Communication Assignemnt Essay Example | Topics and Well Written Essays - 2750 words

Communication Assignemnt - Essay Example â€Å"Language occurs through an interaction among genes (which hold innate tendencies to communicate and be sociable), environment, and the child’s own thinking abilities† (Genishi, 2006). While some of this behavior can be attributed to the child’s natural imitation of the caregivers, there remain aspects to the way language and communication develops that haven’t yet been sufficiently explained. Through this paper, the various terms used to discuss language development will be identified followed by discussion of the various parts and components of language that a child must master. This will lead to investigation of how young children up to the age 4 seem to have an innate switch designed to facilitate language development and the theories that have evolved. Some activities that children and their parents may engage in that might help foster language and communication development will be discussed along with other factors that may contribute to development. Common mistakes shared by children as they learn how to communicate for the first time provide clues as to how language development progresses and contribute to a discussion of the average stages of language development exhibited among young children. Generally speaking, language is nothing more than a set of symbols, usually auditory, that are commonly understood and are used to share or warehouse information (Eccardt, 2003). â€Å"The symbols are words, and their meanings cover everything we humans deal with †¦ Generally, the above definition puts the label ‘language’ on English, Spanish, Chinese, etc. It also covers sign languages for deaf people† (Eccardt, 2003). This definition does not necessarily include the alphabet, writing or other forms of mechanical expression. On the other hand, most experts define the term communication as a method of conveying meaning through the

Industry Experience Assignment Example | Topics and Well Written Essays - 2000 words

Industry Experience - Assignment Example My experience would contribute to the development of a management report because I have the background and knowledge in management to help a company formulate its overall strategies and goals. For example, I am aware that HRM (Human Resource Management) is one of the prime examples through which strategic management can influence what occurs within a company by a mixture of theory and pragmatic practice. It is seen by practitioners in the field as a more innovative view of workplace management than the traditional approach. Its techniques force the managers of an enterprise to express their goals with specificity so that they can be understood and undertaken by the workforce, and to provide the resources needed for them to successfully accomplish their assignments. As such, HRM techniques, when properly practiced, are expressive of the goals and operating practices of the enterprise overall. Many firms are realizing that a traditional functional organization is evermore unsuitable for the current environment in which they operate. The present time and environment demand firms to be more agile and adapt quickly to their surroundings. The best method here, firms have realized, is to develop easily deployable teams containing individuals that are fit for certain jobs and projects. The process by which a firm formulates and implements its strategy through the resources at its disposal. It can be mirrored with the actual definition of management as well in that it is devising goals and methods by which an organization is to be run, with a direction (Kono, 1996). Strategic management dwells upon where the firm currently stands, where it will be in three (short term), five (mid term) or ten (long term) years if no changes are made, whether this predicted position of the firm is acceptable, and if not, what changes will have to be made now in order to secure a position where it is envisioned to be in. Strategic management rises above the petty problems of day to day business processes to devise a direction for the firm and

Nurse Residency Program Essay Example | Topics and Well Written Essays - 2000 words

