Strategic Warehouse Management

Introduction The Southern Boston Massachusetts area proposed for the construction of the warehouse is suitable because of the small number of warehouses that are available in comparison to the available demand. The proposed area holds a lot of potential because the supply chain management and warehouse business has not been well exploited.Advertising We will write a custom report sample on Strategic Warehouse Management specifically for you for only $16.05 $11/page Learn More Research studies indicate that the existing supply chain management systems and available warehouses are not very efficient in their work which has led to the loss of clients for some of the businesses that do business with these supply chain businesses (Stuart, 2011). The area holds a lot of potential for being a source of high income. Research materials on studies that had been conducted in the area showed that some of the existing warehouses had poor delivery times for their clie nts which made them gain a bad reputation with the consumers. The disadvantage for the consumers is that some of these warehouses are the only sources of the bulk commodities that their customers need to run their businesses therefore. Another potential weakness of existing warehouses that the company can take advantage of is that some of the warehouses in the identified region sometimes run out of the stock that consumers need. If the deliveries to clients could also be made on time, the clients would gain the necessary confidence in the Strategic warehouse management Inc. Company. Before delivery, the staff at the Strategic Warehouse Management Inc. Company that would be set up could first determine the most efficient routes to use to deliver goods to clients. Consideration of minor aspects such as traffic, would result in the saving of time and satisfaction of the customers’ needs. The Strategic Warehouse Management Inc. Company would also form the necessary relationships with the lowest priced producers to ensure that clients get the products they need at lower or similar prices in relation to other Warehousing and supply chain management system businesses in the area (Stuart, 2011). The inefficiency of competitors would result in an economic advantage for the company in terms of high number of clients due to the efficient and convenient services provided by the company especially in comparison to other similar businesses (Mentzer, 2011).Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More The Strategic Warehouse Management Inc Company would strive towards the proficient delivery of the services that clients are in need of. The efficient delivery of services would result in the building of a good name and reputation for the company which would spread to other consumers resulting in growth and development of business. The company could ensure that every consume r in the market is aware of the services handled in an efficient manner leading to saving of time and more convenience as needed Tompkins Smith, 1998). The Southern Boston area has good facilities in terms of banks and higher institutions of learning. The close proximity to banks would ensure that transactions could be processed fast to avoid any incidences of delay which might lead to loss of business and impact negatively on the profit margin. The internationally ranked higher institutions of learning would contribute to the highly trained staff that would be needed in the running of the company. Southern Boston also has a wide variety of businesses which would serve as a base for the potential clientele needed by Strategic Warehouse Management Inc. Company (Stuart, 2011). A supply chain Assessment Supply chain is a very important and fast developing field. The field encompasses the activities involved in manufacturing, purchasing of needed products, transportation and distributi on of this products to where they are needed, at the right condition and at the right time. Supply chain management is integrated with warehousing because the handling of material often includes the storage of these materials before proper logistics can be planned and finalized on (Gattorna, 1998). Supply chain management is a very essential part in the delivery of products to the final consumer since it forms an important link between the manufacturer and the end consumer and all the individuals and processes that are in between such as; transfer and management of necessary data needed in the exchange process, transportation of raw products and processed goods out of factories, storage of the products before they can distributed, controlling of the inventory in the warehouse systems, procuring and managing of the whole supply process (Alexander, 2002). The supply chain management process has also expanded to include demand and supply forecasting and planning, scheduling of operatio ns, processing of orders and ensuring that customers are served cost efficiently at effective processes for involved firms in the supply chain (Simchi-Levi, Kaminsky Simchi, Levi, 2004). Another importance of Supply chain management systems is that, it results in cost efficiency for firms and ensures that firms remain competitive especially when they are benchmarked with competing