Category: Writing

PERFORMANCE APPRAISAL ASSIGNMENT

Performance Appraisal
                         Performance Appraisal

Performance Appraisal

Order Instructions:

Dear Admin,

Note: To prepare for this essay please read the required articles that is attached then answer the following questions:

Evaluate the findings of the authors in regards to the attitudes of teachers of different ethnic origins in Malaysia towards an outcome-oriented performance appraisal.

Analyze the relationship between teachers’ attitudes toward the system and their job satisfaction and professional commitment. Support your argument with evidence from the study and other real examples where possible.

Also,

1)The answer must raise appropriate critical questions.

2)Do include all your references, as per the Harvard Referencing System,

3)Please don’t use Wikipedia web site.

4)I need examples from peer reviewed articles or researches.

5)Turnitin.com copy percentage must be 10% or less.

Note: To prepare for this essay please read the required articles that is attached

Appreciate each single moment you spend in writing my paper

Best regards

SAMPLE ANSWER

PERFORMANCE APPRAISAL

Performance appraisals is a well-defined process that is used by manager consultants to scrutinize and evaluate an employee’s performance and work behavior in comparison to the current standards. This process is mostly used as a determination process for who is going to be fired, promoted or given specified training in an organization (Bernardin et al., 2013). However, performance appraisals are also defined as a ways to examine the weaknesses and strengths of employee’s according to standards set by an organization (Appelbaum et al., 2011).It involves the documentation of these results from the comparison. These results are then used to give feedback to the employees of the organization to show key areas that need improvements and why these improvements are needed.

This paper provides a detailed, comprehensive analysis to research that was conducted. The study was carried out to investigate the sentiment of teachers of different ethnic origins in Malaysia to a new outcome-oriented performance appraisal. That is the New Performance Appraisal System. Also investigated was the link between teacher’s sentiments towards the system and job satisfaction and professional commitment. The study was conducted in Malaysia using teachers from six randomly picked high schools in the state of Kedah.

The findings of the study indicated that there was no relationship between the ethnic origin and the attitude of the teachers to the new performance appraisal system. This means that the cultural orientation had in now any effect on the sentiments of the teachers about the new system. However, the findings also indicated that the teachers who received appropriate supervision and explanations of their performance, despite low results, showed a keen commitment to the profession as well as significant levels of job satisfaction.

The key issue of analysis in this paper is the relationship between the sentiments of the teachers to the system and the job satisfaction and keen commitment to the profession. Inferences drawn from the statistical evidence from the study shows that ethnic origin had no role to play on the attitudes of the teachers towards the system. This rules out the possibility of ethnic origins linking the two aspects of analysis in this paper.

The findings that are significantly to the critical areas of analysis in the discussion include, firstly, and there was no relationship between the ethnic origin of a teacher and their attitude towards the system. Secondly, the power distance of a group had a significant effect on the job satisfaction and commitment to the profession by the teachers. Thirdly, teacher’s sentiments are the determining factor of the level of engagement by the teachers to their profession. Fourthly, the main determinants of teacher’s job satisfaction are appropriate supervision and explanation. This follows that it is in the best interest of the organization had interactions between supervisors and their subordinates be at optimum levels. This help the teachers understand more their role in achieving the organization’s objectives and goals(Byrne et al., 2012). Lastly, appropriate feedback to the teachers despite low-performance appraisal results leads to an increased need for them to improve their performance. This in turn will cause a demonstration of significant performance from the teachers.

From the study, statistics shows that it is not necessary that the cultural group that is most collective will have a lower number of positive attitudes towards the system. However, it also indicates that the group with a large power distance will have realized fewer numbers of positive attitudes towards the new performance appraisal system. Thus, the greater the power distance in a given society, then the fewer the interactions between the supervisors and teachers. As justified explanations and proper supervision have a significant effect on the job satisfaction and commitment to the profession (Byrne et al., 2012). It follows that a large power distance indirectly affects the ability of appropriate supervision and explanation to the teacher about their profession. When the level of this ability lowers then the standard of commitment to the profession and job satisfaction lowers too. The relationship between the two areas of analysis and this paper is then established with regards to the group’s power distance.

The mere fact that the behavior of the teacher implicated towards the system has a significant effect on the ability of the teacher to improve his or her performance despite low appraisal results. This degree of behavior creates a connection between job satisfaction and professional commitment and attitude towards the system.

Into the analysis part, from the findings, we can infer some relationships between the teacher’s attitudes towards the system and the job satisfaction and commitment to the profession. Attitude towards the system has a significant relationship with the interactions between the supervisors and their subordinates. The interaction in turn is brought about due to the power distance in the given society. The study indicates that the larger a societies power distance than the lower the interactions between the supervisors and the teachers.

Moreover, the greater the number of interactions between the supervisors and the teachers leads to more appropriate delivery of the appraisal results to the teacher (Byrne et al., 2012). This goes hand in hand with the proper explanation and supervision. This means the need will rise for the teacher to improve significantly their performance. These sentiments indicate the aspect of job satisfaction and commitment to the profession.

This means that the effect starts with the power distance. The power distance then affects the interaction level of the two parties involved the performance appraisal process. The interaction in turn then leads to a significant improvement of performance by the teachers regardless of their attitudes of the system. This is achieved through appropriate explanations and supervision (DeNisi et al., 2011). When the appraisal results are communicated in a suitable manner to the teacher. Then the teacher will gain a sense of encouragement, regarding the poor evaluation results, and feel motivated to improve their performance. This will act as a reinforcement of the teacher’s commitment to the profession and lead to job satisfaction.

This means that all these aspects are intertwined to help achieve the success of each aspect in a structured manner. The overall success of the performance appraisal system can be determined when the attitudes of the teachers are changed to become favorable to the system through the acts of successive successful evaluation processes (Lawler et al., 2012).

In conclusion to the paper, we acknowledge the relationship between the fundamental entities of the appraisal and their dependency on one another to the realization of a successful performance appraisal system. The attitude of the teacher’s to the system is strongly related to job satisfaction and commitment to a profession by the teacher. The link between this two entities is via the power distance in the given society. The size of the power distance is the core determinant of the whole improvement of performance by the teacher as seen in the study.

The study confidently indicates the significance of small power distance to achieve maximum interactions between the teachers and their supervisors. This steers the motivational process that encourages improved performance that affects the level of job satisfaction. Thus, the degree of commitment to the profession is increased towards the positive direction. The study then in fewer words states the whole incorporation of the aspects mentioned in the text to achieve a satisfactory performance appraisal system.

References

Appelbaum, S. H., Roy, M., & Gilliland, T. (2011). Globalization of performance appraisals: theory and applications. Management Decision, 49(4), 570-585.

Bernardin, H. J., & Wiatrowski, M. (2013). Performance appraisal. Psychology and Policing, 257.

Byrne, Z. S., Pitts, V. E., Wilson, C. M., & Steiner, Z. J. (2012). Trusting the fair supervisor: the role of supervisory support in performance appraisals. Human Resource Management Journal, 22(2), 129-147.

https://onlinelibrary.wiley.com/doi/abs/10.1111/j.1748-8583.2012.00193.x

DeNisi, A. S., & Sonesh, S. (2011). The appraisal and management of performance at work.

Lawler, E. E., Benson, G. S., & McDermott, M. (2012). What Makes Performance Appraisals Effective? Compensation & Benefits Review, 44(4), 191-200.

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Performance management in human resource management

Performance management in human resource management
Performance management in human resource management

Performance management in human resource management

Order Instructions:

Dear Admin,

Please read then answer the question,

The University of Ghana in Legon, Ghana, was established in 1948 as an affiliate college of the University of London called University College of the Gold Coast. In 1961, the university was reorganized by an act of Parliament into what it is today: the independent, degree-granting University of Ghana (http://www.ug.edu.gh/).

The Balme Library is the main library in the University of Ghana library system. Situated on the main Legon campus, it coordinates a large number of libraries attached to the university’s various schools, institutes, faculties, departments, and halls of residence, most of which are autonomous. The library was started as the College Library in 1948 and was then situated in Achimota College, which was about 8 kilometers from the present Legon campus. In 1959, the College Library moved into its brand-new buildings at the Legon campus and was named after the University College of the Gold Coast’s first principal, David Mowbrary Balme.

As in the case of many other modern university libraries worldwide that face resources challenges and the need to serve an increasingly diverse customer base, the Balme Library has implemented numerous initiatives. One such initiative is a performance management system. However, several of the 5657components of the performance management process at the Balme Library are in need of improvement. First, there is no evidence that a systematic job analysis was conducted for any of the jobs at the library. Second, the forms that the employees are rated on contain vague items such as “general behavior.” The forms include no specific definition of what “general behavior” is or examples explaining to employees (or managers) what would lead to a high or a low rating in this category. In addition, all library employees are rated on the same form, regardless of their job responsibilities. Third, there is no evidence that managers have worked with employees in setting mutually agreed-upon goals. Fourth, there is no formal or informal discussion of results and needed follow-up steps after the subordinates and managers complete their form. Not surprisingly, an employee survey revealed that more than 60% of the employees have never discussed their performance with their managers. Finally, employees are often rated by different people. For example, sometimes the head of the library rates an employee, even though he may not be in direct contact with that employee.

Based on the above description, please answer the following questions.

1)Identify one component in the performance management process at the Balme Library that has not been implemented effectively and describe how the poor implementation of that component has a negative impact on the flow of the performance management process as a whole.
2)Make sure you identify the problem and not just symptoms.

