Dissertation Essays and Research Papers

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Title: Memory and Forgetting a Meta analysis

  • Total Pages: 100
  • Words: 27179
  • Bibliography:0
  • Citation Style: APA
  • Document Type: Essay
Essay Instructions: Dissertation/Theses formats.
http://www.gov.harvard.edu/files/form_of_dissertation.pdf.
http://www.yale.edu/graduateschool/academics/forms/formatDissertation.pdf.

The dissertation must be based on research, research results, and scientific methods. You can say what you like or don't like (visual...) but the dissertation must reflect actual information.
Meta-analysis refers to taking many, many studies and comparing them statistically.

Write more on the memory side rather than the forgetting. Are there any memory methods to solve the forgetting problems. Are there any better methods to increase the memory power, such as hypnosis..... practice, training, health food, ... for child or for adult... .

I would like to have the outline of the dissertation first. If 60 days is not enough, more days can given, but I want to have the draft first before the extension.

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References

Bottiroli, S., Rosi, A., Russo, R., Vecchi, T. & Cavallini, E. 2014. 'The cognitive effects of listening to background music on older adults: processing speed improves with upbeat music, while memory seems to benefit from both upbeat and downbeat music.' Front Aging Neurosci, vol.6. pp. 284-. Available from: [November 11, 2014].

Cairney, S.A., Durrant, S.J., Jackson, R., & Lewis, P.A. 2014. 'Sleep spindles provide indirect support to the consolidation of emotional encoding contexts.' Neuropsychologia, vol. 63, pp. 285-92.

Cowan, N. (2008). What are the differences between long-term, short-term, and working memory? Prog Brain Res, 169, pp.323-338. doi: 10.1016/S0079-6123(07)00020-9

Lo, J.C., Dijk, D.J., & Groeger, J.A. 2014. 'Comparing the effects of nocturnal sleep and daytime napping on declarative memory consolidation. PLoS One, vol. 9, no. 9, e108100. Available from: . [4 November 2014].

Pidgeon, L.M., & Morcom, A.M. 2014. 'Age-related increases in false recognition: the role of perceptual and conceptual similarity.' Front Aging Neurosci, vol. 6. pp.283-. Available from: . [11 November 2014].

Schilling, C.J., Storm, B.C., & Anderson, M.C. 2014. 'Examining the costs and benefits of inhibition in memory retrieval.' Cognition, vol. 122, no. 2, pp. 358-70.

Spitzer, B. 2014. 'Finding retrieval-induced forgetting in recognition tests: a case for baseline memory strength. Front Psychol., vol. 5, pp. 1102-. Available from: . [4 November 2014].

Tu, S., Miller, L., Piguet, O., & Hornberger, M. 2014. 'Accelerated forgetting of contextual details due to focal mediodorsal thalamic lesion.' Front Behav Neurosci, vol. 8, pp.320-. Available from: . [4 November 2014].

Vlach, H. & Kalish, C. 2014. 'Temporal dynamics of categorization: forgetting as the basis of abstraction and generalization.' Front Psychol, vol. 5, pp.1021-. Available from: . [4 November 2014].

Walter, S. & Meier, B. 2014. 'How important is importance for prospective memory? A

review.' Front Psychol, vol. 5, pp. 657-. Available from: . [4 November 2014].

Weinmann, S., Roll, S., Schwarzbach, C., Vauth, C. & Willich, S. 2010. 'Effects of Ginkgo

biloba in dementia: systematic review and meta-analysis.' BMC Geriatr, vol. 10, pp.14-. Available from . [9 December 2014].

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Title: Dissertation prospectus Running Head ISSERTATION PROSPECTUS 1 Disintegrating Relationship organizational leaders employees Submitted Andre Alexandre Jr Grand Canyon Univers ity Phoenix Arizona Feb 05 2014 Introduction Organizational leadership behavior employees significantly affect perception workplace contribute organization high performance essentially create maintain a proper organizational culture lead success organization

  • Total Pages: 10
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  • Document Type: Research Paper
Essay Instructions: Dissertation prospectus Running Head: ISSERTATION PROSPECTUS 1
Disintegrating Relationship between organizational leaders and employees
Submitted by



