Best Practice in Organizational Safety Culture

Overview of best practice in Organizational Safety Culture Offshore Helicopter Safety Inquiry Newfoundland and Labrador, Canada May 2010 Presented by Aerosafe Risk Management  © Copyright Aerosafe Risk Management, May 2010 This document has been developed by Aerosafe Risk Management (Aerosafe) in reponse to a specific body of work that was commissioned by the Offshore Helicopter Safety Inquiry. The background intellectual property expressed through the methodologies, models, copyright, patent and trade secrets used to produce the Offhore Helicopter Safety Inquiry Overview of best practice in Organizational Safety Culture remains the property of Aerosafe. While the author and publisher have taken reasonable precaution and†¦show more content†¦...........................................................................27 Discussion ............................................................................................28 Response to the Accident.....................................................................29 iii 10.2.1 10.2.2 10.2.3 10.2.4 Conclusion ...........................................................................................34 11 12 References ......................................................................................35 Additional Reading.........................................................................36 iv LIST OF FIGURES Figure 1 - Descriptions of the different types of safety culture ...................................11 Figure 2 -Safety Culture...............................................................................................15 Figure 3 - Safety Management System (SMS) Diagram .............................................17 LIST OF ABBREVIATIONS ATSB BASI CAAP CASA CRM DNV ICAO NPD PPE OHS ORP RCS SMS VRMP Australian Transport Safety Bureau Australian Bureau of Air Safety Investigation Civil Aviation Advisory Publication Civil Aviation Safety Authority (Australia) Crew Resource Management Det Norske Veritas (global provider of services for managing risk) International Civil Aviation Organization Norwegian Petroleum Directorate’s Personal Protective Equipment Occupational Health and Safety Operational Risk Profiling RelativeShow MoreRelatedThe Need for a Strong Safety Culture in the Workplace Essay1008 Words   |  5 Pagesexample that demonstrates the critical need for a strong safety culture in the workplace. 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How to Brief a Case Free Essays

HOW TO BRIEF A CASE Below I have sketched in the beginnings of a brief as a format. This time-honored method of analysis is the basic unit of law school instruction and so most judicial opinions are written to conform to this approach. Knowing the rules makes watching the game so much more interesting. We will write a custom essay sample on How to Brief a Case or any similar topic only for you Order Now Start with the name of the Case which is called the â€Å"style† of the case. PERLA GRAFF v. JAY L. GRAFF, 569 So. 2d 811, Fla. 1st Dist. Ct. App. (1990). First is the case name, followed by the citation which tells where you can find the hard copy of this case. This particular case is found in Volume 569 of the Southern Reporter, Second Series at page 811 in an opinion written by the First District Court of Appeals for Florida in 1990. FACTS: (In this section you want to state the circumstances and events that led to the plaintiff suing the defendant as well as any facts relevant to the issue(s). ) The parties were married for over 13 years, but, prior to the marriage the Husband purchased a home solely in his name. Thirteen years into the marriage, and for survivorship purposes only, the Husband deeded the property to both he and his wife as tenants by the entireties. Additionally, the parties used their joint checking account to make the mortgage payments and the parties used marital monies to add a pool and replace the roof. The Husband testified that he purchased the home for $48,000. 00 prior to the marriage and that at the time of the divorce the home’s value was between $100,000. 0 and $110,000. 00. ISSUE: (In this section you want to state the specific legal question(s) raised in the case. Look at the overall question(s) to be resolved by the court. Sometimes you will have more than one question, but, you want to state your issue as a question or begin your issue with the word ‘whether’) Whether the increased value of the marital home was a marital asset and therefore whether the Wife was entitled to equitable distribution of that value. HOLDING: (In this section identify how the court answered the issue. You want to answer the issue(s) in the affirmative or negative, mirroring the issue as you answer it. ) The increased value of the home was a marital asset and the Wife was entitled to equitable distribution of that value. LAW: (In this section you state the law used by the court to reach its decision. Sometimes it will be common law, meaning a court decision or it will be based on statute. ) Section 61. 75, Florida Statutes, Equitable distribution of marital assets and liabilities. RATIONALE: (What legal reasoning formed the court’s decision? What rules of law, for example, did it apply? How did it interpret legal principles or documents? How did it construe the facts? In other words, why did the court reached its decision? ) Here you outline the court’s theory of why the increased value of the Husband’s pre-marital home was a marital asset and therefore why the Wife was entitled to equitable d istribution of it. This should always be the longest section of the brief since this is the only actual discussion of legal theory. The court held in favor of the form wife using Section 61. 075 concerning equitable distribution of marital assets and finding that the increased value of an asset solely owned by one spouse prior to the marriage may be a marital asset subject to equitable distribution if the increased value was the result of either the work efforts of one or both spouses or the expenditure of marital funds or earnings of the parties. Pursuant to Sect. 61. 75 the Court was required to begin with the understanding that a nonmarital asset is to be set apart to the spouse who held the asset prior to the marriage, however, in this case the Former Husband added the Former Wife to the marital home title thus making the marital home a joint asset for distribution purposes. Thus the court must then, pursuant to Sect. 61. 075 divide the equitable value of the property equally, unless there is reaso n to do otherwise. In this case, the Former Husband attempted to argue the asset should still be treated differently because he only placed the Former Wife’s name on the title in the event of his demise. Even if the Court were to use that argument, the law still entitles the Former Wife to equitable distribution of the asset because the increased value of the asset was based on the joint efforts of both spouses as the Former Husband In making its findings the court looked at the facts the parties used their joint checking account to make the mortgage payments and the parties used marital monies to add a pool and replace the roof. Thus equity required that the increased value of the marital home be treated as a marital asset subject to equal distribution. How to cite How to Brief a Case, Essay examples

