Management of People at Work

Social Inventions of groups of people working to achieve their goals 2. Goal Accomplishment- Individual assembled to achieve goals that cannot be done by one man alone 3. Group Effort– By combining as a team, they can thus work efficiently to achieve goals What is Organizational Behavior? Attitudes and behaviors of individual and group in organizations. Involves systematic study of these attitudes and behaviors, and should be of interest to all students of management Why study ABHOR? 1. It is interesting 2. It Is Important as It helps us be more efficient .Makes a difference because good companies are the one practicing It ABHOR goals 1. Predicting People's Behavior – Predicting what people wants to do in work life 2. Explaining Behavior- Explain why people work in different way 3. Managing it- The art of getting things accomplished via others. If It can be predicted, It can be managed Early Prescription 2 phases to pursue correct way to manage organization 1. Sass, man agers believe high specialization of labor, intensive coordination, centralized decision making to solve issue (Classical View- Authoritative) 2.Hawthorne Studies ?Human relations movement was critique of classical management and bureaucracy that advocated management styles that were more participative and oriented toward employee needs (Participative) Contingency Approach This approach recognize there Is no best method depends on situation- No best method What Managers do? 1. Managerial Roles vary with management level and organizational technology 2. Interpersonal Roles- Roles that are used to establish and maintain interpersonal relations. Figurehead roles and spokesperson roles 3. Decisional Roles- Makes decision and the negotiator roleManagerial Activities 1. Routine communications (Exchange Info, handle paperwork with people) 2. Traditional Management (Planning, Decision Making) 3. Networking (Socializing, politicking) 4. Human Resource Management (Managing Conflict, Staffing, training and development) One of the most fascinating findings is how emphasis on these various activities relates to management success. People who promote faster tends to do more networking and less human resource management. However, if success is successful managers are those who devote more time and effort to human resource management and less networking.Managerial Agendas Successful Managers has similar patterns via – Agenda Setting, Networking and Agenda 1 . Agenda Setting- Managers tend to develop agendas of what they want to accomplish for organization. Usually Informal unwritten, more concerned with ‘people issues' and less numerical than most formal strategic plans 2. Networking- Managers established wide formal and informal network of key people inside and outside of organization to ensure cooperation inside and outside. 3. Agenda implementation- Managers use networks to implement agendas. They will go anywhere to obtain assistance. Managerial MindsIntuitio n- Problem identification and solve issues in a systematic manner International Managers- National Culture is one of the most important contingency variables with more ideas Contemporary Management Concerns 1. Diversity Local and Global-With more diversity, people need to be treated fairly and equally so that issues can be solved 2. Employee- Organization Relationship – Downsizing, Restructuring engineering have been having lots of consequences of employees, lower Job satisfaction, lower morale, trust ETC. ABHOR states its important that managers can manage these issues positively 3. Focus on quality, Speed andFlexibility – Increasing competition states Organizations have to do things faster because there is a greater need for quality, speed and flexibility to maintain standard 4. Employee Recruitment and Retention- Organizations find it difficult to sustain skilled employees in their workforce. Lack of skilled labor is a big issue for organizations and its expected to get worse as baby boomers begin to retire. Recruitment process then has to be more effective to find these employees Personality and Learning Personality – Stable set of psychological characteristic that influence the way individual interact with his or her environment.It is reflected in the way people react to other people, situations and problems. Personality and Organization behavior Individuals possess stable traits or characteristic. Interactions approach, ABHOR is a function of dispositions and situation. 5 Factor model of Personality Extroversion/Neurotics/Agreeableness/Conscientiousness/Openness to Experience Evidence state that big 5 is related to Job performance. High conscientiousness is related to performance for all occupations and the best predictor of performance of all big 5. It is also related to motivation, Job satisfaction and career success Locus ofControl- Beliefs that one's behavior is controlled by external force or internal Self Monitoring- Attitude o f being aware of surrounding or not -High self monitors tend to be more involved in Jobs and to perform at a higher level. These Jobs usually includes sales, law, public relations and politics Self Esteem by surroundings. Higher Self Esteem tend to view world more optimistically. Proactive Personality- Positive affectively tends to report world as having less stress Greater Self-Efficacy – Trait that refers to individual belief that in his own capability to do well regardless of situation.They tend to have higher Job satisfaction, higher Job performance. Core Self Evaluation- Self Esteem/Self-Efficacy/Locus of control/ neurotics What is Learning? When practice or experience leads to a permanent change in behavior. We assume that learning has occurred when individual behavior change. 4 types- Practical/ Interpersonal/elementariness/Cultural Awareness 4 types -Job Specific Skills/ Knowledge/ Technical Competence Operant Learning Theory- Subjects learns to operate on environment to achieve certain consequences. Operant Leaning can be used to increase or reduce probability of behavior Increasing the Probability of BehaviorPromoting behavior is reinforcement?By which Stimuli strengthen behaviors. 2 Behaviors are – Positive reinforcement/Negative reinforcement Positive Reinforcement- Increase or maintain probability of some behavior, this sends to be pleasant stimuli Negative Reinforcement- Increase or maintains probability of some behavior by removing them in the situation. Tends to be unpleasant experience Organizational Errors Involving Reinforcement 1. Confusing Rewards with Reinforces – Stating why rewards are given clearly 2. Neglecting Diversity in Preference for Reinforces -Provide the right benefits-Workaholic may not like holidays 3. Neglecting Important sources of reinforcement – Feedback is good to let people know how well or bad they have done 4. Reinforcement strategies Reducing Probability of Behavior 1. Extinction- Limitin g bad attitudes e. G- shorter breaks etc 2. Punishments – Provide punishment deduct pay etc 3. Using punishments effectively?Make sure punishment is truly aversive/punish immediately/do not reward behaviors before/after punishments 4. Do not punish desirable behavior Punishments can be effective to stop unwanted behavior and hence extinguish unwanted response.Reinforcing good behaviors is better than punishing bad behaviors Social Cognitive Theory Human behavior can be best explained through system of triadic reciprocal . Albert Bandeau social cognitive theory involves 3 parts 1. Modeling – Copying others behavior, some can learn by copying others 2. Self-Efficacy- beliefs people have on their ability to successfully perform the task. 3. Self-regulation- Regulating oneself 1. Organizational behavior modification – Systematic use of learning principles – Can use all 3, money positive feedback to improve returns 2. Employee RecognitionProgram – Publi cly recognize employees- how to recognize, type of behavior encouraged, manner of public acknowledgement, token of recognition 3. Training program – Positive effect on learning, skills and Job behaviors help to set goals when rewards sanctions used in trainees work environment 4. Career Development – Individual progress through a series of stages which involves certain plans and management component. Perception- Interpreting messages of our sense to provide order and meaning of environment. Most important perception that influence organizational behavior are the perceptions of each other Components ofPerception 1. Perceiver – Experience/motives/emotions can affect perception 2. Target – Ambiguity or lack of target leads of greater need of interpretation of information 3. Situation 1. Social Identity Theory?People form perceptions of themselves based on characteristics based on gender, religion, nationality, religion etc. 2. Model of the Perceptual Process – Initially less cues of information from the target but as time passes, it becomes clearer and easier to decipher messages 3. Basic Biases in Person A. Primary Regency Effect – Form impressions of others fairly quickly. We tend to read a lot into first impressions.B. Reliance on Central Traits- We read into others behavior based on their initial impressions C. Implicit Personality Theories- We organize our perceptions of others around the presence of certain traits or personal characteristics of others that are particular interest to us D. Projection?If we are always honest, people tend to believe we are honest E. Stereotype- Putting players into a certain category to Judge their behavior (Page 13) 1. Consistency Cues- How consistent to his goals 2. Consensus Cues- How his actions deviate from social expectations tell us more about his behavior 3. Distinctiveness Cues- How

Freudian Analysis of Melancholia Essay

The film Melancholia by Lars von Trier gradually develops into the character’s depression through their actions and choices that can relate directly to Lars von Trier’s own depression and unfortunate childhood circumstances. The main protagonist of the movie, Justine, is depressed and this affects everyone around her. Lars von Trier, the writer and director, is depressed was depressed when creating this film and this depression is reflected in Melancholia. Freudian theories relate to Melancholia through Justine’s life as well as her love life. She is constantly unsatisfied and immediately has an extramarital sexual encounter when she is vulnerable. Freudian theories are demonstrated through the depression from the characters in the movie to the writer. Some of Freudian theories that will be discussed are looking at how some of the character experiences are similar to Lars von Triers past and the Oedipus complex. Lars von Trier’s past greatly influenced how and what he wrote for Melancholia. Freud said that â€Å"the notion that human beings are motivated, even driven, by desires, fears, needs, and conflicts of which they are unaware† (Tyson, 14-15) indicates Lars von Trier is motivated by his past experiences. The viewer learns quickly that Justine has an unhappiness that constantly affects her daily routine, and she pretends to be someone else when she’s around others. Depression is a common mental disorder that presents with depressed mood, loss of interest or pleasure, feelings of guilt or low self-worth, disturbed sleep or appetite, low energy, and poor concentration. These problems can become chronic or recurrent and lead to substantial impairments in one’s ability to take care of their everyday responsibilities. Justine shows signs of depression throughout the film for example, when refusing to take a bath or go riding which she usually she enjoys doing. People with depression tend to be exhausted on a regular basis similar to when Justine left her own wedding party to have a nap. Lars von Trier may have experienced the same symptoms of depression in his personal experiences, as well his childhood might have influenced why he became epressed in his later life which could have possibly enhanced his work for Melancholia. Although Lars was diagnosed with depression in 2007, he had a difficult childhood. He did not know who his biological father was until his mother told him on her death bed. Freud believed that â€Å"our unconscious was influenced by childhood events†. Lars von Trier stated during an interview that â€Å"I come from a family of communist nudists. I was allowed to do or not to do what I like. My parents were not interested in whether I went to school or get drunk on white wine. After a childhood like that, you search for restrictions in your own life. † Lars’ childhood relates greatly to the character of Justine. Justine’s parents did not seem to care for her. During Justine’s wedding, her parent’s self-absorption is reflected in their speeches about their marriage problems. As well, her parents did not care or take time for her when Justine specifically asked a few times to talk privately to her father and he could not find the time. In the bedroom, Justine was upset and asked her mother for help but her mother was no help at all. Her mom did not seem to care and her father left the wedding leaving only a note saying that he was leaving with another woman and to â€Å"forgive an old fool†. Lars’ and Justine’s parents have similar responses to their children of not caring. Claire was distraught and acted out of character, she could no longer organize her thoughts and be as calm around Justine as she was before, alike to Lars’ thoughts he quoted â€Å"Everything is going to Hell, but we should smile all the way. † (Lars personal quotes on IMDB) Once Justine realized Melancholia was going to hit the earth she became collected and composed. At the end of the movie Justine, Claire and Leo site together, close their eyes and hold hands as Justine had instructed. This is one of the only scenes where Justine actually genuinely smiles. She appears to be at peace and content even though she knows that the end of the world is approaching. This scene relates to Lars’ quote. Even though Justine knows everything is going to Hell, she is smiling even at the end. Lars’ mentions the restrictions he puts on his life like Justine not allowing herself to have a happy marriage and accept her husband’s love and happiness. Justine becomes very depressed during her wedding and cheats on her newly wedded husband. She will not have a real relationship with her husband but moments later will have a quick sexual encounter with a complete stranger. This relates to Freud’s beliefs in the Oedipus complex, a girl’s desire for her father and anger and jealousy towards her mother. Justine’s father flirts openly with other women in front of his wife and children at the wedding. Justine has a sexual encounter with a stranger trying to mimic a relationship alike to her fathers. This may have influenced Justine’s decision to behave dishonestly with her husband even though her husband loved her very much. Justine’s mother makes a speech during the wedding dinner and expresses her animosity against marriage, while Justine and her sister Claire look at their mother with anger and embarrassment. Justine and Claire disrespect their mother by getting married, knowing to expect her disapproving comments, yet criticize her for it. â€Å"The result is a murderous rage against the Mother†¦ and a desire to possess the Father† (1016) Melancholia is about the world ending and in Justine’s small world she is depressed, Citing Freudians Oedipus Complex one can parallel Lars’ state of depression which is shown throughout the movie. The character’s actions mirror Lars von Trier’s beliefs and experiences through his life and through his depression, which is a huge factor in Melancholia. As well the relationships Justine has reflects the Oedipus Complex through her behaviour and decisions. Therefore Freudian theories relate directly to Melancholia.

