Characteristics Of Lilly As A Homosexual - 1244 Words

Characteristics of Lilly as a Homosexual Lilly discovers that she has an erotic and emotional connection to women as opposed to men. However, she does not want to reveal her sexual orientation to the society, rather makes it a secret affair. In school, she continues to study like a normal student leaving her nightlife out of the public limelight. She opts to live two lives; one that is known to the majority of the society and another that is a secret to her and friends. She is not willing to make her sexual orientation known to the people for fear of victimization by the society members. Moreover, Lilly is in denial of her sexual orientation at some point. In an attempt to try and be straight, she marries a gay man, but the marriage lasts for less than a year. The quest of trying and becoming a person she does not make one understand how she feels about her sexual orientation. Moreover, her marriage to a gay man confirms her fears of being a lesbian. Although she tries hard to try something out, it refuses to work; hence, opting to stick to her sexual orientation. Lilly uses her sexism to appeal to people in night clubs. As a lesbian, she poses nude photos as well as stripping in clubs for money. She also goes to lesbian clubs in Los Angeles since it is the place she feels contented. She engages in lesbian relationships in an attempt to satisfy her gratification for women. She lives the life of a lesbian without being suspected as a homosexual. Article Analysis In the 1950Show MoreRelatedWomen s Sexual Orientation Within The Society1249 Words   |  5 PagesLilly discovers that she has an erotic and emotional connection to women as opposed to men. However, she does not want to reveal her sexual orientation to the society, rather makes it a secret affair. Because she was scared she will be outcast from society. In school, she continues to study like any normal student, but she separated her school life from her night live. She opts to live two lives; one that is known to the majority of the society and another that is a secret to her and friends. SheRead MoreModern Family : Do Not Push And Marco Polo1455 Words   |  6 Pagesattempt to portray a more â€Å"Modern† contemporary view of American families. In both shows I watched: â€Å"Do Not Push† and â€Å"Marco Polo†. Modern Family deals with the traditional family as portrayed by the Dunphys with a mom, dad and three children; a homosexual family with one adopted dau ghter, the Printhett-Tuckers and a mixed marriage family with one child, the Pritchetts, an older white male remarried a much younger Colombian trophy wife who had a son from her first marriage. In the Modern Family nameRead MoreHuman Diversity1292 Words   |  6 Pagesas voting, education and equal pay. In America, thanks to the 19th amendment passed in 1920 which gives woman the right to vote, The Womans Educational Equity Act of 1974 which gives woman the right to attend any school without persecution and The Lilly Ledbetter Fair Pay Act of 2009 which gives woman a leg up in their fight for equal pay, woman in America are well on their way to finally having the equal rights that they deserve. Another common taboo found in many cultures around the world and hasRead More`` Do Not Push `` And `` Marco Polo ``1811 Words   |  8 Pagesfabulous hysterical show that attempts to portray a more contemporary view of American families in both shows â€Å" Do not push† and â€Å"Marco polo†. Modern Family deals with the traditional family as a portrayed by the Dunphys, which is also shown the homosexual family lifestyles in the Princhett-Tuckers and mixed marriage in the Pritchetts, who are older and younger couple. There is a blended family made up of an older white male, a much younger Colombian trophy wife and her son from her first marriageRead MoreAn Analysis Of Esther And Plath s Life1947 Words   |  8 Pagesconvention of lightly disguising the identity of real people under a thin veneer and some fictitious names for the characters. Plath was no doubt familiar with the tradition. Often in the 1600s, writers would publish romance novels using the characterist ics of well-known aristocrats from Louis XIV’s court, but with different names. Bloom argues that when Plath describes how Esther entered an internship at Ladies Day, it may be based on Plath’s own internship at Mademoiselle. Philomena Guinea mayRead MoreEssay about C181 Course Study Guide2397 Words   |  10 Pages-Chief Executive -Head of State -World Leader -Legislative Role -Political Party Leader -Commander in Chief -How did these roles ‘evolve’ historically? Chapter 13 1. What are the primary functions of government bureaucracies? 2. What are the characteristics of any bureaucracy? 3. Why has the Federal Government bureaucracy grown? 4. What are the different types of bureaucracies? Give examples of each. -Cabinet Departments -Independent Agency -Regulatory Commission -Government Corporation 5. How doRead MoreFundamentals of Hrm263904 Words   |  1056 PagesProjecting into the future is often an educated guess at best. Trying to predict the exact composition of our workforce diversity is no exception, even though we know it will be a heterogeneous mix of males and females, whites and people of color, homosexuals and straights, many ethnic and religious groups, the disabled, and the elderly. The now-aging baby boom population has had a significant impact on the workforce. Commonly referred to as the â€Å"graying of the workforce,† more individuals are workingRead MoreHuman Resources Management150900 Words   |  604 Pageskey capability that HR professionals need is to be able to influence others and guide changes in organizations. Given the myriad HR-related changes affecting today’s organizations, HR professionals must be able to influence others. One study at Eli Lilly and Company found that influencing through relationship building, leadership, and e ffective communication are important HR competencies.44 Specific HR Knowledge and Expertise The idea that â€Å"liking to work with people† is the major qualification

