Experimental Study Article Example | Topics and Well Written Essays - 500 words

Experimental Study - Article Example The other exposures of interest include use of nitrous oxide, the utilization of slightly hypoxic mixtures during anesthesia, and postoperative opioid administration. The effectiveness of dexamethasone as antiemetic was compared with the two serotonin subtype 3 antagonists ondansetron and granisetron in 80 patients divided into four groups undergoing laparoscopic cholecystectomy. Group 1, consisting of control patients, received 0.9% NaCl; group 2 patients received ondansetron 4 mg i.v.; group 3 patients received granisetron 3 mg i.v.; and group 4 patients received dexamethasone 8 mg i.v., all before the induction of anesthesia. Both nausea and vomiting were assessed during the first 24 h after the procedure. Inclusion Criteria: A total of 80 American Society of Anesthesiologists (ASA) physical class I–II patients scheduled for laparoscopic cholecystectomy were included. The age range was from 21 to 75 years (mean: 51.5 years). Each patient gave his or her written consent to participate in the study. The study was approved by the Medical University ethics committee. The exclusion criteria: The patients’ exclusion criteria were as follows: American Society of Anesthesiology (ASA) physical class III–IV; age over 75 years; body mass index above 30; pregnancy; smoking; signs of gastrointestinal, endocrine, renal, hepatic or immunological disease; use of opioids or tranquillizers less than 1 week before the operation; treatment with steroids; history of alcohol or drug abuse; history of motion sickness; preoperative diagnosis of gallbladder empyema and previous endoscopic sphincterotomy for common bile duct stones; and conversion to open cholecystectomy. The incidence of nausea and vomiting was recorded during three assessment periods, 0–6 h, 6–12 h, and 12–24 h, by nursing staff without knowledge of which antiemetic the patients had received. Both nausea and vomiting were

Sweatshops Essay Example | Topics and Well Written Essays - 750 words

Sweatshops - Essay Example Nike violated laws about working conditions, working hours, and forced overtime. They have been labeled as employing ‘sweatshop’ conditions in their manufacturing units. Due to globalization markets expanded and the market discipline intensified. This discipline penetrated into the spheres of lives of people previously untouched. The global garment industry offers the western consumers a wide variety of styles and fashion at affordable prices. Competition in the industry gave rise to sweatshops. To survive amidst competition, market restructuring had to be done in the form of buyer-driven commodity chains and lean retailing (Micheletti, 2006). They had to respond to the changing consumer demands for fashion and quality at reasonable prices. They had to invest to create and satisfy the fluctuating demands of the consumers. To deliver fashion and quality they had to rely on the individual garment workers and not the machinery. People started clamoring for branded products and brand culture was what became the decisive factor. Sweatshops are not new to America and since the industrial revolution many generations have toiled in sweatshops. Usually women, children or unskilled workers are used in sweatshops from the poverty-stricken families, who have no other option to earn a livelihood. Their pay is sub-standard and the working conditions are unsafe and unhygienic. Although it essentially started in the garment industry, but it exists in other industries as well. Sweat shops are the result of greed and opportunism; they may also stem from competitive pressures. These have come into existence due to globalization, government regulations, immigration, business practices, racial, ethnic and gender discrimination. The people are underpaid and overworked while the working conditions are unsanitary and far from reasonable. It violates safety, heath, wage and child labor laws. People have gone to the extent of saying that they would

Childhood Essay Example for Free

Childhood Essay Though many are of the view that childhood is the happiest time of a persons life I do not think we can generalize it is so. Of cause childhood is a very enjoyable phase in a mans life which is free from many responsibilities and challenges of the adulthood. However I believe there are several conditions that need to be satisfied for a happy childhood. First and foremost, a child should have loving and caring parents who could provide physical, emotional, social and intellectual needs of their child. How many children have such parents today? There are thousands of children raised by foster homes or orphanages. Most of these children have never experienced the love of their mothers or fathers. In fact many a them even do not know who their parents are. These children are often deprived from many privileges and rights of a normal child. We could also see that the numbers of single parents are ever increasing due to various socio economic reasons. It is a known fact that single parents have to struggle hard to raise their children without the help of their partner and in most cases they fail to provide necessary requirements of their children, especially with respect to emotional factors. The security of the child is another important factor that decides whether the childhood is a happy one or not. In my country there was a civil war which spanned for thirty years and fortunately became to an end in the last year. The children who were born during these thirty years of war were raised under its dark shadows. In most families, the fathers had to join the army to fight against the terrorists. Many did not return home leaving endless problems for their families. There were frequent bomb blasts directed on civilians by the terrorists and in many instances children were victims. Also the children in the areas under terrorist control were abducted by the terrorists to strengthen their carders. These children were completely deprived from all their rights as children. They were neither allowed to be with their loved ones nor to attend school. Instead they were given a gun and trained to fire at the enemy. They were taught to hate not to love. How can we say that the childhood is the happiest time for such children?

