Choose a topic that talk about a company Term Paper

Choose a topic that talk about a company - Term Paper Example Income statements and balance sheets are considerably two of the more important accounting instruments in reflecting the fiscal situation of companies. Hence, balance sheets and income statements are frequently used by companies. Accounts of a particular company are likely to get affected as a result of variation in assets of company at one hand and liabilities on the other hand, respectively (Helfert 40). These financial instruments are, therefore, helpful to configure both assets and liabilities. The income statement is the overall view of the company’s financial state and tends to vary with the variation in cash and expenses. On the other hand, the balance sheet reveals the true picture of the current financial status of the company. Likewise various other standards are part of the financial practices across the world but almost all of them, ultimately, serve the same purpose. This report precisely aims to give an insight on the use of financial instruments namely the 10 â €“ K for fiscal year ended December, 2012, by Yahoo! Inc., and the affect of different journal entries on EPS (Earning per share) & in net income. Earnings per share (EPS) serve as an indicator of a company's profitability. Allocating portion of a company's profit to each outstanding share of common stock is a standard activity. This report will also focus on multiple journal entries featuring the financial tool based on Form 10 K and their subsequent effects on net income and EPS. Journal Entries Journal entries are about reporting financial transaction in an accounting book of the company. These entries serve as source information to generate other financial reports (Wolfe). The financial statements (Form 10 - K) for Yahoo! Inc. for the year ended December, 2012, will remain the primary focus of analysis in the discussion ahead (Yahoo! Inc. 79). Duly consolidated Balance Sheet of Yahoo! Inc. is appended below, for referral, with regard to discussion on journal entries. Yahoo! Inc. Consolidated Balance Sheet December 31, 2012 ASSETS Current assets: Cash and cash equivalents 2,667,778 Short term marketable securities 1,516,175 Accounts receivable 1,008,448 Prepaid expenses and other current assets 460,312 Total current assets 5,652,713 Long term marketable debt securities 1,838,425 Alibaba Group Preference Shares 816,261 Property and equipment, net 1,685,845 Goodwill 3,826,749 Intangible assets, net 153,973 Other long term assets 289,130 Investments in equity interests 2,840,157 Total assets 17,103,253 LIABILITIES AND EQUITY Current liabilities: Accounts payable 184,831 Accrued expenses and other current liabilities 808,475 Deferred revenue 296,926 Total current liabilities 1,290,232 Long term deferred revenue 407,560 Capital lease and other long term liabilities 124,587 Deferred and other long term tax liabilities, net 675,271 Total liabilities 2,497,650 Commitments and contingencies - Yahoo! Inc. stockholder's equity: Preferred stock, $0.001 par value, 1 0,000 shares authorized; none issued or outstanding - Common stock, $0.001 par value, 5,000,000 shares authorized; 1,189,816 shares issued and 1,115,233 shares outstanding as of December 31, 2012 1,187 Additional paid in capital 9,563,348 Treasury stock at cost, 74583 shares as of December 31, 2012 (1,368,043) Retained earnings 5,792,459 Accumulated other comprehensive income 571,249 Total Yahoo! Inc. stock

Sexual harassment Research Paper Example | Topics and Well Written Essays - 4000 words

Sexual harassment - Research Paper Example For example, it is unlawful to harass a female employee, through making remarks that are offensive to the nature of women in general. Different from the traditional conception of sexual harassment, the harassing party and the victim can either be a man or a woman, and in other cases they can also be of the same sex. Despite the fact that the law does not prohibit offhand comments, teasing, or the isolated cases that are relatively subtle, harassment is illegal (Lawoko et al., 2004). This is, especially, the case when it is severe and frequent, to the extent that it makes the work environment offensive or hostile; it is considered illegal when it can lead to adverse decision-making relating to the employment of either parties (Bimrose, 2004). The adverse effects of sexual harassment include the demotion of the victim or the loss of employment, and the harasser can be a supervisor to the victim, a supervisor in another line of work, a co-worker or an external party, including a customer (EEOC 2014). This paper will explore the nature of sexual harassment, its characteristics and the experiences of sexual harassment. The main source of information for this report was the wide variety of databases for articles and publications about the area of sexual harassment: these databases include Emerald, Proquest, BIDS Ingenta, SpringerLINK, ScienceDirect, Business Source Premier and Inform Global. To offer focus to the search, different search terms were used, including sexual harassment, gender harassment, workplace violence and sexual harassment training. A majority of the sources related to the key terms were from Australia and the US – the focus of many of the sources was healthcare workers, particularly among nursing staffs (Privitera et al., 2005). Mott and Condor (1997) reported that during the 1990s, 85 percent of the studies done on sexual harassment had been carried out in the US, and that more than 70 percent of the total had used students

