Healthcare Consumerism And Health Care - 926 Words

Health care consumerism positions the consumer at the center of their own health care. Consumers are able to make informed health care decisions and be an essential element of the decision making process. It is a trend and focus of the recent government regulations and standards that reduces the roles of insurance and employers. Health care consumers have direct access to health care services and the ability to make informed decisions. Examples of the movement towards increased education and information include the direct-to-consumer advertising of medical products, prescription medications, medical conditions and treatments. The purpose of this paper is to analyze the leading factors that have fueled the health care consumerism era, evaluation of health care consumerism on the health care leaders and marketing in the 21st century, compare and contrast the advantages and disadvantages of health care consumerism, explain points of agreement and disagreement in the articles for this as signment, justify and evaluate the most significant challenges in addressing consumerism by health care marketers and leaders. Leading Factors of the Consumerism Era The leading factors which have fueled the health care consumerism era include 1) the government laws and regulations, 2) direct access to care, 3) increased learning and information, 4) humanity’s growing mobility, 5) the economy and other monetary concerns (Winans and Kasubski, 2011), 6) direct-to-consumer advertising, and 7) babyShow MoreRelatedEssay on Health Care Consumerism: New Marketing Trend847 Words   |  4 Pageswho has health insurance has been declining over the years and the cost of health care has dramatically been on the rise. Most people did not fully understand their coverage and the health system did not give enough choices; instead, employers and providers had full control over plans, cost, preferences, and many other options. While the cost was on the rise, quality of service was either the same or declining. All these factors plus many others have made it imminent for the health care system, especiallyRead MoreConsu merism Of The Healthcare Industry Essay1204 Words   |  5 Pagestrend in consumerism in the healthcare industry. The shift of patient to consumer has begun to take effect. The relationship between patient and consumer are closely related and complicated, â€Å"A patient is also a healthcare consumer, but a consumer is not necessarily a patient† (Jayanthi, 2015, para. 2). The definition of patient is arguable, Medicinenet.com varyingly defines a patient as a person requiring medical care, receiving treatment, under a physician’s care, waiting for treatment and care, a personRead MoreConsumerism And Its Effect On The 21st Century Essay921 Words   |  4 PagesConsumerism in Healthcare Healthcare consumerism is increasing in importance in the 21st century. In today’s world, consumers have multitudes of information available that at one time was strictly available to the medical profession. Patients obtain information through the internet, commercials, and ad campaigns. The days when consumers followed referral recommendations are drifting away. Consumers are now at the center of the health care system causing customer service to be a key component to anyRead MoreHealthcare Consumerism Of The 21st Century1593 Words   |  7 Pagesdiscover what is known about healthcare consumerism in the 21st century, the researcher will recommend solutions that educate and promote healthcare consumerism. The opportunities are presented in the form of recommendations for individuals and organizations to consider when desiring to learn and/or encourage healthcare consumerism behaviors. Recommendation One – Third-Party Partner The first recommendation is for organizations wishing to promote healthcare consumerism. The majority of employeeRead MoreEssay on Health Care Cost Control1051 Words   |  5 PagesHealth Care Cost Control Controlling the expenses of therapeutic forethought has long been a slippery objective in U.S. wellbeing strategy. Marmor, Oberlander, and White in their article The Obama Administrations Options for Health Care Cost Control: Hope Versus Reality, state that â€Å"The United States spends more than any other country on medical care. In 2006, U.S. medicinal services using was $2.1 trillion, or 16% of our terrible household item. In the meantime, more than 45 million Americans needRead MoreTodays Health Care Consumer Essay1460 Words   |  6 Pagestypically unaware of the total cost of health services provided to them. They may have a copay or deductible, but the explanation of benefits and outline of care comes after treatment has been rendered. This approach has made it difficult for patients to be able to â€Å"shop around† for the best prices when in most cases they are not sure what the cost treatment will be. They were, by no fault of their own, uninformed consumers due t o plan designs. The plan design of the health maintenance organization (HMO)Read MorePros and Cons of Corporate Health Care1069 Words   |  4 Pagesthe medical field. To Each His Own: The Argument for Corporate Care There are, of course, many people who wish to counter the argument for a world in which consumerism and materialism are not the most important part of our medical system by pointing out the many flaws in government run programs and advocating for a free market with unbounded capitalism. And there are indeed a few points to be made about the argument for corporate care. In the world of medicine, bureaucracy is the quicksand that miresRead MoreThe Trends Of What Consumers Value And Want From Healthcare Today999 Words   |  4 Pagestrends of what consumers value and want from healthcare today. The authors (Coughlin, Wordham Johash, 2015) use the term â€Å"consumerism† to describe how the market is shifting to expand consumers risk and involvement in paying for and making decisions about health care. Health consumerism encompasses a shift from a physician directed approach to a partnership model where patients make informed decisions (Health consumerism, 2012). Strategies tha t healthcare related industries should use to innovateRead MoreConsumerism : Consumerism And Consumerism855 Words   |  4 PagesConsumerism is seen as caustic in the eyes of many. The common trend seen among copious economists is that consumerism is evil and is corrupting the people partaking. The claim that consumerism is causing a global wide drop in happiness is ludicrous. In Rockwell’s essay â€Å"In Defense of Consumerism† he claims without consumerism there is no production, and without production there are no jobs, which ultimately leads to poverty and unhappiness. Over a couple centuries life expectancy has increased byRead MoreCentura Health Implementation Strategy Plan1502 Words   |  7 PagesCentura Health Implementation Strategy Centura Health is their region’s largest hospital system that is faith based and not-for-profit, located in Colorado and Western Kansas. This system includes 15 hospitals plus more affiliated hospitals, over 100 physician practices, senior living communities, Flight for Life, Centura Health at Home, and laboratory services (Centura, 2014). The power, size, and large scale of this system causes it to be a god system to analyze during states of change. Currently

