Training and Development

Training and Development University of Phoenix HCS/341 Training and Development Training and development in today’s health care setting is an imperative process that must be engrained within an organizational structure. The organization’s Human Resource (HR) department must ensure that every employee in the organization is correctly trained to perform the job duties that are assigned. Managers must accurately measure each employee’s competencies in order to strategically plan and implement training and development programs geared towards the progression of the corporation. This paper will explain why training and development are vital in healthcare, the importance of measuring competencies, as well as describe the processes for tracking and evaluating training effectiveness. Training & Education Many people often correlate training in conjunction with development, although, these terms are to some extent analogous, both terms bear two different meanings. (Gomez-Mejia, Balkin, & Cardy, 2010). In the book â€Å"Managing Human Resources†, the term training is defined as â€Å"The process of providing employees with specific skills or helping them correct deficiencies in their performance† (Gomez-Mejia et al. 2010, p. 246). On the other hand, development is defined as â€Å"an effort to provide employees with the abilities the organization will need in the future† (Gomez-Mejia et al. , 2010, p. 246). In the health care setting, training and development of each health care professional is essential to improving the delivery of medical s ervices for patients and their families as well as organizational and personal growth. Medical litigation seems to be one of the biggest issues affecting healthcare today. According to the Agency for Healthcare Research and Quality (AHRQ), which is an agency of the U. S. Department of health and human services, one of the most common root causes of medical error is the lack of training and education (Agency for Healthcare Research and Quality [AHRQ], 2010). The AHRQ states: Organizational transfer of knowledge can include deficiencies in orientation or training, and lack of, or inconsistent, education and training for those providing care. This category of cause deals with the level of knowledge needed by individuals to perform the tasks that they are assigned. Transfer of knowledge is critical in areas where new employees or temporary help is often used. The organizational transfer of knowledge addresses how things are done in a particular organization or health care unit. This information is often not communicated or transferred. Organizational transfer of knowledge is also a critical issue in academic medical centers where physicians in training often rotate through numerous centers of care. ([AHRQ], 2010, Chapter 2) In order to reduce these common issues affecting healthcare, HR departments’ responsibility is to implement proper training regimens geared toward supporting the organization’s goals and missions. Certain training techniques are geared toward focusing on the skills needed to perform job duties. Some of the types of trainings include: skills, retaining, cross-functional, team, literacy, customer service, etc. (Gomez-Mejia et al. , 2010). By receiving essential required training, health care professionals would then be able to effectively deliver quality care, furthermore, improving individual and organizational performance in efforts to achieve business and personal growth (Bureau of Labor statistics, U. S. Department of Labor [BLS, DOL], 2009). Measuring Competencies Measuring competencies is an extremely important process for HR. Accurately evaluating the validity of each employee’s goes a long way in ensuring protection for the organization as well as the individuals receiving health care. Managers must conduct a Task Analysis, which is an examination of the job or duties to be performed (Gomez-Mejia et al. , 2010). A properly conducted job analysis should contain all the necessary information needed to understand job requirements and should be used to identify knowledge, skills, and abilities (KSAs) required to execute job functions (Gomez-Mejia et al. 2010) . Once the analysis is completed, the KSAs are then used to determine what kind of training is needed for the organization (Gomez-Mejia et al. , 2010). By accurately evaluating each employee’s competency level, HR is then able to develop strategic plans that will advance growth for the organization as well as the individual. Measuring competencies is also vital to make certai n all staff members have the proficiency to abide by the standards and requirements set by government agencies. If competencies are not measured correctly, liability and ethics issues may arise which can result in costly litigation battles that may impede an organization’s growth. Tracking &Evaluating Training Effectiveness The process for tracking and evaluating training effectiveness takes place in the evaluation phase of the training program (Gomez-Mejia et al. , 2010). In this phase, evaluation of training effectiveness is assessed through a four-level framework method (Gomez-Mejia et al. , 2010). The book â€Å"Managing Human Resources† illustrates the process of the evaluation phase and the classification of the four-level framework system. The book states: Level 1 refers to the reaction of the trainees, and it may consist of ratings on a satisfaction scale that assess how happy trainees are with the training. Level 2 refers to how much the trainees learn, and it may be assessed with a skill exercise. Level 3 refers to the trainees’ behavior, and it may be measured by observers of the work operation. Level 4 refers to the results, which are generally assessed through the financial measure of return on investment (ROI). Results, the highest level of measurement, seem to be the most desirable way of assessing the success of a training program. (Gomez-Mejia et al. , 2010, p. 264) This evaluation process in then followed by four levels of evaluation employed by Garrett Engine Division (Gomez-Mejia et al. , 2010). The Garrett Engine Division evaluation process measures performance before and after the training for both trained and untrained employees (Gomez-Mejia et al. 2010). HR must also conduct performance appraisals, which is the identification, measurement, and management of human performance in the health care organization to make certain employees are receiving effective training (Gomez-Mejia et al. , 2010). Conclusion In summary, quality training, education, and development is imperative for the success of any healthcare organization. In order to achieve optimal development an d growth for the organization and the employees, HR must implement proper training and development programs within the organization’s structure. Competency assessment is vital in the process of building an employee’s career development plan, in addition to reducing organizational liability issues (Gomez-Mejia et al. , 2010). Therefore, accurately measuring competencies and training effectiveness through an evaluation phase and performance appraisals prove to be beneficial in a variety of ways, ranging from operational to strategic purposes (Gomez-Mejia et al. , 2010). References Agency for Healthcare Research and Quality (2010). Efforts to Reduce Medical Errors: AHRQ’s Response to Senate Committee on Appropriations Questions. In AHRQ’s Patient Safety Initiative (Ch. 2). Retrieved from http://www. ahrq. gov/qual/pscongrpt/psini2. htm Bureau of Labor statistics, U. S. Department of Labor. (2009). Human Resources, Training, and Labor Relations Managers and Specialists. In Occupational Outlook Handbook (2010-11 ed. ). Retrieved from http://www. bls. gov/oco/ocos021. htm Gomez-Mejia, L. R. , Balkin, D. B. , & Cardy, R. L. (2010). Managing Human Resources (6th ed. ) [Adobe Reader]. doi: ISBN: 9780136093527 Mays, S. , Swetnich, D. , & Gorken, L. 2002, March). Towards a Unique Patient Identifier []. Health Management Technology, 23(3), 42. doi: ISSN:10744770 United States Department of Labor. (2009). Human Resources, Training, and Labor Relations Managers and Specialists. Retrieved from http://www. bls. gov/oco/ocos021. htm Wager, K. A. , Lee, F. W. , Glaser, J. P. , & Burns, L. R. (2009). Purpose of Patient Records. In Health Care Information Systems. A Practical Approach for Health Care Management (2nd e d. , pp. 8-9). [Adobe Reader]. doi: ISBN: 9780470387801