Added thoughts:

In examining this case and other cases, let’s consider a critical thinking approach. Normally we want to move toward solutions before we have thoroughly formulated the problem; the text and author and your studies to date have emphasized that point; probably in your profession as well. We can define a problem as the difference between the current state and the desired state.
Critical thinking and analysis has two essential parts – a process on how we define the problem and can we assess our process? Elder and Paul (2005) instruct us that a problem should be formulated from various points of view. In the case we are examining, does your analysis consider the problem from the management point of view? What is the current and desired state? What if we examined the problem from the employee point of view – from department manager’s point of view – from customer points of view? Now we can move toward a solution!

Paul, R., & Elder, L. (2005). A guide for educators to critical thinking competency standards: Standards, principles, performance indicators, and outcomes with a critical thinking master rubric(Vol. 8). Foundation Critical Thinking.

Also,
1) The answer must raise appropriate critical questions.
2) Do include all your references, as per the Harvard Referencing System,
3) Please don’t use Wikipedia web site.
4) I need examples from peer reviewed articles or researches.
5) Turnitin.com copy percentage must be 10% or less.

SAMPLE ANSWER

 Introduction

Performance management is an integral part of the Human Resource Management system.  The objective of the system is to basically improve performance. If the performance of an institution is below average or has failed to deliver as expected then the first policies to be evaluated are the conduct and performance of the employees and whose responsibilities fall under performance management.

From the case sturdy, the major component that has failed the University of Ghana’s Library is the management’s inadequacy in conducting systematic job evaluation for the employees. Lack job analysis results in uncertainties in job responsibilities and the expectations of the management. The system is worsened by the vague description of responsibilities that are not effectively communicated to the employees. For employees to work effectively their duties and individual goals must be integrated and aligned with the organizations goals and objective. The organization cannot achieve much without the total input of the employees especially if their roles and expectations are not analyzed and matched with their performance. The failure of the university to conduct a job analysis of the institution’s employees has resulted in a performance management system that is not effective. Without proper job analysis, the PM cannot adequately develop the skills of the employees or even offer necessary training as the management is not aware of the needs of the available jobs.

The major objective of performance management is certainly to improve employee performance through effective training and development of skills together with the motivation needed to boost the performance. The University of Ghana’s library department has failed to deliver on the expectations of the institutions by failing to offer the necessary training for the employees as without job analysis, the organization cannot adequately address the needs of the jobs that are available in the department. Performance management assists in guiding the training, mentoring, job experience and other developmental skills that employees need to develop necessary capabilities. Effective performance management (PM) systems have organized systems that are well coordinated with processes that are effective and which discharge the functions required. Performance management also accomplishes evaluation of activities together with the definition of employee roles to ensure that they are efficiently executed. Job analysis forms the basis for pay and compensation decision (Lawler, 1994).  Weak or lack of this function means that employees would be dissatisfied with their remuneration as the roles are not clearly analyzed and matched with the expected remuneration. This failure would result in attitude problems among the employees as they would perceive the management’s inability as intentional and directed towards their oppression. Their productivity would be affected and their morale would also reduce leading to poor services, lack of passion and satisfaction and finally the organization will end up with high staff turnover.

The effectiveness of job analysis cannot be underrated as it serves various functions in an organization. To establish an effective performance management system, the organization must determine the goals of the institution and the end results that the organization expects to be accomplish by the employees. These goals must also have a direct link to the success of the organization. The organization must link the goals of the individual employees with those of the organizations (Hillgren & Cheatham, 2000). The two goals have to be aligned together. The goals set should be difficult for the employees to achieve but they should be within their reach if they work extra hard. These processes motivate employees to work hard and be more productive while at the same time it makes it possible for the organization to conduct a proper job analysis for all the available jobs in the library. Job analysis provides the structures that the performance management measures would be pegged on. Without proper structures it would be difficult to implement the functions of the PM and it would result in an ineffective system.

The organization cannot evaluate the efforts of the employees as lack of clear and adequate structures that would ordinarily provide the feedback on the performance of employees are non-existent. The employees are not accountable and their inefficiencies cannot be evaluated as the management is incapable of gathering the pre-requisite information on their overall performance (Paul & Elder, 2005).  The Balme Library administration has a weak performance management system that can only be salvaged by the adoption of the current standards of the Balanced Scorecard system that would institute a strategic performance measurement system that would be capable of turning the institutions performance requirements to be above the management’s expectations by adopting the standards of the BSC (Balanced Scorecard) (Murby & Gould, 2005).

Performance Management puts a lot of emphasis on the feedback system as it provides an opportunity to correct the inefficiencies of the employees and it also removes any obstacles on the path of achieving optimal production for the company. Lack of job analysis provides no opportunity for any generation of information from feedback systems.

Pulakos (2004) states that “…For the feedback process to work well, experienced practitioners have advocated that it must be a two-way communication process and a joint responsibility of managers and employees, not just the managers. This requires training both managers and employees about their roles and responsibilities in the performance feedback process. Managers’ responsibilities include providing feedback in a constructive, candid and timely manner. Employees’ responsibilities include seeking feedback to ensure they understand how they are performing and reacting well to the feedback they receive. Having effective, ongoing performance conversations between managers and employees is probably the single most important determinant of whether or not a performance management system will achieve its maximum benefits from a coaching and development perspective…pg.7”

To conclude, the performance management system that was introduced by the Balme Library administration is ineffective and cannot achieve its desired goals if corrective measures are not adopted to rectify the defects in the system (Nankervis & Compton, 2006). For performance management to succeed, it requires the cooperation of the PM management’s implementation team and also the consultation of the employees on the systems to be used to evaluate their performance and the methods of the feedback systems that the management would rely on. Lack of clear communication and effective feedback system by the management of Balme Library has contributed immensely to the current performance crisis at the institution. By not implementing the required systems and operations that are needed for the institution to perform and conduct effective job analysis, the institution has also contributed to the problems facing the organization. The administration of Balme Library would still not be in a position to help the deterioration of the performance standards at the institution if it does not implement the PM in the right way and also motivate the employees to work hard.

References

Hillgren, J.S., & Cheatham, D.W., 2000, Understanding Performance Measures: An Approach to Linking Rewards to Achievements of Organization Objectives, Scottsdale, AZ: Worldatwork.

Lawler, E., 1994, Performance management: The next generation. Compensation and Benefits  Review 26(3): 16–20.

Murby, L. & Gould, S. (2005) Effective Performance Management with Balanced Score Card, Chartered Institute of Management Accountants, London: CIMA

Nankervis, A.R.  & Compton, R. L., 2006, Performance Management: Theory in Practice? Asia Pacific Journal of Human Resources, vol. 44 (1)

Paul, R., & Elder, L. (2005). A guide for educators to critical thinking competency standards: Standards, principles, performance indicators, and outcomes with a critical thinking master rubric (Vol. 8). Foundation Critical Thinking.

Pulakos, E.D., 2004, Performance Management: A Roadmap for Developing Implementing and Evaluating Performance Management Systems, SHRM Foundation. Retrieved June 04 2015 from https://www.pdri.com/images/uploads/Performance_Management.pdf

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PERFORMANCE MANAGEMENT PROCESS    

Performance Management Process
    Performance Management Process

Performance Management Process

Order Instructions:

Dear Admin,

Please read then answer the question,

The University of Ghana in Legon, Ghana, was established in 1948 as an affiliate college of the University of London called University College of the Gold Coast. In 1961, the university was reorganized by an act of Parliament into what it is today: the independent, degree-granting University of Ghana (http://www.ug.edu.gh/).

The Balme Library is the main library in the University of Ghana library system. Situated on the main Legon campus, it coordinates a large number of libraries attached to the university’s various schools, institutes, faculties, departments, and halls of residence, most of which are autonomous. The library was started as the College Library in 1948 and was then situated in Achimota College, which was about 8 kilometers from the present Legon campus. In 1959, the College Library moved into its brand-new buildings at the Legon campus and was named after the University College of the Gold Coast’s first principal, David Mowbrary Balme.

As in the case of many other modern university libraries worldwide that face resources challenges and the need to serve an increasingly diverse customer base, the Balme Library has implemented numerous initiatives. One such initiative is a performance management system. However, several of the 5657components of the performance management process at the Balme Library are in need of improvement. First, there is no evidence that a systematic job analysis was conducted for any of the jobs at the library. Second, the forms that the employees are rated on contain vague items such as “general behavior.” The forms include no specific definition of what “general behavior” is or examples explaining to employees (or managers) what would lead to a high or a low rating in this category. In addition, all library employees are rated on the same form, regardless of their job responsibilities. Third, there is no evidence that managers have worked with employees in setting mutually agreed-upon goals. Fourth, there is no formal or informal discussion of results and needed follow-up steps after the subordinates and managers complete their form. Not surprisingly, an employee survey revealed that more than 60% of the employees have never discussed their performance with their managers. Finally, employees are often rated by different people. For example, sometimes the head of the library rates an employee, even though he may not be in direct contact with that employee.

Based on the above description, please answer the following questions.

1)Identify one component in the performance management process at the Balme Library that has not been implemented effectively and describe how the poor implementation of that component has a negative impact on the flow of the performance management process as a whole.

2)Make sure you identify the problem and not just symptoms.

Added thoughts:

In examining this case and other cases, let’s consider a critical thinking approach. Normally we want to move toward solutions before we have thoroughly formulated the problem; the text and author and your studies to date have emphasized that point; probably in your profession as well. We can define a problem as the difference between the current state and the desired state.

Critical thinking and analysis has two essential parts – a process on how we define the problem and can we assess our process? Elder and Paul (2005) instruct us that a problem should be formulated from various points of view. In the case we are examining, does your analysis consider the problem from the management point of view? What is the current and desired state? What if we examined the problem from the employee point of view – from department manager’s point of view – from customer points of view? Now we can move toward a solution!

Paul, R., & Elder, L. (2005). A guide for educators to critical thinking competency standards: Standards, principles, performance indicators, and outcomes with a critical thinking master rubric(Vol. 8). Foundation Critical Thinking.

