George Washington Carver Essays (1084 words) - Crops,

George Washington Carver 'It is not the style of clothes one wears, neither the kind of automobile one drives, nor the amount of money one has in the bank, that counts. These mean nothing. It is simply service that measures success.'--George Washington Carver. George Washington Carver paved the way for agriculturists to come. He always went for the best throughout his whole life. He didn't just keep the best for himself; he gave it away freely for the benefit of mankind. Not only did he achieve his goal as the world's greatest agriculturist, but also he achieved the equality and respect of all. George Washington Carver was born near Diamond Grove, Missouri in 1864. He was born on a farm owned by Moses and Susan Carver. He was born a sick, weak baby and was unable to work on the farm. His weak condition started when a raiding party kidnapped him with his mom. He was returned to the Carver's farm with whooping cough. His mother had disappeared and the identity of his father was unknown, so the Carver's were l eft to care for him and his brother James. Here on the farm is where George first fell in love with plants and Mother Nature. He had his own little garden in the nearby woods where he would talk to the plants. He soon earned the nickname, The Plant Doctor, and was producing his own medicines right on the farm. George's formal education started when he was twelve. He had, however, tried to get into schools in the past but was denied on the basis of race. No black school was available locally so he was forced to move. He said Good-bye to his adopted parents, Susan and Moses, and headed to Newton County in southwest Missouri. Here is where the path of his education began. He studied in a one-room schoolhouse and worked on a farm to pay for it. He ended up, shortly after, moving with another family to Fort Scott in Kansas. In Kansas, he worked as a baker in a kitchen while he attended the High School. He paid for his schooling with the money he earned from winning bake-off contests. Fro m there he moved all over bouncing from school to school. College entrance was a struggle again because of racial barriers.2 At the age of thirty he gained acceptance to Simpson College in Indianola, Iowa. He was the first black student accepted to this college. Here he studied piano and art. With his ambition to pursue a science major, he transformed to Iowa Agricultural College (Iowa State) in 1891. He received his Bachelors of Science in 1894 and his Masters in bacterial botany and agriculture in 1897. He learned about fungi and the disease it causes. During his research he became known to agricultural centers all over the country. He went on to become the first black faculty member at Iowa State. He taught classes about soil conservation and chemurgy. In 1896, Booker T. Washington, founder of the Tuskegee Normal and Industrial Institute for Negroes, convinced Carver to go south and serve as the Tuskegee school director of agriculture. Here he would remain for the rest of his lif e. Here, in Alabama, he did experiments with peanuts, sweet potatoes, pecans, peas, and soybeans. He soon developed his crop rotation method where he alternated the soil depleting cotton crops with these soil-enriching crops. Since America depended mostly on southern agriculture at this time, his achievement was very important and valuable to southern farmers. Since a combination of cotton, tobacco, and the Civil War had depleted the soil of rich nutrients, Carver convinced all of the southern farmers to adopt his technique. This helped the south to recover and produce not only more, but bigger crops. He continued constantly working with peanuts, sweet potatoes, and pecans trying to produce new products. He developed more than 300 products from the peanut (including Peanut Butter), 175 from the sweet potato, and 60 from the pecan. He extracted blue, purple, and red pigments from the clay soil of Alabama. He researched the manufacture of synthetic marble from green wood shavings, rop e from cornstalk fibers, and veneers from the palmetto root. During

Hypothermia essays

Hypothermia essays Hypothermia, defined as a core body temperature less than 95 F(35C) occurs when heat loss exceeds the bodys heat production. (Ruffolo p.47) Thermal stability in humans depends on the bodys ability to adapt to changes in internal and external temperatures. Heat is transferred throughout tissues and fat, and is released at a rate directly related to the temperature of the environment through radiation, conduction, Hypothermia is typically seen as a bad thing; however, various studies have been proving it to be very useful. Traumatic brain injury initiates several metabolic processes that can exacerbate the injury. There is evidence that hypothermia may limit some of these deleterious metabolic responses. In a randomized controlled trial researchers compared the effect of moderate hypothermia and normhypothermia in 82 patients with severe closed head injuries (score of 3 to 7 on the Glasgow Coma Scale) The patients assigned to hypothermia were cooled to 33 degrees C an average of 10 hours after injury, kept at 32 degrees to 33 degrees C for 24 hours, and then re-warmed. A specialist in physical medicine and rehabilitation who was unaware of the treatment assignments evaluated the patients 3, 6, and 12 months later with the use of the Glasgow Outcome Scale. The demographic characteristics, causes, and severity of injury were similar in the hypothermia group and the normothermia groups. At 12 months 62% of the patients in the hypothermia group and 38% in the normothermia had good outcomes (moderate, mild, or no disabilities). The researchers concluded that Treatment with moderate hypothermia for 24hours in patients with severe traumatic brain injury and coma scores of 5 to 7 hastened neurological recovery and may have improved the outcome. (Marion et all) Two studies done (one in Australia and the other in Europe) showed the therapeutic v...

Health Priorities in Australia Essay Example | Topics and Well Written Essays - 1500 words

Health Priorities in Australia - Essay Example These areas may have a level of overlap within the six priority areas which have been defined therefore it is important to understand these areas on their own before the priority overlaps between them can be discussed. The NHPA (National Health Priority Areas) themselves were created as a response to global agenda put forward by the WHO (World Health Organisation) which was to focus on those areas which make up the majority of patient cases around the world (Browne et. al., 2000). The priority areas for Australian health are overseen by the National Health Priority Action Council (NHPAC) that is made up of commonwealth, state, regional as well as local governments (AIHW, 2005). There are two primary objectives the NHPAC looks at before considering any health related problem as a priority areas. First, the NHPAC examines whether making a health issue a priority objective could significantly contribute towards lessening the burden of illness and injury on Australians. Second, the NHPAC sees if the area to be focused on will improve health related issues and if it will decrease the burden on our health system which is due to the diseases included in the priority area (AIHW, 2005). It is important to note that the NHPA did not start with the seven priority areas mentioned above because it shows that the NHPA is not a static body. Rather, like other scientific organisations, it is looking towards expanding itself and improving its position through active research and analysis which shows how the addition of a priority area can be beneficial for public health. Historically speaking, the NHPA initiative began with only four areas i.e. cardiovascular health, cancer control, injury prevention and mental health (AIHW, 2005). With time, Diabetes was added to the priority areas in 1997 with asthma being added in 1999 and musculoskeletal issues being added in 2002. It is clear that the government is not picking diseases randomly from the

