Ranch and New Bonanza Farms Free Essays

With the Homestead Act spent, it is the ideal opportunity for you to guarantee your 160 sections of land! Go toward the west! You can resemble James Oliver who built up another furrow with a more keen edge. Give working a shot the new bonanza ranches with costly hardware and expert administrators. Come live in a hole, a house dove into the sides of a slope. We will compose a custom paper test on Farm and New Bonanza Farms or on the other hand any comparable subject just for you Request Now Be that as it may, be cautious on the grounds that the climate can be unforgiving making crops kick the bucket and water is scant. Most ranches are in Texas, The Great Plains, and California. Go toward the west ranchers! With the Homestead Act spent, it is the ideal opportunity for you to guarantee your 160 sections of land! Go toward the west! You can resemble James Oliver who built up another furrow with a more honed edge. Give working a shot the new bonanza ranches with costly hardware and But be cautious in light of the fact that the climate can be cruel making crops bite the dust and water Is ranchers! With the Homestead Act spent, It Is the ideal opportunity for you to guarantee your 160 sections of land! Proficient chiefs. Come live In a hole, a house dove Into the sides of a slope. Scant. Most homesteads are In Texas, The Great Plains, and California. Go toward the west Come toward the west! You can be Like James Oliver who built up another furrow with a Instructions to refer to Ranch and New Bonanza Farms, Papers

Avoiding Plagiarism and Referencing Appropriately Free Essays

One of the most exceedingly awful things you can do when composing papers is to steal, that is, to make somebody else’s work look like your own. Be that as it may, there are numerous types of written falsification, and you must know about every one of them to be sure you are turning in work which truly is your own. In this guide we take a gander at what counterfeiting is, the manner by which to dodge it, and how referencing has an impact. We will compose a custom paper test on Keeping away from Plagiarism and Referencing Appropriately or on the other hand any comparable subject just for you Request Now Various types of literary theft So as to keep away from written falsification, you should know about the various structures it can take, some more evident than others. Your college or school will approach top-end counterfeiting checking programming, so don’t even think you’ll pull off it! Here are some regular structures to know about: Citing direct from different people’s work without making it clear that they are not your own words (by utilizing quotes). You likewise need to recognize who really said this, utilizing the author’s name, year and page number. Close rewording of another person’s work by changing almost no or changing the request somewhat. It is additionally literary theft on the off chance that you carelessly follow the structure of somebody else’s contention, regardless of whether you utilize your own words. Regardless of whether you recognize your source, you are as yet copying. The above additionally applies to web sources. Because you discovered something on the web doesn’t mean you can utilize it openly and make it look like your own. Know that web sources have explicit referencing necessities. Intrigue is additionally literary theft. This implies working together with others without recognizing help (be it email correspondences, discussions, in actuality, or other communication). Gathering coursework, in the event that you neglect to make the relationship understood, can likewise tally. References which are inaccurately arranged. You should know about, and hold fast to, the reference shows indicated for your course. Written falsification additionally incorporates utilizing references where you have not really perused the content you reference. On the off chance that you read about a writer in another author’s book, you ought to demonstrate this in the reference. These are only a portion of the structures copyright infringement can take, if all else fails look for additional guidance from your coach or division. The most effective method to Avoid Plagiarism There are some straightforward advances you can take to keep away from copyright infringement. These for the most part include ensuring you completely refer to and reference all the works and people you draw upon when composing. Here’s a rundown of helpful advances: Where you utilize direct citations, put these in quotes and reference them legitimately a short time later You should give the source (for example have a reference) for each bit of information you remember for your paper. Better to have an excessive number of references than to pass up a great opportunity an indispensable one. Make sure to recognize different types of help you had remembering guidance and conversations for individual. You DO NOT have to refer to things which are general basic information or information considered basic in the field you are expounding on. Just as placing references in the content, you additionally need to make a full reference list with subtleties of the considerable number of books and articles you referenced. Now and then a minute ago frenzies lead to written falsification, so ensure you leave a lot of time to compose and check your work. Recollect that referencing and refering to accurately isn't just important to maintain a strategic distance from copyright infringement, it likewise helps future scholastics and different understudies by giving them a thought of current discussion in your subject. Recollect likewise that your school or college is probably going to have extreme punishments for copyright infringement, and that it is your obligation to ensure your work is up to norm. If all else fails, look for more guidance from your coaches. Book index Keble College (2013) ‘Plagiarism’, [online] (refered to fourteenth February 2013) accessible from http://www.keble.ox.ac.uk/understudies/understudy support/study-aptitudes and-help/counterfeiting College of Loughborough (2013) ‘How to maintain a strategic distance from Plagiarism and be reference wise’, [online] (refered to fourteenth February 2013) accessible from http://www.library.dmu.ac.uk/Images/Howto/HowtoAvoidPlagiarism.pdf College of Wisconsin Writing Center (2013) ‘How to maintain a strategic distance from plagiarism’, [online] (refered to fourteenth February 2013) accessible from http://writing.wisc.edu/Handbook/QPA_plagiarism.html College of London (2013) ‘References, Citations furthermore, Avoiding Plagiarism’, [online] (refered to fourteenth February 2013) accessible from http://www.ucl.ac.uk/library/References_and_Plagiarism.pdf Instructions to refer to Avoiding Plagiarism and Referencing Appropriately, Essay models

