Managerial Accounting and Organizational Controls Case Study

Managerial Accounting and Organizational Controls - Case Study Example This is done by standard reports that are generated at regular intervals. They may be generated monthly, quarterly, or annually and adhere to standard guidelines that are accepted by the accounting industry. The reports tell the amount of business, cost of sales, debt, and assets that a company has. The reports are used by creditors, bankers, investors, and shareholders to make financial decisions in regard to the company. Government agencies use these reports to calculate taxes and fees. These reports are routinely audited by outside parties to assure that proper accounting methods are being used and that the reports contain accurate information. This helps to safeguard investors and shareholders from financial loss and keeps investors and creditors apprised of the condition of the company's finances. Legal and ethical issues arise when external accounting is faulty and presents an incorrect view of the company's financial situation. If it is done intentionally, it is a grave legal issue as has been seen with some companies in the news recently. If it is done in error, or because of bad judgment, it is a serious violation of ethics and may also be criminal. The importance placed on these reports being correct cannot be overstated.

Persuasive Essay Example for Free

Persuasive Essay Obama Immigration Policy Illegal immigration has been a major issue in the United States (US), for those who leave their home countries for the American dream. These people are deported when found; completely up-rooted from lives they built. This affects illegal immigrants from men and women, which migrate illegally, to their children often, brought to the United States for a better chance at life. Furthermore, this piece will illustrate the issues illegal immigrants face along with a new policy, which has the potential to change lives for illegal immigrants with productive intentions. In June 2012, President Barrack Obama announced a new policy, which could delay illegal immigrants from experiencing deportation. The new policy is aimed at those who illegally came to this country as children, and who have generally stayed out of trouble since they got here (Simon, 2012). Under the administrations new plan, these immigrants would get a temporary, two-year waiver from deportation, and would also be eligible for a work permit (Simon, 2012). Those eligible can seek what amounts to a two-year deferment of any prosecution for being in this country illegally, a deferment, which is infinitely renewable (Fischer, 2012). Scott Horsley from the National Public Radio News (NPR) Stated, â€Å" the policy is aimed at people who came to the U. S. when they were under the age of 16, and whove lived here for at least five years. Those who have gone to school, finished school, gotten their GED, or served in the military, and who are not yet 30 years old. These are, if you will, the most innocent of illegal immigrants, those of whom Mr. Obama said they are Americans in every way but on paper. † This move could affect 800,000 to 1. million illegal immigrants. A few of my own family members could be affected by this. I have cousins, which came to the US illegally with their parents and have excelled since being here in the United States, but the threat of deportation is a constant reality. Some have been victims of crimes, and didn’t contact the authorities, for fear of being torn out of the lives they built. The new policy could be beneficial to my family as well as many other families who fear f amily members not coming home at the end of the day. This could be a temporary solution for the working class immigrants. A few arguments are that some think this back-door amnesty. Gov Jan Brewer stated, What he has done today is he is going to give documentation to nearly a million people that have arrived in our country illegally and not by the rule of law. † Another argument is that the Obama administration has decided to stop following laws already passed by Congress and act as if its preferred policies are law. More particularly, the DREAM Act, which failed to pass Congress. President Obama has used executive power to bring back parts of the DREAM Act, and is going along with policy rather than law. What President Obama has done is legal, but could set a regrettable precedent, where presidents in the future could refuse to follow laws because of disagreement with certain elements of those laws. Illegal immigrants are can apply for the two year waiver from deportation, but it is clear this is not a path to citizenship. Non-citizens will not be able to vote. These immigrants will also have to complete the same application process as all others do for work permits. Federal work permits will be given to those, which are granted prosecutorial deferment. I believe this new policy is a morally right decision. I personally have served in the armed forces with some of these immigrants, and a few have even defended the US better than some US citizens, for a country that does not want them. For example, one of my brothers in arms is a Philippine National, and while serving a deployment in Iraq his wife and newborn son were deported , which led to a long strenuous application process. To be blunt, it is a smack in the face to deport or prosecute veterans for immigration laws because they have served the US government and supported and defended the Constitution were to approve the new policy, immigration courts would be able to shift their focus to the illegal immigrants, which have bad intentions, criminal records, no tax record, or more blatantly put the individuals who should be prosecuted and deported. Some did not even know they were not citizens until they applied for drivers licenses, or college scholarships, etc. I just do not think it is right to deport or prosecute people who are not doing anything to hurt the United States, and if they show promise. So to recapitulate, the immigration policy was announced in June 2012. It has the potential to help, those brought to the US not by their own doing. Specifically, it helps anyone who was under the age of 16 upon illegal entry, has been in the US for five years, not more than 30 years old, veterans, and those with no criminal records.

