Barack Obama - Democratic Presidential Nomination Acceptance Speech free essay sample

How to Enhance Academic Performance with Time Management Essay Example

How to Enhance Academic Performance with Time Management Essay Example How to Enhance Academic Performance with Time Management Essay How to Enhance Academic Performance with Time Management Essay How to Enhance Academic Performance by Time Management Many students at colleges and universities around the world may find their academic experience very stressful as they are faced with several challenges. Meeting set deadlines for assignments, failing to prepare properly for coursework and examinations, and that overwhelming feeling of pressure when trying to achieve a good standing academic performance are Just a few (Macan 760). One potential coping strategy which can be implemented to efficiently help deal with these challenges and, as a result, improve on ones academic performance is Time Management. Prioritizing and scheduling ones workload are both effective time management practices which can increase productivity, alleviate or prevent stress and anxiety and ultimately help in enhancing a students overall academic performance. The concept of time management is generally defined in terms ofa collection of behavior that is deemed to facilitate productivity and lighten stress (Lay Schouwenburg, 1993). It is believed that effective and efficient time management strategies are necessary in order to increase intellectual performance (Campbell Svenson, 552) and are frequently suggested by academic assistance personnel and ectures as aids to enhance achievement for students. Every student during their academic period enrolls in courses which would all require them to complete specific tasks over time and by a certain time. The completion of these tasks can become even more complicated when having to do one or more, for multiple courses simultaneously and based on this increased workload it is harder for some students to meet deadlines. When this occurs, assignments can become a burden and the pressures of upcoming submission dates can cause little or no productivity at all. A riority list can therefore be implemented as a time management tool, for prioritizing course work based on importance, submission date and workload. Ronald T. Brown Ph. D, ABPP who is Professor of Public Health, Psychology and Pediatrics and is Dean of the College of Health Professions at Temple University suggests that students can break down these large and sometimes daunting tasks into smaller ones and by doing these smaller workable tasks on an efficient regular schedule they would avoid academic distress (87). In this way time can be appropriately allotted and dedicated o the start and completion of specific assignments which can ease students work flow allowing them to accomplish what needs to be done in a timely fashion. However, assignments are only half the battle, as students will still need time to put towards studying for course work exams and also final exams. Failing to allocate time to do this can arguably have a negative impact on a students academic performance as procrastination is common among all students and involves a deficient time management and study skills (17) as Social Psychologist, and Professor and Chair of the Psychology Department Dr. Brownlow explains. Too much time can be spent trying to complete assignments and too little time is spent preparing for tests. As one enough time to keep on track with their academic requirements. This is where hourly and daily scheduling can be used as a time management framework. According to Passer (24) it is essential to break down a 24 hour day so that a student can effectively decide how to assign his or her time so to keep up with his or her academic commitments. Scheduling similar to Prioritizing and creates a balance which allows students to effectively and efficiently complete assignments as students ay experience ongoing stress when they are striving to turn in quality homework and assignments on time. Stress can also manifest itself as test anxiety. Academic success is based on the ability to learn as students are required to consistently recall information that is processed both in the long-term and short term memory. Stress inhibits the brains function as a result of lack of sleep, pressure and anxiety. The Mayo Clinic describes time management as an essential factor in reducing stress students can reduce stress by prioritizing and scheduling assignments and work to prevent rushing to complete assignments or cramming for tests. Even for a student life cannot be all work and no play. Students personal life and school life often overlaps, assignments and study times compete with other activities and chores and it may be challenging and stressful to keep up with the demands of school life at college and university levels. Some students may even have other obligations such as employment. Therefore it is important that a student perfects and shapes his or her management skills creating a balance which allows them to effectively and efficiently complete assignments and prepare for exams leaving room for personal duties and recreation. In conclusion, time management skills such as prioritizing and scheduling create a balance which allows students to effectively and efficiently complete assignments and prepare for exams without any stress or anxiety. Students who perceive more control of their time have significantly better academic performance evaluations, greater work and life satisfaction and less stress when it comes to workloads Macane et al. and are so better equipped to gain academic success. Work cited Brown, R. T. 1991, Helping students confront and deal with stress and procrastination, Journal of College Student Psychotherapy, Vol. 6 No. 2, pp. . Brownlow, S. 2000, Putting off until tomorrow what is better done today: Academic procrastination as a function of motivation toward college work, Journal of Social Behavior and Personality, Vol. 15, No. 5 pp. 15-34. Campbell, R. L, Svenson, L. W. 1992, Perceived level of stress among university undergraduate students in Edmonton, Canada, Perceptual and Motor Ski lls, Vol. 75, NO. 2, pp. 552-554. Lay, C. H. , Schouwenburg, H. C. (1993). Trait procrastination, time management, and academic behavior. Journal of Social Behavior Personality, 84(4), 647-66 Macan, T. H. , Shahani, C. , Dipboye, R. L. , Phillips, A. P. (1990). Ce students time Educollegational Psychology, 82(4), 760-768. Misra, R. , McKean, M. (2000). COLLEGE STUDENTSACADEMIC STRESS AND ITS RELATION TO THEIR ANXIETY, TIME MANAGEMENT, AND LEISURE SATISFACTION. American Journal of Health Studies, 16(1), 41-51. Annotated Bibliography procrastination, Journal of College Student Psychotherapy, Vol. 6 No. 2, pp. 87. Ronald T. Brown, Ph. D. , ABPP is Professor of Public Health, Psychology and Pediatrics and is Dean of the College of Health Professions at Temple University. Dr. Brown is a diplomate in Clinical Health Psychology of the American Board of Professional Psychology, and is a Fellow of the American Psychological Association, the American Psychological Society, the Society of Behavioral Medicine, and the National Academy of Neuropsychology. Dr. Browns text offers a plethora of practical approaches to how one can cope with stress and procrastination which can affect a persons mood, conscientiousness, and extraversion and at the core is performance. behavior and Personality, Vol. 15, No. 5 pp. 15-17. Dr. Brownlow is Professor and Chair of the Psychology Department, who received her B. A. from the University of Massachusetts-Boston and her Ph. D. rom Brandeis University. A Social Psychologist, Dr. Brownlow maintains an active program of research, focusing primarily on how nonverbal behavior influences impressions of others. She and her students also study gender differences. Her research collaborations students result in yearly conference presentations and have produced several scholarly publications, all of which include students as authors. Several of her students recently have received regional and national recognition for their work. Dr. Brownlow encourages students to pursue their interests through a variety of research, practice and rojects, thus extending their classroom activities. Dr. Brownlow teaches Interpersonal Relations, History of Psychology, Social Psychology, and Industrial Psychology. This text explains how the process of University education evaluates the student constantly causing the reevaluation of self image, and how as the term progresses, stress rises with every paper and examination. Campbell suggests that stress is caused by this along with lack of time and self discipline, briefly noting that the personal commitments of students especially women had to be limited to reduce stress. Dr. Campbell received his M. D. om Ohio State University College of Medicine in 1949 and completed his residency in neurological surgery at the IU Medical Center in 1957 and has numerous publications in various medical Journals and has presented at major conferences in management: Correlations with academic performance and stress. Journal of Misra, R. , McKean, M. (2000). College Students Academic Stress amd its Relation to teir Anxiety, Time Management, and Leisu re. American Journal of Health Studies, 16(1), 41 _ 51. Passer. Michael W. , and Ronald E. Smith. Psychology: The Science of Mind and Behaviour. 3rd ed. Boston: McGraw-Hill, 2001 24-25

