A Man, Well Into His Forties, Lies Helplessly In The Cold Room Of The

A man, well into his forties, lies helplessly in the cold room of the hospital. He eagerly waits for the results of his tests that are to be hand delivered by the warm-hearted doctor. He lies there, his skin is pasty white, his body is slowly deteriorating both inside and out, and his hair is gradually falling out. Yet somehow the man manages to fight for his life, striving to be able to go home to his wife, play football with his son, and take his dog Nasia, for a walk. In the faint distance the man can hear the footsteps of the doctor, the sound intensifying as the doctor get closer. As the physician approaches the door the man's heart thumps louder, and faster, in sync with the sound of the footsteps. Nervously the doctor opens the door, walks inside, and gives the ill man an artificial smile, the kind people give when they pose for pictures. A sound comes out, and the man hears the doctor say, "you have lung cancer, and it is terminal." His once beating heart sinks to the floor, and all hope flies out of the window into the realm of death. The man, pondering the long road of agony ahead, says to the doctor, "I do not wish to suffer the effects of the cancer, I want to die." He continues by asking the question every doctor fears to answer, "Can you give me something to end my life?" This process is known as euthanasia. The word stems from Greek origin meaning "good death." In general, euthanasia is the process of a physician killing a human being who suffers from a painfully terminal disease to bring them peace. The topic has become quite controversial throughout the United States as well as the rest of the world. Advocates feel that each and every person has the right to be able to choose how they live, and how they die. They claim that everyone should have the privilege of controlling their own destiny. Opponents of mercy killing argue that the act is immoral and would have a negative effect on the social and moral standings of society. They believe that life and death should only be in the hands of God. There are two types of euthanasia, passive and active. Passive euthanasia is taking away or withholding treatment even if the person is going to die. Active euthanasia is assisting the patient who suffers from the terminal illness to die by giving them drugs or injections. While many argue that only the passive type of euthanasia is acceptable, others argue that morally, there is not a difference between the two, and that neither of them should be conducted. Activists of euthanasia claim that it would be killing in the name of compassion. They argue that any passionate and humane character would not want to see their loved one suffer especially when there is no hope for recovery. Supporters of this technique believe that they are actually helping the sickly individual by easing their discomforts and releasing them of their pains and letting them go on to a "better place," free of harm, and illnesses. Adversaries of euthanasia state that it is merely degrading the human life. They support God's sovereignty of human life, contesting that it is too sacred and too valuable to be taken away by anyone other than God. Enemies of euthanasia have many questions that are left unanswered. For instance, if euthanasia was to become legalized, where do we stop or start? How advanced must the illness be? Are the doctors 100 percent right about the diagnosis? Which illnesses are "treatable" by euthanasia? Are handicaps to be included? Where do we draw the line and who is to make the final decision? Are those in pain even getting the right medicine, the right dosage? Has every treatment option been explored, should they be? These questions cannot be fully answered for every situation that occurs, which leaves many people unsure about the idea of euthanasia and its morality. Supporters on the other hand would state that these questions do not have to be answered by any professional, but by the patients themselves. If they are uncomfortable, depressed, and

Job Likes and Dislikes Listening Comprehension Quiz

Job Likes and Dislikes Listening Comprehension Quiz In this  listening comprehension  you will hear a man speaking about what he likes and dislikes about his job. Listen to what he says and decide whether the following statements are true or false. You will hear the listening twice. Try to listen without reading the listening transcript. After you have finished, check your answers below the  to see if you have answered the questions correctly. Job Likes and Dislikes Quiz The first thing he does is go to the common room.He cleans the rooms when they are empty.He always helps out in the canteen.He usually washes the stairs.He finishes in the afternoon.He likes the routine nature of his job.He feels that it is degrading picking up cigarette butts.He is a millionaire.He likes the flexibility of his job.He enjoys the company of the students.He learns a lot on his job about other cultures.What is the name of his job? Listening Transcript Well, I come into work at eight oclock, and the first thing I do is collect my keys. Then I go to the common room. I sweep up and I do the floors, and I also check the toilets. And when there are no students in the classrooms, I empty the waste bins, and clean the rooms. And I also help in the canteen when the girl is ill to do the teas and coffees. And I usually sweep the stairs and then give them a good wash over. I usually finish at about two oclock.   What I particularly hate about my job is having to be at work for a specific time and leave off at a certain time and have to follow a certain pattern all the time. And another thing I hate doing is picking up cigarette ends and dirty tissues. Its really degrading picking things up that have been in peoples mouths. God, if I were paid for every cigarette end and tissue Id picked up, Id be a millionaire.   What I really like about my job is that I can work on my own, and I can decide when I do something. If I dont feel like doing it today, I can do it tomorrow. I also find the students extremely friendly. They will come and talk to you in their breaks or their free time. They tell you all about their country, customs, habits, etc. and its ever so interesting. I really enjoy it. Job Likes and Dislikes Quiz Answers False - He gets his keys.TrueFalse - Only when the girl is ill.  True - He cleans and washes the stairs.True - He finishes at two oclock.False - He doesnt like being at work and leaving at a certain time.True - He really hates it.False - He would be if he were paid for every cigarette end and tissues he has cleaned up!True - He can choose when he does the various tasks.True - They are really friendly.True - They tell him about their native countries.Janitor, Sanitary engineer

Marketing research about people motivation and behavior toward TOMS Paper

Marketing about people motivation and behavior toward TOMS shoes - Research Paper Example Hoboken, N.J: Wiley. 13 Mycoskie, B. (2012). Start something that matters. London: Virgin. 13 Russo, M. V. (2010). Companies on a mission: Entrepreneurial strategies for growing sustainably, responsibly, and profitably. Stanford, Calif: Stanford Business Books. 13 Tables 14 8. Figures 19 9. Appendix 24 1. Abstract People motivation and behavior are essential towards products. This marketing research paper attempts to analyze people behavior and motivation towards TOMS shoes. The main concentration of the study is about women perspectives towards TOMS shoes. This is a research that entails secondary and primary data collection methodologies. Where secondary data consists of literature review and primary data concerns survey and questionnaire findings. To analyze the attitude of women towards TOMS shoes, TOMS shoes marketing strategies is a factor that must be assessed (Russo, 2010). There is a stiff competition within shoe industry and motivation factors each corporation undertakes ei ther draw positive or negative perception from consumers. Customers who have an optimistic attitude about a superstar that promotes TOMS may in turn have an optimistic perception about TOMS, which will boost their motivation and actual behavior of buying their products. 2. Introduction TOMS is a brand that many people have supported due to their cause marketing strategies. ... In accordance to their website, TOMS has provided ten million pairs of shoes across over 60 nations (Russo, 2010). A motivational effect behind the TOMS product is their exhibition of corporate responsibility via their desire to assist others in need. Customer behavior can be impacted by issues such as motivation, perception and learning. Those factors are recognized as internal issues or personal issues. In addition, issues such as social norms, family responsibilities and cultural values constitute external or social factors. Those factor, in particular the external ones, can be impacted by the environment and trends. Just as domestic and exterior factors can be applied to endorse social transformation in the case of TOMS Shoes, they can be uniformly as successful in marketing strategies designed to prevent consumers from involving in some behaviors (Cakim, 2010). Researchers have been investigating customers’ behavior and motivation towards various products in various marke ts. Women motivation and behavior towards TOMS shoes is a research topic that has been reviewed by other researchers. The general outcome in the existing literature suggests that motivation and behavior of customer are influenced by the marketing (Russo, 2010). TOMS cause marketing strategy can be cited as the reason women are motivated towards TOMS shoes (Mycoskie, 2012). This marketing research seeks to study women motivation and behavior towards TOMS shoes. Women are great spenders on shoes and like to identify with great brands. This why it is necessary to understand their motivation and behavior factors in towards TOMS shoes. Women are extensively knowledgeable about shoes from different brands. This paper starts with literature