School Management Information Systems

IntroductionMyocardial infarctionA computing machine system designed to assist directors program and direct concern and operations. MIS pronounced as separate letters, MIS refer loosely to a computing machine -based system that provide directors with the tools for forming, measuring and expeditiously running their section s. in order to supply past nowadays and anticipation information, an MIS can include that helps in determination devising, informations resources such as that information of ware resources of system, system for do any determination, people direction and undertaking direction application and any computerized procedures that enable the section to run expeditiously. Within companies and big organisation, the section responsible for computing machine system is sometimes called the MIS section. Other name for include is information system. IT ( information engineering ) .SCHOOL MANAGEMENT INFORMATION SYSTEMS IN PRIMARY SCHOOLSIntroductionThese yearss, which we describe information epoch as assorted technologic developments have been practiced ; the taking hazard that an organisation could obtain is to hang approximately tactless to alter. A batch of of import factors such as changeless developments in information engineerings, information exchange, and increasing and increasing the outlook of the society to a great extent, recent disposal perceptual experiences and applications cause organisations none over the universe to develop new applications during order to stay Every state aims to do available their citizens with the most existing instruction in the line of their pecuniary competency. In support of this ground, huge encompass been put into action all around the universe. Inside our state, excessively taken out within of the batting order, were prepared in conditions of in order engineerings and so activated. In committee preparation classs in relation to the usage of computing machine in following subdivision of the program that information engineering package are circulated to the 3.000 primary instruction schools merely about Turkey and instruction room access is established. As a consequence of developing 600 computing machine instructors, in-service instruction is designed for all the primary school inspectors working on the grazing land, and for at least 106.381 pedagogues shaped of directors and instructors of chief in larning will be ready in line with recent direction plansSchool Management Information SystemsBing at the commencement phase of the School Management Information Systems, mechanisation of the school direction is the necessary topic of today ‘s school direction. Principals have ongoing obtain domination in competitions by directing schemes. School direction in sequence systems aim to offer maintain for the managing and educational behaviour of the school directors by manus out information. Obtain domination in competitions by directing schemes. School direction in sequence systems aim to offer maintain for the managing and educational behaviour of the school directors by manus out information. Telem ( 1999 ) specify the direction information in his words as â€Å"an executive information system planned. Information systems sustain non merely information procedure but besides make the support in inventions. Since being correctable to different alterations, these systems are helpful to pull off with the burden for alteration. School directors can do more better and dependable determinations when they get rectify and up-to-date information by school executive information systems ( Christopher, 2003 ) . Option devising is careful as the bosom of educational direction and shows the significance. Every twenty-four hours, disputing fortunes that need determination devising are based on the complex and unannounced nature of school milieus. In add-on to this, directors have been necessary to do more and speedy determinations in short times because of the lifting chance from the educational system ( Christopher, 2003 ) . In add-on, determination devising become faster, more regular and more complicated in schools of in the present twenty-four hours. In order to do determinations under such state of affairs, taking and roll uping informations that is ceaseless, up-to-date and that can be accessed quickly and analysing and utilizing this information is a committedness. Success of school development surveies are often depends on informations based determination devising, though School direction information systems give information and a diverseness of studies from the database in order to data professionally in this side. increased school rules, supported determinations on the phase of control and planning, improved the power of learning plans, facilitated student-teacher communicating, enlarged the accomplishment between instructors, facilitated methodical and uninterrupted information transportation to parents, and increased communicating with more establishments and the cardinal organisation. Information systems were on a regular basis used in mundane work and directors and instructors did non hold adequate instruction on the system. Directors and instructors pointed that while school direction information systems had encouraging effects on appraisal of efficiency of the school, advancement of utilizing beginnings, high quality It is cleared as we can see communicating and information engineerings have increasingly more had a function on the behaviour of schools. During this epoch, a batch of things have been spooked and written about the significance of computing machines. The mock-up of this research, which targets to look and to calculate out thoughts of directors sing managerial information systems, is review theoretical account. ( MIS ) more frequently than non is everlasting. The categorization, on the other manus, consists of certain clerical informations that is obliging for a portion stage and either restructured or simple from the System as it becomes antique duologue sandwiched between Antitrust Division ( ATR ) and the province certification and proceedings way is long-lasting on the material of chronological proceedings and their temperament. point of you they required long clip information times gone by and easing do research on chronological affairs that connected to present affairs, Antitrust Division ( ATR ) expects invariably to be delighting to the oculus the consecutive statistics in this reservoir, rather than file awaying and taking it from the organisation. legal action and Judicial Activities– include activitiesAntimonopoly divider ( ATR ) Intranet, Appellate Docket System, , station and Complaint Tracking System, national Non-Merger Tracking System against the jurisprudence Case Sentencing agreement, , trade and industry Analysis Group Working designation, Field Office Matter Tracking System, Hart-Scott-Roding Tracking System, financially feasible scrutiny Group path System lawmaking Tracking System, subject Tracking construction. The of import mission-based information gave to MIS is conveying together, set aside, class, stored, and air as-is. MIS applications encompass dealing ground the information non comes foremost an affiliated start day of the month ) and distinct format ground digital numerical Numberss safety steps Number ) for institute and support in the sequence. The preponderance of the in sequence in the organisation in bend System Safety screensUser cogencyAs declare old, the system is limited for usage by the fiscal forces, so merely people from the Financial Control section. Besides, while its usage is merely finance exact, others sections have nil to make with it. Having said that, there are watchwords for the terminal users ; hence watchwords make certain safety and control.Physical entreePhysical entree is made limited by locked waiter suites, sign-in sheets, etc.Function securityDevelopers Register FunctionsDevelopers can necessitate parts of their Prophet Forms codification to look up an sole map name, and so take some action based on whether the map is accessible in the current duty.Developers registry maps. They can besides register consideration that passes values to a map. For illustration, a signifier may keep informations entry merely when a map consideration is passed to it.Normally, developers describe a bill of fare include all the maps accessible in an application ( i.e. , all the signifiers and their securable sub maps ) . For some applications, developers may specify extra bill of fare that restrict the application ‘s functionality by excluding specific signifiers and sub maps.As developers define bill of fare of maps, th ey typically group the sub maps of a signifier on a sub map bill of fare they associate with the signifier.Assumptions/Risk AssessmentPremises support the base of the solution. Premises includeLibrary houses a certain minimal figure of transcripts of the same book for interest of many borrowers.Library utilizations original books/CDs.Library does non rede users to copy CDs/DVDs onto their computing machines.Library restricts the most figure of borrow able points for different users.Library waiter runs a version of Windows runing system.Client systems support.NET Framework.User has basic computing machine cognition and knows how to search/find information in the cyberspace.User has a well-bred cyberspace speed to run the on-line solution.Functional SpecificationInitially when the solution is host in the waiter, decision maker histories are setup. These decision makers manage the waiter. First clip users can transport on with simple hunt but those who want to borrow books necessitate to sign-up for this installation. They can so sign-in anytime for seeking, borrowing or returning books. They can besides see their profile pages, history of their minutessEnd-to-end solutions ability We handle turnkey undertakings, and have built, managed and supported our clients IT systems crosswise the value concatenation — substructure, applications and concern procedures.This is how we work:A Customer Services ( CS ) unit designs and builds the IT substructure and web.A Systems Integration ( SI ) unit builds up applications and integrates them across diverse hardware and package platforms.Our IT-Enabled Services ( ITES ) unit manages developed applications and digitisation activities.Our Education and Training unit grant IT instruction and preparation to users.Wide sphere expertness and technological competencesWe have proven expertness in a broad scope of applications, includingReal-time systemson-line systemsentrenched systemsprocedure controloperation processingcontemplation processinginformations communicationsnetworkingparallel architectures,E-commerce engineerings and e-governance applications.Considerable resource pool with diverse accomplishment setWe attain t his with the aid of our resource pool of applied scientists trained in assorted engineerings, with immense sphere cognition and diverse accomplishment sets. With 3,718 workers, more than 21 % have more than ten old ages of work experience. We besides have a large capableness pool that works on emerging engineerings and competence countries. We have a unflawed educational profile ; every bit many as 30 % of our workers have postgraduate grades. We besides carry out considerable research into emerging engineerings and competency countries at our state-of-the-art, ISO 9001-certified R & A ; D Centre in Hyderabad, India. That is what gives us an perimeter in complex, high engineering undertakings. The Systems Integration Business Unit ‘s all four parts are at Level 5 ( optimising degree ) of the SEI ‘s Capability Maturity Model ( package ) .Healthy and Strong client relationshipsCMC ‘s client orientation and service civilization lead to digesting bonds with clients. Our diverse value proposition and service civilization, attached with our path record of winning service bringing, are reflected in our long-standing client relationships with dominant participants inUp stepManagement Information System ( MIS ) is presently being upgraded for web-based maps. The front-end will be ASP, and the database is being upgraded to Oracle 9i.Strong pointA enthusiastic group drawn from experts in H2O resources, irrigation direction, fluid mechanicss, and hydrology, works for the drawing, development and execution of the canal irrigation direction systemCMC has broad sphere cognition and apprehension of the process, policies every bit good as the operational and administrativ e direction composing and manner of irrigation sectionsExperienceTo plan, developed and implemented a Management Information System in India, funded by the World Bank.Feasibility surveiesFeasibility surveies to detect the functionalities required in an MIS, and to construct up a model for an information systemClient listIrrigation Department, Government of MaharashtraMaharashtra Krishna Valley Development Corporation ( MKVDC ) , PuneDepartment of Information Technology, Ministry of Communications and Information Technology, Government of IndiaDiscussionHarmonizing to the result of this survey which was sing the use of School Management Information Systems in primary schools and which mean to make up one's mind the point of views of the school directors associated to direction information systems, it was experienced that the figure of computing machines was non sufficient and there was merely one computing machine joined to Internet in about all of the schools. Besides, in a little f igure of of these schools, there was a web page of the school. Study which was conducted by the Pelgrum ( 2001 ) in 26 states and by Mentz and Mentz ( 2003 ) in the schools of South Africa, it was seen that one of the most common hurdlings of the applications of direction information systems was the inadequacy of the Numberss of the computing machines. Due to this ground, it can be said that there was an of import substructure job of the acknowledgment of school direction ‘s information systems in today ‘s schools. As Greg roseola stated ( 2004 ) the uniformity with technological betterments increased with the pattern of engineering. For that ground, it is mandatory to supply pedagogues chiefly school directors with sufficient technological opportunities to do them accept and travel with the betterments. The jobs encountered show the necessity that the applications of information system should be done in the range of a utile plan. Besides, there is a critical difference among the schools in footings of holding these engineerings. This unfairness makes us believe that there is some inequality connected to the use of these engineerings ‘ chances non merely for the director and instructors but besides for the pupils. This state of affairs shows that there is a possibility of coming face to face with the job which is discussed extensively and called â€Å"digital division† non merely countrywide but besides in the schools in the similar state. In add-on, it was seen that there are still some school directors and adjunct school directors who do n't hold a computing machine in their suites at the schools in the range of this survey. In the center of the school directors and adjunct school directors who have a computing machine in their suites, some of them use a computing machine without an Internet contact. Besides there are some schools whose instructors do non hold the chance of doing usage of the information engineerings. This is besides is seen that The Ministry of Education ‘s nonsubjective ( MEB, 2002 ) which is providing each staffroom with at least two computing machines ; providing counsel service, library, school directors with Internet entree in order to speak with the cardinal and provincial offices and besides for the pattern of direction has non been achieved yet.

