Marital Satisfaction And Gender Sociology Essay

Marital Satisfaction And Gender Sociology Essay Marital satisfaction also called marital quality is defined as the happiness and satisfaction one feels about their relationship with their spouse, as well as how well one feels their spouse fulfills their needs (Booth, Johnson, and Granger, 2005; Peleg, 2008). Marital satisfaction is the subject of much sociological research. Most of this research has focused on how certain influences affect marital satisfaction. Current research examines how factors such as division of labor, income, and parenthood affect marital quality (Kluwer, Heesink, and Van De Vliert, 1997; Tichenor, 1999; Cox, Paley, Burchinal and Payne, 1999). Studies shows that many factors play a role in the happiness spouses feel about their relationships. Much of the early research in this area focused on the traditional roles of husbands and wives. Because of recent trends such as the increase in dual-earner households and the fact that many women are making more money than their husbands, more recent studies focus on how gender role ideologies affect the marital relationship. Gender role ideology is how a person relates to family or marital roles that are usually linked to gender (Minnotte, Minnotte, Pederson, Mannon, and Kiger, 2010). Gender role ideologies are defined by Mickelson, Claffey, and Williams (2006) as spouses expectations of each other as well as of themselves within the context of the marital relationship. Mickelson et al. (2006) investigate the impact of egalitarian and traditional gender roles on marital satisfaction. Gender role ideology is shown to be a major influence on the levels of marital satisfaction reported by husbands and wives. Marital discord also influences marital satisfaction. Rogers (1999) defines m arital discord as problems and conflict in the marital relationship. Communication and interaction between spouses can have a major impact on marital quality. Does gender play a role in marital satisfaction? This article will examine previous research on the major factors that influence marital satisfaction, including gender role ideology, division of labor, income, children and parenthood, and communication and marital interaction beginning with the factors that correlate most with gender. GENDER ROLE IDEOLOGY Gender role ideology is defined by Minnotte et al. (2010) as the identity one assigns him- or herself with regard to gender-linked marriage or family roles. The difference in expectations between egalitarian and traditional gender roles can have a major impact on marital satisfaction. Lower marriage satisfaction in women seems to be the result of traditional gender role expectations (Ng, Loy, Gudmunson, and Cheong, 2009). However, lower marriage satisfaction in men tends to be influenced by egalitarian gender role expectations (Ng et al. 2009). Traditional relationships can appear to be less conflicted than egalitarian ones, but this is likely the result of conflict avoidance in the traditional relationship (Kluwer et al. 1997). Egalitarian relationships may seem to observers to have more conflict, however, they also have more communication and conflict resolution, whereas traditional relationships foster lower marital satisfaction by evading conflict management (Kluwer et al. 1997). Studies show that the gender role ideologies of husbands and wives play a significant role in their levels of marital quality. Mens marital quality is higher when the husband and wife share the same role ideology and is lower when the ideologies differ (Minnotte et al. 2010). When work responsibilities interfere with family responsibilities, the quality of marriage and other familial relationships can deteriorate. Minnotte et al. (2010) explain that egalitarian wives marital satisfaction suffers with relation to work-to-family conflict (lower marital satisfaction is related to high work-to-family conflict). Work-to-family conflict is defined as conflict that occurs when family needs are negatively impacted by the demands of ones work (Minnotte et al. 2010). DIVISION OF LABOR Division of labor continues to be a contentious issue between spouses. Saginak and Saginak (2005) define labor in the context of marriage and family as responsibilities of the home, including domestic, emotion and organizational work necessary to maintaining a family home. Dew and Wilcox (2011), Faulkner et al. (2005), and Ng et al. (2009) all report that a perception of inequitable distribution of household labor is directly related to marital dissatisfaction. In addition, Kluwer et al. (1997) report that just because a couple does not report household labor conflict doesnt mean that it is not present in their relationship. In traditional marriages, wives frequently avoid division of labor conflict, however discontent they may be, according to Kluwer et al. (1997). Evidence shows that instrumental support is crucial to marital satisfaction for egalitarian wives (Mickelson et al. 2006). However, the level of egalitarianism in men is negatively related to their marital satisfaction, probably because there is a higher expectation of household labor duties for egalitarian men compared to traditional men (Mickelson et al. 2006). This shows that in spite of egalitarian beliefs, many