Case Brief Essay

Facts: Billie J. Rodman, Appellant was employed by Presbyterian Hospital as a unit secretary for eight years when, on Feb 17, 1987, she was terminated under hospital personnel policies following a â€Å"third corrective action† notice. Prior restrictions had been placed on Rodman’s conduct due to personal problems adversely impacting upon her place of work. Rodman was reprimanded in June 1986 for receiving an inordinate number of personal telephone calls and visitors at her work station, which was disruptive to her own work and to her co-workers. Rodman was to have no personal telephone calls during work hours outside of a designated break or dinner time, in which event they were to occur in an area not visible to patients, physicians, or other department staff. When leaving the department for dinner, Rodman was to report to her immediate supervisor and was not to leave the hospital. Rodman was to make every effort to resolve the matters in her personal life that were causing problems at work. Nevertheless, according to the testimony of her supervisor, extremely disruptive telephone calls continued. The doctors were beginning to comment on it. The staff was getting more distressed. According to her supervisor, â€Å"[A]gain we talked about the visits, the behavior at the desk. When it got pretty bad with the phone calls, Billie would slam charts, push chairs and be a little abrupt with the people she worked with.† Another written reprimand in November of 1986 warned Rodman that her job was in jeopardy if the disruptive behavior continued. The supervisor established restrictions prohibiting the claimant from having visitors at the department and instructed her to notify security if there was a potential problem. On February 15, 1987, Rodman began work at 1:00 o’clock in the afternoon. She had spoken to her boyfriend’s mother earlier  in the day to tell her that she did not want him to use her car as she had broken off their relationship. The boyfriend’s mother called her at work and told her the boyfriend had her car keys. Rodman told the mother to h ave the boyfriend call her at work. When he did, she informed him that she could not talk to him at her duty station, and he hung up on her. He called her back and left a number where he could be reached. She left the work area and went to the break room to call him. After returning to her duty station, Rodman got another telephone call from her boyfriend who told her to go downstairs to the lobby to meet him and pick up the keys. When she refused, he told her that if she did not come down he would come up to her department. Claimant left the department to confront her boyfriend, and, because her supervisor was at lunch in the hospital cafeteria, Rodman notified a co-worker, a registered nurse, that she was leaving. Rodman testified, â€Å"I didn’t want any kind of confrontation at the desk, so I went downstairs.† Before she left her desk, Rodman called the employer’s security guard and asked him to meet her in the lobby because she anticipated that a problem could develop. When Rodman got to the lobby, her boyfriend started yelling and forced her outside. In doing so, he tore her shirt. At this point the security guard arrived and observed them arguing. Rodman was in the passenger seat of her car. The security guard instructed the boyfriend to return the keys, but the boyfriend jumped into the driver’s seat, locked the doors and drove off. About thirty-five minutes later, Rodman returned to her work station, after having changed her torn shirt. She resumed working, but, as the shift progressed, more telephone calls were received for her in the department. The supervisor became frustrated with the volume of calls and the behavior of Rodman. It was determined that Rodman should be sent home. Thereafter she was terminated. Issue: At Issue is whether the misconduct which warranted termination from unemployment rose to the level of misconduct which would warrant denial of unemployment compensation under NMSA 1978, section 51-1-7 of the Unemployment Compensation Law. Whether the events of a third party constituted the â€Å"last straw doctrine.† Rule: â€Å"[M]isconduct† * * * is limited to conduct evincing such wilful or wanton disregard of an employer’s interests as is found in deliberate violations or disregard of standards of behavior which the employer has the right to expect of his employee, or in carelessness or negligence of such degree or recurrence as to manifest equal culpability * * *. [M]ere inefficiency, unsatisfactory conduct, failure in good performance as the result of inability or incapacity, inadvertencies or ordinary negligence in isolated instances, or good faith errors in judgment or discretion are not to be deemed â€Å"misconduct† within the meaning of the statute. Application: Rodman had a history of wanton or wilful disregard for the employer’s interest and was discharged for the accumulation of those events, including the precipitating event. Rodman’s conduct on February 15, considered in light of totality of circumstances including her previous history or personal phone calls and unauthorized visitors, showed a—willful or wanton disregard for her employer’s interests–. Rodman did not comply with her previous restriction put on her by her employer which was ground’s enough for termination and denial of unemployment benefits. The last straw was applied in this case due to Ms. Rodman’s totality of circumstances. Conclusion: Decision was affirmed by the courts in light that Ms. Rodman’s actions on February 15, which when it was considered in light of restrictions that where upon her previous failure to comply with those restrictions, demonstrated a willful disregard for her employer’s interests.

