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MGT 317 PGCC Managing Global Operations Discussion

MGT 317 PGCC Managing Global Operations Discussion.

I’m working on a management writing question and need support to help me learn.

Part one paragraphs with references Complete the Assignment Managing Global Operations (Portfolio Assignment) Describe how the company can improve its operating efficiency. What operating strategies could it pursue, and how might they enhance the competitiveness of the enterprise? If a firm is a service enterprise, is its product offering standardized or customized to individual customers or customer groups? Are there benefits to increasing product customization? What operating process would have to be put in place to do that? Part Two at list four paragraphs with references Watch these LinkedIn Learning sections: Sections 1 – 3 from the course: Global Strategy with Anil Gupta Complete the Task Assignment: Globalization (Portfolio Assignment) Describe the globalization of the company. This should be done by answering the following questions: In what countries does your company operate? Given that, when in your career might you expect to begin traveling to other countries? Given your company’s global operations, would you expect that you would actually live overseas at some point? If your company is affected by global operations, what skills or abilities do you think will be important in getting a job there? You have found yourself in a conversation at a reception with the CEO of your company and you want to impress the CEO with your understanding of the company and global issues. What would you tell the CEO is the most important factor the company faces in its global environment? What would you ask the CEO about the company’s global environment? Upload below. Complete the Task Assignment: Organizational Culture (Portfolio Assignment) Scan through the company’s website to find any statements made about the company’s culture. Describe what you found by answering these questions: Does the company explain how long it has held these cultural values or how they were formed? To whom are these ‘espoused’ values directed on the website? Prospective employees or customers? Does this organization win awards or come close to being one of the best places to work in the country? What other information suggests that this organization makes an effort to generate positive emotions for employees? In your opinion, is this organization a relatively high- or- low stress place to work? Explain your answer. What practices does this organization seem to use to help employees minimize stress? Part Three at list 500 words with references 1.Watch Ted Talk: What’s your 200-year plan? 2.Watch the Ted Talk: Dare to disagree 3.Write at least 500 words Discuss on Why is it important to learn to plan – and to change plans – in today’s world and work environment? Give examples from your experiences. Did you handle the change well? How could you have done a better job?
MGT 317 PGCC Managing Global Operations Discussion

