What Is Process Costing Accounting Essay

What Is Process Costing Accounting Essay A process costing technique is worn in favor of Indus deception producing substance, oil, fabric, and flour, pharmaceutical, shoos and petroleum. This kind of estimate is too old through firms developed such clothes methods be the gathering sort manufacturing which manufactures such equipment given that kind writers, automobiles. Airplanes and home embrace emotional appliances. Lastly certain service industries, such sagas, stream, and warmth, cost their goods via with development estimate methods. During information procedure figure course of act are time and again termed nonstop or collection production cost bookkeeping process. What Is Process Costing? Process costing be a kind of estimate scheme so as to is worn for consistent, or all the same, products. Process costing averages the expenditure in excess of every units to approach in the direction of the each unit cost. This is within distinction to additional type of estimate systems, such as job-order costing to is used for goods to be in differentiate batch. Nothing like job-order costing, process costing is track using a work-in-process report for all section, somewhat than from end to end supplementary ledgers Process Costing In office, process costing is a technique of transfer manufacture costs to units of production. During process costing systems, production costs be not traced to being units of production. Costs are assigning primary to production departments and after that in the direction of units of output because they shift through the departments. The procedure costing method is classically used intended for process that produces great quantities of all the same goods. The process costing technique is within difference to extra costing methods, such as produce costing, job costing, or operation estimate systems. Using the procedure estimate technique is best below sure environment. If the production goods be all the same, that be, the unit of productivity are fairly identical as of one more, and it may be useful to use process costing. But the productivity products are of short cost, sense every entity unit of production is not value much; it can be obliging to utilize process costing. And rider it is hard before infeasible to draw production costs in a straight line to person units of production, it can be useful to utilize the process costing technique. Examples of operations to be possible to utilize the procedure figure system as opposite to one more costing method comprise a cola bottling place, a lunch puffed rice creator, a corporation that make processor chips, and group that produces clump, and a corporation that produces bricks. For instance, intended for the corporation to bottles cola; it would not be possible otherwise valuable to divide and evidence the cost of all bottles of cola in the bottling procedure. Consequently, the corporation would allot costs to the bottling development since a total meant for a stage of moment, and next segregate that generally development cost by the digit of bottles shaped throughout that time of time to allocate making costs to all pot of cola. Process Costing system 5 Steps used for Process Costing 1. Examine inventory flow 2. Translate in-process inventory to equivalent units 3. Calculate every valid cost 4. Compute the cost for every unit of complete and in-process inventory 5. Assign costs to units of ended and in-process inventory First, examine the cost-flow copy of the applicable account account to settle on how a great deal inventory be at hand at the opening of the stage, how a good deal was in progress for the period of the period, how a great deal as finished during the stage, and how a lot is missing as work-in-process at the ending of the period. Second, exchange the work-in-process finish account keen on a digit of corresponding units fashioned. These incomes if there are 1,000 units of inventory in work-in-process, and these units are all 50% absolute, and then you judge this as the equivalent of 500 units shaped (500 = .50 x 1,000). Third, calculate the whole direct and indirect costs incurred through the making procedure that calls for to be assigned to the units concluded and the units at rest in process. This includes the costs related with the launch inventory and the costs incurred during the related period. Fourth, figure the amount of cost to be assigning to the over units of construction and the equal of completed units of production at rest in the finish inventory. For instance, if 2,000 units were finished, and 1,000 units were missing half-finished, after that you would separate the valid costs through 2,500 units. Fifth, apportion the applicable costs to the units of manufactured goods that were finished and to the units of item for consumption that stay in the work-in-process explanation. foundation: Hilton, Ronald W., Michael W. Maher, Frank H. Skelton. Cost Management Strategies for Business Decision, McGraw-Hill Irwin, New York, NY, 2008. Process Costing Procedures Process costing systems go after exact events, as well as precise events can differ through corporation otherwise by manufacturing, they determinations normally chase these steps: At the same time as additional types of figure begin by means of a sales order, a sales classify be not wanted used for procedure estimate as it is a constant method The work-in-process financial records are separated by division and are named because such for illustration: Work-in-process division Name The original branch in the development makes the initial entrance keen on the work-in-process report, usually for the through unprocessed resources As the goods go from section to branch, entries are completed to every work-in-process division explanation Direct labor costs be recorded through phase Actual overhead costs be recorded; no contra-account is wanted since here is rejection more than- or under-applied transparency payable to the real cost organism practical Indirect costs be realistic to the clearness account in specific amounts Normal spoilage is recorded since a time to the work-in-process report; uneven spoilage is