Why Legalizing Organ Sales Will Help Save Lives, End Violence

Anthony Gregory writes in â€Å"Why Legalizing Organ Sales Would Help Save Lives, End Violence.† Gregory argues in the article that organ sale should be legalized in the United States. Gregory discusses the different range of arguments that people have that are opposed to the legalization of organ sale. He explains that organ sale is creating unnecessary suffering for needy patients and â€Å"violence.† The problem with Gregory’s article is that he uses direct quotations and extreme accusations that have no valid sources or are credited within the article. Gregory seems to be more focused on other’s arguments opposed to legalizing organ sale, rather than focusing on why he believes organ sale should be legalized. Gregory’s has many inflammatory statements and claims with no credible sources, along with his no background experience in health hazards of organ sale or the legalization aspect, and has complete disorganization throughout the entire artic le are all flaws which make his argument invalid. After reading the article, it was clear that Gregory had several outlandish statements in attempt to strengthen his opposing view. He explains in the beginning of the article, â€Å"Donors of blood, semen, and eggs, and volunteers for medical trials, are often compensated† (Ackley 451). People are often compensated for this, but this is not comparable to selling organs. If people are volunteers, then that means that they are not being paid any profit for their time. In medical trials, people areShow MoreRelatedThe Legalization of Organ Sales1450 Words   |  6 Pageslegalization of organ sales has been proposed as a solution to two distinct problems. The first is the problem of illegal organ trafficking and the second is the problem of inadequate supplies of organs available for transplants. Gregory (2011) outlined the case for legalizing organ sales by arguing that the current shortage of organs fuels a black market trade that benefits nobody except criminals. He further arg ues that such a move would add organs to the market, thereby saving the lives of those whoRead MoreOrgan sale legality Essay1051 Words   |  5 Pages Legalizing the Sale of Human Organs Every 10 minutes, another person is added to the waiting list for an organ transplant. That’s 144 people every day, 52,620 people every year. And every day, 18 people die because there aren’t enough organs to go around. That is 6,570 people dying every year because they have waited too long for an organ transplant [All About Donation]. There has to be some way to prevent these innocent people from dying, and there is a way. Pretend for a moment that you’reRead MoreThe Need Of Organ Transplants Essay1530 Words   |  7 Pagesoverwhelming need of organ transplants are increasing daily. There are many causes for such a high demand in the organ crisis, one of them being diabetes. Diabetes is one of the leading causes of organ transplants, primarily kidneys. The waiting lists for donated organs are so incredibly long, that often, people wait for up to three years for an organ to become available. In the United Sta` tes alone, there is an average of seventeen patients per day that die while awaiting an organ transplant. (JournalRead MoreSelling Human Organs10012 Word s   |  41 PagesTERM PAPER RESEARCH : Selling Human Organs ARTICLE 1 : Should people be allowed to sell their organs? Currently, exchanging organs for money or other valuable considerations is illegal, but some members of the medical and business communities would like to change that. One of those is the American Medical Associations influential Council on Ethical and Judicial Affairs. Convinced that the balance of moral and ethical concerns favors the ability to sell organs, they would like the laws to changeRead MoreThe Marijuana Policy Project And Republican Texas State Representative David Simpson2695 Words   |  11 Pagespromote honesty, and advocate for terminally ill patients to use marijuana. It aims to remove penalties for possession and open a legal market where some farmers can cultivate and sell marijuana with professional help (Mission). The last stakeholder on the proponents’ side of legalizing marijuana in Texas is Texas State Representative David Simpson. Mr. Simpson introduced a bill that would remove marijuana from Texas statu tes. Simpson stated â€Å"I am proposing that this plant be regulated like tomatoes

I Feel Great Free Essays

DBQ 15: The Debate Over American Imperialism Catriona Whalley Imperialism was not a proper and legitimate policy for the United States to follow at the turn of the 19th century. Americans defended their country’s attentions with ethnocentric, hypocritical, and overall un-American rationalizations. They imperialized for their own profit and benefit, and had no true justification behind their reasoning. We will write a custom essay sample on I Feel Great or any similar topic only for you Order Now While Americans did not usually claim that they anted to maintain rule of other territories for American Profit, it was a factor. Some saw the Pacific Ocean as the key to thriving trade in the future; by holding claim to that ocean though ruling the Philippines they would hold â€Å"the power that rules the world. † (Doc 5) The country was also needed to meet the US’ growing production demands (Doc 2) For the States to turn the land they acquired over to France or Germany – who were commercial rivals to the US- would harm their own trade. (Doc 3) If you were to strictly interpret the Declaration of Independence, you would find that the U. S’ reasons for imperializing go against the beliefs set by their founding fathers. The declaration clearly states that you cannot govern any country but your own against their will, even if it is believed that it is for their own good. (Doc 4) The loved President Abraham Lincoln once said, â€Å"no man is good enough to govern another man without that other’s consent,† as advocates of self-government, they should have listened to these words of wisdom. Americans also claimed that as a superior, more civilized nation, they held the duty to â€Å"led in the regeneration of the world†, to spread their beliefs, customs and religion. (Doc 1) The declaration cites that â€Å"All men are created equally,† therefore all men outside of the U. S should be treated as equals to Americans. (O. I) In the past the United States made foreign countries sign a document called the Monroe Doctrine; this contract banned any country from imperializing the States. The United States was also born in a revolt against colonialism. Both of these events in the past cause the country to be considered a hypocrite; how can they claim that no country can imperialize and rule them, but they can do the same to others? (O. I) The United States only began to imperialize as its thirst for more power grew after completing manifest destiny. As a country that boasted democracy, will of the people, and self-government, they should not have imperialized during the turn of the 19th century. How to cite I Feel Great, Essay examples

Emotional Intelligence and Effective Nursing Leadership

Question: Discuss about the Emotional Intelligence and Effective Nursing Leadership. Answer: Background This paper will strongly highlight the emotional interest and effective nursing leadership that can impact the patient experience in a beneficial way. Thus the expected outcomes cannot be derived. It is very necessary to first assess or identify the relevant patients so that correct treatments can be provided to them so that they can be treated well (Feldman, Alexander, Greenberg, 2011). The health care systems around the entire world are emphasising widely on the need for an effective patient care. Taking utmost care of the patients is very much necessary to ensure that the health problems of those individuals are successfully recovered. Under the leadership of the nursing professionals, the well being and better health conditions of the patients can be ascertained (Marquis Huston, 2009). Due to the lack of patient convenience they often fail to express their health problems with the nurses and thus proper care treatment cannot be provided. Emotional intelligence is that personal characteristic borne by the nurses influencing the nursing practices, medicinal knowledge and other health care related professions. Hence this paper will focus on how emotional intelligence can enhance the quality of the patients health both directly and indirectly. Purpose and objectives The prime purpose of this research is to evaluate how the emotional intelligence and nursing leadership can improve the health condition of the patients. Hence the objective of this paper is to develop an understanding of the following research question: What nursing interventions can be taken by the professionals to explore the utility of the emotional intelligence to treat their health care problems effectively? Methods By the help of the quantitative research approach, the research question of this study can be fruitfully accomplished. Post-positivism paradigm has been chosen for this research that will guide the researchers in an appropriate way where the researchers can collect positive data and represent them in realistic manner for having accurate information. Research design With the help of the quasi-experimental research design, the researchers can be concerned about the internal validity of the collected data as the control groups and treatment might not be easily comparable at the baseline. Thus through proper research approach the researchers can evaluate correct data and information regarding the impact of emotional intelligence and nursing leadership over the well being of the patients (Methodology, 2007). Sampling and sample size For this particular research analysis, the researchers will select a total of 100 respondents including the patients and their families so that the research purpose can be fulfilled. Purposive sampling technique will be selected as the researchers have a certain purpose in their minds, based on which they proceed with their analysis (Thompson, 1992). Through various surveys and interviews, the researchers can approach the respondents with a proper questionnaire from which reliable outcomes can be obtained. Variables Both the independent and dependent variables are being selected for this analysis where the respondents will be chosen from different demographic variables such as ages, gender, income groups, health care problems, etc. The independent variable is the process adopted by the researchers on which they have complete control. The characteristics of the respondents, on the other hand, are the dependent variables through which effective outcomes can be achieved. Measurement instruments Different types of tools have been used in this research such as surveys, interviews, indexes, scales and various informal observations by which expected research outcomes can be derived. This way the reliability and validity of the research information can be ensured. Data collection Quantitative primary data can be selected in this research through which the perspectives and opinions of the participants can be collected through a proper questionnaire in the interviews and surveys so that they can be presented through graphs, charts, etc. Quantitative secondary data can also be used where the past records will be referred to or analysed by the researchers and numerically represented to reach out to the effective outcomes. Ethics approval Prior consent of the participants must be evaluated. They should not be forced or provoked to respond to the raised questionnaires. Data protection must be ensured under the Data Protection Act 1998 so as to encourage the participants to cooperate with the researchers. Ethical guidelines must be followed for conducting the research ethically. Data analysis ANNOVA, t-test, trend lines, graphs, charts, etc. can be used by the researchers to represent the data collected from the chosen participants. Numeric and statistical data will be derived to fulfil the research objective. References Feldman, H., Alexander, G., Greenberg, M. (2011).Nursing leadership. New York: Springer Pub. Co. Marquis, B. Huston, C. (2009).Leadership roles and management functions in nursing. Philadelphia: Wolters Kluwer Health/Lippincott Williams Wilkins. Methodology. (2007). Geneva. Tappen, R. (2001).Nursing leadership and management. Philadelphia, PA: F.A. Davis. Thompson, S. (1992).Sampling. New York: Wiley. Whitehead, D., Weiss, S., Tappen, R. (2007).Essentials of nursing leadership and management. Philadelphia: F.A. Davis Co.

