Chronic Diseases Essay Example for Free

Chronic Diseases Essay Finding out that you have any type of cancer will change your life and wonder how and why it happens to them. Even after many years and billions of dollars of research, we still dont know exactly what causes cancer. But we do know how to identify people who are at higher risk of developing specific cancers. A well-known cancer that majority women get but also men can get as well is breast cancer. Breast cancer is a cancer that starts in the tissues of the breast. Everyone has a risk factor; a risk factor is anything that affects your chances of getting a particular disease. They are risk factors that you cannot change and those are: age, gender, family history of breast cancer, genes, and menstrual cycle. Your risks of developing breast cancer increases as you get older; most advanced breast cancer cases are found in women over age 50. Women are 100 times more likely to get breast cancer than men, but men have their chances as well. You may also have a higher risk for breast cancer if you have a close relative who has had breast cancer or other cancers such as: uterine, ovarian, or colon cancer. Some people have genes that make them more likely to develop breast cancer. Women who got their periods early, before age 12 or went through menopause late, after age 55 have an increased risk for breast cancer. Other risk factors are if you drink two or more glasses a day you can increase your chance of getting breast cancer. Also, being overweight is a risk factor of developing breast cancer. Many risk factors, such as your genes and family history, cannot be controlled. However, eating a healthy diet and making a few lifestyle changes may reduce your overall chance of getting cancer. Maintained a physical activity that will allow you to be at a healthy weight can help you reduce of getting cancer. Watch what you eat and how much you consume, it is said that if you reduce your intake of red meat will help you reduce your risk of getting breast cancer or any other cancer. Eating vegetables and eating more whole grain should be added or be a good portion in your daily diet. Also if you are aware of your risk factors you are already doing something to help you prevent getting cancer. Getting a screening test is also important to do even if your risk isn’t that high. A screening test looks for signs of cancer in people who have no symptoms. Also if you feel that you have symptoms, going to your doctor to check and do the screening test is important. Also when you have your daily check up at the doctors allowing them to do a simple regular breast examine. Your doctor will check if you have any abnormal lump in your breast. They are things you can do to help you prevent getting cancer but even so there is that small chance of you getting cancer. Talking to your doctor and being informed in what you can do is a very good option.

The Maturation of a Maternal Bond in Morning Song Essay examples -- Mo

The Maturation of a Maternal Bond in Morning Song  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   What is the only difference between the emotions of an ordinary smiling new mother in the 1960's and those of Sylvia Plath when she writes her melancholy "Morning Song" soon after her child's birth?   While most new mothers pretended all was well, Plath published her true feelings. Simply because society held that all new mothers should be filled with immense joy after giving birth does not mean that they actually were.   Plath had the courage to admit she was confused, and her poem, "Morning Song," focuses on one woman's mixed senses of apprehension and of awe upon the birth of her child which create both feelings of separation and affection that contend to determine the strength of her maternal bond.    The first line of Plath's poem, "Love set you going like a fat gold watch," shows the emotional forces conflicting within the mother's mind. The fact that she chooses the word "love" rather than a more carnal image like "sex" shows that the infant was conceived from an intimate bond and creates a positive connection between mother and child. Using simile, "a fat gold watch," changes the impact of this line. While the word "fat" alludes to the cumbersome nature of the infant, the word "gold" represents the child as precious and valued, and the word "watch" conjures to mind the seemingly endless task of raising a child. In her book The Second Sex, Simone de Beauvoir asserts that "a whole complex of economical and sentimental considerations makes the baby seem either a hindrance or a jewel," but Plath's "fat gold watch" suggests a newborn can be both (509). Detachment caused by the mother's sense of apprehension is evident as she says to her child, "New statu... ...h which she receives the baby's cries suggests that she is touched by the baby's humanity, its unique individuality. In "Morning Song," the mother's bond to her infant strengthens as she tries to deny it. While attempting to prove that she has no connection to this new life, the bonds become undeniable as the infant opposes her with his or her "clear vowels." This "handful of notes" is all that is needed to dispel all pretenses of indifference toward the child. As the cries "rise like balloons" so too, it seems, do the mother's spirits and attitude toward the new life she has brought into the world.   Works Cited de Beauvoir, Simone. The Second Sex. New York: McClelland and Stewart, 1953. Plath, Sylvia. "Morning Song." Literature: Reading, Reacting, Writing. Laurie G. Kirszner and Stephen R. Mandell, eds. 3rd ed. Orlando: Harcourt, 1997. 690.   

