Euthanasia Today Essay Research Paper Euthanasia has free essay sample

Euthanasia Today Essay, Research Paper Euthanasia has been, and ever will be, a controversial lesson and ethical topic. While the bulk of both Americans and Canadians seem to back up mercy killing as indicated by the latest polls, it is still illegal in both states. I think it is of import to first distinguish between inactive mercy killing and active mercy killing. Passive mercy killing is the fillet or non get downing some intervention which allows a individual to decease. Active mercy killing, the more controversial of the two, is making something such as administrating a deadly drug or utilizing other agencies that cause a individual # 8217 ; s decease. My chief focal point will be on active mercy killing. A premier illustration of active mercy killing is the Robert Latimer instance. Latimer was given a life sentence with no opportunity of word for ten old ages after being convicted of 2nd degree slaying in the # 8220 ; mercy killing # 8221 ; of his badly handicapped girl. We will write a custom essay sample on Euthanasia Today Essay Research Paper Euthanasia has or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page I will discourse grounds why some people support mercy killing, why others oppose it, and so offer my ain sentiment. Peoples who support mercy killings believe that terminally sick patients have the right to decease with regard and self-respect. They believe it is the lone humane, merciful pick for those # 8220 ; populating to decease # 8221 ; . Euthanasia for them would supply freedom from the guilt of being a load to health professionals. From the health professionals perspective it is besides the lone humane pick. Many of them see it as the ultimate act of love because of the effects of that action. Supporters of mercy killing besides argue that widening the life of a terminally sick patient by unreal agencies is unethical. That is, physicians are? playing God? when they resist the natural patterned advance of a fatal disease when there is no remedy or hope of one. In add-on, they argue that current medicines for hurting and alleviative attention for the death are unequal. Argu ments against mercy killing are many. The most controversial, of class, is the spiritual belief that life is sacred and enduring is an of import portion of every human life. From a moral and legal position, active mercy killing is an act of murder because murder, by definition, is an unlawful premeditated killing of one human being by another. Euthanasia, then, violates a person’s right to be protected from harm. From a medical standpoint, there are several reasons not to support it. First of all, euthanasia is contrary to a doctor?s oath to save lives. Secondly, suffering can be alleviated medically in most cases. Psychotherapy is a valuable tool in coping with the depression that accompanies terminal illness. In addition, in cases where a patient is semi-conscious, there is no certainty that consent is voluntary. Then there is always the possibility of a mistaken diagnosis. Sometimes patients experience a complete remission from their illness. There is also the possibility of a new cure being discovered. Finally, if euthanasia is legalized, there is the danger that doctors could abuse it. I support euthanasia in certain situations where the pain in a terminal illness cannot be controlled and the damage from the illness is irreversible. In these cases, a panel of doctors should be available to help patients and their families make the choice that is right for them. Never, under any circumstances, should a parent of other person have the right to make a life-death decision when the patient is unable to make the decision for himself/herself. One exception is when doctors ask parents to make that decision where â€Å"preemies† or newborns have no chance of survival. The other, of course, is when a person is â€Å"brain dead†. Homicide is acceptable in cases of self-defense, therefore, I believe euthanasia should be acceptable as an act of mercy in certain cases. I don’t know if legalizing euthanasia is the answer because of the possible abuse of the law. Perhaps, changing the homicide law to allow euthanasia under strict conditions would be a better solution. Perhaps, putting it to a referendum would be the only answer. I hope that I will never be confronte d with this choice, but in my heart I know that I would make the right one, because it would be made out of love.