Universal truths and God Essay Example | Topics and Well Written Essays - 1250 words

Universal truths and God - Essay Example In the essay, On Truth and Lies in a Nonmoral Sense Nietzsche expresses his views on the problem of universal truths and the belief of God as a universal truth. Nietzsche accepts that 'truth' means every idea or view. 'Truth' is exercised by people who have power and can spread it using this power. His various remarks in which terms like 'truth' and God figure can be rendered collectively coherent only if they are viewed as efforts on his part both to accept and analyze the ways in which such terms function in particular domains of discourse.Nietzsche says that something or other means truth of the world, with respect to human nature, or concerning what ordinarily passes for truth, it should not be assumed that his observations about the nature of what ordinarily passes for truth are meant to apply without qualification to these assertions. He considers the latter to have the same sort of warrant that commonplace or scientific 'truths' are suggested to have. (Leary 267). Nietzsche st ates: "every people has a similarly mathematically divided conceptual heaven above themselves and henceforth thinks that truth demands that each conceptual god be sought only within his own sphere" (Nietzsche n.d.). Nietzsche underlines the nature and scope of universal truth, the cognitive significance of perceptual experience and scientific and logical reasoning, and the conditions under which various kinds of knowledge may be considered true, means issues which cannot be settled prior to the consideration of all substantive questions. They can be dealt with properly only within the context of a general understanding of man's nature and his relation to the world, drawing upon their exploration from a variety of perspectives (Leary 270). In the sassy, Nietzsche speaks of 'truth' and 'knowledge", but these terms do not have a single sense and reference in all of their occurrences. In some cases they should be understood as they have traditionally been employed by philosophers with commitments to certain sorts of metaphysical positions of which he is highly critical (Neighbors 227). In other instances they should be understood as referring to what ordinarily passes for 'truth' or 'knowledge' among non-philosophers, and to the most that truth and knowledge can amount to in everyday or scientific affairs. "He [a man] is indifferent toward pure knowledge which has no consequences; toward those truths which are possibly harmful and destructive he is even hostilely inclined" (Nietzsche n.d.). The universal truth holds true of our 'spiritual' faculties - including our cognitive powers, no less than of our more basic functions. He does not present direct arguments for this position; but he would appear to consider at least something of the sort as a consequence of the supposition that there is no transcendent Deity. Once the existence of such a Deity is dismissed, he takes the ground cut out from under anyone who would give a non-naturalistic account of the origin and nature of any of man's faculties (Neighbors 227). There then can be no 'religious sanction and guarantee of our senses and rationality' of the sort to which Descartes and others appealed; and this renders the idea 'that thinking means a measure of actuality' a piece of 'moralistic trustfulness' which is quite without warrant. Thus he considers intellectual integrity to demand not that one refrain from presupposing anything along the lines indicated above (Neighbors 227), but rather that one make these presuppo sitions and not shrink from their consequences for various further philosophical questions, such as those arising in epistemology. "When a god in the shape of a bull can drag away maidens, when even the goddess Athena herself is suddenly seen in the company of Peisastratus then, as in a dream, anything is possible at each moment, and all of nature swarms around man as if it were nothing but a masquerade of the gods" (Nietzsche, n.d.). Any such understanding will

Fitness Assignment Example | Topics and Well Written Essays - 500 words

Fitness - Assignment Example Chad may be having. This initial formality is quite crucial for any trainer and their client. For Mr. Chad, a medical form was sent to his doctor and later returned with all the necessary medical questions and requirements filled out. It turned out that Mr. Chad is quite healthy, with no chronic illnesses. For a personal trainer, it is always important to familiarize with a patient’s medical history. This familiarity ensures that one is fully aware of the client they are dealing with and whether they are fit enough for some of the exercise routines being made ready for them (Graves, 2000). Once the decision to begin exercising is reached, cardiac anomalies are usually tested. This examination is done through a graded exercise test. This test was recommended to Mr. Chad because of his age. It is generally not performed on people under the age of 40 years. The test was done with utmost care, under the supervision of three highly trained medical personnel, who had brought with them emergency response medical equipment. A treadmill was used for running and walking exercises, after which his heart rate and blood pressure were measured and compared to the standard range. To determine how hard Mr. Chad should train, a level of exercise intensity that would reasonably overload his cardiovascular system was identified. This identification was through the THR, which relates increasing exercise intensity to a faster heartbeat. The increasing pulse is caused by the muscles demanding for more blood and oxygen. After this test, the next exercise was to assess Mr. Chad’s cardiovascular endurance. This examination was done through the 12-minute run-walk test. The test was used to verify aerobic fitness levels before and after training. In this exercise, Mr. Chad covered a distance of 1.3 miles in 12 minutes, indicating that he had good cardiovascular endurance (Graves, 2000). Having tested Mr. Chad’s cardiovascular endurance, a

