For this essay (case study) you will need to read the following article:
Recruitment in the 21st Century (the article is included as an attachment)
After you have read the article, complete the following:
Identify and analyze the challenges in staffing, especially with regards to personnel selection practices. Identify the best approaches to successful recruitment.
The following conditions must meet in the paper
1) I want a typical and a quality answer which should have about 1100 words.
2) The answer must raise appropriate critical questions.
3) The answer must include examples from experience or the web with references from relevant examples from real companies.
4) Do include all your references, as per the Harvard Referencing System,
5) Please don’t use Wikipedia web site.
6) I need examples from peer reviewed articles or researches.
Appreciate each single moment you spend in writing my paper
Best regards
SAMPLE ANSWER
Challenges and Solutions to Effective Recruiting
Recruiting new employees is becoming more and more difficult among employers today. There are a variety of challenges attached to the recruitment exercise ranging from finding to attracting good talent. On the other hand, employees have become more and more aware of the need to identify employers who are more likely to accommodate them indefinitely and to give them a reasonable compensation while at the same time placing them under proper working conditions. This paper analyzes the major drawbacks to the recruitment process and provides viable solutions.
Challenges
Finding talent is one challenge that employers find rather difficult in the present age. In this regard, employees are becoming more and more likely to resist new employers if they are of high quality (Shafique, 2012). High quality employees also have restrictions as to who may employ them (Gberevbie, 2008). If the needs of the employer and the employee to not complement each other, then recruitment is made difficult.
Employers must also seem attractive for them to attract good talent. In this regard, for employers to get access to good talent, they must also be willing to go an extra mile while dealing with potential employees (Shafique, 2012). This includes giving feedback to unsuccessful candidates, planning for interviews swiftly and using a variety of platforms to advertise the company’s vacancies.
Another challenge to the recruitment exercise is selecting the right platform for advertising. While employers have recognized the need in utilizing multiple platforms, they have failed in regard to identifying the right partners in this regard (Hutchinson, 2010). On the one hand, they must identify companies that offer relevant personnel and on the other hand they must obtain one with a sufficient employee network.
Today, employers have had to change their staple from A-level to mainly graduate recruiting (Shafique, 2012). This is because present generations have come with a vast knowledge in technology coupled with a high level of education. With this regard, employers have found the need to accommodate the new developments in order for them to remain relevant to their field.
Another challenge in the industry is the problem of identifying individuals who will fit into the company culture (Sage, 2014). For certain companies such as Apple, identifying someone who will fit into the company culture is vital. The company culture at Apple requires creative people who are able to work in teams. Identifying such people is sometimes rather difficult. Consider the position of Head of Retail in the company. When it was left vacant after the resignation of Ron Johnson in 2011, the position was filled by John Browett. However, the new head of sales could not fit into the culture at Apple and was finally replaced. Currently however, the position has been filled by Angela Ahrendts. Angela fits perfectly in the culture of Apple (Gurman, 2013). The only issue arises in that the company had to search for a whole two years before finally settling on her.
Finally, there is the challenge of identifying the best candidate fast. Sometimes employees need to identify a good candidate fast. If they do, they are faced with the challenge of compromising on some of their values or doing devising alternatives of getting the roles performed. Both of these options may impact on the productivity of the company. It is therefore important that each of the roles be satisfactorily filled as soon as reasonably possible.
Solutions
With the many challenges that have been identified in recruitment, employers must devise suitable recruitment methods. A company should also be willing to look at various platforms before finally settling on any one. Alternatively, the company should identify various platforms and adopt as many as possible so as to get access to a wider number of potential candidates.
One very important aspect of recruiting today is using the internet. It solves most of the challenges above. First, it is often one of the swiftest recruitment methods. It comes with little effort and brings with it, a variety of options. The internet is also one of the most cost-effective methods (Shafique, 2012). Today, all major companies have identified the need to incorporate recruitment into their online company profiles. All major companies make sure that they advertise vacant positions on their websites. In most instances, employees who are motivated or interested in working for the company often look on the company’s website. Tapping the internet could therefore be a source of quality employees who are ready to jump ship.
Advertising is another important aspect of recruiting. Advertising vacant positions has always been part of most companies’ recruitment programs. It involves the company’s paying for advertisement services from another company in order to fill vacant positions (Walker, 2008). On doing this, the company must be willing to pay as well as explore various options. Some quality employees are only going to be reached on the internet while others are only going to be reached on newspapers or magazines (Haar & White, 2011). Posting advertisements on numerous platforms opens up the position to various candidates.
Once the position has been opened to the public, numerous applications will often be made. It is important for the company to identify methods of obtaining only the right candidate for the position. This involves eliminating all those who are unqualified and retaining only those who are potential candidates (Walker, 2008). The best method is to review the properties of each candidate individually and only retaining only those who will be suitable for the position. After this, the right candidate should be identified by interviews.
In the course of filling positions, companies can take advantage of the big number of applicants to identify talent (Shafique, 2012). Some candidates may not qualify for certain positions but be perfect for others. Analyzing each candidate independently helps the company to identify such talent and take advantage of them accordingly.
Once talent has been identified, it should also be retained. Retaining employees involves a variety of concepts. First, employers should be willing to go an extra mile and provide good compensation plans for its employees (Rostker, Hix & Wilson, 2007). If employees are not given attractive plans, they will keep looking. Employees who keep looking will be most likely moving to other companies if an opportunity arises. Proper working conditions should also be prioritized to ensure that employees prefer working there regardless of the pay levels.
In conclusion, companies usually must a have a continuous recruitment program to deal with its growth and the positions that are left vacant by exiting employees. Identifying the right talent is vital to the recruitment exercise. Employees who move the operations of the company should be retained at all costs. Getting such employees requires identifying a variety of strategies and employing as many as possible to ensure that the company never falls short of candidates to employ.
References
Shafique, O. 2012. Recruitment in the 21st Century. International Journal of Contemporary Research in Business, 4(2), 887-901.
Gberevbie, D. 2008. Employee Retention Strategies And Organizational Performance. IFE PsychologIA, 16(2).
Haar, J. and White, B. 2011. Corporate entrepreneurship and information technology towards employee retention: a study of New Zealand firms. Human Resource Management Journal, 23(1), pp.109-125.
Hutchinson, I. 2010. People glue. Warriewood, N.S.W.: Woodslane Press.
Rostker, B., Hix, W. and Wilson, J. (2007). Recruitment and retention. Santa Monica, CA: Rand Gulf States Policy Institute.
Pros and cons of removing personal information prior to the screening and short listing of applicants for employment
Order Instructions:
Dear Sir,
I need a paper in the following subject:
Identify the pros and cons of removing personal information, such as age, gender, ethnic origin, and family or marital circumstances, prior to the screening and short listing of applicants for employment. Take a position for either removing or retaining such information.
The following conditions must meet in the paper
1) I want a typical and a quality answer which should have about 830 words.
2) The answer must raise appropriate critical questions.
3) The answer must include examples from experience or the web with references from
relevant examples from real companies.
4) Do include all your references, as per the Harvard Referencing System,
5) Please don’t use Wikipedia web site.
6) I need examples from peer reviewed articles or research.
Appreciate each single moment you spend in writing my paper
Best regards
SAMPLE ANSWER
Every employee has personal information with regards to age, ethnic origin, gender, and marital status that can possibly be captured, or left out prior to screening and shortlisting of employment application. Removing or retaining personal information has possible implications that should adequately be considered during shortlisting.
Mollick (2010) argues that the removal of the personal information helps a person to have maximum privacy in accordance to the Freedom Act and the Privacy Act that forbids a company from releasing an employee’s personal information.Some information like the payroll information in the case of federal agencies is exempted from the public disclosure and this can only happen when a person has declared his information to be released to the public (Iannarelli & O’Shaughnessy, 2014).The failure not to assess the employee’s personal information makes them have a complete trust on their employer since they are sure that such information will not be used in a biased manner against them. Most employees are free to release their personal information to their employers but they would not wish that this information be used against them for discrimination purposes in their workplace. In a case where trust is lost, employees tend swift to places where they are treated better such that their personal information is not necessary for employment purposes. Some people fail to avail their personal information since they think by doing that they will have invaded their personal liberty and this helps them not to reveal their background checks to their employer. A mistake done in the youth may affect a person in that they don’t get a certain job and if they do not disclose their personal information to their employees they secure the job at hand. Over the year, people have been discriminated in their workplace due to ethnic origin, religion, gender, and background. Concealing such personal information is the only chance that can help reduce such forms of discrimination.
The removal of personal information is useful since it helps one not to be able to sell another person’s information to unscrupulous persons that may use such information in unnecessary means. In the case of personal property like the driving licenses, it is important not to give such personal information to the employer for easy retrieval in case such documents get lost. Not disclosing personal information helps victims to be able to protect themselves from the thief’s who have intentions of hacking their systems or acquiring property from them through unauthorized means.The ability not to disclose personal information’s helps one to be sure that his information is not being misused or even it is not compromised by organizations or their employers for their own benefits and not issues related to their duties. Thorough background checkup protects the employers not to have problems in their future lawsuits with their employer.
It is advisable to have a specific person who receives company office calls since it is good to have one person who is trusted in safeguarding employee’s information (Blanpain, 2014). On the other hand, background checks are very expensive in terms of money since most employers tend not to carry thorough checks on the people they are about to employ since its highly expensive to do so.Litigation is evident in most companies since they failed to carry enough background check on the people they were employing, a good case example is Wal-Mart, which was involved in the negligence lawsuit in matters related to employees personal information (Teevan & Jones, 2006). The employer can highly be penalized by not dealing with private information or data that is provided to him in irresponsible manner and this may bring problems on the side of the employee. Carelessness of losing personal information may lead to heavy fines which may make the employers be compromised by the court to pay them.The company that gets access to personal information or even the doings of those persons and fails to handle it well may find itself in problems if such information was to get into the wrong hands; hence they need to be very sensitive on such information.According to Charters (2005), the extensive background checks carried out by company employers may be very crucial to a person’s livelihood and this explains why companies should not make errors while performing background checks.Terrorist attacks have contributed to the result of high security check since it is hard to get a job without undergoing serious security check for the employer to be sure of the type of a person he is dealing with.
