Effects of centralized vs. decentralized free essay sample

Collective bargaining is a process that through negotiations establishes terms and conditions that are essential for employment. Collective bargaining facilitates coordination between unions and employers in wage setting and other aspects of industrial relations. Although collective bargaining has the general objective of supplementing or supplanting, the free market, it has not followed a uniform pattern of development in different national or industrial situations. Instead, a variety of institutional arrangements have evolved in implementing bargaining relationships between employers and employees organizations. These differences at the structural level of bargaining brought contrasting consequences in the labour market. The bargaining structure refers to the employers and unions that take part in these negotiations and are responsible for the final content of the collective agreement. The structure of bargaining is also important as it affects a broad range of aspects as: the bargaining outcomes, the roles of unions and management and the types of issues that are brought to the table. 2 There are two structures of collective bargaining that are often implemented: centralized and decentralized. Centralized bargaining refers to agreements made at the group level involving many plants and is aimed to protect the working class in industry and at the national level, while decentralized bargaining occurs when agreements refer to just one plant. On the one hand, centralized bargaining is usually associated with lower and less persistent levels of unemployment, less wage dispersion and fewer strikes, whereas decentralized bargaining is associated with higher and more persistent levels of unemployment, more wage dispersion and more strikes. In the essay I will highlight the effects that this two bargaining structures have on wages, inflation, strikes, the bargaining process, and the negotiation process and their influence on the industrial relations system as a whole. 1. Arnold R. Weber, The Structure of Collective Bargaining and Bargaining Power: Foreign Experiences, (Journal of Law and Economics 1963), 117-151. 2. Katz, Harry C. , Industrial and Labor Relations Review, (np: October 1, 1993), article. A phenomenon that is characteristic for many countries is the wage differentials. These wage differentials are those who can determine the degree of centralization of wage bargaining and also have influence on outcomes. In the centralized bargaining process the government has a great involvement, leading to the uniformity of wages, benefits, and other aspects of employment. The centralised wage bargaining is likely to yield real wage moderation and lower unemployment than decentralized bargaining structures because it internalises the negative external effect of bargaining outcomes on the unemployment rate. Also centralized bargaining arrangements moderate wage settlements, reduce work stoppages, labour costs and consequently reduce product pricing. Another benefit of the centralized structure is that it reduces wage dispersion. If firms trade off the losses from an increase in the wage bill against the gains that a higher relative wage yields in terms of higher individual effort, as postulated by the efficiency-wage hypothesis, centralised wage bargaining hinders effort by reducing inter-firm wage dispersion. Thus taking in consideration all these effects that centralized structure has on wages, I can state that centralization encourage wage equality between workers, without reducing their individual efficiency, and the main objectives of the unions that promote this structure is to improve the welfare and the job security of all workers. The centralized bargaining structure has also notable effects on inflation. This kind of structure is associated to yield lower levels of inflation, thereby moderating settlements. These centralized impacts influence the formation of a different political dynamic at work and lead to the achievement of many political objectives of the labour movement. 3. Giorgio Brunello, European Journal of Political Economy, (np: Volume 14, Issue 2, May 1998), 381-406. 4. Giorgio Brunello, 381-406. There is an interdependent interaction between the effects that centralized bargaining creates on wages and inflation. Greater centralization of wage bargaining causes each union in the coordinating group to internalize the tendency of the central bank to respond towage-bargaining centralization by reducing money growth, thereby reducing the incentive of unions to restrain their coordinated wage demands. 