MGT3150 MANAGERIAL LEADERSHIP Essay Example | Topics and Well Written Essays - 1500 words

MGT3150 MANAGERIAL LEADERSHIP - Essay Example Furthermore, the study seeks to identify actual implementations of the said ethical policies to personnel of all levels. The methodology used was primary research through Lufthansa's official website, www.lufthansa-financials.com, as well as news articles involving the company. Secondary research on business ethics practices online and in school libraries were also conducted. During the course of the research, several limitations were encountered: direct interview with company officials and employees due to inaccessibility. Deutsche Lufthansa AG is a globally operating aviation group with around 400 companies and subsidiaries. It is active in five (until the end of 2006, six) business segments. Passenger Transportation is the Group's core business activity. Logistics, MRO, IT Services, Catering and Leisure Travel are further segments of the group. The Leisure Travel segment is due for disposal according to the supervisory board decision on 7 March 2007 and after approval of the competition commission.Annual average Group employee numbers were 93,541. The Group generated around EUR 19.8bn in revenue ("Portrait")." Lufthansa is a publicly traded company. As such, it is under the scrutiny of the German government. "It operates with the customary two-tier management system in Germany comprising an Executive and a Supervisory Board. The Executive Board is independently responsible for company management. The Supervisory Board appoints, supervises and advises the Executive Board ("Corporate Governance at Lufthansa")." This two-pronged approach checks and balances senior and junior managers. It encourages transparency in the workplace; effecting self-regulation by decentralizing power that could lead to collusions and unethical practices. Staff & Welfare In its quest to offer competitive remuneration, permanent jobs and attractive working conditions, the company has implemented a wide range of career-development measures such as trainings and an integrated study/work courses. "Each year Lufthansa invests around 300m in training measures for their employees. The Lufthansa Group offers over 40 different vocational courses with a technical, commercial or information technology focus. Another growing field is eLearning. Last year around 450 different learning programmes with a total of 1,762 teaching hours were in use at Lufthansa ("Employees")." Lufthansa employs people from all over the world, seeing opportunities in diversity. It provides in-house medical service for staff in handling health and safety issues. Governance Code International standards on Corporate Governance have been developed in recent years with primary focus on protecting the interests of the shareholders. The Corporate Governance Code was developed by the German Commission in February 2002 "to make the Corporate Governance System transparent and comprehensible. The code recommends clear and transparent presentation of a company and its business development, establishment of structures and processes which lead to proper and responsible management, administration and supervision. Such increases the trust of the investors and other providers of capital ("In General")." Since 2002 up to present, Lufthansa has been complying with the code in full, amending the Articles of Association to reflect relevant regulations. The

Inkwell Accounting Department Essay Example for Free

Inkwell Accounting Department Essay The Accounting Department 1. Inkwell has a small finance team. The accounting department is based in the head office of the company, which is located in Birmingham. There are 8 people in the finance team. Each member of the team has their own computer. The team has access to the internet using Firefox and two printers integrated to each computer. 2. Inkwell has one Financial Director, Anil Gupta. Anil’s main job is to manage the overall financial position of the business, ensuring capital investments and corporate strategy is properly dealt with. He has delegated the running of the accounts department to the company accountant. 3. Inkwell has one company accountant, Michael O’Payne who has been in charge of most financial affairs before Anil Gupta joined the company. The others in the financial team report to him. 4. The team consists of one accounts technician, one General Ledger and Inventory Clerk, one Accounts Payable Clerk, one Accounts Receivable Clerk, one Costing Technician and one Payroll and Personnel Database clerk. 5. The accounting department keep a close relationship with the shop staff. The main mode of communication is through email and phone calls, occasionally a member from the team will pay them an unexpected visit. The Accounting Department- Key Internal Stakeholders 1. Anil Gupta, Financial Director, has the overall responsibility for all finance, legal and accounting procedures and systems. He produces annual reports and statutory accounts. Alongside this he deals with financial issues such as banking and also legal issues, such as contacts. Anil has 30% of the company’s shares when joined the directors in 2008. 2. Michael O’Payne, the Company Accountant, has been in the company since the set up of the company. His main duties include running the day to day responsibility of the accounts department. He also produces monthly management accounts and approves payments to suppliers. After observing the company there is a low level of tension between him and Anil. However, Michael still needs to report to Anil, if he likes it or not. 3. Alex Fox, accounting technician, has the responsibility of making sure the accounting system is reviewed and recommend changes, along with other project work. She has to report to both Anil and Michael, however works more closely to Michael. 4. Michelle Labelle, General Ledger and Inventory Clerk, has the duties of maintaining the company’s cash book and keeping control on the company’s inventory. This requires Michelle to keep in close communication with the store managers. She too reports to Michael. 5. Liana Khan, Accounts payable Clerk, has the responsibility of entering all the suppliers’ invoices and credit notes on to the accounting system. She also has to ensure payments are arranged to suppliers. Liana also reports to Michael, her Father in Law. 6. Greg Morris, Accounts Receivable Clerk, has the duties of inputting all data received by customers, as well as credit control duties. These duties include sending out monthly statements to customer, working out discounts and chasing customers who have not paid in the time given. 7. Alan Cook, Costing Technician, has the responsibility of operating the costing system. This means Alan has to work closely with the Sales director in order to reach market prices. Alan uses Quickcost software to do his work and has been doing it for since the company started. He also monitors the cost and profitability of each cartridge on a monthly bases and advises management about variance targets. 8. Sharon Ward, Payroll and Personnel Clerk is responsible for the running of the payroll, both Weekly and monthly and also to make sure the personnel database is always up to date. Sharon uses Sage Payroll systems to process all her statutory forms.

