Quality Management Awards

A key symbol, of the growing appreciation of management as an area of vast significance, has been the increase, in the late twentieth century, of awards that a range of governments gives their most stupendous organizations.Advertising We will write a custom report sample on Quality Management Awards specifically for you for only $16.05 $11/page Learn More This official acknowledgment of management practice and quality mirror the principle, at the top levels, that excellent management practice may be learned and cultivate d by supporting recognition of innovative procedures and best practices. This section will discuss and compare various frameworks of quality management. Malcolm Baldrige National Quality Award The Malcolm Baldrige National Quality became established, in 1989, by the United States. This establishment of this prize became motivated by the successes of Japan industrial sectors, due to the introduction of Deming Prize. The Malcolm Baldrige N ational Quality award seeks to acknowledge successful quality management systems and enhance total quality management, in America. The award gets administered by the National Institute of Standards and Technology (NIST) (Brown 2004; Vokurka et al. 2000). MBNQA focuses on seven criteria including â€Å"Leadership, Strategic Planning, Customer Focus, Measurement, Analysis, and Knowledge management, Workforce Focus, Process management, and Results† (Pryor et al. n.d. p. 7). These centers on the following values â€Å" customer-driven excellence, visionary leadership, organizational and a personal learning, agility, focus on the future, managing for innovation, valuing partners and employees, focus on results, creating value, management by fact, social responsibility and systems perspective†(Pryor et al. n.d. p. 7). MBNQA resembles and differs with the Deming award, in several ways. The Malcolm Baldrige National Award, similar to the Deming Prize, gets applied to corporati ons owned by aliens (Khoo and Tan 2003; Zairi1994). However, MBNQA can only be applied to alien corporations that have half of their assets in America, unlike the Deming award.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More MBNQA stresses on customer focus, through its seven criteria (Hui and Chuan 2002). Hence, MBNQA centers on certain objectives, unlike the Deming award, which is system-centered. Besides, MBNQA uses several professionals in determining the corporations eligible for the award, while the Deming Prize relies, entirely on the JSU, in making decisions.. Lastly, MBNQA is apt to disclosing information of a winning company to others, unlike the Deming Prize, which keeps secrets of the winning company. The Deming Prize The Deming Prize, the Japanese management award, became formed in 1950, by Japanese Union of Scientists and Engineers and became first awarded in 1951 (Gabor 1990 ; Vokurka et al. 2000). The award recognizes reliability and quality of commodities, in Japan. The standard assesses a corporation, in the fields of quality improvement, sales, profits, productivity enhancement and cost diminution. Also, it evaluates quality-assurance procedures, with the overall goal of determining the level of total quality control commitment, in a company. This prize can be administered n two forms including the Deming Application Prize and the Deming Prize. Whereas the Deming Application Prize gets based on achievements related to TQC implementation, the Deming Prize may be issued to persons or companies that appreciate TQC, and show progress, in its practice. Also, those eligible for the Deming Prize must have received the Deming Application Prize earlier. The Japanese Union of Scientists and Engineers expects the Deming final award to encourage award holders in enhancing quality control of earlier recipient of the award. However, all Deming prizes become award ed at the same time of the year.Advertising We will write a custom report sample on Quality Management Awards specifically for you for only $16.05 $11/page Learn More The Deming awards may be awarded other countries, apart from the factory and individual medal. The European Quality Awards The European Quality Award became established, in 1992, after the establishment of the Deming and MBNQA. The structure of the award resembles the MBNQA. However, the first awards went to large, profit-oriented corporations, until 1996, when the award adjusted to suit small and medium sized enterprises. A group of six assessors, comprising of quality experts and academicians, assess the practice of the program. The European Quality Awards bases on nine criteria including â€Å"people management, leadership, resource management, policy and strategy, customer satisfaction, process management, impact on society, business results and people satisfaction† (Vokurka et al. 2000 p.43). Most of these criteria resemble those of the MBNQA. However, The European Quality Award stresses on the impact on society and individual s perceptions, which lack in the Deming and MBNQA. The European Quality Award, unlike the Deming and MBNQA, vary in the criterion for qualified corporations. Besides, The European Quality Awards vary, in the group of award assessors, as it includes quality experts and academicians. The European Quality Award matches with MBNQA in that it can only be rewarded to companies that have at least half of their dealings in Europe. However, the European Quality Award is applicable to more nations, than the Deming and MBNQA awards.