Internal environment of business Essay Example

Internal environment of business Paper The structure and politics of an organization affects the manner in which the organization responds to environmental change. Furthermore, it can be difficult to change cultural attitudes when the nature of an organizations business environment has changed. Along with the external environment, internal environment Of an organization also keep on changing. The five elements of the internal environment which are physical, technological, social, political, and economic, influence how the manager functions will be performed. The physical element of the internal environment includes such factors as air quality, temperature, noise, dust, addition, and other conditions affecting me people health and safety. Managers revealed a high percentage of dissatisfaction with aspects of the physical environment of the workplace. The technological element of the internal environment relates closely to the physical element. It consists of the layout of the workplace; the process by which the work is performed; and the tools, equipment, and machinery used to perform the work. These factors in turn determine both the way work is processed and the requirements of the jobs performed by managers. The way in which work is organized affects interpersonal relations and in traction among the manager and employees within a work area. It influences the formation of in formal work groups and the degree of cooperation or conflict among manager and employees. The social element reflects the attitudes and behaviors of managers. Because of their influential place in the organizational hierarchy, top managers play an extremely important role in determining the quality of the social element. We will write a custom essay sample on Internal environment of business specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Internal environment of business specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Internal environment of business specifically for you FOR ONLY $16.38 $13.9/page Hire Writer The rules and regulations they devise, the concern they have for employees, the rewards and support they provide, and the tolerance they have for raying opinions are major factors in determining the organizational climate. Politics is an important social process found in all organizations. Organizational politics, of course, has the potential for being helpful or harmful to organizations and individuals. The economic element of a firms internal environment reflects the organize Zions financial condition. The more favorable this condition, the more financial resources the organization will have to support its human resources, including employee compensation and benefits. An organ nations culture is particularly relevant to managers. These constraints are rarely explicit. Its unlikely that theyll even be spoken. But theyre there, and all managers quickly learn what to do and not to do in their organization. The link between values such as these and managerial behavior is fairly straightforward. If an organizations culture supports the belief that profits can be increased by cost cutting and that the companys best interests are served by achieving slow but steady increases in quarterly earnings, managers throughout the organization are unlikely to pursue programs that are innovative, risky, long term, or expansionary. For organizations that value and encourage workforce diversity, the and, thus, managers decisions and actions should be supportive of diversity efforts. In an organization whose culture conveys a basic distrust of employees, managers are more likely to use an authoritarian leadership style than a democratic one. The culture establishes for managers what appropriate behavior is. For instance, at SST. Lakes advertising agency in London, a culture shaped by the value placed on freedom of expression, a lack of coercion and fear, and a determination to make work fun influences the way employees ark and the way that managers plan, organize, lead, and control. The organizations culture is also reinforced by the office environment, which is open, versatile, and creative. An organizations culture, especially a Strong one, constrains a managers decision-making options in all management functions. Managers shape their culture by having an organizational stories typically contain a narrative of significant events or people including such things as the organizations founders, rule breaking, reactions to past mistakes, and so forth. For instance, managers at Nikkei feel that stories told about the companys past help shape the future. Whenever possible, corporate storytellers (senior executives) explain the companys heritage and tell stories that celebrate people getting things done. These stories provide prime examples that people can learn from. To help manager learn the culture, organizational stories anchor the present in the past, provide explanations and legitimacy for current practices, and exemplify what is important to the organization. Corporate rituals are repetitive sequences of activities that express and reinforce the values of the organization, what goals are most important, and which people are important and which ones are expendable. One of the best-known corporate rituals is Mary Kay Cosmetics annual meeting for its sales representatives. Looking like a cross between a circus and a Miss America pageant, the awards ceremony takes place in a large auditorium, on a stage in front of a large, cheering audience, with all the participants dressed in glamorous evening clothes. Salespeople are rewarded for their success in achieving sales goals with an array of flashy gifts including gold and diamond pins, furs, and pink Cadillacs. This show acts as a motivator by publicly acknowledging outstanding sales performance. In addition, the ritual aspect reinforces founder Mary Says determination and optimism, which enabled her to overcome personal hardships, found her own company, and achieve material success. It conveys to her salespeople that reaching their sales goals is important and that, through hard work and encouragement, they too can achieve success. Your second author had the experience of being on a flight out of Dallas one year with a planeload of Mary Kay sales representatives headed home from the annual awards meeting. Their contagious enthusiasm and excitement made it obvious that his annual ritual played a significant role in establishing desired levels of motivation and behavioral expectations, which, after all, is what an organizations culture should do. Many organizations and units within organizations use language as a way to identify members of a culture. By learning this language, me beers attest to their acceptance of the culture and their willingness to help to preserve it. For instance, Microsoft, the software company, has its own unique vocabulary: work judo (the art of deflecting a work assignment to someone else without making it appear that youre voiding it; eating your own dog food (a strategy of using your own software programs or products in the early stages as a way of testing them even if the process is disagreeable); flat food (goodies from the vending machine that can be slipped under the door to a colleague whos working feverishly on deadline); facsimile (actually talking to someone face-to-face; considered by Microsoft employees a technologically backward means of communicating); death march (the countdown to shipping a new product); and so on. Over time, organizations often develop unique terms to describe equipment, key response, suppliers, customers, or products that are related to their business. Managers are free intently overwhelmed with acronyms and jargon that, after a short period of time, become a natural part of their language. Once learned, this language acts as a common denominator that unites members of a given culture. When the financial health of a firm is strong, there is a tendency to expand managers activities such as training and development, employee assistance programs, and recreational activities. If the organization is growing, there is the possibility of expansion leading to manager recruitment, selection, and orientation. Conversely, when financial re sources are low, an organization tends to reduce its manager budget and to cut back the managers services it offers to its employees. The way in which work is organized affects interpersonal relations and in traction among employees within a work area. It influences the formation of in formal work groups and the degree of cooperation or conflict among managers. More and more, technological systems are being integrated with the social sys teems of an organization, creating what is referred to as a esthetically system. Job design is based on human as well as technological considerations.