However, disclosing the personal information of the employees also has some benefits (Iannarelli & O’Shaughnessy, 2014). Disclosing such personal information helps the HR department to prove to the management and the general public that they are fair in their recruitment and that all the demographic groups are incorporated. This is highly important in cosmopolitan zones and ethnically mixed population, whereby any form of discrimination is highly sensitive. In addition, displaying personal information enables the HR department to plan for necessary adjustments with the aim of ensuring that all the demographic groups are represented. A particular demographic group can be good in doing a particular task within the organization and thus, such personal information can be used by HR for their employee placement.
References
Blanpain, R.2014. Protection of Employees’ Personal Information and Privacy. Wolters Kluwer Law & Business
Charters, D. 2005.Managing employee personal information. CMA Management. Vol. 79 Issue 2, p14-15
Iannarelli, J. & O’Shaughnessy, M. 2014.Information Governance and Security: Protecting and Managing Your Company Proprietary Information. Butterworth-Heinemann, 1 edition
Health threat is global and not national in nature
Health threat is global and not national in nature.
Order Instructions:
The international human right to health has been established through various international agreements and other documents, as depicted in “Table 12: Sources for the human right to health” (pp. 279–280). Among the principles that are asserted as human rights are the availability, accessibility, acceptability, and quality of public health and health care services.
In this Application Assignment you are asked to analyze a global public health problem using the international human right to health as a framework. In what ways would a human rights approach to the problem help to provide solutions to the health threat?
Begin by examining a global health problem, such as a particular infectious or chronic disease or type of injury. Alternatively, choose specific public health problems such as lack of access to medical or dental care, war, or a natural disaster. Research your topic by locating and reading at least three primary research articles.
Then, write a 3- to 5-page paper in which you address the following:
•Explain why your selected health threat is global and not national in nature.
•Using the international human right to health as a framework, describe the severity of this problem. Focus particularly on the availability, accessibility, acceptability, and quality of public health and health-care services related to your chosen global health threat. (Refer to Box 17, p. 281.)
•Do you think that a human rights approach is an appropriate and effective method for addressing this particular health issue? Take a stand and justify your position.
Your paper must provide APA-formatted references for all resources used and adhere to APA style and format.
References
Course Text: Public Health Law: Power, Duty, Restraint by Gostin (2008) Chapter 7, “Global Health Law”
This chapter explores public health law on a global scale. It identifies the major intergovernmental organizations working on global health issues. It also examines how decisions are made to determine international public health emergencies with the global spread of disease.
In today’s world, accountability of the health centers has drastically increased where the services provided by the healthcare providers is carefully monitored by all rights guiding human rights. As a result, most of the health care systems have greatly worked in the expectation of human rights in the provision of their services. To avoid being held responsible of any adverse health situation of any individual, the government has ensured that there is availability of health services, safe and healthy working conditions of these systems. This is done in an attempt of coordinating well with human rights to health that have been protected by national and international bodies across the world. As such, this essay focuses on the human rights to health in regard to chronic diseases and how human rights can be used to control all health complications associated with chronic disease.
Chronic disease is a continuous health condition that cannot be cured but can only be controlled. According to the Center of Managing Chronic Disease (2011), chronic disease affects the largest population globally and being the leading cause of disability and deaths in the United States where it constitutes to the 70% of deaths in U.S. In addition, chronic disease is the leading cause of premature deaths across the world even where infectious disease are flourishing. However, despite these serious issues associated with chronic disease they are preventable as most of causes of this disease can be avoided as most of them are nutrition related causes. Consequently, this means that this disease is manageable and, thus, all the health organization bodies aiming at controlling this disease focuses on assisting patients in managing the disease by themselves.
Nevertheless, human rights to health can be used to prevent and reduce the rampancy of this disease. Human rights to health use several principles to evaluate the performance of a health care institution as well as the services they are providing. These rights argue that it is a right of every human being to achieve highest standards of mental and physical health that incorporates the ease of accessibility of medical services, health working condition, sanitation and a clean environment (Hunnicutt, 2010). According to human rights to health, there should be a universal way of accessing health care for everyone and it should be done on an equal basis. The accessibility right cuts across all forms of openness needed in a health facility. This includes the physical, information and economic accessibility (Hunnicutt, 2010). Chronic diseases can be prevented or contained whenever there is availability of healthcare services. It is through the availability of these services that will ensure that the bills associated in maintaining the sick people is reduced. Also, accessibility of these services will ease the availability of health education to the patients on how to manage their health conditions.
In addition, human rights stress that health care services should always be available. This right insists on the availability of enough health care infrastructures such as hospitals and trained health care professionals, services such as mental health and goods like drugs (Hunnicutt, 2010). Through the availability of services, chronic disease can be easily prevented as patients will be visiting these institutions severally and be attended to leading to early detection of this disease which is a key factor of controlling this disease. Moreover, the human right to health ensures that the health care providers and institutions are recognizing and respecting the dignity of human through the right of acceptability and dignity (Wolff, 2012). This right ensures that the appropriate services are offered by these institutions are taking into account the culture of the patient, gender and age. Through this right, chronic disease can be prevented amongst the old age as they are prone to these diseases. This right will ensure that the service providers extend their health education to the old age in an attempt of guiding them on the dietary issues. More so, the disparity of chronic disease is based upon the diversification of the ethnicity, education level and socioeconomic of different people. As such, this power governs the provision of health services to all the people equally while abiding with the code of ethics governing healthcare operations.
Correspondingly, human right to health uses the principle of quality to evaluate the quality of healthcare services provided in these institutions and their impact on the attended patients (Wolff, 2012). This principle argues that all health care must be of good quality and suitable to the serving of the patients. The right continues to argue that these services must be provided in time and in a safe manner. The right goes on and insists of the appropriateness of the of quality scientific and medical application in healthcare (Wolff, 2012). This can help reduce chronic liver disease that is an example of chronic disease by reducing the usage of the antibiotics by the patients.
All these rights combined can help reduce and prevent chronic diseases as they govern how the health care facility and providers handle patients. Similarly, these rights ensure that there is accessibility of the available healthcare services that in turn help in early identification of the chronic disease. Equally, the rights evaluate the quality of the services provided by clinicians while attending to patients affected by this disease as well as acceptability of all the patients without any biasness in basis of age, gender, ethnic and education level.
Conclusion
In a conclusive voice, therefore, human rights to health are a crucial issue in evaluating the performance of a healthcare institution and in enhancing provision of better services by these institutions. Additionally, these rights can help in preventing and managing chronic diseases in that they ensure equal servicing of these patients as well as provision of high-quality service. Lastly, these rights ensure that health care services are enough and easily accessible anywhere, anytime by all patients.
One way of broaching the topic of ethics in professional practice is to focus on particular ethical dilemmas that arise in the research or practice that surrounds management activities themselves. For example, well-known ethical dilemmas exist in the field of human resources, and other dilemmas surround the handling of financial transactions and decisions.
Search the Walden Library for a scholarly or practitioner article in a peer-reviewed journal that deals with an ethical dilemma in a management context. How might you research the dilemma presented in the article? Would you examine causation, interventions, solutions, structural issues, or other aspects? Select one or two aspects of the issue presented, and think about how you might formulate a research-oriented approach that would benefit the larger professional practice.
Begin by presenting a brief overview of the article you found. Next, present the ethical dilemma, followed by your research approach and its potential practice-based benefits.
——————————————————————————–
With these thoughts in mind:
Post your analysis to the Discussion by Day 3. Be sure to include at least two questions to elicit suggestions and responses from your colleagues.
Article !!!! (see below)
Ethics
E-mail and Ethical Issues
Loretta J. Bradley
Bret Hendricks
Texas Tech University
The proliferation of the use of e-mail and texting has created some ethical dilemmas for family counselors. Although e-mail can expand and encourage communication, it is not problem free and, in fact, can pose problems.
There are issues with privacy, confidentiality, and maintaining an appropriate professional relationship. Family counselors should be aware of the promises and pitfalls in using e-mail and related technologies.
Keywords: e-mail; family counseling;confidentiality; ethical dilemmas;counseling relationship
Jason, a family counselor in private practice laments, ‘‘I checked my e-mail today and realized that a client had sent me an e-mail last week about his increasing problems with his family. Until today, I was unaware that he had sent that e-mail. I don’t check my e-mail every day. Now I am wondering if I’m legally liable for answering that e-mail that was sent outside the counseling session?’’ If I do answer that e-mail, will that be considered counseling? If I don’t answer that e-mail, am I ignoring my ethical duty as family
counselor?
In the past decade, e-mail has created new ethical
dilemmas for family counselors. The questions listed above represent a growing body of questions produced by the rapid increase of e-mail use. The proliferation of the use of e-mail and texting has increased to the extent that many clients of family counselors use these methods of communication so
often that verbal communication becomes a lesser preferred mode of communication (Finn, 2006; Fisher & Fried, 2008; Haberstroh, Duffey, Evans, Gee & Trepal, 2007; Walther, 2007). Electronic communication has spawned a new language,
seemingly understood only by those who practice
it. For example, although the word ‘‘texting,’’ a verb, was not seen in Webster’s 2002 Dictionary (Landau, 2002), is now used so frequently that the word is now used as standard English. The phrase ‘‘B hr B4 H gts 2 th crb’’ (‘‘Be here before he gets home’’) presents the reader with a plethora of contextual meanings and misunderstandings while the message is clearly understood by clients who are contemporary e-mail users.
Given the potential ethical and legal issues generated by e-mail, this article is written to explore the ethical concerns posed by e-mail in family counseling. Specifically, this article will focus on the ethical dilemmas generated from the use of e-mail in family counseling while simultaneously trying to answer the question, is e-mail friend or foe? The authors wish to point out that our focus is on e-mail, not internet counseling, which has been addressed recently
in the American Counseling Code of Ethics (American
Counseling Association [ACA], 2005) and earlier in the ACA Standards for Online Counseling (ACA, 1999).
TECHNOLOGY EXPANSION
The past three decades, and especially the last decade, have produced enormous advances in technology. Ten years ago, McMinn, Buchanan, Ellens, and Ryan (1999) described three waves in the advancement of technology. The three were detailed as those technologies that increase office
efficiency, enhance clinical services, and improve new, emerging technologies. The researchers identified the first wave as advances in fax machines, word processors, answering machines, and voice mail machines. Now, 10 years later, the first wave technologies have been integrated into daily work activities. Second wave technologies were defined as advances to enhance test administration, scoring,
and interpretation. McMinn et al. (1999) identified third wave technologies that affect practice. In 1999, when their article was written, the third wave included the use of telephone, e-mail, and chat rooms. Now, in 2009, as the technology horizon has expanded, the division between the first, second, and third wave has blurred because all three waves are entrenched in the work place. Consequently,
Authors’ Note: Correspondence concerning this article should be addressed to Loretta Bradley, Texas Tech University, COE Box 41071, Lubbock, TX 79409; e-mail:loretta.bradley@ttu.edu.