Explain How a Working Relationship is Different From a Personal Relationship Essay

Outline What is Meant by Agreed Ways of working relationship Outcome 1 understand working relationships in social care settings 1.1 explain how a working relationship is different from a personal relationship There are many different personal relationships that we have within our lives and we act differently to each of those it may be from a family relationship or a work friendship. It is the same with our working relationship with the individuals that we meet, some over step boundaries and turn into friendships. In a working relationship you are in a relationship with someone because it is your job, where as a family or friend relationship is built upon a different reason. In our job we may also have relations between other professionals or work colleagues which is necessary as it is part of the job and in the interests to the people we care for. 1.2 describe different working relationships in social care setting In the role of the health and social care worker are many different working relationships. Worker Answers What are the four main working relationships: colleagues manager other professionals such as doctors or paramedics individuals we care for Individual’s family and friends. For each you develop a different type of working relationship and some will be more formal than others. You may not greet a visiting doctor the same way you may address a close friend, we must ensure that we maintain a professional manner at all times. Outcome 2 Understand the importance of working in ways that are agreed with the employer 2.1 Describe why it is important to adhere to the agreed scope of the job It  is important to stick to the scope of the job As this is what has been outlined for you to do and is the best form of working for yourself and others around you. The scope gives you information on what will be expected from you and your roles and responsibilities if you do not adhere to these then accidents may happen and further action can also be taken. Usually when an employer advertises a job the description will be there of what is expected: The responsibilities of the role Location of work Who supervises and who you may need to go to Any staff you may be responsible for It is also giving you the safest way you will be working which will not put anyone at harm or danger. 2.2 outline what is meant by agreed ways of working Our employer identifies what we are to do in our job description but sets out how it is done in the policies and procedures that you are given before starting work. Most companies have these policies in place: Equal opportunities – this sets out how the organisation ensures there is no discrimination in the Most companies have these policies in place: Equal opportunities – this sets out how the organisation ensures there is no discrimination in the work place Bullying and harassment – sets out how it is dealt with for the staff being bullied or bullying others Confidentiality – the steps that are taken when people’s information is not kept confidential and on a need to know basis Data protection – how information is handled and stored Supervision 0 how staff are given professional support and supervision Procedures also outline how to deal with disciplinary issues, allegations of abuse, managing risk, deal with grievance or death, respond to emergencies that we have in which supports us on how we work effectively and correctly which allows us to give the best level of care we can give to individuals. 2.3 explain the importance of full and up to date details of agreed ways of working Sometimes we may have changes within the policies or in the law which will always need to be changed immediately so we adhere to the correct ways of working. If we do not change or follow the new changes then further action can be taken or even be breaking the law, this can put yourself,  residents, colleagues and also the home at risk. Outcome 3 Understand the importance of working in partnership with others 3.1 explain why it is important to work in partnership with others Being able to do our job effectively we work with many different people that come together to deliver the best quality service we can provide, these partnerships matter in delivering good quality social care. This is because there are so many aspects involved in delivering a good quality of service that no one person or organisation can deliver alone. 3.2 explain ways of working that can help improve partnership working There are many steps we can take to ensure that any partnership is able to work effectively Communication – this is one of the most essential steps we take, in failing with effective communication can cause friction and instant dislike which may create an unhealthy relationship. We need to ensure we keep good communication so we pass on vital information which may contribute towards the care towards the individuals’. * Respect and value work of others – when others or you do not feel appreciated for the work they do it can make others down and Respect and value work of others – when others or you do not feel appreciated for the work they do it can make others down and fed up which may affect the way they work. Just by valuing and appreciating the things people do for others will make the work place a lot more happier and keep relationships from turning negative, each person brings different knowledge and skills which are helpful and useful for the smooth running of delivering a good level of care. * Making clear decisions – all involved should feel confident enough that the decisions being made within the team are following the agreed process. There should be Making clear decisions – all involved should feel confident enough that the decisions being made within the team are following the agreed process. There should be concern if not all involved feel some decisions are being taken outside the team and that not everyone is being involved. If there is an agreed procedure for making decisions it is usually best to use it to keep peace and relations positive. 3.3 identify skills and approaches needed for resolving conflicts A conflict can sometimes be quite aggressive in order to resolve these we must use a different range of skills and approaches to help maintain it from escalating. We can use good listening skills, communication skills, holdinginformation, also being diplomatic and analysing the situation. Our approach needs to be tactful and calm also good body language showing we are open and ready to help resolve the issue. 3.4 explain how and when to access support and advice about: Partnership working Resolving conflicts Works Cited Angipie. â€Å"Develop Work Relationships.† WikiHow, 6 Dec. 2016, www.wikihow.com/Develop-Work-Relationships. GSA and the Courts: a Working Relationship. Washington, D.C., The Administration, 1991. â€Å"Personal Relationships.† Personal Relationships, vol. 23, no. 1, 2016, doi:10.1111/pere.2016.23.issue-1. Stelck, Lisa, and Cheryl Newman. The Working Relationship: Management Strategies for Contemporary Couples. New York, Villard Books, 1986. â€Å"Workplace Relationships.† Wikipedia, Wikimedia Foundation, en.wikipedia.org/wiki/Workplace_relationships.

IT in hotels travel lodge Essay Example | Topics and Well Written Essays - 2750 words

IT in hotels travel lodge - Essay Example "IT in the hotels travel lodge" outlines the changes and possibilities that IT brought to the hospitality. Since a large number of customers make online payments, the official website of the company needs to be highly protected from phishing attacks. This can be achieved by installing high quality firewalls and bypassing the transaction information through a robust encryption system. Although installing a strong firewall can cost a significant amount for the company but it is essential to maintain the security. The company should hire a good IT company to design its database system so that it cannot be hacked and the personal data are kept safe. In order to further strengthen its security it should have its own physical server at, where all the sensitive information will be stored (Ioannidis et al, 2000). All the stored data particularly the transaction information and personal details should be kept in an encrypted manner, so as to deny unauthorized access to hackers. Moreover, the company should also install data mirroring system. The Data mirroring system will allow the company to keep a second copy of the primary server, so that in case of data loss due to natural calamity or otherwise, the lost data can be recovered from the second location. In order to ensure the physical security of the customers and the physical assets, the company should advanced monitor ing and alarm systems. It should also keep the physical security system separate and independent from the centralized system, so that even if any hacker gets access to the server system, he will not be able to access the physical security system

Reducing income inequality while boosting economic growth Research Paper

Reducing income inequality while boosting economic growth - Research Paper Example OECD countries entail five groups with regard to their patterns of inequality. For instance, nations like Australia, Ireland and United Kingdom and the Holland reflect dispersed wages and high part- time employment share, putting inequality in labor earning at above the average of the OECD. Means- investigated transfers of public cash and progressive taxes for household reduce the general inequality in income, but it retains its position above the average of the OECD. Similarly, some Nordic nations and Switzerland all entail comparatively low income of labor inequality due to narrow dispersion of wages and high rates of employment. Can transfers are normally universal; hence, they are less redistributive. Inequality in income for such a group is significantly below the average of the OECD. Empirical analysis by Garicano reveals that despite the critical role played by technological change and globalization in fueling labor income distribution, the variation in marked cross- country i s certainly because of differences in institutions and policies. Consequently, a scholar can deduce the following conclusions about the policies and the institutions: firstly, policies of education matter. Policies that raise rates of graduation from upper education and tertiary education as well as advance uniform education access help diminish inequality. Secondly, well- designed policies institutions of labor market can decrease inequality. A significantly high minimum wage minimizes distribution in labor income, however if set at a high level it may diminish employment; hence, dampening its influence on inequality- reducing. Arrangements of institutions that uphold trade unions...The paper presents a modern comprehensive analysis of the state of income inequality in the OECD countries, identifies factors behind such income distribution and offers policy measures to reduce inequality, while maintaining high levels of development. The paper identifies patterns of inequality betwee n OECD countries and demonstrates a new analysis of policy together with non-policy drivers in the countries It has sketched a comprehensive portrait of rising inequality in income among the OECD.It has reviewed changes in the factors, that stipulate such state of things, and it has examined their significant influence on inequality. Particularly, it has examined the role of technological changes and globalization as well as regulatory reforms in tax regulations and benefit. It has assessed what a government can do in addressing rising inequality and it has concluded by examining the likely certain policy avenues. The analysis revealed that income inequality prior to transfers and taxes is entirely driven by labor income diversion and the existence of inactivity and part- time employment. A significant finding reveals that education and policies of anti- discrimination, fully developed institutions of labor market and progressive systems of tax transfer can all help moderate inequality in income. Certain tax reforms and systems of transfer comprise a double divided in inequality diminution and increase of GDP per capita. The paper discussed other reforms such as trade- offs between the policy objectives

Management Information and Communication Systems (MICS Essay

Management Information and Communication Systems (MICS - Essay Example This report presents a detailed analysis of the idea â€Å"outsourcing†. This report will discuss the outsourcing working paradigm and its use for the information systems. This research provides discussion on the impacts of the outsourcing the information systems on the organization’s performance. This research will also discuss various advantages and disadvantages of information systems outsourcing. This report also discusses potential issues that can cause failure of IT outsourcing. The corporations can develop and maintain information systems internally or in-house by utilizing their own resources (technology and staff) or outsource it, which means they hire an outside firm for developing and maintaining their information systems for them. Additionally, outsourcing allows corporations to pay more attention on their inside business activities alongside allowing other firm having additional expertise and resources to carry out some portion of their business information system management activities. However, several companies outsource only the information system development component of their IT activities. On the other hand, others outsource more or every part of their IT activities. The reason of doing this is to survive and remain competitive in this age of constantly transforming information technology (Shelly, et al., 2005, p. 638; Dibbern, et al., 2004; Goles & Chin, 2005). However, all this depends on a corporation’s requirements, as well as outsid e firms can fulfill as much or as little of the IT requirements as indispensable or desired. In addition, external firms offer a variety of services including information system development and maintenance, web design and development, customer service, web hosting, billing, sales, marketing, and officially allowed support, for instance, an internet solutions provider is a firm, which offers web hosting services such as

Consumption Patterns Research Paper Example | Topics and Well Written Essays - 1000 words

