The Exchange Provides The Health System With Real Time...

The Exchange provides endless opportunities for American Well to take the company global to include a robust online platform, the ability to improve on existing remote monitoring efforts in telehealth, improved provider collaboration and education, and promotes a patient-centered approach to health care delivery. The most significant opportunity is that the Exchange creates multiple levels of patient care which improves health outcomes, patient satisfaction, and patient-provider communication. Because the Exchange operates on an Internet platform, the potential to grow the network beyond national borders is very likely in the future. The Exchange provides the health system with real-time interactive video that can be used to treat patients while also developing multiple level of care for patients. The two types of telehealth technology to include the consultative and continuous oversight models have the potential to attract consumers that are limited in mobility or may have distance as a barrier to high quality health care services. This level of access to multiple providers and the ability to be remotely monitored is in compliance with recent changes in health care law that encourage advancements of technology that maximize the patient-centered approach to health care delivery. Providers are also empowered to communicate more effectively with other providers in the network. The Exchange is also an excellent way for providers to publish and record evidence of bestShow MoreRelatedA Brief Note On The United Nation s Health Agency1211 Words   |  5 Pages450 million people suffer from mental health disorders globally. 44%-70% of the population worldwide does not receive healthcare treatment for mental disorders (WHO, 2011). The United Nation’s health agency urges governments to break away from large mental institutions and towards community health care, and integrate mental health care into primary health care and the general health care system. Telepsychiatry an interactive, real-time, two-way audio-video communication between patient and providerRead MoreHistory and Usage of Social Media1280 Words   |  5 PagesHistory and usage of social media Introduction Technology used either web-based or mobile based to turn everyday communication into interactive communication is referred to as social media. The interactive communication can be between individuals, communities and organizations. The exchange and creation of user-generated content using any technology that supports technological and ideological foundations of web 2.0 can also be referred to as social media(Allan Brown, 2010). Technologies for socialRead MoreRole Of A Game Changer And Public Health Management1410 Words   |  6 Pagespublic health management. IoT in healthcare is an intelligent and innovative way with the motto of â€Å"Live longer and prosper†. Still, there is a lot of challenges to be rectified for the better implementation of techniques in terms of consumer adaptation and welfare .One of the major issue to be addressed is interoperability and security. This could be possible with the collaboration of individuals, industry, and government. Index Terms: IoT, healthcare, medications, remote monitoring, e-health, sensorsRead MoreThe Importance Of National Aeronautics And Space Administration1604 Words   |  7 PagesThere is a real need to enhance the health in those who do not have assess to specialists and those who have been discharged from a hospital. Many believe the way to enhance this care is through the use of Telehealth. Telehealth has been around for 50 years. 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TheRead MoreEvaluate the Use of the Internet in the Teaching and Learning Process (Maxwell Constantine Chando Musingafi)3091 Words   |  13 Pagesdeliver education on the Internet. These technologies include the use of the World Wide Web (WWW) for online lecture notes, newsgroups for collaborative discussions and class announcements, e-mail correspondence between students and instructors, interactive video over the Internet for remote participation in classes and discussions, and virtual reality for exploring three dimensional scenes. Multimedia is increasingly being used in online education to enhance the learning process. A critical questionRead MoreContext And Imagery Of The Visionary Spirit Of Mark Weiser2484 Words   |  10 Pagesfuture beings with the spark of inspiration rooted in the visionary spirit of Mark Weiser. Despite his short life, Weiser initiated the beginning of what we know as ubiquitous computing. His transformative notion in the sense of what computing shoul d provide to the experience of humans has resonated for decades throughout the research community. The bridge between humans and computers and the divide of the digital and physical world should be seamless. It should fold into and disappear within our everydayRead MoreTelemedicine Is The Practice Of Delivering Medical Care3070 Words   |  13 Pagesdistance through technological applications which allow for the exchange of medical information (Gray, Armfield, Smith, 2010). Telemedicine is defined by the World Health Organization (WHO) as the practice of healthcare using interactive, visual, and/or data communications which includes healthcare delivery, diagnosis, consultation and treatment, as well as education and transfer of medical data (Santamaria Kapp, 2013). Telemedicine provides an opportunity to increase access to medical care for peopleRead MoreTechnology Is An Intrinsic Part Of The Lives Of Learners1431 Words   |  6 Pagesfurther, insisting ‘More effort needs to be made to engage and empower learners’ use of digital technology - and the use of their own devices – in the learning process’. (FELTAG Report 2014). Blended learning as a concept has been around for some time. Sharpe et al (2006) suggest the term blended learning reflects a model of learning which combines face-to-face sessions with online learning opportunities. Gulc (2006) expands this when he talks about blended learning in terms of ‘engaging and challengingRead MoreNintendo Marketing Report3700 Words   |  15 Pagescontents 2 Introduction 3 Exchange process 4 P.E.S.T.E.L Analysis 5 Segmenting markets 6 Marketing information and research 7 Product Anatomy 8 Product Life Cycle 9 New product development 10 References 12 Introduction Nintendo is the worldwide innovator in the creation of interactive entertainment. Based in Kyoto, Japan, Nintendo, Co, Ltd manufactures and markets hardware and software for its Wii, Nintendo DS, Game Boy Advance and Nintendo GameCube systems. Since 1983, Nintendo has sold

The Spread of Islam and the Slave Trade Essay - 1127 Words

The Spread of Islam and the Slave Trade â€Å"Segu is a garden where cunning grows. Segu is built on treachery. Speak of Segu outside Segu, but do not speak of Segu in Segu† (Conde 3). These are the symbolic opening words to the novel Segu by Maryse Conde. The kingdom of Segu in the eighteenth and nineteenth century represents the rise and fall of many kingdoms in the pre-colonial Africa. Therefore, Segu indirectly represents the enduring struggles, triumphs, and defeats of people who are of African decent in numerous countries around the world. There are three major historical concepts that are the focus of this book. One is the spread of the Islamic religion. Another is the slave trade, and the last is the new trade in the nineteenth†¦show more content†¦The two men represent the struggle that many faced in Segu and ironically, are brothers. There are basically three standpoints when it comes to the Islamic religion. One could embrace it, and completely follow it like Tiekoro. One could simply follow it because they may feel pressured to, or one could reject it, and stand up for what they believe in. Unfortunately, it is basically a two to one scenario and the spread of Islam is inevitable. An example of the people who just followed the religion because they felt pressured were the people who sent their children to the schools that were set up to learn the religion. For the children who already had a religion, their parents sent them there to convert them, which also made the parents look good socially. If they did this, they usually got privileges and they fit in as well. Another focal point in Segu was slavery and the slave trade. There was a strong demand for slaves during this time period and the fact that human beings were being traded physically tore families and communities apart. Sadly, the younger the slave, the better they were for labor and the higher they were on demand by slave traders. A typical slave was between ten and thirty years old. The people trading the slaves viewed them as property, with absolutely no regard for their feelings or their families. The consistent trade of the slaves caused much fear and the people became alienated. â€Å"What reason could there be forShow MoreRelatedThe Change to Trade Routes Over Time926 Words   |  4 PagesIn 300 C.E., trade routes were primarily between Europe and North Africa. The way that they changed by 1450 C.E. was that they expanded southward and westward. By 1450, these trade routes went all the way through West Africa, sub-Saharan Africa, and the Indian Ocean. One factor that was unchanged during this time period was that the northern coast of Africa was always involved in the trade between Africa and the rest of Eurasia. The trade networks between African and Eurasia remained very importantRead MoreThe Positive Side Of Globalization1155 Words   |  5 Pagesunites this world. As time passes, it has become easier to communicate with people worldwide. With dedication, education and will, you can have a full conversation in a foreign language anytime. If looked at in depth, globalization contributed to the spread of your native language because it was transferred b y many people. As you can see, globalization is something that can help us communicate across long distances and much more. There are various thoughts on whether globalization is good or bad. TheRead MoreEssay on Segu1143 Words   |  5 PagesEssay Number One The Spread of Islam and the Slave Trade Segu is a garden where cunning grows. Segu is built on treachery. Speak of Segu outside Segu, but do not speak of Segu in Segu (Conde 3). These are the symbolic opening words to the novel Segu by Maryse Conde. The kingdom of Segu in the eighteenth and nineteenth century represents the rise and fall of many kingdoms in the pre-colonial Africa. Therefore, Segu indirectly represents the enduring struggles, triumphs, and defeats ofRead MoreThe Islam During The Postclassical Period916 Words   |  4 Pagesfounded the religion known as Islam during the postclassical period. He claimed to hear voices while meditating alone and believed this voice to be that of a higher being. He declared himself the last prophet and formed the Islamic religion on the belief that at the end of time, on Judgment Day, everyone would be resurrected and either have eternal punishment in hellfire or eternal joy in paradise. Islam grew in popularity around the world when Muslim merchants spread across the Indian Ocean in searchRead MoreAfrican Culture : Africa Is A Mystery1378 Words   |  6 Pagesgold, and the gold trade led Mali s economic developed. Gold was the status symbol of wealth, not only the raw material. The workers made the gold into jewelry by using their techniques, which allowed the African people to wear as the gold to represented the wealth. African people likes to wear the jewelry outside to display their wealthy, even the king would do it. The first emperor of Mali Empire chose to believe in Islam, especially under Mansa Musa’s control. Islam was spread by the Muslims tradersRead MoreLong Distance Trade in West Africa856 Words   |  4 PagesAfrican History 18 March 2011 History of Trade Influence in West Africa Trade has played an important role in the history of the West African region. Trade shaped the region in two main ways. Trade worked as a catalyst for the rise of nearly every empire in the region from its’ earliest times to present day. Also, the growth and spread of trade routes brought in an immense amount of culture with it as well. Trade is and has been a reason for organization in all parts of the world from theRead MoreThe Rise And Further Development Of Islam741 Words   |  3 PagesWith the rise and further development of Islam, the Middle East emerged as a key world region. The religion not only dominated the Middle East but was also spread to the West, Southeast Asia, and sub-Saharan Africa as it gained followers and influence. Why was the spread of Islam so quick, extensive, and influential? What was it about Islam that appealed to so many individuals and converted such a large geographical part of the world? This can further explained by the process of globalization andRead MoreWhap Ch 19-21 Study Questions1673 Words   |  7 Pagescentralized government. The kingdom of Ghana was famous for their trade in gold. Thus they became the most important commercial site in West Africa and became the wealthiest kingdom in Africa. 5. Islam first entered into sub-Saharan Africa due to the kings of Ghana converting to Islam. This improved relations with Muslim merchants from north Africa as well as Muslim nomads. Unlike the north Africa and southwest Africa imposing Islam forcibly on their society, the kings of Ghana let the people observeRead MoreAfrican Civilizations And The Spread Of Islam1745 Words   |  7 PagesCornell Notes Topic/Objective: Chapter 8:African Civilizations and the Spread of Islam Name: Maddy Garza Class/Period: 4B Date: September 18, 2015 African Societies: Diversity and Similarities – Stateless Societies - Common Elements in African Societies The Arrival of Islam in North Africa The Christian Kingdoms: Nubia and Ethiopia Kingdom of the Grasslands Sudanic StatesRead MoreThe Spread Of The Islamic World997 Words   |  4 PagesWH7/P4 The Spread of the Islamic World Long ago in 610, a man named Muhammad meditated in a cave near Mecca Arabia , and received a religious vision. This vision laid the foundations and a new belief system for an unknown religion, Islam. United by their faith in Allah, Muslims of Arabia succeeded in consolidating their beliefs throughout the Arabian peninsula into the Middle East. After the death of Muhammad, the Islamic state expanded rapidly through a remarkable success of trade, law and order

Analysis Of The Documentary Welcome On Lagos - 1328 Words

In the documentary series, Welcome to Lagos, gives the audience a chance to observe the daily lives of the people living Makoko. Makoko is a city that was primarily established as a fishing village; eventually people began to form a society that was needed. As Makoko began to develop, it was seen as an informal city that was created in its separation from Lagos. Usually for a city to form, there are certain structures and belief systems that are put into place as organizing principles of society. Wherein, the first part of the film showcases the society of Makoko, as it began to build a small community and eventually expanding into a larger city. The informal city had begun to create formal social relations between individuals who shared a distinctive culture and political institutions within that society. One way to critique the informal city is through the popular culture. The mainstream form of popular culture is opposite to the counterculture of informal cities. The establishment of the Makoko community is embedded within, but outside of, the dominant society. The people of Makoko turned the slums, the undesirable by-products of popular culture (ecological problems from formal city production), into places of opportunities that held economic value and bonding social relations. By looking at the counterculture of Makoko, one can see that the foundations of the informal city develop into an informal, community based government. The community has no set government,Show MoreRelatedAn Assessment of the Impact of Corporate Social Responsibility on Nigerian Society: the Examples of Banking and Communication Industries18990 Words   |  76 PagesLength Research Paper An assessment of the impact of corporate social responsibility on Nigerian society: The examples of banking and communication industries Adeyanju, Olanrewaju David Department of Financial Studies Redeemer’s University, km 46, Lagos Ibadan Expressway Mowe, Ogun State E-mail: davfol@yahoo.com, Tel No.: 07037794073 Accepted 30 January, 2012 In the Nigerian society, Corporate Social Responsibilities [CSR] has been a highly cotemporary and contextual issue to all stakeholdersRead MoreOnline Admission Processing System5069 Words   |  21 Pagesmanagement in the University; it will help in planning, decision making and implementation. As an organizational resource, records serve many functions in the operation of an establishment such as a university admission unit. Records represent all documentary materials such as correspondence, forms, reports, drawings, maps, photographs, and appear in various physical forms, e.g., paper, cards, microfilm, tape, CD-ROM, etc., which can be preserved for short or long periods. According to Popoola (2000)Read MoreOne Significant Change That Has Occurred in the World Between 1900 and 2005. Explain the Impact This Change Has Made on Our Lives and Why It Is an Important Change.163893 Words   |  656 Pageslamentable. Taken together, the key themes and processes that have been selected as the focus for each of the eight essays provide a way to conceptualize the twentieth century as a coherent unit for teaching, as well as for written narrative and analysis. Though they do not exhaust the crucial strands of historical development that tie the century together—one could add, for example, nationalism and decolonization—they cover in depth the defining phenomena of that epoch, which, as the essays demonstrate

The Fountain Of Health A Disease Caused By Degeneration...