Mahatma Gandhi Essay

One of India’s most important men in history was Mahatma Gandhi. In this interpretation I wish to discuss Mahatma Gandhi’s writing’s on India’s Independence. As discussed in â€Å"Indian Home Rule† written in 1909. Born Mohandas Karamchand Gandhi but known as Mahatma Gandhi lived from the year 1869 to the year 1948. He was the primary leader for India’s independence and one of the most successful users of civil disobedience in history. He was a spiritual and political leader in India, and he used his position and voice to make his country better. Mahatma Gandhi believed in satyagraha or † resistance through mass non-violent civil disobedience. Satyagraha remains one of the most potent philosophies in freedom struggles throughout the world today,† (bio.com) . Gandhi spent most of his life fighting for Indian Liberation from outside influences and he was assassinated trying to stop a Hindu-Muslim conflict by a Hindu fanatic on Janua ry 30, 1948. His death was unfortunate but he is remember by the world as one of the most successful spiritual leaders. Gandhi’s most fundamental criticism of British rule in India lies in the fact modernization that has been incorporated into their society by the British has caused India to turn away from their founding principles and religion. Mahatma Gandhi mentions that his people â€Å"should set limit to worldly ambition..’ and ‘make religious ambition be illimitable,† (Strayer, p. 920). This thought reflected his belief that the British concern was merely worldly ambition and that was not what his country should have set their sights upon. In his work, Gandhi defines civilization in his country’s sense and the British’s definition of civilization both of which differed dramatically. Gandhi’s concept of civilization center around a simple lifestyle not dependent on modernization and industrial characteristics. He believed civilization was their past lifestyle before railroads and British imperialism where his people lived in huts and plowed their o wn land the same way as their previous fathers did. His definition of British civilization was highly diluted and biased when he lists their idea of what it is. His definition of their civilization mentions â€Å"women who should be queens of households, wandering in the streets or slaving away in factories’, men being ‘enslaved by temptations of money and the luxuries that it buys’, and ‘that their business is not to teach religion† (Strayer,  p. 920). He goes on to say that their civilization will eventually be self destroyed whereas India’s will just keep continuing. Gandhi reconciles with the idea of India as a single nation even though the obvious religion division between Hindus and Muslims because he is speaking merely on India versus outsiders, not in any way distinguishing India as having separate divisions within itself. Gandhi seeks a future where India is that of its native culture handed down to them. Not in anyway seeking the advice of outsiders, yet instead living as they did in the past and sticking instead to elevate others moral being. With Gandhi’s ideas, he probably met cri ticisms from India’s increasing nationalist politicians who did not want to go back to the old way of life and who loved the power they gained from the British. Mahatma Gandhi said that the tendency of Western civilization is to propagate immorality. I think he says that because the history of Western Colonization is that of spreading their culture and way of life wherever they travel, and he feel that their culture is immoral and corrupted. I think it is impossible for colonialism to be moral because more times than not the outsiders were intruding upon the natives and causing a severe disruption to their lifestyles that probably resulted in their demise or downfall. The history of colonialism does not lend itself to being a moral topic. Mohandas Karamchand Gandhi. (2014). The Biography.com website. Retrieved 04:39, Jul 27, 2014, from http://www.biography.com/people/mahatma-gandhi-9305898.

