Some Things To Be Aware When It Comes To Dealing With The

Some Things To Be Aware When It Comes To Dealing With The Homeless When people think of being homeless in Las Vegas, images of dirty ‘bums’ scattered on the streets ravaging for food in garbage cans and begging for money comes up. The grimness and stench of trash from these people fills the air and causes everyone to hold their noses because of the outdoor sweaty smells that normally accompanies them. Of course, not all homeless people are like this because there are many who keep themselves well-groomed. Being homeless technically means the person is without a home, not that they are necessarily an animal of some sort or even careless or uneducated, they are just in a current living situation where they are living outside but this does†¦show more content†¦Homeless people who look clean and neat are usually truly homeless and in need of genuine help because they are taking advantage of programs that want to help them such as Charities and churches. Some of the dirty homeless people will actually reject help. The drug addicts w ill reject a sandwich if offered to them because they want the money instead. Remember the homeless guy from ‘Scary Movie’ that said, â€Å"I said a dollar, bitch!† and tossed the sandwich back at the main character? Some â€Å"dirty† homeless people are really like that. As stated earlier, homeless people ,of course, are humans, so they have human ways. They could be very picky eaters and will ask that you buy them certain foods. I knew some homeless people who were vegetarians! I was one. There are also soup kitchen and food pantries if you need something quick and free to eat. You can recognize a homeless person based on the clothes they wear. A laborer would typically wear dirty clothes, which is normal, however, if you see a person who is wearing dirty clothing with obvious dried up stains that haven’t been washed out in months then they might be a homeless person. Some homeless people don’t go to the laundromat for various reasons and others are always there because of course they want to stay clean and their skin healthy. As stated earlier, the drug addicts or people with mental disabilities will choose not to wash their clothes, but real homeless people strive toShow MoreRelatedPersuasive Essay On Relapses1292 Words   |  6 Pagesdisorder. After every relapse, it may become increasingly difficult to regain control over the symptoms. For this reason, it is especially important for people with a mental disorder to do all that is possible to reduce the risk of a relapse† When it comes to relapse, most of us think of it as being related to addiction. Even though it is related to addiction problems, what addiction and mental health have in common is the phrase relapse can applied to both. Even though it’s used in a different contextRead MoreEthical Issues With International Business1518 Words   |  7 Pagesan interesting task. 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The Complex Nature Of Diabetes And Its Effects On The...

Diabetes Mellitus (DM) is a serious, chronic disease which affects one out of every eleven people in the United States. Diabetes Mellitus, also known as Diabetes, is a complex endocrine disease dealing with excessive glucose in the blood. The disease process lies within the body’s metabolic state in which the body metabolizes carbohydrates, proteins, and fats leading to either defective insulin production or insufficient amounts of insulin. Diabetes has several pathogeneses, signs and symptoms, risk factors, complications, treatment goals and teaching practices. In this paper, I will discuss the complex nature of Diabetes and its effects on the human body. The complex nature of Diabetes and its classification types can be better†¦show more content†¦The hallmark symptoms of DM are polyuria, polydipsia and polyphagia with fatigue and an increase susceptibilty to infections noted as a sign. The differences in Type 1 and Type 2 markers is that Type 2 lists: obesity, and gradual onset