Outsourcing and off-shoring Research Paper Example | Topics and Well Written Essays - 2000 words

Outsourcing and off-shoring - Research Paper Example Jones (2005) has put forward the finding that outsourcing along with immigration can serve the purpose of raising the domestic wage rate of the home nation. However, there are ambiguous and contradictory implications of the impacts of outsourcing activities on the labor market of the home country. This was suggested by Eggar and Eggar (2005) (Yabuuchi, 2011, p.706). In this context outsourcing has been considered to be detrimental to domestic labor in terms of wages and jobs even though it can have beneficial impacts on the economy on the whole. Kohler (2001) has come up with an alternative perspective of the international fragmentation which is based on the specific factors model. He has shown that outsourcing can have a welfare loss on the economy. Recently research conducted by Batra and Beladi (2010), tried to explore the impactions of outsourcing on factor prices with the help of the two sector specific factor model along with intermediate outsourced inputs. Their finding was th at outsourcing can have negative implication on the domestic market; however, it benefits the capital of the country. However it can have positive impacts of the domestic labor in case there is completely no production of the outsourced work or activity in the home country. However, the studies assume that there is full employment in the economy (Yabuuchi, 2011, p.706). Problems of OutsourcingDespite the numerous advantages associated with outsourcing in developed countries, certain problems have also been noted.... Kohler (2001) has come up with an alternative perspective of the international fragmentation which is based on the specific factors model. He has shown that outsourcing can have a welfare loss on the economy. Recently research conducted by Batra and Beladi (2010), tried to explore the impactions of outsourcing on factor prices with the help of the two sector specific factor model along with intermediate outsourced inputs. Their finding was that outsourcing can have negative implication on the domestic market; however, it benefits the capital of the country. However it can have positive impacts of the domestic labor in case there is completely no production of the outsourced work or activity in the home country. However, the studies assume that there is full employment in the economy (Yabuuchi, 2011, p.706). Problems of Outsourcing Despite the numerous advantages associated with outsourcing in developed countries, certain problems have also been noted. For example, researchers have id entified problems related with outsourcing India which is considered to be one of the most preferred countries across the world for outsourcing. Companies making great investments in India have now been pulling back their investments. This is because of the dramatic escalating wage structure in the country. The attrition rates in the software firms in India averages around 50% per year. The larger American firms which had established their presence in India had been immune to this attrition for quite some time which now has changed. The smaller firms have been experiencing attrition rates of 100% in a year. Thus the focus has now been shifting towards Eastern and Central Europe

Morality and Moral Controversies Essay Example | Topics and Well Written Essays - 1500 words

Morality and Moral Controversies - Essay Example Gender identity is one of the first and most far-reaching identities that a human being learns. Many societies have established social distinctions between the sexes which do not inevitably result from biological differences. This largely reflects the impact of conventional gender-role socialization. Gender-roles were defined as expectations regarding the proper behaviour, attitudes and activities of males and females. The application of traditional gender roles leads to many differentiation between men and women. Both sexes are physically capable of leaning to cook and sew, yet most western societies determine that these tasks should be performed by women. Both men and women are capable of learning to weld metal and fly airplanes but these functions are generally assigned to males. All of us can describe the traditional gender-role patterns which have been influential in the socialization of children and the United States. Male babies get blue blankets while females get pink one. Boys are expected to play with trucks, blocks and toy soldiers; girls are given dolls and kitchen goods. Boys must be masculine - active, aggressive, tough, daring and dominant - whereas girls must be feminine - soft, emotional, sweet and submissive. In any society, gender socialization and stratification requires not only individual socialization into traditional gender roles within the family, but al... ender roles, every society has women and men who resist and successfully oppose these stereotypes: strong women who become leaders and professionals, gentle men who care for their children and so forth. With these realities in mind, it seems clear that differences between the sexes are not dictated by biology. Indeed, the maintenance of traditional gender roles requires constant social controls - and these controls are not always effective. 2. Is Rawls right that the obligation to obey the law rests on the duty of fair play (Political and Social Relationships) I believe that nothing in the world is fair. Social stratifications, gender and racial inequalities are very much apparent that we can say not everything is fair and square. With these differences, the law binds all of us no matter what race we have, what economic strata we belong or what our gender preference may be. In complex and rapidly changing societies, there are dislocations between ends and means that encourage individuals to commit acts that are not defined as deviant. Deviance is somewhat more of a social problem rather than a personal trouble; it is a property of the social structure, not of the individual. As a consequence, the solution to deviance lies not in reducing the mismatch between structured goals and unstructured means. In human groups that are growing and changing, class lines are not immutable. Individuals alter their class positions and the boundaries and strata may change. It is important to understand the relationship among social mobility, structural change and moral panic. A central element in our culture is the value placed on improving one's position - through increased income, a job entailing more authority, an access to prestige, ability to have knowledge about technology.