Concept And Definition Of Hrp Business Essay

Concept And Definition Of Hrp Business Essay It is very natural that, the continual positive development of any business owe to its effective planning. Making all the necessary preparations and appropriate arrangements proactively basing upon what is expected to happen in future and performing a series of tasks and activities accordingly in a systematic and organized way is one of the important functions of management, which necessitates an effective and proactive planning process. Proper planning and designing an effective organizational structure by assigning an assortment of responsibilities to the concerned employees may help the business organizations to accomplish their set of objectives. Putting the right person at the right place and at the right time is essentially much important to any business as it comprises of a wide and comprehensive range of activities in relation to the management of man. Manpower power planning, not only focuses on the effective utilization of existing human elements but also concern in fulfill ing future manpower need of the organizations at the time of need. Man power planning is the process of determining manpower needs and the means and ways to meet those needs in order to carry out the integrated organizational plan. It is very much indispensable for any organization to perform the activities efficiently and to produce desired results. It is an apparently well known fact that, the success of any business highly rest upon the competent people that a business organization posses. Man power planning is considered as crucial functions of human resource management. It gives due importance to the human element than that of material elements and strive to manage and maintain the good will of a business. It endeavours to add to the organizational development and success of the business with due recognition of knowledge, skills, competence, experiences, expertise and talent of the employees. Effective recruitment and selection process follows an effective manpower planning process in fulfilling future manpower need as and when needed by the organisation. That necessitates manpower planning process and put lot of significance to it. At the same time, it contributes significantly to the achievement of organizational objectives by avoiding overstaffing and understaffing. However, although the notion of Human Resource Planning is well established in the HRM vocabulary, in practice, it does not seem to be as key HR activity. Need for man power planning is continuously driven by many of the factors in the organizations. It is essential when labour turnover is to be determined. There are situations that compel to replace older employees, disabled personnel and people whose medical conditions cause disturbances to usual functioning of the organisation. While executing effectively, man power planning process entails analyzing the requirements of present and future vacancies. These situations usually take place at the time of retirements, transfer of employees or they are upgraded due to promotion. Similarly, manpower planning is inevitable to deal with the situations that arise at the time, when employees avail their leaves or in case of their absences. In order to carry out the assigned task in a planned or intended way business organizations need personnel having necessary qualifications and experience which can be accomplished optimally through a effective man power planning process. Manpower planning is of great importance in identifying the surplus and shortages of the employees. In case of surplus, the man power may be redeployed from one area or activity to another in case of the former, whereas shortages demand providing required personnel. Man power demand forecasting, manpower supply forecasting and manpower audit are some of the important tasks concerning the process of manpower planning. Manpower demand involves estimating total man power requirements and planning accordingly. Then, the next step in manpower planning process is man power supply forecasting. It comprises of both internal supply forecasting and external supply forecasting. Internal supply forecasting works when the employees are transferred or promoted, while the need of external supply arises from the requirement of new workers when a business expands or there is change in technology or adopts new methods of production. In addition to that the process entails man power audit. Manpower audit is carried out through Skills inventory. It provides detail information about each employee. The overall value of an employee in an organization is also determined through skills inventory. For the sustenance of the key workers, man power audit analyses the factor s that compels and propels the employees to leave the current jobs and move elsewhere. As a result of which necessary measures may be taken to curb the rate of turnover in the context maximum utilization of Human Resources. Manpower planning is significant for the best interest of employees as well as for organization. While implementing appropriate selection procedures for the right candidates, Human resource planning undertakes proper recruitment methods and thereby preserves the individual talents of the employees. It focuses on assessing the requirement and the arrangement of training and development programs for the employees in order to equip them with the prerequisites of job. Manpower planning also focuses on the promotion procedures for competent people who can be entrusted with the challenges of advanced tasks. The inefficiencies of the employees are also identified by means of manpower planning process. So that necessary training may be provided leading towards improving employee morale. In this way the manpower planning process improves productivity and efficiency of the employees and their performance may be more effective and they can contribute optimally to the total organizational develo pment. Above all, the success of any business revolves round the quantity and quality of human resources of that particular organisation. CONCEPT AND DEFINITION OF HRP HRP is supposed to be an integral part of total organizational planning. The Human Resource Planning includes managerial activities that contribute to set the companys future objectives .It also determines appropriate means and ways for achieving those objectives. Where as organizational planning facilitates the realization of the companys future objectives and determines appropriate means for achieving those objectives. HRP is a systematic effort that comprises of three key elements: Workforce forecast Manpower assessment Staffing programme According to Leon C. Megginson, Human Resource Planning is an integrated approach to perform the planning aspects of the personnel function. It ensures sufficient supply of adequately developed and motivated workforce to perform the required duties and tasks to meet organizations objectives by satisfying the individual needs and goals of organizational members. Stainer defines manpower planning as a strategy for the acquisition, utilization, improvement, and preservation of human resources of an enterprise. It is a way of dealing with people in a dynamic situation. It relates to establishing job specifications or the qualitative requirements of job determining the number of personnel required and developing sources of supply of manpower. Human resource planning determines the determinants of changing job requirement. Technological advancement that requires introduction of new equipment, product, and process and invariably resulting in changes in jobs and job structure in an organization can be dealt with proper manpower planning. It is therefore, manpower planning is essential for the organization to meet the demands of future job requirements in order to survive and remain competitive. Otherwise, the organizations experiencing the effect of rapid technological change will face the shortages of skilled employees in the absence of effective human resource planning. HRP can be defined as the task of assessing and anticipating the skill, knowledge and labour time requirements of the organization and initiating necessary action to fulfil those requirements. If the organization is declining, it may need a reduction plan or redeploys its existing labour force. On the other hand, if it is growing or diversifying, it requires finding and tapping suitable sources of skilled labour. According to Coleman HR planning is The process of determining manpower requirements and the means for meeting those requirements to carry out the integrated plan of the organization. Manpower planning is the Strategy for acquisition, utilization, improvement and preservation of an enterprises Human Resources. It is the process by which management determines the path for the organization to move from its current manpower position to its desired manpower position in order to carry out integrated plan of the organization. Vetter (1967) defines Human Resource Planning as the process by which management determines how the organization should move from its current manpower position to its desired position. Through planning, management strives to have the right number and the right kind of people, at the right places, at the right time, doing right things resulting in maximum long-run benefits both for the organization and for the individual. Human resource planning takes place within the broad framework of organizational and strategic business planning. It involves forecasting the organizations future human resource needs and planning accordingly to meet those needs. It also includes establishing objectives and then developing and implementing HR programs like staffing, appraising, compensating, and providing training in order to ensure that people with the appropriate skills are available as and when the organization needs them. It may also include developing and implementing programs to improve employee performance or to increase employee satisfaction and involvement in order to boost organizational productivity, quality, or innovation (Mills, 1985b). Finally, human resource planning includes gathering data that can be used to evaluate the effectiveness of ongoing planning programs which will be useful for the planners when revisions in their forecasts and programs are