A School for My Village

Kaguri tells his story of how he overcame tremendous odds on building a tuition-free school for HIV/AIDS orphans in his home village of Nyakagyezi, Uganda. This amazing story combines his own story of growing up in Nyaka, the events that led him promoter for HIV/AIDS, and his journey toward founding/ developing the school. Growing up in rural Uganda, Kaguri lived on his family’s small farm and often-worked long hours for his father. His parents were barely able to send him to college with the little money that they had saved, but Kaguri overcame the odds and eventually became a visiting scholar at Columbia University in New York City. He overcame poverty to earn a degree and worked as a human rights advocate. When he returned to his village in Uganda with his wife after earning his degree, the number of orphans who were the victims of the HIV/AIDS epidemic overwhelmed him with dissatisfaction, so he vowed to open the first tuition-free school in the district for these innocent children who desperately needed it. Faced with many daunting obstacles, including little money, skepticism among friends in both the U. S. and Uganda, corrupt school inspectors, and a lack of supplies, he and his wife doggedly built one classroom after another until they had an accredited primary school filled with students dreaming of becoming the future doctors, teachers, lawyers, engineers, and even presidents of Uganda. This inspiring story is a very heart warming one that makes you realize how lucky you actually are for the life that you have and the amount of opportunities you can get that you are able to succeed in. This story really teaches you to not be selfish and I believe that is an important aspect that every human being needs to learn better. Who knew one person could make such an impact on so many lives for the better? Kaguri answered that question on a whole new level with his actions that he had completed and been successful in. A School For My Village teaches readers that anything is possible if you put hard work into it. It also teaches you to never give up no matter how many things are not in your favor or working in your manor. Kaguri did not want the children of his hometown to be held back because of the opportunities/ learning utensils that they did not have, so he found a way to give them what they need in order to be successful. Those heroic efforts accomplished by Kaguri are truly unbelievable and definitely need to be known throughout the world. A School for My Village Kaguri tells his story of how he overcame tremendous odds on building a tuition-free school for HIV/AIDS orphans in his home village of Nyakagyezi, Uganda. This amazing story combines his own story of growing up in Nyaka, the events that led him promoter for HIV/AIDS, and his journey toward founding/ developing the school. Growing up in rural Uganda, Kaguri lived on his family’s small farm and often-worked long hours for his father. His parents were barely able to send him to college with the little money that they had saved, but Kaguri overcame the odds and eventually became a visiting scholar at Columbia University in New York City. He overcame poverty to earn a degree and worked as a human rights advocate. When he returned to his village in Uganda with his wife after earning his degree, the number of orphans who were the victims of the HIV/AIDS epidemic overwhelmed him with dissatisfaction, so he vowed to open the first tuition-free school in the district for these innocent children who desperately needed it. Faced with many daunting obstacles, including little money, skepticism among friends in both the U. S. and Uganda, corrupt school inspectors, and a lack of supplies, he and his wife doggedly built one classroom after another until they had an accredited primary school filled with students dreaming of becoming the future doctors, teachers, lawyers, engineers, and even presidents of Uganda. This inspiring story is a very heart warming one that makes you realize how lucky you actually are for the life that you have and the amount of opportunities you can get that you are able to succeed in. This story really teaches you to not be selfish and I believe that is an important aspect that every human being needs to learn better. Who knew one person could make such an impact on so many lives for the better? Kaguri answered that question on a whole new level with his actions that he had completed and been successful in. A School For My Village teaches readers that anything is possible if you put hard work into it. It also teaches you to never give up no matter how many things are not in your favor or working in your manor. Kaguri did not want the children of his hometown to be held back because of the opportunities/ learning utensils that they did not have, so he found a way to give them what they need in order to be successful. Those heroic efforts accomplished by Kaguri are truly unbelievable and definitely need to be known throughout the world.

Steve Jobs management style Essay Example | Topics and Well Written Essays - 500 words

Steve Jobs management style - Essay Example Unlike most successful managers, Steve Jobs was not famous for his approach of consensus building or consultation. For the most part, he could be defined as a high-maintenance coworker that required the staff to show excellence in their work. Steve Jobs was famous for offering blunt criticism. The sheer genius of Steve Jobs together with his skill of bringing the investors, customers, and staff members on the same journey and of articulating a vision as well as the lessons he learnt from a main setback in his career took his management style to a level where it has gained global recognition for success. The main qualities that helped Steve Jobs achieve a unique style of management and leadership included but were not limited to vision-mindedness, drive for innovation, foresightedness, passion-mindedness, and drive for engagement and excellence. In order for a company to be successful, it is imperative that all of its employees are well-versed with the vision of its management. Steve Jobs placed emphasis upon recruiting innovative people who had a drive to create something out of nothing. Steve Jobs selected applicants for their willingness to create. Apple’s employees are driven by the vision of the leader. Each employee is owner of the market’s future because of their knowledge of their ability to create it. Steve Jobs looked for passion-mindedness in the employees. â€Å"Applicants who do not demonstrate a genuine passion and â€Å"love† for the company’s purposes and business philosophy will never make it† (Valtin, 2012). Jobs placed a lot of e mphasis on excellence. One very important lesson that can be learnt from Steve Jobs’s style of leadership and management is that one should never give up no matter how hard the circumstances. Rather than being affected by his getting fired from Apple in a negative way, he drew positive lessons out of it as it reflects from this statement that he made, â€Å"I didnt see it then, but it turned out

Corporate Governance Essay Example | Topics and Well Written Essays - 2250 words

Corporate Governance - Essay Example 5,6). A Director is considered independent provided he or she is free of any business or other relationship with CCA or a related party which could reasonably be perceived to materially interfere with the exercise of their unfettered and independent judgment. A related party for this purpose would include the Coca-Cola Company (Coca-Cola Amatil Limited , 2012, p. 9). a) Does the board have a remuneration/ compensation committee? Yes, the Board has a compensation committee which gives the quantum and structure of compensation(Coca-Cola Amatil Limited , 2012, p. 14). The Board (on the recommendations of the Committee) has set a remuneration strategy that supports and drives the achievement of CCA’s strategic objectives (Coca-Cola Amatil Limited , 2012, p. 19). b) Does the board monitor and review outcomes of the remuneration system in place to ensure that the remuneration system is operating as intended?Yes, The Compensation Committee (Committee) is responsible for reviewing the nature and amount of the Group Managing Directors and senior executives’ remuneration (Coca-Cola Amatil Limited , 2012, p. 19). a) Does the board oversee the overall function of the company of strategic objectives, risk strategy, corporate governance and corporate values? Yes, the coca cola company has laid a good foundation of management and oversight which includes monitoring, reviewing and laying a strategic direction for the company(Coca-Cola Amatil Limited , 2012, p. 9). b) Do the board members posses appropriate experience, competencies and personal qualities and qualified to hold the governance position?Yes, the nomination Committee reviews the Board’s composition to ensure that it comprises Directors with the right mix of skills, experience, expertise and diversity to enable it to fulfill its responsibilities to shareholders (Coca-Cola Amatil Limited , 2012, p. 9). c) Has the board established a proper

Yala Swamp Conflict Term Paper Example | Topics and Well Written Essays - 500 words

Yala Swamp Conflict - Term Paper Example The aim of the project was to prevent degradation of the wetland and improve the lives of local people (Davenport 4). However, despite the project’s endeavor, it raised conflicts between the local communities on one side and county councils and the Dominion, founders of the project, on the other side. This, therefore, led to the emergence of Yala swamp conflict from the year 2003 to present.  It has caused a great attention and concerns that many African countries experience conflicts especially as a result of resource depletion and environmental degradation. As the U.S. United Nations delegate, I have been assigned a Judy to arbitrate an aspect of dispute in the Yala swamp conflict that exist between two sides, the one on the local community and the one on the Dominion and country council. After conducting my research on the disputing issue, I realized that the development project meant to improve the condition of Yala swamp was the main source of conflict (Davenport 11). I have been able to analyze and gain an understanding of the nature of the moral dimensions of conflict in the region. The conflicting parties are actually the stakeholders of the project where one party, the local community, is affected by the development project while the other party of both dominion and country council are the exploiters.  I also understand that conflict has emerged as a result of incompatible goals, which depend on contested natural resources. I realized that the local community feels deprived of the right to use land for farm by the development project hence contesting for the natural resources. Furthermore, this community lives in extreme poverty and therefore desire to acquire more land. Land conflict result to environmental degradation when a community is squeezed into a limited area and cause pressure on it.  

