Importance of awareness of the security knowledge Free Essays

This assignment attempts to show the importance of awareness of the security knowledge that will make us more aware about threats like escrow services fraud, spasms and spoofing. There’s statistics demonstrates the recent trends of these types of threats that people usually face in the Internet. The impacts mostly negative and sometimes there are big losses. We will write a custom essay sample on Importance of awareness of the security knowledge or any similar topic only for you Order Now The research studies the potential of cybernetics’s to increase loss, scams and spoofing, both locally and worldwide. Social networking sites turned to be at the top of the targets for attackers. Rafter said (201 1), these social network sites are like a treasure trove of prized information for cybernetics’s. The reason why they’re focusing on social network sites Is because It has million’s of users which means a lot of fraud opportunities. In such a popular open software applications, it’ll be easier for the hackers to reach and access personal information. One of the newest types of scams is email spoofing. Rafter defined email spoof as fake email messages, that looks Like it’s a friend request. It comes with attached file as picture of the account asking for a request. These sorts of emails must carry some type of virus, for example a Trojan horse that tells password and other Important Information; It works If the receiver clicks on the attachment. Pushing campaign means, when the email Is demonstrating a page that’s shows the login pages of any social network site in the content of the email. In addition, its fake, and any private information that entered in this page such as password is directly transferred to the hacker. In Youth scam, spammed create fake Youth accounts, and send requests to others Youth users through email asking them to see their profiles. For sure, if someone went to the link Its going to transfer them to he spammed website (Rafter. 2011). In the Gulf countries 25 percent of tablet users and 20 per cent of smartened owners received mails monthly with suspicious links. Also, 13 percent of mobile users had received letters from banks or social network sites. Statistics shows that 62% Of Emirates cannot Identify the Pushing Message (Bubbler, 2012). According to Speakeasy, about 35% of the PC’s in the Gulf countries have been infected because the users opens any attachment in their e-mail, and 14 % of people entered their personal Information or financial Information In suspicious pages. Internet due to its publicity has been attracting fraudsters whose goals are embezzling users funds by using fake painful scenarios (Palfrey, et. Al, 2010). Owed to the fast respond from the users in the Internet, a fraudster could post fake and false Information or a story to gain money from people. Some of the well-known conducts include big donations under the name of poor country in Africa somewhere people are facing famines and starve to death. Fraudsters display videos and photos that users to donate finances for those poor countries. Unluckily, the fund doesn’t go to the poor countries but to the cybernetics’s pocket. This was the most common cybercafà © in the United Arab Emirates, which involve money fraud and extortion (Grab, 2014). According to official statistics in ABA Dhabi, â€Å"in 2011, 588 cases of cybercafà ©s were reported, while 792 cases were reported in 2012. The number of cases almost doubled to 1,419 in 2013†³ (Grab, 2014). Many local users have faced these kind of crimes, however according to Gun]obi (2011) Charity scams have been spreading between emirates users. Junior added (2011) these scampers goal is taking advantage of the locals kindness and their lack of awareness in the Internet field (Junior, 2011). According to Sultan AAA-Tamil, (201 1), Social networks sites have a huge number of users, thus, it will make a good fund from collecting money and donations to the victims. He said, there was a hash tag in twitter known by Dissocialized) that collect donations for the losses, they collect more than 70,000 SIR. The problem was that they weren’t certain sure if these donations went to the victims and there families or not. An expert in ASK warned whoever wants to donate; they have to contribute with their money in a well-known donation organization to avoid sending their funds to an unknown organization that loud be a Fraudsters. He added, users in the Internet must look wisely into the online donations appeals even if they sound reliable, Just to avoid scampers. Many individuals felt that there should be authorized organizations to collect donations from social networks users to gain more aid for poor people to make sure that the money goes to those who really need it. How to cite Importance of awareness of the security knowledge, Papers

