Job Satisfaction Within Hasbro Essay Sample free essay sample

Hasbro. a toy company that many of us have known since childhood has grown into more than merely a toy company. Founded in 1923 by Henry and Merrill Hassenfield the company that we have grown to cognize and love did non get down off as a plaything industry. but was really a company that produced textile leftovers and ran under the name Hassenfield Brothers. Over the following two decades the company expanded production to include pencil instances and assorted school supplies ; it was non until the 1940’s that the company took on the name Hasbro and produced its first plaything. Mr. Potato Head ( Arnerson. n. d. ) . Mr. Potato Head was an instant success and the company merely grew from at that place. Throughout the following few decennaries Hasbro had rapid enlargement and acquired legion plaything companies. The first major company that Hasbro acquired was Milton Bradley in 1984. Milton Bradley had many well-known merchandises within its house. We will write a custom essay sample on Job Satisfaction Within Hasbro Essay Sample or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page such as Playskool. Candy Land. Twister. and Battleship ( Arnerson. n. d. ) . From at that place on Hasbro acquired more and more plaything companies. The following large-scale acquisition took topographic point in 1991 when Hasbro attained Tonka. Tonka at the clip likewise to Milton Bradley had many good recognized plaything merchandises. This major return over gave Hasbro some of the biggest names to this twenty-four hours. including Monopoly. Clue. Sorry! . and Risk ( Arnerson. n. d. ) . Financially the company has maintained a positive way of growing. The positive tendency of growing has a batch to make with its president and CEO Brian D. Goldner who has been with the company for over 12 old ages ( â€Å"Corporate information. † n. d. ) . Goldner has been awarded several different rubrics such as being named the CEO of the twelvemonth by marketwatch. com ( â€Å"Corporate information. † n. d. ) . Glassdoor. a web site that allows employees to give feedback to the companies they work for provided Goldner with a 90 % blessing evaluation ( â€Å"Hasbro reappraisals. † n. d. ) . With his affirmatory leading Hasbro managed to snag the 59th topographic point out of the top 100 companies to work for in Fortune Magazine ( â€Å"Corporate information. † n. d. ) . For this undertaking we selected the subject of occupation satisfaction. Job satisfaction â€Å"is a enjoyable emotional province ensuing from the assessment of one’s occupation or occupation experiences† ( Colquitt. 2011 ) . This pertains to how an employee feels about their occupation. There are three constructs that help to specify whether an employee is pleased with their occupation. The first theory is the Value-Percept Theory ; this â€Å"argues that occupation satisfaction depends on whether you perceive that your occupation supplies the things you value† ( Colquitt. 2011 ) . The 2nd is the 3 Critical Psychological States. â€Å"these psychological provinces are what make the work satisfying† ( Colquitt. 2011 ) . The 3rd. and concluding. theory is the Job Characteristics Theory ( VISAF ) which â€Å"argues that five nucleus occupation features result in high degrees of the three psychological provinces. doing work undertakings more hearty. † ( Colquitt. 2011 ) The Value-Percept Theory includes five facets that employees use to measure their occupation satisfaction. The first facet is pay satisfaction which describes the employee’s positive or negative feelings about the wage they receive ( Colquitt. 2011 ) . This facet compares whether or non the employees believe that the wage they receive is equal or comparable to what they think their wage should be. At Hasbro the employees are fulfilled with the manner in which the company compensates them. The wages range from $ 23. 920 to $ 93. 454 with the mean salary being $ 73. 302 ( â€Å"Hasbro wage. † 2011 ) . The average salary people earn in the Pawtucket country is $ 39. 614 ( â€Å"Pawtucket. RI. † 2012 ) . Not merely are the rewards generous given the mean income in the country. but the company is besides closed the hebdomad between Christmas and New Year’s with the clip off still being paid ( â€Å"Hasbro wage. † 2011 ) . Thinking about the hereafter of their employees the corporation besides sets in topographic point a generous 401 ( K ) lucifer in add-on to one-year company parts towards their 401 ( K ) ( â€Å"Our wagess doctrine. † n. d. ) . Furthermore. Hasbro offers reward plans to give employees many wellness and medical benefits. income protection benefits. fillip chances and much more ( â€Å"Our wagess doctrine. † n. d. ) Promotion satisfaction is the 2nd piece which refers to â€Å"employees’ feelings about the company’s publicity policies and their execution† ( Colquitt. 2011 ) . The bulk of employees feel that publicities provide more chances for personal growing. which is what many strive for in their callings. Hasbro developed a plan called â€Å"Hasbro University† . utilizing staffed professionals the plan helps to supply many options for occupation preparation ( â€Å"Teaching through Hasbro University. † 2012 ) . Some options include â€Å"classroom and online classs. training chances. cross-functional preparation. executive MBA scholarships. tuition reimbursement. direction and leading development. and assessment tools to assist develop employees. directors and teams† ( â€Å"Teaching through Hasbro University. † 2012 ) . The 3rd stage is supervision satisfaction. Supervision satisfaction discusses employees’ feelings about their foreman and whether or non he or she is accessible and sympathetic ( Colquitt. 2011 ) . This can besides include whether the foreman makes an attempt to assist the employee reach their ain personal ends. The supervisors at Hasbro understand that their employees are a immense portion of what makes their company successful. They make certain to look after their employees during times when the company’s construction must be altered. For illustration. in 2011. a Gaming Center of Excellence was created in which employees from the Games division of the Massachusetts edifice were required to be relocated to the central offices in Rhode Island ( â€Å"Assisting employees go forthing hasbro. † n. d. ) . â€Å"Welcomed at a particular event by the CEO and members of the Senior Management squad. relocated employees met with local sellers to larn about resources including day cares. gyms. cultural centres. Chamberss of commercialism. eating houses. infirmaries and Bankss. † . On top of this orientation the company besides assigned welcoming wise mans to the employees and their households. their nonsubjective being to assist them incorporate into their new hometowns and work locations. ( â€Å"Assisting employees go forthing Hasbro. † n. d. ) . Hasbro understands that household is of import to their employees and works to do their corporation household friendly. They do this by offering several one-ye ar household plans at their central offices throughout the twelvemonth. Some illustrations of these plans include Kids Carnival. Santa Breakfast. and Bring Your Child to Work twenty-four hours ( â€Å"Rewarding our employees. † n. d. ) . Co-worker satisfaction is the 4th stage which describes how employees feel about their fellow colleagues sets an highly of import tone in respects to the productiveness within the office ( Colquitt. 2011 ) . Working with other employees to carry through undertakings and undertakings is a major constituent within this booming plaything company. For a undertaking to be successful that requires acquiring along and working together seamlessly without tenseness. Having this comfy ambiance between colleagues within the workplace allows the environment to be gratifying for everyone ; looking into reappraisals that current and past employees’ left on the website Glassdoor. there were nil but positive reappraisals about the moral force between all employees within the Hasbro central office. A former supervisor was quoted stating that Hasbro was an â€Å"energetic. originative topographic point to work with great people and an interesting environment. A great large company with a littl e civilization of lovingness. and gifted people. † ( â€Å"Hasbro. inc. employer reappraisals. † n. d. ) . Along with a former employees review we besides found a current Packaging Designers reappraisal. In the rating he expressed that the people within the company were fun and gifted. he besides went on portion that he â€Å"worked on a great squad. and the sellers. QA. applied scientists. and merchandise designers† and that on a day-to-day footing they were â€Å"excellent. friendly. and respectful. † ( â€Å"Hasbro reappraisals in Pawtucket. RI. † n. d. ) . The fifth. and concluding. facet is satisfaction with the work itself. Satisfaction with the work itself reflects employee’s feelings about the work they do. This would include whether the employee finds the undertakings disputing. interesting. respected. and relevant to their specific accomplishment set ( Colquitt. 2011 ) . Suzanne C. a tech procedure betterment analyst for Hasbro was quoted stating â€Å"Every twenty-four hours I’m working on something different. beguiling new undertakings and resiling thoughts off others who love believing outside the box and aren’t afraid to seek a dvanced ways to acquire our work done- all while besides retrieving to hold fun while making it! † ( â€Å"Wizards of the seashore. † n. d. ) . Since employees are neer confined to the same insistent undertaking this allows the Hasbro staff to hold a strong sense of fulfilment with the work itself. Now we will discourse the 3 Critical Psychological States. When an employee experiences all three provinces. they are said to be by and large satisfied with their occupation. The first psychological province is meaningfulness of work. this reflects the grade to which the work the employee is assigned to finish interconnects with their ain personal beliefs ( Colquitt. 