needed. Human resource planning is the process of systematically reviewing human resource requirements to ensure that the required numbers of employees with requisite skills are available at the time of need. Human resource planning encompasses four elements: Quantity: No of employees Quality : Required, skills, knowledge and abilities Space: for which department, unit and level Time: at which point of time and how long Nature and Scope of HRP HRP includes identifying both present and future needs of various types of employees in an organisation, comparing these needs with the present workforce, and determining the numbers and types of employees to be recruited. Persons can be recruited and selected from outside the organisation or selected out of the organisations potential group and fit them into the organisational set up to get the best out of them. While extracting the best out of the employees, the organisation has also a responsibility to protect the interests of employees in terms of their career prospects, adequate compensation for their work, providing the best work environment and developing a culture of interpersonal, intrapersonal, employee-employer relationship and introduce a sense of quality consciousness within everyone to produce the best. Leading Features of HRP The leading features of HRPs are listed below. It is systematic in approach. It ensures a continuous and proper staffing. It checks on occupational imbalances i.e shortages or surplus occurring in any of the department of the organization. There is a certain degree of flexibility, which is meant for modifications and alterations in accordance with the needs of the organization or to adopt with the changing circumstances. Manpower plans can be done both at micro and at the macro levels. Thus, HRP is a kind of risk management tool. It involves realistically appraising the present human resources and anticipating the future need as far as possible in order to get the right people into right jobs at the right time. Underlying Factors of HRP Undoubtedly, there are a lot many factors that contribute for the increased attention towards human resource planning. Again, environmental forces like globalization, new technologies, economic conditions, and changing characterstics of work forces create complexity and add uncertainty for organizations. Therefore, organizations typically attempt to reduce the interference of uncertainty. While attempting so, formal planning is considered as one common tactic used by organizations to buffer themselves from environmental uncertainty (Thompson, 1967). Manpower Planning vs Human Resource Planning Manpower planning or HR planning both can be used interchangeably. HR planning is more broad-based. Human Resources planning refer to planning conducted for all aspects of Human Resources. It takes care of training, employee safety, recruitment, manning levels, Performance Management and so on. But manpower planning basically tends to revolve predominantly around numbers. The number of people required to perform efficiently and productively in order to produce the best results with minimum cost is known as manpower planning. However, these concepts are always evolving and are variously called as manpower planning, personnel planning or employment planning and human resource planning. Levels of HRP Human resource planning is done at various levels. The purpose of manpower planning determines its level. However, broadly level of manpower planning falls in the following categories. National Level: At National level, government of India undertake macro human resource plans for the entire country by anticipating the demand for and supply of human requirements at the national level. Sectoral Level: Along with central government various state governments of the country also plan human resource requirements for different sectors of the economy. Sectoral level manpower planning endeavours to cater the needs of manpower requirements of some particular sectors like Agriculture Sector, Industrial Sector and Service Sector. Industry Level: To cater to the manpower needs of a particular industry such as Engineering and Heavy Industries, Paper Industries, and Consumer Goods Industries, Public Utility Industries, Textile, Cement/Chemical Industries and so on and so forth industry level manpower planning is done. Unit/ Departmental Level: To take care the manpower needs of a particular department in a company such as Marketing Department, Production Department, Finance Department, etc unit or department level manpower planning is conducted. Job Level: Man power planning at job level fulfils the human resource requirements of a particular job family within a department. For example, the requirement of number of sales executives in the marketing department or customer care people in customer care department is done by planning at the level of Job. Periods of HRP Short -Term Human Resource Planning: Short term Human resource planning primarily focuses on designing and implementing the activities like recruitment, selection systems, and training programs to serve short-term organizational needs. Generally such activities involve an element of planning that is future-oriented to some extent. Short-term human resource planning is done to achieve long term objectives of the organisation. Long-Term Human Resource Planning: Increasingly, long-term human resource planning is done minimum for the period of three years or sometimes beyond that. Long term human resource planning is critical for the effective functioning of organizations. The rapidly changing world and highly competitive marketplace is causing firms to turn their focus on human resources for survival and competitiveness. Effective long-term human resource planning demands integration of the skills and knowledge of the manpower planner and all other executives who are responsible for strategic planning. Intermediate -Term Human Resource Planning: Human resource planning is a risk averting tool and buffer organizations from future uncertainty. Since, human resource programs such as recruitment, selection, training, and motivation of employees ensures availability of required number of people with appropriate skills at all levels in the organizations and thereby it help to reduce uncertainty. Short term human resource planning is associated with very little uncertainty about which skills and how many people will be needed. For which it is relatively easy to predict supply. However, due to rapid, turbulent and ongoing changes in todays business environment, it is difficult to anticipate future by simply projecting past trends. When the focus of planning shifts from short term to intermediate term, what is the requirement of an organisation becomes dominant problem so also the uncertainty related to the question of availability. As a result of which more technical attention is required to be given to the problem of forecasting. To minimise the uncertainty in intermediate term human resource planning, interaction between the human resource planner and line managers is even more critical for making accurate demand and supply forecasts. PURPOSE, NEED AND OBJECTIVE OF HRP Purposes of HRP   The primary function of Personnel planning is to analyze and evaluate the available human resources within the organization. It also determines how to obtain the kinds of needed personnel to staff various organisational positions starting from assembly line workers to chief executives.   Smaller companies have assigned the function of HR planning to the human resource department or personnel department. Larger corporations have separate departments for this function.  Personnel planning aims at minimisation of waste in employing people, lessen uncertainty of current personnel levels and future needs, and eliminate mistakes in staffing pattern.   The purpose of Human Resource Planning aims at maintaining the required level of skill by avoiding workforce skill shortages, stopping the profit-eroding effects of being overstaffed or understaffed, preparing succession plans and shaping the optimum future work force composition by hiring the right skill in appropriate numbers. Need of HRP Manpower Planning is basically a two-phased process. It analyses the current human resources, makes manpower forecasts and thereby draw employment programmes. Manpower Planning serves organisational purpose in many ways. It ensures optimum use of manpower and capitalizes on the strength of organisations Human Resources. Talent reservoir of an organisation is maintained at any point of time. The assigned tasks can be carried out easily if people skills are readily available. All these things can be possible with the help of effective HR Planning that provide information beforehand. To forecast future requirements and provides control measures: Although planning is considered as the essential process of management, HRP becomes especially critical when organizations go for mergers, relocation of plants, downsizing, right sizing or at time of closing of operating facilities. For example, expansion of scale of operations of any business requires advance planning that can ensure a continuous supply of people with appropriate skill set who can handle the challenges of the jobs easily. To face the challenges: Human resource planning helps the business to encounter the challenges that occur due to turbulent and hostile environmental forces like technology, social, economic and political factors. To adopt with technological changes: The change in technology in production, marketing methods and management techniques have been very extensive and rapid. It has profound effect both on job contents and job contexts. These changes may cause problems relating to redundancies, demand for retraining and redeployment, In order to cope with these changes, organisations need systematic manpower planning. To face Organizational Changes: The nature and pace of changes in organizational environment marked by cyclical fluctuations and discontinuities and the changes in activities and structures affect manpower positions of the organisation and require strategic considerations which necessitate perfect HR Planning. To determine recruitment/induction levels: A readily available HR plan can provide fairly good ideas about the kind of people are recruited and at what position. This