ShantanuT01/DACTYL-Pretraining huggingface dataset:
Synopsis As Mr. Dees left the office of his lawyer, he reflected on the past twenty-five years and he realized that he definitely had several major achievements in his education in addition to his profession. Moreover, he discovered that he had some blind and unidentified issues in addition to weakness that had generally cost him a lot. Mr. Dees married a woman in a junior year at the same university where he studied. For a period of about seven years, Mr. Dees easily ascended the corporate hierarchy coupled with providing for his family and establishing security by piling up assets as well as saving both for retirement and educational expenditures for his children. During this time, there was typical existence and professional development for Mr. Dees. Following seven years of their marriage and his wife being fed up with his frequent relocations, she left with the kids and returned to California. Mr. Dees was so overwhelmed with grief that he just offered her the whole lot together with his retirement, which pushed Mr. Dees into thinking about the possibility of developing more self-awareness. His present circumstances definitely made him more conscious of the necessity of evaluating his mental intellect. After his psychological self-evaluation, he quit his job. The experiences and achievements of Mr. Dees at global trade were crucial aspects, which attracted three corporations. He chose to work at a corporation possessed by Mitsubishi and shift to Nebraska in the quest to begin afresh. After about one year, Mr. Dees decided to establish a company due to boredom. He thereby started a partnership with a neighboring entrepreneur. After a while, Mr. Dees realized that his colleague and his colleague’s wife had misappropriated what had been assigned to them as they had peculated huge sums of money from the business. Mr. Dees had not just lost it all but had also to tolerate four years working in three jobs in a bid to finish paying the business’ debt. He relocated to Iowa to work at a local grain firm. The firm had lost nearly two million dollars the preceding year. He had to spend almost a year studying the surroundings and making the required modifications, which comprised having to sack 25 individuals. At the close of the sixth month in the firm, the firm was boasting of a profit of 3 million dollars. During his second year in the firm, the locals insisted that the firm should not renew his contract terming him as a horrible foreigner who sacked everyone. Unluckily, the firm did exactly as the locals wished. Mr. Dees was now compelled to accept a bid to work at the Iowa state regional cooperative. However, the cooperative was obliged to sell and turn into a branch of Cargill, a leading grain corporation in the world. Mr. Dees was once more looking for a job. At the persistence of Mr. Stevens, he was made the Vice President of Central & Pacific Railroad, which is based in Chicago. All continued to be favorable until the third year when the General Electric Credit Corporation (GECC) applied its authority to sell the company and for yet another time Mr. Dees was job
Introduction It could hardly be doubted that conflicts are an integral part of the interaction among individuals. The disputes may arise on different levels, including personal, social, and political ones, and they also could derive from various reasons. The nature of conflicts appears to be deeply connected with the primary characteristic of any individual, free will. People have intentions, needs, and desires, which do not necessarily comply with other people’s will. Therefore, conflicts can be caused by differences in religious and moral views, economic needs, etc. However, in the course of human history, people have invented various ways to deal with situations of controversy, which are generally referred to as negotiation techniques. Bargaining scenarios appear to be the most beneficial means of mutually respective and efficient solutions to conflicts. The purpose of this paper is to study a case in which negotiation and bargaining are involved to understand how to deal with conflicting opinions. References to scholarly literature will be provided to give the paper more depth. Summary of the Case under Discussion National Labor Relations Board is one of the most important organizations that deal with various conflicts between management and labor. One of the organizational website’s pages is entitled “Notable Board Decisions” (2018), and it gives information about the cases that are considered to be highly important by the Board. After the research, “Olean General Hospital and New York State Nurses Association” (2015), which includes cases 03–CA–097918, 03–CA– 104444, and 03–CA–104462, was chosen for the analysis. The case could be summarized in the following way. Olean General Hospital (which is later be referred to as Respondent) declined any bargaining with the New York State Nurses Association (referred to as Union) on the question of implementing the training program for nursing students that employed unit nurses as trainers (“Olean General Hospital,” 2015). Another aspect of the conflict is that the Respondent has provided the Union with insufficient information “about the training program and a patient care survey conducted by an outside agency” (“Olean General Hospital,” 2015, p. 1). Therefore, the conflict of interests appears to be evident. Negotiation Issues Involved in the Case Further, it is essential to overview the negotiation issues that were involved in the case. It is evident that failed negotiations were the initial stage of the conflict between the Respondent and the Union. Primarily, the dispute began when the Respondent decided to choose nurses for the Dedicated Education Unit (DEU) program without negotiating with the Union (“Olean General Hospital,” 2015). It is also mentioned that the Respondent had not been bargaining with the New York State Nurses Association about other similar cases when the hospital provided educational services to students (“Olean General Hospital,” 2015). Also, the fact th
