Sunday, December 29, 2019

The Effects Of Global Warming On The Environment - 1129 Words

Nicole Albrecht 16 April 2015 Global Warming When teaching controversial topics in science, it is important to be aware of multiple perspectives and arguments of all sides. This paper will cover pedagogies that are used to teach young adolescents and young adults about the controversial topic of global warming. A major aspect of global warming that is necessary for young adolescents and adults to understand is climate change. The climate can change for a variety of different reasons, and it is crucial for students to understand what environmental factors affect climate change and why. Many students hear the term â€Å"global warming† and are fearful because they may have some common misconceptions and have associated a negative connotation to the term. As educators we must address the student’s misconceptions and help them to understand how global warming has the potential to be harmful to the environment, but with the proper care and consciousness of those in society, the causes behind global warming can be grea tly reduced. In this paper I will address how to make students aware of global warming and address any misconceptions they may have about it; provide ways to guide student thinking towards solutions and ways that they as individuals can help reduce global warming; and finally to address possible outcomes that could be a result of global warming. The teaching methods I will focus on will be aimed for (and adjusted appropriately for) middle grades students, high schoolShow MoreRelatedGlobal Warming And Its Effect On The Global Environment1144 Words   |  5 PagesGlobal warming has emerged as one of the most serious concerns for scientists and environmentalists in the 21st century. This is based on the negative impact of global warming, which is not limited to deforestation, drastic variations in climate, decline in output of global agricultural industry, degradation of ice sheets in Antarctic, decrease in ocean productivity, rise in sea levels, and increase in tornadoes, hurricanes and floods. The primary reason for global warming has been identified asRead MoreThe Effects Of Global Warming On The Environment977 Words   |  4 PagesThe Effects of Global Warming Introduction Global warming has been discussion for many years, but has, in the last decade or two been at the forefront of attention. The enormous effects and potential risks on humanity that can result from rise in global temperatures and the environment must be addressed, because the earth after all is finite. â€Å"Globalization refers to the rise of average temperature of oceans and earth’s atmosphere. Since the beginning of the 20th century, the earth’s average surfaceRead MoreThe Effects Of Global Warming On The Environment1224 Words   |  5 PagesGlobal warming continues to be a huge concern affecting the environment, people and the world. If action to stop this phenomenon is not taken immediately by the global community, the consequences will certainly be catastrophic. Already, some of the consequences of global warming are being felt globally. The frequency and intensity of tropical storms has increased as a result of global warming. Global temperatures continue to rise at rapid and unprecedented rates. According to scientific researchRead MoreGlobal Warming And Its Effect On The Environment1311 Words   |  6 PagesIntroduction Global warming refers to an incremental in earth’s temperature. Some believes this is occurring naturally but the prevailing view attributes climate change to the greenhouse effect. The greenhouse effect refers to the warming resulting from certain gases such as carbon dioxide in Earth s atmosphere trapping heat. These gases traps heat but let light in, similarly to the glass walls of a greenhouse. The general belief is that mankind are chiefly responsible for global warming becauseRead MoreThe Effects Of Global Warming On The Environment1549 Words   |  7 PagesGlobal warming is an increasing in average global temperatures across the planet. This is due to the rising temperatures on the continent. Temperatures continue to rise yearly causing global warming. The greenhouse effect is sun light radiation being driven back to the earth. When solar energy is released into the atmosphere, there is an effect of bouncing back. Solar radiation is bounced back into the atmosphere causing the temperature of the earth to remain steady. However, over time greenhouseRead MoreGlobal Warming And Its Effects On The Environment Essay1516 Words   |  7 PagesSome people say global warming is caused by human activity, others say global warming doesn’t even exist. Some people claim that the climate is changing for the worse. They believe that humans are the primary cause of these changes, especially the increase in temperature, caused by the burning of fossil fuels. They believe that the temperature changes are causing glaciers to melt. They claim that the melting of ice masses leads to a higher sea level and worsening conditions for Arctic animals, asRead MoreThe Effects Of Global Warming On The Environment1175 Words   |  5 PagesGlobal warming, according to the United States Environmental Protection Agency, â€Å"refers to the recent and ongoing rise in global average temperature near Earth s surface.† Effects of human influence on the environment has long been a cause of concern regarding the disturbance of the â€Å"natural order.