Decision Support Systems For Aide - 932 Words

Today’s leaders have many choices when it comes to the use of decision support systems to aide in information reduction to make informed decisions. Of the many tools available, two in particular are useful in the presence of excessive information. The Pugh Matrix which can be used to consolidate information and show the relative difference in measurement criteria among different candidate choices. The decision tree is a useful tool for making decisions when there are layered decisions that must be made to reach a final result. The Pugh Matrix is a decision support system that uses a matrix like representation of the decision to be informed. It uses rows to represent the measurement criteria and columns to represent the candidate choices. â€Å"Although specifically developed by Stuart Pugh to help in selecting between a number of design alternatives, the tools has in recent years be used a general purpose decision making aid because of its ease of use.† [4] As described by Dr. Stuart Burge, in â€Å"The Systems Engineering Toolbox†, the development of a Pugh Matrix can be described in a six step process. With Step 1 being the identification and clear definition of the criteria for selection. While Dr. Burge recommends adding weighting to the criteria in step 6 when there is no clear winner, it is recommended that weighting criteria be established in this step to prevent the weights from being affected by the scoring of candidate choices. Step 2 is the selection of one candidate choiceShow Mor eRelatedPhysical Therapy Is An Internationally Acknowledged Health Profession1024 Words   |  5 Pagesabout working within the health care system to maximize resources. In accordance with American Physical Therapy Association (APTA), scope of physical therapy practice includes interventions performed by them. Duty of the physical therapist also includes immediate referral whenever required, patient/ client assessment, diagnoses, prognosis and treatment. Physical therapy providers employ a variety of staff to assist in clinical operations and patient management. Support personnel is a generic term thatRead MoreAdoption Statistics : National Adoption1265 Words   |  6 PagesFoster Care†). Out of all those children in the foster care system about â€Å"114,556 of these children are available for adoption†, which means the biological parents’ rights have been legally terminated through the court system (â€Å"Adoption Statistics: National Adoption Month†). That is an immense number of children who do not get to have the same bond and love that a biological child would get from their own parents. The foster care system in Arizona is in crisis, and â€Å"government, agencies, organizationRead MoreAdoption Statistics : National Adoption1283 Words   |  6 PagesCare†). Out of all those children in the foster care system about â€Å"114,556 of these children are available for adoption†, which mean s the biological parents’ rights have been legally terminated through the court system (â€Å"Adoption Statistics: National Adoption Month†). That is an immense number of children who end up not being able to have the same bond and love that a biological child would receive from their own parents. The foster care system in Arizona is in crisis, and â€Å"government, agencies, organizationRead MoreHealth Care Careers Diagram and Summary1223 Words   |  5 Pagesdischarge. With the help of a home health aide one can receive complete, cost-effective, quality care services within the comfort of one’s own home.   The subjects addressed in this paper are few services and products offered from a home health aide, the workforce roles of the services, and how the workforce roles impact a health care organization. In closing, figure 1-1 will display the focal point of a home health aide. Home Health Aide Home health aides help provide services to chronically illRead MoreThe Mayo Clinic Cancer Center1090 Words   |  5 Pagestime I see the give to St. Jude’s link, because its finding cures and saving the lives of many children. St. Jude is the first and only National Cancer Institute-designated Comprehensive Cancer Center devoted solely to children. The Cancer Center supports five major interdisciplinary research programs that are organized with the specific intent of translating basic science discoveries into curative therapies for children with cancer, while minimizing long-term side effects. I would have to say thatRead MoreFamily Centered Care : A Belief That The Health Care Staff And The Family1010 Words   |  5 Pagesinformation to the patient and their family in order to facilitate decision making. Nurses must encourage and support the family’s decisions. We must recognize that each family is unique. We must acknowledge that emotional, developmental, and social support are important components of a patient’s health care. There are several approaches to family nursing to take into consideration. These are: Family as Context, Family as Client, Family and System, and Family as Component of Society Kaakinen, Coehlo, SteeleRead MoreInclusion of Students with Learning Disabilities Essay1618 Words   |  7 Pages2002). The issue of inclusion is heavily debated and has many different supporters and opponents; some advocate full inclusion while others only support mainstreaming, the partial inclusion of students, while still others oppose the idea altogether. Parents, teachers, and students, judging by their own experience with the program, have made their own decisions about whether inclusion is beneficial or detrimental. Many believe that inclusion is advantageous for children with disabilities and inclusiveRead MoreFamily Centered Care : A Belief That The Health Care Staff And The Family1341 Words   |  6 Pagesinformation to the patient and their family in order to facilitate decision making. Nurses need to encourage and support the family’s decisions. We must recognize that each family is unique. We must acknowledge that emotional, developmental, and social support are important components of a patient’s health care. There are several approaches to family nursing to take into consideration. These are: Family as Context, Family as Client, Family as System, and Family as Component of Society (Kaakinen, Coehlo, SteeleRead MorePersonal Statement On Personal Hygiene1548 Words   |  7 Pagesaccomplish the goals she has set. With those goals selected, the client and I were able to come up with ways that would benefit her a great deal. Leah’s concern was that she would not be able to accomplish her goals. I told her that she has a great support system who is here to help her, and we will do whatever it takes to help her accomplish her goals. Evidence-Based Practice Model: Leah’s biggest issue is her lack of confidence and self-esteem. This is a problem because in order for her to accomplishRead More Cash Grants Essay1201 Words   |  5 Pagesto help motivate people to participate in the program, specifically mothers. Mothers’ were usually the caretakers of the children and the household; therefore, the program directed the cash grants to support the mothers in their decision and their responsibility towards the program. This decision was based on research conducted by social science analysis, which proved to have worked. According to the research, mothers tend to invest in their children’s education, healthcare and nutritional needs

Printing Press and Its Effects - 839 Words

Week seven TD 1 ONG in chapter five â€Å" Print, Space and Closure†talks about printing press and its effects .Through the chapter I found some interesting points connected to literacy. First,the idea of persons in a primary oral culture can entertain some sense of proprietary rights to a poem but with writing resentment at plagiarism begins to develop . We struggle in a copy right world and with removing words from the sound world , print encouraged us to think about mental held possessions as we express ourselves in narrative discourse.Writing is not necessarily the mirror-image and destroyer of orality, but reacts or interacts with oral communication in a variety of ways. Sometimes the line between written and oral even in a single activity cannot actually be drawn very clearly, as in the characteristic Athenian contract which involved witnesses and an often rather slight written document, or the relation between the performance of a play and the written and published text.