Business Research Methods & Tools Final Paper Example | Topics and Well Written Essays - 2000 words

Business Methods & Tools Final - Research Paper Example To ensure suitable standards of living, people have to engage in productive activities. Working is a daily and normal routine for any average human being who dreams of ever having a good life for his/her families. According to United States Congress House (2011), people go to different work places, working under different working conditions/environments. Do people ever look at the safeties at the work place? Do the conditions people work in appear safe to them? If not, what have they done or what are they doing to ensure a safe work place? I work in a power plant and I cannot guarantee that the working environment is entirely safe based on a number of reasons. Based on this, the immediate team was given the task of conducting a research on the safety risks on the site and pinpointed the key solutions to detected risks. This research paper is aimed at looking at the various risks that employees are exposed to in the workplaces, narrowing down the research to focus on power plant risks, exploring their possible causes and how these risks can be addressed for maximum workplace safety. To kick off the research, it was critical to put in place suitable plans to arrive at solutions to our problem. The first step was to identify the safety hazards in the organization, which involved collection of relevant data from different employees including the managerial team. This is a crucial step as it gives the different platforms on which to base the research. This was in regards to the views of the employees and the management although employees’ views are hardly similar in any organization. These facts were to help in the definition of the problem so as to start the research on how to solve the problem, and truly, they were productive (Spear 1999). Approximately 300 people globally die owing to electric faults, leaving thousands injured (Revae 2010). These faults may be minor, and in some

Organic Chemistry Lab Report Example | Topics and Well Written Essays - 2250 words

Organic Chemistry - Lab Report Example The extraction of compounds from these natural products is an example of solid/ liquid extraction-the solid being the natural product and the liquid being the solvent into which the compounds are extracted. In research, a Soxhlet extractor is often used for solid/liquid extraction. Although solid/liquid extraction is the most common technique for brewing beverages and isolating compounds from natural products, liquid/liquid extraction is a very common method used in the organic laboratory, specifically when isolating reaction products. Reactions are typically homogeneous liquid mixtures and can therefore be extracted with either an organic or aqueous solvent. Organic reactions often yield a number of by products-some inorganic and some organic. Also, because some organic reactions do not go to 100% completion, a small amount of starting material is present at the end of the reaction. When a reaction is complete, it is necessary to do a workup, that is, separate and purify the desired product from the mixture of byproducts and residual starting material. Liquid/liquid extraction is a common separation step in this workup, which is then followed by purification of the product. There are two types of liquid/liquid extractions: neutral and acid/base. ... 2 CH3CH2CH2CH2OH +2NaBr +H2S042CH3CH2CH2CH2Br +2H20 +Na2S04 The 1-bromobutane is isolated from the reaction mixture by extraction with t-butyl methyl ether, an organic solvent in which 1-bromobutane is soluble and in which water and sodium sulfate are insoluble. The extraction is accomplished by simply adding t-butyl methyl ether to the aqueous mixture and shaking it. Two layers will result: an organic layer and an aqueous layer. The t-butyl methyl ether is less dense than water and floats on top; it is easily removed/drained away from the water layer and evaporated to leave the bromo product free of inorganic substances, which reside in the aqueous layer. Partition Coefficient The extraction of a compound such as 1-butanol, which is slightly soluble in water as well as very soluble in ether, is an equilibrium process governed by the solubilities of the alcohol in the two solvents. The ratio of the solubilities is known as the distribution coeeficient, also called the partition coefficient (k), and is an equilibirium constant with a certain value for a given substance, pair of solvents, and temperature The concentration of the solute in each solvent can be well correlated with the solubility of the solute in the pure solvent, a figure that is readily found in solubility tables in reference books. For substance C K = concentration of C in t-butyl methyl ether Concentration of C in water >solubility of C in t-butyl methyl ether (g/100mL) Solubility of C in water (g/100mL) Consider compound A that dissolves in t-butyl methyl ether to the extent of 12 g/100mLand dissolves in water to the extent of 6g/100mL. K = 12g/100mL

Human Resources Constructive-Dismissal Report Essay Example for Free

Human Resources Constructive-Dismissal Report Essay Message It has come to my unfortunate attention that a former employee has made a discrimation-focused legal claim against our company. My goal is to define â€Å"constructive dismissal†; explain the legal mandates to which it may be attributed; discuss the merits—or lack—of it; and offer future mitigative actions to avoid such claims. Constructive Dismissal—Defined Before delving into a serious discussion of the former employee’s claim, it is important to understand the legal construct upon which it has been founded; this construct is referred to as â€Å"constructive dismissal. † Constructive dismiissal refers to an employee compulsion to terminate any working relationships with an employer. The impetus for the termination is an employer’s willful intent to create a hostile or unbearable working condition. Legally speaking, constructive dismissal is, then, tantamount to involuntarily separating the employee from the company (United States Department of Labor, 2012). There are three standards that must be considered when adjudicating whether a situation falls within constructive-dismissal grounds. They are 1. Intolerable Conditions 2. Objective Standard 3. Employer Knowledge and Intent The adjective in the first standard is important, because it makes the distinction between undue working conditions that are unbearable for a reasonable person and a process change that may be inconvenient for the  employee but is not intolerable. Trival matters such as changing a computer from a PC to a Mac, are exmempt from this standard, since these frustrations are a normative in all areas of employment. The second standard establishes a consensus on what is considered intolerable. It is defined as a work environment in which a reasonable person would feel compelled to quit. The third standard is also important, because it clearly indicates that the employer must know that changes that it is implementing create an intolerable environment, and it does so with the intent of compelling an employee to quit as opposed to implementing changes that are motivated by a substantiated business need (Turner v. Anheuser-Busch, Inc., 1994). Please note that constructive dismissal does not necessarily imply discrimination (though it is almost always discrimination based), since it can apply to both those in a protected class or outside it. The ex-employee charges