† Although a cycle which results in the periodic increase and decrease of the average global temperature has long been known to exist, due to new data suggesting the substantial and relatively r ecentRead MoreThe Effects Of Global Warming On The Environment1453 Words   |  6 PagesHuman impact such as industrialization, livestock farming and the increase in recent population have all caused serious environmental impacts that have let to dramatic global climate change. â€Å"Scientists generally agree that the globe has warmed over the past 40 years, due largely to human activities that raise carbon-dioxide levels in the atmosphere† (Clemet). Greenhouse gasses have always existed, but not to the extent that they do in today’s world; they are causing a dramatic change in climateRead MoreGlobal Warming And Its Effects On The Environment928 Words   |  4 Pagesâ€Å"Global Warming†-The Biggest Scam of Modern Times Global warming is the steady increase in the Earth’s average surface temperature. There are two sides of this story. Some people believe that global warming is caused by the natural components in the environment and not man-made production of carbon dioxide, while the others believe that it is caused by man-made production of carbon dioxide and not by natural components in the environment. Global warming is due to the increased level in temperatureRead MoreGlobal Warming And Its Effects On The Environment999 Words   |  4 Pagesâ€Å"Global Warming†-TheBiggest Scam of Modern Times Global warming is the steady increase in the Earth’s average surface temperature. There are two sides of this story. Some people believe that global warming is caused by natural components in the environment and not man-made production of carbon dioxide, while the others believe that it is caused by man-made production of carbon dioxide and not by natural components in the environment. Global warming is due to the increased level in temperature of

Saturday, December 21, 2019

Essay on Problem Set 2 - 961 Words

Problem Set #2 Ec 370 Summer, 2013 Michigan State University M. Naretta 1. Another popular sport on SASN is One-out, Two-base baseball. In this sport there are, obviously, two bases: home and 2nd. The batter hits the ball and runs to 2nd. If he or she (it’s a co-ed sport) gets a hit, then the batter is on second. If it’s an out, then the inning is over and the other team gets to bat. Suppose that it’s a hit. Then the next batter bats with a runner on 2nd base. If that batter makes an out, the inning is over. If that batter gets a hit, the run scores and the game and his or her team wins. The probability of getting a hit is 0.6. a. Draw the tree. b. Write an equation for the value of being the†¦show more content†¦The Chi-square test for the difference in means gives a p-value of 0.0379. What would you recommend for Larry? (No facetious comments.) Explain. He should drive more. With a p value of .0379 there is only a 3.79% variation in success which means since he is more successful at driving the basketball then that is what his strategy should be. b. Again analyzing his past data, Larry does a runs test. He finds the following results. Expected Number of Runs: 64.9; sd: 5.1064 z-value= 2.96274; His own data indicate 80 runs. What is he doing wrong? Explain. He is making too many changes from driving to jumpers and it is very significant with a z value of 2.96274 5. The diagram below shows the point value of having the ball on each yard line. It is taken from Romer’s â€Å"It’s fourth and two.† a. What is the value of having the ball on your own 30 yard line? _____1___ b. If you have the ball on your own 30 and gain 18 yards, how many points have you gained in expected value? _______1____ c. If you have the ball on the 30 and fumble, and your opponent recovers the ball at the same yard line, how many points have you lost in expected value?Show MoreRelatedproblem set 2959 Words   |  4 Pagesï » ¿PROBLEM SET 2 Name: ___________________________________ Problem Set 2 is to be completed by 11:59 p.m. (ET) on Monday of Module/Week 4. 1. The following table presents data for wages in the market for internet security professionals. (HINT: in the labor market the roles are reversed. Those who want to hire labor are the demanders. The workers enter the work force providing labor to the market place so they are the suppliers.) Wage Quantity Demanded Quantity supplied $50,000 20,000 14,000 $60Read MoreProblem Set 2788 Words   |  4 PagesRunning head: PROBLEM SET I Problem Set I â€Æ' Problem Set I 4-20 Juan’s Taco Company has restaurants in five college towns. Juan wants to expand into Austin and College Station and needs a bank loan to do this. Mr. Bryan, the banker, will finance construction if Juan can present an acceptable three-month financial plan for January through March. The following are actual and forecasted sales figures: Table 1 Actual November $120,000 December 140,000 Forecast January $190,000 FebruaryRead MoreProblem Set 2 Essay923 Words   |  4 Pagesï » ¿Problem Set 2 Name: __________________________________________ Problem Set 2 is to be completed by 11:59 p.m. (ET) on Monday of Module/Week 4. 1. The following table presents data for wages in the market for internet security professionals. (HINT: in the labor market the roles are reversed. Those who want to hire labor are the demanders. The workers enter the work force providing labor to the market place so they are the suppliers.) Wage Quantity Demanded Quantity Supplied $50,000 Read MoreProblem Set 2 With Answers1201 Words   |  5 PagesFIN532M: Financial Derivatives Problem Set 2 DUE DATE: Feb. 12, 2015 1. How can you differentiate the forward price from the value of a forward contract? (2 points) 2. Explain why an FRA can be viewed as an exchange of a floating rate of interest for a fixed rate of interest payments and how you can use FRA in mitigating risks. (4 points) 3. The standard deviation of monthly changes in the spot price of live cattle is 1.2 cents per pound. The standard deviation of monthly changes in the futuresRead MoreProblem Set 2 Mba 5031122 Words   |  5 PagesProblem Set II Problem P9 Ââ€" 17: Jack Hammer FV (Table 1) at 11% discount rate 2.00 x .901 = $1.80 2.20 x .802 = $1.79 2.40 x .731 = $1.75 33.00 x .731 = $24.12 -------- $29.46 Problem P9 - 22: Alternative Present Values: Your rich godfather has offered you a choice of one of the three following alternatives: $10,000 now; $2,000 a year for eight years; or $24,000 at the end of eight years. Solution: (first alternative)Read MoreMba 503 Problem Set 21299 Words   |  6 PagesChapter 9, Problem 17 Jack Hammer invests in a stock that will pay dividends of $2.00 at the end of the first year; $2.20 at the end of the second year; and $2.40 at the end of the third year. Also, he believes that at the end of the third year he will be able to sell the stock for $33. What is the present value of all future benefits if a discount rate of 11 percent is applied? (Round all values to two places to the right of the decimal point.) Present value of a single amount PV = FV x PVIFRead MoreRSM332 Problem Set 2 Solutions1982 Words   |  8 PagesUNIVERSITY OF TORONTO Joseph L. Rotman School of Management RSM332 PROBLEM SET #2 SOLUTIONS 1. (a) Expected returns are: E[RA ] = 0.3 Ãâ€" 0.07 + 0.4 Ãâ€" 0.06 + 0.3 Ãâ€" (−0.08) = 0.021 = 2.1%, E[RB ] = 0.3 Ãâ€" 0.14 + 0.4 Ãâ€" (−0.04) + 0.3 Ãâ€" 0.08 = 0.05 = 5%. Variances are: 2 ÏÆ'A = 0.3 Ãâ€" (0.07)2 + 0.4 Ãâ€" (0.06)2 + 0.3 Ãâ€" (0.08)2 − (0.021)2 = 0.004389, 2 ÏÆ'B = 0.3 Ãâ€" (0.14)2 + 0.4 Ãâ€" (0.04)2 + 0.3 Ãâ€" (0.08)2 − (0.05)2 = 0.00594. Standard deviations are: √ 0.004389 = 6.625%, ÏÆ'A = √ 0.00594 =Read MoreLocation Convenience Is An Important Factor When Customers Select A Financial Institution2500 Words   |  10 Pagesimportant factor when customers select a financial institution (see Mylonakis et al. 1998; Driscoll 1999). A customer may find a bank convenient if it has a branch or an Automated Teller Machine (ATM) near his / her residence or workplace, say within 2 Km1. To stay competitive, banks usually attempt to increase convenience (be as close as possible to customers) by expanding their bank and / or ATM networks. Basically, such expansions could be done in at least two ways (see Birkin et al 2002a): by buildingRead MoreThe Critical Thinking Assignment For Module One841 Words   |  4 Pages CT #1 Option #2: Sets #2 The Critical Thinking assignment for Module One, Option Two, is a series of five questions pertaining to Set Theory and Venn diagrams. In short, Set Theory is the notion in which items (e.g., numbers, colors, people), referred to in mathematics as â€Å"elements† can be grouped into â€Å"sets† in order to organize and understand elements (Jech, 1971). In relation, Venn diagrams are circular illustrations utilized to visually express relationships between sets (Grà ¼nbaum, 1975). ItRead MoreComparision Of P Self Protection Problem Algorithms For Static Wireless Sensor Networks1348 Words   |  6 PagesComparision of p-self Protection Problem Algorithms for Static Wireless Sensor Networks Nikitha Gullapalli Graduate Student, Dept. of Computer Science and Engineering, University of South Florida nikitha@mail.usf.edu Abstract — Wireless sensor networks are being widely used in many surveillance applications. Since sensor nodes are a critical part of sensor networks, certain level of protection needs to be provided to them. The self-protection problem focuses on using sensor nodes to provide

Friday, December 13, 2019

Hul Asignment †Case Study1 Free Essays

string(25) " arrived at the factory\." 1. Employee benefits and Long Term Settlement Although initially positive about the move, the ICU workers had begun to demand more money to compensate for the increased travel costs and the more expensive food at the TF. (case study p. We will write a custom essay sample on Hul Asignment – Case Study1 or any similar topic only for you Order Now 5) The issue was escalated to the corporate head offices who decided that ICU employees would be granted a cafeteria premium of Rs. 25 per day but not a conveyance allowance. (case study p. 7) The three units had different policies for: Tea breaks Lunch breaks Holiday lists Festival advances Pay structures Designations Working timelines: ICU – seven days in three shifts TF – six days in two shifts TIU – five days in a single shift The LTS also covers machine speeds, productivity, medical TCs, prayer times for religious groups. (case study p. 8) Factory unions present their charter of demands to the factory management. Factory management negotiate with the Central Industrial Relations Committee for an overall package that the committee would sanction as a pay out. Local management then negotiate with the unions and it is signed off once the majority of unions agree. (case study p. 8) Each day after 28th of February that the LTS is not agreed the employees lose out on whatever salary increment the agreement contained. (case study p. 8) Older workers are more concerned with pensions, newer workers want to increase take home pay. (case study p. 9) (case study p. 9) The current LTS is for the Tea Factory, the LTS for the TIU expires in 2010 and for the ICU in 2011. Any agreements in the TF LTS will set precedent for future settlements. Consequences There will be uncertainty and unrest amongst the employees until the issues are resolved. Need to improve employee engagement. Precedents will be set for future settlements. So considerations should be given to how working conditions can be best standardised. LTS negotiations have in the past become violent resulting in the breakdown of communication and adverse effects on the business. (case study p. 8) Employees are losing out on benefits while waiting for this to be sorted so it is in everyone’s best interest to resolve it quickly. Solutions A good package will be an effective tool for recruitment and retention of colleagues and help to sustain staff motivation and engagement. According to Bratton and Gold (2007, p. 