Research Topics

Preparedness of the Higher Educational Institutions in the National Capital Region to Accommodate Students with Disabilities

Preparedness of the Higher Educational Institutions in the National Capital Region to Accommodate Students with Disabilities Introduction The preparedness of academic settings in accommodating the students with disabilities is highly important to provide the mission in equal education. Disabilities among the students include the hearing and visual impairments, physical disabilities, and learning disabilities. The increase in the awareness and supportive action plans plays a significant role to encourage the students with disabilities to experience their right in equal education. This paper focuses in the assessment of other schools regarding the accommodation of students with disabilities. Ideal Campus/Schools In order to support the disabled students, it is important that the schools will pay attention on the services that they can provide. The campus or school itself should provide an access map for all the students to help them identify their route or destination even without the help of other fellow students, guardians, or teachers. The route of the school should also have accessibility features that will create a safe and easy path for the students. Most of the proposed projects are the adaptive computing workstations, handicapped parking, automatic door openers, elevators, and others. Planning for Students with Disabilities Students who are struggling with their disabilities should feel welcome and normal like the other students. However, the school should consider having the precautionary measurements in response to the emergency needs of the students. As an administrator, the responsibility over the students should remain in their top priority. There are three proposed plans for the students with disabilities while inside the school and should implement to recognize their safety. 1. Know the building floor plans, especially where the fire-protected stairwells are located, as these areas can be used for shelter while awaiting assistance. 2. Use a buddy system, and have more than one buddy in each class in case the primary buddy is not present at the time of an emergency. 3. Consider using decision support system (DSS) liaise on services in anticipating the needing assistance and would like that need communicated. Education In serving the students with disabilities, the administrator or the campus directors must communicate an arrangement of appropriate services. The needs for assistance of the disabled students should not only come in the school facilities but also with the other services especially in learning: Curricular Services - a special course groupings and faculty training on strategies that faculty can use to integrate students with disabilities into their classrooms. Pedagogical Services – providing oral testing, tutors, sign language interpreters, readers, note-takers, and extended testing time. Technological Services – books on tape, assistive computer technology, tape recorders, and magnifying devices, visual and auxiliary aids, and others In providing services, designing the specific programs may help the students with disabilities that centers in the strategies to assist the students towards the successful classroom interaction and learning. In the long-term, the schools can help the students to achieve their potential in which they can use in their employment and total development. The programs in the education success can be achieved with the communication and collaboration of teachers or educators. With their knowledge and skills, they can assist the students towards establishing their careers and be successful and effective individual. The encouragement and services that the teachers can provide is an important influence in helping the students to participate in the programs that they created. In addition, the educators can also implement a program in which the community is involved. This is important in spreading the preparedness and awareness of the community in helping the community to provide the support and avoid the mainstreaming that might affect the functions of the students with disabilities. This program emphasizes the skill and knowledge development that can start by better understanding and building the personal growth of the students with disabilities. Conclusion The students with disabilities have an increasing number in the higher education to achieve their career and professional goals. In the assessment of the schools’ influence, the results derived in investing on the appropriate facilities and services in which the school can approach the learning capabilities of the students and support their personal growth. The development of the student with disabilities is based in the appropriate teaching and learning modifications that a school can provide. Therefore, the design and creating the important facilities are important for the continuous progress of the disability students. It always start with the acceptance and builds the communication with the aid of responsibility. References: Gugerty, J., & Knutsen, C., (Eds.) (2000a) Serving students with significant disabilities in two-year colleges: ABLE program, Longview Community College, Let’s Summit, Missouri. Madison, WI: Center on Education and Work (ERIC Document Reproduction No. ED 447 635). Gugerty, J., & Knutsen, C., (Eds.) (2000b) Serving students with significant disabilities in two-year colleges: Program accessibility committee–Florence-Darlington Technical College, Florence, South Carolina. Madison, WI: Center on Education and Work (ERIC Document Reproduction No. ED 447 633).     Credit:ivythesis.typepad.com

Preparedness of the Higher Educational Institutions in the National Capital Region to Accommodate Students with Disabilities

Preparedness of the Higher Educational Institutions in the National Capital Region to Accommodate Students with Disabilities Introduction...