2011 ) . This facet is the most of import to an employee when make up ones minding whether they are satisfied with their occupation. Hasbro has created an employee voluntary plan which â€Å"allows employees to take four hours of paid clip off each month to volunteer with child-focused organisations. † More than 30 % of Hasbro’s employees volunteer their clip and attempts to these organisations ( â€Å"Employee volunteering. † 2012 ) . In the universe to day of the month there are over 1. 6 million destitute kids who presently benefit from Hasbro’s playthings and games contributions. This shows the employees’ that their attempts in doing and pl aning the plaything non merely travel toward doing a net income for the company. but besides positively affect the lives of kids who could non otherwise afford their playthings ( â€Å"Corporate giving study. † 2010 ) . Hasbro partnered with another corporation to put up an organisation called Operation Smile. Upon finishing this non-profit group Hasbro employees were instructed to develop a specially designed plush-like Mr. Potato Head which would be given to every needy kid who received an operation for their terrible cleft roof of the mouth status. Knowing that this stuffed plaything would be a beginning of comfort to each kid merely reinforces the thought to employees that the playthings in which they design make a difference ( â€Å"Corporate giving study. † 2010 ) . Duty for results is the 2nd psychological province. This is the grade to which an employee feels like their engagement within the carbon monoxide mpany is important. and that to some grade they have control over the consequences ( Colquitt. 2011 ) . Knowing that their attempts affair is a large portion in lending to their occupation satisfaction. Having the employee’s feel that they’re valued is further impressed in Hasbro’s monthly â€Å"Lunches with Leadership† . This tiffin allows emp loyees to fall in the senior most executives for a comfy tiffin in which they are free to discourse all facets of the concern including inquiries around scheme. challenges. or ideas around their ain personal calling growing. These tiffins help the employees to experience like they have a say in the company and the determinations that will impact their occupation ( â€Å"Engaging our employees. † 2012 ) . Hasbro has besides established focal point groups to assist foretell how employees will respond to alterations within the company. These groups are initiated before the company makes any major alterations to the on the job conditions or benefits. When Hasbro was fixing to do major alterations to the U. S. benefits plans they held nine separate focal point groups with about 100 employee participants. â€Å"The information they collected provided important informations to do educated determinations about alterations to Hasbro’s U. S. retirement and medical benefits in 2010. every bit good as offering valuable penetration into employee morale. † Making focal point groups such as this give employees a rightful sense that their sentiments truly affect the results within the corporation ( â€Å"Satisfaction study. † 2012 ) . The 3rd psychological province is cognition of consequences. Knowledge of consequences represents whether the employee can easy track how good or ill they are making within the company ( Colquitt. 2011 ) . By giving employees some type of recognition for the things they do good it creates an inducement to maintain up the good work. Conversely. even gently admiting their errors will assist the employee to larn and better. In order to make a merriment and playful manner to admit consequences Hasbro created what they call the â€Å"Inny Awards† which is short for invention. â€Å"All twelvemonth round our employees dedicate their energy to making the best plaything. games and amusement merchandises. They besides devise advanced thoughts to better our squads. work procedures and client relationships. † This event allows the employees to observe their attempt and success. every bit good as cognizing that their fellow colleagues and senior’s appreciate their difficult work ( Honoring our employees. † n. d. ) . The company has besides put in topographic point a twosome of acknowledgment plans. They understand that in order for their employees to win and assist the c ompany they need to cognize what they are making right and incorrect. Some of the acknowledgment plans they created include service awards. topographic point awards. and undertaking and particular acknowledgment hard currency awards ( Honoring our employees. † n. d. ) . A simple manner of cognizing how good they did on their work is to see how much of it is bought in the shops. If they worked hard on a merchandise and it was received good by the market so it will demo in the gross revenues Numberss of that merchandise. Finally. there is the Job Characteristics Theory ( V. I. S. A. F ) . This describes the five cardinal features of innately fulfilling occupations utilizing assortment. individuality. significance. liberty. and feedback ( Colquitt. 2011 ) . The first occupation feature is assortment. Assortment is the grade to which an employee has a occupation that requires a figure of different activities that involve many different accomplishments and endowments ( Colquitt. 2011 ) . A high assortment is non merely ideal but means that the work an employee does every twenty-four hours is different in some manner and has small repeat. Offer over 50 alone places it becomes evident that Hasbro has a broad choice of occupations runing from fiscal analyst s to dally design managers ( â€Å"Hasbro occupations A ; callings. † n. d. ) . Sam. a director for the U. S. Marketing squad says that the civilization within Hasbro is fast paced and that no two yearss are of all time the same ( â€Å"Total trade name direction. † n. d. ) . Identity is the 2nd aspect and this is when an employee is able to witness their piece of work being created from start to complete with a successful seeable result which is whole and identifiable ( Colquitt. 2011 ) . A high individuality is when employees can be proud to state they were involved in doing that merchandise. At Hasbro. the terminal merchandises are the completed playthings and games. Employees identify with the merchandise when they see the concluding merchandise on the shelves at the shop. They can see them and experience a sense of pride cognizing that they helped to develop that merchandise. â€Å"It’s a nice feeling when you start seeing merchandises you worked on shop shelves. † a former mechanical applied scientist said ( â€Å"Hasbro reappraisals. † n. d. ) . The 3rd facet is significance which refers to whether the occupations in which Hasbro employees complete have an of import impact on the lives of other people. peculiarly people in the universe at big ( Colquitt. 2011 ) . Knowing that the work they finish extends to assist people outside of their ain place state helps to fulfill the employee in believing that their occupation truly affairs. In 2010 when the temblor struck Haiti. Hasbro provided free playthings and games for all the â€Å"child-friendly spaces† they created within the alleviation countries. This helped to supply a much needed comfort and distraction for kids affected by the lay waste toing natural catastrophe ( â€Å"Hasbro philanthropic gift. † 2010 ) . Partnering with Operation Gratitude. an organisation that sends attention bundles to parade overseas. Hasbro employees in all of its U. S. offices came together to compose 100s of particular thank you notes to the military personnels. Additionally 20. 000 Hasbro card games were labeled and shipped out to be included in the attention bundles ( â€Å"Hasbro philanthropic gift. † 2010 ) . Generous and thoughtful Acts of the Apostless such this allows the employees to experience like doing playthings truly does hold a strong positive impact on the universe. Autonomy is the 4th trait within the Job Characteristics theory. Autonomy is basically the sum of freedom an employee is given with their occupation ( Colquitt. 2011 ) . Having this independency and discretion permits the work environment to be much more unfastened and comfy. Additionally. employees will be more proud of their work when the occupation provides autonomy. Leting them have more control in make up ones minding how to travel about their ain work undertakings increases productiveness and creates successful completion of undertakings that the employees can be proud of. Making good usage of liberty Hasbro has a concern insouciant frock codification. This allows employees to be comfy in what they are have oning so they can concentrate more on their work and less on worrying about holding an impractical professional visual aspect ( â€Å"Making you smile: benefits at Hasbro. † 2012 ) . They besides established half-day Fridays ; this gives the workers more freedom and flexibleness in their ain personal agenda. and by Hasbro leting them to go forth merely a few hours early every hebdomad strengthens the fact that the comfort of their employees is highly of import ( â€Å"Making you smile: benefits at Hasbro. † 2012 ) . Adding a spot of merriment around these toy central office it’s been leaked that random Nerf chargeman conflicts are broken out on occasion to assist make a more gratifying. and lighthearted environment ( â€Å"Hasbro reappraisals. † n. d. ) . Having these random interruptions of merriment give employees the opportunity to take a interruption from their desk and merely hold fun- an aim tha t Hasbro is dedicated to integrating non merely into their playthings but besides into their work force. The last occupation characteristic is feedback which is of import when an employee wants to track and find their advancement and success ( Colquitt. 