Observation Infant and Toddler Development - 1568 Words

Observation: Infant and Toddler Development There are various factors that play a role in a child’s development. Based on several articles I will be discussing the physical, cognitive, and social development of infants and toddlers. The level of exposure to these various factors will determine how successful they develop in years to come. All children develop at their own rate and no two children are the same. The development of the child is based solely on child’s caregiver to provide these essential skills within their environment. Article Summary The article that I read discussed that when it comes to physical development there are three types of physical activity considered as play. Rhythmic stereotypies are the first activities which†¦show more content†¦Children who have a lower status are usually faced with high risk environments which impede their cognitive development. It seems as though the more access and exposure a child has the greater their chances are to develop cognitively. Infant Observation Review My observation of an infant included his physical, cognitive, and social development. The infant I observed was a nine month old boy. He weighed eighteen pounds and was 29 inches long. The infant has a little bit of hair and dark brown eyes. He was able to sit up by himself and crawl a short distance. He was able to drink a six once bottle in one sitting. He could grip my finger when I placed it in hand. With assistance the infant was able to stand up either by grabbing on to an object or by holding on to my hands. While standing he was able to take two steps forward with assistance and verbal prompting. He was able to identify his mother’s voice. When initiated the infant would smile and laugh. He also laughed when I played peek-a-boo with him. He began to start whining when he wanted a bottle and/or to be changed. It seems like the infant new the difference between his milk bottle and his water bottle. The infant was able to express various emotions when I initiated different scenarios. Any object given to the infant was automatically placed in hisShow MoreRelatedUniversal Needs Of Infants And Toddlers1651 Words   |  7 Pages Three universal needs of infants and toddlers Infancy is an important stage of life. At this stage, babies and toddlers will have universal developments or needs which can connect physical, cognitive, language, social, emotional domain of development. I would like to discuss three universal needs, which are important for the infant / toddler learning and development foundations. There are exploring the world, learning from observation, Infancy is one of the periods which has most exploring spiritRead MoreInfant Toddler Observation1282 Words   |  6 Pagespaper 6 scholarly research articles focusing on infant and/or toddler development will be discussed. These articles will cover physical, cognitive, and social or psychosocial development. A 30 minute observation of a 1month old (Willow) and a 13month old (Emmett) will be conversed, with particular focus on physical development including body shape and motor skills, cognitive development, and social development. The information obtained in the observations will be compared to the information obtainedRead MoreHow Do Infants And Toddlers Develop Their Cognitive Abilities?1372 Words   |  6 PagesHow do infants and toddlers develop their cognitive abilities? Essentially, the formative years of research on the aspect of cognitive growth in infants made certain assumptions, for instance, an infant growth was significantly simplified. However, modern research indicates that there is a complex pattern of cognitive development in infants. To answer the question, it is imperative to start by understanding what the cognitive aspect of the development of infants is. Ideally, infants and toddlersRead MoreUsing Video Based Techniques For Children Essay1198 Words   |  5 PagesINVESTIGATING THE â€Å"WHAT, HOWS AND WHYS† OF RELATIONAL PEDAGOGY WITH INFANTS AND TODDLERS Summary: According to the study, Researchers from TLRI and teachers came together to find solution to the key issue of understanding and articulating the â€Å"what, hows and whys† of infants and toddlers to support learning. Two hour video footage and learning stories compiled by teacher for three or four children per centre across five infants and toddler care centre from Auckland and Wellington were used as practiceRead Morecompetency statement 3780 Words   |  4 PagesPennsylvania Department of Education Bureau of Career Technical Education CDA-Ready Certificate Documentation Infant/Toddler (Developed from The Child Development Associate: Assessment System and Competency Standards Infant/Toddler Caregivers in Center-based Programs, Second Edition,  ©2006, www.cdacouncil.org ). Student Name: _______________________________________________________________ School: Instructor: ___________________________________________________________ Instructor ContactRead MoreErikson s Stages Of Development And Child Directed Speech862 Words   |  4 Pagesmany more things. Their psychological development and interactions with