The Marginal Abatement Cost Economics Essay Essay Example

The Marginal Abatement Cost Economics Essay Essay Environmental outwardnesss such as pollution have become a large issue all around the universe. This essay will concentrate on how assorted options such as marketable licenses, the Command and Control Approach, revenue enhancements and subsidies and The Coase Theorem can be used to undertake this job. A marketable or a movable pollution license is a measure instrument, issued by the authorities, which allows houses to foul at a degree that is marginally cost-efficient. Low emitting houses are able to sell excess licenses and high emitting houses are able to buy extra licenses. There are many advantages and disadvantages of marketable licenses. First, by apportioning licenses and leting regulators create a market for emanations, they have created market value where there was antecedently no market value. This market value makes breathing pollution a house disbursal which they would wish to optimally pull off. The ability to purchase and sell licenses encourages houses to put in pollution suspension and be more efficient ; it besides rewards houses for cut downing pollution alternatively of penalizing all houses. Second, if there is rising prices in the economic system, the monetary value of license will set automatically for rising prices whereas the revenue enhancement rates would necessitate changeless accommodations for rising prices. We will write a custom essay sample on The Marginal Abatement Cost Economics Essay specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on The Marginal Abatement Cost Economics Essay specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on The Marginal Abatement Cost Economics Essay specifically for you FOR ONLY $16.38 $13.9/page Hire Writer However the disadvantages of marketable licenses are foremost they may move as barrier to entry, if big houses buy more licenses than they need to, this will do it hard for possible entrants to buy the licenses they would necessitate to come in the industry. Second the market for licenses tends to be national in range and establishes one monetary value for a license. This is right if the pollution takes the signifier of an aggregative outwardness but most signifiers of pollution are local or regional in their impacts. Pollution revenue enhancement and marketable pollution licenses are really similar policy ordinances. They both rely on monetary value signals and supply inducements for emitters to cut down the costs they impose on society. Pigouvian revenue enhancements involve puting a charge per unit of emanations equal to the entire value of the fringy environmental harm caused by an excess unit of emanations. By enforcing a revenue enhancement on each unit of emanations, houses will hold an inducement to cut down their emanations until they reach a point where profit/loss due to unit decrease in emanations is equal to the harm involved. The figure below shows how both emanations revenue enhancement and marketable licenses try to accomplish the same degree of emanations with minimal costs. MD-Marginal Damage MAC- Marginal Abatement Cost The point E0 is the degree of emanations that would be achieved if emanation control policy ( houses have no inducement to cut down emanation and MAC peers nothing ) is non involved. The point E* is the optimum degree of emanations where the fringy harm of an excess unit of emanations peers to the fringy costs of cut downing one excess unit of emanations. E* can be achieved by enforcing an emanation revenue enhancement ( T ) on each unit of emanations, houses would so happen it really dearly-won to pay the revenue enhancement and would prefer to follow steps that cut down their emanations from E0 to E. Similarly the optimum degree can be reached if the authorities issues a sufficient figure of marketable licenses to make the degree of emanations equal to E. Thus the two ordinances will take to the same result cut downing emanations to the optimum degree at minimal cost. An emanations revenue enhancement requires that a house s emanations to be monitored and in some instances, it is hard to supervise emanations revenue enhancement for e.g. husbandmans usage of fertilizers and pesticides. Some of the waste merchandises may flux into local rivers fouling the H2O. It would be non possible to supervise this overflow and buttocks husbandmans a charge for their emanations nevertheless it is possible to enforce a revenue enhancement on these merchandises when they are sold ( revenue enhancement imposed indirectly ) . In pattern, marketable licenses are a more favorable method of supplying economic inducements for pollution control compared to revenue enhancements. Licenses are attractive because they avoid some of the jobs of pollution revenue enhancements. Even where a criterion is set and revenue enhancements are used to accomplish it, there are hazards that the revenue enhancement will non be estimated right. Marketable licenses do nt necessitate the te st and mistake accommodation of revenue enhancements to accomplish the coveted aggregative degree of emanations. As mentioned above, if there is rising prices in the economic system, the existent value of pollution revenue enhancements will alter ; on the other manus, permits respond to provide and demand, rising