2011 ) . Supplying them with clear information about their yesteryear and current public presentation is indispensable to maintaining an employee content with their occupation. In September 2010 Hasbro’s Human Resources squad developed and launched an online tool that allows the employees to easy log in and see a history of their clip spent at Hasbro. Including a record of the compensations. fillips. benefits. and current retirement benefit projections they have earned ( â€Å"Maintaining good labour dealingss. † n. d. ) . This rewards plan non merely helps to supply feedback to the employee but could besides be used as a positive tool to indirectly hike the morale of the employee. Traveling onto the analysis. Hasbro has done many strong positive facets when it comes to occupation satisfaction. but besides has a few negative facets it could better on. The first positive characteristic Hasbro offers to its employees is more than equal wage satisfaction. Given that the mean wage in the Pawtucket country is $ 39. 614 ( â€Å"Pawtucket. RI. † 2012 ) . Hasbro manages on norm to pay its employees around $ 73. 302 ( â€Å"Hasbro wage. † 2011 ) . This being said Hasbro most decidedly helps the local economic system and provides occupations for many people who live in that part. Another aspect Hasbro is generous with its employees on are occupation benefits offered within wage satisfaction. Hasbro has assorted wages plans which push employees to travel above and beyond merely working a boring twenty-four hours occupation. These ideal compensations include medical benefits. income protection benefits. and assorted fillip chances ( â€Å"Our wagess doctrine. † n. d. ) . As a Hasbro employee doing a really good wage for the country and being provided with legion benefits and chances gives them a positive mentality when it comes to occupation satisfaction. Next. Hasbro does a really good occupation on supplying employees with the demand to desire to remain with the company. Hasbro realizes it’s of import to non merely supply work that is interesting but besides work that is honoring and makes a difference in the universe. This can be seen in many ways throughout the company. For illustration. associating back to the 2010 Haiti temblor the company took on the responsibly of supplying destitute kids with the comfort of games and playthings ( â€Å"Hasbro philan thropic gift. † 2010 ) . By supplying playthings and games to kids in demand of security it gives the employees at Hasbro a opportunity to experience rewarded cognizing that their occupation really makes a difference in people’s lives. giving these kids a much needed flight from the desolation they witnessed. Having strong supervising satisfaction is merely another illustration of how Hasbro shows its employees that they’re non merely a figure and are all alone. When Hasbro required 75 employees from its Games divisions in Massachusetts to be relocated to the Hasbro central office in Rhode Island ( â€Å"Assisting employees go forthing hasbro. † n. d. ) . The company knew that this required a batch on the portion of the employee and their households and in order to allow them cognize they appreciated their forfeit they set up a particular event to welcome them with which CEO even attended. Hasbro besides set each household up with a friendly wise man who helped them tour sellers including day cares. gyms. cultural centres. chamber of commercialism. eating houses. infirmaries and Bankss to assist employees transition into their new community ( â€Å"Assisting employees go forthing hasbro. † n. d. ) . While many facets of Hasbro’s occupation satisfaction are resp ectable and suiting they besides have room for betterment. The first existent negative facet that Hasbro has is to let more room for publicity within the company. Since Hasbro offers many free preparation and acquisition activities to its employees it makes the pool for publicity big and really competitory ( â€Å"Teaching through Hasbro University. † 2012 ) . Many employees take advantage of the free skill-building plans Hasbro offers. which in bend saturates the company in footings of endowment and making. doing it more hard to take an employee for a publicity. Although Hasbro employees have the chance to volunteer and acquire paid for four hours of voluntary work a month ( â€Å"Employee volunteering. † 2012 ) . the feedback of the work is barely acknowledged. The company does non hold a manner for employees to maintain path of the organisations they volunteer at or to supervise the consequences of the work they do overall. Employees should be able to look into and detect in a user-friendly manner how their work makes a diff erence and the wagess they gain with the attempt they put in to finishing charity work every twelvemonth. This would let employees to truly appreciate the work they are making and acquire an overall fulfilment of the clip exhausted volunteering. Another facet we found Hasbro could better on was the overall liberty of the company. The earlier illustration of Hasbro necessitating its employees to travel from the Massachusetts office to the central offices in Rhode Island shows how this plaything company could broaden its skylines and become an even more self-sufficing corporation. Having such a big sum of employees transfer to a wholly different province ebbs the sum of liberty a individual employee has by weakening the sum of freedom. discretion. and independency they are given. Throughout the assignment Hasbro has exhibited more positive facets versus negatives. The negatives can be addressed in assorted ways but the followers are what we recommended after our in-depth analysis of the company. A good manner to better on the publicity facet of the company would be to make a plan in which the classs of the employees who choose to take the career-building categories are filed off into the system. By developing package that can interrupt down what the employees’ strengths and failings are it can so be organized into what possible publicities would be a good tantrum for them. This would let Hasbro to accurately advance the employee who shows the proper aptitude that the pending publicity would necessitate. The following thing Hasbro can better on is the manner that employees volunteer within the company. The company presently allows for four hours of paid volunteering a month with a 30 % voluntary rate ( â€Å"Total trade name direction. † n. d. ) . If the company restructured this construct they could increase the entire voluntary rate and better the overall community. The followers is an illustration of how Hasbro should reconstitute their voluntary work: Using the lineation from above. we believe that on top of already holding the first four hours paid Hasbro could offers inducements after that which would go on to hike their influence within the community. After the first four paid hours the following three hours would let you to gain a free board game or plaything of your pick. within ground. Once you hit the 10 point grade you would have a fit certification to a eating house. and so on. By giving employees benefits such as the 1s above they may desire to volunteer more than the criterion paid 4 hours. cognizing that the company has inducements to give. Finally. by bettering the older package in which employees have complained is excessively out-of-date. it could let more liberty within the work topographic point ( â€Å"Hasbro. † n. d. ) . Depending on the type of work. Hasbro could let its employees the freedom to work at place or at a location of their pick. Giving employees this option to travel beyond the confines of their dedicated work infinite would fade out the encirclements of originative restraint and finally assist them make more alone merchandises and artistically enrich thoughts. in bend increasing Hasbro’s gross. Having assorted sections in a company can no uncertainty convey about communicating barriers which hinders overall production. However. holding this new updated engineering installed within Hasbro would easy repair all the current jobs sing this issue. Get downing as a leftover fabric company that sold leftover cloth. Hasbro evolved into one of the most globally successful plaything industries. which neer would hold been possible without positive occupation satisfaction. Low occupation satisfaction non merely hurts the employees sing it. but besides the company as a whole. Through our research. Hasbro has done a brilliant occupation on supplying employees with satisfaction in the workplace. This allowed us to easy link our category content to Hasbro every bit good as being able to supply them with suggestions for betterment. Hasbro does an first-class occupation in doing the employees feel positively about the company. This includes being content with their wage. publicity policies. supervisors. colleagues. and most significantly. the work itself. Not merely does Hasbro do the employees feel like their work is of import. but they besides make certain that the employees get a opportunity to hold their sentiments heard. Although this toy company provided admirable attempts in doing certain employees were content. we were able to supply suggestions for betterment. All in all. Hasbro is an first-class. deep-seated company with dedicated employees because of the fact that they go above and beyond to supply the necessary tools to maintain employees satisfied within their occupation.