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The Cuban Missile Crisis Of 1962 - 1796 Words

When I learned that Thirteen Days, the new movie dramatizing the Cuban missile crisis of 1962, would follow events through the eyes of Kenneth O Donnell, John F. Kennedy s appointments secretary--who would be played by the movie s headliner, Kevin Costner--I had strong misgivings. In 1997 I had transcribed and edited (with Philip Zelikow of the University of Virginia) some of the tape recordings made secretly by JFK--and nothing in these tapes, in other documents, or in the recollections of Kennedy s key advisers gives O Donnell an important or even conspicuous role in the crisis. After Harvard University Press published our transcripts as The Kennedy Tapes: Inside the White House During the Cuban Missile Crisis, Beacon†¦show more content†¦At another meeting, in a tart exchange with Secretary of Defense Robert McNamara, O Donnell expressed rude contempt for General Lyman Lemnitzer, a former chairman of the joint chiefs of staff. What the filmmakers have done in their deployment of O Donnell/Costner comes much closer to speculative historical fiction of the sort practiced by Simon Schama in Dead Certainties (a fictionalized reconstruction of an eighteenth-century murder based closely on historical fact) than to whole-cloth fantasy such as Edmund Morris s Dutch (Morris inserted himself as an invented character in this biography of Ronald Reagan). Still, why make O Donnell our window on events? When I tried to think how else the producers might have pulled in a mass audience--as opposed to a PBS-documentary-sized audience--Henry James s principle of having a single perspective on events made sense. But that perspective couldn t easily have been JFK s; and had it been that of a major adviser, the movie would have almost inevitably depicted him--McNamara, Secretary of State Dean Rusk, National Security Adviser McGeorge Bundy, White House Counsel Ted Sorensen, UN Ambassador Adlai Stevenson, or whomever--as the person who saved the world. O Donnell was a reasonable choice, for he was in a position to see much or all of what went on, but was not a policy contestant or even a person particularly sophisticated on the issues; he was an inside

Progression Module free essay sample

The progression module is a course which I would recommend for anyone. It has a numerous amount of benefits, one of the main benefits is it allows you to explore a broad range of courses at a variety of university. I feel the progression module has prepared me for university as I have discovered many courses that interest me. The progression module has also helped me understand other vital things that need to be considered when going university, such as deciding whether to live at home or away from home and all the financial implications university life holds. During the progression module I have discovered a great deal about myself and what I would like to pursue a career in. After completing the progression module I feel I now have the opportunity to access the career I want through a variety of routes. I also feel I am now much more confident in terms of writing letters, CV’s and personal statements. We will write a custom essay sample on Progression Module or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page This has benefited massively because when applying for voluntary work I was much more assertive when writing my CV, I took a positive approach which I learned from the progression module and due to this approach I was given the role of volunteer in the hospital. Whilst doing a-levels students are expected to deliver presentations on subject topics. In the progression module I had to create a presentations and deliver it, I followed all the information provided from the progression module and I feel I managed to deliver my presentation effectively remaining confident and clear at all times. Another thing the progression module prepared me for was interview, following the progression modules guidelines helped me develop all the positive and necessary skills required for delivering a questionnaire. After following these guidelines I was successful in my mock interview. I remained confident at all times, I did everything possible to express the knowledge and interest I had for medicine without showing arrogance. After participating in a mock interview I was also given feedback on my performance and what I should do to do even better. The mock interview was a huge boost of motivation as all the feedback I received was positive and I was told if I go for an interview tomorrow I will be successful. Universities always look at personal statements before accepting any student for an interview. So essentially the personal statement is a vital part in the acceptance of an applicant. In unit four of the progression module I was expected to write a personal statement but obviously I was given ideas on how to structure it, what to avoid and what to definitely include. This was extremely beneficial as I now feel I am prepared for university, I have a personal statement written and all I need to do is fill in my UCAS. Overall the progression module has helped me decide what I would like to do in terms of living at home or living away from home. I have decided I am going to study at a university close to home so I can love at home. I know about all the financial implication involved when living at home and I know how to approach these implications and deal with them effectively. The progression module was very interesting and intriguing it has been a huge benefit to my future especially my career. I feel I am now much more confident when applying for university and I am also aware of all the options that are available for me to undertake. The progression module is fantastic and completing it not only helps applying for university but also benefits an individual in terms of the academic challenges they may have to face.