The smoothie industry Essays

The smoothie industry Essays The smoothie industry Paper The smoothie industry Paper The smoothie industry has and is still experiencing exponential growth. This case analysis will delve into the industry by observing its external and internal environment. Utilizing Griffins Model as a guideline; eco-environment, economic, technological, political/legal, social/cultural, international dimensions and its task environment will be closely analyzed. A. External Environment: I. Eco-Environment: Since the smoothie industry relies heavily on fresh fruit and juices for its ingredients, the eco-environment definitely has an important role. The climate can either limit or help the industry thrive depending on the fruit(s). Fruits such as oranges thrive during summer season and strawberries flourish in the winter season. The seasons not only affect the ingredients that go into the smoothies but also affect the amount of people drinking the smoothies. According to Bill Winter, One of the risks in juice bars is seasonalityjuice bar sales plateau when the weather cools (Business Review Weekly, Australia 2001). II. General Environment: A. Economic Dimension: The market for smoothies has grown by more than 30 per cent each year since the mid-1990s (Ehlrich). Juice Smoothie Association (JASA) predicted back in 2001 juice bar sales would surpass $1 billion. Dan Titus, director of Juice Gallery Multimedia and JASA, also adds, We have been following the juice/smoothie segment for several years now and predict that 2002 will continue to exhibit positive growth and revenue picture (Business Wire, 2001). B. Technological Dimension: Astute Solutions , a leading provider of eCRM solutions, created the software program Power Center(tm) for management use in multi-channel customer contacts. PowerCenter is a powerful consumer response and tracking system that integrates multiple channels of communication and multiple customer databases (Business Wire, 2002). Incentive Systems is another technology that provides spreadsheet system. Nina McIntyre, vice president of worldwide marketing at Incentive Systems, says Potentially its data stream from point-of-sales systems, from cash registers systems, wherever [users] capture the transactions that are being measured. We can integrate with those software packages, the data flow into our incentive management system, and then we calculate the incentive payments (Managing Customer Service, 2001). Technological research studies have indicated that isoflavones (found in soy) may actually prevent the growth of estrogen-dependent breast cancer cells as r eported in March 2000 issue of the Journal Cancer Research (The Desert News). C. Political/Legal Dimension: Smoothie industry must follow regulations. Food and Drug Administrations (FDA) regulation is that foods must have to have at least 6.25 grams of soy protein per serving and must also meet other criteria in being low in fat, cholesterol, and sodium (The Desert News). Regulations enforced by OSHA also have salient stimuli to the industry. Federal and State regulations are also salient, regulations such as Equal Employment Opportunity Commission, Time Off to Vote, Federal Family and Medical Leave Act and California Labor Code. D. Social/Cultural Dimension: Smoothies have become an alternative in Americans health conscience. In recent past years, they have been conscientious about their fat-in-take. Smoothies provide a healthy indulgence packed with fruity flavors and nutrients that comply with societys taste and health conscience. Good health is the principle factor behind smoothie producers growing interest in soy bases for their products (Dairy Field). According to Liz Zamites, marketing manager of brand development for cold beverages, Baskin-Robbins USA, Glendale, Calif., The experience of watching a smoothie being made reinforces the perception that you are using quality ingredients, that its not full of preservatives and that there are actually fresh fruit in there. E. International Dimension: In Great Britain, diluted products masquerading as smoothies are capitalizing on the lack of product definition (PR Newswire, 2001). This is because British Soft Drinks Association does not recognize smoothies as its own category. Manufacturers are labeling drinking products smoothie just because they have fruit in them. III. Task Environment: A. Competitors: The smoothie industrys main competitors are; Fantasia Fruit Juice Company- its juices have herbal and vitamin supplements such as vitamin C and St. Johns wort (thought to have calming effect), reported to have been said by Barnhorn, their mission is to nourish the Midwest community we grew up in. Planet Smoothie-127 locations in 21 states and plans to open 30 more locations in the New Orleans area, Smoothie King- operates in vitamins and nutritional supplements retail, has 276 locations and was founded more than 30 years ago, annual sales of $60 million (Ronette King). ZiA Juice Co.- lower-cost alternative to Jamba Juice(Nations Restaurant News), ZiA has taken pride in providing Customerization and LifeSTYLING for its customers, ZiAs menu consist of signature fruit smoothies with supplements such as Siberian ginseng and soy protein, along with frozen coffee-blended beverages and freshly made fruit and vegetable juices (Nations Restaurant News). VIP Smoothies- although a newly developed company, has already developed a plan of attack on selected markets with product national initial distribution with FSI coupons and billboard and radio advertising (Frozen Food Age). Other notable competitors are Juice it Up and Juice Stop, they too have a share in dominating the market (Business Review Weekly- Australia). Freshens Smoothie Company- it is an Atlanta based company and has 500 stores in operation, which is becoming the nations fastest growing smoothie chain. Freshens has