Also,
1) The answer must raise appropriate critical questions.
2) Do include all your references, as per the Harvard Referencing System,
3) Please don’t use Wikipedia web site.
4) I need examples from peer reviewed articles or researches.
5) Turnitin.com copy percentage must be 10% or less.

SAMPLE ANSWER

PERFORMANCE MANAGEMENT PROCESS

Performance management is the act of assessing and measuring the output of individual employees, departments, faculties or the organization as a whole. This management aspect entails significant activities that aim at providing a way to examine the production levels of a given organization (Gruman et al., 2011). Therefore, when these performances are measured, the organization can be able to follow the trend of production levels in its activities. This will tell whether the production levels are meeting their targets or they are way below the set targets. The significant of this management aspect is the emphasis it puts on the main performance areas that can help the organization achieve steady growth in providing products or services to their customers.

The performance management process comprises a performance management plan. A performance management plan states the critical performance areas and provides an estimated budget for the organization to use towards achieving their performance targets.

In the Balme Library, the main library of the University of Ghana library system, lacks a comprehensive performance management plan. This means that there is no interaction between the management and the employees of the Balme Library. This shows that the main problem is that there is no helpful work relationship between the managers and the employees. According to the evidence inferred from an employee survey that was conducted, there is no hint of a performance management plan managerial system of the library.

The problem with not having a performance management plan is that there is no basis at all set for a sound foundation on which the entire process of performance management can be built on (Ashdown, 2014). The employee survey revealed that over 60% of the employees in the Balme Library have not had any confrontation with the management of the library concerning the productivity level of the library. The main problem hindering the improvement of the adopted performance management system is the lack of a performance management plan.

The consequences of the problem stated above are very drastic pointing in the negative direction. Balme Library can only meet the need of serving a diverse customer base when they successfully implement the performance management plan. As the situation is right now, there are no targets set for the library. The employees output is not geared towards certain goals. Thus, there is no sure way of telling whether the service level of the library is below or above the measure of standards.

In the current situation, Balme Library will continue to offer services to its customer base. The level of improvement of these services cannot change or will experience little change over an extended period of time. This trend is due to the lack of a set standard of services offered by the employees. Each employee works at an individual level and the services provided by each employee will vary considerably. This in turn leads to a performance conflict whereby a high-performance level of one employee may be brought down by a low-performance level from another employee. Therefore the performance level for the whole library will turn out to be a general depression.

The desired level of performance for any modern university library is very clear. It entails working with the limited available resources to provide efficient services to a diverse customer base. From a manager’s point of view, there are some issues that need to be solved for Balme Library to achieve this conventional level of performance.

To effectively implement the performance management system, the management of the Balme Library needs to determine the key management issues that are not carried out well in the library.

First, the management is not concerned with the grading of employees in the library. This creates a problem of allocating tasks to the qualified employee. Thus, many employees have not been able to carry out their responsibilities in a sufficient manner.

Second, there is no significant supervision of workers. This means that employee work in not overseen by anybody. The lack of an overseeing body or a supervising body leads to low standards of performance.

Lastly, the rating of employees is not done in a proper manner. This their issues goes hand in hand with the second issue. Therefore, the lack of a supervisor leads to the absence of an appropriate to review the employee’s rating. Thus, the task of rating an employee’s performance is left to a person who may not be in direct contact with the employee.

In contrast with the manager’s point of view. There is the employee’s point of view. The main issue regarding the employee’s perspective is the lack of an efficient management system. This leads to laxity among employees and encourages low service standards in the library. The management system does not interact with the employees. No interaction means that employees are not kept in check, have no clearly cut roles and responsibilities. Therefore, the output of the employees is below average.

In conclusion, the improvement of the implementation of the performance management system is due to lack of one of its components, which is the absence of a comprehensive performance management plan. The lack of this component is due to a problem that exists in the Balme Library. This problem is the lack of good work relationship and interaction between the management and the employees. Successful implementation of the performance management system can only be achieved when the problem above is solved.

References

Ashdown, L. (2014). Performance management.

BPP Learning Media (Firm), & Chartered Institute of Management Accountants. (2013). Performance management.

Griffin, R., & Moorhead, G. (2011). Organizational behavior. Cengage Learning.

Gruman, J. A., & Saks, A. M. (2011). Performance management and employee engagement. Human Resource Management Review, 21(2), 123-136.

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Principles of Public Service Broadcasting

Principles of Public Service Broadcasting
      Principles of Public Service                               Broadcasting

Principles of Public Service Broadcasting in the Case of ABS and SBS

Order Instructions:

– Discuss the principle of public service broadcasting in the case of ABC and SBS
– 10 references: mix of journals, book and media sources
– Double Spacing
– Please inform me earlier if the writer cannot finish the essay within today

SAMPLE ANSWER

Principles of Public Service Broadcasting in the Case of ABS and SBS

Introduction

There are emerging confronting arguments as to whether ABS and SBS have evolved to fit the present media context. For instance, SBS has been heavily criticised recently due to its funding models, commercial operations, and the continued relevance of publicity-funded media   Sabir (2013). Another reason why the roles of these media broadcasts are questioned as to whether they are relevant to the present media context is the crisis of legitimacy/independence. This is mainly drawn from the rising digital migrations, globalising media, and rejection of traditional forms of media use. Therefore, the following discussion will engage in discussing some of the principles of PSB (Public Service Broadcasting) in the case of ABC (Australia Broadcasting Corporation) and SBS (Special Broadcasting Services). In addition, the paper will critically analyze whether the functions and roles of ABS and SBS are indispensable to the new media context.

Discussion

Part 1

In the Australian context, SBS and ABC are the two main known sources of many radio and television stations. Chapter 6 of the Constitution of Australia gives that ABC is mandated to air programmes that have educational importance (Janssen & Crompvoets 2012). He mandate also extends to informing and entertaining people in Australia. In addition, ABS is given the function of promoting national cohesion through enhancement of cultural diversity (Ratkovic Njegovan & Sidiani 2014). Therefore, ABS authorises its stations to preach cultural diversity in all aspects ranging from sports, business, and religious matter. On top of these principles, such considerations given by ABC have its programmes have and aim for diversity agendas as well as important concerns addressing the country’s citizens. This principle should be followed to the later as failure to observe it has legal consequences (Janssen & Crompvoets 2012). It is being assured that a media house can be punished thorough legal penalties of revocation of licences or closure.

In the same Chapter 6 of Australia constitution, Special Broadcasting Service Act 1991 (SBC ACT) is found to give the legal roles of SBS. One of the distinguished functions given by this Act is that SBS is mandated to give radio and television services that are focused in the provision of entertaining and providing education to the citizens in Australia. In this regard as portrayed by Janssen & Crompvoets (2012) and Moe (2011), SBS has a role in establishing and fostering multicultural society. The contribution to meeting the communication demands of Australia’s multicultural society falls under the principles under PSB to promote diversity (Sawer, Abjorensen & Larkin 2009). According to Moe (2011), ‘SBS is more practical in Australian context, in that it has a role to promote deep understanding and acceptance of the cultural and linguistic diversity of the country’s people’. What this point indicates is that, the people of Australia will appreciate their cultural aspects when they see that those cultural aspects are aired through the media houses.

Another outstanding principle of PSB is that broadcasting is to be made available to all citizens. More importantly, the SBS Act that gives that SBS is mandated to preserve and continue to facilitate the progression of language as well as on the platform of cultural skills (Sawer, Abjorensen & Larkin 2009, p. 224). Therefore, this broadcasting service maintains this role by making sure that it aims for geographical diversity. Even the minority group in Australia constituting of the Aboriginals enjoys SBS’s services. Thus, all citizens receiving the benefits from SBS is one of the stated principles of PSB to ensure that it does not discriminate based on religion, race, skin-colour, or lifestyle (Moe 2011). To ensure they are proficient in following this principle, SBS strive to address the tastes and attentions of all diverse groups as well as providing them with opportunities, not only as consumers, Sabir (2013) but also as content providers and citizens.

Notably, provision of quality broadcast quality is another principle of Public Service Broadcasting. Provision of quality content is a decisive principle even in the international platform. Thus, provision of quality reports and news is the mandate of SBS and ABS(Sawer, Abjorensen & Larkin 2009, p. 256). SBS and ABS do know that it is punishable under the laws to bribe a source of information or threaten a source of information in the move to get information. To this matter therefore, they try as much as possible to provide news and reports that have legitimate sources. In addition, it is expected that SBS and ABS do provide news coverage and reports that are fair, believable, and objective. Therefore, (Sawer, Abjorensen & Larkin (2009) and Ratkovic Njegovan & Sidiani (2014) unanimously attest that SBS and ABS work down to earth to ensure that it furnishes present creative content, newer and fresher reports, which ethically are derived from a different and sundry perceptive. On top of that, the report and the news broadcasts should strive to holistically appeal or delight, attract advertisers and audiences (Sabir 2013). Moreover, in giving quality content, ABS and SBS broadcasts programmes that are quite unrelated to other players in the media industry.
Financial independence is another crucial standard principle of PSB. This principle is source of debate to many future analysts (Sawer, Abjorensen & Larkin 2009, p. 268). Some of the analysts argue that when independence of the media houses is limited to the government, it makes SBS and ABS to offer the broadcasts that are of low quality. This is because apparently they are economically guaranteed to get money from the government. In Australia to be specific, the government prohibits ABC from broadcasting commercial advertisings to make it rely wholly in the government’s funding. Ironically, Sabir (2013, p. 227) and Ratkovic Njegovan & Sidiani (2014) argues that the government guarantees ABS with freedom of expression, but diminishes its (ABS) other prospective sources of money. SBS also feel the same experience. SBS receives its funding or money from public grant, which is passed annually. However, as Ratkovic Njegovan & Sidiani  (2014, p. 346) contends, SBS enjoys commercial broadcasting unlike its counterpart ABS, in that it enjoy a five-minutes broadcasting of commercials per hour. This becomes one of its supplemental avenues of supplementing its budget.

