Brain Cells that Read Minds Essay examples - 613 Words

Cells That Read Minds 2 This article is about brain cells reaction that is called mirror neurons. This cell will react to different sounds or movement. The researchers found that on monkeys when they heard or saw a certain kind of movement that would make a sound or gesture. Also, that found reactions happen within Humans, also. Dr. Rizzolattis said it took them several years to believe what they we’re seeing was really true. That is when they realize that the monkeys brain contains a special class of cells, called mirror neurons, that fire up when the animal sees or hears an action and when the animal cries out the†¦show more content†¦To me dealing with the cells of the brain is very unique. This article is important to me, because we need to know what make our brain works. Sometimes things are not what it seems within our brain. The cells play a great part of our brain. I want to know more about the surrounding and what help keep our brain in order. I have found that the brain has things to occur and we do not know when happens or if it is happen. By reading this article and taking this class it has shown me the different things that the brain may go through. This class has opened my mind to find different things about the cells. I think this is great to know more information about the Cells within our brain. Also, this is a very limited and good article. The research on this article was done by taxpayer monies and state. Most research is done with different findings. I feel that some things like cells and other important research items need to have all the funding that is necessary. The different research helps our scientist and doctors find different avenues to help with diseases. Every country is research different diseases for cures. The United States need all the funds to assist in any kind of research. If we did not have people finding the different cures this will be hurtful. Also, we have to have researches and doctors’ finding what is happens in ou r body and brain. If something happenShow MoreRelatedThe Shallows By Nicholas Carr1189 Words   |  5 Pagesranging from the history of the book to the business of Google to the psychological concept of neuroplasticity. All of these topics support his main argument: the idea that the internet is destroying our brains. He takes the deterministic approach that we are the tools we use, meaning they shape our brains. According to Carr, the internet negates our memories, deems print books useless, and distracts us from reality. His counterargument comes from the instrumentalist approach; this viewpoint maintainsRead MoreInformation Can Control Behavior Without Creating A Conscious Sensation1231 Words   |  5 Pagesmammalian system that has direct connections with sections of the brain accountable for consciousness. The mammalian system is the one that gives us the ability to recognize the world surrounding us. The primitive system controls eye movements focusing our attention to movem ents that are abrupt that happen outside of the field of vision. When the mammalian visual system is damaged, people are able to use the primitive visual system of the brain which helps guide hands over toward an object, even thoughRead MoreNicholas Carr s The Shallows : What The Internet Is Doing990 Words   |  4 PagesCarr, author of The Shallows: What the Internet is Doing to Our Brains, questions the impact the technology has upon our lives. He argues that the internet prevents our ability to engage in deep reading and thus restricts our ability to think critically. He says this is due to the idea of neuroplasticity, which is where our brains change in order to adapt to the different stimuli it encounters. When books were first introduced, our brain had to rewire itself in order to achieve the ability to focusRead MoreDo You Remember The Face But Not The Name? 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Conserved inside the skull, the brain is filled with the following such as cerebrum, cerebellum, and brainstem. Each of these have a complex objective. The brainstem is used as a messageRead MoreArtificial Intelligence And Human Science1309 Words   |  6 Pagesthe fear of cancer, or injuries, or even a headache. Imagine being immortal. Now imagine looking down at your arms and seeing metal, or knowing the warmth of that hug you just had was not body heat but just an electrochemical signal that told your brain to feel that way. Imagine this, for the rest of your immortal life. Technology is improving at an astonishing rate in the field of human science. Artificial hearts and wombs are successful in transplants, and more utilizable prosthetic limbs are beingRead MoreSpark: The Revolutionary New Science of Exercise in the Brain1217 Words   |  5 PagesIn the book, Spark: The Revolutionary New Science of Exercise and The Brain by Dr. John J. 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Pavlo Comparison Essay - 956 Words

The paper â€Å"A Comparison to Approaches to Large-Scale Data Analysis† by Pavlo, compares and analyze the MapReduce framework with the parallel DBMSs, for large scale data analysis. It benchmarks the open source Hadoop, build over MapReduce, with two parallel SQL databases, Vertica and a second system form a major relational vendor (DBMS-X), to conclude that parallel databases clearly outperform Hadoop on the same hardware over 100 nodes. Averaged across 5 tasks on 100 nodes, Vertica was 2.3 faster than DBMS-X which in turn was 3.2 times faster than MapReduce. In general, the parallel SQL DBMSs were significantly faster and required less code to implement each task, but took longer to tune and load the data. Finally, the paper talk about†¦show more content†¦These arguments makes it clear that MapReduce is performs best when used over larger number of nodes which is where parallel databases starts to degrade is proves too complex and costly. I would also like to cite the P3 Project paper â€Å"Effective Data Management in HealthCare Industry†, submitted by team Phoenix [7]. This paper compares performance of three different data storage system over thousand records to hundred million records. The experimental results in the paper clearly shows that it is better to work with small data sets on a RDBMS, like Oracle 10g as used by them, however for large data sets they are not a good option as they require a huge amount of processing time as shown in their experiments. They made use of Hive for large data sets which proved to be much faster and very cost efficient. Although, they did not use parallel DBMS but the efficiency, in terms of speed, cost and complexity, of Hive could be easily estimated. Another P3 project paper, â€Å"Data Analysis using Cloud Computing† [8] by team Nimbus, makes use of PigLatin, which is built over Hadoop. 