American Unjust Drug War Research Paper Example | Topics and Well Written Essays - 1250 words

American Unjust Drug War - Research Paper Example Such premises, as will be discussed below, are stronger than those which seek to justify the state’s tough anti-drug laws. II Thesis This paper asserts that America’s war against illegal drug use is unjust because it does not simply violates but violently repress the drug user’s inherent right to choose, putting the American society at greater risk. This argument strongly weakens the popular assertion of prohibitionists that illegal drug use poses extreme harm not only against users but the society as a whole, thus must be prohibited at all costs (Huemer 135). Moreover, this vividly illustrate that a law founded on distorted truth could create more rather than resolve problem, demonizing rather than humanizing society. Essentially so, the end could not justify the means; neither the means could justify the end. Democracy, which the American society proudly upholds, is founded on giving due respect to the inherent rights of every individual, as enshrined in the Bi ll of Rights of the Unites States Constitution. Violating any of these fundamental rights contradicts American principles on civil liberties, that could weaken the very foundation of this powerful nation. One of the rights inherent in every individual is no other than the right to choose, as this acknowledges the individual’s freedom to make personal decisions. This means, the body, self and life of the individual is his/hers alone. Whatever he/she would like to do about it is his/her sole right. Meaning, an individual has the fundamental right to choose and the freedom to decide whether or not he/she will use drugs, despite knowing the harm such choice may effect on him/her. As such, the government has no business over an individual’s decision on what to do with his/her body, self, and life. Therefore, America’s war against drug is unjust, because anti-drug laws do not simply deny but violently attack drug users of their personal autonomy, subsequently violatin g their other basic human rights such as the right to liberty and the right to life. This is not to say that criminalizing drug use unjustly tarnishes the user’s reputation, causing him/her to be socially isolated and depriving him/her of opportunities and decent life. Furthermore, since the right to choose is inherent in every individual, no one – not even the majority will and not even legislation – can take away this right from an individual; only the individual him/herself can surrender this right if he/she freely chooses to do so. Meaning, if the individual knowingly decides to subject him/herself to drug use regulation or prohibition, for example under medical care, then that is the only time that his/her drug use, specifically related only to the health problem being medicated, can become the business of the authority – in this case the medical health professional. But even under such circumstance, the failure of the individual to regulate or forbi d him/herself of drug use as medically prescribed does not make him/her a criminal. If the prohibition of drug use already violates the individual’s right to choose, criminalizing it is tantamount to state repression, further proving therefore, that America’

Case Analysis (Training Class) HR Study Example | Topics and Well Written Essays - 500 words

Analysis (Training Class) HR - Case Study Example Other objectives include developing trainees’ understanding of their behavior and its effects on the customers, developing an effective language style that yields to a positive customer’s response, and developing a good CSS – customer relationship. Knowledge, skill, & abilities (KSAs) are very important for any job applicant, whereby, knowledge determines the amount of information that one has accumulated, for instance customer service skills. On the other hand, skills involve manipulation of people or data manually, either verbally or mentally, for instance proficiency in communication. Lastly, abilities are the powers entailed in performing a certain task at a particular time to solve problems amicably (Participant guide, 2006). Based on the training objectives provide a training agenda, indicating the time allocated and order of modules in your program. Customer Service Training Program: this is a four-week training program. Modules : week 1-4 Time: 5.00 pm- 7 pm communication skills Week 1 Customer handling techniques; managing the customer’s expectations Week 2 Effective problem solving techniques Week 3 Developing customer relationships Week 4 For each module, describe the goals of the module and the training methods you will use to accomplish it.

