Troubling Issues of Child Labor in Between Shades of Grey...

The novel Between Shades of Grey by Ruta Sepetys does an excellent job illustrating the troubling issue of child labor. The extent of child labor in a country is directly linked by the nature and extent of poverty within it. Child labor deprives children of their childhood, their potential and their dignity. It is detrimental to physical and mental development. Today, there are an estimated 246 million child laborers around the globe. This irritating social issue is not only violates a nation’s minimum age laws , it also involves intolerable abuse, such as child slavery, child trafficking, debt bondage, forced labor, and illicit activities. In Between Shades of Grey , Lina and her ten year old brother are unrightfully charged 25 years of†¦show more content†¦Ã¢â‚¬Å" Worldwide, there are an estimated 246 million children engaged in child labour. Some 180 million children aged 5–17 (or 73 percent of all child labourers) are believed to be engaged in the w orst forms of child labour, including working in hazardous conditions such as in mines and with dangerous machinery. Of these children, 5.7 million are forced into debt bondage or other forms of slavery, 1.8 million are forced into prostitution or pornography and 600,000 are engaged in other illicit activities.† -(Karen Dukess, UNICEF Media) Poverty struck parents who are out of options are often tricked into selling their children to middlemen for a few dollars. They are fooled into thinking that their child will receive care, a free education, and their wages will be sent back to the family. The harsh reality is seen when the child is denied an education and becomes a frequent victim of maltreatment, physical and psychological abuse by supervisors; a major will never see their family again. However, there is still a small beacon of hope. In Nepal, some children, like Maya Lama, are rescued. Maya was only ten when she was initially forced to work grueling 16-hour shifts in a carpet factory in Nepals capital, Kathmandu. Though child labor is illegal in Nepal, Maya became one of the estimated 1.6 million working children. Established in 2000, the minimum age for most work is 14 years old for work, with the exception of plantations and

Symptoms And Treatment Of Ptsd - 1262 Words

have different symptoms such as depression, anxiety, substance abuse, and other issues. This trauma history will align with the diagnosis to make it clearer. A soldier has will be cycling through emotions due to lack of sleep, stress, depression, and not being able to be stable. It is important to have a non-structured interview because it will help the social worker be able to make a connection with the client. The results for this case will be important because the worst traumatic The evidence has shown by PTSD has grown into one of the fastest growing compensated conditions in the Veteran Affairs and Social Security. This disability program covers over 3 million veterans between 1999 and 2004 (Speroff, T,2012). When the diagnosis†¦show more content†¦The not standardized test findings was not accuracy either for it. When literature was involved in the clinical setting, it became accurate and within guidelines. The biggest way to meet criteria for PTSD, an individual mus t report the distress of social, occupation, and other functions. Most clinicians try to have non standardized groups before they decide on the disorder. It is to help the soldier be able to give their opinion without being tested for each symptom. The assessment can still provide a clear understanding on which ones are not within PTSD. There was utilization of testing but it was low and conducting the interview only lasted less than 30 minutes. Another issue was the veterans undergoing independent assessments that would alter their results. When the evidence of PTSD has been shown, this intervention evaluation helps to provide statistic information for the growing issue. Most veterans need this information so they can know that they are not alone. The standardize testing is shown to give a guide to the social worker but it can not gather all of the information for the case. The non-standardize testing helps with gathering information but does not have a guide to go by to diagnosis the client. It would be hard to meet the criteria depending on which test is given to the client. As a social worker, gathering as much information would help benefit the case. There is a growing number of veterans that are not counted in these statistics due

Application of American Accounting Association- Free-Samples

Questions: 1.Using the American Accounting Association (AAA) ethical decision model explain the ethical issues involved here and recommend a course of action for Jacqui. 2.With reference to relevant case law, prepare a report for the managing partners of MYH on the strength of any negligence case that Oasis might bring against MYH. Answers: Introduction American Accounting Association (AAA) incorporated in 1916, is seen to be having a reputable and rich history for holding premier community of the accountants in academia. The diversity among the membership has been able to create an environment with appropriate innovation and collaboration. The study is intended to address the legal and the ethical issues which need to be considered by the audit division at Miller Yates Howarth (MYH). The main consideration of the study will consist of application of American Accounting Association (AAA) based on the ethical issues and the decision models. The recommendations of the study have shown an effective use of the model. The final section of the study has been seen with the relevant application of the case laws which has been prepared as per the recommendations made by the managing partners at MYH. 1.AAA Model Determination of Facts The given case is considered as per the consideration made by the MYH accounting firm. This is seen to mainly operate in NSW and Queensland. Morgan Fertilisers Pty has been further considered to be long standing client with the operations located in Tamworth and Toowoomba. Morgan Fertilisers has gone through recent changes as the contractors for the waste management has been changed to Dumparound Ltd. Jacqui Leaks one of the senior auditor has been seen to be having the knowledge about the community activities and she has been seen to be having the knowledge about the local council investigating norms in the toxic