† (Rosal ind Thomas, Literacy and Orality in Ancient Greece. Cambridge Univ. Press, 1992). As a future literacy specialist , I gained new understanding about the line between oral and written and the way writing interacts with oral. Second,print causes the presence of intertextuality which central in current phenomenological and critical circles . As the writer stated, intertextuality refers to a literacy and psychological commonplace.The literary text is the product of a writer, who elects to write aShow MoreRelatedThe Renaissance: the Invention of the Printing Press and Its Effects1614 Words   |  7 Pagesno mass media, such as the printing press to spread the word. A century later, all that had changed. Like any other invention, the printing press came along and had an impact when the right conditions existed at the right time and place. In this case, that was Europe in the mid 1400s. Like many or most inventions, the printing press was not the result of just one mans ingenious insight into all the problems involved in creating the printing press. Rather, printing was a combination of severalRead More The Pritting Press Essay605 Words   |  3 Pagesinvented movable type, or as we know it, a printing press. Prior to 1440 everything read in Europe was copied by hand or copied from wooden blocks carved from hand. This was very expensive and time consuming. The only people who were literate were those of the church and a small percentage of nobility. Since the printing press came out, how would this effect European culture and the way things worked? nbsp;nbsp;nbsp;nbsp;nbsp;The printing press had many effects on Europe. Very few peasants could readRead MoreThe Invention Of The Printing Press932 Words   |  4 PagesThe printing press, a simple invention compared to the technology we have today, however, it was a huge stepping stone to getting to the technology today. The printing press represents the spread of information and knowledge. There were two major effects of the printing press. These two effects were the exploration of the Americas and the Protestant Reformation. Exploration was Colombus and his explorers â€Å"discovering† America. The printing press had great influence on these events. The ProtestantRead MoreEssay on The Gutenberg Press1248 Words   |  5 PagesGutenberg’s printing press was one of the most important inventions of the renaissance, as it has had a major impact on both the Renaissance and todays world of printing. The Gutenberg Press, impacted the renaissance by, making books and info rmation easier and cheaper to reproduce and print, spreading more information easier and faster to vast audiences eager for new information, helping advance science and technology, and also by helping the economy grow stronger through creating new industriesRead MoreThe Communication Of Information And The Printing Press1670 Words   |  7 Pagessecular, and from scholarly to popular, has been important to the development of civilization. From hand writing the Bible, to being able to print it in less than a minute, the printing press has truly changed the world. We thank China for the first production of the printing press in the 6th century AD. The printing press has allowed for more ideas to be shared, more widespread knowledge, and entertainment to be expressed. This is definitely one of the greatest inventions of all time. In theRead MoreLimitations Of Technology - An Exploration Of The Printing Press Essay1327 Words   |  6 PagesLimitations of Technology – An exploration of the printing press Johannes Gutenberg (c. 1398-1468)’s printing press was created in the mid-15th century Guttenberg used his moveable type machine to print the first mass produced book- the Gutenberg bible, also known as the 42 line bible, named after the number of lines per column. The publication was printed at the rate of 300 pages per day, an unrealistic quantity during the time of print made possible by his invention. Metal letter forms copied manuscriptRead MoreEssay on Comparing The Television and The Printing Press583 Words   |  3 PagesComparing The Television and The Printing Press The television and the printing press are two very essential and widely used media products. In order to determine which one could be named the superior of the two I have researched and studied both topics extensively .In this essay I will explain why I have come to the conclusion that the printing press is more influential, vital, and educational to society than the television. How can a five hundred-year-old printer be influential? I can answerRead MoreJohannes Gutenberg and Donatello:Two Important Figures of the Ranaissance643 Words   |  3 Pagesnumerous ways were Johannes Gutenberg and Donatello. Donatello was an early renaissance Italian sculptor who lived in florence. Johannes Gutenberg was a printer and publisher who introduced printing to Europe. These two figures had effects on Science/Technology, effects on art, and effects on culture/society. Donatello and Johannes Gutenberg are two figures with opposing views that profoundly challenged and shaped political thought. However, Johannes Gutenbergs contributions to politicalRead MoreThe Invention Of The Printing Press948 Words   |  4 PagesIf we examine, by quantifiable evaluations focusing on printing production and the distribution of associated technology and scrutinized by the characterization of the extensive expanse of knowledge and ideas across Europe we will discover the in vention of the printing press. A result of progress, among a number of allied industries, papermaking and goldsmithing were principal players. The thin paper-like material made from the pith of the papyrus plant was one of the most common writing papers duringRead MoreInfluence Of The Renaissance On Modern Europe1174 Words   |  5 Pagesproved to be the most important event in shaping a modern Europe, with developments in education, class structure/order and social change issues, religion, building construction/use, Medici banking system, art and architecture, humanism, printing and the printing press, and the scientific and medical changes of the Islamic Renaissance. The changes in the development of education during the Renaissance begins to influence the shape of modern Europe. The beginning changes in education can be traced back

Post-War Germany Comparison and Problems Free Essays

Post-war Germany comparison and problems of economic development Through the previous essay describes, we knew Germany from baifeidaixing status after the war to later return to the powerful countries of the world. Need a lot of qualified support, in which the Government plays a crucial role. This is why defeated Germany to rise again, and the victory of the United Kingdom had lost its dominance. We will write a custom essay sample on Post-War Germany Comparison and Problems or any similar topic only for you Order Now The fate of two kinds of economic One of the most significant features in the history of Western Europe after the war in West Germany and the United Kingdom of great contrasts on economic development. Germany a generation in their own fate had experienced twice in the life of the vanquished: the cities were destroyed and currency failure, male labour force is either killed or being held in prisoner of war camps, transport and service infrastructure had been completely destroyed. While the United Kingdom was only a clear victory in the second world war in Europe. Aside from being subjected to bombing and personnel injury, a United Kingdom structures throughout the country such as roads, railways, docks, industrial and mining enterprises have survived in the war in its entirety. However, by the early 1960 ‘s, the Federal Germany began to flourish, as Europe’s economic power, and the United Kingdom have delayed development of economic growth is lagging far behind other countries in Western Europe. According to the 1960 ‘s economic growth statistics, Germany’s economic growth rate was 9%, and United Kingdom for 2. 6%, with the exception of Ireland outside the United Kingdom became the slow development of the developed countries. In 1958, the West German economy is more than the United Kingdom. In the eyes of many observers, United Kingdom is becoming Europe’s patients. The fate of the two distinct and with ironic, today it seems very educative. 1950 ‘s Germany an â€Å"economic miracle† the background lies in its 1930 revival plan. The Nazis had invested a large amount of financial and material resources in communication, arms, vehicles, optics, chemical industry and non-ferrous metals and light engines were originally part of a war economy, but 20 years later took effect. Economist Ludwig Wilhelm Erhard’s â€Å"social market economy† theory as Germany as provided strong support, in fact, political and business young talent of the post-war West Germany emerged initially were Nazi officials. Germany business critical infrastructure is not damaged in the war. The early 1950, manufacturing companies, banks, insurance companies, wholesalers and recovery operations, providing products and services to foreign markets. Even Germany mark rising fa iled to hinder Germany economic development that he reduce the import cost of raw materials, but there is no limit on foreign Germany product demand, Germany is a high value, technologically advanced goods. They win depends on quality, rather than price. What’s more, in the first decades after World War I, they had little competition: Sweden, and French and the Netherlands who wants to buy some engines product or tool who, in addition to from Germany purchases, had no choice. Power of suppliers higher than buyers’ power. By introducing an industry can learn about circumstances. In 1960, the Germany automobile manufacturing because of quality and reliable engine has won international prestige. Stuttgart’s Mercedes-Benz and BMW in Munich near-monopoly on the premium-car market, first at home, then continuously overseas. The Bonn Government to openly support the industry, providing early support preferential loans to them, and to encourage cooperation between banks and enterprises, to Germany companies provide