Discussion Board Question for criminal justice Essay

Discussion Board Question for criminal justice - Essay Example If Simpson was poor and Caucasian, the likelihood of him being found guilty of murder is as high as they would be for a black of medium wealth. My views on race have changed after an analysis of the DNA structure of people from different races. This test revealed that, however different people of different race may appear, the differences in genetics between them are negligible. After this, I shall take the racial and ethnic differences as lightly as possible given that they are not determinants to anything in life. Unlike in the past, today’s society has drawn dividing lines between people of different illnesses, political orientation, sexuality and addictions. On the basis of sex, many women are prevented from attaining positions in society that they could comfortably fulfill without the barriers set up by society. Political affiliations also determine the success of an individual especially on a business perspective. In terms of illnesses, many of those suffering from lifestyle diseases such as diabetes and arthritis are secretly discriminated against. Those with addictions such as alcoholics and drug addicts are generally viewed as unfortunate members of society who cannot stand up for themselves in many ways. A course in Ethnic Groups and Minorities is of course necessary given that Obama’s rise to the top is one is a million story of a member of the minority groups breaking free of the stereotypes labeled against his group. Stereotypes have changed by a very small degree given that, even today, racial conflicts still show up in isolated cases. The discrimination in today’s society is more secretive as people fear being labeled as enemies of unity. The fact that America elected and African American to the presidency does not in any way mean that America is ready for elections to office of other minorities. Obama’s story is quite dramatic and his entry into the highest office on the land was aided by his having faced weaker

Ethics in Human Resource Management

Ethics in Human Resource Management This report mainly focuses on providing a critical analysis of ethics and HRM. It further shows the issues to be considered to ensure fairness and justice in the employment relationship. It examines that how changes in the nature of the work are causing illness. The focal point of this report is to examine the real causes of stress and illness in the workplace and evaluation of their solutions. Through entire study and findings, it is concluded that although the changes in the nature of work cause stress and illness, still these can be eradicated by adopting appropriate measures like good management style, training, mentoring, health and safety measures, planning and time management. Introduction Human Resource Management is the systematic and effective management of people to achieve the desired objectives. To gain a strategic edge, it is very important to manage the people resources productively. This will help to attain the strategic goals as well as the satisfaction of the individual employee needs. All the Human Resource practices are based on ethical foundation. It is the responsibility of the employers to maintain health and safety of their employers in the workplace. The main objective of this report is to provide a critical analysis of ethics and HRM and examine the real causes of illness in the workplace and evaluate their solutions. This report helps in undertaking a search in analyzing the ethics to be used in HRM for ensuring employee health and safety. Thus, it mainly focuses on finding the causes that increase illness in the workplace and it proposes various ways to eradicate illness. Moreover, workplaces culture should be developed in such a way that it should allow flexibility, security, autonomy, recognition, participation and involvement to employees in order to create a stress free atmosphere. Ethics and HRM According to Winstanley, Woodall and Heery (1996), Ethics is a special branch of philosophy that focuses on the questions related to morality, that is concepts such as good and bad, right and wrong ; fairness and righteousness. Business ethics deals with the degree and extent of morality to be used in business (George Zoe, 2010). Morals, standards, values and ethics have becoming more complex in the present modern society and the concept of absolutes is taken away by ambiguity. As per Pitt (2007), Human Relations Management is concerned with a variety of ethical issues to be dealt with for making decisions related to businesses. Before making the decisions, the various alternatives catering to the needs of the business must be checked and their effects on the lives of the employees must be considered. Nowadays the relationship between ethics and HRM is becoming a major issue to be taken care of. A significant turning point has been experienced by ethics and Human Resource Management . The business ethics mainly put attention on the social and ecological responsibilities of the companies within the society. Ethics are now becoming one of the most important internal concerns for the companies. Previously, the interests of the employees were not taken into consideration but now it has become one of the main responsibilities of the company to ethically manage its human resources (Christian Andra, 2009). Now its the era of ethical leadership. Acts of its employees towards a business perspective to his moral character is a litmus test.  