Busn 420 Entire Course Business Law †Devry Essay

BUSN 420 Entire Course Business Law – Devry To Buy this Class Copy paste below link in your Brower http://homeworklance.com/downloads/busn-420-entire-course-business-law-devry/ Or Visit Our Website Visit : http://homeworklance.com Email Us : lancehomework@gmail.com BUSN 420 Entire Course Business Law – Devry USN 420 Week 1 Assignment BUSN 420 Week 1 Quiz BUSN 420 Week 2 Assignment BUSN 420 Week 2 Quiz BUSN 420 Week 3 Assignment BUSN 420 Week 3 Quiz BUSN 420 Week 4 Assignment BUSN 420 Week 4 Quiz BUSN 420 Week 5 Assignment BUSN 420 Week 5 Quiz BUSN 420 Week 6 Assignment BUSN 420 Week 6 Quiz BUSN 420 Week 7 Assignment BUSN 420 Week 8 Exam Answers Question 1. 1. (TCO 1) As an assistant in the legal department†¦show more content†¦(Points : 25) Question 4. 4. (TCO 4) Sandy mails a letter back to Andrea that she has signed; the letter makes reference to a car Andrea has for sale and Andrea’s desired price. When Andrea later delivers the car to Sandy, Sandy returns the car, claiming she does not want the car and that they did not have a contract, so she is not bound to keep the car. Andrea, however, claims they do have a contract and wants to enforce said contract for the price of the car. What standard would the court use to determine whether there is a contract between the parties for the sale of the car? (Points : 25) Question 5. 5. (TCO 5) There are several distinctions in contract law between the UCC and common law as it relates to certain principles. As it relates to modification of a contract, how is the UCC’s treatment of this subject different from that of common law? What are the important factors to be considered? Provide an example that demonstrates the difference. (Points : 25) Page 2 Question 1. 1. (TCO 6) Explain your understanding of administrative law. How would you classify administrative law from a categorical standpoint as it fits in the context of other areas of law and what procedures are involved in the administrative process as it pertains to an agency’s function and purpose?

International Human Resource Management GDP Growth

Question: Discuss about theInternational Human Resource Managementfor GDP Growth. Answer: Introduction Chowdhury (2014) depicts that in recent times, every contemporary organization intends to expand their not only for expanding their customer base but also for favourable financial opportunities. The primary objective for this essay is an expansion of a Singaporean organization that is XYZ Company in Australia. Australia is chosen for business expansion because of its innovative economy that values on talent and the goal of the organization to fulfil their demands. The economic status of the concerned countries favours the business expansion of the XYZ Company. It can be proved by the GDP growth has reached to 2.7% with an average of averaged 386.58 USD Billion and the unemployment rate has reduced to 6.0% in the last year (Tradingeconomics.com, 2016) (See Appendix, Figure 1). Thus, the XYZ Company of Singapore has planned to set up business overseas for achieving the essential benefits on the international human resource management. In this essay, the organizational design and structure of the home and the host cities will be compared along with the training and development process for the employees so that they can serve their best for the betterment of the organization. Moreover, the strategies taken by the R od the XYZ Company to retain their employee in the organization will also be discussed. Organisational Design and Structure of the Overseas Subsidiary Alfes et al. (2012) have mentioned that the organisational design and structure is pivotal for the international human resource management. Hofstede dimensions of national culture include the essential values, which distinguish the country cultures. This particular framework is applicable for the cross-cultural communication. Arrowsmith and Parker (2013) depicts that with the help of this framework, an organization can easily evaluate whether their selection for the host country will be beneficial for them and help them to attain more financial growth. Bratton Gold (2012) have suggested Hofstede dimension of national culture represent the uniqueness of every culture. This section will illustrate the cultural perspective of Singapore in comparison with Australia. Image 1: Hofstede dimensions of Singapore in comparison to Australia (Source: Geert-hofstede.com, 2016) As illustrates in the above figure, the concerned framework comprise of six aspects- power distance, individualism, Masculinity, Uncertainty Avoidance, long term orientation and indulgence. Gholipour and Tajaddini (2014) define that in terms of the power distance that resembles the fact that all individuals in societies are not equal, Singapore though scores high than the Australia; will be beneficial for the XYZ Company. In Australia, both managers and employees share their knowledge. In terms of the individual, the concerned organization in Australia will be a success as in Australia hiring of people are done based on merit or evidence of ones ability and not by favouritism (Beugelsdijk et al., 2015). The Australian society possesses a high score in masculinity that means that there is a huge competition among the people which is a good signal for the advancement