Choose one example of a real protectionist policy that has been Essay

Choose one example of a real protectionist policy that has been implemented by the government of some country and discuss the is - Essay Example Under non-automatic licensing requirements importers need to approach authority for the pre-registration and pre-approval of all imports into the country (USTR, 2012). Over time, rather than eliminating these measures, Argentina brought almost 600 items that include textiles, consumer electronics, bicycle parts, glass, metallurgical products and many more under the ambit of non-automatic import licensing procedures from February 1, 2012. The new requirement served two purposes: firstly, discouraging importers with lengthy and expensive customs procedures and secondly, strengthening domestic economy by supporting local producers. This has impacted many countries worldwide including European Union, the US, Japan, Mexico for they will not be able to export goods to Argentina. Arguments for Setting Such Policy It is important to note that Argentina, apart from being a WTO member, is also a member country of the Mercosur Customs Union and cannot arbitrarily change its tariffs. That is why it has resorted to a novel practice of imposing non-automatic import licensing system for all goods precisely to circumvent WTO and Mercosur free trade rules (Bendini, 2012). Mercopress (2012), a south Atlantic News Agency, reports that Argentina has imposed new restriction on imports in the garb of non-automatic import policy to safeguard domestic producers of the country. European Union Substantially Impacted The European Commission is of the view that licensing procedures adopted by Argentina are cumbersome, lengthy taking more than six months or longer (WTO prescribes 60 days) to complete. It also lacks transparency. Even goods that are not subjected to non-automatic import licensing procedure need to pass through a long and tiresome preapproval import procedure. In 2011, European Union export to Argentina was valued at EUR8.3 billion. Obviously, EU has been impacted significantly due to this protectionist policy of Argentina to curb imports (Bendini, 2012). According to Europe an trade commissioner, Karel De Gucht, the Argentine restrictions on imports have impacted a wide range of European exports of products such as mobile phone, laptops, cars and household appliances. De Gucht argued that as many as 19 WTO members have raised concerns against protectionist policies of Argentina and they would initiate a consultative process to solve the issue and if not resolved, then the EU would approach WTO to establish a panel of arbitrators to decide on the legality of Argentine action (Moss, 2012). Several Other Countries also Affected It is pertaining to note that Mexico, Japan, and the US have filed their separate complaints with the global trade arbiter regarding Argentina's new import policies (ICTSD (2012). In April 2012, at the Import Licensing Committee Meeting of WTO, several member countries that included Japan, Australia, the EU, Turkey, Thailand, Norway, the US, Costa Rica, New Zealand, Colombia, Peru, Chinese Taipei, Korea, Canada and Switzerland comp lained that their exports to Argentina had gone down due to Argentina's licensing requirements. They further complained that Argentinean government had put almost 600 products under a list that required individual approval for import (WTO, 2013). In 2012, similar

