Changes in Family and Personal Finances in the Last Generations Essay

Changes in Family and Personal Finances in the Last Generations - Essay Example Political factors such as the Cold War and political tensions globally also affected their productivity and participation in economic activities, which in turn affected their financial status. These people benefited from the social and political stability witnessed from 1970-2000. Personal and family finances of people of generation Y have changed because of changes in government policies, information technology and globalization. Most generation X families relied on one paycheck. This means that only one spouse engaged in economic activities. Though these families relied on one paycheck, they spent 54 percent of their income. Spending was mainly concentrated on fixed expenses such as insurance, mortgage, food and loans. Conversely, most generation Y families have both families working. These families spend 75 percent of their earning on fixed expenses (Warren and Tyagi 20). The spending trends of generation X and generation Y are important because they show that generation Y is more financially vulnerable than their counterparts of generation X. In case of uncertainties such as illnesses and job loss, people of generation X could easily cut back on their spending. These families used 54 percent of their income on fixed expenses and 46 percent on discretionary spending such as fashion and vacation. They could easily cut back on these spending in order to ensure that they overcome the uncertainty. A generation ago, families could address setbacks such as illnesses and job loss by cutting back on their spending. 54 percent of the income of these families was used on fixed expenses.

Perception of Organized Crime Essay Example for Free

Perception of Organized Crime Essay Organized crime has been defined as illegal acts committed by a criminal organization or group. The NCIS (2005) described organized crime as having 4 salient attributes: (1) organized crime group contains at least three people; (2) the criminal activity the group engages in is ongoing and indefinite in duration; (3) the group is motivated by a desire for profit or power; and, (4) the group commits serious criminal offenses (Lynman Potter, 2007). There are different categories of organized criminal behavior. They include the provision of illicit services, provision of illicit goods, conspiracy to commit crime, penetration of legitimate business, extortion, and corruption. Illicit services are services that legitimate business do not provide. These services include but are not limited to gambling that is illegal, protection rackets, loan sharking, and prostitution. Illicit goods are also not available not available from legitimate businesses. Illegal drugs such as marijuana, cocaine, and heroin are examples of illicit goods. Unregistered guns and stolen property are also examples of illicit goods. Conspiracy is an agreement between two or more people to violate the law. Conspiracy is a vital category of organized criminal behavior. Organized crime members often work together for the purpose of making money. They work together to sell drugs, stolen property, loan sharking, gambling, prostitution and other illegal activities they have going on within their organization. Organized crime organizations have no legal way to spend their profits so they must hide their revenue. They do this by penetrating legal businesses. Many of these crime organizations have businesses such as construction and contractors. Extortion is another category of organized crime. Many organized crime organizations use extortion to infiltrate legitimate businesses. Extortion is the use or threatened use of violence or force to achieve a criminal end (Lynman Potter, 2007). Corruption is also a category of organized crime. Many of these organized crime groups could not  flourish if it wasnt for for the aid of pubic and private figures such as police officers, judges, prosecutors, mayors, bankers, attorneys, and elected and appointed officials. Organized crime groups have different hierarchies. There is the standard hierarchy in which there is a single organized crime group which is led by a single powerful individual. These organizations have clearly defined roles, a readily identified chain of command, and a hierarchy that is designed to provide a strong system of internal discipline. Then there is the regional hierarchy. These hierarchies are tightly controlled groups with strong systems of internal discipline and clearly defined roles and lines of authority. Next theres the clustered hierarchy. This is an organized crime group that involves a number of smaller organized crime groups that coordinate their activities and enterprises. There is also a core group. This is an unstructured group of organized criminal surrounded by a larger network of individuals engaged in serious criminal activity. Finally, theres the criminal network. Criminal networks are loosely organized, highly adaptable, very fluid of networks of individual participants who organize themselves around ongoing criminal enterprise (Lynman Potter, 2007). The perception I had of organized crime is different from what I read in week one. Before this week, I always associated the Mob or the Mafia with organized crime. I think this comes from the movies and television shows that