Sample of Life Essay

Sample of Life Essay Life Is Different religions offer their own explanation and picture of life. The variety of opinions and perceptions make these pictures even more colourful and explanation even more argumentative. But no one of us in fact knows what life is and where it takes its beginning. There is no universe knowledge about what there is before and after life, if there is anything at all. What we can do, though, is imagine and our imaginations is unlimited. Since early childhood I always thought that life starts when the child is still unborn and even now, even though my society and religion offer different logic, I forget about it and assume person’s age since a future mother gets pregnant. One may say that unborn child is not yet a person, but I believe that we start to build our personality at the same time as we start to exist in this world. But who set the parameters? They are set by people and for people. And I know that the majority of pregnant women will agree with me. Many religions also stick to this point of view. If life starts before we make the first breath of the air, than it is easier to believe that life does not stop and end with this first and last sip of the air; that there is something more that exists behind the scene of being a human being. Everyone has a right to

Employer And Employee Relation - 768 Words

Assignment #1-Comprehensive Case-Bandag Automotive 1. Given Bandag Auto’s size, and anything else you know about it, explain why and how the human resource management function should be reorganized. Answer: Bandag automotive is a family oriented business that has great potential for maximum growth. The only issue is that the human resource management function there is not operated in a productive way. Bandag automotive should focus on a brand new strategy to develop a more structured and organized human resource unit. The management function should be able to recruit great employees, handle payroll, administer benefits, and also provide services, such as help resolve work related problems. A new human resource management function†¦show more content†¦Also, he later reported that he had mental issues, in which was never mention to management before he was terminated. Therefore, Henry does not have a legitimate claim against the company, because it is the law to notify your employer of any mental illness or disabilities. For future incidents the actions the company should take in this type of situation, is to move the employee to another department, and if the problem persis t give the employee a final and after that proceed to termination. If Jim would have used that alternative, the outcome of this situation would have probably turned out better. 4. Miriam, the controller, is basically claiming that the company is retaliating against her for being pregnant, and that the fact that the company raised performance issues was just a smokescreen. Explain whether or not the EEOC and/or courts would agree with her and the actions the company should take now. Answer: In the situation with Miriam, she was fired for a legitimate reason because of her misconduct at work. The EEOC would not agree with her considering those circumstances. Miriam is trying to use her pregnancy as an excuse, in which have nothing to do with her termination. In this situation the company should make sure the allegations against her are legit, and have proof present to the courts or EEOC. If the company cannot provide proof then this will be a case to be turned around in favor of Miriam. 5. An employee who is deaf has asked toShow MoreRelatedGood Employer : Employee Relations1171 Words   |  5 PagesIntroduction Good employer to employee relations is one of the key ingredient factors in determining success of a particular organization. Many organizations are encouraged through the Human Resource Department to uphold values that promote the creation of a conducive environment in both the welfare of the employees and the employer in the realization of organizational goals. 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If employee organize a strike or a walk out, these are actions that protected under NLRA (Landry, 2016)Read MoreEssay Employee Relations1425 Words   |  6 Pagesapproaches and definitions of what employee relations is. â€Å"Employee relations is a common title for the industrial relations function within personnel management and is also sometimes used as an alternative label for the academic field of â€Å"industrial relations†. The term underlines the fact that industrial relations is not confined to the study of trade unions but embraces the broad pattern of employee management, including systems of direct communication and employee involvement that targets the individualRead MoreDeveloping an Analytical Approach to Industrial Relations Policy929 Words   |  4 Pageswant to define what industrial relations is. 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Adolescence And Emerging Adults Adolescence - 2029 Words