Assignment One Essay Example | Topics and Well Written Essays - 1250 words

Assignment One - Essay Example However, in order to improve the safety standard at the workplace, necessary legislation pertaining to health in the workplace had to be introduced to ensure that safety standards are maintained. This is what led to the enactment of Occupational Safety and Health Act of 1970. The act established the Occupational Safety and Health administration (OSHA) under the command of the US department of Labor to publicize and enforce safety and health standards so as to protect employees at work. It is reported that more than two hundred local OSHA offices have so far been established in the US to enforce protective standards and implement outreach programs to employees and their employers. Rial-Gonzalez et al., (2005) notes that OSH mainly focuses on the maintenance and promotion of health and working capacity of workers; enhancing working environment and work to be conducive for workers, and to develop work organization and cultures in a manner that supports safety and heath at work. This hel ps in promoting positive social climate that allows for smooth operation, which enhances productivity of the undertaking. Nevertheless, the question that one may ask ism, â€Å"What are the factors that might have influenced the development of OSH at the international, Federal and state level?† This paper will discuss the factors argued to have contributed to the development of Occupational Safety and Health at the international, federal and state level. Data obtained from ILO, in 1919 estimates that the global fatality level from work-related diseases and injuries stand at approximately 2 million annually. The statistics also showed that annual rates of such diseases and injuries are on a decline in most industrialized nations while increasing in less-developed countries. In overall, the yearly rate of fatal and non-fatal accidents is projected at 270 million with close to 160 million workers having been found to suffer from work-related diseases. What is worrying to

How healthful is fish, really Can we balance mercury and omega 3 fats Essay

How healthful is fish, really Can we balance mercury and omega 3 fats - Essay Example In this respect, the level of pollution and its harmful effects on human beings as a function of the fish and seafood that we eat has perhaps been understood for a longer period of time than has the plethora of positive health effects that omega 3 can portend. Therefore, this brief analysis will consider the pros and cons of eating fish as a determinant of maintaining one’s overall health. However, rather than being a paper that is concentric on a deep and complex understanding of medical statistics and figures, the essay will seek to lay out a logical rubric, supported by medical evidence, for the reasons why the health benefits of eating omega 3 fatty acids far outweighs the overall risks of poisonous/cancerous substances that may or may not be found to a lesser or greater degree within the body of the fish or shellfish itself. In this way, it has long been understood that many types of fish and seafood act as a type of biological filtration system for the natural environmen t (Oken 1718). In this way, some (but notably not all) types of fish and/or seafood have what can only be described as unnaturally high levels of heavy metals and other types of potentially poisonous materials that have been collected in their bodies due to the types of food that is ingested as well as certain key environmental determinants. As such, as researchers have begun to understand the manner in which these creatures collect high concentrations of heavy metals and other types of potentially damaging poisons within their bodies (Rosenberg 8). Accordingly, in order to understand the ways that this effect the human being, a high number of studies have been conducted that have sought to measure and quantify and project the level to which these toxins have exhibited or will possibly exhibit in the future a negative health impact on those who regularly incorporate fish or shellfish into their diet (Marona 55). The end result of the majority of these studies have indicated that alt hough the heavy metals, to include mercury, PCBs (polychlorinated biphenyls) and others, can have the effect of increasing one’s overall risk of developing a type of cancer, the overall statistical incidence of the increase in cancer rate is so miniscule as to not warrant a cessation of eating fish/shellfish so as to avoid the negative health consequences that are exhibited by the existence of mercury/PCBs etc (Foran 15). Such an understanding is of course at odds with some members of the medical science community that continue to put forward the idea that the existence of key poisons and heavy metals within these fish/shellfish as a function of health risk are not always exhibited within the short time span that some of these studies have taken into account (Olson 133). Naturally, when comparing the net positive of eating fish/shellfish as compared to the net health risks associated with the potential ingestion of various concentrated heavy metals and poisons, one must consi der the fact that reduction of risk with regards to the what omega 3 fatty acids provide with respect to heart health is greatly more statistically significant than the increased of risk of certain types of cancer associated with the ingestion of certain impurities. Such an important distinction is useful to note due to