Relationship between business and its employees is based on employment contract. The principle of ethical selection is followed by an ethical organization for hiring prospective employees. As per this principle an organization should only hire a person who is expected to contribute the maximum towards increasing the long-term value of the business (Glenn, 2001). According to this principle, factors like gender, age, nationality a nd religion are not relevant for hiring a person. The ethical issues which are reflected in the case are: Safety and health: Much of the work in the industries and companies is hazardous. All this is because of the use of heavy technology. Nowadays there is much use of machineries and high temperature based production processes. In addition, there is more dependence on chemical compounds. All these aspects increase injuries, illnesses and accidents in the workplace. For instance, the job of a bullfighter or bomb disposal expert (De Cieri Kramar, 2008). New sources of accidents and illnesses are increasing day by day. Risk is present in every job but its frequency differs from job to job. Face to face ethics: These types of ethics arise due to human element in the activities in the workplace. No work is possible without employees. Corporate policy ethics: The use of more technology in the workplace has replaced the labor in the workplace. This has made hundreds of persons jobless. The managers are responsible for making policies and their successful implementation. The ethical content of these policies has massive impact throughout the company. It should be such that it can be able to send right signals to every person in the company (Shuttleworth, 2004). Employee Relations: Its the duty of the HR manager to maintain objectivity in hiring, discipline, promotion, training, retention, termination and compensation (Ken Joanne, 2010). All this lies at the core of human resources. HR should make it sure that the company policies should follow anti-discrimination legislature and polices of the integrity of performance reviews to make sure that the evaluation process remains fair with all the jobs (Ken Joanne, 2010). Communication: Another duty of the HR Department is to keep informed everyone in the organization on relating to the various legal and ethical issues. HR prepares various communication vehicles to advise employees of the companys code of ethics and no-tolerance policies such as documents, seminars, and informal meetings (Hughes Bozionelos, 2007). Increase in competition, locally or globally, need that organizations should be more adaptable, flexible, agile, and customer focused to succeed (Markiewicz, 2007).  And with this change in the environment the human resource professional needs to be a strategic partner, an employee sponsor or advocate and moreover, a change mentor within the organization. Grove (2009) suggests that in order to succeed a business driven HR function with a thorough understanding of the organizations big picture may be more important to be able to influence decisions and policies.  In general, todays human resource managers focus is on strategic personnel retention and developing talent (Teasdale, 2006).  A recent study (Grove 2009) found that human resource professionals, coaches, counselors, mentors, and succession planners will help to motivate organizations members and their loyalty.  Human Resources Manager will also promote and fight for values, ethics, beliefs, and spirituality within their organizations in the management of workplace diversity, specifically. Insecurity and risk: Another ethical issue that is depicted in the case is insecurity and risk present in the job. This has arisen because of the changes in the macro-economic environment and mass un-employment (Makin Winder, 2009). All this happens because of business restructuring and stripping out of the costs due to redundancy, outsourcing, contingent contracts and systems of rewards in the employment (Grawitch, Trares Kohler, 2007).   Another problematic element of the shift to greater risk and insecurity for workers is that what is happening when other stakeholders have to act on the same insulation from risk (Rodney, Matrina Anne, 2008). Undoubtedly, a key element of economic life in recent years has been a transfer of risk from those who finance business i.e. banks, institutional investors, shareholders, taxpayers and the Treasury to those in gainful employment (Teasdale, 2006).  The moral question here is whether this shift is fair, or compatible with the ru les of distributive justice.  It could be suggested that the transfer is unfair because the investors are in a stronger position to risk-sharing by employees and that this has happened, crudely, it is the exploitation of the change in the bargaining power by the strongest party in industrial relations (Teasdale, 2006). Surveillance and control: It is major ethical concern these days. The right of the employing agency to enter into the subjectivity of the worker to control and manipulate, is taken for guaranteed (Pitt, 2007).  Whether the use of psychometric tests for selection or promotion of employees, culture change programs that seek to challenge assumptions on the job or competence-based HRM, which seeks to promote compliance  with attitudes and behavior, the assumption is that it is lawful for the employer to trespass on workers autonomy.  Such misconduct will never be complete, but the trend for a large complex HRM is to invade privacy of employees. While new forms of work organization can be effective in increasing productivity, but possible adverse effects on the welfare of workers should be considered when evaluating these initiatives (Christian Andra, 2009). A wide range of human relations management activities is concerned with various ethical issues, both on the part of upper-level for management of business and management decisions of low-level regarding treatment of the individual employees (Winstanley, Woodall Heery, 1996).   This can be devastating to individual employees and the communities in which they live.  