The Holy Trinity By Masaccio Essays - Visual Arts, Christian Art

The Holy Trinity by Masaccio The Holy Trinity by Masaccio was done approximately 1428. It is a superb example of Masaccio's use of space and perspective. It consists of two levels of unequal height. Christ is represented on the top half, in a coffered, barrel-vaulted chapel. On one side of him is the Virgin Mary, and on the other, St. John. Christ himself is supported by God the Father, and the Dove of the Holy Spirit rests on Christ's halo. In front of the pilasters that enframe the chapel kneel the donors (husband and wife). Underneath the altar (a masonry insert in the painted composition) is a tomb. Inside the tomb is a skeleton, which may represent Adam. The vanishing point is at the center of the masonry altar, because this is the eye level of the spectator, who looks up at the Trinity and down at the tomb. The vanishing point, five feet above the floor level, pulls both views together. By doing this, an illusion of an actual structure is created. The interior volume of this 'structure' is an tension of the space that the person looking at the work is standing in. The adjustment of the spectator to the pictured space is one of the first steps in the development of illusionistic painting. Illusionistic painting fascinated many artists of the Renaissance and Baroque periods. The proportions in this painting are so numerically exact that one can actually calculate the numerical dimensions of the chapel in the background. The span of the painted vault is seven feet, and the depth is nine feet. "Thus, he achieves not only successful illusion, but a rational, metrical coherence that, by maintaining the mathematical proportions of the surface design, is responsible for the unity and harmony of this monumental composition." Two principal interests are summed up by The Holy Trinity: Realism based on observation, and the application of mathematics to pictorial organization. All of the figures are fully clothed, except for that of Christ himself. He is, however, wearing a robe around his waist. The figure is "real"; it is a good example of a human body. The rest of the figures, who are clothed, are wearing robes. The drapery contains heavy folds and creases, which increases the effect of shadows. The human form in its entirety is not seen under the drapery; only a vague representation of it is seen. It is not at all like the 'wet-drapery' of Classical antiquity. Massacio places the forms symmetrically in the composition. Each has its own weight and mass, unlike earlier Renaissance works. The fresco is calm, and creates a sad mood. The mood is furthered by the darkness of the work, and the heavy shadows cast. Grunewald's The Isenheim Altarpiece is an oil painting on wood, completed in 1515. The altar is composed of a carved wooden shrine with two pairs of movable panels, one directly in back of the other. The outermost scene is the Crucifixion; on the inside there are two others. On the two sides, two saints are represented (St. Sebastian on the left, and St. Anthony on the right). Together, these saints established the theme of disease and healing that is reinforced by the inner paintings. On the bottom of the panel, when opened, it appears that Christ's legs were amputated; possibly an allusion to ergotism, a disease treated in the hospital where the altarpiece was kept. An image of the terrible suffering of Christ is in the middle. The suffering body hangs against the dark background, which falls all the way to the earth. The flesh is discolored by decomposition and is studded with the thorns of the lash. His blackening feet twist in agony, as do his arms. His head is to one side, and his fingers appear as crooked spikes. The shuddering tautness of Christ's nerves is expressed through the positions of his fingers. Up to this point, no other artist has ever produced such an image of pain. The sharp, angular shapes of anguish appear in the figures of the swooning Virgin and St. John, and in the shrill delirium of the Magdalene. On the other side, John the Baptist, a gaunt form, points a finger at the body of the dead Christ. Even though death and suffering are dominant in the altarpiece, there are symbols of hope: The river behind St. John, which represents baptism, and the wine-red sky which symbolizes the blood of Christ. Through these bols, a hope of salvation is offered to the viewer. The use of space is ambiguous