Discrimination free essay sample

Discrimination, nowadays it is a word which common meaning is the unjust or prejudicial treatment of different categories of people, especially on the grounds of race, age, or sex. l However this word has a couple more meanings than the one mentioned at the beginning of this essay. I think that the proper formal meaning of this word is to recognize the differences between two or more things. I believe that this definition is the essential one for discrimination taking in account its etymology. The word discrimination comes from discriminate, which comes from the Latin discriminare which means distinction. This word is normally used to make a racial or prejudicial distinction and almost everyone thinks that it is its only use but, it has a lot more uses than racial distinctions. This word can be used in math, physics, science, it is even used to discriminate people and not in a bad way. Hassan one of the main characters in the story, was murdered in the middle of the street in broad day light by some Taliban members. Hassans wife was also killed because she was a Hazara. The Taliban killed Hassan because they thought he was a squatter in Amirs house. Hassan tried to tell the Taliban he was a servant of Amirs father, Baba who was a Pushtan, but his efforts were in vain. The Talibans said he was a liar and a thief like all Hazaras and ordered him to get his family out of the house by sundown (Hosseini, 230) Rahim Khan who said that in the novel is simply implying that Hassan never did anything wrong, and that he was just doing what he was told to do and that was to watch over the house. As much as Hassan tried to tell the Taliban he wasnt doing anything bad, he was shot while others just watched what happened. Hassan should have not been murdered for such a senseless belief. He was victim of stereotyping by the Taliban by how he looked.There is not a particular group of people who are exactly the same, so why do people discriminate others who look or act a bit different, we are all humans right? Khaled explains how Hassan and his father Ali, looked in the novel, They called him flat-nosed because of Ali and Hassans characteristic Hazara Mongoloid features. For years, that was all I knew about the Hazaras, that they were Mogul descendants, and that they looked a little like Chinese people†¦ Things Baba hadnt mentioned either. It also said some things I did know, like that people called Hazaras mice-eating, flat-nosed, load-carrying donkeys. I had heard some of the kids in the neighborhood yell those names to Hassan. (Hosseini, 9) Quite often we hear people making fun of others because he is short or she is fat but in reality, there is not a single person who sets a standard for humanity. Hassan had physical characteristics that differ from other people, and thats why he was bullied. He was looked down because he was different from the rest. Assef a neighborhood bully always picked on Hassan because he was different from the rest, His [Assefs] blue eyes flicked to Hassan. Afghanistan is the land of Pashtuns. It always has been, always will be. We are the true Afghans, the pure Afghans, not this Flat-Nose here. His people pollute our homeland, our watan. They dirty our blood. He made a sweeping, grandiose gesture with his hands. Afghanistan for Pashtuns, I say. Thats my vision.' (Hosseini 40)

