Fate or free will Essay Example | Topics and Well Written Essays - 1500 words

Fate or free will - Essay Example As he told me, he was only forced by his circumstances. I myself believe in determinism – that all events are ultimately determined by causes that are external to human will. These events, or the things that happen, even include human action. That man was hungry that is why he stole. It is therefore preposterous to think that he wanted to steal out of free will. There was an explanatory cause, or a cause that ultimately explains his action of stealing. That explanatory cause was hunger. Had he not been hungry, he would not have stolen the money. I am sure you understand and agree with me, Socrates. Socrates: You are right, and no man can ever separate himself from the appetitive and spirited parts as long as he is alive. Moreover, one should know that â€Å"For when [the soul] tries to consider anything in company with the body, it is evidently deceived by it† (Plato, Phaedo, 64c). Therefore, the soul is not free as long as it is with the body, as long as one is alive. This is the part of the soul that conforms to determinism. Socrates: Indeed, it was. However, it was not purely free will on his part, because the fact that he has within him and working at the same time – the appetitive, spirited and rational desires – may have in fact deceived him. What is human choice then? Me: Human choice is the action that results from being governed by external determinism and possessing internal free will – both existing at the same time. So, in short, what are you trying to tell me about that man, Socrates? Socrates: That he did make a choice that he could otherwise have refused or that he had the power to cancel, but that he did make this choice only after his appetitive desires have deceived him, human as he was. However, we cannot conclude anything whether he was a good man or an evil man. We can only say he was not wise

Northern Emancipation 1783 Essay Example | Topics and Well Written Essays - 1000 words

Northern Emancipation 1783 - Essay Example Both the religious leaders and the revolutionist were instrumental and played important role in the events that finally lead to emancipation of the north in1783 (Fiske, 2003). During this time, the African Americans were freed through escape, legal petitions and cases and manumission and hence the process did not take place in a fortnight but was a gradual process. However, one of the reasons for freedom of the African Americans was that the slavery was not economical like the other parts of the America because there were very few firms while the immigrant’s work force was on the higher end. The uneconomical; nature of slavery together with the efforts of the revolutionists enlightened the most people of the north and their moral views on slavery begun to change gradually. This was also coupled with the push for wage labor by the market economy because of the higher immigrants and low agricultural productivity (Fiske, 2003). As observed by Fiske (2003), in the north, the slave ry begun to wither because the slave-owners realized that slavery was impractical due to the agricultural limitations as well as the lack of plantation agriculture that was witnessed in other parts of the nation. This was also accompanied by the non agrarian economic activities that made it even difficult to practice agricultural activities in the region. This resulted into the increase in the other forms of entrepreneurship and hence slavery was becoming irrelevant. Slaves were looked at as liabilities for the owners but were no longer viewed as important assets. As a result there was a shift in the economy of the northern part of the nation. These economic changes forced the slave owners to abandon their slavery. According to Ludlow (1862), this happened because â€Å"the slave owners were forced to confront their own hypocrisy, having born witness to the heroic efforts of black patriots during the revolution, chose to abandon slavery on economic and moral grounds. Most of the bl acks had participated in the colony’s struggle for freedom and hence it was immoral for the white to keep them as slaves while they had shown their patriotism to the nation while they struggled for independence. The blacks were mainly influenced by the Jefferson’s discourse on the natural rights and liberty (Ludlow, 1862). As a result of this, many whites in the north took the issue of rights and liberty seriously and hence begun to emancipate their slaves while the revolutionary war was heightened. Because of these efforts and revolutionary influences, Vermont became the first to abolish slavery in the north during the year 1777. This was then followed by Massachusetts in the year 1783 which resulted into the ending of slavery in many other states that were practicing slavery. Other states that followed were Rhode Island and Connecticut in the year 1784. New York and New Jersey abolished slavery in the years 1785 and 1786 respectively (Ludlow, 1862). This indicates th at the lack of agricultural productivity only did not influence the abolishment of slavery trade but there were also some important revolutionary influences. Jefferson played an important role in the process since he initiated a discourse that would finally lead to the change in perception and the views of the northern whites with regard to slavery activities. The northern emancipation was however very unique and special compared to the other end of slavery

Use of Acupuncture for Treatment of Lateral Epicondylitis Essay Example for Free