Adolescence is a period of various biological, cognitive and socio-emotional changes. The storm and stress view of adolescence sees this developmental period as a turbulent time period with stress, conflict and mood swings. In-between the transition from adolescence to adulthood, a period called emerging adulthood occurs between 18 to 25 years of age. During this period the emerging adult explores identity, opportunities and independence. This is a period of instability for the emerging adult in various fronts such as work, love and education (Santrock, 2014). Being a time period of changes and identity formation, a wide spectrum of problems affects adolescence and emerging adults. The biopsychosocial approach emphasizes that biological factors, psychological factors and social factors interact together and influence the problems faced by adolescence and emerging adults. During adolescence and emerging adulthood, various problems such as drug abuse, emotional problems, relationship problems and academic problems affect individuals due to various risk factors. Risk factors are predictors of problems that an individual may face. The risk factors do not guarantee that an individual would develop the problems; it instead predicts that individuals may have an elevated probability of developing the related problems (Santrock, 2014). A scale developed by Peter Benson suggests 40 developmental assets, both internal and external factors that adolescence need in order to facilitateShow MoreRelatedEssay on Developmental Issues That Come with Emerging Adulthood901 Words   |  4 PagesTopic- Developmental issues that come with emerging adulthood (Transition from adolescence to young adulthood) Adolescence is the transitional period in a persons life time that links childhood and adulthood. 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Management Theory Of Ford and KFC Samples †MyAssignmenthelp.com

