The Mail is Arriving Way too Late, Watchdog Reports

Even by the U.S. Postal Service’s (USPS) own recently lowered standards, mail delivery has become unacceptably slow, according to a federal inspector general. In fact, the number of letters being delivered late has increased by 48% in the 6 months since January 1, 2015, USPS Inspector General (IG) Dave Williams noted in a Management Alert sent to the Postal Service on August 13, 2015. In his investigation, IG Williams found that, â€Å"Mail was not being processed timely throughout the country.† Why Is the Mail Slower? On January 1, 2015, the Postal Service, in yet another attempt to save money it doesn’t have, lowered its own mail delivery service standards basically allowing mail to be delivered over a longer period of time than before. For example, where 2-day delivery of First-Class mail had been required before, 3-day delivery is now the acceptable standard. Or, â€Å"slow† is the new â€Å"normal.†Ã‚   [ Postal Services Losses by Year ] The move also paved the way for the Postal Service to go ahead with the closure of some 82 mail sorting and handling facilities across the nation, an action 50 U.S. Senators had recommended against. â€Å"The impacts on customer service and employees have been considerable,† Williams wrote of the lowered delivery standards and facility closures. The IG also noted that the delays had been â€Å"compounded† by two other factors: winter storms and employee scheduling issues. â€Å"Postal Service management stated a large number of winter storms disrupted service from January through March 2015, particularly for mail requiring air transportation,† wrote the IG. â€Å"Additionally, winter storms shut down highways on the East Coast and closed a contractor’s hub in Memphis, TN, delaying mail across the country.† As a result of the reduced delivery standards and facility closures, over 5,000 postal workers were assigned new job duties and were forced to change from working night to day shifts. This required staffing realignments and training of mail processing employees on new jobs, creating an inefficient workplace, according to the IG. How Slow is the Mail Now? IG Williams’ investigation showed that letters classified and paid for as 2-day mail took at least three days to arrive from 6% to 15% of the time from January to June in 2015, a service decline of almost 7% from the same period in 2014.   Five-day mail got even slower, arriving in six days or longer from 18% to 44% of the time for 38% service decline since 2014. Overall, during the first six months of 2015, 494 million pieces of mail failed to meet delivery time standards, a late delivery rate 48% higher than in 2014, investigators concluded. [ Door to Door Postal Services Might Be a Thing of the Past ] Remember when local First-Class letters were usually delivered the next day? Well, the Postal Service eliminated that service in January 2015 in preparation for its mail-handling facility closures. For all classes of mail, the new â€Å"relaxed† delivery standards have allowed the Postal Service one extra day to deliver as much as 50% of all mail traveling outside the Zip Code in which it was mailed, according to the IG’s report. Despite the predicted, but highly unlikely demise of â€Å"snail mail,† Postal Service statistics, show that the USPS handled 63.3 billion pieces of First-Class mail in 2014. Of course, that was 34.5 billion fewer pieces of mail than the 98.1 billion letters handled in 2005. In 2014, a focus group representing a cross-section of postal customer, told Postal Officials they would be willing to accept lowered delivery standards if it meant saving the Postal Service. Be careful what you ask for. What the Inspector General Recommended While noting that mail delivery times had improved recently, IG Williams warned that the level of service is still not where it was during the same period last year. To deal with the issue, IG Williams recommended the Postal Service put its plans for a second round of mail handling facility closures and consolidations on hold until it had corrected its staffing, training and transportation problems related to the lowered delivery standards. [ Back When You Could Mail a Baby ] Postal Service officials disagreed with the IG’s recommendation to put the facility closures on hold until delivery problems are solved. In May 2015, Postmaster General Megan J. Brennan put a temporary hold on further facility closures, but did not indicate when or under what conditions they would resume.