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e-mail, which was yesterday’s innovative technology, has become today’s ‘‘common’’ technology. In fact, e-mail is the most frequently used Internet resource (Finn, 2006).
E-MAIL EXPANSION
The use of e-mail, which came into existence in 1971,
continues to expand in the United States. In 2001, 57% of Americans responded that they are Internet users (Shaw & Shaw, 2006). Today that percentage has increased to 72.5% (Parks, 2008). The Radicati Group (2009 estimated that the number of e-mails sent daily is approximately 210 billion with individual corporate workers sending an estimated 156 billion per day. The use of e-mail is not limited to a single profession but instead is prevalent in most professions, including counseling. In 2008, 81% of those individuals in the United States reported that they used e-mail at least occasionally (Finn, 2006; Madden & Jones, 2008).
Additionally, according to the Pew Report (2009) of
those who use e-mail, 80% reported that e-mail has
increased their ability to do their job while 58% reported that e-mail has allowed them more flexibility in their work hours. Conversely, workers reported that most of the messages that they receive at work are personal in nature with online shopping reported by 22% of the respondents. With regard to percentages, the Pew report further indicated that
50%of all workers in the United States check their e-mail on weekends with 22% reporting that they checked their e-mail ‘‘often’’ on weekends.
Articles have been written about the expansion of e-mail between business provider and consumer (Armstrong, 2002; Armstrong, Mazzucca, Hansmann, & Groth, 2001; Brynko, 2007; Hoffman, Hartman, & Rowe, 2003; Kelleher & Hall, 2005; Peek, Peek, Roxas, Robichaud, & Blanco, 2007; Sunner, 2005; Womack, Braswell, & Harmon, 2004), counselor and client (Alemi et al., 2007; Bloom, 1998; Caffery & Smith, 2006; Haberstroh et al., 2007; Haslam & Harris, 2004; Shaw & Shaw, 2006; Watson, Jones, & Burns, 2007), lawyer and client (Hricik&Scott, 2007;Walther, 2007), nurse and patient (Caffery, Stewart, & Smith, 2007; Cleary &
Freeman, 2005; DeSantis & Keller, 2007; Edwards, 2008; Kralik, Price, Warren, & Koch, 2006), physician and patient (Brooks & Menachemi, 2006; Constantine, Crane, Noll, Doswell, & Braxter, 2007; Granberry, 2007; Kivits, 2006; Koo & Skinner, 2005; Kuszler, 2000; Nijland, vanGemert- Pijnen, Boer, Steehouder, & Seydel, 2008; Torrance, Lasome, & Agazio, 2002), psychologist and client (Fisher
& Fried, 2008), social worker and client (Finn, 2002, 2006; Parker, 2008), and government (Freeman, 2007).
Since the first e-mail was sent in 1971, e-mail has
evolved and expanded at an unprecedented rate, and there is every expectation that e-mail communication will continue to expand. Although the expansion of e-mail use has been overwhelming, e-mail’s acceptance among users is mixed. E-mail has generally been viewed positively with 72% of workers reporting that e-mail has improved their
ability to do their jobs; conversely, e-mail has been viewed as problematic for about one fourth of workers (Finn, 2006).
Finn reports that a Pew Internet and American Life Project Poll studying e-mail in the workplace found that one fourth of the workers experienced difficulty with e-mail, 22% of workers reported that e-mail caused misunderstandings at work, 28% found e-mail distracting at work, 23% reported e-mail created stress at work, and 16% said e-mail advanced
gossip.
PROBLEMATIC ISSUES
As the Finn (2006) study indicated although e-mail can open up communication, it is not problem free, and in fact can pose problems. Zambroski (2006) cites the following as problems resulting from e-mails. About 2 years ago, a Boston attorney feeling offended by an e-mail from a client forwarded their disagreements via e-mail to a colleague. Little
did he know that this e-mail would spread to the Boston legal community to be eventually aired on ABC’s Nightline News. In another newscast, CNN News ran a story in which they reported that e-mail is ‘‘fodder’’ for litigation. CNN News further reported on e-mails involved in legal issues.
Specifically, a Massachusetts class-action suit was filed over the dangers of the drug combination, Phen-Fen. In that suit, the court allowed an e-mail to be admitted. In this e-mail, the company executive wrote, ‘‘Do I have to look forward to spending my waning years writing checks to fat people worried about a single lung problem?’’ In another
court case, Chevron settled a US$ 2.2M lawsuit that involved an interoffice e-mail giving 25 reasons why beer is better than women. Zambroski concluded his article by encouraging companies to decrease their e-mail vulnerabilities by having an e-mail policy that educates employees about practices involving e-mail in the workplace. In his summary statement, he admonished that e-mail users should not send
an e-mail in anger or haste, and furthermore, he said they should not send personal e-mails from their work accounts.
He encouraged e-mail users to maintain virus protection, encrypt all e-mails, insist on periodic backups, use antivirus protection, and use strong passwords. Although the Zambroski article was written for the business community, its advice is relevant for the counseling community.
COUNSELING AND E-MAIL
E-mail communication between counselor and client
offers opportunities to improve counseling services. That is, e-mail offers a fast, economical method of communication that may serve as a positive adjunct to the family counseling relationship. For example, the time and place to communicate via e-mail are selected by both
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parties. E-mail can help the counselor and client avoid the rush and hasty response that can occur in a telephone conversation.
For both the counselor and client, e-mail can be
a convenient and flexible mode of communication. Unlike a telephone conversation, e-mail information can be printed and filed. Also e-mail is unique in that it provides a comfortable way for the counselor and client to share information.
However, despite its advantages, e-mail has some challenges. Some challenges involve the counseling relationship, confidentiality and privacy, limits to confidentiality in e-mail and counseling, checking e-mail, and the signature.
COUNSELING RELATIONSHIP
Whether the counseling mode is face-to-face family
counseling, e-mail communication or a combination of the two, the counseling relationship is of paramount importance.
To say that the relationship is important is an understatement for indeed it is critical. In order for counseling to be successful, a working alliance (relationship) must be established whereby trust is essential. Just as the relationship must be established and maintained in face-to-face family counseling, the relationship is likewise critical in e-mail communication.
CONFIDENTIALITY AND PRIVACY
The broad category of confidentiality includes privacy information, informational notices, client waiver, records of electronic communication, and electronic transfer of client information (Manhal-Baugus, 2001). There are some risks problematic to confidentiality. In a recent study by Finn (2006), it was reported that 1 in 20 social workers reported that a client’s confidentiality was violated as a result of e-mail. The counselor must acknowledge to the client
that confidentiality cannot be guaranteed. Although
sometimes imperfect, the counselor must take precautions to try to insure confidentiality. For example, the counselor must implement procedures to try to prevent a third party from receiving the information. A common security precaution
is encryption, which is recommended to reduce the risk of disclosure. Also, it is critical that computers are protected by firewall software. Just as in a face-to-face family counseling session, the counselor using e-mail must discuss the limits to confidentiality. Furthermore, both counselor and
client must discuss what is acceptable to send in e-mails.
IS E-MAIL SYNONYMOUS WITH COUNSELING?
An important question is when the family counselor
sends an e-mail, is this e-mail considered counseling? Our response to this question is that if the e-mail involves any aspect of counseling, then it will be viewed as clinical and thus considered as counseling. Possibly one exception is an administrative e-mail in which the counselor merely
gives the time, date, place of the appointment or gives the notice that because of unforeseen circumstances, the office is closed today. The authors believe that if the e-mail is strictly administrative, it is likely not to be viewed as counseling. If, however, the e-mail involves any aspect of counseling, then it will be considered counseling and will therefore become a part of the client’s counseling record.
These records will be subject to the same rules and
procedures, including subpoena, as the other portions of the official record.
FREQUENCY OF CHECKING E-MAIL
If the family counselor gives his or her e-mail address to clients, must that counselor check the e-mail every hour? Every day? Every week? The subject issue here is not how often the counselor must check the e-mail but what has the counselor communicated to the client about how frequently e-mail will be checked. In other words, the family counselor
must inform the client by both written and verbal communication of when e-mails are checked. If the counselor decides to use e-mail communication, the counselor must indicate the policies and procedures regarding e-mail use.
Furthermore, the counselor must inform the client about the limitations (e.g., security, confidentiality, unauthorized readers) of e-mail.
E-MAIL SIGNATURE
While most counselors using e-mail to communicate
with clients often focus on what is written in the body of the e-mail, the authors wish to point out that it is equally important to concentrate on the signature. Zur (2008) concludes that every e-mail sent to a client must contain a signature.
In addition to the typical signature listing names and contact information, Zur states that the signature must include information about such issues as confidentiality, security, privacy, unauthorized access, and intended user. With regard to the notice of confidentiality, Zur states the signature statement should indicate ‘‘this e-mail and any attachments
are intended only for use by the addressee and may
also contain privileged or confidential information’’ (p. 3).
Thus, it is clear that Zur is saying that e-mail involved in counseling must be expanded to include the above items.
DISCUSSION AND SUMMARY
E-mail used by family counselors is an interpretive
endeavor. In this article, the authors used the theme of ‘‘counselor be aware’’ when using e-mail. Furthermore, the authors suggested that the use of e-mail by family counselors is a relatively new process that is in a stage of Bradley, Hendricks / E-MAIL AND ETHICAL ISSUES 269
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‘‘developing.’’ Because the use of e-mail is developing, the authors focused on several ethical dilemmas that counselors cannot overlook. In some instances, the authors were able to give definitive answers, while in other instances, we could
only make suggestions on how to avoid potential ethical and legal problems. While some family counselors may decide to use e-mail communication with clients, others may decide to avoid the use of e-mail. For counselors using e-mail, we believe the counselor should use e-mail as an adjunct to and
not a replacement for face-to-face counseling.
It is important to note that the authors are not attempting to tell the family counselor to use or not to use e-mail in counseling. Instead, we were trying to recommend that if the counselor decides to use e-mail in counseling, then the counselor must be aware of potential ethical challenges.