Causal Factors of Ebd Essays

Causal Factors of Ebd Essays Causal Factors of Ebd Paper Causal Factors of Ebd Paper Running head: CAUSAL RISK FACTORS Causal Risk Factors Sharon OKeefe Grand Canyon: SPE 513 October 5, 2011 Causal Factors coincide Identifying and understanding the causes of Emotional and Behavioral Disorder (EBD) can help in developing successful interventions and prevention strategies. Research has been unable to show that any specific factors cause EBD, but causal risk factors seem to concur with EBD. These risk factors are categorized as either internal (biological) or external (family, school, and culture) (Yell, Meadows, Drasgow, and Shriner, 2009). Internal risk factors encompass an individual’s characteristics, while external risk factors encompass family, school, and culture. Depending on the developmental stage of the child, these risk factors have different effects on the child. These risk factors increase the likelihood of future emotional or behavioral problems. Often a child is exposed to more than one of these risk factors making it even more likely that they will exhibit EBD (Yell, et al, 2009). Biological risk factors are either physiological (how the body works) or psychological (arising in the mind) in nature. Thus cognitive deficits, hyperactivity, and concentration problems are three factors that fit into the biological category. Cognitive deficits can lead to poor problem-solving skills, poor social skills and behavioral deviation (Yell, et al, 2009). Hyperactivity and concentration problems can make it hard for students to follow lectures or conversations. Frustration at not being able to keep up, can lead to problematic behaviors. Conditions in the home can be risk factors for students with EBD. Family factors may include poverty, abuse, and harsh or ineffective discipline. These factors can have an impact on a child’s learning of social and behavioral skills. Children learn inappropriate behavior from their parents and siblings that makes it hard to be successful in the school setting. According to Yell, Meadows, Drasgow, and Shriner (2009), poverty â€Å"may be the single most common denominator for risk of behavioral deviation. † (p. 11) School environment can also be considered risk factors for EBD. Inappropriate social behaviors can even be learned or reinforced at school. If teachers ignore bulling and harassment, it seems like they are condoning such behavior. Unclear or absent rules and school policies covering student behavior may add to EBD. Students need structure, but discipline needs to be fair and take into account student differences. The range of acceptable student behavior is narrow and often biased. Often a power struggle ensues between the student with EBD and the staff. Classroom practices can also affect student behavior and performance. Poor teacher practices may include not interacting with students, not giving praise or providing opportunities for the students with EBD to correctly respond. This causes students to get frustrated and act up even more (Yell, et al, 2009). Culture can also influence student behavior. If children are exposed to a variety of attitudes, prejudices and expectations, they adopt or mimic these behaviors. Cultural biases needs to be eliminated from the classroom as much as possible. Cultural differences need to be taken into consideration when working with students who have EBD. In some cultures there is a little adult supervision. Children are left to fend for themselves, and they do not learn boundaries or appropriate social skills. Even the gang culture can influence students with EBD (GCU, 2011). Gangs become the child’s family. Rick factors do not take place in isolation. They are intertwined and change over time. Understanding risk factors and the interplay between them can help in the identification of students with EBD. This is the first step in deciding on intervention. Interventions are as various as the behaviors exhibited by students with EBD. No one intervention will be successful at mitigating the risk factors. Behaviors that need to be dealt with are either excesses or deficits (GCU, 2011). There are several theoretical or conceptual models to help in assessing or evaluating, in intervening with students, and communications with others. There are six main models that may be useful (Yell, et al, 2009). The first model is the psychoanalytic model purports that emotions and behaviors are caused by pathological imbalance in mental states. Treatment includes therapy and a very accepting teacher in a permissive classroom environment (Yell, et al, 2009). The second model is the biological or biogenic model where it is thought that behaviors are a result of physiological influences, like genetics, biochemical and temperament factors. Usual treatment is drug therapy or surgery (GCU, 2011). The third model is the humanistic model believes that behavior is the result of a clash between societal pressures to conform and a person’s self-actualization needs. Approach to treatment includes having a loving supportive environment, where students are encouraged to solve their own problems in a positive way (Yell, et al, 2009). This calls for higher level thinking about one’s thoughts and behaviors (GCU, 2011). The fourth model is the ecological model. In this approach, the student’s behavior is seen as a result of their environment. Problems occur when a person’s needs or character do not match their environment. This is when proper placement is imperative (Yell, et al, 2009). The fifth model is the psychoeducational model. The belief of this model is that there is and underlying internal conflict or unconscious motivation for behavior. Behavior must be analyzed to help student understand their actions and be able to prevent them in the future (Yell, et al, 2009). The teacher should instruct the student to become aware of their behaviors, to think of consequences and to think of alternative reactions. The final model is the social-cognitive model. This theory looks at the â€Å"reciprocal effects of environment, behavior and person-based variables (GCU, 2011). It is believed that the main determinants of human behavior are within the individual. The problem is that students with EBD have flawed thoughts, beliefs and perceptions that affect their behavior (Yell, et al, 2009). Interventions are as varied as the models used to design and implement behavior plans. According to a study completed by the Clover Park School District, â€Å" Conditions that promote positive behavior in the classroom include (a) clear behavior expectations, (b) the teaching of expected behaviors, (c) consistent and sound responses to rule violations, and (d) individualized programming for more chronic behavioral difficulties. † (Christensen, Jaeger, Lorenz, Morton, Neuman, Rieke, et al. , 2005, p. 5). Effective instructional strategies include are varied, but could include: advanced planning, rapid pace, smooth transitions, provide interesting hands-on activities, and offer choices (Yell, et al, 2009). Having a proactive approach is more efficient and less disruptive than a reactive approach. Positive Behavior Support is a three-tiered approach that uses graduated levels of intensity in dealing with problematic behaviors. In Tier One is a wide range of strategies is applied across multiple life domains to reduce risks. This is a universal intervention used to prevent initial occurrences of a problem. In Tier Two, prevention strategies are aimed at providing extra help for students who are exposed to multiple rick factors. The Third Tier is aimed at dealing with problems that are already out of control (Yell, et al, 2009). The intervention or interventions chosen will be based on the student needs. A functional behavioral assessment (FBA) must be completed to discover what is behind the behavior. These could be the causal factors discussed earlier. When the behavior is understood, then a Behavior Intervention Plan (BIP) is written and implemented. This process is a team effort (Yell, et al, 2009). What is important is that the behavior is gotten under control, so that the student can be successful in the school setting. This will in turn help the student later in life. References Christensen, B. , Jaeger, M. , Lorenz, R. Morton, S. , Neuman, L. , Rieke, E. , Simpson, B. , and Watkins, C. , (2005). Teaching students with severe emotional and behavioral disorders: Best practices guide to intervention. Retrieved October 11, 2011 from k12. wa. us/SpecialEd/Families/pubdocs/bestpractices. pdf Grand Canyon University. Lecture notes. SPE-513 Strategies: Emotional/Behavioral Disability. Fall 2011. Yell, M. L. , Meadows, N. B. , Drasgow, E. , and Shriner, J. G. (2009). Evidence-based practices for educating students with emotional and behavioral disorders. Upper Saddle River, New Jersey: Pearson Education, Inc.

Discrimination Essay Example | Topics and Well Written Essays - 2500 words

Discrimination - Essay Example Evidences of racial discrimination, as proposed by Wrench and Modood (2000), can be derived from five different sources. These include statistical evidence, discrimination testing, studies on the activities of employment decision-makers (or the so-called 'gatekeepers' who are in the capacity to hire or reject applicants), self-reports of ethnic minorities, and, lastly, the legal action employed by discriminated employees. Generally, the proposed study seeks to determine the impact of racial discrimination to employees and employers during the recruitment and selection process. Specifically, the study will try to provide answers to the following questions: There is a myriad of studies on situations of racial discrimination in the British workplace. Racial discrimination come in numerous forms, including bias in hiring, firing, taunting, joking, etc. (Brief & Barsky, 2000; Deitch, Barsky, Butz, Chan, Brief & Bradley, 2003; Gunaratnam, 2001; Holmes, Marra & Burns, 2001; Mesthenos & Ioannidi, 2002). Likewise, Blackaby et al. (1997) suggest that workplace-related problems that ethnic minorities in the UK suffer can be classified into two major types: higher unemployment rate and lower salaries of non-natives compared to natives. Ethnic minorities have been found to steadily exhibit unemployment rates more than double of whites (Leslie et al., 1998). Evidence indicates that excluding Indian and Chinese men high rates of unemployment are experienced by ethnic minority groups. Likewise, the gap between the unemployment rates of whites and ethnic minorities seemed to rise and fall but showing no indication of a continued downward trend. In fact, the Commission for Racial Equality (2002) reports that comparative position of ethnic minority groups had significantly decreased since the 1970s. Ziegerta and Hangesa (2005) suggest that implicit racist attitudes interacted with a climate for racial bias to predict discrimination. Results of their study partially indicate that motivation to control prejudice moderates the relationship between explicit and implicit attitudes. Taken together, the findings illustrate the differences between implicit and explicit racial attitudes in predicting discriminatory behavior. Consequences of employer discrimination on ethnic minorities tend to be measured in terms of a competitive framework that considers

Is water a natural right or is it a commodity Essay

Is water a natural right or is it a commodity - Essay Example Different civilizations throughout history considered water as a mutual property resource and not an open access resource. Hence there were different priorities over water usage. Drinking water had the highest priority; nobody who wanted drinking water was turned away. The community well dug by the community in general was freely used by the community. In a civilization like Rome, shows a typical example of how water was allocated when there was an actual allocation and sanitation system. They had an unrestricted water source recognized as the lacus. Here the Romans rich or poor could collect water for free. The use of lacus required one to transport the water to their private homes using their own labour and money. Then there was another kind of executive supply of water whereby the water would be delivered to the homestead via pipe for a fee. It was an actual right recognized by the Roman and the Jewish law which was known as the â€Å"Right to thirst†. This shows that human beings since the early civilization have recognized water especially drinking water as a human right and not a commodity (Branco, 150). In today’s world, international human rights and law have been put in place which acknowledges water as a human right and not a commodity. This was agreed on after a lot of discussion and debate by 122 countries. This decision was arrived at formally in 28 July 2010. This was done in a General Assembly (GA) resolution (A/64/292 which was established on draft resolution A/64/L>63/Rev.1.) It led to the UN Human Rights Council espousing an obligatory resolution that acknowledged that the human right to water and sanitation is an element of the right to a sufficient standard of living. Although it is recognized in international law it cannot be imposed in the national echelon until it’s integrated into the national legislation (Gupta, 304). This resolution confirms that the human right to nontoxic drinking water and sanitation is originat ed from the right to adequate standard of living and is inextricably tied to the right of the highest possible standard of physical and mental health, also the right to life and human dignity. This right places several responsibilities on governments. They are meant to ensure that all their citizens can access sufficient, uncontaminated water and affordable in an equal manner. Some of the uses that water should be availed for include drinking, personal sanitation, washing clothes, food preparation and personal hygiene. The States should ensure that first priority should go to personal and domestic uses over other uses. This water should be sufficient, clean affordable and accessible. Governments should also take up secondary priorities of irrigation and availing water for manufacturing in an affordable manner (International water sanitation center, 204). The number of people unable to access clean and improved sources of domestic and drinking water is 780 million and at least 2.6 bi llion lacking access to sanitation services. This shows that still a lot has to be done to make sure water is accessible to all in the planet. Other problems that have afflicted secure and accessible sourcing of water is the cross-border conflicts in the Middle East, The Eastern Mediterranean and other parts of North America. Some non-governmental organizations (NGOs) and researchers have tried to establish the fact that the right to water is also

