Ethical Theories, Principles, and Concepts Assignment

Moral Theories, Principles, and Concepts - Assignment Example Clinical staff may stop from helping patients in case of event of a catastrophe inspired by a paranoid fear of indictment (Fremgen, 2009). The law gives a standard measure to an individual’s activity and rebuffs criminals. Whatever is deserving of law is corrupt and unscrupulous. In any case, the law licenses activities, for example, control and lying, which is ethically hostile. The law set to manage clinical consideration targets keeping up exclusive requirements of profound quality, which may not think about the foreseen great. Clinical law and guidelines take into account self-sufficiency, which now and again may settle on one settle on ignorant choice on a specific treatment method that could thusly influence the life of the patient and now and again prompting death toll. Some clinical practices are supported in clinical procedureâ but are unscrupulous and untrustworthy. In this way, the laws and guidelines are a test other than an answer for the issue (Garrett, Baillie, and Garrett, 2010). The act of medication requires an appropriate comprehension of the moral methods of reasoning and standards. The principals that shield it incorporate among others the regard for independence. Self-rule furnishes the patient with the option to take very much educated autonomous decision without impact, and clinical experts ought to comply with the patient’s choices. The standard accommodates non-wrathfulness where the Hippocratic Oath applies (Fremgen, 2009). The specialist can just treat the patient as indicated by what the individual knows best and abstain from harming the patient. The standard supporters for doing great to the patient. In this standard, the specialist must regulate treatment to the patient without making torment the patient. At long last, the standard of equity must win. The clinical consideration ought to be reasonable, sensible, fair and without inclination (Fremgen, 2009). Utilitarianism is a philosophical hypothesis that discloses moral practice to be to benefit the many.

Discussion Replies Essay Example | Topics and Well Written Essays - 250 words - 5

Conversation Replies - Essay Example From this, we can reason that change in political procedure and innovation is having and will keep on having an impressively sway on war issues and standards which may result to its upheaval. Since antiquated occasions, standards of war have been characterized to as a lot of rules that guides the military in settling on choices while in the front line. Despite the fact that these standards are as yet being applied, they have been extensively rotating because of changing innovation and the manner in which individuals complete fighting as of now. For example look into directed as of late by the assembled investigate focus demonstrated that changing nature of war, particularly in the Middle East, is creating a relating change in strategies and examples the military are utilizing in order to document their goal.( Claus, 2003) As per another exploration it was plot that the rules that are spinning and are well on the way to change later on incorporate the rule of effortlessness, pursue, and solidarity of order. This is because of progression in innovation that powers the military to change their strategies and examples. (Thump, 2001) However, regardless of the way that these standards may transform, it is far-fetched that new standards will be created. This is because of the way that current guideline have been demonstrated to be generally proficient and compelling during fighting and just slight modification are required for it to fit in any age. Convincingly, war will never be outright on the grounds that differences among states will consistently exist and extremists will propagate constantly it until the day they document their egotistical techniques and objectives. The main things that may change is the methodology where the military or States will use during war charge. Likewise headway in innovation will constrain the military to change the previously existing standards in order to chronicle their set goal successfully. In the primary post

Relocating Your Small Business Without Compromising Productivity

Relocating Your Small Business Without Compromising Productivity Make Money Online Queries? Struggling To Get Traffic To Your Blog? Sign Up On (HBB) Forum Now!Relocating Your Small Business Without Compromising ProductivityUpdated On 05/08/2019Author : Ram kumarTopic : BusinessShort URL : https://hbb.me/2ZCkSBc CONNECT WITH HBB ON SOCIAL MEDIA Follow @HellBoundBlogWhile moving itself can be quite daunting, the task of relocating your small business often compromises productivity. With the right strategy and adequate planning, you can efficiently relocate without negatively affecting the productivity of your small business. Here is how you can move efficiently and effectively.Detail A Functional Plan Of ActionTo avoid affecting operations you should begin to create a detailed plan of action as soon as possible by meeting with key team members and making functional lists of how you will handle the move. These lists will include details on what needs to be organized beforehand as well as the coordination strategy that will work best for you and you r employees. It is essential to collaborate with everyone involved to conclude an appropriate plan.Consider Moving PodsMoving pods are becoming an increasingly popular method in relocating businesses as a cost-efficient solution for self-packers. You should consider absolutely everything that will need to be moved and visualize inventory before consulting with a moving company. It would also be a great idea to compare quotes from top-rated moving companies that provide moving pod services to evaluate the costs involved, which can be done with the help of platforms such as movebuddha.Get Rid Of Old EquipmentThis may be the most ideal time to consider the benefits of getting rid of old and unused office equipment that will only increase the hassle of moving to a new space. You could donate your old items and essentially save on space, which may reduce the costs of moving. However, this will help decrease the efforts in packing and unpacking, which will effectively help you maintain pr oductivity during the move.READEfficient E-Waste Management: Saving Earth or Saving Money? Or Both?Plan Ahead For Communication SystemsYou can minimize your downtime and prevent productivity issues by coordinating your communication and network systems so that everything is in place once you have moved. This means that you will need to consider your computer systems, phone systems, and internet connectivity and plan in such a way that you are able to get back on track as soon as possible. If you fail to plan ahead for adequate downtime, you will be confronting inevitable productivity issues.Notify Your CustomersOnce you have settled all the details of the move you should notify your customers that your business will be unavailable for the relevant time period to prevent unpleasantries later on. You could make use of professional signage to alert both your current customers and the public that your business will be moving to a new location. You should include the new address of the b usiness and any new contact details as well.Schedule Detailed Activities For The Day Of the MoveBy creating a detailed schedule for the day of the move you will be able to allocate your staff efficiently to appropriate tasks. Rather than finding yourself in an overwhelming situation where no one is quite sure what they should be doing, you can prepare a detailed schedule beforehand to minimize confusion. This will effectively make the day go as smoothly as possible.