British Gas Business Essay

A review of the British Gas Businesses current approach to collating, storing and using HR data within the organisation. Findings Below you will find an overview of some of the data that the HR function within British Gas Business collects. Within this report I will identify two reasons why British Gas Business needs to collect HR data, and the current methods in which we store the data. I will also briefly touch upon some key legislation which if compliant, will reduce any financial or legal risks to the organisation. Absence Performance – appraisals, Learning and Development (L&D) activity Employee Engagement results Equality/Diversity – To meet legal requirements Recruitment – Contractual information Employee Information â€Å"Accurate personnel records will help the organisation in many ways – increasing the efficiency of recruitment, training and development, and promotion. They can also provide the raw data to monitor equal opportunities issues and the legal requirements placed on all organisations† [ACAS: Online 30th November 2014]. One of the areas where there is need for collation of data is we are able to track volumes of employees currently being performance managed within the organisation to then further identify whether this is a behavioral or skill issue where further training is required. This then helps us to define our learning programmes moving forward and tailor the content around any shortfalls which may have been identified through Training Needs Analysis (TNA) within performance management. Another area that the HR function collates data for is for Absence. â€Å"This is one of the longest-running causes of serious concern to managers. Unapproved absence from work causes a multitude of problems to managers and involves the organisation in significant extra costs†. (Currie et al, 2010, p.293). All absence data within each business unit (and then business wide across British Gas) is centralised using the data base Absence Manager. This helps us to track against our performance and resourcing for people and establish  whether recruitment or redundancy plans would benefit the long term strategy of the organisation. The Human Resource function currently use an Information System (HRIS) which runs alongside our main billing system called SAP. Within SAP all Line managers have access to view employee information (direct reports only), process secondments or job role changes, and change manage details. The benefit of this is that the data is easily accessible and is consistent in line with any people movements within the business. Alongside this system there is also a requirement for some documentation to be stored manually. This is then kept for 6 years, regardless of whether that individual is still in employment with British Gas Business. This is beneficial for any documentation which requires employee signatures or verification. This could be disciplinary documentation to any learning that has taken place. Using the internal HRIS British Gas Business complies with the Privacy and Electronic Communications Regulations 2003, which covers the security and confidentiality of the retention of data. We do this by ensuring that access to the HR online system is done only registered through authorised access and then a further password security check. British Gas Business also ensures that it keeps written documentation for no longer than 6 years in line with the Principles of the Data Protection Act 1998 (DPA). Once documentation reaches this age we contract to a disposal company to safely dispose of all confidential waste. The HR function also complies with all Subject Access Requests (SAR’s) which is governed by the Freedom of Information Act 2000 (FOI Act). Customers are able to place requests in writing to access all information held about them or their business on the organisations systems. The customer pays a one of fee of ten pounds and they are then issued with the information within 40 days of their request. Key Findings British Gas Business is fully compliant with all key legislation in collecting and storing data within the organisation. I see no risk, financially or strategically from the methods we are currently using. Bibliography Web ACAS. (2014). Personnel Data. Available: http://www.acas.org.uk/index.aspx?articleid=717. Last accessed 30th November 2014. Books Currie, D (2010). Introduction to Human Resource Management. 2nd ed. London: Chartered Institute of Personnel Development. 293 Introduction – Activity 2 Analysis of absence data for the Customer Care function of British Gas Business from high level reported case volumes, to understanding the gender split of the absence recorded. Summary By analysing the data collated from our absence records, we can establish trends to enable the organisation to look to implement preventative measures to reduce overall long term absence levels. key findings Absence from the British Gas Business – Customer Care function is currently at its highest levels since 2010. The average number of days taken as absence within the short term sickness (STS) criteria (under 20 consecutive days), has increased from 4.6 to 5.5 days per employee per rolling 52 weeks. The increase in long term sickness (LTS) registered within the organisation has increased by 0.8% over the past 4 years. LTS cases for 2014 are split into the following reasons