The Role Of Unions And Their Importance Has Changed Over...

The role of unions and their importance has changed over the years. A mixture of poor wages, high unemployment, non-existent benefits and insignificant professional stability amongst the more youthful era makes a ready demographic for restoration. The younger era is the slightest unionized section of our general public today by a long shot. Unions are important in today’s society because checks and balances are necessary entities in business and government, so if CEOs are just focusing on themselves and profits, unions are a necessary check to all that corporate power. Today and in the future, labor unions will continue to play an important role in our country s work force and the quality of life for working families. When unions are†¦show more content†¦Offshore countries such as China and India have very little organized labor present, so the private sector is taking advantage of this by moving their business in order to take advantage of the low cost of labour. Minimum wage is the lowest amount of money that an employer can pay an employee under labor law. The cruel irony of the minimum wage is that it harms most the very segments of our society that it is intended to help—the unskilled poor and the inexperienced young. However, the Canadian Labour Congress (2009) noted, â€Å"unionized worker earned $4.97 an hour more than a non-union worker in 2012†. That equates to roughly $10,000 more in monetary compensation relative to non-union workers. Although it varies based on sector and occupation, the union difference for workers across the board is undeniable. The unionized workers are able to live off a living wage. In addition, an expanding conversation about how to end working poverty through decent jobs points out that is to not only important to make minimum wage, but an adequate living wage. For instance, the Raise The Minimum Wage Campain noted, â€Å"The minimum wage should be set 10% above the poverty line, using the Low Income Measure†. Unionization employees that get paid above minimum wage feel more comfortable and satisfied with their job, which indicates that they are less likely to resign from their duties. With skilled workers in greater demand, their job opportunities and their

Biology Osmosis Observation Free Essays

Biology laboratory work: Osmosis observation Measuring the dependence of net mass gain in potato pieces on concentration of sugar solution By Jonas Kulikauskas Siauliai Didzdvaris Gymnasium Hypothesis: The more sugar in solution, the more potato mass will decrease. Aim: To see how potato mass will change at different concentration solution. Research question: How the mass of potato will change at different concentration solutions? Variables: Dependent: solution concentration. We will write a custom essay sample on Biology Osmosis Observation or any similar topic only for you Order Now Independent: sugar concentration in potatoes. Controlled: time, potato form. Apparatus: 1. 5 plastic cups 2. Distilated water 3. Potato 4. Knife 5. Clock 6. Electronical scales (Â ±0,05) 7. Bag of sugar 8. Measuring cylinder 9. Tap water Method: Peeling down the potato and cutting it into 1cm3 cubes (25 cubes) Weighing potatoes on the scales Putting different amount of sugar into five plastic cups (1st no sugar 2nd 6,8g 3rd 13,7g 4th 20,5 5th 27,4g) Adding 100ml of water to each of the cups Mixing the sugar with water Putting in 5 potatoes into each cup Waiting 20 minutes Pulling out the potatoes, drying them up and putting on the scales Writing down new mass. Amount of sugar in solutionSolution concentration %Cup numberMass of five cubes before(Â ±0,05g)Mass of five cubes after (Â ±0,05g) 0g0%15,8g6g 6,8g6,37%25,1g5,2g 13,7g12,05%35,5g5,3g 20,5g17. 01%45,6g5,4g 27,4g21,51%55,5g5,3g Graph: While the concentration is from 0% to 6,37% the net mass gets bigger, later on from 12,05% to 21,51% the net mass gets smaller. When the concentration is from 0% to 6,37% the net mass change is positive, when from 17. 01% to 21,51% – negative. Conclusion: The potato lost more mass as it was submerged in bigger concentration solutions because the bigger concentration difference is, the osmosis will occurs more intensively. Evaluation: I think that laboratory work went pretty well, I managed to see the differences in potato mass change and make a conclusion of it. Next time I should write down original numbers and not rounded ones to give more accurate results. How to cite Biology Osmosis Observation, Essays

Strategy to gain a competitive advantage through managing cultural diversity within a service sector organization

