Economic Development and Corruption Essay Example | Topics and Well Written Essays - 1500 words

Economic Development and Corruption - Essay ExampleIn a growth economy there is improvement in the standard of living of people and focus on environmental stability also increases. Economic stability flowerpot sometime also give rise to materialism. People strive hard to make more money and they often use unethical means to reach out their materialistic targets. One such unethical method is corruption. Different people hold different views about the impact of corruption on the frugal development. legion(predicate) people view it as a barrier to economic development while others believe that it does not impact the society and economic development a great deal (Easterly 2006). This paper is going to discuss various anecdotal evidence and view that people have about corruption in relation to economic development. Economies in the transition face often have large number of lobbying efforts going on. These economies are aiming for economic development and hence they do not care suc h(prenominal) about lobbying efforts and governments of these economies are more susceptible to lobbying pressures than a government of a more developed nation. The evidence and research shows that these lobbies often pay huge effect of money to the government pressures to accept their demand. The corrupt political system in these countries makes it possible for people to form lobbies and put pressure on political leadership. These leaders often get directions from these lobbies if they pay them well. Since m all lobbying groups are fighting for what is good for their own business, they end up doing well for the society also. The theory of invisible lapse comes into play here. The theory states that any action done for ones own self motive or profit will eventually sympathize into good for the society. Hence, corruption in all cases is not bad and research on 4000 firms in ontogenesis countries shows that corruption has played a role in the economic development of a nation. (Cam pos & Giovannoni 2007) In another paper, it was argued that corruption is essentially bad for a development economy. First of all, corruption reduces the value of shareowners. In growing economies where corruption is extremely high, the expected profit that the shareholders expect to make does not materialize. Much of the profit is lost in the corrupt red-lines of bureaucracy and hence shareholder value goes down in the corrupt economies. Many foreign companies therefore try not to invest in corrupt nations fearing that returns on investment in these economies would be far less than if the investment is made in the local setting. This reduces foreign direct investment flows into the corrupt economies and poses a big problem for the economic development. This argument shows us that corruption can be a big barrier in the economic development of a nation. (Weitzel & Berns 2006) In a recent paper written by a well known economist, it was argued that corruption is actually good for the economies. It increases the flow of wealth in the economy from one eliminate to another and promotes economic activity which leads to economic development. It was argued that corruption becomes bad when the corruption money goes out from the system. Evidence shows that many political and rich figures in the developing economies put their money in bank accounts in the foreign countries. This is an example of money flowing out of the system and this money does not promote any

Social Systems and Constructivism Essay Example | Topics and Well Written Essays - 5000 words

Social Systems and Constructivism - Essay ExampleConstructivism is a learning-making or meaning-making theory, which offers an explanation about the nature of knowledge as soundly as how human beings learn. It sustain that individuals build or construct their own new knowledge via the interaction which have been believed, known and the ideas as well as activities with which are encountered. In a constructivist setting, learning activities are characterized by lively engagement, problem solving, inquiry, and collaboration by the learners. Teachers are considered as the facilitator, guide and co-explorer who inspire learners to question, and not just dispenser of knowledge. As to Brooks and Brooks (1993 vii), constructivism is a theory about learning. The author believe that learner uses a self-regulated mechanism in parliamentary law to resolve inner cognitive conflicts which often become obvious through concrete experience, reflection and collaborative discourse. Integrating the i dea of constructivism to education is not anymore a new phenomenon. Trace back the efforts of Jean Piaget (1973), a Swiss developmental psychologist and also Russian psychologist Lev Vigotsky (1978). The idea has further influenced by the developmental philosopher Jacques Rousseau, followed by the theories of John Dewey, Arnold Gesell and G. Stanley Hall. Matthews Vadeboncoeur (1997) classifies three important strands in interpreting Jean Piagets socio-cultural, and emancipatory constructivism. The said strands vary primarily by its subject of study, views.

