Reading Responses Essay Example | Topics and Well Written Essays - 250 words

Reading Responses - Essay Example What is not discussed in the open by women would actually become the main conversation and a thing of pride by men subtly declares the made-up superiority complex of men who believe that power makes them better than women. There is no logic that supports men’s sense of superiority apart from the stronger physical built! The two most enlightening passage from the article indicate men’s need to maintain their dominance within social paradigm. The TV shows would treat the subject in length and male intellectuals would argue ‘how could a woman master any discipline that demanded a sense of time, space, mathematics, or measurement, for instance, without that in-built gift for measuring the cycles of the moon and planets - and thus for measuring anything at all?’ Indeed, the phenomenon that is normal for women would turn into unique event for men just reveals the pseudo psychology of ego that men exercise. The ‘normal’ event would become yet another main event that would help them retain their male dominance over women who are look physically frail but have the emotional and intellectual strength to compete against their male counterpart and

Discussion Board 2 - Apologetics Essay Example for Free

Discussion Board 2 Apologetics Essay 1. What are some ways the Christian gospel is perceived in our culture? To many individuals, the Christian gospel is seen as selective and intolerant. Although we are all free to accept the gift of salvation through Christ, He tells us in John 14:6 that He is â€Å"the way, the truth, and the life: no man cometh unto the Father, but by me.† To many, this will seem intolerant and almost haughty. How can a God who wants nothing more than to have a relationship with us say that there is only one way to do so? 2. What are some specific moral reasons people may reject the Christian gospel? Many individuals who will reject the Christian gospel do so for moral reasons such as their sexual preferences (gay, bi, or straight), their marital status, or the apparent intolerant moral code found in the Word of God. People believe that you have to give up everything that is worldly to follow Christ, and that Christians think they are more righteous than others. The fact is, you will have to give up living in sin, and you will have to give up treasures of the world, but the heavenly treasures that you gain will outshine any possession that you will have on this earth. 3. What are some specific emotional reasons people may reject the Christian gospel? One specific emotional reason that people will reject the Christian gospel is that they cannot grasp the concept of God’s unconditional love. God loves each and every one of us, even the worst sinner, and tells us in His Word. People will say things like â€Å"God would not let me be poor, or God would not have let me be abused like I was.† Even though we are all loved by God, and He wants us to have a relationship with Him and be happy and well, even the most devout Christian has to go through trials and tribulations. 4. What are some specific intellectual reasons people may reject the Christian gospel? For most Christians, believing in God is â€Å"faith-based,† and that there is no room for science and fact in Christianity. Many non-Christians will say that the Bible is nothing more than a collection of fairy tales for those who are easily enchanted and to make the people who read them feel good. The intellectual non-believer’s insistence that the Bible has no basis in fact  is one reason that they will reject the message, even though there is historical proof to show that Christ lived, died, and was resurrected, as well as that many other Biblical places and people existed at one point in time, even if they do not anymore. 5. What can Christians do to address these objections and better communicate the Christian gospel? As Christians, when we approach someone and begin to talk about our faith, it may seem like they are a little frightened, or maybe just upset and unwilling to take a leap of faith. They maybe feel like we have come on too strong, even though we know that we are just eager to talk about our faith. It is important for Christians to learn that we need to be patient with others but also diligent as we share the gospel of Christ.

Impact of the Digital Age on Society Today

Impact of the Digital Age on Society Today Discuss the impact of the digital age on the social, economic and political life of society today. The Information Age (also known as the Computer Age, Digital Age, or New Media Age) is a period in human history characterized by the shift from traditional industry that the industrial revolution brought through industrialization, to an economy based on information computerization. The onset of the Information Age is associated with the Digital Revolution, just as the Industrial Revolution marked the onset of the Industrial Age. During the information age, the phenomenon is that the digital industry creates a knowledge-based society surrounded by a high-tech global economy that spans over its influence on how the manufacturing throughput and the service sector operate in an efficient and convenient way. In a commercialized society, the information industry is able to allow individuals to explore their personalized needs, therefore simplifying the procedure of making decisions for transactions and significantly lowering costs for both the producers and buyers. This is accepted overwhelmingly by participants throughout the entire economic activities for efficacy purposes, and new economic incentives would then be indigenously encouraged, such as the knowledge economy.[1] The Information Age formed by capitalizing on the computer microminiaturization advances, with a transition spanning from the advent of the personal computer in the late 1970s, to the Internets reaching a critical mass in the early 1990s, and the adoption of such technology by the public in the two decades after 1990. This evolution of technology in daily life, as well as of educational life style, the Information Age has allowed rapid global communications and networking to shape modern society. The impact of digital age on the social life of the society today is connected with one’s position in the society, his social class and also his social background, nowadays, there are so many changes in the social aspect of our lives. A very good example of this is festival, changes in tradition and also in the mood of dressing, all this became possible because of the impact of digital age we have today. If we look around us today, it’s hard to find a person that has not added anything new to his traditional attires , what I mean here is, for instance, for the Hausa’s and also the Fulani’s, there were not know for wearing jeans and tops, but now it has become a common thing based on socialization. Before, many do not believe in going to school especially the Fulani’s, they only believe in rearing cattle’s while the women among them are to stay at home, but now, everyone wants to be in school, illiteracy is darkness, people don’t believ e in staying at home doing nothing anymore, for at least even when they lack the opportunity or don’t have the means of going school or seeking for job opportunity, they will prepare engaging themselves in a small business just for them to earn something for a living. There are so many changes due to the impact digital age on the social life of our societies today. The digital age as made the means of communication easier for the world because you can send a message to someone in new york from Nigeria. The digital age as affected the politics of the am economy because you are able to find out the party that as the higher polls making it possibel for the other compeiton to know where they stand at the point of the election. It as aided the politician to be able to have a wider amount of suppoter or vote in the campaign because they can easily broadcast their speechs on the web making people like them more . Over the last 10 years, weve seen social media galvanize thousands over politics, create as many industries as it has destroyed, and offer an abundance of visual and audio entertainment.But has all this incredible change actually changed us, or just the world we live in? Below are some areas in which social media has had lasting, and arguably permanent effects on the ways in which we live. The question is, are these changes all for the better? Child Literacy It stands to reason that children who read and write more are better at reading and writing. And writing blog posts, status updates, text messages, instant messages, and the like all motivate children to read and write. Last month, The National Literacy Trust released the results of a survey of over 3000 children. Theyobserved a correlation between childrens engagement with social media and their literacy. Simply put, social media has helped children become more literate. Indeed, Eurostat recently published a report drawing a correlation between education and online activity, which found that online activity increased with the level of formal activity (socio-economic factors are, of course, potentially at play here as well). Ambient Intimacy Lisa Reichelt, a user experience consultant in Londoncoined the very pleasant term ambient intimacy. It describes the way in which social media allows you to keep in touch with people with a level of regularity and intimacy that you wouldn’t usually have access to, because time and space conspire to make it impossible. Consider the many communications technologies through history — the telephone, Morse code, semaphore, carrier pigeons, smoke signals — they are all fairly inconvenient and labor intensive. Lisa has hit on the idea that communication has become so convenient that its actually become ambient around us. It surrounds us wherever we want it, not necessarily whenit wants us. We dip into it whenever we like. Knowledge Was Power From his Meditationes Sacrae, published in 1597,Francis Bacon was paraphrased as saying knowledge is power. Fundamentally, the more you understand about life, the more chance you have at success. But these days, Wikipedia and Google have democratized information to the point where anyone is able toacquirethe knowledge they may want. As a case in point, I had never even heard of Meditationes Sacrae until I looked up the term knowledge is power on Wikipedia.In Bacons time, the only people that had access to books and the literacy to unlock the wisdom within were the wealthy with the time and inclination to learn. Of course, books werent the only source of knowledge. Consider blacksmiths, dressmakers, cobblers or sailors who passed their skills and techniques from mother to daughter, from father to son. Back then, the friction that held people back from learning was low literacy, a lack of access to books and very little time. Now, that friction is almost non-existent. That is because of both the ability of computers to replicate information for distribution, and the the way that Google, Wikipedia and blogs have empowered people to share what they know. Now,the only real friction that exists is our own desire for knowledge. Its there for you — if you want it. The Reinvention of Politics A recent report by PEW found signs that social networks may be encouraging younger people to get involved in politics. You only need look at Twitters recent impact on the Iran elections, the Orange Revolution in Ukraine, and even the election of Barack Obama to see that more and more people are getting involved in politics and are feeling they can make a difference. One of the most popular blogs on the web, The Huffington Post, is mainly political. Politics has a fast pace, and that lends itself well to social media. UK Prime Minister, Gordon Brown said in June last year that because of the Internet, foreign policy can no longer be the province of just a few elites. Twitter even postponed an upgrade because of the important role it was playing in the Iran elections. These are all signs of both social medias growing influence in politics, and the growing interest in politics from users of social media. The down side for poltic in the digital age is that most information can be gotten from th internet aboout any party making it a disadvantage in the campaign if he or she as a bad record either a fake degree or something a voter would not like about whom he wanted to vote for .Tecchnology has changed the way we live, work, shop and play. We can bank, shop and donate securely from anywhere we can access the Internet. We can to communicate across oceans and continents in seconds. We can work from anywhere, increasing efficiency and productivity. Yet, Nigeria education has yet to embrace the power of technology to customize education and give students the ability to gain knowledge anywhere, anytime. Digital learning can change that. Digital learning is any type of learning that gives students some element of control over time, place, path and/or pace. It allows students to learn in their own way, on their own timetable, wherever they are, whenever they can. Students are using digital learning everywhere – except school. They are gaming, texting and posting on the Internet. Imagine if we channel those digital skills into learning? Student achievement would skyrocket. But still the digital age as a negative effect on the education system,as part of the English class, students wrote and edited their stories on screen and I was amazed how motivated they were and how much time and effort they put into their work. Since the early to mid 90s I have used computers and the internet on a daily basis and as I sit typing this chapter into my fifth-generation Macintosh (while checking emails, paying some bills, downloading research papers and Skyping friends) I realise the value of the new technologies and how useful they are. We live in a global village with instant communication via television, computers, the internet, mobile phones and social networking sites such as Facebook, Twitter and Skype. While parents are often described as out-of-date and old-fashioned when it comes to new technology, children are celebrated as digital natives. Impact on jobs and income distribution The Information Age has impacted the workforce in several ways. First, it has created a situation in which workers who perform tasks which are easily automated are being forced to find work which involves tasks that are not easily automated. Second, workers are being forced to compete in a global job market. Lastly, workers are being replaced by computers that can do the job more effectively and faster. This poses problems for workers in industrial societies, which are still to be solved. However, solutions that involve lowering the working time usually find high resistance. Jobs traditionally associated with the middle class (assembly line workers, data processors, foremen and supervisors) are beginning to disappear, either through outsourcing or automation. Individuals who lose their jobs must either move up, joining a group of mind workers (engineers, doctors, attorneys, teachers, scientists, professors, executives, journalists, consultants), or settle for low-skill, low-wage service jobs. The mind workers are able to compete successfully in the world market and command high wages. Conversely, production workers and service workers in industrialized nations are unable to compete with workers in developing countries and either lose their jobs through outsourcing or are forced to accept wage cuts.[6] In addition, the internet makes it possible for workers in developing countries to provide in-person services and compete directly with their counterparts in other nations. This has had several major consequences, including increased opportunity in developing countries and the globalization of the workforce. Workers in developing countries have a competitive advantage which translates into increased opportunities and higher wages.[7] The full impact on the workforce in developing countries is complex and has downsides. (see discussion in section on globalization). In the past, the economic fate of workers was tied to the fate of national economies. For example, workers in the United States were once well paid in comparison to the workers in other countries. With the advent of the Information Age and improvements in communication, this is no longer the case. Because workers are forced to compete in a global job market, wages are less dependent on the success or failure of individual economies.[6] In conclusion, digital age had so much impact on the social, economic and political life of the societies today because it has brought so much changes in our daily aspects of life and also helps us to improve and reshape our environment with the aid of practical, experimental and scientific knowledge or technology. Impact on social life The digital age as made communication easier and faster for indivdual and firm of all countries but this the social network in the world as made it harder for indivdual to have face to face conversations eferences Amichai-Hamburger, Y., Barak, A. (2009). Internet and well-being. In Y.Amichai-Hamburger (Ed.), Technology and psychological well-being.Cambridge: Cambridge University Press.Anderson, C. A. (2002). Violent video games and aggressive thought, feelingsand behaviors. In S. Calvert, A. Jordan, R. Cocking (Eds.), Children in thedigital age (pp. 101–120). Westport, CT.: Praeger.Anderson, C.A., Bushman, B.J. (2002). The effects of media violence onsociety. Science , 295 , 2377-2378.Antoci, A., Sabatini, F., Sodini, M. (2009). Will growth and technology destroysocial interaction? The inverted U-shape hypothesis . Munich Personal RePEcArchivehttp://mpra.ub.uni-muenchen.de/18229Accessed 15 th January 2010.Bandura, A. (1977). Social learning theory. Englewood Cliffs, N.J.: Prentice-Hall.Barylick, C. (n.d.). Technology and social isolation. Retrieved fromhttp://irchelp.org/irchelp/misc/tech.htmlAccessed 12th January 2010.Bauerlein, M. (2008). The dumbest generation: How the digital age stupefiesyoung Americans and jeopardizes our future . New York, NY: Penguin.BBC (2009) Online networking ‘harms health’. London: BBC News Website.http://news.bbc.co.uk/2/hi/uk_news/7898510.stmAccessed 12th January 2010.