Introduction In his definition of service industry, Punia (2005) explains that â€Å"the service sector produces â€Å"intangible† goods, some well known-government, health, education, and business services-and some quite new-modern communications, information, and business services†. This industry is among those with the highest levels of growth and expansion. Like Othman (2011) notes, â€Å"everything that grows also changes its structure†.Advertising We will write a custom report sample on Strategy to gain a competitive advantage through managing cultural diversity within a service sector organization specifically for you for only $16.05 $11/page Learn More A growing economy and competition in the service sector means that management, trends, human resource needs and other areas in the industry are constantly adjusting to accommodate the changes. Diverse needs in the service sector means that most organizations are not able to sat isfy their human resource needs from one market. As a result, recruitments are done from different markets and regions. Human resource management is therefore no longer an easy task for the organizations in the service industry (World Bank, n.d). It requires a precise skill to accommodate people with diverse cultural backgrounds, and convert the differences to a valuable asset. Even as this happens in the industry, â€Å"each individual, irrespective of background and context, wants to be valued for what they can bring to an organization† (Smircich, 1983). The need to be valued is instilled in every human being. Perhaps that is why Barnard and Ronald (2000) argue that â€Å"it is this human-hunger to be valued that drives the positive power that cultural diversity can bring to the workplace†. In an attempt to do this, it is notable that managing workforce diversity can be a complex task for many organizations in the service industry. In the face of growing diversity in the sector, organizations need to overcome traditional habits and assumptions to ensure the best practices are implemented. Cultural diversity in an organization can manifest itself in the following ways: Problem-solving style National culture Ethics Attitude towards problems and opportunities Embracing change Embracing technology The role of human resource management As Bratton and Gold (2003) explain, â€Å"human resources management is the function in an organization charged with the responsibility of implementing policies and strategies related to management of individuals who comprise the work force of an organization†. Without a stable, well supported and well equipped human resource management team, expensive investments and innovative ideas in the service industry may not yield any results.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Furthermore, for a company’ s HRM efforts to pay returns, â€Å"the human resource department must align the supply of skilled and qualified individuals and capabilities of the workforce with the organization’s plans to maximize output and secure future success† (McNamara, 2009). Its functions and strategies have to be performed and implemented effectively and pragmatically for it to bear any meaningful results. The same author explains that â€Å"successful organizations are those which are adaptable, resilient, quick to change directions, and customer-centered† (Frame, 2003). The working environment in the service sector today is constantly changing and demands strategic planning and organization. People in a business are a key determinant of how successful it is going to be and how long it will last. As the labor markets get more and more competitive, and the need for talent becomes more obvious for optimum performance, human resource managers are facing major challenges as they try to get the best in the market, retain them and ensure they have consistent performance. Strategies that create a competitive advantage Managing the differences Several challenges arise when people from different backgrounds with different ways of doing things and relating to people come together. Albrecht (2001) helps the reader understand by explaining that â€Å"challenges arising include rightness in conflict where judgments are made from our upbringing, our history, circumstances and our religion, race, beliefs and cultural alignment†. There are also stresses caused by traditional practices, diversity in values, varying interpretations of various happenings, as well as the normal conflicts arising from backbiting and other bad habits at the workplace. In the service industry, a competitive advantage is paramount for a business to survive in the highly competitive industry. To develop one, a business must find relevant solutions to these challenges. One way through which thes e differences can be managed is by developing and adopting acceptance and an understanding of diversity (Baumuller, 2007). This allows everyone in the organization to experience and work in a harmonious environment. They can also solved by helping employees understand why they have come together and what they need to accomplish. Developing a common team-based mission is one way of doing this.Advertising We will write a custom report sample on Strategy to gain a competitive advantage through managing cultural diversity within a service sector organization specifically for you for only $16.05 $11/page Learn More Regular meetings to clear past group or individual differences is also a significant way of encouraging harmony and letting go of any animosity that may be building up. An organization can even go further and have employees sign agreements and commitments to respect everyone regardless of their cultural backgrounds. Information and background mana gement Information management is a challenge when dealing with a team of people from all over the globe. Technological innovations such as Human Resource Management Systems have made it easy for organizations to handle HR information. Such systems also feature personnel administration, organizational management, industrial management and manpower management. They are tools towards understanding employees’ background in what the organization is involved in. For multinational corporations, their team could be from all over the globe. It is important that their backgrounds are investigated and past experience understood. Information management is therefore paramount to ensure that employees don’t suffer damaging culture shock by exposed to extremely new kinds of treatment. For example, employees from Muslim countries might expect that a company provides a private space for prayer hours as it is the case in most companies in the Middle East. An employee from the west may f ind it hard to cope with a more conservative dress code if they are working for an organization in the more religious nation. When making decisions of what should be available for employees, how they should dress and how they should behave at work, it is important for a business to understand their backgrounds and come up with standards that suit everyone. For this reason, having access and managing information about employees’ background is paramount. Communication Gaining competitive advantage has become a major challenge for organizations in the service industry today. As markets get larger and more competitive, strategic human resource management is a key recipe when formulating effective strategies.