Four Types of Organisational Structure Essay Example for Free

Four Types of Organisational Structure Essay Organising is therefore the method by which an organisation is formally controlled into divisions or operational units and the structure of the firm is established. The end product of management process is organisational structure. Organisational structure binds the all level of management personals together and brings them into proper development and co-ordination of organisation. It is tasks arrangement which is break up into a few divisions or departments and grouping it together under the management hierarchy to achieve the organisation objectives. Under the organisation structure, one single path will create to attach the tasks, work flow and communication channels between the personals and the various divisional peoples of organisation. Organisation structures smooth the progress of efficient management, direction and control. Every administration has to set up its own organisation structure for well-organized perform of business actions. An organisation structure usually represent in graphical form which is called an organisation chart. Usually, the chart illustrated in the form of vertical, horizontal or concentric to define the authority and responsibilities of personals in various levels. The chart always created according to the existing departmentalisation of organisation. In departmentalisation, each personal from different job segments will work to achieve an aim of pre-determined organisational objectives. The departmentalisation is based on five structures, which is functions, products, consumers, geographical and matrix. In these papers, we will go through the justification of four structure which is function, product, geographical and matrix with sample organisational chart on each structure. Â  Sample Organisation Chart of Functional Structure. Source: SIA Cargo Pte Ltd Functional organisation structure is the most common and logical type of business unit that adhere by companies. In this structure, people are group together based on common skills and work activities. It focuses on single service and doesn’t need frequent changes in organisational hierarchy. Base on above organisational chart, we can notify that the total organisation system is coordinating by top management. For a proficient management function, the organisation breaks up into a few departments such as marketing, engineering, technology, operational and etc. Each departments lead by a senior manager or vice president who are reporting to a single authority, top management. As the simplest approach, a functional structure sort well-defined channels of communication and influence relationship. Each department’s staff needs to report to their only functional unit’s manager and by doing this, the various business unit’s prevent any kind of misunderstanding or conflicts among them. The chart hierarchy is simplified, well-organised and the separation of tasks also well defined with layer by layer. The fewer layer of management will ease the expectation of top management and also improve the task co-ordination. Decision making process is swift and authorities in functional structure. Because of the staffs in functional structure come from similar background and perspectives, so it wills faster the process of the decision-making without waste of time. Since the every business units in structure workout in similar background, it might cluster the processing of the papers together and highly improving the knowledge sharing between co-workers. Sharing knowledge make the organisation more productive and competitive where the experience personals such as managers often coaching and mentoring the less experience personals of each units through seminar or workshop. Functional structures produce clear career hierarchy organisation members to go after. Managers within a functional structure are generally skilled within their particular unit. They were hiring to lead the units due to their tremendous performance. These managers have a better-quality skill level that facilitate make their profession easier and makes them better capable of to monitor the individual act of their team members to allocate credit, rewards and penalty accordingly. A functional structure may draw some setbacks to organisation. It controls people and assets and build up core competences. As a company develop and becomes more difficult, each function tries to retain the company’s situation. Increased order may strain manufacturing to manufacture products quick enough or in sufficient capacity may lead to control problems. When control problems arise, it also strains the situation in evaluating the cost and contribution of each function. Other drawback is communication problem. Poor communication occurs within the organisation due to subunit orientation. The top management find it hard when balancing the process of decision making between centralise function and regional managers. The top managers might disrupted by solving a daily problems and may loss focus on long term strategic issues, resulting in long term strategic direction. Â  Sample Organisation Chart of Geographical Structure. Source: SIA Cargo Pte Ltd Geographical organisation structure is usually used by big firms whose operations are spread out over a large geographical area, for instance, multinational companies which market their service worldwide. Hotel, retail, food and transportation are among the industries which is widely using the geographical structure in their management. The whole organisation will lead by a president and one person will be responsible for an each particular region. According to above SIA Cargo chart, business units were set up at six different geographic locations and each regional branch head by Regional Vice President. The branch Vice Presidents will report to Senior Vice President. The expansion of business units can be local, national or international. In geographical structure, the organisation stick on company strategies and values although operates individually. It operates as its own unit based on where it located. In this structure, each personnel from various departments have prospect to work together. Working as a group will form a strong teamwork effort and keep them in the process of planning and decision making. Beside this, everyone in the departments will have an ability to recognize the personalities and values of each individual. Close working proximity lead to decentralise the process of decision-making and make organisation to settle in rapid changes in divisional goals. In each region, a local or personnel who familiar with local business environment and culture will be employ to head the business units. It ensures that the company well understand the customer expectation and needs. Base on local knowledge, the departments heads able to create a high coordination and effective process of decision making across the functional units. The regional heads ensures the company strategies adaptable to local culture and suit to fast change in unstable environment. In divisional structure, usually the departments act as a group. It allows the responsible personnel to put on better focus in their resources and results. It also makes the performance easier to monitor the customer service quality. A personal that understand and speak the local language, will satisfy the customer expectation because the contact points are clearly explain. Customer service personnel will also have better access to personnel from other units, which can allocate them to handle the customer matters much more efficiently. With geographical structure, following the routine of individual markets and task groups is cut down, as metrics such as revenues, profit margins, costs, and routine enhancement can be attached to particular regions. It is a most important strategic advantage of this structure. Many problems might incur for the companies whom use geographical based structure. Some companies may find it complicated to run a geographic organizational structure because it duplication of works and disagreement to centralized decision-making. The top management must rely on other regional heads to take counteractive actions and look up operations rather than giving a command from the companys main office or headquarters. It may lead the company top management loss the authority in controlling the divisional units. Another limitation is expansion of knowledge. Usually, the structure does not maintain the knowledge sharing between people working in the same line of work because part of them is working in one division and the others are working in other divisions. Sample Organisation Chart of Product Structure. Source: Arla Foods Ingredients Above chart is an Arla Food Ingredients organisation chart. The chart is a product based organisation structure. Product-based structure means the regrouping of a functional structure and uses to organise employees and work on the basis of different type of products. This type structure brings together all those involved in the production skills, technical skills and marketing skills of a particular product or set of related products. Each division in structure has its own internal departments and function as self business unit. Companies that manufacture a wide variety of products such as cars and foods would find this type of structure appropriate to their organisation. Many companies tend to shift to product based structure as they expand, and as new products range are developed and new markets entered. Product based companies have no direct contact with their customers. Initially, they need to assess the market segments and develop the product from their assessment. Follow that, they must determine the price of products in line with the customer’s expectation and produce the products to sell in the market. Product based structure is also have a similar function as geographical structure. In Arla Food Ingredients, both product structure and geographical structure group together in the organisation. It will add much better clear focus on market segments and help to meets the customer’s expectation. Each division of products will be operates base on individual performance. It keeps up the positive competition between the divisions and allows the directors or managers to have better be in command of each division can act as separate profit centre. In this structure, division members are more likely to be persistent on products. It deals with the technological transform by grouping personnel with skill and their specialised equipment in one business unit. So, the division heads have a lot of control over operations and will not necessary to depend on another, separate area to get things done. The department managers will keep an eye on design and manufacturing activities, and employees become reliable to product not to function. It also allows the managers and employees to improve and expand their skills and knowledge in the organisation. The customisation of more products into division will lead to save time and cost. Decentralisation of process of decision making will facilitate rapid decision making results with effectively. It will reduce the risk of product failure and also bring on improvement in employee morale due to divisional decision making. Instead of better operational controls, the organisation can avoid the poor communication within the personnel’s which is bring to slow development of products. By the way, there is some limitation might happen when use the product base structure. An example, each product division has R;D department. When product expansion incur, number of personnel in R;D will increase. This increment will happen to each product divisions. So, it will lead to duplication of works and increase the costs of staffs. Since the divisions separately monitor, the difficulty might happen to top management to coordinating them together.

