President Evo Morales, Bolivia And Bolivia

President Evo Morales, Bolivia And Bolivia
Since the Europeans first entered the Americas in the sixteenth century, indigenous groups have struggled to reclaim political and economic
power from the Europeans and their descendants. With the exception of Peru and Bolivia, many countries feature a percentage of less than
ten percent purely indigenous people, thus making circumstances unfavorable to create a political voice forceful enough to allow these native
groups the political prowess they need (World Development Index). Even in countries with a large percentage of indigenous people, the rise
to political power can be a slow process. However, in 2005, Bolivia elected their first president to office from native descent. As the United
Nations assesses the perverse situations within indigenous rises to political power, a pristine case to evaluate would be that of Bolivia. With
the election of Evo Morales, Bolivia began their empowerment of the indigenous population and encountered difficulties in providing
necessities such as education and economic assistance to bridge the gap in social and economic separations of opportunity between the
native and non–native populations.
President Evo Morales now lives in La Paz where he presides over the Bolivian government, but he was originally born to Aymaran parents
in the small village Isallawi in western Bolivia. His rise from working on his parents farmland to running his country began with his
participation in the cocalero unions and various activist groups for
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Chain Of Command In The Military
The Chain of Command in the Military and 2nd and 3rd order effects.
The chain of command is defined as "an official hierarchy of authority that dictates who is in charge of whom and of whom permission must
be asked."
There is a chain of command evident in multiple forms. There is a chain of command in households with parental figures and family
hierarchy, in every structured organization, within workplaces and largely in the military.
The military chain of command is in place to provide the control and the communication necessary to accomplish the mission. There are
multiple levels of organizations and each level is responsible for a lower level which are all accountable to each of the higher levels. There
must be loyalty within the chain to each level for the system to work properly. With devotion of loyalty to the hierarchy this can be an
extremely effective and efficient system for accomplishing tasks and keeping the chain of command informed. The goal is to solve problems,
and find answers at the lowest possible level, issuing orders downward and receiving clarification and resolving problems upward.
When a mission is in place there is a team effort in the chain of command to accomplish those tasks representing that mission. One example
is when a state is ready to deploy, they receive a notification of sourcing from National Guard Bureau. The task is brought to me by my chain
of command. I begin my process with notifying anyone in my immediate chain of command to

Causes And Effects Of Morale
4. OCCUPATIONAL LEVEL
The occupational level of the worker additionally impacts his level of morale. For instance, officials are overall more fulfilled than chiefs;
directors are more fulfilled than subordinates; and so forth.
5. EXPERIENCE
Morale tends to increase with increasing years of experience. But it may decrease after twenty years of experience particularly among people
who have not realized their job expectation.
MORALE
Morale is the capacity of a group's members to keep up faith in an establishment or objective, especially even with resistance or hardship.
Confidence is regularly referenced by specialist figures as a non specific esteem judgment of the determination, submission, and self–
restraint of a gathering entrusted with performing duties assigned by a predominant. As indicated ... Show more content on Helpwriting.net
...
The creation of an atmosphere in the organization conducive to the achievement of the enterprise
Morale is an indicator of the attitude of employees towards their jobs, superiors and the organization's environment. It is a collection of
employees‟ attitudes, feelings and sentiments towards these variables. Morale is a by–product of the group relationships in the organization.
It is a mental process, which, once started, permeates to the entire group creating a mood which results in the formation of a common
attitude.
THE EFFECTS OF MORALE
Since morale manifests itself in the attitudes of employees, it is important to find the results of high morale and low morale. The effects of
morale are given below:
MORALE AND PRODUCTIVITY
One of the most unpredictable effects of the level of spirit is its effect upon employees‟ efficiency. The reviews of the exploration thinks
about don't demonstrate an immediate connection amongst confidence and profitability. Profitability now and then is high with high morale,
yet at different circumstances might be low notwithstanding when resolve is high, and the other way around. There can be four combinations
of morale and

Employee Morale Project
1.1 INTRODUCTION In every organization, people are working within a suitable environment of attitudes. Each employee has attitudes that
range over the entire spectrum of human behavior. All managers have a constant concern for the morale of the group, which they lead.
However, considerable confusion prevails over the use of the term morale because of variation in defining characteristics of the term.
In certain cases job satisfaction and morale is considered as individual concern; in other cases job satisfaction is considered as individual
phenomenon and morale as group phenomenon. From one point of view, morale may be regarded essentially an individual matter. It's
described in terms of the feelings of an employee or ... Show more content on Helpwriting.net ...
Almost 33 % of its knitwear production and about 20% of its woven–garment production, both by volume, enters export markets. Overall
about 25 % of the volume of its garment production goes into export markets, leaving 75 % for domestic consumption.
The Industry covers over one lakh units and employs about 6 million workers, both directly and indirectly in almost equal proportion. The
indirect portion helps to sustain the direct production sector in the shape of items associated with the garment industry production including
sewing/embroidery thread, buttons, buckles, zippers, metal plates, cardboard sheets, plastic butterflies and packaging material.
Organized sector of the garment industry is roughly 20% of the total industry, concentrating chiefly on exports. These are usually limited
Companies while the rest are proprietary or partnership Companies. Geographically, men's garments are largely produced in western and
southern India while production of ladies garments predominates in North India. Eastern section of India specializes in children garments
where in fact, these took their birth.
Fiber–wise, 80% of the production is of cotton garments, 15% of synthetic/mixed garments and the rest of silk and wool garments. The
industry manufactures over a 100 different types of garments for men, women and children. These includes overcoats/raincoats, suits,
ensembles, jackets, dresses, skirts, trousers, shirts, blouses,

Patterson Operation Case Analysis
THE PATTERSON OPERATION
I. POINT OF VIEW
II. SYNOPSIS
Carrington Inc., a company that employs over 15,000 people, produces and distributes pharmaceuticals, proprietary drugs, cosmetics and
toiletries worldwide. The employees at its manufacturing and assembly operations are unionized and the company uses the time–saved bonus
plan (Halsey 50–50) as its' incentive system.
At Section 10, a section at its midsouth plant, where packages containing assortment of different products (called prepaks) were assembled,
the management faced problems of low productivity, low employee morale and high unit costs.
Section 10 is situated in a large building where working conditions were outstanding ––– very clean, well lighted and air ... Show more
content on Helpwriting.net ...
| |Employees are involved in the decision making |
| | |Informal management |
|Working Conditions / |Very clean, well lighted and air–conditioned work |Dark, poorly ventilated, not air conditioned and |
|Facility |area |inadequately heated |
| |Large building |Warehouse |
| |First class cafeteria |No cafeteria or food service |
|Location |Good neighborhood |Neighborhood of low–income housing and warehouses |
|Benefits |Time–saved bonus incentive plan |Time–saved bonus incentive plan |
| |Not a single employee earned bonus |Employees are receiving bonuses |
|Employee Profile / |Employees have low productivity, fail to meet work |Increased productivity, high morale, low grievance |
|Attitudes |standards, numerous grievances |rate, |
| |Job dissatisfied

