SUMMARIZED ARTICLE Example | Topics and Well Written Essays - 500 words

SUMMARIZED - Article Example The president told the media that he refused to rule out US action in Iraqi against the Sunni Islamic militia group who have spread out towards Baghdad and are threatening to divide the country and establish their own jihadist nation (Moon1). The stock market’s losses accelerated rapidly following president Obama’s comments, with industries and consumer discretionary sectors fronting the decline. The VIX, Wall Street fear meter, expanded to eight point three percent to end at 12.56% (Moon1). The Dow Jones Industrial mean dropped 109.69 points or 0.65%, to end at 16,734.19. The S&P 500 tumbled 13.78 points or 0.71% to 1,930.11 (Moon1). The Nasdaq composite slid 34.30 points or 0.79 percent to 4,297.63. The Dow reached an intraday low at 16,703.73 while the S&P and the Nasdaq fell to a session low at 1,925.78 and 4,284.528 respectively. Retail sales, in macroeconomic news, rose 0.3 percent in May, and almost half the growth rate that economists had projected. American’s new claims for unemployment grants rose unexpectedly in the previous week (Moon1). Despite both economic indicators being below expectations, neither was considered weak enough to change the opinion of bettering economic states and the market’s recent uptrend is still considered intact. Energy shares ranked among one of the recent few gainers. The S&P energy section index rose 0.3%. Oil costs hit nine-month highs on concerns that intensified violence in Iraq could interfere with oil supplies from the key OPEC exporter (Moon1). Major US Airlines’ shares dropped for the second day consecutively as oil prices increased. American Airline Group Inc, the world’s largest transporter, slid 4.9 percent to $40.2 while United Continental Holdings Inc slid 5.9 percent to $42.60 (Moon1). One of Nasdaq’s most active stocks, Geron Corporation, surged 21.2

Surveys in Measuring Flexible Employment in the UK Essay

Surveys in Measuring Flexible Employment in the UK - Essay Example A broad definition of 'atypical' employment is that adopted by Delsen (1991), who describes it as deviating 'from full time open ended work employment: part time work, seasonal work'. In the US the most common term which largely overlaps what is referred to in Europe as flexible working patterns is 'contingent work' (Freedman, 1986). ( H Harris, C Brewster and PSparrow,2003 pg 101) Although some consultants have tried to foster the term 'complementary working', Polivk and Nardone (1989) define contingent employment as 'any arrangement that differs from full time, permanent, wage and salary employment'. Morishima and Feuille (2000) noting that contingent employment can include a variety of workers The common themes that unite the individuals in these diverse categories are that they receive few or no fringe benefits, they have little or no expectation of long-term employment with the firm on whose premises they work at any given time, and they occupy a secondary position to the regular, full-time employees in the firm's status hierarchy. They conclude that although an accurate account of the situation in the USA and Japan, within the European contest such distinctions do not hold true. The complex aspects of flexible working practices render varying effects and implications. Part time work for example will apply to any work hours short of the normal working week for each country which vary across the globe. For instance in France and Belgium, part time work is defined as four-fifths or less of the collectively agreed working time; in the Netherlands and USA as less than 35 hours per week; in the UK as less than 30 hours, with lower thrash holds in relation to social security contributions. Elsewhere, the norm is concentrated around 25-30 hours per week (Bolle, 1997 and Brewster et al, 1996). THE FLEXIBLE FIRM Source: as cited in Keizer (2007). Various scholars have had their significant contributions to the entirety of the Flexibility discipline. Nonetheless John Atkinson stands out for his 'The Flexible Firm" model. Whilst at the institute of man power studies John Atkinson and his colleagues propounded the much quoted model depicting the divisions, between 'core and peripheral' work forces. In this model the core workers are full time permanent career employees who have won security by virtue of committing to functional flexibility in the short term and long term basis. The organisational value of such is encapsulated in the terms and conditions that bind them whilst their remuneration is largely influenced by their achievements including those of t the team and the organisation. (John Stredwick & Steve Ellis, Flexible Working Practices techniques and innovations, pg 11 & 12) The first peripheral group has less job security and access to career opportunity. And their jobs are plug in ones, not skill specific to the firm. Organization looks to the market place to fill the jobs, many of which are filled by the women, and numerical flexibility is achieved by the normal wastage which is fairly high. .(John Stredwick & Steve Ellis ,Flexible Working Practices techniques and innovations, pg 11 & 12) The second peripheral is an extension of the first, with much part time working, shift working, zero hour and short term contracts which maximize flexibility. Such terms and conditi