Perspectives Of Human Resource Management

Perspectives Of Human Resource Management Suppose you are the HR Manager in a company. Company is considering the idea of establishing an HR Department to manage its employees efficiently and effectively to use different prospective of HRM, and how flexible workplace play an important role in HR performance and what are main challenges faced by HR manager in flexible workplace, while at the same attain maximum employee satisfaction and loyalty. Your report should address the theoretical background with appropriate examples and flexibility within the workplace This assignment will be done in group. The assignment will include a report to be developed and is to be presented. Client 1: Banking sector (head office) Client 2: Insurance sector Client 3: Telecom sector Client 4: Private University Teacher will have meetings with the groups on fortnightly basis (after 2 weeks). The students are expected to show coordination and commitment towards the group and will discuss their progress in each meeting. If any student is found guilty of non-cooperation or any other issue of major concern, the boss will cut down the final grade of that person. Grading Statement Pass Merit Distinction P1 Explain Guests model of hard-soft, loose-tight dimensions of HRM M1 A range of methods and techniques have been applied D1 Synthesis has been used to generate and justify valid conclusions P2 Review the differences between Storeys definitions of HRM and personnel and IR practices M2 A range of sources of information used P3 Analyse HRM from a strategic perspective and it implications for the role of the line manager and employees P4 Review and explain a model of flexibility and show how this might be applied in practice P5 Describe the need for flexibility and the types of flexibility which may be developed by an organization and give examples of how they can be implemented M3 Apply the relevant flexibility approaches on the organization under consideration and justify your answer. P6 Evaluate the advantages and disadvantages of flexible working practices from both the employee and the employer perspective Outcome 1 Tasks for P1 Discuss the relationship between hard, soft, loose-tight HRM in context of guests model in implementation prospective. This should be done in perspective of information provided to the client. Tasks for P2 Discuss how storeys definitions of HRM are different then personnel and IR practice and what the impact of these practices in organization Tasks for P3 Discuss what is the strategic importance of HRM for any organization. Discuss from the point of view of strategic approaches of HRM. Tasks for M1 The student is expected to apply the approaches and methods discussed at Pass level on the organization selected. Outcome 2 Tasks for P4 Discuss where we can use the model of flexibility in organization and how we can use it for the improvements in the organization selected. Tasks for P5 Where and why organization use flexibility and which type of flexibility are implemented in organization. Task for P6 Discuss if we implement the flexibility in organization what will be the advantages and disadvantages of flexibility in employee and employer context how both are affected in various situation. Tasks for M1 Technique and different model of HRM and flexibility are implemented and how we will get the desire result after implementing these models. Table of Contents Preface  ¦.8 Summary  ¦..9 Guests model 10 Hard and soft HRM 11 Storey model 11 Differences among HRM ANDPM 12 Importance of HRM 13 Application of pass level 14 Flexibility at workplace  ¦15 Need of flexibility  ¦16 Types of flexibility  ¦17 Pro and co of flexibility  ¦18,19,20 Application on organization  ¦21,22 Conclusion   Ã‚ ¦..23 Bibliography  ¦.24 Preface Being HR manger we have develop a report for voicegainz Communication Company that how they can implement different HRM approaches in their organization. We hope our work will be appreciated Summary This report is developed for HR department of voicegainz Communication Company. First of all we have discussed the Guest model and its relation with soft and Hard HRM. We have also discussed the storey model of HRM and explained the difference between human resource management and personnel management. Further we have defined and explained the importance strategic human resource management. Beside this we have also applied this approaches on organizing selected that how can voicegainz take benefits from these model, Furthermore we had discussed the importance of flexibility and why organization needs to arrange flexible working hour. We have also discussed and explained different types of flexibility method. In order to know more in depth we had also explained the advantages and disadvantages of flexible approaches. Beside this we have also applied all these topics on organization selected. At last of report we give a small conclusion of this report. Task for P1: Discuss the relationship between hard, soft, loose-tight HRM in context of guests model in implementation prospective. This should be done in perspective of information provided to the client. Guests model: Guest (1987) extended the Harvard models four HR policy choices of employee in ¬Ã¢â‚¬Å¡uence, human resource  ¬Ã¢â‚¬Å¡ows, reward systems and work systems to a total of seven. These seven policy areas included: organizational job design; policy formulation and implementation and management of change; recruitment, selection and socialization; appraisal training and development; manpower  ¬Ã¢â‚¬Å¡ows, reward systems and communication systems. The correct policy choices will lead to HR outcomes of commitment, competence and cost effectiveness, and result in the long-term consequences of individual well-.being, organizational effectiveness and societal well-being. The perspective of soft HRM and Guest model is somehow same because both approaches emphasize on employee commitment, communication, reward system, appraisal, and on training and development. (http://highered.mcgraw-hill.com) Definition of hard HRM: According to Karen legge definition(human resource managment, 2010) that the hard model of HRM as a process of emphasizing the close integration of human resource policies with business strategy which regards employees as a source to be managed in the same rational way as any other being exploited for maximum return. Explanation: From the above definition its clear that in hard HRM model human resource manager more focus on to merge human resource policies with business strategy. Beside this in hard HRM model people are consider as resource. They are viewed as human capital, in which organization invest and from which organization expect return on its investment to achieve organization goals. According to our course (human resource managment, 2010) in hard approach organization strictly monitor and control employee through quantitative performance management. In this approach employer give less importance to employees. Organization will only invest on employee for business interest otherwise organization will not invest on employees. Soft HRM: According to definition given by legge (human resource managment, 2010) the soft version of HRM as a process whereby employees are viewed as valued asset and as a source of competitive advantages through their commitment, adaptability and high level of skill and performance. Explanation: According to our course book of (human resource managment, 2010) the soft HRM philosophy roots are traced back to human relation management school, which give more importance to communication, motivation and leadership. In contrast to hard HRM approach, soft HRM is totally different approach because in soft HRM model organization treat or consider employee as asset. According to soft HRM approach organization can gain competitive advantages through employees commitment and high skills. Similarly employer must involve employee in decision making due to which employee will be more motivated and committed toward organization. Beside this in soft HRM approach more importance is given to communication and organization culture. Employer must create such an opportunities for employee in organization where they could improve their skills and abilities. In addition soft HRM approach is more a unitarist approach, which means that the interest of employee and management should be same. From my view point this is the point which differentiates the soft HRM approach from hard HRM. Task for P: 2 Discuss how storeys definitions of HRM are different then personnel and IR practice and what the impact of these practices in organization: In 1992 storey (human resource managment, 2010) presented a theory in which he discussed that how traditional personnel management changed into human resource management. He underlines twenty seven points, which differentiate personnel management from human resource management. Storey begins his approach by defining four elements which distinguish HRM from personnel management. Differences between personnel management HRM: One of major difference is that personnel management consider employee as cost and try to minimize this cost. While human resource management consider employee as human resource and aim to improve and develop this resource. According to (michael Armstrong, 2006) the scope of personnel management is very limited as compare with human resource management. The human resource management gives more importance to organization culture and value, the HR manager always emphasis on employee to follow organization mission statement while personnel management emphasis on organization norms, costumes and practices. The personnel management believes that there should be strict monitoring over employees. While human resource management believe totally different. HRM create such an environment where employee works by themselves. The decision making in PM is slow as compare to HRM. The human resource manager considered human