Advanced Placement

Bshs 335 Week5 - 852 Words

BSHS/335 I chose case study 14. Tavion was brought to the Methodist Hospital by his father for a broken arm. Taviaons father was reluctant to leave his side. When asked what happened to his son the father replied that he had fallen from the jungle gym at the playground. When the nurses took Tavion to do his x-rays they did not allow his father to come. They then questioned the boy about his injury and his response matched his fathers. However the boys injuries were clean and the story seemed false. When asked if he was scared of getting hurt at home his answer was no. Before leaving the hospital Tavions father requested that the medical records are released to no one, unless he was†¦show more content†¦whether the child is of sufficient age to independently consent to treatment. 2. How the release of information may impact the therapeutic treatment relationship. 3. Whether there are active concerns about abuse or neglect by the parent requesting the information. 4. Whether the child ’s treatment was provided in individual sessions or conjointly with the custodial parent; and the purpose of the request. In the state of Florida, in most cases the non-custodial parent has the same right to visitation and shred custody as the custodial parent. The non-custodial parent has access to all the same information and documents pertaining to the child’s welfare. This happens unless the courts say otherwise. The ethical issues addressed in this case are the fathers trust that the medical records would not be released. The worker would be going against the fathers wish, but if they didn’t give the mother access to the records, they would be denying a worried mother the right to know about her child. Either way the worker could feel somewhat guilty (NASW,2006). If I were the release of information clerk I would tell the mother to bring in information stating that she is a parent of the child and has access to his records. She could even talk to DCF about her concerns for her child’s welfare. The best possible actions that should be taken for this case, is to give the mother access to her sons records. She is a non-custodial parent,

