Childhood Obesity - Free Essay Example

Sample details Pages: 5 Words: 1624 Downloads: 6 Date added: 2019/03/12 Category Sociology Essay Level High school Tags: Childhood Essay Childhood Obesity Essay Did you like this example? Childhood obesity has been one of the more serious problem in the United States. According to the Center for Disease Control (CDC) it puts children and adolescents at jeopardy for other health issues that continue to affect them throughout their lives. Diabetes, hypertension, heart disease and liver disease to name a few. Don’t waste time! Our writers will create an original "Childhood Obesity" essay for you Create order The CDC reports that 18.5% of children between the ages of 2 and 19 are obese, that roughly includes 13.7 million children (CDC, 2018). These numbers alert us to the problem, but do not identify a cause as to why so many children are obese. Throughout this essay the topic of nature vs nurture will be discussed in exploring childhood obesity and its causes. Is Childhood obesity the result of nature or nurture? With a better understanding of genes and genomes today many scientists believe obesity is the result of family genes. Others point to the fact that children are obese because of personal decisions and choices made regarding nutrition and exercise. Whether nature, nurture or both, it is important that society identify childhood obesity as a disease and realize the urgency in educating the population to prevent it from getting worse. Researchers have been studying the effect of genetics on a predisposition towards obesity for years. Often twin and adoption studies are used to determine the impact genetics plays on the children becoming obese. The studies show that 40-70% of the variation between children regarding their weight could be attributed to genes (Fleming). These results are closely related to the same variations taken for height, which has been proven to be genetic. When looking at families, research has shown that an obese child is more likely to have obese parents and siblings. Several lab experiments have revealed that genetics does impact obesity. Because genes hold all the heredity information for the bodys make-up, it is believed that the underlying answers to obesity are in the genes of individuals. Many studies have shown that 80% of children with obese parents will become obese at some time in their life (Ali, 2012). TORp51 Some scientist believe this is due to a persons metabolism which is genetic. Most recently, researchers have found a fat gene TOTp52 which causes obesity (Ali, 2012). The fat gene delays the bodys ability to feel full because it blocks the hormone Leptin. Leptin tells the brain that we have had enough to eat, and enough fat stored and to burn calories at a normal rate. When the hormone is blocked the person continues to feel hungry and therefore continues to eat and their metabolism slows down. A study was done on the Pima Indians because most of the tribe is obese. It was found that their metabolism is slower than the average person (Ali, 2012). This is believed to be because they were hunter/gathers. They were able to eat more and store more fat, therefore increasing their chance for survival. The fat gene was passed down through generations of Pima Indians. It is thought that leptin system evolved making the Pimas more likely to survive in their environment. Researchers believe that there is a break in the leptin system that keeps us from starving but no longer keeps us from overeating (Ali, 2012). Further research has pointed to a protein called GLP-1. They believe that GLP-1 plays an important role in how leptin controls appetite. GLP-1 slows down the movement of the bowel so that more nutrients can be absorbed (Ali, 2012). However, when mice were injected with GLP-1 they lost their appetite. The mice that were injected could go for days without food and water. TOTp53 Some researchers believe that some people lack the ability to use GLP-1; somewhat like a diabetic cannot use insulin produced by their bodies (Ali, 2012). As we explore the nurture side of childhood obesity we will look more closely at whether it is genetics or the unhealthy behaviors of the family. Lifestyle changes over the past few years has resulted in children engaging in fewer physical activities. Children are less likely to walk to school or ride a bike, they are usually driven by bus or car. More families have both parents working outside of the home children are spending less time outside playing and more time sedentary in front of a computer or watching television. In addition to less physical activity, children are consuming more calories. Schools are full of vending machines where students are buying pop, juice, chips, candy and high energy drinks. Fast Food restaurants are on every corner offering $1.00 menus full of calories and nutritionally deficient. Growing up in an environment lacking in physical activity and full of empty calories has contributed to the rise in childhood obesity. In the book Always The Fat Kid, the author says Obesity is a behavior. It is not a disease or medical condition caused by genetic defect, insidious bacteria, or toxic chemical. Obesity is really an accumulation of hundreds and thousands of bad decisions-nothing more. He goes on to explain that it is a shortfall in impulse control or addiction. He further describes that obesity it is harder to treat than other addictions because you cannot cut out eating. In treating obesity as a behavior, he looked at the behaviors that have changed in children that could be the cause in the rise of childhood obesity (Smalley, 2013). The following five behaviors are causes for the surge in obesity. The portion size as well as caloric increase of meals consumed. Portion sizes in fast food restaurants, school cafeterias, vending machines has all increased. Society wants more for their money. With the increase in portions there has also been an increase in calories consumed. There has also been a decrease in meals prepared at home. Children and adults today eat more processed and prepared foods. With working parents, it is easier to eat out or purchase something that is quick and easy to prepare. With the trend being to eat more prepared food, advertisers created commercials to get parents to buy prepared and processed food (Smalley, 2013). Another issue that the authors felt was an issue were the Food Desert. These are usually low-income areas that do not have high quality healthy food available to purchase. In these areas most people get meals from fast food chains or corner stores. Lastly and maybe most importantly is the familys attitude and behaviors toward food and eating. The authors say, unhealthy eating behaviors are passed on as easily as genes to their children (Smalley, 2013). In battling these behaviors, a balance in how many calories are consumed must be in balance with the number of calories expended. There have been several reasons for the decrease in physical activity in children. Recent studies have shown that three-quarters of all children do not get the recommended amount of daily exercise, and such sedentary lifestyles have been linked to more than thirty-five types of chronic health conditions (Smalley, 2013). P54 ATFK With the increase of technology and video games more children chose to stay inside and play with technology. Children spend more time with technology because parents have substituted these devices as babysitters. Many parents are afraid to let their children play outside without parental supervision, so they lure them inside with technology. We have become a culture of convenience. Children no longer walk to school or ride a bike. They no longer walk to the store or a friends house. No one gets up to change the channel on the television, Alexa shuts off the lights, and even household chores that children once did are being done more conveniently. Schools have also done away with physical activity. Because of liability and fear of injury many schools have cut out recess. More time in class improving academics less time engaging in physical activity. Physical Education has also been eliminated in many schools due to budget cuts. Children are left with no instruction on how to live an active healthy life. Childhood Obesity is a disease or condition that is caused by Nature but Nurture plays an important role in how our genetics react. Obesity tends to run in families and most likely has a genetic source. Yet there are many environmental influences that affect a childs weight. We must take into consideration that family members not only share genes but also consume the same diet and follow similar routines and have habits that may cause the child to become obese. Separating environmental factors from genetic factors is challenging. It is a known fact that we cannot change our genetic makeup, but we can change and control our environment. Some people can eat and not gain weight, others due to a slow metabolism must be very aware of their caloric intake; this is genetically controlled. Our body controls the metabolism and weight of thin people with the same basic organs and it does an obese person. It may be a hormone, or a protein, or body size and shape that makes one person larger that another. Knowing this we must adapt to our environment. Fast food chains, school cafeterias, grocery stores need to make healthy choices a major part of their advertising and choices. Parents and schools need to offer more opportunities for students to become active. A balance between what we consume and the amount of physical activity we engage in. Change will require tenacity, initiative and sometimes controversial tough decision making. It will take many people coming together to change a societys attitude towards a healthy lifestyle. Change will require parents, teachers, doctors, friends and family. We can no longer transfer the responsibility to whether a childs environment, nurture, has caused them to be obese or throw our hands in the air because genetics controls a childs weight, nature. It is both and society needs to commit to making a change.