Why did good people do bad things (commit white-collar crimes) Essay - 1

Why did good people do bad things (commit white-collar crimes) - Essay Example Jeffrey Skilling was a former Enron Chief Executive officer who was convicted of several counts of conspiracy and actual fraud. Russell Wasendorf was the CEO of the bankrupt Peregrine Financial group. Jeffrey Skilling was convicted of making false financial statements, wire fraud and securities fraud and sentenced to 24 years in prison. He was accused of committing a series of frauds that were geared at misleading investors and business analysts (Friedrichs 325). On his part, Russell Wasendorf admitted to stealing millions from about 13,000 investors who had entrusted him with their investment through his Peregrine Financial group. The judge sentenced him to 50 years jail imprisonment depending on the huge financial loss and sophistication of the fraud. Jeffrey Skilling and Russell Wasendorf were both not born criminals. Jeffrey Smilling was born in Pennsylvani and graduated from West Aurora High school. He attained a Bachelor of Science degree at Southern Methodist University in 1975 and after an MBA from Harvard Business School. Jeffrey was smart in class and in his early career since he was the youngest partner at Mckinsey consulting. There is no evidence that shows that Jeffrey Smilling had negative behaviours in his early childhood. On the other hand, Russell Wasendorf was born in 1948 and never displayed any signs of criminal behaviour in his early childhood. In the case of Jeffery Skilling, it was a case of a good person doing the bad things. According to his previous employment records, he displayed financial discipline and intense management qualities that helped McKinsey attain higher profitability and customer satisfaction. Russell Wasendorf is also a case of a good person doing the wrong thing. This is evidenced by his ability to stand the best direct online trading system that could connect the traders with the CME’s Globex in 1998 (Friedrichs 325). The two fraudulent crimes can be explained by the fraud triangle theory that asserts that

The Negative Side of Copyright Essay Example | Topics and Well Written Essays - 500 words

The Negative Side of Copyright - Essay Example Copyright protection only enables the developer of software to deter the software’s copying or copying of the source code. Software copyright does not provide protection against the copying of any process, method of operation, procedure, system, principle, discovery, or concept in the software. In addition to that, software copyright does not provide any surety against independent development of software of the like. A vast majority of the software products cannot address the variety of requirements set forth to get broad protection that the patent law can afford. Most applications of software patent face problems because of the requirement for the invention to be not obvious and be new. Nevertheless, this requirement helps in the process analyzing if or not an individual should pursue copyright protection or patent. â€Å"because copyrights protect the implementation (the actual code) but not the concept, copyrights do not prevent someone from implementing an algorithm in a different programming language or with a different set of routines, for example, offering almost no protection for something as complex and flexible as software† (Zeidman, 2011, p. 93). The look and feel of software amount to behavior and thus copyright should not be used to protect them in software; the Computer Law Review Committee (CLRC) did not recommend additional protection forms for the displays on screen (Lai, 2000, p. 66). While software copyright has imposed a range of hindrances and hurdles in the way of development and spread of knowledge, free software has generated a lot of benefits. On the technological side, free software sets the stage for open source projects. One of its key examples is the development of Linux as the operating system in which functions of the free software movement serve as pre-requisite for the open source software. Linux could not have been developed and adopted as effectively without free software as it has

Digital Media Platforms and Education Assignment - 10

Digital Media Platforms and Education - Assignment Example It was important to analyze this in order to come up with all the causes of global warming and a solution to the problems its causes. It has previously been understood that human actions contribute a lot to global warming. However, I found out that the extent to which human CO2 factors into the total CO2 generated by planet earth on a yearly basis is only four percent. This was quite informative and changed my way of looking at the whole issue (Archer, 29). This fact does not relieve humans of their responsibility towards the planet. Instead, it helps in putting into perspective the precise scope of the problem and the means by which it should be rectified. From my research, it has been scientifically proven that it is not only CO2 levels that determine global temperature but even the sun and the world’s oceans do. The oceans seventy percent coverage of the earth’s surface gives them a profound effect on regulating our global system’s temperature. Scientists have also recently proven that the global temperature levels have been dictated by the world’s oceans more so than was previously recognized. This is due to a number of observations (Archer, 49). I also learned that technology has contributed to new inventions and learning greatly. Digital media promote new technologies that enrich learning abilities and enable for better skills like in the case of music. Communication has been made easier and more interesting even in classrooms. The rise of social media platforms has enabled me and other people exchange ideas and learn from each other. Digital media has also enabled me and my friends produce and share information that has been helpful both academically and socially. My experience during this course was great and I got to learn about different devices used and how to use them effectively. (Archer, 57).

Essay on Free

Essay on Free Will and Determinism Essay Explain what freedom and physical determinism are and why they seem to conflict. How would you resolve this conflict? Give reasons for your answer. Physical determinism is believing in the fact that every event has a cause. (Theodore Sider, pg 113) And that a chain reaction of such would cause an inevitable event to occur. E. g. The invasion of Poland by Hitler in 1939. (Theodore Sider, pg 115) Freedom is the belief that you are able to act on your own free will irrespective of what event has occured, that a decision you make is entirely of your own volition. It is the belief that our life is not predetermined and we are able to influence our future. FROM A SCIENTIFIC POINT OF VIEW, THE DECISIONS WE MAKE AND HOW WE BEHAVE ARE STUDYABLE, EXPLAINABLE AND IF GIVEN ENOUGH TIME, PREDICTABLE AND CONTROLLABLE. (THEODORE SIDER, PG 114) THIS WOULD INDICATE WHEN THE WHY WE DO WHAT WE DO IS DISCOVERED, WE CAN FULLY DETERMINE WHAT A PERSON WOULD DO IN A CONTROLLED ENVIRONMENT, THUS LEADING TO THE DETERIORATION OF FREEDOM FOR THAT PERSON. There are 3 ways to resolve this conflict, of which the first is to reject the belief of freedom in what is called hard determinism. (Theodore Sider, pg 117) A complete rejection of freedom would demean any meaning of living so I will not consider it. THE OPPOSITE OF THIS IS THE LIBERTARIAN, WHICH BELIEVES THAT PEOPLE ARE EXCLUDED FROM DETERMINISM AS THE SCIENCE IS UNABLE TO COMPLETELY STUDY , OR RATHER, MAKE SENSE OF HUMAN BEHAVIOR AND PREDICT WHAT A HUMAN CAN DO. (THEODORE SIDER, PG 119) I FEEL THIS IS BECAUSE OF THE DIFFICULTY IN OBTAINING THE ABSURD AMOUNT OF INFORMATION AND FACTORS THAT WILL ALLOW FOR THE PREDICTION OF HUMAN BEHAVIOR. The problem with the libertarians explaination is the lack of definition for the word freedom, as rejecting determinism would mean actions of a person would be uncaused, and therefore random. (Theodore Sider, pg 119) Thus an idea called agent causation is found, such that you only act freely when your action is not caused in the mechanistic way but is caused by you of your own free will. This does not work as the the realm of physics has to be rejected in order for the libertarian to fully resolve this conflict. THE LAST AND MOST VIABLE METHOD TO RESOLVE THIS CONFLICT IS CALLED SOFT DETERMINISM (THEODORE SIDER, PG 125) SOFT DETERMINISM STATES THAT A FREE ACTION IS ONE THAT IS CAUSED BY THE PERSONS BELIEF AND DESIRES, PROVIDED THAT THOSE BELIEFS AND DESIRES FLOW FROM WHO THE PERSON IS. (THEODORE SIDER, PG 130) IT IS A THEORY THAT ACTIONS ARE CAUSED BY ONES BELIEFS AND DESIRES. THE FIRST-ORDER DESIRE ARE DESIRES TO DO THINGS. WHERE A SECOND-DESIRE IS A DESIRE TO HAVE A FIRST-ORDER DESIRE. WHEN THE FIRST-ORDER DESIRE IS CAUSED BY THE SECOND-ORDER DESIRE, THEN IT IS SAID TO BE FLOWING FROM WHO THE PERSON IS. (THEODORE SIDER, PG 131) A person goes to school for education because he believes that it is the best alternative he has as opposed to starting to work without an education. This is a case where a first-order desire comes from a second-order desire, which then implies the action of going to school comes from the self. A PERSON AFFLICTED WITH A COMPULSION TO HOARD, ALTHOUGH HE MIGHT DESIRE TO NOT DO SO, HIS ACTIONS OF HOARDING IS SAID TO BE DONE WITHOUT FREE WILL. FROM THIS STEMS FIRST AND SECOND ORDER OF DESIRE, WHERE HIS SECOND ORDER OF DESIRE IS NOT TO HOARD, AND HIS FIRST ORDER OF DESIRE IS TO HOARD, THIS CONTRADICTS AND HIS ACTIONS ARE SAID TO BE NOT OF FLOWING FROM THE SELF. REFERENCES Sider, T. (2005). Free will and determinism. In E. Conee, T, Sider (Eds. ), Riddles of existence: A guided tour of metaphysics (pp. 112-133). New York, NY: Oxford University Press.