Treatment and Outcomes of Paediatric Asthma in New Zealand

Treatment and Outcomes of Paediatric Asthma in New Zealand Inequities are present in the prevalence, treatment and outcomes of paediatric asthma in New Zealand (NZ). A sound body of literature and research confirms these inequities, and associates them with various axes, including socioeconomic status (SES) and ethnicity. A conceptual framework, Williams model, is proposed to explain how basic and surface causal factors have resulted in such inequities in paediatric asthma in NZ. Finally, this essay articulates two evidence-based interventions which have been devised with one potent aim: to reduce the unfair disparities in the health status for different population groups. Asthma can affect people of any age, yet is much more common in children than adults. On one hand, studies have suggested that the prevalence of paediatric asthma is similar between Maori and non-Maori (Holt Beasley, 2002). Conversely, there is evidence that Maori boys and girls are 1.5 times as likely to be taking medication for asthma than non-Maori boys and girls (Ministry of Health, 2008). Yet, medicated asthma as a proxy for paediatric asthma prevalence may not be desirable as it fails to include those who should be medicated but are not currently due to barriers such as cost, access and education. This may have the effect of underestimating the true ethnic disparities. However, using asthma symptoms as a better indicator of asthma prevalence, evidence from the ISAAC study (2004) conclude that there are, in fact, significant ethnic variations; that the prevalence of recent wheeze is higher in Maori than in non-Maori children, and is lower for Pacific children than for other eth nic groups. These finding are consistent with an earlier study on paediatric asthma prevalence in New Zealand, suggesting that the pattern of interethnic differences have persisted over time (Pattermore et al., 2004). Perhaps the greatest difference in the prevalence of paediatric asthma between ethnic groups is the presence of more severe symptoms among Maori and Pacific children when compared with Europen children. Both Maori and Pacific children had symptoms suggesting more severe asthma; findings from the ISAAC study (2004) indicated that they reported a higher frequency of wheeze disturbing sleep reported than Europeans. Moreover, Maori and Pacific children are hospitalised more frequently and require more days off school as a result of their asthma than their European counterparts (Pattermore et al., 2004). Although asthma admissions among all children in NZ have remained relatively stable over the last decade, this not the case for all ethnicities (Craig, Jackson Han, 2007). NZ European children have experienced a steady decline for hospital admission rates due to asthma, but this decreasing trend is not the case for Maori and Pacific children, of whom Metcalf (2004) found asthma hospitali sation rates for children under 5 to be four times more likely than that of NZ Europeans. Similar ethnic disparities in hospital admission rates for asthma have also been recognised in the United Kingdom, where children of African and South Asian origins have an increased risk of hospitalisation when compared with the majority European population (Netuveli et al., 2005). Furthermore, it seems worth noting that hospital admissions for Maori compared to non-Maori are not distributed equally: a geographical analysis found the difference in asthma hospitalisation rates between Maori and non-Maori to be more significant in rural areas than in urban areas, despite the fact there was no consistent association between rurality and the prevalence of paediatric asthma (Netuveli). As asthma is a chronic disease with no cure, the goal of asthma treatment is, instead, to control its symptoms. There are two key areas in asthma management: self-management (by the caregivers of children) through asthma education and knowledge; and management via medication. In a trial of a community-based asthma education clinic, Kolbe, Garrett, Vamos and Rea (1994) reported greater improvements in asthma knowledge among European than Maori or Pacific participants. A more recent study found that, compared to children of the European ethnic group, Maori and Pacific children with asthma received less asthma education and medication, had lower levels of parental asthma knowledge, had more problems with accessing appropriate asthma care, and were less likely to have an action plan (Crengle, Robinson, Grant Arroll, 2005). Thus, it can be inferred that ethnic inequities in asthma education and self-management have been maintained throughout the years. Despite medication being a critical component of effective