The Role of Human Resource Knowledge in establishing Performance

Introduction The workplace today is in a condition of metamorphosis of workers’ motivation, customers’ satisfaction, human-resource development and customer relation management with a global mindset of penetrating every aspect of the organization. Effective workforce is a pillar in an organization as it is a great player in accomplishing the firms’ objectives and service delivery.Advertising We will write a custom case study sample on The Role of Human Resource Knowledge in establishing Performance-Based Work environment: The Case of â€Å"Flambo Plast Gmbh† specifically for you for only $16.05 $11/page Learn More According to Aspatore Books, human-resource management is the organizational function that enables efficiency, innovation, creativity and flexibility of the workforce to transform them into productive assets.1 Therefore, many institutions have emphasized on the need to consider (HRM) human-resource management as a co urse. However, it is also important to note that it is one of the demanding knowledge, especially in a workplace.2 An orderly managed well-organized human-resource department assists the organizations to attain the desired goals and competitiveness in the industry. Background of the study In the present century, the human-resource management departments are facing unlimited challenges. As paradigms have changed in various dimensions and the factors affecting human-resource management are not exceptional. The human-resource management must re-examine the organizational structure and functions in order to cope with relevance, new trends and challenges in the contemporary business setting. In the current business context, the most affecting and challenging issue to an informed man is time’s nature of setting things in order and in place in the best and most effective way3. Advanced technology, through the use of computer and smart phones, assist man to deal situations in the mos t effective and efficient manner. The state of human-resource management is a system that attracts strengths, encourages, and maintains employees who are responsible for the successful operation and existence of the organization.4 The main and important function of human-resource management circulates around workforce planning, recruitment and selection, job specification, dismissal, employee motivation, customer relation management (CRM), performance evaluation and employee development.Advertising Looking for case study on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Has life changed alongside developments in technology, so, is it the human-resource management to occupy more responsibilities? These conceptual issues have established fundamental principles for the foundation of human-resource management. Fundamental of human development The training function of human-resource management is contemporarily termed as huma n-resource development. It is an orderly effort towards facilitating the workforce within the firm to acquire the required knowledge in the desire for organizational success. This revolves around three areas- employer and employee development, performance development and work environment improvement. There are important laws that the human-resource management must equip itself with during the training. The teaching and the process must be interesting so that the trainee is motivated to grasp the important information. 5 In addition, the training and development must target at the performance improvement to help the organization attain stronger organizational efficiency, greater competitive practices and enhance profitability. Objective of the study In this paper, the primary objective is to examine and determine the value of employer’s knowledge in human-resource management. I seek to: Ascertain the relevance of human-resource management knowledge and skills and the workplac e. To analyze the functions of human-resource management in an organization Ascertain the relevance between motivation and job performance. Discussion The reorganization of the human-resource administration for â€Å"Flambo Plast Gmbh† The human-resource departments are vital players responsible for attracting, developing, motivating and maintaining best employees the human-resource management departments are required to make well-detailed organizational charts for their firms to assist the managers and executives carry their duties responsible.6 In addition, the organization charts enhance the employees to understand the company strategy and structure, and their roles in delivering the organizational goals.Advertising We will write a custom case study sample on The Role of Human Resource Knowledge in establishing Performance-Based Work environment: The Case of â€Å"Flambo Plast Gmbh† specifically for you for only $16.05 $11/page Learn Mor e Organizational charts aid a company in ensuring effective and efficient communication of its objectives, employee expectations, and responsibilities. In demonstrating commitment to excellence, the company needs to develop an ideal organizational chart that is efficient in mapping the company’s communication lines. The organizational chart is essential tool and is necessary in circumstances where management is in pursuit to identify areas through the enterprise that presents opportunities for downscaling. The organizational structure needs to be flexible and the one that reflects the immediate requirements of the organization. The â€Å"Flambo Plast Gbhm† company must make sure the human-resource management chart allows the management and the employees to: existence of co-operation between the