Child Observation Reflection

Child Observation Reflection Brief notes on the venue/situation and age and gender of the child being observed (dont give names use initials or made up names for any individuals if necessary): What I observed: How I felt: Thoughts, reflections : The child was going homework related to concepts of math Felt good and I was happy that she was responsible enough to do her work Responsibility showed and she was able to handle the concepts well. I was happy to see this that she can grasp knowledge so well. She was able to pick up objects like pen I felt that her gross motor skills had come into being as she was able to pick up items This made me feel that she was able to do things independently without any help. Playing with shapes She was able to identify most of the shapes which was good and showed her skills This made me feel that she was able to do things independently without any help. Playing The Piano She was able to play the piano without the help of the babysitter This had shown how independent she is and how in rhythm she could play the piano Child observation This essay will critically examine the role of a social worker to observe a child. This essay will also talk about the ethics and the anti-oppressive practices in relation to care of children. The child I observed was named S who was three and half years old from an Indian Family. She could only talk in English and her national language as those are the languages which were taught to her. This observation took place in one day where I was told to meet her at a friends place. I was a bit curious and yet excited as this was my first time where I had to observe a child. She did not even greet me as she was a very shy girl also she was in the middle of her school homework. She felt very intimidated and scared to say any word. The only thing that was concerning was that S was not aware that I was coming to observe her. Thus here, one of the elements of anti-oppressive practice is to make sure that peoples rights are not violated. All social workers need to put the childs needs first and how to respect their human rights, which is right to liberty and privacy of a family life (Dalrymple and Burke, 1995: 57). I was bit unsure where to start and how I should make it less awkward for her and me. I was anxious to know what S might be feeling inside as a stranger had come in the house. It was good know that her gross motor skills and fine motors skills were in place. She was able to pick a pencil and could write as well. She was able to understand the different key concepts in mathematics (additions and subtractions) as her mother was trying to explain to her using soft toys to demonstrate the concepts, which showed that her cognitive development was probably quite advanced for her age. To understand addition and subtraction the child must already have been able to count and understand the significance of number values. While this was happening, I was looking at her and somehow or the other she got distracted and a bit scared because she was thinking what will I do or what will I say to her. As soon as her mother told her that I was a friend of hers the child had a smile on her face. She was happy, jumping for joy and even understanding why I had come here. She was excited to see me. There was some support given to S by her mother that made me feel comfortable, however I was thinking if I had observed some kind of anti-discriminatory practice where the childs feelings had not been considered. Later during the day, S had said a word to her mum saying what is your friends name?. This suggests that she was curious about who I was and why I was there. The mother sweetly with a smile replied that his name is Mahir and he is a family friend of mine. She smiled and danced. She was so happy and the grin on her face made me smile as well. Crystal (2010) believes that there are five stages of childrens language acquisition and that questioning begins in stage two even though their vocabulary is still small. Chouinard (2007) considers that childrens questions are an important part of their cognitive development and indicated five important points: that their questions must aim at gaining information; that they must receive answers that aid their cognitive development; they must be motivated to ask questions to gain information; the questions must be relevant at that moment; responses must aid their understanding and add to their knowledge. Chouinard (2007) adds that if children rece ive an unsatisfactory answer, they will keep asking. After a small chat took place she had a pacifier in a mouth. She was hungry as well. Sigmund Freuds psychological theory states that children do go through five stages called: oral, anal, phallic, latent and genital stages. When she had her pacifier, she was going through her oral stage; also in addition to that this is a stage where the focus is more on the gratification of the mouth. It is also where the phallic stage takes place where there is a formation of superego and genitalia taking place in the child. Freud believed that a child could become fixated if any of these stages were not met (Parrish, 2010:59-62). He also said that a child could have three types of personality that could be ID, EGO and SUPEREGO which could become integrated during the stages (Berk, 2006). This helps to define the basic behaviour formation of an individual. Erik Eriksons theory is actually a step up from Freuds theory, but Erikson actually placed more importance on the psychosocial belief like a parent and siblings or even different cultural backgrounds than Freud did and less importance on the sexual urges to try to explain the childs performance. Eriksons emphasis on the ego adaptive of power was greater than the attention of ID (Parrish, 2010: 62-64). Also at this stage initiative vs. guilt occurs, which is stated by Erikson as being where the children assert themselves more frequently. They begin to plan activities, make games and initiate activities with other people. They can somewhat make decisions. If they receive any criticism or over- control by elders they do feel guilt and they do develop self-initiative as it is lacking in them (Walker and Karin Crawford 2014:31). A few minutes later, she was playing with shapes and she was able to define and tell which shapes they were. Yet, she had confusion between the shape of an oval and circle. She could not define between them and thus she was calling an oval a circle. Then her mother told her the correct thing by giving an example that a bangle is a circle in shape and a pear soap an oval. She then understood the difference between them. Then her mother told her to count the corners of a square and rectangle and she was exact with her answer. The doorbell rang and she had a babysitter who had come to teach her music and play games with her. She tried to call the babysitter by her name but she was unable to recall her name. As her babysitter was trying to give her hints she still was not able to guess her name. This went on for two to three minutes. She then said can I play the piano? The babysitter took the piano from the play room that she had. She was jumping with joy and said can I play Do Re Me?. Her babysitter was so impressed when she started playing the piano and she did so well by playing Do Re Me. She knew the exact tune and notes. This does show the different skills of the child and even how gross motor skills develop in them. Then the babysitter was playing and she was dancing away in one position as she was enjoying the beat of the piano. The babysitter told her to try and close the buttons of a shirt but she was not able to do so as she was not able to match the button with the correct hoop. It did give her a problem as she was not able to follow the instruction, which was simply that the baby sitter demonstrated for her how to close the buttons of the shirt. When she tried to do it again she did manage it finally. The mother and the baby sister clapped and cheered for her which led to a smile on her face. Then the mother gave S some food to eat. She was slightly able to pick up fruits and was able to eat them. As soon as the babysitter left she started to cry and I knew the attachment towards the babysitter was emotional but special so then she stayed for ten or fifteen minutes more, when she heard it she was happy. She does have the emotional touch towards the babysitter so then her mother said that she will be back tomorrow to come and see you again but she said no; she needs to stay. The attachment was strong and unbreakable. She heard a sound of a dog so we took her outside and she said the word dog. In reference to what Piaget said: For this child it was a pre-existing scheme as the child could assimilate the dog being a Labrador by seeing the breed of the dog. She was cheerful and kept pointing at the dog which gave me a smile on my face. The pre-operational stage takes place in the child which happens at Ss present age. This is the cognitive development that takes place in the child. It is the 2nd stage of Piagets theory of cognitive development. There is a phase where the child is ego centric which did show in Ss behaviour. She was decentring where she could not understand the meaning of why the world is a centre and they want to grab attention. They have all kinds of imagination which we cannot know. So the child did have such a kind of imagination which her mother and I were confused about because we could not understand what she was trying to say. Also she did look at the world from her own point of view which is called egocentrism (Parrish, 2010: 118). There is a good knowledge of knowing language that can help the social worker to know and help the child while they are talking. Ss language skills were good and she was able to say words like Mama or Papa. This shows how confident the child is. She was also able to depict and understand the difference when it came to colours, differentiating between black and grey or red and orange. In conclusion to my essay, I can say that this observation was fun and exciting. She was happy to see me after ages and she made me feel so comfortable that I was happy to see her. At the end of the session she had a smile on her face that made me also smile and I really enjoyed observing her. Knowing the different stages and applying the theory was really difficult but interesting to know. This really boosted my knowledge and confidence up. Thus in my essay I have said that anti oppressive practice is a important role for any social worker as to keep in mind that those who work with children need to keep the legislation of the child protection act and human rights in mind as they cannot be violated nor they can be effected in anyones life in any circumstance it is in. References Crystal. D., (2010) The Cambridge Encyclopaedia of Language Cambridge: Cambridge University Press Chouinard, M., (2007) Childrens questions: a mechanism for cognitive developmentMonographs of the Society for Research in Child Development. 2007;72(1) 113-26 Available at: https://www.ncbi.nlm.nih.gov/pubmed/17394580 Accessed: 26/02/2017

Book Review of Hear My Testimony Essay -- essays research papers

Book Review of â€Å"Hear My Testimony†   Ã‚  Ã‚  Ã‚  Ã‚  This is probably one of the most moving books I have ever read in my life. It is basically a narrative story of the life of an El Salvadorian women named: Maria Teresa Tula. Maria is a wonderful storyteller and the fact the she is describing her own real life experiences greatly add to the impact of the book.   Ã‚  Ã‚  Ã‚  Ã‚  Most of the chapters in the book are just her telling about her life. She was born a very poor and sickly child, growing up with her mother and grandmother, after her mother had left her abusive husband. This was only the beginning of a very rough and trying life that she would face. She went on to describe her childhood, how other Salvadorian women were treated and the Salvadorian way of viewing women. Raised as a strict Catholic, she was taught by her grandmother at a young age to â€Å"act like a proper young women.†   Ã‚  Ã‚  Ã‚  Ã‚  From there on she continues to talk about her adolescence where she quickly learned about the threat of physical abuse and molestation towards young girls. She did not continue with school pat the age of 9 and in her small job of working in the local market she was confronted with true and absolute poverty on a daily basis. She got pregnant at age 15. At 16 she had her first fist fight with her abusive physically brother. And at 17 met the father of her other future children. While with this man, Rafael Canales, she learned first hand the hardships of poor domestic life. She also learned to assert herself even towards her own husband.   Ã‚  Ã‚  Ã‚  Ã‚  In 1978, the year I was born, Maria Teresa joined a human rights group called CO-MADRES. (The Mothers and Relatives of Political Prisoners, Disappeared and Assassind of El Salvador) Due to her husband being jailed and severely tortured after a sugar mill strike she found herself unsuspectingly thrown into a political arena. It is her work with this organization that begins to completely consume her life and is the core of the entire book.   Ã‚  Ã‚  Ã‚  Ã‚  Once aligned with this organization Maria’s eyes are opened to the bigger picture of political oppression in her country. She, along with many other women of El Salvador, watch as hundreds of their men are unjustly jailed, tortured and disappeared. She was also a witness to the inhuman... ...e. After saying all this, it is hard for me to find a weakness. The only minor weakness that I could see would be that of intense emotion. The way that this book is written is such that it is truly soaked with emotion. This being a first hand account also added the level of intimacy one feels when reading this, and for some this may translate into uncomfortable feelings. It is also clear that Maria does express her own personal opinions, on her government, on her views of women’s roles in society, and especially on the American government. Maria does use the words â€Å"they† and â€Å"them† to describe Americans sometimes and some may feel that her generalizations are unfair, especially seeing as how she did receive support from sympathetic Americans while in the US. Some may also feel that she is overly critical and excessively faulting the US for the events in El Salvador, however all I could say to people who feel this way is; it would be very difficult to not f ind American policies and actions accountable for many unthinkable tragedies all over Latin America. Personally however, I do not feel that these small weaknesses in any way, take away from the strength of the book or her story.