Use of Acupuncture for Treatment of Lateral Epicondylitis Essay Lateral epiconylitis is a commonly encountered condition resulting from minor injury to the extensor muscles of the forearm, which originate from lateral epicondyle of humerus. This condition is characterized by pain and tenderness over the lateral epicondyle of humerus. Pain is typically present upon the resisted dorsiflexion of the wrist, middle finger or both (Buchbinder, Green Struijs, 2007). Lateral epiconylitis is known by many analogous terms like tennis elbow (TE), rowing elbow, tendonitis of the common extensor origin, peritendonitis of the elbow etc. In the United Kingdom, the incidence of tennis elbow in general practice has been estimated to be about four to seven per 1,000 persons a year (Buchbinder et al). Though TE is a self-resolving condition its symptoms can persist for as long as 18-24 months. Pain of tennis elbow can interfere with normal day to day functioning like carrying objects, lifting and gripping things etc. Though pain of TE can be initially cured with various conservative treatment modalities and rest, it can frequently recur after resumption of activity. Thus TE can cause significant amount of chronic pain and disability, which can lead to considerable morbidity and financial cost (Buchinder et al, 2007). Thus there is a need for an efficient treatment modality for TE. Till date, physicians and physiotherapists are uncertain about the exact etiology and best management option for patients with TE. There are several conventional therapies which are being used for treatment of TE. These therapies are believed to relieve pain, promote tissue healing and improve joint mechanics. These conventional therapies include anti-inflammatory medicines [NSAIDS (non-steroidal anti-inflammatory drugs) and corticosteroids], physiotherapy interventions (such as stretching and strengthening exercises), cast immobilization, ultrasound therapy, using ice packs, neural stretches, deep friction massages, surgery etc (Trinh, Philips, Ho Damsma, 2004). Various non conventional therapeutic modalities like acupuncture, pulsed electromagnetic field therapy, transcutaneous electric nerve stimulation etc have also been used for treatment of TE. In 1992, Labelle et al attempted to perform a quantitative meta-analysis in order to evaluate the therapeutic effectiveness of above mentioned treatment modalities (both conventional and non-conventional) for patients suffering from TE. They considered the results of 18 clinical trials conducted in the period from 1966 to 1990. From their analysis they concluded that the various randomized and controlled trials, which they had analyzed, were of poor quality and did not provide sufficient scientific evidence to support or oppose the therapeutic benefit of any of these conventional or non-conventional treatment modalities. Labelle et al (1992) did find some weak evidence supporting the beneficial effect of ultrasound therapy in comparison to that of placebo therapy in treatment of patients with TE. More recently, a systematic review of the literature, comprising of randomized controlled trials evaluating the effectiveness of various treatment options for TE was carried out by Assendelft, Green, Buchbinder, Struijs, Smidt, (2003). They have suggested significant beneficial effect of NSAIDS (both topical and oral) in comparison to placebo in the providing short term relief from pain in patients with TE. However they found little evidence regarding the beneficial effect of NSAIDS (both topical and oral) in providing long term pain relief. While the use of topical NSAIDS was not found to be associated with significant side effects, use of oral NSAIDS, typically aspirin was associated with significant side effects like gastro-intestinal bleeding etc. This review found limited evidence regarding the beneficial effects of steroid injections in comparison to placebo, local anaesthetic agents, elbow strapping or physiotherapy. Assendelft et al also found insufficient evidence to support long term or short term beneficial effect of treatment modalities like acupuncture, physiotherapy exercises, orthoses (elbow strapping), extra corporeal shock wave therapy and surgery. They have recommended long term use of oral and topical NSAIDS and physical therapies (elbow strapping, physiotherapy, etc and avoidance of provoking activities as the first line of treatment, especially in the early stages of the disease.   They have also suggested the use of corticosteroid injections as second line therapy for providing relief from pain. However the pain relief provided by corticosteroids is usually temporary in nature with the pain recurring again after a few months. Thus they have suggested that the patients receiving such therapy should be counselled about not subjecting the extensor muscles to increased activity during the pain-free period resulting from use of corticosteroid injections. On the other hand, Bisset, Paungmali, Vicenzino, Beller,   Herbert, (2005) from their systematic review of literature, comprising of studies evaluating   the effectiveness of   various physical interventions (non pharmaceutical or   non-surgical therapeutic modalities) for treatment of TE have shown short term benefit   with the use of physical interventions like ultrasound therapy, ionisation, and acupuncture. However no evidence of long term benefit due to these therapeutic modalities was observed in this review; benefit due to these interventions was usually seen to last between two to eight weeks. Bisset et al observed insufficient evidence regarding the beneficial effect of manual therapy (involving manipulation of elbow or cervical spine), use of elbow strapping and physiotherapy exercises in the management of TE. They also observed the presence of sufficient evidence that disapproved the beneficial effect of extracorporeal shockwave therapy and laser therapy in