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Analyse and critically evaluate the implementation of the 'Widenening Participation in Higher Education' Policy in the context of New Right Ideology - Essay Example UK) in 2000 is anything to go by, while 48% of the higher social groups opted for improving their educational backgrounds, only 18% from the lower groups participated in the same. The gap between both the social groups was around 30%, a figure on the higher side. Some reasons that have been cited for this trend include the inability to bear the overall expenses of studying for a higher university degree, the desire to earn money rather than study, and the feeling that good institutions and good jobs are closed doors for them. Furthermore, it did not help matters that the ones in control had their own views about students and higher education. It was Margaret Thatcher and her government who ushered in New Right Ideology to deal with matters concerning higher education. These were her very words, â€Å"We are going much further with education than we ever thought of doing before† (Margaret Thatcher 196). This government took control in 1987, and their agenda can be summed up to include four major changes that they brought into the system. The first one was to make all educational institutions directly responsible for their finances and budgeting. It resulted in fierce competition between schools and colleges, since those that exhibited wonderful results in external examinations would be favored with more finances. Scholarly pursuits got relegated to the background, and the focus was shifted to attracting as many students as possible to respective institutions. This had not been the old pattern of th inking. In earlier days, the bureaucracy interfered as less as possible, believing that universities and institutions were meant for intellectual development more than anything else. complete success. A number of researches and studies were then carried out and as a result, modern educational policy makers have shifted their focus to widening participation in higher education and free access. They hope for some betterment in the system now at least! Now, what is meant

