ShantanuT01/DACTYL-Pretraining huggingface dataset:
Contrary to the views held by most corporate managers that social networks are intricate webs of ungovernable networks, Cross and Prusak argue that the networks provide effective communication platforms to improve organisational productivity and performance using the right scientific management tools (105). Results from 50 organisations show that informal networks are important for central connectors, boundary spanners, information brokers, and peripheral specialists in driving organisations towards better productivity and success using well-established social networks and analytical tools for personal network management (Cross and Parker 85). According to Cross and Prusak, central connectors link organisations to the right information sources that are important for decision making at corporate levels (106). Connectors enable managers at the formal or informal levels to collect and map the right solutions to problems by enhancing the generation of new ideas to improve the productivity of organisations. However, it is crucial for managers to ensure that connectors are not used to fulfill personal goals such as political or financial gain that are inconsistent with organisational objectives. The focus on personal goals can be overcome by using “boundary spanners that consist of roving ambassadors who serve as the group’s eyes to nurture the external connections of the informal network” (Cross and Prusak 110). According to Cross and Prusak, boundary spanners provide the platform for sharing different expertise among different people such as those involved in research and development (110). However, research shows that corporate life does not provide a good environment for connectors to thrive on. For instance, senior executives recommend the idea of lower level managers getting involved in creating links with boundary connectors to learn new knowledge such as emerging product development technologies and new project management techniques which have evidently benefited many organisations in Europe and North America that operate on large information networks. Information “networks operate under information brokers who connect different sub networks within a company in tightly knit groups that are isolated from one another” (Cross and Prusak 110). Research shows that information brokers are important because they improve information sharing among di
The quest for the standardization of global values and the application of the fundamental moral values in personal beliefs can be attained by harmonizing the values of the various religions in the world. The themes of human freedom and justice in the society are present in the teachings covered by the scriptures in different religions. The different religions can work together to save humanity from the adverse effects of the globalization concept. The global society needs to develop binding values that foster goodness among the entire population. According to the Catholic Social Teaching, participation among the people in the community is one of the themes that should be pursued by individuals. The different religions should have their respective congregations taking part actively in the delivery of justice through their advocacy for rights and responsibilities. Human dignity should be protected through the efforts of religious leaders in different religious groups, and their followers. Different religious groups have different religious values, but they have mutual agreements on the social values that should be portrayed by individuals. For instance, all religions emphasize on the attainment of the common good for the entire population. These values are emphasized by the religious scriptures, and the followers are obliged to meet the demands of their religious teachings. Islam and Christianity share common interests in social justice. The two religions are also against the secularization of their beliefs; hence, the religious groups in the current world are facing similar challenges. This mutual problem indicates that the members of the religions must integrate their efforts to fight against social injustices, politicizing of religion, and moral degradation in the global society. In the view of globalization, most of the religions of the world have attained parallelism in their core beliefs about the society and how individuals should conduct their lives. According to the CST, God is portrayed as the liberator of the poor and oppressed in the society, but he does so through his people. In most social settings, the rich and the poor are treated differently, but before the eyes of God, the CST and the Holy Scripture indicate that all humans should be equal. The Catholic Social Teaching reveals that the poor should be helped by the rest of the community unconditionally. Humans have the obligation to care about God’s creations by ensuring there is fair treatment for humans and animals, and they should also emphasize on environmental sustainability. Humans form kingdoms in which there are sections of the society that are oppressed and dominated. It is the obligation of the religious leaders of the society to ensure that the oppressed and dominated are liberated from their miseries. In the current world, the principles of capitalism have taken effect on the global economy, and their results are the devel