Favourite Movie Essay Example for Free

Favourite Movie Essay My favourite movie is 3 idiot. 3 Idiots is adapted from a Chetan Bhagat’s novel. It is not just a story of 3 engineering students. The movie also presents the struggles of life that people have to face in their lives. The movie portrays how the human struggle for existence begins with the birth of a child. The child opens his eyes in the world to see the expectations floating in the eyes of his parents who want their children to become Engineer, Doctor, IAS, or some other officer, and glorify their family name. The movie effectively highlights the problem of parents pushing their children to choose what they don’t like and make them forget or ignore their hobbies that could have become a great profession for them. This happens overhere with Farhan who wanted to be a wildlife photographer. He could never do well in engineering but once he took up his hobby as profession he never looked back and established new milestones of success. On the other hand, Raju represents the class of children who under the burden of expectations of their parents start to fear failure. This ultimately kills their confidence and leads to their failure. This fear of failure sometimes forces them to take extreme steps as it happens with Raju who tries to commit suicide. But once he gains back his confidence he starts to taste success in whatever he endeavors. The film also depicts that life at engineering colleges is not fun; they have to deal with some serious problems including struggle to get good grades, ragging and mental pressure that forces a student to commit suicide. So I learnt a lot of things from this movie and the most motivating dialogue of this movie told by Rancho â€Å"Don’t run after success, be capable and success will come running after you† motivated me a lot in my life. Last of all I want to say that individual performances, screenplay, direction, editing to cinematography, especially melodious songs gave a perfection to this movie and made this movie, my favourite movie.

Developing Managers :: GCSE Business Marketing Coursework

Developing Managers: The Functional, the Symbolic, the Sacred and the Profane [*]. Author/s: Ken Kamoche Abstract This paper offers a new perspective on international management by examining the role of culture and management development in creating international expertise, a sense of identity and realizing organizational control. A critical analysis of the culture transmission and management development philosophy and practice of a UK-based transnational reveals how the transmission of culture accomplishes management development objectives, while management development itself serves as a vehicle for the transmission of the desired corporate values. This recursiveness is sustained by a corporate ideology that urges the creation of integrative values and, in turn, is legitimized by the quest for favourable functional and symbolic consequences. Descriptors: management training and development, culture, ideology, functionalism, symbolism Introduction Reconciling headquarter-subsidiary interests while maintaining a distinct identity continues to be a major challenge for multinational firms, hence the think global/act local paradox. For Ghoshal and Bartlett (1990) this problem can be addressed by effectively handling the network of exchange relationships. Other solutions include socialization and the management of expatriates (e.g. Edstrom and Galbraith 1977; Tung 1982); managing relationships between expatriates and host-country subordinates (e.g. Shaw 1990); creating cultural synergy (e.g. Adler 1980); fostering cooperative relationships and developing conflict-resolution mechanisms (e.g. Doz et al. 1981); diffusing 'best proven practices' (e.g. Rosenzweig and Singh 1991); reconciling organizational linkages (e.g. Borys and Jemison 1989) and diffusing and leveraging knowledge (e.g. Gupta and Govindarajan 1991; Kamoche 1996). Bartlett and Ghoshal (1989: 187) found that successful transnational firms used management development 'to build cultural norms, sha pe organizational processes and influence individual managerial behaviour in a way that reinforced worldwide strategies and organizational objectives'. This implies a potentially integrative role for culture and management training and development (MTD). Going beyond the typical concern with 'better skills', this study offers a much more complex and multi-faceted picture of MTD which reveals an intricate interplay between MTD and corporate culture. We show how managers in a multinational firm disguised as International Products (IP) account for their training and career development activities and how they rationalize such activities in terms of an integrative corporate culture. [1] Thus, MTD serves as a tool for the transmission of culture, while a putative integrative culture in turn furnishes the rationale for MTD. This recursiveness finds legitimacy in the ideological premise, promulgated by senior management, that it is in the joint interests of the firm and the managers to absorb and internalize the organizational values inherent in the corporate culture, because this helps managers to secure a high-flying career.