Nurse Residency Program - Essay Example Beginning March 2000, both the University HealthSystem Consortium (UHC) as well as American Association of Colleges of Nursing (AACN) tied up and have worked to enlarge strategies which can address the nursing shortage, enhance the expertise among nursing workforce, reduce practice errors, and also to minimize the burnout brought about by stress beneath prepared professional nurses. Moreover, a small body of research confronts issue about the training for clinical practice and the job satisfaction of the new nurses. Until today new nurse graduates have expressed the difficulty adjusting to the roles demonstrated when in the acute care setting. The UHC and AACN in joint venture with Commission on Collegiate Nursing Education with an impartial panel were able to developed accreditation standards intended for nurse residency programs and this move have been commented by the public (University HealthSystem Consortium, 2007). In 2002, a study conducted by the National Council of State Boards of Nursing, found that health care employers recognize newly licensed RNs as not fully prepared to execute common tasks in a fundamental practice setting. Employers view new RNs as more than ever deficient in recognizing abnormal physical as well as diagnostic findings, supervising care provided by others, responding to emergencies, and in psychomotor skills. The UHC and AACN are in the opinion that it is extremely challenging for nursing schools to prepare new graduates to effort in the field of acute care hospital environment since there is high level of patient acuity. UHC conducted a study (2000) to discover what additional assistance was being offered to fresh graduate nurses employed in UHC hospitals.Similarly, about eighty-five percent (85%) of the respondents noted that they had an extended program in order to prepare new graduates to become skillful practitioners; but, the survey revealed that there was no u niformity programs offered. The previously mentioned programs varied in length, curriculum, and content, particularly the clinical content that ranged from 20% to 100%. Also, same study reiterated that more training and support is required for new nurses in order improve reduce turnover, job satisfaction, and enhance skills very significant to patient safety. The shortage of experienced nurses simply suggests that recent graduates are becoming gradually more critical to providing sufficient staffing and emphasizes the need for a standardized curriculum.Through a mutual interest in creating a substantially different program and a desire to share experiences and collaborate between systems, a common definition emerged. A NRP was defined as a joint partnership between academia and practice that is a learner-focused, postgraduate experience designed to support the development of competency in nursing practice. The role of the academic partner is to aid in the development of the theoreti cal framework and conduct the research-based program evaluation,

Art Management & Marketing Assignment Case Study

Art Management & Marketing Assignment - Case Study Example These factors contribute towards positioning the company as market leader in the artificial jewellery industry. Products offered by the company will cater to the needs of all age groups and classes of people. The essay will provide further details about the business plan, which will help to portray viability of starting this business in United States. Jewellery business falls in the category of art business hence it is obvious that it should be treated from an imaginative point of view. The business plan for Beauclaire will reflect imagination, creativity and it has not followed the traditional business plan formulation approach. The mission of Beauclaire is to design and sell innovative art jewelleries. Through sale of attractive art jewellery, the company aims to attract maximum number of customers from all classes. Services provided by the company desires to exceed expectation of customers. The vision of Beauclaire is to be the leading jewellery selling company of United States within next few years. Core values of the company comprise providing appropriate quality of goods and services to customers. Beauclaire would not compromise on quality and standard of the products offered so as to retain core values developed (Graham 72-74). As US lacks Egyptian style of jewelleries, it would be easier for Beauclaire to target the market of United States. Aim of the company is to be a leader in the artificial and antique jewellery industry of United States. The company desires to cater to the needs of individuals across various age groups, especially women. The specific objective of the company is to penetrate and gain 50% leadership of the artificial and antique jewellery market. Besides that, Beauclaire would ensure that shelf life of the jewelleries is short and not more than a week. The jewelleries will also be sold online and in various galleries of U.S. For

The Weaknesses and impact of Education administration Essay

The Weaknesses and impact of Education administration - Essay Example As a result, there have been various policies, as well as reforms that have been advocated so as to improve education and foster economic capacity. All these efforts are an acknowledgement of the existent education disparities. However, there are still a lot that is needed to realize the potential. In some cases, education has been presented to serve a purpose that is opposite the intended one. According to CORI Justice, Education can be a powerful force in counteracting inequality and poverty but in many ways, the present education system has quite the opposite effect' (socio-Economic Review 2008). As far education disparities along the racial lines are concerns, the achievements between the native and the non-native populations is widely inferred. Indeed, it is agreeable that there have been disparities between the aboriginal and the non-aboriginal groups for quite some time. These disparities have been described as the legacy of colonialism. Colonization processes are associated w ith profound consequences on the colonized societies. Colonial legacies, which now come in the form of government policies, have seen individuals disperse from the tribal and clan inclinations. The eventuality of this has been the continuous fragmentation of the cultures belonging to the aboriginal people. There have been concerns that the fragmentation of culture and the struggle to adapt to the new way of life has been accompanied by social, as well as economic instability. As such, the disintegration of