will help in determining the kind of induction the organization require and thus can help to plan induction level successfully. To determine training level: Human Resource Planning helps in determining training levels in an organisation and lays foundation for management development programmes. To know the cost of manpower: In cases of expansions or opening up a new factory or if there is a new project organisation would require more number of human resources of different skill set. In those cases, Human Resource Planning helps in estimating the manpower cost. Hence a proper budgetary allocation can be made well in advance for this type of upcoming corporate strategic move. To assist in productivity bargaining: In case of automation, Human Resource Planning Data helps in negotiating for lesser workers as required for the same amount of the job. The organisation can offer higher incentives to smoothen the process of VRS, voluntary layoffs and so on. To assess physical facilities: Physical facilities such as accommodation ,canteen, school, medical help, etc. can also be planned well in advance, because a good HRP can assist in solving many problems of the firm, from day to day ones to very strategic ones. Moreover, Human Resource Planning helps in maintaining the stability of a concern preventing it to incur several intangible costs due to inadequate, improper or lack of HRP. For example, inadequate HRP may cause unfilled vacancies and the resulting loss in efficiency cost a lot to the organisation, particularly when the lead-time is required to train replacements. There are also situations in which employees are laid off in one department on the other hand applicants are hired for similar jobs in another department due to absence of proper HRP. There may be situation of over hiring resulting in the need to lay off effective employees. These are the variety of factors which necessitate Human Resource Planning in an organisation for optimum utilisation of Human Resources. Objectives of HRP The objective of human resource planning is to ensure the best fit between employees and jobs, while avoiding manpower shortages or surpluses. Human resource planning is a sub-system of the total organizational planning. It constitutes an integral part of corporate plan and serves the very purpose of organization in many ways. The primary purpose of human resource planning is to prepare for the future by reducing organizational uncertainty in relation to the acquisition, placement, and development of employees .Human resources planning is done to achieve the optimum use of human resources and to have the right types and correct number of employees to meet organizational goals. Objectives of Human Resource Planning are: Achieve Goal: Human Resource Planning helps in achieving individual, Organizational National goals. Since Human resource planning is linked with career planning, it can able to achieve individual goal while achieving organisational and national goal. Estimates future organizational structure and Manpower Requirements: Human Resource Planning is related with number of Personnel required for the future, job-family, age distribution of employees, qualification desired experience, salary range etc and thereby determines future organisation structure. Human Resource Audit: Human resource planning process is comprised of estimating the future needs and determining the present supply of Manpower Resources. Manpower supply analysis is done through skills inventory. This helps in preventing overstaffing as well as understaffing. Job Analysis: The process of studying and collecting information relating to operations and responsibilities of a specific job is called Job analysis. Job analysis is comprised of job description and job specification. Job description describes the duties and responsibilities of a particular job in an organized factual way. Job specification specifies minimum acceptable human qualities necessary to perform a particular job properly. Other objectives of HRP are as follows: To link human resource planning with organizational planning. To ensure optimum, planned use of currently employees. To forecast future skill requirements. To provide control measures in order to ensure that necessary resources are made available as and when required. To anticipate redundancies and avoid unnecessary dismissals. To provide a basis for management development programmes. To deploy the manpower in upcoming new projects. To enable the organization to identify trouble spots. To study the cost of overheads. To decide whether certain activities need to be subcontracted. To achieve more effective and efficient use of human resources. To better recruit employees having the necessary skills and competences. To determine optimum training levels. To obtain fairly satisfied and developed workforce. To facilitate the roll-out of strategic plans and missions. To achieve more effective and equal opportunity planning. To relieve the organization of unnecessary and unneeded labour. Human resources planning are human resource administration, quite similar to that of financial planning. But unlike financial planning, there are very few organizations that engage in any form of explicit human resource planning. However, if properly used, human resources planning can increase the prospects of an organizations management and of its resources by better coping with dynamic situations. Human resource planning aims at maintaining and improving the organizations ability to attain the goals by developing strategies, purporting to magnify the contribution of human resources. Objectives of HR planning are to ensure availability of the HR needs of the organization at specified times in the future. It is a systematic approach to help the organization to reach at its business objectives. TRENDS AND BEHAVIOURAL FACTORS ON HRP Trends That Impact HRP   A Personnel planner seeking to study the trends in Human Resource planning should include the following variables:   The state of the economy of the organisation: The spectrum of economic activity of the organisation which largely depends upon the companys sphere of operations is a crucial factor that is to be considered while doing HRP.     Demographics: The present and future age and sex composition, literacy level of the population of the organisation affect HRP.   Employee losses or turnover: The retirements, deaths, promotions and resignation affect the current number of individuals employed at every level.   New skill requirements:  Obsolescence of current skills and its effects along with what new skills will be needed due to new technology markets or products affect HRP.   The availability of materials: The status of the availability of material and direction of materials prices is also considered while doing HRP.    Technological changes: Rate of change of technology along with technology adoption by the organisation affects manpower planning.   Social changes: Effect of up gradation of educational backgrounds of the people in a given society and the willingness of people to take lower level jobs affect manpower planning.   Labour costs: The direction in which the labour cost move is given due consideration while doing human resource planning. Behavioural Factors on HRP Behaviour can be defined as the observable and measurable activity of human beings. Activity of human beings under this category shows a great variety. It may include anything like decision making, a mental processor, handling a machine, a physical process. Behavioural factors of HRP include: 1. Understanding Human Behaviour 2. Controlling and directing Behaviour 3. Organisation Adaptation 1. Understanding Human Behaviour: Understanding human behaviour in the organisation encompasses the following elements. (i) Individual Behaviour: It is known as first behaviour of people and provides means for analyzing why and how an Individual behaves in a particular way. (ii) Interpersonal Behaviour: It provides means for understanding the interpersonal relationship in the organization. Analysis of reciprocal relationship, role analysis, transactional analysis falls under the umbrella of interpersonal behaviour. (iii) Group Behaviour: Group behaviour comprises of group norms, cohesion, goals, procedures, communication, and leadership. (iv) Intergroup relationship: Intergroup relationships are in the form of intergroup cooperation and intergroup co-ordination. 2. Controlling and directing behaviour: these are the different factors that need to be taken care of in while controlling and directing people behaviour at workplaces. (i) Organisational Climate: it refers to total organizational situations affecting human behaviour i.e how people of an organisation interact with each other at workplace. (ii) Communication:-free flow of both way communications is inevitable in order to control and direct human behaviour because, it is through communication people come in contact with each others. (iii) Leadership: leadership style is also very much crucial and plays vital role in order to control and direct peoples behaviour at workplace. (iv) Employee empowerment: It refers to the degree of autonomy provided to people of an organisation so that they can take certain decision on their own without waiting for the supervisor to direct and may be utilized in many ways. 3. Organisation Adaptation: Organisations have to adapt themselves to the environment changes by making suitable internal arrangements like Management of Change. INFORMATION FOR HRP Information that forms the basis of Human Resource Planning include statistics of past years data on all aspect of Human Resource programmes. It includes turnover data, recruitment costs, staff numbers both actual and forecasted, budgetary information, safety statistics, and performance appraisal statistics and so on and so forth. Basically, information is gathered taking into consideration of any objective for the year. For example, if organisations seek to reduce turnover, which thereby reduces recruitment and selection costs, need to focus man power plan on retention strategies. To strategise the retention strategies the organisation may go for benchmarking from other successful companies, may seek industry information, take the help of Human Resources Institutes and so on and so forth. After getting information and ways and me