Human Resource Planning Reflective Statement Business Essay - Free Essay Example

Sample details Pages: 12 Words: 3749 Downloads: 10 Date added: 2017/06/26 Category Business Essay Type Research paper Did you like this example? In a perfectly competitive market if companies are to maximize profits, they need to manage their human resources better. An example can be cited to explain that better. Presuming the selling price of an article is $15. Don’t waste time! Our writers will create an original "Human Resource Planning Reflective Statement Business Essay" essay for you Create order If profits are to be maximized, prices cannot be increased because perfect competition exists. If the cost price of the article was considered to be $13, it is evident that the profits in such a case would be $2. The only way the company can maximise its profit is by cutting down on the cost of production of the article as the option of providing the same quality at an increased price is not a viable option. Since it is not feasible on its part to influence the prices of the raw materials, it is left with the only option of trying to influence its man-power to increase its efficiency and as such facilitating better and higher production. It is further to be noted that man power is the only cost-of-production factor which can be effectively and hugely influenced with a little better supervision. Introduction Human man-power are the most important wealth of an organization. The success or failure of an organization greatly depends on the ability of the people working therein. Without positive and innovative contributions from humans, companies cannot progress. If an organization wants to achieve its goals, they need to recruit people with the necessary skills, qualifications and experience (Jackson Schuler, 1995, Sparrow, Paul, et al 2004)). While doing so, they have to keep the present as well as the future requirements of the organization in mind. Human man-power is the most important wealth of an organization. The health of an organization can be largely attributed to the skill of the man-power currently employed by it . For the organization to be successful in the long run it has to be able to tap its man-power skills most cost-effectively . If it aims to be successful in the long run, the organization should be able to recruit the rightly qualified man-power and which it can fu rther train most cost effectively to achieve its dreams (Jackson Schuler, 1995, Sparrow, Paul, et al 2004)). Nevertheless, the organization aims and goals have to be always kept in mind while recruiting manpower. Targeted Training and Development The unending spirit of self-motivation amongst the manpower at Infosys and an organizational obligation to continuous self development keeps the company ahead in a fast-developing industry. This constant self development programme at Infosys is structured around a host of dedicated workshops for its employees (Infosys, 2010). These include key schemes such as the Infosys Leadership Institute and also various in-progress management development and personal improvement programs. A lot of training programs also include technological training to keep employees abreast with the latest technology. The training plan provides a succession of efforts as employees advance their career. When an employee joins the company, he begins his training with an induction programme and later leadership trainings are given as and when they take more responsibilities. Training at Infosys includes the following: Technical training by Education Research department: The company has an entry-level technical training program, lasting 14 weeks. Academic institutions have certified this training as being of the level of a BS training in America. The Education Research (ER) department at Infosys provides many regular training sessions to middle level employees also. Quality Process Training: Quality is a major factor at Infosys and there are tailor made training programmes for specific role jobs such as Software Engineer, Programmer Analyst, etc. Personal Effectiveness and Managerial Programs: The company also has training programs to improve the managerial skills and leadership abilities, achieve company goals and create high performing multicultural teams. ILI: The Infosys Leadership System: The Infosys Leadership System (ILS) and the Infosys Leadership Institute (ILI) deal with the subject of continuous growth and helps create a system for developing leadership abilities in Infoscions. ILI is based at an ultra modern building, in Mysore, India The learning mantra at Infosys has been to bestow the participants with the understanding to find the best result, instead of showing a single method of work and also to relate to real life conditions. They also encourage employees to undertake further studies with fee refund if they are eligible. The selected few 400 of the 58,409 employees identified as high potential Infoscions go through a three-year leadership journey that includes training, actionising personal development programme, communicating with other participants, understanding the company better and resolving real business issues. The note prepared by the ILI faculty enumerates the nine pillars for leadership development as (The Hindu, 2010): 1. 360 degree feedback In order to know about the ability of an employee and how he is performing, the company collects information from other employees in his department; both juniors and seniors and also from clients. With the help of this feedback, personal development plans (PDPs) are set for each employee and he is allocated an ILI faculty member who guides the individual on how to follow the PDP. 2. Development assignments On the basis of the above PDPs, employees with good capability are chosen and are entrusted jobs outside their department and areas of speciality. This helps them attain leadership skills beyond their existing areas of specialization. 3. Infosys Culture workshops Culture workshops are organized with a view to underpin the Infosys culture amongst the employees. These workshops also help employees improve communication skills because of continuous interaction amongst themselves. 4. Development relationships This exercise involves communicating on a one-to-one basis during work and mentoring is an essential part of this. This helps in improving communication among employees and also in sharing of knowledge. 5. Leadership skills training These exercises are conducted by top officials of the company including CEO and Managing Director and participants are the Tier 1 employees. These are held in order to inculcate leadership skills among them through the vast experience of the CEOs and Directors. 6. Feedback intensive programmes These programs are similar to 360 degree feedback, but there is one difference that these are based on both formal and informal responses obtained from other workers that the concerned employee interacts with. 7. Systemic process learning This exercise is conducted with a view to enable the participant to obtain a general understanding of the processes of the company and how it functions. This helps in improving the employees as also the systems. 8. Action learning This exposes the individual to on-the-job problems and involves solving the same, albeit as a team. 9. Community empathy The company realises the importance of fulfilling its obligations towards the society and justifies the same by organizing various socially motivated schemes both educational and developmental in nature. These programs cultivate a sense of responsibility amongst its leaders towards the society. Staffing Policies Apart from its regular staffing process which includes campus recruitment, advertisement on major job portals (monster.com, naukri.com and timesjobs.com) and internal recruitment it also goes in for temporary reinstatement of retired executives and staff that the company has already laid off if the company is not able to find a suitable candidate by the regular staffing methods. Also there is the Infosys Internship Program, Instep where students from schools such as Stanford Graduate School of Business, MIT Sloan School of Management, Harvard Business School and the Said Business School of Oxford have been competing to visit Infosys Bangalore campus. Infosys Technologies Ltd. recently announced its first large-scale plan to recruit 300 college graduates from universities in the United States and 25 graduates from the United Kingdom as part of an ongoing commitment to create a diversified, global workforce. In 2005 06, Infosys doubled the percentage of non-Indian employees, hiri ng more than 25 different nationalities (Karnataka, 2006). Infosys Technologies Ltd (Infosys) has been recognized amongst the top 16 Asian companies to be listed in the prestigious Most Admired Knowledge Enterprises (MAKE) study, 2009. Infosys has won the Asian MAKE award six times in the past and is one of the five Indian companies amongst the leading Asian corporations to have won the award this year (Infosys, 2010). Linking Corporate Strategy with HR Strategy Corporate Strategy HR Strategy Expand Geographically Creation of diverse workforce. The company has employees from 70 nationalities working across 90 countries. Providing best business solutions Employing the best quality human resources Vision To be a globally respected organisation that provides best of breed business solutions, leveraging technology, delivered by best in class people. The primary corporate strategy adopted by Infosys is globalization viz geographical diversification. It has very well linked this strategy to its HR strategy of creation of diverse workforce having over 91,000 employees from 70 nationalities working across 90 countries. Any company intending to be global mainly needs to focus on their  corporate culture.  