of the organization as people strive to be the best they can be for better recognition. Moreover, in terms of uncertaint y avoidance, Hofstede (2013) portrays that compared to Singapore, Australia intends to take risk for incorporating new technological advances so that the business can make more profit and hence it can be said that in Australia there is a high chances for a successful business expansion for XYZ Company. Beugelsdijk et al. (2015) moreover, depicts that the long term orientation and indulgence refers to the situation of maintain time-honoured traditions and nature of people to control their desires and impulses respectively. In context of Australia, 21 on this dimension of long term orientation signifies the great respect for traditions while valuing the modern system for gaining competitive advantage in the market (Hofstede, 2013). Furthermore, comparing the score it can be said that Australia is an Indulgent country and employee here possess positive attitude and are optimistic that is a crucial trait for XYZ Company to expand their company. Thus, selecting Australia will be a benefi cial decision for the company to make their business a success. Analysis of the Staffing Process for Overseas Assignment As opined by Clarke Hill (2012) the staffing process such as the recruitment and selection involves effective Human Resource Planning (HRP). The selection and recruitment of efficient and potential human resources will help to achieve the organisational goals and visions in short period (Gould-Williams, 2013). In order to capture the international market of overseas competitive advantage, the management of the XYZ Company engage proper and adequate recruitment strategies not only to attract nations people but also to allow diverse people belonging from different culture and possess great ability to fulfil the goals of the business. The strategy of recruitment involves the direction and process of the recruitment process. The XYZ Company at first selects the mode of selection and Geare et al. (2014) have referred that a series of steps in the hiring process from adopting the conventional process like interviews to the contemporary process like situational tests will be an effective step for hiring people from different diversity within the organization. If an organisation fails to select and recruit the potential candidate from the staffing process, then it can influence the productivity of the company and with the low productivity, an organisation may face the downturn in the sales revenue that may damage the brand image of the company. In this section, the staffing process for the XYZ Company will be discussed for the overseas assignment along with the selection tools. The HR department of the XYZ Company adopts the appropriate selection tool for selecting the suitable candidates through interview. Kim and Sung-Choon (2013) depicts that this is the most effective conventional method to assess the ability of communication skills of a candidates. Interview allows the HR department to evaluate whether the particular person is able to fulfil the organizational objectives. Another important selection tool is skills testing (Jose Mampilly, 2012). This particular tool is effective for the positions that need a perfect level of competency in some software programs and the computer operations to obtain the goals of the organization within short-time and extraordinary result. On the other hand, in Australia as people values traits and skills more than the emotional traits like favoritism regarding one candidate, the HR system can follow the approach of aptitude and competency based assessments. Gonzalez-Loureiro et al. (2015) moreover depicts that situation al assessment will be an effective procedure to select a candidate that also help to know the industry specific skills of the desired candidates along with their intellectual ability to solve a hectic situation with efficiency. This resembles their ability of the job competence of knowledge regarding the HQ operations, general managerial skills and administrative competence and creativity. These selection assessments also ensure the relational traits like tolerance regarding ambiguity, kindness and behavioural flexibility and ability to adopt the cultural empathy and ethnocentrism. Lastly, it can be considered that as all the procedure are performed based on the competency skills of an candidate irrespective of their different race and communal difference, more people of diverse culture will be selected for better business outcome. Critical Evaluation of the Training and Development Process of International Assignees According to Kehoe Wright (2013) the training and development process help to enhance the failed interactions of the business operations in between the host and the home country. The training and development process of the XYZ Company will help the international assignees to understand the behaviour and the work practices of the host country before handling the business operations there. As opined by Kooij et al. (2013), it is the responsibility of the HR manager to conduct and plan an adequate intercultural training for the international assignees. The international assignees are also liable for developing their personal traits like congruence of assignment with interest in overseas experience along