What are The Benefits of Process Writing

What are The Benefits of Process Writing The writing process is an amazingly productive, constructive, and effective method of writing. This method is undeniably the best method in order to help a writer reach their full potential. The writing process is undeniable because anybody who has used this process has realized the benefits. The process is simple and only requires patience, revision, and the willingness to better ones work. It involves prewriting, revising and rewriting your work if necessary in order to ultimately achieve the best writing you are capable of. We almost never write to the absolute best of our ability on the first draft; which is why the writing process proves to be so successful. Process writing utilizes careful revision and rewriting techniques to effectively help writers compose their ideas into clear, concise, and well thought out statements that represent their style and passion for the subject. Any modern day writer should be familiar with this process because it is necessary to achieve quality writing. Many theorists and writers have written books on writing as a process and almost anyone who has tried the process would agree that it does in fact work. Initially, the first thing a writer should do to completely prepare themselves for the task at hand is organize their ideas. They should take the time to formulate a main theme or point which they are trying to convey as well as possibly do some prewriting activities such as brainstorming, drafting an outline, or free writing. This step is referred to as prewriting in the writing process and can be extremely useful to a writer that is trying to figure out their main idea or focus of the paper. Prewriting can be as simple as just writing your ideas out onto paper; it is important to remember to just keep writing and not to over analyze anything at this step in the process. The idea is just to get all your thoughts out onto paper so the best possible ideas can be formulated into a well written cohesive document. After prewriting has been completed the writer can now comprise a first draft. This draft can then be revised and possibly critiqued by other people as well as yourself. Revisi on is an essential part of the writing process because it gives the writer the chance view their paper threw someone elses eyes. It allows for criticism and discussion which eventually make the writing more powerful and meaningful. Since the writing process allows for revision over time the writers work transforms into something that is very well thought out and written much better than their first draft. After revision, comes probably one of the most challenging steps in the writing process which is known as rewriting (Flower). Donald Murray once said writing is rewriting (Murray). This short statement is as true today as it ever was. In order to create something that is well written you must write and then re write your thoughts which ultimately makes them well thought out and meaningful. Rewriting is such an imperative part of the writing process which is why Murray feels rewriting is just as important as writing the initial draft (Murray). The rewriting step in the process helps the writer narrow down their initial statements into what they truly want to say. Good writing or good English as described by William Zinsser is often the outcome of this step in the writing process. Writers often further relate to the audience as a result of this step by fabricating their ideas into something that most people can relate to and understand. Using common words that everybody can relate to can really help your reader feel connected or associated with the content they are reading. Ordinary everyday sentences are oft en clear, concise, and brief. These ordinary sentences push the writing forward by making the reader ask more questions about what is going to happen next. In order to write good English a writer must cease the use of unnecessary language and keep their sentences short, simple, and to the point so the reader can truly understand and relate to the content (Zinsser). Even though this may seem like the end of the process you should really repeat the revision and rewriting steps a few times in order to achieve the best possible results. Many writers including myself have seen the writing process work over and over again. I have seen the benefits of the writing process in my own writings many times. Every time I write something and just hand it in without any type of revision I always notice I could have written it much better if I had simply read through it and revised it. Also, whenever I do have the chance to get a peer revision on my writing I always notice that the final product is undoubtedly much better than the first draft. Sometimes I only want to write a single draft because I procrastinate until the last minute and dont have time for the writing process. If this is the case my final draft usually suffers in quality. Often times my lack of revision isnt hard to miss because the final draft usually ends up littered with typos or incoherent run on statements. If I had simply revised my work once the quality would have greatly increased. The writing process is also very important for students learning to write because it gives them the chance to critique and discuss their own writings as well a s other students writings in the class. Ultimately, one of the real reasons most people write is because they can not only speak out and express themselves to the world but they may also influence others with their ideas. There are so many great things a person can do with the power of word. Whether it is to persuade, inform, narrate, or inspire, good writing is something that can be appreciated by all and is a very powerful tool. If you aspire to write well then using the writing process correctly is something that must be on your top priority. After all, a well thought out meaningful sentence is a weapon of great power in our literary world.

