A Quick Tutorial on the Perl Array Pop() Function

When writing a Perl script you might find it handy to use the pop() function, which looks like this: Perls pop() function is used to remove and return (or pop) the last element from an array, which reduces the number of elements by one. The last element in the array is the one with the highest index. Its easy to confuse this function with shift(), which removes the first element from an array. An Example of Using the Perl Pop() Function If you think of an array as a row of numbered boxes, going from left to right, it would be the element on the far right. The pop() function would cut the element off the right side of the array, return it, and reduce the elements by one. In the examples, the value of $oneName becomes Moe, the last element, and myNames is shortened to (Larry, Curly). The array can also be thought of as a stack—picture of a stack of numbered boxes, starting with 0 on the top, and increasing as it goes down. The pop() function would pop the element off the bottom of the stack, return it, and reduce the elements by one.

The American Dream And The Black American Reality - 908 Words

Lorraine Hansberry’s A Raisin in the Sun encompasses all the ideals of the American Dream through her characters: Walter, who embodies the quest for an opportunity for prosperity, Beneatha who wants the freedom to be herself and embrace her African heritage, and Lena (Mama) who buys a home in a white neighborhood pushing the boundaries of social mobility during that time. The Youngers are in a state of poverty, because of this as suggested by Lloyd Brown â€Å"their deprivations expose the gap between the American Dream and the Black American reality† (241). However the Youngers attempt to close this gap, challenging the status quo in an effort to better themselves. The idea of American prosperity is illustrated through materialism, to own property and live comfortably. Walter is tired of being poor; he would rather be more like his boss Mr. Arnold than to be his chauffeur (1.1). Walter breaks himself down, depressed by his lack of achievement: â€Å"I’m thi rty –five years old; I been married eleven years and I got a boy who sleeps in the living room and all I got to give him is stories about how rich white people live† (1.1). He has the ideas on making money; he just lacks the startup capital and the insurance check is his chance to show everyone he can do something. This is why in the beginning of the play Walter only shows excitement when there is mention of the check. Money is everything to Walter, he goes on to tell his mother that money is life (2.1). Walter seesShow MoreRelatedThe American Dream : The Reality Of America860 Words   |  4 PagesAmerica throughout time has been known as a country for opportunity and freedom, where anyone can come and have a fair chance at living their â€Å"American Dream.† The stereotypical American dream is having a two parent family, with stable income, owning a home with a white picket fence with two children. But the reality of America is that this â€Å"dream† is achieved more easily by white men. Even though America is supposedly â€Å"The land of the free† and provides â€Å"Liberty and Justice for all†, these statementsRead MoreThe American Dream in August Wilson ´s Play The Piano Lesson874 Words   |  4 PagesA recurring theme in American history has been that of the American Dream, the idea that anyone, regardless of race, can achieve success through hard work. In his stirring 1990 play The Piano Lesson, August Wilson uses African-American characters to embody the American Dream. Throughout the play, set in Pittsburgh in 1936, Wilson traces the economic successes of several African-American characters, such as Boy Willie and Lymon. However, Wilson’s portrayal of this apparent progress conflicts withRead MoreHow Is Lutie Johnson s Murder Of Boots Smith And Bigger Thomas Essay1460 Words   |  6 PagesAndrà © Ajabor African American Literature 1940 – Present @02709326 As portrayed in both novels, how is Lutie Johnson’s murder of Boots Smith and Bigger Thomas’s murder of Mary Dalton a direct representation of oppression and it’s impact on the American Dream for the African American? Ann Petry’s novel The Street (1946) is a commentary on the social injustices that confronted the protagonist Lutie Johnson. Lutie is a single African American mother who lives in segregated America during the 1940’sRead MoreHow Is Lutie Johnson s Murder Of Boots Smith And Bigger Thomas Essay1502 Words   |  7 Pagesof oppression and it’s impact on the American Dream for the African American? Ann Petry’s novel The Street (1946) is a commentary on the social injustices that confronted the protagonist Lutie Johnson. 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Yet there is still the unequal treatment between whites and blacks, as a country America has emerged from worse standings before with the aid of great visionaries. In the era of the Harlem Renaissance poets used art as a voice of reason. Granted, there were many poets who impacted the movement against racial inequality, Langston Hughes turned the pages with inspiring work. Whereas in Langston Hughes poem Dreams encourages people to achieve ones goals and goals for a community of peopleRead MoreSymbolism And Reality Of The Black Body997 Words   |  4 Pages Symbolism and reality have a strange way of relating due to the fact that anyone can take a symbol and make it mean something completely different from its intended meaning. Moreover, the individual that does so has the right to do so because the symbol resonated with them in a certain way the same way symbols resonate with others in their own way. However, what does the individual do when the symbol presented only has one way of being interpreted? Furthermore, what does the individual do whenRead MoreArthur Miller s Death Of A Salesman And John Steinbeck1500 Words   |  6 Pageshopelessness and not achieving the American dream. Although the play and the novel are different, they share clear similarities. Characters in both texts want to pursue the American dream. Steinbeck set the novel in 1937 because the Great Depression had started nine years before. Steinbeck may have set the nove l at the time to show the impact the Depression had on migrant workers and people who were living in America. This shows hopelessness and the failed American Dream because many businesses failedRead MoreThe Black Body, America s Captivation With The Dream992 Words   |  4 Pagesyour book did an excellent job of explaining what growing up black in America is like, however, I also felt that it was overly dour. I have experienced some of the things you detailed in your book: the vulnerabilities of the black body, America’s captivation with the Dream, but even so I feel I cannot help but feel as though you’re missing several key elements. I believe that the ideas in Between the World and Me: I believe that black bodies possess an astounding amount of potential, however forRead MoreBlindness, The Sad Human Nature1569 Words   |  7 PagesSon, to warn the reader to notice the mental blindness that blocked black people’s voice for equality and better life. The blindness is the outcome of most people’s spontaneous choice to run from difficult realities, although people are ultimately able to understand the reality that inversely depends on their satisfaction of blind life. Blindness is generated in Bigger because of the large gap between dream and reality, in blacks because of their pain and suffering under white people’s rule, and strongly

