Communication case study Essay Example | Topics and Well Written Essays - 1000 words

Communication case study - Essay Example g the opinions and facts he got from different sources such as reading newspapers, magazines, and books in the library, he even interviewed some people who are really associated with the problem he was dealing with. But the part of saying â€Å" I don’t care who said that† came the problem arising. He was not able to present the information regarding that portion. He should reach them in a manner that is persuasive so that the audience can feel the essence of the message and information he is trying to impart. ]Scott should face the audience confidently and showing dependency and amazingly believing what he got from his sources, but in mentioning what the mayor said regarding the Mexican problem, that’s where the revolts of the people arise. He should not tell that to the people. Because such actions of telling bad things about other people is not good, most probably if you are to gossip that to the public. He must keep the name of the person clean. And he should stay innocent and acted just the mediator and the facilitator of the message. The message itself that will stimulate one’s ears to run their ideas and think logically about the situation. As a speaker, you should consider the feelings of the audience. Always consider them as reactors once you throw words from you. They will probably react on everything you will say. Evidences and statements you gathered will be your defense and source for answering their questions. In communication there is always a producer and a receiver and of course a channel. In here, Scott could be the producer or the channel, because the information came from him and so he uses his self to send the message to the audiences. The audience in Scott’s case reacted violently with what they heard was said by the mayor of the other city. That speaker’s should not say in front of the crowd offensive things. Due to this people around him gave their feedbacks. Scott and his colleagues have a direct connection, but he can easily