Andre Alexandre Jr



Grand Canyon Univers ity
Phoenix, Arizona
Feb 05, 2014





Introduction
Organizational leadership behavior towards employees can significantly affect their perception of the workplace, and contribute to the organization high performance and most essentially create and maintain a proper organizational culture that lead to the success of the organization . The good health of the organization depends greatly on the relationship between leaders and employees. Lately, however, relationship between employees and organizational leaders are sinking with a speedy rate in workplaces .The reason for that escalation in the relationship is unclear. Organizational leadership tend to take employees for granted . They used them in time of organizational needs and ignore their potentiality and their commitment afterward,it seems also that organizational leaders sometimes ignore employees needs and do not thing that employees organizational commitment is important. When employees answer the organization?s call and are willing to cooperate in time of hard ship, leaders should recognize them for their efforts put together . According to (Podsakoff, 2006), satisfied employees generally are easier to perform contributions role that exceed other role. If employees are satisfied then propensity to commit becomes stronger because there is what is called reciprocity norm or psychological contract (Carol, 2007). Evidence suggests satisfied employee likely to speak positively about organization, helping co-workers, and making their performance beyond normal estimates, more than that the satisfied employees are more obedient to duty call (Robbins, 2006).
This study will contribute to existing knowledge in that most studies focus on rewards such as pay increase or higher position , but employees feeling and emotions, fairness, and justice should be taken into consideration in the process . Organizational leaders need employees to support the organizations in hard time, they should recognize them after economic stress is over . Employees are normally concerned about the fairness of outcomes rather than the fairness of procedures( Greenberg, 2005). Procedural justice, according to Greenberg (2005), is one of the forms of organizational justice. Greenberg defined organizational justice as a term used to describe the role of fairness in the work place. It is concerned with the ways in which employees determine if they have been treated fairly in their jobs as well as the ways in which those determinations can affect other work-related influences . A poor relationship between organizational leadership and employees create a controversial atmosphere within the place , and that could have a negative
DISSERTATION PROSPECTUS 3
effect on the organization objectives. At the beginning of the 21st century, employee?s animosity towards organizational leaders are speedily increasing. In time of hardship, leaders tend to convince employees to support the organizations by accepting to perform extra task in order for the organization to remain operative. When leaders expect employees cooperation during the organizations rainy days , they must acknowledge and show understanding after recovery, otherwise that will create unsatisfactory , which will affect the organization culture and performance. Lately, the relationship between organizational leaders and employees are disintegrating on a daily basis.
The research rationale is whether the relationship between employees and leaders is motivated by leaders lack of recognition of employees support and commitment to the organization, or whether organizations are at risk to pay the price of this poor relationship. This study is important to conduct because this interaction between leaders and employees treating to have significant effects on employee performance .
Background of the Study
Organizational leaders should create a positive leader-employee relationship and to promote interaction which would be essential quality that leaders can implement to motivate employees to improve the effectiveness of their performance . Therefore, theThis study?s focus will be on the employees and leaders relationship, and at the same time some questions or concerns will be examined eventually. Without any doubt, certain aspects of research and practice in organizations will be challenged.The relationship between employees and leaders is disintegrating daily and organizations continue to be at risk of suffering from the existing conflict. The internal culture of an organization is usually determined by leadership behavior and the perceptions of employees in the workplace. Leadership in an organization is usually a two-sided interaction between leaders and employees to achieve a common objective (Holloway, 2012, p.10 ). Therefore, this study will use a qualitative approach to examine a number of circumstances, and one of them is the growing intensity between employees and leaders. Engagement provides the basis for leaders to influence the behaviors of their employees while simultaneously influencing their perceptions (Albrecht, 2010, p. 27). .
DISSERTATION PROSPECTUS 4
The disintegrating relationship between employees and leaders is attributed to various factors including the failure to focus on employees? emotions at work, stressful events, and physical settings. Actually, many studies on employee-leader relationship have primarily focused on employees? production and rewards without examining the human side of these employees, which has a significant effect on the relationship. These studies have failed to address the consequences of leaders? behavior on employees? feelings and contributed to ineffective organizational leadership that continues to affect the personal life and behaviors of employees .
The second reason for disintegrating relationship between employees and leaders is the actions taken by organizational leadership during times of economic and financial hardships (Goswami, 2013, p.8). In most cases, organizations are forced to downsize personnel to reduce their payroll. As a result, the remaining workforce is required to collaborate with leaders in accepting to carry out extra task through sharing the leftover workload for the organization to remain fully operational. Employees put their efforts together in helping the organization to deal with the effects of economic hardship in the hope of being recognized afterward, instead they found themselves still budding workloads and not seeing any reward coming their way, even though the economy resurfaces. This not only contributes to low employee morale but affects their relationship with leaders because they do not perceive the workplace as fair. Employees view of leaders practices should have a direct impact on their performance and help improve their achievement( Richards,2007).The study will focus on examining some more issues, such as the nature and purpose of organizations.
Even though this relationship has continued to disintegrate, these employees are currently juggling multiple roles without any recognition, pay increase or promotion. They are being derogated and feel disenfranchised. The worst outcome of this problem is that some employees become depressed because they have no choice but to stay with these organizations. The study will use person to person interviews which can be held through telephone/video call to have a better understanding of the nature of the conflict between leaders and employees, both leaders and employees will be observed and interviewed. Consequently, many organizations continue to
DISSERTATION PROSPECTUS 5
have discouraged employees. Notably, one of the major problems of modern organizations is the lack of trust between employees and leaders (Abrrow et. al., 2013, p.26).