Organizational Model This paper discusses an organizational model that is used in an organization that I am familiar with. The organization deploys a decentralized organizational model. It operates in the healthcare industry. Although it offers healthcare services, some of its functions are contracted to encourage flexibility, innovation, and creativity. The organization has marketing, manufacturing, communication, service delivery, and distribution satellite networks. Subcontracting some functions that require an advanced skill base facilitates learning and adoption of change, especially in terms of technology, almost instantly whenever it occurs in the environment. The satellites are linked to a centralized system that mainly consists of directors who engage in the development of tactics of minimizing overheads. This way, the center acts as the regulator of organizational functions. It links all the satellites such that a two-way communication loop is created. Knowledge Sharing Workplace trends, whether within or outside the organization, help workers to stay connected with the widening array of coworkers and consultants with an aim of sharing knowledge. The organization recognizes that innovation and creativity are of no help without the facilitation of knowledge sharing. It encourages it (knowledge sharing) by developing a shared teamwork vision to minimize competition between workers. The plan helps in the creation of attractive incentive schemes for people who participate in the sharing of knowledge. It enhances the development of coaching, counseling, and mentoring programs as a way of inducing common attitudes, values, and assumptions. These programs contribute towards the development of a culture of learning and sharing. Involvement of Employees in Formulating Solutions The organization involves all employees in the formulation of solutions to problems so that the chosen solution is not considered an effort of only one employee. However, to maintain the spirit of innovation and the creation of new solutions, appropriate incentives and regulations are given to people who conceptualize a given solution together with those who facilitate its analysis and evaluation (Frans, 2006). This process of employee involvement calls for effective two-way communication. The directors and satellite managers play collective roles in the process of selecting ideas that can be deployed to solve any problem. As a common rule, all generated ideas are equally important. The Mos
What leadership styles dominate at Southwest and Novo Nordisk? What could each company learn from each other? Cite examples to support your opinion. Southwest and Novo Nordisk companies follow different leadership styles which depend on the peculiarities of their organizations. It is possible to say that the path-goal view of leadership dominates in Southwest. According to this model, “the leader’s key function is to adjust his or her behavior to complement situational contingencies, such as those found in the work setting” (Schermerhorn et al., 2010, p. 300). Thus, the leaders of Southwest try to find the balance between the work goals and personal goals with concentrating on the aspects of supportive and participative leadership which include consulting subordinates while making decisions ( About Southwest , 2012). Novo Nordisk leadership style can be discussed according to the Hersey and Blanchard Situational Leadership Model. The leaders of the company can choose the best variant of behavior according to the situation. They use the delegating leadership style in many situations. According to this style, the leaders of the company allow “able and willing followers to take responsibility for what needs to be done” (Schermerhorn et al., 2010, p. 303). Novo Nordisk’s heads realize their leadership with basing on the question of responsibility, economic benefits, and long-term profitability of their actions according to the situational leadership model. This situational approach can also be effective for Southwest Airlines. How does each company’s leadership influence its organizational culture, promote its innovation program, and shape its competitive strategy? Following the principles of participative and supportive leadership, the leaders of Southwest develop the organizational culture in the company. Thus, they respect their employees and their ideas, pay attention to their visions and interests with creating an atmosphere of positive motivation. Novo Nordisk’ leadership style contributes to the development of the employees’ motivation and initiatives. The main objectives are put on the progress of the company with the help of each employee and his responsibility (Schermerhorn et al., 2010). Describe each company’s philosophy about the transformational change, planned and unplanned change, and the strategy they have used to create change. How has planned or unplanned change affected their culture? It is possible to state that the main successes of Southwest depended on the effective leadership of Herb Kelleher who motivated the employees to provide the best results of work. Possible changes in the organizational culture are connected with the figure of Gary Kelly and with changing the principles of leadership ( About Southwest , 2012). Novo Nordisk’s most influential changes are connected with the ‘defeat diabetes’ strategy, which altered the company’s approach to acting in the market. It can be considered as the transformational change, which was realized because of the effective lead