Harvard business publishing Essay Example for Free

Harvard business publishing Essay In mid-September of 2010, Emily Harris, vice president of New Heritage Doll Company’s production division, was weighing project proposals for the company’s upcoming capital budgeting meetings in October. Two proposals stood out based on their potential to strengthen the division’s innovative product lines and drive future growth. However, due to constraints on financial and managerial resources, Harris knew it was possible that the firm’s capital budgeting committee would decline to approve both projects. She also knew that New Heritage’s licensing and retail divisions would promote compelling projects of their own. Consequently, Harris had to be prepared to recommend one of her projects over the other. The Doll Industry Revenues in the U.S. toy and game industry totaled $42 billion in 2008 and were projected to increase by 4.6% per year to $52.5 billion by 2013. The market was divided into two broad segments: video games (48%) and traditional toys and games (52%). The second segment was further divided into infant/preschool toys (14.5%), dolls (14.1%), outdoor sports toys (12.3%), and other toys games (59.1%) including arts and crafts, plush toys, action figures, vehicles, and youth electronics. The U.S. market for toys and games was dominated by large global enterprises that enjoyed economies of scale in design, production, and distribution. Revenues were highly seasonal; the largest selling season in the United States coincided with the winter holiday period. Within the toy and game segment, U.S. retail sales of dolls totaled $3.1 billion in 2008 and were projected to grow by 3% per year to $3.6 billion by 2013. The doll category included large, soft, and mini dolls, as well as doll clothing and other accessories. The phenomenon of â€Å"age compression†Ã¢â‚¬â€ the tendency of younger children to acquire dolls that had traditionally been designed for older girls—reduced growth in the â€Å"baby-doll† sub-segment. Competition among doll producers was vigorous, as a small number of large producers targeted similar demographics and marketed their dolls through the same media. Lasting franchise value for a branded line of dolls was rare; the enormous success of Barbie ® dolls was an obvious exception. More recently and on a much smaller ________________________________________________________________________________________________________________ HBS Professor Timothy Luehrman and HBS MBA Heide Abelli prepared this case solely as a basis for class discussion and not as an endorsement, a source of primary data, or an illustration of effective or ineffective management. Th is case, though based on real events, is fictionalized, and any resemblance to actual persons or entities is coincidental. There are occasional references to actual companies in the narration. Copyright  © 2010 Harvard Business School Publishing. To order copies or request permission to reproduce materials, call 1-800-545-7685, write Harvard Business Publishing, Boston, MA 02163, or go to http://www.hbsp.harvard.edu. No part of this publication may be reproduced, stored in a retrieval system, used in a spreadsheet, or transmitted in any form or by any means—electronic, mechanical, photocopying, recording, or otherwise—without the permission of Harvard Business Publishing. Harvard Business Publishing is an affiliate of Harvard Business School. Purchased for use on the MSc Business Valuation, at Imperial College London. Taught by James Sefton, from 21-Aug-2013 to 31-Dec-2013. Order ref F211857. Usage permitted only within these parameters otherwise contact [emailprotected] Educational material supplied by The Case Centre Copyright encoded A76HM-JUJ9K-PJMN9I Order reference F211857 New Heritage Doll Company: Capital Budgeting 4212 | New Heritage Doll Company: Capital Budgeting scale, New Heritage also had created a durable franchise for its line of heirloom dolls. But the popularity of most doll lines waned after a few years. New Heritage Dolls By 2009, New Heritage had grown to 450 employees and generated approximately $245 million of revenue1 and $27 million of operating profit from three divisions: production, retailing, and licensing. The production division, discussed further below, designed and produced dolls and doll accessories. The retailing division offered a unique â€Å"intergenerational experience† for grandmothers, mothers, and daughters, centered upon the character histories and storylines of the company’s dolls and delivered through an online website (42%), a mail-order paper catalog (33%), and a network of retail stores (25%). In fiscal 2009, the retailing division generated roughly $190 million of revenue and $4.8 million of operating profit. The licensing division was started in 1998, and represented the company’s newest and most profitable division. It sought to extend the New Heritage brand and capitalize on high levels of customer loyalty by selectively licensing the company’s doll characters and themes to a variety of media that reached the firm’s target demographic of toddler to pre-teen girls. In fiscal year 2009 the licensing division generated $24.5 million of revenue and $14.5 million in operating profit. New Heritage’s Production Division Production was New Heritage’s largest division as measured by total assets, and easily its most asset-intensive. Approximately 75% of the division’s sales were made to the company’s retailing division, with the remaining 25% comprising private label goods manufactured for other firms. Table 1 summarizes the division’s various sources of revenue and operating income. Table 1 Production Division Data: Revenue ($ millions) Operating Income ($ millions) New Heritage’s dolls and accessories were offered under distinct brands with different price points, targeting girls between the ages of 3 and 12 years. The company’s baby dolls were generally priced from $15–$30, and were offered to younger girls in earlier stages of development. These dolls typically came with a â€Å"birth certificate† and a short personal history. Dolls in the higher-end of this category incorporated technology that produced a limited amount of speech and motion. For the 1 The division revenue figures include approximately $95 million of internal sales within divisions which are eliminated when considering consolidated revenue for the company. BRIEFCASES | HARVARD BUSINESS PUBLISHING Purchased for use on the MSc Business Valuation, at Imperial College London. Taught by James Sefton, from 21-Aug-2013 to 31-Dec-2013. Order ref F211857. Usage permitted only within these parameters otherwise contact [emailprotected] Educational material supplied by The Case Centre Copyright encoded A76HM-JUJ9K-PJMN9I Order reference F211857 The New Heritage Doll Company was founded in 1985 by Ingrid Beckwith, a retired psychologist specializing in child development and the grandmother of two young girls. Dr. Beckwith believed the dolls produced by the major toy companies did little to develop girls’ imagination or foster a positive self-image, so she created a line of dolls with unique storylines and wholesome themes. Dr. Beckwith’s dolls struck a chord among mothers and grandmothers who also rejected the dated, clichà ©d images portrayed by the popular dolls of the day. New Heritage Doll Company: Capital Budgeting | 4212 New Heritage outsourced much of its production to a select number of contract manufacturers in Asia. To ensure product quality and safety, the company maintained a fulltime staff to oversee material sourcing, production, and quality control on site at each of its manufacturing partners. Manufacturing activities that required precise tolerances or proprietary processes, along with all the creative elements (design and product prototyping, for example), were handled in-house at the company’s headquarters facilities in Sacramento, California. Educational material supplied by The Case Centre Copyright encoded A76HM-JUJ9K-PJMN9I Order reference F211857 Capital Budgeting at New Heritage New Heritage’s capital budgeting process retained some of the informality that characterized the company’s early years as an innovative startup. As the company grew, deliberate steps were taken to decentralize some of the project approval process and increase spending authority at the division level. However, large and/or strategic spending proposals were reviewed at the corporate level by a capital budgeting committee consisting of the CEO, CFO, COO, the controller, and the division presidents. The committee examined projects for consistency with New Heritage’s business strategy and sought to balance the needs and priorities of each division against practical financial and organizational constraints. The committee also sought to understand project interdependencies and the potential for a given investment to strengthen the whole company, not solely the division proposing it. New Heritage’s capital budget was set by the board of directors in consultation with top officers, who in turn sought input from each of the divisions. The capital and operating budgets were linked; historically, the capital budget comprised approximately 15% of the company’s EBITDA. The committee had limited discretion to expand or contract the budget, according to its view of the quality of the investment opportunities, competitive dynamics, and general industry conditions. Before being considered by the committee, projects were described, analyzed, and summarized in self-contained proposal documents prepared by each division. These contained business descriptions, at least five years of operating and cash flow forecasts, spending requirements by asset category, personnel requirements, calculations of standard investment metrics, and identification of key project risks and milestones. Financial Analyses Financial analysis began with operating forecasts developed with oversight from New Heritage operating managers. Revenue projections were derived from forecasts of future prices and volumes. Fixed and variable costs were estimated separately, by expense category. Forecasts of working capital requirements were likewise vetted by line managers, who paid particular attention to a project’s requirements for various types of inventory. Forecasts for fixed assets and related depreciation charges were developed in cooperation with analysts reporting to the controller. HARVARD BUSINESS PUBLISHING | BRIEFCASES Purchased for use on the MSc Business Valuation, at Imperial College London. Taught by James Sefton, from 21-Aug-2013 to 31-Dec-2013. Order ref F211857. Usage permitted only within these parameters otherwise contact [emailprotected] $75–$150 price range, New Heritage produced a line of heirloom-quality dolls and accessories. These were designed to appeal to older girls and to convey a sense of cultural and family tradition among grandmothers, mothers, and daughters. The heirloom dolls had more elaborate accessories and personal histories. Finally, the company offered a line of high-end dolls based on fictional â€Å"celebrities,† each associated with a charitable cause and embracing more contemporary fashion trends. These dolls targeted girls in the so-called â€Å"tween† age range of 8–12 years, and also were priced from $75–$150. Like the heirloom dolls, celebrity dolls also came with more elaborate stories and accessories. 4212 | New Heritage Doll Company: Capital Budgeting New Heritage assigned discount rates to projects according to a subjective assessment of each project’s risk. High-, medium-, and low-risk categories for each division were associated with a corresponding discount rate set by the capital budgeting committee in consultation with the corporate treasurer. Assessments of each project’s risk were made at the division level, but subject to review by the capital committee. Factors considered in the assessment of a project’s risk included, for example, whether it required new consumer acceptance or new technology, high levels of fixed costs and hence high breakeven production volumes, the sensitivity of price or volume to macroeconomic recession, the anticipated degree of price competition, and so forth. In 2010, â€Å"medium†-risk projects in the production division received a discount rate of 8.4%. High- and low-risk projects were assessed at 9.0% and 7.7%, respectively. Projects that created value indefinitely, given continuing investment, were treated as going concerns with a perpetual life. That is, NPV calculations included a terminal value computed as the value of a perpetuity growing at a constant rate. However, to preserve an element of conservatism, the capital committee generally insisted on relatively low perpetual growth rates – lower than New Heritage’s historical growth and lower than near-term growth forecasts for a given division. Investment Opportunities in the Production Division Emily Harris was focused on two of the production division’s most attractive current proposals. The first involved expanding the successful Match My Doll Clothing Line to include matching allseason clothing for tween girls and their favorite dolls. The second involved a new initiative, the Design Your Own Doll line, which employed web-based doll-design software to let users â€Å"customize† a doll’s features to the customer’s specifications. Match My Doll Clothing Line Expansion The Match My Doll Clothing line originally consisted of a few sets of matching doll and child clothing and accessories for warm weather. It quickly became successful after the daughters of a few celebrities were spotted and photographed wearing items from the line, and girls’ magazines included some of the line in â€Å"what’s hot to wear† sections. Given recent publicity, Marcy McAdams, the brand manager responsible for the line, believed the timing was perfect to expand. Specifically, McAdams proposed to create an â€Å"All Seasons Collection† of apparel and gear covering all four seasons of the year. She expected the new offerings to be at least as profitable as the existing line, since its current popularity would make it possible to maintain premium prices. She also hoped to take advantage of off-peak discounts offered by some suppliers and contract manufacturers as they tried to smooth their capacity utilization. In the same fashion, McAdams argued the expansion would help reduce, or at least not exacerbate, the seasonality in New Heritage’s sales and earnings. BRIEFCASES | HARVARD BUSINESS PUBLISHING Purchased for use on the MSc Business Valuation, at Imperial College London. Taught by James Sefton, from 21-Aug-2013 to 31-Dec-2013. Order ref F211857. Usage permitted only within these parameters otherwise contact [emailprotected] Educational material supplied by The Case Centre Copyright encoded A76HM-JUJ9K-PJMN9I Order reference F211857 Operating projections for a given project were used to develop cash flow forecasts that would underpin calculations of net present value (NPV), internal rates of return (IRR), payback period, and other investment metrics. Cash flow forecasts were intended to capture the incremental effect of a proposed project on the firm’s cash flow for each year within the forecast period. That is, each project’s cash flow forecasts excluded non-cash items, such as depreciation charges, and nonincremental items such as sunk costs (i.e., costs that would be incurred regardless of whether a given project was undertaken or not). The cash flow forecasts were computed on an after-corporate-tax basis, but excluded all financing charges. Some elements of the cash flow forecasts were prepared with assistance from treasury analysts, but most of the necessary adjustments were well understood by division staff. New Heritage Doll Company: Capital Budgeting | 4212 To exploit the current popularity of the original Match My Doll Clothing line, especially given the fickle nature of children’s fashion trends, McAdams believed the opportunity had to be exploited without delay. Her investment proposal contained relatively large outlays for RD, market research, and marketing to maximize the probability of quick acceptance and longer-term success for the follow-on line. Upfront investment expenditures are summarized in Table 2. Table 2 Match My Doll Clothing Extension Outlays The RD and marketing expenditures would be deductible for tax purposes at New Heritage’s 40% corporate tax rate. The property, plant and equipment was expected to have a useful life of 10 years; the associated depreciation charges, shown in Exhibit 1, were based on the modified accelerated cost recovery system (â€Å"MACRS†) allowed by the IRS. Working capital requirements, shown in Table 2 for 2010 and in Exhibit 1 for subsequent years were based largely on recent historical experience with the original Match My Doll Clothing line. Finally, given the proven success of Match My Doll Clothing, Harris believed the project entailed moderate risk—that is, about the same degree of risk as the production division’s existing business as a whole. Design Your Own Doll This initiative targeted existing New Heritage customers, many of whom owned several of the company’s heirloom dolls. The company’s research showed that, when asked what features (e.g., appearance, ethnicity, â€Å"life story,† etc.) New Heritage should give to future dolls, loyal customers’ responses had a high correlation with their own personal data. That is, girls wanted dolls like themselves. Further research suggested that many loyal customers would purchase yet another doll if they could customize the doll’s features to create a â€Å"one-of-a-kind† addition to a girl’s or family’s existing collection of dolls. It also promised to increase the girl’s pride in and identification with the doll, both because of their shared features and because of the girl’s participation in creating the doll. This in turn further cemented customer loyalty. The customization process would begin with a new section of New Heritage’s website, where proprietary design software enabled the customer to select physical attributes of the doll such as hair color, hair length style, skin color, eye shape, eye color, and other facial features. The software could combine selected features and produce a photo-realistic image showing the finished doll with user-selected accessories. The customer could zoom in or out on the image and rotate it to see different aspects. The software made it easy to try out different combinations of features and accessories before making a purchase. Elizabeth Holtz, brand manager for heirloom dolls, was very excited about the project. She observed, â€Å"A girl’s relationship with her favorite doll is often partly mommy and partly big sister. Either way, having your doll look more like you is really powerful. And there’s excitement in the experience: exploring the website, naming the doll-to-be, selecting her first outfit†¦even the anticipation of waiting for the new doll to arrive. I really think this is big.† Holtz also believed that the dolls could command a premium price. â€Å"Customers will naturally expect to pay more [for a HARVARD BUSINESS PUBLISHING | BRIEFCASES Purchased for use on the MSc Business Valuation, at Imperial College London. Taught by James Sefton, from 21-Aug-2013 to 31-Dec-2013. Order ref F211857. Usage permitted only within these parameters otherwise contact [emailprotected] Initial Expenditures ($ thousands) 4212 | New Heritage Doll Company: Capital Budgeting custom doll],† she said. Market research with focus groups revealed significant enthusiasm for the product concept and supported the notion of premium prices. The web-based software tools and order entry system required New Heritage to make significant modifications to its existing technology infrastructure, expand its webhosting capacity, and modify the terms of its third-party service agreements to ensure a higher level of service quality. The majority of the RD expenditures shown below were related to software development, hardware upgrades, and web design. The development time involved, including product testing, was expected to be approximately 12 months. Initial outlays, some of which occurred in 2010 and some in 2011 As with Match My Doll Clothing, the required RD and marketing costs would be tax deductible. Manufacturing equipment had to be ordered by the end of 2010 to be ready for production at the beginning of 2012. While New Heritage had the option to pay for custom equipment in quarterly installments, the firm could get a substantial discount by paying for the equipment up front, in 2010. Figures in Table 3 and Exhibit 2 reflect the discounted cost of the equipment. To support the forecasted level of sales, substantial investment in working capital (primarily work in process inventory of partially manufactured dolls) would be required beginning in 2011. And still more equipment would have to be purchased and installed no later than 2014. In years 2015 and following, investments in working capital and equipment would revert to patterns familiar from the production division’s traditional lines of dolls. To complete development work, Holtz planned to use some of the company’s existing IT staff. The majority of the work would take place during calendar 2011. The number of people and their fully loaded costs are shown Table 4. These costs were not included by Holtz in the initial outlays shown in Table 3 or in the forecasts presented in Exhibit 2. The development personnel Holtz needed were considered â€Å"corporate† resources and were almost certainly available to work on the project. Table 4 Design Your Own Doll Development Personnel, ($ 000s) Application Development Personnel Costs: Web Application Developers Database Manager Systems Integration Specialist Total Cost BRIEFCASES | HARVARD BUSINESS PUBLISHING Purchased for use on the MSc Business Valuation, at Imperial College London. Taught by James Sefton, from 21-Aug-2013 to 31-Dec-2013. Order ref F211857. Usage permitted only within these parameters otherwise contact [emailprotected] However, even a limited degree of customization increased manufacturing complexity and expense. Further, because of the low production runs and volume, fixed costs on a per unit basis were expected to be relatively high. Consequently, the breakeven volume for the project was also expected to be high. New Heritage Doll Company: Capital Budgeting | 4212 Finally, Holtz needed to give Harris her assessment of the project’s riskiness. On the one hand, Design Your Own Doll had a relatively long payback period, introduced some untested elements into the manufacturing process, and depended on near-flawless operation of new customer-facing software and user interfaces. If the project stumbled for some reason, New Heritage risked damaging relationships with its best customers. On the other hand, the project had a relatively modest fixed cost ratio, and it played to the company’s key strength—creating a unique experience for its consumers. Educational material supplied by The Case Centre Copyright encoded A76HM-JUJ9K-PJMN9I Order reference F211857 Emily Harris still needed to complete her review and financial analysis of the two proposals. McAdams and Holtz were in frequent touch with Harris and both had offered to respond to any questions she might have about the proposals: the business case, the financial projections, the operating details, or anything else. Harris expected that she would indeed have some follow-up questions as she worked through her financial analyses. She also knew that her final recommendation might disappoint some executives within the division, who would scrutinize it closely. It had to be well-supported.