Regardless of the challenge, the counselor must attend to the welfare of the client. Essentially, this means that the counselor must practice the highest ethical principles at all times. Because it is a given that ethical codes will not address all of the potential ethical issues that may arise, family counselors must be proactive in attempting to foresee and address potential ethical problems. When using e-mail, family counselors must create a written statement pertaining to e-mail communication, which includes policies about e-mail prior to the first e-mail being sent. The written statement, which should be a part of initial informed consent, must be signed by the client. Additionally, family counselors should discuss their e-mail policies with their clients thereby
providing further clarification of the policies in effect. In other words, counselors should not simply assume that clients understand e-mail policies by merely reading the policies; instead, family counselors must discuss their policies regarding e-mail to assure client understanding.
Although most of this article has focused on protection for the client, family counselors must also be aware of the ethical domains that directly affect their own protection. For example, family counselors must decide whether they are going to engage in the use of e-mail at all. If yes, then they must decide the extent to which they will use e-mail.
Additionally, they must examine such issues as, although not limited to, their technological competence, counseling competence, counseling relationship, ethics, and liability.
The authors suggest, in regard to liability, that liability insurance covering e-mail communication with clients be obtained because communication by e-mail is likely to be considered counseling. If e-mail is to be used, even as an adjunct to counseling, family counselors should be aware of current literature concerning e-mail use from other fields outside professional counseling because other professions
are also grappling with similar issues. Furthermore, they might contact family counselors who have used e-mails in counseling. The experience of other professionals will likely provide information to enhance the counselor’s competence.
In summary, e-mail developed from being a simple,
efficient, and inexpensive means of communication for short messages into a broad, complex means of communication that has spanned many areas including counseling. On the basis of issues raised in this and other articles, family counselors are encouraged to learn more about the relevant
ethical and legal issues related to e-mail before services are provided via e-mail.
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People encounter ethical dilemmas in their research and practice that affect their undertakings. Conflicts between moral imperatives lead an individual to obey one decision causing transgression of the others (Serpil, 2012). The author discusses on ethical dilemma concept in practice as presented in an article.
Overview of the article
The article ‘E-mail and Ethical Issues’ by Lorettta Bradley provides an insight to the increased use of email and texting. The article explores on the ethical dilemmas that family counseling face while using e-mail to render their services. Managers as well use this form of communication to reach to their customers as well as to engage in personal issues. This form of communication present various ethical dilemmas and it is important for the users especially counselors to understand these ethical dilemmas to avoid the same. Email is not problem-free and has potential to pose various problems to the customers as well as the managers such as counselors. Some of the issues that characterize email communication include maintaining of professional relationship, privacy and confidentiality.
Ethical dilemma
Various ethical concerns manifest in the article. One of the concerns is using email in maintaining of professional relationship. Emails offer fast and economical method of communication; it therefore can promote family counseling relationships. Family counselor can use this mode of communication to provide these services. However, for counseling to be successful it requires face-to-face and work alliance relationship between the two. This is the appropriate way to achieve trust and as well impact on the counseling. Therefore, it becomes an ethical dilemma when it comes to making decision to provide family counseling using email a supposed to meeting the client face to face.
Confidentiality and privacy of the client and the customer is another ethical dilemma. Client has a right to confidentiality and privacy of information provided through email (Husser, Gautier & André & Lespinet-Najib, 2014). Ethical dilemma arises when it comes to determining what kind of information send through email is considered as private and confidential and which one does not. Furthermore, selecting and categorizing the message from email as relating to counseling or administrative posses ethical dilemma.
It is also important for the family therapist to inform the client when they will check their emails to avoid misunderstanding that may result to ethical dilemma. The family counselor must indicate the procedures and policies regarding use of email as well inform the client on the limitations inherent in use of email such as unauthorized readers, confidentiality and security.
Research oriented approach
A research-oriented approach that would benefit the larger professional practice is evidenced based. This approach would allow collection of systematic data through interview, observation and experiment and testing of hypothesis to reach decisive decisions that would help provide solutions to such ethical problems (Dale, 2005).
Potential practice-based benefits
This practice would accrue various benefits to professional practice. It will provide enough evidence on the issue and scenarios that ethical dilemma occurs. This scope of knowledge will provide an avenue of improvising appropriate measures to avoid ethical dilemma in management practices. Decision making process will improve and the relationships between the family counselor and the clients will improve. Furthermore, this information will be adopted or referenced in many other studies that hence helping accumulate information body that will help practitioners in such situations.
In conclusion, ethical dilemma is challenge and deterrence in delivering quality services. Professionals in various areas or field of management must understand modalities to manage instances of ethical dilemma to avoid conflicts and deliver better services
References
Bradley, L. (2010). E-mail and Ethical Issues, Texas Tech University
Dale, E. (2005). Evidence-based practice: compatibility with nursing. Nurs Stand 19 (40): 48–53.
My subject is not Economics!
I have not found Leadership foundations as a subject
SAMPLE ANSWER
Introduction
A non-profit organization, usually abbreviated as NPO, is an organization that uses excess revenue with an intention of achieving its goals instead of distributing the revenues to other organizations as profits or even dividends. Despite the fact that the non-profit organizations are allowed to generate excess revenues, they are obliged to be retained by the organization for self-preservation, expansion or even plans. The NPOs have their leaders or controlling members who are also called the board members who encounter several issues or problems in their leadership. This article critically analyses a real-world leadership problem by expounding on the issues that leaders or the management face in nonprofit organizations. Aside from that, it further explains the skills that the nonprofit sector requires of its managers and leaders for the success of their organization. This is a strategic means of solving the real world leadership problem in the nonprofit through expounding on the roles and the responsibilities of the board members.
Leadership Problem in Non-Profits
Non-profit organizations face challenges, which are believed to involve the need for an improved execution in their areas of fundamental concern. These areas are the mission focus, board governance, succession planning, fundraising, and development and more so, the performance measurement (Leadership groups support area non-profits, 2013). Usually, the nonprofits that lose their way have these issues at the root of the problem, all of which revolve around the problem of leadership foundation.
The mission focus matters the most (Wells, 2012). For the profit corporations, leaders have the ability to assert with ease that they have a mission to maximize the shareholder value. This is not the case with the leaders for the non-profit organizations. The non-profit leaders lack that inherent purpose in clarity. They, thus, experience a mission creep, which remains the greatest threat to them. This issue is mainly caused due to the lack of the leadership foundation in the non-profit sectors, however, there still exists countless of external and internal stakeholders, who can lead such an organization astray. For example, there exist many funders who exert subtle but fierce pressure to the non-profit organizations with a purpose of broadening their mission in order to accommodate a particular grant-making interest (Hamlin, Sawyer & Sage, 2011). However, there exists some extraordinary leaders in the non-profit sectors who have the ability to celebrate their accomplishments and at the same time, share their best practices with others. They find it right to say ‘No, thank you’ to those funders who grant to cause mission creep (Business Policy and Strategy Conference Paper Abstracts, 2003). They choose to do what is in the scope of their mission and not what the funders are telling them to do. That, however, may cost them a lot but the non-profit leaders who are smart understand the cost of saying yes to the funders. Mission creep has the ability to stretch the resources of the organization so thin in that it ends up losing the ability to pursue its core goals.
Mismanagement of resources is a particular problem with the non-profits organizations. This is because the employees do not account to anybody with a very direct stake in their non-profit sector. For example, an employee is able to start a new program without telling the management and the rest of the staff about the complete liabilities of the program started (Clark, 2012). Rather, the employee will be appreciated for improving the reputation of the organization, attracting more donors and above all making the other staff happy. Indirect liabilities, affect the financial sustainability of the NPO negatively making the organization to have financial problems unless very dire controls are instated.
A better board of leaders will make a better non-profit organization. Members of the board of a nonprofit organization are obliged to engage both directly and very deeply into the work of their organization. Failure to that, the board meeting will degenerate into the rubber stamp exercises that could end up depriving the non-profit leaders of a much needed strategic guidance. The board members on their part would feel that their time is not spent in the right way. For example, the leaders at the Mothers2Mothers, which is a Kravis Prize organization, take that lesson to heart. The board members, according to Andrew Stem who is the board chair, talk and argue a lot to an extent where the meeting could be exhausting (Osula, 2014). They attend meetings to guide the organization’s strategy and to make the critical decisions.
The composition of the board is an equally important matter. A board that is constituted of the diverse composition of professional backgrounds with different representatives from the private sector and various segments creates a rich and more so, ultimately very helpful discussions which further balances decision making in board meetings.
In leadership foundation, there must exist an intentional succession planning. In organizations, nothing succeeds like succession (Doh & Quigley, 2014). An intentional succession planning is important for any organization. More so, it is an absolute imperative to any social sector that is led by a dynamic and visionary founder. The founder transitions are burdened with different potential challenges. These challenges pivot around the primal and the life and death issues rather much more than on the institutional and the organizational ones. The personality traits that drive most founders, for example, an urge to get the apparent constraints, make it quite hard for them to see their mortality like something they are forced to plan for. Succession planning has no time and it is never too early to start it (Doh & Quigley, 2014). This is another issue in the leadership foundation mostly experienced by leaders in the non-profit sectors. The problems and issues experienced in leadership foundation have the ability to bring down an organization because without a strong leadership foundation, the organization will not be able to run well. It is quite a necessity that has been assumed with the non-profit sectors and they need to be addressed in a more professional way.
Informed Suggestions on How to Address the Problem
In order to have a good and strong leadership foundation, the non-profit organizations need to have a strong and innovative leadership and more especially during uncertain times. The main governance competencies in the non-profit sectors involve the board leadership, performance measurement, strategic stewardship, and the financial oversight (Harrison, Murray & Cornforth, 2013).
The world today experiences very challenging environment of business. The board members of the non-profit organizations are required to effectively coordinate several key functions of governance. These functions range from the broad vision of the mission of the organization so as to define the specific metrics of performance measurement. Governing for Non-profit Excellence is designed so as to help the individual members of the board to enhance the leadership and the stewardship that they deliver to their organizations (Hess & Bacigalupo, 2013).
The members of boards of the non-profit organizations are required to start off in the right way. This could be easily done with an orientation program that is supposed to introduce them to the basic duties, roles and the responsibilities to serve as a good non-profit board member. This could at the same time involve the special issues that specifically pertain to the mission of the non-profit organization (Athanasopoulou, 2012). Other than that, it could also involve the information on the governance policies, accountability practices and review and approve the performance and compensation of the executive director. The governance policies remind all the board members about their legal duties together with their fiduciary duties. An example of the accountability practices is the need to disclose the conflict of interest.