The Best Maneuver Brigades
Three short years ago, the 4th ABCT was considered among the best maneuver brigades in FORSCOM. In all areas, the brigade shined.
Morale was high and it exerted a pull on the best and the brightest officers and non–commissioned officers. Leaders lead, Soldiers soldiered,
and a family atmosphere of support emanated within the brigade. The work ethic was strong. Competition amongst the battalions was
positively oriented toward the success of the brigade and there was frequent coordination among peers to share information, resources, and
lessons learned. Now, after a jaded Afghanistan deployment, it appears that the climate has shifted and the battalions are striving to make
themselves distinct from each other and the brigades rather ... Show more content on Helpwriting.net ...
However, the official record specified that a wide–ranging of findings required attention were incompatible communications systems,
insufficient personnel authorizations to allow sustained operations, training ramp–up for deployment focused on the wrong mission–essential
tasks, the deputy battalion commander's varied missions and the modular BCT structure created confusion, training challenges, and the
perception of a weak ABCT command staff. Currently, the brigade's favoritism, lack of leadership, inadequate equipment, sexual harassment
allegations, and growing trend in domestic abuse, DUI, and divorces are of major concern. Along with the excessive operational battle
rhythm that has caused the BCT's most optimistic officers and NCOs frustration and anger with the inability to make fundamental decisions,
discontent with the amount of time spent with families ', and discouraged at the continued chaotic tempo with no perceptible cohesion with
accomplishment or vision.
As the new leader, my first step is to create a transition plan by accessing the current state of the organization and by asking critical questions
and getting the answers from the best and most unbiased sources available. Numerous people assuming control of new leadership positions
or those with the background to guide them, do not thoroughly consider the changeover process. They

What is a Great Company?
What makes a great company to work for? Well everybody has their own perspective. It can be pay, shorter working hours and so on.
Whatever the elements are to making a great company to work for, these are the elements that will benefit both parties. The purpose of this
paper is to explain the benefits of these three elements. It will cover the elements such as welfare, communication and fun, that will make a
great company to work for and how these elements will affect the employees working for the company which in turn will affect the
company's productivity and moral level.
A company that provides welfare will keep morale high. This is because a company that gives out welfare frequently will play a part in
keeping morale level high and motivated. When morale level are high among the employees, employees will be more
productive(bailey,2013). Welfare can be in a form of monetary reward, health care subsidies, off or lesser working hours. However, if a
company does not provide welfare it will affect the employees causing their morale level to be low. When employees morale level are low it
will create pressure between co–workers to form(Melton,2011) and anti–social behaviour will start to form which will affect the company.
Low morale also affects the productivity output in a company. Thus having welfare in a company is beneficial.
Another element that makes a good company to work for is fun. When companies promote fun in the workplace environment, it helps to
boost

Carlos Evo Morales Aym The President Of Bolivia
Juan Evo Morales Ayma is the current president of Bolivia, elected on December 2005, and is running a third presidential term. He was born
into a small, rural home in poverty, but overcame that when he was maturing. He began to love leadership as an adolescent. As an adult, his
position as leader of coca–leaf farmers' unions allowed him to escalate his position to presidency. Evo Morales is a president with a rich
backstory, and should be considered an idol for people to admire.
Juan Evo Morales Ayma grew up in a poor Aymara family in Bolivia, who relied on farming and raising llamas and vicuñas –an animal
similar to the camel, prized for its wool– as income. He was one out of seven children, and just one of three that survived infancy. ... Show
more content on Helpwriting.net ...
His family was forced to move, and resettled in the Chapare region. He went to college at the Agrarian Humanistic Technical Institute of
Orinoca, attending all but the last year. In his twenties, Morales became a cocalero, or coca–leaf grower. Coca leaves are a key ingredient in
manufacturing cocaine. Coca in Bolivia is perfectly legal, as it was used by Aymaras and Quechuas as a appetite–queller when in a food
shortage, and for remedies to altitude sickness. The plant is also religiously important. When Morales was a coca leaf farmer, most of the
coca being exported from Bolivia was to the United States, for cocaine production. In 1985, Morales became a prominent figure in his local
farmers' union, dubbed San Francisco. He then rose to the top of an umbrella of six unions, which had all become more active in fighting US
government–led efforts to eradicate the coca plant, because of cocaine consumption back in the States. The coca unions allied to fight this,
because the only plant that would grow in Bolivia's environment was the coca plant. Morales led marches, met with officials from the
government, and became the target of harassment. He was also jailed for it. The coca unions and his childhood placed Morales into a
position for politics in the future.
As a prominent cocalero union leader, Morales was well known in Chapare. His leadership was an easy path to presidency, which he

Morale Survey
After I completed the morale survey in exercise 10–2, my results showed that I my level of morale is high (Manning & Curtis, n.d.). I am not
surprised by these results that I received. I enjoy my career as an active duty Soldier in the Tennessee Army National Guard. So far, I have
nothing to complain about. There are ten practical steps that leaders take keeps morale and performance high in the work group. Leaders
must be predictable, understanding, enthusiastic, the example, supportive, visit the employees, keep promises, praise generously, hold their
fire, and always be fair (Manning & Curtis, n.d.). Leaders utilize these steps into their daily work lives to ensure that the employees feel
better about doing their finest work and that their work makes a positive difference to themselves and to their organization (Manning &
Curtis, n.d.). Leaders should always be consistent with all of their daily decisions. Predictability increases the overall performance in the
workplace by causing the employees to work harder with the expectations that ... Show more content on Helpwriting.net ...
& Curtis, K. (n.d.). The Art of Leadership. 5th edition. McGraw Hill Education. 15–98. Retrieved from
https://www.betheluniversityonline.net/cps/default.aspx?SectionID=4868&tabid=154#3
Patel, S. (2015). 20 Creative Ways to Boost Employee Morale. Inc. Retrieved from http://www.inc.com/sujan–patel/20–creative–ways–to–
boost–employee–morale.html
Smith, M. (2015). 7 Ways Leaders Can Keep Their Promises (And The Trust) Of Employees. TLNT. Retrieved from
www.eremedia.com/tlnt/7–ways–leaders–can–keep–their–promises–and–the–trust–of–employees/
Stevenson, H. & Moldoveanu, M. (1995). The Power of Predictability. Harvard Business Review. Retrieved from
https://hbr.org/1995/07/the–power–of–predictability
Taylor, N. (2016). 5 Unique Ways to Raise Employee Morale. Business News Daily: Small Business Solutions and Innovation. Retrieved
from