Consumption Patterns - Research Paper Example The consumers market is made of product, price, place and promotion all surrounded by economic, political, cultural, demographic and technological factors. The buyer may be influenced by knowledge, lifestyle patterns, perspectives, taste, character and motivational factors in buying the product. Prior to buying the same product, one may decide to search information about it from various sources, one may look for an alternative product, recognize a problem with the product or decide to buy it later. Purchasing the product can depend on one’s individual taste, brand recognition, dealer, amount of the product, or the time the product is being sold (Boone & Kurtz 287). In the United States, various types of consumer behavior exist among different parts of the country. America has been inhabited by many types of cultures over the years. This immigration has not only formed an outstanding culture but also created various subcultures or ethnic groups within the whole of America. Thes e groups have the same religion, beliefs, heritage and experiences that distinguish them from other members of the society. African Americans and Asian Americans are an example of such groups and compose of around a third of the US population. Hence, their similarities contribute to possession of the same consumption patterns (Hoyer & Falcnnis 323). A minority of the ethnic groups exhibit different behavioral patterns with each group having specific preferences in food, clothing, music, and cosmetics such as skin and hair care products among others. American consumers for instance demonstrate a desire to embrace new fashions as well as frequent shopping compared to others. Media also affects consumption patterns. Some media exist for a specific ethnic group or many subgroups. Hence, it may decide to use the ethnic language to conduct its advertising and promotional campaigns to reach the target audience. Religion brings with it values, and beliefs about various issues such as unders tanding of sex, family life customs, norms and morality. What is consumed is guided by religion, a key concern that should guide marketers in product distribution. Consumers shopping behavior is largely influenced by their different needs and preferences (Meisis & Tait, 123). African Americans African Americans display a large and widespread group that is composed of many subgroups with regard to regions, academic and profession. According to reports, almost 30% of the population possesses 50,000 dollars and above GDP while 46% stays at home majority of whom are single parent families where women are the main breadwinners. On the level of education, almost 15% are college graduates out of the 24% of the whole us population. In terms of consumer behavior, African Americans believe in freedom of life, dressing and presentation. They are very independent and value their culture, which they struggle to maintain as they are mostly less concerned with other groups way of life and do not e asily imitate. Their consumption patterns are grounded on the principles of individual presentation, importance of style and beauty. In relation to the above is the search for recognition and status revelation. In the attempt of describing their fashion statement, African Americans mostly buy the ‘boy’s clothing’. This has made them become targets for commercial advertisers due

Overviews Essay Example | Topics and Well Written Essays - 1000 words

Overviews - Essay Example According to NHS (2012), it requires the working together of various practitioners so that they can provide the best patient centered care. This involves the prevention, diagnosis, treatment and management of these cases. Typically, the management entails designing, evaluating and implementing the needed interventions to handle both acute and chronic mental health conditions. The national Quality Protects objectives are normally adapted to improve care management and service delivery for adults with mental health problems. In the diagnosis, evaluation, treatment and management of such conditions, it is normally imperative where required to ensure that the patients are attached to the carers who have the capability of providing them with not only safe but also effective care for the duration of the service. As such every aspect of the management should always be designed in a way that ensures the patient always gets services from practitioners who are capable of giving effective servi ces. This at times requires the formation of a multi-disciplinary team to help out in giving the best possible care. Before initial visit it is important to investigate if service user needs help with communication. It is important to keep service user informed about any relevant literature related to service user’s situation. Also to identify service user’s strengths and support network this include inviting other relevant parties to the meeting to identify social and individual strengths. First check information held for accuracy. If the service user satisfies the FACS criteria, then next stage is to explain available to service user and/or carer in order to agree a care plan strategy. It is important to evaluate the of the agreed care plan before implementing to prevent lack of providing needs or identifying risk. Due to the high prevalence of the mental illnesses and disorders, it is normally imperative to carry out an

'There is no longer room for the labour, skill and judgement standard Essay

'There is no longer room for the labour, skill and judgement standard as the originality criterion under UK copyright - Essay Example Emphasis is given on UK copyright law but reference is also made to the approaches used in other countries also, especially the Common law countries that share a common framework of principles and rules. A specific aspect of the UK copyright law is explored: the labour, skill and judgement standard, as related to the originality criterion of UK copyright law. At a first level, the following assumption can be made: the rules of UK in regard to this type of law are not extensive, at least taken into consideration the similar frameworks of other countries worldwide. Still, the applicability of these rules is carefully monitored because of the following reason: even if the labour, skill and judgement standard need to exist as elements of the UK copyright law, their potentials to survive in the global market cannot be secured. In addition, the content and the requirements of originality can be different in UK law, compared to other laws, even those incorporated in the same legal framework , such as the countries of the Common law. The literature and the case law developed in regard to this issue are used in order to show that labour, skill and judgement in copyright cannot secure the uniqueness of a work. It seems that such difference is justified using the different explanations of originality, as held in countries worldwide. Also, the potential inability of creators to understand the requirements of copyright law can lead to delays in the recognition of the uniqueness of a work as the result of the labour, skill and judgement of its creator. At this point, the following problem appears: should labour, skill and judgement continue to be used as standards for deciding the originality of works in the context of the UK copyright law? The above question is critically discussed below using relevant literature and case law, as appropriate, so that the credibility of the assumptions made is secured. It should be noted that the findings of the literature, as compared with t hose of case law seem to promote two different trends: in certain cases, the labour, skill and judgement standard is used as the sole criterion for evaluating originality while in other cases a trend for replacing, even partially, the above standard with other elements, mainly quantitative, has appeared. The particular contradiction is critically discussed above in order to evaluate whether the elimination of the standard would be feasible and whether the simultaneous use of other standards would help to improve the performance of UK copyright laws. 2. The â€Å"labour, skill and judgement† standard as the originality criterion under UK copyright 2.1 The originality criterion as related to copyright In order to understand the potential involvement of labour, skill and judgement standards on UK copyright law, it would be necessary to refer primarily to originality, as a criterion for awarding a property right in regard to a specific work. Originality, as related to the copyrig ht law sets the following condition: ‘the work must originate from its maker so that it can obtain protection’1. The concept of originality has been clearly described in the case University of London Press Ltd v University Tutorial Press Ltd (1916) where the originality of a work has been used for showing that ‘a work is originated by the author’2. In addition, it seems that originality, as explained above can have