asthma management, studies have shown that Maori and Pacific children with severe morbidity may be less likely to receive preventative medications than NZ European children (Crengle et al.). Where reliever medications bring immediate, short-term relief for acute asthma attacks (an indicator of poor asthma control), preventers (or inhaled corticosteroids) prevent symptoms from occurring and is used in the long-term management of asthma (Asher Byrnes, 2006). The ratio of reliever to preventer use is higher in Maori and Pacific than European children, implying a disproportionate burden; that despite a higher prevalence of asthma symptoms, Maori and Pacific children are more likely to have sub-optimal asthma control. (â€Å"Asthma and chronic cough†, 2008). Death from asthma remains a relatively uncommon event, and most are largely preventable. Yet, ethnic inequities are also present: Maori are four times more likely to die from asthma than non-Maori. Asthma deaths in Maori are higher than non-Maori for every age-group, including children from 0 to 14 years old (Asher Byrnes, 2006). There have been many studies attempting to evaluate the relationship between SES and paediatric asthma in NZ; yet, evidence is conflicting on such an association. In terms of prevalence, the Dunedin Multidisciplinary Health and Development Study (1990) argue that the SES of families has no impact on the prevalence of childhood asthma. There are many studies, however, that demonstrate that socioeconomic disadvantage adversely affects asthma severity and management. Damp, cold and mouldy environments are probably more frequent in houses of families with lower SES, and there is some evidence of a dose-response relationship with more severe asthma occurring with increasing dampness level (Butler, Williams, Tukuitonga Paterson, 2003). Moreover, due to such barriers as cost and location, children of lower SES families have less frequent use of asthma medication and less regular contact with medical practitioners, which, in turn, results in higher rates of asthma-related hospital admission s (Mitchell, et al. , 1989). It is important to note that evidence exists to show higher proportions of Maori and Pacific ethnic groups living in more deprived socioeconomic decile areas with poorer housing, having household incomes of less than $40,000, and having caregivers with no high school qualification (Butler et al., 2003). If the gradient of increasing severity in asthma morbidity is steeper for Maori and Pacific children than Europeans, it seems likely that this could also be a manifestation of the influence of socioeconomic deprivation on childhood asthma. Socioeconomic deprivation is therefore is not only more common, but has a stronger effect on health for Maori and Pacific Islanders. Why, then, should such inequities be identified and addressed? Health inequities are, by definition, differences which are unfair, avoidable, and amenable to intervention. The basic human right to health guaranteed under the international human rights law affirms health – the highest attainable state of physical and mental health – as a fundamental human right; as a resource which allows everyone, including children, to achieve their fullest potential (United Nations, 2009). Ought such potential to be hindered by less than favourabe health outcomes due to familial socioeconomic status or the ethnic group to which a child belongs to is a breach of human rights and is simply unjust. Thus, dealing with childhood asthma inequities is, for Maori and Pacific children in particular, reflective of their high need due to an unacceptable contravention of rights. Morever, it is important to address Maori and non-Maori inequities because, as tangata whenua, Maori are indigenous to NZ. Kingis (2007) report states that the Treaty of Waitaingi has a role in protecting the interests of Maori, and it is, undoubtedly, not in their interests to be disadvantaged in health. There is therefore a strong ethical imperative, on the basis of both human and indigenous rights, for addressing inequities in the prevalence, treatment and outcomes of paediatric asthma in NZ. Williams (1997, adapted) model conceptualises the determinants of inequities as being of two kinds: basic causes and surface causes. It makes explicit the key drivers of inequities in the prevalence, treatment and outcomes of paediatric asthma in NZ; as in, what has created, and maintains, the inequities between ethnic and socioeconomic groups. These are referred to as the basic causes, or those factors which necessitate alteration to fundamentally create changes in population health outcomes and therefore address inequities (Williams). Surface causes are also related to the outcome but, where basic causes remain, modifying surface factors alone will not result in subsequent changes in the outcome; that is, health inequities persist (Williams). As can be seen with paediatric asthma, ethnicity is strongly associated with SES in NZ. Yet, both ethnicity and SES are not independent factors; they have themselves been shaped by underlying basic causal forces. Inequities in the distribution of prevalence, morbidity