The Importance And Cons Of Business Law - 704 Words

The Second Circuit in its Order vacating the old settlement indicated that there should be separate counsel for the (b)(2) Class and the (b)(3) Class as to any future resolution. . The Second Circuit held that (b)(3) counsel would be incentivized to maximize cash compensation for past harm while (b)(2) Class counsel would strive to address the network rules. . The District Court remedied the structurally inadequate representation by appointing four law firms to separately represent the 23(b)(2) class. . We interpret the restructuring to mean that each class not only needed its own lawyers, but that the settlement terms for each class must stand on their own. . As to any future 23(b)(2) settlement, the Court’s implicit directive is that†¦show more content†¦. Many of the objectors include various retail associations with no pecuniary interest in the litigation that were once original plaintiffs. . From the moment the original 2012 settlement was announced, these a ssociations have announced they want any future (b)(2) deal to more robustly address the network rules. . For example, Mallory Duncan, the General Counsel for the National Retail Federation, recently testified before Congress that the U.S interchange fee should be even lower than Europe where fees are a fraction of their American counterparts. . Duncan, the multitude of objecting associations and large corporations, and their lawyers have publicly entrenched themselves in an all-out fight to address interchange. . Despite the fiercely competing interests (and rhetoric) of both sides, we do have some thoughts about how a new deal might be structured. The clearest path to buying a lasting resolution that will protect some of the Defendants’ interchange fee revenue would be a compromise that either (a) permanently reduces interchange below current levels, but above the more punitive interchange caps in the marketplace (e.g., the Durbin Amendment cap on debit interchange, or limits in Europe, Australia, and elsewhere), or (b) a time-restricted interchange limitation that may be sold to merchants and the Court for approval on the grounds that theShow MoreRelatedLaw Firm Of Firm Law1567 Words   |  7 PagesLaw firm of Firm Law LLP Sole proprietorship, partnerships, and corporations are just a few different organization entities that people use when starting a new business. One can change from one business type into another using proper paperwork and by abiding state rules and regulations. 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Common Laboratory Operations - 5997 Words

List of the entire famous scientist Alessandro Volta(1745-1827) An Italian Physicist who was a pioneer in the development of electricity. He created the first electric battery in 1800. This battery gave the world its first continuous, reliable source of electric current, and led to all important discoveries of the use of electricity. The unit of measuring electromotive force (emf), Volt(v) is named after him. He also proposed the law that the air expands at a constant rate with increasing temperature. Albert Einstein (1879-1955) German mathematical physicist. Famous for the theory of relativity. Motion is relative and there fore, can be measured only in relation with something else. According to him, the only unchanging quantity is†¦show more content†¦Sreenivasa Ramanajun(1887-1920) Indian mathematician. Born on December 22,1887 at erode, Tamil Nadu. Passed his matriculation exam in 1903. He was interested in solving mathematical problems from his child hood. He got a fellowship for his higher education in Trinity in 1917. He was selected as the fellow of the royal society in 1918.He published a number of books in mathematics. He died on April 26, 1920 Stephen Hawking(1942-) An English mathematical physicist. His explanations of the formation of the universe and of black holes in space have become widely accepted among scientists the world over. His best selling book, A brief history of Time (1988) has sold 25 million copies providing many with an introduction to quantum physics and relativity Thales of Miletus(c.636 BC-546 BC) The Greek philosopher, astronomer and mathematician, remembered for his cosmology. He is generally regarded as the founder of Greek geometry. He adopted a naturalistic, rather than mythological view if the world. He was regarded as one of the Seven Sages, seven wise Greek men, of the 6th and 7th centuries BC Albert Michelson(1852-1931) The German born US physicist. 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Product Design Development Should Determineâ€Myassignmenthelp.Com

Question: Discuss About The Product Design Development Should Determine? Answer: Ethical Issue Identification In most cases, firms dealing with product design and development should determine a products readiness for release. This step takes place after spending resources such as money, time, and labor to identify a problem, create a solution, and test the system. In this video, a manager is pressurizing an employee to launch a system without undertaking tests on it to meet a clients deadline (Al-Saggaf, 2016). Sometimes, product launch does not depend on a new application being ready. However, it involves informing the world that the product has been released and ready for use. Clients start loading information into the software database since they believe it is secure and bug-free. Edwards and Steinke (2008) notes that software errors and bugs are a normal part of an IT application. As such, many program vendors provide no expectation of correctness or guarantee of reliability when releasing a software. Additionally, companies find it easier to launch a product, spend more resources on marketing, and then fix bugs after complaints from users. Edwards and Steinke (2008) argues that the ICT vendor has the ethical responsibility for testing and correcting a product. Implications of the Ethical Problem The manager believes that the team should release the product without testing to impress the client and avoid losing business. However, the employee responsible for the launch believes that the piece of software should be tested first to ascertain that it works properly and meets user requirements. On the contrary, it