Motivation in the Workplace Essay

Motivation is difficult to explain and practice. However motivation is still the one thing that makes people productive in their jobs. Whether the motivation is tangible or not, it all depends on the individual and how management takes the information and applies it. There are many theories and practices that can be studied and applied to any situation. Motivational theories are studied and practiced by theorists and companies to increase productivity. According to Jerald Greenberg (1999) scientist have defined motivations â€Å"as the process of arousing, directing and maintaining behavior towards a goal†. The act of arousing is related to the desire and vigor to produce. Directing is the election of behavior, and maintenance is the inclination to behave a certain manner until the desired outcome is met (Greenberg 1999). Much of the motivation theories will be related to the definition provided. Some major motivation theories along with the method to successfully motivate employees will be introduced. The theory and method that a manager may choose to use will depend on the environment and on the individual. There are two types of motivation theories content and process. The Content theories are based on the basic need and drives. The other theories focus on the process by which people are motivated (Pepitone, 1999). Content theories of motivation focus on this question: What causes behavior to occur and stop? The answers usually center on (1) the needs, motives or desires that drive pressure and forces employees to action and (2)employees’ relationships to the incentive that lead, induce, pull and persuade them to perform. The needs or motives are internal to the individual. They cause people to choose a specific course of action to satisfy a need. Incentives are external factors that give value or utility to the goal or outcome of the employees’ behavior (Pepitone, 1999). Abraham H. Maslow’s Hierarchy of Needs is a content motivational theory. Maslow’s basis was human behavior. He conducted his investigation between 1939 and 1943. The hierarchy of needs has five sets of goals that are called basic needs. Maslow’s idea was â€Å" people will not be healthy and well-adjusted unless they have their needs met† (Greenberg 1999). Maslow arranged the needs in different levels in order of importance. As in a hierarchy the lower level are the most basic needs and the top are the higher level needs. Looking at the figure below one can see how the hierarchy works. The lower order needs must be met before proceeding to the higher order needs. According to Greenberg (1999), Maslow’s needs are in the following order: physiological need, safety need, social need, esteem need, and self-actualization. Man’s basic needs are physiological, for example, hunger, thirst, sleep, etc. When these are satisfied they are replaced by safety needs reflecting one’s desire for protection against danger or deprivation. These in turn, when satisfied are replaced by the need for love or belonging to, which are functions of man’s desire to belong to a group, to give and receive friendship and to associate happily with people. When these needs have been satisfied, the esteem needs seeks to be met. One desires self -esteem and self-respect, which are affected by a person’s standing reputation, and his need for recognition and appreciation. Finally, individuals have a need for self-actualization or a desire for self-fulfillment. The urge by individuals for self-development, creativity and job satisfaction (Boeree 1999) In the past, management rewards systems have attempted to satisfy an individual’s lower level needs for safety and physiological security, for protection against deprivation and the threat to a worker or his family. However, management rewards systems should be, aiming to satisfy the individual’s actual need (Boeree 1999). When believed that a certain reward is important and can be attained, the individual will demonstrate a given amount of effort. This in turn will be demonstrated in performance. The link between effort, performance and expectancy is about accomplishing the task. The links between the performance and reward are connected. One’s assumption for whether the rewards are available if the person worked effectively describes the link. In this link the manager/organization is responsible of acknowledging the performance of the employee. If the manager/organizatio n does not acknowledge the employee, there can be a breakdown in the motivation. The acknowledgment needs to be direct, strong, and immediate. Employees usually determine in advance what their behavior may accomplish and the value they place on alternative possible accomplishments or outcomes. Goal setting theory is the specification of goal to increase performance. Assigning difficult goals usually result in higher performance. Goal setting has three components that have to be used to successfully apply this concept. First the identification of the process, then the characteristics and finally the feedback. The characteristics of goal setting consist of making the goal specific and challenging. The goal must be challenging to increase self-efficacy. It has been noted that a difficult task tends to increase an employee’s performance. This may be because usually people work harder to reach a challenging goal as long it is believed that it can be done. Lastly, feedback will allow people to be informed of their progress. This stage usually included praises about the good job that has been done (Wheaton & Cameron, 1998). The descriptions of content and process theories of motivation dealing with organizational and individual behavior are briefly explained. The explanation is only a basis for a better understanding on why and how to approach the concept of motivating employees. All the theories conclude that the manner that managers perceive their organizations and their employees affect their productivity. Whether they are private, public or non-profit organization their aim is to be productive and effective. When looking at the different sectors, they have different goals and objectives, and therefore they must take different approaches in management. Though this may be true we must also acknowledge that all sectors require one to motivate their staff to produce. As managers we must into consideration the different type of individual that make up our organizations. One must modify management styles and behaviors. Dr. Renis Likert has researched many organizations and developed an effective manner to motivate employees and have a productive organization. He has identified four management styles that he feels should be a part of management style in an organization. First exploitive style is where management