Milton Friedman Essay examples -- Biography Biographies Essays

Milton Friedman Milton Friedman has been credited with many different achievements, including being one of the most effective advocates of economic freedoms and free enterprise, being the greatest economist to ever walk the face of the earth, and proving every single word that Lord Maynard Keynes ever said to be wrong. Why these may or may not all be true, it is obvious that Friedman was a brilliant man of many accomplishments. Milton Friedman was born on July 15th, 1912 in New York City. His parents were poor immigrants and his father died when he was a senior in high school. Despite all of these obstacles he had to overcome, Friedman received a scholarship to Rutgers University and got his B.A., an M.A. in 1933 from the University of Chicago, and a Ph.D. in 1946 from Columbia University. He worked as a research assistant to Henry Schultz at University of Chicago until 1937 when he started working with the National Bureau of Economics. There he jointly published the book Incomes from Independent Professional Practice with Simon Kuznets, which also served as his doctoral dissertation at Columbia. This book introduced the concepts of permanent and transitory income. In 1933 Milton Friedman met Rose Director, a fellow Economics student, and six years later they were married. Rose and Milton have collaborated on quite a few books and essays, and have established the Milton & Rose D. Friedman foundation, which promotes School Choice, which will be explained in more detail later. In 1976 Milton Friedman won the Nobel Prize in Economic Sciences "for his achievements in the fields of consumption analysis, monetary history and theory, and for his demonstration of the complexity of stabilization policy." Milton Friedman coined the terms "only money matters" as his emphasis on the role of monetary policy in the United States economy. Friedman is perhaps the most effective advocate for free enterprise and monetarist policies from 1945-1985. His only rival among economists of the 20th century would have to be Keynes. As well as being a Nobel Prize winner and just an overall brilliant man, Friedman served as Senator Barry Goldwater's informal economic advisor in 1964 and for Richard Nixon in 1968, then as President Nixon's advisor. He served as President Reagan's Economic Advisor on his Advisory Board in 1981. Friedman was awarded the Presidentia... ...n acceptable level. Another one of Friedman's strongest and most well known opinions was on the Federal Reserve and how it is practically useless. Friedman being the big free-market capitalist that he is, thinks that the Federal Reserve acts stupidly, rashly and doesn't take the time-lag into respect when making their dramatic decisions. Friedman also blames most of the economic instabilities on the federal reserve's action. Milton Friedman has definitely been one of the most influential economists of the 20th century. His discoveries and theories in monetary policy, school choice liberalism and inflation relations impact economic history in a way only a few people can do. He and his wife Rose are now running the Foundation for school-choice and have just published Two Lucky People: Memoirs. Bibliography: Friedman, Milton. Bright Promises, Dismal Performance: An Economist's Protest. New York: HBJ, 1983. Friedman, Milton and Rose. Free to Choose: A Personal Statement. New York: HBJ, 1980. Hodges, Michael. Milton Friedman- A Tribute by MWHodges. May 2001. September 2001. Walters, Alan. A Dictionary of Economics, The New Palgrave. Vol.2, 1987. Pp.422-427.

My Most Embarrassing Moment

My Most Embarrassing Moment Some things are easier to remember, than to forget. I can remember my most embarrassing moment as if it happened yesterday. I’ve tried to forget about this moment all my life, but it just never goes away. I can think back to that day and just laugh. I was nine years old, and I was attending elementary school. I was starting my fourth grade year with no friends. I was a quiet and shy person, so I never hung out with the other kids. After a few months I manage to make friends and wasn’t so shy anymore, until one day. It was Monday December 10, 1999. Like any other day I got up and ready for school.I notice that it was very cold outside, so I asked my mom to drop me off at school. On my arrival, I immediately entered the school and went downstairs to the cafeteria, where I met with some of my classmates. Time passed by and the first bell ran and everyone including myself started heading upstairs to homeroom. My homeroom was on the 4th floor. I u sed to hate this because by the time I would get to the 4th floor, I would be tired and running out of breath. While trying to my catch breath, I had to walk all the way down this long hallway, just to get to my classroom, which was room 313.I finally got there, and immediately went inside the classroom, and said â€Å"hi† to my teacher Miss. Fitzgerald. I sat down in my assign seat, which was the first seat on the second row. As we were waiting for the rest of the class to come in, my friend Raul, who was sitting behind me said â€Å"hi. † He usually didn’t talk to me, because I was too shy. And I didn’t talk to him, because he was consider the cutes boy in my class, who every girl used to like. But to me he was just like any other boy who pretended to be a young Justin Timberlake, but with no fame. We exchanged a few words and then the teacher begun to lecture.Hours when by and it was finally time for lunch. After forming a line, we started to go downst airs to the cafeteria. As we went down, I started to smell the food, which that day we were having pizza. It smelled like juicy cheese melting down in warm tomato sauce! I couldn’t wait to sit and eat. Shortly after that, it was time to return to class. Once again, we made a line and headed upstairs. As we got to the fourth floor, I felt someone touch my butt. I turn around quickly to figure out who had touched me inappropriately and the only person I saw behind me was my friend Raul.I didn’t know what to do, my heart was pumping like if I had just gotten chase by zombies. I was so scared that I started to cry. Everyone gazed at me, wondering what was wrong. In the meantime, my teacher Miss. Fitzgerald kept asking me in a loud tone of voice, â€Å"What is the problem Coyna? † I didn’t want to answer her in front of the whole class. She then kept asking me the same question in louder tone of voice. I had no choice, but to tell her out loud, â€Å"Raul tou ched my butt! † At the moment, my body went numb. My face turned red as a strawberry.I was so embarrass because no one has ever touched me like that before. Everyone kept looking at me with eagle eyes, as if I was their prey hunt. In my mind I just keep saying â€Å"oh my god why did this happened to me and why are all eyes on me†. I felt so uncomfortable that I wanted to hide under a rock and not come out in years. We finally got to the classroom where Miss. Fitzgerald ordered the rest of the class to go inside. She then asked Raul if what I was saying was true, and Raul denied everything making me look like a liar. Consequently, the teacher didn’t do anything but give Raul a warning.Afterward, I felt very embarrass and didn’t talk to anybody for a whole week, including the teacher. Finally, every time I think about this experience in Elementary School I can’t help myself but to laugh. I was only nine years old in the fourth grade, who would had th ought that something like this could had happen to me. It was not a pleasant situation; I just wish I was matured enough to handle it differently. However, I was fortunate enough to learn from such experience, even though I am still embarrassed about that day. Just remember that what happens unexpectedly stays forever as a memory.

