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Review of Cancer Treatments - 2177 Words

Oncology: The Painfully Great Science Outline -Introduction -What is Cancer? -What is Oncology? -Rituxan -Avastin -Revlimid -Gleevec -Conclusion Oncology: The Painfully Great Science â€Å"When someone has cancer, the whole family and everyone who loves them does, too.† – Terri Clark This statement is very true. When someone is diagnosed with cancer it starts a journey down a road that no one wants to travel on. In recent years, there have been countless trials and tests to find a cure for this terrible disease but none have been entirely successful. There are treatments on the market that can help and slow down the process, but they have various side effects that aren’t quite appealing. The best treatments in†¦show more content†¦Progressively, the survival rate from cancer has doubled, and more people are surviving now than ever before. Cancer is still the largest cause of death than any other disease; consequently researchers realize they still have a long way to go. Some of the leading oncology drugs on the market today include; Rituxan, Avastin, Revlimid, and Gleevec. Figure one (pictured below) shows the profits of these drugs in the year 2011. Cancer drugs represent the second biggest category of pharmaceuticals sold in the U.S. worldwid e. Sales of cancer drugs are estimated to grow progressively, due to the population of cancer patients globally and by the opportunities given by the cancer drugs and oncology research. These things open the door for possible long-term disease management and control. This white paper will explore the recent discoveries in the oncology field and how the treatment works in the body. Although the drugs are helping patients daily, there is still room for improvement. Profits in 2011 Rituxan $3 billion Avastin $2.66 billion Revlimid $1.66 billion Gleevec $1.51 billion Gleevec WHAT IS CANCER? Each cell in the body has a regulated system that controls their growth, maturity, reproduction and eventual death. 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Fatigue may be an isolated problem or a part of groupRead MoreAlternative Forms Of Medicine For Breast Cancer Rates775 Words   |  4 PagesContext Breast cancer rates are continuously on the rise, and improvements in diagnostic technology have made it possible for patients to undergo treatment as early as possible in attempt for a higher survival rate. However, conventional treatments such as radiation and chemotherapy leave patients weak, fatigued, and often depressed. Alternative forms of medicine are being sought out to provide a better experience for these breast cancer patients. This systematic review examines the effects of twoRead MoreSystematic Review Paper981 Words   |  4 Pagesin early detection and treatment of colorectal cancer has seen marked improvements in recent years. However, it is still the third leading cause of cancer related death worldwide. 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The first search term used was: ((diffusion weighted imaging (Fluorodeoxyglucose F18[Mesh]) AND Diffusion Magnetic Resonance Imaging[Mesh] ) AND neoplasm) NOT brain. This gave a total of 66 possible articles. After filtration of only clinical trials in the past 10 years 5 articles lasted. Only one of these articles was included into this review (1). The others were excluded due to: the absence of statisticalRead More Women Coping with Breast Cancer Essay1688 Words   |  7 Pageswith Breast Cancer Coping has been closely connected to stress; it involves a process by which a person attempts to restore balance in response to a stressful life event (Henderson, Gore, Davis, and Condon, 2003). The most common cancer among Canadian women in 2010 is breast cancer. An average of 445 Canadian women will be diagnosed with breast cancer and an average of 100 Canadian women will die of breast cancer every week (Canadian Cancer Society, 2010). 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Training and Development Program for Bass Pro Free Essays

Training and Development program for Bass Pro Shops Top Managers Training and Development Final paper Bass Pro Shop Company Overview Bass Pro Shop (Outdoor World) is a private retailer known of selling hunting, fishing and camping gear related to all outdoor and recreational activities that started in Missouri in 1972. By 1974, Bass Pro Shops became very popular and its first catalog first was mailed out. Soon, it became the world’s largest mail order sporting goods store. We will write a custom essay sample on Training and Development Program for Bass Pro or any similar topic only for you Order Now Around 1995, Bass Pro Shops Sportsman’s Warehouse opened in Atlanta, Georgia, its first store outside the state of Missouri. Today, Bass Pro Shops became one of America’s premier outdoor retail leaders serving over 75 million sportsmen. Bass Pro Shops have over 39 stores within the US and have several other stores that do not fall under the Outdoor World flagship brand The article we will be analyzing for this paper is called, Bass Pro Failed to Hire Blacks and Hispanics at its Stores Nationwide, EEOC Says in Suit. The article was press released on September 21, 2011 by The U. S. Equal Employment Opportunity Commission. Bass Pro Shop Outdoor World is being accused in a nationwide federal lawsuit of discriminating against qualified black and Hispanic employees and applicants since 2005 (EEOC, 2011). Bass Pro Shops is additionally being accused of retaliation against employees who were against the discriminatory practices, firing them or forcing them to quit their jobs. They also destroyed or did not save documents associated to internal discrimination complaints that made racially derogatory remarks about minority employees and employment applications. In the lawsuit it cited examples from Texas, Louisiana, Alabama and Indiana showing a national pattern of discrimination. Analysis of the EEOC Article This topic and article was chosen by our team from the EEOC website for the following reasons: 1) It is a credited article 2) It includes the findings and the fact based upon the EEOC filled the lawsuits against Bass Pro 3) It is well written, accurate, verifiable, clear and concise 4) Broad in its coverage: (a) It addresses the main aspects of the topic; and b) It stays focused on the topic without going into unnecessary detail 5) Neutral: it represents viewpoints fairly and without bias, giving due weight to each. 6) It is very detailed in the findings and investigation processes. 