Beowulf is an Epic Hero Essay -- The Epic of Beowulf

A true hero does not fear death or, but instead risks all that he is for what he believes to be right, moral, and just. Beowulf is an epic and tells the story of a legendary hero, conquering all obstacles as if he was immortal. Up until the end of Beowulf’s life he was constantly looking to be the hero. However, his humanity is exposed by his death. Heroes all share the characteristic of their willingness to die in their effort to accomplish their heroic act, thus making the act in itself heroic. Throughout the epic, Beowulf in many ways exhibited all the qualities and characteristics needed to be a true hero. Beowulf was passed on from person to person. Beowulf possesses the superhuman abilities, and the amazing power to hold his breath under water for an unlimited period of time. It is easy to feel that these characteristics separate from the realistic nature of the story, and gives the impression that Beowulf is more like a myth than a man. In the epic Beowulf, he's portrayed as almost inhumane, but clearly fulfilled his role as a true hero. Beowulf has a strong belief in fate. If he dies in battle he believes it’s because it is his destiny to do so. "Fate will unwind as it must!" He realizes the dangers but fears nothing for his own life. This is what makes Beowulf a true hero. Even after serving his people as King of the Geats for fifty years, he goes to battle in hopes, or fate, to destroy a dragon who is terrifying all of his people. At this point however, Beowu...

