The Effects of Violent Video Games on Children Essay

The Effects of Violent Video Games on Children - Essay Example This has many negative impacts on the person which is uncovered; paying little mind to age. One of the parts of the negative impact a lot of time spent playing rough computer games has been appeared to impact contrarily upon a scope of medical problems inside such gatherings. Despite the fact that the negative wellbeing influences have been a subject of much ongoing conversation, the communicated motivation behind this exploration investigation will be to draw a degree of surmising upon the manner by which viciousness spoke to inside computer games influences the brains, standpoint, brain science, and world-see understanding of the pre-adult review crowd. Likewise, it will be the express reason for this concise examination to stand firm concerning the effects that computer game savagery has upon the young people of the current period just as try to infer a degree of culpability with respect to the activities taken by teenagers that have been impacted by brutality in computer games. I t is the expectation of this writer that by giving a factious article key components of examination from a wide range of sources that the peruser will have the option to reach a progressively educated resolution with respect to the general effects that computer game savagery manages upon young people and upon society all in all. In spite of the fact that savagery has consistently been a discernable and noticeable piece of the human experience, the multiplication of brutality in computer games has given a change in perspective in the way that the investor, to be specific teenagers, draw in with a comprehension of this portrayal inside the truth of culture and amusement that such a medium speaks to. Eventually, the extension and level of the brutality that is spoken to alongside the expanded all out survey/playing hours that young people inside society are drawing in with implies that the level and degree to which this savagery is spoken to has expanded exponentially after some time. Nonetheless, before diving further into the idea of brutality and its impact as spoke to inside computer games, it is critical to qualify that paying little mind such that viciousness inside media could have on the individual, it can't and ought not be accused for all surviving savagery that exists because of the way that brutality and its portrayal inside human culture has far originated before the principal show of TV or computer games when all is said in done. To put it plainly, this exponential development makes a one of a kind dynamic with respect to generally speaking effect and request that whatever hypothesis which is utilized to characterize this is completely insightful and mindful of the exponential size of viciousness which is being talked about. One of the most significant parts of the impacts of the media on the juvenile brain is the manner by which it causes a level of presentation and acknowledgment of fierce activities as a sensible and anticipated methods for compr omise. Numerous examinations have investigated the blast of outrage and animosity gives that have been spoken to of late and made persuading connections and equals to the degree to which the portrayal of viciousness inside media, and explicitly computer games, have added to the ascent in the commonness of these issues. Notwithstanding, paying little heed to the specific investigation that has been dissected, most creators and scientists have concurred that kids and pre-adult presentation to viciousness has an essential impact in a definitive articulation of brutal conduct; or at any rate coordinates a comprehension among the investor that savage articulation is a satisfactory methods for strife

Death Penalty6 essays

Demise Penalty6 articles In national news today, a dark man from southern Texas was killed today. He was fiercely beaten and than roped to the rear of a get and hauled to his demise. This isnt very phenomenal to hear in todays news and in the event that anything I believe that we have become numb and gotten use to hearing things of this nature. I dont feel that violations are getting increasingly grim, yet it seems that they are getting progressively visit. Whichever way whether they are getting increasingly visit there is no remedy for the issue. There have been a lot of talks in the ongoing presidential discussions about capital punishment, and numerous conversations of George Bushes extravagant for it and by and large I simply need to concur. As I would see it in the event that you are strong and fearless enough to take someones life than you ought to be intense and courageous enough to surrender your own. To the individuals who remain against it I inquire as to Why? For certain its a strict issue, I have heard the expression, Well, nobody has the privilege to play god. Which is fine if that is the thing that you accept and there is nothing amiss with that, yet by and by I dont become tied up with the entire religion thing, I am not a blessed man, I have discovered nothing in my short 18 years here on this planet to demonstrate to me there is a divine being. I have seen no proof and Im not one of visually impaired confidence, which is what should have, however that is a completely unique subject. Others state, Well, a guilt less man could be murdered. The manner in which our administration works there are a lot of advances before the man is executed that on the off chance that he was honest Im sure that he could get off, the chances of that incident appear to be thin. In any case, it might be conceivable that capital punishment might be going off course, presently this is only a hypothesis that I have. Street pharmacists for instance are out on the road beginning posse wars and fundamentally going around and shooting one another. Th ... <!