Legal Advice Essay Example | Topics and Well Written Essays - 1000 words

Legal Advice - Essay Example Warren Buffet is the chairman and CEO of the company and is greatly responsible for a number of investment initiatives. From the start of his business at Berkshire Company, he paid more attention to long-term investments in openly quoted stocks. However, presently his focus has shifted to purchasing entire companies (Sharon, Steven & Corinne, 2002). Currently, the company holds a number of companies comprising of confectionary, marketing, railway, home fittings. It manufactures detergents and is involved in the sale of jewelry. In addition, Berkshire is involved in newspaper printing, production and supply of uniforms as well as numerous local electric and gas utilities. According to a report released by Forbes Global in the year 2000, Berkshire Hathaway was ranked 18th largest public corporation worldwide (Carroll, 2009). Berkshire Hathaway Company revealed their plans to invest a total of $5 billion in in the Bank of America on August 25th, 2011. The Bank of America was at the time experiencing hard economic times. They had been having disputes with regard to how foreclosure practices were managed. Ultimately, this implied that they were also having concerns with their mortgage investors. In total, they had approximately $ 8.8 billion loss and a huge amount of it accredited to the disbursement they made with the mortgage financiers. In addition, the bank of America was also planning to fire several workers. Following the announcement by Berkshire Hathaway to invest in this bank, the shares increased by over 25%. The bigger part of Berkshire India is owned by Berkshire Hathaway. According to a statement released by the Company, another plan with regard to this subsidiary corporation is to sell and supply common insurance merchandises in India via its operational distribution portal. Their preliminary emphasis will be on motorized insurance. However, the firm regularly updates its business model so as to meet the necessities of the fast developing Indian insura nce sector. In addition, the firm will advance into health, life as well as travel insurance if they the market turns out receptive as stated further by the statement (Braem, 2009). However, for successful implementation of their plans, there are business regulations that will be observed.Naturally, administrative laws are related to the government as well as the manner its organizational units work. In this perspective, administrative law consists of three precise elements. There are; replication of businesses as per the recommended style, coordination of dissimilar efforts into one bigger organization and continued daily operations of the firm in smooth process to help achieve their set objectives (Twomey& Jennings, 2010). For Berkshire Hathaway Company to operate successfully, they will require licenses and permits that are necessary for conducting their business online or e-commerce business, just like all other corporations. A state business permit is the major document needed for the purposes of taxation and carrying out other basic business operations (Miller and cross, 2013). The firm will also be required to pay sales tax for conducting business online as per the state regulations (Bentley, Galliher & Ferguson, 2007). Berkshire Hathaway Company is advised to comply with the available laws and regulations as operating without license could lead to fine of closure by the regulating authorities. This determines which elements of