cash investments . Volkswagen as early as 1945 completes the infrastructure. And like many other industries in West Germany after the war, Volkswagen benefited from a free market economy, it has not suffered a loss of competition. Volkswagen in 1939 before access to a steady stream of resources. It worked for the Nazi, war and military occupation service, because when the coalition Government from relocating a public company, its production capacity has been established before the war, so no further investments can be put into production after the war. United Kingdom also has the national lead industries, Morris, Austin independent car makers, such as a merger of the British Motor Corporation, British Motor Corporation and subsequently integrated into the Leyland Motor Corporation, specializing in United Kingdom Leyland cars. By the year 1980, Leyland Motor Company franchised United Kingdom featured automobile products. And Germany manufacturer, United Kingdom auto makers are increasingly concerned with overseas markets. However the outcome is completely different. After the second world war, successive United Kingdom Government have urged car companies try to sell vehicles overseas in order to attract foreign exchange earnings to offset the huge war debt owed by the State. (Tony Judt writes in the Postwar:A History of Europe Since 1945, the Government’s export target is at the end of the 1940 ‘s, United Kingdom production of automobile exports to 75% per cent of the total production). Some companies in order to quickly increase production and even wilful neglect of quality management. Initially, United Kingdom cars of poor quality and did not have a negative impact. United Kingdom company has monopolized the market: United Kingdom orders in domestic and European markets far exceeds the supply. Manufacturers on the production of the European continent is not United Kingdom rivals: 1949 United Kingdom production total production for the bus than in other European countries (Robert ,1995) However, with the passage of time, United Kingdom car industry the low quality and reputation for poor service. Other States car lot listing types to choose from, European people do not buy United Kingdom cars any more . When the British decided to upgrade the auto industry, and production lines to improve modernized equipment, United Kingdom, car companies could not like Germany companies as cash investments and loans from the banks. They cannot look to get help from the Government for assistance. However, in London, under political pressure, in order to obey the decision of the local government and to reassure the local politicians and trade union organizations, they have to build in undeveloped rural areas distribution centre . In 1968, the United Kingdom of the Leyland Motor Corporation was under 60 different plants. United Kingdom Government policy make manufacturers very negative. After the war, Government in accordance with the manufacturer’s market share before the war to them very small amount of iron and steel, the past mode of economic development in many industries to be frozen. Security of supply is not in place, a false high demand and political pressure. Eventually led to the United Kingdom car industry go bankrupt. By the year 1970, Europe and Japan automotive manufacturers began occupation of the British market, and on the quality and price beat the United Kingdom. The 70 ‘s oil crisis, United Kingdom joined the European Community, and the United Kingdom finally protected market disappeared because of a reversal of colonial, which eventually destroyed the United Kingdom independent of the automotive industry. United Kingdom independent auto industry decline and ultimate demise, largely on behalf of United Kingdom general course of economic development. United Kingdom economy aren’t so bad at the outset: Roger in The British economy since 1945:engaging with in the debate pointed out that the 1951 United Kingdom is Europe’s major manufacturing centers, total production was Germany and France and twice times. United Kingdom achieving full employment, and economic development has been slower than other countries, but also in the growth phase. United Kingdom’s payments crisis, mainly from 6 years to fight Germany and Japan accumulate huge debts owed by, in addition, to support effective defense system after the war and the substantial expenditure. In 1955 defense spending as a share of national income of 8. 2%, Germany spending less than United Kingdom half. (Roger,2000) . In the 1950 sterling was overvalued, United Kingdom it would be difficult to sell enough overseas products, to make up for Sterling against the dollar’s long-term deficit. As an island nation, United Kingdom is totally dependent on imported food and plenty of raw materials, in the history of United Kingdom relies entirely on the Commonwealth took over control of privileged markets to make up for this disadvantage. Two forces of conflict Through the comparison of the above we can see that in the special period of government intervention in the economy, Germany has achieved a successful social market economy path, but the process was not smooth sailing. Basic Law of the Federal Republic of Germany came into effect on May 24, 1949, section 2,3,9,12,14 provides:Must have its boundaries the State in managing the economy. Thus, negating the centralized economic management system. Mission mainly in the framework of the provisions of the country’s economic order and checks and balances and manage conflict that is raised at the community level. States should not intervene directly in labour conflicts, but must develop a legal framework for labour relations into a certain amount of redistribution through the tax and social policy implementation. (Overy,2003). Due to the inclusion of social and market two elements, that is, the balance between economic and social development, therefore, inevitable in the process of economic development, there were two rival of heterogeneous elements. When this counter is functioning as a complementary relationship, economic takeoff, and when excessive when there is a confrontation between the two complementary, economy will enter a period of struggling in the doldrums. Politically, the two forces dominated by the Christian Democratic Union (CDU) and the Social Democratic Party (SPD), the two major political parties reflect. Therefore, the actual relationship between these two heterogeneous elements to a large extent associated with the Government party structure. Back to post-war Germany economic course, followed before and after can be divided into three stages: the CDU’s ruling period of economic development;The social construction of social democratic party in power;Competing with each other in economic downturn. I. Construction of market-oriented economy Postwar Germany, devastated. Economic reconstruction is a priority. Before the advent of the first Government, as the supreme body management â€Å"Frankfurt Economist† (Frankfurter Wirtschaftsrat) made it clear that the direction of economic development is: sharp weakening of government intervention, strongly stimulating market vitality. The 1949 election, in favour of market mechanism and economic regulation of the CDU was pushed on the first stage of the Government, Ludwig Erhard became Economics Minister. Thus, Germany within the framework of the social market economy has embarked on a road of economic rehabilitation of maximize the free market energy. General policy: cancel rationing imposed by the occupation authorities after the war, reducing economic regulation, the maximum possible to liberalize markets. Management of absolute respect for the law of Economics, strongly resisted non-economic factors adverse intervention in the economy. Initially, by currency reform cleared after all economic ties with the Nazi era, liberalize prices lead to higher prices are the direct problems. The Government has not taken any administrative intervention, but by economic means, namely by monetary tightening and reducing tax rates to stimulate investment and productivity, such as keeping enterprises ‘ working capital, worker overtime zero income tax. As soon as production increases, increased incomes for the people. With the formation of the market mechanism, the emergence of competition, companies are more and more rational, unemployed workers in large numbers there. Faced with this situation, the Government did not change its policies, mandatory intervention, but the use of economic instruments. While in May 1949, by State help to enable Bank discount rate from 5% to 4% per cent,to further stimulate domestic investment;The other hand for the international market (mainly the United Kingdom and France) price increases, on September 19 active devaluation of the Deutsche 20% in order to boost exports. (James, 1998). Soon, production should rise further, unemployment pressure has been effectively alleviated. As the June 1950 the Korean peninsula crisis occurs, a hoard purchase occurred in West Germany, prices rose, also accompanied by an increase in imports. At the same time, unemployment rates begin to rise. In this case, the forces of planned economies began requiring synchronization in response to price increases to pay. This was at the