Viscocity of Alkanes Essay examples -- Papers

Viscocity of Alkanes Introduction When dealing with fluid/mechanical systems, it is important to know what affects the rate of descent of an object through a liquid. There are many factors that affect the descent of an object through a liquid such as: 1) Temperature of the liquid 2) Mass* of object 3) Size/surface area of object 4 Viscosity of liquid 5) Angle of descent Temperature I would like to investigate the correlation between temperature and time of descent. Reading suggests that the colder the liquid the longer it will take for the object to reach the bottom. Mass*& Surface area/size Gravity accelerates at 9.81 ms-1 independent of mass. Hence increasing the mass will not affect the experiment of surface area. Thus using an object of various sizes it would be possible to investigate the proportionately of size on the descent of the object. Viscosity I feel it is important to investigate the affects of how a more viscous liquid would impede the progress of an object descending through a liquid. Therefore I have included this factor into my investigation. Angle of descent I would like to observe the affects of the object descending at an angle. Such at sediment in a bottle is there a way in which bottles should be stored that may hasten descent? Aim To investigate the rate of decent of an object falling through a liquid (simulated by a ball bearing) and investigate some of the factors that will affect this. Summary I have completed this investigation by using many simple experiments to reach a firm conclusion on the rate of decent of a ball beari... ...ment 2 this was also 40-60. Therefore I would be able to conclude with a third liquid that it may be possible that the liquid does not effect the point in which a ball bearing reaches its terminal velocity. However I can conclude that the size of the ball bearing and also the mass does not effect where it reaches its terminal velocity. As you already know, if two objects of the same size but with different masses are dropped from the same height they will descend and hit the ground at the same time. It is only air resistance that will affect the descent if the objects size is slightly different. I can relate this to my experiments in finding the terminal velocity of the ball bearings through the liquid, and therefore explain why the occurance happened with only a slight varience with the very large ball bearings.

Photovoltaic Rural Electrification Possibilities in Indonesia and the Philippines :: Persuasive Argumentative Papers

Photovoltaic Rural Electrification Possibilities in Indonesia and the Philippines With energy demands outpacing the growth in energy supply in rural areas of the developing world such as Indonesia and the Philippines, traditional electricity sources and structures will not be able to address many problems with current systems of rural electrification. Both Indonesia and the Philippines have large rural populations which are scattered over huge geographic distances that contribute in large part to the growing problem with conventional rural electrification. Indonesia is an archipelago whose 17,000 islands spread over 1.83 million km2, and 65% of the 194 million inhabitants live in rural areas (IEA2 165). Likewise the Philippines' archipelago includes more than 7100 islands scattered over 1,295,000 km2 of ocean, and 59% of the population live in rural areas (IEA2 203). At the growing rates of population, income, and energy demands in both countries, the current system and sources for rural electrification are likely to be extremely costly-economically, socially, and environmentally. Implementing photovoltaic electricity systems as pre-electrification in rural areas where satisfactory grid supplies are not likely to be available within the next 10-15 years and where it is technically suitable, affordable and the least-cost solution for the applications needed, can help alleviate burdens on the electricity sectors and allow for improvements in supplies while accomplishing energy objectives more effectively than the current system. In addition to the apparent gap between energy supplies and demands, the structure of the electricity sector, rural and urban consumption and supply disparities, below cost pricing, and environmental issues underscore the problems with burdensome conventional rural electrification programs. All of these factors indicate the need for alternative electricity sources in Indonesia and the Philippines. In these areas where income is also rising, photovoltaic systems may be ideal ways to address that need. I. The energy problem: demand and supply Energy consumption has been growing far more rapidly in developing countries in the past decade than in developed countries. The International Energy Agency estimates that by 2010 the current level of demand for energy in developing countries will more than double and will account for almost 40% of world energy demand, due to both population growth and economic growth (IEA1 3). The East Asian region of the world is particularly important in the evolution of world energy demand because of its rapid economic growth and since there has been a clear positive correlation between economic growth and energy demand growth.

Guiding Procedures for Response to Emergency Situations

GUIDING PROCEDURES TO RESPOND TO EMERGENCY SITUATIONS ON CONSTRUCTION PROJECTS By Maj  ® Muhammad Ijaz Student MS Disaster Management-2012 at NUST (MCE) Introduction Construction projects involve use of heavy machinery, execution of numerous work activities simultaneously. Working environment like in Pakistan where safety culture does not prevail results in increased vulnerability to accidents thus frequent emergency situations on construction projects. The author being a Project Manager on construction projects have experienced number of emergency situation involving loss of life of worker.The Safety Rules requires that the constructor shall establish Emergency Response Procedures for every project, Life Insurance of worker is also mandatory clause of the contract agreement in Pakistan but normally not implemented in letter and sprite. This article will be useful to assist constructors in developing Emergency Response Procedures. Detailed Emergency Plan helps to minimize the human suffering and economic losses that can result from emergencies. It should be understood that the size and complexity of projects, as well as their access and location, have a bearing on the degree of planning necessary for emergencies.It is therefore strongly recommended that the constructor ensure that a member of staff on site assist in developing the emergency response plan. The Planning Process Planning shall begin before any work commences on the project. Although there may be little time between the award of the contract and the start of the project, a good emergency response plan can be generic and, with some minor changes, can be easily adapted to specific sites and readily implemented.This is especially the case where a constructor specializes in similar types of projects. For meaningful Development of Response Plan following considerations should be kept in mind: 1) Identification and assessment of hazard 2) Assessment of resources 3) Mean of communication 4) Implementati on of the plan 5) Basic Principles 6) Sharing the Procedure 7) Post Emergency Consideration Each of these points is explained in the following sections. Identification and assessment of hazardThe process of hazard identification and assessment involves a thorough review that should include, but not be limited to, the following points: †¢ Transportation, materials handling, hoisting, equipment or product installation, temporary structures, material storage, start-up, and commissioning activities †¢ Environmental concerns †¢ Consultation with the client regarding potential hazards when working in or adjacent to operating facilities †¢ Resources such as material safety data sheets (MSDSs) to determine potential hazards from on-site materials. †¢ Proximity to traffic and public ways.Because construction sites are frequently fast-changing, the process of hazard assessment must be ongoing to accommodate the dynamic environment. Once hazards are identified, the nex t task is to assess the potential or risk involved in each. For each hazard identified, ask: †¢ What can go wrong? †¢ What are the consequences? For each potential hazard it is important to identify resources necessary for an appropriate emergency response. For most events in construction, a simple analysis based on the experience of the people involved on the project is likely sufficient.Assessment of resources It is important to identify which resources are available and have contingency plans in place to make up for any deficiencies. The most important resource on most projects will be a provincial rescue system like 1122. It is essential to verify that rescue system is in effect in the area. Most cities of Punjab have a 1122 system in place, but it is important to know the facilities or limitations available in that location. Is a high-reach rescue team available? What is the response time? What must site personnel do in the meantime?Other on-site resources such as fir e extinguishers, spills containment equipment, and first aid kits must be maintained and clearly identified. Construction equipment may be included among potential emergency resources. Personnel, especially on-site medical staff or workers trained in first aid, should be included in the plan. There may be situations where outside resources are so far away that an adequate response is not possible. In these situations, resources may have to be obtained and kept on site. Examples would include fire protection or ambulance/medical resources in remote areas.Whatever the situation may be, people, equipment, facilities, and materials are needed for emergency response. Where they will come from must be determined in advance. Moreover, the people supplying these resources must be made aware of their role in the plan. Mean of communication An important key to effective emergency response is a communications system that can relay accurate information quickly. To do this, reliable communicatio ns equipment must be used, procedures developed, and personnel trained. It is a good idea to have a backup system in place, in case the ystem is rendered useless by the emergency. For example, telephone lines may be cut. The type and location of emergency communication systems must be posted on the project. This will include location of telephones, a list of site personnel with cellular phones or two-way radios, and any other equipment available. Emergency phone numbers and the site address/location should be posted beside all site phones. On large sites, the location of emergency phones must be clearly marked. The poster like Emergency Response can be used to record this and other information.A communication system must be made up of strategically placed equipment and properly defined responsibilities. The emergency response plan posted in a conspicuous place on the project must identify the designated equipment and the people to operate it. Implementation of the plan The task of a dministering and organizing the plan is vital to its effectiveness. The person who has this task will normally be the person in charge of the emergency response operation or may be assigned to Quality Control Manager (QCM).It is their task to ensure that everyone clearly understands their roles and responsibilities within the emergency response plan (a chart may be helpful in this regard), that emergency resources, whether people or equipment, are kept at adequate levels in step with the progress of the project. It is very important to review the emergency plan on a regular basis and especially after an emergency has occurred. Changes may be necessary where deficiencies became apparent as the plan went into operation. Basic Principles An emergency can be reported from any source i. e. orker on site, an outside agency, or the public. Remember that circumstances may change during the course of an emergency. Any procedures you develop must be able to respond to the ongoing situation. T he following list covers basic actions to take in an emergency. These steps apply to almost any emergency and should be followed in sequence. †¢ Stay calm. †¢ Assess the situation. †¢ Take command. †¢ Provide protection. †¢ Aid and manage. †¢ Maintain contacts. †¢ Guide emergency services. Stay calm – Your example can influence others and thereby aid the emergency response.Assess the situation – Determine what happened and what the emergency is. Look at the big picture. What has happened to whom and what will continue to happen if no action is taken? Try to identify the cause that must be controlled to eliminate immediate, ongoing, or further danger. Take command – The most senior person on the scene should take charge and call, or delegate someone to call, emergency services and explain the situation. Assign tasks for controlling the emergency. This action also helps to maintain order and prevent panic.Provide protection †“ Eliminate further losses and safeguard the area. Control the energy source causing the emergency. Protect victims, equipment, materials, environment, and accident scene from continuing damage or further hazards. Divert traffic, suppress fire, prevent objects from falling, shut down equipment or utilities, and take other necessary measures. Preserve the accident scene; only disturb what is essential to maintain life or relieve human suffering and prevent immediate or further losses. Aid and manage – Provide first aid or help those already doing so. Manage personnel at the scene.Organize the workforce for both a headcount and emergency assignments. Direct all workers to a safe location or command post. This makes it easier to identify the missing, control panic, and assign people to emergency duties. Dispatch personnel to guide emergency services on arrival. Maintain contact – Keep emergency services informed of situation. Contact utilities such as SNGPL, SSGPL, Elec tric Supply etc. where required. Alert management and keep them informed. Exercise increasing control over the emergency until immediate hazards are controlled or eliminated and causes can be identified.Guide Emergency Services – Meet services on site. Lead them to emergency scene. Explain ongoing and potential hazards and cause(s), if known. Sharing the Procedure To be effective, an Emergency Response Procedure must be clearly communicated to all site personnel. The following activities should be considered: †¢ Share the procedure with new site subcontractors and new workers to ensure that it covers their activities adequately. †¢ Share the procedure with suppliers to ensure that it covers any hazards that the storage or delivery of their materials might create. Share new work areas in operating plants with owner/client to ensure that new hazards are identified and covered in the procedure. †¢ Share the procedure with the Joint Health and Safety Committee or H ealth and Safety Representative on a regular basis to address new hazards or significant changes in site conditions. †¢ Place the procedure in a conspicuous location. The Emergency Response Procedure for a construction project must continually undergo review and revision to meet changing conditions. Post Emergency ConsiderationThe recovery process, or what happens after the emergency response has been completed, is a critical step in the plan. Many emergency tasks may be handled by people who are not accustomed to dealing with emergencies. People may have seen their work partners and friends badly injured and suffering great pain. Once the emergency is over, the attitude should not be â€Å"Okay, let’s get back to work† or â€Å"Let’s go home. † Some of the people involved may need assistance in order to recover. In some cases professional counselling may be needed.As part of site emergency planning, construction companies should have measures in pla ce to deal with post-traumatic stress. Local hospitals, ambulance services, and medical practitioners may be able to help. Debriefing is necessary to review how well the plan worked in the emergency and to correct any deficiencies that were identified. Debriefing is critical to the success of future emergency response planning. Conclusion Slow response, lack of resources, or the absence of trained personnel will lead to chaos in an emergency.To minimize human suffering and financial losses, all personnel must know their responsibilities under the emergency response plan. Remember – planning for emergencies should include the following points: 1) hazard identification/assessment 2) emergency resources 3) communication systems 4) administration of the plan 5) emergency response procedure 6) communication of the procedure 7) debriefing and post-traumatic stress procedure. The plan should be used to set emergency procedures, implement and communicate the procedures, and ensure th at any required training has been completed.The plan should also be evaluated regularly to ensure that it conforms to current operations and conditions. In any Emergency Response Procedure, the following steps are basic and essential: †¢ Stay calm. †¢ Assess the situation. †¢ Take command. †¢ Provide protection. †¢ Aid and manage. †¢ Maintain contact. †¢ Guide emergency services. Reader must keep in mind that these are generalized guidelines/procedure and not itself an Emergency Response Plan. The plan should be formulated keeping the specific conditions of the project in mind.Though these guideline/procedures are prepared for the professional involved in construction project, however these may serve as useful basis for Emergency Managers working in related sectors like manufacturing plants, quarry sites etc. References Write a manuscript (term-paper) on any article related to disaster response and recovery. Last date of submission is  31 March 2 012. But please must take into an account the following points, while writing the article. –  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  The term-paper is an important part of the academic. –  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  The article must be in the lines of the course/subject parameter, i. . , â€Å"Disaster Response and Recovery† –  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  The article must be of 7-10 pages. Please don’t expand it by giving unnecessary discussion, be brief and to the point. –  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  The article must be supported by at least 12 references at the end of the manuscript which should be arranged in alphabetic order, according to the given style;   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  For Journal Articles; Name of authors, (year), â€Å"Title of the article/paper†, Journal, volume, page, ISSN For Book/Thesis Articles; Name of authors, (year), â€Å"Title of the book/thesis†, (Publishers) For Conference Proceedings;Name of authors, (year with month), â€Å"Title of the article/paper† (Conference theme) For Web-page Articles; (Complete site detail, with date and time) For citation, please follow the given instructions; For one author,   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   (Ali, 2012)   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   For two authors,  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   (Ali and Usman, 2012)   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   For three or more,  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   (Ali et al. 2012) O  Very important point:  Ã‚  Ã‚   The â€Å"Similarity Index† (plagiarism check) must  not exceed 15%. In case of more than 15% the article will be rejected and ZERO marks will be award for this activity. Good luck, wish you all the best ARSHAD