makes all the decisions and the lower levels are given no power this style has an authoritative approach. The second is the benevolent style that has an authoritative approach, however in this case the management has some trust. The consultative style has substantial amount of trust in their staff. The staff is motivated by reward and some involvement. There is some communication and teamwork involved. Lastly the participative style is more of the group approach. Management has confidences in their staff and the staff feels responsible in accomplishing the organizations mission. This style encourages communication and teamwork. The participative style is the best approach for profit and customer service organizations. Organizations should make the transition to train management to motivate their staff using the participative approach (Cook 1991). As a manager it is difficult to motivate your staff to be productive; however, using certain methods can create a positive environment. It was thought that money motivated people but that has changed. Much of the theories discussed before deal with individual behaviors and needs. One can conclude that motivation is internal and as employers one must make observations and decide what each individual desires. According to Cook (1991) manager must give their staff as much as an organization can. Many employees want to have benefits and security, however; what happens after a job has provided those needs. Remember that Maslow theory has the five needs of an individual and they do not all deal with the necessary needs. As an employer identifying what stage your employee is in will help in putting a plan into action. Collaboration is a way to give employees the feeling of importance. Eliminating any kind of obstacle will create an atmosphere that your staff is eager to perform (Bruce, A. & Pepitone, J. 1999). Another approach is educating your employees and matches them to projects that they find interesting and those on which they are knowledgeable. Employees are willing to work harder on projects that they can relate to. This will also increase their success rate that will help in improving their self-esteem. Yet another way to increase productivity is with empowerment. Giving people the choice to make decisions and giving them the tools and supports to their job will increase the inner motivation force within the employees. Encourage staff to satisfy their need for affiliation and create a relationship with the employee to be part of the organizations mission. It is difficult to motivate employees when a manager’s view is negative. For instance a manager’s behavior is explained with McGregor’s Theory X or Theory Y. In this case a manager must identify what style of managing is most effective. Building morale is an important concept when motivating employees. Morale will help create productivity in an organization. Developing a shared vision is a way to begin building morale. For instance as managers, one must communicate views honestly a directly during discussion with employees about performance. Make sure they have the necessary information to do their job. Allow employees to influence their own performance goals. Get out of the office, be visible and accessible. Communicate a clear view of the long-range direction of the organization. Listen carefully and consider the opinions of others open-mindedly before evaluating staff. Communicate high personal standards informally with day-to-day contact. Remember to acknowledge the progress that the staff has achieved either with certificates, a note or just a tap on the shoulder. The staff wants to be told that they are doing a good job (Pepitone & Bruce, 1999). Again empowering staff requires some basic principles. Inform the staff what their responsibilities are. Give them authority equal to their responsibilities. Set standards of excellence. Provide people with training that will enable them to meet these standards. Provide feedback on performance. Recognize them for their achievements. Trust and treat them with dignity and respect (Nelson 1997). Showing staff that management is listening and affirming that you understand their view will create positive work environment. The language that use is also very important. Using â€Å"we† and â€Å"us† when speaking of the organization this will make the staff feel a part of the organization, thus improving the productivity of the staff. Encourage employees to make suggestion no matter how small the idea may be, and this will create a comfortable environment and inspire more significant ideas (Cook 1991). It is important to point out, however, that motivation must be used wisely. The misuse of some theories and techniques could result in negative consequences. Remember that employees who receive rewards on performance tend to perform better than employees in groups where rewards are not based on performance. Understanding the causes of human behavior can predict the behavior to the extent that the behavior can be controlled. Therefore, if managers understand the relationship between incentives, motivation, and productivity, they should be able to predict the behavior of their employees. Consequently, managers who know this, and know how to apply given incentive, can expect to realize increased productivity from employees. Today, 70% of employees are less motivated while 50% only put enough effort into their work to keep their job (Spitzer 1995). Many managers are not sure of the technique to use to motivate their staff. The best way to find what motivates staff is to ask them directly. This may be done informally or during performance evaluations. Find out what he/she wants from the organization and what makes them happy. A happy employee will be more productive than an unhappy one. If there has been a problem with absenteeism it may be because the organization is not fulfilling their needs. Whether it is need for achievement, the need for power, the need for affiliation, or the basic needs as studied by Herzberg, McClelland, or Maslow as a manager must examine and modify the management approach. References Boeree, C. George (2006) Abraham Maslow. Available: http://webspace.ship.edu/cgboer/maslow.html Cook, M. (1991). 10-Minute Guide to Motivating People. New York: Alpha Book Greenberg, J. (1999) Managing Behavior in Organizational (2nd Ed.). New Jersey: Prentice Hall Learning, Reinforcement, Reward System and Self-Management Teams. Available: www.emporio.edu Nelson, B (1997). 1001 Ways to Energize Employees. New York: Workman Publishing Pepitone, J. &Bruce, A. (1999) Motivating Employees. New York: McGraw Hill Spitzer, D. (1995). Super Motivation. New York: AMACON. Wheaton & Cameron.(1998) Developing Management Skills 4th Ed. Addison –Wesley Inc