waste in one of the sites (Azahari, 2013). Identification of ethical issues The considerations of the ethical issues have been considered as per the activities of Morgan Fertilisers Pty, who has changed its contractor to the Dumparound Ltd. for management of waste. The ethical concern has been considered as per the investigation made by Dumparound Ltd. for waste management at one of the sites. The contract made between Dumparound and Morgan Fertilisers is seen to be investigated by the local council norms and the toxic level in one of the sites. The contract between Morgan Fertiliser and Dumparound has not been able to specify for any damages and has not been signed by Dumparound Ltd. The main aspect of the contract is held substantially for last 3 years and has concerning issues for Jacqui. Identification of major principals and rules, values The existing ethical and the legal concern have been considered as per AASB 102 on valuation of inventories. The cost of valuation needs to be recognized as per the asset and this needs to be carried forward for recognition of the revenue. The main applicable code has been seen to be APES 110 Code of Ethics for Professional Accountants is applicable as per Section 310 conflicts of interest. The application of the rule has shown that MYH members are expected to extend the support for ethical and legitimate objectives and apply relevant procedure in the organization (BIRD OROZCO, 2014). Specification of the alternatives The alternative specification has been evaluated as per the adjustment of the inventories and this has been adjusted in the inventories as per the years end and the dates of physical count. Furthermore, the auditor is required to analyze the inward and the outward movement of stocks with the cutoff date and established the validity date as per the closing year date (Nelson, Proell, Randel, 2016). Comparison of values and alternatives The values have been compared based on the APES 110 Code of Ethics for Professional Accountants vs. AASB 102 on valuation of inventories. The application of the APES rules of the membership has been seen with the responsibility of the employing the organization as per the professional obligations and comply with the various types of the fundamental principles. The member in the business needs to support the procedures and the rules appropriate to the organization. The important consideration for the AASB 102 rulings has been based in terms of measuring the net realizable value and the cost of asset and these needs to be carried forward with the recognition of the revenue. The inventory cost has been based on the evaluations and the reliable factors of the cost in making the assets ready for use. Identification of the alternatives access the consequences The inventory value is seen to be overvalued and the various types of the income needs are overstated in the gross profit of the company. The overvaluation has been further seen to be take place in the retained earnings. The various types of the consideration for the equity and the total assets may be seen to be overvalued as per the retained earnings. Recommended Decision The recommendation for Oasis Ltd has brought forward the negligence which has been charged during the conduction of audit at MYH. It needs to further base on the sole consideration to deal with the way MYH may or may not held for the issue of negligence. 2.Report for the managing partners of MYH The various types of the considerations as per AASB 102 on valuation of inventories has been identified as main issue and the error in the inventory valuation is based on the cost of the asset recognized or the total value whichever is lower. The inventory cost needs to be based on the cost of purchase, conversion cost and the cost incurred in making of an asset which is ready with a specified purpose. The inventory cost may or may not recovered as per the inventories which are seen to be obsolete or damaged. It has been further observed that the inventory cost has not been recovered based on the evaluated expenses and assessed the expenses based on the sales policy expansion. The important consideration for recording of the inventory is below the cost of the net realizable amount which is seen to be reliable in nature. This should not be carried with the excess amount of the expected realization of the sales amount. The inventory is seen to be overvalued with the net income and the gross profit needs to be overstated. The important consideration has been further seen to be considered as per the overvaluing of the equity of stockholder, retained earnings and amount of net profit. The overvaluation of the inventory has been further seen to be considered as per the starting period of the accounting year and the same has been seen to be considered as per the accompaniment of the time frame. The cost of goods needs to be considered as per the COGS will be high and the period of the net income and gross profit is considered to be too low. As per the Morgan Fertilisers case, the carrying value of the inventory has been considered to be particularly high based on the inventory value which has been depicted in the balance sheet of the company. 50% of the inventory has been further considered to be obsolete and this has been not supposed to include the valuation of the inventory. The different types of the considerations made for the inventory has been further seen to base on the actual value. MYH stock valuation needs to be taken into consideration by the management. The case of Morgan Fertilisers is considered as per the high inventory value and the values which have been taken into the consideration in the balance sheet of Oasis Ltd. Despite of the varying nature of the considerations, after two months the inventory value of the company has been seen to be overstated. More than 50% of the inventory has been also considered as obsolete in nature and this has been further seen to be obsolete and not included in the valuation of the inventory. The physical confirmation of the inventories has been considered as the responsibility of the management. The duty of the management has been further seen to be considered as per the checking of the inventories once in every year and this has been seen to be conducive in the establishment of the financial statement. The auditor needs to consider the evaluation with the complete review of the technique and get acquainted to the adequate and suitable audit