Whitey’s: The Bar amidst the Prairies :: Free Descriptive Essay About A Place

Whitey’s: the Bar amidst the Prairies Before going to the legendary Whitey’s in East Grand Forks, MN, I had thought it was bar patroned by middle-aged people. There didn’t seem to be as many college students going there. When writing about this place, I positioned myself in a neutral ground. I am from Grand Forks, and lived there for ten years, but attend college at NDSU, not UND (NDSU’s rival). I came to see or know Whitey’s through my older sister and friends who frequented there and I actually went there for my sophomore year of homecoming with friends when it was a restaurant as well. It is strange to write about the bar now that both the bar and I have changed. What I found by visiting Whitey’s was some the joy of watching others. Listening to their conversations, hearing their whispers, feeling like a part of something in that bar was fulfilling. I came to find Whitey’s as being a place of fulfillment and satisfaction not only for the alumni of UND or the regulars, but for myself as an outsider as well. I felt comfortable at this local nostalgic bar. When coming into this place, I felt a sense of comradry and affection. It was UND’s homecoming weekend, and this was the place to be for the alumni. The first thing you see when you walk into Whitey’s is the bar to your left, the bar down the aisle, and the pool tables to your right and left, different from most bars I have been to with the dance floor being the first thing you see. There are neon signs hanging behind the bar to your left giving specials on $1.50 pints of beer. As I glided in I could feel the reunion amongst the alumni and it almost became cozy to an outsider such as myself. It happened to be very cold outside, and very warm inside, furthering the sense of coziness. I sat at the bar farthest back with friends and began to try to understand and learn about the people around me, without interfering. The first person who caught my eye was a young man, probably late 20’s. He reeked of alcohol and walked in surrounded by friends coming down that long aisle that lead to the bar.

Sugar Sweet :: Papers

Sugar Sweet The sugar pulsed through her blood. She took another bite. The smooth, sweet chocolate fused into her body removing the pain. She could feel their stares. Burning through her as she ate. She seized the remainder of the chocolate and walked out. It was intolerable. Every time she ate she could feel those around her wishing to throw up. She could feel their whispers of disgust. As she was leaving the food court she felt a tap on her shoulder. She spun around, preparing herself for another snide remark about her size. "What?" she snapped. "You forgot this" the girl replied, her tight jeans accentuating her flawless figure. The girl handed the leaflet to her. "Looks like you might need it" With a snort of laughter she left and returned to her friends. She ran through the rest of the shopping centre. Past the countless shops, pictures of stick figure models stuck to their windows. Sitting under the stairs on the station she extracted the remnants of a family block of chocolate from her bag. She flicked through the leaflet "Lose weight now". She had never seen it before. She began sobbing. The train pulled out of the station. She remained sitting hidden under the steps. Consumed by distress the tall figure that slid up next to her went unnoticed. He lit a cigarette causing her to jump. "What's the problem, babe?" he said offering her a cigarette. "No thanks I don't smoke" she muttered, wiping away the tears. Suddenly conscious of her size she folder her arms across her stomach. "Hey I've seen you before" she sniffed, "You're Dads apprentice" "Yeah, that's me. Look, do you want a lift somewhere?" Face flushed, crying, she unlocked the front door and ran upstairs to her bedroom. She shouldn't have done it. His sweet charm had left her trapped in a car while he tried to come closer. "Give it ago, come on I promise it won't hurt". He had thrust two pills into her mouth.

