Barrick Gold and the Mine at the Top of the World

Barrick Gold and the Mine at the Top of the World Introduction The purpose of this case analysis is to identify the main communication problem that the world's largest gold mining company, Barrick Gold, is facing in the midst of their major Pascua-Lama developmental project. The following paper discusses the causes of the communication problem and resulting symptoms, along with the key stakeholders that are affected and their concerning issue. Finally, this paper will provide a solution using all the steps of the communication model on how Barrick Gold can deal with all the key stakeholder groups.Main Body Barrick Gold's main communication problem has been formed by Barrick saying one thing, then doing something else; this inevitably caused a lack of trust between its stakeholders and the company. The problem has created hidden agendas and guarded communication, thereby slowing decision making and productivity. For example, Argentina passed a law that protected their glaciers and per mafrost, â€Å"which looked as if it might prevent the Argentinian part of the project from going forward. † (Barrick Gold case, pp. 11).The cause of the problem stems from Barrick Gold not keeping their promise. They proposed to transport the most affected glaciers farther away from the mining site, but did not live up to that promise. The symptoms of the problem include the farmer's unhappiness with the company and the mayor for supporting the mining project. Another symptom is the fact that the Argentinian national legislatures passed the law protecting the glaciers. This desperate move shows that Argentina has a lack of trust that the company will follow through on their promise to deal with the melting glaciers.The 5 main stakeholders include the Chile and Argentina governments, the local farmers, residents of the valley, and the shareholders of Barrick Gold. Each of these stakeholders have separate issues they are concerned with. The Chile government is concerned with w aste the mine is dumping into the river that runs through the Huasco Valley of Chile, specifically cyanide. The Argentina governments concern is based on the fact that the royalties they receive from the mine are ? of the totalGDP of their poor San Juan province; once the mining is finished this will regress back to zero and devastate the economy. The local farmers are concerned with the explosions that cause dust to settle on the glaciers and accelerate its melting; the effects are devastating to the whole surrounding ecosystem. The resident's of the valley share the same concern as the Argentinian government, that once the mining ceases their income will revert to zero. Finally, the shareholders of Barrick Gold are concerned with the idea of huge opposition and lack of productivity that ensued because of it.In dealing with the afore mentioned stakeholder groups, Barrick Gold can use all the steps of the communication model, including: sender, encode, channel, receiver, and feedbac k. First off, the Chilean government: Barrick Gold (sender) needs to think of a method that allows cyanide to be removed from the river (encode), and this idea needs to be presented face-to-face (channel) to the Chilean government (receiver); once the idea is received, Barrick Gold needs to allow for feedback (positive or negative) from this stakeholder.Secondly, the local farmers: Barrick Gold (sender) is responsible for devising a plan for decelerating the melting of the glaciers (encode) and portraying this plan, either in a proposal or in a meeting (channel), to the local farmers (receiver); the farmers need to provide their response of how the government is doing (feedback). ConclusionIn conclusion, Barrick Gold has a communication problem that could potentially destroy its whole project. How the company deals with its stakeholders is very important to its future success in Chile and Argentina. To mend the problem it is of the company's best interest to follow the communication model and make all attempts to repair the damage already done by not keeping their promise.