PROJECT MANAGEMENT Essay Example | Topics and Well Written Essays - 3000 words - 1

Undertaking MANAGEMENT - Essay Example This requires a ‘leader’ to be designated for the transitory group of various individuals, whose sole goal is to satisfy the client’s prerequisites. Area 1 of the report manages the thinking with regards to why a client’s venture administrator must be named. Segment 2 recommends the type of obtainment strategy that is fitting for this venture. At long last, Section-3 shows a graphical portrayal of the calendar of the pre-development stage. Effective undertaking the executives is the way toward arranging, sorting out, coordinating and controlling the components of the venture to meet the task needs (T. C. Cornick, James Mather, 1999). Dealing with the development venture is tied in with dealing with the task data and correspondence stream. (The Evolution of Project Management in Construction Projects) Project administrators can emerge out of an assortment of foundations, however should have the fundamental abilities and skills to deal with all parts of the task from initiation to occupation. This job might be satisfied by an individual from the client’s association or by an outer arrangement (Pete McGarvey, 2002). The client’s venture chief whether ‘in-house’ or remotely selected, is the individual to play the job of coordinating and dealing with the brief ‘organization’, the sole motivation behind which is to satisfy the client’s venture targets (T. C. Cornick, James Mathe r). The significance of conveying equipped faculty with the right aptitudes to oversee ventures can't be over underlined. It is a key issue in limiting dangers to effective undertaking conveyance. The executives capacity is an aptitude which is portrayed of the accompanying abilities (Construction Works Procurement Guidance); Making and conveying information in development ventures is emphatically relying upon the task chief (Ingeborg Knauseder). The development of an office improvement, similar to some other development venture, includes a ton of

Apartheid in South Africa 3 Essay Example

Politically-sanctioned racial segregation in South Africa 3 Essay Example Politically-sanctioned racial segregation in South Africa 3 Essay Politically-sanctioned racial segregation in South Africa 3 Essay Politically-sanctioned racial segregation in South Africa How might you feel if when you came to class, you needed to sit in a particular region dependent on, let’s state the shade of your hair. This would imply that who you partner with would be founded on these trademark. My subject is exceptionally immense as it is spread over more than 46 years so today I’m going to address the side that follows the manner in which the blacks had to live and how they were viewed as lesser individuals. To lay it out plainly it was because of a long history of pilgrim rule just as Dutch and British imperialism. The fundamental speculation behind politically-sanctioned racial segregation was that albeit South Africa was a unitary country, it was included four racial gatherings. This started inner protection from which the administration reacted with detainment without preliminary and torment. Whites in their own eyes were viewed as advanced and in this way qualified for rule South Africa. So to start toward the start, during the lead up to the 1948 decisions the national party started to battle their thoughts on Apartheid and started to pass enactment on their laws soon after to going onto power. Ordering people started by isolating everybody into dark, white hued or Indian. Those in the hued bunch incorporated those of Bantu and European plummet. Authorities would perform tests to figure out which bunch somebody had a place with and frequently individuals from a similar family wound up in various gatherings. The East Asian populace was the hardest to order on the grounds that the equitable didn’t appear to fit into any gathering. The relatives of the chinese who came to Johannesburg in the late nineteenth century were delegated Indian and henceforth, non-white. Interestingly, migrants of Japan and South Korea were viewed as privileged whites and were given the title â€Å"worthy oriental gentlemen† and given indistinguishable benefits from whites. In South Africa under politically-sanctioned racial segregation, the blacks were deprived of their citizenships and became one 10 countries. The locals were victimized and enactment expressed where and how they should live, work, teach and blend. In 1949 blended relationships were disallowed between racial gatherings. At that point in 1953 the different conveniences act was passed which at last made separate ospitals, sea shores, transports, schools and colleges. Signs sketched out things plainly with wording, for example, â€Å"whites only† which applied to almost everything, even park seats. The administration at that point fixed existing laws driving South Africans to convey personality cards specifying their racial