ShantanuT01/DACTYL-Pretraining huggingface dataset:
Human resources’ management is a complex process that requires not only strong leadership and organizational skills but a proper strategy development and choosing the right management model as well. Normally, the models of management can be of the three types: authoritarian, legalistic, and humanistic. Different epochs were marked by using different approaches to work arrangement. Some of them are widely criticized these days, while others are regarded as the only appropriate to put into general practice. In my personal view, there is no such concept as an ideal management model. For a healthcare organization to raise its performance and the working productivity of an entire staff a mixture of models is needed. The combination of various approaches will allow one to praise employees when it is required and use strict measures whenever a discipline break-down is tracked. As to the mentioned approaches to employee relations management, the first to emerge was an authoritarian model. It is known to take origins from the times of ancient civilizations when slavery was an accepted norm. As derived from the name, authoritarian model involved all the harsh measures to force workers to execute their master’s will. As Fallon and McConnell (2013) point out, “a fundamental motivating force in authoritarian management is fear” (p. 385). For long centuries this model of work organization remained the only available and was used throughout the developed countries. The introduction of legislation, however, has changed the situation entirely. The legalistic movement began in the 1930s and led to changes in the wage-and-hour laws. After the adoption of the Civil Rights Act in 1963, the policy regarding human resource management significantly improved. None of managers or employees wished to violate the act’s terms. The further model evolution has led to the occurrence of humanistic approach, in which a satisfied worker was viewed as a motivated and a high-performance employee, whose requirements were always given priority. A brief description of the key concepts of staff management helps one to clearly understand what principles are put into the structure of each particular model. Eventually, choosing either authoritarian or humanistic model cannot be viewed as an objective approach to the problem resolving. As the researchers point out, a combination of methods “can be used to facilita
U.S. Department of Health and Human Services released statistics showing that close to 50 million Americans do not have health insurances (U.S. Department of Health & Human Services par. 1). Although the data is for 2011, it is representative of what is happening now. Millions of people throughout the United States are at risk of being rejected medical care in hospitals in case of a disease. Aside from those 50 million Americans, one also needs to take into account millions of Americans who only have basic insurance which may cover only minor ailments and does not safeguard them from serious risks. The biggest problem with uninsured patients is that they view a doctor’s appointment and a hospital visit as a last resort. It is true that according to US medical regulations hospitals are required to provide medical care in emergency cases to everyone irrespective of insurance. This has led to situations when patients put off doctor visits until their disease or condition gets out of control and results in an emergency. First help will be rendered to patients in critical condition, but further treatment is out of the question and they will be left on their own. Uninsured Americans neglect routine medical checkups and problems which might have been detected and prevented in early stages aggravate and often lead to irreversible consequences. Taking the above into account, a comprehensive intervention needs to be developed to mitigate and tackle problems regarding the lack of insurance. The intervention needs to be multi-faceted so that it will address all aspects of the problem. The intervention program to be carried out and results should be disseminated and made public knowledge. The major problem preventing people from purchasing insurance is a lack of money. It is true that few people may find a large amount of money to be paid immediately. With this in mind, a yearly intervention may be introduced by the Good Samaritan Hospital. It is known for various programs aimed at providing medical care for all, irrespective of their status. Rather than paying a large amount, the hospital may introduce a reasonable monthly fee in exchange for a limited number of consultations, checkups, and doctor appointments. It is true that the intervention in question will allow people to use the services of the Good Samaritan Hospital and no other, but it is still better to have a hospital where you can be admitted and treated than having nowhere to turn to the case of health issues. In order to adequatel