distant as of the work-in-process explanation and practical to a part explanation consequently it is able to be deal with board. When Is Process costing suitable? Process costing is appropriate as goods be all the same (or the same). Anywhere job-order and additional types of estimate search for to locate the cost for each unit for batches of differentiated goods, sequence estimate seeks to locate the normal cost of every units more than a stage of time. Then, progression approximation is just relevant when every one unit is the equal. For example, a developed corporation that produces only one uniform creation capacity choose to use development estimate. Characteristics and process of costing. The characteristics of procedure costing are: A cost of manufacture in order is hand-me-down to collect, calculation up, and build complete and component indict. Manufacture is accumulating and report by departments. Costs are post to departmental work in growth accounts. Structure in procedure at the finish of a period is restated in circumstances of over units. Total expenses exciting to a part are alienated by whole computed manufacture of the section in order to decide a unit cost for a exact period. Costs of finished units of a section are transferred to the subsequently dispensation section in order to turn up at the whole costs of the ended products throughout a period. At the similar time, costs are assigned to units motionless in procedure. Uniqueness and procedure. Build up substance, labor, and factory over head costs by departments. Conclude a component cost for every department. Move costs from one department. Allocate coast to the explanation of labor motionless in process. If correct unit and list costs be to live recognized by procedure costing method, costs of a period have to be recognized with units shaped in the similar phase. Elements/Components of Cost Process Costing way is appropriate anywhere the production results from a sequence of unremitting or cyclical operation or process and crop are indistinguishable and cannot be segregated. Process Costing enables the ascertainments of price of the produce at all method or point of invent. The yield consists of goods which are homogenous. Manufacture is accepted on in dissimilar stages having a nonstop flow. Fabrication takes place constantly except for in belongings somewhere the set and technology are lock up for preservation and so on. Output is identical and every unit are matching during each process. It would not be probable to outline the characteristics of any exacting lot of yield to any lot of effort. The contribution will go by from side to side two or more processes earlier than it takes the figure of the production. The productions of every procedure become the effort for the after that process until the last product is obtain, with the previous procedure charitable the last product. The production of a process may also be profitable in which box the course may make some income. The input of a procedure may be competent of organism acquire from the outer surface sources. The output of a procedure is transfer to the next course usually at cost to the course. It can also be transferred at marketplace price to allow examination competence of operation in assessment to the variety store situation. Standard and uncharacteristic fatalities may occur in the process There are a number of industries in which procedure costing is able to be functional Elements/Components of Cost The subsequent are the major elements/components of costs mixed up in the developed process everywhere method costing method is adopted. Direct Materials Present be two types of equipment that we approach crossways in process costing. Primary Material Materials which are introduce in the first course and approved on to the after that development as a fraction of productivity after close of meting out. Secondary Material Materials which are introduced in the first or ensuing processes in addition to the main material introduced in the opening process. This gets miscellaneous up with the major matter and is approved on to the following processes as a part of the productivity. Direct Labor/ The direct labor cost is usually incurred in each process. Classification of direct labor cost is as fine comparatively easy in process estimate industry Direct Expenses Expenses in adding to Direct Material and Labor which can be in a straight line attributable to a exacting procedure. These are costs pertinent to exact processes. Production Overheads The overhead operating cost is in general finished over all the process involved in construction. These are to be apportioning over the different processes in an agreeable method Methodology of Recording Accounting Costs Financial Accounting method is adopted for tape costs concerned. Process Accounts A nominal account for all process is use to verification all the expenditure applicable to a process. every procedure report is Debited with The Primary Direct Material Cost Secondary Direct Material Cost Direct Labor Cost Direct Expenses and Production Overheads billed and/otherwise apportioned to the procedure. Credited with The worth of production transfer to the following procedure or over stocks. Information, Alphabets or any word or expression on behalf of the process are second-hand as suffixes/prefixes in the names (Process I a/c, Process A a/c, purification Process A a/c etc) to clearly recognize the processes accounts. Process Stock Accounts Stocks applicable to a procedure are maintained in a break up supply account. Stock accounts for contribution can be maintained someplace every one the effort acquire/established for a procedure through a period is not second-hand up and doing Stock accounts for production may be maintain where all the output produced/finished in a course throughout a age is not likely off also by move to the after that course or by sale. Where the productivity applicable to a process is sold not together from organism transfer to the next process, it generates revenue. These revenues relevant to a process are normally record by means of the procedure explanation or the store explanation. Feature of Process