Analysing the issues of a Credit Union - Free Essay Example

Sample details Pages: 16 Words: 4727 Downloads: 4 Date added: 2017/06/26 Category Economics Essay Type Case study Did you like this example? I joined the Legacy Credit Union Contact Centre in mid 2005 and it was rated as the poorest performing section of the Credit Union. After a short time it was very apparent that an urgent shift in culture was required before the extreme option of closing it down and outsourcing the section was tabled before the Board. I was asked to join the Contact Centre to assess the issues and develop a plan to address the changes needed to be put in place which included staffing, resources, hardware, software, systems and business processes. Don’t waste time! Our writers will create an original "Analysing the issues of a Credit Union" essay for you Create order The Contact Centre received more than sixty thousand calls per month with a drop off rate of over sixty to seventy percent. Customers were constantly directed to call the Contact Centre during and outside of normal business hours by the branch staff and the marketers, but then the Centre did not open outside of normal business hours. The Credit Union has four hundred staff and a client base in excess of a hundred thousand people and few of these had the confidence in the Centre staff being able to assist in their needs or even answer basic questions about their accounts. The Contact Centre was managed by a small team of individuals who appeared to co-operate on first appearances but upon deeper investigation, they were extremely dysfunctional and would go to great lengths to create complications for each other at every opportunity. The Centre staff were not given any authority to make any decisions that affected clients accounts or were outside of standard operational policy an d therefore felt impotent most of the time. The Senior Management saw little value overall being added to the organisation by the Contact Centre as there were few positive results and therefore paid little attention to it. The availability of resources and staffing was set as a low priority and the Centre and its team were rarely acknowledged as a vital resource to the Credit Union. The attitude of the team members clearly reflected that of the team leaders. The Manager and the three team leaders were tasked with meeting the needs of any clients unable to reach a branch. Due to their roles not being clearly defined they began to exhibit behaviour which over shadowed any of their previous good work. Over time the team leaders had begun morphing their individual roles by only performing the tasks they wanted to do and not what they were initially assigned. Performance targets and actual results were only discussed when targets were not reached. What was illogical to this day is that the targets and reports were closely guarded in the Managers office and were not to be divulged to the staff. Results were only released in the Monthly Review but it was always from the broadest perspective of the Centre and no individual knew his/her individual targets/results. There was little or no diversity within the Centre as the staff of thirty five consisting of:- approx. 90% female Approx 50% were single and under the age of twenty five years Remainder being females 40 years to 55 years of age). All Australian (white) No other ethnic backgrounds evident Considered to be low to medium socio-economic income earners Low education little formal tertiary education There is a large percentage of the team that appears to consist of staff transferred from the branch network or Head Office who have at some stage created an issue for the Credit Unions management. These people appeared to have then gravitated to the Team Leader they liked based o n the personalities involved. Under these Team Leaders they would only perform a limited number of tasks that were deemed important to the relevant team leader. There was little focus on overall team performance and the working as a team towards the companys mission statement The behaviour of this work section came to a head where the organisation can no longer ignore the issues at hand and must face the choice of either closure or re-building the Centre from within. The overall performance of the staff and the Centre was directly attributed to the management team in place at the time. Their performance and attitudes were directly attributed to that of the Centre Manager who is unable to articulate to the team what is required. This would have enabled the team to move forward and to be in a position to deliver what is required to meet the needs of the organisation, its stakeholders and most importantly, its customers. There was also a complete lack of documented business processes in place. These appeared to have been ignored or dispensed with to avoid any staff taking responsibility when an issue arose. If there were an established set of guidelines that was adhered to, then the staff would not have been able to deny responsibility or claim ignorance. Weisenfeld Hewlin (page 36) suggest that sets of identities that share attributes and audiences are likely to cluster together. identities that do not fit within a cluster are eventually sloughed off. Many staff were randomly moved from section to section within the Centre without warning to fill a gap when another staff member exited or changed roles within the Centre. There was no formal training except some minor explanation and a quick overview. This often differed from person to person depending on the mentors own skill level. The new staff member was invariably overwhelmed and could not begin to cope with the intricacies or requirements of the position and the demands of the customers. A t the same time knowing full well that the Management team will not support them if something goes wrong. There was no formal training processes with each staff member being required to be formally accredited at each section before proceeding to the next level. This progression appeared to be more of a popularity contest and was ad-hoc at best. To use an analogy, the human body is the organisation and the healthy cells (positive staff) within the body are those that bind tightly together forming stable layers (the Sections/departments) within the body (the Organisation). Understanding how cancer cells start to spread is tremendously important for cancer research.It is the ability of tumours to invade into other tissues and spread around the body that makes them so dangerous. (Adapted from https://www.aicr.org.uk/HowCancerCellsStarttoSpread.stm) Cancerous cells (negative staff) are the cells that do not bind tightly allowing the spread of tumours (negative attitudes) and contribute to the break-down of the functional parts of the body. The protein E-cadherin (is the equivalent of a great Manager) helps bind the team together and blocks the action of those cancerous cells and tumours. Without this the cancer would set about breaking down the bodily functions and eventually kill off the body. Weisenfeld Hewlin (page 40) hypothesise that Managers who experience greater identity threat will be less likely to behave in ways that yield synergies across conflicting identities Adapted from Wood Et Al (page ..) Organisational behaviour lists the performance equation as the balance of organisational support, work effort and the attributes of the individual/team on a consistent and ongoing basis. To have one or more of these elements perform poorly will see the overall job performance plummet and in many cases be irrecoverable. The staff turnover for the Centre was estimated at about sixty percent (60%) per annum. With such a high turnover the team were in a constant state of turmoil and could never be afforded the chance to manage the day to day business, but are also unable to develop professionally with training, updating skills or connect the other sections of the business. It is at these times, the Senior Management must consider if surgery or a long protracted recovery is in the companys interests. Motivating Effecting Cultural Change (Task 2) To better understand which Motivational theories would best suit these people we need to address the causes of their poor performance. In lay mans terms it is evident that most of these people are displaying various forms of behaviours that would ultimately develop into serious depression. Each member of the management team has become disenchanted with the business and each has lost their sense of purpose. With the constant negative influences and results, the team leaders are spiralling towards a depressive state. Figure Adapted from the Kubler-Ross Grief Cycle Each disappointment precedes yet another point of confirmation in their own minds that the Centre and its team are not worthy on the organisation network. Depression could be a response to lossdepression can also be caused by a threatened loss.job lossmarriage Cembrowicz Kingham (pages 60-61). Cembrowicz Kingham (pages 60-61) cite psychologist Seligmans Learned theory who found that, if he reared rats that had little or no control over their environment, they are poor at getting out of bad situations even when given an opportunity to escape, they do not take it. Failure leads to a feeling of helplessness and belief that whatever you do, you will not change anything. Cembrowicz Kingham (pages 60-61) also state in their Cognitive theory that people can unknowingly build up a depressive way of dealing with life.leading to a self fulfilling prophecy All organisations have established required behaviours, or rather standards of behaviour that is expected of all staff. This applies to the newest casual to the Chairman of the Board. These behaviours extend to minimum standards applied to work hours, dress code, ethical behaviour, leave requirements, career development, industrial laws, training, etc. Emergent behaviours are then materialise when the staff members take ownership of their part of the organisation and become self managed. The Emergent behaviour soon becomes the norm and will become a compass for the team members to follow. Group roles will become established out of the emergent behaviour. People will move into their roles within the group and be supportive of one another. As each role will be inter-dependant, the team must perform their individual tasks in order for the team to succeed. One section cannot fulfil its duties/complete the project unless the other team completes theirs. Therefore they are dependent on each other and will either fail or succeed together. Once the group norms have been established, the standards of behaviour and professional ethics will ensue. Higher standards of behaviour and performance will become the standard and the overall sense of achievement will increase. Applying Mazlows theory to this situation saw the current management team bereft of nearly all sections Figure Adapted from Wood Et Al Page 84 To effect a real change in culture and motivation, the most appropriate courses of action are:- Empowerment This tool is probably the most powerful tool in a Managers kit. It allows the Manager to delegate tasks and engenders a mutual respect between a Manager and staff. A Manager will begin to sample out small tasks and begin to build the confidence in his/her team that they are capable of making decisions and find solutions for any situation. Empowerment will recognise that every staff member is a capable, intelligent professional who adds real value to the organisation as opposed to a one who will only do the bare minimum of what he/she is told to avoid responsibility. Empowerment will engender into the team that they are valued and have a very real effect on the organisation and its future achievements. Empowerment creates a self determining culture to the team members with them becoming self managed as they begin to hold each other to account on their performance, attitudes and commitment to the common goal. Intrinsic rewards vs Extrinsic rewards Pride, high self esteem, positive values, honour, self worth, recognition, credibility, knowledge, expertise, experience, reputation, satisfaction and fulfilment are all intangible achievements but are longer lasting than the material rewards as they become the moral tenets that we operate with and that benchmark ourselves against. The Extrinsic rewards are fleeting at best with pay increases being the most popular demand. Unfortunately in the organisation the results of the Centre is a collective reflection of the individual performance of each and every staff member. Therefore there is little effort by the organisation to entertain rewards for non-performance but the efforts have not been reciprocated to the organisation. Equity Expectancy An example of the Equity theory is represented in this case study as one Team Leader hand picks her team based on her own values. There is no application or interview process. Just simply a tap on the shoulder and the staff member is moved into the section where all other requirements are now void. To all other staff this is extremely unfair and is inequitable as it is based on friendship as opposed to work quality, commitment or skills levels. Polzer, Et Al (page 97) states When social categorisation processes undermine trust and cooperation, group members are unlikely to realise the potential value in their diversity for improving group performance. The Expectancy Theory is applied to every task but has become a 0 in most cases as there is no rewards foreseen whether the task is achieved or not. As each task become less and less important to each member, the valance for each task also diminishes. To change these behaviours, there must be transparency and fair processes w here all who wish to, can compete fairly in order to meet their own goals. With this, confidence and trust in a fairer system for advancement, the team members will place a higher value on their daily tasks in order to be the best candidate for the next opportunity. Content Process Theories The theories of Content Process discussed by Wood Et Al (page 83-84) need to be applied to all aspects of the Centres operations in particular to the duties of the staff. By beginning with the documenting of every business process the following benefits can be generated:- Responsibilities can be assigned to the various duties required for the Centre to function efficiently denoting service level agreements, procedures and authority levels. Policies and processes can be updated to meet current market