Introduction to Management Welfare Innovativeness

Question: Describe about the Introduction to Management for Welfare Innovativeness. Answer: Overview The present study emphasizes on the values of motivation of employees engaged in multifarious tasks of professional, corporate, administrative as well as welfare innovativeness. The organizational practices are exceedingly influenced by associated members who endeavor to uphold the prestige of the company. The term, Motivation refers to the drive of groundwork to inspire the diverse categories of personnel with the pragmatic manifestation of knowledge, commitment, assurance, in addition to communicating abilities for managing and supervising the discreet functions linked with the organization. The accomplishments of developmental schemes of undertakings correlated to the production, dispensation and treating of products and services to dissimilar endpoints for the societies serve the significant aspects of motivation (Armstrong, 2010). It replicates the conduct and assertiveness with positive outlooks that deliver elementary values of interfaces of personal and professional settlemen t. The characteristics of awareness of the social, physical, moral, ecological and technical platform constructs the initial step toward motivation. The national or universal glamour and cultural traditions embraced with attentive attitude through the substantial approaches and structures throw graceful penetration on the demonstration of acquaintance and understanding of the working phenomena in a specific institute (Chai, 2010). Rewards and Assessment system: Motivation of workforces illustrates vigorous role in the intensification of accumulative efficiency of the society. The Supreme businesses in global marketplace implement classification of rewards and assessment system for encouraging the workforces so as to realize the objectives and purposes of the association. The method of conferring recompenses for the outstanding management of staffs at the workplace motivates the personnel to a prodigious level. The principles of awarding the individuals not only supports to improve the abilities and talent of teams but also benefits the association to execute a healthy and perfect ideology of the brand assessment and appearance in worldwide market. It drives without expression that the enactment of the enterprise hinges on how the forces reveal their drudgery as well as bring about their mission and commitment with unsurpassed actualities and aptitude (Machado, 2015). Nevertheless, it is correspondingly prominent that mutually assessment and rewards structure generate rational stage of clash amid the staffs for a short period; however it organizes to mark an inordinate sense in encouraging the workforces for fabricating the desired operational panache. Cultural impression: The American in addition to European or other racial effects have wonderful impact on the Asian republics. The eastern impingement is progressively assuming the western circles of decision of vision and epitomes to authenticate the indispensible faces and requests of existence in technological domain. The HRM dogmas of the working section of Larsen and Toubro obligate to breach the spells of appropriateness to detect the innermost potentialities plus talents to inject the promises of the males and females who surpass in their relevant careers. The innovative potentials deliver inimitability to measure the faculties buried in their physical and cerebral edges. The state of mind denoting self-responsiveness, self-reliance, besides self-actualization undeniably agree to the priority of intentions to realize the anxieties of the private along with specialized life (Sousa et al. 2012). The pressure and tension is the exciting slice of the schedules existing in the midst of the mundane exertion of personal lifespan. The strains of the sequencers and hysterical burdens generate on top of reassurance to experience exaggerated inspirations of the opportunity of the angle of the altered boulevards of the operational polishes (Sprunt et al. 2014). These individuals are motivated and superintended by the values of societal and psychosomatic essentials of the knowledgeable and balanced observances. The elementary chucks work for the indispensible norms of love, diet, security, confidence besides self-esteem that encourage sowing plus developing the actual traits of up-and-coming profession above and beyond active engagement in life. Maslows Hierarchy of needs (Source: Taormina and Jennifer, 2013, pp- 160) Performance Appraisal: The Distinctive approaches of the supplementary methodologies espoused by the institute to arouse the workforces lie in admiring the bodies for their exceptional performance It is the significant fact as regards the tracking of performance goals at the respective circles of actions needed to realize he aims and amassing the feedbacks of the requisite players by the management of the group. The effective recognition and evaluation structure likewise supports the association to identify and select the gradient of competent recruits of the business. The appropriate grade of experienced staffs aids the society in constructing decision for future progression of the assemblage besides its perception and outlooks. At the side of it, the union also approves the delivery of inducement to workforces for the brilliant and tremendous work performance (Armstrong and Taylor, 2014). The system of open-handed incentives works as a benevolent method to raise the spirit of confi dence and courageousness to face discreet types of circumstances and in fact molds the personalities The employees tend to effort firmer and stiffer for receiving the inspiration and create remarkable outputs that motivate the other group of employees to contribute blooming concert with prolific activities that enhance the overall growth of the functional ingenuity. This ultimately stages the policy of achieving competitive advantage to have a comprehensive lead over the rival enterprises and hold a secured position within the marketing zone (Olsen and Stensaker, 2013). Motivation of Employees in workplace (Source: Mazenod, 2013) Absence Rate Grievance Rate Resignation Rate Job Satisfaction Performance related Pay Total group Performance Current Performance 101 50 53 264 20 102 Target Performance 100 80 79 95 40 77 The critical estimation of workforces in TCS represents the perceptions of economic accomplishment customer dealings and the in-house expansion. This would lead toward consciousness of objectives using the sustained applications to supplement the capacities and ensure sturdy course of events to influence the tangible pursuits. The specific attempts trace the evolution of measures to fund the policies and competencies to ensure melodious links between the diverse recruits concomitant with the occupational entity (Tcs.com, 2016). Employee Engagement Scores (Source: Tcs.com, 2016) The human reserve managing sectors of the foundations afford resourceful direction and training to nurture the diverse folks to ensure their respect as a deliberate individual in dissimilar avenues of existence. The real-world understanding is similarly indispensible to ripe the inward qualities in addition to the assets of the publics who may ought to have upbeat feature in mounting prolific awareness of the individuals of global appreciation. The intercontinental associations progress over the conduit of proclamation from end to end of the stable institutions of honorable concerns correlated to the worldwide implication of universal standup on culture, refinement, economic status, sociological with governmental impressions, and transnational actions or training programs to outline the delicacy of communication. This consumes a mesmeric upshot on the thinkers who effort to best bit the accommodating interpretations and restrict the undesirable judgments (Humphrey, 2012). Reflective viewpoint: The workers pick up training lessons through wide-ranging involvements of abstract hallucinations that are embedded within the setup and system of labor. The opinion above and beyond the reflection of the associates demarcates the practices of the entities to others so as to ensure a vibrant influence of the individualities of the expansions and the everyday jobs (www.journals.gre.ac.uk, 2016). The alleged interpretations of the personnel in advance to accomplishing a precise custom of maneuvers monitor the persons to carry on with strong-minded tactic and the guidance counselor raise the value of the selections of the novices. This as well profits the association to articulate the purposes of the operational program and plan the structure of training undertakings conferring to the desires of the personalities. The propensity in addition to the originality of motivation surges with the know-how level. Reflective cycle (Source: www.journals.gre.ac.uk, 2015) References Armstrong, M and Taylor, S. (2014) Armstrong's Handbook of Human Resource Management Practice. 13th ed. London: Kogan Page Limited Armstrong, M. (2010) Armstrong's Essential Human Resource Management Practice: a guide to people management. London: Kogan Page Limited Banfield, P. and Kay, R. (2012) Introduction to Human Resource Management, 2nd ed. Oxford: Oxford University Press Chai, S., Salerno, J. and Mabry, P. (2010). Advances in social computing. Berlin: Springer Chang, C., Tsai, M. and Tsai, M. (2011). The Organizational Citizenship Behaviors and Organizational Commitments of Organizational Members Influences the Effects of Organizational Learning. International Journal of Trade, Economics and Finance, pp.61-66 Humphrey, A. (2012). Transformational leadership and organizational citizenship behaviors: The role of organizational identification. The Psychologist-Manager Journal, 15(4), pp.247-268 Machado, C (2015) International Human resource Management: challenges and changes Springer Mazenod, A. (2013) 'Engaging Employers In Workplace Training - Lessons From The English Train To Gain Programme'. International Journal of Training and Development 18(1), pp.53-65 Olsen, TH., and Stensaker, I. (2013) 'A Change-Recipient Perspective On Training During Organizational Change'. International Journal of Training and Development 18(1), pp. 22-36. Sousa, C, Filipe Coelho,C., and Guillamon, E. (2012) 'Personal Values, Autonomy, And Self-Efficacy: Evidence From Frontline Service Employees'. Int J Select Assess 20(2), pp. 159-170. Sprunt, E., Nancy, H., and Angela, M. (2014) 'SEG Survey On Dual-Career Couples And Women: The Hidden Diversity Of Dual-Career Couples'. The Leading Edge 33(7), pp. 812-816. Taormina, R J., and Jennifer, H. (2013) 'Maslow And The Motivation Hierarchy: Measuring Satisfaction Of The Needs'. The American Journal of Psychology 126(2), pp. 155-177. Tcs.com, (2016). 'TCS: IT Services, Consulting And Business Solutions'. Available in: https://www.tcs.com/SiteCollectionDocuments/White%20Papers/PlatformSolutions-Whitepaper-Designing-Measuring-Human-Capital-Key-Performance-Indicators-1014-1.pdf [Accessed at 26 Sept. 2016]. www.journals.gre.ac.uk, (2016), Reflective Practice: The enduring influence of Kolbs experimental learning theory Available in https://journals.gre.ac.uk/index.php/compass/article/view/12/28 [Accessed at 26 Sept. 2016]. Ye, J. (2012). The Impact of Organizational Values on Organizational Citizenship Behaviors. Public Personnel Management, 41(5), pp.35-46