The Fountain of Health Just last year my Aunt got diagnosed with Alzheimer s, which is a disease caused by degeneration of your brain. Alzheimer s causes people to start losing their memories both long and short term. After visiting my Aunt last year I realized how bad it was, she couldn’t remember who we even were and much less where she had left her coffee mug that she had in her hand just a minute ago. This is a heart-breaking disease that no one wants to see their loved one’s suffer from, but it seems to be almost inevitable as you start to age. This is only one of the many diseases caused by age, however thanks to amazing scientists and our much advanced technology they have been able to come up with a solution to all of these issues. The solution would be injecting a young humans blood, which is someone who is very young and healthy, into someone who is old who is having issues and although some may argue that this isn’t ethical nor correct I believe that s wapping young blood for old, to reverse aging should be allowed. First of all once people enter the aging process they also enter a point in their lives where they will be prone to many diseases, which includes diseases such as alzheimer s and heart-enlargement. In the article â€Å"Swapping Young blood for Old Reverses Aging† the author states â€Å"young blood might help turn around declines in cognitive function associated with age-related conditions such as heart enlargement and Alzheimer s disease.† (Frazer 1). AsShow MoreRelatedEssay on Exercise and Aging: A Qualitative Correlation2861 Words   |  12 PagesIn 1523 the Spanish conquistador Ponce de Leon made an extensive voyage to a new world in search of the legendary Fountain of Youth. He never found it. Although many years have passed since Ponce de Leon made his infamous trip, the idea of mythical youth is still very much alive in our culture. We desire to actually act and feel youthful. Physical exercise i s the only action a person can take to not only feel young but to physiologically slow the aging process. This paper will present studiesRead MoreOrganisational Theory230255 Words   |  922 PagesIndex 466 Supporting resources Visit www.pearsoned.co.uk/mcauley to find valuable online resources For Instructors †¢ PowerPoint slides that can be downloaded and used for presentations †¢ Additional exercises For more information please contact your local Pearson Education sales representative or visit www.pearsoned.co.uk/mcauley . Preface Introduction Over the past hundred years or so, Organization Theory has developed into a distinctive social science discipline. It is a body of thinking

Virtual Work Free Essays

1. Introduction Recent years have witnessed an incredible development of information technology and the structure of traditional work environment is changing. The emergency of virtual work has been reflected in some companies’ new work policy. We will write a custom essay sample on Virtual Work or any similar topic only for you Order Now For example, Jetblue Airlines has changed its working conditions and established a virtual call centre where employees can work from home without a central office. Despite the technology advancement that enables virtual working, the amount of people adopting this new working pattern is still very low. This report will explore the nature of virtual work and analyse the barriers of adopting this work policy, as well as give suggestions on how to overcome these barriers. 2. Nature of virtual work Virtual organisation, by definition, is a principle of management that has been used in a variety of applications, including virtual memory, virtual reality, virtual classrooms, virtual teams, and virtual offices (Mowshowitz, 2002). Unlike traditional organizations, the virtual organization itself has no need for physical representation. Its output, however, might influence the physical world directly, such as the direct buying or selling of stocks, or indirectly, such as providing decision support for a human agent in a traditional organization. Virtual offices, also known as virtual working, allow employees to operate in dynamically changing work environment. Virtual working as part of the virtual organization can be defined as the use of communications networks rather than buildings and physical assets, meaning that the physical location of work is now less important (Pang, 2001). As the result, departments and teams no longer have to work in close contact with each other. The common denominator for all virtual workers is that they communicate and perform work duties almost entirely through electronic technology, such as instant messaging, blogs and social networking. Employees in this situation, need a certain level of self-control ability, andvery often need to structure the environment and systems they use to perform a variety of tasks, for example, getting familiar with different types of communication software. 3. Advantages of virtual work 3. 1 For companies 3. 1. 1 Less cost Virtual work enables a company to reduce costs in renting, travelling and labor salary. Telecommuting allows people to work from home or anywhere they want instead of staying in an office and thus helps an organisation to reduce expenditure in renting the building (Tomic, nd). Also, no office means that the company does not have to hire cleaners or other labors and pay their salary. Additionally, companies can reduce the travel expenses as geographical distance in virtual organization is no longer an obstacle to hold meetings and conferences. Virtual workers can communicate through the internet instead of going to other places to observe and study. 3. . 2 Increased effectiveness Companies that implement virtual work policy can increase effectiveness because employees can save the time of commuting to work. Better communication, fewer distractions, better concentration and less traveling time contribute to the increased 15-50% productivity in a virtual organization (Tomic, nd). Employees can also improve work quality due to more strategic use of work time and less disrup tion. 3. 2 For employees 3. 2. 1 Less stress Virtual working not only eases their traffic problems, but also relieves employees office pressure. Most employees worry about their privacy and do not feel comfortable in office. By working from home or other places employees no longer have to deal with office politics and office gossip (Anderson, 2012). Also, virtual workers do not have to rush bus and metro during the peak hours. By working from home, employees can have more time dealing with work in a relaxing environment, which is beneficial for their mental health. 3. 2. 2 Improved work-life balance Working from home gives employees the opportunity to balance their work and life. Telecommuters have more flexible work hours and are able to manage their own time. They do not have work in an office from 9am to 5pm every day and they can do anything they want as long as the work can be finished as planned. For example, they can go shopping and are able to respond to phone calls from their family (Anderson, 2012). Also, when the work is done, remote workers can clean the house, communicate with family members, and take care of their children which are beneficial for improving family life. Furthermore, if employees want to better equip their knowledge, they have the ability to go to school without affecting normal work. 3. For society Adopting telecommuting brings benefits to the society. Working from home eases the traffic pressure. Remote workers do not need to commute to work, therefore, there is less air pollution and fewer traffic problems. Also, virtual working creates more business opportunities for people in suburbs and rural areas because it is not restricted by region. 4. Why virtual working is still not universal Innovative workplace s trategies that efficiently leverage human capital are becoming increasingly valuable in today’s economic environment (Thompson and Caputo, 2009). Some organizations have long employed virtual work arrangements as a tool to recruit and retain key employees. Despite the technological capabilities that enable lower operating expense and offer employees greater work flexibility, organizations that adopt the virtual work policy and the amount of workers working virtually is still very low. The problem can be analysed from two aspects: companies and employees. 4. 1 For companies As company’s major goal is to maximize profit in each activity, virtual working enables lower operating expense. Adopting the virtual working approach for organization seems the most tendency option. However, basic on company’s strategy and structure, in some case, virtual working would more like to be the obstacle for it’s development. The communication issues are not always technical in nature, but related to human factors. Members in a virtual team would face the misunderstood messages, thereby resulting in inefficiencies (Pang, 2001). More importantly, as there might be different security data protection in employees network, the risk of leakage of information will be increased. Organizational restructuring resulting in an increase in virtual workers and decrease in on-site employees can yield cost savings (Pang, 2001). However, having a human capital management strategy for newly transitioned virtual workers would cost an amount of money for training. Controlling and monitoring off-site employees become essential. For organization restructure, large amount of money would be invested for supporting the restructuring. That would be the difficult for company to adopt the virtual working. 4. 