men still do not consider household labor their responsibility. INCOME The amount of money a woman makes doesnt influence marital quality in the ways we may think. Tichenor (1999) finds that gender has more of an impact on marital satisfaction than status or income. In families where the wife earns more money than the husband, most women reject the power they may get from earning more money and create an image of their husbands control of the family (Tichenor, 1999). These status-reversal relationships appear to seek the image of a conventional marriage (Tichenor, 1999). Tichenors (1999) research shows that most husbands prefer the label of provider and do not object to this manufactured image. Wives who earn more money than their husbands are still doing a majority of the housework while contributing a majority of the family income (Tichenor, 1999). This shows that housework is gendered and not influenced by wives income. Women cannot exchange money for housework by earning more money than their husbands (Tichenor, 1999). Rogers (1999) reports that wives marital dissatisfaction significantly influences wives income. Marital discord can contribute to a womans decision to get a job, but husbands marital dissatisfaction has no influence over their wives income (Rogers, 1999). Interestingly, Faulkner, Davey, and Davey (2005) report that wives job loss creates less marital conflict and a higher level of marital satisfaction for them. However, the time their husbands spend working outside the home is negatively related to their marital happiness (Faulkner et al. 2005). When a wife is unhappy, she is more likely to get a job outside the home, but when an employed wife loses her job, it contributes to less conflict and more satisfaction in the marriage. This illustrates the tendency of many men to have traditional gender role expectations. CHILDREN/PARENTHOOD The effects of parenthood on marriage are also more complicated than expected. Cox et al. (1999) argue that having children creates a decrease in marital satisfaction, but that the severity of the decrease is significantly influenced by whether the pregnancy was planned or unplanned, the gender of the child, and the conflict managements skills of the couple prior to pregnancy. Levels of marital satisfaction have been shown to bottom out around the childs first birthday, and then increase in small increments during the childs second year of life (Cox et al. 1999). Planned pregnancies purported higher levels of marital satisfaction than unplanned pregnancies. Studies show that parents of male children report higher levels of marital satisfaction than parents of female children, although the difference was slight (Cox et al. 1999). Dew and Wilcox (2011) report that wives decrease in marital satisfaction shortly after childbirth was attributed to a decrease in time spent with their spous e as compared to prior to the birth of the child. COMMUNICATION/MARITAL INTERACTION Communication plays a vital role in marital quality. Disclosure is the sharing of information about the self including past information and future plans (Finkenauer, Engels, Branje, and Meeus, 2004). Disclosure is a key aspect of marital communication. Finkenauer et al. (2004) state that disclosure in horizontal familial relationships is positively related to relationship quality. Sharing between spouses can lead to more intimacy and feelings of closeness (Finkenauer et al. 2004). Loss of time spent together as a couple can contribute to low marital satisfaction (Dew and Wilcox, 2011). Spending time together can lead to more sharing and disclosure, and has been shown to lead to higher levels of marital satisfaction for husbands and wives (Finkenauer et al. 2004). Interpersonal differentiation is also very important to personal relationships. Peleg (2008) defines interpersonal differentiation as the capacity for both intimacy and autonomy in relationships with others. Peleg (2008) argues that the differentiation of self is crucial to marital satisfaction. There is delicate balance of togetherness and separation that contributes to a healthy marriage (Peleg, 2008). More marital conflict is experienced by couples with low differentiation (Peleg, 2008). Peleg (2008) also states that low differentiation can result in negative feelings, which can negatively impact marriage satisfaction. These factors were equally significant for both men and women (Peleg, 2008). High marital locus of control (MLC) is associated with increased marital happiness (Myers and Booth, 1999). Locus of control is defined by Myers et al. (1999) as the level of control one feels over the conditions of their life. High MLC among spouses is directly correlated to lower reported marital instability and conflict (Myers and Booth, 1999). In other words, a perception of more control over marital activity equals increased perceived marital quality (Myers and Booth, 1999). Gender has not been shown to play a role in the MLC factor. Another aspect of the level of marital satisfaction has to do with the increasing number of aging wives caring for their ill and/or aging husbands. Between impaired husbands and their care giving wives, reciprocity of emotional support is directly related to lower perceptions of burden and increased marital satisfaction in