Dansk Minox Case Study Essay Example for Free

Dansk Minox Case Study Essay Problem: A/S Dansk Minox is a company based in Copenhagen, which specializes in branded vacuum-packed meat and other food products. Through consumer survey, the company found that there was a large untapped market for a ‘Complete meal’ product which included sliced pork along with a vacuum-sealed bag of red cabbage salad. After long discussions among the marketing and finance departments, the complete meal pack was introduced at a price of $ 8.20 per pack of 1 kg. It sold only 30 tons as against the budgeted sales of 85 tons. The problem facing the company is that whether it has to stop further production of the ‘complete meal’ product or establish a new consumer price of $ 6.85 per pack, in order to boost sales. Considerations and Analysis: In order to decide the course of action we may look at the following facts and considerations. Consumer Price 8.20 6.85 Retailer Price 5.72 4.78 Variable Cost 3.49 3.41 Volume Sales (in kgs) 30000 85000 Advertising Costs 0.3 0.3 Impact on Profit 41,400 90,950 As we can see, impact on profit is higher when 85000 kgs of complete meal is sold at $6.85/kg, rather than selling 30000 kgs at $ 8.20/kg. Now, another point to note is if production expenses are to be revised to $ 1.20/kg, then on a full cost basis, the complete meal would cost. Total unit cost (new) = Total unit cost (old) Production expenses (old) + Production expenses (revised) Total unit cost (new) = 4.64 0.54 + 1.20 = $ 5.30 And Profit per unit would be = Retailer price Total unit cost (new) = 4.78 5.30 = (-0.52) (i.e) there would be a loss of $ 0.52/kg, on a full cost basis, when the ‘complete meal is sold at $ 6.85. Conclusion and Recommendations: The point to be focused here is that though the new product might sell 85Â  tons at a revised price of $ 6.85 per pack, it will incur losses on a full cost basis. Also it is not feasible to lower the production costs anymore because, the resources of A/S Dansk Minox which were specialized for meat processing were now processing Vegetables. This is not their core competency and hence they would incur more costs in performing activities that they do not specialize in. Furthermore, the need for a single package containing sliced pork and red cabbage salad is itself questionable because the same packs are also individually available and these individual packs are of better quality because slice pork is Dansk Minox’s speciality and red cabbage salad is its competitior’s specialty. Hence, it is recommended that Dansk Minox stop further production of ‘complete meal (because red salad is not its core competency) and concentrate on selling its ‘standard packs, which are in fact having a significant boost in their sales or the management can look to collaborate with the best ‘red cabbage salad making company and together give the customers the best quality of ‘complete meal at the best price. The final decision would however be dependent upon managerial discretion and organizational guidelines/objectives.