I have watched. I described organized crime as a group of people working for a â€Å"boss† to break the law. I thought that there was one head and people reported to him. I did not know that there were different categories of organized crime. I always associated drug trafficking and murder for hire as organized crimes. The readings have helped me to understand what organized crime really is and who is or can be involved. Before now, I would have never associated corruption or extortion with organized crime. I ultimately believed that this was something that was made up for movies and TV shows such as The Godfather, Scarface, The Sopranos, and The Wire. Before watching The Wire, I only associated Italians with organized crime. The characteristics I believe are associated  with organized criminal behavior varies. First, all members of the organization are expected to live by a certain set of rules or a code. They should protect the organization and do what is asked of them by the leaders. I thought the characteristics of organized criminal behavior were similar to that of a gang. The people involved in organized crime may not wear a certain color or live in a certain area but they have the same goal in mind. Protect the group by any means necessary. They have to be loyal to the group, do what they are told by someone else, and do what it takes to make money or a profit for the group. After this first week of class my views on organized crime has changed drastically. I now have a better understanding of what organized crime is and a more knowledge on organized criminal groups. I can let go of all of the stereotypes I may have had and now understand that organized criminal organizations have one goal in mind, make a profit for the organization no matter if it is financial or political. References Lyman, M., Potter, G. (2007). Understanding Organized Crime. Organized Crime (Fourth ed., pp. 1-38). New York: Pearson Education.

Approaches To Tackling Cervical Cancer Health And Social Care Essay

Approaches To Tackling Cervical Cancer Health And Social Care Essay The Health Promotion logo incorporates five key action areas in Health Promotion (build healthy public policy, create supportive environments for health, strengthen community action for health, develop personal skills, and re-orient health services) and the three basic Health Promotion strategies (to enable, mediate, and advocate) as described by the World Health Organisation in the Ottawa Charter (World Health Organisation 1986; Nutbeam 1998). In Nigeria, incidence rate of cervical cancer is the estimated at 25 per 100,000 women; with an about 8000 new cases of cervical cancer diagnosed each year(Adewole, Benedet et al. 2005). CITED IN OKONOFUA. The National Cervical Cancer Prevention Programme (NCCPP)-the first national effort towards the cervical cancer prevention in Nigeria-was formally launched by the Honourable Minister of Women Affairs and Social Development in October, 2008. Potential approaches to tackling cervical cancer Medical or preventive approach: primary prevention via HPV vaccination and secondary prevention via cervical screening .This closely aligns with the principle highlighted in the Alma Ata declaration which focuses on prevention rather than cure(World Health Organisation 1978). Behavioural approach: encouraging clients to take-up screening services and also encouraging clients to adopt healthy sexual behaviour through group or one-to-one counselling as well as mass campaigns. Educational approach: increase awareness of the cause of cervical cancer via sex education (peer education and family life skills curriculum). Knowledge about the risk factors for cervical cancer may change sexual attitudes and ultimately behaviour. Socio-economic factors may however limit voluntary change in behaviour. Provision of leaflets, booklets, group, and one-to-one advice may be used to educate on the risks of the disease. Social change approach: free education for teen females and free vocational training programmes and improving access to education. Empowerment approach: enhance life skills through family life skills curriculum and peer-education which help in teaching female teenagers assertiveness and negotiation, and self esteem building regarding sexual issues. Theoretical underpinning for cervical cancer screening This intervention combines the medical (preventive), behavioural and educational approaches to health promotion. The theoretical framework is the modified health belief model(Rosenstock, Strecher et al. 1988) of health-related decision making. The Health Belief Model (HBM) has been widely used in the prediction of cervical cancer screening uptake (Gillam 1991; Austin, Ahmad et al. 2002; Johnson, Mues et al. 2008).It is based on the individuals perceptions of the threat posed by a health problem (susceptibility, severity), the advantages of avoiding the threat, and factors influencing the health related decisions (barriers, cues to action, and self-efficacy). This value-expectancy model(Shumaker, Ockene et al. 2009) suggests that whether people change their health behaviour, accept an intervention, or not would depend on if they believe its benefits outweigh its risks (e.g. death) or costs (time and money). It suggests that women are influenced by how vulnerable they think they are to cervical cancer (perceived susceptibility) and how serious they