of the disease process as a sign marker while weight loss with a rapid onset is indicative of Type 1 sign. According to the American Diabetes Association, diagnostic tests used to confirm Type 1 and Type 2 are: Fasting plasma glucose (FPG) ≠¥ 126 mg/dl, Two-hour Plasma Glucose (PG) ≠¥200 mg/dl, Random plasma glucose ≠¥200 mg/dl, Glycated hemoglobin (A1C) test ≠¥ 6.5% repeated twice (2014). Once diagnosis of type of DM is confirmed, the treatment plan for Type 1 and Type 2 can planned mapped where Type 2 is a combination of insulin, diet, exercise with daily blood sugar monitoring to avoid further excaltions of hyperglycemia suc h as Hyperglycemic Hyperosmolar Nonketolic Coma (HHNKA) as oppposed to Type 1 where the treatment is insulin injections and daily blood sugar monitoring to avoid worsening of the conditions. Since Diabetes is contingent on signs and symptoms of the disease, the following symptomology and sign markers are important to detect and notate. All scholarly journals notate that Type 1 and Type 2 DM develop due to a high concentration of glucose in the bloodstream (hyperglycemia) and that insulin, the hormone, controls the level of glucose in the

Trends In Technology Influencing Autonomous Design â€Free Samples

Question: Discuss About The Trends In Technology Influencing Autonomous Design? Answer: Introducation Autonomous technology has taken over the market in the recent and most of the multination companies are spending large amount of capital on development of level five autonomous vehicles. nuTonomy is the first company in the world who were successful in testing autonomous vehicles in the streets of Singapore. The company has increased the number of car in the roads of Singapore and have started conducting tests in the streets of other cities (Mullins, Stankiewicz and Gupta 2017). The car developed by nuTonomy has given a far superior model than the tradition designs where the vehicle has a formal logic, which is based on the Asimovs laws of robotics. The vehicle developed by the company will reduce the amount of human error and thus reduce the number of accidents all over the world. However, there is still lot of improvement that could be made and there are few upcoming trends, which could revolutionaries the autonomous vehicle industry. The first trend is the use of the superhero per formance, which will prevent any sort of accident. The superhero hero performance will be able to identify potential threat of accident and will be able to avoid them (Ackerman 2017). This technology is beyond the expectation of the people as it specially designed to eliminate human error. The next trend is the use of the automatic processing of data that will improve the navigation system of the autonomous vehicles. The company is successful in delivering level four autonomous vehicles; the new technology developed has helped the organization to make a path-breaking break through and has moved way beyond the semi autonomous technology. The next goal of the company is create a vehicle on demand level five autonomous vehicles that can replace the services like Uber. nuTonomy has formed a partnership with Peugeot and they are testing self-driven cars in Singapore and other cities. The use of artificial intelligence and advanced sensors to avoid any form of causality will the technology of the future (Fleetwood 2017). The company has co nsidered all future cars to be level five autonomous vehicles that will not require human assistance and the new model tested by the organization is the initial model for this concept Reference Mullins, G.E., Stankiewicz, P.G. and Gupta, S.K., 2017, May. Automated generation of diverse and challenging scenarios for test and evaluation of autonomous vehicles. InRobotics and Automation (ICRA), 2017 IEEE International Conference on(pp. 1443-1450). IEEE. Ackerman, E., 2017. Hail, robo-taxi![Top Tech 2017].IEEE Spectrum,54(1), pp.26-29. Fleetwood, J., 2017. Public health, ethics, and autonomous vehicles.American journal of public health,107(4), pp.532-537.