Costing The product of one process becomes the contribution otherwise unprocessed objects of the next process; There is a permanent stream of the same production; It is complicated en route for make out a price tag item because each cost unit is part of a process; It is difficult to cost a cost unit hence we can only find the typical rate for each item over period of time; price centre are set happy and costs are composed by the cost centers; It is possible that combined goods may be produced in the processes; misuse may arise during dispensation e.g. due to vanishing, etc . A person is usually liable for a process. An account called a method version is maintained for each process. All costs-materials, labor and overheads; fragment productivity opportunity work-in-process finishing work-in-process transfer from preceding process Losses or gains Comparisons Similarity among job order and process estimate take in: Both systems have the similar fundamental reason-to work out unit cost Together systems use the similar developed financial records The flow of costs from side to side the developed financial records is on the whole the same. the other hand, there are a few significant differences between job order and processing costing as describe under. Job Order Costing Process Costing every job be special every one products be matching Costs be accumulate through job Costs be accumulated through section Costs be captured on a job cost slip Costs are accumulated on top of a subdivision making report Unit costs be compute via job Unit costs be computed by means of department . These resolves require a journal access such the same as Work in Process Department B Work in Process Department A When the products are finished they are transfer as of the final meting out sector to completed supplies. Companies using process costing arrange departmental production reports. The production report consists of three parts as follows:   Ã‚  Ã‚   1.   A quantity schedule which shows the current of units from end to end the branch and a   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   subtraction of comparable units   Ã‚   2.   A calculation of expenses per correspondent unit   Ã‚   3.   A understanding of all cost flows into and elsewhere of the department Process Costing Systems What is it and when is it used? Weighted-average method First-In, First-out Method Common Mistakes with Transferred-in Cost Process Costing Systems What is it and when is it used? A process-costing scheme is a estimate organization in which the cost of a creation or repair is obtained by transmission costs to a lot of like or comparable units. Unit costs are then computed on an average basis. Process-costing systems are second-hand in industries that create approximating otherwise parallel units which are repeatedly crowd produced. In these industries, products are pretend in a awfully parallel system The companies habitually use the equivalent sum of direct materials, direct industrialized labor costs and industrialized overhead costs. Industries that use process costing systems are for example: substance dispensation, oil cleansing, pharmaceuticals, plastics, element and tile developed semiconductor chips, beverages and banquet cereals. The disparity flanked by job estimate and course costing is the degree of averaging second-hand to work out unit costs of produce and armed forces. The cost article in job estimate is a job that constitutes a noticeably individual produce or service Weighted-average method The weighted-average process-costing procedure assigns the regular corresponding unit cost of every job done to date (regardless of when it was done) to alike units complete and transferred out, and to equivalent units in finish inventory. The weighted-average cost is purely the usual of different the same unit costs ingoing the occupation in process account. First-In, First-out Method The First-in, first-out (FIFO) process-costing technique assigns the cost of the first equal units accessible (preliminary with the equal units in beginning work-in-process inventory. This method assumes that the earliest equivalent units in work in development school assembly account are done first. Common Mistakes with Transferred-in Costs Here are a few frequent pitfalls to stay away from when secretarial for transferred-in costs: Keep in mind to comprise transferred-in costs on or after preceding departments in your calculations. Such costs be supposed to be treated because if they were an extra type of direct material additional at the start of the process. In other language when consecutive department are involved, transferred units from one division develop into all or a part of the through materials of the next division; though, they are called transferred-in costs, not shortest materials costs. In scheming costs to be transferred on a FIFO foundation, do not fail to see the costs assign at the commencement of the era to units so as to be in process other than are at the present built-in in the units transferred. Unit costs may vary flanked by periods. Consequently, transfer units could hold batches accumulate at dissimilar unit costs. Example of an area where Process Costing is applied A general example of an industry anywhere practice costing may be applied is Sugar Manufacturing Industry. http://www.futureaccountant.com/process-costing/images/sugar-process.gif The processes in this production are Cane Shredding The cane is busted into little pieces to allow easier group through the milling machine. Milling The torn cane is approved from side to side rollers which squash them to extract cane juice. Heating and adding lime The extracted juice is then heated to make it a concentrate and lime is added to the heated juice. Clarification Muddy substance is removed from the concentrate through this process Evaporation Water is removed as of the juice by vanishing. Crystallization and Separation Sugar crystals are developed on or after the waterless juice think in this method. Spinning Molasses are alienated as of sugar with Centrifugals in this method. Drying Sugar is obtained by freshening the wet raw darling obtains in the revolving method.