for absence and then subsequently by gender for all Stress (Work related) / Mental Illness reported absences. Of the 45 LTS stress (Work) related cases registered in 2014, 23 were for male employees. This shows us a change in trend from previous years. For the first time in over 4 years we can see the greater proportion of stress (Work) /mental illness related absences is now reported by the male employee population. conclusions In 2011 British Gas Business began its journey in implementing a new billing system. We can see a noticeable trend in the years following on from the  start of this journey, with the volume of work induced stress related absences reported within the function. Throughout the function we have also seen a high natural attrition in the leadership team in 2014. This means that we now have less experienced leadership population who are progressing our people through their long term sickness absences. Recommendations Identify potential learning gaps through Training Needs Analysis (TNS) – â€Å"Test and Play† drop in sessions for all employees – Full review of the learning documentation and the online learning environment Wellbeing events throughout the system change timeline to be ran throughout the function i.e. exercise programmes, healthy eating, fitness checks, stop smoking programmes. Engagement temperature checks amongst the employee population Team leader workshops in identifying stress and supporting employees Review the benefits package for the leadership population to reduce churn Validation of the process within the leadership teams from day 1 of absence registered, through the fruition of policy outcomes Wellbeing days across function for all levels to understand support tools references – Data British Gas Business – Absence Manager Data sample from 2010 – 2014. Accessed on the 17th November 2014. British Gas Business – HR Function – Team Leader Exit data – 2014. Accessed on the 19th November 2014.

King Louis I of France - Louis the Pious

Louis I was also known as: Louis the Pious or Louis the Debonair (in French, Louis le Pieux, or Louis le Dà ©bonnaire; in German, Ludwig der Fromme; known to contemporaries by the Latin Hludovicus or Chlodovicus). Louis I was known for: Holding the Carolingian Empire together in the wake of his father Charlemagnes death. Louis was the only designated heir to survive his father. Occupations: Ruler Places of Residence and Influence: EuropeFrance Important Dates: Born: April 16, 778Forced to abdicate: June 30, 833Died: June 20, 840 About Louis I: In 781 Louis was appointed king of Aquitaine, one of the sub-kingdoms of the Carolingian Empire, and though he was only three years old at the time he would acquire great experience managing the kingdom as he matured. In 813 he became co-emperor with his father, then, when Charlemagne died a year later, he inherited the empire -- though not the title Roman Emperor. The empire was a conglomerate of several different ethnic groups, including Franks, Saxons, Lombards, Jews, Byzantines and many others across a great span of territory. Charlemagne had handled the many differences and the large size of his realm by dividing it up into sub-kingdoms, but Louis represented himself not as a ruler of different ethnic groups, but as a leader of Christians in a unified land. As emperor, Louis initiated reforms and redefined the relationship between the Frankish empire and the papacy. He carefully structured a system whereby various territories could be assigned to his three grown sons while the empire remained intact. He took swift action in quashing challenges to his authority and even sent his half-brothers into monasteries to prevent any future dynastic conflicts. Louis also performed voluntary penance for his sins, a display that deeply impressed contemporary chroniclers. The birth of a fourth son in 823 to Louis and his second wife, Judith, triggered a dynastic crisis. Louiss elder sons, Pippin, Lothair and Louis the German, had maintained a delicate if uneasy balance, and when Louis attempted to reorganize the empire to include little Charles, resentment raised its ugly head. There was a palace revolt in 830, and in 833 when Louis agreed to meet Lothair to settle their differences (at what became known as the Field of Lies, in Alsace), he was instead confronted by all his sons and a coalition of their supporters, who forced him to abdicate. But within a year Louis had been released from confinement and was back in power. He continued to rule energetically and decisively until his death in 840. More Louis I Resources: Dynastic Table: Early Carolingian Rulers Louis I on the Web The Ordinance of Louis the Pius - Division of the Empire of the Year 817Extract from Altmann und Bernheim, Ausgewahlte Urkunden, p. 12. Berlin, 1891, at Yale Law Schools Avalon Project. Emperor Louis the Pious: On Tithes, 817Extract from A Source Book for Medieval Economic History at Paul Halsalls Medieval Sourcebook. Louis the Pious: Grant of Minting Coins to Abbey of Corvey, 833Another extract from A Source Book for Medieval Economic History at Paul Halsalls Medieval Sourcebook. Louis I in Print The link below will take you to a site where you can compare prices at booksellers across the web. More in-depth info about the book may be found by clicking on to the books page at one of the online merchants. The Carolingians: A Family Who Forged Europeby Pierre Richà ©; translated by Michael Idomir Allen The Carolingian EmpireEarly Europe   Guide Note: This Whos Who Profile of Louis I was originally posted in October of 2003, and was updated in March of 2012. Content is copyright  ©2003-2012 Melissa Snell.   Chronological Index Geographical Index Index by Profession, Achievement, or Role in Society