7) It provides information and help for those who have been discriminated against and never dared to file a lawsuit or complain. The Equal Employment Opportunity Commission is a federal agency charged with enforcing antidiscrimination laws in employment. The EEOC found evidence of nationwide discrimination by Brass Pro under Title VII of the Civil Rights Act of 1964, â€Å"which prohibits discrimination based on race and national origin, and prohibits employers from retaliating against employees who complain about employment discrimination and requires them to keep certain employment records†. (EEOC, 2012) Bass Pro is been held responsible for consistently denying jobs to qualified minorities based on their race (African-American), ethnicity (Hispanic or Latino) or national origin not their skills, knowledge, abilities or work experience. The EEOC did an investigation and found statistical evidence based on the number of minority employees working nationwide for this employer that Bass Pro has engaged in discriminatory hiring procedures. The underrepresentation of minority employees and applicants was so noticeable that the possibility that it could happen without discrimination is extremely small. The EEOC found plenty of data to accuse Bass Pro with a national pattern of discrimination. In the lawsuit there were a number of examples of racially derogatory remarks made by management at different Bass Pro stores. Some of the examples are the following: â€Å"it is getting a little dark in here, you need to hire some white people†, â€Å"Hispanics are wetbacks†, â€Å"Hispanics should be shot at the boarder by the Border Patrol†, â€Å"hiring black candidates did not fit the corporate profile. † (Samuel, Post, 2011) The EEOC also specified in the lawsuit that Bass Pro did not offer any evidence that the company is using fair hiring practices. On the EEOC website you can find what is considered Race/Color Discrimination and Harassment. The EEOC considers harassment to include, â€Å"racial slurs, offensive or derogatory remarks about a person’s race or color. Harassment is illegal when it is so frequent or severe that it creates a hostile or offensive work environment or when it results in an adverse employment decision such as the victim being fired or demoted † (EEOC, 2011). The reason Bass Pro is being sued by the EEOC is because they believe they have a case against them based on the evidence and data they collected throughout the investigation. Needs Assessment Organizational Analysis: The top managers of Bass Pro Shops are reluctant to apply diversity practices on their recruitment processes, which has significantly damage their reputation and organizational climate. The successful implementation of a training and development method focused on promoting diversity will attract more customers and skilled employees to Bass pro shops stores. Thus, improving the reputation of the company in both employees and customers. The lawsuits derived from their discrimination practices has already damage Bass Pro’s reputation and might jeopardize their cost structure. Thus, the implementation of a diversity training method is a good strategy to change the top managers mindset and promote the benefits of having a diverse workforce across the organization. Person Analysis: The top managers of bass pro shops need to be trained to understand the importance of having diverse workforce across the organization. This means, that trainers should ensure that the managers are committed with the training before the implementation of the program. According to (Brighthub, 2011) it is essential for managers to understand the problem they are involved in and be mentally committed to change their mindset regarding discrimination acts. On the other hand, the managers of Bass pro shops have sufficient technical skills that allow them to utilize technological equipment and understand software solutions that the training program might contain. Task Analysis: The task analysis would be focused on the top manager’s job. The activities that the program contain involve the interaction of top managers with non-white employees. The main objective of the interactive activities is to break up with the existing bias that top managers have of non-white employees. Thus, the creation of activities that require the collaboration of both managers and employees will improve the knowledge and skills that top managers require to get along with non-white employees. Recommendation: According the information stated in the article, Bass pro shops have four main issues that we as consultants are trying to address by the implementation of a training and development program for the top managers of the organization. The four main issues include, the misconception of the basic assumption, which is the organization necessity to hire only white people in order to maintain customers satisfaction; the legal implications derived from their discriminatory practices against afro-American and Hispanic people in their hiring policies; the potential high costs of losing the case and the bad reputation the organization might build with these discriminatory practices. According to (Noe, 2010), There are six stages that the training and development method should accomplish in order to positively impact the main issues that the organization is facing. These include: Ensuring Managers’ Readiness for Training Creating a Learning Environment in an open dialog with diversity counselors. This is very important because managers can get feedback regarding their performances. That way, the manager can evaluate the employees perspectives regarding his/her own diversity practices. According to (PACT Training, 2006) The development plan of a succesful training and development program should always start with the definition of the learning outcomes. There are two learning outcomes of the training and development plan for Bass Pro Shops. The first learning outcome is to increase the knowledge of top managers about discrimination acts, and the seccond learning outcome is to build in top managers, skills and behaviors that enables them to effectively apply diversity practices. If managers successfuly learn how to apply these two expected outcomes, there must be a decrease in the number of complaints and litigations against the Bass pro shops. Thus, reducing the potential costs derived from lawsuits and improving their public image. A Cost-benefit analysis will also be a part of the developing plan. Costs such as the purchase of the training program, learning materials, equipments, facilities, and the salary of trainers will be included in the analysis. Some of the specific benefits that the program will pursue include: improvement of managers performance derived from diversity practices, increase of the number of customers, increasing sales of products, and cost saving derived from a decrease in lawsuit payments. Selecting Training Method The training program has to be in adherence to the legislation. Bass Pro Shops need a training program that helps its managers to understand when their behaviors violate the equal employment opportunity laws. Some of the strategies used to enforce this knowledge include: †¢ Encourage managers to learn about Title VII online. Managers can the web to self-train their knowledge about laws. When the self-training is finished, use evaluation test such as online tests or paper-based tests to evaluate the learning outcomes. †¢ Use case studies (Noe, 2010), to encourage anagers to understand the legislation. Managers might find in case studies, a more practical exercise to learn about behaviors that may violate the law. †¢ Incorporate diversity-related news items into the content of the program (PACT Training, 2006). For example, the article mentioned that Abercrombie Finch had to paid over $50 million dollars to settle employment discrimination suits in 2004. This type of news might increase the awareness of top managers about the implic ations of engaging in discriminatory practices. Conduct adventure learning activities that encourage the interaction of top managers with non-white employees (Noe, 2010). These type of activities promote trust between the two groups, which allows top managers to deeply observe the characteristics of non-white employees. Thus, improving the managers ability to hire based on skills qualifications rather than hiring based on a specific race. Monitoring and evaluating the program There are different techniques that Bass pro Shops can use to monitor and evaluate the effectiveness of the training program. Bass Pro Shops can use test methods to evaluate the impact of the training. These test can be conducted online and paper-based, and they will be focused in measuring the training outcomes. Some of the tests that Bass pro shop can use to evaluate the training program include: Performance appraisal and pretest/posttest evaluation methods (Noe, 2010). Both of these evaluation methods will strive to evaluate the extent to which the top managers apply diversity practices in the organization, and how the results are aligned to what was taught, practiced and expected. Additionally, they will also measure the extent to which the employees performance has improved as a result of the diversity practices. Bass pro shops can also encourage managers to research about workforce diversity best practices and continuously put new practices into action as a part of the monitoring process of the program. These new practices maximize the skills, satisfaction and retention of the employees as well as promoting a continuous learning environment. References Basspro. com (2012). Retrieval April 3, 2012, from Bassproshop Website: http://www. basspro. com/webapp/wcs/stores/servlet/CFPageC? storeId=10151ca How to cite Training and Development Program for Bass Pro, Essay examples

A Peoples History Of The United States Chapter Fo Essay Example For Students

A Peoples History Of The United States Chapter Fo Essay urAs the British and Colonists were engaged in the Seven Years War against the French and Indians, the colonists were slowly building up feelings for their removal from under the British crown. There had been several uprisings to overthrow the colonial governments. When the war ended and the British were victorious, they declared the Proclamation of 1763 which stated that the land west of the Appalachians was to be reserved for the Native American population. The colonists were confused and outraged and the now ambitious social elites were raring to direct that anger against the English since the French were no longer a threat. However, the social elite was a miniscule percentage of the colonial population. As documented in city tax lists, the top 5% of Bostons taxpayers controlled 49% of the cities taxable assets. The lower classes then started to use town meetings to express their feelings. Men like James Otis and Samuel Adams from the upper classes formed the Boston Caucus and thr ough their motivational speaking, molded and activated the laboring-class. After the Stamp Act of 1765, the Britishs taxation of colonists to pay for the Seven Year War, the lower-class stormed and destroyed merchant homes to level the distinction of rich and poor. A hundred lower-classmen had to suffer for the extravagance of one upper-classmen. They demanded more political democracy in which the working class could participate in making policies. In 1776 elections for the constitutional framing of Pennsylvania, a Privates Committee urged the opposition of rich-men in the convention. Even in the countryside, there were similar conflicts of rich against poor. Several riots in the New York/Jersey area were more than riots but long lasting social movements to create counter governments. Rioters were breaking into jails and freeing their friends. Soon however, the lower-classmen started to turn to the British for support against the rich colonists. With the intensification of the Briti sh conflict, the colonial leaders started to think of ways to unify themselves with the rioters to handle the British. But the Regulators, laborers, petitioned the government on their grievances and as a result a large riot broke out in 1770 in a court.Riots against the Stamp Act swept Boston in 1767. The leaders instigated crowd action and at this time, 10% of the taxpayers accounted for 66% of the taxable wealth.This riot made leaders realize the dilemma and so the Loyal Nine was formed, a group of skilled laborers, and a procession, of two or three thousand, against the Stamp Act was organized in August 1765. Still the leaders denounced the processions actions and even when the act was repealed, a celebration was only attended by the non-processioners. In Britains next attempt to tax the colonists, troops were sent and friction grew.On March 5, 1770 British soldiers killed workers in a fight known as the Boston Massacre and anger mounted quickly. This led to the removal of the so ldiers form Boston. There had also been soldier-worker skirmishes elsewhere. In 1772 the Boston Committee of Correspondence was formed to organize anti-British actions. With the Boston Tea Party of 1773, an action against the tea tax, the Parliament proposed the Coercive (Intolerable) Acts which closed the Boston port dissolved the colonial government in Massachusetts and led to the importing of troops. In other colonies it was clear to the leaders that they needed to persuade the lower class to deflect their anger against British and join the revolution. Men like Patrick Henry, an orator, and Tom Paine, author of Common Sense, relieved the tension between classes although some aristocrats were angered by the idea and didnt want the patriot cause to go too far into democracy. However, Paine strongly believed that such a democratic government could represent some great common interest. The Continental Congress was formed in 1774. After the battles of Lexington and Concord in April 1775, a small committee was formed to draw up the Declaration of Independence, adopted by the Congress on July 2 and proclaimed July 4, 1776. By now most colonials had already experienced their feelings of independence and welcomed it. The Declaration included a list about the king holding a tyranny over the states. Some people, though, were omitted from the Declaration: Indians, blacks, slaves, women but i n the phrase all men are created equal, they were not deliberately included but included by the definition of men. It also states that a government is formed to promote the life, liberty, and happiness of the people and when so stopped the people may replace it. Some trace this idea back to John Lockes Second treatise on Government. .u087d76d1151d5abfb5ff91bccedf7b8b , .u087d76d1151d5abfb5ff91bccedf7b8b .postImageUrl , .u087d76d1151d5abfb5ff91bccedf7b8b .centered-text-area { min-height: 80px; position: relative; } .u087d76d1151d5abfb5ff91bccedf7b8b , .u087d76d1151d5abfb5ff91bccedf7b8b:hover , .u087d76d1151d5abfb5ff91bccedf7b8b:visited , .u087d76d1151d5abfb5ff91bccedf7b8b:active { border:0!important; } .u087d76d1151d5abfb5ff91bccedf7b8b .clearfix:after { content: ""; display: table; clear: both; } .u087d76d1151d5abfb5ff91bccedf7b8b { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u087d76d1151d5abfb5ff91bccedf7b8b:active , .u087d76d1151d5abfb5ff91bccedf7b8b:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u087d76d1151d5abfb5ff91bccedf7b8b .centered-text-area { width: 100%; position: relative ; } .u087d76d1151d5abfb5ff91bccedf7b8b .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u087d76d1151d5abfb5ff91bccedf7b8b .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u087d76d1151d5abfb5ff91bccedf7b8b .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u087d76d1151d5abfb5ff91bccedf7b8b:hover .ctaButton { background-color: #34495E!important; } .u087d76d1151d5abfb5ff91bccedf7b8b .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u087d76d1151d5abfb5ff91bccedf7b8b .u087d76d1151d5abfb5ff91bccedf7b8b-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u087d76d1151d5abfb5ff91bccedf7b8b:after { content: ""; display: block; clear: both; } READ: Th planets EssayThe Declaration was introduced and read from the town hall balcony in Boston. Ironically a member of the Loyal Nine, men that opposed militant action against the British, read it. Four days later a military draft occurred and the rich dodged it by paying for substitutes when the poor had to serve. Rioting followed with the shouting of tyranny is tyranny let it come from whom it may.Category: History