The Buddhist Theory Of Human Nature - 1147 Words

Proving Buddhist theory of human nature is more plausible than Hindu theory of human nature is important because it helps one have a better understanding of the world. This essay shows that Buddhism is more practical than Hinduism and it is relevant because science is dominant in determining what is true and what is not. Buddhism is closer to the scientific world because it uses sensory information to achieve data. All truth is found through sensory experience, which is what Buddhism believes in. Humans need to understand that the changing world is the real world. Everything constantly changes and there is nothing that is permanent. I will prove that the Buddhist theories of human nature is more plausible than the Hindu theories of human nature. Buddhism denies that there is no permanent self and everything constantly changes. On the other hand, Hindu’s believe there is something called an Ä€tman; believing there is such thing as a â€Å"permanent Self† which can not be possible. The Hindu theories of human nature is not logical, since there is proof that everything is constantly changing. Buddhism is much more empirical compared to Hinduism, making Buddhism much more convincing in the modern world. Hinduism and Buddhism are similar in some aspects but very different in other. Both traditions use the â€Å"chariot metaphor† to describe their position. The Hindus use their version of the metaphor to describe and make sense of the Ä€tman. On the other hand, Buddhists use their metaphorShow MoreRelatedBuddhism : Buddhism And Buddhism1009 Words   |  5 Pages Zen Buddhism isn’t exactly a â€Å"religion†, but a way of living. It creates peace within the human mind that allows one to grow, develop and look at the world more positively. Originating in China in 650 C.E., Zen Buddhism is a combination between Indian Mahayana Buddhism and Taoism. Mahayana Buddhism promotes bodhisattva, which is practicing the way of life in t he direction of Buddha. Taoism is a religion developed by Lao-tzu, a Taoist philosopher, and focuses on obtaining long life and good fortuneRead MoreBuddhism s Obligation Towards The Natural World1373 Words   |  6 Pages Abstract: Buddhism encourages a harmonious relationship with nature. Throughout Buddhist doctrine, there are examples of humankind’s obligation towards the natural world. This link between a religious philosophy and environmentalism is essential for those who practice the religion. Through understanding the sacred texts of Buddhism and discussions of Buddhist practice towards nature, one can arrive at the conclusion that within Buddhism God is green. To successfully practice the religion followersRead MoreThe Simile Of The Chariot Is A Passage From The Milindapaà ±ha,1405 Words   |  6 PagesThe Simile of the Chariot is a passage from the Milindapaà ±ha, which are composed of questions asked by Menander I, king of Bactria to the Buddhist monk NÄ gasena. Using the simile of the chariot, the monk explains to the king the concept of non-self. The chariot itself is used many times in Buddhist allegories, with this passage being the most famous. The subject of AnattÄ , or non-self, is one of the fundamental precepts of Buddhism. It is one of the doctrines that allows the cessation of suffering;Read MoreConfucianism, Hinduism, Buddhism, And Platonism1045 Words   |  5 PagesWhat Are We - What are we? In this essay, I’ll be comparing and contrasting the four views of human nature that we have studied so far – Confucianism, Hinduism, Buddhism, and Platonism – critically examining their similarities and differences. Also, I’ll be explaining which one I think provides the most plausible understanding of what we are. First, I will introduce each of the four views of human nature by defining them. Then, I will elaborate and thoroughly explain what each one claims that we areRead MoreHappiness Is The Most Important Aspect Of The Mind920 Words   |  4 PagesBuddhists believe happiness is being able to realize that no matter what you think about the circumstances that define your life, you are already good, whole and complete. It’s about recognizing the inherit potential in your mind. Happiness is being awakened to the full potential of his own nature. People have to change their mindset in order to achieve happiness for example someone who suffers from anxiety may have a attack they can believe they are having a nervous breakdown or you can confrontRead MoreApol 104 Critical Thinking Assignment Essay926 Words   |  4 Pagesall-powerful God that created the universe. They look to Buddha, the religion’s founder, for a model of how to behave. In the Buddhist view, the universe is infinite in both time and space and the universe is created and destroyed over and over again in a process we call natural evolution. The Question of Identity Buddhist considers all life to be sacred and/or spiritual in nature. They believe in reincarnation and a person’s spiritual future is based solely on one’s good or bad actions in this lifetimeRead MoreBuddhism And Their Beliefs Of Buddhism1518 Words   |  7 Pagesthe context in which evil and good are understood is amoral. Karma is understood as nature s balance and is not personally enforced. Nature is not moral and karma is not a moral code. Sin is not ultimately immoral. The Five Precepts of Buddhism: 1. Avoid harming any living thing, and cultivate deeds of metta(loving kindness). 