Neural and Hormonal Mechanisms in Aggression

Neural and Hormonal Mechanisms in Aggression Neural and hormonal mechanisms in aggression include the roles of the limbic system, serotonin and testosterone. Neural mechanisms in aggression: The Limbic system-inside the brain lies a network of structures known as the limbic system. Within the limbic system, it involves many structures such as the amygdala, cingulate gyrus, fornix and the hypothalamus. The most significant structure is the amygdala because it plays a key role in humans and non-human animals in how an organism responds and assess to environmental challenges and threats therefore is believed to be the main factor in whether we respond aggressively or not. It also is responsible for attaching emotional significance to sensory information. Within the amygdala, its reactivity has proven to be the main indicator of aggressive behaviour. The prefrontal cortex is vital for regulating aggressive responses and social behaviour. However, damage to this prefrontal cortex would lower the inhibition of the amygdala, giving higher levels of aggression. On the other hand, the hypothalamus is responsible for the regulation of the autonomic nervous system, which in turn helps to regulate responses to emotional circumstances. If this structure was to ever become damaged, it would result in an inappropriate aggressive response to a perceived threat. Serotonin serotonin has a key role in aggressive behaviour and is a neurotransmitter with widespread inhibitory effects throughout the brain; it dampens neuronal activity and slows it down. It is also involved in communication impulses between neurons. It has been associated that low levels of serotonin cause an increased risk of aggressive and impulsive behaviour. Serotonin usually prevents stimulation of the amygdala therefore if there are low levels of it within the brain, the amygdala will be more active once stimulated by external events occurring, resulting in the person to make aggression more likely and to act on their impulses. The role of serotonin illustrates itself by the use of drugs that raise the levels of it within the brain such as antidepressants. During trials, antidepressants were found to raise the serotonin levels and shown to reduce impulsive aggression and irritability. This therefore suggests that an increase in the level of serotonin can reduced aggression h owever this may not be the case always. Hormonal mechanisms in aggression: Testosterone is a hormone from the androgen group responsible for the development of masculine features. It also plays a role in helping to regulate areas in the brain to do with social behaviour such as the amygdala and the hippocampus. It is evident that males are generally more aggressive compared to girls. Testosterone is thought to raise the levels of aggression from a young adulthood onwards. It peaks in young adolescent males before then declining with age. Genetic factors in aggression: Twin studies many twin studies have suggested that heritability accounts for approximately 50% of the variance in aggressive behaviour. In a set of monozygotic twins, they share 100% of their genes however in a set of dizygotic twins; they only share on average 50% of their genes. Therefore, we would be expected to find that monozygotic twins would have greater similarities in aggressive behaviour if aggression is mostly influenced by genetic factors. This is because both monozygotic twins and dizygotic twins are raised together in the same environment however monozygotic twins do have a greater degree of genetic similarity than dizygotic factors. Researchers then found that 50% of concordance rates (proportion to which both twins exhibit the same behaviour) was for monozygotic twins and only 19% was for dizygotic twins. This illustrates that it is probably mostly genetically influenced. Adoption studies Adoption studies can help us to determine what the causes of aggression are either from the environment or heredity. Adoption studies compare the rates between adopted children who share behaviours with their adopted parents (who only share the environment with), and the rates between the adopted children who share behaviour with their biological parents (who share their genes but not environment with). If the results show that the concordance rate between the adopted child and their biological parents are high, then it illustrates that their behaviour is genetically influenced. However, if the concordance rates between the adopted child and their adopted parents are high then it suggests that the behaviour is more than likely environmentally influenced. A case to support that behaviour is genetically influenced is when a study was completed in Denmark of over 14,000 adoptions. They found that a huge number of adopted boys that had criminal convictions also had biol ogical fathers with criminal convictions too. The MAOA gene the MAOA gene is a gene responsible for the activity of the enzyme monoamine oxidase A within the brain.   Monoamine oxidases A role is to mop up neurotransmitters once a nerve impulse has been sent from one neuron to the other in the brain. This happens by the neurotransmitter, especially serotonin, being broken down into chemicals that can then be excreted or recycled. This is a process called catabolism. The production of this enzyme is determined by the MAOA gene. If the operation of this gene becomes dysfunctional it can result to abnormal activity of the MAOA enzyme which then further affects the levels of serotonin in the brain. It has been found in studies that violent criminals often have a defect in the gene that produces MAOA. Gene-environment (GxE) interactions Genes do not work on their own but they are crucial influences on aggressive behaviour. Low MAOA gene activity appears to only be related to adult aggression when combined with early traumatic life events.

Dr. Katharine Kolcaba and Jean Watson’s Theories on Personal Nursing Ph

The purpose of this paper is to define, describe, and explain the thoughts, feelings and beliefs of the author in regard to the philosophy of nursing practice. Philosophy is the study of ideas about knowledge, truth, nature, and meaning of a subject Merriam-Webster Online Dictionary, (n.d.). I will address the four concepts of the nursing metaparadigm and the relationships of each as they guide my practice as a nurse. This concept synthesis paper will address the personal nursing autobiography, two practice specific concepts, and a list of propositions and assumption statements that clearly connect the described concepts. Many factors influence the philosophy of nurses and their practice. The author is a registered nurse care pathways coach at the Alabama Quality Assurance Foundation with responsibilities for decreasing avoidable hospitalizations in a local long-term care facility. He has 22 years of experience in the nursing profession, including psychiatric, medical surgical, and geriatric nursing. He has developed an interest in providing advanced nursing practice as a nurse practitioner using holistic approaches as he has matured as a nursing professional. His desire to improve access to primary health care and improve the quality of care for the poor and elderly is a decisive influence on his future as an advanced practice nurse. I became a nurse in 1992. I had graduated high school in 1989 and discovered that I lacked a vision of the profession I would be involved in over the course of my adult life. I was involved in the pursuit of a career of teaching music to high school children based upon a passion for performing arts as a teen aged student. I discovered that I enjoyed performing as a trumpet player, but I did not trul... ...-concepts.html Jean Watson’s Philosophy of Nursing. (2012). Retrieved April 4, 2014, from http://currentnursing.com/nursing_theory/Watson.html Metaparadigm in Nursing. (n.d.). Retrieved March 22, 2014, from http://nursingtheories.info/metaparadigm-in-nursing/ Mitchell, S. (n.d.). Nursing: Metaparadigm concepts. Retrieved from http://nursing.pages.tcnj.edu/about/mission-philosophy/metaparadigm-concepts/ Philosophy. (n.d.). Retrieved April 2, 2014, from http://www.merriam-webster.com/dictionary/philosophy Shirey, W. (n.d.). Four Concepts of the Nursing Paradigm . Retrieved from http://www.ehow.com/list_6370576_four-concepts-nursing-paradigm.html WHO definition of health. (2003). Retrieved April 5, 2014, from http://who.int/about/definition/en/print.html What is Nursing?, (2014). Retrieved April 3, 2014, from http://www.nursingworld.org/EspeciallyForYou/What-is-Nursing