Performance Management in Human Resource Management

Performance Management in Human Resource Management The following essay critically evaluates the relative importance of Performance Management and the role it plays in effective Human Resource Management in organisations today, whilst referring to relevant HRM theories, models and tools. The importance of PM in relation to other HRM functions will also be discussed, including the need for integration across HRM practices and management of the organisation as a whole. People are undoubtedly the most important, valuable and costly resource for an organisation and how this resource is managed can have a direct impact on an individuals performance and the organisation as a whole. Many organisations have set up a Performance Management Process. In its simplest form, it is based on the concept of, in order to be the best; everyone needs to continually improve their performance. A PM process supports this and all people managers are responsible for ensuring that the process is effectively carried out. In their study, Armstrong and Baron (2009) define PM as a process which contributes to the effective management of individuals and teams in order to achieve high levels of organisational performance. As such, it establishes shared understanding about what is to be achieved and an approach to leading and developing people which will ensure that it is achieved. They stress that PM is a strategy which relates to every activity of the organisation set in the c ontext of its human resource policies, culture, style and communications systems. The nature of the strategy depends on the organisational context and can vary from organisation to organisation. Michael Armstrong states that Performance Management is a process which is designed to improve organisational, team and individual performance and which is owned and driven by line managers. In order to drive effective PM, line managers are required to set clear objectives for performance and communicate these to individuals in their team. They are required to provide timely and appropriate feedback on performance levels, including regular one to one discussions and to develop each individuals ability to perform at their best. In their article, Sally Selden and Jessica E. Sowa (2011), state that in exploring PM, one must start with an explanation of the process of managing individual employee performance. Typically, the process starts at the top of the organization with management developing a performance management policy. Managers generally control performance by influencing inputs and by feedback provided by outputs. They state that the ultimate objective of a PM process is to align individual performance with organisational performance. An organisations PM process, however, is subject to interpretation by individual employees who may not necessarily react to signals in the same way. David Guest (1997) in particular suggests that the impact of HRM practices, such as PM depends upon the employees perception and evaluation, prompting the need for scholars studying PM to recognise the crucial role of employee perceptions and to incorporate them into the analysis and construction of PM in organisations. An analysis of a typical Performance planning in organisations today would involve the creating of a Performance Development Plan (PDP) for an individual. A PDP may consist of the following sections: 1. what am I going to achieve? (My objectives) linked to the organisations strategy and possibly mission statement 2. How am I doing? used to track progress against objectives 3. How I will achieve my objectives? (my competencies) and 4. My PDP, which would include areas for the individuals development, actions to take, support needed and from whom and how the individual will know they have been successful Most organisations today use SMART objective setting (Specific, Measurable, Achievable, Relevant, Time-bound). The PDP would also record a review of discussions and include career aspirations and time frames. Santander (2012) state that the PDP is a living document; it should be amended as and when required. It is recommended that monthly reviews are held to make sure any issues or changes to the PDP can be discussed. In addition, they state that Formal Reviews of an individual take place twice a year mid year and end of year. During these informal and formal review meetings, the following elements should be considered : assessing performance against agreed targets and objectives, providing feedback, positive reinforcement ( emphasising what has been done well and making only constructive criticism about what might be improved ), two-way conversation an open exchange of views about what has happened and agreement jointly coming to an understanding about what needs to be done to improve performance generally and overcome any issues raised in the course of the discussion. Managing staff performance should be managing for the individual to succeed not fail. The centrepiece of a PM system is typically the performance appraisal. A Performance Appraisal (Review) is an opportunity for individual employees and line managers to engage in a dialogue about the individuals performance and development, as well as support required from the manager (CIPD, 2011). A performance appraisal has many purposes such as clarifying expectations, reviewing past performance, motivating employees and assessing potential/promotability. There are many benefits of appraisal but equally there are potential problems such as the over reliance on outcomes