Human Resource Management in Brunei Essay

Rousseau (1990) defines culture as a set of common values and understandings obtained through socialization (Noe, Hollenbeck, Gerhart, & Wright, 2008). As such, the Islamic laws define the fundamental customs and lifestyle of Bruneians. Nevertheless, culture is an elusive behavior, which can be refined and redefined as the macro-environment changes. We explore how attitudes and perspective can be changed, in order to better adapt to technologies through laws and policies, without contradicting the essentials of Islamic culture thus improving their economy. The General Order in Brunei provides employees with high social security and benefits; they are entitled to ‘lifetime employment’ (Dore, 1973). Thus leading to insufficient supply of jobs for the younger generation who makes up the largest percentage of the unemployment rate. Additionally, paternalism is evident in Brunei; superiors act as a father figure in the organization and employees show utmost respect for their managers. Thus illustrating the relationship between cultural influences and organizational behavior. Foreign investments and tourism in Brunei have been severely impeded due to their inflexible Islamic culture, hence affecting Brunei’s integration with the world. According to the Ministry of Foreign Affairs in Pakistan, the importance of ‘liberation of visa regulations’ will ‘boost tourism and trade opportunities’ (Ying Chua, 2010). However in Brunei, regulations on foreign investments must comply with the standard of their Islamic laws, which hinder growth. Thus, exemplifying that culture affects its economy as it set the boundary of Brunei’s business environment. It is difficult for Brunei to fully integrate their economy with western countries due to very differing culture. Nonetheless, she can aim to be the capital for the Islamic world. For example, it can be the financial capital for the Middle Eastern countries, or even the world main supplier for Halal food in the world. This acts as a double-edge sword for Brunei because Brunei will not compromise their rich culture for economical gains. However before attaining such standards, Brunei has to examine their technological infrastructure and whether Bruneians are ready to adapt themselves for changes. Bruneians pride themselves on their rich Islamic culture hence they are less receptive to changes that appear to be in conflict. The sultanate laws never inculcated the use of technology until the mid 21st century, the government through its education system (Ganske & Hamidon, 2006). However the older generation, which the workforce mainly consists, is less responsive to such drastic changes. Firstly, it is against their culture to voice differing viewpoints to their superiors as it is considered disrespectful therefore, severely curtailing their initiative thus breeding complacency and conformity. Secondly, the lack of formalization (Chan, Foo, Nelson, Timbrell, & Othman, 2010) contradicted the implementation of new technologies; ‘the announcement to embark on e-government (a B$1 billion project) was made in 2000 but it was not until 2003 that the actual planning started (Kifle & Cheng, 2009)’, this 3 years gap have left many Bruneians confused about the process and pro gress. Language is part of a country’s culture. (Bakar, 2008). Therefore any language differences, will significantly hinder Bruneians’ adaptation to technology. Brunei’s national language is Malay while new technologies developed are instructed in English. This sudden change in the use language has adversely impeded on their adaptation. Nevertheless, this is only applicable to the older generation as Brunei government has enforced bilingualism in their current education system. A shift in their language culture from solely Malay to bilingualism will enhance their adaptation to new technology hence fulfilling Brunei’s vision of becoming an e-government whereby all traditional manual paperwork are electronically done. It is indisputable that Brunei will always be ruled by a strict set of Islamic laws, which forms the core principle of the country. Nonetheless, the problems faced by Brunei can be corrected through prudent laws and policies that can be inculcated as part of their culture. Culture shapes the fundamental of the legal and political system in Brunei. The Sultanate laws favour the Brunei Malays because of their shared values and customs while indigenous minorities are viewed inferior (Braighlinn, 1992). This partial treatment could potentially jeopardies Brunei’s economy by distancing relationships with developed countries because of very differing culture and customs and these developed countries have valuable resources, which Bruneians can acquire from. For example, skilled professionals from other countries will be hesitant to enter Brunei’s workforce because they have slower social advancement and benefits. This can be improved on without