request of demagoguery, but economy Minister Ludwig Wilhelm Erhard did not waver but continued to adhere to the principles of a market economy. In his view, the market economy can be achieved through improved productivity and wages. Corresponding to this, he immediately withdraw liquidity, raise the minimum reserve amount, limit the discount, the discount rate from 4% per cent to 6%, and mortgage rate from 5% per cent to 7%per cent. Soon, in 1951, the second quarter, a turnaround occurs, exports began to outpace imports. Improvement in the relationship between supply and demand rise in prices has been contained. The unemployment rate began to decrease again. (James, 1998). Economic and political success of CDU and easily won the general election of 1953. Since then, Federal Germany economy enters a period of rapid development, and lasted until 1958. In the meantime, another force of society could only be achieved with the acoustic echo. Economic policies so widely recognized, on the one hand due to the economic imperative of the age of;Also while stimulating the economy, because the Government did not take the British and American models or free economy model of the Weimar period, but consider the social adjustment and social construction in a timely manner, and effectively and this regulation into economic construction construction operation auxiliary rather than obstacles. According to Hans-Joachim Braun , in his book â€Å"The German economy in the twentieth century†, between 1949-1957 and West Germany issued a series of community-building law, such as 1949 ‘s â€Å"Social Security Balance Act† and â€Å"Emergency Assistance Act†, in 1952, introduced a â€Å"War Loss Balance Act† and â€Å"minimum working conditions found that law† in 1957 and introduced a social security law to the pensions. It can be said that, at this time, no country on Earth like the Federal Germany enacted so many of the social balance and regulation laws. These laws balance social conflicts, peace including internal labour conflicts, thus, for the protective effect of sustained economic development. Erhard was not random came to the practice of the social market economy, but has a clear rationale, is economist Walfer Eucken thought. Eucken advocated the establishment of a free competition and pointing to balanced economic policy. Thus, countries ‘ task is to establish an effective market-based. In his view, economic and social issues do not come from between socialism and capitalism, but only from the analysis of the economic order. Therefore, and contrary to Adam Smith, he does not â€Å"competition† as unchanging natural laws, but simply believes that â€Å"competition† must be protected as a human freedom. He was also against collective power against private power. It is based on the â€Å"neo-liberal† economic thought, in 1957 the West German Government had established antitrust laws, except transport, mining and metallurgy, banking, insurance, agriculture, and limit the emergence of private monopolies. Because of market mechanisms has been effectively activated, balanced also played a supporting role, and post-war reconstruction full release of enthusiasm. 1959-1966, the West German economy enters a period of high growth, even economic overheating. At this point, the voices of the community there have been improvements in social policy, asking the Government to increase social equilibrium. Erhard also did not yield, because he believes that it is not necessary, not only exceeded the means of, but would also drag down the entire economy. He knew that when West German society has differentiated into the various interest groups, and these groups have set out their respective positions to get more benefits from the society or the State, national politics if satisfied by these different interest groups, it would be caught in some kind of multivariate dependence mechanisms. In this way, States would lose their capacity for action and fall prey to interest groups. Moreover, he knew, on community-building measures cannot be reversed, once the excessive leave the State the economy is in crisis. So, he does not meet another force in the community of the greater ocial redistribution requirements but to build â€Å"an ordered society†:A community ceased to be contrary to the purpose of class and organizations with each other, but put aside all differences of opinion on the country-cooperation community at root, that is, a building based on community organizations and interests working together. In such a society are incl uded in the social market economy, his cooperative did not have a strong compulsion, but from their own forces, from their will, from each other is inseparable from each other is becoming increasingly clearer awareness and understanding. James, 1998) Due to his perseverance and the neo-liberal economic protection at that time, West German economic growth in a continuously high growth in a few years. However, high growth comes immediately after the overheating of imbalance, in late 1966 eventually led to the economic downturn, there is a West German economic recession for the first time in the history of 1966-1967 economic growth rate was-0. 2%. In the 1965 election, SDP vote up votes than the CDU of growth rates. At this point, Erhard with the most total votes remained in coalition with the Liberal Democratic Party largely the outcome of economic policy disagreements have emerged, resulting in rupture of the ruling coalition, Erhard to step down. 1966 Kurt Georg Kiesinger CDU Prime Minister after the failure of coalition talks with the Liberal Democratic Party, and the social democratic party form a new Government, but also by the social democratic party who served as economy Minister. Since then, the West German economic progressive efforts to increase social construction of the beginning of a new era. II . Regulation-led period of social construction The new Government soon introduced the so-called economic stabilization policies, main content is strengthening national regulation, such as the accumulation of reserves in order to overcome the cyclical economic growth;Establishment of mechanisms for consultations between employers, to exert influence on wage;Establishment of economic forecasting and planning system;Enhanced global perspective of macroeconomic regulation and control, and so on. At the same time also raised the slogan of full employment. This desire for criticism’s goal just when almost no one objected, but also enjoy the support of a number of authoritative economic theorists,a market economy is not a purely economic order, but a social, moral and ethical element to set up the system. Prior to economic reconstruction, strengthen the market economy, and now, well, it makes perfect sense to take into account social policy construction. Economic growth Advisory Council was established by the Government, and at the same time established federal and State mechanisms, both employers and employees sharing information. However, due to the overestimation of the capacity of economic forecast, while the lack of an effective means of control, and while it is difficult to agree on consultations among the parties, the original targets not only to achieve, and increased government spending. In 1967 although the recession be overcome by two government economic stimulus program, and genuine economic improvement since then, in 1969, economic growth rate even reached 8. 2%. But these are not the result of the Government’s economic policies, and people thought it was a result of increased government regulation, which enable the country to gain the role to maintain social welfare, many up to the question on the State of the market;In one hand, and the social democratic party in the people’s advancement. The 1969 elections, when all major parties decline in almost all of the votes, only the social democratic party’s tally has improved significantly. Apparently, there was an increasing number of voters tend to national social equilibrium. The Social Democratic Party and the Liberal Democratic Party form a new Government, the social democratic party who Willv Brandt as Prime Minister, by the social democratic party who served as Economics Minister also, Karl Schiller, followed by Helmut Schmidt. After the formation of the new Government was fully pursued a policy of State, whereby the State stepped in to control the national economy and social life: on the one hand, in stimulating the economy and to overcome the unemployment rate started to ignore market means on the issue, will mainly focus on the national finance;The other hand, are pushing relies primarily on community-building process of State financial benefits. End of 1972, the West German social policy had reached unprecedented heights. This makes the State finances a huge deficit for the first time. Lucky is that started in the late 1960 ‘s, West Germany enterprise, productivity has been increased significantly, making statistical figures show overall growth of the national economy. Thus, the community generally have a feeling, the Social Democratic Party Government’s national policies focus on people’s living standards and welfare, concerned about the growth of the national economy through hard intervention, that there is nothing wrong. Such results on the one hand allows to continue the ruling social democratic party along with the established policy of the Government to move on;We will also respect economic laws, market-oriented mechanisms of voice is not up, many acute economic problems do not have enough attention, such as productivity while improving the overall economic growth, presents promote consumption issues, and led to the production of consumption in a new situation. At that time the Government was not trying to deal with, but, as always, will focus on the macro-control and promoting the welfare of the process. 