confirmation, which is comparable with the physical inventory. The auditor needs to be present physically with the inspection and the investigation of the inventory to check the systems around the management to record the changes based on the dependability of the procedures. The auditor cannot opt for the inventory count which is seen to be available as per the alternative measures for the inventory adjustments in terms of the date of count and accurate recording of the same. The auditor needs to review the management information and the internal control with the various considerations of the tagging, identification of the obsolete and non moving items. The auditor needs to consider the various types of the cut off procedures for the valuation of the WIP and the movement in the inventory. The various types of the third party considerations are depicted below as follows: The financial statement is not seen to be true in nature The auditor has been recklessly ignoring the fact and considering the same to be untrue The errors has been committed while preparation of the final accounts There has been certain amount of negligence on part of the auditor employe The main applicable case has been seen to be done based on Esanda Finance Corporation Ltd v Peat Marwick Hungerfords (1997). The main observation has shown that the corporation has lent money as per the audit report. The default in the payment has been observed with Esanda claiming to the auditors to provide the loans as per the audit report and the breaches made in the accounting standard (Wang Cuthbertson, 2015). Conclusion The given case has been able to show that MYH has verified the stock appropriately. It has been also seen that they have been able to approve the valuation and did not consider the obsolescence for stock. The different types of the evidence has been further able to depict that Oasis Ltd. has been included for significant pressure which has been considered by the client based on the completion of the audit process with the limited nature of the time. The completion of the audit process has been further seen to be considered from the balance sheet of the company. The various considerations of the report has been also able to depict that Oasis Ltd should bring forward the significant negligence with the audit of MYH. Reference List Azahari, F. (2013). Shariah Audit in a Legal Process: Future Growth in Specialised Skills. Malayan Law Journal, 6(xciii), 118. BIRD, R. C., OROZCO, D. (2014). Finding the Right Corporate Legal Strategy. MIT Sloan Management Review, 56(1), 8189. Retrieved from https://www.redi-bw.de/db/ebsco.php/search.ebscohost.com/login.aspx?direct=truedb=bthAN=98547057site=ehost-live Nelson, M. W., Proell, C. A., Randel, A. E. (2016). Team-oriented leadership and auditors willingness to raise audit issues. Accounting Review. https://doi.org/10.2308/accr-51399 Wang, T., Cuthbertson, R. (2015). Eight Issues on Audit Data Analytics We Would Like Researched. Journal of Information Systems, 29(1), 155162. https://doi.org/10.2308/isys-50955

Midwifery Australian Nursing

Question: Discuss about theMidwiferyfor Australian Nursing. Answer: Introduction The Australian Nursing and Midwifery council regulates the nursing and midwifery practice at the national level. It includes members from all the states and territories. The essay deals with an emerging issue within the profession of midwifery. The essay highlights the evidence related to the topic and provides link to the relevant research and policies. The midwifery practices face challenges as midwifes in public sector are unable to meet their role as primary caregivers particularly in the materiality services in Australia (Kingwell et al., 2016). In the public sector the obstetricians are continuing to be the main caregivers. Even in the situation where there are low risk obstetrics patient physician are involved as primary caregiver and sometime playing the role of midwifes. In maternity services physicians were involved in intrapartum, antenatal as well as postnatal care. Therefore, it is a matter to wonder as to what exactly is the role of midwifes. The study executed by Kingwell (2013) showed that midwifes in Australia perceive that fulfilling their role is not possible in relation to the international definition of midwife. This data is supported with the study of Eadie and Sheridan (2017) which mentioned that midwifes experience less autonomy. They do not receive the opportunity to practice their knowledge and skills acquir ed in the training. The care delivered by midwifes is affected as they lack confidence to deliver high quality care. They do not practice to their full potential. Sandall et al., (2016) highlighted that obstetrician in public sector demand the midwifes to call them to be present even in the low risk deliveries. There are instances where the low risk woman prefers the physician to review or take their delivery. It is due to perception created that only the physician can ensure safe delivery. Such assumptions are trivialising the place of the midwifes. Eadie and Sheridan (2017) suggested that there is a need of the modification of the implemented roles and require restructuring of jobs. There is a need of modification of the deeply-entrenched hierarchiesand replace with more modern work models of management. Hospitals need to enhance the role of midwifes. In conclusion it can be said that the midwifes need to ensure consistent standards of training and practice. They must get the trust and respect they deserve. There is a need of role modification or restructuring of jobs so that midwives get more opportunities to practice to their full potential, make informed choices and play more advocacy role. It will ensure developing skills and confidence to uptake more responsibility towards the care of pregnant women. References Eadie, I. J., Sheridan, N. F. (2017). Midwives experiences of working in an obstetric high dependency unit: A qualitative study.Midwifery,47, 1-7. Kingwell, E. L. (2013). Do midwives possess the knowledge, skills and confidence to care for acutely ill women within the tertiary maternity hospital setting?. Kingwell, E. L., Butt, J., Leslie, G. (2016). Maternity high-dependency care and the Australian midwife: A review of the literature.Women and Birth. Sandall, J., Soltani, H., Gates, S., Shennan, A., Devane, D. (2016). Midwife?led continuity models versus other models of care for childbearing women.The Cochrane Library.