Women in Combat Essay
Women in Front Line Combat
When it comes to combat assignments and the needs of the military, men take precedence over all other considerations, including career
prospects of female service members. Female military members have been encouraged to pursue opportunities and career enhancement
within the armed forces, which limit them only to the needs and good of the service due to women being not as "similarly situated" as their
male counterparts when it comes to strength or aggressiveness, and are not able to handle combat situations.
Women during wartime situations were so determined to participate in the defense of their country and their homes, they went from
performing the traditional duties of cooking, ... Show more content on Helpwriting.net ...
There were no established standards for measuring the strength and stamina of women, so women were being recruited for jobs that they
could not physically perform. Eventually the utilization of women proved to be ineffective and lowered morale.
During an interview with Major General Gene Deegan, the Commanding General at the Pariss Island Marine Corps Recruiting Depot.
Deegan stated to the Presidential Commissioners on Assignment of Women in the Armed Forces, "If I were to maintain the same intensity
for women in training as the male recruits, I would have a very difficult time recruiting any females"(Hoar 5). The physical capacity of men
and women can be measured by the physical tests military members are required to take annually. Men are required to do 38 push–ups, while
women have to do only 18. Men have to run 1.5 miles under 12 minutes, while women have an extra three minutes to complete the run. "The
human body composition favors men when it comes to strength, explosive power, speed and throwing abilities, all these contributes are from
Nathanson 3 their sizes, muscle

Increase Company Morale
Here is the proposal you requested on how to increase company morale and production. I have considered the production numbers as you
requested, and I have noticed, and you were correct around the start of November every year our production drops and then recovers to
normal level around March. This dip in production is something we cannot afford as a company. The problem seems to be, that as we reach
the winter months peoples morale drops an in turn their production drops as well. My thoughts on this is that the lack of engagement outside
of work because of the weather is negatively affecting the company. The solution seems that we need to encourage our employees to partake
in something that they can look forward to both in and out of work.

Cadet Leadership Model
6. Is there anything that you would like to add?
➢ Most people provided suggestions in this area that they perceived would make the Academy run smoothly.
"The Dean of Faculty is looking for a more traditional schedule. I did not attend the academy; however, the cadets have a very robust
schedule, military and fitness. Of these areas military and fitness is important. Let us minimize core classes, cadet are not allowed to use the
restroom during class," "When cadet leadership plans events it is difficult to work with family. Cadets choices affect PP life," "Pull PP party
in less directions and let us concentrate on taking care of the cadets," "Capture folks earlier and have them give feedback when they first get
here, have an anonymous suggestion ... Show more content on Helpwriting.net ...
The computer they pay for should be issued and not paid for. We should model after other universities. There should be separate living
conditions by classes so that they can interact with their class year and their developmental level. They all live together so there is no sense
of accountability. A merit–based promotion should be implemented for promotion and rank. The Personal Interpersonal Team Organizational
Model refers to the class year, however, not because you have made the next level it does not equate to responsibility. If a cadet wants to be a
squadron commander then the name should be thrown in the hat and the selection should be based on accomplishment. The Superintendent's
vision is ridiculous and it has taken two years to fix the Terrazzo. It should not be acceptable in any state or institution. The living quarters
should be changed. Why can't the living facilities be changed? An airman has more responsibility than a cadet, i.e. alcohol in the dorms.
Cadets should be able to have sex in the dorm. They need to be taught about gender relations. A lot of firsties have their own room and they
do it because they can't do it. Most

6 Principles Of Team Leading
Unit 6 Principles of Team Leading
LO 4 Understand the impact of change management within a team
Lewin developed a theory in the 1940's which is still entirely valid today. He identified 3 key stages in change – Unfreeze– Change –
refreeze. He likened this to a block of ice shaped as cube, in order to change it you must melt (unfreeze) it to make it ready for change, then
as water it can be re–moulded (changed) then you can solidify it (refreeze).
There are different types of change that an organisation can undergo and these include some of the more obvious ones such as a business
merger; a company takeover; or establishing a partnership. However other reasons for organisation change are an improvement (change) in
methods of working; relocation; ... Show more content on Helpwriting.net ...
This team will be the backbone to a successful implementation of change. They must be committed and be true leaders from across different
departments with a mix of strengths and expertise. They are also responsible for living out the vision and values which are vital in
determining the success. Key activities include making sure the structure of the organisation, its performance systems are in line with the
'change vision', supporting those who have difficulty with the change or who are resisting it and remove barriers quickly. By creating short
terms wins within the main goal there is a small tastes of victory which promotes positive support and boosts confidence in the change
progress.

The Effect Of Morale On Employee 's Job Attitudes And...
Title: The effect of morale on employee's job attitudes and emotions.
Thesis: Does the morale of employees in the company influence their job attitudes and emotions? If the employee morale is high, they would
have a positive attitude and productivity would increase or be stable. However, if the employees' morale is diminished or nonexistent, their
attitude and emotion towards work would be negative. By having a pessimistic attitude would signify that the employee morale is low.
Furthermore, this could potentially prohibit the productivity of the employee and damage their job attitude if no actions are taken.
I. Introduction
1. Describe what morale is and the significance of it.
2. Morale is the psychological state of an individual as expressed in self–confidence, enthusiasm, and loyalty to a cause or company.
(Merriam–Webster dictionary) The significance of morale in the work center is crucial; because it ties into the employee's attitude and
emotions
i. Morale is defined in multiple ways, but in the work environment morale is defined as "the degree to which an employee feels good about
his/her work and work environment". (Chungsup, Lee 2014)
II. Background
1. Newman Harrison (2006) states that job attitudes defined as desired contribution made to one's work role.
2. Morale intertwines with job attitudes and individual emotions, because morale is based on the workers emotions. If a worker is happy it
will most likely be that their morale would be high. However,

Ben and Jerry's Case Study
Q.1: Action recommendations: What should Yola Carlough do regarding political voice, employee morale, and product development?
Yola Carlough was the head of Social Mission in Ben and Jerry's, and she had to face many issues concerning the mission statement of the
company, such as political voice, employee morale and product development. It was hard for her to integrate the social beliefs of Ben and
Jerry's into the code of conduct of Unilever.
Employee Morale:
Prior to the acquisition, employees of Ben and Jerry's saw the company as a network of family and friends in which they were all fully
involved and integrated. Ben and Jerry's had a policy in which no one was fired. They developed a 2 year grace period with ... Show more
content on Helpwriting.net ...
It would not have made more sense to forge an alliance with Ben and Jerry's because both benefited more from the acquisition than they
would have from an alliance.
Firstly, Ben and Jerry's was developing and becoming more and more popular every day, and they were unable to satisfy demand due to
restricted production facilities. They needed larger facilities and more labor in order to increase production. Unilever were able to support
Ben and Jerry's distribution network, and to give them the ability to enter new markets. Ben and Jerry's had reached their highest point, and
so were unable to do this alone. An alliance would have been possible, but had an alliance been forged, it would not have been profitable
enough for Unilever, because it would not have made sense for Unilever to forge an alliance with a company who had already reached their
highest point. Therefore, in order to help Ben and Jerry's meet the demands of the market, and to restructure the manufacturing process, it
made more sense for Unilever to acquire Ben and Jerry's than to form an alliance with them.
Considering the sizes of the two companies, it would have been naïve and ignorant to forge an alliance. When forming alliances, it is
important that the two companies be similar in some ways, and size is an extremely important factor to consider. Unilever was a large