the wives (Wright and Aquilino, 1998). Although reciprocity levels depend on the impairment of the husbands, increased interaction leads to higher marital quality perception in care giving wives (Wright and Aquilino, 1998.) CONCLUSION There is no simple answer to whether gender influences marital satisfaction. Simply stating that one gender is happier in marriage than the other is oversimplifying the facts. Most literature on marital satisfaction focuses on the different factors that influence marital satisfaction such as gender role ideology, income, children and parenting, communication and marital interaction, and division of labor. Some research goes a step further to distinguish how each factor is affected by gender, and some does not. There are so many angles from which to look at the quality of marriage that it would be next to impossible to isolate gender as the single most compelling issue in marital satisfaction. For example, a husband who has traditional gender role expectations is more likely to report higher marital satisfaction if his wife stays home with the children and does all the housework. However, if the wife does not share the traditional gender role expectations, she will be unhappy in the marriage, which will no doubt affect the husbands satisfaction with the relationship. These multi-layered findings make it obvious that gender is not the most significant factor in determining marital satisfaction. Differing gender role ideologies clearly influence marital satisfaction, as does each spouses expectations about their partners income. But husbands and wives are shown to have the same preferences when it comes to marital communication and disclosure. They also report almost identical patterns of marital satisfaction when it comes to the transition into parenthood. This illustrates how although influential, gender is not one of the most significant factors in marital satisfaction. Future research on this topic could focus specifically on how gender alone directly affects marital satisfaction. Excluding other influential factors could mean isolating the specific ways gender affects marital satisfaction in a way that hasnt been done before. This would be challenging, but finding a way to focus on gender would provide information that isnt currently available. This information can be useful to professionals who study the breakdown of marriage or to marriage counselors who are trying to help troubled couples salvage damaged relationships. It could also provide researchers with data that may predict the likelihood of success in future relationships.

The Past, Present and Future of Social Security Essay -- Social Securi

Social Security A Historical View Social security, the federal retirement system, is one of the most popular government programs in United State?s history. Today, Social Security benefits are the backbone of the nation's retirement income system. The long road to the successful development of social security began in 1935. Before 1935, very few workers received job pensions. Those workers that were covered never received benefits because they were not guaranteed. Franklin D. Roosevelt signed the original Social Security Act. It comprised of two services: a Social Security retirement benefit that applied only to workers, and a welfare program for the elderly called Old Age Assistance. Social Security benefits were not paid until 1942 to allow for a period of partial forward funding. The retirement benefit service was funded by a two percent tax on the first $3000 of payroll earnings, 1 percent form employers and 1 percent from workers. In 1939, Social Security was amended to include coverage to dependents of workers who died. The payroll tax income was also set aside in a separate trust fund. Social Security gained national commitment in 1950 when the Old Age Assistance program was phased out. Benefits were increased by 77 percent and the payroll tax rate was increased to 6.5 percent on a phased ? in basis. This increment was partly a response to an expansion in private pensions that were being won by unions in collective bargaining agreements. The pensions, usually, served as a supplement to social security benefits. Employers supported Social Security increases because they were considered more economical than private pensions. In order to increase Social Securit... ...bout higher deductibles, reduced benefits, or the probability of a government-run program that many not meet its commitment. The increase in the nation?s savings rate would not only benefit retirees, but would strengthen the economy. Savings would be invested privately, which would create new businesses and jobs. Bibliography Cambetas, Daniela. The Economic Reality of Social Security. Social Security. 25 Aug. 2007. Conover, Pat. ?A Concise History of Social Security.? 20 July 2001. 25 July 2007. http://www.ucc.org/justice/ss/history.htm. Social Security Online. 25 July 2007. . Social Security: The Perspectives in Detail. Public Agenda Online. 