Books About Thanksgiving in Literature

Summary Of Rethinking The Wild By Christopher Solomon Essay

Humanity co-exists with nature in a relationship that periodically shifts between symbiotic and parasitic. We maintain this relationship in order to survive. In exchange, we carefully monitor how our behavior alters the natural environment and affects those living within it. This responsibility is the price we pay for our species’ sentience and dominance. To help fulfill our duty, America established the 1954 Wilderness Act in hopes of becoming passive â€Å"guardians† of nature instead of encroaching â€Å"gardeners.† However, the Wilderness Act has failed. In his article, â€Å"Rethinking the Wild†, Christopher Solomon questions the effectiveness of the law and correctly concludes that, after fifty years of dormancy, mankind must take an active role in environmental protection, the role of the gardener. Though critics may argue that the passivity of the â€Å"guardian† should be maintained, realistically, little can be done to preserve the environ ment when we refuse to do anything. Because mankind has a greater stake in the wilderness than we realize, we must assume a proactive role in protecting the wilderness out of respect for nature and our own ethical standards. Boundaries and Investments Assume for the sake of our argument that nature holds no intrinsic value. Why, then, is the wilderness worth protecting? Truthfully, the wilderness can be a valuable indicator of the planet’s overall health, which is not easily gauged in industrialized and populated areas due to human influence. ForShow MoreRelatedFundamentals of Hrm263904 Words   |  1056 PagesDecentralized Work Sites 8 Skill Levels 8 A Legal Concern 8 Employee Involvement 20 How Organizations Involve Employees 20 Employee Involvement Implications for HRM 20 Other HRM Challenges 21 Recession 21 Off Shoring 21 Mergers 22 A Look at Ethics 22 Summary 23 Demonstrating Comprehension: Questions for Review 24 Key Terms 24 HRM Workshop 25 Linking Concepts to Practice: Discussion Questions 25 Developing Diagnostic and Analytical Skills 25 Case 1: Work/Life Balance at Baxter 25 Working with a Team:Read MoreStephen P. Robbins Timothy A. Judge (2011) Organizational Behaviour 15th Edition New Jersey: Prentice Hall393164 Words   |  1573 PagesNetworked Organizations 20 †¢ Helping Employees Balance Work–Life Conflicts 21 †¢ Creating a Positive Work Environment 22 †¢ Improving Ethical Behavior 22 Coming Attractions: Developing an OB Model 23 An Overview 23 †¢ Inputs 24 †¢ Processes 25 †¢ Outcomes 25 Summary and Implications for Managers 30 S A L Self-Assessment Library How Much Do I Know About Organizational Behavior? 4 Myth or Science? â€Å"Most Acts of Workplace Bullying Are Men Attacking Women† 12 An Ethical Choice Can You Learn from Failure

Workplace Ethical Dilemma Paper Free Essays

Workplace Ethical Dilemma Paper BSHS / 322 Marcia Winter Introduction We’ve all heard the golden rules: In today’s society it is hard to find a good paying job. When one finds a good paying job, that person needs to do whatever he or she can do to keep that job. Ethics can be a problem in a workplace if someone is asked to do something that they do not feel is right. We will write a custom essay sample on Workplace Ethical Dilemma Paper or any similar topic only for you Order Now â€Å"Ethics are about making choices that may not always feel good or seem like they benefit you but are the â€Å"right† choices to make† (Curry, 2011; para 2). In the following, I will discuss a workplace ethical dilemma that I have witnessed in my current employment. I will discuss the essential points of the dilemma and how this dilemma intersects with my personal values. Personal Ethics I have very simple personal ethics and values that I live by. â€Å"Don’t hurt, don’t steal, don’t lie, or one of the most famous: â€Å"Do unto others as you would have done to you† (Curry, 2011; para 2). I have others but these are the main ones I live by. My parents taught me early in life that if I want to do well in this world and have others respect me than I better remember these ethics and values. Workplace Ethical Dilemma I have been employed for the same medical facility for almost 2 years. I started at the hospital and have worked my way into the clinics. This is a major accomplishment because normally my job does not move their employees around. They like to keep everyone in the same place. When I transferred to my current position I was put in the position to â€Å"spy† on the current workers in the office. I kept the same boss and she knew that there were some issues at my new location. She wanted me to get the scoop on everyone and then report back to her. Now, I love my boss and my job, but she was asking me to do something that I was not ok with. I am not the type of person to gossip about people behind their backs. I like to do my job and go home. I do not want to talk about others because I have been on the receiving end and have been the person that others have talked about. It does not feel good. Points of Dilemma When I was asked to spy on my coworkers, I did not know what to say. I kept thinking that my boss was joking with me and was waiting for me to respond in the correct way. I felt like she was looking to see what I would do. I did not talk about it for a couple of days after she talked with me about it. I thought long and hard as to what I was going to do. I did not want to lose my job over this but I really did not want to tell on my coworkers. I did not even know them yet. I kept thinking that I could not work with people I did not trust. I knew that if someone was to spy on me, that I would never be able to trust them. Read also â€Å"Glengarry Glen Ross†Ã‚   by David Mamet I did not want to