Understanding Vietnam Assignment Example | Topics and Well Written Essays - 750 words

Getting Vietnam - Assignment Example Another war broke, and this time different countries likewise joined the war. Numerous Vietnamese had taken asylum in different nations when the battle heightened Jamieson. It was late 1950s and mid 1960s that the Americans began getting into Vietnam gradually by gradually and by 1970s, they were at that point an excessive number of in Vietnam. The Americans poured cash, gear, and even offices in Vietnam to help them in their crucial (50). As the war proceeded in late 1968, which is named as the time of death, the quantities of vagrants expanded, disabled individuals were all finished, the bereft also the amputees and paraplegics. This turned out to be so amazing, and the Americans, in spite of the fact that they had not surely known the estimations of convention for the Vietnamese which stayed in their souls, chose to get a change the country. The Vietnams grasped the thought however they didn't know of what plan the Americans precisely had and for their enduring to end (Westheider 82). This are helicopter wars utilized by the Americans troops to battle Vietnam whereby troops were moved to any area in the country, affirming the measure of battle seen by officers during a yearly visit were far higher than during world war II. During Viet Cong Camp, the helicopters poured automatic weapon shoot as a type of assault. The Americans on perceiving how the war had such a great amount of affected on them and furthermore to the Vietnamese, they chose to thus advocate for a conclusion to the war. The Vietnamese reacted very well to this and consequently the Americans acquainted instruction framework with the country and Vietnamese had option to gain admittance to study halls along with the Americans. They could likewise get planes to different goals of their decision. All through the entire of Vietnam, everybody moved to an adaptable and less demanding social conventional qualities (Jamieson 301). The bootleg market blasted again by 1970s in Saigon, and the administration moved further in their

Performance Measurement Systems Essay

Execution Measurement Systems Performance estimation frameworks are a fundamental piece of the administration control frameworks. The board control is a procedure through which the board guarantees that assets are gotten and utilized viably and proficiently in achieving the organization’s objectives. To be best execution measures ought to be attached to the vital targets of the association. Two key standards of execution estimations are; estimation of execution and remuneration dependent on estimated execution. The objective of execution estimation framework is to actualize systems. An exhibition estimation framework is just a system that improves the probability the association will execute its procedure effectively. Any presentation estimation framework mixes the money related data and non-monetary data with one another. In setting up such frameworks, the senior administration chooses measures that best speak to the company’s technique and these measures can be viewed as present and future basic achievement factors. Employments of Performance Measurement According to Behn (2003) the employments of execution estimation are as per the following: 1) To assess. To assess execution, the ranking directors need to figure out what a specialty unit chief should achieve. 2) To control. Execution estimation can guarantee the ranking directors that their subordinates are making the best choice. 3) To financial plan. At times financial plans increment could be the response to improving execution. 4) To persuade. Execution estimation frameworks give individuals huge objectives to accomplish and afterward use execution measuresâ€including between time targetsâ€to center people’s thinking and work and to give intermittent feeling of achievement. ) To celebrate. By accomplishing explicit objectives, individuals gain feeling of individual achievement and selfworth. 6) To advance. To persuade the investors that their association is doing acceptable, oversees need effectively comprehended proportions of those parts of execution about which numerous investors by and by care 7) To learn. Learning is engaged with some procedure, of examination da ta gave from assessing corporate execution (recognizing what works and what doesn't). By breaking down that data, enterprise ready to learn purposes for its poor or great exhibition. 8) To improve. With the end goal for companies to gauge what it needs to improve it first need to recognize what it will improve and create processess to achieve that. Execution estimation frameworks build up a criticism to evaluate with plans to accomplish upgrades and to decide whether those processess make anticipated outcomes (enhancements). Restrictions of Financial Control Systems 1. It might energize transient activities that are not in the company’s long haul interests. . Business directors may not attempt helpful long haul activities, so as to acquire transient benefits. 3. Utilizing momentary benefit as the target can twist correspondence between a specialty unit chief and senior administration. 4. Tight budgetary control may spur administrators to control information. Extensive Performance Measures Comprehensive execution estimates must address: 1. Budgetary execution 2. Consumer loyalty 3. Inside business process improvements and 4. Permit an association to learn and develop. Monetary Performance can be estimated by: 1. Leftover measures (bookkeeping benefit measures, for example, overall gain, working benefit, profit before intrigue, expense, deterioration, and amortization (EBITDA) 2. Proportion pay (bookkeeping return measures, for example, Return on Investment (ROI), Return on Net Assets (RONA), or Risk Adjusted Return on Capital (RAROC). Client related estimates 1. Appointments 2. Delay purchases 3. Piece of the pie 4. Key record orders 5. Consumer loyalty 6. Client maintenance 7. Client steadfastness Internal Business Process Measures 1. Limit use 2. On-time conveyance 3. Stock turnover 4. Quality 5. Process duration Learning and Growth estimates 1. Learning and development recognizes the framework an association must form to make long haul development and improvement. 2. Development originates from: individuals, frameworks and authoritative methods. Actualizing a Performance Measurement Systems Implementation of a presentation estimation framework includes four general advances: 1. Characterize Strategy: * The BSC assembles a connection among technique and operational activity. * Therefore, it starts with the technique first, to accomplish the objectives and targets. 2. Characterize Measures of Strategy: The subsequent stage is to build up the measures to help the planned procedure. * The association must concentrate on a couple of basic measures and ought not over-burden with the measures. * And critically, the measures ought to be connected with one another in a circumstances and logical results way. 3. Coordinate measures into the administration framework: * The sc orecard must be incorporated with the organization’s formal and casual structures, culture and human asset rehearses. 4. Audit measures and results much of the time: when the scorecard is executed and running, the senior administration should survey is continually. The association should search for the accompanying: * How the association is doing as per the result measures? * How the association is doing as per the driver measures? * How has the organization’s procedure changed since the last audit? * How has the scorecard estimates changed? Challenges in usage Performance Measurement Systems 1. Poor relationship between's non-money related measures and results 2. Obsession with monetary outcomes 3. Measures are not refreshed 4. Measures are over-burden 5. Trouble in building up exchange offs

