Evolution Involving Various Stages And One Of Them Were...

Armin Moridi Exam 1 10/15/2015 Question 2 Evolution involving various stages and one of them was natural selection. There are numerous examples that are evidence enough of the process of evolution by natural selection. Out of those various examples, I found two of them useful in my comprehension of how natural selection works. These are a creation of pressure by limited resources and adaptation. During the evolution process by natural selection, the limited amount of resources that existed during that time greatly contributed to the selection pressure experienced by the living organisms. This was as a result of the changes in the habitats, climate as well as the increase in the population of the organisms. As population increased, the†¦show more content†¦Processes were occurring naturally, and the stronger and more adaptive organisms were selected by nature to continue living. Question 3 Natural selection in evolution also involved genetic changes from one generation to another. There are two examples that I found helpful in my quest for understanding evolution through genetic evidence. They include variation and inheritance. In the variation, each and every living organism is a little bit different from the other. (Primate behavior and ecology.,03-07).Each of them is genetically unique. As a result of random changes in the genetic make-up, subsequent living organisms are born with new and quite different traits. This occurs in the processes of mutation and meiosis. (Weiner 01-04). Adaptive radiation occurs whereby closely related species live in different environments, and the process causes variation in the genetic makeup of species from a common ancestor. On the other hand, natural selection by inheritance is characterized by the passing on of the beneficial gene to their offspring through meiosis. Charles Darwin gives an example of giraffes whereby in their original nature, they had variations in the length of their necks, and natural selection favored the ones with longer necks. As a consequence, the favored characteristic is passed on to the newer

Education Is High Level Of Illiteracy - 885 Words

One of the problem in education is high level of illiteracy in the country. Literacy is important as it is needed in a learning process. In need to be solved by creating accessible basic education infrastructure in local community. In the Basic education can also improve level of understanding in law. The understanding in law hopefully can solve the physical conflict between people and resolve any disputes through law institution. Early awareness of law is expected to build future generation that can contributes to improve law enforcement system in the country. The low level of local conflict is needed to enhance local economic activity and attract foreign direct investment. Investors really concern in national stability including the level of national conflict to ensure that their investment is long lasting and predictable. Government can also introduce the importance of having a healthy life in early learning. By encouraging healthy habit, it is expected that the number of children caught by any disease can be reduced. In can help parents to save their money in other needs or even business investment to raise up their level of income Low education can obstruct the business and investment sector because it might need specific skills and knowledge to develop. To get sustainable development in the future the availability of skilled worker is highly needed by Timor Leste. This is because the country will not be able to rely on income that comes from selling petroleum andShow MoreRelatedIlliteracy Among African Americans Essay1577 Words   |  7 PagesRunning Head: Illiteracy among African Americans Illiteracy among African Americans LaKisha Heard Marygrove College Abstract The high rate of illiteracy is a major problem in the United States. Although there have been programs and initiatives started to eradicate this problem, illiteracy still plagues millions of Americans. 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Organisational Change Management for B.R Richardson Timber

Question: Discuss about theOrganisational Change Management for B.R Richardson Timber. Answer: Introduction B.R Richardson Timber product company faced some limitations in its structural, human resource and processes aspects of its operation. All of this is summarized in the organizational culture that does not reflect the best practices. The company had B.R Richardson at the helm with his right man and several senior staffs including Joe and Richard Bowman running the operations. However, a significant fraction of other workers lacks the qualification and requisite skills and experience to deliver standard performance. This lack of will to employ the right people for the job adversely affected the companys performance through non-strategic decisions and actions taken by these workers. Moreover, B.R Richardson Company suffers much cost of extensively training unqualified workers to elevate them to a level of anticipated outcome performance. Literature Review An investment into the human resource is important in every business organization. The company should invest reasonable resources in its human resource to realize its targets and goals. To achieve this, B.R Richardson has to advertise for positions also outside the organization for specialized skills. The company previously sourced for personnel inside the firm for promotion an aspect that was making it miss on qualified candidates outside the organization. Hiring from outside the organization guarantees the company new ideas, knowledge and strength which is healthy considering the competitive market environment. Therefore, implementing change in the human resource of this organization is likely to boost its wellbeing (Senior Swailes, 2010). Another tragedy in the company is lack of employees specialization. The workers are forced to undertake every assignment on their site without the touch of professionalism. This issue denies the company the optimum performance it would have gotten from a specialized