Resocialization Definition, Discussion and Examples

Resocialization Definition, Discussion and Examples Resocialization is a process in which a person is taught new norms, values, and practices that foster their transition from one social role to another. Resocialization can involve both minor and major forms of change and can be both voluntary or involuntary. The process ranges from simply adjusting to a new job or work environment, to  moving to another country where you have to learn new customs, dress, language, and eating habits, to even more significant forms of change like becoming a parent. Examples of involuntary resocialization include becoming a prisoner or a widow. Resocialization differs from the formative, lifelong process of socialization in that the latter directs a persons development whereas the former  redirects their development. Learning and Unlearning Sociologist Erving Goffman defined resocialization as a process of tearing down and rebuilding an individual’s role and socially constructed sense of self. It is often  a deliberate and intense social process and it revolves around the notion that if something can be learned, it can be unlearned. Resocialization can also be defined as a process that subjects an individual to new values, attitudes, and skills defined as adequate according to the norms of a particular institution, and the person must change to function adequately according to those norms. A prison sentence is a good example. The individual not only has to change and rehabilitate their behavior to return to society, but must also accommodate the new norms required of living in a prison. Resocialization is also necessary among people who have never been socialized from the start, such as feral or severely abused children. It is also relevant for people who havent had to behave socially for long periods, such as prisoners who have been in solitary confinement. But it can also be a subtle process not directed by any particular institution, such as when one becomes a parent or goes through another significant life transition, like a marriage, divorce, or the death of a spouse. Following such circumstances, one must figure out what their new social role is and how they relate to others in that role. Resocialization and Total Institutions A total institution is one in which a person is completely immersed in the environment which controls every aspect of day-to-day life under a singular authority. The goal of a total institution is resocialization to completely alter an individual and/or group of peoples  way of living and being. Prisons, the military, and fraternity houses are examples of total institutions. Within a total institution, resocialization is comprised of two parts. First, the institutional staff attempts to break down the residents identities and independence. This can be accomplished by making individuals give up their possessions, get identical haircuts and wear standard-issue clothing or uniforms. It can be further achieved by subjecting individuals to humiliating and degrading processes such as fingerprinting, strip searches, and giving people serial numbers as identification rather than using their names. The second phase of resocialization is attempting to build a new personality or sense of self which is usually accomplished with a system of reward and punishment.  The goal is conformity which results when people change their behavior to accommodate the expectations of an authority figure or those of the larger group. Conformity can be established through rewards, such as allowing individuals access to a television, book or telephone. Updated by Nicki Lisa Cole, Ph.D.

Demographics Report Essay Example | Topics and Well Written Essays - 1500 words

Demographics Report - Essay Example This has seen an increase in employment opportunities for previously under-utilized labor-force sources like women and generation U. Finally, demographic changes in Europe have created an increasingly global and mobile market. CHANGING DEMOGRAPHICS: ISSUES AND CHALLENGES FOR BUSINESS Introduction European states face challenges with the composition of their age structure changing substantially now and in the near future. Demographic change also requires development of urgent social policies. The concept of demographic change can be defined as the age structure of a population adjusting to various changes in the living conditions. These changes in the societal age structure composition result from social shifts. The European Union population pyramids show that, after the Second World War, the first two decades experienced especially high rates of birth. However, since the 1970s, professional demographers have begun to observe negative trends in Europe’s population structure. Lo wer rates of birth come, in the present and recent past, with ever-increasing life expectancy among Europeans. Ongoing low rates of birth have seen a progression towards an ageing society, as rates of mortality remain low. Consequently, approximately half of population growth forecasted in Europe between 2005 and 2050 will be because its population is living longer, rather than an increase in birth rates. Furthermore, the baby boomer generation is now coming past its retirement threshold and highlights a turning point in the development of demographics. This paper aims to discuss the impact of demographic changes on business operations in the United Kingdom and the larger European Union. The challenges of demographic change refer to the adjustments or changes arising from a society that is aging. Ageing of the population is a long-term trend that started decades ago in the European Union and the UK. This ageing has been most visible in the age structure development, reflected in the increasing share of older citizens, coupled with a declining share of persons in the working age in the total population. In the preceding two decades, the working age share in the European Union increased by 0.3% while that of the older generation grew by a more significant 3.7%. Because of this, top of the age pyramid for the EU-27 for the year 2012 has become larger as compared to that in the year 1992. This growth in older people’s relative share can be explained by an increase in longevity, which has been in evidence for some decades as life expectancy has also increased. This development is referred to as the population pyramid’s ‘ageing of the top’. On the other hand, low fertility levels have remained across the European Union, resulting in a decreased share of the younger generation. This is referred to as ageing at the bottom. The EU-27s median age development of the population also illustrates an ageing population. The median age has gone up fr om thirty five and a half in 1990 to forty one in the year 2012. The median age has risen in all the EU member states by at least seven years. Impacts of Demographic Changes in the EU and UK Never before has there been such a swift change in demographics, in Europe. On the continent, the