Nationalism In The Middle East Essay -- essays research papers

The study of international relations is very broad and complex. It is the study of nations and states and how they are formed. It is also the study of measures, such as revolutions and wars, that create different nations and states and the reasons behind such measures. One important concept in international relations is the view of nationalism. Nationalism is a part of every nation and state and thus is relevant to each country. An important geographical area where nationalism relates directly to the events occurring today would be in the Middle East where nationalistic views of two different nations, that of Jews and Arabs, coincide to create a very volatile conflict that has run its course for nearly a whole century.   Ã‚  Ã‚  Ã‚  Ã‚  A â€Å"nation† is defined as a group with a common culture, language, folkways, and values. A â€Å"state† refers to a government in control of territory and population. For example, Israel is a state and a nation since it consists mainly of Jews. However, Palestine is a nation because it consists of Arabs with a common culture, but not a State, since the International community does not recognize it as one. Nationalism is the view that a nation and state in a specific area should coincide. It is the view that says that a specific group with a common culture should be allowed to form its own state and thus its own form of government to govern itself. Thus, nationalism is related to every country and so is very important in the study of International relations. The most damaging weakness in Nationalism is that Nationalism may cause a culture to consider itself superior to all other cultures. This in turn may be used as a justification to eliminate other groups. A prime example is that of Nazi Germany and the Holocaust. But, on the other hand, this superior attitude towards other cultures could cause severe tension between whoever is involved, and in turn cause the inferior country to lash out causing a conflict or in this case war. Thus, nationalism is one of the important causes of revolutions, borders, and wars even in the world today.   Ã‚  Ã‚  Ã‚  Ã‚  An important geographical area where the affects and causes of nationalism can be seen with clarity is the Middle East. The history of the Middle East is long and very complex relating back to more than three thousand years. The main conflict in the area today... ...ontinuing problems between the two manifestations of nationalism of Arabs and Jews.   Ã‚  Ã‚  Ã‚  Ã‚  The Palestine War of 1948 was not the only major conflict between the two nations in the Middle East. Since then, there has been the Six Day War of 1967, the October War of 1973, the Palestinian Uprising of 1967, and perhaps more recently going on at this very moment the newest surge of Palestinian uprising in Israel that began in September of 2000. There are still tough issues to resolve between the two sides, issues such as Jerusalem, which is holy to both Jews and Muslims. Since both nations want full sovereignty over the Holy City and nothing less, this has become an important issue in their nationalistic views. Violent conflicts over such continue to spill blood, both Jewish and Arab, and bring more fear and pain into the already desperate situation. These conflicts are a continuing reminder of how nationalism, in this case both Jewish and Arab, can cause revolutions, uprisings, and wars in order for the creation of states. It is a continuing reminder of how nationalism relates to international relations and its importance in each individual country in the world.