prices is already taken attention of. Taxes would necessitate accommodation because of entry to and issue from the industry whereas licenses adjust readily to such alterations. Taxs are used as a punishment on emanations whereas marketable licenses and subsidy attack are used to honor houses for the decrease of emanations. Environmental subsidies are per unit payments to houses for cut downing their emanations. It can promote the development and usage of pollution control engineerings and the publicity of energy preservation and efficiency. A subsidy involves a transportation of financess from the authorities while a revenue enhancement plan would be a gross beginning for the authorities. Some types of subsidies include grants, low involvement loans, favorable revenue enhancement intervention etc. Under a subsidy system, houses have an inducement to bring forth at the societal optimal degree ( the point where the fringy societal benefit peers the fringy societal cost of production ) which would hold been expensive to a house prior to the subsidy. The major drawback of this system is that giving subsidies to houses may promote inefficiency as houses may trus t to a great extent on a subsidy plan and its cancellation can do economic adversity. In some utmost state of affairss pollution control subsidies could hold the perverse consequence of increasing entire pollution. Another option is the bid and control attack which is a method in which the authorities informs the house how much pollution it can let go of or requires the house to follow specific engineerings aimed to cut down their emanations. These controls are normally mandatory and enforced though licensing and punishments for non-compliance. The chief advantage of utilizing this attack is that, when it is decently implemented and enforced, it provides a clear result. This ordinance has utmost flexibleness in commanding complex environmental jobs ; it can modulate each single house, location etc. It besides avoids ambiguity with regard to tauten inducements ; houses are told precisely how to set end product. And eventually this ordinance is really easy monitored compared to revenue enhancement. However this attack is considered to be inefficient and has many drawbacks. First, it is really hard to implement and really expensive to administrate. These lifting costs have made this ordinance less attractive compared to other economic instruments such marketable licenses or revenue enhancement. Second it lacks ways to accomplish equal fringy control costs across houses or requires a batch of information to accomplish equal fringy control costs. Finally, houses who are capable to these ordinances may hold really small pick or no pick in how to make these environmental ends hence there is no inducement to research new and originative ways that might cut down their emanations. Incentives systems such as marketable licenses can carry through decreases in emanations at a much lower cost than the bid and control attack. A house that has no flexibleness in the method of cut downing its emanations to a certain degree has no inducement to endeavor whereas a house confronting a marketable license has a changeless inducement to research new ways to take down its emanations. As houses search for new ways to take down their costs of cut downing emanations, the demand for licenses will fa ll, take downing the measure of emanations and therefore bettering the environmental quality even further. A concluding option is the Coase theorem, developed by Ronald Coase, which states that optimum allotment of resources is accomplishable without any authorities intercession, provided that belongings rights are good defined and dealing costs are low. Outwardness jobs will be solved expeditiously through private minutess if these two conditions hold. Once the authorities assign these rights, the houses and victims will negociate a transportation of payments between them to either accept the harm or cut down pollution on the footing of which is more profitable. Under ideal fortunes when houses and victims deal, the equilibrium degree of pollution is independent of the allotment of belongings rights. The ideal fortunes include perfect information about costs and benefits and the absence of dealing costs. Unfortunately the optimum solution believes that there is full information about the environmental deductions which is really improbable. The Coase Theorem tends to use merely when the re are little Numberss of defilers and victims. The minutess costs involved in negociating solutions would be high if more than two parties are involved. Coase s theorem says that the result will be efficient, irrespective of who has the belongings rights ; nevertheless, the part of the value received by each party differs greatly depending upon who has the belongings rights. If the houses have the right to foul, so the houses end up with most of the value, because the victims must pay the houses to cut down pollution. On the other manus, if the possible pollution victims have the right to a pollution-free environment, so the victims end up with most of the value, because the defilers must pay the victims to accept extra pollution. If society attentions about the distribution of the value, so ordinances may be needed to accomplish the coveted distribution of value.