Investment appraisal as a form of management control Essay

Investment appraisal as a form of management control - Essay Example This is then followed by the various investment methods in practice. The traditional and discounted cash flow methods are then discussed in detail. It is essential for the management to choose the appropriate investment appraisal technique to be followed and hence the next section focuses on the selection approach. This section throws light on the merits and demerits of the various investment appraisal techniques as well. In order to understand the importance of security projects (non-financially justifiable), a case study is then taken, where a security team makes a proposal to the management to invest on a security project. It is evident that, in the corporate world, the management takes decision based on financial benefits and hence the security team has to justify the investment. The case study uses two methods, NPV and IRR, to arrive at the benefits from the investment. Based on the results, one of these methods is finalized and presented to the management. In order to understand the need for investment appraisal to management control, it is essential to discuss about the various types of investments and the degree of impact they have on a company’s growth. Any growing company continuously invests on new projects to increase its net worth or value. There are various types of investments made by companies every year. These investments can be as large as setting up an entire unit or as small as buying stationery for the company. The management needs to ensure that all the investments made by the company are justified and are necessary for the business. This is very essential as these decisions directly affect the value of the company and in turn, the shareholders. Management generally classifies all investments into financially justifiable investments and non – financially justifiable investments (Weston and

Case analysis Assignment Example | Topics and Well Written Essays - 1000 words - 1

Case analysis - Assignment Example During the same time 2011, the internet sales increased by 12%. By 2004 online sales made 50% of the total books sold in the US. Currently, websites owned by independent used books account for 9% of total books sold online. Currently, Amazon is the leading online bookseller of used and new books. There has been lots of competition with many authors opting to include shipping costs for their consumers in order to increase their sales. Ironically, most of the consumers preferred purchasing used books due to their low prices. It is argued that despite the book being used the information still remains the same. According to reliable sources of information Amazon generated 49% of its revenue through sales of used books. By 2010, most of the consumers used bookstores as their main sources of book which accounted for 30% of total sales. During the same year34 million customers bought books online. For quite a long time Amazon has been dominating this business since its inception in 1995. The entry of Google Books in the field of online sales and books is also creating competition (Deahl). This is because Google enjoys the largest search engine in the world and their ability to provide online books at cheaper rates is creating a lot of competition for Amazon and other booksellers. Bookstore channel made significant strides and more sales with American company Barnes and Noble enjoying up to 1,700 stores in the US which accounted for 30% of total sales in the years 2010. In the previous year 2009 the company was the best seller of online books which accounted for $5.8 billion and an operating profit of 0.63%. Amazingly, only 10% came from online shops while the rest were made from the physical bookstores which are spread all over US. The bookstores were large enough ranging from 3000 square feet to 60,000 square feet meaning that the stores could make up to 200,000 different titles in their shelves. The increase in sales and

