Management Consulting Essay Example | Topics and Well Written Essays - 500 words

Management Consulting - Essay Example Schuyster undermined this when he mistreated his employees. Excessive and uncontrolled personal spending is another cause of failure in Go Global Case. Schuyster used took the company’s money to buy personal property and fund his extravagance. This took the money that would have gone to paying loans and other company expenses including taxes. This was evidence for poor financial management and ineffective accounting (Go Global Case Study, class notes 1). The dysfunction and breakdown of the founders of Go Global would have been avoided by using alternative dispute resolution methods in settling whatever the difference that arose between them. For example, the founders would have opted to invite the intervention of a mediator who would help them to negotiate for an amicable deal. To avoid the lack of respect for customers and employees, there was need for proper communication channels. Customer complaints should have been directed to the customer relations department and not the management. The management, Schuyster in particular, would have esteemed their employees if there were clear policies that protected their rights. Conducting regular auditing would have helped avoid excessive personal spending. The external auditors contracted should be independent in order to conduct objective assessment and give accurate feedback. Separating personal life from business for example through setting definite salaries for everybody including th e top management of the company would have prevented the use of company funds in personal projects (Longenecker, 2012). As Dirk Schuyster’s consultant, I would have advised him to seek anger management therapy. I would have underscored to him the need to spend quality time and resources in such an initiative because it is an element of personal development, which improves leadership. I would have advised Schuyster

Iran and United States relations from 1945- to present day Essay

Iran and United States relations from 1945- to present day - Essay Example Due to alleged revenue domination by the Anglo-Iranian Oil Company, the Iranian Parliament had generally settled to nationalize its holding of the British Empire’s leading company. The U.S. and Britain, through a now-admitted clandestine operation of the CIA called Ajax Operation, assisted organize objections to defeat Moussadeq and return the Shah to Iran. Later than his return from brief banish, Irans hatchling efforts at democracy rapidly descended into autocracy as the Shah took apart the constitutional curbs on his office and started to rule as an absolute ruler. In 1979 Iranians rebelled and the Shah was expelled for a second time. Then, Ayatollah Khomeni became new person in charge, and shortly began issuing nasty oratory against the United States, telling the country as the "Great Satan" and a "nation of unbelievers." The American supervision under President Jimmy Carter decline to bestow the Shah any further assistance and put across no curiosity to return him to command. A significant humiliation for Carter came about when the Shah, as of that time enduring from cancer, appealed for an entry into the U.S. for remedial. Carter unwillingly agreed, but the move only underpinned Iranian concepts that the previous ruler was an American dummy. Business relations between Iran and the U.S. are constrained by U.S. endorses and comprise chiefly of Iranian demand of food and medical stuffs and U.S. demands of food and carpets. The U.S. Government bans most ‘buy and sell’ with Iran. After the 1979 convulsion of the U.S. Embassy in Tehran, the U.S. coagulated about $12 billion in Iranian assets, encompassing bank deposits, bullion and other possessions. According to United States spokespersons, most of those possessions were unfrozen in 1981in connection with the deal for the return of U.S. cap tives taken in the embassy convulsion. In September 2005, the State Department of U.S. declined to issue visas for parliamentary speaker of Iran and a team of senior

Case Study In Specialty Practice And Epilepsy

Case Study In Specialty Practice And Epilepsy Around fifty million people worldwide suffer from epilepsy, making seizures a common cause for patients to present to emergency departments for treatment (WHO, 2009). They pose for complicated management as the occurrence of further seizures in the ED can result in life threatening complications. A seizure can be defined as à ¢Ã¢â€š ¬Ã‚ ¦ a hyperexcitation of neurons in the brain leading to a sudden, violent involuntary series of contractions of a group of musclesà ¢Ã¢â€š ¬Ã‚ ¦A seizure may be clonic or tonic: focal, unilateral, or bilateral: generalised or partial (Anderson (Ed.), 2002, p. 1554). This case study aims to discuss a patient presenting post seizure activity outlining the presenting and foreseen patient problems including a dependant nursing intervention and its role in seizure management. This paper will discuss the presentation of a sixty-one year old Caucasian male, with a complex medical history. His presentation post a witnessed generalised tonic clonic seizure wi ll be explored