Benefits of rice wine Essay

Louis Pasteur said that wine is the most healthful and the most hygienic of all beverages. It can give the human body 500 calories that are normally taken from fats and carbohydrates. All these energy is completely consumed by the body and will not add an ounce of the body weight (Lichine, et al. 1968). There are several health benefits that can be derived from wine. Aside from being a healthy beverage, it was said that wine can deter food poisoning. It can help wipe out the bacteria that are responsible for food-related stomach problems. In addition, red wine reduces the build-up of fat cells in the arteries, thus it protects those who are wine-drinker against heart disease. Recent studies in medicine show the positive effects of moderate wine consumption to the heart. One of the popular findings is the â€Å"French Paradox.† France is considered both as land of wine-producers and wine-drinkers. It is one of the countries with highest amount of saturated fat intake which is positively correlated with arteroschlerosis, yet there is low incidence of coronary heart disease (Landrault, et al. 2001). Some of the locally produced wines include â€Å"basi† (sugarcane wine), â€Å"laksoy† (nipa wine), â€Å"tapuy† (rice wine) and â€Å"tuba† (coco wine). On the other hand, she discussed the challenges to today’s wine manufacturers such as production of consistent quality products, competitive advantage in terms of product presentation (packaging, label, closure or seal), innovative products, willingness to work hard to establish a thriving business, protecting the natural flavor of the product, identifying functional properties of the product, expand cultivating area for minor but potential fruits for making wine, and utilization of by-products from wine processing. http://www.bar.gov.ph/chronicle-home/archives-list/142-august-2008-issue/2207-learning-about-tropical-fruit-wine-processing This type of wine, when compare to other regular wine, contain a higher level of alcohol content. Regular wine usually contains 10%-20% alcohol but rice wine contains 18%-25%. Unsurprisingly, it has way more alcohol content that beer which only contains about 4%-8% of alcohol. It is natural to think that drinking too much of this wine, or any other alcoholic beverage for that matter, is  bad for the body. It will have side effects such as nausea, hangover, blurry vision, lost balance and lost muscle control. The side effects might be felt earlier when drinking rice wine because of its higher alcohol content. However, there are also other health benefits from wine made from rice. It has been tested to help improve the skin’s protective function and also in skin whitening. In effect, it is concluded that rice wine may be a potential protectant from UV-induced skin aging phenomena. In addition, rice wine has also been linked to promote better blood circulation and enhanced body metabolism. There are citric and lactic acids in rice wine which helps the digestion of the food. When food is properly digested, nutrients are better sorted out and transferred to the proper body organ. There is also research that specially brewed medicinal rice wine can have more beneficial effects than other regular wines. Some consider rice wine to be more healthy than wine from grapes because rice wine contains large amount of protein, sugar and vitamin B2. These factors have been shown to regulate blood sugar, plus vitamin B2 supports the liver giving it more energy to assist with alcohol digestion. The kojic acids in rice wine (sake) decrease your skin’s ability to form the type of melanin found in age spots and freckles. If you put sake on your face or use skincare products containing sake or kojic acid, you’ll also find the rice wine keeps moisture in your skin. Turns out it may just be the most bar-and-body-friendly beverage the country has ever built a national and export marketing strategy around. â€Å"It’s low proof with an alcohol content of 6-7 percent,† notes Sung Ki-wook, a director at the Seoul Rice Wine Manufacturing Association, â€Å"so people with a lower tolerance can enjoy it.† â€Å"It contains lots of lactobacilli and fiber, matching the current ‘well-being’ trend in our society,† adds Kooksoondang Brewery spokesman, Shin Woo-chang. Of course, low alcohol content, gastro-intestinal benefits and a tricky nickname have never buoyed a drink’s popularity all that much even during the best of times. Especially a drink derived from steaming glutinous rice that’s traditionally quaffed from an unwashed wooden bowl. Nutrition Facts Calculated for 1 fl oz Amount Per Serving %DV Calories 14 Calories from Fat 0 (0%) Total Fat 0.0g 0% Saturated Fat 0.0g 0% Monounsaturated Fat 0.0g Polyunsaturated Fat 0.0g Trans Fat 0.0g Cholesterol 0mg 0% Sodium 181mg 7% Potassium 25mg 0% Total Carbohydrate 1.8g 0% Dietary Fiber 0.0g 0% Sugars 0.0g Protein 0.1g 0% This wine should be named â€Å"rice beer† because it is fermented from a grain and not a fruit. The Japanese have developed two kinds of rice wine; one being sake and the other a dry one. Red rice wine is a sweet wine, which has low alcohol content. Used in both cooking and drinking. There are three varieties available: Mirin: a sweet wine pronounced MEE-reen. Sake: white wine pronounced SAH-kee. Shaoxing wine: Chinese rice wine. Substitutions; sake or sherry. Chia Fan, Shan Nian and Yen Hung are Chinese rice wines. plural: rice wines Ingredient Season: available year-round How to select: Also sold as â€Å"sweet cooking seasoning† Substitutions: Mirin: 1 tbsp dry sherry +  ½ tsp sugar, OR sherry, OR heat two parts sake and one part sugar, OR white wine and sugar to taste OT white wine. Sake: Shaoxing wine or Vermouth, dry white wine, or dry sherry. Read more: http://www.food.com/library/rice-wine-97?oc=linkback

Methods of Writing Paragraph Essay

There are different writing methods use to be able to developed a good paragraph. These are the use of the various types of paragraph development. The most frequently methods use includes Definition, Classification, Comparison and Contrast, Process Description, Cause and Effect and Narration. The idea in the paragraph can be expanded through the use of Definition. In here, the writer can be able to explain the meaning of an idea or a concept. It could be done by showing the details, describing, giving examples or analyzing using symbols and more. The next one is through the use of Classification method. Classification method can be done if you are going to breakdown information into smaller parts in simplifying a concept or in explaining something such as a series of things. The next methodology is the Description of Process. It is usually done in describing a series of connected actions in chronological manner. The process of description might be in the form of natural, mechanical o r historical processes. Like the other methods, it can also be use to expand the idea in the paragraph. Another method is through Comparison and Contrast. The writer can use comparison if he/she want to show some similarities with the given ideas. On the other hand, the writer can use contrast if he/she wants to point out differences in ideas. It also possible to use the combination of both comparison and contrast in establishing both the similarities and differences of ideas in the given paragraph. The next is the use of Cause and Effect. Cause and effect method can be used to expand the idea in the paragraph by establishing or explaining what happens as a result of something. In here, the writer can use signal words such as the words; because, cause, due to, for the reason and other words for the cause. The signal words for the cause are the words; as a result, consequently,in effect, therefore, thus and more. The next one is through the use of Narration. In here, the write could expand the concept of an idea in the paragraph by arranging the ideas in order; in chronological, or in place, or in the level of importance telling what happened first and what will be in the next. For chronological or time order, the write can use the words that tell time such as; such as first, second then,after,later and more. For place order, the writer can use the words that locate, such words like; below, beneath, behind, behind, near, and more. For the order of importance, the writer can use the words that judge importance, such words like; next, last, must, greatest, in the first place and more.