364) â€Å"the reward system is an important consideration when the organisation is trying to attract suitable employees, and once workers are members of the organisation, their task behaviour and levels of performance are influenced by the reward system. † A recent article by Manisha Chada of the people matters from India has noted the concept of rewards is gaining increasing popularity, particularly due to the diverse needs of an evolved workforce. Other factors that should also be considered are competitive salaries, comfortable lifestyle, job security, career enhancement options, and work-life balance Effective communication with employees plays a vital role during the restructuring period of any organisation as it helps to properly inform the employees about the changes. This helps to remove the uncertainty and allay fears amongst employees and therefore may overcome any resistance that may result thereof. Casio (2002:96) believes that â€Å"open and ongoing communication is critical to a successful restructuring effort†. Paton and James (2000:45) believe that â€Å"effective communication that is designed to inform, consult and promote action will help in overcoming both resistance and ignorance amongst employees†. Owning shares will provide employees with financial incentives that will make them more committed to the organisation and more motivated at work. If the company is more profitable, employees will gain financially through dividend payments and an increased share price. Many companies in India such as †¦ have employee contribution pension schemes so employees can choose if they want to put money into the pension or keep it in their take home pay – a certain amount of salary can be allocated and company would match up that to a set limit. This would give the older employees the option to put more money into their Relocation of workers – we feel that it is unfair that colleagues have been relocated and now have extra travel costs and travel time. The company could arrange a bus to pick up employees from certain agreed points and ferry them to the Tea Factory. This could improve colleague commitment as it would show that takes on board their feedback. I would suggest that the management team should put in place a core package for all employees that can be replicated for the ICU and TIU. Additional benefits could be added dependant on grade and performance. According to an article on Employee Satisfaction in the Journal of Industrial Management and Data Systems, this would contribute to colleague engagement and motivation. Policies on tea breaks, lunch breaks, festival advances, holiday policy and prayer times could be standardised for all colleagues. It would be wise to carry out a review of the grading structure of all three parts of the Tea Factory and to standardise grades and job titles and pay for colleagues performing similar roles throughout the organisation. Arguments How are we going to persuade the CEO and management to agree to an improved package. What about the younger people, will they realise the importance of a pension scheme? – Perhaps it would be a good idea for the company or unions to educate the employees about the pension scheme. It would also be a good idea to allow employees to amend the percentage that they contribute at certain times. The management have already declined to pay travel costs individually –could help to build relations between employees and gain confidence from the employees. 2. Issues between the management and the unions The challenge of managing the disparate workforce will fall to the Factor Manager, the Commercial Manager and the HR Manager. The HR manager, is female, 26 and this is her first assignment. (case study p. 2) There was no HR team in place when Suchita arrived at the factory. You read "Hul Asignment – Case Study1" in category "Free Case study samples" All previous managers had been male, native to the state and had four to five years of experience. One worker had said to her â€Å"you’re younger than even my daughter, and I don’t like the fact that I have to report to you. † Suchita has hired an experienced local man onto the HR team to ease relations with the workforce. (case study p. 6) The leader of the TF Union C is argumentative, and the union is more uncooperative than the others. The leader barged into Suchita’s office on her first day in the factory and threatened to strike if an issue was not resolved. case study p. 5) The ICU unions had not been part of a large multinational before and were wary of standardised processes. They also felt that they were not compensated on a par with other HUL unions and looked to the upcoming merger to gain a significant pay out for their people. When Suchita arrived, the TF and ICU had separate factory managers. Just after she started the ICU manager quit and t wo months later she learned that the TF manager would move to another role in Dec 2008. The abrupt change in managers increased the union’s unease. case study p. 6;7) Union leaders have highlighted the differences in working T;Cs amongst the different units. (case study p. 8) ICU employees became more resistant and reluctant to change as the move drew nearer. (case study p. 8) Management have adopted a tough stance on negotiations – see p. 8. As the older workers were replaced inter union rivalries resurfaced. (case study p. 9) Unions are becoming increasingly possessive of their members in order to preserve their group identity and importance. (case study p. 9) Consequences If the unions are not organised effectively there is a potential that they will strike. The issues with management structure such as the change in TF and ICU managers are leading to unrest and need to be resolved. The ICU unions possibly need help to integrate into the TF structure as they are becoming