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Social Media Impact on Voter Turnout Essay

Why Voter Turnout Is Essential People have to make their choices day by day, and each decision plays an important role in their lives. However, there is one type of choice that is crucial for every person. It is called an election, a decision-making process that is taken by an adult population to choose a person to a public office. There are many different aspects of elections that have to be under control and analyzed to achieve the required results. Voter turnout is one such aspect. It introduces the percentage of voters, who can influence the results of the elections. Each country has its demands in regards to eligible voters, still, there is one point the role of which remains to be unchangeably important in all regions – social media. The evaluation of voting as a rational choice made by people with specific social preferences and concerns about their social welfare will be developed to explain the factors that give people the incentive to vote and prove the possibility of social media to increase voter turnout. Voting turnout is essential for elections because it shows how many people are eager to vote and what can make them choose this or that candidate. As a rule, low turnout is undesirable for the world of politics because it signals about the indifference of people on what happens in the world and their country, in particular. If voter turnout is low, it means that people need additional motivation and explanations to attract more attention to the idea of voting and its importance. For example, several years ago, Smith and Foster (2012) offered the idea to introduce the day of elections as a national holiday that could be celebrated every four years. Such a solution could help to get people interested in the polls and make them believe in the worth of the offered activity. Still, elections should be regarded as entertainment only. It is necessary to take serious analytical steps to improve the situation and understand what can influence the rates of voter turnout and why turnout is crucial for the world of politics. The investigations of Schulman (n.d.) show that lower turnout can be explained by the requirement for voters to register before the actual elections. Americans have to pass through several stages to get access to voting. They have to re-register each time they move, register 30 days before the elections, and take several additional steps that allow them to participate in elections. Some Americans just do not have time to pass through all those formalities. What Does Rational Choice Theory of Vote Say about Voter Turnout There are many people, who are ready to vote even if they know that the probability of their votes is rather small. There are several investigations based on the peculiarities of voting behavior and its connection to the rational choice theory that helps to comprehend the factors that cause voting (Gelman
Table of Contents Introduction BP’s Human Resource department strategies Employee development Employee’s relations and grievance handling Training Recommendations Importance of HRM practices to organizations Conclusion References Introduction British Petroleum (BP), headquartered in St. James’s, City of Westminster, London, is ranked number three among the largest energy companies in the world. Founded in 1909 as the Anglo-Persian Oil Company, the company has grown to be a multinational oil company and it is listed in the London Stock Exchange (British Petroleum, 2010, para. 1). Since it is the largest corporation in the United Kingdom, it forms part of the FTSE 100 index. In 1998, the company came out of a partnership with its American-based counterpart, Amoco, and it has now established business operations across six continents. The core activities of the company are “exploration and production are exploration and production of crude oil and natural gas; refining, marketing, supply and transportation; and manufacturing and marketing of petrochemicals” (BP, 2010, para. 1). This paper analyzes the current issues in the company’s HR department. The Human Resource Department is endowed with the task of assisting the organization it is representing in attaining its goals and meeting the needs of its workers. This department is the hub of the company acting as a liaison between all the parties concerned with the aim of improving the performance of the organization. The efforts of the HR Department are increasingly being recognized as an essential element in organizational success; therefore, a major focus of the department’s interventions is an effort to influence the behavior of the employees. It is important to note that providing the workforce with the necessary expertise and behaviour is able to make an organization to realize its objectives. Therefore, the HR Department plays a pivotal role in influencing the behaviour of the employees in an organization. BP’s Human Resource department strategies BP’s HR department has implemented a number of strategies aimed at encouraging positive employee behaviour. The Board of Directors, who makes important decisions that affect the running of the activities of the international corporation, manages the company. The company’s mission statement reads, “In all our activities we seek to display some unchanging, fundamental qualities – integrity, honest dealing, treating everyone with respect and dignity, striving for mutual advantage and contributing to human progress.” While its vision statement