ShantanuT01/DACTYL-Pretraining huggingface dataset:
With the increasing advancements in technology, changes in organizations are inevitable. Resistance to these changes by employees is equally common. The general problems associated with employee resistance to change are mainly on production, quality and associated failures. However, this change is as important as any other element in an organization. The main cause of resistance to change is the fear of the unknown occurrences regarding certain changes as well as the fear of uncertainties associated with unexpected loss. In most cases, resistance to change is based on an individual perception towards the changes made and this occurs when one has severe expectations on the impacts that the change may have. One of the significant problems associated with change is disruption where the normal programs for employees are changed and this disruption is likely to cause confusion and inefficient performance. The overall impact of these problems is reduced production in terms if quantity as employees takes a significant amount of time adapting to the changes (Heathfield, 2011, p. 1). Quality may as well be reduces especially where the changes involve technical areas where the slightest mistake on performance such as machinery can result to production of low quality products. Similarly, these changes and their effects on employees can result to conflicts between employees and management as well as among the employees themselves. At the end of it all, the organization’s profit margins may decline but the good thing is that this occurs for only a short period of time after which profits shoot up following employee adaption to the changes and the support given to the employees by the management. Elimination of employee resistance The best way to address employee resistance to change is to try as much as possible to avoid it from occurring. This is best done by taking actions that will involve the employees who are expected to change. It is advisable that this is done before the changes are implemented. For instance, if the change involves introduction of new machinery or a program, the respective employees should be informed of the changes the earliest possible and then they should be involved in the process of implementation where they participate in related conferences and learning programs (Reh, 2011, p. 1). This gives them a head start on the changes and makes them prepared and ready for them. In addition, if a change has lasting results, employees will adapt much faster compared to a change that has no results. This can be done by the human resource manager by ensuring that all
Social media is one of the technological advancements that have made a great contribution to the process of globalization. Social media in this case refers to the likes of Facebook, twitter, LinkedIn, Badoo and many others, with many more being developed on a daily basis. Through this, people are now able to communicate across continents hence increasing the rate at which information is transmitted, though at times it is distorted. According to Laurie’s article, How social Media has changed us “social media has galvanized thousands over politics, create as many industries as it has destroyed, and offered an abundance of visual and audio entertainment” (para. 1). Besides this, social media has also contributed greatly to the development of international politics by increasing the knowledge of politics in different parts of the world and encouraging more young people to participate in politics. Since the invention of social media, knowledge base especially in relation to international politics has increased. Politics is a topic that interests people from all walks of life s
Role-Modeling EBP It is important to provide the staff with a role model implementing EBP. The role model will need to actively engage in EBP practices, consistently demonstrating adherence to EBP values and expectations. It will be needed to supply the subordinate nurses with mentoring and guidance on how to use EBP, as well as constantly stimulate them by giving them feedback on their use of EBP (or the lack of such use) (Stetler, Ritchie, Rycroft‐Malone, & Charns, 2014). Fostering an Organizational Culture That Promotes EBP To create an organizational culture promoting EBP, it is needed to constantly support the use of EBP, participate in EBP-related activities, as well as initiate and lead them (Stetler et al., 2014). The emphasis on the implementation of EBP should be made on all levels, from the constant use of EBP-related language and prompting individual staff members to utilize EBP, to making it to be viewed as a norm in the organization (Stetler et al., 2014). Promoting EBP in the Entire Organization It is paramount to engage other leaders in promoting EBP throughout the organization so as to stimulate the creation of various facilitation strategies for EBP use (Hauck, Winsett, & Kuric, 2012). This will permit for spreading of the EBP-stimulating atmosphere to other departments of the institution. In addition, the support of the leaders of the organization is essential for the provision of the resources that are necessary for EBP implementation in the entire institution. Dealing With a Distracting Staff Member To stimulate the distracting staff member to support EBP, it is possible to convince him/her by demonstrating that the use of EBP allows for achieving better health outcomes for patients. Several practical examples can be utilized to show the staff member that EBP permits for reducing the suffering of patients faster and more effectually, while at the same time saving a variety of resources such as medications, time and effort of the hospital’s personnel, etc.