The case of Charles Laverne Singleton

The case of Charles Laverne Singleton is often debated by journalists as well as medical workers. It should be mentioned that this person was sentenced to death penalty, but the execution was delayed because he was diagnosed with a mental disorder. In turn, it is important to speak about the court decision according to which he could be forced to take antipsychotic drugs.Advertising We will write a custom essay sample on The case of Charles Laverne Singleton specifically for you for only $16.05 $11/page Learn More In this way, the state attempted to make Singleton sane and eligible for death penalty. The critics of this decision believe that medicine is aimed at healing people, but it cannot be used to prepare them for execution. This is the main argument that can be identified. It is closely related to the functioning of the criminal justice system and medical ethics. Overall, I believe that the medical treatment, which a death-row prisoner may receive, must not be viewed as a sufficient ground for execution. This argument is particularly relevant if one speaks about people who have some mental disorders. It is possible to single out several reasons that can support this position. First of all, the legitimization of such practices can compromise or even undermine the ethical integrity of medical workers. These professionals must not use coercion in their daily practices. In many cases, voluntary and informed consent of the patient must be obtained by physicians prior to taking any action. Therefore, the decision taken by the court can prompt medical workers to violate their ethical principles which are essential for protecting patients’ rights and their safety. This is one of the details that should be considered by legislators who need to think about the long-term consequences of their actions. Additionally, the decision can eventually legitimate the dehumanization of death-row convicts or any prisoners. In particular, the y may be forced to take not only antipsychotic drugs, but other chemical substances as well. For example, they can be used in medical experiments without their consent. This is one of the pitfalls that policy-makers should not overlook. Certainly, they try to make sure that the execution of Singleton is not classified as a cruel and unusual punishment. In this way, they want to comply with existing legal norms.Advertising Looking for essay on criminology? Let's see if we can help you! Get your first paper with 15% OFF Learn More However, their efforts to legitimize this execution can turn the criminal justice system into a machine that can dehumanize convicts who will be deprived of their dignity. There is a risk that this policy may create a loophole for violating the rights of prisoners. This is why the morality of this verdict can be questioned. Secondly, one should mention that the medical assistance, which is given to a person, does not necessarily result in compl ete recovery. In many cases, medical workers can only help a patient adjust to some symptoms of a disease. One should bear in mind that Singleton was suffering from schizophrenia. By taking antipsychotic drugs, this person can experience some temporary relief. However, one cannot say that he/she can overcome this disease. Similar argument can be applied to other disorders. This issue should be considered since it is important for showing that this court decision is based on the superficial understanding of such notions as medicine and treatment. Moreover, this approach is not compatible with the daily practices of healthcare professionals. Certainly, one can raise an objection to my position, and this critique will incorporate several arguments. In particular, the supporters of this decision can say that healthcare professionals are inevitably involved in executions. For instance, they must declare the death of a convict. More importantly, their duty is to provide medical assistance to prisoners, regardless of the crimes that they could have committed. However, they cannot be held responsible for the actions of the state. In its turn, the government must enforce the decisions of the court. This task is critical for doing justice. By providing antipsychotic drugs to a convict, the state wants to make sure that this individual understands why death penalty is imposed on him/her. In other words, this person should see that he is punished for a certain felony. Therefore, this decision of the court can be justified, provided that a person accepts the very necessity for capital punishment.Advertising We will write a custom essay sample on The case of Charles Laverne Singleton specifically for you for only $16.05 $11/page Learn More Admittedly, this objection should not be overlooked, but it is not sufficient for addressing ethical issues that are related to this case. In particular, this approach cannot justify medical workers’ u se of coercion. Secondly, these professional must be concerned with the long-term well-being of a patient. However, by facilitating the execution of a person, medical workers will deviate from the professional norms that are set for them. This is one of the issues that should not be disregarded. Furthermore, it is vital to remember about the impact of this court decision on the experiences of other death-row convicts whose civic rights can be violated by the state. This position can be adopted even by a person who supports the use of death penalty. One should bear in mind that the acceptance of capital punishment does not imply that the state can dehumanize people. This essay on The case of Charles Laverne Singleton was written and submitted by user Spirit to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Critically assess the extent to which HPWP relies on the intensification of work