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Hot Beverage Prices: McCafà © vs. Starbucks The table above shows a comparison between the hot beverage prices of McCafà © and its main competitor, Starbucks. It shows that McCafà © hot beverages are cheaper compared to Starbucks hot coffees. Only the prices of hot beverages were used because some of the cold beverages of McCafà ©Read MoreThe External Environment and Its Effect on Strategic Marketing Planning: a Case Study for Mcdonald’s8424 Words   |  34 Pagesmarketing planning: a case study for McDonald’s Demetris Vrontis* School of Business, University of Nicosia, 46 Makedonitissas Ave., P.O. Box 24005, 1700 Nicosia, Cyprus Fax: 00357 22 353 722 E-mail: vrontis.d@unic.ac.cy * Corresponding author Pavlos Pavlou Department of Management and MIS, School of Business, University of Nicosia, 46 Makedonitissas Ave., P.O. 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Concepts of Human Resource Management

Question: Discuss about the Concepts of Human Resource Management. Answer: Introduction Human resource management is an organisational approach that helps business organisations in optimising the performance of their workforce using different functions, such as performance management, training and development, career development, etc. that are aimed at developing better relations between employees and employers and improving the condition of the workplace. Management of human resources has become really important for international business organisations because they are now competing in a highly complex and changing business environment, which requires business organisations to have an efficient workforce so that they can remain competitive and can perform better in the market. COSMOS Aircraft is an international company that is based in Australia and had subsidiaries in China, Singapore and Vietnam. The company builds and sells aircrafts to government as well as non-governmental organisations in 50 different countries. The CEO of the company, Adam OMeara, has been recently becoming concerned about the company and its profits, which indicate that a takeover was imminent in the near future. He also fears that if the condition of the company is not improved, even his job will be on the line. COSMOS Aircraft has been experiencing some major problems in its operations and has started experiencing customer complaints in high numbers. The prime reason behind the rise in complaints and a fall in the operational efficiency is the improper management of the companys human resources. The company has been facing a number of problems in managing a diverse workforce, establishing a positive work culture, management of employee performance and training and development of employees. This report is aimed at identifying the issues that are creating a problem for the company and preparing a framework that would allow the company to get rid of these issues and increase the organisational performance in order to reduce the chances of a company takeover. Human ResourceManagement Issues at COSMOS Aircrafts Management of human resource is not an easy task and it becomes even more difficult when the management has to be done on an international scale. Some of the issues that the COSMOS Aircrafts is experiencing with respect to its human resource management are discussed below: First of all, the company is facing a lot of problems when it comes to the culture of the workplace. The culture in COSMOS Aircrafts has become highly negative and the employees have developed a mantra near enough is good enough which shows a lack in their will power to achieve perfection. It is also evident from the behaviour of the employees that they would resist any change that the organisation would want to introduce. The negative culture in the organisation is also having a deep impact on the communication channel between the headquarters and the foreign subsidiaries. Further, the existence of too many teams in the organisation, without a proper integration amongst them, makes it difficult for each of the teams to achieve their goals as they all get in each others way to perfection (Mooney, n.d.). Secondly, the company has been facing a number of issues while trying to manage diversity in its workplace. COSMOS Aircrafts is operating on an international scale, which makes it obvious for the company to have a diverse workforce. The company has a workplace policy that prohibits any kind of discrimination amongst the workers on the basis of race, age, gender, ethnicity, etc. but the employees do not follow this policy. The senior employees working in the headquarters are intolerant towards younger employees and are spoiling the workplace environment and relations. Further, there is a lack of recruitment of physically disabled people even if their skills and technicalities are way above the skills and techniques of those candidates who have been recruited by the management. The head of the company is aware of this fact and is also expecting some legal issues in case this problem is not dealt with quickly (The Good and Bad of Workplace Diversity, 2014). Thirdly, another issue that the company is facing is related with the international performance management. The only performance reviews that the company conducts are in the Australian headquarters while there are no performance reviews conducted in any of the subsidiaries. There are no performance reviews or appraisals