Documentary Credit Transaction Essay Example | Topics and Well Written Essays - 2250 words

Documentary Credit Transaction - Essay Example The economic activities have accelerated in the current century, the economic opportunities have been explored, and wealth proportion has expanded instead of getting more concentrated. The trade partners therefore adopted a policy of variance, aimed at adaptability towards economic progression. The economic expansion and rapid circulation of wealth intensified the activities of the banking sector, and for the procurement of its share, the trade partners broadened the horizon of its banking facilities. The requirements and the expectations of the consumers revolutionized, and for this purpose the banking sector was compelled to adopt and introduce set of revised and modified scheme which primarily focused on lending services, the deposition activities although gained a massive momentum, but the contribution in this regard was mainly from the wealthy people, the lending services were sought by the industries, corporate world and the major portion of society. Initially the banking insti tute was reluctant to adopt the concept of accountability and transparency, but once the population of the consumers rose, and the banking institute developed linkages with different clients, the bank was forced to ensure that accountability and transparency is practiced in all its form. The economic expansion did not only broaden the horizon for the trade partners, rather the other banking institutes also strengthen and received an equal opportunity for procurement of contracts and opportunities. The trade partners therefore had to intensify the implementation of the plan in the wake of economic expansion, and rising competition. The trade partners developed an strategy, previously when the economic activities were sluggish, the bank focused on the areas where the community sought financial assistance and safeguard for the deposition of their money and other valuables, lately when the technological revolution improved the qualitative and the quantitative standards of living, the ba nk adopted an entirely different strategy to overcome the needs of the customers, not by offering to them what they require, but by offering to the customers all which they should inherit in this period of technological development, so that the improved quality standards can be availed by the customers. The bank focused from routine operation to an arena of innovation, where the need was never felt but generated to apprise the customers about the qualitative enhancement of life, through different financial schemes (Robert, 2007). Documentary Credit Transaction: Significance The globalization has expanded the network of credit transactions. There were days when the credit transactions were confined within geographical terrains, but the global trade has conceived the concept of international banking. The exchange of economic and trade relations have essentially required the development of the units which shall support and protect the credit transactions. The concept of international banking system evolved with special provisions which secured the

Organisation Design and Organisation Development Essay

Organisation Design and Organisation Development - Essay Example Therefore, organizational development is one of the most important practices that any organization needs to follow. But, it is very for the management to understand what OD is not because it is not practice of training and development, human resource development, group or team building. It is an organizational perspective but not any individual perspective. Therefore, the main objective of organizational development policies has developed the organization as whole but not to develop an individual staff or to develop a specific division or team within the organization.   It can be stated as a continuous process and not as an acute event. An effectively designed organization contributes in keeping the work environment healthy and job can be done within a structured framework. Organizational development helps an organization to have improved performance on a sustainable basis. The OD practitioners should have strong democratic and humanistic approach to any change in the organization. A collaborative work environment and work culture is the key drive for OD intervention in an organization. Organizational development process involves a number of major interventions that include strategic diagnostic, evaluation of current and proposed strategies, critical thinking, change management, cultural changes, performance management, talent management, learning and development, customer service and sales effectiveness. Finally, organizational development practice believes that each and every areas of an organization is essential to build an advanced system that has strong impact on all internal and external environments where the organization functions.

