Technology And Its Effect On Digital Books - 999 Words

Innovation today like never before has a problematic effect on distributed. The Internet, imprinting on-interest and the digital book are the principle drivers of progress, affecting all parts of the distributed quality chain—from the way books are distributed. writers can be found easy by the customers without needing to a third party, conveyed (electronic commercial centers), sold e-tailers and read (digital books). The walk toward computerized books didn t begin with digital books customers. the Internet, which is the basic reason for electronic books that clients could download from different sources and read on their PCs. Early digital book customers, for example, Franklin s E-Bookman, rushed the computerized step, yet it was the†¦show more content†¦Offers of hardcover and soft cover book deals, in the interim, had dropped about 20 percent in that time. For the year, the AAP said in a report, digital book deals rose 117 percent. In printed books, mass-market sof t cover deals took the biggest hit, falling almost 36 percent. Hardcover deals were down 17.5 percent and exchange soft cover deals fell 15.6 percent. In December 2011 alone, digital book deals rose 72 percent. The AAP anticipated solid deals in the initial couple of months of 2012. As the cost of the Kindle, iPad and different tablets and digital book customers decrease, more individuals will buy these electronics and swim in the digital book space. As individuals purchase more e-books and read free e-books they download, they will probably buy less printed books. Hypothesis has emerged that Amazon will one day offer its Kindle, whose most modest model in 2012 was $79, for nothing, profiting exclusively on substance for the gadget. While Apple profits on offers of equipment, for example, its iPad, iPhone and Macintosh PCs, Amazon is more reliant on offers of substance. Actually, in May 2011, Amazon reported its advanced deals surpassed its print deals. As daily papers needed to swi ng to the Internet to guarantee survival, book distributers are discovering their way through the advanced age. As per an April 2012 story in the Wall Street Journal, Penguin hopes to discharge 50 upgraded e-books this year subsequent to

Sustainability At The Frontline Of Business Essay

The whole meaning of the book Embedded Sustainability: The Next Big Competitive Advantage is to learn about the incorporation of well-being, social importance, and ecological in the essential of business activities with no compromise in price or quality. The book shows readers that embedded sustainability allows companies to have a better turn out for a smarter way of producing products. It also allows companies to maintain a higher return for investors by reacting with new market strategies of lowering resources and raising customer expectations. In part one the authors begin with sustainability at the frontline of business. Chapter one starts off by reshaping business reality with three distinct trends: declining resources, radical transparency, and increasing expectations. These three trends â€Å"are redefining the way business is creating value†. Their example of declining resources is the decline of total number of fish declining throughout the years from overfishing or of a rapid decline of natural resources all together. The primary factors that are causing the rapid decline of our natural resources include customers, capital and competition, also known as the three C’s. Radical transparency helps to reshape a business by the power of numbers, the magic of low-cost communication, the ending of us-versus-them, and connecting cultures. Also an increasing number of innovative businesses and NGOs using social media to create change. And last of the trends is increasingShow MoreRelatedBeef Industry : A Radical Transformation1024 Words   |  5 Pagesfree range beef and mass produced beef, it is evident what side of the fence people stand on with their preference of beef. It is only within the last few decades or so that the beef industry has undergone a radical transformation. 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Human Resource Management Harley Medical Center