Housing Dhaka Essay Example for Free

Housing Dhaka Essay One of the major consequences of rapid urbanization in Bangladesh has been the persistent deterioration of housing situation in metropolitan areas. The concentration of the poor in such areas and the ever-widening gap between the demand for and supply Iand for housing have led to the deyelopment of of low_income settlements on environmentally sensitive and hazard-prone lands. The problem is particularly acute in Dhaka where the poor residents have been increasingly constrained to such marginal land, in preferred sites. The inabirity of the poor residents is largely attributed to the prevailing prolitical situation of the country, ineptitude public as they arc unable to buy or rent land of organizations, nonchalant altitude of the government and predatory nature of the formal land market in Dhaka. The urban poor ofDhaka have come to realise that they do not folm part of the privileged group(s) to which the city authoriries cater their service and that they have been left out to fend for themselves. With this realisation the poor have sought to  provide housing for themselves. In such attempts, unauthorised settlements have developed in various marginal places, especially along and over water regimes in Dhaka. Over the years development of settlements and deliberate encroachment by private and public sector development have led to the disappearance of lakes, canals, flood plains, etc. rhat existed within the city. In thls process numerous ponds and tanks have also disappeared, creating an ecological imbalance with Dhaka experiencing the worst flood in history in r9gg. Dhaka has arso rost much of its beauty and its natural heritage. On the other hand, atlempts to creare spaces or pseudo-land over and along water bodies and swamps without proper planning and design techniques have produced undesirable outcomes and red to serious decline in envrronmental conditions in the immediate and sunounding area where such spaces have been created. Life and health of local residents as well as the city residents have put been to risk. Considering the gravity of the problem the aim of this paper is to investrgate how the urban poor of Dhaka are constrained to marginal places and shed light on aspects which bring about this situation. This paper also aims to highlight the problems produced as a result of creation of spaces over water and suggests measure to reverse such hazardous living conditions of the urban poor in Dhaka. It is assumed that unprecedented urbanization and ineptitude ofconcerned authorities have produced conditions forcing the 55 56 U rbanization in Bangladesh urban poor to live in marginal places. The paper, thus, begins with appraisals of issues related to the urbanization of Dhaka such as its land value and the Prospect of housing provision for the poor in this city before investigating the actual problem of creating unplanned spaces for living. Information for this paper has been collected from both primary and secondary sources. The Exodus Towards Dhaka The rate ofpopulation growth for Dhaka has been. 3 percent, 9. 4 Percent and 7. 8 percent dudng the 196l-1974, 1974-1981 and l98l-1991 pe ods respectively (RAJUK, 1995). This has produced a number of unexpected outcomes in recent decades, such as rapidity of urban growth and mega-population of the city. The reason for such rapid growth is the status of Dhaka as a capital city and the centripetal nature of concentration of major activities and facilities within the city-as a result people from all over Bangladesh are atbacted towards this city. Added to it are the prevailing political situation of the country, stagnant rural economy and nonchalant attitude of the government towards decentralization. The result is that Dhaka is suffering from over-population while other towns and rural areas are suffering for want of industries, factories, etc. Informal job opponunities have declined in areas outside Dhaka The sheer number of people living in this city makes any son of business prosper and thrive. Thus, businesses or jobs mean chances for people to survive.