Research an anilyze an article that pertains my research proposa

Research an anilyze an that pertains my research proposa - Article Example The purpose was to answer questions about humor. These questions were: â€Å"How effective is humor in the foreign language classroom?†, â€Å"How are concepts of humor in the different cultural contexts learned by foreign language students?†, â€Å"What role do theories of humor play when studying the use of humor in the world language classroom?† (p. 400). The purpose of this article was to give information about the use of humor in the classroom and to answer these questions. The authors studied the research in â€Å"education, linguistics, and psychology† (p. 400) to answer the questions. Although the hypothesis was not written as a hypothesis, it was clear that the authors assumed that the use of humor in the classroom would be beneficial to both students and teachers. They also thought that some forms of humor could be easily identified and therefore they could create a profile of humor that could be used in any classroom. This was a directional hypothesis because the authors could use humor in the classroom in any way they wanted to see what would be the most effective. The authors clearly stated that research has not been done on the effects of humor in the classroom so they relied on journal articles about humor in general. They took articles from â€Å"education, linguistics, and psychology† (p. 400) in order to give them a broader idea of how humor would work in a foreign language classroom. They also went into classrooms and observed how humor was being used and the response that the teacher received from the students. The subjects involved were students and teachers in whole world classrooms. The authors relied heavily on their observations and the body of research that was already presented. The authors did not state how they arrived at the subjects. The authors set out to find ways to use humor in the foreign language classroom that would benefit all teachers

Assistant VP OF Development at Al-Saif Trading Agencies Company Assignment

Assistant VP OF Development at Al-Saif Trading Agencies Company - Assignment Example Achieving of the targets will ensure the guaranteed profitability of the company and that will enable the company to gain market dominance over its competitors (Den 2000). Al-saif Company is a company that intends to specialize in utensils that would suit households in Saudi. The company aims at developing local utensils that were used in the past by modernizing them without any form of deformation (Al-saif.biz) .The Company is one of the biggest retailers in the country and it has a reputation that is suitable for most of its suppliers. The company is also considered to have a financial position that is unique because of the independence and strength that exists in the administrative structures of the company. My plans and strategies My strategies will be aimed at adding more coordination in the administration department. I will also ensure that the customers are satisfied with our services and the suppliers are comfortable with the payment terms. I will also strive to ensure that t he staff of the company is properly coordinated to ensure increased efficiency and productivity (brandhouseadv.com). Strategies aimed at customers The customers are the most important assets to the business. The customers should be the first priority when the company is coming up with any strategy. I will liaise with the management of the company so that we can establish a 12-hour respond time. This strategy will ensure that we respond to the customer’s requirements before 12 hours. Therefore, the customers will not repeat calls to follow up on the progress of their requests. That will lead to customer satisfaction. Satisfaction is a critical thing that customers want from their suppliers (Buhler 2002). I will also request for the establishment of a feedback system in which the customers can give their feedbacks in regard to the services provided by the company and the way that they thing that the company can enhance its service provision. I will also recommend that the manag ement come up with classes on communication skills. The lessons on communication skills will ensure that the customers are properly attended to (Lamont 2003).The class will also enhance communication among the staff and that will ensure that company policies are perfectly communicated and executed and that will result in efficiency. Strategies aimed at the administration department I will ensure that there are policies that will ensure that the administrative department is properly streamlined. I will do that by ensuring that the files of the customers and suppliers are updated on a daily basis to avoid any instances of backlogs or wrong entries. Updating of the company files will ensure that the company has up to date records on the items that are demanded most and the items that are out of stock (Day 1994). The policy will ensure that there are no instances of stock outs in the business and stock out costs will not be incurred in the company. The administration department will als o be responsible in ensuring that that office supplies are available when they are required. Strategies directed towards suppliers Suppliers are another important part of the business. The suppliers of Al-Saif Company are from all over the world. That means that there should be effective communication between the company and the suppliers. My experience in working in different places will enable me coordinate with the suppliers who are from a

Unions Essay Example | Topics and Well Written Essays - 750 words

Unions - Essay Example They came together to fight for their fair share in the social, economic pie of the city. At that time, most of the people in New York did not own homes but most of them rented. This structure fostered politics were more collective in contrast to the dream of American where there was a need for suburban home ownership a move that promoted individualistic, conservative property paying tax outlook. In the post war there was preservation of rent control, which is an example, which showed how organized labor did shape the landscape of New York City. The federal government imposed rent regulation in most regions of the country, which marked the wartime. However, this was not achieved in New York City since the unions did lobby for the preservation of rent control in their state. After a persistent lobby by the trade unions to preserve rent control, there followed the development of rent clinics that were meant tot to educate workers on the rights. Without the help of labor unions, workers in New York City could not afford to stay in their homes, then or even now since they could not afford the rents in the area. Moreover, there was fighting against fare hikes at that time to fight for the rights of people who were being exploited since the majority of the working class did not own cars. In order for Mayor William O’Dwyer to raise fair in 1948, he had to overcome tremendous pressure from the workers unions at that time. They managed to transfer the mandate to increase bus fares from the municipal government to a New York City transit authority, which is more insulated in the year 1953. Social democracy in New York City was not all easy at the beginning. However, in 1942, the then mayor La Guardia did establish a city center that was involved with drama and music. This nonprofit making organization was working towards bringing n about affordable music to all residents of New