Human Resource Management Approaches

Introduction In any organization, the human resource force is one of the most vital assets. In this regard, it is vital for organizations to ensure that they formulate and implement human resource management policies that will optimize employees’ contributions so as to maintain competitiveness in their different industries of operation (Armstrong, 2008; Marchington & Wilkinson, 2005). There are different approaches that different organizations use to ensure that their employees are at their optimal productivity. Some of these approaches include recruitment of highly qualified staff members, providing occasional training for employees to improve their competence at work, fair remuneration, and employee motivation (Ulrich et al., 2008). Scholars in the field of human resource management have proposed several models that can be used in managing people. Some of these are scientific management and human relations theory (Taylor, 2013; Thompson, 2011). The scientific management approach emphasis es on managing employees to increase efficiency by using monetary motivation (Taylor, 2013). The human relations approach is based on the notion that using monetary rewards is not the only way in which employees can be motivated. They can also be motivated through other social factors like being praised, promoted or making developing in them a sense of belonging (Thompson, 2011). This paper intends to examine human relations and scientific management concepts by comparing and contrasting human resource management approaches at TGI Friday’s and Christians against Poverty, one of the Sunday Times 100 best not for profit organizations. The paper also discusses whether both approaches to management are relevant in the 21st century, and whether not for profit organizations should manage their employees in a way that is different from companies whose main objectives are profit maximization. Management at TGI Friday’s TGI Friday’s is a restaurant chain with its UK head offices in Luton (TGI Friday’s, 2014). Based on an employee survey carried out by the Sunday Times, the company ranked third among the 25 best big companies. The survey sought to establish the employees’ perceptions of the way they were being managed. The company also ranked third on the overall 100 best companies to work for in the United Kingdom (The Sunday Times a, 2013). The good ranks that the company holds among the best companies to work for reflects the effectiveness of the company’s human resource management approaches. Management of people at TGI Friday’s displays both the human relations and scientific management approaches. With reference to the human relations approach, performance is enhanced by the creation of an effective working environment and instilling a sense of belonging in their employees (Thompson, 2011). The scientific management approach is also used through offering monet ary bonuses and retaining productive employees and dismissing the unproductive employees (Taylor, 2013). Examples of these approaches at TGI Friday’s is further discussed belowHuman Relations ApproachRecognitionEmployee recognition is defined as giving employees a positive feedback to let them know that they are valued by their colleagues and workmates in the organization. Wright et al. (2012) argue that for employee recognition to have an impact in the progress of an organization, it needs to encourage employees to increase their efforts towards attaining organizational goals. According to Karen Forester, the TGI Friday’s managing director in the UK; employee recognition has been part of the company’s culture since it started in 1965 (TGI Friday’s, 2014). One way in which the company recognizes its employees is through the use of achievement badges, which are given to employees as a form of appreciation for their achievements or extraordinary contributio ns they make towards the company. The company also has a program where employees are nominated by colleagues based on their performance, and are later gifted through different treats. For instance, in January 2013, TGI Friday’s UK flew 400 employees to a party that was held in Florida (The Sunday Times a, 2013). Whereas such employee recognition efforts may be costly and could cut down on the company’s profitability, the organization believes that it is a â€Å"huge deposit in the emotional bank account†.Creation of a Conducive working EnvironmentThe organizational environment also has a role to play in the productivity of employees. There are several approaches that have been suggested by researchers on the approaches that can be used to create an organizational environment that enhances employee productivity (Armstrong, 2008). One of these is creation of an open and transparent form of communication across the organization. By so doing, all employees will have a feeling that their opinions are valuable to the organization. This also instils a sense of belonging in the employees (Aula & Siira, 2010). Another approach that can be used in creation of an effective work environment for employees is ensuring that there is a work-life balance for employees (Bratton & Gold, 2012; Miner, 2005). To attain work-life balance, employees ought to be given the chance to fulfil other goals and responsibility in life apart from their work. These include responsibilities to their families and the community, spiritual needs and personal growth, among others (Clutterbuck, 2003). Other approaches include encouraging a team spirit in the organization, provision of a job security assurance and offering training to improve employee competence (Orlitzky & Frenkel, 2005). As opposed to typical fast-paced food restaurants, TGI Friday’s employees have the assurance that their jobs are secure. With reference to a research carried out by the Sunday Times, 86% of the company’s employees felt that they had secure jobs. With regard to instilling a sense of belonging in its customers, the company has a tradition