Answers Assignment Example | Topics and Well Written Essays - 250 words - 5

Answers - Assignment Example In such a case, a computerized system can calculate the impact of expansion like the cost of adding employees to the business. This team is also responsible for identifying the resources by identifying the resources already available at hand then reconsidering other options available before implementing decisions. Consider the case of adding more employees when the company evaluates the experience and the skills that the current employees have then promoting them before hiring new less skilled employees who can fill up their positions (Hussain, 2004). Another role is meeting training needs. The HR can protect critical electronic employee information by consistently enforcing policies and procedures. They can also consider revising these policies and procedures to ensure that all the necessary changes and additions get the attention they deserve. Being aware of critical employee information as well as corporate data and the people who have access to such kind of information also helps in boosting the security of such information. Finally, the company should have a response plan which should come in handy in the event that such security breaches occur (Hussain, 2004). Hussain, Z., Prowse, P., & University of Bradford. (2004). Human resource information systems (HRIS) as means of fulfilling job more professionally for human resource (HR) managers. Bradford: Bradford University, School of

Eroding Local Control & The Influence and Climate Essay

Eroding Local Control & The Influence and Climate - Essay Example However, schools can perform best under instances where they undertake the responsibilities on their own without government intervention. The state should provide the resources that are necessary for the running of a school and leave the other responsibilities to the management. At times, the state education departments emerge as sluggish bureaucracies who have goals which are contradictory and not adaptable to the diverse local contexts (Brimley and Garfield, 2008, p. 73). This makes the state control over education less effective, and thus people do not prefer them. For a school to run in an efficient manner there should be various departments that should ensure that the school runs properly as the management intends. The administration of a school should incorporate various administrators and supervisory personnel who should oversee that all the operations of the schools are running smoothly. The administrative units in a school should entirely depend on the subjects that the school offers. There should be a department that deals with issues regarding the administration of students. This will ensure that all matters concerning admission and maintenance of students’ records are successful. The management should also set a department to deal with an examination in the school. The administration can assess the performance of students through offering examination in the school. There should be a department for the school of science and another for the school of arts. These will ensure that the departments represented in an effective manner a ll students who take science and art courses in the school. The department will cater for the requirement of the courses which are certainly vital to the success of the course. This is an indispensable department that the administration should ensure that it is efficient for students to succeed in their studies (Brimley and Garfield, 2008, p. 81). The management should also establish a department to deal with the employees of the school.     

Read the Description Research Paper Example | Topics and Well Written Essays - 500 words

Read the Description - Research Paper Example Brady, Martz and Associates implemented DS4.1 control objective when established various satellite offices as subsidiary to the main office. The regional offices provided a disaster recovery and contingency plans for the organization that lost a larger percentage of its imperative data. Moreover, relating employees to data management including backing files for payroll was authoritative in attainment of continuity framework (Phelan & Hayes, 2003, p. 57). DS4.2 control objectives aims at minimizing a potential IT disruption occurrence such as data damage experienced by Brady, Martz and Associates. Storage of major files in company hard disks was crucial in reducing the disaster effects. Besides, timely and effective communication with various organizations employees assisted in disaster preparedness and initiation of data recovery process as the employees could easily retrieve their stored information. Though the company managed to keep prioritized information relating to employees’ payroll and taxation data within hard disks and amongst other employees, it was not sufficient. Consequently, they partly practiced the DS4.3 control objectives by failing to back up all the primary information relating to employees. The company did not practice DS4.4 control objectives adequately as their IT maintenance standards remained below amicable contingency levels. The company should initiate recovery changes and communicate such plans with employees adequately to enable expeditious recovery. Regular testing of implemented IT governance plans is imperative in attainment of proper recovery plans. Therefore, the company effectively implemented DS4.5 control objectives by monitoring and reviewing the backup files stored by employees. Nonetheless, the company lacked an effective and abrupt recovery plan as evident from the enormous data lost during the recovery. Brady, Martz and Associates firm failed to implement

