ShantanuT01/DACTYL-Pretraining huggingface dataset:
Introduction Background Monks (2002, p.117) claims that Enterprise-Wide Risk Management (EWRM) is a system of protocols, standards, and recommendations that are structured towards enterprise capacity to consistently identify, evaluate, assess and implement measures meant to reduce risk opportunities and threats. In addition, Busco et al (2005) suggest that EWRM has a structural relationship with Governance, Risk identification, and Compliance (GRC) and has been embedded as a concept in ISO 31000:2009. The architecture for risk management is varied amongst different enterprises. This depends on risk exposures. Lam’s (2003) conclusion suggests that financial agencies’ risk architecture depends on agency investment in information technology and the relevance of agency enterprise business processes towards risk management. Information technology impacts on financial agency capacity to implement internal controls. However, Fraser and Simkins (2010, p.18) claim that the capability of the financial agency to effectively adopt and implement EWRM depends on approaches to risk management, threats to risk management, political structure, competencies of its human capital, and level of agency multi-faced strategies to risk management. Financial agencies ought to document and measure financial risks as a function of interests rate risks, risks in the market, and capacity to manage credit risks. This is based on the capacity for the financial agency to manage risks especially liquidity risks, management risks, possibilities of insurance risks, operating capital adequacy capability, diversification risks, and alignment of EWRM to manage agency systemic risks. Thesis statement Financial agencies based on Warner (2008) fail to achieve competitive advantage from EWRM due to inadequacy of enterprise fitness to manage financial risks, technical risks, operational risks and control hazardous risks. This is dependent on capacity of agencies to redesign business processes that are structured towards bringing about organizational fit towards EWRM. As a result, financial agencies fail to comply with enterprise-Wide Designs and structures that could demonstrate capability of the agency to achieve data integration that could support EWRM. Berenbeim (2004, p.28) however indicates that inadequacy of financial agencies to manage entrepreneurial risks is fueled by insufficiency of competent human capital that could contribute into financial agency EWRM. Archer (2002, p.17) claims human capital deficiencies arises from insufficiency of human capital training and development towards sustainable EWRM. The problem of human capital has resulted into inability of financial business analysts to demonstrate required technological and operational competencies that could support EWRM. As a result, many financial agencies have failed to develop internal and external expertise that could drive management of agency risks and risk exposures. This however has been brought about by failure of financial agencies to recruit or reta
Introduction A team can be defined simply as a group of people working towards a common goal. Team building should therefore aim at enabling a group of people to reach their common goal. In any healthcare setting communication is very important in conflict resolution. The paper is therefore going to focus in detail on a theory that is most effective in conflict resolution within a healthcare setting. In a health care setting people are expected to behave professionally. It is therefore important to solve conflicts immediately between members; if disputes are not solved they may result into avoidance, inability to work together sometimes verbal assaults and resentment.(Teambuilding Inc 2007). Successful resolution to a conflict can lead to the very much desired change in a health care setting. Conflict resolution has positive outcomes like personal growth and social transformation. It is worth noting that communication plays a central role in conflict resolution (Terry Gillin 2004) Body There are two theories of conflict resolution that are applicable in health care setting. The two theories provide effective skills that can be used in conflict resolution. Solving conflicts using the two theories often leads to; increased understanding, increased group cohesion and improved self-knowledge among members of a group. (Mind Tools Ltd 2008.) The first theory; understanding the theory: Conflict styles. Under this theory there are two personalities Kenneth Thomas and Ralph Kilmann who came up with five main styles of dealing with conflict that vary in their scale of cooperativeness and assertiveness. The first style is competitive; under this style leaders in a group operate from a position of power. They are always firm and they know what they want. This style is more effective in making emergency decisions. Collaborative is the second style; whereby people who use it try to put all the needs of the group members into consideration. They are more aggressive but they acknowledge the importance of other team members hence they are considered to be cooperative. This style is effective when there is need for a variety of viewpoints to reach a solution. Compromising is the third style; under this style team leaders will tend to look for solutions that will satisfy everyone to some extent. To reach a compromise every group member is expected to give up something. This style is most effective when the cost of conflict is higher than the cost of l