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Employers must be able to establish what works in their human resource management efforts and what doesn’t, to eliminate those strategies that waste time and cost the business. This can be much easier when an organization has more open communication channels available for their employees. It is critical that an organization makes it completely easy for employees to communicate any discomfort. Managing cultural diversity will make more sense to an organization that allows employees to express their feelings freely (Marchington and Adrian, 2005). The avenue should be open for all topics and issues that affect them. This should include sensitive issues such as disagreements with the executive and company policies. While some people may be conservative where risks are concerned, some are bold and will take bigger risks. It is therefore paramount that an organization understands this before building teams and putting people together for tasks. Allowing them to communicate is the o nly way to understand their cultural weaknesses and strengths. Language barriers should also be addressed to ensure everyone can communicate with each other effectively. Motivation and discipline Motivation and discipline can be achieved by making sure that everyone’s differences are treated as an asset to an organization. Criticizing employees because they are not like everyone else encourages pretence and discourages openness. It may create resentment among employees who feel looked down upon. Like Syed and Mustafa (2010) explain, there can never be success in a team when people don’t have each other’s best interests at heart. It is also not possible when people are attempting to bring each other down. Such negative happenings occur when an organization is selective when giving praise or compliments. Motivation and discipline will be achieved when an organization adopts a culture of appreciation and accommodation among its employees. Every member of the organi zation should be trained to appreciate differences, as well as identify the differences among their colleagues and find ways of putting them into use in different tasks. Policies should be clear enough for anyone who tries to intimidate or disrespect colleagues for being different from them. Reward mechanisms should only be based on performance at work and not on outlook or cultural backgrounds or practices. A major challenge facing organizations in the service industry is ensuring talented employees stay motivated and disciplined. A good employer must be courageous enough to let go of employees who affect results negatively. If such qualities lack, holding on to employees simply because they come from a certain cultural background may be costly for an organization. Relating with customers The service sector is one of the industries that deal with people directly. Cultural diversity can affect the way employees deal with clients. A business must ensure that no differences occur betw een employees and customers due to cultural differences. There should be consistency in the way services are provided regardless of who is doing it (Ramsay, Dora and Bill, 2000). For example, one marketing person may have an extremely different way of interacting with customers and discrepancies could occur when the customers are served by another member of an organization. It is therefore paramount that an organization ensures consistency in employees’ line of duty through training and setting rules and guidelines on how services are delivered. Effective policies HR policies serve several purposes in the service sector. They allow organizations to be clear with their employees on issues that affect the way they work and achieve set objectives. Such issues include what employees should expect from the organization, how policies and procedures work in an organization, acceptable and unacceptable behaviors, the organization’s expectations on employees, and how to handle cultural diversity, among other important issues. As Baptiste (2007) argues, â€Å"the establishment of policies can help an organization demonstrate, both internally and externally, that it meets requirements for diversity, ethics and training as well as its commitments in relation to regulation and corporate governance†. When managing cultural diversity, they help an organization define everyone’s obligations towards achieving harmony, standards of behavior and document disciplinary procedures, as well as supportive strategies among employees towards helping each other meet goals towards the good of an organization. Conclusion Cultural diversity in the service industry can be an advantage or a disadvantage depending with how it is managed. Differences among an organization’s team can be used to enable it manage diverse circumstances. They can also divide the organization when employees are allowed to focus on what is not common between them. Finding a balance between embracing differences and using them as strength is a major challenge in the service industry. It is also presents a challenge as far as dealing with a diverse clientele is concerned. â€Å"In our fast transforming world, company and organizational leadership often lag the reality of their employee and client-base† (Ely and David, 2001). From the discussion, it is obvious that these challenges can be managed. To achieve competitive advantage, an organization needs to address the differences, put in place tough discipline measures, identify areas of conflict and solve them, as well as establish communication channels that allow employees to express themselves and get feedback. As the need for a more diverse workforce grows, cultural diversity is here to stay for businesses in the service sector. It is only wise that organizations start investing in finding long-lasting solutions. These include aggressive training on how to manage differences when performing team work, how to manage conflicts arising from cultural differences, establishing standard values and professional ethics, as well as enhancing communication channels to allow employees speak out before animosity builds up to unbearable levels. Reference List Albrecht, M.H., 2001. International HRM: Managing diversity in the workplace. Oxford: Blackwell. Baptiste, N.R., 2007. Tightening the link between employees’ well-being at work and performance. A New Dimension for HRM, 46(2), PP. 284-305. Barnard, M.E. and Ronald, A.R., 2000. How are internally oriented HRM policies related to high-performance work practices? Evidence from Singapore. International Journal of Human Resource Management, 11(6), pp. 1017-1046. Baumuller, M., 2007. Managing cultural diversity an empirical examination of cultural networks and organizational structures as governance mechanisms in multinational corporations. Oxford Books: New York. Bratton, J. and Gold, J., 2003. Human resource management theory and pract ice 3rd ed. London: Bath Press. Ely, R.J. and David, A.T., 2001. Cultural diversity at work: The effects of diversity perspective on work group processes and outcomes. Administrative Science Quarterly, 46(2), pp. 229-273. Frame, J.D., 2003. Managing projects in organizations: How to make the best use of time, techniques, and people. San Francisco, Calif.: Jossey-Bass. Marchington, M., and Adrian, W., 2005. Human resource management at work. United Kingdom: CIPD. McNamara, C., 2009. Human resource management. Available at: https://managementhelp.org/humanresources/index.htm . Punia, B.K., 2005. Organizational cultures in service sector an exploration. Delhi Business Review, 6(1), pp. 45-52. Smircich, L., 1983. Concept of culture and organizational analysis. Administrative Science Quarterly, 28, pp. 339-358. Syed, J. and Mustafa, O., 2010. Managing cultural diversity in Asia: A research companion. Cheltenham: Edward Elgar. Othman, R., 2011. Human resource management practice of servic e organizations: Evidence from selected Malaysian firms. Journal of Asia-Pacific Business, 2(3):pp. 65-80. Ramsay, H., Dora, S. and Bill, H., 2000. Employee and high performance work systems: Testing inside the black box. British Journal of Industrial Relations, 38(4), pp. 501-531. World Bank, n.d. Growth of the service sector. Available at:  http://www.worldbank.org/ . This report on Strategy to gain a competitive advantage through managing cultural diversity within a service sector organization was written and submitted by user Abby Hines to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