collaborated with MET-Rx and developed a full line of nutritional boost-ers especially designed for Freshens (Dairy Field). B. Customers: Dairy Field reports, Bucking the trend toward fatty on-the-go refreshments, todays consumers are reportedly slurping down smoothies with increasing frequency. A typical smoothie drinker has been narrowed down to ages between 18 to 34 with a higher household income, and is more likely to be female (Zamites). A survey conducted by AC Nielsen showed that, The intent to purchase was over 70 percent Among households with children under 18, it was over 80 per cent. What they found astounding from this survey was that almost half of those surveyed were not regular smoothie drinkers. The other half of the percentage drinks at least one smoothie a week. C. Suppliers: Whole Foods- has been identified as being the worlds largest retailer of natural and organic foods. According to Angi McMurray they feature foods free of artificial flavors, colors, sweeteners, and synthetic preservatives, and unbleached grains and grain products. Southwest Traders- a firm based in Temecula provides and delivers fresh fruits and vegetables such as oranges, lemons, carrots, celery, etc. It also supplies napkins and cups. Southwest is one of the nations largest suppliers to ice cream and yogurt shops and juice bars as reported in The Business Press/California. D. Regulators: Food and Drug Administration (FDA)- regulates the labeling of foods. As reported in The Desert News, in year 2000, the FDA allowed the soybean industry to say that 25 grams of soy protein eaten daily, in conjunction with a diet low in saturated fat and cholesterol, may reduce the risk of heart disease. This salient because since then soy protein has been in high demand and the smoothie industry quickly capitalized on this. For the average diet of 2000 calories a day, the World Health Organization, USDA and other leading authorities recommend that 55-60% of calories come from carbs, 10-20% from proteins, and 20-30% from fats. Plus, studies show that diets low in sodium, containing a good source of potassium, may reduce the risk of stroke and high blood pressure!(www.jambajuice.com) Occupational Safety Health Administration- oversees the well-being of employees and customers. Strict regulations are enforced constantly by OSHA inspectors. They make often visits to store sites unexpectedly. E. Strategic Allies: One known strategic ally is Amazon Advertising. Jamba Juice has teamed up with Amazon Advertising to handle branding and some advertising (ADWEEK). Lynda Pearson, creative director at Amazon in San Francisco said that Jamba is an ideal client because it offers people on the go on an appealing alternative to burgers and french fries. F. Labor Market: In an interview with Rodney Moore, district manager of Orange/San Diego 1, the labor market consist of ages 16 to 22 year olds. Jamba Juice takes pride on hiring employees that exemplifies the companys core values and attitude. G. Labor Unions: This is not a factor in this case because Jamba Juice employees are not unionized. H. External Owners: After an interview with Rodney Moore, Jamba Juice does have external owners but their identities are classified since it is still a privately owned company. B. Internal Environment: I. Owners: Given that Jamba Juice is a privately owned company; its internal owners identities are unidentifiable. II. Board of Directors: Only two of the five members of the board were identified. They are Kirk Perron and Paul Clayton. Kirk J. Perron Founder A visionary from the start, Kirks passion for health and fitness led to the creation of Juice Club. At the age of 27, he opened the first Juice Club store in San Luis Obispo in the spring of 1990. Since then, Kirk has contributed greatly to the organization by fulfilling various roles from Store Operator to CEO to Chairman of the Board. As the Founder, he is actively involved in company affairs ranging from store design to brand development, and currently chairs the Jamba Wellness Advisory Board. His passion and commitment to providing the best possible experience for all customers remains the standard to which Jamba Juice aspires every day (www.jambajuice.com). Paul E. Clayton, Jr. President and Chief Executive Officer Paul joined Jamba in February 2000. Prior to joining Jamba, Paul spent 16 years with the Burger King Corporation where he held a variety of marketing and general management positions. In 1994, Paul was appointed Senior Vice President, Worldwide Marketing and in 1997 he was appointed President, Burger King North America. He was responsible for operations, new store development, marketing and franchise relations for more than 8,000 restaurants in North America. Paul started his career as a Restaurant Manager for McDonalds in Bonn, Germany. He received his B.S.B.A from Boston University in 1980 and his MBA from the University of North Carolina at Chapel Hill in 1984. III. Employees: Employees from day one, go through an orientation of the company and the store, trained to be highly skilled in preparing smoothies and to be knowledgeable of ingredients and products, procedures and policies. Current 25 employees range from ages 16 to 26. Majority of the employees live within proximity of 5 miles to the store. The workforce is well diversified, employees having Asian/Pacific Islander background, African-American descent, and European ancestry. Employees from day one, go through an orientation of the company and the store, trained to be highly skilled in preparing smoothies and to be knowledgeable of ingredients and products, procedures and policies. The stores general manager is Carrie Gentry age 21. She has been with the company for 2 years and was transferred from Thousand Oaks. She now resides in Santee. Our newly acquired assistant general manager is Gary Smith age 25. He is new to the company.