Knowledge Transfer and Problem Solving

Transfer of knowledge also known as transfer of learning is a notion that refers to the ease of performance of new tasks owing to previous exposure to a similar situation or a situation that shares similar characteristics to the current one. In this regard it is generally expected that mastery of one cognitive skill will influence another related one.Advertising We will write a custom essay sample on Knowledge Transfer and Problem Solving specifically for you for only $16.05 $11/page Learn More By the end of the 19th century various views on transfer had emerged. Key among these views was the Doctrine of Formal Discipline (Ormrod, 2004). This doctrine explained improvement in mental power using the correlation that exists between physical activity and muscle power. It was held that cognitive function could be improved by mental exercise. Study of subjects regarded as difficult was therefore, expected to improve learning of simpler subjects. Other influen tial views on this area are the associations approach and the meaning theory. The associations approach asserted that problem solving is achieved through a quick mental trial and error. In this context thinking is a process in which all possible solutions to a problem are mentally tried until one that is appropriate is identified. The identical elements theory gives further insight to this approach (Schunk, 2012). The theory advances that transfer can only occur when the new task and learned task share identical elements. The identical elements are thought to be stimulus-response pairs. Transfer of a skill increases with increase in the number of identical elements. It can therefore, be said that transfer is functionally related to similarity and difference between stimuli and responses in an original and a transfer task. Gestalt approach and meaning theory presume that thinking is a process of relating a problem situation to another resulting in understanding (Ormrod, 2004). In suc h a scenario a transfer is achieved by reorganizing ideas to gain an insight into the problem to be solved. Two forms of transfer emerge from these approaches; the near transfer and the far transfer. Near transfer denotes a transfer process in which there is overlap between situations. That is, the original and the transfer situations are analogous. For example, learning how to drive a saloon car and transferring that to acquiring skills necessary to drive a truck.Advertising Looking for essay on psychology? Let's see if we can help you! Get your first paper with 15% OFF Learn More In far transfer there is little overlap between situations. For example, learning problem solving in school and later using knowledge gained to solve problems outside the classroom setting. Mechanisms of transfer Two mechanisms of transfer exist. They are the procedural overlap and scheme-based transfer. Procedural overlap transfer is of the view that production sequences gained during train ing are applicable in performing a new task. A greater overlap in the required productions results in greater the transfer. This kind of transfer is applicable to skills that have recurrent sequences. Scheme-based transfer is applicable to situations that require an understanding of the problem before a solution is developed. During learning and practice, cognitive schemata are acquired. These acquired schemes provide knowledge necessary for understanding the new problem situation. Difference between experts and novices in problem solving Though experts and novices may both achieve a desirable result to a problem, the way they go about it is different. Novices and experts perceive and understand stimuli differently. When solving problems experts can recognize patterns and connections that are not immediately evident to novices. The experts can therefore, arrive at a solution faster than novices. Experts are also able to filter information faster. Experts often notice the relevant in formation and separate it from irrelevant information. It is this attribute that helps experts act quickly in situations that require quick and useful responses to avert a danger. Experts are flexible and highly adaptable to different situations. Experts are able to vary their methods of learning and practice with ease as compared to novices who may have difficulty doing this. This enables the expert to come up with new solutions to a problem. Flexibility is important in problem solving especially when a new challenge is encountered. Teaching adults problem solving skills The approaches used to teach adults problem solving skills are not very different from those used when teaching children. Adults can be taught problem solving skills using the problem solving process. This process has three major steps namely; representing the problem, solution search and implementation of the solution.Advertising We will write a custom essay sample on Knowledge Transfer and Problem Solving sp ecifically for you for only $16.05 $11/page Learn More However, for adults contextual learning is important (Ormrod, 2004). Adults should be taught with special emphasis laid on context. Examples used should be those that one is likely to encounter in real life situations. The examples should be real and properly put in the right context. References Ormrod, J. E. (2004). Human learning (4th ed.). Upper Saddle River, NJ, USA: Pearson. Schunk, D.H. (2012). Learning theories: an educational perspective (6th ed.). Boston, MA: Allyn Bacon (Pearson Education). This essay on Knowledge Transfer and Problem Solving was written and submitted by user Giselle H. to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Free sample - Recent research in Mycology. translation missing

Recent research in Mycology. Recent research in MycologyMycology is a branch in Botany that entails the study life and behaviour of fungi.   Mycology also includes the study of fungi-related diseases.   Mycology also puts into account the genetic and biochemical properties of fungi, taxonomy and their economic importance to human beings for instance in medicine (for instance penicillin) and food. A lot of researches related to mycology especially in medical mycology have led to discovery of new medicines that are currently treating diseases that initially had proved resistant to drugs. This paper tries to look into one of the recent researches that involved application of fungi in controlling mosquitoes resistant to insecticides. Based on the fact that malaria is a one of the causes of deaths in Africa and other regions that lie on the tropical regions, various researches have been carried out with the aim of coming up with more effective drugs to fight the malaria parasite. Recent research has shown that the chemical methods can be combined with biological methods to fight malaria parasites.   This is because the mosquitoes responsible for causing malaria are increasingly becoming resistant to chemical intervention. Last year researchers from Wageningen University and research centre after carrying out several researches showed that fungal spores can be effective in killing mosquitoes and can make mosquitoes to be more vulnerable to pesticides.   This research was carried out by Marit Farenhorst with other colleagues from the Entomology research centre in Cotonou, Benin and it involved the use of a wide arrange of fungi-insecticide combinations to test effect of timing and sequence of exposure (Wageninge n University and Research Centre 2010).   The research intended to establish the efficacy of combining fungi spores with insecticides in killing malaria causing mosquitoes in West Africa. From this research titled â€Å"Synergy in Efficacy of Fungal Entomopathogens and Permethrin against West African Insecticide-Resistant Anopheles gambiae Mosquitoes†, it was found out that the fungi spores from Beauveria bassiana and Metarhizium anisopliae were very effective in killing both wild mosquitoes and laboratory bred ones.   On the efficacy of combining these spores with insecticides, it was found out from this research that the fungal infection on mosquitoes made them more vulnerable to permethrin and also exposure of mosquitoes to permethrin made them more vulnerable to infection by the spores.   In other words the two components produced a reinforced effect that proved effective to mosquitoes that had developed resistance to commonly used insecticides such as Permethrin an d DDT. The effect of combining fungal spores with permethrin proved to be more effective against insecticide resistant far much than expected, something that proved that both the fungi spores and permethrin reinforced each other’s efficacy (Wageningen University and Research Centre 2010).   From this research it was argued that the combination of spores with insecticides has the potential of creating a long term effect as it will be very difficult for mosquitoes to build resistant against agents that are totally distinct. From this research, it was suggested that fungi spores alone can be used a substitute of insecticides in beefing up the fight against malaria in Africa (Wageningen University and Research Centre 2010). There are still many research prospects in this field for instance, more research need to be done on evaluation of methods where mosquitoes will be exposed to both fungi and insecticides in duration of one night. This can be done by for instance employing mosquito nets that are impregnated with spore and also use of fungal sprays in the house. References Wageningen University and Research Centre. "Synergy in Efficacy of Fungal Entomopathogens and Permethrin against West African Insecticide-Resistant Anopheles gambiae Mosquitoes

