Business Continuity Planning Pros and Cons

Business Continuity Planning Pros and Cons Advantages and Disadvantages of Business Continuity Planning In a Financial Organization under the Incident Command System Abstract This research paper is primarily focused on highlighting the specific pros and cons of a business continuity plan that is used in a financial organization under the incident management system. The advantages associated with the use of incident command systems in a BCP in any financial organization are paramount including being able to install preventive and corrective measures that can either reduce partial or complete impact in cases of disruptions. However still there exist some cons associated with its usage i.e. fast amounts of time required for its implementation, asset acquisition and in most cases the size of the organization might hinder the implementation of an incident command system. Introduction A business continuity plan is very critical in the facilitation of the smooth running of the organization or guidelines that can help recover from disruptions hence ensuring the provision of services even in cases of disturbances. The process focuses on assessment and identification of all the potential threats that might disrupt service delivery and their potential impacts with the aim of creating measures to ensure the resilience of the system. Technology should enable recovery of applications from disruptions and other critical data through the disaster recovery plan. An incident command system is the technical developments for a given company that entails its main functionality being to mitigate the impacts of the unforeseen incidents that can result in loss of critical data. Business continuity planning are corrective measures established in an organization or an institution to govern the daily and future activities within it (Ramakrishnan et al., 2015). These measures are for ensuring that there is smooth running of the necessary activities. Failure to establish the plan could lead to the company collapsing, low profit in the day to day sales or even shut down of the business which is a big loss to the business. Business continuity planning should be done to any organization that takes its customers or clients seriously. Continuous planning takes the owner of the business miles ahead of the other competitors within the same field (Heng, 2015). Advantages I. During planning the potential of the business booming up is established plus the possible weaknesses and challenges the company might face are outlined and effective solution are established in advance. II. The main advantage that any financial institution stands to gain from the use of an incident command system is the ability to identify potential threats and plan in advance hence avoiding suspension of critical financial operations. The threats might range from natural epidemics, cyber-attacks or just computer failures as a result of hardware or software issues. III. The financial organization has increased abilities to maintain effective coordination and to maintain the response directions. Besides, the organization can gain insights on the importance of coordination of resources and the ability to identify the incident priorities. IV. The financial institution has a good platform for testing and reviewing the most likely threat hence allowing for coordination of BCP with external stakeholders. V. The long-term use of incident command systems is an advantage in itself as it leads to gaining of experience hence I the long run will lead to higher efficiency in restoration and fast recoveries. However, the full implementation becomes a disadvantage as it is time-consuming. VI. The financial section of the organization if it implements the recovery systems well can work as a competitive advantage as it safeguards against financial losses of the organization VII. Although this is later on stipulated as a disadvantage, it can still be an advantage. Incident command system can be used to accomplish tasks that people couldnt do in disaster prone areas hence preventing payment disorder whereas reducing the risks associated with miscommunication between the responder. VIII. Embracing the current evolution computing technology brings efficient fast and timely delivery of the service given by the organization. This can help in record keeping and monitor the business activities. IX. Business continuity planning helps one in marking the best insurance cover that matches the criteria of business. The cover is of great help in case of disasters like fire or thefts or any other disaster that could strike the organization. X. Business continuity planning helps one building best platforms for marketing and branding of the business and products.one is in a position to establish the effective and most suitable mode of reaching out that is fault tolerant and can assure customers of uninterrupted service delivery. XI. The target audience is created. He/she is in a position to outline the reach people or group one is aiming at. This helps one avoid going out of the set individuals. Disadvantages Failure to do business continuity planning one is at a significant risk of either: I. The implementation process is often considered as tedious hence requiring professionals to handle it. Besides the organization has to employ qualified personnel to handle that. No business intends to invest heavily in preparing for unknown threats as they rather wait for it to happen then defend (Systems, 2012). II. The process of using incident command systems as a business continuity planning tool is both costly and time-consuming. This may lead to over investment of funds that could have otherwise been dedicated to other business operations. III. Business collapsing or failure that is as a result of poor management skills, techniques, and evaluation techniques. Hence, one is not in a position to establish the coming danger and ends up regretting the already outcome. IV. The death of individuals could occur after the fire, building collapsing where the insurance covers have been ignored, have not been implemented by professionals or due to lack of adequate testing of the possible scenarios. Conclusions The implementation of a business continuity plan through incident command systems has been faced with numerous advantages and disadvantages. Some of the benefits include; response, recognition of threats, competitive benefits, coordination mechanisms, experience and an excellent testing platform with the option testing and reviewing. The main disadvantages include the need for specialized skills in handling the recovery systems. In addition to this, small businesses cannot implement the system as this may result in losses through maintenance cost. However, analysis of the pros and cons suggests that the advantages outweigh the disadvantages. All this indicates the importance for all financial institutions to implement the incident command system as part of the business continuity plan (Drennan, 2014). References Drennan, L., McConnell, A., Stark, A. (2014). Risk and crisis management in the public sector. 