The Impact of Megatrends on the Development of the Purchasing and Supply Chain Management Profession The changes in the duties and responsibilities of the Purchasing and Supply Chain managers are directly affected by the progress of the megatrends in the industry. It is important to determine such megatrends as the necessity of using the innovations, the accents on the global supply networks, the references to the principles of the green supply management with the elements of sustainability. From this point, the managers should pay more attention to the development of the contemporary procurement strategies with concentrating on the e-procurement and on the usage of the new global sales channels (Burt, Dobler, & Starling, 2003). The progress of the megatrends requires the managers’ focusing on the improvement of the ways of communication and integration of the manufacturers, retailers, and customers with the help of using the new technologies (Burt, Dobler, & Starling, 2003). Thus, in the public and private sectors, the Supply Chain managers’ responsibilities also depend on the development of the dynamic and interactive management, on the improvement of the transactions’ quality where the managers’ work with all the members of the chain is organized according to the principles of flexibility, cooperation, and competitiveness. The Factors of the Evolution of the Purchasing and Supply Management Profession The definite aspects of the Purchasing and Supply Management profession changed, and it is possible to determine the most important factors which have influenced the progress of the profession. They are the rapid optimization of the supply chain system, the orientation on the aspects of the competitiveness within the industry, the necessity of cost savings, and the alternations in the dist
Personality has been described as that which is made up of characteristics, thoughts, feeling and behavior that makes a person unique. Personality is said to originate from within the person and is usually consistent in a person’s lifetime. Personality theories at workplace play a key role in management ofg human resources especially in areas dealing with recruitment, job evaluation and decision making. Management and leadership in an organization become effective where the leader has emotional intelligence to deal with psychological factors in the organization. Various studies have been conducted to analyze the aspect of personality. As a result there are a number of different methods that have been proposed that can be used in the study of personality. Wenger (2009) indicated that personality can be studied using the experimental method, case study and self report method or clinical research. Many organizations have tried to put in place personality models and psychometric testing programs as an aid to understanding, explaining, and managing communications and relationships. It is always believed that, knowing better on one’s strengths and styles helps in making decision on how and when to adapt, and match our behavioral style and communications to best meet the needs of others, and also more importantly our own true potential. Psychodynamic theories try to explain the fact that, the human behavior and relationships are shaped by conscious and unconscious influences. The personality plays a major role in workplace areas in regard to individual performances as well as the relationships with work colleagues and the overall performance of the organization. Personality is always manifested when people work, interact, and share and so on. According to Psychodynamic theory, Freud suggested that the personality is composed of three major parts: id, ego, and superego. The id was described as the biological needs that work to provide energy and motivation to the human system and acts as the stepping stone for the other two (Engler, 2008, p.46). This includes, hunger, thirst, reflexes, etc. On the other hand, the ego is the conscious mind that contains one’s thoughts, judgments and memories. The superego represents our voice of conscience which is manifested in form society rules. Thims (2009) claims that the Feuds psychodynamic theory indicates that, the adult’s personality developed because of how a child dealt with conflicts during any one particular psychosexual stage from infancy. In its development from the fact that energy can neither be created nor lost, the theory suggests that childhood negative energy in form of conflicts could not be destroyed but converts to some defense mechanism or cruelty. This aspect of initial upbringing and the conversion, transmission, and modification of psych-energies is thus the cause of differences in people’s personalities. In the Jungian theory, a person’s ‘ps
Louis Rodriguez was a member a gang member in East LA since he was 12 years old. He was slowly lured into the gang because he wanted to gain money and fame in his neighborhood. In the course of his involvement in the gang, a lot of factors contributed to his involvement. These were the micro factors and macro factors that affect the behavior of an individual. Micro factors are those factors which grow from within an individual and affect the overall outcome of his behavior (Barling and Cooper 151). Louis had these in him. He wanted to be a famous person within his neighborhood. This could only be achieved by having money and power. The only way which this can be achieved was by him having an easy access of money. Due to this, he was slowly drawn into the gang. Macro factors are those factors which come from the surroundings of an individual (Coles 15). For Louis, the gang was the source of macro factors which affected his behavior. He witnessed people being beaten up, others being killed and robbed from while in the gang. For him to rise up the levels of the gang, he had to commit several crimes and social evil. These factors changed his behavior making him be a danger to the society. Social Control In the process of