Emerging Multinationals In Emerging Markets -Myassignmenthelp.Com

Question: Discuss About The Emerging Multinationals In Emerging Markets? Answer: Introducation Among the business titans in Asia, Ratan N. Tata stands out for his modesty. The Tata group is a global enterprise that was found in 1868, by Jamsetji Tata (Sen, 1975). With their headquarters based in India, the group operates in more than 100 countries worldwide with more than 100 independent companies (Thomsen, 2011). The company is involved in goods and services including; software, beverages, steel, cars, consulting services, hotels, and phones. As at 2015/2016, the revenue earned by Tata was $103.5 billion and the employee strength was of over 660,000 people ("Standalone Results", 2018) The case explains the aggressive expansion implemented by Tata group in the last several years under the leadership of Ratan Tata. This aggressiveness and diversification led to challenges and issues that affected the company on a long term and short-term basis as discussed. Secondary problems The rapid growth of Tata group resulted in the emergence of 300 subsidiaries companies in different 50 businesses ("Standalone Results", 2018). This aggressive growth resulted in different problems, which were short-term and long-term. They included: Emerging organization structure According to Osagie (2012), the emergence of two different organizational structure in different geographical location can represent a significant problem in productivity and quality when the aggressive acquisition of business occurs. From the case study of Tata, the group tried to trade their motors from their production under another company in Britain named Rover, but the venture did not succeed as it lasted for only two years along with critics about quality (Ramamurti and Sigh, 2009). Dailymail (2012), Listed the car as the least reliable car in the UK with a failure rate of about 70%. It was followed by another affiliate of Tata jaguar with the failure rate of 45% (Massey, 2012). Divergence of ventures and investments The aggressive growth of Tata led to the acquisition of several companies and other companies merged such as the acquisition of Tata BP solar limited and Daewoos truck unit. Therefore, in case of acquisition of merger, a process should be installed to manage cultural differences between organizations. This created a long-term issue for Tata group since it is almost impossible to create one strategy to serve more than 100 companies with 300 subsidiaries (Taylor, 2000). A more aggressive risk deal is faced by Tata group at the global level where some measures are being implemented by Tata to compensate for their global competitive weakness. Human resource - Tata Global Beverages Due to complaints by workers against corporation concerning abuse and exploitation of tea pickers, an investigation was launched against international Finance Corporation. The workers were complaining about poor working conditions, long working hours with poor wages, and being forced to buy shares without adequate information ("Standalone Results", 2018). The investigations realized that ICFC could not address and identify some issues regarding social, labor, and environment that could violate the international and India law. Organization structure, the divergence of ventures and investments. Cross-Cultural management must be applied in MNCs such as Tata Group to overcome future obstacles that will create conflict within the organization, further insight whether the new employ or current employee may want to continue with their previous culture, which in turn may lead, to lack of cooperation in the organization should be looked at. This may result to emotional conflict thereafter affect the impact on job performance, individual performance and Tata group success (Genc and Cuervo-Cazurra, 2008). Tata group operates more than 300 subsidiaries from 100 companies. Therefore, an old strategy or an organized structures with no reforms will results in critical emotional conflict, high staff turnover, and reduce in social assimilation between the employees in the firm. As acquisitions and simultaneous structural integration still being used, it may result in favoritism and biased atmosphere within the firm (F.Pinar, 2010). Accordingly, deep-level diversity is the variances in del icate, complexity to perceive attributes such as attitude, value, and personality. While surface-level diversity is characterized by an obvious variance and easier to distinguish such as gender, race, and age (F.Pinar, 2010). Refer to Appendix A. Human resource Tata Global Beverages Tata tea is number one brand in India and is the large brand by value and volume. The Tata Global Beverage (TGB) is ranked second in the world and host many regional and global brands in the world according to Tata Global Beverage (2016), Tata tea had a turnover contribution of 36%. The pride of Tata as mentioned by Srivastava et al., (2012) comes from its strong corporate social responsibility across all their business entities. The TGBs culture is helped by five core values that act as a guiding principle for the entire organization. One of their core value is doing well which ensures that they do the right thing to both community and environment and their actions are ethical. Having strong corporate responsibility image, it was a blow for the company to be linked to human and labor rights abuse (Shah, 2014). The image and the reputation of the company were affected, and the trust that the company received from the shareholders, suppliers, consumers, and employees was compromised. When the image of the company has been tarnished, it is hard for the public and stakeholders to restore belief in the company. This may affect the sale of production, as consumers will neglect the company that has broken their trust (Thite, 2013). Tata group may consider employing development practitioner Tata group may consider employing development practitioner who is an expert in applied behavioral science, experience in organizational development, and conversant with different culture (Khanna and Palepu, 2010)s. This will help in bringing different groups together and making strategies that will favor all parties Ratan Tata will have to consider the successor Ratan Tata will have to consider the successor (Hult, Snow and Kandemir, 2003), who will implement strategies that will be welcomed by both groups. The successor must work in hand with strategists to ensure all workers recognize the culture of the organization. Establishment of (TQM) total quality management facilities should also be employed to ensure brands such as Land Rover and Jaguar stabilize in quality. Retaining older and experienced workers With the increase in the development of technology, managers tend to neglect older employs for reasons such that they are resistant toward new technology (Henkens, 2005). According to Heywood et al (2010)., older workers have are productive, experienced and have higher motives. The successor Natarajan Chandrasekaran should consider mixing old workers and new workers for better performance. Forming a team consisting of outside professionals. Plans have been made by the new CEO taking over the operations of the firm, small firms of Tata that do not bring many profits are going to be merged. This will increase the efficiency of the company (Mohile, 2017). One of the directors of the board Ajay Piramal suggested that a group of outside professional be brought up. This was in an attempt of creating independence and unbiased decisions and inputs. Recommendations and justifications Culture conflict management will be supervising, monitoring, and integrating harmony between cultures within the firm (Choi, 2013). This implies that in hiring an expert, the expert must be well conversant with the different cultures within Tata Group organization. Forming group consisting of outside professionals It is important to have the contribution of older workers who have been with the firm for long. This will help in creating more productive decision-making. When these decisions are blended with those of hired expertise, the new C.E.O will have an easy time in making a decision. Implementation, control, and follow-up Adopting Macoby and Scudder 5 steps of managing conflicts associated with different background Except conflict can be foreseen by getting information Stop a strategy can be formed that prevents conflict from occurring Identify you must understand what the conflict is all about Manage be diplomatic in managing conflicts Resolve get good ways of solving your conflicts (Maccoby, 2012). About internal and the external team, it is important to delegate work to different groups regarding their expertise. This will ensure that specialization is maintained and a good response is gotten from all areas. References Acar, F. P. (2010). Analyzing the effects of diversity perceptions and shared leadership on emotional conflict: A dynamic approach. The International Journal of Human Resource Management, 21(10), 1733-1753. Belo-Osagie, H. (2012). Financial management digest: Emerging risk management challenges. Journal of Financial Management Analysis, 25(1), 91. Choi, Y. (2013). The influence of conflict management culture on job satisfaction. Social Behavior and Personality: an international journal, 41(4), 687-692. Cuervo-Cazurra, A., Genc, M. (2008). Transforming disadvantages into advantages: Developing-country MNEs in the least developed countries. journal of international Business Studies, 39(6), 957-979. Heywood, J. S., Jirjahn, U., Tsertsvardze, G. (2010). Hiring older workers and employing older workers: German evidence. Journal of population economics, 23(2), 595-615. Hult, G. T. M., Snow, C. C., Kandemir, D. (2003). The role of entrepreneurship in building cultural competitiveness in different organizational types. Journal of management, 29(3), 401-426. Maccoby, M. (2012). Managing Conflict between Bureaucratics and Interactives. Research-Technology Management, 55(2), 55. Srivastava, A. K., Negi, G., Mishra, V., Pandey, S. (2012). Corporate social responsibility: A case study of TATA group. IOSR Journal of Business and Management, 3(5), 17-27. Standalone Results. (2018). Tataglobalbeverages.com. Retrieved 18 February 2018, from https://www.tataglobalbeverages.com/investors/investor-relations/results-and-presentation/Standalone-results Taylor, C. R. (2000). Emerging issues in marketing. Psychology Marketing, 17(6), 441-447. Ramamurti, R., Singh, J. V. (Eds.). (2009). Emerging multinationals in emerging markets. Cambridge University Press. Khanna, T., Palepu, K. G. (2010). Winning in emerging markets: A road map for strategy and execution. Harvard Business Press. Sen, S. K. (1975). The house of Tata, 1839-1939. Calcutta: Progressive Publishers. Thomsen, S. (2011). Trust ownership of the Tata Group. Thite, M. (2013). Interview with Ratan Tata, Chairman Emeritus, Tata Group. Global Business Review, 14(3), 549-552. Shah, S. (2014). Corporate social responsibility: a way of life at the Tata Group. Journal of Human Values, 20(1), 59-74.