the treatment of TE (both in short term and long term). However they have indicated the requirement of larger studies in future in order to confirm this finding. Since no clinical study till date has been able to demonstrate definite clinical efficacy of any conventional therapeutic modality in treatment of TE, there has been increasing trend towards the use of non-pharmacological treatment modalities, especially acupuncture, since last two decades, for alleviation of chronic pain due to TE. One major advantage of using acupuncture for treating   pain of TE over the conventional anti-inflammatory drugs like NSAIDS (oral or topical), corticosteroids etc is that it is free from the numerous deleterious   side effects commonly associated with the use of these drugs. Also the evidence supporting the use of these conventional pharmacological interventions is no better than that supporting acupuncture [National Institute of Health (NIH), 1998]. Despite the growing popularity of acupuncture in treatment of pain related to lateral epicondylitis, presently, there is little evidence which confirms the efficacy of acupuncture in treatment of tennis elbow. The studies conducted until now have produced conflicting results. Bisset et al (2005), in their systematic review of literature considered four studies evaluating the therapeutic effect of acupuncture in treatment of TE. Three studies out of these four compared acupuncture with placebo whereas one study compared acupuncture with ultrasound. The overall evidence considered in this review supports short term beneficial therapeutic effect of acupuncture over placebo in patients with TE. Two studies, (Fink, Wolkenstein, Karst, Gehrke, 2002; Molsberger Hille, 1994) which compared acupuncture with placebo are described below in details. Fink et al (2002) conducted a study to evaluate the clinical efficacy of acupuncture in   treatment of TE. They also tried to compare the therapeutic effects produced by stimulating selected acupuncture points (as defined by traditional Chinese acupuncture) in contrast to those achieved through stimulation at non-specific points (these puncture points were at least 5 cm away from the traditional Chinese acupuncture points). The results of this study indicated that use of acupuncture with correct location and stimulation, in accordance to the recommendations of tradition Chinese acupuncture helped in significantly alleviating the pain, reducing disability of arms, shoulders and hands (measured through DASH questionnaire) and improving the strength of the extensor muscles in the patients suffering from TE. However these therapeutic effects (pain relief and muscle strength) of acupuncture were less evident in long term. In this study, at the time of follow-up after two months, though the overall functioning of the arm was observed to be better in the treatment group as compared to the control group, the differences in pain intensity and muscle strength were no longer found to be significant. The main aim of the study by Molsberger Hille (1994) was to find out whether acupuncture showed an intrinsic analgesic effect even after only one treatment session in comparison to that of placebo treatment for TE pain. In one single session of acupuncture treatment, patients in the treatment group were treated at a non-segmental distal point on the fibulo-tibial joint of the homolateral leg. The painful area of the elbow itself was not needled. The depth of insertion was 2 cm and during the procedure of needling, the patient was asked to move the painful arm. Patients were treated for a total of 5 min. Overall reduction in the pain score was 55.8% in the treatment group and 15% in the placebo group. After one treatment session, 79.2% (19 patients out of 24) patients in the treatment group reported pain relief of at least 50%, whereas in the placebo group only 25% patients (6 patients out of 24) reported pain relief. The average duration of analgesia after one treatment was 20.2 h in the treatment group whereas that after placebo was 1.4 h. All these results show that acupuncture has a statistically significant intrinsic analgesic effect in the clinical treatment of TE pain, which exceeds that of placebo treatment.   Since this study dealt with short term analgesic effects of acupuncture, further studies need to be carried out in future in order to evaluate the long-term therapeutic value of acupuncture for treatment chronic tennis elbow. Davidson et al (2001, cited in Bisset et al, 2005) conducted a study to compare the   therapeutic effect of acupuncture with that of ultrasound treatment in patients suffering from TE. Though significant improvement in two outcome measures i.e. pain reduction and disability prevention were observed in both the groups, no statistically significant differences in terms of these outcome measures were observed between the two groups. Thus this study indicates that there is no difference in therapeutic benefit between ultrasound and acupuncture in patients with TE. However it is difficult to reach to any definite conclusion from the results of a single study. More studies are required in future in order to arrive at a definite conclusion. In a publication by the NIH in 1998, it was determined that the results of various studies conducted till date has been promising enough to support the use of acupuncture as an adjunct treatment or an alternative to classical conventional therapeutic modalities for patients with TE. Trinh, et al (2004) conducted a systematic review of literature regarding use of acupuncture in treatment of TE, using the best evidence synthesis approach (BESA), which aimed at qualitative analysis of clinically homogeneous studies. The results of this review strongly