Presenter Notes

Slide#1Good morning! My name is and I’m happy to be here today for this presentation. We will be discussing ways to maximize the use of our Human Resources department and I will concentrate on the ways our Human Resources department can be used for individual performance appraisals, ways of assessing our teams and succession planning.Slide#2What are performance appraisals? Simply put, they are the evaluation of goals that are pre-determined and set by both the employee and organization (Harvard Business Press, 2009). They are used to measure an employee’s performance and team performance.Why are performance appraisals needed? A performance appraisal can be used to provide documentation for any needed disciplinary or termination issues. It can also be utilized to identify the best employees. This will help management identify employee’s individual strengths and weaknesses. This will help employees reach their highest potential. Management is then able to take the information to identify proper training and feedback for every employee. We would cease to exist without our patients. Patient satisfaction is a major factor within the organization. Thus, patient satisfaction comments provide an important source of documentation when using performance appraisal.The performance appraisal can provide an objective evaluation. The goals should be consistent among all employees within each job description. Evaluation then would be conducted using the equal benchmarking. Utilization of the same goals and expectation within the job description helps management avoid discrimination complaints.The management team must take ownership of the performance appraisal system and emphasize its importance and usefulness to our employees. Our employees must realize the value of our appraisal system and be actively involved with  his or her own appraisal to take ownership of his or her own successes.A performance appraisal can provide clarification of expectations, management communication, increased consistency, and expand accountability. Our company will benefit through boosted productivity, retaining experienced employees, and the fostering of culture that allows employees and management to communicate and share ownership in the evaluation process.Slide#3Plan—A date and time should be decided upon in advance to minimize potential conflicts and allow for proper preparation. The appraisal should take place in a location that will provide privacy and limit interruptions.Document—Positive and negative documentation should be collected from the employee hire date. This allows for an accurate, solid performance appraisal to be delivered. Collection of this documentation can happen in many ways, but most often occurs through e-mails, feedback from team members, disciplinary paperwork, current job description and scope of practice, attendance, patient satisfaction surveys and management’s own notes. This information will allow the necessary information that will be needed to deliver an accurate and well-founded performance appraisal.Review Past Appraisals—Has the employee reached his/her goals from the last performance appraisal? Determine what actions need to take place for this employee to improve current performance, what management can do to help the employee reach these goals and provide praise for actions the employee has done well.There are potential drawbacks when using performance appraisals. It is often a hard task to differentiate between organizational performance and individual performance (Towney & Harris, 2000). A performance appraisal may be ineffective if it does not correspond with the culture within the organization (Schraeder, Becton, & Portis, 2007). Also, if not used correctly, a performance appraisal can be detrimental to a company. Complications arising:impede improvement: Soltani (2005) believes that performance appraisals will  adversely affect quality improvement within an organization due to negative perceptions. Negative perceptions: Performance appraisals can be stressful and uncomfortable for both the employee and management. This often is true if the employee being appraised does not trust management or they believe the appraisal is an exercise to be endured and executed. Erroneous information: Accurate information should be provided within the performance appraisal. It should be used to compare current performance to pre-established criteria and the employee should be rated honestly.Often, this is not the case and the employee will receive inflated ratings to please the employee to avoid conflict. Legal issues: When not conducted appropriately, performance appraisals can cause legal issues for the organization. Thus, the performance appraisal must be free from bias and discrimination. Professional goals: Performance appraisals are used to outline an employee’s performance goals. An overly challenging goal may affect the employeeâ€⠄¢s quality of work, knowledge and skills. This would not be beneficial for the organization or employee. New employees should focus on outcome goals rather than performance goals initially. Affect pay: A deficit in performance-based pay may be linked to the performance appraisal. This leads to tension among employees and management.Slide#4The employee should be informed of any performance pay increases after the appraisal. The rationale for not giving any increase in performance pay should be discussed with the employee and allow the employee any rebuttal if not in agreement with the appraisal.Goals must be communicated with the employee and must be in alignment with organizational culture. They must be specific, measurable, supported, and achievable. These goals will be motivators for the immediate time to come. Unobtainable goals are discouraging and provide no real way to achieve company goals. Documentation of the plan of action for the employee should be completed. This docume ntation will provide a record of what has been tried, lessons learned, and the direction in which the employee should take to meet goals.This will help the employee gain knowledge and experience prior to taking on additional responsibilities. Thus, providing the  employee with his/her strengths and weaknesses. Next the discussion for what the employee goals will be for the upcoming future should take place. New goals should be addressed. The employee should be willing to correct any performance issues.The performance appraisal process should include this step for an overall effective process. This allows management and the employee to be involved with the process.Slide#5The employee should know where he/she stands in obtaining performance goals. Thus, providing feedback is an integral part of the task. The feedback should be delivered to the employee to motivate the employee but also help him/her identify any weakness in his/her performance and to help contribute to growth. The em ployee should leave the appraisal with knowledge of what he/she specifically needs to improve on and the actions needed to improve. However, management may unknowingly make mistakes when delivering feedback. This may impede the employee’s performance. Some instances that may be counter-productive to providing feedback is not honestly providing accurate feedback because of a negative connotation, focusing on the individual rather than actions, generalizing the feedback given, and offering solutions with negative feedback only.Personality Appraisal: The employee’s personality may be appraised instead of his/her performance. This may leave the employee feeling attacked. Demoralizing: The appraisal may only provide feedback on what you are not doing well, instead of what you have done correctly. â€Å"I Talk, You Listen† Approach: The appraisal should allow for conversation to take place. The employee should be allowed to ask questions and not to have to sit quietly and listen to only what management wants to say. Surprises: The employer should not surprise the employee. The employer should provide feedback at times other than the performance appraisal, especially if the actions of the employee are negative.Performance appraisals are not often looked fondly upon. Management delivering the appraisals needs to use the appraisal as a way to provide  both positive and negative feedback. This will make the process more effective and beneficial to both the organization and employee.Slide#6The performance appraisal should be completed using simple language. Do not use jargon when speaking with the employee. The employee expects honesty, so don’t gloss over the appraisal if it is not as positive as the employee hoped. This isn’t the time to renegotiate the goals set at the beginning of the year, but to deliver the information on any deficits the employee had. The manager delivering the appraisal should not be afraid to praise the emplo yee for doing a good job. On the other hand, if the employee has not performed as expected, the manager should not feel the need to hide the bad news.The employee’s performance is not a reflection on that manager, but the employee. It is not ethical to inflate an employee’s performance detail to spare feelings. Doing so, actually will expose the organization to liability. Feedback should be given throughout the year so there is no surprise or likelihood for any confrontations during the appraisal review. The employee will respect the manager more when this takes place then waiting until the performance appraisal for all the information to be divulged.Slide#7Is the company concerned with employee successes? Yes! When the employee is able to succeed in attaining his/her goals, the organization succeeds as well. Increased efficiency and production are achieved when management and employees work together with a common goal. The organization will exist only when our company invests in our employees.Professional investing begins upon the employment of the new employee. The employee was hired for his/her individual set of skills and knowledge. The roles and responsibilities of the employee evolve and grow as the organization evolves. Thus, the organization continues to invest in the employee for both the organization and employee’s benefit.There is a benefit to helping an employee expand in professional development.  The organization invests in that employee and hopes to promote the culture of the company. This allows the employee to adapt to changing demands in the work environment. When the employee is successful, then the organization appears more successful.A successful performance appraisal will benefit the organization by providing professional development of the employee. This will help the organization create a employee that follows the culture of the organization. This leads to increased employee satisfaction and results in decreased e mployee turnover.Slide#8Teams of individuals compose an organization. There are organizational expectations for a team’s performance. Four areas need to be considered when assessing a team’s performance. These areas are financial health, market wins, service quality and personal development (Smith, 2004). Financial viability—Financial viability is important in measuring team performance. This tells management how well the team utilizes employees and keeping the overall costs reduced.Market wins—The assessment of the team in marketing gives the organization a picture of how well the team is doing in comparison to company goals. Service Quality—The team is assessed on how important they make the consumer feel and attention paid to needs of the consumer. Was the care appropriate and did the team provide the consumer an opportunity for communication of his/her needs? Personal Development—The team is assessed on the investment of each team member ’s personal development. Did the team members achieve his/her goals and how does this compare to the overall team efforts? Specific evaluations can be good indicators in overall team satisfaction.Slide#9A multi-source feedback model is one that gathers information on an employee from members within the employee’s immediate peer group. This type of feedback model will include direct feedback from peers, supervisors, and  subordinates. This model also gives the employee a chance to evaluate his/her own performance. Feedback may also come from external sources, such as patients. Multisource feedback may be contrasted by upward feedback, where feedback is given from direct reports and traditional performance appraisals, where his/her direct supervisor only evaluates the employee.This combination of appraisals ensures accurate assessments of employees and teams. Supervisors would be able to utilize feedback from the employee’s peers, patients, and his/her own indiv idual performance review. The employees must separate individual assessments from team assessments to ensure accuracy. This type of evaluation also allows for praise to be given when it is due.The multi-source feedback model can also be utilized for team performance evaluations. The multi-source feedback model allows supervisors see the performance of a team from all points of view. This model would be able to identify if the team is meeting organizational goals.Slide#10 Managers must be consistent when evaluating team performance and employees. The manager must understand the importance of the assessment strategy. For example, the employee evaluation focuses upon the individual employee while the team evaluation focuses upon the team as a whole. Thus, it is important to have a system in place for evaluations. The nature of the team type of evaluation needs to be focused on discussions rather than endless form filing. This makes sense because the manager will need to gain an underst anding of the whole team and the successes attained in meeting designated objectives.The discussions need to focus on what can strengthen the team and what individual opportunities exist for individual team members. The team members must feel comfortable and be encouraged to be candid during the discussions. Employee evaluations focus on the individual employee and conducted with that employee only. There are many types of evaluations available to assess an individual employee in an ongoing performance assessment. Individual assessments are aimed at providing feedback to the employee and management for administrative decision-making and employee development. The primary purpose of an employee performance  appraisal is to improve the employee to achieve goals.Slide#11Individuals are not happy doing the same job over and over again without the prospect of something more interesting or challenging being offered to them. Employees who anticipate a long-term career path will look at op tions available to them. They will likely be more motivated and productive. They will want to understand what is expected from them and think about what they need to do to remain with the company.Succession planning helps the organization plan what it must do to provide professional development for our employees. A successful strategy provides cross-training and mentoring to employees and prepares them to be ready to step into other jobs and responsibilities should the opportunity present itself. This allows the organization to function effectively. To ensure growth and sustainability, an organization should implement a succession planning strategy. This will guarantee the organization continued successes and allows the organization to develop more leaders within (Beck, 2013).Slide#12The organization can use succession planning through the development of more leaders within the actual organization. This allows the organization to invest in employees, which provides positive reinforc ement and satisfaction. This also allows to place employees in different positions should the necessity arise to fill positions due to unforeseen circumstances. The actual candidates selected must be chosen carefully, since the candidates will be expanding their competencies and skills to ensure they will be able to lead others. The candidates must be familiar with as many departments as possible so they are able to foster a greater understanding of the organization and culture.Successional planning should be a benefit within the organization. This can be used to help recruit valuable employees. This will help aid the  organization attain the mission and goals set forth.Slide#13 Identification of key positions should be completed. Next, key employees should be identified for these positions. The employees should have adequate development and training to attain the organizational mission and goals. This would ensure the employees identified for these positions would be prepared to step-in to these key positions. This assures the organization has created a group of highly competent employees to advance within the organizational framework.The employees selected must be willing to participate in succession training for the program to work. The organization must ensure the employees selected have the desired abilities and talents to follow the career paths set forth by the company. This is where professional development is key. The organization has created the opportunity for the employees and the organization must motivate the employee to grow. This will help the organization develop employee loyalty and reduce turnover.Senior leadership must be involved for succession planning to be effective and successful. This leadership must become integral in the training and development of the selected employees. The senior leaders must buy-in to the concept of succession planning and provide a positive attitude to the development and training.Slide#14The performance appr aisal system provides opportunities for professional development and training, encourages positive company attitudes, and provides the opportunity for a clear understanding of expectations to be seen. The actual appraisal provides the opportunity to reward, encourage, and clarify expectations for employees. Appraisals are meant to be as accurate as possible and be fairly administered.The appraisal system can be utilized in both individual and team evaluation  approaches. The appraisal system should always be given in a non-threatening manner and be a positive experience even when the appraised employee doesn’t meet expectations. The appraisal should provide a platform to help motivate and develop employees.The goals of employees and the organization should be aligned so both entities reap the rewards. Evaluation of both individual and team performance is beneficial in increasing productivity individually and organizationally. This leads to a more accurate evaluation.The mul ti-source feedback model can be utilized to evaluate team and individual performance. Peers, supervisors and the individual teal member is able to evaluate performance. This model can be used to identify strengths and weaknesses that can then be discussed and a plan of action be implemented to promote professional growth.Succession planning is the strategy utilized to fill vacant positions with qualified employees. The key positions are initially identified and then the employees are identified for these positions. Significant training and professional development will then take place for succession within the organization.The goal of this presentation is to foster the understanding of a successful performance appraisal process. Our organizational goal is to provide support to our employees by promoting professional development to attain our organization’s mission and goals.Slide#15 The Human Resources department is ready to help prepare performance appraisal forms, establish protocols, provide managerial training to improve communication skills to help deliver performance appraisals, and ensure the performance appraisal process complies with all laws.The attitude conveyed by the CEO and Board is a positive one that shows a commitment to our employees and has our employee’s best interests in mind.  They want employees to be vested in our organization and provide professional development to all involved.Our organization is taking a positive attitude to performance appraisals and is promoting them as a positive opportunity for constructive change. Performance appraisals are not to be used as a disciplinary measure.Our organization supports all employees and will continue to help our employees become engaged in a process that will retain them. Interventions will be implemented for those who need improvement. Positive reinforcement will be used at all times.