The Appraisal System of a Company and Its Strengths and Weaknesses Essay - 5

The Appraisal System of a Company and Its Strengths and Weaknesses - Essay ExampleThe detective states that performance appraisal is one of the most common platforms used by employers to determine whether their employees be sufficiently qualified for promotion. However, the contemporary work environment is changing with teamwork gradually replacing hierarchical management. Further, organizations are increasingly shifting their center toward employee empowerment and participative leadership, as opposed to the traditional authoritative leadership style. In addition, companies are reducing managerial positions thus increasing workloads and do supervisors responsible for large groups of employees. This means that supervisors are no longer capable of observing employees and providing fair, precise, valid and stir performance evaluations. As a result, modern companies have no choice but to look for appraisal implements that adopt these metamorphoses and, at the same time, support a nd evoke employee development. Most organizations in the present business environment have resorted to using the 360-degree appraisal approach. This method acting is popular for its ability to provide workers with the information they need to change and align their abilities or talents with functions that meet company goals. However, this appraisal mechanism is not without faults. This search project was meant to analyze usage of a performance appraisal method in a company and to collect information that would aid in the systems improvement in regard to accuracy, fairness, credibility, and objectivity. The company chosen for this research applies the 360-degree feedback method. The inception of this appraisal system can be linked to past satisfaction surveys, which were used to enhance morale and communication among workers. The system also has its radix in employers desire to encourage employees in their efforts to set goals, as well as, the provision of feedback to motivate wor kers. At this time, performance reviews were usually conducted by supervisors who also provided move employees with the relevant feedback. However, changes in the 21st century prompted many organizations to abandon the conventional supervisor-partisan appraisal method. For instance, there are no longer many managerial positions, sum that administrators have more pressing concerns than supervising junior staff. Further, the employees participating in the review are supposed to interact with others in different organizations or departments, making it rather difficult for supervisors to monitor them effectively and provide credible feedback. The modern environment is also characterized by acute competition, which has made companies exert extra focus on customers as opposed to employees. Given the above changes, participants in modern performance reviews are subject to scrutiny by stakeholders other than employers. This is where the 360-degree appraisal mechanism comes into play.

Comparative analysis Essay Example | Topics and Well Written Essays - 2500 words

Comparative analysis - Essay ExampleThesis statement The analysis and comparison of currency playground slide and sunshine Coast in Australia proves that these beaches comprise of a number of similarities and dissimilarities in history, splendor, geographical setting, tourism, economy, and infrastructure development.Usually, comparative degree analysis consists of comparing and contrasting two themes, topics or theories. Here, the comparative analysis is based upon two tourist areas, Gold Coast and Sunshine Coast in Australia. Before comparing the foretold topic, it is essential to analyze the history and importance of the same.The history of Gold Coast is deeply rooted among the aborigines of Australia. For instance, the aborigines called the foretold area as Kurrungul, the place from where they used to collect hardwood for their traditional weapons. The local tribes used to camp snug Gold Coast because of the abundance of fresh water supply. The geographical exploration under taken by Captain Cook in 1770 helped the outer world to know much about this area. Later, in 1840, Dixon (surveyor) authorized by the government renamed the Gold Coast and its surrounding areas. But another surveyor, General Sir Thomas Mitchell helped to regain the older names like Currumbin Creek, Kurrawa etc.Later, the foretold areas underwent rapid change and were transformed to farms and fields. For instance, the foretold areas became the core of industrialization. But in 1933, Gold Coast was renamed as Surfers Paradise. This helped Gold Coast to be an important tourist hot spot in Australia. The development in 1950s attracted a number of entrepreneurs to this area. Gradually, this area became a holiday spot for entertainment. Now, Gold Coast is one of the fastest growing tourist destinations in Australia.As pointed out earlier, Gold Coast acts the role of an important tourist destination in Australia. The Gold Coast map (see

Equity and Trusts Law Essay Example | Topics and Well Written Essays - 1250 words