changing the core principles of Islamism. Furthermore, it is because of their traditional principle of ‘strict essence of conformity and consensus’ (Kramar & Syed, 2012) that has tremendously thwarted their country’s global integration. Brunei’s doctrine, ‘does not allow organization or individual to challenge the government and its policies’, has adversely stunts employees’ initiative. The Majesty criticized their work indifference, working ‘just like a robot with no direction, initiative or common sense’ (Low, Zain, & Ang, 2012). Such inflexible and flaccid work-attitude, would only curtail individual’s motivation at work and more drastically, leading to colossal losses to the organization. To a great extent culture sets the tone of how a country should be governed by defining the boundaries of their operations. However, we can no longer say that a country’s culture is a separate entity from its political system or from its economy or even their adaptation to technology. Culture orientates the parameters of one’s laws and policies, which in turn affects the growth of its economy. Likewise, a technologically cultured country brought about through good policies, could bring about many benefits to its economy. All these factors are intertwined and together they work as a whole system as to how a country, whether private or public companies, should be run. However there are certain strategies which the government can undertake to help individual adapt to the technology. The Government Employee Management System (GEMS) is a project, which aims in achieving an interactive and integrated public service. (Brunei Government Prime Minister’s Office 2010) Human Resource Management (HRM) consists of 2 main functions; the process of managing people in the organization in a structured and thorough manner, e.g. hiring people and retention of people. Secondly, the management of people within an organization e.g. managing relationship between management and employees. Critically, HRM requires the use of technology-based platforms to ensure efficiency and high-productivity of an organization. Thus, the importance of implementing GEMS and ensuring success to facilitate HRM better. Introduction of the use of technical system for HRM Government Employee Management System (GEMS) is a web-based system that enables, â€Å"efficient data input and greater transparency, which allows better management of HRM practices such as recruitment, compensation and benefit.† (Brunei Government Prime Minister’s Office 2010) To achieve greater effectiveness, GEMS will automate a significant number of tasks that were previously done manually. Employees’ information will now be kept in a database accessible to all departments, and it will be easily attainable. It would fasten decision-making because information would be readily available whenever required. Responses of Advancement of technology in HRM However, GEMS was not well received by employees. The Majority of the population belongs to the Malay community, thus finding it difficult to adapt to the English web-based system. Strategies that involve Human Resource enable individual employees to adjust themselves to technological changes Re-training of Employees GEMS was found as a complex system, training is thus, crucial to assist staff and officers to adapt and operate GEMS effectively. Training will greatly assist employees to better manage GEMS, as employees would be able to constructively operate the new system independently. Further mentoring is needed to ensure employees have fully comprehended the use of the system. At the same time creating a sense of achievement and often boost employee’s morale. However, there are several disadvantages and cost to re-train employees. Firstly, the large amount of people in an organization makes it difficult to schedule trainings (N Nayab 2010). Secondly, training requires a lot of time and ample resources, which could be economically disadvantageous in the short run. Hence, organization should thoroughly consider the pro et contra before sending employees for re-trainings. Motivating of employees Another key approach to assist staff and officers to adapt effectively to such changes is through motivation. Rewarding Employees A reward system can be created to encourage the use of technology. A good strategy to ensure adaptation for employees would be the use of monetary benefits. For example, HRM could implement an incentive plan by recognizing its employees for its efforts to adapt and use new technologies. It aims to acknowledge good performance and address the gap between the organization goals set for employees and the final outcomes. Increase job satisfaction of employee The more contented an employee is with its job, the higher possibility an employee would be adaptive to changes. (Richard W. Scholl 2003) Employers can consider satisfying employees’ job satisfaction, such as pay, working hours and job security. With job