Effective Approaches in Leadership and Management Essay

The enactment of the affordable care act has significantly changed the structure of all health care. As the focus of treatment at health care facilities all across the country transitions from specialty care and acute illnesses to preventative and long term health management, many changes have taken effect that have directly affected the approach and delivery of care. One of the greatest changes is the vast amount of patients that are now seeking health care. In an attempt to keep up with these high demands, many facilities have been left scrambling to adjust their budgets, reduce excess spending, and implement more efficient means of care delivery. Nurses throughout this process have had to adapt to a work environment that is constantly being changed and restructured. As a result, decreased job satisfaction, increased incidence of compassion fatigue, and nurse to patient ratios involving higher acuity levels have all contributed to the vast nursing shortage that is being experienced today. In addition, patient satisfaction scores and Medicare reimbursement have been greatly affected as well. Despite all of the aforementioned issues, there are some facilities that are taking the extra step to recognize and promote nursing excellence by setting the standards higher in an attempt to gain Magnet status. The focus of this writing is to compare and contrast the expectations of the approaches that nurse leaders and managers may use regarding magnet status as well as discuss the approach that most identifies with the values and beliefs of this author. Magnet status, as defined by Miriam Hospital, is a designation awarded to hospitals for their creation of a â€Å"Magnet Culture†; an environment that not only supports nursing practice, but focuses on professional autonomy, decision making at the bedside, nursing involvement in determining the nursing work environment, professional education, career development and nursing leadership (Miriam Hospital, n.d.). The concept of magnet status was first conceived in the early 1980’s and was born of an inquiry as to how certain hospitals were able to retain and motivate nursing staff. This concept was identified based on the results of several research studies and documented in an article entitled â€Å"Magnet Hospitals: Attraction and Retention of Professional Nurses,† written and published in 1983 by Dr. McClure president of the American Academy of Nursing (AAN), professor at New  York University, and a member of the original task force (Hawke, 2004). Currently in the United States only six percent, or 389 hospitals, have achieved Magnet status with twenty-six of these located in California (â€Å"Magnet,† 2013, para. 2). Statistics have shown that Magnet hospitals have excellent patient satisfaction scores, safer patient environments, fewer repeat admissions, and better patient outcome overall. There are many rigorous qualifications that must be met and maintained throughout a facilities’ designation. It is imperative that nursing leadership and management work together within their defined roles to accomplish the goal of recognizing, organizing and accomplishing the tasks and to ensure the staff participation needed to achieve nursing excellence. Only by existing within these defined roles, can the most efficient and accurate results be obtained. The role of management is to identify the resources that are required to accomplish the target goal of the organization. A manager must also plan, organize and implement strategies from an organizational level that outline what is required of subordinates in order to meet the proposed goal (Huber, 2010, p. 31). It is the responsibility of the manager to ensure that policies and procedures are implemented and carried out correctly. To achieve Magnet status the nurse manager would need to survey patients and staff to define areas of weakness that would need to be addressed by staff to improve patient satisfaction. These actions can include steps to becoming more financially efficient by reducing waste, ensuring Medicare reimbursement through patient satisfaction, and nursing practices that reflect these decisions such as bedside reporting, user-friendly patient education, hourly rounding and updating whiteboards. The role of the nursing leader is to assist the nurse manager in accomplishing the organizational goals by facilitating smoother transitions through communication, guidance and assisting staff in the understanding of what the vision is, why they are being asked to do certain things, and how they relate to the larger picture. This is accomplished by establishing trust and striving toward cohesion and mutual tolerance while managing conflict (â€Å"The difference between leadership and management,† 2012, para. 2). In comparing and contrasting managers and leaders there are some points to consider. In management, many goals are established by other people and carried out by the managers within the organization. Leaders will act to develop new and fresh approaches to  problems that may exist within the organization. The leader’s instinct is to take risks and to challenge those people and ideas within an organization that may be holding it back. Managers work to accomplish the tasks and usually will continue to do whatever is necessary to get the job done without taking on too much risk or moving forward (â€Å"The difference between leadership and management,† 2012, para. 7). Magnet culture is one of empowerment, shared decision-making and accountability (Frellick, 2011, para. 8). In o rder for this vision to succeed, health care facilities must demonstrate mastery of specific core principles known as the Fourteen Forces of Magnetism which includes a high quality of nursing management, and an environment that is built upon strong participation, where nurses are recognized by the top levels of management. Another key to success is strong interdisciplinary relationships; meaning members from all departments of the health care team are able to work together; this includes nurses, physicians, pharmacists and therapists. Participatory leadership focuses on the mutual respect and involvement of all parties. It is democratic in nature and promotes shared responsibility for actions; it is this leadership style that this author most identifies with. It is of the opinion of this author that personal involvement and the inclusion of everyone is key to maintaining a working professional relationship between management and subordinates because it empowers everyone to work together to achieve a vision or goal. If employees on all levels feel that their opinions and ideas matter and are important, than they will be willing to go the extra mile to see that goals get accomplished as the organization’s visions become their visions as well. This cannot be accomplished without managers and leaders who have the ability to harness this commitment and facilitate unity between all parties involved. True success is not gained through the dictation of what is and what will be, it is gained through the understanding that if we all work together, we can be really great because we all have something to contribute and when joined together, these contributions will make us the best we can be. References Frellick, M. (2011). A Path to Nursing Excellence. Hospitals & Health Networks. Advance online publication. Retrieved from http://www.hhnmag.com/hhnmag/jsp/articledisplay.jsp?dcrpath=HHNMAG/Article/data/04APR2011/0411HHN_FEA_workforce&domain=HHNMAG Frequently Asked Questions (FAQs) about Magnet. (2013). Retrieved from https://www.ucdmc.ucdavis.edu/nurse/magnet/faq.html Hawke, M. (2004, January). Magnet Status Attracts Mettle. Nursing Spectrum, 19-21. Retrieved from http://www.nsna.org/portals/0/skins/nsna/pdf/career_jan04_hawke.pdf Huber, D. L. (2010). Leadership and Nursing Care Management (4th ed.). []. Retrieved from http://pageburstls.elsevier.com/#/books/9781416059844/pages/49495303 Miriam Hospital. (n.d.). http://www.miriamhospital.org/services/nursing/magnet-hospital.html The difference between leadership and management. (2012). Retrieved from http://www.strategiesfornursemanagers.com/ce_detail/208037.cfm

Affects of Physical Activity on the Heart Rate And Blood Pressure Essay

Purpose: The lab prepared will teach you how to measure blood pressure. Learn where systolic and diastolic pressure begins. Next observe venous return, heart rate, and blood pressure in three different scenarios including: normal range, resting rate, and increased exercise. Research: In the circulatory system lab, students observed how physical activity affects blood pressure and heart rate. With a partner, one student’s pressure was recorded at basal (normal) rate, lying down, and after exercising. Normal blood pressure is systolic 120 and diastolic 80. A normal heart rate is 60 beats per minutes. Systolic pressure is the pressure of blood during contraction and would be considered as the first twitch of the stethoscope. Diastolic pressure is the pressure in the blood vessels in between heartbeats at a relaxation point and would be the last twitch before the needle drops completely on the stethoscope. These points are considered as lub & dub. Lub or S1 is the first heart beat and the closing of the tricuspid & bicuspid valves. The second heart beat, s2 is dub, the closing of semilunar valves. Blood pressure and heart rate increase after physical activity due to the fact that the body uses more oxygen and releases higher volumes of carbon dioxide. In our experiment the test subject needed more oxygen while exercising. The 25 jumping jacks preformed increased blood pressure and heart rate. If the test was preformed on a different test subject results may change, depending on  body mass, weight, height, male or female. Hypothesis: If physical activity increases, then blood pressure and heart rate will rise. Materials: †¢Stethoscope †¢ Test subject †¢Watch †¢ Administer †¢Sphygmomanometer (Blood pressure cuff) Procedure: See† Lab 4: The Circulatory System† 2013 eScience Labs, LLC, 10/21/2014. Data/Results: Table 2: Blood Pressure and Pulse Reading Activity Blood Pressure (mmHg) Systolic/Diastolic Pulse (beats/minute) Basal (Normal) 120/75 60 Lying down 120/60 56 After exercise 140/80 68 Lab Questions: 1. What is systolic pressure? Systolic blood pressure is the pressure when the heart ventricles contract and pump blood out of the heart. This is the highest pressure in the blood vessels. 2. What is diastolic pressure? Diastolic pressure is the pressure between heart beats when the heart ventricles are resting and filling with blood. This is the lowest pressure in blood vessels 3. Why is pressure a sensible reading to circulatory health? Because through pressure, people can determine how much blood are pumped out of the heart in a single contraction. A person with a healthy circulation‘s blood pressure should be at the normal level. 4. Explain the â€Å"lub-dub† sounds of the heartbeat? â€Å"Lub-Dub† is the first and second heart sounds that are clearly heard with a stethoscope. These sounds are the closing of the heart valves. †¢The first heart sound, know as â€Å"lub† starts when the ventricles contract. The atrioventricular valves are closed and the blood is pumped out of the heart. The second heart sound, known as â€Å"dub†, starts when the ventricles relax. The semilunar valves are closed and the ventricles are filled. 5. Why do blood pressure and heart rate change after exercise? The muscles in the body need more oxygen during exercise. The heart then pumps more blood to the lungs for gas exchanging. Since the heart needs to contract harder, the blood pressure and heart rate will be increased. 6. How might the results in Table 2 change if someone else performed the activities? Why? The results in Table 2 would be lower or higher if someone else performed the activities because the sex, height, weight, and health could also affect the results. 7. Why is it important for blood to flow in only one direction? Every part of human body needs oxygen in order to perform works properly. Oxygen-rich blood supplies oxygen needed to every part of the body and oxygen-poor blood needs to flow to the lungs to exchange gas. If blood flows backward, the body will not get the oxygen it needs to maintain normal homeostasis therefore it will be under a serious threatening. Conclusion/Discussion: In this experiment, we saw that the blood pressure and heart rate significant increased after the subject exercised. From table 2, we saw that the blood pressure increased from 120/75 to 140/80 and the pulse increased from 60 beats /minute to 68 beats /minute after exercised. The rate of blood pressure and pulse were lowest when the subject lied down, which only 120/60 mmHg for blood pressure and 56 beats/minute for the pulse. Since the blood pressure and heart rate raised as body movement increased, we concluded that this is a statistically significant result. Theory: Blood pressure measurements generally reflect arterial blood pressure. The high and low points of blood pressure are expressed in millimeters of mercury (mmHg). The normal blood pressure in healthy individual is 120/80(mmHg). Blood pressure is usually measured with the sphygmomanometer (blood pressure cuff) which normally composed of a cuff with an inflatable bladder and a mechanical manometer with a rubber bulb.