gathering, which forestalled the relocation of blacks into white South Africa. Blacks were disallowed from living in or visiting white towns without a grant. The Traveling without a pass implied that an individual was liable to capture. Blacks were not permitted to purchase alcohol, just a particular sort of brew. In 1952 a program of activity was propelled. By challenging laws, a dark association focused on mass captures which the administration would be not able to adapt to. At one phase Nelson Mandela lead a horde of 50 men down the lanes of a white town. From that point onward, the nation over dark individuals dismissed racial laws by doing things, for example, strolling through white just passages. Before the finish of the crusade the legislature had made 8,000 captures and had to loosen up its politically-sanctioned racial segregation laws however in the end returned more grounded than any time in recent memory. The concealment of socialism act emerged and Mandela was one of 20 attempted under the law and got multi month detainment and 2 years suspended sentence. A lot of white South Africans upheld the politically-sanctioned racial segregation laws yet it is critical to recall that between the 1970’s and 1980’s around 20% of voters were contradicted. Viciousness endured directly through to the 1994 races People needed to cast two votes, one for a national government and another for a common government. As a component of the new government structure every area was given a level of political force. This implied not all choices were made by the National Government. The administration of national solidarity was set up and the bureau was comprised of 12 ANC reps, 6 from the national party and 3 from another. Nelson Mandela turned into the main fairly chose president. From that point forward the 27th of April is commended as an open occasion known as opportunity day. www. un. organization/av/photograph/subjects/politically-sanctioned racial segregation. htm http://en. wikipedia. organization/wiki/Apartheid www-cs-understudies. stanford. edu/~cale/cs201/politically-sanctioned racial segregation. hist. html

Characterization of Having Anorexia Nervosa

Anorexia nervosa is a psycho rationale disease that is portrayed by stamped weight reduction, an exceptional dread of putting on weight, a mutilated self-perception, and amenorrhea (Johnson 1996). It principally influences immature young ladies and happens in around 0.2 to 1.3 percent of everybody (Johnson 1996). There are various entanglements of anorexia nervosa, including almost every organ framework, anyway most confusions might be switched when a sound healthful state is reestablished (Johnson 1996). Treatment includes dietary and mental restoration, and might be managed on an inpatient or outpatient premise (Johnson 1996). By the age of eighteen, in excess of 50 percent of females see themselves as excessively fat, in spite of having an ordinary weight, in this way it isn't amazing that the pervasiveness and rate paces of anorexia nervosa (and bulimia) will in general be higher in specific populaces, for example, school sororities (Johnson 1996). In this kind of condition, there is a high need put on slenderness and consuming less calories is a typical practice (Johnson 1996). This condition for the most part starts in immaturity to early adulthood, with beginning at a mean of 17 years old, anyway it has been accounted for in grade-younger students and moderately aged people (Johnson 1996). Anorexia nervosa only occasionally happens in creating nations, and is generally basic in industrialized social orders, for example, Great Britain, Sweden, Canada, and the United States, where nourishment is handily gotten and a high need is put on thinness (Johnson 1996). Patients with anorexia keep up a body weight under 85 percent of typical either through weight reduction or by refusal to make expected weight gains during times of ordinary development (Johnson 1996). Measures for anorexia nervosa as characterized in the Diagnostic and Statistical Manual of Mental Disorders, DSM-IV include: A.Refusal to keep up body weight at or over a negligibly ordinary load for age and tallness. B.Intense dread of putting on weight or getting fat. C.Disturbance in the manner by which one' body weight or shape is experienced, undue impact of body weight or shape on self-assessment, or forswearing of the reality of the present low body weight. D.In postmenarcheal females, amenorrhea, i.e., the nonappearance of in any event three successive menstrual cycles A lady is considered to have amenorrhea if her periods happen just after hormone, e.g., estrogen, organization (Johnson 1996). During the present scene of anorexia nervosa, the individual has routinely occupied with pigging out or cleansing conduct, i.e., self-prompted heaving or the abuse of intestinal medicines, diuretics or bowel purges (Johnson 1996). People with anorexia nervosa have their very own upset view weight and body-shape (Johnson 