that are conducted for expatriates. The management does not even involve economic factors that affects business targets. Further, the lack of an international performance measurement approach also results in wastage of resources as one of the decisions taken by the headquarters involved its Singapore subsidiary to produce a certain part but the company found out later that the same part was already present in abundance in the headquarters of the company. Lastly, training and development is another issue that is affecting COSMOS Aircrafts. The company takes no serious initiatives while managing expatriate programs. The employees who are leaving to work in a foreign subsidiary are trained for not more than half a day and even the human resource department of the company never takes the needs of individual expatriates into account. The company does not even have a system of assessing the performance of the employees who are working in a foreign subsidiary. Further, the company does not even have a system of workplace planning in the organisation. COSMOS Aircrafts does not make any effort to arrange for training and development programs of its employees so that they can take up higher positions in the organisation (Amo, n.d.). As a result of lack of adequate training and development programs for the employees, the workforce of the company is losing its competencies and is also losing its job satisfaction levels, which is further resultin g into lower productivity and performance. Improving theManagement of human Resources at COSMOS Aircrafts The human resource management issues that the company is facing can have some serious implications for the company in longer run. Nothing can be more detrimental to the reputation of a company than being taken over by another entity because of a failure in managing its human resources. Thus, the company needs to take these issues seriously and implement steps that would help it in improving the human resource conditions in the company. Some recommendations that can help the company in improving its human resource conditions are given below: First of all, the company needs to improve its workplace culture using different techniques and strategies that would help in integrating the teams and fostering a positive work environment. The management of the company needs to clearly identify its staffing strategies for headquarters and for foreign subsidiaries so that all of them have a uniform culture and it can become easier for the employees to adjust with people coming from diverse cultural backgrounds. Secondly, the company needs to gain a better understanding of the human resource management concept and start laying a greater focus on performing all the human resource functions effectively. The company should understand the importance of workplace diversity while working in an international business and should also avoid any kind of discrimination in the workplace. The management of the company should formulate strict workplace ethics and behavioural guidelines that prohibit any kind of discrimination amongst the employees. The management should also consider a revision of its recruitment policy and should start recruiting candidates without discriminating amongst them. Thirdly, the company needs to start arranging for effective raining and development programs for its employees so that they can become more competitive by having a closer look into the industrial environment and market competencies. The present scenario of the company clearly indicates that the employees working in the company have become incompetent and have no intentions of learning new skills or technicalities. The employees are demonstrating a very stagnant performance level and are also deteriorating the workplace environment. In such a scenario, it is important that the management starts to design and implement training and development programs that would help the employees in learning new skills and technicalities. Training and development of employees will not just help the company in achieving a more competitive workforce but will also help the employees on developing their careers and becoming eligible for promotions and performance based incentives (Frost, n.d.). Further, being in an international business also makes it important for the company to design and implement special training programs for its employees who are being sent overseas for special assignments (Ford, 2014). Rather than training the employees for half a day, the company should arrange for training and development programs at regular intervals that will help the employees in learning more about the culture of the countries where the company has its business operations going on. Using such training programs, it would become easier for the company to have a pool of culturally sensitive employees who would show better chances of success when being sent for foreign assignments (Goodman, 2014). Last, but not the least, the company should design and implement an efficient international performance management system that would help it in addressing most of the issues. The company has reached that stage at which if its human resources are not managed using effective human resource functions, it would become impossible for the company to sustain in the near future and most of the people will lose their jobs while the company is already on the verge of being taken over. The attitude of the employees towards their job demonstrates the failure of the management to take strict actions and implement plans that could have heled in improving the scenario. At present, one of the most important things that the company needs to do is to implement a performance measurement program along with a performance appraisal program. The company needs to implement a performance management program that will enable it to analyse the performance of individual employees while there must be a separate p rogram that should aim at monitoring the performance of expatriates and of individual subsidiaries. The management should also design performance appraisal events where the employees can be rewarded for the performance