Analyzing The Journeys End Of Regeneration English Literature Essay

Analyzing The Journeys End Of Regeneration English Literature Essay In the two works that I will be analysing, ‘Journey’s End’ and ‘Regeneration’, class refers to the social values that distinguish between the lower, middle and upper class men. The theme of class is central to both of the works and is personified in two predominant characters, ‘Trotter’ in ‘Journey’s End’ as well as ‘Prior’ in ‘Regeneration’, they will both be fundamental subjects in my essay; in which I will discuss how ‘Sheriff’ and ‘Barker’ explore this theme of class, concerning similarities and differences in the various methods employed. Three palpable contrasts between the works should at the outset be mentioned. Firstly ‘Journey’s End’ was written by a man, ‘Sheriff’ who had firsthand experience of the war, himself being a captain in the East Surrey Regiment. Therefore, we can assume that some events in ‘Journey’s End’ and characters used are most likely influenced by genuine soldiers. Thus themes of class and the harshness of war are even more authentic and realistic; â€Å"How awfully nice – if the brigadier’s pleased† – is a typical, if not sarcastic, response from a proverbial soldier; Stanhope, concerning Osborne’s death, showing little respect for those in higher command and also his repression of emotion. Sheriff explores the theme of class through the effects on the characters; how differing people handle the constant stress of war, for Stanhope, it is to â€Å"drink like a fish†, in contrast to Trotters circle drawing, perhaps showing a lack of imagination. On the other hand the writer of ‘Regeneration’, ‘Barker’ is a woman and more importantly a lot younger than ‘Sheriff’ with no direct experience of the war. ‘Regeneration’ seems to focus more on the aftermath, which allows a broade r sense of themes such as roles of women and the altered mental states of the class men. â€Å"You seem to have a very powerful anti-war neurosis†, is Rivers’ reply to Sassoon, who asks if he is mad, it shows the effect of the war, that it can make an educated and brave man question his own sanity. It also explores the theme of class; Rivers and Sassoon immediately create a bond with one another, coming from similar backgrounds and viewpoints, as opposed to the perpetual antagonism between Prior and Rivers. Secondly ‘Journey’s End’ is a play, as opposed to a novel, and ‘Sheriff’ employs staging. This coupled with the need for a play to be entertaining, does not give ‘Sheriff’ the luxury of including pages full of background conversation which allow subtle character progression. ‘Barker’s’ work in general could be seen as symbolically internal with the characters thoughts and deep emotions shown through i ntrospection, â€Å"†¦ and thought oh God, it’s going to be another one of this†, this allows the audience to understand the characters in greater detail, to relate to them based on our personal experience, perspective and class. Whereas ‘Sheriff’s’ is driven by actions, and what other characters say. â€Å"(He puts the box on its side and sits on it. It is too low for the table, and he puts it on its end. It is then too high†¦)†, When ‘Trotter’ is first introduced the stage actions show him to be a comical character, at odds with the more serious Stanhope or the â€Å"hard as nails† Osborne, however ‘Trotter’ is a much more deep individual below the surface, which is shown by the end of the play with his promotion to second in command; Similarly ‘Prior’ in ‘Regeneration’ is first introduced as a mute, with a case of ‘dumbness’, differing to the other characters , but throughout the novel he conveys himself to be highly intelligent and profound.

The Public Needs to Know Essay Example | Topics and Well Written Essays - 1000 words

The Public Needs to Know - Essay Example More essentially, health and nutrition is a remarkable topic for children because of their growth. Recently, the school made changes to the breakfast and lunch programs to improve nutrition and health mainly because of its importance to the children`s growth, economic situation, special needs of the children, process and the benefits of the program. The recent economic trends all over the world have not been friendly or up to people`s expectations. The economic recession and downfall has seen many people struggling to provide basic needs for their families while at the same time affording other secondary needs that include leisure activities. Despite the negative economic changes, people must continue living and catering for the basic needs of which education, health and nutrition are included (Marotz, 2011). This means that whatever the case, people must be healthy and take proper nutrition to survive. Despite the economic situation, the school has endeavored to provide a balanced d iet for children so that learning can take place effectively the same way their growth and development can. In this manner therefore, the school decided to change the breakfast and lunch program for the schoolchildren to fit the economic hardship while maintain the health of the children in the best way possible. The expensive foodstuff was reduced by substituting them with foods with the same nutrients but at a lower cost. For example for breakfast, the school substituted manufactured cereals with a muffin and a glass of milk for every child (Dalton, 2005). This was also added with fruits. For lunch, the school substituted processed juices with fruits while maintain the normal diet (Marotz, 2011). Schoolchildren eating a healthy meal In the change of the breakfast and lunch programs, the school took into account the special needs of the children. As it is clear, not all persons take the same type of diet because of bodily issues and medicinal concerns. This program is meant for chi ldren roughly between four years and twelve years. The school put this into consideration and took care of all special needs of the children (Marotz, 2011). The children are at a very delicate but essential part of their lives. This is a special need because their bodies are at growing and development stage. Any interference or inadequate feeding means that their growth and development will be impaired and stunted. Children naturally prefer foods that they enjoy most. Therefore, it is essential to make healthy food choices appealing. Children also imitate their caregivers. Therefore, they require caregivers who act as role models by eating healthy. Children with medical problems were also catered for in the change. This means that the school introduced a wide variety of diet for children because of their special nutritional and developmental needs, which include medicinal and health related issues. This was aimed at helping children grow and develop and at the same time enjoy learni ng (Marotz, 2011). A child eating an excessive fatty food Another most important area that was featured in the recent changes in breakfast and lunch program changes to improve nutrition and health is process (Shilstone, 2009). Process in this case all the considerations that were looked into before the changes were made. For example, the school had to take a survey of the children`s needs, age, health and medicinal requirements before the change was made. For example,

Discussion Essay Example | Topics and Well Written Essays - 500 words - 25

Discussion - Essay Example The cause of the fire outbreak was electrical fault (omoakala.blogspot.com, 2012). The myth of panic during fires means that in the incident of fire breakout, people get into panic and make their utmost effort to escape and save their own lives irrespective of others. Such a behavior is identified as a myth because this is not what normally happens during a disaster. There is a great deal of difference between the myth of panic and the actual behavior of people observed during the incident of a fire outbreak. In reality, people tend to help as many people as they can even if they have to put their own lives in danger for that. People help others around them before helping themselves. This behavior has been commonly observed during the disasters. For example, during the 9/11 attack, people not only helped their friends and relatives escape, but also the strangers (White, 2003). In the event of fire outbreak, occupants’ decision making is influenced by a whole range of factors including commitment, familiarity, role and responsibility, and social. The occupants cannot think of leaving people they are familiar with behind in trouble. They feel an intrinsic sense of commitment and moral obligation to God as well as other people to help the people. It seems just too out of place and selfish to just take care of one’s own life and forget one’s role and responsibilities toward others. Man is known to be a social animal. Likewise, the occupants’ decision making during a fire outbreak is affected by their social networks and links. Occupants’ individualistic traits like their age, gender, physical and mental capabilities play a fundamental role in the level of help they can extend to others during a fire outbreak. Certain occupants like children, women, and old men indeed need others’ help to escape since they cannot even help themselves whereas other

Compare the ethical views of Aristotle and Aquinas ( Editing, writing Essay

Compare the ethical views of Aristotle and Aquinas ( Editing, writing the final draft) - Essay Example The life is of three types; the life that was mentioned, the contemplative life and the political life (Aristotle 8). Aquinas also agrees with Aristotle on what entails a noble task and highest good. Aquinas claims that external acts, the product of activity and the activity are considered as the highest goods. The other types of goods that Aquinas pointe out are the acts of reasoning and understanding. Both the philosophers place substantial importance to external goods and say that external goods are the highest quality of good activities. These goods are very vital for a person to perform well. Both Aristotle and Aquinas agree that every person can be a good judge of himself. According to Aristotle (5), a person can competently judge the items he knows. The judge has to be trained in that particular field in order to pass judgment. According to Aquinas (168), a judge can examine a witness and find ways to acquit the innocent individual. Aquinas also comments on the competence of the judge and says that if the judge is unable to give the required judgment, the person being judged can be remitted to the higher court. Aristotle and Aquinas propose similar philosophy in the area of virtuous actions and virtues. Aristotle defined virtue as a balance point that lies between the minimum and the maximum quantity of a train. Aristotle (39) says that in virtue, knowledge has little significance and it is the repeated acts of self-control and justice that can lead to the possession of values. Virtue brings out the good thing itself of which the good thing is the excellence. Virtue also results in excellences to perform assigned functions in a nice way (Aristotle 41). Virtue entails actions and emotions and actions consist of deficiency, excess and median. Success and praise constitute the signs of excellence or virtue (Aristotle 43). Knowledge brings no benefit to a deficient and morally weak person. The person pursues his or her interests under the