organizations. Proper supply chain management allows an organization to be competitive and ensure that goods are supplied to customers at or before the specified time by customers.Advertising We will write a custom report sample on Strategic Warehouse Management specifically for you for only $16.05 $11/page Learn More Effective supply management systems ensure that proper planning of the routes to be taken have been designed, modal analysis performed, preparation of the loading systems completed and the necessary distribution plans designed and the best ones chosen to ensure fast delivery of goods to consumers(Simchi-Levi, Kaminsky Simchi, Levi, 2004). For most businesses, the key to ensuring that they attract and retain their customers is the fast delivery of ordered goods to consumers. If the goods are not available when needed by clients, the business risks losing existing and potential clients. Therefore all businesses should ensure effective supply management so as to remain competitive in comparison to other businesses and in order to maintain or even exceed set profit margins. Supply chain management has the intent of increasing incomes, reducing incurred costs, ensuring that the assets in an organization are effectively made us of and customers’ needs are met (Stuart, 2011). A warehouse operations plan on how to build and manage the warehousing operations Running of a ware house is not an easy and it requires a lot of planning and dedication to execute the necessary operations to the warehouse in order to serve clients cost effectively w hile increasing revenue and ensuring that customers’ needs are met. A warehouse operations plan should include the human resource planning for the warehouse, layout plan for the space of storage for materials to handled, proper installation and availability of handling equipment and up to date warehouse management systems (Alexander Communications, 2002). The proper documentation needed in order to be legally permitted to build up a warehouse should be sourced from the necessary authorities so that the work to put up a warehouse can begin. It would be highly preferred to work with individuals that have already worked in the construction of a warehouse because they would be at a better position to understand the concepts used in the construction of a warehouse. The services of an efficient project manager should be acquired to ensure that construction of the warehouse takes place within a given time line that the plan of having the warehouse running is not stalled (Mentzer, 20 01).Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Depending on the funds that are available, the building would be expected to take a period of about six months to one year. After the warehouse building has been completed, the warehouse management should start sourcing for the right human resources for the warehouse. One of the most important resources in a warehouse is the human resource which the organization should ensure are highly skilled in their areas of expertise. The right number of employees should be sourced. Too many employees would be an unnecessary expense to the company while a low number of employees would result in poor outcomes such as poor customer service because they would be overworked and not perform their duties effectively. The different expected duties of employees should be divided into different categories to enable proper recruiting of needed personnel (Tompkins Smith, 1998). Receiving of orders, storage and picking of orders are different function as that should be allocated to different people especi ally because of the different documentation processes that are required for effective and smooth running of the warehouse. Within the major roles of receiving, storage and dispatch of commodities in the warehouse, are the smaller roles such as inspection of the commodities to ensure that they are in good shape when received and before delivery to clients, controlling of the available stock and ordering of more when the available stock is about to get finished, packing and loading of the commodities stored in the warehouse (Lambert, 2008). The layout section of the warehouse should also be planned for. Warehouse activities such as receiving and loading of the stored commodities, development of actual spaces needed for the warehouse activities and the estimation of the necessary space for receiving and loading should be accounted for. Depending on the type of commodities to be stored, shelves should be installed to ensure efficient and maximum utilization of available space. After mak ing a layout plan, it should be reconciled with available space and revisions of available space made where necessary. For example storage space could be reduced if it is found that the available loading space is insufficient (Tompkins Smith, 1998). Concluding recommendation using supporting rationale derived from the above mentioned items I would recommend that Strategic Warehouse Management Inc. Company begins its sets up of â€Å"super warehouses† in Southern Boston stemming from the results of the research that had been carried out on the area that indicated that there is a gap in efficient warehouse and supply chain management which would result in raking in