E-Hr in P&G

Introduction to Procter & Gamble Procter & Gamble (P&G) is a multinational corporation that provides consumer products in the areas of pharmaceuticals, cleaning supplies, personal care, and pet supplies. The global consumer goods company was started by William Procter, an English candle maker & James Gamble, an Irish soap maker in 1837, and has been well established since then, ranking fifth place of the â€Å"World's Most Admired Companies† by Fortune Magazine . P constantly strives to provide branded products and services of superior quality and value that improves the lives of the world’s consumers , where P brands serve 4. billion people in more than 180 countries. A High Performing Organization Being a multinational corporation, P values its people as the company’s most important as-set and source of competitive advantage, and understands that its success greatly depends on the strength of the talent pipeline. The Human Resources department inevitably plays an im-portant role to the company, responsible in attracting the top talents, managing P talent globally to enable career development and growth across businesses and geographies and de-veloping leaders at P around the world in every business, in every region and at every level. In view of the fast technological advances, P continues to stay at the global frontline by in-corporating e-HR into its everyday processes such as selection, recruitment and training. The use of the Human Resources Information Systems (HRIS) was also able to increase administra-tive efficiency and produce reports that have the potential to improve decision making for managers. E-HR not only provided human resources departments with the opportunity to make information available and accessible to managers and employees, but was also able to improve the company’s overall efficiency and effectiveness. With all its efforts over the years, P has been widely recognized as the industry’s global in-novation leader and brand-building leader of the industry, being consistently ranked by leading retailers in industry surveys as a preferred supplier and generating $82. 6 billion dollar of sales in 2011 alone. The HR department was also awarded the â€Å"2010 Asian Human Capital Award from Singapore's Minister for Manpower†, a highly recognized award in the industry. Technology in HR Functions Training & Development Early 2000s Being a global company that has hundred years of history, P&G owes its success partly to its large pool of capable and well-trained workforce. P&G trained its workforce on a regular basis. Since early 2000s, P&G sees the need to share product information and knowledge to its em-ployees quickly, while keeping its employees skilled and knowledgeable. P&G thus appointed Saba Learning Enterprise to develop an Internet-based learning system to be used by over 100,000 of its employees in over 70 countries . Through the collaboration with Saba Learning Enterprise, P&G were able to have a scalable system which featured various functions through its web compatibility. Powering the RapidLEARN initiative , Saba had helped P&G to consolidate multiple Learning Management Systems (LMSs) into one that improved the company’s global learning pace, thus reducing its costs greatly . New strategies and direction could be passed on to its employees with great consistency. Through the development of such integrated system, P&G was thus able to meet the needs of various business requirements. As a result of this, number of employees that utilized e-learning had increased from less than 5% to over 25% . It was estimated that such initiative had resulted in cost savings of around $14million after 5 years. In 2003, P&G moved on to engage BrightWave, UK e-learning developer, to transform its in-house presentation materials into an online training program, a 2-hour stand alone modular course, for its employees . Late 2000s With the success of Saba since early 2000s, the system had undergone multiple upgrades and customization. By 2009, the Saba system provided online training to over 90,000 of its em-ployees. There was an average of 16,000 individuals among P&G’s employees that made used of its online training each month. Such success leads P&G to expect an online training growth in the near future. To support such anticipation, P&G planned to improve its learning management system in terms of its availabili-ty, tracking, learning process governance and application support . As a result, P&G decided to assign Accenture in developing its learning management system for 6 years. Prior to the transformation, P&G had over 200 training administrators that provided decentra-lized Tier 1 support, with multiple vendors providing support on more serious application issues on Tier 2 and Tier 3 . Over a period of 3 months, all support services from Tier 1 to Tier 3 had been successfully migrated to Accenture to meet several objectives such as creating a consis-tent development on its application system, having a reliable learning system with high availa-bility, as well as improving the control of its learning process . To meet the increasing demand that P&G was expecting, it moved its Saba-based RapidLEARN to a clustered environment. Today, P&G had a reliable LMS which was scalable to meet the increasing need of web-based training across the globe. More than 90,000 of P&G’s employees now have access to the system. Today †¢Online system To enable all its employees be updated with the most up-to-date trainings, all of P&G’s em-ployees have access to a website (P&G’s online system) listing all the available courses, with details such as timing, course descriptions, and illegibility. P&G’s employees are to sign up for all the trainings online through a common online system. With online registration, em-ployees are able to understand the details of the course as well as select the suitable sche-dule for the courses quickly through a simple click. New courses can be search and signed-up courses can be dropped through the same online system. Aside from the course listings, the webpage also has other information (guidelines) that guides its employees through their own learning path. The system contains detailed infor-mation on the career stage at which certain trainings should be taken. Trainings are categorized into â€Å"General Trainings† which covers soft skills such as leadership and business communications and â€Å"Functional Trainings† which covers expertise knowledge such as finance and marketing. All these trainings are also categorized according to different career stage. As a result, the availability of the guidelines aims to help its employees sign up for the suitable courses during different career stage. E-learning For online trainings or the so-called â€Å"e-learning courses†, employees are able to complete the course at the leisure of their own pace. The system will track the attendance and progress of each employee in the trainings. In fact, employee’s attendance record for all courses attended is readily available online. Some of the common e-learning courses include training on procedures, standard business models , and business ethics. Upon completion of such courses, there will be compulsory tests which the employees have to pass. According to one of the employee’s experience, while such e-learning courses provide them with the necessary information, the knowledge absorbed is very much short-term. Some-times, employees will end up skip the on-line courses and move on directly to the tests by guessing the correct answers so as to pass the tests. Such ‘short-cut’ approach defeats the company’s purpose of having online trainings and wastes the resources of the company. †¢Trainings across the globe Being a global company, the company carries out its e-learning globally. The same trainings are made available to all of its employees at different countries. For other trainings that are not carried out online, the company provides the same content to be used globally. The ac-tual trainings will, however, be carried out by P&G at different regions and offices separate-ly. The trainers for such courses often come from P&G’s employees. These are keen employees who sent to external trainers to receive trainings. As a result of that, the training content of non-online trainings (despite having the same content across the globe) may vary slightly depending on the trainers’ style and expertise. In any case, not all trainings can be attended by all employees. Some training has specific requirements of having to meet certain career stage. Hence an approval status is needed before the employee can attend it. There are also certain trainings which can only be at-tended by certain employees upon recommendation from the managers. Therefore, em-ployees have to take note of such details as well as the location of trainings as an employee in Singapore could not simply attend trainings that are held in United States. The overall benefit of having such a complete online system in its training system is to allow P&G’s employees to realize their own learning progress and to direct them into knowing what kind of skills they need to develop further in the future. It also serves to save employees time by providing the employees the flexibility of completing the trainings at the own time. E-Recruiting With nearly 300 brands worldwide, P&G places high importance in the people and values the talent of every individual. The company spare no effort in attracting suitable talents into its company and promises to offer exciting new challenges, tremendous growth and support, and a chance to touch and improve lives daily for every of its staff. In the modern era, there have been an increasing number of people who are dependent on technology and the internet. In the past, people used to flip through job ads in newspapers. However in this age of internet technology, more people are increasingly turning to online job portals such as monster. com, recruit. et and efinancialcareers. com. USA Today reports that 95% of the college graduation class of 1997 used the Internet as the medium of choice for their job searches while a recent study by JWT Specialized Communications found that 70% of active job seekers are more likely to use the Web than traditional job hunting methods . The increasing popularity of these new and rising recruitment channels provide fresh and innovative ways that P&G can tap onto for thei r recruitment efforts, instead of relying only on personal network or head hunters. One example of such a channel is the increasingly popular use of online job por-tals (e-recruiting) in a candidate’s job search. P&G’s human resource team was able to identify the fast and moving trends of technology and in turn capitalize on the accessibility and availability of the internet to incorporate into its hiring process, making e-recruiting a part of their overall recruiting strategy. The key to successful e-recruiting is by providing a good job site which would make it easy for candidates to understand and apply and for the company to accomplish its goals of attracting the right talent. McKinsey & Company, the global consulting firm, identified recruiting as a critical issue in its 1998 report, The War for Talent, where McKinsey points to various demographic and industrial changes that are making it harder to recruit and retain good employees . A Fast Company article on the report also reiterated the importance of talent, stating that â€Å"The most important corporate resource over the next 20 years will be talent: smart, sophisticated businesspeople who are technologically literate, globally astute, and operationally agile. And even as the demand for talent goes up, the supply of it will be going down. By providing a good e-recruiting website, P&G is able to benefit as the website has acted as an effective filter, making it easy for the correct candidate to apply and deter the wrong applicants from applying. Other benefits of e-recruiting include huge cost savings. Research has shown that e-recruiting is not only faster than traditional channels but the efficienc ies of e-recruiting can also cut the amount of time needed to identify, interview and hire for a vacant position, in turn helping a company to save as much as $8,000 per hire over traditional hiring channels . Considering the scale of P&G with more than 129,000 employees worldwide, the amount of cost savings is substantial by just making 10% of it hires through e-recruiting. A unique website domain was devoted to P&G’s career centre: http://jobs-pg. com/, with a link to a similar interface easily accessible, appearing on the home page just beside the â€Å"Investor Relations† tab, signifying that P&G values e-recruiting as much as it cares about its investors. This career website has been designed in a very user friendly manner, where one is able to search jobs by category, location or groups, enabling candidates to be able to identify the area of interest or job they would like to apply quickly. P&G’s hiring process is then spilt into 5 gen-eral stages, namely application, assessment, initial interview, final interview and the offer, with specific instructions on what is required for every individual step. †¢Application This simple application process instituted a â€Å"paperless† online application system allowing electronic applications to be submitted 24 hours a day and helping the company to find ap-plicants in a timely manner. The information required in the application stage includes con-tact information, education, resume, questionnaire, confirmation and a summary. Appli-cants are also able to save the application as a draft first before completing it at a later time, allowing greater flexibility. †¢Assessments P&G uses online assessments to measure skills and accomplishments that generally do not emerge from interviews. These assessments are beneficial and well received by the appli-cants as it not only allow the company to assess the abilities of the applicant, but also help determine if it is equally beneficial for the applicant to continue through the hiring process, in turn acting as a screening stage for both parties. Examples of the online assessments are: oSuccess Drivers Assessment: â€Å"Assess your background, experiences, interests and work related attitudes and measures your compatibility against P&G compe-tencies for defining successful job performance† oReasoning Screen: â€Å"Measures your cognitive ability. This is important because the nature of our work is complex and continually changing† †¢Initial Interview Behavioural based interviews used to know more about the applicant’s previous accoplish-ment and the applicant relate to, compare with and connect with the company’s Success Drivers. †¢Final Interview One-to-one or panel interviews to find out in greater detail about the applicant’s skills and capabilities. This is also an opportunity for the applicant to get a more in depth understand-ing of P&G’s unique culture, values and endless opportunities. †¢Offer An offer of employment will be first notified through a phone call before a confirmation with details is given through the electronic mail. The comprehensive and descriptive steps of e-recruiting has allowed P&G to achieve a competi-tive advantage in attracting global talents to its company by making job postings available and conducting a firsthand filter of the job applicants through the several stages of recruitment in place. The advantages of e-recruiting for P&G include the ability to reach a wider range of audience, being cost effective and achieving a faster recruitment cycle. With cost effectiveness and a faster recruitment cycle being discussed previously, the ability to reach a wider range of audience is especially important for a global company with job openings suitable for people from all over the world. Opportunities/ Recommendations P&G faces many opportunities that it can tap onto for growth. With the constant increase in the use of internet revolutionizing the way people communicate and interact, majority of the companies today have incorporated e-recruiting into their recruitment strategy. Therefore there is a need for P&G to tap into new opportunities to further enhance and improve its current e-recruiting strategy. In conducting the field research of e-recruitment in P&G, it could be seen that technology was greatly used in the application, assessment and offer process, but not applied in the initial and final interview process. Hence P&G could actively test alternative methods of recruitment such as using audio and video conferencing or a real-time virtual Business Game Challenge in the interview stages to continue develop its recruitment strategy. For training wise, our group believes that P&G could have regular pop-up quizzes which test its employees on the general contents of the past trainings that the employees have attended. This serve to add on the recall on the employees and reminding them about knowledge taught such that it will prevent the employees from forgetting the training content after attending them. This is to ensure that all the resources that P&G develop are put into good use. Such pop-up quizzes, though simple, could serve as a constant reminder about the need of being aware of such knowledge even though they may not use them directly on a day-to-day basis. Conclusion Based on the above discussion, we see that talent is the key resource that drives P&G forward and helps the company to remain on top in today’s competitive market. Realizing this, P&G never let loose its effort in finding the right talent and providing them with proper trainin. The company want to ensure that all of its employees share the same values and are equipped with the most up-to-date product knowledge in a consistent manner. In order to do this efficiently, the use of technology in its e-HR system has proven to be an ef-fective and efficient method that keeps the company ahead globally. With change being the only constant in today’s world, the continuous upgrades in its HR system as well as review on recruitment process are some of the key efforts which require great efforts and are of high importance to the success of the company. Considering the size and global positioning that P&G has, keeping its e-HR competent is therefore the key to success. ? References Fast Company (1998). â€Å"The War For Talent†. Retrieved 22 December 2011 from http://www. fastcompany. com/online/16/mckinsey. html Mark. H & Jakob. N (1999). E-Recruiting. Creative Good Inc. McKinsey & Company (2001). â€Å"The War For Talent†. Retrieved 22 December 2011 from http://autoassembly. mckinsey. com/html/downloads/articles/War_For_Talent. pdf CNN Money (2011). â€Å"World’s Most Admired Companies†. Retrieved 20 December 2011, from http://money. cnn. com/magazines/fortune/mostadmired/2011/snapshots/334. html Procter & Gamble (2011). Purpose & People†. Retrieved 20 December 2011, from http://www. pg. com/en_US/company/purpose_people/index. shtml National Center for Asia Pacific Economic Cooperation (January 2002) â€Å"Asia-Pacific e-learning Alliance: A Report on e-Learning and Best Practices† Retrieved 19 December 2011, from http://unpan1. un. org/intradoc/groups/public/documents/APCITY/UNPAN011272. pdf SABA Customer Overview (Se ptember 2001) â€Å"Procter & Gamble†. Retrieved 21 December 2011, from http://www. betacom. com. pl/files/other/PnG_v4. pdf National Center for Asia Pacific Economic Cooperation (January 2002) â€Å"Asia-Pacific e-learning Alliance: A Report on e-Learning and Best Practices† Retrieved 19 December 2011, from http://unpan1. un. org/intradoc/groups/public/documents/APCITY/UNPAN011272. pdf Training Press Releases (11 April 2003). â€Å"Procter & Gamble use BrightWave†. Retrieved 20 December 2011, from http://www. trainingpressreleases. com/news/brightwave/2003/procter-gamble-use-brightwave Accenture (2009). â€Å"Helping Procter & Gamble strengthen a culture of high performance through its learning program†. Retrieved 21 December 2011, from