suggested that acupuncture was an effective therapeutic modality for attaining short-term pain relief in patients with TE. Though there was a great deal of clinical heterogeneity between various studies considered in this review, five studies out of six studies considered in this review indicated that acupuncture treatment was more effective compared to placebo treatment. The studies conducted till date have failed to provide us with definite results. This can   be attributed to a variety of factors like: flaws in study design, heterogeneous treatment protocols, small sample size, inherent difficulty in the use of appropriate controls etc (NIH publication, 1998). Selection of method for performing the procedure in control group for these studies poses to be a difficult problem. Method of performing the   procedure in control group is important because the insertion of placebo needles itself results in inherent analgesic effect due to release of local ?-endorphins (opioid like substances), which can influence the outcome of the study too (NIH publication, 1998). Future research is recommended to resolve the issues discussed above. Thus there is a need for large scale, well-designed, multicentric, randomized control trials in future that will use standardized treatment protocol and appropriate methods for performing the procedure in controls. It is evident from the above discussion that various studies which aimed at assessing the   efficacy of acupuncture in treatment of TE had employed different processes for performing acupuncture, in terms of location of puncture points, depth of insertion of needles, the number of needles used, duration of treatment etc. In order to arrive at a definite conclusion regarding the efficacy of acupuncture in treatment of patients with TE and in order to maximize the chances for a successful treatment with acupuncture, there is a need for a uniform, accurate and complete description of the most effective method to be used for performing acupuncture in patients with TE. With this in mind, Webster-Harrison, White Rae (2002) conducted a study in order to develop a standardized treatment protocol for acupuncture therapy in patients with TE. They adopted a modified Delphi’s consensus technique to combine the opinions of fourteen British acupuncture experts into a standardized treatment protocol. This protocol contained eight items pertaining to the treatment of TE using acupuncture and has been described in table 1. The various items considered in this protocol were: selection of acupuncture points; length and diameter of needles used; depth of insertion; duration of treatment; interval between successive treatments; whether the needle should be stimulated or not; the type of response to be achieved upon stimulation and number of treatment cycles needed. Use of this protocol in randomized multicentric trials conducted in future is likely to give accurate results (Webster-Harrison et al). Conclusion From the discussion in this paper it becomes apparent that till date no study in published   literature has been able to demonstrate long term beneficial effects of any pharmacological, surgical or physical therapy in comparison to that of a placebo therapy for treatment of patients with TE. Among various non-pharmacological therapeutic options, acupuncture presents an effective and safe adjunct treatment or an alternative to classical conventional therapeutic modalities, especially in cases where these conventional therapeutic modalities had previously failed (NIH, 1998). Presently, the optimal treatment option for patients with tennis elbow in clinical care largely remains unclear. Acupuncture appears to be a lucrative treatment option for both clinicians and patients. However, the therapeutic benefits provided by use of acupuncture are not supported by sufficient evidence, at present. There is a need for well designed, high quality research studies, especially randomized control trials in future, in order to help in establishing the appropriate place for acupuncture in treatment of patients with TE in modern medical practice. References Assendelft, W., Green, S., Buchbinder, R., Struijs, P., Smidt, N. (2003). Extracts from concise   clinical evidence: Tennis elbow. British Medical Journal, 327, 329-340. Bisset, L., Paungmali, A., Vicenzino, B., Belle, E., Herbert, R.D. (2005). A systematic review and meta-analysis of clinical trials on physical interventions for lateral epicondylalgia. British Journal of Sports Medicine, 39(7), 411 422. Buchinder, R., Green, S., Struijs, P. (2007). Tennis elbow. American Family Physician, 75 (5),   701-702. Retrieved on 30 June 2007 from http://www.aafp.org/afp/20070301/bmj.html Fink, M., Wolkenstein, E., Karst, M., Gehrke, A. (2002). Acupuncture in chronic   epicondylitis: A randomized controlled trial. Rheumatology, 41(2), 205 209. Labelle, H., Guibert, R, Joncas, J., Newman, N., Fallaha, M., Rivard, C. (1992). Lack of scientific evidence for the treatment of lateral epicondylitis of the elbow: An attempted meta-analysis. Journal of Bone and Joint Surgery, 74, 646–51. Molsberger, A., Hille, E. (1994). The analgesic effect of acupuncture in chronic tennis elbow   pain.   British Journal of Rheumatology, 33(12), 1162-1165 National Institute of Health (1998). NIH consensus conference: Acupuncture. Journal of   American Medical Association, 280, 1518–24. Trinh, K.V., Philips, S.D., Ho, E., Damsma, K. (2004). Acupuncture for alleviation of lateral   epicondyle pain: A systematic review.   Rheumatology, 43, 1085–1090. Webster-Harrison, P., White, A., Rae, J. (2002).Acupuncture for tennis elbow: An e-mail   consensus study to define a standardised treatment in a GP’s surgery. Acupuncture in Medicine, 20(4), 181-5.