Case study, a road map for natural capitalism Study

, a road map for natural capitalism - Case Study Example The term ‘Natural Capitalism, stresses on the weakness of industrial capitalism as it is practiced in contemporary society. It’s is perceived as unnatural and the one that lacks logic in all aspects. The article What should we do: A Road Map for Natural Capitalism (2007), Harvard Business Review, Lovins, A.B., Lovins, L. H. & Hawken, P. Jul/Aug 2007, Vol. 85 Issue 7/8, p. 172-183 provides an insight of what for years has been ignored and the dangers that the ecosystem is in and humankind in the long run that is often ignored. One fundamental idea, that the article offers, is the need for companies and government to rethink their operations that hurt the ecosystem (Lovins et al., 2007). The companies and the government should set a strategy rooted in these principals and global work consistently towards their eventual implementation. Furthermore, the key to the community successfully employing these practices need our governments and companies to start placing a value on earth’s natural capital or ecosystem services. Simply put, economy is always dependent and fed by the same earth’s natural environment and for many of these services there exist no replacement. According to the article, by quantifying the expenses of the ecosystem and having them in their company balance sheets, firms can begin to minimize their wasteful depletion of the resources and eventually seek innovative ways to make changes in their production processes that will not lead to stretching these natural resources more than ever imagined. The perceived shift to this modern paradigm give a competitive edge to industry and lower expenses by increasing their bottom line and assist to start to stabilize the endangered earth’s climate while starting to replenish the earth’s biosphere. Through this the article claims that it is a win-win situation for both the humankind in the future and the ecosystem. The articles

Bdm Essay Example | Topics and Well Written Essays - 1250 words

Bdm - Essay Example 8.56135 7.77005 Inter-quartile range (IQR): The median happens to be in the middle of the sorted data. Similarly the first quartile can be defined as 1/4 of the way through the sorted data, and the third quartile to be 3/4 of the way through the sorted data. Second quartile is also known as the median. The range between the first and third quartiles includes half of the data. The size of the range (i.e., the difference between the third quartile and the first quartile) is another measurement of variability called the inter-quartile range or IQR. For normally distributed data: IQR = 1.35 From the above calculations it appears the reorganization exercise has not been a grand success. Though it appears to have tightened some loose ends but still the average output remains the same. Task-3: Table-2: Annual record of sales revenue & advertising expenditure for SarnesCo (000's) Period 1 2 3 4 5 6 7 8 9 10 11 12 Sales Revenue 100 130 160 175 180 190 190 180 220 250 255 260 Advertising expenditure 10 12 12 12 13 13 13 14 15 15 16 16 3 period moving averages for sales A3 = (160+130+100)/3 = 390/3 = 130 A4 = (175+160+130)/3 = 465/3 = 155 A5 = (180+175+160)/3 = 515/3 = 171.67 A6 = (190+180+175)/3 = 545/3 = 181.67 A7 = (190+190+180)/3 = 560/3 = 186.67 A8 = (180+190+190)/3 = 560/3 = 186.67 A9 = (220+180+190)/3 = 590/3 = 196.67 A10 = (250+220+180)/3 = 650/3 = 216.67 A11 = (255+250+220)/3 = 725/3 = 241.67 A12 = (260+255+250)/3 = 765/3 = 255 4 period moving averages for sales (it can be calculated similarly as above) A4 = Task-4: Task- 5: Business Presentation Material for the presentation SarnesCo, the manufacturer of machinery for the textile industry, wants to improve its assembly line SarnesCo appoints consultant, who in turn study the assembly...The range between the first and third quartiles includes half of the data. The size of the range (i.e., the difference between the third quartile and the first quartile) is another measurement of variability called the inter-quartile range or IQR. For normally distributed data: Taking a look at the mean, median figures of the production efficiency 'before' and 'after' the implementation of these steps, it is quite apparent that the consultants have not been able to improve the assembly line as much as desired by the company.

Workplace Risk Case Study Example | Topics and Well Written Essays - 500 words

Workplace Risk - Case Study Example The Court of Appeal agreed with the trial court, that the movement of the reel was caused by a gravity risk and the failure to provide adequate device for safety was the main cause of the injury. In addition, the reel had to be moved from a high to a low elevator and the danger that was supposed to be guarded against came about from the force of the reel. The plaintiffs’ injury was as a result of a direct consequence of the reel going downstairs as if he was positioned in the reel’s path (Victor Vs New York Exchange, Case no 197). As a result, he suffered from an injury that was elevation related while acting as a counterweight pulley to descend an 800 pound reel down stairs. He is said to have been dragged into the make shift pulley when the reel rapidly descended downstairs. The question was whether the plaintiff injury was as a result of a direct consequence of failure to have adequate protection against such a risk that arose from physically differential elevation. 240(1), of labor law claims that a liability strict statute was designed to prevent accidents where protection devices of the above enumerated injury of the statute proved to be insufficient to shield the plaintiff from any injury that occurred from the force of gravity to the reel. Nevertheless, since the plaintiff was injured while trying to descend following the reels path, he is entitled to recover under section 240(1), and should not be denied any legal course. The differential elevation was not seen as de minimis, because the weight of th e reel and the amount of force it had was enough to generate the course of a short descent, as well as cause harm to the worker (Victor Vs New York Exchange, Case no 197). The trial courts showed that the worker was indeed injured, in addition to suffering from permanent and serious injuries on both his hands while trying to descend the reel downstairs, as well as installing defendant power

Organization Design Essay Example | Topics and Well Written Essays - 250 words

Organization Design - Essay Example For example, in the case of a pharmaceutical company, power is retained by the R&D department because it is the very department that generates resources. Which subunits qualify for receiving the information is dictated by the organizational structure. When a certain subunit in the organizational structure has more control over information compared to other subunits, it is capable of influencing the opinions and accordingly influence the decision making process. Subunits that are central to the organization have more power than others. Manufacturing is central in a low-cost organizational culture. Organizations sometimes need to assign more power to a certain subunit in order to ensure that it makes optimal use of the resources. The balance of power between the different subunits is not always suitable for effective utilization of the resources (Jones, 2010, p. 423). Apart from this, there can be relational ties between the executive managers and the head of one of the subunits, which can become a reason for more delegation of power to that subunit compared to

Radioactive materials and other polutants in water sources Research Paper

Radioactive materials and other polutants in water sources - Research Paper Example Water pollution is the term that refers to the contamination of water bodies, which include: lakes, rivers, oceans and groundwater. Water pollution is caused by pollutants which are discharged either directly or indirectly into the water bodies without proper treatment for the removal of the harmful components. Water pollution affects plants and other living organisms that are present in water bodies; the effect of water pollution is not only damaging individual species and populations, but in fact the natural biological communities as well. Surface waters are referred to as natural water resources or the Earth. Surface water pollution is divided into two major categories: point sources and non-point sources. Point source pollution is where pollution is caused from a single source and can also be identified. Non-point source pollution is where pollution is not caused by just one source in fact; it is the diffused contamination that occurs from different sources rather than just one. (Water Pollution Guide) There are many causes for water pollution. The first major water pollution pollutant is sewage and wastewater. Activities such as domestic work, industrial and agricultural practices produce wastewater which then pours in the clean water stream and contaminates it. Sewages water contains pollutants such as faeces, urine and laundry wastes. The world population has reached 7 billion, therefore, sewage treatment is vital and population is like to grow hence we need to take of this cause or there will be ever-increasing water pollution. Sewage is a major problem especially in the developing countries where they do not have access to good sanitary conditions and safe water. Untreated sewage causes diseases such as diarrhea. Sewage is mainly biodegradable but sometimes is contains chemicals and pharmaceutical substances, sewage also contains viruses and bacteria thus causing health problems. (Fuller) Another major cause of water pollution is marine dumping. Marine dumping is when humans d ump garbage into the sea or ocean. This then causes the water to directly become polluted. This is a major problem throughout the world and the developing countries in particular. Since developing countries do not have a proper waste disposal system then the people dump their waste into the sea. For instance Karachi, a city in Pakistan, used to attract high numbers of tourist because of their geographical location that has more than 6 beaches. However, due to marine dumping tourism in that region has dropped tremendously in that region. Different items take different times to degrade in water, some take a shorter time for instance cardboard – two days, and some take a very long time for instance plastic packaging material – about 400 years. (Fuller) One more major cause of water pollution is industrial water and waste. Industrial waste is a huge cause of water pollution because it produces pollutants that are very harmful and dangerous to the people and the environment . Many industrial facilities use fresh water as a source to wash and carry their waste out of their vicinity into different water bodies. There are ample amounts of industrial pollutants. First is asbestos. Asbestos is carcinogenic and is a serious health hazard. It can be inhaled and can cause deadly diseases such as lung,