Physics of Sea Ice :: physice ice sea

Sea ice is frozen sea water. Salt ions in the water complicate the growth of ice crystals, and makes sea ice much more dynamic than freshwater ice. Sea ice covers nearly 7% of the Earth's surface, has a huge effect on global climate, and is one of the largest, single biomes on Earth. Ice is the solid, crystalline form of water, which solidifies at 0Â ºC. Roughly 9 polymorphs of ice are defined, only one, however, occurs naturally on Earth. This common form of ice is known as ice 1h, and its lattice displays six-fold rotational symmetry. The incorporation of sea salt or other ions in the crystal lattice of ice faces both size and charge restrictions, thus the salt and water do not form solid solution. This means that as the ice grows, the ions are rejected and most of them are returned to the water. Some, however, are retained within the ice matrix as liquid inclusions; creating a network of channels through with this brine travels. The network of channels and associated brine inclusions greatly contribute to what makes sea ice different from freshwater ice. These inclusions change the deformational, thermal, and optical properties of ice; making sea ice unique in several different ways. Growth of Sea Ice * The latent heat of freezing, or the enthalpy of freezing, for the phase transition from water to ice is 334J/g for pure water and just slightly lower for sea water. * The energy (heat) released from the freezing layer of water is conducted through the ice and released into the atmosphere. * The thermal properties of the ice and snow cover, as well as the energy balance at the top and bottom of the growing ice sheet determine the rate at which heat can be pushed out. * For an ice surface that is in thermal equilibrium with the atmosphere, conservation of energy mandates that the heat must flux in and out of the ice . * This can be expressed mathematically, and using calculus techniques the thickness to which an ice sheet can grow can be predicted for given surface temperature conditions. Motion * Sea ice does not float freely on the polar oceans , but rather is moved around, tossed about, and deformed as a result of several forces which act on the ice pack.