1996). A few people see themselves as overweight despite the fact that they are skinny, while other see just certain pieces of their body as fat (Johnson 1996). In spite of the fact that anorexia nervosa normally creates during immaturity, late-beginning sickness may rise in adulthood after effective pregnancies and kid raising (Tinker 1989). At the point when a patient's weight falls underneath 70 percent of perfect body weight, hospitalization and utilization of a nasogastric cylinder and hyperalimentation might be fundamental (Tinker 1989). Numerous grown-ups who have anorexia nervosa oppose a restless mental confirmation, anyway they can be overseen on an outpatient premise by a group comprising of the family doctor, a psychotherapist and a nutritionist (Tinker 1989). With cautious regard for principal ideas of care, interventional abilities and inspirational mentalities toward persistent consideration and recuperation, most patients with dietary issues can be relied upon to progress nicely, anyway the desire that each patient will grow completely ‘normal' practices and relational connections might be ridiculous (Tinker 1989). Julie K. O'Toole, M.D. answered to a gathering supported by the North Pacific Pediatric Society, that in spite of regular observations among clinical experts and the overall population, anorexia nervosa isn't a psychosocial illness, yet is a cerebrum issue and ought to be viewed all things considered (Finn 2005). O'Toole claims she has treated youngsters who were self-taught on ranches with no TV and no entrance to design magazines, anyway she admits that the pictures of slenderness in the media do make it increasingly hard to accomplish reduction (Finn 2005). Also, a few formal epidemiologic examinations have neglected to discover any connection among anorexia and social class, and that the illness has been seen in non-Westernized Arabic young ladies, just as Asians (Finn 2005). In this manner, as indicated by O'Toole, by dismissing the absolutely psychoanalytic worldview permits the patient to get a similar sympathy and understanding as do casualties of other clinical maladies (Finn 2005). The most widely recognized physical assessment discoveries are lanugo, bradycardia, and hypotension, osteopenia and osteoporosis (Harris 1991). Clinical entanglements incorporate torment and hindered purging of the stomach, exorbitantly dry skin, prejudice to chilly climate, blockage, and edema (Harris 1991). Different entanglements remember diminishes for heart size and the advancement of strange blood stream elements through the heart chambers and valves (Harris 1991). Research center anomalies can incorporate frailty, leukopenia, thrombocytopenia, hypoalbuminemia, and aggravations of thyroid capacity (Harris 1991). A few examinations have discovered that undernourishment may bring about a critical hindering of development in male youths, yet has just a minimal impact in female young people (Stein 2003). Different agents note progressed skeletal development during development impediment, bringing about perpetual foreshortening, in a female patient however not in male patients (Stein 2003). An ongoing report found that anorexia nervosa patients who were released while underweight had a more terrible result and higher pace of re-hospitalization than the individuals who had accomplished a steady weight (Maloney 1997). A week after week joint consideration meeting on the clinical ward is basic for fruitful administration, and for outpatient treatment, the clinician sets the objective load as that weight important to recover menses and stop bone demineralization (Maloney 1997).

Talent Management And Its Link To Leadership And Management Development - Free Essay Example

Talent management and its link to leadership and management development 1. Introduction The word talent represents, in particular in this essay, expertise or the knowledge gained through experience à ¢Ã¢â€š ¬Ã¢â‚¬Å" expert skills or experience/knowledge in a particular field. By the term talent management, the author refers to managing the four stages of the following process. First, selecting and employing skilled individuals according to the organisations need for skills, second, providing them with an environment in which they can apply their skills in practice with respect to improving the employers business performance, third, developing their talent in order to further support organisations business plan, and fourth, retaining those individual, or retaining their knowledge. The next part of the essay presents the investigation of these processes and interdependence between, in detail. In this essay, the author illustrates the great interdependence between the continuous improvement of the four stages and success of talent management. The two key objectives of this essay are, first, to investigate the concept of talent management, in detail, and second, to present insights into the relationship between talent management and leadership/management development. 