Performance management systems linked to reward

Table of Contents Executive Summary Introduction Performance management system Motivation Total reward system Summary and Conclusion Reference List Executive Summary This report covers the fundamentals of performance management, and explains what all the managers and supervisors should know concerning the concept of performance management. In addition, the report creates special emphasis on the importance of employee motivation to performance.Advertising We will write a custom report sample on Performance management systems linked to reward specifically for you for only $16.05 $11/page Learn More In explaining the different concepts, the report uses relevant literature and specific theories, which help the reader to understand the information clearly. Further, the report aims to help the Brook and Kent Company limited in proper implementation of their performance management so as to help improve the quantity and quality of work that the employees pro duce. Introduction Most organisation do not really comprehend what performance management really means. Therefore, these organisations are usually dismayed at why sometimes the employees may be working hard, and are satisfied with their jobs but still the outcomes from the work of the employees do not reflect the input that the managers and supervisors expect. This usually makes the managers and supervisors to wonder what they may be doing wrong in helping to increase the productivity of the workers. In most of these situations, the managers or supervisors have usually gotten the concept of performance management all wrong, hence this is portrayed in the outcomes of the work done by the employees. Performance management can be explained in simple terms as the activities which an employer or the organisation may take to ensure that the goals which are set are consistently achieved and in an efficient and effective method. The performance management can be used to evaluate the perform ance of employees, a department within the organisation or the performance of the whole organisation in general. Generally, performance management tries to bring out the best out of the employees’ ability, to enable the organisation achieve good returns. For instance, some organisations use reward based performance management to reward the employees who are perceived to have high performance. Rewarding is a form of recognition for the employees contribution towards the attainment of the main objectives within the business. This report will attempt to evaluate the main concepts of the performance management, which should be applied to organizations to ensure the effectiveness of their performance management systems.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More The paper will also cover the assumptions which different organisations make in implementing their performance management systems, which ultimately lead to the inefficiency of the performance management systems in ensuring better performance of the employees and therefore better returns for the company. Moreover, the findings of this report will be based on the problems that Brooks Kent Company limited, a small construction SME, faces. Performance management system For many organisations, the performance management system is first implemented through the creation of an effective business strategy, i.e. strategic planning. The business strategy determines where the business would like to be after a specific period of time. Normally, the period may be six months, one year or even ten years. In addition, the business strategy should have a close relationship with the main objective of the business, as well as pay close attention to the means of performance appraisal in recognition of outstanding achievement by the employees of the company (Verweire and Berghe, 2004, p 93). The performance appraisal may t ake different forms; Brook and Kent opted for the reward based appraisal. However, the appraisals may also be used in other forms which are not reward-based. The reward based appraisals of Brook Kent takes the form of promotions, salary increase and the issue of bonuses to outstanding work by the employees. This helps in improving the motivation of the workers as their effort is recognised by the management of the company. In the research, the following systems were reviewed, to explain the reward based management organisation of the Brook Kent and how the theories may be used to solve some of the problems existing at the company and improve productivity. Therefore, the main purpose which makes an organisation to implement a performance management system is to ensure that: The employees do the work which the organisation requires them to do. Normally, the performance management system specifies the specific work which the employees supposed to do (anon. 2007 p 1). The employees k now the amount of work that the organisation requires them to do and the quality of the work which they should produce. This therefore guides the employee by putting specific targets which the employee is supposed to meet to satisfy the organisation (anon, 2007, p 1). The performance management system also ensures that the employees’ output is monitored closely and the information on their ongoing performance communicated to them. This makes the employees to make the necessary correction on their quantity or quality of work to ensure that they achieve the set performance in the set period of time (anon, 2007, p 1). The performance management system also ensures that exemplary work is rewarded, based on the performance management system that the organisation is using. The performance management system also ensures that necessary measures are taken on an employee who fails to meet the set performance standards (anon, 2007, p 1). Both these measures ensure that the organisation achieves its strategic objectives as set out. The main components of a performance management system include: Communicating the performance expectations which the organisation requires its employees to achieve; Maintaining and monitoring the ongoing performance of the employees of the organisation; and Conducting regular performance appraisal (Anon, 2007 p 2). During the initial stages of the implementation of the performance management system, the organisation should come up with effective strategies which fit with the main objectives of the business. In normal circumstances, the application of the organization strategies should be implemented using the appropriate performance management system. How the organisation implements the strategies in the performance management system ensures whether the strategies will be effectively met. After the planning stage, the organization should effectively communicate the strategies to the employees and ensure that they are embedded in the o rganisational culture of the company concerned. This ensures that the employees will continuously strive to achieve the set performance standards as they relate with the standards. This is usually the most important component of a performance management system.Advertising We will write a custom report sample on Performance management systems linked to reward specifically for you for only $16.05 $11/page Learn More If the organisation fails to effectively communicate the performance management system to the employees, there is a very high possibility that the performance standards in the organisation will not be achieved. This is because the employees may not associate with the set standards and may be on the perception that the performance management system does not benefit them (Taticchi, 2010, p 245). For an effective and efficient performance management system, the organisation must continuously maintain, monitor and analyse the performance managemen t standards. The organisation must use data which is reliable, and have an effective method of interpreting the data. This helps the organization to determine the progress of the employees with regard to the performance management standards which have been put for them. The organisation should also communicate its findings to the employees so that they may take the necessary measures. The organisation should have effective means of appraising exemplary performance of its employees. This helps in motivating the workers who have performed better and also help in motivating the other workers to also perform better as they are guaranteed efficient appraisal methods. However, if the organisation fails to plan and implement the performance appraisal effectively, it may lead to reduced performance of the employees. This may happen if only a few people are rewarded and there are many other people expecting to be rewarded. This makes those people who were not rewarded to get demotivated (Rao and Rao 2004 p 13). Motivation Motivation of employees is a very vital aspect, which all managers usually consider. Employee motivation can be defined as the set of forces, which guide a person to continuously strive to achieve a certain goal. Generally, the origin of the forces may either be internal or external. Employee motivation enables the individual to find pleasure in the process of achieving the goals set by the company to continuously endeavour to improve on the outcomes of his activities. Therefore, motivated employees will perform better as they find pleasure in their activities and therefore put more effort in implementation of the activities.