can damage the reputation of the product vendor for launching an untested product. For instance, the software can suddenly crush or spit out the wrong output that may lead to loss of trust due to the presence of bugs on the code. Moreover, client may lose critical data through a program that has defects. As a result, a bug-plagued software can become costly for both the client and service provider. Previous studies have shown that this unethical move in ICT has been prevalent and detrimental and has led to an annual loss of $59.5 billion in America (Waychal and Capretz, 2016). The costs are borne by the developer and users. In some cases, if the program is installed in a medical equipment, it can be dangerous or cause death. A software product is prone to errors due to its overwhelming sophistication. In includes millions of lines of codes that are prone to defects. As such, developers should be given enough time to identify and correct bugs to prevent future loss or damage on firms reputation. According to Richardson and Gwaltney (2005), improved testing enables earlier identification and correction of software bugs and can eliminate a third of defect-related loss. Unfortunately, most software developers are driven by greed to release products early without proper testing. Al-Saggaf, Burmeister, and Weckert (2015) reasonably argued that human weakness could push them to exploit product vulnerabilities to obtain a capital gain. Their study found that greed factor triggered unethical conduct in the field of ICT. Ineffective corporate and IT policies can lead to abuse of workers and company assets by those in power for personal gains. As a result, more than half of software errors are discovered after form al product launch. An example of the impact of this ethical issue involves the 2013 Healthcare.gov massive system failure caused by lack of rigorous evaluation before implementation (Roy, 2013). The healthcare exchange product was rolled out to support Affordable Care Act. However, the government stifled effective agile development and appropriate testing caused the development cost to swell three times from the budgeted amount. In contrast, if the defect was identified earlier, fixing it would have been cheaper. Solution to the Ethical Problem During the development process, the project team should test a product to identify bugs. Developers can deploy an online tracking solution to record defects and implement a streamlined approach to resolving such defects. Identified bugs should be ranked according to their severity and impact. In this case, the developer in the video can choose to delay the launch date to ensure that the system is tested for release. The system is only considered safe and reliable after the defect triage is complete and the developers have completed correcting the defects. This live software is now guaranteed to be free from defects and can be adopted by a client. Staying ahead of this ethical issue requires integrity and vigilance. The firm should implement a measure makes clients data safety paramount, resisting scenarios of greed and corruption. Notably, meeting such standards can be challenging for firm managers and owners who focus on revenue creation and sales improvement. On the other side, the developer should bring up such ethical issues in early stages of product development for the CEO to communicate to the client before the deadline. Apparently, ethical imagination is required for products that are used by different stakeholders. The developer should consciously use some imagination and avoid assuming that users will think in a similar way. In other words, a programmer should think of a way that a client will use a properly developed software improperly. Imagining a worst case scenario in the early stages will help launch a bug-free system on time. When faced with an ethical dilemma such as the one presented in the video, the developers primary obligation is to communicate on the manner and share his or her concerns with management. As such, the firm should ensure that they have implemented internal processes that encourage sharing of challenges and concerns. Similarly, the management is required to listen to the employee to create a solution. The concerns and facts should be documented for future reference. This ethical issue can be solved through a teleological theory that focuses on the actions and the consequences (Guy, 1990). The manager and the developer should choose an action, among a set, that will lead to a greatest good and least harm. The set of actions, according to the YouTube video, include letting the system go live, developer resigning, or fighting back. From this discussion, it is hard to negotiate ethical issues involving an active decision. It gets more challenging when the challenge involves a problem that can be postponed and labeled a task that can be fixed later after a product has been launched. However, a company should avoid launching un-tested programs since a single bug can cause inconceivable harm and loss. References Al-Saggaf, Y. (2016, October 20). IT management: Select action end of video and see its consequence [Video file]. Retrieved from https://www.youtube.com/watch?v=mugeCY3vbxo Al-Saggaf, Y., Burmeister, O., Weckert, J. (2015). Reasons behind unethical behavior in the Australian ICT workplace: An empirical investigation. Journal of Information, Communication and Ethics in Society, 13(3/4), 235-255. Edwards, J. N., Steinke, G. (2008). Ethical issues in the software quality assurance function. Communication of the IIMA, 8(1), 53-58. Guy, M. E. (1990). Ethical decision making in everyday work situations. New York: Quorum Books.management. Richardson, J., Gwaltney, J. W. (2005). Ship it! A practical guide to successful software projects. Pragmatic Bookshelf. Roy, A. (2013). Obamacares website is crashing because it doesnt want you to know how costly its plans are. Forbes. Retrieved from https://www.forbes.com/sites/theapothecary/2013/10/14/obamacares-website-is-crashing-because-it-doesnt-want-you-to-know-health-plans-true-costs/#464665f57a5f Waychal, P. K., Capretz, L. F. (2016). Why a testing career is not the first choices of engineers. 123rd Annual Conference of the American Society for Engineering Education, 14994.