Involving and Engaging Employees Coca

Executive Summary Employees play a major role in the success of a company. They are charged with the responsibility of implementing organisational policies. They also represent the firm’s values and interests. Many businesses, however, fail to acknowledge the role of these stakeholders in their success.Advertising We will write a custom report sample on Involving and Engaging Employees: Coca-Cola Great Britain specifically for you for only $16.05 $11/page Learn More As a result, they fail to exploit their full potential. Employee involvement and engagement is set to change this. Involvement is a process spearheaded by the management with the aim of increasing access to information among workers. It helps to promote trust within an organisation. It also supports informed decision making processes. Employee engagement, on the other hand, is a situation where workers are committed to a firm and its values. They become citizens of the organisation tha t they work for. Employee involvement and engagement are crucial to the success of Coca-Cola Great Britain. As a result, the company has maintained a motivated workforce. Better results can be achieved through the adoption of human resource management practices aimed at increasing flexibility and job design. Introduction Coca-Cola Great Britain is based in the UK (Ignatius 2011). Its headquarters are located in West London. It is a subsidiary of the Coca-Cola Company. The parent firm wholly owns the organisation. It was established with the aim of serving the UK market more efficiently. Like its parent company, it is involved in the manufacture of non-alcoholic beverages (Senker Foy 2012). It also oversees other activities, which include distribution, marketing, and retailing. Coca-Cola Great Britain engages in the preparation of syrup concentrates, which are later sold to bottling plants across the country. The bottlers control specific territories within the region. Coca-Cola rem ains the company’s main brand (Ignatius 2011). Its formula was developed by John Stith in 1886. The formula is a closely guarded secret in the company. It is considered as intellectual property. Subsidiaries, such as Coca-Cola Great Britain, are also required to safeguard the secret on behalf of the parent company. To ensure this, employee loyalty is required. The company has achieved this by promoting employee involvement and engagement.  Coca-Cola Great Britain consists of a team of 110 individuals (Senker Foy 2012). They are involved in the running of seven manufacturing plants spread across the country.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Their main responsibility is to ensure that the existing brands are manufactured in adequate quantities to satisfy the demand in the UK market (Senker Foy 2012). At the same time, they promote the brands in an attempt to increas e its consumption rates. The organisation also seeks to develop new brands. The only way to achieve this is through innovation. A motivated workforce is, therefore, required. Innovation is aimed at increasing efficiency at the point of manufacture, retailing, distribution, and marketing. With over 4650 individuals currently employed in enterprises operated by Coca-Cola Great Britain, there is need to develop effective human resource management (HRM) practices to increase the productivity of the workforce. Problem Statement Employees are important in ensuring the success of their organisations. However, their role is often overlooked. As a result, the management is not keen to develop HRM strategies aimed at addressing issues affecting them. For this reason, their productivity within a firm tends to go down. They lack motivation to work towards the success of their firms. Employees are also mainly excluded when it comes to decision making (Henderson 2011). Managers tend to make decis ions affecting the entire organisation without consultations. The result is that employees lack trust in the firm’s leadership. They are also less motivated to work beyond the terms of their employment contract. They also lose faith in the values upheld by the business (Balantyne 2004).  The only way to avoid this shortcoming is by involving employees more in the day-to-day running of the firm. The management often achieves this by giving the workforce access to more information concerning their organisation. The practice promotes employee engagement. Workers get committed to their firm and its values. At the same time, they develop the will to assist their colleagues. However, many firms are not aware of the importance of putting in place effective HRM practices. As a result, the performance of their employees tends to be dismal. Organisations also fail to acknowledge the importance of flexibility and job design in promoting success. As a result, the work requirements of t heir employees are not satisfied. Consequently, their performance is negatively affected.Advertising We will write a custom report sample on Involving and Engaging Employees: Coca-Cola Great Britain specifically for you for only $16.05 $11/page Learn More Research Questions The study focused on the assessment of the impacts of HRM practices on employee involvement and engagement in relation to the performance of Coca-Cola Great Britain. The study also sought to examine the role played by flexibility and job design. The importance of these elements to the company was also assessed. Consequently, the study sought to respond to the following research question: What are the effects of involvement and engagement of employees in the business activities of Coca Cola Great Britain? What are the factors affecting the involvement and engagement of the workforce at Coca Cola Great Britain? What is the future of the engagement and involvement of employees in conte mporary organisations? Human Resource Management Employee involvement is an initiative taken by the management to increase workers’ access to information (Daniels, Davis Shipton 2008). The move is aimed at enhancing their commitment to the firm, its values, and objectives (Holm 2013). It is a form of top down communication within an organisation. Information emanates from the top leadership positions. A number of forums are used to promote employee involvement. For example, managers can hold meetings and briefings where workers are informed of the progress made within their organisation (Balantyne 2004). Newsletters and memos can also be used to pass information. However, there have been concerns that these methods of communication do not give employees a chance to offer prompt feedback. As a result, they feel neglected in the decision making process. Face-to-face