employees and the management at large. Perfect relation and communication among the employees and the management Clear and easy understanding of the processes Flexible and re alistic nature Clear definition of roles and responsibilities within the organization The structure that allows smooth teamwork among the employees and the management The human-resource department organizational chart The â€Å"Flambo Plast Gmbh† shall be organized in a manner that it constitutes the outlook of a modern human-resource department.7 The chart shall address the three-main sections namely: HR front office HR back office HR excellence centers The HR Front office This office shall be the main interaction point for all HR team members and shall be an internal source for the employees. The HR Back office This office is important and responsible for HR services offered both internally and externally. This office is also in control of legal procedures, in an organization. The office will ensure that all procedures and actions are compliant with law. Indeed, all the administrative functions like payroll, bonus, and benefits are in control in this office. The HR Excel lence center This section in human-resource management shall be responsible for maintaining policies, processes and products developed. The office will ensure and oversee the employee training, recruiting and staffing roles.Advertising Looking for case study on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Flambo Plast Gmbh Human Resource Organiization Chart This is a hierarchical type of organizational chart. In this chart, the employees are under certain functional departments headed by a different manager. For instance, we have the front office, back office, and the excellence center headed by different managers. The main reason for choosing this kind of chart is that it clearly explains the organizational structure in simple terms. In addition, the use of organizational charts saves an organization from problems of communication loops.. 8 These calls for another management team to assist manage the organization. The main functions of human-resource department The human-resource department is in control of several duties that deal with the employees of the company. Unfortunately, some managers assume HRM as a simple office with less work.9 The office has a lot of work and requires great attention to address these issues. However, the main duties and responsibilities of human reso urces management are: Recruitment of employees Compensation and remuneration Training and development Planning Recruitment of employees The human-resource department is vest with power to recruit and oversee the selection of employees. This involves the process of choosing few qualified candidates out from many unqualified. The function ensures that the company under consideration selects the most skilful and competent taskforce from plenty of applicants. This function involves selection of the best individuals and evaluation of their ability in relation to the company requirements. The recruitment can be through various processes that may include interviews, educational, psychological measurements and written interviews. Compensation and remuneration A capital resource is one the most important assets that the company can rely on. For efficient production, the company needs to address the issue of compensation and remuneration in details. This deals with the motivation of the emp loyees. The human-resource department has a task of evaluating the performance in turn rewarding those who did well or exceeded the expectation of the company.10 The compensation packages can be in terms of salary increment, holiday offers, awards, equities etc. Training and development This function is important and necessary since it adds value to the organization. Employees’ training is in relation with improvement of skills and attitudes of the employees. It is also significant in motivating the works as well as boosting their energy. Training enables the employee to be familiar with duties that he/she supposed to work on. Some jobs require work experience or training before some can undertake the task. The can be characterized by attendance of seminars, conferences, workshops and formal talks among others. Planning Every manager must plan regardless of the section under his or her command. The human-resource department has the responsibility of ensuring that adequate pla ns are in place for the success of the organization. The department plans how the organization structure will look like, the duties and responsibilities of each employee, the chain of command and several others. The department is also bestowing with the responsibility of planning the future organizational goals in relation to people or clarifying the same goals to staff members. Planning is a useful tool in putting the organizational goals in safe basket.11 Adviser It refers to a professional or a consultant providing expert advice to his or her clients concerning a certain field. Customer relationship management In my own understanding, CRM is an information house or database responsible for monitoring, valuing, developing and retaining excellent relation to the customer. Simply, observing the principles of customer relationship.12 Problems regarding employees’ motivation In the turn of a century, the business setting has gone through various changes touching the style in hu man-resource management. Some business managers are not aware of these inventible changes. This has led to the failure of many stable businesses. However, motivation has both positive and negative effects to the business. Therefore, it is