including the interventions performed by nursing staff. In this case the prescription of Phenytoin was explored as a dependent nursing intervention that aims to provide symptom relief and cessation of seizure activity by binding to inactive sodium channels to prevent neurons firing and therefore prevent muscle contraction (Aschenbrenner Venable, 2009). Thereafter the paper aims to critically appraise the evidence based literature surrounding its use, discussing its effectiveness in the management of the patient discussed and the evaluation of its use. Any gaps in literature will then be identified outlining suggestions for recommendations to improve current practice. On arrival to the Emergency Department (ED) via ambulance the patient was triaged as a category one and transferred to the resuscitation cubicle for immediate assessment and intervention. He was witnessed by a friend to have full body shaking with eyes closed and was unresponsive for approximately two minutes. The patients history includes alcohol abuse, asthma, epilepsy, heavy smoker and chronic back pain. The patient is generally non-compliant with medications and usually drinks a four litre cask of wine per day of which he has not had for the past three days. The patient was found to be post-ictal following the seizure and remained agitated for some hours after. The patient had multiple problems which include a Glasgow Coma Scale (GCS) of 8-9, agitation, hypertension, and a threatened airway and therefore required a Nasopharygeal airway. He was noted to continue to desaturate on room air. It can be seen that ensuring the patency of the patients airway is essential in first line management to decrease complications such as tissue hypoxia, hypertension and decreased cerebral blood flow. Thereafter an A,B,C,D assessment approach should be undertaken with interventions aiming to cease seizure activity being a priority (Tesoro Brophy, 2010). A seizure that lasts longer than thirty minutes can have devastating effects on the patient; initially causing an increase in autonomic activity which can lead to hypertension, tachycardia, hyperglycemia, and sweating. However if the seizure continues on greater than thirty minutes, then further deterioration can occur. As metabolic demand during a seizure is high, the body is no longer able to compensate for this. As a result cerebral autoregulation is lost, cerebral blood flow decreases, intracranial pressure rises and hypotension occurs (Tesoro Brophy, 2010). Furthermore if the seizure continues on past this time, death and perman ent brain damage can transpire (Rabinstein, 2010). While the management of a patient having a seizure involves multiple interventions, this case study will discuss one dependant intervention being the administration of IV Phenytoin 1gram in 100mls Normal Saline given over thirty minutes. This decision was made by the treating medical officer as the patient was already taking oral Phenytoin, however was likely that a therapeutic dose range was not achieved due to patient non-compliance. The IV route was chosen as the patient could not swallow tablets and therapeutic levels were required immediately for the safety of the patient (Gallop, 2010). While the patient is already on Phenytoin he is therefore assumed not to be allergic to it, however there can be other side effects to this drug when it is given via the IV route. These include local reactions to the IV site, arrhythmias, dizziness and hyponatremia (Gilad, Izkovitz, Dabby, Rapport, Sadeh, Weller Lampl, 2008). While another study also reports adverse effects of hypotension (Aaro nson, Belgado, Spillane Kunisaki, 2010). For the patient involved these side effects were considered minimal compared to the benefit of stopping the seizure. The nursing implications for this medication include regular cardiac and blood pressure monitoring, both during and after the infusion is completed (Gallop, 2010). Numerous studies have been conducted on the use of Phenytoin considering adverse effects, efficacy and in comparison to other antiepileptic drugs. While Phenytoin was used in this case study as the patient was already taking it orally, it was shown to work as the seizure activity ceased. However the study by Zeng, Wang, Xi Yan (2010), illustrate that 39% of patients in their study pulled out due to poor control of seizures. Similar findings were also discovered by Hiba et. al., (2010), who reported less than 40% of patients were seizure free over a twelve month period. Misra, Kalita Patel (2006) also report findings of reduced efficacy of Phenytoin when compared to Sodium Valporate. Ramsay et al., (2010), further substantiates this with more patients leaving the study due to various reasons when compared to that of Topiramate. However, this study then reports that superiority of Topiramate could not be established, with a p value of 0.366. In comparison Gallop (2010), conducted a r eview and found it to be moderately effective for Status Epilepticus (SE) patients and could also be used to prevent early post-traumatic seizures. Turnbull, Howel, Rawlins Chadwick (1985), also report similar findings with efficacy and determined that no statistical difference was