Critically assess the extent to which HPWP relies on the intensification of work Introduction The high performance work practices abbreviated as HPWP denotes an all-purpose managerial representation encompassing several aspects. However, the description of High Performance Work Practices meadow proves to engage some involvedness. HPWP has conquered the modernization of human resource management.Advertising We will write a custom essay sample on Critically assess the extent to which HPWP relies on the intensification of work specifically for you for only $16.05 $11/page Learn More In fact, studies conducted in the past fifteen years relating to the nature of high performance work practices and their implications on organizational performance have investigated various aspects of human resource (Bacon Blyton, 2006). In the meantime, the employees’ outcome commitment polarizes as a result of the HPWP that increases the benefits of the organization. The empirical studies have thrived to explore the impacts of High Performance Work Pra ctices under widely contending perspectives. That is, High Performance Work Practices have optimistic and pessimistic results pertaining to both the institution and employees. Among the benefits, include higher pay, employee commitment, elevated skills and training, group work, low labor turnover, profitability, and high productivity (Macky Boxall, 2007). However, research states that negative effects may be seen in the workers experience, HPWP ensues due to higher level of dedication, participation, and good judgment. The groundwork spill out, stress at work, workload, and accountability may overshadow these gains. Thus, work intensification is the eventual brunt of the High Performance Work Practices required of an organization’s workforce. The degree at which the principles of High Performance Work Practices are affected by work intensification is the major purpose of this paper. Initially, the paper scrutinizes the relationship between work intensification and HPWP. The paper identifies the divergent sources of effects amid the negative and positive HPWP outlooks on an organization’s staff. The paper then assesses the linkages between performance and organizational practices as well as the route to performance outcomes, and how organizations measure the performance outcomes. The paper looks at certain established perspectives of HPWP and their effects on human resources.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More The relationship between HPWPs and work intensification Despite the proofs offered by literature on the management of human resources, such available proofs at the moment insinuates that work intensification is a possible result provided the proprietor does not appropriately employ High Performance Work Practices. Possibly, the staff has drawn in high performance working by merely engaging more or fresh practices in this reve rence. High Performance Work Practices may be or may not be the best practice. The interconnected activities such as human resource procedures, practices, programs, strategies, and philosophies are enclosed in the strategic HRM as Bacon and Blyton (2006) argue. The corporation’s HR philosophy reflects the endeavors to establish high performing labor force as indicated by the framework developed by Schuler (1992). Thus, the architecture of processes, practices, programs, and policies reflects this directly. The policies building up high performance measure while recompensing the workforce forms part of the architecture of the best practice and HPWPs. Indeed, the best practice is evident in any human resource philosophy employing HPWPs as the basis of HRM policy to put into practice the company’s exterior and internal plans. The practices performance link The employer-employee mutual benefits are feasible through High Performance Work Practices. As argued in the HPWPs un itarist viewpoint, the workforce gains from the meaningful and varied vocation sense of value, as well as the superior discretion of task. The employees may experience the gains through the developmental or direct participation. On the other hand, the employers gain from having the staffs that are devoted, aggravated, and extra committed. Such labor force will employ their novelty and inventiveness to work under minimum supervision by liberally connecting with other workers to nature the quality of their work. In effect, these human resources are eager to work since they get that empowerment to carry out the assigned tasks. Braverman (1974) put forward that such employees are less likely to be absent from work or even avoid accomplishing their tasks. Besides, the other benefit according to Guthrie (2001) and Arthur (1994) indicates that workers are less prone to flee the corporation for another as a result of such work intensification.Advertising We will write a custom essay sample on Critically assess the extent to which HPWP relies on the intensification of work specifically for you for only $16.05 $11/page Learn More The above work intensifications will augment the chances of High Performance Work Practices. However, these mutual benefits also do come with the cost constraints to both the employer and the employees. The employees in this case are entitled to identify with the organizational performance objectives. Moreover, they are obliged to put in additional discretionary hard work and acknowledge high responsibility exertions. Nevertheless, the employers have to rely on the staffs that are less replaceable and meet high costs of finance involving the reorganization of work, workforce development and training (Macky Boxall, 2007). Through work intensification, the employers are also expected to give up particular controls