Problem Statement
It is not known how the concept of leadership in organizations has come to limelight after the mid twentieth century when nations of the world realized that organizations are growing everywhere, and play a vital role in shaping the economic, social, cultural and political norms, and values of a society . Nevertheless, continuous challenges in relationship between leaders and employees are further creating obstacles for leaders to cope with the situation (Smith & Hughey, 2006). Leaders?behavior in the workplace has created major problems for organizations and employees as well. Employees complaint that their pay increases do not cover the annual inflation rates, thus resulting in lessened purchasing power, even though they are loyal and committed to the organizations. Another concern is way they have treated after cooperating with these organizational leaders in time of crisis, there is no recognition whatsoever..The relationship between employees and leaders has been disintegrating on a daily basis and that is a threat to the productivity of the organization s. The study is worthwhile since organizations continue to retain a workforce that is demoralized and people are forced to stay only because of personal financial engagement .
Therefore, conducting the research will help identify ways in which organizations can address these challenges and create a system of high motivation and satisfaction among employees across all their operations.
Purpose of the Study
The purpose of this qualitative study is to examine in depth the the relationship between organizations leaders and employees, where organizational leadership aims to win the commitment and loyalty of personnel in order to achieve efficiency and effectiveness , but ignore employees commitments and needs. Leaders in organizations must possess strong negotiation
DISSERTATION PROSPECTUS 6
skills, since they have to maintain a balance between the needs and demands of employees, and external stakeholders (Smith & Hughey, 2006). The current study will examine the main issues, by using interviews within the organizations to examine the role of key people such as leaders and will use method of observation to investigate and address the causes and effects of poor relationship that exist within most organizations.
The study will also explore why the relationship between organizational leaders and employees continue to disintegrate and whether organizations are at risk of paying the price of the existing problem. The study will be carried out on the basis of the effect of poor relationship on employee perception of the workplace. The reason for such consideration is that leaders? behaviors influence employees? perception of justice and fairness in the workplace and employee citizenship behavior can make an organization successful . The study will use MLQ to measure the leadership styles and employees perception of the workplace.
Research Questions
The following research questions guide this study.
Research Question 1: Why is the relationship between organizational leaders and employees disintegrating every day ?
Research question2:How the poor relationship between leaders and employees can affect the organization performance?
Research Question 3: How are organizations at risk to pay the price of the existing conflict?
Significance of the Study
This study is important to conduct because it will help in identifying the reasons for and magnitude of the disintegrating relationship between organizational leaders and employees . In addition, this study will help determine why and how organizations are at risk of suffering from the consequences of the existing conflict. The study will help in identifying ways organizations can use to promote healthy relationships between leaders and employees and ensure that they retain a workforce of highly motivated and satisfied employees who remain committed to the organization for the right reasons. Since many studies have primarily focused on employees? production and rewards, this research will provide insights on the need to focus on the human side of employees i.e. their emotions at work, stressful events, and physical settings. As a result, the study will provide a different dimension of understanding employees? perception of the workplace based on addressing their human side in daily interactions with leaders.
Preliminary Review of the Literature
According to Swindall (2011), employees? ability to engage is affected by various factors including the type of relationships with organizational leaders (p. 212). While leaders can create performance goals, employees experience difficulties in meeting these goals if their relationship with leaders is disintegrating. Broner (2009), states that employees? perceptions of workplace fairness in light of leaders? attitudes towards subordinates have significant effects on employee retention (p.19). For instance, the fast food industry experience annual high turnover rates of employees because of poor relationships between leaders and workers. Smither & London (2009), state that disintegrating relationship between leaders and employees is demonstrated in interpersonal aggression toward employees. This kind of treatment is specifically strong when employees work for financial need instead of personal fulfillment purposes. The existing literature shows that ?
? Employee retention is affected by their perceptions of workplace fairness and justice, which are dependent on organizational leaders? behaviors.
? While some employees are forced to stay and be committed to organizations because of lack of alternatives, high turnover rates are experienced in some industries because of disintegrating relationship between employees and leaders.
? Disintegrating relationship between employees and leaders is demonstrated in aggression where organizational leaders take employees for granted.
? When employees have poor relationships with their leaders, they stay and commit to the organization for financial gain rather than personal fulfillment reasons.