found between Phenytoin and Valporate for seizure control, with a p=0.4, both showing similarly good control of seizure activity over a two year period. Several studies have shown a number of adverse effects post the IV administration of Phenytoin in the patient having a seizure. Gallop (2010) and Earnest, Marx Drury (1983), report studies showing burning and pain to the IV site during administration. Tesoro Brophy (2010) also report an adverse effect of pain and oedema to the IV site, however all studies reported pain ceased when the infusion was slowed or diluted further. Other adverse effects were noted by Gilad, et. al., (2008), reporting 12% of patients in the study showed cardiac arrhythmia, vertigo and hyponatremia, however noting a p value 0.035. Further studies show similar findings; Gallop (2010) reports hypotension, bradyarrhythmias and arrest; Aaronson et. al., (2010) shows only hypotension with no statistical difference noted between Phenytoin and Fosphenytoin in terms of adverse reactions. Turnbull et.al., (1985), report on the oral form of Phenytoin and note reactions of rashes, nystagmus, tremor and ataxia. Zeng et. al., (2010), report similar findings with most common reactions being loss of appetite, nystagmus, nausea, fatigue and tremor. Phenytoin was used for the patient to control his seizures as he was already taking its oral form and it was assumed that Phenytoin provided him with good efficacy. However based on the research conducted for this case study, there is no definitive antiepileptic drug that provides excellent efficacy for every patient. A number of studies show several adverse effects relating to Phenytoin and some studies suggest Sodium Valporate as a substitute, which has a limited number of documented adverse reactions. Gilad et. al., (2008) make this suggestion, with 87.8% of patients receiving good seizure control with Sodium Valporate with no recorded side effects, however 88% of patients on Phenytoin also report good efficacy. However other studies, for example Gallop (2010), show good seizure control when administered to patients suffering SE and in post-traumatic seizures. While another study suggests that no superiority was found between Phenytoin and Topiramate in terms of efficacy, however would recommend Topiramate for its reduced number of adverse effects (Ramsay et. al., 2010). While no medication is ever risk free, all adverse effects should be considered and consultation made of whether the risks outweigh the benefits. In this case study the intervention of Phenytoin was decided to be of benefit to the patient, to stop him from having life threatening seizures. While the evidence shows Phenytoin to be of risk to the patient in terms of adverse effects it did stop this patient from seizing while recording no adverse reactions, which suggests good efficacy. The use of Phenytoin, as previously stated, does have its risks, however these can be minimised with recommendations for best practice. Gallop (2010), and Tesoro Brophy (2010), suggest an infusion rate for IV Phenytoin no greater than 50mg/min and monitoring of blood pressure and ECG during and post infusion. Earnest et. al., (1983), make similar recommendations with suggestions of a dilution down to 6.7mg/mL with an infusion rate 40mg/min, with a total dose of 10-15mg/kg, also suggesting regular observations both during and after the infusion is completed. Other studies then suggest a combination of medications. Rabinstein (2010), suggests administration of an antiepileptic drug and also the use of Benzodiazepine. Tesoro Brophy make this same suggestion; stating that Benzodiazepines should be first line and then treat with anticonvulsants. While most studies are able to provide evidence from research carried out, all make the suggestion for further, larger studies, to provide furt her substantiation prior to change of clinical practice. The patient was loaded with IV Phenytoin 1 gram, diluted in 100mls Normal Saline and given over thirty minutes, giving a dilution of 10mg/mL; a slightly higher rate than that suggested by Earnest et. al., (1983), however a slower infusion of 33mg/min, than the suggested 50mg/mL by Gallop (2010), and Tesoro Brophy (2010). The patient was also given Midazolam 3mg in increments for agitation post the seizure, with good effect. The patient at no time became hypotensive or bradycardiac with nil rash, nausea or nystagmus. The patient eventually returned to a GCS 15 and was admitted to the ward for observation. In summary this case study discusses the dependant intervention of Phenytoin administration to a patient that presents to the ED while having a seizure. Various studies report hypotension and bradycardia as life threatening adverse reactions to Phenytoin, however these can be minimised with slow IV infusion. Best practice suggests an infusion rate of 50mg/min with a dilution of 6.7mg/ml. While Phenytoin had good efficacy for this patient, some studies report Sodium Valporate as most efficient, however no antiepileptic drug is found to be superior over all. More research and larger scale studies are recommended prior to application of intervention to clinical practice from the research discussed.