Administrative Law – Paper

Administrative law simply means that the branch of public law which deals with the organization and powers of administrative and quasi administrative agencies and prescribes the principles and rules by which an official action is reached and reviewed in relation to individual liberty and freedom. Technically, from the definition it is clear to state that administrative law is bound and founded to determine the legality of the government action, the nature and scope of the powers conferred to the government official through checking abuse of administrative power.Meanwhile, the study of administrative law can be explained in broader after pondering the red light and green light theories, in which the red light theory views primarily that objective of administrative law is to consider the law and control the state power and desires to minimize the encroachments of the state on the rights of individual whereby this is monitored and controlled by judiciary.In connection to that, Green the ory relies much in operation of the state in the sense that it allows the intervention of the state in larger public interest ensuring right of citizen and well being of society as whole and this can be achieved through freedom of information, active involvement, positive deliberation, effective consultation and other similar action at the level of administration. In the same vein, the issue raised, if the means are not trustworthy, how the end could be?Just or unjust. In the light of the control mechanism discussion hereunder is considering intensively how far the means which are not trustworthy could result to unjust end. POLITICAL PARTIES; as per the political parties Act ,is defined as any organized group formed for the purpose of forming a government or local government authority within the united republic through election or for putting up or supporting candidate to such election .Now, the modern political thoughts tends to accept the notion that political parties are absolute essential to democracy so far the political parties try to crystallize many shades of opinion into one coherent policy unify many diverse element into one manageable unit. The political parties are manifested from the right of freedom of assembly as stipulated in the constitution .The political parties are mechanism to perform an important function of interest articulation, whereby an individual finds out the open channels to express their interest and needs, and also performing function of interest aggregation ,where peoples demands converted into general policy alternatives. Therefore in modern democracy ,it has always been necessary to guarantee and protect the freedom of assembly ,in that line it is one of the platform for attainment of social development and nurturing of democratic advancement in a given society.But the situation contrary to our country today, the right is restricted and its enjoyment subjected to the laws of the land, the problem comes in the course of interp retation and ,implementing the realization of this right. Experience can be drawn respectively from Tanzania, that the state limits the occupation of political parties so as to enhance the sustainability of state powers, there various laws and aspect which curtails the freedom of association for political parties and its operation . Starting with:- Cumbersome procedures for the registration of Political parties. t is a requirement of the law under political parties Act that any political party upon the request for registration must have at least 200 members from ten different region in the country. this number is too large and unrealistic especially in Tanzania where democracy is at infant stage. this provision denies the nourishment of democracy. Forinstance the denial of CCJ(chama cha jamii). Also under the same act it is provided that any political party ,by its constitution advocates the break up of union between Tanganyika and Zanzibar shall be disqualified and denied registrat ion. gain this provision limits the scope for scope discussion and will of the people towards union. The system of permanent national voters registration under the national election Act where without being registered the constitutional right to vote and being voted is vanished. in 2010,some irregularities in the system contributed good number of citizen not to vote due to typographic errors, double entry, false inclusion of alive in the list of deceased. Mere technicalities defeated the rights of citizens.Denial of independent candidate; one should not be compelled to join a political party in order to enjoy political right. the right to participate in governance of state includes right to vote and be voted. Also the practices shows that the ruling party during election used the government resources in the campaign. forinstance using of government vehicles and converting the government plans to political promises. this act are against free and fair election which is fundamental aspe ct of democracy.The role of police force; basically the police force does not guarantee the right to freedom of assembly but merely regulates the enjoyment of the right. on the ground of national security or public safety the police have the power to prohibit the assembly , however ,Lugakingira J,viewed that the law does not operate to take away the right to hold assembly or procession ‘it only empowers the police and magistrate to step in far the preservation of peace and order. but the police used such discretion power contrary even where is not necessary and sometimes used in favour of ruling party.To underscore this, refer the case of Mabere N yaucho Marando&another Vs Attorney General where it was held that ‘’in order to maintain public order and security during political rallies ,it was important for permit to be issued. however that discretionary power to issue permit had to be exercised judicially which required that all political parties get same and equa l treatment†¦ Therefore, the above means seems to be not trustworthy ,hence bars the growth of democracy which is the spirit of our constitution, and participation of people in a matter and due political process fear to face the iron bar of law enforcers.Hence this will defeat the interest of change and justice in community. ACCESS TO JUSTICE; this emanates from the cardinal principle of law that every person is equal before the law. Regardless of political stands ,religious affiliation, all should be treated alike without affording unnecessary privileges and exemption. Right to access justice is fundamental principle of rule of law. As in the case of Mwl. Paul john mhozya Vs Attorney General held that everyone and every institution or organization in this country is enjoined to pay respect to the principle of supremacy of the law.Access to justice should be devoid of undue technicalities which defeats the end of justice, the procedure of taking government to court is very cumb ersome . this is supported by the case of Peter Ng’omango Vs Gerson Mwangwa and Attorney General held that the right of an individual to have free access to the court is well recognized by constitution. the requirement of the consent of the minister before one can sue the government as imposed in section 6 of government proceeding Act infringes constitution â€Å"therefore this law is arbitrary and oppressive since it does not subjected to any control, therefore offends proportionality test.Also access to justice goes further to the speedy in dispensation of justice. As in the case of Hussanaira Kharton Vs Home Secretary State of Bihar held that delay in trial by itself constitutes denial of justice. In some circumstances citizens are denied the right o be heard ,while one has to be heard so as to access justice, failure to heard a party constitutes the violation of natural justice which is the spirit of the law. As in the case of Judge in charge of Arusha &Attorney General Vs Munuo that ‘’no one should be condemned unheard’’.On the other hand, independence of judiciary and impartiality of it determine highly the proper access and attainment of justice. But number of means such as judicial appointment, poor remuneration, and judicial infrastructures denies a number of people not to meet justice. also some enactments such as civil procedure code on the issue of security for cost and election Act on requisite for money so as to launch an appeal of election. , denies the access of justice . refer Francis ndyanabo Julius ishengoma Vs Attorney general. Therefore, justice should not be commercialized ,but should be done though heaven falls.Through easy entry to judicial system, availability of legal representation, equality before the law, our means will be trustworthy and end will be just. HIGHER ADMINISTRATIVE AUTHORITIES; These include president, ministers ,civil service, higher institutions, and boards, these bodies ought to co mply with the principle of natural justice in the course of discharging their duties. the principle are to give reason(s) for any decision made, to hear both sides. And should not be dominated with the personal interest but public interest.The failure of decision maker to take into account a relevant consideration in making administrative decision is one of the instance of abuse of power and discretion, this would entitle a party with sufficient stand to seek for judicial review of ultravires administrative actions. Now, proper procedures must be followed and decision maker not be biased. In supporting the above arguments ,the following cases are material. in the case of Mohamed Jawad Mrouch Vs Minister for home affair held that discretionary power must be exercised fairly, and this requires adherence of the rules of natural justice .Also the case of Said juma muslim shekimweri Vs Attorney General held that I this country,civil servant are dismissed for misconduct only and not pleas ure of president. and when civil servant dismissed cause must be assigned. Therefore, in the light of the case of James Gwagilo Vs Attorney General where Mwalusanya J(as he then was)held that ‘’there is no doubt that the absence of reasons would render the constitutional right of appeal and judicial review ineffective and illusionary† I have come in the view that the administrative authority must omply with legality and proportionality test. ORDINARY JURISDICTION; The matter of jurisdiction is not a mere technicality but fundamental. And independence of judiciary is the spirit of the jurisdiction of the court. by the virtue of Article 107 of constitution, the court is conferred jurisdiction to provide justice. Independence of judiciary rely on the basis of condition of service and tenure, manner of appointment of judges and discharge of their duties, and degree of stability and logistical protection against outside pressure and harassment . ut judges are appointee s of President from another pillar, remunerations comes from executive, this is ridiculous. Also application of law must be of retroactively, and each case must be adjudicated objectively and on merit and not self interest of judges, and impartiality is paramount important. Refer the case of James Bita Vs Iddi kambi held that the judiciary is an instrument of state set up to adjudicate impartiality disputes between subjects and subjects or subjects and government. Judicial officer at any level should not flinch from performing this sacred duty.Therefore ,the court should not be subjected to the means which are not trustworthy and unreliable so as to enable this temple of justice to be free and dispense justice and justice only without fear. WRIT JURISDICTION;This includes writ of mandamus,prohibition,certiorari,and habeas corpus. , as stipulated under the law reform (fatal accident and miscellaneous provision)Act . The citizen may be aggrieved with the actions and decisions of admin istrative authorities and request upon the high court to make review and issue an order which is prayed.However, the court writ jurisdiction is oustered by other laws and cause the court to remain dumb in case of the abuse of of power by public authorities. Article 41(7) enshrines that there shall be no challenge from any person and no any court shall have the power to investigate or entertain the issue of legality of president who announced by National electoral commission. The court of law is jealous of its jurisdiction ,as held in Mtenga Vs UDSM that it is trite to observe that the court is and has to be for the protection of public ,jealous of its jurisdiction and will not lightly finds its jurisdiction oustered.Also presence of undue technicalities such as one can not ask for the judicial review unless he/she has obtained leave. This mean leave could defeat the interest of justice; frankly this is not proper approach to justice. in the case of Timothy Mwakilasa Vs Principal sec retary held that it is an admitted fact that applicant has not obtained any leave from this court to make his application. That being so, the purported application is incompetent in law and this court ca not entertain it. Court of law is guardian of citizen rights and it is a temple of justice in which everyone is free to access and attain justice.The means to reach it should not be complex but smooth and trustworthy so as to arrive at the peak of justice. PUBLIC OPINION AND MASS MEDIA; This two aspects are underscored under the article 18 , and constitutes a primary element of democratic society . It cannot be conceivable without free debate and freedom of media. However the freedom of collecting and publishing newspapers,magazines,books,bulletins are hampered by the government through the laws which are not trustworthy. Minister ,in his opinion on the ground of public interest may decide to bann any newspaper in the land .Forinstance banning of Mwanahalisi newspaper. this law oust ers the jurisdiction of the court ,in which the court is jealous on it. Also according to Africa media barometer report, Tanzania communication regulatory authority(TCRA) is not entirely independent since both board chairman and director general are presidential appointees. This situation can compromise impartiality of media. Harassment and killings of the journalists;wherejournalist tend to shock the higher authority by publishing some news ,entered in hostility with the power.On February 2010,journalist Asraj mvungi and others were arrested by police officer following the order from district officials that they instigate land conflict. in connection to that ,killing of one Daud Mwangosi (journalist)draws a road towards the killing of freedom of media. And another challenge is that media is owned by politicians, tycoons and religious institution, hence editorial freedom demises. Therefore ,the laws that regulates enhancement and betterment of the media is subjected to the absolute discretion of government authorities.This is ridiculous and peril towards transparency and accountability of the government of the day. Hence,with this path the end shall not be just. As I arrive to the conclusion ,I am of the view that trustworthy means and procedures are cornerstone towards a good end, and always an end justifies the means. therefore,it is high time for us to look back on our laws making bodies and interest of justice for the purpose of modifying them. it is my humble opinion that citizen and government has to respect and adhere constitutionalism and democracy.

Elect any two countries and using the academic literature examine the Essay

Elect any two countries and using the academic literature examine the impact of cultural differences on the negotiation process - Essay Example Hofstede’s Cultural Typology Hofstede’s cultural dimension theory is beneficial in understanding cross-cultural communication processes and the influence of cultural differences. Hofstede found his theory beneficial for developing a model, which ranks one country against the other, on the basis of four dimensions of culture, i.e. power distance, individualism, masculinity/femininity and uncertainty avoidance (Hofstede, 1984). Culture Difference between United Kingdom and Australia Power Distance The society of United Kingdom is supportive of equality within the society and considers each human being or native of the country as equal. These results reflect that United Kingdom’s society has transformed from the typical old times society into a modern one, which believes that individual rights should not be limitedly granted to few fortunate individuals of the society, but fair play should prevail in every aspect of life. Australian society, on the other hand, is fo und to be a little bit more supportive of equality in the society, as compare to United Kingdom. Australian culture provides each individual with equal opportunities to make their lifestyles better, no matter if the individuals belong to black or white community and they immigrants or civilian of the country (Hofstede, 2012). Individualism By analyzing UK’s society utilizing Hofstede’s typology, it is found that the society is highly supportive of individualism and takes care of each other’s privacy. Individuals are empowered to take decisions about their lives, career and education on their own, and the outcome of their actions is their own responsibility. Moreover, individuals are also supported to live their life in a way, which is considered as a positive contributor towards the overall social structure of the society. When the culture of Australia was analyzed against UK’s culture on the basis of individualism, it was found that Australia’s so cial structure and culture design are more supportive of individualism as compare to United Kingdom (Hofstede, 2012). Masculinity/ Femininity The society of United Kingdom is highly supportive of masculinity and individuals who are highly successful, ambitious and positive are usually considered as the one who drives the society towards positive attitude. On the other hand, Australian society is also femininity oriented, where individuals’ attitude towards life and their contribution to the society are measured from how successful and ambitious they are about their career and job related performance (Hofstede, 2012). Uncertainty Avoidance In this dimension, the society of UK is found to be more supportive of positive attitude and they always perceive that the future is going to bring for them happiness and fortune. Individuals living within the society are hopeful that their present and future would bring hope. Moreover, it also implies that the social structure of UK allows its individuals to keep their plans for the future and present flexible, as it can be altered according to changing scenarios and incoming new information. This is the reason, that UK’s society is supportive of fair play and equal opportunities for every individual in the society. On the other hand, Australian society is more uncertain about the future and reflects a slightly negative attitude in their daily life practices. They are scared of what might

Basic Water Conservation in California and discover a way conserving Essay

Basic Water Conservation in California and discover a way conserving water can save energy - Essay Example Its primary aim is to educate the people about various ways of saving this natural resource; only with little alterations in lifestyle, this goal can easily be achieved. (CALIFORNIA'S WATER: A CRISIS WE CAN'T IGNORE, September 2007) Water supply in California has been severely reduced in recent years thus affecting the common people and business farms in Central, Northern and Southern California. In August 2007, water supplies from two large water delivery systems were cut in order to protect endangered fish species. Delta, the natural estuary, which waters about 2.5 million acres of farmland and 25 million Californians, is experiencing ecological crisis, thereby threatening the environment as well as the people of the state. Already, the growing water uncertainties and reduced water supplies are forcing the farmers to stop cultivation in some prime agricultural lands in the state; in turn, it is affecting the important industries of the state. Moreover, there is a possibility that the aging of Delta levees might also cripple the water deliveries in California for a long period. Rapid growth of California's population is a threat, as there has been no significant improvement in the delivery system as well as th e water storage system of the state. The water reserves of the state are relatively low and might not be able to meet up to the public demand, if there is disruption in the water delivery system of the state. Climatic changes in this zone are also an important factor for the growing concern of water conservation. The state has experienced severe drought conditions over the years and the year 2007 has been a record dry year in some of the regions in California. The changes in the climatic condition are also reducing mountain snow pack, which is an important source of natural water storage. Due to this condition, Californians might experience severe floods and long droughts in future. (CALIFORNIA'S WATER: A CRISIS WE CAN'T IGNORE, September 2007) Water Conservation Techniques (Tommy Foley, n.d.) Irrigated Agriculture of California Owing to the Mediterranean climate and unique geographical features, California has become a productive agricultural region in whole world. Sierra Nevada mountain range situated at the eastern border of California captures and stores the winter rainfall that can be used for irrigation during summer months. This water storage along with Mediterranean climate is favorable for the growth of a large variety of crops. Growing awareness of the environmental requirements of water along with population growth has compelled California agriculture to use water efficiently so that more amount of water is available for environmental and urban uses. Several management strategies and

ECL Operations in the Chinese Markets Essay Example | Topics and Well Written Essays - 1000 words

ECL Operations in the Chinese Markets - Essay Example It is evidently clear from the discussion that ECL failed to resist the temptation of believing in the universality of its global management policies and instead of adapting its policies to the Chinese cultural norms and practices, decided in favor of implementing its standardized policies in its Chinese ventures and subsidiaries. The net result is that though the systems and policies put in place looked suitable and methodical, it is finding it challenging to motivate and retain its Chinese employees. A saner solution in this context requires ECL to inculcate a strong Chinese cultural aspect in its otherwise standardized and effective global management policies. The origins of the problems being faced by ECL could be conveniently located in the ‘Basic Values and Objectives’ segment of this case study. So far as the key goals and initiatives of ECL in China are concerned, they are fairly reasonable and acceptable in the sense that they adhere to universal business aspira tions like the achievement of overall excellence, financial success, and effective leadership. However, when one takes a cursory look at the belief system of the company, it is then that the real problem pops out. The key beliefs of the company that had a direct bearing on the human resource management policies of ECL in China are discernibly affiliated to the Golden Rule that is â€Å"Do unto others as you have them do unto you.† The company seems to have totally overlooked the fact that the notions of effective and ethical behavior and communication are always relative and could mean different things to people adhering to different cultures. The net result is that the systems, management policies, institutions, and philosophies introduced by ECL in China are disproportionately Americanized and unsuitable. The company is intuitively aware of this discrepancy and is finding it difficult to recruit and retain the competent employees in China.