of high profit margins for the company. The establishment of warehouses in Southern Boston would also serve as a marketing tool for the Strategic Warehouse Management Inc. Company due to the efficient services that the company would offer thus earn a good name for itself. Proper supply management is important for mo st companies to ensure that they remain competitive when they are benchmarked with other organizations in the same industry. That is why efficient supply chain management is a very important toll in ensuring that an organization gets to, and stays at the top. Nowadays, supply chain management includes; procurement, purchasing, information management systems, storage, storage management, logistics and distribution. Organizations are able to take advantage and maximize on proper supply chain management, can be able to maximize on profits since clients would be aware of the reliability and speed that such a company delivers commodities to clients. Establishment of warehouses would include building of warehouses by the company. The building of the warehouses should be allocated to a construction company with a proven track record of delivery of services to clients. The warehouses that would be constructed would be staffed with highly trained personnel to ensure customer satisfaction and efficient record keeping and management of the warehouses. The lay out plans for the warehouses would be made very efficiently to ensure that all the available space would be utilized to the maximum. Proper arrangement of the warehouse can increase space for storage and convenience for loading and offloading of the goods to and from the warehouse respectively. Any necessary installation of equipment would be made to ensure that the storage is increased and convenient for the types of goods to be stored in the different warehouses. Strategic Warehouse Management Inc. would maximize on the expertise that it holds in warehouse management and strategically place itself as a market leader that offers delivery of commodities in a convenient, cost effective and timely manner in comparison to other companies offering similar services (Simchi-Levi, Kaminsky Simchi- Levi, 2004). References Alexander, C. (2002). Warehouse Management Control New York, NY: Alexander Communications Inc. Gattor na, J. (1998). Strategic Supply Chain Alignment. England: Gower Publishing Ltd. Lambert, D.L. (2008). Supply Chain Management. Florida: Hartley Press. Mentzer, T.J. (2001). Supply Chain Management. California, CA: Sage Publications. Simchi-Levi, D., Kaminsky, P. Simchi, Levi, E. (2004). Managing the Supply Chain: The Definitive Guide for the Business. Ohio: Cengage. Stuart, E. (2011). Excellence in Warehouse Management. Massachusetts: Wiley. Tompkins, J.A. Smith, D.J. (1998). Warehouse Management Handbook. New York, NY: Rosen. This report on Strategic Warehouse Management was written and submitted by user Jude Mcintyre to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Garden State Equality vs. Dow Essay Example

Garden State Equality vs. Dow Essay Example Garden State Equality vs. Dow Essay Garden State Equality vs. Dow Essay Garden State Equality vs. Dow A challenging dispute of minds As the case of Garden State Equality vs. Dow unravels into the Supreme Court hearings, there will be an indefinite vvariety of opinions and disputes of minds. There is room for controversy and disputes will arise. There are miss-interpretations and quotes that government officials and citizens against civil union rights have expressed and demonstrated about same-sex couples and their right to marry. This is an example of an interpretation given to describe differences in marital elationships by one of the Opinions of the Justices to the Senate, 440 Mass. t 1207, it states, The dissimilitude between the terms civil mmarriage and civil union is not innocuous; it is a considered choice of language that reflects a demonstrable assigning of same-sex, largely homosexual, couples to second-class status. Although it may seem that the federal laws have acknowledged and enacted the law that would give equal rights to every citizen, who in fact, shares an interest in having a mmarriage legitimized, has only shown that recognition is vague and is still insufficient n its standing. There is still skepticism from opinions that range in a form of discrimination because neglect is present. : Their demand to be able to enjoy the benefits and recognition of being married are irrelevant showing an effect on the family as a whole. Because it is so controversial it gives way to confusion in establishing the fact, that it is indeed a mmarriage that same-sex couples share with one another. In my opinion they have put same-sex couples as second class status and deemed there is little room to recognize their form of long term relationship. Same-sex couples have been denied the benefits that heterosexual couples are given. The mode of acceptance in society has not improved, even though there are indications that this change in opinion, will prove to be beneficial for all society today. Repetition of inequality of rights through past history has shown its devastations of cruelty on society or have we forgotten this occurrence? I feel that the law has to be more