Netflix HR Reinvention Magnificent Policies or Monster Movie Madness

Netflix HR Reinvention Magnificent Policies or Monster Movie Madness DID NETFLIX REALLY DISRUPT THE SYSTEM WITH ITS CULTURE DECK?Netflix gorged itself on human resource inspiration leader Patty McCord.That’s what big companies do.They burn you out, eat you up and spit you out.So why the Netflix culture is considered an inspiration to startups, venture capitalists, and human resource management professionals?Let’s not kid ourselves.The Netflix culture wouldn’t be getting as much attention if Netflix wasn’t Netflix. Netflix is admired by onlookers because of its growth and revenue.The 2018 New Year was met with a record-breaking $11 billion in revenue, 6.36 million NEW international memberships, and $217 million in contribution profits.  The company just happened to put out a very bland-looking slideshow that went viral.If the culture deck was just a little slideshow uploaded by a mom and pop business, it would not have gotten attention from anyone except presentation gurus preaching the importance of graphical representation.When you’re a sm all company and decide to do away with expense account limitations while granting employees unlimited vacation time, people will just think you’re crazy.What do you know?You’re just a small company.But when a billion-dollar company starts talking crazy, people listen. (Just ask Richard Branson and Elon Musk.) People are listening to Patty McCord.PATTY MCCORD â€" HR MASTERMINDWould we dissect the human resource policies of a company if it wasn’t a gazillion-dollar company?HR Departments rarely get a glance unless something disruptive, illegal, or significantly profitable is stemming from the department.Yet, HR Departments define and shape the most valuable resources any company could haveâ€"the people.Reed Hastings, CEO and Co-Founder of Netflix, tells audiences people must see the culture when they walk in the door. Patty McCord, Talent Officer at Netflix from 1998-2012, was the lead talent recruiter and culture innovator that helped build the Netflix culture that spits her ou t. Was it Karma? She had hired and fired hundreds of people during her fourteen-year stint.She fired kindly. She peppered in “Life is a journey” and “it will be easy to get a job” sentiments with cheery compliments, a pat on the back, and a walk out the door. “Go be from Netflix!” she would say. Be proud of who you are.  Netflix provided a generous severance package.Then it was her turn.A Clip of Patty’s Netflix TimelinePatty walked into the startup Netflix door early, invited by Reed Hastings from Pure Software. Reed was excited about this new DVD shipping company idea Marc Randolph was working on.In a middle-of-the-night phone call, Reed told Patty he wanted her to be the VP of HR.She was not impressed, but Reed talked her into joining his venture.Fast forward 14 years, Reed was the one to tell Patty it was time to go. She was devasted. Netflix was her life. But she understood. Netflix hires for an objective, her job was done. She received a generous severance packa ge.  (Generous severance packages include stock options.)Patty had told countless employees it was time to “move on,” and now she had to convince herself.Patty had helped the Netflix team through the agonizing DVD startup years stuffing DVDs into envelopes, and she was a key player during the streaming startup excitement and Apple’s introduction of the iPad featuring the Netflix app.She worked closely with executives, computer geeks, and innovators. She loved the continuous startup vibe. That was her thing. She once told Reed she got bored with a company after five years, yet she lasted with Netflix for fourteen years.Interesting challenges retain employees. At the time of Patty’s departure, Netflix was embarking on international strategy journeys and making a foray into original movie productions. New skillsets were needed.Patty’s experience was in startups and hiring skilled computer programmersâ€"she was a Silicon Valley HR expert, not a Hollywood film recruiter.Now, N etflix was focused on talents from the entertainment industry and experience in international markets.Patty McCord had completed her job. Netflix was no longer a struggling startup. The Netflix tech was built. The Netflix culture was built. A system was in place.Her talents were to be packaged and set off on a new journey.Tawni Cranz stepped in as Talent Officer and brought the gift of unlimited maternity leave.   As of 2018, Jessica Neal is at the helm.Patty is now “being from Netflix.” She coaches million-dollar companies, is a respected author and has speaking engagements around the world.She went from helping startups to being a startup. She’s fired up to reinvent HR practices around the world.Continuous Success = Continuous growth in revenue, profits reputation.  â€" Original Netflix Culture Deck, 2009REINVENTING THE FIRE IN HRLong before Patty left Netflix, she had a personal disdain for the word “fire.” Being “fired” makes you think of ammunition and war and pa in.Being fired is perceived as a stain, but, it’s just a step into the future. It is a change for the company and the person. People change. Companies change.As much as Patty hates the word fired, she knows it is necessary to let people go.Success starts with letting the right people IN the door.How you lead people TO the door affects future success.Success is manufactured by letting the right people OUT the door.Does your company fire like Netflix?Does your company follow Netflix firing practices?YesNoAll new hires are promptly told our dismissal policies:We quickly dismiss dishonest employees:We quickly dismiss employees that harass others:We quickly dismiss jerks, even brilliant ones:We asked the manager if they would fight hard to keep this employee:We do not fire loyal employees because of an unusual negative performance:We explain to employees clearly why they were let go:Employees can see our company values based on who stays and who goes:Our values are given reinforcement during the exit interview:We give honest compliments to our employees when it is time for them to move on:We avoid using the word fired:We offer our employees a generous severance package when they are let go:If you’re a startup company, be proactive in designing a hiring and firing system that doesn’t fire up the desire for retaliation. EVERYONE HATES PERFORMANCE REVIEWSLawyers want performance reviews and written policies and processes to protect companies. Netflix rewinds to human nature. People don’t sue if they are not angry and they are treated fairly.Roy Rapoport, the former Netflix engineer at Netflix, aptly described Netflix HR as a department that “maximizes potential goodness” and traditional HR departments as risk mitigators.Patty and Reed hate the word empowerment. They believe people come into the company with power, and bureaucracy strips away that power. If you strip away the bureaucracy, you give your people power.Netflix has a yearly “360 Review.”The review form is a blank text box. It is not used to determine compensation. It is not anonymous. It happens once a year. Everyone in the company is permitted to review anyone in the company, and the employees are adult enough to write constructive reviews to pertinent team members.A former Netflix employee stated that most reviews contained a “Start doing X, Stop doing Y, and Continue doing Z” formula. Is your company form more complicated than a text box?How much company time is wasted on crafting policies, handbooks, contracts, and processes for the small percentage of people that might sue your company?How much time is spent on career development for adults that are capable of developing their own career?High-performance people are generally self-improving.  â€" Original Netflix Culture Deck, 2009Could the time and money spent on policy papers and performance reviews be better spent hiring the right people and offering a generous severance package?Netflix generally offers four months severance pay to provide “moving on” employees with ample support to continue their journey.Excess policies aren’t needed when you hire mature adults capable of making logical decisions. Netflix does not have a clothing policy, and, as they claim in their 2009 culture deck, “no one comes to work naked.”Netflix does not have vacation policies. It’s expected you’ll work when there’s work, and when you need a vacation to refresh, you’ll take that vacation with the company’s best interest in mind.Reed got rid of vacation policies because of the legal requirements for reporting. How much time could you save? Do you trust your employees? Have you hired the right employees?Examine your company. Do you have unnecessary policies?Get a realistic view of policy paperwork:Start with a rough spreadsheet.Create an itemized list of every handbook, policy paper, employee performance review paper, career development paperwork, employee contract, and employee form an emplo yee or manager will have to handle for hiring, performance, and firing. Go through your filing cabinets and computers. Envision the steps and processes. Highlight the forms which are legally mandated by statute.Next, create two columns: one for non-management employees and one for managers.Put the number of times the employee or manager touches each form in a given year in the appropriate cell. (You can make this simple and combine employee and managers to get a rough idea. If you know you’re going to have to present your data, spend time on formulating accurate estimates and break down the analysis by the department.)Create a column for the time spent on each document, including retrieving, reading, discussing, copying, completing, signing, transferring, mailing and refiling.Create a column for the cost to PRODUCE each document, and a column for the cost to DUPLICATE each document.Create a column for average labor hour for non-management and management employees.What is your tota l number of documents? ______How much does it cost to produce all those documents? ________How much does it cost to duplicate all those documents?________How often are those documents used by non-managerial employees? _________How often are those documents used by management? __________What is the average labor hour of a non-managerial employee multiplied by the number of hours spent on those documents plus the cost of duplication? _______________What is the average labor hour of a managerial employee multiplied by the number of hours spent on those documents plus the cost of duplication? _______________What is the average number of years an employee will stay employed at your company? _______In the U.S., an employee stays with a company for a median average of 4.2 years, in the U.K, an employee stays with a company for an average of five years.How much will you spend on policy puffery per employee during the average length of stay?Can this be better spent on a severance package or improved recruiting Services? The excellent companies… keep the corporate staff small.  â€" In Search of Excellence by Thomas J. Peters and Roger H. Waterman, Jr.THE ROLLING BEGINNINGS OF THE ORIGINAL NETFLIX CULTURE DECKThe famed viral culture deck was born out of a carpool conversation between Patty and Reed shortly after the company had to fire 1/3 of the staff. (This was back in the DVD delivery and dotcom bubble burst days.)The two noticed that though work was more challenging, they were happier going to work with the barebones staff.Why?What made it fun?They had to find out more.The first Netflix culture deck was a result of the quest to discover and frame the Netflix culture. It was created as an employee reference and executive guide with 127 slides (sans graphics) back in 2009. The top value was to value values.The Seven Aspects of Culture Playing on Netflix:Values are What We ValueHigh PerformanceFreedom ResponsibilityContext, Not ControlHighly Aligned, Loosely CoupledP ay Top of the MarketPromotions DevelopmentWhat values are valued? The only difference between 2009 and 2018 is the addition of the “inclusion” value, though Reed has no intentions of adding an inclusion rider.The Ten Values of Netflix Culture 2018:JudgmentCommunicationCuriosityCouragePassionSelflessnessInnovationInclusionIntegrityImpactThese ten values are the drivers of Netflix Excellence. Let them sink into your business brain.When Patty and Reed were lightheartedly applying soft analytics to invent the Netflix culture, they found their joy and adrenaline came from working with an excellent team. Their epiphany demanded that excellence is built into the Netflix culture.The search for excellence is nothing new. Tom Peters and Roger Waterman shared in-depth insight on excellence in their 1982 best-seller In Search for Excellence.Peter Drucker talks about excellence in his 1966 version of The Effective Executive.   Netflix did not invent excellence, but they do operate a billion -dollar company that demands excellence from employees.WHAT IS AN EXCELLENT EMPLOYEE? An employee that actively exhibits the ten values of Netflix is an excellent employee. The 2009 culture deck started with “We seek excellence.”The “Real Values” of 2018 are the values Netflix looks for when hiring and retaining employees. They are the defining elements of excellence.Do your employees exhibit the excellence of Netflix?  Would this paraphrased list of Netflix traits describe your employees?Would these Netflix values describe you?Judgment:   You make strategic well-thought-out decisions using data and intuition.Communication: You calmly listen to understand, speak and write with concise articulation, and adapt to ethnic diversity. Feedback to others is timely, candid, and constructive.Curiosity: You seek global understanding and alternate perspectives, eagerly learning rapidly while making connections and contributing outside your specialty.Courage: You search for truth, you question company inconsistencies with values, you don’t suffer from data paralysis, you speak your mind and take smart risks with a willingness to fail.Passion: You inspire others with excellence, you care, and are humbly confident while being tenaciously optimistic.Selflessness: You put the company first, seeking the best ideas while helping others and sharing openly.Innovation: You thrive on change, challenge assumptions, create useful new ideas and solve hard problems by minimizing complexity.Inclusion: You focus on talent and company values while collaborating with people of diverse cultures and backgrounds, embracing differing perspectives. You knowledgeable stand up for the marginalized.Integrity: You admit mistakes, respect others, are authentic, transparent, and non-political. The only words you speak about co-workers are those you would say to their face.Impact: Your coworkers rely on you and improve because of you. You focus on results over process and accomplish amazing amounts of important work.Netflix, like other successful companies, don’t use “average” as a benchmark. They use “excellence” as a benchmark.   They find people that are already excellent, and then they challenge them.The Netflix way of thinking asks: Why waste company time pushing an average person when you can push an excellent person?To hire excellence, you must have the means to attract excellence.   A difficult task for a startup.  Netflix pays top market wages to its salaried employees.  There are many studies on pay as a motivator, but when two job offers have identical benefits, except that one pays more than the other, guess which job an excellent employee will choose?In her Harvard Business Review article, How Netflix Reinvented HR, Patty advises managers and HR professionals to keep abreast of market rates and encourages employees to talk to recruiters so the company can keep the data on hand.The Netflix values for excellence stems from the core belief that p eople come before the process. But Netflix wants to take those people to create a “dream team,” just like a pro sports team.People come before the process, but the business comes first.THE GEEKS AT THE NETFLIX SUPERBOWLNetflixers are made aware the company is operated like a professional sports team and not a family. Netflix wants the highly skilled players, the team players, the people that live and breathe for Netflix but know they may get cut.Slide 24 in the original Netflix culture deck: Slide 24 of the culture deck builds up the ego (you are a pro sports player!) and plays nice with the word “fire” (an obsession of Patty’s) by retagging “fire” as “cut smartly.”In slide 30 the ominous feeling of getting cut is carried on with mentions of a “fixed number of positions” and “precious slots.”Slide 24 of the culture deck builds up the ego (you are a pro sports player!) and plays nice with the word “fire” (an obsession of Patty’s) by retagging “fire” as “cut smartly.” Netflix attempts to downplay the competitive nature of the company in a later slide that states cutthroat behavior is rare and not tolerated.   They hire based on an applicant’s ability to collaborate with others. But, some online reviews state otherwise.Despite the threat of being cut from Netflix, applications keep rolling in. The benefits are extraordinary. Take a vacation whenever you want! Take as much as you want for parental leave! No expense account restraints! Top market pay!The caveat?The company comes first in every decision you make. The company does not exist for the employees, it exists for the customers.Does your company exist for you, your employees, or your customers?Not everyone is happy at Netflix. This isn’t the only review on Glassdoor alluding to the high turnover and expected perfectionism. Chances are slim this software engineer lasted another year. This review is not an anomaly.A disgruntled employee?There are plenty of other similar reviews and declarati ons of frequent firings. It’s worth noting that Netflix does not apply its culture of freedom for salaried employees to hourly employees and a slide states hourly employees have a more structured environment.Hourly employee cultures are subtly referred to as subcultures in Netspeak. If you skim through Glassdoor reviews, you’ll see a number of call center employees complaining about the environment at Netflix.Glassdoor is a friend to Netflix. The CEO of Glassdoor, Robert Hohman, considers Patty McCord an inspiration and mentor. Culture defines companies. It directs employee behavior. It must be put into action to work.The Netflix culture is for adults.The original culture deck makes this clear.The current workplace of Netflix has adults innovating across the world. Adults have freedom at Netflix, and with freedom comes responsibility. Netflix trusts the adults they hire to make good decisions.This trust, which comes with hiring only excellent employees, allows Netflix to reduce bureaucracy. It allows emp loyees to be independent.Is this new? Employees managing themselves? Is this a reinvention of human resources? It is not a new idea. Peter Drucker in his 1978 book Adventures of a Bystander talks about the self-governing plant community.Here’s an excerpt from Adventures of a Bystander, 1999, by Peter Drucker, describing workplace self-government in a manufacturing environment:[A self-governing plant community is] …the assumption of managerial responsibility by the individual employee, the work team, and the employee group alike for the structure of the individual job, for the performance of major tasks, and for the management of such community affairs as shift schedules, vacation schedules, overtime assignments, industrial safety, and, above all, employee benefit.”Of all my work on management and the anatomy of industrial order,I consider my ideas for the self-governing plant community and for the responsible worker to be the most important and most original.  But management has tended to reject these ideas as “encroachment” on their prerogatives.-Peter Drucker, Adventures of a BystanderThe Netflix culture of adult employees taking responsibility for their vacation time and project management is bringing Peter Drucker’s dream alive.Would Netflix’s policies work in an auto manufacturing industry driven by government regulations?Peter Drucker seems to think so.General Motors has been around for 109 years, Ford has been around for 114 years, Toyota for 80 and Honda for 69. Driverless cars are on the road. Netflix is a baby and Patty McCord is just getting started. Organizations are changing.Netflix is adopting intuition engineering and chaos engineering. Spotify organizes teams in “squads” which are core units. Companies are striving for team fluidity to spark innovation.Should you copy Netflix’s culture? Of course not.Your combined characteristics are unique. There are problems with Netflix’s culture.NETFLIX NEEDS A FIXThe fear of not perf orming well enough is real. The fear of getting fired is real. Google has a fix.Make employees feel safe.Focus on Emotional Intelligence.Google started Project Aristotle back in 2012 to study hundreds of Google teams to find out what made the perfect “dream team.”   Google, the masters of search algorithms and patterns, could not detect a pattern.  Abeer Dubey and Julia Rozovsky worked on the project.The researched fifty years of academic research. They intricately examined all variables. Many groups with sharply differentiating attributes were successful.Then the researchers discovered a 1999 study on psychological safety by Amy C. Edmonson, a Harvard Professor.  Julia immediately felt the connection between psychological safety and her discomforting teamwork at Yale. The Google Aristotle team found psychological safety to be a norm.What creates psychological safety?Communication skillsEmpathyNetflix puts a heavy emphasis on communication skills during the hiring process, and like many companies, they have increased collaboration efforts. A 2016 Harvard Business Report, Collaborative Overload, by Rob Cross, Reb Rebele, and Adam Grant, reports manager-employee collaborative events have increased by 50%.The study also reported that 3%-5% of the employees are responsible for a third of value-added collaborations. The study also found these high collaborators had low career satisfaction. Collaboration often steals valuable time from coveted projects, and a sense of non-accomplishment dims the spirit of contentment and joy.Does Netflix put enough emphasis on empathy? Does any company?In Project Aristotle, an experienced team leader had a team that didn’t share much. One day, he opened up about his cancer. Every team member voluntarily shared a story.Not every personal problem can be left at home.  A cancer diagnosis, a breakup, or financial troubles can linger in the minds of employees even when they’re productive.Netflix declares they look for selfless ness, but the self is really Netflix, and Netflix is selfish in a matter-of-fact way in wanting “what’s best for Netflix.”As an employee, you must think about what’s best for you.   Is it best for you to put the company first? With the benefits that Netflix offers, it may be.Netflix isn’t a family, it’s not a professional sports team, it’s a business.  Businesses, families, and professional sports teams have one thing in common.  People.What makes your team great? ___________________________What makes your people great? _________________________Is your company a psychologically safe place to collaborate?Create your own culture deck.Reed Hastings and Patty McCord started with the ‘Why.” Why did they enjoy going to work? Excellence fired them up. Productivity fired them up. Seeing great things happen fired them up. Firing people fired them up.It is a fallacy to think that business must be defined as a sports team or a family. A company does not have to be one or th e other. Happy mediums exist. Outliers exist. Somewhere out there someone is creating a new culture deck.How to Reinvent HR Netflix-Style in 7 StepsAsk yourself why you enjoy work then create a culture deck.Define your communication policies.Make hiring difficult.Make firing easy.Build Excellence.Build Challenges.Make your team lean.Polly McCord is a reasonable rebel. After all, a policy of having no policy is still a policy. Her ideas that seem rebellious are seen in the classics of forwarding business thinking.Netflix may not have reinvented HR, but they have certainly taken the heads of HR teams and business executives and spun them around.  It’s now HR’s job to build a new corporate culture and spin the heads of managers and executives.Patty McCord has marvelous advice on HR innovation.Netflix has some magnificent policies and a little monster madness.But doesn’t every business?Don’t limit your innovation to products and services, innovate HR. It’s the action needed t o reel your company into an amazing success.