Differences Between Associate Degree Nurse and Baccalaureate Degree Nurse Essay

There are several benefits of having a baccalaureate-degree (BSN) over the associate’s degree (ADN). In this essay, I will discuss how effective communication can be further developed when obtaining the BSN. Next, I will talk about how a BSN can create a more highly qualified nursing workforce. Lastly, it will be explained that getting a BSN will create better career and higher education opportunities. EFFECTIVE COMMUNICATION â€Å"Communication is central to human interaction. Without it, people cannot relate to those around them, make their needs and concerns known or make sense of what is happening to them. One of the most basic goals for nursing staff is that their patients and clients and those who care for them experience effective communication†, (Wallis, 2011, p. 35). Effective communication can be further developed by obtaining a BSN and can ultimately lead you to be a better nurse, leader, and professional. Being a nurse of any level, you are communicating important information regarding the patient. If your report is not thorough, you may miss vital pieces of information pertaining to your patients care. It will build a more trusting relationship between your patients, co-workers and supervisors. HIGHLY QUALIFIED NURSING WORKFORCE BSN level nurses will provide a better program than the ADN level nurses with their increase level of critical thinking and using evidence based practice. â€Å"The American Association of Colleges of Nursing (AACN), the national voice for baccalaureate and graduate nursing programs, believes that education has a significant impact on the knowledge and competencies of the nurse clinician, as it does for all healthcare providers† (Fact Sheet, 2012, p. 1). The BSN increases knowledge in psychology, science, sociology, and management. The BSN applies the knowledge that they have learned. With the increase of knowledge in management, they will be able to prioritize and organize the workload of the patients. With the increase of science they will have a better understanding of how the body works and use critical care assessments of the patient with evidence based practice. This will improve patient safety and the care of the patient. The BSN nurses will be more educated in the differences in patient’s culture and way of thinking due to their increase in psychology and sociology. BSN level will have better outcomes for the patient thus leading to lower mortality rates. â€Å"In the October 2012 issue of Medical Care, researchers from the University of Pennsylvania found that surgical patients in Magnet hospitals had 14% lower odds of inpatient death within 30 days, and 12% lower odds of failure-to-rescue compared with patients cared for in non-Magnet hospitals. The study authors conclude that these better outcomes were attributed in large part to investments in highly qualified and educated nurses, including a higher proportion of baccalaureate prepared nurses† (Fact Sheet, 2012, p. 1). As an example of a patient care situation, two men came into the ER with gunshot wounds, one to the leg and the other to the abdomen. The ADN nurse went straight to the man with the abdomen gunshot, not noticing the man with a gunshot wound to the leg was not breathing. The bullet had hit his popliteal artery; therefore he had lost too much blood to survive. The nurse should have done her quick assessment correctly as evidence based practice has shown. This goes to show that using critical care thinking and evidence based theory not only end in better outcomes but also can saves patients lives. HIGHER EDUCATION OPPORTUNITIES A BSN degree is essential if you want to move to a leadership or management role. Leadership skills are essential when you are a charge nurse, on a committee or in administration. A BSN education will provide you with confidence to excel in these settings. â€Å"The nation’s Magnet hospitals, which are recognized for nursing excellence and superior patient outcomes, have moved to require all nurse managers and nurse leaders to hold a baccalaureate or graduate degree in nursing by 2013. Settings applying for Magnet designation must also show what plans are in place to achieve the IOM recommendation of having an 80% baccalaureate prepared RN workforce by 2020† (Fact Sheet, 2012, p. 3). One more advantage of baccalaureate-degree program is that it is a bridge for master’s degree level. CONCLUSION BSN level nurses will provide a better program than the ADN level nurses. Critical thinking, communication, and leading are imperative to the nursing career. â€Å"Professionalism, ethical decision making, accountability, critical thinking, and effective communication are emphasized. This is achieved through the application of liberal arts constructs, science, health and nursing theories, and the values of the Christian faith within the scope of nursing knowledge and evidence-based practice† (Philosophy, p. 1). Education is the key for success and better outcome of patients.

Job Discrimination

Job Discrimination in organization Definition Discrimination can be define as the wrongful act of distinguishing illicitly or illegally among people not on the basis of individual merit, but on the basis of prejudice or some invidious, unpleasant or morally reprehensible or wrong attitude. The main economic definition of â€Å"employment discrimination† implies that it is efficient and leads to unusual and narrow empirical methods. From a legal perspective one can note that this definition does not advance equality.Other such definitions relate discrimination to specific market failures. This paper argues that economic theory could base its definition on the fundamental theorem of welfare economics and market functionality. Since society constitutes markets by use of law, this definition indicates some additional legal means to address problems of discrimination. Gary Becker defined employment discrimination as different pay for equally productive individuals (based upon membe rship in a certain group). Becker’s definition cited the cause for unequal pay as discriminatory tastes.Others argued that there may be another cause at times: some information problems that are correlated with the said social groups. Description The discrimination in employment must involve 3 elements. First, it is a decision against one or more employees/prospective employees that is not based on individual merits (ability to perform job,) or other morally legitimate qualifications. Second, the decision derives solely or in part from racial or sexual prejudice, false stereotypes, or some other kind of morally unjustified attitude against members of the class to which the employee belongs.Third, the decision has a harmful or negative impact on the interests of the employees, (no job, no promotion or pay rise) Reference (Business Ethics 7th edition by Manuel G. Velasquez 2012) EMPLOYMENT DISCRIMINATION: SOME ECONOMIC DEFINITIONS, CRITIQUE AND LEGAL IMPLICATIONS by GARY S. BEC KER. Milton Friedman ed. , 2nd ed. 1971 Becker, Gary S. 1971, the Economics of Discrimination, 2nd ed. Chicago: University of Chicago Press.