socialization of an individual, social control is an essential aspect. This is because it regulates the behavior of the individual to conform to the rules and regulations of a country. They are therefore norms or rules which are universal in nature and have to be followed by an individual or the entire society (Fourier 204). If an individual or a group goes against these rules and regulations, they would have committed a criminal offence which is punishable by law. Social control therefore regulates the behavior of an individual or groups within a society. They aim at maintaining, good relations among members of the society and at the same time they ensure that law and order is maintained. There are two forms of social control. They are: formal social control and informal social control (Liska 185). Although they have the same intentions of achieving similar objectives, the nature in which they are organized and applied is different. Informal social control is exercised by the society itself. Its rules and regulations are not stated but operate on the norms and customs which the society follows. Social control is therefore implemented by informal agents through an unofficial capacity of ensuring that law and order is maintained within the society. As a result therefore, the informal social controls will vary from place to place and region to region within one state or one country. This might be due to the differences in the culture, customs and beliefs of the people in different societies. Informal social controls use shame, sarcasm and criticism are used to punish those individuals who go against them. Discrimination and exclusion from the society are used at extreme cases. On t
The journal article “constructing factors related to worker retention” authored by Huang, Lin and Chuang (2006) examines effects that firm, individual and market factors have on an organisation’s capacity to retain competent employees. The article was chosen for review because it relates to chapter 6 of the “Managing human resources through strategic partnerships” book, written by Jackson, Schuler and Werner (2009). The article expounds on the different reasons why employers find it hard to retain competent staff in the contemporary job market, and also recommends some practices that they (employers) can use to ensure that human resource turnover is minimal in their firms. Overall, the research-based article adds value to existing literature regarding employee retention, and would thus be a valuable resource to any contemporary employer. Description of the article Huang, Lin and Chuang’s (2006) article is based on empirical research, which they conducted on 180 sampled employees who had at some point in their careers changed jobs. By interviewing the employees, the authors intended to find out factors that led to people’s decisions to either stay in one job, or move to another. The authors also interviewed human resource managers at different firms in order to establish hiring and motivation practices adopted in an attempt to obtain and retain skilled workers. In their research findings, Huang, Lin and Chuang (2006) indicate that “marriage, gender, honoured employee status, relative pay, speed of promotion, and economic cycles” (p. 491) affected employees’ job retention period. The authors further found out that individual performance and education level of employees did not have significant effect on the length that employees stayed in one job. Admittedly, the authors state that the article only examines job retention from the employee’s mobility perspective, but ignores the sociological and psychological factors that may also affect an employee’s willingness to continue working in a specific organisation. Article evaluation Huang, Lin and Chuang (2006) begins their work by acknowledging that downsizing and recruiting contingent employees has made contemporary organisations loose the long-term commitments that existed between employees and the employer. As has been defined by Jackson, Schuler and Werner (2009), contingent workers “are peopl
The Buddhist teaching about Four Noble Truths is considered to be the quintessence of all wisdom and knowledge of the Buddha (Sumedho, n. d.). These Four Noble Truths uncovered in Buddhist teachings represent the ultimate meaning of the whole Buddhist philosophy and religion. Four Noble Truths are crucial for the ones that intend to understand the Dharma. The Truths are the way towards enlightenment. Four Noble Truths are not a set of religious believes in Buddhism, they are the realities, but according to Buddhism not all people are truly able to comprehend them (Velez, n. d.). The Buddha talked about Four Noble Truths in his First Sermon. All of the Truths or Realities involve the meaning of dukkha, which is translated as suffering, dissatisfaction, absence of fulfillment (Gowans, 2003). In his First Sermon the Buddha taught his former ascetic companions about dukkha. The Buddha said that there is dukkha, there is an origin of dukkha, there is an end of dukkha and there is a path that leads to the end of dukkha. These are the Four Noble Truths. The First Noble Truth revealed by the Buddha says that there is suffering and it is everywhere around us. Being born is a suffering, getting older and growing up is a suffering and so is dying. As we first appear in this world during the labor, we cause suffering to our mothers and to ourselves. The older we get, the more complicated our lives become. Our sufferings multiply and lead to even more sufferings. In Buddhism there are three forms of suffering. The first one is suffering of pain that includes all types of it. We experience pain of the body, or physical pain, when we are sick; we go through pain of the soul when we are