DISSERTATION PROSPECTUS 8
Research Methodology
The general approach of this research is qualitative study, which seems to be the most appropriate research methodology for the problem. The rationale for selecting this research methodology is that the research focuses on understanding a human or social issue through developing a holistic view. Since the problem under evaluation does not require analysis of statistical procedures, qualitative study is the best methodology. Furthermore, this method is appropriate because there is very little knowledge regarding the phenomenon being explored. Data collection methods to be used in the study are observations, individual interviews, and analysis of documents and materials. The qualitative study will demonstrate investigate how leaders? negative behavior influences employee perception of fairness and affect their relationship. Secondly, the study will also show how organizations can pay the price for this conflict.
Research Design
The study will use grounded theory research design , which is research based on observations or data from various data sources. This design aligns with the research methodology since the data sources will provide information that will be subjected to analysis and review. The design is appropriate because the problem has gained minimal focus in the past though employees are ready to provide information that will address the issue. In addition, the phenomenon being evaluated is based on generation of theory rather than theory description or testing.
Source of Data
The types of data that will be collected in the study include relationship between leaders and employees, the link between leadership behavior and employees? perception, and employees? production and rewards. The data will be gathered from organizational leaders and employees as well as documents and materials that address the problem.


DISSERTATION PROSPECTUS 9
Data Collection and Procedures
Interviews are the most frequently used method to explore what leadership patterns exist in organizations. However,this study will use both interviews and observations as methods to collect data. The interview is undoubtedly the most common source of data collection in qualitative studies. For this study?s approach, using person-to-person format is most prevalent for accuracy. Interviews could be formatted from the highly structured style, in which questions will be determined before the interviews, to the open-ended, and conversational format. Twelve(12 )organizations are targeted and will be selected across the states of New York , and the participants will include high ranking leaders such as Presidents ,Vice-presidents, general managers, and departmental supervisors. For the employees, both interviews and observations will be used. For the most part, interviews are more open ended and less structured (Merriam, 2001).In the process, the study will use the same tactic to ask the same questions of all the participants, but the order of the questions, the exact wording, and the type of follow-up questions may vary considerably for leaders and employees.
Since data collection in qualitative research is usually a time consuming process because of research methodology, the data will be collected from a group of 30 participants and evaluation of 7 different documents and materials on the subject. The study tend to use as data collection instruments the Multifactor Leadership Questionnaire (MLQ) 45 item questionnaire with four dimensions (Transformational, Transactional, Laissez-Faire Leadership and Outcomes of Leadership, such as Effort, Effectiveness and Satisfaction) (see Bass, 1998.This instrument have been systematically developed and tested in relation to subordinates outcomes, has been scientifically studied tend to be appropriate for this study.This will be followed by making observations on the participants during direct interactions. The final step in the process will be analysis of current literature regarding the relationship between employees and leaders in organizations.
Data Analysis Procedures
This study will use simple Correlation to analyze the relationship bwrween leaders and employees relationship, transformational leadership dimensions of organizational leaders. Based on the relationship of thematic analysis to phenomelogy, this study will use a thematic analysis of data, where it will focus on recurring themes and patterns in the process. To be more specific, coding will play a critical role in the analysis process of the data collected from participants. In the process, Creswell?s (2007) linear, hierarchical approach data coding will be used. Three steps will be used in the process: organizing and preparing data for analysis, critically reading through all data, and then coding the data. Emerging, recurring themes, and ideas will be grouped in different categories. That will show how various factors are interrelated and how they can lead to a successful relationship between leadership and employees within organizations. The procedures to be used to conduct the data analysis include constant comparative analysis and discourse analysis. The two procedures will be used in analyzing the first research question to compare the reasons provided by employees and examine the pattern or flow of communication respectively. The second and third research questions will be analyzed through constant comparative analysis to determine the similarities and differences in the risks organizations face because of disintegrated relationship.
Ethical Considerations
There are probable ethical issues that will emerge during the research including employees? concerns on confidentiality, potential legal actions against organizational leaders, and probable victimization of the employees or leaders. In attempts to address these ethical considerations, human subjects will be protected through seeking their informed consent from each of them as well as from the organization. The informed consent will be properly documented and interviews and observations conducted in environments that ensure confidentiality. The protection of human subjects and data will also be enhanced through seeking for Office for Human Research Protections (OHRP) approval. Site authorization will be achieved through seeking approval from the institution and organizations? top management and using contacts that can help remove barriers to entrance.