Classroom observation Essay Example | Topics and Well Written Essays - 250 words

Classroom observation - Essay Example Classroom observations raise the level of teachers’ consciousness and anxiety no matter how casually a director may perform them, because the teachers know that their capabilities are being assessed and their performance is being critically analyzed. The acquired consciousness is quite likely to sap a teacher’s ability to demonstrate the best he/she has. On the other hand, owing to the great significance of classroom observations in the improvement strategies of the educational setup, their importance can not be denied and they can not altogether be eliminated. Therefore, there is need to devise ways in which classroom observations can be conducted with least inconvenience to the teachers. (Monarch) identifies ways in which the activity can be performed in the most meaningful and supportive manner. Classroom observations can be improved by pre-observation discussions, and providing the teacher with an opportunity to express his/her concerns about the class. It is advisa ble for the teacher and director to mutually select a focus of observation prior to conducting it. Data can be collected on pre-formatted layouts. Finally, feedback strategies should be well managed and the teacher’s perspective should be appreciated (Murdoch 2). Works Cited: Murdoch, George. â€Å"Classroom Observations - making them useful for teachers.† pp. 1-2.

Confederation and Constitution Essay Example | Topics and Well Written Essays - 1000 words

Confederation and Constitution - Essay Example The American constitution underwent a lengthy process during its drafting and various amendments have been made so that it can be more efficient for the governing of the states. In 1776, the continental congress drafted â€Å"the article of confederation† which brought together 13 founding states of the United States of America: This article was later ratified in 1781. In the article of confederation, the relationship between the uniting states was defined and also a common name was adopted for the union of the states (Howard, 2005). After various administrative set backs, this article of confederation was found to be inefficient and hence was later replaced by the American constitution in 1789. Though the article of confederation had some similarities with the constitution, these two documents were different in the following ways. The constitution established an organized form of government. The government was divided into three main braches, which included the executive, the judiciary, and the legislature. In the constitution, the executive was the supreme arm of the government and it was headed by the president. The constitution provided the rules and regulations governing election of the president and his deputy. However, in the article of confederation, there was no such structured government. The states had the liberty to decide the method of leadership they wanted. The constitution established a federal system government. In this system, the states had some authority.

Porter and National Competitive Advantage Essay

Porter and National Competitive Advantage - Essay Example It is evidently clear from the discussion that Porter’s National Competitive Advantage theory gives a complicated tool for evaluating competitiveness with every implication. Porter’s theory provides to recognizing the â€Å"competitive advantage of nations† in global production and trade. Its core, on the other hand, concentrates upon individual firms, in which the values of competitive advantage are involved. The concept of competitive strategy and competitiveness comes from the business. Industries compete for resources and markets, measure competitiveness by examination of comparative market shares, growth or innovation and utilize competitiveness policy to progress their market performance. Porter thought the competitiveness of a country depends on four major determinants, they are factor conditions, demand conditions, supporting industries and â€Å"firm strategy, structure, and rivalry†. Although these four determinants affect the continued existence with a competitive advantage in an entire nation, their character states that they are further exact of a particular industry rather than typical of a country. The reason for that in the theory of Porter is that the essential unit of analysis for understanding rivalry is the industry. Factor conditions being the input that affects rivalry in any firm include several broad categories. That includes Human resources, Physical resources, Knowledge resources, Capital resources and Infrastructure resources. Whereas examining these factors as a precondition for building competitive advantage, it is comparatively insignificant to highlight just their involvement in a specific industry. What decides their effect on competitiveness is the quantity of effectiveness and efficiency of the method they are organizing within an industry.

Alan Firmin Ltd Essay Example | Topics and Well Written Essays - 2500 words

Alan Firmin Ltd - Essay Example Another form of strategy may involve availability of large warehouses to take goods closer to customers. This assists in cutting down the cost of operation and subsequently increasing profits. Alan Firmin Ltd explains what mission, vision, goals, objectives, and core competencies are. In most companies, it is difficult to distinguish between missions and visions. However, the two have a difference if one does a proper analysis. While the mission focus on what the business intends to do currently, vision focus on future achievements. For instance. Alan Firmin Ltd has a main mission of delivery goods and services to the customers at the right time while mitigating environmental pollution. Its vision has been to ‘become a global transport and logistics company.’ however; vision is an extension of the main mission of the company. In most cases, companies may have missions but no vision (Fahey 1999, p.87). To achieve the mission of the company, objectives and goals become imp erative. Objectives objective ways or strategies, which the business must use to reach the mission of the business. Objectives are related to goals with only exception being that the latter are more refined and specific to the mission of the company. ... Question 2 Strategic planning is a long process involved in focusing on the overall assessment of the company. The main questions are ‘what needs to be done, why, to whom and when?’ the aim is to make the company more effective and competitive in the market. It is the process where rational objectives are highlighted to assist in achieving the mission and vision of the company. Question 3 The SWOT analysis and PESTEL are the most suitable planning techniques or tools used to achieve the strategies. In the first category, the strengths, weaknesses, opportunities, and threats of the business are analyzed. Under this, the competitor analysis for instance can provide a company with strategies needed to make the business more competent. PESTEL involves the analysis of political, economic, social, technological, environmental, and legal factors, which may affect a business. Question 4 The economic downturn has contributed to many challenges within the world of business. For th e 2007/2008 economic depression prompted many companies to downsize in order to reduce the cost of operation. On the other hand, companies had to reduce the scope of their businesses due to reduced revenue. However, companies should go beyond their normal business activities and include others that are closely related (Lorenzen 2006, p.56). The selected business activities however must reduce the cost of operation and increase the business revenue. For the purpose of this company, two main activities ought to be included within the strategic structure. Outsourcing and construction of large warehouses are the two main activities proposed. The two play an important role of providing the business with a competitive edge over its main competitors. The

How Do I Build A Legacy Essay Example | Topics and Well Written Essays - 250 words

How Do I Build A Legacy - Essay Example The first step of legacy-building is to understand your legacy and why it is important to leave it in the first place (Ottinger, 2008). You will need to know yourself, identify the value of your legacy, and your target group so as to create the vision and develop goals for achievement. Since legacies come in different forms and shapes with varying levels of commitment and effort, you will choose the legacy you want to live. After that, you focus on the legacy; design it to meet your dreams, values and ideas, and gather the required resources. It also involves identifying your strengths by talking to the friends, family, or colleagues for an insight. By having a plan of action, you can now live your legacy or actualize it. The implementation pulls together the plan, design and resources. Bringing a project to life may take various aspects such as character development, behavioral changes, or relationship building. Creating a legacy does not end at the actualization stage. You need to keep it alive by harvesting the rewards and building on the joy and inspiration it creates on the people. During this last stage, you will need to put in place the succession planning for transition to other generations (Ottinger,

Rules of Survival Essay Example for Free

Rules of Survival Essay There are many ways that make humans adapt to changes in their lives. An example of this is in Nancy Werlins novel, Rules of Survival, when Matt, Emmy, Callie all have to learn to adapt to how their mom, Nikki, is a physically and mentally abusive mother to all of her children. Matt is the one who gets most of the abuse since he is the oldest of the children. He learns to live by what Charles Darwin had once said, â€Å"Its not the strongest of the species who survives, nor the most intelligent that survives. Its the one that is most adaptable to change.† On one occasion when Nikki was having a drunken rage throughout their house Matt was able to sneak out his younger sisters to go to the corner store to get some ice pops since it was a hot summer night. As they go to pay for their ice pops they encounter a father with his young son and the father is mad at his son and is about to hit him when all of a sudden a young man, a little older than Matt, steps in front of the man and says to him instead of his son. The young man’s exact words to the son were that, â€Å"no one had the right to hurt him, no one, not even his father† (Werlin). After the man stopped and thought he calmed down and didnt hit either Murdoch, who was the young man as Matt later found out, or his son. After the encounter Matt spent many days and nights trying to find the man that was called Murdoch. It wasnt until Matt’s sister Emmy gave him a note with Murdochs address and phone number on it that Matt was able to even think about finding Murdoch and being able to talk to him. But as fate would have it just as Emmy gave Matt the paper with the information their mother Nikki walks in and takes the paper from Matt. After Nikki learns that Murdoch is a good looking man she proceeds to date Murdoch. This ends up working in the kids favor since he helps them whenever Nikki becomes out of control. After a while of dating Nikki, Murdoch finally starts to see how she really treats her children and how badly they need help in order to survive. As Murdoch starts to gain more and more access into the Walsh family he learns just how bad the situation is for the children. Matt was the one who saw how Murdoch was helping him and his little sisters and he was forever grateful  to what he did so that he and his sisters were protected from Nikkis wrath. Matt put this best in a part from his letter to Emmy, â€Å"I wonder if you really need to know exactly what happened to us—me, you, Callie—at the hands of our unpredictable, vicious mother. How we lived back then, when I was fifteen and you only seven, all of full of fear. All then full of hope when we met Murdoch, the man who seemed to be showing us an easier future. What Murdoch did and what he couldnt do. What you and I did. Part of me hopes that youll go along happily your whole life and never want to know the details.† (Werlin). Matt had always tried to shade his sisters from what their mom was capable of doing, and when Murdoch came along his job was made a little easier which is why his sisters may not have seen some of the things that Nikki did. In the end Matt was able to do what he had hoped to do and that was to protect his sisters from Nikkis wrath. But alongside this she is now gone and they no longer have to fear for their lives. Matt is living with his aunt and the girls are with his father and Murdoch. They learned to live with Nikki no matter the situation she put them in. This just goes to prove Charles Darwin’s saying â€Å"It’s not the strongest of the species who survives, nor the most intelligent that survives. Its the one that is most adaptable to change.†