rather than performance and the interviews themselves can cause anxiety. So, does a performance appraisal constitute a PM? While performance appraisal is an important part of PM, in itself it is not PM, rather it is one of the range of tools that can be used to manage performance. The performance appraisal is often the central pillar of PM. Our 2009 PM survey found that a large majority of organisations use individual appraisals as part of PM programmes. However, it is a common mistake to assume that if organisations implement performance appraisals, they have PM. This is not the case. PM is a holistic process bringing together many activities that collectively contribute to the effective management of individuals and teams in order to achieve high levels of organisational performance. The process is strategic, in that it is about broader issues and long-term goals, and integrated in that it links various aspects of the business, people management, individuals and teams. Performance appraisal on the other hand is operational, short-to-medium-term and conc erned only with individual employees and their performance and development. While it is one of the tools of PM, and the data produced can feed into other elements of PM, appraisal by itself does not constitute PM. Bratton and Gold (2012) state that ideally an organisation should have a variety of techniques to encourage appraisal and PM culture including downward appraisal immediate manager, self appraisal, peer/team appraisal, upward appraisal, multisource and 360 degree appraisal. The latter is where feedback is gathered from a wide range of commentators typically including the individuals direct reports, customers and colleagues, as well as the line manager. Its supporters claim that this gives managers and individuals better information about skills and performance, as well as working relationships, compared with more traditional appraisal arrangements based on line managers assessments. With 360 degree feedback, typically eight to ten people complete questionnaires describing the individuals performance (including themselves). The questionnaire usually consists of a number of statements rated on a scale. The ensuing report should summarise the answers given. It often shows the actual ra tings given for each question, as well as averages for each question and for each competency, and any written comments. Ideally the feedback from the whole process should be made anonymous and presented to the recipient by a skilled coach. Like other forms of appraisals, the 360 degree feedback should not bring any great surprises to individuals. Its focus, rather, should be on helping them to understand how their behaviour is perceived by others and confirming the behaviour that is most likely to get results. If implemented correctly, those supporting 360 feedback feel it can achieve certain key objectives 1) identifying differences between the way individuals see themselves and how they are perceived by others, 2) establishing differences between the perceptions of different groups of respondents and 3) in doing so, helping to make PM a more objective and fair process. Numerous studies of PM have been conducted over the years, one of which is the Fine Intentions article by Duncan Brown and Wendy Hirsh (2011). Their article questions whether PM is a worthy successor to appraisals, PM systems are seen by HR as a route to fulfilling many complex requirements beyond simply linking people to organisational success but is that too tall an order, they question? There are many studies showing powerful links between people management practices and organisational performance, and appraisal usually comes out as a key practice in this regard. The key conclusion, they state, to be drawn from their work is that PM is indeed a vitally important process for employers. But it is also extremely difficult to implement effectively. They lost count of the number of times that the process was described to them in their studies as a turgid exercise in box ticking or form filling something you do to keep HR quiet. In their article, they site two case studies to illustr ate the current trends and improvements that can be made to PM processes 1. BT Operate a sharp focus on getting personal objectives aligned throughout the organisation, clarity about performance standards, and a clear line of sight between individual, team and business performance. There has also been significant support and training for people managers to enable them to deliver great performance practice. 2. Oxfam GB presents both opportunities and challenges for PM. Staff here are highly motivated by the mission, but that can tempt them to set unrealistic work goals and to be reluctant to take time away from immediate tasks in order to focus on their own performance and development. Following the case studies, Brown Hirsh highlight the following 4 areas that HR could adopt to build more effective PM Get strategic (HR thinking less about PM as a process and more about how it can support all employees to achieve individual goals in support of organisations strategy); Keep it sim ple (simplify and clarify their processes); Focus on the feedback; and Equip the managers (training tailored to needs). Another study of PM and Appraisal in Human Organizations: Management and Staff Perspectives (Seldon Sowa, 2011) states that PM systems have been studied extensively in the public and for-profit sectors but not adequately explored in the non-profit sector. Their study addresses this gap and identifies gaps in the perception of