Infanticide Essay example -- essays research papers fc

Despite the clear prohibitions against child-murder by all major religions, female infanticide has been for centuries a prominent and socially acceptable event, notably in one of the most populous countries in this world, India. Even today, the extent of the problem is measured in alarming proportions all around the globe: â€Å"at least 60 million females in Asia are missing and feared dead, victims of nothing more than their sex. Worldwide, research suggests, the number of missing females may top 100 million.† The data is more astounding in India. According to the Census Report of 2001, for every 1000 males the number of females has decreased to 927 in 2001 from 945 in 1991 and continues to decrease. It is clear that the burdensome costs involved with the raising of a girl, eventually providing her an appropriate marriage dowry, was the single most important factor in allowing social acceptance of the murder at birth in India. Nonetheless, in addition to the dowry system, t he reasons for this increasing trend have also been attributed to the patriarchal society, poverty and the availability of sex-selective abortion. India's population growth has been rapid, resulting from longer life expectancy and lower infant mortality in recent decades. Before independence, the high birth rates were balanced out by high death rates. In the half century since India gained independence from Great Britain in 1947, the average life expectancy has risen from just 39 years to 63 years, as high as that in Russia today. Conversely, after independence, the numbers changed but mortality rates dropped without a matching drop in birth rates. The perception of children became very different. The urban poor contributed most to the population and the reason for this is that they started viewing children as â€Å"sources of income rather an investment†. They were seen as an old age security and the more the better. Furthermore, even though the mortality rate dropped, it was still relatively high compared to the survival rate. For this reason, fear of child death and contagious diseases caused the urban poor to contrib ute even more to the ever-increasing population. Part of the reason India is gaining on China as the most populous country in the world is that China has had very severe family planning laws, enforcing a one-child-per-family policy on most of the population. This policy was adop... ... to be effective. As mentioned before the urge has to come from within the society itself and only then it will augur well for future generations of Indian girls, yet to be born. BIBLIOGRAPHY 1.  Ã‚  Ã‚  Ã‚  Ã‚   â€Å"The Quest for a Male Child†, article by Dr. Madhumita Das. http://www.siyanda.org/forumdocs/si20031107025140.doc 2.  Ã‚  Ã‚  Ã‚  Ã‚  Ã¢â‚¬Å"Female Infanticide and Foeticide†, article by Marina Porras. 3.  Ã‚  Ã‚  Ã‚  Ã‚  Ã¢â‚¬Å"Again a girl! Are you not ashamed of yourself?†, article by Shoba Warrier 4.  Ã‚  Ã‚  Ã‚  Ã‚  The Census Report, 2001 : A Government of India Publication 5.  Ã‚  Ã‚  Ã‚  Ã‚  Case Study : Female Infanticide – www.gendercide.org 6. â€Å"History of Infanticide†, article by Dr. Larry S.Milner. http://www.infanticide.org/history.htm 7.  Ã‚  Ã‚  Ã‚  Ã‚  Ã¢â‚¬Å"Female Infanticide† - http://www.webster.edu/~woolflm/femaleinfanticide.html 8.  Ã‚  Ã‚  Ã‚  Ã‚  Ã¢â‚¬Å"Darwin and the Descent of Morality†, opinion by Benjamin Wiker - http://www.firstthings.com/ftissues/ft0111/opinion/wiker.html 9. â€Å"India's Population Passes 1 Billion† http://www.mhhe.com/biosci/pae/es_map/articles/article_48.mhtml

How equal opportunities and managing diversity impact on organisations and their HRM practices

Abstract Diversity in organizations has been increasing, especially in the past decade. This has brought about the need for managers in organizations to ensure that they implement effective policies that will not only reduce discrimination but also increase the productivity of their diverse workforces. This report presents a research that was carried out using both primary and secondary approaches to establish the importance of inclusion and diversity management on organizations. Whereas the importance of diversity management is highlighted in this report, there is also evidence that points out the challenges that managers may face in managing diversity. Introduction In any organization, human resources are among the most vital assets to its success. Thus, it is imperative for them to be manages in the most effective manner that will optimize their productivity. One of the trends that characterize the 21st century human resource force in the United Kingdom is the increase in workplace diversity (Michalle & Barak, 2010). The basis of effectively managing diversity at the workplace is acknowledging the differences that may exist among the company’s workforce and implementing workplace practices that create an inclusive environment for all employees. It is worth noting that there are different types of diversity in workplaces. These include gender, race and religion (Poster, 2008). Having able and disabled employees also represents a certain degree of diversity. Effective management of diversity benefits organizations by improving communication among employees and facilitating innovation and diversity. For businesses, having a diverse workfor ce helps in addressing needs of a diverse customer base and thus, an increase in returns (Tarmac, 2012). In regard to this, this report presents findings from primary and secondary research that was carried out to establish the importance of embracing and managing workplace diversity. Research Approach As aforementioned, this research was carried out using both secondary and primary approaches. The secondary approach involved reviewing literature that has been published on various databases about the subject of workplace diversity. A preference was given to peer-reviewed journal articles because of