flexible in adapting to the changing times that we face today. As technology increases, it changes the way society has implemented the law, there should be xpansive ways to approach the difference of opinion and way of lifestyle to accommodate every citizen to have equal rights and freedom of choice. We will need to move forward and face the many challenges that are present in these changing times, in doing so we also have to demand that the law adjusts to the ever changing viewpoints and situations that are present and ones that will surface in the future. As citizens we have a responsibility to the victims who are treated unfairly and cannot achieve the pursuit of happiness promised by our forefathers and the Constitution of the United States of America. I say keep up the fight and never give up, until it is attainable. We simply need great leaders to represent the needs afflicting each individual, who is not given their right to be equal or have freedom of choice. Success is only achieved by finding the mearns of understanding and great approach will serve as a tool to find a solution that will be accepted and implemented in our daily lives to give every citizen the freedom to live in a society that is free of preJu01ce Trom lnJustlce. Written by: Ms. Graciela Montoya

Biography of Franz Ferdinand, Archduke of Austria

Biography of Franz Ferdinand, Archduke of Austria Franz Ferdinand (December 18, 1863–June 28, 1914) was a member of the royal Habsburg dynasty, which ruled the Austro-Hungarian Empire. After his father died in 1896, Ferdinand became next in line for the throne. His assassination in 1914 at the hands of a Bosnian revolutionary led to the outbreak of World War I. Fast Facts: Franz Ferdinand Known For: Ferdinand was the heir apparent to the Austro-Hungarian throne; his assassination led to the outbreak of World War I.Also Known As: Franz Ferdinand Carl Ludwig Joseph MariaBorn: December 18, 1863 in Graz, Austrian EmpireParents: Archduke Karl Ludwig of Austria and  Princess Maria Annunciata of Bourbon-Two SiciliesDied: June 28, 1914 in Sarajevo, Austria-HungarySpouse: Sophie, Duchess of Hohenberg (m. 1900–1914)Children: Princess Sophie of Hohenberg; Maximilian, Duke of Hohenberg; Prince Ernst of Hohenberg Early Life Franz Ferdinand was born Franz Ferdinand Karl Ludwig Joseph on December 18, 1863, in Graz, Austria. He was the eldest son of Archduke Carl Ludwig and the nephew of Emperor Franz Josef. He was educated by private tutors throughout his youth. Military Career Ferdinand was destined to join the Austro-Hungarian army and quickly rose through the ranks. He was promoted five times until he was made a major general in 1896. He had served in both Prague and Hungary. It was no surprise when later, as heir to the throne, he was appointed to be the inspector general of the Austro-Hungarian army. It was while serving in this capacity that he would eventually be assassinated. As a leader of the Austro-Hungarian Empire, Ferdinand worked to preserve the power of the Habsburg dynasty. The empire was made up of multiple ethnic groups, and for some of them, Ferdinand supported greater freedom for self-determination. He argued for better treatment of Serbia in particular, fearing that suffering among the Slavs might lead to conflict in the region. At the same time, Ferdinand opposed outright nationalist movements that might threaten to undermine the empire. On political matters, it was reported that Ferdinand frequently disagreed with Emperor Franz Joseph; the two had bitter arguments when they discussed the future of the empire. Heir to the Throne In 1889, the son of Emperor Franz Josef, Crown Prince Rudolf, committed suicide. Franz Ferdinands father Karl Ludwig became next in line to the throne. Upon Karl Ludwigs death in 1896, Franz Ferdinand became the heir apparent to the throne. As a result, he took on new responsibilities and was trained to eventually become the emperor. Marriage and Family Ferdinand first met Countess Sophie Maria Josephine Albina Chotek von Chotkova und Wognin in 1894 and soon fell in love with her. However, she was not considered a suitable spouse since she was not a member of the House of Habsburg. It took a few years and the intervention of other heads of state before Emperor Franz Josef would agree to the marriage in 1899. Their marriage was only allowed on the condition that Sophie would agree to not allow any of her husbands titles, privileges, or inherited property to pass to either her or her children. This is known as a morganatic marriage. Together, the couple had three children: Princess Sophie of Hohenberg; Maximilian, Duke of Hohenberg; and Prince Ernst of Hohenberg. In 1909, Sophie was given the title Duchess of Hohenberg, though her royal privileges were still limited. Trip to Sarajevo In 1914, Archduke Franz Ferdinand was invited to Sarajevo to inspect the troops by General Oskar Potiorek, the governor of Bosnia-Herzegovina, one of the Austrian provinces. Part of the appeal of the trip was that his wife, Sophie, would be not only welcomed but also allowed to ride in the same car with him. This was otherwise not allowed due to the rules of their marriage. The couple arrived in Sarajevo on June 28, 1914.