to their workforce hence, HPWP. In regard to the pluralist backing of High Performance Work Practices, the approach visualizes a situation of a lose-win for workers and employers. The condition of a win-lose condition comes as a result of the oblique or direct derivation of the HPWP model benefits from the intensification of work. The comprehension of this perspective relies on the involvement of the introduced schemes of high performance by way of inevitable reductions of staff and work enlargement. In general, the workforces incur the overheads whereas the profits are for the most part enjoyed by the companies. Through this, the employees have to recompense for the gains of performance by means of the responsibility shifted from encumbers to the direct occupation losses. Thus, the ultimate result will see the workers subordinate their interest to those of the corporation and induce themselves to extra labor (Braverman, 1974). Therefore, it is imperative to analyze the route of organizational and workforce performance as well as whether the work intensification or high motivation of the employees brings about High Performance Work Practices. The route to organizational and employees performance outcomes The abilities, motivation, and opportunities description of Purcell and Boxall (2003) envision inter linear subject amid the impacts of the approved practices on the employees and organizational performance. High Performance Work Practices influences the performance results consistency based on the AMO model in several manners.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Initially, the performance capability and the capacity of workers modify in that the practices affect the aptitudes of the employees in regard to level of skills and knowledge. The inspiration levels to install such skills and knowledge are also pretentious owing to the effect of practices on the employee’s attitudes. Finally, there is the entire use of the improved abilities due to the opportunities created by High Performance Work Practices. Higher performance bounds are set up by the capabilities of the workers. A number of proofs advocate that High Performance Work Practices assists in the development of knowledge and skills with respect to enhancing the abilities of an employee. Other studies assert that High Performance Work Practices are related to a variety of fresh skills. For that matter, HPWP model generates the supplementary and extensive learning environs as a result of the facilitated workplace knowledge. Besides, Bacon and Blyton (2006) emphasize that the inequ ities of skills amid non-standard and full time human resources is abridged potentially by the High Performance Work Practices. Conversely, the extents at which actions emerge from High Performance Work Practices get influence from motivation. The commitment effects surveyed emerges from several lines of investigation involving HPWPs. and inspiration. The amplified commitment in an organization commonly improves the levels of motivation as established by innumerable scholars. Indeed, this improvement increases particularly due to high reimbursement, better involvement of workforce in the decision making processes, improved processes of airing complaints, and the utilization of flexible job preparations. In regard to the general high rate of work satisfaction, Boxall and Macky (2007) discovered that members of staff embracing HPWPs are more motivated. Equally, for the competencies of goaded workers to be articulated, the opportunities enhance the boulevard in view of the rapport amid opportunities and HPWPs. The workers opportunity to labor to the full competence is provided for by the High Performance Work Practices. The employee can meet this through enhancing the shared information and collaboration. Moreover, the relaxation of some designs of work and structures in the organization might enable workers to utilize their capabilities (Guthrie, 2001). Measuring performance outcomes From the perspective of organizations and business sector, Verburg and Hartog (2004) assert that performance in finance is measured through computing the development measure, returns on markets, proceeds, equity, asset returns, and sales return. However, measures regarding the performance of an operation are in form of productivity, legality on management, suppleness, satisfaction at work, and labor turnover. Similarly, the labor divisions of output, time of production, as well as the amount produced per worker are all measures of productivity Whether or not the sources of gauging p erformance arrive from multipart, solitary or self-coverage administration resources makes some of the unduly answered queries. The other bottleneck is evident in the informal demeanor in relationship amid performance and High Performance Work Practices plus the discrepancies in measuring performance. Thus, there is lack of cross-sectional research to compare performance measure with regards to High Performance Work Practices. However, work intensification surely brings about HPWP. Youndt et al. (1996) analyze the main twenty-five explorations of HPWPs and performance in an organization and found that its presumption is less convincing when reviewed systematically. In contrast, the effects of performance on High Performance Work Practices are positive according to meta-analysis of the ninety-two exploratory study. The research found that twenty percent (20%) of the organizational disparities obtainable utility comes from HPWPs. In fact, this statistical aggregation counteracts the i mpacts of the artifacts of methodology and errors of dimension and sampling. As such, the effect of High Performance Work Practices is both administratively and statistically pertinent to the organizational performance. In