communication is recommended to avoid this. In the past, management had a tendency to rely on third parties to pass information to employees (Kiessling Harvey 2006). Such parties included representatives and workers unions. Little information was given to the workers. It was passed only on a ‘need-to-know’ basis. Direct communication, on the other hand, means that no third party is involved in the link between the management and the employees. It is considered to be the most effective strategy. Modern HRM professionals believe when workers know about their business, they become willing and committed to complete their tasks (Marchington Wilkinson 2012). As such, the practice increases productivity. However, there are concerns that increased involvement of employees may translate to more work and stress. For example, they are required to be more involved in decision making (Albrecht 2010). As such, their responsibilities within the firm are increased. An increase in roles induces stress and, eventually, translates to poor performance.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More There are different forms of employee involvement. They range from task participation to financial involvement, downward communication, and upward problem solving (Cox, Zagelmeyer Marchington 2006). Task participation mainly involves job redesigning and enrichment. Redesigning entails restructuring of tasks, roles, and responsibilities associated with a particular job. As a HRM practice, it is aimed at inspiring and motivating employees (Daniels, Davis Shipton 2008). Job enrichment, on the other hand, involves assigning additional responsibilities to workers. It is aimed at motivating persons who are self-driven. It is mostly evident among employees at higher levels within the organisation. Task participation can also be in the form of teamwork. It offers employees a chance to exchange ideas with others. As a result, they gain a better understanding of their organisation and the issues affecting it.  The management can increase employee commitment through financial involvement ( Bratton Good 2012). It involves providing financial incentives to workers in order to motivate them. Profit sharing is one of the most commonly used incentives. Management can directly or indirectly make payments based on the profitability of the firm. The payment is in addition to the regular salaries and bonuses. The companies that are publicly traded often resort to allocation of shares to their workforce. The arrangement is referred to as a share ownership scheme (Boxall Purcell 2012). Through financial involvement, employees are made aware of their organisation’s performance. They also get the opportunity to share the profits made by the firm. As a result, they are more willing to contribute to the success of the business.  Downward communication emanates from people in top management positions (Gruman Saks 2011). A good example is an address from the chief executive officer to junior officers. Most of these communications are aimed at giving employees updates on fu ture plans by the management. As such, they can adequately prepare for any changes that may occur at their place of work. It may also involve passing information on matters affecting production and the delivery of services either directly or indirectly. As such, employees have a clear picture of what is expected of them within their organisation. Their ability to make decisions is also increased. Upward communication is another form of employee involvement. It is aimed at solving problems that arise within a firm (Noe Noe 2012). The management encourages employees to come up with ideas that would help solve these challenges. The leaders also seek to encourage innovation. The reason for this is to ensure that the organisation gains competitive advantage over its rivals through product differentiation (Noe Noe 2012). The management may also organise attitude surveys to establish how much their employees are committed to the objectives of the firm. Staff surveys may also enable the m anagement to learn the areas of HRM that need to be changed. Through problem solving groups, employees are able to provide suggestions that improve the day-to-day running of the organisation. Employee engagement Employee engagement is viewed as commitment to an organisation and its values. The workforce also exhibits willingness to help their colleagues improve their performance (Daniels 2006). It is also commonly referred to as organisational citizenship. It can only be offered to a firm willingly. As such, it cannot be demanded from an individual as one of the terms of the employment contract (Kiessling Harvey 2006). In this case, employees have the ability and the desire to ensure the success of their firm. Their desire and commitment is exhibited through discretionary efforts in the form of such acts as working extra time (Amabile Kramer 2011). Employee engagement also entails willingness to put in intellectual effort to ensure that an organisation performs well. Individuals a lso carry out their tasks with a positive attitude (Armstrong Taylor 2014). They also relate well with others to meet organisational goals and objectives. They also feel lucky to be involved in the activities of the organisation. They tend to take it as an opportunity to enhance their skills. Businesses can achieve employee involvement and engagement by allowing their workers to speak out on matters affecting the business. They feel that their contribution to the firm is valued (Bratton Good 2012). They also get the impression that the employer is transparent with them. As a result, they gain trust in the management and its activities. Employee engagement in many firms is achieved through the involvement of the workforce in decision making. Effective HRM practices require ideas emanating from workers to be taken into consideration. Their contribution should be acknowledged and appreciated by the management (Cummings Worley 2014). Employees should also be able to communicate openl y with the organisation’s leadership without fear of retribution. As a result, they do not feel sidelined when it comes to decision making and formulation of policies (Cummings Worley 2014).  Research shows that employee involvement and engagement at Coca-Cola Great Britain has been as a result of eased relations between the workforce and the management (Torrington et al. 2011). Individuals working for the organisation are encouraged to generate new ideas. The management is also keen to acknowledge the contribution of the employees. It often rewards their commitment, especially through better pay (Little Little 2006). As a result, a culture of innovation has been developed. The ‘Share a Coke’ campaign aimed at promoting the Coca-Cola brand was associated with a lot of success. The success can be attributed to the commitment of employees to the success of their organisation. The commitment is expressed by constantly generating new ideas (Rees French 2010).  