and legislative requirements Staff can be trained with a consistent series of procedure manuals which will clearly document the correct processes that are within the framework of the Credit Unions policies. Staff are required to contribute to these processes so there is ownership by the team in their performance and daily work. Standards of behaviour are to be established and become part of every staff members annual staff review and assessment prior to moving to a new p osition. Transparency of all reporting and performance targets. All targets to be displayed openly and the Teams performance is to be measured against this weekly, monthly, quarterly and annually Provide all staff with a career structure mapping out their potential pathways. This career path within the Centre is a hop on-hop off structure allowing staff to move forward at their own pace with confidence. Conditioning Classical Conditioning relies on creating reactions (stimuli) to behaviour (e.g. a manager frowns/grimaces if a staff member does not perform adequately.therefore the staff member will avoid that behaviour again but will not delve further to get a better understanding of why the Manager frowned). This type of conditioning appears to focus on negative reinforcement and will often lead to the micro management of the staff member. Operant Conditioning however focuses on encouraging staff members using their initiative and to perform or act in a positive behaviour by ensuring that once that good behaviour has been recognised, the staff member will continue this behaviour without the need for constant re-assurance from the Manager. Learning Styles Cognitive learning is often referred to as a suck it and see method of learning. If you do this, this is what will/will not happen. People who use only this method of learning will often not develop and can be relied on to only do the bare minimum and requires a high level of management. Social learning relies on the interaction between people and the sharing of experiences (eg. Corporate team building events employed by many companies to enable the various team members to come together as a team utilising their various skills, attitudes and intelligence to achieve their goals). Learning vs Teaching Organisations. The Contact Centre will have to initially be a Learning organisation in order to set the foundations for the Teaching organisation. To further explain this, Wood Et al (Pages 141 -145) describe the subtle yet powerful differences. Learning organisations focus on learning new knowledge and the development of the individual. This by design will engender change in the individual and therefore will extend to the organisation. The Contact Centre will evolve into a Teaching organisation as the team becomes more developed. It will eventually be seen as an exemplar within the organisation as what is required to achieve high levels of performance in all aspects of its role. Other sections within the organisation, and perhaps the business community will see it as a Business Unit that can teach another what can be achieved if the team remains a high performing one. Group Dynamics (task 3) Managing Attitudes Perceptions The Senior management had to immediately take into account the following issues within the Contact Centre in order to assess the actual status of the business unit:- Justification Henry Ford stated Coming together is a beginning. Keeping together is progress. Working together is success. Adapted from https://www.leadership-tools.com/team-building-quotes.html The self destructive tendencies of this management team is counter-productive but also limits the Centre from reaching its true potential. Constructive Conflict where there is compromise and collaboration is an acceptable norm within a high pressure environment, but it must be managed and dealt with in a professional manner. The basic building block of good teambuilding is for a leader to promote the feeling that every human being is unique and adds value. Unknown Adapted from https://www.leadership-tools.com/team-building-quotes.html Managing the Current Management Team. Staff Member Current Motivation/s Action Recommended Lucinda Exhibited a strong martyr complex where she feels poorly done by the Credit Union on all issues Removal as Manager and possibly the organisation. Barney Running a small business using the Centre facilities and staff for deliveries. Dismissal due to behaviour that would be tantamount to theft of resources of the business. Betty Established a Friends clubwhere entry to was by invitation only. All staff(club members) seen regularly exiting for two hour lunches with no one left to run the section Retention of staff member who requires clear operating guidelines and authority levels. Staff member is to adhere to new standards of behaviour and operational requirements. Wilma Is extremely uncomfortable in dealing with staff and avoids conflict. Is exceptional on mapping and planning but is unable to translate this to into action. Retention of staff member who requires clear operating gui delines and authority levels. Staff member is to adhere to new standards of behaviour and operational requirements. Justification We are most effect as a team when we compliment each other without embarrassment and disagree without fear. Unknown Adapted from https://www.leadership-tools.com/team-building-quotes.html Breaking cycles of bad behaviour The attitudes, performance and ethos of the Centre will not change until the people driving these poor habits change or are removed from the area. The current management team are determined to continue on with their poor behaviour and indoctrinate all new staff into their ways. This further continues the cycle of negativity and becomes a self fulfilling prophecy. The way forward is to remove these teachers of bad habits and establish the required behaviours at the start (i.e. Staff Induction and Training). Once the ethos has been established and the staff are held to these new standards, they will have no option but to comply or move on. It is too late trying to change attitudes months after the staff member has started and they have been inducted into the negativity and poor performance. Improving the Group Dynamic Diversity- Workforce Diversity Age, gender, race, demographics, geographic, physical abilities, etc all contribute to the balance of a positive, focussed, goal orientated team of people. With a strong diversity of people with different abilities, backgrounds, qualifications, skill sets and needs will utilise the varied experience, qualifications, knowledge and skills available in a diverse group. Polzer, Et al (page 94) states that When establishing a group it is wise to designate as precisely as possible what types of diversity will maximise the groups performance potential based on the particular complexities of the group task. Stages of the group Figure Adapted from Wood Et Al Page Intergroup dependencies will become standardised as each section specialises in a set of processes within the Centre. The workflow interdependency will then become integral to the success/failure of each transaction as the task moves through each section until the client is completely satisfied. Areas of Concern Current Status Recommended Action