that they have demonstrated in a specific period of time. Using performance measurement program along with a system of performance appraisals will allow the company to reward those employees who have demonstrated exceptional performance levels in the assessment period while take required actions against those employees who have failed to perform up to the expectations of the company (Kalantzis Cope, 2003). To assess the performance of the employees, the management can also incorporate different key performance indicators, also known as KPIs, within the performance management system so that it can achieve empirical results in terms of performance. A system of performance measurement along with performance appraisals will make it possible for the company to foster a wo rkplace environment where a greater focus is given to performance. The employees will become aware about their performance levels and will try to perform better than their peers in order to achieve performance appraisals. A new performance management system will also help the organisation in workforce planning as the management will be able to identify those individuals who have the right skills and attitudes to take up higher jobs in the organisation (Joseph, n.d.). Implementation Plan The present status of the organisation is so complicated that implementing the above plans might sound like a nightmare for the management. The attitude of the employees is so negative that it seems like they will resist any change that the organisation might plan to introduce. Thus, the management will have to carefully plan and implement the changes and the new programs in the workplace. The following plan can help the organisation in implementing the above recommendations: First of all, the management of the company needs to create a sense of urgency throughout its subsidiaries. The management will have to share important information and data with the employees that will bring it into their notice that a major change in the organisation is required if they have to maintain their jobs and assure job security for themselves. The management at the headquarters will also have to ensure that the employees are aware about the position where the company wants to reach from its present situation. The management of the company can formulate mission and vision statements that it wants to achieve by implementing a major change program and then involve the employees in the change management program to build it further. By involving the employees in the designing stage of the change program, the organization will be able to reduce the chances of organisational resistance to change because of proper communication between the employees and the employer. Secondly, once the change management process has been designed, the next stage in the implementation plan will be to actually move towards implementing the changes in the workplace. In this stage, the management will have to involve the employees and tell them about the changes that are required to be introduced and the purpose of the changes. The management can identify change agents that can assist it in spreading the changes in the organisation. There can also be instances where the employees resist the changes due to numerous reasons but the management can avoid a failure by dealing with root causes of resistance with the help of change agents. Thirdly, once the changes are implemented, the management can then take initiatives to reinforce the changes that have been successfully implemented. To reinforce the changes in behaviour of employees, the management can reward the employees or can provide them with certain incentives or benefits. It is important for the management to keep its employees motivated so that they can continue to demonstrate a change in their behaviour and do not resort back to their previous ways of working. Conclusion COSMOS Airlines is a company that has the potential of becoming a market leader but the vulnerable condition of its human resources is having its toll on the market position of the company. The company has bene facing a number of issues related to its workplace culture, diversity management, recruitment procedures, training and development of employees as well as in managing the performance of its employees and of the subsidiaries at an international scale. In order to ensure a long term survival in the market, the management of the company needs to take some important decisions as soon as possible and come up with some major organisational changes that would help the company in improving the condition of its human resource and improve its profit and market position so that it can ensure a long term survival in the market. References Mooney, L. (n.d.). How Does a Poor Company Culture Affect Employees? Retrieved April 27, 2017, from yourbusiness.azcentral.com: https://yourbusiness.azcentral.com/poor-company-culture-affect-employees-4410.html The Good and Bad of Workplace Diversity. (2014, April 23). Retrieved April 27, 2017, from business.gmu.edu: https://business.gmu.edu/news/862-the-good-and-bad-of-workplace-diversity/ Amo, T. (n.d.). The Negative Effects of a Lack of Training in the Workplace. Retrieved April 27, 2017, from smallbusiness.chron.com: https://smallbusiness.chron.com/negative-effects-lack-training-workplace-45171.html Kalantzis, M., Cope, B. (2003). The International Journal of Knowledge, Culture and Change Management. 3. Ford, J. K. (2014). Improving Training Effectiveness in Work Organizations. Frost, S. (n.d.). The Importance of Training Development in the Workplace. Retrieved from smallbusiness.chron.com: https://smallbusiness.chron.com/importance-training-development-workplace-10321.html Goodman, N. R. (2014, February 4). Six Steps for Successful Expatriate Training . Retrieved April 27, 2017, from www.td.org: https://www.td.org/Publications/Newsletters/Links/2014/02/Six-Steps-for-Successful-Expatriate-Training Joseph, C. (n.d.). Importance of Effective Employee Appraisals. Retrieved April 27, 2017, from smallbusiness.chron.com: https://smallbusiness.chron.com/importance-effective-employee-appraisals-10408.html