Economics of Public Policy - 1186 Words

Daniel R. Lupu ECN 4010 2/18/2012 Economics of Public Policy Test 1 2. In thinking about a market economy and a regulated or planned economy, discuss the difference between â€Å"end-independent† rules or laws in society versus â€Å"end-dependent† rules or laws in society. In what ways would â€Å"end-dependent† rules or laws limit the use of knowledge by people in society, and how does â€Å"end-independent† rules or laws provide opportunity for people to use their different types of knowledge in society? (The distinction between â€Å"end-independent† and â€Å"end-dependent† rules or laws were discussed in class and in the article on, â€Å"Free Markets, the Rule of Law, and Classical Liberalism.†) The difference between â€Å"end-independent† laws and†¦show more content†¦(Don’t be afraid to use supply and demand diagrams in your explain and examples.) Usury Laws can lead to a black market in money lending. These regulations set by the government are intended to â€Å"protect† the citizens from â€Å"greedy† lenders by setting a maximum rate of interest, above which it is illegal to lend money. Lenders charge higher rates of interest to compensate for the amount of risk that can be associated with the transaction, risk being the likely hood of not getting paid in full. Once a usury law is put in effect there becomes a maximum rate at which the lender can lend money. With this maximum rate of interest some potential borrowers will be assumed too risky because it is not legal to charge the rate of interest to compensate the risk associated with lending. This leads to a smaller amount of money available to borrow from legitimate lenders, so often a borrower will turn to a black market lender who will illegally lend them money at a higher rate of interest. Often times the black market lender will use forms of persuasion s uch as bodily harm to the borrower and their family to ensure repayment. This clearly is more dangerous than high interest rates. Below is a supply and demand curve that demonstrates the government interest rate and the black market correlation. 5. Many people are disturbed by the idea of a market for vital body organs such as kidneys. Explain why you think these people findShow MoreRelatedTerm Economics On Public Policy1039 Words   |  5 PagesAssignment #2 Lent Term EC230-Economics in Public Policy Question #1: Imagine you are asked to write a press briefing note six years ago on behalf of Del Monte, Inc and the Government of Ecuador, summarizing in about 200 words the case against the EU s tariff on non†ACP bananas. It is still February 2009. On behalf of Del Monte, Inc. and the Government of Ecuador, we want to reiterate our concern regarding the current European Union Tariff Regime on non-ACP bananas. 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Social Policy Within The Global Economy - 1935 Words

When discussing social policy within the current global economy, it’s quite impossible to ignore the effects of globalisation on nation states but also in the overall global economy in relation to poverty, environmental changes, trade, culture etc. Globalisation is a highly contested term due to its broad definition which causes confusion as to what it actually means (Gills, 2002; Higgot, 1999). Yeates (2002) refers to globalisation as the loosening of boundaries of things such as trade, labour and migration and further goes on to speak of ‘strong’ globalisation to indicate the intensity and inevitable nature especially in relation to the constraints globalisation poses on national governments and the policy making process. Events such as†¦show more content†¦There will also be a heavy focus on transnational corporations as they are seen as one of the most important actors in shaping social policy. It is important to remember that globalisation in not on ly about economic effects but it can also be discussed in relation to political globalisation and how political decisions have shifted due to upwards to the European Union and beyond also cultural globalisation that has seen the ‘Mcdonalization’ of traditional culture into the international culture of consumerism (Ritzer,1993). Ginsburg (2001) looked as social policy within Ireland and the UK and argues that changes that have occurred within the nation state have been due to neo-liberal hegemony. During the 1980’s under the Margaret Thatcher administration there was an adaptation of neo-liberalism as restraints were put on social expenditure, taxation of individuals and corporations and there was an increase in the flexibility of labour markets as the markets are seen as wealth creating mechanisms (Ginsburg, 2001; Cerny and Evans, 2004). The intensification of neo-liberal globalisation has left governments trying to find a balance between competing with demands of economic globalisation whilst also considering the possible economic and

Corporation information free essay sample

This section it’s dedicated to provide all the information related to the company that our clients need, and to offer a brief history of how the company was created as a responsible company and providing a service that exceeds our customer’s expectations. Our company recognizes that accomplishment and maintenance of security program is our personal responsibility, therefore, we will have to take initiative and be an example, this way we will maintain our system implemented by different techniques and tools like: Trainings on C-TPAT Security processes described * Security Controled and Registred. * Technology of innovation * Personnel recruited * Internal Audits * Selection of business partners Since we look for  implementation and development of the program of security C-TPAT we must fulfill some requirements to maintain a greater security in all the chain of supplies. Thus we have verifiable writings for selection of our businesses partners. We request for procedures of security and the processes to fulfill the minimum requirements of security established by the C-TPAT, participating in a questionnaire applied by our company. We will write a custom essay sample on Corporation information