The Invention of Magnetic Resonance Imaging (MRI)

The Invention of Magnetic Resonance Imaging (MRI) Magnetic resonance imaging or scanning (also called an MRI) is a method of looking inside the body without using surgery, harmful dyes or x-rays. The MRI scanner uses magnetism and radio waves to produce clear pictures of the human anatomy. Foundation MRI is based on a physics phenomenon discovered in the 1930s, called nuclear magnetic resonance or NMR, in which magnetic fields and radio waves cause atoms to give off tiny radio signals. Felix Bloch, working at Stanford University, and Edward Purcell, from Harvard University, discovered NMR. NMR spectroscopy was then used as a means to study the composition of chemical compounds. Paul Lauterbur and Peter Mansfield The 2003 Nobel Prize in Physiology or Medicine was awarded to Paul C Lauterbur and Peter Mansfield for their discoveries concerning magnetic resonance imaging. Paul Lauterbur, a Professor of Chemistry at the State University of New York at Stony Brook wrote a paper on a new imaging technique which he termed zeugmatography (from the Greek zeugmo meaning yoke or a joining together). Lauterbur imaging experiments moved science from the single dimension of NMR spectroscopy to the second dimension of spatial orientation- the foundation of MRI. Peter Mansfield of Nottingham, England, further developed the utilization of gradients in the magnetic field. He showed how the signals could be mathematically analyzed, which made it possible to develop a useful imaging technique. Peter Mansfield also showed how extremely fast imaging could be achievable. This became technically possible within medicine a decade later. Raymond Damadian- First Patent in the Field of MRI In 1970, Raymond Damadian, a medical doctor and research scientist, discovered the basis for using magnetic resonance imaging as a tool for medical diagnosis. He found that different kinds of animal tissue emit response signals that vary in length, and that cancerous tissue emits response signals that last much longer than non-cancerous tissue. Less than two years later he filed his idea for using magnetic resonance imaging as a tool for medical diagnosis with the U.S. Patent Office, entitled Apparatus and Method for Detecting Cancer in Tissue. A patent was granted in 1974, it was the worlds first patent issued in the field of MRI. By 1977, Dr. Damadian completed construction of the first whole-body MRI scanner, which he dubbed the Indomitable. Rapid Development within Medicine The medical use of magnetic resonance imaging has developed rapidly. The first MRI equipment in health was available at the beginning of the 1980s. In 2002, approximately 22 000 MRI cameras were in use worldwide, and more than 60 million MRI examinations were performed. Water constitutes about  two-thirds  of the human body weight, and this high water content explains why magnetic resonance imaging has become widely applicable to medicine. There are differences in water content among tissues and organs. In many  diseases, the pathological process results in changes  of  the water content, and this is reflected in the MR image. Water is a molecule composed of hydrogen and oxygen atoms. The  nuclei of the hydrogen atoms  are able to act as microscopic compass needles. When the body is exposed to a strong magnetic field, the nuclei of the hydrogen atoms are directed into order- stand at attention. When submitted to pulses of radio waves, the energy content of the nuclei changes. After the pulse, a resonance wave is emitted when the nuclei return to their previous state. The small differences in the oscillations of the nuclei are detected with advanced computer processing, it is possible to build up a three-dimensional image that reflects the chemical structure of the tissue, including differences in the water content and in movements of the water molecules. This results in a very detailed image of tissues and organs in the investigated area of the body. In this manner, pathological changes can be documented.