consider it to be (perceived severity). This theory has however been criticised as being unable to predict behaviour but it can potentially serve as a framework for elucidating womens reactions to screening and help in devising methods of increasing participation, improving the quality of the service, and reducing womens anxiety towards cervical cancer diagnosis(Fylan 1998). According to the HBM, asymptomatic people may not go for cervical screening unless they accept that, though they have no symptoms, they may in fact have pre-cancerous lesions (perceived susceptibility). They must understand that cervical cancer is a leading cause of death (perceived severity). Taking a Pap smear test will reduce the risk of cervical cancer (perceived benefits) without negative side effects or excessive difficulty (perceived barriers). Posters, reminder letters and messages, or radio announcements especially in the local dialect mig ht encourage women to go for screening (cues to action). For those who have had a friend or relative developing cancer, counselling might help build confidence in taking up the service (self-efficacy). Individual perceptions Modifying factors Likelihood of action Perceived benefits of cervical screening-avoidance of premature death minus Perceived barriers to cervical screening -accessing healthcare facilities (transport), inconvenient clinic times, lack of a female screener (especially for muslim women), fatalistic view of cancer, cost of testing, lack of patient-friendly services, cultural health beliefs, language barriers, fear of discrimination, spouse disapproval, absence of symptoms Demographic variables Age (>20), female (gender),marital status Socio-psychological variables Low socio-economic status, poor nutrition, level of education, polygamy, multiple sexual partners Structural variables Knowledge about cervical cancer, prior contact with people with cervical cancer Perceived susceptibility to cervical cancer Perceived severity of cervical cancer Perceived threat of cervical cancer Likelihood of having a pap smear Cues to action Advice from physicians and lay persons (friends, neighbours, relatives, community leaders, and spiritual leaders) Mass media campaigns-radio announcements and broadcasts (in English and local dialect), newspaper articles, billboards, television, press advertisements Booklets, leaflets, and posters placed in public places like supermarkets; handbills Illness or death of a friend or close relative from cervical cancer Reminders from physicians Health Belief Model of Cervical Cancer Prevention (Adapted from (Naidoo and Wills 2009)-Health Belief Model pg. The theory of reason action and theory of planned behaviour may be used to predict response to cervical cancer screening based on looking up to the health promoters as models. Role of the media in cervical screening Using the media to pass on information and advice is an important strategy or tool for health promotion. Much of public health issues-including smoking and HIV/AIDS -have been successfully improved via extensive media campaigns. Media messages help in reaching large numbers of people. The vital role of research in health promotion has been supported by research (Marcus and Crane 1998; Jenkins, McPhee et al. 1999).Mass media campaigns aim to raise awareness or provide messages about participation in the intervention. Mobile phone text messaging is a potentially useful means of sending invitations and reminders for screening. A research finding also stated that mobile phone messages `seems to be an effective tool for increasing compliance with vaccination schedules'(Vilella, Bayas et al. 2004).A trial demonstrated that attendance at primary care centres improved via mobile phone text messaging (Leong, Chen et al. 2006)and unhealthy behaviours such as smoking(Rodgers, Corbett et al. 2005) has been shown in research to be improved by text messages. Furthermore, a systematic review also indicated that mass media interventions may play a key role in influencing the use of healthcare interventions(Grilli, Freemantle et al. 2000). Linear causal and diffusion of innovation model have been used to explain the effects of media on an audience.REVISE AND ADD 3 LINES FROM TAG AND NAIDOO Though media is effective at reaching large nos of people the understanding and recall by the target audience cannot be guaranteed .It must be supported by other strategies like reimforcement from experts. CITE NAIDOP189 PLUS SOURCESCHECK NAIDOO AND WILLS .There is also a problem of interpreting statistics research studies and interpretation of risk. Social marketing=market women,university students,female health care wokers,women in churches,muslim women Read pg 194 plus few other ar Rationale for cervical screening For a screening for a disease to be effective: the disease must be an important health problem; the natural course of the disease should be well understood; the disease should have a long detectable preclinical phase; must have effective treatment and early treatment should improve outcome; the test should be highly specific and sensitive; and adequate resources to perform the test should be available and it should be cost effective(Naidoo and Wills 2005). LINK THESE TO PAP SMEAR AND CERV CA + CITE epide/sys reviews/rcts The Ewles and Simnett model(Ewles and Simnett 2003) combined with a logic framework would be used in planning the