their renowned credibility in terms of the researched information they offer (Yin, 2010). Since the time and resources to carry out an exhaustive primary research was limited, semi-structured interviews were used to collect qualitative data from a seven colleagues in college. The data was collected through an audio recording for further analysis. This approach was selected because it is relatively informal and does not require a lot of time to get the required information (Yin, 2010). FindingsFindings from Secondary ResearchMany researchers have carried out studies the subject of workplace diversity. However, as pointed out by Herring (2009), this concept is relatively new, dating to the 1980s. Some of the factors that have contributed to an increase in workplace diversity include the increased immigration – especially to developed countries – which has led to an increasingly international workforce. The equality campaigns that have been on the increase have also led to an increase the number of ethnic minorities and women in the present-day labour pool. It is evident that if poorly managed, diversity will adversely affect productivity of human resources. Thus, human resource managers in organizations ought to implement effective diversity management practices so as to turn diversity into an advantage (The Times 100, 2013).Importance of Managing Workplace DiversityWith the ever increasing diversity in global population and workplaces, it is vital to establish the benefits of managing diversity. Michalle and Barak (2010) argue that diversity increases the productivity of employees. This is because of the fact that a diverse workplace comprises of different talents, skills and experiences, and if these differences are combined and directed towards the achievement of a common goal, it is certain that it will be advantageous to the organization. In another research on workplace diversity, Herring (2009) established that effective management of a diverse workforce increases creativity and problem solving. By treating contributions of every employee at the workplace as important, regardless of their experience, race or gender, useful insights about how to approach a certain task in the organization can be found. Organizations that fail to take advantage of the diversity in their workforces may lock out ideas from employees that may be of phenomenal importance to the progress of the company. Companies that have created a reputation for effective management of diversity have the advantage of attracting and retaining a diverse workforce, which comes with diverse talents and capabilities. Inclusion in the workplace motivates employees by creating in them a sense of belonging. Acknowledging diversity in the workplace motivates the employees and also increases their levels of commitment towards the organization. In a study carried out by Groeneveld (2011) on management of workplace diversity and its impacts on employee turnover, he established that companies adhering to diversity policies in recruitment and other human resource management practices in their organization had much less cases of employee turnover than those whose diversity management approaches were not as ideal. Given that diversity will be almost inevitable in future, organizations have to ensure that they put the most effective diversity management practices in place. There is also a legal advantage of manag ing diversity in organizations and encouraging inclusion. Application of appropriate approaches in diversity management limits the chances of lawsuits by employees that feel excluded (Michalle & Barak, 2010). Not only does this save money that could have been spent on litigation expenses, it also creates a positive reputation of the organization to a wide range of stakeholders. Tadmor et al. (2012) argue that companies that target a market with diverse customers greatly benefits from employing a diverse workforce. For instance, if a company has a marketing team that comprises of people from different races, religions and genders, the possibility of such a team attracting a wide range of customers is higher as compared to a team that consists of people from the same gender, race or religion. Thus, effective diversity management may increase the returns of a company by attracting more customers.Challenges of Workplace Diversity ManagementEven though management of diversity has many ad vantages for employers and employees in organizations, Canas and Sondak (2010) argue that there are several associated challenges. Management of diversity involves the recognition of the value associated with the differences in the workforce, promotion of inclusiveness and elimination of any kind of discrimination that exists in the workforce. Ensuring that all these aspects of management are exhaustively addressed may be challenging for human resource managers, especially when diversity among employees is quite extensive. Some of the disadvantages that are associated with poor workplace diversity management include increased employee turnover, lack of synergy and ineffective communication among employees, and an increase in the chances of companies facing lawsuits and negative publicity (Tarmac, 2012). A recent example of a diversity issue that tainted the image of an organization took place in 2011, when a Liverpool hospital placed an advertisement for job vacancies. In their cond itions for application, the included as statement that referred to equal opportunities as â€Å"usual rubbish† (Hough, 2011). Even though the statement was replaced after negative feedback from the public, it has drawn negative attention from different parts of the world, which has also affected reputation of the hospital. For effective diversity management, Herring (2009) suggests that managers have to first understand the diverse needs of their employees and identify areas from which discrimination may arise. They should then create the ideal policies