Equity and Trusts Law - Essay ExampleA unflinching trust will be automatic in ally void unless each donee could be identified. Whereas with a discretionary trust a House of Lords decision held that the campaign was different can it be said with whatsoever certainty that a particular person is or is not a member of the class of beneficiary It is therefore of concern that the financial advisors at Rigby, Jolly and Pinnar (RJP) are mixing fixed and discretionary trusts into a single instrument.Beneficiaries in fixed trusts are allocated a specified share or interest in the instrument. This leads to a situation whereby a fixed trust cannot be administered unless the precise number and identity of the beneficiaries is known, since each beneficiary owns a specified share of the trust. It is important that there should be neither conceptual nor evidential uncertainty. There have been indications that the courts will relax this destiny to some extent provided it is possible on a balance of probabilities to compile a list of the beneficiaries in order to determine the maximum amount of shares- charge if the exact identity and whereabouts of a beneficiary is unknown. Hence in Gold v Hill 19994 an oral direction to a beneficiary to look after chirrup and the kids was deemed sufficiently certain to uphold the trust, despite the fact that the exhortation is open to interpretation.Discretionary trusts however, are treated quite differently by the courts since they invariably abide the trustees discretion in selecting the beneficiaries. Provided the trustees can distribute the proceeds there is no particular need to identify each and every possible beneficiary McPhail v Doulton 19715. The court will look at all the circumstances to determine a suitable distribution of the proceeds - be that appointing new trustees or a representative from the class of beneficiaries or even the original trustees.The decision in Re Badens Deed Trusts (No 2) 19736 required a distinction t o be made betwixt conceptual (or semantic) uncertainty and evidential difficulty. The court applied the McPhail test to the wording dependants and sexual intercourses Can it be said with certainty that any given individual is or is not a member of the class For example the phrase my children may create evidential difficulty - which will not defeat the court, but all those who owe me favours is conceptually uncertain because the description in the latter is not conceptually clear. How do we define favours in that phraseThe class of dependants and relatives is conceptually certain. at a time that had been established then it is a straightforward matter to determine whether as a matter of fact a particular individual is a relative or a dependant. Lets run the Head of Legal Services clauses past the McPhail testMy friendsAssiduous lawyers working I the EUall or any of the good looking girls I dated in my youth1. Is the phrase conceptually certainNo - too ambiguous. No objective test for what a friend meant to the benefactorNo - the word assiduous is too vague. How would the benefactor define assiduousNo - the phrase good

Sociology Essay Example | Topics and Well Written Essays - 1250 words - 12

Sociology - Essay Exampleution, or a new release of iProduct, sociology looks at things d unmatchable sociological imagination or sociological consciousness in an attempt to decode how these events or social forces influence the society. Berger offers sociological consciousness as one of the best descriptions of sociological imagination (author, p. 4). He explains that the sociological consciousness engages us in the meanings and patterns to make sense of what is really going on in our society.Sociology has cardinal broad perspectives functionalist, conflict and symbolic interaction. Each of these perspectives looks at different aspects when it comes to understanding the society. Each of them focuses on certain social dynamics.While the functionalist and conflict perspective popular opinion things in a broader angle, the symbolic interaction picture things in a more intimate level. The functionalist perspective views society as a system of interconnected and interdependent parts (author, p.30). It likens the society to our body, wherein one part is interrelated and interdependent with an some other part. One part of the body cannot be separated from another, or else the undefiled body will cease functioning properly. The society is made of such that allow it to function properly. Examples of these are its members, the school, culture, the government, and other institutions. Although the conflict perspective does not defy the functionalist perspective that the society is a system of interrelated parts, it focuses more on the separation of these parts, or organizations that make up the society. The symbolic interaction perspective, on the other hand, aims to understand the interrelationships of these parts, and how each one is being interpreted differently by each system, or organization. With these focuses alone, we can see that the three perspectives are focused on the different aspects of the society, therefore interpreting each social issue or event in a unique ways.Based on how the three perspectives view the