People Attitude Towards Work Essay Example for Free

People Attitude Towards Work Essay Peoples attitude to work varies a lot i.e. in relation to the individuals personal experience and their overall perception of others (employers, colleagues) and how they are actually perceived by other people. As emphasized by various key theorists (e.g. Frederick Taylor, Maslow, Douglas McGregor etc.) discussed in Behaviour At Work element 11.1, we (people) make assumption about other people based on our own experience in that, it is a way of making sense of relating to others. We each set ourselves certain standards and expect other people to adhere to them, even though they may not share our views and have different standards for themselves. Motivation is both individual and complex and there is a difference between what motivates people to perform above average and what leads to below average performance. Douglas McGregor emphasized that managers make either theory X or Y assumptions about the way others behave. Theory X assumption includes; * an average human being inherently dislikes work and will avoid it if possible hence, these types of people must be coerced, controlled, directed or even threatened with punishment to get them to put in adequate effort at work. * an average person prefers to be directed, wishes to avoid responsibility, has relatively little ambition and wants security above any other thing. Theory Y assumptions on the other hand stresses that; * people do not inherently dislike work and that the conditions of work reflects peoples satisfaction * people will generally exercise self direction and self control in pursuit of the objective to which they are committed * people mostly learn under proper conditions, not only to accept but to seek responsibility * people are not being used by organisations to their full potential * in order to obtain commitment from employees rewards should fulfill an individuals self actualization needs Choosing either Theory X or Y has an overall effect on people, be it positive or negative i.e. there will be a tendency within an organisation for people to respond to the way they are managed thus, if employees feel that they are not being trusted, this may result in them behaving in a less trustworthy way. PEOPLES ATTITUDE TOWARDS WORK (CONT.) Conclusion: Due to the fact that there is a range of reasons why people behave differently in work situations, hence, it is unrealistic to make generalized assumption about individuals attitude to work i.e. reasons for performing better or worse than average. Behaviour of each group is most likely to be unpredictable e.g. in the case of our Young business enterprise, GNVQ group A unlike group B spent a lot of time meeting despite the fact that there was conflict between individuals, thus we all had to put personal problems aside in order to achieve the same common goal which alternatively reflects on the successful trading carried out via high level of cooperation. Peoples attitude in a particular organisation can be measured by implementing techniques such as; * Preparation of questionnaires which is distributed to a certain number of selected individuals in a particular organisation. (Ref. example of questionnaire which may be used by organisations appendix 1) * Face-to-face interviews this refers to actually forming a one to one communication strategy which deals specifically with obtaining necessary information on employees general attitude towards their work and what motivates them to work harder and effectively. Face-to-face interviews are mainly used to obtain a direct response from the people affected by each policy thus, generating a more realistic subjective view of the employees involved as opposed to making an assumption. Some of the questions which can be included while carrying out an interview are as follows; (1) Can you describe any job you have held where you were faced with problems and pressures which tested your ability to cope? (2) Can you give me an example of a time when you had to conform to a policy with which you did not agree? (3) What stimulates you in your work and how does this motivate you? (4) Would you be willing to work in a position where you are expected to make decisions and how will you conduct yourself? (5) How do you feel about the way you are managed by your superior and what will contribute to you working even better? * Surveys surveys takes different forms depending on the level of workers which are being examined. It can also be seen as a combination of the methods mentioned above i.e. in generating more response so as to obtain an overall result i.e. a more factual information regarding employees, which can obviously be relied on. (Ref. Example of a personnel performance indicator which can be used in highlighting peoples attitude to work appendix 2) (Appendix 1) Questionnaire (1) Would you consider yourself satisfied with the level of responsibility your job involves? Yes[] No[] (2) What motivates you to work? Money[] Promotion[] Job security[] Other . (3) How would you describe you working condition? V. good[] Good[] Average[] Below average[] (4) Do you like working as a group[] ; individually[] ; or both [] (5) Would you like to be included in decision making or quality circle? Yes[] No[] Dont know[] (6) What do you enjoy most in doing your job? .. (7) Have you had any complaint in relation to your level of participation in your job? Yes[] No[] If yes, how do you view this .. (8) How well do you deal with criticism? V. well[] Average [] Below average[] (9) Does criticism affect your overall performance? Yes[] No[] (10) Would you consider yourself Highly motivated[] Easily motivated[] Not easily motivated[] Dont know[] FACTORS AFFECTING MOTIVATION Peoples level of motivation is affected by certain issues, which may lead to an extensive breakdown in communication within an organisation due to lack of cooperation between employees and employees or employees and employers. These factors includes; * Hierarchy of needs this inter relates to Maslows theory of human behaviour i.e. that individuals have five level of needs which they sought to satisfy. The human needs as established by Maslow states that the lowest of our needs include the basic physiological need for food, drink and shelter, once it is satisfied, individuals then needs to protect himself/herself against danger, threat and deprivation thereafter the levels of needs rise through social needs, need for self esteem and status to the need for self actualization. This affects motivation on an individual basis i.e. an individual may focus on each step before actually moving towards self actualization thus, if he/she is not completely satisfy on any of the stages the person tends to struggle a lot in working to his/her best ability this may not be the case for lots of other people. Maslows Hierarchy of Needs Self actualization (the need to do the work we like) Esteem (the need to feel worthy and respected) Social needs (the need to be liked/loved and to be a member of a given group) Security (the need to feel safe and secure) Survival (the need to stay alive, to eat, to drink, sleep and reproduce) FACTORS AFFECTING MOTIVATION (CONT.) * Job Satisfaction this affects the way in which people feel about their work in terms of achievement or recognition from others, the work involved, level of responsibility, opportunities for advancement, company policy and administration, supervisions, salary, interpersonal relations and working conditions. In the case where these are not dealt with in a constructive manner, it may give rise to a high level of dissatisfaction at work which may in turn lead to persistent lateness or absenteeism, below average performance and real or imagined illness on the part of workers i.e. due to a downfall in level of motivation. * Challenge if the work involved is not challenging enough for certain employees, it may lead to low staff morale that is, workers may not feel the need to give the job their absolute best. On the other hand, if the job is too broad compared to a relatively low number of employees, it may also have the same negative effect in motivating the workers. * Motivators such as: reward, training, promotion etc. If these motivators lacks in an organisation, workers tend to feel that their needs are not being catered for, hence, developing a negative attitude towards employers which alternatively affect the level of work which is put into the organisation i.e. workers in this situation will only work because they feel the need to work not because they want to work. However, in order to get employees fully involved, various kinds of motivators e.g. shared ownership, cash bonuses etc. should be introduced to commend hard working employees thus, serving as a source of motivation in that people actually perform better when they are willing to work so as to meet a certain target rather than employers forcing work on them because they have to. * Career Development this proves vital in maintaining or improving the level of staff motivation in that, people like to think that their hard work will pay off well as opposed to go unrecognized thus, if there is an opportunity for career development, workers tend to perform well so as to develop their individual skills and at the same time climb up the management ladder. In a situation where it is the opposite, it may lead to a wide spread low morale amongst employees. * Level of Expectancy this may have an overall effect on an individuals attitude towards work i.e. in relation to the expectancy theory developed by Victor Vroom, for example, an individual may respond in a positive way to a high level of expectancy from employers while another employee of the same calibre breakdown under pressure thus, it all boils down to an individuals desire for something in relation to the persons estimation of how likely it can be achieved. MOTIVATORS APPROPRIATE FOR DIFFERENT TYPES OF INDIVIDUAL PERFORMANCE As established by Frederick Taylor (1947) what the workforce want from their employers beyond anything else is high wages and what employers want from their workforce most of all is low labour costs the existence or absence of these two elements forms the basis for either a good or bad management. The major factors which makes people feel satisfied with their job and motivates individuals to work effectively includes; high level of achievement, recognition, opportunities for advancement and responsibility as well as the actual content of the work which is being carried out. On the other hand, factors which affects employees adversely and which lead to high level of dissatisfaction with their individual tasks include negative company policy, low level of salary and benefits, interpersonal relations and the overall working conditions (as described earlier). The following motivators are required so as to encourage individuals to work harder thus, enhancing the workers individual performance; * Autonomy this refers to the amount of freedom and discretion an individual can exercise over a certain job, this gives the worker a higher level of responsibility providing that the person wants and can cope with the responsibility. This will boost an individuals self-reliance thus, being able to meet target more effectively. Although some people prefer jobs with low level of responsibility, this is often common when people have a highly complex and demanding life outside work. However they are not likely to be high achievers. * Praise workers generally feel the need to be praised for hard work hence, serving as a motivator in encouraging the particular worker to keep doing a specific task to his/her best ability. Praise actually has an overall effect on the quality and quantity of goods and services produced, so therefore it is vital for employers to recognize and commend a high quality work. MOTIVATORS APPROPRIATE FOR DIFFERENT TYPES OF INDIVIDUAL PERFORMANCE (CONT.) Delegating this motivates