management and staff concerning PM, and then identifying five different models of PM systems, concluding with lessons for practice. Organisations typically develop PM processes to motivate employees. The process can motivate employees by establishing expectations and providing feedback on achievement of those expectations. Ideally, the organisation can then target training to address the weaknesses identified or areas of potential growth. In addition, they can adopt compensation systems to reward the achievement of goals. Managing individual performance should result in higher employee satisfaction and morale and lower employee turnover, a process that has been demonstrated in research on public organisations. Their findings conclude that the non-profit organisations in their study do not rely on performance-based monetary rewards and incentives as critical components of their PM systems. Therefore, they state, it is important to focus on the possibility of other rewards tied to the PM system, such as job enrichment and job enlargement. They conclude that the preferable model of PM is the multi-feedback PM system for non-profit organisations and present three lessons to drive future research and practice: 1. Management to ensure that employees understand the PM system; 2. PM tools are underutilized in this sector; 3. PM is associated with positive employee outcomes, such as turnover, job satisfaction, enjoyment of job and commitment to the job. Many organisations today conduct regular employee opinion surveys to assess staff engagement. As Ben Willmott, senior policy adviser at the CIPD says: In the current environment, there is evidence that people are under increasing pressure in the workplace, that theres a growing trust deficit between people at the bottom and the top of organisations. Youve also got the squeeze on incomes, with people either having their pay frozen or receiving pay rises that are less than the rate of inflation. Against that backdrop, its difficult to build engagement. (Willmott, 2007). The Guest model of human resource management reflected the view that a core set of integrated HRM practices can achieve superior individual and organisational performance. According to Guest (1997), HRM differs from personnel management, and he attempts to identify the major assumptions or stereotypes underpinning each approach to employment management. He analyses HRM practices from selection, training, appraisal, rewards, job design, involvement and status and security. Most organisations today offer a comprehensive Rewards and Benefits package which can be used to both attract and retain employees. Reward Management, as part of HRM, incorporates rewarding people in relation to their value to the organisation as measured by their actual and potential contribution, and matching rewards and incentives to peoples needs and goals. In defining their Reward packages, organisations must consider external competitiveness and internal equity, aim to maintain or improve levels of employee performance and comply with employment legislation and regulations. Packages can include benefits such as (14) reduced rates on Apple products, all employee car scheme, partnership shares, retirement plan, childcare vouchers, performance related pay, incentive schemes linked to role and numerous others. Pay progression within companies usually depends on individual performance linked to PM, market rate and competency. According to CIPD (2012), 66% of organisations use a co mbination approach to pay progression e.g. individual performance and length of service. Employers need to align the rewards desired by employees with the needs of business. There are various elements to reward and it is important that they choose the appropriate mix of base to variable pay, fixed to flexible packages and pay to non-pay rewards. They should be aware of the various organizational risks that are involved when making decisions on how they reward and recognize individual and collective contribution. It is important that an appropriate communications strategy is adopted to explain to staff what behaviours, values and performances the organisation is rewarding, how and why (CIPD, 2012). Within HRM, organisations have a sickness absence policy which clearly sets out their policy statement and both employer and employee responsibilities. In the Annual Report 2011 CIPD (2012) assessed their conclusions on absence management and, giving line managers primary responsibility for managing absence remains one of the most commonly used approaches for managing absence. Serious commitment to flexible working practices within HRM may help reduce absence due to stress, home/family responsibilities and illegitimate reasons, all of which remain common causes of absence for a sizeable proportion of organizations. Their findings conclude that investment in promoting employee well-being and managing stress at work is worthwhile. A focus on these issues and employee engagement, they state, will promote attendance and organizational performance. To conclude, Performance Management is a crucial and fundamental function of human resource management. It focuses on setting a clear process for managers to follow in order to get the best from their people. The total rewards system and 360degree feedback performance analysiss seem very appropriate to be used by all organizations, to enhance employee performances and involvement. Writing this essay has taught me a great deal about the pressure involved in being a line manager and the standards required to do so effectively.

