Theologies of Liberation

Question: Write an Eassay on Theologies of Liberation? Answer: Introduction The rise of religious philosophy1960s and 1970s saw a fundamental drive in Christianity. It had three noteworthy outflows: Latin American, Black and Feminist. Each of the three reacts to some mistreatment. Scholars from Latin American say their neediness stricken individuals have been persecuted and abused by rich, entrepreneur countries. The scholars of black liberation contend that their kin have endured the abuse because of bigot whites. While feminist's activist liberation scholars lay substantial accentuation upon the status and liberation of ladies in a male-overwhelmed society. Every one of the three assortments of liberation philosophy supports political, social, and financial change. Latin American Liberation Theology It is a reflection on the importance of confidence from the act of confidence in the God is uncovered in history as nothing not exactly the concrete and extreme salvation of history. It rose in the setting of what Gustavo Gutirrez calls the irruption of poor people, the enlivening of unfathomable quantities of individuals to the mindfulness that their state of destitution and hopelessness is not the result of "nature" (Althaus-Reid, 2009).he embarrassment of harsh destitution is the result of human decisions and human wickedness. Liberation religious philosophy recoups the fervent understanding that God wills the liberation of all individuals from circumstances that dehumanize them. God wishes to realize another paradise and another earth established on peace, social amicability, and equity set up of the brutality, narrow-mindedness and persecution that at the present rule in our reality (Cone, 2010).This alternative influences both the translation and practice of Christian confidenc e. Its interpretive rationale encourages announcement of the genuine Gospel. Its pragmatic drive shapes Christian morals around a central solidarity with the hungry and the scorned (Sobrino Ellacuria, 2015).It coordinates with God's beauty to change circumstances defaced by a principal and conspicuous dismissal for fundamental human rights. The Christian confidence acts to elevate equity and to overcome foul play. It includes itself on the planet so as not to forsake the world to the foes of God. It looks for peace with equity, perceiving "peace is not discovered, it is manufactured. Christian peacemaking thinks that its most profound roots here: the affection for God that enables confide in the guarantee of life. In like manner, this trust undergirds the most radical representation of valid Christian peacemaking: an eagerness not to be taken peace lightly as opposed to a willingness to execute it (Hopkins, 2014). Black Theology Numerous dialogs on war and peace address simply war hypothesis, pacifism, or a mix of both. The regular objective of these talks is to make sense of how we can keep away from war and maintain peace. The term peace on these occasions is by, and large verifiably characterized as a period free from war. The word peace can be deceiving if it is seen as the nonappearance of war (Sobrino Ellacuria, 2015).In the United States, there are periods when the nation is not at war, and numerous whites most likely think amid these times the nation finds a sense of contentment. For some African-Americans truly, nonetheless, actually amid the times when there is a nonappearance of war, a nonattendance of peace still exists. The risk of mischief is an on-going reality for some African-Americans amid purported quiet intervals (Kamitsuka, 2007). Feminist Theology Women have aggravated for women's liberation and war. Their scope of perspectives proposes that there is no authoritative women's activist perspective of war. Like the overall public, there are women's activists who restrict war under any circumstances, women's activists who scorn war however perceive that there may be examples in which war may be essential, and ladies who perceive war as a deplorable event, yet need trust in the achievement of different choices. Notwithstanding the nonattendance of a conclusive women's activist position, there are a few repeating topics in the dialog of the issue of war in the setting of Christian woman's rights that are justified regardless of our thought (Nagle, 2014).Christian women's activist examinations of war are the longstanding connection in women's liberation and peace. Although it was accepted that men could be changed over to the temperance of peace and affection, ladies' gatherings maintained the socially recognizable proof of these exc ellences with ladies' as common nurturers and mothers. The social connection tested are a suggested natural determinism that neglects to do equity to the many-sided quality of lady and men as individuals and the obstacle such determinism does in annihilating patriarchal-motivated snags to the full investment of ladies in peacemaking and peace-building activities (Oldenski, 2013).A second subject is the effect of war on ladies specifically. Since the conventional comprehension of war as a privilege and area of men, the unfavorable effect of war on ladies has not got the sort of consideration, it merits. Researchers are presently looking to correct this oversight by calling to our consideration the different courses in which ladies assume a part and are unfavorably influenced by war and its aftermath. The scope of challenges that ladies involvement in time of war incorporate loss of insurance without a focal state or other legitimate structure that is in charge of the security of its citizenry; expanded restorative and social obligation as more consideration is given to militarization than on human services, framework, and so forth.; wartime prostitution, which can be an exceptionally lucrative business; and expanded sexualized brutality (Petrella, 2008).The other thought of philosophical is groundings for peace and resistance to war. The religious establishment for peacemaking is the essential scriptural origination that God openly starts an agreement association with mankind that mirrors the ardent adoration for God for people. On the premise of the adoration God has for us, we are on a very basic level in connection with one another. As being what is indicated, as we perceive the permanent interconnectedness that ties us to each other, we discover an ethical basis to backing corporate exercises that encourage that connectedness and a conclusion basic to contradict exercises that refute that connectedness. We are summoned to be great stewards of that creation (Rafferty, 2012). References Althaus-Reid, M. (Ed.). (2009). Liberation theology and sexuality. Hymns Ancient and Modern Ltd. Cone, J. H. (2010). A black theology of liberation. Orbis Books. Hopkins, D. N. (2014). Introducing black theology of liberation. Orbis Books. Kamitsuka, M. D. (2007). Feminist theology and the challenge of difference. Nagle, R. (2014). Claiming the Virgin: The Broken Promise of Liberation Theology in Brazil. Routledge. Oldenski, T. (2013). Liberation theology and critical pedagogy in today's Catholic schools: Social justice in action (Vol. 1106). Routledge. Petrella, I. (2008). Beyond liberation theology: A polemic. Hymns Ancient and Modern Ltd. Rafferty, A. (2012). Feminist Theology Now. Feminist theology, 20(3), 190-194. Sobrino, J., Ellacuria, I. (Eds.). (2015). Systematic Theology: Perspectives from Liberation Theology (Readings from Mysterium Liberationis). Orbis Books.

