ShantanuT01/DACTYL-Pretraining huggingface dataset:
Business plan Apple designs, manufactures and markets personal computers and related software, peripherals and personal computing and communicating solutions. Customers are attracted to Apple’s products for a variety of reasons, including the reduced amount of training resulting from the use of their products, advanced graphics capabilities in their gadgets, industrial design features of the Company’s hardware products, and ability of their products to network and communicate with other computer systems and environments. The marketing department of the company addresses these attributes every time it makes communication to its customers. The key success factor has been creation of value by igniting people’s imagination to make a favorable impression of the products by means of brand positioning, advertising, and promotion. Strategies that the company has employed as means to retain, maintain, and sustain the loyalty of the customers are numerous. The first one, Apple has continued to engage in extensive research for the development of its products. Basically, the company considers the needs and desires of the customers before launching new products to the market. It relies on the feedback, both positive and negative, of the customers about its earlier devices and makes changes according to the desires expressed by the customers. One of the most common strategies that Apple’s former chief executive officer, Steve Job, employed in marketing is that, he never praised the Iphones and Ipads and the amazing magical features the both have; rather, he was focused on how the products can satisfy the customers. This same strategy seems to have remained in the company even after Steve Job’s departure. Innovation is the second key thing the company has focused on to improve and maintain customer loyalty. The gadgets have a fabulous look; very attractive for the customers to like them at first glance. Once the customers begin using these products, they get to enjoy the experience with the numerous applications that come along with the products. Moreover, as the company’s success depends on its technologically innovative products. Apple has implemented strict information protection policies in order to preserve the confidentiality of its trade information. In addition, Apple has specific policies for the communication to the press and financial analysts and only allows limited personal use of Apple-owned equipment. In order to prevent conflicts of interest, the company has identified several possible sources of such conflicts and recommended avoidance strategies. From a strategic viewpoint, Apple’s c
Introduction When discussing the question of whether employees should be fully engaged in an organisation or not, it is necessary to consider some fundamentals. First of all, it should be pointed out that employee engagement can be regarded as an important management tool, which allows improving performance within the workplace. When working, employees should be cognitively and emotionally involved in numerous organisational processes; moreover, they must not differentiate between the self and the environment. For this reason, one is to keep in mind that the principal difference between engagement and job is that engagement “is concerned more with how the individual employs his/her self during the performance of his/her job” (Vazirani n.d.). Emotional responses, however, cannot be neglected. If a job is mostly related to a person’s cognitive involvement in organisational processes, then for engagement not only cognitive variables are important, but also physical and emotional ones. Engagement can be regarded as a key to competitive advantage. Taking into account the extremely high demands of the modern business world, one can conclude that fully engaged employees can contribute in a positive way to the achievement of organisational objectives. In fast-changing environments, engagement is considered to be a key to increasing organisational effectiveness. Engaged employees vs. non-engaged employees One of the most important aspects of employee engagement is the difference between engaged employees and non-engaged ones. Thus, there is a need to clarify that engaged employees work to achieve results. They focus on the final goals rather than on performing certain tasks. On the other hand, non-engaged employees are interested in short-term activities rather than achieving a final outcome. The key variables of employee engagement In most cases, the term engagement is mostly associated with turnover and productivity (Harter et al. 2002); although it should be noted that there is a wide range of organisational outcomes to which engagement can be related. While considering engagement as a necessary condition, one should understand that there are numerous attitudinal and psychological aspects, which seem to be of great importance to a company’s effectiveness (Macey & Schneider 2008). Some of the key variables that lead to employee engagement are job satisfaction, pay and benefits, performance appraisal, equal opportunities, empowerment, clarity of company values, family friendliness, interaction, and effective management of talent. It is clear that there are employees who want to belong to a company (employees with a high level of motivation), and those who are obliged to belong to a company in order to get an opportunity to satisfy some basic requirements (employees who work for salaries). Of course, organisations are mostly interested in employees who are ready to move their organisation forward. For this reason, a basic task that managers of an organisation must think over in order to increase their organisational effectiveness is how to create productive relationships between employees. It sho