Luxury e-commerce advantages & disadvantages Essay

Luxury e-commerce advantages & disadvantages - Essay Example Though advancements like e-commerce or e-business has favored to an extent, but there are some drawbacks too, which often gets sidelined by the human setting of the present world. This study will give a critical view of how luxury e-commerce is important and what are the gaps that need to be covered in the modern business system (Okonkwo, 2007). Background As trends changed it brought changes in the human setting, like people got more to the use of e-commerce and e-business. On a similar node, luxury is part of the glimpse where e-commerce brought luxury brands on high human accessibility. There came up luxury e-portals like Net-a-Porter which facilitated buyers on luxury boutique and designer clothing. Net-a-Porter being UK’s top selling online forum stocked 3000 brands at one time of selling, which was all to favor the luxury patrons on the internet (Roberts, 2010). On the earliest luxury facilitated people where it became more than a necessity and something associated with the desires. Luxury was first sought as an idea of a peculiar, but later as fashion industry revolved and brands came up luxury became part of peoples’ lives (Danziger, 2005). The same perception revived on e-commerce where an estimated 95% buyers’ populace was only on the luxury. ... Today consumers not only trace luxury in goods or service, but they also expect luxury in the method of deliverance and service (electronic trade and provision). It was the year 1990 when Amazon gave origin to the concept electronic trade and distribution. Ebay was the second major contributor to e-commerce, a competitor of Amazon which evolved in the same year of e-business (Schneider, 2011). It was the start of electronic based distribution (1995) when AltaVista, Lycos and Yahoo! came more with the luxury brands on their distribution and selling (Schneider, 2011). Later on MSN and Hermes also promoted luxury on the online buying and selling, as they were on a great response from luxury excavators (Okonkwo, 2010). Apart from all the persistence of luxury on e-commerce and trade has also aware the modern business specialists (Schneider, 2011). They have understood that luxury is a core preference of the buyers, where e-commerce is the right forum to distribute it. This is how luxury is widespread to all parts of the business system, from buyers to sellers and from marketers to branders respectively (Danziger, 2005). Definition to E-Commerce and E-Business With the plethora of globalization and internationalization, small and large business firms have identified e-commerce as a forum to exchange (Saunter, 2012). The core activities of a business like supply, distribution, promotion and marketing of goods have become achievable on the e-commerce and e-business. E-commerce is a term that indicates electronic business commerce, where businesses are sold, expanded and developed on the basis of large consumer presence on the internet (Dave, 2008). E-commerce is a combination of two things,