The Mayor of Casterbrige Essay Example

The Mayor of Casterbrige Essay Thomas Hardy wrote the tragic novel The Mayor of Casterbrige (1886), setting it in the fictional town Casterbridge which was based on his childhood town Dorchester. Hardys novel explores the life of a rural hay-trusser, Michael Henchard and his rise and fall in Casterbridge. It was set in 1846, before the Corn Laws, when England was experiencing scientific and technical advancement and new ways of working. In addition, social values were also changing.Hardy is well known for his very pictorial descriptions and was a writer in the realist/naturalist tradition and used real places in Dorchester to describe rural Casterbrige. The functions of Hardys descriptive language creates a vivid picture; illustrates and reflects the personality of the characters concerned; creates a strong sense of atmosphere often using pathetic fallacy and gives a sense of social history.Throughout the novel, Hardy describes many exterior settings such as Casterbridge and its surrounding area including Weydon P riors, The Ring and the market-place. Interior settings include Henchard and Lucettas home and the three public houses, the Kings Arms, the Three Mariners and Peters Finger. What would the modern reader think about the vivid descriptions Hardy creates that contribute greatly to the novel?When Casterbridge is first introduced, it is described as being an isolated old-fashioned agricultural town that was cut off from the outside world.Casterbridge- at that time, recent as it was, untouched by the faintest sprinkle of modernism.There is a great contrast with the surrounding countryside and the town.The mass became gradually dissected by the vision into towers, gables, chimneys and casements.Hardy creates an in-depth account of Casterbridge to engage the reader so they can connect with the town itself where most if not all the action of the novel takes place.The town relies on the agricultural and pastoral people of Casterbridge for its existence and the jobs were linked with the countr yside. Hardy shows this by including a list of occupations in his colourful description,The yeomen, farmers, dairymen, and townsfolk, who came to transact business in these ancient streetsThe prosperous market town reveals to the reader the long-standing tools and objects that used to be used by the townspeople which puts their world into context with the modern world.Scythes, reap-hooks, sheep-shears, bill-hooks, spades, mattocks and hoes, at the ironmongers: bee-hives, butter firkins, churns, milking stools and pailsEven though it is remote from more modernised towns we see it being affected by the Industrial Revolution and Hardy shows the changes by introducing the horse drill.Its arrival created about as much sensation in the corn-market as a flying machine would create at Charing Cross.The townspeople find it strange and technologically advanced because Hardy as the narrator describes uses a comparison to a flying machine which was being invented around that period of time. He also shows how the townspeople are affected as they will lose their jobs due to this new machine. In addition, it shows the contrast between some of the two main characters such as Farfrae and Elizabeth-Jane and their reactions to the new horse drill.It will revolutionise sowing herabout.This illustrates and reflects the personality of the characters concerned. Farfrae is a supporter of the horse drill and this shows he can adapt to change and is more modern. However, Elizabeth-Jane is against the horse drill. She is not used to technology because she comes from a poor background. She is a simple young woman and believes that the agricultural world that Casterbridge belongs to will be lost to a machine.Additionally, another function used by Hardy in his setting descriptions is pathetic fallacy.The river-slow, noiseless and dark- the Schwarzwsser of CasterbridgeHardy makes a connection with the setting and the emotions Henchard is going through at this stage of the novel by using pat hetic fallacy. This is a very effective technique to use when Henchard shows the softer and more vulnerable side of his character.A further exterior setting that Hardy describes in great detail to create a strong sense of atmosphere which gives a sense of social history is The Ring.It looked Roman, bespoke the art of Rome, concealed dead men of Rome.This location is filled with a lot of secrecy, privacy and where some of the key events in the novel take place, when Henchard is reunited with Susan after their long absence and when he meets Lucetta returning from Jersey. The atmosphere of The Ring has a negative impact as this is where violent fights and deaths would take place in Roman times as it used to be used by the gladiators and for public executions. This contributes to the sense of inevitable doom and eventual death of Henchard.As well as the exterior settings that Hardy intensely describes throughout the novel he also includes a range of interior settings such as Lucettas ho me and the three inns Hardy uses to show class divisions within society in Victorian England.The Kings Arms, the gathering place for higher class citizens play an important setting.At the beginning of the novel we meet the wealthy Henchard here, when Susan and Elizabeth-Jane return to find him.The interior of the hotel dining room was spread out before her, with its tables, and glass, and plate, and inmates.Without the vital description of The Kings Arms, the reader would not be able to see the flourished Henchard, from a poor hay-trusser, to a prosperous mayor and hay merchant. Another meeting place for the middle-class townspeople was The Three Mariners.Outside the house they had stood and considered whether even this homely place, though recommended as moderate, might not be too serious in its prices for their light pockets.This is a significant place because this is where the reader sees the respectable Elizabeth-Jane trying to make her way in life and provide for her mother. He nchard and Farfrae also meet here to discuss business plans. In addition this is where Elizabeth-Jane and Farfrae first see each other, with their encountering on the staircase.The gathering place for the lower class people of Casterbridge was Peters Finger.It was centrally situate, as such places should be, and bore about the same social relation to the Three Mariners as the latter bore to the Kings Arms.Key events take place in this public house and this is when Joshua Jopp reveals to the lower-class townspeople of Lucettas and Henchards former affair. This is a turning point in the novel and we see the towns superstitions with the skimmington ride. It was illegal in the past but rebellious townspeople used it to humiliate mainly women who were unfaithful. This shows the superstitious beliefs that people had in those times and how they contributed to the dramatic description of the novel.Lucettas home at High Place Hall illustrates her femininity and exoticness by the description of her dà ¯Ã‚ ¿Ã‚ ½cor and furniture.The room disclosed was prettily furnished as a boudoir or small drawing room, and on a sofa with two cylindrical pillowsAll of her possessions are foreign to the people in Casterbridge because of her Channel Islands background. Hardy includes a description of large windows that look over the bustling market place.They sat adjoining windows of the same room in Lucettas mansion, netting, and looking out upon the market, which formed an animated scene.This shows the distinction between the interior lives of women in the nineteenth century with the mens industrious business lives. Victorian women had no freedom and had to obey men. Women who were not married and remained single were looked upon in disappointed and pity. Their only purpose was to marry, have children, bring them up and look after the family home. Clothing symbolised their wealth which is what Hardy does to show the reader Lucettas fortune left to her by her aunt.Elizabeth saw the gow ns spread out on the bed, one of a deep cherry colour, the other lighter- a glove lying at the end of each sleeve, a bonnet at the top of each neck..Hardy shows Lucettas somewhat dissolute personality by reflecting it with her fashion and the dà ¯Ã‚ ¿Ã‚ ½cor of her home. He also shows that she is not like an everyday Victorian woman as she is not married and has no children. The description builds a personality for one of the main characters and illustrates what women were expected to be like in former years. Hardy shows how Casterbridge is being influenced by outside factors.The young reader may consider The Mayor of Casterbridge to be a long winded novel with endless amounts of description that could be considered to be too excessive. Nevertheless the descriptions contribute to the novel by adding a vivid picture, exemplifying characters personalities, creating a strong sense of atmosphere and using pathetic fallacy and giving a sense of social history. Hardy creates a genuine an d believable world for the characters by setting it in an existing town that he could relate it to. The descriptions in the novel are vital and without it, The Mayor of Casterbridge would be no different to other novels. Hardy is able to create bonds with the reader and the characters in the book by using description to demonstrate their personality, for example Lucettas house and use different settings for different classes of people the three public houses. The exterior settings give the novel an overview of the time period for example the detailed descriptions of Casterbridge, which makes the readers ability to associate with the novel stronger.