SMALL TEAM MANAGEMENT

Small Team Management     PART A: Domestic and Commercial Building Company In the present day work environment, expectations exceed regarding the workloads and task requirements among employers and employees. Multi-tasking defines the current situation in most of business organizations as advances in technology especially in the use of the computer and the Internet continues.  (1992) claimed “the systems theory of management is built upon the tenet that ‘the whole is more than the sum of its parts.” For a quality improvement effort to truly succeed, such a whole must evolve.” According to  and  (1995), teams with “substantive” participation outperform teams where subordinate input is limited to “consultative” participation. A less direct control and new risk for the leader is called substantive participation. Hence, social acuity and interpersonal astuteness are factors needed to ensure leader effectiveness and subsequent group success.   In the article, the building and construction company is mainly composed of five (5) people who function for the internal and external operations of the business organization. Such functions include the administrative management of the firm as a business entity and the project-based accounts and responsibilities of the company as a member of the construction industry. Figure 1 below illustrates the (1) Organizational Chart for the company:   Figure 1. Organizational Chart for the Building and Construction Company       The (1) Owner/Builder initiates responsibilities such as (a) the holistic administrative management of the construction firm, (b) site supervision of the construction projects being handled, and (c) supplier relations management for the needed construction raw materials. In order for the Owner/Builder to undertake these tasks responsibly, he should have appropriate leadership skills to pilot each and every construction project, decision-making skills to efficiently carry out the responsibilities of the entire business organization and meet its goals and objectives, effective communication with all the members of the company for the dissemination of information and work loads, and competent business administration and management strategies and values.     The (2) Part-time Office Worker is tasked with (a) accounting management for the settlement of payable procurements of the company, and (b) customer relations management for inquiries, quotations, project scheduling, and possible clienteles. Hence, as the person mainly responsible for all the administrative work of the business organization, the Office Worker should be competent enough to meet clients and customers who may need inquiries regarding the performance and operations of the company as well as background in accounting and business management in order to effectively function his responsibilities. Good customer service training and auditing skills are needed along with effective communication skills for both the internal and external operations of the company.   The (3) Full-time Carpenters are responsible for the (s) completion of the projects on time, (b) raw materials inventory management, (c) project planning considerations, (d) selection of casual carpenters depending on the demand of the projects being handled, and (e) training of the apprentice carpenter. With these enumerated responsibilities, the Full-time Carpenters should be expert in the building and construction business particularly in the site duties they are required to undertake since their output sets the profit of the company. In line with their responsibilities at the site, they should be able to manage preparations to finish projects on time along with proper monitoring of the needed supply of raw materials including selection of additional manpower as dictated by the demands of the business. Moreover, since the training of the Apprentice Carpenter is likewise included in their responsibilities, they should have the experience and expertise to teach and lead the Apprentice to good project handling practices.   The (4) Apprentice Carpenter is tasked with (a) assistance for the full-time carpenters, (b) along with other responsibilities and duties expected as a project site worker. More than having the skills of a good and dependable carpenter, as a trainee, he should be open to new knowledge and skills that can be provided by the full-time and more experienced carpenters in the company to be able to exhaust all the possible training that he may need for future responsibilities in the company.              However, there are (2) tasks and skills that the current staff lacks. According to  and  (2002), credibility is the foundation of leadership. In addition, a leader should possess honesty, competence, aspiration, and a forward-looking approach. In the business point of view, good leadership proves to be quite beneficial. As the team leader in the building and construction company, the Owner/Builder should aid in effectively meeting job-related demands, in creating higher-performing teams, in fostering renewed loyalty and commitment, and in increasing motivational level of employees since effective leadership comprises the aptitude and ability to inspire and influence the thinking, attitudes, and behavior of other people (, 1997). But although this specification seems relatively simple, the reality of leadership is very complex. Intrapersonal factors such as ideas and emotions interact with interpersonal processes to have effects on a dynamic external environment and bring complexity to the leadership process.   Meanwhile, the most important asset of a business is the people in order to achieve sustained business success. Realizing this leads to a strategic management of people within the organization. It has been argued that through the workplace culture, management can have control in the hearts and minds of its employees towards making them more committed to the organization. One way of manipulating the workplace culture is implementing a “shared value” (, 1995). Through shared value, each and every member of the organization will work towards adhering to it, thus inappropriate behavior can be lessened. In the case of the Part-time Office Worker, higher morale will reflect in their work attitude and will gradually become more committed to the aims of the organization and to the organization as a whole.   The same is true for the Full-timer Carpenters with regards to higher work morale. Its philosophy is based on the simple belief that human resources are the most important asset in achieving and sustaining business success.  (2001) highlighted the importance of high work life quality through good supervision, working conditions, pay and benefits as well as challenging and rewarding jobs. She said that these conditions will provide opportunities for employees to contribute in the overall effectiveness of the organization as they become more motivated and productive members of the company’s work force with positive self-esteem and improved morale. Moreover, there are various training and development methods as part of training menus that are all accessible to utilize and relate according to individual training and organizational training needs. They should realize that training is also on hand far beyond and outside the classroom. Training and learning development includes facets such as morals and principles; stance and behavior; skills and knowledge and as well as leadership and willpower (, 1987).   On the other hand, the Apprentice Carpenter should be able to identify his position and functions along with the hierarchies that the work environment should follow since development isn’t constrained to training. Rather it’s anything that aids a person to nurture in aptitude, expertise, poise, broadmindedness, dedication, inventiveness, inter-personal skills, understanding, self-control, enthusiasm and some more (, 1992;  and , 2002). More prominently, it should be realized that training or learning, at the trainee’s view is anything offering learning and developmental experience.    If the Owner decided to replace the part-time Office Worker with a (3) Full-time Receptionist/Bookkeeper, the following should be considered and compiled for the new position: (1) Job Description and Person Specification, (2) recruitment alternatives, and (3) induction and training program.   