Analysis of a Health Care Essay Example | Topics and Well Written Essays - 1250 words

Analysis of a Health Care - Essay Example Much has been said about the reform, which should take place at Medicare, and to view the necessity in these reforms, it is important to define, how the system works and how effectively it uses its resources. Medicare healthcare delivery system is influenced by a number of factors, among which are: the level of payment, medical education support, regulations relating to probable conflicts, the decrease in funding, etc. These issues are crucial in the activity of any healthcare delivery system, but attention should also be paid to the way these services are delivered to the elderly patients, as well as the ways of positive changes in quality and cost-effectiveness in healthcare delivery. It is important to notice, that hardly any company, even the most successful, uses its resources to the fullest, and thus there is always a possibility for improvement in any area of health care delivery system. One of the primary purposes of Medicare at the time it was created was 'to provide coverage for hospital care'. (Marmor 2000, p. 25) 'This coverage was expected to be equivalent to the types of coverage available to the working population, however, typically required acute care services for accidents and injuries. Having all the necessary resources at its disposal, Medicare tried to duplicate the health care coverage received by employees for coverage to elderly and disabled persons, but slowly came to the recognition that hospitals should not be the centerpiece of health care'. (Marmor 2000, p. 23) Thus, the main contribution and role of Medicare in the state healthcare delivery system was in making its main stress on chronic diseases, moving away from the hospitals being the center of any healthcare delivery system. Another contribution of the system was in less attention to how to decrease the number of inpatient days, and more on how to provide the highest quality care in the optimal time. One of the drawbacks in the Medicare activity lies in its wrong management of primary care. First of all, it lacks financing for geriatric care. The model of primary care, which is used by Medicare, can be called disease-based system. The main principles of using and creating this system lie in regular brief visiting of elderly people, each visit relating to a separate disease; the follow-up is minimal and the use of auxiliary specialists and services is frequent, which are often not necessary, but demand additional financing. On the other hand, if Medicare used its resources to the fullest, and made this effectively, there could be created other health delivery system, which, to my mind, would be much more effective. There should be created a team of several specialists for several medical disciplines, who would develop a complex primary care plan and would also perform a qualified evaluation of the health status of each patient, together with implementing the created plan. Taking into account that here we speak about elder people, it is better if the above mentioned plan includes possible so-called 'end-of-life' wishes of old patients. The new progressive system could also include more frequent visiting, with monitoring of the patient's health via telephone calls and home visits. Among the possible options of the

Marketing - McDonald's Restaurant Essay Example | Topics and Well Written Essays - 1250 words

Marketing - McDonald's Restaurant - Essay Example The utilization of logos is made out within the commercial while describing the manner in which McDonald’s is clean and utilized to view the food in affirmative terms. This is a commonsensical appeal to articulate the reasons for McDonald’s being an excellent setting to eat. The preceding element of McDonald’s is a Cheerful Place comes within logos. McDonald’s are attempting to influence and lurch in parents of kids into McDonald’s by articulating the facts of excellent food, hygiene, their spill proof covers and napkins, which fit similar to a bib. Parents would like good, as well as quality foodstuff for their kids in a hygienic environment. However, these logos are attempting to call to the parents using the amenities they encompass of spill proof covers and napkins, which fit similar to a bib and articulating that their kids will not get to one another. Taken as a whole, that is the reason that this commercial aims a family unit (Abrahams 1). Lo gos is utilized to try to persuade parents that McDonald’s provides a place where they do not have to be concerned about their children and being so muddled when they take pleasure in their dine. The commercial lays emphasis on the actuality that they contain pill proof covers, as well as napkins as colossal as bib. McDonald’s utilizes this appeal to establish to parents that while they are attempting to have an excellent time together with their family unit, they do not have to fuss about the clutter their kids make, making their life quite easier for them. Therefore, quality and hygiene could also match up to what might be termed as passion. No one would have the capacity to give a clean, as well as healthy eatery without excitement into making the foodstuff cooked and pleasant. This... This paper talks about the short story and popularity of the restaurant. McDonald’s Commercial from the year 1967 is rhetoric to put McDonald’s on the market. In McDonald’s commercial, it seems that they, in fact, wanted to give emphasis to respectability. It points out how children are not expected to talk to unfamiliar persons, and are not allowed to take things such as foodstuff from unfamiliar persons. It has not just the children articulating this, but McDonald himself pronounces it. By carrying this out, they are attempting to depict themselves as an organization with far above the ground ethical values. They are attempting to make themselves made out like a fraction of the family unit. When Ronald declares that children are not expected to take foodstuff from strangers, the child replies that he is not an unfamiliar person he is Ronald McDonald. The child articulates it in a tenor, which points out that he is someone highly dependable and recognizes him ex tremely well. To sum up, the paper approves that to present day, McDonald’s has utilized various, dissimilar slogans within United States marketing, as well as a few additional slogans for chosen nations and areas. The McDonald’s commercials feature pathos, logos, ethos, as well as kairos to a great deal. These rhetorical features enable McDonald to be viewed as a place of happiness or being cheerful, quality services and food, in addition to hygiene. All this rhetorical features give McDonald’s restaurant an eminent standing in business.