The Performance Of The Nestle Company Business Essay

The Performance Of The Nestle Company Business Essay Nestlà © is a multinational packaged food company founded and headquartered in Vevey, Switzerland. It came into being from a merger in 1905 between the Anglo-Swiss Milk Company for milk products established by the Page Brothers in Cham, Switzerland, in 1866 and the Farine Lactà ©e Henri Nestlà © Company set up in 1867 by Henri Nestlà © to provide an infant food product. Trademark of Nestlà © is birds in a nest, derived from Henri Nestlà ©s personal coat of arms, suggests the values upon which he originated his Company. Several of Nestlà ©s brands are globally renowned, which has made the company a global market leader in many product lines, including milk, chocolate, confectionery, bottled water pet food. (Strategic HRM, n.d.). Nestles Brands are: 1. Milk Nutrition 2. Beverages 3. Prepared dishes cooking aids 4. Chocolates confectioneries Objectives of Nestle To manufacture and market the Companys products in such a way as to create value that can be unremitting over the long term for shareholders, employees, consumers, and business partners. It does not favor short-term profit at the expense of successful long-term business development. It recognizes that its clients have a genuine and reasonable interest in the behavior, beliefs and actions of the Company behind brands in which they place their trust and that without its patrons the company would not exist. Nestlà © thinks that, as a common rule, legislation is the most useful protection of responsible demeanor, though in certain areas, extra supervision to staff in the form of deliberate business principles is advantageous consecutively to guarantee that the highest standards are met all the way through the organization. Nestlà © is aware of the fact that the success of a company is the expression of professionalism, conduct and the conscientious attitude of its management and employees. Consequently recruitment of the right people and constant training and development are essential. Nestlà © persists to preserve its dedication to follow and value all applicable local laws in each of its markets. (Strategic HRM, n.d.). Core values of Nestle A requirement for dealing with people is reverence and reliance. Integrity and transparency in dealing with people are very important for good communication. This is balanced by open dialogue with the purpose of sharing competencies and boosting creativity. To communicate is not only to notify; it is also to pay attention and to take on a discussion. The eagerness to collaborate, to facilitate others and to be trained is a requirement for progression and promotion in Nestle. (Strategic HRM, n.d.). Nestle is a human company Nestlà © is a human Company providing a rejoinder to individual human needs all over the world with explicit concern for the comfort of both its patrons and its employees. This can be seen in its approach and its sense of conscientiousness towards people. (Strategic HRM, n.d.). After analyzing Nestle it has been seen that it has to follow all three models High Performance, High Involvement High Commitment. Since Nestlà © simultaneously aspires to boost sales and profits and, to raise the standard of living everywhere, it is active and the quality of life for everyone. Nestlà © is also swayed that it is the people who form the vigor of the business and that nothing can be attained without their loyalty and their vigor, which makes people its most significant asset. Participation of people at all levels starts with suitable information on the Companys activities and on the explicit aspects of their work. Everyone is invited to contribute towards improvements enhancing Company results and personal progress through open communication and dynamic collaboration. (Strategic HRM, n.d.). Nestlà ©s Culture Theres a very strong organizational culture in Nestlà ©. It believes on team work. The head office provides the guide lines to the zonal managers and informs them about their budget limitation. The zonal managers are totally independent in constructing their plans and the usage of budget. Likewise, the regional managers are independent in their areas. They are given a specific target and a certain amount of budget. The discretion is theirs to make plan and attain the targeted result in the certain given budget. The internal control system of the organization is very strong and effective as well. Due to the strong check and balance, they can make eradications and amendments in their plans. If the plan does not work properly, the manager can take corrective measures. No one from the company can challenge his power. The betterment towards the achievement of goals can only be done through the collective commitment. (Nestle Report, n.d.) HR PRACTICES in Nestle Human resource planning and requirements in Nestlà © Planning consists of those guidelines which encompasses a sound basis for efficient and effective HR Management in the Nestlà © Group around the world. They are flexible and dynamic and may require adjustment to various circumstances. Hence its application will be influenced by good judgment, compliance of the local market laws, keeping in mind the specific context. Its spirit should be respected under all circumstances. As Nestlà © is operating all over the world, it is necessary that labor laws and practices be respected everywhere. Degree of development of each market and its capacity to advance in the management of their human resources should also be taken into consideration. (Nestle HRM, n. d.) HR policies are addressed to all those who have a liability in managing people as well as to HR professionals. The Nestlà © Management and Leadership Principles include the guidelines influencing all the Nestlà © employees in their action and in their dealings with others. The Corporate Business Principles comprises of the basic principles which Nestlà © endorses and subscribes to on a worldwide basis. Both these documents are the pillars on which Nestlà ©s present policy has been built. (Nestle HRM, n. d.) HR managers and their staff are there to provide professional support in handling employee matters but should not substitute themselves to the responsible manager. Their major liability is to contribute effectively to the quality of HR management throughout the organization by proposing adequate policies, ensuring their consistent application and coherent implementation with fairness. (Nestle HRM, n. d.) Recruitment The recruitment process at Nestle is evidently distinct. People with qualities like dynamism, realism, pragmatism, hard work, honesty and trustworthiness are welcomed there. Nestlà © follows a set process for hiring more employees. The