Question: Discuss about the Human Resource Management for Harley Medical Center. Answer: Introduction This assignment is based on the subject of Human Resource Management. The central focus of the study is on the case study of Harley Medical Center, which agreed to settle the EEOC race discrimination case. During this assignment, the answers have been provided for different questions and it has been tried to get an in-depth knowledge on the non-discrimination policies at a workplace. 1: In the case of Harley Medical Center, it has been identified that many people has complained that the African-American nurses do not provide proper care to their new born babies. In order to satisfy the family members of the patients or parents of the new born babies, the medical center tried to not assign the African-American nurses in the care of the white people. However, this has caused the violation of Civil Rights Act 1964. The balance between the patients rights and preferences and employee non-discrimination laws and policies has been made by providing training to the management and other level employees. At the same time, making the patients aware that customers or patients preferences regarding the employees are violating the law and so the medical center will not tolerate this. No staff choice will be tolerated further (Eeoc.gov, 2016). 2: As per the Harley Medical Center case, the CEO of the hospital Melany Gavulic made an agreement with EEOC in order to remove staff discrimination and provide more safety to the employees. In order to do that, the CEO denied granting the request of the patients family member regarding the change of nurse for the patient. The hospital authority understood that if they prioritize the patients preference regarding the selection of staff, then the employees safety will be at risk. Due to this, the hospital authority decided to focus on the laws and policies of employment non-discrimination, so that the employee safety can be improved (Eeoc.gov, 2016). 3: Title VII of Civil Right Act 1964 has been violated because as per this particular law, the organization should not influence or accept employment non-discrimination within the workplace. In this law, it has been strictly instructed that the discrimination against any person based on colour, religion, race or gender is illegal (Eeoc.gov, 2016). 4: The management at Hurley Medical Center settled both the EEOC charges and the lawsuit because as per the Title VII of Civil Right Act 1964, participation in the employment discrimination lawsuit is illegal. Therefore, if the organization did not settle down the lawsuit then that could raise controversies and legal steps could be taken by the government. Therefore, the reputation of the organization could be highly affected (Thompson Kasarda, 2015). At the same time, the employees, who were the victim of this discrimination, could raise their voice against the organization. Hence, the management thought that settling down the EEOC charges and the lawsuit is better for the organization. 5: In order to manage the situation at Hurley Medical Center, there are two OD interventions that would be very effective and the OD interventions are Diagnostic activity and Process consultation. Diagnostic activity would have been effective because in this particular OD intervention provides the remedies after conducting detained analysis. At first, the information about the organizations activity is collected and then observation is done and meetings are arranged with the subordinates. This helps to create better communication system among the employees. Based on the collected information action plan is taken (Rothstein, 2015). Hence, the action place would have been very effective for managing the situation at Hurley. Process consultation is another effective OD intervention because in process consultation, an OD consultant is invited to assist the management level employees to understand and act on the events that are in process within the organization. In this particular OD intervention, the observation is done on the leadership style, communication technique and decision-making process and with the help of the observation, the consultant assists the employees or managers. Therefore, if the management of Hurley would have taken this OD intervention, then the problem of Hurley could be manage properly. 6: Yes, this particular employment discrimination case represents that the organization that is Hurley Medical Center is failure in maintaining a successful cultural diversity and proficiency. This is because the employee discrimination clearly states that there is no equal space for each employee and each culture and so the proficiency in the work of the employees is affected by discrimination (Usatoday.com, 2016). 7: If the tattoo had not been visible then the situation might be different for sometimes. However, in long run the problems would occurred because the employment discrimination was still there and the safety of the employees was at risk. 8: This case has received the national attention because the law and policies have been violated. At the same time, the employment-discrimination showed disrespect to the culture of a large portion of the people in the country, who was affected or victim of this type of activities. At the same time, employment discrimination was unethical (Heckman Verkerke, 2015). Moreover, the organization that is Hurley Medical Center was one of the top most medical centers in the country and employment discrimination in such type of medical center caught the national attention. 9: Employment discrimination can never be allowed in any organization. The employment discrimination case can never create a positive reaction and so the outcome is always negative. However, the organization must have taken some strategies beforehand in order to protect the organization from such type of case. 10: In order to handle the situation of employment discrimination different steps need to be followed. The steps are as under: The step that needs to be taken in the very beginning is elimination of the system of hierarchical decision-making. In order to create a positive and friendly working environment, it is very important to involve the employees apart from the managers in the process of decision making (Thompson Kasarda, 2015). The second step is emphasizing on group work. If the focus is made on the group, then no customer or patient can influence or select any particular employee for availing the service. In the third step, the organization must try to build trust amount the employees. High level of trust among the employees can create team bonding and protect the organization from negative external influences. The fourth step is removing the unnecessary competition between the employees. High level competition generates or influences the employee discrimination. The employees, who are stronger, try to dominate the weak employees. Hence, high level competition needs to be removed (Rothstein, 2015). The fifth step is providing sensitive training. Training is very important to make the employees aware of their duties and required behavior within the organization. In the sixth step, the organization needs to take strategic interventions. Strategic intervention helps to create better relationship with the external environment. Therefore, employee discrimination can be stopped. Conclusion In this study, it has been identified that the employment discrimination at Hurley Medical Center violated the Title VII of Civil Rights Act 1964. Due to this, the management of the organization took needful steps so that any kind of controversy can be avoided. At the same time, the management of the organization has also settled down the EEOC charges and the lawsuit. However, there are some other steps that the management of the organization could have taken in order to manage the negative impact of the situation. Reference list: Eeoc.gov. (2016). Eeoc.gov. Retrieved 17 August 2016, from https://www.eeoc.gov Eeoc.gov. (2016). Eeoc.gov. Retrieved 17 August 2016, from https://www.eeoc.gov/laws/statutes/ Heckman, J. J., Verkerke, J. H. (2015). Racial Disparity and Employment Discrimination Law: An Economic Perspective.Yale Law Policy Review,8(2), 6. Rothstein, M. A. (2015). Innovations of the Americans with Disabilities Act: confronting disability discrimination in employment.JAMA,313(22), 2221-2222. Thompson, J. P., Kasarda, R. W. (2015). At Fifty, Title VII Needs a Facelift: Two Reforms that Would Ensure Title VII Works to Prohibit All Racial Discrimination in Employment.JCR Econ. Dev.,28, 257. Usatoday.com. (2016). USA TODAY. Retrieved 7 August 2016, from https://www.usatoday.com/