​ Unbeknownst to Franz Ferdinand and his wife Sophie, a Serbian revolutionary group called the Black Hand had planned to assassinate the archduke on his trip to Sarajevo. At 10:10 a.m. on June 28, 1914, on the way from the train station to City Hall, a grenade was launched at them by a member of the Black Hand. However, the driver saw something racing through the air and sped up, causing the grenade to hit the car behind them, seriously wounding two occupants. Assassination After meeting with Potiorek at City Hall, Franz Ferdinand and Sophie decided to visit those wounded from the grenade in the hospital. However, their driver made a wrong turn and drove right past a Black Hand conspirator named Gavrilo Princip. When the driver slowly backed up out of the street, Princip pulled a gun and fired several shots into the car, hitting Sophie in the stomach and Franz Ferdinand in the neck. They both died before they could be taken to the hospital. Ferdinand was buried alongside his wife in Artstetten Castle, a royal property in Austria. The car in which they were killed is on display at the Museum of Military History in Vienna, Austria, along with Ferdinands bloodied uniform. Legacy The Black Hand attacked Franz Ferdinand as a call for independence for Serbians who lived in Bosnia, part of former Yugoslavia. When Austro-Hungary retaliated against Serbia, Russia- which was then allied with Serbia- joined the war against Austria-Hungary. This started a series of conflicts that eventually led to World War I. Germany declared war on Russia, and France was then drawn in against Germany and Austro-Hungary. When Germany attacked France through Belgium, Britain was brought into the war as well. Japan entered the war on Germanys side. Later, Italy and the United States would enter on the side of the allies. Sources Brook-Shepherd, Gordon.  Archduke of Sarajevo: the Romance and Tragedy of Franz Ferdinand of Austria. Little, Brown, 1984.Clark, Christopher M.  The Sleepwalkers: How Europe Went to War in 1914. Harper Perennial, 2014.King, Greg, and Sue Woolmans.  The Assassination of the Archduke: Sarajevo 1914 and the Romance That Changed the World. St. Martins Griffin, 2014.

Forces Driving the Globalisation Process Research Paper

Forces Driving the Globalisation Process - Research Paper Example Today, organizations can only ignore the rest of the world at their own peril due to the heightened competition both within and beyond their countries of origin. Operational and competitive strategies of businesses have to factor the globalization aspect more than ever before. Globalization, therefore, requires firms to keep abreast what their competitors are doing, where they are located and which economic, socio-political and technological developments are happening in these locations. Multinational businesses have been facing challenges in their endeavor to venture into various markets worldwide which are slowing down their prospects and the general speed of globalization. This paper will look into the forces driving globalization and explain some of the challenges that globalization presents to multinational businesses. Forces Driving the Globalisation Process Manufacturers and service providers have revolutionized the global market environment in the last 3 decades. This has bee n facilitated by the fact that organizations have increasingly formed joint ventures and strategic alliances and established foreign subsidiaries. These actions create the concept of process in globalization since a bigger picture is created which facilitates the movement of products and services to markets all over the world. It is therefore important to identify the various forces that drive globalization. Capital markets liberalization For globalization to spread there is need to have the free flow of investment beyond the confines of one country or region. Digitization of capital offered this opportunity although many countries that adopted it faced numerous start-up challenges. Many Asian countries are among the affected especially in the late 1990s. A serious financial and market crisis ensued in Russia and Argentina in the early 2000s and at this point, the IMF was blamed for having faulty policies (Tallman 2010). Those against liberalization argued that speculators were to t ake advantage of and affect cross country movements. In this respect, certain taxes were proposed for example the Chilean and Tobin taxes control the extent of speculation (Tallman 2010). As much as it is true that liberalization had its shortcomings and that some nations felt it harder than others, its benefits far outweigh its initial setbacks. One such benefit is the easy access to funds for SMEs and entrepreneurs. It is also true that in many countries banks and financial structures are largely government controlled. However, these governments have been relaxing their muscles due to pressure from inter-country competition in attracting foreign investment. As a result,  capital markets have been progressively liberalized so as to attract investment and interlink financial markets. The risk though of these practices is currency fluctuations e.g. the dollar as the case is today with the looming crisis in the Middle East and North Africa particularly Libya which is a major oil exp orter.