Netflix HR Reinvention Magnificent Policies or Monster Movie Madness

Netflix HR Reinvention Magnificent Policies or Monster Movie Madness DID NETFLIX REALLY DISRUPT THE SYSTEM WITH ITS CULTURE DECK?Netflix gorged itself on human resource inspiration leader Patty McCord.That’s what big companies do.They burn you out, eat you up and spit you out.So why the Netflix culture is considered an inspiration to startups, venture capitalists, and human resource management professionals?Let’s not kid ourselves.The Netflix culture wouldn’t be getting as much attention if Netflix wasn’t Netflix. Netflix is admired by onlookers because of its growth and revenue.The 2018 New Year was met with a record-breaking $11 billion in revenue, 6.36 million NEW international memberships, and $217 million in contribution profits.  The company just happened to put out a very bland-looking slideshow that went viral.If the culture deck was just a little slideshow uploaded by a mom and pop business, it would not have gotten attention from anyone except presentation gurus preaching the importance of graphical representation.When you’re a sm all company and decide to do away with expense account limitations while granting employees unlimited vacation time, people will just think you’re crazy.What do you know?You’re just a small company.But when a billion-dollar company starts talking crazy, people listen. (Just ask Richard Branson and Elon Musk.) People are listening to Patty McCord.PATTY MCCORD â€" HR MASTERMINDWould we dissect the human resource policies of a company if it wasn’t a gazillion-dollar company?HR Departments rarely get a glance unless something disruptive, illegal, or significantly profitable is stemming from the department.Yet, HR Departments define and shape the most valuable resources any company could haveâ€"the people.Reed Hastings, CEO and Co-Founder of Netflix, tells audiences people must see the culture when they walk in the door. Patty McCord, Talent Officer at Netflix from 1998-2012, was the lead talent recruiter and culture innovator that helped build the Netflix culture that spits her ou t. Was it Karma? She had hired and fired hundreds of people during her fourteen-year stint.She fired kindly. She peppered in “Life is a journey” and “it will be easy to get a job” sentiments with cheery compliments, a pat on the back, and a walk out the door. “Go be from Netflix!” she would say. Be proud of who you are.  Netflix provided a generous severance package.Then it was her turn.A Clip of Patty’s Netflix TimelinePatty walked into the startup Netflix door early, invited by Reed Hastings from Pure Software. Reed was excited about this new DVD shipping company idea Marc Randolph was working on.In a middle-of-the-night phone call, Reed told Patty he wanted her to be the VP of HR.She was not impressed, but Reed talked her into joining his venture.Fast forward 14 years, Reed was the one to tell Patty it was time to go. She was devasted. Netflix was her life. But she understood. Netflix hires for an objective, her job was done. She received a generous severance packa ge.  (Generous severance packages include stock options.)Patty had told countless employees it was time to “move on,” and now she had to convince herself.Patty had helped the Netflix team through the agonizing DVD startup years stuffing DVDs into envelopes, and she was a key player during the streaming startup excitement and Apple’s introduction of the iPad featuring the Netflix app.She worked closely with executives, computer geeks, and innovators. She loved the continuous startup vibe. That was her thing. She once told Reed she got bored with a company after five years, yet she lasted with Netflix for fourteen years.Interesting challenges retain employees. At the time of Patty’s departure, Netflix was embarking on international strategy journeys and making a foray into original movie productions. New skillsets were needed.Patty’s experience was in startups and hiring skilled computer programmersâ€"she was a Silicon Valley HR expert, not a Hollywood film recruiter.Now, N etflix was focused on talents from the entertainment industry and experience in international markets.Patty McCord had completed her job. Netflix was no longer a struggling startup. The Netflix tech was built. The Netflix culture was built. A system was in place.Her talents were to be packaged and set off on a new journey.Tawni Cranz stepped in as Talent Officer and brought the gift of unlimited maternity leave.   As of 2018, Jessica Neal is at the helm.Patty is now “being from Netflix.” She coaches million-dollar companies, is a respected author and has speaking engagements around the world.She went from helping startups to being a startup. She’s fired up to reinvent HR practices around the world.Continuous Success = Continuous growth in revenue, profits reputation.  â€" Original Netflix Culture Deck, 2009REINVENTING THE FIRE IN HRLong before Patty left Netflix, she had a personal disdain for the word “fire.” Being “fired” makes you think of ammunition and war and pa in.Being fired is perceived as a stain, but, it’s just a step into the future. It is a change for the company and the person. People change. Companies change.As much as Patty hates the word fired, she knows it is necessary to let people go.Success starts with letting the right people IN the door.How you lead people TO the door affects future success.Success is manufactured by letting the right people OUT the door.Does your company fire like Netflix?Does your company follow Netflix firing practices?YesNoAll new hires are promptly told our dismissal policies:We quickly dismiss dishonest employees:We quickly dismiss employees that harass others:We quickly dismiss jerks, even brilliant ones:We asked the manager if they would fight hard to keep this employee:We do not fire loyal employees because of an unusual negative performance:We explain to employees clearly why they were let go:Employees can see our company values based on who stays and who goes:Our values are given reinforcement during the exit interview:We give honest compliments to our employees when it is time for them to move on:We avoid using the word fired:We offer our employees a generous severance package when they are let go:If you’re a startup company, be proactive in designing a hiring and firing system that doesn’t fire up the desire for retaliation. EVERYONE HATES PERFORMANCE REVIEWSLawyers want performance reviews and written policies and processes to protect companies. Netflix rewinds to human nature. People don’t sue if they are not angry and they are treated fairly.Roy Rapoport, the former Netflix engineer at Netflix, aptly described Netflix HR as a department that “maximizes potential goodness” and traditional HR departments as risk mitigators.Patty and Reed hate the word empowerment. They believe people come into the company with power, and bureaucracy strips away that power. If you strip away the bureaucracy, you give your people power.Netflix has a yearly “360 Review.”The review form is a blank text box. It is not used to determine compensation. It is not anonymous. It happens once a year. Everyone in the company is permitted to review anyone in the company, and the employees are adult enough to write constructive reviews to pertinent team members.A former Netflix employee stated that most reviews contained a “Start doing X, Stop doing Y, and Continue doing Z” formula. Is your company form more complicated than a text box?How much company time is wasted on crafting policies, handbooks, contracts, and processes for the small percentage of people that might sue your company?How much time is spent on career development for adults that are capable of developing their own career?High-performance people are generally self-improving.  â€" Original Netflix Culture Deck, 2009Could the time and money spent on policy papers and performance reviews be better spent hiring the right people and offering a generous severance package?Netflix generally offers four months severance pay to provide “moving on” employees with ample support to continue their journey.Excess policies aren’t needed when you hire mature adults capable of making logical decisions. Netflix does not have a clothing policy, and, as they claim in their 2009 culture deck, “no one comes to work naked.”Netflix does not have vacation policies. It’s expected you’ll work when there’s work, and when you need a vacation to refresh, you’ll take that vacation with the company’s best interest in mind.Reed got rid of vacation policies because of the legal requirements for reporting. How much time could you save? Do you trust your employees? Have you hired the right employees?Examine your company. Do you have unnecessary policies?Get a realistic view of policy paperwork:Start with a rough spreadsheet.Create an itemized list of every handbook, policy paper, employee performance review paper, career development paperwork, employee contract, and employee form an emplo yee or manager will have to handle for hiring, performance, and firing. Go through your filing cabinets and computers. Envision the steps and processes. Highlight the forms which are legally mandated by statute.Next, create two columns: one for non-management employees and one for managers.Put the number of times the employee or manager touches each form in a given year in the appropriate cell. (You can make this simple and combine employee and managers to get a rough idea. If you know you’re going to have to present your data, spend time on formulating accurate estimates and break down the analysis by the department.)Create a column for the time spent on each document, including retrieving, reading, discussing, copying, completing, signing, transferring, mailing and refiling.Create a column for the cost to PRODUCE each document, and a column for the cost to DUPLICATE each document.Create a column for average labor hour for non-management and management employees.What is your tota l number of documents? ______How much does it cost to produce all those documents? ________How much does it cost to duplicate all those documents?________How often are those documents used by non-managerial employees? _________How often are those documents used by management? __________What is the average labor hour of a non-managerial employee multiplied by the number of hours spent on those documents plus the cost of duplication? _______________What is the average labor hour of a managerial employee multiplied by the number of hours spent on those documents plus the cost of duplication? _______________What is the average number of years an employee will stay employed at your company? _______In the U.S., an employee stays with a company for a median average of 4.2 years, in the U.K, an employee stays with a company for an average of five years.How much will you spend on policy puffery per employee during the average length of stay?Can this be better spent on a severance package or improved recruiting Services? The excellent companies… keep the corporate staff small.  â€" In Search of Excellence by Thomas J. Peters and Roger H. Waterman, Jr.THE ROLLING BEGINNINGS OF THE ORIGINAL NETFLIX CULTURE DECKThe famed viral culture deck was born out of a carpool conversation between Patty and Reed shortly after the company had to fire 1/3 of the staff. (This was back in the DVD delivery and dotcom bubble burst days.)The two noticed that though work was more challenging, they were happier going to work with the barebones staff.Why?What made it fun?They had to find out more.The first Netflix culture deck was a result of the quest to discover and frame the Netflix culture. It was created as an employee reference and executive guide with 127 slides (sans graphics) back in 2009. The top value was to value values.The Seven Aspects of Culture Playing on Netflix:Values are What We ValueHigh PerformanceFreedom ResponsibilityContext, Not ControlHighly Aligned, Loosely CoupledP ay Top of the MarketPromotions DevelopmentWhat values are valued? The only difference between 2009 and 2018 is the addition of the “inclusion” value, though Reed has no intentions of adding an inclusion rider.The Ten Values of Netflix Culture 2018:JudgmentCommunicationCuriosityCouragePassionSelflessnessInnovationInclusionIntegrityImpactThese ten values are the drivers of Netflix Excellence. Let them sink into your business brain.When Patty and Reed were lightheartedly applying soft analytics to invent the Netflix culture, they found their joy and adrenaline came from working with an excellent team. Their epiphany demanded that excellence is built into the Netflix culture.The search for excellence is nothing new. Tom Peters and Roger Waterman shared in-depth insight on excellence in their 1982 best-seller In Search for Excellence.Peter Drucker talks about excellence in his 1966 version of The Effective Executive.   