Theory of employability

Theory of employability Chapter 1 1. Introduction The theory of employability can be difficult to identify; there can be many factors that contribute to the idea of being employable. Little (2001) suggests, that it is a multi-dimensional concept, and there is a need to distinguish between the factors relevant to the job and preparation for work. Morley (2001) however states that employability is not just about students making deposits in a bank of skills, Knight (2001) further considers the notion of employability to be: â€Å"A synergic combination of personal qualities, skills of various kinds and subject understanding†. (Knight and Yorke. 2001) The understanding of employability can be seen to be more complicated than the emphasis that Dearing (1997) has placed on students personal qualities, which suggests less emphasis on these qualities and more on generic academic skills. However, it could be assumed that the individuals personal skills could have considerable bearing on a particular students success in the employability stakes. The jobs market is rapidly changing with new sectors emerging, changing the nature of work and the way employees perceive the workplace. Graduates will have to be flexible and have the personal capabilities to manage changing and challenging work situations. Employers are looking to recruit graduates who fit into the organisational culture and utilise their abilities and skills to transform the company by facilitating innovative teamwork. (Harvey et al., 1997) According to Yorke and Knight (2004b) employability is seen to be influenced, amongst other things by students self efficacy beliefs, students self-theories and personal qualities. They highlight that what is of critical importance is the extent to which students feel that they can â€Å"make a difference†. This, importantly, not only broadens the focus to include a wider range of attributes required to be successful within employment but also includes the attributes required to manage ones career development in ways that will sustain ones employability. Its important to identify the significance of self-efficacy in influencing career intentions since the level of self-belief which individuals have in their ability to be successful in the quest of a particular career is likely to control which path is chosen. Individuals will require higher levels of self-efficacy if they are to select a route which is perceived as difficult, challenging or non-traditional. According to Bandura (1997) self-efficacy beliefs are â€Å"beliefs in ones capabilities to organize and execute the courses of action required to produce given attainments†; indeed, â€Å"peoples level of motivation, affective states, and actions are based more on what they believe than on what is objectively true† (Bandura, 1997, p.3). The literature review will look in turn first at, the employability definition, second, employability and transferable skills, third, employability attributes and finally, personal and self-efficacy attributes 1.1 Methodology and methods 1.2 Aims of the research project The main aims of the research project are to: Provide an evaluative summary of the literature on employability (through the provision of a literature review) Present a picture of graduate employability to employers Explain how self-efficacy has a major influence in the graduates employability profile. Make recommendations for further research on graduate employability. 1.3 Personal aims include: Completion of the compulsory component for the award of an Honours degree in Business Management Preparation for employment 1.4 The objectives of the research project are to discover: Identification of the definition of employability. How graduate employability is viewed by employers and Government. The role of universities in graduates employability attributes. Higher education influences on student personality. Employers approaches in recruiting graduates. How self-efficacy contributes to employability. 1.5 Literature search and review Secondary data will be accessed through Library and Information Service using a selection of tertiary and secondary information sources such as Blackboard, commercial bibliographic databases and Internet search engines and directories. Sources accessed and retrieved will be used to write the literature review. 1.6 Source critique of secondary data The criteria for source critique are authenticity, time relation, independency, and tendency avoidance. Authenticitymeans that the source should be correct and not misleading. Timerelationmeans that the source should be up-to-date. However this does not mean that all old sources should be rejected, as these can include valuable information that is still useful. Independency and tendency avoidanceimply that sources for example should be impartial and objective. The above criteria have been considered to greatest possible extent throughout the work with this paper. To ensure authenticity, the use of original secondary sources will be used, by doing this there is minimal risk of misinterpretations and there is opportunity for the reader to look up and evaluate the original source. To ensure authenticity and high quality of sources only peer-reviewed and well cited sources have been used. There is however a few sources that are not frequently cited. These though have been included to bring interesting and broader aspects to this work. 1.7 Scope and limitations of the study The literature search will aim to be comprehensive; however restricted access to primary literature, for example due to the commercialisation of some of the material sought, will exclude consideration of some sources in the actual literature review. 1.8 Statement of the Problem Which employability skills are desired in todays local workplace for an entry-level applicant? There is a suggestion from some graduate recruiters that students are not prepared for work. However, through efforts from universities and government directives is it the case that employers and universities have not synchronised the expectancy of what makes a graduate employable? Determining what employers want and matching the needs with under-graduate courses can only be achieved if universities obtain the specific needs articulated by potential employers, and keep up with the changes that are taking place in todays workplace, and produce a graduate ready for the world of work. 1. 9 Delimitations The specific delimitations imposed on the study depict what issues the study dealswithand what issues it covers. It therefore can be argued that this study focuses on hypothetical, rather than on practical argument; the picture given of different aspects of the processes of employability will be somewhat limited in comparison to an empirical/practical study of issues of the same processes. A study with a purely theoretical focus will inevitably tend to simplify some aspects of process studied. However, in the process of more or less ignoring certain aspects that otherwise might have contributed to the over-all portrayal of a biased reality, other aspects can be examined, described and analysed with further rigidity. Chapter 2 2 Literature Review 2.1 Literature Review Introduction Defining employability is a difficult process; as Hillage and Pollard (1998) suggests, it is a term used in a selection of contexts with a variety of meanings and can lack clearness and accuracy as concept. This literature review is an attempt to analyse the concepts of employability in regards to UK graduates. And further exploring the affects, self-efficacy has on students ability to be successful in the workplace. 2.2 Employability Baruch (2001) suggests that individuals assume responsibility for their ongoing employability while employers provide opportunities for development. This simplistic view of employability is where individuals manage their careers across employment opportunities and organisations, who in turn offer employment as long as the person is needed. Hillage and Pollard (1998), however, see employability as being capable of getting and fulfilling work through the ability to be self sufficient within the labour market, to realise the potential through sustainable employment. Further, their finding from their report for the DFES for developing a framework for policy analysis on employability, found that employability is about having the capability to gain initial employment, maintain that employment and if necessary find new employment. Knight and Yorke (2003), however, define Employability as: â€Å"A set of achievements, understandings and personal attributes that make individuals more likely to gain employment and be successful in their chosen careers.† (Knight and Yorke, 2003) Employability of a graduate is the predilection of the graduate to show attributes that employers predict will be required for the future successful functioning of their organisation.(Harvey, 1997) He further suggests that graduates will need to be flexible due to the increasing number of short time contracts and part-time work in the work place.(Harvey, 2000) From the HEIs perspective, employability is about producing graduates who are capable and able, Williams and Owen (1997) state the most perceived graduate qualities are the ability to learn, intelligence, ideas and imagination and communication skills. Billing (2003) adds employers want employees who are â€Å"effective communicators, problem solvers and critical thinkers, and can work well within a team†. (Billing, 2003) To understand employability requires a consideration of the various component parts and the different ways in which it is described and evaluated, the generic transferable skills nurtured through university, through to competencies required for employment. This suggests that employability is likely to be less about nurturing attributes, techniques or experiences just to enable a student to get a job; it is about learning with less emphasis on ‘employ and more on ‘ability. The prominence is on developing critical and reflective skills, with a view to empowering and enhancing the learner. Employment is a by-product of this enabling process (Harvey, 2003; Lees, 2002; Knight and Yorke, 2002). Therefore if employability is defined as the ‘set of personal attributes acquired by the under-graduate as a result of their investment in higher education, then what are the attributes that make graduates employable? Much of the literature broadly defines employability attributes as: key, core, generic, personal transferable skills, work/employment related skills (Holmes 2001). However Lees (2002) suggests this imprecision makes it difficult to pinpoint exactly what is meant by the term ‘employability skills. It can be argued, it is where various employers needs and individuals attributes meet. 2.3 What are employability skills? Competencies such as ability, aptitude and qualities developed in context that can be applied to an occupation or career can be identified as employability skills. These competencies might develop employability skills as a result of the teaching and learning process in higher education or from work experience. Employers generally see a good degree as an essential entry requirement to any graduate position. It is widely accepted for graduates to be competitive in the labour market, which is seeing a massive reduction in recruitment numbers due to the economic situation; they need to have additional skills to complement their academic achievement. Surveys by AGR, an independent voice of UK-based graduate recruiters, highlighted the following deficiencies in employability skills: ‘Softer skills such as team-working, leadership and project management Awareness of their chosen industry sector; commercial awareness and business/organisation understanding. (AGR, 2007) AGR state that more than 70% of their members use competency-based selection methods. They further suggest that graduates lacking these qualities, or evidence that they have them, will find it more difficult to secure graduate jobs. It is seen as one of the toughest challenges for employers to recruit from an increasing number of graduates, with employers realising that the future of their organisation depends on the selection of the best candidates to add value. The CIPD reports that since the 1980s the number of students entering HE has significantly increased by more than double, but further states, that even with this increase employers still have difficulty in recruiting the types of employees they need. (Chartered Institute of Personnel and Development, 2007a, b, c) It is recognized that having a degree will no longer be enough to get a graduate job. There is evidence that graduate recruiters are looking beyond qualifications; they are looking for people with qualities to enable them to cope with the changing demands of the job in an uncertain and competitive world. Employability has been used as a performance indicator for higher education institutions (Smith et al, 2000) and represents a form of work specific (pro) active adaptability that consists of three dimensions: career identity, personal adaptability and social and human capital (Fugate et al, 2004). At the same time, Knight and Yorke (2004) have put forward the four broad and interlocking components of USEM account of employability: Understanding (of the subject discipline) Skilful practices in context Efficacy beliefs Meta-cognition Nabi (2003) says that employability is about graduates possessing an appropriate level of skills and attributes, and being able to use them to gain and remain in appropriate employment. From a human resource development view, employability is a concept that emerged through the 1990s along with a growing perception among employees that they cannot count on their employers for long-term employment. Employability is a promise to employees that they will have the skills to find new jobs quickly if their jobs end unexpectedly (Baruch, 2001). Prior to this, Harvey (2001) has defined employability in various ways from individual and institutional perspectives. Individual employability is defined as graduates being able to demonstrate the attributes to obtain jobs. Commonly, institutional employability relates to the employment rates of the university graduates. However, Harvey argued that employment outcomes of graduates are not an indicator of institutional employability. 