Possible Signs of Prescription Drug Abuse A new visit by Jonathan introduces several changes and unpredictable outcomes of the already prescribed treatment. Last time, the patient was provided with a pharmacological plan including a decreased dose of acetaminophen (500 mg), 10 mg of atorvastatin, and 200 mg of Ibuprofen as the main NSAID to address the patient’s pain. The combination of Ibuprofen and acetaminophen are effective for the patients, who want to reduce and control the level of pain (Rasubala, Pernapati, Velasquez, Burk, & Ren, 2015). This combination could hardly cause such negative outcomes as drug addiction and dependence. Still, the cases of prescription drug abuse are frequent among US citizens (Bagalman, Sacco, Thaul, & Yeh, 2014). It is wrong to ignore the possibility of prescription drug abuse considering the presence of certain changes in the patient’s behavior. The patient’s general look has changed: he is unshaved and diaphoretic, and his clothes are wrinkled. Besides, he offers to change the pharmacological treatment offered to him and ask to change Tramadol (Seago, Hayek, Pruszynski, & Newman, 2016) to Percocet. The reasons for such demand include the level of pain (10 out of 10) and the fast growth of pulse. However, all these behavioral and emotional changes may be defined as the possible signs of prescription drug abuse (McHugh, Nielsen, & Weiss, 2015). Therefore, in addition to the necessity to deal with pain, it is necessary to check if the chosen treatment is not effective. Actions of NP in Case of Patient’s Return The same patient could address to the hospital with the same demands and complaints again. The reasons for such a possibility include drug abuse and the inability to cope with pain independently. Besides, his alcoholic history and the inabilities to deal with bad habits could be an excuse. Therefore, the actions of the NP should be planned and evaluated. The use of NSAIDs and acetaminophen cannot be stopped not to promote the development of osteoarthritis (MacMullan, P., & McCarthy, 2012). Still, such lab tests as blood and urine analysis, ALT/AST level, and ultrasound of the liver should be made to clarify the condition of the organs that are at high risk because of acetaminophen. If the tests are normal, and the problems with the knee pain are absent, prescription drug abuse could be stated. The patient should be sent to a rehabilitation center and educated properly. Education Inappropriate use of drugs is a serious issue for consideration (Kirschner, Ginsburg, & Sulmasy, 2014). It is necessary to prove the patient with the crucial backgrounds in treatment and recovery. Two forms of treatment, pharmacological and non-drug, should be promoted. The patient has to be informed about the necessity to control his weight and diet. Regular exercises which are not harmful to a knee should be discussed with a doctor and a personal coach. Dietary changes are also prefe
Introduction Social inequality is a fundamental sociology phenomenon since there is no society in which there are no classes. According to the concept presented by Kingsley and Moore (2011 [1945]), classes are formed depending on the functional needs of society for skilled labor. The authors formulate two categories, according to which the society’s employees receive compensation for their contribution – the functional importance and the scarcity of personnel. At the same time, Wright (2011 [1997]) discusses social inequality from the perspective of Marx’s theory of exploitation. This paper aims to evaluate the contrasting views of social inequality. The Phenomenon of Social Inequality A distinctive feature of the article by Kingsley and Moore (2011 [1945]) is that the authors define social inequality or ‘stratification’ as a functional necessity for any society. According to scientists, social inequality is due to society’s need to perform certain functions. This need can be satisfied by members of the community only if they are sufficiently motivated. Firstly, people should be motivated to choose an occupation for which they have a suitable set of skills and competencies, and secondly, to consciously fulfill their responsibilities in their position. In countries and societies with a non-competitive model, the emphasis is usually on motivating society members to fulfill responsibilities within a given role. In competitive societies, the focus of social motivation is more focused on occupying competitive functional positions. Motivation is carried out through higher compensation for work. Equally important, each role has “built-in” rights and privileges that other members of society view as responsibilities associated with the role. Likely, these two factors usually determine the choice of profession or position. According to Kingsley and Moore (2011 [1945]), rewards for occupying more responsible positions or performing more unpleasant or difficult work are developed according to differential functional importance and differential scarcity of personnel. Kingsley and Moore (2011 [1945]) view the functionality of a position in terms of its irreplaceability and significance to society (doctors, rescuers, police, cleaners) rather than power. The authors focus more on a scarcity of personal in the latter case than on the possession of unique qualities, in contrast to Wright (2011 [1997]), who emphasizes the importance of skills. Kingsley and Moore (2011 [1945]) further conclude that scarcity and functional importance may differ from society to society, as they may be affected by different external forces. The authors also determine the prestige of specific positions in terms of functional uniqueness and how much other jobs depend on it. For example, if society suddenly needs an Instit