Human Resources Specialist

Human Resources Manager in retaining its talents. T Company is a public utility firm which obtain 2,300 employees. The overall turnover rate In T Company is 5%; however, it is found that most of the leavers are from Customer Service Hotlist Department (â€Å"CASH†) which Its own turnover rate is 30% and 20% In 2010 and in 2009 respectively. Among the total number of leave within the hotlist department (33 employees out of 110 employees) 80% of the leavers were Generation Y.Since customer service is crucial for the success of T Company in terms of its profit and brand image, especially among the hotlist department which has a rack record in delivering trustworthy and outstanding services to the customers and distinguishing itself from its competitors, high turnover rate will definitely threatening the competitive edge of T Company. The Job responsibilities of a customer service officer is diverse and requiring lots of skills set, e. G. DOD communication and interpersonal skills , customer service skills, computer skills and product knowledge, thus it is reflected that the Job nature is generally stressful. Not only handling customer's enquiries on telephone, they have to handle complaints, help customer to register new user account and even selling reduces through phone call. More remarkably, they have to possess sufficient product knowledge and knowledge in handling of emergency cases e. G. Suspect of gas leakage, due to damage of the products. Heavy workload and stressful job nature may be one of the underlying cause of high turnover 2.Purpose of the Study The mall purpose of the study Is to examine the reason for high turnover rate In Generation Y group In the hotlist department In T Company. And base on the research findings, to advise possible solutions for the human resources manager to retain its employees, so as to uphold the service pledge in T Company for improving TTS organizational performance. 3. Importance of Problem I remover study Is regard as gallants In Don camel Ana managerial perspective. High turnover rate was detrimental in several aspects to the company e. G. Economic, staff morale, loss of intellectual asset, etc.Economically, it will increase the training and recruitment cost, while inadequate manpower brought about failure in meeting service standard, potential loss of business opportunities, which as a result decrease gross profit of the company. Besides, turnover may also bring about intangible negative impact, like, staff morale, customer service corruption, burnout/absenteeism among remaining employees, and the loss of institutional knowledge among experienced employees. (Mathis 2006) However, turnover could be beneficial to a company, which we regard it as functional turnover.For instance, when a weak performer is substituted by a more productive employee and when a senior retirement allows the promotion or acquisition of welcome ‘fresh blood' who may bring about synergies and new insights to the company. Yet, for the case of T Company, as supported by the figure of declining service standard and inadequate manpower bought by turnover, it is significant to advise Seibel retention method to the manager to tackle the problem of dysfunction turnover. Meanwhile, it is academically important, since lots of scholars had been doing research in finding out underlying causes of turnover.We may take this chance to understand and apply what we have read and learn from existing turnover model to real case. 4. Scope of the Review This research study enables the researchers to understand and analyze various reasons for turnover in the organization. This report provides enough scope to know about the characteristics of Generation Y people. It also facilitates to understand the activities and performances of the Generation Y employees in the organization. Various theories and models related to the turnover have been explained which will enhance the researcher's knowledge about the subject.T he research method has been properly designed to analyze the overall cause, outcome and steps of the organization to control it. This research study enables the researchers to gain knowledge about the research methods which may be beneficial in future research work. 5. Literature Review Researches done be scholars related to of turnover are reviewed in this part. For instance, the study of Generation Y turnover, Organizational Commitment and Job satisfaction which relate with employee turnover. I remover Introduction Turnover occurs due to the decisions of both company and the employer.The reallocation of Job is due to devastation and creation of Jobs across industries. The creation and devastation of Job rates as a directory of labor market have been used by â€Å"Organization for Economic Corporation and Development†. In a well-organized economy Job reallocation is highly important because it is related to the career of the individuals. An employee, who has been displaced a fter long term, suffers a lot from getting a Job or a permanent earning (Lane, 2000). Organization make different management decisions in setting an employment contract because there are different costs associated with hiring and firing employees.Various costs are associated with hiring process. These costs generally differ depending on the type of employee and the nature of the production processes. Turnover rate has been raised widely with the economy as the turnover is high in service sector than manufacturing sector. The attachment level of the Job is pended on various types of employees. Thus, the ‘quit level' also varies considerably. Turnover is also termed as the combined decision taken by the employee and the employer or the firm. Consequently, less educated employees who are engaged in Job have high turnover with comparatively less working experiences (Lane, 2000).The extent of turnover is determined in two ways. First is the employee based survey and the second is t he employer based survey. Employee based survey denotes the number of Jobs a employee have had within a definite time period. Employer based revere is the records of administration to examine the number of employees who has left or need to be hired. According to â€Å"Survey of Income and Program Participation† data, it has been estimated that average monthly turnover rate in 1991, in US was 7. 1%. Turnover rate varies depending on the age, sex, industry and skill.Manufacturing organization faces lower turnover rate than the service industry. A new firm may also experience high turnover due to low wages to the employees (Aerospace, 1997). According to Burblers, until 2006 over 1. 2 million cashier Jobs was available, but out of only 1 Job was available and others were turnover. On the other hand, out of 6. 5 million Jobs opening as low skilled work, only 1 million were new Jobs (Lane, 2000). Turnover varies according to the level of industry. The rate of turnover is highest i n retail and construction industry whereas lowest in manufacturing, administration, real estate along with finance.In retail and professional services out of 5 Jobs, 1 Job is available and the rest is employee based turnover. For new and small organization turnover rate is high. On the other hand, rate is low for large and older employers. Thus, differences of employers results in significant proposition for the employment of low income employees. High turnover firms have numbers of Job openings than low turnover firms (Lane, 2000). I en rate AT turnover Is comparatively enlarger In young employees tan ten 010 ones. Adult men with education only from high school changes Job frequently at a level of 40% higher than the college educated one.In 1997, Henry S. Barber stated that former mobility is a good forecaster of leaving the new Job. In 1996, one out of four employees with high school education lasted in a Job for less than a year after having Ewing compared with six numbers of col lege educated employees. The forecasted term period of Job is a vital determinant of decisions in training (Faber, 1997). Turnover Rate and Vacancy Rate of Hong Kong According to the First Quarter 2010 Survey of Manpower Statistics from Hong Kong Institute of Human Resource Management (â€Å"HOKIER), the turnover rate for the first quarter of 2010 was 2. 54%, 0. 5 percentage point higher than the fourth quarter of 2009 which was 2. 29%. Compared with the same period in 2009, it can be analyzed that the turnover rate is 0. 98 percentage point higher. Consequences of Turnover The highest turnover of Job in firm has no direct influence on the survival of the firm. When the turnover rate is high the employers are more likely feel the consequence of such a scenario. It can be examined that as the turnover rate of firm is high, there are less expectation to invest in training and human capital. There is less employees to transfer the specific knowledge of firm and offer fewer fringe bene fits.The change in Job leads to the suffering of the unskilled employees for a longer time. The less earning also makes them to suffer unemployment. The loss of work time embodied with lost skills result in unemployment. For skilled employees it leads to a reduction of skills pushing previously high-wage employees into the low-wage unskilled group. As the cause of the turnover is Job loss, employees have less chance of employment, advanced prospects of part-time work and lower earnings. These costs are higher for the least-educated employees. The earning which is lost from the dislocation is rather large and determined.After the several years of dislocation the estimation ranges from 10 to 25 percent. The results on the growth of wage along with the wage levels are of vital significance. Another outcome of higher turnover probability is reduced training, which may bring in flatter earnings. Thus, it has been observed that new Jobs have less benefit such as fringe benefits and other health insurances (Lane, 2000). The rate of high turnover is found where there is less unemployment and also in the place where people can be secured from the alternative employment.It has been found that the turnover rate is highest among service industry. The rates of turnover have lessened in the previous couple of years in demanding economic situation (CHIP, 2010). Theories and Concepts What is Motivation? Motivation is a reason for doing something and motivation is concerned with the factors that influence people to behave in certain ways (Armstrong 2007). Arnold et al (III cleat In Armstrong ) suggested tense components motivation . Nines are Direction – What a person is trying to do; Effort – how hard a person is trying; and Persistence – how long a person keeps on trying.With vast amounts of research and theories on motivation, it is often difficult to define a universally accepted definition. However, what is widely established is that motivational theo ries are concerned with he way people behave in a certain way, with a basic underlying question of â€Å"why do people do what they do? † In general terms, motivation can be described as † the direction and persistence of action† (Mulling, 2005). Intrinsic Vs. Extrinsic Herbert suggested that there are two different sets of factors affecting motivation and work, which he identified as ‘hygiene' and ‘motivator' factors.Hygiene factors included status, salary, environment, Job security and policy, and related to Job context. They are mainly concerned with Job environment and are extrinsic to the Job itself (Mullions 2005). These factors do not necessary give positive satisfaction but dissatisfaction would be predominant if they were absent. On the other hand, motivator factors – which are separate from hygiene factors – are related to the content of the work itself and these include being challenged, receiving recognition, gaining responsib ility, achievements and many other intrinsic aspects of the Job role.Mullions (2005) comments: † The strength of these factors will affect feelings of satisfaction or no satisfaction, but not dissatisfaction. † Herrings theory is more directed and applicable to the workplace and provides a better understanding of titivation factors when compared to Mascots Hierarchy of Needs Theory. However, Herrings theory has also been criticized for its application. Its critics claim that this model applies to people with largely unskilled Jobs or those with a less challenging and repetitive role, and lack of context.Also, different situations will affect one's motivational and hygiene factors. Broom 1964 Expectancy Model Expectancy theory aims to explain and predict individual behaviors in motivation. The theory explains how individuals assess the probable outcomes of behaviors and place values on these outcomes. Broom's model is based on three key variables: valence (the attractiven ess of, or preference for, a particular outcome), instrumentality (the perceived probability that behavior will lead to a reward) and expectancy (the perceived probability that effort will result in obtaining the reward) (Mullions, 2005).It is also about expectations and the possible dangers of misconception and misjudgment in anticipation for a reward that does not get delivered for the performance and effort made, which can cause dissatisfaction. Mullions (2005) also suggests that this theory goes beyond feelings of satisfaction individual gains when the task is completed buy the feeling of