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Different organisations implement performance management systems so as to help improve the quality and quantity of output that the employees produce. The organisations aim to do this by improving the motivation of the employees in different ways to enable them to achieve the required performance standards. To achieve this, the performance management system has several methods of employee appraisal, which help in motivating the employees to perform better as the organisation would recognise their outstanding contribution to the organisational goals. The performance management systems not only determine the appraisal methods, but it also determines what actions will be taken on the employees for failure to reach their performances. Performance management usually determines the rewards which the employees will get due to the achievement of their performances. Normally, the rewards may be in the form of promotions, bonuses, salary increases or recognition. This helps in motivating the e mployees to achieve the rewards. However, the performance management is also used to determine what measures will be taken to an employee who fails to achieve his expected performance. The measures taken may range from demotions, forfeited bonuses and allowances to loss of the job. This, according to Jeremy Bentham’s â€Å"the carrot and the stick motivation theory† helps in motivating the employees to achieve their performances. According to Bentham, all individuals are motivated by the urge to avoid pain and find pleasure in the activities they take. Bentham stated that â€Å"a worker will work only if the reward is big enough or the punishment is sufficiently unpleasant† (Cited in Shah and Shah, 2010). Bentham was of the view that if you want a donkey to move you either have to dangle a carrot in front of it or whack it with a stick from behind hence the name, â€Å"the carrot and the stick† (Shah and Shah 2010). In the context of employee motivation i n relation to performance management, pay rise, promotion, bonus or recognition are the â€Å"carrot† which aid in motivating the worker. More often, the employee will strive to achieve his/her performance so as to get the rewards. On the other hand, demotions, forfeited bonuses and allowances, and loss of the job are the â€Å"stick† which motivates the employee to work and achieve his/her performance, in a way of avoiding such ‘stick’. The relationship between motivation and performance management can also be explained by the Victor Vroom’s valence x expectation motivation theory. Vroom states that â€Å"an employee is motivated to perform better if he/she believes that the better performance will lead to better performance appraisal and that this shall result into the realisation of personal goal in form of some reward† ( shah and shah, 2010, part 8). In our context, the performance management outlines the various appraisal methods which m ay be given to the employees in case he/she attains his/her performance. According to Vroom, the employee is not motivated by the actions taken against him/her for failure to reach the set performance. However, the employee gets motivation from the perceived rewards which he/ she may get due to attainment of his/her performance. There are usually different appraisal methods which are used by different organisations to help in motivating their employees. However, a recent form of performance appraisal which is mostly used by different organisation is the total reward method of appraisal. Total reward system It is widely agreed by different scholars that people do not work just to get paid; the reasons that make people work are far much more than the pay, which the organisation may offer to the employees. Therefore, for an organisation to be able to effectively motivate the employees they must not just use the payment, but must also understand and take measures to ensure that the empl oyees needs are met, which in turn leads to motivation. Different theories have been proposed to explain the source of motivation of the employees, some of which have already been discussed above. Therefore, to achieve motivation, the organisation needs to use the total reward system to acquire motivation of its workforce. However, careful observation of the motivation theories shows that employees are mainly motivated due the fulfilment of their needs, both material and immaterial. This is usually the basis of the total reward system. Total reward is defined by Worldatwork, the association which deals with total reward in the US, as all the tools which an employer may use to attract, motivate and retain employees and anything which the employee recognises to be valuable according to the employment relationship (Armstrong, 2002, p 8). The total reward system therefore, has many components, both financial (material) and non-financial (immaterial). Different scholars have proposed dif ferent constituents of the total reward performance management appraisal method. However, even though the general components are different, most of the components are similar to those proposed by Worldatwork. The main components of the total reward system according to Worldatwork (2005) are: pay, benefits, and learning and development (Jiang et al, 2009, p 4). Pay refers to all the forms of recognition which have monitory value attached to them. It includes base salary, bonus allowances and any other form of recognition which has financial payment attached to it. This payment helps in attracting highly qualified personnel to the organisation and also in retaining them. The benefits include retirement benefits, healthcare benefits, savings and time, which the employee may be given to spend as he wishes. The benefits which are given to the employees are mainly meant to protect their future and reduce uncertainty. Moreover, reduction in the uncertainty of the employee helps in increas ing his motivation to the work as he is assured of his future needs being met by his employer (Armstrong, 2002, p 9). Learning and development facilitates career growth and knowledge improvement in employees. Normally, learning and development may take the form of career development and training. This usually helps in retaining the employee into the organisation as the activity satisfies the personal development needs of the individual. Moreover, learning and development is not necessarily a financial gain to the employee; it just helps to improve the employee satisfaction by and helping to quench his thirst of knowledge. Summary and Conclusion The above report has explicitly explained the performance management systems. The understanding of the performance management system will enable Brook and Kent to take the appropriate measures to help in improving the employee motivation. The main problem, which Brook and Kent faces, is the fact that their appraisal methods are not effective. In addition, managers do not appraise exemplary performance at the required time, and delay in appraising the achievement makes the employees feel demotivated as their contribution to the organisation is not recognised. Moreover, some of the employees feel that they deserve to be rewarded yet fail to get the rewards, as it takes long to reward exemplary work. Brook and Kent should therefore implement a performance management system which regularly recognises exemplary work. The organisation should also implement a total reward performance management appraisal system which will cater for all the needs of the employees not only material but also immaterial. Implementation of the recommendations and a clear understanding of the performance management systems will enable Books and Kent Company limited to have high quantity and quality returns after the implementation of the performance management system. Reference List Armstrong, M., 2002. Employee Reward. London: CIPD Publishing. Web. Anon. 2007. Performance management. North Carolina State personnel manual Web. Jiang, Z. et al. 2009. Total reward strategy: a human resources management strategy going with the trends of the time. International journal of business management, vol. Web. Rao, T. V. and Rao, T. V., 2004. Performance management and appraisal systems: HR tools for global competitiveness. New Delhi: SAGE. Web. Shah, K. and Shah, P. J., 2010. Theories of motivation. Lay networks. Web. Taticchi, P., 2010. Business Performance Measurement and Management: New Contexts, Themes and Challenges, Berlin, Springer. Web. Verweire, K and Berghe, L., 2004. Integrated performance management: a guide to strategy implementation. New Delhi: SAGE. Web. This report on Performance management systems linked to reward was written and submitted by user Bruno Dean to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