B R Richardson Timber Case Study
Summary
This case study is about B.R.Richardson Timber Products Corporation a lamination plant located in Papoose, Oregon. Part of the
management team determined that there was a need for change in the organization and decided to reach out to Jack Lawler a management
trainer and consultant for help. The issues which needed to be addressed were the low morale in the plant, the authoritative plant manager,
and the fact that there was a resent fatality in the plant. Bowman was in charge of industrial relations at the plant and felt that a motivation
course was needed.
Question
1. How would you assess Jack Lawler's entry and contracting process at B.R.Richardson? Would you have done anything differently?
I would say the entry and ... Show more content on Helpwriting.net ...
I would say the entry process was basically straight to the point in that he got a phone call during which time the possible organizational
problems were outlined. At the same time the contracting process was never definite. I would expect that Lawler would have stated his cost
in the letter as well as his terms and agreement if hired to do the job. The contract was not in writing it was verbal.
The only thing I would have done a bit differently was spend a considerable amount of time with the plant manager to try and get a grasp on
how his authoritative demeanor affects his staff. I would have also viewed the company records to find out what the turnover rate is like as
well as absenteeism and the lack of or presences of an incentive program. The reason why I would look for these measurements is because it
can make or bring down a company. With that being said, in my opinion Jack Lawler did an outstanding job with the manner in which he
gathered the information he needed to access the situation at the plant. It started with the proposal phone call from Mr. Bowman. During the
conversation Lawler took the time to inquire if the plant manager was supportive of the course idea. He then suggested that he should meet
with Bowman and Richardson at the plant. While there he got a rundown of the situation at the plant and he was also able to get a tour.
Lawler followed up his visit with a letter outlining his thoughts going forward. There was another visit six

Daniel Morales
I have known Daniel I. Morales since sophomore year of high school in 2010 and we first met after receiving and sharing our respective
Algebra 2 test scores. He has been a friend and focused individual with an inclination for achievement. Fortunately, we both attended UC
Irvine and became roommates the first year. Coupled with sharing the same academic interests in science and mathematics, Daniel entered as
a Biological Sciences major and myself as a Chemistry major. We both sought to pursue this challenge with all effort and determination.
Since I have shared a room with Daniel for a whole academic year, I have learned a lot from and about him. He is a dedicated and
disciplined individual who puts his school work first and deters procrastination. In addition, service to others is a key attribute shared by both
since a few days before midterms and finals, our room would be the center for assisting our fellow peers. We have always cooperated when
we took the same classes despite having different professors and in particular the Organic Chemistry series our second year. Daniel practiced
the ideal that higher–performing students tend to study earlier, ... Show more content on Helpwriting.net ...
We would chat about how he was focused as a child in being an automotive professional. Nevertheless, ambitions do change and he would
discuss that his car enthusiasm would serve as a hobby. Realizing that medicine is rapidly innovating, he felt compelled to be a part of it.
Daniel's enthusiasm and knowledge of automobiles parallels his aspiration and interest in studying the human body and ultimately reaching
his goal in becoming a medical doctor. He would sometimes point out that vehicular systems are analogous to the human body in numerous
ways. A couple of examples that I remember are how an engine's cooling system is similar to the body's circulatory system and how a
vehicle's thermostat mimics our active hypothalamus resulting in sweating and other ways of

Military Ethos In The Army Essay
According to Military 1 TD (2010), The Army ethos is based on the qualities portrayed by a great number of gallant warriors in Malaysian
history since the Malacca Sultanate, throughout World War II and the Emergency, and right up to the most recent UN missions. They
invariably exhibit magnificent warrior ethos of the Malaysian soldier, identifiable, yet unchallenged. Similarly, the following ethics will be
further nurtured, developed and drilled into all members of the Malaysian Army so that it remains a force to be reckoned with. These are
summarised as follow:
a. Belief in God. Belief in God is the main pillar of the Army ethos. This entails the highest submission of man to the supremacy of the
Creator. It is the belief that provides a sense ... Show more content on Helpwriting.net ...
Professionalism. Professionalism is the competency expected of a professional soldier. A soldier must be able to know what to do, when and
how with the least direction and supervision. It requires a right attitude, knowledge and the sum of all the above variables to become a
Malaysian soldier.
Riccio et al (2004), define military ethos as warrior ethos in the US Army were it will help to ensure that all soldier are prepare to engage the
enemy in close combat while serving as a part of a team flexible, adaptable, well–trained and well–equipped soldiers. In the pamphlet Royal
Airforce (2008) defines military ethos is the characteristic spirit of a culture or community.
Zainal Abidin (2013) said that military ethos can be address significance through Sistem Pemerintahan Rejimental (SPR) and 'Back to
Basics', will keep on being rehearsed by all individuals of the armed in fight back with a specific end goal to military morale sustainable. The
military ethos additionally will make an all encompassing human entirety where a mental, physical and spiritual is vital to human capital
arrangement. MA will proceed with its dedication to establish a 'Khairul Ummah' which can improve the battle readiness level to the ideal

Wartime Morale
Wartime Morale and Propaganda during WWII
Morale is the spine in your back, the lift to your chin, the song on your lips, the grit in your craw. Morale is the spirit that makes you say
defiantly "Is that so?" when you are told you aren't man or woman enough to do something – and makes you do it! Morale gives you the
heart to smile when the going is toughest; it gives you the spunk to wisecrack when the danger is greatest (Hunt 250). In the absence of a
credible positive ideology, motivation was always a problem; in return, this led to fluctuations in morale. Consequently, raising and
sustaining morale became all important, and morale itself developed into one of the unique obsessions of the Allies during the Second World
War (Fussell ... Show more content on Helpwriting.net ...
The use of propaganda acts as the offensive arm and converts people to behaving differently and having different beliefs. The educational
mean of this battle acts as the defensive arm and is used to build morale at home; however, it is also used to keep the people at home from
crossing bridges erected by enemy propagandists (Hunt 238). Since the Second World War, the use of psychological operations has come
into its own as an effective weapon system ("Psychological Operations"). Perhaps the most ambitious and spectacular cover and deception
operation of the Second World War was the effort of the Allies to convince the German high command that the upcoming Allied invasion of
Europe would occur across the beaches near the Pas de Calais, rather than the narrow sand strips and cliffs of Normandy nearly 100 hundred
miles away ("Psywar").
During the war America's most prevalent uses of propaganda were the deviation of rumors spread throughout the prisons and the dropping of
newspapers and leaflets over the enemy's land (Hunt 249). Rumors were crafted and carefully planted for the reason that the assumption of
the morale of soldiers in prison, obviously a timid, credulous lot, could be undermined if they heard authoritatively that their wives were
misbehaving at home; that no one there cared a whit about the misery they suffered; that the pay corps of their