Family Values

Family Values with the Cosby Show Growing up in the mid 1980’s I can remember watching the Cosby Show. My family and I fell in love with the Huxtable family. The show was funny, witty, and dealt with serious issues at some times. It was also the first show that portrayed a black family living a successful middle class life style. The show’s concepts were very unusual to me, because around that time we thought America dealt with majority Caucasian problems and shows.Growing up in a dysfunctional home in which my mother was always under lots of stress and my father was to drunk to care about how we live our lives it was just a sad fact of family life at that time. At the time it didn’t seem like it was a bad way to live. That is until I discovered a different aspect of family life and values. The family values displayed in the Cosby show were things that I had never seen before. It was a complete shock to my young mind to say the least. Mr. and Mrs.Huxtable were th e ideal parents. They displayed strong moral values, they also involved themselves in their children’s lives as loving guides, and they taught their children the value of how important it was to have an education. Despite all of these positive aspects surrounding their children they were still able to remain happily married. My siblings and I had a wonderful mother. Yet our family had a lack of morals and values that would serve to inspire us to do something with our lives.Morals and values were those key components that the Huxtables were so good at portraying to there children. As a family we never felt that we weren’t loved. My mother was always very good at teaching us how to look out for one another. I can remember that that was one of the few good aspects from the show that I was able to identify with. The Huxtables always seemed to have a form of togetherness. They were good at relying on one another. Their parents made sure to keep the children away from bad in fluences like drugs and violence.They instilled inside their kids those good morals and values that would help them to become good adults. Besides being loving parents Cliff and Clair Huxtable were friends to there children and thus enabled them to be parental guides when problems would arise. I think that it was that friendship that allowed for their children to open up and share there problems with them. This was the exact opposite of what it was like for my siblings and me. My mother didn’t involve herself in our daily lives causing me, in part, to become rebellious and secretive.My mother and father never finished high school. So I think that to them it wasn’t that important for us to do so ether. On the Cosby show both parents were college grads and both were successful in there career fields. I noticed that in the show it was expected of the children to go to a university. I know that not finishing high school and going to college may sound strange to you the rea der right now, but due to were and when I grew up it was perfectly normal to be a drop out.Growing up in a poverty stricken drug and alcohol centered environment it would have been so easy for me to end up in a gang, or in prison, or maybe even dead. I believe that there are a number of positive factors that kept my family and me from suffering unfortunate events. Mainly it was our obedience and faith in the Lord Jesus Christ. I also believe that God has many different ways to speak to us. He is constantly throwing us life preservers, but it is up to us rather we grab hold to them or not.At a young an impressionable age I stumbled across a television show that would eventually change and challenge my way of thinking. I learn examples of what it would mean to be a good father, why it was beneficial to go to college, and I learned what I wanted my personal family to be like. The Cosby show was definitely a grate show. The show was a pioneer in its time leading the way for many other s hows like it. That family taught me life lessons that I will never forget. It was a very positive show that I enjoyed and that’s stayed with me even until this day. Family Values Family Values with the Cosby Show Growing up in the mid 1980’s I can remember watching the Cosby Show. My family and I fell in love with the Huxtable family. The show was funny, witty, and dealt with serious issues at some times. It was also the first show that portrayed a black family living a successful middle class life style. The show’s concepts were very unusual to me, because around that time we thought America dealt with majority Caucasian problems and shows.Growing up in a dysfunctional home in which my mother was always under lots of stress and my father was to drunk to care about how we live our lives it was just a sad fact of family life at that time. At the time it didn’t seem like it was a bad way to live. That is until I discovered a different aspect of family life and values. The family values displayed in the Cosby show were things that I had never seen before. It was a complete shock to my young mind to say the least. Mr. and Mrs.Huxtable were th e ideal parents. They displayed strong moral values, they also involved themselves in their children’s lives as loving guides, and they taught their children the value of how important it was to have an education. Despite all of these positive aspects surrounding their children they were still able to remain happily married. My siblings and I had a wonderful mother. Yet our family had a lack of morals and values that would serve to inspire us to do something with our lives.Morals and values were those key components that the Huxtables were so good at portraying to there children. As a family we never felt that we weren’t loved. My mother was always very good at teaching us how to look out for one another. I can remember that that was one of the few good aspects from the show that I was able to identify with. The Huxtables always seemed to have a form of togetherness. They were good at relying on one another. Their parents made sure to keep the children away from bad in fluences like drugs and violence.They instilled inside their kids those good morals and values that would help them to become good adults. Besides being loving parents Cliff and Clair Huxtable were friends to there children and thus enabled them to be parental guides when problems would arise. I think that it was that friendship that allowed for their children to open up and share there problems with them. This was the exact opposite of what it was like for my siblings and me. My mother didn’t involve herself in our daily lives causing me, in part, to become rebellious and secretive.My mother and father never finished high school. So I think that to them it wasn’t that important for us to do so ether. On the Cosby show both parents were college grads and both were successful in there career fields. I noticed that in the show it was expected of the children to go to a university. I know that not finishing high school and going to college may sound strange to you the rea der right now, but due to were and when I grew up it was perfectly normal to be a drop out.Growing up in a poverty stricken drug and alcohol centered environment it would have been so easy for me to end up in a gang, or in prison, or maybe even dead. I believe that there are a number of positive factors that kept my family and me from suffering unfortunate events. Mainly it was our obedience and faith in the Lord Jesus Christ. I also believe that God has many different ways to speak to us. He is constantly throwing us life preservers, but it is up to us rather we grab hold to them or not.At a young an impressionable age I stumbled across a television show that would eventually change and challenge my way of thinking. I learn examples of what it would mean to be a good father, why it was beneficial to go to college, and I learned what I wanted my personal family to be like. The Cosby show was definitely a grate show. The show was a pioneer in its time leading the way for many other s hows like it. That family taught me life lessons that I will never forget. It was a very positive show that I enjoyed and that’s stayed with me even until this day. Family Values Family Values with the Cosby Show Growing up in the mid 1980’s I can remember watching the Cosby Show. My family and I fell in love with the Huxtable family. The show was funny, witty, and dealt with serious issues at some times. It was also the first show that portrayed a black family living a successful middle class life style. The show’s concepts were very unusual to me, because around that time we thought America dealt with majority Caucasian problems and shows.Growing up in a dysfunctional home in which my mother was always under lots of stress and my father was to drunk to care about how we live our lives it was just a sad fact of family life at that time. At the time it didn’t seem like it was a bad way to live. That is until I discovered a different aspect of family life and values. The family values displayed in the Cosby show were things that I had never seen before. It was a complete shock to my young mind to say the least. Mr. and Mrs.Huxtable were th e ideal parents. They displayed strong moral values, they also involved themselves in their children’s lives as loving guides, and they taught their children the value of how important it was to have an education. Despite all of these positive aspects surrounding their children they were still able to remain happily married. My siblings and I had a wonderful mother. Yet our family had a lack of morals and values that would serve to inspire us to do something with our lives.Morals and values were those key components that the Huxtables were so good at portraying to there children. As a family we never felt that we weren’t loved. My mother was always very good at teaching us how to look out for one another. I can remember that that was one of the few good aspects from the show that I was able to identify with. The Huxtables always seemed to have a form of togetherness. They were good at relying on one another. Their parents made sure to keep the children away from bad in fluences like drugs and violence.They instilled inside their kids those good morals and values that would help them to become good adults. Besides being loving parents Cliff and Clair Huxtable were friends to there children and thus enabled them to be parental guides when problems would arise. I think that it was that friendship that allowed for their children to open up and share there problems with them. This was the exact opposite of what it was like for my siblings and me. My mother didn’t involve herself in our daily lives causing me, in part, to become rebellious and secretive.My mother and father never finished high school. So I think that to them it wasn’t that important for us to do so ether. On the Cosby show both parents were college grads and both were successful in there career fields. I noticed that in the show it was expected of the children to go to a university. I know that not finishing high school and going to college may sound strange to you the rea der right now, but due to were and when I grew up it was perfectly normal to be a drop out.Growing up in a poverty stricken drug and alcohol centered environment it would have been so easy for me to end up in a gang, or in prison, or maybe even dead. I believe that there are a number of positive factors that kept my family and me from suffering unfortunate events. Mainly it was our obedience and faith in the Lord Jesus Christ. I also believe that God has many different ways to speak to us. He is constantly throwing us life preservers, but it is up to us rather we grab hold to them or not.At a young an impressionable age I stumbled across a television show that would eventually change and challenge my way of thinking. I learn examples of what it would mean to be a good father, why it was beneficial to go to college, and I learned what I wanted my personal family to be like. The Cosby show was definitely a grate show. The show was a pioneer in its time leading the way for many other s hows like it. That family taught me life lessons that I will never forget. It was a very positive show that I enjoyed and that’s stayed with me even until this day.