Corporate Governance Mechanisms-Free-Samples-Myassignmenthelp.com

Questions: 1.Consider the Corporate Governance Failure of Parmalat described by Solomon (pp. 38-40) and list the 3 Major Corporate Governance Failings Identified. 2.What Mechanisms, if in place that at that time may have assisted in avoiding the Parmalat Failure. 3.Do you think that the roles of Non-Executive directors, auditors, the internal audit Committee and the board of directors are all equally Important as Mechanisms of Good Corporate Governance? If not, which Mechanism do you consider the most Important? Answers: 1.It is denoted in the past studies that there are some elements that need to be considered by the management of the organization in order to be in the market and to compare with the rivals in the most productive (Tricker, 2015). Though, those companies that are not able to run their rules as per the basic standards of the society face a lot of the difficulties to survive in the market. This is the same reason with the Parmalat faced the downfall. It has been observed that the major governance failings of Parmalat are empirical evidence that confirms the lack of monitor structure. It eventually damages that factor of accountability of the firm. There was no proper role of control structure and the controlling shareholder is present. This became the main reason for the failure. Italian corporate governance standards are not entirely fulfilled by Parmalat. These were the main reasons that become the reason for the Parmalat failure. However, it has also been observed that Parmalats corporate governance structure is eventually failed to comply with some of the key existing Italian corporations (Bushee, 2013). Other than this, the role of the external auditor along with the internal auditor as the non-effective monitors seems to this major issue in to the global argument (Grossi, 2015). The concerns that are highlighted in the above discussion became the reason for the downfall of the Parmalat as this organization did not consider the ethical issues of the society which lead them towards the path of destruction. 2.The management of Parmalat must need to incorporate the brief knowledge about the legal affairs of the Italian environment because it eventually affected the performance of the organization. It is denoted in the study of Qian (2015), those companies that are not able to understand the legal issues cannot be able to stand in the competitive environment. This is the same case happened with the Parmalat. It is denoted that those companies that are able to cope up with their concerns can be able to sustain in the competitive environment for the long period of time. In contrast, those organizations that do not try to maintain their standards are not able to be the part of the society. On the other side, it has been found that there was no proper role of the control structure that was the reason for the failure. However, this factor could be avoided by if the higher authorities of Parmalat can be able to design the control structure (Berger et al., 2016). It can then save the company from the downfall. The legal advisors of the Parmalat Company were the one who did not make any decision which is not in the favor of the organization. The controlling system in the Parmalat failure regarding the stakeholders also played a significant part for the downfall. It is due to the reason that if the stakeholders of the company are not satisfied with the operations of the organization then it would eventually lead towards the failure of the company. Same case happened with the Parmalat Company. 3.It is highly important to make sure that all the main authorities of the organization are taking part in the decision making process (Larcker, 2015). It is due to the reason that it helps the management of the company to take such decisions that can help in the progress of the organization in the most productive manner. On the other side, it can be stated that corporate governance can only be developed when the individuals of the company can be able to express their opinion without any hesitation or without any fear (Coffee, 2016). Considering this in mind, it can be stated that when the individuals of the company are able to share their perspective with each other only then they can formulate such strategy that makes good corporate governance. Hence, it can be stated that all the non-executive directors should have to take decision with the audit committee members and the other board of directors. According to the researcher of the report, it has been found that it is very importa nt for the person to analyze the mechanisms that can help in the formulation of good corporate governance (Elson, 2010).However; it can only be built on the strategies (Coule, 2015). It has been found that there are some main tools that can be used in order to enhance the performance of the company and from those elements one of the most important one is to involve all the authorities of the organization. It is observed that when the management staff and the managerial staff both collaborate with only then the company can be able to attain a bigger perspective (Dias, 2017). References Berger, A. N., Imbierowicz, B., Rauch, C. (2016). The roles of corporate governance in bank failures during the recent financial crisis.Journal of Money, Credit and Banking,48(4), 729-770. Bushee, B. J., Carter, M. E., Gerakos, J. (2013). Institutional investor preferences for corporate governance mechanisms.Journal of Management Accounting Research,26(2), 123-149. Coffee Jr, J. C., Palia, D. (2016). The wolf at the door: The impact of hedge fund activism on corporate governance.Annals of Corporate Governance,1(1), 1-94. Coule, T. M. (2015). Nonprofit governance and accountability: Broadening the theoretical perspective.Nonprofit and Voluntary Sector Quarterly,44(1), 75-97. Dias, A., Rodrigues, L. L., Craig, R. (2017). Corporate governance effects on social responsibility disclosures.Australasian Accounting Business Finance Journal,11(2). Elson, C.M. and Gyves, C.J., 2010. The Enron Failure and Corporate Governance Reform.Wake Forest L. Rev.,38, p.855. Grossi, G., Papenfu, U., Tremblay, M. S. (2015). Corporate governance and accountability of state-owned enterprises: relevance for science and society and interdisciplinary research perspectives.International Journal of Public Sector Management,28(4/5), 274-285. Larcker, D., Tayan, B. (2015).Corporate governance matters: A closer look at organizational choices and their consequences. Pearson Education. Qian, M., Yeung, B. Y. (2015). Bank financing and corporate governance.Journal of Corporate Finance,32, 258-270. Tricker, R. B., Tricker, R. I. (2015).Corporate governance: Principles, policies, and practices. Oxford University Press, USA.