Defining Corporate/Organizational Culture Every organization, whether small or big, has an organizational culture. This culture can be defined variously. It involves a collection of common values, practices, symbols, assumptions (Bryson 34), and beliefs that influence members of an organization. Organizational culture is a company’s practices and beliefs that determine how the entity is ran and operate on a daily basis. Employees of an organization share common beliefs and practices, values, norms, systems, symbols, and working language. New employees and other entrants into the organization are socialized into these collective behaviors, attitudes, and assumptions that form part of the entity’s cultural framework. Organizational culture is what shapes the organization’s history, current assumptions, experiences, and key viewpoints that hold it together. Culture is a way of thinking. It is the unwritten or unspoken ways of working together in an organization. Corporate culture shapes the organization’s key strategies and their implementation. As such, it plays a major role in influencing the success of an organization (Zabid, Murali and Johari 711). Importance of Corporate Culture Organizational culture provides a shared platform that ensures that members of an organization are operating from the same page. It provides a basis for integration and coordination of operations in an organization thus guiding behavior and change. Organizational culture helps employees have a common goal and stay united thus providing an organization with a well-networked work setting that is vital for the communication, understanding, and implementation of key organizational strategies (Bryson 752). Corporate culture influences the behavior and social interactions among employees. It establishes or sets standards of acceptable behavior in an organization. Culture links organizational strategies and policies to everyday’s organization activities. This equips the organization with a competitive advantage, thus helping it to achieve its goals and objectives (Zabid et al. 712). Organizational culture reflects and contributes to the brand image of the organization. It shapes how the outside world will view the organization. An organization with a good company image is likely to be viewed by external stakeholders as a better and strong business entity. It makes them view the organization as one that has the capacity to deliver quality goods or services. This enhances the relationship between the external stakeholders and the organization. It boosts efficiency, effectiveness, profitability, and overall performance of the organization (Bryson 751). It promotes efficiency in an organization. Corporate culture influences the standard of behaviors and the kind of goals that members should pursue. This affects change of behavior and attitudes among employees thus aligning them with organizational goals and objectives. When the activities and attitudes of employees and m
In April 2014, the United Nations spokesperson announced that emissions were some of the most hazardous factors that enhance climate change. The announcement was made in reference to the greenhouse and other technologically produced emissions. Following this announcement and the issue of global warming, many technology stakeholders have engaged in adaptation efforts in an attempt to reduce the negative impact that technology has on climate change. One such effort is the development of the joint credit mechanism (JCM). This mechanism was developed in Japan as a technological way of reducing carbon dioxide emissions in developing countries. The rise of atmospheric carbon dioxide is a major concern. The level of atmospheric carbon dioxide is still rising, despite efforts to reduce the amount of carbon dioxide that is emitted from human activities. Reduction of the emission of carbon dioxide through other sources has to be by 80% or more to ensure that atmospheric carbon dioxide reduces significantly. The other source of carbon dioxide emission includes the combustion of fossil fuels in industries, home heating, and road transport, among others. The joint credit mechanism will work by reducing carbon dioxide emission in all activities that touch on technology, markets, and finance. The mechanism will, therefore, enhance the wholesome use of low carbon technology. Similarly, the creation and maintenance of dams is one way that stakeholders have used as a method of adapting to climate change and reducing the impacts of climate change. Dams have been used to control river ecology. Bedford (359) explains that many critics have shown concern about the blockage that dams cause. According to Bedford (359), dams block fish migration. Despite this disadvantage, a recent study has shown that dammed rivers are cooler than rivers that flow freely. Bedford (359) adds that rivers play an important role in climate change. An increase in the temperature of the water will make the earth warmer. The warm rivers will also be unsuitable for certain organisms that live in the rivers. Bedford (359) informs that many stakeholders had initially not given much attention to water and how climate change impacts the world waters. However, the necessity of adapting to climate change became more prevalent due to the realization that water is also heating up. Moreover, governments have come up with policies aimed at reducing the release of greenhouse gases. For example, the government of Canada has dedicated approximately US$500 million to be used to reduce climate change (CC Mitigation 4). In the same breath, the government of Canada has also introduced vehicles that use less fuel, emit less carbon dioxide, and are readily available in the market. Canada has been ranked as the number one country in regards to generating clean electricity (CC Mitigation 5). This means that the country does not have many energy sources that emit gases into the atmosphere. In the same breadth, renewable energy has been suggested as one way of dealing with climate change. A spec