important they learn, understand and are familiarized with factors that promote positive motivation at the workplace. The objective of this paper is to assist the manager to understand the need for motivation at the workplace. This can be through identifying factors that may occur because of lack of motivation in the workplace. According to Fredrick Herzberg, motivation is the force that makes us do things: this is a result of our individual needs being satisfied so that we are inspired to accomplish our tasks.13 Motivation is essential in achieving the best from human capital. Motivation has a great impact on the output of the business in terms of quality and quantity. Production staff is the pivot that the business relies heavily regarding the ou tput. When motivation is not satisfied, the company suffers a huge loss hence there is the failure of business to perform effectively. A de-motivated workforce ultimately results in high absenteeism and employee turnover rates always accompanied by poor customer service. Fredrick Herzberg came up with two main divisions that deal with motivation. Those factors that motivated work staff at the workplace and, Hygiene Factors The motivators enhanced excellent performance in an organization leading high output and works’ friendly working environment. However, the hygiene factors, if not met, has a negative impact on employee’s efficiency and immeasurable loss to business. There are a number of problems regarding the employees’ motivation. These may include: Poor pay Work conditions Supervision Inadequate recognition Poor pay Many companies have failed to demonstrate excellent efforts towards workers’ remuneration. Though money is not the only reason why e mployees cause unrest at the workplace, in most cases, it is the main reason. In the recent world, most of havoc caused at the workplace results from poor pay. If the workers’ effort is unappreciated, they feel low sometimes boycotting the work or bringing unrest in the company. Worker’ salary must be revised regulated according to ensure the equity. Employees are equally motivated to achieve the organizational objectives when salary is perceived as enough. The output of the employees must match the salary. Poor pay of workers to some extend causes sick leave and inefficient works. Work condition The prevailing working environment of an employee is very critical issue in the contemporary business context. Though motivation is something that comes from the inner force of a person, management has a big role in creating an environment that encourages employee motivation. The employer must eliminate risks that de-motivate the workers at the workplace. Workplace safety must be the point of concern to management and shareholders as a whole. Most of the workforces consider this as a motivator. 14 Supervision Supervision direction is wrong in certain organization leading qualified employees quitting their jobs. According to the recent research, it reveals that some managers have poor leadership and management styles in stabilizing the work of an efficient employee. It is certain that some workers quit the managers but not the job. Supervision should give direction but not cause disharmony at the workplace. Recognition failure Recognition failure is one of the main reasons why employees get hurt. Recognition is one of the important factors that fuels personal motives. Recognizing employees for the efforts made towards achieving the organizational goals not only make them proud but also promote self-esteem and cultivate spirits of more innovations. Motivation can be through promotions, pay increase, comments and many unlisted. Theories on connection betwee n motivation and job performance Several psychologists have come with theories supported by empirical evidence to show the relationship between motivation and job performance. The world known psychologists like Fredrick Herzberg, Abraham Maslow, Elton Mayo, Douglas McGregor, among unlisted through different researches have tried to show the relation that exists between motivation and job performance. This paper will examine through the two theories the relationship prevalence between the job performance and motivation. It is going to focus on a two-factor theory by Herzberg and the theory by Maslow. Two-factor theory According to Herzberg, motivation is in two motives. He also refers to this theory as â€Å"the dual structure theory.† From his theory, Herzberg believed that two sets factors influence people. He classified these two sets into motivator and hygiene. The hygiene referred to as dissatisfied, as their absence causes dissatisfaction while their presence does not mo tivate. The hygiene included pay and benefit, supervision, job security, personal life working conditions, status and relationship with co-workers. However, on the motivator side, he includes recognition, promotion, achievements and growth. According to him, hygiene factors operate separately or independently from the motivators. He argued that the hygiene factors were of short-term effects and that a little improvement would be to their removal. According to him, motivation was important and necessary for achievements. The theory Z Abraham Maslow developed another important theory to link relationship between motivation and job performance. Maslow (1971), named his final theory â€Å"Theory Z.