Bear Minimum Essay

The lease of a combustion turbine by Big Bear Power from Goliath Co includes three provisions that we must examine to determine whether they should be included in the â€Å"minimum lease payment† as defined in ASC 840. Provision 1 This provision involves Big Bear paying $500,000 to its external counsel, and $1 million of legal fees to Goliath Co. The $1 million fee to Goliath Co. should be included in the minimum lease payment. This is supported by 840-10-25-6 which states: Fees that are paid by the lessee to the owners of the special-purpose entity for structuring the lease transaction†¦shall be included as part of minimum lease payments. The $500,000 to its external counsel should not be included because it was not an obligatory cost for the lease. Provision 2 To determine if the penalty payment from a default would be included in the minimum lease payment, we look at ASC 840-10-25-14: [Default covenants related to nonperformance do not affect lease classification if all of the following conditions exist: a. The default covenant provision is customary in financing arrangements. b. The occurrence of the event of default is objectively determinable (for example, subjective acceleration clauses would not satisfy this condition). c. Predefined criteria, related solely to the lessee and its operations, have been established for the determination of the event of default. d. It is reasonable to assume, based on the facts and circumstances that exist at lease inception, that the event of default will not occur. In applying this condition, it is expected that entities would consider recent trends in the lessee’s operations. If any of those conditions do not exist, then the maximum amount that the lessee could be required to pay under the default covenant shall be included in minimum lease payments for purposes of applying paragraph 840-10-25-1] The first condition about the default covenant provision being customary does exist due to the note stating that â€Å"this is a customary provision in  leasing arrangements†. The company has positive cash flow and is in compliance with all its debt covenants, which supports Big Bear’s belief that the chance of default is low. Thus conditions 2 and 4 are met. Condition 3, which involves predetermined criteria in case of a default, does not seem to have been met. Since not all the conditions have been met, the default payment covenant shall be included in the minimum lease payment. Provision 3 This provision states that Big Bear’s rent of $1 million will increase by the same percentage increase in the CPI. The most recent annual increase in CPI was 4%. 840-10-25-4 states that â€Å"lease payments that depend on an existing index or sate, such as the CPI or prime interest rate, shall be included in minimum lease payments based on the index†. Therefore after the first year, the minimum lease payment will rise by $40,000 per year or $3,333.33 per month.