5 As a result to this restrains the labour movement may agree to lower wage settlements for getting in return pensions, a better control of prices and more employment guarantees that advantage both workers and unions. â€Å"The interaction between these effects leads to a hump-shaped relationship between the centralization of wage bargaining and inflation, with inflation initially rising with greater centralization and then declining. †6 Analysing the effects that centralized bargaining has on inflation, we can definitely say that they bring a high level of certitude in the society and increase the workers welfare. Another argument that favours the implementation of centralized bargaining is the fact that it leads to fewer strikes. This aspect is due to the existence of greater similarity of wages, benefits and other terms of employment. â€Å"Such a finding, however, seems almost axiomatic, given that such structures involve many fewer sets of negotiations at any given time than decentralized ones. †7 The negotiations in centralized bargaining are conducted by skilful negotiators that are capable to settle the interests of all parties that take part at the negotiations, thereby diminishing the probability of a conflict or a strike. In a centralized structure workers are more informed and also have an easier access to Daniels, Joseph P. , Nourzad, Farrokh, VanHoose, David D. , Openness, centralized wage bargaining, and inflation, European Journal of Political Economy,(np: Dec 2006, Vol. 22 Issue 4), 970. 6. Daniels, Joseph P. , Nourzad, Farrokh, VanHoose, David D. , 970. 7. Jon Peirce, Karen Joy Bentham, Canadian Industrial Relations, (Toronto 2007), 250. In a centralized structure workers are more informed and also have an easier access to information as demand conditions and wages, thus reducing the likelihood of conflicts, strikes or wild-cat strikes. The influence that the government holds in this structure also has evident effects on strikes, because it can prevent or end them quickly. â€Å"Thus it is not centralization itself, but the shift in the locus of conflict that often accompanies it that seems to be the main reason for reduced industrial conflicts in countries with centralized structure. †8 Concluding the above effects that centralization has on strikes, we can observe that it helps to build in society better working relations and also stimulate unions and employers to find common goals that advantage both parties. The bargaining process is another component on which centralization has influence. It makes the development of this process more smoothly because it is conducted by efficient negotiators and authoritarian managers that can keep the situation under control and achieve positive results. However the big number of unions and manager fractions that are involved in the bargaining process makes it development more slow. When having a centralized bargaining process the parties involved can obtain what they want by combining the interests of both parties. â€Å"Unions need centralized bargaining process either formally, by way of a single agreement, or informally, through pattern bargaining both to standardize labour costs in an industry and to be able to inflict economic damage on employers through strike action. †9 The bargaining process leads the parties to obtain reciprocal gain in the area where they both have interests. Through the development of the bargaining processes in centralized way the unions and the employers try to increase the stability of the industrial relations and to achieve savings. The centralization of this process creates large, heterogeneous and broadly based bargaining units that are thus harder to organize. 8. Jon Peirce, Karen Joy Bentham, Canadian Industrial Relations, (Toronto 2007), 250. 9. Lawrence Mishel, The Structural Determinants of Union Bargaining Power, Industrial and Labour Relations Review, (np: Vol. 40, No. 1, Oct. 1986), 99. In conclusion, analysing the centralized bargaining process and its effects, we denote that there are positive impacts, the process is smooth, and negative impacts, it develops slower, that interfere. So we cannot say to which extent this process is advantageous to implement. The negotiation process in centralized bargaining structure is lead on industry-wide basis. In this process the parties that take part try to influence each other for achieving their purposes. Usually in this kind of centralized process is negotiated a single collective agreement across several different workplaces by the same employer and union. This centralization leads to inefficiency because it addresses to general problems that arise between the parties. â€Å"Centralized negotiations by their nature tend to encompass issues of general importance, thereby omitting issues of local concern. †10 Centralized negotiations are often harder to achieve, mainly because of the great number of members involved in the process. The complex issues that are brought at the table require a great physical and mental implication of the members, leading to possible strikes or lockouts. â€Å"Negotiations between union and management typically address a broader range of issues than most commercial contracts and the issues themselves are often more complex than those raised in the average commercial transactions. †11 The strategies that negotiators choose to implement are influenced in a great part by the goals that they tend to achieve and thus, centralized negotiations enforce parties to decide carefully what main objectives they want to negotiate. Also they have to ensure that the chosen strategy is effective and can influence the other party that expect some sort of give and take proposals that favour the process. Taking in consideration the great responsibilities, risks and influences that centralized negotiation processes imply, there is no doubt that they have important effects on industrial relationships and only experienced people can succeed to achieve positive result for the both parties without causing conflicts and maintaining a good development at he workplace. 10. Jon Peirce, Karen Joy Bentham, Canadian Industrial Relations, (Toronto 2007), 250-251. 