IPO case study Example | Topics and Well Written Essays - 1250 words

IPO - Case Study Example Most companies and opinions believe that the new year brings forth the increased earning potential of shares. In addition to this, most companies pay out bonuses and dividends as the year comes to a close. This therefore means that investors might have funds to participate in the initial public offering. v) The decision to involve the selected underwriters might have been well informed and carefully selected. The selected underwriters might have sent a positive message to the investors and therefore increasing their confidence and hope in the company’s prospective earnings. vi) In my informed opinion, the cost charged was fair bearing in mind the positive past track record of the underwriting companies chosen. This therefore could have influenced positively the decisions of the investors to participate on the public offering. Investor confidence on the parties involved is all it takes for a success in the initial public offering. I therefore believe that the compensation was fair and appropriate. vii) The overallotment offer to the underwriters acts like an incentive for them since they can use the overallotment funds to make some quick profits in the financial market as the allotment funds await to be returned back to investors. viii) The choice of the company’s listing venue was appropriate. NASDAQ is one of the leading stock markets in the world. Therefore, any company that lists there is regarded and perceived as a potential goldmine for the investors. This therefore influenced positively the decision of the investors to participate in the initial public offer. In addition, the venue has different categories where issuing companies can list according to their interests and prospects. ix) When companies issue shares to the public, the public is normally hopeful about the growth potential of the stock. This positive mindset and feedback might have resulted in an increase in the share price on the first day of trading. However, after

Pre-hospital pharmacological management of narrow complex tachycardias Essay

Pre-hospital pharmacological management of narrow complex tachycardias - Essay Example There will be a general overview of the arrhythmias followed by more specific with treatment guidelines. Supporting research will be investigated in an effort to determine credible practice guidelines. The narrow complex tachycardias include sinus tachycardia (ST), atrioventricular nodal reentrant tachycardia (AVNRT), atrioventricular reentrant tachycardia (AVRT), atrial tachycardia (AT), inappropriate sinus tachycardia (IST), sinoatrial nodal reentrant tachycardia (SNRT), junctional ectopic tachycardia (JET), nonparoxysmal junctional tachycardia (NPJT), atrial fibrillation (AF), atrial flutter (AFI), and multifocal atrial tachycardia (MAT). Symptomology that may occur with these tachyarrhythmia’s are hypotension, heart failure, or pulmonary congestion, shortness of breath, renal failure, shock, decreased consciousness, angina or acute MI (Podrid, 2008). If these symptoms are occurring cardioversion is recommended. The state of stability of the patient who is pre-hospital is of course the focus of care. Determining the nature of narrow QRS tachyarrhythmia is necessary and an EKG is of great importance at this point. When we consider pathogenesis, reentry is the most common cause of QRS complex tachycardia. The mechanism of reentry requires two distinct pathways or tissues in the heart that have different electrophysiological properties that are linked proximally and distally, forming a circuit that is anatomic or functional (Ansdorf & Ganz, 2009). You will note the following diagrams. AVNRT as shown above is characterized by two pathways within the AV node. AVRT also shown above is characterized by an extranodal accessory pathway connecting the atrium and ventricle. Wolf-Parkinson White syndrome would fall into this category. SNRT and reentrant tachycardia do not involve the AV node (Arnsdorf, 2009). There are also other mechanisms that lead to narrow QRS complex tachycardia. Those include automaticity