Bait-ul-Maal. Creation, Functions and Resources of Bait-ul-Maal Essay

Bait-ul-Maal. Creation, Functions and Resources of Bait-ul-Maal - Essay Example The Islamic financial system is among the most autonomous and righteous systems in our society. The Holy Qur'an states this truth in Surah al-Hashr [59:7], "In order that it may not (merely) make a circuit between the wealthy among you." For that reason, the Islamic society focuses on the required circulation of wealth among all citizens and not just those who are affluent, as this may carets humiliation to the Muslim society and raise social class culture (Tamer, p. 102, 2005). Definition of Bait-ul-Maal Bait-ul-Maal is an Arabic expression, which means ‘House of wealth’ or ‘House of money’ (Ayub, pp. 23-25, 2008). Traditionally, it was a financial institution in charge for the management of taxes in Islamic nations, mainly during the early Islamic Caliphate. It provided as a noble reserve for the Caliphs and Sultans, controlling personal finances as well as government expenses. Additionally, it managed circulations of Zakat revenues for community efforts. Contemporary Islamic economists believe the institutional structure suitable for modern Islamic nations (USA International Business Publications, p. 187, 2009). Creation of Bait-ul-Maal The Muslims began establishing Bayt al-Mal from the time of Prophet Muhammad (PBUH). He (PBUH) is accustomed to choose the administrators as well as the commanders for the different areas. Each commander was in charge for gathering Zakah, Jizyah in addition to the fifths of the booty and Kharaj. Every now and then, the Prophet Muhammad (peace be upon him) inured to employ somebody in charge just for the financial dealings to gather the owing cash for the State together with, Kharaj, Jizyah, Tenths (Zakat on lands, assets and the fruits) and donations and give them to Bait-ul-Maal (Ayub, pp. 31-37, 2008). The Prophet Muhammad (peace be upon him) did the same with Mu`adh ibn Jabal (may Allah be pleased with him) when he sent him to Yemen to gather the funds of Zakat from its representatives and with `U baydah ibn al-Jarrah (may Allah be pleased with him) (Kettell, pp. 56-60, 2010) when he sent him to al-Bahrain to gather the Jizyah. The beginning of Bayt al-Mal from the time of Prophet Muhammad’s (PBUH) reign is an obvious proof on the accuracy of the Islamic financial structures since this early time. As a result, it is usual that Bayt al-Mal extends in accordance with the different ages (USA International Business Publications, p. 76, 2009). Functions of Bait-ul-Maal The authority of Bait-ul-Maal consists of the wealth due for Muslims as a group not possessed by one of them and the wealth used for the gain of Muslims. For that reason, Bait-ul-Maal is among the key establishments of the Islamic society as it is the single power entitled to paying money on the different Muslim benefit. It has the influence of a Ministry of Finance and a Central Bank during the present days (Tamer, p. 76, 2005).   Divisions in other Countries of Bait-ul-Maal During the reign of the Umayyad Caliphate, finances get better. The sum of money was very big without doubt, as it came from just one Muslim state, that is Egypt, let alone other finances that made their way to the Bayt al-Mal from other Islamic states (Kettell, pp. 56-60, 2010). There is no uncertainty that such enormous sum of funds accentuated the significance of the Bait-ul-Maal during the period of the Umayyads, and consequently the prominence of this caliphate. It is obvious from the report of Ibn `Abdul-Hakam that there was a middle management for the Bait-ul-Maal in the Islamic caliphate's centre of Damascus as well as sub-managements in every state independently. The

Occupational Therapy as an Unheard Profession in the Country Essay

Occupational Therapy as an Unheard Profession in the Country - Essay Example I grew up in the rural area of Pakistan. Occupational therapy is an unheard profession in the country. In 2004, my family immigrated to the U.S. This serves as an avenue for me to pursue a career in occupational therapy. I enrolled in Santa Monica after completing high school. I worked and studied hard to fully grasp concepts and principles in Occupational therapy. I participated in marathons during high school and learn a valuable lesson in dedication. I thought that a couple of longer runs are sufficient in the preparation for a marathon. I realized that I was wrong after the marathon. I felt extremely disappointed with my performance because I knew I could have done better. I realized that I was not dedicating all my efforts to the marathon. This has made me realize the need to be fully dedicated and determined to pursue my desire to be an occupational therapist. I was able to finish high school and enroll in community college to pursue my desire to be an occupational therapist. Hopefully, I can earn a bachelor degree in your esteemed university. I have consistently maintained a 3.23 point average in my studies. I will work harder to maintain a higher point average to represent your university in the best possible manner. I possess a yearning to effectively address the needs of individuals who have mental, social, and physical disabilities. Contrary to common notion, these individuals require empathy and understanding instead of merely physical assistance. Dexterity and weakened areas of the body can be strengthened through rebuilding confidence among clients. Thus, physical needs, as well as psychological and emotional well-being of these individuals, should be addressed. There are various strategies to address the needs of individuals with mental, social, and physical disabilities.  