resource as asset for organization while personnel management is totally different. The human resource manager takes on board his subordinates toward achievement of mutual objectives. Further In personnel management, employees contract of employment is clearly written and employees must observe strictly the agreed employment contract. The contract is so rigid that there is no room for changes and modifications In contrast to personnel management in human resource management philosophy is more different. In human resource management there is not restriction or any strictness here manager goes beyond the contract. difference copy.jpg Tasks for P3 Discuss what the strategic importance of HRM for any organization is. Discuss from the point of view of strategic approaches of HRM. Definition: According to definition given by Bratton Gold that strategic human resource management is the process of linking the human resource function with the strategic objective of the organization in order to improve performance. (human resource managment, 2010) SHRM: According to this definition that strategic human resource management is the practice of aligning the business strategy with human resource policies in order to achieve strategic goals of the business. The aim behind strategic human resource is that organization must fit its human resource strategy within the framework of overall business objectives and therefore ensure that there is alignment among the human resource practices and the strategic objective of the organization. The changes in the business environment with increasing globalization, changing demographics of the workforce, increased focus on profitability through growth and change in technology forced organization to focus more on SHRM. In order to achieve long term goals its important to give more importance to human resource. The role of the HR manager must parallel the needs of this developing, changing organization. Successful organizations are becoming more adaptable, resilient, quick to change direction, and customer-centered. They recognize that organization will compete for talent in coming years. This recognition brings about the need for employee oriented workplaces and programs that meet the needs of employees for meaningful work, growth, challenge, communication, and effective leadership. Strategic human resource management more concentrates on action which could distinguish the organization from it competitor. It develop declaration of intent which define means to achieve ends its concerned with the long term allocation of significant organization resources and with matching those resources and capabilities to the external environment. The essential aim of ideal SHRM is to produce ideal ability by guaranteeing that the company has the experienced, dedicated and well motivated workers it needs to accomplish continual competitive benefits. (http://www.citehr.com) Task for M: 1 The student is expected to apply the approaches and methods discussed at Pass level on the organization selected. The organization which we selected for this report is a voicegainz communication company which is a local call centre. Which provide services to different companies located in Europe and Afghanistan: according to scenario being HR manager we have to establish HR department in order to efficiently and effectively manage its human resource: In order to establish HR department voicegainz communication we will make HR policy on the basis of guest mode and all other methods which we discussed above. In order achieve high job performance, high problem solving, and similarly to decrease labor turn over, employee absence and to maintain low grievance level voicegainz communication company have to focus on these seven points. Such as organization job design and structure, policy and management of change, communication system, appraisal and training, recruitment and selection, man power flow, reward system. Voicegainz Communication Company has to give more power to its employee. Due to which worker will be able to take decisions. In order to run organization HR manager will forecast the need of human resource for organization. The HRM will also have to attract and retain talented people for organization. It will be the responsibility of HR manager to motivate employees through proper rewards and incentives, in order to control labor turnover. The HR manager is also responsible to manage employee performance. It is his duty to develop proper performance appraisal methods. Beside this HR manager is responsible to develop and manage pay structure for employee similarly its HR manager duty to develop performance pay system and benefits schemes such as pension, maternity and sick pay. Voicegainz Communication Company should develop such a workforce which could compete in competitive environment. The HR manager role is to create motivated and committed workforce for the organization. Further it will be responsibilities of HR manager to ensure that there is proper communication among employee and line manger. However in practical life mostly organization adopt element of both soft and hard HR but we will give more importance to soft HRM approach. The HR manger of voicegainz Communication Company will consider employees as assets and an important source of competitive advantages. Beside this HR manager of voicegainz will have to adopt more democratic leadership style. The HR manager of voicegainz Communication Company has to think more strategically. It will be responsibilities of HR manager to make sure that HR policy and business policies are integrated. This mean that managers take responsibilities for human resource and need to ensure that they have the right people in the right places to ensure that business strategy can be achieve. Outcome: 2 Task for P: 4 Discuss where we can use the model of flexibility in organization and how we can use it for the improvements in the organization selected. Flexibility: According to our course book (human resource managment, 2010)that flexibility first emerged as a major issue in the 1980 in western European countries, mostly due to increased competition, international recession, uncertainty about future market and also due to introduction of new technology. There are some other reasons like increase in number of working women. Similarly majority of workforce have family responsibilities. Beside this there are some countries where an individual cant work more than 48 hours per week on average. In our course book its mention that Due to these changes and demand organizations and employer felt to provide and introduce flexibility in their organization. An organization can use the model of flexibility for different purposes. According to survey conducted by CIPD shows that organizations not only use model of flexibility for the sick of employee need, but also to meet customer needs, to retain employees, and to achieve organization goals. (http://www.cipd.co.uk) We can use model of flexibility in different situation suppose an organization which aim to increase production, offer its employee to work over time or outsource them. In order to decrease employee absenteeism organization may offer flexible work schedule or job sharing scheme. Recently the changes in law also force employer to create more flexible working environment. In 2002 a new act was introduced in UK in relation to flexible working (human resource managment, 2010). According to this law that In order to make a request for flexile working hour employee should follow the below procedure. Employee can request for flexible working arrangement specially Have a child under the age of six years old, or a disabled child(under 18) Employee who have worked for the organization for at least twenty six constant weeks. Employee most request in written form and should write all the reasons due which employee request for flexible working hour. Within 28 day employer has to respond to request whether he accept or reject. If request rejected employee must appeal. If employees think that employer didnt follow rule and regulation, the employee has the right to bring complaint before an employment tribunal within 3 months. (human resource managment, 2010) Task for P: 5 Describe the need for flexibility and the types of flexibility which may be developed by an organization and give examples of how they can be implemented: Need for flexibility: As we know that Due to demographic and social changes the number of people in the paid workforce with caring responsibilities is set to increase. This will in turn increase the demand for flexibility in the workplace. An organization through flexibility can retain best employees. Similarly through flexible workplace organization can also boost productivity and innovation. So these all are the reasons due which need for flexible work place arise. According to our course book of (human resource management and employee relation) that in 1984 Atkinson introduced a new model which known as the core /periphery model) according to this model organization mostly consist of core and periphery employee. According to him that core employee are more important for organization survival because they posses high skills and are more competent. As we said that these employees are more important for organization survival therefore they should be treated differently from other group. Organization should provide them career development opportunity and should be more paid. (human resource managment, 2010) In contrast to core group, periphery group worker enjoy none of the benefits given to core group. There is categorization within the peripheral group. According to Atkinson the first peripheral group is combination of full time labor, but more vulnerable than core group workers. There is no need to achieve functional flexibility among this group as little training is needed to perform the job, since they tend to be less skilled. Beside this there is second peripheral group which is made of staff