Negative Impacts of Large Salaries of Professional Athletes Essay

Negative Impacts of Large Salaries of Professional Athletes - Essay Example The large salary paid to athletes has been a controversial issue since time immemorial. Olympic gold winners such as Usain Bolt and Mike Tyson have topped the table of some of the highest paid athletes in the histories of their respective sports. Athletes make as much as thirty million dollars in a single sports event while a professional doctor in the united states may earn an average salary of slightly over $500,000 a year. The disparity is large a feature that makes athletes live a particular type of life that has consequently defamed both themselves and their respective sports. Among the living examples of poor management of the large salaries, including the life of the professional boxer Mike Tyson and several other athletes in Africa who have lived recklessly thereby losing either their lives or limbs thereby missing the sports (Mottram, 2005). Among the reasons that lead to a poor reputation, the large salaries have earned to both the sports and the athletes include the motivation arising from the large salaries. The athletes have therefore resorted to doing anything possible to win the medals in order to earn the large salaries. As explained earlier, the large salaries are often both a motivation and a reward for the strenuous exercises the athletes undergo during their sports. However, the fame and the millions of dollars have affected the lives of the athletes negatively thereby tarnishing the reputation of the sports. Doping, for example, is a contentious issue in athletes with the sports organizers calling back and banning many athletes who have won their trophies unscrupulously (Santo & Mildner, 2010).

Approach to Care Essay Example | Topics and Well Written Essays - 1250 words

Approach to Care - Essay Example Cancer patients need integrated care through the involvement of a multidisciplinary team due to its complexity. This involves having specialists coming together. Each one of them observes the patient individually; they then compare the results and medical history to be able to come up with the medical plan and the recommendations collectively. It is therefore recommended to choose a care center offering multidisciplinary care to be able to get a comprehensive and convenient care to cancer. The care given should be holistic to be able to attend to the emotional but also social needs of the patient. Individualized, whole-patient care According to Gotay, Lipscomb & Snyder (2006), this mode of treatment should be varied according to age, stage of cancer, preferences, and emotional issues of the patient. It extends to taking care of the social, spiritual and cultural preferences and norms of the patient. Inclusive care Inclusive care entails consulting the patients and including them in t he decision-making process. The patients regardless of class and financial strength need to be given equal treatment. The treatment plan should be based on agreement and recommendations arrived at to ensure that whatever treatment they are given is their choice. Respect According to Gotay, Lipscomb & Snyder (2006), the patients and caregivers need to be treated with care and respect. They should also be allowed to participate actively in decision-making. Patients and caregivers should be encouraged to engage actively in the whole process. Communication Communication is one of the most important aspects in any organization. Cancer being a very sensitive thing, the doctors needs to be bold, upfront, honest and straightforward with the patient, regarding their progress and status. Describe the Diagnosis and Staging of Cancer According to Gotay, Lipscomb & Snyder (2006), the stages in the progression of cancer have been evolving over time, so are the staging systems. This is because the scientists are ever studying and conducting research on the same. Some stages cover all types of cancers, while some are more specific. These are the common factors and signs to look out for at the time of diagnosis: The site of the primary tumor The number of the tumors that the patient has, consideration is also given to the size of the tumor(s) The concerned or infected lymph nodes together with the rate at which the cancer cells are invading into the lymph nodes The cell type, together with the progression and the stage of the tumor. This is how closely the cancer cell is of resemblance with the normal cells What is the TNM system? According to Gotay, Lipscomb & Snyder (2006), the TNM system focuses on the extent of the tumor (T), the progress of the spread to the lymph nodes (N), and the availability of distant metastasis (M). Each letter is added a number as an indication of the size and the extent of the primary tumor as well as the degree to which the cancerous cells have s pread. For example, T0, T1, T2, T3, T4 show the size or the extent of the tumor. TX demonstrates the impossibility of evaluating or showing the primary tumor while Tis shows that the adjacent tissues have not been invaded by the abnormal cells; although yet cancer. The lymph nodes, N0, N1, N2, and N3 show that the regional lymph nodes are involved, (the precise number of lymph nodes and/or degree of spread, and NX shows that regional lymph no