The Effects Of Low Morale On The Levels Of Interest And...
Some of the indicators of low morale can include a loss of interest and enthusiasm, excessive absenteeism, excessive sick leaves, excessive
turnover, increase in accidents, increased number of complaints and grievances, negativism, noticeably less positive attitudes, to name a few.
Costs of Low Morale
The negatives costs of low morale can be astronomical and not fully realized by the organization. The Saratoga Institute suggests an
organizations average turnover costs a minimum of one year's salary and benefits to a maximum of two years of salary. Higher turnover
means significant recruitment and replaced costs will occur to the organization. So if the agency has a high turnover rate, you can see how
the low morale can easily affect the budgetary concerns of the agency.
A side effect of high turnover is having several officers with little to no experience in the field. This can cause a negative effect on other
officers not having trust in the new officers, which could make them less productive for the fear they will get into a situation that requires
immediate back–up and they don't know if the rookies can handle themselves. Another side effect of having a lot of new officers is the
likelihood of mistakes being made in the field. These mistakes could be from simply not getting all the information needed to effectively
solve a case all the way up to the improper use of force. These types of mistakes can lead to expensive lawsuits. Even if the officer acted
correctly,

Incident At Morales
Incident at Morales is a short video assigned by The National Institute for Engineering Ethics. As the video was played in the class, and also
by reviewing the script of it, it's about an engineer facing ethical problems while working on a chemical plant. Including, National Society of
Professional Engineers (NSPE) code of ethic for engineers. This paper identifies provisions of the code that have been violated by an
engineer. Moreover, codes that are chosen to relate to this fiction, drama ("Incident at Morales") is identified on underneath section, which
also clarify how they emerge to be violated. Fred was an engineer hired by the company to design a new plant to manufacture a paint
remover. The budgets of the design that Fred has been

Motivation And Morale During Times Of Change
Recently, my company has experienced massive change. The company has had around a 50 percent turnover in the last year. Included in that
turnover was everyone in the executive team, excluding the CEO. As our company struggles to handle new employees and a new vision,
motivation and morale seems to be decreasing. In this paper I plan to explore why motivation and morale tend to decrease during times of
change and investigate ways how a company can maintain high morale during massive change.
One of the main reasons motivation and morale tend to decrease during any type of change is because humans are naturally resistant to
change (Resistance to Change). People often tend to find a comfort zone in their jobs or company and are ... Show more content on
Helpwriting.net ...
While conflict may not actually be present in the change, if an employee perceives that it may be present this can affect their motivation and
morale. If the perceived conflict becomes part of the employee grapevine it could possibly start to affect other employee's morale. When a
conflict or perceived conflict enters the grapevine misinformation is often shared and the conflict may form into something that is not true.
While 75–95% of the grapevine is true, during time of change there may be only partial truths (Mishra, 1990). Managers should note that
many employees will speak about the conflict or perceived conflict through the grapevine, however, most will keep their feelings hidden
from management (Robbins & Judge, 2009)(book p.196–199). To prevent grapevine talk, employees should be told in advance why a change
is taking place and how they will be affected by it. This gives them time to process it and ask questions (Ferguson, 2004).
As the resistance to the perceived conflict of change grows employees attitudes may tend to become less positive and more negative. While
every employee's attitude is different, if low morale and resistance is allowed to continue to spread through the grapevine, many attitudes
may tend to be influenced by the negativity (Mishra, 1990). These attitudes may be cognitive, affective or behavioral. While many attitudes
may start off as cognitive with employees describing to each

Epic of Beowulf Essay
The Lead of Beowulf
Huy Ngo
Beowulf displays the qualities of a good leader that were mentioned in the speech given by Hrothgar. The speech speaking of the vices and
virtues of great political leaders contains many of the same qualities that Beowulf embodies. His boastfulness, generosity and kindness are
evidence that he is a good leader and provides for his people. Although the qualities he posses may not be the best–fit qualities of a common
man, they are admirable qualities of a strong leader.
Beowulf's high self–regard acts as a promise to his people. It is a promise saying that he will provide for them and he can keep his country in
order and away from harm. Because ... Show more content on Helpwriting.net ...
55).
Heremod pays no attention to the needs of his people. He inflicts pain and suffering upon them. The darkness and gloom are associating
Heremod to the Misery of the people. The Danes suffering falls upon the hands of Heremod. But Beowulf is nothing like this evil leader. The
Geats are content with his leadership and feel no need to rebel. They even grieve the death of Beowulf and mourn him. The Geats praise him
at his funeral showing that they valued his leadership.
Hearth companions praised there lost one name him the ablest of all world kings mildest of men and most compassionate most lithe to his
people most loving of praise. (Pg. 100)
The Geats preferred Beowulf to any other King so therefore revered him and praised him for his strong leadership. His strong foundation
created stability within the Kingdom and that was all the people needed in a time of chaos. This is in direct opposition to what Heremod
created and what he stood for.
Heremod's greediness is also an inappropriate quality to have among so many other whom required it. The Anglo Saxons are typically
rewarded for their duties in the field and their treasures help the morale of the country and unify the people more. Heremods lack of wealth
distribution breaks up his country and builds low morale for the people. "To his mind

Incident At Morales
According to the National Society of Professional Engineers Fundamental Canons, there are six different duties that all professional
engineers must stand by: to "hold paramount the safety, health, and welfare of the public, perform services only in areas of their competence,
issue public statements only in an objective and truthful manner, act for each employer or client as faithful agents or trustees, avoid deceptive
acts, and to conduct themselves honorably, responsibly, ethically, and lawfully so as to enhance the honor reputation, and usefulness of the
profession" (NSPE Code of Ethics for Engineers). In class, we watched the video Incident at Morales, a short story about Fred, a chemical
engineer who is hired to design a plant for Phaust, ... Show more content on Helpwriting.net ...
In order to do so, the company is producing a new type of paint remover to beat out the competition. The first ethical issue we see in the film
is the fact that the Phaust company decided to hire Fred, who had previously designed a plant for Chemitoil. While Fred had not signed a
non–disclosure agreement with Chemitoil, good engineering ethics tell us that we must "act for each employer or client as faithful agents or
trustees" (NSPE Code of Ethics for Engineers). A second issue arose when our characters debated the impact of their plant on the
environment. Fred wanted to line the evaporation ponds so that hazardous substances would not seep into the local groundwater. While many
of the other characters fought additional cost to hold to environmental regulations, Fred stood his ground to protect the local environment
from byproducts of the plant. Another critical issue seen in the short film had to do with the "inside connection" Lutz and Lutz, a control
company, had at Phaust. Due to this connection, the company had been buying more expensive controls exclusively from this company for
years. There were also many ethical issues seen in the purchase of parts for the Faust factory in Mexico. The the stress of a lower budget and
time constraint led Fred to buy cheaper pipes and connectors instead of those made of stainless steel or a high pressure alloy. These cheaper
connectors leaked almost immediately after a few runs in the factory and had to be replaced often due to wear and tear, placed wrongly under
"maintenance" costs instead of being taken care of properly in the first place. Finally, the last, and likely most problematic issue, is that
Manuel, a plant manager at Phaust, died on the job due to manually controlling the process at the plant. This is highly unethical, as
someone's life was put at stake when the job was originally supposed to be