Bach and Handel essays

Bach and Handel essays Johann Sebastien Bach and George Frideric Handel are two of the most profound yet different composers of their time. Handel was born in 1685 into a family with very little musical background. With them being middle class, his family expected him to be a lawyer and make decent money, not become a musician (which then was considered to be low class or scum job). Music came so easily to Handel that he was able to go along with it anyway. At the young age of just eleven, he was already able to compose and give organ lessons. Around the age of eighteen he set out for job in Hamburg, Germany as a violinist with the salary of $1,500 a year. Handel traveled a lot forming his style as more international and variegated than Bachs. He was a master composer who had a dramatic sense and used more texture than Bach. Handel wrote thirty-nine Italian operas but they are not as well known as his Oratorios. One of his most famous pieces was the Messiah. It was two and a half hours long and only took him twenty-four days to compose it. Handel started to lose his eyesight while he was in London where he lived for fi fty years until he passed in 1759. Bach also born in 1685 only sixty minutes from Handel yet they never met and their styles differed greatly. Bach was born into a family with a musical background so things came more naturally and easy for him than for Handel. Bach had more of a local, unique style since he never traveled over a hundred miles away from his birthplace. Bach was expected to be a musician and with that he started out as a church organist at Amstadt, making only $80 a year compared to Handels $1,500 a year. Later, he worked as a court music director in Cothen, where most of his instrumental pieces were written. His style was very unique, as it shared the combination of polyphonic texture and rich harmony. Today, his pieces are used for their style with music students everywhere. Lastly, Bach was a Can...

Responsibility of Internal Audit in the Detection of Fraud Research Paper

Responsibility of Internal Audit in the Detection of Fraud - Research Paper Example Auditing is mostly of two types: Internal and external audit. The internal audit team is a team appointed by the management of the company which aims at ensuring that the company is acting according to the rules and operations are in compliance to all type of internal and external rules. Internal audit prepares a company for an external audit by evaluating the operations and checking for fraud within manageable levels. External audit, on the other hand, is conducted by independent authorities who have no personal concern or take in the company and are appointed by the SEC or legal authorities to check the company’s operations. When an internal audit team audits, the company does not face any fine or legislation in case of fraud detection but in case of the external audit team, companies face legislation, fine and other legal processes in case of any fraud in their operations. Fraud in operations is one of the most occurring and costly issues faced by organizations. Studies sho w that US organizations have faced a very significant and increasing proportion of fraud in their operations every year. US economy faces the highest proportion of fraud in the period of economic downturn that is because employees and management do not get money enough for their survival or many other reasons contribute. It has also been observed that proportion of fraud had been increasing with significant percentage each year since 2001 (Howe, 2009). As a proportion of fraud is increasing in the organizations, it has brought high concerns to the management. Organizations today strive their best to lessen fraud and corruption in their operations. For this purpose, they rely heavily on the internal audit team and internal auditing activities. Internal auditor reports only to the board of directors he gets better control on fraud and corruption because of the fact that board of directors have a stake in the company and hence they don’t tolerate any kind of fraud and donâ€℠¢t hold any other personal interest. Organizations believe that as internal auditors review the activities in depth and monitor the operations independently without any personal take on them, they usually stem well in the areas where fraud is taking place. Internal audit teams get a good knowledge of the operations and organizational process over time and this is what makes it easy for them to detect any fraud happening. The internal auditors are believed to have better knowledge of the risk areas, control systems, employee profiles and this is what helps in effectively dealing with fraud in the organization. It has been stated by ACFE US that the internal audit team has detected the highest proportion fraud in organizations. The survey elaborates that internal auditors have no concern or personal interest in the organization. Rather they are independent authorities. Contrary to them, management has a personal interest in bonuses, rewards, and promotions as well as job retention whi ch given them the way to fraudulent behavior.  