Paramedicine Essay

Paramedicine is a unique field of practice that represents the connection between public health, health care, and public safety. The idea of paramedicine originally featured in the EMS Agenda, which expands the idea of traditional emergency medical services to emergency response system. It brings together responsibilities and roles that are associated with paramedics and at the same time represents the highest level of practice, which is witnessed out of a hospital medicine and cared by non-physicians. This means that paramedicine is a health profession that focuses on assisting families, individuals, and communities to attain, re-attain and at the same time maintaining optimal health, that usually results from sudden onset or acute result that emerges due to medical, and or traumatic events. This type of profession is common and practiced mostly in the out of hospital setting (Adrian 2006, pp. 56). The practice that is associated with paramedicine is usually art, and is based on the sciences of physiology, human anatomy, and pathophysiology. The aim of paramedicine is to promote best possible quality of life, as defined in philosophy of persons and families, which is common throughout their life expectances, which ranges from the care that occurs between birth and death. Paramedicine Profession The profession practice that is used in a paramedicine setting includes a complex and at the same time independent decision making, which is evident in the face of incomplete, ambiguous, and the information that is obtained maybe conflicting. The common decisions making that comes in practice includes readiness and response, patient assessment, scene management, emergency vehicle operations, clinical problem solving, planning, leadership, therapeutic communications, patient education, disposition decisions, and resource coordination. Hence, it involves the application of concepts of medical care at the same time in an uncontrolled, challenging, and austere condition. John’s research paper on Paramedicine World (2006), sums up the natural condition of a professional paramedicine expert, â€Å"People who are in the field of paramedicine should have a wide knowledge and at the same time are supposed to be experienced in issues that are related with complex and fast decision making capabilities without external pressures† pp. 23. Moreover, a part from the idea or portion of practice, paramedicine involves the routine use of medical skills, and tasks, which are controlled by the law. For the different regulated tasks e. . administering a medication, starting an IV, and performing invasive task, requires the practice of paramedicine to be dependent (Adrian 2006, pp. 55). The dependent portion that is present in practice of paramedicine is usually based on a collaborative relationship that has a physician medical director who is charged with provision of medical oversight. The contemporary philosophy that is in medical oversight involves provision of treatment that is common in the physician protocols in encouraging clinical problem solving and in decision-making. Hence, the decision that regards the protocol that is implemented is based on the formation of a specific paramedic diagnosis. Paramedicine bases on the emerging concept of paramedic theory, this theory is based on the study and analysis of three pillars of paramedicine; public health, medicine or health care, and public safety, which interact and intersect. It is stated in the IoM Report EMS at Crossroads (2006), that EMS is currently fragmented and at the same time largely separated from the general and overall health care system. Major emphasis in the theory of paramedic is the integration of emergency medical services, both extra-professionally and intra-professionally. Extra-professional study takes care of integration of EMS with the current nation’s emergency care and the health care system. Intra-professional integration bases on the study of distribution, resource allocation, efficiency and deployment. Other areas that are involved in paramedic theory are response planning, emergency response, inter-facility transfer, community education and response or disaster preparedness. Example of skills of paramedicine staff In different parts of the world, e. g. Canada, United States, United Kingdom and Australia have different tasks that they are supposed to undertake with specified qualifications. However, some skills that they are supposed to be performed include; †¢ Emergency vehicle response †¢ Emergency operations †¢ Mass casualty staging and triage †¢ Patient rescue and extrication †¢ Patient transportation †¢ Notifications and Radio Communications †¢ Life Support (Basic, advanced) †¢ ACLS – Advanced Cardiac Life Support †¢ Pharmacological treatment and electric cardiac arrest †¢ Medical administration and at the same time fluid resuscitation The emergency medication that is offered varies in terms of individual medication, and depends on the preference of the physician medical director, the law and at the same time the standard of the care. The individual medication drugs may include Adenocard and Atropine, which monitors the speed of the heartbeat. At the same time, they treat anxiety and crisis conditions and perform RSI. They may at times be permitted to administer pain relievers, and monitors vomiting. Experts who are in the field of paramedicine should have a wide knowledge of pharmaceuticals and the dugs that aid in life support. Paramedics are supposed to have a wide knowledge on drugs