Human Trafficking of Young Women to be sold in Prostitution Essay Example for Free

Human Trafficking of Young Women to be sold in Prostitution Essay Before going into details, it seemed important to define what human trafficking is. Human trafficking regardless of its type is a criminal offense. The UN Convention against transnational crime define human trafficking as â€Å"the recruitment, transportation, transfer, harboring or receipt of a persons, by means of the threat or use of force or other forms of coercion, of abduction, of fraud, of deception, of the use of power, or of a position of vulnerability or of the giving or receiving of payments or benefits to achieve the consent of a person having control over another person, for the purpose of exploitation† (UN Resolution 25, 2001, cited by Vandermey, Meyer, Rys, and Sebranek 2009, p. 246). Under Trafficking Victims Protection Reauthorization Act, the US Department of Justice and the Federal Bureau of Investigation (FBI) are working hard not only to make sure the laws are put into practice, but also to contain this problem (Hart 2009, p. 43). The most severe forms of human trafficking have been defined in U. S. law as sex trafficking in which â€Å"a commercial sex act is induced by force, fraud, or coercion, or in which the person induced to perform such act has not attained eighteen years of age†¦Ã¢â‚¬  (Troubnikoff 2003, p. 3). In order to perpetrate this crime, it needs at least twelve to fifteen people who will be actors. These include an agency manager, office staffs (at least three), recruiters (at least two), a coordinator, drivers, safe house, document vendors, corrupt public officials, operator, cook, and at least six armed men who will take charge of the â€Å"recruits. † It also needs an office space, office equipments, and a safe house. This crime model further needs mobile communication equipments, tainted cars, and high powered guns, and contacts with other transnational crime syndicates are essential in this operation that will facilitate the deployment of women to their prospective clients. Where and how this crime model operates? This type of crime operates in countries where many people are poor and are longing to escape from the grinding poverty. Among their base of operation are the third world countries in Asia, the former Soviet republics especially Russia and Africa. They can easily prey on young women through their promise of dollar earnings plus other benefits that are not available in their country. This crime model operates on two fronts: by fronting a fake man power agency which lured young women into prostitution under a false pretenses of high paying jobs as waitresses, dancers, models, and au pairs abroad, and by kidnapping beautiful young women. The ‘hired’ and kidnapped women will then be required to stay in the safe house where they will be strictly guarded on a twenty four hour basis. The role each actor played On the democratic front, the roles each actor played in this crime model are crucial and communication with clients as well as secrecy is of utmost importance. The roles played by the recruiters, coordinators, the armed men, and the agency manager are the most crucial as they are the ones that are most exposed to their victims. They would be the one that will be subject of the victims’ families rage if their crimes are divulged as well as the object of police manhunt. Thus, they would need to create fictitious names, addresses, and pertinent information. Like in ordinary manpower agencies, the manager confirms the applicants’ application and provides assurance to their â€Å"client† as well as direction of the entire operation. The recruiters are responsible for recruitment and hiring of women. But they need to be very careful because of the government drive to contain the problem of human trafficking. Indeed, they need to use all their convincing power that they offer real job. The agency manager is also the head of the entire operation and is responsible to make their operation smooth and successful. The role played by the coordinator is also important. He is the one that has contact with the clients. In other words, he holds key position and is in contacts â€Å"in some segments† of the operation, and â€Å"organize their services (Zhang 2007, p. 97). Zhang pointed out that the coordinator is central to human trafficking operation though they have â€Å"nothing more than the right connection for to acquire the necessary services for a fee† (p. 97). Drivers, cook, and safe house operators are also important actors towards the deployment of women. Under the law all these actors are equally liable for the crime. But the operation of this crime will not be successful at all without the connivance of a corrupt public official. Corrupt government officials who hold vital responsibility towards the review and issuance of travel documents makes the operation highly successful. The document vendors provide real or false document needed for the deployment. But on the autocratic front, the most critical role played by the actors is that of the armed men who must insure that no one could get away or escape. It is critical because if any of the victims escape, the