11. Jon Peirce, Karen Joy Bentham, 251. Another bargaining structure that has important effects on different aspects of the industrial relations is the decentralized structure. If speaking about the effects of the decentralized structure with regard to wages, than we can observe that this structure generally leads to greater dispersion between higher and lower-paid workers and greater union, non-union wage differentials. †12 In a decentralized collective bargaining the wages are established by each firm thus, the financial decentralized wage gains lead to unemployment. This increase in unemployment creates a very difficult social situation, because finding a job for unemployed people is much harder. â€Å"Wallerstein (1999), reports that â€Å"a lasting move from highly centralized bargaining to a system of industry-level bargaining would raise the predicted wage differential by 50 percent, while a shift in the level at which wages are set from plant-level to industry-level would reduce wage differentials by 30%. †13 Also decentralization brings more wage flexibility and leads to a greater wage dispersion. The existence of this flexibility in the decentralized collective bargaining can be as well manifested through the diversity of specific goals and tactics that are embraced by the individual unions and employers. Unlike centralized structure, in the decentralized structure each union is free to establish its own goals without a great involvement of the government. In this bargaining structure the employer organizations are not usually engaged in alliances or economic blocs, being rather followers of more individual prospects. Assuming all this, we realize that the decentralized collective bargaining structure has more detrimental effects over the wages and the labour market, creating evident distinctions between different classes of workers and thus leading to social conflicts, competitiveness and reduced individual efficiency. 12. Charlotta Groth and Asa Johansson, European Economic Review (np: Volume 48, Issue 6, December 2004), 1349-1365. 13. Golden, Miriam A. and Londregan, John B. , American Journal of Political Science,(np: Vol. 50, Issue 1, Jan 2006), p208-213. The inflation in decentralized bargaining has higher levels and yields negative effects on the labour market. This consequently leads to reinforced lower outcomes and to a bad material situation of the working class. â€Å"A movement to a more decentralized collective bargaining structure would create more inflation while an increase in the weight of the national industry agreements would reduce the rate of inflation. †14 The existence of high levels of inflation will have direct impact on workers benefits, reducing them and thus depriving employees from having tax reforms, vacation benefits, higher pensions or better price control. The wage setting has important effects on the inflation level, as in decentralized bargaining there is a bigger demand of wage increase. â€Å"Inflation initially rises when an increased share of firms have wage setters that coordinate their wage setting activities but then declines with ever increasing centralization of wage bargaining. †15 Where decentralized bargaining structure exists, workers don’t have the willing to accept lower wages in exchange of more benefits, neither want to renounce in an easy manner to their goals. Assuming these effects, we denote that inflation causes big disadvantages for unions as well as for employers, and slackens the development of good relations between them. Unlike in the centralized bargaining where strikes are few, in the decentralized bargaining we have more strikes. This effect is due primarily because of great wage differentials, and dispersion. When the bargaining process takes places between single-employer, single-establishment, single-union, employees don’t have much access to information and don’t benefit of different terms of employment. The fact that government don’t have a great implication in this bargaining process, allow the employer to get rid of the union easier. 14. Jesus Ferreiro, Decentralized versus centralized collective bargaining: is the collective bargaining structure in Spain efficient? , Journal of Post Keynesian Economics, (Armonk: Vol. 26, Iss. 4, 2004), 695. 15. Daniels, Joseph P. , Nourzad, Farrokh, VanHoose, David D. , Openness, centralized wage bargaining, and inflation, European Journal of Political Economy,( np: Dec 2006, Vol. 22 Issue 4), 979. As the structure is decentralized is easy for the employer to force concessions, and the costs of strikes are not so big. â€Å"A strike is more costly to firms whose production processes are labour intensive. †16 If the production processes relies more on capital and are automated, the employers can continue at least partial production process. Making a global analysis on the effects that decentralized bargaining has on strikes, we can assert that they aggravate the relations between union and employers by making harder the finding of a common denominator that could please both parties. The strikes have a long duration and this harm the working process. The bargaining process in the decentralized structure occurs in small, community based, homogenous bargaining units that are easy to organize and to manage. Decentralized negotiations often occur between a single employer and a single union, thereby resulting in a great number of collective agreements that cover relatively few workers. 