Executive summary Basing on my analysis and divergent literature review, it is evident that performance management is paramount concern in corporate governance. This is because entities ought to monitor the performance of their staff. It is thus vital to set up a system that executes tasks. The reference entity is AIG, an organisation that is in the transformational phase due to the liquidity crisis. Such problems arose from the ineffectiveness of the work force. It is evident that The “US Federal Reserve intervention” saved the entity from collapse as evident in a massive bailout. Reconstruction meant that AIG had to institute new policies. Assuming the position of a consultant, the discussion below outlines a valuable “performance management system” PMS for AIG. These incorporate the identification of goals, establishment of standards, rating of performances, employee development and rewarding system. The above are pivotal to the development of a pristine system. Evidently, the development of a system is a continuous process due to various changes that occur in entities. It is essential for those conducting performance evaluations to identify a suitable criterion. This is because job descriptions vary and some tasks require the employee’s behavioural qualities. This paper introduces the reference organisation, AIG, and briefly describes the current PMS. In addition, it highlights the major steps involved setting up a PMS. For the system to work superbly, it must have appropriate performance evaluation criteria. This paper further elaborates the recommendation made in the PMS plan, the outcomes expected from the system and the means to estimate its effectiveness. In summary, this paper circumnavigates around setting up of a PMS and performance management concerns in modern organizations. Organization’s background After conducting secondary research, I denoted that the organization was founded over two decades ago in 1987. Since then, it has evolved into a dominant player in the insurance industry. The insurance entity has diversified its business interest into securities whose value depends on underlying economy. (Selden 2010). The entity began with minimal operations but made a rapid rise being a market leader in insurance and security trade. The entity earned returns in excess of $ 60million, three years into its establishment. AIG rose swiftly into prosperity, evident when it went global in 1990, opening branches in large cities like Tokyo, Japan and London. Creativity, innovation and successful credit swaps characterised this entity in the first decade of its operation (Selden 2010). The entity entered a phase that led to its collapse in 2000. However, the downfall of this giant has resulted from the assortment of several factors. Change in leadership at AIG brought in managers who got into complex insurance dealing and mortgages. These deals utilized computer systems to ascertain the financial risk that AIG would bear. Lack of knowledge on the impending devaluation of real estate ventures at the time contributed to AIG’s downfal
Introduction In this article critique, we are going to consider an article titled Management Role of MIS in Corporate Decision Making. The article was authored by Sadhana Jadhav and analyzes several aspects of management information systems and its role in business decision making in organizations (Jadhav, 2011). The article explains to its audience the importance of promoting and adapting the use of information systems to ensure that managers get the latest information in time. Organizations that fail to acquire latest information in a timely manner end up being faced by several uphill tasks and they may even close down. For instance, if an organization makes decisions without considering latest developments in the business environment, chances are high that they may fail to achieve their intended goals. Body Effective management information system is one that helps managers in organizations to make real-time decisions. This means that the system should have the ability and capacity to provide information that is reliable hence playing pivotal roles in decision making process in organizations (Goyal, 2006). For instance, managers need relevant information in order to provide their customers with what is a right hence giving them palatable chance of surviving in the business. The management information system should be monitored by experts to make sure that all information made available to managers is essential to the organization. This helps in cautioning the organization from misleading information which may lead to misinformed decisions, which eventually may have a great impact on the entire organization. An effective management information system should include tools that can help in the collection of data that aim at adding reliability and value to the organization. This means that the system should be able to bring about change that is measurable. If the system cannot be accountable, chances are high that decisions made based on it remain dangerous to the organization. Managers may at times hesitate or even reject some recommendations from the management information system if they doubt or question their rationality. Since decision making is a process that involves representatives from various departments, any information provided by the system is subject to thorough scrutiny. This remains important sin