2 For employees Despite the conveniences of telecommuting, the potential downsides of the virtual workplace often go overlooked (Heidrick, 2011). Employees who work outside the office, feels isolated from coworker. In some cases, these employees start to feel disconnected from company culture and come to believe they are less respected in their organizations than their colleagues who work together in person. An organization’s ability to flexible depends on employees’ commitment to the organization, their motivation to stick with it. Respect ensured that employees are up to the challenge. Most employees generally feel respected when managers and coworkers hold them up to the same standards as everyone else at the organization. As employee feels isolated and disrespected while working by telecommuting, an organization that adopted the virtual working approach will most likely turn into less efficiency. 5. Barriers to virtual working 5. 1 For companies 5. 1. 1 Technical issues Increased data security concerns One of the biggest barriers for companies implementing virtual work policy is the concern for data security. Virtual work needs technical support, which creates safety hazard potential nowadays. Due to the fact that multiple clients are in a web-based architecture, there are many points of possible intrusion into the centralized applications and data sources of an organization (Pang,nd). When a company holding e-conference to make important decisions or transfer confidential documents, hackers who have ulterior motives may filch the core strategy or information of the company by attacking system vulnerability. 5. 1. 2 Managerial issues Controlling and monitoring difficulties Controlling and monitoring telecommuters’ work is the most difficult section in managing a virtual organisation. Lipnack and Stamps (1997) stated that managing a successful virtual company requires 90% people and 10% technology. Productivity can be reduced without controlling and monitoring system because some employees are not self-disciplined and can be interrupted by an overabundance of distractions around the home (Hortensia, 2008). There are also some critical situations where managers are not able to contact subordinates and make remedial measures timely. Employee incentive difficulties High productivity of a company will largely depend on good employee incentive. However, in a virtual organization which has inefficient measuring methods to evaluate employee’s contribution, the manager may not detect potentials of different employees. Employee incentive is often overlooked in virtual organizations (Liu, 2004). Therefore, companies need to adjust their internal performance assessment and salary system, and spend a lot of time establishing a complete system for training and motivating employees. 5. 1. 3 Communication issues As virtual team members are usually in different area or even different time zones, communication can be a big issue. Lack of trust The lack of face-to-face interaction of remote workers can lead to difficulties in building trust. Virtual work is based on Computer-Mediated Communication, which is different from the communication pattern that traditional work has. When communicating face-to-face, the speaker can use visual cues from the audience to gain immediate feedback quickly and make necessary rapid adjustments (Storper et al, 2004). Visual cues and social existence in face-to-face dialogue also help team members to know background, skills, experiences, and areas of expertise of each other (Rosen et al, 2007). The traditional communication pattern can help people build trust within groups, but remote workers can find it difficult to achieve this. Additionally, virtual organizations are usually short termed. Employees may feel that the team will break up when the task is finished, and they do not feel their membership in the organization. Mayo George Elton pointed that employees need good inter-personal relationship, and also need feel being cared by the organization, the satisfactory feeling of being cared by the employer is very helpful to improve work productivity. Lack of trust in virtual organizations may cause low motivation and low productivity. Cultural barriers and limited knowledge/ experience sharing Virtual workers are usually separated by geography, which restricts knowledge or experience sharing opportunities by working together. Also, cultural barrier exists and is adverse to good teamwork in a virtual organisation. Members of a virtual team sometimes come from different countries. Virtual works go against the transfer of tacit knowledge, or knowledge that is not written or definable, but are gained through experience (Griffith et al, 2003). It is clear that many of the behaviors of a good teamwork are culturally rooted. For example, in some cultures, sharing information is both a manifestation of power and a way of building relationships. In other cultures a number of information sharing take place in off-line settings, which are limited in the virtual work environment. Furthermore, direct communicators who are low-context focus on sharing just the facts, which will leave high-context communicators feeling under informed. 5. 2For employees 5. 2. 1 Reduction in chances of promotion At an organizational level, virtual employees’ efforts may not be recognized and valued and therefore chances of promotion in career are far less than traditional office counterparts. Adams(2012) noted researchers’ finding that managers are 25% more likely to attribute the traits ‘committed’ and ‘dedicated’ to people who logged extra hours in the office instead of those who work remotely. As a result, employees are not willing to work from home, holding the belief that managers consider them less committed to their task, and give them less career support. Employees’ desire for organizational identification is not necessarily satisfied due to negligible mentoring from supervisors and the lack of opportunities for developing relationship with crucial person in the workplace. To conclude, working from home distance employees from their manager, and leave them with less support and direction than on-site workers may get, thus reduce the chances of career advancement. 5. 2. 2 Social and professional isolation Perception of isolation from the group is one of the major concerns for employees who work from home. When employees are isolated in remote workplaces, the physical distance can diminish their opportunities for interacting and communicating with colleagues, further raising their perception of being separated. Marshall et al (2007), cited in Buss (1996) found that humans have long perceived physical and social separation from the group as negative, for the reason that isolation means deprivation of support and protection, which are critical for survival. The unavailability of networking, gaining support and recognition from co-workers creates people’s consciousness of not being part of the group and sense of loneliness. . Overcome barriers of adopting virtual work The barriers of adopting virtual work can be overcome by utilizing online communication techniques, conducting prior training and holding regular meetings etc. Virtual teams have to develop the better way for communicating, trust between each other and knowledge sharing in the electronic space. Developing a team cultu re and common procedures are essential for the development of credibility and trust among virtual team members in a virtual environment. (Raghuram, et al, 2001). Utilize online communication techniques Virtual employees often need to share work-in-progress with others, which may require advance technologies to support. As a result, virtual team can work more effectively by using online communication techniques. Microsoft is the world’s largest software maker has developed some software that can be very useful collaboration tools for managing the virtual team, such as instant messaging, live meeting and Outlook (Courtois, 2012). By using collaboration software, virtual employee can check coworkers’ status to see whether they are available to chat online. Manager can held web-based staff meeting, make a shared calendar, and cloud computing that everyone can edit and see any changes instantly (The Observer, nd). Prior training Prior training or experience is positively associated with virtual work efficacy. Organisations should implement adequate training programs in order to provide better understanding of telecommuting for both virtual employees and their managers. Caudron(1992) suggested that training activities can include dealing with interruptions by family members and friends, communications with virtual co-workers etc. Hiring the right people can be helpful for the virtual organisation, like someone can be productive in an isolated environment but is wise enough to maintain connections with other outside communities. Managers should always be open to the comments of employees and give supportive mentoring. Hold regular meetings In order to better manage remote employees, ensure efficient communication and information sharing, holding regular meetings is important. All employees should be included in all team meetings. During these meetings, manager should provide the perception of how things are progressing. This type of meeting is especially valuable in a virtual work environment, as there are fewer opportunities for interpersonal communication. Also, managers can organize employee retreats once a year so that virtual and traditional employees can interact with one another, to share information and to create a sense of unity and teamwork. These can reduces employee’s loneliness and make them feel a part of the team. Reward virtual employees’ desirable behavior in ways that are meaningful to them (Deannamaio, nd). Manager can simply reward extra holiday time off for employees who work hard. Benefit from the reward policy, employee would feel more motivating in their job. 7. Future of virtual work Today only a small proportion of virtual teams have reached a level of performance that goes beyond what the individuals concerned could achieve independently (Benson et al, 1997). Despite difficulties in implementing virtual work, the overall trend for future is the increase of telecommuting. Development of technology is helping organisations to adopt a virtual work policy, and employee expectations will change towards a more flexible working environment. IBM has announced Virtual Desktop for Smart Business. The new workforce mobility provided anytime, anywhere access to personal desktops from mobile devices — including tablets, netbooks and laptops (Khalil, 2011). With the significant development of technology nowadays, more and more firms will adopt the virtual working in order to gain competitive advantage worldwide. 