Introduction Human resource management is a very complex and important aspect that has a direct impact on a country’s economic performance. As a matter of fact, there is a very big relationship between human resource issues and the global economy (Hollingshead 2010, p. 9). This is because human resource management is continually taking place in business environments that have a global perspective. This aspect should be looked at from within and between different countries. As a matter of fact, there are various approaches to human resource management depending on the country in question (Scullion and Linehan 2005, p. 12). Therefore, each county has its own distinguishing features as far as human resource management is concerned. For instance, there are countries where human resource management is deeply rooted in institutional management (Legge 2004, p. 13). Since human resource management is a very important aspect, each country has its own approach that suits its aspirations as far as economic growth and development is concerned (Ulrich 1996, p. 14). As far as this aspect of human resource management is concerned, the paper will look at various distinguishing features of human resource in an emerging economy with special reference being made on Germany. It should be known that effective human resource management provides the necessary support to various sectors of the economy (Hamel 1990, p. 15). In this case, it should be known that the preservation and development of good human resource management approaches provides the necessary competitive advantage that a country needs to develop (Kochan and Barocci 1985, p. 16). As a matter of fact, different countries have occasionally reviewed their human resource practices to suit their economic position a given period of time. This paper will therefore explore and critically analyze all the distinguishing features of human resource management in Germany. Discussion An approach to human resource management Human resource management is a well laid out and acceptable approach to the management of an organizations employees (Pfeffer 1994, p. 17). This is because human resource is the most valuable asset that any given organization or country can have at a given period of time. As a matter of fact, employees enable the organization or country to achieve its objectives in a broad way. Get your 100% original paper on any topic done in as little as 3 hours Learn More Therefore, human resource management is mostly concerned with the management of people as time goes by to enable them carry out their duties without any problem (Paauwe 2009, p. 14). As a matter of fact, they are supposed to be compensated for their services to the country or organization through good salaries and packages that will encourage them to work even harder. It should be known that human resource management is a very old topic. This means that there are specific human resource management features that can be found in all organizations and countries. Such features revolve around diverse and distinct human resource management aspects (Storey 2007, p. 8). As a matter of fact, these features are continually becoming traditional expressions rather than being a theoretical discipline as they have been known to be. Because employees and workers are individuals with diverse and distinct needs, they should not be thought of as basic business resources but they should be given a good and acceptable approach. In addition, human resource management should be seen as an innovative way to workplace management at any given time (Towers 2007, p. 21). Effective human resource management should be seen as the only way to reduce risks within an organization or country for long term sustainability. This should be done by incorporating all stakeholders to avoid any misunderstandings and miscommunications. A general overview of Germany and human resource Germany has an estimated population of 81,757, 600 million (HRMASIA 2011, p. 8). In addition, the country has a labor force of 43.5 million (HRMASIA 2011, p. 13). As a matter of fact, the country’s labor force has a culture that runs concurrently with its management. This means that the labor force has various abilities and capabilities that guide their day to day operations as they carry out themselves. In this case, it should be known that the country’s labor force has been instrumental in its economic success and prosperity. Many workers are always committed to their work and they will occasionally regard themselves as part of the company or organization. In this case, they refer to themselves as professionals in that particular company or responsibility that they have been given (HRMASIA 2011, p. 16). Many mid-sized firms refer to their employees as professionals and treat them as they are supposed to be treated. We will write a custom Report on Human resource management in Germany specifically for you! Get your first paper with 15% OFF Learn More It should be known that these workers live in comfortable places and own properties that others had not owned before. This is the direct opposite of the tradition that had been advanced in previous years. There is an argument that German workers are the most educated workers in the whole of Europe (HRMASIA 2011, p. 17). This is more so when they are compared with workers from other developing, developed and emerging countries. As a matter of fact, they have consistently had high levels of education for a long period of time and these needs to be appreciated. This means that there are high standards of work in Germany when compared to other countries (Armstrong 2006, p. 14). They acquire education after they have gone through secondary training. Although worker training is effectively done, it might take a long period of time depending on the kind of vocation that one has decided to take and specialize in. Distinguishing features Training and development Just to show how Germany has advanced its human resource management issues, 2.5 million of its population is annually trained on various vocational activities (HRMASIA 2011, p. 8). This is meant to equip them with the much needed skills that they need to undertake their duties and responsibilities. As a matter of fact, the country has various occupational specialties that are done in relation to contracts that specific employers have given out. In this case, many companies have allocated a lot of time towards training programs. The country offers various human resource and professional opportunities to people who want to undergo and undertake their preferred vocational activities. Because of this, young men have been known to have a preference for various craft activities (Hans-Joachim 1990, p. 13). On the other hand, young women prefer to be trained in office work. Students who are on training are always given salaries that may range from DM 1,200 to DM 255 (HRMASIA 2011, p. 8). This is meant to give them the financial support that they need to undergo their studies to gain the necessary skills and expertise that they need to move forward. After students have gone through vocational training, they are allowed to join other colleges that are located around the country. From these colleges, students are allowed to join other specialization programs and courses that will enable them to advance their careers. It should be known that these systems exist independently and separately depending on specific industry specifications and needs (HRMASIA 2011, p. 15). In this case, training programs have always been expensive. Because of this, they have been occasionally reviewed for sustainability. The government argues that as much as training is expensive, it should not be forgotten or done away with because of the costs that are involved. This is because the repercussions of not training workers and students are very costly and far reaching. Not sure if you can write a paper on Human resource management in Germany by yourself? We can help you for only $16.05 $11/page Learn More Because of a high level of training in Germany, the county has been a having good levels of productivity that have not been seen before (HRMASIA 2011, p. 15). In this case, German workers spend less time at work annually than any other competing country. Working hours As much as they spend less time at work, they are very productive than their counterparts in other developing countries. For instance, a German worker spends 1,708 hours at work while a worker in France spends 1,778 hours (HRMASIA 2011, p. 25). Because of this, the country has the highest share of world trade in goods. This gives the country a high skill content of 20% when compared to other countries like France with 7%, Japan with 15% and USA with 17% (HRMASIA 2011, p. 26). Labor traditions and practices The country has been moving its labor traditions and human resource practices as time goes by to suit the prevailing market conditions and needs. For instance, vocational training has occasionally been reviewed to suit different