1973 oil crisis inflation have gotten even up to 7%, to the collapse of the Bretton Woods international monetary system of fixed exchange rates for content, followed by the worldwide economic crisis has also affected the West Germany. In 1975, the West German economy fell to its lowest point: all sectors of the economy crisis, an unprecedented slowdown in economic growth, the unemployment rate reached a record high, the 1974-1975 recession. Even under such adverse economic circumstances, the Government is also trying to implement macro-economic control and community-building, only between 1970-1975, West Germany State welfare spending has doubled . Which makes the budget deficit rising at an alarming rate. So the poor economic situation and irrational acts of States when the community was aware of the error of excessive value State regulation and welfare. The 1976 election results made it clear that former excessive importance to macro-control and social policy has begun on the construction of public discontent. Thus, the Government began to change economic policy, no macro-economic control, but to enable the market mechanism to make an adjustment, Germany Mark’s fixed exchange rate with the US dollar has been cancelled opportunities, linked with productivity growth and stable price level over the medium term the currency merchant policies In this way, by controlling the money supply causes lack of marks on the market, and thus marks compared to the appreciation of the dollar more than 1 time, then rapid import growth. Strong marks and imports accelerated first oil crisis impact on West Germany obviously failed to other Western countries, especially inflation significantly smaller than other countries, which makes rapid upgrading of West Germany’s position in the world. Facing export difficulties arising therefrom, the State did not conduct a mandatory intervention, but to use market mechanisms to bring West German industrial structure transformation themselves, enhance the market competitiveness of products, such as those of traditional labour-intensive industries such as coal, textile, shipbuilding, iron and steel industry gradually atrophy. This structural transformation will allow the industry to release a lot of unemployed persons of the community, but the Government in view of the inherent law of economic development, or stick to the policies. Therefore, West Germany began in 1976 and continued economic growth. Although in 1979 and there is a second world-wide oil crisis, but the stronger mark makes the impact on Western Germany is significantly less than other Western countries, which increases the international status of West Germany continued to improve, the European financial system, Germany’s Federal Bank in a leadership position. Precisely because of the success of this session of the Government’s economic policy, the 1980 election, LDP votes most improved significantly compared with the other political parties, SPD is only slightly elevated. This clearly shows that new economic policies to save the fate of the Liberal Democratic party coalition Government, as long as the economy is not affected, people wanted the national focus for community-building. In fact, late 60 ‘s benefits to the construction of the second half of the 70 and never stopped, just slowed. The late 70 and early 80 ‘s, as economic growth and trade union involvement in the enterprise for a rise in a row, both corporate and personal income growth. However, due to the appreciation of the mark and the national framework for intervention persists, investments did not appear accordingly, some enterprises take advantage of the strong mark and cheap labor in foreign countries this should be invested in domestic market began to be moved abroad. This directly lead to the economic recession that began in 1980, inflation and unemployment rate rising rapidly. At that time, the West German economy has experienced continuous recession that began in 1980, and recessions than 1974-1975 that bad. At the 1983 general election, notable decline in number of votes of the Social Democratic Party and the Liberal Democratic Party, Social Democratic Party Government to step down, West German economic history on the social welfare of the end of the construction period. (James, 1998) III. Difficult period. When headed by Helmut Kohl’s CDU in power, immediately offered to go back to era of Erhard’s road to a social market economy, but also admits this is not entirely dependent on market mechanisms. Clear specific policies to reduce government spending and to stimulate investment as a core. On October 1, 1983 starts austerity plans, such as reducing the amount of childcare support, was in hospital and nursing homes are no longer exclusively by the State a full payment, individuals must be part of the burden. These initiatives reduced national social expenditure only reduces new issuance of government bonds, but not to have total accumulated national debt reduction, because the national welfare systems have been set up, it has been used and tasted States contemplated social welfare benefits. Therefore, reducing State spending, refers only to reduce the amount of newly issued Government bonds, rather than simply to reduce the national debt as a whole. In order to improve the financial situation of the country, Kohl Government also initiated the privatization of State-owned enterprises, such as postal services, telecommunications, energy, and later raised the sales tax. These harmonize national fiscal revenue has significantly improved. But after building up huge social welfare, financial situation did not show substantial improvement. Thus, in stimulating investment in the Kohl Government would attempt to relieve pressure on enterprises through tax reform, but, under pressure from bad financial situation in the country could not take too much action. Fortunate is that international economic situation improved after the Kohl Government came into power, in particular the United States and Japan, which makes the already high level of internationalization of West Germany economy through foreign trade rises pick up right away. With the devaluation of the dollar, beginning in 1985, the rapid growth in imports, prices began to drop, growth in domestic demand. From 1983 to 1990, West Germany’s overall economic growth rate from five began to grow to the end of the 80 ‘s 2% and per cent in 1990. However, the improved little from the internal market, because profits faster than investment growth during this period. Second half of the 80, investment has also accelerated growth, but unemployment does not appear synchronized better. It is clear that the growth largely from domestic enterprises to invest overseas. Kohl on the economic policy of the Government is in a difficult phase, and for high unemployment and no growth in domestic investment economic growth when frustrated, East German voluntary dissolution, and federal Germany merged. The German reunification is undoubtedly a great blessing for the German nation, but temporary prosperity to Flash briefly. To achieve the transformation, reconstruction of infrastructure and social safety nets in the eastern part, including common revitalization project in the East, and the consolidated fund, all levels of Government transfer payments between the 1990 and the medium-term to the East has over trillion-mark, weighed on Western economies. To raise funds and curb inflation, the Germany Government had to be more than more than 10 times in a row to raise key interest rates. Trouble has been brewing for quite some time. Germany economic weakening, mainly because of the welfare system and a series of structural reasons. Excessive protection of the social welfare system has pushed up the cost of production, and formed a â€Å"higher welfare – higher taxes under the low growth – high liability – high cost – low growth – low investment,† a vicious cycle. From the early 1970 ‘s to the late 1990 ‘s, Germany 5. times more than double the increase in welfare expenditure per capita, down to become a drag on economic growth;1970, 1980, too protect sunset industries in the industrial structure and the information technology industry research and development keep lagging, its lack of wealth growth force leading leading industry;The lack of flexibility of the system of corporate go vernance and incentive mechanism, led by profits, the lack of micro-economic vitality;Excessive fire protection and high unemployment security benefits labour market rigidities and unemployment reduction. Faced with rising unemployment, helpless Government of Helmut Kohl in 1998, replaced by a Government of the Social Democratic Party was