and mortality of paediatric asthma seems to resonate with an undervaluing of Maori and Pacific lives and health in NZ. Using Williams model, this undervaluing of Maori and Pacific people, and subsequent inequity, is deeply rooted in our colonial history (for Maori) and economic recession (for Pacific Islanders), as well as the scourge of institutional racism. Churchill (1996) argues that colonisation is based on the dehumanisation of indigenous people. Central to colonisation is the belief among colonisers of their superiority and the creation of a new history, with indigenous Maori knowledge relabelled as myths, the traditional landscape renamed, and land alienation. On the other hand, the economic downturn from the 19 70s to early 1980s, which coincided with the significant arrival of Pacific peoples to NZ, resulted in a shortage of jobs and a tightening of immigration policy (Dunsford et al., 2011). Pacific paoples were now labelled as overstayers, which culminated in the infamous dawn raids (Dunsford et al.). Both indigenous Maori and Pacific migrants became ethnic groups defined by exclusion and marginalisation, which has been embedded in NZ society (thus, institutionalied racism). In other words, they have been removed from a sense of place and belonging which is an entitlement of all New Zealanders. The effects of the basic causal forces introduced unnecessary challenges and has led to disparities in the social status of Maori and Pacific peoples when compared with Europeans. This is manifested in the distribution of socioeconomic deprivation, where Maori and Pacific peoples are overrpresented in the most deprived areas (Mare, Mawson Timmins, 2001). This is largely the result of the inequitable distribution of socioeconomic factors stemming from the basic causes; that is, below average educational attainment, high rates of unemployment and reduction of income among Maori and Pacific Islanders. Ethnicity, deprivation and social status all give rise to what Williams model labels as the surface causes. The amalgamation of low socioeconomic status alongside less than favourable desterminants of health and being marginalised has exacerbated to produce a quagmire in which inequities in health are a given for many Maori and Pacfic peoples. This provides part of the explanation of the inequities in the prevalence, treatment and outcomes in paediatric asthma, as Maori and Pacific peoples are less likely to have routine visits to their GP, access to regular preventive medication, and to live in sufficient housing (therefore more susceptible to house dust mites and damp envrionments) – all of which seem to be due to cost constraints (Pattermore et al., 2004). However, this is unlikely to explain the full picture, as poor outcomes are also evident for children aged under six, in whom the provision of care is free of charge. Thus, other surface causes could be a lack of cultural ly appropriate services as well as differences in the quality of care received (Rumball-Smith, 2009). Next in the causal pathway of Williams model is biological processes, where the cumulative impacts of the basic and surface causal factors together with social status manifest themselves as diseases, such as asthma, via the notion of embodiment (Williams, 1997, adapted). In the case of paediatric asthma, the immune responses of Maori and Pacific childrens may be compromised, making them more susceptible to complications in their already vulnerable health (as Maori and Pacific children with asthma are more likely to suffer more severe symptoms). These biological processes, in turn, determine health status (health, morbidity and mortality) and where we all sit on the spectrum. The issue with paediatric asthma is that many children are on the wrong end of the spectrum, and too many of these children are of Maori and Pacific ethnic groups. One way in which inequities in the prevalence, treatment and outcome of paediatric asthma has been addressed is through housing improvement intervention programmes in NZ, such as the randomised controlled trial examining the effects of improvements in housing on the symptoms of asthma. Parents of children in the intervention group allocated a non-polluting, more effective replacement heater in their homes reported fewer days of school, and fewer visits to the doctor and pharmacist for asthma (Howden-Chapman et al., 2008). Through increasing warmth, and reducing dampness and mould in households, housing intervention programmes directly improve the health status of all children with asthma. Moreover, fuel poverty is common in NZ; as in, unaffordable fuel and unsafe heating are a significant issue for many families, especially for Maori and Pacific peoples in whom higher rates of paediatric asthma prevalence, severity, hospitalisation and mortality occur (Asher Byrnes, 2006). Thus, int erventions of this kind, which prioritise socioeconomically disadvantaged communities and poorer quality housing (where there are a higher proportion of Maori and Pacific families), have the potential to reduce not only inequities in health status among ethnic groups, but also the inequitable distribution