Marketing Exam 1 Study Guide Essay

Marketing Exam 1 Study Guide Essay Marketing Exam 1 Study Guide Essay Marketing Exam 1 Review Chapter 1 Marketing – the activities, set of institutions and processes for creating, communicating, delivering and engaging offerings that have value for customers, clients, partners and society at large. Exchange – people giving up something in order to receive something they would rather have. Product orientation – a philosophy that focuses on the internal capabilities of the firm rather than the desires and needs of the marketplace. Sales orientation – the ideas that people will buy more goods and services if aggressive sales techniques are used and that high sales result in high profits. Marketing concept – the idea that the social and economic justification for an organization’s existence is the satisfaction of customers wants and needs while meeting organizational objectives. Marketing orientation – a philosophy that assumes that a sale does not depend on an aggressive sales force but rather on a customer’s decision to purchase a product; it is synonymous with the marketing concept. Societal marketing orientation – the idea that an organization exists not only to satisfy customer wants and needs and to meet organizational objectives but also to preserve or enhance individuals’ and society’s long term best interests. Customer value – the relationship between benefits and the sacrifice necessary to obtain those benefits. Customer satisfaction – customers’ evaluation of a good or service in terms of whether it has met their needs and expectations. Relationship marketing – a strategy that focuses on keeping and improving relationships with current customers. Empowerment – delegation of authority to solve customers’ problems quickly – usually by the first person the customer notifies regarding a problem. Teamwork- collaborative efforts of people to accomplish common objectives What is marketing? -Determining the needs of a targeted group of consumers -Creating an immediate exchange of value and a long term relationship Four P’s -Product, Price, Promotion and Place Chapter 3 Ethics – the moral principles or values that generally govern the conduct of an individual or a group. Morals – the rules people develop as a result of cultural values and norms. Code of ethics – a guideline to help marketing managers and other employees make better decisions. Foreign Corrupt Practices Act – a law that prohibits U.S. corporations from making illegal payments to public officials of foreign governments to obtain business rights or to enhance their business dealings in those countries. Corporate social responsibilities – a business’s concern for society’s welfare. Pyramid of corporate social responsibility – a model that suggests corporate social responsibility is composed of economic, legal, ethical, and philanthropic responsibilities and that the firm’s economic performance supports the entire structure. Sustainability – the idea that socially responsible companies will outperform their peers by focusing on the world’s social problems and viewing them as opportunities to build profits and help the world at the same time. Green marketing – the development and marketing of products designed to minimize the negative effects on the physical environment or to improve the environment. Cause related marketing – the cooperative marketing efforts between a for-profit firm and a nonprofit organization. Influential factors on ethical decision-making -Extent of problems, probability of harm, top management actions, time until consequences, potential consequences, number affected and social consensus -Four sets of norms – societal, general business, company and personal - Must satisfy all four to be ethical AMA Code of Ethics – do no harm, foster trust in the marketing system and practicing ethical values that will improve consumer confidence in the integrity of the marketing exchange system. Chapter 4 Target market – a group of people or organizations for which an organization

Distillation Lab Report Essays

Distillation Lab Report Essays Distillation Lab Report Paper Distillation Lab Report Paper If the boiling points are too close, this method will not work because the two compounds will begin evaporating at close temperatures and will condense down to the receiving flasks at relatively the same times. This will not create an ideal separation. The apparatus used for this type of distillation is longer than that of a simple distillation experiment because this kind of apparatus creates more efficient separation. This happens because the fractional distillation apparatus is longer, and allows for several simple distillations to occur within the column itself to more accurately separate liquids. The inside of the column is said to have theoretical plates, or equilibrium stages that are created by the vapor and liquid stages of a compound that create this accuracy. The column must also be insulated with cotton and aluminum to reverent any heat loss that may lead to inaccurate temperature readings or even effect the evaporation of the different compounds. When heating the stillest, blameless heating should be used along with a magnetic stirrer. This is important to control the temperature of the mixture and keep the heat smooth and constant. Heating the mixture too fast could result in no fractionation in the column and lead to no separation. Likewise, if the mixture is heated too slowly, the vapors might now make it all the way to the condenser, and the liquid will fall back into the stillest. Fifth mixture is heated correctly and constantly, the vapors should condense through a condenser and into a receiving flask. This condenser should have water running through it at all times to keep it cool and keep the condensed vapor flowing down into the receiving flask. As a whole, the entire apparatus works perfectly for two different volatile liquids with 40-ICC boiling point differences because as the liquid with the lower boiling point is distilled out, the higher boiling point liquid will remain in the stillest as the other is evaporating and distilled. Then, it will be able to evaporate later as the temperature rises, after the other has more than completely distilled out. As I conducted this portion of the experiment, I noticed that while taking the three fractions, fraction A filled up the full 15 ml and continued distilling through fraction B, and eventually stopped. Because of this, I hypothesized that all of fraction A and most of fraction B consisted of the low boiling point compound. As I raised the temperature of the hotplate, I was able to collect fraction C, and I predicted that it was composed of mostly the high boiling point liquid. To test this, the experiment called for the use of gas chromatography. The chromatography would not only show the relative concentrations of each impound in the fraction, but could also help confirm the identification of the compounds we thought were in the fractions based on the temperatures that each liquid boiled. Before trying to guess the correct compounds of the mixture, one must run each individual fraction through the machine to clearly see the composition of each. Gas chromatography works because as the liquid runs through the machine, its different components run through and exit at different times due to changes of temperatures that measure high and low boiling points. The machine records these using peaks of retention time that identify these different components. After obtaining this data, there was enough information to choose a reasonable match for each of the components. Once both the fractions and the guessed compound were mixed, the retention recordings should not differ in the number of peaks because ideally the compound mixed should have the same retention time as one of the other previous peaks. If the compounds were to differ in the number of peaks, then it shows that another compound must be present with different properties. As I conducted this portion of the experiment, guessed cyclopean for my low boiling point liquid and toluene or heptanes for my high boiling point squid based on the fractional distillation observations. For cyclopean I mixed it with fraction A, since it predominantly consisted of my low boiling point liquid, and observed two peaks in my results. Therefore I concluded that cyclopean was the low boiling point liquid. However, for the second liquid I guessed heptanes first, and my results showed three peaks. Knowing that I had guessed wrong, I tested toluene mixed with my fraction C and only got two peaks. The high boiling point liquid proved to be toluene. In conclusion, my results all matched the main ideas and theories presented in the experiment.

Volcano Research Project essays

Volcano Research Project essays Would you want to live within ten miles from a volcano? Not knowing when its going to erupt. I just called in the radio station and I was caller number ten. I got to choose one of three places to live, the options were next to Mount Kilauea, Mount Baker, or Mount Rainier. Before I gave them my answer I was going to research all the volcanoes, when I was done with all my research I found out that I want to live within ten miles of Mount Baker. Here is why I choose to live next to Mount Baker... All of the volcanoes have different kinds of blasts and flows. For example, MountKilauea has a non-explosive eruption, so that means the lava would run down the side, instead of it bursting out everywhere. The only problem is it can be very destructive and clear out anything in its path. Mount Rainier is also a non-explosive volcano, but can be just as destructive as an explosive volcano. Then theres Mount Baker, it is an explosive volcano, it will erupt and you wont be able to run from it like you could if it were a non-explosive volcano. There are all different times that a volcano might erupt, but no telling when. Mount Kilauea is the worlds most active volcano, so it can erupt any day or everyday. Mount Kilauea is around 300,000-600,000 years old and has been active ever since. Mount Rainier has not erupted in he past 2,200 years. Last July they found out that Mount Rainier is going to have the most detructive eruption ever in the United states. Mount Baker hasnt shown much activity since 1978. By 1978 Mount Baker somewhat has stopped showing activity. These three volcanoes also have history of seismic activity. Mount Kilauea had an eruption in 1983, and lava has covered 104 km, that is 7% of Kilaueas surface. When scientists stated mapping, they thought that a large part of Kilaueas surface was 5,000 -10,000 years old. Mount Kilauea is ma ...

Lower the college tuition Essay Example | Topics and Well Written Essays - 1000 words

Lower the college tuition - Essay Example Since education is based upon the ideals of opportunity for all and higher personal advancement, increased tuition costs ruin the promise of education and make it only available to the elite members of society. Education is supposed to be meritocratic in nature and that means that people are accepted into universities and colleges across this country based on their abilities and not the wealth of their parents. Education is the way in which people break through social barriers like class and privilege. Is it true that education is merit-based? Is it true that America’s ideas about higher education are based upon the notion that it allows people to advance, progress and move forward in life? A basic idea behind the sociology of education is that it promotes greater equality and is based upon merit and equal opportunity for all. The expansion of education in the past two hundred years in the United States is an incredible advance which has supposed increased social equality and made society a better place. Less than one hundred years ago, the educational institutions of this country were closed to women, ethnic minorities such as African-Americans and a whole bunch of other social gro ups. What is amazing is that while a long time ago educational opportunities were denied to more than 50% of the population, today education is supposed to be available to all. Education is supposed to promote social equality and when tuition is high and out of reach for many students, it promotes division based on social class and limits the opportunities for many qualified students (Conley, 59-72). Looking at the opportunities associated with higher education, academics Persell & Cookson studied education and privilege. They determined that through education â€Å"the transmission of privilege is central to the reproduction of an

Training and development 1 Essay Example | Topics and Well Written Essays - 1000 words

Training and development 1 - Essay Example Good customer service entails maintaining communications with both internal customers and attracting external customers. Good customer service will improve customer retention and loyalty to the organizational products and services. Good customer service will improve the sales revenues and profitability of the organization through repeat sales. Good customer service will ensure market share retention thus the organization will reduce the advertising and promotional costs that are incurred in attracting new customers. Good customer service will also reduce the number of customer complains thus improving the reputation and corporate image in the society. Some of the essential customer service skills that employees should be trained include building customer trust, customer courtesy, maintaining positive relationships, controlling customer conversations, calming upset customers, business etiquette, problem solving skills, customer service attitude, listening skills, managing customer exp ectations and dealing with difficult customers. Other customer service skills that need training include the customer service charter, handling customer complains and customer follow-ups in order to create future selling opportunities. Question two Competency modeling has some similarities and differences with traditional needs assessment technique. Competency modeling entails determining the specific competencies that will lead to high performance and success in an organization. Competencies include the knowledge, skills and behaviors and also some attributes that are required for successful performance of a particular job. Other competencies include the personality, traits, social roles and motives that are essential for the job. On the other hand, traditional needs assessment consists of organizational analysis, task analysis and individual analysis in order to identify the skills gap in the organization. The organizational needs analysis will consider the impacts of changes in t echnology and changes in the workforce which can impact on the attainment of organizational objectives. Traditional needs assessment will consider the current skills and knowledge of the employees. Competency modeling and traditional needs assessment have certain similarities since the two training needs assessment techniques aim at identifying the skills which are essential in attaining successful work performance. The two methods aim at meeting the staffing needs of the organization through identifying the knowledge, skills and attitudes that are needed in each job position. The two methods aim at motivating employees through new skills training and developing than improving the overall organizational performance. One of the significant differences between competency modeling and traditional needs assessment is that competency modeling extends beyond the boundaries of the job to include organizational vision, mission and strategic objectives in formulating the training needs. Comp etency modeling utilizes more organizational resources since the models must be validated and the targeted training population is usually large enough to justify the resource expenditure. Competency modeling takes in to account successful exemplars in the job position and competencies that they displayed in the job unlike training needs analysis which focuses on the skills needed to successfully perform the job. Traditional need