DISSERTATION PROSPECTUS 11
References:
Abrrow, H.A., Ardakani, M.S., Harooni, A. & Pour, H.M. (2013, July). The Relationship
Between Organizational Trust and Organizational Justice Components and Their Role in Job Involvement in Education. International Journal of Management Academy, 1(1), 25-41.
Albrecht, S.L. (2010). Handbook of employee engagement: perspectives, issues, research and
practice. Northampton, MA: Edward Elgar Publishing.
Broner, S. (2009). Employees? perceptions of leaders? attitudes and employee retention: a
quantitative study on perceived attitudes. Ann Arbor, MI: ProQuest LLC.
Creswell, J.W.(2007). Qualitative inquiry & research design: Choosing among five approaches .(2nd ed.).Thousand Oaks, CA: SAGE.
Goswami, J.H. (2013, March). Sustaining Employee Engagement in the Face of Crisis ? A Test
of Leadership and Introduction of a New Model. International Journal of Research in Computer Application & Management, 3(3), 8-12.
Smith, B.L. & Hughey, A.W. (2006). Leadership in Higher Education- Its Evolution and Potential: A unique role facing critical challenges. Counseling and Student Affairs Faculty Publications, Western Kentucky University.
Holloway, J.B. (2012). Leadership Behavior and Organizational Climate: An Empirical Study in
a Non-profit Organization. Emerging Leadership Journeys, 5(1), 9-35.
Merriam, S. B. (2001). Something old, something new: The changing mosaic of
adult learning theory. Andragogy Today, 4(1), 1-29.

Richards, B. J., & Malvern, D. D. (2007). Validity and threats to the validity of vocabulary assessment. In H. Daller, J. Milton, & J. Treffers-Daller (Eds.), Modelling and assessing lexical knowledge. Cambridge: Cambridge University Press.
Smither, J.W. & London, M. (2009). Performance management: putting research into action.
Hoboken, NJ: John Wiley & Sons, Inc.
Swindall, C. (2011). Engaged leadership: building a culture to overcome employee
disengagement. Hoboken, NJ: John Wiley & Sons, Inc.


DISSERTATION PROSPECTUS
Appendix A
Phenomena and Data Analysis
Table 1
Research Questions Phenomenon (Problem) Being Studied Sources of Data Analysis Plan
1. Why is the relationship between organizational leaders and employees disintegrating every day?
Reasons that contribute to this poor relationship between employees and leaders based on the actions and behaviors of leaders. 1. Individual interviews.
2. Interviews on focus groups.
3. Observations during direct interactions.
4. Documents and Materials. 1. Constant comparative analysis on reasons provided by employees regarding the problem.
2. Discourse analysis of the pattern or flow of communication between employees and leaders.
2. How are organizations at risk to pay the price of the existing conflict? The extent with which organizations suffer due to disintegrating relationship between leaders and workers. 1. Documents and materials.
2. Interviews on organizational leaders. Constant comparative analysis on the similarity and differences of risks that organizations face as stated by different organizational leaders.

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Abrrow, H.A., Ardakani, M.S., Harooni, A. & Pour, H.M. (2013, July). The Relationship Between Organizational Trust and Organizational Justice Components and Their Role in Job Involvement in Education. International Journal of Management Academy, 1(1), 25-41.

Albrecht, S.L. (2010). Handbook of employee engagement: perspectives, issues, research and practice. Northampton, MA: Edward Elgar Publishing.

Broner, S. (2009). Employees' perceptions of leaders' attitudes and employee retention: a quantitative study on perceived attitudes. Ann Arbor, MI: ProQuest LLC.

Creswell, J.W.(2007). Qualitative inquiry & research design: Choosing among five approaches .(2nd ed.).Thousand Oaks, CA: SAGE.

Goswami, J.H. (2013, March). Sustaining Employee Engagement in the Face of Crisis -- A Test of Leadership and Introduction of a New Model. International Journal of Research in Computer Application & Management, 3(3), 8-12.

Smith, B.L. & Hughey, A.W. (2006). Leadership in Higher Education- Its Evolution and Potential: A unique role facing critical challenges. Counseling and Student Affairs Faculty Publications, Western Kentucky University.

Holloway, J.B. (2012). Leadership Behavior and Organizational Climate: An Empirical Study in a Non-profit Organization. Emerging Leadership Journeys, 5(1), 9-35.