programme. Needs assessment: the case for cervical cancer screening in Ibadan The needs assessment for this programme is carried out from the professionals perspective using the epidemiological approach (Williams and Wright 1998; Bowling and Jones 2002; Tones and Green 2004).Needs assessment is best carried out using both qualitative and quantitative information(Gilmore and Campbell 2005).It is done in order to help establish priorities ,assist planning, justify the use of resources and also in planning evaluation. It brings to light the magnitude of the problem and establishes a baseline against which the health promotion intervention can be evaluated. Ibadan is large community located in Nigeria. It shares a unique mix of middle class -mainly government workers and university staff -and socially disadvantaged groups. It has a substantial number of Muslims spanning the Yoruba and Hausa ethnic groups .Literacy level is low. The transport system is inexpensive but poorly organised and most women are involved in petty trading. Health services available are one teaching hospital, 3 state-owned general hospitals, and primary health centres located within each LGA. Epidemiological data-morbidity, and mortality statistics-from the University College Hospital (UCH) Ibadan cancer registry- was used to identify and quantify the incidence of cervical cancers occurring in the community. The mean age of years at presentation. A recent study by doctors at the University College Hospital, Ibadan as reported by The Punch of November 7, 2002 gave credence to the emerging trend revealing- that out of- Nigerian women have breast cancer. Based on this finding, 34,800 new cases would be expected in 2003 an increase from 27,840 or 25% in 1999. Selection of intervention population Based on needs assessment, practical considerations such as level of funding, the pathogenesis of human papillomavirus infection and to a lesser degree current life-expectancy statistics? This intervention targets women between 20 and 65 years old Justify with evidence Aim The programme overall aim is to reduce the morbidity and premature mortality from cervical cancer in Ibadan? Objectives To raise the awareness of cervical cancer and screening to 85% by the year 2014 To increase to about 70% participation( the percentage of eligible women screened by ) To Intervention and resources=500 words The intervention is a community-based intervention set in Ade-Oyo Ibadan, a community in the South-Western region of Nigeria. Mass media campaigns to promote cervical cancer screening-planned media coverage funded by sponsoring bodies plus unpaid media coverage in newspapers-the recent death of a former first lady from ovarian cancer may increase awareness and the involvement of the current first lady in cancer initiatives has led to a dramatic increase in media coverage of cancer related issues. Stakeholders-represenative of the press? Primary staeholders-the women Secondary stakeholders Health professionals-general practitioners,specialist gynaecologists,health promotion and public health nurses,community health extension workers Key stakeholders Funding bodies and ngos World Health Organisation , Mass Medical Mission (MMM) ,PATH Policy makers- agencies/FMOH/Oyo State moh,Ministry of Women Affairs RESOURCES Pap smear plus acetoacettttt Target? by 2014 Evaluation of the cervical cancer prevention programme=300 -400 words Ethical principles 3-4 lines Political dimensions3-4 statements Politics can be looked at from a power perspective and defined as the production ,distribution and use of scarce resourcesCite IN NAIDOO(Heywood 2000). Politics play an important role in the success of health promotion interventions. ATTACH LOGIC FRAMEWORK Quantitative approach: Conclusion This health promotion intervention has used the medica approach to hp which is often viewed as being mechanistic redustic view of health

An Argument Against Abortion Essay -- essays research papers

ABORTION   Ã‚  Ã‚  Ã‚  Ã‚  I am against abortion for a couple of reasons. I believe adopting instead of aborting is a better decision. Abortion is murder. Condoms are available and inexpensive. There are also other forms of birth control. Some people say it’s their choice so I think people should choose wisely, by not killing a baby. There are also many programs in the U.S. that will aid people financially, for people who claim to be financially unfit to raise a child.   Ã‚  Ã‚  Ã‚  Ã‚  I believe adoption is a better choice than murder. No one dies, and there is a solution for more than just the pregnant lady. People get to live, mother and child. And the couple who has been waiting for two years to adopt a baby gets to do so. The child is able to live the life the mother never tried to give him or her.   Ã‚  Ã‚  Ã‚  Ã‚  Most important reason why I am against abortion is because I believe it is murder. It is a human fetus, with a heartbeat. I don’t understand how you could kill a human seconds before it is born, but not minutes after. I believe it is murder no matter when you kill a baby.   Ã‚  Ã‚  Ã‚  Ã‚  Contraceptives are available. There are contraceptives for both male and female, from condoms to pills. There are surgeries which could be legally performed in which people could no longer reproduce. There is no need to kill a baby if you take proper precaution before having sexual intercourse.   Ã‚  Ã‚  Ã‚  &n...