addition, compared to other level of organizational observable fact this may appear like a slight impact however a significant finding according to Braverman (1974). In the same way, Godard (2004) found less convincing on complementarities evidences. Yet, Combs at al. (2005) considerably supported that the interactive effects of personal practices (14%) is two folded by the impacts of HPWPs (28%). Various concepts have emerged to explain the extent at which work intensification contributes towards high performances work practices (HPWP). In fact, the two broadly acknowledged perspectives include the pluralists and unitarists’ concepts. According to these perspectives, HPWP can only be realized via following certain performance routes. However, such routes m ust involve the output and input of an organization and the workforce. Despite the fact that the intensification of work leads to HPWP, scholars such as Godard (2004) as well as Geary and Dobbins (2001) claim that such practices could generate both positive and negative impacts on the organization and employees. For instance, the employees and unions may be impacted negatively in cases where there rights are not fully represented. In such a situation, the employers will only generate the marginal performance gains. Hence, a â€Å"lose-lose† condition is attributed to the HPWP paradigm. The Unitarist Perspective on HPWPs The unitarist perspective with regard to HPWP brings together the idea that centering work organization and labor management around highly engaged, skilled, empowered and involved workers, it is possible to present a ‘win-win’ situation not only for the employees but also for the employer. Inherently, higher performance is attained predominantly t hrough the development of a more engaged and motivated workforce (Macky Boxall, 2007). Performance through Work-Intensification There is almost a universal agreement between pluralist and unitarist perspectives that there is a common link between the adoption of HPWP and performance gains. However, there is also a clear difference between the two positions. This is specifically in trying to understand the ‘route’ by which the performance is achieved. Severally, a wide array of researchers have suggested about exploring the link between practices and performance. They focus on the experiential impacts of high-performance work systems. In part, this involves the departure from the tendency in current research to depend on ‘input-output’ models of causality. This is based on survey data. Contemporary, researchers have undertaken in-depth and more detailed research that explores how high-performance work systems are practically been enacted, implemented and ex perienced by employees. Research that has followed the fore-mentioned approach has found significant variations into the translation of HPWP into practice (Godard, 2004). Godard suggests that the high-performance paradigm, might eventually involve a ‘lose-lose’ situation. In markets or countries where employees seem to possess hardly any privileges of demonstration, the HPWP paradigm could probably affect negatively on both human resources and the organization or employees’ unions. At best, it will only have marginal performance gains for employers and organizations. The benefits of high-performance working are overrated by previous research according to Godard. In fact, Godard distinguishes two types of high-performance systems: team systems and lean systems. Team systems accord employees in teams’ genuine autonomy. Usually, this does not involve just-in-time strategies but are commitment-based. This system achieves performance through the ways envisioned in unitarist perspective. The lean system involves substantial managerial supervision. The system is efficiency-focused and inherently accompanies just-in-time inventory management. It follows the pluralist perspective of attaining performance through work-intensification. The ‘lean’ model as illustrated by Danford et al’s (2005) during their investigation of high-performance working at two aerospace firms; Jetco and Airframes. The researchers reported just biased confirmation of the enhancement in job prudence, elevated remuneration promise, and advanced expertise ranks, better involvement in the administrative processes, as well as additional promotional reimbursements for staffs under high-performance work systems. The authors found that there was considerable work-intensification. Additionally, there was intensifying degrees of work-related pressure that were going together with the approval of the practice. From the available study literature, the admission to the organizational growth and further schooling in the two organizations was predominantly anchored on administrative evaluations. New graduates who were prioritized and favored by the management benefitted from training and development. Work Intensification Many other studies similarly report considerable levels of work-intensification. Green (2004) defines these studies as’†¦an increase in the proportion of effective labor performed for each hour of work†¦Ã¢â‚¬â„¢ He notes that work-intensification involve higher levels of occupational stress that accompanies the introduction of HPWPs. Supplementary research reports reveal that the actuality of the place of work high-performance functioning hardly pursues the ‘team’ paradigm but instead pursues the â€Å"lean† paradigm more directly where the expression of prototype fail to go with to its ratification. On the other hand, various scholars propose that the preliminary system expenditure and h igh overheads necessitate upholding superior performance occupation schemes. These costs include training, development, wages and the general transformation of the workplace. This necessitates