HR Practices: Mergers and Acquisitions

HR Practices: Mergers and Acquisitions The purpose of this research is to recapitulate and discuss whether the contribution of a HR is effective in the success of cross-border Mergers and Acquisitions. This paper will discuss the common reasons for the success and failures of mergers and acquisitions, HR practices critical to successful combination and their role. Mergers and Acquisitions have become an unaccountable fact in recent years and it is a part of big business. In the early years, mergers and acquisitions researches are focussed on the financial and strategic issues. But the recent literature focuses on the Human Resources aspect of mergers and acquisitions. Merger can be defined as the combination of two or more companies merge or forming a new company. Whereas, Acquisitions are the process of purchasing one or more companies with no new companies are formed. This proposal will focus on a particular question (i.e.) whether the HR role is an effective tool for a company in cross-border mergers and acquisitions. The earlier research paper which focussed on this topic has marked their fulfilment. HR function is becoming a strategic player in business. 2. LITERATURE REVIEW: The Human Resources issues are handled in a unique way during the acquisition process which is essential for the successful outcome. In more, the management of the acquiring companies realizes the early need for incorporating human resources in their acquisition strategy. Making mergers and acquisitions in other countries is one way in which firms can absorb expertise and new practices, but many firms are not successfully tapping the diversity of practice that international mergers and acquisitions bring. This has a clear implication on the performance of organizations growing in this way. The Conference Board (1997) report states failure to recognize that HR issues are capable of derailing alliances that have all the prospects of financial success. In cross-border mergers and acquisitions, information regarding the merging or acquiring company is imposed and their impact on employees is more urgent for the acquired firm in order to understand the goals or ideas and the philosophy of the foreign acquiring company. Moreover, for the acquiring or merging company, should understand the local workforce, work conditions, national and organizational cultures and customs which is important in managing the integration process more effectively. In one cross-border merger or acquisition, the employees are not used in communication from top management, and consequently, communication after the merging or acquisition is an indication of weakness on the part of the acquiring company [Schweiger et al (1993, p.64)]. Therefore, in cross-border mergers and acquisitions the management team has an additional difficulty of understanding cultural issues, customs and incorporating them in the design of the integration process. Nowadays, mergers and acquisitions are a growing trend, and analysts in this field dont see any downturn over the next 10 years. Therefore, the need is to look at how human resources professionals can be effective in the success of an acquisition or merger. In the long run successful mergers and acquisitions occur when both sides are open to new possibilities. Merger and Acquisition activity presents a different and unique set of challenge for the human resource managers in both acquiring and acquired firms. This activity is found to have serious impact on the performance of the employees during the period of transition. The different practices in human resources, cultural differences, and differ Certain key issues that HR needs to address if the chances of success are to be effective includes: understanding, prior situation on acquisition, the strategic rationale underpinning the deal, opportunities to identify the cultural differences prior to a deal, so that effective integration programmes can be implemented immediately post-deal, the appointment of new management teams at all levels in the business, and exercising caution in estimating both the timeframe and the potential cost of redundancies and the costs of pragmatism are factored into the deal establishing early a flexible project management process, and ensuring that it has the necessary time, resources and processes to manage the transition communicating consistently, truthfully and when necessary. 3. METHODOLOGY: This proposal is to deliver the importance and need of human resources practices in mergers and acquisitions. In the early business the knowledge of human resources are very low and hence there is no chance of using it. But nowadays, it has been viewed a dramatic development among the organizations. Thus its essential to use these human resources professionals to be much more successful in mergers and acquisitions especially in cross-borders. This research proposal also showcase the handling of HR issues during international mergers and acquisitions is highly political which means that a lot of key issues reflect the competing interests of different groups within the merged firm. Hence, lot of issues are resolved in the way of negotiations and compromises between the two parties of the merger. The dynamics of cross-border mergers and acquisitions are relatively similar to those of domestic MAs. But, due to their international nature, they also involve typical challenges, as countries have different economic and cultural structures. Cross-border merger and acquisitions can be used to access nw markets, as well as expand the market for a firms current goods. THEORETICAL PERSPECTIVES ON CROSS-BORDER MAS AS A DYNAMIC LEARNING PROCESS: *The due diligence process in cross-border MA: To identify appropriate acquisition targets and to negotiate and effectively complete acquisitions requires a thorough due diligence process. This process has features similar to the due diligence for domestic MAs. However, it is complicated by a few elements such as different institutional environments between the two firms and their two different cultures that appear even more crucial in cross-border MAs (Angwin, 2001). * The negotiation process in cross-border MA: Once the target firm has been selected and the initial due diligence process has been completed, the acquiring firm often has to settle the transaction to conclude the deal. Thus, the negotiation process becomes important. * The integration process in cross-border MA: The integration process is highly critical and important process for the success of the most acquisitions whether it is a domestic or international. While research on post MA integration, especially in cross-border MA, is very limited. DIFFRERNT METHODS OR APPROCHES IN MA: *Three Phase Approach: The human resource issues in the mergers and acquisitions (MA) can be classified in three phases. The literature source [e.g. Jansen 2000; Haspeslagh/Jemison 1991] provides ample evidence of difference in between the human resource activities in the two stages: the Pre-MA phase and Post MA phase. The first stage consists of preparation phase and transaction phase and the second stage has integration phase. The preparation phase diagram explains the need for a merger or acquisitions, which have been given by the companies objectives. There are many Human Resource issues along with other issues in the first phase. The preparation phase involves in the valuation of the cultural and organizational differences, which will include the organizational cultures, role of leaders in the organization, life cycle of the organization, and the management styles. The mergers often prove to be awful for the employees of acquired firms and their impact can range from anger to depression. The Transaction phase includes the search for an appropriate target company, the valuation, legal and financial negotiation. The last phase, integration, consists of fusing the two companies into one. The main idea for the merger and acquisition are similar, e.g. a respond to revolutionary change in the industry, the asset of funds to spare, the increase of shareholder value, the exploitation of economy of scale and scope [Haspeslagh/Jemison 1991; Gerpott 1993; von Krogh, et al. 1994]. *Multistage Approach: Factors affecting pre-merger planning and cross-border MA implementation processes are due diligence processes, and ultimately premium paid, influence the post-acquisition integration approach choice, speed of implementation process, transition management structure and cross-border MA. *Multidisciplinary Studies: The influence of strategic factors vary in MA in different