Emotions as Strategic Game in a Hostile Workplace Case Study - 40

Emotions as Strategic Game in a Hostile Workplace - Case Study Example This research will begin with the statement that emerging from her own assertions in the interview, Laura seems to be unjustified in her arguments that her organizational culture promotes coldness and unproductivity. On the contrary, giving employees an opportunity to express their emotions have a negative influence on the productivity of an organization. More specifically, the management approach not to accept the expression of anger, fear, happiness or any aspect of emotion is in a bid not to undermine the routine performance of employees. Drawing from Darwin’s evolutionary principles, emotions tend to serve a specific purpose to enhance the survival mechanisms of man. In fact, evolutionary psychologists point out that emotions, whether regarded as positive or negative, serve a particular role. On another level, positive emotions like happiness and gratitude show favorable evaluation, while negative ones like fear and anger tend to be opposite. Laura’s organizational culture seems to be influenced more by the â€Å"myth of rationality† of scientific management that became evident in the late nineteenth century. This theory is premised on the fact that a successful organization is one that did not allow employees to display any emotions.

Discrimination Concerns in a Business Environment

Discrimination Concerns in a Business Environment Organisational policies and procedures Legal compliance Direct Discrimination Direct discrimination consists of treating a person less favourably than others are or would be treated, on the grounds of race, sex, disability, religion or belief, and sexual orientation. Indirect Discrimination This includes practices which look fair but have discriminatory side effects, which may or may not be intended. Harassment Harassment of individuals related to their sex, race, disability, religion or belief, or sexual orientation is regarded as a form of discrimination, and is therefore illegal. Harassment is defined as: â€Å"Unwanted conduct related to any of the grounds covered by the legislation which takes place with the purpose or effect of violating the dignity of a person and/or creating an intimidating, hostile, degrading, humiliating or offensive environment.† Victimisation Victimisation occurs when an individual is adversely treated because they have made a complaint of discrimination or harassment, or provided evidence in such a case Organizations are legally required to follow a set of practices to ensure discrimination is eradicated and expectations of equality are met in the workplace. 1970 The Equal Pay Act (EPA) (as amended), makes it unlawful for employers to discriminate between men and women in terms of their pay and conditions (including pay, holiday entitlement, pension etc) where they are doing the same or similar work; work rated as equivalent; or work of equal value. 1975 The Sex Discrimination Act (SDA) (as amended), makes it unlawful to discriminate on grounds of sex or marital status in areas such as employment, education and the provision of goods and services. 1976 The Race Relations Act (RRA) (as amended) makes it unlawful to discriminate on grounds of colour, race, and nationality, ethnic or national origin. The Race Relations (Amendment) Act 2000 outlaws discrimination in all public authority functions, and places a general duty on public authorities to promote race equality and good race relations. There is also a specific duty to produce a Race Equality Policy and undertake race equality impact assessments. 1995 The Disability Discrimination Act (DDA) (as amended) makes it unlawful to discriminate on grounds of disability in the areas of employment, the provision of goods and services and education. The 2005 Regulations provide new definitions of direct discrimination and harassment and widen the duty to make reasonable adjustments. 1996 The Employment Rights Act (as amended by the Employment Relations Act 1999) covers many issues including an employee’s entitlement to maternity leave, paternity leave, adoption leave, parental leave and the right to request flexible working arrangements. It also outlaws detriment in employment and affords employees a right not to be unfairly dismissed and to receive a redundancy payment (providing qualifying criteria are met). Further Regulations elaborate on these. 1997 The Protection from Harassment Act makes harassment both a civil tort and criminal offence, and although originally drafted to provide protection from stalking, covers other forms of harassment, both in and out of the workplace. 1999 The Sex Discrimination (Gender Reassignment) Regulations make it unlawful to discriminate against a person for the purpose of employment or vocational training on the ground that that person intends to undergo, is undergoing, or has at some time in the past undergone gender reassignment. In particular, the Regulations give transsexuals the right to be protected from direct discrimination. 