their social environment change along with their forms of communication as they mature and learn; all of which can be seen and explained in Erikson’s stages of development and child-directed speech. According to Erik Erikson, a developmental psychologist and psychoanalyst, from birth to 1 year of age, children psychosocially go through the stage of Trust vs. Mistrust. At this stage infants either trust they will be taken careRead MoreThe Effects Of Language On The Development Of A Child1261 Words   |  6 PagesThe acquisition of language is essential to the development of a child. Though some children are born genetically mutated, specifically children with Down’s syndrome, the capabilities of acquiring language during developmental markers is far less than a child with just 21 chromosomes. Parents and/or guardians of infants and toddlers with Down’s syndrome believe that their child will one day be able to verbally communicate with them. They presume the possibility, but does research support their beliefsRead MoreMindful and Reflective Practice Essay1120 Words   |  5 PagesThe resources presented helped me to learn ways to promote healthy development and wel l-being of all children and how to be an advocate for them. I believe this class enriched my knowledge about infant-toddler care and education to the point that I would most like to express to others its importance. One thing that I would like to share is that infant–toddler care and education is crucial for physical and cognitive development. The caregiver/parent interaction is necessary for the children to keepRead MoreEssay On Childcare1323 Words   |  6 Pages(EHS-CC) partnership program located in the Vermillion area. A very recent program started on January 1, 2017 that runs all year round and serves infants and toddlers starting from just six weeks old to two years old. There is currently a waiting list for children to be enrolled in the program, but are currently servicing eight toddlers and six infants. The Vermillion EHS-CC is open four to five days a week from 9:00-3:30 each day. The program also provides wrap around childcare from 8:00-9:00 andRead MoreInfant Toddler Curriculum Essay2106 Words   |  9 Pagesï » ¿In this term paper I will explore infant and toddler curriculum. I will discuss: the developmental themes in infancy, infant toddler curriculum, and the differences between preschool curriculum and appropriate infant toddler curriculum. In conclusion I will share some of my personal feelings about infant and toddler curriculum, including the challenges and rewards. Developmental Themes of Infancy ‘The behaviors and abilities that develop during each stage are influenced by the theme that consumes

Employment Relations Of France And Denmark-Myassignmenthelp.Com

Question: Discuss About The Employment Relations Of France And Denmark? Answer: Introduction: The factors of the French unions highlight the presence of the socialists in the labor movement and the approaches of the employees (Wilkinson et al, 2014). France ranks the sixth in terms of the economic power in GDP. This country has a population of almost 64 billion and the rate of labor market is almost 64% (Feigenbaum, 2017). The employment of the female is increasing in the country and that of the young people is lessening due to school retention. The economic growth is very low compared to the other countries and the forms of employment have been changed by adapting temporary employment and part time employment. The intervention of the state is very important in employment relation of France. The state reflects the reluctance of the unions. However in the last thirty years a huge change have took place due to which the state is losing the position of the regulator in the employment relation of France (Suleiman, 2015). The employment relation of Denmark is different from that of France because this country has no labor code and has the freedom of membership (Fossum, 2014). The state is the minimum regulator of the employment relation of Denmark. In the recent years, the employment system of Denmark includes a system of wage bargaining (Wilkinson, Wood Deeg, 2014). The state has a less involvement in employment and is not the regulator to provide the employees the rights that in general belong to them. The role of the state in employment relation of Denmark is just the procedural legislation. This country has no governmental trade unions. The state consult with the unions, boards to take decision regarding the labor policy. The employment relation of Denmark has pressure from Europe and incorporates many European laws. The Tripartite committee is a process, which implements the rules by agreements and legislatures (Hauptmeier Vidal, 2014). Role of state in employment relation of France: The state is also a form of employer and influences the pay rates of the employment sector. The state is in charge of increasing the wages of the employees. The state is in charge of reducing the unemployment. The industrial relations of France are always uptight and are highly dominated by involvement of the state (Poole, 2013). This is because of the bargaining system that gave the companies autonomy to legislation of labor and collective agreements. France guarantees the people for a high extent of social protection and uses this key to border the inequality. The state here covers the social protection, which is funded by the tax financier and in thus way the economy of the country is controlled. Here the state is responsible for the social regulation of the employment relation of the country. The state is known as the guardian of the country