During the recruitment of the board members, it is quite necessary to consider using the board member agreement so as to ensure that all members are on the same page. The board members excluding none are ambassadors to the community and that advocates for the nonprofit’s mission. The non-profit sectors are obliged to stand right for their mission, which is a discussion guide to use in the board. The organization’s president, secretary, treasurer among others should ensure they get to know in detail what is needed of them for the specific roles that they will be playing as non-profit officers (Athanasopoulou, 2012).
The board members should be highly educated about the organization. This is offered mainly by the State Associations of the nonprofits in which they offer the brown-bag lunches, roundtables, in-person seminars on the topics of governance and webinars (Karakas & Sarigollu, 2013). The roles and the responsibilities of the board are also included in this. Aside from the State Associations, other community-based sources are also involved in the education. These include the community foundations, local volunteer centers and above all, the university or college management programs for the non-profits.
Solving the non-profits leadership problem on foundation could also involve a local option. This is an option to seek a probono consulting so as to engage a consultant who is an expert in management in the non-profit sectors. The purpose of involving an expert in the non-profit management is to make it possible for him to work directly with the members of the board.
Some organizations however may not be able to involve a consultant or even get someone to train the board members. This does not mean that the organization will have to carry on with its leadership issues and problems. This is because there is still a better option for this; the consideration of the free online training on the ‘board basics’ which is developed by the CompassPoint (Laying the Foundation for Future Leaders, 2014). This is a leading authority in the board governance issues and offers a great numerous publications as well as webinars, national leadership conferences and in-person seminars.
There should be a significant commitment to management and development of leadership for the non-profit sector organizations. The critical factor for every non-profit organization to have the ability to sustain its strength is being able to hone in during hiring, developing and retaining the pool of best talent so as to ensure that it has the ‘bench’; that is, the organization’s own generation of next leaders to have to move the organization forward.
The non-profit managers and leaders will definitely find themselves challenged to maintain the health of the organization together with the health of their careers if the organization will stay without a team of leadership where all the members are able to fully contribute to the organization. The non-profit sectors are required to attend to the issues of succession planning, human capital management and the allocation of resources to impact its management and the preparedness in leadership (McCleskey, 2014).
Conclusion
In conclusion, leaders at high levels in the non-profit sectors are seen as needing more of everything in the organization. The ethics, values, the board, and the committee development are among the most important competencies in an organization regardless of the level of leadership. The leadership foundation must involve all these, and it is mandatory to get to address the problems that leaders face for the organization to run smoothly. Leaders should examine the issues of critical concern to the board members by clarifying the organization’s mission and identifying who will lead it, assessing the organization’s objectives and plans strategically for the future, exploring the efficiencies that are related to mergers, revenues and alliances, creating value added leaderships in board processes and ensuring that the finances are compliant and sustainable.
References
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Business Policy And Strategy Conference Paper Abstracts. (2003). Academy of Management Proceedings, 1-139.
Clark, W. (2012). Introducing Strategic Thinking into a Non-profit Organization to Develop Alternative Income Streams. Journal Of Practical Consulting, 4(1), 32-42.
Doh, J. P., & Quigley, N. R. (2014). Responsible Leadership And Stakeholder Management: Influence Pathways And Organizational Outcomes. Academy Of Management Perspectives, 28(3), 255-274.
Githens, R. P. (2009). Leadership and Power in Fostering a Collaborative Community in a Non-Profit Professional Organization. Systemic Practice & Action Research, 22(5), 413-429.
Hamlin, R. G., Sawyer, J., & Sage, L. (2011). Perceived managerial and leadership effectiveness in a non-profit organization: an exploratory and cross-sector comparative study. Human Resource Development International, 14(2), 217-234.
Harrison, Y., Murray, V., & Cornforth, C. (2013). Perceptions of Board Chair Leadership Effectiveness in Nonprofit and Voluntary Sector Organizations. Voluntas: International Journal Of Voluntary & Nonprofit Organizations, 24(3), 688-712.
Hess, J. D., & Bacigalupo, A. C. (2013). Applying Emotional Intelligence Skills to Leadership and Decision Making in Non-Profit Organizations. Administrative Sciences (2076-3387), 3(4), 202-220.
Karakas, F., & Sarigollu, E. (2013). The Role of Leadership in Creating Virtuous and Compassionate Organizations: Narratives of Benevolent Leadership in an Anatolian Tiger. Journal Of Business Ethics, 113(4), 663-678.
Laying the Foundation for Future Leaders. (2014). Leadership Excellence, 31(9), 32-33.
Leadership groups support area non-profits. (2013). Toledo Business Journal, 29(11), 19.
McCleskey, J. A. (2014). Situational, Transformational, and Transactional Leadership and Leadership Development. Journal Of Business Studies Quarterly, 5(4), 117-130.
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Osula, B., & Ng, E. W. (2014). Toward a Collaborative, Transformative Model of Non-Profit Leadership: Some Conceptual Building Blocks. Administrative Sciences (2076-3387), 4(2), 87-104.
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African nations tend not to have lower health outcomes, experiencing epidemics of infectious and non-communicable diseases across the continent. There is substantial health inequality among and within many nations in Africa. Similar disparities in health also exist in Latin America. Cuba, Costa Rica, and Chile have health outcomes comparable to the United States, while Haiti’s health outcomes are comparable to the less healthy parts of Africa.
A variety of arguments can be made for the reasons why there is great health inequity in these regions. Some relate to the different colonial histories since health is transmitted inter-generationally. Colonization, neoliberal globalization, including free market, free trade, and the unrestricted flow of capital with little government influence, has resulted in large wealth inequalities. Some countries have cut their government spending on health programs, which has led to devastating health outcomes.
For this Discussion, examine countries and their health problems.
Select two countries with different per-capita income levels such that one could be classified as a “high income” nation and the other would not be classified in the same income category. Note: You may use The World Bank website in your Learning Resources to identify countries and their income levels.
By Day 4, post a brief summary comparing the two countries and their health problems. Also, compare how the economic level and income inequality in each country influenced other social determinants (social dynamics, the status of women, education, or violence/homicide, etc.) for each country. Then, explain the impact of the determinants on the health outcome in each country.
SAMPLE ANSWER
Week 11 GloDQ
Health outcomes in different countries varies due to various reasons such as policies, economic, social, cultural political, colonization, neoliberal globalization, including free trade free market, and the unrestricted flow of capital among many others. The paper compares two countries health problems and impacts of determinants on health outcomes.
USA and Kenya are example of two countries that have different health problems. USA is categorized as a developed country. The country has a well and organized health system. It is classified as high-income economy. The country has population of 316.1 million people with a GDP of 16.80 trillion (The World Bank, 2013). Therefore, the health outcomes in USA are at high level as evidenced with their child life expectancy of 79 years (The World Bank, 2013). On the other hand, Kenya is categorized as developing country with middle-income economy. The country has population of 44.35 million with a GDP of $ 44.10 billion. The poverty headcount ratio at national poverty level line is 45.9% (The World Bank, 2013). The country therefore experiences a lot of health problems relating to socioeconomic such as communicable diseases such as malaria, typhoid and child mortality rates. The life expectancy at birth is 61 years.
Economic level and income levels of these two countries influence other social determinants such as status of women, violence/homicide and education. In Kenya, the gender disparity has decreased with empowerment of women. Education is provided to all the gender. However many women and children are at higher risks of death due to lack of accessibility to better quality healthcare. Initiate such as ‘beyond zero campaigns’ aims at reversing the trend (UNAIDS, 2014). The rate of violence is also experienced in families. Situation in USA is different as rates of mortality among woman and children are lower because of better healthcare systems (Marotta, 2014). The education levels are also higher and women have equal status in society because of economic empowerment.
Determinants of health outcomes such as the level of income/wealth, the education level, the cultural ideologies impacts on these countries in different measure. In USA, for instance income levels have enabled accessibility to quality and affordable healthcare reducing the level of mortality. On contrary, in Kenya the level income has also affected the quality of healthcare (Mugo, 2012). People suffer from communicable diseases and face challanges accessing quality healthcare. Cultural practices as well impact on the quality of healthcare as higher people still use traditional medical practices.
UNAIDS. (2014). New ‘Beyond zero campaign’ to improve maternal and child helath outcomes in Kenya. Retrieved from: http://www.unaids.org/en/resources/presscentre/featurestories/2014/january/20140130beyondzer ocampaign/
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VCI/EIIison Equipment-Coordinated Global Sourcing Process across Continents
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VCI/EIIison Equipment-Coordinated Global Sourcing
Process across Continents
VCI/EIIison, which represents the consolidation of the heavy transportation equipment units of
two previously separate and regional companies, is facing worldwide pricing pressures from customers
and competitors. The ability to meet financial targets has presented a major challenge for this new
global company. With limited ability to raise product prices, the alternatives facing VCI/EIIison have
become managing material costs better or absorbing price increases through lower profit margins and
profitability. Given that direct materials represent over 70% of the company’s total costs, it becomes
easy to appreciate the impact that improved global sourcing efforts should have on profitability.
From the time VCI, a European company, assumed ownership of U.S.-based Ellison both companies have sought to leverage the commonality between them on a global basis. The company concluded early on that procurement offered excellent opportunities for global synergy across the two continents. Ellison Equipment, working with VCI, has implemented a multi-step global sourcing process designed to leverage the volumes available through the newly combined units. This case offers insight
into how two geographically and culturally diverse companies, brought together through acquisition, are attempting to gain synergy and efficiency through integrated global sourcing. The challenges facing this global effort include not only geographic separation, but also cultural, language, technical, and business practice differences.
Global Sourcing Process Overview The global process at this company features two teams, one
at Ellison Equipment and one at VCI, working concurrently on the same global project. While Ellison had experience using cost reduction teams, VCI had never used teams within their procurement or engineering areas. As part of this process teams are aligned on both sides of the ocean working jointly on a commodity category or project. The teams eventually work face-to-face as they progress through the process steps.
Each global sourcing project has an expected duration of six months (although the transition to a
new supplier can take much longer). After working with an external consultant to segment its primary
products into six commodity groups, VCI and Ellison jointly identified 27 project opportunities. This
process is designed to support nine projects at a time (each having a six-month duration) with three
iterations or waves. Each team pursues three categories of commodities (which may have subcategories or sub-commodities) simultaneously, so three teams in a wave pursue a total of nine projects.
VCI/EIIison has also decided to apply its global process to contracts that the sourcing teams
determine are regional rather than global (a region is defined as North America or Europe only). A
global supplier is one that can competitively supply a product or service to all of VCI/EIIison’s worldwide
production and assembly locations. To date a majority of contracts have been classified as regional.