Determination of Dissolved Oxygen in a Water Sample Essay

To find out the oxygen content of a water sample by adding MnSO4 and alkaline KI into the solution. Mn2+ was oxidized into Mn3+. Then Mn3+ was reduced back into Mn2+ and I- was oxidized to I2. The solution was titrated against sodium thiosulphate solution and the oxygen content could be calculated. Result Trial 1 Trial 2 Final burette reading (cm3) 19.26 38.42 19.82 38.35 Initial burette reading (cm3 0.10 19.50 0.74 19.82 Volume of Na2S2O3 added (cm3) 19.16 18.92 19.08 18.53 Data being used for calculation Calculation No of moles of Na2S2O3 used = 2S2O32- + I2 –> S4O62- + 2I- No. of moles of I2 in 100 cm3 solution = = 1.1825 2Mn(OH)3 + 2I- + 6H+ –>I2 + 2Mn2+ + 6H2O No. of moles of Mn(OH)3 in 100 cm3 solution = 1.1825 X 2 = 2.365 4 Mn(OH)2 + O2 + 2 H2O 4 Mn(OH)3 No. of moles of O2 in 100 cm3 solution = 2.365 Oxygen content = 18.92 mg dm-3 Discussion Reason of filling the whole volumetric flask During the experiment, the water sample was allowed to fill with the whole volumetric flask, this is because we have to prevent oxygen from dissolving from the air into the water sample. Reason of using a magnetic stirrer When conducting the experiment, insoluble manganese (III) hydroxide was formed. It would dissolve in potassium iodide so we have to use a magnetic stirrer to speed up the reaction process. As a magnetic stirrer could stir the solution without spilling, it is very good to be used in this situation. Source of error As the manganese (II) sulphate and potassium iodide solution was added into the flask with over flowing. There will be loss of solution in this process. The chemicals added might be not enough and it will affect the experiment result. We cannot avoid oxygen in air from dissolving into the solution as the mouth of volumetric flask could still allow oxygen to diffuse in. Only one set of data could be used beside trials.