How is Nagarjuna's concept of emptiness different from original Essay

How is Nagarjuna's concept of emptiness different from original Buddhist philosophical teaching - Essay Example In this way, he argued that emptiness does not represent a thing since it is not something one can point at and identify neither can one grasp it with the hand. The idea of emptiness means that things lack the element of natural being or in other words they have no soul or natural being. Nagarjuna argued that there is nothing in the world that possesses a soul or essence which means that they have no permanent unique base (Olson 167). This shows that if things do not have a natural existence or essence, it means they are not independent. Emptiness in this respect clarifies that things are fundamentally relative and therefore, cannot exist on their own. This philosophy of Nagarjuna goes against original Buddhist philosophies that identified the soul as an intrinsic being that can exist on it own even after death. Nagarjuna additionally, states that emptiness is not superior and does not judge other views because in itself it is empty. For instance, Nagarjuna touches on the issue of ex istence or non-existence and concludes that human beings overlay a personality on things that are not there. He says that the ideas of existence and non-existence are only formed in the minds of human beings which mean that emptiness destroys ignorance, gullible and blind concepts. In this way, the Four Noble Truths like knowledge and truth exist in the mind and are able to eliminate the issue of ignorance (Olson 168). It is clear from Nagarjuna viewpoint that emptiness is meant to destroy the erroneous human perception to ensure that people see things and experiences as they truly should be. He adds that emptiness is not a self-proven reality that is meant to object the issue of non-emptiness. He cites that human should therefore, not get attached to the constituent of emptiness in itself, because it is not something substantial that people need to cling onto. In Nagarjuna’s ideas, human beings should detach themselves from mental and emotional inventions since they lead peo ple to transcend their personhood. In this respect, humans are required to free themselves from any ideas or events which include the concept of emptiness. The natural nature of emptiness is emptiness which leads to the ultimate truth instead of the ultimate truth by itself (Olson 168). Nagarjuna believes that emptiness is not a concept that can be proven or defended because it is not a position at all. The concept of emptiness means that all questions end since there is no position to defend. The question of nivarna (spirit or heaven) arises and does it mean that it does not exist? In Nagarjuna explanation, there is no suggestion or intention that is legitimate in absolute sense. It is a philosophy where Nagarjuna ensures that humans understand that they need to eliminate mental and emotional attachment to extraordinary concepts and take up simple insight to the nature of things. In this respect, it is possible to understand nivarna from Nigarjuna philosophy since he says that all extraordinary things are empty which shows that nivarna is also empty. This conclusion clarifies that nivarna is devoid of any forms of unfairness, particularities and even of definitions (Olson 169). In addition, nivarna is devoid of all sorts of representations and verbal differentiations which mean it is not independent. It is clear that Nagarjuna says that nivarna and the idea of

Personal statement for law school Example | Topics and Well Written Essays - 500 words

For law school - Personal Statement Example I find these issues fascinating as the intricacy of law continues to astonish. Also, I am charmed by advancements in the law and how it adapts to an ever-altering society. I believe I would be suitable to a law degree as challenges bring out the best in my ability. I relish the chance of lateral thinking and take pleasure in assessing human relationships. For a long period, I have been satisfied with the intelligence that I hold. I constantly set new objectives and goals that help stretch my mind in a better way than previously. I also permit all experiences to shape my thoughts, while not losing what I have been learning and my convictions (Frum, 2000). This has always been my way of life. Undertaking legal education is not my final achievement, nor will acquiring a legal degree satisfy my desire for knowledge. I need to be in constant search for challenging objectives that need tremendous person reflection and mind expansion. The knowledge and experience I will get hold of when going to law school will extend my mind to deliberate in ways that I have not done. This will permit me to face future academic, intellectual, and profession goals with enthusiasm and confidence. Academically, I have always been determined. This made me realize that being admitted to Law school would be the subsequent step. I have a large interest in a number of subjects yet feel attracted towards Law. Pursuing a Criminal Justice degree has assisted me to become open minded and well acquitted with criminal activities (Frum, 2000). While pursuing a degree in Criminal Justice, I realized the importance of criminal justice and the issues that are assessed. To add on to my academic interest in Law, I was engaged in a number of extracurricular activities. I was a member of the school’s debating society. The experience I gained has taught me to develop skills in

The Corporation as a Legal Entity Coursework Example | Topics and Well Written Essays - 1000 words

The Corporation as a Legal Entity - Coursework Example The formation of an entity requires the input of different stakeholders, including the owners, the investors, and the directors and managers. At law, the corporation is a separate legal entity from all those people involved in its formation, and has it owns rights and liabilities. Therefore, it is evident that the corporation has its own rights and duties, separate from the directors and stakeholders in the company, who are usually separated from the corporation by a corporate veil. This means that a company can, in its own right, perform contracts, own assets, perform lawful actions, and be liable to the authority in its own name. This principle, called the Salomon Principle, was established in 1897 in the case of Salomon V. Salomon, which will be discussed in detail at a later stage in this paper. This principle was later affirmed by the House of Lords, which stated that the company is not an agent of the owners of the said company. This means that, in law, the company is an entire ly separate being from the subscribers to its memorandum, and in law, is not an agent or trustee of the said subscribers. The Establishment of the Doctrine of Incorporation The doctrine of incorporation was firmly established by the House of Lords in Salomon V. ... ted that, even though the company could be the same as it was before incorporation, with the same managers, same people sharing profits, it is still an entirely separate entity. The members are, therefore, not liable in any way for the company, except in instances as prescribed in the Companies Act 2006. In stressing this doctrine, the House legalized the usage of the corporation by individuals seeking to put a veil between themselves and their creditors. The effects of this decision are widespread, for example, in Foss V. Harbottle (1843), it was held that the corporation can sue and be sued in its separateness from the shareholders. The decision in Regal (Hastings) V. Gulliver (1942) also established that the other effect of the Salomon Principle was that the company has perpetual succession, and that the company can enter into contracts in its own name, separate from its shareholders. The fourth implication of the Salomon Principle is that the corporation has the sole right to acq uire, possess and dispose of its own assets, which was decided in Macaura V. Northern Assurance Limited (1925). However, Lord MacNaughten’s ruling concerning the Salomon Principle was not a good decision, since it gives some parties unreasonable shield, which can be detrimental to the individuals dealing with the companies. The case established an important principle in company law, that of the independent existence of a registered company or corporation. The inflexible application of this principle can be detrimental to the persons dealing with the company, since the corporate veil is insecure. Piercing the Corporate Veil As previously stated, there are instances where courts are allowed to remove the corporate veil enjoyed by shareholders and apportion liability directly to the

Safety Management Term Paper Example | Topics and Well Written Essays - 1250 words

Safety Management - Term Paper Example For any given manufacturing organization, the list of occupational hazards is very long. There may be health hazards from operating bulky, dangerous machinery that may injure or even kill the operator, working in improper positions, physical hazards such as too much noise, heat, inadequate lighting, and exposure to harmful radiations. There may also be exposed to chemicals like lead, cadmium, chromium, organic solvents and welding fumes. Plus, there are mental and psychological hazards from working long hours and in shifts. Specifically, in a car-manufacturing industry, there are some activities involved that have serious implications for health. In the manufacturing of battery for cars, there is a high incidence of exposure to lead and cadmium in case of lead-acid batteries and cadmium batteries respectively. Too much exposure to these metals may lead to chronic lung and kidney diseases that may prove to be fatal. Another fairly common activity in this sector is the welding or smelt ing of metals in order to construct the body of the car. This poses a risk of exposure to toxic materials like Sulphur dioxide and Welding fumes. In addition, the environment in and around the area in which the factory is situated gets polluted and affects the families living in them. All these occupational hazards are evident in the Toyota Group.In this respect, Toyota delivers not just the best cars made out of the most advanced set of tools and techniques but also in terms of high safety standards for its employees.