How has globalization (or regionalisation) impacted public policy Essay

How has globalization (or regionalisation) impacted public policy formulation and implementation in Canada - Essay Example The positive side of globalisation is that it has provided opportunities for streamlining of public policies with the international standards. Technology has become an important tool for implementation of public policies as the government has an efficient platform to communicate and roll out their public policies. While Canada has come under spot for failing to face globalisatio head on, there is evidence that many changes have come up due to the new era. Therefore, it is clear that globalisation has had both negative and positive impacts in the development and implementation of public policies. One impact of globalisation is that it came about with social transformation within the country. The era of internationalisation saw many people move from one region to the other in search for a living or for economic reasons. The result was the formation of a diverse population that demanded new public policies to govern. The employment sector in Canada is one of the areas that experienced as people of different races, culture, religion and color filled the labor market raising a number of issues. The gender-wage gap in particular became a serious issue for Canada as result of globalisation. The gender wage gap in Canada has been a controversial issue since early 1980s when this difference was noted. Cornish and Faraday (2008) noted that women salary for equal position in Ontario is 29% below that of women indicating a wide salary gap across the gender boundaries. A close look at the wage gap trends indicates that there has only been slight improvement in the last 25 years despite the numerous efforts to close this gap. In 1987, before the emergence of wage gap activists, the wage gap was approximately 37% in Ontario. These trends indicate that the efforts to bring down the gap have been undermined and the gap remains wide. Cornish (2009) points out the wage gap has affected aboriginal women who have migrated to Ontario in search for a job. This trend in

Critique of the article entitled Images of Women in Early Buddhism and Essay

Critique of the article entitled Images of Women in Early Buddhism and Christian Gnosticism - Essay Example The research question for the paper is clearly stated as: â€Å"Why should these negative attitudes towards women persist when we know that women actively supported and participated in the religious life of both Buddhist and Gnostic communities?†. This research question is very important given that it shows that the author has point to prove especially with regards to the way women are treated by their male counterparts in different religions especially the two mentioned above. Lang is also try to portray different views that are held by various scholars with regards to the way women are viewed in different religious sectors. In terms of coverage of the topic, it can be seen that the author used different scholarly studies though they are limited about what Gnostic and Bhuddist religions say about women. For instance, Pagels is one of the most cited scholarly article in this research. The credibility of the literature used becomes doubtful which can negatively impact on the ar ticle’s authenticity. On the other hand, it can be observed that the major problem the author tries to address is that women have been active participants in religious activities but they are labelled as evil and improper. The author suggests that women are sensual and responsible for seducing man. Both religions suggest that the wrong doing of women disrupted the world which was once perfect. This thesis statement seeks to show that the author is of the view that women are responsible for human kind’s disgrace on earth. A critical reading of the article shows that the author restates the thesis throughout the article and she tries to answer the research question identified above in the article. The way she presents her argument is convincing since she is relying on other scholarly articles. The author uses different claims in supporting the myths that both religions mentioned above suggest that human kind fell from God’s grace after eating forbidden fruits. The Buddhist myth posits to the effect that men’s disgrace came after he tasted the food known as ‘female.’ These claims tend to blame women but men are also involved in the commission of this particular sin. They must also be labelled as imperfect just like their male counterparts. This part is not quite convincing to the reader since all the blame is laid on the women while men too are involved. The evidence presented by the author in advancing her argument shows that women are viewed as agents of the devil since they are responsible for driving men into committing sins that have led them to fall from humanity. The argument is supported in â€Å"Temptress† Daughter of Evil (5) where women are portrayed as inferior and temples of the devil by the Bhudhists. Women are viewed as purely sensual with uncontrollable desires in a number of Bhudhist texts. Therefore, it can be argued that women are not evil since they cohabitate with their male counterparts. this i s the view being presented by Lang in her article. The author also says that even Christianity also states that holiness can be fully achieved if men live a life of purity as