2nd ed. Routledge Taylor Francis Group London and New York. Heng, Goh Moh. (2015) Business Continuity Management Planning Methodology. International Journal Of Disaster Recovery And Business Continuity, vol 6, 2015, pp. 9-16. Science And Engineering Research Support Society, doi:10.14257/ijdrbc.2015.6.02. Ramakrishnan, R. K., Viswanathan, S. (2015). The Importance of Business Strategy in Business Continuity Planning. The Definitive Handbook of Business Continuity Management, 31-35. doi:10.1002/9781119205883.ch3 Systems, S. (2012) The CEOs Guide to Succession Planning: Managing Risk Ensuring Business Continuity. SSRN Electronic Journal. http://dx.doi.org/10.2139/ssrn.1633523

Distinguishing personnel management and human resource management

Distinguishing personnel management and human resource management P1: Distinguish between personnel management and human resource management and discuss the historical development and changing context in which they operate?   Personnel Management:      PM is basically an administrative record functioning at operational level. PM attempts to maintain fair terms and conditions of employment while at the same time efficiently managing personnel activities for individual departments and the activities which result ultimately in achieving organizational success. Human Resource Management:- HRM is concerned with carrying out the same functional activities conventionally performed by the personnel function such as HR Planning, Job analysis, recruitment and selection, employee relations, performance management, employee appraisals, compensation management, training and development but it performs these functions in a qualitatively distinct way as compared with personnel management. History of Human Resource Management:-   The concept and name of human resource management has been changed many times throughout the history. The changes were mostly because to the change in social and economic activities throughout the history. Human resource management came to birth when industrial revolution took place in the year 1833 then the industrialist incepted to increase their production and they raised the burden of work on the employees by having 60 hours a week. The workers became fed up of this circumstance and they took decision among themselves to find out the solution for this problem. After this workers were losing interest in their work and they divided in different groups and all this caused less production. The industrialists came to know this, they straggle to satisfy the workers but however the workers were not happy with that and formed their Trade Union. Now the industrialists gave full authority to one manager. In spite of this the problems remained constant because the manager was not able to ha ndle their problems then the workers went to strike for their rights.  Ã‚  This led to the formation of personnel management. Personal management was working only when clashes arise. PM was dealing on bargaining, so this system also failed to motivate the employees, in addition PM was not able to take full control of it. The combination of wartime production demands, government wage price controls and the need to negotiate cooperative agreements forced many companies to expand their personnel staffs and control their HR practices. Such basic HR practices as job classification systems, hiring standards, uniform pay grades and written disciplinary procedures were developed for the first time by many companies.    Another early donor to HRM was called the human relations movement. Two researchers, Elton Mayo and Fritz Roethlisberger included human factors into work. This movement began as a result of a chain of studies conducted at the Hawthorne facility of Western Electric in Chicago between 1924 and 1933. The purpose of the study was to conclude the effects of illumination on workers and their output. The studies pointed out the significance of the social interaction and work group on output and satisfaction. The human relations movement eventually around the mind 1960s became a branch and a contributor to the field of organizational behavior; because of this progress all the industrialists and peoples came to know that human beings are the most valuable assets of an organization.    Human Resource Management gets more into practice as people are acknowledging from HRD and HR practices and these departments are fulfilling all the requirements of the employees, are managing all human resource and are giving full rights to every one. Now in all successful organizations there are HRM departments Shifting from Personnel Management to HRM The significant role of HRM is reflected in the transformation of the personnel management purpose from one of concentrating on employee welfare to one of managing people in a way which matches organizational and individual goals and providing employees with intrinsic and extrinsic reward. Therefore today Human Resource Management is historically known as personal management which deals with official system for the management of the people within an organization. Different Stages of shifting from Personnel Management to HRM: First stage: HRM earlier react in an even way to problems as they arise. Effective HRM seeks to connection HRM issues to the largely strategy of the organization with the most effective HRM policies and practices included into such corporate policies and strategies to strengthen or transform an organizations culture. Integration is required in two senses (1) integrating HRM issues in an organizations strategic planning (2) securing the acceptance and addition of a HRM view in the decisions of line managers. The HRM policy in worth of the various functions for example training and recruitment etc should be internally reliable Second stage:-   structure powerful cultures is a way of promoting demanding organizational goals in that a strong culture is intended at uniting employees through a shared set of managerially authorized values such as excellence   service and innovation etc. However there can be anxious between a strong organizational culture and the need to change situations and to be elastic particularly in the highly competitive and fast changing environment in which employers have to work on daily basis. Speedy change demanded by the market is sometimes tough in an organization with a strong culture.   