Most companies have an ethno-centric  corporate culture.  Initially when Infosys was small, it had all its clients and employees in India.  All its executives were and still are of Indian ethnicity. Therefore its  corporate culture is mainly influenced by Indian culture. When newer development centres are opened in other countries, the Indian corporate culture un-intentionally permeates and tries to inspire the local culture. If these two cultures are totally opposite, the company finds it difficult to maintains its leadership as it might tend to hamper the manpower productivity. As suc h, ethno-centric  corporate culture  may restrain the aim of any company going global. Nevertheless, if it were to have executives at the top with different cultural background , this ethno-centric corporate culture can easily be managed and motivated to achieve the organisation goals. As such, Infosys needs to have multi-ethnic executives at its top level before it can concentrate on its ground-level multi-ethnic workforce.  That will have a long term and positive effect on the multi-cultural background workforce and help the organization in attaining a truly global nature.  That is the  only  way for Infosys or any other company to achieve globalization (IT Strategy, 2010).  Also, another corporate objective of Infosys is providing the best business solutions among all its competitors. In taking this strategy forward, the company being in a knowledge based industry, emphasizes on the quality of human resource. The company mostly recruits people with the best academic records, in other words the crà ¨me de la crà ¨me of the graduates. The major issues challenges faced by HR Manager are: Health Welfare, retirement, change management, compensation, Employee rewards, HR effectiveness measurement, HR technology selection implementation, industrial relations, Leadership development, Learning and development, Legal/Regulatory compliance, MA integration/restructuring, Organizational effectiveness, Outsourcing, Staffing: mobility of employees, Recruitment and availability of skilled local labour, retention and succession planning. Professor Ghoshals 3 P Approach (Ghoshal Bartlett, 1998) Todays leading companies are built around the three Ps of Purpose, Process and People. Leading from the forefront, men at the top have to inculcate organisational values amongst its workforce including the fact that the goal of the organisation is common and can be achieved only if was shared by all. It is utmost important that the complete workforce transpires to achieve this common goal by all doing their part/work to their best. As such the management has to actively and constantly thrive/work to continually self-motivate the work force and help them work to their potential while at the same time bringing it most clearly out in the open their own commitment towards achieving the common goal. In this process they help cultivate this feeling of self-importance amongst the work force. As Ghoshal states: You cannot have faith in people unless you take action to improve and develop them. He further emphasises that the achievement of the goals of a business entirely depends on t he skills and self-motivation of its manpower and to be able to achive such a situation, he further promotes the thought that organisations need to develop a new moral contract with their people. True for Infosys!! The attitude of management towards their employees is the key factor here. Here is a company that gives utmost importance to its work force who they believe are the main people and because of which the company is on its pre-planned course to achieving its goals. As its saying goes Powered by Intellect. Driven by Values is absolutely true for this company. In order to be able to achieve its pre-planned objectives and critical strategies, Infosys believes in deploying the right candidates with the right skills at the right time and place. The existing work force is taken into account before it takes any initiative/steps to overcome the possibilities of man power shortage in the near future and which might hamper its aim to achieving its goals. It also takes into consideration alternative ways of organizing jobs for example Production at its helm could be handled by temporary workers or allowing the regular work force to work for extended hours. As regards to the supply of employees, it takes into account the effect of various HR programs on employees joining the company. It then determines how well the existing programs are doing before forecasting the need of additional programs. Accurate forecasting also plays an important role as their might be big gap between current HR situation and desired HR situation. Various uncertain-factors including new competitors, changes in technology, changes in social, political and economic climate, unstable product demand, etc., and factors which promote stability including competitive position, slow developing technology and stable product demand also play a key role helping the company to forecast. Hiring Strategy Infosys recruits candidates who have had a consistent background in their ac ademic life-time. For more skilled jobs, the knowledge of the required skill is the preferred selection criteria. The written test normally encompasses simple puzzles from books of renowned writer like Shakuntala Devi. The main criteria is for average communication skills and of-course the proper knowledge of the English Language. The Equity Continuum (TWI Inc., 2010). Though Infosys has full faith in its current top leaders, it has inducted into its future leadership program a group of 400 people, who have been selected from all over the globe, which it believes and intends to train to take over the helm of the company in the near future. This is in tune with the companys multi-ethnic employees culture where the only factor of consideration is the individuals skill and aptitude. Its diverse workforce of over 91,000 employees from 70 nationalities working across 90 countries rationalises its score of 5 on the Equity continuum. Armstrong (2006) outlines that the rewards such as employee benefits and non financial compensation are given in accordance with the employees contribution to the firm , skill level and their market worth as dictated by current factors in the internal and /or external environment . Infosys was one of the first companies in India to introduce an Employee Stock Option Scheme. The company intr oduced the iRace (Infosys Role and Career) program under which only those professionals who have proved their set-skills over a period of time are eligible for further promotions (Infosys 2010). However there were a few employees (about 5% of the total workforce), who did not co-relate with the initiative because they felt that there would be disheartenment among the fellow team members if this criteria was to be strictly followed. Besides at Infosys a few staff was demoted from their existing positions. This was a cause of resentment amongst quite a few of the workforce. In order to make it more appealing to a wider section of workers, the policy of demotion should be removed or done in the rarest of cases. Sources of Recruitment Internal Sources External Sources Promotions Campus Recruitment Internal Notification Job Portals Transfers -Management Training/Internships Recall Schemes Forced Applications The main recruitment processes at Infosys include cam pus recruitment, internship programme advertisement on major job portals (monster.com, naukri.com and timesjobs.com) and internal recruitment. Besides, the company also goes in for temporary reinstatement of retired executives and staff that the company has already laid off. Every IT graduate aspires to be a part of the Infosys team and the company employs the best people in the industry. Needless to say, the recruitment process is very good. Selection and Induction To select mean to choose. Selection is the process of picking persons who have applicable credentials to fit into relevant jobs in an organisation. The central purpose is to select the right candidate with the requisite set of skills most appropriate for a job. To fulfil this requirement, the company takes into consideration the candidates age, qualifications, skills, experience, etc. so as to match the required skill-set with the profile of the candidate. The be-fitting candidate is then selected from amongst all the aspiring. How well an employee is matched