The roles Martha Stewart’s image played in the insider trading scandal Martha Stewart played numerous roles in the ImClone System’s scandal. She sold nearly 4000 shares of the company’s stock. This occurred when she realized that the stock values of the company would drop (Ferrell, Fraedrich & Ferrell 2010, p. 129). She later rejected the claims stating that the shares were sold because they had gone lower than US$ 60 (recommended benchmark). In her defense, Steward said that she had previously called Bacanovic and ordered him to sell the shares. Additionally, she claims to have made a call to her friend, Waksal, so as to know the problem that ImClone was going through (Ferrell, Fraedrich & Ferrell 2010, p. 137). Conversely, Stewart later accepted that she wanted the concerned shares to be sold. As evident from the case provided, this occurred while she was on her way to Mexico. The following day after selling her shares, she decided to leave the stock exchange membership board. Additionally, Stewart and her friend Bacanovic were not able to give credible proof that there was a decrease in the stock exchange when they were asked to present their proofs. These indicated the roles that Martha Stewart’s image played in the insider trading scandal claimed earlier. Consequently, the committee investigating the scandal was not able to obtain some credible evidence on the contract between Stewart and Bacanovic to sell ImClone System’s shares (Geis, Pontell & Pontell-Geis 2007, p. 348). However, when the investigators checked on Stewart’s accounts (both phone and email records) associated with the ImClone stock trade, there were no clear records. Her business manager’s account (Merrill Lynch) could hardly provide credible evidence regarding the sales of the concerned shares. Besides, the committee investigating the scandal could not read some parts of the documents given as evidence (Howell 2003, p. 253). Martha Stewart refused to testify before the investigators after the scandal but instead hired some lawyers to represent her. This made the committee strongly believe that Stewart was not only trying to interfere with their investigations but was also not ready to cooperate. This is a critical provision when considered decisively in regard to this case. Many People wondered whether Stewart was saying the truth about her story since she was not able to open up and articulate it as an affidavit (Howell 2003, p. 279). Conversely, they had waited in vain for her public address on the issue but she downplayed the whole story. Stewart, along with her spokespersons was also not able to give any statement regarding the scandal. Additionally, they were unreachable throughout the period of the scandal and this made people think that that they actively participated in the scandal. However, this later prompted the committee to surrender Martha Stewart and ImClone’s case to the department of justice in the United States to find out whether she was not open about that whole story (Kendal 20
The circuit judge in the state capital is requesting $87,120 to pay for yearly gym memberships for local employees of the police department, adult and juvenile courts, jail and juvenile detention centers, and adult and juvenile probation officers. The initiative will provide membership to 242 people, and it is expected to be paid through raising taxes or fees. Even though it seems to be a minor change, it is believed to have a considerable positive impact on local quality of services, public safety, and the profession’s prestige. No ethical, legal, or political implications of the matter were identified that could either support or oppose the idea. Even though police officers have the right to be obese, they are required to be physically and mentally fit to perform their duties. According to Otu, obesity is a major concern to American society since overweight and unfit officers are a danger to themselves and to the public (1074). A gym membership can positively affect the physical form of police department employees that would help avoid obesity. In the long run, the initiative will be paid off through decreased healthcare bills from cardiovascular diseases and arthritis (Otu 1074). Fit officers will provide better quality services, which will positively affect public safety outcomes, which will generate trust among the population. The initiative is also supposed to become an effective tool for improving public relations. Police officers training in gyms are positive role models for the youth. This is expected to improve the current situation with department understaffing. The local police department is experiencing a shortage of front-line employees, including police officers and probation officers. Better public relations and a positive image of police employees can influence the future career choices of the youth. Therefore, the initiative is to be treated as a minor investment in the present and the future of the local police force. It will give desired benefits to more than 240 people, improve their well-being, decrease health-related expenditure, and boost public relations. Since there are no political, ethical, or legal barriers to the implementation of the project, the initiative seems to be a cost-efficient matter that will be supported by the majority of stakeholders. Work Cited Otu, Noel. “Obesity Warning for Police Officers.” Journal of Social Science Research , vol. 6, no. 3, 2015, pp. 1073-1082.