2.4 Transferable Skills Amongst the numerous listings which identify the skills and attributes sought by employers, AGCAS Employability Briefing7(2003), suggests the most important are: â€Å"motivation and enthusiasm, interpersonal skills, team working, oral communication, flexibility and adaptability, initiative, productivity, problem solving, planning and organisation, managing own development and written communication†. (HEA, 2006) Atkins (1999) questions how transferable key skills are into employment contexts. Often, the skills most in demand by employers, as measured by the wide range of skills asked of future employees, are typically the least in supply, as measured by the skills, abilities, and competencies that university graduates bring to the job. Eraut (1994) sees transfer as a learning process in its own right, although this may be easier for skills in relation to objects, rather than the ‘softer skills of interacting with and managing people effectively. Brown (1999) believes that the learning development, and transferring the understanding of that learning, is most likely to be effective if the learning situation closely resembles the work place. Knight and Yorke (2000) suggest that for there to be a transfer of learning from one context to another, the learner needs to use that knowledge in a variety of different situations. From these comments, it would seem that practice in a number of contexts is fundamental for the development of employability skills and attributes. Dearing (1997) regarded key skills to consist of four components: communication, numeracy, information technology and learning how to learn. He further proposed that it was essential that these were developed at undergraduate level. The department for Education and Skills (DFES) adds teamwork and problem solving to this list. There are many different lists of key skills, although there is general agreement about the importance of communication, numeracy, teamwork, IT and problem solving (Dunne et al., 2000). These are considered to be generic skills as they represent skills that can be used to support study in any discipline. The possession of some key skills IT, numeracy, for example, will facilitate the acquisition of subject understanding (Yorke, 2001), as using IT for research will enable students to learn more about their discipline. 2.5 Personal Attributes There are many factors that cause organisations to change, but in this current economic downturn it seems the main problem is downsizing and redundancy, therefore the graduate will need to be equipped with the relevant skills and attributes to cope with a flexible and perhaps short term jobs market. Employers themselves want graduates who can quickly adapt to the organisational culture, and utilise their abilities and skills to facilitate innovative collaboration. (Harvey et al, 1997) The CBI (2008) highlights the importance employers place on the ‘softer skills that make people more employable. This means being a good team-worker, communicator and problem-solver is vital, and getting work experience goes a long way with a future employer. ‘Employability is having a set of skills, knowledge, understanding and personal attributes which make a person more likely to choose and secure occupations in which they can be satisfied and successful. (Dacre Pool Sewell, 2007) It is widely accepted that lifelong learning through acquiring new skills improves employability. However despite there being different concepts to analyse the make up of â€Å"employability†, the consensus of these is that there are three key qualities when assessing the employability of graduates: These are: 1) Job specific skills: reading, language, and numeric capacity, listening, written communication, oral presentation, global awareness, critical analysis, creativity and self-management. Lees (2002), Harvey (2001), Little (2001), Mason et al (2003). 2) Process skills: Problem solving, decision making, planning and delegating, understanding business and its commercial interests, prioritizing, team work, and negotiating. These skills are developed through work experience rather than through academia. 3) Personal qualities: AGR states that their research has shown that employers are looking for qualities that include â€Å"self-confidence, self-control, self- esteem, social skills, honesty, integrity, adaptability, flexibility, willingness to learn, emotional intelligence, stress tolerance, punctuality, efficiency and the ability to reflect.† These qualities are very much embedded with the personality type and shaped through life-experiences. Researchers have been seen to classify these qualities in various ways; the common denominator amongst them is that there is a distinction between core skills and soft skills, with soft skills being learned from different experiences. Martin (2007) states that: â€Å"Therefore, it is to be emphasized that an employer with employability focus is looking for an individual with potentials to be realized, rather than suitable skill sets.† (Martin, 1997) Further research from the UK government stated that: â€Å"Our higher education system is a great asset, both for individuals and the nation. The skills, creativity, and research developed through higher education are a major factor in our success in creating jobs and in our prosperity. Universities and colleges play a vital role in expanding opportunity and promoting social justice. The benefits of higher education for individuals are far-reaching. On average, graduates get better jobs and earn more that those without higher education.† (The Future of Higher Education White Paper. 2003, p4) The ‘Skills plus Project highlights and emphasises the importance of ‘personal qualities and their insertion into the model of employability, further stating how these can have a considerable bearing on student success. (Knight and Yorke, 2001, 2002, 2003; Yorke, 2001) From the work of Dweck (1999) and Bandura (1997), there is recognition of the two broad categories of self-belief: an individual/permanent/fixed belief, intelligence for example, that cannot be changed, and an incremental/variable/flexible belief that development is achievable and even likely. They further make assumptions that students with a fixed belief about their intelligence are likely to be discouraged by failure; this is derived from the belief that failure is a lack of intelligence. From this assumption it could be fair to say that these students may avoid more demanding work for fear of disappointment. On the contrary, students with a malleable self-belief are more likely to characterise failure to a lack of effort, and believe that poor performance should lead to further learning. ‘Hence, it is the learning that becomes a source of self-esteem. (Dweck1999. Bandura, 1997) A range of cognitive, social, emotional and behavioural sub-skills will not be enough on their own, but these skills will have to be integrated into the challenges faced. (Yorke, 2001) Therefore, perceived self-efficacy or capability will play an important role in career choice and personal development. This in turn is essential in the individuals employability. Personal qualities are also important in the acquirement of subject understanding and the improvement of skills. â€Å"A willingness to learn, often from mistakes, implies a preparedness to tolerate a degree of stress in order to achieve success† (Knight and Yorke, 2001; Yorke, 2001). The self-construct characteristic of self-confidence enables the individual to have a positive, realistic view of their selves or in situations they find themselves. This characteristic refers to the individuals expectation of their ability to achieve, an influential factor in ensuring personal potential is realised. (Stevens, 2005) This statement suggests that a person high in self-confidence has a pragmatic view of themselves and their abilities, which gives them resolution in their endeavours. According to Neill (2005), self-esteem and self-efficacy in combination is what constitute self-confidence. Neill (2005) defines self-esteem as a general feeling of self-worth or self-value. It is widely recognised that an individual with low self-esteem believes that they are insignificant or insufficient, while a person who has high self-esteem believes otherwise. Self-efficacy on the other hand is the belief in ones capacity to succeed at tasks. Self-efficacy according to Neill (2005) can be general or specific where general self-efficacy is belief in ones general capacity to handle tasks, and specific self-efficacy refers to beliefs about ones ability to perform specific tasks in certain things. Self-efficacy is also sometimes used to refer to situation specific self-confidence. From this, academic self-confidence can be viewed as self-efficacy. (Zimmerman, 1990) There is a close link between self-efficacy, self-confidence and self-esteem in providing the relationship between understanding, perception, skills, practice and personal attributes and employability. According to Bandura (1995, p. 2): â€Å"Perceived self-efficacy refers to beliefs in ones capabilities to organize and execute the course of action required to manage prospective situations. Efficacy beliefs influence how people think, feel, motivate themselves and act†. (Bandura, 1995) He further suggests that there are several sources of efficacy beliefs relevant to employability: Mastery experiences. Vicarious experiences provided by social models. Social persuasion. Mastery experiences occur when people are given the opportunity to try a particular task themselves, such as work experience. â€Å"Mastery experiences are the most effective way of creating a strong sense of self-efficacy, and so play a vital role within employability.† (Bandura, 1995) Vicarious learning occurs when learners decide, after viewing the actions of others, what types of actions will be effective or non-effective for their own performance of a task. The closer the others are in similarity to themselves, the more effective the experiences are. The attitudes and behaviours of other people or groups frequently change our own attitudes and behaviours. Conforming ones attitude and behaviour to a person or group who can exercise authority or to an influential power, is a sensible strategy for receiving further benefits as a basic social skill in general. Social persuasion occurs when people are convinced that they possess the capabilities needed to succeed in a particular activity. This encourages them to put in more effort and stay motivated in order to achieve success. . Bandura (1995, p. 17) further expands his discussion by saying that: â€Å"A major goal of formal education should be to equip students with the intellectual tools, efficacy beliefs, and intrinsic interests to educate themselves throughout their lifetime†. (Bandura, 1995) It can be presumed from Banduras work that by providing the opportunities for in learning of mastery experiences, vicarious experiences and social persuasion, and encouraging reflection on and evaluation of these experiences, self-efficacy can be increased. A graduate who believes they can do whatever is necessary is far more likely to gain a position and be successful in whatever occupations they choose than a graduate who does not have that self-belief. If self-efficacy is seen as an idea that one has the ability in a particular situation, then self-confidence could be seen as the way this is shown to the outside world. Self-confidence appears to be something that can be seen from a persons manner and behaviour. According to Goleman (1998, p. 68) people with self-confidence are able to present themselves with self-assurance and have â€Å"presence†. It has been suggested that self-confidence can be either a trait or something that is specific to certain situations. Norman and Hyland (2003) point out that if self-confidence is seen as a trait, which personality theorists suggest are relatively stable over time, then those who lack self-confidence would be unlikely to develop it through a learning activity. If, however, if it is viewed as a position specific concept, then it is possible for students to enhance their levels of self-confidence for any given situation. An increase in self-efficacy should be reflected by a boost in demonstrated self-confidence. As a sub-set of employability skills, Meta skills can enable the student to expand and exploit the ranges of other skills they have developed. There is an understanding that reflection is a key graduate skill that can contribute to employability, the belief that the employability of students will be enhanced by their ability to reflect on their own learning. Knight and Yorke (2003b) describe employability as being a blend of self confidence and of meta-cognition, which includes students ability to be reflective about their own progress. Chapter 3 3 Discussion 3.1 Define Employability? Personal attributes and attitudescan be connected to an individuals personality and educational background. According to Dench (1997) examples of attributes that are of great significance for employers are honesty, integrity, and reliability, generally fitting in, and playing the game. However, it is essential not to generalise since companies usually search for different attitudes and attributes. (Dench, 1997) Organisations generally put great effort into finding future employees with a personality profile that fit into the organisation, while others are more concerned with finding people with particular job experience skills. (Dench, 1995) Due to the economic climate and the need for employers to recruit the ‘right individuals for their organisations there has been a emphasis on personal attributes and skills. However, researchers have shown difficult to unifying a common vocabulary. Among the most common terms used are behavioural, generic, transferable, core and key skills. These skills give indications of an individuals behaviour and how the person could function in the workplace. However it is recognised that personal skills involve abilities regarding teamwork, problem solving, negotiation and communication. From the research literature it is argued whether or not that these attributes are taught or increased. There are arguments stating that skills are innate, while others claim it is a matter of training. Nevertheless, something that many researchers agree upon is that service is becoming increasingly important due to, for instance, customer demands, more knowledgeable customers, and increased quality che ck-ups. (Dench, 1997) Skills are perceived, analysed and measured differently by different people. Storey (2007) suggests â€Å"it is about individual attributes and capacities people have for performing certain activities†. 3.2 Who values transferable skills and qualities? The review of the available literature has shown that graduate employers are looking for graduates with a range of transferable skills: skills that can be demonstrated in selection processes. The research undertaken by Harvey et al. (1997, p. 63) to establish the values placed on skills in the world of work concluded that: â€Å"There are a large number of graduates looking for jobs and employers, as we have seen, no longer recruit simply on the basis of degree status. A degree might be necessary or desirable but employers are looking for a range of other attributes when employing and retaining graduates†. In the recruitment of graduates, the most common perceived graduate qualities are an ability to learn, intelligence, ideas and imagination, and good communication skills. The DfEE (1997, p. 2) endorses such standards and attitudes held by graduate recruiting organisations, and it further considers that national targets for education and training support its aim of improving the UKs international competitiveness by raising standards and attainment levels in education and training. To be part of a flexible and adaptable workforc