very wary about the changes and could cause unrest and protest amongst the employees. Union rivalry is increasing, could be bad for the business therefore it would be better to stabilise the structure as soon as possible. Change management. Integration. Solutions To reduce issues between management and unions: Employees should be allowed to take part right from the beginning of restructuring process. Employees are more likely to be supportive of any changes if they are allowed to genuinely take part in meetings and workshops where the envisaged changes are discussed at the outset Every attempt should be made by management to share all the necessary information with employees accurately and at appropriate times. This will create an atmosphere of trust and commitment amongst employees and will also enhance the integrity and credibility of management and their intentions; Employees must always see some benefits coming out of the change process and management must ensure that these gains are clearly understood by all the relevant employees. Reward structures that are clearly understood by employees as well as facilities such as the cafeteria must be reconsidered as important elements of the change processes A strategic human resource blueprint for retention, re-skilling and movement of employees to new roles and functions must be developed and be made known to all relevant parties. More coaching and training for the local managers including HR manager. Equality and diversity policy and provide training to the colleagues. According to an article by Kathy Gans it is important to gain a good understanding of how changes will impact the workforce. It would be a good idea to conduct surveys to gauge the feelings of employees and then analyse the results to put together a plan. Gans identifies that it is important to spend time with managers, supervisors and union leaders to establish their buy in to the process as they will play a significant role in influencing colleagues. Gans also identifies that communication is key to successful change management. It is important to communicate the reasons for the change to the workforce. In this case, we believe that the move of the TIU and the ICU will be beneficial for the company as a whole but will also bring benefits for the employees such as greater stability and job security. Regular, targeted communication will help develop employees’ understanding of the process. Changes do affect organisations and employees. Employees become insecure, confused about their jobs and therefore, less productive. According to Anderson and Anderson (2001:1) the success of 21st Century organisations will depend on how successful leaders are at leading and managing this change. They argue that most organisation leaders are found wanting when it comes to leading change successfully. Andersons Nine- Phase Change Process Model could be utilised. One to one communication with employees would also help them to voice their fears whilst allowing management to challenge any misconceptions. In 1993 Lloyds bank merged with TSB – this is a good example of communication to employees. At the start of the process they made a promise to their employees that they would be open and honest with them, whether the news was good or bad. This helped to build trust with employees at the start of the process and we would recommend it as a strategy. Union forum – structure a communication process between the unions and management. Suggest that the unions from the ICU and TF merge – these two have similar processes and are both factory based. The TIU work is completely different and the unions are national rather than local so it may be best for them to remain separate. 3. Company Cultures – unified culture and the cafeteria issue The integrated factory would be occupied by 250 workers reflecting three distinct cultures and seven different organised trade unions. (case study p. 1) Biswaranjan Sen (head of project) is concerned that there is a need for a â€Å"one factory† way of doing things that tapped the best of the three cultures. (case study p. ) â€Å"The underlying philosophy with which this company has been run for many decades is the belief that what is good for India is good for us,† maintained HUL’s CEO and Managing Director Nitin Paranjpe, adding , â€Å"the only way you can succeed is to remain relevant to the society in which you operate. Therefore, social and societal needs and contexts, as they changed in this country, have been at the forefront of what we’ve done. † (case study p. 2) The CEO’s main concerns were about plans to bridge the cultural gap. (case study p. 9 ) Suchita was not sure whether it would be better to integrate the TF and the ICU immediately or to wait. There were business benefits to integrating the units. The two business cycles are different, ice cream peaks just before summer while tea peaks in winter. The integrated units would provide an opportunity to train workers across different businesses and to break the physical separation of workplaces. (case study p. 9) Tea Factory (TF) The workforce at the Tea factory is aging (53+ years) and they have previously experienced challenging times. They were positive about the change of strategy to use the Tea Factory as a central hub. New initiatives were embraced and inter-union rivalry played out in the background. case study p. 3;4) The TF workers were put out by the changes made for the TIU workers, one Union leader complained â€Å"We work in 40 degree C on the shop floor in the summer; they sit in air conditioned offices. Our food, too, was made better only after the others came. What are we, their poor country cousins? † (case study p. 4) Between 2005 and 2008 many workers, including some of the union reps, retired. New colleagues came in who were not as affected by the