satisfaction, employees would be more adaptive to changes and the willingness to ensure effective operation of GEMS, which in result beneficial to the company in the long run. However, motivation is subjective. While it can empower employees and employers, its effect may be short term. Therefore, effort must be made consistently, for it will not be able to fulfil its long term effect of adaptation towards new organization goals. Strategies by Singapore Government A country’s adaptation towards technology is nurtured over time, and Singapore is a good example for Brunei to help individual adapt to technology. Singapore encourages technology development in its bid to become the next Silicon Valley (Gregory Gromov 1986). Singapore Government has created schemes and funding, which include cash grants, tax incentives and debt financing (AsianOne 2009). Brunei Government could also implement special schemes and grants dedicated to attract setup and ensure success, encouraging entry of foreign technology investors. This will subsequently, benefit Brunei as it helps risk reduction, in terms of investment in the long run. To further encourage the development of new innovations, SPRING Singapore has a special Technology Innovation Programme (TIP) for those who are able to develop new inventions or improve existing ones (SPRING Singapore 2012). Such programs and campaigns could be implemented in Brunei, encouraging Brunei to be exposed to the latest technology available, resulting in the increase of tech savvy consumers over the years. The above are just some strategies, which Brunei can adopt to help individual adapt to technological changes. There are many other strategies and prudent policies which Brunei can mirror, modeled by the western countries without compromising its core principle of Islamism. HRM is not culturally neutral. The nature of the scope is linked with local institutions, labour laws, corporate strategies and industrial relations vary greatly across national borders. Social Rights Bruneian adheres to the MIB ideology, a set of guiding values with the incorporation of the importance of Islam as a religion. This strict rule over the country means there are limitations to the freedom of speech, freedom of associations and collective bargaining (Kramar & Syed, 2012). However, despite the strict conformity, the government has adopted flexible and family-friendly policies (Kramar & Syed, 2012). For instance, General Order states that one should work no more than 8 hours and there are flexibilities when family responsibilities arise. America offers a much higher degree of freedom to its people. In the case of her stipulated law, â€Å"employees shall have the right to organize and to bargain collectively through representatives of their own choosing, and shall be free from the interference, restraint, or coercion of employers†¦. in the designation of such representatives.† (Stough, 1933). This leads to the formation of Labour Unions, which give the workers’ rights to negotiate terms with the management. The political system of the two countries sets them apart. In Brunei, HRM has to adhere to the country’s strict conformity, affecting multiple HRM issues such as appointments, discipline, work etiquette and appointments. Its people have little or no say over what is decided for them, unlike America. This social rights has seen the formation of Labour unions; an idea in which the government of Brunei will never tolerate. Sociocultural Individualism vs. Collectivism Brunei is more of a collectivist – the working environment culture is such that the people who work together are closely knitted, like a big family (Salleh & Clarke). Supervisors and officers are treated with respect like that of a parent (Kramar & Syed, 2012). Employees have no qualms sharing any problems and issues with their managers. Such informal relationship leads to total loyalty to their group; it gives the workers the sense of belonging and security. America, on the other hand, is represented by individualism (Gorrill, 2007). The need to develop personal relationships is less significant in comparison to Brunei. Individual performances are, instead, highly valued in American culture; managers are only approached for help in essential situations (Gorrill, 2007). The American corporations subscribe to formal corporate planning procedures and are generally viewed as unconcerned with promoting long-term loyalty to the organisation (Beechler, Najjar, Stucker, & Bird, 1996). Thus, a highly competitive work ethic is cultivated, leading to less job security Low vs. High Power Distance With a hierarchical relationship in place, Brunei is thought to possess a high power distance. However, it is not the case. The nurturance and care provided to the subordinates by their superiors imply that a paternalistic relationship is present (Aycan, et al., 2001). In return, the subordinate are loyal to their superior. The relationship positively