The Pediatric Sector Essay -- Health, Pharmaceutical, HIPAA

The Pediatric sector is one of the major economic contributors for health care industry (Slonim, LaFleur, Ahmed, & Joseph, 2003). The major cause of pediatric deaths is due to lack of interoperability among pediatric clinics. Medical errors are very common in pediatric departments. According to study by Kozer, Berkovitch, and Koren (2006) most of the drugs for children under age 12 are off-labeled and there is no standard dosing available. â€Å"Off-label use is a practice of prescribing pharmaceuticals for an unapproved indication† (Stanford, 2008). Some medications are adjusted according to body weight and nature of children. It is also very difficult to find medical reactions in children compared to older people. Some drugs referred by physicians needs to be diluted and doses needs to be calculated before they are given to children (Kozer, Berkovitch, & Koren, 2006). Calculation errors can end up in overdose of medicines, which can result in deaths (Kozer, Berkovitch, & Kor en). There are many reasons for the medical errors in health care industry. In year 2000, a study by IOM reported that there is economic loss from medical errors due to which health care industry was in a crisis (Kohn, 2000). It was found that even with the advancement of technological innovations health care is not utilizing technologies like electronic format of records. According to law set by US congress, President Bush declared that â€Å"every American should have an electronic medical record within 2014.† (Pear, 2007). The goal was to use technological innovation like Electronic health record system (EHR) across the country for all health care departments (Bush, 2004). With change in presidency the goal became more as a requirement. President Obama started intr... ...nt challenge faced by health care sector is the resistance to adopt newer technologies (Gupta & Murtaza, 2009). This is more common with major clinics and hospitals as they have to change the clinical workflows. Even if there are many benefits in using new technologies there are major challenges faced by the physicians, nurses and staff in redoing their workflow (Ilie, Slyke, Parikh, & Courtney, 2009). This study will be focusing on the pediatric departments with in the city of Chicago and analyzes the perceptions of using newer technologies in the work. Even if there are mandatory laws from government to move towards the EHR systems, the health care can push back with the challenges they will face when moving to a new technology. The study should also provide useful insights on how health care officials perceive the challenge of computerizing medical information.

