ShantanuT01/DACTYL-Pretraining huggingface dataset:
Survey Findings An online survey was conducted on the topic of Organ Donation In Saudi Arabia. A total of 27 participants answered the questions that were asked in the survey. Those participants were of different gender, educational background, age, and nationality. Following are the graphs that illustrate the survey findings over the above-mentioned issue. Out of those 27 participants, 77.8% were female and the remaining 22.2% were male. As far as their nationality is concerned, 26 participants or 96% participants were Saudis and the remaining one was an Iraqi. Figure 1. Participants’s Gender & Nationality The following graph clearly shows that most of the participants were young and aged between 15-20 years; nevertheless, 25.9% of the participants were elder youth and aged between 21-25 years. As the age ratio implies, a large chunk of participants was from the Higher graduate schools, after that 30.8% of the participants were Bachelors’s students; whereas, the least was the Masters’s degree students who were 3.8%. Figure 2. Age & Educational Background It was surprising to see that 74.1% of the participants didn’t have any know-how about the issue and still 66.7% of the participants said “YES” when they were asked if they want to donate their organs. Figure 3. Know-how & Willingness Those who were willing to donate their organs made their respective choices of which organ to donate and which to not. The following chart reveals that the “KIDNEYS” was the choice that got 81%. After that people preferred to donate their Heart and Liver, and both of these got 57.1%. We can infer from the preference of people for donating their heart that they really lack some information regarding the issue; because the heart is the main key organ of the body and it can only be donated when the person dies. Figure 4. What to Donate? Conclusion It was shocking to see the unawareness of people regarding the organ donation issue; which is quite an important issue these days. The problems that are behind the ambiguity that people have over this issue are some of their limitations and perceptions. Unfortunately, this issue has not been made clear and its misconceptions remain at their place. The awareness of the issue should be made through campaigning and proper programs like through hospitals, clinics, television programs, and full support by the government in regulating and passing a common and clear set of rules or ways that make people think, decide and act easily and unhesitatingly over the issue. There should be a ban on selling of the organs because it violates the boundaries of Islam; moreover, people must be made aware of their misconceptions and should be told which organs to donate and which do not. To sum up, the donating of organs along with their donors should be encouraged as it results in the saving of other people’s lives; moreover, it results in the adding up of good deeds performed by the people.
Safety Measures for the Ageing Labor Force The present paper discusses the article that appeared in the February 2016 issue of Business Insurance under the name “Hospitals Aim to Keep Older Nurses on the Job by Increasing Safety.” The article describes a new safety measure that was introduced at the Californian hospital system Scripps Health. Since 30% of the Scripps’ employees are 50 years or older, the company would like to provide a comfortable working environment for these employees to continue working and share their expertise with the new generations. Scripps introduced two new teams: the lift teams, who take the burden of physical labor off the nurses, and the workplace empowerment teams, who evaluate current practices to improve safety. At my organization, since it is also a hospital, this safety measure would both introduce a new practice and revise an established procedure. In the case of physical labor, there is a shift of duties from the nurses to the team that is specifically designed to carry out such tasks as lifting and moving the patients. On the other hand, the introduction of the workplace empowerment teams is an entirely new practice. Typically, employee safety standards and regulations are dictated by external bodies such as the government and its agencies. In the present case, however, my company will actively seek employee feedback on process design and safety-related issues. Introducing such measures will benefit my organization for the same reasons as mentioned in the article. Older employees naturally tend to have more experience in their field, and their presence in the workplace is essential for the knowledge exchange between different generations. It is thus important to recognize and address their needs, and generally, it is necessary for companies, including mine, to continuously improve their practices and processes so as to ensure safety. However, there are certain challenges associated with the implementation of this initiative at my organization. First of all, the introduction of the workplace empowerment teams will require additional financial resources as the company will need to hire more people to replace those employees who are no longer engaged in their primary duties because they are busy evaluating workplace procedures. To create the lift teams, my organization needs to either create a new position or review its current job requirements to include physical fitness. Such measures may not be favored by the company’s management and stakeholders if they do not perceive the expected benefits from these new expenditures. Moreover, such changes may be met with resistance by the employees themselves, especially the older ones who may disagree with being viewed as weak or physically unfit. With any changes, it is always important to evaluate their impact and benefits. In the present case, several indicators can be used for assessment. It is, first of all, the number of injuries that occur in the workplace as a result of physical labor, as well as the description of the workers that received the injury, especially their age. My company needs to make sure to collect such data before and afte