break that trust. When my boss approached me a second time, I knew what my answer was going to be. I told my boss that I did not feel comfortable spying on my coworkers. I was waiting for her to tell me that I did have a choice†¦. it is either your job or spy on your coworkers. She surprised me when she told me that she understood my position and respected my decision. I stood their flabbergasted because I did not know what to say. Personal Values Personally, this decision to not do what my boss told me tore at me. I have always been taught to listen to authority. My boss would be my authority. However, I was also told to treat others the same way I would like to be treated. I cannot stand it when people talk about me behind my back. I am a person who confronts problems head on. If someone has a problem with the way I do things than I would want that person to confront me and talk with me about it. I would not like them to go running to the boss and â€Å"tell† on me. I did not want my boss to be mad at me but I also do not want me coworkers mad at me. There would only be a couple of reason why I would tell on my coworkers. One would be if I witnessed one of them doing something very wrong to a patient or to another coworker. An example of this would be if one of my coworkers lied to a patient or to another coworker. This would be against my code of ethics. The other reason would be if one of my coworkers would be stealing from the company. Stealing would consist of stealing money, supplies or cheating on one’s paycheck. There are some people who are very dishonest regarding their time card. â€Å"Employee fraud is on the rise, soaring from $400 billion in lost revenue for U. S. usinesses in 1996 to over $600 billion in 2003. And while many organizations have implemented background checking as a requirement for employment, the majority of employees who steal–68. 6 percent, according to Association of Certified Fraud Examiners –have no prior criminal record (Wolf; Para 4). Conclusion In conclusion, having good work ethics and values are extremely important. People look at those qual ities just as much as they would look at qualifications. Employers want employees who are going to not only show up for work but also does quality work as well. The personal workplace dilemma that I shared is not the only personal workplace dilemma I have had. I am sure in my future I will have more. If I continue to live by my personal ethics and values than I should have no problems with my future dilemmas. References Curry, Myron; 2011; Ethics on the Workplace; retrieved October 23, 2011 from http://EzineArticles. com/12475 Wolf, Ira; 2004; Cheating, Lies and Other Workplace Ethics; retrieved October 23 2011 from http://www. super-solutions. com/EmployeeFraudandWorkplaceEthics. asp#ixzz1bqShnBN4 How to cite Workplace Ethical Dilemma Paper, Essay examples

The Governance of Football Federation of Australia - myassignmenthelp

Question: Discuss about theGovernance of Football Federation of Australia. Answer: Introduction Football Federation of Australia (FFA) is a renowned governing body in Australia, with a major focus on football. It is a member of the Federation International of Football Association (FIFA) which is the international body governing football globally. FIFA is characterized by FFA and other 207 national associations while recognizing other six confederations that are loosely grouped within the continental lines as pointed out by Georgakis and Molloy (2016, p.73) This paper is aimed at evaluating the governance of the organization with a primary focus on the board of the organization, its structure and purpose. It also evaluates the appointment process and election of the board members, board culture and behavior, induction process, as well as the board performance and evaluation systems. The paper identifies the governance challenges facing the organization and gives recommendations on strategies that can be adopted to solve the challenges identified in the governance of the organiza tion. FFA was first established in 2004 as a member-based organization that is loosely based on the federated system of the Australian government. According to the Glendinning (2005), the membership of the organization is comprised of capital football, Football Queensland, Football Federation of South Australia, Football Federation Tasmania, and Football West among others. Each of the governing bodies is committed to complying with the FFA constitution, by-laws, regulations, and applicable statutes, as well as having the responsibility of games within the respective geographic regions. The organization is made up of the board members, senior management team, and the editorial staff. Purpose of the of the Board FFA has a large number of members ranging from the chairman, Directors, chief executive officers, senior management team, and different Board of committees who work under the governance principles (Lee Bariol 2011). The Chairman of Football Federation Australia heads the Director and controls all the meetings held by the Board. The Directors that should not be more than eight or less than five, some elected and some appointed and Chief Executive Officer that oversees the logistical operations of the association. Other top management positions are like the head of Commercial and Media Rights, Head of National Performance, Head of Events, Head of People and Culture, Head of Marketing and Head of community Football development, Head of Legal Business Affairs and Womens Football. There are also Board committees such as the Finance Review and Audit committee, Football Development Committee, Human Recourses Committee, Nominations Committee, Womens Committee, and Referees Committee. All Directors are committee members and