Netflix did not invent excellence, but they do operate a billion -dollar company that demands excellence from employees.WHAT IS AN EXCELLENT EMPLOYEE? An employee that actively exhibits the ten values of Netflix is an excellent employee. The 2009 culture deck started with “We seek excellence.”The “Real Values” of 2018 are the values Netflix looks for when hiring and retaining employees. They are the defining elements of excellence.Do your employees exhibit the excellence of Netflix?  Would this paraphrased list of Netflix traits describe your employees?Would these Netflix values describe you?Judgment:   You make strategic well-thought-out decisions using data and intuition.Communication: You calmly listen to understand, speak and write with concise articulation, and adapt to ethnic diversity. Feedback to others is timely, candid, and constructive.Curiosity: You seek global understanding and alternate perspectives, eagerly learning rapidly while making connections and contributing outside your specialty.Courage: You search for truth, you question company inconsistencies with values, you don’t suffer from data paralysis, you speak your mind and take smart risks with a willingness to fail.Passion: You inspire others with excellence, you care, and are humbly confident while being tenaciously optimistic.Selflessness: You put the company first, seeking the best ideas while helping others and sharing openly.Innovation: You thrive on change, challenge assumptions, create useful new ideas and solve hard problems by minimizing complexity.Inclusion: You focus on talent and company values while collaborating with people of diverse cultures and backgrounds, embracing differing perspectives. You knowledgeable stand up for the marginalized.Integrity: You admit mistakes, respect others, are authentic, transparent, and non-political. The only words you speak about co-workers are those you would say to their face.Impact: Your coworkers rely on you and improve because of you. You focus on results over process and accomplish amazing amounts of important work.Netflix, like other successful companies, don’t use “average” as a benchmark. They use “excellence” as a benchmark.   They find people that are already excellent, and then they challenge them.The Netflix way of thinking asks: Why waste company time pushing an average person when you can push an excellent person?To hire excellence, you must have the means to attract excellence.   A difficult task for a startup.  Netflix pays top market wages to its salaried employees.  There are many studies on pay as a motivator, but when two job offers have identical benefits, except that one pays more than the other, guess which job an excellent employee will choose?In her Harvard Business Review article, How Netflix Reinvented HR, Patty advises managers and HR professionals to keep abreast of market rates and encourages employees to talk to recruiters so the company can keep the data on hand.The Netflix values for excellence stems from the core belief that p eople come before the process. But Netflix wants to take those people to create a “dream team,” just like a pro sports team.People come before the process, but the business comes first.THE GEEKS AT THE NETFLIX SUPERBOWLNetflixers are made aware the company is operated like a professional sports team and not a family. Netflix wants the highly skilled players, the team players, the people that live and breathe for Netflix but know they may get cut.Slide 24 in the original Netflix culture deck: Slide 24 of the culture deck builds up the ego (you are a pro sports player!) and plays nice with the word “fire” (an obsession of Patty’s) by retagging “fire” as “cut smartly.”In slide 30 the ominous feeling of getting cut is carried on with mentions of a “fixed number of positions” and “precious slots.”Slide 24 of the culture deck builds up the ego (you are a pro sports player!) and plays nice with the word “fire” (an obsession of Patty’s) by retagging “fire” as “cut smartly.” Netflix attempts to downplay the competitive nature of the company in a later slide that states cutthroat behavior is rare and not tolerated.   They hire based on an applicant’s ability to collaborate with others. But, some online reviews state otherwise.Despite the threat of being cut from Netflix, applications keep rolling in. The benefits are extraordinary. Take a vacation whenever you want! Take as much as you want for parental leave! No expense account restraints! Top market pay!The caveat?The company comes first in every decision you make. The company does not exist for the employees, it exists for the customers.Does your company exist for you, your employees, or your customers?Not everyone is happy at Netflix. This isn’t the only review on Glassdoor alluding to the high turnover and expected perfectionism. Chances are slim this software engineer lasted another year. This review is not an anomaly.A disgruntled employee?There are plenty of other similar reviews and declarati ons of frequent firings. It’s worth noting that Netflix does not apply its culture of freedom for salaried employees to hourly employees and a slide states hourly employees have a more structured environment.Hourly employee cultures are subtly referred to as subcultures in Netspeak. If you skim through Glassdoor reviews, you’ll see a number of call center employees complaining about the environment at Netflix.Glassdoor is a friend to Netflix. The CEO of Glassdoor, Robert Hohman, considers Patty McCord an inspiration and mentor. Culture defines companies. It directs employee behavior. It must be put into action to work.The Netflix culture is for adults.The original culture deck makes this clear.The current workplace of Netflix has adults innovating across the world. Adults have freedom at Netflix, and with freedom comes responsibility. Netflix trusts the adults they hire to make good decisions.This trust, which comes with hiring only excellent employees, allows Netflix to reduce bureaucracy. It allows emp loyees to be independent.Is this new? Employees managing themselves? Is this a reinvention of human resources? It is not a new idea. Peter Drucker in his 1978 book Adventures of a Bystander talks about the self-governing plant community.Here’s an excerpt from Adventures of a Bystander, 1999, by Peter Drucker, describing workplace self-government in a manufacturing environment:[A self-governing plant community is] …the assumption of managerial responsibility by the individual employee, the work team, and the employee group alike for the structure of the individual job, for the performance of major tasks, and for the management of such community affairs as shift schedules, vacation schedules, overtime assignments, industrial safety, and, above all, employee benefit.”Of all my work on management and the anatomy of industrial order,I consider my ideas for the self-governing plant community and for the responsible worker to be the most important and most original.  But management has tended to reject these ideas as “encroachment” on their prerogatives.-Peter Drucker, Adventures of a BystanderThe Netflix culture of adult employees taking responsibility for their vacation time and project management is bringing Peter Drucker’s dream alive.Would Netflix’s policies work in an auto manufacturing industry driven by government regulations?Peter Drucker seems to think so.General Motors has been around for 109 years, Ford has been around for 114 years, Toyota for 80 and Honda for 69. Driverless cars are on the road. Netflix is a baby and Patty McCord is just getting started. Organizations are changing.Netflix is adopting intuition engineering and chaos engineering. Spotify organizes teams in “squads” which are core units. Companies are striving for team fluidity to spark innovation.Should you copy Netflix’s culture? Of course not.Your combined characteristics are unique. There are problems with Netflix’s culture.NETFLIX NEEDS A FIXThe fear of not perf orming well enough is real. The fear of getting fired is real. Google has a fix.Make employees feel safe.Focus on Emotional Intelligence.Google started Project Aristotle back in 2012 to study hundreds of Google teams to find out what made the perfect “dream team.”   Google, the masters of search algorithms and patterns, could not detect a pattern.  Abeer Dubey and Julia Rozovsky worked on the project.The researched fifty years of academic research. They intricately examined all variables. Many groups with sharply differentiating attributes were successful.Then the researchers discovered a 1999 study on psychological safety by Amy C. Edmonson, a Harvard Professor.  Julia immediately felt the connection between psychological safety and her discomforting teamwork at Yale. The Google Aristotle team found psychological safety to be a norm.What creates psychological safety?Communication skillsEmpathyNetflix puts a heavy emphasis on communication skills during the hiring process, and like many companies, they have increased collaboration efforts. A 2016 Harvard Business Report, Collaborative Overload, by Rob Cross, Reb Rebele, and Adam Grant, reports manager-employee collaborative events have increased by 50%.The study also reported that 3%-5% of the employees are responsible for a third of value-added collaborations. The study also found these high collaborators had low career satisfaction. Collaboration often steals valuable time from coveted projects, and a sense of non-accomplishment dims the spirit of contentment and joy.Does Netflix put enough emphasis on empathy? Does any company?In Project Aristotle, an experienced team leader had a team that didn’t share much. One day, he opened up about his cancer. Every team member voluntarily shared a story.Not every personal problem can be left at home.  A cancer diagnosis, a breakup, or financial troubles can linger in the minds of employees even when they’re productive.Netflix declares they look for selfless ness, but the self is really Netflix, and Netflix is selfish in a matter-of-fact way in wanting “what’s best for Netflix.”As an employee, you must think about what’s best for you.   Is it best for you to put the company first? With the benefits that Netflix offers, it may be.Netflix isn’t a family, it’s not a professional sports team, it’s a business.  Businesses, families, and professional sports teams have one thing in common.  People.What makes your team great? ___________________________What makes your people great? _________________________Is your company a psychologically safe place to collaborate?Create your own culture deck.Reed Hastings and Patty McCord started with the ‘Why.” Why did they enjoy going to work? Excellence fired them up. Productivity fired them up. Seeing great things happen fired them up. Firing people fired them up.It is a fallacy to think that business must be defined as a sports team or a family. A company does not have to be one or th e other. Happy mediums exist. Outliers exist. Somewhere out there someone is creating a new culture deck.How to Reinvent HR Netflix-Style in 7 StepsAsk yourself why you enjoy work then create a culture deck.Define your communication policies.Make hiring difficult.Make firing easy.Build Excellence.Build Challenges.Make your team lean.Polly McCord is a reasonable rebel. After all, a policy of having no policy is still a policy. Her ideas that seem rebellious are seen in the classics of forwarding business thinking.Netflix may not have reinvented HR, but they have certainly taken the heads of HR teams and business executives and spun them around.  It’s now HR’s job to build a new corporate culture and spin the heads of managers and executives.Patty McCord has marvelous advice on HR innovation.Netflix has some magnificent policies and a little monster madness.But doesn’t every business?Don’t limit your innovation to products and services, innovate HR. It’s the action needed t o reel your company into an amazing success.