full force of the law will surely hunt them, as well as those behind them. These men therefore need to be heartless, ruthless, and hardened criminals who would not hesitate to shot or kill anyone would attempt to escape. The Blue print of deceit Ciment and Shanty (2008) asserted that there are various schemes of deceits human traffickers employed to collect and traffic women for prostitution. Among these methods is deception, the recruitment of prostitutes, purchase or rent from relatives, boyfriends, and friends, Kidnapping, and as payment of debt (p. 220). This crime model is a rich source of illegal money as according to estimates, a single individual or a group involved in trafficking women and children for commercial sex â€Å"can make about US$122,000 from one woman in a year† Ciment, J. D. and Shanty, F. G. 008, p. 221) or an estimated 12 billion dollars annually. Deceptions of women are usually done through the form of either false promise of employment or false promise of marriage, or in some cases, a false promise of education. False marriages and mail order brides are used a means of deception to bring women for overseas prostitution. But all these promises are broken once the women are in the hands of the traffickers. They are then turned over to the safe house operators who insure maximum security with the help of armed men assigned to secure any possibility of escape. Recruitment of prostitutes also involved deception as despite these women knew what type of job awaits them. Ciment and Shanty noted that what they are not aware of is â€Å"the degree of exploitation to which they will be subjected (p. 220). The danger for this operation however is that when the supposed victims verify the identity of employment agency with proper government authorities regarding the legality of such employment agency, or the truth about the offered job with embassy of the particular country where the jobs are supposedly available. The same with the mail order bride, there is a need to verify the information of the man to be marrying with the embassy of the country where that man lives. If this is the case, there is a tendency that the whole operation will be disrupted as when formal complaints is made with government authorities regarding the discovery, the whole operation might be disrupted This operation therefore requires careful planning especially with regards to hiring, keeping and deploying women. One particular problem for them is that the families of these women are keen on the developments regarding their daughter’s longing to work abroad. In other words, they might be sensitive to anything that might be suspicious relating to working abroad. With various laws that apply to this crime such as kidnapping, illegal detention, illegal recruitment, exploitation of women and children and anti-human trafficking laws, they can easily be rapt by the authorities. That is, the families and friends of the victims can report to the authorities what ever they perceived as irregularity on the processes, the very time their daughter left their home as they are supposedly in touched with her, all through out the entire processes. In other words any thing that would create suspicion would mean risk for this business; risk in the sense that these families and friends might report to the police the disappearance of their daughters. Thus, they need to carefully lay out plans for deceitful their schemes. They might even involved in civic duties and social functions, befriend people in high places, and to even to the point of disguising as philanthropist in order to project an image that will unlikely to be suspected of crime involvement, and be generous to the families of the victims during the initial stages of the hiring. The actors in this crime model therefore appear harmless, genuinely concern, and would hardly be suspected of any crime involvement. Outwardly, they are not dangerous, dignified, and innocent but inside; they are ruthless, cruel and hardened criminals. The actors of this crime group however will use its entire means to control these women once they have gotten in their hands these women. They will confiscate all communication devices such as cell phones and devices, as well as passports and other travel documents to ensure no one will dare of escape. In order to appease the families of the ‘hired victims’ the agency might provide cash incentives or advance payment to which after everything has been facilitated particularly the deployment of women to their prospective clients, the office will banish in the thin air to transfer to a new location with a new name, new address, new schemes, but the same people, the same processes, and the same modos operande. Upon hiring of women, they need to provide assurance that everything is fine to avoid any suspicion. However, when this democratic approach proved ineffective, they will use violence to silence the families of the victims. Beeks and Amir (2006) cited that once a woman is in trafficker’s hands, the latter uses any and all means to control her: violence, including sexual assault, threats to the victim’s and her family’s lives, drugs, and threat to turn the woman over to unsympathetic authorities (p. 68). Beeks and Amid stated, â€Å"many women