Task Performance No evidence as such Assess each members skill levels in their current roles and determine what support and training each needs in order to meet the standards required. Human Resources Large number of issues outstanding with little effort in resolving them. Review each staff member and establish a set of standards that will be adhered to by the team member. All must agree and also establish regular periods of review to determine progress. Productivity No evidence as such Establish targets for the individual, Section Centre using the Credit Unions targets. Quality of Work life No evidence as such Establish a series of circuit breakers and work life measures to ensure that staff do not burn out. Stress relief measures could be as simple as ordering coffees to having activities outside of the workplace to engender team bonding in a social atmosphere. Material Resources Poor -little light, dim and all furniture in poor condition Ensure the work environment is user friendly by making it compliant with Workplace Health and Safety. Install colour, light, even music to create a positively charged environment Diversity No evidence as such Encourage people from different cultures and backgrounds to join the team via the networks and linked businesses. Job Design No evidence as such Evaluate the current roles and determine if they are relevant in todays market. Slight amendments or radical changes may be required. Rotation No evidence as such Establish a period for rotation within the Centre to ensure that all staff are multi-skilled in all facets of the Centre and its various roles. Work Arrangements No evidence as such Discuss and action where possible flexible work arrangements to ensure that every staff member is able to contribute to the fullest. Parents, Carers, Disabled person, and people affected by various complaints all need to be accommodated for but on a win/win bas is with the business. Planning No evidence as such Forward planning needs to be established in order for the business to grow. Does the Centre have enough work stations for the staff? Does the Centre have enough staff to achieve its goals? What are the times lines and measures put in place to ensure progress is being made. Leading No evidence as such Manager and Team Leaders need to lead by example. The attitudes, behaviour and performance of the staff is a clear reflection of the management and its standards Controlling No evidence as such A set of protocols and auditing measures need to be established to ensure that all staff are compliant. The internal audit measures are Ethical Behaviour A selective few are taking advantage of the poor management and using it to their personal advantage. All staff are to be advised of the current policies of the Credit Union and what is acceptable behaviour. Anyone found to have deliberately breached these pol icies may face severe penalties. Values No evidence as such A set of Values is to be established and documented. All staff are to contribute and then agree to adhere to them. The team members will then hold each other accountable to those values to ensure there is no backsliding into old habits. Training and development No evidence as such A standardised Induction and Training plan for all staff is to be established. This training plan will then create a career path within the Centre allowing each staff member to move through the various sections based on their performance and attitude. Proposed new Structure for the Centre. Haridimos Tsoukas (page 204) lists amongst various other strategies, the Consensus Strategy is where many members come together naturally converge on the same theme, or pattern, so that it becomes pervasive in the organisation, without the need for any central direction or control. By adopting the structure below it ensures that each section is inter-dependant on each other for the Centres overall success. It also provides career pathways for each section as each requires a Team leader to manage the team of specialists for each of the core sections dealt with by the Centre. Each team member will be rotated through each section over a period of time, and only when they have met the desired standards for each section. The leadership of the Centre will then become distributed amongst the Team Leaders for each of the sections. Although it may at first appear to be top heavy with management, each specialised section must have a leader who is responsible for his/her sections daily performance. The Team Leader of each section is then responsible for the task activities of each of his/her team. The Team Leader is also responsible for the maintenance activities designed to motivate, co-ordinate and maintain the stability of his/her section. Maintaining the cohesiveness of the team (in each section and overall) will be a major task to ensure that in the high volume, stressful and time poor environment, people remain focussed on the task at hand and do not let petty misgivings cloud the mission at hand. A group becomes a team when each member is sure enough of himself and his contribution to praise the skill of the others. Norman Shidle Adapted from https://www.leadership-tools.com/team-building-quotes.html Reflection (Task 4) Completing this task has allowed me to reflect on how I also developed within the Centre during my time there. Prior to joining this group I had never been exposed to a large group of staff and certainly never with such an imbedded negative undercurrent to almost every aspect of their day to day work life. By analysing and breaking down the components to this workplace, I could in retrospect see how the Centre operated and even some aspects that I was oblivious to at the time. To take a strategic overview and see the Centre for what it really was compared to what the Credit Union wanted from it they were polar opposites (some would say bi-polar.) What I am surprised about is that without any formal qualifications at the time, I managed to opt for many more positive choices than negative ones. Whether this was by intuition or from applying what I learned in smaller teams and then applying to the larger forum I was thankful for the opportunity. I have learned that at tim es there will be some hard choices to make but to make them and stand by them is certainly character building. During my working life I have seen many people make unpopular decisions without taking any responsibility, but then are expectant of others to carry them out and manage the complaints. If youre going to lead, then lead from the front. As opposed to criticising your subordinates for not succeeding because the leader did not articulate their wishes clearly or did not support them when required to in times of opposition. Managing people and organisations is a lifestyle choice. At times it feels as if you are living and breathing the role and this can be a short term high, but a long term low. With all projects, as with life, things change. People move on and the dynamics change. With change, comes the reference to Kubricks grief cycle where people will adapt more readily than others. What makes us different is how we handle these changes, why they are occurring and ho w they are all managed through to a point where people are accepting of them.