Managing decisions must be honestly done by taking into account all the factors, including social responsibility as well as stockholder concerns.   HR manager should consider various options for business needs and take the decision that is best for company and employees as well as it will have an impact on employees live.    Issues involved in considering rights, responsibilities, fairness and justice in the employment relationship: There are many issues which are needed to be considered to have good and faithful employment relationship as it has impact on the whole society and economy as a whole. Good Faith: There should be positive relationship between employer and employee. Good faith means to deal with honestly, openly and without misleading each other. It also requires parties to actively and constructively creating and maintaining a productive relationship (Glenn Klaas, 2001).  Such behavior makes sense. Workers with positive relationships are more likely to enjoy the benefits of sustainable, decent work.  Employers also benefit productive employee. On the other hand, an employment relationship may be affected if it is based on distrust and there is doubt or lack of communication. Workplace health and safety: The purpose of workplace health and safety is to protect the health and safety of health and safety of all in a workplace (Markiewicz, 2007). Grawitch, Trares and Kohler state that Effective management of health and safety in the workplace is not only good business, but it is a requirement under the law. Employers have an obligation to ensure that the way in which business is conducted has no adverse effects on health and safety of themselves, their workers or anyone who enters the workplace. The occupational health and safety plan need not be complicated.  It should be simple, practical and easy to implement.  As a result of the implementation of health and safety of the business processes can also benefit from significant productivity gains and cost savings (Makin Winder, 2009). Occupational health and safety is a discipline with broad scope, with many niche areas.  In its broadest sense, it is diverted towards promoting and maintaining the highest degree of physical, mental and social well-being of workers in all occupations; preventing workers from the adverse health effects caused by their working conditions; protection of workers in their employment from risks resulting from factors adverse to health (George Zoe, 2010). In other words, the occupational safety and health include social, mental and physical well-being of workers, which is the whole person. On the other hand, poor working conditions can also affect workers living environment.  This means that occupational hazards can have harmful effects on workers, their families and others in the community and the natural environment around the workplace.  It has been estimated that the indirect costs of an accident or illness can be four to ten times greater than direct costs, or ev en more. Occupational disease or accident can have so many indirect costs for employees that are often difficult to measure them.  One of the most obvious indirect costs is the human misery caused to families of workers, which cannot be compensated with money (Ken Joanne, 2010). Management Commitment: Strong management commitment and involvement of employees are necessary for a successful health and workplace safety program.Effective management addresses all work-related risks, not just those covered by the standards of government, and communicate with employees (Rodney, Matrina Anne, 2008). Workers in every profession can be faced with a multitude of risks in the workplace.  Business addresses health and safety in a wide range of risks in the workplace accident prevention in the most insidious dangers, including toxic fumes, dust, noise, heat, stress, etc. The prevention of occupational diseases and accidents should  be the goal of occupational safety and health programs instead of trying to solve the problems after they have already developed (Teasdale, 2006). Changes in the nature of work: There has been a dramatic change and growth in the workplaces. The workplaces have gone through a remarkable revolution over the last two decades as a result of globalization, democratization and innovations i.e. both technical and creative. The swift growth has brought momentous changes in the structure of the labor market and in the organization of the work resulting in changes both within and outside the framework of the employment relationship. The type of employments has been changed now. Workers are now more engaged and employed in atypical, conditional and contingent employment relationships like casual employment, use of contract work, and the rise of the use of vague and disguised employment (Hughes Bozionelos, 2007). The work environment is now changing fastly. The employment is now becoming unstable, less secure and more concentrated. The trend of the collective bargaining has now been shifted towards individual negotiations (Shuttleworth, 2004). All these factors are res ulting causing the employee to be sick as a result of more work pressure, less secured job and more responsibilities. The trend is shifting towards privatization and the seniors who are more experienced are being replaced by the freshers or the younger graduates who are less experienced and they are more often engaged in the employment that is non-permanent ( Markiewicz, 2007). In the real terms, the average rate of the pay is also decreasing, or its standing still from the last five years (Markiewicz, 2007). For instance, in the media industry, all these changes have resulted in having a negative effect on the editorial contents quality and as its consequence it is jeopardizing the