Third stage: The mind set that people are a changeable cost is in effectual HRM which is replaced by the view that people are a resource and that as community capital it can be developed and can add to competitive advantage. Mostly it is accepted that competitive advantage is gained through well educated and trained motivated and dedicated employees at all levels. This recognition is now almost considered worldwide and important of management training and growth are the middle pillars of HRM.    Fourth stage: The view that the interests of employees and management or shareholders are different and confliction though considerably true in the past as organization which practices effective human resource management seeks to classify and promote a commonality of interests. important examples are training which enhances employment security and high earning ability for employees while at the same time rising the employees value to the enterprise goals of healthier productivity and performance pay systems which increase earnings without important labor cost increases and which at the same time endorse higher performance levels goal setting through two way communication which establishes joined goals and objectives and which provides basic rewards to the employee through a participatory process.   Fifth stage: Top to down communication tied with restricted information flow to keep power within the control of management give a way for sharing of information and knowledge. This transform facilitates the creation of faith and commitment and makes knowledge more fruitful. Control from the top is in successful HRM being replaced by increasing employee contribution and policies the ways in which the larger Japanese enterprises have installed participatory schemes and introduced information distribution and two way communication systems are instructive in this view. In enterprises that tend to have company missions and where there are fundamental values that shape their corporate culture HRM becomes a part of the strategy to attain their objectives. In some types of enterprises such as one in which permanent technological change takes place the goal of successfully managing change at short intervals often requires employee collaboration through emphasis on communication and involveme nt. Shifting of personnel management to HRM took place in three stages:   1) Records and Administration 2) Accountability Regulations 3) Competitive Advantage 1) Records and Administration In first stage the main activities which were taken out by personnel department were plan Company picnics setting up vacations enroll workers for health are exposure planning retirement parties increase diverse workforce and contain health care cost. 2) Accountability Regulations During this phase most important framework of rules and regulations started rising in the company. In 1970 the duty of the HR manger was to keep their organizations out of court. In the 1980 HR mangers had to address staffing costs linked to mergers and acquisition and downsize.   The economic issues associated to an increasingly worldwide and completive workplace characterize the 1990. 3) Competitive Advantage The aim of this shift stage is from just securing fulfillment to the more determined one of winning promise. The employee resource therefore becomes worth investing in and training and development thus assume a top profile. These initiatives are linked with or even predicated upon a propensity to shift from a collective orientation to the management of the workforce to a distinctive one.    P 2: Assess the role, tasks and activities of the human resource practitioner Human resource management plays a vital role in the success of every organization. Human resource management is concerned with the development and implementation of human resource strategies which are integrated with corporate strategies to ensure that the culture values structure of the organization quality motivation and commitment of its members contribute fully for the achievement of organizational goals. In big organizations it plays a very important and positive role in its success however it is difficult to deal with all the activities. HRM makes the quality of work life desirable in the organization.   ROLES AND TASKS OF HR Manager HR manager plays an important role in developing and maintaining polices. HR manager should motivate employees to make them fruitful for the organization. HR manager should conduct recruitment process effectively and efficiently, so that the skillful people could hire for the organization. HR manger is responsible for increasing the skills of the employees to make their performance better. HR manager should make the standards of performance so that the employees performance can be judged. HR is responsible to make a good environment in which the employees can work effectively and efficiently. HR manager should keep aware the employees about new policies of the organization and guide them. HR manager should develop a leading edge for the effective management of the people to maintain competitive advantage. HR manager should recommend the strategic direction for employees and ensure its implementation. HR manager should co-ordinate the design, implementation and administration of human resource policies and activities to ensure the availability and effective utilization of human resources for meeting the companys objectives. An Ideal HR Manager HR managers are very important for any organization because they makes polices, develop strategies directing and coordinating human resource management. The most important responsibility of HR manager is interviewing and recruiting candidates. HR manager of MOBILINK should develop its people to work hard for higher standards. HR manager of MOBILINK have to make recruitments of best talent because humans are the basic tool for having competitive edge