17 In such structure the parties can bargain based on their own circumstances, thus the development of the process is quicker. Unlike in centralized bargaining where the Employer has full control on the process, in the decentralized one, the employer doesn’t want to surrender control. The bargaining process implies comprehensive change, openness, professionalism and the spending of time and resources, for having finally positive achievements. Single–employer, single-union bargaining are efficient because of the little numbers of people that take part in it and have the possibility to express their desire. Even if many of them have different occupation but work in the same establishment people think that they have enough in common to bargain together. Studying the above information, we are able to say that the decentralized bargaining process is one in which employees can express themselves in a more freely way and can require from their employers more benefits that centralized worker. 16. Jon Peirce, Karen Joy Bentham, Canadian Industrial Relations, (Toronto 2007), 263. 17. Jon Peirce, Karen Joy Bentham, 245. The negotiation process that is a component of the bargaining process, is also affected by the decentralized structure. To some extent it resembles the bargaining process through the great number of collective agreements and the fact that it occurs between single-employer, single-union. A great advantage that decentralized negotiations have is the fact that they encompass not only issues of general importance but also local issues, thus leading to better internal relationships at the workplace. â€Å"Unions must negotiate contracts which cover the relevant workforce either directly, as in industry wide agreements, or indirectly through strong settlement patterns among companies. †18 This action removes the wages of the relevant work force from competition. In the negotiation process, both unions and management negotiators represent different parties involved in the labour process that share diverse opinions and are often implied in conflicts. The union-management negotiation are conducted by representatives of the parties; thus, the negotiators must emerge with a settlement acceptable not just to their bargaining team but to their principals, who were not involved in the actual negotiations but who have the ultimate say as to whether the tentative agreement is accepted or rejected. 19 So we can denote from the. Above information that the negotiation process in the decentralized structure is essential for having a benefic development of the internal as well as external relations between union, managers, employees and employers. It helps to find a consensus and also through this process the parties involved try to respect the rights of the opponent but also meet their obligations thus, we can state that in decentralized structure the negotiation process is more productive and efficient. 18. Lawrence Mishel, The Structural Determinants of Union Bargaining Power, Industrial and Labour Relations Review, (np: Vol. 40, No. 1, Oct. 1986), 94. Jon Peirce, Karen Joy Bentham, Canadian Industrial Relations, (Toronto 2007), 252. Finally, after enumerating and explaining the effects that both centralized and decentralized bargaining structures have on wages, inflation, strikes, the bargaining process and the negotiation process, we can accentuate that they are primordial elements in the domain of industrial relations. We have seen that centralized bargaining has good influences on wage dispersion and wage differentials as it reduces them and leads to equality, whereas decentralized bargaining increases them and creates inequality and competitiveness between workers. Unlike in decentralized bargaining, in centralized structures inflation and strikes they also have reduced levels thus, contributes to the development of a stable society and a good economic level in it. The bargaining and the negotiation processes have a great effectiveness in decentralized structures than in the centralized ones, because they deal with a broader range of local issues and have a quicker development. Although these two structures have different effects on society, we cannot say that they don’t interact in some circumstances, and that the implementation of only one of them can lead to total welfare in the society. Analyzing all these, we realized the great importance that collective bargaining has for unionized workers, offering them the possibility to work in good conditions and to have many employment benefits. â€Å"Unionized workers enjoy a significantly greater voice in the workplace, thanks mainly to the grievance process. †20 Even if this system is far from being perfect, at the present time it’s the best for the determination of pay and working conditions. While the adversarial nature of the process and the length and complexity of most collective agreements are regrettable, they are likely inevitable so long as management continues to resist unions fiercely, and as long as bargaining remains highly decentralized, thus forcing most conflict to be worked out at the bargaining table rather than in the political arena. 21 20. Jon Peirce, Karen Joy Bentham, Canadian Industrial Relations, (Toronto 2007), 265. 21. Jon Peirce, Karen Joy Bentham, 265.