Trademark Assignment Example | Topics and Well Written Essays - 1250 words

Trademark - Assignment Example A trademark is a mark that represents the distinction of certain goods in terms of the brand name, logo, label and many more. This mark helps in differentiating a trader’s commodities and services from those of others in a place. The right of this trademark is granted in terms of its logo, smell and taste among others. This mark is what any trader requires to own exclusive rights in commercially making use of goods and services that are under it. This also licenses the traders to engage in the various sectors of business that are involved in the mark. Without this, anyone carrying out business activities in the nation is considered a criminal and can be detained. To prove their business legal therefore, one may require this trademark from the government. This familiarizes the government with the business activities taking place within the country and helps to control illegal businesses that are not healthy in terms of the welfare of the citizens in the nation. Application for this trademark takes place in government offices. A registration fee is charged during application, and in some cases is renewed monthly. This way, apart from controlling business activities in the nation, the government also earns some revenue that later helps in running of the development projects that need to be fulfilled in building the nation. During the application process therefore, it is wise for a businessman to consider some issues before applying. It is wise to find out whether the application is really needed in one’s case, whether their brand appropriately needs the mark, the right time for application and the process involved during the application. This is done to avoid poor decisions, which later may cause downfall (Isobel, 2015). Trademarks help the owners of the goods and services to protect their commodities from claims by the