There are a number of positive outcomes associated with the HRM practices. To begin with, cases of absenteeism have drastically decreased. The productivity of the employees has also gone up owing to the increased efforts. Error rates have also declined following the development of organisational citizenship (Luthans Peterson 2002). Workers have grown more emotionally attached to their firm. Role of Flexibility and Job Design Litheness is an important quality within any organisation. It is the ability of a firm to adapt to the composition, responsiveness, size, and cost of the human capital required to achieve its goals and objectives (Felstead, Jewson Walters 2003). It is an important HRM goal for any business. Employers and employees view flexibility from different perspectives. In the case of the employer, employee flexibility is all about efficiency (Felstead, Jewson Walters 2003). They feel that the workforce should be able to change its schedule with relative ease to deal w ith emergencies (Rayer Adam-Smith 2009). As such, the organisation is able to deal with emerging issues without outsourcing for human capital. On the other hand, employees view flexibility as the ability to juggle between work and home with ease. The needs of employers and employees in relation to flexibility at the workplace should be balanced to ensure optimum productivity (Lockwood 2007).  At Coca-Cola Great Britain, employee flexibility is viewed as one of the organisational goals. The company respects the rights of the workers (Ignatius 2011). For example, employees are allowed time-off during working hours for ante-natal care. Maternity leaves are also granted. During the time, workers are entitled to pay for a period of 39 weeks as per UK laws. Maternity leaves can extend to one year. Workers at Coca-Cola Great Britain are also given leave to attend to paternal, parental, and adoption issues. Dependants are also allowed time-off to attend to their households (Ignatius 2011 ). Their responsibilities may range from children to parents and spouses. As a result, the organisation’s workforce enjoys a better work-life balance. Employees are able to attend to their responsibilities both at work and at home with relative ease. Besides these instances, it is important for the company to allow persons who have offered more than 26 weeks of continuous service to request for leaves with justified reasons. The move is a legal requirement for all firms operating in the UK. Flexibility at the organisation has helped reduce cases of absenteeism (Felstead et al. 2002). Unpaid leaves are the most effective strategies in ensuring this. Employees are discouraged from missing work unless when it is absolutely necessary. Their morale to work is also boosted. The reason behind this is that they feel the company strives to benefit them. In the process, organisational citizenship is achieved. Job satisfaction among employees is also enhanced. As a result, the rate of e mployee turnover at Coca-Cola Great Britain is generally low. When employees are allowed time-off when need arises, they get to relax and are not fatigued. Upon their return, they become more efficient in their activities and are associated with high levels of productivity. Job design It is an important aspect of HRM practices. It involves putting together a range of tasks and responsibilities to be undertaken by a particular individual within an organisation (Chartered Institute of Personnel and Development [CIPD] 2008a). In other terms, it entails specifying the contents of various jobs. The reason for this is to ensure job satisfaction among employees. The potential of workers is also fully utilised (Luthans Peterson 2002). Through job redesigning, organisations can completely engage their workers. More responsibilities mean increased involvement. The reason behind this is that one will be more involved in decision making in the areas of operations entrusted to them. They tend t o develop a sense of responsibility by supporting the day-to-day running of their organisations (Mohr Zoghi 2006). Their effects on the firm are also felt and valued. In the process, they become more engaged and develop organisational citizenship.  Coca-Cola Great Britain is known to use job design to motivate its employees. The company mainly achieves this through task enlargement (CIPD 2008a). The process involves lengthening the work cycle by extending the range of activities and responsibilities within the same level. It involves a combination of many activities (Den 2011). Consequently, one is expected to perform different tasks. Boredom at the place of work is eliminated. Employees are more enthusiastic about their work. Job enrichment can also be used to motivate employees (Pilbeam Corbridge 2010). It is mainly achieved by assigning additional responsibilities to workers. Additional roles often come with a raise in pay (Edwards 2003). As such, employees feel that they are valued in the organisation. Such individuals are motivated to work hard to ensure that their effect is felt throughout the company. Job enrichment is, however, often a reserve of employees occupying higher levels in the organisation (CIPD 2008b). The reason behind this is that they have better knowledge of the company’s operations. Improved results can be achieved at Coca-Cola Great Britain by combining job design with rewards. Conclusion There is no doubt that employee involvement and engagement enhance the success of a company. The two ensure that workers are involved in the day-to-day running of their organisation. Employee involvement means that they are provided with information concerning the business and its objectives. As such, they are empowered to make better decisions. In the process, they are able to promote success. Employee engagement, on its part, involves the development of organisational citizenship. It involves the initiation of emotional attachment to the firm. As such, individuals strive to ensure the continued success of their firm. Improved HRM practices can be developed by promoting job design and flexibility. The two are important sources of employee motivation. They result in increased productivity, which promotes success. Organisations operating in a dynamic market can gain competitive advantage by putting in place effective HRM strategies. Improved employee relations