Women In Combat (1962 words) Essay Example For Students

Women In Combat (1962 words) Essay Women In CombatWomen in CombatIn the 1970s, the services traditional attitude toward women was challenged; change was forced upon a reluctant establishment (Holm, 198). The decision to end the draft was the catalyst to such change. This decision allowed for womens participation in the armed forces in unprecedented numbers. The United States Armed Forces have more female numbers than any other nation in the world, both in actual numbers and in percentages (Holm, 1982). The drive for an all-volunteer force, along with an ?aggressive tide of feminism? and congressional passage of the equal rights Amendments led to a gradual shift in the role and status of women in the military (Holm, 1982). In todays military, women were no longer confined to traditional roles in the medical and administrative fields. Almost all military job categories and military occupational specialties (MOS) have been opened to women. They now repair tanks, warplanes, and intercontinental ballistic missiles (ICBMs). They serve on naval vessels that deploy to service ships and submarines of the operational fleet and on Coast Guard cutters operating off United States shores. They serve on missile crews, operate heavy equipment, and direct air traffic. They also provide essential support to combat troops in the field (Holm, 1982). It appears that women have been integrated into practically every aspect of the military; yet there are some jobs that remain closed to them, namely-direct combat specialties (Holm, 1982; Goldman, 1982). It is over these residual exclusions that controversy rages. We will write a custom essay on Women In Combat (1962 words) specifically for you for only $16.38 $13.9/page Order now Technically, women are barred by low or policy from what is defined in narrow terms as ?combat?. Each of the United States Armed Services excludes females from active Combat. The nature and extent of the exclusion varies with each service. Yet, many argue that the distinction between combat and non-combat becomes blurred in the context of women warfare (Gilder, 1979; Holm, 1982, Goldman, 1982). In actually, many women are assigned to jabs that will expose them to enemy attack, and this has been openly acknowledged by the top Pentagon officials (Women in combat-closer than you think, 1980). The United States Army has also recognized that women would be deployed in combat zones as an inevitable consequence of their assignments. This was confirmed in the following statement made by then Army Chief of Staff, General Bernad W. Rogers: ?Some people believe that women soldiers will not be deployed in the event of hostilities: that they are only to be part-time soldiers here in peace, gone i n war. Women are an essential part of the force; they will deploy with their units and they will serve in the skills in which they have been trained? (Holm, 1982, p. 286). It appears that the combat exclusion policy does not realistically exclude women from combat, and it seems the militarys reliance on women is increasing. Schneider (1988) conducted interviews with women in traditionally male jobs, asking them what they felt their status would become if a war broke out. In general, they believed that they could not and would not be removed in combat situation? (p. 162). The following was taken from two of these interviews. ?Ive already asked,? said a first flight engineer on a C-5, what happens if Im sitting on alert in Europe somewhere and something really happens? Does that mean that they dont have a legal crew anymore because the engineer cant go A Coast Guard female lieutenant had this to say: I was the trained CIC officer, responsible for the combat information center. Along with a team of radar men, CIC must plot all enemy and friendly forces and advise the bridge of such things as incoming missiles?. Im the one thats used to working with these guys. That was the purpose of sending us through that simulated training, so that we could get used to working together as a team. What would they do? They couldnt just fly me off and stick somebody else in there? (Schneider, 1988, p.162). .u60772c370f5e9e0dfc59416a269476da , .u60772c370f5e9e0dfc59416a269476da .postImageUrl , .u60772c370f5e9e0dfc59416a269476da .centered-text-area { min-height: 80px; position: relative; } .u60772c370f5e9e0dfc59416a269476da , .u60772c370f5e9e0dfc59416a269476da:hover , .u60772c370f5e9e0dfc59416a269476da:visited , .u60772c370f5e9e0dfc59416a269476da:active { border:0!important; } .u60772c370f5e9e0dfc59416a269476da .clearfix:after { content: ""; display: table; clear: both; } .u60772c370f5e9e0dfc59416a269476da { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u60772c370f5e9e0dfc59416a269476da:active , .u60772c370f5e9e0dfc59416a269476da:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u60772c370f5e9e0dfc59416a269476da .centered-text-area { width: 100%; position: relative ; } .u60772c370f5e9e0dfc59416a269476da .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u60772c370f5e9e0dfc59416a269476da .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u60772c370f5e9e0dfc59416a269476da .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u60772c370f5e9e0dfc59416a269476da:hover .ctaButton { background-color: #34495E!important; } .u60772c370f5e9e0dfc59416a269476da .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u60772c370f5e9e0dfc59416a269476da .u60772c370f5e9e0dfc59416a269476da-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u60772c370f5e9e0dfc59416a269476da:after { content: ""; display: block; clear: both; } READ: Al Gore: Presidential Candidate EssayIt appears that the United States military is in a position where women are so fully and flexibly involved in the organizational structure, that in a war, it would be very difficult to separate them out. Yet, there are those who feel those women are not physically

Negotiation Report Essays