Question: Discuss about the Management Theory Of Ford and KFC. Answer: Taylors Scientific Management Theory The theory ofscientific management was initiated by Fredrick W. Taylor. Thismanagement theory is applied for ascertaining the organizational workflow effectively. The main objective related toscientific management is to increase the economic efficiency of the organization and raise its labor productivity (Gafiyatullina et al 2015). In the recent times, this theory is mostly applicable in the firms, where repetitive tasks are practiced. It helps in managing the employees to achieve the business goals more effectively by implementing the theories. The theory is well-defined set of rules needed by the managers and leaders to control the entity. Taylor theory was first incorporated due to Henry Ford for his automobiles industry, Fords. The principles helped in achieving the desired target as the rate of productivity of the workers increased. Benefits: Pay system: Taylors scientific theory followed piece work pay method for the employees. It helped in providing increased wages to the workers with higher outcome and productivity. The incentive plans through piece wage system provides maximum satisfaction to the employees (Kapur 2016). Enhanced production: this scientific theory leads to improved and enhanced production required for the business operations improvement (Powers 2014). This also led to harmonious and cordial relationship between employees and the leaders. Quick Decision-making: Taylorsmanagement theory facilitates effective and quick decision making process for the organization. Efficient use of resources: the scientific theory provides adequate utilization of resources. Moreover, increases the standards of the organization through technological developments. Limitations: Time consuming: This theory is very time consuming as the theory when adopted by the organization requires enough time for improved standardization and specialization within the organization (Meyers and van Woerkom 2014). Huge capital requirements: the scientific theory is very costly moreover excess capital is required for standardization as well as training of the workers in the organization. Negligible bargaining: this approach practices piece work system for payment, hence the chances of bargaining is low or negligible. Organization that adopted the theory: The reputed automobile industry, Ford adopted the theory that led to the growth of the organization. The change in the techniques or process in the assembly line facilitated the company in generating cars very quickly and at an affordable price. The change in the process of assembly line through management principles of Taylors resulted in increased market demand for Fords automobile industry. Moreover, this theory was first implied by Ford and leads to gain recognition and approval all over the world (Ford.com. 2018). In the current times, the factories managers also consider the significance of welfare of the factory employees. This has resulted in strengthening the workers relationship in the factory. Furthermore, this also has led to increase in team spirit and reliance among the employees for achieving the common goal. Ford applies scientific management theory by solving the organizational issues by its rue of thumbs. Evaluation: The scientific theory practices piece rate system, which enforces the employees to perform their assigned task under unnecessary pressure. This leads to the exploitation of workers to complete their tasks more fast (Ranjan 2017). Moreover, Taylor has laid more emphasis in differentiating the planning process of its organization from their actions. It is advised that the managers should plan more effectively by making realistic plan for their organizations. Fayols Administrative Management Theory This management theory was developed by Henry Fayol and this management model describes the organizational interactions with its personnel. In the recent times, the business organization regards Henry Fayol's classical theory as a vital guide that is responsible for the proper guidance and management of the organization and its staff. Fayols management theory consists of its 14 major principles that involve organizing, coordinating, planning and controlling. Benefits: This theory is highly comprehensive administrative theory that relates to the efficient management techniques. It helps in raising the efficiency and productivity within the business structure. The main managerial function includes authority, discipline, centralization, division f work and equity. Moreover, Fayols management theory facilitates major emphasis on the controlling and management techniques through monitoring, forecasting and controlling. This management theory ensures high success of an organization. Limitations: In the recent times, it would be highly unwise to generalize the situations especially for new and high- technology companies. As it become quite difficult to deal with the changes according to their competitors products and services. This theory fails to recognize the employees needs and wants that is unrelated to the organization. It assumes that the best and effective measure to know the performance of its organization is through the workers productivity (Gnanamkonda 2015). Moreover, this theory is still related to humans and it is quiet natural for the individuals to commit mistakes to create unity that is related to management team. Organization that adopted the theory: KFC, one of the leading fast food restaurants in the world follows this Fayols principle of management. KFC changed its organizational structuring after practicing Fayols principles of management to increase its efficiency (Kfc.com 2018). The command and control from the higher authority as per Fayols theory is made to ensure employees tasks are efficiently performed. Proper monitoring helps the organization to provide feedback that brings changes that is required for better and effective applications in future. Fayols principles are followed by KFC and major relevance is given to the employees opinion that leads to increase in the confidence level of the workers. As per the Fayols principles of management, both responsibility and authority are two sides of a same coin. KFC effectively implements the principles in the organization through authority. Moreover, the employees are responsible towards their assigned duties. Evaluation: The organization practicing the Fayols management theory fails to emphasize the labor productivity rate. As, KFCs labor turnover rate is increasing gradually affecting its growth in the long-run. The major values related to Fayols principles should also be a significant stabilizing force related to modern workplace (Samuel, Found and Williams 2015). Moreover, major emphasis of the KFC employees is given on individual interest rather than the general interest of the company. Due to the increase in globalization, the organizations nowadays are more prone to instability and uncertainties (Bird and Mendenhall 2016). It is important for the organization to follow an effective management theory. References: Bird, A. and Mendenhall, M.E., 2016. From cross-cultural management to global leadership: Evolution and adaptation.Journal of World Business,51(1), pp.115-126. Ford.com 2018.Ford New Cars, Trucks, SUVs, Crossovers Hybrids | Vehicles Built Just for You | Ford.com. [online] Ford.com. Available at: https://www.ford.com/ [Accessed 14 Feb. 2018]. Gafiyatullina, A.Z., Nikonova, T.V., Vagin, S.G., Kharisova, R.R., Pavlova, E.I., Khayrutdinov, R.R. and Ishmuradova, I.I., 2015. Organization of controlling the intellectual potential of company personnel.Review of European Studies,7(4), p.13. Gnanamkonda, V., 2015. Cases in Marketing Management.South Asian Journal of Management,22(4), p.204. Kapur, R., 2016. Managerial functions and job satisfaction within an organization.International Journal of Information, Business and Management,8(4), p.317. Kfc.com 2018.KFC: Finger Lickin Good. [online] KFC: Finger Lickin Good. Available at: https://www.kfc.com/ [Accessed 14 Feb. 2018]. Meyers, M.C. and van Woerkom, M., 2014. The influence of underlying philosophies on talent management: Theory, implications for practice, and research agenda.Journal of World Business,49(2), pp.192-203. Powers, E.L., 2014. Innovating our thinking about management: A new model.SAM Advanced Management Journal,79(1), p.40. Ranjan, P., 2017. Human Resource Management and Organizational Behaviour.Journal of HR, Organizational Behaviour Entrepreneurship Development,1(1), pp.8-12. Samuel, D., Found, P. and Williams, S.J., 2015. How did the publication of the book The Machine That Changed The World change management thinking? Exploring 25 years of lean literature.International Journal of Operations Production Management,35(10), pp.1386-1407.