with the career path. Gonzalez-Loureiro et al. (2015) mentions that he intention behind these training is not only to develop the professional skills abut also for adopting the non-verbal; communication with the business associates. It also provides the fundamental understanding of the difference of culture in between Australia and Singapore in order to prevent the emotional challenges. Mariappanadar (2012) has depicted that cross-cultural training (CCT) comprises of five distinct phase- identification of the kind of global assignment, determination of the specific CCT needs, establishments of the objectives for effective CCT, developing and delivering CCT programs to international assignee and evaluation of the effectiveness of the CCT program. However, the XYZ Company also arranges language training program, industry training and the leadership training for the selected employees. All of the mentioned training and development process help the employees to build a strong relationship and a bond of trust with in the Australian culture. Marescaux et al. (2012) affirms that depending on the organization requirement the training have to be provided by identifying global assignments in content of technical, functional, developmental and strategic requirement. The training and development programs reduce the basic complexity of the international business in perfect manne r and enhance the skills of the employees, which will help to implement the corporate initiatives for further success of the organisation across the world. ?ahin et al. (2014) in addition to that depict that the HR is responsible for determining to provide pre-program assessment and exploration so that expatriate can utilizes the cultural intelligence tools, such as Culture Wise to adopt the change in Australian field. The objectives for effective CCT program can be decoded by the successful hosting of project alignment meeting, either in person or via telephone or videoconference. This ensures the technological advancement of the organization and the development of the international assignee at the same time. Moreover, ?ahin et al. (2014) stated that arranging short-term CCT training will bring more cognitive, affective behavioural change in a candidate of different cultural background. CCT assessment for evaluating the exact development and shot exams on cultural importance aligne d with the organizational goals will be beneficial for delivering the effective CCT programs. Lastly, the effectiveness of these training can be evaluated though outcomes of these assessment and the progress in the job performance. Analysis on the Remuneration Package for the International Assignees Contemporary organization values the desire of an individual to stay in their home country and thus they offer a remuneration package to their international assignees to ensure employee engagement. According to Need (2012), there are proper and relevant terms and conditions for the remuneration package of the international assignees of the XYZ Company. There are cost differential allowances for them in order to maintain the present standard of living in Australian field. However, the XYZ Company offer adequate salary for managing the utility expenditure, health insurance, retirement plan, spouse assistance, child care facilityand tax assistanceto the employees. According to Mitchell et al. (2013) the balance sheet approach involves a process of limited audit, which only evaluates and examines the basic accounts on the balance sheet of the concerned company. With engaging the balance sheet approach for the remuneration of the international assignees, the XYZ Company checks the correct recordation of the existence of the employees, values off the liabilities and assets of the company. Mariappanadar (2013) has contradicted that the balance sheet approach is completely different from the transaction approach, which particularly measures the net income. On the other hand, the balance sheet approach of the XYZ Company includes basic allowances for the international assignees. These basic allowances involve the housing allowance, car allowance, cost of living allowance, hardship allowance, agreement salary and the housing deduction. It is noteworthy to mention here that, all of these mentioned allowances are provided before tax. Even the balance s heet approach of the XYZ Company deals with the present, before and after remuneration package of the employees. Items for the international Assignees Before (SGD) During (SGD) After (SGD) Basic allowance 20,000 20,000 20,000 Car allowance (12%) 2,400 Housing allowance (23%) 4,600 Hardship allowance (16%) 3,200 Agreement salary (12%) 2,400 Cost of living allowance (23%) 4,600 Housing deduction (-8%) -1,600 Total (before tax) 20,000 33,200 22,400 Table 1: The balance sheet approach of XYZ Company (Source: Created by the author) Conclusion It is concluded form the discussion that Australia has a favourable economy to expand a business as people rely on modern development to accomplish organizational objectives. This kind of workplace plays an important role of the decision making for the HR to attract not only the nations people but also diverse people from different cultural background and encourage them to utilize their skills for the betterment of the organization. Effective recruitment strategies