ACT Score Range Whats Good

ACT Score Range What's Good SAT / ACT Prep Online Guides and Tips If you’re planning on taking the ACT, you’re probably wondering what you can expect in terms of scores. In this article, I’ll take you through the basics of how the test is scored, show you where your scores fall in relation to other students, and give you a few tips on how to plan your studying to meet your goals. ACT Score Range: The Basics On the ACT, your composite score can be anywhere from a 1 to a 36.Unlike the SAT, the composite score is not the sum of the scores of the other tests - it’s the average. The ACT has four sections: English, Math, Reading, and Science.Each one is also scored on a scale of 1 to 36, and the average of these four scores will make up your composite score. The ACT doesn’t have an incorrect answer penalty, so your raw score on each section is just the number of questions you get right. Any questions you answer incorrectly or omit will not count towards your score.English has 75 questions, Math has 60, Reading has 40, and Science also has 40. Check out this sample conversion chart to see how raw scores are converted to the final scores on a scale of 1-36: (note that different tests have different raw score to scaled score conversion charts, but this is generally the right idea). The ACT also has an optional essay, but the Writing section will not impact your composite score or any of your test subscores. You will get a score from 2 to 12 on your essay in four different assessment categories. Your total Writing score will be out of 36 just like the other sections.The ACT gives you an English Language Arts (ELA) score as well, which is the average of your English, Reading, and Writing subscores, but again, this doesn’t factor into your final composite score. Average ACT Scores The national average composite ACT score for the class of 2014 was a 20.Average scores for subsections were: English: 19-20Math: 19-20Reading: 20-21Science: 20-21 If you’re scoring in this range, you’re already scoring higher than 50% of students who take the ACT and will have a good shot at getting into many colleges.Keep in mind, however, that national averages might not be the most relevant to your individual situation. You should look up the average scores for schools you’re interested in to figure out what target scoreto shoot for.If you’re hoping to attend a very selective school, you might need to set your sights on a score in the 34-36 range.At MIT, for example, the 75th percentile composite ACT score for admitted students in 2014 was a 35.When you look at the averages for your school of choice, you should try and aim for the 75th percentile score (higher than 75% of admitted students)because it will give you the best chance of admission. Also keep in mind that someschools want you to submit the ACT Writing score, and some don’t care about it.This is an important factor to take into account both when studying and when deciding whether to sign up for the ACT with or without Writing. MIT: A lush sanctuary where geeks can run free Studying for Your Score Goals You might know where you fall in terms of your ACT score range if you’ve already taken the test.If not, try out a practice test (with appropriate time constraints!), and see how you do.If you find that you still need to improve your scores quite a bit, don’t worry! If you come up with a solid study plan, you should be able to get them up where you want them to be by the time the test rolls around. I’ll give some brief guidelines below about how long you should study for different point improvements.For more info check out our complete study plan for the ACT and a guide I wrote on how long you should study. I’m Looking to Improve by 1-2 Points This is a very doable goal, even if you start studying only a couple months in advance of the test.Improving 1-2 points should take around 20 total hours of studying.This means that if you study for about two hours every week for two months, you should be able to meet your score goals.If you want, you can even space out your studying for a few more months so you only have to devote an hour a week to ACT prep. I’m Looking to Improve by 4 Points This is a pretty significant improvement, so you’re going to have to put in a bit more time.A four point improvement usually means around 40-50 hours of studying.You could choose to start studying two months in advance and plan out five hours a week if you prefer longer, more intense study sessions.If you’d rather spread it out more, try studying for two hours a week for five or six months instead. I’m Looking to Improve by 6 or More Points This level of improvement is going to require a lot of hard work.For a score increase of six or more points, you’ll most likely need 150+ hours of study time.This means starting early and committing to study sessions every week.If you start studying six months before the test, schedule out five hours a week to devote to ACT prep. You should also remember that your studying needs to be high quality in order for you to see results!This means figuring out what types of questions cause you problems and then practicing similar questions over and over.You'll have to take the time to really understand your mistakes before you start to see positive changes in your scores. Summary Here are some of the main points you should remember about ACT scoring: The ACT gives you a composite score on a scale of 1 to 36 There are four subtests in English, Math, Reading, and Science, and each is also scored from 1 to 36 These four tests are averaged to make up your composite score The average ACT composite score is around a 20 nationally To figure out the score range you should be aiming for, look up the 75th percentile scores of admitted students for schools where you plan to apply. This will give you a better sense of how much time you should devote to studying.Even if the gap between your current scores and your goal is pretty large, with enough planning and focused studying, you should be able to beat the test! What's Next? ACT Score Choice and Superscoring are two policies that might impact which of your scores colleges see. Read more about what they are and what they mean for you here and here. Still not sure whether you should take the ACT or the SAT? Learn more about which one is best for you. For more information on ACT scores, read this article on how to get and interpret your results. Want to improve your ACT score by 4+ points? Download our free guide to the top 5 strategies you need in your prep to improve your ACT score dramatically.

Economics of Social Issues Assignment Example | Topics and Well Written Essays - 500 words

Economics of Social Issues - Assignment Example The total budget deficit does not reflect the effect of all expenses and revenues of the federal government. Some items of expense and revenue are marked as off-budget while others are on-budget. The total budget deficit is the combined effect of the off-budget and on-budget categories. The items that are not included in the on-budget category include the social security payments and unemployment benefits. For most of the past decades the on-budget categories have resulted in a deficit which has been offset by a surplus in the off-budget categories to result in a lower total budget deficit, as in 2012. Cyclical deficits are less of a concern than structural deficits because they are of a temporary nature while structural deficits can be more persistent and even lead to inflation. Cyclical deficits arise as the economy goes through different phases of the business cycle (Arnold, 2010, p. 236). They occur especially during the recession phase when the government has to increase spending on social support. Structural deficits are more permanent and reflect fiscal mismanagement despite the business cycle. If the government cannot derive a reasonable return on them, it may have to print more currency or take on additional debt to pay off the deficit. Budget deficits tend to result in a crowding out of private firm and as a result private sector investment is reduced (Arnold, 2010, p. 241). The government borrows from the private sector to fund its deficit spending and to pay off creditors. As a result, the private sector is left with fewer funds to invest. As this also reduces the employability of private firms, the number of jobs in the economy also reduces. The graph shows the effect of budget deficit on the loanable funds market. The government issues bonds to cover its deficit spending which increases the demand for credit and the demand

Compensation (Human Resources) Essay Example | Topics and Well Written Essays - 500 words - 1

Compensation (Human Resources) - Essay Example Incentive plans normally endow with compensation foundation on a formula, on accomplishment of concert objectives, on an unrestricted decision, or an amalgamation of these. An organization internally could be measured adjacent to the individual performance. These plans consist of stock-based strategy, which put forward stock options based on stock performance or finance policy, which suggest cash booty joined to congregate objectives. These plans recompense performance with the time period of 2 to 5 years. The key similarity among the Apple Inc and the Microsoft is in the efficient potential by both the company sales. Good sales incentives are provided to the employees in both the organization and the bonus provided by both the companies are depended on the profitability of the company. The company insists in the working hours for making it a success in the market. The differences in the company are in terms of the payment structure. The basic payment provided by Microsoft are high compared to that of apple inc† Microsoft is reportedly trying to hire away Apples retail employees by bribing them with... wait for it, better wages. People that have spoken to The Loop on condition of anonymity confirm that Microsoft has contacted a number of Apples retail store managers to work in their stores. In addition to "significant raises," the managers have also been offered moving expenses in some cases.† (Microsoft reportedly poaching apple retail staff, 2009). The dissimilarity in the strategies of the companies occurs due to certain reasons. The main idea in the planning of the strategy is based on the efficiency in the company’s operations, productivity and profitability. Various reasons are there in expecting the positive relationship in the organization. The level of the executive employees also plays a vital role in the organization size and the positioning of the strategy. The different contingency approaches