that the schedule change for the production department was an unreasonable action on the company’s part and resulted in her being forced to work on a holy day of her religious persuasion. Resultantly, she charges that she felt compelled to quit, which is why she has filed a constructive-discharge claim against the company. Constructive-Dismissal and Attendant Legal Mandates More than just creating such a toxic environment, when the working condition creates an undue effect based on the employee’s race, ethnicity, gender, national origin, or religion. the Title VII of the Civil Rights Act applies and sets forth: â€Å"(1) to fail or refuse to hire or to discharge any individual, or otherwise to discriminate against any individual with respect to his compensation, terms, conditions, or privileges of employment, because of such indviduals’race, color, religion, sex, or national origin; or â€Å"(2) to limit, segregate, or classify his employees or applicants for employment in any way which woulld deprive or tend to deprive any individual of employment opportunities or otherwise adversely affect his status as an employee, because of such individual’s race, color, religion, sex, or national origin† (Equal Employment Opportunity Commission, 2012). An amalgamation of undue effect and discrimination of a protected class engenders â€Å"disparate impact† (Equal Employment Opportunity Commission, 2012) Employment separation due to disparate impact explicitly applies to the following sections of Title VII of the Civil Rights Act of 1964. The onus of proof is placed on the claimant. This person must do the following:  Ã¢â‚¬Å"(i) a complaining party demonstrates that a respondent uses a particular employment practice that causes a disparate impact on the basis of race, color, religion, sex, or national origin and the respondent fails to demonstrate that the challenged practice is job related for the position in question and consistent with business necessity; or â€Å"(ii) the complaining party makes the demonstration described in subparagraph (C) with respect to an alternative employment practice and the respondent refuses to adopt such alternative employment practice. â€Å"(B) (i) With respect to demonstrating that a particular employment practice causes a disparate impact as described in subparagraph (A)(i), the complaining party shall demonstrate that each particular challenged employment practice causes a disparate impact, except that if the complaining party can demonstrate to the court that the elements of a respondent’s decisionmaking process are not capable of separation for analysis, the decisionmaking process may be analyzed as one employment practice. â€Å"(ii) If the respondent demonstrates that a specific employment practice does not cause the disparate impact, the respondent shall not be required to demonstrate that such practice is required by business necessity. â€Å"(C) The demonstration referred to by subparagraph (A)(ii) shall be in accordance with the law as it existed on June 4, 1989, with respect to the concept of â€Å"alternative employment practice†. â€Å"(2) A demonstration that an employment practice is required by business necessity may not be used as a defense against a claim of intentional discrimination under this subchapter. â€Å"(3) Notwithstanding any other provision of this subchapter, a rule barring the employment of an individual who currently and knowingly uses or possesses a controlled substance, as defined in schedules I and II of section 102(6) of the Controlled Substances Act (21 U.S.C. 802(6)), other than the use or possession of a drug taken under the supervision of a licensed health care professional, or any other use or possession authorized by the Controlled Substances Act [21 U.S.C. 801 et seq.] or any other provision of Federal law, shall be considered an unlawful employment practice under this subchapter only if such rule is adopted or applied with an intent to discriminate because of race, color, religion, sex, or national origin† (Equal Employment Opportunity Commission, 2012). Although constructive dismissal is not directly referred to in the Civil Rights Act, it is clearly implied, since such a dismissal normally is directed at protected classes of individuals. When combined with disparate impact, constructive dismissal will fall under the purview of the Civil Right Act, and both are legally actional behaviors that the federal government will pursue through legal action and fines. It should be noted that the level of requisite integrity of constructive-dismissal claims can vary from state to state. For example, Washington extends a protected-class status to gays, lesbians, bisexual, transgender, or intersexed people, whereas Arizona extends no special class status to them. A constructive-dismissal claim due to sexual orientation in Washington would be considered; in Arizona, such a claim would not be considered. Furthermore, such a claim would face significant challenges if  appealed to federal levels, since federal laws offer no protection against discrimination based on sexual orientation (Human Rights Campaign, 2012). In addition to constructive dismissal, the ex-employee charges that the schedule change infringed on her right to practice her religion, since she believed that she was required to work on a holy day. The Title VII Act explicitly prohibits discrimation based on religious affiliation. Constructive-Dismissal Merits The ex-employee’s claim does not satisfy constructive-dismissal, disparate-impact, and discrimination prohibitions. The facts of this case clearly indicate this. Let us apply this individual’s claim to the standards required for each prohibition. First, for constructive dismissal, our company must create a hostile environment for the sole purpose of compelling the employee to quit. The ex-employee believes that the schedule adjustment, which required 12-hour days for four days a week and with three days off, created a hostile environment. This particular aspect of this individual’s claim fails this test for a few reasons: 1) Business growth motivated the schedule adjustment, not malice; 2.) the schedule adjustment applied to the most affected department, which is production, since it is tasked with keeping up with the increased demand for our products; and 3.) we provided employees of that department schedule options; we did not constrain them to work on specific days that happened to be days of observance for their religion. Considering the schedule flexibility offered, if the ex-employee worked on a holy day, it was out of choice, not compulsion on the part of our company. Another implication in the above argument is that a different department did not have its schedule adjusted. As indicated above, we adjusted the schedule for the department that is directly affected by the business growth—the production department. There is no impetus for us to adjust schedules for the human-resources department, for example. Second, for objective standards, courts have repeatedly ruled that constructive dismissal is applicable if we create an environment that is so heinous, a reasonable person would quit. I have just indicated that our schedule adjustment was motivated by business need, not malice toward a particular individual or religion. All of the other employees took advantage of the schedule opportunity offered and chose days to work that were appropriate for their needs. There have been no other complaints of being forced to work or being unable to work on a non-holy day. Based on the scenario, it would not be