Analysis Of The Poem ' Evo Morales '
If you would ask any Bolivian person, what does Bolivia mean to you? They all probably state: "Bolivia is our treasure!" And then they
might finish with the statement: "Viva Bolivia!" which means live Bolivia. But again, what does Bolivia mean to you? What makes Bolivian
so proud? Martín Sivak in his book: Evo Morales. The Extraordinary Rise of the First Indigenous President of Bolivia delivers a brief
biography of "the son of Bolivia" Evo Morales, who probably is the most important and fascinating political figure in Latin American in the
twenty–first century so far. It recognizes that Evo Morales' government is the most important political movement in modern Bolivia, and that
Evo Morales played a fundamental role in the establishment of ... Show more content on Helpwriting.net ...
Martín Sivak seeks to project a direct and straight forward perspective in his study of Evo, whom he knew quite well for some time. The
subtitle made me expect to read a kind of biography celebrating the advent of some holy man into Bolivia. But it is nothing like it. The text
does not approach the biography of a saint. On the contrary, the account is down to earth and Evo Morales ' description makes it seem like he
comes out of the book. The narrator appears to be a close acquaintance of the President and his text is all the more credible that most of it
pertains to events he personally attends or directly witnesses. His objective is to preserve a genuine image of Evo Morales, the real person,
not a fake image of the president, neither that of a saint of the poor in Bolivia (that in deep he is). The way how the book is made does not
relentlessly expose Evo 's flaws. Instead, it reports the details in a matter of fact way, warts and all.
Martín Sivak does not take any position on how present Evo Morales in his book while he is recording Evo Morales' life in his daily bases.
He recognizes Evo as a human being worry of his people rather than another political worry in his hands. Sivak acquires acknowledgment of
personal, national, political and economical matters of Morales and his administration by traveling with him. His administration focused on
the implementation of leftist

Onsite Childcare
BODY
The approach to the research on the topic of onsite childcare benefit is based on scientific findings. Using scholarly articles what were
peered reviewed, and analyzing the findings of experts within the field. In addition, a focus group was formed comprising of members of
both staff from the Rockville and the main campus. All levels and categories of staff were represented. The aim of the focus group is to
communicate with their category of workers and articulate their concerns as it relates to the establishment of an onsite childcare service. The
report also utilized documents, such as workers time clock records, to examine occurrences of tardiness and absences. In addition, exit
interviews were conducted on staff you left within ... Show more content on Helpwriting.net ...
An average onsite center required a minimum of 100 square feet of indoor play space and 75 square feet of outdoor play space per child.
McIntyre, L, (2000 p.7). He added that cost can be exorbitant, office space costing $50–$70 per square foot and construction cost can range
from $65 to $150 a square foot. There is also the cost of equipment and operation cost of $7,500 to $13,000 per child. Children hospital does
have one and, currently there is an annex building which the required square foot not in used at our main office. This space is ideal for use as
an onsite

Summary Of ' L ' S
L'euthanasie
Sujet amené : illégale dans plusieurs états, l'euthanasie active est une manière efficace qui fournit un environnement ainsi que des moyens
nécessaires pour qu'un patient se suicide à l'aide de son docteur. Le but principal de ce procès serait de permettre au malade de pouvoir
mettre fin à ses jours, au moment désiré sans avoir à endurer le mal physique ou moralement intolérable. Après plusieurs décennies de débats
sur le sujet, la légalisation de l'euthanasie s'est rependue à quelques endroits aux États–Unis et en Europe
Sujet posé : L'euthanasie devrait–elle être légalisée partout dans le monde? L'euthanasie devrait être légalisée, car celle–ci améliorerait la
qualité de nos vies, et elle promouvrait le droit de décider le sort de son corps. Sujet divisé : Il y a plusieurs raisons pour lesquelles nous
devrions débattre sur la légalisation de l'euthanasie. Entre autres, la souffrance que ressentira le patient durant une longue période de temps,
ainsi que le droit à la liberté de l'individu. Thèse : Personne ne devrait avoir à décider du sort d'un individu qui souffre, car la personne qui
est dans cette horrible position est la seule à endurer le mal. Le patient doit être libre de son corps et de son esprit. C'est donc lui qui doit
pouvoir décider de sa vie ou de sa mort. Qui sommes–nous pour juger la fin de vie d'une personne? Nous devons laisser vivre ceux qui le
veulent et ne pas laisser vivre ceux qui ne veulent pas seulement s'ils souffrent d'une

Downsizing Case Study
Introduction Carl, (2003) argued that, the recent economic crisis has led to an increased use of downsizing by corporations to manage costs.
In the case of high–technology workers, the direct cost of downsizing is so expensive because of employees' compensations and other
benefits. This type of compensation is typically comprised of some combination of the following: benefits payouts, costs of administrative–
processing amongst others. On the other hand indirect costs include law cases from affected employees, loss of productivity by employees'
low morale for survivors of downsizing and others. Griffin, (2002) opines that, there are many alternatives of downsizing the employees in
the organization. There are other ways of cutting the ... Show more content on Helpwriting.net ...
A company should have a method of informing the employees when they are earmarked for downsizing using a consistent communication
strategy. The role of human resource manager is to make sure that, employees facing downsizing should be treated with Outmost respect and
dignity similar to one offered to them when they were being welcomed in the employment. HR should also keep unfettered focus on
employees' job performance and use the layoff as an opportunity to get rid of poor performers. There should be consistent and steady
communication communications to affected employees, transparency and truthfulness. According to Casio, (2003) there are various steps
taken by the management to preserve the morale of the downsizing drive survivors. The company is expected to treat the departing
employees in a fair and humane manner. Miller, (2008) adds that those employees who survive the downsizing are exposed to signals which
provide a clue of how they are likely be treated when faced with such ordeal. How the organization treat to leaving employees have an
impact on those employment not affected in the company. In addition the company management might articulate a vision outlining the
advantages of downsizing. This will highly likely preserve the morale of the left employees. A number of studies focusing on relationship
between stress and downsizing have been conducted. Some organization reported that, laid off employees are

What Are The Advantages And Disadvantages Of Internal Hiring
Firstly, internal hiring can be better explained in the situation where an employer carries out staff's assessment to find out if among his or her
current staff there is one or a few who are adequately qualified or skilled to take on the job vacancies that need to be occupied. When a
company or a firm decides to engage in internal hiring, a current member of staff may be reallocated new roles by being offered an internal
transfer or a promotion. An internal promotion is a process where an employer recognizes by identification of staffs that display high
potential and are performing better than others (Bauer & Bender, 2004 p. 273). Ideally, job vacancies that are filled using internal promotions
are never made public hence other staffs don't get an opportunity to make applications. Strategies of internal hiring are used when firms
choose to give their employees promotions in the firm to take up vacancies positions or even new position in the organization. A good
number of organizations even make the employees aware on a possible vacancy in the organization by use of fliers, emails, or notice boards.
This form of hiring helps the organization retain employees who are talented with anticipation of future job promotions. Internal hiring has
both advantages and disadvantages as discussed below (Fernandez, & Abraham, 2011). Internal hiring has a considerable lower expenses and
costs to an organization as compared the long and expensive process of looking for new employees to be