Indian Culture And Infosys Ltd Commerce Essay

Indian Culture And Infosys Ltd Commerce Essay Throughout management history, culture has played a more important role in organisation for both employers and employees, as it provides a background to understanding an organisations identity rules and mission. This essay evaluates the effect of organisational culture based on the theoretical research, Cultural Dynamic Model of Mary Jo Hatch (1993), as well as observations of the companys climate and interview with one of the employees of the company. It will consist of the general information about culture, features of Indian national identity, basic culture theories and description of the Cultural Dynamic Model and its main processes. Limitations of this analysis will also be mentioned at the end of the report. Moreover, each part of the report will include an application of the processes of the model to the Indian IT company Infosys Ltd, which specialises in offshoring technology services and has more than 100,000 employees worldwide. Considering the culture within organisations, it is essential to emphasise that culture is an extremely difficult topic, and it can be defined in many ways  [1]  . According to Lundberg (1990) culture as a day-to-day sense may be understood intuitionally, and includes a variety of aspects, such as being a broad and shared by group members psychological phenomenon within any stable organisation with a history. It has invisible symbolic and deeply buried values and assumptions in its core, which can be gained and modified in some rare cases  [2]  . Indian Culture and Infosys Ltd. Infosys culture is a reflection of its co-founder, Narayan Murthy, who imposed a southern Indian culture, and consequently recruited individuals from that region. As the company grew, it decided to recruit from different regions to take advantage of the countrys cultural diversity. Kanungo, Sadavarti and Srinivas (2001) suggest that organisational culture in India has been linked to organisational success or less successful performance (p.30). This explains Infosys strong culture and drives to improve employees well-being. In order to manage diversity, corporate policies became more flexible and employee focused by providing benefits such as accommodations, sets of recreational facilities and other advantages for their welfare  [3]  . Hence, Infosys recognise the importance of cultural differences because of its potential to increase the companys overall performance. Furthermore, Indian opinion leaders and policy makers encourage employee involvement, as organisations cant afford to neglect their cultural dimension (Kanungo, Sadavarti and Srinivas , p.51). Additionally, organisations that can nurture the innovative dimensions of their culture in a person-centered manner are more likely to treat culture as a meaningful organizational process (Ibid., p.52) that encourages growth of IT in India. Cultural Theories Allaire and Firsirotu (1984) see organisations as sociocultural systems and organisations as systems of ideas. In the former, social and cultural components are integrated and synchronized in the organisation, where the focus lies with values, norms, and beliefs and with the interaction of individuals who constitute concrete collectivities (Ibid., p.195). In system of ideas, culture is located in the minds of culture-bearers or viewed as systems of knowledge of learned standards for perceiving, believing, evaluating and acting (Ibid., p.148). Furthermore, Schein (1990) has an alternative approach to organisational culture. In his research he identifies it on three levels: observable artifacts, values and basic assumptions. The observable artifacts are the visible manifestations of an organisations culture such as the physical and material objects and the level of technology. He suggests that it includes everything from the physical layout, the dress code, the manner in which people address each other, the smell and feel of the place, its emotional intensity (Ibid., p.111). The values, which are located between the artifacts and the basic assumptions, determine the behavioral norms. At this level the focus is on how people feel and think (Ibid., p.112). The Basic assumptions are difficult to detect and change. They determine the unconscious perceptions, thought processes, feelings, and behavior of individuals (Ibid., p.112). The model below displays Scheins model of organisational culture. Source: Schein 2004, p. 26 The chosen model The model we will apply to Infosys is Mary Jo Hatchs (1993) The Dynamic Model. It is an enhanced model based on Scheins (1985), which emphasises on symbolic and process factors. The Symbols aspect was introduced to the elements of Scheins model, which makes this model more complex. Connecting these elements together made a spinning wheel structure, which was interpreted as being able to operate both forward (proactive/prospective) and backward (retrospective/retroactive). This in turn has created a more dynamic relationship between the elements as opposed to a static relationship between them. The Mary Jo Hatch model we will use is displayed below. C:UsersFrankDesktopdynamic model.jpg Source: Hatch 1993, p. 660 Manifestation The point of entry to using the model is variable, as this will be influenced by the research topic. For this particular study, we will use assumptions as the starting point for our analysis (Hatch, 1993). The process between assumptions and values is manifestation, which can be further sub-categorised into proactive (assumptions to values) and retroactive (values to assumptions). Infosyss vision is to be a globally respected corporation. The underlying assumptions consist of having high standards and having an enthusiastic approach to learn, as well as being hard working, competitive and honest. The processes of proactive manifestation shapes these