employed on part time or on fixed term contract. This group has less skill and has less chance of promotions. Similarly this group has lower salary then core group. There is also third group which are consist of external employees who are not directly employed by organization. These are employees such as sub-contractor or employed through outsourcing. The shamrock organization Charles handy used the shamrock organization to apply a model to work force flexibility. The three level leaves of shamrock were used to symbolize an organization human resource. Professional core: According to Charles handy professional core are permanently employed people who represent the distinctive knowledge and competence of the firm. According to him that professional core group are more talented and professionals. Organization will paid them more as compare with others. These people are closer to organization. This group has more knowledge about organization objectives and practices. As we said that they are rewarded with high salaries and award but in return they must show strong commitment toward organization. Flexible labor force: According to Charles handy flexible labor force are not permanent workers. They work temporary or part time for organizations. They join the work when ever organization needs them especially in peak time. for example in Easter festival demand for chocolates increase due to which organization hire worker temporarily in order to meet demand. Contractual fringe: The second group consists of contracted (outsourced) specialists who may be used, for example, for advertising, RD, computing computer, catering and mailing services. They operate in an existential culture; and are rewarded with fees rather than with salaries or wages. Their contribution to the organization is measured in output rather than in hours, in results rather than in time. (human resource managment, 2010) Task for P 5: There are different types of labor flexibility, which can be applied in different situations. We will discuss them briefly. Functional flexibility: Functional flexibility which is also known as task flexibility, in this method employee should know or have multi skills. In this method employer simply provide training to employees in order to learn new skill. In the method employees are redeploy to do multi tasks. The overall aim behind offering functional flexibility is to achieve greater workforce productivity. Location flexibility: In the method there is flexibility for workers to work far away from the office base. In this method employee connect with office via email or any other electronic medium. Such kind of flexibility provides benefit to both employee and employer. Through location flexibility method organization can reduce its office cost. (human resource managment, 2010) Temporal flexibility: It refers to shifting working hours in order to meet production demand. In a situation where there is fluctuation in production and demand employee may work over time. Similarly organization may hire employee for part time job. Numerical flexibility: It referred to the firms ability to operate the number of labor input through working arrangement within the firm or by using the external labor market (e.g., short-term contracts, flexible working hours). Through numerical flexibility method organization can easily handle the fluctuation in demand and supply. (human resource managment, 2010) Flexible working method: There are different flexible working methods. We will discuss them below: Temporal flexibility: Flextime: In this method employee choose when to start and end work. This is the most requested and most affordable type flexible working arrangement. For example an employee chooses to start work on 9am to 4 pm on Monday while on Thursday start work on 11am and end work at 6 pm. Job sharing: In this method workers mostly share the job hours among each other. This option can be difficult for small employer where training may necessary. For example: one worker work in the evening while another does the same job at morning. Overtime: In over time method Organization offer employee to work overtime. A business may ask employee to work overtime in order to increase the production or meet demand. For example in factory normal working hours is from 9 am to 4pm. But employer ask employee to work till 8 o clock. Numerical flexibility: Part time: Part time worker are those workers which work less than 40 hour per week. They are not permanent workers due to which organizations didnt give them other benefits. According to our course book recently government of UK take serious step for the right of part time worker. According to these laws part time worker should be treated equally. Functional flexibility: Multi skilling: in multi skilling employer give training to employee in order to learn multi task. In this method employee do multi tasks Location flexibility: Telecommuting is a perform agreement in which a worker provides out all or some of the responsibilities of the job at house or another different place. From example an employee work in Telecom Company but perform the entire tasks from home. (http://www.hr.ucdavis.edu) Task for P6: Discuss if we implement the flexibility in organization what will be the advantages and disadvantages of flexibility in employee and employer context how both are affected in various situation. As we know that everything has some kind advantages and disadvantages similarly flexibility have some advantages and disadvantages. In article written by CIPD that CIPD believe that flexible working arrangement play very important role in organization success. Further they explain that HR manager can use flexibility as strategic tool. An employee gets more committed toward organization due to flexible working arrangement. According survey conducted by CIPD that workers on flexible contracts likely to be more emotionally engaged, more satisfied with their work, more likely to speak positively about their organization and less likely to quit. However we will discuss its advantages and disadvantages below. Advantages for employer: As we discuss above that due to flexible work schedule employee get more committed toward organization. Similarly flexible work schedule decreased absenteeism because with flexible working arrangement employee can easily make balance between work and family responsibilities. Due to flexible working schedule organization can retain more talented workforce. Beside this organization can recruit outstanding employees due to flexibility. By providing flexible working environment organization can develops its corporate image. (michael Armstrong, 2006) Disadvantages for employer: Similarly arranging flexible working hour has some advantages. It may take much cost to administer the schemes. Because employee should be trained that flexible polices and also the bills of utilities such as gas, telephone etc increase due to extra usage. Beside this employer can also face communication difficulties because everyone have different working hour. Advantages for employee: Flexible working arrangement has lots of advantages for employee. Employee can manage his working responsibilities and family responsibilities. Similarly employee gets satisfied and more motivated. They enjoy the workplace and less likely to get tired or bored from job. Through some method employee can gain experience for example multi skilling method Disadvantages for employees: Through flexible working arrangement employee can also get tired for example in compressed hour method employee may work for long time. Similarly Multi-skilled employee has to work more so it creates burden for him/her. Some time for employees it become difficult to manage or complete the task for homes. (human resource managment, 2010) Task for M2: Use different sources of information to justify your implementation of in organization. In order to complete this report, we have collect data from our course book, from teacher slides and from different website which keen be seen as bibliography at end of the report. Task for M: 3 You will have to justify your choice of flexibility approach applied in the organization. Consider organizational type and resources which are relevant to HR. As we know that there are different types of flexibility, which can be use in different situations. Here we have developed some flexible working arrangement for voicegainz Communication Company. We have proposed two kind flexibility such as location and, temporal flexibility: as voicegainz is telecommunication company therefore it will be will beneficial for employees by offering for them tele -working, flexi time and job sharing. Tele-working: by offering tele-working flexibility employees will enjoy to work from their home. Employee will no more face rush hours, pollution and will also minimize travel cost. Employee of voicegainz will be able to balance their work and family responsibilities. Beside this employer will also get benefit from this method because it will save overheads, particularly premises cost because know a days rent for buildings are rising. Flexi time: by offering flexi time employees will easily manage their working hour and family responsibilities. Those who have any urgent work can easily will choose when to arrive and leave. As voicegainz have 24/7 service system therefore employee can easily its working hours. It will also increase the morale of female employee because they are allowed some time to go earlier. Job sharing: as voicegainz communication company have 24/7 service therefore It helps company to carry out its work with without i.e. whenever employee is absent due to any reason then there is always someone in the company to carry out his/her tasks. In order to request for flexible working employee will pass from below process Task for D: 1 Synthesis has been used to generate and justify valid conclusions Conclusion: Guest (1987) extended the Harvard models four HR policy choices of employee in ¬Ã¢â‚¬Å¡uence, hu