Nature Vs. Nurture Debate - 1427 Words

â€Å"Parents who discipline their child by discussing the consequences of their actions produce children who have better moral development, compared to children whose parents use authoritarian methods and punishment.† The nature Vs nurture debate has been around since 1690 created by the philosopher John Locke who believed we as humans do not have natural, inborn ideas; that our minds are a blank page, upon which experience shall write. Nurture is everything and nature is simply nothing. â€Å"Nature is what we think of as pre-wiring and is influenced by genetic inheritance and other biological factors. Nurture is generally taken as the influence of external factors after conception e.g. the product of exposure, experience and learning on an individual. The nature-nurture debate is concerned with the relative contribution that both influences make to human behaviour† ( http://www.simplypsychology.org/naturevsnurture.html). Throughout years of advancements within the study of the Nature Vs Nurture debate it is thought that people are either born with a psychopathic mind or something has influenced, triggered the tendency further into their development during childhood and adolescents. I believe no one is naturally born a phenomenal singer or actor and no one is born a serial killer, it’s the events/experiences that led up to the peaked moment of realisation that shaped us to be who we are and how we act. Hello everyone my name is Professor Churches today, this seminar will focusShow MoreRelatedNature Vs. Nurture Debate878 Words   |  4 Pagespersonalities and traits produced by genetics or shaped by the environment? Or, is there a relationship between nature and nurture with regards to child development? The debate continues. While some believe â€Å"nature and nurture work together, others believe they are separate and opposing influences† (McDevitt, 2010). Nature vs Nurture In regards to the nature vs. nurture debate, â€Å"this debate is a major issue in many social science disciplines and is concerned with the influence that biology, geneticsRead MoreNature Vs Nurture Debate1291 Words   |  6 PagesHow is the nature vs nurture debate related to a consideration of the mental disorder, schizophrenia? INTRODUCTION Schizophrenia is categorized by thoughts or experiences that seem abnormal with reality, disorganized speech or behaviour and decreased participation in regular daily activities. Difficulty with memory and concentration are sometimes also present. The two hit hypothesis generally refers to a genetic vulnerability, which is known as the first hit, triggered by something in the environmentRead MoreNature Vs Nurture Debate1343 Words   |  6 Pagescontroversial to psychologist since the phrase was created in 1869 is â€Å"Nature vs Nurture†. Although the debate was started well before then, 1869 was the first time it was tied to the debate. The nature vs nurture debate is over whether you get your behavior from genetics, what you inherited from your biological parents, or if they are learned characteristics, what you learn from the environment and what you get taught. The debate can be traced back to early western philosophy and is still relevantRead MoreNature Vs. Nurture Debat e1332 Words   |  6 PagesNature vs Nurture debate is one of the oldest arguments in the history of psychology. The debate is about to know if our personality and talents come from our parent or environment? The coding of genes in each cell in humans determine the different traits that we have, more physical attributes dominance like ear size, eye colour, , height, hair colour and other traits. However, it is still not known whether the more abstract attributes like, intelligence, sexual orientation, personality, preferencesRead MoreNature Vs. Nurture Debate1863 Words   |  8 PagesNature vs. Nurture Albert Camus once said, â€Å"Man is the only creature who refuses to be what he is.† But what makes man what he is? Is it his sheer genetic makeup, or is it the way he was raised? The nature vs. nurture debate has raged on for centuries, but neither side has been able to prove their point indefinitely. Even today we see displays of the contrast between genetics and learned behaviors, in athletics, in intelligence, in behavior, in medical history, and in work ethic. Each personRead MoreThe Debate On Nature Vs Nurture Essay1435 Words   |  6 Pagesdubious history of the debate on nature vs nurture continues to be a controversy, more and more psychologists start to rise from both sides of the argument. The earliest evidence can be traced back to the time of John Locke, who believes that our minds are blank slates and only experience can write override it. Despite the main focus of the issue being how environment transact to influence development, psychologists today cont inue to argue on the issue of nature vs nurture. Intelligence is more ofRead MoreNature Vs. Nurture Debate2114 Words   |  9 PagesNature vs. Nurture Albert Camus once said, â€Å"Man is the only creature who refuses to be what he is.