The problem at Island Beverage Co. Ltd At Island Beverage Co. Ltd. Operations in the production plant seems inefficient based on how they are carried out and the safety of employees. As shown in the film, one major problem is the manual system of cleaning, loading, and moving bottles of water in the plant. The root cause of inefficiency at the plant is a lack of coordination and automation of processes. In addition, employees are not provided with protective clothes to safeguard them from injuries. Moreover, containers are placed on the trolley in a horizontal position rather than facing up, creating a risk of rolling and possibly injuring the workers. The manual system in the production plant is likely to increase costs and waste a lot of labor hours, thus affecting production efficiency. In addition, employees seem to be overworked, thus creating a possibility of low productivity. Operation Inefficiency at National Drilling Company Operational problem Safety performance in environmental drilling is usually influenced by the presence of right field conditions, effective planning, and practice safe work measures. Generally, environmental professionals and drillers clearly understand that it is very hard to understand and eliminate all safety problems that they can face while working in the field (Environmental Remediation Drilling Safety Guideline, 2005). At National Drilling Company, the main problem is employee safety, which has been affecting workers and the outcome of work. The company has failed to initiate corrective measures and legal practices that prevent harm on employees and this has led to many injuries, permanent disability, or other dangerous illnesses. Employees are usually allowed to work without protective gear even though the equipment used is heavy and dangerous. In addition, employees work beyond the recommended time, thus they become prone to injuries due to exhaustion, while at the same time they drink water at the site that is not hygienically stored. the Root cause of the problem The major cause of risks to employees at National Drilling Company is drinking water that is contaminated via blowouts, spills, naturally occurring fissures, radioactive contamination, and others. Employee safety has also not been taken into account when drilling project takes place. In addition, companies lack to provide necessary gear and equipment during drilling projects, thus endangering their employees’ lives (Health Risks from the Fracking of Gas Wells., 2014). Impact of the problem These risks that employees are exposed to come as a result of a company’s ignorance and lack of concern for employees, which tends to have a significant effect on their productivity. Contaminated water has also been affecting the health of employees causing them to skip work due to illnesses, thus affecting general operations
Improving Preventive Services in a Pediatrics Practice Maslow’s Hierarchy of Needs This particular case study is an interesting way to apply content-based motivation theories because it can be analyzed in such a way that the top-tier workers (in this case the physicians) have already acquired what they sought to acquire while the nurses are still far from achieving self-actualization. In the beginning of the case study the authors said: “The practice serves a largely middle-class suburban population and prides itself on the provision of preventive services” (Burns, Bradley, Weiner, 2011, p.122). It can be argued that to a certain degree the physicians have already achieved self-actualization. They are happy and contented to be working in a health institution wherein they can serve people and given a great deal of autonomy to perform their jobs. The same cannot be said of the nurses; nevertheless, the nurses were able to go past the basic levels of needs. The nurses may have reached the point wherein they had experienced positive interaction with co-workers. It is interesting to apply this theory to this particular case because of the interaction of two groups of workers in different stages of Maslow’s hierarchy of needs. At the same time the study is intriguing because a problem or challenge has been inserted into the interaction between nurses and physicians. Thus, it magnifies the weakness and strengths of the theory because Maslow seems to have provided a simplistic explanation of how humans desire to achieve a goal but failed to clarify what would happen if experienced problems along the way. In the case of the physicians they are already happy and contented and yet when a problem was presented to them struggled once again when it comes to the fulfillment of their needs. It is interesting to note that their feeling of self-actualization is firmly related to their skills and their autonomy. But when the organization required the physicians to work together to develop a better system for Glendale Pediatrics they revert back to the problem of affiliation needs. On the other hand the nurses never went past that particular stage in the hierarchy of needs. Maslow’s theory did not seem to consider the impact of new challenges to the feeling of fulfillment or self-actualization. This case study on the other hand affirms that the hierarchy of needs can help explain why some workers would leave the organization if they are unable to satisfy affiliation and self-esteem needs. Thus, some of the nurses quit their jobs because there was already a high level of negative feelings towards their co-workers and managers. They also left because they felt that their contributions were never recognized and the physicians continue to make them feel inferior. Alderfer’s ERG Theory Clayton Alderfer made