2. The concept of talent management Talent Management has been the cornerstone of Human Resource Management (HRM) strategy in many organisations for over a decade. Sparrow et al. (2014) affirm that although, over a decade, talent management has been considered an important factor in advancing business performance, the concept of talent management has not been precisely defined, nor it received a theoretical development. For that reason, success of applied talent management has not been agreed upon. Barlow (2006) explains that most of organisations focus on the leadership roles or employees who have the potential for such roles and do not have a certain clarification of what they consider talent. She adds that the talent management practices and Human Resource activity, in these organisations, become alike and interchangeable terms. Lewis and Heckman (2006) remark that this uncertainty and confusion exists for the reason that various terms are used interchangeably with regards to different elements of talent manage ment (such as, Human Resource Planning or Succession Planning), although each has specific practices mostly different than the other ones. Davis (2007) describe that talent management is strategic corporate approach which comprises interdependent processes of first, employing individuals who have talent(s) required for a particular employ, second, retaining those employees and third, further developing their talent to achieve preferable business performance, consistently. He explains that achieving optimum business performance through these three processes of talent management would be feasible, only if the management itself is talented. Davenport, et al. (2010) explains that analysing, for example supply chain management or customer relationships is very similar to analysing talent, for the reason that they have comparable analysing process from the start to the end. They explain that analysing talent begins with clarification of identity à ¢Ã¢â€š ¬Ã¢â‚¬Å" individuals professio nal background à ¢Ã¢â€š ¬Ã¢â‚¬Å" and ends with aligning changing needs of the organisation with real-time deployment of talent. 3. Four stages of talent management strategy 3.1. Sourcing talent The two methods of sourcing talent are internally à ¢Ã¢â€š ¬Ã¢â‚¬Å" selecting current employees within the organisation who have the required talent and can shift position or department or employees who , for example, can participate in more than one project à ¢Ã¢â€š ¬Ã¢â‚¬Å" and externally à ¢Ã¢â€š ¬Ã¢â‚¬Å" looking for talent outside the organisation. Sourcing talent internally has significant priority. One of the first criteria that each corporate assigns to sourcing talents, as Davis (2007) suggests, should be assuring that the needed talent does not exist or is not available within the corporate, for the reason that, current employees have a better understanding of the business through experience and also the corporate has a clear understanding of its employees profiles. Knowing that, either sourcing internally or externally requires adopting an appropriate sourcing talent technique. He remarks that one of the most important elements of a reliable technique is to clarify the skills or personal qualities the source needs to have to deliver what is required, rather than focusing on the job description. In other words, how individuals accomplish specific tasks should receive more attention than the number of tasks they can maintain. In order to specify the skills required for a certain job in the organisation, the author suggests applying cross-functional decision making concerning talent. Cross-functional collaboration literature (e.g. Levy, 2011; Hislop, 2005; Slagter, 2009)suggest that the main advantage of bridging HRM and the function within the department, which requires the talent, gives the experts in both departments to set the most feasible talent selection criteria. Davenport, et al. (2010) describe that analytical HR consist of collaboration between HR and other functions or departments. This collaboration will result in optimum talent management through which the organisation would benefit the most from its intellectual capital. They expla in that Analytical HR integrates individuals performance data with organisational objectives which be followed by better understanding the areas which need talent development. This shows the great interdependence between this element of talent management and talent development. 