Rosalind Franklin Essay Example for Free

Rosalind Franklin Essay When Watson came calling in January 1953, Wilkins revealed he had been quietly coping Franklins data. When Watson saw one of the photos, his mouth fell open. Ultimately, trial and error produced a working model of DNA, but the information they used was based on Franklins data. It was March 7, 1953 that Cricke announced to the patrons of a local pub, that he and his confrere had found the secret of life. (Parshall, 173) Soon after, the results were published into an article in Nature, along with a supporting article from Franklin. (Maisel, 1) Rosalind Franklin continued her previous work. She collaborated on studies of the structure of the tobacco Mosaic Virus and also helped determine that RNA is a single-stranded helical molecule. (Sayre, 1) While on a visit to the United States later in life, she experienced episodes of pain in her abdomen. In the autumn of 1956, she learned she had ovarian cancer. Franklin continued her research up until only a few weeks before her death on April 16, 1958 at the age of 37. (Sayre, 1) The Nobel Prize was awarded to Watson and Cricke, in 1962. Rosalind Franklin never received credit for the work she had accomplished with the structure of DNA. This prestigious award it cannot be given to the dead. Ironically Wilkins was also awarded for his collaboration with Watson and Cricke. The Nobel Committee credited him with Franklins stellar work as well as his own. (Parshell, 74) In Cricks view, If Franklin had lived, it would have been impossible to give the prize to Maurice and not to her, because she did the key experimental work. (Write, 172) Even though Rosalind Franklin is no longer alive, research continues due to her previous work. If the structure of DNA had not been discovered, biotechnology would not be where it is today. By 1952 it was known the DNA had an exclusive role, as the substance capable of storing all the information needed to create a living being. It is considered to be the fine line between the living and the nonliving. Watson went on to teach at Harvard and eventually headed the National Institutes of Healths Human Genome project. This Project was begun with the intention of mapping out every gene in a human, and eventually learn their functions. This is where the field of bioethics is introduced. Many beneficial things may result from this knowledge. For example, with this information we may be able to cure many diseases and birth defects. Studying how the DNA is altered to cause these conditions will help scientist develop what is necessary to prevent these things. This project was recently completed which caused the public to question where the line must be drawn. With this new information, a couple may be able to pre-select the gender of their baby or maybe even certain traits. The new question is, When has science gone too far? Even though the mapping of the human genome may bring enormous benefits, it can be assumed that someone will want to abuse this new knowledge. As always we must accept the good with the bad. Discovering the structure of DNA and thus how it is able to replicate has also made cloning possible. This was demonstrated with the sheep named Dolly. It was cloned using DNA extracted from an adult sheep and inserted into an unfertilized egg. This process could be very beneficial in the future. We may be able to keep certain species from becoming extinct. As with any other situation, there is also a negative side. What if people want to clone themselves? (As pictured in the movie Multiplicity) There is a fine line between what is ethical and can be allowed and what cannot. For example, it would be unethical for people to continue to clone themselves in an effort to elude death. (Assuming this would be possible. ) Would it be unethical the clone in order to produce needed tissues or a certain blood type? Without Rosalind Franklins work, this information would not have been discovered for at least several years until the technology caught up with the project. It is because of her work that we may one day be able to cure birth defects, cancer, or other genetically related diseases. Unfortunately she has not received the recognition she deserves for her contributions to the scientific field. She spent most of her short-lived life working in the laboratory and most biology classes do not attribute any of her hard work to her. She has greatly impacted the world and everyones future. Stephanie Luchenfield 1. Were there any parts of the Paper that need to be more clearly explained? (ie scientific terms)? I am familiar with scientific terms so I understood what you were talking about. 2. Did it adequately explain why she was such an important person in history? Yes 3. Was it easy to follow? I found a lot of it hard to follow mainly because there were some parts that felt like I was reading a textbook. 4. What was your favorite part of the paper? I liked the part when you really explain the cloning process on regular terms by related what you were talking about with the sheep and the movie. . It was also where she crossed paths with Maurice Wilkins. (maire, 1).

