M., Hort, K., Black, J., Madden, J.R., Tran, N.H., McBryde, E.S. and Geard, N., 2016. Model-informed risk assessment and decision making for an emerging infectious disease in the Asia-Pacific region.PLoS neglected tropical diseases,10(9), p.e0005018. Nrman, P., Johnson, P. and Gingnell, L., 2016. Using enterprise architecture to analyse how organisational structure impact motivation and learning.Enterprise Information Systems,10(5), pp.523-562. Owen, C., Bearman, C., Brooks, B., Chapman, J., Paton, D. and Hossain, L., 2013. Developing a research framework for complex multiteam coordination in emergency management.International Journal of Emergency Management,9(1), pp.1-17. Sallns, U., 2016. Coordination to manage dependencies between logistics service providers and shippers: An environmental perspective.International Journal of Physical Distribution Logistics Management,46(3), pp.316-340. squarepharma.com.bd. (2017).Corporate Operational Results. [online] Available at: https://www.squarepharma.com.bd/financial-reports/Annual%20Report%202014.pdf [Accessed 20 Oct. 2017]. Sundararajan, S., Bhasi, M. and Vijayaraghavan, P.K., 2014. Case study on risk management practice in large offshore-outsourced Agile software projects.IET Software,8(6), pp.245-257. Sung, S.Y. and Choi, J.N., 2014. Do organizations spend wisely on employees? Effects of training and development investments on learning and innovation in organizations.Journal of organizational behavior,35(3), pp.393-412. Sunpharma.com. (2017).ANNUAL REPORT OF SUBSIDIARY COMPANIES | Sun Pharmaceutical Industries Ltd.. [online] Available at: https://www.sunpharma.com/investors/annual-report-of-subsidiary-companies [Accessed 20 Oct. 2017]. West, R.E., 2014. Communities of innovation: Individual, group, and organizational characteristics leading to greater potential for innovation.TechTrends,58(5), pp.53-61.

Descrimination Essay Example For Students

Descrimination Essay discrimination1. The federal government attempted to use many laws to protect the rights of the newlyfreed slaves, such as the Civil rights Act of 1866, which gave African Americans the rightof citizenship and forbade other states from passing their own discriminatory laws. Thisbrought on the Black codes, which restricted much of the African American lives dictatingwhere they were legally allowed to go and designated places they should be in. Thefifteenth amendment was also passed, which states that no one can be kept from votingdespite their race, color or past servitude. It seems to nt wanted to lay down the basicrights for the African Americans of the time, but didnt want to give them to muchfreedom by restricting everything that they did. It seems it was much like probation to me,giving them a little slack to see what they would do with it, but still not really trustingthem. I think the restrictions on African Americans was a good thing however, with all ofthe hatred and discrimination against blacks that was going on at the time. Restrictingwhat they could do and segregating them from the whites was probably the best thing. This separation probably saved many of the newly freed slaves lives, the separation mostlikely reduced the amount of disputes and violent eruptions between the two races ofpeople. In the end, although the laws may have seemed like they failed or brought grief tothe newly freed slaves, I feel the laws saved lives, and yet gave the African Americans anew feeling that they were a part of their country and mattered because they able to vote. I happen to think the laws passed to protect the rights of freed slaves were a success.