Job Description Title: Receptionist/Bookkeeper   Scope: The Receptionist/Bookkeeper will be responsible for the operation of the company office, implementing customer service standards, and administrative assistant to the Owner/Builder.   Responsible to: The Owner/Builder   Main Responsibilities: Manage the operations of the company office including: Ø      Procurement of construction raw materials Ø      General accounting responsibilities Performance criteria: Minimal stock wastage and balance of account.   Customer related duties such as: Ø      Customer inquiries Ø      Project quotations Ø      Project schedules Performance criteria: Increase customer base and customer satisfaction.   As assistant to the Owner/Builder, work includes: Ø      General secretarial tasks Ø      Provision of supplier contacts Ø      Efficient schedule management thru appointments and meetings Performance criteria: Effective work-related time management for the Owner/Builder for efficient attendance to responsibilities.    Conditions of Employment: Award wages and superannuation. Annual performance bonus. Saturday work and some evening work required.   Person Specification Title: Receptionist/Bookkeeper   Essential Skills and Experience: Experience in general office management and bookkeeping. Experience in customer service roles. Demonstrated ability in secretarial duties.   Desirable Skills and Experience: Experience in construction industry. Formal qualifications in office management and bookkeeping.   Personal Qualities: Ability to work as part of an administrative team. Loyalty and integrity. Excellent customer relations skills. Accuracy and good organization skills. With initiative, a self-starter. Enthusiastic and energetic personality. Decisive. Ability to handle pressure.   Personal Circumstances: Able to late and on weekends if the work demands. Able to attend to management meetings and consultations after office hours.               Selection is a critical process for the organization because good selection decisions ensure the company of their financial investments in their employees ( & , 1993). The wrong selection process can lead to frustration, repetitive training, documentation, low morale and a waste of time and financial resources. For the recruitment of the receptionist/Bookkeeper, several choices are available in order for the management to select and hire the most ideal person for the position. These include the traditional job hiring process, the use of agency to look for the needed person, and promotion or appointment of the most qualified member of the organization.   First, the management can follow the traditional recruitment and selection procedures among business organizations. This includes advertising for the job vacancy along with the preferences of the management for the specific person they need. Once the applications come, the management could start the preliminary selection through the submitted curriculum vitae. Interviews will be scheduled to know the applicants more fully, thus narrowing the selection process and the eventual hiring of the best applicant for the job.   Second option is for the management to consult agencies that can provide the right person for the vacancy. This will minimize concerns on job vacancy advertisements of the management and could be the most efficient way to hire the needed Receptionist/Bookkeeper. Moreover, referrals from friends and acquaintances could also work as a means to identify and hire a new person for the administrative operations of the company.   A third option is for the management to review the performances of the very members of the business organizations who can be promoted for the needed administrative position. Among the advantages of this particular option include the personal knowledge of the person and his/her capacity to do the needed responsibilities as well as the lesser time needed to fill in the position.       Once the person is hired as the new Receptionist/Bookkeeper of the company, an induction and training program should be initiated by the office for the enumeration of expected work load and work output from the new person. The employers, in their goal to improve and develop aggressive and competitive business organization, may exhaust the potential of their human resources for the benefit of the company relative to total work output. This will also promote the positive working relationship and good communication channeling among the personnel in the establishment whether between the supervisor and the subordinates or employee to peers and colleagues.   The employee, on the other hand, should avail of the opportunities of developing their skills further and enriching their knowledge through the training programs and exercises. This will ensure their competitiveness in the fast-paced and ever-changing description and scope of their work and may also sustain their personal desire of improving themselves as productive individuals and will foster minimum stress level in the workplace.   Among the points needed for the effective induction and training program for the new Receptionist/Bookkeeper includes: A.     Meeting with the other members of the company and their respective roles and responsibilities. B.     Overview and briefing on the construction industry business and the industry sector the company belongs to. C.    Discussion on the history of the company and the goals, mission and values it upholds. D.    Explanation of the general operations of the company and the everyday routine of the members of the company. E.     Briefing on the tasks and responsibilities as the Receptionist/Bookkeeper of the company.    New issues about employment and management of people arise and the tasks and responsibilities of the human resources management of companies also increase. Hence, it is necessary to make the workforce of the company strong by making sure that they are talented, skilled, and bounded by effective regulations and organization policies. Aside from this, (4) unexpected situations should be handled with competence by the management through effective contingency plans since the adaptation and gradual acceptance of the company’s transformation posted difficulty among the employees and staff whose responsibilities, duties and positions in the organization were braved.   For those who were threatened by the changes, the transformation was, for them, immediate and unreasonable. The threats to their occupation in the company could be traced to their competence as quality work force of the said business organization. The new learning process that inevitably should take place within the company made the worries of lax employees to surface. But for the employees and staff who have the attitude of improving themselves with the changes that were being implemented in the organization, the transformations were faced as a challenge and opportunity for individual and personal evaluation improvement. Key staff absences can be resolved by (1) strict policies for attendance, and (2) incentives for highly responsible and performing members of the organization. Meanwhile, increased workload due to customer demand can be resolved by (1) consulting referrals and agencies for temporary or casual workers need, and (2) thorough project planning and preparations with regards to needed additional work force.    Information has always been a critical factor to a success of a business. For this reason, every company in this age must realize the importance of information technology. Not only does it play a role, but it must somehow, blend with the corporation’s business strategies and techniques. Among the (5) list of Staff Records that should be kept include (a) Personal Data Information of the Employees, (b) Benefits and Insurances, (c) Job Description and Responsibilities, (d) Contract Details, and (e) Attendance and Regular Performance Appraisal. The continuous advancement in technology gave way to inquisitive inquiries on the logic that governs information management, its importance and its drawbacks.   