8 Aug. 2007. http://www.publicagenda.org/issues/debate_detail2.cfm?issue_type=ss. The Past, Present and Future of Social Security Essay -- Social Securi Social Security A Historical View Social security, the federal retirement system, is one of the most popular government programs in United State?s history. Today, Social Security benefits are the backbone of the nation's retirement income system. The long road to the successful development of social security began in 1935. Before 1935, very few workers received job pensions. Those workers that were covered never received benefits because they were not guaranteed. Franklin D. Roosevelt signed the original Social Security Act. It comprised of two services: a Social Security retirement benefit that applied only to workers, and a welfare program for the elderly called Old Age Assistance. Social Security benefits were not paid until 1942 to allow for a period of partial forward funding. The retirement benefit service was funded by a two percent tax on the first $3000 of payroll earnings, 1 percent form employers and 1 percent from workers. In 1939, Social Security was amended to include coverage to dependents of workers who died. The payroll tax income was also set aside in a separate trust fund. Social Security gained national commitment in 1950 when the Old Age Assistance program was phased out. Benefits were increased by 77 percent and the payroll tax rate was increased to 6.5 percent on a phased ? in basis. This increment was partly a response to an expansion in private pensions that were being won by unions in collective bargaining agreements. The pensions, usually, served as a supplement to social security benefits. Employers supported Social Security increases because they were considered more economical than private pensions. In order to increase Social Securit... ...bout higher deductibles, reduced benefits, or the probability of a government-run program that many not meet its commitment. The increase in the nation?s savings rate would not only benefit retirees, but would strengthen the economy. Savings would be invested privately, which would create new businesses and jobs. Bibliography Cambetas, Daniela. The Economic Reality of Social Security. Social Security. 25 Aug. 2007. Conover, Pat. ?A Concise History of Social Security.? 20 July 2001. 25 July 2007. http://www.ucc.org/justice/ss/history.htm. Social Security Online. 25 July 2007. . Social Security: The Perspectives in Detail. Public Agenda Online. 8 Aug. 2007. http://www.publicagenda.org/issues/debate_detail2.cfm?issue_type=ss.

Stop! Wait! I Am Pulling Down a Menu!

San Jose, CA, with the smallest officer-to-resident ration in the country, is named one of the safest cities in the United States. From 1990 to 2004, officers worked on a daily basis with a text-based mobile dispatch system, which they had no problem with. A major issue happened when, in 2004, this system was replaced by a new Windows-based touch screen software, developed by Intergraph. In this new project, a new touch screen computer was installed in every patrol car. The idea of the software was correct, it was supposed to bring many benefits and simply help officers, make their life easier. The new software was designed to receive orders, send messages, write reports, receive maps of the city, and use the GPS to let officers know where they are located. The success of the software was not as planned. Even before it was installed, officers were already upset that their input was not asked about the design of the interface; nobody asked their opinion and suggestions for the creation of the new system. The software itself had way too many complications. Officers were not satisfied at all with it. Some of the issues included were the increasingly difficult to use code 99-emergency, the time it took them to find whether a person they stopped had violent criminal record, mapping and GPS inaccuracies, and unneeded information that took screen space along with difficult font to read. The software simply did not work, it crashed after two days of its debut. It was fixed and debugged, but still had major issues. Dispatchers were also very dissatisfied with the Intergraph system because of the risky delays in task execution, because it could not perform multiple tasks simultaneously, between many more. They too, thought should have been consulted during the interface design stage. To fix these issues, SJPOA provided more training to officers and hired a consultant to see what could be done. The consultant realized there were too many complex hierarchies that did not make sense for anyone who had to be using the system while driving a car. Even with all these disagreements, San Jose did not replace the system. While looking at the examples given about Chicago and San Diego, I can see there is still hope for San Jose and the implementation of the new system. Are the problems encountered by the police officers due to hardware or software? The problems encountered were due to both, hardware and software. Hardware refers to the physical components of computers and related electronic devices such as PDAs. It was stated in the case that older officers were having more trouble than the younger ones and I believe it is because they are not used to the new computers and devices. The input devices are the ones that receive signals from outside the computer and transfer them into the computer. The most common input devices are the computer keyboard and mouse, but some advices accept voice, imagine, or other signals (Oz, E. , 2009). In this case, their