The Monster That Resides Peacefully Among Us - 1630 Words

On the night of September 7th, 2001 16-year-old Lindsay Armstrong was walking home after spending the evening with her friends in her small hometown of New Cumnock, Scotland. She rode the bus as far as it would go and then began to walk home as the clock ticked past 10 PM. As she was walking, a 14-year-old boy who Lindsay knew caught up to her, beat her, dragged her into a park, and raped her. He then threatened her life if she spoke about the incident and ran off. Filled to the brim with Scottish fight and determined to better the world, Lindsay promptly told her parents and the local authorities. Soon after Lindsay began to suffer from the common symptoms faced by rape victims and withdrew from her friends, her family, and her school due†¦show more content†¦Further ascribing to that logic, young girls should be taught to avoid going into houses of friends and family given the fact that â€Å"between 62% and 84% of survivors knew their attacker† (One-In-Four). Young women should also be taught to avoid the dating scene since â€Å"57% of rapes happen on dates† (One-In-Four). As soon as the surface is broken on victim blaming and the actual facts are acknowledged, it becomes clear that not only is it immoral to hold the victim responsible for the crime, but it is also a blatant display of ignorance to the research efforts put forth to understand and prevent the crime. Most rape victims are already under enough emotional distress and are typically already blaming themselves for what happened to them, so society joining in the blaming succeeds only in isolating the victim and pushing them further away from reality. Another significant problem rape culture presents is the gentle treatment of suspects of rape or those found guilty of the crime. Out of every 100 rapes, 40 get reported to the police, ten of which lead to an arrest, eight of which get prosecuted with onlyShow MoreRelatedMetz Film Language a Semiotics of the Cinema PDF100902 Wor ds   |  316 PagesDenotation in the Fiction Film. I have taken this opportunity to bring together (and to add to considerably) three earlier articles bearing on related topics, but each one giving only a partial treatment (furthermore, there were certain discrepancies among the articles). This chapter has, therefore, not heretofore been published in its present form, although many of the passages in it have been published. In attempting to improve the phrasing of the original articles, in adding notes wherever necessaryRead MoreOne Significant Change That Has Occurred in the World Between 1900 and 2005. Explain the Impact This Change Has Made on Our Lives and Why It Is an Important Change.163893 Words   |  656 Pagesmajority were almost invariably lives of drudge labor in urban sweatshops, on tropical plantations, or on the wharves of an expansive, global export economy. Throughout the century, advances in human rights, which were spread ever more broadly among different social groups—including women, laborers, INTRODUCTION †¢ 3 ethnic minorities, and gays—made strides that were perhaps greater than all of those achieved in previous history combined. During the same time span, however, stateRead MoreMarketing and E-commerce Business65852 Words   |  264 Pagesdeteriorate, driven by a culture of self-revelation and powerful technologies for collecting personal information online without the knowledge or consent of users. †¢ Internet security risks increase; cyberwarfare becomes a new way of conducting warfare among nation-states and a national security issue. Business †¢ E-commerce revenues surge after the recession. †¢ Internet advertising growth resumes, at a faster rate than traditional advertising. †¢ Social marketing grows faster than traditional online

Amyotrophic Later Sclerosis Essay - 1987 Words

There are many known diseases in the world that we live in today affecting a wide range of individuals of different ages, ethnicities, and genders. With each type of disease comes a diagnosis, prognosis, and potential for a cure from one of life’s many ailments. Over the course of time, technology has began to lead the way in discovering as well as treating many disease in which doctors previously knew little about. Amyotrophic lateral sclerosis (ALS), often referred to as Lou Gehrig’s disease, was first described in 1869 by French neurologist Jean-Martin Charcot. In 1939 ALS brought international attention when Lou Gehrig abruptly retired from baseball after being diagnosed with the disease(6). Today there are as many as 20,000†¦show more content†¦Once motor neurons die, the brain has an inability to initiate impulses and control muscle movement of the body. Over the course of time as connections between muscles and nerves are damage muscles will grad ually become weaker, twitch, and atrophy. There are many symptoms during the onset of ALS that are often overlooked that can include: Twitching, cramping, muscle stiffness or weakness, slurred and or nasal speech, or difficulty chewing or swallowing. Each patients symptoms vary depending on what muscles are damage first. Individuals can initially have the lower extremities affected or the upper extremities as well as noticeable speech problems. Damage to upper motor neurons can cause spastic muscles and contributes to an increase in reflexes, such as the gag reflex(7). Muscles may become weaker, however, patients are still able to perform voluntary muscle contractions with sensation still intact. Lower motor neuron damage is linked to muscles weakness, atrophy, cramps, twitching, and a decline of reflexes(BOOK). As the disease progresses throughout the patients body, they have increasing problems with muscle movement, maintaining weight, speaking, and swallowing. As muscles of the respiratory system weaken, patients also have difficulty breathing on their own and must depend on a ventilatorShow MoreRelatedEssay on What is Amyotrophic lateral sclerosis?1064 Words   |  5 PagesAmyotrophic lateral sclerosis is short for ALS, and is often referred to as â€Å"Lou Gehrig’s disease.