like interview, skills test and aptitude test allows the XYZ Company to select effective employees. Moreover, international human resource management involves the adequate policies, rules, guidelines, code of conducts and the procedures in order to conduct the international business across the world. The HR department of the XYZ Company decided to provide effective strategies in order to conduct its business operations in Australian market. Moreover, to ensure the employee engagement with the organization, the concerned co mpany also offered remuneration plan and cross-cultural training to the employee for gaining better understanding of the host country and ways to adjust in the new environment. These training thus not only ensure employees engagement but also ensure the success of the business expansion in the host country. References Alfes, K., Shantz, A., Truss, C. (2012). The link between perceived HRM practices, performance and well?being: The moderating effect of trust in the employer.Human Resource Management Journal,22(4), 409-427. Arrowsmith, J., Parker, J. (2013). The meaning of employee engagementfor the values and roles of the HRM function.The International Journal of Human Resource Management,24(14), 2692-2712. Australia GDP | 1960-2016 | Data | Chart | Calendar | Forecast | News. (2016).Tradingeconomics.com. Retrieved 2 December 2016, from https://www.tradingeconomics.com/australia/gdp Beugelsdijk, S., Maseland, R., Hoorn, A. (2015). Are scores on Hofstede's dimensions of national culture stable over time? A cohort analysis.Global Strategy Journal,5(3), 223-240. Bratton, J., Gold, J. (2012).Human resource management: theory and practice. Palgrave Macmillan. Chowdhury, S. (2014, September). Expanding Business from Products to Digital Services: Value Dimensions of Digital Services Enabled by Embedded Technology. InMCIS(p. 12). Clarke, M. A., Hill, S. R. (2012). Promoting employee wellbeing and quality service outcomes: The role of HRM practices.Journal of Management Organization,18(05), 702-713. Geare, A., Edgar, F., McAndrew, I., Harney, B., Cafferkey, K., Dundon, T. (2014). Exploring the ideological undercurrents of HRM: workplace values and beliefs in Ireland and New Zealand.The International Journal of Human Resource Management,25(16), 2275-2294. Gholipour, H. F., Tajaddini, R. (2014). Cultural dimensions and outbound tourism.Annals of Tourism Research,49(November), 203-205. Gonzalez-Loureiro, M., Kiessling, T., Dabic, M. (2015). Acculturation and overseas assignments: A review and research agenda.International Journal of Intercultural Relations,49, 239-250. Gould-Williams, J. (2013). The importance of HR practices and workplace trust in achieving superior performance: a study of public-sector organizations.International journal of human resource management,14(1), 28-54. Harris, C., Tregidga, H. (2012). HR managers and environmental sustainability: strategic leaders or passive observers?.The International Journal of Human Resource Management,23(2), 236-254. Hofstede, G. (2013). Geert Hofstede| Dimensions of national Cultures.Geerthofstede. com. Jose, G., Mampilly, S. R. (2012). Satisfaction with HR practices and employee engagement: A social exchange perspective.Journal of Economics and Behavioral Studies,4(7), 423. Kehoe, R. R., Wright, P. M. (2013). The impact of high-performance human resource practices on employees attitudes and behaviors.Journal of management,39(2), 366-391. Kim, H., Sung-Choon, K. (2013). Strategic HR functions and firm performance: The moderating effects of high-involvement work practices.Asia Pacific Journal of Management,30(1), 91-113. Kooij, D. T., Guest, D. E., Clinton, M., Knight, T., Jansen, P. G., Dikkers, J. S. (2013). How the impact of HR practices on employee well?being and performance changes with age.Human Resource Management Journal,23(1), 18-35. Marescaux, E., De Winne, S., Sels, L. (2012). HR practices and HRM outcomes: The role of basic need satisfaction.Personnel Review,42(1), 4-27. Mariappanadar, S. (2012). Harm of efficiency oriented HRM practices on stakeholders: An ethical issue for sustainability.Society and Business Review,7(2), 168-184. Mariappanadar, S. (2013). A conceptual framework for cost measures of harm of HRM practices.Asia-Pacific Journal of Business Administration,5(2), 103-114. Mitchell, R., Obeidat, S., Bray, M. (2013). The Effect of Strategic Human Resource Management on Organizational Performance: The Mediating Role of High?Performance Human Resource Practices.Human Resource Management,52(6), 899-921. Need, W. C. D. H. P. (2012). Human resource management: Gaining a competitive advantage. ?ahin, F., Gurbuz, S., Kksal, O. (2014). Cultural intelligence (CQ) in action: The effects of personality and international assignment on the development of CQ.International Journal of Intercultural Relations,39, 152-163. Singapore - Geert Hofstede. (2016).Geert-hofstede.com. Retrieved 2 December 2016, from https://geert-hofstede.com/singapore.html

Trifles by Susan Glaspell An Investigation of The Murder of John Wright Essay Example