Same sex couple SHOULD BE allowed to marry Essay

Same sex couple SHOULD BE allowed to marry - Essay Example Countries like Belgium, Netherlands and Canada give legal assistance to homosexual marriage. Above all as the same sex couples love each other and ready to live together it is their right to pursue their option (Filer, 2010). Denial of same sex marriage is offensive in anyway and many supportive aspects could be found in this regard. First of all being a homosexual or lesbian does not deny a person his or her citizenship. So, all the citizens of a nation should have equal rights. There should not be a division on the basis of their gender. As the heterosexual has the freedom to marry the person whom he or she loves the person who prefers same sex should also be allowed to marry the one whom he or she likes. The constitution of a country is written for all the citizens of that country and the denial of their rights is unjust on the part of the constitution. Government should not interfere in peoples’ private affairs and the denial of marriage to a certain segment of population is clear discrimination. Marriage should take place on the basis of the love between two persons and gender is not a determining factor of one’s love. It is the fundamental right of every citizen. As love is the main f actor of married life denial of union between two loving hearts just because of same sex is cruel and barbaric. People who stand against same sex marriage say that marriage is for procreation. But that is a wrong idea as marriage primarily aims at loving and caring of two persons. More over there are a number of heterosexual couples who do not procreate. There have been attempts to portrait gay as deviants and overturn their right to marry as per their will. Most probably religious are there behind it, especially the catholic. But one should bear in mind the fact that the constitution is written not exclusively for any particular religious group and it is not a religious document (Homosexuality and

HR Issues in Google Inc Essay Example for Free

HR Issues in Google Inc Essay 26 March 2009, 200 Layoffs â€Å"So today we have informed Googlers that we plan to reduce the number of roles within our sales and marketing organizations by just under 200 globally. The recession makes the timing even more difficult for the Googlers concerned. We had to restructure our organizations in order to improve our effectiveness and efficiency as a business. We will give each person time to try and find another position at Google, as well as outplacement support, and provide severance packages for those who leave the company. Finally, I would like to take this opportunity to thank everyone affected for all they have contributed to Google. † * Omid Kordestani, Senior VP, Global Sales and Business Development (2009) From this article, google would cut 200 would cut about 200 employees from its sales and marketing organization. It would reduce the overlap between different groups and speed up decision making. Omid Kordestani, Senior VP, Global Sales and Business Development said, the cut meant to address the mistakes that the company had done before. In some areas we’ve created overlapping organizations which not only duplicate effort but also complicate the decision-making process,† Mr. Kordestani wrote on Google’s corporate blog. â€Å"That makes our teams less effective and efficient than they should be. In addition, we over-invested in some areas in preparation for the growth trends we were experiencing at the time. † 4 January 2009, 100 Layoffs â€Å"Given the state of the economy, we recognized that we needed fewer people focused on hiring e need to go further and reduce the overall size of our recruiting organization by approximately 100 positions. We know this change will be very difficult for the people concerned, and we hope that many of them will be able to find new roles at Google. They helped build this company, new hire by new hire, and we are enormously grateful for everything they have done. † * Laszlo Bock, Vice President, People Operations (2009 In January, google laid off 100 recruiters which is that deeper cuts were â€Å"unlikely†. In February, company cut another 40 positions when it closed its radio advertising efforts. About 100 of the eliminated positions will be in the United States and the rest overseas, said Matt Furman, a Google spokesman. Mr. Furman said the company continued to hire new workers, albeit at a slow rate. In the fourth quarter of 2008, the company grew by 99 workers, ending the year with 20,222 full-time employees. In previous years, Google had added more than 2,000 people in a single quarter. Laid-off workers will be given time to apply for other jobs within the company. How a Giant Company Aims to Remain Intimate. Google have a good track record in management. It routinely ranks first or near the top in â€Å"best places to work† reports. Google’s value proposition as an employer combines a laser focus on innovation and smart business practices with a small-company feel that includes direct access to top management. For instance, no one hesitates to pose questions directly to the founders at the weekly all-hands meetings. The HR management system plays a critical role in keeping this value proposition well tuned and relevant for each successive generation of employees by embedding Google’s mission into daily work life. As Laszlo Bock, vice president of people operations at Google, said in an interview with BCG: â€Å"If you talk to anybody at Google and ask them what the mission is, they’ll say, ‘To organize the world’s information and make it universally accessible and useful. ’ It’s rare to find a place where everyone knows the mission—and then actually believes it. † Google’s benefits and compensation packages, renowned for their largess, have a threefold purpose, Bock pointed out. First, to create a community—hence the microkitchens sprinkled around the offices, where people can interact informally. Second, to drive innovation: the more people interact, the higher the likelihood of creating serendipitous sparks of innovation. And third, to promote efficiency: on-site oil changes and dry-cleaning services help hard-working employees save time in their personal lives. To keep a pulse on how â€Å"Googlers† are feeling, which informs talent-management and development programs, HR undertakes a variety of analyses, Bock said. The company monitors retention and attrition and looks for patterns. An annual employee survey plus focus groups throughout the year provide ample qualitative feedback. On the basis of this analysis, upward management feedback gets put into practice. â€Å"Every member of our executive team has goals for the year,† Bock said. â€Å"These are not amorphous goals, like ‘make the company feel more engaged,’ but very specific, like ‘there were three issues in the sales organization that we will address this year. ’† Recruitment group Randstad Chooses Google Apps for its 29,000 Employees. Randstad consist of four large Dutch cities (Amsterdam, Rotterdam, The Hague, and Utrecht) and the surrounding areas. It is one of the biggest staffing companies in the world and has some 29,000 employees working from more than 4,500 branches in 40 countries around the world. They help companies and candidates connect in industries such as engineering, finance and accounting, healthcare, human resources, managed services, pharma and technology. To give an idea, they place on average well over 500,000 people per day. It have grown to become quite large since it began as a small company started in a student dorm room in 1960 and the business has changed quite a bit in that time. But at its core, it still the same. All about people. Their decision making process involved several companies, but ultimately they decided on Google for a few different reasons. They have a workforce of younger, and heard the feedback that are quite familiar with Google tools like Gmail, Google Calendar, Google Drive and Google+ Hangouts in user personal lives, and theyd like to use them at work too. Also, because the Google tools are all integrated, they wouldnt run into the problem of having employees across offices and countries having to work with several different pieces of technology that don’t work well together. Lastly, we wanted to provide our employees with as much training as they needed and G-company were able to provide that. Their rollout will eventually include all 29,000 Randstad employees, 5,000 of whom are located in the Netherlands. Their employees in France, Japan and India, approximately 8,000, are already on Google.