Domestic Violence Against Women in Canada Essay -- Violence Against Wom

Introduction Intimate partner violence has been a significant issue for centuries in all countries. "Since 1974, nearly 2,600 spousal homicides have been recorded in Canada" (Bunge, 2002). Of these homicides, more than three-quarters have been against women. Although through feminism and the women's liberation movement, there has been a slight improvement in the incidences of violence against women, there has also been a drastic change in the perception of the issue by society. After reviewing the most recent literature on violence against women and victimization through intimate partners, it has become prevalent that there are now two crucial stances that are taken. The first position is that of the women being victimized as the main issue, including prevention, causes and incidences. The second position is that of women becoming more 'aggressive' and the issue of violence against both men and women. "Wife battering- the original problem constituted by the 1970s feminists- has morphed in to 'domestic violence' and then into 'husband abuse'" (Minaker, 2006). This literature review will examine the background information on intimate partner violence including different arguments and perspectives, theories, and methodologies as well as discuss the major findings and future directions of research. Background Discoveries and Key Concepts The most notable discovery or key concept behind intimate partner violence with women as victims, would be that the overall rates have seen a general decrease. As found in the National Trends in Intimate Partner Homicide report, "Spousal homicide rates for both women and men have declined between 1974 and 2000" (Bunge, 2002). Many of the authors discussed present different perspecti... ...nd incidence of such violence, there still seems to be gaps amongst the research that creates links to other aspects of IPV. By providing a further analysis of how women go from being the victim to the offender, it may create a more realistic understanding of why the recent intimate partner homicide/violence rates for women offenders has increased. Perhaps society needs to not see females as become more serious 'aggressors' and 'bad girls' but rather as women who are finally fighting back. By relating the social learning theory, the self defense theory as well as the male proprietariness theory to intimate partner violence it creates a more thorough understanding of the causes and affects of this form of violence. Conceivably, future directions of research on intimate partner violence should investigate the reasoning behind this new 'husband abuse' phenomenon.