3.2. Work environment In this part of the essay, the author investigates the relationship between work environment/climate and successful talent management from two parallel perspectives. Firstly, the impact of work environment on employee satisfaction and productivity is non-negotiable and its influence on success of talent management, in term of retention, is considerable (Botha, et al., 2011). In order to maximise the performance of talents, providing motivational features embedded in the design of work environment followed by satisfying talents need à ¢Ã¢â€š ¬Ã¢â‚¬Å" where they can elicit their skills fully à ¢Ã¢â€š ¬Ã¢â‚¬Å" is as critical as a competitive salary is for attracting and retaining talents. For example, as Yeh (2007) expresses, HR especial practices for highly mobile talents has positive impact on minimising turnover and maximising employee satisfaction. On the other hand, HR acculturation practices prepare a work environment, especially for entry level employees, in which employees w ill have the opportunity to better understand organisational beliefs and work towards its goals. The second perspective is the impact of work environment on knowledge elicitation and transfer between experts and other employees or functions within one organisation (Botha, et al., 2011; Hislop, 2005; Hofer-Alfeis, 2008). There is another great interdependence between two stages of talent management, motivational work environment and retaining experts knowledge. The author investigates this element in detail, in section 3.4. 3.3. Talent development Education and training In the process of talent management, continuous talent development plays an important role. Davis (2007) affirms that one of the fundamental talents required in advancing talent management is learning ability of candidates. Moreover, education element of this process is not limited to academic degrees. It includes professional workshops, certain courses and so on. Skilled workers will have the opportunity to further develop their knowledge and learn about the current works in their area of profession. Communities of practice Hislop (2005) defines that community of practice represents a group of people who, to some extent, have shared identity, common knowledge and overlapping values which results in creating social conditions conductive to knowledge sharing. Motivating communities of practice, and in particular the ones including skilled workers, to actively participate in sharing, creating and utilizing knowledge will be followed by individuals talent development. Significant advantage of this element is increase in the transfer of experts knowledge to other employees followed by reducing the impacts of leaving experts and its risk for the organisation. . Fisher and White (2000) emphasise that supporting effective communities of practice networks have significant motivational role in retaining experts and as a result, reducing knowledge loss. Cross-functional practices As mentioned in section 3.1, talent management advances through collaboration between functions from the start point of the process. Promoting cross-functional experts collaboration will also create an opportunity to better identify the areas that needs further talent development. The author suggests shifting from centralized to cross-functional (decentralized), for example in HR practices, assist the performance of talent management, and illustrated the details associated with this method in Figure 1. Figure 1: Cross-functional communication chain 3.4. Retaining talent/knowledge One of the most influential HRM practices for retaining talents or at least their knowledge, suggested in Human Resource (HR) literature, is motivation. Motivation is foundation of almost all other strategies required for talent retention, for example reward systems (Menon Pfeffer, 2003). Reward systems are, in fact, a major factor motivating employees to collaborate efficiently and effectively (Droege Hoobler, 2003). Winkelen and McDermott (2008) report that not many organisations employ proactive strategic approaches to prevent talent loss, instead most of them seek ad hoc and reactive approaches. After investing time and money in addition to sharing corporate strategies with talents, the main concern for any organisation would be retaining talent as long as possible. Although the organisation does benefit from this investment in terms of overall performance improvement, every organisation wants continuous profit from this investment. If the talents leave the organisation th en not only the whole process needs to be repeated resulting in extra investment but also, particularly in the cases that talents shift to competitors as they take their knowledge of the corporate with them which is higher in risk than any other expenses the organisation might face. Hofer-Alfeis (2008) characterises leaving experts/talents a significant challenge for HRM more than any other function within an organisation. He explains that retiring, shifting positions within an organisation or shifting to another organisation raises the need for approaches through which the organisation, at least, retain the experts knowledge when retaining the experts themselves is not possible. De Long and Davenport (2003), Levy (2011) and Winkelen and McDermott (2008) affirm that the fundamental step in any talent retention strategy should, first, include identifying talents critical to business performance and, second, using tools and techniques assuring transfer of