Yahoo and Amazon Essay Example for Free

Yahoo and Amazon Essay 1. Describe, in brief, the histories of both of Amazon.com and Yahoo.com, and determine the core business of each. Yahoo and Amazon have been seeking to have a competitive advantage for years. Since they were incorporated, the companies have experienced a mix of challenges and success as they strive to gain market share. To start with, Yahoo was established in 1995. Yahoo is one of the global technology companies that compete for the growing number online users in the recent world. The company delivers digital content and experiences on various platforms including mobile devices. Furthermore, the company provides properties and online services. Marketing services is a major business for the company. Generally, the company earns revenues from text-based links to advertisers, search advertising, display advertising, and other essential sources. The company has five core segments that include Search and Market Places, Communications and Communities, Developers and Platform Offerings, Advertise and Publisher offerings and Services, and Media. Lastly, the company has operations in approximately 60 countries. Nonetheless, Amazon was incorporated in 1995. It offers online retailing services to customers across the world. Amazon focuses on convenience, selection, and price. In addition to the direct retailing services, the company allows other small and medium sized businesses to sell their products through the company’s websites. The customers and business are able to complete their orders and transactions in Amazon’s websites. Other individuals such as authors, musicians, and filmmakers are also able to sell their products using the same platform. Millions of products are offered through the website. The website may be accessed through PCs, and even mobile applications. The core segments of the company include the International segment, and the North American segment. Generally, the company has witnessed substantial growth since its inception. The success of the company may be attributed to the strategic actions  implemented by Jeffrey Bezos, the founder of the company (Amit, 2012). The next section will illustrate the strategic difference between the companies. 2. Determine the key strategic differences that have impacted the relative success of both Amazon.com and Yahoo.com. Provide two (2) specific examples of such strategic differences to support the response. The strategic actions undertaken by the company would determine the success of the company (Coulson-Thomas, 2013). Yahoo and Amazon have implemented different strategic actions since their establishment. On the fore, Yahoo core business does not involve direct retailing. Yahoo provides a platform for business people who engage in e-commerce. From the sales earned in the Yahoo stores, the company is able to earn commission. Particularly, the company’s core business involves advertising and marketing services. This contributes to a huge chunk of the company’s revenues. As far as human resources are concerned, Yahoo employees do not have a high level of autonomy as compared to the situation in Amazon. Yahoo coordinates with entertainment content providers and media in improving their website. They do not invest in the employees in enhancing creativity and innovation as compared to Amazon. On the other hand, Amazon has a different approach as far as online retailing is concerned. Initially, the company was involves in selling books in its websites. No other business used the website to sell or market its services. Amazon engaged directly with its customers. In the initial years of the company, this was an effective strategy. The company was a monopoly in the online book selling. This created a barrier for potential entrant. However, with the improvement in technology the company had to diversify its operations in order to sustain its position in the market. Other competitors were reaping big from diversified products; hence, the need for the company to similarly expand its operations. Therefore, the company had to modify its operations to fits to the growing market for online retailing. 3. Compare and contrast the approach to strategic planning that each company has pursued in order to achieve a competitive advantage. Focus specifically on both intended and emergent strategies. Strategic planning is an important step for any company that seeks to gain a competitive advantage in the market. There is need for the company’s management to set out plans and strategic actions in achieving the organization’s goals and objectives (Hill, 2013). An effective designed  strategic planning process would steer the company to success. Basically, there are intended and emergent strategies. The intended strategies are those that the companies hope to implement. The effective implementation of the intended strategies would lead to the realized strategies. On the other hand, emergent strategies are those that are not planned for by the management. They are unexpected and are always as a result of competitors actions. In the case of Amazon and Yahoo, both intended and emergent strategies were implemented in achieving competitive advantage. One of the emergent strategies that Amazon implemented is the diversification strategy. The Company allows other businesses to sell their products in the company’s website. This provides a variety of products and services for customers. The diversification strategy was in response to the increasing competition from businesses that equally have diversified portfolio. Nonetheless, the level of product diversification in Yahoo is not commensurate to that of Amazon. The company offers space for other businesses to sell their products through its website. However, the company itself does not engage in direct selling of the products. The company has various features in its website ranging from games, emailing, to financial news updates. The main aim of the company in providing a variety of features in its website is increasing traffic. More traffic in the company’s website implies that there will be more clients demanding the advertising services of the company. In increasing its popularity in the market, the company invested in aggressive advertising. Next, both companies have invested in expansion strategy. With increase in globalization, there is potential market for online retailing. Amazon has an international segment, which focuses on the global market. Lastly, Yahoo and Amazon have different approaches on employees’ motivation. Am azon employs a participative approach whereas Yahoo is mainly autocratic. Amazon employees are free to make decisions that concern new ideas and the success of the company. This has been critical for the success of the company. 4. Analyze the manner in which each company’s distinctive competencies help to shape the strategies that each company pursues. Provide a rationale to support the response. Distinctive and core competencies are essential in transforming the strategies of the companies (Mellat-Parast, 2013). Effective strategic  implementation depends on the distinctive competencies. On the fore, Amazon has various distinctive competencies that have assisted it in shaping its strategies. The technology experts of the company have been critical in its strategic implementation. Innovation being essential for the company, the technology experts has improving the service provision quality. The websites have been effectively designed to meet the customer’s needs and requirements. Another distinctive competency involves the association program. Allowing other enterprises to conduct business in its website has been significant for the company’s diversification strategy. Therefore, the association program has shaped the company’s diversification strategy. On the other hand, Yahoo has various distinctive competencies that have played a role in its strategic planning. As pointed out earlier, the company’s website host a range of service. This is essential in improving the number of visitors in its website. With respect to this, the companys marketing strategy has been shaped by the distinct website. Furthermore, the company’s expansion and diversification strategies are supported by the numerous services offered in its website. The company has also been effective in forming strategic partnerships, for instance, the collaboration with Microsoft. The partnerships have gone a long way in reducing the company’s operating expenses despite the numerous challenges and competition. 5. Recommend one (1) functional level strategy for each company which prescribes the essential ways in which each may achieve superior efficiency, quality, innovation, and customer responsiveness. Provide a rationale to support the response. The functional level strategies are effective in achieving the business and corporate level strategies. They are implemented at the operational level, and directly involve the employees. I would recommend an effective marketing strategy for Amazon. The company is in a competitive environment with eBay being its largest competitor. Amazon should ensure that its products are offered at a low price as part of its marketing strategy. For instance, the company should offer discounts or free shipping with an aim of attracting more customers. They should be speedy delivery of the products in order to earn superior efficiency. The response to customer complaints and inquiries should also be fast. This would improve the company’s competitiveness. Nonetheless, I would recommend both a human resource and marketing strategy  for Yahoo. The company’s competitiveness has been low in the recent years. The company should invest in recruitment of skilled personnel that would contribute in enhancing its research and development. Furthermore, the management should allow for independent decision making. This would reinforce the innovation strategy since independent decision making promotes creativity. Next, the company should modify its marketing strategy to meet the needs of the current dynamic environment. More emphasis should be on social media marketing. This approach is cheaper and has a wider coverage (Amit, 2012). The company may be close to prospective customers through Facebook, twitter, and YouTube. References Amit, R. . (2012). Creating value through business model innovation. MIT Sloan Management Review, 53(3), 41-49. Coulson-Thomas, C. (2013). Implementing strategies and policies. , . Strategic Direction, 29(3), 33-35. doi:doi:10.1108/02580541311304643 Hill, C. . (2013). Strategic management: An integrated approach (10th ed.). Independence, KY: Cengage. Mellat-Parast, M. (2013). Supply chain quality management. International Journal of Quality Reliability Management, 30(5), 511-529. doi:10.1108/02656711311315495

Essay --

Just Another Chalk-line Characters: James Enfield – Detective (age 38) Lee Ames – Detective (age 48) Chris Rollins – Detective (age 26) Nolan Eckhart – Detective (age 40) – Deceased Setting: The scene takes place in an alleyway beside a popular bar named Edward’s. There are a few police officers scattered about closing off the area. (Extras during the stage production.) They would leave the stage until the end of the act when the detectives call the coroner to take away the body. James, Lee and Chris are on the site of a murder. The murder in question is of one of their co-workers and friend Nolan Eckhart. They are standing around the body of Nolan; James is kneeling down actually checking on the body. The alley is empty with the exception of the body and a small pile of garbage from the bar. Act One: Scene One ( James is a man nearing forty. His build is average; he has light skin and dark hair. He is sensible and caring enough for his partners. He’s dismayed that Nolan has been killed. They were close friends in the office. Lee has been around for a while nearing his fifties he has been working on the force for twenty years. He is experienced but tired. Nolan’s death is not easy on him either, though he won’t show it. He’s a larger man than James, with a bit of a round gut and his head is affixed with greying and balding hair. Chris is the youngest of the trio; he is the newest member in their office having been transferred from another precinct. He shows promise to be a great detective, in his first few cases in their precinct he has already impressed the chief and was rewarded a raise to his salary. He is more muscular than the other two and his brown hair is cut professionally short.) James: Damn†¦I still can’t ge... ... Lee, he may not be as useful as he used to be out here in the field, but in the office he still has his purpose. I’m so glad the chief and I share a similar thought process in all this. It’s quite thrilling to be able to practice my forensics skills; just in this case it’s in reverse. (Notices James returning and stops speaking, leaning against the wall as if his speech moments before never occurred.) James: (Returns from off-stage) Coroner’s on his way. The officers will watch over the scene. We’re officially done for the night. Now, let’s get warmed up shall we? Chris: Alright then. I feel it’s going to be quite cold later on, better enjoy it while it lasts. (Both men leave the stage, going inside the bar for drinks. James turns to look at Nolan once last time) James: (sighing ) I still can’t believe Nolan is dead. Chris: Let’s go make you forget about it, huh.