or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page When completing this questionnaire, not only will help us to fulfill our obligations like member of the C-TPAT, but also some of our customers will look for fulfill requirements for importer and to become members of the C-TPAT. Guarantee security of our processes and our clients’ also. Questionnaire is designed to identify those areas where improvements are necessary to fulfill minimm security requirements. Correct identification of a security weakness will not affect our relation of businesses, but it will allow us to work with our clients to develop a plan of security improvement if necessary. All the people working on the company contribute to our success. An integration of our different talents and perspective, stimulate new and creative opportunities for our business. Collectively, it will generate a rewarding and more exciting work atmosphere where each individual feels like person in charge of performance of our company. We respect rights and dignity of all employees. We made an effort for being a company that independently attracts the best people, no matter origin, beliefs or life style. We are commited to create a work atmosphere with confidence and respect, inclusion and diversity, and employees are listened to improve team work. We assure all employees know our job enviroment, tasks, responsibilities and general activities to aim our organization. We develop their capacities through open and constructive conversations on their professional direction. Also we try to guarantee that all the employees are recognized and compensated by their yield. For our company the responsibility of each individual as employe is being conscious of policies and be responsible of his own behavior. Our integrity and reputation as company will not have to be committed. Any attitude that can seem questionable is not acceptable. (Customs Trade Partnership Against Terrorism), is a joint initiative of the government and businesses of create cooperation relations to fortify security of supply chains and borders. By this project, customs requests all companies to guarantee integrity of their security and to communicate this to commercial partners of supply chain. The company look for a certification as member of C-TPAT. Obtaining this certification, we will offer a better service to our customers with great security, reliance and rapidity exporting cargo, also our customers (importers) and our company will be benefitted with results obtained with implementation of C-TPAT. In order to articipate in C-TPAT, companies must elaborate and apply programs of integral security to improve security internal and external with partners and clients. Therefore, we have developed and maintained a complete and detailed security plan with directives of values of EE. UU. Customs. As C-TPAT includes all components of supply chain, such as importers, carriers, intermediaries, operators of warehouses and manufacturers, the company is determined to communicate security requirements for C-TPAT to suppliers and clie nts.

Leadership Skills in Oporto-Free-Samples-Myassignmnthelp.com

Question: Discuss about the Leadership Skills in Oporto. Answer: Introduction Oporto was established in the year 1986 by the man named Antonio Cerqueira who started preparing Portuguese styled chicken on the beaches of Bondi in Australia. The idea of the person was simple that is to provide simple, unique and delicious food to his friends so that they can enjoy it. This helped the man in bringing more number of customers toward the company. The year 1995 saw the opening of the first franchise by the company, as it was being difficult in managing the huge demands of the customers. In 2002, the company opened up as many as 27 stores in places like Victoria, New Zealand and Queensland and in the year 2003 the company had opened its 50th store as well, which led BRW to name the company as the fastest growing food franchise in Australia. The company was taken over in the year 2007 by Quadrant Private Equity and Quick Service Restaurant Holdings, which was later again taken over in the year 2011 by Archer Capital for a sum of more that $450 million. The company closed its outlets in China and the United States of America and has been concentrating mainly in serving the Australian customers, which led to the opening of 8 more stores within the region. The main focus of the company is to service the customers who are present in Australia in a better manner so that it can help in increasing the level of profit for the company. The main reason for shutting down of the overseas franchises was the lack of leadership qualities in the new management team. The leaders of the organization have to exercise the right set of knowledge and skills so that it can help in increasing the profit of the organization, which will help them in gaining a competitive advantage over the rival companies that are present within the market. Leadership and management Leadership can be described as the process through which a person can influence others to achieve the objectives that are present within the organization in a cohesive manner. The person uses its skills and knowledge to persuade the members of the group so that the work can be done in an efficient manner and within the assigned deadline by the organization. Communicating with the employees is an integral part, as it will help the leaders in making them understand the way in which the task has to be performed (Buckingham 2015). Management on the other hand is the process through which the employees can be managed within the organization. It is a purposeful activity that helps in directing the efforts of the group so that a set of pre-determined goals can be achieved under a specific time. It also refers to the use of the resources in a proper and useful manner so that the minimum use of resources can help in getting the maximum output within the firm. The use of management helps in creating the environment in a better way so that the employees can work in an efficient manner and help in increasing the level of productivity (Cole 