refuse to cooperate with the authorities because there was little or no protection, and they faced deportation, and threats against their families if they cooperate with foreign law enforcement† (p. 68). The extent of this crime model Trafficking of women for prostitution is the worst of all the types of human trafficking. According to Ciment and Shanty, there are an estimated 800,000 to 900,000 individuals that trafficked each year to which the majority come from Southeast Asia, particularly Myanmar, India, Thailand, and Cambodia. The former Soviet Union is now seen to be growing source of trafficking for prostitution and the sex industry (p. 195). The extent of human trafficking is not only confined in Asian countries and the former Soviet Union. Nicola (2009) noted that trafficking in human beings for sexual exploitation, â€Å"has involved all the European Union and more in general Western European countries in the past twenty years (p. 3). The extent of human trafficking for prostitution apparently is global because the demand for commercial sex is global. There are no doubts that about the global extent of trafficking in women for prostitution as according to Jeffereys (1997) prostitution has been â€Å"industrialized internationally† (p. 307). Jeffreys pointed out that prostitution is a result of the increasing â€Å"internationalization of the world economy, in which local communities in the third world become an integral part of the industrialized countries† (p. 308). Jeffreys explained that as a consequence of the lost traditional resources, such as land, paid labor or other means of income were felt greatly by women and girls who have to take care of children and family because of tradition or the disappearance of male support (p. 308). Jeffreys asserts, â€Å"Military prostitution and sex tourism have increased the global demand for prostitution† (p. 309).

Analysis of Marks and Spencer Plc

Analysis of Marks and Spencer Plc Marks and Spencer (MS) is one of Britains oldest and best known retailers of clothing, foods, home ware. MS employ more than 60,000 people worldwide, operate more than 450 stores in 30 countries, and serve tens of millions of customers every week. The company was first established by Michael Marks and Tom Spencer. Marks had immigrated to England in 1882 after fleeing anti-Semitic persecution in Russian Poland. Here he began to eke out a living selling goods on a stall in Leeds town market. Due to his lack of English he made a sign to go on his stall that read Dont ask the price, its a penny. His stall was so successful that by 1890 he had stalls in five cities across the country. Tom Spencer, joined Marks, in 1894. This partnership signified the advent of MS as we know it today. By the turn of the century the company had expanded to 36 branches nationwide. Following the deaths of Marks and Spencer, the running of the company fell into the hands of Marks 28-year-old son Simon. It was he that led MS to break with time-honoured British retailing traditionby eliminating wholesalers and establishing direct links with manufacturers. The company continued to grow and in 1926 it became a PLC. Two years later it launched its now famous St Michael brand and in 1931 in a drive to concentrate on goods that had rapid turnover it introduced food departments into stores. During World War II approximately half of the companys stores were damaged or destroyed in air raids. However the business rebuilt and in 1964 Simon Marks handed over the running of it to his brother-in-law Israel Sieff. In the subsequent decade MS began to expand abroad in North America and later Europe. Sieffs son, Marcus Sieff became chairman in 1972. He was replaced by Derek Rayner 12 years later. Rayner became the first chairman to be hired from outside the Marks family. During Rayners tenure as chairman MS expanded into financial services by launching their own charge card. Rayner retired in 1991 and CEO Richard Greenbury took charge. In the 1990s MS began to rapidly expand across Europe and into Asia, opening stores in Germany, Hong Kong, Hungary and Spain. In 1999 following growing criticism of Greenburys failure to expand the business fast enough and embrace new ideas he was succeeded by, Peter Salsbury. In that same year continued poor sales led Marks and Spencer to cut 700 jobs, close its 38 stores in Canada and part company with its clothing supplier of 30 years, William Baird. Following this continued poor performance the company, was subject to an unsuccessful takeover bid by Phillip Green of the Arcadia group. In response to this MS appointed Belgian Luc Vandevelde as CEO. The following spring MS announced a recovery plan to rescue the struggling chain, which involved selling off the majority of its global operations. Consequently, unhappy with the companys direction and its departure from older values, Marks and Spencer board members Sir David Sieff (the last remaining founder member), Sir Ralph Robins and Sir Michael Perry left the board in July 2001. Within a year and a half of Vandeveldes appointment profits began rising, but although at the time Vandevelde was credited with a revival, it proved to be short-lived, because by 2004 sales had fallen again and the brand had lost some of its