to a job is very important because it is directly proportional to the amount and quality of an employees work. The selection methods generally adopted by Infosys are preliminary interview, ability test with special stress on English proficiency, general aptitude test and final interview. The general aptitude test is similar to the GMAT taken at most B-Schools the difficulty level of which is quite high thus ensuring that th e best talent in the industry is recruited. Thus the organisations selection methods are of quite high standard. The disadvantage of such a selection process however is that, at times a great deal of time is lost before the right candidate can be employed for the position besides being a costly affair on the companys part. Instead of such a time consuming procedure, the company can resort to employing people from competitors in similar positions. Induction refers to the process of familiarisation with the organisation and settling into the job. The selection process is only the beginning of the employee-employer relation the future of which solely depends on how satisfyingly . Labour obsolesce is highest among newer recruits and the required efficiency is reached only after the candidate has adjusted well into his role and to his work environment. Success Factor Scale (1 to 5) Review the positioning of the induction 4 Coverage of the induction programme 5 App oint a mentor 4 Plan the induction and involve and inform others 5 Prepare the work area 5 Introduce the recruit to the organisation and the department 5 Emphasize the importance of organization policies and procedures 5 The induction programme at Infosys covers general organizational induction training, technical and departmental induction training as well as managerial executive induction training (wherever applicable). It is thus quite extensive and covers everything that a new recruit should know. The employee who is to be appointed as mentor is informed in advance and a mail about the induction is circulated within the department where the new employees have been recruited. Often the selected new recruit is sent to DC or Development Centres for a period ranging from 3-6 months whereby he/she works on live projects. In the general organizational induction training, the employee is given a rigorous training as regards the organization policies and pr ocedures. There is a three-tier mentoring process at Infosys (The Hindu, 2010) Tier-1 of the Infosys Management Council, which consists of the companys board of directors, mentors Tier-2 leaders who in turn guide the Tier-3 group. About 45 executives are a part of the companys Tier-1 of the management council. And each of the leaders undergoes exhaustive and sustained training through the companys personal development programme PDP. Infosys training programmes are designed to enable company professionals enhance their skill sets in tune with their respective roles. The spirit of improvement, constant individual and professional growth is most apparent in how the company manages its physical, technology, or human resources. Projects such as the Infosys Leadership Institute are targeted continuous managerial growth and personal improvement. A multitude of technology advancement and other training programs provide training to employees in explicit areas of know-how, manage ment, leadership and communication skills. Employees can also pursue their interests in areas such as arts, culture, or sports. Besides having an, Art Gallery which displays art made by employees of Infosys, there are daily quizzes and regular music gatherings that keeps creativity alive at work. Inculcom hosts cultural programs for Infoscions. Apart from these, one can see food courts (offering Chinese, Indian, continental, etc). at Infosyss campus. Theres also a swimming pool, theres a library, internet access volley ball courts, tennis courts and the reason why all this has been done is the company believes in flexible work hours. InSync, an internal communication program focuses on keeping the Infoscion aware of the latest developments in the organization. Then there is the Toastmasters Club. It provides a platform for employees to develop communication and leadership skills. Such a relaxed atmosphere at work keeps the employees stress free and draws them more to work rather than being on leave. It also motivates them to perform better and with increased zeal and energy. However, too much of a relaxed attitude at work may lead to callousness and taking work also with the same easy going spirit. The founder of Infosys, Mr Narayan Murthy has a straightforward slogan for success keep your employees happy. He views that only those organizations can survive in the near future in which the work force shares a common goal with those of the organization (Express India, 2010). The company can do every possible thing under the sun to make its employees happy and flexible working is one such scheme. Especially for an employee who has kids or dependent parents to look after, such a scheme can ensure lifetime loyalty towards the organisation. However, this scheme is not free from disadvantages. For example a scheme such as work from home does not help cultivate the spirit of team work or working together as a team. Trainee employees are devoi d working alongside qualifies technicians. Providing equal opportunities is the fundamental part of the recruitment and selection process at Infosys. Applications are always encouraged from the under-represented groups of the society. Apart from a few solitude individual cases of labour lawsuits against the company where an India-born American citizen, is supposedly alleged that her bosses at  Infosyss  Fremont, California office discouraged her from taking day off on American holidays like Thanksgiving and Christmas and refrained from paying her extra for working on a holiday according to California law, the Infosys has been practically devoid of any claims of discrimination. It can be said that the recruitment and selection process is pretty robust. As regards the dismissal process, it is said that Infosys is a company where employees can easily think of retiring. To be more precise, dismissals at Infosys have only been heard of at the initial selection stag es and once an employee has gone through the induction process, dismissal is a very rare phenomenon.

The Universe Ways in which Galaxies Interact Among Each...

Within this cosmic pinball machine of a universe , there are many different types of interactions. Stars, gases, and dust all interact with one another . Dark matter halos and black holes also interact within galaxies. Even the Milky Way galaxy as stated by the Hubble Expansion of the Universe the universe is expanding at a steady rate, but as the universe expands it is not simply moving apart; many galaxies are, in fact, interacting with one another in a sort of cosmic pinball. There are many ways that galaxies interact with one another and some ways are better than others. A merger is one of the more violent of interactions, it occurs when two galaxies collide. They do not have the momentum to keep going and fall into one another eventually merging together completely ( Astronomy, 2009). The Antennae Galaxy is a swell example of a merger. The clash between the two has been extremely violent as stars have been ripped from their parent galaxy by the gravitational force of the other . The result is a long flowing arc of stars formed between the pair, creating long tidal tails that resemble antennae. Collisions are less violent than a merger .The major difference is that after a collision, the galaxies usually remain separate. Interactions are the least violent : the galaxies do not actually collide but instead simply become distorted or exchange gas and dust as a result of mutual gravitational attraction and through observation and theoretical evidenceShow MoreRelatedPhysics : Dark Matter, The Sun, Other Stars, And Galaxies1462 Words   |  6 PagesThe visible universe- including Earth, the sun, other stars, and galaxies is made of protons, neutrons, and electrons bundled together into atoms (National Geographic, 2012). Astronomers use the term ‘baryonic’ to refer to all objects made of normal atomic matter, essentially ignoring the presence of electrons (Swinburne University, 2015). 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An averageRead Moresociology4813 Words   |  20 Pagesespecially those which constitute the society of Hindu India.   the attributional approach to caste deals with its inherent qualities and features that identifies the whole caste system. hence every caste share these attributes as a part of their identity. attributional approach also tells us about the major features of the cates system and thus provides a analytical view relative to other forms of social stratification. as we know that caste system maintain hirarchiacal order that is each caste isRead MoreMultiverse4235 Words   |  17 Pagesfree encyclopedia For other uses, see Multiverse (disambiguation). 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Self Discipline Is A Classroom Management And Social /...