English Letter of Persuasion Essay Example for Free

English Letter of Persuasion Essay I am writing to you today to request that my road, Knobatnight Lane in Ipswich, be made a priority in the future for gritting. As I’m sure you know the road itself is on the main bus route for our local secondary school, the prestigious Clive Warren’s Finishing School of Excellency, and I’m concerned that a lack of gritting during winter weather could possibly endanger people and their property or leave buses trying to continue down their route stranded. Furthermore, as you may be aware, Knobatnight Lane has achieved notoriety in recent years due to the spate of killings by rogue escapee emus from the world famous Nutty Acre’s emu sanctuary based on the end of the street on Knowyourrole Boulevard. I’m worried that these wild beasts, having turned their backs on the peaceful and respectful nature of Nutty Acre’s, will render any snow-stragglers stranded by stopped buses bereft of life (so to speak). We need to keep our streets safe and gritting seems to be the only way (After the council rejected my suggestion for a series of emu nets to be installed on every street corner) Overall I think that the safety of the people living in this area is paramount and with a small amount of effort, time and mainly, grit, together we can save lives. Yours Sincerely K. Dilkington

Fractals and the Cantor Set :: Fractal Cantor Essays

Fractals and the Cantor Set Fractals are remarkable designs noted for their infinite self-similarity. This means that small parts of the fractal contain all of the information of the entire fractal, no matter how small the viewing window on the fractal is. This contrasts for example, with most functions, which tend to look like straight lines when examined closely. The Cantor Set is an intriguing example of a fractal. The Cantor set is formed by removing the middle third of a line segment. Then the middle third of the new line segments are removed. This is repeated an infinite number of times. In the end, we are left with a set of scattered points. These points have some very curious properties. First, there are an infinite number of them. In fact, there are so many points that no matter what list we create or what rule we apply, not all of the points will appear, even if our list is infinite. In other words, the set belongs to aleph-one. This is demonstrated through diagonalization. Here’s how—first one endpoint of the original line segment is labeled zero. The other endpoint becomes one. All the points in between are assigned fractional values. We can calculate more easily if we assign the values in tertiary, the base-three system. Unlike the common decimal system, the natural numbers are labeled 1, 2, 10, 11, 12, 20, 21, 22, 100, and so forth. Notice that the places of the digits represent the powers of three rather than the powers of ten. The â€Å"decimal places† represent 1/3, 1/9, 1/27, and so forth. The first removal takes out all points between .1 and .2. The second removal takes out all points between .01 and .02 as well as the values from .21 and .22. By continuing these specifications, all numbers that contain a â€Å"1† are removed, (except numbers ending in a one, such as .220021) and number containing merely twos and zeros are kept. The numbers ending in 1 are re-written by replacing the final 1 with 02222222222222†¦. because this is equal to 1 in tertiary. Suppose that we could somehow count all Cantor Set elements in one list. Then we could write out that list in order, one above the other. However, if we took the first decimal of the