in the market for most of the organizations. They should analyze the performance level of the employees and if they find it below standards so they have to motivate them and give them training of developing their skills to be productive for the MOBILINK organization. HR manager have to make good relationship with different departments like marketing, operation and finance and make himself aware of new updates to to prevent miscommunication. P3:- Evaluate the role and responsibilities of line managers in human resource practices? The Different roles Responsibility of line manager Line manager plays an important role in the success of HR manager. Line manager should deliver the task and responsibilities on time to the senior management. Keep informing the management about the progress in the organization. Line manager should defend the company strategy or management strategy when talking to the work group. Clear appropriate picture to the work group to keep them informed of the rules and polices and have to look out the ways to become more efficient. Line manager should set tasks and standards for the employees. Line manager should also have to provide training and development to the employees when needed. Line manager should involve group people in decision making and to understand their needs and to motivate them. Should also provide reasons for decisions and represent the view and ideas of work force to higher authorities. Line manager should maintain the good environment. Line manager have to take the following points in mind in order to make their activit ies better.   Line manager should be a positive role model Line manager should be honest to others and help the employees and give guidance about their job. Line manager should have to speak against injustice. Line manager should be self confident. M1:- Discuss how the concepts of PM and HRM are practiced in an organization? We have selected MOBILINK as an organization. The HR mission statement of MOBILINK is given as To lead the organization in enhancing its human capital and creating a winning environment where everyone enjoys contributing to the best of ones ability. HR Practices and personnel management at Mobilink: These are few of the HR and personnel management practices Recruitment   Selection Training Development Compensation   Performance Appraisal System   Occupational Health and Safety measures   Career Planning and Development   Research and Development Reward Management Employee Relations Planning: Now after the emergence of new telecom companies in the market the market becomes more competitive and employees are less loyal to the company. Whenever they get any better opportunity than the existing one they go for that which is their right. Due to this fact MOBILINK do not have any formal strategy for succession planning. They do consider the people from inside but proper success plan is not practiced in MOBILINK these days. But now due to market trends they transformed new strategies according to the management that it is not useful to invest in the employee at a larger extent. They do develop their employees for their career planning but no formal success planning is practiced. Recruitment and Selection: In MOBILINK the requirement for the new job is communicated by the respective managers to the HR department. After that the HR department looks for the possibilities of internal and external recruitment. Internal Recruitment: In MOBILINK internal recruitment is done the higher grades like managers and directors. When there is a vacancy the HR department views the past performance of the employees working at lower levels and chooses the right one to promote him/her to that position. But if there is a vacancy for managerial position and none of the suitable employee is available with in the organization then external recruitment is carried out. EXTERNAL RECRUITMENT In external recruitment the duty of line manager is to prepare a form for the job about their need in the organization. Then the role profile of that job is dent to functional director by line manager after his approval it is forward to the HR department. HR manager confirms the availability of the budget required and the cost of the advertisement for that job. After than by forecasting budget along with job profile sent to HR director for his final approval. Line and HR manager again sit together for short listing the people and the following criteria is adopt by them. Quality of earlier schooling Extra curricular activities Marks obtained Overseas travel Age Relevant experience The HR department then issue letters to the short listed candidates along with blank application forms by time date and venue for the preliminary interview and candidates is asked to bring along completed application forms. A two-member panel of HR and line management carries out the interviews managerial functional and supervisory skills. After clearing the preliminary interviews, people apply for different jobs are tested in different ways by a panel of cross functional assessors in the case of management selection. Resource management Rational decision making Communication skills Creative thinking Business development Influencing The HR department is responsible for assessments training details o rumination packages and conditions of services. Prepare letter and finalize other documents. M2: Make an effective judgment about PM and line manager responsibilities in studied organization. HR helps LINE manager in offering them coaching creating managers role plays for meetings, and providing them toolkits to refer them. In MOBILINK Peshawar they do not have formal HR department and final recruitments are done at ISLAMABD head office. They do have informal set up for hiring internees and also perform the responsibilities of HR manager in coordination with other major departments. In MOBILINK Islamabad head office they have formal HR setups for making decisions for other regions as well. Strategies are there in MOBILINK for HR manager to provide help to LINE manager in performing their job. HR manager clarify the standards, expectations, performance goals and ask line boss for his feed back regularly. HR manager of MOBILINK look ways for line manager to get him out of jams and prevent him for making serious errors. There may be some conflicts between the priorities of HR and of line management, in this situation a manager has to work hard for identifying issues and makes alternative