Determination of the End Point of the Acid Base Titration

Determination of the End Point of the Acid Base Titration Table of Contents (Jump to) Introduction Acids and Bases Properties of acid Strengths of Acids and Bases How to detect acid and Bases? pKa and Dissociation Equilibrium Equipment Procedure Results and conclusion Bibliography Introduction Acids and Bases Every liquid we see will probably have either basic or acidic properties. Water can be a base and acid, it depends on the reaction you add with water. It can be a base in some reaction and an acid in some reactions. Also water can react with itself to form bases and acids but it happens in small quantities so it will not change your experiments. 2H2O > H3O++ OH- The hydrogen ion was transferred to form Hydronium ion. The negative and positive ions in water are equal and cancel each other. Most of water we drink from the tap has others ions in it. Those ions in solution make something basic or acidic. For example, in our Bodies, there are small compounds called amino acids and in fruits there something called citric acid. According to Santà © Arrhenius, in 1887, he came up with new definitions of acids and bases. He said when we mix water to molecules , they break down and gives a hydrogen ion and at another times it gives hydroxide. In general, a hydrogen positive ion is released, the acidic solution increases. When a hydroxide ion is released, the solution become base For example HA +H2O H3O + + A Hydronium ion is formed and it is acid. That hydrogen ion is the reason it is called an acid. Chemists use the word dissociated to describe the breakup of a compound Properties of acid Acids taste sour Acids react strongly with metals (Zn + HCl) Strong Acids are dangerous and can burn your skin Bases Bases are ionic compounds that break apart to form a negatively charged hydroxide ion (OH-) in water. The strength of a base is determined by the concentration of Hydroxide ions (OH-). The greater of the concentration of OH ions the stronger the base. Example: NaOH in water NaOH Na+ + OH Strengths of Acids and Bases Strong Acids and Weak Acids: Strength of acid is related to ionization of acids in water. Some of the acids can ionize 100 % in water solutions; we call them strong acids. HCL are examples of strong acids.in other hand, some of the acids cannot ionize like strong acids. We call acids partially ionize in solutions weak acid. CH3COOH, HF, H2CO3 are examples of weak acid that partially ionize in solution Strong and Weak Bases: Bases ionize completely in solutions are called strong bases. NaOH and bases including OH- ion are strong bases. Bases that ionize partially in solutions are called weak bases. For example [ NH3] Ionization of Water: Water ionizes gives: H2O(l) ↔ H+(aq) + OH(aq) In pure water concentrations of H+ and OH ions are equal to each other and at 25 °, they have concentration 110-7 M. then concentration of ion in pure water is too low, it is a bad electric conductor. As in the case of pure water mediums having [H+] = [OH] concentration are called neutral mediums. In water solutions multiplication of [H+] and [OH] is constant and at 25 0C it is 110-14. This number is also called ionization constant of pure water. If concentration of [H+] ions equal [OH-]= 10 -7M, then solution is neutral. If concentration of [H+] ions > [OH-] or [H+] > 10 -7M and [OH-] -7 M, then solution is acidic. If concentration of [OH-] ions > [H+] or [H+] -7 