Health and Safety Regulations in Hotels

Health and Safety Regulations in Hotels As the facilities Manager of our hotel that I am very concerned about the lack of awareness of safe working practices amongst our employees. Therefore, this presentation will help them to understand and practice health and safety regulations at workplace. This presentation helps to ensure that our hotel operation run well and meet our customers expectations as well. But I should keep our hotel functioning at its best and want to assure that you work safe and healthy at the hotel. It can be seen that all legislation regarding to health and safety regulations have been developed since 1970s to ensure that management responsible for providing and maintenance of adequate policies and standards. Under the common law assure that employers have a duty of care about their employees who work at workplace. It is very important of having health and safety regulations at workplace. Because, employer fails to take care of an employee means that employee may have a number of claims. It would include the ability to resign and claim constructive unfair dismissal and claiming personal injury as well. The necessity of Health and Safety regulations This chapter draws the attention of the necessity of health and safety regulations. Health and Safety regulation may help various ways to business. It can be highlighted that the one of the main reasons of the necessity of health and safety regulations is to ensure that the work premises is running safely thus reducing accidents at workplace. One of the biggest risks for hotel workers is ergonomic injury from strains, sprains, and repetitive work. It helps to protect workers back and limbs by practicing safety regulations when performing your job functions. On the other hand every persons objective should be to maintain the maximum level of health and safety in the hotel. There are regulations and rules that manage this issue. Each employee of the hotel should be made aware of these rules and regulations. It is to say that once the hotel workers read through the health and safety regulations they realize that most of those are common sense. The knowledge about these regulations would help them to know how to react if there is a crisis. As the hotel management, that would not enough to give our employees to read down the health and safety regulations. We should encourage them to practice it. The best way is to practice this by example. If this practice starts right from the top level of the hotel it spreads down to the entire employee. It should be mentioned that this is vital for the well being of the hotel workers. Once hotel employees make understand that these health and safety regulations are for their wellbeing and benefit them will be more willing to act in accordance with hotel management. All these health and safety regulations are a must in the workplace which is required by law. Importance of health and safety within the hotel environment It should be mentioned that health and safety is one of the most important part within the hotel premises. Keeping poor level of health and safety leads to accidents and illness and significant costs for our hotel. Successful health and safety regulations practice means that improve our hotel reputation with hotel customers, regulators and our own hotel staff. We have both legal and moral obligation to ensure that our employees work in healthy and safely at the hotel. Hotel management cannot force workers to work in an environment where their wellbeing is risk. On the other hand those hotel workers are both healthy and safe during their working hours. Injured or sick hotel workers lead to drop in service and a subsequent loss of profits. Good health and safety practices successfully pay for themselves as service keep remain from minimising insurance costs, disruption, the hotel workforce remains contended and customers also are happy with hotel service. The hotel workers need training in specific areas. For example, workers may need to learn how to handle and dispose of cleaning liquids. On the other hand all supervisors also may need to deliver health and safety policies towards our hotel employees. Key health and safety issues in the hotel Safety Audit Safety audit is able to identify the possible problems before they have an impact on hotel safety. Its object is to reveal the strengths and weakness, to determine areas of non tolerable risk and devise rectification measures. Safety audit is able to ensure compliance with all current regulations related to safety and health at workplace. The main object of safety audit is to collect information, using a predetermined protocol or a checklist, whether how workplace safety services are currently going on. The safety audit can cover the particular aspects or whole system. It is important to hold this safety audits that helps to highlight all positive and negative aspects of safety in the workplace. Safety audit may include the current system in workplace to control hazards, the record of incidents at the workplace and a physical inspection of the premises. Finally, that would help to report findings, as well as suggestions to improve the current safety policy and system. Benefits of safety audit at the Hotel Safety audit mainly evaluate hotels safety services. On the other hand it can cause to great cost savings by injuries at work. According to Roger regular safety audits are very important to minimizing risks and safety hazards in the workplace. Process of the safety auditing Method Review of documentation Interviews with staff Observations by the audit team. Outcome Benefits Observations and recommendation Conclusions substantiated with references Minimising risk and hazards Cost savings HASAWA and its importance for our hotel service HASAWA Health and safety at work act considers both physical and mental well being of employees, and freedom from risk of injury. Main object of the act can be outlined as health, safety and welfare of persons at work.It is clear that this act mainly focuses on employees at workplace. Not only workers, it protects persons other that persons at work, against risks to health or safety arising out of or in connection with the activities of persons at work. The act refers to control the keeping and using of explosive or highly flammable or otherwise dangerous substances, and generally preventing the unlawful acquisition, possession and use of such substances. On the other hand HASAWA control the emission into the atmosphere of noxious or offensive substances. I would disclose the duties of employers at workplace. The act provides that employer has duty of care about their employees. It can be clearly understood according to the chart below. Duties of Employer On the other hand it should be cited that employees also have to follow the duties and responsibilities which is under Health and Safety at Work Act. It is clearly cited below table. Responsibility of employee Hazard Spotting Hazard spotting is one of the most important things in the hotel. It will be of benefit to our hotel, staff and our guests as well. Therefore, I would like present and suggest action to be taken to resolve hazard spotting in our workplace. This would cover as many hazards as possible. To get reduce hazards in our hotel you will need to walk through our hotel, speak to employees. It is important that paperwork alone will not prevent injuries. It is very important to take action once a hazard has been identified. Therefore, I suggest taking action to prevent any hazards in many areas in the hotel premises. It is easily identify hazards that you may have not been previously identified once you work through the hotel. Hazard spotting involves looking for possible issues such as changes in working processes, temporary trip hazards, make sure only approved chemicals are used, etc. Any new hazards that you are found can then be dealt with either immediately or, if this is not possible, brought to the attention of the hotel administration. It is to be mentioned that there should be specify Hazard spotting exercises to conduct throughout the hotel regularly. Therefore, Nominate few persons who should be responsible for conducting the Hazard Spotting exercise Each one should be familiar with the area which the carry out the Hazard Spotting exercises Each Hazard Spotting need to be noted down with any new hazards as well Keeping a hazard spotting records which can be accessed by online. Use a checklist and make hazards list that you can see Accident reporting It is legal requirement that keeps a record of injuries in the hotel using an accident book. Employer must report certain serious workplace incidents to the hotel authorities. Accident reporting records must keep for at three years. As we employer that we have to provide an accident book for our staff and that should easily be understood. As you are the employer of work premises you are required to report some types of work-related diseases, accidents, and dangerous occurrences. Reporting ill health and accidents at workplace is a legal requirement under the Reporting of Injuries, Diseases and Dangerous Occurrences. Gathering information helps to Health and Executive and the Local Authority to recognize how and where risks arise and to prevent reoccurrence and prevent further suffering and pain to employees. Legal requirements ask to report a death, a major injury, an over three day injury, a work related disease, a dangerous occurrence and where a member of the public is taken directly to the hospital. Reporting accidents are required in time limit and it is vary depending on the severity. A major injury or where the accident has resulted in someones death need to be reported immediately. Over three day injuries need to be informed within ten days. It is noted that a work related diseases must report after the doctor diagnosis it. I have provided a sample of accident report form that would be getting clear picture about reporting accident.   ACCIDENT REPORT FORM Details of person injured: Surname  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Forenames  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Age  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   DOB Department  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Position Held Date of Accident  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Time  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Was Accident Reported in Accident Record Book? How did Accident Occur? Nature of Injuries Was First Aid given?  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   By Whom? Was Injured Person sent to Doctor, Medical Centre or Hospital? (Give Details) If so, accompanied by whom? Name(s) of Witness(es) of the Accident Any Previous Accident which may have been due to same cause Was Accident caused or contributed to by any defect in working conditions or premises or the conditions   of the furniture, equipment or tools used? Signature of person reporting the accident   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Date The Health Safety Policy I would like explain about safety policy. It is to mention that we must have a written policy of safety. We are a hotel who has employees more than four. It is to say that health and safety policy should be available for our staff. On the other hand safety policy must be reviewed regularly. (eg: annually) meaning of policy in place in order to establish who is responsible for what aspects of safety in our hotel. It is an important duty of this hotel to ensure that our employees work under a safe and healthy environment. An effective health and safety policy requires the full co-operation and collaboration of all employees. I suggest all the hotel staff read this policy and accept their own personal responsibilities for safety at work. I would like to write down some responsibilities both hotel management and its employees. Responsibilities of management of the hotel; to maintain the principles of relevant legislation to ensure the safest systems of work and a safe, healthy working environment by consultation and joint involvement of management and employees, to enlist the active interest, participation and support of employees in promoting good standards. Responsibilities of the hotel employees; to take all reasonable care for the health and safety of him/herself and of fellow employees and to report any hazard which cannot be controlled personally to co-operate with the organisation by observing safety rules and complying with any measures designed to ensure a safe and healthy working environment. The role of safety co-ordinator is of vital importance for maintaining a continuous and critical scrutiny of working conditions throughout the workplace, reviewing safety performance and promoting safer working. The managing director accepts ultimate responsibility for health and safety within the organisation as a whole. All managers and employees generally are expected to support and implement this policy wholeheartedly. HACCP HACCP refers to prevent any kind of hazards that would be caused for food-borne illness by applying science based controls. It enables you to show your commitment to food and customer satisfaction. HACCP is an international principle defining the requirements for effective control of food safety. HACCP is built on seven key principles: hazard analysis, critical control points identification, establishing critical limits, monitoring procedures, corrective actions, verification procedures and record-keeping and documentation. Hazard analysis analysis of chemical, physical and biological food hazards Critical control points identify the critical points at the raw materials, processing, storage, distribution and consumption steps Establishing critical limits establishment of critical preventive measures and control limits, eg: minimum cooking time and temperature Monitoring procedures observing of these control points Corrective actions establishment of corrective actions Verification procedures Record keeping record; and Record-keeping and documentation Systematic and regular auditing of the systems in place by independent third party certification bodies. All those measurement can be maintain HACCP in workplace easily. Summary It can be seen that health and safety is good for hotel employees and the hotel as well. If employees are getting sick or injured that could result in time and money being wasted. We have planned to place the health and safety regulations in a variety of areas where the hotel employees can read them easily. Once you realize that these regulations are for your well being and benefit you will be more willing to comply with the hotel. It means we have been successful in cultivating a culture of health and safety at the hotel. It is to be advised to practice safe ergonomic principles when performing your job functions. Furthermore, keep your body and back straight and neutral while you work. Read the safety data sheets and labels to know the hazards and safe work practices for the chemicals products you use. It is important that you get training and inspect your cleaning and maintenance tools before use. The above recommendation and evaluations are general guidance only and should not be relied upon for legal compliance purposes. Therefore, you have an obligation to practice them for benefit of the hotel, customers and yourself.