This is not surprising given the fact that the major competitors in the heavy equipment industry operate
regionally, which the supply community is structured to support.
VCI/EIIison’s Global Sourcing Process With the help of an external consultant VCI/EIIison has
created a rigorous and thorough nine-step global strategy development and implementation process.
Steps 1-4 of this process involve strategy development, while Steps 5-8 involve strategy implementation.
Global sourcing project teams are responsible for the first four steps. Step 0 involves the executive
steering committee selecting nine global sourcing projects at a time (called a wave) and identifying the
cost savings expected from each project.
Perhaps the most important task associated with Step 1, which is project launch, is the
formation of the global sourcing teams. Team members are selected based on their familiarity with the commodity or items under review. Since there is usually only one engineer and buyer for the
commodity, these individuals become team members almost by default.
The team leader works with the team to develop time schedules, a list of deliverables, and
expected milestones within the six-month project window. During this part of the process the teams
begin to quantify what they are studying by collecting and validating data. Across each category there
may be four or five segments or sub-categories that require separate analysis. While each team decides
on the segmentation of a category, both teams assigned to the project must agree on the segmentation.
Even thought each project technically has two teams assigned (one at each company working
simultaneously), they are really one team looking at the same project. Teams can proceed to the next
process step without the explicit approval of the executive steering committee. However, teams are
required to publish progress updates weekly. A major responsibility of the business analyst (discussed
later) is to compile and provide performance updates to the executive steering committee.
Some managers consider Step 2, sourcing strategy development, to be the most interesting and
critical part of the global process. During this step the project teams identify potential worldwide
suppliers. One of the realizations when beginning this process was that supplier switching, including
switching from long-established suppliers, was likely to occur. This realization was based partly on the external consultant’s global sourcing experience. Supplier switching can be time-consuming and difficult as new supply chain relationships are established.
From the list of potential suppliers, the teams send Requests for Information (RFis), which they
can modify to meet the specific needs of their category or segment. The RFI is a generic supplier
questionnaire that introduces the global process and requests data about sales, production capacity,
quality certification (such as ISO 9000), familiarity with the equipment industry, and major customers. It
is not unusual to send 400-500 RFis during a project, depending on the complexity of the category and
segments the team is working.
The RFI is a first filter in the supplier selection process. During this step it is critical that
suppliers return a high percentage of the RFis, which are separated and reported by region of the world.
Of the 400-500 RFis forwarded to suppliers, a team may receive and analyze several hundred completed
RFis. The teams also conduct a detailed supply market analysis to develop a thorough understanding of the economics and dynamics of a particular market.
Step 2 is usually the first time that the two teams working on a global sourcing project meet face
to face. The European and U.S. teams meet physically to conduct face to face analysis of the RFis
returned by suppliers. It is each team’s responsibility to establish the criteria for determining which
suppliers will receive Requests for Proposals (RFPs). A key decision during Step 2 is whether a
procurement opportunity appears to be regional versus global. A lack of globally capable suppliers can
make a project a regional opportunity.
Step 2 requires a major effort on the part of engineering. Engineers on both sides will examine
drawings in an effort to commonize part specifications between locations. While a project team may conclude that a global supply source does not exist, there may be opportunities to commonize or standardize specifications across the two locations.
Step 3, requests for proposals, features the development, sending, and analysis of formal
proposals to the most promising suppliers identified in Step 2. The average number of proposals
forwarded to suppliers per project is 20-30. Suppliers typically require six weeks to analyze and return
the RFPs. The teams strive for a high percentage of returned proposals, similar to the RFis. Team
leaders, representing the project teams, report RFP progress to the executive steering committee at a
weekly meeting.
Teams are responsible for analyzing the returned supplier proposals. Like the RFis, teams can
set their own evaluation criteria and weights, but members must reach consensus in their choices. The
proposal allows suppliers to provide design suggestions.
The teams usually meet via video or audio conferencing to review the proposals. Engineers
again take a lead role in evaluating technical merits. Complex purchase requirements may require teams to meet face-to-face for a second time. Using standardized spreadsheet tools that are available
to all teams, each team analyzes its proposals and decides, based on the analysis, which suppliers will be invited to negotiations.
A negotiation workshop takes place at VCI’s European learning center during this step. This
session has several objectives-team members receive training in negotiation, the project teams
develop their negotiating strategy, and the teams select a negotiation leader. If a team determined that
a sourcing opportunity was regional, negotiation will occur separately by region. Teams select regional
negotiation leaders if the project is a regional opportunity or a single negotiator if the project is global.
The decision of who should be the negotiating leader is based on discussion and consensus rather than
voting. Of the first 27 projects, fully one-third of the negotiating leaders were selected from outside the
project teams.
Step 4 involves recommending a strategy and negotiating with selected suppliers. Project teams
make a recommendation to an executive committee, specifically the vice presidents of purchasing and
engineering from VCI and Ellison. The executive committee may ask questions but to date has not
overturned any team recommendations. Team recommendations include the selected supplier(s) with expected savings and timings identified. The teams also identify whether the suppliers are regional or global but do not recommend contract length.
In this step the negotiating team probes and discusses in-depth the proposals submitted by
suppliers. Suppliers can be disqualified if engineering determines the supplier cannot satisfy technical
requirements, or the team is not satisfied with the commercial issues.
All negotiation in Step 4 is conducted face to face with suppliers at VCI/EIIison sites. Half the
negotiations so far have occurred in the U.S. and half in Europe. Before suppliers arrive they receive
feedback concerning the competitiveness of their proposal, which they are allowed to revise before
negotiations commence. Suppliers may be excused if they are informed that they are not competitive and choose not to revise their proposal. Once the lead negotiator takes over, the team leader’s role
begins to diminish (unless the team leader is also the lead negotiator). The team leader usually remains
as part of the negotiating team.
Step 5, called supplier certification, features purchasing and engineering groups receiving the
team’s recommendation and preliminary terms of the negotiated agreement. At this time functional
directors will begin to budget expected savings from the proposed contract into their financial projections. Supplier site visits can occur during this step by representatives of the functional groups.
For example, engineering, procurement, and quality assurance may want to validate a number of topics
during this step. The time frame for this step varies from one month to over a year.
Step 6, finalizing the contract, involves crafting the final contract based on the outcome of the
negotiations. The negotiation leader remains with the process until the contract is complete. While the
legal department is also involved, a buyer writes the contract using an agreement template. Contracts
are typically three years in duration. Both sides of the ocean are involved in formalizing the contract if
the agreement is global rather than regional.
Global agreements differ from traditional contracts. They include productivity improvement
requirements to offset material increases. The agreements also encourage technical advancements by the supplier to further reduce material costs or enhance product performance. This process also
includes a formal process to manage improvements, whereas the process for previous or non-global
agreements has been informal. And, in a somewhat significant departure from previous contracting
practices, incentives such as 50/50 improvement sharing are starting to appear.
Step 7, sample testing and approval, assesses the samples provided by the selected supplier.
Production facilities go through a production readiness stage, initial sample inspection reports are
developed, parts are checked off of production tooling, and the negotiation leader develops a
production rollout plan with help from his or her counterpart on the other side of the ocean.
Step 8, the concluding step of a global project, is the production readiness stage. The selected supplier may send a day or weeks worth of supply to be used in actual production. Logistics becomes part of the implementation team if there is a switch from one supplier to another.
Organizational Enablers VCI/EIIison has put in place certain enablers that support global sourcing. This includes the formation of an executive steering committee, the use of global teams, formally selected team leaders, and the creation of a business analyst’s position to support the operational and analytical needs of the teams. An executive steering committee at each unit reviews and prioritizes projects for study.
A sourcing director at VCI and a counterpart at Ellison drive the process at both organizations. Working jointly, these executives recommend projects for study, solicit input from functional areas in terms of cost savings and quality improvement opportunities, develop a plan to pursue the project (including assembling a cross-functional team), track the status of each project through weekly progress updates, and manage the global process to ensure its continued success. The executive steering committee members conduct a video conferencing meeting each week for two hours. This meeting also involves team leaders for projects that are in process.
Cross-functional teams are an integral part of this process. Two teams, one from VCI and one
from Ellison, work simultaneously on the same sourcing opportunity, each with a formal team leader, two functional members (usually from engineering and purchasing), and a business analyst that supports both teams. Each project consists of seven combined positions across two teams. The team leader and business analyst are full-time assignments while the buyer and engineer provide a part-time commitment.
Teams are responsible only for the first four steps of the global sourcing process. The two teams usually come together physically two or three times over a project’s duration. Both sides agree, however, that face to face interaction is time consuming. At the conclusion of each project the teams are required to write a “white book” documenting the lessons learned from their experience.
With any team-based approach the role of the team leader is critical to success. Project leaders
are responsible for planning team meetings, which are held once or twice a week depending on the
phase of the project, and reporting project status to the executive steering committee. Planning includes setting the meeting agenda, ensuring the global process steps are followed, and working with team members to meet time lines and achieve project goals. The leader also communicates with each
member’s management when necessary to ensure commitment. Agreement is widespread that the
team leader is a critical part of the process, particularly when the leader must work with members to balance their priorities while still challenging the team to achieve demanding performance improvement targets.
Each set of teams that works on three projects simultaneously has a business analyst assigned to
support the effort. The time required for managing requests for information {RFis) and requests for
proposals {RFPs) across two continents is extensive. Vel/Ellison created a full-time business analyst
position to manage the required tasks when pursuing global agreement. Exhibit 1 outlines the key features of this position.
Exhibit 1
Positive and Negative Features Related to the Business Analyst Position
Positive Features Negative Features
Experience from the position builds Managing three projects expertise about the global sourcing simultaneously creates an intense process work pace Full-time commitment to the process helps the business analyst avoid other job distractions
Process has some inefficiencies (faxing,
handling reams of paper, some software inefficiencies), creating additional and perhaps unnecessary work burden
Team leader and business analyst are Long and stressful days can affect key “point people” to management morale and promote turnover and suppliers
Given the work required to manage Too many RFI suppliers pass to RFP RFis, RFPs, and negotiations, the global stage, creating intensive work sourcing process would not succeed requirements for the analyst without the analyst position and a strong analyst Business analyst position prepares Obtaining drawings for RFPs from individuals for future sourcing careers engineers is a time consuming process
The analyst is central to the success of the RFI and RFP process. Analysts compile and send RFI
and RFP packages to suppliers, track and report response rates, input RFI and RFP response information into a sourcing software system and database, and follow-up with suppliers who are late with their submission. The business analyst also answers any questions that suppliers have or forwards their inquiries to the appropriate procurement or engineering representative. The analyst also provides feedback to suppliers concerning the competitiveness of their initial quotation or proposal. Finally, analysts have responsibility for forwarding the project database to their counterpart team across the ocean on a regular basis. Team members are relieved of extensive analytic and clerical duties, which allows members to commit time to value-adding activities.