countries, industries (high-tech vs. traditional). Insights can perspectives from strategy, organisational behaviour, international management, psychology, sociology, anthropology and other disciplines provide to our understanding of the nature, antecedents and cross-border merger and acquisition. *Multilevel Approach: This approach explains about the influence of the strategic factors, such as related vs. unrelated MA, which affect individuals stress, attitudes, and turnover in cross-border merger and acquisitions. Various human resources practices influence the effectiveness of post-acquisition integration and finally the overall merger and acquisition performance measures in cross-border MA. ETHICAL ISSUES: Mergers and Acquisitions are always involved in a wide range of questions. When two companies are merging with each other, a mismatch between them can sometimes lead to very serious problems such as when one firm invests heavily on the labour and another firm focuses on share holders and customers. In cross-border Mergers and Acquisitions these issues can happen because of their cultural and legal differences. In the case of such differences, the human resources professionals of merging companies should fight with the differences and indentify the fair sets of issues between them and what help them to build a cohesive organization with a single set of ethical standards. The specific aim of this research proposal is to review the current literature and some research by very reputable researchers to identify a best practise for human resource professionals in the cross-border mergers and acquisitions. The earlier research also suggests that up to 65% of mergers and acquisitions are failed due to the human resources which results n poor productivity. This proposal will deeply concentrate on the cultural and legal differences in the cross border mergers and acquisitions which can be solved by the effective human resources. TIMEFRAME and FEASIBLITY: There are three stages or elements of cross-border acquisition process anywhere around the world are Identification and valuation stage, Settlement of the transaction stage, Post acquisition management. *Identification and Valuation: To identify the target firm by entering a highly developed market which offers the widest choice of publicly traded firms with relatively well-defined markets. Once the identification of target firm is finished then the valuation process starts immediately. In todays global business a variety of valuation techniques are used with its relative merits. *Settlement of the transaction: Once the acquisition target company has been identified and valued, there comes the settlement stage which is time consuming and complex. This stage has three steps such as, tender process, regulatory approval, compensation settlement. Post acquisition management is the most critical of the three stages in determining an acquisitions success or failure. An acquiring firm can pay too little or too much, but if the post transaction is not managed effectively, the entire return on the investment is wasted. In this stage the motivations for the transaction must be realized. 4. RESEARCH CONTEXT: The purpose of this research is to recapitulate and discuss whether the contribution of a HR is effective in the success of cross-border Mergers and Acquisitions. In the early years, mergers and acquisitions researches are focussed on the financial and strategic issues. But the recent literature focuses on the Human Resources aspect of mergers and acquisitions. Merger can be defined as the combination of two or more companies merge or forming a new company. Whereas, Acquisitions are the process of purchasing one or more companies with no new companies are formed. The specific aim of this research proposal is to review the current literature and some research by very reputable researchers to identify a best practise for human resource professionals in the cross-border mergers and acquisitions. Previous research paper from CIPD had demonstrated the way these issues are handled is strongly conditioned by the national systems. One feature of this is that the nationality of the dominant firm in a merger or acquisition leads to a country of origin effect, while another feature is the unique institutions and the culture of each national system that creates a host country effect. In cross-border mergers and acquisitions, information regarding the merging or acquiring company is imposed and their impact on employees is more urgent for the acquired firm in order to understand the goals or ideas and the philosophy of the foreign acquiring company. Merger and Acquisition activity presents a different and unique set of challenge for the human resource managers in both acquiring and acquired firms. This activity is found to have serious impact on the performance of the employees during the period of transition. Research on post-acquisition activities is limited and the study of post-acquisition and merger change has been rather fragmented. 5. FINDINGS: Human Resources role in Merger and Acquisition transactions can have a critical impact on deal outcomes. Factors such as the success and failure rates of Merger and Acquisition, motives of merger and merger types and provide significant insight into the reasoning for the exceptional role of HR in MA deals. In spite of the literature supporting the critical importance of Human Resources involvement in all phases of a transaction for the execution of successful MA, the empirical evidence suggests that there is little actual participation of Human Resources at the strategic level. The overall findings of a study conducted by the London School of Business (Hunt et al 1987) found that the Human Resources function is a theory or hypothesis to have a minimal, if any, role to play in the Merger and Acquisition process [http://airaanz.econ.usyd.edu.au/papers/Bennett.pdf]. Across the globe these finding results, are considered to be the whole Merger and Acquisition process or particular stages of the transaction such as identifying a target, negotiation, planning, implementation. 6. CONCLUSION: The challenges of HR is becoming much more difficult when it is compared with others in the business. Nowadays, HR functions are growing along with firms undergoing mergers and acquisitions. This proposal is the first stage of an ongoing research project. It has served two main purposes. The first has been to provide an authoritative picture of the nature of Cross-border Mergers and Acquisitions which shedding light on the nature of the HR function, the characteristics of HR policies and the process of organisational learning. The key to managing many integration issues successfully is an effective communication. This highlights the comprehensive communications strategy and implementing it with care and diligence. Thus the effective contribution of the Human Resources in the cross-border mergers and acquisitions are discussed and the key factors have been explained. Becoming an effective HR player adds the measurable economic value to firms in Cross-Border MA. REFERENCES: FAULKNER, D., PITKETHLY, R. and CHILD, J. (2002) International mergers and acquisitions in the UK 1985-94: a comparison of national HRM practices. International Journal of Human Resource Management. Vol 13, No 1. Pp106-122. CIPD. (2003) The HR role in international mergers and acquisitions. Research Report. London: Chartered Institute of Personnel and Development. pp1-35. Bijlsma-Frankema K., 2001, On Managing Cultural Integration and Cultural Change Processes in Mergers and Acquisitions, Journal of European Industrial Training, pp. 192-207. Griffith, V., 2000, The People Factor in Post Merger Integration, Strategy Business, Vol. 20, No. 3, pp. 83-90. http://www.bizresearchpapers.com/17%5B1%5D.Plessis.pdf http://findarticles.com/p/articles/mi_m4467/is_10_54/ai_66499153/pg_4/?tag=content;col1 http://www.123eng.com/forum/viewtopic.php?p=137357 http://www.cyberessays.com/Term-Paper-on-The-Role-Of-Hr-In-Mergers/2451/ http://xlrisapphire.wordpress.com/2009/10/30/the-role-of-hr-in-merger s-acquisitions/ http://www.pearsoned.co.nz/LinkedFiles/Free/9780733980848/Eiteman-CH22.pdf http://faculty.business.utsa.edu/kshimizu/Publication/Cross-border%20MA%20%28JIM%29.pdf http://airaanz.econ.usyd.edu.au/papers/Bennett.pdf http://www.ifb.unisg.ch/org/ifb/ifbweb.nsf/SysWebRessources/beitrag48/$FILE/DB48.pdf http://stdwww.iimahd.ernet.in/~sandeepk/merger.pdf http://www.eurojournals.com/IRJFE4%208%20dimitrios.pdf http://www.chrs.rutgers.edu/pub_documents/Beatty-Schneier%20-%20New%20Roles%20-%20Partners%20to%20Players.pdf