How Motherhood Impacts On Womens Career Choices Social Work Essay

How Motherhood Impacts On Womens Career Choices Social Work Essay In most contemporary industrialised nations, womens participation rates have been rising. Since the 1980s, womens employment has become more continuous, even among mothers with children. (Lewis, 2009:27) However, despite of the optimistic rising employment rate among women, the career break due to motherhood still has a major impact on womens careers. Some women opt for part-time jobs after giving birth to child/children while some might exit the labour till their children reach school ages. This essay aims to examine the impact of motherhood on womens career in terms of womens work and care decision and type of works mothers do under different contingencies. As Windebank (2001:269) points out that there are great variations in mothers employment participation rates and career patterns across countries, this essay mainly focuses on mothers career choices and patterns in two countries, namely Sweden (a generous welfare country which striving for womens equality) and the United Kingdom . The first part of the essay briefly talks about the general impacts of motherhood on womens career followed by the descriptions of womens career choices (e.g. work or care decision) and career patterns (e.g. full-time VS. part-time, types of work mothers do) in the two countries mentioned. In the final part, the possible explanations to the patterns found in both countries will be addressed, such as the economic incentive, social norms, institutional context, and womens education level. And the essay will be concluded by summarizing the impacts of motherhood on womens career and discussing its implications for policy makers. Motherhoods Impact on Womens Career The evidence (Vlasblom and Schippers, 2006:335) shows that motherhood could have impacts on womens participation rate both before and after the childbirth. In their article, the female participation rates in all three countries, namely the Netherlands, Germany and the United Kingdom, have declined since 12 months before the childbirth and never return to the original level 24 months after the childbirth. Hewlett (2005) also states that 37% of women take some kind of break from work to achieve appropriate work-life balance. Although 93% of those women who taken a break after give a birth to children want to re-enter the job market, only 74% are successful, among these only 40% return to full time work. The statistics suggests that motherhood does affect womens career to a different degrees and it could last over a long period of time. In general, motherhood itself presents four choices for women. First, women could remain in their full-time jobs after giving birth to their child/children. Second, they could choose a more flexible job or a part-time work to achieve work life balance after becoming a mother. Third, women could choose to exit the labour force permanently for their families. Forth, women could leave the labour market temporarily and return to work after a while (e.g. when their child/children reach school age) (Vlasblom and Schippers, 2006:330). However, women who take the last option might find difficult to return to the labour market. As Joshi et al (1996) point out that losing of tie with the labour market due to the complete exit could depreciate womens human capital and make future entrance difficult. Therefore, the longer a mother is out of the labour force, the harder it is for her to return to work. Mothers Career Choices and Patterns in Sweden Being one of the most generous welfare states, Sweden is often regarded as a role model in terms of striving for equal women rights. In fact, most Swedish women work fulltime prior to give birth and the majority of women do return to paid work (either long part-time or full-time) after the maternity leave. According to the Statistics Sweden (a leading Swedish official statistics website), there are more than 80 percent of Swedish mothers in the labour market by the year of 1999. The high return rate is probably attributed to its long paid parental leave. According to the Swedish Law, all parents (employed prior to give birth) are entitled to 12 months leave with approximately 3,600 Pounds income replacement (up to 80% of their income before childbirth) plus 90 days of Guaranteed days with 6 pounds per day. Besides, parents rights to return to labour market are guaranteed by Swedish labour regulations. (Bjornberg, 2002:34) These policies not only help women to reconcile the work and c are balance during the most difficult period (with small child under 1 year old), but also encourage women to take part in workforce after maternity work by ensuring them better chances of being employed. As a result, child under 1 year is usually taken care at home by their parents (mainly mothers). And among children aged 1-6 years, institutional care instead of home care is commonly chosen by Swedish parents as that most mothers could return to their jobs afterwards. The statistics (Statistics Sweden, 2008) shows that 86% of children aged 1-6 years are in municipal day care in the year 2007. Based on the observations, Bjornberg (2002:39) suggests that the traditional male breadwinner model with mothers as housewives is not supported in Sweden rather a dual-earner model is more common and acceptable in Sweden. The high return rate does not occur among mothers with one child but among mothers with more than one child as well. As the Swedish policy states that the parent is able to enjoy the same insured