Another principle that is quite debated in most media houses in Australia is whether PSB’s practices have editorial independence. Another standard principle is that PSB must enjoy editorial independence, that is, to be legally recognised as an autonomous entity (Ranganathan & Rodriguez 2010). Editorial independence is quite crucial to ensure that freedom of expression and those of journalists are protected. According to Cunningham & Turnbull (2014, p. 267), PSBs should provide ‘authority of voice’ and not the other way round. Taking ABS into context, the federal government has legislative rule over ABS to ensure it air quality broadcasts. Opponents of editorial independence argue that editorial independence exists in theoretical forms. In practical form, it is not exhibited (Ratkovic Njegovan & Sidiani 2014, p. 350). They place their argument on the fact that since ABS has the limited source of funding, in fact, from the government alone; it has a high affinity to broadcast some broadcasts that are political influenced. Inadequate funding is more likely to compromise the integrity and quality of the services given by ABS on the point that the federal government has a massive supremacy on the public grants on which ABS is dependent (Sawer, Abjorensen & Larkin 2009). When SBS comes to focus, it has much editorial independence compared to ABC. However, it solely acts on the minister’s guidelines and statements (Meier 2008). The minister may have political affiliations, which makes the critics of editorial independence fear the future of broadcasting of ABS and SBS in Australia.

Another formidable principle of PSB as given by Moe (2011) and Perisin (2013) is that it should stick to sturdy accountability traditions. Therefore, PSB has a mandate to formulate and implement an open and transparent accountability. This practice enables to appraise whereby performances as objectives are given in details. Apparently, ABS and SBS strictly know the constraints posed to them and respect them. It is liable to be punished by the law when ABS and SBS lacks a transparent accountability system (Janssen & Crompvoets 2012). ABS and SBS have been engaging in formulating policies and updating them, as well as giving feedback on their productivity. This is in together with providing recommendations of how improvements can be realised (Cunningham & Turnbull 2014, P. 240). In Australia, ABS and SBS have well-established controls to augment accountability. This control ranges from provision of incentives, effectual training, and communication, as well as the endorsement of ethics and values.

Part 2

Based on the function and roles given above, some are either important or non-important to the new media context. One of the principles, which are important to the new media context, is provision of quality broadcasts. Generally, innovation of the media houses is motivated (Sawer, Abjorensen & Larkin 2009). Notably, provisions of quality broadcasts aim at making media house to become competitive in the media industry. This is not forgetting that ABS and SBS do struggle to give quality contents by consciously promoting scientist researches, being ethical towards human rights, promotion of gender equality, as well as becoming a solid entity to mediate conflicts of political and economic grounds. Another function that is important to the new media context is adherence to all citizens. SBS, for instance, in provision opportunities to all citizens has a role towards building a media literate audience with the ability to participate vigorously in the advancement and sustainability of the services, as well as the appreciation of its contents. Some of the functions that are non-important to the new media context are editorial independence and non-independence in Australia.

When ABS and SBS are brought into the realm of this discussion, Sawer, Abjorensen & Larkin (2009, p. 287) their functions, not only do they not match the present media context, but also on future one. This is because freedom of expression is currently electrified in many societies, not only ranging from freedoms on human rights, but also from funding and editorial independence. Media analysts contend that, provision of freedom of expression and limiting the source of money to be one supply can make ABS close its radio and television stations in the future. This is apparently because they are being threatened by disastrous changing economic realities. This digital era is having the proliferation of commercial broadcasting posing an unquenchable threat to publicly funded broadcasters such as ABS and SBS (Cunningham, S., & Turnbull 2014, P. 267). The ongoing development of cable and satellite networks has a dramatic impact on access to broadcasting to the whole world. Therefore, citizens in Australia will prefer to tune to independent broadcasters than to a national broadcasting entity, which they view it as a government’s mouthpiece (Chab”Juk, & Kops 2011). Thus, the functions of the ABS and SBS can fit in the new media context if it enjoys economic and editorial independence.

Conclusion

In summary, the principles of PSB do strive to see that freedom of the press is adhered to the latter. However, when it comes to the ABS and SBS’s contexts, it is another case as their source of funding is constrained to the government’s sources. Therefore, editorial and economic independence are two pillars of broadcasting. This will at the end enable and motivate media house to broadcast quality programmes to the people. When this tradition is sustained, the functions of ABS and SBS will have importance in the new media context, as people will stop viewing them as being puppets of the government.

References

CHAB”JUK, O., & KOPS, M. (2011). Public service broadcasting a German-Ukrainian exchange of opinions. Wien, Lit.

CUNNINGHAM, S., & TURNBULL, S. (2014). The media & communications in Australia. Crows Nest, NSW, Allen & Unwin. Pp. 167-298.

JANSSEN, K., & CROMPVOETS, J. (2012). Geographic data and the law: defining new challenges. Pp. 145-245.

MEIER, H. (2009). INDEPENDENT REGULATORY BODIES AND IMPOSSIBLE JOBS: THE FAILURE OF GERMAN PUBLIC SERVICE BROADCASTING             REGULATION, Public Administration, 86(10, pp. 133-148, Business Source Complete, EBSCOhost, viewed 1 June 2015.

MOE, H. (2011). Defining public service beyond broadcasting: the legitimacy of different               approaches, International Journal of Cultural Policy, 17(1) pp. 52-68, Academic Search Premier, EBSCohost, viwed June 1 2015.

PERISIN, T. (2013). Convergence Journalism and the Public Interest: The case of Croatian Public Radio Television (HRT)’ politicka Misao: Croatian Political Science Review, 50(5), pp. 155-172, Academic Search Premier, EBSCOhost, viewed 1 June 2015.

RATKOVIC NJEGOVAN, B., & SIDIANI, I. (2014). Public Broadcasting crisis as management crisis: a case study of radio television of Vojvodina, journal of East      European management Studies, vol 19, pp. 3, pp. 348-367.

RANGANATHAN, M., & RODRIGUEZ, U. M. (2010). Indian media in a globalised world. Thousand Oaks, SAGE. http://public.eblib.com/choice/publicfullrecord.aspx?p=592852.

SABIR, M. (2013). Public media and Multicultural Globe, South Asian Studies, (1026-678X),  vol. 28. No. 1, pp.223-239.

SAWER, M., ABJORENSEN, N., & LARKIN, P. (2009). Australia: the state of democracy. Annandale, N.S.W., Federation Press.pp. 217-290.

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E-mail marketing Essay Assignment Available

E-mail marketing
E-mail marketing

E-mail marketing

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Read the following case study.
Students, please view the “Submit a Clickable Rubric Assignment” in the Student Center.
Instructors, training on how to grade is within the Instructor Center.
A company wishes to improve its e-mail marketing process, as measured by an increase in the response rate to e-mail advertisements. The company has decided to study the process by evaluating all combinations of two (2) options of the
three (3) key factors: E-Mail Heading (Detailed, Generic); Email Open (No, Yes); and E-Mail Body (Text, HTML). Each of the combinations in the design was repeated on two (2) different occasions. The factors studied and the measured response
rates are summarized in the following table.
Table: Improving E-Mail Response Rate Run Heading Email Open Body Replicate Response Rate 1 Generic No Text 1 46 2
Detailed No Text 1 34 3 Generic Yes Text 1 56 4 Detailed Yes Text 1 68 5 Generic No HTML 1 25 6 Detailed No HTML 1 22 7
Generic Yes HTML 1 21 8 Detailed Yes HTML 1 19 1 Generic No Text 2 38 2 Detailed No Text 2 38 3 Generic Yes Text 2 59 4
Detailed Yes Text 2 80 5 Generic No HTML 2 27 6 Detailed No HTML 2 32 7 Generic Yes HTML 2 23 8 Detailed Yes HTML 2 33

Write a two to three (2-3) page paper in which you:

  • Use the data shown in the table to conduct a design of experiment (DOE) in order to test cause-and-effect relationships in business processes for the company.
  • Determine the graphical display tool (e.g., Interaction Effects Chart, Scatter Chart, etc.) that you would use to present the results of the DOE that you conducted in Question 1. Provide a rationale for your response.
  • Recommend the main actions that the company could take in order to increase the response rate of its e-mail advertising.
  • Provide a rationale for your response.
  • Propose one (1) overall strategy for developing a process model for this company that will increase the response rate of its e-mail advertising and obtain effective business process. Provide a rationale for your response.

Your assignment must follow these formatting requirements:

  • Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; citations and references must follow APA or school-specific format. Check with your professor for any additional instructions.
  • Include a cover page containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date. The cover page and the reference page are not included in the required assignment page length.

The specific course learning outcomes associated with this assignment are:

  • Build regression models for improving business processes.
  • Design experiments to test cause-and-effect relationships in business processes.
  • Use technology and information resources to research issues in business process improvement.
  • Write clearly and concisely about business process improvement using proper writing mechanics

Table: Improving E-Mail Response Rate
Run Heading Email Open Body Replicate Response Rate
1 Generic No Text 1 46
2 Detailed No Text 1 34
3 Generic Yes Text 1 56
4 Detailed Yes Text 1 68
5 Generic No HTML 1 25
6 Detailed No HTML 1 22
7 Generic Yes HTML 1 21
8 Detailed Yes HTML 1 19
1 Generic No Text 2 38
2 Detailed No Text 2 38
3 Generic Yes Text 2 59
4 Detailed Yes Text 2 80
5 Generic No HTML 2 27
6 Detailed No HTML 2 32
7 Generic Yes HTML 2 23
8 Detailed Yes HTML 2 33

SAMPLE ANSWER

Introduction

E-mail marketing process has continued to gain significant attention as one of the best, convenient and cost effective method of advertising through which targeted marketing can be carried out. As a result, e-mail marketing has over the recent past being adopted by both small and big companies an their preferred choice of marketing because of its potential to reach a wider customer base, carry out targeted marketing, and this has been facilitated by tremendous technological advancements witnessed over the last one decade.