industries in relation to the current market trends (Venohr 2010, p. 7). Older workers have found it hard to adjust to the current methods of production that are emerging in different countries. This is because they are not accustomed the current pace and rate of production at different sites. Foreign workers These generalizations that define Germans human resource management issues can not apply to foreign workers. The country has 2 million foreigners who are employed by various organizations and companies (Venohr 2010, p. 14). As a matter of fact, they constitute one-tenth of the country’s general labor force. Most of these foreign workers work in big companies or assembly lines. In this case, some of these companies have a little chance to advance either in technology or new ways of production. It should be known that almost 25% of the country’s foreign workers are employed in the hospitality industry while another 25% are employed by the iron and steel foundries (Venohr 2010, p. 15). The country has very high labor costs in the manufacturing sector and this is the reason why there has been a decline in economic growth. As a matter of fact, the country has high labor costs that need to be reduced. Costs This has been brought about by high social costs in the country that need to be looked at and addressed. The labor relations and human resource management practices of Germany have strong identifying features. The country has well developed labor laws as far as human resource management is concerned. In this case, there are well laid out laws that guide retirement and redundancies (Venohr 2010, p. 18). It should be known that the country has well laid out working hours that have built a strong working framework for human resource management. Labor and trade unions The most significant feature of human resource management in Germany is that labor and trade unions exercise a lot of control on companies (Venohr 2010, p. 21). This has given such unions a lot of political influence on companies and workers with various repercussions and effects depending on their arguments. Therefore, it should be known that the country is facing various labor and human resource management challenges that need to be addressed for it to move forward. Staffing and Demand for labor Despite high levels of unemployment in the country, companies can not fill vacant positions in various sectors. In addition, the country has a high labor force. As a matter of fact, there is a shortage of skilled labor because of an ageing population. In addition, the county has a lot of scientist and lawyers. This is because there is a high demand for skilled workers in the country that needs to be addressed as time goes by. In this case, there is a tendency to nurture workers to suit certain industries. As a matter of fact, it is difficult to recruit skilled workers who can work in different sectors of the economy (Golding 2010, p. 19). This is difficult for sectors where the need for employment is expected to expand as time goes by. As far as the recruitment of people is concerned, vacancies are always advertised openly. Large companies in Germany have been affected by the shortage of skilled workers than Small and medium companies (Venohr 2010, p. 26). Therefore, such companies have been urged to provide training that will equip their workers with the necessary skills that they need to carry out their duties and responsibilities. The government has also been actively involved in the placement of workers. Recruiting more skilled workers from abroad has not been an acceptable option for most of these companies that lack workers. Working conditions Some companies in Germany offer flexible working arrangements to ensure that they have the necessary workers who will enhance their operations (Claydon 2010, p. 16). This has been done to attract more women who are keen on a better work-life balance in the economy. Many Germans always opt out of employment even before they have reached the statutory age that they are supposed to retire with. The retirement age in Germany is 65 years but many people normally retire at 55. Because Germany is experiencing a decline in its population, it is estimated that the country will need an additional two million workers by 2020 (Venohr 2010, p. 23). There are employment contracts in Germany and the employee is entitled to a summary of the work contract before he/she can continue working. The contract will explain all the working conditions that the worker will be exposed to. In this case, it means that the conditions of work will be outlined by the contract that the worker has signed based on collective bargaining (Shandler 2000, p. 17). The probationary period in the country varies depending on specific industry requirements that are supposed to be adhered to. As a matter of fact, the terms of employment contracts are mostly limited to a fixed duration (Nadler 1984, p. 13). It should be known that the country has a maximum working day of between 8 to 10 hours. This means that the usual work week is 38.5 hours (Venohr 2010, p. 29). Salaries in Germany are supposed to be subjected to social security contributions and tax (Kelly 2006, p. 15). All this are paid to the tax office and other institutions like the employers security contributions. Although the country has a corporate tax, it has occasionally been reviewed as time goes by. As a matter of fact, there has been a reduction in business tax burden from 39.7% to 28.9% (Venohr 2010, p. 14). Pay and Wage The law in Germany does not define the minimum wage that workers are expected to get at a given period of time (Venohr 2010, p. 14). This has been left to various industry regulators because it can not be wholesomely done as expected. In this case, it is left to various stakeholders. It should be known that regular workers are entitled to various social security benefits. This has therefore seen many companies come up with good benefits to encourage their workers. As far as gender is concerned, the country has unequal pay between men and women. The country’s employment laws are not consolidated in a predefined labor code that can be easily identified like in other countries. In this case, labor laws are supposed to achieve some specific legal compliance aspects that will solve specific human resource issues (Shandler 2000, p. 14). Companies that are willing to do business in the country must acquaint themselves with the country’s employment legislation for sustainability. Conclusion For the country to move forward as far as far human resource management is concerned, it should come up with a good communication strategy for HR (Ulrich and Brockbank 2005, p. 16). This is because there is need to identify issues that might require special attention to solve various problems. Because the country has an ageing population, there is need to review the retirement age to increase the time that people take in employment. This should be done in relation to the rising life expectancy. In this case, it is good to come up with effective job search requirements that will enhance the country’s labor force. Skilled migration is being encouraged in the country to deal with a nationwide shortage of computer experts. This is being done by granting various foreigners work permits to work in the country (Venohr 2010, p. 18). As a matter of fact, such an approach should also be given to other sectors and industries that have low skilled workers. Because the demand for technically and scientifically trained labor is high, there is need to increase funding in such sectors for long term sustainability. Germany needs a new approach to human resource management because there is proof that the country has high labor costs and these might scare away investors. The government has been increasing the country’s capacity to deal with various and diverse human resource issues through effective and manageable polices. As a matter of fact, this has been done through incentives and a range of strategies to promote education (Venohr 2010, p. 18). Although the country has a wide human resource pool to choose from, it should occasionally review its approach because of an ageing population. Reference list Armstrong, M., 2006. A Handbook of Human Resource Management Practice. London: Kogan Page. Claydon, T., 2010. Human Resource Management: A Contemporary Approach. New York: Prentice Hall. Golding, N., 2010. Strategic Human Resource Management. New York: Prentice Hall. Hamel, G., 1990. The core competences of the organization. Harvard: Harvard Business Review. Hans-Joachim, B., 1990. The German Economy in the Twentieth Century. New York: Routledge. Hollingshead, G., 2010. International and Comparative Human Resource Management. Berkshire: McGraw Hill. HRMASIA., 2011. HR in Germany. [Online] Web. Kelly, D., 2006. Human Resource Development: For Enterprise and Human Development. London: Kogan Page. Kochan, T.
The Importance of Nonverbal Behavior Communication in Human Communication Discussion.