Gerhard Fritz Kurt Schroder, Schroder economic policy compatible with the two party ideas: on the one hand through tax breaks to stimulate investment and consumer demand, dynamic economy. The other hand, in the field of social security, and former advocate of personal responsibility at the same time, try to keep the original treatment, does not increase social security contributions in favour of eco-taxes to fill the gap and promote environmental protection. Now Germany as the third largest economy in the world today, the second-largest exporter, its per capita GDP of more than 27,000 euros. Germany agriculture production value less than 1%, share services near two-thirds, is a highly developed industrial structure to serve the community, its industrial machinery manufacturing, automotive, electronics and chemical industry led;Its national economy by relying heavily on exports, and export share of world total exports of nearly 10%, 70% about trade is concentrated in Europe and the United States, Japan and other developed countries, long-term surplus in balance of payments, inflation rate, unemployment rate at around 9%. Looking at the Germany of economic development after the war, at some point, despite the many problems, but judging from the overall economic and social development, was ranked the highest in the world, experience and lessons have left us a valuable asset. Reference [1] Braun, Hans-J. The German economy in the twentieth century. London : Routledge 1990 [2] Berghahn, V. Modern Germany: society, economy and politics in the twentieth century. Cambridge : Cambridge University Press 1982. 3] Brian,H . Seeking a role: the United Kingdom, 1951-1970 . Oxford : Clarendon 2009 [4] Overy, R; Ogilvie, S. Germany: a new social and economic history, Vol. 3, Since 1800. London : Arnold 2003 [5] Roger ,M. The British economy since 1945: engaging with the debate . Basingstoke : Macmillan 2000 [6] Robert,J;Bennett,G;Horst,Z. Local economic development in Britain and Germany. London : Anglo-German Foundation 1990. [7] Tony ,J. Postwar: A History of Europe Since 1945 . London : Pimlico 2007 . How to cite Post-War Germany Comparison and Problems, Essay examples

Onboarding Abstract free essay sample

Abstract I-cubed is a software applications company that is experiencing challenges surrounding employee turnover and the integration of new employees successfully into the company culture, which are likely due to their recent, rapid growth. Team Sigma, an MBA team from NCSC, determined that creating an nonbinding framework would be a solution to begin remedying these challenges. This research paper takes a deeper look at the ways in which the key aspects of an nonbinding program could benefit I-cubed. Research was conducted in the form of interviews, a Value Innovation Quotient survey, and a review of primary and secondary sources on the abject of employee productivity and company culture adoption. Recommendations for a 90-day integration of a best-fit nonbinding program are outlined in this research paper. I-cubed, a software applications company experiencing rapid growth, faces challenges with employee turnover. Additionally, new employees are having trouble adapting to the unique company culture, which may be a contributing factor in decreased retention. We will write a custom essay sample on Onboarding Abstract or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page A survey of more than 2,000 HER and training executives performed by Boston-based consulting firm Innovations Group revealed that one third f employers experience first-year turnover rates close to 50 % (Amble, 2007). Additional research has found that new employees who went through a structured nonbinding program were 58 % more likely to remain with the organization after three years (The Hunters Group, 2007). We recommend that I-cubed create an nonbinding program that follows a phased plan. A successful nonbinding program first recruits employees with the best company fit, then provides them with an orientation that reinforces continuous learning and addresses key company details such as history, key personnel, administrative details, company language, and recesses. Following this, methods such as cross-training, employee networks, and internships should be utilized during an ongoing period of time dedicated to cultural assimilation. According to the research presented within this paper, this process is best established through a structured integration plan. I-cubed Challenges and Nonbinding as a Solution Founded in 1984, I-cubed is a solutions and services provider in the areas of Product Lifestyle Management, Business Process Integration, and Data Migration. Due to their rapid growth, the client faces an issue regarding the training and retention of new and seasoned employees. It has been suggested that some of this turnover has to do with the unique culture of I-cubed and the fact that there is not a significant period of formalized cultural assimilation. I-cubed would like to enhance overall productivity and increase the adoption of the company culture while reducing voluntary turnover of the employee base as a whole. To address these desired outcomes, we recommend that I-cubed enact an nonbinding program with characteristics specific to their needs. We set out to understand the current culture of I-cubed by working with their HER manager, Jeanine Bradley, as well as researching bust nonbinding program. The recommended framework is measurable, adaptable, and built around the key skills and characteristics with which the organization can promote the healthy development of a high performance workplace. The deliverables agreed upon by I-cubed and Team Sigma include a paper, a presentation, a take-away nonbinding model, and a timeline with accompanying ideas and strategies for implementation. Research Methods Research began with a review of available peer-reviewed literature regarding nonbinding and how it relates to Job performance and voluntary turnover. Several aspects on what affects an employees decision to remain at the company as well as their consideration on what level of production were identified and considered as the team compared the research to the practices currently in use at I-cubed. An evaluation of exemplary models for nonbinding was also considered, such as an analysis of the nonbinding process at the library of North Carolina State University (NCSC). To discover and document how I-cubed is presently integrating new employees into their existing workforce, the team interviewed several employees at the company including the HER manager and key company executives. In addition, a Value Innovation Questionnaire Assessment (VIC) was performed on the company evaluating how well I-cubed fares at nine cultural factors that are proven indicators of innovative organizations. The VIC was provided through the Center for Innovation Management Services (SIMS) and created by Dry. Lynda Atman-Smith with NCSC. Some dimensions of innovation measured in the survey, such as empowerment and learning, are important aspects off good nonbinding program. This assessment helped to identify areas in which I-cubed can improve and gave a baseline for imprison on the effectiveness of new nonbinding strategies. Nonbinding Nonbinding is the mechanism to reinforce the necessary knowledge, skills, and behaviors for corporate citizenship to new employees. This mechanism occurs whether the employer has an nonbinding process defined or not, and contributes to the productivity, retention, and integration of new employees as will be described in this paper. Nonbinding is the complete process of integrating new employees into the organization, which includes their hiring, orientation, networking, and preliminary job training. New employees who go through a comprehensive, structured nonbinding process reach higher levels of productivity more quickly than those who do not (Bozo Allen Hamilton, 2008). Therefore, the implementation of a strong nonbinding program serves a critical role in retaining new hires and increasing Job performance and satisfaction. A key explanation for what drives employees to be high performers and involved in their work is summed up by the concept of Job embeddings (Lee, Mitchell, Sibilants, Burton, Holt, 2004). Lee and associates describe Job embeddings as a sort of social web, with three major mentions that are applicable both on and off the Job. These aspects are (1) the extent to which people have links to other people or activities, (2) the extent to which their Jobs and communities fit other aspects in their life spaces, and (3) the ease with which links could be broken what they would give up if they left their present settings (Lee et al. , 2004, p. 712). Therefore, organizing methods to increase Job embeddings provides a valuable step that the client should undertake to increase approached as a accompanied nonbinding initiative aimed at quickly integrating and sustaining the benefits increased Job embeddings provides an organization. While this initiative, when fully implemented, applies to both newcomers and established employees, the following discussion will be limited to inboards application to new hires. Recruitment One goal of the nonbinding process should be to increase the value an