and manager of the employment relation in France. In France, neither the employers not the unions have control on the employment relations n or is the state in charge of controlling the employment relation (Bamber et al, 2015). The country is fully dependent on the state, which takes care of the resources of employment relations. The state here influences the view of globalization in market and deliberately takes in to consideration the economy and welfare of the employment relations. The employment relation of France has great interference of the state. The state of France always played and is still playing the role of a guide and director in the employment relation since the year of 1980. France has a population of 65 million according to a research of 2010. This is one of the modern countries across the world. The state encourages the employment relation of the country to bend on the way to the market driven economy. The state also intervene the power supply, transport system and the telecommunication system of France along with privatizing many famous companies (Donaghey et al, 2014). However, the state has lessened its intervention in other sectors the labor market is still under the intervention of the state. The employment relation in this country is inclined by the demographics and to some extent by the political environment of the country. This country has an increasing number of female labors and according to a research is almost 52 percent (Bonoli, 2017). The economy of the country is state managed and the communists and the owners manage the employment relation of the country by paternalistic effective view. The role of the state is not only as manager of the employment relation but it is also effective in playing the role of the employer. The state reduces the unemployment of the country by employing labors and thus it becomes the employer of the employment relation. There are some privatizations in the employment relation of France but still this did not dominate the role of the state in the employment relation. The state played huge role in applying the collective bargaining system i n France employment relation. The state is the center of the organization of Frances employment relation and bridges the gap between the principal and labor (Fukuyama, 2017). Role of state in employment relation of Denmark: The state plays a significant role in the international relations of Denmark, as it is the employer in every public sector. Maybe the role of the state is limited but the role is very important. The state does not increase the employment here and nor the number of female employees are increasing here but this country has holidays like maternity and childbirth. The political parties exerts the influence one the employment system. In relation to the employment, the state is not an active part of the employment relation of Denmark but it has a significant role to play in the employment relation (Atkinson Storey, 2016). There are a few laws that the state has ushered which provide job security to the labors. Those laws instruct the employees that they have their own rights and they can use it for their wellbeing but this is where the role of the state ends. The concept of flexibility and security is enough to dismiss the employees without any expense. Due to the less involvement of the state the level of protection of the employees are low and the employees do not get any compensation even after they are unemployed on any basis (Atkinson Storey, 2016). The rules that the state has implemented for the job security provides help in generating beneficial systems and practicing an effective labor market, which allows the labor to save their monetary interest for future. The enterprises take care of the number of employees needed in every market condition but they do not provide any compensation but the trade unions provide the compensation to their employees whenever they get unemployed due to certain reasons. As there is a continuous unemployment system in the labor market of Denmark, there is a consequence about having high mobility among the labors (Atkinson, J., Storey, 2016). This country has the record of having a large number of new employees in every workplace. As the level of unemployment is very high, there is a certain benefit in the flexibility rate of t he labor market. The state considers all the expenses of the welfare of labor market in Denmark and there is an insurance system introduced by the state for the unemployed (OReilly Nazio Roche, 2014). The state influences the regulation of the employment relation for every working person in Denmark and has no discrimination regarding the originality of the labor and they are allowed to choose any law in their employee contract (Lee et al, 2017). The state has initiated an act named salaried employees act, which protects the salaries of the employees. In case the state does not cover the employment relationship then the legislation secondarily affects the collective bargaining system. The state also offers the employees the maternity and the females get paid off in before and after the pregnancy (Pfau-Effinger, 2017). The time span of the leave that they get is 4 weeks before and 14 weeks after the childbirth. The paternity leave is granted for 2 weeks after the childbirth. Though s urrogacy is an illegal practice in Denmark, the surrogate woman is allowed to have all the rights the other females have during childbirth (Heyes Lewis, 2014). Comparison of the two countries based on states role in employment relation: From the above discussion, it is very clear that the state plays