Practical action research “is a paradigm of inquiry whose primary purpose is to improve the capacity and subsequent practices of the researcher rather than produce theoretical knowledge” (Bell et al., 2004, p. 1).The main feature of action research is that it triggers the researcher to set in motion change based on the feeling that human conditions can only be improved if there is change. Thus, the investigator provides the framework required for the realization of the intended change. In order to realize the anticipated change, the researcher may work alone or he may work with his comrades but he remains the facilitator (Elliott, 1991). During the research process, the investigator learns together with the clients. In addition, the investigator must identify the problem, collect clients’ points of view, and analyze them in order to identify gaps. The researcher is the head of the process and he or she steers the analysis of results and identification of actions needed. The realization of the anticipated change requires collective responsibility. Whilst the researcher takes charge of the processes of problem identification, data collection and analysis, and the identification of actions needed, clients are required to participate in the actualization of the identified courses action. In this research model, several different processes are done collectively; for example, “the design of the process and the action reflection cycle for both the researcher as an individual and with the clients” (Bell et al., 2004, p. 1). In addition, as much as the researcher is in charge of the whole research process, he or she engages the clients in the process of change actualization. On the other hand, participatory action research endeavors to first change societal reality and encourage the improvement of capacity and practice of researchers (Bell et al., 2004). This research process ensures that individuals who are affected by the problem under investigation participate in the planning, implementing the suggested plan, analyzing the research findings, and actualizing the recommendations. This research process not only aims at solving the problem at hand, but also cultivating the growth and development of respondents. Generally, participatory action research is triggered by an organization; the organization uses researchers who are familiar with the social design process and relate well with the participants. The guiding principle of this research process is that we are the solution to our own problems (Cresewell, 2011). In other words, people who are affected by a given problem stand a better position of providing proper solutions to the problem at hand. This process also utilizes both local and experimental knowledge when seeking solutions to the identified problems. Participants take part in the processes of data collection and analysis. Bell et al. (2004, p. 1) argue that “the researcher cannot have t
Glycolysis is a series of reactions that converts glucose into pyruvate and produce small amounts of ATP (adenosine triphosphate). The overall process of sugar breakdown to produce energy, however, is called respiration, and it takes several biochemical reactions, including glycolysis. The process of glycolysis is very important in the human body. It is a part of the respiration process where energy is produced in our bodies. Glycolysis is the process whereby sugar is broken down to produce energy in the human body. This process is catalyzed by about ten enzymes which include, Kinases, Isomerases, and dehydrogenases, which are the key player enzymes in this process. In the process of glycolysis, sugar gets oxidized and released in the form of energy ATP energy. Glycolysis assists the body in the production of energy under low energy and inactive muscles. (Romano, 1996 pp. 234-289). Energy containing sugars that are referred to as Hexoses which include galactose and fructose are funneled into glycolysis and produce energy in the human body. Human bodies have several metabolic processes to choose from, anabolic or catabolic, that are available from the sugars we consume. However, this depends on the energy that we require in our cells. When we are less active, the energy produced from the sugars will be stored as glycogen or fat for use when needed. When our bodies are active, the body cells often run out of adequate energy. The sugars are instantly broken down to produce energy, and the energy is released instantly into the cells. Energy from glucose is stored in various forms. The main form of storage is glycogen. The synthesis and the breakdown process of glycogen are controlled by a hormone called insulin. Long-term energy storage in cells is the conversion of energy, especially bulk energy, to fats that are stored in the body muscles. Glycolysis plays a very important role in the conversion process of energy to fats. Though it is a single part of the catabolic process, it is an ideal model of energy conversion. The bodies have a choice on what to do with the food we eat. (Robert, 2004 pp. 112- 201). In yeast, the glycolysis process is a fermentation reaction, and it takes the following general equation; glucose + 2ADP + 2P = 2CO2 + 2ATP. The difference between glucose, ethanol, and carbon dioxide, ADP, and ATP is that glucose, ethanol, and carbon dioxide are external substrates as well as products, and they are ingested and excreted, forming natural metabolic boundaries. The other two that is, ATP and ADP are which are the internal substrates and products, form artificial metabolic boundaries and connect with other cellular processes. The end products from these external substrates are from other cellular processes; for example, ATP is used in biosynthesis and growth while amino acids are for protein synthesis, and nucleotides synthesize nucleic acid. The process of glycolysis in yeast is basically anaerobic as I fermentation of yeast the process do not require oxygen or takes place in low oxygen concentration. In human beings, however, the process takes place only at a high con