Obesity and being overweight are conditions affecting over a third of the global population today (Hruby & Hu, 2015). The increasing prevalence of obesity emanates from increasing industrialization, economic growth, urbanization, sedentary lifestyle culture, mechanized support, and nutritional transition to processed foods. Obesity is a global economic problem due to the strain it places on the healthcare system spending, which comes from taxpayer money through government finance (Dobbs & Manyika, 2015). As much as an economic burden may have some significance in the criticality of reducing the menace, it is the health effects of obesity that cause more concern. Some of the comorbidities related to overweight and obesity include cancers (breast, endometrial, ovarian, colorectal, esophageal, kidney, pancreatic, prostate), Type 2 diabetes, hypertension, stroke, Coronary Artery Disease, Congestive Heart Failure, asthma, chronic back pain, osteoarthritis, pulmonary embolism, gallbladder disease, and an increased risk disability. Additionally, obesity contributes to an annual mortality rate of three million deaths (Djalalinia et al., 2015).
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The current review is a critical evaluation of the company’s new business opportunity for selling bottled water as well as the marketing opportunity in marketing the new product through social media. Together, the process will contribute to the informed decision-making of organizational strategy. The literature by George and Desmidt (2018, p.133) highlights the criticality of collecting and exchanging information to make informed and qualitative decisions. A rational planning practice for decision-makers in whatever capacity is to inject information relevant to decision-making into the decision-making process to improve strategic decision quality. The rational model of decision-making is systemic (step-by-step) and relies on facts and informational analysis to arrive at a decision. Ultimately, the choice of a strategy depends on what the decision-maker perceives to have the most benefit as opposed to cost (Uzonwanne, 2016, p.3). Ideally, the goal for any business is to maximize the value of outcomes, while reducing the risk and inherent cost associated with the strategy.
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Globalization, broadly defined as the increasing interdependence between countries, has changed the rules of competition in business by enhancing capabilities that allow the transfer of information, skills, technology, products, and culture (Bodislav et al., 2015; Wiesmann et al., 2017). It has allowed companies to develop critical strategy approaches that leverage the different alternatives available to them to survive in complex, dynamic, and competitive global value chains. One such type of strategic approach is offshoring/outsourcing. Offshoring is a popular strategic practice where companies disaggregate fine pieces of activity from their value chains and relocate them across national objectives to save on cost, enhance performance, or learning opportunities (Mykhaylenko et al., 2015). Companies will typically outsource their services from high-cost to low-cost environments, mostly characteristic of developing countries. However, the success of this offshoring depends on the ability of the low-cost environment to balance supply and demand. The failure to which the offshoring company could seek alternatives in the form of reverse offshoring. According to Wang & Song (2017), reverse offshoring can involve a backflow of offshoring where companies move their offices back home from developing countries, outsourcing tasks of enterprises in developed countries, and developing countries becoming contract issuers.
Continue reading- Critical Analysis of Google HR Policies
Every department must have a working policy detailing how to achieve objectives in the organization’s interest, including its workforce (Joshi, 2013). HR policies are an outcome of these working principles and rules of conduct governing the firm’s relationship with its employees. There are two perspectives from which do discuss Google’s HR policies. The first is the employee motivation perspective, which essentially focuses on how the company motivates employees and creates a comfortable working environment. According to Thomas & Karodia (2014), Google’s ability to attract a talented workforce stems from its attractive packages, which act as the pull factor. It offers employees competitive salaries, bonuses, and stock awards at regular time intervals. It also encourages and rewards outstanding performance achievement amongst the employees. The Google campus has a series of facilities, leisure and recreational activities, and benefits to promote a comfortable working environment, enhance employee wellbeing, creativity, and consequent performance (Samani et al., 2014; Aksoy, 2017). Google also offers its employees flexible work hours, work from home opportunities, telecommuting, and generous vacation policies to help maintain a proper work-life balance, reducing stress and increasing job satisfaction levels and performance (Adnan Bataineh, 2019). Finally, Google also offers employees career development opportunities by emphasizing 20% work, allowing them to dedicate 20% of their time to be creative and innovative. It an exciting feature for existing and prospecting employees, as it provides them with some level of autonomy, thus serving as an attractive tool to retain employees in the organization (Thomas & Karodia, 2014)
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Employment is crucial in ensuring that human needs are addressed. Employment refers to any connection between two people or an individual and a company that governs labour performance for a fee paid by the person or company who benefits from the job. In an employment relationship, employment rules preserve the working connection between the parties involved and control all actions resulting from the relationship. They primarily serves to safeguard both parties engaged in employment contracts.[1] Any breach of the employment contract can result in legal or disciplinary action, as agreed upon before the employment agreement.