† Maslow tried to relate motivation and job performance by using theory z, to explain the self-actualization. In his study, Maslow said less than 1%of the adult population was self-actualizing. Abraham Maslow focused his life’s work on the study of human potential, development an d motivation.15 Maslow’s hierarchy of needs, visible deference was given to people who had a value focused. He reveals that the level of unhealthiness exists in all areas of development. He refers to being self-actualized as becoming more fully human who responds to the inner forces for development. Most recent authors with the present leadership style concur with him. According to him, before one becomes self-actualized, he must first meet the physiological needs. He demonstrated his ideas using the hierarchy of needs. Theory Z was clearly an indication of unhealthy people in unhealthy organization.16 Critical review of the theories The two theories developed by the two psychologists ultimately relate job performance to motivation. From the dual research, it is evidently that motivation is ideal in improving work efficiency. Motivation leads to high output and works that motivate results in high production. For example, in the work of Herzberg, he believes that when hygiene is not satisfied, they cause dissatisfaction. This is actual true because when employees’ hygiene is not met, they cause underproduction. On the other hand, Maslow work supports the connection between the job performance and motivation. In his work, â€Å"Those serving customers must be longer range in time and longer range in space and wider thinking in terms of causes and effects and holistic relationships. Why is this? It’s because the relationships†¦are very different when these customers are supposed to be kept for a century or two.† 17 Recommendations First, I recommend the manager to enroll for the MBA course in human-resource management. This course will assist the manager in acquiring managerial skills and knowledge that will enable him or her to demonstrate quality leadership style in management. Secondly, I recommend the management to revise and uphold the importance of motivation and strongly put it in practice. This would motivate the workforce leading to efficiency production. It will also create a good rapport between the customers and the business. Finally, the human-resource organizational chart requires another structure with well-defined duties of the concern. Conclusion Human-resource management is an important resource to any organization set up. The current managers require to be trained in this field to ensure they utilize this capital. This will have a positive impact on the output of the business. For any milestone development, this pillar department of the organization must be vested with responsible and knowledgeable persons. Bibliography Ahmad, Shoeb. Human Resources Management and Technical Changes. New Delhi: Gyan Publishing House, 2004. Anderson, Charles. Tool Kit for Human Resources. Lincoln: iUniverse, 2004. Anderson, Kristin and Carol Kerr. Customer relationship management. McGraw-Hill Professional, 2002. Armstrong, Michael. Strategic Human Resource Management: A Guide to Action. London: Kogan Page Pu blishers, 2008. Aspatore Books. The Role of Human Resources: Top Executives on Using HR to Drive Business Results and Add Value to a Company (Inside the Minds). London: Aspatore Books, Incorporated, 2005. Green, Jerry W. Exploring the needs of teleworkers using Herzberg’s two-factor theory. New York: ProQuest, 2009. Ionazzi, Daniel A. The stage management handbook. New York: Writer’s Digest Books, 1992. Knox, Simon. Customer relationship management: perspectives from the marketplace Butterworth-Heinemann, 2003. Koontz, Harold and Heinz Weihrich. Essentials of Management. New York: Tata McGraw-Hill Education, 2006. Lawler, Edward and John Boudreau. Achieving excellence in human resource management: an assessment of human resource functions. Stanford University: Stanford University Press, 2009. Rothwell, William J and Kazanas Hanze. Planning and managing human resources: strategic planning for human resources management. New York: Human Resource Development, 2003. Saiya dain, Mirza. Human Resources Management. New York: Tata McGraw-Hill Education, 2009. Mathis, Robert and John Jackson H. Human Resource Management. New York: Cengage Learning, 2010. Ulrich, David. Human resource champions: the next agenda for adding value and delivering results. New York: Harvard Business Press, 1996. University of Nebraska (Lincoln campus). Dept. of Psychology. Current theory and research in motivation. University of Nebraska: University of Nebraska Press, 2003. Wilson, John P. Human resource development: learning training for individuals organizations. London: Kogan Page Publishers, 2005. Footnotes 1 Aspatore Books. The Role of Human Resources: Top Executives on Using HR to Drive Business Results and Add Value to a Company (Inside the Minds). (London: Aspatore Books, Incorporated, 2005), 45-53. 2 Mirza, Saiyadain. Human Resources Management. (New York: Tata McGraw-Hill Education, 2009), 1 3 Robert, Mathis and John Jackson H. Human Resource Management. (New York: Cengage Learning, 2010), 27. 4 Edward, Lawler and John Boudreau. Achieving excellence in human resource management: an assessment of human resource functions. (Stanford University: Stanford University Press, 2009), 21. 5 Kristin, Anderson and Carol Kerr. Customer relationship management. New York: McGraw-Hill Professional, 2002), 2. 6 Shoeb, Ahmad. Human Resources Management and Technical Changes. (New Delhi: Gyan Publishing House, 2004, 185. 7 Charles, Anderson. Tool Kit for Human Resources. (Lincoln: iUniverse, 2004),108. 8 John, Wilson. Human resource development: learning training for individuals organizations. London: (Kogan Page Publishers, 2005), 26-35. 9 William, Rothwell and Kazanas Hanze. Planning and managing human resources: strategic planning for human resources management. (New York: Human Resource Development, 2003), 478. 