† But what makes man what he is? Is it his sheer genetic makeup, or is it the way he was raised? The nature vs. nurture debate has raged on for centuries, but neither side has been able to prove their point indefinitely. Even today we see displays of the contrast between genetics and learned behaviors, some of which are athletics, intelligence, medical histories, etc. Every person is completelyRead MoreThe Nature Vs. Nurture Debate2673 Words   |  11 Pagesamount of social interaction is going to have a positive benefit, for young kids or any age. One of the most famous debates in Psychology is the Nature vs. Nurture debate, which has been going on since the time of Aristotle. The aspect within this debate comes to the question of; did the aspects of our behavior become because we inherited our characteristics from our parents know as the Nature? The other question leads up to our behavi or of; did we get our characteristics from what we learned from theRead MoreNature Vs. Nurture : The Debate Of Nature Versus Nurture895 Words   |  4 PagesNature vs. Nurture The debate of nature versus nurture has been an ongoing debate for a long time. When applying this argument to education there is no proven winner. The nature side of the coin believes that a person is born the way that they are. This could include intelligence level or personality traits such as being outgoing or shy. The other side of the argument of nurture believes that the type of upbringing that someone has will play a large role in the way they develop. It is thoughtRead MoreThe Debate Of Nature Vs Nurture1364 Words   |  6 PagesThe ongoing debate of Nature vs Nurture is one of the oldest philosophical issues. The nature theory argues that all genes, and hereditary factors, influences an individual in terms of their physical appearance to their personality characteristics (Cherry, 2017). Conversely, the nurture theory argues that all environmental variables impact who individuals are, including early childhood experiences, how individuals were raised, social relations hips, and surrounding culture (Cherry, 2017). However

Essay on How Hitler Mantained his Power - 1757 Words

Consent is the permission for something to happen or the agreement to do something. Although admittedly it played a part in initiating Hitler’s power and then later maintaining it, it was not the most important element. Terror was the most important element in maintaining his power. The other elements that were important in maintaining Hitler’s power include propaganda, necessity of economic depression and the removal of other political parties in Germany. Interpretations A and B refute the view that consent was the most important element in maintaining Hitler’s regime in power. Interpretations C and D however support the view that consent played an important element, albeit interpretation C was consent through propaganda. Hans Rothfels†¦show more content†¦Propaganda was an important element as it enhanced the effectiveness of the terror; the Nazis ensured the population knew what would happen to Nazi opposition. One case in particular highlighting the high level of terror is that a court case by a Cologne Judge. A middle aged woman was sentenced to death even though her crime was just theft of curtains, clothes and coffee. The population became aware of the ruthlessness of the courts mainly via the press. Historian Robert Gellately enforces this, crime and punishment stories were ‘crafted according to specific guidelines laid down by the Propaganda Ministry and press officers to obtain the maximum public relations effect’. Propaganda Minister Josef Goebbels concluded that propaganda was required to strengthen the existing support from people and to convince those who did not support the party that they needed to. As Goebbels once said, â€Å"The essence of propaganda consists i n winning people over to an idea so sincerely, so vitally, that in the end they succumb to it utterly†. The ability to convince the population into succumbing to ideology meant that there was as a whole a collective acceptance of the regime which meant there were no mass uprisings or opposition against it. Thus, Hitler’s regime was able to maintain power through the publishing of terror through propaganda. The economic crisis was also mandatory in the maintenance ofShow MoreRelatedThe War Of World War II Essay2001 Words   |  9 Pagesthe Allies and the Axis Powers. The Allies being Great Britain, France, the Soviet Union, The United States, and China and the Axis Powers being Germany, Japan, and Italy. Despite the many countries that participated in the war, Germany and the Nazi party were considered to be the main enemy. Many great battles were fought in WWII and many weapons of warfare were utilized in combat. Million upon millions of lives were lost to the Second World War. While many believe Hitler and the Nazi army to be

Corporate Accounting Standard Board

Question: Discuss about the Corporate Accounting Standard Board. Answer: Introduction Longreach Ltd, an ASX listed company, is seeking consultancy about the implementation of practicing impairment test of assets. As per their requirement, this report is being prepared highlighting different aspects of this issue including objective of this practice, treatment of goodwill for impairment test of assets, and basic steps for implementation of impairment test of assets. Impairment testing of assets is mandatory as per requirement of International Accounting Standard Board through their standard 36. As per the objective of convergence with IASB, AASB is also implementing this practice which is being implemented through the standard 136. The main goal of impairment testing of assets is to arrive at the logical value of the assets of any business entity in perspective of true time factor. Normal practice of deriving present value of assets is done by following the procedure of comparing fair value of assets with logical increment or decrement as per progress of time. Basic fe ature of impairment of assets is depending upon logical decline of value of assets in perspective of its return to the firm in money value concept. The basic reason of impairment testing of asset is done to recognize the amount of cash flow, undiscounted in nature of future period of any specific asset with the derivation of quantity of carrying amount of specific assets for the purpose of evaluating the loss of those specific assets (Longreachltd, 2016). Normal process of calculation of impairment loss of any asset is ensured through the practice to find the current value of assets in