Hr Portfolio Essay

1.0 Research Synopsis In the current era people are considered the most important asset to an organization. In today’s highly competitive economy, placing the right people in the right position at the right time is very critical for the success of any organization. Job Analysis is the foundation for every employment decision made in an organization. Human resource professionals and consultants use job descriptions and job analyses as basic building blocks for many human resource functions, including recruitment and hiring, performance evaluations, and salary ranges (Levine, Sistrunk, McNutt, & Gael, 1988). Job descriptions and job analyses are essential to businesses. They help to ensure that the correct people are hired for the job (Brannick, Levine, & Morgeson, 2007). Therefore, it is important to see to it that job descriptions and job analyses are done properly and are thorough because the accuracy of these tools will in turn affect the quality of many HR functions (Fleishman & Mumford, 1991). Because job descriptions and job analyses are so important to HR functions, evaluating the quality of these two tools and how well they fit together is important. Job descriptions are meant to be developed from job analysis data (Brannick et al., 2007). It is also vital an HR manager focuses on aligning HR activities with the organization’s strategic goals as an organizational structure is developed through the HR planning process by the identification of positions to be staffed to support implementation of the organization’s strategy. This study illustrates the importance of conducting an accurate job analysis, the importance of it and a job description, the relationship between the two, and how it affects all other HR functions in an organization. 2.0 Job Analysis According to (Dessler, G. 2009) Job Analysis is the process of identifying the tasks, responsibilities and context of a role and the knowledge, skills and abilities required to perform them. It is a systematic exploration study. It is the procedure through which the duties of these positions and the characteristics of the people who should be hired for them are determined. The information gathered through the job analysis process is used to support the full range of HR activities. It involves determining the relative importance of the duties, responsibilities, physical, emotional skills etc. for a given job which then determine what the job demands and the specifications an employee must have to perform a job productively. This is then used for developing job descriptions and job specifications. 2.1 Importance of Job Analysis According to (Dessler, G. 2009) an organization structure is developed through the HR planning process by the identification of positions to be staffed to support implementation of the organization’s strategy. From this plan, the knowledge, skills and attitudes that employees will require to enable the organization to achieve its objectives can be identified. Job analyses are essential to HR because they are the means for the development of all HR functions (Bowen, 2003; Brannick et al., 2007). A job analysis can serve as the basis for many HR functions. These HR functions include job descriptions, job classifications, job evaluation, performance appraisal and training, and job specifications (Ash, 1988; Ash & Levine, 1980; Brannick et al., 2007; Levine et al., 1988). The details collected though a job analysis play an important role in controlling the output of a job. The main purpose of this whole process is to create and establish a perfect fit between the employee and the job. Job analysis also helps in the decision making of compensation, perks and incentives for a particular job position. It also helps in evaluating the performance and training needs of existing employees. This process is the basis of achieving organizational goals and objectives. 2.2 Steps in Job Analysis According to (Dessler, G. 2009) the job analysis process involves 6 steps: Step 1 – Decide how you’ll use the information, since this will determine the data you collect and how you collect them. Some data collection techniques – such as interviewing the employee and asking what the job entails, are good for writing job descriptions and selecting employees for the job. Step 2 – Review relevant background information such as organization charts, process charts and job descriptions. Organization charts show the organization – wide division of work, how the job in question relates to other jobs, and where the job fits in the overall organization. The chart should show the title of each position and, by means of interconnecting lines, who reports to whom and with whom the job incumbent communicates. A process chart provides a more detailed picture of the work flow. In its simplest form a process chart can show the flow of inputs to and outputs from the job you are analyzing. Step 3 – Select representative positions. There may be too many similar jobs to analyze them all. In such a case use a representative sample. Step 4 – Actually analyze the job, by collecting data on job activities, required employee behaviors, working conditions, and human traits and abilities needed to perform the job. Step 5 – Verify the job analysis information with the worker performing the job and with his or her immediate supervisor. This will help confirm that the information is factually correct and complete. This review can also help gain the employee’s acceptance of the job analysis data and conclusions, by giving that person a chance to review and modify your description of job activities. Step 6 – Develop job description and job specification. These are two tangible products of the job analysis. 2.3 Components of Job Analysis Job Analysis Job Analysis Job Description and Job Specification Job Description and Job Specification Recruitment, selection and induction Recruitment, selection and induction Job evaluation: wage and salary decisions (remuneration) Job evaluation: wage and salary decisions (remuneration) Training and development requirements Training and development requirements HRP and career development HRP and career development Performance assessment and review Performance assessment and review Job design, assignment of all duties and legal compliance Job design, assignment of all duties and legal compliance (Dessler, G. 2009) 2.4 Uses of Job Analysis Information (Dessler, G. 2009) states that these are the uses of job analysis information. * Recruitment and selection – Job analysis provides information about what the job entails and what characteristics are required to carry out these activities. Such job specification and job description information is used to decide on the sort of people to recruit, hire, to guide interview questions and choose suitable tests to select the best person for the job. * Induction –When a new person joins an organization he will need to be aware of its history, current operations, policies and procedures to be followed, leave requests, pay matters, health and safety etc. A job description will provide the necessary information for the HR management to design induction programs tailored for the need of each new employee. * Job design and productivity, job satisfaction and legal compliance – Job analysis and careful consideration of the way in which the tasks to be performed are arranged into jobs can provide challenging and satisfying jobs for employees while improving efficiency and productivity. Using the information gathered on performance standards and human requirements to influence the design of job assists compliance with law in relation to employment. * Performance assessment and review – Job analysis information enables performance standards to be established and agreed. When clear performance standards are set, rewards may be more easily linked to the performance and training provided to specifically address any discrepancies in performance. Performance review compares employees’ actual performance with performance standards established using job analysis data. * Remuneration – Job analysis is also essential for estimating the value of each job and appropriate remuneration for it. This is so because total remuneration usually depends on the job’s required skill and education levels, safety hazards, degree of responsibility and so on – all factors that are established though job analysis. * Training and Development – Job analysis is also used for designing training and development programs because the analysis and resulting job description show the skills and knowledge – and therefore training and development – that is required. If performance standards are not being met, and this is found to be due to the employee’s lack of skill or knowledge, programs can be designed to lift performance to the required level. * Human Resource Planning and Career Development – The organizational structure provided by the HR plan reveals the scope for employee movement within an organization. Employee development can be provided to ensure that skills, knowledge, qualifications and attitudes required for the future role are gained in preparation for promotion or transfer. This contributes to human resource planning in general and to succession planning in particular. 3.0 Job Description According to (Dessler, G. 2009) a job description describes the job in terms of the tasks to be performed, equipment used, conditions under which the work is to be carried out and the standard to which tasks are to be performed. It is a written statement of what the job-holder actually does, how he or she does it, and under what conditions the job is performed. This information is in turn used to write a job specification that’s lists the knowledge, abilities and skills needed to perform the job satisfactorily. 3.1 Components of a Job Description There is no standard format for a job description, but according to (Dessler, G. 2009) most descriptions contain sections on: * Job identification – This contains several types of information including the job title, the job code etc. * Job summary – This describes the general nature of the job, listing only its major functions or activities. * Relationships, responsibilities and duties – This section presents a detailed list of the job’s actual responsibilities and duties and the relationship the employee shares with subordinates, superiors and those below him/ her. * Authority of incumbent – This section defines the limits of the job-holder’s authority, including decision making authority, direct supervision of other personnel and budgetary limits. * Standards of performance – This states the standards the employee is expected to achieve in each of the job description’s main duties and responsibilities. * Working conditions – The job description section will also list the general working conditions involved on the job. These might include factors such as noise level, hazardous conditions etc. * Job specifications – This describes the type of person that would be best suited to the job, and the skills, knowledge, attitudes, experience and qualifications they would need to do the job. 3.2 The Uses of a Job Description The uses of a job description are essentially similar to those of a job analysis. However these are a few fundamental areas in which a job description is used for: * Performance management – It can be used to set measurable performance goals based on tasks, duties and responsibilities stated in the job description, and then train employees to achieve these goals effectively. * Training and employee development – A job description can be used to decide on possible job promotions as incentives for workers to improve their performance and career development activities. * Compensation – Job descriptions can be helpful in developing a standardized compensation for each position. * Recognition and rewards – Job descriptions can be used as a baseline for performance and as a tool to encourage employee performance. * Discipline – A job description can be used to illustrate that an employee isn’t adequately performing his/her duties and responsibilities. (Massad, 2005) 3.3 Relationship between Job Analysis and Job Description A job description is a general overview of what the job analysis found. According to Brannick et al. (2007), a functional job analysis can be used to generate the task and duties statements. Any work-oriented job analysis allows the analyst to discern the most important duties and tasks out of the job analysis to put into a job description. The job analysis allows raters to rank things like the goals of the job as well as the duties and tasks. When developing the job description, only the most important and most frequent of these duties, tasks, and goals are selected, allowing it to be an abbreviated version of what is found in the job analysis. 4.0 Job Analysis Interview 4.1 Job Analysis Methods According to the (Management Study Guide, 2008) , the most common methods of Job Analysis * Observation Method: A job analyst observes an employee and records all his performed and non-performed task, fulfilled and un-fulfilled responsibilities and duties, methods, ways and skills used by him or her to perform various duties and his or her mental or emotional ability to handle challenges and risks. This particular method includes three techniques: direct observation, Work Methods Analysis and Critical Incident Technique. The first method includes direct observation and recording of behavior of an employee in different situations. The second involves the study of time and motion and is specially used for assembly-line or factory workers. The third one is about identifying the work behaviors that result in performance. * Interview Method: In this method, an employee is interviewed so that he or she comes up with their own working styles, problems faced by them, use of particular skills and techniques while performing their job and insecurities and fears about their careers. This method helps interviewer know what exactly an employee thinks about his or her own job and responsibilities involved in it. It involves analysis of job by employee himself. In order to generate honest and true feedback or collect genuine data, questions asked during the interview should be carefully decided. And to avoid errors, it is always good to interview more than one individual to get a pool of responses. Then it can be generalized and used for the whole group. * Questionnaire Method: Another commonly used job analysis method is getting the questionnaires filled from employees, their superiors and managers. However, this method also suffers from personal biasness. A great care should be takes while framing questions for different grades of employees. In order to get the true job-related info, management should effectively communicate it to the staff that data collected will be used for their own good. It is very important to ensure them that it won’t be used against them in anyway. If it is not done properly, it will be a sheer wastage of time, money and human resources. Below is the constructed questionnaire prepared for research requirement. 