Merriam, S.B. (2001). Something old, something new: The changing mosaic of adult learning theory. Andragogy Today, 4(1), 1-29.

Richards, B.J., & Malvern, D.D. (2007). Validity and threats to the validity of vocabulary assessment. In H. Daller, J. Milton, & J. Treffers-Daller (Eds.), Modelling and assessing lexical knowledge. Cambridge: Cambridge University Press.

Smither, J.W. & London, M. (2009). Performance management: putting research into action. Hoboken, NJ: John Wiley & Sons, Inc.

Swindall, C. (2011). Engaged leadership: building a culture to overcome employee disengagement. Hoboken, NJ: John Wiley & Sons, Inc.

Gargiulo, Martin and Mario Benassi, "Trapped in Your Own Net: Network Cohesion, Structural Holes, and the Adaptation of Social Capital," Organization Science, November 2000.

Shawn M. Lofstrom, "Absorbtive Capacity in Strategic Alliances: Investigating the Effects of Individuals, Social and Human Capital on Inter-firm Learning,"

Krebs, V. (2008) Social Capital: the Key to Success for the 21st Century Organization. IHRIM Journal. Vol. XII. No. 5. Retrieved from: http://orgnet.com/IHJour_XII_No5_p38_42.pdf

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Title: Any China related international management topic preferably on China's Healthcare System

  • Total Pages: 34
  • Words: 10562
  • References:34
  • Citation Style: Harvard
  • Document Type: Essay
Essay Instructions: Dissertation Brief
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Thank you for accepting this brief.

This brief is for a full dissertation (all chapters) for a Master's Degree (MSc) in International Management with a strong focus on China.

Topic
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The dissertation topic MUST be to do with a China-related international management/business issue.

The dissertation should be PREFERABLY on an international management/business issue to do with China's Healthcare System*. The attached resources from the client are Healthcare related so this may make it easier for the author to complete the brief.

The author can choose any research question to do with China's Healthcare System they would like to write on.

PLEASE let the client know the topic of the dissertation once the author has chosen one.


* If the author is unable to write the dissertation on China's Healthcare System, writing on an alternative China-related international management/business topic is permissible but please contact the client first before proceeding if this is the case! *


** The dissertation can be either empirical or theoretical.

The author can use secondary data, but please use official and/or academic sources for the data (i.e. not from a newspaper or unofficial websites). Also please state clearly in the methodology and data analysis chapters what data is being used. Please also include SPSS software calculations and Statistical Analysis where relevant.**


Resources
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The client has attached PDFs of academic papers that should be of help to the author.

The author can use these where/if relevant but is not limited to them and can also include other academic and official sources that are appropriate for the topic that the author chooses to write on.

Please do not use unofficial websites as sources.

Content and Structure
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Please write a full dissertation with all the following chapters and an abstract:


1) Abstract
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Please write an abstract of less than 200 words

2) Introduction
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Please include an Introduction chapter to outline the research problem.

3) Literature Review
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Emphasis must be given to the Literature Review chapter which must be a minimum of 3,000 words. (approx 1/3 of total word count)

4) Research Methodology
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Please write a full methodology

5) Data Presentation and Analysis
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Secondary data can be used, please include any tables, graphs, appendices that are nescessary.

Please incluse SPSS software calculations and Statistical Analysis where nescessary.

6) Findings and Conclusions
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Please write a full findings and conclusions chapter.

7) Bibliography / References
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Please include a full bibliography/references section


Finally
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The client has given the author the freedom of deciding the research question, and appreciates the efforts of the author. If there are any queries please do not hesitate to contact the client. Thank you.
There are faxes for this order.

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References

Baru, R.V. 1989. Medicine as business. Economic and Political Weekly, 24(11), pp. 565-566. (Public / Private Mix)

Bloom et al. 2009. Lessons from the Chinese approach to health system development.

Blumenthal D, Hsiao W. 2005. Privatization and its discontents -- the evolving Chinese Health Care System. N Engl J. Med; 353: 1165 -- 70.

China National Health Economics Institute. 2003. China national health accounts report 2003. Beijing: China National Health Economics Institute.

Dib HH, Pan XL, Zhang H. 2008. Evaluation of the new rural cooperative medical system in China: is it working or not? Int J. Equity Health, 7: 17.

Freeman, C.W. & Boynton, X.L. 2011. Implementing healthcare reform policies in China: Challenges and opportunities. < http://csis.org/files/publication/111202_Freeman_ImplementingChinaHealthReform_Web.pdf>

Hassan H. Dib et al. 2009, 'Evaluating Community Health Centers in the City of Dalian, China: How Satisfied are Patients with the Medical Services Provided and Their Health Professionals?'