† Lou Gehrig was born in New York in June 19, 1903. In April of 1923, Lou Gehrig signed his first contract with the New York Yankees. He played for the Yankees for 15 years and lead them to 6 World Series between 1927 and 1938. Gehrig was known as a seven-time all-star champion, for his batting average and was named twice the American Leagues MVP; He later earned the name of the Iron Horse (Lou GehrigRead MoreSpeech Amyotrophic Lateral Disease : Is A Chronic And Terminal Disease That Affects The Lower And Upper Motor Neurons1725 Words   |  7 PagesThis research paper is being written to address Amyotrophic lateral disease (ALS), which is a chronic and termina l disease that affects the lower and upper motor neurons (Srivastava, 2014). ALS is usually fatal within a few years of inception and affects 2-5 per 100,000 people annually worldwide (Donnelly, Grima, Sattler, 2014). This disease usually affects the patient physically and emotionally and as well as their support system. As of this year, no cure has been developed for this disease. 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Analysis Develop A Performance Appraisal â€Myassignmenthelp.Com

Question: Discuss About The Analysis Develop A Performance Appraisal? Answer: Introducation Starbucks is a leading global retail outlet of coffee and operates in more than 20,000 locations worldwide. The company was founded in Washington and since its inception in the year 1971, the g Analysis Develop A Performance Appraisal lobal coffee chain has gained huge customer base and has been innovative in managing its operations worldwide. However in Australia, Starbucks has faced major difficulty in expanding. The company has very few stores in Australia. Starbucks faces stiff competition from Coffee Club and Gloria Jeans caf in Australia. Starbucks Australia has faced more than $100 million losses in the year 2002 because Australians do not prefer an American brand and have demonstrated buyer loyalty to the local cafes. However, recently the global caf chain is planning for expansion in Australia and would open more stores in major cities including Sydney and Melbourne (Anon 2017).The strategy of the retail business unit will be to open stores in shopping complexes and popular tourist locations. The strategy will be to target the tourists visiting Australia who are already familiar with the popular brand. However, the company will try to win a good customer base comprising of Australian population and will f ocus on Corporate Social Responsibility in Australia. The role of a store manager will be of paramount importance in achieving the business objectives of the retail unit of Starbucks Australia (Salleh et al 2013). Discussion The job of Store Manager of Starbucks Australia will be aligned with the expansion strategy of the company. From the analysis of the internal and external environment of Starbucks Australia, it is evident that the company has failed to establish its brand value among local Australians. Also Starbucks Caf charges a premium price for coffee which is much more than a local independent coffee outlet in Australia. Thus, the major roles and responsibilities of the Store Manager of Starbucks Sydney should help the company to achieve its strategic business objective of earning more profit from tourists as well as trying to establish a strong brand image of the company among local Australians.The job aims to create an indelible experience for tourists visiting the Store as well as the store manager is supposed to build innovative strategies to enhance the brand image among local Australians. The store manager will be responsible for overall operation of the store which will include financial performance of the store, stock handling and maintenance, organizing ATL promotional activities to drive footfalls of customers in the store, supervising the human resource department of the store and ensuring overall safety and security in the store. The job responsibilities will be aligned with overall strategic objective of the retail business unit of the Starbucks Australia. Performance Management Process Performance management of the store Manager of Starbucks will provide an understanding about how he contributes to the strategic goals of the retail head of Starbuck Australia. The performance management will follow a cycle which will involve planning of the key responsibilities of the store manager so that expectations and standards of performance can be created on the basis of the strategic goals of the retail unit. The performance management process will also enable the higher management like the retail head or operations manager to identify gaps in training and development required by the store manager of Starbucks Australia. After this gap is identified, adequate training can be provided to him so that he gathers the necessary skills and abilities to perform his job in more efficient and effective manner. The review of the performance will be the next step of performance management. There are different methods of performance appraisals. In