An evaluation and rearrangement of the collected data about the three (3) key factors of e-mail advertisements considered in all two (2) combinations can be summarized in the table shown below:

Table 1: A summary of the e-mail marketing combinations

KEY FACTORS OF E-MAIL ADVERTISEMENT
Replicate 1 Email Heading Email Open Email Text
Generic Detailed No Yes Text HTML
Response Rate 148 143 127 164 204 87
Replicate 2 Email Heading Email Open Email Text
Generic Detailed No Yes Text HTML
Response Rate 147 183 135 195 215 115
Total 295 326 262 359 419 202

Based on the data presented in table 1 above a design of experiment (DOE) is conducted in order to test cause-and-effect relationships in business processes for the company. For instance, it can be succinctly determined that the response rate is the measure to the improvement of email advertisements. Hence, a cause-and-effect relationship model (simple linear regression model) shown below shall be used:

This implies that the response rate shall be determined by the key factors of the email advertisement whereby they can be considered all of them, but in this case the cause-and-effect relationship shall be conducted for a particular key factor of the email advertisement against response rate.

The graphical display tool to be used to present the results of the DOE conducted is a linear graph, and the linear graphs are presented for replicate 1, replicate 2 and the total of replicate 1 and 2. The rationale behind using the linear graph is that, apart from making sure that the data from the conducted study being presented visually, there is also a linear linkage of all the data points in the graph in order to succinctly show the specific performance of each key factor of email advertisement.

The linear graphs shown below are for each of the three cause-and-effect relationships considered in the design of experiment (DOE) which are conducted such as: replicate 1, replicate 2 and the total of replicate 1 and 2 are presented in the figure 1, figure 2 and figure 3 respectively.

 

 

 

Figure 1: Replicate 1 Response Rate

 

Figure 2: Replicate 2 Response Rate

 

Figure 3: Total Response Rate

 

From the critical evaluation of the data collected by the company concerning its email advertisement process, as a method of improving its marketing email response rate, it is evidently clear that there are two main actions that the company ought to implement swiftly in order to ensure that its e-mail advertising response rate is increased significantly. For instance, from the data summary table and the subsequent three linear graphs it is undoubtedly clear that the company needs to change its e-mail heading and body in order to make sure that the response rate is increased considerably. The rationale for this recommendation is due to the fact that, detailed e-mails (from e-mail heading) as well as text e-mails (from e-mail body) both got the highest levels of opening and eventually highest rates of response for both replicates.

Considering that the company adopted a simple linear regression model to determine the cause-and-effect relationships, this strategy could only compare a single key factor of e-mail advertisement to its respective response rate. However, adoption of a multiple linear regression model would be an overall strategy which could be highly appropriate for developing a process for the company because it has the potential to considerably increase the response rate of its e-mail advertising eventually leading to obtaining of effective business process.  The rationale for this proposal is due to the fact that, the prediction outcome of the cause-and-effect relationship when more than one factor of email advertisement is considered is more effective than when only one factor is considered. For example, the design of experiment (DOE) conducted in order to test cause-and-effect relationships in business processes for the company indicate that the company has to adopt e-mail headings that are detailed as well as text e-mail body for increased levels of opening as well as increased rates of response. Hence, a multiple linear regression would help to simultaneously compare the effect of these factors to response rate rather than considering each of them individually. This is highly essential in making sure that the overall impact of e-mail advertising on basis of its specific key factors is evaluated at once.

Conclusion

In conclusion, it can be clearly observed that the design of experiment (DOE) can be conducted in order to test cause-and-effect relationships in business processes using appropriate models and graphical display tools. Also the company can implement various actions in order to ensure that the response rate is significantly increased.

References

Creswell, J.W. (2014). Research design: Qualitative and quantitative approaches, (3rd ed.). Thousand Oaks, California: Sage.

Sapsford, R. & Jupp, V. (2006). Data Collection and Analysis, (4th ed.). Thousand Oaks: Sage Publications Ltd.

Sauders, M., Philip, L. & Thornhill, A. (2007). Research Methods for Business Students. London: Pitman Publishing.

Sekaran, U. (2010). Research Methods for Business. Hoboken, NJ: John Wiley & Sons, Inc.   https://iaear.weebly.com/uploads/2/6/2/5/26257106/research_methods_entiree_book_umasekaram-pdf-130527124352-phpapp02.pdf

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Impacts of corporate Social Responsibility Policy

Impacts of corporate Social Responsibility Policy
Impacts of corporate Social Responsibility Policy

Impacts of corporate Social Responsibility Policy

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SEE ATTACHMENT (UPLOADS).

SAMPLE ANSWER

Impacts of corporate Social Responsibility Policy

  1. Assess how, and to what extent, corporate social responsibility can be meshed with a corporation’s obligation to maximize profits for its shareholders.

Organization recognizes the importance of social responsibility. For this reason, the organization continues to emphasize on sustainable growth, and great financial returns; while simultaneously   giving back to the communities. Organizations   main objective is to meet customer demands in the food and beverage spectrum. It has scrutinized   products which are associated with obesity and has replaced them with healthier alternatives which have lower sugar and fat content, while simultaneously meets the consumer’s demand of easily accessible snacks. To do so, organizations   invests heavily on research so as to innovate health products (Chang& Ying, 2015).

The second role of social responsibility is seen in the organization commitment to reducing its negative impact to the environment.  Organizations do so by distributing a large part of its resources in conservation of the environment.  This is done through various approaches such as packaging initiatives where the materials are recycled to minimize waste products. The use renewable sources of energy such as wind turbine, and solar energy conserves the environment. Additionally, it forms partnership with communities and other organization which focuses on the efforts of reducing environmental degradation (Tschopp & Huefner, 2014).

Organization commitment and support to its employees reflects the organization’s aspect of social responsibility. The organization goal is to support employees of diverse culture so as to engage positively with the people in the workplace as well as the community.  Through this approach, the organization gets the opportunity to grow due to increased new perspectives in the community; thereby increasing creativity at the workplace. The company acknowledges the fact that satisfied employees are the key to success and satisfied customers.  The organization collaborative culture is sustained by employing world class employees, and retaining the world class talent through employee motivation packages. It also empowers employees through training on leadership skills and effective management strategy. The employee’s turnover rates are reduced and run its operation at a reduced cost, hence making immediate revenues (O’Riordan & Fairbrass, 2013).

An organization maintains its commitment to the community and stakeholders by sustaining high principles and standards. The organization has established code of conduct which addresses ethical concerns in the company such as bribery. The organization has internal audit program, and a 24-hour line which is used to report ethical violations. This gives the organization competitive advantage. The reduction of ethical risks acts a magnet which attracts even more investors and stakeholders (Wang et al., 2014).

  1. Then, assess the ethical nature of the company you selected. You may want to use the Ethical Weather Report on page 386–387 of your text.

Corporations also share laws and regulations like normal citizens, and whenever they violate these laws, they face penalties and fines. The role of leaders in such corporations is to sustain the key ingredient in ensuring that the corporations sustain the ethical codes. Leaders act as examples and role models in ensuring that desirable conduct is maintained in their organizations. PepsiCo is an excellent example of such organization which acknowledges the role or respect, responsibility, trustworthiness and commitment to social responsibility as indicated below (Wang et al., 2014).

  1. Assess the ethical nature of the company, and provide examples of the ethical behavior or ethical structure of the company.

PepsiCo company guiding principles include; care for the customers by selling products that customers can relate to.   Respect others; embrace cultural diversity as well as meeting both the long term objective and short term goals. Through these guiding principles, PepsiCo demonstrates its social responsibility and its commitment to a sustainable environment. This way, the utility costs are reduced bringing in immediate revenues. Every company’s success is attributable to the organization relations with the stakeholders. For this reason, PepsiCo strives to adequately meet the need of its customers- the number one stakeholders. Secondly, the organization meets other stakeholder expectations by providing its services with increased integrity, honesty, transparency, and through effective communication (PepsiCo, 2010).

The employees are required to act more ethically. The managers are required to lead by example. They are expected to lead as role models so as to inspire others. To ensure the ethical nature of the organization is sustained, the organization rewards integrity, encourages ethical decision making, and avoids retaliating against the employees who are bold enough to speak up. This way, the organization creates an environment where the members feel comfortable to seek help to solve issues which are escalating (Executive leadership, 2014).

  1. Identify the major stakeholders and their roles and responsibilities in regards to the issue, and explain how their stake in the issue will motivate them to do what they need to do.

PepsiCo interacts with wide range of stakeholders who represent the community, social and environmental interests. The organization impacts on many lives through the business, and therefore welcomes any honest discussion with individuals so as to integrate corporate social responsibility. Through consumers, PepsiCo offers a wide range of products which have great taste as well as excellent nutritional value. The organization plays a responsible role in promoting its consumer’s health and wellness. The role of customers is to inform the organization about questions and comments they feel that the need addressed (The guardian, 2014).

In the community, the PepsiCo identifies their responsibility of improving the community by supporting nonprofit organization and community stewards of the environment to protect and conserve the environment. The employees are the greatest factor of PepsiCo success. The employee’s involvement in corporate social responsibility is through talent sustainability. Employees respond to the organizational health on issues such as working conditions, inclusion of diversity and ways to improve their career development. The organization retail customers contribute significantly with the marketing aspects. The retail customers also contribute on issues which need to be improved, because they act as a link between consumers and manufacturers (Executive leadership, 2014).