Human Resources Constructive-Dismissal Report Essay

Message It has come to my unfortunate attention that a former employee has made a discrimation-focused legal claim against our company. My goal is to define â€Å"constructive dismissal†; explain the legal mandates to which it may be attributed; discuss the merits—or lack—of it; and offer future mitigative actions to avoid such claims. Constructive Dismissal—Defined Before delving into a serious discussion of the former employee’s claim, it is important to understand the legal construct upon which it has been founded; this construct is referred to as â€Å"constructive dismissal.† Constructive dismiissal refers to an employee compulsion to terminate any working relationships with an employer. The impetus for the termination is an employer’s willful intent to create a hostile or unbearable working condition. Legally speaking, constructive dismissal is, then, tantamount to involuntarily separating the employee from the company (United States Department of Labor, 2012). There are three standards that must be considered when adjudicating whether a situation falls within constructive-dismissal grounds. They are 1. Intolerable Conditions 2. Objective Standard 3. Employer Knowledge and Intent The adjective in the first standard is important, because it makes the distinction between undue working conditions that are unbearable for a reasonable person and a process change that may be inconvenient for the  employee but is not intolerable. Trival matters such as changing a computer from a PC to a Mac, are exmempt from this standard, since these frustrations are a normative in all areas of employment. The second standard establishes a consensus on what is considered intolerable. It is defined as a work environment in which a reasonable person would feel compelled to quit. The third standard is also important, because it clearly indicates that the employer must know that changes that it is implementing create an intolerable environment, and it does so with the intent of compelling an employee to quit as opposed to implementing changes that are motivated by a substantiated business need (Turner v. Anheuser-Busch, Inc., 1994). Please note that constructive dismissal does not necessarily imply discrimination (though it is almost always discrimination based), since it can apply to both those in a protected class or outside it. The ex-employee charges that the schedule change for the production department was an unreasonable action on the company’s part and resulted in her being forced to work on a holy day of her religious persuasion. Resultantly, she charges that she felt compelled to quit, which is why she has filed a constructive-discharge claim against the company. Constructive-Dismissal and Attendant Legal Mandates More than just creating such a toxic environment, when the working condition creates an undue effect based on the employee’s race, ethnicity, gender, national origin, or religion. the Title VII of the Civil Rights Act applies and sets forth: â€Å"(1) to fail or refuse to hire or to discharge any individual, or otherwise to discriminate against any individual with respect to his compensation, terms, conditions, or privileges of employment, because of such indviduals’race, color, religion, sex, or national origin; or â€Å"(2) to limit, segregate, or classify his employees or applicants for employment in any way which woulld deprive or tend to deprive any individual of employment opportunities or otherwise adversely affect his status as an employee, because of such individual’s race, color, religion, sex, or national origin† (Equal Employment Opportunity Commission, 2012). An amalgamation of undue effect and discrimination of a protected class engenders â€Å"disparate impact† (Equal Employment Opportunity Commission, 2012) Employment separation due to disparate impact explicitly applies to the following sections of Title VII of the Civil Rights Act of 1964. The onus of proof is placed on the claimant. This person must do the following:  Ã¢â‚¬Å"(i) a complaining party demonstrates that a respondent uses a particular employment practice that causes a disparate impact on the basis of race, color, religion, sex, or national origin and the respondent fails to demonstrate that the challenged practice is job related for the position in question and consistent with business necessity; or â€Å"(ii) the complaining party makes the demonstration described in subparagraph (C) with respect to an alternative employment practice and the respondent refuses to adopt such alternative employment practice. â€Å"(B) (i) With respect to demonstrating that a particular employment practice causes a disparate impact as described in subparagraph (A)(i), the complaining party shall demonstrate that each particular challenged employment practice causes a disparate impact, except that if the complaining party can demonstrate to the court that the elements of a respondent’s decisionmaking process are not capable of separation for analysis, the decisionmaking process may be analyzed as one employment practice. â€Å"(ii) If the respondent demonstrates that a specific employment practice does not cause the disparate impact, the respondent shall not be required to demonstrate that such practice is required by business necessity. â€Å"(C) The demonstration referred to by subparagraph (A)(ii) shall be in accordance with the law as it existed on June 4, 1989, with respect to the concept of â€Å"alternative employment practice†. â€Å"(2) A demonstration that an employment practice is required by business necessity may not be used as a defense against a claim of intentional discrimination under this subchapter. â€Å"(3) Notwithstanding any other provision of this subchapter, a rule barring the employment of an individual who currently and knowingly uses or possesses a controlled substance, as defined in schedules I and II of section 102(6) of the Controlled Substances Act (21 U.S.C. 802(6)), other than the use or possession of a drug taken under the supervision of a licensed health care professional, or any other use or possession authorized by the Controlled Substances Act [21 U.S.C. 801 et seq.] or any other provision of Federal law, shall be considered an unlawful employment practice under this subchapter only if such rule is adopted or applied with an intent to discriminate because of race, color, religion, sex, or national origin† (Equal Employment Opportunity Commission, 2012). Although constructive dismissal is not directly referred to in the Civil Rights Act, it is clearly implied, since such a dismissal normally is directed at protected classes of individuals. When combined with disparate impact, constructive dismissal will fall under the purview of the Civil Right Act, and both are legally actional behaviors that the federal government will pursue through legal action and fines. It should be noted that the level of requisite integrity of constructive-dismissal claims can vary from state to state. For example, Washington extends a protected-class status to gays, lesbians, bisexual, transgender, or intersexed people, whereas Arizona extends no special class status to them. A constructive-dismissal claim due to sexual orientation in Washington would be considered; in Arizona, such a claim would not be considered. Furthermore, such a claim would face significant challenges if  appealed to federal levels, since federal laws offer no protection against discrimination based on sexual orientation (Human Rights Campaign, 2012). In addition to constructive dismissal, the ex-employee charges that the schedule change infringed on her right to practice her religion, since she believed that she was required to work on a holy day. The Title VII Act explicitly prohibits discrimation based on religious affiliation. Constructive-Dismissal Merits The ex-employee’s claim does not satisfy constructive-dismissal, disparate-impact, and discrimination prohibitions. The facts of this case clearly indicate this. Let us apply this individual’s claim to the standards required for each prohibition. First, for constructive dismissal, our company must create a hostile environment for the sole purpose of compelling the employee to quit. The ex-employee believes that the schedule adjustment, which required 12-hour days for four days a week and with three days off, created a hostile environment. This particular aspect of this individual’s claim fails this test for a few reasons: 1) Business growth motivated the schedule adjustment, not malice; 2.) the schedule adjustment applied to the most affected department, which is production, since it is tasked with keeping up with the increased demand for our products; and 3.) we provided employees of that department schedule options; we did not constrain them to work on specific days that happened to be days of observance for their religion. Considering the schedule flexibility offered, if the ex-employee worked on a holy day, it was out of choice, not compulsion on the part of our company. Another implication in the above argument is that a different department did not have its schedule adjusted. As indicated above, we adjusted the schedule for the department that is directly affected by the business growth—the production department. There is no impetus for us to adjust schedules for the human-resources department, for example. Second, for objective standards, courts have repeatedly ruled that constructive dismissal is applicable if we create an environment that is so heinous, a reasonable person would quit. I have just indicated that our schedule adjustment was motivated by business need, not malice toward a particular individual or religion. All of the other employees took advantage of the schedule opportunity offered and chose days to work that were appropriate for their needs. There have been no other complaints of being forced to work or being unable to work on a non-holy day. Based on the scenario, it would not be reasonable to quit one’s job. Third, for employer knowledge and intent, it is true that we knew that the increase in business might have caused an impact on certain employees’ lives. We proactively remedied this situation by offering such a flexible schedule, with employees making their own choice of what days they would and would not work. Employees have nearly half their workweek off. There is no reason for an individual to work on a holy day. Also, our only intent was to meet our customers’ needs, so we adjusted our business processes to effectively do so. The underlying concern is that our actions were motivated by this individual’s religion. There is no tenable evidence to support such a concern. We hire a range of people with different religious beliefs. Some are unwilling to work on Sundays. Others are unwilling to work on Saturdays. Some require prayer at various points during the day. Where reasonable, we have always provided accommodations for such observances, and we did so with our schedule adjustment. There was no targeting of any religion. There is no veracity to the ex-employee’s claims. The company must respond to these charges. It can do so in one of three ways: 1. The company can ignore the facts of this scenario and accept that the ex-employee’s claims have merit and can then move to placate the ex-employee in a few ways: a. Rehiring the ex-employee and paying her retroactive pay for the time she did not work, b. Not rehiring the ex-employee but  offering a settlement to avoid a protracted legal scenario, or c. Rehiring the ex-employee and accommodating her schedule requests (Palopoli, 2011). 2. The company can enter into arbitration with the ex-employee to discuss the facts of the scenario, with the intention of arriving at an equitable solution that will placate the concerns of the ex-employee and the company (EEOC, 2012). 3. The company can refute the charges in a court of law, especially after the findings of an investigative company effort denote no actual discrimination or the appearance of it (Cruz, Padilla, & Narvae Law Firm, 2011). There are caveats to each of these responses, however. For Response 1, this action is a clear company admission of its culpability in discrimination within its organization. It is an unbalanced response, since it placates the ex-employee but tarnishes the name of the company. Furthermore, acquiescing to the ex-employee’s claims by adjusting the schedule may very well set an inappropriate expectation for other employees. An influx of schedule requests based on employees who invoke their religious preferences would thwart the purpose of the schedule request, which is to meet customer demand. For Response 2, the results of an arbitration hearing are legally binding and normally are a mitigative step against taking up the matter in a court of law. There is a likelihood, no matter how remote, that arbitration will result in our company’s acquiescing to the ex-employee’s claims. This eventuality can result in financal loss due to paying exorbitant sums to the ex-employee for what would amount to silencing her criticism of our company. Or if the results of the arbitration fall in line with the company’s wishes, the negative image that the ex-employee may generate would harm recruiting efforts of candidates or customers who increasingly place value on companies that demonstrate social responsbility toward people and its surroundings. For Response 3, the judgment in a legal case can be binding. There may be a remote possibility that our company may not vindicate itself fully in court. Because of the facts of the case, it would be reasonable to expect that our company would appeal. However, the cost to contend with the ex-employee in court may be prohibitively high. And even if our company emerges victoriously, the result would not constrain the ex-empoyee from tarnishing our company’s name in the marketplace. Based on the eventualities listed above, the viable course of action is Response 3. The actions of our company are sufficiently supported to provide a solid response in a legal setting. The likelihood of not prevailing in court is minimal. And although the opportunity cost to following this route is devoting funds unnecessarily to a baseless claim, vindication in court may very indicate to others who choose to bring dubious claims that our company will respond indignantly to these affronts to our company’s reputation. Responding to the baseless claim by pursuing the matter in court is a tenable position, since our anti-discrimination policy is clear. (In allusion to a subsequent section, the clarity of the policy does not imply that it has been adequately explained to prosepctive and current employees; a training program offered to our recruiting staff will resolve that matter.) Our greatest defense is in presenting this policy as evidence to the court. The policy clearly indicates that the company respects religion as a protected class and makes every effort to accommodate religious rites as long as they do not present an undue contravention of company operation (HR Info Center, 2009). A court-centered legal response to this claim is preferable also because of the investigative process that is extant within our anti-discrimination policy. The ex-employee did not provide our company an opportunity to investigate the claim before she resigned her position. The only indication that a problem existed was when the EEOC delivered the complaint to our company. Our investigative processes clearly demonstrate the thoroughness  and seriousness that our policy devotes to discrimination complaints. Multiple layers of leadership are involved in the process, and many employees are interviewed to determine if they shared the same sentiments. The investigative process is also confidential, and the results are shared with no entity without a need-to-know basis. Furthermore, the investigative process has corrective action built in if there is a determination of discrimination against the employee making the complaint. It also has a built-in anti-retaliation policy, regardless the result of the complaint. Our company can provide documented evidence of our response to past complaints as well as the company’s disposition toward employees after the resolution of these complaints. Demonstrating the company’s follow-through efforts that the ex-employee did not avail herself of will provide substantial support of our contention that we are committed to operating in a discrimination-free environment (Kleiner Perkins Files Legal Response To Gender Discrimination Suit, Denies â€Å"Each And Every Material Allegation, 2012). Another reason why pursuing this matter in a court of law is appropriate is that our company can demonstrate our commitment to investing in the community in which we operate, a diverse community. Our company currently provides several millions of dollars in tax revenue to the community, revenue from which all members of the community benefit. But more than tax revenue, our company provides financial support to various groups in the community: religious-based groups, gay-and-lesbian groups, black-focused groups, and women-centered groups. Our commitment to financially supporting the community is a potent response by itself to the baseless claima against us. Logically speaking, it would be nonsensical for our company to expend money for these community-focused endeavors while practicing discrimination against the very members of the groups that benefit from our financial support (Response to discrimination claims, 2007).