2. Avoid taking things that you have not been given, and cultivate a generous nature. 3. Avoid sexual wrongdoings, and cultivate simple contentment. 4. Avoid telling liesRead More Hopeless and Absurd - Existentialism and Buddhism Essay1536 Words   |  7 PagesHopeless and Absurd - Existentialism and Buddhism Perhaps the most telling symptom of existentialist philosophers is their ever-divergent theories on the fundamental characteristics of human life and their steadfast refusal to assign an explicit meaning or reason to our existence at all. Contrary to criticism which therefore labels the movement cynically nihilistic, existentialism justifies life with reasoning similar to that of Zen Buddhism. Specifically, the notions of hopelessness and absurdityRead MoreDifferences Between Christianity And Buddhism1481 Words   |  6 PagesThe first of Sire’s question asks about the prime reality, or what is otherwise known as the really real (Sire, 2015). For a Christian, this can easily be summed up as God, the creator of all people, and everything around us (Gen 1:1-2, NIV). For Buddhists, the answer is not as easy. Those who practice Buddhism, in its original form, are somewhat atheistic. They are devoted to the Buddha, which is a descriptive title that means â€Å"Awakened One or Enl ightened One† (Harvey, 2012, p. 1), but do not necessarilyRead MoreBuddhism, Christianity, And The Prospects For World Religion1392 Words   |  6 PagesBuddhism and incorporate them in his/her own way of life because both religions basically believe in God. More so, both religions have some common teachings in them; the teaching of love, compassion, and kindness which of course do not miss in moral human beings. At the same time, there is no limit of people adopting teachings from either religion. A Christian may choose to undergo training in meditation, concentration, and onepointedness of mind (538) which is practical because these are common ideas

Workplace Diversity in Australian Organisations

Question: Discuss about theWorkplace Diversity in Australian Organisations. Answer: Introduction The intention of this essay is to highlight the workplace diversity within the Australian organisations. Globalization, immigration, technological development and establishment of multinational corporations have given rise to extended workplace diversity. Primarily in the organisations of Australia, there has been observed upsurge workplace diversity and its associated benefits and issues.[1] The first paragraph of the essay will highlight the workplace diversity through the gender inequality prevailing in leadership in the Australian organisations and will have its emphasis upon the issues raised because of cultural diversity at the organisational workplaces. The second paragraph will throw lights upon the reasons the arsons because of which there takes place gender diversity inequality within Australian organizations and the implication of this workplace diversity on the organisational behaviour of the employees. The third paragraph will provide information regarding the diversity inequality, positive and negative impact of lack of workplace diversity and the ways in which challenges of diversity can be managed. Examining Diversity within the Australian Workplace There are several kinds of workplace diversity present in the organisations which creates barricades for the continuous success and growth of an organisation. In the Australian organisations, there has been identified upsurge gender inequality in leadership. Gender inequality can be explained as preference of male employees to be positioned at the managerial and leadership positions in an organisation instead of female employees, irrespective of the knowledge, skills and competence possessed by the female workers.[2] As per the evaluation of the managerial and executive positions at various Australian organisations, it has been identified that, at maximum of the percentage there are male executive at higher authorities in comparison with the number of female directors in the organisations.[3] This shows that there is extended level of gender based diversity and inequality in Australian organisations. There has also been found presence of cultural diversity in the organisations.[4] Th e individuals of diverse cultural groups are deprived of growth opportunities at the workplaces. There is selection of the people of native culture for the managerial and leadership positions in the organisations. This creates a direct impact upon the other employee of diverse cultural groups. There are several negative implications imposed on the individuals because of cultural diversity such as de-motivated employees, decreased productivity and efficiency of the workers, declined organisational productivity, increase in the workplace conflicts, etc. For overcoming the issues of workplace diversity and cultural diversity, there is need of specific and potential tools such as there must be implementation and development of unbroken trainings and programs which helps in managing the workplace diversity. There must also be adequate policies and procedures based on equity so that each and every employee gets an equal opportunity to grow and have managerial authorities. The issue of gender diversity inequality is continuously rising in the Australian organisation. There are several reasons behind this upsurge rate of gender inequality. The primary reason is the culture of the society. There still prevails a man dominating societal culture at various regions of the country. This gives rise to increase number of the male employees at organisation in comparison with squat number of female workers. Another key reason behind the presence of gender diversity inequality is the workplace environment and workplace safety. There are high numbers of cases which are filed in the Australian courts regarding the issues of workplace safety. Female workers are the victims of several incidents at the workplace such as mental and physical harassment, diversity in pays, poor security, lack of maternity leaves, etc.