New York :: essays research papers

NEW YORK CITY New York is probably one of the most interesting cities in the world. It has something to offer to everybody. If you are looking for culture you make the right choice visiting one of the hundreds great museums in the city. If you want night-life: you are probably right in one of the famous clubs and discotheques of the city. Or if you just want relaxing holidays you better go to one of the famous parks N.Y. has to offer I would recommend you to see Brooklyn Bridge if you are interessetad in great engeneering work. The Brooklyn Bridge is located across from City Hall Park. It is one of the great engineering milestones of the 19th century. Overlooking the East River, this historic crossing divides Manhattan and Brooklyn. Visitors are able to walk across the bridge for an excellent view of lower Manhattan, and there is a path for pedestrians and bicyclists that allows a contrasting view of the two boroughs. When the Brooklyn Bridge opened in 1883 after 16 years of construction, it linked the two independent cities of New York City to Brooklyn. The Brooklyn Bridge was the first suspension bridge build with steel. N.Y. is also famous for hosting the UNO nations headquarter (like vienna does, too) The buildings and grounds contain sculpture and other works of art donated by member nations. Here, in the Parliament of Man, history is made as representatives of member nations work to resolve international problems. A limited number of free tickets is available on a first-come, first-served basis, for meetings of the General Assembly and Councils, when in session, shortly before meeting times, 10:30am-3:30pm. You can fulfill almost all your needs from high culture to wilderness inside the city limits, but if you are determined to see the surrounding areas, here are a few ideas for day trips out of the city. There are some good beaches near New York and it's possible to get to them for a day trip. Coney Island is the nearest, you can get there on the subway but I wouldn't swim there because the water is pretty dirty as they say. A better bet is to check with the Long Island Railroad and inquire about their special beach packages which are available in June, July, and August.. For instance, you can get a round trip ticket to Long Beach on Long Island and a pass to use the beach for the day for about $12.

john kerry :: essays research papers

Kerry's rivals wax optimistic Massachusetts senator goes for third weekend win Howard Dean braves the cold weather to speak to supporters outside of a caucus site in Bangor, Maine. -------------------------------------------------------------------------------- Story Tools -------------------------------------------------------------------------------- CNN ELECTION EXPRESS On the campaign trail: The latest Express Line dispatch VIDEO Kerry wins caucuses in Washington state and Michigan. PLAY VIDEO -------------------------------------------------------------------------------- Kerry sharpens his attack on the Bush administration. PLAY VIDEO -------------------------------------------------------------------------------- GOP may target Kerry by labeling him a "Massachusetts liberal." PLAY VIDEO RELATED Gallery: Analyzing the results Gallery: On the campaign trail Gallery: The candidates, up closer -------------------------------------------------------------------------------- †¢ Kerry labels Bush 'extreme' †¢ Dean loses endorsement †¢ Edwards focuses on the South †¢ Analyzing Michigan, Washington †¢ Poll: Kerry has national appeal DEMOCRATIC CONTESTS †¢ Sunday, February 8: Maine caucuses †¢ Tuesday, February 10: Tennessee and Virginia primaries †¢Tuesday, February 17: Wisconsin primary When is your primary? For more key dates in the 2004 election season, see our special America Votes 2004 Election Calendar SPECIAL REPORT †¢ Complete February 3 results †¢ Upcoming Races: Washington, Michigan, Maine †¢ Delegate Scorecard †¢ Primary Explainer †¢ Special Report YOUR E-MAIL ALERTS America Votes 2004s Presidential Race Democratic candidates Presidential primaries or Create your own Manage alerts | What is this? BANGOR, Maine (CNN) -- Democrats across Maine braved frigid winds Sunday to have their say in presidential caucuses in which 24 delegates to the party's nominating convention are up for grabs. Front-runner Sen. John Kerry of neighboring Massachusetts entered the Maine contest with the momentum from two dominant first-place showings in Saturday's caucuses in Washington and Michigan. Kerry also has the endorsements of Maine's Democratic governor, John Baldacci, and former U.S. Sen. George Mitchell. A win in Maine would be his 10th victory in 12 primaries and caucuses. Former Vermont Gov. Howard Dean, struggling to revive his once-promising campaign, was the only candidate barnstorming the state Sunday, making stops in six cities, hoping his fellow New Englanders don't give him the cold shoulder. "Maine folks are just like Vermont people -- they're very independent. And that's a great place to start the turnaround," Dean said after greeting supporters in Bangor who braved sub-zero wind chill to cheer their candidate. Results from the caucuses were expected from party officials about 9 p.m. Dean finished second in both caucuses Saturday. He got 30 percent of the delegate support in Washington, his best showing in any of the nominating contests held so far. But he was nearly 20 points behind Kerry, and 35 points behind him in Michigan.