Today, Hong-Hong is one of the biggest cities in the world influenced by social, political and economic changes affected this land. Urbanization and migrancy are the main factors influenced its architectural development and transformations. The geographical spread of the areas now opened to the world’s trade thus replicated the range of treaty ports at the peak of their growth in the late 20 th century. This process is influenced by historical development of Hong-Kong and its key position in the world’s economy. Thesis Urbanization and architectural transformation in Hong-Kong can be seen as a part of the global economic changes, thus marked by gentrification, indifference and ‘anamorphosis’. Argument Architectural innovations in Hong-Kong eroded its unique beauty and authenticity but did not turn Hong-Kong into a real mega city. Using example of architecture and urbanization, Abbas unveils such processes as gentrification and sedentarization. Historically, many buildings and areas were owned by businessmen and wealthy citizens, the city and its institutions. Today, everything has been changed causing indifference and gentrification as a part of global cultural transformations. Abbas underlines that there would be no return to the world of special privileges and exploitation that marked that period of arrogance. Abbas uses examples of the most famous buildings in Hong-Kong contrasting their historical significance and values with current state and usage. Abbas claims that “At one level, this quotation’ from Hong Kong’ s architectural history is the expression of a sense of historical moment, … But at another level this history’ is no more than decorative” (Abbas, pp. 191-192). Even if Hong-Kong is not yet a modern economic capital in the sense of permitting true pluralism, freedom of conscience and belief, or valid legal protections, it is still undergoing astonishing changes in the city. In architecture, automobile traffic, storefront displays, advertising, and the range of permitted dress, all of which give an appearance of modernity. The most important is that Hong-Kong cannot be called a real mega city because of architectural discrepancies and brutality. In this ambiance of heightened foreign visibility, and growing international interconnections, Hong-Kong sought to have its new-found self-identity as an emerging great power ratified in some dramatic way. The end of the 20 th century marked a symbolic and literal entry into the new millennium that would prove conclusively that Hong-Kong had arrived. To this end, the government conducted an energetic and at times flagrant lobbying program with all the major national delegations that would have the final say in the selection process. Hong-Kong’s businessmen are themselves becoming world-class competitors in many
Forced Ranking Necessity   * Increased rivalry demands efficient functioning;   * Need for innovative approaches;   * Competition as the motivation to work harder;   * System forces managers and employees to communicate;   * Clear differentiation criteria;   * Proved positive outcomes. The increased complexity of the modern society introduces the need for new solutions in the sphere of management. For this reason, forced ranking becomes popular. It combines several important aspects that help a company to survive in terms of the increased rivalry and align its efficient functioning. The combination of competition , along with the improved cooperation and clear differentiation criteria results in positive outcomes and helps to guarantee a company`s further rise. Under these conditions, the forced ranking evaluation system could help to restructure a certain organization and acquire a competitive advantage. Forced Ranking Evaluation System in Verizon Wireless   * Overall performance level;   * Contribution to the company`s development;   * Perspectives for the further development;   * Current position in the company;   * Skills and competencies;   * Experience in the sphere. Creation of a forced ranking evaluation system in a Verizon Wireless should be supported by the introduction of specific criteria needed to introduce main areas that will be taken into account. First of all, the performance level should become the main factor that determines results of ranking and demonstrates a worker`s contribution to the final result. Second, an employee`s perspectives should also be analyzed. In case he/she demonstrates the willingness to learn and master professional skills, special conditions for his/her evolution should be provided. Finally, a person`s current experience in the sphere remains one of the most important factors. Advantages of Forced Ranking Evaluation System   * Increased level of rivalry within the company;   * Enhanced performance;   * Improved opportunities for career growth;   * Better final results;   * Identification of top performers;   * Rewarding practices. The implementation of the forced ranking system is explained by numerous advantages of the given method. First, it stimulates competition by increasing rivalry. Numerous research works state that the high level of rivalry cultivates better functioning and results in improved outcomes (Grote, 2005). For this reason, the forced ranking system could help to enhance the performance of workers by suggesting them a new challenge. Additionally, it provides outstanding employees with numerous opportunities for career growth as it is important for the company`s future. Furthermore, identifying top performers managers will be able to introduce specific rewarding practices and increase their motivation to remain efficient and contribute to the company`s development. Disadvantages of Forced Ranking System   * Limits employers;   * Encourages unhealthy competition;   * High turnover rates;   * Poor morale;   * High risk of burnout;   * Communicat