Specific threats Essay Example for Free

Specific threats Essay 1. Air pollution This event could affect students and staff who are susceptible to respiratory problems. The following principles should be observed. a. A file of students and staff who have or are susceptible to respiratory problems. The file should contain data on the location of such persons at different times during the day. b. When notified from district via news media of a smog advisory, the principal shall inform all staff and notify those individuals in file to stay indoors and minimize physical activity. c. Cancel all athletic competitions and practices and any other activities which require strenuous physical activity such as marching band, etc. d. Cancel any events, which require the use of vehicles. 2. Bomb threats In the event that the university receives a bomb threat, by letter or telephone, the following procedures will be accomplished. a. If the bomb threat is in the form of a letter, note the manner in which it was delivered, who found it and where it was found. Take care while handling the message by immediately placing it in an envelope so that possible fingerprints may be detected. b. If the bomb threat is a telephone call, keep the caller on the line. Delay the caller with statements such as I am sorry, I did not understand you. What did you say? Note the time the call was received, manner of caller, background noises and what the caller is saying. Use the following guidelines that follow to assist you. Immediately notify the police and fire departments (or designee) (call 911). If the caller is still on the phone, call the phone company to trace the call. Instruct staff and students to turn off any pagers, cellular phones or two-way radios. Do not use these devices during this threat. Caution students against picking up or touching any strange objects or packages. If the suspected bomb is in a corridor, modify evacuation routes to bypass the corridor. Evacuate students using primary and alternate routes. Take emergency backpack and student kits. Check to be sure all students have left the building. Upon arrival at the designated safe site, take roll. Notify the designee and emergency response personnel of any missing students. Does not return to the building until emergency response officials determine it is safe. 3. Chemical accident Chemical accidents of a disaster magnitude could result from a transportation accident or an industrial accident. Should any such accidents endanger the students or staff, the following will be accomplished. An alert message will be broadcast over the â€Å"school weather Radio† and the safety siren may be heard. The following should be observed; Have all students report to nearest designated building. Close all doors and windows, shut off ventilation, and listen to the radio (shelter-in-place). Take roll. Notify designee of any missing students. If necessary, use tape, rags, clothing or any other available material of seal air leaks. Continue to shelter in the place unless advised to do otherwise. Monitor and radio station for further instructions. If you believe that gas is entering the building, protect everyone with a wet cloth or towel over the mouth and nose. Have everyone breathe in short, quick shallow breaths. If evacuation orders are received, proceed with evacuation plan. Evacuate students. A check should be performed to be sure all students have been evacuated. 4. Threat of explosion This incident could be the result of spilled cleaning chemicals within the school building, in the university lab, a material a student brings to university, or a broken gas main. Should any such accidents endanger the students or staff, take the following actions; Determine if evacuation is required. Notify appropriate local authorities of incident (call 911). If necessary, proceed with evacuation procedure using primary or alternate routes, avoiding exposure to the chemical fumes. Evacuate students from the building using primary and/or alternate fire routes (p.14). Check to be sure all students have left the building. Students are to remain quiet during evacuation. Upon arrival at evacuation site, take roll and report attendance to designee immediately. Notify emergency response personnel of any missing students. Do not return to the building until emergency response personnel have determined it is safe. 5. Fire This incident could occur if the school building is on fire; should any such event endanger the students or staff, the following will be accomplished. Notify the fire Department (call 911). Proceed to evacuate the school using the primary or alternate fire routes. An inspection will be performed to be sure all students and personnel have left the building. Evacuate students from the building using primary or alternate fire routes. Take emergency backpack and student kits. Maintain  Control of the students a safe distance from the fire and fire fighting equipment. Report any missing students to the designee and emergency response personnel. Do not return to the building until the Fire Department determines it is safe. 6. Earthquake If indoors: †¢Ã‚  Ã‚  Ã‚   Stay inside, move away from windows, shelves, heavy objects or furniture which may fall over. Take cover under a table or desk. Instruct the students to DUCK-COVER-HOLD. †¢Ã‚  Ã‚  Ã‚   In halls, stairways, or other areas where cover is not available, move to an interior wall. †¢Ã‚  Ã‚  Ã‚   In library, immediately move away from windows and bookshelves. Take appropriate cover. †¢Ã‚  Ã‚  Ã‚   In laboratories, all burners should be extinguished (if possible) before taking cover. Stay clear of hazardous chemicals, which may spill. †¢Ã‚  Ã‚  Ã‚   In the multi-use room, take cover under the tables or move close to the interior walls away from windows. If outdoors: †¢Ã‚  Ã‚  Ã‚   Move to an open space, away from buildings and overhead power lines. Lie down or crouch low to the ground (legs will not be steady). Keep looking around to be aware of dangers, which may demand movement. 7. Tornado Severe weather can be accompanied by high winds. If this type of weather poses any risk to the staff or students the following shall be accomplished. An alert message will be broadcast over the weather radio (WTTS, 92.3 FM is the local Emergency Alert System station for Bartholomew, Brown, Decatur, Jackson, Lawrence and Monroe Counties.)Staff and students should take cover in the shielded areas within the building. Stay away from windows. Close all blinds and curtains. Avoid auditoriums, gymnasiums and other structures with large roof spans. Monitor weather radio and AM radio station. Notify utility companies of any break or suspected break in utility lines. 8. Threatening individual This incident could occur if a belligerent person or armed person appeared at the school site. Should such an individual threaten the safety of students or staff, the following shall be accomplished.