Applying the Hot Stove Rule of Discipline in the Workplace Essay

Applying the Hot Stove Rule of Discipline in the Workplace "Spare the rod and spoil the child". This is the moral to Aesop's fable The Thief and his Mother. He proves that discipline is imperative. It emphasizes that if we do not take action in our children's wrong doings we will hurt them in the longer run. Children need discipline in their lives. It is their only way of learning the difference between right and wrong. As parents, it is our duty to mold our children in the right direction. The rewards of implementing discipline are endless, for knowing that they will make the right decision even when you are not there is comforting, and it pleases you. Discipline is fair, and open disciplinary procedures are essential to maintain harmony. Therefore, discipline is an important action taken to encourage compliance with organizational standards and regulations; whether in the home or at the work place. A popular and effective disciplinary rule used today by many managers is known as the "Hot Stove Rule of Discipline." This rule can be defined as the concept that disciplinary action should have the same characteristics as the penalty a person receives from touching a hot stove; that is, the discipline should be immediate, consistent, and impersonal (Gardner 1). Before any disciplinary action can be implemented, a manager must first give advanced warning. Employees must be informed clearly that certain actions will result in disciplinary actions. This is a very important step. It is not the employee's fault if he is not informed of the company's rules, ethics and standards. It is management's responsibility to educate and inform all employees. It is easier to accept discipline if the rules and standards are clearly stated befo... ...equence that follows a rule infraction. The hot stove provides warning. Disciplinary rules should inform employees of the consequences of breaking the rules. A hot stove is consistent in administering pain. In conclusion, a Hot Stove is a vital instrument in taking management action. It assists in encouraging compliance with organizational standards and regulations. The Hot Stove Rule of Discipline is effective and continues to prove efficiency. Bibliography Sixth Edition, Stephen Robbins and Mary Coulter. Upper Saddle River New Jersey, 1996. www.mailbase.ac.uk/lists-k-o/management-history/1998-02/0001.html http://business.clayton.edu/jbogert/mgmt3101/robbin20.txt http://www.siu.edu/departments/coe/ras1/474/discipline/sld001.htm http://www.acad.polyu.edu.hk/~mstpoon/discipli.htm http://ost.wc.edu/On-Line%20Courses/Hrpo2301/asgns/asgn11.htm