The Three Views of Conflict How Criminal Justice Agencies...

What is conflict? There are many definitions for conflict. A conflict is defined by Robbins Judge (2011) as A process that begins when one party perceives that another party has negatively affected, or is about to negatively affect something that the first party cares about. In this paper the three views of conflict will be discussed, then compared and contrasted. They are: (1) traditional view ;( 2) human relations view and (3) interactionist view. In addition functional conflict and dysfunctional conflict are discussed with examples of criminal justice agencies that are in the midst of one of these types of conflict. Traditional View According to Robbins Judge (2011), the traditional view of conflict assumes that all conflict†¦show more content†¦After her removal, productivity increased and all the other officers resumed working as a team. Interactionist View According to Robbins Judge (2011) the interactionist view beliefs conflict in some situations is helpful. In some cases a minimal level of conflict can help keep a group viable, self critical and creative (Robbins Judge, 2011). The interactionist view does not view all conflict as good, but rather as: functional or dysfunctional. When an organization is in conflict and the works is constructive and supports the goals of the group it is viewed as functional conflict. However if the conflict hinders the groups performance and is destructive, it is viewed as dysfunctional conflict (Robbins Judge, 2011). The way to differentiate functional conflict from dysfunctional conflict is to look at the type of conflict. The first type is task conflict, which relates to the content and goals of the work (Robbins Judge, 2011). The second type is relationship conflict; this conflict focuses on how group members relate to one another. The third type is process conflict which focuses on how the work gets done. In summary, these three conflict views, not all conflicts are counterproductive. Conflict can be either functional or dysfunctional as seen in the interactionist view of conflict. When conflict occurs in a group that causes constant strife andShow MoreRelatedPolitical Theories And Crime Control Essay1999 Words   |  8 Pagesthe welfare state was to blame for the rise of crime rates, despite investments in welfare programmes and increase in wealth, which those on the right argued was evidence that social conditions as cause of crime was irrelevant and argue that a new view of thinking was needed. This, coupled with the pressures to deal with crime, making its way on the political agenda, saw criminological theory and crime control becoming increasing underpinned by political ideas that sort to find practical solutionsRead MoreRule Of Law And Development10265 Words   |  42 Pagesagendas which are often called as the next generation MDGs includes Rule of Law, one of the most cruci al component of development around the world. Precisely for developing countries like Bangladesh, the fragile state of rule of Law and access to justice implicates the downward situation of development, especially from the human rights perspective. This paper will analyze the sources, nature and elements of rule of law as well as development and scrutinize the nexus between these two. In light ofRead MoreNational Security Outline Essay40741 Words   |  163 PagesSecurity Law and the Role of Tipson 1 CHAPTER 2: Theoretical approaches to national security world order 4 CHAPTER 3: Development of the International Law of Conflict Management 5 CHAPTER 4: The Use of Force in International Relations: Norms Concerning the Initiation of Coercion (JNM) 7 CHAPTER 5: Institutional Modes of Conflict Management 17 The United Nations System 17 Proposals for Strengthening Management Institutional Modes of Conduct 23 CHAPTER 6: The Laws of War and NeutralityRead MoreUnderstanding Conflict Through Sociological Perspective Essay5342 Words   |  22 Pagesï » ¿Understanding Conflict Through Sociological Perspective Table of Contents 1. Acknowledgements 2 2. Table of contents 3 3. Introduction 4 4. Objectives 5 5. Research Methodology 5 6. What is Conflict? 6 7. Works of Karl Marx 9 8. Conflict of interest 12 9. Conflict perspective in sociology 13 10. In classical sociology 14 11. Modern approaches 17 12Read MoreTracing Theoretical Approaches to Crime and Social Control: from Functionalism to Postmodernism16559 Words   |  67 Pages24 CHAPTER 3 ..................................................................................................................... 26 CAPITALISM AND MARXIST THEORY .......................................................................... 26-41 Conflict Criminology theory: Karl Marx ................................................................... 29 Critical Criminology .................................................................................................. 31 Critical Criminology:Read MoreIndian Social Structure and Values Ethics in Business13564 Words   |  55 Pagestraditional value called sanskritization. Since the Industrial Revolution, urbanization and industrialization have moved in great pace. Features of Industrial Society : The industrial society has the following features : 1. Norm and social role conflicts : The diversity of social life is the most important characteristic of urban industrial life. It springs from the size, density and heterogeneity of the population, extreme specialization of the various occupations and the class structure existingRead MoreThe Acquisition, Use, And Disposition Of School Property8925 Words   |  36 PagesHis intellect, his capacity to make something from nothing, and to provide direction in the midst of chaos are inspiring and a testament to the rich tradition of superb faculty support at The University of Alabama. Dr. James Wright willingly gave considerable time and effort to my study. His long drives to Tuscaloosa from Montgomery and his constant encouragement to see this project through made me realize how pivotal a role he played in the completion of this dissertation. He is a fierce friend toRead MoreStephen P. Robbins Timothy A. Judge (2011) Organizational Behaviour 15th Edition New Jersey: Prentice Hall393164 Words   |  1573 PagesDecision Making 165 Motivation Concepts 201 Motivation: From Concepts to Applications 239 3 The Group 9 10 11 12 13 14 15 Foundations of Group Behavior 271 Understanding Work Teams 307 Communication 335 Leadership 367 Power and Politics 411 Conflict and Negotiation 445 Foundations of Organization Structure 479 v vi BRIEF CONTENTS 4 The Organization System 16 Organizational Culture 511 17 Human Resource Policies and Practices 543 18 Organizational Change and Stress Management Read MoreLibrary Management204752 Words   |  820 Pages. . . 3 The Importance of Management. . . . . . . . . . . . What Is Management? . . . . . . . . . . . . . . . . . . . Who Are Managers?. . . . . . . . . . . . . . . . . . . . . What Do Managers Do? . . . . . . . . . . . . . . . . . . Managerial Functions . . . . . . . . . . . . . . . . . . . Managerial Roles . . . . . . . . . . . . . . . . . . . . . . . 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Zimbardos Stanford Prison Experiment Free Essay Example, 1500 words