that will ensure inclusiveness in the organization.Findings from Primary ResearchTo establish the impacts of equal opportunities and diversity management in the workplace, mixed reactions were obtained from some of the peers that were interviewed. Whereas two of them were of the view that ensuring workplace inclusion may be unnecessary for organizations, five of the respondents were for the idea that managing diversity is amon g the most important human resource management practices of the 21st century.Responses in support of Workplace DiversityOne of the questions that the subjects were asked was how diversity may affect the productivity of an organization. In response to this question, one of the respondents, who is a proponent of diversity argued, â€Å"There is no way that a company in the 21st century can survive without having a diverse workforce. Diversity does not only exist in the colour of the skin or the language we speak. Everywhere in the UK, there is diversity in religion, gender, and generations. What companies ought to do is agree that diversity is inevitable, and find ways to deal with it for their own advantage.† This response indicates that there is widespread knowledge about diversity and organizations ought to device the necessary approaches to increase productivity of their diverse employees. Another respondent added â€Å"Diversity in the workplace is good. Though it may be difficult at the start, continued co-operation with team members from different backgrounds makes it possible to understand and appreciate one another. If I am offered a job in two companies, one with a good reputation of inclusion and another known for discriminating against some workers, I will definitely choose the one that has created a reputation of inclusiveness†Responses against Workplace DiversityIn response to the same question on how diversity may affect productivity of an organization, another respondent who thought diversity is overemphasized argued, â€Å"I think diversity in organizations is a good thing, but organizations ought to focus more on merit. If I have vacancies in my company and I am looking for the best employees to fill those positions, I should not be forced to select a ‘diverse workforce’ because the policies say so, instead, I need to select the most qualified candidates. If the most qualified candidates are from the same gender, eth nic or religious backgrounds, I should be free to hire them. This whole diversity debate may not be as constructive as we think it is.† The response given by this respondent is also quite sensible, which indicates that there are some disadvantages that are associated with workplace diversity policies. Findings from primary research, as indicated, were mixed. Whether the response provided by the respondents supports or is against the importance of diversity in the workplace, they both acknowledge the existence of diversity issues in the 21st century. However, most of the respondents were in support of the implementation of appropriate diversity management strategies. This indicates that equal opportunities and management of diversity in organizations is among the most important practices in present-day human resource management. With a projected increase in levels of diversity in the UK population, as well as other parts of the world, it will be inevitable for organizations to have a diverse workforce (Canas & Sondak, 2010). Conclusion The 21st century has been characterized with a phenomenal increase in diversity among population across the globe, which has also affected the composition of employees in many organizations. This research had the aim of establishing the importance of inclusion and the management of diversity in organizations. Even though some disadvantages of employee diversity were established from the primary and secondary research that was carried out, most of the respondents and all the secondary sources accessed indicated that inclusion and diversity management is a very vital human resource practice. From the findings of the research, one of the recommendations that can be made for human resource managers is that all employees have to be informed on the importance of workplace diversity and how to effectively collaborate with their workmates from different backgrounds and gender. References Canas, K.A. & Sondak, H., 2010. Opportunities and challenges of workplace diversity. New York: Prentice Hall. Groeneveld, S., 2011. Diversity and employee turnover in the Dutch public sector: Does diversity management make a differenceInternational Journal of Public Sector Management, 24(6), pp.594-612. Herring, C., 2009. Does Diversity Pay?: Race, Gender, and the Business Case for Diversity. American Sociological Review, 74, pp.208-24. Hough, A., 2011. NHS hospital ‘usual equal opportunities rubbish’ job advert sparks investigation. The Telegraph, 5 September. Michalle, E. & Barak, M., 2010. Managing Diversity: Toward a Globally Inclusive Workplace. Thousand Oaks, CA: SAGE Publications. Poster, W.R., 2008. Filtering Diversity : A Global Corporation Struggles With Race, Class, and Gender in Employment Policy. American Behavioral Scientist, 52(3), pp.307-41. Tadmor, C.T., Satterstrom, P., Jang, S. & Polzer, J.T., 2012. Beyond Individual Creativity The Superadditive Benefits of Multicultural Experience for Collective Creativity in Culturally Diverse Teams. Journal of Cross-Cultural Psychology, 43(3), pp.384-92. Tarmac, 2012. Diversity and inclusion policy. [Online] Available at: http://www.tarmac.co.uk/about_us/about_tarmac/idoc.ashx?docid=ffe70bb0-4510-476a-8dd4-b352a63c1b48&version=-1 [Accessed 26 February 2014]. The Times 100, 2013. Competetive advantage through diversity. [Online] Available at: http://businesscasestudies.co.uk/tarmac/competitive-advantage-through-diversity/conclusion.html#axzz2MxtlEGBP [Accessed 26 February 2014]. Yin, R.K., 2010. Qualitative Research from Start to Finish. New York: Guilford Press.