2001 The Special Educational Needs and Disability Act (SENDA) extends the DDA (1995) to include the provision education (including Higher Education). It makes it illegal to discriminate in the provision of education on the grounds of a student’s disability. It is now largely incorporated within the DDA (2005). 2002 The Employment Act makes provision for rights to paternity and adoption leave and pay; amends the law relating to statutory maternity leave and pay; makes provision for the use of statutory procedures in relation to employment disputes; and covers the right to request flexible working. 2003 The Employment Equality (Religion and Belief) Regulations make it unlawful to discriminate on grounds of religion or religious belief in employment and vocational training. 2003 The Employment Equality (Sexual Orientation) Regulations make it unlawful to discriminate on grounds of sexual orientation in employment and vocational training. The Regulations protect homosexuals, heterosexuals and bisexuals. 2004 The Gender Recognition Act 2004 gives legal recognition to a transsexual’s acquired gender. For example, a male-to-female transsexual will be legally recognised as a woman in English law. 2005  Disability Discrimination Act makes substantial amendments to the 1995 Act. It introduces a duty on all public bodies to promote equality of opportunity for disabled people. In particular, public bodies have to produce a Disability Equality Scheme to promote disability and to explain how they intend to fulfil the duty to promote equality. 2005 The Employment Equality (Sex Discrimination) Regulations are concerned with the principle of equal treatment of men and women as regards access to employment, vocational training and promotion, and working conditions. It makes changes to the definition of harassment at work and indirect discrimination, and also prohibits discrimination on the grounds of pregnancy and maternity leave. 2006 The Employment Equality (Age) Regulations make it unlawful to discriminate against employees, job seekers or trainees on grounds of age in employment and vocational training. They prohibit direct and indirect discrimination, victimisation, instructions to discriminate and harassment. They introduce a minimum retirement age of 65; a duty on employers to respond to requests to work beyond retirement age; and remove the upper age limit for claiming a redundancy payment or unfair dismissal. 2006 The Equality Act makes provision for the establishment of the Equality and Human Rights Commission (EHRC) by merging the Equal Opportunities Commission, the Commission for Racial Equality and the Disability Rights Commission. The EHRC is responsible for promoting equality and diversity and will work towards eliminating discrimination on the usual grounds (including religion and belief, sexual orientation, age, gender, disability, race and gender reassignment 2007 The Equality Act (Sexual Orientation) Regulations 2007 make it unlawful to discriminate on the grounds of sexual orientation in the provision of goods, facilities and services, education, disposal and management of premises and the exercise of public functions. Meeting Organisational Aims and Commitment Elements which lead to people’s commitment: 1. Commitment is an  attitude Commitment is an  attitude  a psychological frame of mind which motivates people to work towards certain goals. Managers can train employees with new skills and impart them with new knowledge but quite often than not they find it extremely difficult to effect changes in people’s attitude. 2. Use of resources Committed people commit their total resources, which include going extra mile for achieving goals assigned to them. 3. Achievement  of goals Committed people not only work hard but also are also smart enough to know the ultimate results, which are expected of them. Commitment thus means striving till the  achievement  of ultimate goals. Writing Equality and Diversity Policies A good policy will be split into these sections: A statement of intent This spells out organisational commitment to equality and diversity in terms of opportunity and access, and your commitment to tackle discrimination. A purpose This explains why your organisation is writing and adopting the policy. Your organisation may wish to refer to and recognise issues of specific discrimination or refer to any specific research related to your organisation. A commitment to action Your organisation needs to list what steps it will take to ensure that its intentions and purpose are reflected in the way the organisation plans action, makes decisions, recruits staff and volunteers, delivers services and supports staff and volunteers and service users. There should be a statement about positive action to tackle under- representation in this section. A review