2014). It will help Oporto in delegating the duties among the employees so that the work can be completed within the assigned deadline. This will make the company efficient in nature, as the management of the employees will help in working in a smooth manner. However, leadership and management is not the same. Leaders tend to do the correct things where as the managers ensure that the things are done in the right manner. Leadership is based on a relationship that is influential in nature where as management tends to be a relationship that is authoritative in nature. Leadership helps in bringing change within the organization where as managers tend to bring stability within the work force so that the work can be done in an effective way (Daft 2013). The leaders of Oporto have to understand the nature of its employees so that they can make them work for a better result within the company in an effective way. This will help the leaders in understanding the behavior of the employees and can help them in working effectively together as a team. Organizational Behavior and changing nature of work Organizational behavior helps in investigating the impact of the groups, structures of the organization and the individuals on the type of behavior that is showcased within the organization. It needs to be studied so that it can help in the application of the knowledge for improving the effectiveness of the organization. The leaders need to provide a proper description of the task to the employees so that it can be easily understood by them. The employees have to be managed in a proper manner so that it can help in increasing their level of effectiveness within the organization (Hatch 2013). The organizational behavior provides opportunities as well such as the skills of the employees can be improved so that it can help in increasing the level of productivity and the quality of the products and services that are being manufactured within the organization. The diversity that is present within the work place has to be used properly so that it can help in increasing the harmonious relationship in between the employees and the level of communication as well, which will help in empowering the employees. The employees will be motivated within the work place so that they can enhance the level of productivity within the firm. This will help the company in providing the products sand the services in the market at all time so that it can gain a competitive advantage over the rival firms that are present there (Hope, Bunce and Roosli 2011). Most of the organizations in the current scenario are facing an organizational change so that it can gain the maximum efficiency by monitoring the efficiency of the work force in a close manner. The relationship between the leaders and the followers has to be reciprocal so that it can help in improving the communication network in an effective manner. This will also lead to a change in the performance of the individual and the organization as well (Kom Ferry 2014). Factors affecting individual behavior There are various factors that affect the behavior of the individual within the work place. The intellectual ability is where the level of intelligence of the employees along with the ability to analyze the reasons can be seen. The physical abilities refer to the stamina and the strength that is present within the individual so that they can perform the task in a better manner. The ability related to self-awareness is where the perception of the manager helps in deciding the kind of work that needs to be given to a particular individual (Kouzes and Posner 2012). The next factor is gender where there is an equal opportunity for both that is male and female in getting the job and with respect to mental abilities as well. However, women in general are considered to be responsible for raising the children according to the society where they reside. This is an important factor that helps in influencing the allocation of the tasks according to the perception of the managers (Passmore 2014). Another important factor is the culture to which the employees belong. It helps in defining the traditions and the customs that needs to be followed by the organization for the employees so that it can help in maintaining a balance between their work and life. The management of the organization needs to understand and accept the different cultures that are present in the world so that it can help the organization to give rise to a better corporate culture (Robbins et al. 2013). Teamwork The use of leadership in the modern world has been associated mostly with the control that the organization has over the teamwork of the employees and not on commanding the employees. Teamwork helps the organization in communicating in a proper manner with the colleagues so that it can help in inspiring and creating a vision within the organization with which the employees can associate themselves. The job of the leaders is to confront the bureaucracy that is present within the organization so that it can help in improving the level of enthusiasm among the employees. This will help in developing the level of skills of the employees by increasing their knowledge through proper learning methods (Schein 2010). The managers have to adopt an attitude that is passive in nature so that it can guide the employees towards the goals of the organization. There has to be proper guidance and coordination among the managers so that it can help in eliminating the values that are conflicting in nature. The leaders have to create a better environment so that it can help in providing motivation to the employees on a constant basis (Tan 2014). The 7S framework for the organization is divided between the hard and the soft elements where the hard elements consist of strategy, structure and system and the soft elements comprise of shared values, skills, style and staff. The use of strategy is done in each organization, which helps them in devising a better plan so that the company can gain a competitive advantage over the rivals that are present within the market. The structure helps in understanding the way