The Al Taweelah water desalination plant was situated in Taweelah complex, Abu Dhabi in the United Arab Emirates. The plant was roughly eighty kilometres on the North-Eastern side of the city of Abu Dhabi. It was an Abu Dhabi Water Electricity and Authority (ADWEA) program and part of the three power and water generation firms that ran on the Taweelah location. The plant was one of the world’s leading desalination plants with a capacity to produce 3,000 megawatts of electric power and 1.3 million m 3 /d of water (IDA, 2006-2007). The three firms on the site were the Al Taweelah Power Company (ATPC) that ran the B and B2 plants, the Gulf Total Tractebel Power Company (GTTPC) that ran A1’s phase 1 and phase 2 plants and the Emirates CMS Power Company (ECPC), which ran the Taweelah A2 plant. All three companies sold their yield and capacity to Abu Dhabi water and Electricity Company (ADWEC) ( United Arab Emirates , n.d.). Taweelah B and B2 plants yielded a total capacity of 1,075 megawatts of power and 431,492 m 3 /d of water and were build and authorized to operate in two stages. Plant B, which was the initial phase, utilized the cogeneration model and was allowed to operate between the years 1995 and 1997 (IDA, 2006-2007). It comprised six duplicate sections. Each section had a boiler that used steam, a steam turbine that was energized by natural gas with steam removal to a desalination element of the multi-flash variety (Silbermann & Koerdt, 2009). The instrumentation and monitoring system used a single button to manage the entire system and permitted the automated activation of the turbines, boilers, desalination system as well as the supporting systems ( Al Taweelah –B Steam Power Plant – UAE, n.d.). Plant B2, on the other hand, used the combined cycle model and was commissioned between the years 1999 and 2001. The plant had a pair of gas turbines that had the capacity to function in the simple or combined cycle modes. Each of the turbines drained into a heat recovery steam generator, which produced steam that propelled another ‘back pressure turbine generator’ that also used steam. The second generator delivered steam to “three multi-stage-flash seawater desalination distillers” (IDA, 2006-2007, p. 19). The Taweelah A2 plant had a space of 710 megawatts of power and 227,100 m 3 /d for water and utilized the combined cycle model ( Abu Dhabi Water and Electricity Company, 2012). The cost of producing water at the plant was estimated at around $0.84 per cubic meter. The Taweelah A1 plant, on the other hand, had a capacity of 1,350 megawatts for electricity and 381,530 m 3 /d for water after being upgraded from a previous capacity of 255 megawatts of power and 132,626 m 3 /d of water in the year 2000. The plant consist
Human beings are different by nature not only in character, but also in logic. Therefore, a single issue can generate many arguments each with a different perspective. However, it is how one defends his or her own view that matters. Philosophers in particular are known to have diverse views regarding different issues including life and death. Plato’s death practice argument and Nietzsche’s eternal recurrence are examples of such diverse views by philosophers. It is important to note, however, that the two philosophers do not give direct meaning in their arguments. To begin with, Plato’s argument that philosophers should practice death is meant to advice all people, especially philosophers, to prepare for death. He views death as an imminent and only savior that will separate philosophers from the lies and inequities of the world. Philosophers should not be happy with the desires of the body such as food, clothes and other materialistic things. Consequently, they should be ready for any possible way to extricate themselves from the body. According to the argument, death is a separation of the body and the soul. While the body is finite and has no use after death, the soul is immortal and is the only useful part of a philosopher. Bodily desires and conclusions are viewed as inaccurate and misleading as far as a philosopher’s quest for truth is concerned. In this regard, the best realities of life, as well as the truth, are better approached in thought alone. Practicing death will make people approach issues more confidently because they will have nothing to fear. The fear of death is what makes many people fear saying the truth. Consequently, when one is not afraid of death, he or she can be ready to say the truth boldly without fear or favor. Similarly, practicing death will help one approach issues more objectively knowing that the body interferes with one’s judgment. Additionally, the knowledge that one’s soul is immortal and it is the one that matters will make a person more responsible. On the other hand, Nietzsche’s argument means that everything in the world is just but a replication of what happened in the past. According to the argument, the world is recurrent and will continue to recur infinitely. Therefore, there is nothing new that happens in the world that has never been witnessed before. Pain, disasters, diseases and all other sorrows that are happening now or those that have happened in history will recur again. As a result, man should accept suffering as part of life because there is nothing that can be done about it. Nietzsche argues that human beings hav