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Dr. Cuadra’s video lecture that social vulnerabilities are easily distinguishable (Cuadra,2022)

vulnerabilities are very similar when it comes to Nepal or any other similar developing countries. We already know a lot about different types of vulnerabilities from this course. I will try not to repeat myself. We can see from Dr. Cuadra’s video lecture that social vulnerabilities are easily distinguishable (Cuadra,2022). First of all, the population of Nepal is very poor. As mentioned in the lecture, it is an ethnic-based society. There are a lot of different ethnicities, sects, religions, casts. And people are treated differently depending on where they are belonging. I know, it is 2022 and sounds crazy but what you can do. Some people think that they are superior to others just because they belong to some sect. There should not be any room for discrimination, marginalization, and inequality in a society that wants to prosper. Economic factors are clear as the sky. A poor country that mainly depends on the agricultural sector and some tourism. Relying heavily on one industry with poor regulation makes people a lot more vulnerable to disasters. Physical vulnerabilities are probably the most distinguishable. The large rural sector with pour construction regulation and almost no roads. Economically struggling authorities set building standards for country regions and do not provide finances to implement the standards on the level required for disaster-prone countries (Grunewald,6). As you know, building standards in highly seismic areas are the most strict and not easy to implement. Not only from a financial standpoint but from a construction standpoint. Where are you going to finds experienced trades with equipment and knowledge required to build a multi-level house per the highest seismic region standards per 7.8 magnitudes (Bhagat,1861)? Especially in Nepal. So, authorities have to be cognitive of that and not just assume that what is in the books is going to be in reality unless it is supervised vigilantly.

Physical factors had a big impact after the earthquake. Many buildings were damaged causing casualties, and help could not get to rural areas on time because of a lack of transportation infrastructure. The economical sector got hurt badly because tourism was a big part of it and many tourist locations were damaged. Also, it took a lot longer for rescue teams to get to rural sectors.     

Cuadra, J. (2022). Week 14 Hazards and Development: Nepal Gorkha Earthquake 2015 Video Lecture. https://canvas.fsu.edu/courses/188584/pages/gorkha-earthquake-nepal-video-lecture?module_item_id=3572406

Grunewald, F. (2016).  Nepal Earthquake: a rapid review of the response and a few lessons learned. (p.6 ).

Chapter 3 and 4. Groupe, U.R.D.

Bhagat, S. (2018).  Damage to Cultural Heritage Structure and Buildings Due to the 2015 Nepal Gorkha. (p.1861). Journal of Earthquake Engineering 2018, Vol 22, No.10,1861-1880

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Organizations easily develop compensation structures

Topic: Can organizations easily develop compensation structures that are both internally consistent and market competitive at the same time? What are some of the challenges to this goal? What are some compensation strategies organizations can use to attract and retain top talent? Cite at least two outside sources as references in support of your initial response.

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Can organizations easily develop compensation structures that are both internally consistent and market competitive at the same time?

            Studies have showed that it is possible for organizations to develop a compensation structure that are both internally consistent and market competitive at the same time, but it is not always easy(Martocchio, 2014). Analysis have showed that internally consistent compensation systems constitute a concise definition of relative value of each job among all jobs within a company. To achieve this, organization uses a simple, yet very fundamental principle for building internally consistent compensation systems.

What are some of the challenges to this goal?

In addition, internally consistent compensation system enables the organization to create formally structured job description by analyzing job. But this can also make organization to enter into problems by paying higher wages to retain competitive advantage in the market(Martocchio, 2014). For the organization to retain competitive in the market, it should develop and implement market-competitive pay system. This is a very challenging for some companies since they pay high competition than the counterparts.

What are some compensation strategies organizations can use to attract and retain top talent?            Analysis have showed that successful compensation strategies constitute high paid salary, comprehensive incentives and the over the top popular nonconventional benefits. For example, an organization like Google provide a wide variety of benefits to attract and retain top talent(Cadwell, 2018). This compensation strategy goes beyond the regular discretionary benefit such as retirement pensions, dental and medical benefits…………………………………………………………………………………………………

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