two different kinds of roles in both the countries. State of France is the managing body of the employment relation and sometimes it plays the role of the employer, as another policy of the state of France is to reduce unemployment. The state handles all the important decision of the employment and labor market and is not dominated by the trade unions or the employers. Whereas, in Denmark the state is dominated by trade unions and employers and has to discuss with the board of employment about every decision. Still the state has introduced many laws for the wellbeing of the employees and has many acts, which provides the employees with lot of benefit. The state of Denmark has parental leave, pension, compensation and many other policies so that the employees are indirectly benefited by the state (Campbell Pedersen, 2014). The state is always in charge of the welfare of the countries and in both the countries, the role of state clearly indicates that not even a single state is free from the duty of maintaining welfare. State guides every decision regarding labor market in France and provides many laws to help the employees in Denmark. In France, it is directly the duty of the state to maintain the god will in labor market and introduces it to global market and in Denmark; the state indirectly helps the labor market to be enhanced. The labor market of Denmark is marked to be the most modern one whereas France is known as a country with less unemployed people around (Ring, Nissen Nielsen, 2017). The state of France is in charge of employing more female employees so that the ratio becomes the same. The state of France has adapted many settlement services and frameworks that initiate the employment relation of the country (Keynes, 2016). The state of France offers many facilities, strategies to keep up the level of employment system and have a effective labor market. Employment relation is to some ex tent managing the communication between the employer and employee and as the state itself, acts as an employer in France the relationship with the employees are generally managed without any problem (Brewster et al, 2017). The term of employment relation is basically managed by an organization but in France the state itself manages all the prospects of the employment relation. That of Denmark is actually maintaining the definition as here the state does not have any direct link to managing the employment relation and the organizations are in charge of managing the employment relations (Kim, 2017). The state of Denmark just provides the necessary support to the system of employment by some statutory assessments and policies. The state of Denmark just renders to the employees their rights and helps them to get those with the help of legal terms. The state does not have direct link with the employees as the state of France has but still the role of the state of Denmark cannot be kept a side (Atkinson Storey, 2016). The state makes sure that the employees are compensated due to the layoffs and make sure that the employees who get employment in another organization soon after their unemployment does not take undue favor of the compensation. The state of France makes sure that there is less involvement of the employers in the employment and does not practice the unemployment concept on a regular basis. An employment relationship has into context need of profit, work organization and resolving of prior issues. The state of France plays a vital role in incorporating all the issues and takes care that the employment relation of France is managed well. The employment relation has its own transition and the state of Denmark tends to manage every bothering context of the employees. The state of Denmark even indirectly stops the unemployment of female workers and allows them maternity leave so that they can have the right of their own and no employer can turn down female l abors. Managing employment relation is tough for the state of Denmark as there are trade unions and boards that do not allow the state to take any severe decision that is why the state uses the power that it has of setting laws and acts and uses it to benefit the employees. The employment system of France has the changing unions, employers, the state, employees and collective bargaining system; all of this controls the employment relation of the France (Gilpin, 2015). Among all of this, the effective role is of the state itself and it takes into consideration the other concepts. However, the employment relationship of Denmark is mostly dependent on the trade unions, employers and the board of employment (Atkinson Storey, 2016). The state of France has brought diversification of the employment relation and ushered regulations matching the standards of the workers. The state has also brought the development in employment relation of France. The state is an effective part of the emplo yment relation of France and helped to shape up the employment relations of France with other countries. The state of France has brought many new resources in the employment relation and those are the collective bargaining system, the individual training right and the modernization in the market (Atkinson Storey, 2016). Due to the state, the employment relation of France is reaching towards decentralization and has adapted more flexibility to manage labor market. However, the state of Denmark forbids the employers to put any wrong reason for layoffs and makes it mandatory for the employer to keep in mind all the legal right that the employees have to avoid any kind of consequences. Though the trade unions and employers play