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A Critical Analysis Of Stanley Milgrams Experiment

Analysis of Milgram’s Experiment How far will people go to be obedient? While some people are defiant, most people will go beyond imaginable measures to obey authority. Stanley Milgram conducted an experiment that tested human relations and authority. The experiment was scientifically sound and followed procedures but was very flawed. Milgram’s experiment consisted of an experimenter, a naà ¯ve subject, and an actor. The naà ¯ve subject is a volunteer who saw a public announcement stating that they would get paid four dollars (plus fifty cent carfare) for an hour of their time. Upon arriving the willing participants were told about the experiment’s process which included shocking a person when they gave wrong answers to a set of memory†¦show more content†¦He had the experimenter come in dressed in a lab coat and explained that they were to ask a series of word associations to the learner and administer shocks for incorrect answers. As the number of incorrect answers increased so did the int ensity of the shocks given. Voltage of the shocks ranged from 15/ slight shock to 300/danger to 450/xxx. The shocks were a form of punishment. The naà ¯ve subject was unaware that the shocks dispensed were simulated. The purpose of Milgram’s experiment was to see how far people would go to obey authority. His scientific methods followed the scientific procedure and produced external validity. There were 20 variations of Stanley Milgram’s experiment some factors remained consistent throughout all variations, while some remained the same, while some changed. The four experimental conditions grew in intensity. In the first condition, also known as remote feedback, the learner was isolated from the subject and could not be seen or heard except at three hundred volts when he pounded on the wall. At three hundred and fifteen volts he was no longer heard from until the end of the experiment. The naive subject was required to keep administering shocks with an unresponsive h uman at the other end. Put yourself in the teacher’s shoes. In the second condition (voice feedback) the learner was placed in an adjacent room, when he started to shout and protest at lower shock levels he could be heard through the crack in the door. In the thirdShow MoreRelatedAnalysis Of Stanley Milgram s Perils Of Disobedience 1372 Words   |  6 PagesIn Stanley Milgram’s essay, â€Å"Perils of Disobedience†, an experiment was conducted to test an individual’s obedience from authority when conflicting with morally incorrect orders. Following the conclusion of World War Two, Milgram’s essay was published in Harper’s Magazine, which appeals to a national audience and yields an array of content from different contextual backgrounds. As Milgram reports the results of his experiment, he provides descriptive details of many of the subjects and their behaviorsRead MoreA Brief Summary of Milgrams Seminal Research on Obedience to Authority10 16 Words   |  5 Pages Because of the fields situationistic perspective emphasizing the individuals susceptibility to the power of the immediate situation, social psychologists generally view the fairly high levels of obedience to authority displayed in Milgrams classic experiment as the paradigmatic example of evil behavior (Berkowitz, 1999). Reading about the work of Ross and Nisbett, 1991 (as cited in Berkowitz, 1999, p. 247) stated that â€Å"social psychologists, by and large, do not think of evil actions as theRead MoreInvestigating The Nature Of Obedience1678 Words   |  7 PagesObedience Stanley Milgram managed to conduct the experiment that revealed the distinct features of the members of our society. He questioned how millions of ordinary people in Germany could obey the immoral commands of the Nazi government and provided the study exploring the mechanisms of human obedience to authorities. Though Milgram’s experiment has provoked a huge amount of criticism, the analysis of internal and external validity, ethical issues, and the contribution of the experiment to modernRead MoreOne of the Main Divisions Between Mainstream and Critical Social Psychology Is That of the Methods Adopted. Discuss with Reference to the Cognitive Social and at Least One Other Social Psychological Perspective.1698 Words   |  7 PagesOne of the main divisions between mainstream and critical social psychology is that of the methods adopted. Discuss with reference to the cognitive social and at least one other social psychological perspective. Social psychology has existed for about 100 years, before which psychology was a branch of philosophy. Social psychology studies individuals in their social contexts. 