The Ethical and Legal Obligations of Accounting Reporting.

The Ethical and Legal Obligations of Accounting Reporting. Accounting is known as the Language of Business. The American Heritage Dictionary of the American Language defines accounting as activities that provide information, usually quantitative and often express in monetary units, for decision making, planning, controlling resources and operations, evaluating performance, and financial reporting to regulatory authorities and the membership. Here in the United States we have three forms of accounting practice: Certified Public Accountant (CPA), Certified Management Accountant (CMA), and Certified Internal Auditors (CIA). There are many qualifications and standards each accountant must adhere to. A CPA is licensed by the state of his/her residence to provide auditing services to the public. He/She must also pass the Uniform Certified Public Accountant examination which is graded by the American Institute of Certified Public Accountants. After passing a four part exam, a CIA is given a certificate from the Institute of Internal Auditors (IIA). A CIA mostly supplies his/her services directly to their employers rather than the public.Michael Oxley , U.S. Senator from Maryland.A CMA must also pass a four part test along with meeting the experience requirements from the IMA. A CMA also provides service directly to the employer rather than the public. Along the basic criteria's (passing tests and becoming certified), individuals must also adhere to the standers and legal obligations set forth by governmental and state agencies.The Financial Accounting Standards Board (FASB) is an independent, private, non-Governmental authority that will be utilized to support the establishment of accounting principles in the United States. The mission of the Financial Accounting Standards Board is to establish and improve standards of financial accounting and reporting for the guidance and education of the public, including issuers, auditors, and users of financial information. The Securities and Exchange Commission, SEC, is the United State s governing body which has primary responsibility for overseeing the regulation of the securities industry.