for treating each of its 4000 staff members in the UK as family (The Sunday Times a, 2013). According to Karen foster, the company’s UK managing director, â€Å"We never call them staff or employees, we call them family and we treat them like family† (Martin, 2013). This also creates a sense of teamwork, which is also a factor that improves employee productivity.Scientific Management ApproachEvaluation of employee performanceThe scientific approach to human resource management emphasizes on increasing efficiency in employee productivity. One of the ways in which this can be done in an organization is through the evaluation of the performance of employees in periodic intervals (Taylor, 2013). Employees that are not competent enough ought to be trained or given a certain time to improve. If they fail to improve in performance, they are dismissed and replaced by more competent recruits (Bloisi, 2007). This also takes place at TGI Friday’s. There was a period in time when the company needed to redefine its culture and redefine itself. To do this, some brutal approaches were undertaken to ensure that only the right staff members were left in the company. This involved carrying out an assessment of each member of the company and classifying them according to their contributions. As argued by the company’s UK managing director, â€Å"Everyone in the organisation was assessed and classified as ‘players’, ‘wannabe players’ (who needed more training), ‘potential players’ (who could go either way) and ‘assassins’ (who had the ability to sabotage the transformation project)† (Martin, 2013). The group of employees that was referred to as the assassins was dismissed from the company, a step that resulted in the improvement of the company’s performance. This is an ideal approach of increasing the efficiency of the company, which is quite synonymous to the scientific management approach.Monetary MotivationTo motivate employees, TGI Friday’s also uses the monetary approach. Employees at the company receive annual pay reviews. In 2013, members of the company’s kitchen staff were offered a 9.5% pay rise as a gesture to appreciate their contributions to the company (The Sunday Times a, 2013). Even though the monetary incentives are used to motivate the company employees, they are used alongside other forms of incentives. The reason for this is that when monetary incentives are used exclusively by a company, it may limit the creativity and innovation of employees (Adeogun, 2009). Management at Christians against Poverty (CAP) Christians against Poverty (CAP) is a not-for profit organization operating the United Kingdom. It specialized in debt counselling, a charity work that that is based in different local churches across the UK (Christians Against Poverty, 2013). It offers solutions and hope for people who are in heavy debts by providing advice to the affected people on the ways in which they can generate income to enable settle the debts and relieve themselves from the associated stresses that could be even detrimental to their health. Apart from helping the company’s target populations to get out of poverty, CAP has also received recognition by the Sunday Times as being among the best not for profit companies to work for (The Sunday Times b, 2013). In a study that was carried out by Sunday Times on opinions of the company’s employees about how they felt about their leadership and whether they enjoy working at CAP, there was a 95% positive response that indicated that employees loved to w ork for the company. 97% of the employees indicated their pride in being employed by the company, while 99% of the employees believed that the company makes a positive contribution in society (The Sunday Times b, 2013). Just as was the result at TGI Friday’s, this response from the company employees indicates that the approaches used in the human resource management of the company is appropriate. The main difference that exists between TGI Friday’s and CAP is that whereas TGI Friday’s incorporates monetary incentives in employee motivation, there is no evidence that indicates that CAP uses the same.The Human Relations ApproachCommunication at CAPIn any organization, effective communication is one of the factors that contribute towards an improvement in employee performance. Communication often depends on the structure of the organization. Hierarchical organizational structures are characterized by vertical communication channels, where employees pass information to managers through their immediate bosses (Adeogun, 2009). On the other hand, adhocratic organizations are characterized by horizontal communication channels, where employees are free to address top managers in case they need to pass across a certain message (Ulrich et al., 2008). The structure at CAP is adhocratic, based on the fact that senior managers and employees interact to share information that id positive for the organization’s progress. Not only does this reduce the channels through which information it passed, but also motivates employees by providing them with a sense of belonging (Armstrong, 2008). They are also motivated to contribute more towards the organization because they know that their opinions and ideas matter. Effective communication at CAP was demonstrated in 2012 where there was a restructure of client service teams in the organization. When staff members that had been adversely affected by the reshuffle voiced their concerns, the original restructu ring plans were changed (The Sunday Times b, 2013). In another demonstration of effective communication at CAP, there was a Dragon’s Den-style event, where teams were established to propose improvements on the company’s operations. All the proposals were presented, and a vote was made to select those that had to be implemented immediately. Afterwards, the managers pledged that they will ensure that the suggested proposals will be implemented (The Sunday Times b, 2013). This clearly indicates that the company