How Personal Experience Drives Bestselling Fiction

How Personal Experience Drives Bestselling Fiction So youve decided to go ahead and take the plunge into writing your first novel. At the onset for first-time novelists, the process of writing can be overwhelming. How do you create realistic characters? How do you determine their motivation? How do you know the best setting to use? How do you develop the plot? How do you outline it?You can read any one (or two or twelve) of the thousands of how to write bestselling fiction books available on the market, and it is likely that each one will give you advice that varies as much as the individual authors themselves. Some will suggest involved worksheets to delineate place and character, while others will focus more on plot development than the elements of plot.The truth is, there really is no right way to write a novel. Sure, you can get some useful tips from authors who have found success in their writing and the agents who have represented those authors, but at the end of the day, there isnt an easy formula to follow to make sure your b ook is picked up by a publisher. Even when you self-publish, there is no guarantee that your book will sell beyond the basic obligatory purchases made by friends, family and acquaintances. If the story is great and the characters are well developed, you have a fighting chance at securing a publishing deal; but even then, a publisher might not be looking for that exact type of book.Considering all of the above, lets focus on a piece of advice that is found across the board in almost every major how to write bestselling fiction book on the marketâ€"namely, writing what you know and from your own experience. The reason for focusing on this one is pretty straightforward: if your odds of success are already slim, at best, why would you want to toil away at writing something that requires a lot of additional research on your end?Even if youre writing from your own knowledge base and experience, the amount of time and research required to write a bestselling fiction novel is overwhelming. Add to that a topic that is out of your range of expertise, and youre looking at double the effort and double the time. With that in mind, consider taking some of the following approaches to determining your novels characters, setting and plotline given your unique experiences and expertise.Base your characters off of real peopleOne trait that most bestselling fiction has is true-to-life characters. These characters come across as real, allowing the reader to suspend disbelief even more when delving into the plot. The easiest way to make your characters real and true to life is to observe others closely for the sake of character building. Observe their movements, the way they interact with others, and their unique mannerisms that make them who they are. You can then build character traits based off of these observations.Make a list of your unique abilities or knowledge base that isnt commonDo you ride motorcycles? Do you play football? Do you know a foreign language? Write these ski llsets down and be as thorough as possible. Take an inventory of the things you know well that not everyone else knows. After doing this, look over your entries and consider all of the possible ways you can use that knowledge. Perhaps one of your characters rides a motorcycle? Or perhaps one has an old football injury that causes a limp? When you take this approach when writing, you will include details and information that most people wouldnt know unless they shared the same skillset, and this adds to the level of reality you need to keep your readers attention and lead them into a suspension of disbelief.Consider settings that you are familiar withSetting is important, and depending on what genre you are writing in, the use of setting could make or break the story. That being said, if your novels setting is based on a real location or multiple real locations, you will need to include a lot of details of these locations over the course of the story.There are details about cities an d towns that only a person who lives there would know. This type of insider information is crucial in making your novel come to lifeâ€"the more real information you can include about setting, the more authentic the story becomes for your reader. And if youd prefer to give your real town a fictional name, thats a great way to do it, as well. William Faulkner took this same approach with his fictional Yoknapatawpha County, which was a fictional county based upon and inspired by Lafayette County, Mississippi, the authors own home. His use of unique details that only an insider would know was part of the appeal to his storytelling. When you read Faulkner, you almost feel like youre in a real Mississippi town because of his use of real locations mixed into fiction.Blend your characters history into real historyBlending your characters history into real history adds a layer of authenticity to their past. Since creating characters with a past is one of the steps to giving them more depth, intermingling that past with real historical events works to round out your characters and allow the reader to believe that maybe… just maybe… that character exists in real life.

The Development Of Motivation And Self Regulation - 968 Words

Chapter thirteen provided readers with information about the development of motivation and self-regulation. To begin, motivation is defined as the factor that energizes and sustains a behavior. There are two kinds of motivation: extrinsic motivation and intrinsic motivation. Extrinsic motivation refers to motivation that is triggered by external factors that particular behavior brings. Intrinsic motivation is motivation that stems from internal characteristics or in the task they are performing. Both kinds of motivation stimulate children to explore their environment and acquire new knowledge in beneficial behavior. However, intrinsic motivation appears to show more advantages in the way children engage in classroom material, tackle assignments and use helpful learning strategies. Going to back behaviorist B.F. Skinner, he proposed that human being behaviors to modified to bring preferred results, which he referred to as reinforcers. Sometimes results are tangible but there are insta nces where rewards may simply be attention. From infancy, children are concerned with primary reinforcers that fulfill basic needs. As they get older, children discover the consequences for behaviors and what outcomes are highly praised. Children then associate certain behaviors with reinforcers also known as secondary reinforcer. Later on, children are able to hold out in rewards in exchange for something else in the future (delay gratification). When they are neither intrinsically orShow MoreRelatedSelf Determination Theory And Theory955 Words   |  4 Pagesprovided talks extensively on the areas of the Self-Determination Theory, its stages and the basic psychological needs, and its implications. The main purpose of this article is to inform the audience of the Self-Determination Theory, while also giving clues as to what provides for higher development. The article also gives many different studies to back-up the data supported by the authors. The article describes that people are effected by the motivation that is used to generate their behavior. BasicallyRead MoreRelationship Between Self Regulation And Motivation869 Words   |  4 PagesDiscussion: The articles chosen for this project provide developments in how teachers can motivate students to self-regulate their learning. Sansone and Thoman reach a conclusion in their research that made a critical case of the relationship between self-regulation and motivation. The purpose of their argument was to explain the importance the â€Å"interest experience† plays in students maintaining motivation in order to self-regulate. 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With Bandura’s concepts of self-regulation / self-efficacy, and Weiner’s concept of attribution as driving mechanisms for motivation in individual cognition and behavior, the two theorists recognize and have identified an internal adaptable operating system. Peering into their suggested theories, identifying specific components of their associated concepts, and reviewing viewpoints on drives for motivation, Bandura’sRead MoreInstructional Strategies And Intrinsic Motivation Are Keys For Adjunct Faculty1274 Words   |  6 PagesA variety of specific self-regulation techniques can be available for teachers to consider when teaching students know how to control their behaviours. The teacher’s role will be to help students through the problem-solving process, to develop self-regulation plans, to reinforce students for implementing the ir plans and to work with students to evaluate the effectiveness of their plans. 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Studies indicate that there is significant rate of drop out in distance education than in on campus studies (Willging Johnson, 2004). Some facts about distance education are about 30-50% students drop out before finishing and about 27.3 % is due to lack of motivation and contact. . Factors involved for the drop out