for addressing it. HR manager when presenting bad news, try to bundle it with good news also but be careful to avoid letting problems drag for extended periods of time waiting on good news to happen. Line managers and supervisors are responsible for enforcing and promoting the work environment of dignity. They must take every action to prevent the unsuitable behavior. Line managers and HR managers are expected to communicate clearly to their staff members about their policies of harassment, discipline etc. MOBILINK is considering having the best HR in PAKISTAN and they have retained this edge. According to the judgment the HR department of MOBILINK is achieving their desired results. They have a good relationship with the different departments like finance, marketing etc. D1: Evaluate the roles and responsibilities of HR manager and line manager in the organization as compared to their ideal role. The HR manager of MOBILINK is performing well against the ideal situation. HR manager is good in communication and makes people understand that what he is saying. Manager also has the knowledge of principles and procedure of recruitment and also effective and efficient in providing the services to customers and personnel. HR manager is a good speaker and also have the ability to recognize what the other person is saying and also have strong working relationship internally and externally. HR manager is pleasant with other employees on the job and displaying a cooperative attitude. The standard for the ideal manager are SELF MOTIVATION The person that the manager is hiring for the job has to be capable of doing work without the close supervision of the boss. Communication skills Confidence and personality plays important role in the abilities of manager to communicate. Manager should be capable of clear communication with their fellow managers customers and employees. GREAT CUSTOMER SERVICE SKILLS Manager should be excellent in dealing with clients and customers. Manager should have the skills to make the difficult customer happy. So in that way the organization can hold their customer and business can grow. CONFLICTS RESOLUTION Manager should be capable of handling conflict in the organization. Manager need to be calm and able to identify and listening issues discuss it resolve it and followed up. Its important for a follow up check to ensure there are no further problems. SETTING GOALS Manager need to focus on a specific goal and able to assign the tasks to the employees. RESPONSIBILITY Managers responsible for ensuring the tasks assignments and dead line needed to be met and hire appropriate people and handle the situation which tends to be profitable in the end. KNOWLEDGE ABOUT ORGANISATION A manager should have all the knowledge about the organization so that he/she would be capable of giving answers to their clients customers and staff members. LEADERSHIP SKILLS Managers should have strong leadership skills. Managers are the leaders in work place. Manager need to be a good speaker and assigning tasks. Manager should also be able of handling group of people and should lead the group or team in the right direction. D2: Suggest recommendations for realistic improvement against the defined Human resource is one of the most exciting and challenging departments of the organizations. People are very important in any organization. MOBILINK has a strong HR system and therefore we did not found many drawbacks in their HR practices. There are some but it can be better by little effort. RECOMMENDATIONS Following are some recommendations based upon our analysis. We observed that employees are not aware of their depth policies o the employee are lacking in the knowledge about policies which is the responsibility of HR manager to aware them. MOBILINK HR should have to monitoring and measuring employee s performance. HR lacks in terms of career planning and development so MOBILINK has to recognize this function in their policy statement. MOBILINK should have to increase in its recruitment sources so that they will not loose the potential candidates. HR manager should have to make clear communication with their lower staff which in terms makes the organization beneficial.

Toni Morrison and Charlotte Perkins Gilman :: comparison compare contrast essays

Toni Morrison and Charlotte Perkins Gilman    In this age of electric cars, flying machines, and Chinese take-out, it is easy to let certain every-day flaws slip past us.   Take for example language.   What percentage of American's say "I don't got any money" when in reality they don't have any money?   Sure it's just a minor flaw, a minute blemish that could easily pass unnoticed.   But, what about the next person who says, "I ain't got no money."   Is there a limit?   Is there a limit to how badly language can be mutilated, destroyed, or is death the ultimate confinement?   Nobel Prize winner, Toni Morrison, expresses her disgust and fear of such a death in her 1993 Nobel Prize Lecture.   She tells the story of an elderly blind woman whom is known and respected in her community for her wisdom and knowledge.   Morrison explains that "Among her people [the old woman] is both the law and its transgression" (Morrison 1993).   On one occasion, the woman is approached by some young people who are intent on taking advantage of her blindness.   They say, "Old woman, I hold in my hand a bird.   Tell me whether it is living or dead."   After some time the woman replies, "I don't know.   I don't know whether the bird you are holding is dead or alive, but what I do know is that it is in your hands. It is in your hands." (Morrison 1993)   Morrison interprets the bird to be language and the woman to be a practiced writer.  Ã‚   Morrison states that "[The woman] is worried about how the language she dreams in, given to her at birth, is handled, put into service, even withheld from her for certain nefarious purposes.   ...She believes that if the bird in the hands of her visitors is dead, the custodians are responsible for the corpse" (Morrison 1993).   The woman is aware that language, her very way of communicating with the world, her sole instrument of expression in modern society, is dying.   As language continues to die, the woman and her medium for expression become increasingly confined, with death as the final outcome.   She is shackled and detained by her inability to halt the holocaust, the complete and utter desecration of the language she loves so much.