Introduction The tort law deals with civil wrongs for which the victim side may ask for a remedy. It is important because it imposes liabilities on those who cause harm to others. The main idea behind it is to compensate the harm to property or health by awarding the sufferer with corresponding monetary damages (Horsey and Rackley 24). The latter may be applied to restore someone’s health, property, lost salary, or relieve mental and physical pain. Dwarf-tossing was both a popular pub and tavern attraction and one of the limited ways people with dwarfism could earn money. Nowadays, it is outlawed in Florida to toss a little person in bars and sports facilities as far as possible to secure their health and dignity. Nevertheless, another side of the debate, including Judge Neomi Rao, backs abolishing such prohibitions as limiting liberties and freedom of particular social groups. Tort law cannot effectively redress injury both to the dignity and health of the majority of people who may be engaged in such attractions. Dwarf-Throwing and Harm This pub entertainment requires little people who wear special clothes and use equipment to be thrown by patrons. According to Nover, this attraction came to the US from Australia, where it was performed for the first time. In this case, dwarfs are paid actors who usually express their consent and even sign an agreement with the employer. It means that they voluntarily chose this activity and bear in mind all possible risks to their health. In turn, the event organizers must provide minimal safety levels by allocating Velcro walls or mattresses and offering personal safety equipment. Nevertheless, dwarf-throwing is known for a myriad of possible injuries, including harm to the head and neck. For instance, in 2011, England’s professional rugby player cruelly tossed actor Martin Henderson (Diebelius). The prank ended in severe injuries received by Henderson that significantly hindered his ability to walk. In such cases when there is no consent from the abused person, tort law would be effective. The injured person should receive all needed compensation for medical purposes and as compensation for pain suffered. Dwarf-Tossing and Dignity T he Little People of America believe that this practice causes significant psychological harm to short stature people that is difficult to compensate (Eldridge). Even when actors with dwarfism voluntarily take part in this attraction, it continues to insult other representatives of the dwarf community, contributing to the stereotype’s perpetuation. Tort law is based on an individualistic approach dealing with the results of the interaction betwee
Introduction Employee turnover, especially the voluntary one, has been regarded as an undesirable and unavoidable phenomenon that most often influences a company’s performance in a rather negative way. As a result, numerous studies have been devoted to the effective management of this process (Liu et al. 2011). In this paper, the phenomenon of employee turnover is going to be described. The role of human resource managers in the management of employee turnover in organisations is going to be discussed, and examples of strategies aimed at controlling the issue are going to be provided. The Definition of Employee Turnover Employee turnover can be defined as the ratio of the number of workers that have been replaced during a period of time to the overall number of employees in the company during the same period of time (Sexton et al. 2005; Wallace & Gaylor 2012; Liu et al. 2011). This process is caused by a number of reasons, and the voluntary and involuntary types of turnover have been singled out in order to facilitate their classification. The voluntary turnover presupposes “the termination of employment initiated by the employee” (Sexton et al. 2005, p. 2636). In connection with voluntary turnover, the turnover intent should be mentioned. It is the term that is used to describe the desire of an employee to resign. Turnover intent does not necessarily result in turnover; however, it is an important parameter of workers’ mood. Many turnover management activities are aimed at the reduction of turnover intent (Tuzun & Kalemci 2012; Liu et al. 2011). At the same time, the termination of employment can take place regardless of employees’ intentions, for example, as a result of layoffs, discharges, as well a worker’s permanent disability or death. All of these situations can become the causes of involuntary turnover. It is obvious, therefore, that the process of turnover is natural and cannot be avoided. The Implications of Employee Turnover The implications that employee turnover holds for companies are mostly regarded as negative ones. First of all, it should be mentioned that turnover is accountable for the costs that are reflected in “advertising fees, recruiter fees, management’s time for decision making, Human Resource’s recruiting time, selection, training, overtime expenses from other employees needed to pick up slack, lost productivity and sales” (Wallace & Gaylor 2012, p. 27). Apart from that, as the productivity of a company is endangered, the quality of its production or service may also decrease which results in customers’ dissatisfaction (Wallace & Gaylor 2012; Sexton et al. 2005). Finally, it has been repeatedly pointed out that voluntary turnover may result in a decrease in the employee’s morale which is an extremely undesirable outcome (Liu et al. 2011, p. 1305; Wallace & Gaylor 2012). However, it should be taken into account that the results of a turnover are also not only harmful. In this respect, it is necessary to mention another turnover classification. The functional turnover occurs when “low-performing employees are replaced by