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More The Canada Awards for Excellence Canada established the excellent award, in 1983, so as, to credit the practice of management. In the initial phases, the Canadian government became responsible for administering the award (Funk 2004). Ten years later, the National Quality Institute, took direction over the award. Since inception, the Canada Awards for Excellence varied from Deming Prizes in significant ways. First, this award focused more on results than the Deming Prize. Consequently, MBNQA decided to imitate this result perspective into its structure. Similarly, MBNQA adopted the seven criteria just like the Canada Awards for Excellence. Therefore, most criteria in MBNQA can also be found in the Canada Awards for Excellence. The award has seven drivers including â€Å"organizational performance, leadership, customer focus, people focus, planning, supplier focus and process management† (Vokurka et al. 2000 p.44). The Canada Awards for Excellence, equally, differs with the Eur opean Quality Awards. While the Canadian excellent award remained applicable to both private and public sectors, the European award could only be applied to for-profit firms. However, the European award later expanded to incorporate corporations in the public sector (Stading and Vokurka 2003). Although Canada Awards for Excellence are valuable, just like the European Quality Awards, Deming Prize and MBNQA, they operate on a small span because Canada’s population is not large. The Australian Quality Awards for Business Excellence The Australian Quality Awards became established in early 1990s. The award gets issued by the Australian Quality Council. The aim of the award is to develop best practices and quality principles (Vokurka et al. 2000). The award follows seven groups of criteria including â€Å"leadership, people, information and analysis, strategy, policy and planning, customer focus, quality of process, product and service and organizational performance† (Vokur ka et al. 2000 p.44). According to the model, information, people, strategy, analysis, planning and policy and categories have supreme impact on the quality of processes (Vokurka et al. 2000). While the Australian award resembles MBNQA, it stresses more on the importance of multicultural management. It, also, stresses on people and processes, unlike the Deming and other awards. China Quality Award China Quality Award became established in 2001, by the China Association for Quality (CAQ) (Pompeo, 2010). The award gets offered to businesses that promote quality management, develop the general quality and competitive capacity, in order to serve the people and community. China Quality Award follows the Baldrige criteria (Pompeo, 2010). Similar to other awards, for instance, European Quality Award, Deming Prize and MBNQA, beneficiaries of China Quality Award become selected following a lengthy assessment (Pompeo 2010; Tan 2003). ISO 9001:2000 ISO 9001:2000, refers to quality management p ractices that seek to meet â€Å"customer’s quality requirements and applicable regulatory requirements, achieve continual improvement of performance, and enhance customer satisfaction in pursuit of these objectives† (Pryor et al. n. d. p.8). ISO 9000 becomes founded on 8 principles including â€Å" Customer Focus; Leadership; Involvement of People; Process Approach; System Approach to management; Continual Improvement; Factual Approach to Decision Making; and Mutually Beneficial Supplier Relationships† (Pryor et al. n. d. p.8). Hence, ISO 9001:2000 eight principles resemble MBNQA, and other related awards Criteria, in some ways. How â€Å"ISO 9001:2008† framework gets implemented in a real organization operating in the â€Å"United Arab Emirates In this part, we shall focus on the preparation and implementation of the ISO 9001:2008, in UAE, by Organization X. Organization X is a real security firm in UAE, known as First Security Guard. The following is a discussion of the steps that First Security Guard (referred to as organization X), follows in implementing the ISO 9001:2008. Preparation Organization X makes preparation by attempting to understand the ISO 9001:2008 standard. Organization X, then appoints a ISO 9001 â€Å"Management Representative, or the Quality Manager, who is responsible for the preparation and implementation of the appropriate procedures and Quality Manual to guarantee quality at every phase, beginning from acquiring the order to after sales service. Organization X then prepares training for the quality manager, in accordance with the manual. Subsequently, the organization ensures that the executives back the ISO 9001 and necessities that may be associated with this implementation. Also, the founder of Organization X informs all the workers about the significance and feasibility of ISO 9001, so that they do not fear the changes. Quality Manual, Quality Policy and Procedures Organization x prepares various do cuments