Hu, T. 2004. Financing and organization of China's health care. Bull World Health Organ. 2004 July; 82(7): 480 Jackson, S., Sleigh, A.C., Peng, L.2005. Health Finance in Rural Henan: Low

Premium Insurance Compared to the Out-of-Pocket System. The China Quarterly,181, pp. 137-157

Hougaard JL, Osterdal LP, Yu Y. The Chinese health care system: structure, problems and challenges.

Hu, X. Cook, S. & Salazar, M.A.2008. Internal migration and health in China. DOI:10.1016/S0140- 6736(08)61360-4.

Letza, S.R., Smallman, C. Sun, X. 2004. Reframing Privatisation: Deconstructing the Myth of Efficiency, Policy Sciences, 37(2), pp. 159-183

.Lim Meng-Kin et al.,2004 'Public Perceptions of Private Health Care in Socialist China', Health Affairs, 23(6),pp. 222-234.

Ma, J. Lu, M. And Quan, H. From A National, Centrally Planned Health System To A System Based On The Market: Lessons From China. Health Affairs, 27(4): 937-948.

Mills, A et al. 2002. The challenge of health sector reformer: what must governments d o?, Palgrave, London.

Palmer, E. 2002. Should public health be a private concern? Developing a public service paradigm in English law. Oxford Journal of Legal Studies, 22(4), pp.663-686.

Roberts MJ, Hsiao, WC, Berman P, Reich MR 2004. Getting health reform right -- a guide to improving performance and equity. Oxford: Oxford University Press.

Starr, P. 1988. The Meaning of Privatization, Yale Law and Policy Review 6, pp. 6-41.

Stoskopf, C.H. & Johnson, J.A. 2010. Comparative Health Systems: Global Perspectives.

Gill, S.S. & Ghuman, R.S. 2000. Rural Health: Proactive Role for the State. Economic and Political Weekly,35(51), pp. 4474-4477

Yip W, Hsiao WC. 2008. The Chinese health system at a crossroads. Health Aff (Millwood) 2008; 27: 460 -- 68.

United Nations Development Programme (UNDP), Human Development Report 2005, UNDP, New York, 2005.

Zhang, Z., Bloom, G. And Fang, L. 2009. The rural health protection system in Health Policy in Transition; The Challenges for China Beijing: Beijing University Press

Zhang, D. Unschuld, P.U. 2008, China's barefoot doctor: past, present, and future. DOI:10.1016/S0140- 6736(08)61355-0

Zhu Chen, 2009. 'Launch of the Health-Care Reform Plan in China', The Lancet, 373(9672), 1322-1324.

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Title: Dissertation development Intellectual Property Laws China Evolution IP laws China China joined WTO

  • Total Pages: 20
  • Words: 6991
  • Works Cited:35
  • Citation Style: APA
  • Document Type: Research Paper
Essay Instructions: Dissertation on the development of Intellectual Property Laws in China. Evolution of IP laws in China, in particular before and after China joined the WTO.

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An, B. (2009). Intellectual property rights in information and communications technology standardization: High-profile disputes and potential for collaboration between the United

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Appendix A

Procedures for notifying and sharing information: TRIPS laws and regulations

RESTRICTEDPRIVATE

World Trade

IP/C/5

30 November 1995

OrganizationADVANCE U 4.25

(95-3870)

Council for Trade-Related Aspects

of Intellectual Property Rights

CHECKLIST OF ISSUES ON ENFORCEMENT

Decision of the Council for TRIPS of 21 November 1995

In providing information on national enforcement law and practices in response to the checklist of issues below, as soon as possible after the time that a Member is obliged to start applying the provisions of the TRIPS Agreement on enforcement, each Member should identify the relevant provisions of national laws and regulations. Where a response differs according to the intellectual property right (IPR) in question, the response should be given on an IPR-by-IPR basis. The checklist follows the structure of Part III of the TRIPS Agreement; when considering what information would be relevant in response to the issues listed, Members may wish to consult the corresponding provision of Part III of the TRIPS Agreement on the Enforcement of Intellectual Property Rights.

The checklist will be reviewed by the Council, in the light of experience at the end of 1997, inter alia to identify any elements which have proven unduly burdensome in relation to the usefulness of the information provided.