8. Conclusion Virtual work as a new pattern of work is exposing invaluable potential advantages to organisations, employees and the society as a whole. As information technology is developing at an incredible speed, some organisations have already evolutionisedtheir traditional office work pattern to virtual working. However, teleworking is still not universal despite the technology capabilities that enable people to work from home or remote offices. The barriers of adopting virtual work can arise from both companies’ and employees’ considerations. Companies will face a lot of difficulties such as technical, managerial and communication issues. Employees are also not willing to work from home due to their fear of being isolated and reduced promotion opportunities. In order to overcome these barriers, there are some practical solutions such as utilizing online communication techniques, prior training and holding regular meetings. Therefore, the future of virtual work is promising, and there will be an increasing number of people who change their professional roles from traditional office workers to telecommuters. Bibliography Adams, S 2012. ‘Why Working At Home Could Hurt Your Career’, Forbes. Com, p. 39, Business Source Complete, EBSCOhost, viewed 3 December 2012. Anderson,  A. (  2012). Demand  Media. Advantages  of  Telecommuting  Jobs. [online]  Available  from:  http://smallbusiness. chron. com/advantages-telecommuting-jobs-765. html  [cited  28  Nov  2012] Bullock, C. (2011). ‘Virtual Work Environments in the Post – Recession Era’. Brandman University. Available at http://www. brandman. edu/pdf/virtual_teams_brandman_forrester_white_paper. pdf. Access in 2 December, 2012. Buss, D. M. (1996). The evolutionary psychology of human social strategies. In E. T. Higgins A. W. Kruglanski (Eds. ), Social psychology: Handbook of basic principles(pp. 3-28). New York: Guiford Press. Courtois, J. (2012). ‘Microsoft’s new world of work is all about people’. Available at http://www. bbc. co. uk/news/business-17064032. Access in 3 December, 2012. Deannamaio (nd). ‘Managing and Motivating Virtual Employees’. Available at http://deannamaio. om/managing-and-motivating-virtual-employees/. Access in 5 December, 2012. Fried, C. 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Virtualness  and  knowledge  in  teams:  Managing  the  love  triangle  of  organizations,  individuals,  and  information  technology. MIS  Quarterly,  27(2),  265-287 Peng,  L. (nd). Understanding  Virtual  Organizations. ISACA. Journal. [online]  Ã‚  Available  from:  http://www. isaca. org/Journal/Past-Issues/2001/Volume-6/Pages/Understanding-Virtual-Organizations. aspx  [cited  20  Nov  2012] Hurd, Brian M. (2011). ‘Virtually engaged: the effect of a virtual work environment on task engagement, its antecedents, and consequences’. Colorado State University. Libraries. Available at http://digitool. library. colostate. edu/R/? func=dbin-jump-fullobject_id=129655local_base=GEN01. Access in 1 December, 2012. Khalil, L. (2011). ‘IBM offers virtual desktop solution for workers on the go’. Available at http://www. igitaltrends. com/computing/ibm-offer-virtual-desktop-solution-for-workers-on-the-go/. Access 5December 2012. Lipnack, J. and J. Stamps. (1997). Virtual Teams: Reaching Across Space, Time, and Organizations with Technology, John Wiley and Sons, Inc. Marshall, G, Michaels, C, Mulki, J 2007, ‘Workplace isolation: Exploring the construct and its measurem ent’, Psychology Marketing, 24, 3, pp. 195-223, Business Source Complete, EBSCOhost, viewed 26 November 2012. Marshall, M (nd). ‘3 key to building trust between managers and employees’. Available at http://www. eliableplant. com/Read/27611/Build-trust-managers-employees. Access in 5 December, 2012. Mowshowitz, A. (2002) Virtual Organization: Toward a Theory of Societal Transformation Stimulated by Information Technology. Greenwood Publishing Group. Page 24 – 25 Pang, L. (2001). ‘Understanding Virtual Organizations’. Available at: http://www. isaca. org/Journal/Past-Issues/2001/Volume-6/Pages/Understanding-Virtual-Organizations. aspx. Accessed 28 November 2012. Panteli, N and Dibben, M. 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Risk Management in the Construction Industry

Question: Discuss about theRisk Management in the Construction Industry. Answer: Introduction In the construction projects, two major phases are vital, the pre-construction and the construction phase. The preconstruction phase is simply the preparation of the project, (Sears, S., et al., 2015). In the phase, there is the aspect of planning and initial formulation of the project whereas the construction phase is simply the implementation of the planned and designed arrangements. We should note that the risk management processes are conducted throughout the construction project; from its planning stage to its completion, inspection, and usage by the public. Therefore, my paper is describing the truth to the said facts about risks, in my case, it concentrates its scope to the risks incurred within the construction field, both in preconstruction and construction stages. Additionally, the paper gives an insight to the participants of the contract who have the responsibilities upon the risks. Similarly, the paper is also concerned with discussing the dispute resolution methods that can be used to dissolve differences within the project after mainly talking about the areas of which disputes can arise within the projects, (Sears, S., et al.,2015). Therefore, at the end of the discussion, the reader is expected to have understood as to why it is critical to have the risk management departments within the construction field. Available Risks within the Construction Industry In as much as the risks are always peculiar to each project and the project participants, it is confirmed that almost all the construction projects share common risks that result from the whole field. As such, below is a classification of some of the risks that can arise from both the preconstruction and the construction phase within a project. During the Construction Sector. Changes in the Work. Drastic change in the work can be at times very detrimental and can lead to loss of resources. Such can be caused by poor planning and designs, the level of complexity of the design presented, late drawings and instructions, even unavailability of the preferred materials and insufficient capital to purchase the preferred materials. As such the design team will have to give an alternative preference and ensure that the new designs meet the needed requirements, (Walker, A., 2015). However, if the sudden change in the work is not properly looked into, the design team might be at a risk of having a wrong implementation of their client's idea hence causing lack of quality in the planned project. Such lack of quality might bring other risks that result from a substandard work. Accidents such as Fires. Accidents are very much inevitable as such can happen without our knowledge since some are caused by the adverse weather conditions of which we have no control over. As such, we should be very prepared for such especially within a construction project. It is the work of the contractors to ensure that the site is a secure place to work, (Rowlinson, S., et al., 2014, p 187-198). Accidents such as the fire that can be caused by the lightening can be controlled by putting up proper fire prevention mechanisms such as installing fire extinguishers and fire sensors. If fires are not adequately handled, then there is a high possibility of damage to property and people. Financial and Economic Risk Adequate Resources and Equipment Commissioning Lack of sufficient resources and equipment to facilitate the work can be very detrimental hence lead to the collapse of a project. As such, the investment managers should ensure that there are adequate resources that promote the work in question. The contractors, on the other hand, should ensure that the budget of the resources needed and the program to be undertaken is correctly billed and is submitted to the financiers in time so as there is the continuous flow of cash within the project, (Walker, A., 2015). Therefore ensuring that the project does not come to a stop due to unavailability of resources in the form of material and equipment. Lack of adequate resources can lead to the construction of substandard work which promotes losses. Inflation With inflation, it means that commodities are becoming more expensive than they should. As such, the construction materials are very hard to purchase as such the design team, and the investment managers of the project are a force to spend more on the quality of the project. On the same time, they are compelled to acquire fewer quality materials to construct, (Walker, A., 2015). As such, the investment team should ensure proper communication with the designs team