including Six Quality Procedures, Quality Objectives, Quality Manual, Process Flowchart and Quality Policy. Organization X ensures that all these documents meet all the necessities of the ISO 9001:2008 standard. In addition to the above documents, the organization formulates work instructions, with detailed steps on how processes will function. Implementation, Training and Work Instructions Organization X introduces the novel requirements incorporated in the organization’s Implementation Manual. The organization, through various departments, instructs workers regarding implementation of the standard, and ensures that they fine-tune their methods of working to the new requirements. Internal Audits Organization X hires Abdul, a subcontractor who audits the implementation of the standards. Organization X presents Abdul with the implementation manual of the organization. Abdul examines whether organization X meets the provisions of ISO 9001:2008 as described in the organi zation’s Implementation Manual. Certification Organization X, then selects an appropriate registrar, who can award the certificate. The manager of organization X structures an evaluation form, in an effort to find the best registrar. After the certification audit, organization X uses the new ISO 9001 certification as a marketing tool. The manager of organization X sends announcement cards to its clients, prepares a press release, print the certification blot on letterheads, exhibits a banner outside the organization and adds the ISO 9001 certification mark in its advertisements. Also, the manager of the organization appreciates all workers for their hard work, towards implementation of the standard. Finally, Organization X recognizes the need to maintain the standards, as the registrar of the ISO 9001 certificate must conduct inspection audits several times, in every year, to confirm sustained ISO 9001 fulfillment. Therefore, organization X encourages its workers not to relax , so that they can maintain their excellent position. Also, the Organization maintains its internal audits, so as, to correct any inconsistencies. Organization X recognizes that the first manual, which details the first Quality Procedures of ISO 9001 quality management system, is not necessary. Instead, Organization X uses the streamlining manual to revise ISO 9001 Quality Procedures Manual. Benefits and problems that will face the â€Å"X organization† with its future application of Six-sigma quality management Rizwan (n.d.) defines ‘six sigma’ as a modern quality tool that employs data and statistical analysis to assess and enhance a corporation’s operational performance, systems and practice. The following is a discussion of the benefits and problems that will face the organization X with its future application of Six-sigma quality management. Six Sigma models utilize the combination of statistical assessment tools with modern management techniques to attain results. Thus, Six sigma will help X organization in quality development through boosting customer satisfaction and yield, and thus, enhancing the profitability of the organization, as it centers on incessant quality enhancement. Besides, Six Sigma models will aid X organization in linking with its customers. Customers need to collaborate with organizations, in describing their wants. Six Sigma instruments make this connection, amid the chief elements, actions, vision and strategies, easy. Six Sigma model will enhance the communication, of X Organization’s vision, to all its stakeholders in the most suitable language. However, the employment of Six Sigma model may pose several challenges to X organization, since it is in UAE, which is a developing country. This is because execution of the model, in developing states, encounters numerous difficulties. This occurs because Six Sigma model appears as an integrated process, which can not be taken in parts. Once an organiza tion begins to use the model, it must do so to the end. In a country like UAE, which is a developing state, most government policies do not complete their term or else the policies are short term. Such discontinuity in the policies impedes the efficiency of Six Sigma. Hence, X organization will have challenges in implementing the Sigma model. Also, Six Sigma centers on the technical recognition of diverse factors and then corrective measures get planned against the factors. However, the model usually fails to take into account the human factor, which facilitates the failure of almost 50% of all Six Sigma proposals that organizations in developing nations assume. Human factor is extremely significant, in this case, because X Organization has low automation, and the fact that the organization relies on human capital rather than machines because of cheap and accessible manpower. Such shortcomings point out that organizations should not center on executing Six Sigma, individually. Again , those factors that make Six Sigma effectual are, as well, accountable for reducing its general efficiency. Six Sigma model requires much statistical examination, relying on data, in order to recognize defect field. Correcting such areas is likely to enhance quality, reduce costs and boost efficiency. Fiscal benefits become set