Information management is the administration of data with regards to its uses and transmission as well as the application of theories and techniques of information science to be able to create, modify, or improve information handling systems within a particular business organization. It is the function of managing the organization’s information resources which includes the creating, capturing, registering, classifying, indexing, storing, retrieving and disposing of records and developing strategies to manage records. It also includes the acquisition, control and disposal of library and other information products, items kept for reference purposes, and the provision of services to internal and external customers, based on information resources.   The modern age of digital electronics made it possible for business and corporate organizations to keep up with the demands of their industries. At present, most business organizations are equipped with the latest information technology (IT) systems that enable them to function fully and effectively in the efficient delivery of their products and services. It has provided every person with the ability to communicate and perform tasks which were impossible to do before the arrival of the 21st century. As such, modern information technology has been considered the result of a crucial connection between digital and communication technologies. It has been declared as the fundamental core of an information system, which involves various interactions between data, the users, software, hardware, business corporations and their environment.     PART B: Business Situation Analysis It is known that every organization’s primary purpose is to stay in business, so that it can promote the stability of the community, generate products and services that are useful to customers, and provide setting for the satisfaction and growth of organization members (, 1969; , 1985;  1986). The trend towards internationalization and increased global competition among huge and successful business corporations directed business executives to find ways and means to improve their products and services to clients and consumers. Every existing business company in this era of modernization have invested resources to enable them be successful in the local as well as in the international market competition. Quality and productivity are the common goals among business individuals.   In this regard, quality strategy if executed appropriately can make the company prosper not only through increased number of customers and the greater possibility eventual gained customer loyalty but also in fostering ideal working environment within the business organization. There had been a number of strategies implemented by various companies in order to practice quality customer service. From customer studies to the application of information technology, several international businesses have confirmed that putting quality into customer service results to positive outcomes (, 1997). While the benefits of quality customer service have already been recognized, it is important to consider that quality customer service is not dependent on the quantity of trainings or seminars an organization undergoes but on the level of collaborative effort exerted.   According to  and  (1997) (1) motivation is “the set of processes that arouse, direct and maintain human behavior toward attaining some goal”. This definition contains three key essential aspects: arousal, direction and maintaining. Arousal is to do with the drive/energy behind people’s actions such as their interests to do the things or they do it just want making a good impression on others or to feel successful at what they do. Direction means the choices people make to meet the person’s goal. Maintaining behavior could keep people persisting at attempting to meet their goal hence to satisfy the need that stimulated behavior in the first place ( & , 1997). In this regard, business organizations are aware of the importance and significance of employee motivation In order to meet the set goals through the human resources of the company.   Motivation can be assumed as the reason or the force behind why a person does what he or she does. Sometimes, it is also a means to make the person perform better and more efficiently. Basically there are three assumptions in human motivation established in research: (1) motivation is inferred from a systematic analysis of how personal, task and environmental characteristics influence behavior and job performance; (2) motivation is not a fixed trait; but rather it refers to a dynamic internal state resulting from the influence of personal and situational factors; and (3) motivation may change with changes in personal, social or other factors (, 1997). Moreover, motivation affects behavior, rather than performance (, 1995). As what  explained, “Initiatives designed to enhance job performance by increasing employee motivation may not be successful if there is a weak link between job performance and an employee’s efforts” ().   Performance appraisal is a process of assessing whether organizational objectives are met. It would evaluate how the employee’s performance has fared to satisfy the organization (., 2003). Evaluation seeks to monitor and improve effectiveness by giving the employee feedback on his/her performance. This process should be carried out at regular intervals and should follow specific protocols to maintain objectivity in the evaluation process. The company should have a clear set of evaluation or assessment tools that will be used in all levels of the organization. The process should either be carried out as an individual consultation or a face-to-face evaluation. Lastly, a standard review mechanism conducted by a third party should be commissioned for the reassurance of fair play and objectivity in the evaluation (, 2004).   This concept has its strengths as defined by  and  (1997) for it helps the manager to be able to identify individual present performance along with the employee’s future potential. Evaluation also assesses the weaknesses and the accompanying disciplinary actions. The third strength is that it can determine which training aspect should be developed for the particular employee. It also increases the communication line between the employer and the employee because of the feedback and evaluation process. According to  (2004), evaluation is also a way for the organization to assess the role of the manager as well for evaluation and supervision are interdependent because evaluation is a tool for measuring supervision. Moreover, another advantage is that evaluation aims to establish trust among the entire organization because objectivity and fair play are called into this task. Lastly, the evaluation process is a good way of providing employee satisfaction and maturation which will improve the performance in the future.   Conflict simply means lack of agreement in terms of beliefs, practices and in other human activities. It has different levels, which are: intrapersonal or intrapsychic conflict; interpersonal conflict; intragroup conflict; and intergroup conflict (,  & , 1999). The four types of conflict are: intrapersonal conflict; interpersonal conflict; intragroup conflict; and intergroup conflict.  Conflict resolution is important because of the fact that conflict is unavoidable. Conflict is inevitable in every organization because the business environment, both external and internal, experience changes constantly. When business processes are affected and an organization is forced to change its ways, the problem with human factors would then take place. Staff and employees are not passive individuals, but rather show reactions to such changes. Change affects many working processes that might have a direct or indirect impact on an employee. The impact might affect the way they work or might determine their attitude in adapting with the changes that took place. Furthermore, most likely there will also be problems on the capabilities of the employees to adapt with the change.   