Mswati Iii of Swaziland free essay sample

Swaziland is the king of Swaziland, and head of the Swazi Royal Family. He succeeded his late father, Sobhuza II, in 1986. Early life He is one of many sons of King Sobhuza II (who had 70 wives and at the time of his death left over 1000 grandchildren) and the only child of Ntombi Tfwala, also known as Inkhosikati LaTfwala, one of the Kings younger wives. He was born at the Raleigh Fitkin Memorial Hospital, only four months before Swaziland attained independence from Britain, and after he and his mother were discharged from the hospital they went to live at one of King Sobhuzas residences of Etjeni near Masundwini Palace. His birth name was Makhosetive (King of Nations). As a young prince, Makhosetive attended Masundwini Primary School and Lozitha Palace School. He sat for the Swaziland Primary Certificate examination in December 1982 at Phondo Royal Residence and got a First Class with merit in Mathematics and English. We will write a custom essay sample on Mswati Iii of Swaziland or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page He developed a great interest in the royal guard, becoming the first young cadet to join the Umbutfo Swaziland Defence Force (USDF). In September 2008, Mswati III was expected to choose his 14th wife at a ceremony of bare-breasted female virgins. Regency When his father died of pneumonia in 1982, the royal council Liqoqo headed by Prince Mfanasibili chose the 14-year-old prince Makhosetive to be the next king. The special council was left with the task to do this after one of King Sobhuzas last words. For the next four years two wives of the late King Sobhuza II served as regent, Queen Dzeliwe Shongwe (1982–1983) and Queen Ntombi Tfwala (1983–1986) while he continued with his education in England, attending Sherborne School before he was called back to take over. King He was introduced as Crown Prince in September 1983 and was crowned King on April 25, 1986, aged 18 years and 6 days, and thus making him the youngest reigning monarch. The king and his mother, whose title is Indlovukazi (Great She-Elephant), rule jointly. Today he is Africas last absolute monarch in the sense that he has the power to choose the prime minister, other top government posts and top traditional posts. Even though he makes the appointments, he still has to get special advice from the queen mother and council, for example when he chooses the prime minister. When it comes to appointing the cabinet, he gets advise from the prime minister. He inherited a rule by decree, but did restore the nations Parliament, which had been dissolved by his father due to the chaos of the multiparty system, that was perceived as breaking the country apart at the time considering that the country had just got its independence. The country already has its own type of democracy called the Tinkhundla system and has a constitution which allows freedom of assembly and free speech for both the media and the public. The Swaziland media in conferences with other regional media houses (MISA) says it is free to report as it pleases. In 2001, all unmarried women were placed under the chastity rite of umcwasho between 9 September 2001 and 19 August 2005 in an attempt to curb the spread of HIV and AIDS. This rite (re-introduced after suggestion from NGOs), banned sexual relations for Swazis under 18 years of age, but in 2005, he violated this decree when he married a 17-year-old girl, who became his 13th wife. As per custom, he was fined a cow by members of her regiment, which he duly paid. Succession In Swaziland no king can appoint his successor. Only an independent special traditional Council called the Liqoqo decides which of the wives shall be Great Wife and Indlovukazi (She-Elephant / Queen Mother). The son of this Great Wife will automatically become the next king. The Great Wife must only have one son (arguably) and be of good character. Her character affects her childs chances of ascending to the kingship. According to Swazi culture, a son cannot be the heir if his mother is not of good standing. She must not bear the maiden name of Nkhosi-Dlamini and she must not be a ritual wife (i. . the eldest son is never the heir). The King currently has thirteen wives. A Swazi Kings first two wives are chosen for him by the national councillors. These two have special functions in rituals and their sons can never claim Kingship. The first wife must be a member of the Matsebula clan, the second of the Motsa clan. According to tradition, he can only marry his fiancees after they have fallen pregnant, proving they can bear heirs. U ntil then, they are termed liphovela, or brides.