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One child policy in China - Research Paper Example Regardless, it must noted that the policy has some exceptions. For example, the policy does not apply to ethnic minorities. In some cases, a family is given a chance to have a second child if the first-born is a girl (Li, Yi, and Zhang) (Feng, Poston Jr. and Wang). The One Child Policy has affected Chinese families in many ways. The research paper evaluates the policy to determine the positive and negative effects of the One-Child Policy on families and the entire Chinese society. The implementation of the one-child policy began nationally in 1979. Approximately 6.1 million couples were given honorary certificates for giving birth to one child only. The couples swore never to give birth in the certificates. The number of one-child families continued to grow in the early 1980s. The rate of growth was approximately 4.4 million families every year (Feng, Poston Jr. and Wang 15). The one-child family norm has become a part of urban families. The growth of these families facilitated significant changes in the Chinese society, family relationships and family structure. Recent there have been changes in the one child policy law. A number of exceptions have been introduced. For example, a farmer who has a daughter only is allowed to give birth to have more than one child. Poor farmers who rely only on farming are allowed to have more than one child if the firstborn is a daughter or disabled. The family lifestyle of all China has been affected by the policy in varied. The policy has also been the source of many problems that currently face the Chinese society. The presence of one child in a family has made it possible for parents to concentrate on providing the best for the child. Most of the children are taken to private schools and given the best education because the parents can afford it. These factors have positively influenced the life that a child lives as he grows. This was not the case before the implementation of

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Truth and Senses Essay Example | Topics and Well Written Essays - 750 words

Truth and Senses - Essay Example When we attempt to find out the possibility of understanding the truth through our sensory organs, there are two stumbling blocks we should be aware of. First, can we be absolutely certain that our sense organs will always provide us with objective and reliable information Second, can we be absolutely certain that all information; the entire truth so to say, can be grasped by our sensory organs It is obvious that sensations can be inconsistent and contradictory and are as likely to lead one astray as they are to lead one towards the objective truth. Bertrand Russell provides a fine example of this in "The problems of philosophy", when referring to a table he says, Although I believe that the table is 'really' of the same color all over, the parts that reflect light look much brighter than the other parts, and some parts look white because of reflected light it follows that if several people are looking at the table at the same moment, no two of them will see exactly the same distribution of colors. (Russell, Bertrand 4) It would be pertinent to observe here that, had our senses given us the objective truth, then the sensation of color would have been identical for everyone. To further illustrate this point, take the example of sound. Our ears perceive certain wavelengths, which are interpreted by our brains as sound. There are supersonic and subsonic wavelengths that our ears cannot perceive. At the same time there exist creatures like bats which can easily perceive such wavelengths. Again, earthworms have no auditory perception at all. They pick up vibrations from their surroundings through their sensitive skin, and these vibrations help them navigate and find food. If we were earthworms we would argue that there is no such thing as sound! A simple experiment can easily be arranged here to judge the correctness of senses. We can take two buckets full of water, one ice cold and the other hot and dip one hand in each of these. After a while, take a bucket full of lukewarm water, and dip both hands in it. The hand which was earlier placed in the hot water bucket will feel cold and the other will feel warm. It is apparent from this small experiment that even in a limited way, our sensory organs don't provide reliable data. There are other, more insidious ways of tricking the senses, drugs being one. Senses can also lead us astray under conditions of extreme emotional duress. Keeping the above in mind, we can conclude that we can't always bank on our senses to provide us with correct and reliable information. Similarly there is reason to believe that our senses are often unable of providing us with complete information - so to say "the whole truth". In recent years, scientists have discovered that 95% of the contents of the universe are invisible to our current methods of direct detection. Observable universe, which can be perceived by the senses comprises of 5% of the mass of the actual universe. The rest is dark matter and dark energy. There exist realities that our senses can't perceive! There is a hilarious, but thought provoking episode in the third book of Douglas Adams' Hitchhiker's Guide to the Galaxy. During a trial, one of the witnesses, "a strange and difficult man" called Prak is administered a drug to force him to tell the truth. Inadvertently or deliberately, the amount administered to him is excessive. The journalist

Explain the principle behind the concept of ''General Average''. What Assignment

Explain the principle behind the concept of ''General Average''. What are the essential elements of the 'York-Antwerp Rules' that define a 'General Average' act - Assignment Example In 1864 the York Rules were developed and this was followed with the Antwerp York Rules of 1877. The York Antwerp Rules were the first codification of the General Average. The elements of the York Antwerp Rules include a common danger, voluntary jettison and effort to save must be successful. General Average has many applications including in marine insurance. Current issues with regard to the application of the General average relate to Piracy. The bone of contention is whether general average can be applied in a case of piracy. There exist guidelines that categorically state a situation in which piracy can be covered by the general average. According to Tetley (2000), the principle of GA (General Average) dates to as far back as 3000 years ago. The Rhodian law that was in existence at around this time embodied the principle of general advantage. The principle read in part that in an effort to make a ship to be light, merchandise may be thrown overboard. It goes ahead to state that, that which has been sacrificed (given) for the benefit of all, then, it shall be restored by the contributions of every one. Currently, a record of the Rhodian law is inexistent. The Roman Law is the only source that captures the Rhodian law. The Roman law was captured, expanded and repeated in the Roles of Oleron. The first English decision that has been recorded in reference to the principle of general average was in the year 1799. The first American decision was in 1798 (Tetley, 2000). This was a maritime law concept both in practice and in origin and it had a very restricted application. With time, the evolution of commerce led to the use of general average as a form of marine insurance. There was sharing of losses and risks during maritime ventures. The cargo owner had a right to claim for losses. The ship owner was also allowed to make claims for compensation for the losses that could not be attributed to his fault. The parties made so many