These are just some of the factors that should be considered from organizational change. Other human factors can also be considered as roots of conflict such as diversity, because employees have differing values and experience differing situations ( & , 2001). Through interaction, such characteristics are responsible for the development of tension among employees ( & , 2001). Changes intensify this reality, as employees are obliged to cope with them. Like the others, coping styles differ, making the need for a good management and leadership more essential. However, it can also be said that change could root from conflict. Proper management of conflict fosters understanding and the appreciation of difference ( & , 2001). Thus, conflict and change should be managed effectively, instead of being eliminated or halted.   Along with the roles and responsibilities of each and every employee and employer are the (2) rules, regulations as well as policies that govern the business organization in order to identify and enumerate the obligations of all the people in the company. According to  (1987) governments uphold employee rights as either mandatory or voluntary in which mandatory rights include the right to a safe and healthy working environment guaranteed by the Federal Occupational Safety and Health Act, the right to compensation for work-related disease or injury granted by state workers’ compensation laws, and the right to equal opportunity of employment set out in Title VII of the Civil Rights Act of 1964.   In line with these government provisions,  (1981),  (1980), and other academic researches have provided framework that set the guidelines rules and policies concerning the business environment. Their framework incorporated fixed costs so that worker preferences and budget parameters directly relate to the packaged work hours. Others have emphasized the role of technological considerations, including startup costs, fatigue, and hiring and training costs that are fixed per along with nonlinearities in compensation that are induced by fringe benefits, payroll taxes, and overtime pay, as well as the costs of coordinating workers who work different hours employee (, 1971; , 1969; , 1969; , 1976). This resulted to the average output per hour and the average full cost per hour of employing someone depending on hours worked per week and weeks worked per year.     PART C: Work Group Evaluation Toyota Motors is an established company known for two supreme values: kaizen and respect for people. Our company prides itself for being one of the market leaders in every aspect of the business. Thus, it is only right that the Human Resources side of the company is continually developed to uphold these values which embody the Toyota Way. Toyota tries to preserve its home-grown economic model such as the values it practices in its business practices to be able to retain their competitive advantage. Indeed, it is a hard task for the company to preserve its locally conceptualized model while maintaining linkages with the global economy. However, because critical success factors are established as key aspects needed by a company, this has become easier in dealing with the issue of globalization. The latest developments in the company proved that it is stronger than ever, emerging victorious from otherwise discouraging situations.   Strengths. The Annual Report for 2004 has introduced the new management system which concentrates on making operations and decision making faster and easier globally (‘’, , 2005). The organisation also has a set of established in-house committees and councils which monitor all aspects of management and corporate activities using the perspective of several of the company’s stakeholders. This would ascertain the transparency of the organisation and the fulfilment of their social obligations. The unique quality of this system is that the managing directors would not solely focus on management because they would also act as the link between management and on-site operations. The result is a less-vertical decision making because the managing directors and officers will have the complete responsibility for the operations performed by their divisions. In addition as the highest authority, they would participate in companywide management processes as well as ensure that their “division-level decision making is firmly rooted in operational conditions on the ground” (‘’, , 2005).   Weaknesses. Even though there are strategic choice models that are available to base the company’s strategy in, it was deemed appropriate to incorporate the new system of Toyota with the traditional management model which focuses on increasing competitive advantage through development of human resources (, 2005). According to the model, the traditional ways of management focus on imposing strategies on the workforce without considering potential contribution which results to an underutilization of human resources while the new model focus on three key business enablers: people, knowledge and coherence (, 2005). Developing these three aspects together would also influence the financial performance of the company.   Strategies in addressing weaknesses. As the relationship between stress and performance is complex, several tried to quantify how stress affects an employee and his/her work performance. However, the rising cost of overstressed employees prompted investigation of the relationship as the Occupational Safety and Health Act of 1970 and other state laws hold employed liable for “all diseases arising out of and in the course of many employment” which means that it includes stress-related sicknesses (‘, 1985). It can result in physical, psychological and behavioural responses.   As such, the management need to enroll their staff in annual or quarterly training courses to upgrade their skills and enrich their knowledge so as to foster individual and personal development and improvement. Possibilities of promotion through their acquired knowledge and improved skills as competitive employees should always be reminded to the staff as a form of motivation to encourage productive outputs. Incentives in the form of financial aids like bonuses and other material compensations as well as intrapersonal rewards such as positive critical feedbacks and recognition should be endorse by the company to boost confidence and motivate the employees. This in turn will also be profitable to the organization itself due to increased output of the work force.   Communication within the group. It is also apparent that equal relations between the employer and the employees should be practiced to encourage productivity in the business organization. Enhancing good working relations among all the employees and preserving a good working environment and atmosphere ideally, will provide harmonious relationship inside the business organization. Maintaining such condition within the office will elicit productivity from the employees as they enjoy their duties of accomplishing their tasks and will help in reducing stress and eventual burnout in the workplace. Team building exercises wherein work peers as well as the supervisors will be participating should be regularly held. Bonding activities like out of town trips can be psychologically helpful to all the employees that will elicit bond among the people inside the company as well as for the employers to know their work team.       Team performance evaluation. Under Toyota, the pressure is exerted from within the team through three different ways. The first source of stress is the virtual absence of stock parts which the workers have to cope with because it is not easy to change the assembly line to suit the situation. The second source is that management does not provide enough resources to teams so the members work to minimise dead time. The last source of stress is the group pressure because if one member of the team is not up to par, the whole group is penalised. However, this situation has changed as there is a new report which speaks of the newly established Associate Support and Assistance Program. It is devoted to resolve personal and work-related issues which ensure confidentiality and trust. Employees are given assistance and counselling services which the company pays for. There is also a service wherein Toyota employees can avail of anger management services where an outside company which Toyota contracts with will design one-on-one training program for employees and managers.     References: Credit:ivythesis.typepad.com