4.2 Job Analysis Questionnaire The purpose of a creating a job analysis questionnaire is to gather information about a position in an organization, its duties, responsibilities, experience, qualifications etc. required for the vacant position. The responses gathered accurately represent the way the position currently functions. This, then leads to the development of a job description. Name: ____________________________ Job Title: __________________________ Company: _________________________ Location: __________________________ Department: ________________________ Job status: __________________________ Hours worked: _________ AM to _________ PM Reporting to: ________________________ * Can you brief me about yourself? * Number of organization’s you worked for before and position/s held? * How long have you been working as an HR manager in the present organization? * What is the field you specialize in within the HR department? * Number of employees and the levels you directly supervise at present? * Number of employees and the levels you are indirectly responsible for in the organizations? * What do you think your strengths and weaknesses * What is your job role as a HR Manager? * Are there any activities you perform that do not come within your job specification? If yes, explain. * What records and reports you prepare as a part of your job? * Do you have freedom to make decisions related to; Recruitment Health and Safety SelectionIndustrial Relations Performance EvaluationOther Training * Explain the extent of freedom you have in these areas. * Can you specify the key responsibilities as an HR manager in this organization? * Can you brief me about the day to day tasks and duties allocated as an HR manager? * According to your point of view, what do you think are the most important skills that you need to possess in performing your job more practically, professionally and efficiently? * Describe the personality of an effective HR manager to suit the current era. * What work experience and qualifications are required for an HR manager? * What is the minimum training / qualifications requirement for this job? Basic school educationBachelor’s Degree High School DiplomaMaster’s Degree College/ associate’s DegreeDoctorate Degree * What is your perception about how this job fits in with the other jobs in the organization? * Briefly explain the establishment of the company and the working environment in your department. * Have you done any tangible changes or specific improvements you have implemented to enhance the quality of HR functions in your company? If so, what? * Is there any particular HR activity that you desire to implement but have not been able to do for a certain reason? * What are the some of the challenges you face as an HR manager? How do you overcome some of these challenges? * What type of relationship have you built with the employees of the organization? * Do you deal with Trade Unions? * If so, what is the extent of pressure from them and how do you deal with them? * In comparison to other competing companies how do you think your company compares in terms of salary and rewards? * Do you experience any stress?Not at allSomewhatVery High * If your stress level is high, how do you handle the stress and pressure you face from the employees? * What are the job’s physical demands? * What are the health and safety conditions? * Apart from your salary what benefits and opportunities do you receive as an HR manager? * What is your personal view about the training programs implemented and conducted in your company and what is your recommendation for improvement if any? * What are your goals or plans to develop your department? * What is the experience and advice you can share for those following HR management? * What is the most enjoyable part of your work? Which HR activities are most satisfying to perform? * What are your personal goals? (Refer Appendix for the completed questionnaire) 5.0 Developing a Job Description According to the details gathered through the interview conducted and information gathered through the developed questionnaire, this is the prepared job description for the position of Head of Group Capabilities at Brandix. Position Title: Head of Group Capabilities Department: Corporate HR Working Hours: 8.30am to 5.30pm Reports to: Chief Peoples Officer (CPO) Salary: 200,000 – 250,000 Position Statement The Head of Group Capabilities is accountable for directing and evaluating the implementation of all the activities that come under the Learning and Development function, liaising with business partners for learning solutions, understanding business problems in order to provide appropriate training solutions and leading, coaching and mentoring his/ her team to perform the company’s annual goals. Key Accountabilities * Formulating Leaning and Development strategies and policies * Sourcing for strategic partnership for solutions * Formulating Training and Development plans based on Training Need Analysis Other Responsibilities * Training Need Analysis to be done through discussion with Strategic Business Unit leaders (CEO, Senior Director, HR Heads, Head of Departments) * Address knowledge gaps through the performance and preparing the employees for leadership roles and the organization for growth * Prepare monthly dashboards (includes training man days, training programs delivered, training budget utilization, dropouts etc.) * Prepare employee engagement dashboards (includes number of engagements of the CEO and senior management with executives) The candidate hired has the authority to make decisions regarding recruitment, selection and evaluate the performance for the employees in his/ her department. He/ she will be directly accountable for the team of four under them and indirectly accountable for the executive cadre (which includes entry level executives to the board of directors) and assisting the staff category of employees which consists of 2,000 associates. Core Competencies * Leadership skills * Good Communication and Negotiation skills * Strategic Thinking * Critical Thinking * Approachable and friendly * Good decision maker * Ability to work under pressure * Ability to motivate team members * Integrity * Ability to work with teams * Committed * Good listener * Adaptable Job Specification * Professional HR qualifications * A relevant bachelor degree or higher qualification * At least 8 years’ managerial experience in HR management 6.0 Reflections As a student following the Bachelor of Business at Australian College of Business and Technology (ACBT) it is part of our course structure that we take Human Resource Management as a subject. In this unit it is an absolute requirement for us to conduct a job analysis interview and prepare a job description as an assignment. As a possible HR professional to be in the future, I took this as a challenge to develop a comprehensive HR related assignment to help me in the future. The first was to conduct a job interview analysis. There are many methods to conduct one, through observation, interviews, questionnaires etc. However due to time limitations, my main focus was on the interview and questionnaire method. The first task I had to do was prepare a list of questions that I was going to ask the HR manager I was going to interview. The task proved to be quite challenging as I had never prepared a questionnaire of this nature before. Choosing the right questions to gather the relevant dat a was the most difficult. However with the help and guidance from my lecturer I was able to design a decent questionnaire. It consisted of a few multiple choice questions but mostly open ended questions. It was time consuming and at times frustrating but was a great learning opportunity nonetheless. I then made an appointment with the Head of Group Capabilities at Brandix Lanka, through a contact I have, for a job analysis interview. I was nervous at first, having never interviewed someone before but she was very pleasant and put me at ease immediately. She was also very obliging and answered all my questions to detail and further gave me insight to the general HR practices and procedures at Brandix Lanka. Initially when I had to start on this assignment I wasn’t fully aware of the importance of a Job Analysis. I was confused. However after a detailed discussion with the Head of Group Capabilities and being given full insight into how big a role Job Analysis plays into the role of all other activities in her organization, I am now enlightened. This also gave me the opportunity to understand the jo b analysis process. After gathering the data from the job analysis interview my next task was to prepare a job description. This wasn’t as difficult to prepare as I thought it would be, as I had gathered the relevant data necessary for it through the interview. Having being briefed about the tasks, duties, and matters concerning their Corporate HR department, this provided me with a better understanding to structure the job description well. I took the answers I was given as well and was able to compile a fitting job description. It took a few hours but in the end the result was satisfactory. A Job description and job analysis are used every day in organizations, and while research provides guidelines for what should be included in each of these and how each should be constructed (Brannick et al., 2007; Cascio, 1998), this is not necessarily what is done in practice. This study found that a typical job description for Brandix contains the components recommended by Dessler, G. (2009). Those components include: Title, location, summary, duties and tasks, etc. Through the interview conducted I could c ome to the conclusion that there weren’t significant differences between the job description and the job analysis. I found that the HR professional in charge of conducting the job analysis was thorough in including everything about the job in the job description. There were no gaps to be seen. This indicates that the HR department allows no gaps for mistakes and runs their practices effectively and efficiently. The findings of this research are important because job analyses and job descriptions play such an important role in HR functions. They serve as the foundation for activities such as performance evaluation, recruitment and hiring, and salary determinations (Levine et al., 1988). It is important to get a better understanding of what influences the job analysis process and look at where differences are in the job descriptions and job analyses On completion of this assignment I realized it has helped me achieve a professional knowledge on the major role Job Analysis plays in all HR functions in an organization including, HR planning, Job description, job specification, employee recruitment, e mployee selection, performance appraisal, HR development, training and development, rewards and remuneration etc. Furthermore I think it has improved my ability to communicate more effectively than before which is part of the learning outcome of this study, and be a professional in doing so, and it has improved my ability to generate ideas. I think this experience, interviewing a person in an authoritative position, has made me more confident in my communication skills and my understanding about the general HR practices in an organization. In concluding my reflection I would say that this study has shown me that job analysis in an organization is the primary task that sets a baseline enabling HR professionals to manage other job related activities effectively. The study also demonstrates the need for careful consideration on part of aligning the job description with the job analysis. The information collected by conducting job analysis plays an important role in controlling the output of the particular job which ultimately leads to the overall success of an organization. Employees are key to the success of an organization. Thus hiring the right person with the right skills, knowledge and attitude is vital. This can only be done through developing a suitable job description through conducting a thorough, accurate and effective job analysis. 7.0 References * Bowen, C. C. (2003). A case study of job analysis. Journal of Psychological Practice, 8, 46-55. * Brannick, M. T., Levine, E. L., & Morgeson, F. P. (2007). Job and Work Analysis: Methods, Research and Applications for Human Resource Management. Thousand Oaks, CA: Sage Publication. * Ash, R. A. (1988). Job analysis in the world of work. In S. Gael (Ed.), The Job Analysis Handbook for Business, Industry and Government, I, 3-13 * Ash, R. A., & Levine, E. L. (1980). A framework for evaluating job analysis methods. Personnel, 57, 59 * Levine, E. L., Sistrunk, F., McNutt, K. J., & Gael, S. (1988). Exemplary job analysis systems in selected organizations: A description of process and outcomes. Journal of Business and Psychology, 3, 3-21. * Dessler, G. (n.d.). Human Resource Management (12th Ed.). Global edition, 142-175. * HR-Guide.com. (1999). Job Analysis: Overview. Retrieved 05 01, 2013, from HR-Guide.com: http://www.job-analysis.net/G000.htm * Stone, R.J. (2010). Managing human resources 3rd. edn. John Wiley & sons Australia Ltd. * Jones, R. (2011). Managing Human Resource Systems (2nd Ed.).Pearson * Levine, E. L., Sistrunk, F., McNutt, K. J., & Gael, S. (1988). Exemplary job analysis systems in selected organizations: A description of process and outcomes. Journal of Business and Psychology, 3, 3-21. * Fleishman, E. A., & Mumford, M. D. (1991). Evaluating classification of job behavior: a construct validation of the ability requirements scales. Personnel Psychology, 44, 523-575. * Cascio, W. F. (1998). Applied Psychology in Human Resource Management, 5th edition. Prentice Hall, Upper Saddle River, NJ. * HR-Powerhouse.com. (2005). Job Description: Uses of Job Description. Retrieved 05 01, 2013 from: http://www.entrepreneur.com/article/78506 * Managementstudyguide.com. (2008). Job Analysis Methods. Retrieved 11 01, 2013 from: http://www.managementstudyguide.com/job-analysis-methods.htm * www.brandix.com