Trifles by Susan Glaspell: An Investigation of The Murder of John Wright Paper The short story Trifles written by Susan Glaspell is a story regarding the investigation of the murder of John Wright by his wife, Mrs. Wright. Mrs. Hale is the wife of Mr. Hale, one of the men investigating the murder, and the neighbor of the Wrights. While the men investigate around the farmhouse looking for clues to prove Mrs. Wright was guilty, Mrs. Hale is downstairs with Mrs. Peters discovering their own evidence in the mishaps of Mrs. Wrights cleaning and sewing. Mrs. Hale begins to reminisce on how cheerful and full of life Mrs. Wright was prior to her marriage. She regrets not visiting with Mrs. Wright throughout the years especially since they were neighbors. Upon finding the unfinished quilt and the empty bird cage, they discover a dead canary with a strangled neck, the same way Mr. Wright’s neck was strangled. She begins to see the reasoning for Mrs. Wright murdering her husband. She concludes that Mrs. Wright was unhappy with her marriage and possibly neglected. She decides to keep this information between her and Mrs. Peters instead of informing the men of their findings. Why would Mrs. Hale’s change in view of Mrs. Wright make her justify the reasoning behind why she murdered her husband? Maslows Hierarchy of Needs is a theory developed by Abraham Maslow to understand human motivation to fulfill our peak potential. It is described as a model which is divided into our basic needs (physiology, safety, love and esteem) and our growth needs (cognitive, aesthetic, and self-actualization. ) (McLeod, 2007) Saul McLeod believes that one must satisfy lower level basic needs before progressing to meet higher level growth needs. (McLeod, 2007) Mrs. We will write a custom essay sample on Trifles by Susan Glaspell: An Investigation of The Murder of John Wright specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Trifles by Susan Glaspell: An Investigation of The Murder of John Wright specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Trifles by Susan Glaspell: An Investigation of The Murder of John Wright specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Hales regresses from the cognitive need down to the love and belonging need as she begins to see Mrs. Wright as the friend whom she used to have and because of this she believes she was in an unhappy and neglected marriage, which has driven her to murder her husband. After entering the Wright house, which is now a crime scene for the murder of Mr. Wright, Mrs. Hale is left alone downstairs with Mrs. Peters while the men go upstairs to find evidence to prove that Mrs. Wright murdered her husband. Upon engaging in conversation Mrs. Hale’s cognitive need becomes apparent when they inspect the knitting on Mrs. Wrights quilt. Mrs. Hales states â€Å"Mrs. Peters, look at this one. Here, this is the one she was working on, and look at the sewing! All the rest of it has been so nice and even. And look at this! It’s all over the place! Why, it looks as if she didnt know what she was about. †(Glaspell, 666). Mrs. Hale suspects that something could have caused the negligence of her stitching, She asks Mrs. Peters â€Å"What do you supposed she was so nervous about? † (Glaspell, 666) She seemed intrigued, insinuating there may have been a reason which drove her to murder her husband. Mrs. Hale is staggering on the cognitive level which is preventing her from progressing on to the next level of aesthetic because she is not concerned with her own needs to express herself in a pleasing way, But to express Mrs. Wright in a more pleasing way and not as some horrific murderer. Mrs. Hale goes on to explain to Mrs. Peters; â€Å"I wish you’d seen Minnie Foster when she wore a white dress with blue ribbons and stood up there in the choir and sang. † (Glaspell, 670) She wants Mrs. Peters to view Mrs. Wright in the positive way that she was prior to her failed marriage. This actually shows her regression down to the love and belonging level. Towards the end of the play she realizes that she has been so busy in her life that she had neglected her friend in a time of need. She regrets not visiting her, stating that â€Å"I wish I’d come over here once in a while! That was a crime! That was a crime! Who’s going to punish that? † (Glaspell, 670) She feels guilty for not realizing that Mrs. Wright needed help. She tells Mrs. Peters â€Å"I might have known she needed help! I know how things can be-for women. I tell you, it’s queer, Mrs. Peters. We live so close together and we live far apart. † (Glaspell, 670) Mrs. Hale wishes she had been a better friend to Mrs. Wright and by doing that feels that could have helped prevent the murder from even happening. Maslows Law is a good theory to represent the understanding of Mrs. Hale, it signifies the importance of better understanding why she acted as she did. We use Maslows Law of Hierarchy Needs to better understand what motivates us to reach our full potential. According to McLeod, â€Å"progress is often disrupted by failure to meet lower level needs. (McLeod, 2007) Because Mrs. Hale had begun to care for her old friend, after trying to figure out what caused her to become a murder, She had regressed back down to the love and belonging level, Thus preventing her from progressing to the aesthetic level. WORKS CITED: McLeod, S. A. (2007). Maslows Hierarchy of Needs. Glaspell, Susan. Trifles. Backpack Literature An Introduction to Fiction, Poetry, Drama, and Writ ing Fourth Edition. Ed. X. J. Kennedy and Dana Gioia. Upper Saddle River, New Jersey: Pearson Education, Inc. , 2012. 659-671. Print.