anticipation in gaining satisfaction. Expectancy theory further assumes that behavior is rational, and that we are conscious of our motives.This model offers to explain why people leave; if individuals feel that their effort is not awarded or reflected in some reward as they expected to receive then they will feel dissatisfied and denominated and therefore consider leaving. Subsequently, it is important for organizations to manage Analgesia's expectation Ana Tanat positive Demeanor Is acknowledge w ten n re It Is non- financial or financial. Managing expectations – Psychological Contract The psychological contract goes beyond any motivation theory and suggests a possible explanation of a more long term theory of why employee may choose to stay or leave an organization.Professor David Guest defined the psychological contract as â€Å"the perceptions of the two parties – employee and employer – of what their mutual obligations are towards each other† (CHIP, 2008) Arnold et al (2005) further identify that the psychological contract is â€Å"an individual employee's beliefs about the right and obligations of both sides in the employment relationship. † These obligations mess as promises or expectations can be vague. However, Mullions (2005) offers possible expectations that employees may have of the organization.These include providing a saf e and hygienic working environment, Job security, respect, provisions of challenging and satisfying Jobs, training and development, and rewarding all employee fairly according to their contributions and performance. These expectations are somewhat similar to Herrings two factor theory. As the psychological contract is a reciprocal â€Å"agreement†, employers will expect employees to work hard, sustain company reputation, show loyalty to the organization, be legible and be honest (CHIP 2008).Mullions (2005) further proposes that employer will expect employees to adhere to the rules, policies and procedure of the organization and maintain amicable relationship with colleagues. When the psychological contract is positive, employee commitment and satisfaction will increase thus having a positive impact on individual performance (Armstrong 2007). Similar to motivation, the psychological contract may also reveal denominating factors. When the psychological contract is breached I. E . Here employees believe that the organization have broken promises or failed to deliver on their expectations, employees will show clear signs of dissatisfaction, thus have a negative effect on Job satisfaction and commitment. It is unlikely that all expectation of the employee or of the employer will be met fully by employer must at least attempt to fulfill some expectations, otherwise employees may seek an alternative psychological contract with another organization. Organizational Commitment Theory Organizational commitment is playing a vital role in the study of organizational behavior.There is a great relationship between the organizational commitment along with behavior and attitude in the workplace of the organization. According to Bateman and Stresses, â€Å"organizational commitment is multidimensional in nature involving an employee's loyalty to the organization, willingness to exert effort on behalf of the organization, degree of goal and value congruency with the organ ization, and desire to maintain membership† (San Francisco State University, n. D. ). The empirical research study has shown that organizational commitment is an Important Interpreter AT turnover.According to Dalton, lord Ana Crankiest In 1 there were two types of turnover, which are dysfunctional turnover and functional turnover. From the viewpoint of organization, dysfunctional turnover takes place when an employee willing to quit the Job and there is positive evaluation to organization. Functional turnover occurs when an employee leaves Job on their own discretion but there is negative organization's evaluation of the employee (Blab & Bola, 1987). Price-Mueller Model, the model of voluntary and involuntary turnover has been described.Involuntary turnover generally takes place where the employee has no choice in their termination, such as long term sickness, death, or employer-initiated termination. Voluntary turnover occurs by the willingness of the employees. According to the opinion of Price, economic model also can explain the reason of turnover. The economists have proposed that the maximum sum of monetary income as a determinant has led to less turnover. Increase money may decrease turnover by increasing the Job satisfaction of the employees (Griffith & Homo, 2010). This model is illustrated along with a diagram provided below.The four exogenous variables in this model are: primary group, pay, communication and centralization. Pay is considered as a monetary income of the employees. It cannot be an important determinant unless it is valuable to the employees. The second is the participation in a primary group. Communication means transfer of information within organization. Centralization is the distribution of power within an organization (Griffith & Horn, 2010). Pay is generally important for the employees and is highly prioritize. High centralization leads to high turnover.The two variables of this model are Job satisfaction and opportunity. B oth of these variables have a different impact on turnover. Job satisfaction has positive impact towards organization. Opportunity refers to number of Jobs in the organization (Griffith & Homo, 2010). The exogenous variable can affect the Job satisfaction and dissatisfaction of employee. When the number of Jobs are increase in the market, there is an positive impact of turnover. The factor of opportunity also possess an effect on turnover. When there is plenty of Job in the market, it has positive impact in turnover intention (Griffith & Homo, 2010).High Turnover Rate of Generation Y People in workplace Generation Y is a group of individuals who have been born between the year 1982- 2000 (Cringle, n. D. ). Generation Y are different from other groups of people. Generation Y people are usually influenced by pragmatism and peers (Cringle, n. . ). This group of people desire for the relations beyond friendship and want understanding along with respectful community. This generation grou p also wants guidance in the form of a navigator (Cringle, n. D. ). This generation people work for living but they do not survive for work.Their communication style is also different from other generations of people. Generation Y people are advanced technology and are access to all the sophisticated technology (Cringle, n. D. ). I en companies nave Take tremendous generalness In order to attract Ana retain Generation Y people. This group of people has a shorter time period in the organization which lasts from 2-5 years (Sandusky & Freer-Reed, 2009). As a result companies bear losses from the huge turnover of this generation. Generation Y are fast and they enjoy challenging and they desire to have innovative style in their Job. They need quick promotion.Thus, if they get bored of the Job, they will quit the Job (Sandusky & Freer-Reed, 2009). They are not loyal to their employers, but they are loyal to their peers and managers (Sandusky & Freer-Reed, 2009). They may leave the over bu rden Job in order to maintain their personal and professional life. Generation Y people want freedom in the workplace. The latest technological equipments in the workplace can fulfill their desires. Apart from advanced technology, they are interested in the companies where can inspire them to grow and provide them with technological resources for self development (Sandusky & Freer-Reed, 2009).Before they get hired by the company they want to know their Job responsibilities and career path. According to KEY Group research team in 2008, 1020 respondents of Gene Y have provided prior preference to the health benefits provided in the organization. This benefit is followed by salary, work-life balance and rumination prospects (Sandusky & Freer-Reed, 2009). They prefer performance appraisal frequently because they want to know their work feedback and want to make correction if required. This will help them to make improvement rapidly (Sandusky & Freer-Reed, 2009).Generation Y people are f riendly in nature and provide preference to maintain relationship within the organization. They build both social and professional relationship with peers (Robert Half International, 2008). 6. Qualitative Methodology: Reasons of Choosing Qualitative Research and Data Source Qualitative research methodology is a descriptive research process. This type of research method produces in depth interview and collects broad information regarding the subject. The information includes broad understanding of the whole situation. This kind of research method helps the investigator to collect the total picture of the research.The detailed information related to the research are collected which enables the researchers to analyze the problem in detail related to the findings (Key, 1997). Qualitative research helps to build new theories and search for new research areas. This method enables the researchers to deal with valuable questions that are squired in the research process (Oklahoma State Unive rsity, 2011). Qualitative research work also prefers open-ended questions than close-ended questions as it describes the details of the questions to be asked to the respondents.The broad concept of information can be collected from the respondents. In this research work qualitative research process has catered importance as it will enable the researchers to recognize and examine the details of the problems and issues related to ten project work. I en qualitative research work provokes Drama concept and knowledge about the research topics. The sources selected for the research work are the former employees, current employees, supervisors and the Human Resources Manager of T Company. The demography details have also been collected but these are kept confidential.Besides questionnaires and interviews, data is also be collected from the organizational chart of T Company which turnover figure and number of vacancy are highlighted. From this point, turnover of employees in the Hotlist Dep artment can be analyzed. 7. Rationale Used For Selecting the Sources to Analyze For analyzing the overall causes and outcomes of high turnover rate among Generation Y employees in T Company, rationale has been selected by the company. The former employees have been chosen to analyze their reasons for leaving.The contact details of former employees are provided by the Human Resources Department. The opinions of current Generation Y employees have been taken into consideration in order to understand their expectation and the turnover intention of the employees. The main reason for turnover in this period was due to uncompetitive benefits and lack of career development opportunities. Therefore, the company is failed to meet the requirement of their employees. Supervisors are selected to understand the reason of high turnover rate among the Generation Y employees in their point of views.They are analyzed to examine the causes and outcomes of high turnover. Human Resource Manager has bee n interviewed to understand the retention strategies of T Company. 8. Data Collection Procedures Qualitative data collection procedure plays a significant role in providing information for understanding the process behind observed result. It also assesses changes in the perception of people. However, the data collection process used in the qualitative search method is time consuming and act as a constraint to the research paper (University of Wisconsin-AAU Claire, 2005).In order to collect data for high turnover rate in T Company, four rationales had been chosen from the company. Five numbers of former employees had been chosen, thirty current employees, three supervisors and one Human Resources Manager were selected as respondents. Separate questionnaire consisting of five questions had been provided to current employees. In the questionnaire, demographic information consisting of age, gender, marital status; education level and tenure were collected from each of them through e-mai l. Data collected from former employees by phone interview.While for supervisors and Human Resources Manager, the data is collected by face-to-face interview. The questionnaires are nana over to can Dormer Ana present employee, supervisors Ana Human Resources Department through e-mail. The response of the employees, supervisors and Human Resources Manager are observed properly through which various information of the company. 9. Data Analysis Qualitative data analysis is a simple process. The analysis was commenced after collecting all the data from former employees, current employees, supervisors andHuman Resources Manager. Observation The information can be collected through observing members of the company and from the organizational chart in which the annual turnover rate has been mentioned. It has been observed that the company is facing a problem of high turnover rate of Generation Y employees from the last few years. Human Resources Department is implementing various strategi es in order to retain employees. For example, training programs are conducted in order to upgrade their communication skills as well as providing growth opportunities to them.