Principles of the Human Relations Movement Essay Example

Principles of the Human Relations Movement Essay In today’s successful organisations, the most important focus is managing individual employee satisfaction and motivation, apart from complying with formal rules and operating procedures, to maintain high qualityproductivity. Unlike the classical perspectives of management such as Scientific Management and Bureaucracy, â€Å"the importance of informal social factors in the work place such as co-worker relationships and group norms that influence employee motivation and performance is highlighted† (Macky Johnson, 2003, p. 2) under the ‘Human Relations Movement’. This essay will discuss how the Human Relations Movement has been adapted and carried out successfully in New Zealand by the restaurant chain, Starbucks Coffee. By focusing on the principles of maintaining a socialised natural group working environment and two-way communication between employees and managers, this essay will demonstrate how they became the most powerful and well-known coffee franchi se restaurant in New Zealand market. To start with, the Human Relations Movement firstly emphasises the importance of the working environment for employees as a socialised natural group in which social aspects for both employees and managers take precedence over functional organisational structures. Elton Mayo, who was called â€Å"the founder of both the Human Relations Movement and of industrial sociology† (Pugh Hickson, 1989, P. 152), had the basic idea that â€Å"workers had strong social needs which they tried to satisfy through membership of informal social groups at work place† (Nicholson, 1998, p. 15). Opposing the classical perspectives of management principles of the Scientific Management and Bureaucracy, Mayo claimed that scientifically clarified rules, strict work procedure and incentive money payments were not the only stimulus to inspire workers and that they were â€Å"less factors in determining output than were group standards, sentiments and security† (Robbins, Millett Waters-Mar sh, 2004, p. 815-816) after he proceeded an experiment, called the ‘Hawthorne Experiment’. We will write a custom essay sample on Principles of the Human Relations Movement specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Principles of the Human Relations Movement specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Principles of the Human Relations Movement specifically for you FOR ONLY $16.38 $13.9/page Hire Writer According to the Hawthorne Studies, employees were motivated to work harder and efficiently when managers provided a more comfortable and informal working environment taking into account individual satisfaction and their personal needs rather than manipulating employees by way of higher remuneration. Mayo demonstrated that an organisation could not generate much beneficial output if managers â€Å"treat workers simply as economic individuals wanting to maximise pay and minimise effort† (cited Nicholson, 1998, p. 215). As a result, â€Å"managers would no longer consider the issue of organisation design without including the effects on work groups and employee attitudes† (Robbins Barnwell, 2006, p. 47). They now see their jobs as dealing with human beings rather than simply with work. One of the most well-known and influencing coffee franchise restaurants in New Zealand, Starbucks Coffee, tries its best to offer an informal and social working environment in which employees can enjoy themselves and be enthusiastic, in order to satisfy and motivate those employees at the same time increasing company sales. The company expects and encourages every employee to participate in developing plans, creating and achieving their goals. First of all, Starbucks Coffee, for example, treats every employee equally and they are all called ‘partners’. Therefore, those employees can feel more familiar and closer to their work place which could otherwise have been formal and difficult to feel part of. Also, Starbucks Coffee puts its effort into paying attention to employees, so as to satisfy their personal needs and wants. Managers schedule and allocate employees’ work hours and schedule time off with the needs of those employees being central. Additionally, employees, including part-time employees, for instance, are provided a number of benefits such as medical and dental health care coverage, vacations, discounts on merchandise, etc, apart from money. Also, Starbucks Coffee develops tools and courses to support and train employees towards their future career development. Although the costs of these partner benefits are rapidly rising, Starbucks Coffee covers the financial risks and funds to display benefits and training courses, because it is aware how employee satisfaction affects the productivity and behaviour towards customers. Accordingly, great treatment of employees in the well-developed and humanly concentrated environment has brought Starbucks Coffee much impact on the high quality services to customers and thus an increase in company sales each year. In addition to the Human Relations Management being focused on the importance of the working environment for employees as a socialised natural group that is aimed at satisfying personal needs and wants of each employee, there is another significant principle