Whats Needed in a Business Plan - 1620 Words

In this task I will be talking about what is included in a business plan, things such as the finance, location, market research, human resource policy and much more. Budget This is the amount of money that can be spent on expenditure over a set period of time. For my business I will set a budget for the first six months as I need to keep an eye on how much money is going out, too much outgoing can lead to the business going in debt. Having a budget for a set period of time will help me control my expenditure and will ensure me not over spending. Therefore it is vital to keep a budget. I would also be losing out on a lot of money if I spent without having taken note of how much cash I am spending. Having a budget is a good way of†¦show more content†¦- After I calculated each fixed cost for every expense I then added them all together and divided it by the contribution (per unit). By doing this I got the breakeven point. Breakeven = Fixed Cost ( £1770) =  £590 Outlet Contribution-Per Unit ( £3) Market Research * Primary Information that I already knew and had together were things such as the target market, about having an online business as most people these days shop online rather than go out to a store * Secondary Researches I did on secondary research helped me with many things, such as competitors, what price I should sell it, who would buy my product and to send out questionnaires. For example, I found that selling my product online and in other popular fashionable clothing shops would be so much better for me to do rather than just set up a store for socks. Location I am going to set my business online as I am only selling waterproof socks so there’s no need to waste money on setting up a store just to sell different styles of waterproof socks, also when I found from my secondary research that people would be buying them from online more. 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The Space Shuttle Challenger Disaster Free Essays