Approaches To Tackling Cervical Cancer Health And Social Care Essay

Approaches To Tackling Cervical Cancer Health And Social Care Essay The Health Promotion logo incorporates five key action areas in Health Promotion (build healthy public policy, create supportive environments for health, strengthen community action for health, develop personal skills, and re-orient health services) and the three basic Health Promotion strategies (to enable, mediate, and advocate) as described by the World Health Organisation in the Ottawa Charter (World Health Organisation 1986; Nutbeam 1998). In Nigeria, incidence rate of cervical cancer is the estimated at 25 per 100,000 women; with an about 8000 new cases of cervical cancer diagnosed each year(Adewole, Benedet et al. 2005). CITED IN OKONOFUA. The National Cervical Cancer Prevention Programme (NCCPP)-the first national effort towards the cervical cancer prevention in Nigeria-was formally launched by the Honourable Minister of Women Affairs and Social Development in October, 2008. Potential approaches to tackling cervical cancer Medical or preventive approach: primary prevention via HPV vaccination and secondary prevention via cervical screening .This closely aligns with the principle highlighted in the Alma Ata declaration which focuses on prevention rather than cure(World Health Organisation 1978). Behavioural approach: encouraging clients to take-up screening services and also encouraging clients to adopt healthy sexual behaviour through group or one-to-one counselling as well as mass campaigns. Educational approach: increase awareness of the cause of cervical cancer via sex education (peer education and family life skills curriculum). Knowledge about the risk factors for cervical cancer may change sexual attitudes and ultimately behaviour. Socio-economic factors may however limit voluntary change in behaviour. Provision of leaflets, booklets, group, and one-to-one advice may be used to educate on the risks of the disease. Social change approach: free education for teen females and free vocational training programmes and improving access to education. Empowerment approach: enhance life skills through family life skills curriculum and peer-education which help in teaching female teenagers assertiveness and negotiation, and self esteem building regarding sexual issues. Theoretical underpinning for cervical cancer screening This intervention combines the medical (preventive), behavioural and educational approaches to health promotion. The theoretical framework is the modified health belief model(Rosenstock, Strecher et al. 1988) of health-related decision making. The Health Belief Model (HBM) has been widely used in the prediction of cervical cancer screening uptake (Gillam 1991; Austin, Ahmad et al. 2002; Johnson, Mues et al. 2008).It is based on the individuals perceptions of the threat posed by a health problem (susceptibility, severity), the advantages of avoiding the threat, and factors influencing the health related decisions (barriers, cues to action, and self-efficacy). This value-expectancy model(Shumaker, Ockene et al. 2009) suggests that whether people change their health behaviour, accept an intervention, or not would depend on if they believe its benefits outweigh its risks (e.g. death) or costs (time and money). It suggests that women are influenced by how vulnerable they think they are to cervical cancer (perceived susceptibility) and how serious they consider it to be (perceived severity). This theory has however been criticised as being unable to predict behaviour but it can potentially serve as a framework for elucidating womens reactions to screening and help in devising methods of increasing participation, improving the quality of the service, and reducing womens anxiety towards cervical cancer diagnosis(Fylan 1998). According to the HBM, asymptomatic people may not go for cervical screening unless they accept that, though they have no symptoms, they may in fact have pre-cancerous lesions (perceived susceptibility). They must understand that cervical cancer is a leading cause of death (perceived severity). Taking a Pap smear test will reduce the risk of cervical cancer (perceived benefits) without negative side effects or excessive difficulty (perceived barriers). Posters, reminder letters and messages, or radio announcements especially in the local dialect mig ht encourage women to go for screening (cues to action). For those who have had a friend or relative developing cancer, counselling might help build confidence in taking up the service (self-efficacy). Individual perceptions Modifying factors Likelihood of action Perceived benefits of cervical screening-avoidance of premature death minus Perceived barriers to cervical screening -accessing healthcare facilities (transport), inconvenient clinic times, lack of a female screener (especially for muslim women), fatalistic view of cancer, cost of testing, lack of patient-friendly services, cultural health beliefs, language barriers, fear of discrimination, spouse disapproval, absence of symptoms Demographic variables Age (>20), female (gender),marital status Socio-psychological variables Low socio-economic status, poor nutrition, level of education, polygamy, multiple sexual partners Structural variables Knowledge about cervical cancer, prior contact with people with cervical cancer Perceived susceptibility to cervical cancer Perceived severity of cervical cancer Perceived threat of cervical cancer Likelihood of having a pap smear Cues to action Advice from physicians and lay persons (friends, neighbours, relatives, community leaders, and spiritual leaders) Mass media campaigns-radio announcements and broadcasts (in English and local dialect), newspaper articles, billboards, television, press advertisements Booklets, leaflets, and posters placed in public places like supermarkets; handbills Illness or death of a friend or close relative from cervical cancer Reminders from physicians Health Belief Model of Cervical Cancer Prevention (Adapted from (Naidoo and Wills 2009)-Health Belief Model pg. The theory of reason action and theory of planned behaviour may be used to predict response to cervical cancer screening based on looking up to the health promoters as models. Role of the media in cervical screening Using the media to pass on information and advice is an important strategy or tool for health promotion. Much of public health issues-including smoking and HIV/AIDS -have been successfully improved via extensive media campaigns. Media messages help in reaching large numbers of people. The vital role of research in health promotion has been supported by research (Marcus and Crane 1998; Jenkins, McPhee et al. 1999).Mass media campaigns aim to raise awareness or provide messages about participation in the intervention. Mobile phone text messaging is a potentially useful means of sending invitations and reminders for screening. A research finding also stated that mobile phone messages `seems to be an effective tool for increasing compliance with vaccination schedules'(Vilella, Bayas et al. 2004).A trial demonstrated that attendance at primary care centres improved via mobile phone text messaging (Leong, Chen et al. 2006)and unhealthy behaviours such as smoking(Rodgers, Corbett et al. 2005) has been shown in research to be improved by text messages. Furthermore, a systematic review also indicated that mass media interventions may play a key role in influencing the use of healthcare interventions(Grilli, Freemantle et al. 2000). Linear causal and diffusion of innovation model have been used to explain the effects of media on an audience.REVISE AND ADD 3 LINES FROM TAG AND NAIDOO