major document in this connection is the Recruitment Requisition Form. A recruitment opportunity could arise either after discussing or planning a position on the termination of some employee or on an urgent need basis. After receiving the document the human resource department puts up an advertisement in the newspaper or it directly contacts placement officers at various institutes. Approximately eight to ten best resumes are selected and presented to the divisional heads. On their recommendation the candidates are called for interviews and the most suitable are finally selected. (Nestle HRM, n. d.) Training From the factory floor to the top management, training at Nestlà © is incessant. Since it is mainly given by Nestlà © people, it is always significant for the professional life. Throughout the world, each country runs its own training programs (e-Learning, classroom courses, external courses), and it has five training centers in France, UK, Spain, Mexico and Brazil. Nestle provides the following- Literacy training to promote vital literacy skills, particularly for workers who operate new equipment (Mission-directed Work Team Approach). Employees are also sent abroad to study markets, consumer tastes and others. Nestle Apprenticeship Programs. Local Training Programs-on issues ranging from technical, leadership, and communication and business economics. Rive-Reine, their International Training and Conference Centre in Switzerland is where Nestlà © people from all over the world meet to exchange information and ideas in seminars and training courses (Strategic HRM, n.d.). Performance management Formal assessment is done by Line Managers and HR once a year with feedback. Nestle gives subordinates the freedom to ask question for an unfair evaluation. Explicit key Performance Indicators have been listed by the HR department. One of the important key performance indicators is achievement following the Nestle management and leadership principles. Remuneration structure and promotion criterion depends on the individuals performance. (Strategic HRM, n.d.). Compensation Nestle endeavors to offer fair compensation. Remuneration level is above the average in industry. The inconsistent component of the salary is relatively immense to reward individual performance. In case of higher management level, the inconsistent part is associated with individual team target achievements. (Strategic HRM, n.d.). Rewards incentives Passion to Win awards- These quarterly awards have been institutionalized to reward those who over-achieve their targets. Long-service Awards are given to recognize employees who have been with the company for more than 30 years. Nestle Idea Award- the company institutes Nestle Idea Award every quarter to distinguish and honor employees who come up with significant and pioneering ideas which have the prospective of being implemented at Nestle. (Strategic HRM, n.d.). Benefits The following benefits are provided to all employees at Nestle Leave-Personal Medical (fixed no. per year). Children Education Assistance Scheme. Provident fund. Retirement Gratuity Scheme. Group Insurance Accidental Insurance Scheme. Conveyance Reimbursements. Residential Accommodation. Monthly health check-ups free consultation for self family etc. (Strategic HRM, n.d.). Employee relations Nestle provides a very healthy working environment which is one of the reasons why Nestlà ©s employees organizational commitment is very high. Employee turnover is less than 5%, which is considered to be very low for a multinational corporation. Nestle has an open culture upward communication particularly in case of grievance, redressal is encouraged. Work and Life stability is given substance, as illustrated in the Nestle Human Resource Policy document. Nestle Family annual events are organized by their HR department and employees along with their families are invited. Strong emphasis is laid on safety of employees (Nestle Policy on Health and Safety at Work. (Strategic HRM, n.d.). Change management Nestle has attuned to the dynamic external environment for the last 140 years since its commencement in 1866 without trailing its elementary beliefs and core values. It manages change and coerces sustainable advantageous growth by following the policy of making plodding changes as a substitute of making radical and precarious changes. (Strategic HRM, n.d.). Safety health Nestlà © considers its people as its most valuable asset and ranks the highest priority on protecting them. In every country where Nestle operate, it emphasizes the need for safe working environments, which must meet the strict global corporate standards. They are determined to provide a safe working environment for all employees, contractors and visitors and are vigilant in continuing to implement Health and Safety practices and programs at all the sites. à ¢Ã¢â€š ¬Ã‚ ¢ Valuing people by providing a safe place to work. à ¢Ã¢â€š ¬Ã‚ ¢ Identifying, assessing and reducing risk and preventing injury or illness to employees, contractors and visitors. à ¢Ã¢â€š ¬Ã‚ ¢ Operating business to meet health, safety, legislative and other requirements applicable to Nestlà ©. à ¢Ã¢â€š ¬Ã‚ ¢ Continually monitoring, reviewing and establishing new objectives aimed at eliminating or minimizing work related injury or illness. à ¢Ã¢â€š ¬Ã‚ ¢ Developing and implementing effective and efficient injury management systems which enable a safe and sustainable return to work for affected employees. à ¢Ã¢â€š ¬Ã‚ ¢ Providing information, training and supervision to employees and contractors to ensure they understand their roles and responsibilities in eliminating or minimizing the risk of workplace injury or illness. à ¢Ã¢â€š ¬Ã‚ ¢ Encouraging a similar Health and Safety commitment from our suppliers and contractors. à ¢Ã¢â€š ¬Ã‚ ¢ Consulting with employees and other stakeholders on Health and Safety matters. (Nestle HRM, n. d.) Contribution of human resource planning towards organizational objectives Nestle is the world leader in FMCG industry. People rely on the products offered by the company. Nestle in this present era is heading towards implementing and adopting new strategies to retain its customer and to get more clientele as well. Nestle tries to evaluate its strengths and weaknesses along with opportunities and threats to assess the need of implementing strategic policy. HR as discussed above plays a significant role to capturing and sustaining Nestle status and consumers in the market. This is possibly done through the constant effort on the part of strategic human resource management and their planning as discussed in this paper to keep up the pace with modern revolutions, technological advances and changing perceptions of the people and