income level if the next child-birth is within 30 months of the previous child. Thus, it makes possible for mothers with more than one child to return to labour market after maternity leave without worrying about the costs and losing their working rights. It is interesting to note that many returned mothers in Sweden choose to start work as part-timers. Traditionally, part-time work often associated with characteristics such as low pay, no benefits and low status, however, part-time work in Sweden has a different meaning. The long working hours (e.g. 30 hours per week) gives part-time a non-marginalized feature in Sweden. And part-time working mothers are generally treated similarly to their full-time colleagues and able to have more autonomy in their time (Sundstrom and Duvander, 2000). Fagan and Lallement (2000:45) indicate that part-time workers have integrated into Swedish labour market and received equal treatment in labour law and wage structures. Mothers Career Choices and Patterns in the United Kingdom Pursuing to be a liberal welfare state, the U.K. government has also come up with explicit policies to reconcile paid work and family life in terms of childcare services, childcare leave and flexible working hours since 1997. (Lewis and Campbell, 2007:4) Evidence shows that the newly introduced family-friendly initiatives do have certain effects in changing the British labour market situations. The mother participation rate in the market has increased from 24% in 1979 to 67% in 1999 (Dench et al., 2002) although among returned mothers, many engage in part-time rather than full-time jobs. Statistics (Social Trends, 2005) shows that 40% of women aged sixteen to fifty-nine with children are in a part-time job. However, the part-time work has a different definition in UK compare to that of Sweden in terms of the working hours. Part-time mothers only work about 16 hours per week in U.K. (Bishop, 2004) which is much shorter than 30+ hours in Sweden. In the aspect of public childcare system , it is not as popular as that of Sweden due to the poor qualification of childcare staff in UK and a lack of funding. (Lewis and Campbell, 2007) In general, instead of the traditional male breadwinner model or Swedish dual-earner model, Britain parents are taking a one-and-a-half earner model, which fathers work long hours (48+ hours per week) while mothers work short hours (about 16 hours). (Christine and Tang, 2004) Therefore, atypical job (e.g. part-time work) and shift parenting are common in UK. (Lavalle et al., 2002) Explanations to the Patterns Found Based on the findings of both Sweden and UK, it is clear that motherhood affects womens career not only in the form of career breaks during childbirth but also in terms of the after-effects on balancing work and childcare. There are several similarities found among working mothers in both countries, for instance, both countries have a relatively high mother return rate. However, part-time mothers in Sweden are seemingly to enjoy a better benefit coverage, status and pay compared to mothers in U.K. In the following part of the essay, the reasons account for the different patterns observed will be discussed and whether the high return rate reflects womens true preference between work and family will be explored. According to Hakim (2000), the difference in work and care decision made by mothers is determined by each womans preference. However, many researchers criticize Hakims statement by showing other factors which restricting womens decisions, such as the income level of the household, institutional context, social norm and womens education level. Household Income Level Household income level directly limits mothers decision on work and care. According to Vlasblom and Schippers (2006), mothers are more likely to go back to labour market if the benefit for participation is larger than its opportunity costs. For instance, most mothers in Sweden choose to work as womens income in a household is as important as their partners in order to maintain a high living standard as close as possible to those of households without children.( Bjornberg, 2002:36) In the case of U.K., the decrease in family subsidy in tax system during the 1990s has made childcare more costly, (Sainsbury, 1999) as a result, many British mothers chose to return to workforce during that time. However, unlike Sweden, high quality and affordable public childcare is not widely spread in U.K. According to Taylors survey (2003), there are only 8 % of organizations offering financial assistance with childcare costs and 3% organizations providing childcare for their employees. Thus, the lack of childcare service and the high costs associated with childcare outsourcing for working parents has explained the increasing number of part-time working mothers and the shifting childcare arrangement between parents in U.K. Social Norms Under the traditional male breadwinner model, mothers are expected to become housewives while fathers will be the only income source for the household. However, as time passes by, the social norm has been changed and working mothers are more acceptable in both countries (Vlasblom and Schippers, 2006). And in Sweden, women to have a gainful employment before childbirth is essential as the replacement income during 12 months maternity leave is determined by womens salary level prior to giving birth. Those mothers who were housewives do not receive any income benefit during the first year of child care (Bjornberg, 2002). Such policies, to a certain extent, have reinforced the womens importance in the