10 Michael, Armstrong. Strategic Human Resource Management: A Guide to Action. (London: Kogan Page Publishers, 2008), 72. 11 David, Ulrich. Human resource champions: the next agenda for adding value and delivering results. (New York: Harvard Business Press, 1996), 25. 12 Simon, Knox. Customer relationship management: perspectives from the marketplace. (New York: Butterworth-Heinemann, 2003), 3. 13 Daniel, Ionazzi. The stage management handbook. (New York: Writer’s Digest Books, 1992), 165. 14 Jerry, Green. Exploring the needs of teleworkers using Herzberg’s two-factor theory. (New York: ProQuest, 2009), 56 15 Harold, Koontz and Heinz Weihrich. Essentials of Management. (New York: Tata McGraw-Hill Education, 2006), 291 16 University of Nebraska (Lincoln campus). Dept. of Psychology. Current theory and research in motivation. (University of Nebraska: University of Nebraska Press, 2003), 175. 17 Jerry, Green. Exploring the needs of teleworkers using Herzberg’s two-factor theory. (New York: ProQuest, 2009), 56 This case study on The Role of Human Resource Knowledge in establishing Performance-Based Work environment: The Case of â€Å"Flambo Plast Gmbh† was written and submitted by user Rayden G. to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

American Revolution - Treaty of Alliance (1778)

American Revolution - Treaty of Alliance (1778) The Treaty of Alliance (1778) between the United State and France was signed February 6, 1778. Concluded between the government of King Louis XVI and the Second Continental Congress, the treaty proved critical to the United States winning its independence from Great Britain. Intended as a defensive alliance, it saw France provide both supplies and troops to the Americans while also mounting campaigns against other British colonies. The alliance continued after the American Revolution but effectively ended with the start of the French Revolution in 1789. Relations between the two nations deteriorated in the 1790s and led to the undeclared Quasi-War. This conflict was ended by the Treaty of Mortefontaine in 1800 which also formally terminated the 1778 Treaty of Alliance. Background As the American Revolution progressed, it became obvious to the Continental Congress that foreign aid and alliances would be necessary to achieve victory. In the wake of the Declaration of Independence in July 1776, a template was created for potential commercial treaties with France and Spain. Based on the ideals of free and reciprocal trade, this Model Treaty was approved by Congress on September 17, 1776. The following day, Congress appointed a group of commissioners, led by Benjamin Franklin, and dispatched them to France to negotiate an agreement. It was thought that France would prove a likely ally as it had been seeking revenge for its defeat in the Seven Years War thirteen years earlier. While not initially tasked with requesting direct military assistance, the commission received orders instructing it to seek most favored nation trading status as well as military aid and supplies. Additionally, they were to reassure Spanish officials in Paris that the colonies had no designs on Spanish lands in the Americas.   Treaty of Alliance (1778) Conflict: American Revolution (1775-1783)Nations Involved: United States and FranceSigned: February 6, 1778Ended: September 30, 1800 by the Treaty of MortefontaineEffects: The alliance with France proved critical to the United States winning its independence from Great Britain. FReception in France Pleased with the Declaration of Independence and the recent American victory at the Siege of Boston, the French Foreign Minister, Comte de Vergennes, was initially in support of a full alliance with the rebelling colonies. This quickly cooled following General George Washingtons defeat at Long Island, the loss of New York City, and subsequent losses at White Plains and Fort Washington that summer and fall. Arriving in Paris, Franklin was warmly received by the French aristocracy and became popular in influential social circles. Seen as a representative of republican simplicity and honesty, Franklin worked to bolster the American cause behind the scenes. Benjamin Franklin in Paris. Public Domain Aid to the Americans Franklins arrival was noted by the government of King Louis XVI, but despite the kings interest in assisting the Americans, the countrys financial and diplomatic situations precluded providing outright military aid. An effective diplomat, Franklin was able to work through back channels to open a stream of covert aid from France to America, as well as began recruiting officers, such as the Marquis de Lafayette and Baron Friedrich Wilhelm von Steuben. He also succeeded in obtaining critical loans to aid in financing the war effort. Despite French reservations, talks regarding an alliance progressed. The French Convinced Vacillating over an alliance with the Americans, Vergennes spent much of 1777 working to secure an alliance with Spain. In doing so, he eased Spains concerns over American intentions regarding Spanish lands in the Americas. Following the American victory at the Battle of Saratoga in the fall of 1777, and concerned about secret British peace overtures to the Americans, Vergennes and Louis XVI elected to forego waiting for Spanish support and offered Franklin an official military alliance. Surrender of Burgoyne at Saratoga by John Trumbull. Photograph Courtesy of the Architect of the Capitol The Treaty of Alliance (1778) Meeting at the Hotel de Crillon on February 6, 1778, Franklin, along with fellow commissioners Silas Deane