Jellyfish Venom :: Jellyfish Marine Life Essays

Jellyfish Venom Almost anyone who has ever spent time near or in an ocean has been warned about being stung by jellyfish. Jellyfish have been ascribed a reputation as dangerous, often lethal animals. The exact actions of jellyfish toxins are not well understood, and the true danger presented by jellyfish is often exaggerated. This paper will attempt to answer several questions about jellyfish and venom. It will discuss what toxins make up jellyfish venom and the method in which these toxins are delivered. The effects of jellyfish venom on the human body will be discussed, including the possible action of these toxins at a cellular level. Finally, first aid and treatments for jellyfish envenomations will be described. Background The marine creatures commonly known as jellyfish are members of the phylum Cnidaria. Of the four classes of cnidarians, jellyfish come from both the Hydrozoa and Scyphozoa classes. Most jellyfish are schphozoids, while the Portuguese Man-of-War (Physalia physalis) is a hydroid. As cnidarians, jellyfish possess two tissue types: endoderm and ectoderm, in addition to a single cell layer of jelly-like mesoglea between the endoderm and the ectoderm (Russell 21). Jellyfish exhibit radial symmetry and have tentacles with stinging cells known as cnidocytes. They range in size from a few millimeters up to a bell size of two meters across, with tentacles up to thirty-six meters long. Typically less than five percent of a jellyfish’s body is "solid organic material" (Halstead, Poisonous 96-97). Jellyfish have reproductive cycles that involve a sessile polyp and a free-living medusa state. The polyp is asexual, while the medusa is sexual (Williamson et al. 121). P. physalis actually consist of colonies of many small organisms. A single Man-of-War contains both polyp and medusal stage organisms, with several different types of polyps and medusae in a colony (Halstead, Poisonous 94-95) Jellyfish populations exhibit seasonality in their choice of habitats. Most jellyfish prefer temperate and warm water. P. physalis prefer open waters and move with the wind, tide, and currents. Scyphozoas are found in all seas of the world. These jellyfish prefer shallow water such as bays and estuaries but also inhabit open ocean (Halstead, Poisonous 94-97). They usually live in the warm or temperate waters favored by coral (Halstead, Poisonous 115). Jellyfish are most abundant in coastal areas during warm summer months, but are present along the shore at other times of year (Halstead, Poisonous 97). Likewise, in Australia, the largest numbers of jellyfish are found along shores during the summer months of November through April, with peak numbers occurring in December.

Human Cloning :: Essays Papers

Human Cloning Cloning is the reproduction of an organism created non-sexually through the genetic material of another organism (â€Å"Human Cloning†). Although human cloning has not yet happened, many people believe that it should be banned because of ethics and morals involving unnatural birth. Certain religious groups believe that cloning is unethical because it takes over God’s role of creation. Cloning is a new idea to society, and just as in the past, advances in technology and medicine have scared people because of the risks involved. This has made it easy for society to want to avoid what might happen after the process of cloning has started. However, many people do not realize how cloning can positively affect their lives. Cloning is a tremendous technological breakthrough for this century and it is an inevitable advancement for the future. One of the major benefits offered through cloning is towards couples that cannot naturally conceive a child. There are over twelve million Americans at childbearing age who are infertile, which is major problem not only in the United States, but also throughout the world (Hoon). These couples have wasted valuable time and gone through much pain with infertility treatments. Even these treatments are not very dependable and cannot guarantee positive results, so couples are still left without children (â€Å"Benefits†). Cloning embryos allows a couple not only to have a child, but also allows them to pass on their genes (Brown). This solution would provide positive results for all of the infertile couples. This is one of the problems that millions of Americans will have solved through human cloning. Aside from infertile couples, there are many other problems that human cloning will solve for people. Doctors will be able to produce the exact copy of a peoples organs and even their skin (â€Å"Benefits†). This will be a miraculous event for burn victims and those who need organ transplants. Burned victims would be able to replace their skin with artificially produced replacement tissues (Hoon). Cloning organs would save the lives of the millions of Americans waiting for liver and kidney transplants, as well.