Key Factors In Successful Leadership-Free Samples for Students

Question: What Is the Key Factors in Successful Leadership Marketing? Answer: Introducation: There are different marketing techniques used in global businesses today. The techniques are meant to improve the performance of the various businesses within other nations and in the local markets. Most successful businesses have in most cases used a number of these techniques either when combined or in single forms. Leadership is one if the skills that have been used in recent times to improve the performance of a business. Effective leadership is important in ensuring that the business is governed in the most effective way that would guarantee its success and competitiveness in the global market. Therefore, the following discussion concerns the key factors in successful leadership for a successful business. A good leader should be one who understands himself fully and has control over his actions. The decisions made by leaders are always defining for any organization hence it is necessary that a good leader would first lead himself before leading others. Self leadership would prove the leader as a good or bad leader depending on the manner in which he or she governs himself or herself. A good leader should be able to take full control of themselves in making decisions and in leadership generally hence a good leader starts by leading himself. A good and successful leader should consider other people, especially other employees second to himself. For every person, the first thing to consider would be them before any other things. The situation applies for a leader also. A good leader should however consider the plight of other people after themselves as stated by Nixon, Harrington and Parker (2012, p 212). The employees and staff of an organization should be second in the hierarchy of any leader such that all the actions of the organization are effectively considered before they are taken in for implementation. Such collaboration from a leader would be perfect in ensuring that all the activities and processes of an organization are effectively communicated. It is the responsibility of an organizational leader to create and build on trust among its staff and all other activities of the organization. Trust is important in the success of a business as it improves the collaboration of all the sectors of an institution. Every part of the organization is required so that a final decision within an organization is made effectively. It is therefore, necessary that the leader builds a perfect relationship between the organization and its staff that would lead to trust hence proper organizational operations throughout the activities of the organization as mentioned by Guzmn, (2017, p 448). Most successful businesses invest on trust within themselves as the key to their operational success. All organizations and their practices are dependent on the vision of the organization. It is the role of a leader to ensure that all practices of the organization are inspired by the vision of the organization. The inspiration would make all parts of the organization active and effective for the institution to remain focused. It is the sole role of the leader of any global institution to make sure that the organization is on the right track based on the global competition among other factors concerning the organization it. A successful leader follows up and keeps his staff motivated as much as possible. The creation of values to live by at an organization is a normal practice that any institution would take part in. setting specific values for an institution is a cultural practice that is used in most cases as a guide for the organization in controlling its various practices. According to Pinto and Slevin (2013), it is the role of an organizational leader to either set the rules or affirm the rules set in other parts of the organization. Setting the rules is another thing but living with them is the most important part in an organization. A good leader would be expected to follow up and ensure that all the organizational values are abided by perfectly to make the organization as successful as possible both locally and globally. Though every organizational leader yearns to be the best by pushing their organizations to the top in terms of competition and success, it is not an easy practice. Accepting the position of an organization is the first step that a leader should consider in order to become successful. a leader needs to understand the position of the business financially, globally and in other angles as well. Sarker and Lee (2013) says that after accepting the position of a business, it becomes possible for a leader to identify and analyze the business effectively so that he would make the necessary adjustments that would give the business direction. While implementing the various decisions made by the organization and its staff, it would be necessary that an organization insists on using an effective method that has been tested and proved to be effective. In the global market implementing actions would not accept any errors based on the nature of competition in the field. Hence, before considering any business actions, the organizational leader would be responsible for ensuring that the method put in place is effective. Crum and Sherman, (2013) suggested that the effectiveness of the methods of implementation is some of the key factors that determine the success of a business in the global market. Another feature of a good leader is that they are open to other ideas and are willing at any time to let other people shine. Accepting decisions from other people within the organization and declaring that it is theirs makes a better leader because other people would be happy and willing to provide any necessary assistance to the organization. When a leader accepts the opinions of other people without owning them, it becomes easier for other members of the organization to share any