that can save and salvage a situation, and at the same time minimize the effects of side effects† (Richard 2006, pp. 78). As written by James in his article Paramedicine Vision (2006), he states that, â€Å"The field of paramedicine depicts different level of emergency containment, and any service that is administered depends on the laws of that specified region, the advice from the physician in charge and the nature of incident† (pp. 45). Qualified Paramedicine Place of Work They are usually employed by different organization, with varied operations distinctions. At the same time, they can be employed by the government agencies in public hospital, part of fire department and municipal EMS service. There presence is common in private sector organizations e. g. private ambulance companies, private hospitals, mines, corporations, racetracks and air ambulance services. At the same time they can work in voluntary sector which they do not offer monetary compensation e. g. community response units or Volunteer Fire Department. Paramedicine in United States Paramedicine is practiced different and the qualifications that are required differ between states. An example is the United States, a paramedic is a person who is qualified in paramedicine field and responds to treatments and medical emergencies and trauma that is common in outside of hospital settings. They provide treatment on the scene and during the transportation to a hospital emergency department. People from this profession also treat patients who do not require hospitalization, such as large events and public gathering. They obtain the legal authority to practice pre-hospital medical care in the said field, and they obtain license from physician medical director who are specialized in the field of Emergency medicine. In this scenario, they serve in out-of-hospital extension of the emergency services, which are offered by medical doctors in the hospital emergency sector. The medical doctors are qualified, and have great amount of experience and directs the functions that are performed by EMTs and other medical responders. There are different ways that the paramedics as stipulated by National Highway Traffic Safety Administration (NHTSA) are classified – EMT – B (basic), EMT – I (Intermediate), EMT – P (Paramedic) and the First Responders. In the United States, paramedics who work independently, and are under the direction of emergency medical control physicians, and they provide the most advanced emergency level for public outside hospital settings. Nevertheless, there are exceptions to those physicians who operate with air ambulance and jurisdictions that honor CCP – Critical Care Paramedic courses, which are not accepted by the state but are required during hospital ICU to hospital ICU transfers. In general, this means that depending on the region where the department is situated, their ability depends on the states or region conditions. There may be rules and conditions that are supported in the United States and are not eligible in United Kingdom or Australia. At the same time the technology and support that such institutions receive differs a lot, which results in different levels of success in their operations. Paramedicine is an important field in maintaining the state of human life. The demands that are required by different level of populations: individual, family and community are completely different. People who are involved in paramedicine have to understand all socio-ethical, traditional, and legal jurisdiction. The field of paramedicine has various issues that are brought into focus. These issues should be merged in certain way that it does not cause any conflict and they include public health, health care and public safety. Hence, combines different categories to yield paramedics. It is able to combine features that are seen in physiology, human autonomy, and pathophysiology to give birth to a conclusive field of practice. Its operability is some how demanding since it is dependent and at the same time requires stringent decision-making tasks. All this are based in the field of paramedic theory, and brings issues that are related with extra profession and intra-profession, The different fields that are required are used differently depending on the nature of the situation and conditions that are set. This means that it is a collaborative work between different governmental, private and volunteer groups.

Assignment 3 Anthropology Essay - 1271 Words

Chapter 3: Fieldwork on Prostitution in the Era of AIDS 1. Based on reading this selection, how is ethnographic research different from other social science approaches to research? Answer: Ethnographic research is different from other social science approaches to research because it goes more in depth. With an ethnographic research you are required to eat, sleep, and breath what is being studied. In order to get a better understanding you will need to incorporate such living (as that of the culture being studied) into your life. It’s more of a research to gain the knowledge of a current situation as oppose to something that has happened in the past. For example Sterk was researching prostitution. She followed the lives of many†¦show more content†¦Answer: Ethnical issues faced by anthropologists when they conducting an ethnographic research is dealing with situations that conflict with their own morals. For example, Sterk was faced by a lot of drugs in which you can gather she did not encounter on a regular basis in her life. She had knowledge that few women who knew they were HIV positive still continued to have unprotected sex. Not only did he r bond allow her to care for these women and become concerned with their well being but she had no choice but to keep her opinions to herself. She was sitting on information that would stir up the pot in the society knowing that HIV was easily being spread through prostitution. Anthropologists will be faced with many things that may go against what they firmly believe in. Abelam: Giant Yams and Cycles of Sex, Warfare, and Ritual 1. Anthropological definitions of Malinowskis Functionalism and Franz Boas Historical Particularism are: Malinowski’s Functionalism: â€Å"humans have a set of universal biological needs, and that customs developed to fulfill those needs.