Hindu and Muslim Women during the Period of Muslim Rule

buy custom Crosby Manufacturing Corporation essay

buy custom Crosby Manufacturing Corporation essay Wilfred Livingston, the president of Crosby Manufacturing Corporation convened a meeting to resolve a major problem concerning the companys management cost and control systems (MCCS). She stated that the company was having difficulties in meeting competition needs since the companys MCCS reporting procedures were outdated. Livingstone pointed that in the previous year, Crosby was considered nonresponsive to three large government contracts because it could not adhere to the customers financial reporting requirements. However, recently, the government showed renewed interest in Crosby. Therefore, Livingston wanted the company to replace its current computer systems with a more advanced model to update its MCCS reporting procedures. During the meeting, the MIS and EDP managers presented the procedures to be followed in implementation of the new computer model. However, at the end of the meeting, Livingston appointed Tim Emary as the project leader, despite the fact that he was not know ledgeable in computers. In my opinion, Livingstons decision to have Tim Emary as the leader of the proposed project was a mistake. This is because; one of the fundamental aspects of project management is use of the right personnel in managing a project (Hierarchy of Project Managers inProject Management, 2010). Studies indicate that there is a hierarchy of project managers in every project management. Depending on the size of a project, and the number of sub-projects in a given project, an organization may require several individuals to oversee implementation of the project in different stages. Generally, there are three levels of management, which are present in project management. The most senior individual in a project is a programme manager (top-level project manager) followed by a project manager, and then a project leader (Hierarchy of Project Managers inProject Management, 2010). A project leader is usually an individual who manages a specific stage in a project, or all stages in case of a small proj ect. He/she should possess particular skills or expertise, related to the project being executed. This overview of hierarchy of project managers in project management indicates that every management level in project management should be allocated to an individual who has the capacity to handle all the responsibilities involved in the specific level. It is therefore clear that Livingston made a mistake by appointing Emary to hold the position of project leader for the computer-upgrading project. In the case study, Livingston clearly stated that Emary was not knowledgeabe in computers as other individuals in the project implementation team. Based on our understanding of the requirements of a project leader, Emary was not the appropriate individual for the project leader position. In this specific project, a team leader should have been an individual with computer knowledge, specifically, MIS and MCCS. Emary belonged to the planning department and not the MIS or the EDP department. Therefore, he did not have the capacity to execute the responsibilities of a project leader in this sp ecific project. The most probable reaction of the functional employees to the appointment of Emary as the project leader would have been lack of commitment to the project. Since many of the functional employees may fear contravening the decision of the president, it is likely that they did not ask the president to reverse her decision by appointing a different person to that position. However, since they knew that Emary was not the right person for that position, they probably tended to disregard his directions or contributions in the project. This can be termed as lack of commitment to the project. Lack of commitment by the key personnel in the project may result into failure of the project (failure to achieve the desired business goals), or delayed completion of the project, thus utilizing more resources than scheduled for. This may be very expensive for an organization, especially where high-valued projects are concerned. Implementation of a project entails use of networking techniques such as critical path method and what-if analysis to generate project schedules (early and late starting and ending dates). The most common constraints in project scheduling are time and cost. These two constraints have a great impact on project scheduling. The scheduled project time may be adjusted using schedule compression techniques (Advanced scheduling techniques, 2010). Compressing a projects schedule means reducing the time taken to complete a project without interfering with its scope or objectives. Time constraint can be manipulated using a compression technique known as crashing (Advanced scheduling techniques, 2010). This involves undertaking a given project within a shorter period than the scheduled time. For instance, if a project was scheduled to take thirty weeks to complete, crashing can be applied to enable completion of the project within twenty weeks. However, crashing has a direct impact on cost. Usually, crashing is accompanied by incremental costs. This is because, for a project to be completed within the crashed duration without interfering with itss scope and objectives, it requires input of additional resources such as human resources (in case of labor-intensive projects), or machineries (in case of capital-intensive projects). Incremental resources results into incremental costs. Therefore, interference of time constraint in a project has an inverse impact on cost of a project. Time constraint can also be manipulated through fast tracking. This involves performing project activities in a parallel manner as opposed to sequential manner (Advanced scheduling techniques, 2010). For instance, in the case study, Crosby can start preparing