Single Person Decision Theory and Efficient Market Theory Essay

Single Person Decision Theory and Efficient Market Theory - Essay Example The theory trusts the decision making capability of an individual and holds the belief that the decision maker is equipped with extreme computational expertise. According to the single person decision theory, investors should be completely made aware of the potential threats of investment along with the benefits that are frequently advertised. Not just this, the investor should also be made aware of the possible strategies that can be implemented to combat the threat. This requires the experts to be experienced enough to identify the potential threats that can be encountered as a result of the investment, and propose the solutions accordingly. Some of the key features of the single person decision theory are as follows: 1. It is essentially a model that formally explains the best way important decisions can be made and information can be considered. 2. It takes investing parties as risk averse. 3. It considers new information important enough to bring change in the decisions. 4. When new information is found, it may alter the original beliefs of the individuals responsible for decision making. 5. It explains the way an individual can make rational decisions while being in the state of uncertainty (Scott 60). 6. The decision maker selects the most appropriate choice from a whole range of alternatives.

Family law coursework Essay Example | Topics and Well Written Essays - 3500 words

Family law coursework - Essay Example By virtue of Section 12 of the Matrimonial Causes Act, Harold’s marriage is voidable and as such can be annulled. Section 12 (d) provides that a marriage is voidable if ‘†¦either party to the marriage did not validly consent to it, whether in consequence of duress, mistake, unsoundness of mind or otherwise2 Harold clearly did not exercise free will when he married Wendy. She threatened his livelihood by warning that she would tell Harold’s employers of his previous convictions for crimes of dishonesty. It is not unreasonable to assume that Harold married Wendy as a means of silencing Wendy and holding onto his job. What amounts to duress is not always clear. Early on, Butt J determined that a series of incidents perpetuated by the husband against the wife was capable of amounting to duress. In this particular case the husband somehow managed to trick the wife into assuming his debts, then refused to help her discharge them unless she agreed to marry him. Once he finally got her before the appropriate Justice of the Peace, he once again threatened to shoot her if she did not go through with the marriage. Butt J allowed the decree of nullity on the grounds that the wife had not honestly consented to the matrimonial union.3 Duress is not always founded on extreme application of pressure as witnessed in the case above. The facts of Buckland v Buckland are rather similar to Harold’s case. In Buckland’s case, a man developed a platonic relationship with a minor and was charged with corrupting a minor. His solicitor advised him that should he marry the minor, he could avoid facing a term of imprisonment. The man married the minor and subsequently petitioned the courts for a decree of nullity. Lord Scarman held that since the man reasonably feared going to prison his consent was not genuine.4 Some authority exist for the construction of duress to be aligned with an actual threat to