role of the media as a watchdog for the society and it ultimately puts effects on the mental health of the employees as well (George Zoe, 2010). Moreover, more layoffs, longer working hours are there. There is lack of physical activities and poor seating as well. These factors are the biggest sources of stress. Real causes of illness in the workplace and evaluation of their solutions: There are many real causes of illness of workers in the workplace. Some of them can be: Workload: The very first cause of illness in the workplace can be the increasing workload on the part of employees. It is causing stress. Employees are often found in stress when the workload is too high or too less. Its the responsibility of the manager to divide the work properly among employees based on the priorities (Makin Winder, 2009). Targets should be challenging but should be kept realistic. Before making a shift in the responsibilities, its impact should be known in advance. Furthermore, the cost resulting from the stress must be taken into consideration (Teasdale, 2006). More care to be taken when increasing the workload of any worker or when there is a need to hire more people. Moreover, there should be a balanced workload with control over the tasks to be performed. Persuasive uncertainty: When the workers are confronted by new rules, requirements and the procedures, there will be an increase in the level of illness. Its the duty of the manager to check whats going on at regular intervals and convey each piece of information to the staff (Grawitch, Trares Kohler, 2007). In this way, stress can be controlled and this will ultimately result in increasing the productivity. In some companies, the manager writes out the new information in a memo so that it can be conveyed to the employees and the facts can be reviewed (Grove, 2009). Moreover, information given in this way is appreciated by the staff members. This will help in reducing mental illness. Mistrust and unfairness: Mistrust and unfairness can also be the cause of illness in the workplace. These will keep everyone in the workplace on the edge, create bad attitudes, and will decrease productivity (Pitt, 2007). Misunderstanding can be avoided through an open line of communication and by knowing what and how the staff members are thinking about the decisions. Its managers duty to consistently build trust and treat everyone equally. This helps in reducing illness in the workplace. Lack of control: The employees should be given an opportunity to say regarding the things those affect them as if they have no say, and then there will be more chances of workplace illness. All the employees should be given a sense of being in control. The managers should involve employees in both operating as well as administrative decisions. And the frontline employees must know what they are talking about. All this will result in increasing productivity and reducing the stress levels. The managers who are efficient and effective understand that controlling stress and illness are leadership responsibilities and these are as important as any other management functions (Glenn Klaas, 2001). Lack of communication: When the communication system is not good, this will result in lack of understanding, bad performance and less productivity with stress (Rodney, Matrina Anne, 2008). The communication system should be two way so that the employees can be able to receive full information and give suggestions and in this way, there will be no stress. No appreciation: Lack of appreciation will also lead towards illness in the workplace. If the employees do not get feedback on what they are doing, not being appreciated for good performance, they will feel mentally stressed and this can be one of the causes of illness (George Zoe, 2010). To overcome this, the managers should appreciate the good work from time to time. This will create a feeling among the employees that are valuable for the company and they will feel happy and stress free. Poor relationships: Poor relationships with colleagues can also be the factor of illness. If the employees are treated with discrimination then there can be chances of stress. Unclear policies and no sense of direction: If the policies are not clear to the employees and they are not in the written form, then these can cause stress among employees. The policies should be enforced properly and communicated in a clear way. The policies can be reinforced in a number of ways from time to time like memos, personal meetings, bulletin boards, articles, small group discussions, etc. the employees should be informed about the business direction and the significant changes (Grawitch, Trares Kohler, 2007). Contributory factors with regard to sickness: There are many factors causing sickness among the people. The reasons can be tiredness or unappreciation or they can have the travel difficulties. For instance, a person who is suffering from diarrhea or dysuria is very unlikely to come to work from home if he has to drive for 50 miles to get there, whereas another person who is working from home or working in an office which is close to toilet may continue the work for long (Hughes Bozionelos, 2007). Moreover, the workers who are positively motivated they can simply take easy and simple remedies. If there is a bullying environment in the workplace or the manager is over-enthusiastic, then taking sick leave for a minor illness thinking that the power balance has become unequal in the favor of manager? Other sources of workplace illness can be layoffs, absenteeism, alcoholism, lack of motivation, bad decisions, petty internal policies, harassment, lack of equipment, lack of autonomy, etc. Ways to reduce illness in the workplace: Preparing Education Programs: To overcome illness, the employees should be educated