SMALL TEAM MANAGEMENT

Small Team Management PART A: Domestic and Commercial Building Company In the present day work environment, expectations exceed re...

Impact of agribusiness in the development of the country

Impact of agribusiness in the development of the country   Agribusiness plays a major role for country development including Rwanda from which there can be success domains and impacts of the agribusiness firms and be optimistic about the country’s status as well as economic liberalization. Rwanda’s agribusiness has been dependent on technical experts and several agriculturists as there has been vulnerable to changes in market and climatic conditions. There can be agriculture globalization impact in succession as development posits the harnessing of agribusiness liberalization in Rwanda. The agribusiness approach to countryside development have certain imparts implying to expand production base as well as raise production and distribution efficiency that are parallel with country development norms as well as promoting in equitable distribution of production and productivity gains of the country. The expansion of the production base involves breaking out from subsistence agriculture by increasing and diversifying the marketable surplus of the farm and increasing price and quality competitiveness of the country’s agricultural products. However, there maybe raising in agricultural and fishery production and competitiveness have not automatically and consistently led to increased farm incomes. Often, more production meant surpluses that depress farm gate prices. Meanwhile, lower farm gate prices also do not automatically lead to lower food retail prices. It appears that an inordinate share of the benefits from higher production goes to middlemen.   Agribusiness Development in Rwanda   Rwanda fell into downward economic spiral compounded by market destabilization and severe food shortages due to systemic deficiencies in agricultural production, distribution and marketing. ACDI/VOCA in Rwanda supports local initiatives in commercial agriculture and agribusiness development through its food security grant fund, which awards grants to rural cooperatives that have submitted viable proposals for agribusiness activities. ACDI/VOCA has also been successful in gaining the cooperation of local banks to match the program grants with commercial loans, thereby linking the cooperative enterprises with the formal financial sector. In addition, ACDI/VOCA helps cooperatives strengthen their business skills and increase their involvement in commercial agricultural markets for both staple and cash crops acting businesses in response to market changes.   The Impacts The impacts of presenting efforts to develop the agricultural sector in developing countries are now taking place against the background of major structural change in the world agricultural industry. In many developed countries, agricultural production is changing from an industry dominated by country based, small scale farms as tightly aligned across the production and distribution value chain (2000) and led to increased integration of world markets (2000). Although most of impacts in agricultural and food markets are taking place in developed countries, they have far reaching implications for agricultural development efforts in developing countries. The changes in food and agricultural markets from wherein there is industrialization of agriculture which have influenced the need for higher levels of managed coordination. The outcome upon introduction of diverse forms of vertical integration and alliances, which have become dominant feature of agricultural supply chains ( 2000). The need to control for high perishability and safe handling involves specialized production, packing techniques and refrigerated transport, all of which require large capital investments and also investment in research, development and marketing, which small and medium-sized enterprises cannot easily afford. Accepting the diversity in the nature of the agricultural transformation process between countries, the concept of agricultural industrialization describes the significant structural changes in the food and fibre system (2000).  The new lifestyles of consumers in the wealthy countries of the north, shifting demographics and a growing appreciation for the link between diet and health have contributed to different eating patterns and influenced the foods consumers in these countries buy. The concern about food safety and the recent food scares as there influencing impact of consumer behavior heavily. The specific needs of consumers have led to the splintering of the mass food market into large number of niche markets. There is then, new technology as there includes information technology as making it possible to ensure that agricultural and food products do have the characteristics consumers want (1995; 2000). The benefits to the agribusiness firm from contract farming venture revolve mainly around cost reduction, quality control and reduced uncertainty with regard to the supply of raw material.  Advantages that are specific to agribusiness firms in developing countries are the substantial political economy gains as a result of involvement in national development projects, or because the government is a party to the contracting arrangement (1994;  1994), where there can translate into more tangible economic benefits resulting from government intervention or cheap credit ( 1994; 1995).  The agribusiness firms in developing countries that are not allowed to own land can use contract farming with local farmers to overcome constraints, in parts of Rwanda where multinational agribusiness firms used contract farming to secure a constant flow of commodities for processing and export ventures (1996).   Credit:ivythesis.typepad.com

Impact of agribusiness in the development of the country

Impact of agribusiness in the development of the country Agribusiness plays a major role for country development including Rwanda fro...

The Impact of Aging Population

The Impact of Aging Population Based on the various studies, aging population often leads to the increase of dependency ratio of people from 65 years old and above.  Meaning, there are more people who will be claiming retirement benefits like state pensions, heath care pensions and insurances than the people who will work productively and who pays income taxes to the government.  And, the most significant impact of more aging population is those working people will have to force to pay higher taxes.  This event will surely stop many companies to stop sufficient incentive programs to their employees.  As a result, many employees and workers would be forced to leave their jobs and shortages in the work force will be a greater problem in many industries.  At the same time many businesses would tend to close due to lower productivity rate.  With all these negative impact in the economy, there are lots of changes that could be possibly made to keep the country’s economy still running effectively and productively.  (http://longevity-science.org/Population_Aging.htm) Furthermore, aging population will surely increase the massive demands of working people for the increase rate of their compensation as well as to their health care benefits and medical needs. Even in the social security costs in the government side.   In other words, the primary negative impact of aging population is the remarkable shortages of workers in different industries that would cause shortages of production and supplies as well.  This is the reason that many families in some part of the globe are encouraged to have more children as much as possible as to meet the aging population problem in every nation.  Relatively, since there are many women and men who are using birth controls, currently birth rates are decreasing significantly.  Naturally, if there are more old people than the younger people, the tendency is to have a negative impact to many businesses as well as to country’s economy.  In relevant with this, Japan is a country that has a ratio of 19 seniors versus 1 adolescent.  This is obviously a real concern for those countries that number of children is limited by their government, and it has been a part of their government law. In this case,   the government and the various industries may experience remarkable shortages in their work force for a certain period of time.    Perhaps, this is the reason that Japan, Korea, Taiwan, and other countries in the globe   are requiring for additional employees for various industries   from other countries who have more population than they do. However, various governments do their best effort to solve this kind of problem through increasing the participation rate of all younger groups of people.  At the same manner, every government of each country modify the retirement age of their employees.  They even extend the retirement age even beyond 60 years of age.  So long as the employees are still capable of working.  Most countries are giving more importance and great consideration to providing their employees with proper health care program, pension plan and insurance plans.  This is the only effective way of keeping their employees stay longer in their companies.     (http://www.economicshelp.org/labour-markets/ageing-population.html) Moreover, medical benefits and expenditures of the employees are rising faster compared to pension plans due to the fact that Medicare pays for acute and long-term medical treatment and maintenance for the poor –elderly and none elderly workers.  Like in United States, most middle class American employees have fewer savings and investments aside from Social Security.  These are main reasons that many old people forced to enter to nursing homes since Medicaid accounts shoulder 40 percent of all nursing home spending and health payments.  Correspondingly, the lifetime value of Social Security old age benefits is from the time that   it matures until the time of death of the members.  All the objectives of Medical programs and Social Security would be better achieved among the old and retirees through direct allocation of funds to hospitals and other credited health facilities that may serve poor or uninsured aging populations.  The impact of an aging population really affects the federal assistance of the states as well as to the total medical spending scale.  Some economists are seriously discussing about the budget deficits for the Medicare and Medicaid.  This is going worst   by the recent global recession.  There are many companies that were forced to close due to insufficient capital.  Part of this event, many employees in the world were being deprived of their medical, pension, health and insurance benefits that they supposed to claim when they get older.  (http://www.brookings.edu/es/research/projects/budget/fiscalsanity/chapter5.pdf)   References: (http://longevity-science.org/Population_Aging.htm)  (http://www.economicshelp.org/labour-markets/ageing-population.html) (http://www.brookings.edu/es/research/projects/budget/fiscalsanity/chapter5.pdf)   Credit:ivythesis.typepad.com