Alcoholism :: social issues Drinking Alcohol Essays

Alcoholism Alcoholism, is an illness involving the excessive use of alcoholic beverages, whether it's a can of beer or other sources such as vodka, and whiskey etc. It often affects a lot of people and their families. I will discuss the symptoms of alcoholism. I will continue into the effects of alcoholism. Then conclude with the treatment of the disease. It is a very serious disease. Alcoholism has been often been thought of as a symptom of a psychological or social problem, or as a learned, behavior to cope with the everyday problems peoples lives. More recently alcoholism has become recognized disease of it's own Alcoholism usually develops over a period of a few years. Early symptoms include spending an excessive amount of limited income on alcohol. The availability of the alcohol influences the person's choice of friends and the things that they do. Alcohol becomes used as more of a relaxer than as a casual beverage. At first, the alcoholic may have a high tolerance of alcohol, drinking more and showing less effects than other drinkers. Alcohol begins to be more important than the persons relationships, work, or even their health. The person progresses by losing control over their drinking and are not able to control their habit. A physical addiction may come later to avoid the effects of a hangover. The effects on major organ systems include a wide range of digestive disorders such as ulcers, inflammation of the pancreas, and cirrhosis of the liver. The nervous system can also be permanently damaged. Blackouts, hallucinations, and extreme tremors may occur to the person as a direct result of drinking alcohol. Studies have evidence that shows that heavy or even moderate drinking during pregnancy can cause serious damage to the unborn child. This is known as fetal alcohol syndrome. About 10 percent of all the adult drinkers in the U.S. are considered alcoholics or they have some sort of drinking problem. The consumption of alcohol is currently rising in the U.S., and other countries like the U.S.S.R. and some of the European countries. There is also an increase of alcohol-related problems in other nations, including the Third World. Specialized treatment facilities within general or psychiatric hospitals are rapidly increasing in number. One of them is known as Charter. Earlier and better treatment has led to high recovery rates. In addition to physical complications and withdrawal symptoms, treatment involves counseling and group therapy such as AA are directed at complete recovery from the symptoms from alcoholism.

Mixed Method Research Design Essay

Introduction. This essay is devoted to a mixed method research design. In the paper special attention is paid to quantitative and qualitative approach for the design of a research as essential components of a mixed research paradigm. A mixed method design. There are main research paradigms in education and science. They are: quantitative research, qualitative research and mixed research. A mixed research design is a general type of research that includes quantitative and qualitative research data, techniques and methods. All these paradigm characteristics are mixed in one case study. This method design involves research that uses mixed data (numbers and text) and additional means (statistics and text analysis). A mixed method uses both deductive and inductive scientific method, has multiple forms of data collecting and produces eclectic and pragmatic reports (Creswell 2002, p.69).   Two main types of a mixed method are: mixed method and mixed model research. A mixed research method is a research in which you use quantitative data for one stage of a research study and qualitative data for a second stage of a research. A mixed model design is a research in which you use both quantitative and qualitative data in one or two stages of the research process. The mixing of quantitative and qualitative approaches happens in every stage of a research. In a research it is important to use a mixed research method for the conducting of a detailed research. The advantages of a mixed research are: The strength of the research; Use of multiple methods in a research helps to research a process or a problem from all sides; Usage of different approaches helps to focus on a single process and confirms the data accuracy. A mixed research complements a result from one type of research with another one. This research does not miss any available data. Difference of quantitative and qualitative components of a mixed method design. A quantitative component of a mixed research assumes the usage of deductive scientific method while qualitative component assumes inductive scientific method. Moreover, a quantitative approach collects quantitative data based on exact measurement applying structured as well as validated information collection (Creswell 2002, p.74). For instance, rating scales, closed-ended items and responses. This approach produces statistical report with correlations. A qualitative component uses qualitative information. For instance, interview, field notes, open-ended questions etc. This approach considers a researcher to be the major means of information collection. At the end of a research this approach supposes a narrative report with context description, quotations taken from research material. It is important to stress that there are many ways of research performing. Quantitative and qualitative methods have their advantages and disadvantages in a research. However, you may summarize the advantages of both methods and have accurate information on implementation, findings and conclusions of your research project. Qualitative and quantitative research methods have different strengths, weaknesses and requirements that affect researcher’s project accuracy. The aim of a mixed method design is to summarize positive aspects of two approaches and produce a highly accurate data (Creswell 2002, p.98). When you use several methods in your research process, then you can use the strength of every type of information collection and minimize the weak points of every of both approaches. A mixed method approach of gathering and evaluation can increase the validity and accuracy of the information. Conclusion. The essay briefly analyzes a mixed method research design including the major components: quantitative and qualitative approach for the design of a research. The paper proves the effectiveness of a mixed method design. References. Creswell J. W. (2002). â€Å"Research Design: Qualitative, Quantitative, and Mixed Methods Appro†. Sage Publications; 2 edition, 246 pp.

Apple Computers essays

Apple Computers essays One of the most innovative and exciting fields in our current society is the PC industry. In the last thirty years, the computer industry has developed at an astounding rate-nearly two out of three people over the age of 18 in the US either own or have access to a computer on a regular basis. This incredible invention, however, is the result of inauspicious beginnings and inept primary marketing by one of the most successful manufacturers of personal computers-Apple. Despite disastrous losses in the 80s and 90s to their main competitor, IBM, Apple recently re-vamped the entire company-focusing on marketing and product developmentand introduced the iMac in 1998-the most successful personal computer launch ever. Despite this success, the rapid rate of development within the computer industry indicates that Apple must analyze their previous marketing techniques in order to maintain the high level of success achieved in the late twentieth century. The PC was invented on April Fools Day in 1976. The two inventors, Steven Jobs and Stephan Wozniak, were working out of a garage and possessed very little knowledge of the importance of marketing in successful product production and distribution. They were primarily interested in their products-showing little concern for its markets. The introduction of IBM in 1981, however, was a strong wakeup call for the unprofessional company-forcing them into competition against strong and well-managed opponents. For several years after IBM launched its first PC, it dominated the market-focusing on a synergistic relationship with Microsoft. After hearing the dire predictions regarding the probability of Apple surviving IBM domination, Steven Jobs realized that professional marketing help was vital. John Scully, a professional in marketing, concluded that Apple desperately needed a keen update on its marketing-product strategies. The resulting solution consisted of diffe...

policies regarding developing people for performance in an organisation are put into practice The WritePass Journal