The Definition Of Downsizing Management Essay

The Definition Of Downsizing Management Essay Given the issues relating to this research field are introduced and research objectives are also be proposed carefully in Chapter 1. In Chapter 2, the researcher would like to continuous introduces the concepts, definitions and theories relevant to the issues that already mentioned in Chapter 1, through that, Chapter 2 will provide and build research hypothesis for research. Basically, Chapter 2 includes the main parts as follows (1) The definition of downsizing, (2) The definition of Survivors Syndrome, (3) The research hypothesis (4) Chapter summary. Definition of Downsizing In the economic context of continuous competitive, developing, changing and unpredictable, organizations suffering severe downturns in their business or facing difficulties, downsizing strategy is being used by many organizations in every industries and sectors with different goals and visions. There is not a single downsizing definition accepted by all researchers (Davis, Savage, Steward Chapman, 2003). There are many different definitions or understanding about downsizing, for example Cameron, (1994:194) defines downsizing as a positive strategy which do as a purpose of organizations: a set of organizational activities undertaken on the part of management of an organization and designed to improve organizational efficiency, productivity, and/or competitiveness. In another the way, downsizing is not something just happen to the organization, it is something that the organization knows and act purposively. Downsizing is may be implemented as a defensive reaction to decline or as a pr oactive strategy to enhance organizational performance (Kim S Cameron, 1994). Many organizations for a long time that no longer considered downsizing as a situation solution in the hard time period, but they considered downsizing as an effective strategy to reduce costs, human focus, create job opportunities, increased job challenge and promotion. The expenditure cost can be cut effectively due to better decision making and effective human resource controlling if the organization can maintain the right sized of company. It develops a culture of work where employees can have opportunities for growth, they can easily participate and involvement in making decision. Moreover, employees easily feel be part of organization that they should better participate with more collaboration, fidelity, and accuracy. According to Mishra and Spreitzer (1998) defines downsizing has become the strategy favored by many organizations attempting to cope with fundamental, structural changes in the world ec onomy. Downsizing as a deliberate reduction in size or complexity of a firms activities intended to improve the profitability, productivity, and/or competitiveness of the firms continuing operations(Legatski II, 1998). But in conclusion, most researches have defined downsizing as any reduction in the size of the organization (e.g. Budros, 1999; Cascio, 1993; Freeman Cameron, 1993; Kozlowski, Chao, Smith Hedlund, 1993). Downsizing, in general, refers to the reduction of work for certain organization. For employees, downsizing is considered as a management weapon to enforce greater control over the workforce. To management, it is a strategic measure to bring optimized operation efficiency and productivity in organization. Cameron and colleagues (e.g. Cameron et all., 1991, 1993; Cameron, 1994b) have identified three organizational strategies to achieve downsizing: workforce reduction strategy, work redesign and systematic change. The first strategy is workforce reduction is typi cally a short-term strategy, which simply focuses on reducing organizations headcount. In a confirmatory study, Mishra and Mishra (1994) found that such strategy might lead to loss in valued organizational competency or negative outcome of those who remains. Human resource is essential and is a factor that makes the decision for the development of organizations. Lack of human resource will increase workload, anxiety about losing their jobs at any time, and these feeling leads to insecurity psychological, these are reasons that cause labor productivity reduced. Work reduction is applied by organizations through some programs such as attrition, early retirement or voluntary severance packages, layoffs and terminations. The second and third strategies are work redesign and systematic change strategies. While work reductions resulted is lead to reduction, rather than improvement, the work redesign and systematic change are positively related to organizational performance in term of both cost reduction and quality improvement (Cameron et all.,1993; Mishra and Mishra, 1994) and to survivors (people who remains) of downsizing having a positive learning orientation (Farrell and Mavando, 2004). Many previous researches indicated that the use of workforce reduction is increasing and become popular despite the harmful impacts may arise for organization. Workforce reduction or simply called workforce downsizing is becoming the most popular strategy and a plethora of workforce reduction strategies for downsizing of employees has been proposed (e.g. Greenhalgh et al., 1988; Gutchess, 1985; Leana Feldman, 1992; Price, 1990). Whenever reduce equipments, machinesà ¢Ã¢â€š ¬Ã‚ ¦ organizations can find out the outcome and its impact through simple calculations, but in workforce downsizing, the emotions, loyalty, and human effort cannot simply calculate. In an organizational context, employees not only contribute their individual skills and knowledge, they also collaborate and integrate their separate skills toward creating firm capabilities. As such, both human and social capital-and therefore the commitment and the loyalty of employees-play an important role in dictating a firms ca pacity to create competitive advantage. Reducing headcount may lead to immediate labor cost savings, but it can also seriously erode employee commitment and loyalty, with negative consequences for firm competitiveness and performance. So the questions are what the impacts of workforce downsizing to organizations are, how it effects, and what the advantage and disadvantage of the impact are? Some researches indicated the opinion that organizational downsizing may create better productivity or better performance for organization; while, others indicate downsizing may create negative impact or threat to human resource, break of existed organization culture. Downsizing has been defined as an attempt to increase organizational effectiveness(Kozlowsky, et. al. 1993). Freeman Cameron (1993) and Tomasco (1990) from their finding indicated that organization downsizing created some benefits to organization such as faster decision making, more flexibilities, and increase in productivity. Cascio (1993:97) suggested that proponents of downsizing generally expect the following benefits: lower overheads, less bureaucracy, faster decision making, smoother communications, greater entrepreneurship and increases in productivity. Dow nsizing can suggest to financial markets or government funding agencies that an organization is cutting costs and reducing waste, which may increase availability of capital for subsequent activities (Cascio, 1993; Dial Murphy, 1995; Palmon, Sun Tang, 1997. Downsizing for some individuals is also a chance to demonstrate the capacity himself, or an opportunity for career development. The people who still remain with