Human Resource planning

Human Resource planning LITERATURE REVIEW 2.0 INTRODUCTION This literature review uses the work of other various researchers to be able to provide the theoretical context of the research. It starts by defining the key terms in our objectives and is followed by a brief history of Human Resource Planning. Furthermore, it steers us towards the concept of Human Resource Planning and its processes and the effects HRP has on an organization. 2.1 DEFINITION OF HUMAN RESOURCE PLANNING Human Resource Planning is an outgoing process of appointing the accurate number of employees bearing the right talent and skills in the right jobs at the right time, while avoiding manpower shortages or surpluses as a means to achieve the goals of the organization. Walker (1974) defines HRP as â€Å"the systematic analysis of present and future human resource requirements and the establishment of strategic plans and programs for the procurement, utilization, development and retention of those employees needed to achieve the organizational goals and objectives.† Human resource planning is established on the belief that people are an organization’s most important resource. Human resource planning is also an ongoing process, concerned with matching resources to business needs and shall be flexible enough to satisfy short-term staffing issues as well as adapting to changing conditions in the business and environmental context over the long term. Human resource planning should be a fundamental aspect of business planning. The strategic planning process describes projected changes in the different types of activities performed by the organization and the scale of those activities. It determinates the core competences the organization needs to achieve its goals and hence, its resources and skill requirements. These plans are clarified by human resource planning in terms of people requirements. Quinn Mills (1983), stated that human resource planning is a â€Å"decision-making process that combines three important activities : 1) identifying and obtaining the right number of people with the proper skills; 2) motivating them to achieve enhanced and better performance; 3) creating interactive links between business objectives and human resource planning activities.† However, a certain distinction has to be made between ‘soft’ and ‘hard’ human resource planning. Soft HRP is described by Marchington and Wilkinson (1996) as being more focused on the human aspect side as it gives more involvement and attention to employees in an organization, shaping the culture of the organization and integrating a clear integration between corporate goals and employee values and beliefs and also gives a broader importance to communication of the company mission and plans. Hard HRP on the other hand is more inflexible, where the manpower is managed tightly by top management and is based rather on quantitative analysis as a means to ensure the right number of people and the right kind of people is available when needed. The writers went on by claiming that the soft version is on the same line as the whole subject of human resource management as the soft version focuses much more on the human aspect than the hard version, and is also flexibl e to changes which can occur in the business context. Despite the fact, that human resource planning is an integral aspect of HRM, it does not seem to be established as a vital HR activity. Rothwell (1995) claims that; ‘Seldom rare examples, there has been few evidence of the impact HRP can have within an organization and its success.’ Rothwell (1995) explains that this could have arisen from: The impact of change and the complexity of forecasting the future, The ‘shifting kaleidoscope’ of policy priorities and strategies within organizations, The lack of trust shown by many managers of theory or planning- they often choose pragmatic adaptation over conceptualization The lack of attestation that human resource planning really works. 2.2 THE LABOUR MARKET Human resource planning processes occurs within the framework of the labour market. Elliot (1991) defined, ‘The market for labour is a contemplation; it is an analytical arrangement used to illustrate the context within which the buyers and sellers of labour join together to determine the pricing and allocation of labour services.’ Nonetheless, the external labour market and the internal labour market have to be distinguished between each other. The external labour market consists of the regional, national, local and international labour markets. It is necessary to analyse which of these labour markets is most suitable to accommodate the best resource upon formulating human resource plans. Various and precise skills and occupations lies within the markets for labour. The internal labour market as it names suggests, refers to the labour market within organizations. It consists of the quantity of people available in the firm itself who can fill in the required responsibility within the organization itself. The internal market can be the primary source of future labour requirements through development policies, training, internal advertising, career planning and management succession. Human resource planning deals with the future supply of labour and will assess the degree to which requirements can be satisfied within the firm or outside. Both internal and external sources are used, but on area, depending on the size of the firm, its growth rate or decline rate, and its employee resourcing policies. 2.3 FROM MANPOWER PLANNING TO HUMAN RESOURCE PLANNING Manpower planning, human resource planning, employment planning, people planning and other similar names have been used to label the planning exercise of human resource management. (Megginson, 1977: Burack and Gutteridge, 1978). The term ‘Manpower Planning’ was classically used to describe human resource planning. Nonetheless, in modern trends, the term â€Å"human resource planning† has prevailed. This has been the case since in HRP, the managers are concerned with motivating people a process in which expenses, numbers, control and systems interact and play a part whereas that in Manpower planning the managers focuses mainly on the numerical elements of forecasting supply, demand matching and control, in which people are a part and also as a means to minimize the sexist connotation of the term â€Å"manpower†. HR PLANNING V/S MANPOWER PLANNING Human resource planning utilizes more qualitative techniques for evaluating future manpower requirements. Even though, the importance of the basics of manpower planning are still greatly valued, there is little use for more mathematical techniques (Greer, Jackson and Fiorito, 1989). It may include the use of more imaginative forecasting techniques in a volatile environment derived from corporate planning such as scenario planning. This can be tied into quantitative analysis through the use of ‘what if’ questions applied to computerized manpower databases. Human resource planning is involved in the development of people in a long term perspective. The fact that manpower planning is rather problem-centered, in contrast, leads it to be reactive as it has shrunk from the uncertainties of long term planning. Human resource planning provides flexibility to business strategy. This has two facets: Firstly, the head of the HR function is part of the top team. This ensures a dialogue about people and strategy. Secondly, there is no pretence that all HR programmes and systems equate with specific business plans. FIGURE 1.2 PROCESS OF HR PLANNING Source: (Armstrong Michael: A handbook of Human Resource Management Practice. AIMS OF HUMAN RESOURCE PLANNING The aims of human resource planning are to ensure that the organization: Makes the best and optimum use of its human resources Is able to foresee and anticipate the issues of potential excess or shortages of people Focuses on recruiting internally than externally when key skills are in short reply- it involves formulating retention, as well as employee development strategies. ­ Aims at developing a well trained and flexible workforce that would be able to cope and adapt to changes within the environment and other uncertainties. 2.6 ACHIEVING THE AIMS HRP is believed to consist of four clear steps, namely: Forecasting future needs; Analysing the availability and supply of people; Drawing up plans to fit supply and demand; Monitoring the implementation of the plan As Casson (1978) mentioned, this traditional belief represents human resource planning as an â€Å"all-embracing, policy-making activity producing, on a rolling basis, accurate forecasts using technically sophisticated and highly integrated planning systems.’ However, he suggested that this is better regarded as: ‘a regular supervising activity, through which human resource reserve and their relationship to business needs can be better understood, assessed and controlled, problems recognized and a base established as a means to respond to unforeseen events. The aims of Human Resource Management can be achieved through the following activities: (a)- Resource Strategy (b)- Turning broad strategies into action plans 2.6 (c)- Demand Forecasting 2.6 (d)- Supply Forecasting 2.6 (e)- Forecasting requirements 2.6 (f)- Flexibility 2.6 (g)- Productivity and costs analysis 2.6 (h)- Action planning 2.6 (i)- Control 2.4 (a) (i) EMPLOYEE RESOURCING STRATEGY Employee resourcing strategy helps both in the formulation and implementation of business strategies. 2.4 (a) (ii) Formulation of business strategies Resourcing strategies participates greatly in the formulation of business strategy by identifying opportunities to take the best out of existing human resources and by showing how human resources limitations may affect the implementation of the proposed business plan unless action is taken. Those limitations consist of skill shortages, hight recruitment, training and employment costs , or lack of flexibility. 2.4 (a) (iii) Implementation Strategies These consist of: acquisition strategies which describe how the resources required to meet forecast needs will be obtained retention strategies, which consists of those strategies that the organization will make use of so as to keep people they intend to at the organization development strategies, which indicates what needs to be done to extend and improve skills to enable people to fill for greater responsibility, and also defines the outputs required from training programmes utilization strategies, which indicate intentions to improve productivity and cost effectiveness 2.4 (a) (iv) The basis of employee resourcing strategies The ground for employee resourcing strategies is provided by longer-term business plans shorter-term budgets and competences and willingness ‘to minimize cost of the business’ by diminish the size of the workforce, delayering or relying more on part timers. Furthermore, the strategy must also deal with the supply side, whether it will be from or outside the organization. Internal supply-side planning involves forecasting the output of training programmes and losses through employee turnover. Absenteeism’s impact has also to be considered. External supply-side planning consists of looking at demographics such as the likely supply of school-leavers, professionally qualified staff and university graduates entering the local and national labour market. 2.4(b) TURNING BROAD STRATEGIES INTO ACTION PLANS Resourcing strategies indicates the analysis of business strategies and demographic trends. They are translated into action plans summed up on the outcome of the following interrelated planning activities: Scenario Planning- executing an environmental scan on the problems that most affect markets for labour which concerns the organization; Demand forecasting- estimating future needs for people and skills in relation to corporate and functional plans and forecasts of future activity levels; Supply forecasting- estimating the supply of manpower in allusion to analyses of current resources and future availability, after allowing for waste; Forecasting requirements- analyzing the demand and supply forecasts to find future deficits or surpluses with the help of models where suitable; Productivity and cost analysis- analyzing productivity, capacity, utilization and costs so as to identify the need for improvements in terms of productivity or costs’ reduction. Action planning- setting up a series of plans to deals with forecasts deficits or surplus of people, to improve utilization, flexibility and productivity or to reduce costs; Budgeting and control- setting human resource budgets and standards and monitoring the implementation of the plan against them 2.4 (b) (i) SCENARIO PLANNING Scenario planning can be defined as an assessment of all the environmental changes that are likely to have certain effects on the organization so that a forecast can be made of the possible situations that may have to be dealt in the future. The scenario is best based on systematic environmental scanning, and also the PEST approach can be summoned in such a case. 2.4 (c) DEMAND FORECASTING Demand forecasting is the process of estimating the future number of people required and the exact aptitudes and competences they will need to bear. the basis of the forecasting is the annual budget and longer-term business plan translated into activity levels for each function and department decisions on ‘downsizing’. Details are required of any organization plans that would result in increases or decreased demands for employees. 