Though media is effective at reaching large nos of people the understanding and recall by the target audience cannot be guaranteed .It must be supported by other strategies like reimforcement from experts. CITE NAIDOP189 PLUS SOURCESCHECK NAIDOO AND WILLS .There is also a problem of interpreting statistics research studies and interpretation of risk. Social marketing=market women,university students,female health care wokers,women in churches,muslim women Read pg 194 plus few other ar Rationale for cervical screening For a screening for a disease to be effective: the disease must be an important health problem; the natural course of the disease should be well understood; the disease should have a long detectable preclinical phase; must have effective treatment and early treatment should improve outcome; the test should be highly specific and sensitive; and adequate resources to perform the test should be available and it should be cost effective(Naidoo and Wills 2005). LINK THESE TO PAP SMEAR AND CERV CA + CITE epide/sys reviews/rcts The Ewles and Simnett model(Ewles and Simnett 2003) combined with a logic framework would be used in planning the programme. Needs assessment: the case for cervical cancer screening in Ibadan The needs assessment for this programme is carried out from the professionals perspective using the epidemiological approach (Williams and Wright 1998; Bowling and Jones 2002; Tones and Green 2004).Needs assessment is best carried out using both qualitative and quantitative information(Gilmore and Campbell 2005).It is done in order to help establish priorities ,assist planning, justify the use of resources and also in planning evaluation. It brings to light the magnitude of the problem and establishes a baseline against which the health promotion intervention can be evaluated. Ibadan is large community located in Nigeria. It shares a unique mix of middle class -mainly government workers and university staff -and socially disadvantaged groups. It has a substantial number of Muslims spanning the Yoruba and Hausa ethnic groups .Literacy level is low. The transport system is inexpensive but poorly organised and most women are involved in petty trading. Health services available are one teaching hospital, 3 state-owned general hospitals, and primary health centres located within each LGA. Epidemiological data-morbidity, and mortality statistics-from the University College Hospital (UCH) Ibadan cancer registry- was used to identify and quantify the incidence of cervical cancers occurring in the community. The mean age of years at presentation. A recent study by doctors at the University College Hospital, Ibadan as reported by The Punch of November 7, 2002 gave credence to the emerging trend revealing- that out of- Nigerian women have breast cancer. Based on this finding, 34,800 new cases would be expected in 2003 an increase from 27,840 or 25% in 1999. Selection of intervention population Based on needs assessment, practical considerations such as level of funding, the pathogenesis of human papillomavirus infection and to a lesser degree current life-expectancy statistics? This intervention targets women between 20 and 65 years old Justify with evidence Aim The programme overall aim is to reduce the morbidity and premature mortality from cervical cancer in Ibadan? Objectives To raise the awareness of cervical cancer and screening to 85% by the year 2014 To increase to about 70% participation( the percentage of eligible women screened by ) To Intervention and resources=500 words The intervention is a community-based intervention set in Ade-Oyo Ibadan, a community in the South-Western region of Nigeria. Mass media campaigns to promote cervical cancer screening-planned media coverage funded by sponsoring bodies plus unpaid media coverage in newspapers-the recent death of a former first lady from ovarian cancer may increase awareness and the involvement of the current first lady in cancer initiatives has led to a dramatic increase in media coverage of cancer related issues. Stakeholders-represenative of the press? Primary staeholders-the women Secondary stakeholders Health professionals-general practitioners,specialist gynaecologists,health promotion and public health nurses,community health extension workers Key stakeholders Funding bodies and ngos World Health Organisation , Mass Medical Mission (MMM) ,PATH Policy makers- agencies/FMOH/Oyo State moh,Ministry of Women Affairs RESOURCES Pap smear plus acetoacettttt Target? by 2014 Evaluation of the cervical cancer prevention programme=300 -400 words Ethical principles 3-4 lines Political dimensions3-4 statements Politics can be looked at from a power perspective and defined as the production ,distribution and use of scarce resourcesCite IN NAIDOO(Heywood 2000). Politics play an important role in the success of health promotion interventions. ATTACH LOGIC FRAMEWORK Quantitative approach: Conclusion This health promotion intervention has used the medica approach to hp which is often viewed as being mechanistic redustic view of health

Presidential Influence on Teenage Drug Abuse :: Substance Abuse Essays

Presidential Influence and Teenage Drug Abuse. "Just don't do it", the slogan from Bob Dole's anti-drug campaign upon a cursory evaluation, may appear to have been an inefficient way of confronting the growing problem of national drug abuse. After all, it is hardly reasonable to believe that a potential drug user will specifically consider these words before deciding whether to get high or not. However, this slogan, and the man that stands behind it, represents a sorely needed, value-oriented stance on the issue that was lacking in the Clinton administration. The president's cavalier attitude was responsible for a dramatic increase in drug abuse among teenagers. While Clinton's baby boomer generation dismissed aggressive anti-drug campaigns as ineffectual, the truth is that tough approaches to the problem have proven to be very successful. The Nixon, Reagan and Bush Sr. administrations are direct examples of this. When Richard Nixon began his first term, use of marijuana and heroin had reached an all-time high. In response, he vowed to wage a national attack on narcotics abuse, which involved reducing the flow of drugs into the country while stepping up drug treatment programs. Nixon began his work by arranging for the extradition of noted heroin chemists, and sent ambassadors to negotiate narcotics agreements with foreign countries. Turkey, which provided about 80 percent of the U.S. heroin supply promised a complete cessation of its production in exchange for $35.7 million in aid. On the national level, the Nixon administration further proved its dedication to the cause by legalizing the use of drugs to combat addiction and by encouraging anti-drug commercials and television programs. Although many were doubtful that these measures would have any impact, they did help dramatically curtail drug abuse. In 1975, the Drug Enforcement Administration (DEA) announced that while the purity of heroin had declined, the street price was four times greater. The result was a marked decline in heroin abuse. Unfortunately, the Carter administration failed to continue the vigorous anti-drug campaign. In fact, President Carter at one time advocated that marijuana possession be legalized. It is little wonder that, in the absence of strong moral leadership, by 1979 half of all teenagers were experimenting with the drug. Fortunately, Reagan was elected at this crucial time, and was succeeded by George Bush Sr.. Both presidents strongly supported drug interdiction. Between the years of 1979 and 1992, teenage drug abuse reduced by one-half.