consumers world over. List of References Nestle HRM. (n.d.). Scribd Inc. Retrieved March 13, 2011 from http://www.scribd.com/doc/37163662/Nestlle-Project-HRM-Project Nestle Report. (n.d.). Scribd Inc. Retrieved March 13, 2011 from http://www.scribd.com/doc/30801788/Nestle-Report Strategic HRM. (n.d.). Scribd Inc. Retrieved March 13, 2011 from http://www.scribd.com/doc/6694518/StrategicHrm Upson, M. (2011). What is strategic human resource management? Retrieved March 14, 2011 from http://www.wisegeek.com/what-is-strategic-human-resource-management.htm Task 3 Briefing paper for the client Every organization has people; that implies they have human resources. Not considering the size of an organization or the extent of its resources, the organization endures and flourishes because of the competence and performance of its employees. The actions to take full advantage of those capabilities and that performance are essential regardless of whether the organization refers to them as Human Resource Management, Human Resource Development or Human Resources or has no official name for those actions at all. These activities are the liability of all people in the organization. (McNamara, n.d.). Implementation of straight-forward, unambiguous and brief HR policies and job descriptions are important for a number of reasons in an organization. Failing to implement policies and job descriptions leaves the company open to legal challenges, grievances and law charges, particularly if you contradictorily apply your human resources policies and your pay structure/system. (Absolute HR Solutions, n.d.). Grievances and lawsuits lead to: Increased costs that affect companys profits Increased turnover Negative morale The company can keep away itself from these troubles if you implement HR policies, procedures according to the labor laws. (Absolute HR Solutions, n.d.). The company requires human resources policies and procedures and current job descriptions so that the staff is treated uniformly athwart a variety of employment issues. Moreover, human resource polices facilitate if legal situations arise. (Absolute HR Solutions, n.d.). Impact of organizational structure and culture on the management of HR Organizational culture generates a number of diverse concepts, strategies, and situations which influence every level of scheduling when it comes to any type of hierarchical organization. The implications of organizational structure and culture apply to companies, corporations, charitable organizations, governments, and even sports teams/organizations. (Implications of Organization Structure Culture, 2007). Many leadership theorists and coaches have found that ineffective leadership often tends to be one of the major causes of an organizations retreating and deterioration. A governmental example from history can be ancient Rome. During a series of terrible emperors, the structure and culture was strong enough to often overcome it, even for decades at a time-but without strong top end leadership eventually the mid level governing and organizational culture collapsed, resulting in the ultimate failure of the culture. To be healthy for the long term, a corporation must have strong human resource management, leadership and a strong organizational culture. Though some of the strongest companies or organizations may be able to tread water for a long period of time, or even do well, if the culture starts to erode, its only a matter of time until the larger structure collapses. (Implications of Organization Structure Culture, 2007). Enormous human resource management and good leadership is needed for an organization to have strong culture, even great organizational culture will eventually become dull, and then erode completely without strong HR to help keep everything running smoothly. (Implications of Organization Structure Culture, 2007). Leaders must have a deep understanding of the identity and impact of the organizational culture in order to understand what kind of human resource management and adjustment is needed within the company, as well as perceiving how to communicate their vision to the rest of the company. (Implications of Organization Structure Culture, 2007). From corporations to government to sports teams, the study of how structure and culture impacts the management can reflect a better way to make an entity work. Use a sports team as an example: most teams who have the only head coach as the GM doesnt do well as compared to the teams who split the duties between two individuals who can work together towards the same common goal. (Implications of Organization Structure Culture, 2007). Recommendations to improve the effectiveness of HRM Organizational efficacy depends on having the right people in the right jobs at the right time to meet quickly changing organizational needs. Right people can be selected by performing the role of Human Resource function. A strategic approach to managing employment relations which emphasizes that leveraging peoples capabilities is critical to achieving sustainable competitive advantage, this being achieved through a distinctive set of integrated employment policies, programs and practices. According to this human resource management should not only handle recruitment, pay, and discharging, but also must make the most of an organizations human resources in a more strategic manner. An important aspect of an organizations business focus and direction towards achieving high levels of competency and competitiveness would depend very much upon their human resource management practices to contribute effectively towards profitability, quality, and other goals in line with the mission and vis ion of the company. Staffing, training, compensation and performance management are fundamentally central tools in the human resources practices that shape the organizations role in satisfying the needs of its stakeholders. Common rules and procedures of human resource management must be adhered to by the organization which forms basic guidelines on its practices. Teamwork amongst lower levels of staff and the management should be formed and continue to assist in various aspects that would reckoned necessary in eliminating communication breakdowns and encourage better relationship among workers. The management should emphasize on first-rate corporate culture in order to develop employees and generate an optimistic and favorable work environment. An HR strategy should aim to capture the people element of what an organisation is tending to achieve in the long run, guarantying that It has the right people in place It has the right mix of skills Employees display the right attitudes and behaviors, Employees are developed in the right way. (Groenewald, 2011).