issues of the past and the culture began to change. Union rivalry increased. (case study p. 5) There are three unions (case study p. ): Union A – one of the stronger factory unions, composed mainly of veterans with almost 20-25 years of experience. Union B – the factory’s oldest and at one time largest union – though now smaller than Union A after some of its most powerful and respected leaders had retired. Union C – the forceful and argumentative style of its leader was reflected in the general uncooperativeness of the union. The factory unions have on a number of occasions demanded to know why they do not receive the same privileges as the ICU. (case study p. 9) Tea Innovation Unit (TIU) Previously located in the Regional Corporate Office, the two unions agreed to move to the Tea Factory on the condition that their office space was maintained with similar standards for food and other benefits. (case study p. 4) New plush air-conditioned offices were installed with a separate entrance creating two separate units with distinct cultures. (case study p. 4) There are two unions that are structured and hierarchical like British unions. They are not local unions, they have a structure, maintain offices and function like an organisation. They are efficient and progressive and don’t relate to the factory unions. case study p. 5) Ice Cream Unit Acquired by HUL in 1998. HUL introduced many of its standard systems and policies – such as quality assurance and workplace safety but the culture and way of working had not changed. Job promotions were not standard, and even designations and titles were different across grades. The working culture was very laid back and r elaxed. (case study p. 4) The set up was familial, workers lived nearby and new each other’s families. Workers often went beyond the scope of their work to deliver what the business needed and supported management’s efforts to increase production efficiency. The relationship between management and the two unions was cordial. (case study p. 4) The ICU workers were initially pleased with the announcement that they would move to the Tea Factory as the TF had better facilities for employee welfare and recreation. One union leader remarked â€Å"By bringing more things here you are strengthening the entire unit and improving our job stability. † (case study p. 5) The two ICU unions are affiliated with the State political parties. Because of the cordial relationship with management they were the most approachable. They had not been part of a large multinational before. They have a different approach to the LTS, treat their existing LTS as a guideline only. Cafeteria Issues When the TIU relocated to the TF the canteen food was upgraded at greater cost to match the better meals at the Regional Corporate Office. The TF unions refused to pay any more for their food so despite the fact that all other cafeterias were operated on a no profit, no loss basis, HUL agreed to subsidise the difference. (case study p. 4) ICU workers argued that the food at the TF was more expensive than their previous cafeteria and wanted compensation for the difference. (case study p. 5;7) The issue is important to workforce as food is culturally significant and is interwoven into the social, religious and artistic lives of the people. (case study p. 7) The ICU workers were granted a premium of Rs. 25 per day. This increased tensions over the cafeteria(case study p. 7) The TIU unions argued that the cafeteria was a basic condition of employment in relocating to the TF and their terms cannot change. (case study p. 7) The TF unions stated that management increased the menu when the TIU came in, now they want to water it down when the ICU comes in. Is it fair that it changes each time a new unit comes in? case study p. 7) The factory unions would almost certainly resist management’s effort to change the cafeteria’s full lunch subsidy, and the other unions had already made it clear that they were adamantly opposed to separate menus. (case study p. 10) Consequences How to build greater transparency and trust with employees? If the cultures are not integrated r ivalry and jealousy between the units will continue to increase which could lead to strikes and a mistrustful and de-motivated workforce. An unhappy workforce is less productive and less supportive of management initiatives so solutions need to be found. The employees are unhappy about the cafeteria for various reasons. Solutions The organisation cannot function properly with several dominant cultures. One dominant culture will therefore have to be adopted for the new organisation. it is imperative for managers to equip themselves with conflict handling techniques to enable them to effectively manage the change process. An organisational restructuring process will only be successful if it aligns all the aspects of the organisation. Johnson and Scholes (2002:534) argue, â€Å"If change is to be successful, it also has to link the strategic, operational and everyday aspects of the organisation†. Before SmithKline merged with the British-based Beecham Group a few years ago, the Philadelphia-based drug manufacturer wanted to find out whether the corporate cultures of the two firms were sufficiently similar to make the merger succeed. During the merger, over 2,000 people from both firms were divided into more than 200 teams to figure out how to integrate their respective structures, systems, and cultures. â€Å"From the very beginning, they were learning how to work together,† Integration integrate the corporate cultures of both organizations. This involves combining two or more cultures into a new composite culture that preserves the best features of the previous cultures. Raytheon is applying an integration strategy as the defense and aerospace conglomerate develops a new culture for the half-dozen companies that recently merged or were acquired. 