organization will be the one who give the most effort for the development of organization, if they can prove themselves at this time, success may comes to their organization and will come to them as well. However, in contrast with the benefits that downsizing may bring, many other previous studies indicate their strongly disagree with those arguments. Downsizing may provide a decrease in operating expenses in the near term, but the long term impacts may not be so positive (Difrances, 2002). Downsizing can lead to a loss of knowledge and experience base because of some laid off will be the people who worked for a long time with organization, old people, who may not have a fast and efficient action in work like young people, but they have extensive knowledge, experiences that young people learn in short time, loss available mentors for existing and new employees, loss of corporate culture, and downsizing can have direct impaction to the customers such as loss of established customer service and contacts. Therefore, whenever workforce downsizing is chosen by organizations in hard time or peaceful time, there is definite and obvious impact good or bad on organizations. But in all the affected elements, the human factor is probably the most affected element. Human capital (i.e., the knowledge, skills, and abilities of employees) is one of the primary factors a business can rely on to differentiate their products or services and build a competitive advantage (Hargis Bradley, 2011). Human resource is one of the 5Ms (Man, Money, Machine, Method, and Material) of management process of production; they are five input resources for any businesses. (http://www.setpointusa.com/blog/lean-manufacturing-5-ms/). Even when the world economy is continuous developing, many modern machines are developed and can somehow a part replace human resource, but no organization can flourish without human resource. Human resource is a decisive factor that can determine the working of remaining four factors, peo ple is the one who ensure flexible operation of machine, the reasonable use of material as well as appropriate use of money and method, all these actions will help the organization achieve their goals. During crisis situation as well as in the peaceful time, man or human resource is the only factor that helps businesses overcome or limit the adverse impact of crisis. Man is the most important Ms among five Ms, the right and stable number of human resource in appropriate jobs will enable the success beyond imagination of the organization. They are staffs of organization, they dedicated their soul to the development of organization, they are people who be laid off or people who lucky enough to keep their job. The individuals who lose their jobs (called victims) are obviously the most affected by downsizing. Numerous researchers have focused on the impact of downsizing on workers whose employment is terminated due to reasons independent of job competence (Cappelli, 1992). These individ uals are often known as the victims of downsizing due to research that documents the devastation of job loss, focusing on negative consequences in terms of psychological and physical well-being (e.g., Bennett, Martin, Bies, Brockner, 1995; Cappeili, 1992; Fallick, 1996; Leana Feldman, 1992). The real pains of downsizing cannot be minimized. Careers change, families struggle, and downsized victims suffer loss of prestige, income and security. While a few downsized individuals may be victims of their own past inefficiency, the vast number are those who have performed well and played by the rules but have become the victims of a changing economic environment. However, several researchers have analyzed those who remain in the downsized organization called survivors (e.g., Allen, Freeman, Russell, Reizenstein, Rentz, 2001; Appelbaum Donia, 2001; Brockner, 1988a; 1992; 1995; Brockner, Grover, OMalley, Reed, Glynn, 1993; Cascio, 1993; Mollica Gray, 2001; Noer, 1993; ONeill Lenn, 1995; Shah, 2000). The survivors of downsizing are not the happy campers, grateful to have their jobs, but rather that surviving is so difficult that continuing employees experience higher levels of stress than displaced employees (Collins-Nakai, Devine, Stainton Reay, 2003). The existent psychological contract between employees and their managers within the organization may be affected by the downsizing. Many researchers reported that it would create feeling of anxiety, uncertainty, distrust and decrease in productivity. The fear and anxiety of survivors who still remain with the organization is increasing due to the increasing feeling of uncertainty, instabili ty and insecurity that downsizing may brings. This is called as survivors syndrome. Definition of survivor syndrome The literature suggests a condition referred to as survivor syndrome, or a set of attitudes, feelings and perceptions that occur in employees who remain in organizational systems following involuntary employee reductions (Collins-Nakai, Devine, Stainton Reay, 2003 p.109-110). Survivor syndrome is defined by some human resource professionals as being the mixed bag of behaviors and emotions often exhibited by remaining employees following an organizational downsizing (Appelbaum, Close Klasa, 1999 p.424-436). Survivor syndrome has become known as the emotional and attitudinal characteristics of those who have survived from a downsizing (Mossholder et al., 2000; Iverson and Pullman, 2000; Allen et al., 2001). The emotional responses of each survivor are different. There are not many previous researches confirmed the positive response for survivor when downsizing occurs, some note that concentrating on core operational competencies can reduce unnecessary management layers and increase the speed of decision-making (DeWitt, 1993; Tomasko, 1989), some researches even suggest that fear of termination may increase individual effort among employees who wish to retain their jobs (Kraft, 1991). A few active survivors feel themselves so lucky because they still have their job, survivors may work more hours without compensation to help the organization through the transition. They believe that they quite understand the difficulties as well as the main reasons why organizations choose to apply downsizing strategy, they are willing to stick with organization for a long time and continue add their efforts to the development of organizations. Contrary to a few positive responses, a lot of previous researches have provided many evidences to prove the harmful impacts of downsizing may bring for survivors such as lower morale (Armstrong-Stassen, 1993), increase stress (Leana and Feldman, 1992), and anger, envy, and guilt (Noer, 1993). According to Collins-Nakai, Devine, Stainton Reay (2003) consistent with the terminology of a syndrome, this collection of symptoms includes anger, depression, fear, distrust, and guilt, or Baruch and Hind (2000) indicates that survivors exhibit a plethora of problems, such as de motivation, cynicism, insecurity, demoralization and a significant decline in organizational commitment. Termination of co-workers may lead to perceptions of organizational injustice and distrust of top management (e.g. Brockner Greenberg, 1990; Mishra Spreitzer, 1998; Noer, 1998). Kinnie, Hutchinson and Purcell (1998) indicated the survivors syndrome include increased levels of stress, absenteeism, distrust as well as decreased levels of work quality, morale and productivity. Lecky (1998) identified