Low Fertility Rate free essay sample

Singapore’s baby shortfall worsened last year when the Total Fertility Rate (TFR) sank to a historic low of 1. 16. That is down from 1. 22 in 2009, and way below the replacement level of 2. 1 (Li, 2011). Declining fertility rates is one of Singapore greatest challenges, bringing with it both economic and social impact. In addition, it is also a key- ­? contributing factor towards Singapore’s inescapable ageing population. 2. 2 Definitions 2. 2. 1 Total Fertility Rate A population’s total fertility rate refers to the average number of hildren that would be born per female, if all females live through their childbearing years of 15- ­? 49 and bear children according to a given set of age- ­? specific fertility rates. (Ministry Of Community Development, Youth Sports, 2010) 2. 2. 2 Ageing Population Ageing population refers to a situation where an increase in number of elderly, and a decrease in number of newborn babies lead to a shift in the median age distri bution of a population. We will write a custom essay sample on Low Fertility Rate or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Reasons for falling fertility rates 2. 3. 1 Lack of economic means to raise a child High direct cost of raising a child 3 Written Report: Low Fertility Rates The asic costs of raising a child in Singapore include the costs of pregnancy and delivery, infant care, childcare and education. Besides, there are other additional living allowances as well as the possible extra holiday trips that need to be considered. A report by The Sunday Times (2010, as cited in â€Å"1 Million to†, 2010) estimated that the cost of raising 2 children in Singapore is about $1 million. These high costs act as a deterrent for couples to have children in Singapore, resulting in low fertility rates. Late entry into work force due to national service The mandatory two- ­? year national service delays the Singaporean male’s entry into the work force, delaying his ability to support a family till a later age. Since couples usually seek financial stability before they start a family, this has caused couples to delay their plans to have children, thereby contributing to lower fertility rates. Other economic commitments The high costs of living in Singapore currently take up a large portion of the monthly income of Singaporeans. Coupled with the rising property prices and costs of owning a car, there is less incentive for couples to start a family, since having children would only add to their financial burden. 2. 3. Lack of social means to raise a child Long working hours The high stress levels and long working hours in Singapore have been proven by many studies. According to an article â€Å"Don’t blame lack† by the International Labor Organization (2010), workers in Singapore clocked the most number of working hours per week among twelve nations in the survey. Such a phenomenon lowers fertility rates since couples might feel that they would not be able to care for their children due to long working hours. Both parties in work force The common phenomenon that both husbands and wives hold full- ­? time jobs also directly affects ouples’ willingness to raise children. Work stress endured by both parties leaves little time and energy for childcare and couples might be more hesitant when making a decision to have children. 2. 3. 3 Environmental factors Large influx of immigrants In order to cope with the declining population, Singapore has developed a sound immigration policy to attract the work force necessary to grow our economy. As of 2010, approximately 35 of every 100 people living in Singapore are PRs, or foreigners 4 Written Report: Low Fertility Rates on work permits or study visas (Department Of Statistics Singapore, 2011). Many f these non- ­? citizens can be viewed as transient residents with no intention of settling down permanently in Singapore. While no official studies have been carried out, it is postulated that the fertility rate of these non- ­? citizens is much lower than that of Singapore citizens, pulling down our national fertility rate as a whole (Chong Lee Ming, 2009). Influence from western culture As a cosmopolitan city, Singaporeans have also been greatly influenced by western culture. The westernized new age culture of cohabitation in place of marriage has taken root with the younger generation of Singaporeans. Hence, ithout the bond of marriage, the traditional view of having children in a family is gradually watered down. Increasing focus on hedonism With increasing emphasis placed on consumerism, the younger generation of Singaporeans has become more interested in pursuing material goods and pleasures for oneself instead of spending efforts on fostering relationships. As a result, children, in their opinion, are more likely to be a chore than a gift, as was in traditional cultures. 2. 4 Impacts 2. 4. 1 Economic consequences Tapering of economic growth While a low fertility rate does not have a direct impact on the economy, ts impact can be felt over the long term. Children are the work force for tomorrow, and given the situation of a declining fertility rate over the past 2 decades, there has been a shrinking citizen labour force, as more citizens are reaching retirement age without corresponding new entrants, stifling economic growth. Dwindling supply of local workforce The low fertility rate will lead to a lack of young talent in the future, and result in a huge imbalance in the human resource market. The average age of the workforce in Singapore will also consequently increase, and the older generation might be encouraged to elay their retirement. Moreover, the lack of employees may force companies to increase staff workload, thereby increasing their burden. High dependency on foreign talent 5 Written Report: Low Fertility Rates Due to the lack of young local talent, businesses would need to rely on immigrants to ensure that the economic system functions smoothly. These companies may be forced to increase employee salaries and improve perks, in order to attract foreign job applicants, leading to an increase in staffing costs. Social consequences Increased financial burden With a smaller younger generation supporting the ncreasing number of elderly dependents, there will be a greater strain on government welfare schemes and taxpayers resources. The increased demand for healthcare facilities might inevitably result in rising healthcare costs. More stress and longer working hours Due to the possible shortfall in employees, companies might need to increase employee workload and extend working hours to sustain productivity. This might then create another social problem, where a higher level of stress and longer working hours lead to a weakening of family ties or bonding between married couples. This might act as a deterrent for ouples to have children, and further exacerbate the issue of low fertility rates. Dilution of local culture due to immigration As we place a greater reliance on immigration to sustain the population in Singapore, there’s a possibility that the huge proportion of immigrants will g reatly alter Singapore culture, and gradually dilute the traditional values of our society. 