so as to help in making decisions about the types and quality of materials required for the project simply because the use of lesser quality materials can lead to an inferior product of the project. Performance Risk Productivity of Labor Labour is a vital part of the realization of any construction project as such; the contractor should ensure that the workforce is very able to carry out their mandated role. A small productive workforce will automatically lead to the project missing the set objectives and deadlines. Moreover, a lesser productive labor force can result in a lower quality work, (Simons, R., 2013). Therefore the contractors are advised to acquire very well skilled labor force that can provide both quality and meet the deadlines. Simply because, skilled labor is very useful in reducing expenses that can be incurred from injuries that occur in the line of duty, (Glendon, A., et al., 2016). Moreover, skilled labor promotes standard work hence saving some resources to be incurred in reworks. Other than labor alone, the investment managers of the project should consider the performance of equipment, of the materials, to be used in the project and also should promote cultures that help in the fulfillment of the work, for instance, proper remunerations so as to reduce the incidences of strikes. Security Risk The actual security of the construction site matters. The contractor in collaboration with the investment manager of the project should ensure that the construction sites are very secure and very free from any aspects of Vandalism, Terrorism, corruption, assaults, negligence and Intrusion which might lead to the collapse of the project. Such acts can be practiced from either within or from external participants of the projects, (Haimes, Y., 2015). Therefore, the contractor should ensure that the personnel are trustworthy and can be trusted with the resources provided by the project. Moreover, the contractors can help by installing security cameras that might help minimize looting from the labor force. Climatic and Environmental Risk Can be attributed to all the physical and environmental impacts of the project. For instance the topography of the area of which the project is to be conducted and the climatic conditions of the same, (Rowlinson, S., et al., 2014, p 187-198). Very wet sunny areas can adversely be affected when the rains start pouring heavily. The contractors and the subcontractors are mainly affected since he rains can affect their set programs. Moreover, the topography of an area has an immersed impact on the project as well since some areas are prone to landslides which are very detrimental to projects. Same happens when the project is situated in calamity prone areas for instance areas that are prone to floods or even tornadoes. Political and Societal Risk Land Availability for Construction In some areas, the policies that are set pertaining acquisition of lands are very demanding to any project. For instance, in some areas, where private ownership of land is illegal, a project done in such areas can be at risk of termination at any given time. Therefore, it is the work of the quantity surveyor to ensure there is proper documentation of the project's credibility to go on. For such a reason, the surveyor in charge of the project should properly advice the investment managers on such risks so as to avoid future trouble with the local authorities. Political Instability In areas which are prone to wars and regular strikes, the security of projects is not a concern to anyone. As such, it is the function of the quantity survey team to advice the project's investors to consider such a trait about the place. In the areas, the project is at the risk of damage or even destruction beyond repair, (Cruz, C., and Marques, R., 2013, p 473-483). Therefore, the reason as to why such war tone areas are not developing How to Solve Conflict within a Construction Project Conflicts are prone to arise within the building project due to factors such as; poor communication between the different sectors within the project management, lack of clarity of the contract, developed conflicts of interest by individuals, limited resources resulting to abnormal working conditions, or power struggles within the different departments. Meanwhile, it is the work of the project manager to ensure that mediation solves such conflicts. A third-party mediator will be hired to resolve the disputes between the two conflicting parties. This strategy is the cheapest and least time-consuming. Another way to solve conflicts is by Mini-Trial. Is held in an informal setting with an advisor or attorney that is paid. However, the agreement reached is nonbinding hence can be broken. A mini-trial is more expensive in terms of time and money than mediation. Lastly, Arbitration can be used to solve disputes. Arbitration is the most costly and time-consuming way to resolve a conflict. In volved parties are represented by their attorneys while witnesses and evidence are presented. Then, the arbitrator makes a ruling, and his final decision is a binding agreement that cannot be broken, (Fisher, R., 2016, p 37-71). Use of Mediation to Solve Construction Problems Mediation is amongst the most common ways to solve disputes that can arise from the construction industry. A third party mediator will be hired to resolve the disputes between the two conflicting parties. In our case, it maybe the workers who work in the construction site against the senior project managers. The strategy is the cheapest and less time-consuming as compared to the other conflict resolution strategies. In instances that there is conflict arising from either misunderstanding of the contract terms or any other problem, a third party who is neutral is useful in foreseeing the terms being agreed upon by both sides. As such the problem is solved by mediation therefore enabling swift running of the construction work. Conflict within a construction project can be avoided in many ways mostly as initiated by the managers of the project. For instance, the managers can ensure that the participants within the project understand their roles. Such can be promoted by simply organizing workshops and regular meetings where each department is educated on the role, it is supposed to play within the project. The managers can as well treat fairly their workforce by providing them with favourable working conditions, (Fisher, R., 2016, p 37-71). The managers also can facilitate the signing of contracts to their workers so as to ensure that their workforce is satisfied with what the project will offer them in the form of salaries. Moreover, they should ensure that they follow the signed agreements in the form of contracts. Conclusion The risk assessment is a crucial aspect when discussing of the success of any project as such; it should be properly conducted. Proper risk assessments are very useful to ensuring that the proper risk management systems are adequately implemented. The whole idea of risk assessment in the construction project is very useful and should be adopted in the upcoming projects; it ensures that the projects turn out to be successful in the long run, (Zhao, X., et al., 2014, p 27). To conclude, for adequate implementation of any construction project one has to consider all the risks that will be incurred in both the preconstruction and the construction phase. It is important so as to ensure the end product of the project meets the expectations of the end users References Cruz, C.O., and Marques, R.C., 2013. Flexible contracts to cope with uncertainty in publicprivate partnerships. International Journal of Project Management, 31(3), pp.473-483. Fewings, P., 2013. Construction project management: an integrated approach. Routledge. Finnerty, J.D., 2013. Project financing: Asset-based financial engineering. John Wiley Sons. Fisher, R.J., 2016. Third party consultation: A method for the study and resolution of conflict. In Ronald J. Fisher: A North American Pioneer in Interactive Conflict Resolution (pp. 37-71). Springer International Publishing. Glendon, A.I., Clarke, S. and McKenna, E., 2016. Human safety and risk management. CRC Press. Haimes, Y.Y., 2015. Risk modeling, assessment, and management. John Wiley Sons. Kelly, J., Male, S. and Graham, D., 2014. Value management of construction projects. John Wiley Sons. Kerzner, H., 2013. Project management: a systems approach to planning, scheduling, and controlling. John Wiley Sons. McNeil, A.J., Frey, R. and Embrechts, P., 2015. Quantitative risk management: Concepts, techniques, and tools. Princeton University Press. Rowlinson, S., YunyanJia, A., Li, B. and ChuanjingJu, C., 2014. Management of climatic heat stress risk in construction: a review of practices, methodologies, and future research. Accident Analysis Prevention, 66, pp.187-198. Sears, S.K., Sears, G.A., Clough, R.H., Rounds, J.L. and Segner, R.O., 2015. Construction project management. John Wiley Sons. Simons, R., 2013. Performance Measurement and Control Systems for Implementing Strategy Text and Cases: Pearson New International Edition. Pearson Higher Ed. Taylan, O., Bafail, A.O., Abdulaal, R.M. and Kabli, M.R., 2014. Construction projects selection and risk assessment by fuzzy AHP and fuzzy TOPSIS methodologies. Applied Soft Computing, 17, pp.105-116. Walker, A., 2015. Project management in construction. John Wiley Sons. Wang, N., Jiang, D. and Pretorius, L., 2016. Conflict-resolving behavior of project managers in international projects: A culture-based comparative study. Technology in Society, 47, pp.140-147. Zhao, X., Hwang, B.G. and Phng, W., 2014. Construction project risk management in Singapore: resources, effectiveness, impact, and understanding. KSCE Journal of Civil Engineering, 18(1), p.27.