as pointers of enhancement for management. However, Non-existence of accurate and high quality data, in X organization, is a critical factor that will hinder effectual implementation. Since X organization is in UAE, which is a developing state, economic, legal, social and political factors are likely to bring long range variances. Lastly, the status quo, in X organization does not allow managers to intermingle with other employees, and; consequently, transmission of manager’s vision to employees does not occur, efficiently. These trends, of developing nations led to unsynchronized thinking for most organizations. In conclusion, we have seen that vario us quality management frameworks can be compared in several ways. MBNQA resembles and differs with the Deming award, in several ways. MBNQA, similar to the Deming Prize, becomes applicable to corporations owned by aliens. However, MBNQA can only be applied to alien corporations that have half of their assets in America, unlike the Deming award. The European Quality Award, unlike the Deming and MBNQA, vary in the criterion for qualified corporations. Besides, The European Quality Awards vary, in the group of award assessors, as it includes quality experts and academicians. The European Quality Award matches with MBNQA in that it can only be rewarded to companies that have at least half of their dealings in Europe. However, the European Quality Award is applicable to more nations, than the Deming and MBNQA awards. The Canada Awards for Excellence, equally, differs with the European Quality Awards. While the Canadian excellent award remained applicable to both private and public sector s, the European award could only be applied to for-profit firms. Although Canada Awards for Excellence are valuable, just like the European Quality Awards, Deming Prize and MBNQA, they operate on a small span because Canada’s population is not large. While the Australian award resembles MBNQA, it stresses more on the importance of multicultural management. It, also, stresses on people and processes, unlike the Deming and other awards. Similar to other awards, for instance, European Quality Award, Deming Prize and MBNQA, beneficiaries of China Quality Award become selected following a lengthy assessment. ISO 9001:2000 eight principles resemble MBNQA, and other related awards Criteria, in some ways. Also, we have seen the implications of X organization adopting the Sigma quality management. First, Six Sigma models utilize the combination of statistical assessment tools with modern management techniques to attain results. Thus, Six sigma will help X organization in quality devel opment through boosting customer satisfaction and yield, and thus, enhancing the profitability of the organization, as it centers on incessant quality enhancement. Six Sigma model appears as an integrated process, which can not be taken in parts. Once an organization begins to use the model, it must do so to the end. In a country like UAE, which is a developing state, most government policies do not complete their term or else the policies are short term. Such discontinuity in the policies impedes the efficiency of Six Sigma. Hence, X organization will have challenges in implementing the Sigma model. References Brown, MG 2004, Baldrige award winning quality: how to interpret the Baldrige criteria for performance excellence, Portland, Productivity Press Inc. Funk, V 2004, ‘Quality awards listing’, Quality Progress vol. 37, no. p548. Gabor, A 1990, The man who discovered quality: How W. Edwards Deming Brought the quality revolution to America: the stories of Ford, Xerox, and GM. New York, Times Books. Hui, K H and Chuan TK 2002, ‘Nine approaches to organizational excellence’, Journal of Organizational Excellence, vol. 22, p.535. Khoo, H H and Tan, KC 2003, ‘Managing for quality in the USA and Japan: differences between the MBNQA, DP and JQA’,†TQM Magazine, vol. 15, no. 1, p.144. Pompeo, J 2010, Living inside china’s quality revolution, https://news.alibaba.com/article/detail/trade-knowledge/100334017-1-living-inside-china%2527s-quality-revolution.html Pryor, M G, Toombs, L and Anderson, D n.d, ‘What management and quality theories are best for small businesses’, Journal of Management and Marketing Research, pp.1-12, http://www.aabri.com/manuscripts/09208.pdf. Rizwan, A n.d, Six sigma and developing countries, Pakistan, University of Engineering Technology. Stading, GLand Vokurka, RJ, 2003. ‘Building quality strategy content using the process from national and international quality awardsâ₠¬â„¢, TQM Business Excellence, vol. 14, no. 8, pp. 93146. Tan, KC 2003, ‘Factors affecting the development of national quality awards’, Business Excellence, vol. 7, no. 3, p.375. Vokurka, R J, Stading, G L, and Brazeal, J 2000, ‘A comparative analysis of national and regional quality awards’ , Quality Progress, vol. 33, pp.42-49. Zairi, M1994, Measuring performance for business results, London, Springer. This report on Quality Management Awards was written and submitted by user Liam Richardson to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

unkrainianamerican folklore essays