3. 0 Stakeholder analysis The stakeholders in this issue can be defined in the following diagram: th Source: Bucholtz , Carroll: Business and Society 7 edition, Chapter 3, pg85 6 Written Report: Low Fertility Rates Potential childbearing Singaporean ouples (Dominant Stakeholder) This group has legitimacy and power. Only they have the power to alter the fertility rate in Singapore. They have legitimacy, as they will form part of the ageing population in the future. However, they would not have urgency as they might feel that other priorities should take precedence instead of procreation. The current Singaporean work force (Dependent Stakeholder) Some elderly might be encouraged to extend their retirement due to the slow turnover rate of younger people succeeding their jobs. Such consequences will bring both economic and social problems to Singapore. Therefore, hey hold legitimacy and urgency but not power. Potential Immigrants (Dormant Stakeholder) Immigrants could be a possible solution in solving the low fertility rate problem (Cheow Xin Yi, 2011). The potential immigrants have the power to decide whether to immigrate to Singapore and therefore contribute to the solution for the low birthrate or not, however they have no urgency and legitimacy as this problem is not of concern to them. Government (Definitive Stakeholder) The government has legitimacy, urgency and power. Low fertility rate is an issue faced by the state, and it is their job to solve such matters.

Centered Care Initiative Essays

Centered Care Initiative Essays Centered Care Initiative Paper Centered Care Initiative Paper The initiative can be implemented as soon as there is a consensus from the team to be committed to adapting a changed mindset in how the operations approach would take place. It would be when a commitment is done towards a vision of providing total quality health care through a family-centered initiative in the ICU. Within a time period of a couple of months or more, the leader together with the key players in the hospital would undergo a series of meetings and research regarding the family-centered-care initiatives in other hospitals and how it could be conducted in this institutions. The concerns of the staff members addressed during forums in the past before the initiative was approved would be considered and would be addressed in the said planning and research stages. During this stage, the educational materials that would be used in the seminars would be compiled. When the planning and research stage has been concluded, the staff can then launch at least a month long of announcement and scheduling regarding the introduction of the initiative as well as the posting of schedules for the seminars that would take place to equip the staff members regarding this implementation. This would also provide for ample time to reserve the venue as well as reproduce the educational materials to be used in the said seminars. Proper research should be done so the staff would be able to implement an evidence based approach. For four months or more, a series of seminars would be conducted with the educational materials designed to promote the importance of the perspective of the patients and the families in the care-giving process and how they are valued member of the staff. It would also provide for techniques and important considerations to inform the staff of their specific responsibilities as well as how they would efficiently relate to the families of the patients. They must learn from the other hospital who has adapted the same approach even it was in different units. During this time, the staff would also learn the rules they need to adhere to uphold the input of the families at the same time not compromise the quality of the medical practice in the ICU. Such seminars would change the staff’s perception about the patients (Conway et al. 2006). It would also make the staff aware of the current literature available as education always leads to better equipment for the staff (Cincinnati Children’s Hospital Medical Center). By the end of such seminars for the medical staff, there would be a recognized need to develop a new culture to address more problems but until then, it is an unceasing process of adapting a culture until it has become the new normalcy. By the commitment of the staff into professing the significance of the patients and families as essential to the development of the health of the patients, this project can speed up its course. It would also lead to an eradication of misconceptions about the family-centered care approach and how it can be adaptable in the ICU (Cincinnati Children’s Hospital Medical Center). The advantages and barriers would be set out and in that way, there would be contingency plans that that staff would be able to plan out before hand (Cincinnati Children’s Hospital Medical Center). The team can now venture into inviting families to participate in the initiative. Initial seminars directly for families can give them confidence regarding the roles that they may play with this new program. It is important to include them because they are also stakeholders in the initiative as well as beneficiaries. The stage would be trust-building. This is very important and it can be done through dialogue with the leaders and with the patients and families themselves. It can be developed over time simultaneously as they are adapting the new system. Once the procedure of including the families gets practiced over and over again, the staff would have an easier time in providing a customer service approach in the process of the patients’ recovery. When the staff is able to enlist families into the program, seminars and training programs would then take place once again, this time for the family members involved in the collaboration (Conway et al. 2006). From such seminars, other family members from different units or hospitals who have already