The Best Way to Increase Work Motivation Essay Example for Free

The Best Way to Increase Work Motivation Essay Introduction The purpose of this essay is to distinctively identify the effects of financial rewards on the work motivation of an organization and also whether or not this system of reward can cause an increase in the levels of work motivation already present in the organization. It furthermore aims to discuss weather Financial Rewards are the best way to increase the work motivation present. Although the essay shall primary be focused on Financial Rewards and Work Motivation, other factors that may have an effect on work motivation shall be discussed. For this purpose the understanding of work motivation shall be taken as such: The factors that are internal and external to employees that determine when he or she works, how hard he or she works and how long he or she works (Colquitt, Lepine and Wesson, 2009, pp.178-179). Furthermore the understanding of Financial Rewards to be undertaken is : The entire Reward System which focuses on Salary, Bonuses, Incentives etc., which aims to increase the amount of effort put in by the employees to achieve their work goals and increase work motivation in the organization as a whole (Hollyforde and Whiddett, 2002, p.166). By the conclusion of this essay the need for Financial Rewards its importance and status as apparently â€Å"the best way† to increase work motivation shall understood. There have been countless efforts over the years to understand the numerous factors and desires that determine and help to fully appreciate the intensity, quality, efficiency and reliability of the work performance of an employee. Since the eventual progress of learning and observation of the environment and factors has led to the conclusion that an employee’s performance is one of the most distinguishing factors that the organization or a business needs to cultivate in order for the organization to succeed. Work has always existed and been around in one form or another throughout our history but it is only in the recent couple of decades that we have come to understand the motivation to work or simply work motivation (Kressler, 2003, p.3). We must also take into consideration that different ways of motivation are influenced or can be influenced by the cultural context that it is applied in. People of different cultures may be motivated in different ways by the same rewards or incentives. The System of Reward must not differ substantially from the culture it is implanted in. However we must also note that most motivational theories are biased in the sense that they are US centric and based on studies conducted on test sample populations that may reflect cultural connotations and behaviors only found in the US.(Chiang and Birtch, 2012, pp.538-541) A Theory that seems to understand the disadvantage of a system solely focused on Financial Rewards is the Cognitive Evaluation Theory by E.L. Deci in which Financial Rewards would be seen as the External locus of Control and as understood by this it lessens the intrinsic motivation of the employee or person. It is assumed that activities are likely to be sustained longer if started by being motivated by intrinsic motivation and not an extrinsic motivation (Hollyford, et al, 2002, pp.37-38). According to the description by Kallberg and Rognes (2000) Non-financial rewards tend to have more broader aspects regarding improving performance and are focused on motivation for the long term of an organizations towards their employees. On the other hand as per Hofstede’s Topology in the category of Individualism-Collectivism explains Financial Rewards as being short-term and transactional in nature hence they are preferable for individuals who emphasize the aspects of individual contribution, individual ability and those that support that personal efforts are ultimately responsible for the job outcome. It is also suitable to people who see an increase in Financial Rewards as an attainment of Higher Status and Authority in the organization.(Chiang, et al, 2012, pp.542). Offering Non-Financial or pay benefits have been seen to have a positive effect as quoted by Francois Podeur, â€Å"The employees prove a high degree of organization commitment, are more loyal, feel more motivated to exceed their limitations and personal growth.†(Ciorbagui-Naon, 2010, pp.44) On the other hand as stated in Victor Vrooms Expectancy Theory in 1964 that when rewards are offered employees effort is increased and Money is almost always used as it is supposedly the most powerful and influential incentive in society and is already in fact largely used. . (Zani, Rahim, Junos, Samanol, Ahmad, Merican, Saad and Ahmad, 2011, pp.328-329) Since money is the basis or foundation of financial rewards and most Reward Systems the value of money against work motivation can be directly quoted as follows: â€Å"Money is not everything, Many would be happy with more time off, or more job security, than more money. People are prepared to trade off things for money once they have enough or grow weary of the game.