Authority is a crucial concept in management because, without it, managers will be unable to do their work properly and effectively. If I am in a managerial position, and the members of the team I am supposed to manage seem to be doing fine without me and my contribution, this is an inappropriate situation. When the control and power that I need to exercise according to my responsibilities need to be applied to the team, I may find myself unable to demonstrate good management unless I establish my authority. To do so, I need to address the concepts of formal and informal authority, demonstrate good skills, show passion for the organization, be confident, and increase employee engagement. First of all, it should be recognized that authority can be formal and informal (“Authority vs leadership,” n.d.). The former refers to one’s position, title, and official responsibilities. If one is a manager, his or her subordinates will be supposed to respect the person for occupying a high position. However, as Whitehurst (2015) notices, “this is the lowest form of respect” (para. 2) because it is solely based on an official title. Instead, successful leaders should strive for building informal authority; i.e., a type of authority based on employees’ respect to a leader’s achievements and expertise rather than position. The benefit of informal authority is that one who has it may expect more effort from the employees. To achieve informal authority, it is primarily necessary to demonstrate good knowledge and skills. Forbes Coaches Council (2016) suggests that the “No. 1 way in which business owners generate respect is through understanding and generating solutions through technology” (para. 4). Therefore, it is important for me to show my team the way I can approach identified business problems with the use of modern technology-based tools and techniques. If I prove to be a good problem-solver capable of providing effective and efficient solutions based on innovative approaches, this will be the most important factor in building informal authority among my team members. Also, employees should see me make personal contributions to the development of action plans and to the achievement of actual positive outcomes of our joint efforts. Apart from a rather obvious idea that I should show good work to improve my authority, there are also more advanced techniques that I can use. First, it is recommended by Whitehurst (2015) to show passion for the organizational goals, which my team members and I are pursuing together, in order to earn the respect of the team. Certainly, I am not supposed to imitate such passion, but I should only stress it if I actually have it (if I do not, perhaps being in a managerial position in the organization is not the best idea). The rationale for using this technique is that people are more likely to follow a passionate leader; from this perspective, leaders’ motivation invites employees’ motivation. The second technique that can be used to earn respect and improve authority is the demonstration of confidence. Whitehurst (2015) stresses that being confident in front of those
Definition/explanation of statutes of limitation Statutes of limit are laws establishing a time limit within which judicial actions or rights must be enforced; failure to which the parties concerned will be barred from enforcing them. The length of time in the statutes depends on the field and therefore varies. In the event of medical malpractice, some of the statutes of limit period are determined by certain events such as the discovery of the injury than its cause (Health Grades, 2009). A patient may suffer an injury following negligence of governing standards of care by the practitioner while the patient is undergoing treatment. However, such malpractice may be caused by an action by the practitioner rather than negligence. Patients can take actions against licensed health care providers or individual practitioners, after they have been violated through a medical malpractice. Included in the list of these people who may face action against them are the psychotherapists, psychologists and counselors. The actual statute in two states – similarities and differences For the case of those aged four years and older, the Montana regulation allows a statute of limitations of 3 years from the reasonable date of discovery to a maximum of five years following the date of act or omission giving rise to the claim. For those who are aged less than four years, Montana imposes a statute of the limitation in the minor’s eighth birthday. In comparison, Alaska sets a limit of two years from the date the person discovers or should have discovered the existence of the cause of action, for the commencement of medical malpractice actions. For the cases of malpractices against minors in the aforementioned state, the case must be filed within two years plus one day of his or her birthday or within two years of the date of the minor’s marriage. A minor in Alaska can be married at the age of 14 if there is an approval by the court. There exist differences among states relating to the limit amounts of damages to injuries. In Alaska, the amount of damage for most injuries is fixed at $400,000. An amount of $500,000 or three times compensatory damages is fixed as a limit for punitive damages. In comparison, Montana regulation offers a limit on malpractice damage of $250,000 for non-economic damages (Aaron, 2004). Caps on recovery of damages by patients Patients at Alaska may recover their malpractice claims through arbitration, if the health care wishes to do so, through contracts between the two. Such arbitrations however cannot be made prerequisite to receipt of care or treatment. Each malpractice action case is reviewed by an appointed advisory panel of experts who responds within thirty days of its selection. Such a panel would not be important if the parties are to settle at arbitration, or when the court waivers the requirement of the