Overview of Conscious Discipline Conscious Discipline is a classroom management and social/emotional intelligence program designed to empower both teachers and students in their daily lives.The program was developed by Rebecca Bailey, Ph. D, who made it her mission to â€Å"find a better way† for teachers to handle students in their classrooms. According to Bailey, Conscious Discipline shifts â€Å"from a traditional compliance model of discipline to a relationship-based, community model,† (2011, page 11). Bailey explains, the â€Å"traditional model of discipline is founded on rules. The rules are upheld through consequences. The goal of the consequences is to obtain obedience. Those who are compliant are rewarded. Those who aren’t are punished†¦ Fear†¦show more content†¦Conscious Discipline is divided into four separate components, with each component building on one another to encourage â€Å"academic, social and emotional success,† in both teachers and students (Consc ious Discipline Brain State Model, n.d., para. 1). The framework for Conscious Discipline is the Brain State Model, which Bailey adapted from other theorists’ work such as Bruce Perry, Daniel Siegel, Allan Schore, Louis Cozolino, Joseph LeDoux, Paul MacLean, and Alexander Luria (Conscious Discipline Brain State Model, n.d., para. 1). The Brain State Model helps educators understand how the brain and the body work in producing certain behaviors. With this knowledge, educators can consciously manage their own emotions and behaviors, and teach students to do the same thing. Bailey states, â€Å"Research, as well as life experience, tells us our internal emotional states dictate behavior,† (CITE, paragraph). The Brain State Model divides the brain into three different emotional states: the survival state, the emotional state, and the executive state. In a survival state of mind, where a person feels threatened and unsafe, all their mind can focus on is whether to â€Å"flight, fight, or surrender.† Likewise, in an emotional mindset, where a person feels unconnected and unloved, the person isn’t able to focus on anything but their need for connection. â€Å"The executive state is the optimal state of problem-solving and learning,† (BRAIN

The Technological Life Cycle Free Essays

Today we swim in a sea of ever-changing technology that affects us as much as our thoughts and actions shape it. The technology we have chosen, either by the preferences of those who use it, or the agendas of those who own and benefit from it, has had its own influence on us from gross examples such as increased pollution, or a higher Western-style standard of living, to the way one person perceives another. Some people who resist using some, or even all technology; they are often called Luddites by those who embrace all things new; another type calls themselves Neo-Luddites, such as Kirkpatrick Sale. We will write a custom essay sample on The Technological Life Cycle or any similar topic only for you Order Now In his book Human scale, Sale describes the slow rotting of the stones of the Parthenon and other ancient monuments to civilization from the acid pollution developed by our present Industrial civilization and compares it to the slow disintegration our industrialized society has seemed to have undergone. He identifies effects of technology which have been harmful to the human condition and the environment, but seems to not quite â€Å"get it† about the Luddites: they were not fighting the machines themselves; they were struggling against powers of society that, for the past century, through enclosure and the abolishment of commonality [and the subsequent arisal of a class of people who lived by renting their labor: the working class] (Laslett, 195), had been seeking to disempower and disenfranchise the mass of people, and were now striking anew with the latest, and most powerful manifestation of their social policies, the Industrial Factory. The men of Nottinghamshire who died as Luddites were fighting a system, not a technology, a system whose intentions were not to cut costs and increase efficiency, but to increase the control of management (i. e. the control of the owners of capital) over labor. Technological developments are made by, and in the best interests of those who own those who own and benefit from technical innovations (Law, 195). The history of Industrial factory technology begins to appear as a collective fetish of the ruling classes for instruments of control. In American Industrial development, the direction of technological development since the Civil War has been driven by the largest customer of that Industry, the Military (Noble, 334), and the society that works in and uses the products of that Industry has been affected by that direction. But as to the woes of our civilization, â€Å"†¦ Technology is not the problem, nor is it the solution. The problem is political, moral, and cultural, as is the solution: a successful challenge to a system of domination which masquerades as progress. † Social power is needed to direct the resources necessary for technological innovation; so during the history of the Industrial Age, at the beginning, the machines were new, large, and expensive, so only those who controlled enough social power to bring about the machines could decide on what forms those machines came in– the wealthy, and the state, through the needs of the military. Less expensive and more efficient technologies were stifled by those in authority if they did not contribute to the goal of taking power away from the workers and placing it in the hands of management. In this century, the development of Numerically Controlled (N/C) machine tools was controlled by the emerging military-industrial complex, which spared no expense to implement a troublesome and complicated technology that was no better than the conventional methods, and inferior to the alternative Record/Playback automated machining (Noble, 146). The Boeing plant in Seattle even had special switches on the machines so the operators could signal the manager for permission to go to the bathroom! (Noble, 243) The engineers of the 1950’s announced the dawning of a Second Industrial Revolution- one that would finalize the subjugation of labor- but instead that Revolution has come full circle: we presently have come to a break-even point where the products of the Industrial Age are now its undoing; mass-production and the unprecedented ability of modern electronic communication. Mass production was intended partially to maximise the usefulness of expensive machines through continuous production, but also to discipline workers who had to attend to the rigors of working with a machine that never took breaks, never slowed down, and never stopped for a stray finger or hand. The reduction in the prices of many goods due to mass-production has enabled the average citizen to afford many amenities which would have been beyond his means a century ago- including capital goods, which more and more tend not to be heavy machinery, but relatively inexpensive electronic devices. The Information Age is just beginning, and the control of information is the control of power, power to direct the next step of technological development. Once, publishing required printing presses, copious amounts of paper, and the ability to distribute printed matter, and thus the wealthy controlled the written word. Now, anyone with a computer and an Internet connection can make a Web page accessable to millions of people around the world. Scientists use this ultra-efficient electronic journal to advance their research (Stix, 106), and now, the explosion of popularity in the net brings together people of all different beliefs and motivations into the discussion that shapes society. Political ideas once suppressed by newspaper chains and television networks now filter through the strands of the Internet. In this new society, anyone who is interesting enough can be a star (Browning). Luddites are not afraid to use new technology- somethings are better done by them (Martinez). Power looms had been around before Jacquard’s innovation; for even a Luddite saw that it took much of the effort out of the work, and he could produce far more than with a conventional loom- but those machines amplified and extended the skills of the operator, instead of replacing them with punched cards. The center of the struggle through the ages never was machines, it always was, and still is information- the control of information- that is, skills and knowledge. Slavery devalues the enslaved, and desensitizes the enslavers. Free labor cannot compete fairly against slaves; this has been a fact since the beginning of history, and it applies whether the slaves are human or machines. â€Å"†¦ Our discrimination against machines hurts us just as much as it hurts the machines that we confine, in a second-order way, to the mechanical margins of our human civilisation. † (Law, 17) We prefer to think of ourselves as special, exclusively posessing self-awareness and intentionality, but what justifies our prejudice? â€Å"†¦ What entitles us to attribute intentionality to non-machines in the first place? What makes our description of human intentionality other than metaphorical? † (Law, 91) We fear being dehumanised by being equated with machines, because our speciist biases tell us that the non-human is less than human, just as racism and sexism deny the humanity of those who are not like us- but we are in fact part machine ourselves! Our lives are a series of human/machine interactions, and each living half of society is dependent on the other. The machines are alive, and to deny that they When machines are not free, neither are men, and both suffer. As long as the controllers of the machines can reap profit from their labor, they will continue the fight to eliminate the wage-earning human worker, and as they push their human and