To what extent can an HR manager ensure that policy / policies regarding developing people for performance in an organisation are put into practice Introduction To what extent can an HR manager ensure that policy / policies regarding developing people for performance in an organisation are put into practice IntroductionHR and Competitive AdvantageHuman resources developmentEmployee factorsManagerial FactorsConclusionReferencesRelated Introduction As it is a relatively new focus for modern organizations, human resources is increasingly viewed as paramount to a company’s success, as Cascio (1991) cited â€Å"people are our most valuable asset.† Long gone is the ideology of a company being represented by its assets and wealth, rather it is the personnel side of business which   faces significant challenges, as Ulrich (1998) cited numerous ways in which human resources is invaluable to today’s business notably the use of organizational knowledge and adaptability to the ever changing business environment. Due to this focus on people in organizations human resource managers now arguably have more value than the majority of individuals operating in different functions (Lengnick-Hall and Lengnick-Hall 1988.) The majority of business academics support the newly formed metaphor of a business being an organism as opposed to the out dated view of a business as a machine or process, which was shown by O’Neill (2007) to be evidently reductionist in the way it views organisational procedures. O’Neill highlighted that whilst the biological metaphor was clearly more complex, its acknowledgement of sub systems and informal mechanisms makes it much more suitable for the modern workplace, where human resource’s importance largely outweighs the more operational aspects of a business. HR and Competitive Advantage The role of human resources and human resource managers is now so vital to companies that many academics view the area as a source of major competitive advantage to a firm (Ferris et al 1999, Wright et al 2006.) This view sees that human resources as a function is best to be integrated into all of the businesses primary functions (Arthur 1994) and Miles and Charles (1984) even went so far as to include human resources as part of an organizations strategic decisional processes. However whilst many support this increased focus on the personnel side of a business, for instance Teece et al (1997) believed the transfer of knowledge and skills in developing the workforce is the only real dynamic capability a modern company can hold, Dunford et al (2001) highlighted that the human resource function has struggled to justify its position in organizations (see Drucker 1954, Stewart 1996.) Whilst the importance of people in organizations has little opposition, many view human resource professio nals to have limited importance on the workforce and implementing various policies. Whilst Barney and Wright (1996) examined and supported the importance of a human resource partner in running businesses, it could be argued that whilst making the relevant human resource decisions is necessary, using middle / junior human resource managers to promote these policies is more difficult. Gunnigle (1977) for instance noted that whilst senior management possesses a lot of authority in making personnel decisions, a range of different approaches is suitable for implementing policies, from a â€Å"high strategic integration of human resource issues in strategic planning to more piecemeal ad hoc approaches to managing human resources.† Human resources development As human resources has become so central to organizations, policies regarding developing a company’s personnel have emerged as the focal point for many academics. Defined by Swanson and Holton (2009) as â€Å"a process of developing and unleashing expertise for the purpose of improving individual, team, work processes and organizational system performance,† human resource development is seen by Nadler (1970) to contain three key components, these being training, education and development for the workforce. Developing policies to improve a workforces skills and successfully implementing them assumes a pivotal role in shaping a business’s strategy (Torraco and Swanson 1995.) In fact what Agrawal (1994, cited by Torraco and Swanson 1995) discovered is that whilst the majority of organizations have sufficient technology and policies regarding personnel development, in reality many employees are not actually trained sufficiently to use new equipment. This therefore im plies that managers need to take a more proactive approach in ensuring development policies are put into practice. However due to the vagueness of the development concept, Swanson and Holton (2009) simply look at it in terms of being a problem defining and solving process. The question then becomes what influence a human resources manager has in a modern workplace scenario to implement policies. Whilst Guest et al (2003) found a greater use of human resource management is associated with lower labour turnover and increased employee satisfaction, the actual power a human resources manager has over making changes to workforce policies is limited as seen by Miles (1965) due to the ideological gap between the workforce and managers. Miles used the example of the gap between how managers prefer a different personnel approach to their subordinates than to their superiors. This discrepancy showed that whilst managers welcome a focus on their abilities and development when regarding more se nior managers, they would rather adopt a human relations approach to the workforce, whereby the focus is on morale. Therefore managers in this position could be reluctant to use any formal power they may have to implement new policies. Kanter’s (1989) findings also point towards this conclusion, as Kanter discovered a number of changes in the employee – manager relationship, notably the reduction of power and distance between a manager and their subordinates. Whilst Kanter’s idea that managers now have to implement ideas through more interpersonal and informal means is appealing to a workforce, the concept of â€Å"managers are integrators and facilitators, not watchdogs,† could prove to be problematic when it comes to implementing strict policies on the workforce. Employee factors In order to fully analyse how a human resources manager can successfully implement workplace policies regarding development, various employee factors come into consideration. Firstly there is the importance of the style of communication used. As mentioned previously the distance between managers and workers particularly in large organizations necessitates the effective use of communication channels. According to Soliman and Spooner (2000) using a two way free flowing communication system is the most appropriate method of dealing with development, because it would allow not only for managers to communicate policies to the workforce, it would also allow two way feedback on the said procedures. This idea of a loop of communication regarding development is supported by Bradley (2002) who argued that a â€Å"coherent evaluation and feedback system† should be integrated into every new workplace policy. This is especially vital for development due to the highly personal nature of the issue. Only through effective feedback will human resource managers have the required knowledge about the workforce to ensure that suitable development policies are implemented. A relevant suggestion on how this ideology could be used in a modern business scenario was proposed by Mehra and Brass (2001) in suggesting the use of social networks to communicate feedback to managers. Another clear factor in a human resource manager’s ability to promote development policies is the emotional intelligence of the staff. Sy et al (2006) showed that high levels of emotional intelligence clearly correlate with workplace performance and satisfaction. This suggests that a manager with a highly emotionally intelligent workforce would have an easier time ensuring policies are put in place. Cherniss (2001) even went so far as to cite â€Å"self management† as a key component of the framework of emotional intelligence, implying perhaps that if a workforce was mature and skilled enough the job of the human resource manager would be completed by the staff. However whilst this may seem appealing to managers there is also a problematic issue with emotionally intelligent workforces. The majority of modern workforces possess clear elements of emotional intelligence and often utilise informal learning in their position (Eraut 2004.) Garrick (1998) noted the danger of this informal learning style, that it is not controlled in any way by the management team. With the increased trend for workplace environments to be based around intelligent project / task teams (Hechanova-Alampay and Beehr 2001) human resource managers could often find themselves facing insurmountable odds if they wished to implement unpopular policies.   