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Psychology was originally a branch of Philosopy, according to Hollway (2007). As more emphasis was placed on following scientific methods and principles, psychologists began using laboratory experiments to carry out research into individual behaviours. Experiments were considered to be more objective when considering individuals within the social world. Researchers were able to separate different situations that occurred in natural settings in an attempt to replicate particularRead MoreEssay on Police Brutality and the Use of Force2526 Words   |  11 Pageslight to entire police departments and cause long term damage to public trust. A vast majority of police officers make strong ethical decisions every day and are hardworking dedicated professionals who strive to serve the public. Research / Analysis Americans throughout history have been sensitive to the power of government. Authority and power are basic concepts of political order, and the police use force as a way to control forms of behavior which are detrimental to society (ElliottRead MoreSoc Test9122 Words   |  37 Pages_____, who was critical of the system of slavery, was a pioneering feminist. Answer Dorothy Smith Marianne Weber Harriet Martineau Emily Durkheim Patricia Wright Mills 10 points Question 2 This early sociologist helped to found the NAACP and was himself a prominent Black sociologist. Answer W.E.B. DuBois Booker T. Washington Jesse Martin Donald Black

Fundamentals of Collection Development †Free Samples to Students

Question: Discuss about the Fundamentals of Collection Development. Answer: Introduction This report presents the critical analysis of roles and functions of managers in an organization. Additionally, it also discusses the challenges that may face by a manager at the time of performing their roles at the workplace. Moreover, it also demonstrates the structure of the organization. It also shows recommendation to overcome the challenges that are faced by the manager at the working place. BHP is a business entity of BHP Billiton Plc and BHP Billiton Limited which is previously recognized as BHP Billiton. It deals with an Anglo-Australian multinational public company such as mining, petroleum, and metals. It was established in 1885 which headquarters is in Melbourne, Victoria, Australia. It was initiated in 2001 by the merger of Australian BHP (Broken Hill Proprietary Company Limited) as well as Anglo-Dutch Billiton Plc. In the era of 2017, the high amount of previous resources of Billiton has been drawn out into south areas and it has started to rebrand itself as BHP. The matrix organizational structure can play a significant role in an organization. It can be supportive to make a link among various departments of employees for accomplishing an organization goal. Addition, it can be said that the matrix structure is a mixture of divisional and functional structures. Furthermore, the matrix structure can enable the organization to a combined various department like goods, consumers, and geographical location. Moreover, the small firm is created their knowledge about the advantages and disadvantages of the organizational matrix structure earlier executing in the business operation. The matrix structure can be beneficial to increase the motivation and effective data interchange (Griffin, 2013). The most benefit of executing the matrix organizational structure in the operation of the business can direct to an effective data interchange. Additional, the organizational matrix structure can support to work closely and directly communicate with each other too frequently solve problems. Effective ways of communication increase production and permit for prompt decision-making. For illustration, in the matrix organizational structure, employees of the different departments such as finance, research and development, and marketing could confer with each other before executing the strategies. The particular data interchange permits executives to react promptly regarding customer and organization needs (Certo, 2015). Increased Motivation The matrix structure enabled the employees to a democratic leadership style. Additionally, it can be said that the organizational matrix structure includes all member of the team before making a decision. Furthermore, it also provides the capacity to the organization for contributing valuable data to each department of the firm before decision making regarding the employee satisfaction and inspires the employees. In the matrix organizational each workforce gives the equal importance to share their views and opinion regarding decision making (Dumas, et al., 2013). The management roles and functions play a significant role to accomplish a specified task. In additionally, Garret Morgans metaphors categorize the roles and functions of the management. It is discussed as below: It is basic symbol and foundation of the Taylorism. Additionally, it can be said that the geometrically structuralist approach helps to identify the views and opinion of employees towards the organization. There are different types of departments that can be included by an organization like top-down, bottom-up, centralize, and decentralize (Hopkin, 2017). This section categorizes an organization function or roles as an organizational DNA, which considers some factors like Introduction, Maturity, and Death. It can also be supportive to develop the views and opinion regarding the organizational issue. In addition to this, it can also be said that it enabled the organization to exchange the ideas and information of employees towards the solution of issues of organization (Johnson, 2014). In