This is a oral presentation about Excessive Gambling

EXCESSIVE GAMBLING in Australia Good morning/ afternoon Pastor xxx and fellow classmates. Today I would like to talk to you about the topic- excessive gambling. During my talk, I will be covering the following areas: 1.What is gambling? 2.What is excessive gambling? 3.Reasons for excessive gambling + statistics on excessive gambling in Australia. 4.The problems of excessive gambling. 5.How to stop excessive gambling 6.Opinions on gambling from different point of views. To my first point, what is gambling? Now days, gambling is a rapidly growing industry. The term gambling is defined in the dictionary as- to play a game in which a person can risk losing something, especially money. Some forms of gambling include; lotteries,†¦show more content†¦If gamblers are finding it hard to stick to their own limits, it is much easier to quit so they will not be tempted again in the future. Gamblers can abstain themselves by avoiding all forms of gambling and related activities. Another effective way is to take the option to be voluntarily banned or excluded from casinos and other gambling venues. An excessive gambler who does not want to totally quit gambling can choose the option of controlled gambling. These gamblers can refer to services alike Gambling Anonymous which can help the gamblers plan their money wisely. Gamblers can even help themselves by recording their personal behaviour that helps them keeps track of all wins and losses. If all this procedures are taken, gamblers will have a greater chance to control their use of money, or even better, to completely remove gambling from their lifestyles. Although the Bible does not state much about gambling, there are a few verses that describe the greed and evil of people who want to get rich. In 1 Timothy 6:9-10 it says, People who want to get rich fall into temptation and a trap and into many foolish and harmful desires that plunge men into ruin and destruction. For the love of money is a root of all kinds of evil. These verses tell of how money can be bad when people are too eager and do bad things in order to obtain it. My view of gambling is that, also it can be fun for some people, we all need to consider about how we spend our money and mostShow MoreRelatedDisciplinary Procedure and Its Effects on Employees8677 Words   |  35 Pagesaddressed consistently to be successful. IV. Follow up / feedback, disciplinary procedures must provide employees feedback on their progress when asked to correct and issue managers need to address and follow up on. 1. STATEMENT OF THE PROBLEM In this research study it is noted that various organizations have their own codes of conduct and ethics intended to establish standards of ethical conduct of employees and to be applied consistently with the organizational requirements. 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Civil War Reconstruction Success or Failure Essay

STUDENT TEACHER AP US History 06 January 2006 Reconstruction: Failure The Civil war was possibly the greatest tragedy that this country had ever faced. Years of constant arguing, compromises and cynical ideas about slavery pushed this so called United Nation into an atrocious collision between the Northern abolitionists and the Southern proslavery farmers and plantation owners. The nation suffered enormous losses economically and went into a downward spiral. The reconstruction period began with many leaders stepping up to try and fix this crippled country, but it didnt turn out like everyone hoped. Slavery was still the largest issue and the reconstruction halted because of the disagreements the people faced. After many years of†¦show more content†¦After the tragedy of Lincolns death, Vice President Andrew Johnson stepped up into the presidential position and started his own plans for reconstruction; his too, would turn out to be a failure. He supported hardcore Democratic principles and restoring Southern power. He br ought in the remaining states back into the constitution. He divided the power of planters and restricted there voting He created the idea of blanket pardons which allowed Southern states that had abolished slavery and repealed their articles of secession to re-assume their powers of government and elect representatives to the Congress. This all backfired because while the south was happy and the Blacks werent voting under Johnson, the Radical Republicans were angered and more conflict was started. The whole idea of everyone being happy wasnt working at all with anyone. Johnson was the second to go, being the first impeached president ever. The third plan to come out was that of the Congress. They were more about punishing the south for what they did and giving black equal rights. Their plan was a failure because they created two major acts that were never passed. 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How Would You Advise Your Management Staff to Successfully Free Essays