An Explication of Washing Day :: Washing Day

An Explication of Washing Day One Source Cited The poem Washing Day by Anna Letitia Barbauld illustrates two different points of view of the events that are happening on washing day. The first view is how the people surrounding the author feel towards the chores to be done that day. The second is the view from the author when she was a child, observing all that is happening. The idea of the poem is to bring to the reader's attention the joy and innocence of childhood, while at the same time noting the importance of the events of the day. The author accomplishes this by her choice of words used to describe the various tasks. As soon as the poem begins, the reader detects a feeling of melancholy. The opening line "The Muses are turned gossips" immediately creates a negative tone. Muses (inspirations) are usually thought of as being good and uplifting, here they are being turned into something that is generally thought of as being bad. As the poem continues, a sense of sarcasm can be detected at the end of the author's reference to this day. She details the way the women ("domestic Muse") come from where they live in a most woeful way "prattling on" and going by mud where there are drowning flies and an old shoe. Then she ends this section by saying, "Come, Muse; and sing the dreaded Washing-Day." If something is dreaded, a person is not going to be singing about it, even though the men would probably like to see that. The description of marriage in the next line is interestingly negative. " Beneath the yoke of wedlock bend,..." a yoke is put on an ox which is a beast of burden! I suppose the w omen feel exactly this way because they seem to have no choice in the matter. As the women are getting ready the sky looks as though it is going to rain, which makes the task even worse. Barbauld's description of the attitude at the breakfast table continues the melancholy. She uses the word "silent" and "dispatched" to depict breakfast, words that are not associated with an enjoyable meal (line 19). The next few lines illustrate the effect of the rain on such a day.