this function, the organization is given the importance of culture before making any kinds of decision about the issues of the company. Furthermore, it can be said that culture metaphor direct impact on a company to increase the productivity in long-term. Therefore, an organization is mainly including the culture to improve the financial performance of an organization (Daft, et al., 2016). Organization as Intellectual Prison The organization can classify the roles and function of management by considering the intellectual prison. It can support to perform each activity of an organization in a logical way at the same time it can also enhance the productivity of a firm. Furthermore, the Intellectual prison can also help to accomplish the task of an organization in a systematic way. The organization can also categorize the management roles as a scheme of alteration and flux because it emphasized similar aspects of the company as an organism metaphor by the systematic way. It will help to improve the profitability of the business in the upcoming period. In addition, there are different components that are considered like notion stability, entropy, physics ideas, and dissipation. It can also enhance the market share of the company through appropriately deal with market risk (Too, et al., 2014). The management roles and responsibilities classified by power. Power is important factors that can directly influence the productivity of organization as well as employees. Additionally, when an organization used negative power then it can be caused of declining the performance of workforces. Besides this, the positive power of management can be supportive to inspire the employees regarding the accomplishment of organization goal in long term. Therefore, it can be said that power can be a significant factor for an organization (Verzuh, 2015). Management theory The management theory can be utilized by an organization to manage the issues of the organization in at working place. The Henry Feyol is important management theory in the working place. In addition, it can also be said there are different types of management theories that are discussed as below: Serial Number Theories Result 1 Classification of work It can help to categorize the work of an employee, which can also supportive to decline effort of employees. In addition, classification of work can gain the productivity of an employee. 2 Authority It will be supportive to provide the order. It cannot be considered in lack of responsibility. 3 Self-control Self-control can determine the relationship between organization and employees. It could be a major cause to influence the productivity of the firm. 4 Control One executive can lead the function of the organization. 5 Direction One main executive one plan for group actions to accomplish same objectives. 6 Different interest of employees In an organization, each individual has differed interest that can influence the working style at the workplace. It can create the complexity to accomplish the same task of an organization. Therefore, it can be said that it can also be a major issue for BHP limited (Maxwell, et al., 2017). 7 Compensation Compensation can be a significant factor for both organizations as well as the employee. In addition, the compensation should be appropriate for both workforces and corporate. 8 Centralisation It presents the degree of performance that can be relied on the size of corporate and quality of executives. 9 Scalar chain It supports to demonstrates the line of executives from the bottom level to top level. 10 Command It can show the place of employees. It means a right person at the right place. A right person can make command on the management function systematically. 11 Equity A mixture of harmony and justice about the employees. 12 Stability of occupancy of personnel Workforces requisites to be given a time period for making stability in the job. Therefore, managers can provide can provide a flexible and friendly environment for the sustainability of employees (Lussier 2011). 13 Creativity Each employee of an organization can show their creativity within limits of the organization. 14 esprit de corps Harmony can be imperative for a corporate to encourage the employees for teamwork. Henry Fayol developed the management theory of organization. It is used by the organization to forecast and plan, to establish, to control, to direct and to manage the activity of an organization. Henry Fayol provided many technology and concepts that will be used by the upcoming researchers named scalar chain, a division of labor, centralization, and unity of command (Shockley, 2014). Impact of cultural values, ethics, diversity in the organization Values play a crucial role in a company to make an appositive image in the market. It defines an image as unified sets of administrative values which orient their team members, direct their prospects and division activities. In addition to this, it can also be said that an effective value of an organization can enable to increase the creativity, efficiency, and productivity in long-term (Feng, et al., 2013). Ethics can also a vital component for an organization as well as employees because it directs influence the productivity. Ethics can be the moral principle which governs the employee behavior. Ethics can influence both small as well as the large organization. The