Change Management in Organizations dependency on Leadership Essay

This paper seeks to establish how change can be effectively introduced to the challenging global business environment of today. However, to establish this, one has to first understand what a change management strategy is and to critically analyze the key composition of an ideal change management strategy and figure out how they relate to the question at hand. Conspicuously, change management strategy is a systematic approach to making adjustments to the application of a set of tools, processes or skills during a project or initiative. Through the application of its controlled processes and a wide variety of set tools that are utilized for purposes of leading organizations into achieving their forecasted and desired outcomes. From the aforementioned definition, we are able to decipher that: the change management process is an integral aspect of performance of organizations that is vital in ensuring its success and on the offset; it describes the driving force towards adoption and the usage of new strategies so that results of a business can be realized CITATION Hor08 l 1033 (Hornstein, 2008 ). The change management strategy process consists of mainly 3 processes that are instrumental in realizing desired business results. The change strategy process has three components outlined as: preparing for change where, one is required to prepare for the change that is about to occur. It entails defining the correct management strategy that is best suited to achieving the desired results of the organization. One has to prepare his/her change management team that will be influential in achieving the desired results of the change management strategy CITATION Sur04 l 1033 (Surendra & Wulonng, 2004). The last thing is to develop a sponsorship model for the strategy. Secondly, there is change management; once the change management strategy has been invented, then the change management plans must be developed so as to realize the desired results in the change management strategy. This entails taking action and implementing plans that are in the change management strategy and instilling them with a great amount of discipline CITATION Aqu14 l 1033 (Aquila, 2014). Thirdly, reinforcing change where one has to collect and analyze the feedback from those that the change has affected. Diagnosing of gaps and managing of resistance is also of importance in reinforcing change. One should then implement corrective actions and celebrate successes that the change management strategy has brought about. A great deal of organizations embark on initiatives to ensure the success of their change management strategy with an inference to their commonly associated benefits that are outlined as cost reductions and timely product or service delivery, however, majority of these organizations come to acknowledge that a having a factual CMS in place does not in any way resolve their organizational operational issues CITATION Cap14 l 1033 (Capelli, 2014). In many circumstances, corporations are engaged in the hiring of only a select few project managers and in return expect that this bunch of professionals will magically transform their idea and deliver the beneficial aspects of contingent Project Methodology CITATION Dew12 l 1033 (Dewhurst, Harris, & Heywood, 2012 ). In actuality, a great deal of this organizations only get to learn that through inadequate planning their set projects do get delivered though they involve incoherent processes, are guided by ineffective methodology structures, not delivered in good timelines or their financial estimations are over budget and to top it all off, varied aspect of an implementation process are guided by poor management strategies and their performance reporting data is not recorded CITATION Kat14 l 1033 (Katz, 2014). Once the conceptualizing idea in a project is not clearly set out, several projects being guided a particular department will ideally exhibit the aforementioned aspects of poor change management process; the problems exhibited can only be remedied through exquisite leadership within organizations. In circumstances where a particular change management strategy is not being conceptualized, four basic issues are usually evident CITATION Agu14 l 1033 (Aguire & Alpern, 2014). Firstly, the organi zation lacks overall accountability envisions with regards lack proper recording of what exactly when into accounting and time delivery aspects of a project. The management departments of organizations that exhibit poor accountability in most cases are engaged in laying the blame of failure on someone else within the organization CITATION Kat08 l 1033 (Katzenbach, Rutrger, & Thomas, 2008). Secondly, there is the aspect of work effort of individuals undertaking a particular project is significantly overlapped thus pushing these people into a continuous rework process until desired results are attained. In this case, what usually leads to the development of this pattern is the fact that the knowledge base of an organization is not fully analyzed before the delegation of works according to the specific qualifications of an individual. It thus sets off a wheel of events which means that the organization will have to start again thus wasting labor and man hours CITATION Ken09 l 1033 (Kenflent, 2009). Inconsistent metrics and reporting comes third in this list where poor decision-making is highly probable thus making a benchmarking process in the implementation of a project virtually impossible. It is gambling with the investment of a company where one who is totally unfamiliar with the other players on a poker deck but still goes ahead to make play with the expectation of g obbling up the spoils. Therefore, this means that being a new player in a very different field will make it very hard for one to fit completely as many challenges will be posed. Lastly, this organizations exhibit all aspects if poor coordination of projects that involves cooperation between departments within an organization there envisioning equally poor organizational support CITATION Llo12 l 1033 (Llopis, 2012). The lack of teamwork and proper communication structures within an organization is a pivotal step that determines the failure or success of a project. Therefore, in order to establish how change can be effectively introduced to the challenging global business environment of today, one has to overcome the challenges that have been posed by implementing the key elements of a CMS. These elements are outlined as: the Need for Urgency-an organizational burning platform exists when maintaining the status quo becomes prohibitively expensive. Major change is always costly, but when the present course of action is even more expensive, a burning platform situation erupts CITATION Cus14 l 1033 (Cusumano, 2014). Create a sense of urgency based on the company’s financial performance, competitive edginess and proper market positioning and finally staying abreast with developments in technological trends. Second is proper leader identification. Organizations should be keen on sourcing the ideal change leader with their desired set of skills so that the initiative of change can be conceptualized in a professional manner where timelines of d elivery are given close analysis. However, success of projects is not only conceptualized through organizations having godly-leaders at the helm but with a combination of competent support professionals who will be instrumental