Living at Home and Living Away from Home

Nowadays, most students study at a university after graduating from high school. Due to the distance between their hometowns and colleges, a few students live with their family while many others live far away from home, and the most of them think about living away from home as the best part in their lives because they will have more freedom and that can be really exciting for them. However, they do not realize that living at home has more benefits compared to living away from home. Firstly, I prefer living at home, because students who are living at home can enjoy better living conditions than ones living far from home. As home is the whole family’s place, it is normally large and well-equipped with many electric devices. Also, the work required to keep a home clean tends to go unnoticed when the mother does it. Clean floors, tidy rooms, and fresh laundry tend to be taken for granted. Even though the average teenager may help around the house one of the parents tends to do most of the housework. The floor is always clean, the rooms are always tidy, and laundry is never less than fresh and neatly folded. In addition, students are provided with fresh, nutritious food. On the contrary, dormitory or a rented house are usually small with poor facilities. For example, many students living in a cramped rented house have to use one small space for cooking, eating, learning and sleeping. Also the laundry will pile high and become a daunting task for them to achieve. The back door step will be dirty, and the rooms will become cluttered. Owing to busy learning, students may skip their meals or eat fast food, which badly influences their health. Secondly, living at home differs from living far away in that it helps students avoid financial problems. Living at home, students have the telephone bills, electricity bills and other daily expenses paid by their parents. Also living at home with parents makes bills appear as some fictional scary story. The most a students usually pays for is a car to drive, and a few other luxuries. The parents pay for the water left dripping, the gas burnt by the stove, and the power consumed by the light left on. Students living at home will never even notice any of these expenses. In contrast students living far from home have to pay all those things on their own with a monthly amount of money. Unlike students who receive parents’ instruction, students who do not live with their family often lack financial managing skills. As a result, they often spend money on unnecessary items and cope with running out of money. Another difference is the emotional aspect that you have to face. Living at home can result less frustrating than living alone because you can share the problems that you have with your parents, siblings or any member of your family in order to look for some solutions to difficult situations that you may face. In contrast, if you live away from home most of the time you are going to be alone, so finding someone who wants to listen your problems can be difficult to get. Your friends are going to be the only people that might help you to solve your problems. However, they are not your relatives and sometimes they are not going to be with you. The fourth difference between living at home and away from home is the environmental issue. Life at home is secure and well known. Furthermore, home is where one has lived their entire life and they are well adapted to the surroundings. On the other hand, the new home can be in a complete different neighborhood or city. Also, it’s not always similar to the home people are used to since the new house is usually smaller, less fancier, and it’s usually located in a less attractive neighborhood than the parents’ home. While the students who choose to leave home may think that it’s not a big deal to confront a decrease in their living status, those that choose to stay home might think that the difference in the environment is a major drawback. Finally, the other obvious difference is that living far from home provides students more independence than living at home. It goes without saying that parents want to take good care of children by setting a wide range of rules for them. Moreover, when you have an important meeting and it is impossible for you get home, you can stay at a friend’s house without problems. Consequently, students living with family have to ask for their parents’ permission if they want to go out or invite friends to their homes. Additionally, parents also control their time spent on using computer and TV. In contrast, students living without parents’ control have more privacy ecause they do not have to obey the strict rules. They can go out whenever they want and freely gather with their friends. Thanks to independent life, they can flexibly spend time on learning, surfing websites or playing games without any complaints. In general, though living at home and living far away from home have some considerable differences, each type has its own advantages and disadvantages to students, and at some moment in life you have to decide between staying at home with your parents as you have always done or starting a new life alone that means being independent. At the moment that you want to make a choice between these two styles of life. You should know that living at home and living away from home has some similarities and some differences that you have to consider before making a decision. Therefore, no matter what kinds of living students choose, they can still enjoy their wonderful life at college.