The Chinese State Environmental Protection Agency

Case Study Report Introduction This case study report will explore the company Phase Separation Solutions (PS2) and identify the key problems and alternatives. An analysis and application of models will then be conducted. Specifically, the five models chosen consist of a PESTEL analysis, Porters Five Forces, a SWOT analysis, the VRIN model and the organisational configuration model. An evaluation of alternatives involving advantages and disadvantages for the alternatives are then investigated. Finally, a conclusion and recommendations are presented for PS2.Identification of Key Problems and Alternatives Within the case study there are a set of key problems and alternatives presented. The first problem deals with whether PS2 should enter the Chinese market. To investigate this further, economic problems, regulatory problems, and the problem of potential limited markets in Canada and North America may compel PS2 to internationalise. Declining economic markets and volatile industry prop ensity in Canada and North America display limited sustainable future revenues and weakening PCB-contaminated soil allocation.Regulatory issues prohibit PS2 from transporting soils from the US to Canada in addition to PCBs only providing PS2 with short term momentum as PCB treatment is a declining market in Canada. Currently, in the Canadian market there is a potential limit in regards to the amount of PCB-contaminated soil and unfavourable cost advantages which may require PS2 to look abroad in order to increase their business activities. These factors raise issues of constraints in PS2s existing markets (Canada and North America) which will cause assessment whether PS2 should internationalise into China.The second problem deals with which of the two opportunities should PS2 pursue. PS2 needs to weigh up the two options. Option one is a joint venture (JV) with Nanjing Institute of Environmental Sciences (NIES) in the remediation POP-contaminated soil while option two is a JV with Z houshan Nahai Solid Waste Central Disposal (Nahai) in oil recovery from oil sludge. Either none, option one, option two, or both need to assessed and then selected. Would it be feasible to pursue both? Assessments of internal capabilities would need to be undertaken, focusing on financials and costs to determine the possibility of pursuing both options.In order to undertake both options, PS2 has to assess the cost and benefits. The third problem deals with whether PS2 possess the required resources and capabilities to pursue an equity-based entry. An internal assessment of resources and capabilities will need to be undertaken to determine current capacity and any future resources and capabilities needed to expand. Additionally, determining the affect cooperative opportunities with NIES and Nahai in China would do to impact the metrics of PS2 and the flow-on impact on corporate resources and the organisational structure.The fourth problem deals with what ownership levels PS2 should a ssume for each option. Investigating both options and determining the percentage of ownership levels for both options (i. e. equal joint control, majority control or minority control) needs to be undertaken. Therefore contract negotiations with potential JV partners must suit PS2. Based on ownership levels, the fifth problem would be how PS2 would staff its Chinese operation(s) if they decide to pursue the opportunities in China.Organisational structures, systems, and staffing need to be considered when determining the JV and the collaboration of staff. The sixth problem could be that the Chinese market is still in an emerging stage which brings about issues of lagged development of industry in terms of research capabilities and techniques of treatment facilities even though the potential size of this market appears a decent size for small firms such as PS2. The seventh problem deals with competitors (i. e. BEV) who have been seeking opportunities for geographical diversification wh ich could saturate the market and put pressure on PS2.Competitor analysis and determination of future potential industry outcomes are needed to determine a long-term plan for PS2 to internationalise into China. Lastly, the modes of international involvement have previously been on a non-equity basis, in the form of equipment exporting, licensing and service contracts. The eighth problem is that PS2 has no experience in international expansion of an equity-based manner which could present unforeseen issues PS2 has not previously faced. Therefore determination of company capabilities to set-up operation systems to effectively implement an equity-based entry will require copious assessments.Analysis and Application of Models 1)PESTEL Model (macro analysis) PS2 is no stranger to international markets and is presented with the opportunity to enter the unfamiliar yet seemingly attractive Chinese market. An analysis of the Chinese market is necessary to determine the expansion viability. P ESTLE is a model which can provide comprehensive information about the macro-environment of the Chinese market and can help answer the problems of whether or not PS2 should enter the Chinese market and which option(s) to choose.Political Factors: The Chinese government has realised and reached a consensus on the importance of prioritising environmental protection beyond a â€Å"basic policy† of country agenda from 2009. The Chinese State Environmental Protection Agency spent $162. 5 billion on environmental protection in 2009 and the Chinese government strongly committed to the Stockholm Convention on Persistent Organic Pollutants, which meant the government needed to pay more attention and spend more money on environmental protection (Peng & Beamish, 2012, p. 9).Furthermore, in 2010, the Chinese government claimed that $3 billion would be invested to oil investigation and oil remediation from 2011 to 2016 (Peng & Beamish, 2012, p. 10). Economic Factors: In the past 30 years, economic development of China was rapid where the real GDP per capita rose from $220 in 1980 to $2,883 in 2010 and the annual growth rate was around 9% per annum (Peng & Beamish, 2012, p. 8). The huge economic development will provide many opportunities for companies to enter. The Chinese economic environmental is still at the early stage however it has great potential to grow.Social Factors: Environmental pollution has become a serious social issue facing the Chinese government due to its negative consequences on society’s health. Around 410,000 people die every year in China because of environmental pollution (Peng & Beamish, 2012, p. 9). Meanwhile, the number of protests related to environmental pollution increased with an annual rate of 29% in recent years (Peng & Beamish, 2012, p. 9). Technological Factors: China’s technological capabilities are not as developed as other nations and causing lags in potential growth.TDU technology is widely used in China’s POP market. Compared with TDU, PS2’s TPS technology has higher mobility. In China, the oil sludge industry is in its infancy so advanced technologies are needed to propel development. Environmental Factors: China is critically affected by environmental pollution with smog causing negative effects on worker attendance and productivity. Environmental pollution has placed a burden on the country’s medical system causing pressure on the government to solve the problem.Dumping of untreated oil sludge into pits or the fact that they were incinerated is also bad for the environment. Legal Factors: The government is on its way to addressing environmental pollution. On one hand, it takes measures to reduce pollution. On the other hand, regulations have been created in order to treat pollution properly such as the regulation to forbid the traditional way to deal with the oil sludge, which can be positive for PS2 to compete in the market. Overall, the PESTEL model analyses the ma cro-environment of China. Generally the environmental industry of China is attractive.On one hand, China has seen huge economic growth so that the country has the ability to spend money on environmental protection. On the other hand, the economic development was made at the cost of the environment and people in China have been negatively affected by the environmental pollution, which means it is necessary to take measures to protect the environment. Moreover, the technology of the environmental industry in China is not developed. To sum up, the macro-environment of China is positive for companies to enter with advanced echnologies. Both the POP industry and oil sludge industry are at the early stage with great potential, so the external factors are positive for PS2 to pursue both options and enter into the Chinese market. 2)Porters Five Forces Model (micro analysis) The treatment of POP and Industrial Sludge micro-industry analysis within China addresses the aspects which directly i nfluence PS2 and its competitive behaviour and responses. Porter’s Five Forces interact and determine an industry’s attractiveness and profit potential.One problem PS2 can review to gain a clear picture of whether they should enter the Chinese market in order to determine its viability and what forces offer potential attractiveness or barriers. Another problem PS2 can review is the competitive nature of the Chinese industry with potential opportunities or obstructions as well as varying competitor market saturation levels. Industry analysis will enable an overall assessment of the desirability to enter, difficulty to enter, and potential of the industry.Threat of New Entrants: Low threat of new entrants as there are high barriers to entry which would be difficult to overcome however regulatory changes are transforming industry operations. Both options would mean PS2 would have high start-up costs in conjunction with the JV as they would have high capital requirements f or allocation of site locations and treatment facilities as well as high fixed costs with the latest technology and transportation. The industry capabilities are specialised and require knowledge built through years of immersion in the industry.Legal barriers make entry more difficult to comply with environmental and legal policies which can restrict operations. Threat of Substitutes: Low threat of substitutes as there are no direct substitutes to the raw materials used in operations, such as POP contaminated soil and oil sludge. As both soil and oil are natural resources, the likelihood of substitutes are low however government pressures for preservation of environmental reserves means there are various substitute processes towards conversation of soil and oil which would be dependent on technology and cost advantages.The ability to switch between substitute processes is moderate however contracts with companies would limit the ability to switch as site locations grant permission t o treatment of the resource. Bargaining Power of Buyers: Low bargaining power of buyers as they have limited capacity to acquire or produce natural resources, such as clean soil and oil on their own. There are a multitude of buyers who would purchase large volumes of either soil or oil however they would lack the ability to influence the products as the technological processes are highly specialised and restricted to government policies.Buyers do however have the ability to switch between similar operational organisations if switching costs and contract negotiations enable such business transactions. Bargaining Power of Suppliers: Moderate-to-high bargaining power of suppliers as they are reliant on natural reserves that determine the allocation of such resources (soil and oil) to organisations. Governments and private organisations would need to give permission for site allocation as well as importation of resources to potential buyers which can be a rigorous and costly task.The sp eciality of the resource and finite nature makes the bargaining power strong within the Chinese market. There are also other suppliers, such as the companies that supply PS2 with materials for their technology and devices. These suppliers have a high bargaining power as it is assumed that only specialised companies can provide PS2 with the materials and equipment that they need. The Threat of Competitive Rivalry: Low-moderate threat of