Oral Presentation Critique Essay Example

Oral Presentation Critique Essay Example Oral Presentation Critique Paper Oral Presentation Critique Paper Most of them went well but all of them could have been better. The funny thing about speeches is I can prepare a great speech and rehearse it until Im blue in the face but when the time comes to stand up and give that speech my heart beat starts fluctuating, my mouth dries instantly, and all my accepted wisdom is wiped clean. This is when I rely on my gift of gab and the confidence I have in myself. After all, this is coming from a guy who loves to tell stories and often enjoys being the center of attention. This time I had a well written speech, I was prepared, and I was confident to be standing in front of the class. Overall it was a success. After reading my classmates critiques about me I feel my presentation went well. Many of the comments contradicted themselves such as poor eye contact with excellent eye contact but others were much more accurate. Overall I think my delivery came across loud and clear and I feel I made good eye contact with my audience. I think I need to learn to slow it down a bit, I get excited and I start rambling. My content was really good, I used fun examples for each trait, and I had some clever transitions to get some laughs. I was very comfortable with my voice presence. I really felt I hooked the audience and kept their attention throughout my entire presentation. This Is thanks, of course, to great organization. I am not always the most organized person, but I really put some time Into this speech and organized it with note cards and rehearsed In front of people and when all was said and done, It felt good. I hope to overcome the Jitters. I realize they may never go away completely, but I would sure like to suppress them at times. I love to talk, and giving a speech should be no harder for me than telling a story, but It Is. One thing I have learned Is that If you get those Jitters but you have put the time and the organization In that Is needed for a great speech, you Just go right In to It. Before you know It youre done and It all went as you rehearsed, and It builds the confidence you need to suppress those Jitters the next time. I am looking forward to that time.

Breast Cancer Essay Example for Free (#3)

Breast Cancer Essay Is it true that wearing ‘underwired’ brassieres bring about cancer? Can breast cancer be treated? Are there signs and symptoms that individuals can check to know if breast cancer really occurs in them? These are just some of the essential questions that this paper will attempt to answer. It will also attain to reintroduce breast cancer’s definition, history of recovery, signs and causes, statistical information, diagnosis, breast cancer myths, risk factors, as well as, treatment.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   A 34-year-old woman, named Susan has been told by the family doctor that she has a breast cancer. When she asked about it, the doctor initially explained it as â€Å" a type of cancer that forms in tissues of the breasts, typically in the ducts or the areas where milk goes through till it reaches the nipple, as well as, the lobules or the glands which produces milk † (National.. n.p.). The doctor also told Susan that the aforementioned disease has been observed in Egypt way back in approximately 1600 BC (Wikipedia n.p.). Back then he stated that, â€Å" tumors of the breasts were addressed or treated by cauterization through an instrument they technically refer to as the fire drill though they openly admitted that there is no cure for such † (Wikipedia n.p.). The doctor also added that, centuries later experts found â€Å" a relationship between the lymph nodes found in the armpits and cancer of the breast, in fact, Jean Louis Petit and Benjamin Bell were the first ones to get rid of the lymph nodes, breast tissue, as well as, a primary muscle in the chest † (Wikipedia n.p.). The doctor, to make Susan stay calm, mentioned that such surgery has been very successful thus it was also done by William Halsted during the next century or 1882 to be exact, in fact, until the 1970’s, this procedure remained to be the most successful surgical procedure to address the aforementioned condition (Wikipedia n.p.).   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Since Susan was complaining about the physical changes in her body that she observed prior to be being diagnosed as having breast cancer, the doctor also told her that the signs and symptoms of breast cancer include the following: First of all, if there is a lump in the breast then there is a possibility that a person has breast cancer (Mayo.. n.p.). Second, there is also a probability that breast cancer may occur if the nipple/s of an individual discharges blood and has a lump that goes along with it (Mayo.. n.p.). Third, there may be an occurrence of breast cancer if there exist a â€Å" retraction, flattening, or indentation of the nipple † (Mayo.. n.p.). Fourth, if the size of the breast and its contours changes, then it is possible that breast cancer is in existence (Mayo.. n.p.). Last but not least, redness of the skin on the breast area may signify breast cancer as well (Mayo.. n.p.). Upon hearing the aforementioned, Susan remembers that she mainly complained about sign & symptoms number one in the right breast, something she has been complaining about for about 16 months.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Susan has been feeling weird and a little scared and so she decided to look into medical and health magazines, internet sites, as well as, books to check if she is going to make it or not, if she’s going to die etcetera and here’s a statistical information that she stumbled upon: 1) â€Å" Deaths brought about by breast cancer already reached forty thousand four hundred sixty (40,460) for females and four hundred fifty for the males (450 )† (National.. n.p.); 2) â€Å" Unfortunately, there are new cases reported as well, there are one hundred seventy eight thousand four hundred eighty (178, 480) females and two thousand and thirty (2,030) males now who currently have breast cancer † (National.. n.p.). And the aforementioned is in the United States only (National.. n.p.); 3) â€Å"In the United Kingdom, on the other hand, twelve thousand four hundred (12,400) individuals or more die each year because of breast cancer† (National.. n.p.). In fact, in 2003 alone, there were forty three thousand and seven hundred fifty six women and there were three hundred thirty five (335) men who were diagnosed and reported to have breast cancer (National.. n.p.).   