reads, “to be the world leader in transportation products and related services” (Man on a Mission, 2005). In a traditional organization model, a hierarchical structure is usually observed. In this case, a president or executive is usually regarded as the top most official followed by vice presidents or the position of senior managers. After this, different levels of management follow. Most of the employees are usually found at the bottom of the hierarchy and jobs are grouped by function into various departments (Ansoff, 1965). Get your 100% original paper on any topic done in as little as 3 hours Learn More Before major transformations were done, this was the case at BP. The company was categorized into various autonomous automakers, which functioned separately and competed with one another. However, the rivalry and absence of centralization within the company proved to be an expensive affair for the company. Therefore, as a major HR strategy, BP adopted the transformed organizational model, which is centralized and cohesive than the traditional model. Regardless of its size or complexity, the company has been able to arrange its diverse workforce coming from different parts of the world to ensure that its operations are run in a streamlined manner. All the company’s employees are now working towards a common goal and running the company has been more cost effective. In its transformed structure, BP lacks many different departments. Most of the company’s departments are performing the same tasks with related requirements. Thus, this centralized organizational structure makes more sense than the traditional one. The adoption of the transformed organizational model has made BP to have centralized staff functions. The change that was carried out radically changed its diverse workforce, including its management, since they had to learn central set of skills. For instance, before the adoption of the transformed model, the different regions in the company were using different computer software for carrying out their operations. This resulted in miscommunication between its different departments in the regions. The diverse workforce at BP was to be taught the basics of a central software program which resulted in easier inter-corporation communication. The large undertaking also made the company’s production team to centralize their operations and learn from one another’s methods of design and engineering, which has resulted in a more productive and easier communication among them. Currently, the diverse workforce at BP communicates and embraces teamwork when working. They no longer work as individuals in completing a particular piece of the puzzle. The transformed organizational model enabled the British company to merge its different brand operations. The traditional model made various operations in the automotive company to be redundant. This led to the wastage of resources and time. This is because its employees were duplicating work that had been already performed by another of the company’s different brands. The traditional model plagued the operations at the company for years. We will write a custom Essay on Current Issues in Human Resource specifically for you! Get your first paper with 15% OFF Learn More The transformed organizational model adopted by the HR Department has made the employees of GM to work on the same page. All of them are working towards realizing the same objective of preserving the core competence of the company of innovation. Because of this initiative, the turnover of the company has dramatically increased in recent years. Its dominant position in the energy industry is largely attributed to the innovative culture that it has embraced in its transformed organizational model. Focus on innovation has also made the company to re-assess the market that it has been striving to approach. For a long time, the company had embraced a traditional outlook for energy production. However, with the changing tastes and preferences of its customers, BP has taken a step back to examine critically its position in the market. To maintain this innovative culture, all the heads of the regional operations hold frequent meetings to assess the progress of the company. Global offices usually attend these meetings via phone; therefore, the CEO is able to monitor the progress of the company. Employee development The transformed organizational model ensures that employee development within the company is encouraged. At BP, the management ensures that the workers are doing a commendable work. Achievement of this is by making the workers realize that their input in the organization is important, not just to be salaried at the end of the month. The quality of the work usually disintegrates when employees fail to recognize the value of their input in the organization. At BP, the workers are encouraged that the place of work forms their second home and that they add value to the success of the organization. Individuals most of the time react better to a surrounding where their emotional well-being is properly taken care of. That is why the company’s HR department usually gives rewards to the most motivated employees to act as an encouragement to them. In BP’s business environment, managers engage in employee development by motivating the workers, first by example. The managers or the supervisors of its various departments are often self-motivating. When an individual has the capability of being self-motivating, it becomes uncomplicated to pass this trait to others (Banfield