reasonable to quit one’s job. Third, for employer knowledge and intent, it is true that we knew that the increase in business might have caused an impact on certain employees’ lives. We proactively remedied this situation by offering such a flexible schedule, with employees making their own choice of what days they would and would not work. Employees have nearly half their workweek off. There is no reason for an individual to work on a holy day. Also, our only intent was to meet our customers’ needs, so we adjusted our business processes to effectively do so. The underlying concern is that our actions were motivated by this individual’s religion. There is no tenable evidence to support such a concern. We hire a range of people with different religious beliefs. Some are unwilling to work on Sundays. Others are unwilling to work on Saturdays. Some require prayer at various points during the day. Where reasonable, we have always provided accommodations for such observances, and we did so with our schedule adjustment. There was no targeting of any religion. There is no veracity to the ex-employee’s claims. The company must respond to these charges. It can do so in one of three ways: 1. The company can ignore the facts of this scenario and accept that the ex-employee’s claims have merit and can then move to placate the ex-employee in a few ways: a. Rehiring the ex-employee and paying her retroactive pay for the time she did not work, b. Not rehiring the ex-employee but  offering a settlement to avoid a protracted legal scenario, or c. Rehiring the ex-employee and accommodating her schedule requests (Palopoli, 2011). 2. The company can enter into arbitration with the ex-employee to discuss the facts of the scenario, with the intention of arriving at an equitable solution that will placate the concerns of the ex-employee and the company (EEOC, 2012). 3. The company can refute the charges in a court of law, especially after the findings of an investigative company effort denote no actual discrimination or the appearance of it (Cruz, Padilla, Narvae Law Firm, 2011). There are caveats to each of these responses, however. For Response 1, this action is a clear company admission of its culpability in discrimination within its organization. It is an unbalanced response, since it placates the ex-employee but tarnishes the name of the company. Furthermore, acquiescing to the ex-employee’s claims by adjusting the schedule may very well set an inappropriate expectation for other employees. An influx of schedule requests based on employees who invoke their religious preferences would thwart the purpose of the schedule request, which is to meet customer demand. For Response 2, the results of an arbitration hearing are legally binding and normally are a mitigative step against taking up the matter in a court of law. There is a likelihood, no matter how remote, that arbitration will result in our company’s acquiescing to the ex-employee’s claims. This eventuality can result in financal loss due to paying exorbitant sums to the ex-employee for what would amount to silencing her criticism of our company. Or if the results of the arbitration fall in line with the company’s wishes, the negative image that the ex-employee may generate would harm recruiting efforts of candidates or customers who increasingly place value on companies that demonstrate social responsbility toward people and its surroundings. For Response 3, the judgment in a legal case can be binding. There may be a remote possibility that our company may not vindicate itself fully in court. Because of the facts of the case, it would be reasonable to expect that our company would appeal. However, the cost to contend with the ex-employee in court may be prohibitively high. And even if our company emerges victoriously, the result would not constrain the ex-empoyee from tarnishing our company’s name in the marketplace. Based on the eventualities listed above, the viable course of action is Response 3. The actions of our company are sufficiently supported to provide a solid response in a legal setting. The likelihood of not prevailing in court is minimal. And although the opportunity cost to following this route is devoting funds unnecessarily to a baseless claim, vindication in court may very indicate to others who choose to bring dubious claims that our company will respond indignantly to these affronts to our company’s reputation. Responding to the baseless claim by pursuing the matter in court is a tenable position, since our anti-discrimination policy is clear. (In allusion to a subsequent section, the clarity of the policy does not imply that it has been adequately explained to prosepctive and current employees; a training program offered to our recruiting staff will resolve that matter.) Our greatest defense is in presenting this policy as evidence to the court. The policy clearly indicates that the company respects religion as a protected class and makes every effort to accommodate religious rites as long as they do not present an undue contravention of company operation (HR Info Center, 2009). A court-centered legal response to this claim is preferable also because of the investigative process that is extant within our anti-discrimination policy. The ex-employee did not provide our company an opportunity to investigate the claim before she resigned her position. The only indication that a problem existed was when the EEOC delivered the complaint to our company. Our investigative processes clearly demonstrate the thoroughness  and seriousness that our policy devotes to discrimination complaints. Multiple layers of leadership are involved in the process, and many employees are interviewed to determine if they shared the same sentiments. The investigative process is also confidential, and the results are shared with no entity without a need-to-know basis. Furthermore, the investigative process has corrective action built in if there is a determination of discrimination against the employee making the complaint. It also has a built-in anti-retaliation policy, regardless the result of the complaint. Our company can provide documented evidence of our response to past complaints as well as the company’s disposition toward employees after the resolution of these complaints. Demonstrating the company’s follow-through efforts that the ex-employee did not avail herself of will provide substantial support of our contention that we are committed to operating in a discrimination-free environment (Kleiner Perkins Files Legal Response To Gender Discrimination Suit, Denies â€Å"Each And Every Material Allegation, 2012). Another reason why pursuing this matter in a court of law is appropriate is that our company can demonstrate our commitment to investing in the community in which we operate, a diverse community. Our company currently provides several millions of dollars in tax revenue to the community, revenue from which all members of the community benefit. But more than tax revenue, our company provides financial support to various groups in the community: religious-based groups, gay-and-lesbian groups, black-focused groups, and women-centered groups. Our commitment to financially supporting the community is a potent response by itself to the baseless claima against us. Logically speaking, it would be nonsensical for our company to expend money for these community-focused endeavors while practicing discrimination against the very members of the groups that benefit from our financial support (Response to discrimination claims, 2007).