Metaphon Therapy Because homophony increases phonemic variety, it provides the basis for this idea. It’s important since it combines several training methods and has some similarities to cycling. Focuses on distinguishing characteristics to teach that sounds may be classified by their duration, style, and location. The Metaphon philosophy is centered on therapeutic offering. Not only should assessment enable clinicians to focus on particular challenges with the phonological acquisition, but it should also offer clear suggestions of the sequence in which these problem areas should be addressed. Additionally, it should enable the doctor to track progress during treatment. On four separate levels, Phase 1 aims to develop phonological awareness. Concept-level assignments challenge students to explain the target sound’s qualities in descriptive language. Nonverbal sounds are given extra emphasis because of the loudness. Phoneme-level communication is a two-way exchange between the therapist and the kid in which they both make and respond to various speech sounds. Metaphon’s Phase 1 is the most critical phase and the one that most distinguishes it from other published phonological therapy programs. The objective is to pique the child’s interest in the phonology of the adult target language, to educate the child about the properties of sounds and their contrastive nature, to demonstrate that contrasts between sounds convey meaning, and to help the child realize that these features can be manipulated to increase the likelihood of being understood. Among the goals of phase 2 are to disseminate data from the previous phase and make corrections. In phase two -the metaphon core activity. The child and clinician take turns to be a speaker and a listener. Phase 2 is concerned with developing phonological and communicative awareness. How Metaphon Therapy Is Used Metaphon therapy aims to instill metaphonological consciousness—that is, an understanding of language’s phonological structure. This method presupposes that children with phonological abnormalities have not mastered the phonological system’s norms. The emphasis is on contrasting sound qualities. Metaphonetic abilities are developed to increase a child’s ‘cognitive awareness of the sound system’s features. The therapy is based on precise and detailed linguistic assessment. The therapy should focus on bringing about phonological change by increasing Attention is paid to maximizing the learning opportunities offered to the child. metalinguistic awareness; Examples of Use Functional speech sound problems encompass both motor and verbal components of speech output. These illnesses were historically referred to as articulation and phonological problems, respectively. Articulation disorders are characterized by abnormalities in the generation of particular speech sounds (e.g., distortions and replacements). Phonological disorders are characterized by predictable, rule-based abnormalities that influence several sounds (e.g., fronting, halting, and final consonant deletion). Because it is sometime
Introduction David Harvey has brought capitalism under fire by pin pointing out some of the oversights in the system. This article briefly names some of the arguments which Harvey has presents in explaining how capitalism has failed. David Harvey’ Arguments Harvey believes that there is a need to develop a system that is humane, just and responsible implying that capitalism system lacks these virtues. Harvey argues that capitalism enhances a frailty by cultivating “predatory instincts, instincts fort mastery, delusion of investors, and greed” (Harvey 1). Harvey also feels that financial institutions have failed by not taking necessary remedial measures whenever required. As a result of this, Harvey is of the opinion that financial institutions should be reconfigured globally through global efforts. Harvey also believes that people have been obsessed with a false theory rooted in market efficiency. Harvey also discusses the issue of cultural origin and the role that culture has played around the world. For instance in France there is a belief among the French that the problem of capitalism is an anglosaxon disease while in other areas there are those who feel that the problem has nothing to do with them. There is much pointing of fingers around the globe with some claiming that it is a disciplinary action for the US (Harvey 1). There is a problem with the policy as it has also failed. Regulation of banks has failed and when done it is done wrongly. This has left the capitalism system to run unchecked. Harvey has argued that there was a failure to point out the systematic risk. Harvey sums this as “internal contradiction of capital accumulation” (Harvey 1). Harvey explains further that the system has a lot of faeces from the system and how we come out of the problem is determined by how we came out of the last one, the problems is that the last problem was relative not the same as the problem faced currently.