unkrainianamerican folklore essays Purposes of Ukrainian-American Folklore The relatively large Ukrainian community in the United States has many traditions and customs, most of which stem from a feeling of Ukrainian nationalism. As Ukraine was being overtaken by Russia, Ukrainians were immigrating by the thousands to the US. Ukrainians moving to the new world were leaving behind a disappearing culture and moving to a completely different land. Immigrants were proud of their heritage, and many of the traditions that were started in America exist to preserve this heritage and to pass it on to future generations. The Ukrainian Boy Scouting program is one such tradition. Ukrainians in America started this program in the early 1900s to train their young to return to Ukraine and drive the Russians out. This began as resistance to Russian rule over Ukraine. All boys and girls participate in this intermittently throughout the year, starting at age seven and continuing for life. Ukrainian Boy Scouts is very different from the typical American view of Boy Scouts, in that it involves a more rigorous wilderness-training program. This is because the program was essentially started as a military training program, and although it exists now only for fun and tradition, many of the subjects and ideas taught to the youths remain the same. People who are involved in the program put their children through it, as an attempt to preserve Ukrainian culture. When Ukrainians turn eighteen they become counselors, and at age thirty-five they become seniors and run the program. This program, along with a handful of similar programs, was started for various reasons. To begin with, Ukrainian youths had trouble adjusting to American society. They (Ukrainian youth programs) are helping to solve some of the social problems of the second generation that does not seem to be able to find its way into American society or does not feel at home there. ...

Improvement Interpersonal Communication Research Proposal

Improvement Interpersonal Communication - Research Proposal Example In recent years, some researches have been done to know the importance of bedside nursing handovers on the health of patients but there exists the need to examine the benefits and challenges of bedside nursing handovers. This study proposes to (1) identify the benefits and challenges associated with bedside nursing handovers and finding ways to overcome the challenges (2) determine the impact of patients’ involvement in preparing handover for nurses. Previous researches have been unable to get an insight into the factors that affect the preparation of handovers. Moreover, there is also less emphasis on the importance of patients’ input in the provision of best medical care to patients. The goal will be to come up with some suggestions to make improvements in the bedside nursing handovers. Moreover, the study is also aimed to encourage people to join bedside nursing profession because of its influence on the well-being of whole society. Research Question The research que stion for this research will be: ‘what are the benefits and challenges in the right implementation of bedside nursing handovers and what can be done to overcome the associated challenges’. Significance of the Problem/Issue to Nursing and Midwifery The issue of bedside nursing handover is of considerable importance in the field of nursing and midwifery. Without handover, nurses cannot guarantee flawless and safe provision of medical care to patients because oncoming nurses require pertinent information to start doing their job properly. Similarly, bedside handover also ensures the ongoing confidentiality of the medical records of patients. In midwifery, the issue of handover becomes even more critical because pregnant women need... The results of the study will determine the impact of bedside nursing handovers on the treatment process of patients. The results will also help the researcher in knowing the challenges that new nursing professionals usually face in the presentation of nursing handovers. Moreover, the use of social websites will not only promote voluntary participation but also it will save time and money of the researcher. This report makes a conclusion that the reason for why bedside nursing handovers have been an issue of concern for a long time is related directly with the associated benefits if implemented properly and perceived negative outcomes if not presented with due care. The importance of studying the challenges that nurses usually face in bedside nursing handovers cannot be neglected in any case because they play the role of hurdles in the provision of best available care to patients. This is the reason why this research will mainly be focused on the difficulties that nurses face when they communicate with other healthcare professionals for handovers, as well as when they prepare the recommendations in accordance with the information available to them from treatment charts and plan of care. Prior researches have not been able to identify such challenges, as well as the programs that need to be implemented to overcome these challenges. The results of this research will be helpful in getting a detailed insight into the challenges which will help nursing professionals and medical institutes in dealing with the issue effectively.