Negotiation Report Essays Negotiation Report Paper Negotiation Report Paper Introduction Korea has been in a state of chaos for some time. They have survived many times of turmoil, such as the Korean War in 1950 that lasted until 1953. The ending of this war did not settle the civil dispute. There are many contradicting areas in Korea that effect business, for example, communist vs. anti communist, religious and non religious, idealist and collectivist, and those that are willing to work each other. Also Korea has a fear of doing business with Japan. Japans market is considerable larger than their and they worry that if business is done with Japan they would be overshadowed. This lack of interest to do business with Japan is also due to historical influences in Korea’s past Negotiation is a crucial aspect of all interorganizational relationships. No matter if it is a strategic alliance, joint venture, merger, acquisition, or just a sale of a product and a service, negotiation is a part that one cannot due without. As the section of international to domestic trade increases, so does the occurrence of business negotiations among people from different countries and cultures. Negotiation is a process in which at least one individual tries to persuade another individual to change his or her ideas or behaviors. And our groups focus is an investigation into negotiating orientations and behaviors of South Korea in comparison to that of the US. Basic Concept of Negotiation Process Distributive versus Integrative In the twelve dimensions of cross-cultural negotiations, we first start off by looking at the general model, in which consists of two components. The first component which is the basic concept of the negotiation process includes two aspects, distributive and integrative. In the distributive perspective, negotiators â€Å"believe that there will be one winner and one loser,† and in order to do so, the negotiator needs to establish a kind of dominance in the negotiation process. Negotiators with these characteristics display a strong sense of individual concerns, and they have little interest or concern for others. Negotiators with an integrative perspective on the other hand believe that â€Å"mutually beneficial solutions can be generated. Integrative negotiators tend to take a problem solving approach in order to better exchange information, where they can focus on the different interests of both parties to find a common ground, and effective solution. South Koreans lie on the high end of the integrative perspective. They share their information about their own interests, but also seek to obtain information about the other party’s interests. During a negotiation, both party’s react to each other’s arguments until both negotiators reach an agreement. Most Significant Type of Issue Task-Based versus Relationship-Based Contacts and personal relationships are very important, since South Koreans tend be suspicious of people whom they do not know or those with whom they do not have mutual contact. Koreans want to do business with people whom they have formed a personal connection with or whereby a mutual mediator, friend or acquaintance has made an introduction. Drinking is often the introduction to any business negotiation done in South Korea. Some South Korean businesspeople often believe that they will get to know a business partner far better after having a few drinks. They also use drinking locations to resolve a sensitive problem or to close a difficult business deal. In order to establish a more personal relationship, South Koreans may ask extremely personal questions regarding their counterpart’s age, salary, education, religion, and family life. If individuals feel uncomfortable and don’t want to answer, the appropriate course of action would be to remain polite but try to gracefully sidestep the questions asked. In most cases, South Koreans make these inquires because they think that they can establish a relationship by finding common denominators. These questions may also be asked in order to determine their counterpart’s status, which means everything in the South Korean culture. For the age/status conscious Koreans, it is important to guess and know the approximate age or relative status of their counterparts. When a negotiation in South Korea finally takes place, personal relationships usually take priority over business. Often, the first meeting is used in getting to know their counterpart and to establish a bond. When served a cup of tea or a cup of coffee at the beginning of the meeting, these are usually accepted as an offering of hospitality even though the individual may have had several cups already. They aren’t required to drink it all, but drinking some would show a sign of respect. In South Korea, an individual should always keep a formal appearance as long as their counterpart does, and should refrain from appearing overly friendly. Giving gifts to acquire favors or to build relationships is also a common practice in a business setting in South Korea. Good gifts for a first trip may include office items with the representing company’s logo or something that is commemorative of their home region, but shouldn’t be items made in undeveloped countries, unless they are cultural icons or souvenirs. It is also very common to be invited out after business hours to a restaurant or bar where there will be a lot of alcohol served. If a person doesn’t enjoy drinking, they can gently ask their host where and to what kind of place they are going. They can choose not to join them by giving valid reasons. For South Koreans, informal outings are an important part of establishing and judging the character of the other person. Also, a person should be aware that comments and promises made on these occasions can be taken seriously afterwards. A respectful, lasting connection is the basis for a successful business relationship in South Korea. To solidify this rapport, it is important that a person remains sincere and honest in their business dealings. Keeping in touch after the meeting is also very important. Selection of Negotiators Abilities versus Status In South Korea, the status of the individual is more important than their abilities. For example, when entering a group meeting, the senior member of the party should enter the room first, then the next highest ranking person, and so on. Moreover, the South Koreans will be seated according to their rank and guests must seat appropriately with their counterparts. Another aspect of their status culture involves gifts. When gifts are given to several people within a South Korean organization, a gift of greater value must be given to the senior representative. The gifts given to that person’s subordinates may be similar, as long as they are of lesser value than the one given to their superior. An alternative measure may be giving a gift that the whole team can enjoy. Since people are judged according to their status in South Korea, their status should be emphasized on a business card. This gives the recipient an idea of that individual’s job responsibility and assists him or her in determining the amount of decision-making authority they have. Most importantly, knowing an individual’s status assists a person’s contact in matching with a person who is of a similar rank. When selecting a negotiation team, an effort should be made to find out who will be the participants in the South Korean delegation. Then, it must be ensured that the people chosen to represent a country match the rank of the South Korean members. A mismatch may prove to be embarrassing to both sides. Sending a senior representative can be perceived as a sign of serious interest and commitment. In South