Introduction to Modern Management

Introduction to Modern Management Lindsay Bursar Aspen University Abstract Throughout history many different theories have been developed, researched, written about and put to the test in actual work place setting to see how well they work and how effective they are. Lower-level management, comprehensive analysis of management and human relations movement in management theory are Just a few of them. Each theory was and still is important in today's modern business world.Every theory has had some kind of impact on the new theories in management that eave come about since then and will still continue to have an impact in the future. It's important that managers now and managers in the future are educated on these different management theories so that they can provide the support and education to their employees need and deserve. This will foster a positive work environment that will lead to increased productivity and success within companies. Every company must have good, competent man agers in order to survive and be successful.Module 1 Introduction to Modern Management Assignments: Essay Questions â€Å"Managers should be paid more than regular employees. † Do you agree with this statement? Justify your answer in scholarly detail. There are many reasons management should be paid more than a regular employee. One of the reasons being the workload managers take on and another being the necessary skills that a manager must possess to name Just a few. As a current member of management at the hospice agency I work for, I agree that management should be paid more.However, I agreed with this before I became management as well. As a regular employee I saw everyday how different the workload was between a regular employee and management. According to a recent study an average manager is actually worth 1. 75 employees (Edwards, 2012). After being promoted into my current management position, I agree with this statement 100%. Now instead of doing the Job of one, I'm doing the Job of three and still manage to get everything done and in on time or ahead of a deadline while also managing my employees.Employees in my old position who have the workload of only one sometimes struggle to meet the same deadlines. The expectation of productivity is much higher for a manager versus those of a regular employee. The importance of a good manager cannot be stressed enough. Management influences every aspect of an organization from top management to lower level management (Cert. & Cert., 012). If any organization or company intends on being successful then it is of the utmost importance that they hire good management because these people are the ones who lead the company towards their goals and towards success.Good management must have the skills to carry out the four basic management functions; planning, organizing, influencing and controlling (Cert. & Cert., 2012). Without these skills any member of management would be ineffective and unsuccessful. Manager s should be paid more than regular employees because not every employee in an organization possesses these skills. If every employee did, the need for management would be obsolete. â€Å"Discuss in scholarly detail why it is important for managers to be aware of cultural differences in their dealings with people. One of the biggest reasons it's important for management to aware of cultural difference is because of the increase in multi-national businesses and business deals. In today's business world an increasing number of companies have started doing business with people from different countries and cultures. Because of this trend of globalization, it is very important that managers understand and respect cultural differences. If differences in customs and culture are not known or not respected, business deals can quickly go south and be lost (Brown).Managers must know what kind of behaviors would be inappropriate in situations where you are dealing with people from other culture s in order to avoid doing anything that would be deemed rude or disrespectful. They need to be able to teach their employees what is acceptable and prepare their employees and themselves for interactions where this knowledge is paramount. One of the best things managers can to do to prepare their staff for these interactions is cultural awareness training (Acculturates! Consulting, 2011).By giving staff cultural awareness training they're being given the tools to learn about the customs and cultures they'll be interacting with. Employees will go to meetings for business deals or potential business deals armed with the cultural knowledge to ensure that they will not offend or come across as disrespectful. This training and knowledge that managers give to their employees will enable them to be culturally sensitive. This will make not only the employees, but also the company move forward and be successful in the international business world. How is lower-level management analysis diffe rent from comprehensive analysis of management? Is the latter approach suitable for an organization focusing on increasing productivity by concentrating on the ‘one best way to perform a task? Explain your answer in scholarly detail! † According to Cert. & Cert. (2012), â€Å"lower-level management analysis concentrates on the ‘one best way to perform a task† (p. 28). This means each task a worker does is closely looked at and studied to come up with the most efficient way to complete the task that will yield the highest production.This approach is also known as the scientific method of management (Cert. & Cert., 2012). Frederick W. Taylor has come commonly known as the creator of scientific management. While Taylor worked at Bethlehem Steel Co. His goal was to increase worker efficiency and productivity. He did this on the idea that â€Å"every Job had one best way to do it and that this way should be discovered and put into operation† (Cert. & Cert. , 2012, p. 29). This approach differs from the comprehensive analysis of management because it looks at very