flowcharts as it awaits receipt of bids on specs. However, fast tracking can result into rework, hence increasing the time taken to complete a project, as well as the cost involved. Generally, time constraint is very important in project scheduling. If compression techniques are applied, the cost of a project is usually impacted: reduction of project time results into increased project cost. In project implementation, time is one of the major constraints, which compromises project performance quality. During the implementation process, every activity is allocated specific time within which it should be completed. This is usually done through project schedule or work breakdown structure. Apparently, project time management has a lot to do with managing a project schedule (Evans, n.d.). This entails knowing how to utilize the allocated time to get the work done before or on the scheduled date. Lack of proper time management results into delayed completion of a given project, meaning more time is taken to complete a project. Consequently, an organization incurs more cost to complete a project if a projects completion time is delayed. Moreover, delayed completion time may result in increased competitive pressure and financial difficulties, thus affecting the quality of the project during the completion stage (Evans, n.d.). Interference of a projects quality during the completion stage has direct impact on the quality of the entire project. Moreover, lack of time management when implementing a project may affect the scope of a project (Evans, n.d.). For instance, if the completion period is delayed, the personnel involved in implementing a project may be tempted to overlook some of the aspects of the project in bid to avoid further delay. This may results into interference of the scope of a project, hence affecting the quality of a project. Moreover, interference of a projects scope means failure to achieve the goals for which the project was set to achieve. Buy custom Crosby Manufacturing Corporation essay

Substance Abuse Essay Example | Topics and Well Written Essays - 500 words - 1

Substance Abuse - Essay Example Some people argue that recreational use of drugs is not harmful, however studies show that use of recreational drugs leads to addiction and permanent usage of drugs. People who support the recreational use of drugs favor the use of Marijuana as they feel it is not harmful for people. However, recent studies show that marijuana is also harmful for human beings. According to National Institute of Drug Abuse, marijuana users become dependent on others. They find it hard to understand different aspects of life and others assistance on every aspect. It is also important to note that illegal drug is not the only thing that creates addiction in an individual. Things like medicine, alcohol, tea, coffee etc could also create addiction which may cause problems for an individual (á ¸ ²aminer, 2010). Treatment The aim of the treatment of patients for substance abuse is to take them to a point where they are free of the dependency and habit of using illegal drugs. Although, the patients may not get rid of the problem completely, but the negative effects of the use of such drugs may be negated from such treatment. Studies show that 60 out of 100 are treated with desired results, as the dependency of drug addict patients reduces with the treatment.

STRATEGIC REVIEW CASE ASSIGNMENT 1 THE EXCELLENT CONSULTING GROUP Essay

STRATEGIC REVIEW CASE ASSIGNMENT 1 THE EXCELLENT CONSULTING GROUP - Essay Example A thorough analysis of the external elements of the business as well as the current strategies has also been made, based on which a strong set of recommendations have been set down for the company. The next section will deal with the current situation of the company. Here we discuss the mission and vision of the company followed by the strategies that the company currently adopts. The company’s main objective is to grow to become the leaders in mobile computing. The company’s mission statement is â€Å"Our objective is to be the leader in mobile computing† (Palms Annual Report). The company’s vision statement has been noted to include a number of different areas, like, â€Å"a) Develop market-defining products that deliver a great user experience, b) Provide a choice of industry standard platforms, c) Differentiate our products through software and applications, d) Expand global presence and e) Build a brand synonymous with delightful mobile computing† (Palms Annual Report). It is evident that the company is focusing on becoming the world leaders and has taken all possible steps to ensure that they read their mission. As explained earlier, the company’s goal and objective is to become the world leaders in mobile computing. The company focuses on the providing the industry with a wide range of industry standard platforms (Palm Inc.). The company also focuses on ensuring that products and services provide a great customer experience and allow the customers gain the best of the industry. Based on the goals and objectives of the company, Palm Inc has been able to effectively develop a brand image, which has been consistent with one which provides high quality and excellent customer experience. The company has also been able to use the highest and best level of software and applications. The company’s main strength is the differentiation that the company has been able to achieve in the markets and the high choice of standard platforms that the

Hyperthyroid and Hypothyroid Disease Essay Example for Free