Korea, presidents, supervisors and managers tend to have more power over their subordinates than they might have in a similar Western organization. It is so embedded, that it very difficult for a Korean to criticize or go against what his or her senior thinks or wants. Consequently, subordinates have little choice, but to follow their seniors’ instructions. Furthermore, depending on the corporate culture, some may have more egalitarian relationships. Presidents, especially those in larger organizations, typically assign responsibility. When introduced to people occupying high positions in South Korea, they will sometimes know little about the particular project, and will refer an individual to the appropriate person. Presidents and supervisors will often trust dependable subordinates, so it is important not to offend or ignore the lower ranks. Individual’s Aspirations Individual versus Community South Korea is a collectivist culture, so the group, rather than the individual, succeeds. Loyalty to family and friends is very important. There is strong feeling of interdependency among the members of the group. South Koreans tend to think in â€Å"group terms† rather than â€Å"individual terms† for two reasons: Confucianism and patriotism. Therefore, it may be helpful to argue for group benefits in order to close a deal. South Korean negotiators tend to incorporate structures and the concept of family into their negotiating style. That is, in the traditional family, the father is the unquestioned authority with almost absolute power. The father bears the full responsibility for the welfare and future of the family. Similarly, South Korean negotiators employ a strong authoritarian style in order to obtain the greatest benefit for their community, while still seeking the advice of other group members. South Korea still observes the Confucian ethics based on a strong belonging to the group. You could say that they often think in group terms. In other words, what is in the best interest of the group or how can harmony within the group be maintained. Hence, the majority of South Koreans are intensely patriotic, calling South Korea by the term, â€Å"oo-ri-na-ra,† meaning our country. Therefore, with that in mind, the benefits to the group, whether it is to the company or country, should be persuasively put forth in order to close a business deal. Internal Decision-Making Process Independent versus Consensus In South Korea, decisions are made with the consensus of the group, with deference given to the oldest or senior member. The senior member takes the initiative in making the decision, but they consult extensively with the other group members. What is more impressive is that the decisions are based more on emotion and concern for the harmony of the group rather than just cold bottom-line calculations. Since a consensus is important, there are usually lengthy discussions before decisions are made. As result, South Korean business negotiations will usually take longer when compared to Western cultures, so patience will be necessary. Orientation Toward Time Monochronic versus Polychronic After taking a look at the role of the individual, we now need to look at interaction dispositions during a negotiation. The three components in this section, orientation toward time, risk-taking propensity, and basis of trust all contribute to the dispositions of interaction during a negotiation. In the orientation toward time component two aspects stand out for comparison, monochronic and polychronic. Since the orientation toward time dimension refers to the value each party places on time, in monochronic cultures people pay attention to and handle tasks one at a time. And in polychronic cultures people also do schedule appointments but they will â€Å"complete a task or conclude a meeting even if it is necessary to go beyond time originally set aside for that particular task. † South Korean negotiators come from more of a polychronic culture. They place greater emphasis on personal interaction than on keeping to a schedule. They probably feel that time is never wasted, because taking time to know their counterparts and building a relationship is an important task. Risk-Taking Propensity Risk Averse versus Risk Tolerant The second component in the dispositions of interaction is risk-taking propensity. This refers to negotiators’ willingness to take risks. In this component there are two dimensions as well, risk-averse and risk tolerant. Risk-averse negotiators will take steps to avoid the risk of failing to come to an agreement, and risk tolerant negotiators adopt a perspective that there is a level of acceptable risk that should be taken in a negotiation. Risk tolerant negotiators show greater willingness to run the risk of failing to come to an agreement by making fewer concessions or by demanding more. South Korean negotiators tend to be on the risk-averse side, because they may be more likely to make concessions in order to avoid the risk of failing to come to an agreement. They may also â€Å"accept lower rewards for a higher probability of success. † Basis of Trust External to the Parties versus Internal to the Relationship The last component in the dispositions of interaction is the basis of trust. Trust is â€Å"one party’s belief that the other party will take action to honor agreements that have been reached. † In this case there are two aspects of this trust, one external to the parties, and the other is internal to the relationship. In the external to the parties situation, negotiators trust the other party because a contract has been negotiated and agreed to, which can be litigated and enforced. And in the internal to the relationship situation, negotiators trust the other party because they have invested in a relationship that has been built up over time and they believe that the other party is committed to it. The South Korean negotiators lie on the high end of the internal to the relationship aspect, because like most other Asian countries, relationships between parties are what matters the most. Negotiators expect that the other party will consider unique and changing written circumstances over the life of the relationship, and they think that a trust worthy partner is one who strives to maintain the relationship possible by modifying an existing contact to reflect new developments. Concern with Protocol Informal vs. Formal The process of negotiating with another culture is one of the most important factors in a successful transaction. If there is not enough research, and a company decides to enter a venture blindfolded it could be disastrous. There are roughly five steps involved in the negotiating process, preparation, relationship building, exchanging task-related information, persuasion, and finally an agreement. These are not necessarily a set order and they are often intertwined with one another. Also involved in these segments are concerns with protocol, style of communication, nature of persuasion, and the type of agreement. Over the course of the next few pages the negotiation process will be discussed in-depth about dealing with South Korean affiliates. South Koreans are informal dealing with business situations and concentrate on relationship building. They prefer to develop a relationship with their business associates. They also expect to continue the relationship