global organizational ideas with the organization as a way of marketing their services. The motivation provided to the others by an organizational leader makes the people motivated hence they are likely to be committed to the organization as mentioned by Sammon, (2015). Being a leader that is facilitative is another factor that makes a leader successful. Being able to facilitate certain organizational practices amidst barriers is a perfect quality for any leader at any level of management. In the global business arena it becomes even more important because the facilitation of the various business practices defines the business. A good leader in normal cases would however consult and ensure that the practices meant for facilitation are perfect ones that make the business successful in the long end according to what Hoy and Smith, (2017, 163) argues. It is therefore the responsibility of a business leader to facilitate the organization properly for it to suit the global business standards. Another important factor for an organizational leader to know is the mission of the organization. The mission is the target or the focus of the business. It acts as a drive to the various business operations in an organization. Based on the arguments provided by Al-Mashari, and Zairi, (2017), every business counts on the leader to describe and govern the organization through the different leadership techniques. Focusing on the mission of the organization puts the business at a pole position to be successful in its activities hence it helps the business to become competitive globally. The mission helps in introducing the business to other exterior markets both locally and globally. Setting organizational goals and focusing towards them is the role of an organizational leader. The creation of new goals and focusing on them as it has been the case in most institutions is an aspect of the organization that solely depends on the organizational leader. The introduction of the goals to other employees and all the people concerned with the organization is the duty of the organizations leader. Wellins (2015) claims that the effectiveness in which these goals and the means to attain them are introduced makes a good leader. An organizational goal can be identified from the time it is introduced until the time it is implemented. The success of any organization depends on the focus and determination of the organizational leader towards achieving the organizational goal. Being competent is another valuable leadership characteristic that a perfect organizational leader should posses. A competent leader would ensure that all the practices of the organization are according to plan. The execution of the organizational activities require that a leader is competent and has a reputation in putting into place all the procedures designed for any practice within the organization to ensure that it is in order and successful as Boyce, Jackson, and Neal (2016, p 921) mentioned. A competent leader is the most qualified person to guide a business through the global market successfully. A successful leader is one who is capable of making a strong team to control the operations of the business. As per the reasons provided by Day, (2014), the team responsible for seeing through the various practices of an organization is made by an organizational leader as the last person to decide on the group and its activities. As a result, it is necessary that an organizational leader reviews his decision on a team for any mission critically so that he can create the most effective team to see the organization through the global market successfully without any serious barriers. The communication skills of an organizational leader are determinant in the success of the respective business. It is through the effective communication skills that the organizational decisions would be communicated to the employees who would then take part in the implementation of the various decisions from the organization as claimed by Howell and Avolio, (2013, p 891). It is the role of the organizational leader to pass the information across the organization. The choice of a communication skill rests on the leader hence he is responsible for the delivery of the information to the people who would implement it. The effectiveness of the chosen communication skills by a leader determines the success of the organization entirely. A leader with interpersonal skills is a better leader compared to other leaders who would depend on the organizations staff for critical decisions. A skillful leader should be able to make certain decisions by themselves without the influence of other people within the organization especially when there are crisis within the organization. Gutirrez, Hilborn and Defeo (2012) suggested that the interpersonal skills would be helpful in such cases as the leader might likely make a decision that would solve the problems within the organization without wasting time discussing the issue with other organizational leaders and staff. It is normal for an organization to face certain challenges in its operations. It is during such moments that a perfect leader would be realized. A good leader maintains a positive attitude throughout the time when the organization is faced with serious challenges that might define a business. Maintaining a positive attitude when there are problems for an organization would help a leader in formulating the most appropriate solutions to the business at any time as argued by Leithwood, (2015, p 623). With the positive attitude, the reputation of a business would be kept on high hence higher chances of the business regaining its position in the market and becoming successful. When a leader is inspired and ambitious, there are high chances that other staff of the business would experience the same feeling. The ambition and motivation as in most cases pushes the organization towards maintaining its position in the market as it stays competitive and successful. it is the sole duty of a leader to motivate and make other employees ambitious towards achieving the organizational goals. Fui-Hoon Nah, Lee-Shang Lau, and Kuang (2014) claim that it is through the ambition and inspiration that an organization might identify itself into the global market. Therefore, leaders need to stay as close as possible to the rest of the staff such that they could stay inspired and ambitious. In conclusion, while globalizing a business, there are various factors to consider so that the business would be both successful and competitive in the global market. One of the most important factors to consider would be leadership. The nature of leadership at an organization determines the success of a business in various ways but most importantly because the decisions