The Impact of Aging Population

The Impact of Aging Population Based on the various studies, aging population often leads to the increase of dependency ratio ...

Assignment 5

Assessment Exercise 2 Ecotourism according to (1999) has grown because of the dissatisfaction with conventional forms of tourism which have, in general sense, ignored social and ecological elements of foreign regions in favor of a more anthropocentric and strictly profit-centered approach to the delivery of tourism products (30). As a form of alternative tourism, ecotourism has roots which trace back to earlier times where the environment, and how we transformed it, was garnering a great deal of concern from a small circle of committed individuals. Depending on one’s perspective, many of the issues most pressing in ecotourism today are those which have been identified in the environmental literature of the past, including capacity building for individuals, control and self-sufficiency for communities, and avoidance of wasteful natural resource consumption (2002).   Ecotourism in Australia The Ecotourism Association of Australia includes in its definition of ecotourism fostering environmental and cultural understanding and appreciation. There is an acknowledgement that culture and heritage are both parts of the landscape. Ecotourism is widely considered, both in Australia and overseas, as an important niche market with a particular range of experiences sought by particular visitors, and as a catalyst for encouraging the tourism industry to be ecologically sustainable (2002). In Australia, a National Ecotourism Strategy has been formulated, complemented by some initiatives at the state level. An International research center in ecotourism has been established and a National Ecotourism Association formed. A number of international conferences have been organized, and strong moves are being made towards a national ecotourism accreditation scheme. This is essential because the growing demand for tourism based on Australia’s natural and cultural heritage is leading to a rapid increase in the number of such operators and establishments. This in turn places pressure on sensitive environments and communities, including indigenous groups (2000).   Issues Environmental awareness does not only concern industrialized countries like Australia. Less developed countries are also interested in achieving economic growth in order to increase the welfare of the population while causing the least possible damage to the environment (Butler and Pearce 1999, p.177).   The Issue of Sustainability Ecotourism can form the cornerstone of development plans at the local, national and regional levels. Such tourism is purported to be ethical not only in terms of distributive justice, but also in the sense that success is critically dependent on ensuring that the rights of indigenous people are respected (2003).           Less Developed Countries Environmental Issue – one of the serious impacts of ecotourism is the usurpation of virgin territories such as wildlife sanctuaries, national parks, and other wilderness areas, which are then packaged as green products for ecotourists. Social Issue – with the establishment of national parks, wildlife sanctuaries and other protected areas for conservation and tourism purposes, locals have in many cases lost their homes and livelihood, often without any compensation. Other social issues such as changes of behaviour and values, especially among local youths, prostitution and AIDS, spreading fast from mass-tourism centers to eco-tourism destinations, have been studiously avoided in eco-tourism discussions. Cultural Issue – ethnic groups are increasingly seen as a major asset, an “exotic” backdrop to natural scenery and wildlife. What has been in general ignored is the fact that the very same people have often been the targets of a consistent policy of suppression and exploitation by the dominant social groups in nation states. Whilst eco-tourism attempts to fully integrate indigenous communities into the market-driven economic system, it keeps them as “archaeological” pieces to stimulate the tourists’ nostalgic desire for the “untouched”, “primitive” and “savage”. Worse, irresponsible eco-tourism promotion features photographs and descriptions of ethnic women, giving credence to the false notions that they are willing and available to be discovered by tourists. Australia Socio/Cultural Issue – In Australia and other countries around the world, there is an existing significant degree of incompatibility between parks and aboriginal people. The relationship between parks and aboriginal people has often been one based on conflict, and stems from the physical displacement and socio-economic fragmentation of aboriginal people (Fennel 1999, pp.223-224). For tourism development to be successful, aboriginal people must be allowed to take control of it despite the social and political forces that often work against them. Stakeholder Involvement Increasingly, planners and developers are realizing that policy must involve the many stakeholders who stand to be impacted by ecotourism development. Some of these groups include protected-area personnel, local communities, the tourism industry, NGOs, financial institutions, consumers, and national ecotourism councils. The Australian National Economic Strategy is trying to implement stakeholder participation in ecotourism (Fennel 1999, p.140).                   Assessment Exercise 1   The key issue that was presented in the collection of case studies was sustainable tourism development. Sustainable tourism development meets the needs of present tourists and host regions while protecting and enhancing opportunities for the future. It is envisaged as leading to management of all resources in such a way that economic, social and aesthetic needs can be fulfilled while maintaining cultural integrity, essential ecological processes, biological diversity and life support systems ().   Sustainable tourism development is aimed at protecting and enhancing the environment, meeting the basic human needs, promoting current and intergenerational equity and improving the quality of life of all people. Accordingly, sustainable tourism development is fundamentally concerned with meeting the needs of the tourists and host regions while protecting and enhancing opportunities for the future and this requires resources to be managed in such a way that we can fulfill economic social needs while maintaining cultural integrity, essential ecological processes, biological diversity and life support systems.   Ecotourism can achieve both conservation and development. The community can earn money from tourists appreciative of the natural environment, and this money can support the community in their existing way of life. The direct benefits to the local populations concerned may include the opportunity to work in conservation, salaries paid from aid funds, revenue from ecotourism, and sometimes infrastructural benefits such schools and medical facilities. Ecotourism seeks to preserve the environment while benefiting the local people.   Less developed countries attracts tourists because of their natural and cultural attractions.Governments and their tourism boards, along with private enterprise project an image of a destination, and particularly of its natural environment, as something there to be discovered and enjoyed by tourists from industrialized nations.   Community tourism involves genuine community participation and benefits. It is only putting people at the center of the picture that true conservation solutions will be found.   Ecotourism involves travelling to a destination in order to understand the culture and natural history of the environment. It seeks to maintain the integrity of the ecosystem and at the same time create economic opportunities to make conservation of natural resources beneficial to local people.   However some consider ecotourism as merely a marketing concept attached to almost any tourism product to attract those sympathetic to environmental causes. For others, true ecotourism must contribute to the maintenance and enhancement of parks and protected areas, the well-being of resident communities and environmental education.   Another key issue is the impact of ecotourism on the local community, culture, heritage and nature.   Sustainable tourism involves a challenge to develop quality tourism products without having unfavorable effects on the natural and cultural environment that sustains and cultivates them. At the core of sustainable tourism is a set of embedded values related to motivated activities to integrate economic, social and cultural goals. Credit:ivythesis.typepad.com