about the causes, symptoms and treatment and it should be ensured that all the individuals should have early treatment. Employers can provide assistance by ensuring that every person in the organization from the top down has received full information about all the issues related to mental health and illness (Christian Andra, 2009). Stress management training and counseling services should be implemented in the workplace to eradicate stress. This will help the employees in better management of work during pressure. This will help them to learn techniques like time management, leadership skills, assertiveness, relaxation, etc. The employee must learn how to relax in case of stress. Mentoring: Mentoring can also be very helpful to reduce stress and illness in the workplace. This will help to create strong bonds among colleagues and they can share their work related skills (Ken Joanne, 2010). This can help to create awareness among employees related to the diversity which is very helpful to reduce stress. This will make the employees more confident as they can get to know more things which they previously dont know. Moreover, it will promote team spirit. Encourage exercise: Another way to keep employees healthy and fit is to encourage exercise. Employers should encourage their employees to keep physically fit. Doing exercise and taking a healthy and balanced diet will help employees to have more stamina and energy in the office (Markiewicz, 2007). Exercises can be of various types. For instance, tennis, ballroom dancing, swimming, jogging, cycling, etc. All these will not only promote fitness but also help to get relief from counter stress. The workplace should be clean for the wellbeing of the employees and the overall mental attitude of the employees. The employees should talk with each other so that they can discuss their problems and can reduce stress. Duties of employers towards employees: To reduce stress and illness, it is the duty of the employer to treat each employee equally. Each and every employee should be involved in decision making so that they can feel that they are part of the organization (Grawitch, Trares Kohler, 2007). Each employee should be well trained. The managers need to behave proactively to handle stress. They should be able to understand the signs and symptoms of stress. Employers should provide proper health and wellness programs to reduce stress in the workplace and to ensure health and safety. There should be no bullying and harassment in the workplace. Workplace culture: The organizations need to set proper organization culture to reduce levels of stress in the workplace. Workplaces culture should be developed in such a way that it should be allow flexibility, security, autonomy, recognition, participation, involvement, etc (Teasdale, 2006). All these factors are very important for a stable workplace and industrial relations. Consequently, there will be more employee satisfaction with more productivity. Management style: Management style plays a vital role in ensuring good work environment. The management style should be such that gives encouragement to employees so that they can discuss problems with the managers freely. They should be provided with regular feedbacks and should be given freedom to express their ideas (Rodney, Matrina Anne, 2008). Planning and time management: Stress and illnesses can also arise from lack of proper planning. To get relief from stress, the employees should make a proper planning so that they can make work life balance (Hughes Bozionelos, 2007). In-depth training for managers: Further in-depth training for managers is essential.  The  managerial role may be one of the most stressful jobs within an organization.  Managers are often exposed to many competing pressures and demands.  Ãƒâ€šÃ‚  Managers who are skilled in managing the pressure not only are more effective role models, but also better able to recognize common signs and symptoms stress-related psychological disorders, to make confident risk assessment of staff and providing appropriate support (Glenn Klaas, 2001).   Conclusion Eventually, ethics play a vital role in HRM. The management should consider ethical issues relating to health and safety of employees. There has been a vivid change and growth in the workplaces. The changes in the workplace are causing the employee to be sick as a result of more work pressure, less secured job and more responsibilities. Lack of communication, more workload, lack of appreciation, lack of autonomy are the another biggest sources of stress. Companies are dealing with these sources to eliminate stress in a prudent way but still there is need for more improvements. Employers should provide proper health and wellness programs so that they could reduce stress in the workplace and to ensure health and safety and moreover, a good communication with their employees in order to have deep understanding with each other. Consequently, there will be more employee satisfaction with more productivity. Recommendations Through entire study and findings, the following recommendations are made: There should be a balanced workload with control over the tasks to be performed. Employers should provide proper health and wellness programs to reduce stress in the workplace and to ensure health and safety. There should be no bullying and harassment in the workplace. Stress management training and counseling services should be implemented in the workplace to eradicate stress. The employees should talk with each other so that they can discuss their problems and can reduce stress. The employees should be provided with regular feedbacks and should be given freedom to express their ideas. There should be flexibility, security, autonomy, participation and involvement in the organizations culture.