the most efficient role in developing the labor market, still the state has indirect hold on the employment relation and on the employers. The state of Denmark does not allow the employer to choose an employee and turn into layoff anytime they want because while the recruitment is done the employer needs to keep a broad record of the legal status of the employees as it helps the employer with the idea of the context of employment (Atkinson Storey, 2016). Only the employees who are executive officers have less amount of self-rights but that of the other employees are a long list and to avoid the employment terms which are not according to the law leads to penalty of the employers. Conclusion: In every employment relation, state plays either a direct or an indirect role. The state is in charge of exerting an influence on the development of every employment relation system. As it plays role in development of the labor administration, it even influences the function of employment relation system. In countries like France, the state plays a direct role in employment relation. The state tends to promote employment relation by adapting many frameworks and settlement services. The employees of Denmark are helped by the state in various means like parental rights, pension, adoption leave and many more. The state does not actually help the employees but indirectly the role it plays is not deniable. The state even takes care of the fact that no employee is compensated in special cases like those that if the employee is employed anywhere else they will not be compensated. The state only provides and allows compensation to employees who are unemployed and are not well accommodated. T he state of Denmark has a law that states that if an employee needs compensation they can apply for the same to their employers and the employer will have to compensate when the employees explain their condition within four months span from the unemployment date. Both the confidential and communal agendas are at risk in every employment relation system. The state reflects the reluctance of the unions. The state consult with the unions, boards to take decision regarding the labor policy. The state is a great player for every countrys employment relation system despite of having different roles in the employment relation system. The roles are maybe setting of some laws or employing more labors to reduce the unemployment. The state is always effective participant in employment relation system of every country and has various kind of role to play for managing the employment relation. References: Atkinson, J., Storey, D. J. (Eds.). (2016).Employment, the small firm and the labour market. Routledge. Bamber, G. J., Lansbury, R. D., Wailes, N., Wright, C. F. (2015).International and Comparative Employment Relations: National Regulation, Global Changes. Allen Unwin. Bonoli, G. (2017).Labour market and social protection reforms in international perspective: parallel or converging tracks?. Taylor Francis. Brewster, C., Hegewisch, A., Mayne, L., Tregaskis, O. (2017). Employee communication and participation.Policy and Practice in European Human Resource Management: The Price Waterhouse Cranfield Survey, 154. Campbell, J. L., Pedersen, O. K. (2014).The national origins of policy ideas: Knowledge regimes in the United States, France, Germany, and Denmark. Princeton University Press. Donaghey, J., Reinecke, J., Niforou, C., Lawson, B. (2014). From employment relations to consumption relations: Balancing labor governance in global supply chains.Human Resource Management,53(2), 229-252. Feigenbaum, H. B. (2017).The politics of public enterprise: Oil and the French state. Princeton University Press. Fossum, J. A. (2014).Labor relations. Mcgraw Hill Higher Educat. Fukuyama, F. (2017).State building: Governance and world order in the 21st century. Profile Books. Gilpin, R. (2015).France in the Age of the Scientific State. Princeton University Press. Hauptmeier, M., Vidal, M. (Eds.). (2014).Comparative political economy of work. Palgrave Macmillan. Heyes, J., Lewis, P. (2014). Employment protection under fire: Labour market deregulation and employment in the European Union.Economic and Industrial Democracy,35(4), 587-607. Keynes, J. M. (2016).General theory of employment, interest and money. Atlantic Publishers Dist. Kim, D. O. (2017).Employment relations and HRM. Taylor Francis. Lee, S., Jensen, C., Arndt, C., Wenzelburger, G. (2017). Risky Business? Welfare state reforms and government support in Britain and Denmark.British Journal of Political Science. OReilly, J., Nazio, T., Roche, J. M. (2014). Compromising conventions: attitudes of dissonance and indifference towards full-time maternal employment in Denmark, Spain, Poland and the UK.Work, employment and society,28(2), 168-188. Pfau-Effinger, B. (2017).Development of culture, welfare states and women's employment Routledge. Poole, M. (2013).Industrial relations: origins and patterns of national diversity(Vol. 4). Routledge. Ring, P., Nissen, M. A., Nielsen, V. B. (2017). Social work education and a changing welfare state in Denmark. InNeoliberalism and Social Work in Scandinavian Welfare States. Taylor Francis (Routledge). Suleiman, E. N. (2015).Politics, power, and bureaucracy in France: The administrative elite. Princeton University Press. Wilkinson, A., Donaghey, J., Dundon, T., Freeman, R. B. (Eds.). (2014).Handbook of Research on Employee Voice: Elgar original reference. Edward Elgar Publishing. Wilkinson, A., Wood, G., Deeg, R. (Eds.). (2014).The Oxford handbook of employment relations: Comparative employment systems. Oxford University Press.