What Should Millionaires Give - 920 Words

In a 2006 article â€Å"What Should Millionaires give and what should you?† for The New York Times Paul Singer a world renowned philanthropist and political activist explores what a millionaire should donate and what others should be giving. Singer starts out by asking a question one would thing is relevantly easy to answer. What is a human life worth. Singer believes that without missing a beat most would reply that a human life is very valuable upwards of millions a dollar. While most people like to believe that they put a high value in real life do our actions support this? Singer argues that they do not. Bill Gates was shocked to discover that millions of children each year die from treatable diseases. If vaccines are available for†¦show more content†¦The Global Alliance for Vaccines and Immunizations has made it their mission to ensure that people have access to life saving vaccinations. The GAVI has saved over 1 million lives. Singer progressively starts asking deeper and deeper questions. Such as why are these people donating. Are they doing it? Some have even suggested that Gates philanthropy was a result of a lack of trust in Microsoft. Do they genuinely care or is it a strategic business move to increase public opinion of them. Do they deserve praise for their actions or criticism for not doing more? Thomas Hobbes a 17th century English philosopher argues that all acts of charity are done for our own interest. He believed that we don’t help others to help them we do it to feel better about ourselves. Immanuel Kant would argue that â€Å"an act has more worth only if it is done out of a sense of duty†. He believed that if you did something because you enjoyed doing it, it had no moral worth. He believed that â€Å"you are responsible for your obedience to the demand of duty†. 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I know I did, that is until I read the book â€Å"The Millionaire Next Door† by Thomas J. Stanley and William D. Danko. Did you know that your typical millionaire may be living in your neighborhood or sitting at the next table over in your favorite family restaurant? The book is based on in-depth interviews and research of American millionaires and howRead MoreOccupy Wall Street: Are Big Corporations Leading to America’s Downfall?1521 Words   |  7 PagesStreet (OWS) Movement is that it does not have any set claims or defined lines about the issue. There are thousands of people protesting for different reasons, and while they are all related to OWS, they are so different that it is hard to decipher what it is OWS actually wants and who is to blame for the continuing downfall of the economy. 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Such as ‘Slumdog Millionaire, ‘The Great Gatsby, ‘Wendy Wu: Homecoming Warrior’ and ‘Mulan’ has impacted my attitude and values towards the future. Danny Boyle’s 2008 film ‘Slumdog Millionaire’ is a piece of literature that has significantly shaped my attitude and understanding of life as I move out into the word. This is a film about a child named JamalRead MoreSlumdog Millionaire1507 Words   |  7 PagesIn the movie Slumdog Millionaire, Salim and Jamal made many choices that affected them very differently even though they were both presented the same obstacles. In fact, the decisions that Jamal has made throughout his life helped him to acquire all the answers to the questions presented to him on the Indian version of Who Wants to Be a Millionaire†. The choices that they made were sculpted by their poverty and surroundings. 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Advertising - Can Observation Methods Be Used to Determine...