The Science of Behavior in Business Exploratory Essay

The Science of Behavior in Business Exploratory Essay. Performance Management Performance management refers to the process of ensuring that goals are met in a consistent, efficient and effective manner. It involves ensuring that the performance of a firm, a department, employees or the processes within the organization is running as efficient as would be expected. The world is increasingly getting competitive. There are various competitive advantages that firms are trying to come up with to ensure that they are able to sustain the market competition. The only way that a firm can manage to be competitive in the market is to come up with performance management system. In managing employees, organizations have embraced performance contract. The performance contract allows the management to ensure that the performance of employees is well managed. It allows the employer and the employee to agree on what should be achieved within a specific period, and how success will be measured. The department can also sign a performance contract where they commit to complete a given task within a specific period. When an individual employee performs optimally, the entire department will be successful, and this success will be transferred to the entire firm. Performance management has gained popularity in the current competitive market. Consumers are demanding for a consistent quality delivery for every item they purchase. This makes the firm feel the pressure to deliver this quality in a manner that will be satisfactory to these customers. For this reason, the management must have a system that would closely manage this performance in a manner that will give the desired result. It is only through this that a firm can be sure to retain its customers. It is through this customer retention that a firm can be sure to maintain a competitive advantage in the market. This will help in assuring the firm of sustainability in the market. The Science of Behavior in Business The science of behavior can be defined as a process of understanding the impact of behavior on the performance of a business, and how this behavior can be manipulated by a leader to help in achieving specific objectives. In the current dynamic world, leaders are under great pressure to achieve specific results through themselves and other employees. A leader will only be effective when he or she has the capacity to make others act in a manner that would help achieve specific results. A leader must be in a position to make employees feel that there is a strong urge to deliver in a manner that will not only be satisfactory to the management, but also other relevant stakeholders of the organization. Actions of an individual will always be shaped by the behavior. An individual will approach an assigned task based on the behavioral pattern. For this reason, the only way through which a leader can ensure that employees work as expected is to influence their behavior. In a more practical term, such behavior can be influenced through developing a positive organizational culture within the organization. By developing an organizational culture, a leader would be defining a universal behavioral approach that every individual within the organization must follow while working within the organization. This will be a culture where everyone would feel obliged to follow despite some uniqueness the individual may have in his or her personality. This will help a leader manipulate the behavior of the followers in a way that would help achieve the desired result. This would be a recipe for success for the organization. ABC Model ABC model is a behavioral strategy or technique used in understanding and managing of the behavior of followers. Emotions play an important part in defining the behavioral pattern of an individual. However, it is important to note that emotions may not be very helpful within an organization, especially when approaching some of the key activities within an organization. It is a fact that emotion is not universal. What one feels emotionally, may not be the same as what the other may feel because of the difference in factors that motivate such emotions. If left unchecked, emotion may make the behavioral pattern of employees within an organization as varied as their number. This may not yield the expected outcome because this behavior should always be predictable and focused on achieving specific result within a specified timeframe. This model proposes a three-staged process of managing behavior of employees in a manner that will help yield the expected returns. It is always based on the premise that for every action there will be a process, and this will have some consequences. This tries to explain the cognitive process that takes place in the mind and ends up defining the behavior of a person. The process starts in the mind when one starts by thinking that an individual, an organization or process is good or bad. The mind will then take a positive or negative approach. If a negative approach is taken, the mind will develop withdrawal mechanism. This will make the person hate the individual, the organization or process. When a positive approach is taken, the person will develop corrective measures if the mind considered the process or organization is bad. If the mind consideration was good, there will be an encouragement. The ultimate result of this positive approach is that there will be a closer and better relationship than before. In an organization, a leader should always strive to ensure that every individual takes a positive approach in managing the emotions within an organization. Antecedents Antecedents refer to events which takes place prior to the behavior. These are the triggers that will influence the behavioral pattern of an individual. It is a common fact that behavior is always shaped by the events which takes place within the immediate environment. Human being by nature is reactive. Whenever something happens, it is natural that one would react. The trigger will always make an individual react in a positive manner or otherwise. These trigger factors may include things that others say or do, the emotional state of mind, or the environmental factors. These trigger factors should always be managed in order to ensure that they do not derail