depressed or hurt emotionally. The second form of suffering is the suffering of change. Unstable things and events cause dukkha. Even happiness can be a cause of dukkha because when it goes away we become dissatisfied or disappointed. The third form of suffering in Buddhism is conditioned existence (Bodhipaksa, 2012). When we become dependent on certain circumstances or something starts to affect our life this brings dukkha that has the capacity of generating more and more dukkha. Buddhism teaches that everything influences and produces everything. This sequence and causality is quite scary for understanding, it brings the feeling of inevitability of sufferings. The Second Noble Truth revealed by the Buddha states that dukkha has origin. This means that the sufferings we experience every day are caused by something. The Buddha taught that the cause of dukkha is tanha – the selfish desire for something, the constantly changing and growing need for various objects and pleasures, different passions that arise in our hearts explained by our attachment to the material things. Tanha is affected by the changes of the world around and the metamorphoses of our minds and selves, as a result, we start to experience deep frustration and stress when our wishes
Introduction of the model with a description of historical development Social ecology model also referred to as social ecological concepts is a structure of looking into the compound effects and interconnectedness of social aspects in the environment. Social ecology model (SEM) is instrumental in the provision of a theoretical structure for the examination of a variety of backgrounds in several categories of research and conflict communication. SEM is basically a qualitative research model for carrying out observations in the field, though; it is also useful in experimental backgrounds (Bronfenbrenner, 1979, p. 176). Social ecology model enables multiple dimensions and contexts to incorporate and institute a wider scene in conflict communication, physical action and health scenarios to avoid the underestimation of the impacts of other contexts. There have been a couple of adaptations to this model although the first and most employed was Urie Bronfenbrenner’s version which factions the factors into four levels which are micro-, meso-, exo-, and macro- that give details on influences such as personal, interpersonal, institutional, intercultural or community (Bronfenbrenner, 1979, p. 183). Microsystems entail personal or interpersonal attributes and characteristics of groups that form the basis of social identity which could touch on the role one has or the features that they may carry in general. Mesosystems are the societal or organizational aspects determining or structuring the environment in which persons interpersonal associations take place. The aspects may take the form of policies, regulations, rules or the suitable company etiquette in the case of a formal institution. Exosystems deal with the community aspect influence which encompasses customs, values and social networks. Macrosystems are the cultural frameworks that are emotional and philosophical besides being environmental and physical aspects. The weight of these systems is more felt and visible probably due to the size of the impact. Bronfenbrenner’s standpoint is based on the individual, the environment and progressive interrelation of the two. He realized that the person was not only the aspect touchi
Introduction Utilizing PERT-CPM techniques could ease the process of management, and help the team complete the project on time. By properly allocating tasks and scheduling activities, the managerial process can be streamlined to achieve more consistent results. This paper will provide an example of a mixed activity project, answer the questions required to use PERT-CPM, and will cover a personal experience I had with an allocation problem. A Project That is Both Consecutive and Concurrent Consecutive activities need to be done in order, while Concurrent can be done at the same time. However, some projects contain a mix of both (Mazlum, & Güneri, 2015). For example, a project that focuses on repairing an old sound system from the 1970s. The main consecutive activity of the project is the deconstruction of the sound system. It has to be taken apart in a specific order, to not break any of the fragile components. Concurrently, the team can order the required replacement parts; they can clean the parts of the system that have been taken out of it in the deconstruction process, and apply restorative techniques to the outer shell of the sound system. When parts arrive, they have to be put in place of the broken ones, which is also a consecutive activity because some parts have to be put in place before others. Questions Before PERT-CPM can be utilized, some questions have to be answered (Vanhoucke, 2013). The previous example of sound system repair can be used to answer them. To what extent can the project be broken down into discrete tasks? How should that breakdown happen? The project can be broken down into five distinct tasks: deconstruction, purchase of parts, cleaning, repair, and reconstruction. To what extent are the tasks sequentially dependent? Deconstruction has to happen first, to analyze the state of the sound system, and decide which parts need to be replaced. The repair has to happen before reconstruction and after the parts arrive. Cleaning and purchase of parts can be done anywhere between deconstruction and reconstruction. How accurately are the task durations known? Most task durations are known, but the time for the arrival of parts can vary, depending on the supplier. How accurately are the task costs known? The task costs will become evident after deconstruction,