Communication Extrinsic Benefits For Health-Club Membership - 550 Words

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Mass Media And A Liberal Democratic Society - 1796 Words

What is the proper role of the mass media in a liberal-democratic society? The proper use of mass media in a liberal democratic society means that any political content that is publicized through the means â€Å"mass media† should be truly what it is said or regarded to be; it is required to be genuine. Today, the term â€Å"mass media† is so broad that it is actually â€Å"difficult to capture and define. ‘The media’ is a catch-all term that includes transnational corporations, communication technologies, policy and regulatory frameworks, the practices of journalists, gossip columns, the nightly television news, blockbuster movies, advertisements, business magazines, music radio, the local newspaper and the Internet. 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A Report on a Simulation on Important Political Issues of...

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The Configuration Of Wings Wing - 1069 Words

To acquire some perspective and information on the current flapping wing MAVs, it is useful to investigate the existing product that has been completed by a variety of research groups, companies and personal maker. Depending on distinct different size, flapping wing air vehicles (ornithopers) can be differentiated into two groups, MAVs and full-size ornithopters. The first group, as mentioned is the vehicles with dimensions less than 0.2m. The second group is relevant to large vehicles. The concerns of size limitations have intensively correlations with flapping mechanisms. The flapping mechanism is the primary issue and technique in flapping MAVs because it is used to convert the rotary motioin into an oscillatory motion and hence makes a†¦show more content†¦Utilization of bending, a pin, torsion springs and follower assembly is to control pitching motion. A picture can be seen in Figure 2.10. The second style is a front-mounted double pushrod mechanism, also called four bar linkage (FBL) mechanism [25]. A motor connects gears assembly that increase flapping force while reducing flapping rate. Two pushrods with fixed length are connected to each flapping spar, thus driving the wing doing up and down motion through pinned connections. Because of the pinned connections, only the vertical component of motion is transferred from the drive mechanism. This mechanism is extensively used due to its simplicity, light weight and ease of part replacement. Figure 2.11 shows the Chung Hua University flapping MAV applied the FBL mechanism [29]. The following one is a flapping wing UAV design and has been flew successfully in actual, which is designed by DeLaurier et al. [26]. Similar to the others, this mechanism converts rotation to translation. The working procedure is a motor connected with a system of gears by conveyer belts. While the motor is running, the mechanism is driven in an up and down motion and transport the motion to two parallel posts. The output of the two posts is converted to a centre section of wing which is connected to both wings in a hinge. Frequencies in the range of 3-5 Hz have been discovered in this mechanism [26]. 3. Summary Since a