impacts on the employee participation rates in decision making and problem solving. Evidently, it lowers the power distance between managers and their subordinates. Western cultures are, more than often, represented with a low power distance, thus a certain degree of informality is present. However, in America, an authoritative and organisational hierarchy is very much accepted and entrenched in its business culture (Dana, 2010). In other words, decisions are made from the top. The hierarchical chain of command often supersedes personal relationship and clear distinctions are made between work colleagues and friends (Gorrill, 2007). These leads to a significant power distance between managers and employees. Economy The economic context of a country is hardly predictable and stable, but it is most likely to have long-term consequences for HRM (Kramar & Syed, 2012). The supply and demand of labour forces vary accordingly to the country’s unemployment level. Supply and demand of labour force The benefits offered by the Brunei’s public sector, coupled with the family-style work culture, create a stable and secured work environment. As such, a job position will, almost, only be available when someone retires or resigns (Kramar & Syed, 2012). This brings about minimal turnover and thus, leads to an oversupply of labour force. America also faces unemployment issues but however, causes and implications are different and unlike Brunei, the issue is not a long term one. In the States, companies are unconcerned with long time loyalty and retrenchment may occur due to poor performances, intensifying job competition (Gorrill, 2007). Despite facing similar unemployment problems, HRM from the two countries has to tackle the problem very differently. When 1,000 applicants apply for a job with only 4 vacancies, HRM in Brunei has to ensure the right people are hired for the jobs (Kramar & Syed, 2012). (Salleh & Clarke)While in America, HRM faces the challenges of recruiting people for jobs because intense job competitions bring about a lack of job security. Bibliography AsianOne (2009), Singapore Press Holdings Ltd., Singaporeans second most tech savvy in the world, viewed 15 February 2013 . Aycan, Z., Kanungo, R. N., Mendonca, M., Yu, K., Deller, J., Stahl, G., et al. (2001). Impact on Culture on Human Resource Management Practices: A 10-Country Comparison. Oxford: Blackwell Publishers. Beechler, S., Najjar, M., Stucker, K., & Bird, A. (1996). Japanese-style versus American-style Human Resource Management Overseas: Examining Whether the Data Support the â€Å"Facts†. New York: Columbia University. Black, A. (2008). Ideology and law: the impact of the MIB ideology on law and dispute resolution in the sultanate of Brunei Darussalam. Asian Journal of Comparative Law. Braighlinn, G. (1992). Ideological Innovation under Monarchy: Aspects of Legitimation Activity in Contemporary Brunei: Aspects of Legitimation Activity in Contemporary Brunei. The Netherlands: VU University Press. Brunei Government Prime Minister’s Office (2010), GEMS Background, viewed 15 February2013, . Bujang, A. G. (1987). Education for Nationhood. Southeast Asian J. of Education Studies . Dana. (2010). Downside of a low power-distance culture. Chicago: Investoralist. Gregory Gromov (1986), Silicon Valley History, viewed 15 February 2013, . (Gregory Gromov 1986) Gorrill, J. R. (2007). Doing Business in the United States of America / US Social and Business Culture. London: Communicaid. Hofstede, G. (1980). Culture’s Consequence: International Difference in Work Related Values. California: SAGE Publications Inc. Kramar, R., & Syed, J. (2012). Human Resource Managment in a Global Context. U.S: Palgave Macmillan. Kon, J. (2013, January 24). Over $1B spent in first year of 10th NDP. Retrieved February 5, 2013, from Borneo Bulletin: http://borneobulletin.com.bn/index.php/2013/01/24/over-1b-spent-in-first-year-of-10th-ndp/ Kramar, R., & Syed, J. (2012). HRM in Brunei’s public sector. In R. Kramar, & J. Syed, Human Resource management in a global context (pp. 27-30). New York: Palgrave Macmilan. Low, P. K., Zain, A. Y., & Ang, S.-L. (2012). The key principles of managing people: The Brunei perspective. interesjournal , 3, 594-602. N Nayab (2010), Pros & Cons of Company-Paid Employee Training, viewed 15 February 2013, Noe, R. A., Hollenbeck, J. R., Gerhart, B. A., & Wright, P. M. (2008). Human Resource Management; Gaining a competitive advantage. New York: McGraw Hill. Richard W. Scholl (2003), Job Satisfaction, viewed 15 February 2013, . Ronald Phillip Dore, 1973, ‘British factory-Japanese Factory: The Origins of National Diversity of Industrial Relations.’, Chapter 10, pg 264 Salleh, N. M., & Clarke, N. Emotions and their management during a merger in Brunei: The Impact of National Culture. Gadong; Southhampton: Institut Teknologi Brunei; University of Southhampton. SPRING Singapore (2012), Technology Innovation Programme (TIP), viewed 15 February 2013, (SPRING Singapore 2012). Stough, D. (1933). Trade unionism under the recovery program. Washington, DC: DC: CQ Press. World Trade Organization (WTO), 2001, ‘Trade Policy Reviews: First Press Release, Secretariats and Government Summaries’, viewed 20 February 2013, http://www.wto.org/english/tratop_e/tpr_e/tp164_e.htm Ying Chua, 2010, ‘Strict visa rules a factor in limited Pakistani trade presence, tourism’, The Brunei Times, May 7, http://www.bt.com.bn/business-national/2010/05/07/strict-visa-rules-factor-limited-pakistani-trade-presence-tourism