DeJong, 1975, Lovaglia, 2007). Whilst this finding was not part of the official, published results of the study, it does add some weight to the conclusion, as the legitimizing ideology in this case was the furthering of scientific interest, which allowed visitors to look past ethical issues in favour of science. This conclusion, however, is hotly debated simply because of some methodological considerations that must be made when analysing the SPE. One of the main criticisms of the study is that it’s very nature meant that Zimbardo could not keep to standard scientific controls (Banuazizi & Movahedi, 1975) and could not maintain objectivity throughout the study (Lovaglia, 2007). This meant that much of the released information about the SPE was based on anecdotal evidence, and it has been argued that this is a flaw which renders the findings of the entire study obsolete (Banuazizi & Movahedi, 1975). However, there are those that argue that this type of finding can be useful if it is kept in context and the flaws are taken into account when using the information (Brady & Logsdon, 1988). We will write a custom essay sample on Zimbardos Stanford Prison Experiment or any topic specifically for you Only $17.96 $11.86/pageorder now It is clear from film extracts and published material on the study that, despite possible interpretation bias and methodological flaws, there are situational influences on behaviour, many of which can be influenced by (although not completely dictated by) role-play. Another criticism often made of the SPE is that it lacks ecological validity because the conditions imposed by Zimbardo do not necessarily represent true prison conditions, as they were orchestrated somewhat arbitrarily (Carnahan & McFarland, 2007). This is a somewhat valid criticism, in that it represents the truth – the prison was artificial and held in a basement – but there are several problems with accepting this as an invalidating methodological flaw. Additionally, many pointed out the similarity between the SPE and the situation found in Abu Ghraib, suggesting that there are some real-world situations which can be likened to the SPE (Zimbardo, 2006), however rare th ey may be. Despite questionable ecological validity, there are still interesting conclusions that can be drawn from the SPE. There are many situations in which role-play, legitimizing ideology, and imposed authority play a role outside of prison situations (Haslam & Reicher, 2012). Whilst this is an extreme form of many environments, it is still evident that some effect was still being exerted on the prisoners. Again, it is important to take into account this flaw when considering the results of the SPE, but it does not detract from the contribution it made to social psychology.

Crazy Drivers Essay - 561 Words

I do not know how many times I have been driving down the road when someone does something stupid, ranging from pulling out in front of me or tailgating. More and more drivers enter the road every year and it seems as if less and less of them know how to drive. As a teen I often get stereotyped as a bad driver but this is a very unfair judgment. The fact is I have helped prevent accidents the closest I have ever been to being in an accident was the fault of an older gentleman. Still the numbers do not lie teens have the most accidents of any age bracket. Why do teens have the highest accident rate? I believe it is because of inexperience not bad habits. Most teens have only been driving for a very short time, if at all, when they receive†¦show more content†¦Observing my father who has been driving for 30 year and my little brother who has had his permit for 5 months I have noticed my father has many more bad driving habits. My father will not signal while switching lanes, drink coffee while driving or even talk on the cell phone in heavy traffic. These habits are not exclusive to my father ether may adults develop bad habits such as these. Many drivers young and old seem to be getting worse and worse at judging distance. I cannot count how many times I have been tailgated, illegally passed had a close call T-boning, or high beamed all form motorists who cannot judge distance. Tailgaters seem to be the most dangerous drivers of all. When a tailgater gets behind you on a wet road your best bet is to pull off and let them pass because tailgaters are where 50 car pile-ups come from. Most T-bone collisions could be avoided if drivers would allow larger gaps when pulling out of a store or going though and intersection. Some drivers in this sea of horrible ones seem to be retaining good driving habits. Just the other day I needed to turn into a store off of a two-lane road and a kind gentleman let me into the parking lot, by stopping short of the driveway. Most people with little cars have no idea how much more room it takes to swing a bus or truck when turning mostShow MoreRelatedThe Last Red Macaw2254 Words   |  9 Pagesthat any normal english speaker can not understand. Bartholomew tells the driver, â€Å"to the Moorings dock† and the driver starts the engine and takes off. They drive past the heart of the city and pass many beautiful shops on the way. Some shops consist of colorful handmade clothing, beautiful silverware, and even some with exotic fruits that nobody has ever heard of before. The car was swerving back and forth like the driver was trying to dodge something in the road every ten feet. But in fact thereRead More Innocence In The Catcher In The Rye by J.D. Salinger Es say examples1412 Words   |  6 Pagesbecause Allie dies when he is eleven, Holden does not understand why someone with the amount of talent Allie possessed would have to die before growing up. Despite his death, Holden continues to think about Allie and does not â€Å"enjoy seeing him in that crazy cemetery†¦surrounded by dead guys and tombstones† (Salinger 155). Allie is someone that Holden formed a personal relationship with, and because of his death, Holden experiences a change in his perception of society and life. This change leads to Holden’sRead MoreEssay on The Metamorphosis of Holden in The Catcher in the Rye1186 Words   |  5 Pagesof anyone to call,(pg.59) says Holden. So he hails a cab and strikes up a conversation with the driver, You know those ducks in that lagoon right near Central Park South? That Little Lake? By any chance do you know where they go, the ducks, when it gets all frozen over?(pg.60) The driver brushes him off. Holden invit es him for a cocktail as well. Cant do it, Mac, Sorry.(pg.61) The driver responds.    Holden persists in questioning people about the ducks. The duck are reflectiveRead MoreThe Catcher in the Rye Relative to the 1950s Essay2201 Words   |  9 Pagesmean except me. And Im standing on the edge of some crazy cliff.(Salinger 173) What I have to do, I have to catch everybody if they start to go over the cliff. I mean if theyre running and they dont look were theyre going I have to come out from somewhere and catch them. Thats all I have to do all day. Id just be the Catcher in the Rye and all. I know its crazy, but thats the only thing Id really like to be. I know its crazy(Salinger 173). Holden exhibits the madness describedRead MoreCatcher in the Rye Abstract Essay1364 Words   |  6 Pagesbecome a catcher in the rye. By this he means that in order to protect innocent children from falling over a cliff into the corruptness of the adult or â€Å"phony† world, he must catch them and save them from this stained fate. This idea that he has is crazy, and until this conversation, he did not realize the ridiculousness of his â€Å"plan.† It is not until later in the book does he realize that this ambition that he has chased for so long is impossible to reach and that it’s inevitable to protect the youthRead MoreThe Catcher in the Rye Final Assessment2098 Words   |  8 Pagesthis comment, Mr. Antolini decided it was time to save Holden himself and get him help. He didn’t want to see Holden’s view on the world get worse than it already was, and was afraid that his state of mind might result in some bad actions. A taxi driver, Horwitz, also reported Holden, expressing his concern for this boy who seemed lonely and reckless. 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Financial Performance Analysis Scottish Power and EDF Energy