credibility. In light of this it was felt drastic changes were needed and in May 2004 Stuart Rose, formerly head of Arcadia, was named CEO. Since his appointment Rose has instituted change programmes within the organisation and given it new strategic direction. The effects of these changes are already beginning to be seen and MS is showing clear signs of recovery. However it is too early to say whether this improvement is sustainable. MS was set up and run by a family for a long part of its history, its values and culture derived from that. For many years it was viewed as being very patriarchal and inward looking. The perception people had of the company up until the 1980s was of quality, affordability and reliability, embodied in the St Michael brand. During this time leadership of the business was very strong but inward focused. However, recent changes in the market place have presented a great challenge to the company which it is still addressing. PERCEPTION According to Huczynski and Buchanan it is our perception of reality that shapes and directs our behaviour, not some objective understanding of it. Marks and Spencers corporate objectives are incorporated in its mission statement. This outlines what the business is and what it should be. Mission statements set out in writing what the firm wants to achieve and often include information on the values of the business. MS outlines its core business as clothing and Food. Its financial objectives is to deliver shareholder value in terms of increase returns, but also in terms of increase sales and market share in retailing. It beliefs and values are outlined as Our customers continue to see Marks Spencer as the place to shop for special food, produced to exacting standards. MS also sees its workforce as an important part of its plan and also considers modernising its stores as a key corporate objective. Vision: The standard against which all others are measured Mission: Making aspirational quality accessible to all Values: Quality, value, service, innovation and trust MS also outlines its corporate social responsibility in its mission statement and considers the needs of other stakeholders too. Customer Perception Once established, from the customers point of view, MS was considered the epitome of quality, affordability and reliability which reached its apogee in the 50s and 60s when customers used to scramble to acquire MSs reproductions of catwalk fashion. MSs clothes lines became so popular that in the 50s limits were set on production as everyone wanted the affordable stylish Paris inspired 1950s glamour. This perception changed during the 90s. As ever increasing choice was available on the high street and a growing number of competitors emerged as rivals in MSs core markets. Retailers such as Top Shop, Warehouse and Gap offered more fashionable designs and labels, whereas others such as Next and Debenhams offered better value. Even food chains such as Tesco, Waitrose and Sainsburys began to encroach on MSs market share in the prepared food markets. In light of this people began to view the company as out-dated and old fashioned. This negative perception of the company is just now beginnin g to be counteracted for reasons which I will detail later in discussing leadership. Employee Perception From the stand point of employees MS was viewed as an employer of choice in the mid-20th century. People felt secure in their employment and viewed a career in MS as highly desirable. In the post-war period the company imposed a more explicit human relations policy. As Marcus Sieff, the incumbent chairman at the time, put it the chief executive has a duty to treat his employees as he would like to be treated himself, to do as he would be done by. This image was reinforced by the way MS treated its staff, stores were furnished with good staff canteens, rest rooms, medical and dental care, hairdressers, chiropodists, clean toilets and good training facilities. By the 1980s and 90s it had stopped being viewed as a viable career path and became characterised as dead-end job. This was reflected in the pay, management and promotional structures in place at the time. This is something subsequent CEOs have had to address. The Market A companys branding and marketing strategies are important tools in shaping the perception of it in the marketplace. Here, MS has never conformed to the norm s and actually created a virtue out of not advertising. Instead, MS relied until the 90s on word-of-mouth to promote the companys brand and image. This strategy is very cost-effective and renowned for being extremely powerful in influencing customer behaviour. As a recent study shows word-of-mouth is now the number one most-trusted source of product information on a global scale, with advertising a distant second. Seventy per cent of consumers across the globe trust friends, family, or other people first when searching for information or ideas on products to buy. MSs decision not to enter into mainstream advertising has reinforced its image of being a household name so famous, that like Rolls Royce it did not need to advertise since the quality of its goods and services were undisputed. The St Michaels brand was also very powerful with its connotations of religion which brings