Langston Hughes Essay -- essays research papers

Few poets in the twentieth century, and perhaps even in any century, can be compared to Langston Hughes. Hughes wrote with his heart and soul, creating poems that everyone could understand. He expressed love for all races, colors, and religions and did not judge anybody until he had reason to judge them. He wrote to entertain, to inspire, to teach, and to make a point. His way with words made him the most popular and prolific black writer of the twentieth century (Offinoski, 32). Hughes was born in Joplin, Missouri on February 1, 1902. He was born into a black family of abolitionists and his parents were both bookkeepers. When Hughes was young his parents separated, causing his father to move to Mexico and his mother to leave him for quite a while in search of a steady job. Hughes could never call a place ?home? for too long because he was always moving from one place to another or living with different family members and friends. This constant movement affected his writing because he learned about many different people and life styles from the places he lived. Hughes started writing poetry in high school, but the major turning point in his poetic career was when he was working as a bus boy in Washington, D.C. A very famous critic, Vachel Lindsay, was at the place that Hughes worked. Hughes had always admired him and looked up to him, but he was too timid to confront him. Instead, he ran up to Lindsay, gave him a few poems that he had written, and ran away without saying anything. The next day Hughes was bombarded by reporters because Lindsay had published his poems in the paper. Since Lindsay had not known his name, he had received the name ?bus boy poet? in the paper. That was the jump start of Hughes?s career. In 1919 and... ...te101.com/article.cfm/modern_us_poetry_97582>. Haskins, James S.. Always Movin' On. London: Franklin Watts, 1976. "Langston Hughes." America's Story from America's Library. 19 December 2008 . "Langston Hughes (1902-1967)." Books and Writers. 2003. 2 January 2008 . Modern American Literature G-O. Curley, Dorothy Nyren, Maurice Kramer, and Elaine Fialka Kramer. Vol. 2. New York: Frederick Unger Publishing Co. Inc., 1969. Otfinski, Steven. Great Black Writers. New York: Facts on File Inc., 1994. Page, James A.. Selected Black American Authors. Boston: G.K. Hall & Co., 1970. Warlick, David. "MLA Web Document." Son of Citation Machine. April 2006. Landmark Project. 2 Jan 2008 .

Classical Management Theory Essay -- Classical Management Theories Ess

Classical Management Theory Early Management Theories Early Theories of Organizations emerged mainly for military and Catholic Church. The metaphor of the machine was dominant, where organizations are viewed as machines. Therefore, the organizational application was, since workers behave predictably (as machines do rarely deviate from the norm), management knows what to expect, and workers operating outside expectations are replaced. Classical Management Theories There are three well-established theories of classical management: Taylor?s Theory of Scientific Management, Fayol?s Administrative Theory, Weber?s Theory of Bureaucracy. Although these schools, or theories, developed historical sequence, later ideas have not replaced earlier ones. Instead, each new school has tended to complement or coexist with previous ones. Taylor?s Theory of Scientific Management, U.S.A Frederick Taylor (1856-1915) ?The Father of Scientific Management?. Scientific Management theory arose from the need to increase productivity in the U.S.A. especially, where skilled labor was in short supply at the beginning of the twentieth century. The only way to expand productivity was to raise the efficiency of workers. Taylor devised four principles for scientific management theory, which were: 1. The development of a true science of management, 2. The scientific selection and training of workers, 3. Proper remuneration for fast and high-quality work 4. Equal division of work and responsibility between worker and manager Limitations of The Theory of Scientific Management: Although it maximized efficiency and productivity but its main limitation was ignoring human aspects of employment. This is manifested in the following: ? Some workers and unions opposed this theory because they feared that working harder or faster would exhaust whatever work was available, causing layoffs. ? Objection to the "speed up" conditions that placed undue pressures on employees to perform at faster levels, some managers exploited both workers and customers. ? Reducing worker?s role to a rigid adherence to compulsory methods and procedures. ? The increased fragmentation of work due to its emphasis on divisional labor . ? Economically based approach to the motivation of employees . ? It put planning and control of workplace activities only in the hands of managers. ... ...Late 1980's: renewed interest in organizational climate and groups Late 1980's: rise of participatory management techniques known by such terms as Total Quality Management (TQM), Continuous Quality Improvement (CQI). 