Training And Development Strategy Essay Example for Free

Training And Development Strategy Essay 1.0 Executive summary Training involves has to do with behaviour modification which is implemented in a formal and systematic manner. Organizational training and development needs to be incorporated in Fair Price. The aims and objectives of carrying out training in this store are to minimise absenteeism and equip employees with skills etc. There are various steps that are taken in employee training and development including formulation of training policy. There are poor levels of supervisory skills in this store which can be improved by mentoring and coaching. Training existing and new staff will help Fair Price store to have skilled manpower though it may be costly. Management training should include both men and women with larger percentage being women. Management development of managers in this store will help to improve their skills. There are different models which have been used including Kirkpatrick’s 4 level model. If training and development is well implemented in this store it will solve the existing problems and lead to success. 2.0 Introduction Training involves a behaviour modification which is normally carried out in a formal and systematic manner. It is as a result of planned experience, instruction and education. Training and development plays a big role in achievement of organisational goals. (Brooks, 1999)   Most of these goals are normally long term in nature. Training is part of the strategic framework of organisations.   It produces a comprehensive and coherent plan that helps in developing employees and other stakeholders in organisations. When a business incorporates training and development therein, it acquires a competitive advantage over the other businesses. This is because the intellectual capital in the business is greatly developed. In fact employees in an organisation get an opportunity to improve their skills in their areas of specialization.   This leads to great impacts on the organisation as a whole. There is usually improved team performance when training and development strategies are incorporated in a business. (CIPD 2006) Research shows that such training influences the performance of employees at personal levels. For instance employees are in a position to carry out self evaluation of their performance and implement self corrections where necessary. 2.1Justification Fare Price stores needs to incorporate organisational training and development strategy in its management system. This is because a close evaluation at Fair Price store shows that it requires training and development in many areas. For instance the previous store manager never tried to implement company appraisal scheme in the organisation. (Cherrington, 1994) The employees that continue learning never see the benefit because the management was not acknowledging it.   The previous manager did not seek qualified personnel to carry out the responsibilities therein. This has led to underperformance in this organisation. (DTI 2006)   Employees are given posts and responsibilities that they are not qualified for. The previous manager never considered Investing in People. In fact the supervisors in Fair Price store are not qualified at all. There is a lot of absenteeism in this supermarket. The supervisors therein are not concerned and they are not doing anything about it. The absenteeism is taken in form of sick leave. Even the till operators complain that no one notices their presence. This shows that there have been poor relations between management and employees in this supermarket. In fact even when they do not report to duty, no one notices. This has created a sense of irresponsibility in them. Research shows that when people are not appreciated, they never do their best. They do shoddy work. Employees in Fair Price store are really demoralised.   How can all the managers in an organisation be male only? This is what is happening in Fair Price supermarket. (Fawson, T. 1999) There is no gender equality in the management. All the managers are male despite the fact that most of the employees in this supermarket are women. Women constitute seventy five percent of the two hundred employees in this supermarket. This means that most of the issues affecting the female staff are not adequately addressed. It is only the wearer of the shoe who knows where it pinches most. There is no way that the male managers can adequately address feminine issues.   (Burgoyne, J. 1997)They simply cannot understand because they are not female. Having considered all these factors, I strongly feel that implementing a training and development strategy in this supermarket will be very beneficial both the staff and the organisation at large. 2.2 Performance appraisal management system Performance appraisal is one of the training needs in Fair Price store. This is whereby employees that are best performers are rewarded by the management. 2.3 Succession planning This need to be carried out in Fair Price store and it includes. (Brooks, 1999)There needs to be smooth transition from the old management to the new management in this store. This has not been practiced in Fair Price store. 2.4 Mentoring and coaching Fair Price store needs to put in place mentoring and coaching mechanisms. (Brooks, 1999) Management in this organization needs to mentor employees and also to coach them on various leadership and job skills. This has not been practiced in this store. 2.5 Personal development Management in this store has to consider personal development of employees. This is where they are given training on their professional skills. (Brooks, 1999)This will benefit them. Fringe benefits given to employees help in promoting personal development. All these have not been implemented in Fair Price store. 3.0 Aim and objectives The aim and objectives of carrying out training and development strategy in Fair Price store include: To recruit new staff on merit basis. To help eradicate or minimize absenteeism in Fair Price store.   Ensure gender balance in management. Introduce an Information technology system for checkouts. Implement employee appraisal schemes. To improve leadership and professional skills of employees To enhance behaviour modification among employees 4.0 Steps for employee training and development The following steps will be taken in the training and development strategy in Fair Price store. Formulation of a training policy Identification of training needs in Fair Price store Training plan development Conducting of the training program Training responsibilities Training evaluation 4.1 Formulation of training policy Training policies normally give a guideline on degree of training that should be carried out in an organisation. They direct on the employees that need to be trained. In this stage there is allocation of profits to the training. This has to be done annually. Aims of training are clearly evaluated at this stage. (CIPD 2007)All these information has to be disseminated to the employees and the entire staff in Fair Price store. This will help them to understand that the management is interested in their welfare. This is in relation to career development. Training the employees in Fair price store will greatly influence in goal achievement. In fact the employees’ personal skills will be sharpened and this is very beneficial to Fair Price supermarket in general. The training in Fair Price store can be carried out in two ways. One of them is where it is oriented to actions. The other way relates to performance of the employees. This includes meeting targets. Performance training has to do with competence of employees. (Phillips, J. 1996)This means that they are trained to be more competent in their various responsibilities. When the training is action oriented, the employees in Fair Price are trained to make things happen. For instance they can be trained in customer care skills that will influence many customers to visit and purchase from the store. 4.2 Identification of training needs in Fair Price store When implementing training and development strategy, it is very important to identify the training needs in the organisation. Fair Price store has to identify its various training needs. This will help in realizing what the employees in this store know and what they can do. (CIPD 2007) It will also help in identifying what they need to know such that services in Fair Price store are improved. This is in relation to the goals in Fair Price store. For instance one of the goals is to ensure customer satisfaction in their service provision. The training needs in Fair Price store have to be analyzed at a corporate level. After that the analysis has to be done at the departments in this store. This includes customer care, finance and sales departments. (CIPD 2007)   Later on they need to be analyzed at team levels then finally at individual level. There are various tools that can be used when carrying out this analysis. This includes administering questionnaires to the employees.   This is because employees normally have first hand information concerning what they know and what they need to know. Focus group discussion between management and employees can be used in this store in identifying the training needs. This will really work for this store.   (CIPD 2007)   These discussions should also be done between the management and the departmental heads. This information will really be beneficial to Fair Price store when carrying out their long term and short term goals on training. 4.3 Training plan development Much thought has to be done when developing a training plan. This is in relation to the outcomes of learning program. Fair Price store management has to be keen in examining any changes in behaviour of employees after training is done. Now after identifying training needs then the training program content has to be put in place. After identifying the training objectives, an analysis needs to be done such that this stores’ management knows exactly what to do. .   (CIPD 2006)     All these things have to be put in place so that Fair Price store’s objectives are met. The content will greatly determine how long the training will take place. The length of the training will be influenced by modes of delivering information. For instance lectures may need long time to accomplish all that is required unlike the use of handouts. Training can also be done by the managers by carrying out on job training of the employees in Fair Price store. They can do this by coaching the staff at low levels in Fair Price store. These employees just learn how to do their job under the managers guidance.   They just learn naturally as they interact with other employees and managers. (CIPD 2007)  Ã‚     This is done on a day to day basis. Supervisors and also other senior employees in Fair Price store should go for training which can be done externally and not necessarily internally. They can make good use of consultants who provide these services at a fee. Through this the senior employees will gain skills in leadership and technical areas which they are lacking. 4.4 Conducting the training program In this stage there is monitoring of the courses that were identified during when analysis of training needs was being done. (Parry, S. 1996)This helps in ensuring that all the activities carried out in the training are within the budgets of Fair Price store. Management in this fair Price store should evaluate the training and know whether it is effective or not. 4.5 Training responsibilities Training in Fair Price store should not be carried out on an ad-hoc basis. This is because training will help this store to achieve its corporate goals. This human resource department in Fair Price store should be concerned with all the training and development needs therein. This should not just be done by the human resource department in general but a unit in this department will be more efficient. This unit will carry out coordination of every activity that is related to training and development. This unit will be responsible for evaluating both internal and the external people responsible in facilitating the training. It will also be responsible for planning the training and development activities in Fair Price store. Managers in this store should come to knowledge that it is their responsibility to oversee all the training activities. 4.6 Training evaluation This is very important since it will help to assess how effective the program is. This helps to know whether the objectives set at the planning stage were met or not. (Easterby, 1997) For instance the performance of the employees can be greatly monitored to see whether it has improved or not. In case the objectives are not met then necessary adjustments have to be put in place. These adjustments will help in improving the training so that it is more effective. For instance managers in Fair Price store should evaluate whether the employees’ skills have improved after the training or not. (Parry, S. 1996)Behaviour change in staff should be evaluated concerning absenteeism from work. This stage is should be done thoroughly and stakeholders should be given an opportunity to give the reasons why the objectives were not achieved and factors that contributed. Evaluation should be carried out to whether employee’s supervisory skills have been improved. Evaluation can be carried out in four levels. They include the following; 4.6.1 First level In the first level, there is the measurement of the reaction of the people who participated in the training. They include employees and external trainers. In this stage the degree of satisfaction of participants is evaluated whether it was poor, fair or excellent. (Parry, S. 1996)   In this case employees in Fair Price store can be interviewed by the managers or they have an open forum. Through this managers can know whether the training was effectively carried out or not. 4.6.2 Second level The evaluation is carried out in relation to achievement of objectives. This is to know whether the objectives were attained or not. (Alliger, G. 1989) The objectives in this case were to reduce absenteeism, to ensure behaviour modification in employees and to ensure that employee’s skills are improved. This can be evaluated whether they have been achieved or not. 4.6.3 Third level In this level the degree of behaviour change is evaluated. This is to know whether the employees’ behaviour has improved or not. Mangers in Fair Price store can evaluate behaviour change in the employees by observing their behaviours when at work. (Alliger, 1989) This can be noted down and those that have improved should be acknowledged by the managers.   Those that have not improved in their behaviour can be asked the reasons why and necessary steps taken. 4.6.4 Fourth level The results of the training are evaluated at this level. The costs of the training are evaluated against the benefits achieved. Managers in Fair Price store should evaluate the results of the training needs. (Alliger, 1989)   This can help them to know whether it was worth the initiative or not. The costs that Fair Price as a store incurred should be calculated against the benefits that the store would have achieved. This needs good use of records concerning the expenses that were incurred by the organization in carrying out the entire training. 5.0 Critical evaluation of options to tackle poor level of supervisory skills There are various ways of dealing with poor supervisory skills in Fair Price store. Now having a closer look at the supervisors shows that they are not qualified for the job they are doing. (Parry, 1996)They do not have leadership skills at all and this is clearly seen in the way that they deal with absenteeism. One of the ways of dealing with this is carrying out retrenchment of these under qualified staff. While this will help eliminate untrained staff, it may create a very poor relationship between managers and some employees. Though it is worth it since the store’s structure has to be reorganised. Carrying out organisation al learning for these supervisors can be very expensive for the store. In fact some of them may not understand due to lack of basic knowledge. Instead of retrenching them, they can be demoted to responsibilities that do not require skills like sanitation duties and packing the goods. New staff can be recruited on merit basis to do supervisory work in this store. Mentoring and coaching can be carried out by the managers in this organization. This should be carried out especially in relation to supervisors in this store. This can be done by the managers in this store showing the right examples to the supervisors. Managers can also have coaching sessions with supervisors and this will help improve supervisory skills though its time consuming. 6.0 Women only management training It would not be appropriate to carry out women only management training in Fair Price store in the name of levelling the playing field. (Kaufman, R. 1996)This still would not be gender sensitive. It will still be biased. Rather management training should be carried out for both male and female employees. Women should constitute two thirds of those attending the management training while then men should be a third. This is in relation to the gender ratios of the staff in Fair Price store. This will help in addressing feminine issues affecting the female employees. On the other hand if all the managers are women, the management in this store will not be stable. The male employees will never be comfortable with this. 7.0 Critical evaluation of option of training existing and new staff On opening of the new ‘mega store’ there will be the option of recruiting one hundred and fifty extra staff in various areas of the store. This is a positive venture though it has got its own challenges. Having a large number of employees to manage means having more problems to solve. Management development courses will be beneficial to managers at this stage. One of the challenges that are posed by this venture is in the financial sector. (McNamara, C. 2001)This is because the recruitment process can be very expensive. This is because there are costs that are incurred in advertising vacancies. The entire recruitment process can be quite tedious. There are also other financial implications like paying the salaries of one hundred and fifty extra people. The new employees will have to be recruited on merit basis unlike what initially happened in Fair price store under the previous store manager. Training of existing and new employees can be done with the help of National initiatives which were introduced by the government. The government helps in provision of resource materials in staff training. These resource materials include books in various professions that help the employees in the training. (Hoberman, S. and Mailick, S. 1992)   The government plays a big role in identifying modules that assist organisations such as Fair Price store to carry out training of employees. Fair price store can really benefit from government initiatives where it will be assisted to link up with qualified personnel that can be employed in the new store. This store will greatly benefit by receiving awards and scholarships through the National initiatives introduced by the government. The government offers scholarships and training opportunities that are quite collaborative in nature. Fair Price store can also gain through research that is carried out by the government. It will get a concrete base of knowledge from National Initiatives introduced by the government. 8.0 Management Development effectiveness In management development managers skills are improved. This is usually very beneficial to the organisation and even to the managers. It gives managers knowledge on how to deal with various issues in the organisation. This always plays a great role in the success of the organisation. (Gupta, K. 1999)   In this case managers are given the chance to broaden their reasoning in the business sector while at the same time continuing with their management responsibilities in the organisation. They learn more on new methodologies of handling human as a resource. It helps managers to gain knowledge in managing themselves first. Knowledge is also gained that helps them to manage employees in the organisation. Leadership skills of managers are greatly sharpened by management development. This will be effective for Fair Price store managers basing on the following evaluation models. 8.1 Flashlight Triad Model This model involves use of technology in accomplishment of various tasks. The technology should enable accomplishment of a specific activity. (Alliger, G. 1997) Management development will help managers incorporate appropriate technology in management areas like information technology. 8.2 Connoisseurship Evaluation An expert in the study field estimates how worth the new innovation is. (Alliger, G. 1997)   The threats that exist are clearly shown. Managers will be helped to use this model in their organisation. 8.3 Adversary Evaluation In this model there is a critical look at both sides of the innovation. This includes both the negative and the positive. (Alliger, G. 1997)This is to show whether the innovation is beneficial or not. 8.4 Kirkpatrick’s 4-level model In this model, the managers are helped to evaluate the reaction of employees on training and learning. (Alliger, G. 1997)Changes in behaviour are also noted in evaluation of the training by the managers. 9.0 Conclusion It is important for every business organisation to incorporate a training and development strategy. This helps in modifying employee’s behaviours. Organisational goals are easily achieved when training and development is well implemented. There are various steps in employee training and development. All these steps are important and should be carried out by business organisations. Evaluation will help in knowing whether the set objectives were achieved or not. 10.0 Recommendation Fair Price store has to include training and development strategy in its management. This will help in solving problems that exist in this store such as unskilled personnel, lack of appraisal scheme. This will help in motivating employees and will minimise absenteeism problems. Above all it will lead to the overall success of Fair Price store to the benefit of the stakeholders therein. 11.0 References Alliger, G. (1997): A meta-analysis of the relationship among training criteria. Personnel Psychology, 50, 341-358 Alliger, G. (1989): Kirkpatricks levels of training criteria: Thirty years later. Personnel Psychology, 42, 331-342 Chartered Institute of Personnel and Development (2006): Training and development strategy; New York; Sage Chartered Institute of Personnel and Development (2007): Creating a Training and Development Strategy; New York; Sage Beard, C. and Wilson, J. (2002): The power of experiential learning: A handbook for trainers and educators. London: Kogan Brooks, H. (1999): Workshops; Designing and facilitating experiential learning; Thousand Oaks, CA: Sage Burgoyne, J. (1997): Management learning; Integrating perspectives in theory and practice; London; Sage Cherrington, R. (1994): Pinning down experiential learning. Studies in the education of adults, 26(1) Easterby, S. (1997): Research traditions in management learning; Management learning: Integrating perspectives in theory and practice. London; Sage; pp. 38-53 DTI (2006): National Training and development Strategy; New York; Macmillan Press Fawson, T.   (1999): A study of executive education programs at ATT; Measuring learning and performance. Alexandria, VA: American Society for Training and Development. Gupta, K. (1999): A Practical Guide to Needs Assessment; San Francisco; Jossey- Bass/Pfeiffer Hoberman, S. and Mailick, S. (1992): Experiential management development; From learning to practice; New York; Quorum Books Kaufman, R. (1996): What works and what doesnt: Evaluation beyond Kirkpatrick. Performance and Instruction, 35(2), 8-12 McNamara, C. (2001): Employee Training and Development: Reasons and Benefits; New York; Macmillan Press Parry, S. (1996): Measuring trainings ROI. Training Development; 49(2), pp. 72-78 Phillips, J. (1996): ROI; The search for best practices. Training Development; 50(5), pp. 42-48