intangible assumptions into distinct values of the company, such as impressing the client, being the market leader, being fair and ethical as well as constantly striving for perfection (Infosys Ltd, 2012). Retrospective manifestation occurs when there is a change in values, which can lead to possibly maintaining or transforming existing assumptions. The CEO of Infosys and managing director included employees as intangible assets in their 2011 balance sheet and stated that their employees were their value. Numerous employees assume that their employer, disregards their hardworking efforts, which contradicts existing assumptions. Ultimately, it could possibly have enough influence to change the current assumptions and create a new set of assumptions. Realisation According to Hatchs dynamics model (1993), an organisations artifacts are the most realisable aspects of its culture. Realisation transforms values into artifacts (proactive realisation) and accordingly, keeps or changes the existing values through the production of new artifacts (retroactive realisation). As emphasized by one of the ex-employees of Infosys, the company has built an environmentally friendly strategy. This can be made clear from Infosys operating using a clean power source of windmills that are attached to each building and the use solar powered mini-vans for handicapped and pregnant women for transportation within the company. Furthermore, they give large amounts of money to charities, focusing on poor people and children education. In addition, following a natural disaster in any part of the world, an online portal is opened for donation transactions. If an employee wishes to donate money it will be debited from their salary. Infosys believes that everything should be provided for the people it employs. Most of the buildings are like well designed and include food courts, sport facilities and employee care centers. In some cases a 4-star hotel is included, as well as gardens and other leisure facilities. Infosys wants to encourage communication between project members and employees to create a good work ethic, for example various activities are organised after each project completion to help employees get a better understanding of each other, to ultimately promote efficient work processes and good outputs/performance. Awards for the most effective people are presented each year. In addition, employees have the chance to meet and talk to the top management team. Moreover, there are daily quiz competitions and music meetings organised for the employees. Mondays and Tuesdays everyone is required to be in formal dressing. There is a flexible approach to communication, employees are encouraged to talk informally to each other and fun and jokes are allowed. The methods above increase employees effectiveness and creativity. People are generally self-motivated inside the company as they are continuously monitored by their supervisors and managers who use a check list of attributes. The monitored period is discussed on a 6 month basis as a part of the appraisal cycle. Regular efficiency reports are also distributed to announce the department with the best performance. Moreover, there are weekly internal newsletters informing the employees of the companys news and other relevant subjects. These cultural artifacts have been incorporated in the organisations culture through a long process of experimenting and assessment in order to reflect the companys values. Since they are absorbed in the culture, they work retroactively to realign values as culture adjusts to their presence (Hatch 1993, p.667), which means that artifacts through retroactive realisation have the ability to alter the organisational values throughout time, although it is a long process. Symbolisation Symbols are referred to the visible, the physical manifestations and to the indicators of organisational life. Symbols are experienced as tangible and can be noticed through sound, touch, sight and smell (Rafaeli and Worline, 1999). Symbols and artefacts are indistinguishable and a list of organisational symbols consists of the corporate logos, slogans, stories, visual images and metaphors (Gioia, 1986 cited in Hatch, 1993, p. 669) while corporate behaviour consists of values and norms and corporate communication consists of public relations and advertising. In Infosys a particular dress code is followed which is considered as a part of companys corporate design where men are required to wear full sleeve shirt and tie and women are meant to wear full formal wear like salwar kamij. Prospective symbolisation suggests that an artefact is an objective form in a literal meaning. Firstly they arise as just artefacts and by adding cultural processing they get recognised as symbolic forms by the organisation (Brown,1993 and Tompkin, 1987 cited in Hatch, 1993, p.670). Retrospective symbolisation enhances prospective symbolisation which furthers the meaning of the aspect. In addition, Infosys logo remains one until retrospective symbolisation takes place which results in the emblem meaning much more such as an image for purpose and vision corresponding to its slogan Powered by Intellect, driven by values (Infosys Limited, 2004). Corporate behaviour is the attitude of an organisation when it is considered as a single body. Values define customer satisfaction and leadership. Norms are for the long term development of Infosys and the best standards of corporate governance should be applied for greater prosperity such as an increased customer base and profits. The company applied a good level of external communication and it never compromised on its profit margin. External clients are aware of the Infosys service quality, are never concerned about bargaining the terms and conditions and always wants to give their business to the company. Also, the company keeps its client well informed concerning