[5] All these issues carets gender inequality in the organisations. As a result of this there is lack of gender diversity at the workplaces which results in male dominating culture prevailing in the organizations, less authoritative positions offered to female employees, lack of support to the female workers etc.[6] To overcome the issues and challenges of gender diversity inequality, the organisations can take use of strategies such as a fixed percentage of female workers to be recruited in the organisation, higher workplace security, incorporation of specific units which take care of the workplace issue faced by women employees, use of benchmarking, rating scale and other performance evaluation tools for having appropriate evaluations of the performance of the employees and offer adequate growth opportunities to female workers. All this will help in eradicating the issues of workplace gender diversity inequality issues.[7] There are various other workplace diversity issues such as related to diverse ethnic groups, diverse behaviour styles, diversity related to age of the individuals and employees suffering from disability.[8] All these firms of workplace diversity are beneficial as well as hazardous for the Australian organisations. The challenges developed because of these diverse groups comprises of difference of opinions among the employees of diverse age groups and it leads to organisational conflicts. There are several issues arise in change management programmes as because of diverse ethnicity and cultures, it is not easy to get adjust with the changes made in the organisational culture and functions.[9] There are several benefits also of increased workplace diversity such as higher adaptability towards change, increased organisational productivity, and development of innovative ideas, higher organisational creativity and brand image. There is also attained competitive benefits and greater captur ing of market opportunities.[10] Conclusion From this essay it can be analyzed and concluded that there is higher workplace diversity in Australian organisations. But there are three major challenges confronting organization when it comes to diversity. The first challenge is the gender inequality. This can be overcome through recruitment of increased number of female workers as well as by offering them managerial positions so that they can be motivated to work. The second challenge is cultural diversity. To overcome this, there must be informal association among the employees as well there must be formed teams and employees must develop their interaction with individuals of diverse cultural groups. The third challenge is that the leadership positions are more of packed by the native people. This can be overcome by incorporating appropriate policies for evaluating the performances of the employees and offering equal opportunities of development and growth to every organisational individual. Bibliography Ali, M., Ng, Y. L., Kulik, C. T. (2014).board age and gender diversity: A test of competing linear and curvilinear predictions.Journal of Business Ethics,125(3), 497-512. Berman, E. M., Bowman, J. S., West, J. P., Van Wart, M. R. (2012).Human resource management in public service: Paradoxes, processes, and problems. Sage. Bertrand, M., Hallock, K. F. (2001).The Gender Gap in top corporate jobs.Industrial Labor Relations Review,55(1), 3-21. Campbell, K. Minguez-Vera, A. (2008). gender diversity in the boardroom, and firm financial performance. Journal of Business Ethics, 83(3), 435 451. EvElinE, J., BaCChi, C. (2010). obeying organisational rules of relevance: Gender analysis of policy.Welcome to the electronic edition of Mainstreaming Poli-tics. The book opens with the bookmark panel and you will see the contents page. Click on this anytime to return to the contents. You can also add your own bookmarks., 283. Green, K., Lpez, M., Wysocki, A., Kepner, K., Farnsworth, D., and Clark, J.L. n.d. Diversity in the Workplace: Benefits, Challenges, and the Required Managerial Tools, University of FLORIDA, Pp.3. Hutchinson, J., Eveline, J. (2010). Workplace bullying policy in the Australian public sector: why has gender been ignored?.Australian Journal of Public Administration,69(1), 47-60. Kormanik, M. B., Chyle Rajan, H. (2010). Implications for diversity in the HRD curriculum drawn from current organizational practices on addressing workforce diversity in management training.Advances in developing Human resources,12(3), 367-384. Mahadeo, J., Soobaroyen, T., Hanuman, V. (2012). Board composition and financial performance: Uncovering the effects of diversity in an emerging economy. Journal of Business Ethics, 105, 375388. Pitts, D. W., Recascino Wise, L. (2010). Workforce diversity in the new millennium: Prospects for research.Review of public personnel administration,30(1), 44-69.