Eritrea Today

Eritrea Today In the 1990s, great things were expected of Eritrea, then a brand new country, but today Eritrea is most often referenced in the news for the flood of refugees fleeing its authoritarian government, and the government has discouraged foreign travelers from visiting. What is the news out of Eritrea and how did it get to this point? Rise of an Authoritarian State: Eritreas recent history After a 30-year war of independence, Eritrea achieved independence from Ethiopia in 1991 and began the difficult process of state building. By 1994, the new country had held its first - and only - national elections, and Isaias Afwerki was chosen as the President of Ethiopia. Hopes for the new nation were high. Foreign governments dubbed it one of the renaissance countries of Africa expected to chart a new path away from the corruption and state failures that seemed endemic in the 1980s and 90s.   This image collapsed though by 2001, when a promised constitution and national elections both failed to materialize and the government, still under the leadership of Afwerki, began to crack down on Eritreans. Development in a Command Economy The shift to authoritarianism came during a border dispute with Ethiopia that erupted in 1998 into a two-year war. The government has cited the ongoing stalemate over the border and the need to build the state as justifications for its authoritarian policies, particularly  the much-hated national service requirement. The  border war and droughts reversed many of Eritreas earlier economic gains, and while the economy - under the governments strict controls - has grown since, its growth has been below that of sub-Saharan Africa as a whole (with the notable exceptions of 2011 and 2012, when mining boosted Eritreas growth to higher levels). That growth has not been felt equally either, and the poor economic outlook is another contributing factor to Eritreas high emigration rate. Health Improvements There are positive indicators. Eritrea is one of the few states in Africa to achieve the United Nations Millennium Development Goals 4, 5, and 6. According to the UN, they have drastically reduced infant and young child mortality (having cut mortality of children under 5 by 67%) as well as maternal mortality. Exponentially more children are getting important vaccines (a shift from 10 to 98% of children between 1990 and 2013) and more women are receiving medical care during and after delivery. There have also been reductions in HIV and TB. All of this has made Eritrea an important case study in how to implement successful change, though there are continued concerns about neonatal care and the prevalence of TB. National Service: forced labor? Since 1995, all Eritreans (men and women) are forced to enter national service when they turn 16. Initially, they were expected to serve for 18 months, but the government stopped releasing conscripts in 1998 and in 2002, made the term of service indefinite.   New recruits receive military training and education, and afterwards are tested. The select few who score well enter coveted positions, but still have no choice about their occupations or wages. Everyone else is sent into what are described as menial and degrading jobs with extremely low pay, as part of an economic development plan named  Warsai-Yikealo. Punishments for infractions and evasions are also extreme; some say they are torture.   According to Gaim Kibreab the involuntary, indefinite nature of service, coerced through threat of punishment, qualifies as forced labor, and therefore is, according to international conventions, a modern form of slavery, as many in the news have described it. Eritrea in the News: Refugees (and cyclists) Events in Eritrea have gained international attention largely due to the large numbers of Eritrean refugees seeking asylum in neighboring countries and Europe. Eritrean emigrants and youth have also at high risk of human trafficking. Those who manage to escape and establish themselves elsewhere send back much-needed remittances and have sought to raise awareness about and concern for the plight of Eritreans. While refugees by nature represent the disaffected within a country, their claims have been borne out by third party studies. In a very different note, in July 2015, Eritrean cyclists strong performance in the  Tour de France  brought positive media coverage to the country, highlighting its strong cycling culture. The Future While it is believed that opposition to Aswerkis government is high, there is no clear alternative in place and analysts do not see change coming in the near future. Sources: Kibreab, Gaim. Forced Labour in Eritrea.  Journal of Modern African Studies  47.1 (March 2009): 41-72. United Nations Development Project, Eritrea Abridged MDG Report, Abridged Version, September 2014. Woldemikael, Tekle M. Introduction: postliberation Eritrea. Africa Today 60.2 (2013)

Erin Brokovich-what a life essays

Erin Brokovich-what a life essays Characters: Ed Masry, (MASRYS FIRM) George, Donna Jensen (sick woman that Erin helps), Matthew, Katie, baby-(her kids) Themes: Stereotypes, Acceptance, community, growth/development of characters, courage, decision, determination, empowerment, endurance, integrity/honour, overcoming obstacles, perception of women. Theresa Dallavale: Okay, look, I think we got off on the wrong foot here Erin Brockovich: That's all you got, lady. Two wrong feet. In fucking ugly shoes. Erin Brockovich: For the first time in my life, I got people respecting me. Please, don't ask me to give it up. Ed Masry: What makes you think you can just walk in there and take whatever you want? Erin Brockovich: They're called boobs, Ed. Ed Masry: In a law firm you may want to re-think your wardrobe a little. Erin Brockovich: Well as long as I have one ass instead of two I'll wear what I like if that's alright with you? You might want to re-think those ties. Erin Brockovich: Look I don't know shit about shit but I know right from wrong! Well, seeing as I have no formal legal training and Ed here was losing all faith in the system I simply went out and performed sexual favors. 635 blow jobs in 5 days! I'm really quite tired! Im smart, hardworking, and Ill do anything, and Im not leaving here without a job...dont make me beg. ED: Youre emotional, youre erratic, you make this personal, and it isnt! Erin: That is my work, my sweat, my time away from my kids! If that isnt personal then I dont know what is! -Erin has a lack of maturity. She has been treated badly in the past, and so now her attitude allows her to get what she wants. She is determined. -Erin lacks respect for herself when promoting her own ends-she dresses provocatively, is rude and immature. She is simple an ...

Chinese-Americans and the Transcontinental Railroad

Chinese-Americans and the Transcontinental Railroad The Transcontinental Railroad was a dream of a country set on the concept of Manifest Destiny. In 1869, the dream was made a reality at Promontory Point, Utah with the connection of two railway lines. The Union Pacific began construction of their rail in Omaha, Nebraska working toward the west. The Central Pacific began in Sacramento, California working toward the East. The Transcontinental Railroad was a vision of a country but was put into practice by the Big Four: Collis P. Huntington, Charles Cocker, Leland Stanford, and Mark Hopkins. Benefits of the Transcontinental Railroad The benefits of this railroad were enormous for the country and the businesses involved. The railroad companies received between 16,000 and 48,000 per mile of track in land grants and subsidies. The nation gained a quick passage from east to west. A trek that used to take four to six months could be accomplished in six days. However, this great American accomplishment could not have been achieved without the extraordinary effort of Chinese-Americans. The Central Pacific realized the enormous task ahead of them in the construction of the railroad. They had to cross the Sierra Mountains with an incline of 7,000 feet over only a 100-mile span. The only solution to the daunting task was a great deal of manpower, which quickly turned out to be in short supply. Chinese-Americans and the Building of the Railroad   The Central Pacific turned to the Chinese-American community as a source of labor. In the beginning, many questioned the ability of these men that averaged 4 10 and only weighed 120 lbs. to do the work necessary. However, their hard work and abilities quickly allayed any fears. In fact, at the time of completion, the vast majority of workers from the Central Pacific were Chinese. The Chinese worked under grueling and treacherous conditions for less money than their white counterparts. In fact, while the white workers were given their monthly salary (about $35) and food and shelter, the Chinese immigrants received only their salary (about $26-35). They had to provide their own food and tents. The railroad workers blasted and scraped their way through the Sierra Mountains at great risk to their lives. They used dynamite and hand tools while hanging over the sides of cliffs and mountains. Unfortunately, the blasting was not the only detriment they had to overcome. The workers had to endure the extreme cold of the mountain and then the extreme heat of the desert. These men deserve a great deal of credit for accomplishing a task many believed impossible. They were recognized at the end of the arduous task with the honor of laying the last rail. However, this small token of esteem paled in comparison to the accomplishment and the future ills they were about to receive. Prejudice Increased After the Completion of the Railroad There had always been a great deal of prejudice towards the Chinese-Americans but after the completion of the Transcontinental Railroad, it only became worse. This prejudice came to a crescendo in the form of the Chinese Exclusion Act of 1882, which suspended immigration for ten years. Over the next decade, it was passed again and eventually, the Act was renewed indefinitely in 1902, thus suspending Chinese immigration. Furthermore, California enacted numerous discriminatory laws including special taxes and segregation. Praise for the Chinese-Americans is long overdue. The government over the last couple of decades is beginning to recognize the significant achievements of this important segment of the American population. These Chinese-Americans railroad workers helped to fulfill the dream of a nation and were integral in the improvement of America. Their skill and perseverance deserve to be recognized as an accomplishment that changed a nation.