WE PROVIDE CASE STUDY ANSWERS, ASSIGNMENT SOLUTIONS, PROJECT REPORTS AND THESIS aravind.banakar@gmail.com ARAVIND - 09901366442 – 09902787224 ADVERTISING 1. Visit the Web site of The Weather Channel (www.weather.com) Write a report about the type of information available at this site. 2. Identify other potential sources of information about the weather. 3. Discuss the role of qualitative research in identifying consumer’s needs for weather-related information. Which qualitative research techniques should be used? 4. If a survey were to be conducted to determine consumer preferences for weather-related information, which interviewing method would you recommend? Why? 5. Can observation methods be used to determine†¦show more content†¦Run two variables cross tabulations of preference with each independent variable. Run the following three-variable cross-tabulations: preference with count per box, controlling for price, preference with unisex, controlling for style, and preference with comfort, controlling for taping. Interpret these results for management. 3. Regression: Run a regression equation for brand preference that includes all independent variables in the model, and describe how meaningful the model is. Interpret the results for management. 4. One-way analysis of variance: Group all independent variables into low, medium and high groups as you did for cross-tabulations. Run a one-way analysis of variance on each independent variable with brand preference. Explain the results to management. 5. Discriminate analysis: Group brand preference into two relatively equal groups based on its distribution. Run discriminate analysis on the grouped data and interpret the results for management. Repeat this analysis by grouping brand preference into three relatively equal groups. 6. Factor analysis: Determine any underlying factors inherent in the data by running a factor analysis using principle components extraction with varimax rotation. Print all available statistics. Save the factor scores and regress these on brand preference.Show MoreRelatedMba Papers7691 Words   |  31 Pagesmarks. NO. 1 THE FORECAST IS SUNNY FOR THE WEATHER CHANNEL When The Weather Channel, the first 24 – hour all – weather network, began broadcasting in 1982, it quickly became the object of mockery. â€Å"Many in the industry ridiculed us, suggesting that the only type of advertiser we would attract would be a raincoat company or a galoshes company,† remembers Michael Eckert, The Weather Channel’s CEO. 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Crawford FOOD AND AGRICULTURE ORGANIZATION OF THE UNITED NATIONS Rome, 1997 This publication has previously been issued as ISBN 92-851-1005-3 by the FAO Regional Office for Africa. Produced by:   Agriculture and Consumer Protection This is one of a series of four texts on marketing and agribusiness prepared by an FAO project for use in universities and colleges teaching agricultural marketing, agribusinessRead More_x000C_Introduction to Statistics and Data Analysis355457 Words   |  1422 PagesBrooks/Cole are trademarks used herein under license. ALL RIGHTS RESERVED. No part of this work covered by the copyright hereon may be reproduced or used in any form or by any means—graphic, electronic, or mechanical, including photocopying, recording, taping, Web distribution, information storage and retrieval systems, or in any other manner—without the written permission of the publisher. Thomson Higher Education 10 Davis Drive Belmont, CA 94002-3098 USA For more information about our products,Read MoreLogical Reasoning189930 Words   |  760 PagesAttributionNonCommercial-NoDerivs 3.0 Unported License. That is, you are free to share, copy, distribute, store, and transmit all or any part of the work under the following conditions: (1) Attribution You must attribute the work in the manner specified by the author, namely by citing his name, the book title, and the relevant page numbers (but not in any way that suggests that the book Logical Reasoning or its author endorse you or your use of the work). (2) Noncommercial You may not use this work for commercial purposesRead MoreStephen P. Robbins Timothy A. Judge (2011) Organizational Behaviour 15th Edition New Jersey: Prentice Hall393164 Words   |  1573 Pagesstorage in a retrieval system, or transmission in any form or by any means, electronic, mechanical, photocopying, recording, or likewise. To obtain permission(s) to use material from this work, please submit a written request to Pearson Education, Inc., Permissions Department, One Lake Street, Upper Saddle River, New Jersey 07458, or you may fax your request to 201-236-3290. Many of the designations by manufacturers and sellers to distinguish their products are claimed as trademarks. Where those designationsRead MoreStrategic Human Resource Management View.Pdf Uploaded Successfully133347 Words   |  534 Pagesthat first appeared elsewhere. ii Permission to reprint these has been obtained by Pearson Custom Publishing for this edition only. Further reproduction by any means, electronic or mechanical, including photocopying and recording, or by any information storage or retrieval system, must be arranged with the individual copyright holders noted. This special edition published in cooperation with Pearson Custom Publishing. 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My Experience With The National Civil War And Medicine...