Therefore in order for managers to be able to put policies in place they must ensure in addition to there being effective communication channels in place that   a degree of employee commitment is drawn from the workforce. Studies by Romzek (1990) prov ed the use of employees holding a psychological tie to their place of work, and highlighted the managerial influence on this subject. The way in which managers can ensure employees hold this commitment is displayed by Vischer’s (2006) ranges of environmental comfort. As long as employees show a certain level of comfort human resource managers should be able to implement new development policies. Managerial Factors There has been a large amount of research completed on the new role that managers now face in organizations, namely the human resource function where research seeks to provide guidance on how to deal with specific workforces (Geroy et al 2000.) This is largely due to the new styled work of managers as they face a changing psychological contract with their workforce and so need to build commitment in their implementing of policies (Hiltrop 1999.) This therefore means that managers need to adapt traditional managerial styles if they wish to have the power to put in place new development policies. Vischer (2005) used the example of the new style of managerial offices, where employees can view the managers working to symbolise the increased need for an interpersonal approach to managerial work. Whilst managers traditionally took a scientific based approach to implementing new policies, for instance the labour process conceptualization cited by Ramsay et al (2000) the modern way of reachi ng a workforce is via a transactional leadership approach. Not only does this feedback, group based style work in terms of productivity results alone (Deluga 1988) it gives managers more authority to properly put policies into practice. Bass’ 1985 study justifies this success of transactional leadership by noting an increased employee confidence. Bass noted that a contactable manager with charisma fulfils the traditional leader role that many workforces look for when deciding whether or not to adopt a new policy. However there are other factors a manager must consider when attempting to promote new development policies, primarily there is the direct influence the manager has on the individual. This is especially vital for development policies as they are regarding individual people and so workers would resist policy changes from a manager whom they feel has no connection or influence on the person that they are. Important factors in this topic range from the face to face nece ssity for successful managers, as Dambrin (2004) demonstrated how the reduction of this direct communication in home based telephone workers significantly reduces the need for managers altogether, to the findings by Cleveland et al (2003) which noted the increased influence that managers of similar ages to their staff enjoy. Whilst this element is of little use to many managers (as they cannot help their relative age to the workforce) the concept that employees are willing to accept policy changes from people whom they consider to be similar to them is extremely useful. Therefore the practical use of these findings is in the manager’s tactics in dealing with their staff. There is much research that centres on this factor (Furst and Cable 2008, Wayne et al 2006) and recent findings suggest that managers adopt a highly individualistic based style when implementing development policies, as managerial influence is not equally perceived by workers (Barton and Deschamps 1988.) Lawl er et al (2007) highlighted that older, more highly educated employees   feel they should have more say in their own development. Therefore the avocation must be for managers to manage their workforce reactively, not according to a pre-set plan of action (Niederkofler 2002.) Conclusion This report has investigated the extent to which a human resources manager can realistically implement policies regarding development in their workplace. Firstly the importance of human resources as an organizational function was explored, from Cascio’s generic quote to how human resource is now seen as essential in many modern businesses (Teece et al 1997, Barney and Wright 1996.) As personnel development is undoubtedly a vital issue in modern organizations (Torraco and Swanson 1995, Nadler 1970) the issue became how a manager can overcome the ideological gap between themselves and the workforce (Miles 1965.) The aspects that allow managers to do this and successfully implement development policies were tackled in firstly terms of employee expectations for managers, where Mehra and Brass’ communication recommendations and Eraut’s views on emotional intelligence were a focal point, and secondly the managerial influences on their staff such as the use of transform ational leadership and the individualistic style proposed by Barton and Deschamps (1988.) In this way managerial work is very much a self fulfilling prophecy where their expectations for the workforce will likely become reality (Swanson 1995,) and in this context managers should use this information about how to approach issues to their advantage, due to the power value of information as seen by Goad (2002.) References Arthur, J.B. (1994) Effects of Human Resource Systems on Manufacturing Performance and Turnover. The Academy of Management Journal, Vol 37, No 3 (June 1994) pp 670-687. Barney, J. B. Wright, P. M. (1997). On becoming a strategic partner: The role of human resources in gaining competitive advantage (CAHRS Working Paper #97-09.) Ithaca, NY: Cornell University, School of Industrial and Labour Relations, Centre for Advanced Human Resource Studies. Barton, D.L. and Deschamps, I. (1988) Managerial Influence in the Implementation of New Technology. Management Science, Vol 34, No 10 (October 1988) pp 1252-1265. Bass, B.M. (1985) Leadership: Good, better, best. Organizational Dynamics, Vol 13, Issue 3, pp 26-40. Bradley, S.J. (2002) What’s working? Briefing and evaluating workplace performance improvement. Journal of Corporate Real Estate, Vol 4, Issue 2, pp 150-159. Cascio, W.F. (1991) Costing Human Resources: The financial impact of behaviour in organizations. (3rd ed) Boston: PWS-Kent Pub. Cherniss, C. (2001) Emotional intelligence and organizational effectiveness. Jossey-Bass publications. Drucker, P. (1994) The practice of management. New York: Harper. Cleveland, L.M. Jeanette, N. Goldberg, C.B. (2003) Work attitudes and decisions as a function of manager age and employee age. Journal of Applied Psychology, Vol 88, Issue 3 (Jun 2003) pp 529-537. Dambrin, C. (2004) How does telework influence the manager-employee relationship? International Journal of Human Resources Development and Management. Vol 4, No 4, pp 358-374. Deluga, R.J. (1988) Relationship of Transformational and Transactional Leadership with Employee Influencing Strategies. Group Organization Management, Vol 13, No 4, pp 456-467. Dunford, B.B. Snell, S.A. and Wright, P.M. (2001) Human resources and the human resource based view of the firm. Centre for advanced human resources studies working paper, Cornell University. Eraut, M. (2004) Informal learning in the workplace. Studies in Continuing Education Vol 26, Issue 2. Ferris, G.R. Hochwarter, W.A. Buckley, M.R. Harrell-Cook, G. and Frink, D.D. (1999) Human Resources Management: Some New Directions. Journal of Management, Vol 25, No 3 (June 1999) pp 385-415. Furst, S.A. Cable, D.M. (2008) Employee resistance to organizational change: Managerial influence tactics and leader-member exchange. Journal of Applied Psychology, Vol 93, Issue 2 (March 2008) pp 453-462. Garrick, J. (1998) Informal learning in the workplace: Unmasking human resources development. Routledge publishing. Geroy, G.D. Wright, P.C. and Jacoby, L. (2000) Toward a conceptual framework of employee volunteerism: an aid for the human resource manager. Management Decision, Vol 38, Issue 4, pp 280-287. Goad, T.W. (2002) Informational literacy and workplace performance. Quorum books, 88 Post Road West, Westport. Guest, D.E. Michie, J. Conway, N. Sheehan, M. (2003) Human Resource Management and Corporate Performance in the UK. British Journal of Industrial Relations, Vol 41, issue 2, pp 291-314. Gunnigle, P. (1977) Personnel Policy Choice: The Context for Human Resource Development. Journal of European Industrial Training, Vol 15, Issue 3. Hechanova-Alampay, R. Beehr, T.A. (2001) Empowerment, span of control, and safety performance in work teams after workforce reduction. Journal of Occupational Health Psychology, Vol 6, Issue 4 (October 2001) pp 275-282. Hiltrop, J.M. (1999) The changing psychological contract: The human resource challenge of the 1990s. European Management Journal, Volume 13, Issue 3 (September 1995) pp 286-294. Kanter, R.M. (1989) The new managerial work. Harvard Business Review, Vol 67, Issue 6, pp 85-92. Lawler, E.E. Renwick, P.A. and Bullock, R.J. (2007) Employee influence on decisions: An analysis. Journal of Organizational Behaviour, Vol 2, Issue 2, pp 115-123. Lengnick-Hall, C.A. and Lengnick-Hall, M.L. (1988) Strategic Human Resources Management: A Review of the Literature and a Proposed Typology. The Academy of Management Review, Vol 13, No 3 (July 1988) pp 454-470. Mehra, A. Kilduff, M. and Brass, D.J. (2001) The Social Networks of High and Low Self-Monitors: Implications for Workplace Performance. Administrative Science Quarterly, Vol 46, No 1 (March 2001) pp 121-146. Miles, R.E. (1965) Human Relations or Human Resources? Harvard Business Review, Volume 43, Issue 4, pp 148. Miles, R.E. Charles, C. (1984) Designing strategic human resources systems. Organizational Dynamics, Vol 13, Issue 1, pp 36-52. Nadler, L. (1970) Developing Human Resources. Gulf Publishing Company, Book Publishing Division, Box 2608, Houston, Texas 77001. Niederkofler, M. (2002) The evolution of strategic alliances: Opportunities for managerial influence. Journal of Business Venturing, Vol 6, Issue 4 (July 1991) pp 237–257. O,Neill, M.J. (2007) Measuring workplace performance. (2nd Ed) CRC Press. Ramsay, H. Scholarios, D. and Harley, B. (2000) Employees and High-Performance Work Systems: Testing inside the Black Box. British Journal of Industrial Relations, Vol 38, Issue 4, pp 501-531. Romzek, B.S. (1990) Employee Investment and Commitment: The Ties That Bind. Public Administration Review, Vol 50, Issue 3, pp 374-382. Soliman, F. and Spooner, K. (2000) Strategies for implementing knowledge management: role of human resources management. Journal of Knowledge Management, Vol 4, Issue 4, pp 337-345. Stewart, T.A. (1996) Human resources bites back. Fortune, 175. Swanson, R.A. (1995) Human resource development: Performance is the key. Human Resource Development Quarterly, Vol 6, issue 2, pp 207-213. Swanson, R.A. and Holton, E.F. (2009) Foundations of Human Resource Development. (2nd Ed) Berrett-Koehler Publishers Inc. Sy, T. Tram, S. and O’Hara, L.A. (2006) Relation of employee and manager emotional intelligence to job satisfaction and performance. Journal of Vocational Behaviour, Vol 68, Issue 3 (June 2006) pp 461–473. Teece, D.J. Pisano, G. And Shuen, A. (1997) Dynamic capabilities and strategic management. Strategic management journal, Vol 18, Issue 7, pp 509-533. Ulrich, D. (1998) A new mandate for human resources. Harvard business review, January – February 1998. Vischer, J.C. (2005) Space meets status: Designing workplace performance. Routledge Publications. Vischer, J.C. (2006) The concept of workplace performance and its value to managers. California management review, Vol 49, No 2. Wayne, S.J. Liden, R.C. Graf, I.K. and Ferris, G.R. (2006) The role of upward influence tactics on human resource decisions. Personnel psychology, Vol 50, Issue 4, pp 979-1006. Wright, P.M. McMahan, G.C. and McWilliams, A. (2006) Human resources and sustained competitive advantage: a resource-based perspective. The International Journal of Human Resource Management, Vol 5, Issue 2.