While management views the business analyst position as an ideal way for high-potential
individuals to gain exposure to purchasing and sourcing, there are some issues with this part of the
process. Managing three projects simultaneously creates an intense work pace that affects morale and
promotes turnover. Furthermore, one analyst maintained that too many RFPs are forwarded to
suppliers, resulting in an intensive work requirement. Obtaining the necessary drawings from
engineering is also a time consuming activity. Finally, the process to coordinate team activities between the U.S. and Europe presents some difficulties. The analyst must fax documents daily, manage reams of paper, and use software that was not compatible between the U.S. and European systems.
Global Sourcing Outcomes A number of themes emerge when managers describe the value of
taking an integrated approach to worldwide sourcing. Perhaps most importantly, global sourcing was
the first major integrative effort undertaken between VCI and Ellison. This process demonstrated that
the two organizations could work jointly to capture the benefits offered by taking a global rather than
regional perspective, although the company is somewhat disappointed by the number of opportunities that were determined to be regional rather than global. Second, this process demonstrated that material savings are available from a disciplined approach to worldwide sourcing. Contracts resulting from this process average over 10% in material price savings, which is not as high as the savings that Santek is realizing. Part of this is due to the fact that many of VCI/EIIison’s agreements are regional rather than global.
Global sourcing has also narrowed the differences between Ellison’s and VCI’s sourcing
practices. Ellison has historically been more relationship focused with suppliers and viewed negotiation as a means to build upon those relationships. VCI has shown a greater willingness to switch suppliers more frequently and faster due to cost and quality considerations. The global process has enabled the two companies to converge on a consistent sourcing approach that combines the best features of both sourcing philosophies.
A repeated sentiment among managers is that this nine-step process introduced a discipline to
sourcing at VCI/EIIison. Each sourcing project moves lock-step over a six-month period with weekly
reporting to an executive steering committee. Global sourcing teams must meet deadlines and
milestones, make sure information gets to suppliers, and thoroughly research the supply base before
negotiating and awarding contracts. The process has made everything “official” with suppliers, who
have taken VCI/EIIison’s global efforts seriously.
The process is not without less positive outcomes or observations. One issue concerns a lack of
knowledge between VCI and Ellison personnel about each other’s supply base. As a result, each side
during a project has had a natural tendency to favor its own suppliers. When the two project teams
work together face-to-face, they have to spend time sorting out who the best suppliers from each side
are globally. This “home market bias” has hindered the process to some degree. Global sourcing teams
have been forced to learn more about each other’s suppliers, which requires greater effort and an open
mind.
As expected, all 27 global project teams to date have not been equally effective. One team
leader argues that any differences in performance are due to the quality and effort of the team
members and leaders rather than project complexity. This highlights the need for careful member
evaluation and selection. Unfortunately, team leaders do not receive special training before they
assume that critical position. And, team members are usually selected because they are most familiar
with the item or category under study rather than their ability to be effective team members.
While external consultants played a critical and highly visible role in developing and using
VCI/EIIison’s global process, managers point out that the use of consultants caused some concern. For
example, consultants assumed the role of team leader with several early teams, raising questions
concerning who should lead the teams and their qualifications. The consultants often dictated what the RFPs should contain, which created some disagreement within project teams. The consulting group also insisted on top management presence at weekly meetings. While this demonstration of executive commitment was valuable for the first few months, later meetings became too detailed to warrant executive attendance. Finally, too much time was spent educating consultants about the heavy
equipment industry. There was some surprise initially at the lack of experience of the consultants sent to work with VCI/EIIison on a day-to-day basis.
Concluding Observations An issue that all companies should address is whether the supply base
that supports their industry has global capabilities. Most competitors in the heavy equipment industry
operate regionally, which the supply community is structured to support. The issue of a regional versus
global industry raises a critical question-is the heavy equipment industry, with its regional perspective
and different customer tastes and requirements, a true global industry? How much time should
VCI/EIIison spend searching for common interests, including in procurement and design, when perhaps
limited opportunities are available?
As VCI/EIIison completes the first major iteration of its global process (three waves of nine
projects each that addressed the entire product structure), some managers are openly concerned about losing the discipline associated with this process. When first introduced the global sourcing process was something new that received special attention from executive leadership and suppliers. Some managers have expressed a concern that internal participants and suppliers already perceive the process is “winding down” and that most of the available savings have been captured. Maintaining momentum rather than succumbing to complacency will likely require a group that is committed to driving this process forward. In all likelihood that group must be the executive steering committee that is responsible for directing VCI/EIIison’s global efforts.
Discussion Questions
3. The assessment of worldwide suppliers creates an extensive workload. Discuss how VCI/EIIison
supports the analysis requirements faced by each global sourcing team.
SAMPLE ANSWER
VCI/EIIison Equipment-Coordinated Global Sourcing Process across Continents
VCI/Ellison agrees with all the requirements that are supposed to be met by every global sourcing organization. Global sourcing is very essential in the current society since all businesses are coming together in order to have a mutual working relationship. This cooperation ensures that a lot of value is given at a very low cost.
Development and changes in how businesses are conducted is a must. Competition is so stiff, there are so many emerging competitors, organizations are coming up with very new ways of doing business, leaders are developing new rules to govern how they run their business and customers are demanding for value for their money. Consequently, this has pushed almost every company to make use of the little resources that they have to produce more. With global sourcing, most of these challenges are solved. Global sourcing will enable this two organizations get the right skills at the right time and at a reasonable amount of money. Maintaining and training a workforce is so expensive hence, many companies are unable to manage this. Furthermore, global sourcing will generate more savings for the two organizations which can eventually be used to support very valuable projects in the organization. Therefore, with globalization, VCI/EIIison organizations are in support of this initiative since it lowers any challenge that can arise within the organization. As a result of this initiative, these two organizations are assured of very high efficiency rate and initiate projects of great value which are also very profitable. In addition, global sourcing will enable the two organizations to have an advantage over their competitors. Furthermore, they will also improve on the quality of goods and services offered to the clients both nationally and internationally (Gong, 100-150).
Work cited
Gong, Y. (2013). Global operations strategy: Fundamentals and practice. Berlin: Springer.
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Business Report – Students will review and select a topic from the business-related topics provided by the faculty. They will write an effective formal report inclusive of the following parts: title page, table of contents, executive summary, body with at least one page with graphic/s, and appropriate referencing (APA or MLA style). The total of the body is three to five pages not including the title page, table of contents, executive summary, and reference page. (15%)
You should pick a current (less than six month) business issue to research and write about for your paper. You may choose a topic that is related to your group presentation but it should not be exactly what your group presentation is focused on. For example, let’s say your group presentation is focused on the technology problems related to signing up for coverage under the Affordable Healthcare Act. Your paper could be on another, related topic such as the government accounting/tracking of the new law or the financial need to have younger people sign up for coverage.
Your paper should also relate to the main topic in this class, business communication. So, if your paper is on the Affordable Healthcare Act, you should include some discussion on a business communication related topic, such as an analysis of the communication with the public on issues/problems. Please approach this in a dispassionate, businesslike way – be balanced and leave your politics (and emotions) out of your paper, as much as possible (I realize everyone has strong opinions, but in business communication, we try to be balanced, objective, and analytical before finalizing any position).
Please remember that the paper will be graded based on: 10 points for directions, 20 points for writing mechanics, and 70 points for content.
I would like to have three pages for the body and the rest for table of contents, executive summary.
Overview of the Issue……………………………………………………………………………..4
Managing the Problem…………………………………………………………………………….5
Communication Plan………………………………………………………………………………6
Alternative Strategy……………………………………………………………………………….6
Conclusion……………………………………………………………………………………..…7
References …………………………………………………………………………………………8
Executive Summary
The report focuses on the business aspects pertaining to the failures and technologies used to implement Obama care. User of technology expects provision of better healthcare. However, failures affect accessibility of services and disappoint many. People may as well lack trust and confidence in such technologies. The glitches occurred after many people had paid their premiums and many had to pay cash to access healthcare. The consequences of the failures affected many users as well as the economy.
Communication during such incidences is a strategy that organizations must employ to manage their reputation. Adopting poor strategies leads to failures and poor public image as in this case.
Different communication channels suits different stakeholders and organizations should select the most appropriate ones to convey their messages. Some of these channels include print media, television briefings, posters and other.
Increasing the confidence level of the citizens and perception about the credibility and capability of the technology is critical to get their support. The government through various avenues must assure citizens on appropriate measures taken to solve the problem to ensure it do not happen again.
Business Report
Introduction
Business is one of the most important pillars of the economy as products and services of all kinds are accessible through business transactions. Health care is one of the most important sectors affecting the lives of people. Hence, without good health care, the economy cannot thrive. The report deliberates on the recent glitches of Obama care Technology.
Overview of the Issue
Affordable Care Act is a major Obama administration initiative for citizens to access quality health care at an affordable cost. The initiative hopes to promote quality healthcare to all people in USA. The recent technology glitches have affected many people as thousands that had met the signing-in deadlines by purchasing the health insurance through this scheme had no cover because of the challenges experienced in enrolment system (The Wall Street Journal, 2014). This situation hurt many who could not understand the reason their detailed lacked in the system as insured. Others had to postpone their medication and others had to pay these bills by themselves hence compromising on their healthcare.
This incidence portrays the government and the stakeholders in bad limelight as people and other stakeholders would not have expected such incidence to happen (The Wall Street Journal, 2014). However, because of this, it becomes very important to understand the appropriate strategies to adopt to ensure that the situation does not go overboard.
Business communication is a vital strategy to reach to different stakeholders including, the customers/patients, the government, insurance providers and the medical practitioners among many others.
Technology failure had financial ramification to the economy. The fact that people could not access their healthcare services after signing in meant that they had to part away with money to access to health care services. It therefore affected their level of income, as they had to adjust on their consumption behaviors to cater for the medical costs. Furthermore, people that could not manage to cater for the private health care had to delay to get access to medical care and in the process; some succumbed to death because of poor medical attention (The Wall Street Journal, 2014).