involves its employees in decision making.Catering for Employees’ WellbeingEnsuring that the well being of employees is catered for is another approach that CAP uses to motivate its human resource force (Meyer & Allen, 2007). According to the research that was carried out by the Sunday Times, the company has an 88% score on how effectively it addresses the wellbeing of its employees. One of the ways in which the company addresses the wellbeing of its employe es is through setting aside a full day every year, referred to as the wellbeing day. On this day, employees are informed on how to maintain a healthy lifestyle, encouraged to use the staff gym. Several group exercises are also carried out (Christians Against Poverty, 2013). Another approach that is used to address the wellbeing of employees is through organizing motivational talks to empower them. Matt Barlow, the chief executive director of CAP, gives regular motivational speeches to the company’s staff members, which mainly aim at inspiring them to attain their potential in life while at the same time ensuring that they adhere to their moral principles (The Sunday Times b, 2013). This has increased the faith that employees have in him and the company. When employees are aware that the company is concerned about their well being, there is an increased likelihood for them to be more committed to the organization (Orlitzky & Frenkel, 2005).IncentivesAs opposed to TGI Fridayâ⠂¬â„¢s where employees are provided with monetary incentives in form of bonuses and salary increments, the incentives that employees at CAP get are usually in form of free drinks and fruits, a cycle to work program and being provided with free sports facilities (The Sunday Times b, 2013). There is also a program where employees are nominated by managers for awards, depending on their performance. When employees make contributions that are beyond what is expected of them, they are recognized and awarded. Far from financial rewards that are given in most companies, the rewards that are given at CAP include meals, cinema tickets or chocolates. The annual salary of a caseworker in the company is at ?21,164, of which employees believe is a reasonable pay for their efforts (Christians Against Poverty, 2013). Being a not for profit organization, this explains the fact that there are no incentives in form of financial reward. Relevance of the Human Relations and Scientific management in the 21st Century To establish how relevant these approaches of human resource management are in the present-day organizational environment, it is vital to have an understanding of the principles that govern them. The scientific management approach has four core principles (Taylor, 2013). The first is referred to as the replace rule of thumb work approaches. These approaches have to be arrived at by carrying out a scientific study. The second principle is that every employee in the organization ought to be scientifically selected, trained and developed, as opposed to letting them train themselves with work experience. The third principle is that managers ought to cooperate with employees so as to ensure that they are strictly adhering to the operational methods that have been scientifically developed. The fourth principle is that work ought to be equally divided between workers and managers to allow managers to apply the principles of scientific management to plan duties for workers (Taylor, 2013). Cr itics of this approach of management argue that it increases work monotony and reduces avenues through which employees could provide feedback to their managers (Ulrich et al., 2008). However, there is still relevance of this approach in present-day human resource management. One of the principles that are still applicable is that employees ought to be scientifically selected, trained and developed by organizations (Taylor, 2013). Even present-day organizations have certain criteria that they use in selection and recruitment of their employees, and also emphasize on training them so as to make them more capable in executing their responsibilities (Bratton & Gold, 2012). The human relations approach to management is based on three underlying principles (Thompson, 2011). The first principle is decentralization, where hierarchy that is often employed in classical management is replaced with providing employees with greater autonomy. The second is participatory decision making, where employees ought to be involved in the decision-making process of the organization. The third principle is that managers need to develop employees that are self-motivated (Thompson, 2011). This management approach is supportive of an organizational structure that is adhocratic (horizontal), and against the hierarchical organizational structure. Given that present-day organizations are becoming less hierarchical and more horizontal, it can be thus stated that the human relations approach to management is quite relevant in the 21st century (Ulrich et al., 2008). In regard to whether not-for-profit organizations and organizations that aim to maximize their profits need to apply different management approaches, this is quite debatable. Whilst the objectives of these organizations might differ, it is vital for both to ensure that their employees are motivated and efficient. The main aspect that may differentiate not for profit organizations with the profitable ones is that while employees in not for profit organizations may not prioritize monetary incentives, those in profitable companies expect such incentives to be incorporated in their motivation strategies. Conclusion As aforementioned in this study, human resources are the most important assets owned by any organization. Therefore, human resource managers ought to use people management strategies that motivate employees to increase their contribution towards attaining organizational goals. Two main approaches to people management have been addressed here. These are the scientific