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   During that time, Susan was also in denial that is why she researched on her own. She found out that: Breast cancer may be diagnosed through the following: 1) breast self-examination; 2) clinical breast exam; 3) mammogram including screening mammograms, diagnostic mammograms; 4) computer-aided detection; 5) digital mammography; 6) magnetic resonance imaging; 7) â€Å"ultrasonography†; 8) ductal lavage; 9) molecular breast imaging; 10) diagnostic procedures like ultrasound; 11) biopsy including fine-needle aspiration biopsy, core-needle biopsy, stereotactic biopsy, wire localization, surgical biopsy; 12) estrogen and progesterone receptor tests; 13) staging tests; and 14) genetic tests (Mayo.. n.p.).   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   During this time, she was already prepared to believe that she really does not have breast cancer because she had a mammogram performed in March 1989 and again in February 1999, wherein, the results both showed that it is normal. Although, she had to try to accept it or at least entertain that it might be true when an ultrasound was also carried out where it was detected that a fibrocystic lump exists and that it was benign. After the detection of the fibrocystic lump, Susan began to reflect on her way of life, what could have caused the lump to exist inside of her body†¦she actually thought that it may be because of her use of deodorants, ‘underwired’ brassieres, stress from work, as well as, injury to the breasts which she got from playing basketball when she was in college and still a part of a varsity team. It is not very surprising that Susan thought of those as the primary reasons for the lump since there are so many myths that are related to breast cancer and some of the most popular ones are the following: First of all, some individuals claim that deodorants bring about breast cancer, however, currently, no studies have been carried out yet that may confirm or deny such belief of some people (Breast.. n.p.).   Second, some people think that wearing ‘underwired’ brassieres bring about cancer (Breast.. n.p.). Just like the first myth though, no evidence have been found to conclude such a statement (Breast.. n.p.). Third, there are individuals who think that stress can bring about breast cancer, however, research studies have not yet been able to establish an extremely clear link to conclude that such is really possible (Breast.. n.p.). Fourth, there are people who claim that â€Å" living near electricity pylons cause breast cancer † but no evidences have been presented ever since that breast cancer may be associated to electricity pylons (Breast.. n.p.).    Fifth, some individuals say that an injury to the breast augments the probability that breast cancer may occur (Breast.. n.p.). However, no evidences have been presented to back up such claim (Breast.. n.p.). Sixth, people claim that females who are young are more likely to be detected with breast cancer (Breast.. n.p.). Well, statistical information denies this, in fact, eighty percent of all the cases in the UK occur in females who are already fifty years old and above (Breast.. n.p.). Seventh, there are individuals who believe that if a person feels pain or discomfort in his or her breasts, then it is already safe to say that an individual is suffering from breast cancer (Breast.. n.p.). However, experts explain that there are so many reasons why breasts may be painful, for instance, this may be related to the menstrual cycle (Breast.. n.p.). Eighth, some people say that getting pregnant increases the probability of suffering from breast cancer later (Breast.. n.p.). On the contrary, experts have found evidence linking early pregnancy to breast cancer risk being reduced (Breast.. n.p.). They also reiterated that the more babies a woman gives birth to then the lower the risk of getting such cancer (Breast.. n.p.). In light of the detection of the lump, instead of getting more focused with the myths, Susan should have gotten a second opinion. If in case she did that, and the biopsy results will show that an â€Å" infiltrating lobular carcinoma † already exists and that it is already in stage IIa then a more extensive treatment would be provided to her. The aforementioned are really just myths, they were never provided with evidences to establish that those are really linked with breast cancer. Susan was told by her doctor that the main risk factors for breast cancer, actually, include the following: 1) age; 2) age of menarche; 3) age at birth of first-born child; 4) biopsies of the breast; 5) family history; 6) occupation; 7) race; 8) hormone replacement therapy, as well as, 9) alcohol (Hales 105). Susan is only thirty four years old, never had any children, used to engage herself in binge drinking during college, and an aunt of hers had breast cancer years ago. As we can see, most of the risk factors are present in Susan’s case. According to the experts Susan spoke to, â€Å" Breast cancer may be annihilated and for that to occur: 1) either lumpectomy or mastectomy should be carried out; 2) radiation may also be helpful; 3) drugs like taxol, taxotere, and herceptin may be taken; 4) chemotherapy; as well as, 5) hormonal therapy may be undergone by the patient † (Hales 105). Because her treatment options have been clearly explained to her, she decided to have a â€Å" right modified radical mastectomy † following a reconstruction immediately (Hales 105). During the surgery â€Å" eight lymph nodes were annihilated and the biopsy gave out a negative result † (Hales 105). After which Susan underwent chemotherapy as part of her post-surgical treatment which made her experience side effects including loss of hair and anorexia (Hales 105). Last but not least, she was also made to take in drugs named Cytoxan and prednisone (Hales 105). Breast Cancer Care. Statistics and Facts About Breast Cancer. 2004. Cancer Research, UK. Hales, D. An Invitation to Health, Eleventh Edition. Boston: Thomson Mayo Foundation for Medical Education and Research. Breast Cancer.   29 December 2006. http://www.mayoclinic.com/health/breast-cancer/DS00328/DSECTION=2 National Cancer Institute. Breast Cancer. n.d. n.a. 15 June 2007   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   http://www.cancer.gov/cancertopics/types/breast Wikipedia. Breast Cancer. 14 June 2007. Wikimedia Foundation Inc., 15 June 2007. http://en.wikipedia.org/wiki/Breast_cancer#History Breast Cancer. (2017, Mar 14).