School Captain Speech

4. Social Justice | | Personal Statement of Intent: This Statement will be published electronically on the Intranet for all staff and students to read.Your statement should be no more than 200 words. You should consider the following questions: Why do you think you would be an appropriate Middle School Leader? I think I would be an appropriate middle school leader for these reasons I always show respect towards the teachers and my friends, i am always open minded to new opportunities and new things that arise. I am really confident, responsible and motivated. I show high participation for the music ensembles that I take part in every week and early in the morning.I have been a school captain before at my old school in the junior school so I have plenty of experience in public speaking. What qualities do you possess to accomplish the tasks and responsibilities associated with being a leader? I will show responsibility, enthusiasm, maturity, open minded I am trustworthy so people can t rust me. I always possess honesty and wisdom and confidence. Also I am always positive and I listen to what other people have to say.If you were successful, what would you aim to achieve in your leadership position? I would step up to my big leadership position as I would have big shoes to fill as school captain which I can do easily and all my peers and teachers are relying on me to do a good job as a leader for 2013. especially Mrs Janssens is relying on me to do a good job if I get school captain or the vice captain and in someone’s absence I would step up to the job straight away which I would always be happy to do. School Captain Speech 4. Social Justice | | Personal Statement of Intent: This Statement will be published electronically on the Intranet for all staff and students to read.Your statement should be no more than 200 words. You should consider the following questions: Why do you think you would be an appropriate Middle School Leader? I think I would be an appropriate middle school leader for these reasons I always show respect towards the teachers and my friends, i am always open minded to new opportunities and new things that arise. I am really confident, responsible and motivated. I show high participation for the music ensembles that I take part in every week and early in the morning.I have been a school captain before at my old school in the junior school so I have plenty of experience in public speaking. What qualities do you possess to accomplish the tasks and responsibilities associated with being a leader? I will show responsibility, enthusiasm, maturity, open minded I am trustworthy so people can t rust me. I always possess honesty and wisdom and confidence. Also I am always positive and I listen to what other people have to say.If you were successful, what would you aim to achieve in your leadership position? I would step up to my big leadership position as I would have big shoes to fill as school captain which I can do easily and all my peers and teachers are relying on me to do a good job as a leader for 2013. especially Mrs Janssens is relying on me to do a good job if I get school captain or the vice captain and in someone’s absence I would step up to the job straight away which I would always be happy to do.

Inpatient and Outpatient Hospital Services Essay

The main difference between inpatient and outpatient services is that inpatient care is performed by an inpatient facility that is prepared for patients to be able to stay overnight if need be. This inpatient care can be provided by a hospital, skilled nursing facility, or a long term care facility. A skilled nursing facility (SNF) is designed to provide rehabilitation services and/or skilled nursing to injured patients after they no longer need to be in a hospital setting. The skilled nursed help the patient and assist with their recovery. A skilled nursing facility is operated by licensed nurses, with the assistance of a medical physician. A few examples of care given at a skilled nursing facility would include dressing changes, intravenous injections, and tube feeding. A nursing home is an example of a long-term care facility, which provides custodial care for patients who suffer from chronic disabilities or prolonged illnesses. Outpatient care, is also referred to as ambulatory care, is somewhat different from inpatient care in a hospital or skilled nursing facility setting. Outpatient care involves care that does not require and overnight stay. This kind of care is found in a family physician office, ER visit, physical, speech or occupational therapy, and home health care. Due to the different settings and types of treatment received at inpatient or outpatient facilities, there are different codes for all the different procedures. An inpatient care example would be an overnight stay and care that is a round-the-clock due to a surgical procedure received. If it was outpatient care the service or treatment would have been in the doctor’s office or facility. Outpatient care codes differ than inpatient due to their different settings and what services can be performed. Coding for inpatient and outpatient are different, diagnostic coding for inpatient care follow the rules of the Uniform Hospital Discharge Data Set (UHDDS). Inpatient coding differ from physician and outpatient coding, because the main diagnosis is generally determined after study in a hospital setting and coding an unconfirmed condition as the admitting diagnosis is permitted. Inpatient codes can be more complex than outpatient, in general there are more codes used in inpatient care than outpatient.