Gender Inequality Essay Example for Free

Gender Inequality Essay It is not up for debate whether women are discriminated against in the workplace it is evident in census data; in 1998 women made 73 cents to the dollar paid to men. Even today, there is still a pay gap that exists between women and men. It is said that the organizations that are pro-equal pay, including some unions, support the idea that the government should set wages for all jobs. To the contrary, the organizations that are proponents of equal pay are not for job wages being set by the government-they wish to have the discrimination taken out of pay scales from within the company. Commonly, this pay gap is attributed to the fact that women in the United States are still expected to attend to familial obligations over work. Data shows that women do attend to family obligations, like having a child, caring for a sick family member, or caring for an elder; but they also do not give up on work. Yes, women often chose lower paying jobs in exchange for flexible hours and do spend a lower number of hours per week long-term at their jobs than their male counterparts. Because women are socialized to be the primary care givers they are kept at these lower paying jobs that are more flexible, the jobs allow them to care for their family yet still retain an income (possibly a second income for the household). Women’s changing roles in society has resulted in this workplace problem. Women are allowed and often encouraged to work but they are not rewarded or compensated at the same level, for their efforts, that men in the work force are. The pay gap would be narrowed if companies were more conducive to family schedules. Men and women would receive equal pay for the same job. Companies would benefit by retaining quality employees. Men and women need to start out making the same amount of money for the same job, companies need to offer women ample maternity leave, families need to be offered childcare (or childcare compensation), there needs to be a flexible work environment, and men should never be discouraged from taking paternity leave. It seems that women workers have reached a plateau in society. In order for women to be respected as men are) in the workplace there needs to be a redistribution of domestic and family work. It’s acceptable now for women to work; but this acceptance into the workforce has not drastically changed what they, women, are expected to perform at home. There is no way for women to move forward to equality in pay if they are not recognized as contributors to their job (i.e. women are still expected to perform outside of work in the family setting as well in a way that men are only expected to perform at work and not at home). As soon as more domestic and family work is allocated to men than women will be able to attain equal pay. Women, with less work at home, will be able to commit to full time jobs, have to leave the workforce less, take less leave, and be able to climb the corporate ladder just as men are today. Since 1942, gender inequality, at least in pay, can be traced. In 1942 the National War Labor Board issued a general order that authorized employers to make voluntary adjustments in salaries or pay in order to demonstrate gender equality (at least in jobs were women and men worked the exact same job and had comparable quality and quantity of work) (CNN). Rates of women in labor unions has been increasing since they have entered the workforce. Even with the increase of women union numbers this inequality of pay still exists. Women are encouraged by unions and other organizations to sue their employer if they are being treated unfairly in the workplace. Women are unlikely to pursue this option against their employers because of limited resources, i.e. money and time. Gender discrimination in the workplace is not only evident in the pay gap but also in sexual harassment and the â€Å"glass ceiling† in organizations. The term glass ceiling began as a reference to discrimination against women in the work force. â€Å"Glass ceiling† encompasses many different kinds of discrimination against women workers including but not limited to: differences in pay for comparable work, sexual harassment in the workplace, and companies that do not have family-friendly policies. The glass ceiling is an unwritten rule in many businesses. The ceiling is an invisible barrier that usually affects minorities and women. This barrier is extremely debilitating for women in their job because it makes them feel inferior and that their bosses do not take them seriously because of their sex. Women feel that their bosses aren’t taking them seriously because the bosses do not view them as potential candidates for the most prestigious positions in the establishment. The glass ceiling is another oppressive means used by corporate America to keep women out of powerful positions and keep them from raking in a lot of money; in terms of their gross income. A study done by the U.S Department of Labor in 1991 reviewed nine Fortune 500 companies and the results confirmed that workers in these companies, minorities and women especially, came into contact with the invisible barrier, â€Å"the glass ceiling†, very early on in their careers. The U.S. Supreme Court has designated two different types of sexual harassment in workplaces: Type 1 and Type 2. Type 1 is harassment that directly results in an employment outcome (ex. the harasser would say that if you don’t do X you will lose your job). Sexual harassment of Type 2 is not nearly as direct but creates a hostile work environment for the harassed worker. This hostile in environment can be created by rude gestures, sabotaged work, inappropriate name calling, vulgar jokes, unnecessary touching, comment on the appearance of others (physical attributes), etc. Women are now surpassing men in the amount of education, in years and higher degrees, they have. If the workforce does not allow them to pursue executive career options then they will find themselves unable to fill these positions. Women in 1996 earned 1,255,057 college degrees as compared to men who earned 992,638 degrees (Career Planning). The ever increasing amount of women furthering their education makes them more likely to want to enter the job market. Also, the longer a woman is in school the longer she will be in the workforce, when she enters it, because it is likely that she will delay childbearing. Even though female graduates may be even more qualified for a position than her male counterpart the woman will be much more likely to be recommended for a job as an assistant or secretary job than the man. She will be told that this assistant or secretarial job is her way to get her foot in the door at the company. The employers will act like this is a typical entry-level position when in fact a man in the same situation will immediately begin at a much higher level in the company. Women are over represented in the lower paying jobs in the company- almost all assistants and secretarial positions are filled by women while men crowd the top and fill the most prestigious positions in the company. This concentration of men at the top and women at the bottom is called â€Å"occupational segregation†. I began the Intro to Critical Feminist Studies course with a very clear idea of what feminism is yet I was hesitant to call myself a feminist. A feminist, to me, is someone who advocates for women’s rights and their equality as compared to men. Women and men are equal yet both are very different. A feminist is someone who capitalizes on and embraces the differences between men and women. Anyone can be a feminist but feminism, to me, means only advocating for women’s issues like gender discrimination in the workplace. Through the semester my definition of feminism has not changed drastically; yet I am much more willing to associate myself with this movement/name. My hesitation in calling myself a feminist was based on worries about the social implications of the word â€Å"feminist†. I don’t judge people merely because they attach