The investors are involved in every aspect of corporate social responsibility in the organization. This includes regular conference calls done to get the investors opinion on the issues planned for the   corporate social responsibility. The commitment of investors is sustained through the concept of sustainability, and PepsiCo applies the concept of Dow Jones Sustainability Index (DSI) annually.  The investors are attracted by the impacts of corporate social responsibility which manifests as consistent financial growth. Other stakeholders include   suppliers and associate business such as the bottlers contribute significantly to the concept of sustainable conservation of the environment (The guardian, 2014).

  1. Assess the impact of the issue on the various stakeholders, and evaluate how this issue may affect the stakeholders in the future as well as describe the stakeholders’ likely reaction to the issue.

There are four factors which set stakeholders reaction. This includes the individual social factor level, the company factor levels as well as the company factor level.  These factors have an empirical capture on the variances of the CSR reactions among the stakeholders. Stakeholder’s main aim is to provide good returns for the investment, and where they are not achieved; they pressurize the management or could simply just sell their shares. It is important to engage the stakeholders in CRS because their reaction provides insightful information which could increase the business opportunities further. The reputation of the organization is improved by practicing more charitable acts. CSR and stakeholders participation complement each other. Whereas CRS acts as source of information, stakeholder involvement guides the information provided (The guardian, 2014).

  1. Next, with regards to the issue you chose for the project, assess the impact on the chosen company and other stakeholders—including monetary, legal, and reputation-wise—of continuing the status quo versus addressing your issue via corporate policy.

Corporate social responsibility has been found to solve businesses ethical problems. Through CSR, the company benefit themselves while still benefiting the society. The importance of CSR is that it encourages innovations. Through wide interactions with individuals, it results to a huge benefit to the company and the society. Through the sustainability lens, PepsiCo has innovated new products which are healthier and using lesser energy sources, thus saving the environment and the society at large. CSR also contributes to cost saving. PepsiCo has managed to increase its profit activities which results to cost savings such as using lesser forms of energy, recycling of waste products and the use of lesser packaging materials (Executive leadership, 2014).

For instance, it is estimated that the company saved about $600,000 in 2011. CSR also contributes significantly to brand differentiation. PepsiCo has found their voice in the market using their corporate social values. CSR enables employees to concentrate on both the short term and long term goals through reflective thinking. This protects the company’s future and ensures that the company fiscal results are sustainable.  CSR also increases the customer’s engagement which enables the organization raise awareness on issues that the government needs. It promotes good customer relationship, and business- business relations through effective communication. Similarly, employee engagement will ensure that they establish the best strategy for maintaining sustainability (The guardian, 2014).

  1. Assess the potential costs and benefits for the various stakeholders in addressing the issue through corporate policy, and quantify the cost and benefits of addressing the issue based on cited research and references.

PepsiCo is a leading global food as well as beverage company which records $65 billion.  The portfolio consists of about 22 brands which generate about $1 billion annually. The main business products enjoyed across the world including; the Quaker, Gatorade, Tropicana, Pepsi-Cola and Frito-Lay. The massive growth in PepsiCo  is attributable to the unique commitment of  employees  to sustain the organization growth (commitment performance)  coupled with the increased  innovative approaches to reduce the impact  on the environment; offer a great working environment to the employees and  increased respect to support the stakeholders and the communities  the organization operates in. The company operations are guided by the corporate social responsibility (PepsiCo, 2010).

References

PepsiCo. (2010). PepsiCo’s journey toward an ethical and socially responsible culture. Retrieved from  http://danielsethics.mgt.unm.edu/pdf/PepsiCo%20Case.pdf

Executive leadership. (2014). Pepsi CEO’s emphasis on ethics pays off. Retrieved from http://www.businessmanagementdaily.com/40523/pepsi-ceos-emphasis-on-ethics-pays-off

The guardian. (2014). Charity ethical investments push corporate such as PepsiCo on morals. Retrieved from http://www.theguardian.com/voluntary-sector-network/2014/may/29/charity-pressure-corporates-invest-ethically-panoramas

Chang, K., Kim, I., & Li, Y. (2013). The Heterogeneous Impact of Corporate Social Responsibility Activities That Target Different Stakeholders. Journal Of Business Ethics, 125(2), 211-234. doi:10.1007/s10551-013-1895-8

O’Riordan, L., & Fairbrass, J. (2013). Managing CSR Stakeholder Engagement: A New Conceptual Framework. Journal Of Business Ethics, 125(1), 121-145. doi:10.1007/s10551-013-1913-x

Tschopp, D., & Huefner, R. (2014). Comparing the Evolution of CSR Reporting to that of Financial Reporting. Journal Of Business Ethics, 127(3), 565-577. doi:10.1007/s10551-014-2054-6

Wang, S., Gao, Y., Hodgkinson, G., Rousseau, D., & Flood, P. (2014). Opening the Black Box of CSR Decision Making: A Policy-Capturing Study of Charitable Donation Decisions in China. Journal Of Business Ethics, 128(3), 665-683. doi:10.1007/s10551-014-2123-x

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Holistic Nursing Term Paper Available

Holistic Nursing
Holistic Nursing

Holistic Nursing

Order Instructions:

Prompt 1

One of the reasons to assess a patient’s thoughts and beliefs about health and illness is to identify any patterns or beliefs that may affect his or her health and healing. How would past experience with cancer in another family member possibly impact a patient’s own health and healing if he/she was diagnosed with cancer? Choose one of AHNA’s core values (body, mind, emotions, spirit, social/cultural, relationship, context, and environment) and discuss how you can care for yourself in that area in order to improve well-being. Use examples from your clinical experience and cite sources from the readings or online library.

Prompt 2

From your clinical experience, provide two examples of healing rituals that your patients from different cultures have utilized to support their health and healing. Give a general description of the rituals including the type of ritual, who performed it, where and how often it was performed, and how the patient believed that it would help him or her to heal. Choose rituals from different cultures. Support your answer with sources from the readings or the online library.
AT LEAST 1 CITATION FOR EACH PROMPT

 

SAMPLE ANSWER

Holistic Nursing

ANHA   outlines five core principles for holistic nursing including; holistic philosophy and ethics, caring process; communication which upholds cultural competency; research and nurse self-care as well as nurse reflection.  For effective patient care in oncology, nurses must understand that self-care is important because it prevents burn out. In this context, I ensure that I have adequate time to nourish my mind, body and spirit.  I take walk in the park to appreciate nature and to meditate at least twice a week.  I also ensure that I surround myself with the right people. I ensure that my diet is balanced and always aim to sleep for at least six hours. This aims at nourishing my spirit, mind and body (Povlsen & Borup, 2011).

There are many rituals which have been practiced in order to improve health. For instance, Tea ceremony which is conducted by Buddhist leader is a ritual common in Hinduism.  The patient must be present and awake when taking the tea. The person is only supposed to focus on the present activities such as warmth from the cup of tea, the aroma and sweetness of the delicacy. The tea has many ingredients which are important in herbal therapy, and its principles are based on meditation. This ceremony is done as often as possible. Smudging ceremony is performed to remove negative energy to help one start a new phase of life. It involves burning of sage, the smoke is believed to send away evil spirit and to bless the area. The activities include drumming and dancing to send evil spirit away. The event is conducted by a healer; it is done in the vicinity of the patient. It is recommended that it should be done regularly to scare demons. After these two rituals, the patients were contented and there was a massive improvement with chemotherapy (Richardson, 2012).

References

Povlsen, L., & Borup, I. (2011). Holism in nursing and health promotion: distinct or related perspectives? – A literature review. Scandinavian Journal Of Caring Sciences, 25(4), 798-805. doi:10.1111/j.1471-6712.2011.00885.x

Richardson, C. (2012). Witnessing Life Transitions with Ritual and Ceremony in Family Therapy: Three Examples from a Metis Therapist. Journal Of Systemic Therapies, 31(3), 68-78. https://www.doi:10.1521/jsyt.2012.31.3.68

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How Terrorism is Propagated in the name of Religion.

How Terrorism is Propagated in the name of Religion.
How Terrorism is Propagated in the name of Religion.

How Terrorism is Propagated in the name of Religion.

Order Instructions:

My paper topic is: How Terrorism is Propagated in the name of Religion. This is for my CJUS 480 Terrorism class.

Minimum of 5 sources from both online and printed source material.

WIKIPEDIA does not qualify as a source.

SAMPLE ANSWER

How Terrorism is Propagated in the name of Religion.

Religious terrorists, such as radical Muslims, Christians, and Judaists, kill people, commit suicidal bombings among other terrorist activities in the name of a certain religion, yet in the real sense, these terrorist actions usually do not have any connection with the religion propagated (Qamar, nd). Religious extremists interpret religious provisions strictly in a manner that serves their goals of revenging, intimidating or causing a certain influence on their audience (Stern, 2003).

In most cases, religious terrorists aim at promoting a combination of material and religious goals, for instance, the acquisition of political power for purposes of imposing certain interpretations of religious provisions or forcing a certain outcome from religious texts in the bid to justify their fight to acquire contested authority (Qamar, nd). For instance, most Islamist movements have successfully managed to convince many Muslims that “jihad” is the most effective interpretation of contemporary Islam, and this has led to conversion of many ignorant Muslims into terrorists. Islamic scholars of the 18th Century, who founded “jihadism” and justified the killing of non-combatants, is the basis for the belief that Islamic terrorism is justified (Upadhyay, R. (2005).