Advantage and Disadvantage Being a Police Officer

I would love to be a police officer. I, have wanted to do this type of work because, it is an exciting career that will allow me to make a difference in my community. I know that being a police officer can be a dangerous, difficult and stressful job. However, it can also be a rewarding in doing what I'd love to do. Two definite challenges in being a police officer will be dangerous nature of the work and the long hours along with shift work.In addition each day you got to work, risking your life to protect the community, so you often put your own safety at the back of your mind. Racing through traffic to crime scenes, risking being shot and approaching unsuspecting criminals are just some of the daily activities that make the job dangerous and unpredictable. While there are bound to be lots of challenges, the rewards should outweigh them. First of all you can meet a variety of people, it can be a grate alternative to a boring desk job.It is immensely satisfying to save lives every da y and also to help people make better choices. Most often you will encounter people at their worst (drug addicts, gang members, thieves). The most satisfying aspect of working as a police officer is the unique opportunity you have to show these people a better way. Working as a police officer would not always be easy. Every day would be sure to bring its challenges. Whatever the challenges, the ultimate reward would be following my dream and helping keep my community peaceful and safe.

Challenging Obstacle

Well the most challenging obstacle that I had to overcome was the death of my father. My life was turned upside down when it all happened. It greatly impacted me on a physical and mental level. Luckily this challenge taught me to cherish life. It even brought me closer to God and to understand that he has a plan for all of us. It pushed me to become more determined and motivated in any activity I partake in. Our family is much closer now then we were before. His death opened my eyes and my mind to accept the idea that you must live life to the fullest. Not only did it teach me to live life but it showed me how to be confident, strong, respectable to everyone and everything, and how to appreciate the little things in life. This would definitely be the hardest obstacle that I ever had to face in my life. Ever since that faithful day my views on life have changed dramatically. Now I have become more an optimistic individual. Yes, I am more optimistic because now I see the true beauty of the world that I always overlooked. When I see pictures of nature it releases a feeling of sanctity or even solace. I don’t take life for granted anymore, now I strongly believe that every life is precious even the pesky bugs. His leaving revealed that instead of rushing life I should stop every once in a while and take a gander at nature. Like a moment to soak it all in and embrace the true beauty that so much people fail to see. Now I live in the moment instead of worrying what the future brings. This ordeal has brought me a lot more near to God. In my prayers I learned that God needed him and that my father had fulfilled his purpose. I know it sound cliche but it is the truth and no one can tell me differently. Instead of resorting to drug I turned to God and he helped me through the pain. In a way God has taken the role of a fatherly figure and I am grateful. I go to church more often and I feel more alive and refreshed. This trial has shown me the love that God has to offer and how he will take care of you when your love ones are gone. God has become an important factor in my life after my dad died. My determination is at the highest point it could be. I have this motivation to strive to become the best I can. I do these things to make my father proud and to honor his legacy. To be honest, if my father was alive today I wouldn’t have fathom the idea of taking Advanced Placement courses. I would have relied on my dad to do everything for me including finding and paying for my college. Now I can proudly say that with this newfound determination I can succeed on my own. For once in my life I am actually studying and pushing myself to the limit on how much I can learn and retain. I was able to turn such a negative situation into a positive by using it to fuel my dreams. When all was finished this traumatic event created a feeling of togetherness. Our family became tighter and closer together. Now we set up family nights where it would either be Mexican night meaning we make Mexican dishes or game night where we battle it out on the Wii. On certain Saturday’s we all would go out to any restaurant mostly Chili’s and sit-down and talk about how our week was. In a sense we come together and evaluate our week and sometimes we even reminisce about him. It is better to remember the good times than to remember what happened that cold December night. His death brought our family together and taught individual to enjoy the times we have left on Earth because you never know when it is your time. The experience I gained was how to be confident in everything I do. I learned