this label to themselves or associate with other â€Å"feminists† so there must have been some deeper concern about the social implications of being one, a feminist. I don’t think that individuals necessarily associate being a feminist with negative things but that socially, in group situations and in the larger context of society and politics, being labeled as a feminist will limit your options. Specifically, I am concerned with the implications of being a â€Å"feminist† in the workplace. The workplace, to me, is the center of the politically correct and somehow labeling yourself a feminist makes you politically incorrect and socially awkward. Labeling yourself a feminist, ironically, attributes a male characteristic to you, i.e. confidence. Because feminists are labeled with this confidence and that they have such a clear idea of what injustices against women are they are outcasts. This topic, gender discrimination in the workplace, is related to a topic in my previous papers, women and healthcare. The job market is probably the most influential factor in an individual’s ability to obtain health insurance. This job-place discrimination against women indirectly affects the quality of healthcare available to most American women. It’s important to me to have equality in the workplace because I am a women and I don’t deserve to make less money than a male-counterpart just because of my sex. Even if it is the case that women are in and out of the labor force (more than men) because of familial obligations there is no cause for this discrimination in the workplace. Women are in and out of the labor market caring for men, men’s children, and men’s relatives yet women get paid less than men for the same job. There is even more cause for the wage gap to be closed because women’s roles are changing; many women are both mothers an d workers. In the past, maybe it was OK (not just but socially acceptable) for women to make less money than men because men were the providers and the woman’s income was play money. This is no longer the case. Women are now equal providers for their family, possibly the bigger earner, and frequently the sole provider for their household (single moms etc.). A female that just graduated from college with a major in marketing calls an agency to schedule an interview. She gets to the interview on time, well dressed, and ready to be hired. The interview proceeds and the interviewer is impressed with her resume; but is very interested in her typing speed. The interviewer takes the recent grad to another room, a computer lab, where she is sat down and prepared to take a typing test-to determine her words per minute. While typing, she sees an acquaintance of hers from school and he is applying to work for the agency as well. Her male acquaintance is interviewed by the same person yet he is immediately suggested for a position in the company without taking a typing test. The interviewer suggested the taping test for the female grad because having good typing skills would help her get her â€Å"foot in the door†, i.e. she could start out as an assistant or secretary. Even though both prospective employees, the woman and the man, had equit able educations the woman was not encouraged/allowed by the interviewer to enter the ranks of the business as anyone but a secretary (Career Planning). Some examples of gender discrimination in the workplace are: women not being hired for a position (which they are qualified for) because the company’s long-time clients feel more comfortable dealing with men, during company cutbacks men with the same job with less seniority keep their job over a woman who has been working for the company for a long time, and women not being able to attain a promotion even though they qualify for it (the woman has exemplary reviews and has earned many awards in her position (like employee of the year, etc.) the promotion is given to a less qualified male). After the National War Labor Board issued general order sixteen the fight for equal pay continues. President John F. Kennedy signed the Equal Pay Act in 1963. This Act signed by JFK applied to 27.5 million workers (both men and women) and required â€Å"employees doing work requiring equal skill, effort and responsibility- and work performed under similar working conditions-be paid equal wages† (CNN). In subsequent years, following both the general order sixteen and the Equal Pay Act, numerous bills and acts have been passed to guarantee women and men equal pay for the same job; yet the pay gap still exists today. A more recent statistic on the pay difference, from 2000, found that women still make .80 cents to the dollar that’s paid to their male counterparts (GAO). A few women have been compensated for their lost wages. The Department of Labor’s Office of Federal Contract Compliance Programs, OFCCP, began reviewing corporate management systems in 1993. The OFCCP began the review process after President Bill Clinton signed the Family and Medical Leave Act. This Act protects workers jobs guaranteeing them at least twelve months of unpaid leave due to the birth of a child or extreme family circumstances (someone is very ill, etc.). These reviews of corporate management systems has been instrumental in paying back wages to women. One of the OFCCP’s reviews included an evaluation of Fairfax Hospital in Virginia. The hospital, as a result of its preliminary review by the OFCCP, agreed to pay over $425,000 in back wages to 52 female workers ; these workers were â€Å"employed in the top six grades of the hospital’s personnel structure† (CNN). Also, after the hospital’s review they gave 44 out of the 52 women pay raises, which gave these individuals more than $178,000 (extra) in total. These raises account for more than $4,000 a year extra income for each woman. Out of all the corporate reviews by OFCCP, the largest settlement was with CoreStates Financial Institution in Philadelphia, Pennsylvania. As a result of their review CoreStates paid more than 1.5 million dollars to women and minorities to compensate them for (past) pay discrimination. In addition to paying the 1.5 million dollars to workers CoreStates paid more than â€Å"334,000†, in salary adjustments to 76 women and 66 members of minorities† (CNN). The monetary compensation does not address the root of why women are paid less than men. If companies are willing to settle with the OFCCP and pay lost wages to female workers then they obviously recognize the injustice they are committing in the pay scales. Even with the passage of numerous acts that require employers to give equal pay the gap still continues between women and men’s salaries. From the 1960’s when JFK signed the Equal Pay Act the number of women workers was at an all-time high. From the beginning of the 60’s to the mid 70’s more than half the increase in the amount of workers in the labor force was made up of women. Most of these women were married and delayed having children so they could stay in the labor force longer. Even though women’s primary obligations are to their families they still do remain in the workforce after having children. Families can’t make it without the second income provided by the female. Women are in and out of the labor force but only to recover from childbirth; the number of working moms in 2006 was over 2.6 million. More than 72 percent of mothers in the Unites States, with children under the age of 18, are either employed part or full-time. Women are in hostile environments at home and at work. Women are paid less than men for the same job, are sexually harassed at work, and are cornered into low paying demeaning work. Even though women are expected to be equal providers for their family they are also expected to be the primary caretaker of their family. It is impossible for women to excel in both arenas if they are not granted equality. This equality would include either redistribution of domestic and family work (while women continue to work in the office) or equal respect for â€Å"women’s work† (women staying at home while men work in the office).