after negotiation is finished. This also means that it may take more time to actually begin business. Dinner, lunch, tea, alcoholic beverages and night life, such as Karaoke, are possible social events that could be used as means of getting to know your business affiliate or for further negotiation. Korean men often compete with drinking; it is not uncommon for a friend to be holding up another friend due to intoxication. It is also an insult if someone buys a drink and it is not accepted. This socializing creates trust in a new business partner and although informal, it allows for a smoother negotiation process. After a few socializing events, business meetings are still informal. When the meeting begins tea is served and then after small talk, negotiation commences. Then through out the meeting smoke breaks may occur regularly, since a majority of the people in South Korea smoke. According to Executive Planet. com, â€Å"Let’s make a deal-Part 1†, â€Å"During negotiations, some Koreans will jump from one topic to another, rather than following the agenda. Similar questions may be asked on numerous occasions by different negotiators†. This is how South Koreans gather their information. They are informal, and do not have a linear time frame. They like for a question to be answer immediately after it has entered their head. They are not concerned with getting off track or continuing a meeting to another date. South Koreans are also occasionally late for appointments. This is not uncommon in there culture. It is understood that traffic or a personal inconvenience has developed and they will be at the appointment shortly. Style of Communication Low-Context vs. High Context Communication is not simply relaying an idea. In South Korea people are higher context than Americans. High context means that, â€Å"feelings and thoughts are not explicitly expressed; instead, one has to read between the lines and interpret meaning from one’s general understanding† (Managing across boarder, p. 137). Communication has many different faces, such as verbal and nonverbal. In South Korea the nonverbal plays a much higher role in communication than does the verbal information on its own. Nonverbal consist of kenesic behavior, proxemics, paralanguage and object language. A list of nonverbal communication is listed below (Managing across borders, p. 136) ?Facial expressions ?Body posture ?Gestures with hands, arms, head, ect. ? Interpersonal distance ? Touching, body contact ? Eye contact ? Clothing, cosmetics, hairstyle, jewelry ?Paralanguage (voice pitch and inflections, rate of speech, and silence ? Color symbolism ?Attitude toward time and the use of time in business and social interactions ? Food symbolism and social use of meals Kenesic behavior is a person’s body language, which include the first half of the list above, except for interpersonal distance. A hand shake is an example of kenesic behavior. In South Korea it is a custom to shake with your right hand and support your forearm of your right hand with your left. However the handshake should be week, a strong handshake would seem aggressive. Other forms of kenesic behavior of South Koreans are, passing food with both hands to an elder out of respect, not crossing your legs in front of an authority figure, and keeping the soles of your shoes faced downward. This form of communication plays a large role in negotiating with this culture. Everyone needs to feel respected. Interpersonal distance is a form of proxemics. It is how much space we put between ourselves and another person, and how we space out our environments. South Koreans are a low contact culture; they would rather have more space between themselves and another. According to the Executive planet. com South Koreans do not have offices. It is an open atmosphere and instead of knocking on a door to announce your arrival, a cough, or clearing your thought is used to make the other person aware you need their attention. Paralanguage is interpreting how something is said, the speed, tone, and mood of the person saying. Take for instance someone telling you a simple no. Saying it quickly and laughing can be taken unserious. However pausing, and then saying it slowly could be interpreted as uncertainty. According to the Executive Planet . com, â€Å"Sucking in air through your teeth is one way to signal a definite answer of ‘no’† or â€Å"A lukewarm response such as ‘maybe’ accompanied by squinting of eyes or tipping the head back may also be used to express a ‘no’ answer†. (Executive Planet. com, Let’s make a deal-part 3). Lastly Object language is the type of clothing you were, colors and possibly how your business card is designed. Color can be very symbolic and mean many different things; white for example is generally interpreted as pure, and serene. Red on the other hand can mean, anger, or sensuality. Nature of Persuasion Factual-Inductive vs. Affective The type of persuasion used is an element in the negotiation process that needs to be understood thoroughly. This is also a mixture of communication, and protocol. It is important that a solid relationship has been established and trust in your associate has been created. With out this negotiation will be difficult. It is where the most planning needs to be made. South Korea is an affective society, meaning they make decisions emotionally, not deductively. This could mean emotional outburst, or frustrated non-verbal communication. They think collectively as apposed to individually. According to The guide to cross-cultural success, Doing Business Internationally, Inhwa, â€Å"is a key factor influencing South Korean business behavior, Inhwa stresses harmony by linking people of unequal rank, prestige and power through reciprocal and mutually beneficial system of loyalty. †(The guide to cross-cultural success, Doing Business Internationally, p. 269). So persuasion not only needs to push concern for the company, but push concern for Koreans as a family. Other forms of persuasion are gift giving. This is appropriate as long as economic consideration is not overlooked. If an expensive gift is given to someone of lesser economic status, that person would not be able to reciprocate the same value of that gift. This would cause that person to lose face. According to Executive Planet. com, â€Å"Saving face, is an important concept to understand. In South Korean business culture, a person’s reputation and social standing rests on this concept†. Executive Planet. com, Let’s make a deal –part 2). This is the same concept of pride in the United States. Form of Agreement Explicit Contract vs. Implicit Agreement South Koreans make implicit agreements. Even if a contract has been signed this does not mean that negotiation is over. This is often a sign that they are willing to further negotiate. According to a book called, Learning to think Korean, signing a contract, â€Å"usually takes the form of trying to get you to ease up on conditions to which only their reluctant consent was given before signing. It does no good to remind him that he has already agreed to that condition and signed his name to it†. (Learning to think Korean, p. 159) The process of coming to an agreement intertwines all of what we have talked about, communication, relationships, protocol, planning, and persuasion. Overall it takes lots of time and patience to come to a