employee receives from the on-the-Job and off-the-Job links and fit, and increases the perceived sacrifices associated with leaving the organization. The research done by Gallo (2010) lists three steps to nonbinding that correspond well to the model of Job embeddings advanced by Lee et al. (2004). The first step in Gallons research is to start as early as possible in the process [of hiring] to expose your new hire to the organizations or units culture and to explain how work gets done (2010). This is a self-selection of both organizational and cultural fit, exposing to potential new employees what is expected of them and how the organization operates. It is better for the candidate to remove himself from the applicant pool before Joining the company and avoid committing resources to employees that were not going to stay or perform at a high level. This step should be considered when generating Job descriptions, and thought should be given toward what the organization is looking for on a cultural level in an employee. We recommend that I-cubed strongly consider impressing upon potential hires the type of culture at I-cubed in order for them to self-select out of the applicant pool before an offer is made. Orientation Employee Development The orientation process focuses on the beginning portion of Job task specific training. Generally, orientation is described as the first set of experiences a new hire has with the company in preparation for their future career path. The first step in this process is mainly administrative and involves developing department, or Job, specific training documents, establishing a housing location for these documents, creating a clear checklist of objectives to accomplish, and setting the criteria for which these objectives have been completed (Starches, 1996; Ballard Blessing, 2006). Through our contact with I-cubed, we understand there is a need for more of the administrative practices to move from paper-based to electronics-based. Research has shown that nonbinding processes which are partially or fully automated tend to eave significantly higher new employee retention rates, new employee engagement, year-over-year decrease in time-to-productivity for new employees, and a year-over- year decrease in cost per employee of nonbinding than organizations with paper- based nonbinding processes (Martin Lombardi, 2009) There are many ways to undertake automation of some orientation processes. For example, the agency can provide new employees with links to required information and forms through the organizations web site and forms can then be printed out and completed before the first day of work (Bozo Allen Hamilton, 2008). Forms can then be printed out and completed before the first day of work or submitted electronically, reducing the need for physical paperwork. An important benchmark for automation will be the development of a standard online location for training information and documentation (Ballard Blessing, 2006). Organization through a structured training program. Good nonbinding practices include learning and performance management by providing a formal new-hire training program (Martin Lombardi, 2009). A formal learning program that maps to specific competency requirements or development plans, as well as managers who define and communicate individual employee goals and expectations within or before the first week of employees start date, will contribute to increased time-to-productivity and strong growth (Martin Lombardi, 2009). All of an employees requirements should be clearly identified and documented before they walk through the door. Currently, I-cubebs documentation could be enhanced by adding links to internally saved documents (Ballard Blessing, 2006). As the training programs become more refined, we recommend that these communal files be transitioned over to a Learning Management System (ALMS). Educating the managers, mentors, and trainers about the nonbinding process is just as important as the new employees themselves. Through nonbinding, organizations set a baseline and a common understanding about the expectations the organization has for employees. Having the managers, mentors, and trainers continually educated reinforces the purpose of nonbinding, the particulars of the orientation process, and the responsibilities of each individual during the process (Starches, 1996). Following this step provides a clear set of objectives and tasks for managers, human resources, mentors, and trainers. Cultural Assimilation Whenever a new individual is introduced into an organization, they require a certain level of colonization and normalization to become fully functioning members. This organizational colonization refers to the process by which newcomers make the transition from being organizational outsiders to being insiders (Bauer, Bodied, Reardon, Trujillo, Tucker, 2007). Fitting into a culture and finding a place among a network of colleagues is essential for a successful new hire process. Newcomers that feel like they have established an emotional connection to not Just heir Job, but also to the overall organization, are more likely to feel they have made the right decision in Joining the company. According to Tim Vague (2007), a Innovations Consultant, not developing a sense of belonging ranked among one of the reasons for failed hiring. Connections to a variety of resources in the industry and organization help guarantee success at work because new employees knowing where to turn for quick answers and resources (Amble, 2007). Nonbinding programs that help newcomers reduce anxiety through coping mechanisms, such as feeling included , lead to a faster transition from new hire to reductive employee (Latch, 1984). Activities such as planning a lunch for new hires, providing nutmeats, and instituting introduction ice-breakers are all ways to create a welcoming environment that will make nonbinding a transition success. Easing new hire anxiety directly relates to fostering a productive learning environment that allows them to get up to speed with training at a faster rate (Kennedy Berger, 1994). Reducing employee anxiety can be as simple as making sure they are aware of personnel they can turn to for questions should the need arise. When the INCISE libraries developed their nonbinding process, following extensive research, they involved key library staff across a spectrum of departments during staff up with established staff members to act as a mentor (Ballard Blessing, 2006). By putting the entire staff through nonbinding at the same time and including both old and new hires, they immediately created a bond amongst the collective unit. Presenting a new employee with an organized nonbinding framework provides a clear Job responsibility guideline, as well as a chance to adjust to the companys ultra and build working relationships. This creates a sense of physical and emotional security by fostering relatedness and role orientation that researchers and theorists have tied to Job satisfaction (Ballard Blessing, 2006, p. 246). We recommend several methods for culture adoption to I-cubed, such as cross-training, employee networking groups, and mentoring. All of these are excellent methods to facilitate a new hires acclimation process, some of which are already practiced by departments within I-cubed, and support a deep and permanent integration into a company culture. Cross Training Cross-functional collaboration is an integral part of a new hires full assimilation into an organization, especially those with a flattened or matrixes organization (Derive, 2008). Though I-cubed has a structured hierarchy, they encourage the behavior of a flattened organization model, with employees guided to report concerns directly to top management. Cross-training is a great way for managers to strengthen a new hires skills and knowledge across the company, but also helps them develop key relationships with their colleagues. Establishing positive peer relationships early on builds a foundation that is critically important, as a future inflicts over competing priorities and resources are inevitable (Derive, 2008, p. 50). A strong nonbinding program should identify key internal relationships that are vital to getting work done proficiently, and train employees on factors that influence work relationships. Employee Networks People tend to feel a stronger sense of community when involved with a group of people that they share a common interests shared. In a growing company, such as l- Cubed, it can become increasingly difficult to find a common ground over merely having the same employer alone. Employee networks, also known as affinity groups r employee resource groups, are a great way to mitigate the disconnected feeling employees can experience during the new hire process, and serves as a reminder to tenured employees of how they fit into the company as well (Arnold, 2006). Citreous, a great corporate example, that introduces new employees to employee networks such as Hispanic Pride and Working Parents as a way to instantly connect them to like-minded individuals in the company (Derive, 2008). Ford, Hewlett- Packard, and Eli Lilly also all have well established affinity groups that play a valuable role in their nonbinding processes (Arnold, 2006). Inclusion