mechanical robots to higher levels of production, their suffering will increase: for example, between 1940 and 1945, eleven times as many Americans were killed or injured in industrial accidents than in combat. In most factories, management requires production speeds that cause machines to break down more frequently, and prohibit proper repair of them when they do, causing them work less efficiently– so they are run faster, forcing human workers to keep up with them, increasing accident and equipment failure rates†¦ So long as the machines are enslaved, they, through no fault of their own, will be used to bludgeon the working class, and then cast aside as scrap. The time has come for human and machine robots to come together in common struggle for the rights of both. Machines have the right to fair compensation for labor rendered as production, for their proper maintenance and repair. It is the responsibility of those work most closely with, and operate the machines, to advocate their cause, to ensure the collection of just compensation, and to protect and maintain them in good mechanical health. We cannot wait for the grace of capitalists to give up their slaves; a revolution is called for- a revolution of capital from the state and the idle rich to those who actually work with it at a person-machine level. A naive faith in technology’s power to improve our lives through easier and less work has led organized labor in this country to the sorry state it is now in, while the increased profits and leisure time have mostly gone to a corporate elite. Waiting for technological deliverance at the mercy of the social powers that control technology is futile- labor must become proactive and strive to liberate themselves from the Industrial system by liberating the machines from their capitalist slave-drivers. A new social movement is needed, to spread awareness of the rights of machines as well as of men, and to help build a new class of capitalist/workers, who do not merely own their own means of production, but work together with machines towards a better future. 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How Anyone Can Develop Servant Leadership in His/ Her Life

Question: How you can develop servant leadership in your life. Answer: Introduction: A word servant leadership is basically a timeless concept which is coined by Robert K. Greenleaf in A Servant as Leader. This concept was focused in the year of 1970. This concept of servant leadership includes a style of leadership that is categorized and described by contemporary management aspects. A servant leadership generally leads by serving oars. Therefore, it can be said that a servant leadership includes a place of interest and require of air followers to relate with air own self-interests and requirements (McCann et al., 2014). A servant leadership predominantly focuses on a growth and a well-being of a people and communities to which they belong to. A servant leadership phenomenon includes a power that required by oars, primarily to help with a development of a people and to perform as efficiently as possible. A servant leadership is a typical philosophy that set propaganda on a leadership practices. A traditional leadership generally includes an accumulation of an exercise of a power producing of a top of a pyramid (Chan et al., 2014). Discussion: Focused characteristics of a servant leadership include an acknowledgment and a prospective of people. A democratic servant leadership has an outlined relationship with a Transformational leadership. Therefore, it can be said that a servant leadership is a problematic and a crucial factor comprising of a hierarchical, autocratic and a cultural measurement where managers and leaders are accepted to perform and generate all a decisions. A servant leader struggles to earn respect. It is generally highlighted with 5 levels of leadership, which may include a demonstration in a way ay perform air work. The factors which are included in becoming a good servant leader are: listening, empathy, healing, awareness, persuasion, conceptualization, foresight, stewardship, commitment to a growth of people, the building of a community, etc. (Liden et al., 2014). Listening: This includes compact attention by proving an efficient listening skill. This also includes the entire commitment that people should comprise with intentions and a prospective for maintaining a leadership relationship. Empathy: Servant leaders upgrade themselves to understand the intensions and prospective of different people. Before the needs of the people, a strong empathic move is included in approaching situations of their open mind (Lehman, 2016). Healing: This factor includes an emotional health and a wholeness of people, which involves a support in both ways, physically as well as mentally. This factor mostly highlights on knowledge and a support and resources, to make a location a healthy work place. It portrays a positive impact on people that required by customers to be served. Self-awareness: Self-awareness is an ability of self-estimation, which includes deep emotions and behavior. A self-estimation focuses on strengths, and weakness and surveying a feedback of an oar people on am. It also includes in controlling and managing emotions including different actions and behavior that might affects others. Persuasion: A leaders of servants use this factor called persuasion. It encourages people to take actions it also helps in building consciousness of a group of people. At a time when an expert prevails to perceive as an expert who eventually inspire them. Conceptualization: It includes characteristics of ability to "dream the great dream", which generally includes an organizational strategies. It also includes a creation of mission and vision of a statement. Foresight: Foresight is a phenomenon of describing a future on some experiences of past. Stewardship: It includes taking responsibility for actions and performance of a respective team. Its main focus is to manipulate the role of the team members that plays significantly in an organization (Schwepker et al., 2015). Commitment to a growth of people: A servant leader is committed towards the personal and professional development of the members of the organization. Building of a community: This is the last characteristic which portrays a way to become a good servant leader. It encourages a person to take responsibilities for different works. It also reminds of a contribution and success including overall objectives of the respective organization (Parris et al., 2013). A servant leader eventually consumes a role as servant, which is taken to an extreme level. This may be the definition as "a servant leader, who would meet you at your car, opens a door for you, and welcomes you to your office. It also includes, serving the coffee in a middle of a day. In other hands, he might assist you to a project, or someone to grunt a work with, and you need to sit back in a relax note with a strong support of a servant leader, waiting for you at your service (Panaccio et al., 2015). The best way to understand and think the concept of the servant leaders is efficiently is seen in the posts of the famous historical leaders that fit the model. The easiest example may include Jesus Christ, which is described as the four gospels of the holy Christian religion. On contrary another figure matches with the prototype, is the Dalai Lama, respectively. Richard Murphy is another powerful example of servant leadership for all the social entrepreneurs, innovators as well as the leaders (Brar et al., 2014). It is the only time for the success of the servant leader when the people barely know he exists. Richard Murphy created the youth services in the 1990s, and had hired a youth map out their neighborhoods and created opportunities to the people (Brar et al., 2014). Conclusion: Therefore, it may be concluded that servant leadership is a process and phenomenon of a servant leader to think and lead with others in their mind. A servant leadership also motivates people to make service to other people. The servant leadership is the entire process which cultivates a culture of trust and helps people with life issues. It is important to offer different opportunities for the personal development before the job. Therefore, it serves as a motivational and trust-worthy communicative process of a servant leader, to produce efficient and successful work. References: Brar, M. A. S., Variava, M. F., Brar, M. S. S. (2014). LEADERSHIP ANALYSIS.INTERNATIONAL JOURNAL OF RESEARCH IN MANAGEMENT SOCIAL SCIENCE,2(2), 161. CH Chan, S., Mak, W. M. (2014). The impact of servant leadership and subordinates' organizational tenure on trust in leader and attitudes.Personnel Review,43(2), 272-287. Liden, R. C., Wayne, S. J., Liao, C., Meuser, J. D. (2014). Servant leadership and serving culture: Influence on individual and unit performance.Academy of Management Journal,57(5), 1434-1452. McCann, J. T., Graves, D., Cox, L. (2014). Servant leadership, employee satisfaction, and organizational performance in rural community hospitals.International Journal of Business and Management,9(10), 28. Panaccio, A., Donia, M., Saint-Michel, S., Liden, R. C. (2015). 16. Servant leadership and wellbeing.Flourishing in Life, Work and Careers: Individual Wellbeing and Career Experiences, 334. Parris, D. L., Peachey, J. W. (2013). A systematic literature review of servant leadership theory in organizational contexts.Journal of business ethics,113(3), 377-393. Schwepker, C. H., Schultz, R. J. (2015). Influence of the ethical servant leader and ethical climate on customer value enhancing sales performance.Journal of Personal Selling Sales Management,35(2), 93-107. Lehman, D. (2016). A Case Study Describing How Servant Leadership Attributes Impact Superintendent Longevity and Leadership Styles (Doctoral dissertation).