Personnel to Human Resource Management Essay Example for Free

Personnel to humans Resource trouble EssayPersonnel focus refers to a chasten of functions or activities including recruitment, training, yield and industrial relations performed effectively but often in isolation from each other or with overall governance objectives. In 1991, Hilmer noteworthy that the Australian tradition of many sub-specialities or functions (industrial relations, compensation, training and pay) was out of date. The early 1990s was an are of great speculation on the prox of the functions in managing mint. The pattern homosexual Resource Management (HRM) began to influence the design of integrating functions with each other and organisation objectives. Coppleston (1991) explained the HR function within any enterprise must(prenominal) first of all serve the organisation an investment area alternatively than a cost to the organisation. Reinforced by other writers, forgiving resources should be viewed as kind capital, and that HR managers should strive to enjoyment them as investment creating an environment where the appropriate strategy is likely to emerge. (Williams, 1991) Alternate perspectives of HRM emphasise either the effective counsel of employees through greater accountability and control, the greater involvement in decision making processes, or both of these. (Nankervis, Compton McCarthy, 1993)In countries such as Australia, the personnel management function arrived much slowly than its USA counterparts and came from a number of avenues. The penchant of personnel management was not entirely managerial. In the UK, its origins were traced to welfare officers where it became evident that thither was an inherent scrap between their activities and those of line managers. There were not seen to have a philosophy compatible with the view of senior managers. The welfare officer orientation placed personnel management as a buffer between the furrow and the employees. In ground of organisational politics this was no t a viable define for those wishing to unless their careers, increase their status, earn high salaries or influence organisation operation. Industrial relations further compounded the distinction through their intermediary role between unions and line management. (Price, 2005) However, during the 1970s, many Australian organisations piece themselves in turbulent blood organization and economic climates with major competition from the USA, Europe and Asian markets.Concurrently, the constitute for Personnel Management (IPMA) and training institutions such as TAFE and universities were becoming more sophisticated in their approaches incorporating morerecent approaches such as Excellence and check Quality Management. During this period the IPMA held national and international conferences, initiated relationships with the Asia-Pacific region, developed an accreditation process and the now titled Asia Pacific Journal of Human Resources. (Nankervis et al, 1993)By the 1980s, person nel had become a exonerated but low status area of management. Traditional personnel managers were accused of having a narrow, functional outlook.Storey (1989) comment that personnel management has long been trail by problems of credibility, marginality, ambiguity and a trash-can labelling which has relegated it to a relatively disconnected set of duties many of them tainted with a low status welfare connotation. In practice, the reach and training of many personnel managers left them speaking a different language from other managers and unable to comprehend wider business issues such as business strategy, market competition, labour economics and the role of other organisational functions. (Price, 2005) This set the scene to integrate personnel management with wider trends in management thinking.In 1999 (cited in Gollan 2005), retrace suggested, the key link to the success of the function lies in the struggle to acquire more influence, something that is being carried out in a c limate of downsizing and outsourcing. steady the change of name from personnel to HR is indicative that the way people view and perform this role is changing with the new name communicating a desire to break with the past and to throw off an image that was limp and limiting The future of the HR function may be far from sure however In situations of uncertainty, it is the confident who win through I know of no organisation whose senior managers believe their company will operate, in the future, without any human beings. Whether ensuring the supply of those human beings resides in a function called HR or not is rather irrelevant.Such themes acceptd human capital hypothesis and human resource accounting, however, HRM gained further ground and prominence once introduced to the Harvard Business School MBA course in 1981. The four main approaches readyed during the 1980s were The strategical matching theories from the stat mi andNew York Schools Multiple Stakeholders theory fro m the Harvard School Political and Change Process Theory from the Warwick School and a Behavioural Transformation Theory from the Schuler School. (Price, 2005)Each theory expressed models that stress people as human resources which are a resource different