that make up the business are decided on by the business leader. There are various key leadership factors that should be considered for a business to become successful especially in the global arena. Some of the leadership factors that are important for all businesses i9ncluding global businesses have been discussed in the case above. References Al-Mashari, M. and Zairi, M., 2017. BPR implementation process: an analysis of key success and failure factors.Business process management journal,5(1), pp.87-112. Boyce, L.A., Jeffrey Jackson, R. and Neal, L.J., 2016. Building successful leadership coaching relationships: Examining impact of matching criteria in a leadership coaching program.Journal of Management Development,29(10), pp.914-931. Crum, K.S. and Sherman, W.H., 2013. Facilitating high achievement: High school principals' reflections on their successful leadership practices.Journal of educational administration,46(5), pp.562-580. Day*, C., 2014. The passion of successful leadership.School leadership management,24(4), pp.425-437. Fui-Hoon Nah, F., Lee-Shang Lau, J. and Kuang, J., 2014. Critical factors for successful implementation of enterprise systems.Business process management journal,7(3), pp.285-296. Gutirrez, N.L., Hilborn, R. and Defeo, O., 2012. Leadership, social capital and incentives promote successful fisheries.Nature,470(7334), pp.386-389. Guzmn, N., 2017. Leadership for successful inclusive schools: A study of principal behaviours.Journal of educational administration,35(5), pp.439-450. Howell, J.M. and Avolio, B.J., 2013. Transformational leadership, transactional leadership, locus of control, and support for innovation: Key predictors of consolidated-business-unit performance.Journal of applied psychology,78(6), p.891. Hoy, W.K. and Smith, P.A., 2017. Influence: a key to successful leadership.International journal of educational management,21(2), pp.158-167. Leithwood, K., 2015. Understanding successful principal leadership: progress on a broken front.Journal of educational administration,43(6), pp.619-629. Nixon, P., Harrington, M. and Parker, D., 2012. Leadership performance is significant to project success or failure: a critical analysis.International Journal of productivity and performance management,61(2), pp.204-216. Pinto, J.K. and Slevin, D.P., 2013, June. Critical success factors across the project life cycle. Project Management Institute. Sammons, P., 2015.Key characteristics of effective schools: A review of school effectiveness research. B MBC Distribution Services, 9 Headlands Business Park, Ringwood, Hants BH24 3PB, England, United Kingdom. Sarker, S. and Lee, A.S., 2013. Using a case study to test the role of three key social enablers in ERP implementation.Information Management,40(8), pp.813-829. Wellins, R.S., 2015.Empowered teams: Creating self-directed work groups that improve quality, productivity, and participation. Jossey-Bass Inc., 350 Sansome Street, San Francisco, CA 94104-1310.

Electronic Privacy in the Workplace

Introduction Introduction of the internet has brought a host of changes especially in the manner in which information flows from one point to another. At a click of the mouse, one is able to connect with the world and share any kind of information. Coupled with social networks, these connections further expose personal information that could be accessed by unauthorized people.Advertising We will write a custom research paper sample on Electronic Privacy in the Workplace specifically for you for only $16.05 $11/page Learn More Besides promoting business management, the current technology allows employers to monitor their employees and even access their private data, raising concerns over information security of such people. Is it lawful for employers to monitor employees? Is there law that governs employee privacy? This research paper explores the issue of employee privacy, detailing among others, workplace surveillance, reasons for surveillance, findings against surveillance, related cases, dilemma and the way forward. Workplace surveillance Surveillance is defined as the ability of the management to track, monitor and record personal characteristics, performance and overall behavior of all or some employees at a specific time or as a continuous management process. According to Ball 2010, workplace surveillance mainly occurs as a way of limiting the accessibility of different hierarchies within an organization and to the business or organization itself (p. 88). Notably, this topic has remained debatable within the public domain since 1980s. Throughout this time, there are several researches that have been carried out to ascertain the impact of monitoring employees with regard to their behavior and personal information accessibility (Ball, 2010). Although surveillance and monitoring have been used interchangeably to mean the same thing by the public, organizational sociologists believe that surveillance is intertwined with politics, power and resistance while monitoring is associated with only direct supervision by the employer. However, the main concern has been the manner in which monitoring is applied in organizational management as it may have detrimental impact on the business (Ball, 2010). As insinuated above, surveillance at workplace may seek to discover personal information or particular behavior among employees.Advertising Looking for research paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More As a result, information collected through different surveillance methods is usually used in different ways. For instance, an employer may make conclusions about the performance of an employer, which may have impact both at workplace and outside (Luragesi, 2010). In order to carry out effective workplace surveillance, there are several techniques which have been found to be effective in allowing managers to access employees’ private info rmation and monitor their behavior while they are working. These include but not limited to mystery shopping, mobility tracking, CCTV, computer and telephone logging, and electronic recruitment (Ball, 2010). These techniques are commonly applied in service industries although other industries like manufacturing do monitor employees at workplaces. With no doubt, massive use of these surveillance techniques has been augmented by rise in internet usage around the globe with an approximated 27 million employees being monitored in the world. Low resistance to these practices is common in gabling, logistics and contact-center industries where there are no unions to sensitize and advocate for employee privacy (Luragesi, 2010). In general workplace surveillance can be viewed from two perspectives. It is believed to be a normal practice as employees expect a review of their performance, whereabouts