of adequate housing, a key social determinant of health. After the Maori asthma review (1991), which contended that improving outcomes from asthma among Maori required promotion techniques that incorporated Maori visions and values, a trial of an asthma action plan was devised and undertaken by Maori from Wairarapa with the aim of increasing interactions between Maori community groups and the health sector, reducing inequities between Maori and non-Maori, and improving asthma in the Maori community. Over a period of six months, Maori with asthma were educated in asthma control, seen at marae-based asthma clinics, and were provided with credit card sized asthma action plans (Beasley et al., 1993). In addition to improvements in asthma morbidity (via improvements in asthma control), the programme was found to have benefits extending beyond the effects of asthma, including greater cultural affirmation and increased access to other healthcare services among the Maori community. These successes were largely due to the involvement of the Maori c ommunity in the programme. For Maori, by Maori interventions target the surface causes of Williams model, which identified a lack of culturally appropriate care as a driver of inequities in paediatric asthma. Moreover, there is international evidence to show that similar interventions for other minority ethnic groups have also had beneficial effects (La Roche, Koinis-Mitchell Gualdron, 2006). By taking into account the needs of groups which have historically been margnalised in NZ society, these interventions allow for a more culturally meaningful engagement with regard to the experience of asthma, and serves to reduce inequities in the differential access and receipt of quality care among Maori and Pacific peoples. There is a myriad of evidence to suggest that ethnicity and SES are intrinsically linked to the inequities in the prevalance, severity, hospitalisation rates and mortality with regards to childhood asthma in NZ. Williams model may explain this relationship: the negative effects of colonisation, the economic recession and institutional racism, especially on the key determinants of health, impact differentially on population groups, resulting in the disparities in outcomes of asthma among Maori and Pacific children when compared to their European counterparts. Based on this discussion, it can be seen that approaches to develop strategies need to both prioritise those with the greatest need as well as proceed in partnership with Maori and Pacific peoples in order to address the inequities in childhood asthma in NZ.

Endangered species Act :: essays research papers

We have to put a stop to this and weaken the power that the Edangered Species Act has on us. People are getting laid off there jobs and millions of our tax dollars are being spent on the Endangered Species Act (ESA)all the time. Is it worth all of this for these endandered species. Must humans suffer and lose there jobs and houses over a few insects? Laws for the ESA are taking peoples property and fineing them because endangered species live on their property.  Ã‚  Ã‚  Ã‚  Ã‚     Ã‚  Ã‚  Ã‚  Ã‚     Ã‚  Ã‚  Ã‚  Ã‚  A person is legally barred from using certain measures to protect his property from protected wild animals. The Migratory Bird Treaty Act and state hunting bans, involves protected birds that feed on private crops or forage. Another situation, arising under the ESA, involves protected predators (wolves, grizzly bears) that kill private livestock that people have to make a living on. These people can not do a thing because of the ESA. So what do they do Just let their live stock or crops get eaten up by these endangered species?   Ã‚  Ã‚  Ã‚  Ã‚  The ESA’s power is hurting us all the time. For enstance the construction of the San Bernardino Medical Center in California was delayed for years because of a large orange and black fly called the Delhi Sands flower-loving fly. In order for the Medical Center to be built the City of San Bernardino had to spend $3,310,199 so eight flies could live. The site of the Hospital had to be moved 250 feet from it origanal location. Then the City of San Bernardino had to spend another $480,000 for the study of the flies.   Ã‚  Ã‚  Ã‚  Ã‚  I do not understand. These people rather help out flies then ourselfs. They wanted to make a medical center. A center to help people, humanbeingget better. But what do we care about more. Some Delhi Sands flower-loving fly.   Ã‚  Ã‚  Ã‚  Ã‚  The ESA really target large property owners. In 1990 Brandt Child bought 500 acres of property in Utah. The next year in 1991, the U.S. Fish and Wildlife Service told him he he could not build on his own property because the lakes on it were inhabited by 200,000 federally protected thumbnail-sized Kanab ambersnails.   Ã‚  Ã‚  Ã‚  Ã‚  Thats not all, After they found 10 domestic geeses near the lakes and ponds. They told Mr. Child that if any of the snails get eaten by the geese it was a $50,000 fine for every sail. Mr. Child to this day is still out $2.5 million. Due to the fact that he can't use his property, and the government refuses to compensate him for his loss.