Informatinn On Black Libraries :: essays research papers fc

Informatinn on Black Libraries Namibia Resource Centre Southern Africa Library The Library The library's collection of books focuses primarily on southern Africa and publications originating from the region. Its holdings of publications printed in Namibia since the early 1950s are probably the most extensive outside Africa. The collection contains publications in European and African languages and emphasises the social sciences and humanities. The rare-book collection of early accounts of European explorations covers the whole of sub-Saharan Africa. Special attention is being given to material documenting the history of the Swiss in Africa. The collection of periodicals includes both colonial and current titles, some of which are not to be found in other institutions in Switzerland. Current periodicals from southern Africa include newspapers, community newsletters, business bulletins and scientific journals. The collection of bibliographies is intended to cover all major geographic regions and subject issues concerning sub-Saharan Africa. They enable us to maintain the original purpose of the institution, i.e. to provide bibliographical information to researchers and others interested in Africa. The Archives The archival collection consists of several sections. One section primarily holds personal papers of individuals from Namibia and Switzerland. Another section consists of press cuttings and grey literature (pamphlets, reports, posters, etc.) from southern Africa and includes material from various Anti- Apartheid movements. Printed material concerning "SWAPO of Namibia" is regarded as extensive. In addition, a small collection of historical photographs from Namibia is being kept. The map collection contains 800 maps on Namibia, at present on loan to the Institute of Geography of the University of Basel. Reference guides on all archival holdings are available to researchers. The Publications Our own publications form part of our effort to promote knowledge and encourage research on Africa. Since 1971 more than 70 titles have been published, some of which are now considered to be standard texts on their subject. The series published by the BAB are: "Communications from the Basel Africa Bibliography" "Beitraege zur Afrikakunde" "Geomethodica" Reference guides on the archival holdings of the BAB. Occasional publications include dissertations, reprints, and working papers. Bibliophiles will find out second-hand bookshop particularly attractive. It has become a meeting point of people interested in Africa and a window ot the street inviting passers-by to come in, browse through the shelves and have a chat. Basler Afrika Bibliographien The Basler Afrika Bibliographien (BAB) houses the only Namibia Resource Centre in Europe and the only Southern Africa Library in Switzerland. Established in 1971 by Carl Schlettwein as a private research institution, it forms today part of a foundation whose aim it is to encourage research on Africa in general and

Commerce: Ethics and Social Responsibility Essay

In order to maintain social order and stability, people create a lot of rules to conduct the people’s behavior. A part of these rules of conduct is included in the scope of the law, which needs the coercive power of the country to protect its implementation. The other part belongs to the moral category, and it needs to rely on self-reflection and intervention of public opinion which can assurance its implementation. The business ethics is a part of commerce responsibility, and it is also a part of moral rules. Commercial activity is one of the most important activities in human society, and whether the commercial activity can run orderly have a tremendous impact on a society. A responsible commerce should fully consider the moral responsibility. Abramov (2007) said that The enterprise is closely related to the profits, in order to establish the basic responsibility of the enterprise, it should strengthen the full range of responsibility and cultivate culture which concentrates on responsibility. This essay will firstly give a brief description on the responsible commerce. Following this, it will discuss on the utilitarianism theory and its relation to the responsible commerce. After that, it will use the utilitarianism theory to analyze a case. Finally, it will give a reflection about the study. A brief introduction of the responsible commerce As a part of the social system, the responsibility of commerce attracts more and more attention. This concern not only comes from the theoretical areas, but also comes from the groups related to the enterprise and the stakeholders. How to ensure the implementation of the responsibility of the enterprise, and make it give a greater contribution to the society when it gets benefit from the society are the hot spots. An enterprise is rooted in the society, it is impossible to be an isolated body, and it must have a broad contact with the society, then it is necessary to undertake the corresponding responsibilities. In general, according to Jeremy (1789), the responsibility of commerce should include three aspects: economic responsibility, social responsibility and ethical responsibility. The economic