string(35) " was calculated in every decision\." RISK CASE STUDY – ASSIGNEMENT 2 August 3, 20111 THE SPACE SHUTTLE CHALLENGER DISASTER Risk Management Plan 1. Risk management plan summarizes risk management approach, list methodologies and processes, defines everyone’s role – definition of risk management plan. NASA was using for the most part qualitative risk assessment process. We will write a custom essay sample on The Space Shuttle Challenger Disaster or any similar topic only for you Order Now Launch of the shuttle was allowed as long as aggregate risk remained acceptable. Quantitive method was applied for risk assessment because if the complex procedures (like data gathering) were in place NASA would be buried with paperwork. NASA’s culture was flying with acceptable risk. There was Risk Management Plan in place for NASA because there was risk assessment and protocols in place but due to excessive nature of most of NASA’ projects waivers became a way of conducting business. As described in the NASA Handbook, hazards (risks) were analyzed and overseen by the Senior Safety Review Board. Each identified risk was classified by an established system, based on both the risk’s level of criticality on a scale of one to three (C1, C1R, C2, C2R, and C3). However, their review process contended that no single risk or combination of risks would be enough to prevent a launch, as long as the aggregate risk remained at an acceptable level. 2. The Risk Management Plan was not followed. Methods used to gather data to assess risk were expensive and labour intensive and so were the procedures (Flight Readiness Reviews. To keep up with mission manifest schedule – 16 flights per year any) issues had to be resolved fast (waivers). Once a risk was declared acceptable, it was overlooked during future mission planning sessions. Additionally, they didn’t have proper procedures for evaluating the impact of unknown risks (i. e. the ice problem). Lastly, protocol stated that one risk or one person’s concern was not enough to cancel the launch. A no launch recommendation by one party could have been overruled by the launch director. 3. Differences: a. Risk Management Plan is the outcome of Plan Risk Management Process and describes how risk management is structured and performed. It includes methodology (approach, tools, data source), roles and responsibilities (lead, support), budget (resources, protocol for contingency resource), timing (when and how often process is performed), risk categories (RBS), definition of risk probability and impact (high, medium, low), probability and impact matrix, risk stakeholders’ tolerance. b. Quality Assurance Plan describes how quality assurance will be performed within project to allow for reducing â€Å"waste† and eliminating processes that do not add value. It is meant to increase level of efficiency. c. Safety Plan A safety plan is an organized system of rules and guidelines used to maintain safe work environment. 4. Pressure to meet schedule – sixteen flights a year in 1986 meant that all involved will have to face paperwork constraints related to flight readiness assessment. Personnel and contractors were working overtime already trying to fill out all necessary paperwork related to problem solving, investigations and last flight updates. Waivers were part of NASA protocols to bypass all of this plus they were a way to indicated that risk was acceptable. Number of flight per year was critical to designing risk management plan because of all similarities between flights like temperature; launch condition could become predictable factors to determine acceptable risk. Risk Identification 5. Risk is uncertain event associated with work, it is a loss multiplied by likelihood that may have impact on the project. There are three common categories of risks: controllable knowns, uncontrollable knowns, and unknowns. Anomaly is a deviation from the standard. Project manager and team define a baseline and decide the difference based on definition of anomaly provided by subject matter experts (engineers). 6. NASA had Flight Readiness Review few days prior to flight. Risk identification at NASA was conducted by Senior Safety Review Board. In majority of cases risk assessment process was qualitative. If aggregate risk remained acceptable launch should happen. Hazard were analyzed and subjected to formalized hazard reduction process I in NASA handbook. Quantitative method of risk assessment was not applied because they were expensive and time consuming. Technical experts were not involved enough in any of the discussions. 7. In order to resolve any differences we need to list them and quantify them first which never happened in case of Challenger. Customer is always right and ultimately his decision overrules but contactor must provide as accurate data as possible based on analysis. Every recognized risk has different weight and some of them thru brainstorming can be resolved or even eliminated. 8. Upper management needs to be committed to project of such a huge scale and support it. They should be informed about individual risks and it is up to project manager to provide true information about project. It seems that culture of NASA accepted waiver as a way to determine acceptable risk and considered then as a part of official protocol. 9. Risk associated with any chosen method should be classified based on cost (budget), safety and technology (design) and overall impact on the mission. Challenger did not have either solid political support or direction. Cost became the most critical component in decision making. Sold fuel systems were cheaper but also less safe. They require less research and development but were designed for reusability. 10. Politically motivated trade-offs are impossible to control by PM and his/her team. There is a pressure to for government to deliver promise or a need to see where all funding went. All PM has is data and measurements based on research, analysis and historical lessons. There should be a limit where safety becomes impossible to trade. This is where government agenda should not applied because risk of losing lives is too high to trade. 11. NASA was under pressure from government and by the same token pressured contractor (Thiokol). Funding was inconsistent, expectations were very high and there was no clear direction where space program was going and flying manifest was beyond capabilities of personnel should he chose to follow all procedures. Risk was calculated in every decision. You read "The Space Shuttle Challenger Disaster" in category "Papers" 12. Risk Management plan is evolving document as project goes on. different phases should be recorded in Risk Register and 2 separated risk assessments conducted because each phase faces different risks. Identifying risk will help us analyze triple constraint factors. Both risk assessments are equally important. Risk Quantification 13. Given the complexity of Space Shuttle Program it is necessary to address individually each technical aspect of the risk. In some cases lesson learned from previous experience with shuttles can be applied to other program given that conditions like weather, resistance to high temperature or fuel type. Certain measurements can be applied to all space shuttle programs. Qualitative risk evaluation could be used at the beginning of the project to sort out level of each risk. Quantitative risk would be possible if there full support from upper management (government), budget and methodologies were in place. Both methodologies are equally valuable in complex project like Challenger. 14. There were 3 separate ice inspections conducted on the site and ice team responsibility was to remove any ice. First inspection delayed launch due to presence of ice on launch pad. Second inspection discovered still significant presence of ice on launch site and it was determined take off was unsafe. Falling ice could damage heat tiles on the Orbiter. Third inspection still found significant ice presences on the launch pad. 3 major concerns of the ice-on-the-pad issue: launch objection due to the weather, ice on the pad was unknown effect on the ignition and debris were considered potential flight safety hazard, freeze protection plan for launch pad 39B was inadequate. Ice was considered a potential problem. 15. Risk quantification allows preparing better for potential risks. Contractors provide data but it is decision of the customer whether to take some of all data under consideration when making decision. To resolve a matter of dispute, the customer and contractor should collaborate. If there is no agreement customer decides what approach to take. 16. Senior management needs to be presented with information in easy to understand form – in case of Shuttle short movie presenting what would happen on impact. Only potential problem made it all the way up to higher management not the critical ones. None of the recommendations from Thiokol were passed to upper management. There were no established procedures that all risk data cannot be modified by any member of the team without proper access and expertise. 17. It was quantitative system but issuing waivers very often made it useless because they by-passed some of the recommendations. Lessons learned were not used by Thiokol regarding temperature at launch which was supposed to be 53 degrees Fahrenheit. Thiokol engineers tried to quantify some of the risks based on historical information regarding blow-bys and temperatures. 18. No, there were no probabilities assigned to risk like putty, temperature, rings although there was some historical data available. There were not enough details to develop probabilities and metrics to rely on. Engineers could not determine direct correlation between factors. Risk Response (Handling) 19. Size of the company, available budget, company culture and overall resource decide what constitutes acceptable risk. It depends on tolerance of individual company to determine if risk is acceptable. 20. Project manager is always responsible for success and/or failure of the project. If there is another body in the company responsible for handling risk on larger, company scale it should be consulted as well. 21. According to PMBOK there are 4 risk responses and all of them were used: acceptance (consequences were acceptable), avoidance (re-scheduling take off), control (type of aborts and their respective landing sites) and transfer (hiring Thiokol as contractor to transfer risks). 22. There was an abort due to bad weather and ice which was correct response. NASA decided to launch in spite of C1R which meant 2 components failure (both main and secondary ring booster are the same type). This is not a correct response to existing risk. This decision was made without any regard for possible consequences of component failure. 23. Subject matter experts and upper management and technical consultants with the knowledge of space technology. Astronauts should be consulted as well since they risk their lives and are in immediate danger. 24. Every project should have risk response mechanism included in risk management plan. All data gathered from SME and specialist in the field should be taken under consideration when developing risk response mechanism. When team cannot agree on it senior management who is ultimately responsible has final saying. 25. Astronauts with technical experience and knowledge should have been consulted. Christa McAuliffe as an example would not contribute anything valuable because her knowledge wasn’t in space shuttle design discipline and she did not have any previous experience flying either. They have accepted the risk already when they agreed to fly – no need to re-assure it. Astronauts are all volunteers and understand that safety is space is never 100% guaranteed. In my opinion it is safety staff that should have been included primarily. No safety representative or quality assurance officer was included in any of the decisions (or during the take-off). 26. Waivers were a way of bypassing official protocols in order to maintain schedule. It was a form of acceptance. 27. Waivers were standard operating procedures – they are type of active acceptance – â€Å"the wrong thing can be done to solve the problem because its solution was not clearly thought out under pressure in the heat of the moment† 8. Yes! Schedule pressures made managers less willing to acknowledge possible risks. Despite the fact the temperature was not favourable (as required minimum of 50 degrees Fahrenheit), Thiokol amp; NASA decided to go ahead with the launch to meet their desired planned schedule. Political pressure affected all responsible parties. 29. The risk response mechanism utilized by managers at Thiokol and NASA was Acceptance. They were fully a ware of the potential risk however they decided seat back and see what happens. 30. The Engineers did not do everything to convince the management to stop of the launch. After failing to convince the management they decided to take a passive approach of â€Å"wait and see what happens next† while they knew the results will be catastrophic. To make matters worse, Engineer Boisjoly changed his expert professional opinion after was told put on his management hat. 31. Though NASA claims that its top priority is the safety of the crew and equipment, it did violate its responsibility to ensure safety of the crew in spite of the evidence that was presented to them by the engineers. They played Russian roulette with human lives. Final findings though confirmed that pressure caused rational men make irrational decisions. 32. YES! NASA was completely aware that the temperature was not favourable for launch (as required minimum of 40 degrees Fahrenheit) however still went ahead with the launch to meet their desired planned schedule. The O-Rings had never been tested below freezing temperatures before amp; did not meet the 40 degrees below qualification temperature. Risk Control 33. Documentation is crucial and must to be thorough as part of risk management in order to identify all potential risks, keep a historical record data , reveal relevant information to the project to ensure project process are in compliant with the company’s goals. Depending on the complexity of the projects or programs company is involved quantity will differ. Excessive paperwork can be very discouraging to personnel. 34. There was no audit trail to the best of our knowledge. Thiokol had lessons learned regarding erosion, temperatures and blow-bys. 35. Thiokol noticed black soot and grease on the outside of the booster casing, caused by actual gas blow-by and had ordered new steel billets which would be used for a redesigned case field joint. This vital information should have been disclosed during the hour presentation granted to them which they mostly argued on the cold weather effects. 36. Hard facts speak to upper management better than anything. Presentation and SME opinions quoted within presentation would help to get upper management attention. 37. Again, facts, findings and lesson learned are powerful tools. Once team and upper management is aware that science doesn’t back up decision sole responsibility and pressure is taken off single person and transfer to the whole team. 38. There were 5 different communication and organization failures and 4 of them were directly related to safety program. Lack of problem reporting requirements, inadequate trend analysis, misinterpretation, lack of involvement in critical decisions. Safety organization should be better staffed and SUPPORTED. 39. Rockwell was prime contractor to build Orbiter. It was believed that Rockwell was not the best choice since it had not been involved in Apollo Program as others. Rockwell issued a â€Å"concern† about possible Orbiter damage due to the ice problem but they never stated they did not want to launch. They never said to NASA launch should be aborted due to unknown nature of the ice. It was never formally recorded that Rockwell objected. By making objection official there is paper trail that can be traced back should situation call for it. 40. Risks levels must be maintained completely at minimal before launching of the spaceship; however loss of human life should be avoided at all cost. The overall risk should have been between C2 amp; C3. 41. It is best to execute a presentation to the higher-ranking Management with adequate evidence of potential risks amp; the overall impact. In addition, outsource experienced experts who will back you up with their input in order to win a favourable decision. 42. The liability should be placed on the people who made final decision to launch while they fully aware fully of potential risks. Though the Thiokol engineers â€Å"cried for Help†, they were thwarted from pleading their case and the management went ahead supported NASA proceeding with the launch. Both Thiokol management amp; NASA should share the blame. How to cite The Space Shuttle Challenger Disaster, Papers