Management Strategies Creativity in Decision Making-Free Samples

Question: Discuss About the Strategies Creativity in Decision Making? Answer: Introducation According to Floyd (2000), creativity refers to the know-how process of developing and drafting an idea, commodity, discovery or a concept perceived as novel by the discover to the targeted audience. On the other hand, decision making refers to a rational and high-thinking judgment that stirs strategies for implementation. Conventionally, decision-making improves and enhances the quality of decision-making process, which propels the scope of options and alternatives for problem-solving. According to Cameron Green, (2004), a problem that is non-repetitive requires imaginative thinking to achieve the most convenient solution; thus, pre-defined solutions cannot provide helpful solutions. Therefore, creativity breeds innovation, ponder and generation of new ideas to make a final decision. Human resource management career requires creativity in decision making because managers deal with different people from different backgrounds, who have different up-bringing backgrounds; which creates a wider room for problems and frictions at workplace. Components of Creativity in Decision-making According to previous empirical studies, creativity occurs in; domain skills, creativity skills and task motivation skills. Through domain skills, managers utilize the theoretical and conceptual awareness and the problem-at-hand relevance in respect to its environmental factors to draft solutions (Floyd 2002). In this domain skills analysis, managers acknowledge the problem environment, identify skills, and assign talents to solve the problem. For decision-makers and problem-solvers, domain skills creativity helps management to cope and survive workplace conflicts as well as business-oriented problems. For creativity skills, managers use skills to improvise new skills, and think of new strategies of performing operations. For instance, by employing new promotional and advertisement marketing tools managers grasp the decision-making rationale and arrive at sufficient solutions. Gennard Judge (2010), asserts that task motivation skills are highly employed by managers, specifically, Human Resource managers, to raise the employees workplace ego, self-esteem and boost up their performance morale. In fact, employees satisfaction and workplace accountability propels creativity in decision-making; which when combined with intrinsic employee motivation leads to proper decisions. Problem finding or sensing: In respect to decision-making, managers, entrepreneurs, and business executives identify problem/s to work on it. The core task here revolves around familiarizing with the problem, analyzing the problem, identifying its importance to the business, and revolutionizing its impacts to its relationship to other business segments. Apparently, this step forms the basis for the whole creativity and determines the decision-making process at large (Bratton Gold 2012). The creativity derived focuses on arriving at solutions with the respect to reality and actual business satiation. Ultimately, the curiosity to identify and familiarize with the problem culminates to the development and generation of new ideas. Preparation: After the problem has been identified, the decision maker(s) focuses on the problems strategic approach. The information regarding the problem is collected in respect to its root cause, effects to the business, and the culminating organizational changes experienced. Conventionally, a workable and most suitable hypothesis is formulated to commence the problem-solving process. In the collection of the problems information, past experience, new study rationality, and innovations are highly utilized (Cameron Green 2004). For instance, if the organizational motive is to introduce a new product, in the market, then consumer behavior in the region becomes the problem-solving basis for the hypothesis before the idea is made a reality. Gestation or Incubation: Incase in the preparation phase the decision-maker(s) did not develop great ideas to arrive at a definite solution, then this stage creates the room for a conscious deliberation to initiate sub-conscious development of new skills and inventions. This stage somehow drifts ways from the problem itself and focuses on organizational routine activities to think of the problem in a sub-conscious perspective. The decision-maker(s) here rationalizes on the collected information and makes concrete decisions in a sub-conscious thinking way (Bratton Gold 2012). Ultimately, the decision-maker(s) stores the thoughts and ideas in the mind(s), which are later combined sub-consciously and inter-connected to aid the generation and innovation of new