in which the organization has been structured and the role that each employee plays within the company. System is the process through which the procedures and the activities of the organization are carried out by the task that has been assigned to the employees by the organization (McShane et al. 2016). Shared values are where the goals of the company is developed so that it can reflect the core value, which has to be maintained by the employees within the culture and the work ethic of the company. The use of style refers to the pattern of leadership that is being followed within the organization so that it can help in increasing the level of productivity for the company. The staffs refer to the number of employees that are working within the organization and the responsibilities that they have towards the organization. Skills refer to the level of competency that the employees have regarding the work that they are carrying out within the organization (Raducan and Raducan 2014). Theories of leadership There are many views that are present in leadership, which helps in distinguishing the non-leaders from the leaders. The contemporary theories that are present in leadership help in establishing the relationship between the traits and characteristics that are present among the leaders along with their skills with that of the leaders. This process helps in influencing the people so that the goals can be achieved within the organization (Landis, Hill and Harvey 2014). The theory known as Great Man helps in assuming the fact that the capacity of the leadership are intrinsic and that great leaders are not made but are born like that. This theory helps in portraying the leaders as heroes under whom the organizations are destined to perform in a better manner. The term of this theory was derived, as it was thought that males have the quality to become better leaders in the world (Goetsch and Davis 2014). The trait theory suggests that most of the leaders inherit the qualities that are suitable for them to become better leaders. It takes in to account the behavioral characteristics and the personality of the leaders so that it can help in influencing the followers to achieve the goals in an efficient manner (Landis, Hill and Harvey 2014). The contingency theory focuses on a certain variable that is related with the environment so that it can help in determining the leadership style that is best suited for the leaders according to the work that needs to be carried out. This theory suggests that a single style of leadership is not appropriate for the leaders in all the situations and the success of the leaders depend on the qualities and the situation that the leaders are in. The main concept of this leadership theory is that it helps in analyzing the extent to which the qualities of the leaders and the style of leadership is appropriate to a particular situation (Penney, Kelloway and OKeefe 2015). The situational theory is where the leaders have to choose the best styles so that it can help in developing better techniques of managing the work depending on the various situations. This style of leadership helps the leaders in making the decisions for the organization in a better manner. The behavioral theory is based on the fact that the best leaders are made and is not inherent to them when they are born (Schyns and Riggio 2016). This theory helps the leaders in learning the best ways through proper observations and training that are provided to them. The groups that are led in an autocratic manner will be able to work in a better condition under the presence of the leaders and it can be seen that the members of the groups tends to be unhappy and is hostile within the environment. The groups that are democratic in nature show a positive attitude among the members that are present within the group and continue to work in an efficient manner when the leaders are not present with them (Wilson 2017). The participative theory is where the leaders take the insights of its followers while the policies are being formulated within the organization. This theory helps in encouraging the participation of the members in the process of decision making so that it can help in taking in to account the well-being of the followers as well. This theory helps in suggesting that the decisions that are taken up within the organization involve the active participation of the employees so that it can help in improving their commitment towards the process of work (Goleman 2017). Leadership styles The autocratic style of leadership is where the leaders can exercise full power over the employees and they can provide only a little suggestion to the leaders regarding the strategies that are being implemented within the organization. This style of leadership is efficient, as the decisions can be taken at a quicker manner so that the strategies can be implemented within the organization at a faster pace. It is often used within the organization when they face a situation of crisis so that the decisions can be taken at a quicker pace without the consent of others. The bureaucratic style of leadership is where the leaders need to follow the rules strictly and instruct its followers in doing so as well. It is useful in those organizations where the employees are instructed in carrying out the tasks in a routine manner (Yahaya and Ebrahim 2016). Another style of leadership is known as charismatic in which the style is less tangible than the others. The leaders are often charismatic in nature, which helps in motivating the employees to work in the best way for the organization. The energy is channelized from the leaders to the employees, which help in increasing the level of productivity and achieve the goal of the organization. The negative side of this leadership style is that the confidence is mostly present among the leaders rather than within the employees. The participative style of leadership is where the final decisions are made by the democratic leaders, which also includes the opinions of the group members as well when the decision is being made (Arnold et al. 2015). The Laissez-Faire style of