will ensure continued innovation. For this reason, Coca-Cola Great Britain should put in place HRM practices aimed at promoting employee involvement and engagement. Job design and flexibility should also be encouraged. References Albrecht, S 2010, Handbook of employee engagement: perspectives, issues, research and practice, Edward Elgar Publishing, London, UK. Amabile, T Kramer, S 2011, ‘The power of small wins’, Harvard Business Review, vol. 89, no. 5, pp. 71-80. Armstrong, M Taylor, S 2014, Armstrong’s handbook of human resource management practice, 13th edn, Kogan Page, London, UK. Balantyne, D 2004, ‘Dialogue and its role in the development of relationship specific knowledge’, Journal of Business and Industrial Marketing, vol. 19, no. 2, pp. 114-123. Boxall, P Purcell, J 2012, Strategy and human resource management, 4th edn, Palgrave MacMillan, Hampshire. Bratton, J Good, J 2012, Human resource management, 5th edn, Palgrave Macmillan, Hampshire. Chartered Institute of Personnel and Development 2008a, Smart working: the impact of work organisation and job design, CIPD, London, UK. Chartered Institute of Personnel and Development 2008b, Smart working: how smart is UK PLC?, CIPD, London, UK. Cox, A, Zagelmeyer, S Marchington, M 2006, ‘Embedding employee involvement and participation at work’, Human Resource Management Journal, vol. 16, no. 1, pp. 250-267. Cummings, T Worley, C 2014, Organisation development and change, Cengage Learning, New York. Daniels, K 2006, Employee relations in an organisational context, CIPD, London, UK. Daniels, K, Davis, A Shipton, H 2008, Strategic HRM: building research based practice, CIPD, London, UK. Den, R 2011, Keys to governance: strategic leadership for quality of life, Palgrave Macmillan, Basingstoke. Edwards, P 2003, ‘The employment relationship and the field of industrial relations’, Industrial Relations: Theory and Practice, vol. 2, no.1, pp. 1-36. Felstead, A, Jewson, N Walters, S 2003, ‘Managerial control of employees working at home’, British Journal of Industrial Relations, vol. 41, no. 2, pp. 241-264. Felstead, A, Jewson, N, Phizacklea, A, Walters, S. 2002. ‘The option of working at home: another privilege for the favoured few’, New Technology, Work and Employment, vol. 17, no 3, pp. 204-223 Gruman, J Saks, A 2011, ‘Performance management and employee engagement’, Human Resource Management Review, vol. 21, no. 1, pp. 123-136. Henderson, I 2011, Human resource managem ent for MBA students, Chartered Institute of Personnel Development, London, UK. Holm, A 2013, Philosophy of science: an introduction for future knowledge workers, Samfundslitteratur, Frederiksberg. Ignatius, A 2011, ‘Shaking things up at Coca-Cola’, Harvard Business Review, vol. 89, no. 10, pp. 94-99. Kiessling, T Harvey, M 2006, ‘The human resource management issues during an acquisition: the target firm’s top management team and key managers’, International Journal of Human Resource Management, vol. 17, no. 7, pp. 1307-1320. Little, B Little, P 2006, ‘Employee engagement: conceptual issues’, Journal of Organisational Culture, Communications and Conflict, vol. 10, no. 1, pp. 111-120. Lockwood, N 2007, ‘Leveraging employee engagement for competitive advantage’, Society for Human Resource Management Research Quarterly, vol. 1, no.1, pp. 1-12. Luthans, F Peterson, S 2002, ‘Employee engagement and manager self-efficac y’, Journal of Management Development, vol. 21, no. 1, pp. 376-387. Marchington, M Wilkinson, A 2012, Human resource management at work, 5th edn, Chartered Institute of Personnel Development, London, UK. Mohr, R Zoghi, C 2006, Is job enrichment really enriching?, U.S. Dept. of Labour, U.S. Bureau of Labour Statistics, Office of Productivity and Technology, Washington, D.C. Noe, R Noe, R 2012, Human resource management: gaining a competitive advantage, 8th edn, McGraw-Hill Irwin, New York. Pilbeam, S Corbridge, M 2010, People resourcing: contemporary HRM in practice, 4th edn, Prentice Hall, London, UK. Rayer, C Adam-Smith, D 2009, Managing leading people, McGraw Hill, CIPD, London, UK. Rees, G French, R 2010, Leading, managing and developing people, 3rd edn, CIPD, London, UK. Senker, C Foy, D 2012, Coca Cola: the story behind the iconic business, Wayland, London, UK. Torrington, D, Hall, L, Taylor, S, Atkinson, C. 2011. Human resource management, 8th edn, Prentice Ha ll, Essex. This report on Involving and Engaging Employees: Coca-Cola Great Britain was written and submitted by user Caitlyn Q. 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.

Sample Essay Citations

Sample Essay CitationsMany students look at sample essay citations and think that they are too difficult to use. In actuality, the process is very simple. I have found this to be true for many students I have tutored and for some who have taught in my class.To keep it simple, I've made citations from writers like Henry James and Pauline Kael much easier to make. Students often don't understand how difficult it is for someone to put a citation in between paragraphs, and they think that it's more difficult than it really is.There are many writers who feel that they need to use their own style or their own inspiration in academic writing. This is not the case with student-written essay citations. You can refer to anything, from film to literature to anything you find. There is no reason that you cannot include a quote from Shakespeare, a poem by James Joyce, a short story by Thomas De Quincey, or a political speech by Margaret Thatcher.You don't have to use the students' name or place o f work either. Just type the term they are working on, such as 'Aline', 'Chapman', or 'Farrar'. Then, you will have a list of references to use and you won't even have to look at the back of the papers anymore.When you are writing these citations, keep in mind that the quality of the citations should match the quality of the writer. It's no fun to use the wrong citations. The hardest part of using student-written essay citations is doing so because you want to stay away from plagiarism, but you also want to ensure that you use the right citations.Sample essay citations are great for students to use. They can create citations from literary works, scientific research, movies, quotes, quotations, and even articles. If you want to write something a little bit different, then you can do it too. When you're writing a paper on a subject you know nothing about, you can take your time and write citations from research or from the headlines of celebrity tabloids.Student-written essay citation s are a great way to help students with writing assignments. While it is best to use citation guides, if you want to get more involved, use them.