responsibility refers to the economic interests that the enterprise pursuit and want to make the benefits of investors maximize. Through the process of accumulation: investment, profitability, reinvestment and re-profitability, the enterprise will grow and have a healthy development. The social responsibility should include internal and external aspects. The internal aspect refers to establish an effective monitoring mechanism, which is both responsible for the staff, but also responsible for the society. The external aspect includes three elements, first is to provide tax for the government, this is the important social responsibility for the enterprise. The second is to make efforts for the social harmony. It means that the commerce should provide employment opportunities for the community, should protect the ecological environment, and safeguard the interests of shareholders. The third is to provide the quality products and goods to the market. This responsibility relates to people’s lives and health, and also relates to the normal operation of the society. Peter (1981) said that the ethical responsibility is moral responsibility, unlike social responsibility, it is the voluntary acts. The enterprise should undertake these three responsibilities, and play its role for the rapid and stable development of the society and economic. The utilitarianism theory The utilitarianism can be said as an ethical theory, which believes that the proper action is the one which can maximize the happiness of all the people. It can be also regarded as a form of the consequentialism, it means that every action has a moral worth, and it is determined only by the outcome of the resulting, people can only know all the consequences of the action, and then can weigh the morality. The core of utilitarianism is principle of the greatest happiness of most people. The personal interests can not be separated from the interests of others. Frederick (2003) said that the utilitarianism can be accepted by human beings because of the profit nature of human. Therefore, the principle of utility is necessary to consider the personal interests and the interests of others, and also consider the interests of the stakeholders. Mill (2004) inherited Bentham’s idea of the greatest happiness principle, and pointed out that it should develop ethics according to the utilitarian purpose, in compliance with these codes of ethics, it will get the best interests of the overwhelming majority of people. Mill’s idea makes utilitarianism which only stresses the effect of utilitarian change into the principle which not only stresses the effect, but also pays attention on the guidelines of the ethics. Kelly (1990) said that the essence of the utilitarianism is that it affirms the necessity of achieving personal interests, and also provides that realizing the overall interests is premise and precondition of personal interests. The one-sided pursuit of personal interests is a narrow utilitarian concept, which can be extended to the utilitarian concept of the modern commerce. It can be concluded that some commercial operators with narrow utilitarian view will have one-sided pursue the commercial interests, the utilitarian view of modern commercial operators should maintain and achieve the overall interests of stakeholders and collective. Application of utilitarianism theory to analysis the company of Sanlu It has been reported that in China, the incident of Sanlu milk is a typical manmade disaster. From last year, the company of Sanlu began to receive the consumer complaints. To August 1 when the experts make the conclusion on the milk, then to September 8, the municipal government of Shi Jiazhuang gave a report to the government of Hebei Province. During the half year, the unspoken rule which is known by every one is not timely broken, and the company of Sanlu did not take measures to reduce the damage and the losses. The incident of Sanlu reflects the corporate ethics and social responsibility, which are concerned by many people. In order to pursue the profit and gain the ill-gotten wealth, a small number of enterprises ignore people’s health and even people’ life, the corporate moral is decay. The unscrupulous milk traders seek profits, so they devoid of conscience, and mix the milk with melamine. The management of the company lack of responsibility, and neglect lives and safety of people. The relevant department has also developed a number of systems to deal with the incident. But these systems are not specific. The incident of Sanlu milk lacks the system of third party testing. And the regulatory powers is own by the company, the profit make the system fail, and which lead to the fail regulation. George (2005) said that the reason why the company should fulfill the responsibility is neither because the company faces many ethical dilemmas and moral hazard, nor because the ethics can be regarded as the effective tools which can help company achieve the economic purpose. The most fundamental is that the responsibility is the core values of the modern enterprises, which has a special meaning and civilized significance. There are many reasons which can lead to the unethical behaviors and the shady transactions, but the most main reason which can