Writing Sample Essays

Writing Sample EssaysA sample essay on Nigeria is a valuable means to help students when they are writing their own. Many students find that it is hard to come up with their own essay, and feel that they need to have someone else help them with this task. However, once they begin to understand how to write essays on sample essays they will find that they can write theirs on their own.Student may wonder if they need to be studying for sample essays in order to write one themselves. The answer is no. However, there are certain things that students should be doing to help them better understand how to write essays on sample essays.Students should begin by reviewing the sample's essay on Nigeria that they are considering using as a resource. They should make sure that they understand exactly what that sample has to say about that particular topic. After they review the sample, they should then try to formulate an argument for why that issue should be discussed in the essay.It should be s tressed that it is necessary for students to understand the point of view of the writer who wrote the sample essay. If the student can find out the student who wrote the sample has a different point of view then the student is likely to write their own essay with a different point of view. This is especially true if the student cannot relate to the sample.Next, the student should seek to formulate a general point of view about the topic of the essay. The student should start with an overview of the topic and then work their way from the top down. After the student has formulated their general point of view, they should move to discussing the specifics of the topic.In addition to this, students should also try to discuss some specifics of the sample essays that they have already studied. If they have reviewed the samples essays on various topics in the past, they should be able to recognize the point of view that was the most important for that topic. Therefore, they should be able t o quote a lot of that particular perspective in their own essay.Students should also be careful to avoid repeating ideas in their own essay. It is always more productive to use other perspectives rather than taking the same position. Students should also always read their essay over several times before they submit it.Finally, students should try to remember to use the sample essays as a source. Even if they find it hard to use these types of essays, they should still be able to find a few of the opinions that they need to use in their own essay. By remembering to read over the sample's essays, they will find that they have a much better chance of coming up with a coherent and well-written essay.

Environmental Analysis for Tiffany CO.

Expert Guide for Writing a Compare and Contrast Essay

Have you been given the assignment of writing a compare and contrast essay? Have you been struggling with it? Well, you are at the right place! This article will serve as a guide that will help you write the perfect essay! Quick Links 1. What is a Compare and Contrast Essay? 2. How to Write a Compare and Contrast Essay 2.1 Choose your Subjects 2.2 Look for Similarities and Differences 2.3 Proofread your Essay 3. Compare and Contrast Essay outline 3.1 Writing the Compare and Contrast Essay Introduction 3.2 Compare and Contrast Essay Body 3.3 Writing the Compare and Contrast Essay Conclusion 4. Approaches to the Compare and Contrast Essay Format 4.1 The Alternating Method 4.2 The Block Method 5. Compare and Contrast Essay Topics 6. Conclusion 1. What is a Compare and Contrast Essay? The best way to demonstrate the thinking behind a good compare and contrast essay, is to assume a "fact situation." You're shopping and only have the budget to buy one shirt. You find two that you like now you look at the comparisons and contrasts. You want to buy both of them, but unfortunately you can't. You now notice that one of the shirts is similar to the one you already have in your closet. The choice is simple; you will buy the shirt that is unlike the one you already have. 2. How to Write a Compare and Contrast Essay A compare and contrast essay is written to indicate similarities and differences between the two subjects. This can be done by drawing a Venn diagram. There are different ways you can adopt to structure such an essay. For example, subject by subject, point by point and block organizational structure. Putting every type of essay aside, the compare and contrast essay requires the writer to follow a specific essay outline. This kind of essay is written after researching both the subjects leading to a conclusion. 2.1 Choose your Subjects To write a successful compare and contrast essay, choose your subjects that are different but from the same category group. Following are a few things you should consider while choosing subjects for your essay: Subjects from the same category. For example, a home-cooked meal and frozen grocery store food. Copy to clipboard Use this infographic 2.2 Look for Similarities and Differences To indicate the similarities and differences between the subjects, the best way is to make a Venn diagram. This figure will indicate the similarities and differences at a glance. To create a Venn diagram, draw two overlapping circles, one for each subject that you are comparing. Note down the differences in the separate circles drawn to the sides. 2.3 Proofread your Essay Once you are done writing your essay, always revise and proofread your document at the end. Look for grammatical errors and spelling mistakes in your essay and try your best to make your document completely flawless. Sometimes, while reading the same essay over and over again, some mistakes can get overlooked by the writer. To avoid this, you can ask a friend to help you proofread your document with fresh eyes. Write the similarities between the two subjects in the overlapping parts of circles. 3. Compare and Contrast Essay Outline To write a compare and contrast essay, start by creating an outline for your essay. The usual format followed for this type of essay includes an introduction, thesis statement, body paragraphs and conclusion. To know more about compare and contrast essay outline, it's complete format and an outline template, check our Compare and Contrast Outline blog. Stay with us to know how to write a compare and contrast essay according to the outline. 3.1 Writing the Compare and Contrast Essay Introduction Once you have figured the topic title, the next step is writing the opening paragraph. Make a list of all the points you are going to discuss in the introductory paragraph. Write them down as simply and concisely as possible, in the most logical order that comes to mind. Now list the issues and subjects you are going to discuss without stating their similarities and differences. Compose a strong thesis statement of 1-2 sentences. It should state the main argument and your purpose in comparing and contrasting the subjects at hand. 3.2 Compare and Contrast Essay Body Most academic essay formats can be boiled down to five paragraphs. When writing the essay outline, you may find yourself with more than five points to be addressed. Comparing similarities and differences may actually double the number of points and paragraphs in your comparison essay. Be sure to follow any instructions for writing your essay as you format the body of the essay . Don't exceed the number of paragraphs called for. Analyze your subjects and discuss the similarities and differences. You can provide your personal opinions and give evidence to support what you have to say. 3.3 Writing the Compare and Contrast Essay Conclusion Students often neglect the conclusion and end their essay abruptly, leaving the reader unsatisfied and confused about the author's findings. Use transition words to create a smooth flow. A connection between body paragraphs and a conclusion is essential. 4. Approaches to the Compare and Contrast Essay Format There are two different approaches to choose from: 3.1 The Alternating Method 3.2 The Block Method 4.1 The Alternating Method This is a simple point-by-point method. You present an idea related to object A and then an idea related to object B. With this alternating method, you will discuss all relevant information about the subject regardless of any similarities and differences. 4.2 The Block Method This is a subject by subject technique. You present your ideas and points associated with one subject. Do the same for all ideas and points related to the second subject. 5. Compare and Contrast Essay Topics As promised earlier, here are a few essay topics. What are the differences between Bachelor's and Master's Degree? What are the similarities between attending a College or distance-based learning? What are the differences or similarities between writing a research paper and composing a creative writing paper? What are the underlying differences between the US education system and that of the UK? What is the most effective way of completing an assignment? Doing it at home or a library? How are young adult relationships similar to teenage relationships? Compare and contrast highschool and college life. The difference between apples and oranges. Aren't these topics interesting? You may pick any two similar topics that you choose to compare and write down your essay. There is an abundance of subjects to write a compare and contrast essay, you just have to pick two. Have you still not decided on a topic? Well, if you still need more inspiration then we have compiled a list of the best compare and contrast essay topics for your convenience. 6. Conclusion Nobody has ever said writing compare and contrast essay was easy. In fact, writing the compare and contrast paper requires very specific skills. You also require approach to subject matter that is often unfamiliar to students. If you are confused about writing your essay, then you can hire writing services for your help. It's time for you to reach out to the professional academic writing specialists at 5StarEssays.com. Specific subject matter essay experts are ready to help you choose the best possible compare and contrast essay topic. Feel free to contact the experts who will guide you through the writing process.