the survivor syndrome will le ad to decrease employee commitment, increase concern about job security. A lot of research shows that in case of downsizing, the organization breaks the existed psychological contract between employees and their managers, which is the relationship that make employees get along to their organization or their manager, feel commitment to work, trying their best to the development of the organization. It is a loyalty, commitment with organization. But its consequences may brought by downsizing can create the dependent psychological within employees, they did not want to try, to give their effort because of their worried, uncertain and the loyal feeling may be replaced by a sense of betrayal. Downsizing survivors often curious about management and spend their times to observe the intention of management after downsizing occurs; they have greater concern on their future with the organization. It creates stress among employees in the organization; it affects their next attempt and the willing to stay with the organizations. With survivors, organization may think s they are lucky, but in the reality of many people, their emotions are anger, loneliness, feel lost in broken team work because of missing their colleagues, they do not feel confident enough for work due to their wondering about their job. Downsizing occurs that means organization is left with fewer employees who are expected to put in their best effort in a manner that enhances organizational productivity (Kets de Vries Balazs 1997). They are the ones who organization put their faith in; expect long term commitment, but with few people, it may lead to workload, role conflict, and role ambiguity tend to be high among the remaining staff after downsizing (Hellgren et al. 2005; Parker et al. 1997; Tombaugh White 1990). Workload reflects the perception of having too much work to do in the time available (Beehr, Walsh Taber 1976). Workgroup membership changes also may be associated with the loss of important organizational knowledge (Fisher White, 2000). Role conflict concerns the experience of having to deal with conflicting terms, instructions, and demands in the work environment (Rizzo, House Lirtzman 1970). Role ambiguity relates to the individuals experience of not knowing what is expected of her at work (Caplan 1971). Besides that, survivors may view downsizing as a threat to their job security, an indication of poor organizational performance, or a symptom of unfair management behavior. Survivors may also develop negative feelings toward the organization, as well as perceiving that organizational goals are difficult to achieve. According to Isabella (1989) has noted that while organizations are usually take care of the needs of those being laid off, they are often forget and unprepared for the changing emotions, lower morale and productivity often experienced and expressed by survivors. Managers may expect survivors not only to be grateful they were spared and to forgive what happened to their friends, but also to put their feelings aside and work har der. But the reality is not that, a bag of survivor behaviors or called survivors syndrome has always existed, it is like a contract between employees and organizations, the contract gives survivors psychological control over their work environment, which lets them freely invest themselves in caring for customers. Trust Granovetter (1985) and Lewis and Weigert (1985) define trust as a willingness to be vulnerable to others, based on the prior belief that those others are trustworthy. Another definition of trust is offered by Mayer, Davis and Schoorman (1995), who proposed that trust is the willingness of a party to be vulnerable to the actions of another party based on the expectation that the other will perform a particular action important to the trustor, irrespective of the ability to monitor or control that other party. Or according to Mishra Spreitzer (1998) trust is related to psychological contracts since trust is the expectation of a future action based on the action in the past by observing the rules of behaviors in relationships. If these expectations are not met, the expectation becomes hopeless, frustrated and will lose confidence, distrust will appear instead of trust (Robinson, Kraatz Rousseau, 1994). The trust is an essential part of managing people and building a high performance, productivity organization. Trust is the foundation of all relationship from top to bottom in the organization. If employees believe in their manager, their organization, this relationship will always help to create good working conditions, employees are willing to stand up for their organization at any situations, they will naturally want to do a good things, contribute their best effort for the success of their organization. Conversely, if there is no trust between employees and managers, employees will have negative actions, will not devote their energy to the development of their organization, the relationship is broken. Downsizing organizations appear to suffer a deterioration of trust (Buch Aldridge, 1991; Cascio, 1993) and an increase in fear (Buch et al., 1991). The occurring of downsizing makes employees feel uncertain about organization, stress à ¢Ã¢â€š ¬Ã‚ ¦ the responses tends to score lower in problem solving, creativity and the ability to learn new skills, uncertainty and anxiety reduces the focus of work. Trust between employees and organization also reduced because downsizing is usually a headache thought of managers, they need a long time for making the decision, but with employees, downsizing is just a sudden result, sometimes they do not have a chance to prepare or may not believe that they will be the one who be laid off. According to ONeill Lenn (1995), survivors who believe that management is competent and reliable, may view downsizing as less threatening because they believe that the managers will keep their promise, be honest and open for what is going on with their employees. Trust is instrumental in overcoming resistance to change, for it shapes how individuals interpret the implementation process (Kotter Schlesinger, 1979). If they have trust, survivors are willing think that all the things that organization do, have a reason, it is a good thing for them, for organization, downsizing just helps organization stand in difficult time as well as creating opportunities for employees in the future. In other words, trust in top management minimizes the categorization of threat by helping survivors to understand and believe in managements intentions and expected behavior. If they do not have trust, survivors will have negative thinking such as the decision of manager is wrong, or managers put their personal interests above the interests of employees. Without trust, employees are likely to feel threatened by downsizing, leading to resistance and retaliation, rather than the constructive cooperation that is necessary to facilitate deep change (Quinn, 1996). Commitment There are a lot of definitions about employee commitment such as A force that stabilizes individual behavior under circumstances where the individual would otherwise be tempted to change that behavior (Brickman, 1987), or The relative strength of an individuals identification with and involvement in a particular organization (Mowday et al, 1979) or simply A psychological state that binds the individual to the organization (Allen Meyer, 1990). Commitment is loyalty to the