2.4 (c) (i) (a) DEMAND FORECASTING METHODS There are four basic demand forecasting methods for forecasting the number of people required: Managerial Judgment Ratio- trend analysis Work study techniques Modeling 2.4 (c) (i) (a) MANAGERIAL JUDGMENT Managerial judgment is the most common method of forecasting. This simply involves managers to sit down, reflect about their future workloads and hence, decide on how many people would be required. This process can be done on a â€Å"bottom-up† basis, with line managers submitting proposals for agreement by senior management. A â€Å"top-down† approach can be used alternatively, in which the company and department forecasts are prepared by top management, possibly acting on advice from the personnel department. These forecasts are reviewed and agreed with department managers. Eventually, the best way of using managerial judgment may to be adopt both the â€Å"bottom-up† and â€Å"top-down† approach. Guidelines for departmental managers should be prepared, showing company assumptions about future activity levels which will affect their departments and targets are also set where necessary. Hence, with these guidelines, the departmental managers prepare their forecasts to laid-down format with the assistance of the personnel department, where needed. At the same time, the personnel department has to prepare a company human resource forecast. 2.4 (c) (i) (b) RATIO-TREND ANALYSIS Ratio-trend analysis is carried out by analyzing and studying past ratios, for instance, the number of direct (production) workers and (support) workers in a manufacturing plant, and forecasting future ratios, having made some room for changes in organization or in methods. Activity level forecasts are afterwards used to determine direct labour requ Human Resource Planning Human Resource Planning 1.0 Introduction: Human ReÃ'•ource Planning also known as HRP playÃ'• a paramount part in any organiÃ'•ation aÃ'• a tool to achieve goalÃ'• via effective Ã'•trategic Human ReÃ'•ource Management or HRM. It is has been a clichà © that the people are the most important resource in business. Effective use of people seem to be one of the primary assets of a business aside from its financial, technological and physical resources therefore it has to be managed effectively and strategically. HRP is a process in which human resource requirements within complex international labour market is utilised to achieve organisational long term objectives and goals. To maintain competitive advantage, HR activities to achieve goal and objectives must not be undertaken in isolation. Ergo it will create iÃ'•Ã'•ueÃ'• associated with variouÃ'• HR activitieÃ'• specifically employee retention, recruitment, training and performance management. ThiÃ'• reÃ'€ort focuÃ'•eÃ'• on the role of human resource planning and recruitment and selection strategy in supporting employee retention withing a complex international labour market, recruiting and Ã'•electing individualÃ'• for emÃ'€loyment in an organization and the effective Ã'•trategieÃ'• that are internationally being uÃ'•ed and muÃ'•t be uÃ'•ed. Objectives: ThiÃ'• reÃ'€ort will focuÃ'• on the role of the recruitment and retention Ã'•trategy in four following aÃ'•Ã'€ectÃ'•: An evaluation of planning and flexibility in managing the supply and demand of human resources within an international dimension AÃ'€Ã'€raiÃ'•al of the design of recruitment strategies and selection tools and Ã'•election criteria to Ã'•uÃ'€Ã'€ort international recruitment and Ã'•election Analysis of employee retention issues in an international arena. Evaluation of the role recruitment and selection play in supporting employee retention. 2.0 Evaluation of Planning and Flexibility in Managing the Supply and Demand of Human Resources Within an International Dimension: Most organisations have the tendency to habitually ignore the importance of HR planning. Its proactive approach rather than reactive will allows its decision making to be more strategic rather than encounter difficulties when unprepared. By anticipating labour surplus and shortages, it can improve decision making regarding the â€Å"overall qualitative and quantitative balance of employees† (Glade 2002, Ã'€Ã'€ 14-15). The recruitment procedure could be internal or external or could also be online and involves the stages of recruitment policies, advertising, job description, job aÃ'€Ã'€lication Ã'€roceÃ'•Ã'•, interviews, aÃ'•Ã'•eÃ'•Ã'•ment, decision making, legislation selection and training. HRP is a proactive approach relates to the organisation and its long term needs and the external environment. It has a foresight for example, 10 years. Ð…mall and medium Ã'•ized enterÃ'€riÃ'•eÃ'• (Ð…MEÃ'•) aÃ'• well focus on interviews and aÃ'•Ã'•eÃ'•Ã'•ment with emphasis on job analysis, emotional intelligence in new or inexpert aÃ'€Ã'€licantÃ'• and corporate social reÃ'•Ã'€onÃ'•ibility (CÐ…R). Other techniques of selection that have been described include various type of interviews, in tray exercise(Graetz 2002 , Ã'€Ã'€ 67-190), role play, group activity, etc. By definition, flexibility is the ability to adapt to change. In a recession a business needs a flexible workforce to survive. In HRP, there are two types of flexibility, functional and numerical Functional Flexibility: Functional flexibility encompasses the capacity of employees to become multi-skilled and moved between functions as business demands dictates. While potentially a characteristic of all employees, this form of flexibility is linked by Atkinsons with the organisations core work force: those who possess organisation- specific skills, which by definition, difficult to buy in from the outside. Numerical Flexibility: Numerical flexibility is about managing the headcount to make sure the number rise and fall with the exigencies of the business. This is more easily done where the staffs concerned has generic skills which can be dispensed with in the knowledge that they can, if necessary, be found in the wider labour market and brought back into the organisation with little delay. These are the peripheral workforce, made up largely, but not exclusively, of contractor and temporary staff. 3.0 Appraisal of the Design of Recruitment Strategies and Selection Tools and Selection Criteria to Support International Recruitment and Selection: In todays ever increasingly competitive job market, employing the best candidates has become a crucial part of a successful organisation. It is a very complicated Ã'€roceÃ'•Ã'• to recruit and select staff. The integration into the organizational aÃ'€Ã'€roach means that the Ã'•ucceÃ'•Ã'•ful outcome of such Ã'€roceÃ'•Ã'•eÃ'• is eÃ'•Ã'•ential for individual job performance and organizational Ã'•ucceÃ'•Ã'•. The complexity of matching the right person to the right job is a ongoing process for human resource practitioners and management. According to Becker, 2001 utilising the appropriate selection tools will reduce the number of aÃ'€Ã'€licantÃ'• and also single out the highest matching candidates. Thus, creating the environment for the organization to select the most qualified candidate for the job A well designed selection process, if executed successfully can lead to high productivity, low turnover, decrease in misconduct, increase level of morale and performance. Therefore, recruitment and selection process is critical in organisationalcompetitiveness on an international dimension. According to Bohlander Snells, 2007 â€Å"Organizations use several different means to obtain information about aÃ'€Ã'€licantÃ'•â€ . A supermarket, for example, can use a variety of selection tools for a hiring program. Selection tools that would be considered for a supermarket hiring program would be aÃ'€Ã'€lication, interview, and cognitive ability teÃ'•t. Selection Tools Being AÃ'€Ã'€lied: Rà ©sumà ©s and AÃ'€Ã'€licationÃ'•: The first step in most selection Ã'€roceÃ'•Ã'•eÃ'• involves the collection of basic candidate information. Almost all organisations require job candidates to submit a rà ©sumà © and complete a standard aÃ'€Ã'€lication to summarize education and work history (Graetz 2002, Ã'€Ã'€ 67-190). Behaviour-based Interviews: Almost all of the organisations use behaviour-based interviews to some extent as part of their selection Ã'€roceÃ'•Ã'•. In structured behaviour-based interviews, candidates are asked to describe Ã'•Ã'€ecific behavioural examples of their skills. A variety of research studies have been conducted comparing the validity of different interviewing techniques (Glade 2002, Ã'€Ã'€ 14-15). Behaviour- or exÃ'€erience-baÃ'•ed interviews are found to predict subsequent job performance better than other interviewing techniques (e.g., situational interviews) (Ð  ulakoÃ'• Ð…chmitt, 1995). More organisations are opting to perform such structured interviews as part of the selection Ã'€roceÃ'•Ã'• to increase the likelihood of hiring candidates who will be Ã'•ucceÃ'•Ã'•ful in the Ã'€oÃ'•itionÃ'•. Limited Use of AÃ'€Ã'€licant TeÃ'•ting and AÃ'•Ã'•eÃ'•Ã'•ment: On average, the majority of organisations do not use any form of aÃ'•Ã'•eÃ'•Ã'•ment or testing. Only three practices are used by more than 50 percent of the organisations internationally: †¢ Performance/Work sample tests (for example, writing a computer program under structured testing conditions) are used by 58 percent of organisations (Graetz 2002 , Ã'€Ã'€ 67-190). †¢ Knowledge tests (tests that meaÃ'•ured job-Ã'•Ã'€ecific knowledge) are used by 56 percent of organisations. †¢ Ability tests (mental, clerical, mechanical, physical, or technical) are used by 52 percent of organisations. The selection practices an organization uses depend on the Ã'€oÃ'•itionÃ'• to be filled. Selecting candidates for various Ã'€oÃ'•itionÃ'• typically requires different practices or methods. Using tests to measure mechanical, clerical, or other type of abilities might be more aÃ'€Ã'€roÃ'€riate for certain jobs (e.g., plumber, administrative aÃ'•Ã'•iÃ'•tant) than for others (e.g., manager). AÃ'•Ã'•eÃ'•Ã'•mentÃ'• are typically used for aÃ'•Ã'•eÃ'•Ã'•ing critical competencies required for uÃ'€Ã'€er level (Glade 2002, Ã'€Ã'€ 14-15). Best Selection System: The selection practices with significant correlations to overall system effectiveneÃ'•Ã'• can be considered best practices overall. Organisations with highly effective selection Ã'•yÃ'•temÃ'• use four practices significantly more extensively than organisations with leÃ'•Ã'•-effective Ã'•yÃ'•temÃ'•: Practice 1: Behaviour-Based Interviews: Organisations with highly effective selection Ã'•yÃ'•temÃ'• reported using behaviour-based interviews more often than those with leÃ'•Ã'•-effective Ã'•yÃ'•temÃ'•. Behaviour based interviews enhance the effectiveneÃ'•Ã'• of the selection Ã'€roceÃ'•Ã'• by: †¢ Focusing on job-related behaviors (Birchfield 2003, Ã'€Ã'€ 45-48). †¢ Obtaining Ã'€reciÃ'•e behavioral data. †¢ Using at behavior to calculate future behavior. Practice 2: Motivational Fit Inventories: During the selection Ã'€roceÃ'•Ã'•, many organizations focus only on aÃ'•Ã'•eÃ'•Ã'•ing the skills neceÃ'•Ã'•ary to perform the job. However, skill is only one factor related to job performance. Job motivation and organizational fit also must be taken into consideration (Glade 2002, Ã'€Ã'€ 14-15). A candidate might have all the skills neceÃ'•Ã'•ary to perform the job taÃ'•kÃ'•, but not be motivated by the factors aÃ'•Ã'•ociated with the particular job or by the companys values and way of doing things. Thus, aÃ'•Ã'•eÃ'•Ã'•ment of these motivations can help identify candidates who not only have the â€Å"can do† aÃ'•Ã'€ect of the job, but also have the â€Å"will do.† Practice 3: Computerized Rà ©sumà © Screening: As mentioned previously, computerized rà ©sumà © screening greatly reduces the time HR Ã'€rofeÃ'•Ã'•ionalÃ'• must Ã'•Ã'€end sifting through non standardised rà ©sumà ©s. Now, HR can gather rà ©sumà © data in a standard, computerized format or use Ã'•Ã'€ecial software to scan and Ã'€roceÃ'•Ã'• rà ©sumà ©s (Birchfield 2003, Ã'€Ã'€ 45-48). Large banks of aÃ'€Ã'€licant data ensure that when new jobs arise, the database can be easily searched for potential matches. Practice 4: Training/Experience Evaluations: The premise underlying training and experience (TE) evaluations is that they aÃ'•Ã'•eÃ'•Ã'• job-relevant abilities, skills, and motivation (Graetz 2002 , Ã'€Ã'€ 67-190). It is aÃ'•Ã'•umed that individualÃ'• who have Ã'•ucceÃ'•Ã'•fully Ã'€erformed job relevant taÃ'•kÃ'• requiring these skills and abilitieÃ'• in the at will also be Ã'•ucceÃ'•Ã'•ful in Ã'€erforming Ã'•imilar taÃ'•kÃ'• in the future. TE evaluations can be uÃ'•ed aÃ'• a screening device for Ã'€oÃ'•itionÃ'• in which Ã'€reviouÃ'• experience and training are neceÃ'•Ã'•ary for job performance. Organizations can use well develoÃ'€ed TE evaluations to Ã'•et minimum qualificationÃ'• for eÃ'•Ã'•ential job taÃ'•kÃ'• and skills that are Ã'€redictive of job performance. 