Introduction   * The changes experienced in the economic landscape continue to transform the performance and goals of many healthcare providers.   * The economic situation is presently forcing large-scale providers and health institutions to absorb the increased risk affecting the sector.   * Hospitals have decided to liaise with different payers in an attempt to deal with these changes.   * Large-scale integrated provider delivery (IPD) systems have been identifying new measures to take on the increasing risks affecting the healthcare sector (Santilli & Vogenberg, 2015).   * Different financial issues have continued to drive changes in reimbursement and care delivery models. Changes in Reimbursement and Care Delivery Models Financial Issues   * The health sector has been characterized by different challenges and financial issues.   * The government has been spending a lot of money to support its Medicare and Medicaid programs. New changes in the financial landscape have led to payment reforms.   * This development has transformed the experiences of many stakeholders such as providers, payers, and patients. The government is currently under pressure to support the health needs of the aging baby-boomer generation.   * This demographic change has been associated with the increasing financial costs (Ham, Dixon, & Brooke, 2012).   * Insurers and payers have been focusing on new approaches in order to attract more customers amidst these financial developments.   * Hospitals, on the other hand, have been examining new strategies that can make their financial needs sustainable.   * Additionally, the class discussion has indicated that the current wave of technological explosion significantly dictate the future of medical practice.   * Many health institutions are compelled to purchase new equipment such as X-rays and sonography m
Abstract The death sentence has remained discriminatory from three perspectives, gender, race, and social-economic background. Empirical research on the death penalty suggests that discrimination and arbitrariness are rampant. This varies considerably with the stages of the prosecution and the jurisdiction. This paper identifies the paucity of research on the death penalty and preliminarily investigates the discriminatory course of justice when the death penalty is applied in any jurisdiction. Introduction There is a paucity of research around the context of the death penalty and its unfairness. It is widely argued that there are contradictory, yet empirically strong projections that race, gender, and social economics chivalrously determine the death sentence. This research explores the three perspectives of discrimination when the death sentence is passed. We identify, pro-rata, how gender, race/ethnicity, and social-economic background play a significant role in a prosecution and subsequent death sentence. Conversely, we discuss how the imposition of the death sentence is prompted by these factors. In finality, we deem the death sentence excessive, random, and caprice, hence unconstitutional, for it draws its functionality from unjust and discriminatory nature, which by virtue of law, is not the proper dispensation of the law. Gender According to Rapaport, women murders are chivalrously spare the death sentence (Rapaport, 1991). There is a deficit in research on gender and the death penalty hence, literally difficult to ascertain that this is commensurate with this projection (Rapaport, 1991). However, the small number of women sentenced to death is indicative of the judicial system bias. Arguably, it is not constitutional to be biased; hence, this relatively small number of women criminals sentenced to death in comparison to the many men offenders sentenced to death is indicative of discrimination in the system. Relatively fewer women hang while more men die, yet the crimes these women committed are sufficiently labeled by society as sufficiently reprehensible to merit the death sentence (Rapaport, 1991). From a comparative perspective, more men are incarcerated and subsequently sentenced to death probably for the wrong reason; however, preliminary research suggests that death-row women are more likely to have committed murder (Rapaport, 1991). While it remains, evident those death-sentenced women could have committed murder or the crime and more likely than death-sentenced men to have killed inmates, it only shows the callous nature of the law. Rapaport says that the explanation of this legal disparity can be defined as gender discrimination in the legal process. It puts the state capital statutes in credibility test since they project a gender bias inimical, which favors, intrinsically, the interests of women than men when death the death sentence is applied and along the capital punish