to mind values such as honesty, loyalty and devotion. Therefore a big departure came for MS around the turn of the century when they decided to launch one of the biggest advertising campaigns in retail with the slogan Your MS, embodied by well known models and celebrities from different ages such as Twiggy, Jodie Kidd, Shirley Bassey. This has been hugely successful and has the effect of putting the company firmly back in the hands of the public, giving them a sense of ownership and a stake in its success. CULTURE This is the set of beliefs and attitudes of both employees and management that helps to influence decision making and behaviour with in the organisation. The simple way of explaining culture is the way the things are done in a business. According to Huczynski and Buchanan an organizations culture focuses on the values, beliefs and meanings used by its members to grasp how its uniqueness originates, evolves and operates. Edgar Schein makes the distinction between three levels of culture within an organisation distinguished by their visibility to and accessibility by individuals, surface manifestations of culture, organisational values and basic assumptions. Organisational culture and values: The views of the original founder as modified by the companys current senior management In the case of MS we can see that the original culture derived from the founders and the founders family. In a sense you can say that they were family values, with an overtone of religion, let us not forget that St Michael is the champion of the Jews and that Michael Marks was a Jew. Culture in the early days was based on quick turnover, honesty, hard work and no frills attached. These values evolved into the companys culture which became paternalistic, an approach is commonly associated with family run businesses. The repercussions of this culture are such that if you are not in the family you cannot rise to the top. This has an effect all the way through the company right down to the employees on the shop floor. From the mid-19th century family organisations had the strongest sense of culture, one based on loyalty, paternalism and community. However in the 1960s, post war restructuring concentrated on capital mobility, acquisitions and mergers. The old forms of identification tended to break down and anyone who spoke of solidarity or loyalty was seen as archaic. With rapid organisational growth it became very difficult for firms to maintain the family touch. So by the turn of the 21st century Marks and Spencer had become vulnerable to hostile takeovers with its ever falling share prices and low profit margins. The inward looking culture of the company and the absence of strong leadership were blamed for its poor performance. Stuart Roses vision after he was given the position of CEO was to revert back to old values and simplify a culture which had become too confused and confusing. The type of culture of Marks and Spencer is a customer driven culture. Customer driven culture is where every where in the business makes a real effort to improve customer service, market research, employing right people, and training. The business is trying to up date the technology e- commerce. It also has a positive culture where staff and workers communicate well. They also regard change as opportunity than not a treat. I also found they are dynamic, this where a business is always looking to change the way they work. Always looking for new ideas. The way I have noticed this is by changing the displays to make it appeal more to customers. LEADERSHIP According to Huczynski and Buchanan leadership is the process of influencing the activities of an organized group in its efforts toward goal-setting and goal achievement. They go on to mention that leadership appears to be a critical determinant of organizational effectiveness. It is useful to distinguish between leadership and management. These two concepts are sometimes seen as synonymous as leadership is seen as one component of the management role. However, other commentators on the subject make clear distinctions between the two. Leaders are portrayed as someone who develops drives new initiatives, [whereas] managers achieve stability. Warren Bennis and Burt Nanus make the point that managers do things right, while leaders do the right thing. Due to the complex nature of this topic a great effort has been made to distinguish the qualities that make a successful leader. This line of research has been greatly influenced by the great man theory. This argued that leaders reach positions of influence from which they dominate and direct the lives of others by force of personality. In MSs history, men such as, Sir Marcus Sieff could be seen to fall into the great man category. Leadership in the early years was very much in the hands of the family and based on traditional family values. It was strong but essentially inward looking. By the late 90s when MS was in trouble there was a need for a change of leadership. Nowadays a more distributive form of leadership is required. One which creates a vision of a possible future that allows [the leader] and others to see more clearly the steps to take, building on personal capacities and strengths. Examples of these types of leader would be