The Grapes Of Wrath Essay -- essays research papers

In the epic movie Grapes of Wrath, director John Ford depicted a saga of one family trying to survive the 1930’s. In watching this film, it helped me to understand the hardships of the American migrants. The characters showed unique traits and dealt with problems each in a different way.The Dust Bowl was an ecological and human disaster that took place in the southwestern Great Plains region, including Oklahoma. Misuse of land and years of sustained drought caused it. Millions of acres of farmland became useless, and hundreds of thousands of people were forced to leave their homes --many migrated to California. As the land dried up, great clouds of dust and sand, carried by the wind, covered everything and the word "Dust Bowl" was dubbed. This movie describes a family's journe...

Global Economic Cost Essay

Acme Motors- is currently one of the primary US automobile producers in Mexico, aiming to become one of the world’s largest automobile producers in the international market. Aside from the said goal, Acme is also striving to provide their customers with more and better vehicles not to mention the eagerness of the management of Acme to experience high profitability and greater market share. In order to fulfil the said goals, one possible avenue would be to have a comparative advantage over their competitors through investing to developing countries which could supply the company with needed resources. Currently, the company has a manufacturing plant in Nuevo Laredo, Tamaulipas in Mexico that produces the â€Å"Quattro engine†- known for its lightness and high efficiency performance (Associatedcontent. com, 2007). Acme Motors uses one process to develop cars instead of having each engineering center operate under different process. The reason why Acme established the manufacturing plant of automobile engine in Mexico would be for them to utilize the cheap cost of labor of the said country not to mention the lax policies of the Mexican government in terms of workers’ security. With the cheap labourers available in the economy of Mexico, Acme was able to minimize their operational cost, thus, improving their profitability or the level of potential production that they could execute. At the end of the day, Acme will have a comparative advantage over their competitors in the domestic and international market since they could either lower down the prices of their automobiles to attract more customers or offer incentives to loyal customers as well as further expand the operation of the business with the aid of the capital that the management saved from the cheap costs of labor in Mexico. In this regard, the operation of Acme in Mexico has been of great help for the company to enjoy impressive growth for the past years of its operation in the market. Globalization made a great avenue for multinational firms to acquire comparative advantage that later on benefits their consumers and stakeholders in a general sense (The Globalization Website, 2001) But the big question would be; did the company consider the welfare of their workers in Mexico in terms of salary and working hours? How about the benefits of the workers, did they receive any benefits from the management? These are the questions that are currently being thrown over the management of Acme. Are they true? Let us find out. Acme belongs to the so-called Maquiladora which means Mexican industrial plants that assembled imported components into finished products for export. Maquiladora has been known for abusing their workers through paying a very low wage on the latter not to mention the long hours that they have to work which is equivalent to 14 hours a day (Bacon, 2000). This kind of practice already abuses the human rights of their workers as well as violates the Mexican labor law for not allowing workers to establish unions. With the said above issue, Acme has a different case for, even if they are one of the Maquiladora, they value the relationship of the management and their workers. Acme do not allow the workers to work 14 hours a day just like any other ordinary members of Maquiladora do to their employees in order to give way for those who are working student and/or to give ample rest for their workers. Moreover, Acme pays their workers right based on what is dictated by the law as well as based on the company policy which is also being implemented to other branches of Acme around the globe. At this point, the management of Acme ensures to every constituents of the company that they put premium on the welfare of their workers and employees for they believe that the latter is not a tool of the company in reaching their goal, rather, a partner in every step of the way to achieve the goals and objectives of the management. With regards to the formation of labor union, based from what I have observed from the given situation, it would be beneficial on the part of the management to allow our workers there in Mexico to establish a labor union in order to put back their morale and productivity. If the management will not consider this alternative, then, there is a great possibility that the productivity of the entire production area will