Question: Critically examine the performance of these two companies,Scottish Power and EDF Energy using ratios extracted over the two year period. This will include trend(s) and the relative performance comparison between these firms? Answer: Introduction Financial performance analysis is considered to be crucial for the organization as well as investors. This paper has focused on analyzing financial performance of two public listed companies in terms of profitability, liquidity; efficiency etc. ratio analysis is an effective tool that significantly contributes in the performance analysis of organizations (Atkinson, 2007). This paper will focus on the energy sector of United Kingdom and two business organizations from this sector will be chosen for analyzing as well as comparing the financial performance of these companies. In this paper, the chosen companies are Scottish Power and EDF Energy. An overview of the energy sector along with the companies has been presented in this report. Therefore, financial performance analysis has been undertaken with the aid of ratio analysis of the company. Energy Industry of United Kingdom Energy industry of United Kingdom has significant contribution in the economy of the nation. It provides job opportunities for 680,000 people and the sector pays tax of 5.7 billion GBP. It is considered as the second most important sector of United Kingdom. In 2014, 13.1 million GBP has been invested in the infrastructure. The energy sector of United Kingdom is consisted of three principal components: generation of electricity, distribution and supplying it to the consumers. In United Kingdom, fossil fuel such as coal and natural gas are considered to be the major source for electricity generation. In 2010, it has been estimated that coal and natural gas contribute to 28% and 47% of the electricity generation. O n the other hand, nuclear source of energy contributes to 16% of the total electricity production. It is expected that the operations of nuclear power stations of UK will be ceased within 2025. Renewable sources of energy have been utilized by UK for contributing 7% of the to tal electricity generation. It is expected that within 2020, the figure will reach 30% of the total electricity generation in UK. Some significant changes is expected to occur in the energy sector of United Kingdom which will make its more simple as well as fair to the consumers (Energy-uk.org.uk, 2015). Company Overview Scottish Power: Scottish Power is focusing on providing renewable energy solutions. The company is committed to its consumers for becoming more energy efficient (Scottishpower.com, 2015). EDF Energy: EDF Energy is the largest producer of low carbon electricity in United Kingdom. The company produces 20% of the total electricity of the nation. It has 15,000 employees. It has been focusing on meeting customer demand (EDF Energy, 2015). Financial Analysis Financial analysis helps in gaining an insight regarding the performance of the company. It is very important for the business organizations to evaluate its performance to assess whether it has been able to achieve its objectives in that financial year. Additionally, the investors must use the financial information for evaluating the performance in order to make rational investment decision. This section will focus on analyzing the financial performance of Scottish Power and EDF Energy (Coombs, Hobbs and Jenkins, 2005). Ratio Analysis Ratio analysis one of the most efficient tool that uses relevant information from the financial statements of the company for calculating specific financial performance indicators. In this section, the financial information of consecutive two years 2012 and 2013 has been gathered from the annual reports of the company for analyzing the financial performance (Epstein and Lee, 2010). Profitability Ratio Profitability ratio helps in estimating how well the company has been able to generate profit. Gross profit margin indicates how much money is left from the sales after considering the cost of goods sold. Net profit margin indicates how much amount remains with the company after considering total expenditure. From the following table, it can be found that the gross profit margin of EDF Energy in 2012 and 2013 is same. The gross profit margin of Scottish Power has improved slightly in 2013. However, the gross profit margin of Scottish power is much lower than EDF energy. Net profit margin of EDF is much lower than the gross profit which implies that operation cost of the company is higher. Net profit margin of EDF energy is higher than Scottish Power which has encountered slight decline in terms net profit margin. Hence, it can be concluded that EDF Energy is in better position than Scottish power in terms of profitability (Gazely and Lambert, 2006). Scottish Power (million) EDF Energy (million) 2013 2012 2013 2012 Profitability Ratio Gross Profit 2,171.50 2,032.20 3,699.00 3,557.00 Revenue 54,070.00 53,227.00 8,311.00 7,960.00 Gross Profit Margin 4.02% 3.82% 44.51% 44.69% Net Profit 539.70 612.90 814.00 563.00 Revenue 54,070.00 53,227.00 8,311.00 7,960.00 Net Profit Margin 1.00% 1.15% 9.79% 7.07% Liquidity Ratio Liquidity ratio helps in estimation of the cash position of the company and its ability to meet short terms obligations or day to day operation. Two important liquidity ratios current ratio and quick ratio has been calculated in this section for the two companies for 2012and 2013. Current ratio as well as quick ratio implies the potential of the company. If current ratio is 1 or more, it indicates the company has adequate current assets for meeting short term liabilities (Hansen and Mowen, 2000). In case of Scottish Power, the current ratio has declined in 2013 from the previous financial year. The value is very poor and indicates the short term obligations of the firm are much higher than current assets. Hence, the company will encounter difficulty in managing working capital. On the other hand, current ratio of EDF Energy is 1.6 and 1.76 in 2012 and 2013 respectively. It clearly implies that the company has been able to maintain adequate current assets for meeting short term liabilities. Quick ratio does not consider inventories in the current asset as it cannot be quickly converted into cash. The quick ratio of Scottish power clearly indicates the company needs higher amount of current asset. The quick ratio of EDF Energy is found to be better in 2013. It can be concluded that the liquidity position of EDF Energy is quite good while Scottish Power do not have adequate current assets (Madegowda, 2007). Scottish Power (million) EDF Energy (million) 2013 2012 2013 2012 Liquidity Ratio Current Asset 3,053.00 3,532.80 6,140.00 5,998.00 Current Liabilities 5,525.20 5,407.80 3,493.00 3,753.00 Current Ratio 0.55 0.65 1.76 1.60 Current Assets 3,053.00 3,532.80 6,140.00 5,998.00 Inventories 298.30 164.30 2,334.00 2,139.00 Current Liabilities 5,525.20 5,407.80 3,493.00 3,753.00 Quick Ratio 0.50 0.62 1.09 1.03 Efficiency Ratio Efficiency ratio helps in estimating the efficiency of the organizational activities in terms of asset utilization, inventory conversion etc. In this section, two important efficiency ratios, asset turnover ratio and inventory turnover ratio has been calculated. Asset turnover ratio of Scottish Power has improved in 2013. On the other hand, asset turnover ratio of EDF energy has been estimated to be very poor (Weetman, 2010). It can be clearly concluded that Scottish Power has been able to utilize its assets efficiently for generating revenue. In contrast, EDF Energy has not been able to utilize the assets effectively. Inventory turnover ratio assists in calculating the time taken for converting the inventory into sales. It has been found that the inventory turnover ratio of Scottish Power has increased in 2013. On the other hand, the inventory turnover ratio of EDF Energy is much higher than Scottish Power. Higher inventory turnover ratio has a negative implication for the company ( Hansen and Mowen, 2005). Scottish Power (million) EDF Energy (million) 2013 2012 2013 2012 Efficiency Ratio Revenue 54,070.00 53,227.00 8,311.00 7,960.00 Total Asset 13,903.90 19,802.20 30,661.00 28,801.00 Asset Turnover Ratio 3.89 2.69 0.27 0.28 Inventories 298.30 164.30 2,334.00 2,139.00 Cost of Sales 4,612.00 4,403.00 6,059.20 5,770.90 Inventory Turnover ratio 23.61 13.62 140.60 135.29 Capital Structure ratio Capital structure of an organization plays a major role in understanding the risks associated with the organization. Gearing ratio and interest coverage ratio are the two important capital structure ratios. Gearing ratio estimates the ratio between debt and equity capital. In case of Scottish Power, the gearing ratio is greater than 1 which indicates that debt is higher than equity. Hence, higher risk is associated with the company (Weetman, 2010). On the other hand the gearing ratio of EDF Energy indicates that the proportion of debt is much less than equity. Hence, risk is lower in case of EDF Energy. Interest coverage ratio refers to the ability of the company to payback its loan. It has been calculated that the interest coverage ratio has declined in 2013 in case of Scottish Power and it has improved in case of EDF energy. However, both the companies have been able to maintain a good position in terms of interest repayment capability (Horngren, Harrison and Bamber, 2005). Scottish Power (million) EDF Energy (million) 2013 2012 2013 2012 Capital Structure Ratio Debt Capital 6,253.40 6,084.40 1,505.00 1,196.00 Total Equity 3,871.20 3,778.50 16,321.00 15,992.00 Gearing Ratio 1.62 1.61 0.09 0.07 Profit before interest and tax 765.10 911.30 1,197.00 1,061.00 Interest Expenses 211.60 211.90 444.00 546.00 Interest Coverage Ratio 3.62 4.30 2.70 1.94 Investors Ratio Investors ratio is important for making investment decision. Earnings per share and dividend per share are the most important ratios. In case of EDF Energy, the EPS has slightly improved in 2013. Though the EPS of Scottish Power has declined in 2013, it is higher than EDF Energy. On the other hand, dividend per share is higher in case of Scottish Power in 2013 in comparison to EDF Energy. In 2012, the company has not paid dividend. In terms of EPS and dividend payment, Scottish Power seems to be better in comparison to EDF Energy. Scottish Power (million) EDF Energy (million) 2013 2012 2013 2012 Investor Ratio PAT 539.80 613.00 816.00 564.00 No of ordinary shares issued 3,000.00 3,000.00 13,051.00 12,644.00 Earnings Per Share (EPS) 0.18 0.20 0.06 0.04 Dividends 600.00 - 807.00 677.00 No of ordinary shares issued 3,000.00 3,000.00 13,051.00 12,644.00 Dividend per share 20.00 0.00 6.18 5.35 (Ref: (www.scottishpower.com, 2014, www.edfenergy.com, 2014)) Conclusion This paper has provided an insight regarding the financial performance of two major companies from the energy sector of UK. It has been found that the profitability and liquidity position of EDF Energy is better. Moreover, level of risk is less in case of EDF Energy. However, in terms of investors return, Scottish Power seems to be more lucrative. The efficiency of business operations is better in case of Scottish Power. References Atkinson, A. (2007).Management accounting. Upper Saddle River, N.J.: Pearson/Prentice Hall. Coombs, H., Hobbs, D. and Jenkins, D. (2005).Management accounting. London: SAGE Publications. EDF Energy, (2015).How we operate. [online] Available at: https://www.edfenergy.com/about/how-we-operate [Accessed 26 Feb. 2015]. Energy-uk.org.uk, (2015).Powering the UK | Energy UK. [online] Available at: https://www.energy-uk.org.uk/energy-industry/powering-the-uk.html [Accessed 26 Feb. 2015]. Epstein, M. and Lee, J. (2010).Advances in management accounting. Bingley: Emerald. Gazely, A. and Lambert, M. (2006).Management accounting. London: SAGE Publications. Hansen, D. and Mowen, M. (2000).Management accounting. Cincinnati: South-Western College Pub. Hansen, D. and Mowen, M. (2005).Management accounting. Mason, OH: Thomson/South-Western. Horngren, C., Harrison, W. and Bamber, L. (2005).Accounting. Upper Saddle River, NJ: Prentice Hall. Madegowda, J. (2007).Management accounting. Mumbai: Himalaya Pub. House. Scottishpower.com, (2015).A Great Company - ScottishPower. [online] Available at: https://www.scottishpower.com/pages/a_great_company.asp [Accessed 26 Feb. 2015]. Weetman, P. (2010).Management accounting. Harlow, Essex, England New York: Financial Times/Prentice Hall. www.edfenergy.com, (2013).Annual Report. [online] Available at: https://www.edfenergy.com/sites/default/files/edf_energy_holdings_ltd_2013_financial_statements.pdf [Accessed 26 Feb. 2015]. www.scottishpower.com, (2014).SCOTTISH POWER UK PLC ANNUAL REPORT AND ACCOUNTS FOR THE YEAR ENDED 31 DECEMBER 2013. [online] Available at: https://www.scottishpower.com/userfiles/document_library/Consolidated_Report__Accounts_Scottish_Power_UK_plc_2013.pdf [Accessed 26 Feb. 2015].