and set objectives. On the other hand, extreme usage raises controversies. From the employeeâ €™s perspective While there is support for surveillance in some places of work, the magnitude and overall impact of such approaches on organizational management remains a major point of concern (Ball, 2010). It is true that workplace surveillance is important in productivity and asset management, keeping business secrets and guarding against legal liabilities. However, excessive and unnecessary surveillance has a wide range of effects on employees. The first concern is that surveillance heightens the risk of privacy compromise when a third party is allowed to handle employees’ private information. In some cases, employees may feel threatened especially when information about their physical whereabouts is exposed to their employers (Ball, 2010). Another argument against workplace surveillance is that it may lead to â€Å"functional creep†. (Ball, 2010).The reason behind this postulate is the fact that some surveillance technologies may reveal too much information th at could be unnecessary. In other words, it is possible to employ certain methods of employee monitoring and collect unintended information.Advertising We will write a custom research paper sample on Electronic Privacy in the Workplace specifically for you for only $16.05 $11/page Learn More In this regard, it is important for employers to avoid extending surveillance practices to such levels without seeking approval and consent of respective employees. This is quite essential especially in cases where the information being sought is to form a decision making basis like promotion and pay-rise (Ball, 2010). Additionally, the use of surveillance may lead to â€Å"faking† of behavior and character among employees. When a person discovers that he or she is being monitored, there is usually a higher tendency of behavior camouflage so as not to reveal what the â€Å"monitor† could be looking for. Depending on the nature of the surveillance techn ique, quantity versus quality of work done may be a point of concern among employees and the benefits of working as a team compared to individual efforts (Ball, 2010). This may breed â€Å"anticipatory conformity† as employees may become docile and less commitment to their tasks. Apart from these reasons, surveillance usually puts employer’s trust at risk especially when the process is not carried out in a participatory manner. Lastly, excessive surveillance may contribute to the emergence of behaviors and practices that were to be controlled. This is because employees tend to subvert these efforts through manipulation of the time and way of measuring surveillance boundaries. Some of these manipulative ways may include brief answers to customers, pretence and misleading customers by giving irrelevant and incorrect information. Furthermore, monitored call-center workers may conspire with other workers to generate required information (Ball, 2010). From the employer†™s perspective A common form of surveillance mentioned above is e-mail monitoring, which seems tiresome but effective to several employers. First, employers believe that monitoring of employees has full capacity to reduce legal liabilities in an organization. As a known effective and cheap way of communicating through the internet, e-mails offer an opportunity for employees to share messages which may be deemed as damaging to the employer or another third party (Snyder, 2010). In such cases, employers are held legally responsible for any form of damage that may arise from these e-mails.Advertising Looking for research paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More This risk can be avoided by monitoring various messages sent by employees to other people. An employer who fails to prevent such misconduct out of ignorance or lack of information is always liable for the incurred damages (Smith Tabak, 2009). Another view for workplace surveillance is that it allows a company to protect its assets. The first concern over company property is that some e-mails may undermine the intellectual property of a company and other assets that are not tangible. For instance, e-mail messaging may allow a customer to attach sensitive information about the firm, say, patenting information, pricing decisions, customer records, trading secretes and other sensitive information. It therefore suffices to mention that efforts by any firm to prevent the spread of such information are vital in safeguarding the interests of the company (Smith Tabak, 2009). Additionally, tracking of e-mails allows employers to manage effective use and application of several network resour ces. Due to bulky e-mails, certain network systems may be unable to handle the existing traffic. This monitoring therefore prevents overstressing of the company’s network by people who are unauthorized and add no value to the success of a firm. Moreover, virulent messages are common when e-mails are used to perform other duties apart from the known work. Apart from damaging computers, virulent messages and links also compromise the security of the firm. Since the available equipment was acquired to perform certain duties, it is important for employers to guard against any form of careless communication (Smith Tabak, 2009). Lastly, employers affirm that monitoring of employee emails promotes high productivity for any firm. It is believed that most employers take this step towards the prevention of loss of productivity perpetuated by excessive sending of e-mails (Smith Tabak, 2009). Even though email monitoring has the potential of adding value to ones business, analysts argu e that excessive motoring can promote the reverse process towards productivity. With the use of e-mails having become highly prolific, some employers limit e-mail accessibility among employees until their addresses are vetted and approved by the person in charge (Snyder, 2010). Potential solutions to the dilemma In finding a solution towards the dilemma which exists between employers and employees over workplace surveillance, it is important to double emphasize the fact that most of the negative effects enumerated by psychologists and other theorists focus on the manner in which the process is carried out. A balance between work and managers’ involvement in surveillance affects productivity in different ways. Additionally, organizational characteristics can determine the ultimate impact of implementing workplace surveillance strategies. Aspects of design generally tell the availability of choices to employees with regard to time and pace of assigned duties and responsibilitie s (Ball, 2010). Constant surveillance is considered more harmful to employees than intermittent approach. Furthermore, there has to be a correlation between