Free Essays: The World is Far From Perfect in Candide :: Candide essays

The World is Far From Perfect in Candide Candide is a great man that has encountered and accomplished many things. Candide has traveled far and wide through out his quest. He has encountered many things. He has been treated poorly by the government by being flogged multiple times by a two thousand-man army. To have his teacher lynched in front of his very eyes. He has met many people in his quest some nice and some not nice. Over all he was reunited with his friends and his true love. Voltaire's illustrate disenchantment of the old order though Candide's dealings with the church, government and the people. Voltaire's illustrates his disenchantment of the old order through Candide's dealing with the church. As an old man states,"Religion! Why of course we have a religion" (Voltaire 79). He states that he believes in one religion. He strongly stresses that there is only one religion that he and his people believe in and no others are accepted. The old man also states, "We never pray, we have nothing to ask of god, since he has given us everything we need" (Voltaire 79). They the people of Eldorado are optimistic because they have all they need, but you will never have all you need. You will always need something; you will never be complete. Some people through out his quests believed in one way of life and no other. Voltaire's disenchantment of the old order through Candide's dealings with the government. As Candide states "He was an admiral, but why execute the admiral because he did not have enough deaths to his credit." (Voltaire 111) They expect their soldiers to live up to their expectations by killing a certain amount of people. It should not be determined on the amount of people you kill, but by the way you use your power to conquer other countries. Cunegonde's brother states "The rulers of Paraguay accept as few Spanish Jesuit as they can." (Voltaire 66) The government is not in the right by choosing certain people to enter their country. Their government is racially selective, they do not want people entering their country that are not the same race or religion. Through out Candide's quests the government has caused him many hardships.

Achilles vs. Hector in the Iliad :: Iliad essays

Achilles vs. Hector in the Iliad In the Iliad, many of the male characters display heroic characteristics, consistent with the heroic warrior code of ancient Greece. They try to win glory in battle, yet are often characterized as having a distinctly human side. They each have certain strengths and weaknesses, which are evident at many times throughout the conflicts described in the Iliad. Prime examples of such characters are Achilles and Hector. These two characters have obvious differences in their approaches to fitting the heroic mold to which they both try to conform. However, despite their differences and the fact that they are fighting for opposing armies and meet each other with hatred in battle, they also have numerous similar traits which logically lend themselves to a comparison between the two men. They both display behavior that could be described as heroism. The first way in which Achilles, who fights for the Greeks, and Hector, who fights for the Trojans, act differently is how they approach war and the inevitable violence and death which accompany it. Although Achilles knows that he is fated to be killed in battle, when his faithful and devoted friend Patroclus is mercilessly and dishonorably cut down in combat, he puts aside his pride and chooses to temporarily forget about his previous feuds with Agamemnon that have up until now prevented him from participating in the war. He joins the fighting with a deadly and vengeful mindset that will likely play a major factor in the outcome of the war. Today, this lust for revenge might be considered a glaring character flaw. However, this passion for retribution undoubtedly conforms to the heroic code of Greek society. Meanwhile, Hector is full of indecision and reluctance about whether to take part in the war. He too believes that fate has dictated that he will be killed in battle. He spends much time with his pleading wife Andromache, who begs him not to go to war, both for his sake and for his familyÕs. He does not want to die and thus widow Andromache, leaving her "at the loom of another man." Indeed, when he bids farewell to his young son Astyanax, clothed in his shining war gear with gleaming helmet complete with plume crest (the