The Ugly World of Competitive Figure Skating :: Exploratory Essays

The Ugly World of Competitive Figure Skating For every Olympic games, there always seems to be some type of scandal or drama. The 2002 Winter Olympic games in Salt Lake City proved itself to be full of this excitement and controversy. That year the scandal appeared in one of the most popular events, figure skating. The competition was between the Russian and Canadian figure skating pairs. The Russians showed a performance full of technical difficulty without pulling it off completely. Their performance was marred by simple mistakes. On the other hand, the Canadian pair performed a piece full of emotion, and while not as technically difficult as the Russians, more thorough and precise in their landings and jumps. After their performance the audience and the television commentators all believed they were the gold medallists. However after their score went up, they were sorely put in second place. As it turns out a French judge exchanged votes with a Russian judge so that the Russians would win the event. Since this happened, it h as opened up the doors to the world of figure skating and informed the public of its corruptness. What people need to notice is that judges exchanging votes is only one part of the problem and how well a person actually performs the techniques on the ice is only one part of the judging. In an article published in Newsweek right after the scandal was exposed the author states, "For ages figure skating has attracted ridicule for letting a competitor's nationality, make-up, costume, and choice of music seem to count as much as the athleticism and grace." (Begley 40) As it stands now in 2010, it looks as though no one has learned a lesson from this event or article. Judges who make deals before competitions and get caught do not suffer any harsh consequences. They continue to practice unsportsmanlike conduct while judging. In my movie (as yet to be titled) I hope to address not only the fact that judges make deals ahead of time, but that certain skaters are discriminated by their race a nd sexuality as well as for arbitrary reasons. The movie will be set in the United States, most likely in Connecticut, a common place for skaters to train. The main character, Kris is working on making it up the ladder of the amateur skating circuit. She comes from a lower middle class family that cannot support her hobby of skating.

The Non Dredged Reclamation Method Environmental Sciences Essay

With the rapid economic and population growing, assorted economic, societal, lodging and conveyance demands of the community are increasing, ensuing in increasing demand for land supply. Due to the limited land supply, renewal is normally used to undertake the job in Hong Kong. However, renewal does non merely lend to the economic development but besides the environmental debasement. In this essay, jobs caused by renewal and possible solutions will be discussed. As mentioned in Environmental Impact Assessment Report ( 2001 ) , dredging, disposal of Marine clay and majority filling activities may give rise to many possible impacts on H2O quality. First, solids may be suspended in the H2O column. Second, as clay moving ridges and turbulent flow will be generated, by perturbation, organic and inorganic substances e.g. ammonium hydroxide, heavy metals and sulfides may be released into the H2O column. Third, during the compacting and settling procedure in site formation, contaminations and leachate may be given out from pore H2O and deposits severally. As a consequence, the marine H2O quality will be deteriorated. 2.2 Marine ecosystem Harmonizing to Chan ( 2000 ) , dredging and disposal of waste involved in renewal will convey inauspicious effects to the marine ecosystem. First, remotion of deposit may take to the loss of home ground. Second, marine beings may entrain during dredging. Third, dissolved O will be depleted and foods will be released into the H2O. In peculiar, if there is a important rise in the alimentary degree, algal productiveness will increase which may ensue in & A ; acirc ; ˆ?red tides & A ; acirc ; ˆA? . 