Develop Workplace Sustainable Policy Management Essay

Develop Workplace Sustainable Policy Management Essay Developing sustainable policies in workplace means to create green environment in office and other thing remain the same that are profit and people. We should thing about the Green environment week in this we should trained our employees to how we can create sustainability in office through training and green environment seminars Communicate workplace sustainable policy The top management issue official notification to all the employees to attend the Green Environment Week and middle management should pay their part and focus to communicate the real meaning to Green Environment Week. Implement workplace sustainable policy After training and seminar management keep that in their employees mind and should tell them the importance of this policy and middle management should implement the policy. Review workplace sustainable policy Implementation After all steps the final stage of this is to evaluate the implementation of the policy and check the results and show this to all the employees that how much important and how much beneficial that is for the company. Activity 1 A). What are three main things businesses should do in order to sustainable future? Making safe and healthy products Treating the workers fairly protect the environment B). How can company reduce waste and pollution? Describe in three ways Develop Corporate Social Responsibility (CSR) department Building Schools Using waste to reproduce the helpful material The CSR department planting business and the rest of the company doing business Carbon neutral carpet C). Traditionally when have most companies taken action to change their approach to the environment? When company loss their customer, environmental scandal, abuse labor and produce toxic products D). How does corporate social responsibility work positively towards sustainability? In this video two topics that were conduct into the Corporate Social Responsibility in the parts of living and operational conditions. The first part of study meant to explore and explain corporate policies and planned to instigate social responsibility in the working situation and employment. Two precise issues point out in the study. The second part of the study aimed to develop corporate participation in local society and economic renewal; and the encouragement of environmentally satisfactory practices. The video concludes that CSR is a process not a product. Activity 2 A). List of three most powerful pieces of legislation that present the Australian framework for business sustainability and environment protection Waste Avoidance and Resource Recovery Strategy Heritage and Environment is supporting business growth and profits through environmental projects that boost efficiency Functioning with business is a key function of the OEH strategy for gets better the sustainability of business in NSW. B). What is the prime purpose of each Act. The Primary purpose of each ACT is following. www.environment.gov.au The department is in charge for implements Australian Governments policy to take care our environment and our Heritage, and to encourage a sustainable way of life. Environment Protection and Biodiversity Conservation Act 1999 It provides us a legal structure to defend and handle national and international vital Fauna, Flora, Ecological communities and important Heritage places. http://www.climatechange.gov.au/ It will safeguard the environment, sustain our people and support our financial system. The Clean Energy Act 2011 It sets out the method that Australia will introduce a carbon price to reduce Australias carbon pollution and move to a clean energy future. National greenhouse and energy reporting act 2007 This Act provide for the reporting and distribution of information associated to greenhouse gas emissions, greenhouse gas projects, energy production and energy consumption, Clean Energy Regulator It is an autonomous body under Australian Government and set up by this ACT. The Clean Energy Regulator will administer new and existing regulatory schemes including the: Mechanism Carbon Pricing Carbon Farming Initiative program applications Australian National Registry of Emissions Units National Greenhouse and Energy Reporting scheme, and Renewable Energy Target. Comcare Australia Comcare works to reduce the human and financial costs of workplace injuries and disease in the Commonwealth jurisdiction. http://www.ret.gov.au/energy/efficiency/eeo/about/Pages/default.aspx This program encourages the large energy using businesses to improve their energy efficiency. It does this by requiring businesses to identify, evaluate and report publicly on cost effective energy savings opportunities. http://www.safeworkaustralia.gov.au/pages/default.aspx The primary responsibility of improving work health and safety and workers compensation arrangements across Australia Work health and safety Act 2011 This Act to address issues identified during the implementation of the new WHS laws. Fair work Australia Act 2009 It is the national workplace relations tribunal. It is an independent body with power to carry out a range of functions relating to: the safety net of minimum wages and employment conditions Enterprise bargaining Industrial action Dispute resolution Termination of employment Other workplace matters. Industrial benchmarking Australian centre for sustainable business and development Accelerate sustainable development by proving the business case for sustainability and Profitable business that is good for the world. Australian Sustainable Business Group It helping organizations deal with the substantial and rapidly changing environmental, and greenhouse laws and helping them to become more sustainable Banksia environmental foundation Achieving a Sustainable Australia Recognizing and rewarding environmental excellence Promoting best practice principles contributing to action-learning and education Boral Ltd It provides the construction material whose do not affect the environment Forum for the future It is a non-profit organization working globally with business and government to create a sustainable future. Global reporting initiative To make sustainability reporting standard practice by providing guidance and support to organizations Sustainable business education case studies The Local Government Association of NSW and the Shires Association of NSW represent 152 general purpose councils, 12 special purpose councils and the NSW Aboriginal Land  Council. Sustainable business Australia It is a business think tank and advocacy group promoting commercial solutions to environmental challenges, SBA member companies collectively influence policies to create clean, green business opportunities and help to shape the next great technological era. Implementation toolkits It provides business assistance and advice, strong technical knowledge and scientific capabilities. By integrating the services of the Departments partner agencies we have a stronger capacity to support NSW industry and businesses in creating jobs and leveraging investment. C). Describe what actions businesses must take to comply with each piece of legislation. Businesses must think about these: Take Social responsibility Green Environment Employees benefits Government Regulation Organizational Structure Labor Laws Environment protection steps Business Educational