have the following duties; Ensures that the organization meets all the legal requirements that are under relevant Acts such as protecting the rights of all the stakeholders (Hopkins 2011). The Board of Directors offers all strategic directions such as formulating the vision and mission o the football clubs, assisting the organization to make a good appointment of employees and offer the orientation of the new employees. The Board of Directors offers direction of executive performance for example; employs the chief executive officer and monitors the management style by the set Board-established criteria. Develop, update, and maintain a framework that determines the expectations from the chief executive officers. The Board of Directors ensures total compliance and integrity of all stakeholders by developing the organizational culture and ensures that all employees adhere to them and maintain a productive relationship with all the stakeholders. Election and appointment process of Board Members There are different zones proposed and divided by the Football Federation of Australia and the By-laws such as; every zone must agree to adhere to the set laws of the games, the statues, regulations, and FIFA code of conduct (Hopkins 2011). The By-laws enables the election or appointment of any zone representative and members of the Standing Committee. The Australia Football Federation expects every club to nominate and elect a representative within the specific site zones based on the geographical locations to form standing committees. The purposes of the standing committees are mainly advice and formulate recommendations to the Directors on all issues. Those issues advised on relate to game aspects such as; measures develop how to improve on the game, identify, and help in the development of talented players, ensures that there is consistent application of rules, programs and structures and any matter that is relating to the game. The elected representative forms the voting members to elect the Directors. There are no less than five or more than eight Directors that comprise the president, five elected Directors, and two appointed Directors according to article 15.16. The first election of commissioners; individuals selected immediately before the approval of the constitution by the Registrar in the subject to the article 15.16. Article 15.13 applies to all persons that are requiring nomination. Governance Observer The eligibility of the governance observer is that he must be employees of the Association and hold an Official Position. The Directors appoint a member through a letter signed by both the nominator and nominee (Lee Bariol 2011). Directors who have served for not more than two consecutive terms, (four years each) retire at every annual meeting under article 15.10. And the retiring Director hold the office till the end of the session and are only eligible for re-election at the end of the second annual meeting according to article 15.12. The appointment of the other two Directors according to artricle15.15states that the elected Directors can appoint up to three additional Directors who are eligible to hold the office for a term of two years but is suitable for a re-appointment. Before the appointment, under the article 15.6(a) the proposed observer must deliver a statutory declaration to FIFA confirming to their best knowledge and belief. These appointed observers are disqualified f rom their positions by anything in respect to the article 15.15, have absconded activities that materially interfere with their ability to act in FIFAs best interest. The entire provision article 15.12, 15.13, and 15.16 do not apply to the two appointed Directors. Election of the chairman The elected Directors may nominate through writing and select one of them to serve as the position of the chairman of Directors under article 15.13 (Lee Bariol 2011). If not more than 50% of the members submit their written veto within 14 days from the notification date of the decision under the article 15.9(b), then election confirmation made, and if more than 50% of the members submit their veto within the 14 days, the election is bound to repetition under article 15.9(b). The elected chairman remains in the office until the next annual general meeting as under article 15.9.The deputy chairman selected from the Directors among themselves as under article 15.10 and remains to hold the office until the next general meeting. Any individual admitted to the membership in accordance to rule 3.2(a) ceases to be members per the By-laws and any individual admitted to the membership in accordance to rule 3.2(b) ceases to be a member upon the end of being a chair of the standing committee. The elected Directors also might appoint at any time a casual person to fill a vacancy that arises when an elected Director ceased the membership other than the annual general meeting of FIFA unless article 15.11(b) applies (Lee Bariol 2011). The appointed casual members must also meet all the qualifications and shall cease from being a Director of FIFA by anything in article 15.15, have not participated in any activities that may materially interfere with their ability to represent the FIFAs interest. The appointed Directors hold the office until the next annual general meeting, and the position becomes vacant under article 15.11(b) The Directors are obligated to the constitution that states; that all Directors must adopt By-law containing a model constitution for State Body Members to use. The Directors may amend the By-law from time to time and must be consistent with the law. State Body Member must amend the constitution from time to time to promptly adopt the changes with the D irectors consent .The Directors must consent to any amendment to the