Routines in Healthcare that seem to be inefficient Essays

Routines in Healthcare that seem to be inefficient Essays Routines in Healthcare that seem to be inefficient The scientific management theory was advanced by Frederick W. Taylor. He was an engineer and inventor. The theory seeks to enhance an organization's efficiency by systematically increasing the efficiency of task completion by using engineering, scientific, and mathematical analysis. Additionally, the aim is to reduce waste, upsurge the methods and production methods and generate a just distribution of goods. This purpose serves the employers, employees and societys common interests (America in Class, n.d.). He established 4 principles centered on this theory: 1. Managers ought to collect information, analyze it, and lessen it to laws, rules, or mathematical formulas. 2. Managers must scientifically choose and train workers. 3. Managers should guarantee that the techniques which are developed by science are utilized by the workers. 4. Managers are duty-bound to apply the work similarly between workers and themselves where they apply scientific management theories to the planning process and the workers carry out the tasks with regard to the plans. An instance of a routine in healthcare that appear to be inefficient can relate to understaffing a floor with a potentially high acuity rate. In the medical facility that I usually work in, conscription is grounded on the census of the floor as opposed to the level of acuity which ultimately leads to a culmination of shift overtime, thus in my view, this leads to nurse dissatisfaction as well as more medical errors. An instance of a participative decision making that is present at the workplace is inspiring leading to nurses becoming members of the hospitals Shared Governance Committee. Regularly, such a committee provides autonomy to nurses to be involved in the decision making process in their practice. Most hospital have nurses who are part of recruitment and retention council, nursing informatics council, nursing practice council, and MAGNET council as a component of the powerful Shared Governance Committee. References America in Class. (n.d.). Retrieved from http://americainclass.org/wp content/uploads/2013/03/Taylor-Scientific-Management-1910-excerpt.pdf

Top Characteristics of Ancient Civilizations

Top Characteristics of Ancient Civilizations The phrase top characteristics of civilization refers both to the features of societies that rose to greatness in Mesopotamia, Egypt, the Indus Valley, Chinas Yellow River, Mesoamerica, the Andes Mountains in South America and others, as well as to the reasons or explanations for the rise of those cultures. Why those cultures became so complex while others faded away is one of the great puzzles that archaeologists and historians have attempted to address many times. The fact that complexity happened is undeniable. In a short 12,000 years, humans, who organized and fed themselves as loosely associated bands of hunters and gatherers eventually developed into societies with full-time jobs, political borders, and detente, currency markets and entrenched poverty and wristwatch computers, world banks, and international space stations. How did we do that? So, What is a Civilization? The concept of a civilization has a fairly grubby past. The idea of what we consider a civilization grew out of the 18th-century movement known as the Enlightenment  and the term is often related to or used interchangeably with culture. These two terms are tied up with linear developmentalism, the now-discredited notion that human societies evolved in a linear fashion. According to that, there was a straight line that societies were supposed to develop along, and ones that deviated were, well, deviant. That idea allowed movements such as kulturkreis in the 1920s to brand societies and ethnic groups as decadent or normal, depending on what stage of the societal evolution line scholars and politicians perceived them to have achieved. The idea was used as an excuse for European imperialism, and it must be said still lingers in some places. American archaeologist Elizabeth Brumfiel (2001) pointed out that the word civilization has two meanings. First, the definition arising from the grubby past is civilization as a generalized state of being, that is to say, a civilization has productive economies, class