Jones-Smith as Guest Speaker Article Example | Topics and Well Written Essays - 2000 words

Jones-Smith as Guest Speaker - Article Example The duty of care ensures that Jones-Smith as guest speaker for the New Year’s Eve festival organized by Mayor of London is owed a duty of care by the event host and implementing or assigned officers. The host or the officers involved should not have allowed Jones Smith to suffer any unreasonable harm or loss –physical, emotional or even financial. Jones-Smith suffered several losses and damages: disability, loss of life of his aunt Anita, loss of ability to conduct economic and personal activities, as well as the loss of Anita’s relatives since Anita is a sole provider of seven-year-old Sona. In addition, with the event shown live on television and viewed by Anita’s close relatives Sona and Paula, defendants may also be liable for the state of shock, or psychiatric injury. The tort of negligence may be applicable to Jones Smith’s case. This means that the breach of duty must be established against the Mayor or his officers-on-duty during the event that Jones-Smith was about to deliver his speech and throughout the duration of the event where Jones-Smith was expected to grace the event. The tort of negligence originated from the case of Donoghue (or McAlister) v Stevenson ruled in 1932 (UK Law, 2010). Lord Atkin’s speech became the cornerstone for the neighbor principle on the duty of care. This requires individuals to be reasonably careful about their actions and omissions in order to avoid harming others.

Organizational Culture of Ritz-Carlton Research Paper

Organizational Culture of Ritz-Carlton - Research Paper Example Some organizations encourage their employees to be more innovative and to take more risks than other organizations.The second characteristic of organizational culture is attention to detail. This characteristic of organizational culture explains the degree to which a corporation encourages its employees to be precise in their work and to pay close attention to details.  The third characteristic of organization culture is outcome orientation. This characteristic of organizational culture explains the degree to which the management of a corporation focuses on the outcomes, rather than on the processes that brings about the outcome.The fourth characteristic of organizational culture is people orientation. This characteristic of organizational culture explains the degree to which the management of an organization focuses on the effect that the activities and the decisions made by the management of an organization will have on the people within the organization.The fifth characteristic of organizational culture is team orientation. This characteristic of organizational culture explains the degree to which work activities within an organization are organized around teams, rather than individuals.The sixth characteristic of organizational culture is aggressiveness.   This characteristic of organizational culture explains the degree to which an organization encourages its employees to be aggressive or adventurous, and competitive.The seventh characteristic of organization culture is stability.