2.3 Air quality The job of air pollution will originate during the operation period of renewal as a big sum of dust will be emitted where the & A ; acirc ; ˆ?dust & A ; acirc ; ˆA? here refers to general suspended particulates. Among assorted sorts of beginnings of air pollution, earthmoving ( lading, droping and bulldozing ) , haul route traffic on unpaved roads and wind eroding of the unfastened site country lower the air quality the most ( Chan, 2000 ) . Solutions 3.1 The non-dredged renewal method Traditionally, the soft Marine clay in the ocean floor is replaced by sand fill to do a strong foundation for seawall building. Dredging and disposing of Marine clay are therefore involved. As the dredging procedure in renewal is the cardinal cause for the environmental impacts mentioned above, the non-dredged renewal method is advocated for the future renewal undertakings. Making mention to Hong Kong-Zhuhai-Macau Bridge Hong Kong Projects ( 2011 ) , this renewal method does non necessitate dredging the soft Marine clay in the ocean floor before backfilling. Alternatively, inert building and destruction stuff is used to make full many big interlocked steel cells. The steel cells will so drop in the H2O and remain on the alluvial sediment, organizing the margin wall. ( Items, 2011 ) As found in Items ( 2011 ) , the non-dredge renewal has many benefits over the conventional dredge breakwater building method. For case, dredging and dumping of Marine clay can be about wholly avoided. Besides, merely 30 % of the original suspended atoms will be released during renewal and merely half of the backfilling stuff will be needed. Thus the building Marine traffic can be decreased by about 50 % . It can be concluded that the non-dredge renewal method will convey less environmental impacts and therefore it is a better pick for renewal. 3.2 Development of belowground infinite Enhanced usage of belowground infinite is an effectual and executable option to increase land supply as Hong Kong is cragged and abundant with strong volcanic and flinty stones. This geographic characteristic favors the development of belowground infinite in Hong Kong. Rock caverns can be developed for assorted land utilizations such as crematory, substation, sewerage intervention installations etc ( Hong Kong Underground Space Study Executive Summary, 2009 ) . While both steps can alleviate the job of deficiency of available land, developing belowground infinite has some advantages over renewal. For illustration, some unwanted utilizations like garbage aggregation point can be built underground so that the impacts on the occupants populating nearby can be minimised. Furthermore, developing belowground infinite does non do much pollution or take away natural resources, which means that the natural environment can be preserved. Decision Though renewal can supply for the demands of the economic development, the conventional renewal method causes H2O pollution, air pollution and adversely affects the marine ecosystem, which is non an ideal act for the society. In order to strike a balance between economic growing and environmental preservation, the non-dredged renewal method should be adopted for future renewal undertakings as it is more environmentally friendly. In add-on to renewal, development of belowground infinite should be considered which can move as an option to increase land supply and reserve our valuable seaport.

Implications of Affirmative Actions on Business

Implications of Affirmative Action on Business ` Affirmative actionprograms, as we know them, are less than 50 years old, and are usually viewedas a series ofpositive steps taken to ensure the representation of minority groups in fields that have traditionallyexcluded them. It protects both racial and ethnic minorities, as well as women, in the areas of education, business, and government. Affirmative action, whichhas its roots in the Constitutional ideal of equal opportunity, is the government’s way of both eliminating inequality and making amends for past discrimination. Sometimes viewed as â€Å"reverse discrimination† for blatantly favoring one group over another, affirmative action programs often differ in the extent to which they attempt to rectify discrimination by either instituting reviews of the hiring process for minority groups or explicitly preferring members of select groups. In many ways, affirmative action has helped women and minority groups obtain and keep positions in either work or school that they would otherwise have been unable to attain. However, since the beginning of affirmative action in the 1960s, these policies have had many implications for businesses—both positive and negative—and have instituted many changes. ` ` President John F. Kennedy signed Executive Order 10925 in March of 1961. The order was originally designed with governmentcontractors in mind, and stated thatsaid contractors would â€Å"take affirmative action to ensure that applicants are employed, and employees are treated during their employment, without regard to their race, creed, color, or national origin. Executive Order 10925 did not advocate special treatment of minority groups, as would later come to pass, but was initially intended to eliminate discrimination from hiring and employment practices. In Title VII of the Civil Rights Act of 1964,the government’s position on the policy of affirmative action was solidified, and a new branch of the U. S. Department of Labor was created: the