1986: first ruling by U.S. Supreme Court on subject of sexual harassment Late 1980's: work stress received increasing attention in I/O research, theory, and practice Balancing work and family lives received increasing attention. References: - Organisation and Management of Health Care, April 2002, Version 2.0 , Main Contributor: Katie Enock, Public Health Specialist, Harrow Primary Care Trust www.healthknowledge.org.uk - Henri Rayol Industrial and General Administration, J.A.Caubrough, trans.(Geneva International Management Institute, 1930) - http://www.northstar.k12.ak.us/schools/ryn/projects/inventors/taylor/taylor.html - http://www.survey-software-solutions.com/walonick/organizational-theory.htm - http://www.glass-time.com/gainsharing/Motivation.html - http://www.mtsu.edu/~pmccarth/io_hist.htm - http://home.eclions.net/mbobic/Version17.htm - http://www.lib.uwo.ca/business/fayol.html - http://www2.pfeiffer.edu/~lridener/DSS/Weber/WEBRPER.HTML Classical Management Theory Essay -- Classical Management Theories Ess Classical Management Theory Early Management Theories Early Theories of Organizations emerged mainly for military and Catholic Church. The metaphor of the machine was dominant, where organizations are viewed as machines. Therefore, the organizational application was, since workers behave predictably (as machines do rarely deviate from the norm), management knows what to expect, and workers operating outside expectations are replaced. Classical Management Theories There are three well-established theories of classical management: Taylor?s Theory of Scientific Management, Fayol?s Administrative Theory, Weber?s Theory of Bureaucracy. Although these schools, or theories, developed historical sequence, later ideas have not replaced earlier ones. Instead, each new school has tended to complement or coexist with previous ones. Taylor?s Theory of Scientific Management, U.S.A Frederick Taylor (1856-1915) ?The Father of Scientific Management?. Scientific Management theory arose from the need to increase productivity in the U.S.A. especially, where skilled labor was in short supply at the beginning of the twentieth century. The only way to expand productivity was to raise the efficiency of workers. Taylor devised four principles for scientific management theory, which were: 1. The development of a true science of management, 2. The scientific selection and training of workers, 3. Proper remuneration for fast and high-quality work 4. Equal division of work and responsibility between worker and manager Limitations of The Theory of Scientific Management: Although it maximized efficiency and productivity but its main limitation was ignoring human aspects of employment. This is manifested in the following: ? Some workers and unions opposed this theory because they feared that working harder or faster would exhaust whatever work was available, causing layoffs. ? Objection to the "speed up" conditions that placed undue pressures on employees to perform at faster levels, some managers exploited both workers and customers. ? Reducing worker?s role to a rigid adherence to compulsory methods and procedures. ? The increased fragmentation of work due to its emphasis on divisional labor . ? Economically based approach to the motivation of employees . ? It put planning and control of workplace activities only in the hands of managers. ... ...Late 1980's: renewed interest in organizational climate and groups Late 1980's: rise of participatory management techniques known by such terms as Total Quality Management (TQM), Continuous Quality Improvement (CQI). 1986: first ruling by U.S. Supreme Court on subject of sexual harassment Late 1980's: work stress received increasing attention in I/O research, theory, and practice Balancing work and family lives received increasing attention. References: - Organisation and Management of Health Care, April 2002, Version 2.0 , Main Contributor: Katie Enock, Public Health Specialist, Harrow Primary Care Trust www.healthknowledge.org.uk - Henri Rayol Industrial and General Administration, J.A.Caubrough, trans.(Geneva International Management Institute, 1930) - http://www.northstar.k12.ak.us/schools/ryn/projects/inventors/taylor/taylor.html - http://www.survey-software-solutions.com/walonick/organizational-theory.htm - http://www.glass-time.com/gainsharing/Motivation.html - http://www.mtsu.edu/~pmccarth/io_hist.htm - http://home.eclions.net/mbobic/Version17.htm - http://www.lib.uwo.ca/business/fayol.html - http://www2.pfeiffer.edu/~lridener/DSS/Weber/WEBRPER.HTML