NursingResearch critique part 2 Essay Example | Topics and Well Written Essays - 750 words

NursingResearch critique part 2 - Essay Example The introduction is not very clear. There is quite a lot of information there but this reader found that it had to be re-read several times to assure that it were understood. It does create interest in the study and there is good reason for the target audience to read it. It just needs to be better organized and more succinct. The problem was stated twice and in a clear manner and it very clearly important to nursing. This about turning patients and preventing pressure ulcers. It is definitely a caring, patient advocate type of problem. A qualitative approach could have been used here but the quantitative approach makes more sense and the result would lead to a process change. The study question, "does repositioning alternately 2 hours in a lateral position and 4 hours in a supine position reduce the incidence of pressure ulcer lesions in comparison with repositioning every 4 hours in patients lying on a pressure-reducing mattress" In looking at this in PICO statements, it meets the needs of a research question and the literature review is consistent. The synthesis of the literature review was quite well done, organized, and easy to understand. This reader has some question as to whether it is up to date as many of the articles were written between 1992 and 1996 and this particular research was conducted in 2006. There have been many changes in nursing and nursing process since the 90's so this reader is concerned that there may have been better research out there. There is definitely reason after this research to continue to study this problem in an effort to solve it. Conceptual Framework The key concepts are well defined and well organized as is the framework of the study. There is also good description of how the randomization was done and the methods used to frame and carry out the work Conclusion: This a well conducted and well written study though in places such as the introduction, it is wordy and unclear. The information is there but is cumbersome to read. Qualitative Study A qualitative study of smoking during pregnancy Title: This title does tell the reader what the article is about but it really does not tell the reader what the study is looking for or what the content of the study is. This study is really about finding ways to stop young females from smoking not only during pregnancy but before and after pregnancy. It does not waste words; there are probably not enough of them. Abstract This abstract is more succinct though it is more in narrative form than the quantitative study. It does clearly summarize what is in the study. Introduction The introduction is short and really does not say much. It does talk about some of the recommendations that have been made by other researchers and how those recommendations tie into this study but overall it does not tell me what to expect of the study. It is something important for the target population to read but it does not generate

Safety Management Term Paper Example | Topics and Well Written Essays - 1250 words

Safety Management - Term Paper Example For any given manufacturing organization, the list of occupational hazards is very long. There may be health hazards from operating bulky, dangerous machinery that may injure or even kill the operator, working in improper positions, physical hazards such as too much noise, heat, inadequate lighting, and exposure to harmful radiations. There may also be exposed to chemicals like lead, cadmium, chromium, organic solvents and welding fumes. Plus, there are mental and psychological hazards from working long hours and in shifts. Specifically, in a car-manufacturing industry, there are some activities involved that have serious implications for health. In the manufacturing of battery for cars, there is a high incidence of exposure to lead and cadmium in case of lead-acid batteries and cadmium batteries respectively. Too much exposure to these metals may lead to chronic lung and kidney diseases that may prove to be fatal. Another fairly common activity in this sector is the welding or smelt ing of metals in order to construct the body of the car. This poses a risk of exposure to toxic materials like Sulphur dioxide and Welding fumes. In addition, the environment in and around the area in which the factory is situated gets polluted and affects the families living in them. All these occupational hazards are evident in the Toyota Group.In this respect, Toyota delivers not just the best cars made out of the most advanced set of tools and techniques but also in terms of high safety standards for its employees.

Gender Inequality Essay Example for Free

Gender Inequality Essay The issue of gender inequality or discrimination has existed in the financial industry of the United States. This paper aims to present the existence of such practice in the financial world of some of the famous yet lawsuit-stricken Wall Street firms. In particular, a book written by Roth, which has studied and presented the many incidents of gender prejudices, will be critically analyzed. To make the public realize the need for such harmful organizational practice to be stopped is the ultimate goal of this paper. A Critical Analysis of â€Å"Selling Women Short: Gender Inequality on Wall Street† Many literary writings have presented gender inequalities in work settings. Each work has revealed to the public the many damaging implications of gender discrimination. These kinds of prejudices have been manifested in several forms, notable of which are the famous sexual harassment and unfair labor practice cases. Almost always in such lawsuits, the women employees of big business organizations always fall prey or are subjected to various gender-related unfair practices. Several factors are taken into consideration when gender biases occur in work places. While it is worthy to note that modern working women have slowly achieved a sense of work fairness based from their significant contributions in their respective industries, the ghost of the past sill haunts the society. These are evident with the unsettled labor cases having women as the aggrieved parties. These are but some of the main issues presented in many books. Despite the efforts, however, to clearly present the realities within an organization setting, the fact remains that there are still no appropriate responses which may address the issues concerning women employees. One of the many books which concretely depicted the said condition is the 2006 book of Louise Marie Roth entitled â€Å"Selling Women Short: Gender and Money on Wall Street. † In fact, a literary work such as the Roth book is a clear proof that gender inequalities, which beset powerful Wall Street companies almost two decades ago, have destructively affected contemporary work environments. This is because of the idea that only a few of high-profile gender discrimination cases are resolved in favor of the women victims while majority of these lawsuits are decided favoring the managements where the supposed injustices emanate or where the suspected male offenders acquired their influences. These celebrated criminal cases and the eventual out of court settlements have clearly indicated the previous existence of discrimination and continued practice of gender inequality in the professional environment. Despite the efforts of the Roth book to enlighten and rectify the perspective that women in Wall Street nonetheless have their fair share of success, the reality that women in work places are likely to be shortchanged or are â€Å"sold short† of their respective powers and potentials will never cease to exist. This situation will continue unless concrete actions and sincere efforts are made in order to alleviate, if not stop, gender discrimination in work places. â€Å"Selling Women Short,† an Overview As an educator, Roth presented the book in a manner of self-realization. The author learned how Wall Street companies, such as Smith Barney, Morgan Stanley and Merrill Lynch, all of Citigroup, have provided and continued hostile work settings for their women employees despite the existence of many legal limitations. Based from a methodology using research questions and aimed at achieving an investigative design, â€Å"Selling Women Short† matched the male and female employees of Wall Street firms during the period of 1990s and at time when the market and chances were rich. In an era where the work setting was supposedly advantageous to women workers, Roth discovered the many forms of gender discriminations which hampered the female workforce to progress. In short, using thorough study procedures, the authors as presented by her book examined sex inequality on Wall Street and realized that deceitful prejudice is the outcome of people’s ignorant inclinations and injustices which manipulate how they regard other employees and their respective performances (Roth, 2006). The book specifically identified the Wall Street’s practice of performance appraisal system as the apparent cause of gender discrimination (Roth, 2006, pp. 36-37). The book further presented the various manners in which women employees of the said Wall Street firms have attained their respective success. In particular, the triumphs of women working in the security businesses involved searching for an influential male adviser but in the process, ultimately prevent them from joining team efforts where their inputs matter most. The book concluded by manifesting that work and family concerns do not go hand in hand. This is because of the reality that family-related issues could be the most difficult hindrances to gender fairness on Wall Street due to the fact that women workers desire and ultimately have their respective families. Appealing Components The book is most notable for its comprehensive and clear focus on gender-related emphasis, particularly the degrading reality of discrimination against women which was introduced by the Wall Street work settings and which has continued to harm the modern work place. Stunned by an outbreak of celebrated gender or sex inequality cases more than two decades ago, it was expected from Wall Street to sanitize its industries and the activities of its workforce. Interestingly for â€Å"Selling Women Short,† it has thoroughly and powerfully reflected on how Wall Street’s financial companies have cleared continuing discriminatory lawsuits. Roth is to be acclaimed for this fearless ability to research on the particular cases of gender inequalities and eventually share to the readers the results of her study as well as the appalling yet actual situations of discrimination involving women employees of the firms located at the financial capital of the United States. It is also interesting to discover from the book that Wall Street, which is regarded to be a fortress of untainted or wholesome economics as well as supposedly compensating employees according to their accomplishments and assessing their jobs impartially, is in reality nothing but deceptions. It was both an enlightening and enjoyable discovery that Wall Street was amiss with its supposed intention to equally pay employees, regardless of gender but who have the same qualities and achievements. The comparison made by Roth about the work experiences of the people who started their jobs at various Wall Street firms in the later period of the 1990s was truly appealing. This is because the author was able to unearth that aside from the reality that women employees are paid at a standard of 29 percent less than their male colleagues, they are likewise pushed to less rewarding career options as well as were deprived of promotion and worthwhile customers (Roth, 2006). Aside from the mentioned interesting points, the book has remarkably exposed the devious gender inequality in the Wall Street structure. Roth is again to be praised for her explicit revelation of gender discrimination when she wrote on the unwitting prejudices of the members of the management, colleagues of the women employees and the manipulation of the customers on the performance assessments, task allocation, and eventually compensation (Roth, 2006, p. 62). Simply put, the book, through the words of Roth, has effectively presented how employees behind Wall Street companies have portrayed realistically damaging components such as their penchant to relate with those of similar sex and how they have a say to the system of gender discrimination. Ultimately, the author is to be credited with her proposals to limit the practice of all gender-related inequalities. Though the suggestions seem to fall short of being real, such attempt by Roth implied her earnest intention for the public to realize the harms of discrimination. Conclusion Despite the above mentioned interesting attributes of â€Å"Selling Women Short,† the book itself is unfortunately similarly short of its suggestions on how gender inequality could have been addressed, if not stopped, even from its start of existence. While Roth’s writing job was generally appealing and informative primarily because of her efforts to deal with the issue of gender discrimination, it may be in a way perceived that the public was shortchanged of more concrete solutions. Nonetheless, what Roth has ultimately achieved was for the book to eventually sink into the organizational set-up of Wall Street firms where it is aimed at influencing the people who build the practice of gender discrimination to finally put an end to such prejudice. Reference Roth, L. M (2006). Selling Women Short: Gender Inequality on Wall Street. Princeton, New Jersey: Princeton University Press.