Equal Employment Opportunity Commi ssion (EEOC). The purpose of the EEOC was to serve as a mediator between plaintiffs and private employers who disregarded the tenets ofaffirmative action, and to ensure restitution to the affected. These changes to hiring and employment practices caused many to voice concerns: Should minority groups receive preferential treatment in fields they were previously excluded from? Does this constitute a violation of the principle of equal opportunity in the form of â€Å"reverse discrimination†? ` ` In 1965, President Lyndon B. Johnson issued Executive Order 11246 which required government contractors to actually document their efforts to ensure equality in hiring practices, and gave the Secretary of Labor the right to investigate and rectify anyaccusations of discrimination. The government could punish violations of the order by canceling contracts, barring companies from future contracts, and other measures† (Kowalski, 27). In 1967, Johnson’sorder was furtherexpanded by Executive Order 11375 to include women as well as minorities and, in 1968, under the administration of President Nixon, specific goals or â€Å"quotas† for the hiring of women and minoriti es wasinstituted. By 1972, the â€Å"four-fifths rule† was in effect, which â€Å"held that firms contracting with the federal government should not be allowed to hire any race, sex, or ethnic group at a rate below four-fifths that of any other group† (eNotes). The EEOC was also strengthened in 1972 by the Equal Employment Opportunity Act. Now, the Commission was able to file class action law suits against corporations in violation of affirmative action policies. The Carter administration, in 1977, initiated the Public Works Employment Act, requiringat least ten percent of federal money given to certain projectsto be allocated toboth minority and women business enterprises. ` ` During the 1980s, affirmative action felt little government support under Presidents Ronald Reagan and George Bush. Both resisted expansion in government contracting, and court decisions began to negate some affirmative action programs. Universities and businesses were struggling to conform to theguidelines of affirmative action while still maintaining certain standardsof operation. Eventually, many of these programs were either scaled-back or set-aside altogether. In the 1990s, Clinton vowed to â€Å"mend, not end† affirmative action programs. He began to reevaluate the programs of several federal agencies, which some believe had positive results. ` There are many arguments for affirmative action in hiring and employment practices. Historically, almost 90% of all jobs are filled internally, with positions going to relatives and friends of those already employed. Employers often fill these positions with people who are under-qualified, and had the position been advertised properly, the hiring managers may have found a better candidate for the job. Affirmative action has â€Å"encouraged ma ny companies to engage in employment practices that set minimum standards of job definition, recruiting, outreach, and evaluation hat result in choosingthe right person for the job† (Diverse Strategies). These practices also promote diversity. When properly managed, diversity can â€Å"increase creativity and innovation in organizations as well as improve decision making by providing different perspectives on problems† (Judge, 20). Greater diversity in certain fields, such as medicine and law, will increase the aid given to underrepresented groups. ` ` The main focus of affirmative action, however, is to level the playing field and counter both ongoing discrimination as well as bigoted attitudes. Even in this day and age, minorities and women continue to lag behind white Anglo-Saxon protestant men in the business world. Male employees may be promoted over women, because some companies still put women on a â€Å"mommy track† without their consent, and many people publicly lie about how they feel with regards to race. Studies have shown that many people â€Å"found it easier to link women’s names with home-related words than with career-related words† (Kowalski, 45), and test subjects â€Å"are often quicker at linking black faces with negative words than with positive words† (Kowalski, 45). ` With all of these arguments for affirmative action, there are still critics that believe these policies not only perpetuate continued racial tension, but alsolead members of these groups to believe they cannot succeed on their own. Supreme Court Justice Clarence Thomas is quoted saying â€Å"It never ceases to amaze me that the courts are so willing to assume that anything that is predominantly black must be inferior. † Affirmative action is also seen to stigmatize people. Others may assume that someone obtained their position because