adapted such a system can actually share their experiences with a family-centered approach (Conway et al. 2006). With this, the family can be confident that such procedures could work, even in the ICU, in fact more so in the ICU. The stakeholders would be the patients, the families and the medical team. The medical team would to be the core group that adapts members of the families of the ICU patients and should facilitate the collaboration. This team includes the attending physicians, the nurses, the specialists and the unit manager. They have to be educated not only in the condition of the patients and the possible scenarios that would take place but in terms of addressing the needs of the families as well as empathizing with them in this critical time. When discussions and collaborations occur, it is imperative that at least the staff has already undergone trainings for it and has already accepted the shared vision for the initiative. Commitment is the top qualification for this initiative to be successful. The staff members who are not committed to the vision of the initiative must not join collaborations just yet because it may provide some negative energy in the mixed team of medical and non-medical team. Evaluation Process Overall Process. The process of shifting from a traditional culture into a new one can be very risky and fearsome for an organization to adapt. There are number of things to have to consider before actually implementing it. The number one consideration would be the reception of the people. When they are so used to an environment of control over the families and the patients, taking this control may lead to different things. However, the good overweighs the bad. It is also safe to remind the ICU staff that other units in the hospital have been commended for applying similar programs as seen with the feedbacks of the patients seen through the letters of gratitude the hospital receives from the patients. In the ICU, there is a need to address those that are suffering psychologically and the organization has been neglecting that. The choice must be made between maintaining what is familiar and adapting what is needed in order to develop into a better health care institutions. There must be a realization that all things that are gained hard are worth-having. Being able to connect with the families and providing them with a sense of purpose as well as seeing there significance in the process can open up a lot of opportunities for more change that brings about progress. It is similar to adapting a new pair of eyes and having new pairs of hands that help in the process in the person of accepting the families as part of the health care team. Staffing would not be a problem as much as before, if it ever was, because there are new members of the team and the patients came with them. Having to develop a common ground with the families and the staff was the hard part; compromise is not always an easy thing especially if both parties are accountable for something very important to them, for the patients, their family member’s welfare and for the medical teams, their profession. At the end of the day, the process of seeing eye to eye boils down to one thing, the patient’s well-being. It is important to practice ethical leadership and to recognize that both parties should not be against each other for power and control, but they should work together, collaborate for the highest possible quality of health care they can provide when they are in partnership. The realization that even if the medical staff, had done fine without the assistance of the families, they are given the chance to make their performance even better because of the new people in the team that has the same desires of providing good health to the patient under critical conditions. Evaluation of Procedures. Trainings and seminars are very effective in addressing the need for information for both families and the medical staff. It lays down the ground rules that are needed to establish a framework for a family-centered approach. It does not necessarily mean that the system would be perfect right away; one of the biggest barriers would be disappointments when things would not go smoothly when things start. Although, this is what the team should hope for, it should also be prepared by the barriers brought about by a lot of differences in terms of attitudes, education and perception. The practice of bouncing back from frustrating encounters must be developed (Stefano Wasylyshyn 2005). Leadership means having to cope with unpredictable circumstances (Stefano Wasylyshyn 2005). The high risk of operating in the intensive care unit heightens the stress of making mistakes. This is the reason why capabilities must be developed more in adapting to such instances. Empathy should also be developed (Stefano Wasylyshyn 2005). It could be started with the effort to heighten the sensitivity of the staff to the needs of the families, verbally and non-verbally communicated, the staff must always be aware of it (Stefano Wasylyshyn 2005). Adapting a shared vision is something that inspires the team to work together and to compromise for the sake of the good of the patient. A reminder of this concept always helps the team be of high spirits and be determined to work harder together. Changed Perceptions. The staff adapts a culture of safety that is translated in the availability of clinical information that is tools for an effective patient care (Institute of Family-Centered Care 2007). They see now the gravity of ineffective communication that lacks, this leads to miscoordination and vagueness in the procedures that families used to blindly permit to. They have adapted patient-centeredness that valued the families and promoted their adequacy in their roles for sharing the â€Å"decision-making, coordination and continuity of care, communication (ease of access to information, amount of information desired by patients and families, and timely disclosure of adverse events), timeliness of care, emotional and physical comfort, involvement of family as desired by the patient, and use of patient and family feedback to improve care† (Institute of Family-Centered Care 2007). This was seen as important before but highly neglected by the staff. The family also trusts in the system more and in their rights and abilities as family members in behalf of the patients. They have seen the effectiveness of the implementation as they have joined the team and have seen the efficiency due to better communication methods between them and the staff (Institute of Family-Centered Care 2007). There is also equity of health status for all populations served (Institute of Family-Centered Care 2007). The families need not to have medical degrees to have a valid say in the conditions of their family members. They have also gained confidence to be included in the collaboration as the trust that the staff and the family has developed became the bedrock for an effective operation (Sodomka 2006). They are respected and they are given the capability to respond to the knowledge and information given to them in a manner that they can understand. They also take part in the evaluation progress that could be for the further development of the procedure (Sodomka 2006). Feedback and focus group discussions were not the only way to improve the program anymore but a vital communication between the stakeholders (Sodomka 2006). There is also a realization that a change in the culture is actually possible in even in a high risk health care system (Sodomka 2006). There is lesser restriction, however things have become more progressive as patients and families exercise choices in the full extent and they are given more control, not only over their health providers but over the illness. Creative Leadership Practice Lessons from the Initiative. The initiative has taught a lot about being open-minded. It is alright to step out of the box. In a time of massive submissiveness, it is important to give people choices. Leaders are pioneers and they are the one who challenge the system and in this case the organizational culture (Kouzes 2003). More than choice, it is important to give people informed a choice as it empowers them. Leaders would want the people they reach to be empowered and be enabled to act on their own because of the influence of good leadership. The problem with traditional models is that they have been accepted for so long that changing them could mean deviation and that could translate into something unacceptable especially in a culture that involves very high risk. Leaders should empower their followers to take risks but he must also be ready to be accountable for the consequences (Kouzes 2003). To minimize the possibility of negative effects of certain changes, it is wise if the leader take the initiative to study and to research on the endeavor and to compare the circumstance and to make judgment from there. It is also important to talk to people and consider varying alternatives. It can be useful to watch out for avenues for this. Trainings and seminars are avenues that can provide massive opportunity to learn, to interact and to question. It must be vital for the organization to be teachable as well as for the leaders to be open to different alternatives as well. The perception of the families and the patients is given priority here. In a long time, their perception has been left in the dark and to actually open up new opportunities for them to voice out their concerns and to give them an active role gives the organization hope and empowers it to be better. However, the perception of the staff is also vital as they are the soldiers of the hospital. Leaders of change need to hear their concerns and empathize with their fears in order to make the change more feasible and more efficient (Cloud 2006). The initiative also pushed for a stronger character in terms of relating with different kinds of people. It is not only a communication on a minimal level anymore. It is intensive collaboration. The medical staff does not only communicate with medical people anymore in an in-depth level, they also do so with family members. Leadership Development. It is true that leaders should be visionaries, but in certain cases, realistic consideration must be done in order for the vision to be a reality (Kouzes 2003). There are cases wherein people would not give the responses that would be favorable for the initiative. However, this does not mean the initiative dies with one person disagreeing. It developed leadership in terms of actually having ownership over the project wherein the leader would do everything to protect it and to keep it afloat despite adversity and rejection (Cloud 2006). Accountability may be a big and scary word however it does develop the leader’s character. Planning and thinking things over has been the strongest training that can be taken out of this initiative as well as the ability to empathize with other people. It is always easier to assume how they are feeling but actually taking time to communicate changes the scenario a great deal (Institute for Family-Centered Care 2007). Leadership Perceptions. It is also a positive thing to be able to see your visions translate into realities as they become goals that are achievable. As the vision shifts into goals, it soon translates into something that is actually perceived and then implemented by the group. It starts with the time the leader took to care about the things that are not right and it is strengthened by determination, discernment, planning and encouragement from the staff and for the staff. This initiative has exemplified that concept of servant leadership wherein the passion for the vision would make the visionary serve the stakeholders in order for it to be a reality. The leader would go out of his comfort zone to talk to the different groups of stakeholders and empathize with them to actually know how they can be served better by this initiative and how the leader can make this initiative into a win-win situation. Leadership Credo. As a person who works for the health care industry, more than safety and proper implementation, empathy and compassion for the staff, the patients and the family’s tops should be a priority to truly serve the people around you and address their needs and to uphold the values of the organization, especially in the critical care unit of the ICU. References Cloud, H. (2006). Integrity. New York: HarperCollins. Conway, J. , Johnson, B. , Edgman-Levitan, S. , Schlucter, J. , Ford, D. , Sodomka, P. and Simmons, L. (2006). A Road Map for the Future. Institute for Family Centered Care. Cincinnati Children’s Hospital Medical Center (n. d). Facilitator’s Guide on Family Centered Rounds. Kouzes, J. (2003). Business leadership: A Jossey-Bass Reader. San Francisco: Jossey Bass. Sodomka, P. (2006, August 20). Engaging patients families: A high leverage tool for health care leaders. Hospitals Health Networks (80)8. Stefano, S. Wasylyshyn, K. (2005). Integrity, courage, empathy (ICE): Three leadership essentials. Human Resource Plannin, (28)4, 5+.