Delta Corp Ergonomic Factors

Delta Corp Ergonomic Factors Introduction Ergonomic factors are human factors that affect the psychological and physical wellbeing of workers within an organization. Integrating these human factors together with the philosophies of human resources management into the organizational processes is the best course of action to increase the health conditions of their workers (Nelson et al., 1995).Advertising We will write a custom research paper sample on Delta Corp Ergonomic Factors specifically for you for only $16.05 $11/page Learn More The organization human resources management normally aims at increasing the workers output by ensuring that the workers are satisfied and competent in their work. Therefore, it is essential for the organizations to provide an enabling environment that ensures job satisfaction to the employees. Ergonomic factors are those factors that cause constraints to the workers satisfaction with their jobs. In fact, human factors encompass all environmental and intern al organizational factors that affect physical and psychological wellbeing of the workers. However, ergonomic factors generally arise from sources that are beyond human control, most of which are caused by human errors or assumptions driven by the emphasis of the output with less consideration of the inputs (Nelson, 1995). Within the academic circles, ergonomic factors are grouped into various categories. The categories generalize conditions found in almost all industries and organizations. The categories includes factors intrinsic to the job, task factors, the roles of the individuals within the organization, personal interrelationship, career related factors and the organizational structure (Sutherland Cooper, 2008). These ergonomic factors are general and affect all organizations and industries. Within the airline industry where the focus will be, ergonomic factors are caused by human errors and less strict adherence to the set regulations. Many airline managers agree that human factors are a consequence of improper human operated systems, which can be managed. In the case of Delta airlines, the company is using human factors professionals to help in the identification and management of the conditions that may affect the workers physical and psychological stress. Increased interest in the ergonomic factors within the organization is caused by the operational success of the organization when few of the set regulations and conditions to reduce ergonomic factors and errors were implemented. For the organization in the case, how to integrate the ergonomic factors and human resources management is the major concern. This paper will be examining the ergonomic factors focusing on Delta as a specific organization. Finally, the paper offers a proposal for the organization showing on how Delta Corp can make workplace safer, as well as the manner in which the physical and psychological stress can be reduced.Advertising Looking for research paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More First, the paper looks into the literature on ergonomic factors and how those factors affects the physical and psychological wellbeing of the workers, the work environment and the satisfaction of employees with the work environment. The paper then proceeds to look at how Delta is applying and implementing measures that are supposed to reduce the ergonomic factors within the organization. Ergonomic factors within the workplace According to the common definitions, industrial ergonomics is the discipline that put together all aspects of the work environment as well as the activities to the organization competencies, magnitude, and the necessities of the stakeholders (Sutherland Cooper, 2008). As described, ergonomics are human factors that centers on the importance of better work conditions, apparatus and the gears that are being applied in this work environment, technological levels of the organization as well as the way the organization arranges its operations. The main goal of ergonomics is to enhance the wellbeing amongst organization workers, their work settings, the tools and equipment they use and their occupational stresses (Sutherland Cooper, 2008). In situations that the ergonomic conditions are not met, job stresses and health hazards occur. Nelson, Cooper, and Jackson (1995) have discussed the relationships between job demands and workplace stresses. Indeed the above scholars argue that there must be a balance between job stressors and the diverse features of the occupational blueprints. The balance created is that specific job stressors must counter different blueprints of occupations. The balancing theoretical framework is essential in the assessment and considerations of human factors and health at work environment. Nelson et al (1995) pointed out that the deprived human factors in workplace could create distress and disarray that can result in a n individual becoming susceptible to stresses related to their occupations as well as disorders in their psychology. In effect, somatic problems may probably intensify. Many studies have been conducted around job stresses and the relationships that exist between ergonomic factors and the job stresses have been found to be positive. However, it is not only the ergonomic factors that cause job stresses, but also a number of individual factors tend to cause work related stresses. Therefore, occupational stresses encompass all factors both work and non-work experienced during work that causes physiological and emotional homeostasis to the employees (Sutherland Cooper, 2008). From the argued context, the stressor relate to the individual factors while the reactions to the individual factors are the stress.Advertising We will write a custom research paper sample on Delta Corp Ergonomic Factors specifically for you for only $16.05 $11/page Learn More As such, occ upational stress is multivariate observable facts resulting from various factors. Therefore, stress is any strain or forces that destabilize the individual psychological and physical normalcy. Anything that constitutes a threat to individual psychological and physical well-being is stress to that individual. When such threats emanates from the job environment, the stresses caused are occupational or job stresses. Occupational stresses are caused by many contributory factors. Majority of these factors have been identified as coming from the work environment (Spector, 2006). The important elements in the occupational environment are the degree at which workers attitudes and capabilities meet the job requirements and the degree at which the work environment meet the needs of the worker particularly the workers motivation and the use of the acquired skills. In circumstances, where the worker feels that there is a mismatch between the expectations and the job demand stress occurs. In one way or the other, these tend to affect the employee physical and psychological well-being. Sutherland and Cooper (2008) argue that work environment constitute various factors both physical and psychological interacting together to cause occupational stresses. The way these factors react is dissimilar in diverse environments, situations, and people. Moreover, the interactions between these factors cannot be explained through epidemiological means alone. Different circumstances including emotional arousal, exhaustion, work endeavor, pain, apprehension, application, embarrassment, hemorrhage, increased expectations of success are all capable of resulting into occupational stress (Spector, 2006). Thus, a single factor cannot be claimed to be the cause of job stress. Since there are many factors interacting to cause job stress, Sutherland and Cooper (2008) grouped them into various categories. Though there are overlaps in the categories, they can be used to analyze the way they affect w orker or the way they cause work stresses. According to Sutherland and Cooper (2008), there are factors