Personal Narrative A Challenging Course - 885 Words

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Business Ethics Management

Question: Write a paper to present your position on sweatshop labor and provide justification. Answer: Introduction The paper has analyzed the unethical behavior of the organizations using sweat shop labor. Sweat shop labor is a term that has been used to define the work place that has socially unacceptable conditions of working. In most cases the work is dangerous and unpaid. Workers in the sweat shop have to work for long hours without mandating the laws that provide overtime payment (Paulins Hillery, 2009). The clothing company has been using sweat shop labor for manufacturing clothes those results in low cost of production. But the use of sweat shop labor is not an ethical practice. Sweat shop labor is increasing at an alarming rate in the globalized world. The practice of reduction of cost of production using sweat shop labor is against the legal policies that govern labor laws (O'Brien, 2001). Sweat shop labor An unethical practice The usage of sweat shop labor has been increasing at an alarming rate. But the usage of sweat shop labor is an unethical practice as the workers are forced to work for long hours without overtime payment. This violates the labor laws of the country. In order to reduce the cost of production, the organizations are using sweat shop labor. There has been potential rise of sweat shop culture across nations (Szeto, 2010). Impact of consumer demand on consumer business decision The global market place is driven with intense pressure of price competition. The companies who are able to provide quality products at low price sustain in the market. Thus the companies are bound to cut the cost of production to remain competitive. The situation has risen due to increase in demand of the consumers regarding price of products and quality. This has put immense pressure on the business. The business firms have to adopt procedures that will reduce the cost of production without compromising with the quality. Thus the organizations have increased the practice of using sweat shop labors. The unethical practices have been increasing in all parts of the world at an alarming rate (Williams, 2006). Role of different ethical perspectives in ethical decision making The diverse ethical perspectives assist in ethical decision making. The ethical perspectives have to be considered in terms of salary and wages of the employees, motivation and job satisfaction of the employees. This will result in good productivity and turnover with better quality of service. It is mandatory that every organization should follow the labor laws. Violation of labor law is an unethical practice. The diverse ethical perspectives ensure that safety of the business is maintained and it abides by the health and safety rules and regulations (Baldwin Winters, 2004). Influence of company on the ethical environment The organization plays a major role in preserving the ethical environment. The increase in the usage of sweat shop labor at an alarming rate is an unethical practice. The organizations are making compromises in order to remain competitive. But the organization has to ensure that they maintain safe and healthy conditions at work place. The organization must also focus on preserving the job satisfaction. With globalization, companies have focused in enhancing their operations overseas along with decentralization of the business function. This is followed by empowerment of the work force. Thus it is imperative for the organization to develop code of ethics to reduce the misconduct in the organization. An ethical environment will reduce the usage of sweat shop labor. It is thereby the responsibility of the organization to preserve an ethical environment at workplace. This will reduce the moral and the ethical dilemmas. The decisions of the business will be based on ethical grounds. The d ilemmas are complex in nature and the companies are forced to take decisions that have negative repercussions on the business. This can result in bewildering moral problems in the organization. The company will tend to lose its fundamental issue related to fairness. It is the sole responsibility of the company to preserve the ethical environment at work place by reducing the unfair practices (Ciulla, Martin Solomon, 2007). Conclusion The usage of sweat shop labor in the manufacture of clothing products has increased at an alarming rate. The sweat shop labors are used by the manufacturing organizations to reduce the cost of production without reducing the quality of the product. This is done to maintain the global competitiveness. The unethical practice of using sweat shop labor is increasing at an alarming rate. The unfair practice is a result of increase in demand from the consumers. The organization has to strictly follow certain ethical code of conduct that will assist in the decision making of the organization. References Baldwin, R., Winters, L. (2004). Challenges to globalization. Chicago: University of Chicago Press. Ciulla, J., Martin, C., Solomon, R. (2007). Honest work. New York: Oxford University Press. Mai, T., Turkina, E. (2013). Entrepreneurship in the informal economy. New York: Routledge, Taylor Francis Group. O'Brien, R. (2001). "'A Sweat Shop of the Whole Nation': The Fair Labor Standard Act and the Failure of Regulatory Unionism". Stud. Am. Pol. Dev., 15(1), 33-52. doi:10.1017/s0898588x01003881 Paulins, V., Hillery, J. (2009). Ethics in the fashion industry. New York, NY: Fairchild Publications. Szeto, R. (2010). Chinese folk wisdom: Implications for guarding against unethical practices by Chinese managers. Journal Of Public Affairs, 10(3), 173-185. doi:10.1002/pa.355 Williams, C. (2006). Beyond the sweat shop: offà ¢Ã¢â€š ¬Ã‚ theà ¢Ã¢â€š ¬Ã‚ books work in contemporary England. Jrnl Of Small Bus Ente Dev, 13(1), 89-99. doi:10.1108/14626000610645333