employee and further, complicates the matter of accountability. The company gets to the point of not knowing where and who to be held liable since everyone does everything. Also, the productivity of the workers cannot be measured and evaluated for lack of clear responsibilities which complicate decision making regarding promotions or poor performance from workers. Organizational Issues and their solution Communication style and culture Good practice communication in an organization advocates for boarder-less interactions with an atmosphere of trust, friendship, and openness. B.R Richardson was an organization with employees of different ranks and status. This informs the reason to establish a transparent, robust and credible communication culture. The norm of proper and best practice in communication needs to cascade from the top management to the operational level workers. The founder R.B Richardson does not set adequate platform and practice of communication. He is noted to have visited the lamination company a countable number of times obviously ruling out sufficient interaction with his workers. Consequently, the organization's management misses an opportunity to capture the realistic feedback on performance and welfare of employees (Barge, Lee, Maddux, Nabring Townsend, 2008). Further, the timber plant lacks proper channels and practice of communication both vertically and horizontally across departments. Example, Joe the manager of Lamination plant is feared by some of the workers for his aggressive personality. Although he is respected and admired, some workers in the organization are not able to face him and sustain a conversation. The management should devise training on communication to the whole team which will emphasize of teamwork and craving avenues for the players to have sufficient quality time with each other. An improved communication system is critical in promoting the free flow of information in the company (Kotter, 2008). It helps eliminate issues that are related to misunderstandings and poor communication system. Thus, an improved communication system is likely to increase the productivity of workers at B.R Richardson. Leadership style Joe's ideology of leadership also does little to support dialogue in operations. He believes in giving instructions and having his team tore his line of doing things. The manager of the plant does not believe in teamwork but individuals performance and achievement. Example, in the course of his duty, Joe often skips some heads of department to make decisions solely. This, according to some people, amounts to undermining other people's positions. He needs to be consultative and seek the input of relevant stakeholders in decision making. Best practice in communication dictates consultative decision making involving all the relevant stakeholders because their input is likely to add value in the outcome decision (DeHart-Davis, 2009). Workers compensation process The management of B.R Richardson is not adequately compensating its workers. The principle for compensation advocates for pay equal to labor and skills of the worker. The company was grappling with the issue of overtime payment yet it wanted its employees to work for extra workers until completion of day's schedule. This point demotivated many workers who felt not adequately compensated for their labor (Rath Conchie, 2008). Also, the issue of working for long hours often brought nervousness and tension which ended up causing accidents and worse-case, when the company registered a death of an employee. The organization can solve this problem by instituting reasonable length of working hours and adequate compensation, which is competitive in the industry, for the extra hours worked. There is a need for B.R Richardson to review its working and compensation terms. The employees should work within the standard working hours to avoid issues of overworking the employees which reduce their motivation. Besides, it is essential for B.R Richardson to solve the prevailing current problems regarding the overtime payment. A better remuneration system is vital in improving the productivity of the company labour. Initiating this change will boost the morale of the workers and increase their productivity because of pay satisfaction and availability of sufficient time to rest before resuming work (Buckingham, 2009). Workers Safety The organization, besides having meager resources has not invested in the safety of its employees. This matter is equal to de-motivating the workers. An incident occurred which made one of the employees succumb to injury due to an accident. Worse-still, the workers continued their day's schedule with the huge loss of their human resource. The workers of the plant were demotivated hence affecting their productivity. This called for some immediate intervention by the leadership of the company to procure services of a motivational consultant who will aid the situation bringing back employees to efficiencies (Heifetz, Grashow Linsky, 2009). Safety of the employees is paramount to their motivation and productivity. This has an eventual impact on the performance of the company. The manager of the plant has to re-align the operations of the organization to ensure that safety measures and standards are observed. Further, the safety protective wears and equipment to be provided to the workers to protect them from injuries, cuts and any other harm to their bodies in the course of their duties (Anderson, 2013). Failure to consider the safety of the employees will lead to a dangerous working environment, and the worker's safety and health conditions are compromised. This reduces their motivation and morale to work for the company (Little, 2014). How waste and other hazardous materials are disposed of also pose a threat to the safety of the workers. The company is noted to have sites with massive waste disposal until there are not enough pathways. Further, the arrangement of the stock is not safe for operations. Workers alleged that the stacks were unstable and threatened to collapse sometimes. The employees of the lamination plant were demotivated hence affecting their productivity (Skelsey, 2013). This called for an immediate intervention by the leadership of the company to procure services of a motivational speaker who will aid the situation bringing back employees to efficiencies (Mitchell, 2012). Recruitment and Retention R.B Richardson Company was experiencing difficulty in retention of employees because of poor conditions workers were subjected to. This has been discussed as long working hours, unsafe working environment without protective equipment and wears, lack of trust and friendliness and inadequate compensation. The company even losses further if it is not able to retain its workers through costs associated with training and worker development (Heath, 2010). Loosing of already trained employees subjects the firm to a repeat of the instruction to newly recruited employees thereby consuming company resources. Social life R.B Richard firm made it extremely difficult for the workers to fully exploit their social life. Firstly, the top management did not display support for the company's team through denying them sufficient funds to support their activity. Also, the company working hours and shifts were too tight to offer an opportunity to its workers to attend their soccer events a move that was not taken politely (Bennett Bush, 2013). Recommendations and Actions The leadership of the lamination company should cultivate the culture of borderless, free friendly and open communication throughout the firm. Breaking the communication barriers between the senior staff and the junior employees is critical and promotes a comfortable working environment which turn increases the employee productivity. Besides, the system will eliminate issues from the communication discordance that may exist in the system. Promotion of culture to implement a better communication system is one of the most influential tools for the effective adoption of the better system. The management of the company should invest more in the safety of the workers to realize morale and productivity. Provision of a safe working condition for the employees is an important ethical issue that helps boost the confidence and comfortable working environment thus, in turn, increases the productivity of the employees in the company (Ford, 2009). The leadership of the company should review the compensation package and strategize on the recruitment process in bringing on board specialized professionals. An excellent remuneration package is critical in promoting happy employees. The workers are motivated and increase their morale towards working for the company. Poorly remunerated workers lack motivation, and thus their productivity is low (Herman Renz, 2008). The company should procure communication training course from service providers to elevate the communication of the team to a professional level. Training boosts the talent and skills of the employees in their job positions (Shiralkar, 2016). Besides, it promotes one's self-development which is important to make the workers feel recognized and thus, boost their motivation to work for the organization. Conclusion The lamination firm suffered many problems for lack of adopting sound practices in its managerial decisions and operations. This resulted to demotivated staff and reduced the productivity of its workers. The company was extremely operational-orientated to a level of assuming other fundamental issues impacting on the welfare of its workers including their safety, compensation and social lives. Value-additional proposals have been discussed to salvage the lamination firm from its woes that the top management needs to implement and cascade to the junior workers. Thus, make reformations that are employee centered is critical and will boost the motivation of people which is an important step towards increasing their productivity that has a direct impact on the profitability of the company. Thus, it gives an organization a competitive advantage over other players in the industry. References Anderson, J. (2013).The Lean Change Method, Managing the Agile Organizational Transformation Using Kanban, Kotter, and Lean Startup Thinking. Create Space Independent Publishing Platform. Barge, J., Lee, M., Maddux, K., Nabring, R. Townsend, B. (2008). "Managing Dualities in the Planned Change Initiatives." Journal of the Applied Communication Research 36, No. 4 (2008): 364-390. Bennett, J. Bush, M. (2013).Coaching for the Change. Routledge. p.172. Buckingham, M. (2009). The One Thing You Need to Know about Great Managing, the Great Leading, and Sustained Individual Success. New York: Free Press, 2009. DeHart-Davis, L. (2009). "Green Tape: A Theory of the Effective Organizational Rules," Journal of Public Administration Research and Theory. 19, No. 2: 361-384. Ford, J. (2009). The Four Conversations, Daily Communication that Gets the Results. San Francisco, CA: Berrett-Koehler Publishers Inc. Heath, C. (2010). Switch: How to Change Things When Change is Hard. New York, New York: Crown Publishing Group, a division of Random House. Heifetz, R., Grashow, A. Linsky, M. (2009). The Practice of the Adaptive Leadership: Tools and Tactics for Changing Your Organization and the World. Boston, Mass: Harvard Business Press, 2009. Herman, R Renz, D. (2008). Advancing Nonprofit Organizational Effectiveness Research and the Theory: Nine Theses. Nonprofit Management Leadership, 18(4), 399-415. Kotter, J. (2008). A Sense of Urgency. Boston, Mass: Harvard Business School Press, 2008. Little, J. (2014).Lean Change Management: Innovative Practices For Managing Organizational Change. Happy Melly Express. Mitchell, G. (2012). The Construct of Organizational Effectiveness: Perspectives from Leaders of International Nonprofits in the United States. Nonprofit and Voluntary Sector Quarterly Rath, T., Conchie, B. (2008). Strengths-based Leadership: The Great Leaders, Teams and Why People Follow. New York, New York: Gallup Press. Senior, B., Swailes, S. (2010). Organizational Change (4th ed). New York: Financial Times, Prentice Hall. Shiralkar, S. (2016).IT Through Experiential Learning.ISBN978-1-4842-2420-5. Skelsey, D. (29 July 2013)."Why Do People In Business Resist Change?". Project Laneway.