in steering the organization to its desired achievements CITATION Kap13 l 1033 (Kaplan, 2013). Secondly, workforce motivation is something that organizations need to channel their concentration on so as to conceptualize change story that will impact on employees positively, for before you get buy-in process, people need to feel the problem that is at hand. People are not going to consider anything until they are convinced that there is a problem that truly needs to be addressed CITATION Din06 l 1033 (Dinsmore & Cooke-Davies, 2006). Establishing a motivational point is critical in establishing a correlation point for the implementation process that will involve people who are knowledgeable about the organization’s need for change. Once this has been established the company already established a buy-in and understanding for its employee thus they get acclimatized with the roles they play in the organization. Third, clearly setting out visions and values is influential in creating a picture of desired set goals for the future success of the organization. Corporations shoul d therefore go out of their way to give its employees as sense of corporate belonging thus establishing an enduring purpose for not only themselves but also the organization at large. The lack of a clearly defined vision could lead to misinterpretation of change efforts in an organization thus steering projects in the opposite direction. Communication is another aspect propelling requisite change management strategies within organizations in the current business industry. Throughout the implementation process of an idea within an organization, people within an organization need to be informed constantly so as to create an environment of inclusiveness thus steer them with the momentum for progress and success of their work CITATION Har12 l 1033 (Harrington, 2012). Communicate this information broadly and dramatically, especially with respect to crises, potential crises etc. To successfully implement change initiatives, leaders of organizations need to play the role of communicating to employees effectively about every development progress of a project. Next is line is the need for leaders to have an eye for inconsistency lookout where the change leader needs to be on the consistent lookout for any inconsistencies that may arise due to the results from the change. Whenever any inconsistencies arise, they should be proa ctively dealt with without any delay CITATION Sir05 l 1033 (Sirkin, Keenan, & Jackson, 2005). Lastly, the general aspect of implementation and reinforcement of ideas is what actually determines what succeeds and what fails. In most cases, moving away from the traditional ways and culture of undertaking business is a problem that comes up every now and then when a change management strategy is being conceptualized. It is therefore the duty of leaders to ensure that the operations of employees are monitored throughout the implementation process and guide them in the right direction in situations where they veer off the correct course. References Aguire, D., & Alpern, M. (2014). 10 Principals of Leading Change Management . Strategy + Business , 75-82. Aquila, K. (2014, January 9). Quotas for female board members look like a toad too far. Retrieved January 10, 2015, from The Financial Times : http://www.ft.com/cms/s/0/e06ac8bc-784a-11e3-831c-00144feabdc0.html#axzz2rEx8m1lp. Capelli, P. (2014, February 5). Work Classifiaction In the Work Environment . Retrieved January 10, 2015, from The Economist : http://www.economist.com/node/341352 Cusumano, T. (2014). Change Strategies of 10 Corporate Firms of UK . London : Puferntred Publications . Dewhurst, M., Harris, J., & Heywood, S. (2012 ). The Global Company’s Challenge . McKinsey Quaterly , 7-10. Dinsmore, P. C., & Cooke-Davies, T. (2006). The Right Projects, Done Right . San Francisco : Jossey Bass. Harrington, J. (2012). The Face for Organizational Change . Welton Planning Monthly , 12-17. Hornstein, H. (2008 ). Using a Change Management Approach to Implement Programs . Ivey Business Journal , 14-21. Kaplan, R. (2013). Leadership Skills for Change . Business Weekly , 23-42. Katz, R. (2014, August 19). The global talent index report: The outlook to 2015. Retrieved January 10, 2015, from Heidrick & Struggles: (http://www.economistinsights.com/sites/default/files/downloads/GTI%20FINAL%20REPORT%205.4.11.pdf Katzenbach, J. R., Rutrger, P. V., & Thomas, J. (2008). The Critical Few: Components of a Truly Effective Culture. New York: Barnes & Noble. Kenflent, W. (2009). Culture Blame within Organizations . London : Routledge . Llopis, G. (2012, April 11). 5 Most Effective Ways to Sell Change . Retrieved January 10, 2015, from Forbes : http:www.foprbes.com/5+mot+effectyive+ways/23eds54 Sirkin, H., Keenan, P., & Jackson, A. (2005). The Hard Side of Change Management . Harvard Business Review , 163. Surendra, G., & Wulonng, G. (2004). The Effect of Organizational Innovation and Information Technology on Firm Performance. Quebec : Welton Sox . Source document

Approaches to Management and Organizational Behaviour

205KM Management and Organizational Behaviour Report 1 Title: Approaches to Management and Organizational Behaviour: Pizza Hut and McDonald’s (Fill in the Name of Company A) (Fill in the Name of Company B) Student Name: HSU Ka Syn Syrus Student ID: 51878875 Tutorial Group: 2 Table of Contents Page Num 1. Objectives| 9| 2. Business Background| 9| 3. Organization Structure and Design3. 1 Organization Structure of Company A3. 2 Organization Structure of Company B3. 3 Compare the Similarities and Differences of Organization Structure between Company A & B| 10101214| 4.Approaches to Management & Organizational Behaviour| 15| 4. 1 Motivation| 15| 4. 2 Leadership| 16| 4. 3 Human Resource Management| 18| 4. 4 Culture & Diversity| 20| 4. 5 Information Technology| 22| 4. 6 Communication| 22| 5. Conclusion| 23| 6. References| 24| 1. Objective The purpose of this report is to find out the differences in the organization structures and approaches in management and organizational behaviour of two local restaurants, Pizza Hut Hong Kong and McDonalds Hong Kong.Besides, the report is to find out the information of the restaurants through identifying and analyzing the following: motivation, leadership, human resource management, culture and diversity, information technology, communication. 