I’ll post the ‘Grading Criteria’ for assignments 1, 2, and 3 after we start the question.So we could meet all of the criteria and get all the points.Thank you.# Assignment 1Visit a Major MuseumArt
often supports the traditional social and political order, but
sometimes art (and artists) challenge the status quo with new forms or
old forms presented in new ways. At times, art supports new political
orders at the expense of challenging old ones. Art has a major role in
human societies with psychological, social, religious, political and
educational functions. These functions can be seen or heard in the art
piece, and some forms of art have more than one function. In this
assignment, the student will explore those functions to see how they are
represented in specific pieces of art. Visit one of the approved
museums in person – check to make sure there is an exhibit currently
open to the public. Peruse the collection to locate one object you find
the most interesting and write an essay detailing the criteria listed
below. Upload your write-up.COVID 19 UPDATE:Given
the situation with the current public health concern and the fact that
many students are under orders to Shelter-in-Place, I realize that
visiting a museum in person is impossible. At this time I would
encourage students to visit any of the museums below virtually (using
the internet) and complete the extra credit remotely. It isn’t the same
as seeing the work in person but we have to work within the constraints
we have – and it’s more important to keep people safe! INSTRUCTIONS:1. Write a detailed description of the art piece, including the title and artist’s identity.2. List the object’s form, materials, whether it is realistic or abstract, and its symbolic elements.3. Describe the function of the object in your own words.4. Complete an analysis of the connection between the appearance (form, materials, symbolism) of the object and its function.5. Explain your personal, emotional, response to the object (why you found it to be so exciting)……….Visit any two (2) of these locations:(50 point options – select up to two museums to visit)Cantor Center for the Visual Arts (Links to an external site.)San Jose Museum of Art (Links to an external site.)San Francisco Museum of Modern Art (Links to an external site.)Asian Art Museum (Links to an external site.)de Young Museum (Links to an external site.)Legion of Honor (Links to an external site.)* If you live outside the area, contact the instructor for ideas in your region.# Assignment 2 Make a Picasso HeadPart
of our goal in this class is to look at art from different points of
view. As a viewer of art we tend to notice different aspects of a work
than when we are the maker. Becoming a producer of art offers a unique
perspective. We are all consumers of art when we admire and appreciate
the work of others – but when we become the artist, we learn new things.One
of the signature looks for cubist compositions are the distorted body
parts and facial features of the subject. Part of the fun of exploring
modern art is doing some of your own. For this extra credit exercise,
visit the Picasso Head website and create a Picasso-inspired portrait to
share with the class.Here’s the link: http://www.picassohead.com/create.html (Links to an external site.)Some
students have been unable to get the site to work – if his happens to
you, try different browsers. The site has been around a long time and I
have no control or influence with how it operates – good luck!The
process is simple. Play around by selecting and dragging the “parts” to
the canvas. You can change colors and the scale by pressing the buttons
along the bottom of the page. Experiment and have fun. Once you’re
happy with your result, press the red button (save/email this painting).
On the following page you can title your painting (write YOUR NAME on
this line) and don’t forget to include your email address below the
bottom paragraph (so you can receive the link to share). Press the red
button again to submit your work to the gallery. Check your email. Once
the link arrives, cut and paste it into this forum. If it doesn’t seem
to work, try downloading the image to your desktop and then upload it –
or take a picture of the screen and do it that way. I’ve added a sample
for the class to see.THE TASK:1. Create and post your Picasso Head.(post the image NOT the link – try saving the image to your desktop first)2. Provide a quick explanation for why you selected the features and distortions in your design. Explain what your Picasso Head tells the viewer. # Assignment 3 Visit the Euphrat GalleryDid
you know De Anza College is fortunate to have an on-campus art gallery?
It’s true, but since we cannot visit in person due to the pandemic,
let’s take advantage of the opportunity to view the virtual collection
and check out the Student Art Show!The Student Art Show (Links to an external site.)
is an annual event which presents works in sculpture, painting,
drawing, photography, ceramics, printmaking, graphics and mixed media
created by De Anza students. You might already know one of these
artists! INSTRUCTIONS:1. Visit the virtual gallery and select one of the exhibit items from the Student Art Show (Links to an external site.).2. Identify the following information about the item you selected:- what is the artist’s name?- what is the medium?- how would you describe the piece?- what does the artist say about their own work?3. Explain your personal, emotional, response to the object – why do you connect with it?
The Importance of Nonverbal Behavior Communication in Human Communication Discussion