In the UAE, the initiative of the private sector of the economy plays an important role in the model of corporate social responsibility (CSR) – a willingness to voluntarily incur optional social spending beyond the limits established by tax, labor, environmental and other legislation. Moreover, large corporations are beginning to view engagement with society as a tool to find new business opportunities in frames of CSR (Rettab & Mellahi, 2019). For many companies, the attractiveness of CSR is associated with real economic benefits – increasing the attractiveness for potential investors, getting into such international ratings as the Dow Jones Sustainability Indices. Accordingly, these trends require using appropriate intra-corporate practices for planning, implementing, and evaluating activity and performance. These are, in particular, the AEIOU framework allowing assessment of CSR performance by five elements – activity, environment, interaction, object, and user – thus linking interaction, communication, and processes in the internal and external company environment, for proper implementation of CSR. The emergence of a knowledge-based economy has led to a second trend – a significant change in the behavior of entrepreneurs and the nature of their business activities: today, companies’ value and competitive advantage are increasingly dependent on intangible capital and knowledge (Alfaki & Ahmed, 2015). Accordingly, the efforts of entrepreneurs are aimed at improving knowledge management and accelerating innovation activity in frames of design thinking. A valuable model for effective implementation of knowledge management practices is Belbin’s theory of team roles, built on the fact that any company, even the smallest one, should take advantage of teamwork, where everyone plays only their own role (Isaac & Carson, 2016). This is important in today’s flat organizational structures and Agile environments. The next trend is digital transformation – a rethinking of how employees work to effectively interact with customers through the use of modern technology and data analysis. The rapid development of the digital economy has led to the fact that today’s market leadership is determined not by the value of assets or access to capital, but by the ability to change the business model in the wake of digital transformation (PwC, 2018). Today, the peculiarity of the activities of modern enterp
The finance industry is a rapidly changing business and these transformations are bound to affect the sector’s human resource (HR) management. The HR challenges that apply to the finance industry are also evolving from time to time. On the other hand, several players in the finance industry are seeking to harness their HR departments in a bid to add value to their businesses. This analysis seeks to explore how financial institutions, especially banks, can position themselves to deal with different challenges and take advantage of various opportunities in future. The role of HR professionals has continued to change in the course of business evolution. BOA experiences several challenges in relation to HR as a business-driven function, whose success depends on a thorough understanding of the modern corporate environment. This essay describes the challenges that the financial industry is facing in the context of HR management and the viable solutions to this issue. Description of the Challenges Faced by BOA Recently, there have been several shocks to both the finance industry and the economy in general (Boudreau, 2015). These shocks have necessitated a further understanding of HR related strategies. Furthermore, most of the challenges that apply to BOA as an institution are replicated throughout the finance industry. One major challenge for the financial industry is shortage of skills and the subsequent issue of changing demographics. For example, statistics indicate that most companies are experiencing a significant shortage when it comes to obtaining STEM (science, technology, engineering, and mathematics) skilled employees (Sayli & Gormus, 2009). Most of the specialists who work within financial institutions fall under the STEM category. Therefore, the shortage of these groups of employees is set to affect the operations of BOA and other financial institutions in the future. Talent attraction and retention remains a top priority for BOA in the bank’s quest to hire experienced professionals in the coming years. The challenge of changing demographics in regards to BOA’s HR issues mostly applies to the top management. The famed baby boomers generation is set to retire in the course of the next one or two decades. There are fears as to whether there will be an adequate transfer of knowledge in the course of intergenerational transfer of power. HR experts have pointed out the need for institutions to harness their knowledge management so as to avoid future problems. According to these professionals, “knowledge has three aspects; capturing knowledge pre-retirement, capitalizing on different ways of thinking, and driving for a culture that supports creativity” (Boudreau, 2015, p. 46). Currently, BOA and most of the other organizations are experiencing retirement rates of up to about 40%, which makes the retention of these individuals’ knowledge a priority. These organizations are als