Informal Learning in the workplace is a more significant, effective Essay

Informal Learning in the workplace is a more significant, effective and superior form of learning to formal classroom-based learning. Critically discuss this statement - Essay Example Moreover, organizations tend to engage in a variety of activities thereby requiring extra skills among the human resources. Some of the skills may be acquired in the workplace other than incurring additional costs for formal training. For example, problem solving and effective communication are skills that can be acquired in the workplace through informal learning. This paper presents a critique of the statement that informal learning in the workplace is a more significant, effective and superior form of learning to formal classroom-based learning. It focuses the underlying principles of this kind of learning in organizations in relation to the likelihood of accomplishing productivity and competitiveness. It highlights the strengths that give it an upper hand over formal learning in classrooms and the benefits that organizations derive from the adoption of informal learning in the workplace. Nevertheless, there are a few negative aspects of this type of workplace learning. These features that make some organizations to prefer the formal classroom based learning have been discussed. Informal learning is an arrangement whereby skills are acquired without any programmed curriculum. The learner pursues knowledge without a prearranged procedure and can virtually acquire information from any source. The employees in the workplace acquire new knowledge through interacting with others, handling equipment and brainstorming with team mates in establishing solutions to emerging problems in the workplace. As Cross (2007) observes, knowledge acquired when a person knows what he/she desires to accomplish a particular goal leads to efficiency than the skills acquired through a set of courses that are mandatory for learners to undertake for them to be qualified. Most of the skills acquired through informal learning are through unexpected encounters in the workplace. The employers do not control what is to be learnt. Work

How One Child Policy Would Affect Chinese Economy Research Paper

How One Child Policy Would Affect Chinese Economy - Research Paper Example In 1989, the official slogan was that a â€Å"one-son or two-child† policy, and it was in force in all most all regions of China. Thus, under this changed policy initiates, couples with a daughter were bestowed with the privilege to have a second child that too after a gap of 7 years. China’s entire birth planning initiative and one-child policy was perused on the available processes and structures linked with a centrally planned economy. (US Congress Joint Economic Committee 1992:252). Population control and economic development are the two major concerns for developing nations. China’s response to this issue was the open-door policy and the reform and the one-child policy. Two miracles have been produced by China in these areas. Both, demographic and economic changes have been undergone by China in recent years. Further, China has shifted from the centralised economy to a market- based economy. China, in the last twenty years, has become as one of the fast-grow ing and most energetic economies of the world, and this is regarded to be first miracle. Further, China’s one-child policy has applied the brake to explosive growth of Chinese’s population and also there has been a remarkable decline in fertility rates, which is well bellow –replacement stages and this has been regarded as second miracle of China.( Wong & Liu 2007:333). In reality, the declines in population growth, the slow-down in fertility rates and transformation in age structure have been main features economic achievement of China. The main aim of this research study is to study the association between China’s economic growth and its demographic evolution. In the background of both future and contemporary changes in China’s age structure, this research paper will also scrutinize and evaluate on the role of transformation in populations age structure in impacting China’s prospects for economic growth in the ensuing decades. This researc h paper will endeavour to elucidate the future, and the current confronts China witnesses and suggests policies to cope with them to maintain economic growth in the globe’s most populace nation. (Wong & Liu 2007:334). One Chid Policy and China’s Economic Development History of Chinese One -Child Policy During 1978-79, there had been reformulation of China’s population policy by the post –Mao’s leadership. The population issue witnessed in the late 1970s was footed on the demographic reality that in between 1949 and 1970, China had concluded its demographic evolution from high to low mortality and fertility rates. Before the introduction of one -child policy , the China’s population strategy of the 1970s had resulted in a shark fall in aggregate fertility rates to 2.72 in 1978 from 5.81 in 1970.Despite the fact of low fertility rates , due to demographic momentum , it was foreseen that population increase would prolong for many years to come. Demographic momentums connotes that a population will prolong to increase long after replacement level fertility has been accomplished, as young age structure of the total population will generate groups in the childbearing ages for many more years to come. The research survey by Tien (1981) that was conducted in the late 1970 showed that about 39 % of population of China was in the age group of 15 and above , while 65% of the population was aged 30 and below , born after 1949 . Calculations showed that on the basis of this age structure that if every

The World of Finance Essay Example | Topics and Well Written Essays - 750 words

The World of Finance - Essay Example Both Amex and NASDAQ are similar since both the companies are based on the stock market. Both handle major clients and many different exchanges. Both also deal with the buying and selling of stocks. Each is widely known and capitalizes on their investors. There are some differences in the operations of two companies. NASDAQ is more of a corporate's corporation. It handles mostly technological clients and uses technology to electronically handle everything. Amex on the other hand, likes to be more personalize and does not handle everything electronically. Amex uses floor exchanged and is thought to be slower in handling things. NASDAQ is extremely competitive and continues to try to find way to better its company. In September 2002, New York State Attorney General Eliot Spitzer sued five corporate executives (former WorldCom chief executive Bernard Ebbers, Qwest chairman Philip Anschutz, former Qwest CEO Joseph P. Nacchio, Metromedia Fiber chairman Stephen Garofalo and former McLeod CEO Clark McLeod) for repayment of funds garnered through profiteering in Initial Public Offerings (IPOs) and phony stock ratings given by Salomon Smith Barney in return for investment banking business. In January 2003, Spitzer reached a "global" settlement with top Wall Street firms. They pledged to pay $1.4 billion to settle federal and state charges. Bernard Ebbers was head of WorldCom. WorldCom had merged with one of the biggest technological companies MCI in April, 2003. This was one of the biggest technological mergers. This merger had broken up monopolies such as AT&T that had dominated the telephone industry. But after the scandal WorldCom was changed. The company filed for bankruptcy. For a time, WorldCom (WCOM) was the United States' second largest long distance phone company. (Liqi, 2006). PART - II Economic Functions of Financial Intermediaries Financial intermediaries are involved in performing very important economic function of channelizing the excess funds that depositors have, towards satisfying the fund requirements of the borrowers. Financial intermediaries aggregate small amounts of funds into big pools, then invest it in a diverse portfolio of primary securities to achieve more efficient diversification of risk than an individual investor. In this way, financial intermediaries are able to use savings that would otherwise not have been available to produce economic activity. Brokers' Roles in Financial Markets Brokers perform very important function in financial markets. They obtain relevant information that is required by the clients to make informed investment decision. This information ranges from market conditions to government regulations. In addition, brokers carry out clients' portfolio investment planning and provide guidance to the clients about most optimal investment decisions. Brokers have high level of control of a financial market. However, the advent of internet has brought about changes in the way businesses are conducted. The financial markets are no exception. NASDAQ makes use of the internet to provide value added information to the clients. The investment

Impact of Culture on International Marketing Strategy Assignment

Impact of Culture on International Marketing Strategy - Assignment Example From the international business perspective culture refers to the distinct way of living for the people of a particular society. The term culture includes but is not limited to values, beliefs, assumption, moral, ethics, religion, etc of a society. These factors of culture are gradually learned from the members of the society and are passed from one generation to others. It defines and determines the ways in which the people of a particular society live. In addition to this, the culture of a society also determines what is acceptable and what is unacceptable for a society (Helsen 2009). As the market of developed countries like UK are getting saturated, and because of high level of competition it become important for the organization to look for the new territories and markets (Doole and Lowe 2008). Markets of developing countries like India and China are in the state of evolution and their economy is booming, because of which there are good amount of opportunities are present for th e foreign organizations. This statement can be supported by the fact that sales rates for Coca-Cola get doubled every three years in the countries like India, China and Indonesia, whereas in developed countries its average growth rates are below 5% (Fletcher 2007). Thus it can be said that developing countries provides more growth opportunities in comparison to the developed countries. But to capitalize these opportunities it is important for the organization to adopt a strong marketing strategy for such international markets. Currently, companies like Coca-Cola are targeting the elite population of developing countries. Most of the firms having imperialist mindset, which made them to sell the same products without any change as per the needs of the new market and consumers. Most of the organization believes that with the increase in the income level, people will start using their products. But this approach of the organization will help them to utilize only a part of the total mark et. At this stage, the role of international marketing come into the act as it helps the organization to understand the different market drivers, through which organization can capitalize the market well. Different market drivers are technology, culture, competition, etc. (Giligan and Hird 1986)

Prcis of journal article Term Paper Example | Topics and Well Written Essays - 1750 words

Prcis of journal article - Term Paper Example From the onset, this article is setting the tone for change as a challenging form of opposition related to achieving corporate goals so that the ready fully understands the nature of change in a dynamic organization. The authors refute the pre-existing notion that change can be classified under logical characterization perceptions and even indicate that resistance may be caused by the change agents themselves through their own actions or misguided principles in use for change practices. Change is proposed to be a reaction to the relationship between the change recipients and the agent based on the quality of the relationship dynamics between the two (or lack thereof). The authors are suggesting that when change agents automatically believe that all resistance to change objectives are negative, they miss out on opportunities to halt resistance in a more positive method. The article is challenging the notion that change is a predictable situation occurring of phenomena that is removed from the presence of the change agent, with the agent taking a role as that of a metaphorical umpire that simply dictates compliance using structured methods to combat change. Rather, the article imposes on the reader that change resistance is invariably linked to the attitudes or behavior of the change agent and cannot be separated in all instances where resistance is present. This is an interesting notion considering that most researchers define change resistance from a sort of orderly and predictable pattern of behavior, usually psychologically-based, that has defined and structured methods of combating it. Instead, this article takes a more realistic viewpoint about resistance by defining it as being ambiguous and somewhat unique to the organizational culture that resides at the business or organization. ANALYSIS RELATED TO CHANGE RESISTANCE The article describes the phenomenon of the self-fulfilling prophecy which is essentially when beliefs or attitudes about a situation or em ployee population have a direct form of bias on behavior or method in management or in reducing resistance to change. A self-fulfilling prophecy is one where an individual believes that a certain outcome is going to occur and, through their own actions, bring this consequence to reality. When someone carries these attitudes, expecting automatically to find resistance in a new change effort, resistance will likely be the outcome (Ford, et al.). There is a danger in this type of thinking as pre-set, biased, and false beliefs that resistance will absolutely be a product of change agent efforts will lead the change agent to act somewhat deceptively in the process of creating new change policies. The article indicates they might hide concepts or build irrational systems to combat change, based solely on their perceptions, thus leading to resistance through these efforts. This is an interesting point of view and it makes sense considering that such attitudes can have a direct impact on be havioral approaches. Pre-established and false notions related to resistance expectations would have a broader impact on psychology and the social dynamics associated with new change principles, and thus the notion of the self-fulfilling prophecy would seem to be supported by most psychologically-based literature on human behavior. Further, the article