organization. A loyal employee identifies with an organization and is involved in being an employee of that organization (Price Mueller, 1986). Committed employees feel that there is a tight string between them and the organization, which, in the positive form, makes them more willing to perform their job. Organizational commitment is the driving force behind an organizations performance (Suliman and Iles, 2000, p. 408). The multidimensional approach poses that organization commitment is influenced by three constru cts: emotional attachment (affective commitment), perceived costs (continuance commitment) and moral obligation (normative commitment) (Allen and Meyer, 1990). Affective commitment is mean that employees stay with organization because they want to, they believes in organization and feel it like their home. Normative commitment is mean that employees stay with organization because they feel obligated to continue to work for many different reasons and purposes. Continuance commitment is mean that employees stay with the organization because cost of giving up the job is too high for them. (European Motivation-Index.com). It has also been proposed that different types of commitment can have different effects on behaviors and attitudes (Iles et al., 1990). For example, continuance commitment can have detrimental effects on job satisfaction compared to the beneficial effects of affective commitment (Suliman and Iles, 2000). Affective commitment has been shown to be the best predictor of i ntention to leave (Stallworth, 2004) and found to be more important than job satisfaction in determining service quality of customer-contact employees (Malhotra and Mukherjee, 2004). It can be seen that in human resource management process, organizations should pay attention to the affect commitment group because these people will add value, increase productivity and quality to the organization, but they also be the most affected by downsizing, or in other word maintaining a high level of employees affective commitment to the organization is assumed to be a critical factor for successful downsizing, but downsizing tends to reduce employees affective commitment to the organization (Lee Jaewon, 2002). According to many research about employee commitment, in downsizing context, employees commitment to an organization is challenged. Moreover, commitment has been shown to positively influence other variables related to survivor syndrome, such as job satisfaction (Liou, 1995; Fletcher and Williams, 1996; Mowday et al., 1974; Wong et al., 1995; Vandenberg and Lance, 1992), performance (Hartmann and Bambacas, 2000) and perceived organizational support (Eisenberger et al. , 2001). A negative relationship has been shown for absenteeism (Iverson and Deery, 2001; Metcalfe and Dick, 2000) and turnover intention (Schnake and Dumler, 2000) Stress According to Casico Wynn (2004) stated that the downsizing create a breach of an unwritten rules that constitute the psychological contract between employer and employee leads to a rise in stress and a decrease in satisfaction, commitment, intention to stay and perceptions of an organizations trustworthiness, honesty, and caring about its employees. Stress has been defined as a stimulus, a response, or the result of an interaction between the two, with the interaction described in terms of some imbalance between the person and the environment (Cooper, Dewe ODriscoll, 2001). When downsizing occurs, like the victims, the survivors often lose control over their employment status and work situation. Survivors often feel angry and overwhelmed by the sudden disruption of the workplace, similar to people who be laid off, survivors also have feelings of betrayal and fury when downsizing occurs. Research also indicates that other stressful characteristics tend to emerge when work has to be carried out by fewer employees (Hellgren Sverke 2001; Hopkins Weathington 2006; Pfeffer 1998). The lack of people to work become overwhelmed, constant anxiety because of imbalance as well as job losses can be happened anytime that creates stress to survivors. Employee stress can take many forms and significant impact on both employees and organizations; it can manifest as anxiety, irritability, dependency, depression and it results in reduced productivity, employee burnout, absenteeism (Valueoption.com). It has been suggested that the stress of the survivor may be great or even greater than the stress of those who has been laid off (Kaufman 1982). Job insecurity Job insecurity is the exact opposite of job security, is defined as the perceived powerlessness to maintain desired continuity in a threatened job situation by Greenhalgh and Rosenblatt (1984). Job insecurity represents one of the most frequently investigated stressors in the context of organizational change and downsizing (e.g., De Witte 1999; Sverke/Hellgren 2002). The string sticks employees with organization is job, in other word, any organization keeps their employees by proper job with many opportunities to learn, to develop, and above all of them, the job has to be durable and security. When downsizing occurs, survivors feel like the promise of organization has broken down, they see their colleagues lose their job and they fear of losing their jobs at anytime, fear of instability of income, loss of status or self esteem. They believe that their work will no longer be safe, if the organization was willing to let the employees go in the past, they would be willing to do it again in the future. Job insecurity leads to dissatisfaction, people intent to leave the organization and come to a safer place; it also leads to greater absenteeism, higher turnovers and disability claims (Boroson and Burgess, 1992; Koco. 1996; Mishra and Spreitzer. 1998; Tombaugh and White. 1990). Previous studies such as Moore, Grunberg Greenberg (2006); Ashford, Lee Bobko (1989); Brockner et al. (1992) or Hellgren Sverke (2003) have concluded that job insecurity are related with organizational downsizing both in short and long term perspective and the worried about future job loss is associated with impaired work attitudes and well-being. Theorists have emphasized that job insecurity is a multidimensional phenomenon (Ashford, Lee Bobko, 1989; Greenhalgh Rosenblatt, 1984; Jacobson, 1991). The first dimension, called severity of threat, consists of the range of work features at risk, the valence of these features, probabilities of losing each feature, and the number of sources of threat. The second dimension is perceived powerlessness, or ones ability to respond to risks. Job insecurity can also be thought of in terms of expectancy (i.e. probability of loss) and valence (i.e. value of job features) from expectancy theory (Jacobson, 1991). Job insecurity is a broad concept , including threats to any desired work features including opportunities for career development or wages. Perceptions of job insecurity also can be considered as stress inducing, so reports of worry and stress are sometimes used as proxies for perception of job insecurity. Results showed that perceived job insecurity increased over time as layoffs unfolded but no new information arrived. Job insecurity was lowest among those employees who had no contact with workforce downsizing, with higher insecurity among those who had friends or co-workers laid off, and the highest insecurity among those who had been warned that they would be laid off or who had been laid off and then rehired. Hypotheses