MSG: The Chemical and Biological Reactions

Monosodium glutamate (MSG) is a flavorless chemical added to a variety of foods. While there is no 100 percent conclusive study that shows MSG as harmful, it is widely linked to seizures, chest pain, and other adverse side effects in adults and children. In this paper, I will show how the chemistry of MSG causes a negative biological reaction. N. Peica, C. Lehene, N. Leopold, S. Schlucker, and W. Kiefer (2007) wrote, â€Å"MSG or E621, the sodium salt of glutamic acid, is probably the most common food additive used in many packaged and prepared foods† (p. 604). Because of this, it is easy for MSG to hide. This is especially problematic for people who have a sensitivity to MSG. Reporter Sandra Blakeslee (1990) wrote, â€Å"Several months ago Jack Samuels, a Chicago businessman, carefully read the label on a box of breakfast cereal and decided it was safe to eat. An hour later, however, Mr. Samuels collapsed in his physician’s office after a treadmill test. ‘As I started to lose consciousness, I knew it was an MSG attack,’ he said† (p. C3). The article went on to report that the FDA allows several different names for MSG; sometimes the pseudonyms make it difficult for consumers to realize they are ingesting MSG. In its monohydrate form, the â€Å"two carboxy groups of MSG twist to an equal but opposite extent with respect to the carbon chain (Peica et al. 2006, p. 606). In its anhydrous form, â€Å"Anhydrous MSG is arched and two hydrogen bond interactions are possible† (Peica et al. 2006, p. 607). Either way, the result is the formation of white crystals. The crystals don’t have any flavor; however, its chemical make-up allows it to enhance the flavor of other foods. MSG concentrations can be as low as 10-5, or much higher. Michelle Meadows (2003) expressed that the 1995 FASEB report confirmed that MSG is safe if consumed moderately. She added that there is a group of people who is sensitive to MSG if more than 3 grams are consumed at a meal (a typical serving is 0.5 grams). She wrote that some severe and poorly controlled asthmatics also have trouble with MSG consumption. For them, the lack of labeling is problematic because labels only have to reflect foods that have MSG added to them, not foods that contain it naturally, like tomatoes, cheeses, soy sauce, and some meats. Chris Kilham (2006) pointed out that a vast number of foods contain MSG, although there are plenty of studies that prove its harmful effects. He wrote, â€Å"Studies have shown that mice fed large amounts of MSG suffer destruction of brain cells †¦ Several years ago, baby food manufacturers stopped using MSG under intense public pressure. However, MSG remains in popular use† (p. 25). He added that the risk of using MSG is unnecessary, since it has absolutely no nutritional value. Angelica Soares, Joao Paulo Ferreira Schoffen, Elsa Maria De Gouveia, and Maria Raquel Marcal Natali (2006) also looked at the disturbing effect MSG had on rats. They studied infant rats and found that the bay rats that ingested MSG showed high levels of NADH-diaphorase. The NADH caused nerve damage, as well as caused the baby rats to retain more adipose tissue that the ones not given MSG. The conclusion of the study was that not only did MSG contribute to obesity; it also caused a deterioration in the intestinal lining. M. Hermanussen, A.P. Garcia, M. Sunder, M. Voigt, V. Salazar, and J.A.F. Tresguerres (2006) agreed with Soares et al (2006), but added some interesting findings of their own. They looked at glutamic acid (GLU), since it is a major component in glutamine. The study started with administering MSG to pregnant rats, then to the offspring of the rats. Obviously, there was a control group not receiving MSG, except what was normally found in the regular feed. The conclusion was that male rats showed a lot more damage from the MSG than female rats did. Obesity was the obvious result, but, in part, because the MSG-fed rats ate more. This indicated that GLU significantly increased appetite. The group noted, too, that the MSG-fed rats retained much more adipose tissue that the rats that weren’t fed MSG. As well, it was noted that the same nerve damage found in the study by Soares et al. (2006) was consistent with the findings by Hermanussen et al. (2006). Hermanussen et al. clearly discovered impaired glucose tolerance and insulin resistance in their rats, as a result of â€Å"GH burst frequency† (p. 30). Despite statements that there is no definite evidence that MSG causes negative reactions, very recent studies prove the contrary. Since MSG does not add any nutritional value to food, it might be wise to avoid it, especially in large quantities. The studies show that MSG is linked to nerve damage, obesity, voracity, and diabetes. We also know that chemical make-up of the product is more likely to affect men and asthmatics – meaning that a significant number of Americans may suffer adverse reaction s from MSG, and some of them don’t even know why. References Blakeslee, S. (1990, March 6). With MSG sensitivity still at issue in studies, label rules tighten. New York Times, p. C3. Retrieved Thursday, March 29, 2007 from the ProQuest database. Hermanussen, M., Garcia, A.P., Sunder, M., Voigt, M., Salazar, V., & Tresguerres, J.A.F. (2006). Obesity, voracity, and short stature: The impact of glutamate on the regulation of appetite. European Journal of Clinical Nutrition, 60, 25-31. Retrieved Thursday, March 29, 2007, from the Academic Search Premier database. Kilham, C. (2006, March/April). The dangers of chemical food additives. Share Guide, p. 25. Meadows, M. (2003, January/February). A common flavor enhancer. FDA Consumer, p. 35. Pieca, N., Lehene, C., Leopold, N., Schlucker, S., & Kiefer, W. (2006). Monosodium glutamate in its anhydrous and monohydrate form: Differentiation by Raman spectroscopies and density functional calculations. Spectrochimica Acta Part A, 604-615. Retrieved Thursday, March 29, 2007, from the ScienceDirect database. Soares, A., Schoffen, J.P.F., De Gouveia, E.M., & Natali, M.R.M. (2006). Effects of the neonatal treatment with monosodium glutamate on myenteric neurons and the intestinal wall in the ileum of rats. Journal of Gastroenterology, 41, 674-680. Retrieved Thursday, March 29, 2007, from the Academic Search Premier database.                  

Political systems essays

Political systems essays In large societies existing in the world today, there are many different opinions when it comes to political decision-making. There have been many different political systems in the past. There exist two extreme positions. The Athenian democracy is a system in which all the citizens of an area participate in making decisions. One alternative to the Athenian democracy is the elite or absolute rule; a system in which there is one person who makes decisions for the country, hopefully in the countrys best interests. An alternative political system between the two extremes is the representative democracy in which you get to vote on the political party you would like to represent you. In a way this system leaves decision making up to professional groups of people, but still gives the people of the country some control over decisions made. The political party voted into power is given the right to make decisions for the country; if the citizens of the country wish to vote for another party, they may do so in the next election. Different societies in the world today believe that one system is the rational and politically correct one. A certain group of people might argue that an absolute ruler gives no political rights to its citizens, and it leaves the country open to corruption. This group may not support an Athenian Democracy because it is inefficient in societies today, because the societies are simply too large. Too much time would be spent deciding which goals and approaches to take. This would leave very little time to achieve these goals. The same society may support a Representative Democracy because they believe it is the only way to divide the power between Citizen and State fairly. A representative democracy is the best political system for all countries in the world today. A very controversial system still used today is the Absolute Monarchy. An absolute or elite ruler makes all the countrys decisions, for better or ...