job market and increased the acceptance of womens role as workers in general. However, in both countries, the increasing in women participation rate and social acceptance of working mothers does not match the changes in their male spouses behaviours. Gershuny (2000) points out that mens participation in unpaid work is much lower than womens participation rate in paid work. According to Elvin-Nowak and Thomsson (2001:432), fathers work schedule is considered as fixed and unalterable and mothers concern about childrens well-being more than fathers do, as a result, the negotiations come to rest between the woman and her conscience rather than between the mother and the father. Uneven distribution of domestic chores, especially childcare is still prevalent nowadays. In U.K., the long working hours of men has left the childcare to mothers mainly. Without the help from their spouses, it is more difficult for mothers to combine the work and childcare and thus, full-time work is often not an available option for many British mothers. The situation in Sweden is relativ ely better than that in U.K. due to the introduction of compulsory Daddy Month policy. However, Even in country like Sweden, fathers only spend just half the time in taking care of children as their partners do (Gornick and Meyers, 2008:318). Institutional Context Institutional context is one of the most critical factor in shaping womens work and care decision. Often, the change in mothers behaviour is as a result of change in institutional policies, such as the reduced in family subsidy mentioned above. Both British government and Swedish government are aiming to promote waged labour through its policies, like extension of maternity leave, childcare provision or flexible working-hour practices, in order to attract mothers into workforce and to increase the labour supply and tax base (OECD, 2005). However, these two countries have varied degree of success in obtaining the goal. The difference in institutional policies explains why the part-time mothers in Sweden could focus on their work better than those of U.K. First of all, the public childcare is well-developed and widely used in Sweden, therefore, most Swedish women are able to work long hour part-time or full-time job without worrying lack of proper care for their children. Besides, the introduction of Daddy Month in Sweden has increased the fathers participation in childcare task and thus, reduces the burden from mothers. According to the statistics, 77% of father in Sweden took up the whole month leave in 1995. However, the formal childcare is either too expensive or poorly organized in U.K. which forces most British mothers to care children privately and restricts their career development. Besides, the long working hours for British fathers makes sharing private childcare more difficult and often mothers have to change their working hours in order to suit their partners more rigid schedules for childcare. Thus, mothers career in U.K. is more likely to be disturbed than their counterpart in Sweden. Womens Educational Level Besides the differences in external factors, such as the policies, income and social norms, the educational level among women also affect the degree of motherhoods impacts on their careers. The educational level here not only refers to the initial education (Portela, 2001), but also the working experiences and personal capabilities a woman possesses. Elvin-Nowak and Thomsson (2001:407) suggests that mothers with different social background have different motherhood experiences and interpreted the meaning of the motherhood differently. In general, low-skilled female workers are more likely to exit the labour force for their children than those high-skilled workers (Cantillon at al., 2001). And Hofferth et al.s (1996) study is consistent with Cantillons findings, showing that high-skilled women tend to use formal childcare while low-skilled women tend to provide childcare themselves. As a result, high-skilled women are more likely to commit themselves into their work without worrying about the childcare. At the same time, with the high earnings gained from work, they are able to afford the formal childcare while for the low-skilled women who cannot afford the formal childcare with the low earnings, staying at home to look after their children becomes the only option for them. In UK, 75 percent of highly educated women with children aged under 5 years old are actively participate in paid work while only 24 percent of women without qualifications are in workforce. (EOR, 2001) Similar results are found among Swedish wo men too. Besides, Sundstrom and Duvander (2000) found that parents with higher educational level are more likely to share the domestic tasks including childcare than couples with lower educational level. Therefore, it confirms the view that women whose level of education is high is more likely to take part in work. Conclusion This essay has examined the motherhood impact on womens career choice and patterns in Sweden and the U.K. The findings show that both countries have an increasing mother participation rate. But despite of the optimistic rising working mother numbers in both countries, working mothers careers are still affected by the motherhood. Not only that full-time work option is no longer available for many mothers due to the burden of childcare, part-time working mothers are generally more difficult to concentrate on their jobs, especially in the U.K where formal provision of formal childcare system is not well-developed. Besides, possible factors, such as household