Beauty Concepts in Saudi Arabia

Beauty Concepts in Saudi Arabia Introduction The concept of beauty has been known to differ amongst nations and one community’s idea of beauty may not necessarily be the same for another. This difference in perceptions is what makes human life as intriguing as it is. With regard to beauty, most of the differences that are exhibited from community to community are as a result of the variances in cultures.Advertising We will write a custom article sample on Beauty Concepts in Saudi Arabia specifically for you for only $16.05 $11/page Learn More According to Tjale and De Villers, culture comprises of a system of shared ideas, concepts, rules and meaning that shapes peoples way of life and it stipulates how the society should experience and view the world and relate to it (31). The people of the Middle East and Saudi Arabia in particular exhibit especially interesting concepts of beauty. These perceptions of beauty are as a result of Saudi Arabian citizen’s cultural and religious way of life which plays a primary role in the country’s affairs. While there is no universally acceptable standard of beauty, beauty pageants try to come evaluate people on a standard that is acceptable to the local community. These being the case, Saudi Arabian beauty contests offer us a glimpse at the perception of beauty in the Middle East. This paper shall set out to analysis issues of beauty in the Middle East and in particular Saudi Arabia. The principles that govern the perceptions of beauty shall be discussed and examples given to reinforce the claims made. Beauty Pageants and Saudi Arabia In modern day society, beauty pageants are used to rate the beauty in females. These pageants consist of a number of contestants and judges who evaluate the relative beauty of the participants based on some preconceived standards of beauty. From this evaluations, one of the participants is crowned as the â€Å"most beautiful† or ‘most handsome†. The motivation be hind beauty pageants are probably from views expressed by proponents of beauty pageants such as Paglia who affirms that we should not have to apologize for reveling in beauty as beauty is an eternal human value (qtd in Lawson and Ross 1). These pageants therefore involve the public parading of the members of the society who are perceived to be the most beautiful. Most of the contests proceed to reward this particular people for their outstanding beauty. It is therefore clear from this that pageants reveal a particular societies notion of beauty. Pageants do not have a traditional history in Saudi Arabia and as such, they are more as a result of influences from the international community than any other single factor. This is because from generation to generation, cultural practices are bound to change as time and environment influences manifest themselves in the lives of the people in the society.Advertising Looking for article on cultural studies? Let's see if we can help y ou! Get your first paper with 15% OFF Learn More As such, the pageants witnessed in Saudi Arabia borrow heavily from the western ones in terms of judges and there being set standards from which the overall champion will be chosen. However, despite the beauty pageants being primarily a â€Å"foreign† concept, they still maintain some aspects which make them resound with Saudi Principles. Animal Beauty Contests Despite its vast wealth mostly obtained from its oil reserves and the high levels of industrialization, Saudi Arabia has for many years resisted the pressures of the western cultures and it was not until the 2000s that the first beauty pageant was held in Saudi Arabia. This pageant was not the typical western pageants characterized by a parade of beautiful girls adorned in trendy clothes and exquisite jewelry; the pageants contestants were animals. While this may sound like an anomaly, it is well in line with the regions conservative nature and refrain of beauty contests. A report by Othman on Islamic perceptions of beauty pageants elucidates the view with which most Saudi Arabians view contemporary beauty pageants as showcased in most westernized countries. According to the report, most Muslims did not condone beauty contests which they regarded as exploitative to women and reduce them as sexual objects.† However, a contest involving animals is acceptable and actually in line with the country’s traditions. A report by Hammond for Reuters indicates that animal contests, and camel beauty pageants in particular are very popular in Saudi Arabia. The camel beauty contest attracts hundreds of camel owners and thousand of spectators and it is the biggest of its kind in the world (Borthwick). These contests include all the components that you would expect in a typical beauty contest; judges, participants and a crowd to cheer them on. The organizers of such pageants indicate that the pageant is in reverence to the camel which i s a legacy symbol for the desert tribes. Owing to the fact that Saudi Arabia is situated in a desert region, the tradition communities who resided in the region were mostly nomads and camels were a most essential part of their lives. It is these creatures that provided the means for transportation over the vast expanses of the desert owing to their ability to go for days without water or food. However, the contests are not entirely run for sentimental purposes and there are huge monetary attachments to the events. The contests are also used to generate cash for their respective investors much like a typical beauty contest made up of women would anywhere else in the world. Hammond confirms that camels are big business and delicate females at the show could sell for a million riyals.Advertising We will write a custom article sample on Beauty Concepts in Saudi Arabia specifically for you for only $16.05 $11/page Learn More In addition to the sale of the animal s, Prizes of up to 14 million Euros have been said to be issued out to the winners of the particular categories in which the camels are placed (the observer). These huge monetary incentives have invariably led to a commercialization of the contests and wealthy businessmen have been said to invest heavily in the festivals because of the high returns promised. Saudi Arabia’s Miss Beautiful Morals For all its conservativeness, Saudi Arabia has its own version of a female beauty contest. Considering the great lengths that the country goes to ensure the segregation of men and women, a beauty contest is a remarkable undertaking for the country. A law that proposed a ban on male from womens apparel stores highlights the strict nature of the laws in Saudi Arabia (Abu-Nasr). As such, a beauty pageant that inevitably involves a mixed audience observing the various participants is a groundbreaking event in the country. However, this contest is unlike any other. To begin with, the contes t is duped Miss Beautiful Morals setting the virtuous tone that the contest adopts (Central). The standards for these unique Saudi contests are worlds apart from those that a typical beauty contest uses. Without a doubt, most beauty contests lay more emphasis on physical factors such as youthfulness and body proportionality as can be surmised from the reveling cloths and seductive manner in which the contestants act as they display their bodies on the catwalks. A report by the Los Angeles Times reveals that as opposed to adorning backless evening gowns and swimsuits, the 200 contestants that participated in the 2009 Saudi Arabia contest were draped in a black robe with a headscarf as is fitting of a decent Muslim girl. The aim of the contest as articulated by one of the organizers was to gauge the commitment of the participants to the Islamic morals. The contest which ran over a number of weeks involved the contestants being supervised by a panel of female judges who made inquiries as to their devotion to their parents and their following of the teachings of Islam. The founder of the contests asserted that the contests were self-styled to be an absolute opposite of â€Å"the decadence in other beauty contests that only take into account a womans body and looks (Abu-Nasr). This demonstrates the strict and religious culture adopted by the Saudi Arabians.Advertising Looking for article on cultural studies? Let's see if we can help you! Get your first paper with 15% OFF Learn More The contests emphasis on the obedience to parents also highlights the gravity with which respect for one’s parents especially by girls is held. The concept of the pageants is embraced by the participants and a former winner indicates that the joy is not so much as in winning the contests as in obeying ones parents. (Abu-Nasr). Discussion of Beauty Perceptions in the Saudi Community The Saudi Arabian society is primarily made up of Muslims who have a very strong traditional attachment to their religion. Their faith dictates the socially acceptable code of conduct for the people and on this basis, the western perception of beauty as is advanced through beauty pageants has been viewed as highly immoral and degrading to the woman. It is for this reason that the contests in the Middle East show a greater inclination to personality than to the aesthetic attributes of a woman. Dr Ahmed, a reporter with Islam on line indicated that the morally appealing contests were aimed at showing that beauty has nothing to do with nudity and obscenity. This is the exact message that the Middle East beauty pageants were trying to sell to the Muslim faithful in particular and the society at large. The pageants in Saudi Arabia are in high contrast to the Western shows as a result of the religious basis of Saudi Arabia. The Muslim beauty contests are especially strict and a contestant is not supposed to reveal any awrah which is the parts of the body which should not be exposed in front of others. (Ahmed). This suggest that to the Middle East communities, beauty is not simple a matter of being pretty but in fact goes far deeper to include character and a respect for the religion. Khadra Mubarak, the founder of the contests in Saudi Arabia reinforces this perception of beauty in the region by stating that the idea of the pageant is to measure the contestants commitment to Islamic morals he goes on to indicate that the pageant number one will not necessarily be a pretty face for the judges and by extension the community cares about the beauty of the soul and the morals† (LA-Times) Western beauty standards can be and in fact have been used as the basis for excluding minority races from the dominant images of beauty. This is especially the case in 201th century America where the concepts of beauty as advanced by Hollywood were used to infer racial superiority of the white to the blacks. With such undertones in mind, perhaps one can hail the Middle Eastern views of beauty as more progressive since they have more do to with personality that ones physical attributes However, opponents of the contents still insist that inasmuch as the Middle East pageants demonstrate the difference in perception of beauty in Saudi Arabia, the very fact that the community has embraced this western idea is an indication that the society’s views of beauty are more inline with western perceptions than the Saudi Arabian community is willing to admit. While this is a mere speculation, as it currently stands, the Saudi concepts of beauty remain worlds apart from those of most of the Western world. Conclusion This paper set out to highlight the unique concepts of beauty in the Middle East and with particular reference to the situation in Saudi Arabia. To fulfill this, a critical look at beauty pageants which highlight a particular society or culture’s standards on beauty has been taken. From this paper, it is clear that the beauty contests of Saudi Arabia are miles apart from those in Westernized Countries. Of particular significance is the importance that the people of Saudi Arabia attach to their camels as can be demonstrated by the beauty contests held in their honor. These contests highlight the desire by the Saudi Arabian community to preserve their heritage even in the face of enormous pressures from the western cultures mostly through the media. The Middle East goes contrary to the common wisdom expressed by most scholars who infer that as the prosperity of a nation increases, its greater wealth allows people to consume more leisure goods like pageantry (Lawson and Ross 6). In this region, the cultural and religious compass of the people is the driving force to their definition of beauty and while the people of Saudi Arabia have the capability to increase their cosmetic appearance, their deep religious and cultural values prevent them from undertaking this vain measures. As such, the animal contests continue to play a significant role in the social calendar of the Saudi Arabian population. Ahmen, Damir. â€Å"Brains not Body Criteria for Tatarstan Miss Muslim.† 21 January 2006. Web. islamonline.net/English/News/2006-01/21/article02.shtml Abu-Nasr, Donna. Here She Comes: Saudis Miss Beautiful Morals. 6 May 2009. Web. breitbart.com/article.php?id=D980U07G0show_article=1 Abu-Nasr, Donna. â€Å"Saudi Women Train to Sell Lingerie.† 24 June 2009. Web. huffingtonpost.com/2009/06/24/lingerie-sales-in-saudi-a _n_220174.html Borthwick, Malcolm. â€Å"How do you Judge a Camel Beauty Contest?† 10 Feb 2010. Web. http://news.bbc.co.uk/2/hi/8506946.stm Hammond, Andrew. â€Å"Saudi Tribe Holds Camel Beauty Pageant.† 25 April 2007. Web. reuters.com/article/idUSKUA74812720070427. Huffington Post. â€Å"Saudi Beauty Pageant: Miss Beautiful Morals.† 5 June 2009. Web. huffingtonpost.com/2009/05/06/saudi-beauty-pageant-miss_n_198103.html Lawson, Robert and Ross, Justin. â€Å"Economic Freedom and Beauty Pageant Success in the World.† Atlantic Economic Journal 33(4): 485-486. 2005. Los Angeles Times. â€Å"Saudi Arabia: An inner-beauty Pageant.† 7 May 2009. Web. Othman, Norani. â€Å"Islam and the State in Malaysia: A Problem of Democratization and Pluralism.† 2000 Web. asef.org/go/subsite/ccd/documents/othman.pdf The Observers. â€Å"Saudi Arabias Miss Camel Contestants Accused of Fame Seeking.† 19 Feb 2010. Web. Tjale, Adele and De Villiers, Louise. à ¢â‚¬Å"Cultural Issues in Health and Health Care: A Resource Book for Southern Africa.† Juta and Company Ltd, 2004. Print.