problems were with the touch screen computers, which can serve both as an input and output device. Software was the major problem in this case. The software implemented simply did not work; there were too many bugs and mistakes. The idea of the software was to make officer’s lives easier and not more complicated. It seems that the software was too complex and slow to be used by police officers and fire fighters, who can most of the time be in danger and in need of fast and accurate information. Whom do you think is at fault for the unsuccessful implementation of the new software? Why? I believe the fault is to be blamed on the police and city officials. Their thought was good, they wanted to improve their system, but did not get any input from the officers to know what kind of system would work for them, what they need to most, if it is speed, accuracy, GPS, what would make their lives easier. I believe it lacked communication between them. With all this information, police officials could have gone to Intergraph and explained what kind of system they were looking for, how they wanted it to be, what should have its emphasis on. People, specially the â€Å"technologically challenged,† are often not receptive of new technologies. Was this a major issue in this case? I don’t believe it was a major issue, but it was one. The case stated even the tolerant and receptive officers were having obstacles to adapt to the new system, and it also said the older officers were having more trouble than the younger ones. Technology is changing so fast and some of us can not get caught up with it many times. The older officers were used with the paper and pen method, some of them probably do not even have (or if they do they got it not too long ago) a computer at home. If they are used to computers I am sure it is not the touch screen one, it is the laptop or desktop type. All of these make it more difficult to accept the new technology but it is not something that can not be converted with training. After getting familiar with the computers and systems they will realize it is going to make their job much easier and simple. If you were the CEO of Intergraph before it assumed the project for San Jose, what would you do differently? As the CEO of Intergraph I would have talked to the officials to know exactly what they are looking for in the system and try to create one that is as easy as possible to use. I would hold a lot of training sections to the officers to make sure they knew what they were doing and how they could use the system to their advantage. I believe Intergraph probably created a system that is not compatible with what they were needing. They should have held sections with the officers to know how familiar they are with computers, what they do and do not know about it. I am sure with useful information like this the system created would have been much more user friendly and therefore more effectively used. My recommendations for this case are as follow: Hold more training sections: I believe with training this situation can be solved in a simple way. I know that much of it depends on the effectiveness of the software itself, but once it is solved and free of bugs, training sections will be helpful for officers to get very familiar with the system and start using it to their advantage. Nowadays they can no longer work with paper and pen, computers will save them a lot of time and effort if used correctly. I also believe the training sections should be done with touch screen computers instead of desktop or laptops. Officers need to be able to practice on a screen just like the one they are going to work with in the car. This will make them feel more comfortable when using the software on the job. Get input from officers: the best way to make officers and dispatchers satisfied with the new system and computers is to get them involved in the process. They should be able to give their opinion about the whole situation and give inputs on what they believe would make a difference and what would not. They are the ones who will use it al all times so they should know what kind of system they want and will fulfill their needs when time comes. Fix software error: I am sure this is something they are already working on, and as stated in the case, San Diego also had the same problem when started using the same software and now it is working much better. They worked with Intergraph to fit the system to their needs and I believe San Jose needs to do the same. Get officers more adapted to technology: with time they will understand that technology is there to make their personal and professional lives better. Resistance is an emotional response based on feelings. You cannot talk people out of their emotions. In fact, their emotions become fiercer when they sense that their feelings are being challenged. An alternative and more effective approach is to ask about the concerns regarding the change. Talk to the officers to know what is holding them back. I think some workshops and/or meetings with experts in technology would give them an idea of what is available to them. I am sure a touch screen computer with many icons and items can be scary to some of them, but after they understand how to use everything they will truly take advantage of it.