Auntobiographical Incident My Shahada Essay Example For Students

Auntobiographical Incident My Shahada Essay As I started my new job, I notice that my boss was Muslim. I have always been intrigue towards Islam but I was afraid to look into it due to all the bad reputation it has been given by this country. And of course being born Catholic didn’t help either in being scared of my parents of what they would think. I eventually started listening and seeing my boss pray. I thought it was so beautiful. Little after I started my new job, I met my husband now, Aziz online. He too is Muslim. We became really good friends, I started asking him questions about Islam and the more I knew the more I wanted to know. Something new started to burn inside of me, it was like if I was lost and I was finally being found. That feeling when you have been in a long trip and you’re just happy to be back home. I had never felt this way towards anything or anyone. Aziz was the one who answered all my questions and he guided me to online website about Islam. In my own secrecy I would read the Koran which is the Muslim book sent my God. I would go to the Mosque with my boss. The Mosque is the Muslims place of prayer. I was afraid what my family would think if they found out but eventually I didn’t care. Four months had pass since I started researching Islam and I had finally decided that I was no longer going to hide about my passion towards GOD! And Islam. I wanted to surprise Aziz by telling him that I had return (converted) to Islam. I asked my boss if he could guide me on how and what I needed to do to return to Islam. I wanted this with all my heart, I wanted to go back home. My boss was really nice in guiding me on how to convert. He bought me my very first Koran and a couple of other Islamic books. April of 2008 my boss took me to the Mosque and told the Imam that I wanted to do my shahada. An Imam is the person who leads prayers in a mosque and the shahada is the Muslim profession of faith (â€Å"there is no god but Allah, and Muhammad is the messenger of Allah†). I did my shahada that very same day and it was the most beautiful experience I had ever experienced. The same day I did my shahada I went online and I told Aziz that I had converted to Islam Alhamdulillah. Alhamdulillah is an Arabic phrase meaning Praise to God. Aziz was so happy for me a few months after my shahada Aziz propose to me and I accepted. Six years have passed since I returned to Islam and I can honestly say my life has never been better Alhamdulillah! I am married to my best friend, I have two wonderful children, we have our daily aches and pains but ALHAMDULILLAH! We have each other and we have God to thank for.