Get the 411 on the 809 Area Code Scam

Get the 411 on the 809 Area Code Scam Viral alerts circulating since 1996 warn consumers not to comply with telephone, pager, or email requests to dial phone numbers beginning with the area code 809, 284, or 876. Its a real scam, but less prevalent than the alerts suggest. These alerts have been circulating since the mid-1990s. Heres an example of one that appeared on Facebook in February 2014: VERY COSTLY NEW AREA CODE:- READ AND PASS ALONG0809 Area CodeWe actually received a call last week from the 0809 area code. The woman said Hey, this is Karen. Sorry I missed you- get back to us quickly. I have something important to tell you. Then she repeated a phone number beginning with 0809. We did not respond, this week, we received the following e-mail:Do Not DIAL AREA CODE 0809,0284, and 0876 from the UK .This one is being distributed all over the UK ... This is pretty scary, especially given the way they try to get you to call. Be sure you read this and pass it on. They get you to call by telling you that it is information about a family member who has been ill or to tell you someone has been arrested, died, or to let you know you have won a wonderful prize, etc.. In each case, you are told to call the 0809 number right away. Since there are so many new area codes these days, people unknowingly return these calls.If you call from the UK you will apparently be charged a minimu m of  £1500 per-minute, and youll also get a long recorded message. The point is, they will try to keep you on the phone as long as possible to increase the charges.WHY IT WORKS:The 0809 area code is located in the Dominican Republic ....The charges afterwards can become a real nightmare. Thats because you did actually DID make the call. If you complain, both your local phone company and your long distance carrier will not want to get involved and will most likely tell you that they are simply providing the billing for the foreign company. Youll end up dealing with a foreign company that argues they have done nothing wrong.Please forward this entire message to your friends, family and colleagues to help them become aware of this scam. Analysis: Somewhat True Variants of the 809 area code scam alert have circulated via email, online forums, and social media since 1996. Albeit in an exaggerated and not entirely accurate fashion, the warnings describe a real scam in which consumers are tricked into dialing international phone numbers and racking up unexpected long-distance charges (though nowhere near the whopping $24,100 total or  £1500 per minute reported in these rumors). According to ATT, the scam has become less prevalent in recent years thanks to the preventative efforts of long distance carriers. The 809 area code scam can work because a few regions outside the U.S., including the Caribbean and Canada, can be dialed directly without the usual 011 international prefix. 809 is the area code of the Dominican Republic. 284 is the area code of the British Virgin Islands. 876 is the area code of Jamaica. Since these numbers arent subject to laws outside those countries, theres no legal requirement to inform callers in advance of any special rates or fees. Perpetrators have conned victims into dialing the numbers by leaving messages claiming that a relative has been injured or arrested, an unpaid account must be settled, or a cash prize can be claimed, etc. ATT advises that consumers always check the location of unfamiliar area codes before dialing. This can be done by querying the NANPA website (North American Numbering Plan), checking an area code locator website or simply Googling the area code and viewing the top result.

David Pool Essays

David Pool Essays David Pool Essay David Pool Essay David PoolFrancis Marion Pool played a pivotal role during the Civil War in Missouri and he was the only notable Quantrell who survived the ferocious Civil War. It is believed that Captain Dave Pool died on May 30, 1899 due to prolonged illness. Dave Pool’s war tactics and strategies are best revealed during the Lawrence raid in 1863. Similarly, he undertook remarkable operations in March 1865 with Arch Clement, Jim Anderson and 144 other men in Sherman, Texas. There are many who hold that Dave Pool is named after the famous Revolutionary War guerrilla, Francis Marion who was also known as the Swamp Fox. The Missouri-based band was formed in December 1861 by William Clark Quantrill and originally consisted of only ten men who were determined to right the wrongs done to Missourians by Union occupational soldiers (Longley Eby, 2010). Kansas Jayhawkers and the Red Legs who have widespread in Missouri were their prime enemies. Quantrill formed a small guerrilla unit at the outbre ak of the American Civil war that aimed to attack the small groups of Union soldiers. The growth of the army was so fast that it had many branches in various parts of the country. It should be noted that â€Å"Several times they came across their counterparts who were called the Jayhawkers, these were an unruly band of Union militia based in Kansas As the main aim of the Quantrill army was the wiping away of the Union Army, the Union Army commanders regarded him as an eye sore and therefore, declared him as outlaw and put prize on his head. They were, by no means, ready to acknowledge his fighting and as such they considered him nothing more than a desperado and free ranging terrorist, a loose cannon who lived by his own rules Army was not entirely true. The systematic procedures, like the official army with captain and other fellow soldiers, paved for the way for the growth of the army. The underserved popularity made Quantrill more audacious that he attempted more attacks. One of

Summary for the uploaded article 5 Example | Topics and Well Written Essays - 250 words

Summary for the uploaded 5 - Article Example It can also happen from forces outside a community through a process called change from above. Experts argue that linguistic development happens through every generation when children change certain elements of the native language to suit their present situations (William, 2007). It is believed that communities keep passing elements that maintain their language by using children as the agents of transmission. Experts also argue that poor learning skills abilities by children play a crucial role in linguistic change. Linguistic development happens in a pattern similar to the shape of a family tree. This means that the difference learning aptitude between children and adults also influences the way language is transmitted in speech and spread across a community (William, 2007). A language has numerous dialects that are often transmitted through a community. These dialects are used to represent the branches in the family tree model. Branches or dialects that are close to each other tend to have numerous similarities (William, 2007). Just like a tree, any change that is introduced in a language can spread to every branch, albeit in different degrees. This means that certain dialects of a language can fail to change following a change. Discontinuities are also a common feature in linguistic development. They involve a situation when a single dialect of a language becomes more popular, thus overpowering the rest in terms of getting an identity (William,

The Importance of Nursing Theory Research Paper

The Importance of Nursing Theory - Research Paper Example The Roy Adaptation model, a grand theory model, is significant in nursing theory for its pragmatic and logical considerations about real-life health environments and the human condition. This paper describes the importance of generalized nursing theory to the nursing profession and, using the Roy Adaptation Model as the appropriate guidance, this paper will describe how this model impacts patient care, the purpose of this particular model, and how this theory would view nursing leadership and education. The Roy Adaptation Model is one of the most viable models in nursing theory. The Importance and Validity of Nursing Theory Study Nursing theory provides a great deal of quantifiable and justified assumptions that assist in building an effective model of nursing practice to improve productivity, interpersonal relationship development between nurse, patient or organizational groups, and can assist in deciding a best practice model taking into consideration environment, biopsychosocial c haracteristics of the nurse, and patient needs. Unlike mathematical models that are often used in organizational science that consider proper utilization of distinct tangible resources, nursing theory is sensible and practical, recognizing the complexity of human behavior and various coping strategies that are integrated into a model of practice to understand the dynamics of relationships and actual patient care. Nursing theory, unlike other models, do not limit the scope of human knowledge to equation modeling or consider the role of the nurse practitioner as being autonomous of their emotional states. In a health environment where inherent emotional responses are going to surface in practice, and where patient emotional and rationalization capacities create adaptable situations, it would be unrealistic to assume that a health care organization could be structured effectively (or training delivered properly) without recognition of these variables in the cycle of nursing care. For t he aforementioned reasons, nursing theory is critical to improving the nursing profession and facilitating more effective care to patients. It identifies the potential hindrances or barriers to communication or group functioning so as to create a template by which to combat these situations. Such theoretical modeling also illustrates how one care or leadership function is inter-dependent on another in a health system, identifying redundancies that might occur in practice or opportunities to improve practice responses. Nursing theory, by drawing on real-life case studies or other supporting qualitative research, creates a knowledge base about legitimate, contemporary nursing requirements or human needs to assist in identifying more effective organizational systems or interpersonal relationship development. Examining the complexities of patient needs, as another relevant example through various studies, creates testable hypotheses about how to handle various emotional constructs in pa tients to deliver better care. Nursing theory can identify certain socio-demographics or ethnographic knowledge about patient personalities in identified cultural groups so that different strategies