† Focusing on the individual and satisfying the basic seven needs which included nutrition, reproduction, bodily comforts, safety, movement, health, and growth. Franz Boas’ Historical Particularism: the idea that each culture has its own particular and unique history that is not governed by universal laws. References Functionalism. (n.d.). Retrieved June 30, 2015, fromShow MoreRelatedSyllabus: Human and Tutorial Assignments1366 Words   |  6 PagesSyllabus Introduction to Anthropology: Becoming Human (ANT A01 H3Y) Summer 2013 Instructor: Dr. Joyce Parga; Email: j.parga@utoronto.ca Office hours: Tuesdays Thursdays 3-4 pm (or by appointment); Office: MW 382 Lecture meeting times and location: Tuesdays 1-3 pm in SW 319 Tutorials (labs): 5 Tuesdays across the semester during your 1-hr tutorial section in MW 329 Tutorial TA: Dejana Nikitovic; Email: dejana.nikitovic@mail.utoronto.ca; Office: MW 343 (Note: Tutorials begin in Week 3 on Tuesday May 21Read MoreAnthropology Essay Assignment1154 Words   |  5 Pages| ANTH100 Assignment 1 Heather Hartwig American Military University October 21, 2012 Assignment 1 1) Discuss what evolution is in terms of physical anthropology. Evolution refers to change over time. In terms of physical anthropology, evolution is changes over time in living organisms. 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Scientific Management Example For Free - Free Essay Example

Sample details Pages: 8 Words: 2254 Downloads: 3 Date added: 2017/06/26 Category Management Essay Type Critical essay Tags: Scientific Essay Did you like this example? As industrialization advanced rapidly across the world at the turn of the twentieth century, it transformed working practices and prompted theorists to consider how best to conduct business under such changed circumstances. The theory of scientific management has its roots in the studies conducted by F. W. Don’t waste time! Our writers will create an original "Scientific Management Example For Free" essay for you Create order Taylor during this formative period (see Taylor, 1911). There is much debate in the secondary literature about the synonymy of Taylorism and scientific management, which this paper does not discuss (for further details see, Caldari, 2007; Nelson, 1992). Rather, this paper positions Taylor as the defining early influence in a continum of scientific approaches to organizational management all of which fall under the broader definition of scientific management and management science that endures today. Section 1 of this paper undertakes a critical evaluation of scientific management theory before going on in Section 2 to discuss how and to what extent it is applied at the organisation, Microsoft. Critical Evaluation of Scientific Management Theory Taylor was one of the first theorists to consider management and process improvement as a scientific problem and, as such, is widely considered the father of scientific management. He proposed that a businesss economic efficiency could be improved by simplifying and optimising work processes, which would, in turn, increase productivity. Taylorism, as a philosophy, was the product of a series of experiments and observations, such as time-motion studies, designed to determine the most effective and efficient way to complete a task. Its fundamental and inter-related principles can be summarised as follows: Using scientific method to challenge habitual working practices and to determine the most efficient way to perform specific work tasks; Matching workers capability and motivation to the task requirements and supervising them according to the established rules and procedures; Establishing fair performance levels and develop a pay system that rewards, and therefore encourages, over-achievement; and Appropriate division of responsibilities to allow managers to apply scientific management principles to plan work and ensure workers are effective. Taylors work influenced a number of other contemporaneous theorists, such as Frank and Lillian Gilbreth, and, later, Henry Gantt, who also favoured empirical methods to determine the most efficient procedures. Indeed, his new scientific system of organisation was met initially with widespread support in the USA and Great Britain amongst theorists, politicians and economists alike (Nelson, 1992). However, Taylors scientific management was not without its critics, both at the time and subsequently. By the 1930s and 40s it had broadly fallen out of favour. The following section undertakes a critical evaluation of scientific management. It discusses the arguments of Taylorisms detractors and also explores its legacy in popular modes of management practice today. One of the most popular criticisms levelled at Taylorism is its perceived lack of human appreciation (Caldari, 