†(Furnham, 2006, p.26-27) Furthermore several studies that have been carried out regarding the relative importance of pay or money have shown that money or pay ranks below factors such as job satisfaction, recognition, good people to work with etc., But the tendency of people to rate the things and factors which are regarded as more socially acceptable or less socially acceptable higher or lower respectively, the results of such studies could have varied or misleading results (Armstrong, 2010, p.143-144). In Concurrence with the above, according to Deming â€Å"Pay is not a motivator† as it buys the things people want but it does not motivate you to work. There is no research that supports paying people more money will encourage them to better the work performance, especially in the long run. This is also agreed upon by Kohn (1993) and Turner (2006). But the studies also concluded that it has a slightly higher or lower effect in different industries for example as in a study by Turner(2006) conducted on factory workers and service businessmen which found little relation between performance and financial incentives in factory workers but found the opposite when the study was conducted on service businessmen. (Zani, et al, 2011, pp.330). Although Financial Rewards are supposedly provided equally according to the Principle of Distributive Justice, this is not always so as most systems are individualistically designed that they cater towards one person’s performance on the whole and may serve to de-motivate the average and low-performance attaining employees. Furthermore according to studies by Thompson (1992b) and Marsden and Richardson (1994), financial incentives related to pay have little to no effect in increasing motivation and work performance. Also according to these studies the effects of Financial Rewards are hard to determine as there are debatable or skeptical ways of monitoring its effectiveness and to also take into consideration the other factors that at the same time may be in effect that may affect performance and motivation such as innovation, new technology etc. Another factor that must be taken into consideration is the way Financial Reward are introduced into the organization and the principles and practices used implementing it, according to a study conducted for The Department of Employment in the UK by Bowey and Thorpe successful l outcomes are more dependent on the effectiveness of communication and Support systems rather than the pay design or financial reward provided. (Armstrong, et al, 2010, pp.147-150). Conclusion On the basis of the above information reviewed and analyzed we can conclude that while financial rewards are the most commonly used and implemented system of reward used today it is not necessarily the best way to increase work motivation on the whole, for the organization. The use of financial rewards cannot be rejected or discarded as it plays a part in motivating an individual but it must be taken into consideration that Financial Rewards work best when within the Framework of an Integrated system of reward that combines both Non-financial and Financial Rewards together. The system that might work best is a system that takes into consideration also the cultural context in which it is placed as this may have an effect on the performance of an individual due to a reward used. Also the ratio of Financial Rewards to Non-Financial Rewards affectedness is dependent on the industry or sector it is situated in. References Armstrong, M. (2010). Armstrongs Handbook of reward Management Practice Improving Performance through Rewards. 3rd ed. London: Kogan Page Limited. pp.143-144. Armstrong, M. (2010). Armstrongs Handbook of reward Management Practice Improving Performance through Rewards. 3rd ed. London: Kogan Page Limited. pp.147-150. Chiang, F.F.T. and Birtch, T.A. (2012). The Performance Implications of Financial and Non-Financial Rewards: An Asian Nordic Comparison. Journal of Management Studies. Vol.49, No.3, pp.538-541 Chiang, F.F.T. and Birtch, T.A. (2012). The Performance Implications of Financial and Non-Financial Rewards: An Asian Nordic Comparison. Journal of Management Studies. Vol.49, No.3, pp.542 Ciorbagui-Naon, R. (2010). Modalities of Non-Financial Motivation of Employees Within Organisations. Annals of the University of Petrosani Economics. Vol.10, No.4, pp.44. Colquitt, J., Lepine, J. and Wesson, M. (2009). Organizational Behavior Improving Performance and Commitment in the Workplace. 2nd ed. New York: McGraw-Hill/ Irwin. pp.178-179. Furnham, A. (2006). Pouring Money Down the Drain?. British Journal of Administrative Management. Vol.53, Issue.2, pp.26-27. Kressler, H. (2003). Motivate and reward Performance Appraisal and Incentive Systems for business Success. Hampshire: Palgrave Macmillan. pp.3 Hollyford, S and Whiddett, S. (2002). The Motivation Hand book. London: CIPD House. pp.37-38. Hollyforde, S. and Whiddett, S. (2002). The Motivation Handbook. London: CIPD House. pp.166. Zani, R. Md., Rahim, N. A., Junos, S., Samanol, S., Ahmad, S. S., Merican, F. M. I., Saad, S. M. and Ahmad, I. N. (2011). Comparing the Impact of Financial and Non-Financial Rewards Towards Organizational Motivation. Interdisciplinary Journal of Contemporary Research in Business. Vol.3, No.4, pp.328-329. Zani, R. Md., Rahim, N. A., Junos, S., Samanol, S., Ahmad, S. S., Merican, F. M. I., Saad, S. M. and Ahmad, I. N. (2011). Comparing the Impact of Financial and Non-Financial Rewards Towards Organizational Motivation. Interdisciplinary Journal of Contemporary Research in Business. Vol.3, No.4, pp.330.