studies Recycling waste Fair work Activity 3 A). Explain what product Stewardship is Product Stewardship is a conception where the Environment, Health, and safety security centers on the product itself and everybody concerned in the lifetime of the product is called leading to take up liability to decrease its Health, Environmental, and protection impacts. For manufacturer, these include planning for paying for the recycle or the disposal of product to end of it valuable life. This may be achieve in parts by re-designing products to use less injurious substances and to be more long-lasting, reusable and ecological and to build products from recycled equipment. For retailer consumer it means captivating a dynamic role in ensure the correct disposal or recycle of an end of life goods. B). Explain who product stewardship related to waste management The Local harmful Waste Management Program endorse product stewardship philosophy as a management strategy because in the present waste management organization, all the liability for managing toxic goods fall to local government and rate-payers, even if they do not use the goods. The manufacturers who design and market the product are not the part of the recycling organization. Product stewardship program require producer to collect, finance, transport and correctly dispose of their goods at end of life. Product stewardship program is being implemented in many countries like Canada, Asian, Europe and many parts of the countries including Australia. Waste Reduction and Recycling Act 2011(QLD) (31 of 2011) (ACT) gives a chance to make significant improvement in waste resource management. The Act gives a mixture of mechanisms within a frame that seek to support waste reduction and resource recovery and thereby reducing the impact on environment of waste even as promote sustainability. C). What legislation and regulates product Stewardship. The Product Stewardship Act 2011 gives the frame to efficiently manage the environmental and health of people and safety impacts of goods, and in exacting that impact related with the disposal of goods. The frame includes voluntary and co-regulatory and compulsory product stewardship. The way of the legislation deliver on an answer promise by the Australian Govt. under the National Waste Policy, this was agreed by governments in NOV 2009 and authorized by the Council of Australian Governments in August 2010. Activity 4 A). What EMS will cover Environmental issues and opportunities to be addressed by EMS Environmental and business results with their benefits Establish aims, scientific measures and objectives, and related milestones. Get management promise to EMS, describe EMS resource needs, and categorize EMS leaders Existing plan, program, procedure, process, and tools important to the EMS Identify improvements to attain EMS objectives Assign job for developing enhanced or developing new procedure, process, and tools. Identify personnel affected by EMS, define responsibilities, and communicate responsibilities EMS related training needs responsibilities and schedule. Evaluate EMS project performance Top management Review progress, identifies adjustments, and confirms commitments. B). What legislation, codes and practice and industry standards it will comply with Environment Protection and Biodiversity Conservation Act 1999 Fuel Quality Standards Act 2000 Hazardous Waste (Regulation of Exports and Imports) Act 1989 Product Stewardship Act 2011 The National Association of Testing Authorities (NATA) Australian and New Zealand Standard Industrial Classification (ANZSIC) The Australian Industry Standard Australian accounting standards Fields of Research (FOR) classification Research Fields, Courses and Disciplines (RFCD) classification Socio-Economic Objective (SEO) classification Labor law C). how will be responsible for its management Manager himself responsible for its management or Leader of the EMS and Department of CSR and top management how finalize it D). how it will follow product whole of life principles The green environment always helps to product whole of life principles it will also helps to this approach. E). what you will do to communicate the EMS to all stakeholders- internal and external Internal stakeholders always knows the importance of EMS and I can also communicate this to my honorable stakeholders, doing this we will improve the management by direct communicate the lower staff and remove hesitation, collect the real information it will help in other problems, labor also happy with us and they knows that company will do something for them. I will tell External stakeholder that people like us for this EMS and it will increase the market share and profit and build brand name or company name less toxic products make customer happy and increase our sales revenue and investor love to invest in our company it will increase our business. Activity 5 Research the green offices and describe five ways you can create a more environmentally friendly working environment. The hype of going to be green you have already started to replace family unit cleaners with organic ones and using a petrol car to a hybrid car but why we stop at office? Green office means to make your offices environment friendly and sustainable. Green Office is to aim to support employees across the world to make little change to their working practice to positively affect the environment. It raises knowledge of important green matters, as long as office employees with the realistic advices and tools and give help to create a extra sustainable method of working. Five ways that helps us to make friendlier working environment. Use Soy-based ink (Soybeans ink) Remove waste of Vending Machine (Coffee Machine) Cut Down Transportation (Carpools Matching Service) Less use of lights Less use of papers if office, use Networking to share documents

The Strength And Weaknesses Of Oracle Company Information Technology Essay

The Strength And Weaknesses Of Oracle Company Information Technology Essay The company Oracle is particularly keen to keep all its newly acquired customers happy and convince them to buy into its Fusion roadmap. For enterprises making strategy software decisions, the company believes that it has the richest most complete portfolio of applications and middleware. The company also complies with all the ethical guidelines that law has placed and it also has its own ethical guidelines that the entire work force follows. Oracle is the only company that is capable of implementing complete global e-business solutions that extend from the front office customer relationship management to back office operational applications. Larry Ellison saw an opportunity that other companies missed more than three decades ago. This was a description of a relational database. There was no company at that time that committed itself to commercializing the technology, but Ellison and co-founder Bob miner and Ed Oates realized the business potential of the relational database model. The company is headquartered in Redwood Shores, California. Throughout history, the company has proved that it can build for the future, meeting all demanded and changes in trends. The intimate knowledge of customers and successes analysed by the best technical and business minds in the world, made the company what it is today. The main focus of the company is to fulfil its customers needs and implement key