Stem Cells May Be Key to Cancer Essay Example | Topics and Well Written Essays - 750 words

Stem Cells May Be Key to Cancer - Essay Example The medical benefits of research are sufficient to justify and support the research in order to cure millions of people around the world. Self-renewal is one of the main benefits of the stem-cells in cancer treatment. The author argues that the stem cells are responsible for maintaining a tissue or an organ, so stem cells research will help to replace damaged and ill tissues by new ones. "Researchers hope that the cancer stem cells, because of their excessive activity, may be more dependent than normal cells on certain cellular processes and thus will be more vulnerable to drugs that block those processes" (Wade 2006). Stem cell research should be federally funded because this research and further developments in this field will help many people to treat incurable disease and preserve their health. Wade underlines that stem cell research requires huge investments because it is one of the most expensive areas of research. In many cases, private institutions and research laboratories c annot afford such long-term in embryonic cell stem research field. Thesis investments directed to stem cells and cancer problems only will help the state to save millions of dollars and achieve fast and successful results in this particular area of treatment. The government support and huge investments in cancer research and related fields of medicine are crucial for modern society as millions of people die annually because of tumors and cancer problems. ... f a bioethics committee or commission if that is at all possible; no one wants disagreement just for the sake of disagreement and these committees are set up with practical ends in view; they cannot be debating societies or academic seminars in which all possible points of view are given an airing and no practical guidance for decision-making is indicated. There is the fear that a lack of unanimity in a report will give policymakers who wish to maintain the status quo a good excuse for doing nothing. The second argument is that investments and development of cancer treatments will help the industry to generate more money and invest in other spheres of the stem cell research. Nevertheless, it is wholly to be expected that on the difficult and complex moral and social and legal issues posed by the new biotechnology there will be deep differences of view among even the most informed and rational people. Embryonic stem cell research should be federally funded because it will help the state to control the research process and control ethical issues. Embryonic stem cell research requires careful attention and considerations in order to avoid violation of natural laws and principles. In the field of bioethics critics are often faced with such dilemmas, so researchers should not try to hide the fact of negative and even dangerous consequences of the stem cell research The expectation that bioethics should reach some kind of agreement linked with the idea that there is, or ought to be, so me kind of ordinary morality or ethics, no matter how minimal it might be. Researchers who argue for such a scientific morality in modern society usually attack the excesses of individualism according to which everyone is free to follow their own lives in their own way. Stem cell research

Coursework on Family Law Essay Example | Topics and Well Written Essays - 4000 words

Coursework on Family Law - Essay Example Family law is a diverse field of study. In order to cover the full range of subjects associated with its research, my primary focus is on discussing the impact of such a study on a variety of disciplines affected by its impact: with this aim in mind I have attempted to test a central hypothesis (or research question) which would aid in deciding the course of action for better evaluation of the family law concept. Using established sources for feasibility study (Hasday, 2004; Stark, 2006; Rocher, 2003; Elardo, 2002; Abu-Odeh, 2004), the following research question has been tested in this essay: Family law is dynamic, in a constant state of flux and its mechanisms are governed by the legal traditions in which they are formulated1. In my study, I shall focus on English Common Law as the basis for this methodological evaluation. Doing it would require a detailed grasp of the following evaluation parameters which have been tested for their relevance to our study (see below). 1 Refer the following sources for a comparative analysis of main research parameters covered under study: Hasday, 2004; Stark, 2006; Rocher, 2003; Elardo, 2002; Abu-Odeh, 2004 Literature Review/research parameters: As has been discussed in our evaluation scenario, English Common Law is the basis for understanding the legal traditions within which this area of study operates. Since family law is a diverse concept, the following elements are within the scope of study (Carbonne, 2000; Esposito, 1982; Frier & Ginn, 2004; Sutherland & McCall-Smith, 1990): 1. Entering marriage: Marriage as a contract or a status and their statutory requirements. In this section, we'll mainly look at the main legal requirements of a common law marriage. 2. Legal consequences of marriage (abortion): Pregnancy and abortion are issues that hold a lot of importance to . 3. Changing marriage norms: Here we shall take a look into civil unions covering themes such as same sex marriage, rights/responsibilities and their implications. 4. Conception of children: Controversial concepts such as sterilization and surrogate parenthood are covered under this theme. Also, paternity testing is discussed. 5. Domestic violence and other family disputes: This is an important area of family law in which different ethical constraints are evaluated for common research scope studies. 6. Child supervision: This covers areas such as parental supervision, child abuse and foster care. 7. Adoption: The legal consequences of adoption have been discussed for understanding the dynamic changes brought into the system through an