SEO ARTICLE Essays - Economy, Business, Outsourcing,

SEO ARTICLE 5-Incredibly Useful Corporate Secretarial Services Singapore Primary Keyword: Corporate Secretarial Services Singapore Competitive economic times inspire a lot of creativity when it comes to new business ideas. While managing one in Singapore encompasses a sharp focus on the goals that need to be accomplished success fully . " According to Chapter 50 of the Singapore Companies Act, t he Accounting and Corporate Regulatory Authority (ACRA) requires a new business to outsourc e a company secretary from a competent third-party within six months upon its formation ." This trend of outsourcing has been on the ris e among the s tartups and medium-size firms. If you're wondering h ow, read on and decide whether outsourcing is a right fit for your organiz ation chiefly now you're looking to make some improve ments to your audit firm . Focus On Core Activities In rapid growth periods, the organizational operations will expand as well . This expansion may start to e at up the resources at the expense of core activities that have made your company successful. So i ncorporating a trustworthy corporate secretarial services Singapore today, means the company is unburdened from tax compliance Act matters and will allow flexibility of refocusing their time and energy on business activities that really matter. Cost-e fficiency Savings Engaging the se services is a good option and more cost-efficien t when you have back-office functions that are complicated in nature, but the size of your company is preventing you from performing them at a consistent and un reasonable cost of hiring a full-time corporate secretary. These corporate offers more comprehensive services th at pro vide value for your money , more so when you have to put up new office furniture, equipment, training, the cost of insurance and all the mandated benefits that come with a new employee . On top of it, outsourcing to corporate secretarial services Singapore far outweighs an in-house employee benefit . Effective T ime Management Filing taxes and statutory reports on a regular basis is tedious and time-consuming. B ecause of t o o many errands to meet and the legal obligations to abide by , you'd been best delegating these administrative tasks to a corporate secretarial firm to help you stay business around the advantages of the law. Hiring such service s will be freeing up crucial time and resources to engage in more productive endeavors within your business . This will also sp ur more sales and production within which is a big plus for your organization in the long run. Operational Control The importance of professionally done accounts could be the essential difference between your company landing a lucrative contract or attracting moneyed investors. This is because ACRA , Singapore's governing body oversees the role in governance matters and has put in place a rating system to rank companies for compliance with its standards. This rating system comes with a simple color -coded scheme denoting the business's negative or positive rating , displayed against the company's name in ACRA's Bizfile database information accessed on the public search portal. This means the potential investors are able to access it. Continuity Risk M itigation During staff placement s , which may bring uncertainty and inconsistency to the business operations , especially with tasks which need to be done perfectly to ensure prosperity and well-being of the business, outsourcing from the experts will providea level of continuity that enables you to get things done accurately while reducing the risk that a substandard operation would bring to the company. The credible image of the firm here is of core importance. As an upcoming Singapore business owner, i t is worth noting that each firm is required to appoint a qualified company secretary who is well-versed with Singapore company laws, the authority is rigoro usly strict about its laws and n on-compliance issues are likely to attract penalties. The next important step to make is to choose a reliable service provider whose only goal is to support your business succeed from the ground up. Be sure to hire the right one based on its quality , availability , c ost, approach and certification of the professionals.