Formal Ethics Training in Organizations-Free-Samples for Students

Question: Write an Essay on Is Formal Ethics Training In Organizations Merely Cosmetic? Answer: Introduction Ethics training has gained lot of importance since past few decades. Today, most business organizations conduct ethics training programs with an aim of inculcating ethical decision making in the organization culture (Valentine Fleischman, 2004). An ethical culture works as a roadmap for effective employee conduct, and other than ethics training organizations should also develop programs and policies that would ensure permeation of ethical guidance in the organizational culture (Valentine Fleischman, 2004). Ethics training has seen various changes since last decade. Globalization and technological advancements have also contributed in sophistication of the ethics programs. Ethics training programs are formed keeping in mind the decision-making theories and empirical researches which indicate the benefits of such training programs (LeClair Ferrell, 2000). Although, many research studies suggest that ethics training programs are effective in improving ethical-decision making of the e mployees and their conduct. However, it is argued that such ethics training program are merely cosmetic (Warren, Gaspar, Laufer, 2014). The paper aims at studying the effectiveness of ethics training programs by conducting a literature review. A critical review of the available literature suggest that, ethics training programs induce ethical thinking, provided the organization implements policies that facilitate permeation of ethical concepts in organizational culture. Based on the literature review and research findings, the paper argues that ethics training is not cosmetic, and that for long-term effectiveness of the ethics training, organizations must work towards internalization of ethics into the organization value system, through cultural adaptation of ethics. Effectiveness of Ethics Training Organizations adopt formal ethics training programs with a view of reducing unethical behavior. The ethics training program is designed to influence the behavior of employees. Warren, Laufer and Gaspar (2014) conducted a two-year study that assessed the influence of single ethics training session on the ethical behavior of employees (Warren, Gaspar, Laufer, 2014). The study found after first year of training session, employees showed positive effects, and by the second year also they showed signs of ethical behavior, however, after the second year the boost seemed to dissipated, which suggests that, mere ethics trainings are not enough, and cultural adaptation is required. Hence, to inculcate ethical behavior organizations must induce ethics in organizational culture (Warren, Gaspar, Laufer, 2014). A recent study conducted by Muel Kaptein (2014), examines the effects of ethics training programs in organizations. The research study also focuses on the components of the ethics program which induce less unethical behavior in organizations (Kaptein, 2014). The findings of the study suggest that organizations with ethics program face less unethical behavior than organizations with no ethics program (Kaptein, 2014). In this study Kaptein (2014) describes some important functions of ethics training program for the training to be effective (Kaptein, 2014). Firstly, the ethics training program must present a clear idea about the unethical behaviour (Kaptein, 2014). More importantly, the ethics program requires the senior management to be the role model and demonstrate ethical behavior. A successful ethics training program will provide resources for employees to behave ethically and foster a commitment among employees to behave ethically (Kaptein, 2014). A major function of the ethics tr aining program is to reinforce ethical behavior among employees. Hence, based on the findings of the study it is evident that formal ethics training programs are effective in reducing unethical behavior and inducing ethical organizational culture. Similarly, LeClair and Ferrel (2000) restate findings of Joe Murphy (1998) and suggest that an ethics training program which only says correct and ethical things, and only designs a code of ethical conduct, and impressive lectures from senior management and company lawyers, cannot be effective unless it does something substantive to prevent unethical behaviour, and deviations from ethical decisions making (LeClair Ferrell, 2000). The research study argues that ethical training can be effective provided organizations induce an ethical culture (LeClair Ferrell, 2000). The authors base their arguments on the basis of theories behind ethical decision making models, like that of Hunt and Vitell (1986) which suggests that ethical culture is an important component for ethical decision making, and that organizational culture is largely influenced by appropriate ethics training. Need for Effective Ethics Training Globalization and technological changes have changed the way organizations operate and even think, because, today innovation and creativity is key components for organizations to compete and sustain in the competitive markets. LeClair Ferrel emphasize the increasing pressures which require the organizations to undertake initiatives to develop and implement ethics training programs. The study highlights the results of a study undertaken by the society of Chartered Life Underwriters and Chartered Financial Consultants, which states that, around 50% of US employees have accepted committing an unethical behavior related to technology (LeClair Ferrell, 2000). Globalization and technological advancements have changed the traditional work environment and techniques, and currently employees and organizations strive to do more work faster and independently, and hence, there is greater risk of unethical behavior and illegal acts (Kaptein, 2009). Hence, today the characteristics of emerging professionals include perceived right of the professionals to make better choices which take into consideration both means and ends, and include a perceived obligation to provide service which gives very less importance to self-interest (Moore, 2005). Hence, to cope up with the changing demands of the globalization and technology related employee needs organizations are forced to rethink the training programs and redesign them to meet the demands (Kaptein Dalen, 2000). Hence, corporate training programs needs to be transformed from undervalued disciplines to fully integrated training programs (LeClair Ferrell, 2000). Moreover, the strict actions taken by l egal entities against unethical and discriminative behaviors in organizations has also pressurized organizations to include effective ethical training programs that enable employees to engage in ethical-decision making, and ethical behavior. Hence, there is a need for organizations to undertake formal ethics training sessions and ensure effectiveness of the training programs (LeClair Ferrell, 2000). Importance of Ethics Training In a recent international conference on Engaged Management Scholarship conducted in Baltimore (2015), paper presented by Rochelle Price (2015) asserts that ethical behavior the organization can be dramatically increased by conducting formal ethics training, and solidifying corporate culture and leadership (Abrhiem, 2012). Hence, it is evident that effective ethical training fosters ethical organizational culture. Similar findings are observed in a study that investigates interrelation between culture and ethics training (Graham, 2013). The study suggests that organizations face greater ethical problems during financial crisis, and formal ethics training can play a major role in inducing ethical behavior and promote ethical decision-making among employees (Graham, 2013). However, the study also suggests that ethical behavior is largely related to ethical climate and ethical culture of the organization. Formulating a static code of ethics will fetch nothing, and hence, organizations must supplement code of ethics with initiatives like regular trainings and creating an ethical organizational culture (Graham, 2013). Hence, it is evident that ethics training will inculcate an ethical organizational culture