Impact of Culture on International Marketing Strategy Assignment

Impact of Culture on International Marketing Strategy - Assignment Example From the international business perspective culture refers to the distinct way of living for the people of a particular society. The term culture includes but is not limited to values, beliefs, assumption, moral, ethics, religion, etc of a society. These factors of culture are gradually learned from the members of the society and are passed from one generation to others. It defines and determines the ways in which the people of a particular society live. In addition to this, the culture of a society also determines what is acceptable and what is unacceptable for a society (Helsen 2009). As the market of developed countries like UK are getting saturated, and because of high level of competition it become important for the organization to look for the new territories and markets (Doole and Lowe 2008). Markets of developing countries like India and China are in the state of evolution and their economy is booming, because of which there are good amount of opportunities are present for th e foreign organizations. This statement can be supported by the fact that sales rates for Coca-Cola get doubled every three years in the countries like India, China and Indonesia, whereas in developed countries its average growth rates are below 5% (Fletcher 2007). Thus it can be said that developing countries provides more growth opportunities in comparison to the developed countries. But to capitalize these opportunities it is important for the organization to adopt a strong marketing strategy for such international markets. Currently, companies like Coca-Cola are targeting the elite population of developing countries. Most of the firms having imperialist mindset, which made them to sell the same products without any change as per the needs of the new market and consumers. Most of the organization believes that with the increase in the income level, people will start using their products. But this approach of the organization will help them to utilize only a part of the total mark et. At this stage, the role of international marketing come into the act as it helps the organization to understand the different market drivers, through which organization can capitalize the market well. Different market drivers are technology, culture, competition, etc. (Giligan and Hird 1986)

Determinism,compatibilism, and libertarianism Essay

Determinism,compatibilism, and libertarianism - Essay Example Since the beginnings of human civilization people have been seeking the ideal path to achieving a productive, successful, healthy, and happy society. There are several different theories conceived and developed aimed at achieving it. Unfortunately, many of these ideas are not remotely in agreement and some downright contradict one another. Each one claiming to have the answer as to the nature of mankind, why human beings behave as they do, and how best for them to live within and perceive society. Determinism, compatibilism, and libertarianism are three prime examples of philosophical concepts, each having strong historical support and criticisms. While each ideology has logical arguments supporting its validity they, also, have internal flaws that may lead to negative outcomes; therefore determining which, if any, is the most likely to be the best, or correct, answer to ideal human society and perspective on human reality if no easy feat. What is free will? If so, does it exist? The answer is not as simple as you think. If you define free will as being the idea that reality plays out according to the millions of individual choices and decisions we make based on wants and desires, both, great and small, then the ideology behind Determinism may not be for you. However, if you believe that scientific principles, psychological motivators, and persistent causative events outside ones’ control and force every choice that you make; even the sense of choice is, essentially, a false perception, then you would be a poor libertarian. If you believe that, although many causative events play a part in influencing our decisions and behaviors, but, on occasion those causative elements are absent, allowing for certain choices to be made solely by want and desire beyond needs and if you believe that perhaps both could coexist, then you might fit in nicely in the company of compatibilists. However, do not look for support from the determinists and libertarians, both cons ider the idea of coexistence as illogical, not plausible, and impossible. (Pecorino, 2000) In order to understand, determinism, capatibilism, and libertarianism better, as well as, assess the differing strengths and weaknesses, it is necessary to discuss and review each theory individually. Determinism in its, most basic form, can be defined as a belief system that adheres to the ideology that all things in nature are subject to the cause and effect principal, human behavior included. For this reason human beings are not responsible for their behavior because the actions and behaviors exhibited by people are directly a response to causal or set of causal events, entirely outside their control. More so, determinists believe that all things follow the natural law and that behaviors can, in fact, be predicted, if enough causal variables are known.(Pecorino, 2000) Simply put, determinists look at the world at given period in time and apply the â€Å"natural laws,† or clearly defi ned understanding of what is true, and then relating that to what will inevitably be in the future.(Newall, 2005)There are 4 specific factors that are believed to play a huge role as causative factors in the actions and behaviors of human beings; 1. Human Nature: determinists claim that human beings are subject to the instincts and biological imperatives outside of their conscious control. 2. Environment: human behavior can be attributed to their response to environmental factors that, essentially, forcing their hand. 3. Psychological Forces: Not unlike human nature, psychological drives influence behavior, again, outside one’s control. 4. Social Dynamic: human beings are directly subject to the rules, laws, and societal constructs of their communities, which, also, influences human behavior. Ultimately, the overall reigning element of determinism that characterizes and creates criticism of it is that it holds firmly that human free will is an illusion that we

Employee Empowerment and Motivation Essay Example for Free

Employee Empowerment and Motivation Essay Employee empowerment is the process of enabling or authorizing an individual to think, behave, take action, and control work and decision making in autonomous ways. It is the state of feeling self-empowered to take control of ones own destiny (Heathfield, n.d., 1). In other words, giving the employees the power and ability to make decisions that affect not only their department but the company as a whole as well. Empowerment has become an increasingly used human resources (HR) catchphrase when analyzing the corporate world of today. Empowerment of the employees can increase employee morale, improve company performance, and improve employee relations, however is not an overnight process. All levels of employees, supervisors, and executive management have to work together and be properly prepared in order to make an empowerment program successful. Improving Employee Morale In many corporate organizations, the lower level employees often feel unappreciated and underutilized. Often, employees can feel like just another number, destined to do the same thing day after day with all decisions being made by upper management. When companies adopt an employee empowerment approach, these feelings can be reduced or even eliminated. Allowing, and even mandating employees to have a say in company decisions makes them feel important to the success of the company. Employees want to be heard and they want their opinions to matter. The most effective morale booster is for an employee to see his or her idea become a company policy. When this happens, the employee feels more valued and being recognized as an important contributing part to the company. Improving Company Performance Another benefit of employee empowerment programs is usually a noticeable improvement in company performance. The simple explanation for this fact is that employees who are most familiar with the day-to-day processes have the best hands on knowledge to be able to implement educated changes and improvements to those processes. Often, many members of management and the corporate officers are hired into their jobs based on education and experience with other companies; they often never worked their way up within the current company and have therefore, never experienced the day-to-day processes. Therefore, decisions made by those officers are often solely based on hypothetical situations and projected  profits; they are often so focused on the bigger picture that they overlook the details. However, when the employees performing the job are asked to make decisions, they look at from the bottom and up and take those forgotten details into consideration. Improving Employee Relations When employees are not involved in company decisions, often they operate within their own confined department. Often, the employees take actions without thinking about the repercussions of their actions to other departments; this is done mostly out of lack of communication of what those repercussions might be and not understanding how each process inter-relates. When employees are given the empowerment to make company decisions, it encourages open communication. Once employees know that they are going to be held responsible for their decisions and that those decisions will impact the whole company, they will take the time to work with other departments to investigate how things affect the company as a whole. This serves to not only achieve better decision making but also opens lines of communication and strengthens the company feeling of being more of a family unit. Making Preparations For Employee Empowerment Although employee empowerment seems like a simple concept, it cannot be implemented without preparation. All levels of employees within the company must be prepared and in agreement with the idea in order to make it work. Expectations must be communicated from the top most levels of management down to the base employees and vice versa in order for empowerment to work. Flat OrganizationOne of the first steps in successful employee empowerment programs is the flattening of the organization structure and its organizational chart. When the organization has too many decision makers and not enough line employees, conflict is inevitable and empowerment will not be successful. This change in organization may include the restructure of elimination of jobs to eliminate the dictatorial chain of command and bring all employees closer to the result. This transference of responsibility to the employees allows management to focus on other things such as researching new ideas and processes that are presented by the employees. Employee and Management ResistanceWhenever a company adopts an employee empowerment program, resistance from all levels is expected. Supervisor and Management level employees will often resist empowerment programs because they feel are giving up control that they worked hard to achieve. The human nature to enjoy a feeling of control and empowerment threatens that control. Supervisors and managers must be counseled in advance to make sure that they understand that their input is still crucial and important and that empowerment of their employees will be for the betterment of all parts of the company. One would think that employees would jump at the chance to participate in employee empowerment programs. However, many employees often balk at the opportunity. They often lack the self-confidence to make decisions they know will affect the whole company. Others believe that empowerment is just another word to justify piling more responsibility on the employees. According to Abrahamson (2004) in which he discussed how organizations can go through change overload and how employees can experience change fatigue and burnout. To prevent this, employees must be convinced of the positive effects of employee empowerment. The company must strive to make the employees understand that the program is being implemented because the company values their experience and opinions and truly values their input. EducationOften, both management and employee resistance is caused by the feeling the employees do not have the knowledge needed to make the proper decisions for the company. Education is the key answer to this fear. By educating the employees about the company as a whole and the operations of those outside of their own department, confidence in the employees decisions is heightened. Education about the empowerment process in general will also help to quell fears by clearly defining everyones role within the company following the changes so that everyone knows what is expected of them and is confident with their future within the company. Conclusion Employee empowerment is an important part of the successful operation of todays organizations. By allowing the employees to have in an  input in company decisions not only lifts their morale, but more use of their experience and knowledge with day-to-day operations to make better decisions. This allows the company to service their clients better and ensure the continued success of the company within their market. Companies looking to start empowerment programs should take the time to educate employees completely and discuss the program benefits with all employees at all levels. This will help ensure that all employees are committed to the program and to ensure its success. â€Æ'References Abrahamson, E. (2004), Change Without Pain. Boston: Harvard Business School Press, Retrieved April 4, 2009 from http://www.referenceforbusiness.com/management/Tr-Z/Trends-in-Organizational-Change.html. Heathfield, S.M. (n.d.). Human resources: Employee empowerment. Retrieved April 4, 2009 from http://humanresources.about.com/od/glossarye/a/empowerment_def.htm.