2. Business Background Business background of Pizza Hut: Pizza Hut, Inc. is an American  restaurant  chain and international  franchise  that offers different styles of  pizza along with  side dishes. Pizza Hut is a subsidiary of  Yum! Brands, Inc. , the world's largest restaurant company.According to the corporate website, there are more than 11,600 store locations in 94 other countries and territories around the world. About their history, the legacy of Pizza Hut began in 1958, when two college students from Wichita, Kansas, were approached by a family friend with the idea of opening a pizza parlor. Although the concept was relatively new to many Americans at that time, the two brothers quickly saw the potential of this new enterprise. After borrowing $600 from their mother, they purchased some second-hand equipment and rented a small building on a busy intersection in their hometown.The result of their entrepreneurial efforts was the first Pizza Hut restaurant and the foundation for what would become the largest and most successful pizza restaurant chain in the world. Hong Kong Pizza Hut provides dine-in, takeout and delivery service. At present, there are over 80 stores in Hong Kong and Macau. In recent years, McDonald’s has invaded the delivery food service market, so Pizza Hut’s market share has also been thinned. This is Pizza Hut Hong Kong was facing the challenge. Business background of About McDonalds:McDonalds Corporation is the world's largest chain of  hamburger  fast food restaurants, serving in 119 countries and more than 30,000 restaurants. From a neighborhood restaurant established in Des Plaines, Illinois in 1955 t o today, more than 30,000 restaurants in more than 100 countries worldwide, McDonald's is the largest quick service restaurant organization in the world. McDonald's recognized that to be successful, it would have to be flexible and adapt to societal changes. In 1975, McDonald's opened its first drive-thruTM window in Sierra Vista, Arizona to accommodate a more mobile society.The company realized there was a need for a fast, quality morning meal and in 1973, the Egg McMuffinTM  was introduced. In Hong Kong, there are over 200 McDonald's restaurants, and more than 10,000 McDonald's staff. In few years, Hong Kong McDonald launched delivery service, officially invaded the delivery food service market. Although McDonald Hong Kong had a lot of charity work, moreover they established of the Ronald McDonald Houses, McDonald prominence has also made it a frequent topic of public debates about  obesity, corporate ethics and  consumer  responsibility. 3 Organization Structure and Desig n 4. Organization Structure of Pizza Hut Figure1. Hierarchy Division of Pizza Hut: Supervisor: A  supervisor is a team leader in a position of trust  in business. He / She always are an assistant to Manager. They have possession of part of the manager power, such as the allocation of the daily workflow, and void order of power. Restaurant General Manager: Restaurant General Manager is responsible for all problem of the restaurant. Not just manage all employees, but also they need to manage restaurant facilitates and service quality etc. In addition, they need to set daily sales target to fulfill organization goal.Operations Manager: They responsible for ensure that business needs to use as few resources as possible to meet customer requirements efficiently and effectively. Moreover, they need to establish operation policy to all operations department staff, included all restaurants manager. Chief executive officer: is the highest-ranking  corporate officer  (executive) or  administrator  in charge of total  management  of an  organization. An individual appointed as a CEO of a  corporation,  company,  organization, or  agency  typically reports to the  board of directors. At present, Hong Kong Pizza Hut chief executive officer is Henry Yip.Figure2. Functional Division of Pizza Hut: Finance department: Finance department is often simply defined as money management or the management of the fund. The major objectives of corporate finance are maximizing shareholder value. Marketing department: Commercial marketing  of individuals or organizations,  including  commercial enterprises,  governments and institutions  to  promote their  products or services sold  to other companies or  organizations,  in turn, resell  their practice,  and  use them as  components  in their  products or services, or use them to  support  their actions. . 2 Organization Structure of McDonald Figure3. Hierarchy Division of USA Headquarter McDonalds: Figure4. Hierarchy Division of Hong Kong McDonalds: Trainer: Trainer in McDonalds not the same in supervisor, they are same in senior staff to be an assistant to support Supervisor. Team Leader: Team Leader in McDonalds is the same in supervisor. Crew: Crew in McDonalds response for differences work in restaurant, it included Kitchen, cleaning, cashier, customer service representative and first line quality control. Figure5. Area division: Figure6.Functional Division of McDonalds: Human Resources Management Department: Human Resource Management is  an organization  of  employees  or  the management of human resources. This  attractive,  is  responsible for staffs election, training, appraisal,  rewards,  and  is also responsible for  organizational leadership and  culture,  and to ensure that  employment and  labor law. Held  in the employee's  wishes and  legally authorized  collective bargaining agreement, human re sources  usually  also  will serve as  the company's principal  liaison  with staff representativesPurchasing Department: Purchasing refers to the business or organization to attempt to obtain good or services, in order to achieve business goals. Although there are several organizations trying to set standards in the purchasing process, the difference between the processes organizations. 4. 3 Compare the Similarities and Differences of Organization Structure between Pizza Hut and McDonald’s Similarities of Organization Structure between Pizza Hut and McDonalds: Pizza Hut and McDonalds are the same using the Functional Division and Hierarchy Division.The relationship between the function is the position of the specialist, and other areas. In general, specialist will have the authority to adhere to the line manager, to achieve any of their instructions. In many large and global companies are always using Functional and hierarchy division to descript their company st ructure. In addition, these structures can make employee clear their job opportunities. Similarities of Organization Structure between Pizza Hut and McDonalds: Although the two companies are well-known company in the world, But in Hong Kong’s business size are different.Pizza Hut owned by Yum! Brands, Inc, but the business in Hong Kong is operated Franchise by Jardine Matheson. Region on district administration is relatively simple, because of only china regional business. On the other hand, Hong Kong McDonalds is not operated franchise of the way. Hong Kong McDonalds business was monitored by the management of the Asia (Figure5. ). Asia McDonalds Managed by the U. S Headquarters of non-Franchise operating worldwide business. So the difference of these companies is Hong Kong McDonalds was implemented area division models for global company structure. 4Approaches to Management ; Organizational Behavior 5. 4 Motivation Motivation is the degree to which an individual wants and c hooses to engage in certain specific behavior. People’s behavior is determined by what motivates them. Their performance is a product of both ability level and motivation. Therefore, the two companies are using the extrinsic and Intrinsic Motivation methods motivate employees. In the past, McDonalds had to hire employees with too low salaries, so that McDonalds scolded by social. On the contrary, Pizza Hut’s hourly rate is high within the food service industry.Since Hong Kong Government has implemented a minimum wage, McDonalds has also begun to focus on the welfare of the employees. Pizza Hut was using two motivation methods: extrinsic motivation and intrinsic motivation to motivate employees. For the extrinsic motivation, Pizza Hut’s crew salary increased to HK$ 28 from HK$ 21 (After the implement of minimum wage). Moreover, Pizza Hut’s salaries included restaurant Tips, Tips depend on customers given to restaurant and divide by the total number of empl oyees of the restaurant. Not just salary, but also Pizza Hut given bonus to all full time employees per year.And then, Pizza Hut established the outstanding staff