the task and the surveillance technique being employed. As such, easy tasks require easy monitoring practices and vice versa. Group surveillance is also less stressful compared to cases where employees are monitored singly. Nevertheless, this has to be done by sensitive individuals who have a psychological concern over the impact of surveillance. Another important solution towards the dilemma is adopting a supervisory style and observing performance fluctuations. It has been found out that rating of employees based on monitored figures dictates the mind and future decisions made by employers. In other words, monitored results implant a negative attitude that later affects employers’ management skills (Ball, 2010). As a response towards negative employer attitude, most workers resort to resistance as the only option of ret aliating. It is therefore important for employers to be considerate and appreciate the fact that employees may want to mingle with those under constant surveillance. In making surveillance more acceptable and relevant, it has to be balanced with several factors that promote feedback like coaching and appraisal. Heavy workload done under surveillance generates low output as it results into stress and inability to achieve expected results (Ball, 2010). Additionally, punishment for those who perform below required standards may not always work in promoting performance potential of employees. Correction to committed mistakes is essential in ensuring that employees understand relevant steps other than daily monitoring. The monitoring criteria should also be well communicated to employees through training to allow them meet their set goals with a lot of ease. Employees should also be involved in the designing of monitoring systems. This makes them acceptable with the organization and prom tes the understanding of the need for monitored information together with how it is stored (Ball, 2010). Keeping the trust between employer and employee Trust is a very important ingredient in effective management at any given level of hierarchy. It therefore follows that lack of trust can be detrimental in an organization. In understanding the concept of trust, it is important to underscore the significance of establishing job-related relationships (Ball, 2010). In other words, trust stems from well nurtured relationships between employers and employees of a particular organization. Attaining set goals and objectives could be an uphill task if employers do not focus on establishing solid relationships that are well rooted on trust. Trust paves way for other progressive developments to take place in an organizational setup. There are factors which can affect employer-employee trust. For instance, most employees become suspicious in the wake of downsizing of an organization’s workforce. Since none of the employees could be sure of retaining their posts, many become suspicious about the management, resulting into loss of trust. Threats also contribute to this situation as employees end up feeling insecure working in a particular organization due to strained relationships. In the context of employee privacy, trust is a major point of concern. This is because surveillance has the capability of limiting the existence of trust between employees and employers in a given organization (Ball, 2010). How would an employee feel if he or she learned one morning that the boss was tracking his/her behavior and character? This would definitely result into mistrust and demoralization. As mentioned above, surveillance may send varying messages to different people including lack of trust. Based on the significance of trust in business management, no manager would be willing to nurture strained relationships with employees. Clarity of thought and communication have to domi nate in integrating employee privacy and trust. Monitoring has to be part of the process of strengthening good management relationships rocked on trust (Ball, 2010). By communicating the need of particular information, employees are able to relate with managers freely without the fear of being tracked. Through trust, employers can talk and learn common things about their employees without necessarily employing surveillance techniques. When employers are employed in the designing of a monitoring system, they become more confident to not only interact with colleagues but also with senior management. In general workplace monitoring can either maintain of â€Å"kill† the trust between employers and employees in an organization. Cases and rulings Ontario v. Quon This refers to a United States Supreme Court case revolving around the issue of right of privacy and its application to a government workplace that utilizes electronic communication gadgets (Harding, 2010). The appeal was filed by the city of Ontario which came from a Ninth Circuit verdict arguing that it had breached the provisions of the Fourth Amendment Act of the U.S constitution. It was noted that two police officers had been denied these rights when the city punished them after pager text messages were audited, revealing personal and sexually offensive information. However, the court ruled that the audit in question had been carried out within the context of work and therefore did not infringe the provisions of the 4th amendment that outlaws unreasonable searches and seizures by government officials or law enforcing agents (Harding, 2010). Jeff Quon, a police sergeant officer in Ontario, colleagues and the other people with whom they were found exchanging the messages with had gone ahead and sued the city and pager service providers arguing that the accused had violated both their rights embedded in the supreme law of the land together with an infringement on federal telecommunications laws tha t govern privacy. According to the defense team of the complainant, there had been an agreement between senior officers who had assured them that the text pager would not be put under scrutiny as long as the police officers paid back the fees for extra characters in every month (Harding, 2010). The case was decided based on the reasonableness of the audit, with Justice Anthony Kennedy noting that modern technology was under evolution and therefore he did not consider the implication of underlying issues in the case (Harding, 2010). This decision was however criticized by other justices who argued that the court had not honored the provisions of the 4th Amendment in its ruling. Quon’s decision was expected based on implications of issues that involve employee privacy. This left room for employers and employees to reevaluate parameters needed in workplace surveillance. It gave managers an opportunity to train employees regarding electronic sources and equipment in the context o f privacy rights (Harding, 2010). Employee privacy rights in social networks Social networks have become common in communication across the world. With the emergence of sites like Twitter, MySpace and Facebook among others, many people are at risk of exposing their information to unauthorized individuals. Besides this, there are privacy implications especially when online social networks are discussed in the context of workplace surveillance (Genova, 2009). Many employers have genuine business interests which make them monitor the use of the internet at work place. Among these reasons are: minimization of potential legal exposure, prevent loss of proprietary information and increase business productivity. However, there are numerous employers supporting termination, discipline and failure to hire as a result of employers being present on social networks. With regard to hiring, there are cases where employers have rejected certain candidates for hire based on online information. No f ederal law restricts employers from viewing employees’ private information online (Genova, 2009). Moreover, employers have no right to hack employees’ account to access protected information. Search of online private information is also unwise during hiring unless it is legitimate for the interests of the organization. The California law protects its citizens against privacy infringement of any nature. As a result, employers digging into employees’ privacy after working hours violate these rights and might be accused in a court of law for privacy infringement (Genova, 2009). Conclusion Employee privacy presents a wide range of fascinating issues which revolve around massive advancement in technology. With internet connection, access to private information of employees has become a major point of concern that has to be addressed. Nevertheless, in dealing with issues of surveillance and monitoring of employees, managers ought to be aware of its implications and de trimental effects it may have on the prosperity of a business. Although there could be legitimate reasons to monitor employees, this has to be done in the most acceptable and trusted way. Employees have to be involved in the designing of the monitoring system to enhance inclusivity and trust between employers and employers. References Ball, K. (2010). Workplace Surveillance: an overview. Labor History, 51(1), 87-106. Genova, G. (2009). No Place to play: Current employee privacy Rights in Social Networking Sites. Business Communication Quarterly, 97-103. Harding, J. (2010). City of ontario v. Quon: Electronic privacy in the Workplace. Newsletters, 112-117. Luragesi, N. (2010). Electronic Privacy in the workplace: Transparency and responsibility. International Review of Law, Computes Technology, 24(2), 163-173. Smith, W., Tabak, F. (2009). Monitoring Employee E-mails: Is there Any Room for Privacy? Academy of Management, 33-48. Snyder, J. (2010). E-mail Privacy in workplace. A bound ary Regulation Perspective. Journal of Business Communication, 47(3), 266-294. This research paper on Electronic Privacy in the Workplace was written and submitted by user Trey Love to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Essays on Plato and Aristotle part 2

Essays on Plato and Aristotle part 2 Essays on Plato and Aristotle part 2 Essays on Plato and Aristotle part 2Essays on Plato and Aristotle part  1Aristotle pays a great portion of attention towards studies of human soul, working out the structure of it. The basis is made with two elements: rational and irrational. Irrational element is the one shared with animals, whereas rational belongs to human beings. It is clear that people need to eat in order to survive in adulthood and to grow in the childhood, thus vegetative faculty belongs to irrational element. Organisms, which do not experience any problems in this relation are said to have nutritional virtue.   The role of the appetitive faculty is more sophisticated, it is responsible for human emotions and desires. This faculty is thus standing between rational and irrational segments; animals are able to experience emotions and desires and it makes it irrational. People in their turn are able not only to experience desires, but to control them with the help of common sense, which makes it rational as well. Exactly this ability to control desires is called morality or moral virtue. â€Å"Aristotle notes that there is a purely rational part of the soul, the calculative, which is responsible for the human ability to contemplate, reason logically, and formulate scientific principles. The mastery of these abilities is called intellectual virtue† (Ferguson, 1972). Aristotle investigated the source of the ability to control the desires and concluded that it comes from practice and learning. However, it is rather important to understand the degree of this control, because over – as well as insufficient control might become the sources of problems. The philosopher compares this process with physical training, when enough training does well to the sportsman and excess of psychical exercises would lead to physical collapse.The virtues, which regulate the desires, according to Aristotle, do not belong to either mental faculties or emotions; rather they are the traits of a char acter. In practice this theory might be applied as in the following example. All people experience fear in various life situations. They should do their best to develop the corresponding response to this feeling. If this response is too little – a person becomes coward; and on the contrary – if it is developed to an extreme – the reactions of such individual would be too rash and unexpected. An important thing here is that the needed rational quantity can not be calculated mathematically. He proves it with a simple example, if to take 200 apples   eating all of them would be too much for a person, at the same time eating zero apples – would be too little, but it doesn’t mean, that eating 100 apples is ok. It is necessary to study the concrete situation in order to conclude, where the needed mean is. Finding the mean between the two extremes is the most difficult task for any individual.The idea of morality is connected to the faculty of moral in sight. â€Å"The truly good person is at the same time a person of perfect insight, and a person of perfect insight is also perfectly good. Our idea of the ultimate end of moral action is developed through habitual experience, and this gradually frames itself out of particular perceptions† (Ferguson, 1972). Moral action is not simply the process of realization of it, neither a result of simple desire, which actually narrows all objects to two groups: those bringing pleasure and those bringing pain. If we are talking about morality, it should be stimulated by desire and controlled