Cultural Diversity in Organizations Essay Example for Free

Cultural Diversity in Organizations Essay Diversity has arrived as a descriptive word for the American lifestyle in the modern world. With increasing immigration of people from many countries, many races, and many cultural backgrounds to the United States, the country has become a nest of diversity. Several factors shape the fact that the workforce is becoming increasingly culturally diverse: women represent an increasing percentage in organizations; the difference in age is becoming more evident on all levels; due to continuously changing demands organizations are employing more and more people with diverse professional and specialist backgrounds; there is a growing number of immigrants having different customs, religions and cultures and finally, the ongoing globalization is causing an influx of a large number of expatriates, who comes from various countries in the world, also contributing with different values and cultures. This increasing cultural diversity is both an opportunity and a challenge. Diversity brings with it a wide range of creativity and fresh thinking into the system. Diversity is here, in the population, in the workforce and in the marketplace. Racism, discrimination in the workplace, social stratification, and conflicts in social lifestyles are all negative byproducts of diversity. Thus cultural diversity in America is a highly debated issue because of the numerous problems arising due to it. One of the most serious and explosive issues in the United States today is meeting the business goals within an environment of multicultural diversity. When companies fail to create a culture of diversity and inclusion effectively, the costs can be high – costs arising due to ‘diversity training† and settlement of discrimination lawsuits. Many well-known companies have spent millions of dollars on â€Å"diversity training,† after settling discrimination lawsuits totaling hundreds of millions of dollars. Moreover, diversity also raises issues of interpersonal relations and communications among employees. This fact is underlined by increasing discrimination and class action lawsuits. Diversity impacts every person, every project, and every transaction in todays business world. Some companies approach it in terms of the noticeable differences among people. What many fail to realize is that diversity is really about personal interaction and emotions, and creating a corporate culture that welcomes all kinds of differences. Managing Diversity: Managing diversity is all about approaching the issue proactively as a business opportunity. There needs to be a culture of diversity within the organization. One of the major obstacles in managing diversity is that many companies view diversity as a problem that needs to be solved. They just take a reactive approach. Supposing there is a lawsuit brought under the Equal Employment Opportunity Act, they just take an initiative that would solve the problem in the short run. Though this approach seems to be successful, in the long run, there is likely to be no impact on the corporate culture in a positive way. Such reactive approaches can negatively impact the workforce morale as they don’t appear to be a genuine commitment to diversity. The path to diversity is not always an easy one. One of the most common obstacles is resentment from white male managers who see diversity as threatening to them. Since diversity is typically framed to be about white women and people of color, the focus is rarely on examining what it means to be white and male, say Bill Proudman and Michael Welp, Partners at White Men as Full Diversity Partners LLC, a consulting firm based in Portland, Oregon. White men, and sometimes others, thus conclude that diversity is not about them† (Goffney, 2005) Another obstacle that can arise in a multicultural business environment is resistance to change. When new diversity programs are introduced, it is essential that the employees view it as a genuine effort. Hence, these diversity programs should be tailored to meet the needs of the company’s workforce and integrated into the daily environment. Any diversity initiative should be tied to the company’s bottom line. Even though top management may make the commitment to diversity, if the initiative is not tied explicitly to the company’s bottom line, it does not become a priority for middle managers. The diversity initiative should be integrated into the tools and processes they use to manage employees, including orientation, training and education, and interpersonal communication. If not, existing employees will not accept the diversity initiative and new employees are likely to get disillusioned with a taste of it. Top management must ensure that the commitment to diversity has buy-in at all levels of the organization by making diversity an integral part of company success. Yet another obstacle to managing diversity is that the diversity initiatives might be restricted to training alone and is left as an ‘HR issue†. This narrow focus results relegation of diversity to a single department and companies thus miss out on opportunities to improve and integrate the diversity initiative into other areas of the company. Any corporate initiative should be feedback based, dynamic and flexible. Else, there is the danger that the initiative will remain static. Too often diversity initiatives begin and end with the first efforts undertaken. Diversity and inclusion are part of company culture, and like the culture, diversity must continue to evolve (Adams and Ruch, 2006). Managing all these obstacles require the ability to value a diverse world. This means there should be individual assessment of beliefs about work values. People from differing backgrounds having different experiences bring to work the biases and â€Å"veils† as well as the strengths that arise out of cultural differences. To work effectively with persons from diverse backgrounds, it is necessary to understand others– people from other racial, ethnic and cultural heritages, and people whose values, beliefs and experience are different. This involves learning to recognize when new competencies are needed, knowing how to develop the requisite new competencies, and implementing the competencies effectively. Companies need to assess their state of diversity: What is the state of diversity in our company? Are we making the most of diversity? Do we speak with one voice with respect to diversity? Companies that ask these questions on a continual basis, set strategic goals, measure their progress and evolve their programs in sync with their overall organizational change will be the ones to leverage the full potential of diversity (Adams and Ruch, 2006). Individual Reactions to Diversity: Diversity may be viewed positively or negatively depending on the individual reaction to diversity. In a culturally diverse workplace, there is likely to be prejudice, stereotyping and discrimination. This is because of self-fulfilling prophecies. The perceiver develops false belief about a person from a different cultural background. He then treats the person in a manner consistent with that false belief. Ultimately, the person responds to the treatment in such a way to confirm the originally false belief. Other negative reactions of individuals to diversity may include: tension among staff, distrust of anything new, gossip and rumor, open hostility or bullying, absenteeism, tarnishing of the agencys reputation, low staff retention rates, lack of response to customers and falling standards of service quality (NSW, 2006). In the positive sense, diversity that brings with it community language skills and cultural competencies can be seen as valuable assets to an agency (MSASS, 2006). Customer service improves when employees are able to tackle customers from a range of backgrounds. When employees are encouraged to learn from one another, their skills and knowledge are also enhanced. Diversity can reduce skill shortages at specific times. In a business, diversity gives the advantage of utilizing the language, international expertise and cultural knowledge of staff to identify successful export opportunities. When employees are encouraged to work in their areas of strength and capability, they are happier, more productive and more likely to stay with the agency. Productive diversity is based on the concept that there are potential economic benefits to be gained from valuing different experience, perspectives, skills and the cross-transfer and integration of these into the agency and local economy. Productive diversity makes good business sense in an environment where local diversity and global interconnectedness play a critical economic role (Muhr, 2006). Diversity effects on groups and teams: In the context of working in groups or teams, diversity seems to cause contrasting goals, miscommunication or inter-group anxiety, thereby prohibiting teamwork creativity. Miscommunication and the lack of a common language make it difficult for team members to engage in an exchange of ideas and questions, an exchange, which is essential for effective teamwork (Nahapiet Ghoshal, 1998). If individuals carry out negative stereotyping of outgroups it can prevent them from trusting and engaging with others and can threaten communication patterns within organizations. This is mainly due to a lack of common context and language usage. Anxiety in the team occurs when people identify themselves as placed among people belonging to different diversity categories. Thus, diversity will in this situation make it difficult for the individuals to identify with the team, since there is no unified perception of what values the team represents (Muhr, 2006). In a diverse work team, the values and perceptions of different diversity categories may be contrasting or even mutually exclusive, which is likely to bring about incongruence in goals. Incongruence in goals can limit communication, which is fundamental to the creation of interpersonal relationships and trust. Furthermore, goal incongruence may also prevent individuals from sharing and combining knowledge all together, if they are not able to reach agreement on common goals for pursuing such knowledge processes (Muhr, 2006). On the positive side, it has been shown that diversity in fact improves creativity by promoting variations, thinking out of the box and avoiding ‘groupthink’. Several analyses have shown that teams made up of people with different cultural and educational backgrounds, different personalities, different professional backgrounds and different skills are potentially more creative and innovative than relatively homogeneous teams. This is because diversity creates variations variations in perceptions, values, ideas, opinions, and methods, which are highly essential for developing a stimulating creative environment (Mohr, 2006). Conclusion: In the global economy today, most companies operate globally. Diversity of thought, culture, geography, race, and gender enables companies to deliver the best solutions to their customers and markets. Diversity pays off both internally and externally. A company that embraces diversity can offer a challenging and creative work environment, and as a result, can attract and retain top talent with diverse backgrounds. There is also a connection between diversity and increased productivity. Diversity also fosters organizational creativity. But despite these benefits of diversity, work teams will not truly benefit from diversity unless sufficient communication, trust and openness are nurtured in the organizational climate. The powerful advantage of embracing diversity in organizations is best brought out by the words of Ted Childs, IBM’s vice president of global workforce diversity. In a recent issue of Fast Company magazine, in a feature article was entitled: Difference is Power†, Ted Childs suggests that, No matter who you are, youre going to have to work with people who are different from you. Youre going to have to sell to people who are different from you, and buy from people who are different from you, and manage people who are different from you. This is how [companies] do business. If its (diversity) not your destination, you should get off the plane now (Meisner, 2006). Bibliography: Adams, Brandon and Ruch, Will (2006). Diversity as a core business strategy. http://www. versantsolutions. com/knowledgecenter/EB_DiversityAsACoreBusinessStrategy2. pdf NSW (2006). What is Diversity? http://www. eeo. nsw. gov. au/diversity/whatis. htm Muhr, Louise Sara (2006). Openness to Diversity –Turning conflict into teamwork creativity. Paper submitted for the 10th International Workshop on Teamworking. http://www. mau. se/upload/IMER/Forskning/Diverse/Muhr%5B1%5D. pdf Nahapiet, J. , Ghoshal, S. 1998. Social Capital, Intellectual Capital and the Organizational Advantage. Academy of Management Review, 23(2). MSASS (2006). Valuing a diverse World. http://msass. case. edu/downloads/academic/diverse. pdf Goffney, Phyllia (2005). Champions of Diversity. Essence. May 2005. http://www. findarticles. com/p/articles/mi_m1264/is_1_36/ai_n13660850 Meisner, Lora (2006). The American Quilt Workplace Diversity. http://career. thingamajob. com/general-career. aspx/The-American-Quilt-Workplace-Diversity. aspx