in a group signifies to many a strong membership within an organization. Not only do employee network groups provide an opportunity for relationship building to employees, but also the employer can benefit tremendously. These types of groups allow employers to gain a deeper insight into what motivates their employees leading to better management and overall higher productivity. Additionally, the construct of employee networks can serve as an attractive recruitment tool to potential employees. Texas Instruments experienced this phenomenon first hand when trying to persuade a Job candidate he help of representatives from the Indian Diversity Initiative employee network, her fears were assuaged and she later reported the common interest group to be the key factor in her decision to work at TTL (Arnold, 2006). For nonbinding success, encouraging the formation of employee groups is an easy win. According to the SHIRR report, employee networks are critical for any company pursuing reduced costs associate with turnover, absenteeism, and low productively (Arnold, 2006, p. 145). Mentors Mentors are conduits for new employees to build strong internal networks (Dixon, Sonata Pave, 2012). A robust nonbinding process places emphasis on supporting new hires to become connected with internal networks and includes a structured mentoring component (Dixon, Sonata Pave, 2012). The curriculum of nonbinding mentors includes topics such as information about the local community, company history, corporate culture, organizational policies, workflow, and project-specific information (Rousseau, 2008). Another method, suggested by Gallo, is to ensure that the new hire understand how important the informal or shadow organization is in getting things done and to get them working ND involved with things that are critical to the organization. (2010). Tying directly into the links dimension of Job embeddings, this step increases the links that a new employee forms with the organization. We propose that mentoring activities focused on increasing the number and quality of organizational links will also increase Job embeddings. As an added suggestion, pairing mentors not only based on Job tasks, but also on a generation learning curve would aid in the cultural differences spawned by a substantial generation gab at I-cubed. Measuring Nonbinding Program Success In order to minimize the possibility of institutionalized colonization becoming overbearing, constant refinements should be made to the nonbinding process (Starches, 1996). Surveys developed and distributed to new employees following training completion would identify weaknesses and strengths within the current program, and allow for program innovations and developments (Starches 1996; Ballard Blessing, 2006). The research firm Aberdeen Group has identified companies who meet high standards in nonbinding often use assessments to determine satisfaction and feedback with the nonbinding process (Martin Lombardi, 009). The main assessment used by these companies is employee satisfaction surveys as a part of the nonbinding process (Martin Lombardi, 2009). Additionally, many of these companies measure from both the employee and organizations perspectives, measuring not only employee satisfaction, but also employee performance (Martin Lombardi, 2009). In fact, formally assessing the nonbinding process at least annually in companies has been shown to increase new employee retention by 10% or more (Martin Lombardi, 2009). Organizations ranging from Koch Industries, Inc. , one of the largest privately held impasses in the country, to the NCSC Libraries, have found that internally focused committees are supportive of continued development and sustained performance (Koch, 2007; Ballard Blessings, 2006). Based on this, I-cubed should consider forming a committee specifically for nonbinding. This group would be focused on all groups and positions. Ideally the committee should be composed of both younger and older employees to provide a robust view of the program. Integration Integrating the suggested methods of nonbinding is a crucial step in enacting a successful nonbinding program. We have defined a recommended, structured timeline, broken into distinct phases; to accomplish nonbinding goals in a manner that will best suits I-cubebs needs. The first phase in the timeline begins before the first day. The proposed integration strategy timeline is based on the model presented by the Partnership for Public Service and Bozo Allen Hamilton resource (2008). Pre- day one activities, suggested by the Aberdeen Group, are those which have been deemed the most valuable to make new employees feel engaged, demonstrate the organizations preparedness for the new employees arrival, and show clarity and commitment to his or her personal development (Martin Lombardi, 2009). Use this time to begin communicating with new employees, rather than waiting until the first day, to provide a smoother transition. Other actions which may be taken prior to the first day include contacting the new employee to answer questions and to set day one expectations, having all IT needs up and running before the employees start date, and assigning a mentor (Martin Lombardi, 2009). The second phase is the first day orientation and will be the first substantive encounter for a new employee with the new organization, so it is a critical part of the verbal nonbinding process and sets the tone of that employees first impression. Generally, the human resources contact welcomes the new employee for orientation and ensures that orientation covers required activities. On an employees first day, the entities involved should personalize the experience. For example, label tent cards in the orientation room or leave small I-cubed related gifts for each new employee. This is a good time to introduce the new employee to his or her mentor, and describe the mission and vision of the organization, as well as how his or her Job is relevant ND important to that mission and vision. At this point, senior management should be engaged by welcoming the new employee and all paperwork should be completed. Provide immediate colonization by arranging for new employees to eat together or with already established team members. This interaction is an ideal time to provide realistic information about the I-cubed and its unique culture. The next phase encompasses the remainder of a new employees first week. During this time, a senior leader should formally welcome the new employee, review the organizations structure and key staff members, and provide a list of internal epic experts for further development and answers. Additionally, managers should begin to communicate Job roles and responsibilities, start training, and assign substantive, position related, work. The first 90 days marks the final phase of integration and refers to the time between the new employees first week and the first three months of employment. Throughout this period, the new employee completes their initial training and should be well on their way to adapting fully to the companys culture. As the new hires workloads increase up to full production, their manager should monitor performance ND provide early and clear feedback often. This feedback allows issues to be identified and addressed early ensuring optimal development. Like the first day, this job. The entities involved in the nonbinding program should review the performance objectives and set longer-term individual development goals. Training should be provided as needed, to help the new employee understand internal systems, general operating practices, and to obtain other information or skills required in the performance of his Job. Throughout the timeline suggested in this report, implementation of an unbarring strategy can be further refined by syntactically applying the model of the I-cubed New Hire Development Plan, which is detailed more fully in Figures 1-3. This newcomer acclimation model is based on research from the 2007 Bauer et al. Meta-analysis for newcomer acclimation, and teethed John Van Mean and Edgar H. Scheme study on organizational colonization tactics. Combining the findings of these studies, we can use these as statistically tested and correlated guidelines to achieve specific outcomes, which can give further direction to the implementation of our suggested methods shown in Figures 4 5. The proposed nonbinding tools can be applied within the suggested 90-day timeshare and, when coupled with the model, can be modified to fit the specific role requirements, the type of person hired, and the desired outcomes. Together these provide a variable framework for virtually any circumstance. Conclusion The institution of a measurable and structured nonbinding program at I-cubed should significantly decrease turnover rates while increasing both productivity and cultural adoption. The methods for nonbinding we recommend using include hiring or company fit, creating a defined set of nonbinding goals by which to train managers, instituting the use of cross-training, employee networks, and internships to promote cultural assimilation, and integrating everything into a 90-day framework. I-cubed is now armed with the tools and information necessary to create an outstanding nonbinding program.