a ‘lean’ mode and consequently encourages only partial and low level of adoption of the HPWPs. These expenditure and profit discrepancies seem to be predominantly adverse to the emerging organizations. Additional research reports find a link between the use of HPWPs and downsizing of the workforce. This may be through layoffs as noted by Osterman (2007) or less harsh strategies such as voluntary redundancies. To some scholars, it is revealed that there is a divergence amid strategies concerning work-life equilibrium and HPWPs. Sensitivity and implication of HPWPs There are diverse connotations connected to the entity or managerial performances and unlike repercussions to human resources as designated via extra qualitative explorations. The enactments of ‘team-working’ have a distinguished difference under HPWPs compared to the ‘Scandinavian’- type model. The Scandinavian model involves significant employee discretion, complex task-working and high levels of team autonomy. The ‘lean’ type model involves limited levels of autonomy and control. It involves the engagement with simple tasks. Commentators observe that the introduction of HPWPs by managers’ implementation of the team-working practices vary around the theme of self-interest. According to Bacon and Blyton (2005), employees commonly believe that managers introduce team working for the benefit of their career advancement. This is in view of sizing down the workforce to increase profitability of the shareholders. Respondents to the research indicated that the avenues by which organizations’ management attained compliance to the HPWPs programs was by actively favoring submissive individuals. These employees are promoted to advance the initiative of the implementing managers. On the contrary, the respondents (employees) are generally positive regarding the benefits of team working. However, they had limited trust with regard to what they termed as ‘rhetoric’ of high-performance working. Co-operations and trust of workers with regard to the implementation of HPWPs is hard-won. Even positive changes are prone to cynical interpretation of management motives. The intensification of work may be positive to the career advancement of the employees. However, when the employees perceive this as the ideology of the organization to overwork them so that the organization can save on labor, the outcomes are not as expected. The attitude of the employees towards the implementation of the HPWPs is hence imperative for the successful implementation of the programs. The concern of confidence has been considered as fundamental via extensive explorations for the triumph or if not of towering presentation occupation schemes. Employees ar e less likely to accept the high-performance work systems if they have little trust in the management. Consequently, such issues have an intense bearing on whether or not HPWPs can promote levels of affective commitment (Macky and Boxall, 2007). Danford et al. (2005) suggest that lack of trust between employees and employers is tragic to the employment relationship. The manifestation of the irreconcilable conflict of interest that emerges from the social relations between employees, managers and the employer usually leads to mistrust. Conclusion From this study, it is evident that there are two broadly speaking sides of the debate regarding the implementation of High-Performance Work Programs. There are those who argue for the positive benefits of HPWPs and those who are critiques as they see the negative impacts the practice can present to employees such as the creation of stress and dissatisfaction. Although HPWPs are observed as having more benefits to the employees, employers an d organizations, there are negative aspects to the same. Work-intensification is one of the benefits that employers achieve from the implementation of high-performance work systems. The intensification of work ensures that lesser workforce performs more work with better quality at a lower cost. For organizations to ensure proper implementation of HPWPs and bring the desired results, it is imperative to ensure that the organizations create and develop a reinforcing environment that is sustained by the practices. From this study, it is evident that HPWPs can influence performance envisaged by the ‘route’ to performance outcomes. The effects of HPWPs on intensification of work are inevitable since they seem to be founded on a range of operational and environmental factors particularly those that determine how practices are perceived and maintained. Bacon, Nicolas, and Paul Blyton. â€Å"Union Co-operation in a Context of Job Insecurity. Negotiated Outcomes from Team-work ing.† British Journal of Industrial Relations. 44.2 (2006): 215-237. Print. Braverman, Harry. Labor and Monopoly Capital: The Degradation of Work in the Twentieth Century. London: New York Monthly Review Press, 1974. Print. Geary, John, and Antony Dobbins. â€Å"Team Working: A new Dynamic in Pursuit of Management Control.† Human Resource Management Journal 11.1 (2001): 3-23. Print. Godard, Joseph. â€Å"A Critical Assessment of the High-Performance Paradigm.† British Journal of Industrial Relations 42.2 (2004): 349-378. Print. Guthrie, John. †High-Involvement Work Practices, Turnover and Productivity: Evidence from New Zealand.† Academy of Management Journal 44.1 (2001): 180-190. Print. Macky, Ken and Boxall, Paul. â€Å"The Relationship Between ‘High-Performance Work Practices’ and Employee Attitudes: An Investigation of Additive and Interaction Effects.† International Journal of Human Resource Management 18.4(2007): 537-567. Pri nt. Youndt, Mark et al. (1996). â€Å"Human Resource Management, Manufacturing Strategy, and Firm Performance.† Academy of Management Journal 39.2(1996): 836-866.Print.