Telephone Business Conversation Role-Play

Telephone Business Conversation Role-Play Telephoning is an important part of doing business in English.  Telephone conversations, especially business telephone conversations,  follow certain patterns: Someone answers the phone and asks if they can help.The caller makes a request- either to be connected to someone or for information.The caller is connected, given information or told that they are not in the office at the moment.If the person who is requested is not in the office, the caller is asked to leave a message.The caller leaves a message or asks other questions.The phone call finishes. Of course, all business telephone conversations do not follow this rigid scheme. But this is the basic outline for most business telephone conversations, especially those made to request information or ask for clarification. Example Business Telephone Conversation: Role-Play The following business telephone conversation can be used as a role-play in class to introduce a number of standard phrases to practice  telephoning in English. Ms. Anderson (sales representative Jewels and Things): ring ring...ring ring...ring ring...Mr. Smith (Secretary): Hello, Diamonds Galore, this is Peter speaking. How may I be of help to you today? Ms. Anderson: Yes, this is Ms. Janice Anderson calling. May I speak to Mr. Franks, please? Mr. Smith: Im afraid Mr. Franks is out of the office at the moment. Would you like me to take a message? Ms. Anderson: Uhm...actually, this call is rather urgent. We spoke yesterday about a delivery problem that Mr. Franks mentioned. Did he leave any information with you? Mr. Smith: As a matter of fact, he did. He said that a representative from your company might be calling. He also asked me to ask you a few questions... Ms. Anderson: Great, Id love to see this problem resolved as quickly as possible. Mr. Smith: Well, we still havent received the shipment of earrings that was supposed to arrive last Tuesday. Ms. Anderson: Yes, Im terribly sorry about that. In the meantime, Ive spoken with our delivery department and they assured me that the earrings will be delivered by tomorrow morning. Mr.  Smith: Excellent, Im sure Mr. Franks will be pleased to hear that. Ms. Anderson: Yes, the shipment was delayed from France. We werent able to send it along until this morning. Mr.  Smith: I see. Mr. Franks also wanted to schedule a meeting with you later this week. Ms. Anderson:  Certainly, what is he doing on Thursday afternoon? Mr.  Smith: Im afraid hes meeting with some clients out of town. How about Thursday morning? Ms. Anderson: Unfortunately, Im seeing someone else on Thursday morning. Is he doing anything on Friday morning? Mr.  Smith: No, it looks like hes free then. Ms. Anderson:  Great, should I come by at 9? Mr.  Smith:  Well, he usually holds a staff meeting at 9. It only lasts a half-hour or so. How about 10? Ms. Anderson: Yes, 10 would be great. Mr.  Smith: OK, Ill schedule that. Ms. Anderson at 10, Friday Morning...Is there anything else I can help you with? Ms. Anderson: No, I think thats everything. Thank you for your help...Goodbye. Mr.  Smith: Goodbye. Short Summary of the Telephone Conversation Review your knowledge by filling in the gaps with the words and phrases below to complete the summary of the conversation. Ms. Anderson telephones Diamonds Galore to _____ with Mr. Franks. Mr. Franks is not in the office, but Henry Smith, the secretary, speaks to Ms. Anderson about a _____ problem with some earrings. The earrings have not yet _____ at Diamonds Galore. Ms. Anderson tells Peter that there was a problem with the _____ from France, but that the earrings should arrive tomorrow morning. Next, they  _____ a meeting between Ms. Anderson and Mr. Franks. Mr. Franks is not able to _____ with Ms. Anderson on Thursday because he is _____. They finally decide on Friday morning at 10 oclock after a _____ that Mr. Owen usually holds on Friday mornings. Answers speak, delivery/shipment, arrived, shipment/delivery, schedule, meet, busy, staff meeting Key Phrases and Vocabulary How may I be of help:  This is a formal phrase used to show politeness. It means Can I help you?calling:  telephoningout of the office:  not in the officetake a message:  to write down a message from the callerurgent:  very importantdelivery:  the bringing of goods to a clientmentioned:  saidresolved:  taken care ofas quickly as possible:  in the fastest manner, ASAPshipment:  delivery, the bringing of goods to a clientassured:  a certainty that something is true or will happenpleased:  happydelayed: not be able to do something on timelooks like:  seemsstaff meeting:  a meeting of employeeslasts:  to take timeschedule: make a future appointment Practice Cues for Role-Plays Use these cues, roles, and scenarios to create practice role-plays on your own to further your telephoning skills to help with workplace communication. Role-Play Cue 1 John Youd like to speak to Kevin at FunStuff Brothers, a toy-making company. Youre returning his sales call because youre interested in the companys products. Kate Youre the receptionist at FunStuff Brothers, try to transfer the call to Kevin, but take a message when you find out Kevin cant take the call. Role-Play Cue 2 Estelle Youre calling to schedule a meeting with the head of the personnel department. Youd like to meet on Tuesday morning, but can come in on Thursday and Friday as well. Bob Youre able to schedule a meeting at the end of next week, but you will be out of the office until Thursday morning.

Individual assignment Essay Example | Topics and Well Written Essays - 2000 words

Individual assignment - Essay Example In the next section, these two articles will be discussed briefly and after that, implication of the content of these two articles will be analyzed. Question 1 Article 1: Failure on gas could hit GDP by $14bn Tasker (2013) reported that Australian government is developing new gas supplies in New South Wales (NSW) but failure of this development would not only affect the wholesale price index of market in the country but also cause reduction in Gross Domestic Product (GDP) by more than $14 billion in next 22 years. Although, Australian Petroleum Production and Exploration Association (APPEA) states that the country has significant amount of scope to develop its gas and petroleum reserve in the east coast but there is argument that development of coal-seam gas would negatively affect the economic growth of the country. Tasker (2013) reported that at present, NSW imports gas from other states and developing gas would definitely reduce gas price in the state. There are three pertinent is sues in this case such as 1- developing CSG assets in NSW would increase resource capability of Australian government and that would decrease wholesale price index and volatility of economy in the country (Tasker, 2013). Developing gas reserves in NSW would help the Australian government to create jobs in the area between Newcastle, Sydney and Wollongong. 2- Developing CSG assets in NSW would be matter of great interest for local oil companies in Australia. As of now, 95% of gas resources are being imported by NSW and local companies need to pay heavy amount of tax to use the imports but development of gas resources in NSW would probably increase resource availability of local Australian oil companies and due to availability of gas, gas export driven revenue for local oil companies would shot up (Tasker, 2013). 3- Developing gas sector would probably increase national competitiveness of Australia and provide opportunity to multinational oil companies to enter the gas market in NSW. However, developing gas and oil sector in NSW could decrease command of international companies over Australian companies regarding the supply of gas and crude oil. It’s expected that Australian companies would go for low cost local gas supply rather than importing it from International players and such change in supply-demand equation would decrease bargaining power of international oil companies (Tasker, 2013). Article 2: Australian businesses must grab Indonesian opportunity Durie (2013) reported that Australian government is trying to increase business transactions with Indonesia and it is quite evident from the visit of Australian Prime Minister to Indonesia in order to strengthen the business, economic and political tie-ups. At present, Indonesia is the fourth largest country in terms of population in the world and the country can be the potential doorstep for Australian companies to enter business environment ASEAN countries. Australian government is also taking help o f the leading companies such as Leighton, ANZ and Coca Cola to decide the business and trade policies that could increase ease of doing business in Indonesia. Three implications of this article can be briefed in the following manner. 1- Australian government is trying to boost up its economy and GDP growth by increasing trade transactions with Indonesia (having GDP growth over 6%) and also trying to achieve the first mover advantage for

Investment and Portfolio Management Essay Example | Topics and Well Written Essays - 2000 words

Investment and Portfolio Management - Essay Example The political turmoil in Libya is one of the most crucial among them. Asian markets were one of the most performing ones in the year 2010. The political unrest in Libya has casted a significant impact on the performance of Asian markets. â€Å"Asian currencies completed a weekly decline, led by the Taiwan dollar and South Korea’s won, as an uprising in Libya pushed up oil prices and sapped demand for emerging-market assets.† (Teso, 2011) Due to the serious political unrest in Libya crude oil climbed at a higher rate to $103.41 a barrel. This lead to fall of many Asian stocks as investors withdrew much higher than before. The situation impacted the currency market more than the stocks. It is very much evident that crude oil prices are one of the most important elements of market movement. Many developing nations’ market, especially in Asia is highly depended on the crude oil prices. Therefore, the future of Libya crisis is one of the most important concerns for in vestors across the world. Environmental issues: One of the greatest environmental factors that had affected the market recently is the earthquake in Japan. The fact that Japan is the world’s third largest economy will make the impact even worse. â€Å"The most direct impact is likely to be seen in Japanese exporters, like Honda, Toyota and Sony, whose production facilities will face disruption in the coming days.† (Schlesinger, 2011) Apart from the impact on major Japanese Automakers, the earthquake will impact the liquidity of many insurance companies. All largest insurance companies in Japan will be impacted heavily as they will now have to fund the insurers. As Japan is one of the largest economies in the world, big companies from across the world... This essay stresses that based on the analysis the above three are some of the alternative strategies for Philip Capital. All the three portfolios have their own unique nature. The first strategy is moderate as it has equal distribution of equity and other instruments. The second strategy is aggressive in which the percentage of equity is higher. The third strategy is mainly aimed at risk reduction. On a growth perspective, alternatives 1 and 2 are the best for Philip Capital. Philip Capital should still make a decision about where they should make and active investment and where they should make a passive investment. Generally speaking a passive strategy is useful when the broader market is expected to perform well compared to performance of individual stocks or sectors. The report has given a deep insight into the current issues in investment environment. Investment environment will always be prone to some challenges. The winners are those who come out of such challenges successfully. In terms of Philip Capital, the challenge is a volatile and unpredictable market situation. Based on the analysis of the market conditions, Philip Capital can adopt the two strategies that are mentioned in the previous section. The existing portfolio of Philip Capital has more than 50% of exposure towards UK equities and debts. This percentage is reduced in the two recommended portfolios because the UK market is not expected to perform well in 2011. Philip Capital will thus have a better return on investment from the new portfolio.