Opening a Krispy Kreme Doughnut in Spain Essay Example | Topics and Well Written Essays - 250 words

Opening a Krispy Kreme Doughnut in Spain - Essay Example The target group should be adolescents and children from affluent households who would not mind spending more for being a part of hip and happening brigade (ICMR, 2003). Undertaking local manufacturing operations This is perhaps the trickiest part of all since Krispy Kreme Doughnuts are advertised as tasting best when they are served hot off the frying pan. Hence, it is imperative that some sort of heating arrangement must be available at the outlet but the crucial question is whether local manufacturing operations should, rather, could be undertaken. Considering the distance between Spain and USA and also taking into account the freshness of these doughnuts which happens to be one of their USPs; even if the first few consignments are air freighted from US it would not be economically feasible to get them on a regular basis from United States. So, with some initial help from the parent company and under the sharp eyes of their quality controllers, local production must have to be und ertaken after imparting sufficient training to local recruits.

Cyberbullying among teens and adolescents Essay Example for Free

Cyberbullying among teens and adolescents Essay Cyberbullying among Teens and Adolescences Cyberbullying is one of the major problems over the internet. This type of bullying involves technology and communication, such as the internet, social media, text, calls, and blogs. Cyberbullying happens when there is an imbalance among people over the internet, where someone purposefully says hurtful words to a next individual. People from the different race, age, class, and culture suffer from different types of cyberbullying through technology. According to Prince Edward, â€Å"Cyberbullying is being cruel to another person by sending or posting hurtful materials using the Internet or cell phone† (Prince Edward). Cyberbullying affects humans socially, emotionally, mentally and physically. Over the years cyberbullying have become more popular among teen and adolescence because their mental thinking is not fully developed and they act without thinking. The internet has become more available to the younger generation in different parts of the world. Trisha Prabhu mentions that â€Å"adolescents brain is like a car without brakes no stopping, no thinking, and no considering. She further mentions that adolescent brains develop from the back, which means that the front part of their brain is not fully developing until age 25† (Trisha Prabhu). The cortex is an important aspect of thinking and decision making, which is not fully developed in adolescence. This is the main reason some adolescence act without thinking because they are not mature to make decisions on their own. Cyberbullying is a big problem among adolescent and teens. They have become victims of social media violence, which causes depression and suicidal thinking among their peers. Bullying has been around for a very long time, even before the internet. I remember when I was in high school some returning students used to bully some of the freshman students by writing on their uniforms. Some of the statements were, â€Å"You are such a dick, worthless and you deserve to die.† This happened before I had internet access in my school. Robin Kowalski states that â€Å"As more people turn to the Internet for school, work, and social use, so too do more people turn to the Internet to take out their frustration and aggression† (Robin Kowalski). I think Robin Kowalski statement is too general because I believe that it is mostly teens and adolescents who â€Å"take out their frustration and aggression† on the internet, which leads to cyberbullying that push child to commit suici dal. According to Prince Edwards, â€Å"Increasing numbers of teens and pre-teens are becoming victims of this new form of violence. Although many different terms such as â€Å"cyberbullying†, â€Å"internet harassment†, and â€Å"internet bullying† has been used to describe this type of violence, â€Å"electronic aggression† is the term that most accurately captures all types of violence that occur electronically. Like traditional forms of youth violence, electronic aggression is associated with emotional distress and conduct problems at school. In fact, recent research by CDC suggests that youth who are victimized electronically are also very likely to also be victimized off-line† (Prince Edwards). Some teen and adolescence take part in cyberbullying because they believe it is a type of entertainment that gives them pleasure and satisfaction. Trisha Prabhu states, that Rebecca Sedwick an eleven years old girl from Florida received some mean words on social media, such as go kill yourself, you are so ugly, why are you still alive?