people to work harder in that, it also involves giving workers more responsibility for the tasks they carry out. Delegating is used in a situation where by the particular job holds certain responsibilities, but additional responsibility is giving through delegation, this may help in providing more time for more important tasks, thus, helping in increasing an individuals job satisfaction. Reluctant or poor delegation can be worse than no delegation at all, hence, this is why most employers tend to delegate trustworthy employees to carry out certain tasks. Delegation also helps in meeting target, improving cooperation between staff and employer, and improving the quality and quantity of work carried out. * Shared Ownership shared ownership schemes proves to be very successful in motivating workers in that, employees handle tasks more efficiently due to the fact that they also have a stake in the company hence, people tend to work very well if there is some kind of benefit to derive from their hard work on the long run. The introduction of shared ownership enhances general individual performance i.e. people tend to be self reliance thus, meeting targets, encouraging and maintaining good relationship with co-workers and employers which in turn helps in developing and delivering good quality of work (high standard) as well as improving the quantity of work achieved. * Quality Circle the implementation of quality circle serves as a motivator because it makes employees feel more involved in all the aspects of product development. Quality circle is usually set up to tackle a particular project where quality improvement is necessary therefore, making it easy to recognize each teams ability and alternatively rewarding individual teams for the level of work they put in improving the quality and the amount of goods actually produced. EFFECTS OF MOTIVATORS ON INDIVIDUAL PERFORMANCE In an event whereby employees needs are catered for promptly and effectively, organisations can benefit a great deal. For instance, in order for quality circles to be successful, quality improvement programmes needs full commitment from employees. The motivators discussed earlier helps in; * enhancing employees commitment to a particular organisation thus, being more reliable in performing tasks individually as well as part of a team. * boost loyalty the level of employees loyalty will be improved if they are being treated with respect they deserve e.g. if employees are offered shared ownership of an organisation as a reward for hard work, the employee will be willing to stay loyal for a long period in that, the employee will be obliged to support the particular organisations internal and external activities i.e. outside and within the organisation. On the whole, these motivators helps in providing opportunities for increased skills, flexible working and individual development. Motivators also provide social companionship and a sense of pride in the overall working relationship in regards to achievements derived from motivating workers in the correct manner. Further Analysis: GAINING EMPLOYEE COOPERATION THROUGH MOTIVATION It is essential that the reward strategy adopted by employers fulfills employees needs i.e. if motivation to work is to be maintained or increased, it is necessary that an individual is convinced that by putting in extra effort at work, his/her performance will be improved and that the reward he/she values will be forthcoming. In order to gain employee cooperation, employers focus on motivating employees in various ways depending on the organisation involved, some of the methods used in achieving this are as follows; * Job Security by providing a secure job opportunity, workers will have the opportunity for career progression, therefore, they will feel motivated to work hard so as to get on. A major example of this relates to the Japanese economy that is, because employers often offer a job for life to potential individuals thus, they tend to expect a high degree of loyalty from their workers as well as commitment to work to the very best of their ability. * Merit Rating this refers to recognizing an individuals performance and selecting personal qualities which an organisation believes to be important and assessing these qualities hence, giving the organisation an overall idea on how to reward individual performance effectively. (Ref. Merit rating form appendix 3) * Appraisal this is also used to pin point performance, appraisal is needed for assessing the performance of an individual in discharging specific responsibilities and/or the potential performance of the individual in other roles. Appraisal often involves assessing both job performance and personality characteristics relevant to the particular job. Performance appraisal is an extension and development of merit rating, it may or may not be used as a basis for increase in salary (performance related pay). GAINING EMPLOYEE COOPERATION THROUGH MOTIVATION (CONT.) An example of appraisal of an employee may take the form below; Job Knowledge and Technical Ability Comments Exceptional Good Satisfactory Marginal Inadequate Energy and Application Comments Exceptional Good Satisfactory Marginal Inadequate Organizing Ability Comments Exceptional Good Satisfactory Marginal Inadequate Overall Assessment 1. Reserved for employees whose distinguished performance is clearly obvious to all. 2. Seasoned employees whose performance is noticeable better than satisfactory. 3. Satisfactory 4. Performance close to being satisfactory but needs further development. 5. Performance clearly below the accountability level required for a certain task or set of tasks (this may include newcomers). 6. Totally unsatisfactory (Ref. Performance Appraisal by: T.L . Whisler and S.F . Harper, research and practice by: Holt, Rinehart and Winston) GAINING EMPLOYEE COOPERATION THROUGH MOTIVATION (CONT.) * Incentive Schemes this may be used to gain cooperation due to the fact that it is a valuable motivator. Incentive schemes means the payment to employees of a regular bonus related to productivity, this is designed to encourage employees to cooperate with management in raising productivity and the overall performance of the organisation. This emphasizes the relationship between performance and payment, in that money remains a major motivator in enhancing growth in the level of work performed. * Management By Objectives this focuses on increasing workers performance by agreeing individual objectives with managers and measuring progress by the degree of attainment of the objectives i.e. management by objectives involves setting specific organizational objectives for a future time period. This is a mutual setting of objectives between each position holder and his/her supervisor and the use of the objectives as standards for evaluating the employees performance. MBOs are used in gaining cooperation in regards to employee and employer relationship that is, employees will respond a lot better to discussions rather than orders/commands. POTENTIAL BENEFITS REGARDING GOOD COOPERATION As established by Frank Herzberg (1968), increased job satisfaction will not always result in increased performance but nevertheless increasing the level of job satisfaction within an organisation has lots of advantages i.e. in relation to the organisation, the managers and each individual employee. Potential benefits Potential benefits to employees to management * more interesting work Through better Through increased * scope for development working methods motivation * more autonomy * companionship and team pride * share in any benefits to employers * better quality * reduced absence * lower turnover * more flexibility * higher productivity Potential organizational benefits * high level of commitment to the organisation * improved industrial relations climate * organisation growth This table lays emphasis on improving job design and work organisation to meet individual needs. (Ref. The effective manager, book 4, open university, 1990) POTENTIAL BENEFITS REGARDING GOOD COOPERATION (CONT.) Benefits which are derived from successful communication between employers and employees includes; Organizational Benefits: * In a situation whereby employees are satisfied with the work they perform as well as their working environment, employees tend to identify more closely with the actual organisation. * Employees who are committed to the organisation are likely to work harder towards organizational goals, seize opportunities, contribute new ideas and act as good public relations officers for their employer. * Effective communication within an organisation will also give rise to less chance of industrial disputes in that, employees will have little or no dissatisfaction and the organisation as a whole can therefore expect to survive competition and prosper. Management Benefits: * If workers are highly motivated, managers will be able to expect better quality performance. * The symptoms of dissatisfaction i.e. absenteeism and illness will be minimal or not present hence, the management will be able to discover that staff are willing and able to perform a range of tasks if their individual skills and abilities are fully developed. On the long run, this benefit will lead to improved productivity and better quality service. Individual Benefits: * If a person with certain skills and abilities finds his/her job suited to the qualities he/she possess, the work the individual participate in, will become more interesting and therefore less likely to produce stress or dissatisfaction. * A job which involves various source of motivation i.e. providing an individual with a scope for development, this will be encouraging to the individual, hence, the particular person will then be able to focus on opportunities for improvement and advancement. On the whole, the level of advantages of job satisfaction outweighs its disadvantages hence, in a situation whereby everybody works hand in hand with a view of a common interest i.e. putting aside personal differences, the organisation tend to survive on the long run the young business enterprise group A is a perfect example to qualify this statement. CONCLUSION: Motivation in Regards to Group Development In order for people to get along well enough as a group so as to be able to benefit the business as a whole, motivators such as praise, autonomy, giving ideas, feedback and so on was implemented in that, for us to achieve each group development stage effectively before moving to the next important stage, it is vital for each group member to deal with the tasks given to the best of his/her ability. * Praise this was used indirectly at regular intervals, so as to show an appreciation for a good level of effort put in by each group member. * Autonomy enough opportunity was given to each group member to work on certain tasks as an individual thus, giving the person overall responsibility without too much questioning. * Giving Ideas each group member was involved in the initial brainstorm for the product ideas as well as designs to be produced and each and every idea brought forward was welcomed and discussed in further depth hence, making each group member feel as part of the business which alternatively led to intense commitment. * Feedback people need to know whether they are performing their jobs satisfactorily, they need praise for doing things well and they need help and advice if they are not performing up to standard, this is achieved through feedback during business meetings. This is used to the advantage of the business venture, in that, people who are not pulling their weight (contributing) were told directly by group members to do so, thus, giving rise to people actually performing much better in some cases and no apparent change in other cases. On the whole, the level of motivational skills applied to the business venture proves to be effective for the individuals within the group as well as in the general group development.