induce unethical behavior is too much emphasis on the performance. So the company should correct the idea of too much emphasis on the performance and also qualify the performance. When it seeks to the purpose of self-interest, it should also establish a business concept of altruism. The company of Sanlu should have the responsibility, it should aware that the development of the company is not only for profit, but also for the fulfillment of a moral. It can use the scientific management to combine the interests of the company and the social responsibility. The company should use the greatest happiness principle as a guidance, which can make our society more harmonious. The greatest happiness principle is an abstract concept, when using this idea to make the commercial decisions, it will often encounter the problem that the interests of all parties can not easy to achieve the largest. So the company should fully balance the interests and realize the greatest happiness of most people. Conclusion The modern commercial operators use the greatest happiness principle as its core of utilitarian, which break the western traditional idea of utilitarian, which pursues the maximize the self-interests and the interests of the stakeholders. The principle affirms both the interests of the main groups which include the merchants and the staff, and the interests of consumers. It also affirms the interests of the society. It means that it combines the interests of individuals and others, the interests of organizations and nation, society. From the sources of the theory, it reflects the unity of the commerce and moral, and also reflects the combination of benefits and fair. It is more suitable for the modern society. In short, to make a business decision with ethical aspects, it should let the decision have the support of ethical standards. Bernard (1973) said that from the view of utilitarian, it is necessary to meet the requirements of the stakeholders who pursue maximize of the benefits. Walters (2008) believed that if the business decision has the support of ethical standards, it can be said that it have the ethics, and then the company can avoid the risk of commercial ethics, and can also bear the ethical responsibility which the commercial operators should undertake, and this company can be regarded as a responsible commerce.

Management and Business Measurement Process Essay

Darien Walker’s approach to audit Mercedes Benz U. S. International (MBUSI) exemplifies the business measurement process method. Walker begins with a strategic analysis of her client by conducting research on the SUV market and MBUSI’s business and strategic objectives. Some important external forces in the industry include economic factors such as international oil prices, employment rate, interest rates, and inflation. Though faced with taxation and tariff complications, MBUSI enjoys a strong relationship with the state of Alabama government. The merger with Chrysler Corporation, on the other hand, poses several risks. Unionization and additional disclosures under GAAP reporting may significantly impact on the company’s operations. The elevation of competition in the SUV segment may also lead to decreased market shares of the M-Class, however, high product quality and customer satisfaction would ensure the M-Class a niche within the market. Assembly and supply chain management are MBUSI’s core business processes, and a number of controls have been placed throughout these processes to ensure operational effectiveness and efficiency. MBUSI excels in its assembly line management through collaboration with workers and suppliers, as well as establishing and monitoring of key controls. The company also enjoys a superb supply chain, mainly due to its close, integrated relationships with its suppliers. In addition, resource management processes, such as procurement and information management, are also crucial to the success of the company. From Walker’s risk-based strategic systems approach to audit MBUSI, there are two key takeaways. First, Walker’s comprehensive strategic analysis on MBUSI demonstrates that auditors must conduct extensive research about the client’s business and the environment of which it operates in. The BMP audit approach would not otherwise work if auditors fail to become familiarizedwith the business entity. An example to demonstrate this point is the fall of Enron. Due to the gas industry’s complex business nature, Enron’s financial statements tend to be vague and confusing. By further obscuring its financial statements, Enron fools its auditors through easy manipulations. In hindsight, however, if the external auditors understood Enron’s business structure and industry, they would have detected the misstatements in financial results. Finally,from MBUSI’s perspective, it is notable that the company’s integrative relationships with the employees, suppliers, and the state of Alabama government are the keys to success. MBUSI’s active engagement with these key players allows the company to leverage these relationships through its business processes to deliver â€Å"Mercedes-Benz quality† to its customers. Another company that successfully leveraged its relationships with internal and external parties is Starbucks Inc.