Employee relations Essay

Employee relations in hotels and catering is about the management of employment and work relationships between managers and workers and, sometimes, customers. The employee relations can be briefly divided in some â€Å"factors† i.e.: Unionisation Structure Culture Collective bargaining Negotiation Consultation Conflict Management Empowerment Grievance & disciplinary 1.1. Unionisation All employees, in every kind of business, are united by â€Å"unionisations†, which are employees’ organisations, created to gain greater power and security at work. In fact union membership can provide greater influence collectively with employers than workers have as separate individuals. Within the hospitality industry, unfortunately, there is a low number of union’s membership for the following reasons: There is a large number of small hotels that make more difficult for the trade union to organise meetings. There is a high number of young workers and part-time/occasional workers that are not really interested in belonging to trade unions. There is a large number of foreign people that are working in this industry in the UK and that are staying here just for short-time periods etc†¦ For example teachers have one of the best trade union in the UK because there are not â€Å"secret contract†, there is a large workforce and primarily there is just a really low number of part-time workers. 1.2. Culture Cultures within workplaces are made up by traditions, habits, ways of organising and relationship at work. Organisational Culture can basically be defined as â€Å"the collective programming of the mind that distinguishes the members of one organisation from others.† People who are in charge of a company decide how to let people act, through the encouragement to do something appreciated by them or even discouraging the staff to do something not good seen by them. The organizational culture can be divided in some key factors i.e.: Mission content Management style Language and communication Staff diversity Traditions & celebrations Titles etc†¦ The culture can be seen also through symbols in which culture is manifest e.g. â€Å"high-profile† symbols to create an external image of the company (mission statement, annual statement, logo) and â€Å"low-profile† symbols that are not big manifestations and are related to what really happen in order to get the work done. However organizational cultures can be presented in different ways, depending on the kind of organisation. The main organisational cultures are: Power culture Role culture Task culture Person culture 1.2.1. Power culture Power cultures are usually found within small organisations or a section/department belonging to a large organisation where just a person or few people have the power to make decisions and they can do it quickly. In fact in a large organisation the decision process would be limited and really slow if just few people could make them. 1.2.2. Role culture Usually in a role culture organisation every employee has a specific role or job. This culture is particularly useful and used for some specific jobs like sales, marketing or project management where employers do not want to spread the task to all the employees but just to some specific ones that own specific skills. 1.2.3. Task culture Task culture refers to the use of teams to complete tasks especially if the task/objective has a number of steps e.g. the establishment of project teams for the completion of specific plans. A task culture has a number of benefits e.g. staff feel motivated because they can make decisions within their team or teams may be allowed to be more creative and develop problem solving skills. 1.2.4. Person culture Person cultures are found in organisations that rely on employees’ knowledge and skills, where there is an opportunity for the staff to develop their career and skills e.g. in universities where employees have the chance to continue their education throughout their employment. 1.3. Consultation All employees, according to European legislation, have the right to be: Informed about the business’ situation Informed and consulted about employment prospect Informed and consulted about decisions that can change substantially the organisation within the workplace or decisions that can change contractual relations, including redundancies and transfers. Employers should also consult their employees in others aspects that are not imposed by the law because it can improve the level of trust of the company, it can improve employees’ performances and also their satisfaction for the job. 1.3.1. Redundancy consultation The right to be collectively consulted applies when an employer proposes to make 20 or more employees redundant at one establishment over a period of 90 days or less. Employers must consult every person who may be affected both directly that indirectly by the proposed dismissal and also they must undertake these procedures with the view of reaching an agreement with people affected by that. Consultation should begin in good time and must begin: At least 30 days before the first dismissal takes effect if 20 to 99 employees are to be made redundant at one establishment over a period of 90 days or less. At least 45 days before the first dismissal takes effect if 100 or more employees are to be made redundant at one establishment over a  period of 90 days or less. 1.4. Conflict Management In most of the organisations where there are people with different backgrounds, it is almost impossible make decisions or meet project goals without arise a conflict, however if there is a conflict between two or more parts that does not mean that it is bad for the company but people who are in charge need to be able to deal with these â€Å"problems† and evaluate both positive and negative value of them and try to learn how to stimulate workers to improve their performances from those â€Å"problems†. However, according to Thomas, K.W., and