Many organization managers apply workforce downsizing strategy for their organization, often focus their attention and effort for those employees who be laid off and pay little attention to those who remain with organization As the large commercial bank in Vietnam, Techcombank is also applying workforce downsizing like many other organizations to overcome the current difficulties. Get to know the survivors syndrome is very important not only for Techcombank but also for many other organizations. Organizations that understand the causes of survivor syndrome at an early stage can a better chance to find an appropriate way to go. Based on the previous studies, in the scope of this research, researcher would like to find out the impact of workforce downsizing to the behavior such as trust, commitment, and stress and job insecurity of Techcombank staffs to see how they were affected by workforce downsizing and how trust, commitment, stress and job insecurity will be changed between before and after workforce downsizing is applied. Through this research, researcher hopes to put some help for Techcombank managers in order to have a better understanding about their employees so that they can looking for an appropriate direction as well as specific plan to minimize the harmful impacted that may arises from downsizing. Based on the above theory discussion, the Hypothesis is formulated as following: (H1) There is a significant difference in stress of respondents before and after workforce downsizing is applied (H2) There is a significant difference in stress of respondents before and after workforce downsizing is applied (H3) There is a significant difference in stress of respondents before and after workforce downsizing is applied (H4) There is a significant difference in stress of respondents before and after workforce downsizing is applied Chapter Summary Throughout the chapter, the researcher gives a deeper review of previous research on workforce downsizing and its impacted on survivors. There are many different opinions about the effects of workforce downsizing on organizations, some studies indicated

Reflections on The Tao Te Ching Essay -- Ancient World Culture

Reflections on The Tao Te Ching When the early Christians had to keep their faith against the persecutions of the Roman Empire, they had -- obviously -- a visible enemy. Once their religion was legalized and established, however, they had new questions to ask concerning who they were, what could hurt their souls and their way of life. Some of them, at least, concluded that the materialism of the dominant Roman way of life was a non-agressive, but equally corrosive force that would destroy them -- not physically, but spiritually. These Fourth Century Christians, men and women, then left their societies and withdrew into the desert to be able to find true "paradise," not in a safe, secure niche in society, but in their relationship with God. That is, they had to escape the values that so comprehensively enveloped them that they could not think or feel clearly about deeper matters. Thus "freed" in the desert, they could know what a full human life was in practice. These spiritual discoveries of a "way" to live, to be, could then be used to challange the complex and tempting materialism that seemed to dominate the culture of the time. In a much briefer, easier, and less focused way, Henry David Thoreau, someone better known to our own time, tried his "experiment" by living for two years in the woods by Waldon Pond in order "to drive life into a corner" and find out just what it really was worth and what it essentially meant. According to Thoreau, people too readily accepted one already established set of ideas or another, good or bad assessments of life, and didn't seek answers for themselves. He too in his course of events wanted to make known what he learned, wanted to "publish," as he said, the essential "goodness" or "meanne... ...ind hits it. Those who by the age of eighteen have thick calendars organizing their too-complicated lives, those who have learned that a branch does not have real meaning, those whose religion tries to teach simplicity but does not get heard ("consider the lilies of the field, they do not spin nor toil, yet Solomon in his glory was not so brightly arrayed") -- can we enter the vision of the writings of one of us who lived 2500 years ago and left the city of confusion to find wisdom? Can we find in the tensions of his writings -- as they are the shapes of the tensions of living in a confused world -- the "way" of life that is most natural? Can we be at home in the universe that produces us and mirrors so readily what we are when we stop and look, wary as those crossing the ice, listening for cracks that might freeze them before they drowned, we see and hear the signs?

Analysis of Cousin Kate by Christina Rossetti Essay -- English Literat

Analysis of Cousin Kate by Christina Rossetti 'Cousin Kate' by Christina Rossetti describes a cottage maiden who was seduced and used by the lord of the estate for which she worked. She was surprised and taken a back by the fact that someone so great and powerful could be slightly interested in her, and so she automatically fell in love with him. It wasn't until after he had slept with her that he left her for her cousin, Kate. The cottage maiden was devastated that he had done that to her. She felt unclean and unwanted. The lord asked for Kate's hand in marriage and she accepted. The cottage maid thought that he married Kate because she was innocent and pure, 'Because you were so good and pure/He bound you with his ring' - the cottage maiden is in complete contrast to her cousin. The only good thing that came out of this was the cottage maiden had a child, 'Yet I've a gift you have not got...' and 'my fair-haired son'. The lord had seduced the cottage maiden and used her like a 'silken knot'. This basically means that the lord used the cottage maiden as a trophy and used her when he wanted to. This is a poem based and written in the 19th century. There are three main characters in the story. Cousin Kate, the cottage maiden and the Lord. The title of this poem is self-explanatory. The poem is based on a character called Cousin Kate. As she is the main character in the poem, the whole poem revolves around her. The poem basically tells us about 19th century life and people's attitudes towards unlawful relationships. The poem tells us about a cottage maiden who had an affair with a Lord. She loses her virginity to him, and then regrets the whole ordeal. In the 19th century, if you were not known as pure ... ... but further on she's not able to contain this calmness anymore and has an outburst of hatred towards the Lord - something that she's been trying to cover. The last stanza of the poem becomes more of revenge than hatred. She feels she's had revenge over the Lord and Kate by having a child - something that they're not likely to get. She sounds very self-satisfied. Christina Rossetti has written a very good portrayal of life in early times. It shows how society rejected woman who had unlawful sex in earlier times; women were judges and disowned by all people who knew them. Society has now changed. Women are no longer judged or even looked down on by anyone. It has become a way of life that in earlier times may have been considered as dirty and unlawful, people's attitudes have changes and it is no longer as big a deal as it was in the early 19th century.