award to motivate employee. About the award recommended by the restaurant manager, the winner will have HK$ 300 bonus. In addition, according to Hong Kong’s legal, Pizza Hut also provided Mandatory Provident Fund (MPF) to employee. Lastly, Pizza Hut provided differences fringe benefits for employees, included Medical benefit, insurance discount, and 20% off staff discount. Staff discount not just included pizza hut, but also is included all related Jardine Matheson subsidiary companies, for example: Maxim's Caterers Limited and Wellcome.For the intrinsic motivation, Pizza Hut will be timing implementation of the job rotation method to training staff. Employees not just learn their basic work, but also they have the opportunities to learn cashier or kitchen. Finally, staff can study the distribution of work managemen t to support supervisor. Give rise to sense of challenge, receiving appreciation and positive recognition. Moreover, the employee begin to work, supervisor will report the company’s new information to staff, and the daily sales targets.In addition supervisor will be highly praised the staff for good performance at the briefing. McDonalds was the same using two motivation methods: extrinsic motivation and intrinsic motivation to motivate employees. For the extrinsic motivation, McDonalds’s crew salary increased to HK$ 28 from HK$ 19 (After the implement of minimum wage). Moreover, the salaries included Profit sharing and restaurant cash incentive, like pizza hut tips bonus. And then, McDonalds established the outstanding staff award to motivate employee too. In addition, according to Hong Kong’s legal, McDonalds provided MPF to employee.Lastly, McDonalds provided differences fringe benefits for employees, included Group Term Life, Group Medical Insurance, Group D ental Plan, Education Sponsorship Program, and Professional Management Training both locally. About fringe benefits, McDonalds better than Pizza Hut. For the intrinsic motivation, McDonalds was the same in pizza hut intrinsic. In Fact, all of the food service industry company is using these methods to rise to sense of challenge, receiving appreciation and positive recognition etc. 5. 5 Leadership Hierarchy Division of Pizza Hut:Hierarchy Division of McDonalds: 5. 6 Human Resource Management Human Resource Management is the strategic and coherent approach to the management of an organization’s most valued assets – the people working there who individually and collectively contribute to the achievement of the objective of the business. The Human Resources Management Process: For the McDonalds in people philosophy, they have a specific people vision â€Å"To be the best employer in each community around the World. † Being the best means â€Å"opportunities, traini ng and development; satisfaction, rewards and recognition†.Moreover, McDonalds make a promise to their employee. To all their present and future employees, McDonalds’d like you to know that there are committed. â€Å"We value you, your growth and your contributions. On the other hand, McDonalds have in place 5 people principles to reflect McDonald’s values and commitment to their people. It includes: (1) Respect and recognition (2) Values and Leadership behaviors (3) competitive pay and benefits (4) Learning, development and personal growth (5) Resources to get the job done. About the human resources management, McDonalds focus on every employee more than Pizza Hut.Recruitment: Pizza Hut and McDonalds are using these methods to attracting applicants. Internet-based Advertisement / Print-ad in Magazines or newspaper / Employee Referrals / Applicant Initiated / Job Fairs / Employment Agencies Selection: The process of screening job applicants to ensure that the mo st appropriate candidates are hired Pizza Hut and McDonalds are use differences types of selection Devices. Pizza Hut: Application form -> interview (restaurant manager) -> Reference checks McDonalds: Application form nd Questionnaire -> interview (restaurant manager) -> Reference checks Orientation: New employee orientation effectively integrates the new employee into your organization and assists with retention, motivation, job satisfaction, and quickly enabling each individual to become contributing members of the work team. Pizza Hut and McDonalds: Introduction (Rules, Policy, Organizational Structure and Company information) and a tour of the workplace Training: A basic operation in the work of the manager is to develop people and to direct, encourage and train employee.Those companies are using these methods to improve the availability, quality and skills of staff. Pizza Hut and McDonalds are using e-Leaning of job description, establish Lesson for differences hierarchy level, such as crew need to study customer service standard, how to handling complain; senior need to study how to contribute work to another colleague; Manager need to study manage in restaurant etc. Performance management: Approach to developing the capabilities of employees Pizza Hut and McDonalds in addition will be kept by the supervisor to practice role play training to subordinate.Moreover, the two companies will also hire external Mystery consumer companies to measure restaurant can achieve the setting of customer service standards, developed training plan or to enhance the training program based on test scores. Another will be conducted annually upward appraisal, Managers are appraised by their staff. 5. 7 Culture & Diversity Organizational Culture between Pizza Hut and McDonalds: Organizational culture  is the collective behaviour of people that are part of an organization, it is also formed by the organization values, visions, norms, working language, systems, and symbols, it includes beliefs and abits.Strong culture can create a stronger employee commitment to the organization. As the result, every organization must have their differences organizational culture. For the Pizza Hut, the mission statement is â€Å"With Customer Mania corporate culture, we ensure every dining occasion is a delightful experience. We promise† and the vision are to be the Leading Casual Dining Restaurant in Hong Kong and Macau – bringing our customers enjoyable yet affordable European cuisine by capitalizing on our brand equity and to be the No. 1 Pizza Delivery Provider offering world class pizza delicacies always hot and on time.Slogan of Pizza Hut: â€Å"With Customer Mania corporate culture, we ensure every dining occasion is a delightful experience. † In order to fulfill its mission, Pizza Hut has develop some unique, policies, principles, rules, processes and procedures, the sum total of which from the Pizza Hut culture: (1) Open door Policy: Manage rs doors are open to employees at all levels, because the manager dose not just do all about manage restaurant. During the peak hours, manager will work with general staff together. Therefore, manager can easier to listen to the voice from the employee. 2) Role culture – Bureaucratic control: roles and job description is most essential than the individual and position is the main source of power, control by procedures and rules, coordinated by a few senior managers.On the Pizza Hut, everything always have their standard for staff to fulfill, such as food quality standard, dress and grooming standard etc. If their staff cannot meet the standard, they will blame by the manager. (3) Ethical Culture: Pizza Hut has a very powerful and positive influence on employee behavior, focus on means as well as outcomes. 