Google’s payment level to its employees is very high. The company has altered its paying strategy to pay its employees better than its competitors. This is apparent because its product cycle phases have changed from growth to maintenance. Also, Google’s stock growth rate has slowed down. Google’s pay level has increased by 10% (Kuratko, 2014). Observably, the cost of the salary has increased to approximately $400 million. Google’s pay level can be measured by how it is compensating computer science majors just from college (Graham, 2008). The company is paying computer science, majors, out of college $90,000 to $105,000. This figure is $20000 more than it was paying a few months ago (Kuratko, 2014). Paying computer science major such salaries is challenging for start-ups. The increase in stock price is making the company increase its pay level. The recent pay level is compared before the company repriced employee stock options (Wolff, 2004). Before the reprising of the employee stock options, the employees were receiving $522. However, after the repricing, the employees started receiving approximately $850. Therefore, it can be said at this point that Google was making much from its strategy. The main reason why Google reprised its stock option is that its product cycle phase was changing from growth to maintenance (Wolff, 2004). Also, the company was considering reprising its stock options since its stock price was slowing down. Also, Google wanted to give its employees, a salary that valued their input. Furthermore, Google was counteracting comments such as the company was not the best place to work (Graham, 2008). The firm wanted to change the reputation such that the perception has now changed to indicate that the company is the best place to work. I think Google has done a recommendable thing to change its compensation strategy. One of the benefits would be that there would be increased employee motivation. The other benefit is that it will remain competitive in the market, especially for start-ups. This is apparent because the start-ups cannot afford to pay their engineers at such a salary. However, the compensation strategy is very expensive since the company will use much of the revenues realized from stock trading (Graham, 2008). Approximately, the company will use $2 billion in stock-related compensation. These costs relate to the operating income of the enterprise in such a way that the respective operating income will go down. Also, the total costs will increase. This
People were always interested in the aspects which could influence their consciousness and behavior. In his book Cosmos , Carl Sagan discusses a lot of problematic questions associated with the spheres of evolution, science, philosophy, and sociology, providing the large context for the people’s actions because of their considerable evolutionary heritage expressed in the global knowledge collected during thousands of years. According to Sagan, people have the significant, but dangerous evolutionary baggage which influences their actions and considerations, and this baggage can be discussed as the definite knowledge collected by the generations and as certain collected human features and qualities on which people’s reactions and activities depend. If the notion of ‘evolutionary baggage’ can be explained with references to the concepts of the development of the world and progress of a man in it, in order to understand its ‘dangerous’ character, it is important to pay more attention to the details of the historical development of the society and evolution of the man as a human being. Sagan states that all the answers to the problematic questions can be found with the help of exploring the Cosmos because this exploration can be discussed as “a voyage of self-discovery” (Sagan 318). Moreover, Sagan stresses that people are the children both of the sky and the Earth. Thus, during the humans’ term on this planet, “we have accumulated dangerous evolutionary baggage, hereditary propensities for aggression and ritual, submission to leaders and hostility to outsiders, which place our survival in some question” (Sagan 318). In spite of the fact the author also refers to the positive heritage which is the developed compassion for others as the characteristic human feature, the dangerous effect of the ‘baggage’ requires its detailed discussion because the consequences of people’s using this ‘baggage’ can be irreversible. Sagan pays attention to the example of the possible nuclear war as a result of the humans’ evolution and progress in technologies. The author states that as the “technology improved, the means of war also improved” (Sagan 326). Although people are inclined to develop the strategies and approaches to coping with the problems of slavery and racism, they are also ready to destroy the world with the help of the most powerful weapons. The history provides the examples of dangerous nuclear attacks, but there are also examples of the higher levels of altruism (Sagan 330). According to Sagan, this controversy is in the human nature and the processes of evolution contribute to complicating the situation. The author focuses on exploring the conflict of the people’s passions and their “better natures” in detail and states the physiological causes for the conflict which is between the deep “ancient reptilian part o