the focus of an individual. Many scholars have noted that the behavior of an individual can massively be affected by these triggers to the level where the behavior goes beyond control. As a way of ensuring that employees work without the emotional stress, it is important to ensure that triggers are well managed before they can negatively affect the individual. One way of achieving this is to eliminate or minimize the triggers. Another way may be to divert the attention of the individual from the triggers. If the person is already exposed to the trigger, then one should consider managing the impact of the trigger by ensuring that its impact are not massively felt by the individual. Introduction to Performance Feedback Performance feedback refers to the process of communicating to the employees or junior officers on their performance. Performance feedback is the process of ultimately ensuring that the performance of employees is improved. For every leader, there is a benchmark used to determine whether an employee is performing within the expectation. Employees will always perform above or below the benchmark. The leader must have a clear and conscious way of communicating with these employees. There must be a way of informing them that they are either underperforming or that their performance is within the expectations. The leader should ensure that in both cases, the ultimate aim is to improve the performance of the employees, and not to discourage them. For the performers, the message should be congratulation as a way of motivating them. For the underperformers, the message should be clear that their performance is below the expectation, and must be improved if they wish to remain relevant to the organization. Attaining Goals Attaining goals can be defined as the process of achieving specific objectives within a specified period of time. In every organization, there are specific goals that are always expected of every individual, department and the entire firm. These goals are set in a manner that will ensure that the organization’s overall success is achieved. Attainment of the set goals is a complex process that requires leader’s commitment. An employee may not appreciate the need to achieve specific objectives within a specific time. However, the management knows how much these objectives means for the sustainability of the organization. Attaining of goals will require the direct commitment of all the stakeholders within the organization to ensuring that success is achieved. Success is a process that involves consistent achievement of the set goals within an organization. The management must be able to motivate employees towards achieving specific goals within a specified time, and in a manner that is within the expectation of the market served, and all the stakeholders of the organization. Goals will only be attained if the firm will be assured of sustainability in all its operations. Dealing with Unwanted Behavior Unwanted behavior refers to some of the acts or attitudes of an individual that may be considered undesirable before the public. Dealing with unwanted behavior involves eliminating any negative attitude or behavioral pattern that may derail the expected success of a firm. Several researchers have reported that behavior may be acquired once one is exposed to it. This means that when an individual has a behavior considered as unwanted, if the behavior is not dealt with appropriately, then it would be spread to other employees of the firm. A bad behavior is easy to spread, especially if it involves issues to do with corruption at work, laziness or total noncommittal to work. It takes a single corrupt deal to make other employees become corrupt within the firm. It is therefore, very important to eliminate all the unwanted behavior within an organization as soon as it is identified. When the management realizes that an employee or a group of employees are engaged in unwanted behavior, action should be taken immediately to arrest the situation. The relevant authorities should approach the individuals with such behavior and inform them that their behavior is undesirable. The management should define corrective measures that should be followed by everyone involved without any compromise. It should be clear to everyone that organizational culture should be adhered to strictly. It is through this that the management can eliminate the possible negative consequences that may arise from unwanted behavior. Training and Development in the Workplace According to Biswas (2011), employees are the most important asset that any organization can always have. Employees will always determine success or failure of an organization. Working with well trained employees will always result into success for the firm. The world has become very dynamic. The emerging technologies are redefining various approaches of undertaking activities within the workplace. As a result of this, the workplace has been experiencing a shift in the manner in which various activities are undertaken. For this reason, it has become very important for the employees to be trained while in the workplace. Training and development of the employees in the workplace is the ultimate way for a firm to achieve the desired success in the current competitive market. Training employees at the workplace may be undertaken using various approaches. One of the most common approaches of training employees is through organized workshops. In these workshops are always organized by the management as a way of allowing employees to present to the management and to other employees the skills they have acquired for a specific period. This can be done on a single employee basis, or on the basis of the departments involved. Other departments or employees will be expected to learn new better ways of approaching different activities that should be carried out within the firm. Another common way of training employees at the workplace is through the on-job training. On-job training takes place when the management hires experts to undertake training on employees, especially when there is a new approach that should be learnt by the employees or when a new tool is delivered to a firm. The training would involve the trainers working alongside the trainees (KezarThe Science of Behavior in Business Exploratory Essay