SNC Reaction Paper

What was it spent on? Who were the recipients? Investigations suggested that the money was used to pay bribes to unknown North African agents in order to sanction mufti-million dollar future projects. This was possibly done to maximize company revenue, but the deed is still questionable with Demise's grey past. The archbishop Of Milan, SST. Ambrose once said, â€Å"When in Rome, do as the Romans. † Does this translate to Zinc's actions in North Africa? Doing business in different parts of the world can be a difficult game because of varied cultural and professional differences.What may seem wrong in North America may be an everyday occurrence in another part of the world. Bribery is one such act. A bribe, according to the Merriam-Webster dictionary is â€Å"money or favor given or promised in order to influence the judgment or conduct of a person in a position of trust†. From personal experience, in some countries, not paying a bribe or not â€Å"giving a gift' may pro long or delay work, and in some cases even create a roadblock and completely stop the project. In some countries, offering a bribe is legal while in others it is considered a felony.The question forever is, is bribery ethical? Ethics, in my opinion, are culture specific and, as the professor mentioned in class, time specific. Slavery, for example was an integral part of a perfectly normal society in ancient times but now is considered a heinous crime. Pierre Daytime bribed officials to influence their decision in choosing SYNC Laving for construction projects. But even after investigations, it is not known what this bribe was used for. Daytime and Ben Sass were also linked to illegal activities like money laundering with the controversial Miramar Godhead of Libya.Keeping in mind his past history and the act of bribery itself positions me to believe that Daytime acted unethically. I also believe that bribery, in any form, is morally wrong irrespective of where one does business. In t his case, Daytime, the board of directors, the agents and the officials in North Africa are the active agents. The shareholders, potential and current clients, the employees of SYNC Laving as well as their competitors are the passive agents. Let's analyses the ethical issues in this case using a few models.Virtue Based Moral Reasoning expects en to maximize certain virtues like honesty, integrity, fairness and transparency. Daytime in his actions exhibited dishonesty and dishonor by bribing and laundering money. These actions were unfair to the shareholder as they were and still are unaware about where their money was spent. Lack of transparency creates a loss of trust amongst employees and stake-holders as well. Demise's actions were, therefore, unethical. Next, let's look at it through a Communitarian's approach. This method stresses that contracts, implicit and explicit, should be respect and not breached under any resistance.Daytime had a fiduciary duty towards the corporation, which he breached as the company lost its reputation as a result of this bribery debacle. He had also signed an implicit contract with the employees of the organization which was breached when he paid no heed to company ethics before making his decisions. Falsifying accounts by using terms like â€Å"project consultancy costs† and â€Å"project commercial costs† for the money spent towards bribes is equivalent to lying to shareholders as these statements are finally sanctioned by the CEO. Thus we see that SYNC Laving and Daytime acted unethically on the basis of Communitarian's.However, if you look at the decision through a Consequentiality perspective, an approach where only the consequences of your actions matter, Daytime, while making this decision was actually right. He paid a small price (in the form of a bribe), which in turn would bring in business worth billions and increase the company's revenue. He believed that ends justified the means. However, after the en tire incident unfolded, SYNC Laving not only lost a lot of money through trials and fines, but also lost something more important, trust and reputation.Thus, I believe that this act was unethical even through a consequentiality approach. If Daytime was acting under a veil of ignorance, he would definitely not authorize these payments. SYNC Laving could have been a company that has lost out to a lucrative contract just because another company was willing to bribe their way to the contract. Here we see that through a Rawlins Liberalism approach, Daytime was unethical. According to Graham Tucker's theory, an ethical decision should positively answer all his five questions. Daytime and SYNC Lapin's board fails to answer these questions positively.Was their decision profitable? Definitely not. SYNC Lapin's profits reduced from $76 million to $67 million in the first quarter of 201 2 itself. Secondly, bribe giving is illegal in Canada which negatively answers his second question, is it le gal? He then goes on to ask if it is fair. If you look at this from their competitors perspective, their decision was unfair to the competitors who missed out on deals as they refused to pay bribes. This decision was also not right as this money was paid to unnamed and unknown recipients to influence the company's goals.Finally, it fails to positively answer if paying bribes ensures sustainable development. Such acts result in recurrence of ill doing which in turn can backfire on the corporation. Most successful organizations usually boast of having a clean slate and usually do not indulge in such acts. Bribery may be a quick fix but is definitely not a permanent solution. Informs CEO and my former boss, Nary Murphy once suggested, â€Å"If bribe giving, and not bribe taking, is made legal then the bribe giver shall indeed cooperate with the authorities to expose the bribe taker.This seems o be an interesting idea and think it should be implemented†. Such a policy will encour age victims to blow the whistle on bribe takers fearlessly and in turn help combat corruption. In my view, businesses can very well flourish even in the harshest situations. Informs is a great example; an organization which flourished ethically in an environment which was not very welcoming to entrepreneurs with a conscience. Their vision was not to just build a profitable organization, but a respectable one. In 1984, Informs imported a supercomputer and the customs official at the airport refused to clear it without a bribe.Any delay was unacceptable and the only alternative was to pay a customs duty of 135% and then appeal for a refund. Murphy borrowed money and paid the duty. He believes that at the end of the day, a clear conscience is the softest pillow on which you can lay down your head at night. Firmly believe that bribery is an evil which eventually leads to corrupt business and political environment. Even though it is viewed differently in different cultures, morally it st ill is wrong and unethical. I'd rather not do business in a market which enforces bribery than silence my scruples and indulge in a social evil.