Assignment 5

Assessment Exercise 2 Ecotourism according to (1999) has grown because of the dissatisfaction with conventional forms of tourism which h...

Assignment Questions/ Tasks : Wan Chai Market

Scenario/Background:   In 1937, Wan Chai Market was completed in Hong Kong Island. Her design features included streamlined moderne of the Art Deco, symmetrical façade, cantilevered shading fins and simple streamlined form.   The Market keep conservation not only for the essence of the long-term sustainability and integrity of the Wan Chai community, but also for the enhancing the overall cultural identity in our society.   A Cultural Development Council desires to fund the community to renovate the Wan Chai Market as a New Cultural Centre to fulfill the new demand in the public. Integrating art and information technology, the Cultural Centre will provide new facilities to support an amalgamation of tangible and intangible sources of information.   The total usable floor area of Cultural Centre is about 5,000 SF in any two continuous levels. It will hybrid of various functions including reception, information media centre, exhibition gallery, workshop, café, bookshop, meeting room, office for 5 staff, small pantry, toilets and store room. It will be a place closely associated with the community form part of the life of citizens.     Your Task:   <p class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph; text-indent: -24.1pt; line-height: 200%; layout-grid-mode: char; margin-left: 24.1pt; margin-right: 0in; margin-top: 12.0pt; margin-bottom: .0001pt"> 1.       Part 2A – Prepare your own Working Brief (approximately 500 words) in A4 format which included: client identification and venue, project title and scheme title, at least 3 to 4 aims, client expectations, audience recognition, client and user needs, design considerations (aesthetic and practical), design philosophy and approach. It should also include a Scope of Works that relates to the brief and your programme. MY CUILTURAL CENTRAL CENTRE  – IS CHINA WEDDING CULTURAL   <p class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph; line-height: 200%; layout-grid-mode: char; margin-left: 24.0pt; margin-right: 0in; margin-top: 12.0pt; margin-bottom: .0001pt"> Part 2B – In tandem with your design research and design development work, produce a Written and Illustrated Background Contextual Report (approximately 1,500 words) in A3 format which should both support your design exploration, but demonstrate a strong contextual enquiry which is broader based. <p class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph; line-height: 200%; layout-grid-mode: char; margin-left: 24.1pt; margin-right: 0in; margin-top: 6.0pt; margin-bottom: .0001pt">   MY DESIGN STYLES IS USE  – TRADITIONAL CHINA INTERIOR DESIGN <p class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph; line-height: 200%; layout-grid-mode: char; margin-left: 24.1pt; margin-right: 0in; margin-top: 6.0pt; margin-bottom: .0001pt">   <p class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph; text-indent: -24.0pt; line-height: 200%; layout-grid-mode: char; margin-left: 24.0pt; margin-right: 0in; margin-top: .25in; margin-bottom: .0001pt"> 2.       Part 4 – Write and illustrate a Design Report in A3 format providing commentary on realisation of scheme (approximately 1,000 words). This is a conclusive report, when the design work has been concluded and the design has been finalized. The report should be written is a way that promotes and explains the design and also discusses the design philosophy.     MY CONCLUSIVE – WHRN ( WAN CHAI WEEDING CARD STREET DEMOLISH ), I WANT KEEP SOME TRADITION CHINA WEDDING CUILTURAL AT WAN CHAI MARKET .   Credit:ivythesis.typepad.com

Assignment Questions/ Tasks : Wan Chai Market

Scenario/Background: In 1937, Wan Chai Market was completed in Hong Kong Island. Her design features included streamlined moderne ...