56 Integration is most effective when the companies have relatively weak cultures or when their cultures include several overlapping values. Integration also works best when people realize that their existing cultures are ineffective and are therefore motivated to adopt a new set of dominant values. However, integration is slow and potentially risky, because there are many forces preserving the existing cultures. Separation A separation strategy occurs where the merging companies agree to remain distinct entities with minimal exchange of culture or organizational practices. Insignia Financial Group, a South Carolina real estate firm, has applied a separation strategy to its more than 30 acquisitions over the past decade. â€Å"When we buy the companies, we leave the infrastructure in place,† says Henry Horowitz, Insignia’s executive managing director. â€Å"We’re buying a successful company. Why would we want to disrupt something that works? And the morale becomes terrible if you start decimating. †Separation is most appropriate when the two merging companies are in unrelated industries because the most appropriate cultural values tend to differ by industry. Unfortunately, few acquired firms remain independent for long because executives in the acquiring firm want to control corporate decisions. Therefore, it’s not surprising that only 15 percent of acquisitions leave the purchased organization as a stand-alone unit. Cafeteria to offer a range of food at various prices of the colleagues can pick and mix their meals and pay as much or as little as they want to. There is no staff development scheme in place, perhaps factory workers could develop towards a role in the Tea Innovation Unit – could help to break down the barriers between the units and dispel rivalry. Could include training relevant to role e. g. health and safety, equlity and diversity (Motivation and engagement) Listen to the employees not everything through the unions, employee forums and possibly one to ones with colleagues to develop two way communication between management and employees. Colleague engagement surveys Allow feedback from employees on managers, develop psychological contracts with employees. Staff social events to break down barriers Multiskill the workforce, perhaps ask for volunteers at first then roll out further. Allow employees to work flexible patterns. 4. Colleague issues – development, motivation, staff levels Tea Factory In the ‘90s HUL adopted a strategy of regionalising tea production. As a result production at the Tea Factory decreased and between 1989 and 1998 there were eight rounds of voluntary redundancy. (case study p. 3) Workers heard stories of those who had taken VRS and had not done well. As a result some higher level employees voluntarily downgraded to ensure job security. case study p. 3) In the 90’s the workers perception was that the company made a lot of money and there was no need to worry. There was reluctance to acknowledge that although the company as a whole was profitable; their unit might not be contributing to that performance. (case study p. 3) Management need to replace the many worker who retired between 2005 and 2 008. They are concerned about the emergence of a new set of opinion leaders. (case study p. 8) Newer workers who had not witnessed the downturn of the Tea Factory were less restrained in their demands. In the old days, the workmen would come in on Sunday for training, even without overtime pay, although they didn’t know how it would benefit them. †¦ they were that motivated. Now, we have to persuade the new recruits to come in on a Sunday. And we pay them overtime! † (case study p. 9) Consequences Management need to replace the employees who retired as the rest of the workforce will be under pressure to cover until the positions are filled. Newer workers are no longer motivated by fear of losing their job so a way needs to be found to motivate them. Colleagues need to be kept informed of the performance of the unit so they can act accordingly. Solutions Consider perspectives and experiences of local employees. Consider interventions that could bring the best out of the employees e. g. introduce a reward and recognition scheme to reward performance. (Motivation) Create a performance culture – introduce targets, regular one to ones, plans for output an deliver against it – link output to bonus Older employees bring a diverse range of skills, could use them in a different capacity e. g. coaching and mentoring the new staff. How to cite Hul Asignment – Case Study1, Free Case study samples

Thursday, December 5, 2019

Case Study of Mactools Ltd-Free-Samples for Students-Myassignment

Question: Discuss about the Case Study of Mactools Ltd. Answer: Issues: As per the facts of the case there are several issues that have arisen. Such issues area as follows: Whether MacTools Ltd is liable for the accident and the injury received by Aurora. Whether Aurora is entitled to receive compensation for the said damage. Whether MacTools Ltd is liable for negligence. Whether Jessie can bring claim against MacTools Ltd with regards to the damage she received. Legal Rules: As per the facts of the case the case is of Negligence. MacTools Ltd was negligent in its act and shall be liable under law of torts and Civil Liability Act of 2002. To prove that the company was liable for the act of negligence then the Plaintiff must fulfill the following essential elements of negligence (Martin, 2016). When one party acts in a careless manner and causes harm or injury to other, such person is said to have acted negligently. The doctrine of negligence is that principle of tort where a person who has acted carelessly which a prudent person would have not done in such circumstances