Whose Reality Essay Essay Example for Free

Whose Reality Essay Essay The brain is a crucible: a melting pot of intersecting ingredients that forges a reality that is de- ceptively the same, but often vastly different for each individual. That reality is a construct is a fashionable term these days; it means that we tend to see reality from a particular frame of reference. There is always a context, whether it be political, social or cultural. For those who are unable to construct a satisfactory reality, it is then that they are forced to create an alterna- tive reality, perhaps that fulfils their dreams and meets their views and values. In the words of cognitive neuropsychologist Kaspar Meyer, â€Å"what is now clear is that the brain is not a stimulus-driven robot that directly translates the outer world into a conscious experi- ence. What we’re conscious of is what the brain makes us be conscious of, and in the absence of incoming signals, bits of memories tucked away can be enough for a brain to get started with†. Reality for each individual differs according to their past experiences and memories, as well as what they choose to perceive to be true. Those with weaker frames of minds such as individuals suffering from mental disorders, or solely living under delusion tend to create alternative realities in order to escape the harsh truth. Consider the materialism of the post-war United States. Motivated by prosperity and wealth, all Americans were expected to achieve the profound ‘American Dream’, of which Arthur Miller critiques throughout his play ‘Death of a Salesman’. The play’s lead character Willy Loman struggles to face the true reality, but instead, chooses to believe he is leading the life he had always dreamt of. Willy believes himself to be the best salesman of his company, claiming he is â€Å"well liked† by all, and â€Å"vital in New England†, when in fact, his true reality proves to be quite the opposite. Willy struggles to pay his mortgage, as well as fails to support and provide for his family. Despite his favourite son Biff finding the words to call him out to be what he truly is â€Å"(a) fake†¦ (a) big phoney fake† and â€Å"a dime a dozen†, Willy remains ignorant towards the truth. Willy’s alternative reality provides him with the motivation to continue his life, despite the loss of his job and loss of respect from Biff. Alternative realities provide tem- porary relief from the harsh truth of reality, which is sometimes necessary for those who are considered mentally weak. It is often easier to support the alternative realities created by the mentally weak. Due to their mental state, disregarding what they believe to be true can carry several consequences. In ‘Death of a Salesman’, Willy’s wife Linda remains supportive throughout her husband’s delu- sion. He claims she is his â€Å"foundation (and) support†, which is simply conforming to the ex- pected role of a 1950’s housewife. Another example includes the 2010 movie directed by Mar- tin Scrosese titled ‘Shutter Island’, which clearly highlights the importance of accepting the al- ternative realities created by the mentally weak. The film’s protagonist Teddy Daniels believes himself to be a U. S marshal assigned to investigate the disappearance of a patient from Bos- tons Shutter Island mental institution. However, in true fact, Teddy is actually Andrew Laed- dis, one of the institution’s most dangerous patients they have because of his delusions and his violence towards the staff and the other patients. Andrew (or Teddy’s) delusion created an alternative reality in which he was able to escape the truth about his murderous past. In order to support his alternative reality, the staff at the institution developed a scenario in which Andrew was able to live out his delusion, therefore preventing the otherwise dangerous psychological effects of his true nature. If An- drew was in fact exposed to his true reality rather than living as his alter ego, he may have not been able to survive, hence proving the importance of supporting a mentally weak individual’s alternative reality. Alternative realities may not always be negative. In these cases, the alternative reality protects the individual from harm or negative attention due exposing their true self. Consider the death of Whitney Houston, or the even more recent Robin Williams. Despite their true reality con- sisting of depression and substance abuse, these two renowned celebrities developed and maintained an alternative reality to allow others to portray them as role models and success- ful artists. In the case of Robin Williams, his severe depression led to his suicide. As a come-dian and successful actor, Williams was perceived by the majority to be a motivated happy man. In true fact, despite working to ensure other people were laughing, he was diagnosed with severe depression, to the point where he eventually took his own life. Robin William’s al- ternative reality forced others to see him as he was not, but without the negative attention of showing who he really was. In Whitney Houston’s case, despite her perception as an iconic successful singer, her alternative reality consisted of a cocaine addiction to the point where she drowned in a hotel bathtub. Following their deaths, the public was finally made aware of who they truly were, regardless of what we had previously perceived them to be. Alternative realities such as these can be crucial to ensure happiness and satisfaction for the individual, without highlighting their true selves to the world. Those who are mentally weak tend to create alternative realities in order to avoid their true selves. Whether they are living within a delusion such as Willy Loman or suffering from a mental condition such as Andrew Laeddis, (otherwise known as Teddy), alternative realities may be beneficial for the individual, however difficult for others to accept. Due to individual differences in realities due to social, emotional, cultural and political factors, each person must construct a reality that is most suitable for their views and values, even if that results in alter- native realities being created. In the words of author Mignon McLaughlin, â€Å"a critic can only re- view the book he has read, not the one in which the author wrote†, and therefore we cannot judge an individual’s choice of reality or alternative realities without experiencing it ourselves first hand.