Economic Growth Determinants And Models | Literature Review

Economic Growth Determinants And Models | Literature Review Introduction Economic growth is one of the most important fields in economics. Since sustained economic growth is the most important determinant of living standards, there is no more important issue challenging the research efforts of economists than to understand the causes of economic growth. Human capital has been identified as a key stimulus of economic growth. In fact, it can never be overemphasized that human capital is the engine of growth of an economy. No nation can develop beyond its investment in education in particular. Growth economists in affirmation have explained that the differences in the per capita income of countries cannot be explained in isolation from the differences in human capital development. Health and education are both components of human capital and contributors of human welfare. Numerous economists research their relevance in the economic growth and tried to incorporate human capital in the growth model. While some researchers take a Keynesian route and stress on the demand factors, other researchers follow the neoclassical route and emphasis the role of factor supplies in growth. Human Capital in the form of education It is equally important to effectively and efficiently measure the human capital with the perceiving importance of human capital. Since, human capital is considered as a synonym of knowledge embedded in all levels such as an individual, an organizations and a nation, education is the primary element in the measurement of human capital. Some economists attempted to measure the stock of human capital utilizing â€Å"school enrollment rates† as a proxy of human capital. Through the study of 129 countries for a time period 1960 to 1985, Barro and Lee, 1993 concluded that female education stimulates the acquisition of human capital through children. A fact is in accordance with the findings of De Tray, 1773 and Becker and Lewis, 1973. Barro and Lee reconcile their findings with the conclusion of De Long and Summers (1992) with the belief that â€Å"perhaps the true key is to have educated women working with machines†. (Barro and Lee, 1991, p29). However, the study of Kyriacou in 1991 concluded a negative and insignificant correlation between years of schooling in labour force and future growth. One of the possible explanations for this result is the link between human capital and subsequent growth of technology was ignored. The method of using school enrollment rates is criticized as student’s effec tiveness can be recognized after participating in production activities. Nehru, Swanson, and Dubey (1993) attempted to measure relationship between human capital and studentsà ¢Ã¢â€š ¬Ã… ¸ â€Å"accumulated years of schooling† in the employable age as educational attainment. Their approach to measure human capital is similar to that of Lau, Jairison, and Louat( 1991), Psacharopolous and Arriagada (1986,1992). The results show a positive relationship between education stock and its influence on income per capita. They also concluded that there is a high correlation between education stock and other human capital indicators and hence justify the usage of this variable as a proxy for human capital. Nevertheless, they note that there is a problem with the estimates of education stock due to repeaters and dropout rates. The weakness in the study pertains to education stock estimation as they are â€Å"based on sparse data of uneven quality†( Nehru, Swanson, and Dubey,1993, p8). Romer (1990) suggested the ratio between skilled-adults and total ad ults to measure the stock of human capital in the national economy. Another approach to measure human capital is through the returns which an individual obtains from a labour market throughout education investment. Mulligan and Sala-i-Martin (1995) defines that aggregate human capital is the sum of quality adjustment of each individual’s labor force, and presents the stock of human capital utilizing an individual’s income. Their belief was that the â€Å"quality of a person would be related to the wage rate he receives in the marketplace†( Mulligan and Sala-i-Martin, 1995, p.2). This measure called the Labour –Income –Based is a measurement of human capital calculated through wage rate. Though this study, it was noted that the usage of average years of schooling as a measurement could be misleading since economists could interpret the increase in income in 1980s independent of human capital accumulation due to the dispersion of average years of schooling. Human capital in the form of Health A large body of literature has established that investment in education pay off in the form of higher future earnings. However, the demerit of the conventional measurement of the human capital is the disregard to qualitative benefits of human capital such as health, fertility rate, child mortality. Given the importance of â€Å"health capital† for education and earnings (Grossman, 2000; Case, Fertig, and Paxson, 2005; Currie and Madrian, 1999; Smith, 1999), it is possible that poor health has an impact on education and hence on economic status. Many health shocks can affect human capital and productivity, both in the short-run (Strauss and Thomas, 1998; Currie and Stabile, 2006) and the long-run (Cunha and Heckman, 2007; Currie and Hyson, 1999)( Joshua Graff Zivin and Matthew Neidell, 2013). The World Health Organization’s Commission on Macroeconomics and Health (2001) claims the following. â€Å"Improving the health and longevity of the poor is an end in itself, a fun damental goal of economic development. But it is also a means to achieving the other development goals relating to poverty reduction. The linkages of health to poverty reduction and long-term economic growth are powerful, much stronger than is generally understood.† Despite the importance of health capital, the empirical literature of the effects of health on economic growth is relatively thin. Recent experimental or quasi-experimental studies, such as Thomas and Frankeberg (2002) and Thomas et al. (2003) have found that specific health sector interventions help recipients raise earnings significantly, and general indicators of health and nutrition status are significant predictors of economic success. At macroeconomic level, several researches support the positive contribution of health on economic growth. Barro (1996b), Bloom and Canning (2003), Bloom, Canning, and Sevilla (2004) and Gyimah-Brempong and Wilson (2004) find that health capital indicators have desirable influence on aggregate output. For the countries in their sample, about one-fourth of economic growth was attributable to improvements in health capital, and improvements in health conditions equivalent to one more year of life expectancy are associated with higher growth of up to 4 percentage points per year. The following table summarises the finding of macroeconomic studies with health. Source: J. Hartwig / Journal of Macroeconomics 32 (2010) 314–325 According to Weil (2007, p. 1295 and 2005, pp. 153–161), health’s positive effect on GDP is strongest among poor countries. The existing evidence on whether health capital formation has an impact on economic growth gives a mixed response. Some papers such as Heshmati (2001), Rivera and Currais (1999a, 1999b, 2003, 2004) accept the significance of health capital formation for economic growth in OECD countries. However, Knowles and Owen (1995, 1997) as well as McDonald and Roberts (2002) reject the hypothesis that life expectancy is a statistically significant explanatory variable for productivity growth in high income countries. IN fact, Bhargava et al. (2001) and Acemoglu and Johnson (2007) estimated a negative effect of adult survival rate on economic growth for US, France and Switzerland. Some studies have associated fertility rate and child mortality with human capital. The best known study between population growth and development is Kuznets (1967). His study found a positive correlation between growth rates of population and income per capita within broad country groupings, which he interpreted as evidence of a lack of a negative causal effect of population growth on income growth. However, Kelley (1988) found no correlation between population growth and growth of income per capita, and similarly no relationship between population growth and saving rates. Summarizing many other studies, he concluded that the evidence documenting a negative effect of population growth on economic development was weak or nonexistent. Becker et al. (1990) associated endogenous fertility and a rising rate of return on human capital as the stock of human capital increases. Their analysis discusses the importance of investment of human capital and the impact of family sizes and birth rates. They concluded that â€Å"societies with limited human capital choose large families and invest little in each member; those with abundant human capital do the opposite † ( Becker et al., 1990, p.35). Weil et al.(2012) found that a reduction in fertility rate will increase GDP per capita income by an economically significant amount. This result is similar to the findings of Bloom and Canning (2008) who have regressed the growth rate of income per capita on the growth rate of the working-age fraction of the population, and have gotten a positive and significant coefficient. The high growth of working age fraction is the result of fertility reductions; it can be seen as showing the economic benefits of reduced fertility. Growth Models Being one of the most important determinants of living standards, economic growth is among the most important issue challenging the research efforts of economists. Many adopted the neoclassical growth approach to study economic growth. The neoclassical growth model emphasizes the role of factor supplies in growth as it seeks to undermine the long-run economic growth rate determinant through the accumulation of factor inputs such as physical capital and labour. Over time, human capital was introduced in the growth model. The concept of capital in the neoclassical model has been broadened from physical goods to include human capital in the form of education, training and experience. In the early 1960s, Schultz initiated the human capital revolution in economic thought. He claimed that â€Å"This knowledge and skill are in great part the product of investment and, combined with other human investment, predominantly account for the productive superiority of the technically advanced countries. To omit them in studying economic growth is like trying to explain Soviet ideology without Marx.†(Schultz, 1961, p.3). Exogenous growth model In general, there are two basic frameworks that seek to understand the relationship between human capital and economic growth. The first approach is through the exogenous growth model adopted by Nelson and Phelps (1966). The exogenous growth model has its origin form the Solow growth model. The crux of this model is the aggregate production function written in the general form: Y = F (A, K, L), Where output is explained as being a function of technology, A in addition to capital (K) and labour (L). In 1957, after a study of 40 years of growth, Robert Solow concluded that â€Å"it is possible to argue that about one-eighth of the total increase is traceable to increased capital per man hour, and the remaining seven-eighths to technical change† (Solow 1957, p316). The Solow growth model assumes a constant growth rate of productivity, g Y = A0 egt KÃŽ ± L1-ÃŽ ±. This implies that the growth in income in income is determined by productivity growth, g and growth of capital per worker. However, Solow left technological progress unspecified. Moreover, the model assumption of market competitiveness, constant returns to scale lead to further study of the model. In his seminal paper, Nelson and Phelps (1966) related how level of human capital stock is an indirect determinant of economic growth. They concluded that â€Å"the usual, straightforward insertion of some index of educational attainment in the production function may constitute a gross misspecification of the relation between education and the dynamics of production.† (Nelson and Phelps, 1966, p.75) They believe that stock of human capital determines the economic capacity of a nation to innovate, which in turn lead to economic growth. Education and training facilitate the implementation and usage of new techniques makes an economy technologically progressive and more productive. Henceforth, incentives to innovate and market structures necessary for research and development have become important in theories for growth. The Schumpeterian growth literature revived this doctrine. The Schumpeterian theory explains that â€Å"current innovators exert positive knowledge spillovers on subsequent innovators as in other innovation-based models, but where current innovators also drive out previous technologies-, generates predictions and explains facts about the growth process that could not be accounted for by other theories.†(Aghion et al, 2013, p.35) The empirical literature on technical diffusion has been growing. The role of human capital in facilitating technological is supported by Welch (1975), Bartel and Lichtenberg (1987) and Foster and Rosenzweig (1995). The significant spill-overs are documented by the survey of Griliches (1992). Benhabib and Spiegel (1994), using cross-country data, investigate the Nelson-Phelps hypothesis and conclude that technology spillovers flow from leaders to followers, and that the rate of the flow depends on levels of education. As a matter of fact, a great deal of study seeks to analyse the relationship between level of education and technological diffusion and this affects economic growth. Some examples will be Islam (1995), Temple (1999), Krueger and Lindahl (2001), Pritchett, Klenow and Rodriguez-Clare (1997), Hall and Jones (1999), Bils and Klenow (2000), Duffy and Papageorgiou (2000), and Hanushek and Kimko (2000). (Jess Benhabib and Mark M. Spiegel, 2002) Endogenous growth model The second approach is the endogenous growth model inspired by Gary Becker’s human capital theory (1964) which directly links human capital to economic growth. The basic idea behind Becker’s view is that growth is driven by human capital accumulation. Nobel laureate Robert Lucas presented an endogenous growth model in which the engine of growth is the human capital. He added â€Å"what Schultz (1963) and Becker (1964) call human capital to the model, doing so in a way that is very close technically lo similarly motivated models of Arrow (1962), Uzawa (1965)and Romer (1986)† ( Lucas, 1988. p.17). He assumed that individuals choose to allocate time to current production or schooling based on increases in productivity and wages in the future due to the current investment of time in education. Lucas model can be summarized in Y = Kß(UH)1-ß, Where H represents the current human capital stock of the individual and U is the fraction of time allocated to current production and K is the per capita stock of physical capital. Human capital growth model Over time, with numerous studies on human capital, different variables were included in the growth equation as a measurement of human capital. Drawing upon Mankiw et al. (1992), Barro (1996a, 1996b), Bassanini and Scarpetta (2001), Bloom et al. (2004) and Gyimah-Brempong and Wilson (2004), the following growth equation was modelled in the Baldacci, Clements, Gupta and Cui (2008) paper on Social Spending, Human Capital, and Growth in Developing Countries. The growth equation is based on the framework of neoclassical growth augmented by the inclusion of education capital, ed, health capital, he, investment ratio, sk and denotes the set of macro and institutional control variable such as the fiscal balance, inflation rate, trade openness, and governance that augment the baseline specification of the model. Moreover, it is assumed that there is a relationship between the initial stock and increment in human capital with per capita GDP growth, g. The baseline growth model was as follows: Where git is real capita per income growth, 1i and 1t denote the country-specific effect and period-specific effect, respectively, Ln (yit-1) is the lagged logarithm of per capita income to control for the expected reduction in growth rates as per capita incomes rise and there is convergence to steady growth rates; Skit denotes the investment ratio, Edit refers to the stock of education capital, which is proxy by the sum of the gross primary and secondary enrollment rate, Ed refers to changes in education capital, Heit refers to the stock of health capital, and he refers to changes in health capital, mit consists of control variables and uit is the error term.   