comparison with the fair value of assets. Several globally acknowledged accounting standards emphasizes on the logical finding of impairment of assets. This is for its importance in accounting practices. AASB, with the effort to ensure convergence with IASB, is striving hard to ensure a logical platform for this issue in order to ensure proper treatment of present value of assets through derivation of impairment loss by following process of testing. It is a continuous effort and AASB is complying with the changed scenario of world accounting procedure by making necessary changes of the prevalent standards. Present following of standard by AASB is AASB 136 which is at par with IASB standard 36 and is effective since 2004 (Aasb, 2007). Purpose of Impairment testing of Assets AASB has brought Standard 136 to enforce impairment of assets with guideline as per endorsement of Section 334 of Corporation Act. This standard is introduced since 15th July 2004 for logical discussion amongst the experts and ultimately it had been enacted through insertion in AASB from 1st July 2007. AASB 136 had replaced old AASB standard 116 related to this issue. Main objective of this change is to implement logical platform for the subject of impairment of assets value. In order to ensure proper financial presentation for the stakeholders of the business entity, impairment testing of assets is necessary. Audited financial reporting is the basic document on which investors depend to make decision of their further action. The stakeholders of the company depend upon the annual financial report endorsed by Directors and certified by auditors as true and fair, and they should be fed with proper financial information in order to guide them towards their logical decision. Basic guidel ine for impairment of assets is ensuring guidance to the business organization for evaluation of the assets. This is as per the guideline which states that carrying amount of asset should not exceed recoverable amount of asset. Impairment testing of asset is mainly practiced to make assessment of loss of assets by respective business entity through proper disclosure. This practice is mandatory for those entities who are preparing financial report as per Part 2M.3 of Corporation act for General Purpose Financial Report or GPFR (Aasb, 2009). Impairment Testing of Goodwill Impairment testing of goodwill is discussed in AASB standard 136 as per several paragraphs with numbers 80 to 84. In paragraph 80, importance has been given on the fact that consideration of goodwill in any business is to be reckoned as per allocation of cash generating units of any organization. Evaluation of goodwill allocated to the entity is instrumental to represent the minimal value within the organization as per internal consideration with the acknowledgment of the management. The valuation of goodwill should be restricted to the value of operating segment which is directed through AASB 8. Paragraph 81 is there to recognize goodwill with the clarification of treating it as an asset with the nature of non-recognizable and non-identifiable so far its material value is concerned. It is also decided that role of goodwill will not dictate generation of cash flow individually to any asset of the entity; Instead goodwill does value addition to several units responsible to generate ca sh for such business entity. Paragraph 82-84 are mainly there to guide the entity for following proper evaluation process of impairment testing of goodwill as decided by the management with allocation of the same (Accountingexplained, 2015). Basic steps for impairment testing of assets As per AASB standard 136, six steps are defined for this purpose: Cash Generating Units (CGU) Life Movement of Working Capital Flow of Capital Expenditure of the entity Tax Payment to derive interest benefit Industry Discount Rate Perpetuity or terminal value of EBIT or EBITDA with future cash flow (Bdo, 2016). Conclusion As per requirement of Longreach Ltd, the above report has been made in order to make them understand the implication of impairment testing of assets of any entity as per AASB standard 136. It is recommended that this practice is to be implemented to comply with the basic requirement of Corporation Act 2001 of Australia. As AASB is converging with the IASB standard, said standard AASB 136 is complying with the IASB standard 36 for this said purpose. This implementation will raise confidence of the stakeholders including investors of the entity and help them to find true and fair financial statement for their future decision. As it is compulsory for the companies listed in ASX, Longreach Ltd should follow the guideline and norms of AASB standard 136 when they are thinking of implementing impairment testing of their assets. References Aasb, 2007. Impairment of Assets. [Online] Available at: https://www.aasb.gov.au/admin/file/content105/c9/AASB136_07-04_COMPapr07_07-07.pdf [Accessed 10 January 2017]. Aasb, 2009. Impairment of Assets. [Online] Available at: https://www.aasb.gov.au/admin/file/content105/c9/AASB136_07-04_COMPjun09_01-10.pdf [Accessed 10 January 2017]. Accountingexplained, 2015. Impairment of Fixed Assets. [Online] Available at: https://accountingexplained.com/financial/non-current-assets/impairment-of-assets [Accessed 10 January 2017]. Bdo, 2016. Blind Freddy- Common Errors in Accounting for Impairment. [Online] Available at: https://www.bdo.com.au/getattachment/Microsites/Accounting-News/Accounting-News-May-2016/Home/elements/In-this-issue/1605_Accountingnews.pdf.aspx [Accessed 12 January 2017]. Crossbowinvestments, 2016. Crossbow. [Online] Available at: https://www.crossbowinvestments.co.uk/#intro [Accessed 13 January 2017]. Longreachltd, 2016. The company. [Online] Available at: https://www.longreachltd.com/the-company.html [Accessed 13 January 2017].