their tacit/undocumented k nowledge to other employees within the organisation. Among the HR practices, Hofer-Alfeis (2008) suggests, job rotation is one of the most reliable ones in terms of spreading the knowledge and making the organisation less dependent on talents. Slagter (2009) adds that network building and conducting seminars facilitates knowledge elicitation and transfer between experts and other employees. Hislop (2005) affirms the interdependence between recruitment and selection process and retaining knowledge. He explains that selecting and recruiting talented individuals with compatible values to those of existing culture of the firm, and the ones who are willing to engage in knowledge transfer practices, will further facilitate the process of talent management. 3.5. Summary The four stages of talent management strategy investigated in section 3.1, 3.2, 3.3 and 3.4 is summarised in Table 1. Talent management stages Method Elements Sourcing talent Internally/externally Candidate identity Experience Expertise Qualifications Organisational critical needs Work enviroment N/A Work culture Work performance review HR and employees communication ways Addressing employees concerns Employee welfare Salaries Risk of job loss Talent development Internally/externally Education Training Communities of practice Cross-functional collaboration Retaining talent/knowledge N/A Opportunites for employee career development Competitive employee support Knowledge elicitation and transfer Table 1: Four stages of talent management 4. Concluding marks The qualitative analysis in this essay highlighted that talent management is not limited to HR practices. It showed that to succeed in talent management, a strategic approach, involving many functions within a firm, is a necessity and it will benefit from covering all the four stages of strategic process of talent management proposed, in parallel. Moreover, findings of detailed investigation of elements of each stage revealed that there is a strong interdependence between all the stages of talent management strategic processes and there is a great need for continuous improvement of the process to achieve advanced business performance. The author concludes that talent motivation à ¢Ã¢â€š ¬Ã¢â‚¬Å" such as providing great place to work at, opportunities for developing career and so on à ¢Ã¢â€š ¬Ã¢â‚¬Å" has the greatest effect on success of talent management and especially retaining experts or expert knowledge. Furthermore, talent management strategy that aims at improving business c ompetitive performance needs professional leadership and management talents. Works Cited Barlow, L., 2006. Talent development: the new imperative?. Development and Learning in Organisations: An International Journal, 20(3), pp. 6-9. Botha, A., Bussin, M. de Swardt, L., 2011. An employer brand predictive model for talent attraction and retention. SA Journal of Human Resource Management, 9(1). Davenport, T. H., Harris, J. Shapiro, J., 2010. Competing on talent analytics: What the best companies know about their people and how they use that information to outperform rivals. Harvard Business Review , 88(10), pp. 52-58. Davis, T., 2007. Talent Assessment A New Strategy for Talent Management. s.l.:Gower Publishing Limited. De Long, D. W. Davenport, T., 2003. Better practices for retaining organisational knowledge: lessons from the leading edge. Employment Relations, 30(3), pp. 51-63. Droege, S. Hoobler, J., 2003. Employee turnover and tacit knowledge diffusion: a network perspective. Journal of Managerial Issues, 15(1), pp. 50-64. Fisher, S. White, M. , 2000. Downsizing in a learning organisation: are there hidden costs?. Academy of Management Review, 25(1), pp. 244-251. Hislop, D., 2005. Knowledge management in organisations: A CRITICAL INTRODUCTION. s.l.:Oxford University Press. Hofer-Alfeis, J., 2008. Knowledge management solutions for the leaving expert issue. Journal of Knowledge Management, 12(4), pp. 44-54. Levy, M., 2011. Knowledge retention: minimizing organisational business loss. Journal of Knowledge Management, 15(4), pp. 582-600. Lewis, R. E. Heckman, R. J., 2006. Talent management: A critical review. Human Resource Management Review , Volume 16, p. 139à ¢Ã¢â€š ¬Ã¢â‚¬Å"154. Menon, T. Pfeffer, J., 2003. Valuing internal versus external knowledge. Management Science, 49(4), pp. 497-513. Slagter, F., 2009. HR practices as predictors for knowledge sharing and innovative behavior: a focus on age. International Journal of Human Resources Development and Management, 9(2/3), pp. 223-249. Sparrow, P., Scullion, H. Tarique, I. eds., 2014. Strategic Talent Management: Contemporary Issues in International Context. s.l.:Cambridge University Press. Winkelen, C. McDermott, R., 2008. Facilitating the handover of knowledge. Knowledge Management Review, 11(2), pp. 24-27. Yeh, Y., 2007. A renewed look at the turnover model for accounting knowledge work force. Journal of the American Academy of Business, 11(1), pp. 103-109.