unethical behavior of an organization of can declines the financial condition of the company in long term. While the ethical behavior of the company can easily attract a large number of customers in long-term. At the same time, it can also be said that different organizations have a different set of ethics standard. There are some components that can be common for all the organization such as psychology, law, and law (Rainer, et al., 2014). Diversity also influences the performance of the organization. At the same time, it can be said that the diversity can create problem to complete the task of the company in long-term. In this case, the company can use effective strategy to improve the diversity issues together with inspiring the employees for feeling comfortable at the working place. It also provides an equal chance to each employee without any biases to contribute their roles and responsibility in the working place (Thomas, et al., 2017). SWOT analysis Strengths Well-build position in market as it can earn high return Sound financial condition and diversified stream of revenues Marketing is developed centrally through CSGs Recognized revenue stream and sound financial condition Sound international brand recognition Well-built employees with more than 45,000 workers One of leading mining as well as petroleum corporations Involvement in CSR activity improves the brand image Weaknesses Intervention of government may decline the operational efficiencies Previous cases of incidents can also lead to criticism Opportunities Opportunity to acquire the associated smaller corporations Development of operation in copper as well as coal Liaison with other international corporations. Threats lessening demand for exports in some nations due to well-built domestic production High rivalry Role, behavior, and performance of managers within that organization There are different kinds of activities that are performed by manages of BHP Billiton are discussed as below: The manager can support each employee in their day to day activities to accomplish the business objective systematically. It also clarifies the roles and responsibilities of employees about their performance at working place. It also documents the performance of employees to provide appropriate compensation and make a career It provides training and development to improve the skills and learning activities of employees. It also makes an effective documentation for legal purpose along with mitigating the disputes at the working place (Jones, et al., 2015). Recommendation to improve Management should provide constructive and clear feedback to their employees regarding the policy of the organization. As a result, it will be supportive to accomplish the task in specified time and cost. In addition to this, management should also communicate with employees about their roles and responsibilities along with objectives of project and norms. Consequently, it can mitigate the complexity of work issues as well as an effort at the same time support to increase the efficacy of employees in long-term. Management should also offer fair compensation for inspiring the employees towards the accomplishment of the organizational goal. Along with this, management should also inspire the employees by using reward scheme and sustain them for long-term (Donate, et al., 2015). References Certo, S. (2015).Supervision: Concepts and skill-building. UK: McGraw-Hill Higher Education. Daft, R. L., Marcic, D. (2016).Understanding management. UK: Nelson Education. Donate, M. J., de Pablo, J. D. S. (2015). The role of knowledge-oriented leadership in knowledge management practices and innovation.Journal of Business Research,68(2), 360-370. Dumas, M., La Rosa, M., Mendling, J., Reijers, H. A. (2013).Fundamentals of business process management(Vol. 1, p. 2). Heidelberg: Springer. Feng, D., Siu, W. C., Zhang, H. J. (Eds.). (2013).Multimedia information retrieval and management: Technological fundamentals and applications. Berlin: Springer Science Business Media. Griffin, R. W. (2013).Fundamentals of management. USA: Cengage Learning. Hopkin, P. (2017).Fundamentals of risk management: understanding, evaluating and implementing effective risk management. USA: Kogan Page Publishers. Johnson, P. (2014).Fundamentals of collection development and management. USA: American Library Association. Jones, G., George, J. (2015).Contemporary management. McGraw-Hill Higher Education. Lussier, R. (2011).Management Fundamentals: Concepts, applications, skill development. USA: Cengage Learning. Maxwell, P. S., Eklf, J. S., van Katwijk, M. M., O'Brien, K. R., de la Torre?Castro, M., Bostrm, C., ... van der Heide, T. (2017). The fundamental role of ecological feedback mechanisms for the adaptive management of seagrass ecosystemsa review.Biological Reviews,92(3), 1521-1538. Rainer, R. K., Prince, B., Watson, H. J. (2014).Management Information Systems. USA: Wiley Publishing. Shockley-Zalabak, P. (2014).Fundamentals of organizational communication. UK: Pearson. Thomas, D. C., Peterson, M. F. (2017).Cross-cultural management: Essential Concepts. USA: Sage Publications. Too, E. G., Weaver, P. (2014). The management of project management: A conceptual framework for project governance.International Journal of Project Management,32(8), 1382-1394. Verzuh, E. (2015).The fast forward MBA in project management. USA: John Wiley Sons.