4) Customer Responsive Culture: Since Pizza Hut is very focus on increase customer satisfaction. They hiring the type of employees, for example ones with a more interest are helpful and friendly personality to serving customer. Having great listen skills to have ability to listen to and understand messages sent by the customer. Providing role clarity to employees to reduce ambiguity and conflict and increase job satisfaction. Having conscientious, caring employees willing to take initiative even outside their normal job duties For the McDonalds, the mission and values statement is to be our customers' favorite place and way to eat.Our worldwide operations are aligned around a global strategy called the Plan to Win, which center on an exceptional customer experience – People, Products, Place, Price and Promotion. We are committed to continuously improving our operations and enhancing our customers' experience. In order to fulfill its mission, Pizza Hut has develop some unique, policies, principles, rules, processes and procedures, the sum total of which from the McDonalds culture: (1) Customer Responsive Culture: McDonalds same with Pizza Hut, th ey are focus on increase customer satisfaction.They hiring the type of employees, for example ones with a more interest are helpful and friendly personality to serving customer. Having great listen skills to have ability to listen to and understand messages sent by the customer. Providing role clarity to employees to reduce ambiguity and conflict and increase job satisfaction. Having conscientious, caring employees willing to take initiative even outside their normal job duties (2) Workplace spirituality: Recognize that their employees have an inner life, moisturize and nourish meaningful work, a place within the community.Since McDonalds focus on charity work, such as established Donald McDonald house Charities to offering a supportive environment, parents are able to care for their sick children during an incredibly stressful time. In addition, McDonalds often motivate employee to participate more about charity work. (3) People Orientation: Degree to which management decisions tak e into account the effects on people in the organization. Organizational Diversity between Pizza Hut and McDonalds: Managing diversity accepts that the workforce consists of a diverse population of people.The diversity consists of visible and non-visible differences which will include sex, age, background, race, disability personality and work style. It is founded on the premise that harnessing these differences will create a productive environment in which everybody feels valued, where their talents are being fully utilized, and in which organizational goals are met. According to the Hong Kong legal’s on eliminating age discrimination in employment, employers have the prime responsibility for encouraging equal employment opportunities and for eliminating discrimination in the workplace, so Pizza Hut and McDonalds are also comply with the law.Employees are Pizza Hut and McDonald’s greatest asset. But two companies have their own organizational diversity. For the pizza hut, there are more than 4,000 people, since pizza hut focus on customer satisfaction and customer service quality than McDonalds, so that Pizza Hut dose not employs any persons with intellectual disabilities in secretly. Contrary, McDonalds hire people not because of the people physical abilities and quality. For example, McDonalds staff Wong Man Yu awarded â€Å"Outstanding Disabled Employees Awards† by the Labour Department in 2006.It reflect McDonalds support their employees have any physical problem. 5. 8 Information Technology Information Technology is the use of computers and software to manage information. In some companies, this is referred to as Management Information Services (or MIS) or simply as Information Services (or IS). The information technology department of a large company would be responsible for storing information, protecting information, processing the information, transmitting the information as necessary, and later retrieving information as necessar y.Nowadays, many organizations are using information technology to increase work efficiency and effectiveness. Since information technology can increase business performance, better decision making based on information and greater accessibility to coworkers. So that, Pizza Hut and McDonalds are use many information technology to support their business: (1) Information Systems: accounting information system to record or calculate all about sales, salaries etc†¦ inventory system to monitor store inventory and though internet to purchase daily restaurants needs.Point of sales systems. Office automation systems, transaction processing systems, distribution systems, etc. (2) Electronic Commerce System: this part is very important in business, they’re use to selling, delivering, servicing and paying for products and services using internet. For the payment, Pizza Hut using credit card reader and Visa Pay wave; McDonalds using octopus and Visa pay wave. (3) Networked Computer s ystem: Linking individual computers to create an organizational network for communication and information sharing.They are using e-mail, instant messaging, Voice-mail to dealing with online delivery business, Fax machines to receive order confirm from food supplier. Electronic Data Exchange (EDI). Teleconferencing. Videoconferencing. 5. 9 Communication Communication between managers and employees provides the information necessary to get work done effectively and efficiently in organizations. Communication major functions are Control, Motivation, Emotional Expression and Information. Communication is very important part of business. Pizza Hut and McDonalds use interpersonal methods.For example: Face-to-face, Telephone, Group meetings, Formal presentation, Memos, Traditional Mail, Fax machines, Audio-and videotapes, Daily briefing, Hotline, E-mail, Voice mail and Teleconference to communicate with employee. Face to face, telephone and Memos are basic tools to connect employee and man agement. But about the organization contact restaurant, they are use daily briefing, E-mail to update information about organization. 5 Conclusion Through identifying and analyzing the following: motivation, leadership, human resource management, culture and diversity, information technology, communication. I found that:For the organization structure, the difference of these companies is Hong Kong McDonalds was implemented area division models for global company structure. On the other hand, Pizza Hut just implemented hierarchy and functional Division. For the approaches to management & Organizational behaviour, about the motivation, McDonald’s hourly salaries have been low for long. Yet, ever since Hong Kong Government has implemented the minimum wage, the corporate has no choice but to increase salaries of the workers. On the contrary, the average hourly wages of Pizza Hut workers are relatively higher than McDonalds.About the Leadership, Human Resources Management, Informa tion technology and communication, Since Pizza Hut and McDonalds are the same industry in food service restaurant, which means their organizational behaviour always the same. But about the diversity, McDonalds is better than Pizza Hut, it is because McDonalds hire people not because of the people physical abilities and quality. If Pizza Hut and McDonalds can solve above problem, they can improve their business more.