Upton Sinclairs The Jungle essays

Upton Sinclairs The Jungle essays Upton Sinclair's The Jungle is the tale of a Lithuanian immigrant, Jurgis Rudkus, and his family. Jurgis and his family move to the United States in the middle of the Industrial Revolution, only to find themselves ill-equipped for the transition in the workplace and in society in general. Jurgis faces countless social injustices, and through a series of such interactions, the theme of the book is revealed: the support of socialism over capitalism as an economic and social structure. Jurgis learns soon after transplanting his family that he alone cannot earn enough to support his entire family, in spite of the intensity of his valiant efforts to work harder. Soon his wife and the rest of his family are working as well, all attempting to chip in to cover family expenses. However, such exposure proves itself to be too dangerous and detrimental to the Rudkuses. Jurgis becomes hardened by his negative experiences as he realizes that, in a capitalist society like the one he was living in, there is no justice. Hard work is not justly rewarded, and often times corruption is rewarded in its place. Through and through, he sees that capitalist life is not fair. Soon he is injured on the job and is forced to stay home and out of work while his mangled foot heals. Jurgis is sidelined from work for two months, and upon his return he finds himself replaced by another worker. Desperate for a job, he takes a dreaded position at the glue factory. Hi wife is pregnant, his family is working themselves to the breaking point, and the bills are getting the best of them. Jurgis turns to drinking. Things get worse. He learns that his wife has been forced to have sex with her boss. Jurgis, in a rage, attacks the man at the Packing house and is arrested for battery. He spends a month in jail, at which time he meets Jack Duane, a character who introduces him to the "easy" life: a life of crime. Within a month ...

Demonstrate the major differences between documentary and reality TV Essay

Demonstrate the major differences between documentary and reality TV programmes by comparing examples on similar subjects - Essay Example The basic assumption made by the current report is that both reality TV and documentaries are manipulative genres, which use objectivity (an impossibility in reality) as a way of excusing the purposeful arrangement of form and content to achieve a certain audience reaction. Certain other genres, including documentaries, may be said to be forerunners of reality TV. Among these are quiz shows, which had their peak of popularity in the 1950s and declined after a series of scandals. In these shows, average everyday individuals would compete against members of the scholarly and intelligence community for cash and other prizes by answering questions in a game-show format. Part of the draw of these shows, as in other reality TV shows as well as documentaries, was that the viewer was not watching an actor delivering planned lines, but rather was watching an individual who was just like them in many ways. The genre of quiz shows became wildly popular, partly as a result of this, but faded after quiz show scandals revealed that many of the so-called average everyday people were actually actors, being coached and given lines by the shows’ producers. However, the genre of game shows, which is closely related to quiz shows, survived the scandals and kept its place on network television, especially during the morning and daytime hours. â€Å"Various types of programme are believed to impart greater knowledge and â€Å"broaden the mind†: in part political programmes (which are not uniformly popular as a result of the disillusionment frequently expressed with respect to politics and politicians); to a greater extent magazine-style programmes, debates, reports and documentaries on a series of topics including society, travel, foreign countries, nature† (Attitudes, 2010). People are interested in this form of entertainment, and therefore, it