2007). In the drive to increase physical efficiency, it considers the worker a part of the production process on a level equal to the tools s/he uses and, as such, strips him or her of all capacity to reason and act autonomously. All thinking and planning is taken over by management, and the workers role is reduced to the simple repetition of standardised and simplified work flows in accordance with productivity targets. By assuming that fair payment will motivate employees to perform optimally, Taylorism overlooks the individuals subjective motivation and their need to derive personal satisfaction from their work. On the one hand, standardised work instructions have been shown to improve quality, facilitate training and reduce waste. However, on the other hand, todays low skilled and highly rationalised roles, such as call centre or fast food jobs, workers are often characterised by high absenteeism and high turnover due to low job satisfaction. Since these are drivers of increased cost, it can be argued that the strict doctrines of scientific management actually run the counterproductive ris k of increasing costs and reducing productivity. A further point of controversy for Taylorisms critics is the theory that scientific process will eventually identify the one best way of carrying out a specific process of work to maximum efficiency (see Ralston, 2014). They argue that the implementation of one best way disregards individual talents and preferred working methods, thereby alienating workers and preventing them from developing an appreciation of their place or function in the entire industrial process. This, in turn, suppresses their initiative and the potential for discovering new and innovative ways of working. Instead, opponents of Taylorism advocate a plurality of methods for increasing productivity, which should be tailored to workers needs. Feedback should be encouraged and decision-making shared between workers and management to engender a greater sense of participation and ownership, greater engagement, and a stronger sense of collaboration between workers an d management. In the light of the above criticisms, it is perhaps unsurprising that employees views of Taylorism have tended to be unfavourable. In its pursuit of efficiency and productivity, Taylors scientific management principles divide labour undemocratically, in such a way as to empower managers, benefit employers and lower workers morale. Although Taylor advocated fair assessments of working hours, productivity and pay, his theory obliges the worker to depend upon the employers conception of fairness, and gives the worker no voice in hiring and setting the task, in negotiating the wage rate or determining the general conditions of employment. In reality, many employers implemented Taylors theories only partially, using strict control, punitive measures to drive maximal output. This not only caused significant additional mental and physical strain, but also increased the potential for accidents and work stoppage (Nelson, 1992). Furthermore, workers believed down-skilling and eventual automation were responsible for growing unemployment even if ultimately it might lead to lower prices and increased demand. They also objected to the fact that the gains of higher productivity were not shared with the workers. Rather, the major proportion was taken away by the employer in the form of higher profits. Such an imbalance of power and resultant dissatisfaction has the potential to polarise industrial relations leading to increased risks of strike action and disruption. Although there is much to criticise about Taylorism and its early implementation, it should also be acknowledged that its advent paved the way for many of the management theories and methodologies that are followed today. The division of labour into doers and thinkers is a dichotomy that continues to shape the separation of strategy and implementation in most organisations (Kanigel, 1997, Stoney, 2001)). Likewise, in most organisations management and labour continue to co-exist in an uneven r elationship which privileges intellectual work over manual skills. Likewise, the rationalization of processes into discrete, unambiguous units with defined work instructions has laid the foundations for knowledge transfer, automation and eventual offshoring (Drucker, 1981) strategies that continue to be implemented in many multinational corporations today as management theory, and management itself, evolves with changing times (Witzel and Warner, 2013). Incentive schemes are still widely recognized as an effective means to encourage higher performance and are a standard component of most sales compensation packages. Meanwhile, Taylorisms simplification of skilled work and the elimination of unskilled work represents a central tenet of business process engineering techniques such as Six Sigma and lean manufacturing (Head, 2003). By the same token, modern quality assurance, operations management and total quality management methodologies arguably have their roots in scientific manage ment. In this way, scientific management transcends the narrower confines of Taylorism by means of its direct and indirect influence on those subsequent evidence-based methodologies that also attempt to treat management and process improvement systematically as a measurable, scientific problem (Witzel and Warner, 2015). Discussion of how Scientific Management Applies to Microsoft Taylors original thinking was informed by the shop floor processes of heavy industry. As such, it