to any other the organisation may have and therefore require to be managed differently. This could be conceived as rather confusing, however Townley (1994) argued that much of the confusion over the role of human resource managers is due to two factors 1. The conflict between the welfare tradition of personnel management and the strategic orientation of more modern HRM and 2. A gender divide between female or soft personnel management at lower management and administrative levels and male, hard nosed human resource managers within upper management.Benchmarking and best practice have become widely used terms in the past decade. HRM benchmarking is a process which provides knowledge of the key HR levers which are important to busin ess outcomes comparison with other businesses with better accomplishment and ways of using that information to improve HR processes. This allows HR processes and outcomes to be quantified so that objectives can be set meaningfully and realistically. This was a revolutionary approach for many HR professionals who were used to subjective job descriptions and values with a focus on process rather than outcome which did not gain much credibility with other business units who were used to objective and quantifiable measures of murder. (Nankervis et al, 1993 Price, 2005)Vilinas and Harper (2005) explored the impact of performance management on staff, the organisation and the business. Performance management was found to be useful in improving role clarity, identifying and standardising performance objectives,, increasing performance feedback and assisting in the development of more useful and meaningful performance measures. The authors found that how performance management was viewed d epended on the performance of the team. That is, if the team were performing well, it was viewed positively, if the team were not performing well, it was viewed negatively. Furthermore, Vilinas and Harper (2005), found difficulty in evaluating the impact of performance management systems in organisations. There fore it is difficult to determine the impact this human resource strategy on organisation performance in aquantitative sense.Royal and ODonnell (2005), argue that qualitative human capital analysis would assist in predicting organisation sustainability and future financial performance by providing substantial evidence indicating the link between particular HR practices and organisation performance. These practices included learning and development, flexible work policies and performance management. The focus on long term relationships between the organisation and staff was the impact on organisation performance rather than an economic exchange.Exploring the impacts of downsiz ing on organisation performance, Farrell and Mavondo (2005) reported on the contradictory evidence in the literature about this relationship and surveyed manufacturing companies in order to test the impact. The findings concluded that when redesign of organisations obtain downsizing the impact on the business is positive, but it is negative when the organisation redesign is driven by downsizing. This indicated that good HR practice linking with the organisation strategic plan is more likely to provide a positive business outcome.According to McGrath-Champ and Baird (2005), HRM practices and the role of HR and employee relations practitioners have been undergoing major changes since the 1980s. Particular changes include the shift to enterprise bargaining. The authors used data from numerous surveys aimed at exploring the changing role of HR practitioners and the implications on the skills required in order to fulfil the changed role. This, in turn, impacts on the capability of the H R area in its ability to support and influence organisational performance.Given that small business is a significant employer in Australia, Bartram (2005) found they are not as likely to use participative management techniques, invest in training in the area of employee relations or develop organisation strategy. However, without the use of HRM practices, small business can be effected detrimentally particularly in a global economic climate.The evidence suggests that organisation performance will usually benefit from the integration of human resource management and product and market strategies, improved understanding of the needs of employees at the workplace, and better use of their skill and ingenuity. Strategies designed to achieve a more comprehensive use of employees human potential, desire to learn, flexibility and personal duty would appear capable of delivering high levels of performance (Gollan Davis, 1998).This is at the heart of the argument for more attention to HRM. Other things being equal, it will assist improve profitability through changing employee attitudes, overcoming opponent to change. (Gollan Davis, 1998) Moreover, there will be experience of mutual advantage. Management can benefit from improved performance and reduced levels of turnover and absenteeism and being an employer of choice in the current labour tight market. As a result employees may enjoy more job security, development opportunities, autonomy and incentives to take ownership and responsibility for quality