and stimulate ethical-decision making practices among employees and managers. It is evident that employees can involve into unethical behaviors during financial crisis, but organizations must understand that good business practice is important than financial bottom line (Graham, 2013). Ethical behavior leads to better corporate governance. Ethical corporate governance results into positive financial performance. Hence, it is evident that ethical training can foster ethical behavior and help organizations to improve financial positions (Graham, 2013). A review of the literature and empirical studies suggest that, formal ethics training is not merely a cosmetic, but it enables organizations to induce ethical organizational culture (Valentine Fleischman, 2004) (Warren, Gaspar, Laufer, 2014). The research studies have suggested that formal ethics training are effective in reducing unethical behavior (Kaptein, 2014), and that the organizations with formal ethics training and better ethics program face less frequent unethical behaviors than organizations without ethical training (Simha Cullen, 2012). It is evident that with the changing business organizations and technologies there is a need for employees to engage in ethical decision making and effective formal ethics training programs will enable organizations to develop ethical organizational culture and promote ethical decision making. Many research studies have argued about the effectiveness of the ethics training programs and have claimed that formal ethics training are effect ive for short-term and in order to make ethics training programs effective, organizations must develop ethical organization culture and achieve internalization of ethics into the organization value system (Warren, Gaspar, Laufer, 2014)(Graham, 2013)(LeClair Ferrell, 2000). The empirical research in the field of ethics training also suggest that, ethics training and ethical organizational culture are interrelated, and organizations must work towards developing better ethics programs to reduce unethical behavior and induce ethics (Kaptein, 2009). Formal ethics training will stimulate better corporate governance and enable organizations to reduce the cost of unethical behavior and improve financial position. Thus, based on research studies, it can be argued that, formal ethics training is not merely cosmetic. If Formal Ethics Training is Cosmetic In absence of an effective ethics training program, organizations will face more frequent unethical behavior and decision making. The organizations will face the costs of such behavior and it will be reflected in their financial performance. A study conducted by Jin, Drozdenko and Deloughy (2013) asserts that financial organizations that induce ethical decision-making and have fostered ethical organizational culture, achieve higher profits (Jin, Drozdenko, Deloughy, 2013). Also, Chan and Cheung (2011) by investigating the financial performance of organizations concluded that positive financial performance can be achieved as a result of better corporate governance (Chan Cheung, 2011). The study also highlights that corporate governance and ethical sensitivity are interrelated. The research studies suggest those organizations that engage in unethical practices and behavior dramatically increases the operational, marketing and other costs to organizations (Nelson, Weeks, Campfield, 2008). The organizations facing ethical conflicts suffer direct, indirect and long-terms cost (Graham, 2013). A major issue facing the effects of unethical behavior is the stress arising from ethical conflicts, which highly affects the morale of the employees, which finally leads to increased employee turnover, and burnout. Hence, lack of ethics training and ethical behavior will enable organizations to face the cost and hassles of frequent recruitment. Research studies also suggest that unethical climate and behavior and lack of ethical culture lead to lower job satisfaction among employees and also hinder the employee organizational commitment. Moreover, ethical behavior and culture is also directly related to empowerment and motivation of employees (Singh, 2011). Thus, unethical organizational practices will affect the overall governance of the organization, and the organization will face several short-term and long-term costs. Hence, if ethics training programs were cosmetic, they would not be effective in fostering ethical organizational culture and better corporate governance. Hence, merely cosmetic ethics training programs will affect the financial performance and organizations will face various employee attitude and productivity issues, which will lead to lower productivity and lower profits. The findings from research studies emphasize that merely cosmetic ethics training program will add to the various other costs to organ ization. Conclusion The paper concludes that formal ethics training is not merely cosmetic, but has tremendous effects on business organizations. The findings from the review of literature are utilized to support the argument and conclusion. The findings suggest that effective formal ethics training programs will enable organizations to develop ethical organizational culture and promote ethical decision making. Ethical organizations lead to better corporate governance which enables organizations to improve their financial performance and encourages employees organizational commitment. However, had it been that, ethics training programs were merely cosmetic, they would have added to the various costs to organization which would reflect lower financial performance and productivity. Hence, the paper suggests that, organizations today, must engage in designing and implementing effective ethics training programs. References Abrhiem, T. (2012). Ethical leadership: Keeping values in business cultures. Business and Management Review , 2 (7), 11-19. Chan, A., Cheung, H. Y. (2011). Cultural dimensions, ethical sensitivity, and corporate governance. Journal of Bauiness Ethics , 110 (2), 45-59. Graham, J. (2013). The Role of Corporate Culture in Business Ethics. Conference: Management Challenges in the 21st Century,. Bratislava, Slovakia. Jin, K. G., Drozdenko, R., Deloughy, S. (2013). The role of corporate value clusters in ethics, social responsibility, and performance: A study of financial professionals and implications for the financial meltdown. Journal of Business Ethics , 112 (1), 15-24. Kaptein, M. (2014). The Effectiveness of Ethics Programs: The Role of Scope, Composition, and Sequence. Journal of Business Ethics , 132, 415-431. Kaptein, M. (2009). The Ethics of Organizations: A Longitudinal Study of the U.S. Working Population. Journal of Business Ethics , 92 (4), 601-618. Kaptein, M., Dalen, J. V. (2000). The Empirical Assessment of Corporate Ethics: A Case Study. Journal of Business Ethics , 24 (2), 95-114. LeClair, D., Ferrell, L. (2000). Innovation in Experiential Business Ethics Training. ournal of Business Ethics , 23 (3), 313-322. Moore, G. (2005). Corporate character: Modern virtue ethics and the virtuous corporation. Business Ethics Quarterly. , 15 (4), 659-685. Nelson, W., Weeks, W. B., Campfield, J. M. (2008). The organizational costs of ethical conflicts. Journal of Healthcare Management , 53 (1), 41-52. Price, R. (2015). Ethica; Behavior Within an Organization Can Be Increased with Ehical Training and a Solid Corporate Culture But Engrained by Ethical Leadership. 5th International Conference on Engaged Management Scholarship, (pp. 1-13). Baltimore. Simha, A., Cullen, J. B. (2012). Ethical climates and their effects on organizational outcomes: Implications from the past and prophecies for the future. Academy of Management Perspectives , 26 (4), 20-34. Singh, J. (2011). Determinants of the effectiveness of corporate codes of ethics: An empirical study. Journal of Business Ethics , 101 (3), 385-395. Valentine, S., Fleischman, G. (2004). Ethics Training and Businessperson's Perceptions of Organizational Ethics. Journal of Business Ethics , 52 (4), 391-400. Warren, D., Gaspar, J., Laufer, W. (2014). Is Formal Ethics Training Merely Cosmetic? A Study of Ethics Training and Ethical Organizational Culture. Business Ethics Quarterly , 24 (1), 85-117.