The Role of Youth Work in Modern Ireland

The Role of Youth Work in Modern Ireland Introduction The focus of this essay is the role of youth work in modern Ireland, in addition, to providing examples from practice. Youth work can generally be defined as teaching young people in an informal context as it usually occurs out of school and consists of various activities that aim to provide new opportunities for ‘young peoples social development’( Hurley Treacy, 1993). In Ireland, youth work has been regulated and State involvement has been visible under legislations such as Youth Work Act 2001 and the National Youth Work Development Plan 2003-2007 (Burgess Herrman, 2010). Within youth work an individual can volunteer to help young people or can be a paid worker within the field. Throughout history Irish youth work has relied enormously on ‘voluntary effort’ both individual and institutional (Devlin, 2012). This will discuss the role of a volunteer, a paid youth worker, as well as comparing both of these roles. Volunteerism The goal of volunteering is to help individuals, groups, organization, cause, or a community, without expecting any material rewards (Musick Wilson, 2007). Within the realm of youth work the service providers can either be paid or volunteer their time. However, there is much more to a community other than its geographic location, the community, is a ‘social and psychological entity that represents a place, its people, and their interaction’ (Luloff Bridger, 2003; Wilkinson, 1991 cited in Brennan (2007). The majority of youth work in Ireland is voluntary, therefore, the voluntary action and social participation can be viewed as the key to the development of the community (Devlin, 2010) in Ireland volunteerism has been consistent with the youth work policy. Three major factors that contribute to volunteerism is that the service is not compulsory, not paid, and non-statutory (Devlin, 2010). Voluntary youth work organisations are non-statutory an example of this can be seen in youth work organisations that have ‘voluntary management committee’ in comparison to paid ones that are appointed in other organizations (Doran, 2014a). Young people are not required to go to a youth work organization as it is not compulsory which is markedly different from their relationship with the formal education system (Devlin, 2010). There are different types of volunteering such as formal volunteering this consists of a volunteer having direct contact with young people of the service, this is much more directly linked to affluent areas wherein the voluntary youth services, have more volunteers in comparison to paid professionals. According to Doran (2014a), there is an average of ‘50 volunteers to 1 paid professional worker in voluntary services and 6 volunteers to 1 paid professional worker in community youth work projects’ (Doran, 2014a). Whilst there are formal volunteerism there is also informal this usually occurs in disadvantaged areas, and can more often occur when family or friends try to help out a parent or young person. Volunteers also help make aware of issues that are occurring within the community and encourage ‘outreach programs that partner with ongoing voluntary activities’ (Brennan, 2007). Thus, creating a greater result by coordinating efforts between group and may result in meeting young people’s needs. Moreover, volunteering can also create a positive and friendly atmosphere for children as it allows different individuals with an array of skills to feature their many talents and abilities to the youth work setting (Doran, 2014a). Through voluntary efforts young people and volunteers are able to interact with one another and ‘begin to mutually understand common needs’ (Luloff Swanson, 1995 cited in Brennan (2007). Further, this interaction should improve the social, cultural, and psychological needs of younger individuals (Brennan, 2007). Volunteers can also take part in activities within the community such as helping to coach kids sports, field trips, art classes, and mentoring, all of these activities should enhance a young person’s social development. The role of a Youth Worker Youth work in Ireland has become increasingly ‘professionalised over the last decade and has a greater sense of established identity’ (Jenkinson, 2013). Youth work that predominately correlates with paid youth work occurs mainly in disadvantages areas. Furthermore, within disadvantaged areas youth workers participate in a programme known as detached youth work. These programmes allow youth workers to go out and find young people either on the street or youth centres. Youth workers are able to meet young people and grow to develop relationships (Nuffield Foundation, 2008). This service is provided based on mutual trust and developing respect on the young person’s terms e.g. going to a local area at night where young people tend to be. The youth worker will be able to talk to the individuals and assess their needs as the relationship develops workers will be able to reach young people in a comfortable setting. The goal of detached youth work is to build effective re lationships and gain trust. Youth workers act as role models for young people and relationships created supports the personal learning and development of young people (Doran, 2014b).Youth workers now have to work towards an established ‘youth work curriculum’ this is a targeted specified participation rates and evidence of young people’s progression towards and achievement (Nuffield Foundation, 2008). Young people are generally portrayed as a group that are personally or socially lacking in terms ‘of education, morality or even the civilising effects that can only be accessed with the aid youth development worker’ in predominantly disadvantaged area (Belton, 2012). Youth workers have to work with an increasing policy that ‘emphasises targeted, intensive interventions, shaped by a ‘deficit’ model of youth’ (Lee, 2010) The Deficit Model of youth work, reflects a negative perception of young people it is in intended for individuals that are unable to take care of themselves (Lee, 2010). This model presumes that young people are difficult to understand, rebellious, misbehaved and have numerous shortcomings and weaknesses. However, the role of a youth worker should reject the deficit model, and promote a model that emphasises young people as optimistic. Volunteerism and Youth Workers Roles Volunteers and youth workers both work to help and support the community and the welfare of young people. However, while both are working towards a common goal, both fulfill different roles. A youth worker is in charge of doing an array of tasks to assist the youth such delivering programmes and assessing the needs of young people, working within community projects, monitoring and reviewing the quality of the local youth work provision, working with partnerships with professionals from other organisations that support young people such as ‘health, police, education, youth offending teams and local authorities’ (Prospects, n.d.) and drawing up business plans and making formal presentations to funding bodies. These are all significant to continue getting funded so that youth programmes are not ceased, thus, youth workers can continue to provide for young people within the area (Prospects, n.d.). In contrast, volunteers are unpaid and working freely on their own time. Volun teers work primarily face-to-face with the youth and help to provide a safe environment for young people as well as contributing to specific skills that may help young people e.g. social skills. Further, to encourage young people to be socially active and participate within their community. Both of these roles are different yet everyone is working towards helping young people. Conclusion Overall, the main objective of this essay was to describe the role of volunteers and youth workers within modern Ireland. Whilst this essay gave a clear understanding of both volunteers and youth workers it also gave an account of their roles within youth work and their similarities and differences. Thus, concluding that while both roles are different both of these groups are a valuable part of the community and in young people lives. References Belton, B. (2012) Professional Youth Work: A Concept and Strategies. Available at: http://thecommonwealth.org/sites/default/files/events/documents/Professional%20Youth%20Work.pdf. [Accessed 22 November 2014] Brennan, M. A. (2005). Volunteerism and community development: A comparison of factors shaping volunteer behavior in Irish and American communities. (pp.61, 67) Journal of Volunteer Administration, 23(2), 20. Burgess, P., Herrmann, P. (Eds.). (2010). Highways, Crossroads and Cul de Sacs (Vol. 8). (pp.72). BoD–Books on Demand. Devlin, M. (2010) Youth work in Ireland–Some historical reflections. Available at: http://eprints.maynoothuniversity.ie/3063/1/MD_Youth_Work.pdf. [Accessed 22 November 2014] Doran, C. (2014a). Detached Youth Work Lecture: Course Notes. Institute of Technology Blanchardstown. Doran, C. (2014b). Volunteerism: Course Notes. Institute of Technology Blanchardstown. Hurley, L., Treacy, D. (1993). Models of youth work: a sociological framework. (pp.1) Irish YouthWork Press. Jenkinson, Hilary (2013) Youth Work in Ireland – A Decade On, Irish Journal of Applied Social Studies: Vol. 13: Iss. 1, Article 1. Available at: http://arrow.dit.ie/ijass/vol13/iss1/1 [Accessed 22 November 2014] Musick, M. A., Wilson, J. (2007). Volunteers: A social profile.(pp.1) Indiana University Press. Lee, F. W. L. (2010). Nurturing Pillars of Society: Understanding and Working with the Young Generation in Hong Kong (Vol. 1).(pp.29-31). Hong Kong University Press. â€Å"Nuffield Review† (2008). Available at:http://www.nuffieldfoundation.org/sites/default/files/files/11%20Lessons%20from%20Detached%20Youth%20Work%20Democratic%20Education2.pdf. [Accessed 19 November 2014] Prospects (n.d.) Youth Worker. Available at:http://www.prospects.ac.uk/youth_worker_job_description.htm. [Accessed 14 November 2014] 1

BioPure case :: essays research papers

BioPure Corporation, which was founded in 1984 by entrepreneurs Carl Rausch and David Judelson, is a privately owned biopharmaceutical firm specializing in the ultra purification of proteins for human and veterinary use. In 1998 Biopure pioneered the development of oxygen therapeutics using â€Å"Hemoglobin†, a new class of pharmaceuticals that are intravenously administered to deliver oxygen to the body's tissues. Biopure's two products, Hemopure for human use, and Oxyglobin for animal veterinary use, both represented a new Oxygen based treatment approach for managing patients' oxygen requirements in a broad range of potential medical applications. The factor distinguishing Biopure’s two products from other blood substitute products being developed by two possible rivals, Baxter International and Northfeild Laboratories, is that its hemoglobin based source is bovine rather than human and was derived from the blood cells of cattle. Both of Biopure’s blood substi tute products were in the final stages of the approval process of the Food and Drug Administration (FDA) in 1998. Oxyglobin had just received the FDA’s approval for commercial release declaring it safe and effective for medical use. Hemopure was entering final Phase 3 clinical trials and was optimistically expected to see final FDA approval for release in 1999. The FDA approval of Oxyglobin and its possible subsequent release into the veterinary market caused concern over whether the early release of Hemoglobin would impinge BioPure’s ability to price Hemopure when the product finally received approval. Given that the two products were almost identical in properties and function, it was thought that the early release of Oxyglobin would create an unrealistic price expectation for Hemopure if released first. Although blood transfusions in the veterinary market are infrequent and the market scope is limited, Oxyglobin has the potential to become a lucrative investment for Biopure. Based on the approximate 355,000 blood transfusions (please see Exhibit 1 for the calculations behind this estimate) performed on animals in 1995, a definite opportunity exists for Oxyglobin within the veterinary blood market. Since the number of blood transfusions conducted in 1995 represented on average only 2.5% of animals suffering from acute blood loss, increased availability of animal blood could possibly stimulate the market.   Ã‚  Ã‚  Ã‚  Ã‚  In order to estimate the possible impacts of introducing Oxyglobin as a major product, it was assumed that Biopure would be able to produce and sell its full capacity of 300,000 units per year. As can be seen in Exhibit 1, the results of such an aggressive marketing strategy would yield a positive gross margin of between 49% and 66%, assuming the product was sold at a price of $100 to $150 per unit.