The purpose of the study by Arasanmi (2019) is to analyse the connection between transfer motivation, supervisor support, and post-training utilisation of enterprise resource planning (ERP) systems. The author has tested the effect of transfer motivation and supervisor support on training transmission within complicated information systems settings. Additionally, Arasanmi (2019) has evaluated the mediating influence of transfer encouragement on the supervisor support-training transfer relation. The findings indicate a positive effect of the mentioned factors on training transfer. The present paper offers the evaluation of the author’s approaches to arranging each significant part of the study and the analysis of the article’s logic. At the beginning of the study, Arasanmi (2019) discusses its educational significance. Specifically, the scholar notes that the failure of learners to utilise the acquired skills in work settings has the potential to undermine the work processes. As a result of the ineffective application of skills, enterprise resource planning (ERP) are likely to fail (Arasanmi, 2019). It is not possible to consider the review of literature comprehensive since the author has given little attention and space to it. Particularly, the introduction to the article is twice as long as the literature review. All of the references cited in this section are relevant to the problem of investigation. However, the majority of them were published in the 1980s-2000s, which makes the evidence mentioned in them outdated (Baldwin, & Ford, 1988; Davis & Yi, 2004; Ford, Smith, Weissbein, & Gully, 1998; Holton & Baldwin, 2003; Liebermann & Hoffmann, 2008; Rajagopalan, York, Doane, & Tanniru, 2007; Scott, 2005; Umble, Haft, & Umble, 2003). Only two of the articles were published within the past decade, one of them being another study by the author (Arasanmi, Wang, & Singh, 2017; Laker & Powell, 2011). The author has clearly stated four hypotheses to be tested in the study. Two of them are related to the relationship between supervisor support and transfer motivation, and the other two are associated with the effect of transfer motivation on training transfer. The method of sample selection is cross-sectional research, which means that it is not likely to result in a representative sample due to the impossibility to derive causal relationships between exposure and outcome. The validity of the data analysis instrument has been given sufficient consideration. Arasanmi (2019) has discussed reliability in terms of type and size of its coefficients. It is necessary to note that the study’s design and procedure are appropriate for testing the hypotheses of research. The results are described by means of inferential statistics, which allows tracing their relation to the original hypotheses. Each result is discussed in terms of agreement with previous findings made by other researchers. The major finding of Arasanmi’s (2019) article is the positive effect of supervisor support and transfer motivation on training transfer. The analysis of t
Apps Today It seems that for anything people need to record or read about, there is an application on the smart device: for step counting, business scheduling, and even food intake “windows” for those trying to lose weight. Billions of app downloads are recorded by statisticians each year. Such popularity of the product led to choosing mobile app development career as a topic of this speech. One of the sources is the article by Ardi et al. about Android Software development programs and how students can choose their individual paths in this field. Others include the Occupational Outlook Handbook for 2020-2021 with the essential descriptions for decision-making and a piece by The Guardian about the history of modern apps. This speech covers a mobile app developer’s career and how it can be attractive or not. Applications are common in people’s lives, but they are relatively new instruments. The Origins of Software Development First of all, software development could not exist without computers, and those came into human society just several decades ago. In the 1980s, Steve Jobs has predicted the fast development of convenient instruments that would be downloaded directly into computers and mobile devices (Strain para. 2). Back then, software engineers worked more in the fields of science and experiments. Job’s vision of the future came true around the 2010s when laptops and smartphones became more of a work and play accessory, as opposed to a luxury. Matthew Panzarino, from TechCrunch, follows the history of the applications from telephony to a convenient instrument people find necessary in their lives, like social networks or business planners (Strain para. 3). The high demand for apps has
Abstract How to promote workplace safety is a continued debate. Organizations invest millions of dollars in workplace safety training. Nevertheless, the current state of safety leaves sufficient room for improvements. This paper discusses and evaluates OSHA recommendations regarding workplace safety in the meat packaging industry. Cultural and language issues in workplace safety training are discussed. The duty to guarantee workplace safety is reconsidered from the deontological and utilitarian perspectives. How to protect employee safety in the workplace is a continued debate. Academic literature and OSHA provide safety recommendations for organizations in different industries. Unfortunately, the current state of workplace safety leaves much room for improvements. Organizations fail to meet even the basic demands for employee safety in the workplace. Immigrant workers are particularly susceptible to various workplace safety risks. In this situation, organizations are morally obliged to engage immigrant employees in workplace safety training that fits in their cultural conditions and teaches them the basic safety rules in their native language. Manufacturing organizations invest millions of dollars in workplace safety initiatives. Throughout the 20 th century, the number of workplace-related deaths dramatically decreased (Anonymous, 1999). Nevertheless, the level of safety in the workplace leaves much to be desired. In 2005, OSHA investigated workplace conditions in meat packaging enterprises in Nebraska (Gonzalez, 2005). The organization reported numerous, severe human rights and safety violations in the meat industry (Gonzalez, 2005). Some of the recommendations provided by the Human Rights Watch organization included (a) stronger laws to stop underreporting of workplace incidents and injuries; (b) stronger enforcement of worker compensation laws; and (c) new laws to guarantee safety of employees,