Introduction What could a man be suffering from when he has the following symptoms as cyanosis, coughing, weak, and observable exertion of effort jut to breathe? Could he be having an asthma attack? Did the man just simply choked with the obstruction still there? Or could already be having COLD? It’s not the simple cold that is caused by several viruses but the “COLD” meaning Chronic Obstructive Lung Disease or what we refer to as Chronic Obstructive Pulmonary disease. The above mentioned symptoms along with the other manifestations not mentioned are the signs and symptoms of a person having the Chronic Obstructive Pulmonary Disease. What is COPD and how is this relevant to be studied? What could the prevalence of this disease in the US? Which age groups are more likely to be affected by the disease? Some questions that we may find significant to ask ourselves. “Could I be one of those who are at risk?” Chronic Obstructive Pulmonary Disease (COPD) refers to the lung disorders which affects the airflow to and from the lungs (Black, 1993). This disease may include emphysema, asthma or chronic bronchitis. By the year 2000, COPD physician-diagnosed cases reached about 10 million adults (Wise, 2003). This large population of the Americans is already diagnosed, how many more are yet to be diagnosed? The disease was linked closely to cigarette smokers, was common in men than with women, and that there were more number in males admitted compared to females but ironically in the year 2000, there were more women died due to COPD than in men (Wise, 2003). What could be the process the lungs may be undergoing why this disease was called “a progressive disease”? Could a good prognosis be possible? What are the past and present treatments for COPD and can they actually lead the client into total recovery? What discomforts could a client have if there is an exacerbation of COPD and how effective can nursing interventions be to help alleviating the condition of the client? Chronic Obstructive Pulmonary Disease, now a disease which is widely studied. It is the fourth leading cause of mortality in the US yet it ranked 27 th in the funding for research (Wise, 2003). What is then the significance for this disease to be studied? What could possibly researches about COPD do in helping in the dissemination of the information for the public to gain knowledge on COPD? This case study would then present an in-depth research about what COPD really is. This case study would present a real case scenario of a client having exacerbation of the disease. Nursing interventions would be discussed according to the assessed needs of the client. A comprehensive Literature review would be presented to better understand the pathophysiology, the treatment, medications, and the diagnosis of Chronic Obstructive Pulmonary Disease. This study then aims to answer questions about COPD that the general public have such as what COPD is and what are the risk factors that a person may develop the said disease. This would present the studies done by experts to help us better understand the disease and the
Despite the educational system of any country, including my motherland, implies the elements of teamwork since the earliest years of studying, the experience in teamwork which I have obtained during this semester has become outstanding and rather helpful for me. The piece of the teamwork which we have fulfilled in a group of three has precisely demonstrated the advantages and challenges of any team activity described in numerous sources devoted to the team work. There is a famous quote by an American philanthropist Andrew Carnegie, “Teamwork is the ability to work together toward a common vision. The ability to direct individual accomplishments toward organizational objectives. It is the fuel that allows common people to attain uncommon results” (Harkins and Hollihan 71). After having our work done, I must admit that I could hardly have reached such a result working on my own, or at least it would have taken me unwarrantably much time and effort. What I like the most about the teamwork is the sensation of the synergy effect: each of us has some personal strong points. I can say that my strength is working with the material: I am able to define what points should be mentioned in the presentation, what sources are the most reliable and eloquent, and what conclusions we should made from the information available. At the same time, my teammates have proved to be rather good at organization and performing material correspondingly. I have learned that finding good information is not enough; the way one delivers it to the audience forms about a half of the total impression: my teammates did a great job in terms of elaborating the structure of our presentation, finding catching details for the beginning and the end, etc. Thus, I cannot say that we have made some intentional delegation of responsibilities in our team; I understand that it is not always possible in the teamwork, as the teammates may already have different positions and responsibilities (for example, they may be defined by the participants’ working places), but when it concerns the common creative work of the equal participants, I stand for the natural distribution of the responsibilities. As for the leadership in our team, I must admit that there was no absolute leader: I took leadership at several stages of preparing our presentation when we worked with our material, and I guided my teammates in terms of processing the data. At the same time, my teammate was perfect at leading in terms of organizing the working process, setting the tasks for us all and defining the de