A Wi-Fi heat map is an analytical tool.

A Wi-Fi heat map is an analytical tool..

In this assignment, you will create your own heat map using special software or graphics tools. You will need a wireless device for this lab, so if you do not have one, you will need to borrow one from a friend. You can use a laptop, tablet, smartphone, etc., anything that is a wireless device and can measure a signal. Select a building or location near you and take a Google satellite view of the area. Next, you will need to collect signal strengths in at least 12 different spots around this area. Create a map of the area and assign these values to the locations you measured. Lastly, create a color code that matches up to good/medium/poor strengths.To aid you in this effort, there are many free/cheap tools available. For Windows or Mac laptops, check out the first two links. Android users can also download an app. These tools will generate all the graphics for you as you walk around your location.Windows  ekahau HeatMapperApple (Free) NetSpotAndroid ($2.50) WiFi HeatWhen you are finished, submit an image (jpg, gif, png, bmp) or PowerPoint/Doc file with your image embedded. It should look similar to the heat map shown above (see attached file).
A Wi-Fi heat map is an analytical tool.

week 4 disscussion

professional essay writers week 4 disscussion. Paper details You are on the marketing board of a soft-drink company that sells one remarkably popular carbonated product called Burp!, which is sold world-wide and has been loved by millions since it first hit the market in 1939. It competes with several other company’s products, but still is regarded as Number One, certainly in the revenue it generates. The fluctuations in the economy of the last past three years have caused a reduction in sales volume, thus decreasing profit. The head of the marketing department has invited you and the other marketing board members to a meeting to discuss ways to increase profit. Its clear that increasing sales volume isn’t going to change anything with the present economy, because sales are stabilized right now. Opinions as how to deal with the issue are slowly being volunteered by board members, and now its your turn. You suggest that perhaps reducing the sugar in the drink could save millions of dollars over time, and everyone agrees it’s a great idea. The director looks at the figures and is surprised how much money could be saved with even a modest change in sugar level. It’s scary, because if you play around with flavor, you can lose your customer base! But… you’ve already read Chapter two of your text, and now that you’re in Chapter 4, you start to design an experiment which would tell you the feasibility of finding what you need to know. And yes, it definitely includes material from both chapters! So… since we’re dealing with a product that everyone knows, what you do to get your answer? Dont worry about the cost as your director assures you that your costs will be covered. book: Licht, D. M., Hull, M. G.,week 4 disscussion