Body mass index Essay Example for Free

Body mass index Essay In this assignment I will demonstrate every step of the process of determining my body mass index or BMI. After finding the body mass index I will then complete the following intervals based on my height. The formula used to determine the body mass index is BMI= 703W , where W represents a person weight in pounds and H represents a person H2 height in inches. My height is 70 inches. The first interval shows a compound inequality for: 17BMI22 17703W22 H2To make it an equivalent inequality I replaced the BMI with the formula 17703W22 702 My height in inches replaced H2 17703W22 4900then multiply by the height that was squared 17(4900)703W22(4900) 4900cancelling is performed 83300703W107800 multiplication carried out 83300703W107800 703 703 703to get W by itself all terms were divided by 703 118.49W153.34 After completing the problem I determined that people who are 70 inches may have a longer that average life if they weigh between 118.49 and 153.34 To solve this interval I’m going to solve for W prior to solving the inequality. 23703W25 H2 Multiply by H2 23H2703W25H2 Divide by 703 to get W by itself 23H2703W25H2 703703703 it is now an equivalent inequality 23(4900)W25(4900) 703 703from solving the first interval I know that my squared height is 4900. I then plugged it in the place of H2 then multiplied 112700W122500 703 703 160.31W174 Divide A person of 70 inches who weighs between 160.31 and 172 is probably not overweight. The third interval indicates a range for a person that is probably overweight. I solved this problem by inputting the number into the last compound inequality for 23 25. 25BMI29.9 25(4900)W29.9(4900) Multiply 703 703 122500W146510 703 703 Divide 174.25W208.41 A person that is 70 inches tall probably is overweight if their weight is between 174.25 and 208.41. The last interval is to be solved for someone who is obese. The inequality is BMI≠¥30 Since this is not a compound inequality I only need to use the middle and right terms. W≠¥30(4900) Multiply 703 W≠¥147000 Divide 703 W≠¥209.10 This interval indicates a person of 70 inches in height is obese if their weight is greater than or equal to 209.10. Of the 4 regions I’m going to notate interval 4 which states a person is obese if their weight is greater than or equal to 209.10. X is going to represent those who are obese X= (209.10, ∞) Graphed it would start at 209.10 pounds and so to infinity or it would never end. ( 209.10 ∞ In conclusion, during the course of the week I learned two different ways to solve for inequalities. I found that by solving for W in the intervals 2 through 4 was a lot easier and quicker than completing all the steps in the first interval. Reference Dugopolski, M. (2012). Elementary and intermediate algebra (4th ed.). New York, NY: McGraw-Hill Publishing

Female Genital Mutilation :: essays research papers fc

As you are reading this article, there are between eight and ten million women and girls in the Middle East and in Africa who are at risk of undergoing one form or another of genital cutting. Female Genital Mutilation (FGM), also known as female circumcision, or female genital cutting, has been practiced for several thousand years in almost 30 African and Middle Eastern nations. The World Health Organization (WHO) estimates between 100 and 132 million women and girls worldwide have been subjected to FGM and an estimated 2 million are at risk each year. Every day innocent girls go through excruciating pain everyday without even knowing why. Some die and others are cursed to live a life full of health complications. But where is this practiced and what exactly is FGM? FGM currently occurs in 28 African countries and is found among some ethnic groups is Yemen, Oman, and the United Emirates, as well as parts of Malaysia and Indonesia. Within practicing African countries, prevalence ranges from 5% to almost 100% of women affected (Female Genital Mutilation). There are also increasingly found in Europe, Australia, Canada, and the USA, primarily among immigrants from these countries. FGM is illegal in most western countries, and , now, in many African nations, although laws are ignored and it is still practiced, either secretly in private homes or clinics, or by sending unsuspecting girls back to the parent’s home country for a â€Å"vacation†, to get circumcised. FGM involves the removal of genital tissues from girls and it is performed in different ways, depending on the culture or location where it takes place. There are 4 different types of FGM that are practiced throughout the world today. Table 1 lists the 4 types of FGM and a brief description of each. In the Nursing magazine, Margaret Brady mentions how that out of all, Inbulation is the type of FGM most often performed in African countries- usually by untrained women working under primitive conditions and without anesthesia. The cutting instrument may be a razor blade, scissors, kitchen knife, or a piece of broken glass. Thorns, catgut, or horsehair may be used to hold the raw skin edges together. The same un-sterilized instruments may be used for many procedures, so blood borne pathogens such as human immunodeficiency virus and Hepatitis B virus are easily transmitted (50-51). When women have their babies, they have to be cut open and then sewn up again.

The Issue of Student Preparedness

The article titled â€Å"Teaching Responsibility† deals with the issue of student preparedness after high school. The article brings up the recent case of Jonathan Govias who is suing his private high school stating that the school did not prepare him for university. The article goes on to give two examples, one in Virginia and one in Ontario of how these types of problems are being dealt with. The editor agrees s that the school system should be held more responsible for its graduates, but makes it clear that lawyers only complicate matters. I believe that Jonathan Govias† case should be heard in a court of law due to the fact that schools have a certain responsibility and if it is not met then something needs to be done about it. I am in total disagreement with the Ontario†s school plan to get rid of this problem and am a total fan of the Virginia pilot project, because unlike the Ontario plan they are actually looking to help the students and not their own pockets. After dropping out of his first year engineering program at the university of Alberta, Jonathan Govias decided to sue his alma mater for a total of $140,000 claiming that the school failed to fully prepare him for what university had in store for him. Jonathan attended a private school, and as we all know private schools charge a large amount of money in order to provide a better education for its students. That is why parents enroll their children in private schools. Jonathan after graduating got accepted in the engineering program, which is a hard program to get into since a high average is necessary. Private education costs money, therefore making it a business that provides services and like any other business should be held responsible if their services fail, or does not meet the standard that the school promises to meet. I believe that the school is very much responsible for Jonathan†s post secondary education. Private schools take pride in the fact that they can provide a better education than public schools and that they prepare their students with the tools they need to survive in the university world. It is also important to note that this case has not yet been decided in favor of Jonathan and that Jonathan should be given a chance to prove himself. The fact that this action against the private school is taking place shows that Jonathan has just cause for his decision to take his case before the judge. The next area the editor deals with is what Ontario is doing to solve the problem of student preparedness. A key performance indicator review will soon be in effect. This review will look at the employment rate of the former students as well as a survey of what employers think of the quality of the graduates. In the end it is said that up to six percent of a college†s provincial government funding will be affected by these results. This way the schools with successful students will get more funding, where as the schools who do not do well will be faced with cutbacks. Cutbacks in any way shape or form are a bad thing. We are already facing cutbacks in the elementary, junior high and high school levels. These cutbacks are the direct reason for the lack of student preparedness, and now community colleges are in for it. It is interesting that Ontario is going to enforce these rules to community colleges and not to universities. I would like to know why. I do not see how cutbacks are going to help a college that already is not doing well. You might as well shut the school down because with these cutbacks that Ontario has in store for the colleges, the school might as well close its doors. On the other hand Virginia has come up with an idea that will help its students. In order for the schools to be held accountable they have come up with a pilot project that provides its students with educational warranties. This way if a student requires remedial education within two years, the school board will cover the costs. This is how Virginia is dealing with the graduate†s lack of basic skills. This plan by Virginia seems to me to be a better way to make a difference, and shows that they are putting their students first. First thing I would like to point out is that the plan by Virginia is a pilot project, meaning that it is currently at its test phase, therefore we must wait for the results to see if it is a plan to be adopted by all school board districts. With that in mind the pilot project is still a great idea. For one it holds the schools responsible for their actions and keeps a close eye on the schools performance but does not have cut backs in mind. Students are now given a second chance to make things right. It is known that the high school years are hard on adolescence and that many find it hard to cope with the changes that are constantly taking place. Unlike the Ontario plan this projects does not close any doors on its students. The pilot project undertaken in Virginia gets the thumbs; up because it puts the students first by providing them with a chance at a good education, which in the end is the soul purpose of an educational institution. â€Å"Study hard† parents tell you. All your life you hear that in order to succeed in life you must study hard, get a good education and make something of yourself. One must not forget that the school is also responsible for its actions and responsible for providing a usable education. Unfortunately these days the high school diploma does not matter much to people, it is the post-secondary piece of paper that counts. Well obviously one needs a proper high school education in order to be able to survive in the post-secondary world. We as a society need to be concerned with the lack of student preparedness. These students lacking basic skills are going to run the future world. We need to nip this problem through the use of projects such as the one introduced in Virginia. As we enter the millenium, we need to understand that investments in our future are crucial. By providing a better education we prepare our children for all the advancements that we are headed for.