finalized agreement. Recommendations for an American Manager Negotiating effectively cross-culturally is one of the single most important global business skills. Global negotiations contain all of the complexity of domestic negotiations, with the added dimensions of cultural diversity. There are some drastic differences between American and Korean negotiation orientations and behaviors. And after seeing the twelve dimensions of cross cultural negotiations on South Korean, some recommendations should be made to an American negotiator who would have to consider before going into a negotiation. Although South Koreans are informal with protocol be sure not to insult them by being too informal or formal. When you are out socializing do not decline a drink, be it tea, coffee, or an alcoholic beverage. This would be taken as an insult. It is appropriate to continues drinking until the senior or highest ranked person has decided they are finished. If you do not drink alcoholic beverages, explain this, but still participate in the socializing. If you are a woman in the South Korean culture it is inappropriate to drink heavily. In addition even though it is expectable for a Korean to be a little late it is not for a guest, make sure to schedule ample time to get where you are going. Always be aware of your non verbal language. In the United States we cross our legs, have strong handshakes, and blow our noses where ever we are. All of these are insults in the Korean culture. Americans can sometimes seem very direct and almost cold toned. Be aware of this, it will only cause negativity amongst your Korean associates. Remain patient, South Koreans like to take there time. They have a completely different thinking process. Americans think about the end result. South Koreans dissect every aspect of a situation individually before thinking about the end result. By showing frustration, it will cause an adverse affect. It will only create more issues to discuss further and analyze. In dealing with Asian negotiators, knowledge of cultural differences is very important. Although they said that â€Å"knowledge of the Korean culture and language is imperative to success† (â€Å"Business†). For example, the attitudes towards law and sanctity of the contract are different between Westerners and Koreans. In the Western view, contract â€Å"sets out duties and responsibilities for each side and is supposedly sacrosanct† (â€Å"Business†). Although in Korea view, the contract is considered â€Å"an organic document which can change as conditions evolve† (â€Å"Business†). So American negotiators should have this concept already in mind before going into a negotiation with Korean negotiators. Another example of culture differences is in the use of â€Å"expensive gifts and lavish entertainment† as a part of business practice in South Korea. When American negotiators first arrive in Korea, the Korean counterparts might invite them to dinners; take them to a night out, etc. But what American negotiators should take in mind is that this is not a kind of bribery, but rather just how South Koreans do business and build relationships. Work Cited Business Social Etiquette, 24-Apr-2003 21:36, 29-Apr-2004, craxycolour. com/os/southkorea_02. shtml Cultural Business Considerations for South Korea, Michigan District Export Council, 29-Apr-2004, exportmichigan. com/korea_cultural_business_considerations. htm Dersky, Helen. International Management, Managing across Borders and Cultures, Pearson Education Inc. , Upper Saddle River New Jersey, 1994 Doing Business in South Korea (with description), Asia travelinfo. com. 19-July-2001 29-Apr-2004, asiatravelingo. om/south%20korea/doingbusiness. asp Kohls, Robert L. Learning to think Korean, â€Å"A Guide to living and Working in Korea†. Intercultural Press. Yarmouth, ME. 2001 Metcalf, Lynn Bird, Allen. Cultural Influences on Negotiation Behaviors: Resurrecting and Revitalizing an Overlooked Framework. Lynn Metcalf Allen Bird, 2003 South Korean Business Culture, Executive Planet. com, 29-Apr-204 executiveplanet. com/business-culture-in/132166436472. html Walker, W alker, Schmitz, The Guide to cross-cultural success, Doing business Internationally.

A Computer Science Life Research Paper Example | Topics and Well Written Essays - 750 words

A Computer Science Life - Research Paper Example I would aim to know the people who are the movers and shakers within the world of computer science and technology and would therefore try my best to be one step ahead of how they shaped up their lives and what they did in essence to reach the respective positions that they are at. This is true that as a computer science major, I would envision success if I am hard working and committed to the cause of knowing more and more with the changing times. This is significant because it would teach me the basics to know about computer science and in essence the varied technological manifestations. My desire would be to reach the top with consummate ease but for that I would leave no stone unturned and read a lot of books, journals and technology-related magazines to stay abreast of the changing trends within computer science and the linked technological areas. In short, I will incorporate the true value of computer science within my life and find out the best that there is, as far as the tech nological manifestations are concerned. What is even more astounding here is the fact that I would not stop here at all. I would try my utmost to find out about the people who have made it to the top echelons within the technological fields so that my canvas of understanding the computer science major would be bolstered with the passage of time.... I would also endeavor to provide them with a few inventions that would culminate with my hard work and skills which I will put to the best possible test. To the general society, I will always be giving in my very best (Soderdahl, 2011). I would read a lot of computer related journals and technological magazines which would offer me the best step forward. This shall make my task easier in discerning the very basics related with life and its different manifestations. It shall also dictate the way varied progresses would be made within the world of technology through a number of innovations, inventions and the like. I would therefore get to know quite a good amount of information regarding the world of computers and indeed the real world of technology. I believe that technology cannot work in vacuum. This needs to be properly understood in order to mesh quality results at the end. This can be done by incorporating technology within the management frameworks and then asking the managemen t regimes to employ the best possible use of technology so as to reap rich dividends at the end. Technology and management are related – in the sense that both work towards the final goal of satisfying the customers (or the users). Both technology and management contexts aim to look after the organizational well-being and bring in the positives which are strived for, by the employees and the top management alike. Technological domains need to be properly managed in order for them to become adequately sound with the business practices and regimes which are in place, and these must be comprehended by my entirety to gain further understanding (Brummans, 2011). The relation between the two