The context of Reward management

The context of Reward management In 1960s and 1970s the main cause behind introducing incentive schemes was to build path of giving workers wages and salaries at a time of government controls (Bowley et al 1982). Due to lack of proper strategy and policies, some of employers gain reduced cost and even below 50% of increased outcomes; in 1980s and 1990s the concept of paying people was changed where worker were paid for their performance rather than attendance; similarly taxation policy was slightly changed as lower rate in income tax(Marchington and Wilkinson, 2005). Payment system has been drastically changed in Britain over the last twenty years and lots of concepts are emerged in relation to compensation and remuneration which are directly in control of management; similarly, in USA, a new concept of payment has emerged under the rubric of the New Pay. This new pattern has great influence on Britains management practice and government as well (White, G and Druker, J, 2000). The new pattern of thinking about New P ay in Britain is reward management (term used by Armstrong and Murlis 1988) has same management concern. Then, these concepts fall upon two ground; 1) rewarding employees for work done and 2) remuneration system to be conditional upon business policy. Furthermore, the interest in reward system concept had been boosted by IPD professional syllabus which includes lots of unit and title on employee reward and a specific text book (Armstrong, M, 1999). The new syllabus by IPD provides higher emphasis on rewarding employees and employees satisfaction towards job. However, this holistic approach of payment has not, to date, reflected in academic literature, where controversy arises between micro-economics literature of labor economists and human resource literature. The former concern was about effect of pay on whole economy and impact on inflation, productivity and employment. Afterward, in contrast, draws both upon the industrial with regulation with employment relationship and organiza tional behavior (White, G and Druker, J, 2000). Now, the existing textbook focused largely realistic than imaginary, which ignore collective bargaining and employee voice, continue to play in lots UKs organization (Armstrong, M, 1999).The parallel employee relation also include title to describe pay bargaining systems (Gennard, J and Judge, G, 1997). Most importantly, the impact of control relation with in the work area and its impact on reward management plans and policies are polished over IPD texts. Core personnel and Development text (Marchington, M and Wilkinson, A, 1966) being an honorable exemption to this approach. Reward management has fascinated increased attention in recent years. Pay structure and system of payment are collectively determined and influenced by context of society in which they implemented (Steven, J, 1996). For most of the work is, in the main, a source of disutility, and they therefore require payment to compensate them for the time they devote to it. (Elliott R.F, 1991) Reward management is not only about money. It is also concerned with those non-financial rewards which provide intrinsic or extrinsic motivation (Armstrong, M and Murlis, H 1988) Reward is about how staffs are rewarded and valued in return of their performance towards organization which may includes both financial and non financial rewards and embrace the plan, policies , strategies, and reward layout prepared by an organization to maintain smooth reward system (Armstrong, M, 2009).It signifies one of the vital factors supporting the employment relationship (Kessler, 2005). It can be defined as fundamental expression of job relationship. It is concerned with the formulation, and implementation of plans and policies to reward employees fairly, equitably and consistently on the basis of their performance. The development, maintenance, designs and implementation of reward system is done to fulfill needs of both organization and employees (Armstrong, M, 2009). Both organizational and employees values are significant for align reward practices (Brown, D, 2001). It can influence a number of human resource policies, processes and practices which have great impact on organizational performance(Lawler, 2000a).It becomes an essential tool to coordinate, communicate and reinforce the organizational goal because it incentivizes staffs to achieve objectives and apply required capabilities and skills supporting them (Brett, S, 2006). As a result employee feels that they are considered as valuable asset of an organization (Jaques, E, 1961). All the organization has their own reward system without that employee would not join, come to work and perform less than they are supposed to perform with the mission statement of organization (Wilson, T, B, 2002). Reward system is a system which contains various interrelated process and activities done effectively in order to fulfill organizational goal and maintain employees value (Armstrong, M, 2009). It consists of monetary reward (Fixed and variable) and non monetary (employee benefits) which together mixed and form total remuneration. The main sections of reward system are process, practice, structure, scheme and procedure. Process includes job evaluation, market rate analysis and performance management, Practice includes financial benefits and non financial benefits provided to employees, Structure describe level of rewarding people on the basis of structure and their performance, Schemes explain financial rewards and incentives provided to employees, Procedure for maintaining system and ensuring that worker work according to standard and value of money. Reward system provides systematic way to deliver positive consequence (Wilson, T, B, 2002). Cost is the vital factor in reward and for service oriented organization, labor cost have important proportion on overall cost; however, lower labor cost doesnt always minimize cost , some time high labor cost leads towards increased turnover because of excellent performance due to motivation(Pfeffer, 1998). The proper implementation of strategic reward management helps to change employees behavior and attitude towards organization due to effective reward strategy; there are number of factors which mix along these type of straight-forward cause effect relationship; therefore, there is high possibility that reward strategy might helps in organizational change (Marchington and Wilkinson, 2005). Reward Issues Boardroom pay has been brought back under the attention after it emerged that CEO of FTSE100 companies receive around  £3.2 m in 2006 where analysis also emphasize that there is narrow gap between American and British pay(The Times, 29 October 2007).Employees of the largest UK companies are ultimately starting to contribute the decent amount of defined contribution and pension; Employers are tends to put much less defined into the defined payment pensions that has largely replace salary scheme for new employees- only 6-7% of salary, Paul Macro, senior consultant with the firm saidà ¢Ã¢â€š ¬Ã‚ ¦approximately 15% of the salary that generally accepted as being the level of contribution needed to provide a decent income in retirement (Financial Times, 14th November 2007). Employee compensation, remunerations and reward (terms that may be used interchangeably in the literature, although compensation tends to predominant US commentary) may be defined as all forms of financial returns and tangible services and benefits employees receive (Milkovich and Newman, 2004:3). Reward Theory Labor Market Theory The term labor market implies that, the struggle on labor in capitalist society where product and services are traded in market; employee tries to spend their labor in maximum best prices and similarly employer bargain to purchase labor in minimum best price (Perkins, J.S and White, G, 2008). Classical labor Market Theory The concepts of constant choice by the groups to effort-reward relationship emphasize classical labor market theory; the demand of labor meets supply of labor exactly where pay will be determine in labor market is known as market clearing'(Black, J, 2002). The only effective policy is to pay what other do (Garhart, B and Rynes, S.L, 2003:15). Fig: According to above figure, the supply of labor is equal to demand of labor where employee will accept the job at the price that offer by employer: it is a value of marginal productivity of labor. This theory explain that there is tough competition among employer in term of paying their employees but finally every employer has to pay same as everyone pays. This theory indicates that paying strategy always leans toward symmetry where demand and supply of labor meets. This model of the employment system address the famous classical economist Adam Smith and its neo classical restatement by other neoclassical economists like: Jevons, Menger and Walrus; every one is free to choose their best price either employees or employers, employee compete with other employee for wages and similarly employer compete with other rivals for labor(Watson, M, 2005). Logically looking for Maximum utility, worker will accept work after comparing overall benefit of different works; thus work that are less satisfying, include more threat and hard to achieve mastery will require higher amount of wages compare to other work whose feature are opposite (Perkins, J.S and White, G, 2008). However, the concept of labor market was changed form middle of twentieth century, number of research indicate that the real situation of labor market doesnt run according to previous assumption given by classical economists; the paying system might effect in market force whereas some economists argues that it needs to remove market distortion'(Garhart, B and Rynes, S.L, 2003). Whether or not, labor supply by employees to employers is not the single economic issues; it is the effort employed by employees when employed (Rees, 1973) Stand as alternative economic theory of classical labor market theory, institutional Labor Economic Theory describes the different wage level and dependent on organizational issue; employees and employers anticipation will be rest on maximizing in their financial concern (Perkins, J.S and White, G, 2008). In term of strategic initiative, higher level executive plan the contract in such a way that it minimizes the economic cost by putting labor satisfaction in effective and efficient ways; in other word, both employees and employers make a decision about work relationship comparing all the economic issues and interest; rationality between both party and their interest and wants remain significant Transaction Cost Theory Assumption (Williamson, O, 1975). Similarly, Resource Based Theory of Firm explains that economic effectiveness and efficiency will be increase through subsidiary scheme to take benefits of organizational resources; employee reward are parallel to HRMs other features a nd is arranged to maintain organizational culture (Kessler, I, 2001; Purcell, J, 1999). Whereas, new institutional approach strategy theory describes the number of political and social issues tackling employees in an organization; organizational system (both internal and external) helps to design better employees reward system (Perkins, J.S and White, G, 2008). Human Capital Theory Human Capital Theory makes an assumption that individuals gather human capital by investing both time and money in training and development, education, and other various opportunities based program in order to increase their efficiency and productivity and as a result employees value to employers (Abercrombie, N et al, 2000). Human Capital Theory (developed by Schultz and Becker in the 1960s) differentiates between expenditure made on human capital and employees consumption; market are for the service of capital, not the reserve capital itself. In order to achieve HRM objectives of motivating employees and get work done through them, manager must balance between cost and skills (Hendry, C, 2003). Exchange Theory explains the relationship between production, employees and employers enter into the contract that employees are willing to accept work and perform their best; similarly, employers are agreed to pay extrinsic rewards and working environment; then employers change hired labor power into labor economic values where employer are likely to invest more in permanent workforce than in temporary workforce (Atkinson, 1984; Kalleberg, 2003). Efficiency Wage Theory According to theory, the managerial policy to gain more efficient employment agreement in medium term; worker will employ their capita; to secure optional work boost pay rate but it cause loss to the employer so, paying higher reward levels is a logical employers reaction in order to hold skilled employees (Perkins, J.S and White, G, 2008). This theory also describes a possible corrective aspect, concentrating on what economists do to labeled soldiering on the part of worker; more optimistically, this theory theoretically introducing a sorting effect'(Perkins, J.S and White, G, 2008). Those organization who needs more and skilled human capital to operate their business use above-market wage levels in order to attract expected employees; where close supervision will be reduced; this relates