competitive rivalry as there are a few competitors in the market with various location sites, technological processes and operational capacity.The industry growth is immensely high with regulations and environmental outlooks encouraging preservation of natural resources (soil and oil) encouraging organisations to compete. There would be limited differentiation between resources however production and technological processes would ensure some differentiation enabling PS2 to apply such processes to deliver a competitive advantage in the Chinese market. Overall the POP and Industrial Sludge industry is moderately attractive as a majority of forces pose limited threats. The process systems between buyers nd suppliers are complex however power distribution is fairly un-proportionate. The high barriers could be concerning however once entered into the market, the threat of substitutes and competitive rivalry is limited. Addressing the problems, PS2 has the ability to enter the market as it is attractive and can compete and differentiate with other competitors with the assistance of a JV. PS2 has TPS technology which has the ability to provide the Chinese industry with a highly unique and differentiated competitive alternative especially as the market has the capability for such treatment processes. ) SWOT Analysis The SWOT analysis takes an overall approach to the strengths, weaknesses, opportunities and threats presented to PS2 in the case. Specifically, the SWOT analysis can review the problem of whether or not PS2 should enter the Chinese market, which of the two options they should select, the feasibility of pursuing both options, ownership levels, the problem of competitors wanting to enter the international arena, and the fact that the market was still at an emerging stage. Strengths: PS2 is no stranger to internationalisation into other markets with technology deployed in 14 countries in the past 15 years. -PS2 possesses internationally proven technology (TPS), the only one to be able to extract 90% of oil from industrial sludge (Peng & Beamish, 2012, p. 3). It is recognised as being world class for performance, reliability, mobility and its lack of harmful air emissions. -TPS technology can easily be deployed at fixed locations and has several advantages (stated in above point). -PS2 is well suited to the Nahai JV as they have global experience.Both owners have similar personalities and stories. A solid trust had already been developed and Nahai had solid assets with a wide range of permits already obtai ned. -The Government agency (NIES) has a degree of safety to it which reduces the risk of the project. They had extensive expertise and experience and had identified and inventoried 300+ sites in three provinces. This option also acted as a free advertising campaign for PS2. -Being an early entrant into the emerging market of remediation of POP-contaminated soil,PS2 would most likely enjoy first mover advantages. Weaknesses: -The oil recovery from oil sludge market was fragmented and the industry was still in its infancy. -The cost of both JV’s are expensive ($3 million each option). -For option one (POP-contaminated soils), the JV would need to design, engineer, manufacture and market TPS units in China for use in various regions of China. -There is no guarantee that option one will work as the JV would need to design, plan, launch and bid for, operate and participate in projects in China. Some competitors already have the rights to other regions of China which will make it harder for PS2 to gain permissions to other areas in China and cause competitive intensity in the industry. Opportunities: -The contaminated soil market has opened up significantly since regulations imposed by governments required more adequate processing of soil. -China was becoming more environmentally aware making protection a priority. Previously waste would be dumped, however now it can be treated with new regulations in some provinces. More sludge would be generated from increased oil imports which equates to more business for PS2. -Nahai was a leader in the area, possessed the only waste management processing permit in the area, and had an excellent infrastructure. -If option two goes ahead, it opens the doors up for other opportunities like consulting services and applying the technologies to other parts of China. Threats: -The main threat is the issue of the JV’s. Issues of control, management and staffing are present and could undermine PS2’s abilities. Conta minated soil sites were widely dispersed across the country. The soils would therefore need to be transported; however this is not easy due to their bulk. New laws and regulations were expected to ban the importation of waste containing POPs from province to province. Based on the SWOT analysis, it appears that the strengths and opportunities outweigh the weaknesses and threats. From the model, it looks certain that indeed PS2 should enter the Chinese market, and pursue both options as it is feasible to pursue both options.Entering the market would beat any competitor in entering the Chinese market and may even deter them, hence eliminating the problem of competition. The problem that the market was at an emerging state helped PS2 as it was in a growth stage and this seems likely to continue. Regarding ownership levels, there seems to be a good fit between the two groups who PS2 would enter the JV with, so this should not be much of a problem. 4) VRIN Model In order to determine whi ch option to pursue, or whether PS2 should choose to pursue both, the strategic capabilities and resources as a basis of competitive advantage must be explored.The internal capabilities will be examined, alongside the required resources and capabilities to pursue an equity-based entry. Furthermore, company capabilities to set-up operation systems to effectively implement an equity-based entry will be determined. Value: With the Chinese government understanding the current environmental concerns in their economy, a need for the protection of the environment was a priority for the government. Pollution was not only an issue, but posed a social issue to residents of the country.As a result, environmental protection became a â€Å"basic state policy† (Peng & Beamish, 2012, p. 9). Contaminated sites were randomly dispersed across China, and the mobility of PS2’s TPS technology provided them with a possible competitive advantage in this market. This ease of use across the va rious sites in China was not something offered by PS2’s competitors. Also, due to application of PS2’s technology regardless of the POPs to be treated, the opportunity in China could allow them to compete in a $725 million market (Peng & Beamish, 2012, p. 0). The technology PS2 possesses offers value to the company and an entry into China could extract extra value for PS2 based on favourable policy changes. Rarity: The history of the company, providing a management team with extensive knowledge of the industry, and the geographical experience possessed by these individuals provides PS2 with a supremely talented and knowledgeable workforce. With the president and CEO Paul Antle’s 25 years of experience behind him, his abilities to pursue projects have contributed to his many awards.He was recognised for his success as an entrepreneur, suggesting similar qualities to that of Nahai’s owner. This similarity, alongside an ability to direct and manage, provides PS2 with the advantage of identification with individuals and knowledgeable people to run such a project. Moreover, PS2 offered services on a â€Å"fee-for-service basis† creating a desirability surrounding their product and service Furthermore, their adoption of previous ways to raise capital, such as the Capital Pool Company program, and their insight into becoming a public company suggest that PS2 has been a strategic player in their ambition to create funds.All this confirms that the resources and capabilities that PS2 possesses are rare and hard to find in other companies within the industry. Inimitability: The TPS technology differed to that of its competitors. It produced safe soil with an 85% decrease in volume that could be returned to the environment. The TPS process not only enabled the recovery of oil and other hydrocarbons for reuse or resale, but also generated its own fuel source to fire the system. Compared with incineration and land filling, TPS technology p roduced no harmful air emissions and no land and water pollutants.And finally, compared with incineration, the TPS process produces significantly fewer greenhouse gas emissions. The environmental benefits presented by this technology dealt with the current environmental concerns facing the Chinese government (Peng & Beamish, 2012, p. 3). This makes the TPS technology hard to imitate by any other competitor as there is no other technology that can match its superiority. Non-substitutability: There are always risks of competitors entering the market, but not necessarily substituting PS2’s technology with the same. Rather, competitors may enter the market and look to potentially enhance PS2’s technology.The driving force behind PS2’s technology is the development of a technology that allows for the protection of the environment (p. 6). This technology may only be substituted by the use of incineration or landfills, and if substituted, to the detriment of the enviro nment (p. 6). These forms of substitution do not create the same outcome as that of PS2’s TPS technology. The VRIN model explores the resources and capabilities currently possessed by PS2. Option one allows PS2 to enter a somewhat new market in China, allowing NIES to act as an agent for PS2’s technology.Option one presents a lower level of risk for PS2, but in doing so, results in a lower level of return, contrary to option two. Option two allows a certain level of identification between the management team of Nahai, and PS2’s current management team. This, alongside Nahai’s tangible resources, may present an attractive venture for PS2. Either option presents PS2 as a new, and highly competitive, entrant in the Chinese market. Therefore, the VRIN model confirms that PS2 may have a sustainable competitive advantage and should therefore enter the Chinese market.Both options look suitable. PS2 currently has the required resources and capabilities to pursue an equity-based entry. 5) Organisational Configuration Model The organisational configuration model looks at six main elements in organisations and can be applied to PS2. Specifically, this model can review the problem of whether or not PS2 should enter the Chinese market, which of the two (if not both) options that they should select and whether PS2 possess the required resources and capabilities to pursue an equity-based entry.Leadership: Paul Antle is the CEO of PS2 and leads a team of employees who all possess skills and abilities around the TPS technology. Nahai’s owner had a similar personality to Antle and was also an entrepreneur. They both identified with each other from the beginning, so there is definitely a match in regards to the leaders and their ways of thinking. They had a solid trust based on this. The NIES had made the first call to PS2 about their technology (based on the State Environmental Protection Agency of China) so it is accepted that the leaders som ehow matched and got along well.Vision & Strategy: PS2s strategy wanted to involve international geographic diversification to propel it to not just a domestic player, but an international one. This would at the same time improve their growth potential. Since both these opportunities were international expansions, it suited the strategy of PS2 and there was a match. Their vision was to become an international player and expand in more areas on new terms (equity basis) and these options to enter into China allowed them to do just that. Formal structures: Antle as CEO leads his team of employees.Among these employees there are certain positions held such as marketing manager, operations manager and R&D manager. PS2 has a fairly rigid and hierarchical structure where certain people report to others above them. However, due to the small number of staff, there are quite frequently vertical hierarchical jumps and everyone interacts with each other. Technology: The Thermal Phase Separation (TPS) technology