The Main Purpose and Nature of Operational Management

The Main Purpose and Nature of Operational Management Introduction Operations management is an area that deals in managing the processes involved in production and distribution of goods and services. This means that it deals with management of business processes. It can also be defined as the field concerned with managing and directing the physical and technical functions of a firm or organization. The firm or the organization must be relating to development, production, and manufacturing (Weiss Gershon 19).Advertising We will write a custom essay sample on The Main Purpose and Nature of Operational Management specifically for you for only $16.05 $11/page Learn More Operational management is involved with many activities some of which are product and service management. The product and service management activities include creation of the product, development, production and product distribution. Other activities are purchase inventory control, quality control, storage, logistics and evaluation of processes. T he main purpose of operational management is to ensure that these business processes and activities are carried out efficiently and effectively. Operation management is therefore concerned with the internal processes of a business. However, the nature of how operational management works in an organization depends on the product and services that the organization deals with. Operation management is the centre of all the changes that occur in the world of business. Some of the changes are changes in customer preference, changes in supply network caused by technologies and also changes in the quality of the product to suit the customer (Weiss Gershon 21). Quality control is one of the very crucial activities of an operations management. It should be very effective so that a continuous improvement on the quality is observed. Safe Kids Organization This is an organization that aims in preventing accidental childhood injuries in the United Arab Emirates. The organization is one of the gl obal networks of organizations called Safe kids worldwide. The organization has noted that accidental childhood injuries are the main causes of death in children. Accidental injuries take more children’s lives than diseases, violence or other causes. This mostly affects children of 14 years and below. Most of these injuries are caused by motor vehicle crashes, falls, fire, bicycle accidents and other sporting related accidents. The organization believes that the injuries are preventable. This is possible if safety equipments are used and if the environment the children play is modified. Change of behavior can also help in preventing accidental injuries in children. Safe kids have come up with significant progress in reducing the risk of accidental injury to children. Some of the progresses are provision of more advanced equipment in the hospital. It has also offered education to parents on how to prevent accidental injuries from occurring to the children. Safe kids also advoc ates for laws that protect children. They also provide safety device measures to families who need them.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More The organization has brought together health and safety experts, educators, corporations, foundations, government and even volunteers. These people help the organization to effectively achieve its objectives. Matching Operations Management and Safe Kid Organization Operations management has helped Safe kids in achieving its goals. Setting up hospitals which take good care of injured children is one of the goals. The organization is also providing advanced equipments to hospitals which are specialized for children cases. The operations management wants Safe kids’ organization to effect its operation of ensuring that all the kids are safe. That is why, the operation managers are always passing and strengthening child safety l aws and regulations. Such laws make the whole country to take the initiative of ensuring a child safe. It also leads to a responsible country as no one wants to be fined or taken to court for breaking the law. Education to parents and children is also an idea from operations management. Parents are taught on how to prevent children from getting injured. Children are also taught on how they should take care of themselves. The teachings have proven to the parents that prevention is better than cure. Since the accidents are unintentional, they can therefore be prevented. Operating managers of Safe kids have also started conducting research. The research involves visiting different hospitals and collecting data of how many children have visited the hospitals due to injuries. This research will help the managers to know which area needs to be taught about children safety. They are also able to know which hospital need the specialized equipments for children safety. Safety