Volunteer work is essential for every individual’s life and future careers, it produces a path to connections in the work force, and promotes on the job learning. My practicum work pairing with the National Civil War and Medicine Museums was an amazing, educational 20 hours. Even though I was only there for 20 hours, it was a taste of what I will be tackling in my internship next semester there. I volunteered for four days, and over those days I had a total of four projects. All of the project were different, the first was looking up collection software and plugins, then I took inventory on a case, then I recorded notes on a surgeon’s diary, and finally I described each medicine in a pannier box. All of the people I worked with were immensely friendly and insightful, whenever I had questions they were content to help answer them. The overall experience was tremendously insightful, however, there was a few bumps in the road here and there. This practicum was a great expe rience that makes me eager for my internship in January. My first day at the National Civil War and Medicine museum was October 14th, it was an awfully dull experience and not what I was expecting. I strolled in as soon the museum opened, I was met by Joanna Jennings, she explained to me that more than half of the staff came down with a bug because of a conference they held earlier in the week. Thus, Amelia, who was originally supposed to be my mentor, was out sick. However, she did type up a detailedShow MoreRelatedMedical Differences Between The Civil War And Spanish American War2138 Words   |  9 Pages2015 Medical Differences between the Civil War and Spanish-American War The nineteenth century held one of the most medically appalling wars, as well as one of the most medically innovative wars. The Civil war is considered a terrible time period for medical equipment as well as surgeons. 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Napoleon Iii Free Essays

An Assessment of Whether Napoleon Bonaparte or Louis Napoleon Had More Significant Reforms in France Both Napoleon Bonaparte and his nephew Louis Napoleon Bonaparte were important rulers of France. They ruled with great power and control, they implemented many sweeping reforms and laws that greatly changed the course of French and European life. Napoleon Bonaparte and Louis Napoleon, also referred to as Napoleon III, each directed France through many reforms under their rule. We will write a custom essay sample on Napoleon Iii or any similar topic only for you Order Now However, the leader with the more significant reforms and impact on France was Napoleon III. Napoleon III had longer lasting reforms in the likes of rebuilding and modernizing Paris, constructing the French railway and heading a strong French foreign policy that included the unification of Italy. He also led France through a period of prosperity and industrialization. Louis Napoleon Bonaparte was elected the president of France at age 40, and capped a quite remarkable, and unlikely rise to power. Cavendish, 1998, para. 1). Louis Napoleon Bonaparte, named after his uncle Napoleon I, had never held a government position, nor had he even shown any sort of political capability, he rose to power solely through widespread support in France that he was the rightful heir to Napoleon I. (Cavendish, 1998, para. 1,2). In essence, Louis Napoleon rode into control of France on the coattails of his uncle and then he took his uncle’s rule and furthered the reforms and French power. Louis Napoleon campaigned that he would return France back to the glory that they had once had under the first Napoleon, and that he, as a ruler, was destined to bring France once again to the top of Europe. (Cavendish, 1998, para. 5). His strategy successfully swept him into the office of President of France’s Second Republic. The Professional Politicians in France couldn’t believe that Louis Napoleon had won, and they were even more shocked when he did away with them. But this didn’t satisfy the ambitious ruler and he quickly took advantage of an economic slump in 1851 and posed himself to be the man that the French needed, not as president but as emperor. (Cavendish, 1998, final paragraph). Louis Napoleon Bonaparte can now be called Napoleon III, for in 1852 he declared himself the perfect fit for the job to keep France from collapse and socialism, the Emperor of the second French Empire. (Cavendish, 1998, final paragraph). The citizens of France, so scared of anarchy, and still believing in the â€Å"Napoleonic Ideals† that Napoleon I had left behind, overwhelmingly accepted Louis Napoleon as their new Emperor. The new parliamentary constitution that Napoleon III set up gave him the executive powers; it allowed him to nominate the members of the law-making council of state and the senate. (â€Å"France History-Second French Empire† n. d. , para. 1). Now that Louis-Napoleon had full control of France, he could freely implement actions and reforms that he couldn’t have easily achieved as President. One of Napoleon’s keen interests was in architecture, and it was his desire to make Paris a new modern city that ultimately turned Paris from an overcrowding, ancient, disease-ridden cluster of districts into the thriving beauty it is today. (Kirkman, 2007, para. 2). Napoleon’s interest was the foundation that would produce the plans for a rebuilding of Paris’s streets, its sewers, and all other aspects of urban planning. It would change the sight of Paris to something unlike anyone had seen. (Kirkman, 2007, para. 2). For hundreds of years, certain areas hadn’t been improved, and the daunting task of a renewal of Paris was laid on Baron Haussmann. Haussmann was a big time planner and was an advocate for beautiful sights, perfect balance and exactness. (â€Å"Paris† pg. 18). Haussmann’s desire of linear symmetry surfaced in his first step, which was to put Paris on a grid. He added streets to Paris that ran east and west, and north and south. These new streets were also wider, allowing for more public safety and safer traffic engineering. (Kirkman, 2007, para. 4). The rapid population growth mixed with fierce industrialization made some changes to Paris an absolute necessity. An example of this was shown in the growing demand for water closets, which directly led to the need to funnel the human waste effectively