Luc Vandevelde and Stuart Rose. Under Vandeveldes leadership a recovery plan was put in place based on getting the company closer to its customers and returning the company to its core strengths. Recovery was based around focusing on the UK, selling only their own brand and retaking command of their supply chain. His vision was to return Marks and Spencers to its reputation for quality, value, service and innovation. Once articulated, the vision is shared through events designed to disseminate it. Thus we have Vandeveldes address to the shareholders and Stuart Roses mass motivational training for all of staff. They use catch phrases to describe and share what is already happening and to encourage others .In the advertising campaign Your MS Rose is embodying the key values and beliefs on which the newly revived MS is based. In differentiating the customer base and appealing to different sectors through sub-branding such as Per Una by Sir George Davis for the younger customer and Limited Edition for the more style conscious older customer, whilst maintaining the offering of high quality standard basics to everyone MS is becoming more competitive with other high street retailers. Also the advent of the Simply Food stores accentuates one of MSs traditional and continuing strengths- its food offerings. Management styles and culture The management style is the pattern of behaviour that he or she shows in carry out a management role over a period of time the most common management styles, are as follows: Autocratic Consultative Democratic Autocratic Autocratic management style is one where the manager is used to giving instructions like telling people what to do rather than asking them for their options. The manager is the only person contributing to the decision- making process. This style of management is more typical of UK management between 1970s and 1980s, although you are sure to find it today. A number of managers who started up with this approach find it difficult or impossible to change their ways. They are used to holding on power and do not understand how the process of empowerment might work. The result of this style is that members of the group often dissatisfied with the leader. This results in little cohesion, the need for high levels of supervision, and poor levels of motivation amongst employees. Consultative Consultative managers are ones who seek to consult other people before making a decision. Alternatively, they will seek to consult people before implementing a decision. This type of manager wants to draw on more sources of opinion him or herself. The consultative manager will have listening skills and also the ability to create the right sorts of channels to consult other people. In an organisation with a culture of consultation, there will be a series of mechanisms (e.g. newsletters, team briefing, suggestions boxes, etc.) that make it possible to get the feel of the concerns of other people involved in the decision- making, as well as to draw on their expertise. Democratic This is a third type of management style is the democratic one, which involves empowerment. This gives individuals and team responsibility to make decisions, usually within the framework. The team is then held responsible for the decisions that it chooses to make. The manager with this style will feel comfortable allow others to make decisions. The democratic manager will also have to have a good overall understanding of decisions being made, and will want regular feed back on results. However, they will be confidants that empower individuals and teams will use the responsibility given to them wisely. The management style of Marks and Spencer is consultative so this would mean, that leader consults with other before decision is made. There will be a group influence in the final decision; even through it is made by the leader. For example the marketing department, about weather to launch a new range of products may consider first than rushing straight into launching the products. The decisions are all taken in to account. The business of Marks and Spencer sometimes might use a mixture of Management Styles for example Marks and Spencer is consultative, the business might also be using democratic management style. Laissez-faire- This is where people are allowed to do what they feel correct, this is usually associated with medium status (e.g. Managing director Marketing Director) probably because they are experts in their field so they know what their doing. Marks and Spencer have a variety of management styles they often give a choice to the management but it depends upon where they are on the hierarchical scale. Those higher on the scale are autocratic and tell staff what to do, from the production line to the logistical designers. Those managers without managers below them are the ones which have to use an autocratic style because those below them have no knowledge on the field, while those around the middle are permitted to adopt a laissez-faire attitude to management, they are high enough in the company and have enough knowledge to use the style properly and to its maximum potential but the shareholders always have a eye on what there doing with any big decisions having a democratic vote on the item.