is legally liable for the harm, injury or damage made to the other person. In the case of negligence the parties to the dispute may settle the dispute within them or may enter into litigation through filing a personal injury suit. Therefore, it can be said that a negligence is an act where a person has failed to take due or reasonable care which any other ordinary man would have taken in the such circumstance and causes harm or injury and is liable to pay damages (Higginson, 2015). Thus, to determine whether the person has acted negligently and the damage received by the other person for the negligently act, the essential elements of negligence must be fulfilled. The elements of negligence are as follows: Duty of care: The plaintiff who has charged the defendant for the act of negligence must prove that the defendant has the responsibility of reasonable care and the reasonable care must be towards the plaintiff. The defendant should have an obligation towards the plaintiff and acted with reasonable care. The plaintiff also needs to fulfill that as the defendant has failed to take due care towards the plaintiff which a reasonable man would have taken in such situation. In the case of Donoghue v Stevenson1, the court has established the legal principle as to the case of negligence in determining whether the defendant owed duty of care towards the defendant. In test for the determination of the duty of care, the court must determine that the harm received by the plaintiff for the act of the defendant is reasonably foreseeable; there plaintiff and the defendant must be in a relationship of proximity (Stickley, 2016). In Australia Grant v Australian Knitting Mills is the landmark judgment on the development of the negligence law in Australia. In the given case, MacTools owes a duty of care towards Mulan who has bought the power drill, if the company would have taken reasonable care in making Mulan known to the facts that while working with the power drill Mulan should use a goggles (Cane Atiyah, 2013). Breach of duty: Next, the court will hope to see whether the respondent broke this obligation by doing (or not accomplishing something) that a "sensibly judicious individual" would do under comparable conditions. The expression "sensibly reasonable individual" alludes to a lawful standard that speaks to how the normal individual would dependably act in a specific circumstance. Factual Causation: For a litigant to be held, it must be demonstrated that the specific acts or exclusions were the reason for the misfortune or harm sustained. Although the idea sounds straightforward, the causation between one's breach of obligation and the mischief that outcomes to another can on occasion be extremely complicated. The fundamental test is to ask whether the damage would have happened 'but for', or without, the defendants breach for the obligation owed to the harmed party. In Australia, the High Court has held that the 'but for' test is not the select trial of causation since it cannot address a circumstance where there is more than one reason for damage. When 'but for' test is not fulfilled and the case is an excellent one, a realistic test ('Whether and Why' test) will be applied. Even more accurately, if a rupturing party substantially builds the danger of mischief to another, at that point the rupturing gathering can be sued to the estimation of damage that has been caused. Damages: The last component of a negligence case is damages. This component requires that the court have the capacity to repay the offended party for his or her damage - more often than not through financial pay for costs, for example, therapeutic care or property repair. Negligence is also guided by the provisions of Civil Liability Act 2002 of Australia. Te elements which proves the case of negligence is same that of the common law (Mitchell, 2014). Application: In the given case Mac Tools has the duty of reasonable care towards Mulan and the close neighbor of him. Therefore, it was the duty of MacTools to aware Mulan before using it. MacTools has also did not disclose the fact that if the power drill is used more than 5 min it can burst. Therefore, this act of the MacTools Ltd was an act of negligence. MacTools has conducted a breach of his duty towards Mulan. This is also prove that the element of factual causation where the injury received to Aurora was the direct result of the negligent act on the part of the MacTools Ltd. However, MacTools is not liable for the damage received by Jessie as the damage was not the direct result of the act of MacTools power drill. Conclusion: Therefore, MacTools shall be liable to pay damage as the consequence of the act of negligence. As per the analysis made above MacTools Ltd has acted negligently and thus shall be liable under the law of torts as well as the Civil Liability Act 2002 of the legislation of Australia. Bibliography: Martin, K. (2016). Topical matters pertaining to the tort of negligence-the attribution of blame.Brief,43(7), 38. Higginson, S. (2015). Global focus: Climate change litigation: Landmark dutch ruling raises questions for Australia.LSJ: Law Society of NSW Journal, (15), 22. Stickley, A. P. (2016).Australian Torts Law. LexisNexis Butterworths. Cane, P., Atiyah, P. S. (2013).Atiyah's accidents, compensation and the law. Cambridge University Press. Simons, K. W. (2015). Victim Fault and Victim Strict Responsibility in Anglo-American Tort Law.Journal of Tort Law,8(1-2), 29-66. Owen, D. (2014).Products Liability Law, 3d (Hornbook Series). West Academic. Lamont, S., Stewart, C., Chiarella, M. (2016). Decision-making capacity and its relationship to a legally valid consent: ethical, legal and professional context.J Law Med,24, 371-386. Mitchell, P. (2014).A History of Tort Law 19001950(Vol. 8). Cambridge University Press.