About Edumentor

About eduMENTOR This is a very small firm. Its full name is edumentor educational services. It provides coaching to students for cracking entrance exams of B. B. S. ; B. B. A. ; B. B. E. Promoter of edumentor is Vikas Jain who is Shaheed Sukhdev College of studies passout. At the moment, edumentor is a partnership firm run by Mr. Vikas Jain and Mr. Manuj Arora. Although it is a small firm but it is fastest growing coaching centre ever (according to data provided by them). Edumentor is just three years old and is now threatening the business of IMS (temple of learning); T. I. M. E. ; Career launcher and many smaller coaching centres. Members of eduMENTOR Mr. Vikas Jain and Mr. Manuj Arora (owners of the firm) Mr. Aashish and Mr. Saurabh Mr. Deepak Sharma There were 3 more employees who were sitting in the office, but I don’t know the name of them. I am assuming there name as A, B, C. Level of management There is no middle level management in this firm. There is only low level management and high level management in edumentor. My project is based on high level management of edumentor. My history with eduMENTOR There is a history of mine with edumentor. I have worked here as a trainee. Last year (March, 2008), edumentor was conducting counseling for commerce students who were appearing for 12th class board exam. They appointed more than 250 trainees for this purpose. I was supervisor of 7 trainees. Among those trainees there was a guy named Deepak Sharma. We became very good friends at that time. After the completion of counseling project, I left edumentor, but Deepak still worked there and today he is project manager of edumentor. I also know Vikas Jain, Manuj Arora, aashish, saurabh because of last year training done by me. My observation in eduMENTOR I have spent 3 days in edumentor for doing organizational behaviour project. On day 1, as I entered the office, aashish sir greeted me, I felt very much delighted because aashish sir always talked me rudely last year. On next 2 days no one greeted me. On all 3 days both of them wore informal clothes. According to my 3 days experience in edumentor, I come to know that there is a very good relationship between all the members of edumentor. In my presence, 5 students have taken admission in edumentor. Whenever any student takes admission, they all start celebrations. Deepak is the guy who literally loves edumentor. Whenever I talk him about edumentor, he always starts praising it. Deepak also got a job offer from Brilliant Tutorials with a better salary but he opted to stay at edumentor. I asked him why he rejected the job, he said â€Å"in edumentor everyone knows me, I am getting better job designation here and as edumentor grow, I will also grow! † This was his answer. Edumentor had also provided 0% loan to Deepak. Because of this loan Deepak purchased new scooty. I loved this type of helping employee management. Aashish sir is a professional counselor. He does counseling of students who come to edumentor office. Bringing the students in edumentor office is the responsibility of Deepak and to let them enroll in edumentor (admission in edumentor) is the responsibility of Aashish sir. Responsibility of Saurabh sir is almost same as responsibility of aashish sir. Saurbh sir does the counseling in coaching centres. Aashish sir is also responsible for keeping cash. Mr. A is responsible for for making question paper and Ms. B & Ms. C are responsible for telephonic calling. Although designations of A, B, C are small, but they are all treated cordially. They are considered as a important member of edumentor family. Like Deepak, Aashish sir is also very desperate for the success of edumentor, although he is just an employee. When