Strategic Importance Of Anticipated Hr Requirements Commerce Essay

Strategic Importance Of Anticipated Hr Requirements Commerce Essay HRP is the process by which an organization ensures that it has the right number and kinds of people, at the right places, at the right time and that these people are capable of performing their tasks effectively and efficiently. This helps the organization to achieve its overall objectives. Two major ways in which societal trends affect employment is through consumer markets, which affect the demand for goods and services, and labour markets, which affect the supply of people needed to produce goods and services. Maintaining a flexible workforce is the major challenge of the HR department and HRP helps it handle this challenge. HRP is done at different levels corporate, intermediate, and operations levels and for short-term activities. A proper human resource planning exercise should utilize the inputs of all the departments in the organization and enjoy the support of the top management. A human resource professional would be better equipped for human resource planning if he has a good understanding of the market dynamics, changes in the economy,organizational processes and technological developments. The process of HRP involves three key steps assessing and making an inventory of the current human resources, forecasting the organizations human resource needs and matching the demand and supply of human resources. Forecasting the overall human resource requirements involves studying the factors affecting the supply and estimating the increase or decrease in the external and internal supply of human resources. New hires, transfers-in, individuals returning from leave etc. increase the internal supply of human resources, while retirements, dismissals, transfers-out of the unit, lay-off, voluntary quits, sabbaticals, prolonged illness, and deaths reduce the supply. Part 1 Strategic importance or current, future anticipated HR Requirement Strategies concerns for hiring people at time of requirement and laying them off when they are not required. This strategy argument distinguish between personnel and the human resources. Human Resource Requirement is to control labour costs, looking for the talented labours or employees, making informed business decisions and assessing the future market risks. The important work of the HR people is too place right people for the right job at a right time and with the right price which an organization can afford because the employees are the main assets of the organization. H.R people plans that what the organization will need with his employees and those employees can meet the needs or the target of an organizations. The major problem now is faced by the H.R people is that this may create the gap between the organizations demand and the availability of the workforce supply, the organization is going to develop new strategies or approaches to close these gaps. Strategies as per the H.R Requirements Environment Scan Environment Scanning is a form of business intelligence. If the environment of the organization is in good, then it is easy for the new worker to mix up with the environment of the work, and it is going to help the organization that the employee or worker is giving his/her fullest working skills. Current Workforce Profile Current State is a profile of the demand and supply factors both internally and externally of the workforce the organization has today. Future Workforce View H.R people look towards the future organization that what all the requirements they need for the organization, what all the demand of the market, what sought of trend is going to be there, what will be the requirement of the employees at what price or the requirement of some other resources which may help to improve in the workforce in future and creates much better Working Environment of an organization. As well thinking about the Quantitative and Qualitative of the product and as well as for the employees.(It may be Internal or External demand and supply) Closing the Gaps The major work of the H.R people is to close gaps between the management and the employees, so that the easy flow of working can be there which will help to the organization for achieving its goals. H.R people work is to motivate the workers and employees at time of they needed, it can be in terms of money or as per the requirement of the employee or worker which an organization can easily provide while looking to the past performance of the employee. There are other things which an organization required to close those gaps, those are Resourcing, Learning and Development, Remuneration, Industrial Relations, Recruitment, Retention, Knowledge Management, Job design. HR Planning impacts on the Strategic Plan Integrating human resource management strategies and systems to achieve the overall mission, strategies, and success of the firm while meeting the needs of employees and stakeholders. (Source: Herman Schwind, Hari Das and Terry Wagar, Human Resource Management: A Strategic Approach) As per the HR plan for the Strategic Plans it may Positive or Negative too for an organizations, but we are going to discussed on the positive side of the impacts on the strategic plan. Strategy Development Develop strategies for workforce transition. -List specific goals to address workforce competency gaps or surpluses. -Changes in organizational structure -Succession planning -Retention programs -Recruitment plans -Career development programs -Leadership development -Organizational training and employee development. These are the developments which are going to impact on the organization with the help of HR planning in the strategic plan, these plans may be for the future or the current plans as per the requirements of the organization. Part 2 Human resources are the participants as also the beneficiaries of economic development process. In that, human resources figure on the demand as well as the supply side of production of goods and services in the economy. On the demand side, goods and services produced are used by the human beings to alleviate poverty, improve health, generate better living conditions, enhance general educational levels and provide better facilities for training. Utilisation of goods and services thus leads to an improvement of quality of human resources. On the supply side, human resources and capital form essential ingredients of production systems which transform natural and physical resources into goods and services. Complementarity between human resources and capital is so close that optimal increases in output and hence optimal economic growth is not possible through increases in one of them either human resources or capital at the cost of the other.Some growth of course can be had from the increase in more conventional capital even though the labour that is available is lacking both in skill and knowledge. But the rate of growth will be seriously limited. It simply is not possible to have the fruits of modern agriculture and the abundance of modern industry without making large investments in human beings . There is an optimal ratio of human resources to capital which has to be maintained to reach the attainable rate of economic growth. In this Unit we will take into account the two dimensions of human resources: Quantity and Quality in context of HRP in general and also in tourism. Quantitative and Qualitative on the basis of legal requirement of Human Resource Planning Human being is looked as productive power which is one of the part of the population of an economy and another one the human being those are without any productive power. Population Population of a country, in a generic sense, is taken as constituting the totality of all human beings of the country. The concept of population, viewed in this manner, appears to be very simple. However, in reality, the definitions used vary not only from country to country but even within a country depending on the purpose of enquiry. Broadly, the definitions of population used may be categorised into de facto and de ju re. Human resources being an integral part of population, the growth of human resources is depend on the growth of population. Population growth is measure by three factors: population structure, migration and population policies. Age Composition Age composition means dividing the population by age groups, usually five year age groups. At some point of time it shows the results of the past trends in mortality and in fertility. In the computation rate of growth of population, future births are usually computed by applying five year age specific fertility rates to the women of child bearing age (10 to 49 years) at the midpoint of each five-years time interval. It is useful in analysing and in computing of the labour supply. Normally the active age-group is being considered to be 15 to 65 years. Migration Another factor which causes changes in population is the net migration. If the net migration is positive, the population rise at a rate faster than the indicated by natural growth. If the net migration is negative then it causes decline in the rate of growth indicated by the natural growth. If population changes then it doesnt cause changes as such in the human resources. Rather than change in the economical active component of population which affects the growth in the human resources. In terms of economic activity classification, population may be divided into workers and non-workers. Workers are defined as a person who actively participate in the productive work by mentally or physically presence. It includes not only the actual work but also includes effective direction and supervision. The non workers is being categorised as : beggars, retired person, full-time students, infants and dependent doing no work, persons engaged in household duties, renters living on rent on an agricultural or non-agricultural royalty, vagrants and others with unspecified sources of income, inmates of penal, charitable and metal institutions, unemployed but available for work, and others. Labour force is that segment of population whose work is to produce goods and services demanded by the whole population they are known as economically active population also, Usually they are aged between 15-64 years. However, not everyone in the productive age-group is effectively in the labour force. According to the accepted definition, labour force comprises all persons of either sex who furnish the supply of labour available for the production of economic goods and services including:employers, employees, self-employed persons, and those engaged in family enterprises without pay. Education and Training Education and training is the most affective quality of the human resources in the terms of skills and knowledge. Educational labour demand is more than the uneducated labour in the market. Education and training serve both social and individuals ends. Education and Training affects on the culture and social for the up gradation of an individual. In other words training and education for the society means to take advantage of the technology which helps in the furthering technological progress. Depending on the methods of imparting knowledge and skills, education and training may be classified into two types: Formal and Informal. Formal education and training, which is imparted through schools and colleges, emphasises transfer of knowledge. Informal education and training such as on-the-job training and hereditary training lays stress on transfer of skills, i.e., practical application of knowledge. As far as development of education and training is concerned there are five choice areas which are critical: Choice between science and technology on the one hand, and on the other hand liberal and humanities. Choice between quality and quantity in education and training. Choice between level of education such as higher, secondary and primary education. Choice between market forces and incentives to attract people into some occupations. Choice between the aspirations of individuals and needs of the society. Health and Nutrition Health and nutrition status is one of the most important status for an human resource as significantly they contribute in building and maintaining a productive human ability as well as improving in the average expectation of life and a quality of life. There are three determinants of health status: Public sanitation, climate and availability of medical facilities. Peoples knowledge and understanding of health hygiene and nutrition. Education, health and nutrition are inter-linked and they complement each other in the process of human resources development. Equality of Opportunity Investments in human resources development do not always ensure proportionate development of all sections of population. In the absence of deliberate policy intervention, there are bound to be discriminations. We can say that there are three distinct forms of discriminations which are relevant to developing nations: Social discrimination may take either the form of sex discrimination or discrimination among different social groups or both. For example, a few years back the air hostesses of a particular airlines petitioned in the court because their retirement age was earlier than of their male counterparts. The court upheld their petition and now the retirement age of both male and female air hostesses is same. Economic discrimination takes place largely among groups of population belonging to different economic strata classified in terms of either income generating assets. Regional discrimination can be in the form of either discrimination between rural and urban population or discrimination among population belonging to different regions. These three forms of discriminations individually and/or jointly lead to inequality of opportunities of varying degree among different sections of population. Discrimination of any form causes differential access to education and training, and health and nutrition. This in turn leads to differences in quality and productivity of human resources belonging to different segments of the population with the privileged benefiting the most and under privileged being deprived of their due share in the development process. Opportunity costs of discrimination are very high, as it leads to many social and economic evils apart from retarding the pace of economic development. It has been demonstrated that the national output can be further expanded by improving the average level of productivity of each individual through appropriate social and economic policies directed towards equality to opportunity in the fields of education and health. Tourism has long been recognised as a tool for economic growth and development. However, it can be beneficial to the host economies when it creates jobs for the locals. Here qualitative dimensions of