modern organizations 360 degree apprais als is used by the company where performance is reviewed by self, peer, manager, customers and supervisors. This method of performance appraisal can be used to review the performance of store manager of Starbucks so that a holistic review of his performance can be obtained. Once the completion of performance review is completed, the store manager of Starbucks can be rewarded either tangentially like a pay hike, or an increase in bonus or he can be rewarded by praise from supervisors which will induce positive reinforcement in his behavior. Reward can only be provided on good performance, however if performance is not satisfactory, training can be provided to the store manager so that he can gain necessary skills to perform better. If performance level of the store manager of Starbucks Sydney is poor then management can also think of replacement. Performance Appraisal of store manager of Starbucks Sydney can be done using traditional techniques like Graphic Scale Method, Ranking method, Essay Method, Checklist Method. Other modern methods can also be used to rate the performance of the store manager. These are Management by Objectives,360 degree Appraisal. The Graphic Rating scale is used to rate the performance of the store manager. Performance management of the store manager of Starbucks Sydney will have different objectives-The store manager can achieve superior standards of performance through this process, this process will help the store manager to identify the barriers which will prevent him from performing effectively. The Operations head or the Retain head can intervene at this stage by providing the necessary mentoring and coaching. The performance management will also help the store manager of Starbucks Sydney in personal growth and will help in his career development, planning and succession. Performance appraisal can help the company to contemplate on the productivity and efficiency of the store manager of Sydney Australia. The customers visiting the caf and the human resource team at the store can also participate in rating the performance of the manager. The store manager will be responsible for performance management of his team which is the front-line employees in Starbucks Sydney. Performance Management Process of the store Manager of Starbucks will be evaluated by Operations Head and Retail Head of Starbucks Sydney. Performance appraisal is a tool of performance management (Buckingham and Goodall 2015). The standards and expectations of performance of the store manager of Starbucks Sydney is developed based on the job analysis and job description. It is ensured that the performance management process is strategically and contextually congruent. The overall strategic goals of the retail business unit of Starbucks Australia are in alignment with the performance management of the store manager. Also, the culture of Starbucks and the Australian culture are incorporated in the performance management system. Graphic Rating Scale Is Used To Develop The Performance Appraisal Form Performance Dimension Distinguished Excellent Commendable Adequate Poor a)Job Knowledge about in-store retail activities, Customer Relationship Management, Enterprise Resource Planning, overall Operational Management is measured 5 4 3 2 1 b)Human Resource Management- Performance of store manager with respect to recruiting, training and developing and evaluating performance of staffs of the store are rated 5 4 3 2 1 c)Financial Management- Performance of the Store manager in managing expense of store according to the budget allocated and his ability to achieve financial objectives of the store is measured 5 4 3 2 1 d)Communication- Both oral and written communication of the Store Manager is measured, performance related to handling sensitive information and clearly communicating adequate information to staffs of the store are measured 5 4 3 2 1 e)Decision Making/ Problem Solving- Ability to take independent decisions to achieve overall strategic goals of retail business unit is measured 5 4 3 2 1 f)Team Work- Team work with staffs of store and other partners like Supply Chain partner is measured 5 4 3 2 1 g) Customer Relationship Management- Performance related to soliciting feedback from customers and delivering incredible service to them by designing an excellent promotional schedule is measured. 5 4 3 2 1 The Performance Appraisal Form Usage Description Graphic Rating Scale of Performance Appraisal for the store manager is used. The graphic rating scale presents the seven dimensions of performance of the store manager. These dimensions are based on the performance standards and expectations which can be contemplated from the job analysis and job description of the store manager of Starbucks Sydney. Each of the seven performance dimensions are rated on scale of 1 to 5. Scale 1 denotes a poor performance and scale 5 denotes distinguishable performance (Bernardin and Wiatrowski 2013). The Conduction Of Performance Appraisal The performance Appraisal will help in communicating the performance of the store manager of Starbucks Sydney so that he can comprehend how well he his handing his job responsibilities, the key areas of improvement. The performance appraisal will enable the store manger to identify his key strengths and weakness and will help the company to assess any further developmental needs for the store manager. Rewards like compensation and promotion will be given based on performance appraisal. A performance review meeting will be conducted by Operations Head