income level, social norms, institutional policies and womens educational level, which restrict mothers work and care decision, are explored in the essay. However, there are many other factors which could shape the motherhoods impact on womens career, for instance, the number of children. Women with smaller family size have less car eer breaks and spend less time on childcare, thus they have better opportunity to channel their energy into paid work (Gill et al., 2000). Besides, the rising divorce rate and high teenage pregnancy rate result an increase in singe-mother families. Motherhoods impact on single mother family could be different from normal families. After analyzing the possible factors which affect working mothers careers, how their accessibility to the labour market and status could be increased is the key challenge that should be addressed. Based on Sweden and the U.K. cases, it is clear that institutional policies could a powerful tool for creating a better environment for working mothers. For instance, the Daddy Month introduced by Swedish government has been successful in tackling the unequal division of work among men and women and this policy could be learnt by other countries too. In sum, in order to increase working mothers full-time participation rate and achieve better work-life balance in the society, governments should invest more on the institutional policies. In another word, following the concept of diversity/mainstreaming, government should change the focus from trying to fit working mothers into the society to changing the society/organization/culture to embrace differences by making working mothers issue centr al to every aspect of the policy. Word: 2930

Essay on Responding to Pain in Jane Eyre and Wide Sargasso Sea

Responding to Pain in Jane Eyre and Wide Sargasso Sea    In both Jane Eyre and Wide Sargasso Sea, the main characters Jane and Antoinette are faced with hardships that affect each of them in different ways. In the passages below, the authors Charlotte Bronte and Jean Rhys illustrate that Jane and Antoinette grew fond of inanimate objects in response to the hurt that they had suffered in life. Although Jane and Antoinette appear to have come from painful backgrounds, each deals with her pain in a different manner, and therefore each leads a very different life into adulthood. Because of their varying attitudes towards life and hardships, Jane and Antoinette lived very different life styles despite similarities early in life.    "... I then sat with my doll on my knee till the fire got low, glancing round occasionally to make sure that nothing worse than myself haunted the shadowy room; and when the ember sank to a dull red, I undressed hastily, tugging at knots and strings as I might best, and sought for shelter from cold and darkness in my crib. To this crib I always took my doll; human beings must love something, and in the dearth of worthier objects of affection, I contrived to find a pleasure in loving and cherishing a faded graven image, shabby as a miniature scarecrow. It puzzles me now to remember with what absurd sincerity I doated on this little toy, half fancying it alive and capable of sensation. I could not sleep unless it was folded in my night-gown; and when it lay there safe and warm, I was comparatively happy, believing it to be happy likewise...." --from Jane Eyre, chapter 4    "...I left a light on the chair by my bed and waited for Christophine, for I liked to see her last thing. But she di... ..., and Jane Eyre may have had a tragic ending if she had married St. John. However, their approaches to life in response to pain determined the outcomes of their lives. Possibly, if Antoinette had searched for love, be it in a doll or a human being, she may have found it.    Works Cited and Consulted Bronte, Charlotte. Jane Eyre. New York: Dodd, Mead & Company, 1991 Ciolkowski, Laura E.. "Navigating the Wide Sargasso Sea ¨ Twentieth Century Literature. Vol 43. 3. 1997:125-140. Gates, Barbara Timm, ed. Critical Essays on Charlotte Bronte. Boston: G. K. Hall, 1990. Howells, Coral Ann. Jean Rhys. New York: Harvester Wheatsheaf. 1991. Macpherson, Pat. Reflecting on Jane Eyre. London: Routledge, 1989. Rhys, Jean. Wide Sargasso Sea. London: Penguin, 1968. Wyndham, F. Introduction. Wide Sargasso Sea. By Jean Rhys. London: Penguin, 1996. 1-15. Essay on Responding to Pain in Jane Eyre and Wide Sargasso Sea Responding to Pain in Jane Eyre and Wide Sargasso Sea    In both Jane Eyre and Wide Sargasso Sea, the main characters Jane and Antoinette are faced with hardships that affect each of them in different ways. In the passages below, the authors Charlotte Bronte and Jean Rhys illustrate that Jane and Antoinette grew fond of inanimate objects in response to the hurt that they had suffered in life. Although Jane and Antoinette appear to have come from painful backgrounds, each deals with her pain in a different manner, and therefore each leads a very different life into adulthood. Because of their varying attitudes towards life and hardships, Jane and Antoinette lived very different life styles despite similarities early in life.    "... I then sat with my doll on my knee till the fire got low, glancing round occasionally to make sure that nothing worse than myself haunted the shadowy room; and when the ember sank to a dull red, I undressed hastily, tugging at knots and strings as I might best, and sought for shelter from cold and darkness in my crib. To this crib I always took my doll; human beings must love something, and in the dearth of worthier objects of affection, I contrived to find a pleasure in loving and cherishing a faded graven image, shabby as a miniature scarecrow. It puzzles me now to remember with what absurd sincerity I doated on this little toy, half fancying it alive and capable of sensation. I could not sleep unless it was folded in my night-gown; and when it lay there safe and warm, I was comparatively happy, believing it to be happy likewise...." --from Jane Eyre, chapter 4    "...I left a light on the chair by my bed and waited for Christophine, for I liked to see her last thing. But she di... ..., and Jane Eyre may have had a tragic ending if she had married St. John. However, their approaches to life in response to pain determined the outcomes of their lives. Possibly, if Antoinette had searched for love, be it in a doll or a human being, she may have found it.    Works Cited and Consulted Bronte, Charlotte. Jane Eyre. New York: Dodd, Mead & Company, 1991 Ciolkowski, Laura E.. "Navigating the Wide Sargasso Sea ¨ Twentieth Century Literature. Vol 43. 3. 1997:125-140. Gates, Barbara Timm, ed. Critical Essays on Charlotte Bronte. Boston: G. K. Hall, 1990. Howells, Coral Ann. Jean Rhys. New York: Harvester Wheatsheaf. 1991. Macpherson, Pat. Reflecting on Jane Eyre. London: Routledge, 1989. Rhys, Jean. Wide Sargasso Sea. London: Penguin, 1968. Wyndham, F. Introduction. Wide Sargasso Sea. By Jean Rhys. London: Penguin, 1996. 1-15.

Lincoln Hospital Case Study Essay

Introduction This case describes a crisis situation that unfolds at the Lincoln Hospital, a 400-bed for-profit facility. At the root of the crisis is a dysfunctional relationship between the newly elected chief of surgery, Don, and the Operating Room (OR) director of 13-years, Mary. As a result of their discord, multiple exacerbated issues are occurring throughout the hospital. These issues are impacting the ability of the hospital to successfully perform the planned surgeries without incurring significant issues. The hospital has lost forty percent of the experienced OR nursing staff during the previous eight months, lessor experienced OR nurses are inefficiently replacing the more experienced nurses, physicians are threatening to conduct their surgeries in different hospitals, physicians are arriving late for scheduled surgeries, the staff is divided, and the necessary equipment is either not available or not the correct size resulting in delays and impacts to performing the surgeries. The president of the hospital is facing a daunting dilemma in trying to figure out how to bring this discord to closure and remedy the perturbating effects of this hostile relationship. He believes the discord is responsible for  the other systematic issues seen throughout the hospital. He considers firing Mary but quickly realizes she is an invaluable asset that he cannot afford to let go. At the same time, he realizes he needs to be accommodating to the surgeons or they will take their patients to another hospital. The competitive market adds complexity to the situation since the hospital is facing escalating costs, changes in regulations, and strict accreditation standards. The president realizes the surgeons are loyal to the new chief of surgery and that he cannot afford to alienate or oppose the newly elected chief of surgery for fear of losing the surgeons to his competition. The president conducts his own initial investigation by speaking with both nurses and doctors. He tells Mary and Don that they must resolve their conflict by meeting with each other until they resolve their issues; the meetings would begin immediately. To ensure Mary and Don follow through with his mandate, the president selects an impartial observer, the new executive vice president and chief operating office, Terry, to mediate the meetings. Both Mary and Don also ask their respective vice presidents to sit in on the meetings to ensure fairness in the process. Neither Mary nor Don wants to participate in these meetings and as such, the results of the meeting are less than fruitful. The initial meeting results in a hostile free-for-all. The president of Lincoln Hospital ultimately contracts with an Organizational Development (OD) consultant to remedy the situation. The OD consultant meets with Mary and Don separately to obtain answers to the following three questions: 1) What does he or she do well? 2) What do I think I do that bugs him or her? 3) What does he or she do that bugs me? Mary and Don were able to see the positive characteristics about the other person through the process of answering the questions. Neither Mary nor Don had openly attributed their respect and admiration for the skills of the other person. Prior to participating in this exercise, their answers revealed the existence of ongoing and escalating frustrations concerning their inability to effectuate good interpersonal skills. As Mary and Don continue to participate in these meetings, they become better equipped to address their confrontational issues. They are better positioned and able  to follow through with identifying specific problems, altering their reactions and their behaviors to effectuate co-existence in a productive way. Contracting and Diagnosis Stages The case did not elaborate much on the contracting stage between the president and the OD consultant. The case stated the president was in communication with the OD consultant. The president described a high level overview of the problem and subsequently hired the OD consultant with the expectation that the consultant would champion resolution of the dysfunction between Mary and Don. The OD consultant did not