Communication during the crisis
Conveyed to the stakeholders
Managing the Problem
Technology failure is a problem many institutions and organizations encounter. However, it is important that they develop appropriate disaster recovery plan to ensure that quick measures are in place to counter the same. The cost of a technological failure in terms of profitability is huge hence, the reason why such plans should be in place.
In this case, the problem persisted without tangible solutions as no amicable strategies were in place. Poor communication strategies contributed to the uproar and these disappointments. Had effective communication plan in place, customers would have prepared early and this problem could have managed well. Businesses must understand the important of effective communication as one of the pillars of success of the endeavors.
Communication in business is adapting to appropriate channels to promote understanding to achieve the objectives and goals set.
Management strategy
Communication Plan
The moment the government realized the problem it needed to communicate this to the members of the public. The government communication department should have called a press briefing to inform members of the public that had signed-in of the failures in the technology. Such briefings enable members of the public to be aware of the situation hence consider alternatives. The challenges and the dissolutions experienced by citizens that had signed-in and not yet insured could not surface.
In business communication, it is important to communicate through appropriate tools and to target specific audience (Meredith, 2012). The communication therefore, should be clear on the cases of the failures and the way forward. Information on the commencement of operations and the alternative course of action is as well essential. The strategy is appropriate in bringing the temperatures of the citizens already disappointed low. It also ensures that the public image and confident about the program is not indented.
Alternative Strategy
It is important for the leaders to come out clearly and talk about the problem. The individual in charge of technology should provide a clarification about technological hitches experienced. The individual has requisite skills and knowledge on systems operations hence, will increase the level of confidence and credibility among the citizens. Information from first hand sources have greater impact due to credibility believes. Such aggressive strategy will change the perception of the technology user (Ainsworth, 2013).
Users must gain confident that the system is effective and will not again let them down. Restoring this confidence requires use of persuasive messages using alternatives sources or channels of communication. For example, email, social media, print media and other mainstream media such as magazine, posters and radio and opinion leaders to reach a wider audience.
Conclusion
Business encounters various challenges that affect their income streams. Solving this challenge require problem analysis before adapting an appropriate strategy. Communication is a key ingredient in business and therefore, managers must communicate effectively in case of such glitches in their systems. Communication is essential in building the level of confidence of technology users. Using appropriate communication channels such as press briefing would be a good way to reach many affected users.
The word must amount to 800 words minimum, no upper level. including introduction
Assignment Task:
You are required to research and discuss how the “Right to be forgotten” ruling (C131/12) may affect the quality of information shared on the Internet. Use Harvard referenced case studies and academic theories to lend validity to your ideas.
The word must amount to 800 words minimum, no upper level. Your mark will be reduced if below word count.
Your work could consider the implications for private individuals, businesses, politicians or those with criminal records. Discuss how the ruling is being received and enforced by search engines and news publications. Are there differences in international levels of enforcement? There are academic level studies and case studies available on the subject – what are they saying about how the ruling will affect the quality of information available on the Internet?
Constructive critical analysis: Appropriate use of (800 words minimum) to describe current issues and future trends in topic area. Demonstrates that you have consulted widely and can describe the key issues in your topic – use case studies and referenced sources to substantiate your arguments.
Provides alternative views on your topic.
Language and grammar is appropriate to the audience and the topic.
Accurate use of Harvard style referencing
Extra credit for clarity of description of technically complex concepts.
Style and originality Grammatically correct language, original and creative flair in writing and ideas
Please i need to explain on this task very well. This task is an article writing that based on private Individual, businesses, politicians and those with criminal record. Each main point of article must have minimum word limit of 200 words. can the writers work on these categories with vital comprehensive words. Also, I live in UK which is under European Union.
All answer and referencing must not based on canada or USA university student portal because i know what I am talking about. i do not want any mistake
SAMPLE ANSWER
“Right to be forgotten” ruling (C131/12)
Internet has become one of the medium through which individuals’ access to information on various aspects that affects them. However, court rulings may affect the information that people receive via internet. The right to be forgotten ruling on may 12 against Google by the European Court of Justice is one of the rulings that will trigger a number of changes in information transmission (Coy, 2014). The ruling requires the operators of search engine (Google) to remove links from person’s name to third party information upon their request if the information is irrelevant, inadequate or excessive in relation the purposes of the processing at issue. The author therefore discusses how this ruling may affect the quality of information on the internet. It further, deliberates on the impacts of the ruling for the private individuals, politicians, businesses and those people with criminal records among others
The ruling will affect the quality of information shared on the internet in many ways. One of the ways this will affect the quality of information is that information will not be provided and this will hinder people from accessing information that is relevant and important to them. People will not get information especially if the information is perceived to be negative or affecting certain parties (Coy, 2014). This therefore, hinders or curtails the freedom of expression and accessible or right to access to information shared through the internet.
The ruling would also produce a censoring effect in the company. Because the company-Google will not wish to be fined, hence due to the act, Google may end up deleting whole information as opposed to facing the fines. This action will lead to a serious ‘chilling effect’ hence information will not be provided on the internet and this would be curtailing freedom of accessibility to information.
Information shared on internet will not be of quality, as it will lose objectivity. People will not provide sufficient information because they will have fears of their links being deleted. Therefore, most of the people will only use rumors to make their decisions and this will affect the way people make decisions and will curtail their level of understanding on various aspects in the society (Mantelero, 2013).
The act will as well lead to neutral search results that will produce patchy and biased results hence compromise on the integrity of the internet-based information. The internet users will not believe and trust or have confident in the information they access through internet (Voss, 2014). This doubt would therefore, reduce the level that people or users will use this information.
The ruling has implications for private individuals. The ruling means that an individual that feels that information on the internet pertaining to them portrays them negatively will demand removal of such information. This therefore means that people will be denied the freedom of accessing information through internet. If such links will not be viewed through search engines, then the users will not be in a position to access to such information (Mantelero, 2013). The ruling therefore, gave individual persons more freedom to demand for removal of information pertaining to them. Furthermore, the ruling impacts on these individuals as it will discourage posting of information on private individuals especially projecting them in negative manner. Lack of such information will deny people the freedom of knowing or understanding the way people live in a society.
This ruling will also affect the businesses. Business use internet as one of their platforms to reach to their customers. Internet has become one of the most important channels of marketing and doing business and with ruling; it will impact on the information sharing (Crovitz, 2010). Many of the business links will be deleted especially when they are suspected to be carrying information that is not required by the law. Such incidences will reduce their reach and definitely affects their business returns. Furthermore, Google Company may delete business information wholesomely to avoid any fines or penalties. Such acts will affect businesses in negative way.
Politicians are as well important internet users that this ruling will affect. Internet has been found to be one of the tools that politicians use to campaign and convey their agendas to the public. Activists as well use the platform to voice their concerns to politicians. Therefore, this ruling will have significant implications on how information will be shared. Politic rivalry will increase especially if some politician posts scanty information about their rivalry. Such acts will see information about certain politicians deleted without their knowledge hence deterring them from reaching many people. Furthermore, activism will also be censured on the internet hence will make it difficult for the information to circulate to many individuals to trigger support.
People will criminal records will also be affected by the ruling. They will now have a privilege to demand for delete of any information pertaining to their past criminal records. The ruling will see a lot of information on criminal censured and this will contribute to increase criminal activities (Fioretti, 2014). People will be denied the freedom of sharing or accessing to such information and it will therefore become a bit challenging to deal with crimes as well as identify them. Criminals will get reprove and those that may have left crime may as well get a reprove as they will not be found on the internet
Stakeholders have received the ruling differently. Some support the ruling while other has criticized it as breaching the freedom of the people. The line between privacy and right of information seems to be glimpse (Ball, 2014). Enforcement of the ruling is underway but search engines such as Google have cried foul. The Executive chairperson of Google Eric Schmidt claimed that the balance struck by the court between privacy and the right to know was wrong (Skovic, 2014). Even as they enforce the ruling they are still evaluating the requests people are sending and will consider whether the information is outdated and whether it is a public interest information before making a decision of deleting the information. No significant differences exist in international levels of enforcement of the law. Various articles and features studies are available on the internet discussing about the ruling. These academic studies provide in-depth analysis of the ruling stating the benefits and drawbacks. Some state that the ruling will affect the quality of information while other refute
In conclusion, I do believe that the court ruling aimed at improving the way information is shared through the internet. However, it would have required more time to incorporate the ideas and views of stakeholders. Private individuals, businesses, politicians and people with criminal records have their rights but other people as well have the right to free speech and to access information. With the ruling, I believe quality of sharing internet information will be negatively affected.
Mantelero, A 2013, “The EU Proposal for a General Data Protection Regulation and the roots of the ‘right to be forgotten'”. Computer Law & Security Review, vol. 29 no. 3, pp. 229–235.
this is my application of tutor of my school and i don’t need too long answer of each question, i can support some my basic information. thank you very much. If you have some other questions or need more details of my information, please let me know.
SAMPLE ANSWER
Application for the Position of a Tutor
Describe your background experience with community service or service learning. If you have experience in Chicago, please specify. Do you have any prior tutoring or experience working with children or young adults? Please explain.
Among my career choices, there is nothing I ever have liked more than being a tutor. I love working with children, but more especially, giving back to the community in a robust way. As such, community service is my passion, and I endeavor to develop my skills further to enhance my service delivery to the children. Currently, I teach children the Chinese language at the Hyde Park Chinese school of the University of Chicago, where I operate as a part-time tutor. In addition, I also have some experience as a math teacher, as well as English for middle school students in China.
What subject areas would you be most comfortable tutoring: elementary/high school students (reading/math/science/technology/writing/etc.)? Explain.
As mentioned above, I am more comfortable tutoring high school students, and I can work with a combination of math and science, but major in math. This is because I hold a Master’s degree in Information Systems.
How will tutoring contribute to your learning and development at school and to your future professional goals?
If I am given this chance to become a tutor, I will have personally achieved my career objectives, and I will use the opportunity to further develop my skills, experience, and expertise in my chosen subjects, as well as in the art of teaching. I plan to become a university lecturer in future, and I think being a tutor will develop in me requisite skills needed for such higher career levels.
What is your level of familiarity/experience with the CTA public transportation system in Chicago? Are you comfortable using it to navigate the entire city?
I am quite familiar with the CTA public transportation system in Chicago, since I have been in the States for quite some time. I am particularly comfortable with it, and I feel it is a revolutionary design for managing public transport. I hope my application for this tutoring position is considered.
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