Common Slang Words for Vagina

Common Slang Words for Vagina The vagina is, of course, the correct word to describe female genitals. But while vagina is the clinically correct term, squeamishness continues to surround the use of the word. In addition, discussion of genitals (male or female) is often considered racy or even obscene. These cultural issues have given rise to the development of an incredible  range of slang terms for the vagina. Some of these terms are essentially euphemisms- terms that are considered to be acceptable even in the mainstream media. Others are childish or silly, while still others are degrading or even downright disgusting. Cultural Stigma The use of the word vagina has always caused cultural controversy. Use of any terms related to sexuality (particularly female sexuality) has long been banned from network television. In 1972, comedian George Carlin created a now-famous monologue called  Seven Words You Can Never Say on Television. Carlins intent was to illustrate how refusal to use words gives them power. As he said in an NPR interview in 2004: These words have no power. We give them this power by refusing to be free and easy with them. We give them great power over us. They really, in themselves, have no power. Its the thrust of the sentence that makes them either good or bad. While some discomfort over the use of sexual terminology has eased up with the rise of cable and streaming media, our cultural squeamishness has not disappeared.   In previous generations, children (particularly girls) have been encouraged to use nicer words such as peach, flower, or kitty, but with increased awareness of child sexual abuse nearly all educational experts stress that children be taught the correct word vagina and other body parts. Commonly Used Terms for Vagina Below is a breakdown of the most commonly used terms and slang for vagina; the categories are somewhat arbitrary. The meaning of each slang word is the same, but its implications vary depending not only on the term itself but also on the way in which it is used. Slang Words (Single Words) vajayjay vag twat slit snatch cooch coochie cooter cooze coozie gash hole muff flange minge box quim pocketbook poon poontang purse fud (Scottish term) Polite Slang Phrases (Two or More Words) nether regions lady garden girly bits private parts Slang Phrases (Two or More Words) mossy cleft hot box squeezebox vertical smile cha cha love tunnel Food-Related Slang cherry bearded clam furry taco tuna taco fur burger cream pie beef curtains meat curtains meat sleeve hair pie honey pot Animal-Related Slang beaver pussy kitty rat panty hamster Words Used by (or Around) Children privates private parts bits down there peach flower kitty tutu wee wee no no cookie muffin cupcake tweeny (between legs) fanny (used in the UK, Australia, and New Zealand) front butt who hoo/woohoo hoo hoo foo foo