would be easy to assume its principles would be largely irrelevant in an industry as complex, innovative and knowledge intensive as Information Technology. Indeed, Bill Gatess professed values of entrepreneurship, ownership, creativity, honesty, frankness and open communication appear to stand in opposition to the standardised work processes and strict division of labour that Taylorism champions. However, on closer examination it becomes evident that scientific management still exerts a significant influence within Microsoft and on how it conducts its business. As with all large multi-national corporations, specialisation and division of labour is very much in evidence at Microsoft. There is a clear division between functional specialists such as software developers, project managers, marketing, sales, HR, finance and legal. As Taylorism advocates, their roles have written job descr iptions with clearly defined skills and competencies to ensure employees capabilities and motivations are carefully matched to their position. Furthermore, their performance is supervised and measured regularly using SMART criteria (Specific, Measureable, Achievable, Results-based, and Time-specific) in a way that echoes Taylors emphasis on monitoring and measuring. There are a number of colourful stories that depict the results-orientated culture that Microsoft has relied on historically in its drive for success (see, for example, Shaw, 2004). Until recently, Microsoft employed a controversial management system called stack ranking which measured performance using a standard distribution curve. Whilst those at the top received bonuses and promotions, those at the bottom were shown the door (for further details see B. R., 2012). Although this was intended to motivate performance, employees found it oppressive. Developers sought to avoid working with top performers, who threatened their own ranking, and as a result free thinking, innovation and collaboration stagnated. Microsoft abandoned stack ranking in 2013, but it is evident that performance reviews and systems such as these owe a debt to Taylors principle of performance incentivisation through pay and reward. Indeed, Bill Gatess comment on workers and their value points towards a scientific management heritage: à ¢Ã¢â€š ¬Ã…“A great lathe operator commands several times the wage of an average lathe operator, Bill Gates points out, à ¢Ã¢â€š ¬Ã…“but a great writer of software code is worth 10000 time the price of an average software writer (Schumpeter, 2015, p. 1). Microsofts business model relies on scientific managements requirement to challenge received wisdom and to find new and better ways of doing things. This applies to Microsofts products and production processes in equal measure. Yet rather than pursue Taylors one best way and control it by means of strict hierarchy and managerial supervi sion, Microsoft has, historically, sought to empower employees at all levels. Instead of allowing workers strict need to know knowledge that relates only to their discrete part of a process, Microsoft runs an intensive induction programme for new recruits, which introduces them to the overall business model, and acquaints them with colleagues and support networks. This broader knowledge equips individuals with the context to make autonomous decisions that are nevertheless aligned with the organisations interests. This, in turn, lays the foundations for continuous improvement based on comparison, feedback and the identification of more effective and efficient work methods. Microsoft seeks to encourage improved performance not only by financial incentives, but also by considering more progressive drivers of employee motivation, participation and satisfaction. Thus, software programmers at Microsoft work long hours, but extra discretionary effort is encouraged by free food, relaxed dre ss code, comfortable offices, and playing games (for further details see Birkinshaw and Cramer, 2008). So, whereas Taylorism is criticised for its de-humanising tendencies, Microsoft arguably seeks to balance and blend the drive for enhanced productivity with a complementary appeal to the broader hierarchy of needs in its workforce. Conclusion This paper has offered a critique of Taylorism as the first and most influential theory that shaped a spectrum of subsequent management practices that fall under the wider umbrella philosophy of scientific management. The example of Microsoft shows how the principles of scientific management inform many practices that are still in use today. As a large, established, multinational organisation, Microsofts management practices are, almost inevitably, complex and contradictory and the brevity of this paper does not permit a more detailed investigation of how and to what extent scientific management principles inform the varied practices of different functions and divisions within the organisation. For example, the process of iterative product development owes a debt to scientific management as does project management and evaluation. Nevertheless, this paper has offered a broad overview of how Microsoft has appropriated, adapted and implemented elements of Taylors early scientific mana gement theory, such as division of labour, employee selection, training and supervision, pay and reward, scientific evaluation, and process improvement, to improve Microsofts productivity, quality, and economic performance todays fast-paced competitive environment. Bibliography B. R., 2012. 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