of affirmative action, and this breeds resentment and anger. People relate to each other as either inside or outside the groups benefiting from affirmative action, and it becomes a â€Å"them versus us† mentality. Managers,who have never done anything wrong, may feel painted with a bigot or chauvinist brush. ` ` Opponents of affirmative action also believe itviolates the idea of a merit system. Choices in hiring, raises, and promotions should benefit the people who worked hard and deserve them. Any hiring decision istheresult of an interview, given bymanagers who already have ideas about the qualities an employee should have, and as such, should be based on the skills and education the candidate brings to the table. Managers feel constrained by words such as â€Å"quota† and â€Å"preferential treatment† when it comes to hiring decisions, and developa negative outlook on the idea of affirmative action. ` ` Not only do managers find it interferes with hiring decisions, many businessesalso feel that affirmative action is a burdensome procedure. Scores of businesses protested â€Å"they were wasting too much time on paperwork and spending too much money defending themselves against discrimination charges† (Anderson, 167). During the Reagan years, research into the cost of affirmative action policies for businessesestimated that â€Å"a contract compliance review cost a contractor over $20,000, and that such appraisals were costing the Fortune 500companies $1 billion annually† (Anderson, 167;that estimate has only grown. ` Another issue is that some employees, or potential employees, now use affirmative action as a form of revenge if they feel they have been slighted in some way, such as by not being hired or notreceivinga promotion. It is very difficult to prove that someone was discriminated against based on their race or gender, but the case can still take many court hours and much money. Because of this, many businesses are more likely to settle out of court, rather than tie up thousands of dollars in court fees. This ends with the company taking a financial hit and the angry employee with a settlement. ` ` Since the introduction of affirmative action in the 1960s, affirmative action has had many implications for businesses. Businesses now have to fill certain quotas based on how many people they have working for them, they are subject to reviews of their policies and procedures,and businesses owned by minorities and females are given special privileges and loans that are not offered to others. Businesses arealso responsible for the financial burdens placedon them as a result of affirmative action. Many employees feelthat affirmative action is â€Å"reverse discrimination†,because hiring managers are openly favoring one group over another based on their race or gender,and many believe affirmative actioncontinues to perpetuate racial tension. ` ` With all of these issues, it’s no wonder that some peoplehave negative feelings and attitudes toward affirmative action. They feel that jobs should be given to the people that most deserve them, and that raises and promotions shouldbeawarded basedon the merit system. It is impossible for businesses to operate fairly to all within the guidelines of affirmative action since, by definition,it requires businesses to base their hiring standards on what the government requires rather than ontheir business needs. Hiringthe best possible candidate for a job, no matter what race or gender, should be the main goal when making hiring decisions, and not what minority group may be underrepresented in your company. As long as affirmative action is law, businesses will have to finda way to meet its requirements or face harsh fines and lawsuits, and while there are many compelling arguments against affirmative action, its policies will not be changed any time soon. ` Works Cited â€Å"Encyclopedia of Small Business/ Affirmative Action†. eNotes. com. April 8, 2009 http://www. enotes. com/small-business-encyclopedia/affirmative-action. com. Anderson, Terry H. . The Pursuit of Fairness: A History of Affirmative Action. New York, NY: Oxford University Press, Inc. , 2004. Coulter, Ann. How to Talk to a Liberal (If You Must). New York, NY: Crown Forum, 2004. Grapes, Bryan J. . Affirmative Action. San Diego, CA: Greenhaven Press, Inc. , 2000. Judge Timothy A. , and Robbins, Stephen P.. Organizational Behavior. Upper Saddle River, NJ: Pearson Education, Inc. , 2009. Kowalski, Kathiann M. . Open for Debate: Affirmative Action. Tarrytown, NY: Marshall Cavendish Benchmark, 2007. Skrentny, John D.. The Minority Rights Revolution. Cambridge, MA: The Belknap Press of Harvard University Press, 2002. Tong, Clifford M.. â€Å"Diverse Strategies†. Diverse Strategies Incorporated. April 8, 2009 http://www. diversestrategies. com/Affirmative_action. htm.