Tay Sachs Research Paper Essay Research Paper free essay sample

Tay Sachs Research Paper Essay, Research Paper Introduction There are many familial diseases in the universe. All familial diseases are inherited from one # 8217 ; s parents. Through Gregor Mendel # 8217 ; s surveies of genetic sciences, it is possible for people to find whether or non an person will inherit a familial disease. All familial upsets are recessionary traits ( Campbell ) . We will write a custom essay sample on Tay Sachs Research Paper Essay Research Paper or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page We have learned that if a parent has a familial disease and the other parent does non hold a familial disease, all of their kids will be bearers, or have the trait, of the disease. If both parents are bearers of a familial disease, one out of the four kids will acquire the disease. Some of the most common familial upsets today are sickle cell anaemia, muscular dystrophy, cystic fibrosis, haemophilia, and Tay-Sachs disease. Most of the diseases normally is prevailing in a race of people or in gender ( Campbell ) . Today through modern engineering, we are able to observe whether a kid will hold a familial disease through the methods of amniocentesis and chorionic Villa sample ( Campbell ) . One of the familial upsets that doesn # 8217 ; t have a batch of attending is Tay-Sachs disease. Tay-Sachs can be really deadly. Discussion What is Tay-Sachs Disease? Tay-Sachs Disease is a birth defect caused by a dysfunctional enzyme that fails to breakdown group of encephalon lipoids, or fat ( Campbell ) . The cause of the dysfunctional enzyme is caused by a lack of an enzyme called Hexosominidase A, or Hex A which is suppose to interrupt down fatty substances in the nervus cells of the encephalon. When the lipoids, or fats, builds up in the encephalons nerve cells, it leads to a slow devolution of the cells of the nervous system, therefore conveying decay of the cerebellum. This impairment can be view on Magnetic Resonance Imaging ( MRI ) ( webknx.com ) . The fatty substance that Hex A does non interrupt down is called ganglioside GM2. Ganglioside GM2 accumulates on the encephalon cells and can non be broken down. Gangliosides are made and bio-degraded rapidly in the early development of the encephalon ( www.ninds.nih ) . When Hex A activity is deficient, accretion of ganglioside GM2 in the nerve cells affects the operation of the nervous syst em. How is Tay-Sachs Transmitted? Tay-Sachs disease, unlike other diseases, is transmitted by a individual # 8217 ; s familial brand up. Tay- Sachs can merely be transmitted if a individual has both recessionary allelomorphs for the trait ( Campbell ) . In order for a kid to acquire Tay-Sachs his or her parents must be bearers of the Tay-Sachs cistron. Tay-Sachs bearers are non afflicted with Tay-Sachs. They can populate normal and heathy lives ( www.noah ) . If at least one parent is a bearer of the disease, two out of four off the progeny will be a bearer of the disease. If both parents are bearers of the disease, one out of four kids will non be a bearer, two out of four of the kids will be a bearers of the disease, and on out of four of the kids will really hold the Tay-Sachs disease ( www.webknx ) . Figure 1 ( www.mrcr2 ) is a tabular array that shows how two carries for Tay-Sachs disease can go through either Tay-Sachs trait or Tay-Sachs Disease to their kids. Figure 1 Who Gets Tay-Sachs Disease? Tay-Sachs Disease is common among people of Eastern Europeans ( Ashkenazi ) Jewish decent, Cajun, and French-Canadian decent ( www.noah ) . Although some people of French-Canadian and Cajun ancestry acquire Tay-Sachs, the disease is preponderantly found among Ashkenazi Jews. In the United States, about one out of 60 thousand people who have the Tay-Sachs disease are in the Judaic population while one out of 14 thousand are afflicted with Tay-Sachs in Israel About one out of 30 Jews in America bearers the Tay-Sachs disease trait ( www.webknx ) . Are at that place Different Forms of the Tay-Sachs disease? There are different signifiers of Tay-Sachs. There is the common childish Tay-Sachs, normally called juvenile Tay-Sachs. In childish Tay-Sachs the enzyme Hex A is non present to interrupt down lipoids in the encephalon cells. The other signifier of Tay-Sachs is the grownup oncoming of Tay-Sachs. Adult onset of Tay-Sachs differs from childish Tay-Sachs because there are low degrees of Hex A enzyme in the encephalon cells. But like childish Tay-Sachs, grownup oncoming of Tay-Sachs still do impairment of the encephalon cells. In childish Tay-Sachs, the kid affected normally dies around the 5th twelvemonth of their lives. Peoples with big onset Tay-Sachs normally die around their 15th birthday ( www.noah ) . What Are the Symptoms of Tay-Sachs Disease? Symptoms of Tay-Sachs Disease can be painful and hard to cover with. Most of the symptoms of Tay-Sachs are physical symptoms. These symptoms can dwell of manus shudders, awkwardness, address hindrances, get downing troubles, jobs with pace and balance, and musculus failing. Other jobs with Tay-Sachs included temper changes, unnatural behaviour, Muscular Dystrophy, Multiple Sclerosis, and Amyotrophic Lateral Sclerosis. Not all symptoms of Tay-Sachs are physical ( www.webknx ) . Most patient with Tay-Sachs develop mental unwellness and suffer from psychological jobs. Psychological symptoms of Tay-Sachs are memory damage, trouble in comprehension accomplishments, and hapless public presentation in school. Loss of memory is really common among Tay-Sachs patients ( www.webknx1 ) . Babies who inherit the Tay-Sachs Disease normally have a shut down of their nervous system. First marks of a infant holding Tay-Sachs diseases are bit by bit loss of smiling, creeping, turning over, loss of abil ity to hold on objects, sightlessness, palsy, and unknowingness of milieus ( www.noah ) . How Can a Person Find Out if They Are a Carrier of Tay-Sachs Disease? A individual can happen out whether or non they a rhenium bearer of the Tay-Sachs Disease by seeing a geneticist. The geneticist would take sample of a person’s Deoxyribonucleic acid and analyse it for the enzymes hexosaminidase A and hexosaminidase B. The geneticist would so look for mutants in the two enzymes. If a mutant is found, the individual is perchance a bearer for Tay-Sachs Disease ( Triggs- Raine ) . How Can One Find Out if Their Child would Have or Be a Carrier of The Tay-Sachs Disease? If an expectant female parent wants to cognize if her kid will hold Tay-Sachs or be a bearer of the disease, she would travel see her obstetrician for familial showing. The obstetrician will either execute an amniocentesis or chorionic villus sampling, or CVS ( Campbell and www.noah ) . In amniocentesis, which is normally done between the fifteenth and 18th hebdomad of gestation, a acerate leaf is inserted into the female parent # 8217 ; s venters to take sample of the amniotic sac fluid that surrounds the foetus. The fluid contains foetal cells that can be examined for the presence of the enzyme hex A. In CVS, which is normally done during the ten percent to twelfth hebdomad of gestation, the physician would take samples of cells either through a thin tubing inserted through the vagina and neck to the placenta or by infixing a long acerate leaf through the female parent # 8217 ; s tummy. Like the amnionic fluid, the placenta cells contain hex A ( www.noah ) . Amniocentesis is done by centrifugating the amnionic fluid, salvaging the pellet for a civilization to be karyotyped. This method is clip devouring whereas with CVS the consequences of the karyotyping can be revealed within twenty four hours ( Campbell ) . Are there Any Recent Scientific Studies on Tay-Sachs Disease? Although Tay-Sachs Disease is non reference every bit much as other familial upsets, such as reaping hook cell anaemia, there is recent research being done on Tay-Sachs. There was a trial done to test bearer of the Tay-Sachs disease. The trial consisted of a comparing of DNA-based and enzyme-based trials. In the trials, scientist looked for the substance ganglioside GM2 in each of it # 8217 ; s topics. They so compared the enzyme-based trial with the Deoxyribonucleic acid based trial. After comparing the analysis of both trials, the scientists concluded that there were three mutants of Tay-Sachs Disease. Two of the mutants cause childish Tay-Sachs and the 3rd was big oncoming of Tay-Sachs. The mutant of Tay-Sachs were found on the DNA polymerase ironss ( Triggs- Raine ) . The DNA- and enzyme-based trials were performed on about 62 Ashkenazi Jews who carried the cistron for Tay-Sachs. The study didn # 8217 ; t province whether the people being tested really had Tay-Sachs or if they merely carried the cistron for Tay-Sachs. Ninety per centum of the people tested had all three of the mutant strands of Tay-Sachs Disease. The DNA-based trial proved to demo whether a individual carried the three of the mutants Tay-Sachs Disease better than the enzyme-based trial ( Triggs-Raine ) . Decision Tay-Sachs Disease is a familial upset that can non be corrected, at least non in this present clip. Although there are now ways for a individual to hold familial showing to see if they have Tay- Sachs or if they are a bearer of Tay-Sachs, they still have to populate with the possibility that they might go through on the familial upset to their kids. It possibly a one out of four opportunity that a twosome who both have the Tay-Sachs bearer cistron might hold a kid with Tay-Sachs, but that is a hazardous opportunity to do. Possibly with future engineering, scientist would be able to happen a manner to change by reversal the mutants of the Tay-Sachs Disease cistron. Plants Cited Page Primary Source 1. ) Triggs-Raine, B.L. # 8220 ; Screening For Carriers of Tay-Sachs Disease Among Ashkenazi Jews: A Comparison of DNA-based and Enzyme-based Tests. # 8221 ; The New England Journal of Medicine. 5 July 1990 v323 n1 pp6-12. ( Found through Internet hunt Tay-Sachs disease. In depth information on Tay-Sachs proving. ) Diaries 2. ) Bradley, David. # 8220 ; Weighing Up Tay-Sachs Disease. # 8221 ; Analytical Chemistry. 1 July 1998 v70 n13 p443A. ( Found through Cleveland Public Library Infotrack. ) 3. ) Eng, Christine MD. # 8220 ; Prenatal Genetic Carrier Testing Using Triple Disease Screening. # 8221 ; JAMA. 15 October 1997 v278 n15 pp 1268-1272. ( Found in Cleveland Public Library Infotrack. This article merely gave background but non in deepness inside informations on familial proving for Tay-Sachs Disease and Cystic Fibrosis. ) 4. ) Motulsky, Arno G. # 8220 ; Screening For Genetic Diseases ( Editorial ) . # 8221 ; The New England Journal of Medicine. 1 May 1997 v336 n18 pp 1314-1317. ( Found through Cleveland Public Library Infotrack. Gave general information on cistron mutants. ) Internet Beginnings 5. ) www.webknx.com/LOTSF/p1.htm ( Found through Yahoo.com ) 6. ) www.noah, cuny.edu/pregnancy/march_of_dimes/birth_defects/taysachs.htm ( Found through Yahoo.com ) 7. ) www.ninds.nih.gov/healinfo/disorders/taysachs/taysachs.htm ( Found through Yahoo.com ) 8. ) www.webknx.com/LOFTSF/ts.htm ( Found through Yahoo.com ) Other Beginnings 9. ) Campbell, Neil A. Biology. The Benjamin/Cummings Publishing Company Inc. California, 1996. ( Gave general information on Tay-Sachs, amniocentesis, and CVS. ) 10. ) Acker, Bonnie and Lois Alix. The New Bodies, Ourselves. Touchstone Printing Company. New York, 1992. ( Gave general information on amniocentesis and CVS. Did non utilize in study because I felt that the information was excessively obscure and non in deepness. ) 11. ) The Student Reference Library ( Computer Software. Information I found on the Cadmium Rom was an overview of Tay-Sachs disease. It merely gave a definition of what Tach-Sachs disease was and didn # 8217 ; t plunge a full in depth account of what the disease does to the encephalon. )