The results of the 2006 Canadian federal election The liberal party had made several mistakes to gain afoot in this election, In addition, Harper worked tirelessly to demine the liberals, constantly attacking them over scandals they sunk into during their tenure in government. These scandals included court decisions, media coverage, same-sex marriages, sponsorship scandals, their relations with the United States and so on. Other reasons for his win were the declining popularity of liberals and the corresponding increase in popularity by conservatives. Liberals’ ideas of increasing taxes were also vital to Harper’s win, consequently making history as the first conservative minority party to lead government since the liberals. The motion of no confidence passed in 2005 was a clear indication that change was imminent. Besides, there was no other leader capable of outshining Harper apart from the liberals whose candidate had been deemed unfit to exercise executive powers in Paul Martin. There is a high probability that if a new party leader were elected to run against Harper before the 2006 federal elections, maybe things would have been different. However, they kept with Martin and only realized this mistake after he was defeated, causing him to resign. Besides, several issues surrounded Martin’s government. These issues ranged from fiscal imbalance, the desire by Quebec to form their own government, abortion and gun registry, among others. The federal government policy has changed very much since the election of the Harper minority government Among the policies, including environmental policy, which the conservatives took up in order to reduce rising emissions from greenhouses, which cause climatic changes because of polluted environment and depleted ozone layer. The conservatives’ position on the implementation of the Kyoto accord, which they criticized for having harmful effects and giving insubstantial results regarding the reduction of greenhouse gases, was met by strong criticism from opposition parties as well as several environmental organizations. Another policy change has been regarding foreign affairs; Martin’s government was much reluctant in its approach to foreign policies, however, this has changed in Harper’s government. Conservatives have employed a principled approach to their foreign policies, Harper’s relations with Washington, Kandahar, Jerusalem have been close, and he was quoted supporting Israel’s war with Hezbollah on his way to a G8 summit, which was alarming as other world leaders shared different sentiments. For instance Jacques Chirac, the then French president referring to it as “aberrant”. Speculations have also come about Harper’s government, which is accused of muzzling the media especially from researches relating to his environmental policy changes. This has caused havoc, and the yet to be authenticated report only referred to as a ‘leak’ is said to contain sentiments of frustrated Canadian researchers and scientists who have been barre
Introduction The book titled ‘Mandela: The Authorized bibliography’ was written by Sampson Anthony. The book was published by Knopf Doubleday Publishing group and was copyrighted in 2012, and the exclusive copyright belongs to the writer of the book who is Sampson Anthony. In his book, the writer talks about Nelson Mandela early childhood life, and the struggle he underwent through until he became the president of the republic of South Africa. He talks about Mandela’s prison life, education and the fight for independence and freedom in South Africa. He also talks about his release from the prison, and how he led various South Africans to attain independence. Discussion In his book, the writer portrays Nelson Mandela as having various leadership characteristics and attributes. The writer discusses several leadership skills and techniques that Mandela applied in order to obtain freedom in South Africa. The leadership styles discussed in the book include the following leadership skills: Courage is not the absence of fear Mandela states that most leaders have faced down fear, but it is during times of stress that the mettle of leadership is tested; this means maintaining the momentum in tough times, or, as Mandela explains, sometimes you must “put up a front” (Sampson, 2012). A leader is that person who takes the initiative and is courageous enough to confront hard situations (Sampson, 2012). Lead from the front Mandela was always objective about his goals and used all the techniques that could help him achieve the objective it. In all his undertakings, he ensured that he did not leave his base behind. Richard Stengel describes Nelson Mandela as a historical man. Mandela life in prison shaped his view about the leadership concept, where he viewed leaders as people who should lead by example. Mandela was a fore thinker who projected his thoughts in the future, he focused on the long term objectives and not short term objectives. Lead from the back The concept of leading from the back is contradictory from the concept of leading from the front. Mandela states that there come times when a leader has to lead from the back. Suck an analogy is underpinned by the fact that the same way cattle are led from behind, individuals can also be led from behind too. Know your enemy Mandela states that the best way to lead is to know your enemy and identify their strongest and weakest points. Mandela states that understanding your opponent weakest and strongest point will assist an individual to come to a common ground in times of a conflict. Mandela also points out that communication is also an important aspect in a leader. A leader should communicate effectively and efficiently in order to ensure that leadership is transparent and accountable. Keep your friends close Mandela states that another good leadership principle is to put your friends closer, and put your enemies even closer.