ideas. Insight or Illumination: In this stage, the decision maker(s) meditate on all possible solutions to the problem or business scenario identified. Thereafter, ideas are written down with a flash of ideas in the decision-making process. In fact, this stage involves the combination of many ideas where some of ideas maybe rejected and others accepted on the basis of further analysis. The stage breeds newer ideas that were not in the decision-makers conscious mind. For instance, some social meetings and gatherings may stir new ideas (Floyd 2002). For example, the Compaq computer culminated from social encounters, where a rough sketch of the mobile computer on an illustrated on a paper napkin by three buddies on a lunch hour led to setting of the well known Compaq Company. Verification and application: This is the last stage in the creative decision-making process. Here, the entrepreneur, manager and the decision-maker(s) proves logically and experimentally how idea(s) solves the problem and it is implementable. Empirical tests and proves though mathematical models and experimentation are provided. If feasible, it is applied to solve the identified problem or condition in stage one (Bratton Gold 2012). In creativity decision-making, the verification stage helps to nullify ideas that may appear attractive and achievable but its implementation lacks the problems rationale. Examples of Utilization of Creativity in Decision-Making According to Bratton Gold (2012), managers focus on introducing workplace-change to promote and breed creativity in decision-making. In fact, employees, consumers and people at large ought to feel change, and focus on the importance and benefits of the change. Apparently, when managers welcome change and new innovations, listening ideas and implementing the most profitable ideas creates creativity in the organizational hierarchy at large. In fact, most of the dominant profitable and well-established organizations resulted from creativity in decision-making such as Compaq Computer Company. The interaction of the three friends at a lunch-hour-meeting led to the exchange of useful information that was implemented to Compaq Company in existence today (Gennard Judge 2010). The examples of creative decision-making include; the establishment of Compaq Computer Company, and Pepsi Pricing Strategy innovation. Establishment of Compaq Computer Company Floyd (2002) asserts that creativity in decision making led to the illumination of ideas between three friends. The lunch-hour meeting led to the rough sketch of a portable computer device, which culminated to the invention of the Compaq laptop used today. During the insights of ideas, the three friends came up with an idea to have a portable office, which would fit personal file and details. The idea became a reality; however, the idea was borrowed and imitated by many companies to introduce the laptop devices utilized today. Pepsi Company Pricing Strategy In1965, Pepsi introduced the price-reduction policy combined with the Stuff Promotion Program. Under the leadership of Lay Company and Donald Kendal, Pepsi decision-makers came up with the new ideas as a way of attracting new consumers as well as maintaining the existing consumers (Bratton Gold 2102). Pepsi policy-makers combined both food and beverages through a Quaker Oats merger in 2001, which led to a $ 25 billion profit. The decision-makers aimed at creating the loyalty and trust with the consumers since Coca-cola seemed to make great impacts in the drinks industry (Floyd 2002). Ultimately, due to the creativity in decision making in respect to the market gap, Pepsi has managed to stay dominant in the market, and in a good state despite its competitor threat. Conclusion Creativity in decision making requires a proper scrutiny of the problem or the situation at hand, which enhances the drafting and implementation of a solid solution. In fact, the stages of creativity in decision making process propel the rationalization of ideas and allocation of skills to the prioritized objectives of the solution-seeking process. Ultimately, creative decision making remains the only ascertained problem-solving strategy to mangers at the global workplace arena, which copes perfectly with the dynamic growth of the technological know-how and the inflationary forces in the business market. References Bratton, J Gold, J 2012, Human Resource Management: Employee Motivation. Basingstoke: Palgrave Macmillan Cameron, E., Green, M 2004, Making sense of change management: A complete guide to the models, tools, techniques of organizational change. London: Kogan Page. Floyd, P 2002, Organizational change. Oxford [England: Capstone Pub Gennard, J Judge, G 2010, Managing Employment Relations: Diagnostic Models: London: CIPD