The Essence Of Mbo Business Essay

The Essence Of Mbo Business Essay The use of management objectives was first widely advocated in the 1950s by the noted management theorist Peter Drucker. It can be defined as a process whereby the employees and the superiors come together to identify common goals, the employees set their goals to be achieved, the standards to be taken as the criteria for measurement of their performance and contribution and deciding the course of action to be followed. The essence of MBO is participative goal setting, choosing course of actions and decision making. An important part of the MBO is the measurement and the comparison of the employees actual performance with the standards set Ideally, when employees themselves have been involved with the goal setting and the choosing the course of action to be followed by them, they are more likely to fulfill their responsibilities. THE PROCESS OF MBO: Management by objectives (MBO) involves setting specific measurable goals with each employee and then periodically discussing his/her progress toward these goals. The term MBO almost always refers to a comprehensive organization-wide goal setting and appraisal program that consist of six main steps: Set the organizations goals. Establish organization-wide plan for next year and set goals. Set departmental goals. Here department heads and their superiors jointly set goals for their departments Discuss and allocate department goals. Department heads discuss the departments goals with all subordinates in the department (often at a department-wide meeting) and ask them to develop their own individual goals; in other words, how can each employee contribute to the departments attaining its goals. Define expected results (set individual goals). Here, department heads and their subordinates set short-term performance targets. Performance review and measure the results. Department heads compare actual performance for each employee with expected results. Provide feedback. Department heads hold periodic performance review meetings with subordinates to discuss and evaluate progress in achieving expected results. MBO appraisals are suitable for measuring quantitative and qualitative output of high-level employees. High-level employees such as managers generally report to directors, according to hierarchy and the chain of authority present in many organizations. Therefore, managers and the directors or executives they report to often work together to establish MBO goals for this type of appraisal. Performance Appraisal : A Look Employers use performance appraisals to measure both the quantity and quality of production. Performance appraisals typically are conducted annually, and employers often base decisions about salary raises, wage increases and year-end bonuses on employee performance. An MBO appraisal is just one method among several types of performance measurement tools. Others include: Graphic Ratings Scales, Narrative Evaluations, 360-Degree Appraisals, Peer Evaluations, Forced Ranking Or Differentiation Appraisals. One well-regarded and widely used approach to performance appraisal is called MANAGEMENT BY OBJECTIVES (MBO). By definition, under this method, you evaluate your employees on the basis of results. MBO is more than performance appraisal its a construct for managing the entire organization. Its breadth includes the organizations vision, values, strategies, goals, and performance measurement. MBO (management by objectives) methods of performance appraisal are results-oriented. That is, they seek to measure employee performance by examining the extent to which predetermined work objectives have been met. MBO begins with managers at the top of the company setting goals. Then managers and employees at each successively lower level develop their own goals. Employees goals are designed to support the goals of their own managers. In this way, the entire organization is linked together in the pursuit of objectives. The focus is on outcomes that are clear, specific, measurable, and supported by action plans, benchmark dates, and deadlines. All aspects of the goal-setting process also apply to the employees personal and developmental goals, such as building their skills or knowledge base. Once an objective is agreed, the employee is usually expected to self-audit; that is, to identify the skills needed to achieve the objective. Typically they do not rely on others to locate and specify their strengths and weaknesses. They are expected to monitor their own development and progress. After employees meet with their managers to establish their goals and action plans, the employees return to work newly energized and focused on specific short-term and longer-term targets. Simultaneously, their managers monitor the employees performance, provide coaching and support, remove barriers or help employees overcome them, and make adjustments and course corrections as necessary. The employees performance and progress are clear, measured, documented, and transparent every step of the way. Employees are highly motivated through MBO because theyve been able to actively participate in the process of setting goals, instead of simply having the goals dumped on them. Their involvement in this type of decision-making helps meet many of their higher-level needs for accomplishment, achievement, recognition, and self-worth. MBO brings a wide range of advantages to the appraisal process: It helps build relationships between managers and employees. MBO includes a great deal of contact and communication between managers and their employees, which builds camaraderie, communication, and trust all key elements in strengthening teamwork. It fosters a comfortable climate in the workplace. MBO helps build an atmosphere of respect and trust within a given department and beyond. Because managers work directly with employees to identify and solve problems, MBO improves the quality of decision-making and problem solving. Its fair. Employees are evaluated on the basis of their performance and attainment of goals, which is regarded as fair and energizing. Its quick and easy. Performance evaluation forms associated with MBO are a breeze to complete. Typically, they spell out each objective as established at the beginning of the cycle, and then provide a space for the manager to summarize the results. Some MBO forms also include a scale that asks for a numerical assessment of the employees success in meeting their goals. These scales guide the managers in the rating process by including specific descriptions of excellent, good, fair, and poor levels of goal attainment. Management by Objectives and performance appraisal: The MBO approach overcomes some of the problems that arise as a result of assuming that the employee traits needed for job success can be reliably identified and measured. Instead of assuming traits, the MBO method concentrates on actual outcomes. If the employee meets or exceeds the set objectives, then he or she has demonstrated an acceptable level of job performance. Employees are judged according to real outcomes, and not on their potential for success, or on someones subjective opinion of their abilities. The guiding principle of the MBO approach is that direct results can be observed, whereas the traits and attributes of employees (which may or may not contribute to performance) must be guessed at or inferred. The MBO method recognizes the fact that it is difficult to neatly dissect all the complex and varied elements that go to make up employee performance. MBO advocates claim that the performance of employees cannot be broken up into so many constituent parts as one might take apart an engine to study it. But put all the parts together and the performance may be directly observed and measured. CONCLUSION: Although OD emphasizes the macro aspects of the organization, the individual is not ignored. In fact, individual developmental aspirations are identified and integrated with management development; managerial needs are translated into personal development objectives and action plans. Management by Objectives, the widely acclaimed and applied approach to management, has undergone considerable change over the years. In its early development, MBO was primarily an appraisal tool. Next, it integrated individual needs with organizational objectives. MBO was then expanded to include long range, strategic planning. But to remain a viable and effective managerial system, MBO must continue to evolve. New knowledge, where appropriate, must be merged with MBO. The inputs to the organization are transformed through the MBO process to produce the outputs. To be sure, this new MBO model is complex, but so is management. MBO must continue its evolutionary path and continue to aid, not add to, the work of the manager.