Application of psychological theories at the Queens Hospital The WritePass Journal

Application of psychological theories at the Queens Hospital Abstract Application of psychological theories at the Queens Hospital , p. 30). Theory provides the medical personnel with the framework and goals for assessment, diagnosis and intervention. For instance the nurses working at the hospital focused on the aspects of care that are holistic in nature for more effective judgment of different patient situations and conditions. The goals of care helped the nurses by providing a checklist by which the services that they provide are measured against. In deed Walker (2007, p. 65) says that theory is an effective tool that renders practice more efficient through comparing the outcomes against the set goals and then providing mechanisms for rectifying problems as soon as they are detected. Application of psychological theories at the hospital As a health care assistant I was many times faced with the challenge of choosing the appropriate theory or set of theories to apply in any given circumstances. This was not an easy decision because I realised that selection of only one theory in a certain circumstance would have placed restrictions on practice and probably led to inefficiencies. It is for this reason that I relied heavily on theory adoption where I took a theory and then altered it to suit the situation where I was applying it and in other cases I had to use it alongside another one. I learned that most of the patients were going through intense stress as a result of their illnesses. Some of the patients adjusted well to their new conditions whereas others developed some form of psychological disorders secondary to their physical diseases especially for those that were unable to do basic things like going to the toilet and bathing. In addition to this, some patients also showed physical symptoms for which there is no significant medical explanations and most of them were as a result of unrecognised psychological problems. I was able to learn from the nurses and other hospital staff as I realised that they were applying psychological theories in dealing with the stressed patients. They used the biopsychosocial model to explain to me the reasons why the patients were stressed. This was a very resourceful tool in the assessment of psychological stress among the patients in the hospital. The model included both environmental parameters and personal processes of perception and being able to cope with the different stress factors at the hospital. Greenberg (2007, p. 30) claims that the effects of stress have a positive correlation to coping. Coping in this case as defined by the Lazarus theory is constantly changing both cognitive and behavioural efforts to manage the existent taxing demands of the internal or external environment (Pickren Rutherford, 2010, p. 52). The doctors and nurses encouraged dialogue with the patients because they considered it an important aspect in the management of psychological and psychiatric elements of physical ill health. Greenberg (2009, p. 67) suggests that this relationship is beneficial to both the medical team and the patients. It is very important for patients particularly for those with serious physical and psychological problems to have a more personal relationship with the nurses and doctors in order to create and sustain a therapeutic relationship for better health care delivery (Sitzman Eichelberger, 2011, p. 94). This will be helpful for the health care personnel to identify the patients that need psychological treatment in good time and offer immediate attention to help them cope with the mental problems. The doctor patient relationship is explained by two other approaches which are the psychoanalytical and the task oriented approaches (Bekerian Levey 2012, p. 31). All the approaches emphasise the idea of ensuring that the patient is the centre of all actions in order to engage them as much as possible in the treatment process. Greenberg (2007, p. 32) says that these approaches demand that for an effective treatment to be achieved there has to be an efficient partnership and information sharing between the patients and the doctors. Nevid (2012, p. 89) says that the information has to flow both ways in order to improve the clinical outcomes through cognitive (knowledge), behavioural (adherence to advice) and affective (satisfaction). Indeed the application of psychological theories at the hospital was beyond what I had imagined it will be at first. I observed that the patients were mostly able to recall more information when they were satisfied. The non cooperative patients seemed to remember less information and the hospital staff in most cases had to offer them specialised care. Good communication was also maintained among the clinicians to ensure that the information flowing to the patients was consistent in order to eliminate any possibility of conflicting information reaching the patients. This was important be cause any conflicting information would have left the patients wondering who to believe and this would have even made things worse for them. Conclusion Application of psychological theories in medical settings is an important aspect of the treatment process because the patients need to be attended to psychology as well. As indicated in the paper some patients find it difficult to cope with their new conditions in the hospital and go to the extent of developing mental disorders as a result. This is the reason why the hospital made use of psychological theories in understanding their behaviour and condition in order to be able to attend to them efficiently. This is a big lesson that I learned from my placement at the Queens Hospital and I will apply it once I start working in the hospital. I am now aware of the fact that ignoring the psychological needs of the patients places them at an increased risk of developing psychological disorders and as such will always apply psychological theories in communicating with them in order to know how they feel and the best possible ways of attending to them. References Bekerian, D. A., Levey, A. B. (2012). Applied psychology: Putting theory into practice. Oxford: Oxford University Press. Greenberg, T. M. C. (2007). The psychological impact of acute and chronic illness: A practical guide for primary care physicians. New York: Springer. Greenberg, T. M. C. (2009). Psychodynamic perspectives on aging and illness. Dordrech: Springer. Hefferon, K., Boniwell, I. (2011). Positive psychology: Theory, research and applications. Maidenhead, Berkshire, England: Open University Press. Irwin, R. S., Rippe, J. M. (2008). Irwin and Rippes intensive care medicine. Philadelphia: Wolters Kluwer Health/Lippincott Williams Wilkins. Marini, I., Glover-Graf, N. M., Millington, M. J. (2012). Psychosocial aspects of disability: Insider perspectives and counseling strategies. New York: Springer Pub. Nevid, J. S. (2009). Psychology: Concepts and applications. Boston: Houghton Mifflin Co. Nevid, J. S. (2012). Essentials of psychology: Concepts and applications. Belmont, CA: Wadsworth, Cengage Learning. Ninivaggi, F. J. (2010). Envy theory: Perspectives on the psychology of envy. Lanham: Rowman Littlefield Publishers. Patterson, J. A., Lipschitz, I. N. (2008). Psychological counseling research focus. New York: Nova Science Publishers. Picano, E. (2009). Stress echocardiography: [CD-ROM included]. Berlin: Springer. Pickren, W. E., Rutherford, A. (2010). A history of modern psychology in context. Hoboken, N.J: John Wiley. Robins, R. W. (2007). Handbook of research methods in personality psychology. New York: Guilford. Segal, D. L., Hersen, M. (2010). Diagnostic interviewing. New York: Springer. Sitzman, K., Eichelberger, L. W. (2011). Understanding the work of nurse theorists: A creative beginning. Sudbury, Mass: Jones and Bartlett Publishers. Walker, J. (2007). Psychology for nurses and the caring professions. Maidenhead, Berkshire: Open University Press

Application for a Master in Civil Engineering

My graduate received two internships for two weeks. The first internship took place at the Trident and Hyderabad Trident and hotels at Oberoi, where I worked on the design and implementation of the pile foundation and the pile load test. Therefore, I used the Kentlege method to learn the construction order of the boring position pile and the respective load test. My second internship took place at Indian airport authorities (Puducherry airport), I was actively involved in the partial implementation of the runway at 1,800 meters. My name is Abba Said. I am a civil engineer / project engineer. I learned civil engineering at Bauch State University (BASUG) in Canada. I graduated from grade 3. In 2011, I studied engineering project management for my master's degree at Coventry University. Being a civil engineer is not my first plan. I want to learn computer engineering. So I applied for computer engineering as the first and second choice of Ile-ife of Obaemi Awolowo University (OAU) in Ni geria. However, I did not satisfy their admission requirements, then changed my college to Bao Qi. Unfortunately, I missed Bauchi's ability test. Therefore, I decided to implement a one-year relief course at BASUG. When I officially enrolled in college, I had three choices. So I chose electrical engineering as my first choice, civil engineering as my second choice, civil engineering as my third choice. I am very pleased that I am studying civil engineering now. All civil engineers need to obtain a bachelor's degree in civil engineering (undergraduate degree). However, depending on the position, you may need a master's degree in engineering (master's degree). Civil engineers usually need years of experience to play a specific role in the design of construction projects at offices and on-site. The next step is to find a job of an engineering company that works for experts approved by the National Technical Association. If you like, you can maintain this level through your career. If y ou want a managerial position, you need to pursue more authoritative professional engineer qualifications. The first step is to take the basic engineering tests provided by NSPE. If you pass the exam, you are considered a training engineer.

Marketing Term Paper Example | Topics and Well Written Essays - 500 words - 5

Marketing - Term Paper Example After Abraham Lincoln making Thanksgiving an official national holiday, 70 years later, Franklin D. Roosevelt changed the date (which had been set to be the last Thursday of November) because of the complaints that the Christmas shopping season was short. Since then a lot of changes have taken place (MONEY CRASHERS). Between 1993 and 2001, the Black Friday ranked either fifth or sixth busiest shopping day. However, since 2002, it has taken and maintained the lead. Inasmuch as Black Friday may be the most publicized commercial day of the year, it does not make good business sense. It increases retailers’ civil liability as a lot of injuries are encountered and even some shoppers succumb to death due stampede that normally ensues. The Black Friday websites keeps track and compiles the statistics on the injuries and death that occur on this day. According to this websites, the first death, resulting from this fanaticism, was in 2008 at Walmart in Valley Stream. Other such case has continued to be observed over the years (BACK FRIDAY). The expenses of these injuries and deaths have to be met by the shop owners. Besides increasing retailers’ liability due losses and injuries to shoppers, the very retailers stand at a risk of being injured. Over the years, reports of retailers killed by shoppers due to stampede have been reported. Additionally, Black Friday presents retailers as unethical and not concerned with consumers’ welfa re (BACK FRIDAY). By the fact that they keep on advertising this day to encourage consumers to shop, even after observing the negative implications of the same, it seems they are only interested in profits but not the wellbeing of the consumers. This damages retailers’ image thus killing public relations between consumers and retailers. Black Friday mainly makes use of price promotion. Great discount offers are allowed on products hence increasing high demand on commodities. However, unlike