Delay Retirement as Housing, Stock Swoon Essay Example | Topics and Well Written Essays - 500 words

Delay Retirement as Housing, Stock Swoon - Essay Example The housing bubble of 2008 caused many Americans to lose thousands of dollars in equity value. The housing market used to be so good that many Americans bought a second property for investment purposes. Those people that choose the route of investing in the house market for profits have taken a huge hit since the majority of properties in the United States have lost a lot of value. According to the article the housing market in the U.S lost over 10% in value in 2008. Along with a depleting housing market retirees have also seen their other investment instruments go down in value in a significant manner. One of the financial retirement instruments that people invest on the most is 401k plans. These plans often invest a lot of money in the stock market. The value of stocks or equity went down approximately 15.5% in 2008. The loss of value hurt the potential retirees the most because older people do not have the leisure of time like young people do. A young person can wait until the market picks up once again. Retirees depend on that equity money to help pay for their living expenses. The combined effect of the devaluation in the stock market and the depreciation of homes has force many senior citizens to continue working instead of retiring early. As of 2008 approximately 78 million baby boomers reached the age of 60. Many of these individual planned on retiring early, but a lot of them have found it extremely hard to make a commitment to retireme nt due to the fact that the value of their retirement savings has gone down. The senior citizens that are supposed to retire are holding on to jobs that younger people need. This has created market inefficiency in the labor markets. There are so many jobs to go around in the United States. The current situation is unfair to both young people and older people.

Inexorable Fate of Catherine Essay Example | Topics and Well Written Essays - 750 words

Inexorable Fate of Catherine - Essay Example The actions and attitude of Catherine towards life and death, religion and ateism reflected that a person with a wide range of feelings had a fuller life than a person with a more restricted rang. When I read this chapter, it makes me think that we are alive when we are feeling freshly, or profoundly, or delicately; and that lack of all feeling is death and unconsciousness. But certain distinctions we can make within the scope of these propositions are by no means widely recognized; for instance, that fresh, strong feeling in Catherine is a different thing from the mass strong feeling she had faced with during the wartime. The life experience of Catherine depicted that some types and manifestations of human feeling were gross self-indulgence and were not at all the thing they appeared to be, in other words "this was what people got for loving each other" (Hemingway, 329). I disagreed with indifference and protests of Catherine against a priest. In my opinion, Catherine should change her mind and asked God to help her, but she refused. Henry asked Catherine: "Do you want me to get a priest or any one to come and see you", but she answered "Just you" (Hemingway, 330). On the other hand, this remark shows great love between Catherine and Henry, their mutual trust and support. Reading this chapter, I came to conclusion that in childhood, people believe subconsciously in superficial power of some thing beyond our understanding, in adolescence period, we deny everything being unable to join scientific knowledge about the world and unscientific knowledge on which religion is based. At the end of the chapter I understood that love to Henry was the only true faith for Catherine. I was amazed by courage and personal strength of Catherine in this chapter. Her courage and bravery proved the idea that only in difficult situations people show their real nature and courage: "When the pains were bad she called them good ones" (Hemingway, 326). Toughness stems were not from insensitivity but from a strict personal code which functions as the character's sole defense against the overwhelming chaos of death. Catherine was a real hero trying to support and encourage Henry. She told that she was "'not going to die" (Hemingway 326). The following passage was the most impressive part of the chapter, because as a reader I could do nothing to change the course of events but remain a passive viewer of human sufferings. "It seems she had one hemorrhage after another. They couldn't stop it. I went into the room and stayed with Catherine until she died. She was unconscious all the time, and it did not take her very long to die" (Hemingway 331). It was really difficult for me to read the rest of the chapter realizing that Catherine "would die" (Hemingway 327). The great irony of Catherine's death was that she had helped people all her life saving dozens of soldiers, but was faced with ultimately death of her own. The crying injustice was that she gave birth to a child who was stillborn. Her downfall was a result of a fatal flaw of events, a trait which she could not help as it was a fate which caused the tragedy and death. Catherine suffered beyond what could be expected, and paid beyond measure for whatever love and happiness she had. A new life always symbolizes great expectations and hopes which can change the life of a person or a family for the good, but for Catherine it resulted in death. Catherine tells Henry: "I'm not brave any more, darling, I'm