The Pharmaceutical And Medicine Manufacturing Industry

What would you do if you had to suffer every day from a life threatening illness that was debilitating and incurable? Over nine hundred million people throughout the world die each year because of incurable diseases such as cancer, HIV, and AIDS (What par 1). The number of people that suffer from these varying illnesses is slowly increasing, but the use of pharmaceutical drugs is helping to solve this problem. â€Å"The pharmaceutical and medicine manufacturing industry has produced a variety of medicinal and other health related products undreamed of by even the most imaginative apothecaries of the past† (Pharmaceutical par 1). Every day, millions of lives are saved with the use of these medications, and they allow these innocent people to live ordinary lives (Pharmaceutical par 1). According to William Lang, Vice President of policy and advocacy for the American Association of Colleges of Pharmacy, â€Å"There’s an increasing number of people with chronic illnesses, and the primary management tool available for dealing with chronic illness is medication† (Thompson par 10). While some take medications for simple health issues such as headaches, the flu, or minor colds, others use them to aid in the treatment of more serious illnesses such as pneumonia, cardiovascular disease, diabetes, autoimmune disorders, and cancer (Pharmaceutical par 2). Doctors and hospitals prescribe hundreds of thousands of new medications each day to patients, and many of these prescriptions range in costShow MoreRelatedThe Long History of Pakistans Pharmaceutical Sector691 Words   |  3 PagesBrief History: The Pakistan pharmaceutical sector has long history. 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The desire to cure illness an d disease is what demands pharmaceutical companies like Mylan to be empoweredRead MoreEssay about The New Trade Theory1326 Words   |  6 Pagesa large scale of output† as it is able to spread over the fixed costs over a large volume of quantity (Wickramasekera, Cronk Hill 2013 p90). â€Å"First-mover advantages are the economic and strategic advantages that accrue to early entrants into an industry and the ability to capture scale economies ahead of later entrants† (Wickramasekera, Cronk Hill 2013 p91). The new trade theory however, is not free from criticism. Although the theory has achieved great success academically, there is little toRead MoreEXECUTIVE SUMMARY: The report basically highlights on how the pharmaceutical industry of India1400 Words   |  6 Pagesreport basically highlights on how the pharmaceutical industry of India works and its dynamics. The report also highlights about the Indian and global scenarios of pharmaceuticals industry and thereby comparison of those two. It comprises of analysing the industry by PEST, SWOT, PORTER’S five force model and HHI. It explains the current scenario of the industry in terms of growth and future outlook of the industry and opportunities. The Indian pharmaceutical industry has been growing rapidly at the rateRead MoreTypes Of Poor Quality Medicines1456 Words   |  6 PagesTypes of poor quality medicines : Poor quality medicines can be classified into three different man types : substandard , counterfeit and degraded. Substandard medicines â€Å"are genuine medicines produced by legitimate manufacturers that do not meet the quality specifications that the producer says they meet. For example, they may contain less (or more) active ingredient than written on the package. This may not e an intention to cheat, but may be due to problems with the manufacturing process†.(WHO, 2005)Read MoreThe World Trade Organization and Intellectual Property Rights1108 Words   |  4 Pagespatent protection for pharmaceutical inventions. In order to comply with the TRIPS obligation, India introduced product patent protection from 1 January 2005. In doing so, India in a way reinstated the patent regime, which is believed to favour the pharmaceutical Multinational Corporations (MNCs). While carrying out the amendment, Indian policy makers were confronted with two major concerns, viz. the future of the Indian pharmaceutical industry and access to affordable medicines within the country andRead MoreThe Global Pha rmaceutical Industry: Swallowing a Bitter Pill Essay836 Words   |  4 PagesThe Global Pharmaceutical Industry: Swallowing a Bitter Pill The case describes the evolution of the pharmaceutical industry and its strategic environment. Attention is drawn to environmental pressures from regulators and payers. Key forces driving the industry are discussed, including addressing unmet medical needs, the importance of innovation and time to market, and globalisation. The case illustrates how an increasingly hostile environment, combined with a decline in Ramp;D productivity, ledRead MoreMedicinal Chemsitry1138 Words   |  5 PagesWhat is Medicinal chemistry? 3†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦...Body: The pharmaceutical industry Global generics Chemistry in a nutshell 4†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Conclusion End of academic essay In Medicinal chemistry , the chemist attempts to design and synthesize medicine or a pharmaceutical agent which will benefit humanity .Additionally Oxford defineRead MoreEssay On Drugs Are Not Killing Us1080 Words   |  5 Pages â€Å"Not long ago, a dose of the decades-old generic drug cost little more than a dollar. Now the lowest available price is nearly 20 times that,† states Melody Peterson, a writer for the LA Times. The monopoly power of manufacturers in the pharmaceutical industry allows companies to set unreasonable drug prices, leaving Americans unable to afford essential medications. Monopoly power allows drug companies to increase their prices and eliminate market competition. According to research from BrighamRead MoreBuyer Bargain Power Of The Pharmaceutical Industry1377 Words   |  6 PagesBuyer Bargain Power Buyers in the pharmaceutical industry are broken into physicians, who are the prescribers, patients, who are the users, hospital boards, who are authorizers of purchases and treatments, pharmacists, who are the distributors. Most of them have very minor influence on the pricing of the product, but unfortunately for the highly regulated pharmaceutical industry, they have to face a bargaining giants, the health organizations and the government agencies. Individual patients have