Blacks in 1960 Essay -- essays research papers

"Blacks are better off in 1999 than they were in 1960." After the Civil War, many amendments were passed in order to better represent blacks in America. The 13th, 14th and 15th amendments all changed blacks’ lives drastically and positively. The 13th amendment ended slavery and the 14th declared blacks as citizens. The fifteenth amendment stated that anyone can vote, regardless of color or race. However, the South devised poll taxes and literacy tests in a successful attempt at preventing blacks from voting. But in 1964, after a sufficient number of states ratified an amendment proposed by Congress, the tables turned for blacks. The 24th amendment banned poll taxes. The voting act of 1965 banned the use of literacy tests related to voting. Voting gave blacks a say in government and helped rise the moral of blacks in America. Before 1960, De-jure (legal) segregation existed. The "Jim Crowe laws" racially segregated public places in the South. This degraded blacks to poor public accommodations and an inferior feeling from whites. However in 1964, the U.S. attorney general brought cases to court that dealed with any individual that was receiving unfair violations of civil rights. The discriminatory acts that were banned with the Civil Rights Act of 1964: No discrimination in restaurants, hotels, gas stations, etc. No discrimination in the government, federal run public accommodations like public parks and pools No discrimination in federally support... Blacks in 1960 Essay -- essays research papers "Blacks are better off in 1999 than they were in 1960." After the Civil War, many amendments were passed in order to better represent blacks in America. The 13th, 14th and 15th amendments all changed blacks’ lives drastically and positively. The 13th amendment ended slavery and the 14th declared blacks as citizens. The fifteenth amendment stated that anyone can vote, regardless of color or race. However, the South devised poll taxes and literacy tests in a successful attempt at preventing blacks from voting. But in 1964, after a sufficient number of states ratified an amendment proposed by Congress, the tables turned for blacks. The 24th amendment banned poll taxes. The voting act of 1965 banned the use of literacy tests related to voting. Voting gave blacks a say in government and helped rise the moral of blacks in America. Before 1960, De-jure (legal) segregation existed. The "Jim Crowe laws" racially segregated public places in the South. This degraded blacks to poor public accommodations and an inferior feeling from whites. However in 1964, the U.S. attorney general brought cases to court that dealed with any individual that was receiving unfair violations of civil rights. The discriminatory acts that were banned with the Civil Rights Act of 1964: No discrimination in restaurants, hotels, gas stations, etc. No discrimination in the government, federal run public accommodations like public parks and pools No discrimination in federally support...

Environment and Feminism - Ecofeminist Theory and Sustainable Developme

Ecofeminist Theory and Sustainable Development "People have to be able to work together if they are to realize the shared destiny and to preserve a habitable environment for generations to come." Albert Bandura, 1995 Bandura's words epitomize the spirit of environmental education and its challenges of community cooperation, trans-generational communication and sustainable development. The success of these challenges depends on the ability to pass on knowledge about the environment to future generations in order for them to better understand how to maintain a sustainable relationship with nature. In this era of globalization and neo-liberalist policies, maintaining a sustainable relationship with the environment needs to be examined not just from an ecological perspective, but also from political and social angles. Since environmental issues are often connected to social and political concerns, a theoretical framework that encompasses a wider ideology may facilitate an understanding of the interconnectedness of ecological issues. Deep ecology, institutional environmentalism, green political theory, and possibly other schools of thought forge connections between environmental, political and social concerns. Ecofeminism emerges as an alternative theory for framing the issues and answers of sustainable development. An ecofeminist perspective more fully describes the connections between environmental degradation and the social inequalities that plague the poverty-stricken victims of pollution, urbanization, deforestation, and other by-products of over-development. Finally, it is important to include ecofeminist theory in a discussion of sustainable development, because "in a patriarchal society, failure to recognize the int... ...w. Milbrath, Lester. (1989). Envisioning a Sustainable Society. Learning Our Way Out. Albany: SUNY Press. Pomeroy, Robert S. (1987). "The Role of Women and Children in Small Scale Fishing Households: A Case Study in Matalom, Leyte, Philippines." Philippine Quarterly of Culture and Society. v.15, 1987, pp.353-360. Salleh, Ariel K. (1988). "Epistemology and the Metaphors of Production: An Ecofeminist Reading of Critical theory." Studies in the Humanities. 5(2), pp. 130-39. UN Chronicle. (1995). "Empowering Women: More Education, Better Health Care, Less Poverty." United Nations Chronicle. v.32 (June '95) p.46-47. New York: United Nations Department of Public Information. Warren, Karen. (1996). "Ecological Feminist Philosophies: An Overview of the Issues." In Karen Warren (Ed.), Ecological Feminist Philosophies. Bloomington, ID: Indiana University Press.

Zombie Survival Guide

Our world has experienced many pandemics over the course of history, from the bubonic plaque to the HIV/AIDS virus. But what happens when a virus brings us back from the dead. I’m talking about zombies, the undead. Today I will show you how to adequately prepare and survive a zombie apocalypse. Everything from identifying the enemy to defending your home and riding out the storm. Before we can divulge into preparations upon yourself and your home, we must first identify the enemy. What is a Zombie? This West African word defines a Zombie as â€Å"an animated corpse that feeds on living human flesh. Though many Hollywood movies have depicted Zombies as supernatural beings, with extreme strength and cognitive abilities, these accusations are wildly inaccurate. Zombies, in a sense, are basically human. They have the same attributes as humans do. They neither create nor destroy any part of their body (unless physical maiming has occurred before the reanimation). Zombie’s p hysical attributes are basically the same to humans. Their eyes are still capable of transmitting and interpreting visual signals. They seem to have excellent hearing, capable of detecting sound and determine its location. Their smell is more acute, though they are able to distinguish between living prey and the already dead. Since Zombies are the â€Å"Un-Dead†, most of their nerves have also died, leaving the Zombie incapable of touch. This proves to be one advantage the Zombie has over humans. Without the ability to feel pain, Zombies can perform at a higher level of stamina than humans, being able to push themselves further and faster despite the pain it would cause a normal human. Despite Hollywood fiction, Zombies do not possess self-healing abilities, they cut and bleed like normal humans. But as previously stated they do not feel such pain. The Zombie is a ruthless killing machine, it takes wits and brains to conquer such beasts, and a little fire power won’t hurt either. When preparing for the Zombie Apocalypse, choosing the right weapons can be a matter of life and death. Contrary to popular belief, loading up with the heaviest, most powerful weapons ready to kick ass is basically suicidal. Proper consideration should be taken when choosing your weaponry. First and foremost, you should always obey state and federal laws regarding lethal weapons. No matter what weapon you choose, it’s basically useless without proper training. Your weapon should become an extension of your body. If your weapon can be disassembled, you should learn how to take apart your weapon and reassemble it in the dark, it should become second nature. You should care for your weapon as if it were a member of your family, possibly the crazy uncle that could go off at any moment. Be cautious of replica weapons, as these are generally used as movie props and displays. When choosing your weapon, consider your situation. Are you in a close combat situation, or have you fortified your home adequately to where you can shoot from a distance. For blades, the Japanese Katana is ideal. It’s incredibly sharp blade and light weight makes it ideal for slicing through bone and muscle. Remember blades do not need reloading. As for guns, there is a wide range of guns to consider. Everything from heavy machine guns to shotguns. While each have their own pros and cons, for the sake of time we’ll focus on the ones imperative for survival. Heavy machine guns have a high capacity for ammo, though the weight would slow you down on the run, these weapons are best suited for stationary use. The assault rifle is significantly lighter and with the option for single fire or rapid fire. Though the urge to empty a clip into a Zombie body may be tempting, resisting that urge is imperative to save ammo. The semi-automatic rifle has shown itself to be a superior zombie killer. With its high caliber bullets and sharp accuracy, it makes mincemeat of zombies. In a close combat situation, the shotgun reigns supreme. Though its range is limited, due to the pellet pattern, this weapon will surely suffice in close combat. Finally we come to the pistol. This should be reserved as a secondary weapon; it will prove to be your best friend. Now that we have covered who we’re running from and how to defend and kill them, we focus our attention to fortifying and defending our homes. We live in a rural area, and if history teaches us anything; it’s that major outbreaks are mostly concentrated in major cities. Though no house built in the modern era was designed to defend against a zombie attack, modifications should be used to fortify your home. Protecting your home from the undead is virtually the same as defending against human intruders, though ADT alarms will not help you. Secure iron bars should be placed in window sills to prevent zombies from climbing in the windows. In addition to bars, tempered glass should replace pane glass windows to avoid shattering; giving you added time once a horde comes. Any type of fencing should be placed around the perimeter of your property. The higher the better as zombies are not great climbers. Strength in your fencing is everything, as a horde of zombies can easily take down a weak fence. Consider using concrete or cinder blocks and add strength. Proper supplies should be in place to endure the time spent in your home during an outbreak. Water, and lots of it, is the key to survival; about 3 quarts a day per person. Canned foods and dried preserved foods, in addition to portable electric stoves will keep stomachs full. In addition, a gasoline generator and bicycle generator should be in place should the power grid fail. An advanced medical kit, complete with field surgery implements and antibiotics will treat minor and major injuries. Flashlights, lamps and radios should be used and back up batteries should be in place. A high powered telescope, emergency flares and chemical light sticks should finish of your survival equipment. During the attack, you should designate one corner of your back yard for your latrine, also creating a self-sufficient garden for fruits and vegetables, as far away from the latrine as possible. For electrical needs, unless the power grid is still functioning, use the bicycle powered generator. Not only will it keep your home powered, it will keep you physically fit. Patrol your home constantly, on a 24 hour basis. The chance of survival is higher in numbers. Keeping up moral in the group will significantly increase your chance of survival too. Create a library of books and games to keep you entertained. Make sure you have everything in place, ready to be used at a moment’s notice. Everything from an escape route to a survival packs for on the run. Leave no stone unturned and no corner cut when preparing for an attack. Hopefully I have shown you today to properly prepare for a zombie outbreak. And hopefully you heed my warnings. These people are not your neighbors, your school teachers, or even your loving grandmother. These are zombies, the undead. It’s us against them. A battle to the end. Remember to stay alert, stay prepared, and stay alive.