technology and business decisions that upend conventional wisdom and take its products and services in new directions. If one looks at companies that are similar to Oracle, it has become a standard for database technology and applications in enterprises throughout the world. The products of the company can be found in nearly every industry, and in the data centres of 100 of the fortune Global 100 companies. Oracle was the first company to develop and deploy 100% internet -enabled enterprise software across its entire product line: database, business applications, application development, and decision support tools. (Wikipedia) Strength and Weaknesses Oracle being the first company to introduce relational database, had the first mover advantage. It helped businesses improve their organization of information and also helped them improve their business processes. It is the worlds leading supplier of software for information management, and it is the worlds second largest independent software company. It has annual revenues of more than $10.1 billion. The company offers its database tools, application products, along with related consulting, education, and support services, in more than 145 countries around the world. Oracle is the only company that is capable of implementing complete global e-business solutions that extend from the front office customer relationship management to back office operational applications. Oracle software runs on PCs, workstations, minicomputers, mainframes and massively parallel computers, as well as on personal digital assistants and set-top devices. This makes its product the best in the market. The attribute of compatibility is what gives Oracle an edge over the other companies being its major strength. Oracles internet-enabled solutions provide a cost-effective way to expand market opportunities and improve business process efficiencies, and attract and retain customers. This is especially for the small and medium businesses that need an IT infrastructure in their organization that would help them get an edge over their competitors. With Oracles help, these companies are able to replace expensive, unwieldy client/server computing models with the efficiency and reach of the internet, companies can deploy a wealth of innovative applications that can be accessed with a Web browser. A weakness of the company that hurts its market is the way it markets its product. Because of the image perception that it has, it is always trying to gain market on the basis of this brand recognition. And this brand recognition has badly affected it in the past. The company markets most of its products using the slogan Cant break it, cant break in, or Unbreakable. (Wikipedia)What this signifies is the increasing demands on information safety. People expect the software to be unbreakable. The company also stresses on reliability of networked databases and network access to databases as major selling point. But two weeks after its introduction in 2002, David Litchfield, Alexander Kornbrust, Cesar Cerrudo and others demonstrated a whole suite of successful attacks against Oracle products. (Poulsen, 2002). Then the commentators criticized the slogan as unrealistic and as an invitation to crackers, but the companys chief security officer Mary Ann Davidson portrayed the criticism as unfair. Environmental factors Competition It is a fact that IBM dominated the mainframe relational-database market with its DB2 and SQL/DS database products, it delayed while entering the market for a relational database in UNIX and windows operating systems. What this did was that it opened the door to Sybase, Oracle, and Informix then eventually Microsoft to dominate mid-range and microcomputers. This was the time Oracle lagged behind Sybase and in 1990-1993 Sybase became the fastest-growing database company and the database industrys darling vendor, but soon it merged mania and to technical issues with System X. But in 1993, Sybase sold the rights to its database software running under the windows operating system to Microsoft Corporation, which now markets it under the name SQL Server. Informix Software overtook Sybase in 1994 and became Oracles most important rival. But eventually Oracle defeated Informix in 1997. And in November 2005 a book detailing the war between Oracle and Informix appeared. This book provided a detailed background on what happened and how Informix Softwares CEO Phil White landed in jail because of his obsession with overtaking Ellison. But once it overcame Informix and Sybase, it enjoyed years of dominance in the database market. But everything changed when Microsoft SQL Server became widespread in the late 1990s and IBM acquired Informix Software in 2000. It is still the same today as it competes for license on UNIX, Linux, and Windows operating systems primarily against IBMsDB2 and Microsoft SQL Server. In 2004 was the year when Oracles sales grew at a rate of 14.5% to $6.2 billion, giving it 41.3% and the top share of the relational-database market. (InformationWeek March, 2005). Oracle Corporations main competitors in the database arena remain IBM DB2 and Microsoft SQL Server and to some lesser extent Sybase and Teradata. With open source databases such as PostgreSQL and MySQL, has recently made inroads by claiming that its product delivers Oracle compatibility features at a much lower price point. The software-application market tells the same story. Oracle Corporation primarily competes against SAP. And on March22, 2007 Oracle used SAP, accusing them of fraud and unfair competition. But due to the expanding market for business-intelligence software, many other software companies have successfully competed in quality with Oracle and SAP products. But more products will appear within the next 10 years. Oracle Strategy The company Oracle is particularly keen to keep all its newly acquired customers happy and convince them to buy into its Fusion roadmap. For enterprises making strategy software decisions, the company believes that it has the richest most complete portfolio of applications and middleware. The companys breadth and depth is a big plus and it has helped it in earning a good reputation for supporting acquired best-of-breed products. Furthermore, the company capitalizes on these amassed solutions, Oracle will need to further develop its ISV partner-friendly, solution-centric ecosystem a d continue to chip away at its historically less than customer focused perception. (Duncan Jones) Corporate Governance Oracles Board of Corporations has always developed a corporate governance practice in order to fulfil its responsibilities to the Oracles Corporation stockholders. There are certain guidelines that the board must follow to help ensure that it has the necessary authority and procedures in place to oversee the work of management and to exercise independence in evaluating Oracle Corporations business operations. These guidelines help them align the interests of directors and management with those of the company stockholders. The company continually applies good corporate governance principles to multiple areas. Director The major members of the Board of Directors of Oracle must qualify as independent directors in accordance with the applicable provisions of the Securities Exchange Act of 1934. The person to be selected as a Director will possess certain attributes including business judgment, management, economics, accounting and finance, legal, marketing, industry and technology knowledge, international business, leadership and strategic vision. 