Supervision Unit free essay sample

As deputy manager it is within my job role to conduct monthly supervisions which then lead into an annual appraisal. At this time I currently have three supervisees. Whilst holding one of these monthly supervisions with my supervisee I conducted a file audit of their case file as part of my monthly monitoring, this helps me to evaluate. I noticed that work which I had previously asked to be completed had not been produced and some of the work which had fell below expected standards for his role as a Residential Child Care Worker. A part of my own personal supervision with my manager we discuss the supervisees/supervisions I have held and it is my responsibility to flag up any issues that occur. I informed my manager of the concerns I had and she brought to my attention that she used to supervise this member of staff and had to address the very same issues around poor quality of work being produced and that numerous other members of the team had spoken about similar concerns within their own personal supervisions. We will write a custom essay sample on Supervision Unit or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page I researched and familiarised myself with the Employment Policies, Procedures Guidance Handbook, which contains the Capability Disciplinary Procedures. The Capability Disciplinary Procedures are the means by which rules are observed and standards of conduct and performance at work are maintained, they provide fair and consistent methods of dealing with problems of conduct or work performance. Neither the disciplinary or capability procedure are designed to be punitive management tools but are intended to encourage and facilitate improvement at an early stage to ensure that conduct and performance do not become a problem that is unmanageable. The procedures allow for fair and consistent treatment of an employee and hopefully they will achieve a positive outcome to any problems. In the Employment Policies, Procedures Guidance Handbook, section A. /5 of the Capability Procedure states, where work performance consistently falls below the expected standards attempts must be made to provide structured support, guidance and training via this procedure in order to encourage improvement and raise performance to an acceptable level. This procedure should also be used to provide structured support and encouragement where weaknesses have been identified. The primary objective of the capability procedure is to effective an improvement in the employees work performance through the pro vision of guidance, advice, training and support. I set the time date for the supervision, added this to the supervision monitoring tool and made sure my supervisee was aware of the time, date and location in order for him to be able to produce his own agenda items. I held the supervision making sure our time was protected and that we would not be disturbed. This gave me the opportunity to raise and explain my concerns over the standard of the work being produced; I went through the file audit I had conducted with him identifying where the work had fallen below the expected standard. Within the supervision strategies were put in place to support my supervisee: †¢ To change his supervisions from monthly to fortnightly giving greater support. †¢ To reduce his current workload with immediate effect. †¢ Planning protected time for him to undertake planned work whilst on shift. †¢ Producing a copy of the file audit with all the required work. †¢ To continue to produce monthly file audits. †¢ Putting time scales and dates on a realistic planned work schedule. †¢ Making him aware that I am here to support, give advice and help with training. Contact the training section to look at more personal development in key areas. †¢ Provide and define various time management tools in order to improve performance. I put these strategies in place to help support my supervisee and his performance as these are some of the one of the main principles of supervision. This would add structure, growth, help him to be able to develop further skills a nd knowledge within his job role, inform his practice and meet the demands of his workload whilst producing work of the expected standard. Holding professional supervision in this manor helps me to continually measure performance indicators given to me by the organisation to evaluate the success of a particular identified task or areas of work which the supervisee has direct impact on and responsibility for, monitoring these tasks allows me establish if the supervisee is progressing towards achieving his goals or identification of an area of potential improvement. By giving direct support to my supervise and their performance, will help the worker to achieve in their role, create job satisfaction, maintain standards, increase positive outcomes and high levels of quality care being delivered to the young people. Using performance management in supervisions with staff ensures that goals are consistently being met in an effective and efficient manner. Performance management in this case focused on a staff member, but also has a direct impact on the performance within the department Children’s Services and then on to the main organisation Sunderland City Council.

Development of the periodic table

Development of the periodic table Essay - The Development of the Modern Periodic Table Rosie PurchaseIn 1817, a German scientist called Johann Dobreiner published his idea, the law of triads. These triads were an early attempt of organising the chemical elements. Each triad was a group of three elements that were specifically placed together due to their similar properties, appearance and reactions. He created 6 triads, of which some examples are: lithium, sodium and potassium, and chlorine, bromine and iodine.At this time, scientists had begun to find out the relative atomic masses of each element. Dobreiner showed that in each of his triads the mean average of the lightest and heaviest element was close to the atomic weight of the middle element. A pattern was emerging in his law, but not enough elements fit into these triads therefore this meant that he could not substantiate his hypothesis and his findings were regarded at the time as simply interesting curiosities.English: Monument to the periodic table, in fron t ...Other scientists were also working on discovering relationships between elements, however inaccurate values of what was referred to as the 'atomic weight' prevented them from seeing an overall relationship.A few decades later, an English scientist named John Newlands came up with his own concept of the periodicity of the elements. He arranged all known elements in the order of their ascending atomic weight. In doing so, he found what he believed to be a pattern every eight element in his grouping shared a resemblance and shared similar properties. Then the suggested analogy similar to the intervals of music, the 'law of octaves' was the name assigned to this pattern. His published concept - 'law of octaves' - was controversial at first and was labelled as an eccentric notion unworthy of serious consideration, but later it became recognised as an important simplification within...