intrinsic to the job. These include the physical demands such as the noise, machine sensations, and variations in temperature, humidity, hygiene and lighting. Task factors that comprises of shift work, workload, overtime, and work repetitions, applications of new technology, melancholy and exposure to the risk hazards.Advertising Looking for research paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More The other categories according to Sutherland and Cooper argue (2008) is the role of the individual workers within the organization, which includes role ambiguity, conflicts in responsibilities as well as being responsible for other employees or the company operations. Interrelationship particularly with the seniors and fellow employees is also categorized as own factor. Career related factors such as the job protection and position inaptness or demotions and promotions. The final category according to Sutherland and Cooper (2008) is the way the organization is arranged as well as the work atmosphere. For instance the way organization structure allows the workers to be part of the decision making process According to Nelson, Cooper and Jackson (1995), job stresses may result from various sources including increased workload and the frequency emanating from job demands, factors relating to poor job content that in most cases result in world-weariness and lack of significance. In addit ion, having no control of any decision in the job, poor organizational guiding principles and measures that make unfriendly workforce may also cause stress. Moreover, the way supervision is carried out that does not affect the general performance of workers, technological factors, individual factors and the environmental conditions (Spector, 2006). In another study, Nelson, Cooper, and Jackson (1995) discuss the job characteristics that are likely to result in the psychological stress. In that study, they identified attributes such as serious work anxiety, heavy workload, an antagonistic work atmosphere, confusing roles, deficiency of duties that are challenging, emotional overwork, pitiable decision-making relations, not being involved in decision making or not being in control of job responsibilities, poor interpersonal relationship including disconnect with other employees, managers or supervisors. Further, psychological stress may emanate from the circumstances that employees la ck social support that may come from any person being considered important including supervisors, family members and fellow employees (Spector, 2006). The adverse human factors at the work place in most cases result in physical and health constraints that encompass physical and psychological stresses. The physical stresses are such things like visual fatigue, headache, and muscle discomfort. Others include disorders such as growing strain, back, visual, and hearing. In addition, the worker may suffer from, emotional nervousness, apprehension and dejection (Spector, 2006). Often, these psychological and physical stresses temporarily disappear when workers are rested or when there is perfection in the work design. The physical and emotional stresses may also disappear when the work surrounding and the tools and equipments are improved. In general, enhancement of the work conditions decreases the effects of ergonomic factors that results in physical and emotional constraints in workers within an organization (Nelson et al., 1995). In the circumstances that employees are open to the elements of human factors, the result is unending consequence. In fact, permanent impairments whether visual, hearing or any other physical bring on anxiety in employees. Such anxieties result in emotional stress, which in effect cause undesirable working state of affairs. The adverse work conditions again result in stress. Moreover, the physical dysfunctions such as the musculoskeletal disorders resulting into the permanent malfunctions and disability always bring about workers hopelessness, nervousness and downheartedness (Sutherland Cooper, 2008). The psychological stress will further result in the increased sensitivity on the receptors of pain within the eyes and other related muscles that will additionally result into more stress (Nelson et al., 1995). According to Sutherland and Cooper (2008), five important elements are significant in the control of the causes of stress in the work place. The scholars argue that when properly implemented within the work design, then the likelihood of the stresses caused by ergonomic misfits is drastically reduced. Nelson, Cooper, and Jackson (1995) argue that the person, the work surrounding, the workers responsibilities, the workers technological knowhow, as well as the general organization of the work are important in the reduction of both physical and psychological stress caused by human factors. The physical work environment The physical environment within the workplace includes all the natural features including the air quality, temperatures, humidity, lighting, and sounds that are critical for the survivability of the workers within the work environment (Spector, 2006). Physical features are elements within the work surrounding without which workers cannot survive. The physical features are capable of inducing sensory demands that have a direct effect on the capability of the worker to have the sense of hearing, obs erve and feel. The sense of hearing is affected by sound. The effects of extreme sound (noise) in the workplace causes stress. According to Sutherland and Cooper (2008), noise is the most outstanding ergonomic idiosyncrasy that results in stress. The workers may be frustrated in the situations where the conditions within the work surroundings are poor. The physical work environment must be conducive in order for the workers to be motivated (Nelson et al., 1995). The circumstances that the physical work environment results in the misgivings of the necessities of the workers and their abilities, the consequences are generalized fatigue and poor performance. The fatigue may be physical or sensory which causes psychological stress. The technological factors Technological aspects including, poor displays, incompatible controls, reduced response attributes of machines, putting up machines without being sensitive to physical conditions, operating difficulties of the technology, machines br eakdown, tools and equipments that reduces the workers performance are some of the technological factors that affect workers in the work place (Sutherland Cooper, 2008). With such technological problems, the likelihood of workers having more physical and psychological stress is high. The responsibilities The heavy workloads and pressure are the two most critical human factors that are aligned to the causes of the job stress (Sutherland Cooper, 2008). In both ways, too much work or little of it will cause stress. In the circumstances that the workers work under time pressure, may be needed to meet deadlines or in the situations where there are too much tasks to be accomplished, then the stress increases. In addition, the circumstances that the machines pacing the tasks are too quick or slow then the job stree increase. The workers have no cognitive satisfaction of the occupation responsibilities due to low task control (Nelson et al., 1995). From the human factors perspective, job responsibilities should be set using the scientific methods where time and output are evaluated according to the workers capabilities. The criteria such as the economic factors including the necessity to get better of the capital investments and the technological capacity should not be used to measure the workload (Spector, 2006). The organizational factors The human resources difficulties because of work environment normally originate from three categories of managerial characteristic of the occupation procedures. The ergonomic management aspects include work in shifts, uncalled-for work after the fullness of time, work