I first met Aashish sir last year, I thought he is the owner of edumentor. Aashish sir had done post graduate in finance from a very good university. He is also getting finance related jobs but like Deepak he opted to stay at edumentor. A, B, and C are also good employees but they are working for money. I had seen Ms. B and Ms. C reading ‘situation vacant’ in the newspaper. Mr. A generally didn’t talk to anyone. Whenever he talked it was related to his work. Last year Saurabh sir faced a bike accident. After 6 months, he recovered. Edumentor sponcered half of his medical expenses. I liked this type of sponcership, this type of management. Because of this, Saurabh sir is very loyal to edumentor. Saurabh Sir is also responsible for board activities under which he recruits trainees. These trainees do small counseling of commerce students who are appearing for board exam at their board centers. Counseling here implies pursuing students to take admission in edumentor and also telling them the future aspects of BBS, BBA, BBE. Mr. A’s job is to make question paper. He does this job under the supervision of Manuj sir. Manuj sir is actually responsible for managing question paper. Manuj sir also offered me the job of making question paper. He asked me like this â€Å"Raghav if you want to prepare for CAT entrance exam then do this job, you will automatically get prepared for CAT! † This is called true management. With a style he convinced me to do this low paid job and I also agreed to his offer. Manuj sir is also responsible for overall management of edumentor. There is no specific HR department in edumentor. Manuj sir, Aashish sir, Saurabh sir, Vikas sir and Deepak all are performing HR job. They all trust each other very much. Because of this trust, there is no room for confusion. Vikas sir is the guy who started edumentor. According to my observation Vikas sir is only investing in edumentor. He is simply an investor. As he is the main stake holder of edumentor, final decision related to management is taken by him only. Although he does not participate in day to day management, but he is the only guy who motivates every employee, make them feel that they are the owner of edumentor. The meetings held in edumentor are informal. Sometimes they even crack jokes. On day 2 of my observation, they were discussing about recruiting trainees from school of open learning. Although their topic was serious, but they were discussing it informally. Meetings held there were spontaneous. Whenever there was an issue either it was small or big, they immediately conduct meeting. I loved this quick management in edumentor. When there is no meeting, then also they generally talk informally, although their talks are related to their work. Vikas sir, Manuj sir, Aashish Sir, Saurabh sir and Deepak are like the pillars of edumentor. Vikas sir and Manuj sir are obviously concerned for edumentor as they are the owners of firm. But Saurabh sir, Deepak and Aashish sir are also very concerned for edumentor, they all are getting better job, but they opted to stay in edumentor. According to them edumentor is going to become no. coaching centre and working in edumentor is like investment, they will grow as edumentor grows. The environment of edumentor is too good. This is the type of office in which I can spend my whole life. Here everyone is interested in success of edumentor. I would love to work here as growth of edumentor is proportional to growth of mine. There is positive vibration everywhere in the office. Small conclusion Edumentor is the best place to work specia lly for beginners as there is big room for growth. Vikas sir is a dynamic leader, student who wants to be a great leader should work under his guidance.