Casestudy Deepwater Essay Example | Topics and Well Written Essays - 500 words

Casestudy Deepwater - Essay Example Based on a report by the National Commission regarding the oil spill on 5th January 2011, it was discovered that these three organizations made an attempt to work much more cheaply; this triggered the onset of the explosion and thus ensuing leakage. â€Å"Whether intended or not, majority of the decisions made by BP, Halliburton, and Transocean escalated the threat of the Macondo blowout while simultaneously saving them plenty of time and money.†The government along with many other organizations in charge of the case tried to get to figure out the truth about who is really to blame. All the above mentioned organizations, BP, Halliburton, and Transocean should indeed be held accountable for the Deepwater Oil Spill accident. Supposedly, it was not intentional. However, there were severe consequences as a result and all three had an active role to play in it. Earlier on, BP released a statement stating that, even prior to the completion of the investigation by the commission, BP had incorporated substantial and adequate changes designed to enhance safety as well as risk management. To this, Transocean responded by blaming BP for arriving at decisions before the actual occurrence of the explosion and the government officials for conceding the decisions. According to Halliburton’s report, it was merely executing the orders of BP when it actually injected the cement into the well’s wall. It went further to criticize BP for its undeniable failure to carry out a cement bond log test. Precisely, BP was accused of nine flaws. In my opinion, they should all be held responsible for the incident because each had a role to lay in it. The penalty should vary based on the magnitude of one’s shortcomings though. In my opinion, there is nothing more important than safety. Safety helps to keep individuals alive and healthy. In every organization, each operation or process should only be carried out in the event that safety is ascertained. For business, the issue of safety

Hindustan Computers Limited Hcl Commerce Essay

Hindustan Computers Limited Hcl Commerce Essay HCL Technologies is one of the seven companies in the Bloomberg database of 3,000 technology companies with a market capitalization of more than $5 billion, revenue of more than $2.5 billion and a compounded annual growth rate more than 25 per cent during the past five years (HCL Technologies Limited, 2012). Definition of Success at HCL means providing the best possible solutions to their clients with optimum level of satisfaction. HCL Technologies is the Number 1 employer in India. 1.1 History Hindustan Computers Limited (HCL), one of Indias original IT firms started in 1976 currently deals in various segments like Remote Infrastructure Management, BPO services, IT Hardware, Systems Integration and Distribution of Technology and Telecom products RD and Technology Services and Enterprise and Applications Consulting is Indias original IT firm. Started 35 years ago, the enterprise now stands with an enormous workforce of 90,000 employees. it spreads across 31 countries across the globe and has 505 foothills in India. A global name and numerous partnerships with many Fortune 1000 firms are a few feathers in the HCLs success story (HCL, 2012). 1.2 Ownership Fast Facts HCL Technologies Company Name HCL Technologies Ltd. Company Type Global IT Company Service Areas Software, Infrastructure and BPO Date of Establishment November 12, 1991 Chairman and Chief Strategy Officer Shiv Nadar Vice Chairman CEO Vineet Nayar Employee Strength 85,335 on 30th  September 2012. Offices Offices in 31 countries Geographies USA, Europe, Asia Pacific and Japan Consolidated Revenues US$ 4.3 billion (Rs. 22,417 crores), as on 30th  September 2012 1.3 Businesses HCL is a leading global Technology and IT Enterprise with annual revenues of US$ 6.2 billion. The HCL Enterprise comprises two companies listed in India, HCL Technologies and HCL Infosystems. HCL Snapshot 1.4 Location HCL Technologies as a $4.3 billion global company brings IT and engineering services expertise under one umbrella to solve complex business problems for its clients. It leverages its global offshore infrastructure and network of offices in 31 countries. HCL provide multi-service, holistic delivery in industries such as financial services, consumer services, manufacturing, healthcare and public services. Organizational Structure The Indian conventional way of working leads to a vertical hierarchical structure, which is with founder as the head and certain subordinates below him. Being a technical expertise company, the hierarchy depends on the level of knowledge gained by the professionals. Due to no inter department interfering, the transfer of knowledge is more on vertical basis but very rarely horizontal. Vision To be the technology partner of choice for forward looking customers by collaboratively transforming technology into business advantage.