structure of a State Body Member as required by law. However, the approval should not prevent the modification from giving breach of article 12.1(c) and does not limit the Directors power under article 6.12. Induction processes in the Organization The process allows the new board members to be informed, supported as well as being welcomed from the time of their appointed as board members of an organization. Induction plays a very vital role to the success of the organization strategic directions and therefore the process should that at the end of the process the new board members have an appropriate knowledge and information of the sector in which the organization operates. It should also ensure that the member has a clear understanding of the organization business operations or how the federation operates (Stell Salisbury, p. 252, 2015). The members should be briefed on the financial circumstance and positions of the federation as well as the federation strategy and direction. Lastly, the induction process should ensure that the members have an understanding of their legal responsibility as the federation board members as well as the relevant background information about the federation. Therefore, induction occurs only if th ere is a new admission of members into the federation. In this case, therefore, the football federation of Australia in the year 2014, according to the rules governing the terms of engagement of the board of directors of the federation who by laws set by the federation should take a maximum of two terms each of two years had to appoint new directors. Therefore the chairman of the federation board Steven Lowy briefed the nine states and territory member federation of the federation board succession plan which required the replacement of Mr. Lowy, the deputy chairman and director Brian Schwartz AM as well as director Phillip Welansk due to the expiry of their terms. This led to the appointment of Mr. Simon Hepworth and Chris Nikou as new directors of the football federation of Australia. Taking these new employees as our references for induction process into the federation then we note that the induction process is important in that it helps to effectively integrate the new board members into the organization. Different organizations, however, have different induction processes depending on the structures and the functions of the organizations (Dawson et al., 2016, p. 260). The football federation of Australia induction process starts with the briefing of the federation stakeholders and governing body and in this case the nine-state territory federation of the organization board members replacement policy, the appointment of the board members and then the induction of the members into the organization. The process, therefore, involves introducing the members by the chairman to the management executive of the federation as well as to the key stakeholders of the federation (Georgakis Molloy, p. 77, 2016). The members are then informed of their roles and legal responsi bilities as board members and their performance standards as well as expectations. They are also briefed on their working conditions as for providing and agreed upon by the members as well as the board policies and are later introduced to the entire team or to the federation board of directors. Then during the induction process in the course of the first working days, the members are informed of the federation strategic roles and direction which will guide their operations as well as the federation structure to enhance effective communication. All the other information the new board members are able to learn as they continue with their operations. FFA Behavior and Culture of the Board The behavior and culture of the football federation of Australia are guided by the strategic goals and direction of the organization. Every organization has a certain culture that defines its operations and seeks to integrate the activities of the organization. The board of directors of the company is also required to behave in a certain manner in their operations. The behavior of board is therefore regulated or guided by the established code of conduct that governs their activities and interactions or engagements with other stakeholders and even other bodies related to the football fraternity in Australia (Siegfried et al. 2015, p. 419). The leadership of the federation through the board of directors is committed to providing a unifying football culture that embraces football success in the region and above all promote football diversity in Australia. The board is also entitled to the promotion of an organizational culture that promotes football professionalism, integrity as well as a culture that promotes a universal appeal of the football in Australia. The board behavior is therefore governed by the organizations or the federations code of conduct which is a relation to the principles, standards, and guidelines of the FIFA. The Football Federation of Australia code of conduct is therefore applicable to all the member federations, the competition administrators, the clubs participating, the players and football officials as well as their agents (Coutts et al., 2014, p. 625). The board behavior is therefore governed by these codes of conducts towards their responsibility in the provision of effective leadership to the federation. The board is therefore supposed to adhere to the code of conducts relating to their operations, code of conduct relating to their roles and responsibilities and those towards the overall leadership and governance of the federation to facilitate effective and successful leadership and governance of the football federation of Australia and promotion of a unifying football culture that enhances football diversi