Advantages And Disadvantages Of Having Smoke Free Workplaces Economics Essay

Through the years, awareness against smoking has grown indefinitely and nowadays it is a known fact that smoking, as well as passive smoking is harmful to people’s health. This leads us to the danger of these effects in workplaces, which is becoming a serious issue for many people and demand a healthy working environment by insisting to create a legislation about the employer’s and employee’s rights and obligations. Nowadays some form of legislation is already in place and is observed in most workplaces; however it still must be enforced even further for the sake of people’s welfare. Although having a smoke free workplace is generally the ideal, this also has a series of disadvantages which influences us on an economic and social level. Advantages of Smoke Free Workplaces There are six main reasons for employers to support smoke free workplaces: employee welfare; level of productivity; reduction of costs; greater job satisfaction; helpful surroundings; Positive corporate image. Employee Welfare The most valuable investment that an employer can make is an investment in employee welfare because the employees drive the company to success or failure. Statistics show that employees who do not smoke or are not exposed to constant passive smoking take fewer sick days and in the long run are more effective. Employees who smoke or are subject to intense passive smoking are more likely to retire early or go on disability. It is a known fact that most people want to quit smoking and therefore a healthier environment at work may encourage them to quit. In some cases, it may be possible to get lower health, life, and disability insurance coverage as fewer employees smoke. Level of productivity Nowadays smoke free workplaces are encouraged to be implemented by the employers not solely because of health reasons but also because “the main reason for productivity losing due to the smoking in the workplace is the absenteeism”, as the “Action on Smoking and Health” (ASH) suggests (www.ash.org.uk). This loss of productivity is contributed by employees having too many smoke breaks which cause numerous interruptions to the job at hand and therefore becoming inefficient. In addition the smoke breaks are not regulated with a specific time or frequency. Due to this inefficiency, non smokers have to work harder to compensate for the work load of the smokers when they are on smoke breaks. This may also create squabbles between employees due to the unbalanced workload of smokers versus non smokers and non smokers may argue about the detriment of passive smoking, which they might feel is against their fundamental rights. This kind of friction may influence the levels of productivity and harmony of a work place. Hereunder is an excerpt about the difference a smoker could make to a business. “It costs the average business £2000-£3000 more to employ a smoker than a non smoker. In the South East alone, an estimated £370 million is lost to businesses due to sick days taken by smokers. A staggering £1.2 billion is lost from employees taking smoking breaks throughout the day. Research has also shown that 70% of smokers want to quit – becoming smoke free could help them do so.” (Government Office South East, 2005) Reduction of costs Companies invest a lot of money into hiring and training their employees and therefore it is important for them to be healthy. If employees are encouraged to quit smoking, employers will see less loss of skills and knowledge, and therefore will reduce the cost of training employees in the long run. Statistics show that many companies which offered smoke free workplaces to their employees all ended up having positive results. The Canadian Lung Association reported that the economic benefits of smoke free workplaces are noticeable over the long term such as five years or more. Greater job satisfaction Several studies show that the vast majority of both smokers and non smokers prefer to work in a smoke free environment. When employees are healthy and have a strong sense of personal welfare, there is an improvement in their morale and the overall quality of the work environment. In this environment, employees are more productive and feel a greater sense of loyalty. Statistics show that the majority of people who smoke want to quit and several national surveys that took place in Canada showed that fewer people are smoking and those who smoke are smoking less. Helpful surroundings In our everyday life we experience two environments which have a great influence on people’s health, which are homes and workplaces. Therefore the workplace is a very important surrounding where one can help people to quit smoking for many reasons: A substantial amount of time is spent at the workplace Due to the large number of employees that workplaces contain, this environment is able to reach out to many people and therefore have the chance to influence an effective amount of smokers constantly. Workplaces give the opportunity to meet with people from all walks of life and consequently the workplace might be a suitable place for smokers to get the necessary information and support from other employees, and from others who promote health in the workplace. Enforcing a smoking ban in workplaces encourages smokers to cut down or quit and the non smokers to stay away from smoking. The employer’s role is very important in this process because they can present employees opportunities and choices which will help them succeed in quitting smoking. By providing smoke free workplaces, employers and health promoters in workplaces can give the necessary support for those trying to quit. Positive corporate image In the business world, the corporate image means a lot because what a company represents influences the opinion of people interested in the company. A positive image helps attract potential investors and valuable employees. This kind of image is up kept by complying with the non smoking legislation and offering of services and support to the company’s employees. The greater the commitment of the company in its employee’s welfare, the more respected the company becomes. The companies which offer such smoke free workplaces and employee support become workplaces of choice. Employers and employees – rights and obligations These above mentioned factors have led to the creation of policies which observe the rights and obligations of the employers and employees. Such policies include Operating guidelines of a smoke free workplace such as the rights of non smokers and the conformity with the legislation of the specific country which relates to smoking in work places. The legislation nowadays covers all workplaces and certain countries do not make provision for smoking in restrooms, canteens, corridors, personal offices or meeting lounges. Specific places and times must be set from the company if it allows smoking areas. Such provisions as mentioned above are available at the employer’s discretion, including policies regarding smoking outdoors or providing the necessary litter bins where the cigarette butts can be thrown away. Employers have the right to write down time allowed for smoking periods and the addition of working time for the non smokers as contractual obligations and conditions. Employees have the right to complain about conditions with reference to having a smoke free workplace. Employees have the obligation to comply with policies written down in a contractual agreement and if they fail to comply, they must face consequences. Employers can offer support services and counseling for those willing to quit smoking. Employees with a higher health risk such as people with asthma and pregnant women must be given