to Responsible autonomy policy (Friedman, A.L, 1984). Paying above-market reward for skilled workforce might be suitable option than to employ additional supervision; this concept will be attractiv e in case of knowledge workers (Rubery, J, 1997). Principle Agent Theory Principle Agent Theory is also known as Agency Theory with the concept the deferred payment method; it emerged as dominant theory on economics and management in term of pay determination process and results; according to this theory, reward system must be design in the way that it satisfies the employees in term of pay and internal ladder of advancement; employees need full payment of their work and effort in short term, in other hand if job length is long then employees stay beyond the below market rate in early phase of employment (Garhart, B and Rynes, S.L, 2003). This theory emphasize result based deferred reward such as profit sharing, gin sharing, incentive plans, stock ownership etc designed for high level staffs; the size of deferred reward depends upon job complexity; Employees potential total earning and career opportunity will determine the risk sharing behavior of employees (Perkins, J.S and White, G, 2008). Role of employees and employers should be designed effectively t hat it simply explain the characteristics of individual represent that position; thus role theory simply explain how behavior and attitude are socially influence (Perkins, J.S and White, G, 2008). Internal Labor Market Internal labor market where organization search for a constant association with their workforce; structured internal labor market may be created and maintained few or all the employees from external labor force effecting on organizations ability to preserve its worker (Keer, 1954, cited in Hendry, C, 2003). The theoretical construct of the labour marketà ¢Ã¢â€š ¬Ã‚ ¦may be more precisely defined as an administrative unit within which the market functions of pricing, allocating and often training labor are performed. It is governed by the set of institutional rules which delineate the boundaries of the internal market and determines its internal structure. These or administrative hiring and work rules defines the ports of entry into the internal market, the relationship between jobs for purpose of internal mobility, and privilege which accrue to worker within the internal Market (Doeringer, 1967:207, cited in White, G, 2000) In united state, after the First World War the development of internal market emerged where demand of both products for equity from trade union and modern personnel management was emphasized in long-term planning (Cappelli, P, 1995). In contrast, most British entrepreneur didnt build internal labor relation but depends upon market mechanism for obtaining labor (Gospel, 1992). Under ILM, wages and salaries was attached with work rather than employees (Williamson, O, 1975). Workers are rewarded through long-term benefits and advantages rather than monetary reward where pricing and allocation of labor are determined by organizational rules and policies (Garhart, B and Rynes, S.L, 2003). Wage Gap Theory Another neo-institutionalist approach was Wage Gap Theory which indicate the same dominant power exercise by employers on their product market to distribute higher part than the normal profit with the employees and employees commitment towards organization for enduring of production (Heery, E, 2000). Wage rate across six OECD nation remained almost equal and controlling labor quality and effectiveness. (i.e. USA, Canada, Sweden, Australia, Norway and Germany); the wage paid to employees in return of their effort seems less considerable comparing with rate of trade union and collective bargaining (Zweimuller, J and Barth, E, 1992). Criticism of neo institutionalist arguments The practical role of employees reward construction and level of typical social science whether at national level or organizational level; management has required employment relationship on more flexible pattern in order to transfer risk from employer to employee and to facilitate organizational product market or to enhance return on shareholder investment. (Rubery, J, 1997).During 1980-1990, the institutional approach of designing fair wage and arrangement with reward enjoy by employees were reduced, supported by government policies that pay should be based upon organizational ability to pay which reduce the power of trade union and popularity of the collective bargaining (Beaumont and Hunter, 2000) The existing reward determination theory was found ineffective in its overruling importance on stability and mutuality building where as majority of interest is on employment relationship thats why labor market policies should be reconsider; more attention should be given for disputes that profit values are redistributed between organizational stakeholders to privilege economic capital over human capital; the expectation between groups, balance of policies have courageously transfer in the side of management (Rubery, J, 1997). Reward Objectives The success of any reward system fully depends upon clear and concise objectives; the first step in consulting a strategic corridor through the reward jungle is to set achievable objectives, basically, to make employees satisfied and get work done from them is a primary objective of reward system (Brown, D, 2001). Organizations are starting to understand that pay should not de considered in term of particular job and financial results; the compensation should be inextricably being attached to employees, their performance and organizational vision and goals as well as most valuable and important tools for communicate, coordinate and reinforce the attitude and behaviors for results (Flannery et al, 1996). Reward management aims to support the achievement of organizations strategic and operational objectives, helps to communicate, drive and support expected attitude and behavior, promote continuous development, compete in employment market, enhance teamwork, and promote flexibility, gai n fairness and equity (Armstrong, M and Murlis, H, 1998). Similarly, support culture management and change through matching pay and organizational culture as a whole, where as it cannot drive change or lead change process, cannot define change, cannot establish values and cannot establish effective leadership (Flannery et al, 1996). Furthermore, the European study under total rewards underpinned the following as a objectives and themes of rewards: introducing more flexible and changeability reward rather than control oriented and highly structured, market driven rewards, more flexible employee based, focused on variable pay, promoting boarder concept of reward in relation to contribution in their organization, implementing variety of reward tools, involving managers and staffs in those rewards cases and so on(Perrin,T, 1999). Total Reward Reward that include not only traditional, financial component (salary, wage, pay, benefit etc) but also non-financial component (job responsibility and accountability, career opportunities, training and development etc) provided by an organization in order to motivate its employees (Thumpson, 2002). Reward that covers not only tangible pay like pay and benefits, but also intangible factors, such as opportunity to work flexibly, career development, trainings and environment where employees feels respect and valued (Brett, S, 2006). It includes direct as well as indirect and intrinsic as well as extrinsic (Manus and Graham, 2003), which embrace everything that employee values in employment relationship (Oneal,Sandra 1998). The combination of both monetary and non-monetary reward which helps to address every staff whether they want financial or non financial; the tools that are used to attract, retain, motivate and satisfy employee in order to increase efficiency and effectiveness that drive desired attitude in workplace (World Bank, 2000). Total reward is vertically integrated organizational strategy and horizontally integrated with HR strategies to gain internal consistency (Armstrong, M, 2009). The success of totals reward strategy is almost all depends upon monetary and non-monetary rewards provided to employees by employers (Davis, M.L, 2007). an approach to providing a package of reward to employees in the way that optimize employee satisfaction with reward from their work, and which does this in such a fashion that the employees contribution to employer is optimized at an acceptable cost -Vicky Wright, CIPD vice president (CIPD National Conference 2001) It is fairly simple to understand but very complex in operation owing to the wide -ranging implications forà ¢Ã¢â€š ¬Ã‚ ¦..reward management (Richards and Hogg, 2007:4) All the employers available tools that may be used to attract, retain, motivate and satisfy employees, this encompasses every single investment that an organization makes in its people, and everything its employees value in the employment relationship. (World Bank, 2000) The termà ¢Ã¢â€š ¬Ã‚ ¦adopted to describe a reward strategy that brings additional component such as learning and development, together with aspects of the working environment into the benefit package. It goes beyond standard remuneration by embracing the company culture, and is aimed at giving all employees a voice in the organization, with the employers in return receiving and engaged employee performance. (Richards and Hogg, 2007:1) Whistling the initial definition on offer, the relationship might be distinguish between total reward and various thoughts and ideas like employee well-being and psychological contract (Guest and Conway, 2004); similarly, emotionally intelligent leadership (Brown et al, 2006; Goleman, 2002; Palmer et al, 2001); mutual gain'(Bacon and Blyton, 2006); as well as employee involvement program (Cox et al, 2006) and high involvement work practice'(Huselid, 1995) and so on. Therefore, adopting the wide concept of reward, everything that employees get in return of their efforts is total reward (Davis, M.L, 2007). Therefore, the total reward component of World at Work can be summaries as follows: compensation, benefits, work-life, performance and recognition and development and career opportunities (Perkins, J.S and White, G, 2008). In USA, both old and new style organization are taking on board total reward strategy. In other hand, same author comment that too often, when companies talk about total reward they simply mean providing generous benefits and positive workplace. Guaranteeing jobs, supporting an attractive work-life balance, adding benefits and pay- scale, encouraging development and opportunities and making work area appealing all makes poor business sense without understanding the needs of high performance. They also told they feel most existing solutions ignore performance and encourage entitlement (Zingheim, P and Schuster, J, 2000). Transactional (tangible) Rational (intangible) Communal Individual Work Environment Core value of the organization Leadership Employee voice Recognition Achievement Job design and role development( responsibility, autonomy, meaningful work, the scope to use and develop skills) Quality of work life Work-life balance Talent management Benefits Pension Holiday Health care Other perks flexibility Learning and Development Work place learning and development Training Performance management Career development Pay Base pay Contingent pay Cash bonuses Long-term incentives Shares Profit sharing Figure: 2 Towers Perrin model of Total Reward Source: (Armstrong, M, 2009) In the above given figure, upper two boxes (i.e. Pay and Benefit) indicate transactional reward which are financial in nature. In other hand, lower two boxes (i.e. Learning development and work environment) indicate rational reward which are non financial in nature The effective reward is the one which consist of both transactional and rational rewards (Thompson, 2002). The success of organization depends upon its staffs. If staffs are satisfied and loyal towards organization than overall goals can be achieved. However, some business organization fails to motivate their employees in aspect of reward. So, considering the fact, organization should apply both financial and non financial reward (i.e. Total reward). Financial/ Extrinsic Reward Rewards like pay, benefit, salary, incentive are financial or extrinsic reward; various kinds of benefits and perks provided to employees in non-cash as a benefits and helps to motivate employees to perform better, similarly it also shows employers interest in employees well being(Perkins, J.S and White, G, 2008). Non-Financial/ Intrinsic Reward Intrinsic reward can be divided into two parts; Environmental reward and Development oriented reward (Kessler, I, 2001). Environmental rewards are like employees value shown by senior supervisor, managers in work place, sensitivity of supervision and leadership excellence; similarly, development oriented reward are individually targeted to enhance career development and opportunity as well as helps to built sense of accomplishment in employees(Milkovich and Newman, 2004). Intrinsic reward is also regarded as psychological reward which indicate psychological contract in work relationship (à ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦.).