Reflective Report On Glo-Bus Essay Example | Topics and Well Written Essays - 1500 words

Reflective Report On Glo-Bus - Essay Example The paper tells that the Glo-Bus business simulation exercise is a case of experiential learning. This is an important aspect of the learning process, which has positive outcomes on the learners. I consider the whole exercise educative, informative, and a fun way of learning. According to Kolb et al., experiential learning should be included in the learning process, as this boosts the quality of learning, as well as the learning outcomes. They divided experiential learning into four stages, including concrete experience, observation and reflection, abstract conceptualization and active experimentation. Therefore, reflection after experimentation counts, according to these authors. Therefore, the reflective approach argued by Kolb et al., helps me, as a learner to evaluate the impact of my experiential learning on my ideologies and on the learning objectives of the specific course. This was my first experience with an online business simulation exercise. Therefore, I ventured into thi s exercise with a lot of expectations and enthusiasm, that I would learn more business management concepts, and add on to my existing theoretical knowledge of the business processes and concepts. Additionally, this, I thought would give me a feel of what being a manager, or what being part of a management team in a high-ranking company entails and feels like. This is because, in our company, I was a co-manager, therefore, had the responsibilities of what a co-manager does in real life management cases. According to Butzen and Lee (2003), corporate leadership requires high level of discipline and integrity, especially where finances are concerned. Nonetheless, this is what this simulation experience also presented me with. The learning experience in this business simulation exercise revolved around, but not limited to the basic mechanics of operating a company. Christodoulou and Zorica

Article on improving training and retention in small to medium sized Assignment

Article on improving training and retention in small to medium sized businesses - Assignment Example Concerns of improving training and retention in these businesses are increasingly becoming centres of attraction for successful businesses. This essay explores the issue of employee training and retention in small and medium businesses. Comparative advantage in performance and labour productivity is being realized in small to medium sized businesses through strategic development of their human resources. Effective training and retention forms the key component of such an achievement (Analoui & Karim 2003). The ultimate goal of training in any organization is to improve the skills and knowledge of its employees and also gain a competitive advantage in a particular business sector. Training needs be tailored to address the business strategic objectives and meet its calculated needs. It also facilitates creation of a unique workforce. Small and medium sized businesses have to embrace the following practices in order to improve training and retention, putting more emphasis in valuing of work place learning and training. Like larger organizations, small and medium sized businesses need to continuously and regularly improve their capacity to gather information, managerial skills and their commitment to investing in employee’s knowledge and skills. ... Strategic training and partnerships should be employed to foster the achievement of such goals. For instance, in organizations that employ the principle of lean manufacturing which is geared to reduce waste and improve productivity, employees learning initiatives are tailored to support the principle. In addition, partnership training should help small business entity in strengthening its training reserves and learning to explore new business opportunities and increase returns in the long run (Alberto & Hamel 2005) Moreover, Employees need to receive tailor made training that matches their job task and anticipated work results. The training offered should be flexible to enable the employees accommodate their job responsibilities as well as social life ones. The training should also be participatory in nature such that employees who are efficient in one area are involved in sharing that knowledge with their colleagues. Formal employee training programs especially the foundation learni ng programs need to be adopted by the employers with the emphasis of developing communication skills. In the globalized and technology oriented business environment, customer satisfaction is imperative to any business success. In small and medium sized businesses, the employees represent the image of the organization and forms daily contact with the customers especially in those the service industry. The foundation training program should work as a curtain raiser to advanced training programs that facilitate the acquisition of management and leadership skills, decision making and problem solving (Alberto & Hamel 2005). This will form the basis of promotion within the organization because such programs prepare the employees for higher