Quantitative research

Quantitative research Introduction (150) Quantitative research is the investigation of phenomena that give themselves to exact measurement and quantification, which attached a rigorous and controlled design (Polit Beck 2008). Its has main purpose is to measure concept or variables objectively in numerical and statistical process, also relationship between variables (Parahoo 2006). The research methods are obtained from research design and generally include sample, intervention (if applicable), instruments, data collection, and data analysis (eds. Joyce Meredith 2006). In many instances, the quantitative research needs such as questionnaires or interview, computers and large sample sizes. This article is to explore of a quantitative research by Kalij and William (2009) the view of its data objectivity, sample size and selection, process data collection, data presentation and analysis, using the relevant references to support this discussion. The objectives are to prove with evidences if the Khalij and Williams study (2009) fulfills the requirements of quantitative research. Objectivity (150) Objectivity is amount of involvement of the researcher relates during the collection and analysis of the data (Marcella n.d.a). Polit and Beck (2008) argued objectivity meant researcher tend to stay away any impression of subjectivity or impersonal during study process. Parahoo (2006) explained the data which collected and analyzed are expected to be free from bias between researcher and participants. It means the researcher is detached or does not active participate from practice and there is no intervention between researcher and participant. Also the participants use the same actual measurements for data collection. Further the bias of research can be minimized and the objectivity of the study can be maximized. In The Kalish and Williams study (2009) showed that they did not participate and used measurements to collect the data. It showed in their study that during data collection, they involved staff nurses in four hospitals and used psychometric testing tool. Hard data (148) Hard data is characteristic of quantitative study. Polit and Beck (2008) said that quantitative data are the information obtained during process of study course in a quantified (numeric value). (Janet Houser 2008) argued the other numerical data specific patients symptoms put in rank order the scales which contained intervals, comparisons between subjects. Other instance the researchers with rigorously designed tools should be able to grasp the reality (Parahoo 2006). For example scale of depression and pain in numeric value. That means the data can be measured and quantified in some way. In the nursing practice we always face with the hard data. For instance are physical (height, weight, gender), physiological (vital signs, laboratory results, visual acuity), past medical histories, psychological and social or behavior. This data are shown in Kalish and Williams study (2009) during their study while collected data: sample size, genders, experience, education degree, and work location in quantified data. Statistic (142) Statistic is very important aspect in the quantitative research. After data are collected can be analyzed using statistic and presented in numerical form. Polit and Beck (2008) said that statistic is an estimate of a parameter, calculated from sample data. They emphasized statistics are used to test hypotheses and evaluate the believability of the finding. Researchers usually use statistical computer to expedite calculation and ensure accuracy (ed. Joyce and Meredith 2006). They mentioned statistic methods are used in every process include in the final report to search the correlations, comparisons of means, trend and significance of finding to refute hypothesis. Its reinforce that statistic is one of characteristic in quantitative research. Its applied in Kalishs study process while selecting data sampling and analyzing data which showed in the tables and the data was analyzed by statistical computer, descriptive statistic and inferential statistic. Sample selection (269) Janet Holt (2009, p. 235) said that sampling is the process to select a small group of participant for study with the goal of making generalization from large population based on findings. Polit and Beck (2008) argued that sampling is the process of selecting portion of the population to represent from the entire population element. There are differentiation ways in sample selection; sampling designs, sample size and sampling steps. Polit and Beck (2008) mentioned that there are two sampling designs; probability sampling and non probability sampling. Probability sampling contents; simple random, stratified random, cluster and systemic sampling. The non probability sampling has contents; convenience, quota and purposive sampling. Janet Houser (2008) explained sample size in quantitative research to determine sample in adequacy is power. Its an analysis to indicate the large of sample which needed to adequately detect a difference in result variable. Polit and Beck (2008) suggested the steps in this research sampling as follow; the population identify, the specific eligibility criteria, the specific sampling plan and sample recruitment. They emphasized researcher during sample recruitment to gain the participant cooperation use means of courtesy, persistence, incentives, research benefits, sharing results, convenience, and endorsement. This study sample collection was implemented in the kalishstudy. They used random sampling to collect the participant data from four hospitals in different unit. The study used N symbol which designed for the total number, and n symbol is designed for number of subject. They took large sample size with total samples (N=1098). They applied ratio of sample size during sample collection. They gained the participant cooperation which provided incentives (jumbo-sized candy and bar a pizza party). Data collection (285) Parahoo (2006) said data collection is methods to measure the data sampling which utilized the instrument tools: questionnaires, observation schedule and other measuring tools. He emphasized that the methods should be predetermined, structured and standardized. Polit and Beck (2003) developed data collection plan include identifying data needs, selecting types of measures, selecting and developing instruments, pre testing the data collection package, and developing data collection forms and procedures. They stressed Important aspects should be considered while implementing the data collection plans are the selecting research personal and personal and the training data collector. Nancy and Susan (2007) explained data collection is the process of obtaining the subject and collecting the data for the research. They explained five tasks during data collection process: recruiting subjects, maintaining consistency, maintaining controls, protecting study integrity, and solving the problem. Structure, quantifiability, obstrusiveness, and objectivity are important elements when selecting data collection instruments (Marcella n.d.a). We have to understand and maintain the important dimension the data collection methods when applied in the data collection plan, and implementing. The obtained data should be accurate, valid, and meaningful to respond the questions. Kalish and William implemented the data collection process in their study. They applied the approaching methods to maintain the important dimensions in data collection such as a tool of missed nursing care and reason for missed care. The Data collection plan used to identify data needs for instance in the describing sample characteristic of participants (table 2.). They construct the tool in their survey to gain the quantify data. While implementing data collection, they selected research personal is staff nurse experts. The training data collector was done which distributed a copy of tool, informed consent form and a letter explaining the study. Data analysis and presentation (299) Joyce and Meredith (ed. 2006) said data analysis is a systematic method of examining data gathered for any research investigation to support hypothesis. This system implements in the data analysis process: the data analysis preparation, the sample description, reliability of measurement test, exploratory analysis conduction, exploratory analysis, confirmatory analysis and posthoc analysis conduction (Nancy Susan 2007). Parahoo (2006) stated analysis data can be obtained from measurement level, and then analyzed with statistical level. He mentioned two statistic levels those are descriptive statistic and inferential statistic. There are several statistical computer programs (SPSS, SAS, LISREL, EQS, etc) which help the researcher to calculate these test statistics and their sampling distribution (eds. Joyce Meredith 2006). Marcella (n.d.b) explained there are two types of inferential statistics are parametric (t-test, ANOVA, Multiple regressions) and non parametric (Chi-square, Rank Correlation, Mann-Whitney U, Kruskal-Wallis). Quantitative research result may be presented in the tables, charts and graphs (Michael, Patricia Frances, 2007, cited Russell, 2005). In conclusion that data analysis is systemic method of examination data started from data collection which used measurement level then data were analyzed by statistical level and presented in the tables, charts and graphs to support hypothesis. Kalish and Williams study (2009) implemented the data analysis process which utilized measurement level and statistical level which completed using SPSS in their study. First step is checking of data accuracy using ordinal scale. The second is describing sample, they use central tendency and dispersion to test the contrast validity. The third is testing the reliability of measurement, they applied cronbach alpha coefficient. Fourth they conducted exploratory analysis as the extraction technique and varimax as orthogonal rotation method, also analyzed using oblique rotation. Fifth they conducted the confirmatory analysis used AMOS version 16. Last step they used analysis of variance (ANOVA) to conduct posthoc analysis. Result study was presented in the table presentation. Conclusion (118) This essay has tried to explore the Kalish and Williams study (2009) about the development and psychometric testing of a tool to measure missed nursing care. Their study has approached and fulfilled the major requirement of quantitative research characteristics that include objectivity, hard data and statistic. They applied quantitative study process which consists of conceptual, design and planning, empirical, analytic and dissemination phase as suggested by Polit and Beck (2004). They also utilized data analysis process of Nancy and Susan (2008). In general view of Kalish and Williams study (2009) has applied the quantitative research systematically. Improvement progress monitoring was done, but effectiveness overview the tool is still recommended to apply in the base practice for long period. References: 1. Carol L. Macnee Susan Mc. Cabe (2008) Understanding nursing research: using research in evidence-base practice, 2nd ed. Philadelphia: Lippincott and William a Wolter Kluwer Business. 2. Denise F, Polit Cheryl Tatano Beck (2010) Essentials of nursing research: appraising evidence for nursing practice, 7th ed. Philadelphia: Lippincot William Wilkins. 3. Denise F, Polit Cheryl Tatano Beck (2008) Nursing research: generating and assessing evidence for nursing practice, 8th ed. Philadelphia: Lippincot William Wilkins. 4. Denise F, Polit Cheryl Tatano Beck (2003) Nursing research: principle and methods, 7th ed. Philadelphia: Lippincot William Wilkins. 5. Kader Parahoo (2006) Nursing research principles, process and issues, 2nd ed. Hamspire: Palgrave Macmillan. 6. Janet Holt (2009) Reading research series quantitative research: an overview, British Journal of Cardiac Nursing, Vol. 4(5), pp. 234-236. 7. Janet Houser (2008) Nursing research: reading, using and creating evidence, Jones and Bartlett Publisher, Sudbury. 8. Joyce J.F. Meredith W. (eds) 2006, Encyclopedia of nursing, 2nd ed. New York: Springer Publishing. 9. Marcella Hart (n.d.a) Birthing a research project: data collection, International Journal of Childbirth Education, Vol. 22(3) pp. 27-31. 10. Marcella Hart (n.d.b) Birthing a research project: data analysis, International Journal of Childbirth Education, Vol. 22(4), pp. 24-28. 11. Michael Coughlan, Patricia Cronin Frances Ryan (2007) Step-by-step guide to critiquing research. part 1: quantitative research, British Journal of Nursing, Vol. 16(11), pp. 658-663. 12. Nancy Burns Susan K. Grove (2007) Understanding nursing research: building an evidence-base practice, 4th ed. Missouri, Saunders an Imprint of Elsevier.