According to FBI reports, more than 90% of terror threats and attacks are carried out by Islamist movements and groups. Since they believe that they are fighting a holy war with ultimate spiritual benefits, religious extremists do not fear any kind of earthly penalties that they may be subjected to as a result of their “religious cause”. This is the reason for many terrorists offering to undertake such dangerous missions as suicidal bombings and attacking high-profile buildings. These radicals also wage war against other members of their religion who are not radicals (Atran, 2003).

References

Atran, S. (2003). Genesis of suicide terrorism. Science, 299(5612), 1534-1539.

Eleveld, K. (2015). Obama: No Religion is Responsible for Terrorism. Retrieved from: http://www.dailykos.com/story/2015/02/18/1365323/-Obama-No-religion-is-responsible-for-terrorism

Qamar, N. A. (nd). Religious Terrorism: Causes and Remedies. Retrieved from: https://www.alislam.org/library/articles/Religious_Terrorism_Causes_and_Remedies-20081006MN.html

Stern, J. (2003). Terror in the Name of God: Why Religious Militants Kill. New York: Harper Collins Publishers.

Upadhyay, R. (2005). Terror Ideology – Is it Divine. Retrieved from: http://www.southasiaanalysis.org/paper1006

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Managing investments Research Assignment

Managing investments
              Managing investments

Managing investments

Order Instructions:

For this paper, the writer will have to read the two post and react to them in one paragraph each. The writer will expand and constructively challenge each of this postings using a minimum of one scholarly article to support his point. each posting respond must have a minimum of 250 words and APA must be use . The writer will respond directly on the uploaded paper with the respond coming directly under each posting as indicated. the references must be in APA format.

SAMPLE ANSWER

It is true that the effectiveness of any investment decision depends on the cash flows, project life, and the discounting factor (Preda, 2009). Before the commencement of the project, an immense understanding of the overall project is critical as this will help provide an economic view whether the project is feasible or not. The time value of money will help assess the feasibility of the overall project by comparing the inflows and the outflows of the overall life cycle of the project (Cornett, Adair, & Nofsinger, 2013). The cash flows consideration needs to be done in combination with the overall life of the project in determining whether the benefits of the project are sufficient to justify the current outlays. The combination of the payback period, the net present value, and the internal rate of returns are significant in determining the feasibility of the project.

The project with a positive net present value is feasible and has positive outcomes of the investment. However, the shortcoming of the net present value is that is does not take care of environmental factors that may also affect the outcome of the project (Cullen & Broadbent, 2012). In this regard, evaluating the capital project requires multiple analyses that also take care of other factors such as environmental influences. In this regard, the optional situation evaluations are good in assessing capital project feasibility as it will provide a clear understanding of the potential of the project, in addition to providing an overview of how much the organization is likely to lose in case the project fails. According to Hightower (2009), the use of decision trees in analyzing the feasibility of the project is also useful as it gives provides the management with the option of abandoning the project during implementation when the net present value turns out to be negative.

References

Preda, A. (2009). Framing Finance: The Boundaries of Markets and Modern Capitalism. University of Chicago Press

Cornett, M., Adair, T., & Nofsinger, J. (2013). M:Finance. McGraw-Hill/Irwin; 2 edition

Cullen, J., & Broadbent, M. (2012). Managing Financial Resources (CMI Diploma in Management Series). Routledge; 3 edition

Hightower, R. (2008). Internal Controls Procedures and Procedures. Wiley   https://www.wiley.com/en-us/Internal+Controls+Policies+and+Procedures-p-9780470287170

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Global Health Essay Assignment Available

Global Health
Global Health

Global Health

Introduction

This essay explores diabetes as a highly prevalent disease among Indian seniors. Diabetes mellitus is usually more common than insipidus and the essay emphasizes on the former. Two subtypes of diabetes mellitus earn most attention in the study. They are diabetes type 1 and diabetes type 2, also referred to as insulin-dependent and insulin-independent respectively (Kumar, Goel, Jain, Khanna, & Chaudhary, 2013, Pg. 524). In Indian population, diabetes type 2 is more common and severer than type 1.With the characteristic change of livelihood in the recent years, the old in India get higher risk to diabetes than in the earlier days. Some primary care measures in the management of the situation are in place, and there is prospective to better the practice.

Epidemiological Background of Diabetes in India

Diabetes has affected a large population in India, and it still remains a major health issue. The disease accounts for a large percentage of deaths in the country especially among the aged. Currently, 62 million Indians have the condition according to research (Kaveeshwar & Cornwall, 2014, Pg. 45). Studies indicate India as among the nations most affected by diabetes. In 2000, investigations indicated the country as the most hit by diabetes. While India had a diabetic population of 31.7 million, America, the second placed had 20.8 million. China was third with 17.7 million people being diabetic (Kaveeshwar & Cornwall, 2014, Pg. 45). There is likelihood that when global diabetic population increases, India will have contributed the largest population. Factors predisposing Indians to diabetes are many and the situation creates uncertainties for the nation regarding the issue. Though some factors are easily identifiable, others are complicated and stakeholders in healthcare face the challenge of understanding them. Issues that hinder researchers from understanding risk factors include the population’s heterogeneity in relation to ethnicity, culture and socioeconomics (Kaveeshwar & Cornwall, 2014, Pg. 46). Factors currently identified include genetics and the Indian environment. As an environmental factor, livelihood in India predisposes people to obesity, which in turn makes them prone to diabetes.Regional variations are also identified as risk determinants, whereby Indians in rural areas are less exposed to diabetes than their counterparts in towns. The Indian Council of Medical Research (ICMR) found that Maharashtra and Tamil regions have higher statistics of affected people than Chandigarh and Jharkhand, which are to the north of the state (Kaveeshwar & Cornwall, 2014, Pg. 46). Such disparities are also common in other countries such as Australia (Sukala, Page, Rowlands, Lys, Krebs, Leikis, & Cheema, 2012, Pg. 432).  Research is yet to prove whether the fact of most people in northern India being migrants while those in south are host could influence the variations. Geographical locations in India also influence diabetes management as access to screening and necessary medication is limited in the rural areas. People who suffer from diabetes in poor regions are more likely to die of the same compared to those in developed regions. In impoverished regions, there is higher likelihood of inadequacy of education offered to people. The aged, for example, may not access education on preventive practices and could face greater risk of diabetes than their educated counterparts (Khalil, Tan, & George, 2012, Pg. 577). The prevalence of diabetes in India is peculiar in that the population is not as much exposed to obesity like in some western countries, yet it records higher cases of diabetes than them. Obesity is not more common in India than these countries, yet it is usually the lead causal factor (Rao, Kamath, Shetty & Kamath, 2011, Pg. 54). In the recent, diabetic complications have increased among the older Indians. A large diabetic population in India expresses inability to control blood sugar level, and ends up developing abnormalities in their vascular structures.

Challenges in the management of diabetes in India include unavailability of HbA1c tests to most Indians (Kumar, 2010, Pg. 128). Insulin therapies are also hard to administer following decreased clinical activeness. Indian guidelines also fail to sufficiently address issues with insulin use therefore making it hard to practice the clinical role (Unnikrishnan, Anjana, & Mohan, 2011, Pg. 10). Managing the current status of diabetes in India requires efforts from the, government as well as other involved parties (Kumar, Goel, Jain, Khanna, & Chaudhary, 2013, Pg. 530). The Indian government has made efforts toward the control the illness. Efforts by the government include the establishment of National Diabetes Control Program (Kumar, Goel, Jain, Khanna, & Chaudhary, 2013, Pg. 524). Healthcare practitioners require helping the population with strategies that address early detection, prevention, and management of diabetes (Kaveeshwar & Cornwall, 2014, Pg. 47).  Generally, issues addressed on management of diabetes in India include increasing access to services, increasing the affordability of medicines, improving service quality as well as conducting more studies to develop helpful initiatives (Kumar, Goel, Jain, Khanna, & Chaudhary, 2013, Pg. 525).

Social Determinants in the Management of Diabetes in India

Management of diabetes is subject to several social factors. Stakeholders need to pay attention to such factors in their strategies to improve outcomes in diabetic patients. There is the necessity of research to test outcomes based on social determinants. To curb the increased prevalence of diabetes in India, such research studies are mandatory. Social factors also entail environmental issues, in addition to cultural ones.  Diabetes is prevalent among the poor, middle-earning as well as rich populations. India is generally a middle-earning country, and diabetes is more prevalent among the poorer people. Environmental influences in diabetes include feeding habits and physical activities. Intake of food that is highly calorific has increased among Indians causing development of obesity and hence diabetes. Measures in diabetes management include monitoring of one’s diet to lower the risk of taking too much fats and sugar. Asif wrote that people aim at maintaining the safest concentration of sugar and lipids in blood (2014). Health professionals advocate for increased uptake of fruits, whole grains, vegetables, low-fat dairy products and food high in unsaturated fats (Asif, 2014). On the other hand, diabetes management requires reduced intake of red meat, legumes, fish and nuts (Asif, 2014).The International Expert Committee provided dietary guidelines for management of diabetes. In the guidelines, experts advise patients to take carbohydrates as starch. While patients should avoid refined sugars, they may take non-nutritive sweeteners. In addition, people should avoid animal fats, salt, and tobacco smoking (2009, Pg. 1328). Again, failure to engage in physical strains as is the common situation with advanced technology, places people at the risk of diabetes. Given that India has realized substantial developments in technology, the aged in the country are unlikely to take manual activities. For instance, the old would prefer driving to walking even when covering short distances. Failure to exercise leads to too much fat deposits in the body and individuals are likely to become obese. Since the old have machines at their disposal, management of diabetes could be difficult as it requires them to forego machines for manual actions. As a measure to manage diabetes, care providers educate patients on matters relating to the disease. As Larranaga, Docet and Garcia-Mayor wrote, teams concerned with the management of diabetes should monitor insulin regimens, while still educating patients (2011, Pg. 190). Psychosocial approaches are also important in the management of diabetes in India. Kalra, Sridhar, Balhara, Sahay, Bantwal, Baruah, and Kumar addressed psychosocial influences in diabetes management. The researchers indicated that optimal outcome in managing the disease entails physical, social as well as psychological fitness (2013, Pg. 380). Psychological status, particularly, affect administration of self-care in diabetic patients. Kalra et al. noted that psychological factors affecting patients in India differ significantly from those associated with patients elsewhere (2013, Pg. 380). Economic factors are also crucial in the management of diabetes. A significant part of the Indian population is poor, and may not meet the financial costs of insulin treatment. In addition, culture and religion as social practices determine the level of diabetes management. Generally, these practices interact with healthcare provision, hence influencing it. Some attitudes developed with culture, combined with illiteracy may hinder care for diabetic patients. Some uneducated people are unlikely to understand the complexity of issues associated with diabetes management. Use of traditional medicine, a relatively common practice in India, also influences diabetes management from a societal perspective. 14% of Indians use herbal medication and some people in the population may not readily accept convectional medicine that most care providers offer (Kalra, et al. 2013, Pg. 379).