outcomes. (West Patterson, 1998)While HRM approaches are worthwhile in terms of improving organisation performance, it can be difficult to measure the link between the returns and the HR practice. The length of time can be fraught with problems when considering the impact of HRM on organisation performance. A short term consultation with staff could pay off years ahead in performance. The most difficult obstacle is in the change of organisation culture for both mana gers and employees in terms of leading skills, strategy and resources for development.Based on research statistics of over 30 000 HR professionals, Brockbank (2005), stated the HR field is outstanding at doing what it says it will do, in terms of delivering the basic HR infrastructure activity is an intersection of HR competencies and agendas that have to do with managing the culture, contributing to strategic decision making, managing change and creating process of information flows that continually integrate the organisation HR professionals are mediocre at this set of activities the logic of HRs role in bringing critical information about the out-of-door business world into the firm, disseminating it and using that information ona broad scale within the organisation as the basis for integration, unity and ultimately organisational responsiveness.Brockbank (2005) further identified that HRs market driven connectivity rates at 17 per cent of strategic contributions impact on orga nisation performance. The direct impact of HR on business performance has increased about 300 per cent since 1992. This is factored around the shift from focusing on traditional personnel functions and moving towards strategic comment into the organisations development coupled with technological change and a global economy. In other words, this indicates that in order to make an impact, HR needs to understand the business their organisation is in including the customers, shareholders and stakeholders.To surmise, the evidence suggests there is a great deal of participation taking place in Australia, (Morehead, Steele, Alexander, Stephen Duffin, 1997) however, findings from the research highlight the quality of many HRM practices need to be appropriate measured and reported in order to continue to develop the link between HR practices and organisation performance. From the research synthesised in this paper, it is evident that some human resource practices can contribute to high lev els of organisational performance.Explored from a range of perspectives, the problems in demonstrating this relationship are highlighted. The number of dimensions to the problems making battlefield comparisons difficult include definitions used as a basis for the research the ability to draw a relationship between human resource practices and organisational performance methodological issues and differences and variable measurement. There is further interest in identifying and demonstrating the impact HRM has on organisation performance none more highlighted than through the importance of people in the knowledge economy and organisation sustainability in a global market.ReferencesBartram, Timothy 2005, Small firms, big ideas The adoption of human resource management in Australian small firms, Asia Pacific Journal of Human Resources, vol 43Brockbank, Wayne 2005, Turning Inside Out, HR Monthly, April.Coppleston Peter 1991, Present issues and future trends, HR Monthly, Aprilp8-9Farrell , Mark A., Mavondo, Felix 2005, The effect of downsizing-redesign strategies on business performance Evidence from Australia, Asia Pacific Journal of Human Resources, vol 43Gollan, Paul 2005, High involvement management and human resource sustainability The challenges and opportunities, Asia Pacific Journal of Human Resources, vol 43Gollan, P. Davis, E. 1998, High involvement management and organisational change Beyond rhetoric. Macquarie Graduate School of ManagementHilmer F 1991, Hilmer discusses the future for Australians at work, HR Monthly, August p9.McGrath-Champ, Susan Baird, Marian 2005, The mercurial record of Australian HRM under enterprise bargaining, Asia Pacific Journal of Human Resources, vol 43Morehead, A., Steele, M., Alexander, M., Stephen, K. Duffin, L. 1997, Change at Work The 1995 Australian Workplace Industrial Relations Survey. Melbourne LongmanNankervis, Alan R., Compton, Robert L. McCarthy, Terence E. 1993, Strategic Human Resource Management, Thomson N elson Australia.Price Alan 2005, Human Resource Management in a Business Context, 2nd ednRoyal, Carol ODonnell, Loretta 2005, Embedding human capital analysis in the investment process A human resources challenge, Asia Pacific Journal of Human Resources, vol 43Storey, J. 1989, Human Resource Management A Critical Text. Thomson Learning, 2nd ednTownley B. 1994, Reframing Human Resource Management Power, Ethics and the Subject of Work, Sage.West, M. Patterson, M 1998. People Power The link between job satisfaction and productivity. Centrepiece, Autumn, p2-5Williams Ross 1991, Transformation or chaos? HR in the 1990s, HR Monthly, November, p10.Vilinas, Tricia Harper, Sarah (2005), Determining the impact of an organisations performance management system, Asia Pacific Journal of Human Resources, vol 43