how to be strong in times of great distress. I now have the utmost respect for every living thing. Also, his death allowed me to see how important life is and how we must make the most of it. You always live like it is you last day and always be willing to aid those in need. My father passing away gave me lesson that I hope to pass onto my children. Seeing my father go would have to be the hardest thing that I ever had to overcome. Thanks to God I am standing here stronger than ever. Instead of using this as an excuse I am using this as fuel to empower me. This situation has impacted me physical and mental but I won’t ever let it hold me down. In my heart I know that my father will never accept less so I will aim for the highest peak and ride it out to the end. Challenging Obstacle Well the most challenging obstacle that I had to overcome was the death of my father. My life was turned upside down when it all happened. It greatly impacted me on a physical and mental level. Luckily this challenge taught me to cherish life. It even brought me closer to God and to understand that he has a plan for all of us. It pushed me to become more determined and motivated in any activity I partake in. Our family is much closer now then we were before. His death opened my eyes and my mind to accept the idea that you must live life to the fullest. Not only did it teach me to live life but it showed me how to be confident, strong, respectable to everyone and everything, and how to appreciate the little things in life. This would definitely be the hardest obstacle that I ever had to face in my life. Ever since that faithful day my views on life have changed dramatically. Now I have become more an optimistic individual. Yes, I am more optimistic because now I see the true beauty of the world that I always overlooked. When I see pictures of nature it releases a feeling of sanctity or even solace. I don’t take life for granted anymore, now I strongly believe that every life is precious even the pesky bugs. His leaving revealed that instead of rushing life I should stop every once in a while and take a gander at nature. Like a moment to soak it all in and embrace the true beauty that so much people fail to see. Now I live in the moment instead of worrying what the future brings. This ordeal has brought me a lot more near to God. In my prayers I learned that God needed him and that my father had fulfilled his purpose. I know it sound cliche but it is the truth and no one can tell me differently. Instead of resorting to drug I turned to God and he helped me through the pain. In a way God has taken the role of a fatherly figure and I am grateful. I go to church more often and I feel more alive and refreshed. This trial has shown me the love that God has to offer and how he will take care of you when your love ones are gone. God has become an important factor in my life after my dad died. My determination is at the highest point it could be. I have this motivation to strive to become the best I can. I do these things to make my father proud and to honor his legacy. To be honest, if my father was alive today I wouldn’t have fathom the idea of taking Advanced Placement courses. I would have relied on my dad to do everything for me including finding and paying for my college. Now I can proudly say that with this newfound determination I can succeed on my own. For once in my life I am actually studying and pushing myself to the limit on how much I can learn and retain. I was able to turn such a negative situation into a positive by using it to fuel my dreams. When all was finished this traumatic event created a feeling of togetherness. Our family became tighter and closer together. Now we set up family nights where it would either be Mexican night meaning we make Mexican dishes or game night where we battle it out on the Wii. On certain Saturday’s we all would go out to any restaurant mostly Chili’s and sit-down and talk about how our week was. In a sense we come together and evaluate our week and sometimes we even reminisce about him. It is better to remember the good times than to remember what happened that cold December night. His death brought our family together and taught individual to enjoy the times we have left on Earth because you never know when it is your time. The experience I gained was how to be confident in everything I do. I learned how to be strong in times of great distress. I now have the utmost respect for every living thing. Also, his death allowed me to see how important life is and how we must make the most of it. You always live like it is you last day and always be willing to aid those in need. My father passing away gave me lesson that I hope to pass onto my children. Seeing my father go would have to be the hardest thing that I ever had to overcome. Thanks to God I am standing here stronger than ever. Instead of using this as an excuse I am using this as fuel to empower me. This situation has impacted me physical and mental but I won’t ever let it hold me down. In my heart I know that my father will never accept less so I will aim for the highest peak and ride it out to the end.