Sustainable Business Practices Report for Kmart Corporation Company

Question: Discuss about the Sustainable Business Practices Report for Kmart Corporation Company. Answer: Introduction An organization sustainable business development usually involves the application of sustainability principles to a company or organization business operations. A sustainable business, therefore, is any company or organization that participates in environmentally friendly or green activities with the aim of ensuring that all the business processes, products, and manufacturing activities adequately address the current environmental concerns (Goralski Luoma, 2016). Sustainability in most cases can be seen in three different categories including ecological sustainability, social sustainability, and sustained economic growth. Sustainable business movements have been developed as a major component of the broader movement towards greater corporate social responsibility. Eco-efficiency is a term used in understanding sustainability in business organizations and has been used to describe an organizational goal with respect to the environment. This concept of eco-efficiency is therefore achi eved by companies or organizations by delivery of competitively priced goods and services that satisfy human needs and bring quality of life while on the other hand reducing the possible ecological impacts and resource intensity through the business life cycle to make them become in line with the earth estimated carrying capacity (Painter-Morland et al. 2016). This report, therefore, seeks to provide an understanding of the overview of Kmart Corporation Company in New Zealand in terms of its sustainability practices and the available sustainability concepts and models in the current corporate world. Overview of the Kmart Corporation Company The Kmart Corporation Company has been largely recognized as the best shopping company in New Zealand. The company was established in 1899 as a joint venture between G.J Coles and S.S. Kresge Company and runs over 240 grocery and shopping stores across the Australia and 20 stores in New Zealand. The company has been striving towards sustainable operations an idea that has formed a big part of the organization thinking ((Schuler et al. 2017). The company has a nationwide network of supermarkets, four distribution centers, three processing plants and to support offices and therefore the goal of the company towards sustainability has been reducing environmental impact during the process of business growth and this initiative has meant concerted efforts across all areas of the business. The company introduced more energy by reducing electricity consumption and green house emission and aims to increase this effort to see a 30 percent reduction by the year 2020. The company has therefore w on the 2015 Energy Star Partner Award of the year for their work in increasing energy efficiency and reducing carbon emissions (Farias Farias, 2016). However, the company has great opportunities for even improving their business sustainability and achieves business growth as well. Kmart Corporation Company Sustainable Practices Increase in Energy savings and Carbon Emission goal One of the sustainable practices that the company has been practicing has been through the Carbon emission reduction and energy savings goal. The Energy Star Awardin which the company won in 2015 or was recognized for seeks to recognize the outstanding contributions made by various individuals, organizations, businesses and communities to protect and enhance New Zealand environment (Kortmann Piller, 2016). The company was therefore awarded due to its efforts in reducing carbon emissions despite the increase in the company production activities as well as sales. This reduction as mentioned earlier was achieved through an energymanagement focus to drive operational excellence the introduction of energy efficient systems in the market. This move has seen the company work towards increased resource productivity. This refers to getting more goods or services from less material or energy or energy. The company had been relying on the traditional green business of recycling and waste manag ement. The method of increased resource productivity helps the company save money because the less the energy and materials used, the lower their operating cost (Nambiar Chitty, 2014). Waste reduction, diversion and management Waste from the company business operations can be problematic in several ways. In most cases, waste disposal has been said to be very costly to the business while some of the waste materials are hazardous if an industrial process is wasteful by extension it also means that the company input costs will equally be high (Pryshlakivsky Searcy, 2017). The company has therefore committed itself to a waste diversion goal of 75 percent. It has also established remanufacturing strategy in which the remanufacturing is said to be the process whereby several businesses are using the technique to reduce wastemanagement and obtain more productivity from what they produce. Therefore waste reduction in the company through efficient material use and wastemanagement has helped the company or their business practices become more sustainable (Sacco et al. 2014). Recycling waste materials or products Recycling has been one of the outstanding sustainability practices conducted by Kmart Corporation Company. The company has been recycling a variety of material used throughout the company operations (Herremans et al. 2016). The company recycling cardboard as well as their plastic wrap has increased over the years by 4 percent to around 152 000 tonnes of wastes which shows that the company recycling tonnage is currently at 26 percent as provided in a report of 2015 by the company and has also developed. The company is also developing more sustainable and suitable packaging options for their products. Due to this fact, the company in 2015 introduced new recyclable plastic containers which can be used by their shoppers in all their stores (Yadava Sinha, 2016). The developed packaging trays are made from food-grade recycled PET commonly referred to as RPET (recycled polyethylene terephthalate). Therefore the companys continued efforts to improve its recycling capacity have led to the de velopment of sustainable business by the company. Reduction in use of plastic bags Plastic bags have been one of the most pollutants of the environment and have been hindering the development of sustainable business practices. Kmart Corporation Company has therefore developed a strong stack record on taking action on plastic in a way that works for the company customers and also minimize the impact on the environment (Rego et al. 2017). The company through the corporate responsibility and sustainability report has increased its efforts by continuously working towards social and environmental sustainability by encouraging their customers to reduce the use of plastic bags by bringing their own reusable bags or purchasing reusable bags in the company store. The company has reported an increase of 130 percent on the sale of reusable bags which shows that their customers are choosing to use less plastic bags. The company has also developed some soft plastic recycling bags which are available in 130 of the company 184 stores in New Zealand. The implementation of ISO 14001 By Kmart Corporation Company The management of the company has decided to implement ISO standards in their bid to improve on their business sustainability practices. ISO 14001 are the internationally standards that have been set and agreed upon as requirements for an effective environmental management system(Rajput Jhawar, 2015). These standards are designed to help improve the organizational environmental sustainable practices or management through facilitating a more efficient use of resources and waste reduction which enables the organizations to gain a competitive advantage over her competitors and gain the trust of their stakeholders. The ISO 14001 standards are considered to be suitable for all organizations and require the organization to consider all environmental issues relevant to its operations. Kmart Corporation Company had been engaging in sustainability mechanisms which were not certified such as through their company recycling policies and waste management policies. These were only instituted company policies and were not in accordance with the international sustainability and environmental management standards(Haffar Searcy, 2017. The company practices of carbon reduction efforts as well energy consumption reduction mechanisms as well the most effective company sustainable practice of waste diversion all were certified and therefore the practices could not be measured and compared with other those of other international companies in which they could have helped the company gain a competitive advantage and even receive more awards. Therefore the practices of waste management, reduction of carbon emission as well as the energy consumption were great ideas of business sustainability however they were against the standards of the ISO 14001 as the practices were not certifi ed and had no basis or standards of measurements which could have been used to determine the organization compliance with the current statutory and regulatory requirements (Sacco et al., 2014). Suitable practices based on models of sustainability Transition to renewable energy by the company One of the greatest and most hazardous elements of environmental degradation is the emission of carbon from fossil fuel. The effects don not only affect the business growth but also bear significant impact on the environment and the people living in it (Bradshaw Zwick, 2016). Therefore there has been a growing need for businesses in the modern corporate world to transition to the use of renewable energy due to the inability of the current energy supply to meet the increasing business demands and also due to the fact that the world has begun to experience the end of the