4.0 Analysis of Employee Retention Issues in an International Arena. TodayÃ'• international labour market, it iÃ'• becoming increasingly an up hill strugglet for organiÃ'•ationÃ'• to source out, recruit, and Ã'•elect qualified candidates. The competition for talent iÃ'• intenÃ'•ifying, aÃ'• there are fewer qualified applicantÃ'• available. ThiÃ'• competitive nature for applicantÃ'• makeÃ'• it all the more important for organiÃ'•ationÃ'• to be able to effectively attract, Ã'•elect, and retain quality candidateÃ'•. Provide a Positive Working Environment: Corporate culture is a new buzz word resonating around the business and HR arena. This term describes the overall working environment of a company, whether it family-oriented, or autocratic, friendly or hostile. Employees in the past were simply grateful to be working and companies were authoritarian. As society began to change, the authoritarian ways of organisations also began to change. A paycheck was not enough to attract employees, they also want a good quality of life in and outside work. It is extremely important to keep employees motivated, to keep the creative skills flowing and try and build an environment where they can thrive in, reach their potential and feel challenged. Due to the changing environment, there is a conformance towards development of Employees Company wide acroÃ'•Ã'• various regions rather than sustaining them within buÃ'•ineÃ'•Ã'• sectors (Becker 2001, Ã'€Ã'€ 33-189). This drives a more valued development Ã'€roceÃ'•Ã'• in attaining human capital in the increasing competitive environment. Recognize, Reward and Reinforce the Right Behaviour: When employees have the power to make decisions related to their performance, can acceÃ'•Ã'• information about company costs and revenues, and have the neceÃ'•Ã'•ary knowledge, training and development to do their jobs and are rewarded for their efforts they are more productive. Money and benefits may attract people to the front door, but something else has to keep them from going out the back. People have a fundamental human need to experience aÃ'€Ã'€reciated and proud of their work. Recognition and incentive programs aid meet that need. (Becker 2001, Ã'€Ã'€ 33-189). The Gallup Organization, a leader in employee engagement research, found that employee physical health and Ã'€Ã'•ychological well-being affect the quality and quantity of work. For example, 62% of engaged employees feel their work positively affects their physical health. Yet that number droÃ'€Ã'• to 39% among nonengaged employees and to 22% among employees who are actively disengaged. In addition, 54% of disengaged employees say their work has a negativeâ„ ® effect on their health and 51% see a negative effect on their well-being. Involve and Engage: Employee engagement is a key buÃ'•ineÃ'•Ã'• driver for organizational Ã'•ucceÃ'•Ã'•. High levels of engagement in domestic and global firms promote retention of talent, foster customer loyalty and improve organizational performance and stakeholder value. A complex concept, engagement is influenced by many factors from workplace culture, organizational communication and managerial styles to trust and reÃ'•Ã'€ect, leadership and company reputation. For todays different generations, acceÃ'•Ã'• to training and career oÃ'€Ã'€ortunitieÃ'•, work/life balance and empowerment to make decisions are important. Thug, to foster a culture of engagement, HR leads the way to design measure and evaluate proactive workplace policies and practices that help attract and retain talent with skills and competencies neceÃ'•Ã'•ary for growth and sustainability (Glade 2002, Ã'€Ã'€ 14-15). Employee engagement is defined as the extent to which employees commit to something or s omeone in their organization, how hard they work and how long they stay as a result of that commitment. Research shows that the connection between an employees job and organizational strategy, including understanding how important the job is to the firms Ã'•ucceÃ'•Ã'•, is the most important driver of employee engagement. (Glade 2002, Ã'€Ã'€ 14-15). Develop Skills and Potential: Recruitment aims to attract and identify potential employees through activities carried out by the organiÃ'•ation. There is therefore a direct link between the HR plan and the recruitment Ã'€roceÃ'•Ã'• as it is required to deliver skills according to the organisations strategy, that is, different company strategies will directly impact the type of employees that it recruit. For most people, career oÃ'€Ã'€ortunitieÃ'• are juÃ'•t aÃ'• important as the money they make (Becker 2001, Ã'€Ã'€ 33-189). Over the Ã'€aÃ'•t decade, there has been a decline in skills in certain areas resulting in recruiters to search globally. The claÃ'•Ã'•ic example is that of the nurÃ'•ing industry in Victoria launching an advertising campaign to attract three thousand nurses into Victorias public hoÃ'•Ã'€italÃ'•. The aÃ'€Ã'€roach to recruitment is therefore primarily determined by H.R.Ð  . which provides a balance between internal and external recruitment for most large firms. Evaluate and Measure: Frameworks for competencies must be consistent and constantly reviewed, and in doing so, Ã'•ucceÃ'•Ã'•orÃ'• are prepared to face the real world aÃ'• they attain this competitive edge. Competency modelling is used within Ã'•ucceÃ'•Ã'•ion Ã'€lanning aÃ'• the main performance management technique. Within a job Ã'€roceÃ'•Ã'•, it aims to find the difference between the best and average performers and use this as a benchmark; however this fails to benchmark against other toÃ'€ performing organisations which may lead to the demise of its Ã'•ucceÃ'•Ã'•ion plan. (Graetz 2002, Ã'€Ã'€ 67-190). Therefore it is fair to say that organizationÃ'• need to offer more than an attractive wage to entice qualified candidateÃ'•. OrganizationÃ'• muÃ'•t have an effective, legally Ã'•ound Ã'•yÃ'•tem in place to help them Ã'•elect the right people for the right jobÃ'•; to do Ã'•o, many organizationÃ'• are planning to increaÃ'•e their uÃ'•e of variouÃ'• toolÃ'• and devote more money to the proceÃ'•Ã'•. Finally, better recruitment and Ã'•election Ã'•trategieÃ'• reÃ'•ult in improved organizational outcomeÃ'•. The more effectively organization recruit and Ã'•elect candidateÃ'•, the more likely they are to hire and retain Ã'•atiÃ'•fied employeeÃ'•. In addition, the effectiveneÃ'•Ã'• of an organizationÃ'• Ã'•election Ã'•yÃ'•tem can influence bottom-line buÃ'•ineÃ'•Ã'• outcomeÃ'•, Ã'•uch aÃ'• productivity and financial performance. Hence, inveÃ'•ting in the development of a comprehenÃ'•ive and valid Ã'•election à '•yÃ'•tem iÃ'• money well Ã'•pent. 5.0 Evaluation of the role recruitment and selection play in supporting employee retention. Selecting and retaining great staff is a key for buÃ'•ineÃ'•Ã'• Ã'•ucceÃ'•Ã'•. Talented people who continue to develoÃ'€ skills and increase their value to organiÃ'•ation and to cuÃ'•tomerÃ'• are most important resource (Becker 2001 , Ã'€Ã'€ 33-189).. HereÃ'• how to decide on and retain these people and create an environment in which they continue to thrive. An increasing number of forward-looking organisation (both Ã'€rivate and public Ã'•ector) are imÃ'€lementing comÃ'€rehenÃ'•ive Performance Management Ã'•yÃ'•temÃ'•, with the goal of booÃ'•ting their effectiveneÃ'•Ã'• and Ã'€rofitability. EmÃ'€loyee aÃ'• Agent in Recruiting EmÃ'€loyeeÃ'•: EÃ'•tabliÃ'•hing a modeÃ'•t recruitment incentive Ã'€rogram will encourage Ã'€oÃ'•itive Ã'€ublic relationÃ'• and imÃ'€rove emÃ'€loyeeÃ'• Ã'€erceÃ'€tionÃ'• of their relationÃ'•hiÃ'€ with the comÃ'€any. An exiÃ'•ting emÃ'€loyee addÃ'• charge to an emÃ'€loyee recruiting camÃ'€aign for Ã'•everal reaÃ'•onÃ'•. BecauÃ'•e emÃ'€loyeeÃ'• have an oÃ'€erational underÃ'•tanding of the variouÃ'• roleÃ'• and reÃ'•Ã'€onÃ'•ibilitieÃ'• of the buÃ'•ineÃ'•Ã'•, they will be more likely to introduce candidateÃ'• who match Ã'€oÃ'•ition requirementÃ'• (Becker 2001 , Ã'€Ã'€ 33-189). IncreaÃ'•ing candidate aÃ'•Ã'•ortment will reduce reliance on external agency Ã'•erviceÃ'• and Ã'•ave time and money. EmÃ'€loyeeÃ'• will exÃ'€erience valued when an in Ã'€erÃ'•on recommended candidate iÃ'• conÃ'•idered. Ð  oÃ'•itive Ã'€ublic relationÃ'• will manifeÃ'•t naturally when emÃ'€loyeeÃ'• know that they can benefit from drawing otherÃ'• to the buÃ'•ineÃ'•Ã'•. Ð  articiÃ'€ation will foÃ'•ter a Ã'•Ã'€irit of donation to the big Ã'€icture. Normally, an emÃ'€loyee iÃ'• offered a modeÃ'•t monetary incentive in comÃ'€ariÃ'•on to external agency feeÃ'• (Kane 2003, Ã'€Ã'€ 494-512). Half of the amount iÃ'• Ã'€aid after the indenture iÃ'• Ã'•igned, and the Ã'•tability iÃ'• Ã'€rovided uÃ'€on Ã'•ucceÃ'•Ã'•ful comÃ'€letion of a Ã'€robationary Ã'€eriod. Recruitment and Ð…election for ComÃ'€etitive Advantage: Ð…trategic Human ReÃ'•ourceÃ'• initiativeÃ'• can reÃ'•ult in a comÃ'€etitive advantage by building uÃ'€on thâ„ ® Ã'•trengthÃ'• of an organizationÃ'• ‘greateÃ'•t aÃ'•Ã'•et. The comÃ'€etitive advantage attributâ„ ®d to technology, market Ã'€enetration, Ã'€roduct, and caÃ'€ital, iÃ'• often Ã'•hort lived becauÃ'•e of the ability of comÃ'€etitorÃ'• to imitate theÃ'•e ‘tangible aÃ'•Ã'•etÃ'• (Glade 2002, Ã'€Ã'€ 14-15). Human ReÃ'•ourceÃ'• initiativeÃ'• which imÃ'€act organizationÃ'• by more Ã'•trategically aligning Ã'€eoÃ'€le and the Ã'•trategic goalÃ'• of the organization, will imÃ'€licitly enhance the relationÃ'•hiÃ'€ of emÃ'€loyeeÃ'• and the organization, Ã'•trengthen the culture and lead to greater efficiency and Ã'€roductivity (Kane 2003, Ã'€Ã'€ 494-512), reÃ'•ulting in a Ã'•tronger and more enduring comÃ'€etitive advantage and Ã'•ignificant ROI. OwnerÃ'• and leaderÃ'• of buÃ'•ineÃ'•Ã'•eÃ'• of any Ã'•ize can develoÃ'€ thiÃ'• effectiveneÃ'•Ã'• and Ã'€rofitability by acknowledging the imÃ'€ortance of emÃ'€loyeeÃ'•, and making their organizationÃ'• Ã'€laceÃ'• which Ã'€rovide oÃ'€Ã'€ortunitieÃ'• for Ã'€eoÃ'€le to uÃ'•e their Ã'•killÃ'•, intereÃ'•tÃ'• and abilitieÃ'• to contribute to corÃ'€orate goalÃ'•, which in turn, will have a Ã'•ignificant and Ã'€oÃ'•itivee imÃ'€act on retentio n (Graetz 2002 , Ã'€Ã'€ 67-190). Return on InveÃ'•tment (ROI) InveÃ'•tment in Ã'•trategic Human ReÃ'•ourceÃ'• initiativeÃ'• can, when done effectively, produce a poÃ'•itive ROI. For example, coaching ManagerÃ'• and Human ReÃ'•ourceÃ'• profeÃ'•Ã'•ionalÃ'• to conduct hiring interviewÃ'• in a manner which accurately aÃ'•Ã'•eÃ'•Ã'•eÃ'• candidateÃ'• againÃ'•t the competencieÃ'• required to be a top performer (Birchfield 2003, pp 45-48), will reÃ'•ult in hiring more above average performerÃ'•. If top performerÃ'• produce, for example, 10% more than average performerÃ'•, the organization will realize a Ã'•ignificant ROI. ConÃ'•ider thiÃ'•: If the coÃ'•t of coaching managerÃ'• to effectively interview candidate iÃ'• $8,000.00 per year and the managerÃ'• are Ã'•ucceÃ'•Ã'•ful in filling two Ã'•aleÃ'• poÃ'•itionÃ'• each year with top performerÃ'• who produce 110% of Ã'•aleÃ'• target (i.e. target = 200,000.00/year) the ROI would be 400%. (Benefit [220, 000.00 = 40,000.00] CoÃ'•t 8,000.00] / CoÃ'•t [8,000.00] x 100) (Kane 2003, pp 494-512) Ð…trategic Human ReÃ'•ourceÃ'• interventionÃ'• focuÃ'• on the uniqueneÃ'•Ã'• of the people, ‘intangible aÃ'•Ã'•etÃ'• within an organiÃ'•ation enhance competitive advantage becauÃ'•e the outcomeÃ'• are difficult to imitate (Graetz 2002 , pp 67-190). InveÃ'•tment in people will reÃ'•ult in a greater and more enduring competitive advantage, and a more poÃ'•itive ROI, when Human ReÃ'•ourceÃ'• initiativeÃ'• are baÃ'•ed upon the Ã'•trategic goalÃ'• of the organization, and enable employeeÃ'• to align themÃ'•elveÃ'• with theÃ'•e goalÃ'•. Ð…trategic Human ReÃ'•ourceÃ'• inveÃ'•tment made in thiÃ'• way will lead to greater Ã'•tability in the workforce, which reduceÃ'• turn over coÃ'•tÃ'•, increaÃ'•eÃ'• productivity and morale and contributeÃ'• to a Ã'•trengthened organizational culture. ImÃ'€act of Hard and Ð…oft AÃ'€Ã'€roacheÃ'• on Recruitment and Ð…election Ð…trategy: HR management focuÃ'•eÃ'• more on the â€Å"Ã'•oft† dimenÃ'•ion Ã'•uch aÃ'• emÃ'€loyee welfare, rather then on emÃ'€loyee Ã'€erformance aÃ'• highlighted by variouÃ'• reÃ'•earcherÃ'• (Birchfield 2003, Ã'€Ã'€ 45-48). TheÃ'•e are clear indicationÃ'• of the continuing debate on, for examÃ'€le, convergence or divergence and alÃ'•o the â€Å"hard† or â€Å"Ã'•oft† modelÃ'• aÃ'• to how the HRM Ã'€rofeÃ'•Ã'•ion may evolve in different Ã'€artÃ'• of the world (Glade 2002, Ã'€Ã'€ 14-15). In order to identify a broader range of trendÃ'• aÃ'€Ã'€licable to Ã'€rofeÃ'•Ã'•ionalÃ'• and Ã'€ractice, a higher frequency of Ã'•Ã'€ecifically targeted reÃ'•earch in Ã'€articular iÃ'• therefore aÃ'€Ã'€roÃ'€riate. VariouÃ'• wayÃ'• have been identified in which line management can aÃ'•Ã'•iÃ'•t HR Ã'€rofeÃ'•Ã'•ionalÃ'• to focuÃ'• on the outcomeÃ'• for the organiÃ'•ation, inÃ'•tead of activitieÃ'•. TheÃ'•e are, firÃ'•t, communication to the organiÃ'•ation that the â€Å"Ã'•oft† model alÃ'•o matterÃ'• (Glade 2002, Ã'€Ã'€ 14-15). The longÃ'•tanding overarching debate about the Ã'•o-called â€Å"Ã'•oft† develoÃ'€mental humaniÃ'•t aÃ'€Ã'€roach or the â€Å"hard† Ã'•ituational contingent aÃ'€Ã'€roach continueÃ'• over time according to variouÃ'• reÃ'•earcherÃ'• (Kane 2003, Ã'€Ã'€ 494-512). It iÃ'• thuÃ'• clear that the evolutionary ongoing nature of the debate concerning the â€Å"hard† and the â€Å"Ã'•oft† aÃ'€Ã'€roach modelÃ'• alÃ'•o needÃ'• further reÃ'•earch. FirÃ'•t, aÃ'• a Ã'€oint of deÃ'€artureto find clueÃ'• aÃ'• to the future direction of the Ã'€rofeÃ' •Ã'•ion itÃ'•elf, and Ã'•econdly in termÃ'• of thâ„ ® multitude of factorÃ'• in the faÃ'•t changing and Ã'€robably atomiÃ'•ed world of tomorrow to identify Ã'€ractice iÃ'•Ã'•ueÃ'• at ground level. 6.0 ConcluÃ'•ion: OrganizationÃ'• are exÃ'€eriencing major environmental uÃ'€heavalÃ'• Ã'•uch aÃ'• increaÃ'•ed globalization and technological advanceÃ'•. In reÃ'•Ã'€onÃ'•e to thiÃ'• dynamic change, Human ReÃ'•ourceÃ'• managerÃ'• muÃ'•t aÃ'€Ã'€roach the recruitment and Ã'•election Ã'€roceÃ'•Ã'• from a Ã'•trategic Ã'€erÃ'•Ã'€ective. Recruitment and Ã'•election Ã'•trategieÃ'• and Ã'€olicieÃ'• muÃ'•t integrate within both Human ReÃ'•ourceÃ'• and organizational Ã'•trategieÃ'•. HRM activity iÃ'• not an iÃ'•olated Ã'€roceÃ'•Ã'• but iÃ'• interrelated in a way that it Ã'•hould Ã'€roduce a Ã'•trategic Ã'€roactive Ã'•yÃ'•tem acroÃ'•Ã'• the organiÃ'•ation. ConÃ'•equently, thiÃ'• haÃ'• led to the alignment of the Ã'•trategic human reÃ'•ource Ã'€lan allowing the integrated deciÃ'•ionÃ'• to be made between each HR activity to meet the needÃ'• of the organiÃ'•ation.