personal responsibility Essay

personal responsibility Essay personal responsibility Essay Personal responsibility means to me is being accountable for your own actions in life. Being a responsible person shows you are also a reliable person. Both of these two go hand in hand, meaning with out one you can not be without the other. Personal responsibility issues throughout your entire day it starts from the time you awake in the morning until the time you go to bed and are a sleep. For example when we wake up in the morning we have a choice to do our hair or not. With that in mind let us explore the personal responsibility and college success . With personal responsibility and college success both of these have similarities in each other. College success is possible with proper study time techniques and time management. Personal responsibility goes with the study time management because you as the person have to set some time away so that you are able to study and be successful in college as well in the class. A major part of personal responsibility is your every day life which consistent of time management because it helps you to succeed in college. Most college students come in from either high school or from being out of school from a long period of time. With both of these two will vary in time management because one has to juggle with family and the other having to much of free time. If you do not stay on track will find themselves in not succeeding in the college process. Personal responsibility is to manage your time correctly. In doi ng so one can be very successful in college. We as individuals have a choice to take

Virgin mobile Essay Example | Topics and Well Written Essays - 2500 words

Virgin mobile - Essay Example This assignment entails analyzing the macro-environment of Virgin Mobile UK to come up with the issues affecting its strategic decisions. Political Factors: the financial performance of a country is adversely affected by the corporate tax rate. In the period between 1999 and 2007, the UK’S corporate tax rate was 30%, much higher than that recorded between 2008 and the present. (Trading Economics, 2014). This resulted into depletion of the profit margin of virgin mobile between 1997 to 2007 despite the company trying its best to remain profitable. The company targeted prepay customers who were within the age group of 18-35 years. It gained mobile phone subsidies that allocated them a payback of three months as opposed to a contract of three years. This was advantageous for the company evident through the increased profit margin that was evident for the company. There are other political factors that influenced the Telecom industry in UK that in turn affected the strategic decisions of Virgin mobile. They included: The political scenario existing in the country enables an environment full of deregulation. As a result, the level of competition in the UK telecom industry has increased in a significant margin. The buyers’ bargaining and negotiating power has increased due to the increased competitive environment. The UK’s mobile market is also expected to face high competition from other telecom companies in other countries within Europe due to the deregulation in the EU front. The company has made predictions that the political factors in the telecom industry in UK are expected to favor the company in the upcoming years. In turn, their customer base will increase significantly increasing the turnover of customers. Virgin company has proven to be the most formidable and dynamic company in the telecom industry in UK (BBC, 2003). Economic Factors:

Philosophies of the East Essay Example | Topics and Well Written Essays - 1000 words

Philosophies of the East - Essay Example Hinduism as a philosophic creed has had no known founder, and there are no standard set of doctrines other than those in the Vedas and the Upanishads, universally accepted by all followers, and this may seem a disadvantage when compared to Confucianism and Buddhism. But when seen closely, it appears that Hinduism grapples with concepts of a different philosophical significance than Confucianism, because Hinduism deals with the nature of creation itself, whereas the other deals with the Way, a Way of worldly human life on the material plane alone. Buddhism, of course had a founding father in Gautam Buddha, many of whose given precepts are strikingly similar to that of Hinduism. Hinduism accepts that absolute reality is One, the Brahman, the various gods, demi-gods and the entire creation is Its expression. The human soul Atman is a part of It but is separated from It by a veil of ego and ignorance in the samsara, the world. The more the ego and ignorance, the more the reincarnations, in each of which the soul goes through various kinds of physical and mental suffering due to his or her Karma, or action and desires. Good karma brings the soul closer to Nirvana, or salvation from the cycle of rebirths, and bad karma and material desires drag it back down into the cycle.It is good human action and lack of material desires that can achieve salvation. On the other hand, human suffering can be understood in terms of bad past Karma, or human actions in a previous life. The Atman works out its Karma in an atmosphere of Lila or Maya, the history of the world and humans, which is in fact an illusion. Human life, then, is the journey of the Atman wherein humans try to control both the mind and the senses and become Brahman-oriented in the hope of experiencing total fulfillment in oneness with God or Brahman. Hindu philosophy allows for various ways to achieve Nirvana and over the ages various philosophers from Nagarjuna, Ramanuja, Sankara and the modern day Aurobindo Ghosh have offered their own interpretations. Buddhism is quite similar in its approach. Buddha's concern with the cause of human suffering led him to determine the Eightfold Path of human thought, speech, action, contemplation and mindfulness which is the way human beings can be free of all desires and suffering and attain Nirvana. Moreover, upadana or "clinging to existence" should be relinquished because existence in this world is illusory, and it is important to achieve a silence of body, mind and word. But unlike Hinduism, Buddhism does not believe in a divine creator or in divine salvation; the problem of suffering is one that humans must cope with themselves. Confucianism, on the other hand, is not concerned with the other world or rebirths at all. Direct human action is the only way human beings can better themselves according to Confucius. Human beings can gain wisdom through experience and study, following a set of principles which dictate positive action, helping others, and gaining their respect in a non-coercive fashion. Confucius held that it is possible to become a superior man through constant practice of the principles he set out, and his philosophy had much to do with political codes and family life as well. Confucius did not feel that human life and existence is governed by a fixed and eternal transcendental principle that stands outside and above events and determines them: human

Strategic Management Week 2 Assignment Example | Topics and Well Written Essays - 500 words

Strategic Management Week 2 - Assignment Example Constantly, industry players are putting in place marketing policies and strategies that aim at making them the preferred options of customers. As a result of this, the use of competitive advantage has become a very importance concept in the health care sector (Shaw and Kenny, 2007). This notwithstanding, Porter and Teisberg (2004) do not seem pleased with the current state of competition. Reading through the article of Porter and Teisberg (2004), there is so much that can be agreed with the two authors. This is because in a study by Department of Health (2006), it was noted that most of the forms of growths that are experienced in the healthcare sector due to the competition are those that bring personal gain to investors. What this means is that the current state of competition has focused on profit making for business owners, leaving out the core needs and expected improvement that the patient is expected to receive. The call for a redefinition of competition in the healthcare sector will therefore be agreed with. It is high time industry players started focusing their competition on who brings value to the customer. Unfortunately, the customer does not always have the luxury of choosing to do business with a healthcare provider who guarantees value. This is because of how critical some health conditions can be (Ginter, Duncan and Swayne, 2013). This means that the service providers must take up this task of redefining their competition. The cost of health care plays very important role in determining the kind of service outcome that will be received from service delivery (Harris & Lenox, 2013). From a much generalised perspective, Shaw and Kenny (2007) argued that once the cost of healthcare goes up the quality of service delivery must also go up. This is because the inputs of healthcare that make them quality are facilitated with high capital expenditure. From the article that Kaplan and Porter (2011) present however, one would realise that there is