Ã‚   Japanese in Brazil: Asian-zing Brazil Japanese in Brazil: Asian-zing Brazil Wendy Do   As a country of a very diverse population, Brazil has experienced the influx of a variety of races and ethnicities throughout the course of history. As a result, Brazil continues to experience extreme cultural syncretism and assimilation. Nearing the end of the nineteenth century, the world saw Brazil as a country with a high degree of miscegenation (Schwarcz 3); immigration is one of the major cause for this. From the discovery of Brazil in the 16th century to its colonization by Pedro Alvares Cabral and onward, Brazil has been a country of immigrants. One country in particular, Japan, started emigration to Brazil in the early 20th century. Most people would not expect Brazil to contain the largest Japanese immigration population. My thesis is that: Japanese immigrations initially sought relief from the Meiji Restoration and chose Brazil due to their increasing demand for laborers, but over time established a huge community which to their settlement. In this essay, I will discuss th e initial reason for the Japaneses immigration to Brazil, the impacts of these migrants, and the reaction of the Brazilians and Japanese to the migrants. This will demonstrate the impact of an Asian immigration society in Brazil and how it contributed to the diverse population due to racial formation. Before the Portuguese settled in Brazil, the majority of the population was of indigenous groups. As described in detail in Schwartzs work, when the Portuguese first arrived, they encountered various Indian groups and made an agreement where they decided that they needed to civilize the indigenous (Graham, W1D2). While the two groups of the Jesuits and the Portuguese settlers disagreed in ways to civilize the indigenous, they both believed in slavery. As indigenous groups were forced into slavery, they faced many risks including, overcrowding in their communities called aldeais and diseases that killed them at alarming rates (Graham, W1D2). Before the Portuguese arrived, the population of Indians capped around five million but by the 1950s, the population decreased to one hundred twenty thousand (Graham, W1D2). This not only led the devastation of the ingenious population, but increased the demand for labor. This trend would later contribute to the Japanese immigration to Brazil. How ever, before the Japanese, the substitution of indigenous slavery with African slave labor made its way. Brazil had a slave economy where one product dominated Brazils export for most of the slave period from 1550-1888 (Graham, W2D2). This began with the Donatorio Captaincies which were awarded by the crown in Portugal in order to protect interests in Brazil. The awards gave the Portuguese courtiers and soldiers, who bore the title of captain, to have the right of taxation, justice, administration, and the privileges to promote settlement and economic development (Schwartz 13) in Brazil. This marked the beginning of the Portuguese settlement which would evolve into plantations. The Coffee Cycle, is the period we will be focusing on, which took place from the 1830s to the 20th century. Coffee was expanding and slavery was abolished in the 1880s (Graham, W2D2) which led to a need for laborers. According to Schwarcz, from the beginning of the coffee plantations, the owners have contracted with workers in their home countries and engaging in acts such as loaning them money for travel costs, housing, or other expenses (8). With this being said, it can be noted that the Japanese were viewed more as an indentured servant, but eventually grew in status and recognition. The previous events mentioned have contributed to the diverse population in Brazil through: the indigenous already living there, the settlement of the Portuguese, the African slavery, and immigration from other countries. Many intellectuals, politicians, and cultural and economic leaders saw [] immigration as improving an imperfect nation that has been tainted by the history of Portuguese colonialism and African slavery (Lesser, 2013, 2). With the end of slavery, planters have encouraged their state and federal government to seek Europeans in order to replace their slaves in the massive coffee economy. By 1888, thousands of immigrants poured into Sao Paul (the largest group being the Italians); however, these white immigrants believed the elites of Brazil had created a system that gave them an inability to move out of low status. This created immigrant-led protests against labor and social conditions and the deportation of Italian for anarchism (Lesser, 1999, 82), so Brazil sought fo r a more submissive group. Japanese diplomat, Sho Nemoto mentioned in a later signed treaty that Brazil would be a country where Japanese immigrants could be perfectly settled and we could improve our standard of living, buy property, educate our children, and live happily' (Lesser, 1999, 82). Correlating with the Meiji governments interest in emigration of Japan, this seemed like the perfect option for the Japanese to immigrate to Brazil. The reasons for Japaneses immigration are laid out as: Brazilians needed more labor due to the abolishment of slavery, Japans Meiji government created a period of modernization where peasants become hungry and restless; the encouraged emigration in Japan, and the establishment of colonies by previous Japanese. The first reason why the Japanese migrated to Brazil was because Brazil was seeking a new labor group to fill in as laborers. They saw Japanese immigrants as a ready solution from their previous disappointment with the European replacements; in addition, this could also help foster a relationship between Japan and Brazil in relation to trading. The first Brazil-Japanese treaty was then signed in 1895, where Brazil would see a rapid increase in Japanese labor (Lesser 84). In addition between 1908 and 1941, about one-hundred ninety thousand Japanese immigrants would settle in Brazil (Lesser, 1999, 83). A ship containing the first 781 members of the newly founded Japanese community called the Kasato-Maru arrived after its fifty-one day journey from Japan in June 1908 (Lesser, 2012, 153). The results of the Japanese led the Brazilian government to later promote immigration to other Asian countries, such as China. The Japanese were described as an intelligent and energetic force and this people is amazing us with their power to assimilate everything from European civilization in letters, in science, in art, in industry and even in political institutions (Lesser, 1999, 83). The expectations of the Japanese to the Brazilians were very low, but what the Japanese contributed to this society made them realize that they were definitely not inferior. The second reason for Japanese migration was due to their expectations of Brazil. The Japanese workers felt tricked due to the belief that they would become rich. In turned, similar to previous immigrants, the Japanese revolted against the Brazilian elites. Some of them fled to Argentina, where the salary was higher; or other urban areas such as Minas-Gerais, Parana, and Sao Paulo (Lesser, 2012, 155). One Japanese boy, Riukiti Yamashiro summarized his experience in Brazil as the following: It was a lie when they said Brazil was good the emigration company lied (Lesser, 2012, 156). Japanese propaganda had led the Japanese to believe that Brazil would rich in five years and that they would be able to return home wealthy. However, this was just a proportion of the feelings that Japanese had of Brazil. The Japanese also faced a problem from their home country due to the modernization and industrialization of the Meiji period from 1868 to 1912 (Carvalho 3). Japanese sought escape from poverty, overpopulation, heavy taxes and numerous socioeconomic problems. While some Japanese immigrated to Manchuria or Korea, other fled to Australia or Hawaii. Emigration that was prohibited during the Tokugawa period (1603 1867) was solved when Japan faced these economic problems. The Japanese government gave permission to emigration companies to recruit emigrants, Brazil being the primary destination as immigrants faced strong resistance from other countries (Carvalho 4). The first group of immigrants was a failure because the Japanese rebelled against the emigration companies and deserted the population due to poor treatment and no form of payment. In addition, most had no experience in farming. However, all hope was not lost for the Japanese in Brazilians, because the Japanese would continue to enter the country for the next fifty years (Carvalho 7). The third reason was that Japanese were able to create a community within Brazil. In order to create solutions to the land and labor problems, law were established which required immigrants to come as family units (Carvalho 7) and Japanese-run colonies were allowed to be established. In addition, the Japanese did hold a more powerful protector regime than other immigrants since they were able to establish regular school schedules for children and allow adults to participate in various every day activities such as gymnastics and moral boosting (Lesser 2012 156). Schooling allowed children of the immigrants to move up into more dominant positions in Brazilian societies. In addition, foreign government-sponsored colonies allowed Japanese to be relived from the worry of landowners which allowed them to focus on settlement. This discouraged them from returning to Japan and encouraging more emigration as the success in Brazil news spread back to their home country (Lesser, 2012, 157). There were many opportunities for the Japanese to assimilate into Brazilian culture. Most Japanese arrived at a time where the acquisition of land was easy, allowing them to produce new crops such as cotton, rice and potatoes (Carvalho 8). The social structure of Japanese communities mirrored those of traditional Japanese communities where the social order also followed traditional Japanese patterns. If a Japanese were to disturb the social order, they would be [ostracized] (Carvalho 10). The Japaneses primary goal was to accumulate as much capital as possible in order to return to their country of origin, so they worked hard and saved; however, the years they spend on Brazilian soil allowed them to bring their traditions and customs. This included their practices of incense money, gosembetsu (farewell gifts), and emphasis on social relationships between children and parent and society in addition to holidays as well (Carvalho 11). Their economic and cultural success allowed them to negotiate a position in the Brazilian society to the extent where Brazilian Indians and Japanese immigrants were of the same biological stock (Lesser, 2012, 160). Japanese immigration has contributed a great deal to Brazils national identity. The Meiji era created changes in the economic structure of Japan which led to relief through emigration. At the same time, Brazilians believed that Japanese immigrations would solve the problem of rural work, yet the same result due to poor treatment led to the revolt. However, the difference of the Japanese lied in the fact that they were able to form their own communities. This led to the population being able to culturally sustain themselves in Brazil. Currently, about 1.5 million Brazilians claim Japanese descent (Lesser, 1999, 174). The Japanese migration highlights the differences in immigration to Brazil. The Japanese and their descendants are among some of the best Brazilians and the cultural attitude they developed has allowed them to move into the upper-class of society. Today, Japanese-Brazilians can be found amongst every area of Brazilian society, from politics to economy to arts and industry (Lesser, 1999, 174). Even so, the pattern of emigration and immigration differ according to the economy of Brazil. For most of the last two hundred years, Brazil has been a destination for immigration (Lesser, 1999, 190). However, even with an improved economy, Brazil has been faced with the problem of emigration rather than immigration. A statistic from 2010 shows that about four million Brazilians live abroad which means the population is slowly decreasing. Many Japanese are involved in a phenomenon called dekasegui which means working away from home which is used to those who are descendants of Japanese who migrated to Japan (Lesser,2012, 191). With the amendment to Japans Immigration Control and Refugee Recognition Law in 1990, the Japanese were allows to have work visas up to the generation (Lesser, 2012, 191). This trend fluctuated for various years, for example, when Brazils economy grew strong in the 2000s and the Japanese economy weakened, the migratory trends reversed. As opposed to in the 19th century, Brazilian-Japanese immigrants believed they were temporarily migrating to Brazil to become wealthy (Lesser, 1999, 192). In conclusion, Brazil has and still is a country of immigration. Despite traditional views of Brazil as a country of mestizo and African slavery, the Japanese population outside of Japan is highest in Brazil. I chose to write this essay on the reason for Japanese immigration to Brazil because Asian immigration is typically viewed as the Chinese immigration to America in the 1800s. However, the Japanese is not a country that is really talked about. This relates to the course theme of the Racial Formation of Brazil because it discusses the reasons for the Japanese immigration and how it contributed to Brazils diverse population. Initially, the Japanese immigrations initially sought relief from the Meiji Restoration which paralleled the Brazilian need for laborers. However, the Japanese were allowed to create a settlement and community which in turned allowed for the mass emigration from Japan to Brazil. This contributed to the existing community today and despite reverse changes, Brazi l is able to add onto its extremely diverse and vast culture. Works Cited Carvalho, Daniela De. Migrants and Identity in Japan and Brazil: The Nikkeijin. 1st ed. Place of Publication Not Identified: Routledge, 2015. Print. Graham, Jessica. Arrival of Enslaved Africans. HILA 121A W1D2. Warren Lecture Hall, Rm. 2115, La Jolla. 19 Jan. 2017. Lecture. Graham, Jessica. History of Brazilian Indios. HILA 121A W2D2. Warren Lecture Hall, Rm. 2115, La Jolla. 12 Jan. 2017. Lecture. Lesser, Jeffrey. Immigration, Ethnicity, and National Identity in Brazil, 1808 to the Present. Cambridge: Cambridge UP, 2013. Print. Lesser, Jeffrey. Negotiating National Identity: Immigrants, Minorities, and the Struggle for Ethnicity in Brazil. (1999): Pp. 13-39 (Chapter Two); Pp. 81-94 (part of Chapter Four); Pp. 147-57 (Chapter Six).+. Duke University Press. Web. 21 Mar. 2017. Schwarcz, Lilia Moritz. Introduction. The Spectacle of the Races: Scientists, Institutions and the Race Question in Brazil, 1870-1930. New York: Hill and Wang, 1999. 3-20. Print. Schwartz, Stuart. Early Brazil: A Documentary Collection to 1700. (2010): 117-40. TED. Cambridge University Press. Web. 21 Mar. 2017.