Personal time management Essay Example | Topics and Well Written Essays - 750 words

Personal time management - Essay Example Apart from being a mother, I am a full time professional as well. I am undertaking online classes within the nursing informatics class for the BSN degree. Handling all these affairs is indeed a difficult task but I have to be on my toes at all times. This is in line with my understanding that I am also a mother who has to look after her family and thus be available to the kids and home on a consistent basis. My life does not know any shortcuts or alternatives coming to its fore. I have to be present when the going gets tough, and this happens to me on a constant basis. What is even more significant is the fact that my work tasks are handled on a regular basis, and there are no time delays as such. I have to give top priority to my family because they remain quintessential to me all said and done. I am of the view that time management is not that big of an issue as it is made of. This is because time management comes about when there are concerted efforts to get things right and that too within such a scenario where there is immense understanding of the regular routines that happen, and thus happen without any rhyme and reason. If we can do away with such nuances, it would be correct to state that the time management issue would not even crop up in the first place. I am sure that time management issues hurt those individuals who are not punctual, in fact who do not want to be on time at all. The people who make an effort to be on time and thus complete their chores in accordance usually remain successful with not only managing this issue but also the other pertinent ones that mar their lives every now and then (Warhurst, 2007). As a mother of five kids, I am optimistic that time management is not that big of an issue and could be resolved if there are proper efforts put in pl ace by the people who want to have it under their grasps. However, all that has been said by our forefathers in relation with

Business Ethics Essay Example | Topics and Well Written Essays - 2000 words - 9

Business Ethics - Essay Example Strict regulation of the labour industry in the USA and other developed countries means companies will have to incur increased cost of production. Therefore, developing countries in regions such as Asia has provided the necessary conditions for businesses to increase their production capacity while reducing cost of production. This has also provided global corporations with an avenue where they enjoy markets in developed countries but avoid the stringent rules and regulations in home countries. While corporations have succeeded in the cost of labour, there has been significant media spotlight on the operations of factories contracted to provide various services with evidence indicating widespread irregularities in labour practices. This report will focus on sweatshop scandal involving Nike in discussion of impropriety in overseas factories while also examining the situation from different stakeholders’ point of view. The ethical problem in this situation is also highlighted based on the argument that Nike concentrated on making profits while neglecting what was right for the workers in the factories. Suggestions are also presented on why attempts to remedy the situation were not effective while also noting how Nike should have reacted to the scandal. The sweatshop scandal involving Nike involves perceived wrongdoings in the organization’s labour practices for a period between 1991 and 2005. The scandal went public tarnishing Nike’s image build on offering high quality products in the sportswear and apparel industry. As an organization that aims to be the best in the industry, Nike’s strategy involves outsourcing various functions and manufacturing capabilities in order to reduce cost and focus on effective marketing strategy for organizational products (Vogel, 2006). Therefore, their outsourcing strategy led to the sweatshop scandal as a number of contractors in