Trust in Military Essay
TRUST IN THE MILITARY
What is one of the most important elements used in relation building in the military? Trust, personal growth from friendships becomes
challenging without the presents of this crucial element. Without trust, individual's confidence in all echelons of leadership and their
subordinates ability to complete missions would diminish a unit's morale and loyalty. Friendships are constructed over time through the
innuendo of mutual trust. Time is the only factor that gains trust and cannot be expected or granted to. There are plenty of circumstances
where the absence of trust was the misnomer for failure in relationships. We can place trust at the highest point in the pyramid of morals, but
how do ... Show more content on Helpwriting.net ...
The civilian populous security awareness increases when the military is present. When every soldier takes his oath to the Constitution, we as
soldiers accepted the responsibility to protect and serve the people. The United States entrusts soldiers with the power to use deadly force
while respecting the sanctity of life at the same time. Most people do not comprehend how vital trust is; it is at the same level as faith. The
absence of trust puts personal lives and jobs at risk. The Military places trust in the civilian population when they contract them to aid the
Soldiers on their daily task and building most of their weaponry, vehicles, ships and aircraft. All leadership should trust their subordinates
when executing a task. Ensuring Soldiers do their job while implementing military standards without supervision is fundamental.
Subordinates should trust us to make the sound judgments that will bring them home to their loved ones. Knowing that we can count on each
other brings the confidence we need to stay focused on the mission, increasing abilities to make right decisions in stressful situations where a
second can determine life or death on the battlefield. Learning how to let go could seemingly be one of the hardest skills to master. If leaders
don't trust their subordinates it can be interpreted as micro management, these leaders will do all the work. Leaving no room for their
subordinates to evolve, as leaders causing a negative

Rena’s Concept of Nation Building Based on Chavez and Morales
Ernst Renan's concept of nation is about a proposal that urges people to come together in order to have consciousness about the process of
building a nation and to forget about the differences in geography, language, race, and religion. He insists on telling that a nation is
composed of people's collaboration and agreements to stay together and be governed by mutual approval because they shared a common
past. Based on this concept, we can say that Hugo Chavez and Evo Morales were trying to build a nation by using history to unify the nation
and to challenge the notion of geography and in the case of Morales the language and race.
Nikolas Kozloff's Hugo Chavez: Oil, Politics, and the Challenge to the U.S express the concept of nation in ... Show more content on
Helpwriting.net ...
Similar to Chavez, Evo Morales contributed to the concept of geography as part of making a nation because Bolivia is divided into two races
groups: European and Indigenous. It was difficult for Evo to be able to unify Bolivia for being an Indigenous person. He can be seemed as
one of the men that Renan mentioned who are "healthy in mind and warm of heart" because he was creating a kind of moral conscience
based on the coca leaf which he defended to be a form of food supply for the poor. As well, he said that the growing of coca was a job for the
peasant community (based on the film Cocalero). In addition, we can see that the contact with the people by playing soccer games with the
local miners demonstrate the moral consciousness that he wanted to implement. The fact that Evo spoke demonstrated that the language as
Renan said need to be forget, even though, there was a great percent of people who spoke Quechua. He wanted to reach everybody by
speaking the primary language. Hugo Chavez and Evo Morales had similar and different contributions about Rena's concept of nation
building. Chavez supported the ideas that geography was important to unify and to have progress in the nation. While, Morales was
challenging this characteristic because Bolivia is a perfect example of how difficult is to govern when a nation is divided. Both Presidents
were fighting for agrarian reform and this made the poor to enforce the agenda of each president. They tried to reach everyone and to

Performance Eval
Write a paper describing how effective performance appraisals can increase employee performance.
This paper should include sections on the strategic advantages of performance appraisals,
Potential forms of bias within the appraisal system,
As well as how performance appraisals can contribute to the achievement of strategic objectives.
"How effective performance appraisals can increase employee performance"
"Performance appraisals can enhance employee performance as well as advance the mission and goals of an organization. There are many
advantages of performance appraisals if they are applied fairly, consistently and objectively. Performance appraisals not applied fairly can be
counterproductive and even destructive to ... Show more content on Helpwriting.net ...
On the other hand, poor performance, or mediocre performance may lead to negative appraisals and consequences, including job termination
or withholding of bonuses, awards, and promotions. Performance appraisals are a systemic means of ensuring quality of work performance,
and thus achieving the strategic objectives and advancing the goals of the organization. These performance appraisals, in order to be
effective, must be applied in a uniform, objective, fair and consistent manner over time. In addition, the expectations of the performance
appraisal must be clearly understood and agreed upon by the supervisor and the employee. Objectivity and fairness in the appraisal system
build trust in the organization as well as high morale among employees. Potential Forms of Bias Within the Appraisal System
There is a potential for bias with the appraisal system if the expectations of the appraisal are not understood or communicated clearly by the
supervisor and the employee. In addition, if the appraisal system is not used in a fair, consistent manner, from year to year, or from employee
to employee, this will lead to resentment between employees, low morale and decreased performance. All employees must be treated fairly
and equally in the appraisal process. Supervisors must use a uniform appraisal system and apply it consistently over time.
Any favoritism shown toward any employee or unfair treatment of an employee during the

High Morale And Low Morale
1. High Morale–High Productivity
High morale reflects a predisposition to be more productive if proper leadership is provided. This situation is likely to occur when employees
are motivated to achieve high performance standards through financial and non–financial rewards.
2. High Morale–Low Productivity
The situation arises when employees spend their time and energy in satisfying their personal objectives unrelated to the company's goals.
Faulty machinery, lack of training, ineffective supervision and restrictive norms of informal groups can also lead to low productivity on the
part of employees with high morale.
3. Low Morale–High Productivity
Low morale cannot result in high productivity for a long period. However, this situation can occur for a temporary period due to fear ...
Show more content on Helpwriting.net ...
It is not a flat out idea which can pass on a particular altering. Like the worked 'health', the word 'morale' without anyone else does not pass
on any great or negative significance. It must be qualified with the degree, as high morale or low morale. In this way, it is a relative idea. We
can just allude to the degrees of spirit. In this way, confidence is the level of excitement and readiness with which the individuals contribute
their endeavors towards the association objectives. On the off chance that the energy and ability to work of a gathering is high, we can state
resolve is high and the other way around. We can't state that there is resolve or nor spirit among the individual from a gathering. Along these
lines, spirit must be qualified like the word 'wellbeing'. Similarly as great wellbeing is fundamental for an individual, high confidence is
essential for an association. Resolve is dynamic in nature; Managers can't accomplish high confidence once and after that forget about it for
quite a long while. High spirit is to be manufactured and kept up by constant

Chicopee Public Schools Hr Assessment Essay
Chicopee Public Schools HR Assessment
Background
I have been working for Chicopee Public Schools for 2 years. I truly believe this is the best job I've ever had. The flexibility of my job is
what I love the most. The only interaction I've had with Human Resources was when I got hired and when I have questions about benefits.
We will dig deeper into my human resources department. We will explore issues involving retention, organizational growth, employee
morale, and workplace demographics. I will narrow these four areas down to one and discuss ways to fix the issues.
Target Crowd
I wanted to get an unbiased view of Chicopee Public School System's Human Resources department through the eyes of different workers. I
targeted workers from different departments. CPS has a unique organization structure. CPS has a central office, this is where I work on a day
to day basis. The central office could be considered the main hub for CPS. The public schools in Chicopee could be considered the sub
organizations. This is what made it difficult to find a target audience in my organization. For this reason, I only focused on employees in the
central office. My final decision was target two individuals from my human resources department, the Assistant for English Language
Learners and Teacher Support, and the Assistant for Curriculum. I felt these individuals would give me a 360–degree view on our human
resources department.
Surveys
I figured the best way to reach my targeted individuals was