leadership is where the leaders let the employees work on their own and do not exercise any power over them. The leaders pass the responsibilities to the employees an do not take part in the taking of the decisions, which gives complete freedom to the employees to complete their work within the assigned deadlines. The leaders assign the juniors in taking the decisions regarding the work that is being carried out within the organization. This style of leadership is effective in nature if the performance of the employees can be monitored in a better way by the leaders and provides them with proper feedbacks so that the work can be improved within the organization (Saleem 2015). The transactional style of leadership is where the members of the team have to obey the leaders if they have agreed to complete the job that has been assigned to them. This type of leadership style is where the leaders of the organization have to pay the employees so that they can complete the work that has been given to them. The leaders can exercise their power and punish the employees if the assigned task has not been completed in a proper manner or within the assigned deadline (McShane et al. 2016). Recommendation Therefore it can be recommended that the company needs to reorganize the structure of the organization in a better manner so that it can be able to increase its level of productivity with the help of the employees. The increase in its level of productivity will help the Oporto in gaining a competitive advantage in the market over the rivals that are operating in that environment as well. They need to have a proper understanding regarding the difference between effective quality of leadership and the management so that the leaders of the company can help in managing the staffs in a better manner. The factor such as culture, gender and abilities of the individual needs to be taken in to consideration so that it can help the organization in understanding the behavioral needs of the individuals, which will help in increasing the level of output within the company. The company needs to adopt the participative theory of leadership so that the employees can be taken in to consideration whil e new decisions are being made within the company. This will help in increasing the level of communication between the management and the employees so that they can work in an effective manner. The use of transaction al style of leadership needs to be adopted within the organization so that it can accumulate the employees together when they have agreed to serve the company in the best possible interest under the leader. This will help the leader in delegating the duties and responsibility among the employees in a uniform manner so that it can help in the maximum productivity of the organization. The company needs to focus on teamwork and encourage it among the employees so that it can help in carrying out the job in a smoother manner. The use of better levels of communication will help the company in increasing its level of profits, as the work will be done in an efficient manner. Reference List Arnold, K.A., Connelly, C.E., Walsh, M.M. and Martin Ginis, K.A., 2015. Leadership styles, emotion regulation, and burnout.Journal of Occupational Health Psychology,20(4), p.481. Buckingham, M 2015, StandOut 2.0: Assess your strengths. Find your edge. Win at work, Harvard Business School Press, United States. Cole, K, 2014 The Supervisors Survival Guide: The complete toolkit for the new team leader, Woodslane, Australia. Daft, R 2013, Organizational Theory and Design, 11th ed., South-Western Cengage Learning, United States. Goetsch, D.L. and Davis, S.B., 2014.Quality management for organizational excellence. Upper Saddle River, NJ: pearson. Goleman, D., 2017.Leadership That Gets Results (Harvard Business Review Classics). Harvard Business Press. Hatch, M 2013, Organization Theory: Modern, symbolic and postmodern perspectives, 3rd ed., Oxford University Press, United Kingdom. Hope, J, Bunce, P and Roosli, F 2011, The Leaders Dilemma: How to build an empowered and adaptive organization without losing control, John Wiley Sons, United States. Korn Ferry, 2014, For Your Improvement Competencies Development Guide. United States. Kotter, J 1996, Leading Change, Harvard Business School Press, United States. Kouzes, J and Posner, B 2012, The Leadership Challenge: How to make extraordinary things happen in organizations, 5th ed., Jossey-Bass, United States. Landis, E.A., Hill, D. and Harvey, M.R., 2014. A synthesis of leadership theories and styles.Journal of Management Policy and Practice,15(2), p.97. McShane, S, Olekalns, M, Newman, A, Travaglione, T 2016, Organisational Behaviour: Emerging Knowledge. Global insights, 5 th Asia?Pacific edition, McGraw Hill, Australia Passmore, J ed. 2014, Mastery in Coaching: A complete psychological toolkit for advanced coaching, Kogan Page / Association for Coaching, United Kingdom. Penney, S.A., Kelloway, E.K. and OKeefe, D., 2015. Trait theories of leadership.Leadership in Sports, pp.19-21. R?ducan, R. and R?ducan, R., 2014. Leadership and management.Procedia-Social and Behavioral Sciences,149, pp.808-812. Robbins, S, Judge, T, Millett, B and Boyle, M 2013, Organisational Behaviour, 7th ed., Pearson Australia, Australia. Saleem, H., 2015. The impact of leadership styles on job satisfaction and mediating role of perceived organizational politics.Procedia-Social and Behavioral Sciences,172, pp.563-569. Schein, E 2010, Organizational Culture and Leadership, 4th ed., Jossey-Bass, United States. Schyns, B. and Riggio, R.E., 2016. Implicit Leadership Theories.Global Encyclopedia of Public Administration, Public Policy, and Governance, pp.1-7. Tan, C 2014, Search Inside Yourself: The unexpected path to achieving success, happiness (and world peace), HarperCollins, United States. Wilson, A.L., 2017.Measuring the Impact of Implicit Leadership Theories on Leadership Efficacy and Developmental Readiness. Cardinal Stritch University. Yahaya, R. and Ebrahim, F., 2016. Leadership styles and organizational commitment: literature review.Journal of Management Development,35(2), pp.190-216.