paced by machines, as well as the assembly-line work (Spector, 2006). The shift work cause disturbances in the normal biological functioning of the body and in effect affects the psychological well being of the workers. The assembly line and the machine-paced work normally generate diminutive responsive everyday jobs disregarding the cognitive contents resulting int o low employees control over the work processes. The result is unwarranted physical and psychological stress. Unwarranted work after the full daytime can also result in the workers fatigue. In some instances, the overtime work may lead to undesirable psychosomatic effects including resentment and dispositional instability (Nelson et al., 1995). All these ergonomic managerial aspects may lead to psychogenic body malfunctions, which affects the general workers performance. Personal factors Personal factors are the factors that affect the individual behavior such as the anxiety and self-esteem. Behavioral factors interact with each other to cause work stresses to an individual especially in the circumstances that they are found to be the major cause of poor performance (Sutherland Cooper, 2008). The individual values and needs, the capabilities and the job experiences, age, ethnicity and well as the expected physical conditions interact to affect the individual performance, which in e ffect cause the job stress in case of deficiency. Moreover, genetic characteristics such as the physical composition, sex, reactivity, intelligence, introversion may also cause job stress in case they are found wanting (Sutherland Cooper, 2008). Other individual characteristics that are acquired such as the educational attainments and social class also affect the individual performance in the work place, which by extension may cause job stress. However, an organization can enhance some individual characteristics through the provision of an environment that encourage their growth. Competitive and challenging environment promotes these individual characteristics. The workers must always be encouraged towards the attainment of the set goals (Sutherland Cooper, 2008). The encouragement should not be based on the measured output in terms of returns on the investments rather on the individual input and capabilities. Motivation of workers forms the integral part of reducing work related stresses resulting from the personal factors. However, motivations are derived from an environment that is conducive and encouraging (Nelson et al., 1995). The motivating environment according to the context is that meet the expectations of the workers and the organization. Delta airlines case Definition of the functionality of human factors department In defining the functionality of human factor, an organization pursues its endeavors towards creating the place of work safer and less physically and psychologically stressful. By implementing the requirements of safety measures, the occupations and responsibilities of the human factor department should fully hold on the organization core strategies. While coming up with the strategies and safety measures, greater consideration should be given to various restrictions that are coined under the organizational and human factor principles. Consequently, the limitations must produce a work environment that is conducive for all the employee s in the organization. In considering these facts and limitations, it can be deduced that tools becomes more important aspect in an organization such as Delta airlines. In the main, safe institutions that make workplace less psychologically and physically traumatic and non-dangerous should exercise the following. First, with the localized short-term activities in rejoinder to active failures and long-standing measures in reaction to the dormant failures, an organization should react to the practical deficiencies of safety. Secondly, instead of the organization depending on the compliance of control, it should rely on the inner responsibility in order to realize safety objectives. Moreover, the organization should own a structure that is reliable by features of the surrounding and objectives of the institution. Similarly, an organizational structure must be designed with a particular extent of federal decision-making, standardized processes, and complexity (ICAO, 1993). Hence, Delta corporation revel in a safety corporate culture that is precisely healthy, good, and open. To permit for an applicable set of scales amid risk and production administration, the organization should advance the appropriate structures of managing the risks. Lastly, Delta esteems safety as the most significant contributor in accomplishing the objectives of production since the corp. pursues safety as a unique of the goals of the institution. The operating philosophy of Delta ergonomic factor department The organization should manage and pinpoint the philosophies that operate the department of human factor to transform the place of work become physically and psychologically stress free and safer. The identification and management of such situations that contribute to human errors enable an organization to remain the facilitator of excellence of human presentation. In fact, the nonexistence of accidents in an organization is no longer a dependable indicator of safety scheme. The ergonomi c factors as well as safety programs should exceed the benchmark defense efforts reacting to the emphasis of the least compliant values that are acceptable. Therefore, the departmental operating programs should ascertain and manage the disorders that result to human factor errors. An organization should identify and manage these errors whereas expediting a move en route to the excellence of human presentation. Nevertheless, quality should be incorporated at the corporate, small faction, as well as at employee levels as it can never be mandated. The set compliant principles should not be taken as the ultimate organizational safety arrangements of its operational systems. However, it should be cherished as inviolate. By taking into greater consideration of the features and dynamics that cause human errors, the organization is bound to achieve its precincts of work protection. Actually, the realization comes through enhanced human presentation in the identification and management of ci rcumstances that up shot errors committed by employees. In order for the organization to attain safety environment for its workers, it must put in place measures that drastically reduces human errors. Hence, the support, and coordination of high-ranking management provide an enormous continuum of a potential performance (ICAO, 1993). The human factor departmental mission and goals Well-pronounced mission and goals of the organization will help suppress the problem of psychological and physical stress and safety at workplace. The Delta operations expedite quality in the programs of human presentation as one of the institutional goals. The other goal of the organization is to succor in support and creation of programs for extenuation and management of human errors associated with jeopardy. Conversely, Delta’s mission aims at risk management of human errors through human presentation analysis with deference to structure in support of operation, machineries, strategies, and emplo yees. The mission is essentially applicable in a number of diverse levels (Maurino et al. 1995). First, Delta projects at minimizing human errors and outlining work performance by arriving at the developments and adjustments. The corporation also uses management science, systems science, biomechanical, psychosocial, physiological, and psychological multiple disciples. Further, the institute employs all these missions in three levels that is task, conditions of work, and organization to meet this target. The six categories of Delta resource administration According to ICAO (1993), further categorization, definition, and identification of resource management are of great