Civil and Administrative Procedures and Remedies

(a)

Civil judicial procedures and remedies listnum "WP List 1" l 1 Specify the courts which have jurisdiction over IPR infringement cases.

listnum "WP List 1" l 1 Which persons have standing to assert IPRs? How may they be represented? Are there requirements for mandatory personal appearances before the court by the right holder?

listnum "WP List 1" l 1 What authority do the judicial authorities have to order, at the request of an opposing party, a party to a proceeding to produce evidence which lies within its control?

listnum "WP List 1" l 1 What means exist to identify and protect confidential information brought forward as evidence?

listnum "WP List 1" l 1 Describe the remedies that may be ordered by the judicial authorities and criteria, legislative or jurisprudential, for their use:

-injunctions;

-damages, including recovery of profits, and expenses, including attorney's fees;

-destruction or other disposal of infringing goods and materials/implements for their production;

-any other remedies.

listnum "WP List 1" l 1In what circumstances, if any, do judicial authorities have the authority to order the infringer to inform the right holder of the identity of third persons involved in the production and distribution of the goods or services found to be infringing and of their channels of distribution?

listnum "WP List 1" l 1 Describe provisions relating to the indemnification of defendants wrongfully enjoined. To what extent are public authorities and/or officials liable in such a situation and what "remedial measures" are applicable to them?

listnum "WP List 1" l 1 Describe provisions governing the length and cost of proceedings. Provide any available data on the actual duration of proceedings and their cost.

(b)

Administrative procedures and remedies listnum "WP List 1" l 1

Reply to the above questions in relation to any administrative procedures on the merits and remedies that may result from these procedures.

Provisional Measures

(a)

Judicial measures listnum "WP List 1" l 1 Describe the types of provisional measures that judicial authorities may order, and the legal basis for such authority.

listnum "WP List 1" l 1In what circumstances may such measures be ordered inaudita altera parte?

listnum "WP List 1" l 1 Describe the main procedures for the initiation, ordering and maintenance in force of provisional measures, in particular relevant time-limits and safeguards to protect the legitimate interests of the defendant.

listnum "WP List 1" l 1 Describe provisions governing the length and cost of proceedings. Provide any available data on the actual duration of proceedings and their cost.

(b)

Administrative measures listnum "WP List 1" l 1 Reply to the above questions in relation to any administrative provisional measures.

Special Requirements Related to Border Measures

listnum "WP List 1" l 1 Indicate for which goods it is possible to apply for the suspension by the customs authorities of the release into free circulation, in particular whether these procedures are available also in respect of goods which involve infringements of intellectual property rights other than counterfeit trademark or pirated copyright goods as defined in the TRIPS Agreement (footnote to Article 51). Specify, together with relevant criteria, any imports excluded from the application of such procedures (such as goods from another member of a customs union, goods in transit or de minimis imports). Do the procedures apply to imports of goods put on the market in another country by or with the consent of the right holder and to goods destined for exportation?

listnum "WP List 1" l 1 Provide a description of the main elements of the procedures relating to the suspension of the release of goods by customs authorities, in particular the competent authorities (Article 51), the requirements for an application (Article 52) and various requirements related to the duration of suspension (Article 55). How have Articles 53 (security or equivalent assurance), 56 (indemnification of the importer and of the owner of the goods) and 57 (right of inspection and information) been implemented?

listnum "WP List 1" l 1 Describe provisions governing the length and cost of proceedings. Provide any available data on the actual duration of proceedings and their cost. How long is the validity of decisions by the competent authorities for the suspension of the release of goods into free circulation?

listnum "WP List 1" l 1 Are competent authorities required to act upon their own initiative and, if so, in what circumstances? Are there any special provisions applicable to ex-officio action?

listnum "WP List 1" l 1 Describe the remedies that the competent authorities have the authority to order and any criteria regulating their use.

Criminal Procedures

listnum "WP List 1" l 1 Specify the courts which have jurisdiction over criminal acts of infringement of IPRs.

listnum "WP List 1" l 1In respect of which infringements of which intellectual property rights are criminal procedures and penalties available?

listnum "WP List 1" l 1 Which public authorities are responsible for initiating criminal proceedings? Are they required to do this on their own initiative and/or in response to complaints?

listnum "WP List 1" l 1Do private persons have standing to initiate criminal proceedings and, if so, who?

listnum "WP List 1" l 1 Specify, by category of IPR and type of infringement where necessary, the penalties and other remedies that may be imposed:

-imprisonment;

-monetary fines;

-seizure, forfeiture and destruction of infringing goods and materials and implements for their production;

-other.

listnum "WP List 1" l 1 Describe provisions governing the length and any cost of proceedings. Provide any available data on the actual duration of proceedings and their cost, if any.

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