of the legal requirements Your organisation needs to describe how this legislation relates to your work and what steps you intend to take to ensure you meet the appropriate legal requirements Discrimination, harassment and victimisation The policy needs to define direct and indirect discrimination (including discrimination by association and by perception), harassment and victimisation, all of which need to be tackled in the policy through statements committing the organisation to action. Implementation and communication Your organisation needs to explain how the policy will be put into practice and how it will be communicated to all staff, volunteers and service users. Monitoring and evaluation Your organisation needs to describe how the policy will be monitored and evaluated and who will be responsible for that work. Your organisation needs to state how long the policy will be in existence and when it will be subject to review. Complaints or grievance and disciplinary procedures Your organisation needs to make clear how complaints and disciplinary action can be triggered by actions contrary to the policy, how appeals can be made, who is responsible, and how matters are resolved. An action plan Finally, you need to write an action plan. This will include objectives with clear outcomes, stating who is responsible for each objective, what resources are in place, when each target will be met and what evidence the organisation can provide to show the outcomes have been met. References Improving Equality and Diversity in Your Organisation: A Guide for Third Sector CEOs. Retrieved from http://www.gadnetwork.org.uk/storage/ACEVO%202011%20Improving%20Equality%20and%20Diversity%20in%20Your%20Organisation%20-%20A%20guide%20for%20Third%20Sector%20CEOs.pdf Delivering Equality and Diversity. Retrieved from http://www.acas.org.uk/media/pdf/l/e/Acas_Delivering_Equality_and_Diversity_(Nov_11)-accessible-version-Apr-2012.pdf Retrieved from http://www.businessballs.com/equality.htm Legal Services Commission Equality and Diversity Guidance 2013.Retrieved from https://www.justice.gov.uk/downloads/legal-aid/civil-contracts/equality-diversity-guidance-for-providers.pdf Retrieved from http://www.selfgrowth.com/articles/ACHIEVING_EXCELLENCE_THROUGH_TOTAL_COMMITMENT.html Retrieved from www.dundeecity.gov.uk/dundeecity/uploaded/publication_1668.doc‎

Does Having a Recognizable Art or Design “Style” Limit One’s Creativity? Essay

In order to touch basis on what everything truly is and get a solid meaning, let’s discuss what an art style really is, â€Å"..Art styles describe the way the artwork looks. Style is basically the manner in which the artist portrays his or her subject matter and how the artist expresses his or her vision. Style is determined by the characteristics that describe the artwork, such as the way the artist employs form, color, and composition, to name just a few. Another important factor in determining the style of an artwork is to examine the way the artist handles the medium, taking into account the method or technique that the artist uses. An additional aspect of art styles is the philosophy or driving force behind the artwork. All of these stylistic elements are defined by the choices artists make as they compose their artwork.† [ArtIsFun] So, now that we understand that — the main issue I feel needs to be addressed is that recognizable art is not limiting the creativity of an artist, it just limits their field. It doesn’t stop them from expanding, rather than allow them to be free from pressure of the new-tone art, as they stick with their recognizable art and expand from there. Consistency is never bad, in fact, it’s considered stable so long as there’s also a slight variation, whether through purpose, tone, color, meaning, etc. For instance, a particular artist may have recognizable art for marketing purposes. If someone were too originally paint flowers of different variations, and then start painting people – the difference can be confusing; â€Å"If your goal is to create a name-recognized brand – like Mary Engelbreit, for example, you have to develop a strong, tight and recognizable style. People have to see it and know, â€Å"Mary Engelbreit.† Mary is known for her black and white checks, cherries, cute characters and use of quotes in her work. If she started painting landscapes, it would confuse the market.† [Reed] However, another issue is that when creating a portfolio to impress a major employer, they seek variation and different styles; but why? If you’re good at it, why change? They want to be able to see all that you’re good at. Very similar to how American Idol put its contestants through rock music and then through country music. So, even though you may be particularly good at a particular style, variation is sought upon when searching for a career. The broader, the more unique even if you’re placed doing one design for the rest of your life in that particular career.