special attention in order to keep potential risks at bay. The entire smoking policies must be reviewed regularly so that if any changes are necessary due to new legislation or an initial adjustment or stricter policies, these can be provided for. These policies may range from minor restrictions to complete ban of smoking. At first companies opted for segregated areas in a work place by separating the smokers from the non smokers. Therefore this required that the groups have their separate workstations, office space, lunch area etc… Although initially this seemed ideal, it is not that effective since the tobacco smoke is still not entirely eliminated through ventilation systems or electrostatic filters. Therefore the end result will end up being similar to a workplace without segregation, although with the effects considerably reduced. In the end smokers did not like being separated from their friends and colleagues, and non smokers still reported that they could inhale the tobacco smoke in their segregated area. Generally there are mainly 2 effective policies which are implemented: In order to be a smoke free workplace, no smoking should be allowed in company premises and vehicles. Although it may allow designated outdoor areas where one is free to smoke. An alternative policy to the designated area might be an area which is well ventilated. In various aspects, tobacco smoke can be compared to any other air contaminant, which in order for it to be reduced or completely eliminated, a controlling method has to be created at the source. This is where the importance of policies comes into play. By implementing policies and enforcing measures we are ensuring that we safe guard the welfare of the employees. However it is useless to implement a smoke free workplace unless you have the support of your employees. Therefore it is imperative that such a transition be put into practice as smoothly as possible through discussion from beforehand. In order to do such a transition specific steps can be taken, such as organising open discussions to all employees of every group. When such discussion has taken place, then a company with the backup of its employees can start the transition whilst keeping the employees informed at every stage. In the long run when a company has completed such a transition, it must put its foot down and be prepared to enforce a smoking ban. It is important that after such a ban, no one is granted special privileges among smokers or else resentment amongst them will start to arise. Disadvantages of Smoke Free Workplaces Although many would agree that there are many advantages to smoke free workplaces, banning smoking in workplaces also has its disadvantages on a national aspect. An immediate disadvantage which will take place after a complete ban is the fall in the sale of cigarettes and revenue of the tobacco industry. At first this might seem not a bad idea, however the fallout effects of such a sharp drop in the economy will have an effect on the national monetary value. The British tobacco industry stated that if the tobacco legislation was launched, 1.6 billion pounds would be lost every year. Due to the sudden reduction of cigarette consumption, this huge deficit would be devastating to the tobacco industry. In addition a huge national loss is made from tobacco taxation. “Action on Smoking and Health (ASH) indicated that the UK has the highest tobacco taxes in the European Union (www.ash.org.uk/taxation.htm). For example, the price of a pack of 20 premium brand cigarettes currently costs 4.65 pounds, which is almost 80% of the price of a packet of cigarettes consists of taxation (www.ash.org.uk). The Government earned 9,616 million pounds in revenue from tobacco in 2001, and earned 8,055 million pounds in revenue from tobacco duties for the financial year 2002-2003 (www.irs.gov).” These statistics show how much money is generated from cigarette taxation and could be why many governments still refuse to commit themselves to tobacco control legislation even though they are hazardous. Banning smoking in workplaces would reduce the amount of cigarettes bought and therefore less revenue from tobacco taxation for the government. Another disadvantage of banning smoking in workplaces, is the level of unemployment due to a reduction in consumption of cigarettes, less employees will be needed to manufacture and distribute cigarettes. “According to the official estimates, in 2002, 3,362 people were employed in the tobacco industry, with a further 3,653 employed in the wholesale trade of tobacco products (www.dudley.gov.uk). Compared with the data in 1996, 6,000 people were employed in the manufacturing of tobacco, with a further 7,100 employed in the wholesale and retail sale of tobacco products (www.surneyllp.org.uk).” Approximately the tobacco industry let go twice the amount of employees in 2002 with respect to 1996. Due to the level of unemployment which would be caused if the legislation was implemented completely, may be another reason why governments are hesitant to such legislation. The disadvantages so far were on a national level; however there are disadvantages which effect smokers on an individual level in their everyday social life. Not all smokers are able to cope with changes well and when one tries to modify such habits, some might find the transition much harder than they would have thought. There are moments when such smokers think it is impossible and suffer serious breakdowns or random moments of uncontrollable rage. When the tobacco legislation is implemented on a national scale unemployed smokers might find it harder to find a job which suits their circumstance. The employers also have some disadvantages when committing themselves to smoke free workplaces, for example they have a smaller selection from which to choose employees if smokers will not be willing to conform to such environments. This might create a bigger problem if valuable people would not even apply for such a job because of these environment conditions. This could lead possible competitors who don’t impose these conditions to employ such valuable people and therefore end up having an advantage in the market. If companies are willing to go through with a smoke free workplace, they should be prepared to incur some costs such as ventilation systems or separate areas for smokers. By now it should be quite clear that although implementing a smoke free workplace has its pros and cons, one should always give more importance to people’s health rather than the financial aspect of the situation. Although this might be easier said than done especially for those employers which are directly or indirectly dependent on the tobacco industry, we must keep into perspective that as humans we must respect one another above all. Therefore it is the employer’s moral duty to protect his employee’s welfare above any financial gain one might achieve. This is also relevant for most governments which under oath swear to protect the rights of its people. We as a people must also do our part by respecting other people’s rights and following the rules which in the end are for our own benefit. An example in this matter is when a smoker refrains from smoking in a public place because he might be a source of passive smoking to other people, not because the law necessarily says so but due to respect for one another. Non smokers also have the moral obligation to respect other people’s choice to smoke where it is legally allowed and in such a case the non smoker can avoid being around the smoker if he/she has a choice. Although in an ideal world cigarettes do not exist, we can only try and help smokers, but we ultimately cannot impose anything on them and therefore must respect their choice.