Communication in the Workplace Essays

Communication in the Workplace Essays Communication in the Workplace Essay Communication in the Workplace Essay Module Code: PM 025 Class/Group: Group A Module Title: Contemporary Organisational Behaviour Assignment Title: Final Essay Assignment Title: Communication in the workplace Tutor Name: Frenie Antony Student ID Number: 2059591 Date of Submission: 21st Match 2013 Communication in the workplace The definition of communication is ‘a process in which information and its meaning (common understanding) is conveyed by a sender to receiver (s)’ (Rollinson and Broadfield, 2002:612, and Jones and George, 2011, cited in Antony and Macvicar, 2011:146). In Rollinson and Broadfield’s theory ‘meaning’ was more important than ‘information’, as long as both sender and receiver can understand the meaning of information, even the feedback is not necessarily in the communication ptocess. In addition, ‘The exchange of ideas and information is the lifeblood of any organization. ’ (Hodge and Johnson, 1970: 93). In the other words, communication for an organization is the same as the blood flow for human being. (Conrad and Poole, 2012:5). Furthermore, according to Hodge and Johnson (1970) and O’Reilly and Pondy (1979), Dekay (2012) communication shaped the organization by interaction the organization and its environment, as the result, communication maybe the only connection between the organization and outside world. Besides, The majority aim of communication was enhance the connection between different roles in the company and smooth the working processes (Smith and Davidson, 1991, cited in Smith 1991:22). Therefore, Williams’s and Smith and Davidson’s ideas might argue that the purpose of communication in the workplace was improving the work efficiency and finally increasing the profit. This essay will argue that barrier to communication in the organization may not only influence the further market expansion of company, but also push the company to the edge of bankrupt, as its can distortion the meaning of information during the communication process. Furthermore, this essay will mainly divided into two parts, first, indicate the communication processes in the organization and verify some barriers (power difference barrier, cultural diversity barrier, individual perception barrier and so on) during the communication processes, second, inspect three case study of different companies (Bernard Matthew farms, The Luxor Company, Exxon Mobil, BP, Shell and ChevronTexaco) which had conquered the communication barriers. Normally, there were three directions of communication in the workplace: ‘vertically’ (superior and subordinate), ‘laterally’ (horizontal), and ‘diagonally’ (Rollinson and Broadfield, 2002:627). Furthermore, the communication processes unsurely consisted of two parts, the sender and receiver (Williams 1991, cited Smith, 1991:120 and Hodge and Johnson, 1970:150, Rollinson and Broadfield, 2002:612). On one hand, sender wanted to transfer an idea, the idea needed to be ‘Encoded’, which means translated the message into general language. Then choosing a ‘Channel’, for instance, by e-mail, by telephone, put an advertisement and so on. After that, receiver received the massage from sender and they should try to ‘Decoded’ the message, which means the receiver should try to understand what sender’s meaning, at last gave respond (feedback) to the sender (Rollinson and Broadfield, 2002:617 and Buelens et al, 2011, cited in Antony and MacVicar, 2011:109). On the other hand, the barriers, which called ‘Noise’, existed during these six processes, and might lead to organization ‘communication collapses’, even worse, the bankrupt of company (Hodge and Johnson, 1970: 151). The barriers of communication often separated into two parts: ‘external barriers to the communication’ and ‘internal barriers to the communication’ (Williams 1991, cited in Smith, 1991:117, and Coulson-Thomas and Coulson-Thomas, 1997:267). To be more specific, first, external barrier often indicated as: neglect the extra message, ignore the importance of the information that processes it all followed by first-come-first-served rule, and slack to the responsibility (Williams 1991, cited in Smith, 1991:117). Second, there were five performance of internal barrier: first, could not find a need of communication, second, careless in understanding the information or tend to not correspond at all. Third, ‘Encoded’ problem, the sender introduce in professional way that make message unclear or the sender executed it in a wrong ‘channel’, the message could not receive by target customer. Fourth, the message might tamper during the transfer. Fifth, the personality might influence people’s understanding and acceptance of the message (ibid). The lack of communication might trigger a death for a company. For example, Bernard Matthews farms (the largest turkey supplier in the UK) started to lose reputation since 2005, because of the incident of unhealthy turkey for students in improve-school-meal program, then reached at the peak because of outbreak of bird flu and exposure of imported turkey from abroad, which against the idea of company. What was worse, Matthews never responded and defended themselves to the media in time (The Times 100, 2012). With reference to Williams’s (1991, cited in Smith, 1991:117) theory, the farm met one of the external communication barriers that the manager notice the problem they faced, however, took no respond of it. Before Matthews took any actions the company already lost 35% of selling in the UK, and it was standing on the edge of bankrupt (The Times 100, 2012). As mentioned above, the purpose of communication is to make organization work better and increasing the profit. With reference of Rollinson’s theory (2002: 617), during the improved communication processes, Bernard Matthews acted in three ways to simulate the internal