Management Case Study free essay sample

The case study below takes place at the Sir Charles Wilberforce Hospital’s cafeteria, which is experiencing problems with the change management. Due to the new management undertaken by Keith Davis, there was a major issue of inadequate communication channels, as Keith told his employees what to do rather than consult them, especially with the decision-making. The best alternative to rectify this problem is for Keith to adapt to a consultative management style, in order for employees to take ownership in their workplace through expressing their opinions and feel more valued, however still allowing Keith to still make the final decision. Another major issue addressed in the Cafeteria was the amount of unmotivated staff. As employees feel unsatisfied with their work, the best solution to this issue is Goal Setting. Through employees setting strategic goals they will increase their motivation through achievement of these goals which will lead them to set more challenging ones. We will write a custom essay sample on Management Case Study or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Lastly, the third major issue recognised was Keith’s poor leadership skills which made it difficult for employees to fulfil expectations and find enjoyment in the workplace. The best alternative solution for this problem is to retrain Keith’s leadership abilities so he is able to adopt all the qualities needed to become a better leader in his managing role. Although this may be an expensive method, the new leadership qualities Keith will learn will make a happier work environment for his employees and build a better employer/employee relationship. 3. Problem identification Poor communication channels Keith focuses on top down communication channels, providing a one way communication which is from him to his employees, rather than two-way which provides his employees to communicate ideas with him. This negatively impacts the hospital as the Keith is unable to discuss problems or ask questions amongst employees to see if there are any problems going on amongst the workers and therefore leading to job dissatisfaction employees. Although Keith tried to soothe Julia when the issue between her and Madison was brought to his attention, he did not follow it up or treat it as an importance. Lack of staff motivation Prior to Keith’s managing, Anne’s original foundations of self-satisfaction and close family ties seemed to motivate the employees at Sir Charles Wilberforce hospital. Keith’s changes were made to become more efficient, employees were left struggling to gain satisfaction and motivation in order for themselves to achieve their hierarchy of needs (Maslow, 1954). In this hierarchy of needs Maslow developed, employees have five needs, physiological, safety, social, esteem, and self-actualisation, once they fulfil one of their needs they can graduate to the next one to fulfil it and so on. Without fulfilling the social needs of forming social ties or self-actualisation of gaining enough experience within the kitchen to become a supervisor, it became unknown to the employees of what they are capable of and decreased their enticements to complete tasks and feel satisfied. Insufficient leadership abilities Keith lacks major leadership qualities, as the organisational layout he uses is to tell employees what to do, depriving them of guidance and support. The Hersey Situations leadership model suggests that leadership focuses on follower’s readiness (Hersey, Blanchard Johnson, 2001). This theory suggests that at Sir Charles Wilberforce, if the employees feel they are unable to complete a task Keith should give those clear and specific instructions. If they are willing and confident Keith needs to provide them display high task orientation, and if employees feel able but are unwilling Keith would need to use a supportive approach. Lack of teamwork The teamwork environment of delegating tasks amongst of employees was not addressed by Keith. He believed that employees needed to finish work on time, plan menus monthly and take on cleaning responsibilities, whereas, the use of team work would have provided a better suited time managed system. Through having each employee assist with cleaning duties, planning menus, helping out another if time was short as well as assisting each other to get all food out and made the kitchen would be less chaotic. This would have assisted with issues if someone was ill, allowing more than one person to prepare greater portions of meals. 4. Statement of Major Problems The three major problems that are brought to the attention at Sir Charles Wilberforce Hospital are: Inadequate communication channels Unmotivated staff Insufficient leadership abilities The poor communication channel Keith utilises is top-down communication from Keith to his employees. As this is a workplace that depends on seeking ideas from others and support from each other, two way communications between Keith and his employees is necessary. This will allow employees to feel part of the decision making and feel they can share their ideas to improve the workplace. Following this Keith must then improve his leadership skills, putting his employees first and assisting them with any help and support they need in order to achieve a positive workplace. This may involve Keith revising the organisation’s culture, or distinguishing the strength and weakness of each employee so he knows how to assist each of them. Once Keith’s leadership abilities are improved, staff motivation must be identified and given, in order for employees to become productive within the kitchen and gain job satisfaction, increasing their abilities and allowing them to feel the want to work. 5. Generation and Evaluation of Alternative Solutions Inadequate communication channels Regular work meetings Set regular meetings within the kitchen, in order to concerns amongst employees to be discussed as we as evaluation on how the business is going and openly discuss ways to improve or maintain it. Advantages Allows for feedback Employees can listen to each person’s idea and encourages discussion openly Evaluate the earnings to the previous week and that time the previous year, allowing each person to suggest ways to improve or maintain their profit margins. Disadvantages Some employees may not attend May be time consuming to discuss all ideas Consultative management style Implement a Consultative management style in order to increase two-way and open communication between Keith and the employees. Advantages Allows employees to feel ownership in decision making Allows employees to share their ideas and opinions Gives confidence to employees Disadvantages Employees may feel held back to express their opinions because they do not feel comfortable Employees may feel offended if their ideas are not taken into consideration Time consuming Unmotivated staff Goal setting Implement setting goals, which involve employees setting goals that motivate them to improve their capabilities. Advantages Gives self-satisfaction Increases productivity and performance levels Disadvantages Time consuming to distinguish appropriate and achievable goals Goals ay appear as unattainable and lead to employees to give up Job design Mr Dev can alter the job design to assist in identifying and correcting any deficiencies that affect performance and motivation. Advantages Job enlargement, can be used to increase motivation by giving employees more and varied tasks so the employee is motivation to try new tasks Job rotation allows an employee to work in different departments or jobs in an organization to gain better insight into operations motivating the employee to increase his/her skills and knowledge about other jobs. Disadvantages Job enrichment may lead the employee transferred too much responsibility in the kitchen and independence in the planning and control aspects of the job which may suppress motivation levels Reward and Recognition Evaluating each employee to identify which people are performing to their maximum, and rewarding them financially or non-financially for their hard work, therefore motivating other employees to improve their work standards. Advantages Employees will increase performance to obtain more rewards Will produce higher standards amongst the employees Self- enrichment Disadvantages Expensive to keep purchasing rewards and reassess each employee to recognise After a while employees may feel that rewards may not motivate them anymore Keith may not want to undertake the idea of rewarding and recognising employees Insufficient leadership abilities Retrain Keith Retraining programs for Keith within the company or externally will allow Keith to develop better leadership qualities and create a happier workplace. Advantages Positively effects employees to feel trust and support from Keith Keith can evaluate themselves as to what skills are expected to lead the employees Disadvantages May take a while for Keith to learn and adapt to these skills May be expensive Dismiss Keith Dismissing Keith will demolish the issue of poor leadership abilities and will allow the business to replace him with a more experienced manager. Advantages Re-appoint a new manager who possess all correct leadership skills Employees are in a happier environment where they can get the support they need More time appropriate and efficient than retraining Disadvantages May be hard to find a replacement Employees may find it hard to adapt to a new manager and may be resistant to give them a chance due to their bad experience with Keith 6. Recommendation Consultative management style A Consultative management style is the recommended alternative for Keith to address to his employees. The type of management style used by Keith at this point is autocratic, which involves him making decisions for the hospital kitchen unilaterally. Although regular meetings are a good alternative by providing mediation and assistant towards employees, the consultative management style involves a permanent change to the organisation. The consultative style would involve Keith discussing ideas of possible changes to be made within the kitchen, as well as employees being able to give their opinions and ideas. By implementing a consultative management style, employees at the cafeteria will be able to perform to their optimum level, concentrating on increasing common sense approach for Keith to meet the needs and wants of the employees, as well as making employees realise their own abilities and capabilities in performing tasks, (McClelland, 1987). Similarly to regular meetings, the consultative approach gives open communication, however unlike meetings the consultative approach is more permanent in the workplace and is used daily, for example in decision making, gaining assistance with a task or getting support with a concern. This will benefit the kitchen, as the employees will respond more positively to any changes to feel more a part of the workplace and a sense of belonging. Keith will benefit from this style, as he will be given a broader range of ideas as well as maintain his authority to make the final decision. Goal Setting Setting goals is the preferred alternative for Keith to use within the kitchen. Despite the fact being rewarded motivates someone to maintain if not improve performance to be rewarded again, goal setting gives motivation. Goal setting enables employees to measure their processes and work performance. This enables employees to gain feedback on their results, unlike rewards and recognition which just motivates employees to try harder to gain another reward rather than possessing the want to gain the self-satisfaction that they have improved. Edward Locke’s theory of goal setting outlines that in setting specific and challenging goals it enables process and outcome improvement (Locke Latham, 1990). Similarly, job design suggests a different form of motivating to increase their skills of different tasks, however it also does hold the ability to measure the improvement that setting goals do. If goal setting is adapted by Keith, his employees would be able to achieve towards a higher performance, as well as motivating them to set higher goals with increasingly difficult tasks, once they have been achieved. Through Maslow’s hierarchy of needs, this can assist in setting goals with Locke and Latham’s theory. Maslow theory suggests that ‘although no need is every fully satisfied, a substantially satisfied need no longer motivates an individual to satisfy that need’ (Robbins, Bergmann, Stagg and Coulter, 2012, p559). This suggests that in identifying each need, physiological safety social esteem and self-actualisation, employees at sir Charles Wilberforce can pinpoint what tasks they need to complete in order to graduate to the next level. For example one of the employees may find that they feel they don’t belong, in order to achieve this level they can set a goal to form relations with other employees on a professional basis. Once this goal is achieved they can move on to develop their esteem needs. Retraining Keith Although, retraining Keith may be considered a time consuming process, compared to the alternative of dismissing Keith, it appears to be a more logical approach. Through retraining, Keith is able to gain leadership skills that he may not be aware are essential skills he needs in order to be a manager. This will transform him from telling his employees what to do, to instead assisting and guiding them through changes. Despite the expenses of this method, it may also be difficult for Keith to cooperate as well as understand the concept of these skills however unlike dismissing, he will be able to improve and allow for a happier work. The trait theory suggests that it is impossible to identify and isolate characteristics from leaders from non-leaders. However there are seven traits associated with leadership, these being ‘drive, the desire to lead, honesty and integrity, self-confidence, intelligence, job-relevant knowledge and extraversion’, (Robbins, 2012, p605). Eventually with the retraining, Keith may possess these seven leadership abilities to involve his employees in decision making process and form a trust bond.