ty and professionalism in the region (Judd Butcher, p. 72, 2016). The board is therefore entitled to uphold an effective management and leadership behavior that will enhance the successful achievement of the goals and strategic direction of the organization. It is also entitled to provision and promotion of an appropriate football culture that will lead to the growth of the football industry in Australia. Performance and Evaluation According to FFA (2016), football is the most competitive game in the Australia and globally. Effective competition at the national level hence requires a pipeline of globally competent and technically gifted players with the ability of coming together from home and different clubs and mesh instantly. However, the organization faces a challenge with ensuring that this goal is achieved. Unlike the majority of other football associations from other parts of the word, Spiro (2016) denotes that the distance of Australia from football destinations as well as the crowded global football schedule adds complexity to the national team. The board as well faces challenges with the resources required for effective support of the football teams is a challenge as the national team program requires a commercially viable in underpinning the necessary investment for global football competition. According to Hopkins (2011), the population of the country is expected to be 30 million by 2035 hence expected to be increasingly urbanized. The result is football expected to become more than just a sport hence will have an increasingly essential role to play in community integration, social cohesion, economic development and international relations. The governance of the organization needs to ensure that it adopts strategies that will adapt to the expected evolutions in football. Recommendation and conclusion From the above analysis, it is clear that the Australian football has a very great momentum but FFA still lacks the type of commercial revenues and scale required to ensure they are the most popular organizations not only in Australia but globally. Also, football is operating in the most competitive professional sporting market hence facing global strong and properly financed competitor codes, an aspect that requires the governance of FFA to ensure long-term sustainable plans are adapted. It means that the board has a central role that should place the common good as well as long-term strategic goals of the organization at heart in every decision-making. It should ensure the organization is managed on the basis of a collective commercialization of rights and centralized distribution of resources with the aim of ensuring the organization does not become unbalanced. The board must strengthen its operations centralizing a selective service that can enable the club to focus on the game and expand on its operations and community engagements. The board needs to be held accountable for benchmarks and core functions that will ensure the organization grows. It should always ensure FFA meets the criteria based funding towards resources faculties and stadium capacity for effective football development. List of References Coutts, AJ, Kempton, T, Vaeyens, R 2014, 'Relative age effects in Australian Football League National Draftees', Journal of Sports Sciences, vol. 32, no. 7, pp. 623-628. Dawson, A, Dioth, T, Gastin, PB 2016, 'Career facilitators and obstacles of Australian football development coaches', International Journal of Sports Science Coaching, vol. 11, no. 2, pp. 255-269 FFA (2015). https://www.ffa.com.au/about/who-we-are FFA, (2016). We are Footbal, this is Our Vision Retrieved from https://www.smh.com.au/cqstatic/ggud02/Whole_of_Football_Plan.pdf 'FOOTBALL Federation Australia chairman Frank [...]', 2015,Evening Standard, 21 July, Regional Business News, EBSCOhost, viewed 22 October 2017. Georgakis, S, Molloy, S 2016, 'From old soccer to new football? Expert accounts of transformations on the world game in Australia post-Crawford Report', Soccer Society, vol. 17, no. 1, pp. 72-89. Available from: 10.1080/14660970.2014.919270. [22 October 2017]. Georgakis, S, Molloy, S 2016, 'From old soccer to new football? Expert accounts of transformations on the world game in Australia post-Crawford Report',Soccer Society, 17, 1, pp. 72-89, Academic Search Premier, EBSCOhost, viewed 22 October 2017. Glendinning, M 2005, 'AUSTRALIA EYES WC 2018 BID',Sportbusiness International, 107, p. 12, SPORTDiscus with Full Text, EBSCOhost, viewed 22 October 2017. Hopkins, G. (2011). The Football Association v the Football League: using the Football League Cup as a window for exploration. Soccer Society, 13(1), pp.19-35. Judd, B, Butcher, T 2016, 'Beyond equality: the place of Aboriginal culture in the Australian game of football', Australian Aboriginal Studies, vol. 2016, no. 1, pp. 68-84. Lee, M. and Bariol, S. (2011). Evolution of stone management in Australia. BJU International, 108, pp.29-33. National Football Development Plan : Making Australia A World Leader In The World Game2008, Sydney, NSW;: Football Federation Australia, SPORTDiscus with Full Text, EBSCOhost, viewed 22 October 2017 Siegfried, N, Schlesinger, T, Bayle, E, Giauque, D 2015, 'Professionalisation of sport federations a multi-level framework for analysing forms, causes and consequences', European Sport Management Quarterly, vol. 15, no. 4, pp. 407-433 Spiro, P 2016, 'Citizenship and the Olympics',Insights On Law Society, 16, 3, pp. 4-9, Education Full Text (H.W. Wilson), EBSCOhost, viewed 22 October 2017. Stell, M, Salisbury, C 2015, 'Its Bigger than the Olympics: changing Australia through football and the 1974 FIFA World Cup', Soccer Society, vol. 16, no. 2/3, pp. 245-258. Available from: 10.1080/14660970.2014.961385. [22 October 2017].