Basic Attributes of Organizations Essay Example | Topics and Well Written Essays - 500 words

Basic Attributes of Organizations - Essay Example Being headquartered in the United States which is recognized as one of the wealthiest nations in the world, its operation is focused overseas especially on the developing nations in Asia and Africa. However, in the case of the relief after the hurricane Katrina, it obviously bypassed these beneficiaries by collecting and channeling fund domestically. According to LWR's parish project associate Brenda Meier, "Historically, Lutheran World Relief has focused on emergency response overseas, but, given the unprecedented nature of Hurricane Katrina, we feel that it is appropriate to make a rare exception and distribute the items domestically" (Lutheran World Relief 3). As stated above, LWR is headquartered in the Northern America with global operations divided into three geographical regions namely Africa, Asia and Middle East, and Latin America (Lutheran World Relief 1).

Social anxiety Research Paper Example | Topics and Well Written Essays - 1750 words

Social anxiety - Research Paper Example People experiencing from social phobia are not afraid of fear, rather they are afraid of what people think about them and how people perceive them. This fear is mostly associated with the negative perception or the belief that people perceive negatively about the person being evaluated. Due to this fear, individuals believe that they are going to be negatively assessed by others, will not be acceptable by others, will be bullied and people might disapprove them. Due to these perceptions, an individual may face the problem of social anxiety. Individuals living in US aging between 18 and 54 are most commonly affected by this disorder, around 3.7% of the total population which accounts for 5.3 million Americans are said to be experiencing this disease (Kahn, 2001, p.51). Twice the number of women are said to be effected by this disorder as compared to men but higher number of men seek assistance to solve this issue (Kahn, 2001, p.51). Mostly an individual is affected by this disease dur ing childhood; individuals who cross the age of 25 have less chances of developing this disorder. Social anxiety is one of the top most common forms of disorders experienced by US. Body During the 1980s, social anxiety was realized as a mental disposition by the Diagnostic and Statistical Manual of Mental Disorder; this realization took place much later than other forms of mental issues (Kearney, 2005, p.11). Heavy amount of research and study has not focused on this disease but quite a lot of physicians and researchers are working towards this social and mental problem. Researchers have been able to identify two forms of social phobia, though it is unclear whether both these problems are similar or distinct. The first kind of social phobia is one in which people are afraid of conducting one of the several forms of social actions such as speaking in front of the public and working or eating while around people. The second division of social phobia is recognized as generalized social phobia, people experiencing this form of social phobia are afraid of conducting all sorts of social activities (Kearney, 2005, p.12). Media has paid attention to social phobia and has stated that pharmaceutical companies are trying to sell medication that is used to solve the issue of shyness and they believe that shyness is not a medical condition (Gambrill, 2012, p.67). The issue of pharmaceutical companies operating in an unethical way to make profits should not be mixed with the issue of social phobia as everyday several individuals throughout the world along with US experience this metal disorder and are not able to complete their social obligations. An individual should not be labeled as someone who is experiencing any disease if they are going through emotional changes that are important for their life. But proper importance needs to be assigned to someone who is actually experiencing certain mental issues. Social phobia or social anxiety itself is a label given to those who are actually suffering from these issues and these labeling aids them in obtaining help from physicians and gain support from others who are experiencing the same challenge. Experiencing social anxiety is not a huge issue, thus others need to accept such people and provide support to them and people suffering from this disorder want to alter the way they are living their lives. It is a myth that socially anxious people do not prefer to be social or are against