Economic Progress in South Korea Report (Assessment)

Introduction South Korea has recorded great economic progress for years dated back to 1960, this incredible achievement has transformed Korea into a high-tech modern world economy. The once rated together with the African and Asia GDP pa capita has stepped up to a trillion-dollar nation joining the range of lesser economies in Europe. This progress can be attributed to good governance, business ties, including directed credit, import restriction great labor effort, and restriction of imports. The Korean government has encouraged savings and investment over consumption import technology and production of raw material using advanced technology. The weaknesses of the southern Korean developing model were exposed in the 1997 and 1999 Asian financial crises. These weaknesses included foreign borrowing and high debt/equity ratios. The countries GDP has been irregular from 6.9% in 1998, 9.8% in 1999, 3.3% in 2001, growth from 2003 to 2006 has been around 4-5%. There has been moderate inflation, low unemployment surplus in export and fairly equal distribution of income. The year 2006 GDP (purchasing power parity) was $1.196 trillion (2006 est.). The official exchange rate $897.4 billion (2006 est.), real growth rate 4.8% (2006 est.) and the per capita (PPP) $24,500 (2006 est.) The GDP is composed by agriculture 3%, industries 45%, and services 52% (2006 est). Personal Income and Average family income The distribution of family income was Gin Index: 35.8 in the year (2000), the economy labor force of 23.77 million (as per 31st Dec 2006) this labor force estimated distribution of 6.4% agriculture, 26.4% industry and 67.2% (2006) on services. The country has an annual (ppp) of $24500. The unemployment rate is at around 3.3% and the population below poverty line at 15%. The household income or consumption by percentage share lowest 10.5% to 2.9% and highest 10%: 25% according to (2005) estimates. Inflation rate of consumer prices of South Korea was at 2.2% (2006 est.). The investment was 28.4% of GDP (2006 est.) the budget revenues at $ 200 billion and expenditures at $201 billion; including capital expenditures of $NA (2006 est. The Public debt as at 2006 was 31.9% of GDP. The agricultural products of south Korea are: rice, root crops, barley, vegetables, fruit; cattle, pigs, chickens, milk, eggs; fish. Industries ranges from: electronics, telecommunications, automobile production, chemicals, shipbuilding, steel Industrial production growth rate. Distribution of Wealth Workforce Composition The workforce of south Korea as at 2005 was 23.53 million from a population of 48.85 million people. 67.2% of the labor force in services. Mining and manufacturing taking 26.4%. the labor, 6.4% agriculture; force of south Korea is one of the largest in the world. The south Korean are loyal and hardworking Get your 100% original paper on any topic done in as little as 3 hours Learn More International Trade Trends South Korea is the third largest producer of steel, posch and is the 5th largest car-producing nation, largest shipbuilder, Samsung and Hyundai heavy industries. Others are robots it is also the world’s first cloned dog. On April 2007 South Korea signed a trade agreement with the United States. It is the eleventh largest economy in the world and third in the third-largest behind Japan and China. South Korea is a member of Asia Pacific Economic Co-operation (APEC), East Asia Summit (EAC), World Trade Organization (WTO) and Organized Economic Co-operation and Development (OECD) i.e. the Four Asia Tiger. Balance of Payments Robust Export performance turns south Korea Deficit into $1.7 billion surplus in 1986 this expanded to $12.1 billion in 1988, since then this has then declined until 1990 when the economy realized a deficit of $274 due to declining export. The deficit grew to over 4% GDP due to shrinking currency base. IMF in 2001 recorded $151.4 billion and imports up to $138 billion then the service credit was work Unions and Labor Laws The labor standard act stipulates that a minimum working standard for workers, used to be applied to workplaces with five or more workers, but with the revision of the Enforcement Decree effective on February 24, 1998, this scope was later expanded to cover all workplaces with effect from first January 1999. Some provisions which are related to contracts, restriction on dismissal, leave and working hours are not applied to work place with four or less workers given the economic conditions and administrative capacity. Force Composition The workforce of south Korea as at 2005 was 23.53 million from a population of 48.85 million people. 67.2% of the labor force in services. Mining and manufacturing taking 26.4%. the labor force of south Korea is one of the largest in the world. The south Korean are loyal and hardworking worth $29.6 billion and debit worth $33.1 billion. The purchasing power parity of South Korea was $159.2 billion while import totaled $146.6 billion resulting to a trade surplus of $12.6 billion. Foreign Aid South Korea is a member of OECD which is in development assistance committee (DAC). The GNP which was being used by the OECD was later changed to Gross Nation Income (GNI) in the year 2000. Inflation The July 1997 (IMF) crisis raised fears worldwide this East Asia currency crisis forced IMF to initiate a $40 billion program to stabilize the currencies of South Korea, Indonesia, and Thailand whose currency were most hit by the East Asia currency crisis. During this year of great inflation the KIA South Korea third largest motor industries borrowed an emergency loan. The Seoul stock exchange fell by 4% on 7th November and later 9% which was the largest fall in a day. We will write a custom Assessment on Economic Progress in South Korea specifically for you! Get your first paper with 15% OFF Learn More Technology South Korea is the global leader in electronics, computer, digital displays, semiconductor devices, mobile phones and high tech-gadgets it’s the most wired nation in the globe, it has 90% of it’s house hold connected with cheap Internet. one can get a signal in all parts of South Korea. connectivity of is easier in South Korea is cheap due to dense population of South Korea government policies too promote development policies that promote development. References Andrew, N. (1996), Korea; a history of Korea people, Seoul: Holly M publishers. Brown, D. (2002), The Cambridge history of Korea, London: Cambridge University Press. Bruce, C. (1997), Korea’s place in the sun, New York: www Norton. Hart, D. (2003), from tradition to consumption; constructing a capitalistic society of South Korea. London: Cambridge university press. Roger, A. (2004), Measurement of the Aggregate Economy, New York: McGraw-Hill. Rodney, E London: Cambridge University Press. (2006), Growth Accumulation, London: Cambridge University Press.

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