Strategic Alliances

essay help online Strategic Alliances.

Objectives:Critique a variety of generic strategies that can be used to achieve organizational goals and objectivesAssess a company’s corporate culture and how it might affect a proposed strategyExamine the basic types of strategic alliancesPrompt: Research a domestic company that has not performed well overseas (do not use Walmart or Best Buy).Questions:Using the concepts presented in the required readings, identify circumstances that may affect the decision to downsize and withdraw from the country. Why do some companies choose to stay open abroad in spite of diminishing returns? Outside research may be required to thoroughly answer questions posed.Reading Material is Chapter 3.See Attachments. Needs to be correctly formatted see format attachment.
Strategic Alliances

Social Work homework help

Social Work homework help. Compare the behaviourist and psychoanalytical perspectives in early childhood personality development. PSY-201-03 Lifespan Development.,Compare the behaviourist and psychoanalytical perspectives,PSY-201-03 Lifespan Development, Compare the behaviourist and psychoanalytical perspectives in early ,childhood, personality development.,More details;,Firstly, what is the psychoanalytic perspective on child development?,Freud’s Psychosexual Developmental ,Theory,Psychoanalytic theory, originated with the work of Sigmund Freud. Through his clinical work with patients suffering from mental illness, Freud came to believe that ,childhood, experiences and unconscious desires influenced behavior.,Moreover, what are some of the key principles of Freud’s psychoanalytic perspective?,Sigmund ,Freud, ‘s ,psychoanalytic theory, of personality argues that human behavior is the result of the interactions among three component parts of the mind: the id, ego, and superego.,Additionally, what are theoretical perspectives in early childhood?,There are three theoretical perspectives of child development into which early childhood educators typically fall: Maturationsist, environmentalist/,behaviorist,, constructivist/,interactionist,. The summaries to follow will help delineate the role of each and how different theorists relate to them.,Psychoanalytic theory is based on our inner drives and motives; they are considered to be the,foundation of the theory. It involves two different psychoanalysts with different views about the,theory. Freud allocates his theory based on sexual pleasure on particular parts of the body,depending on their age; while Erikson has eight stages according to his research. ,These stages,are expressed by challenging crisis. Erikson’s extra three stages came in when he saw himself,change after adulthood too.,Freud split his theory as follows:,Firstly, b,Birth to 1 year – oral stage: this is when infants get pleasure using their mouth i.e. by,sucking or feeding.,Secondly, ,1 – 3 years – anal stage: this elaborates the satisfaction derived from potty training.,Thirdly, ,3 – 6 years – phallic stage: (rather a sexist stage to me) is when boys feel proud of their,penises and apparently girls are wondering why they don’t have one.,Fourthly, ,6 – 11 years – latency: this stage is not really about sexual content rather speaks about,children’s physical energy.,Attachments,Click Here To Download,Social Work homework help

PADG 5350 Healthcare Administration Questions Paper

PADG 5350 Healthcare Administration Questions Paper.

Instructions: Please answer the following questions in 1-3 paragraphs each. This exam is open-book and open-notes. You should provide information from class or outside research in each of your responses. Please cite any sources that you use outside of the class textbook, lectures, and cases. When you finish, please upload this document to Blackboard. Questions: (20 points) Should every community have its own hospital, with its own mission, or should hospitals be like Wal-Mart, where the mission is set once for the world? If there is a virtue to individual community missions, what is it, and how should a local governing board establish a mission?(10 points) A system like Intermountain Health Care makes decisions about scope of services at each of its locations. At one extreme, all Utah could get care at the “flagship” Intermountain Medical Center in Salt Lake City. At the other, the many hospitals, clinics, and “Instacare” facilities could offer the advanced specialty services proposed for Intermountain Medical Center. What are the factors that a hospital system like Intermountain should consider in designing the distribution of services? How do they know if the design needs changing?(20 points) What actions should the hospital take about the apparent irregularities in angioplasty frequency in the “Heart Procedure Is Off the Charts in an Ohio City” case?(20 points) In the “Pricing Power for Orthopedics Manufacturers” case study, different hospitals paid very different prices for devices. Why is this and how does this happen in your life?(20 points) Successful efforts in health promotion and palliative care could mean less income for the hospital and its doctors, and even reduced employment. How would you justify a hospital’s investment? Identify the stakeholder segments that must be sold on the concept, and propose the best arguments for each.(10 points) How does “listening” affect performance improvement teams? Consider a team designing a major renovation or expansion of a service. Focus groups and surveys will cost nearly $100,000. What should senior management consider in deciding whether to spend the money? What is your backup plan if you think that’s too much money?
PADG 5350 Healthcare Administration Questions Paper

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