Holy Sonnet Xii Essay

John Donne is widely known to incorporate or allude to various religious symbols and concepts throughout his poems. His poem â€Å"Holy Sonnet XII: Why Are We† questions the concept of creation, humankind and all elements, exploring the ideas of the original sin and God’s relationship with man and nature. The poem also explored the concepts of human supremacy over nature. Through several language devices such as metaphors, rhyme and rhythm, repetition and tone, Donne attempts to understand the Creator’s motives for creating humans and the various elements present in the world. Donne also employed rhetoric to convince and demonstrate to readers mankind’s dominance over nature and natural elements. Donne employed an inquiring even a perplexed-sounding tone to his poem to imply a sense of injustice within the Creator. This sense of injustice revolved around subjecting animals, who are â€Å"simple, and further from corruption† and more powerful, for the convenience of man, who is corrupt and is â€Å"worse than† the animals: â€Å"Why are wee by all creatures waited on? †¦ Why brook’st thou, ignorant horse, subjection† With the inquiring tone, Donne attempted to reveal the Creator to be someone prejudiced, where he is previously believed to be all just and fair. Donne implied an idea of favouritism in the last few lines of the stanza: â€Å"You have not sinn’d, nor need to be timorous †¦ For us, his Creatures, and his foes, hath dyed.† In these lines, Donne alluded to the dying of Jesus on the Cross, suggesting that the Creator died only for humans and not for the other animals. Donne perceived this act to be unfair as humans have sinned greatly, whereas animals are more pure and have not sinned. He also alludes to the fact that the Creator had created animals and other elements of nature solely for human’s use: â€Å"Why doe the prodigal elements supply†¦Ã¢â‚¬ . This action of alluding to the Creator in a rather indignant manner, questioning the Creator’s motives, is recurring through many of Donne’s poems, such as in The Flea. Throughout the poem, Donne continually diminishes the human race to be corrupt and sinful, comparing this nature with the pure, uncorrupted and simple nature of the animals and other elements of creation. By incorporating the questioning tone, readers may be more convinced of the â€Å"prejudiced† motives of the Creator, that He may not appear as just as he is said to be. The poem also explored the relationship of the Creator, sin and all the other creations through the rhyming scheme of the poem. Contrary to popular belief, Donne presented the Creator to have no correlations with sin and creations, implying that the Creator is simply a distant being. This idea was revealed in the rhyming couplet at the end of the poem: â€Å"But their Creator, whom sin, nor nature tyed, / For us, his Creatures, and his foes, hath dyed.† The rhyming couplet portrayed the Creator to have no ties with sin or nature, thus why He died for humankind. The final couplet also answers several questions and result in more ideas regarding creation and human’s relationship with the Creator: these questions include the reasoning to human dominancy and the concept of original sin, and again, favouritism. As the final couplet suggests that the Creator is distant to all other elements and creations but humankind, it also suggests that God is closer to humankind, having died to save them from their sins, thus why they appear as dominant. It also suggests that animals and other elements were created for the benefit and convenience of the human race. The concept of original sin is proposed throughout the poem at the moments Donne implied the corruption and sinning of humankind: â€Å"†¦being more pure than I, / Simple and further from corruption †¦ weaker I am, woe is mee, and worse than you / You have not sinn’d†. The concept is also implied through the querying tone and repetitive use of â€Å"why†, as Donne questioned why the Creator died for humankind, who have greatly sinned since the beginning, but subjugated animals, who are pure and not corrupt, and other resources to man’s convenience. Favouritism is also implied in the final lines as it appears that the Creator had only died for one of his Creations and not all: â€Å"For us, his Creatures, and his foes, hath dyed†. This final lines, particularly in the use of the collective word â€Å"us†, the human supremacy and separation of humans from animals become evident. As Donne used the word â€Å"us† to refer solely to humankind, it creates a sense of distance from the animals, as if the other elements were not a part of God’s creations and that humans were the Creator’s only â€Å"creatures†. The central idea of the poem, animal subjection to humans, was explored through the questioning tone but also the metaphors employed throughout the poem. In the opening line of the poem, Donne clearly presented the idea of human supremacy, stating that it is humans who are â€Å"waited on† by all other creatures, through his question. This idea of supremacy is further emphasised in the next question, â€Å"Why doe the prodigal elements supply / Life and food to mee, being more pure than I, / Simply and further from corruption?†. In this questions, it is implied that creatures seemed to have been created to prodigally supply humankind with life and food, despite humankind being closer to corruption than the animals. Through this next question, Donne creates the idea of animal constraint and the animal’s inferior nature. In the next lines, Donne implies of the stealth and strength of the animals compared to the humans, â€Å"Why brook’st thou, ignorant horse, subjection? / Why dost thou bull, and bore so seelily / Dissemble weaknesse, and by one mans stroke die, whose whole kinde you might swallow and feed upon?† The particular use of â€Å"ignorant horse† presents two meanings: the first is the literal meaning, a description of a horse as being ignorant, oblivious of man’s power over them, while the second meaning may be metaphorical. The word â€Å"horse† may refer to human race and the ignorance may be stemmed from the fact that humans believe themselves to be superior over all other creations, where in truth, they are actually weaker. In the questions presented in the poem up to this point, despite their subjects being human supremacy and animal inferiority, Donne throughout implied the better power and nature of the animals: he portrayed the strength of the animals but also presented their sinless and pure nature. By portraying animals in this light, Donne attempts for his readers to view animals as not a race inferior to humans but as a race mightier and stronger than humans. This implication may stem from Donne’s belief that it is more correct for the animals to dominate humans as humans have sinn’d and are corrupted, and therefore are not deserving of all the â€Å"prodigal elements† supplied by the other creations. By presenting the human race to be unjustly dominant, and as the animals and other elements enslaved to humans, Donne attempted to evoke a piteous feeling towards the animals from readers. Through the questioning tone and metaphors employed throughout the poem, Donne revealed that man is not as superior as first deemed and that animals are actually more stronger than what is perceived, therefore man should not be subjecting the animals and other creations for their benefit and use. Donne employed a combination of language devices such as conceit, tone, rhyme scheme and metaphors throughout the poem to explore the concept of creation and human supremacy over animals as well as the original sin and the Creator’s relationship with sin, nature and humankind. Through the inquiring tone of the poem, Donne attempted to understand the motives of the Creator, but also convince the readers of the unjust nature of the Creator.