ow How would you advise your management staff to successfully manage this large scale change of the organization? I would enlighten them that managing organizational change can be for the better or worst sometimes. Many organizations create a partnership to build a centralize complex to recognize the organization differences. When change is implemented a formal strategy need to be put in place, This will allow the organization to identify the impact of forthcoming changes and make organizational or functional changes to ensure service levels are not reduced. We will write a custom essay sample on How Would You Advise Your Management Staff to Successfully? or any similar topic only for you Order Now Change management entails thoughtful planning and sensitive implementation, and above all, consultation with, and involvement of, the people affected by the changes. If you force change on people normally problems arise. Change must be realistic, achievable and measurable. When first starting to prepare for this change Senior MGMT thought-out; what do we want to achieve with this change, why, and how will we know that the change has been achieved? Who is affected by this change, and how will they react to it? How much of this change can we achieve ourselves, and what parts of the change do we need help with? These aspects also relate strongly to the management of personal as well as organizational change. I think that it’s important for my staff to know the benefits of partnering with the other organization, with there funds and our resources we can build a stronger organization, which can aid, finance, and help our growing organization in a given industry that will grow rapidly without having to create another business entity. Senior MGMT of both organizations has discussed best practices and the issues that are the perceived potential benefits behind the merger openly and frankly. EX. ) If organization A’s strength is sales and they are absorbing organization B in part because of B’s distribution capabilities, make sure A’s distribution people know to listen to B’s distribution people and B’s sales force understands the opportunity to learn from A’s. My plans are to express to them that the changes will be better for the organization and make us more successful. So I will focus on trying to sell the benefits of the changes and then get staff to participate so they feel as if they are a part of the changes. When people contribute to changes that affect them they are more adapted to accept them. I would express that we have the full support of senior management so things will move rapidly. I plan to emphasize a team-oriented approach in providing the right mix of strategic guidance, hands-on leadership and deep industry domain expertise in helping the individuals and their teams to become market-leading organizations. 1. What are the organizational crisis issues that need to be addressed? One of the problems mention is that the staff in the different areas is using stove piped systems. That makes it harder for an organization to be efficient which is why the new partner is suggesting creating the new system. To eliminate the concerns of staff that the new partner doesn’t understand their business, they should be made part of the team that works on the requirements for the new system. That way they can make sure it will support the way we do business and meet their needs at the same time. Each function is important to the success of a merger. Consider the way a merger will affect the other organization and then use those lessons to minimize the same effects of our organization. Another problem is that employees are worried about whether there jobs are changing and weather they will have the skills need to work on the new system. If employees are fully involved with the new implementation then have the skills to work with the new systems will be a given, when the organizations partner training and workshops we be apart of the reconciling. Recognize the pros and cons of the organizations becoming partner: Pros: ? More resource for future growth ? Take advantage of economic of scale Cons: ? Might loss competitive advantages Might bear the risk of not successfully integrate A rational decision making model provides a structured and sequenced approach to decision making. Using such an approach can help to ensure discipline and consistency is built into your decision making process. The fact that the Bill Gates foundation wants to change the culture of the organization because of the $20 Million dollar donation can cause a lot of conflict and have the employees w ho have created and build the old organization think that what was built is not effective enough to keep the organizationB functioning. If senior management takes to long to make timely decisions then the organization can’t really move forward and manufacture like a top organization. When the problems are identified use the employees to create a new way of functioning, identify the most probable causes for the current system and improbable causes and use those results to work with the other organization to build your new effective system. Some potential problems that organization should be aware of when they must make decisions during a crisis is Cultural disconnect, Culture change management is not indulgent; it is a critical aspect of any transaction. However, simply acknowledging the issue or handing it off to specialists is not enough. Management must set a vision, align leadership around it, and hold substantive events to give employees a chance to participate. Detailed actions and well articulated expectations of behavior connect the culture plan to the organizations goals. Also, keeping information too close is a natural hesitancy that the organization should avoid; I know that current regulations put pressure on what management can tell the organization without going to public disclosure. However, absent real facts, the rumor mill will fill the void. Tell employees what you can. Also, tell them what you can’t tell them at the moment, why, and when you will be able to do so. What are some steps that the organization can take to avoid those problems or to minimize their negative impact? ? Choose the right conversion team; the organization will need employees who demonstrate excellent people skills and the ability to â€Å"finesse† any situation to the benefit of the organization. Make sure the transition team is appropriate for the area or department they talk to and can easily relate to people in various departments. ? Be in constant, honest communication with employees; All employees want accurate information from management, and they want to know the truth, even if it’s difficult. No matter what the news is, good or bad, your employees want to hear it, so always be totally open and honest about what is to come. If your employees feel out of the loop, they’ll assume the worst, and you can expect a negative effect on efficiency. Both partnering entities need to be consistently communicators with employees and ensure that whatever they’re communicating is 100% accurate. ? Give assurance about change; Help your employees to deal with change, even if that change seems minor to you it might be big to them . People fear change so Executives need to do everything they can to help minimize the anxiety that people naturally have. How to cite How Would You Advise Your Management Staff to Successfully?, Essay examples