into the sewers. (Kirkman, 2007, para. 6). The old ways of dumping the waste in the rivers was rejected, and it was now an objective to keep the clean and dirty water separate. This new practice allowed for cleaner water, cleaner streets, cleaner people, and a much-improved healthy environment. (Kirkman, 2007, para. , and final paragraph). Under Napoleon’s constant input and watch Haussmann unified Paris with visual themes and facades that generated all around in the city. The horizontal style of Haussmann can be seen throughout Paris. (Kirkman, 2007, para. 7). Perhaps the most unifying aspect that Paris received during its makeover was the improvement of the transportation systems. The railroads underwent massive modernization as train stations were constructed in strategic locations to connect Paris with the rest of France and to the rest of Europe. (Kirkman, 2007, para. 10). These new train stations benefitted agriculture, industrial growth, international markets, employment opportunities, and they represented the overall feeling of a more modern city and nation that could be envied from surrounding countries. (Kirkman, 2007, para. 10). Napoleon III exemplified the prosperity and excellence of the time period by this complete rebuilding of Paris. With the help of grand scale designer Baron Haussmann, Paris â€Å"slashed boulevards through tangles of slums, began the modern sewer and water systems† and set the standard high for the beautiful city that still thrives today. â€Å"Paris† pg. 18) Napoleon III didn’t just focus on the improvement and his influence inside of France. Napoleon III headed a strong French foreign policy that occurred in the Second Empire. Particularly important was Napoleon III’s indispensible role in the Italian unification process. Count Camillo di Cavour was the prime minister of the Kingdom of Sardin ia, most commonly known as Piedmont, and it was his revolutionary ideals and actions that pushed Italian unification forward. But Cavour needed the help of a strong ally in order to achieve is goals; this ally came in the form of Napoleon III and France. Oracle ThinkQuest, n. d. , Section III para. 2). Napoleon III always had a specific future planned out for Italy, he even once pushing for his cousin to rule there. (Geddes, 2010, para. 2). Napoleon III attempted to influence these rising movements of unification in Italy following the Revolutions of 1848. Whatever Napoleon’s intentions were for Italy, whether it was to use Italy as an asset to serve France in the future or if it was to genuinley support the Italian unification, Napoleon saw himself as one that was obligated to be the leader of these â€Å"free peoples of Europe. † (Geddes, 2010, para. ). Without the help of the Frech army and the support of Napoleon III, Piedmont would have had no chance to unify Ital y. Napoleon III’s influence in this unification process was so extensive he alone put all of Italy together, and kept Rome out of it so as to keep the support of the Catholic church. (Geddes, 2010, final paragraph). There is also an argument that Napoleon I, Napoleon Bonaparte, had the more significant reforms in French history as opposed to Napoleon III. Napoleon I led the French, the the most powerful army in Europe, across the continent in conquerring much of Europe. History, n. d. , opening paragraph). Napoleon’s reforms included the new ‘Napoleonic Law Code’ that he implemented in France and in the countries he conquerred, a stronger army, a renewed relationship with the pope, banking and education improvements, and support for the arts and sciences. (History, n. d. The Coup of 18 Brumaire section para. 3). But Napoleon I’s reforms were self destructed when Napoleon made several key mistakes that ultimately doomed his reforms and his plan to es tablish stability back into the post-revolutionized France. History, n. d. The Coup of 18 Brumaire section para. 3). One miscue included the flop of the continental system, or Napoleon Bonaparte’s attempt the ruin the British economy but in backlash it only ruined the French economy. Another mistake was the catastrophic invasion of Russia. The Russian army destroyed French supply lines and Napoleon abandoned his army in the Russian winter where they attempted to retreat. Only 100,000 of the original 600,000 French survived. (History, n. d. Napoleon’s Downfall section para. 1). The French momentum was killed, and so was Napoleon I’s popularity. Napoleon I was then forced to abdicate the throne by the combined powers of Britain, Prussia, Russia, and Austria and he was exiled to Elba. Those same powers, in order to ensure that France wouldn’t try to do the same thing again all but eliminated what Napoleon I had long been working for and France was sent back to square one. (History, n. d. Napoleon’s Downfall section para. 2,3). Therfore, although both Napoleon Bonaparte and Louis Napoleon implemented great reforms in France, Napoleon III had the more significant reforms. Napoleon III’s reforms had more of a long-lasting effect on France and Europe. Some of these long lasting reforms included the modernization and rebuilding of Paris, improving the French railroads, and influencing the unification of Italy. Thus it is Louis Napoleon Bonaparte that deserves the credit for achieving the more significant reforms in France. How to cite Napoleon Iii, Essay examples

Operational Management Physical Goods