stakeholders: formal written (weekly newsletters), electronic communication (company’s intranet site), and face to face communication. While Bernard also try to change external stakeholders’ attitude by: internet (four websites with different target customer) and social media (advertisement). These series of action offered high information richness which easily understood and accepted by both internal and external stakeholders, in addition, it rescued the Bernard Matthews farms from bankrupt to 9% annual increasing rate. To sum up, an effective communication, both internal and external, could help overcome the barriers and change the loss position. The communication could not only help company changing the loss position, but also make great effort for company’s further development. The Luxor Company (manufactures domestic and office furniture), which headquarters had 750 employees approximately and located in outskirts of Paris , for instance, increased dramatically in a short time that the CEO of company, Charles Binochet, realised everything seemed to be not working as smoothly as before. Furthermore, Charles believed that the rapid development would become a serious barrier when the next wave of market expansion coming (Rollinson and Broadfield, 2002:626). According to Williams (1991, sited in Smith, 1991:117), the barriers of the Luxor Company was external communication barriers, which means both the employers and the employees could not take care of the extra information, ignore the importance of the different information, and slack to the responsibility to the company. By hiring a consultant the Luxor Company solved problem of the lack of connection between production and marketing and no financial control system problem (Roillinson and Broadfield, 2002:626). However, the chaos of relations in the organization still existed. After some discussion, the Luxor tried to keep all of its in touch with company and its actions by provide the formal information which contained the high information richness (displayed four company’s situation chart which including ‘Number of employees’, ‘Output’, ‘investment in new plant and machinery’, and ‘New product lines added’) (ibid). Although the feedback of this action might come slowly and seldom, according to Roillinson and Broadfield (2002:612) as long as the receiver understood the information, feedback was less important in the communication. The charts, which might help employees to understand the company’s operation and their contribution to the company, leaded to hard working performance of employees (Roillinson and Broadfield, 2002:626). As a result, it improved communication with company and employees that not only improved the employees’ motivation but also might offer a significant assistant in company’s next expansion. Many multinational corporations had the same communication barriers as the Luxor Company, during the processes of taking collaborative advantage (Hansen and Nohria, 2004: 22). Nowadays, increasing international competition lead the company, for instance, Exxon Mobil, BP, Shell and ChevronTexaco (multinational corporations) were losing their dominant position than before. To recover the position and to increase the profit, they were willing to seek a new source, where collaboration might work, to increase the competitive advantage (ibid). Hansen and Nohria (2004:23) claimed that collaboration had several benefits: decreased the cost, better decision making, increased the revenue, be more creative, and enhanced the connection with its subsidiaries. During the processes of taking collaborative advantage, there was a significant barrier called: ‘Inability to work together and transfer knowledge’, which Hansen and Nohria considered it as a communication barrier (ibid). The employees from different subsidiaries which belonged to different countries, suffering the language barrier (language different) and intercultural barrier (message changed because of local culture) (ibid). According to Williams (1991, cited in Smith, 1991:117), the MNCs often had external communication barriers, which indicated as personality (culture different) influence the understanding and acceptance of the message and the message had been distorted (translate language) during the transfer. After a survey from supervisors, the companies decided to operate two actions to encourage the communication: First, setting an international standard of technologies words to conquer the communication. Second, setting an employee-exchange-program that employee could understand the culture different and improve the work efficiency. With reference to Rollinson and Broadfield (2002:617) theory, the first solution settled the encode and decode barriers, while second solution was choosing the ‘channel’, which was exchanged the employees to other subsidiaries, to increase the understanding and to solve the distortion barriers. To conclude, this essay has identified the communication in the workplace which included the communication barriers in the organization and purpose of communication, follow with three case studies about communication barriers, which including first, Bernard Matthews farms developed internal and external stakeholder by communication to rescue the loss position, second, the Luxor Company’s communicational-bias-further-development, third, communication helped multinational corporations to develop collaborative. As a result, communication in the workplace is critical important. However, the limitation of this essay still existed, the communication barriers identified not enough in this essay and the case study of this essay might be fewer representatives of the communication barriers. Words: 1616 Reference Antony, F. and MacVicar, A. (2011). Contemporary Organisation Behaviour. New York: McGraw-Hill. Argyris, Chris (1994). Good Communication That Block Leaning. 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