Hyperthyroid and Hypothyroid Disease Essay Hyperthyroid and Hypothyroid Disease Mischief just seems to follow wherever Dennis appears, but it is the product of good intentions, misdirected helpfulness, good-hearted generosity, and, possibly, an overactive thyroid The Merchant of Dennis the Menace.Hank Ketchum Additionally when comparing Hypothyroidism and Hyperthyroidism, it is useful to consider the symptoms, treatment, and life with the disease. The hidden truth about thyroid disease and what every person should know, how it affects not only the body, but also the affects that these diseases have on mental stability and memory is astounding. What everyone doesn’t know, but should know about these two diseases. Knowing more about the symptoms of thyroid disease is useful knowledge for any one person that has a family member with the disease or has concerns for them. Also thyroid disease can be hereditary, if a family member has the disease it is likely that another member in the family has it or will get it. Uncontrollable weight gain is of the most common symptoms, and most talked about for hypothyroid disease. What they don’t say is that losing the weight is next to impossible, and when the weight gain will stop. As one of the thyroid glands functions is to release hormones in the system to regulate the metabolism, if the metabolism isn’t regulated weight gain is inevitable, amongst this symptom are the uncommon symptoms of intolerance to cold, memory loss, dry skin, and hair loss, with hypothyroid disease the thyroid is no longer producing enough of this hormone for a healthy thyroid gland, compared to hyperthyroid the thyroid gland is over producing hormones, and this leads to uncontrollable weight loss even with a high caloric diet, weight loss will continue. The uncommon symptoms are depression, intolerance to heat, and again hair loss, however with both hypothyroid and hyperthyroid once treated these symptoms will start to lessen under a physician’s care. The treatment for hypothyroidism, depending on the severity of the disease, what form of hypothyroidism is diagnosed will be the deciding factor in how the disease is treated, for most the treatment is a Synthroid medication, how much medication is taken daily will depend on the TSH levels in the blood system, in order to find out what the TSH level is generally a blood test will revile the level, at the same time it will be recommended to continue having regular blood test ran as these levels can change frequently along with the amount of medication, having regular blood work done, along with regular visits to the treating physician will help with maintaining a healthy thyroid gland. However the treatment for hyperthyroid disease is completely different, still blood work will be needed to determine the over activity of the thyroids hormone release, since hyperthyroidism can be cured, furthermore this treatment will depend on the age of the person, their general health, and the condi tion of the thyroid gland. The most common treatment is an anti-hormone medication until the thyroid gland is functioning at normal hormones levels, in the same way treatment will be decided by the attending physician. Living with thyroid disease has its challenges, but is manageable as long as the individual follows the medical advice that has been given to them by their attending physician, although it is recommended to seek out a specialist in this area. Hypothyroid disease will require blood work maintence that should happen at a minimum of every six months to ensure the TSH levels are staying within the required levels, adjustments to the medication may be necessary until the right level is maintained for a minimum of six months or as recommended by the physician. During this time one will be overwhelmingly fatigued, but will get better as time goes on, and the treatment has been successful, there will be days when the body is full of energy on the other hand there will be days that more sleep is required than usual, getting out of bed will be a chore, bones and joints will be constantly sore and painful to the touch, nevertheless it is a manageable disease even though the treatment is time consuming, still it just will take perseverance and patience to make everything fall into place, also changing the daily diet, adding in super foods that can help with the thyroid function, such as eating more fresh fruits, grains, vegetables an d lean proteins in addition to changing regular cooking oil to coconut oil for all cooking that requires cooking oil. Coconut oil is better for thyroid  function, is doesn’t make food taste like coconuts, food won’t have that oil taste, is better for you, and will help elevate the thyroid in a more natural way. Cutting out white foods, such as sugar, white flour, dairy, and caffeine will also help with repairing the function of the thyroid gland. This will be a lifelong change for any individual that develops hypothyroidism since it cannot be reversed. The symptoms can change constantly; any change in the thyroid hormone will create changes in the symptoms for the better or worse, even though cutting out white foods and changing the diet, adding in super foods, medication cannot be skipped as it can have a negative effect on the system. Although living with hyperthyroidism in comparison is completely different, but changes will need to be made in the same way, such as learning to relax, take things in stride, at the same time look into taking up a meditation class, yoga class or get regular massages. Regular exercise is also recommended as doing any one of these daily regimens will help with the healing process of this disease. When the individual follows the treatment plan recommended and maintains a healthy balanced diet, hyperthyroid disease is reversible, and the thyroid will once again be thriving and healthy unlike hypothyroidism which cannot be reversed. Life is manageable with hypothyroid disease or hyperthyroid disease, once you have a clear understanding of the treatment, symptoms and how to live a healthy life with either of these chronic diseases. There is not enough getting done in the research industry to find the key to what is the cause of thyroid disease, and how we can create more viable medications to enhance the patient’s livelihood.