(HCL, 2012) Mission We will be the employer of choice and the partner of choice by focusing on our stated values of Employees First, Trust, Transparency, Flexibility and Value Centricity. (HCL, 2012) Leadership style, approaches etc HCLs leadership style follows the rule of free-rein rather than the contemporary participative method. It is clearly noticeable from the recent development of a defined approach of Employees First Customers Seconds (EFCS). Now days the leaders give full authority to their employees to make decisions but at the same time, take the responsibility of the same. It helps the company to build future leaders who would be better decision makers and also motivation to the employees for analysing situations better and working with respect to them. Delegating tasks is an important tool which should be followed and practiced in corporate and fortunately is followed in the HCL. It helps build confidence and trust among co-workers aiding a pleasant and healthy work environment. This is kind of leadership style is also known as laissez faire, which is the non-interference in the affairs of others (Clark, 2010). Expertise of employees is the key to HCLs success. HCL firmly believes that a firms employees makes the company reach pinnacle heights. Highly qualified and well trained employees are a part of the HCL clan. When knowledge comes into picture, expert power is the power used by employees. Its the knowledge that makes a person stand out in the crowd of all employees. Expert Power is a very common phenomenon in knowledge based industries(Tannenbaum and Schmidt, 1973). Culture unique language, culture, rituals etc. A place where people can think and imagine endless possibilities is the best way to describe HCL. Freedom of thought is very important to extract the additional creativity at work. With a bright history of 35 years, HCL has stood by its core values and philosophy of creating innovations and inventions. HCL has a very rigid demarcation of working in their own department, which implies that employees are not allowed to work in other department other than their own which gradually spoils the inter-departmental relationships. In case of absenteeism too, workers are not allowed to switch department to avoid gaps in enhancing productivity. http://d15mj6e6qmt1na.cloudfront.net/files/images/0053/9998/employees.jpg Rigid policies, tapered span of control and high degree of centralization and formalization are few things associated with HCL. Within departments HCL employees have freedom of processing their thoughts but not inter-departmentally. The organization was bureaucratic structure. However, HCL has initiated a new management approach where the employees of HCL are considered first and then the customers. It is termed as Employees-First Effect which according to Mr. Vineet, CEO is the reason for the company being employee centric and employee driven. It is very much like trimming the conventional method upside down. This not only helps in building confidence and motivation among employees but also transparent work environment. 4.1 Group Dynamics/Team Building initiatives Since there is a lack of inter departmental transfer of knowledge, coordination is at stake at HCL. It followed an Indian conventional method of getting approval from the top management and then would the task be carried forward. After the new management approach of employees first and customers second, the company has started giving more liberty to the employees in terms of taking decisions which makes them feel a part of the organization. It enhances their rationale thinking enabling them to give their 100%. Change management initiatives Change is an inevitable process in management. Just like aging of an individual cannot be hampered in any manner, in the same manner change in management is the need of the day. A company cannot work in the same manner as it was working 10-15years ago. This change came to HCL in 2005 when the sales were low in that period. HCLl alarmed itself before the nick of the time and changed its models and strategies to work according to the customer needs. This is what saved them from the 2009 recession.HCL is one of the very few companies who showed growth even in the recession years. Business models and good managements are the keys to the foresight vision of the market. HCL converted itself from a traditional company to a Generation Y genre. (BMC Software, 2010) Innovation / Creativity initiatives Engaging the employees where they feel a part of the firm and making them realise that they are as important as the customers is a new example of managing employees that Mr.VIneet, the CEO has set in for all the global companies. A unique management technique which makes sure that the workforce of 90,000 employees remains satisfied in order to enhance employee satisfaction but also lead to more than 100% productivity. Turning technology into a manifest advantage for the clients is what HCL is best at. Critique on the current internal scenario / internal environment including people practices An agent promised a customer a delivery of a certain product in a specific time period. The dispatch manager was on leave. So his subordinate took the task in his hand and made sure that the delivery is done on time. But to his horror, he received a note stating that he is not liable to do so because of lack of authority. This incident just proves that the management is very rigid and has a