Is Cloning Really Worth It? :: essays research papers

Cloning: Is it Really Worth It?   Ã‚  Ã‚  Ã‚  Ã‚  There is much controversy over the issue of cloning. Is it really worth it? Scientists say yes, but I think not. There are a lot of questions to be answered before we continue the process of cloning such as the animals’ safety, humans feelings, and the costs, both financially and emotionally.   Ã‚  Ã‚  Ã‚  Ã‚  First of all, we must think of the poor, defenseless animals scientists are experimenting with. It is one thing to kill them for survival, but it is totally wrong for them to die just to â€Å"experiment†. That is just as wrong as murdering an animal to make a few coats. Out of the many animals that the scientists have tried to clone, very few have survived and the ones that have are dependent on the scientists for everything down to oxygen.   Ã‚  Ã‚  Ã‚  Ã‚  Let’s think about humans for a second. Say your son, daughter, relative, or friend has passed away. Would you want his or her body cloned? A lot of people might say yes but I give that a huge no. Even though the body of the loved one you lost is there, there is no way to really have them back. A clone is just another person that looks like them. A person’s character is built by experiences he went through and people he has met. I think many people would be disappointed at the fact that it’s just not the same person.   Ã‚  Ã‚  Ã‚  Ã‚  Another thing to think about is money. The taxpayers are paying out millions of dollars on this idea that has no guarantee. What about the taxpayers who oppose cloning? I know I do not want my hard earned money invested against my will into something that I feel is wrong and unjust.   Ã‚  Ã‚  Ã‚  Ã‚  I think that people should be informed on all of the negatives as well as the Is Cloning Really Worth It? :: essays research papers Cloning: Is it Really Worth It?   Ã‚  Ã‚  Ã‚  Ã‚  There is much controversy over the issue of cloning. Is it really worth it? Scientists say yes, but I think not. There are a lot of questions to be answered before we continue the process of cloning such as the animals’ safety, humans feelings, and the costs, both financially and emotionally.   Ã‚  Ã‚  Ã‚  Ã‚  First of all, we must think of the poor, defenseless animals scientists are experimenting with. It is one thing to kill them for survival, but it is totally wrong for them to die just to â€Å"experiment†. That is just as wrong as murdering an animal to make a few coats. Out of the many animals that the scientists have tried to clone, very few have survived and the ones that have are dependent on the scientists for everything down to oxygen.   Ã‚  Ã‚  Ã‚  Ã‚  Let’s think about humans for a second. Say your son, daughter, relative, or friend has passed away. Would you want his or her body cloned? A lot of people might say yes but I give that a huge no. Even though the body of the loved one you lost is there, there is no way to really have them back. A clone is just another person that looks like them. A person’s character is built by experiences he went through and people he has met. I think many people would be disappointed at the fact that it’s just not the same person.   Ã‚  Ã‚  Ã‚  Ã‚  Another thing to think about is money. The taxpayers are paying out millions of dollars on this idea that has no guarantee. What about the taxpayers who oppose cloning? I know I do not want my hard earned money invested against my will into something that I feel is wrong and unjust.   Ã‚  Ã‚  Ã‚  Ã‚  I think that people should be informed on all of the negatives as well as the

Cloning Essay examples -- Essays Papers

Cloning For hundreds of years man has wondered what it would be like to clone human beings. With the idea of cloning comes many different opinions and positions. The idea of creating an army of "super humans" has long been a dream of many people. Others have feared what would happen to the world if cloning were possible and if cloning is morally correct. Overall, religion and ethics play a vital role in the both of these viewpoints and greatly effect many positions on the topic of cloning. In February of 1997 Dr. Ian Wilmut, a 52-year-old embryologist at the Roslin Institute in dinburgh announced the cloning of a lamb named Dolly 1. He had replaced the genetic material of sheep's egg with the DNA from an adult sheep. The findings of Dr. Wilmut immediately created many new controversial questions. None were as controversial as: Will they apply this to humans as well? According to Dr. Wilmut, the answer was "there is no reason in principle why you couldn't do it"(clone humans), but he added, "All of us would find that offensive."2 From the viewpoint of those in favor of cloning human beings do not see it as morally, or ethically wrong. Many see it as an opportunity to have children, or possibly to "re-create" a child who is dying from a terminal illness. Many infertile couples are worried that they would never have the chance to someday have children through new technology that would be brought about through cloning. Others believe that it is an invasion of personal freedoms because the government may try to dictate what a person can do to their body. Anita Manning, a writer for USA TODAY revealed another argument in favor ... ...n, Daniel. "A Step Too Far." 23. 3 Manning, Anita. "Pressing a 'Right' to Clone Humans." p1D. 4 Glassman, James. "Should we Fear Dolly?" Sec A p17. 5 Anyonomous. "World Wide: Clinton Proposed" Sec A p1. Works Cited: - Anonymous, "Trials and Triumphs in the History of Cloning," Successful Farming 97 (1999) S28 - S30. - Anonymous. "World Wide: Clinton Proposed" Wall Street Journal 10 Jun 1997: Sec A p1. - Callahan, Daniel. "A Step Too Far," New York Times 26 Feb 1997: Sec A, p23. - Chase, Chevy. "Dealing with Dolly: Inside the National Bioethics Advisory Commission," Health Affairs 17 (1998): 264 - 267. - Glassman, James K. "Should we Fear Dolly?" The Washington Post. 25 Feb 1997: Sec A p17. - Manning, Anita. "Pressing a 'Right' to Clone Humans." USA Today. 6 Mar 1997: p01 D.

Bartleby, The Failure :: essays research papers

Bartleby, the Failure It is not rare, sometimes it is even common, that an author speaks about his or her self in their works. Herman Melville's "Bartleby, the Scrivener" is often considered such a story. Many of the characters in the story and images created allude to Melville's writing career, which was generally deemed a failure. The main character in the story can either be Bartleby or the narrator, but Melville partially embodies both of them. We are understanding towards the narrator's reasoning for keeping Bartleby and for the sympathy he shows for Bartleby. After the general failure of Moby Dick, at least in Melville's time, he immediately wrote Pierre, which was a deeply personal novel. This self pity could have been continued in "Bartleby, the Scrivener". In addition, Bartleby seemed to feel that continuing copying was worthless, possibly from spending many years in a dead letter office. Melville probably felt this way, but needed to continue writing to support his family. When Bartleby is in prison, he wastes away without abruptly dying, a degeneration until the point no one notices his absence. Melville had reached the prime of his popularity early in his career, so when he published Moby Dick, his career was already in decline. His disappointment was only to increase as his career diminished until his death which was hardly noticed in the literary community. The narrator also resembles Melville, but in a different way. Melville uses the narrator to view his own situation from a 3rd person perspective. He attempts, and is somewhat successful, in getting readers to feel sympathy for Bartleby, therefore, sympathy for him. On the contrary, the narrator also scorns Bartleby's persistence after he stops copying: "In plain fact, he had now become a millstone to me†¦"(1149). In this respect, the narrator also represents Melville's literary critics. Behind the relationship between Melville, the narrator, and Bartleby, one can also see the relationship between the narrator and an ideal audience that Melville would have wanted. He probably wished that his writing would be more popular among the readers, although he professed his own demise with Bartleby's atrophy. His other employees, Turkey, Nippers, and Ginger Nut, were similar to other writers who inspired Melville, such as

English literature: History, Authors, Books, & Periods Essay

Dear Kipling, You are my favorite writer in the English Language who well versed in both. Prose and verse in the late- nineteenth and early- twentieth century ’s.Being interested in your creations I took more interest in knowing about yourself. You were born in Bombay, British India on 30 December 1865. In 1870 you were taken to England and stayed with a foster family and did your education there.Later you came to India in 1882 and worked as a journalist, writing poetry and fiction in your spare time. I had gone through your oeuvre and I really marveled which made me go into a deep thought of your perspective on imperialism. In 1888 you wrote ‘plain Tales from the Hills’ which won success in England. Again in 1889 you went to live in London. There you met your soul mate Caroline Balestier and married her in 1892.And then you moved to a place called Vermont in the United States where her family lived, your two daughters were born there.Then you wrote the most fantabulous work â €˜The Jungle Book’ in1894.I think you got the inspiration to write this from your environment. Because when you were writing this, your abode was in the forested area called Vermont. Alright!I have to stop here Because I want to talk more about this work. So now I am going to discuss the rest with you. In 1896, you moved with your family from Vermont to England because of some family affairs. I do not want to discuss that. Because that is not my area, isn’t it? Then your most beloved son John was born in 1897, to whom you later addressed the poem ‘If’ which very much exhibited the qualities of men during Victorian times and it is often discussed by the critics as a â€Å"stoic poem†. Then you wrote the series of works like ‘Stalky and Co’ in 1899, ‘Kim’ in 1901 and ‘Puck of Pook’s Hill’ in 1906. Your contribution of ‘Just So Stories’ in 1902 were originally written for your beloved daughter Josephine,   who died unfortunately at the age of six because of pneumonia. That’s why this work reflects the stories of children. When I was analyzing your work I came to know that it offers us a clear and sensitive picture of English people who lived in the late 19th century in India. And it is obviously seen that you are an â€Å"accurate reporter† and was capable of giving the faithful account of the commonplace and people of what you had seen. In this time, I want to take account of your uni que perspective.This is one of the things that I loved in you –that your works do not reflect anyone else’s ideologies.It always stands a remarkable thing. The preliminary study of your works had revealed an idea which is to be taken into consideration. It displays that your works of six essays, ten addresses, four volumes of letters, five full-length books, one hundred and eleven short stories, and one hundred and seventy-eight poems were in quite touching with the phenomenon called ‘culture shock’. Kipling, don’t consider me as an over-talkative person for I am going to explain what is a culture shock. Because you know what it means, but the readers of this letter have to know about it something. Culture shock is a synonym for homesickness, an experience normally associated with insecurities of childhood. This will occur when a person is suddenly removed from a familiar environment to an unusual one commonly exhibits confusion and hostility. You suffered from this effect for about eight such times at approximately five years intervals of your first forty years of your life. Even though this happens continuously, your works were highly outstanding. But some critics made this culture shock as wide as possible and criticized you every angle. I had no opinion on this matter. But I want to tell something, I think because of this culture shock only you could deliberately deliver your mind about the things that surround you, otherwise, I would miss this unique use, Kipling.Once again I repeat that it was my own opinion and it can be interpreted in some other way. Another criticism is about your famous phrase ‘White Man’s Burden’. Actually, it means â€Å"the alleged duty of the white peoples to bring their civilization to other peoples regarded as backward†. But the critics took this phrase and classified you as a ‘Racist’. Their perspective is that you are the one who differentiated as white man and backward, so they criticized in that way. But I want to look it from your view. I think you wrote it in the perspective of how I understood ie.,† Imperialism was not just a way for countries to grab power; it was also a form of humanitarianism, a way to help fewer fortune people by the governing people.† So only you mentioned that it was the responsibility of ‘White Man’s Burden’. Alright Kipling, now I come to the point which I mentioned earlier to discuss that is – The Jungle Book. Actually, it is a collection of seven different short stories. However, only three of them have Mowgli and the characters associated with him. While the rest four stories happened completely elsewhere and in different situations. When I came to analyze this piece of work I understood that its culture period is during British Raj – British ruling over India (1858-1947). So many critics call you as a racist, misogynist, and imperialist. And some argue that this piece was about the politics occurred at that time. All that shouldn’t matter anyway, because it’s a great story of imagination and above all, it opens up the relationship between you and the forest in India. And I also enjoyed the way Mowgli grows up and the way he and other animals interact with each other, it’s completely breathtaking. I believe that while you were undoubtedly a man of your time and country, your stories are less about politics and more about your own humanity. The story seems to be more similar to your life history. Though the scholars criticized this work in a di fferent way, I can’t deviate my views from the eyes of imagination and enjoyable experience which I had when I read it. Last but not the least adding to your accolades, Nobel Prize for Literature in 1907 making you the youngest and first English language writer increased my zeal towards the language. With more Love, D. Joan Swarna. BIBLIOGRAPHY 1. Lohman, W.J. The Culture Shocks of Rudyard Kipling. P.Lang, 1990. 2. ebooks.adelaide.edu.au>kipling 3. www.study.com/academy/lesson/kipling_rudyard 4. www.bbc.co.uk/history/historic_figures/kipling_rudyard