have the opportunity to talk with either Mary or Don prior to establishing a contract with the president. There was no agreement regarding the time to resolve the issues, or the acceptable solutions versus unacceptable solutions, other than the solution must include ongoing employment for both Mary and Don. The output of the contracting process is make a good decision about how to carry out the effort, define the resources needed to accomplish the tasks and document the assumptions, risks, and constraints. The contract ensures all parties are in agreement regarding the necessary commitments, support, and resources. Suggestions for establishing an effective contract would include carefully approaching the contracting process by laying out a model of how the OD process should flow. The contracting process should include all parties, which would be inclusive of Mary and Don. This ensures they all have an input into establishing expectations for the process in terms of the desired outcomes, establish ground rules that all parties could abide by, and agree upon the time and resources that would be devoted to completing the goals within the given constraints. In addition, the OD consultant should state what his expectations are regarding the process. All parties involved need to be clear about their commitment of time and resources to the effort. In addition, Mary, Don, and the OD consultant should agree upon how they will work together. Some conversations may require confidential conversations or information. This type of information should be part of the contract. The diagnosing process began largely from the description given to the OD consultant by the president and not as a collaborative effort among all affected stakeholders. As stated earlier,  Mary and Don, as well as other affected members of the organization, were not engaged in the early meetings. The OD consultant may have a skewed view of the problem since he did not diagnose the problem but rather received the information second hand. His ability to identify the issues to focus on, how to collect data to measure the progress of a proposed implementation, and how to obtain agreement upon the process for assigning action steps is largely from the president’s view. Suggestions for implementing a better diagnosing process would include engaging all affected parties, in a collaborative fashion, to understand all the issues, analyze them, and draw conclusions for action planning and intervention. They should be involved in actively developing appropriate interventions and implementations. An assessment, of the current state of the organization, will identify ways to enhance the organization’s existing functioning. A diagnostic model will point out what areas to examine and what questions to ask in assessing how they are operating. The diagnostic model should include inputs, design components, and outputs. Third-Party or Other Types of Intervention The third-party intervention is an appropriate intervention. It successfully generated positive results and reduced the friction between the two parties. However an element of tension still exists between Mary and Don. The consultant was able to get Mary and Don see past their differences and work together to resolve the issues in a productive way. This allows Mary and Don to see a side of each other they did not know existed, which allows the tensions to subside between the two. This also allows the organization to benefit since Mary and Don appear to be the catalyst for subsequent symptoms appearing throughout the organization. Since much of the information, for diagnosing the situation, came from Mary, Don, and the other people affected by the discord, the diagnosis stage is utilizing accurate data to implement resolutions to the problems. This data is the basis of the intervention and as such it allows Mary and Don to make commitments regarding resolution of their issues. Mary and Don also have a new tool they can use in future meetings and interactions. Other possible interventions may include utilization of process consultations and  team building events. Process consultations focus on the interpersonal relations and the social dynamics between groups. The team building intervention assists groups in working to evaluate their processes as well as establishing solutions to resolve problems. Third-Party Effectivity and Next Steps The third-party intervention is an effective intervention even though not all of the problems were completely resolved; perturbating effects still exist and fuel the discord between Mary and Don. Other issues are still present that need to be resolved throughout the organization. This intervention allows both parties, Mary and Don, to take ownership for the issues that resulted and changes the way they relate and interact with each other. It allows Mary and Don the ability to collaborate in the solutions and accept mutual responsibility for their part in the situation. In addition, they are now able to focus on solutions versus their problems. Although there continues to be some conflict between Mary and Don, they are trying to work through their issues in a productive way. Process consultation should occur to ensure they are still making the needed progress. This method would allow flexibility regarding time commitments for all involved. In addition, repetitive practice in exercising these newly learned behaviors will result in institutionalized behaviors. References Cummings, T. & Worley, C., (2009). Organization development & change. In (Eds.), Mason, OH: South-Western Cengage Learning.