R.H. Kilmann, there are five conflict management â€Å"styles† as shown in FIG.1 FIG.1 (http://sourcesofinsight.com/conflict-management-styles-at-a-glance/) Accommodating: An accommodating managers is one who cooperates to a high degree and this may be at manager’s own expenses and it could go against manager’s own objectives. Avoiding: Avoiding an issue might be a way to resolve conflicts for a manager even if avoid the issue does not help him but it can be a solution when the manager think to have not chance of â€Å"winning†. Collaborating: Managers, in this case, work together to achieve all of their goals. This style can be effective when there is a complex scenario and managers need to find a solution, therefore they can â€Å"win† together without any â€Å"loser†. Competing: This style is exactly the opposite of the previous case, where just a manager is the â€Å"winner† and he/she is acting in an assertive way to achieve only his/her goals. The only case where this style may be useful for emergencies when time is of essence. Compromising: This is the case where neither manager achieves what he/she really wanted. The compromising style requires a moderate level of assertiveness and cooperation and may be appropriate for temporary solutions or where both sides have equally important goals. 1.5. Empowerment Empowerment is a management practice of sharing information, rewards and power with employees, and in this way they can take decisions, improve their skills to solve problem and also improve their performances. Empowerment is based on the idea of giving responsibly to employees authority, motivation, skills and resources will contribute to improve their competence and  satisfaction within the workplace. EMPLOYMENT LAW Over time a body of law has developed governing employer/employee relations and the rights of employees and employers in the workplace such as: Employment Relations Act, and Employment Rights Act 2.1. Employment relations act The Employment Relations Act covers a range of topics including: Recruiting, and selecting the right candidate for the job. Writing employment agreements. Trial and probation periods. Union membership. Workplace training and development. The object of the Act is to maintain fair and productive relationships between employers and their employees. It achieves this by promoting the notion of ‘good faith’ workplace relations based on: Recognising that employment relationships must be built on mutual trust and confidence as well as certain legislative or legal protections Understanding that there is a degree of inequality of power in employment relationships that needs to be mutually understood Respecting the integrity of individual choice Promoting mediation as the primary problem-solving mechanism – reducing the need for judicial intervention. 2.2. Employment rights act The Employment Rights Act 1996 came into force on 22 August 1996. It sets out the statutory employment rights of workers and employees. If these employment rights are breached, the Employment Rights Act 1996 gives the Employment Tribunals powers to order compensation to workers and employees. The Employment Right Act 1996 confers a number of employee rights, which the main are: The right to receive a written statement of terms and conditions of employment. The right to not be unfairly dismissed. Maternity rights. Redundancy provisions, including right to redundancy pay. Statutory minimum notice period for dismissals and reasons for dismissals protection of wages. Protection from suffering a detriment in employment. Time off from work for public duties. http://bwglaw.co.uk/library/employment-law/employee-rights/employment-rights-act-1996 2.3. ACAS ACAS stand for advisory conciliation and arbitration service and it is a website that promote employment relations and HR excellence. Acas provides information and advice to employers and employees about all aspects of workplace relations and employment law and it promotes good relationship between workers and employer. Acas provides also high quality training and tailored advices to employer and it can also, if something goes wrong, help to conciliate employer and employees. http://www.acas.org.uk/index.aspx?articleid=1342

Congress’ Failure to Exercise Oversight of Federal Bureaucracy Essay

Debate sees few swings at Romney – Mitt Romney’s opponents thought criticizing him during the debate would affect his chances at winning. Heading into primary, GOP finds itself stuck – GOP has mixed feelings about the front-runner and unable to decide on an alternative. A Strong defense for Obama – President Barack Obama speaks about the Defense Strategic Review, outlining Defense budget priorities and cuts. Critics of Va. supermax prison doubt isolation is the solution – A lot of critics think isolation has no solution yet worse affects. Iran calls U. S. rescue of fishermen humanitarian- Iran asks U. S. Navy to help rescue Iranian fisherman who were held captive by pirates Obamas Pivot on Defense- Obama has a pivot to take away ward in Iraq and Afghanistan and move them to 21st century priority china and the Pacific First lady is formidable presence, new book asserts- â€Å"Michelle Obama’s tough personal criticism of her husband and protectiveness of his public image have routinely irritated, and at times outraged, President Obama’s top advisers. The fallacy of investment equaling innovation- Overspending ultimately encourages medical innovations of incalculable value. Sharp cuts to health-care spending could lead us to lose out on those innovations. PlanB advocates take their case to Obama’s science chief- Advocates took PlanB pill to Obama’s science chief to make a controversial decision last month to continue requiring that young teens get the drug only by prescription. Researchers in L. A. craft survey to gauge strength of gang ties-Researchers in Los Angeles think they have a test to measure how likely a gang member is to leave the gang.