devices are als o provided to some families. Most of the families given the devices are those with many children. Also, families living in a risky environment are provided with these devices. This keeps the children safe, even in the unfriendly surrounding. Some of the lifesaving devices provided are smoke alarms, helmets and safety seats. How Safe Kids Operates Safe Kids operates by teaching parents on how to prevent injuries to their children. This is done in hospitals, church and even in schools, where most parents are gathered. The organization also has experts who move from home to home talking to parents. Parents are taught on how to transport children safely in cars. They should check car seats and booster seats for proper installation. They are asked to first teach them how to ride motor bikes before buying them the bikes.Advertising We will write a custom essay sample on The Main Purpose and Nature of Operational Management specifically for you for only $16.05 $11/page Le arn More Children are also taught about their safety by the organization. They are taught what they should and should not do when around or in the vehicle. They are also taught on how to walk on the streets, especially when going or leaving the schools. Safe kids programs are ongoing activities which get the members of community involved in child safety initiatives. One of the programs is creating safe environment. It is the work of every member of a community to keep the environment safe. A safe environment must also be clean. Community members can ensure a safe environment by not littering dirt around. This dirt is dangerous to the children as it can make them fall or hurt them. They can also get poisoned, especially young children who go eating anything they come across. Assessments Operations management has always been very effective in every business. Its results are always positive in every business enterprise where products are produced or services are provided. In ou r case Safe Kids organization offers services to the children. Operations management has helped the organization provide the service effectively. The rate of children injury has reduced especially in the United States, where it has reduced from 78% to 30%. There are also very rare cases of children injuries in different hospitals all over the world. Suggestions Introduction of complex and complicated equipments need qualified personnel. The organization should first train some of its employees on how the equipments are operated. This will ensure that the equipment performs its function effectively. The safety devices provided to families should be more advanced such that they can protect a child from getting poisoned. This is because; most of these devices are about physical injury. This will help reduce the poisoning cases. Poisoning is even the most dangerous of all the injuries because it can even kill a child. The number one cause of deaths of children in industrialized countrie s is the unintentional injuries. Therefore, Safe Kids Worldwide should ensure that the more advanced equipments are readily found in those countries. Operational managers of safe kids should send qualified and health experts in the area. Educators are also needed to educate parents and children in industrialized area. Children need to know how they should carry themselves around and while in the industries. Many well equipped health centers need to be established near the industries for emergency cases.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Organizations should also promote corporate leadership. This can be achieved through effective and sustainable partnership. Corporate leadership will help in ensuring that the organization’s employees are carrying out their duties effectively. This will lead to a good relationship between the customer and organization. Conclusion There are two main functions of an organization. One is to provide a product or a service and the other function is to sell the product or service. However, Operations management mostly focuses on the first function of providing product or service. Operations management plans and controls all activities necessary for the provision of the firm’s product or service. Since the aspect of Operation management emphasizes on the product or service provision, it has some ways to make this possible. It gives advice on the best techniques and equipment to use to make the goods or provide a service. It emphasizes on work force management, training of emp loyees and measurement of quality assurance. Operational managers who adhere to the above ideas and technologies are able to improve productivity and reduce cost. They are also able to enhance the quality of a good and customer service. An organization is also able to meet the rapidly changing customer needs. Weiss, Howard, and Gershon, Mark. Production and Operations Management. Boston: Allyn and Bacon, 1999. Print.