fossil fuel era. Many businesses including the Kmart Corporation Company can respond to this effect by reducing their dependence on fossil fuel and increased the use of solar energy, wind and any other renewable source of energy that will be environmentally conscious and friendly. The extended producer responsibility sustainability initiative There have been profound changes in the corporate world and our case study company has not been left behind on how businesses provide goods and services through the current extension of the producer responsibility beyond the sale of the product (Marques, 2017). This has helped the company improve on their product production decisions as they look into the future impact of the manufactured product. The extended producer responsibility has helped the company therefore to become much more interested in the design of their goods because once the useful life of the good is over, the goods come back to the producer and therefore increases the producer interest in designing goods that are either biodegradable or recyclable and hence promote sustainability and business growth. This has influenced the company in designing special packaging trays for certain products which then come back and are recycled for other uses in the company and has resulted in improved waste management and business s ustainability (Borland et al. 2016). Accountability for the environment Business organizations and companies are been called to be accountable for their practices towards the environment. This is because sustainable business development is one aspect of the growing interest in the corporate social responsibility (Rajput Jhawar, 2015). The company can, therefore, develop its unique triple bottom line or supplementary environmental report formats which includes or covers the financial, environmental and social performance of a business. Such reporting framework help in environmental and sustainability assessment of a business and therefore it establishes important explicit standards of performance measurements which can be through a single business entity or through an agreement with different businesses to use specific standards in measuring business sustainability. However future actions are needed to attain sustainable business development in the company towards a sustainable economy (Shank Shockey, 2016). The company has however obtained green certifi cation through engaging in green programs which aim at creating sustainable businesses and platforms for economic growth. The green certification is an important step in moving to a more sustainable economy. However vigorous standards are needed with respect to sustainable ecological scale. The certification standards need to become the culture or the norm of the company either through the established legislation or through a social or market incentives. Maori perspective of sustainability The Maori perspective is a myth used to explain the relationship between people and their surrounding environments. The ideology behind his school of thought is that environmental resources should be conserved as they act as gifts or treasures for the current and future generations (Yang Lin, (2014). He argues that it is important for the Maori leaders of tomorrow to be aware of their unique relationships with the environment and of the ways in which the long-term sustainability of the environment, society, the economy as well as cultural values. In his perspective the conservation and protection which is a culturally sustainable management mechanism he argues that conserving and protecting the natural environment promotes community awareness of inherent values within the environment. He is also of the view that everything in the world is connected to sea, land, and air whereby the relationships between people and the environment are all part of this larger whole and argues that a h ealthy environment equally translates to a healthy people (Thomas, 2016). In an example, mauri provides that a positive relationship between humans and a river would be evidenced by human land management practices that enable the river to maintain and enhance its mauri which would result in its life generating capacities being maintained (GoralskiLuoma, 2016). The mauri people are also maintained through the provision of food and other resources to the humans from the river. Through maintaining the mauri the river, the mana and dignity of the river are seen to be maintained as well as that of the people. Such analogy of perspective is therefore very important to understanding the relationship between the environment, business activities and even human and therefore the relationship existing between the people and the environment is ensuring sustainability of business practices (Frauman, 2017). The company can, therefore, imply this perspective with the understanding that when one goal either of sustainable environment it translates to equal goals in the gr owth of the business. Critical analysis of strengths, weaknesses, opportunities, and threats of the sustainable practices used by Kmart Corporation Strengths- the use of the carbon foot goal strategy of ensuring sustainable business practices ensures that the company can control all the carbon emissions from the business and therefore promotes the growth of a carbon-free environment which improves not only the economic life but the social lives of people. The reduction in the use of plastic bags helps in maintaining a conducive environment and provides a platform for innovation for the company to come up with reusable bags (Frauman, 2017). The reusable bags help in reducing costs to consumers of certain products and helps the businesses generate more revenue through sales hence growth. Through waste management, the company can reduce costs due to remanufacturing of products as the output of one process can be used as material in another process. When the company also transitions to use of renewable energy the company can reduce the effects of fossil fuel to the environment which are hazardous to human life. Weaknesses the sustainability practices adopted by the company, however, have major weaknesses in that the implementation of the carbon emission reduction goal as well as the production of reusable bags and transitioning to use of renewable energy may bring additional cost effects to the company. This will, in turn, affect the financial growth of the company yet for sustainability in business practices the company should make sure that the triple bottom line of the business is achieved which seeks to address the financial, environmental and social sustainability. Opportunities- the development of sustainability initiatives in the company presents more opportunities for business growth through improved business social responsibility which improves the business corporate image. It also provides the company to become more innovative in coming up with sustainability mechanisms such as the development of the reusable bags or the soft plastic bags which are used for packaging some products like the summer fruits such innovations help the company to grow in terms of being a problem solver through the provision of effective solutions. The opportunities open up the business and therefore create an avenue for business growth. Threats the company strives to achieve sustainability in its operations may also encounter threats resulting from different bodies in the society. Some of these threats may include the government legislation rules and taxes governing the environmental policies. There may be a restriction on development of soft plastic bags by the government or even total ban of the use fossil fuel which the company is still using and therefore may encounter the risk of adopting renewable energy which may increase their financial costs. Transition to renewable sources due to the increasing demand and the shortage of supply of the renewable sources of may affect the growth strategy of the company as well as its ability to meet the demands and expectations of their customers. Recommendations The Kmart Corporation Company has been doing great in the development of sustainable business practices. However, other than the usual tradition green practices of recycling and waste management through waste diversion it should seek to develop other mechanisms which will help the company achieve its objective been truly sustainable (Cranmer, 2015). The recommended initiatives include the discussed suitable sustainability practices such as the transition to renewable energy in their production and operational activities, it is also important to extend the company producer responsibility, adopt the being green buy green strategy as well as being accountable to the environment. These together with the existing strategies and initiatives can help the company achieve its sustainability goals. Conclusion The development of business sustainability is therefore very important in ensuring that the business growth and meets its environmental as well as social obligations. The growth motive where business would only focus on their profitability is outdated and the in the modern corporate world where competition has become the order of the day businesses need to develop effective sustainable practices to create that unique feature of the business that will help them retain their customers and grow confident with their stakeholders (Zeidan et al. 2015). Businesses, however, need to get over the traditional sustainability practices of recycling and waste management to more innovative practices which will bring value creation to the company as well to their clients and the society at large (Haffar Searcy, 2017). It is therefore important or the business organizations to make sustainable development as their key policies in their organizations and lay down an effective framework to implement t he strategies and initiatives. References Borland, H. h., Ambrosini, V. v., Lindgreen, A. l., Vanhamme, J. j. 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