Growth Performance Management Essay

In this report I have given a lot of research into the relevant subjects. I think that the way I have looked at the possibilities will help Helen Marsh and Brian Taylor overcome some of the obstacles in their organisation in order to make there business successful. Suggestions on what you should be specifically looking at in order to make your business a success, in my view would be the try to improve employee attitudes and training for employees. I think I have covered all the points that you have given me in depth if I have not apologies on my behalf. Introduction- Aims of the Report The aim of this report is to show Helen Marsh and Brian Taylor the problems of their business in more detail than the report give (case study). I will outline and investigate further into the following matters: * Growth * Performance Management * Performance Appraisal Systems and Motivation * Motivation * Rewards * Employee Turnover/Retention * Training and Development * Communication Growth To consider the growth of Brian and Helens company, we will look need to examine into the PEST (Political, Economical, Social and Technological factors) and SWOT (Strengths, Weaknesses, Opportunities and Threats) analysis for this company, this will help us identify if the company should continue to grow. By understanding about the SWOT and PEST analysis this will show us key information and help us identify some of the problems with the business. SWOT Analysis: SWOT Analysis is a very effective way of identifying your Strengths and Weaknesses, and of examining the Opportunities and Threats you face. Carrying out an analysis using the SWOT framework helps you to focus your activities into areas where you are strong and where the greatest opportunities lie. SWOT Analysis is a strategic method for identifying your businesses’ Strengths and Weaknesses, and to examine the Opportunities and Threats. These are just some of the Strengths, Weaknesses, Opportunities and Threats there may be more if you feel that there are, pleases do not hesitate to call me we can discuss these further. By reading the report that you gave me (case study) I found more weaknesses than strengths. This is not ‘bad’ as this shows you that you can improve on these to make your business a success. Read more:  Difference Between Performance Management and Performance Appraisal PEST Analysis: It is very important that an organisation considers its environment before beginning the marketing and decision planning process. In fact, environmental analysis should be continuous and feed all aspects of planning. The SWOT analysis shows a lot of weaknesses in the business, the points that I have mentioned in the SWOT analysis affect the future growth of the business. I think that if you over come the weaknesses that are outlined in the SWOT analysis this will help improve and develop the company significantly because the employee would contribute to the full potential and would also create a good working environment which means less staff turnover. I suggest that you should postpone in growing for the moment and consider improving on the weaknesses that I outlined in the SWOT analysis. I suggest that you should consider growing in the future rather than now. I found out that: †Weakness are not necessarily indicating bad things of the organization but showing a path to a better future†¦.† ORGANIZATIONAL BEHAVIOUR (1990) Northcraft. G page 437 You should consider improving the weaknesses into strengths as this would be beneficial in the future when you should consider to grow (it is not necessary yet) by improving weaknesses the business would function better and more advantages would be gained such as more share and profit. Performance Management In the report given to me (case study) I see that you have a problem on monitoring the ‘field based’ staff. This is a important issue as the staff may or may not be doing what you have told them this would cause all sorts of issues with your company for example you may be losing money, valuable resources and time. Field based staff may be difficult to manage but there are ways. Staff that work in the office are easier to evaluate on what and how that are doing. When managing or monitoring employees you have to be aware of their privacy and not to breach that mutual line as this may inevitably cause conflict in the work place. But When you can’t be present to observe employee performance, be sure that you have the right processes in place through which you can learn about how they’re doing this can be undertaken for ‘field based’ staff also. These processes should be open, fair, and understood by everyone. Options for obtaining input about performance in your absence may include, but are not limited to, the following: * Evaluate the output and products of the employee’s work. * Have routine one-on-one meetings with your employee and include discussions of performance. * Every so often review and discuss with your employee the standards of performance for his or her job and your expectations. * Ask your employee to do periodic reports and share them with you for discussion. * Obtain feedback from customers – in writing when possible. * Do brief stand-up check-ins or phone calls to ‘field based’ staff as well as ‘office based’ staff. * Ask an appropriate person who is present day-to-day to serve as a work leader or give the person authority to act in your stead, and ensure that everyone understands the person’s role. * Perform routine spot checks of the employee at work. * Ask for confidential evaluations of employee performance by peers (or direct reports of supervisors). This process should be clearly understood by everyone and applied fairly to all. Performance Appraisal Systems and Motivation Performance appraisal systems are designed to serve the company’s and employee’s interests. They are used to inventory the abilities and resources of employees and to let an employee know where he stands so that he will be stimulated to improve his performance. Employee motivation can be enhanced and performance improved with the monitoring of employees’ performance level and the use of feedback to advise those employees about their effectiveness. Performance feedback exchanges can be ongoing and informal, on a day-to-day coaching basis or on a formal basis, annually. I found this statement: ..Employers want to be sure their employees are doing a good job, but employees don’t want their every sneeze or there trip to the toilet logged†¦ Managing People 2nd edition Tomson. R I think that employee monitoring is acceptable to a reasonable level but should nod be exceeded. I used to work at ‘KFC’ (Kentucky Fried Chicken) and the manager was constantly monitoring me and other staff that work there. I can understand this as people in other restaurants have tampered with food for example a ‘Mc Donald’s’ restaurant in USA Mississippi once was shut down because of food tampering. So to some degree a lot of monitoring needs to be undertaken. But I think you should use some of the procedures I have given for example I would recommend these: * Perform routine spot checks of the employee at work. * Obtain feedback from customers – in writing when possible some sort of feed back sheet of possibly a questionnaire * Do brief stand-up check-ins or phone calls to ‘field based’ staff * Ask your employee to do periodic reports and share them with you for discussion. Motivation Staff motivation is the one of the most significant factors in managing people. No one style is better than another for motivating employees, but it is essential that leaders are aware of their staff motivation style and are able to adapt for different circumstances. Some circumstances will call for a strong direction to inspire staff motivation other circumstances will call for staff motivation to be influenced by a more advice-giving approach. The necessary skill is in knowing what motivates people and satisfying the needs of individuals and groups at a given time. Staff motivation in regard to reward and recognition means taking account of and balancing the needs of the organisation and its objectives as well as the needs of the people expected to achieve those objectives. One of the worlds most successful Software and Hardware entrepreneurs stated: â€Å"When we create a desirable workplace and find good ways to have work/life balance, we’ll attract and we’ll retain the best people and that’s our competitive advantage.† Lewis Platt, CEO, Hewlett-Packard (1001 Ways to Reward Employees 2000) Source: www.nelson-motivation.com/hpackard/ceo Hear is an example of a motivational theory: Douglas McGregor, was a American social psychologist, he proposed his famous X-Y theory in his 1960 book ‘ The Human Side of Enterprise ‘. Theory X and theory Y are still referred to commonly in the field of management and motivation. Mc Gregor’s X-Y Theory remains a valid basic principle from which to develop positive management style and techniques. McGregor’s XY Theory remains central to organisational development, and to improving organisational culture. McGregor’s Theory X and Theory Y THEORY X THEORY Y 1. Workers must be supervised as closely as possible, either through direct oversight or by tight reward and/or punishment systems. 1. People usually do not require close supervision and will, if given a chance to control their own activities, be productive, satisfied, and fulfilled. 2. Work is objectionable to most people. 2. Work is natural and enjoyable unless it is made offensive by the actions of organisations. 3. Most people have little initiative, have little capacity for being creative or solving organisational problems, do not want to have responsibilities, and prefer being directed by someone else. 3. People are ambitious, desire autonomy and self-control, and can use their abilities to solve problems and help their organisations meet their goals. Creativity is distributed â€Å"normally† across the population, just as is any other characteristic. 4. People are motivated by economic factors and a need for security. 4. People are motivated by a variety of needs only some of which involve economics or security. Figure Obtained from: MANAGING PEOPLE R. Tompson, 2nd Ed, Pub: Institute of Management I think that employee motivation in regard to reward and recognition means taking account of and balancing the needs of the organisation and its objectives as well as the needs of the people expected to achieve those objectives. I think that motivation should also have been included in the SWOT analysis. I think you should also consider how you can motivate staff you could use the web site I have given above for more information. The more you motivate staff the better they will work, this will also help with the monitoring of employees. You should also consider looking at the various patterns used by managers to encourage motivation in the work place, for a good example see Appendix 3. Rewards There are a staggering amount of reward types and schemes, you just have to make sure you have the right ones chosen for your business because performance of staff is the key to the success of any organisation. One of the main rewards that I think is relevant for your business is PRP (Performance Related Pay) One of the key contributors to effective performance is a well-designed performance management process. Such a process should incorporate objective setting, the day-to-day management of performance, the review or appraisal of performance, and rewarding performance. Your employees are your most important asset, they are the people who shape and form the company’s future. Rewarding staff can develop healthy in-house competition between individuals, teams or even departments. Another major factor in rewards are employment benefit packages. Reward and incentive programs are a popular part of employee benefit packages. Many employees value such offerings as flexible scheduling, tuition assistance, and child care in order to satisfy personal needs and professional development. I think that you too should consider re designing your employment package. Nowadays society, it is becoming more and more common to support these reward systems with the overall business strategy of an organisation in order to satisfy business needs and to improve shareholder value. In addition, many organisations are developing or restructuring their rewards programs based on employee performance. This trend is likely to continue as costs continue to increase and competition continues to thrive in a highly unpredictable economy. Some other useful reward types that can be used are as follows: Social Rewards: Which include praise, employee recognition, and social acceptance within the business. Psychic rewards: Which include self esteem, job satisfaction, and feelings of accomplishments You could also give piece-rate pay, commissions, merit pay and bonuses. When I was talking about the business and how it will grow in ‘Conclusion of Growth’ in the first part I think that in order for the business to grow you need the best employees you can get. So you would need to have the reward schemes that the employees are looking for. I the way you are rewarding employees at the moment is not working in fact ‘I know it is not working’ I think you should use the PRP (Performance Related Pay) method, and also consider giving annual bonuses. Also if you give PRP (Performance Related Pay) you will sort out the problem you have with the monitoring of ‘Field based staff’ as they too will be attracting more customers for the business. You should also give bonuses if the company is making a stable profit as this would encourage more work to be completed. Employee Turnover/Retention One of the most difficult problems companies had to cope with in the increasingly volatile business climate of the 1990’s was the high rate of employee turnover. When employees, particularly long-term employees leave a company that has made a substantial investment in them, they take with them training, skills, experience, and productivity. Output is inevitably diminished during the training process of new employees, no matter how qualified. additionally, a high level of workplace turnover rends the types of social bonds that encourage other employees come to work and maintain their normal levels of productivity. ..In today’s workplace, employers are not only having a hard time attracting employees, but are also having a difficult time keeping them.. (Harkins, 1998) I found out that employees leave for a variety of reasons, including poor supervision, unchallenging positions, limited advancement opportunities, lack of recognition, limited control over work, perceived pay inequity, and the perception of more favorable opportunities in other companies. Measuring Absence Obtained from: MANAGING HUMAN RESOURCES J. Weightman, 2nd Ed, (1996), Pub: Cromwell Press This overall figure, however, leaves many questions unanswered. For example, is the absence rate a reflection of a few employees suffering from long-term ill-health or are a substantial number of employees being regularly absent for relatively short spells? A more in depth way to monitor absence and retention is give in Appendix 1. Hear I found some of the ways in which to help with retention: * Align your employees with company goals and visions * Establish department goals and standards * Set employee goals and performance measurements * Conduct performance reviews that test the established goals * Train managers to effectively coach their staff * Identify barriers & find strengths to build upon * Isolate key performance gaps and craft a plan to improve performance * Define the relationship between job satisfaction, goal alignment and individual performance growth I suggest that you should consider some of the points above in order to combat turnover/retention. You should regularly try to monitor staff absence. Try to make the rate as nearer to 8.5 % as possible if it goes over this may be critical to the business. You should have a maximum number of days for employees to comply by, for example I work as Safeway Petrol station in the Penn, employees there are only allocated 50 hours off of work (excluding sick or acceptable absence). You should check out Appendix 1 in how to measure turnover and retention in your organisation. Training and Development There are a number of advantages to training and development and this is another point that was added in the SWOT analysis that needed to be improved in order for the business to function properly and effectively. Training has become the most important feature of a successful organisation. Training is necessary because it improves profitability and/ or more positive attitudes towards profit orientation. Enhances the job knowledge and skills at all levels of the organisation. The work force gets a high morale. Due to proper training employees can identify with organisational goals, corporate image gets improved. Training fosters realism, openness and trust. A boss an the subordinates get to work in a better environment and relationship. Some typical reasons for employee training and development can be initiated for a variety of reasons for an employee or group of employees, for example: * When a performance appraisal indicates performance improvement is needed * To â€Å"benchmark† the status of improvement so far in a performance improvement effort * As part of an overall professional development program * As part of succession planning to help an employee be eligible for a planned change in role in the organisation * To â€Å"pilot†, or test, the operation of a new performance management system * To train about a specific topic I found out some key topics for employee Training and Development they are as follows: * Communication- The increasing diversity of today’s workforce brings a wide variety of languages and customs. * Computer skills- Computer skills are becoming a requirement for conducting administrative and office tasks. * Customer service- Increased competition in today’s global marketplace makes it critical that employees understand and meet the needs of customers. * Diversity- Diversity training usually includes explanation about how people have different perspectives and views, and includes techniques to value diversity * Ethics- Today’s society has increasing expectations about corporate social responsibility. Also, today’s diverse workforce brings a wide variety of values and morals to the workplace. By giving the appropriate training and development you can gain a lot of advantages. The general benefits from Employee Training and Development are: * Increased job satisfaction and morale among employees * Increased employee motivation * Increased efficiencies in processes, resulting in financial gain * Increased capacity to adopt new technologies and methods * Increased innovation in strategies and products * Reduced employee turnover * Enhanced company image, e.g., conducting ethics training (not a good reason for ethics training!) * Risk management, e.g., training about sexual harassment, diversity training I think that training aids in developing leadership skill, motivation, loyalty, better attitudes and other aspects that successful workers and managers usually display which we discussed earlier in the report. The quality of work is also increased and so is the productivity. Its cost effective as well, it cuts costs in different areas e.g. production, personnel, administration etc. it develops a sense of responsibility to the organisation for being capable and knowledgeable. Labor management is also improved, as workers instead of feeling ignored, feel taken care of which develops a sense of loyalty Communication Effective communication skills are vital for success in a business environment with most business people being engaged in some form of communication activity most of the time reading, listening, writing or talking. Business communication is, however, different from educational or literary writing and speaking it requires precision, clarity and efficiency since business people just do not have the time to savor an idea or an expression. †Ã¢â‚¬ ¦Moreover, unethical behavior in the workplaces arising from the lack of ethical communication by the top management to the first-line supervisors proves the fact that employees are either directly or indirectly rewarded for unethical acts or harshly abandoned for going against the norm of practicing corruption†¦Ã¢â‚¬  (Zimmerman: Jansen and Von Glinow, 2001, p. 119). As explained in this text that I researched into, Jansen and Von Glinow through their in-depth study that encouraging â€Å"counter norms† in an organisation is also a form of promoting corrupt standards in a company in order to save the firm’s name or to avoid charges by this means reflecting the decreasing ethical communication in organisations. There are many factors that help establish an organisation’s ability and skill in maintaining the stability and organisation among its employees/members. One of these factors includes attaining an organisational communication process through effective communication skills. The most prominent forms used by most organisations are the development of verbal and non-verbal communication since these are the most obvious ways of communication that provide a dialogue for employees and the management in an organisation. However, what is not realized by both the employees and management is that listening is one important communication aspect that precedes verbal and non-verbal communication. I think that in order to attain effective communication verbally or non-verbally, communicators must first learn to listen in order to assess carefully the issues at hand and the required action that must be taken. If you have a look at Appendix 2 it shows you different types of communication processes. I would recommend that you try to focus on the ‘complete network’ as this would make communications in your business better. Overall Report Conclusion and my Recommendations I think overall this is what we should be doing in order to maintain and run a successful business: * Growth- we should not be growing just yet as there are to many problems as indicated in the SWOT analysis. We should be improving on the weaknesses and consider to grow and expand in the future. * Performance Management- monitoring needs to be undertaken but only to some degree that is acceptable by you and the employees. But I think you should use some of the procedures that I have indicated in this previous section (please refer to Conclusion for Performance Management). * Performance Appraisal Systems and Motivation- Performance appraisal systems are designed to serve the company’s and employee’s interests. * Motivation- You have to consider Douglas McGregor Theory X and Theory Y. to offer the best motivation go through the chart that I have drawn and consider what you can do to have a successful motivated staff. Look at Appendix 3 for patterns of managerial approaches to motivation. * Rewards- if you offer better rewards and better benefit packages then Turnover/Retention will be low, and employees will work more and contribute their highest potential. * Employee Turnover/Retention- you need to make sure that you monitor employees sickness and absenteeism and make sure it dose not go over 8% Check Appendix 1. * Training and Development- if you train and develop employees better the function of your business will be better, you should try to encourage more employees to gain different skills and knowledge. You should also try to offer recognised qualifications. * Communication- look at Appendix 2 I recommend that you try to bring in the process of complete network communication. There are numerous factors that help conclude an organisation’s ability and skill in maintaining the stability and organisation among its employees/members, one of these factors includes attaining an organisational communication process through effective communication skills.    References I recommend that you look at the following text as this will help you improve on the factors mentioned in this report and also help you with difficult decisions about your business. I recommend looking at this text: ORGANISATIONAL BEHAVIOUR: INDVIDUALS, GROUPS AND THE ORGANISATION I. Brooks (1999) 1st Ed, Pub: Financial Times HUMAN RESOURCE STRATAGIES Salman, (1998) Pub: The Open University MANAGING PEOPLE R. Tompson, 2nd Ed, Pub: Institute of Management ORGANISATIONAL BEHAVIOUR: A MANAGEMENT CHALLENGE G.B.Northcroft & M.A.Neale (1990), Pub: Ronda Colour PERSONNEL MANAGEMENT GA Cole, 4th Ed (1997), Pub: Ashford Colour Press MANAGING HUMAN RESOURCES J. Weightman, 2nd Ed, (1996), Pub: Cromwell Press The following Web-Sites are useful also: www.bized.com www.hrmang.co.uk www.humanrecourses.co.uk/text/hrissues www.resourcemanage.co.uk