Debates on Advertising Essay

In the text , introduction to mass communication media literacy and culture, Stanley Baran states specific complaints about advertising. He states that advertising is intrusive , deceptive, exploits children, and demean and corrupts culture. Ads can be intrusive because they are everywhere and interfere with and alters our experience. It can be deceptive because the ads implicitly and sometimes explicitly says that it came improve someone’s lives through a purchase of a product. Ads also exploit children because they are targeted. There are ads that are specifically mind blowing go them. Finally, ads demanding and corrupts culture by appealing to human values and needs. Advertisers accomplish this goal by using the AIDA approach and consumer culture. The AIDA approach is used to persuade consumers and the consumer culture is used to impose new definitions that serve the advertiser and not the cultures important aspects of our lives. The disagreements that are shown by Baran in Chapter 12 are legitimate. The arguments that are provided supports the complaints given. I believe the accusations that support advertising are tolerable. Advertising is everywhere and interferes with and alters our experience. Advertising is all over the world. Ads does not have to be actual billboards or commercials on television. The clothes that we wear and the products that we use are also advertisements. This is also called 360-marketing. Advertising can also be deceptive. There are many products in our society where it is supposed to change out lives. For example, â€Å"AXE† , a male shampoo, is supposed to attract more women if you wear it. These products can be deceiving to our culture because of this. The advertisers know that people in society want an excitement in their lives , so to improve that they create products that excite the consumers. I also think that advertisements do exploit children. Ads specially create ads for children because they are the influence on their parents. This means that the advertisers will use the children to their advantage to get their products brought. For example , when children see a product that’s eye catching to them , they will beg their parents to buy that product which will eventually happen because the parents would not want to keep hearing their children beg. Lastly , advertisements does demean and corrupt our culture. I believe this is true because advertisements come about to seek products that we need. They attract us by producing products that we use everyday. For an example , we use soap everyday to wash our bodies. The advertisers will produce many soap ads to intrigue us to buy a particular soap. Also, producers create many soaps , with different scents to give us the idea that it will make you smell better which leads back to the idea of advertisements being deceptive. This shows that advertisers do demean and corrupt our culture.The article â€Å"Boosting Smoking Among Children† supports the complaint of advertising exploiting children. In the article RJR Nabisco created a new campaign for its camel brand cigarettes. Anti smoking groups accused the company of attacking young smokers as they saw Joe Camel repeating the same path as to smoke go an† untapped market†. It was stated by Dr. Joseph DiFranza that,† children as young as 3 years old could recognize Joe, and more kids could identify him than could identify Mickey Mouse†(page 335). DiFranza researched that Joe camel was the single most recognizable logo in the country. This shows that advertisements connect to children because they can realize a character at the age of 3. The children do not understand what is going on , but the advertisers know that the parents will buy their cigarettes because of the children. Also , when the children get older , the camel on the cigarette box will be more common and if decided to smoke they would buy only that product because they are used to seeing it. The Ad Council and Media Foundation does challenge common practices of the advertising industry by creating â€Å"uncommercials†. Uncommercials are commercials ,at no cost if used, challenge known actual commercials. In the article ,†Challenging Advertising: Ad Busters and Uncommercials† it is stated that ,†those who wish to use them to , as the Media Foundation likes to call it, â€Å"culture jam,† or challenge the prevailing commercial culture†(page 336). This shows that the uncommercials are used to show that the advertisements demean and corrupt out culture. This is done by showing and telling us that we need to buy a certain product to live. It also connects to the complaint that advertisements are deceptive. This is because seeing that we supposedly need a certain product in our life makes us want to buy the product not knowing that it is just for money.In the documentaries â€Å"Consuming Kids† and â€Å"Killing Us Softly 4† shows us the specific complaints against advertising. In â€Å"consuming kids† it was showed that children are targeted in many wa ys. This connects to the idea that advertisements exploit children because in the documentary it is shown that the children do influence parents. For example, a new car was brought because the children were attracted and begged their parents to buy it because of what was inside. The parents do not realize that the children are why their money is spent on unnecessary things. In â€Å"Killing Us Softly 4† it was shown that advertisements demean and corrupts our culture because women are portrayed and used as an object to sell products. Also in the documentaries they tell the society how to prevent the unbalanced advertising. In â€Å"Consuming kids â€Å"†¦Ã¢â‚¬ ¦. In â€Å"Killing Us Softly 4 † lady name stated that the society should , † become aware and pay attention , teach media literacy in school, protest and speak out about the problem , deface ads, and get involved and change the attitudes that are presented for us†. This shows that there are ways that we can maneuver around the pile up of advertisements. In conclusion , the advertising industries received many complaints on the ways they attack consumers. The reasons stated were because of advertisements being intrusive , deceptive, exploiting children and demeaning and corrupting our culture. AIDA approach and consumer culture helped these complaints conquer their goal. This created a controversy between industries and social groups. The social groups were the ones who complain about these problems.