Status Demand Respect

Respect has a great importance in our everyday life. As children we are taught to respect our parents, teachers, elders, school rules, traffic laws, family and cultural traditions, other people's feelings, and people's differing opinions. We come to value respect for such things when we're older as well as through our experiences in life. Sometimes we may shake our heads or fists at people who seem to have not learned to respect them. We develop great respect for people we consider pure and lose respect for those we discover to be artificial, and so we may try to respect only those who are truly worthy of our respect.In reality at some level, all people are worthy of respect. Respect is also important in today’s society. If you want a job and go to an interview for one, and you are rude to the boss you are most likely not going to get the job. Jobs and relationships become unbearable if we receive no respect in them and we don’t perform at 100 percent as a consequence. The price of disrespect if we violate the street law, â€Å"Diss me and you die. † is an increasingly part of public life this time of days.Members of racial-ethnic minorities and those discriminated against because of their gender, sexual orientation, age, religious beliefs, and economic status demand respect both as social and moral equals for their cultural differences. We live in a diverse nation made up of many different cultures, languages, races, and backgrounds. A variety that can make our lives very different and exciting if we get along. You may not like every single person you meet but if you respect them they will respect you and that will make life a bit simpler.We learn that our lives are better when we respect the things that deserve to be respected and that we should be courteous in giving respect to all equally. It is crucial that are lives depend every bit as much on whether we respect ourselves. The value of self-respect is something we take for granted in most cases, or we may discover how very serious it is when our self-respect is threatened, or when we lose it and struggle to regain it. In some cases people find out that finally being able to respect themselves is what matters most in life and they accomplish this by kicking a disgusting habit, or defending something they stand for.Others sadly discover that life is no longer worth living or cherishing if self-respect is irretrievably lost. It is essential that respect and self-respect are deeply connected with each other. It is tough if not merely impossible both to respect others if we don't respect ourselves and to respect ourselves if others don't respect us. One of the keys to building or tearing down ego is respect. The interchange of respect or failure to interchange respect can affect ones self esteem greatly. Sometimes it can take an eternity of investment to exhibit love, respect, admiration for ones self as well as for others.Respect to me, is a way of showing someone t hat you think highly of them and well, respect them. Respect is a very important part of life. If a person is respected, it makes him fell good and in return, he or she respects you. Respect is important to me because if a person didn’t respect anyone, he himself would not be admired, and over time, he would grow up to be a very rude and inconsiderate person. Rudeness and kindness are also two very big components of respect. Everyone has a different opinion on respect and who deserves theirs. If you are rude to people or a person, you are disrespectful.If you are purposely mean or nasty to people, you are disrespectful. Respecting teachers is a very important part of education and life. Teachers feel good when they are respected and tend to be less grumpy and nicer during the day. Respect can take years to earn or it can almost be earned overnight. Teachers, priests, authority figures and other groups of people spend years in school before they earn their respect. Musicians c an right a song and earn respect almost immediately. Respect is ten Gaining respect from someone is one of the hardest things to do.I think nowadays that it's even harder to gain respect from people than before. Most respect goes to the actors, actresses and musicians, so I guess people have some competition when it comes to that. Sure, there are people who do get respect for being kind, for not being a pushover, but most respect is given to those in â€Å"gaudy† careers, action can loose a person their respect. People can spend their whole lives thinking of ways to earn respect, but unless they do something they will never get it. In contrast respect is something everyone wants and something no-one wants to loose.