narrow control style of working, which poses as a threat to self motivation of employees to excel in their work and be an overall manager. Suggestions and recommendations Communication should not be considered as an event within a container where employees broadcast oral and written messages instead should be deemed as a continuous process of conveying thoughts and interpretations throughout the organization. Individual learning and focus groups should be included in the working of HCL. It not only enhances individual productivity and skill development but also overall wellness of the firm. Gaining insights from vertical structure of hierarchy should be implemented so as to avoid miscommunications and lagging of work. Assuming others are happy is never the solution to a problem. Therefore, it is very important for the firm to start taking feedback from their employees to know how much justice is the firm doing to the employees. Conclusion Three values on which HCLs cornerstone is based are trust, flexibility and Employee Effect First. All three values make the company a desirable company to work for. Trust is created by pushing the trust envelope. Be flexible with respect to employees and situations is what a good company would associate itself with. The unique management approach of employee first and customers second inhibit the company to be an employee centric. Employees being an responsibility of the management and customers being a responsibility of the employees. Therefore, I would like to work in a company where employees are recognised, valued and rewarded for their performance. Bibliography BMC Software (2010) ELO: Articles: HCL Technologies CEO Talks about Building a Culture to Drive IT Productivity, August. Available at: http://www.enterpriseleadership.org/blogs/Articles/2010/08/10/hcl-technologies-ceo-talks-about-building-a-culture-to-drive-it-productivity (Accessed: 15 December 2012). Clark, D. (2010) Leadership Styles. Available at: http://www.nwlink.com/~donclark/leader/leadstl.html (Accessed: 16 December 2012). HCL (2011) Employees First, Customers Second | Business Change Management. Available at: http://www.employeesfirstbook.com/ (Accessed: 15 December 2012). HCL (2012) Overview. Available at: http://www.hcl.in/overview.asp (Accessed: 15 December 2012). HCL Technologies Limited (2012) About HCL Technologies | IT Services, Outsourcing Software Development, IT Solutions | HCL Technologies. Available at: http://www.hcltech.com/about-us/about-hcl-technologies (Accessed: 10 December 2012). Tannenbaum, R. and Schmidt, W.H. (1973) How to Choose a leadership Pattern, Harvard Business Review, May-June, pp.162-180 HBR Classic [Online]. Available at: http://www.elcamino.edu/faculty/bcarr/documents/How%20to%20choose%20a%20leadership%20pattern.pdf (Accessesd: 15 December 2012).

The Ramist Logic of Edward Taylors Upon a Spider Catching a Fly Essay

The Ramist Logic of Edward Taylor's Upon a Spider Catching a Fly Like other Puritanical writers of his generation, Edward Taylor looked to nature and utilized it as an example of a belief system that he had already deemed factual. The use Ramist logic here may seem irrational to many. The very essence of logic commands that we must first look toward nature and then draw conclusions from it. In his work, "Upon a Spider Catching a Fly", Taylor applies his doctrine in advance by using the interaction between an arachnid and a certain contrasting insect as an example of the Calvinist theory of predestination; the belief that one's fate cannot be influenced by one's works or earthly deeds. It is also part of his belief system, however, that a person's prosperity on the earthly plain could be a testament that that individual is already a member of 'the elect'. Taylor interprets a natural situation with a personal hermeneutics with which he selectively reads situations that serve to enforce his beliefs. Upon introducing the central character of the spider in the first stanza, Taylor immediately questions the driving force that causes the spider to behave in the way it does. "To spin a web out of thyself /To catch a Fly?/ For Why?" Such a beginning immediately petitions the reader to question the nature of things. In the first line, Taylor refers to the spider as the "venomous elf" in order to plant the idea that the spider is an evil entity. The spider then becomes representative of the Christian devil, Satan, who instinctively casts his web amidst any of the unfortunate beings who would enter into his sphere. This devil image is further enforced in the seventh stanza when he refers to the predator as "Hell's spider". The spider ca... ...bility to do so, while the fly has been created defenseless; with no option but to fall victim to the spider. These two insects serve as a metaphor for the two differing castes of humans within the Calvinist school of thought. The wasp is representative of 'the elect'; those who are predestined to enter into the kingdom of heaven while the fly is representative of those who are doomed for damnation from the point of their incarnation. Within the life of the wasp, it is evident that it surpasses the fly, just as the Calvinists believed that 'the elect' were more successful in life than other humans. This idea of predestination did not come from the observation of the trials and tribulations between two insects and an arachnid. It was just the opposite. The situation was sited only after it fulfilled the requirements to serving as an example of Taylor's belief system.