Ethical Implications of Adverse Conditioning Essay Example

Ethical Implications of Adverse Conditioning Essay Example Ethical Implications of Adverse Conditioning Paper Ethical Implications of Adverse Conditioning Paper Ethical Implications of Aversive Conditioning It is not usual for psychologists to give prominence to ethical issues and Skinner is no exception. However, in writing about the application of behavioral analysis to significant issues in human behavior. Skinner stresses three issues which have general ethical implications. The use of positive reinforcement, the minimization of punishment contingencies and the specification of objectives (Skinner 1953, 1971). Aversive Conditioning is the use of unpleasant stimuli to induce behavior. It means, for example, causing pain to the subject each time he or she shows a behavior that is o be eradicated (Castro 2004). This distinction may also be applied to lower level learning, such as occurred with PavloVs dogs or pigeons in the Skinner box. A dog that salivates when hearing a bell is demonstrating a declarative knowledge, he knows that after the bell comes the food. A pigeon pressing a lever to get food is effectively applying procedural knowledge, it learned how to obtain food. The most important experimental result from the laboratory study of learning is that, for all kinds of learning, the process is more efficient when learning is accomplished in epeated sessions of short duration than in few sessions of long duration. Aversive procedures are used most commonly in the areas of developmental disabilities and to deal with disorders of sexual arousal such as pedophilia and exhibitionism (Repp Singh 1990). In the American Journal of Mental Retardation, the following guidelines for the use of aversive procedures are as follows: Aversive procedures should be used only if the scientific literature supports their use for a specified condition. Aversive procedures should only be used when the targeted behaviors re clearly of danger to the client or others, and there is well documented evidence that non-aversive interventions by competent practitioners have been tried and failed. Aversive procedures should only be used within a broad program of intervention and management. In addition to the use of aversive procedures for reducing challenging behavior, there must be concomitant intervention programs to promote the adaptive skill levels of clients. In all instances where aversive procedures are used, informed consent must have been given by the client or a legal guardian of the client prior to commencement of their use. Developmentally and culturally appropriate explanation of the aversive procedure and its objectives must be provided to clients. Psychologists using aversive procedures must always be familiar with and comply with any legislative requirements regarding the use of aversive procedures. Psychologists who use aversive procedures should have an advanced level of training in the use of behavioral therapies. In all instances where aversive procedures are used with developmentally and intellectually disadvantaged populations and children, a broadly based group should monitor the use of such rocedures. This group should include specialists in the use of aversive procedures, and people who safeguard the rights of the client. In the case of non-intellectually disadvantaged consenting adult clients, it is advisable that the treating psychologist using aversive procedures seek advice and/or supervision from colleagues (American Journal of Mental Retardation 1990). As you can see buy these guidelines the clients are well InTormea ana are taken care 0T In every extreme. Altnougn all provlslon 0T psychological services raises ethical issues, regardless of its theoretical nderpinnings, behavior modification has always received considerable scrutiny. That scrutiny has often been complicated by the existence of a negative image of behavior modification, bases on a number of popular and long held misconceptions. These include the view that behavior modifiers seek to impose control over human behavior that behavioral analysis is a type of mechanic psychology, and that aversive and punitive methods are routinely part of behavior modification. All these misconceptions should be corrected as a preliminary to considering the actual ethical basis of behavioral modification. Skinner took the view that positive einforcement should be preferred because punishment was undesirable and ineffective. In conclusion Aversive procedures are used in combination with other behavioral and cognitive strategies, and have been found to be useful in the management of impulse control problems. Aversive procedures are not in any way intended to cause harm to the individual. Thus it is beneficial for these individuals to seek help with the use of aversive conditioning so as to help the positive outcome of treatment. It will help with a better outlook on the individuals life. American Journal of Mental Retardation 1990, 95, Special Issue. Castro, Hector. Aversive Conditioning and Negative Reinforcement. The Science of Mind. 2004 Guidelines for the Use of Aversive Procedures. The Australian Psychological Society Limited. ABN 23 000 543 788 Leslie, Julian C. Ethical Implications of Behavior Modification, Historical and Current Issues. The Psychological Record, 1997 47 637-648 Repp, A. and Singh, N. Perspectives on the use of nonaversive and aversive interventions for persons with developmental disabilities. P Eds. NY USA Skinner, B. F. Science and Human Behavior. Macmillan. 1953 NY Skinner, B. F. Beyond Freedom and Dignity. Bantam. 1971 NY