significantly down. Furthermore, there is no room for the management to get afraid of the formation of the said labor union since we are all confident that we abide on any government policies of our host country as well as we put value on our relationship with our workers. By the time the productivity of our workers improves, the adverse effect of the policy of the Mexican government regarding the purchasing of the majority of our raw materials should come from Mexican suppliers on our profitability level will be neutralized. With the aid of NAFTA, multinational companies like Acme could now select the location of their production area based on the influence of various business factors. This only tells us that NAFTA made it easier for us to find strategic locations for productions that would give the company competitive advantage over our competitors as well as to meet the market demand of our target market. In the short run, operational cost of the company will surpass the revenue level since the company has to invest on fixed asset in order to establish a manufacturing plant in Mexico. But in the long run, this investment of Acme in Mexico will surely give them an avenue to increase their sales, profitability and market share. With the few months of hands on observation regarding the degrading performance of our workers, I have realized that it would be detrimental on the part of the company to ignore the voices of the workers and deprive them of expressing what they feel regarding the current policies that the management implements. Meeting halfway would be the best solution to boost again the morale of the workers as well as their productivity. It would also be beneficial for the company to give them the intended wage rate to inspire them to work hard and have the feeling of being part with the progress of the company. Through this, workers and the management itself will surely have a harmonious working relationship that later on contributes to the attainment of goals and objectives of the company. At this point, let me stress out that at the end of the day, the safest and effective way of having a profitable, efficient and effective business operation would be to hear the voices of workers and consider their welfare so as to give them the message that the management treasures their workers. References Associatedcontent. com (2007). Acme Automotives: The Objectives and Interest. Retrieved January 28, 2008, from http://www. associatedcontent. com/article/507171/acme_automotives_the_objectives_interests. html Bacon, D. (2000). The Story of a Maquiladora Worker. Retrieved January 20, 2004, from http://detagreens. tripod. com/maquiladora. htm The Globalization Website (2001). Globalization Debates. Retrieved January 7, 2004, from http://www. sociology. emory. edu/globalization/debates. html#cultural

Cis499

Gene Splicing Lab Question #1: DNA is made up of two separate strands of base sequences. The same sequence is found on both strands, but running in opposite directions. What word describes this characteristic? Palindrome Question #2: What does the term â€Å"sticky ends† refer to in gene splicing? When you splice a piece of DNA with a restriction enzyme, and want to insert the new gene, the â€Å"glue† that holds the two pieces together are the complementary bases, or sticky ends. Question #3: What is a plasmid? How is a plasmid used in gene splicing? A plasmid is a circular segment of DNA with an origin of replication.It can be duplicated and serve as an adjunct to the main bacterial chromosome. Question #4: What types of vectors are used to carry DNA from one species into the DNA of another species? Give examples. Generally plasmids and viruses, although naked DNA is a possible source as well. Question #5: What is a â€Å"transgenic organism†? Give examples. Or ganisms that contain dna from another organism. it is a type of gmo, or genetically modified organism. Ex: genetically modified crops, transgenic cows that produce different milk, mice with different genesQuestion #6: Why is it essential that the same restriction enzyme be used to cleave (cut) the DNA of both organisms used to create a transgenic organism? The restriction enzyme cuts in specifc sites on the DNA, for example complementary strands. A and T or C and G. So only with the same enzyme at both the DNA of organisms in places where the complementary base pairing can be cut, is used as the same enzyme enzyme, the DNA will be cut for example. at A and T on both the organisms the opportunity to tie the organisms at these sites via H-bridges as complementary bases.Therefore, it is allowed to bind the two organisms form a transgenic organism Question #7: Are there any factors other than technical ones that might slow — or even prevent — the use of bioengineering? The re are many social factors that will impede the progress of bioengineering. In the case of agricultural bioengineering, some people are frightened that bioengineered food would be less healthy. Bioengineered crops will also decrease the biodiversity of our food, making it more susceptible to disease (ergo famine). Also, genetically engineered crops will give developed nations a huge advantage over third world in food production.