Operations Management Case Study Essays

Operations Management Case Study Essays Operations Management Case Study Essay Operations Management Case Study Essay Operations Management Case Study Questions Maria Yee, Inc. Read the case study and then spend time browsing mariayee. com. You will also need to research additional material related to Maria Yee, Inc. , as well as Ikea, the Forest Stewardship Council, etc. Answer the following questions: 1. Research and attempt to assess the corporate culture at Ikea. Does the culture at Maria Yee, Inc. appear to be different than the culture at Ikea, or are the two cultures similar? 1.Which aspects of Maria Yee’s personal background do you think instilled in her the passion that she has for environmental issues in general, and for building furniture in a way that is less impactful to the environment? 2. Research some ways in which other furniture companies have organized their supply chain operations. Provide some examples of companies that still produce furniture within the U. S. (including cutting, millwork, assembly, etc. ). Does it appear to be common for furniture companies to OWN offshore factories? Do you think that owning and running its own factories gives Maria Yee Inc. competitive advantage, or is this vertically-integrated approach inefficient? 3. Ikea’s business model relies heavily on assembly by consumers (i. e. , minimal case goods are carried by Ikea). Does Ikea promote any green products or processes? Are Ikea and Maria Yee Inc. targeting the same market segments? Explain. What other international companies specialize in producing furniture requiring assembly by the consumer? For example, most of the furniture sold in Wal-Mart comes in this manner, but who actually makes it? 4. How would you characterize the personal management style of Ms. Maria Yee?Is this management style beneficial or detrimental when it comes to running and improving operations at her two Chinese factories? 5. On page 7, in the second paragraph, the statement is made, The company used a made-to-order’ model in which nothing was pre-made and it essentially held no inventory. What are the pros and cons of this approach? Do you think Maria Yee Inc. still uses this practice today? See if you can get an estimate of the lead time for a typical Maria Yee product. For example, check the Crate Barrel website, etc. 6. Do any other furniture companies tout certification by the Forest Stewardship Council (FSC)?List a few, if any are found. 7. In the case, Maria Yee stated, We don’t think going green has to be premium-priced. Do you agree with this statement? How does Maria Yee Inc. manage to keep prices on its furniture within the upper-middle price point? Do you feel that green products generally cost more money? 8. Bamboo has steadily moved up the value chain (as stated on page 10), thanks in part to the efforts of Maria Yee Inc. Is there any supply chain risk associated with creating furniture using higher-quality bamboo and eco-friendly glue and finishes?

langston Huges essays

langston Huges essays Langston Hughes Langston Hughes was born on February 1, 1902 in Joplin, Missouri. His father was James Nathaniel and his mother was Carrie Mercer Langston Hughes. His grandfather was Charles Langston, an Ohio abolitionist. As a young boy he lived in Buffalo, New York, Cleveland, Ohio, Lawrence, Kansas, Mexico City, Topeka, Kansas, Colorado Springs, Colorado, and Kansas City, Kansas. In 1914 his parents divorced and he, his mother, and his stepfather moved to Lincoln, Illinois. In high school back in Cleveland, he was elected class poet, and editor of the senior class yearbook. He taught English to some families in Mexico in 1921 and also published his first prose piece, "Mexican Games"(Davis). In an excerpt from an article about Langston Hughes in Encarta 97, it says that he was discovered in 1925, while he was working as a busboy in a restaurant in Washington, D.C., when he accidentally left three of his poems next to the plate of Vachel Lindsay, an American poet. She helped him ge ! t publicity for his works and she got him seriously started in writing(Encarta). In an article about Langston Hughes in The Reference Library of Black America it talks about all the places in the world that Hughes has traveled. He probably used much of the information of the cultures of other countries to write. Hughes traveled all over the world as a seaman. He went to the Soviet Union, Haiti, Japan, Spain, Genoa, France, and other parts of Europe. Hughes was an author, anthologist, librettist, songwriter, columnist, translator, founder of theaters, and a poetical innovator in jazz technology. Hughes liked to write in many genres such as prose, comedy, drama, fiction, biographies, autobiographies, and TV and radio scripts. Langston Hughes was the father of the Harlem Renaissance and made many contributions on the behalf of African- Americans which led to the end of discrimination and segregation(Davis). Hughes was an important figure in the Harlem Renai ...

Secondary Application Essays for Medical School Essay

Secondary Application Essays for Medical School - Essay Example There are also those who volunteer because they have felt the cruel sting that life had afflicted them with. A few also volunteer as a result of the instilled set of values that compel them to act on deeply held beliefs about the importance of helping others. However, I volunteer to serve my community; address some of the most pressing issues facing people of my community. My volunteerism spirit was inspired by the deep understanding of the problems faced by the people of my background - the Mexican American community. My travel to South East Asia provided me further zeal to pursue volunteerism and serve people in need of help. The trip exposed me, for the first time in my life, to poverty and poor health of immense magnitude. I realized that poverty and inadequate healthcare could lead to grim societal conditions. The trip also made me aware of the realities of the disparities in the global economy. All these time, it made me appreciate volunteerism and the mandates of volunteers even more. As a result of these experiences and owing to my inclination towards a medical career, I volunteered for the American Red Cross in San Francisco in 1992. My work was to instruct blood donors about the forms and procedure. I could make some contribution in this area owing to my ability to speak Spanish, my strong interpersonal skills and my ability to effectively use my ethnic identity. Meanwhile, I received an enhanced understanding of communal diversity and also sharpened my soft skills. When I earned a summer internship at the California Pacific Medical Center in San Francisco in 2003, I realized that my most cherished goal to explore the fascinating world of medicine had finally materialized. Shadowing doctors from different departments of the Medical Center, I quickly learned the essence of healthcare. In other words, I realized that medicine provided the most appropriate career for a person with an aptitude to volunteer and be of service to

The 4 Classical Activities in Client Relationship Management Assignment

The 4 Classical Activities in Client Relationship Management - Assignment Example This paper illustrates that through market orientation, value creation, and use of innovative IT, a firm is able to increase the number of first-time customers. After the purchase of a given product, the business heads for the second goal, retaining the clients. Customer retention is an imperative part of running a business. If customers do not become loyal clients, it becomes difficult to have referrals to the business and even more difficult to make predictions on demand. In other words, a firm must adopt strategies that help retain the customers who already made a purchase. While most customers would come back to buy the same product if they trust the seller as the best dealer of a particular merchandise, customers may come back for other goods and services, which brings about the third classical activity of CRM, extension. In customer extension, customers must be return customers first. This way, they return to buy products they have purchased before from which the firm introduce s them to other products and services. Sometimes the products may not even relate to those they had purchased before. The goal of a firm is to retain them as loyal customers offering them as diverse products as possible. Customer selection, lastly, involves knowing who the target is, what value they bring to the firm’s objectives, their life cycle, and where to find the customers. Without this knowledge, a firm may not make proper decisions in marketing and so on.