Primary Healthcare Delivery in the Management of Diabetes among the Aged in India

Milat, O’hara and Develin explained that primary care usually focuses on disease prevention (2009, Pg. 87). As such, campaigns characterize the type of care. If properly conducted, primary care can reduce the occurrence of diabetes. In people who are already diagnosed with the disease, elderly Indians for this case, primary care aims at attaining a normal concentration of sugar in their blood. (Ramachandran, Das, Joshi, Yajnik, Shah, & Kumar, 2010, Pg. 8). There is need for clinicians to offer quality care to patients as complications of diabetes could result into other life-threatening illnesses. Ramachandran et al. noted hat more than half of diabetic patients in India possess poor ability to control their blood sugar, and their vascular structures have abnormalities (2010, Pg. 8). Clinicians also require awareness on high standards of care especially with newly developed therapeutic agents. United Kingdom Prospective Diabetes Study (UKPDS) offered recommendations that 53% of diabetes patients receive insulin therapy for six years, while 75% should take more than one treatment strategies for approximately nine years. When offering primary care, practitioners should understand that too much insulin could induce obesity, worsening the situations of patients resistant to it (Ramachandran et al., 2010, Pg. 8). In primary care, clinicians can attend large populations of patients and establish follow-ups. When attending aged people with diabetes, practitioners in India should establish links with their patients to facilitate the process of care delivery. Nurses should lead in implementation of strategies that educate patients on diabetes. In addition, primary care providers need to be optimistic, and encourage their patients to increase their chances of recovery. Though diabetes is a chronic disease, patients can still lead an enjoyable lifestyle if they receive high quality primary care. Since nurses have intensive expertise in counseling, they assume the most effective position in primary care for diabetic patients. In addition to offering primary care, nurses should develop strategies to improve their services to patients. Nurses require being creative and initiative as professional virtues. When combined with their caring character, the two traits would enable nurses make essential transformations in diabetes management.It is also advisable that since the occurrence of diabetes varies with genetics, culture, social practices and geographical locations, nurses and other practitioners should be sensitive of the variations. Generally, primary care should see to it that preventive measures are fully exploited just as the ones addressing diabetes treatment. In primary care for instance, clinicians should encourage patients to engage into healthy livelihood. Dietary and exercise intervention are essential at the primary level of care for old people with diabetes. Other parties involved in primary care for diabetic patients include dieticians, pharmacists, physicians and psychologists. Professionals from various fields should cooperate to facilitate primary care. Team work as seen in interdisciplinary teams could offer the best outcomes in diabetes management. Patient care is often complex but can be promoted if stakeholders associate appropriately. Practitioners should ensure that the care they offer is patient-centered, and that it constitutes healthy communications with patients, partnerships and focuses beyond the situation at hand. Practitioners require explaining essential concepts of the disease to patients. In addition, they should be able to assess the feelings, expectations as well as beliefs of their patients. Generally, care providers need developing common grounds with their patients. When primary care is patient centered, there are higher chances that satisfaction will be obtained for both the providers and receivers of services.

Future Healthcare Directions in the Management of Diabetes among the Aged in India

Currently, the occurrence of diabetes among the aged in India is alarming. There should be long-term strategies to help overcome the situation. There are, therefore, rapid changes in the management of diabetes as approaches are unlimited (Universit5y of Melbourne, 2011). Researches are carrying out studies to develop better means of addressing diabetes among all populations. For instance, there are moves to develop new drugs that can be more effective than the current regimens. Ramachandran et al. explored possible drugs that may help fight diabetes in the future. The researchers indicated that analogues of glucagon as well as those of dipeptidyl peptidase-4 could offer better therapeutic agents in the future (2010, Pg. 8). Researchers are carrying out clinical studies on new drugs and in the near future, there could be drugs that would change the common regimens applied for diabetes. Drugs in advanced developmental stages include DPP-4 inhibitors, which include vidagliptin and sitagliptin (Ramachandran et al., 2010, Pg. 8). As Ramachandran et al. expressed, the two drugs improve the sensitivity of beta cells to insulin, and could be useful for diabetes mellitus type 2 (2010, Pg. 8). Measures that address livelihood seem to offer the best approach on management of diabetes. Dietary modifications and engagement in exercise can lead to high performance in minimization of diabetes cases in India, especially among old people. Oral drugs, which currently are the most used in diabetes, may not be the first-line choices as times goes by. Better means of managing diabetes will be developed to ease the burden of having to take medications on daily basis.Drugs that would be more preferred in the future, should not only manage diabetes, but also its comorbidities. Again, their use should guarantee optimal safety while still being effective. Since insulin is the central hormone in diabetes, researchers are likely to develop its receptor agonists as therapeutic agents (Sanofi Diabetes, 2012). There are also moves to develop long-acting drug compounds that would have great effect in management of diabetes.Usually, challenges with the current diabetes therapies necessitate the development of new therapies.

Conclusion

India has the highest cases of diabetes mellitus in the world. Diabetes mellitus is more prevalent among the old than it is with the young. Indian population faces several risk factors that predispose them to the disease. These factors include genetics as well as social and cultural factors. Social practices and cultural beliefs often influence health care provision. In most cases, cultural beliefs work against care provision for the aged diabetic patients in India. To address the high occurrence of diabetes in India, clinicians and the government take a central position. It is upon clinicians to ensure that they offer quality care to diabetic patients in the move to manage the disease.

References

Asif, M. (2014). The prevention and control the type-2 diabetes by changing lifestyle and dietary pattern. Journal of Education and Health Promotion, 3, 1. doi:10.4103/2277-9531.127541

Kalra, S., Sridhar, G. R., Balhara, Y. P. S., Sahay, R. K., Bantwal, G., Baruah, M. P., … Prasanna Kumar, K. M. (2013). National recommendations: Psychosocial management of diabetes in India. Indian Journal of Endocrinology and Metabolism, 17(3), 376–395. doi:10.4103/2230-8210.111608

Kaveeshwar, S. A., & Cornwall, J. (2014). The current state of diabetes mellitus in India. The Australasian Medical Journal, 7(1), 45–48. doi:10.4066/AMJ.2013.1979

Khalil, H., Tan, A., & George, J. (2012). Diabetes management in Australian rural aged care facilities: A cross-sectional audit. Australas Med J, 5(11), 575–80

Kumar , A. (2010). Insulin guidelines: taking it forward. Medicine Update (API India), 20, 127–130. Retrieved May 28, 2015 from http://apiindia.org/pdf/medicine_update_2010/diabetology_19.pdf.

Kumar, A., Goel, M. K., Jain, R. B., Khanna, P., & Chaudhary, V. (2013). India towards diabetes control: Key issues. Australas Med J, 6(10), 524–531.

Larrañaga, A., Docet, M. F., & García-Mayor, R. V. (2011). Disordered eating behaviors in type 1 diabetic patients. World Journal of Diabetes, 2(11), 189–195. doi:10.4239/wjd.v2.i11.189

Mkilat, A. J., O’Hara, B., & Develin, E. (2009). Concepts and new frontiers for development – What role should health promoters play in lifestyle-based diabetes prevention programs in Australia? Health Promotion Journal of Australia, 20(2), 86-94

Ramachandran, A., Das, A. K., Joshi, S. R., Yajnik, C. S., Shah, S., & Kumar, K. M. (2010). Current Status of Diabetes in India: Need for Novel Therapeutic Agents. JAPI, 58, 7-10

Rao, C. R., Kamath, V. G., Shetty, A., Kamath, A. (2011). A cross-sectional analysis of obesity among a rural population in coastal southern Karnataka, India. Australas Med J, 4(1), 53–57.

Sanofi Diabetes. (2012). All about Diabetes: Future Directions. Retrieved May 28, 2015 from http://www.sanofidiabetes.in/future-directions.aspx

Sukala, W. R., Page, R. A., Rowlands, D. S., Lys, I., Krebs, J. D., Leikis, M. J., & Cheema, B. S. (2012). Exercise intervention in New Zealand Polynesian peoples with type 2 diabetes: Cultural considerations and clinical trial recommendations. Australas Med J,5(8), 429–35

The International Expert Committee. (2009). International Expert Committee report on the role of the A1C assay in the diagnosis of diabetes. Diabetes Care, 32, 1327–34

University of Melbourne. (2011). Diabetes: Future Directions. Retrieved May 28, 2015 from http://research.mdhs.unimelb.edu.au/event/diabetes-future-directions

Unnikrishnan, R. I., Anjana, R. M., &Mohan, V. (2011). Importance of Controlling Diabetes Early–The Concept of Metabolic Memory, Legacy Effect and the Case for Early Insulinisation. JAPI, 50, 8–12.

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