Question: Discuss about theOperational Managementfor Physical Goods. Answer: Introduction Operation management is concerned with the manufacturing and change in state of physical goods. It is related with an effective and efficient management of any operation which include any goods or service. Operation is a part of the process which is concerned with transformation of various resources in order to retain results. Management is the procedures through which various process in an organization are combined in order to produce value system. These are the set of inter-related management activities concerned with manufacturing of certain products. The application of the same procedure when extended to service management is called as operation management. In modern days it is seen as a completely different method to organize, lead and control the organizational operations. It is considered to be one of the most important processes to handle the situation effectively. In case if the company fails to manage the issue carefully it might lead to disaster in company (Birdi, et al. 2 008). Previously people use to believe that operation management is important for a manufacturing company but the fact that the manufacturing industry has to take proper care of various processes taking place from obtaining raw material till the goods are sold and in many cases after sale services are included in the operational management process. In service industry there are various processes involved from customer needs to getting a feedback from them. Both the process need to be coordinated simultaneously in order to procure benefits from synchronizing processes taking place in the organization (Stevenson and Sum, 2002). It is the responsibility of the operational management process to meet the contingencies occurring in the organization. Customers demand need to be met at all the time in order to procure effective results. Marketing team in each and every organization is concerned with dealing in operations management. Marketing thereby collects information from the customers and pro vide the similar information which forms an essential part of strategic management. Operation management involves same type of management task irrespective of the industry. The process includes Planning, Staffing, Controlling, Directing, Motivating and Organizing. These operations are essential components in a management process that play a major role in managing the organization. IKEA is a company using operational management at every level. IKEA is a Swedish company which sells ready to made furniture and home appliances. It is one of the best companies who are following an efficient operational management process. The production and manufacturing section of the organization aims for reducing the wastage and to increase the overall productivity. Their aim is to reduce the production cost and to increase the overall productivity by utilizing warehouses efficiently. The store has a responsibility to take care of sales and marketing involved in the process. It indicates that IKEA is efficiently utilizing set of operations irrespective of its field of business. Effect ive business is the one which focus on operation management irrespective of their field of business (Lambin, Chumpitaz and Schuiling, 2007). The primary objective of operational management is customer services and resource utilization. The main objective of a business is to keep their customers happy irrespective of the strategy, marketing and operational management. Operation management makes sure that all the customers are highly satisfied and their demands are easily met. Secondly it is necessary to utilize the resources efficiently because it directly impacts the cost of production. This will reduce the overall profit margin and company will lose a significant market share. It is necessary to meet both the objectives in order to attain high level of sustainability. IKEA makes sure that the quality is managed at all the times without damaging its image. This has helped in managing operations effectively and efficiently (Jones and Robinson, 2012). Strategic planning is a process undertaken by the managers to accomplish the mission of the organization while considering the environmental conditions. So it can be considered well in advance that the operational management process need to be undertaken by the manager who understand the process, linkages, who can work on the trade-offs and can teach other about the process. The operational manager makes use of the value chain analysis while going through the overall process. All the operations inside the value chain analysis are the process of the organization. All these process are managed by the manager and by attaining efficiency through effectual process (Slack, 2015). The biggest challenge IKEA faced is due to management of resources. They are the biggest asset for an organization to achieve high reputation in society. The company not only requires resources but a proper technology to implement the resources at right place. The biggest problem with IKEA is to manage the resources (Wheelen and Hunger, 2011). The process at manufacturing unit is designed in a way it give equal priority to the process taking place in the organization and at store it focus on the needs of the individual customers. The operational process is similar to each other and might affect the productivity on a long run. As the business environment is growing it has become important understanding the importance of operation managers and to turn the process in a proper manner in order to gain efficiency. Resource management is one of the important tasks which require managing all the requisite activities within the industry in order to attain sustainability (Heizer, 2004). These activities are important for an organization to attain growth within stipulated time-period. The operation management can be managed at three levels which are the level of the supply network, the level of the operations and the level of process. The whole process is managed at an individual level by the operational management team (Jones and Robinson, 2012). The importance of operational management has increased in recent times and has become an integral part in every organization in order to manage the supply chain. This process is necessary in almost every time of organization in order to attain sustainable results. References Birdi, K., Clegg, C., Patterson, M., Robinson, A., Stride, C.B., Wall, T.D. and Wood, S.J., 2008. The impact of human resource and operational management practices on company productivity: A longitudinal study. Personnel Psychology, 61(3), pp.467-501. Collier,D. and Evans,J.2009. Operations Management. Cengage Learning Heizer, J., 2004. Operations Management. Pearson Education India. Jones,P. and Robinson,P., 2012. Operations Management. OUP Oxford. Lambin, J.J., Chumpitaz, R. and Schuiling, I., 2007. Market-driven management: strategic and operational marketing. Palgrave Macmillan. Slack, N., 2015. Operations strategy. John Wiley Sons, Ltd. Stevenson, W.J. and Sum, C.C., 2002. Operations management (Vol. 8). New York, NY: McGraw-Hill/Irwin. Wheelen, T.L. and Hunger, J.D., 2011. Concepts in strategic management and business policy. Pearson Education India.