Attitude Reflects Leadership

A loss attracter is individual who is held to high standards and is looked upon to do decisions of his or her followers. Franklin Delano Roosevelt was a perfect windinger because of the many attributes he present as prexy of the coupled States. He led this estate done moments in history which consist of the gravid embossment and World War II. in that respect are six main qualities that jell a good leader. professorship Franklin D. Roosevelt demonstrated such honorable qualities which brought the States come forth of a desperate crisis changing the States forever.Integrity is a quality that a leader must establish. A person with truth has the similar integrity on the show upback(a) as they do on the inside. such an individual flush toilet be believe because he or she never veers from sexual economic values, tear down when it might be restless to do so. FDR articulated this quality when he strived to entrust the American raft by dint of his fireside chats. It was then that he confided in the American large number as to the burdens during the massive Depression and his plan to make a better America.Dedication is an other(a) quality that determines the value of a leader. To accomplish this, a leader will spend dedicated beat and energy necessary to successfully sail done with(predicate) the task at hand. Dedication goes beyond the call of duty of what is expected of you. FDR was constitute of this quality. He perpetually sought to protagonist the American battalion by bounteous them a chance to get nigh money in their pockets and get business to economic attend to solve the commodious Depression.Roosevelt do a New rent in which he made corporations and laws that helped give tidy sum business concerns and become financially stable. An example of this was when the work Progress Administration (WPA) employed throng to do artistic, public works and search projects. This New Deal showed that FDR was dedicated to rese rvation our inelegant one of equal opportunity and an all-around better place to live.The receptiveness of a leader is a arduous quality which attributes to listening to bleak ideas even if they do not con rebound to the vulgar way of thinking. FDR was able to suspend appraisal of others and welcome their ideas. He related to other passel and sympathized with the tough date of their periodicallives. He understood what the American multitude valued and worked hard to develop new laws helping to put an end to the massive Depression.Creativity is the top executive to think differently and to go breakside the box to make solutions. Roosevelt was fill with this gifted quality. He always genuine new solutions and laws that would contribute to not plainly more(prenominal) problems for the people but jobs that would help the environment as well.Assertiveness is the ability to put acrossly state what one expects so that in that location will be no mis actualiseings. on with self-assertiveness comes the responsibility to clearly understand what followers expect from their leader. FDR clearly had this through doing things in a timely and economic manner. FDR was the most active and proficient President in his first 100 long time in theatrical role. He worked diligently on the New Deal in parliamentary law to give people new jobs to domesticise from debt and the Great Depression. It was the strong quality of assertiveness that led the country to a clear understanding of our Presidents tactics.The closing quality of leader is a scent come in of pique which is vital to relieving tension as well as to defuse hostility, at that placefore, maintaining a level of harmony. Effective leaders live on how to energize their followers. Humor is a establish of fountain that provides control over the working(a) environment. FDR had a great grit of humor always talking to people and always putting a smile on his face to let America grapple even in the toughest times, he can suave laugh and be happy. This odd people with a positive sense of hope in their President. One reporter Oliver Wendell Holmes Jr. is reported to spend a penny verbalise Roosevelt has a second company idea but a first class personality (Bennett, 156).The nature of the time and the obstacles a leader might face during FDRs 12 years in office was a Great Depression. A time whereby most of the entire country was pain in the neck from another World War, which people were against. This feature was a tough enough job to conquer let alone the perfunctory obstacles a President faces while in the White House. These times were the hardest that any US President might ever prevail faced. The leadership qualities that I have explained resulted in the success of our 32nd President FDR. It was these qualities that gave him the strength, genius and leadership to be one of the great Presidents to have ever led our country. Roosevelt was a man ofsold effort and who welcomed and invited challenges.Two of his biggest challenges were the Great Depression and World War II. His miraculous qualities led our country forbidden of these catastrophic events bringing America to the great country that it is today. Roosevelt ultimately give upd capitalism through his economic reforms. His regulations of economic affairs introduced the governing into many areas of new life. The New Deal was the new life that was breathed into relation which brought about new jobs and money for the people. Roosevelts enthusiasm for his programs led him to be a sense or peace for the people of the country. Although his New Deal was not the biggest advantage to help the Great Depression, it did help psychologically by giving the American people the feeling that everything was going to be alright.It gave the people hope that our country would survive through distraught times. In 1937 an economic low gear was reversed to a recession. James MacGregor burn put it as luc k came to save FDR (Bennett, 201). It was in fact the truth as the New Deal did not form this recession. Ultimately the state of war in europium gave American business new markets, making the coupled States as Roosevelt puts it the great armory of democracy (Updegrove, 56). The war opened up jobs for men and women, African Americans, and other minorities. eve though we were just giving abet to our Allies Britain and were for a policy of isolationism, it still produced more jobs because we had troops going to war and giving other Americans opportunities.On December 7, 1941 the Nipponese changed that with the bombing of Pearl Harbor and America declared war on the Japanese opening up even more jobs because more and more troops were being sent over to go foment for our country. During the war, Roosevelt took his role as ascendencyer in chief very seriously involving him in military planning and sometimes prevailing the opinions of joint chiefs. He kept the same men at the to p of the command structure from the beginning of the war to its end. His doing during the war, overall aided the war. His political consciousness kept up the morale of the American people. FDR is typically portrayed as an isolationisticic and a belligerent being pushed into the war.A confederacy of him not wanting to be in the war and him wanting to be in the war is what made this a strategical approach to the war itself. Although his actions seemed to draw the United States into deeper involvement in the war, FDR continued to track his goal of keeping the United States out of conflict.Rather than dissembling, Roosevelt charted a steady and wise approach based on his strategic perspective. His approach toward the war blended the isolationist view with his desire to keep out of European conflicts with active efforts to overthrow Adolf Hitler and his Nazi regiment.Once the war started FDR wanted to influence the solution of the war so he and his presidency thought they coul d cause Germany to collapse themselves to lead to their demise as well as Hitlers. FDR realized that he could not make the same mistake of Woodrow Wilson and declare the country neutral. Instead, he and deliberately pursued opportunities to aid the French and British with ammunitions, aircraft and supplies. During the late mid-thirties the Roosevelt administration envisioned Germanys power as extremely diminutive and its people under abuse with several years of full mobilization.These beliefs caused the outbreak of the war and these conditions were like to those of the First World War. In 1940, FDR predicted that there will be a rotary motion in Germany itself (McPherson 226). This prediction that helped save the American people from both the Great Depression and World War II was dead remarkable. Overall, Franklin Delano Roosevelt was a man of integrity, dedication, openness, creativity, assertiveness, and a light source sense of humor. These qualities are what made him an inte lligent, respected leader of the American people. Without the guidance of President Roosevelt, United States history may have been changed.His dedication led this country out of the Great Depression and a dreaded Second World War. Franklin Delano Roosevelt is a unfeigned human symbol of what the United States stands for and believes in as a leader of our country. many a(prenominal) Presidents recite in their Presidential source Speech that they will perform their job as president to the best of their ability (McPherson 1). President Roosevelt did indeed perform to the best of his ability and led America out of a time of despair through his exquisite qualities of devout leadership.