and Retail Head of Starbucks Sydney quarterly so that the store manger receives a feedback on his performance. Key areas of improvement and a future action plan will be developed during the meeting. The Operations head will work together with the Store Manager of Starbucks Sydney and will develop solutions of any performance related problem. Motivation and competencies of the store manager will be reviewed in performance appraisal and if he performs well, a positive feedback will be given. The pay and financial rewards of the Store Manager of Sydney Australia will be reviewed and designed based on Equity Theory where the market standards and other economical factors will be considered while designing financial rewards (Shields et al 2015). How The Performance Appraisal A) Fits With Business Unit Strategy The performance appraisal and the entire performance management process helps in achieving the strategy of the retail business unit of Starbucks Australia. The performance management process focuses on key dimensions of performance which are derived from performance expectations or standards of job analysis of retail store manager. The performance of retail store manager of Starbucks Sydney is aligned with strategic business unit goals of increasing footfalls of customers in the store which include both local and tourists. The location of store in a leading shopping mall of Sydney is a strategy to increase customer footfalls. The performance of the store manager in meeting and exceeding financial goals of the store will help in the expansion process of Starbucks in Australia. The performance appraisal measures the customer centric approach of the store manager by rating his customer relationship management dimension which will enable the strategic business unit to achieve its desired customer base (Rausch, Sheta and Ayesh 2013). How The Performance Appraisal Adds B) Value To The Organization The performance appraisal help in analyzing the performance of store manager, positive feedback and both tangential and non-tangential rewards are given in case the performance of the store manager meets the set standards. Problems related to performance are discussed by seniors with the store manager so that future action plan for improved performance can be set and implemented (De Waal 2013).The performance management adds value to the organization because this process enables the company to review how well the store manager is contributing to the vision and strategic goals of Starbucks retail division in Australia. Performance management follows a holistic approach measuring key dimensions like financial goals and customer relationship management. This process will enable Starbucks to be a customer-centric organization and can have a long term impact on increasing brand value of the company in Australia (Bednall, Sanders and Runhaar 2014). Conclusion The job of store manager of Sydney is of paramount importance to the retail division of Starbucks Sydney. The key job responsibilities of the store manager will enable the retail division to achieve its strategic business unit. The performance management process will help the reporting head of the store manager to review his performance and give him necessary feedback. Performance appraisal which is a tool of performance management rates the store manger on key performance dimensions. The rating will give an overview of the performance of the manager. If he demonstrates expected performance he can be given rewards like praise and financial reward. If his performance is above expectation, a promotion or salary hike can be proposed. If the performance of store manager does not meet the standards, decision of training or in extreme case termination from position will be taken by management. Reference Lists Armstrong, M. and Taylor, S., 2014.Armstrong's handbook of human resource management practice. Kogan Page Publishers. Anon, 2017.starbucks.in/. [online] Available at: https://www.starbucks.in/ [Accessed 12 Sep. 2017]. Bednall, T.C., Sanders, K. and Runhaar, P., 2014. Stimulating informal learning activities through perceptions of performance appraisal quality and human resource management system strength: A two-wave study.Academy of Management Learning Education,13(1), pp.45-61. Bernardin, H.J. and Wiatrowski, M., 2013. Performance appraisal.Psychology and Policing,257. Breaugh, J.A., 2017. to Recruitment.The Wiley Blackwell Handbook of the Psychology of Recruitment, Selection and Employee Retention, p.12. Buckingham, M. and Goodall, A., 2015. Reinventing performance management.Harvard Business Review,93(4), pp.40-50. De Waal, A., 2013.Strategic Performance Management: A managerial and behavioral approach. Palgrave Macmillan. Mone, E.M. and London, M., 2014.Employee engagement through effective performance management: A practical guide for managers. Routledge. Nielsen, P.A., 2013. Performance management, managerial authority, and public service performance.Journal of Public Administration Research and Theory,24(2), pp.431-458. Rausch, P., Sheta, A.F. and Ayesh, A. eds., 2013.Business intelligence and performance management: theory, systems and industrial applications. Springer Science Business Media. Salleh, M., Amin, A., Muda, S. and Halim, M.A.S.A., 2013. Fairness of performance appraisal and organizational commitment.Asian Social Science,9(2), p.121. Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P., Johns, R., O'Leary, P., Robinson, J. and Plimmer, G., 2015.Managing Employee Performance Reward: Concepts, Practices, Strategies. Cambridge University Press.