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Pressure from stakeholders occurs in diverse ways and on critical issues of governance, sustainable development protocols of environmental concerns, and in the reporting and management concerns. For instance, governance oversight agencies often seek responsive management and corporate leadership to eliminate sweatshop practices. The sourcing of materials and components for the production of diverse garments and dyes ought to respect established environmental protection rules. The UN Global Compact and sustainability indices are a vital international benchmark mechanism for rating and ranking organizations on their impact on society through their strategic initiatives on CSR. The need to comply with stakeholder demands is paramount to the success of the businesses because the industry is highly profitable, and varied stakeholders have diverse conflicts that require effective deliberation and apportionment of responsibilities on ethical concerns. Pressure from stakeholders thus implies the corporations have to constantly invest in suitable promotion, effective public relations, and suitable brand management through direct initiatives of CSR.
Continue readingAccording to the World Health Organization (WHO), schizophrenia affects 1 in 300 (approximately 24 million) people worldwide, causing psychosis and compromising their cognitive capacity, behavior, and moods (World Health Organization). The article Theory of Mind in Schizophrenia by Mirjam Sprong, Patricia Schothorst, Ellen Vos, Joop Hox, and Herman Van Engeland investigates the theory of mind and its relationship to schizophrenia, concluding that the “theory of mind is impaired in individuals with schizophrenia” (Sprong et al. 5). The primary goal of the article is to “assess the magnitude of the deficit and analyze associated factors,” as well as to “investigate the extent of mentalizing impairment in people with schizophrenia” (Sprong et al. 5,10).
Continue readingStereotypes have long been known to have negative consequences for those exposed to them because stereotypes are based on broad assumptions that are frequently incorrect. The article Stereotype Danger and Women’s Math Performance by Steven J. Spencer, Claude M. Steele, and Diane M. Quinn investigates the topic of stereotype threat in women’s math performance. According to Spencer, Steele, and Quinn (1999), “No other science has been more concerned with the nature of prejudice and stereotyping than social psychology,” which has extensively studied the content of stereotypes and their impact on social perceptions and behavior (p. 5).
Continue readingMany organizations can astoundingly improve their productivity and profitability by considering ways to improve their workforce’s self-esteem. Self-esteem is regarded as the product of self-efficacy and self-respect, and people with high self-esteem tend to yield better in the face of diverse task challenges within organizations or communities. Effective organizations should consider mechanisms of improving and ensuring high self-esteem and self-respect within their workforce (Abdel-Khalek, 2016). Organizations work as communities. Therefore, it is imperative to consider culture as a holistic pact; thus, talent management and recruitment programs prioritize useful aspects of individual social functioning within the organization. Moreover, leadership styles and management choices have to reflect the need to cultivate self-esteem components in the organizational process.
Continue readingSociety is characterized by disruptive technologies, and the leading among them are Artificial Intelligence (AI), machine learning, and Blockchain. It is expected that once the full potentials of supercomputing is achieved through ongoing research, a major shift in society will result because the computing power will perform amazing tasks with great simplicity and ease (Bughin et al., 2019). Machine learning enables diverse robotic and mechanical automation to be executed. Machines can be exposed to routine encounters using a massive amount of data to learn how to execute intelligent motion. Machine learning and artificial intelligence enable many hybrid and innovative functions to be inbuilt in automatic processes like in the vending machines and autonomous vehicles. Artificial intelligence and Machine learning are currently the most disruptive technologies in society because they have created massive automation in diverse fields and have supported the erection of computing systems in research where human capacity and operations would be severely limited. Giga factories with large-scale robotic and automated machine operations depend effectively on Artificial Intelligence and Machine Learning.
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