Why I Want to Study Business Essay Essays

Why I Want to Study Business Essay Essays Why I Want to Study Business Essay Paper Why I Want to Study Business Essay Paper A business essay is a type of written assignments, which encompasses a variety of essay centered around the topic of business. As is often the case, the authors of these assignments have to reflect on the issue of entrepreneurs activity. Exist various formulations of the topics related to the concept of business. One of the most widespread variants is â€Å"Why I want to study business† essay. It belongs to the type of academic papers which demands from a writer an extensive piece of info illustrating his point of view. Students of colleges and universities studying subjects related to entrepreneur activity receive these tasks regularly. They have to prepare an essay and express their vision of business issues and this direction of activity in general. The main task of the author working on this assignment is to express one’s thoughts and explain why a person wants to study business. This type of academic assignment belongs to the descriptive type. A writer should enhance it with the variety of real-life examples and personal experiences. â€Å"Why I want to study business† essay topic belong to the category of complicated topics. People working on this assignment have to possess critical thinking and analytical skills. Apart from that, the person has to be familiar with the basics of leading and launching a business. Apart from that, students preparing an essay on this theme should be able to provide strong arguments explaining why he wants to study business. One needs well-polished writing skills as well to be able to create a grammatically perfect assignment. Moreover, exists many nuances, which writer should bear in mind. It is necessary to treat this task seriously is a person wants to create a winning Why I want to study business† essay. How to write â€Å"Why I want to study business essay? The â€Å"Why I want to study business† essay belongs to the category of written assignments, which pose to a writer a clear task. The task is encoded in the very theme. A student has to provide a clear and distinct answer to the question of why he wants to study business. It may seem simple. However, the task is complex and requires the availability of profound writing experience and critical thinking skills. The work should be well structured, insightful and compelling.   To create a well-written composition, one has to be aware f several nuances helping a writer to succeed. Primarily, one has to analyze the title of the essay and decide on the issues he is going to focus. Take into consideration the target audience and the expectations of the scholarly supervisor. A task for students is to understand what he has to do and after that decide on the means and effective strategies that will help to reach the aim. It may also happen, that scholarly supervisors allow focussing on a specific aspect of â€Å"Why I want to study business† essay topic. In this case, a student has to decide on the specific issues that he will discuss throughout the whole essay. After that, one has to do research and gather enough material. It will serve as a solid ground for one’s paper. You can either use the web sources or consult the library. The primary task of this stage is to collect enough info for the future writing. It is also necessary to create a business plan outline for one’s writing to have a guide. It will allow you to organize all the ideas and order the arguments correctly. The last stage presupposes polishing the essay and eliminating all the mistakes. The structure of â€Å"Why I want to study business† essay Each academic assignment has its formatting and structural specificities. â€Å"Why I want to study business† essay is similar to the essay on any other topic and has the standard structure. This assignment has an introduction, main body, and conclusion. Each of these section has to encompass the necessary structural elements. The intro presents the first portion of information, which sees the target reader. That is why a writer has to make it catchy and informative so that the reader will be eager to continue reading. In the lead-in, an author has to provide background info and familiarize the reader with the topic allowing to get involved in reading. The last sentence of the intro is a thesis. It is the spine of the whole essay. That is why it should be disputable and thought-provoking. The following part is the main body. In this part, the task of the author is to include many strong arguments supporting the thesis. In â€Å"Why I want to study business† essay, one can provide persuasive reasons. Apart from that, you have to enhance each main body paragraph with real-life examples, which will serve as a support to your argument. You can tell about your experience in this field, about the prospects for the development and advantages, which you will receive after finishing the business school. The last structural part is the conclusion. In this block, one has to sum up all the ideas discussed. Moreover, the writer has to refer to the thesis or paraphrase it. It will allow to make the whole text cohesive and demonstrate the connection between all structural parts of the essay. Order Why I want to study business† essay on paperap.com The preparation of the â€Å"Why I want to study business† essay is a serious task. To compile a proper paper, a student to be knowledgeable in this field. What is more, one has to be experienced in writing and be able to think critically. For inexperienced students, this task may pose a real challenge. paperap.com is the business plan writing service offering help with the delivery of all types of written papers! We are the modern writing service offering assistance to all customer! The business plan service works 24/7, and you can turn at any time to get qualified help immediately! paperap.com is a credible website. We have earned the trust and respect of many users. People choose us, as we are credible and offer a considerable number of advantages. Primarily, the website hires the crew of advanced writers, who can quickly and effectively help writing the business plan and essay. They are familiar with all of the writing standards. You can control the whole writing process and make remarks. You may also apply for the unlimited number of revisions. It is possible to count on a refund in case if the final quality of the paper is not suitable for you. If you have questions or remarks, you can always turn to our support center. You will get an immediate response in a live chat regime. paperap.com is the best choice for you! Here you can get qualified assistance within the shortest terms. Contact us and make an order. Indicate all the details and demands. Pay for your order in advance, and we will immediately launch the preparation process. Contact us and get your â€Å"Why I want to study business† essay here!