that PS2 possesses is an internationally proven technology which is the only one to be able to extract 90% of oil from industrial sludge (Peng & Beamish, 2012, p. 3).It is recognised as being world class for performance in regards to its reliability, mobility and its lack of harmful air emissions. It has been internationally proven and produces safe oil, enables the recovery of oil which can then be reused or resold. The technology produced no harmful air emissions, no land and water pollutants, and fewer green house gas emissions. This would be appreciated by the Chinese and their government in regards to recent policy changes and environmental protection developments. Processes: At PS2, there exist several processes that act in harmony to accomplish tasks and achieve goals effectively and efficiently.There are processes that deal with inputs and outputs such as information, people and materials. There are also processes formed around customer service and after sa les service for existing customers, new product development, order fulfilment as well as things like decision making and resource allocation. These could all be successfully employed in China. Informal structures: As mentioned above, although the hierarchical structure exists and is respected by all employees, informal structures are present. These informal structures don’t cause conflict as primarily it is the formal structure that employees follow.However, the CEO and management understand that sometimes it is easier to work with informal structures and that friendship groups work better with one another. For this reason, these structures exist and are granted by management to continue operating. This also leads to a higher motivated workforce. Based on the organisational configuration model that looks at six main elements of PS2, it appears that PS2 should enter the Chinese market as the leaders have good fit, the vision and strategy align with moving into global markets, and the technology is sufficient in regards to China’s new environmental standards.Both options look suitable to be pursued. From the model, it appears that PS2 possess the required resources and capabilities to pursue an equity-based entry and therefore should enter the market. Evaluation of Alternatives Option 1: Remediation of POP-Contaminated Soil Some advantages of option 1 include: -The total amount of high-density PCB waste was about 50,000 tons, a decent proportion of the low-density waste which was calculated to be 500,000 tons – this was three times the amount of the Canadian PCB market (Peng & Beamish, 2012, p. 9). If the government improved its measures to protect the environment, the number of POPs in China would rise (currently a $470 million and the potential to be a $725 million market) (Peng & Beamish, 2012, p. 10). -The TPS technology differed to that of its competitors – the TPS process was able to produce safe soil with an 85% decrease in vol ume which could be returned to the environment (Peng & Beamish, 2012, p. 3). The TPS process not only enabled the recovery of oil and other hydrocarbons for reuse or resale, but also generated its own fuel generated its own fuel source to fire the system. Compared with incineration, the TPS process would produce less greenhouse gas emissions. -Compared with the TDU unit (the current technology from a competitor), PS2’s TPS technological unit had higher mobility, which would be attractive to the Chinese market because there were numerous small contaminated sites in China. -PS2 would cooperate with NIES. NIES was a government agency so the risk of this project would be reduced significantly. NIES had extensive expertise and experience and had identified more than 300 sites in three provinces. This also acted as a free advertising campaign for PS2. Being an early entrant into the emerging market of remediation of POP-contaminated soil, PS2 would most likely enjoy the first move advantages. -PS2 was involved in conducting market research with the Chinese government over the past one-and-a-half years, which meant PS2 had already gained experience cooperating with the Chinese government. The experience would be helpful if PS2 entered the Chinese market. Some disadvantages of option 1 include: -The JV would need to design, engineer, manufacture and market the TPS units in China for use in various parts of China.There is no guarantee that this option will work as the JV would need to design, plan, launch and bid for, operate and participate in projects in China. -The JV would need an investment of about $3,000,000, which is a large investment for a company the size of PS2. Option 1 is attractive because the positive factors outweigh the negative factors for PS2. The Chinese market is huge and has great potential. Furthermore, PS2 has a competitive advantage to compete in the industry of remediation of POP-contaminated soils.However, there are some risks that PS 2 needs to take into account such as the big initial investment. Option 2: Oil Recovery from Oil Sludge Some advantages of option 2 include: -Chinese oil sludge industry is large with treatment of 6. 1 million tons with Zhoushan’s facilities located close to costal oil terminals such as Aoshan Oil Terminal which is China’s largest oil transhipment base (Peng & Beamish, 2012, p. 13). -New regulations in Chinese market is encouraging organisations not to dump but rather enforcing proper treatment to respond to environmental issues. Cooperation with Zhoushan Nahai Solid Waste Central Disposal Co. Ltd. (Nahai) in Zhejiang means PS2 would be in partnership with the largest and only permitted solid waste management system in the area of Zhoushan. -Nahai had become a â€Å"leader in the management of hazardous waste and oil sludge in the Zhoushan area† (Peng & Beamish, 2012, p. 13) therefore providing more tangible resources such as an oil storage facility, a waste oil recovery facility, bilge water treatment process and a solid waste destruction facility. The JV would expose PS2 to a greater window of opportunity through the capability of processing from 10,000 to up to 100,000 tonnes of oily sludge per year (Peng & Beamish, 2012, p. 13). -The ability to leverage off PS2’s international management teams experience through development opportunities of processing oil sludge recovery into other regions of China. -The internationally recognised TPS technology provided by PS2 addresses the environmental concerns of the Chinese government, and thus, partnering with Nahai will present this JV as the preferred vendor for oil sludge recovery systems. PS2 is well suited to Nahai as they have global experience, similar personalities, he is an experienced entrepreneur and they identify with each other. Some disadvantages of option 2 include: -The permit for waste management held by Nahai is only limited to the Zhoushan area. While this area may conta in a large potential of oil sludge remediation, gaining rights in other areas of China may pose an issue. -Some competitors already have the rights to other regions of China, thus gaining these permissions to other areas in China may be a drawback and saturate the industry. As Nahai is a privately owned company, and PS2 is a public company, the provisions between the two are not definite. This JV, as with any JV between a public and private company may present a lack of accountability and blur the distinctions with regards to risk, performance and funding. -The Chinese oil sludge industry is still in its infancy and is very fragmented due to various oil sludge generation locations making it difficult to expand operations into other regions. -The JV would need an investment of about $3,000,000, which a large investment for a company the size of PS2.When determining whether PS2 should enter into a JV with Nahai it is important to explore both the advantages and disadvantages that exis t. While there may be some disadvantages present, there are also advantages for PS2 to enter into a JVwith Nahai that will allow for the international growth and expansion of PS2. While it may not allow for the exploration of other suitable industries, such as research into rural environments, it does provide PS2 with substantial financial gain should they consider entering into this JV with Nahai.Recommendations and Conclusions Based on the above evaluation of alternatives, it appears that for both option one and option two, the advantages clearly outweigh the disadvantages. However, taking a closer look at both options, it appears option one has the same amount of advantages as option two but at the same time option one has far less disadvantages than option two. From this, it could be concluded that option one is perhaps better than option two in regards to which option PS2 should choose.Therefore option one is the better opportunity on face value however this is not to say that option two is not viable as the analysis illustrates both provide high potential future prosperous outcomes for PS2. It is therefore recommended that PS2 enter both option one and option two, but at different times and stages. It is recommended that PS2 pursue and enter option one, the remediation of POP-contaminated soil first and foremost. The only negatives for pursuing this option is firstly the cost, which is a price of doing business and will need to be undertaken no matter how or where PS2 expands internationally.The next negative is that there is no guarantee that the JV will work, as PS2 has to do extra work such as bidding, planning, launching, operating and participating. Therefore an element of risk does exist, but the advantages and potential return outweigh this risk. The advantages consist of large amounts of PCB waste present, the fact that the TPS technology was different to any other company including its use (such as a higher mobility) and the environmental protec tion is enforced. Nevertheless, this does not mean that PS2 should not pursue the second option of oil recovery from oil sludge.Some of the major disadvantages deal with limited permits and areas where PS2 can use its technology, the fact that other competitors have the right to other regions of China, and possibly the problem of conflictions between the JV agreements as PS2 and Nahai are private and public respectively. There are though, more advantages than disadvantages, and stronger ones as well. For example, PS2 would be exposed to a greater opportunity, Nahai has a strong reputation and possesses the only permits in the area in question, the large oil sludge industry and the fact that both PS2 and Nahai had similar founders with similar personalities.From the evaluation of alternatives, option one is preferred, but option two still appears viable. Therefore, it is recommended the corporate level strategy is to enter into option one and be monitored based on the above conclusio ns. Entering both options at the same time is unrealistic and would bear financial strain on PS2. It seems a more strategic move would be to pursue option one and monitor it in terms of its financial performance – return on equity and return on investment as well as its success. If it is successful and some of the expenses are recuperated, this could be used for potential enter into option two.Therefore, it is recommended that an entry into option two is followed by the entry of option one at a later stage (based on the assessment outcomes of option one). If however option one is a failure and there is no return on the $3 million, option two will not be pursued. Further, it is also recommended that PS2 embark on a new operational level strategy of hiring additional employees and expanding resources required to increase the probability of any entrance into China ending in a successful move for PS2.It is expected that any move into China will require a collaboration of resource s with the JV and further employees to cope with the increase in activities and make sure the entry runs smoothly. The increase and hiring of new staff should specifically involve potential employees who have some cross-cultural experience and perhaps even some business experience within China. Reference Peng, G. Z. , 2012, ‘Phase Separation Solutions (PS2): The China Question’, Richard Ivey School of Business, The University of Western Ontario, p. 1-18

Gender equality

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