The Pre-Columbian Era essays

The Pre-Columbian Era essays Cuauhtmoc, meaning "one that has descended like an eagle" was born February 23rd and died on February 28th,1525, at the age of twenty-three. Cuauhtmoc was the last leader during the arrival of Cortes. One thing that stood out to me about Cuauhtmoc was when the Professor Luna spoke about him September 9th in her lecture. She said that he was captured and his feet were to be burned. And to Cuauhtmocs luck this did not affect him because he was accustomed to walking on fire and feeling the pain and the burning of the flames. Cuauhtmoc bones were found in Ixcateopan, where he was also born. Cuauhtmoc's life has already been a huge remembrance in the Mexican community. On his birthday there is a traditional celebration. On February 23rd every year there is a dance, that goes on the whole day in remembrance of him. There is also a ceremony called the Mali Nalco, which is a ceremony where young men that are coming of age. It stands for the eagle and the jaguar. I also enjoyed in the lecture how something that Cuauhtmoc said can be carried on into todays time. When his feet were being burned I recall professor Luna saying that Cuauhtmoc was quoted about saying that he wasnt doing the pain for pleasure, and that is where the saying Do you think I am in a bed of roses came from. It is so interesting how something can be dragged out for so many years. One other thing that I found really interesting about Cuauhtmoc was when professor Luna showed us all the different pictures of him. Each picture was not the same. What made it even more interesting is how we can take what Cuauhtmoc has done and keep it alive and have celebrations on his birthday of him but the images of him are so different. What makes it seem right that the celebration and the rest of the information is really true about Cuauhtmoc? Mexico culture and the pe...

The Concept of Human Resource Management Assignment

The Concept of Human Resource Management - Assignment Example All these careers relate to the training, developing and managing an aspect of the labor force in an organization. They cater to an extensive application of all the theories and aspects of the human resource knowledge in a broader aspect. Many organizations require a good personal, professional and academic profile in order to recruit people for the position of any skilled job in management designation. For less skilled job or fresh graduates with less or no experience, initial level jobs are offered. On the other hand, those candidates, who possess more experience and have the great qualification, are normally offered managerial level jobs in the human resource field. In this case, the Training and development Specialists are required to have basic knowledge of HR, a bachelor’s degree in the required field, and diplomas or certificates in the fields of training and developing the people. This is also performed by the individuals who are specialists in the field of managing people. Compensation and benefits in this designation are on an average level, while the job may be on a contractual basis only. Compensation and Benefits Manager is the position of a senior or managerial level. This position requires a Master’s degree in the relevant field, an acquaintance of candidates with the subject of accountancy and finance, and a good amount of long experience. The candidates with extra qualification and certificates are usually preferred for this post. The compensation and benefits may vary from organization to organization; however, the managers are normally given higher salary packages and good non-cash benefits too. These include car, cell phones, laptops, and other things.

The Moral Issues Of The Animal Testing Essay Example | Topics and Well Written Essays - 750 words

The Moral Issues Of The Animal Testing - Essay Example The debates stemming from animal rights are one of the major issues being discussed in medical symposiums and environmentalists. In my opinion, animal testing is not justified. Animal testing is not only morally wrong, but also the results of the experiments are not hundred percent accurate. It has been estimated that over 50 to 100 million vertebrate animals are used in experiments and trials; the figure of animals used in testing is even greater. The animals that have not been weaned and invertebrates are not included in the aforementioned figure. A major fraction of the animals that have been tested upon is killed. Although many of the researchers are being conducted on the safety of animals, it is not justified to use animals for the purpose of human safety. It is not off beam to know more about animals and to study them in more detail like there is nothing wrong in furthering our research about planetary bodies. However, it needs to be noted that the researchers being done on an imals can be misleading. It is with experience and researches conducted in the past that have made us realize that some drugs may fail to elicit the same response as they did in animals. It is such failed researchers that attest to the fact that animals are different from humans. Using rats for cancer research was one such example where torturing animals were the sake of human good was pointless (Pakistan Politics Journal). Scientists had resorted to rats as test subjects until 1993 when it was reported that the genetic makeup of the rats renders them vulnerable to cancer, and so research on them ca never yield accurate results. Cohen adheres to the view that animals are not like humans and this is why he believes that they can be used for animal testing (94). Right is fundamentally a claim that one individual asserts over the other. A right encompasses the elements such as who holds the right and to whom it is against.