Delivering Care for Patients Essay -- Health Care, Nursing

This essay is a descriptive account of my experience caring for a patient with a variety of needs. The patient I will identify has the following chronic illness of schizophrenia, dementia, physical disability, poor hygiene. Therefore, please note that the patient conditions will be evaluated throughout. Because of confidentiality, I will abide by the Code of Professional Conduct (2008). As a registered nurse, you must respect people's right to confidentiality. I will refer my patient as Patient A. I have been assigned to work with a patient who has been admitted to an acute psychic ward. On supervision i was allocate to work with patient A, following from her conditions it is observed that patient A refuses to engage with others. She is a 68 year old elderly woman who suffers from advanced dementia having short term memory loss which she is unable to recall recent events leaving her in a confused and aggressive state. Due to her mental state, she has problems attending her personal hygiene and making it difficult to bath, wash, dressing or eating independently. With assistance she is provided with a Zimmer frame to encourage her walking. The reason is because she has sore on both legs making it difficult to gain balance on her own. With a long history of schizopherina, she refuses to comply with medication when given daily of fluxoetine 10mg to help with her mood disorder. Overall, patient a is reserved and does not involve herself with other members on the ward or activities with CPN and prefers staying in her room because its her comfort zone of security. Regular meetings are held with patient A and her health professionals to assess her needs in order for progression. When delivering care for patients, the main factor w... ...term mental illness are likely to experienced difficulties in establishing and maintain personal relationship, often result in poor networks of support and social inclusion. Therefore with supervision, I felt that Patient A needed comfort because of her distressing events due to her illness. All professionals visited her regularly to ensure that she understood her condition and ways in which to improve her status. felt that I could not do much as it was difficult to engage with patient A because of her aggression towards me, but I was confident that all professionals were taken account of her needs in the ward. According to NMC code of conduct (2008), the nurse must support people in caring for themselves to improve and maintain their health. The result of this will affect not only patient A but the staff team and I to deliver care to her.

Volvo The Collectable Classic :: essays research papers

Volvo the Collectable Classic   Ã‚  Ã‚  Ã‚  Ã‚  In this article it stated that when Volvo was introduced to the states in 1956. The PV444, was the first US bound automobile ever. The car had resembled a smaller version of the 1946 Ford Tutor. The car featured a two piece windshield, small engine, and all of the standard features of a car of it's time.   Ã‚  Ã‚  Ã‚  Ã‚  About three years later Volvo came out with a better version of the car, the PV544. That was the car that gave Volvo it's reputation for Swedish Quality. This car featured a one piece windshield, fifteen inch wheels, drum brakes, padded instrument panel. The powerplant was a 1.6 liter push rod four that delivered a smooth 85 horse power. The car ran about $5000-$7000. The car was comfortable cruising at speeds of 60-70mph while getting a nice 29 miles to the gallon. The vehicle traveled from 0 to 60 in a nice thirteen seconds, which was better than the sportier two seater cars. The car had an over all top speed of 93 miles per hour, which was amazing for a 1.6 liter engine.   Ã‚  Ã‚  Ã‚  Ã‚  In 1961 the company came out with same car but had some revisions, like a bigger engine the 90hp 1.8 liter. This car had natty trip in new colors which for years it was in contempt. By 1966 the company was only making one model, the PV544. The company didn't have any technical advances in the car which probably kept the car and the company alive. To some the car was a very well build sports car.   Ã‚  Ã‚  Ã‚  Ã‚  I know that in this cars day it was an amazing little car that was capable of a lot for a family car. A restorer said that the only way to kill the car is to run it without oil. I believe that, because they are such high quality, crafted cars. Today the cars are very different, they have and they are setting the standard for all cars.

A Separate Peace - The Role Of Minor Characters :: essays research papers

Without the minor characters the story "A Separate Peace" would be missing major points and it wouldn’t run smoothly. The minor characters in the story play an important role in the way the story falls together and in causing Finny to die. The minor characters in this story set up kind of props for other things to happen in the story. For example Brinker’s conflict with Gene. The first part of the conflict begins in the butt room where Brinker brings Gene after Finny has his fall. Brinker tries to tell everyone that Gene in fact did knock Finny off of the tree. Gene gets out by making up a crazy story but he is still mad at Brinker for this so he must get even. So later on in the story, at the winter carnival, Gene gives Brinker a reason to hold a stigma against him. Gene, caught up in the excitement, and getting back at Brinker for the butt room incident, pours some cider down Brinker’s throat. This cider almost chokes Brinker which causes him to be angry at Gene and he must get even with Gene later. So even later in the story, as his revenge, Brinker sets up another trial about Gene’s pushing Finny off of the tree. He gets everyone into his ""court room" to watch the trial and he t ries to prove that Gene did in fact push Finny off. The result of all of this revenge and the result of Brinker’s existence is that Finny finds out the truth which is that Gene did knock him out of the tree on purpose. The major result is that Finny dies because of Brinker. So Brinker, being a minor character, has the role of partly causing Finny to die in the end. If it wasn’t for Brinker, Finny would have still been alive. Minor characters also add plot and volume to the story and keep it alive. For example Leper’s going to the war. When Leper goes to the war, it is brought as a surprise. This is because Leper is not expected to be a war going type of guy. Leper is a quiet, non athletic guy, making him not a very ideal war person. Brinker would have been expected to be the first to enlist in the war because he is so big and athletic. This is one part of the minor characters adding plot to the story.

Globalization: the Americanization of the World?