M and [OH-] > 10-7 M, then solution is basic. How to detect acid and Bases? Scientists use something called pH scale to measure how basic or acidic the liquid is. Also there are many types of ions in a solution, pH focus on concentration of hydrogen ions and hydroxide ions. The scale measures values from 0 to 14. Distilled water is 7 in the middle. The strength of an acid or base in a solution is measured on a scale called a pH scale. Any pH number greater than 7 is considered a base and any pH number less than 7 is considered an acid. 0 is the strongest acid and 14 is the strongest base. The acid strength depends on the concentration of positive hydrogen ions in the solution. The greater and more hydrogen ions is the stronger acids likes Hydrochloric acid HCL and Sulphuric acid. pH=-log[H+] and pOH=-log[OH-] If 7>pH>0 acidic solution If 14>pH>7 basic solution If pH=7 neutral solution pKa and Dissociation Equilibrium 1. pH When acids is added to water, the pH scale decreases. The acidity of a solution is examined by the hydrogen ion concentration ([H+]), where pH provides a simple index for expressing the [H+] level., when pH is small which means that the smaller the number of pH , the stronger acid. pH=-log10[H] pKa and Dissociation Equilibrium Strong acid , which they are dissociate in solution, and weak acids that partially dissociate in solution. When dissociation of strong acid happens, it gives a proton In which make the solution more acidic, However, weak acids have a dissociated state (A-) and undissociated state (AH) that appears according to the following dissociation equilibrium equation. AH A + H+ . The definition of Ka is Ka= The brackets of the product to the brackets of the reactants pKa was introduced as an index to express the acidity of weak acids, where pKa is defined as follows. pKa= log10Ka Relation between Ka and Pka , it is inversely proportional so when ka is high which means storng acid which means pKa is low and vice versa Equipment Burette Beaker Magnetic stirrer Ph meter Acid and Bases Pure water Procedure Clean all equipment in order to get accurate conductivity Add some of NaOH into the receiving cup and then add slightly 1 ml of HCL and make sure you adding the receiving cup on the magnetic stirrer Repeat this steps to get the conductivity from volume 0 ml to 17 ml Get titration curve ,the differential curve and the end point For CH3COOH + NaOH We will make same steps and record the conductivity pH Results and conclusion NaOH + HCL Results of volume of HCL and the conductivity Ml pH is clear that end point occurs at 10 ml of HCL which pH drops to 6.34 Titration curve Differential curve Ch3COOH +Naoh It is clear that end point at 10 ml of Naoh the end point occur , the ph difference is very big Titration curve Differential curve Bibliography http://www.chemistrytutorials.org/content/acids-and-bases/ph-poh-and-ionization-of-water/58-acids-and-bases-cheat-sheet http://www.sciencebuddies.org/science-fair-projects/project_ideas/Chem_AcidsBasespHScale.shtml http://www.elmhurst.edu/~chm/vchembook/184ph.html http://lrs.ed.uiuc.edu/students/erlinger/water/background/ph.html http://www.humboldtmfg.com/graduated_glass_beaker.html http://www.shimadzu.com/an/hplc/support/lib/lctalk/29/29intro.html https://www.boundless.com/chemistry/acids-and-bases/strength-of-acids/the-acid-dissociation-constant/ http://www.princeton.edu/~achaney/tmve/wiki100k/docs/Acid_dissociation_constant.html