management approach and the human relations approach. Explanation of these approaches has been done by comparing management approaches in two organizations ranked among the top 100 companies to work for in the UK. One of the companies, TGI Friday’s, is a profit oriented company, while other, CAP is a not for profit organization. Similarities and differences that exist in the human resource management approaches of these companies have been highlighted in this report. In establishing the relevance of scientific management and the human relations approach of management, future research should carry out a more in-dep th analysis of the advantages and disadvantages of both in the present-day organizational environment. References Adeogun, J., 2009. Monetary Motivation, Performance and Job Satisfaction. New York: ILEAD Academy. Armstrong, M., 2008. Strategic Human Resource Management: A Guide to Action. London: Kogan Page. Aula, P. & Siira, K., 2010. Organizational Communication and Conflict Management Systems: A Social Complexity Approach. Nordicom Review, 31, pp.125-41. Bloisi, W., 2007. An Introduction to Human Resource Management. Maidenhead: McGraw-Hill Education. Bratton, J. & Gold, J., 2012. Human Resource Management: Theory and Practice (5th edition). London: Palgrave. Christians Against Poverty, 2013. About Us. [Online] Available at: https://www.capuk.org/ [Accessed 20 February 2014]. Clutterbuck, D., 2003. Managing work-life balance: a guide for HR in achieving organizational and individual change. London: Chartered Institute Of Personal Development. Marchington, M. & Wilkinson, A., 2005. Human Resource Management at Work: People Management and Development. London: CIPD. Martin, P., 2013. TGI Friday’s MD: my people management secrets. [Online] Available at: http://www.hrmagazine.co.uk/hr/features/1078162/tgi-fridays-md-people-management-secrets [Accessed 20 February 2014]. Meyer, J.P. & Allen, N.J., 2007. A three-component conceptualization of organizational commitment: Some methodological considerations. Human Resource Management Review, 1, pp.61-98. Miner, J.B., 2005. Organizational Behavior: Essential theories of motivation and leadership. New York: M.E. Sharpe. Orlitzky, M. & Frenkel, S., 2005. Alternative pathways to high-performance workplaces. International Journal of Human Resource Management, 16(8), pp.1325-48. Taylor, F.W., 2013. Scientific management. New York: Routledge. TGI Friday’s, 2014. About Us. [Online] Available at: http://www.tgifridays.co.uk/ [Accessed 20 February 2014]. The Sunday Times a, 2013. The Sunday Times 100 Best Companies. [Online] Available at: http://features.thesundaytimes.co.uk/public/best100companies/live/template [Accessed 20 February 2014]. The Sunday Times b, 2013. 100 best Not for Profit Companies. [Online] Available at: http://features.thesundaytimes.co.uk/public/best100companies/live/template [Accessed 20 February 2014]. Thompson, J.D., 2011. Organizations in action: Social science bases of administrative theory. California: Transaction Publishers. Ulrich, D., Younger, J. & Brockbank, W., 2008. The twenty-first-century HR organization. Human Resource Management, 47, pp.829-50. Wright, B.E., Moynihan, D.P. & Pandey, S.K., 2012. Pulling the Levers: Transformational Leadership, Public Service, Motivation, and Mission Valence. Public Administration Review, 72(2), p.206–215.

Utilitarianism In Medicine - Free Essay Example

Sample details Pages: 1 Words: 375 Downloads: 6 Date added: 2019/07/31 Category Ethics Essay Level High school Tags: Utilitarianism Essay Did you like this example? Medical triage is the use of assignment to patients based on the urgency of their wounds or illnesses to determine the order of treatments on a large number of patients or casualties. This procedure is typically done in emergency rooms, disasters, and wars when theres limited medical resources and they must be allocated to maximize the number of survivors. When a disaster of any kind hits, whether it be anthropogenic or not, theres models that have been developed over time to help in the future. Utilitarianism has been the guide for most of these models, with the idea of survival of the greatest number in mind. The ethical considerations of allocating those limited resources have caused much debate. During a catastrophic event, theres a switch from doing what is best for the patients to doing the greatest good for the largest amount of people. The idea of utilitarianism over time has proved to be the most advantageous approach, yet there are still questions and concerns that arise when making such critical decisions for so many people. Don’t waste time! Our writers will create an original "Utilitarianism In Medicine" essay for you Create order There are three conditions that are required when carrying out a triage during an emergency. 1. At least modest scarcity of resources exist 2. A health care worker assesses each patients medical needs based on a brief medical examination 3. The triage officer uses an established system or plan to determine a specific treatment priority for each patient. (Aacharya, Gastmans and Denier, 2018). This is where the categorization for each patient comes into play. When determining which patients will be treated first, healthcare professionals tag them into four different categories. The first is the red triage tag. This is considered Priority 1 and is for patients whose lives are in immediate danger and who require immediate treatment. The second is the yellow triage tag. Yellow is considered Priority 2 and is for patients whose lives are not yet in immediate danger and who will require urgent but not immediate medical care. Next is the green triage tag. Those with this tag are considered Priority 3 and have minor injuries that will eventually need treatment. Finally, theres the black triage tag. Also known as No Priority, these are patients who are either dead or have such extensive injuries they cant be saved with the limited resources available.