Circuit Training :: essays research papers

From reducing risk of heart attack to simply providing more energy, weight training plays an important role in one’s life. One very popular method of weight training is to increase mobility and build strength and stamina. This method is known as circuit training. Circuit training has been around for decades and offers a wide variety of applications and benefits. This workout is performed both mentally and physically. The weight training participant performs one set of an exercise then immediately performs a set of another exercise in succession without rest; one right after another. Exercise can be sequenced in a variety of combinations, which isolate single muscles, a group of muscles, or total body training. Since muscles can only contract for long periods of time when sufficient amounts of oxygen are available, mental focus during circuit training is directed towards the heart and lungs, as opposed just the muscles during conventional training. The cardiovascular and respiratory systems feed our working muscles with oxygen filled blood that is eventually fueled by body fat. During conventional training the focus isn’t on the heart and lungs because the cardio/respiratory system rests between exercises, allowing the ATP to LA cycle to be the energy supplier. (This cycle must be depleted in order for the body to burn fat). By performing circuit training, you don’t give your heart or lungs a chance to relax, which keeps the ATP to LA cycle depleted. In addition to increasing heart and lung conditioning, enhancing your ability to use oxygen, ad burning fat, impressive muscular shape and strength gains will result from doing any circuit-training workout. Research studies consistently show that leans body mass increases with a course of circuit training. A 1-3.2 kg gain in lean body mass can be expected with a consequent decrease in relative fat mass of 1-3%, total weight remaining unchanged. This is a major benefit of circuit training, especially for those who want to get in shape and tone up their muscles. With traditional aerobic training, a decrease in relative fat mass has led to a decrease in total weight with little change in lean body mass. The resistance work involved in the circuits encourages muscle-mass

Comparing Half Caste and Search for my Tongue Essay examples -- John A

Comparing Half Caste and Search for my Tongue Culture. It’s a very complicated term, with many different interpretations, but what does it actually mean? In this essay I will compare two poems from completely different cultures to see if we get any comparisons, the poems I have chosen to write about are Half-Caste by John Agard and Search for my Tongue by Sujata Bhatt, I have chosen these because I feel they raise some very significant points. But back to the question mentioned earlier, what is culture? Everyone has a different view on culture, but to me it is a huge influence on our everyday lives, many different issues contribute to the term ‘Culture’ from the way we dress, to our beliefs, attributes, how we live, and even what we eat. It affects us all differently depending on how we understand it, for example, if we were to believe that culture was just a religious matter we would only be affected by what that religion tells us, whereas if we were to believe that culture was a whole way of life we would be affected in a completely different way. Culture is important to us all, regardless of how we feel about it, it gives us a guide to our lives and shows us some boundaries; it can also give us advice and help us to be a better person. The word ‘different’ can be used in two contexts; we can say it both complimentarily and offensively, my understanding of this is that some people are afraid of what’s different and therefore have to make comments to feel safe. But when we say ‘different’ cultures we are referring to the way other people live, and if we are afraid of this we must all seriously reconsider ourselves. As I have already mentioned one of the poems I will be studying is Half-Caste by John ... ... the end of the poem though she seems to have won the fight. In conclusion, everyone looks upon culture differently; there are those who take it seriously and those that don’t. But whether or not we like it we are all part of a culture and should therefore respect other’s. Of course culture can be seen as something to fight with, there are so many people in the world with different views it would be surprising if it wasn’t! In my opinion both authors use language as something to fight with and against in their own unique ways. Both of these poems use some sort of violence to get a message across, this to me is a type of fighting, so the answer to my question is ‘YES’ we could see culture as something to fight with or against because of the language both poems use, for instance the taunting that John Agard uses and the metaphors that Sujata Bhatt uses.

Waste defined as unwanted matter

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