How Organisations Manage Their Culture Strategically Essay

Recent reviews of the relationship of organisational culture to Strategic Human Resource Management (SHRM) suggest that culture plays a significant role in strategy implementation for sustaining competitive advantage and contributing to firm performance (Dyer & Ericksen, 2005; Roberts & Hirsch, 2005; Roehling et al. , 2005). A search of the literature reveals only two empirical studies examining organisational culture from an SHRM perspective. The first study was a micro SHRM analysis examining the relationship between organisational culture and HR practices. An international study was conducted using Hofestede’s model to examine each participating country’s cultural characteristics at a national level. The findings from this study showed support for a stronger relationship between HR and internal communication practices and a weaker association with rewards (Papalexandris & Panayotopoulou, 2004). A second study of companies in Asia used a contingency approach to examine the effect of culture and HR on firm performance. A content analysis of public documents was carried out to assess cultural values for each organisation. The findings suggested that organisations with â€Å"elite† or â€Å"leader† value profiles with a complementary HR system achieved higher financial performance (Chew & Basu, 2005). Although both studies had a number of limitations, both also provided preliminary empirical support for examining organisational culture as an important factor in SHRM research. From the practical viewpoint, different organisations while implementing their strategic vision of organisational culture pursue different strategic HRM objectives: to create trusting environment highlighted by cooperation and openness, to gain new market share and reaches targets, to achieve operational efficiency, to look for new opportunities and welcomes new challenges, etc. The most prevalent and cited quantitative approaches to strategic assessment and management of culture in organisations are Hofstede’s (1983) GLOBE dimensions model, Kets de Vrie’s five dysfunctional types model (DeVries & Miller, 1986) and Cameron and Quinn’s (2006) competing values framework (CVF). From both practical and critical perspective, managerial literature has relied heavily on the competing values framework, which as a result, has been empirically validated (Cameron & Quinn, 2006; Kwan & Walker, 2004). CVF has also been tested in various ways in the HR literature using both quantitative (Prajogo & McDermott, 2005) and qualitative (Boggs, 2004) approaches, such as in studies showing that certain culture values are positively associated with HR outcomes including organisational commitment, job involvement and empowerment, and employee outcomes including job satisfaction (Goodman, Zammuto, & Gifford, 2001), operational practices (TQM) and productivity outcomes. Cameron and Quinn’s (2006) competing values framework offers the most compatible practical framework for organisations for several reasons. First, CVF links to strategy implementation and resource-based view (RBV) through the integration of both values and dimensions in the model. The values framework allows for an assessment of organisations based on competing dimensions, which draw out the characteristics of organisational cultures. Second, it provides a level of assessment that tie to RBV’s social complexity of managerial style and leadership, along with its emphasis on organisational capital (i. e. , organisational administration and coordination). Third, the framework has been empirically tested and shown to be valid (Cameron & Quinn, 2006; Igo & Skitmore, 2006; Kwan & Walker, 2004). Fourth, the framework is measured using the Organisational Cultural Assessment Instrument (OCAI), which assesses an organisation’s overall cultural profile through a self-reported survey method. The survey is easily transferable to a format that respondents can interpret and respond to. The competing values framework differentiates organisational cultures on the basis of four culture types. Using the Organisational Cultural Assessment Instrument (OCAI), an organisation’s overall cultural profile and dominant characteristics can be assessed through a self-reported survey. The model considers two sets of competing values. The first set represents the contrast between the degree of control an organisation exercises on the one hand and the degree of flexibility it offers on the other. In other words, where one dimension shapes the values for organisations that provide a flexible environment with discretion, the other dimension shapes values around a controlled environment with stability. The second set of competing values is represented by the contrast between the degrees to which an organisation has an internal versus an external focus. Organisations that value an internal focus are interested in the ways in which the organisation integrates and operates internally, whereas organisations with an external focus are more interested in examining and responding to the forces outside. These competing dimensions serve as the basis to develop characteristics that shape four organisational culture types, which are measured by the OCAI. Each of these four main culture types has notable distinguishing characteristics. Studies using this approach to examine organisational culture have revealed that a company often has one dominant culture type but demonstrates varying degrees of each of the other types (Goodman et al. , 2001; Kwan & Walker, 2004; Prajogo & McDermott, 2005). The four organisational culture types are briefly described below. Clan: social environment in which employees work well together in teams. Leaders focus on mentoring employees and facilitating group problem-solving. A strong emphasis on ooperation and openness is evident, highlighted by a concern for people and customers. High levels of employee loyalty are often found in clan-dominant cultures. Market: results-oriented approach emphasizing growing the market and customer base. Leaders are hard driving and competitive with a high demand for achievement. Emphasis is on being a market leader, which is pursued through goal orientation. Hierarchy: environment with a strong emphasis on rules and processes. Leaders in such environments are typically good coordinators and organisers. The focus of this culture ype is to develop a stable environment with job security and conformity to rules by employees. Dependability and efficiency are key to its success. Adhocracy: innovative, creative environment that encourages risk-taking. Leaders in this culture type are entrepreneurial and encourage others to take risks and innovate. Employees motivated by challenges and new opportunities to create products and services are drawn to adhocracy-dominant cultures. Organisations depending on their existing or potential organisational culture type can employ specific organisational methods to achie ve their objectives.

Workplace Ethical Dilemma Paper

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. 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 wan t 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 MametI 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 œ68. 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 qualities 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

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