of the Human Relations Movement. This is two way communications between employees and managers. According to the Hawthorne experiment, which was performed by Elton Mayo, as explained above, Bartol (2005) advocates that â€Å"collaborative and co-operative supervisor-and-worker relationships was emphasised† (Bartol, Tein, Matthews Martin, 2005, P. 3) Mayo carried out an experiment about the effects of physical conditions of work. During the experiment, he observed the impact on the productivity of workers by varying the lighting conditions, however there was no particular change found that affected workers. Mayo (1932, P. 153, as cited in Pugh Hickson, 1989) eventually realised that â€Å"communication between workers an d the research team was very full and open throughout the experimental period. † Mayo had discovered that the communication was one of the most effective fundamentals to stimulate the motivation of employees so as to boom a level of production. Unlike the classical perspectives of management principles of the Scientific Management and Bureaucracy, which stated the significance of one way communication by giving orders and requirements from managers to workers, the Human Relations Movement stresses â€Å"the importance of an adequate communication system, particularly upwards from workers to management (Pugh Hickson, 1989, P. 155). In today’s organisations, employees have a right to express and indicate their opinions and personal thoughts towards the management, so that the decisions can be made widely throughout whole organisation. As a result, in order to operate this management system, the role of managers in the organisation requires them to have â€Å"social skills as well as technical skills† (Bartol, Tein, Matthews Martin, 2005, P. 43) to understand the influence of human control on organisational outputs. Starbucks, for instance, performs its operations under the principles of the Human Relations Movement by displaying two-way communication between employees and managers in their work environment. In the first place, Starbucks Coffee ensures all its policies, standards and procedures are communicated between employees and managers. Managers in this organisation allow employees to provide their own suggestions and complaints, therefore Starbucks Coffee can improve its effectiveness and correct any deficiencies. The managers conduct daily and weekly interviews to listen to what individual employees want. Starbucks Coffee also holds a special survey for employees every 18 to 24 months, called a ‘Partner View Survey’. By operating this survey, employees give the management feedback as they are requested to point out what in the organisation performs well and issues which it needs to consider more closely. In addition, Starbucks supplies training courses for managers so that they can act as role models for employees and can lead and control employees in a positive manner. This organisation is concerned about the importance of personal control with every employee so as to construct a closer and informal relationship with each other. Starbucks Coffee is hence continuing to develop passionate, motivated employees who have a large impact on their consistent sale increases. As stated so far, the Human Relations Movement is mainly based on the satisfaction and motivation of each individual employee rather than a formally structured organisational group. As distinct from Scientific Management and Bureaucracy, a socialised natural work environment for employees and two-way communication between employees and managers, especially upwards from employees to managers, conceptualises the Human Relations Movement. Starbucks Coffee could become one of the most successful coffee franchise restaurants in New Zealand, because it has adapted well to and operate effectively in modern management based on the Human Relations Movement. Managers show their respect towards individual employee by treating every employee equally. Also the organisation offers employees a lot of personal benefits rather than incentives. Besides, the management in Starbuck Coffee open their minds to communicate efficiently with employees as they conduct a survey, interview and receive feedback. Overall, as a result, the Human Relations Movement is an obviously essential method of the management that modern organisations must apply to operate as a successful and influencing business in the market. 1359 Words Reference List Badol, K. , Tein, M. , Matthews, G. Martin D. (2005). Management: A Pacific Rim Focus 4E. Mc Graw Hill Australia. James, H. (2003). The Gurus who created Modern Management and why their ideas are bad for Business today. Cambridge. MA Perseus Books Group. Macky, K. Johnson, G. (2003). Managing Human Resources in New Zealand (2nd ed. . Mc Graw Hill Australia. Nicholson, N. (1998). Encyclopedic Dictionary of Organisational Behaviour. Blackwell. Pugh, D. S. Hickson, D. J. (1989). Writers on Organisations – An invaluable introduction to the ideas and arguments of leading writers on MGMT (4th ed). Penguin Business. Robbins, S. P. Barnwell, N. (2006). Organisation Theory – Concepts and cases (5th ed. ). Pearson education Australia. Robbins, S. P . Judge, T. A. (2007). Organisational Behavior. Robbins, S. P. , Millett, B. Waters-Marsh. (2004). Organisational Behaviour. Pearson