† (Trisha Prabhu).   This shows how adolescents are evil and wicked to their own kind. These words could lead Rebecca to go kill herself because of what her peer think about her. Social media is just an addition extension towards bullying among adolescents, this is a new device that they can use locally and internationally to bully more persons in their social space. I totally agreed with Prince Edwards that technology should bring people together; instead, it is used to abuse each other; pushing peers out of their social network and pushing them into loneliness, embarrassment, fear or shame. (Prince Edwards). Social media have taken a different toll on teens and adolescents life in society. Sometimes people face bullying because they do not fit in the norm of their peer’s social space and their peers use that against them to push them out. As Alix Lambert mentions in her video, â€Å"it either you fit in or get out†, therefore it is a â€Å"culture of deformity† (Alix Lambert). It is great that Schobel created an app that allows students to anonymously report bullying, but how many children are brave enough to report the matter? Some of the students that face bullying, sometimes upload or share a goodbye video to the world or close friends. Works Cited An App That Let Kids Report Cyberbullies Anonymously. n.d. Don’t blame the bully, blame the system . Perf. Alix Lambert. 2014. Edward, Prince. Taking Stock of CYBERBULLYING Taking Stock of CYBERBULLYING (n.d.). Lattanner, Robin M. KowalskiGary W. GiumettiAmber N. SchroederMicah R. Bullying in the Digital Age: A Critical Review and Meta-Analysis of Cyberbullying Research Among Youth . (2014). Rethinking before you type. Perf. Trisha Prabhu. 2014.

A Closer Look at Lucy: Sexual Dimorphism and Speciation in Australopit

A Closer Look at Lucy: Sexual Dimorphism and Speciation in Australopithecus In his peer-reviewed article, â€Å"Sexing fossils: a boy named Lucy?,† James Shreeve discusses, in detail, a study on sexual dimorphism and possible speciation in Australopithecines in Hadar, Ethiopia, based on the famous A. afarensis specimen, â€Å"Lucy.† In the article, â€Å"Lucy’s kind takes humanlike turn,† the author addresses sexual dimorphism and speculates on sex-based differences in behaviors in A. afarensis. The two articles have differences and commonalities with each other in content and both present research methods and conclusions on topics including sexual dimorphism, sex-based behaviors, and speciation in Australopithecines, which receive critical analysis. A study performed by Martin Hausler and Peter Schmid of the University of Zurich, Switzerland, appeared in the October 1995 issue of Journal of Human Evolution, igniting controversy over the 1974 Australopithecus discoveries in Hadar, Ethiopia. The most famous of the Hadar specimens is the 3-million-year-old skeleton, â€Å"Lucy,† who was recovered by paleoanthropologist, Donald Johanson. In his article, Shreeve presents the methods and findings of Hausler and Schmid’s study as well as some counter arguments from other scientists in the field. Hausler and Schmid suggest that speciation exists within the Hadar Australopithecines – that the specimens represent not just one species (afarensis), but two. To support their view, the scientists use calculations showing the sexual dimorphism (the presence of characteristics that differ between male and female members) among Australopithecines. Again, by studying sexual dimorphic traits, the scientists claim that â€Å"Lucy† is possibly male, not fema... ...â€Å"Sexing fossils: a boy named Lucy?,† a peer-reviewed article by James Shreeve, and the article â€Å"Lucy’s kind takes humanlike turn† address subjects including sexual dimorphism, sex-based behaviors, and speciation of Australopithecines. While the two articles differ in the research and findings presented, they share a main, significant conclusion about Australopithecines, which is the sexual dimorphism in body size. Male A. afarensis are evidently larger than females, although there is some disagreement as to how much larger (the degree of sexual dimorphism). Works Cited B.B. (2003). Lucy’s kind takes humanlike turn. Science News, 164, 3, p45(1). Retrieved April 5, 2004 from Infotrac Onefile database. Shreeve, James. (1995). Sexing fossils: a boy named Lucy? Science, 270, 5240, p1297(2). Retrieved April 5, 2004 from Infotrac Onefile database.