Joseph Stalin & Mao Tse-Tung essays

Joseph Stalin & Mao Tse-Tung essays Josef Stalin is perhaps the most praised, reviled and recognised dictator in the modern world. His influence as such has reached across the globe, affecting leaders and citizens alike. Many of his techniques have been adopted by prominent leaders, today and in the past. One such example is fellow socialist Mao Tse-tung. Mao can fairly be regarded as the principal architect of the new China. His Marxist philosophies and strong leadership formed one of the strongest nations in the world. However, the similarities between Stalin and Tse-tung reach further than these surface facts. With the death of Vladimir Lenin, the struggle for authority within the USSR narrowed to a contest between Trotsky, the brilliant leader of the Red Armies during the Civil War, and Stalin, general secretary of the Communist Party. Stalin eventually emerged as virtual dictator of Russia. In order to consolidate his position, he gradually built up a cult of personality around himself, one which would eventually (and literally) let him get away with murder. According to composer Dimitri Shostakovich, Stalin was an ordinary, shabby little man: short, fat, with reddish hair. His face was covered with pock marks and his right hand was noticeably thinner than his left. He kept hiding his right hand. He didnt look anything like his numerous portraits. This raises a question easily answered. Why, then, do the portraits represent him as something he is not, as something greater and more radiant than he could ever be? It was his own insecurity at first - new to command, he needed the people to look up to him as something strong, solid and dependable, something greater than the run-of-the-mill politicians. As things progressed, however, Stalin managed to achieve the status of a demi-god. While at first it was he that craved security, now the public looked up to him as their protector. The public figure was at once stern and frien...