When Is Now Euthanasia And Morality Essays - Euthanasia

When is Now? Euthanasia and Morality David Yu Ewrt 1A-9C 12-19-94 "The third night that I roomed with Jack in our tiny double room, in the solid-tumor ward of the cancer clinic of the National Institute of Health in Maryland, a terrible thought occurred to me. Jack had a melanoma in his belly, a malignant solid tumor that the doctors guessed was the size of a softball. The doctors planned to remove the tumor, but they knew Jack would soon die. The cancer had now spread out of control. Jack, about 28, was in constant pain, and his doctor had prescribed an intravenous shot, a pain killer, and this would control the pain for perhaps two hours or a bit more. Then he would begin to moan, or whimper, very low, as though he didn't want to wake me. Then he would begin to howl, like a dog. When this happened, he would ring for a nurse, and ask for the pain-killer. The third night of his routine, a terrible thought occurred to me. 'If Jack were a dog, I thought, what would be done to him?' The answer was obvious: the pound, and the chloroform. No human being with a spark of pity could let a living thing suffer so, to no good end." (James Rachel's The Morality of Euthanasia) The experience of Stewart Alsop, a respected journalist, who died in 1975 of a rare form of cancer gave an example on the morality of euthanasia. Before he died, he wrote movingly of his experiences with another terminal patient. Although he had not thought much about euthanasia before, he came to approve of it after sharing a room with Jack. While growing up, each of us learns a large number of rules of conduct. Which rules we learn will depend on the kind of society we live in and the parents and the friends we have. We may learn to be honest, to be loyal, and to work hard. Sometimes we learn a rule without understanding its point. In most cases this may work out, for the rule may be designed to cover ordinary circumstances, but when faced with unusual situations, we may be in trouble. This situation is the same with moral rules. Without understanding the rules, we may come to think of it as a mark of virtue that we will not consider making exceptions to. We need a way of understanding the morality against killing. The point is not to preserve every living thing possible, but to protect the interests of individuals to have the right of choice to die. People who oppose euthanasia have argued constantly doctors have often been known to miscalculate or to make mistakes. Death is final and irreversible; in some cases doctors have wrongly made diagnostic errors during a check-up. Patients being told they have cancer or AIDS, by their doctors' mistake, have killed themselves to avoid the pain. Gay-Williams, The Wrongfulness of Euthanasia, stated: "Contemporary medicine has high standards of excellence and a proven record of accomplishment, but it does not possess perfect and complete knowledge. A mistaken diagnosis is possible. We may believe that we are dying of a disease when, as a matter of fact, we may not be. . . ." (419) Williams explains that patients who have been told by their doctors they have cancer never actually had it. But there have been so few cases reported that these remarks are often considered to be speculations. The individual should have been able to continue living until he felt the need to be confined to a bed. I cannot disagree with the fact that doctors do make mistakes, but they are more correct than they are wrong. Let's say that the patient chooses not to die but instead takes the medicines his doctor has prescribed for him. In doing so the patient is choosing for himself. He's making his own decisions; he could see other doctors to see if his illness had not been mistakenly presented. Is it not for the individual to decide whether she or he wants to live or die? John Stuart Mill, On Liberty, expresses his view on individual rights: "In the part which merely concerns himself, his independence is, of right, absolute. Over himself, over his own body and mind, the individual is sovereign." (629) Those opposing euthanasia have also argued that practicing euthanasia prevents the development of new cures and rules out unpracticed methods in saving a life. Gay-Williams says: "Also, there is always the possibility that an experimental procedure or a hitherto untried technique will