and Arthur Lee signed the treaty for the United States while France was represented by Conrad Alexandre Gà ©rard de Rayneval. In addition, the men signed the Franco-American Treaty of Amity and Commerce which was largely based on the Model Treaty. The Treaty of Alliance (1778) was a defensive agreement stating that France would ally with the United States if the former went to war with Britain. In the case of war, the two nations would work together to defeat the common foe. The treaty also set forth land claims for after the conflict and essentially granted the United States all territory conquered in North America while France would retain those lands and islands captured in the Caribbean and Gulf of Mexico. In regard to ending the conflict, the treaty dictated that neither side would make peace without the consent of the other and that the United States independence would be recognized by Britain. An article was also included stipulating that additional nations may join the alliance in the hope that Spain would enter the war. Effects of the Treaty On March 13, 1778, the French government informed London that they had formally recognized the independence of the United States and had concluded the Treaties of Alliance and Amity and Commerce. Four days later, Britain declared war on France formally activating the alliance. Spain would enter the war in June 1779 after concluding the Treaty of Aranjuez with France. The entry of France into the war proved a key turning point in the conflict. French arms and supplies began to flow across the Atlantic to the Americans. In addition, the threat posed by the French military forced Britain to redeploy forces from North America to defend other parts of the empire including critical economic colonies in the West Indies. As a result, the scope of British action in North America was limited. Though initial Franco-American operations at Newport, RI and Savannah, GA proved unsuccessful, the arrival of a French army in 1780, led by Comte de Rochambeau, would prove key to the wars final campaign. Supported by Rear Admiral Comte de Grasses French fleet which defeated the British at the Battle of the Chesapeake, Washington and Rochambeau moved south from New York in September 1781. Surrender of Cornwallis at Yorktown by John Trumbull. Photograph Courtesy of the US Government Cornering the British army of Major General Lord Charles Cornwallis, they defeated him at the Battle of Yorktown in September-October 1781. Cornwallis surrender effectively ended the fighting in North America. During 1782, relations between the allies became strained as the British began pressing for peace. Though largely negotiating independently, the Americans concluded the Treaty of Paris in 1783 which ended the war between Britain and the United States. In accordance with the Treaty of Alliance, this peace agreement was first reviewed and approved by the French. Nullification of the Alliance With the end of the war, people in the United States began to question the duration of the treaty as no end date to the alliance was stipulated. While some, such as Secretary of the Treasury Alexander Hamilton, believed that the outbreak of the French Revolution in 1789 ended the agreement, others, such as Secretary of State Thomas Jefferson, believed that it remained in effect. With the execution of Louis XVI in 1793, most European leaders agreed that treaties with France were null and void. Despite this, Jefferson believed the treaty to be valid and was backed by President Washington. As the Wars of the French Revolution began to consume Europe, Washingtons Proclamation of Neutrality and the subsequent Neutrality Act of 1794 eliminated many of the treatys military provisions. Franco-American relations began a steady decline which was worsened by the 1794 Jay Treaty between the United States and Britain. This began several years of diplomatic incidents which culminated with the undeclared Quasi-War of 1798-1800. USS Constellation (1797) engages LInsurgente during the Quasi-War with France, February 9, 1799. U.S. Naval History Heritage Command Fought largely at sea, it saw numerous clashes between American and French warships and privateers. As part of the conflict, Congress rescinded all treaties with France on July 7, 1798. Two years later,  William Vans Murray, Oliver Ellsworth, and William Richardson Davie were dispatched to France to commence peace talks. These efforts resulted in the Treaty of Mortefontaine (Convention of 1800) on September 30, 1800 which ended the conflict. This agreement officially ended the alliance created by the 1778 treaty.

A small descriptive story Assignment Example | Topics and Well Written Essays - 250 words

A small descriptive story - Assignment Example quest to secure China’s territorial security from the Mongols, Emperor Qin Shu Huang led in the efforts of building the wall by uniting all leaders in the country. The Wall consists of fortifications and wall posts that are an amalgamation of heights, widths and construction materials. The defensive role of the Wall is evident through the crenulations that were used for surveying enemies and killing invaders by the soldiers. At certain points of the wall, visible reflections of China’s socio-cultural history are evident. A case in point is the Juyong pass that was constructed by a marble platform complete with sculptures of the four Heavenly deities. Furthermore, inscriptions of Buddhist incantations and 2000 sculptures are replicate on the wall. Despite, sections of the Great Wall giving way to wear and tear, much of it stands as a testament to China’s rich culture, military strength and architectural