significance. Such categories in an organization will tend to render safety and lessen the situations of psychological and physical stress. Actually, it aims at engendering a methodical integration of set abilities of the resource administration into appraisals, training, processes, strategies, criteria, as well as do cuments. Putting together of the organizations human factor management precincts corresponds to the available technology the organization applies to control its resources. Actually, the pastry of resource administration is sliced in dissimilar ways in a number of institutions. The fact that Airline Company ought to establish a system of categorization is more important than how it categorizes the administration of its resources (ICAO, 1993). Accordingly, the groupings of ergonomic factors should not be judge in conformity to the way they are specified rather in compliance with the available technology in which they are applied. Organizational change to practical from theory The virtuous human resource presentation moralities are simple to a certain degree. Nevertheless, the only difficulty encountered is to decipher the HR straightforward perceptions namely guidance, credentials, processes, guidelines, and staffing standards into performance. Thus, there is need for a cursory compre hension by the organizational HR on the way of tying together the performance of human resource and acclimating to the demands of the environment. In fact, this would make the place of work a less psychologically and physically traumatic and non-dangerous place as the understanding will enable the organization to avail most airlines into the business. The Delta Corp director may edifice sound adaptations since the industry puts voice to the principles of human resource presentation increasingly (ICAO, 1993). The manager does this through objectively interlacing human principles factors into practices, processes, strategies, as well as ideas. Conversely, the scheduled carrier personnel and administrators should prolong the assimilation and understanding of human factors to produce excellence in human presentation. The extent of comprehension and integration should fall beyond a cursory consciousness and non-structured adaptations. Definitely, the initial task for the administrators i s to situate such comprehensive human resource administration principles and factors into organizational lingo. In the meantime, putting this into the organization language would enable every worker to understand the human resource management factors and principle. Besides, via a cohesive strategy and in total consistency, the HR should interlace such perceptions into education, configuration of the firm, credentials, processes, and guidelines. Hence, the organization should deal with the restriction of space promptly to further develop the subsequent tips of integration (Jones, 1993). The current workplace challenges and environment There are extensive accords all through the fiscal, regulatory, and operational organizations stipulating that the integration of resource management standards as well as the human or ergonomic factors into the assumed operational activities could be a noble action course. Similarly, the airline administrators have increasingly recognized that errors ca used by human are unavoidable. Most of these human faults stem from systems managed and operated by people, but the consequential circumstances causing such errors are manageable (Maurino et al. 1995). Often, the executive directors use both the ergonomic factors departmental units and human factors experts in helping the corporations to classify and manage situations and risks correlated to these errors. The operational triumphs and the management of psychologically as well as physically stressful workplaces fuel the interest of integrating ergonomic factors into the activities undertaken by an organization. To the airplane administrators, it is generally debatable whether a firm must examine ‘proviso’ instead of ‘the manner in which’, the assets ought to be handled, and ergonomic aspects incorporated. Given that, employees become psychologically as well as physically stressed up with unsafe work environment, the proposal offers a decisive framework on how Delta Corporation should integrate ergonomic factors in its operations and management plans to make workplace less stressful and safer (Maurino et al. 1995). The proposal provides the nature of challenges encountered during integration, the departmental functionality of the ergonomic factors, the departmental units ergonomic factors attributes, the systems approach, and recommendations on how the organization can move to actions from the principles. The ergonomic factors integration challenges Workplaces normally become stressful and unsafe the moment the ergonomic factors administrators encounter challenges related to the translation of better ergonomic functional knowledge into practice. In fact, such integrations ought to be carried out with the entire organizational systems in order to realize sustainable transformation. In the ICAO (1993), the existing safety measures incorporate the extensive workforce safety dearth eminent in the organizational systems instead of solitary fu nctionality (p.1). The analytical proof permits the organizations to identify any management deficiency during the aviation systems operation and designing stages. When translating the ergonomic factors into science, the process should include a minimum of three stages namely the tasks, the place of work, and the organization. The organizational efforts relating to the management of resources and ergonomic factors must be directed mainly towards evaluating the training programs improvement and workforce attitudes. As it appears in the case firm, the plans for guiding the employees should not emerge affixed in seclusion. To avoid stress and keep workplace safe, the management of organizational resources and human factors should not be considered just as the employees’ preparation intervention. Educating the organization employees and administration to understand that ergonomic factors go beyond the mere training is the major problem and challenge encountered by the director of human factors. The ergonomic activities difficulties at Delta Corporation that cause tension and insecurity amongst employees should have prepared resolutions recognizing the dependence as well as the effect of corporate and workplace parameters that outline traditions, actions, and outlook. In fact, both the corporate and individual problems causing stress and insecurity ought to be attended to in order to rectify the errors, which generate the workforce performance and conditional challenges. The firm traditions, employees’ actions, and manners must be transformed at the managerial and at each workers rank. The most influential tool that Delta Corporation should use to shape the groups and individual employees’ corporate culture is answerability (Jones, 1993). The organization must not allow the employees to violate the internalized occupational, health and safety principles. The traditions of Delta Corp need to describe the inclined manner and ethics that may put t he decisive and desirable conduct pressure needed from a set of personnel. The organization should also enforce standards and express disapproval of any wrongdoer by sanctioning whoever defies the set principles. The internalization at the organizational, small groups and individual levels are important given that they warrant that suitable ergonomic factors undertakings emerge as anticipated and become impulsive. The function and type of the department of human factors ought to be planned in such as way that the performances of all employees are affected. However, in order to influence the culture, behaviours, and attitudes of the workforce, Delta Corp needs to ensure that there is shared obligation towards systematically integrating ergonomic factors. Provided