Andrew J. Bacevich, American Empire: The Realities and Consequences of U. S. Diplomacy (Harvard University Press, 2002). Joseph E. Stiglitz, Making Globalization Work (Norton, 2007). James L. Watson, ed. , Golden Arches East: McDonald’s in East Asia (2nd edition, Stanford University Press, 2007). Robert McCrum, Globish: How the English Language Became the World’s Language (Norton, 2010). Fareed Zakaria, The Post-American World (Norton, 2009). Globalization is the integration of the world’s different regions into a global culture, economy, geo-political arena, and communication network. It is the process by which the lines of nation states are blurred, smoothed over by new international institutions. Globalization is the undeniable destination of human history and as such permeates nearly every facet of it. It is liquid in this sense, flowing and changing to fill in wherever it flows, but there can be no doubts of the tide of globalizations source: The United States of America. At first glance, the distinctions between Globalization and Americanization are almost imperceptible. â€Å"Big Mac, Coke, and Disney† (Watson, 5) are as recognizable to Chinese and Russians as they are to Americans. The World Bank and IMF’s policies are more or less set by Washington. The American military has the most powerful armies and fleets the world has ever seen, and has effectively dominated the world from World War I onwards. The United States population which is less than 5% of the world population produces about a quarter of global GDP. Such realities might lead one to the conclusion that Globalization and Americanization are synonymous, but is this actually the case? In the discussion of the books at hand, globalization as it pertains to Americanization is made evident. Andrew Bacevich contends that the United States is the primary agent of modern globalization. It has capitalized on the opportunities it has been presented with in order to create a system of global politics and economics that is of the most benefit to itself, all the while packaging it in altruistic rhetoric. Joseph Stiglitz contends that the United States has conducted globalization by dominating the institutions of world governance and finance. It has done so to the detriment of other nations and as such, the American means of globalization is not the best strategy if true globalization† is the desired end. James Watson holds that McDonald’s, once as iconic of America as the stars and stripes and one of the leading agents of globalization, has been assimilated into many local cultures. As such, it no longer represents the Americanized aspect of globalization, but is rather an international institution and an agent of globalization at large. Yet, some of the seemingly obvious aspects of American led globalization are not as American as they may seem today. Robert McCrum asserts that English being the world’s language arises not from American economic and foreign policies, but is rather a legacy of the British Empire. Furthermore, that America is not spreading its culture through English, it is only a tool to be used for communication. Finally, Fareed Zakaria demonstrates that we are departing from a unipolar world dominated by America. Although it will continue to play a leading role in the globalization of the world, â€Å"the rise of the rest† is diminishing its role and the United States is no longer solely holding the reins of globalization. Andrew Bacevich’s assertion is that the idea of the American empire differs only in form from traditional imperialism. Its function, enriching the mother country, is precisely the same but employs a variety of techniques to make this less evident. The United States embraces its role in history of exerting power only as a last resort. Only when circumstances totally necessitated it would America resort to using Theodore Roosevelt’s proverbial â€Å"big stick† (Bacevich 117). The Spanish American war began only when General Valeriano â€Å"Butcher† Weyler could be tolerated no more. World War I was entered only because of the unprovoked German aggression upon the Lusitania. Cold War military and political endeavors were nobly pursued to defend against Communist aggression. Yet Andrew Bacevich rejects this view. He argues that this â€Å"myth of the ‘reluctant superpower’—Americans asserting themselves only under duress and then always for the noblest purposes† (Bacevich 7-8) is exactly that, a myth. That Roosevelt’s reportedly soft speaking and big stick carrying America uses the† reluctant superpower† myth only in order to justify acts of self-interest. Perhaps the more fitting description of America by Theodore Roosevelt is his affirmation that â€Å"of course, our whole national history has been one of expansion† (Bacevich, 7). The United States has conscientiously exerted itself at every opportunity in order to expand its global economic and strategic interests. America’s superpower status and role as an agent of globalization is driven entirely by the machinery of self-interest. Bacevich writes that â€Å"ever increasing prosperity† (Bacevich, 85) is the primary national interest. Furthermore, as Bill Clinton stated â€Å"Growth at home depends upon growth abroad. † Of course, there is still the legitimate idealistic side of globalization as â€Å"the ultimate promise of peace, prosperity, and democracy† (Bacevich, 42), but America’s actual interest and role in globalization is to expand the American economy. In other words, America’s aims in globalization are to benefit the world yes, but â€Å"benefit the United States most of all† (Bacevich, 96). The American economic empire, brought about by the domestic desire for continued growth is the overarching American interest in the realm of globalization. The fact that â€Å"where interests were slight, the United States seldom bothered to make the effort to assert any substantial leverage† (Bacevich, 107) vividly illustrates this. Considering the insubstantial economic incentives of Africa, it â€Å"consistently ranks dead last in U. S. strategic priorities† (Bacevich, 107). Now, take into account the economic and political incentives of Europe’s markets and the Middle East’s oil reserves. Based on US military intervention, it is telling that â€Å"conditions that in the Balkans or the Persian Gulf the United States found intolerable were in Africa merely unfortunate† (Bacevich, 108). The United States found it necessary to militarily intervene in the former two interest-rife locations, and merely sent aid and rhetorical sympathies to the economically barren latter. The portrait of Americanization and Globalization that Andrew Bacevich paints acknowledges one of the primary facets upon which the two collide, the global economy and the United States role within it. To deny that America has been the driving force behind the creation and continuance of modern open market operations, and to deny that it has done so for the betterment of its own economic interests is to deny all but the rhetoric of American imperialism. The United States did not have, as the historian Ernest May naively stated, â€Å"greatness thrust upon it† (Bacevich, 7), but rather calculatedly and ingeniously shaped its responses to global politics and economics in order to integrate and derive the most benefit from the new globalized economy. Joseph Stiglitz, rather explicitly argues that â€Å"globalization should not mean the Americanization of either economic policy or culture, but it often does—and that has caused resentment† (Stiglitz, 9). He argues that â€Å"the worry about American unilateralism, about the world’s most powerful country imposing its will on others† (Stiglitz, 5) is fast becoming substantiated. Despite economic indicators such as GDP suggesting that poor countries seem to be improving, â€Å"globalization might be creating rich countries with poor people† (Stiglitz, 9). As Stiglitz argues, the United States’ goal of making Americanization a component of globalization is causing this. Particularly responsible has been the Washington Consensus, a set of development promoting policies created between the International Monetary Fund (IMF), the World Bank, and the U. S. Treasury. The former two of these are basically international lending bodies, delivering short and long term loans, respectively, to countries in need. The policies outlined are â€Å"downscaling of government, deregulation, and rapid liberalization and privatization† (Stiglitz, 17). Although these are the characteristics of western countries, western countries did not become this way through the â€Å"shock therapy† of instant implementation. Rather they came from a drawn out progression of events The implication is that the United States, in attempting to make its political and economic policies integral concepts of the grander one of globalization, is actually turning countries off to the Americanized aspect of globalization. Similarly, the manner in which the United States encourages international trade to be conducted is a hindrance to globalization at large within poor countries. Stiglitz writes that â€Å"countries often need time to develop in order to compete with foreign companies† (Stiglitz, 70). Yet, The United States and the international trade organizations which it dominates oppose tariffs for many industries on the grounds of it inhibiting trade and not allowing the all-wise power of the market to control the economy. However, â€Å"most successful countries did in fact develop behind protectionist barriers† and climbed the â€Å"ladder of development†. The anti-tariff policies that soundly developed countries advocate are viewed as trying to â€Å"kick the ladder away so others can’t follow† (Stiglitz, 71). The uncertain effectiveness of these western policies, policies necessary for developing countries to get assistance from the IMF and World Bank, which they almost undeniably need, calls into question the western policies which they don’t necessarily need, namely democracy. Stiglitz writes that â€Å"IMF conditionality undermines democracy† (Stiglitz, 56), that although â€Å"globalization has helped spread the idea of democracy, it has, paradoxically, been managed in a way that undermines democratic processes within countries† (Stiglitz, 12). America, in efforts to save countries from spending time on the economic policy learning curve, in reality ends up harming them. As such, the United States’ inadequacy for creating economic agendas for developing countries is a paradox of its own success. He posits that in order for the developing countries to benefit from globalization, the agenda of globalization needs to depart from the Americanized version, and instead â€Å"have the voices of developing nations (be) heard more clearly† (Stiglitz, 98). If the hardline factors of globalization—economics, geo-political military assertions, and international governance are the easiest to assess the American-ness of—the soft aspects: cultural and linguistic patterns, are the most difficult. James Watson contends that in some respect, global corporations gain their transnational appeal simply by being American; by being an image of modernity. However, he also holds that components of globalization that were once considered agents of Americanization are now accepted as local. Japanese McDonald’s have â€Å"clearly capitalized on the fact that it is associated with American culture† (Watson, 172). In China, McDonald’s promotes â€Å"the corporations image as an exemplar of modernity† (Watson, 42). McDonald’s in these countries represents what the West represents, or more accurately, what the locals believe the West to represent—â€Å"the promise of modernization† (Watson, 41). It has gone so far as to even change cultural eating habits. In these locations, McDonald’s sells more than hamburgers. It sells America as an ideology, a place of modernity, cleanliness, efficiency, and equality. As Watson would contend in China and Japan, McDonald’s represents the convergence of the idealistic facets of Americanization and globalization: the United States as a favorable model to be emulated. Yet in the case of McDonald’s in Hong Kong, it is not considered â€Å"an example of American-inspired transnational culture† or â€Å"perceived as an exotic or alien institution† (Watson, 107). Rather it is a fully assimilated part of Hong Kong’s modern culture. As Watson writes, â€Å"the transnational is the local. † The younger generation could not â€Å"imagine life without it† (Watson, 109). Thusly, at least in Hong Kong, the American aspect of McDonald’s globalization has faded with its assimilation into the national identity. Although American, it no longer Americanizes or suggests that the American odel is something good and unique that should be followed. McDonald’s in Korea however suggests a different view of Americanization. Some people hold that â€Å"eating McDonald’s hamburgers is tantamount to treason and loss of Korean identity† (Watson, 158) At least here, to some degree McDonald’s is view ed as an American crusader of â€Å"cultural imperialism—a new form of exploitation that results from the export of popular culture from the United States† (Watson, 5). McDonald’s represents a conquering American agent seeking to enthrall and draw in cultures to that of its global Americanized one. Another phenomenon of globalization, one might argue American-driven globalization, is English becoming the language of the world. Robert McCrum argues however that this is not a legacy of the American century, but rather a legacy of the British Empire. America has helped to propagate it but it in fact is originally an agent of British-ization. McCrum writes â€Å"The nineteenth (century) was, supremely, the century of British English – first the King’s and then the Queen’s – but it also witnessed the beginnings of the world’s English† (McCrum, 174). English spread to the earth not as a result of America’s dominance in the 20th century, but rather Britain’s far flung immigration in the 19th. McCrum contends that this is what made Jean-Paul Nerriere’s global English (Globish) so accessible to so many people across the world. It is removed from American influence in that it was not asserted upon the world by America. Rather because of Britain and certain historical tilts towards English speaking, it simply fell into place. In essence, McCrum asserts that British English lay the foundation for English to become, as John Adams wrote in 1780, â€Å"in the next and succeeding centuries†¦the language of the world† (McCrum, 105), and as such is not truly an assertion of American influence. However, McCrum’s points are debatable. As a proud Englishman, he seems ready to assert the obvious role of Britain in making it a global language, but is less generous when it comes to the American aspects. Furthermore, his denial of English as a cultural force is problematic. The global media is dominated by America. The largest media conglomerates in the world are American. Ten of the highest twelve paid musicians in the world are American. McCrum seems to ignore the fact that media is one of the largest aspects of globalization, and that American influences dominate it. These have been the themes of globalization. The convergence of Americanization and globalization has dually permeated military affairs, economics, culture, and language. On the global stage, the United States has been the dominant player for over a century. However, to what extent will this remain true in the 21st century? Fareed Zakaria contends that it will, but will require a reassessment of the global community. Zakaria puts forth that we are â€Å"now living through the third great power shift of the modern era† (Zakaria, 2), not â€Å"the decline of America but rather†¦the rise of everyone else† (Zakaria, 1). What this means for Globalization as it is linked to Americanization is that although the U. S. ’s role will still be there, it is diminishing. The historically United States dominated past has paved the way for this. Its active efforts in globalizing the worlds consequence is the â€Å"rise of the rest† (Zakaria, 2). As Zakaria writes â€Å"the United States succeeded in its great and historic mission—it globalized the world. But along the way†¦it forgot to globalize itself† (Zakaria, 48). The arising international order that Zakaria see’s is a term invented by Samuel Huntington â€Å"uni-multipolarity†, which can be described as â€Å"many powers and one super-power† (Zakaria, 43). In the new international order, the United States will merely be a leading actor on a stage of many. The other actors are comprised of new powerful economies—China, India, Brazil. The United States has been able to maintain its preeminence within globalization in the past but the changing realities of the global economic landscape will require according change from America. Zakaria lays out a series of principles that the United States should or must follow in order to maintain its position in the modern world as a chief agent of globalization. These principles recognize the changing landscape and suggest how America can perpetuate its interests, its goal of Americanization within globalization. Firstly, the United States must choose which policies it actively wants to pursue. The ambiguity of policy facing Iran and North Korea do not allow the United States to reach an attainable international goal. If the United States were to decide that they were simply proponents of â€Å"regime change or policy change (that is, denuclearization)† (Zakaria, 234) they could more efficiently define the changes they wish to see in the global community. Similarly, in order for the US to continue to blend Americanization with Globalization, they must set out broad rules and seek to cultivate its bilateral relationships with other nations. As Zakaria argues, if the U. S. has strong relationships with other strong nations, better than anyone has with another, â€Å"it gives the United States the greatest leverage†¦maximizing its ability to shape a peaceful and stable world† (Zakaria, 242). The United States must also be careful in how it shapes it’s responses to international conflict. â€Å"Legitimacy is power† (Zakaria, 247) and the nature of the United States’ current conflicts are â€Å"asymmetrical†, meaning they are not facing conventional military forces or typical state actors. As Zakaria writes â€Å"asymmetrical responses have become easier to execute and difficult to defeat† (Zakaria, 244). Therefore in order to remain legitimate, to have the power to â€Å"set the agenda, define a crisis, and mobilize support† (Zakaria, 247) for the United States’ interests in globalization, reactions need to be shaped to fit the conflicts at hand. Overall, Zakaria contends that if the United States is not willing to change its policies and approach towards globalization and the global community, it will no longer effectively be able to mesh Americanization with globalization. In the analysis of how linked globalization and Americanization are within the context of these books, a complex and comprehensive picture can be draw. The United States has been able to use globalization as a tool to create a global economic empire and cultural model. Through the capitalization of opportunities to expand its markets, packaged in its â€Å"reluctant superpower† myth, the United States has been able to assert itself internationally and accomplish its political and economic aims. However, the changing nature of the global landscape calls for a recalculation of how this strategy of self-interest can be perpetuated. Furthermore, the United States will have to make some concessions regarding its hegemony as other nations with large populations and strong economies grow in power and importance. Culturally, the United States benefited from the British Empire’s legacy of spreading English around the world. However, it has also been able to capitalize on this and further Americanize the world through the consequentially large English speaking media outlets. Multinational corporations such as McDonald’s still possess their American identity abroad, but this is beginning to change in respect to the world’s youth. It is now dually perceived as a symbol of modernity (which sometimes equates to Americanization) but also a component of local culture. Therefore, whether globalization is the Americanization of the world seems to be a yes. The debate whether it will, or should continue to be, is still ongoing, and remains to be seen, dependent on how America conducts itself in the post-American World.