specific tasks and simplifies each task as much as possible to create efficiency.Comprehensive analysis of management focuses on â€Å"the entire range of managerial performance† (Cert. & Cert., 2012, p. 32). Whereas lower-level management analysis or scientific management focused more on the micro aspects of how to efficiently do a Job, comprehensive analysis of managements focuses on the macro aspects. Henry Payola was very influential in creating a management philosophy for the comprehensive analysis of management (Cert. & Cert., 2012). So much so that the general ideas and principles of management that he wrote about are still considered very useful in today's management world.Payola had 14 main principles of management that cover many different topics and believed that having managerial excellence is an ability that can be obtained (Summon, 2010). The three bigges t principles that Payola focused on were â€Å"organizational efficiency, the handling of people, and appropriate management action† (Cert. & Cert., 2012, p. 33). These principles can be seen being used in modern management today. I believe that using the comprehensive analysis of management is suitable to use in an organization that is focusing on the â€Å"one best way' to do a Job to increase the organizations productivity.While Frederick W. Tailor's contributions to the management world were very influential and important, they are also unpopular because of the extreme his ideas went to. In order to increase productivity the whole many should first be working towards a common goal or direction. If a company is focusing solely on the â€Å"one best way' to complete a task, that is the goal there are focusing on first with increased productivity second. By focusing on the â€Å"one best way,† other aspects and employees in a company are being ignored which ultimate ly will not lead a company towards increased productivity.Looking at a company and the company's goal in a comprehensive view is what will help achieve the goal of increased productivity. Everything and everybody must work in conjunction with one other to reach their goals. Discuss in scholarly detail the human relations movement in management theory. How would you, as a manager in an organization, use the human relations approach to manage employees? † According to Cert. & Cert. (2012), the human relations movement is â€Å"a people- oriented approach to management in which the interaction of people in organizations is studied to Judge its impact on organizational success† (p. 5). This movement was started because of the Hawthorne studies that were conducted from 1927 to 1932 by Professor Elton Mayo (Cert. & Cert., 2012). These studies gave managers a lot to think about and a new direction to start researching. The human relations movement focuses more on employees as individuals instead of focusing on procedures and policies in the workplace (Ziegler, 2014). Instead of a company environment that focuses on quotas and procedures, the environment focuses on communication between managers and employees.With a better understanding of employees and an environment more focused on communication, production and success for a company can actually increase. If the workplace is negative, noncommittal and unproductive, then there are some big changes that would need to be made. As a manager I would use this knowledge o learn about my employees and find out what motivates them to work more efficiently and productively. I would figure what exactly would help create commitment to the company from employees and grow off of that.I would start building relationships between management and employees to strengthen the unity within the company to continue working towards the common goal of success. If an attitude of commitment and high productivity can be grown and fostered within the employees then the manager is doing a good Job of creating an effective work environment. Good relationships with the employee's means employees are titivated and will work harder and more productively. â€Å"Discuss in scholarly detail how a manager's understanding of his employees' physiological, safety, social, esteem, and self-actualization needs improve productivity? Managers must have human relations skills in order to be effective. Human relations skills are defined as â€Å"the ability to work with people in a way that enhances organizational success† according to Cert. & Cert. (2012). It's important that managers understand Mascots Hierarchy of Needs to improve productivity within their employees. The five levels of Mascots Hierarchy of Needs are physiological, feet, social, esteem and self-actualization (Burton, 2012). In order for people to achieve the top level of self-actualization, each of the other levels must first be fulfilled starting wi th the lowest and then making the way up the hierarchy.These five levels are not only pertinent to people's lives outside of work but also their lives and well-being in the work place. The first level, physiological, is people's need for air, food, sleep, etc. If an employee doesn't have those basic needs met then they come to work tired or feeling sick and their productivity will be decreased. The second level, feet, has to do with people's need to feel secure. Within the workplace, employees need to feel safe and secure in their Job on a daily basis to keep up their productivity. The third level, social, refers to peoples need to feel a sense of belonging and acceptance.Within a company it's important that employees feel valued and part of a team. The fourth level, esteem, is what will make employees feel confident. After an employee masters a skill and is recognized for it, their self-esteem will rise. This can lead to an increase in productivity because they are proud of themsel ves and what they've accomplished. The last level is self-actualization. An employee strives to the best that they can and be all that they can possibly be. Once that is reached, the employee will be satisfied within their Job. They'll feel accomplished and part of a team.