Work Life Balance

Work Life Balance The ability of a person to maintain the healthy work-life balance is critical for his performance and commitment to the goals set by leaders. Therefore, managers should enable workers to attain this goal (Bogenschneider, 2014). The key issue is that non-profit organizations usually provide more support to employees.Advertising We will write a custom essay sample on Work Life Balance specifically for you for only $16.05 $11/page Learn More It is important to understand why they act in this way. Overall, it is consider a wide set of factors such as inability to compete in terms of salaries, regulations, unionizations of workforce, and changes in the labor market. The analysis of these issues can be useful for understanding the methods for retaining the most skilled professionals. At first, it is important to mention that non-profit organizations are not able to compete with various enterprises in terms of salaries that they can offer to workers. Therefore, the y need to attract potential candidates by offering some non-monetary rewards (Valcik Benavides, 2011, p. 184). It is also necessary to mention that many modern employees value the work-family balance and they often regard non-profit organizations as potential employers. This is one of the trends that should be taken into account. One should also note the emphasis on work-life became one of the main trends in the late seventies, at the time, when the rate of employment among women increased significantly (Rajadhyaksha, 2012). Nevertheless, during the later decades, many organizations tried to help male employees maintain the work-life balance. These are the main details that one should take into account.  It is also important to study the critical differences between profit and non-profit businesses. For example, non-profit organizations do not often have to meet stringent deadlines that often prompt people to work overtime. This is one of the details that should be taken into con sideration. Under such circumstances, employees should be compensated for their efforts, but non-profit organizations are not able to offer this reward. Apart from that, one should bear in mind that non-profit organizations are often operated by the government. For instance, one can speak about schools or medical institutions. The employees of these institutions are more likely to be unionized, and employers have to consider the increased bargaining power of workers. Thus, the influence of legislative and social factors should not be disregarded.Advertising Looking for essay on public administration? Let's see if we can help you! Get your first paper with 15% OFF Learn More Nevertheless, it is critical to remember that the policies of non-profit organizations can be explained by dramatic changes in the labor market trends, especially unwillingness of people to work in certain economic sectors. In particular, one can mention the shortage of nurses in many hosp itals. As a result, the work of these medical institutions can be impaired. This is why these organizations try to eliminate or reduce administrative stressors. Additionally, they want to focus on the work-life balance in order to retain nurses (Teo, Yeung, Chang, 2011). Apart from that, this approach can be useful for reducing the employee turnover, which is one of the problems affecting public hospitals (Teo et al., 2011). These are the main points that can be made. On the whole, this discussion shows that non-profit organizations attach importance to the work-life balance because they want to recruit and retain the most skilled professionals. This strategy can be useful for reducing the turnover of employees who may be dissatisfied with their jobs due to some reasons. In the long term, this approach can be vital for strengthening their commitment. Additionally, these institutions have to find ways of competing with businesses that usually offer better salaries. These are the mai n elements that can be distinguished. Reference List Bogenschneider, K. (2014). Family Policy Matters: How Policymaking Affects  Families and What Professionals Can Do. New York, NY: Routledge. Rajadhyaksha, U. (2012). Work-life balance in south east asia: The indian  experience. South Asian Journal of Global Business Research, 1(1), 108-127. Teo, S., Yeung, M., Chang, E. (2011). Administrative stressors and nursing job  outcomes in Australian public and non-profit health care organisations. Journal of Clinical Nursing, 21(200), 1443–1452.Advertising We will write a custom essay sample on Work Life Balance specifically for you for only $16.05 $11/page Learn More Valcik, N., Benavides, T. (2011). Practical Human Resources for Public Managers:  A Case Study Approach. New York, NY: CRC Press.

Writer's choice Essay Example | Topics and Well Written Essays - 500 words - 38

Writer's choice - Essay Example LVHM also has retail stores all over the world. This international supply chain system is similar to Sushi: The Global Catch (2012), directed by Mark Hall, which Theodore C. Bestor (2000) further describes in â€Å"How Sushi Went Global.† Clearly, the modern-day multinational company no longer relies on local workers and local natural resources to create, deliver, and sell its products, but on an extensive, interconnected worldwide sourcing, production, distribution, and marketing systems. As for labor practices, it cannot be easily verified if the company has fair labor practices, although in France and other developed nations, LVHM is inferred to have fair labor practices. Because LVHM uses traditional methods in making its products as part of its prestige, it has skilled workers who perform several tasks. These workers in these developed nations are considered highly-skilled and well-paid because they are making handmade bags for a luxury firm like LVHM. In addition, I read before that the company only made some changes in its production system in 2005, in alignment with its new kaizen philosophy, which means constant improvement. An example of a change in the production floor is when one person did the gluing and stitching instead of two to three people. The increase in production efficiency from kaizen reduced the workforce demand of the company, which raised concerns about job security for some employees. Those who feel this may think that there is a form of inj ustice because they cannot have the same job security they used to have in the past. I think that these production changes that have labor effects can be connected to the experiences of Malay factory workers in Aihwa Ong’s â€Å"Japanese Factories, Malay Workers: Class and Sexual Metaphors in West Malaysia.† Ong (1990: 400) talks about the â€Å"structure of the industrial system†

Public Spending Essay Example | Topics and Well Written Essays - 1250 words

Public Spending - Essay Example The public expenditure was raised in the 20th century due to the impact of the world wars. Before the World War I, the public expenditure was about 15% of the GDP. After the war it appeared to be about 25% of the GDP and maintained the level in the next few years. It did change during the starting phase of depression in the economic conditions (Chantrill, 2010). After the World War II, the public expenditure had increased and it was budgeted to consume 35% of the GDP and this level was retained till 1950s. The public expenditure was slowly raised in the year 1960 and it increased in early 1980s consuming about 45% of the GDP (Chantrill, 2010). Public expenditure rose by 0.7 percent of the GDP from 1999-2008. A decade ago, according to the OECD statistics, UK public spending was registered at 8.7 percent of the GDP below the Euro area average. By 2008, this figure had been registered at 1.3 percent below the Euro area average (IOD, 2008). There were lot of instability in the public expending regarding the defence system. The spending in defence expense was increased before the World War II. 3.5% of the GDP was used in defence spending in the year 1935 and reached to 15.9% in 1939. After the commencement of the World War II, the British Government started to assemble most of its resources for the war. The expenditure was over 40% of the GDP on the defence system for four years and it was raised to 46.37% of GDP in 1943 (Chantrill, 2010). The public expenditure in development of the state of education was expanded from 2% of GDP in 1990 to 6% of GDP in the second decade of 21st century. The spending in this sector has been increased to 3.37% of GDP in 1955. During the starting phase of 1956 the spending was increased rapidly and it accounted to 4% of GDP in 1960 and 6.5% of GDP in 1975 (Chantrill, 2010). There has been a decrease in the spending during the period of 1970 to 1980. In 1989 it reached to 4.25%