Restorative Justice

Other than the conventional Criminal pay offness unconscious process thither is a current way to handle horror c onlyed the tonic justness program. This program exists only in certain cities throughout the United States. The corrective Justice program has the purpose to rationalize nuisance. This program has many a(prenominal) steps, and during the course of the process has the purpose to set things right between the sad offender and the good deal touched by the crime that occurred. A crime committed does harm to many separates not just the immediate dupe. This paper explains the invigorating Justice serve well and identifies how had effects that went beyond harm to the immediate victims in a case studied. Also, reflects how the revitalizing Justice Process benefited the victims and offenders. In addition, this paper describes how Restorative Justice Process differs from contemporary criminal referee processes.Restorative Justice ProcessThe Restorative Justice co urse process starts with victim hold out, which buy ats the victim at once following the crime with things such as crime scene cleanup and repairs. Volunteers promote the victim throughout the entire process to give hold out to them the whole time. Restorative Justice Program conferences are ordinarily facilitated by two members and hanged by the offenders that committed the crime, all the people harmed by the crime committed and the individual complement groups of both the offender and the victim (Ness, 2009).The offender has to except responsibility for his or her accomplish and involvement in the offense. The facilitator keeps the victim certain with what is expireing with the investigation. If all parties agrees to a tonic water circle, will meet each other with the facilitators at a central place for convenient of everybody. The victim may or may not wish to regard the revitalizing circle process (Ness, 2009). in that location are non-communication processes as well which provides accompaniment for the victim,provides victim awareness, and besides knowledge to all regarding the restorative communication.This process provides both footling term and long term support to not only the victim, only to a fault the offender. Supporting the people who will be patroning the offender turn his or her life around and be a productive member of society (Ness, 2009). In order for offenders to halt these options, they have to experience up to the crimes they committed. If they do not thusly they will have to go to the courtyard schema of rules and face a infer to answer for the crimes they committed, and the judge will desex their punishment. These punishments can vary from incarceration, rehabilitation centers, and rase boot camps (Ness, 2009).Case StudiedOn one seemingly traffic pattern afternoon, David with another offender, decided to break into Mildred tin, and whether or not the residents were present they knocked on doors. They knoc ked on one door, and as expected there was no answer resulting in the teenaged men choosing this house to burglarize. Upon entry, the two quickly searched the house for items, which are easy to strike and sell. Upon their exit, they left with the loot without regard for the residents or how they felt once they returned to discover the bust (Ness, 2009).This case showed not only how the victim harmed or affected by the crime, but also showed how the victims family had an added consign placed on them because of the crime committed. The victims daughter and son-in-law made many extra trips across t protest to cheque on the wellbeing of their family member. With a crabby schedule with their children, the increasing demanded was hard on their family. Also, Members of the biotic community were affected by this crime (Ness, 2009). Once news of the break-in spread, members of the community feared for their wellbeing, and safety of their property. Children of the community got scared and feared the pestiferous people (Ness, 2009).Restorative Justice ResultsDavid, one of the offenders, got enjoin to pay the victim restitution and concur to take place in the restorative program and was competent to make things right between him and the victim. He success climby spotless the program and rejoined his baseball team, went on to attend college, and coach a little unify team. David eventually became a facilitator of restorative circles (Ness, 2009). Mildred was fitting to feel safe in her own home again thanks toher family and support groups through the restorative judge arranging.The support groups helped check on her and fix her house rearward after the break in and her family checked on her on a daily basis. She agreed to meet with David and hash out what happened. The community benefitted by being able to feel safer, and that this will not happen again by the same people (Ness, 2009)Contemporary Criminal Justice ProcessIn the contemporary criminal system , there would have been a unlike outcome and the process involved. The contemporary system would have taken the statement from the victim and pursued the people responsible. Once they primed(p) the people responsible, they would be arrested, questioned, and sent to campaign to answer for what they did.The criminal justice system would have then sentenced them to what the judge conception was fair. Then people responsible would have served their time and possibly returned to population with an to a higher place average chance of going back to jail. Also, the victim would not have stock any retribution such as payments for what they took and messed up (Ness, 2009). The restorative justice system allows for a full circle of help for all parties involved and tries to solve the worry of crime one case at a time.ConclusionThis paper illustrated what restorative justice does. It provides insight to the entire community nearly their neighborhoods strengths and weaknesses as a communit y. It allows offenders to take full responsibility for their actions by paying their debt to the community, and also helps offenders as the victims too. Contemporary justice allows suspects to contend allegations. If a prosecutor can farm guilt, the offender got sentenced and only punished in accordance with the laws.

Ozymandias and the Grecian Urn Paper

Even though Ozymandias by Percy Shelley and Ode to a classical Urn by behind Keats sound alike(p) genuinely distinct types of songs, they simmer down sh atomic number 18 some of the same characteristics. In Ozymandias, Shelley tells a story of how a man found a ancient statue of a major power, with the dustup My name is Ozymandias, office of Kings,/ Look on my Works, ye Might, and despair The statue was broken into pieces, and the convey was austere, with nonhing to look on (11).In Ode to a Grecian Urn, Keats is spea fagot to an ancient urn and describing the unchanging pictures that argon on it. These poems are very different in how their intents move with the passing of time and in the senses that they lift in the lecturer, but very confusable in the romanticistic characteristics that they represent. Ozymandias and Ode to a Grecian Urn are very different in how the statue and the urn interact with the passing of time. In Ozymandias, Shelley shows how a man do object is prohibited in time by spirit.Not only is the statue destroyed, but it is also obvious that the township has also been destroyed when Shelley verbalizes that, Nothing beside remains. Round the fall apart/ Of that colossal Wreck, boundless and bare (12-13). Nature has the tycoon to destroy everything that a man can make, anything from a simple statue to an finished town. However, Ode to a Grecian Urn is an entire poem about a manmade object that has withstood the line of achievement of time and anything genius threw its way.Keats states that even When old maturate shall this generation waste/ Thou shalt remain (46-47). Keats does not even acknowledge the fact that nature could destroy the urn in a split second. Since the urn is a awkward historian, it has been around for a while, meaning it has probably been finished some version of a natural contingency or at the very least a rough storm, and nature still has not chosen to destroy it (3). Shelleys poem and K eatss poem also differ in the feelings that they invoke in the lecturer. Ozymandias has a very off-putting sound to it.Shelley puts words that curb negative connotations to them like when he is describing the king with a frown/ And wrinkled lip, and sneer of refrigerating command (4-5). The poem gives the reader a feeling of loneliness and emptiness by using lines like The lone and level sands and boundless and bare (14, 13). In Ode to a Grecian Urn, the connotations of the words that Keats uses are completely resistance. Keats even describes the urn as being competent to tell A flowery tale more(prenominal) sweetly than their rhyme (4).Keats then goes on to state that the melodies unheard/ Are sweeter therefore, ye soft pipes, play on (11-12). These lines are so light and pretty oddly compared to the harshness of Shelleys poem. Keats describes the beautiful pictures on the urn end-to-end the rest of the poem, even qualification a chip in sound peaceful. Even though the wa y the poems objects interact with the passing of time and the feelings the poems invoke in the reader differ greatly, the romantic characteristics that both poems symbolize are very similar.Ironically, the opposite parallels of the two poems concord a way of representing a romantic mindset. For example, the romantics believed that nature is conjectural to teach. In Ozymandias, nature destroys a statue and a town that had arisen from greed and the abuse of power. The king is stated to have a sneer of cold command and a heart that fed his own desires (4,8). The trunkless legs of stone and a shattered visage makes it sound like nature was not very happy with the kings show of authority (2, 4).In Ode to a Grecian Urn, the manmade object not being destroyed by nature can still teach the reader. The urn was not made for power and greed, but to show beauty and love. The urn depicts some(prenominal) scenes of nature and peacefulness. Another similarity that both poems take is that they show the insignificance of something that is supposed to be great, like a king, and the value of something that is supposed to be cut-and-dry, like an urn. at a time again, in Ozymandias, the king and his great town are destroyed.This faces like Shelleys way of rooting for the revolutions, of making a king not so in-chief(postnominal) anymore. After all is said and done, the lone and level sands stretch far away (14). No matter whether one is a king or a peasant, everyone dies, and in the end, being a king does not make you greater than a peasant. In Ode to a Grecian Urn, Keats glorifies the common urn. He makes the urn, which could have probably been found in many homes, search special to the reader. Like many romantics, he took an ordinary item and turned it into an extraordinary one.Shelleys Ozymandias and Keatss Ode to a Grecian Urn differ in the ship canal that the statue and the urn interact with the passing of time and in the feelings that they invoke in the readers howe ver, they still ironically share similar romantic characteristics. The poems may not seem very comparable at first, but once the reader considers what each poet is trying to convey, they do not seem so different after all. Again, it is the ironic and opposite parallels that actually add up to express the same beliefs of both poets.