stratification, and striking intellectual and artistic achievements. That is contrasted by primitive or tribal societies with modest subsistence economies, egalitarian social relations, and less extravagant arts and sciences. Under this definition, civilization equals progress and cultural superiority, which in turn was used by European elites to legitimize their domination of the working class at home and colonial people abroad. However, civilization also refers to the enduring cultural traditions of specific regions of the world. For literally thousands of years, successive generations of people resided on the Yellow, Indus, Tigris/Euphrates, and Nile rivers outliving the expansion and collapse of individual polities or states. That sort of a civilization is sustained by something other than complexity: there probably is something inherently human about creating an identity based on whatever it is that defines us, and clinging onto that. Factors Leading to Complexity It is clear that our ancient human ancestors lived a far simpler life than we do. Somehow, in some cases, in some places, at some times, simple societies for one reason or another morphed into more and more complex societies, and some become civilizations. The reasons which have been proposed for this growth in complexity range from a simple model of population pressure- too many mouths to feed, what do we do now?- to the greed for power and wealth from a few individuals to the impacts of climate change- a prolonged drought, a flood, or tsunami, or a depletion of a particular food resource. But single-source explanations are not convincing, and most archaeologists today would agree that any complexity process was gradual, over hundreds or thousands of years, variable over that time and particular for each geographic region. Each decision made in a society to embrace complexity- whether that involved the establishment of kinship rules or food technology- occurred in its own peculiar, and likely largely unplanned, way. The evolution of societies is like human evolution, not linear but branched, messy, full of dead ends and successes not necessarily marked by the best behavior. Nevertheless, the characteristics of burgeoning complexity in a prehistoric society are pretty much agreed upon, falling roughly into three groups: Food, Technology, and Politics. Food and Economics increasing sedentism- a reduction in the amount of mobility within a society, allowing or requiring people to settle down in one place for longer periodsthe need to produce a stable and reliable source of food for your group, whether by growing crops, called agriculture; or raising animals for milking, plowing or meat, called pastoralismthe ability to quarry and process tin, copper, bronze, gold, silver, iron and other metals into usable objects, known  as metallurgythe creation of tasks that require people who can dedicate part or all of their time to complete, such as textile or pottery production, jewelry production and referred to as craft specializationenough people to act as a workforce, be craft specialists and require the stable food source, referred to as high population densitythe rise of urbanism, religious and political centers, and socially heterogeneous, permanent settlementsthe development of markets, either to meet the demands of urban elites for food and status goo ds or for common people to enhance the efficiency and/or economic security of their households Architecture and Technology the presence of large, non-domestic buildings constructed to be shared by the community, such as churches and shrines and plazas and collectively known as monumental architecturea way to communicate information long distances within and outside of the group, known as a writing systemthe presence of a group level religion, controlled by religious specialists such as shamans or priestsa way to know when the seasons will change, by means of a calendar or astronomical observationroads and transportation networks that allowed communities to be connected Politics and People Control the rise of trade or exchange networks, in which communities share goods with one another, leading tothe presence of luxury and exotic goods, such as baltic amber), jewelry made from precious metals, obsidian, spondylus shell, and a wide variety of other objectsthe creation of classes or hierarchical posts and titles with different levels of power within the society  called social stratification and rankingan armed military force, to protect the community and/or the leaders from the communitysome way to collect tribute and taxes (labor, goods or currency), as well as private estatesa centralized​ rule, to organize all those various things Not all of these characteristics necessarily have to be present for a particular cultural group to be considered a civilization, but all of them are considered evidence of relatively complex societies. 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