Admissions Essay: Why Ob/Gyn? -- Medicine College Admissions Essays

Admissions Essay: Why Ob/Gyn? Â   I'm having trouble coming up with that concise, compelling anecdote about the patient who inspired me to go into Obstetrics and Gynecology, because so many people have helped me realize that this is where I belong. Â   There are the women whose babies I've delivered, whom I've gotten to know at a clinic visit or during the early contractions of active labor, and then coached through the calm between pushes in the last few minutes before delivery. There are the teenagers at their first Gyn exam, nervously kicking the end of the table as we talk about safer sex, the benefits of the pill and just what a speculum actually is. And there are the patients who are very, very sick - the 44-year-old with metastatic ovarian cancer, whose family was ... ...ood prenatal care. Â   Ultimately, I hope to join the faculty of an academic medical center, where I can combine patient care with my love of teaching, and where I can continue to explore how interactive technologies can inform and empower patients. Most of all, however, I look forward to taking care of my patients, drawing on the remarkable depth and breadth of Obstetrics and Gynecology.

Inhaling Knowledge :: Personal Narratives Drugs Illegal Narcotics Essay

Inhaling Knowledge When I was a young girl, my dad and I would drive to Chinatown every third Saturday of the month to get his monthly dose of rice. Through the west side of Chicago we went. My dad always complained about the litter, the lack of cleanliness and how easy it would be to keep the city clean if everyone just took care of their own trash. Looking out the window, I remember seeing trash piled high on every corner, as if garbage had taken the place of grass. Graffiti covered every building we passed, broken windows everywhere. It always made me sad that people had to live in such an environment, but I can so vividly remember laughing at the sight of gym shoes tied together, hanging high above me from the telephone lines in this part of town. Every few blocks I'd see another pair, and another, and another! What a funny joke, I thought to myself. How did some one even get them up there? Little did I know that these shoes hung high in the sky, once bringing a smile to my face, would one day fil l my heart with sorrow and pain, threaten the binds that held my family so close together or almost take the life of my beloved sister. Never in my worst nightmare could I imagine something so right could go so wrong. I grew up in a family of three children, an older brother and a sister eighteen months younger, with two loving parents who would walk to the moon and back to keep us happy and healthy. I was one of the luckiest kids in the world, I used to tell myself, because when nothing else in my life was right, I always had my family to cheer me up and make my troubles disappear. I thought that is how each and every one of us felt, but I guess I was wrong. Some people have a talent of hiding how they are feeling; they keep her pain bottled up until one day when their bottle gets too full, it explodes. This is what happened to my sister, Susan. She was never one to be very open with her feelings or what she was thinking. I can still remember our weekly arguments about her not telling me what was going on in her life—school, friends, karate, boyfriends, work.

Decision-Making Process Mgt 230

Decision-Making Process Michelle Shadinger MGT 230 December 17, 2012 Robert Bloomfield Decision-Making Process We make multiple decisions every day. Some of these decisions are for our personal lives, and some are business decisions. Each decision we make has an outcome, whether favorable or not that we must live with. Some people like to make quick decisions based on their gut reactions and others prefer a methodical approach. Using a step based decision-making process results in better decisions that have a lasting impact . I recently made the decision to return to school after many years of working.I had obtained my Associate’s degree almost 20 years ago and started working for the company where I currently still work. I have wanted to go back to school for many years but as I got married and had children the timing never seemed right. I recently started looking for a new job and discovered a Bachelor’s degree is a requirement for the majority of the positions I want ed to apply for. The more resumes I sent out with no response, the more I knew I had to take action. I knew going to a traditional school was going to be too difficult with my hectic schedule.I started to research colleges that catered to adult learners and found University of Phoenix. I spoke with a counselor at University of Phoenix who answered my questions on the amount of time school takes and how I would pay the tuition. I looked at going to a campus versus online and ultimately decided online would afford me the most flexibility. I prepared for my first class by doing a few things. I discussed my decision with my husband because more of my time would be spent doing schoolwork and I needed his support.I also prepared by attending a free orientation workshop online and I became familiar with the online environment and how the classes worked. I continue to evaluate my decision and feel it was the correct decision. According to our text, the six steps of the decision making proce ss are identifying the problem, generating alternative solutions, evaluating the alternatives, making the choice, implementing the decision, and evaluating the decision (Bateman & Snell, 2011). After reviewing the steps, I realized I followed the steps when I made the decision to return to school.First, I recognized the gap in my education for the jobs I wanted to fill. After identifying the issue, I thought about solutions and how I would obtain my Bachelor’s degree. I evaluated the decision and looked for the best school to achieve my goal. Once I decided to go to University of Phoenix, I had to implement the decision by applying for school and getting myself ready for the first course. As I continue school I evaluate if the decision still makes sense and if the online version is the best way to achieve my educational goals.Generating alternative solutions is the step I could have spent some additional time in and done additional research on colleges and compared the school s. I heard about University of Phoenix and knew others who had attended so I did not do much research on what other schools had to offer. Overall, I am happy with my decision to go back to school and my choice of college. References Bateman, T. S. , & Snell, S. A. (2011). Management: Leading & collaborating in a competitive world (9th ed. ). New York, NY: McGraw-Hill Irwin.