Human Resource Planning Essay Sample free essay sample

Objective 1: Define human resource planning ( HRP ) and understand its important relationship with strategic organizational be aftering The intent of human resource planning is to guarantee that organizational aims are met through the effectual use of an organisation’s human resources. It is basically an on-going procedure. focused on the long term. but cognisant of alterations in both the internal and external environments in which these administrations operate. In world. HRP must be a series of procedures. with long- . medium- and short-run eventuality options. in order to comprehensively reflect HR schemes and to modify associated HR maps. HRP is concerned with fiting labour demand and supply projections within the internal and external contexts of administrations. An accent of HRP is that be aftering is an of import procedure of direction. with HR be aftering supplying the foundation for an effectual HR plan. HR contrivers. instead than inventing their programs in isolatio n. are affecting organizational directors. We will write a custom essay sample on Human Resource Planning Essay Sample or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page employees. clients and providers in the preparation of their HR programs. Objective 2: Appreciate the links between HRP and strategic human resource direction HRP and strategic organizational planning are linked by the demand to run into competitory industrial demands. HRP can help by expecting. preventing and deciding staffing jobs in order to guarantee the accomplishment of organizational aims. The nature and phase of organizational development will besides act upon HRP corporate strategic program integrating. Strategic planning is the procedure of puting major organizational aims and developing comprehensive programs to accomplish them. The stairss that should be followed include: specifying the corporate doctrine. scanning both internal and external environments. measuring the strengths and failings of the administration. developing aims and ends. and so explicating suited schemes. Models that can be used include the SWOT analysis. which seeks to analyze in item the strengths. failings. chances and menaces confronting administrations in the foreseeable hereafter ; the PEST analysis. which looks at challenges and chances in the political. economic. societal and technological environments ; and Strategic Capability Analysis. which explores important person. subdivision and administration capablenesss in response to national. regional and planetary environments. Objective 3: Understand the nature and function of Human Resource Information Management Systems ( HRIMS ) in HRP and SHRM The complexness and growing of statute law regulating employee working conditions. every bit good as the growing in administrative systems and procedures. has meant that more sophisticated and electronic mechanisms for hive awaying and using information have had to be developed. Computerised HRIMS enable the storage of employee informations in a secure and easy accessible mode. every bit good as the ability to find tendencies and to develop closer links between HRM and HRP. between HRM and corporate schemes and. significantly. between HR directors. line and senior direction. More late. as a straight strategic enterprise. HRIMS have been linked to benchmarking patterns. leting comparing of HR ‘bottom line’ results with national and international public presentation HR benchmarks. Objective 4: Use the techniques of HRPHR directors normally employ a systematic procedure when set abouting HRP. including labour demand prediction. labour supply analysis. equilibrating supply and demand considerations. and the preparation of staffing schemes to run into organizational demands. The procedure should be cyclical and on-going. with the reappraisal supplying feedback for subsequent prognosiss. In pattern. some administrations carefully calculate labour demand but neglect to accurately foretell labour supply or to supervise plan effectivity. Failure to make so will necessarily ensue in subsequent staffing jobs that will impact organizational effectivity. HRP should utilize both quantitative ( e. g. indexation. tendency analysis. simulations and scenario planning ) and qualitative attacks ( e. g. Delphi technique. the managerial opinion theoretical account and the nominal group technique ) . as they complement each other and supply a more complete planning coverage. Organ izational restructuring and moves towards increased employee audience in organizational activity may besides be advanced by the inclusion of qualitative HRP prediction. Objective 5: Discourse the advantages and disadvantages of HRP HRP is sometimes avoided because it is time-consuming or merely excessively hard. The complexness of internal and external factors may necessitate a immense committedness of resources to develop programs. HRP techniques may be complicated. and schemes may necessitate long lead-in times. However. a broad assortment of benefits can be derived from well-prepared HR programs. as human resources will be better utilized. employee and organizational aims can be more closely matched. and significant betterments can be achieved in both productiveness and profitableness. Overall. HRP is a agency of guaranting that all HRM activities are efficaciously integrated with concern schemes. and that the HR map receives appropriate acknowledgment by clearly lending to the success of the administration.