2. Director Responsibilities One of the basic responsibilities of the directors is to exercise their business judgment to act in a manner they reasonably believe is in the nest interest of Oracle and its stockholders and in a manner consistent with their fiduciary duties. The directors can conduct any type of investigation as they deem appropriate, and may reasonably rely on the information provided to them by Oracles senior executives and its outside advisors and the auditors. The board is also responsible for overseeing managements efforts to assess and manage material risks and for reviewing options for risk mitigation. It also reserves the right of overseeing the major risks facing Oracle and may delegate risk oversight responsibility to committees of the Board. Directors are expected to attend the Annual Meeting of Stockholders and to regularly attend Board meeting and meetings of committees on which they serve, to spend the time needed in preparation for such meetings and to meet as frequently as they deem necessary to properly discharge their responsibilities. In addition to this the directors should stay well-informed of Oracles business and markets and as appropriate, meet with Oracles customers or attend events or take other actions they deem appropriate to enhance Oracles business and its effectiveness as directors. The board also believes that the management speaks for Oracle. Individual Board members may, from time to time, expressly represent Oracle in meetings or otherwise communicate with various third parties on Oracles behalf. It is expected that Board members will do this with the knowledge of the management. The most important thing is that all the directors are expected to comply with the Oracle code of Ethics and Business Conduct. (Oracle, The Oracle Code of Ethics and Business Conduct, 2010) Conflicts of Interest The director also has the responsibility to ensure that other commitments do not conflict or materially interfere with the directors responsibility to Oracle. 11. Performance Evaluation There is a Board that is led by the Nomination and Governance Committee that will periodically conduct a self-evaluation to determine whether the Board and its committees are functioning effectively. The Board with the assistance of the nomination and Governance committee shall periodically review these Corporate Governance Guidelines to determine whether any changes are appropriate. (Oracle, ORACLE CORPORATION CORPORATE GOVERNANCE GUIDELINES, 2010) Finance and Audit Committee The purpose of this committee is to provide advice with respect to corporations financial matters, to oversee the accounting and financial reporting process of the Corporation and the audits of the financial statements of the Corporation, to assist the Board of Directors in fulfilling its oversight responsibilities regarding finance, accounting, tax and legal compliance, and to evaluate merger and acquisition transactions and investment transactions proposed by the Corporations management. Decision making: There are three types of decision making all of which are distorted and affected while in the state of crisis. Intelligence Identify conditions that are required for decision making Design Invent, develop different courses of action and analyse them Choice Choose the best alternative, make a choice Structured decision making: This is defined which becomes unstructured when in the state of crisis and when it is not managed properly. Unstructured decision making: Non-routine decision making (this is not defined) TYPES OF SYSTEMS: There are four types of system which we have covered in this (MIS) course which I will be discussing here with their importance in the Crisis management: Transaction Processing System: This system serves the manager at operating level. This system helps to record the transaction that took place within the organization as well as outside the organization. Management Information System: This system serves the managers at the middle level. This system is used to control and monitor the business functions. The input it gets is from the T.P.S. this system is not flexible and it is used for routine decision making. Decision Support System: This system also serves the manager at middle level. This system uses the analytical models to show the performance and it is used for non-routine decision making. This system gets it input from T.P.S and M.I.S. This system has flexibility to change data/information. Executive Support System: This system serves the manager at top level. This system is used to dig out information from big stores. This is used for non-routine decision making, and uses graphical representation of data. Its input sources are M.I.S and D.S.S. But it does not use analytical models for it representation. This means that the decision making processes within the organization get distorted. And because the decision in any company is vital to its operations, hence it is important to have IS as a supporting tool in crisis management. The company uses all these software in its IT infrastructure. It does not need to do anything in order to change this or to improve this. All it needs to do is to maintain a place where all the information of the organization could be accessed easily. This would reduce the time of data retrieval and would also help them in improving them customer relations and their business. Oracle and Ethics Internet technology has posed new challenges for the protection of individual privacy. Information sent over this vast network of networks may pass through many different computer systems before its final destination. Each of these systems is capable of monitoring, capturing and storing communications that pass through it. It is possible to record all online activities of literally tens of millions of people, including which online newsgroups or files a person has accessed, which Web sites and Web pages he or she has visited, and what items that person has inspected or purchased over the Web. Much of this monitoring and tracking of Web site visitors occurs in the background without the visitors knowledge. Tools to monitor visits to the World Wide Web have become popular because they help organizations determine who is visiting their Web sites and how to better target their offerings. Some firms also monitor the Internet usage of their employees to see how they are using company network resources. Web retailers now have access to software that lets them watch the online shopping behaviour of individuals and groups while they are visiting a Web site and making purchases. The commercial demand for this personal information is virtually insatiable. Information technology has made it difficult to protect in tellectual property because computerized information can be so easily copied or distributed on networks. Intellectual property is subject to a variety of protections under three different legal traditions: trade secrets, copyright, and patent law. Oracle takes this into account and makes sure that these things are kept in mind and that the company name is not amongst the ones that are not known for their services. All the products produced by the company are up to customer standards and they try to fulfil them by being true and not being fraudulent.