Should the principle of party autonomy be restricted Coursework

Should the principle of party autonomy be restricted - Coursework Example Party autonomy in contracts 1. Historical Development of party autonomy – Theoretical framework 6 III. Party Autonomy: Characteristics and challenges A. How is the principle of party autonomy established in the context of the European and the US law? 1. The European law on party autonomy 8 a. Rome (I) Regulation 9 b. The Hague Choice – of – Court Convention 10 2. The US law on party autonomy 12 a. Forum selection clauses 13 b. The doctrine of forum non-convenient 13 c. Uniform Commercial Code (UCC) 13 B. Under which terms the principle of party autonomy could be restricted? 1. Approaches on the potential restriction of party autonomy 14 2. Restriction of party autonomy as promoted through the existing legislation. 16 a. Rome (I) regulation and restrictions on party autonomy a1. Public Policy 17 a2. Mandatory Rules 17 b. Restrictions on party autonomy in the US law 18 C. Would the competency of the court to apply the law chosen influence the principle of party aut onomy? 19 IV. Conclusion 20 I. ... or this reason, the specific concept has been promoted in jurisdictions worldwide, even if in come cases conflicts are developed in regard to the restrictions of party autonomy because of local statutory rules or public policy. In other words, the provision of party autonomy in the context of civil and commercial agreements serves the need for ensuring the interests and the rights of individuals, as related to these agreements, without the general rules of law to be violated. The scope of party autonomy is to promote the right of the parties to decide on the law applicable on their dispute. Rome 1 Regulation recognizes the party autonomy as being the key criterion for the choice of law in regard to contracts related to two or more jurisdictions. In any case, problems seem to exist regarding the power of party autonomy, as promoted through various legislative texts worldwide. In fact, under certain terms, restrictions to party autonomy seem to be unavoidable. In this context a critica l problem has appeared: should the restrictions on party autonomy be allowed? This issue is examined in this paper. Emphasis is given on the following issue: should the principle of party autonomy be restricted so that the law chosen by the parties to be applied only if the court considers itself as competent? The identification of the most appropriate solution to the above problem requires the careful examination of the legislative environment in which party autonomy is developed, meaning both in Europe and USA. Reference is made particularly to the 1980 Rome Convention on the Law Applicable to Contractual Obligations, as it has been incorporated in Rome 1 Regulation. At the same it is necessary to refer to certain important concepts related to contractual agreements, such as jurisdiction