Low Morale And Morale
1. High Morale–High Productivity
High morale reflects a predisposition to be more productive if proper leadership is provided. This situation is likely to occur when employees
are motivated to achieve high performance standards through financial and non–financial rewards.
2. High Morale–Low Productivity
The situation arises when employees spend their time and energy in satisfying their personal objectives unrelated to the company's goals.
Faulty machinery, lack of training, ineffective supervision and restrictive norms of informal groups can also lead to low productivity on the
part of employees with high morale.
3. Low Morale–High Productivity
Low morale cannot result in high productivity for a long period. However, this situation can ... Show more content on Helpwriting.net ...
It is a fundamental element of association achievement since it mirrors the mentalities and feelings of hierarchical individuals towards the
association, its targets and strategies. These mentalities and assessments to a great extent influence profitability and fulfillment of people.
Morale is the total fulfillment and person derivers frame his activity, his workgroup, his manager, his association and his environment.
High morale exists when employees' attitude is great towards their employments, their organization and their kindred specialists–positive to
the aggregate circumstance of the gathering and to the achievement and capacity of its destinations. Low assurance exists when state of mind
hinder the eagerness and capacity of the gathering to accomplish organization targets. In this manner, spirit of representatives ought to be
high to accomplish the authoritative goals productively and adequately. High morale reduces labor turnover, wastes and disharmony.
Employees with high morale like their jobs and co–operate fully with the management towards the achievement of goals of the organization.
It results from job satisfaction and greatest job enthusiasm. High morale is indeed a manifestation of the employees' strength, dependability,
pride, confidence and devotion. All these qualities of mind and character taken together create high morale among the

Culture: The Intangible Asset in a Company
CULTURE: THE INTANGIBLE ASSET
A company's soul is its personality, its culture, and the values by which it stands; derived from a company's core beliefs, this intangible asset
determines the effectiveness of strategies and the ability to achieve authenticity. Culture consists of group norms of behavior and the
underlying shared values that help keep those norms in place (Nelson, 2013). Defining and implementing desired norms of behavior requires
wisdom, time, and some intellectual curiosity and emotional investment to understand what motivates employees to perform consistently
well, even beyond expectations (Kotter, 2012). "Every company and team has its own identity––a soul waiting to be discovered and used to
unlock human energy and unleash new economic value" (Lapin, 2012). While one culture will not work for every company, successful
companies determine the desired culture, design, implement, and nurture it. Leaders must revisit their mission, and answer pertinent
questions: Why are we in this business and why is our company here? What is the higher purpose for which our organization has come into
being? The company's existence is no accident of circumstance; it is here to do something no other organization can do (Lapin, 2012). Every
company has a culture (Moberly, 2014). In today's generation, the archaic mission statements filled with lofty sounding declarations resonate
more like a press release than a passion filled vision inspired by a higher corporate

On-Site Childcare
BODY
The approach to the research on the topic of on–site childcare benefit bases its results on scientific findings. Using scholarly articles what
were peer reviewed, and analyzing the findings of experts within the field, while comparing the situation at our two locations. In addition,
we solicited the input of the workers with the formation of focus group comprising of members of both staffs from the Rockville and the
main campus. This group represented all levels and categories of staff. The aim of the focus group is to communicate with their category of
workers and articulate their concerns as it relates to the establishment of an on–site childcare service. The report also utilized documents,
such as workers time clock records, to ... Show more content on Helpwriting.net ...
Based on the findings from experts and our own independent research, it is the finding of this report that the provision of on–site childcare
service as an additional benefit to workers who qualifies would reduce the high level of absenteeism, tardiness, and the resulting low
productivity level. Companies that sponsor childcare program believe that their contribution significantly helps increase recruiting potential,
morale, productivity, and quality. This report recommends:
The provision of on–site childcare service to our Rockville and Main Campus within 1year
Offering childcare subsidies for those who cannot use the facility
Offering flexible work schedule to reduce the level of absenteeism and tardiness
The provision of designated lactation rooms for breastfeeding

The Four Types Of Organizational Cultures
An organizational culture is a system of shared beliefs and values that are establised to help motivate and coordinate employees in the
achievement of meeting the organization's goals (Kinicki, 2012, p.229). The four types of organizational cultures are: clan, adhocracy,
market, and hierarchy. By a company choosing what kind of culture and structure they will plan lays out the design of how an organization
will function which gives an the organizational identity, it facilitates collective commitment, promotes stability, and shapes the workplace
behavior by helping employees to understand the purpose and goals of the company, and how they intend to accomplish their goals (Kinicki,
2012). In creating an organizational culture, I am doing so, based on the clan culture because I feel that an organization can thrive in all
aspects when employees are in an environment that gives the sense of family, which in my opinion, also promotes cohesiveness (Rouse,
2014). With this, I am am employee–focused and prepared to mentor employer commitment, by ensuring that my employees receive the
necessary information when dealing with human resources, benefits, etc., and employee engagement, by making sure that the team members
are well equipped with whatever is needed to carry out job duties and also to give the the opportunity to work on a level that allows them to
conduct assignments efficiently while making sound decisions. This will allow the team members to collaborate and have input in

Gm 591 final course project
DECISION MAKING AND ITS EFFECT ON BUSINESS PROFICIENCY
GM591 LEADERSHIP AND ORGANIZATIONAL BEHAVIOR May 26th, 2012
TABLE OF CONTENTS
Introduction––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––
Page 3
Problem Statement––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––
Page 4
Literature Review––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––
Page 5
Analysis–––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––
Page 7
Suggestive ... Show more content on Helpwriting.net ...
The board of directors and top executives won't admit they are wrong, they didn't think they will lose and after ESI told them what they want
and Walgreens was still insisting that demands be met. They thought ESI was bluffing and after December 31st 2011, they dropped
Walgreens from their network services.
LITERATURE REVIEW
A Literature review was conducted to determine how alienating Walgreens from the ESI network has caused a major constraint on the payer,
patients, and employees. Each party used different strategy to keep their patients' in their network. Walgreens began putting signage out
encouraging consumers to talk to their insurance plans about excluding them from the network and for Medicare members to choose plans
that aren't run by Express Scripts. Walgreens also gave out a pamphlet about what happens when you remove them from the network. It goes
as follows:
Key Statement: Excluding Walgreens from a pharmacy network will result in little to no savings for most sponsors and patients, and in some
cases will raise costs, while causing significant patient disruption and risking gaps in care, and increasing administrative costs on plan
sponsors.
As part of this document, they are encouraging payers to consider directly contracting with them and/or creating a custom network (if their
PBM contracts allow for that).
They state that their costs are comparable to other retailers or

President Evo Morales, Bolivia And Bolivia

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