Liquidity Ratios Assignment Example | Topics and Well Written Essays - 750 words

Liquidity Ratios - Assignment Example High existing and acid test ratios would mean that funds have without cause increased and are not being profitably used. Similarly, a strangely high rate of record earnings may show that a firm is losing profits, deteriorating to maintain an sufficient level of record to serve the customer’s needs. Rapid proceeds from debtors may show severe credit policies that hold proceeds below levels that could be obtained by granting more liberal firms (Khan & Jan, 2007). While determining the short term level of the organization by the creditors, it should be documented that the administration may be tempted to get involved in window dressing just prior to financial statements preparation so as to the present financial position better than what it actually is. For instance, by putting off purchases, allowing records to go down below the ordinary levels, using all existing cash to reimburse present liabilities, and increasing the compilation of funds from debtors, the existing and acid t est ratios, and debtor turnover ratios may be unnaturally enhanced, even when no purposeful effort has been made to present a good picture (Khan & Jan, 2007). Capital Structure Ratios Financial ratios are referred to as capital structure ratios. Creditors who take longer time to recover their credit would censor the capability of a firm on the foundation of the lasting financial power in terms of its capacity to pay the interests frequently as well as pay back the principal on due dates, or in one sum at the point of maturity. Capital structure ratios can also be referred to as financial ratios which open up the long-term solvency of a firm as shown in its capability to guarantee the long-term lenders with respect to intermittent payment of interest during the duration of the loan and reimbursement of the principal upon maturity, or in predetermined installments on established dates (Brag, 2012). There are thus two versions of the long term solvency of a business. The first version is the capability to reimburse the principal when due while the second aspect involves the ability to undertake regular payment of the interests. For that reason, there are two dissimilar, but equally dependent and interconnected, kinds of capital structure costs. First, there are ratios which are based on the connection between rented funds and the owner’s capital. These ratios are calculated from the balance sheet, and have several variations such as debt equity ratio, debt asset ratios, and equity assets ratios. The second type of capital structure ratios, commonly called coverage ratios, are computed from the profit and loss accounts. Included in this category are interest coverage ratio, dividend coverage ratio, total fixed charges coverage ratio, cash flow coverage ratio and debt services coverage ratio (Brag, 2012). Increasing Activity Ratios but Declining Profitability As revenues are squeezed across the health care trade, providers and health plans that formerly avoi ded the Medicaid market have collaborated up to fight for medical patients. In the early 1990s, there was a sharp growth in contribution in the Medicaid market - a growth that included all segments of the market and all forms of ownership status and profit. Efforts to expand choice for Medicaid beneficiaries through commercial administrated care plans have recently encountered some problems. Since 1997, commercial plans exited the Medicaid market in much greater numbers than in earlier years and entered new Medicaid market less

In Europe after the second world war several cities approved price Essay

In Europe after the second world war several cities approved price ceilings on rental accommodation - Essay Example The protest of people for controlling price is understandable. Even though price control is understandable but still the government may be able to protect only some of the consumers while imposing negative impact of price control on others. However the aim of the government is to protect the group that usually gets pressed hard because of inflation. Thus charging high interest on different loans is to protect people who are forced to borrow out of desperation. Similarly the maximum price of eatables, such as bread, is to protect poor ones who completely depend on it for their survival and the rent control is for protecting the landlords at times when the demand for the apartments exceed the supply (McEachern, 2012). The New York State legislators are seen defending the Protection Act of War Emergency Tenant in order to cater the housing shortage related to war. The war that has been addressed in this law is not the Vietnam War or the war of Iraq but it is the World War II, which is considered to be the starting of rent control issues in America. Although war has not much to do with the shortage of apartments, as the shortage are more likely to occur due to rent control; which is considered to be the supposed solution for making accommodation readily available. Gotham is the only city of America which embraces rent control; however many other cities have surrendered to the blarney of this legislative fix (Christ, 2009). Like all the other mandated price control of the government, rent control is also considered to be a law related to the fixation of maximum price or â€Å"rent ceiling†, which explains that what exactly the landlords must charge from the tenants. In order to make the rent ceiling work, the rent must be placed below the rate that would be prevailed otherwise. For example, an enactment prohibiting landlords from exceeding the apartment rent from $100,000 per month would have not been