progress of their project, through weekly meetings. Infosys is a knowledge intensive company which recognises the value of its human assets in maintaining an enhanced culture. The business activities of the company are anchored into the pillars of corporate behaviour which are business ethics and corporate social responsibility. According to the interviewee Infosys main ethic is based around the notion that Client is the Boss and that it tends to prioritise client requirements over its own as long as their margin standards are met. Also, Infosys adopted schools in villages and took full responsibility of education of children; ex CEO runs his own non-governmental organisation in which they use to raise funds for the poor. Interpretation In terms of cultural assumptions, it can be useful to refer to not only the Dynamic Model, but also the original model of Schein, where the assumptions are viewed as the core content of the organisational culture. As basic assumptions consists of unconscious and strong granted beliefs within an organisation (Schein, 2004), in Infosys it can be seen as a less hierarchical and friendly atmosphere between employees as a part of the culture of the organisation. However, from a cultural dynamic perspective, interpretation is considered as a bidirectional process that contains an interaction between current symbols and basic assumptions. Schutz (1970, cited by Hatch, 1993) claimed that interpretation was a significant medium for establishing the meaning of an experience and involved the retrospective and prospective interpretations simultaneously. The former is a move from basic assumptions to current symbols, which can be seen in relation to Infosys as the activities for a successful completion of the work. Emotional satisfacion from the rewards can be related to the competitions and games organised by the company. The Prospective path introduces an influence on basic assumptions from symbols, such as newly created activities and rewards systems, which may influence the creation of new assumptions and opinion within the company. According to Ricoeur (1976 cited in Hatch, 1993: 674) interpretation should be viewed as a second-order experience of symbolisation which can be distinguished with the direct experience. Hatch (1993) summarised interpretation in two points: Firstly, current symbolisation experience was interpreted in an existing cultural frame and revised assumptions by constructing some new meaning. The prospective interpretation focuses more on the move from external symbols to company assumptions and also involves a reciprocal effect. Infosys describes itself as multi-cultural because of its global and diverse recruitment base. It may be a significant reason and stimulus for the free, active, inclusive and innovative work atmosphere inside the company. Employees from different nations and regions bring various and contrasting opinions and work styles to the workplace, which promote the development of innovative and specific ideas, methods and perspectives. Multi-cultural employees offer a special cultural content for Infosys, who gives a symbolic significance to it. Secondly, cultural assumptions had effects on symbols and supplied opportunities for culture to re-establish existing symbolised content and engage new symbols. Infosys emphasises on its innovation and freedom, for example it organises events at least twice a year where lower level employees get to meet top management. Sports, culture and art are supported and several fun clubs and activities are provided. It also has a rich internal communications to supply opportunities for employees to know how their organisation works, how decisions are made, and what drives the company to develop. Limitations of report interview Although the chosen model for this analysis is very complex, there are still limitations to the report. Firstly, the fact that only one person was interviewed limits the report because the perception of an individual does not necessarily represent the rest of the employees. Moreover, our main source of information is the Infosys official site. However, it is understandable that there is a strict policy about the information available on their website. Secondly, the Cultural Dynamic Model has a few underlying limitations. Hatch tried to fill the gaps in Scheins model by adding symbols as a new category and used the interpretation process to explain the relationship between symbols and assumptions. However, the explanation for this process was relatively short in comparison to other processes within the model. Furthermore, the processes of the model concentrate on cognitive and social behaviours, but not on the relationship between the members of the organization (Hatch 1993). Future research should work on expanding the interpretation processes of the model to make it clearer, as well as including interrelationship factors into the model. Conclusion Infosys emphasises on the importance of culture. It uses a hierarchical structure, however this does not imply it uses a rigid chain of command, and a strict set of rules. The Company values its employees, its diversity and the different skills and working practices employees bring to it. Furthermore, it is concerned with their well being and this can be shown by employees being classed as assets on their balance sheet. It provides a relaxing environment for employees to work in and provide them numerous benefits to increase productivity, efficiency and innovation. In addition, it enables low level employees to meet and interact with top management by organising at least two events every year. Additionally, certain rules and regulations still exist to ensure efficient working practices. Infosys has found the right proportion of rules and regulations with freedom and relaxation, and this is what gives it strong organisational culture. Word Count: 2,648