HRD become an important factor for education and training of local population as per the requirements of responsible tourism development. The dimensions, attributes and distribution of population the product of whose labour adds to national wealth constitute human resources. They are thus, the participants and beneficiaries of economic development. The demographic profile, migration and mobility and participation patterns in economic activity determine the quantitative aspects of actual and potential human resources. Investments in education and training, health and nutrition, and social welfare and quality promote quality of human resources through enhanced labour productivity. While quantitative and qualitative dimensions only regulate supply of human resources, the other aspect of human resources planning namely the demand for human resources crucially depends on the functioning and flexibility of labour markets. Labour market analysis is a principal instrument of human resources planning, as it helps identify skill shortages and also enables a diagnosis of market failure to match labour supply with demand. To facilitate labour market analysis, there is a need for a comprehensive and regularly updated labour market information system. The variables for determining the quantitative and qualitative dimension of human resource planning are: Quantitative Population policy, Population structure, Migration, and Labour force participation. Qualitative Education and training, Health and nutrition, and Equality of opportunity. These all are the points which directly or indirectly relates to the current legal requirements of the HR persons, which they had to consider while recruiting the people that what is going on in the market (in terms of population in there country, in terms of education and skills, health of the employee, age factors) Process for recruiting and selection of new staff The recruiting and selection of new staff is very sensitive because if HR people recruits any wrong person that can affect great loss to an organization and on the other hand if the recruitment is being done properly and HR people recruits right person for the right job then he/she will be useful or profitable for an organisation as well as the person who can achieve the targets of an organisation. Recruitment process can be done internally or externally that is online, telephonic, face to face interviews, exams related to the job profile. There are many ways for recruiting are as follows: Internal or External recruitment is being done. Successful Internal Recruitment. Referral Recruitment. Opening Job Position. HRM role at job interview. The attractive internal or external job poster. External Recruitment. ~ External Recruitment Success factors. ~ External Recruitment Channels. ~ Corporate website as a external recruitment job positioning tool. ~ External Recruitment Process Key Issues. ~ External Recruitment: Recruitment Agencies. ~ Setting KPIs for recruiting agencies. ~ Direct Search: The premiere external recruitment service. ~ Job Market Analysis. ~ Basic External Recruitment Measures. ~ Job website based external recruitment. ~ External Recruitment Competitive Advantage. General Recruitment ~ SWOT Analysis ~ Recruitment sources ~ Recruitment marketing ~ What is War for Talents? ~ Recruitment Strategy ~ Recruitment Strategy of differentiate ~ Recruitment Process Future ~ Recruitment Process Key Issues ~ Defining recruitment strategy ~ Best Performing Recruitment Source ~ Cost of the Recruitment Internal Recruitment ~ Internal Recruitment Benefits ~ Internal Recruitment Process Weaknesses ~ Internal versus External Job Candidates ~ Right Internal Recruitment Job Posting Job Resume ~ Quick selection of Job Resumes in Graduates Campaigns ~ Job Resume Components to Observe The Job Interview ~ HYPERLINK http://hrmadvice.com/hrmadvice/hr-processes/recruitment-and-selection/job-resume/job-resume-components-to-observe.htmlJob Interview Role ~ Job Interview Preparation ~ HRM Job Interview Questions Recruitment Process Design and Developments ~ What to find out before recruitment process design? ~ Designing Recruitment Process: Recruitment Measures ~ Simple Recruitment Process wins ~ Main Recruitment Process steps ~ Recruitment Analysis ~ Recruitment Process Outsourcing [(http://hrmadvice.com/hrmadvice/hr-processes/recruitment-and-selection.html) HRM Advice,  © 2008 HRM advice] Main steps for the recruitment process are as follows:- HYPERLINK http://hrmadvice.com/hrmadvice/hr-processes/recruitment-and-selection/job-resume/job-resume-components-to-observe.htmlJob Design Opening Job position. Collecting job resumes. Pre-selection of job resumes Job Interviews Job Offer [(http://hrmadvice.com/hrmadvice/hr-processes/recruitment-and-selection/recruitment-process-design-and-development/main-recruitment-process-steps.html) HRM Advice,  © 2008 HRM advice ] Part 3 The effects of the organisation environment on staff The organisation environment is being created by the organisation members itself therefore, the organisation environment effects on the staff and labour too, this includes in the internal environment of the organisation. If any of the staff is not working properly in any of the department then, it creates bad environment in the organisation, if that particular person is been not checked by his/her seniors, then while looking that particular person others also became lazy which is not good for an organisation, it may lead to the failure to achieve the goals and targets of an organisation. As some one had rightly said that, in bunch of apple if any of the apple is spoiled and it has been not throne then it spoils the whole bunch. The organisation environment effects the staff to do not achieve the organisation goals when the organisation is not providing the affective raw material to work out like the machinery, the area where the employees are going to work out, raw material are not available at the time of requirement, these all are the hindrance while achieving any goal of an organisation. There are many ways which effects the organisation environment are as follows: Person and Knowledge People those are working in an organization they should be correct skilled or knowledge people for the correct work, the age of the people affects the outcome of the work and in an department the mix people should be included as the experience people with the new people. Materials and Tools The quality and quantity of the input materials must be provided to an employees to easily work without wasting time on the collecting of materials e.g. pencil, scale, providing of the internet. The tools can be used for the labour people that the tools must working under the good condition if any requirement is there that should be told earlier to labour supervisor. Equipments The equipments must be up to the date and fit for the purpose. e.g. Assignment is being given the faculty and in the college no books are available for an particular assignment if it is available then the books are not in good condition to read out and understand it, therefore it is difficult to prepare a good and effective assignment, which leads to fail to achieve a goal. Employees motivation is also affects to an organisation, if the employees were not motivated properly at time of the motivation then it may lead to the failure of an organisation to achieve goals which affects to the environment of an organisation which affects to the other departments and at the end the environment affects on the productivity of an organisation which fails the whole process of an organisation. The Work life balance issue and the changing pattern of work practices 1) Meet needs of expansion / downsizing programmes. 2) Nature of present workforce in relation with Changing Environment helps to cope with changes in competitive forces, markets, technology, products and government regulations. 3) Cater to Future Personnel Needs. 4) Each Organisation needs personnel with necessary qualifications, skills, knowledge, experience aptitude. 5) Meet manpower shortages due to labour turnover. 6) Need for Replacement of Personnel -Replacing old, retired or disabled personnel. Shift in demand from ERP to internet programming has increased internet programmers assess staffing levels to avoid unnecessary costs. reduce delays in procuring staff. prevent shortage / excess of staff quantify job for producing product / service. comply with legal requirements determine future staff-mix quantify people positions required In organisational development, succession planning is the process of identifying and preparing suitable employees, through mentor, training and job rotation, to replace key personnel within an organisation if they leave. All employers need to consider the issue of succession planning to ensure that no part of the business is at risk should a particular member of staff leave the organisation. With good succession planning, employees are ready for new leadership roles as the need arises. Moreover, when someone leaves, a current employee is ready to step up to the plate. In addition, succession planning can help develop a diverse workforce, allowing decision makers to look at the future make-up of the organisation as a whole. Develop a succession plan for internal replacements, and if you will need to hire, think about the type of person or skills you will need so that if the situation arises you have already done some of the groundwork. In your succession plan you may wish to consider: staff interchange where employees swap jobs within the organisation in order to have experience in multiple positions; formal or informal mentor arrangements; coaching of staff; identification of suitable professional development activities for high-performing staff; making agreements to introduce flexible working arrangements; creating forward-thinking internal promotion policies; supporting staff to take increased responsibility; the allocation of higher-grade duties or assignments. Part 4 Process Steps There are four main grievance process steps: discovery, conciliation, internal review and arbitration. Discovery It means the date when the member raised any grievance against the any member or his/her senior, or it may be reasonably discovered, that particular circumstance leads to the grievance. Conciliation In this the grievance between faculty member and the board sitting in the lowest administrative is being tried to resolved as soon as possible, this is the informal effort before filing for the formal grievance. This is being assisted by a FA-appointed campus conciliator. Internal Review Hearing A informal meeting is being called by president, or the presidents designee. The president listens to the grievance, the responding administrator and their representatives as they address the allegations contained in a timely Notice of Grievance that has been filed with the District. The president writes an Internal Review Hearing decision regarding the Notice of Grievance allegations. Arbitration Hearing Before the formal hearing the arbitrator choose seven candidates from the list those are supplied by the State Conciliation Service. Both parties and all testimony as witnesses is under oath by Legal counsel. After reviewing evidence, testimony and argument briefs from both parties, the arbitrator renders a written decision that is binding on both parties. Discipline issues that result in dismissals Disciplinary and grievance procedures provide a clear and transparent framework to deal with difficulties which may arise as part of their working relationship from either the employers or employees perspective. Informal oral warning is given to the minor and not part of the formal disciplinary procedure. Formal oral warning Written warning or sometimes second time written warning. Final written warning Dismissal While given the previous warning there is effect and misconduct continues then we should move on to the next stages of the procedure. If misconduct is serious but falls short of the misconduct, then other options are transfer the worker to another job non payment of bonuses demotion Dismissal When the severest problem occurs then the dismissal is required. While giving warning it should be clear that the repetition of misconduct will be the dismissal. The dismissal can be done without giving any notice at time of the gross misconduct by the any person or pay in lieu of notice but we must try to follow the procedure. We can suspend a worker on a full pay but the investigation is being carried out. In employment contract the allowing provision of suspension is an good idea. The suspension should be made on the proper and reasonable cause and it should be used at the time of extreme and it shows that before we had consider the alternative procedure of transfer.(http://www.is4profit.com/business-advice/employment/handling-grievance-and-discipline-procedures/types-of-disciplinary-action.html , is4profit, copyright ©2000-2010 is4profit) The role of the Acas Code of Practice The Acas Code of Practice Disciplinary and Grievance Procedures was revised to reflect the removal of the statutory procedures and a new version came into force on 6 April 2009. CIPD endorses the Code. Following it is crucially important for employers: an employment tribunal will consider whether the employer has followed the Code and, if they have not, then the tribunal may adjust any awards made by up to 25% for unreasonable failure to comply. In situations where the trigger event occurs on or after 6 April 2009, an employment tribunal will consider whether the employer has followed the Acas Code and, if they have not, then the tribunal may adjust any awards made by up to 25% for unreasonable failure to comply. CIPD members can find out more on the content of the Code, the legal aspects of this topic and likely future developments from our FAQ on Discipline and grievances procedures in the Employment Law at Work area of our website. Disciplinary policy and practice Using the disciplinary process There are two main areas where a disciplinary system may be used: capability/performance and conduct. Capability/performance It happens that the performance of the employee is not up to the mark in the work place, at that time also the employer faces many difficulties and at that time employer can take some harsh steps against the employee. Many employers will have a specific capability procedure to deal with such matters and it is good that the employers deals with this issue without addressing formally, and when it arise, and the informal options are being exhausted and there is no alternative of it then the managers enter to the formal disciplinary or capability procedure. Situations where an individual is unable to do their job because of ill-health may also fall into this category. In these instances an employee should be dealt with sympathetically and offered suppor