Evaluate The Effectiveness Of Approaches To Teaching And Learning Strategies

Evaluate the effectiveness of approaches to teaching and learning strategies in your subject area in meeting the needs of learners. Your response should include an examination of how these could be improved or enhanced and how college management could be involved in making such improvements / enhancements? For my class it is vital to identify the most appropriate level of the course for the learner. Also, the students should know what exceptions and the regulations they need to follow.For that the college could train staff to present the high quality initial assessment and induction to ensure the management of the class is of high standard. I need to make sure students with different learning styles; visual, aural, reading/writing and kinetics, can meet my learning objectives. The students perform better and learn better with information or in tasks that reflect their particular style of learning, so knowledge of students’ learning styles make the teaching more inclusive.To ad dress these different learning styles I convey information in different ways e. g.  diagrams, speech, text, discussion, practical tasks etc. I use multimedia technologies such as videos or audio, podcasts and screencasts in lectures and make them available on MOLE. I participate in improvement of documents available electronically so that students can modify them to meet their needs and to read at their own pace. I look friendly to make it easier for learners to approach me and explain how their disability might affect the way they learn, as students with dyslexia might have different needs. Also, I plan differentiated activities and a variety of tasks to cater for the needs of individual learners.For example in one lesson, I engage an adult learner, with prolong absence from learning, to practice in a recent and up-to-date science subject area whilst the rest of the class needs to practice in science technical or laboratory area. All these plans require financial support from the College; for example for better quality of the presentation or to provide extra equipment or broad range of assistive technologies and study support. International students and less able learners are more engaged in the class when I use simplified scientific information to meet their needs.Extra lesson, on-line lectures or private tutor provided from college might enhance their learning ability. The IT department might help for the preparation of special learning activities for partially sighted, blind or deaf students. The college should make opportunities for students to receive disability awareness training about equality of opportunity as part of Personal Development Planning. I participate in school training in matters related to disability awareness and support that provide clear relevant resources and guidance.For example I should know how to communicate with a dyslexia learner in a positive way in the context of HE. I regularly participate in departmental or teaching commit tee meetings to discuss and review disabilities issues. I make sure the learners received high quality induction information about the inclusive strategies and I will discuss with college about the reasonable adjustments that should be made for the disabled students within my class, at College or while they are on school trip; for example for their health and safety arrangements in a work placement.If any support teachers or guest lecturers are delivering my scientific sessions I will discuss with head of college to make ensure that they are aware of the needs of disable learners including those with dyslexia. I will also request for right training needed to be given to laboratory assistants and demonstrators to support the disable learners. The college could consider introducing self-supporting study groups for students or facilitating mentoring support from students with dyslexia who are already achieving in a higher year of study.The college might improve learning ability of the less able students by providing a personal digital assistant, a non-medical helper, electronic organiser, laptop or tablet PC with assistive technologies such as text-to-speech and mind mapping software. The college should ensure that lectures, seminars and fieldwork planning activities are supported with good quality handouts and electronic versions. Asthma triggers in the environment might lead to an asthma attack.Ensure that staff are briefed on the health and safety issues for students with asthma, and that these are properly monitored and special attention must be given to the cleanliness of laboratories and workshops. School can allow dyslexia students to use of an amanuensis scribe or a computer in examinations for spell checker and dictation software. It is important to update teaching strategies to support learning and minimise the impact of disabilities including dyslexia. I consider the learners point of view for my range of teaching methods and learning styles. I use wid er range of teaching and learning styles.I use more practical methods of teaching for the learners to make the session more interesting and to engage and motivate learners. For future detailed preparation of the subject area I use feedback that I receive from learners about the changes in my session to identify their style of interest and level of their understanding about my subject area because this will likely to increase their engagement during the lesson. As a result, learners will be more focused during discussions, they will answer the questions correctly and they will be more engaged during the lesson.