Organzational Behavior

Clarification is the first step towards understanding dynamics of conflict within the work place. Exploring the various types of conflict should be used as a precursor to approach the differences between constructive and destructive conflict. Understanding how organizations can enhance employee strengths under varying conditions is reinforced through good communication skills in the conflict management process. Communication emphasizes the need for self-understanding and self-management for the conflict resolution process to work.The techniques of Indirect Conflict Management and Direct Conflict Management help in dealing with specific problems such as hostile individuals, personality conflicts, etc. are best used as a guide and should not be taken literal as each individual presents varying issues. Destructive conflict works as a disadvantage to employees, groups and organizations. Destructive conflict affects group efforts needed for team building, and creates hostility resulting i n a hostile environment. Constructive conflict is a beneficial factor for some organizations in which groups address issues and make decisions to provide an opportunities for improvement.Conflict-management appropriately models professional standards so that every employee may effectively progress in a professional manner appropriate for the workplace. Indirect conflict management approaches share the common quality of avoiding direct dealings with personalities. They include reduced interdependence, appeals to common goals, hierarchical referral, and alterations in the use of mythology and scripts (Schermerhorn, Hunt, & Osborn, 2008, p. 349). Reduced Interdependence creates a systematic approach by eliminating conflict by separating groups in which require interaction.By spreading or reducing contact with one another resolution is believed to be resolved. As an alternative to reduced interdependence another indirect approach is assigning a liaison to facilitate activities among gro ups to smooth the process creating conflict. Conflict is given a common perspective by directing the attention towards a focus of appealing to common goals as opposed to conflict. Hierarchy referral is used to provide employees with alternatives to conflict when the appropriate steps or conflict resolution is unattainable.Providing a smoke screen, Altering scripts and Myths is utilized when resolution has been unattainable. Approaching common goals indirect conflict management uses a system of individuals in ranking positions above one another. This strategy uses a chain of command for resolutions lacking the interpersonal relationship needed for team building. However, the organizational dynamics of indirect conflict can be useful when there is no direct conflict, and the plans recommended by a primary leader require guidance.Direct conflict management utilizes five methods of managing conflict smoothing or accommodation, collaboration and problem solving, compromise, avoidance, an d competition and authoritative command. â€Å"The five approaches to conflict management are described from the perspective of their relative emphasis on cooperativeness and assertiveness in the relationship† (Schermerhorn, Hunt, & Osborn, 2008, p. 349). Maintaining working relationships, direct conflict identifies the underlying issues first proceeded by utilizing systematic actions agreeable for all parties.Smoothing requires a mediator in which allows all parties to address the issues experienced and identify the dynamics of the conflict. Accommodating gives the power to ease conflict by obliging and exploring possibilities of resolution. Smoothing and accommodating prepares and facilitates the methods of Collaboration and Problem Solving seeks true satisfaction of everyone's concerns by working through differences, finding and solving problems so that everyone gains results. (Schermerhorn, Hunt, ; Osborn, 2008).Compromise is an essential effort in which requires an agree ment of resolution without it the likelihood of conflict is possible. In a win-lose conflict some employees may still not be satisfied with the mediation in which one party submits to the compromise to avoid further conflict. â€Å"Avoidance may be used when an issue is trivial, when more important issues are pressing, or when people need to cool down temporarily and regain perspective† (Schermerhorn, Hunt, ; Osborn, 2008, p. 351).All contributing information should be considered in mediation whereas some issues are personality conflicts in which do not apply to issues work related. Placing the conflicting ideas into perspective is advisable at best so long as it does not pose further immediate conflict. â€Å"Competition and Authoritative Command is working against the wishes of the other party, fighting to dominate in win-lose competition, and/or forcing things to a favorable conclusion through the exercise of authority† (Schermerhorn, Hunt, ; Osborn, 2008, p. 49). A uthoritative command is best utilized when immediate action is needed to firmly establish direction in conflict resolution. Understanding the mutual purpose of an organization is beneficial for teambuilding and management. Direct strategies incorporate team building to identify organizations success in business and working relationships. Firmly established leadership abilities are essential to mediate direct conflict.