Political Protest under the Totalitarian System Essay example -- Total

The paper concerns the principles presupposed in political protest against the totalitarian regime. In contrast to the utilitarian view of participating in political protest (K.D.Opp, M. Taylor) the author tries to suggest the moral model of political protest. According to this model, the main reason and motif for challenging the regime is the transgression of the limits of concession, which jeopardizes the spiritual identity and essential qualities of the individuals and all groups (i.e., Church, family, nation). The participants of the protest do not calculate in terms of egoistic or private interests and utilities but in terms of moral values. They consider what action is morally "good" and "bad" or morally "better" or "worse" in this situation, disregarding their personal profits and happiness. The overthrow of the communist system is an incalculating and contingent result of combating the extreme manifestations and worst excesses of the system. 1. Protest in Defense of Identity There are three essential forms of opposing the totalitarian system: covert passive resistance, overt non-violent protest, and armed struggle. The first form of activity results, in a way, from a combination of utilitarian calculating and axiological considerations. The oppositionists may cooperate with the rà ©gime and publicly countenance it, while at the same time they venture to take action in order to liberalize the system and take the edge off the dictatorship, whenever this is possible, i.e., not noticed by the authorities, legitimate, or profitable in view of the mildness of the punishment faced by the offenders. Both individuals and institutions may follow this pattern. Under the Communist rule in Eastern Europe, even persons holding publ... ...pp, "Repression and Revolutionary Action: East Germany in 1989," Rationality and Society, Vol. 6, No. 1, 1994, pp. 101–138; M. Taylor, Anarchy and Cooperation, London, 1976; M. Taylor [ed.], Rationality and Revolution, Cambridge, 1988. (7) M. Weber, Gesammelte Aufsà ¤tze zur Wissenschaftslehre, Tà ¼bingen, 1973, especially Chapters II & X. (8) Cf. A. Michnik, Z dziejà ³w honoru w Polsce [From the History of Honor in Poland], Warszawa, 1993. (9) Cf. V. Havel, Sila bezsilnych [The Power of the Powerless], Berlin, 1995. (10) Arystoteles [Aristotle], Etyka Nikomachejska [Nichomachean Ethics], Warszawa, 1956, Books III & V. (11) T. Buksinski, „Kategoria etycznosci a rzeczywistosc krajà ³w postkomunistycznych" ["The Category of the Ethical vs. the Reality of the Post-Communist Countries"], Edukacja Filozoficzna, 1995, No. 19, pp. 123–132. (12) J. Kuron, op. cit.

Humanism :: essays research papers

Humanism The word â€Å"humanism† has a number of meanings, and because there are so many different meanings it can be quite confusing if you don't know what kind of humanism someone is talking about. Literary Humanism is a devotion to the humanities or literary culture. Renaissance Humanism is the spirit of learning that developed at the end of the middle ages with the revival of classical letters and a renewed confidence in the ability of human beings to determine for themselves truth and falsehood. Cultural Humanism is the rational and empirical tradition that originated largely in ancient Greece and Rome, evolved through out European history, and now constitutes a basic part of the Western approach to science, political theory, ethics, and law. Philosophical Humanism is any outlook or way of life centered on human need and interest. Sub categories of this type include the two following. Christian Humanism is defined by Webster's Third New International Dictionary as â€Å"a philosophy advocating the self fulfillment of man within the framework of Christian principles.† This more human oriented faith is largely a product of the Renaissance and is a part of what made up Renaissance humanism. Modern Humanism, also called Naturalistic Humanism, Scien- tific Humanism, Ethical Humanism and Democratic Humanism is defined by one of its leading proponents, Corollas Lamont, as â€Å"a naturalistic philosophy that rejects all supernaturalism and relies primarily upon reason and science, democracy and human compassion.† Modern Humanism has a dual origin, both secular and religious, and these constitute its sub categories. Secular Humanism is an outgrowth of 18th century enlightenment rationalism and 19th century freethought. Many secular groups, such as the Council for Democratic and Secular Humanism and the American Rationalist Federation, and many otherwise unaffiliated academic philosophers and scientists advocate this philosophy. Religious Humanism emerged out of Ethical Culture, Unitarianism, and Universalism. Today, many Unitarian- Universalist congregations and all Ethical Culture societies describe themselves as humanist in the modern sense. The most critical irony in dealing with Modern Humanism is the inability of its supporters to agree on whether or not this world veiw is religious. The Secular Humanists believe it is a philosophy, where the Religious Humanists obviously believe it is a religion. This has been going on since the early years of the century where the Secular and Religious traditions combined and made Modern Humanism. Secular and Religious Humanists both share the same world views as shown by the signing of the Humanist Manifestos I and II. The signers of the Manifestos were both Secular and Religious Humanists. To serve personal needs, Religious Humanism offers a basis for moral values, an inspiring set of ideals , methods for dealing with life's harsher realities, a