Outline and assess Essay

The view that ethnic inequalities in educational achievement are caused by teachers and processes within school is a complex argument. Within school there is a clear pattern which demonstrates that the white population perform much better than the ethnic minorities which are doing worse, there are clear and concise figures from the Office for National Statistics, 47% of White British Males achieve 5 or more A- C at GCSE in comparison to 39% of Pakistani Male. There are studies which show that ethnic inequalities at school influence educational achievement, for instance; sociologist Wright (1992) study shows that teacher racism is still existent in schools. On the other hand, if this was the case that ethnic inequalities produced in schools, cause a failure in educational achievement then why is it that Chinese (69% of boys) and Indian (61% of boys) are significantly outperforming the white population (47% of boys). See more: essay apa format Therefore, this does not mean that ethnic inequalities are caused at school and that there could be cultural explanations at home which influence the failure of educational achievement, e. g. in Afro-Caribbean culture there is a high rate of male desertion which creates a barrier for education. In this essay I will outline whether processes within school i. e. ethnic inequalities influence the failure of educational achievement or would be the factors at home which influence this. There is much evidence which supports the view that ethnic inequalities in educational achievement are caused by teachers, as mentioned the study by Wright (1992). He had acknowledged that teachers had held racist labels for students of an Asian background, as they believed that Asian students had a poor knowledge of the English language which had meant that when during classroom discussions they would be left out due to this disadvantage or whilst discussion are taking place they would be spoken to in more simpler terms for them to understand. This shows how they haven’t been given an equal opportunity to join in rather they were just left out because of their disadvantage, this process makes them feel not part of the classroom therefore could also produce sub-cultures which is the most likely outcome. Interactionists study how teacher’s labelling has an influence on pupils educational achievement and how the label from different ethnic groups causes ethnic inequalities amongst the pupils. The main ethnicities which were affected by racial labelling were the Black and Asian pupils. Wright’s study also showed that Asian girls were seen as discreet and submissive this stereotyped them into being ‘invisible’ in class. Afro-Caribbeans were seen as both with behavioural problems and of low academic potential, resulting into conflicts with teachers. To contradict the view that Asians are predominantly racially abused, sociologist Fuller’s studies (1984) found that the teacher’s labels were a way of motivation for them. The labels which were given already by teachers as to becoming failures, made students more and more determined to achieve success and especially to prove the teacher wrong that they can be successful. This would be the case for students of a Chinese and Indian heritage; 70% of Chinese boys were achieving 5 or more A* – C grades at GCSE and 61% of Indian boys were to, in contrast to just 47% of White British Boys (Office for National Statistics). This shows that even ethnic minorities were achieving substantially higher than students of a British background, this challenges the Interactionists perspective as it shows that ethnic inequalities can be a good source of competitiveness and that it does not have to cause a failure in regards to educational achievement. However, there are further suggestions from sociologist Mirza’s study (1992)which supports the view that ethnic inequalities within educational achievement are caused by teachers and the processes within school themselves. Her study ‘Failed Strategies for Avoiding Racism’ outlines how some students are not able to develop strategies which help to cope with ethnic inequalities such as when they are faced with teacher racism and teacher labelling. Her study found that when black pupils were discussing careers and plans for further education they had ‘cooled down’; this shows how sub-standard they are viewed as they didn’t help them by providing guidance instead they casually just listened. She identified that there were three types of teacher racism; the first one being that they were ‘colour blind’: this meant that teachers views of all the pupils were equal however during practise they allowed racism to go unchallenged, this was passive racism. The second type was the ‘liberal chauvinists’ they had views of Black pupils being less privileged in terms of culture, which had led them to have low-expectations of their academic ability. Lastly, the ‘overt racists’: teachers would classify black pupils as ‘second class’ they were less superior and were discriminated actively. Also in 2007 a published report by Channel 4, they had uncovered the level of degree of racist attacks at schools, they had access to these rights via the Freedom of Information Act. The report had showed that over the past years there had been a substantial rise in the number of racial attacks a staggering 100,000 occurrences had been documented, this shows how racial attacks are still in Contemporary Britain and that they are still rising in today’s world. Nothing has been done to stop these incidents from happening and they are still going unnoticed. This view is also argued by Mirza, she believes that this is still a significant problem and that these figures are an underestimation of the problem itself. If this problem is not stopped this could further lead to a barrage of bullying as well as they are likely to underperform in their education. As well as this, the influence which teacher labelling has on pupils when they try to cope with teacher racism reinforces subcultures within the school. This is the case especially for Afro-Caribbean students as there are numerous studies which emphasise this point, one of the most significant studies from Gillbourn and Youdell’s (2000) study ‘Rationing Education’, the study showed that teachers were quick and hasty when it came to disciplining Black pupils which had shown bad behaviour and when it came to the other ethnicities whom had a similar behaviour were more lenient. This would be because teachers had held ‘racialised expectations’, as such teachers misinterpret behaviour and see Black pupils as anti-authority. This inturn creates conflict between teachers and pupils which reinforce stereotypes and leads to further problems. On the other hand, there are several, external reasons for why there are ethnic inequalities in education. One of the main ones would be language; foreign students would experience obvious difficulties when learning because English is not their first language. They would have difficulty interacting with other students as well as the teacher having the English language not their usual language; this would be the case for black British students as they are perceived as having non-standard English. Sociologist Mac an Gail (1988) supports this view, as he states that speakers of black British English may be labelled as less intelligent because of the form of language they use. As a consequence of this students may feel prejudiced against and actually use their language to ‘resist’ schooling. Lastly, in support of the statement there is further evidence from Sociologist Tony Sewell he had conducted an observation at a boy’s secondary school. Sewell (1998) observed the different approaches Black boys use when they cope with racism. He outlined that there were four main responses to teacher racism; the first response was the conforming type, this was suggested as there was clear evidence which had shown that majority of black pupils accepted the values of the school and they were keen to be successful. Next was the rebellious type, this was the most influential group but was still a minority; this subculture rejected the values of the school and opposed the school by joining a peer group. These reinforced the negative stereotypes of ‘Black Machismo’. Thereafter, the retreatists who were a small minority which were secluded and disengaged from peer group subcultures and the school. Lastly the innovators, they were the second largest subculture who was both pro-education as well as anti-school. They distanced themselves from ‘Conformists’ enough to keep credibility with the ‘Rebels’ whilst valuing education success. From Sewell’s conclusion it was clear that teachers had held a stereotype of ‘Black Machismo’ – seeing Black pupils as rebellious and anti-authority. To conclude from this, I do agree with the statement that ethnic inequalities in educational achievement are caused by teachers and the process within school however to some level degree. There is much evidence which supports this view as sociologist Mirza and Sewell have similar arguments which support the statement as teacher racism and labelling is very influential in terms of educational achievement. If students feel undermined by education because of labelling they would conform to being a ‘failure’ as because of their teacher’s expectations. However, it is fair to say that it could also work the other way and motivate students to become better and prove their teacher that they have the capability for success (being the case for Chinese and Indian students). There are also factors such as culture and language which have an influence and also can reproduce ethnic inequalities in educational achievement.