the values of human factors fail to be internalized either organizationally or independently, the possibility of sustaining organization practices would be considerably abridged (Jones, 1993). Thus, all Delta Corp workers sh ould attach relevance and internalize the oriented corporate ergonomic factors standards. The Delta Corp division assuming the ergonomic aspects should bear the intensity and contact width in order to outline the managerial traditions, manners, and outlook. The reach can hardly be attained devoid of being committed to the general incorporation of human factors. The short-range ensnare must be shunned In order to reduce stress and make Delta Corp workplace safer, the workforce activities dearth and faults should be rectified frequently while cracking down on the group or each employee’s problems including offering further guidance and imposition of penalties. In fact, educating employees and ordering for discipline appears to be the most familiar, easiest, and prompt retort to human deficiencies. There are occasions when employees training and discipline could correctly respond to the human performance incidents, accidents, or deficiencies. Such quick fixes while often drawn o n by organizations as stress and safety strap ups, they hardly rectify the root causes and general problems (Jones, 1993). However, quick fixes tend to send memorandum and training vaccinations intended to alter the performances of each employees devoid of taking into account the managerial and departmental constituents, which carve up the employees’ performances. A briefing and a memo, which are forms of quick fixes often, alter the actions of employees temporarily. The fundamental practical guidelines for the organization, department, and individual employees nonetheless force back the employees’ actions to the initial statuses except when the basic systems become preset. Prior to looking afar each employee performances, Dealt Corp should classify and appraise both the managerial and universal factors shaping such performances. Indeed, an undemanding ‘quick fix of Delta operators’ strategy to the ergonomic or human actions tend to neglect the impacts and certainty of additional universal suppliers. Therefore, to generate unrelenting consequences on each individual action, the ergonomic factors plan adopted by Delta Corp should deal with the corporate procedures and structures, which influence culture, actions, and employees attitudes (Jones, 1993). The departmental human factors attributes The subsequent section details most aspects of the ergonomic factors, which ought to constitute the fundamental components and function of the Delta Corp human departments to lessen stress and increase the level of safety. Enough resources for sustaining change The department of human factors at Delta Corp should have adequate resources including loyalty, equipment, funds, and personnel to assist in upholding the integrated plans and departments. The incorporation of ergonomics factors into the Delta Corp culture can be equated to growing vegetation in scorched atmosphere. That is, such human factors should be supported and nurtured up to the tim e when they can live on their own. The perception can similarly be applied to the whole Delta Corp ergonomic factor divisions given that it incorporates each ergonomic factor ventures (Jones, 1993). Hence, to lessen stress and minimize insecurity issues, the company must avoid the quick fixes strategies that could take it back to the starting points without compensating for the time and funds used. Delta Corp must concentrate on a single commercial point for constancy Most corporations assume ergonomic factors oriented training, documents, procedures, policies, and programs spread across the business units. The manager of ergonomic factors should make the performance plans consistent and seal the cracks that may be present to cause insecurity and stress. Besides, Delta Corp is required to ensure that all ergonomic agendas should be expressed in lingos understood by all employees and adapted to achieve the purpose of the corporation. It is also essential that Delta Corp should have i ts business level point of focus addressing ergonomic factors associated with individual as well as organizational growth and development (Jones, 1993). The centre of concentration will warrant constancy whereas classifying and curtaining the copying of individuals’ hard work. Thus, the universal adjustments to the Delta Corp practices, processes, policies, and values should be dependable athwart corporate limits in order to become a component of the company’s managerial style and traditions. Corporate reach and placement The ergonomic factors administrator should be given the power to attend to employees incorporated in the organizational operations. More often, Delta Corp can appear to be stressful and insecure due to the systemic difficulties and ergonomic errors emanating from the inadequate communication systems in all the operational boundaries and athwart departments. In fact, it should hardly be assumed that each employee affecting the procedures and structure of Delta Corp might have an extensive ergonomic factors scientific knowledge to be capable of classifying and integrating such tenets (Jones, 1993). Recommendations To improve employee capability in an organization, the HR department should train workforces and managers on how to utilize human factor principles continually. There should be leverage and credentials relating to the corporation resources, programs, and individuals that are in existence. Besides, the managers should acclimatize to the limitations or fix the system as parameters to the identification of deficiencies in human presentation and jeopardy. Rather than letting a solitary merge, the organizational executives should proactively develop a departmental structure to initiate a stress free and safety-working place. The department of human resource management should succor the administrators to practice and improve human performance feedback schemes and risk administration. Further, to bear on the encounters and diff iculties, the managers should create operational archetypes and solutions besides bringing sciences into use. Finally, the corporation managers should try to report, evaluate, and identify the conditions that produce error to the management and bottlenecks encountered in performance of human resource. Conclusion Ergonomic factors have become part of the strategies used in the management of organizations and employees. Nevertheless, errors made by people normally appear as distinct variables, which should be properly supervised to increase opportunities and minimize the ergonomics challenges. Thus, to reduce incidents of accidents, insecurity and stress amongst employees and in the organization, Delta Corp must incorporate ergonomic factors in all the management aspects. The human factors should be included in the universal strategy geared towards improving the performances of employees. ICAO. Human Factors Management and Organization: Human Factors Digest. Montreal: ICAO, 1993. Pri nt. Jones, Becker. The Four Domains Affecting Job Performance: Internal Document, Delta Air Lines. Atlanta: DA, 1993. Print Maurino, Daniel, Reason James and Johnston Neil: Beyond Aviation Human Factors. Vermont, USA: Ashgate Publishing Ltd, 1995. Print. Nelson, Adrian, Cooper Cary, and Jackson Paul. â€Å"Uncertainty amidst Change: The Impact of Privatization on Employees Job Satisfaction and Well-Being.† Journal of Occupational and Organizational Psychology, 68.16 (1995): 57-71. Print Spector, Paul. â€Å"Perceived Control by Employees, a Meta-Analysis of Studies Concerning Autonomy and Participation at Work.† Human Relations, 39.11 (2006): 1005-1016. Print. Sutherland, Johnson and Cooper, Cary. Occupational Stress: Issues and Developments in Research. London: Taylor and Francis, 2008. Print.

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