by understanding. All the choices, either with good or bad intentions are done with free will. Only those actions might be considered involuntary, which were taken because of other person’s pressure. The views of Aristotle on the notion of morality and the moral choices of people seem to be profound and many-sided. Most of his statements seem to be generally true to life and actual for todayâ €™s society and human beings as well.Aristotle underlined the close connection of politics and ethics, practically naming the politics the verification of ethics. Moral ideas in relation to politics were the same means for achievement of individual happiness, because human beings are in their nature social beings and exist in unions. Thus the smallest units are families, then come cities and finally states. â€Å"The state in fact is no mere local union for the prevention of wrong doing, and the convenience of exchange. It is also no mere institution for the protection of goods and property. It is a genuine moral organization for advancing the development of humans† (Ferguson, 1972). Talking about family relations, Aristotle mentioned the relations between parents and children, husbands and wives and masters and slaves. Slaves here are defined as alive property of their masters and slavery is considered by Aristotle as a kind of natural institution, with the corresponding subdivisions into slaves by nature and those, who became slaves after conquests and wars. Wealth is measured by the quantity of money, or better to say the possibilities to use it. Financial exchange between individuals started with bartering, which further developed into financial relations.If the notions of wealth and finance are more or less acceptable till nowadays, it is necessary to note, that the attitude towards slavery has been changed immensely. Modern societies do not accept any form of slavery and there was a long history for the whole mankind to achieve this goal.Overall, we have studied the general information about the famous philosopher and scientist – Aristotle; discussed his views upon ethics, politics, metaphysics and religion; compared his views to his teacher Plato, as well as commented on their actuality for the modern world and individuals.

Marketing Saturn Corporation in 1998 Essay Example | Topics and Well Written Essays - 1000 words

Marketing Saturn Corporation in 1998 - Essay Example The Saturn Corporation had to be in complete contact with the GM, since the GM planned to launch the big cars and decided to have a shift from small to mid-size cars, Saturn Corporation should have planned the similar and should have quit the idea of manufacturing the same old small cars. The reason that the strategy was not hard to implement is that the Saturn Corporation had previously been spotted number one in manufacturing small cars and because of that it had made some reputation and capital to cope well with the GM and this is exactly what GM had thought about the company. But it was not the part of the company's mission statement and therefore the immediate job of the Saturn Corporation was to convince the GM that further launching of any such cars can make the market more competitive and already there are big leaders like Toyota and Honda performing well in the market, the scheme can be a flop. Whereas if the GM keeps on manufacturing such small sized cars which are having l esser costs and are already competing Toyota and Honda, the GM and Saturn could both be in greater profitability. Further, the Saturn Corporation could have stated to GM that the target audience should be the younger generation who is not capable of buying expensive cars and therefore would buy smaller cars already being manufactured, further more the traffic is increasing day by day and therefore the demand of small cars would be even higher in the future and thus the company should keep on manufacturing such cars perhaps with greater innovation to attract all the classes of society. Since Saturn is losing its quality despite of a tough competition, Saturn should concentrate on quality, which would ultimately yield experience particularly in the situation where there are other competitors in the market. Only this way the Saturn can provide the parent company with a useful knowledge and technology. As mentioned earlier, Saturn Corporation should not get distracted with what is being offered to them by GM as they are here for gaining experience with perfection and they should consistently keep on trying providing the up to date information on past sales to the CEO and President or even the upper management at GM, this could really make the GM feel to keep on making small cars without hassles. We all know about the outcome, the GM made the mid-sized cars incorporation with Saturn which provided the fair business but due to some rivalry with Japanese firms, the company had to get back to manufacture small cars and this time turning their mid-sized cars into small cars again, such as Sedan, a coupe and station wagon. This situation would have been a lot better if GM had just eliminated the plants and downsized the organization yet not eliminated the manufacturing of small cars. The disturbance was created in this part of 1990s where they thought of making mid-sized cars.

U.S. and Texas Government Essay Example | Topics and Well Written Essays - 500 words

U.S. and Texas Government - Essay Example Who else might do it better? Developing issues and educating the public. This would be done better by non-partisan individuals in a government. 3. What is the SMSP (single member, single plurality) electoral rule? What is a common alternative to the SP (single plurality) part? Which rule sometimes requires a runoff? SMSP is the process of voting whereby the person who gets most votes wins. An alternative to it is the Multiple-winner and the rule that requires a run off is the SMSP. 4. What is a PR (proportional representation) electoral rule? Why would an SMPR (single member, proportional representation) electoral rule be a logical impossibility? It’s a voting method that uses quota system to ensure that each part wins with a given number of votes. It can’t represent all the voters. 5. It is important to understand why an SMSP electoral rule favors a two-party system. Why does this rule give incentive to third parties to join up with a major party? When a third party joins one of the two parties, it has more advantages than being solo. Most voters tend to associate themselves with the ruling party when making decisions to vote. c) Effect of communications technologies on both voters and candidates; voters are able to understand an individual’s agenda and a choice is made even before elections are held. Technology platforms have provided such information.