Managing People and Organisations Globalization

Question: Discuss about theManaging People and Organisations for Globalization. Answer: Introduction Globalization Globalization, a term which defines the changes or modification in the business or its environment or its ethics or personalities aiming towards the development of the organization with respect to the business market across the globe eventually by increasing the global economy. For this process of globalization, the organizations must have to get perfect with its culture that is to be maintained both inside the organization and outside the organization (Anbari et al., 2003). The culture within the organization can be maintained by taking upon consideration about the relations between the people which is again enhanced by required motivation that will give the work environment an inherent uncertainty to live. The people attitude towards the management of time makes this factor an important in going through the organizational culture. Along with these, there are more of the socio-cultural dimensions which add some more factors to the cultural dimensions of the organization (Caligiuri Tarique, 2012). Culture of Organization The culture of an organization or the workforce is said to be the ideas or the customs or the social behaviour of the society or the people. Due to this culture, many organizations differ from each other in various levels and also due to this the workplace or the organizations somehow became successful in getting it expected levels in the global market. Cultural differences use to define communities which comprise of the people or the organization which uses to make the clarity regarding the ethnicity of the organization. Any type of changes in the culture of the organization makes it efficient in adapting the culture of the global market along with the trends and traditions (Cavusgil et al., 2014). Outside the organization, the social culture of the organization is the key distinction of the organization which has its impact on the globalization of the workforce in accordance to make the workforce global according to the international market (Fowler, 2013). These cultures outside the organization are sometimes multifaceted, borderless and can be said to be evolving. By going through the international standards, the organization has must to enhance its value according to the markets need. The culture of an organization that is within or outside always plays a major role in maintaining a happy and healthy environment by going through the promotion of the people by undergoing much communication regarding the ethics of the employees (Ghai Vivian, 2014). The environment outside the organization takes the acknowledgment and acceptance according to the need and trends of the market that eventually affects the behavioural attitudes of the organization and its employees which decide the future of the organization in the global market. As it is known that the existence of the organization in the global market depends on upon its communication which can be said to be a challenge to the company, because due to any issues in the communication there will be the clashes of the ethical and cultural issues of the organizations in the global market (Hill, Cronk Wickramasekera, 2013). So it can be said that the poor communication always leads to poor performance of the organization. The organizations that are competing in the global market get the impact of globalization upon its cultural issues along with the cultural issues of the other company in the market. Organizations Economic Challenges Organizations economic challenges can be solved through the perfect communication with the employees, customers and the most important are the stakeholders who are majorly involved in the taking the organization to a higher level. In the international market, mostly the organizations need to develop their communication to make a suitable place in the market for the proper growth in the business, for which the companies need to develop their relationship managers along with the subordinates that can be able to manage the issues that come in the international market (Matthews Thakkar, 2012). Researchers have been shown that the companies those are having a good amount of cross-cultural communication always leads to getting a more competitive advantage which will be helpful in bringing more advantages regarding resources and time span for not getting into any type issues of the inside or outside environment of the organization. Therefore it can be said that the international market rev iew of an organization can get through the proper communication procedure which is intended to prevent the chaos in the market which eventually removes the cultural understandings that are mainly caused by the personal biases and the prejudices. Therefore many of the research papers and the journals are being considered which directly shows the situation of the companies or the organization in the international market. Diwakar Singh in the paper Managing Cross-cultural Diversity: Issues and Challenges in Global Organizations said that the modernization in the global market made the improvements in the organizations by which they had developed many operational ways that will enhance the coordination and motivation and communication in the organization which will be helpful in maintaining the organizational value in international market (Ghai Vivian, 2014). This event made the arrival of the multicultural attitude of the organizations in the global market. In another journal of Relationship between Organizational Culture, Leadership Behaviour and Job Satisfaction by Yafang Tsai, it is said about the cultural values of the organizations which basically made the relations within the organizations involving the behaviour and att itude of the organization on the international market and trends. It says about the interaction within the organization and outside of the organization. Again Lowell C. Mathews and Bharat S. Thakkar in the paper The Impact of Globalization on Cross-Cultural Communication, said about the details of the global business operations of the organizations along with the requirements of that to enhance those ways to improve the basic demand of the organization according to the international market (Matthews Thakkar, 2012). It said that the communication is the major weapon to tackle the issues that emerge in the international market by avoiding or preventing the misunderstandings by the prejudices and the personal biases. In the paper Dynamic cross-cultural competencies and global leadership effectiveness by Paula Caligiuri and Ibraiz Tarique, has mentioned in their write up regarding the data analysis they have done to basically get a good picture of the cross-cultural experiences outside the organization in the environment of the international market (Caligiuri Tarique, 2012). They have further stated that these competences that are raised due to the cross-cultural experiences can be said to be the predictors of the supervisors which values the effectiveness of global leadership. Another book of Human Relations, says about the globalization in accordance with the cross-cultural variation among the organization in the international market. Paper of Cross-Cultural Differences and their Implications for Managing International Projects by F. T. Anjari et al said about the multicultural global business community which makes the clarification about the misunderstandings of the organization in the market and it also makes successful efforts by making good communication within the organizations with much effective, leadership and mutual respect (Anbari et al., 2003). References Anbari, F. T., Khilkhanova, E. V., Romanova, M. V., Umpleby, S. A. (2003). Cross cultural differences and their implications for managing international projects.Retrived from https://www. gwu. edu/~ umpleby/recent_papers/2003_cross_cultural_differences_managin_international_projects_anbari_khilkhanova_romanova_umpleby. htm. Caligiuri, P., Tarique, I. (2012). Dynamic cross-cultural competencies and global leadership effectiveness.Journal of World Business,47(4), 612-622. Cavusgil, S. T., Knight, G., Riesenberger, J. R., Rammal, H. G., Rose, E. L. (2014).International business. Pearson Australia. Fowler, A. (2013).Striking a balance: A guide to enhancing the effectiveness of non-governmental organisations in international development. Routledge. Ghai, D., Vivian, J. M. (2014).Grassroots environmental action: people's participation in sustainable development. Routledge. Hill, C. W., Cronk, T., Wickramasekera, R. (2013).Global business today. McGraw-Hill Education (Australia). Matthews, L. C., Thakkar, B. (2012). The impact of globalization on cross-cultural communication.Globalization-education and management agendas, 325-340. Wild, J., Wild, K. L., Han, J. C. (2014).International business. Pearson Education Limited.