What is the burden of proof for civil case and a criminal case Assignment

What is the burden of proof for civil case and a criminal case - Assignment Example This is owing to the fact that the defendant stands to be jailed and lose other civil liberties in criminal cases. Owing to the penalties that are associated to criminal cases, the prosecution is charged with the duty of more than proving that the defendant committed the crime in question, it must be beyond reasonable doubt (Finkelman, 2006). In other words, the evidence presented against an individual should be adequate that no rational person can question their guilt. In addition to proving the guilt of the accused, the prosecution is required to prove that there was intention to commit the crime. In instances where the prosecution does not satisfy both requirements, the accused cannot be convicted. When dealing with a criminal case the burden of proof is on the state at all instances. It is upon the state to prove the defendant’s guilt. On the other hand, the defendant is viewed to be innocent and has nothing to prove (Finkelman, 2006). However, there are exceptions in instances where the defendant is under duress or self-defense and instances of insanity. Furthermore, the state should establish that the defendant satisfied every stipulation in the appropriate definition of crime. In spite of the fact that the concept is mostly linked to criminal litigation, it is applicable to civil litigation that relates to personal injuries, contracts and property issues. The plaintiff is required to have sufficient evidence to back their accusations while on the contrary the defendant must prove these accusations to be wrong. In civil cases, the burden of proof is originally on the plaintiff. However, there are various technical cases whereby the burden of proof is tranferred to the defendant. For example, in situations where the plaintiff has filed for a prima facie case, the burden of proof is tranferred to the defendant (Finkelman, 2006). In civil cases, the plaintiff wins if

Coursework #3 Case Study Example | Topics and Well Written Essays - 250 words

Coursework #3 - Case Study Example With that stated, the expected return on this portfolio is halfway between the expected returns on the two individual securities; however, the standard deviation is less than halfway between the standard deviations on the two securities. Therefore, unless the investor was very risk averse, meaning he would look at this case, where he might choose to invest only in security A. However, if he were not risk averse he would invest in the portfolio rather than invest in the two securities separately (Gitman, 2009). Standard deviation is defined as the common statistical indicator of an assets risk; it measures the dispersion around the expected value. This is another way that a firms risk and expected return directly affect its share price. Risk and return are the two key determinants of a firms value. It is generally a financial managers responsibility to assess carefully the risk and return of all major decisions. Managers use this to ensure that the expected returns justify the level of risk that someone will introduce (Gitman, 2009. The definition of (CAPM) or capital asset pricing model is the basic theory that links risk and return for all assets. We describe this relationship between the required return, r. The no diversifiable risk of the firm as it is measured by the beta coefficient b. This is important in finance because the model CAPM links non-diversifiable risk and return with all assets. Generally, there are five sections. The first deals with the beta coefficient, which is a measure of the non-diversifiable risk. The second section presents an equation of the model itself. The third section graphically describes the relationship between risk and return. The fourth section discusses the effects of changes in inflationary expectations and risk aversion on the relationship between risk and return and the fifth section offers some comments of the CAPM. The CAPM model in general relies on historical data. The betas

Dispute Resolution at the Workplace

Dispute Resolution at the Workplace â€Å"Dispute Resolution at the Workplace: The Practical, procedural and legal aspects†. Analyse this question in the context of the UK Employment law. The Employment Act 2002 (Dispute Resolution) Regulations came into force on 1st October 2004. The Act requires that all employees must have in place minimum statutory procedures, which would in effect deal with dismissal, disciplinary action and grievances in the workplace. This is in effect relevant to employers regardless of size. In essence, the regulation imposes on them the legal requirement for them to inform all their employees of the procedures in place. The aim of the Act is to build and enhance constructive employment relations in order to avoid litigation by developing better communication and improved conciliation. The Act was designed to encourage those involved in an employment relationship to discuss problems before resorting to Employment Tribunals. The obligation demands that both the employer and the employee follow a three-step minimum process when dealing with most dismissals, disciplinary and grievances procedures. The consequence of failing to abide by this is that it may result in the incurring of sanctions, which is normally financial penalty. The new three-step procedure was given full effect on 1st October 2004. In outline, the three-step process involves putting in writing any grievances, disciplinary and dismissal issues when they arise; meeting and discussing face to face in a meeting arranged by the employer; and appeal meetings if required. The Act itself introduced minimum procedures for settling grievances and internal disciplinary methods. The essence of this is to impart in employees the need to raise their grievances with their employers before applying to an Employment tribunal. The emphasis is for the need for all employers to have at least the minimum requirements in place. In reality, many employers will already have in place procedures, which go much further than the minimum requirement. In such a case, the only issue will be to confirm that the procedures in place comply with the new procedures. Employers are expected to inform their employees in a written statement provided within two months of them taking employment of the disciplinary rules which govern the company and whom to go to for grievances. The employee must then follow the grievance procedure and it is essential as a general rule that a grievance must be put in writing. All the requirements to be followed are expounded in the Act, all of which mus t be followed in order for a claim to be brought before the Employment Tribunal. The exception to this (requirement in writing) is in a case involving dismissal. Where the disciplinary or dismissal procedures have not been met before the case goes to the employment tribunal, this may in some circumstances affect a money award, in terms of decreasing an award if an employer was at fault for instance. There are practical obligations concerning procedures that have been imposed on both the employer and the employee. As regards the employee, the first thing to do where there are any concerns about his/her job relating to working conditions, or about co-workers, will be to raise the matter with the specified person referred to in the employer’s written statement. The employer must according to the provisions of the regulations inform the employee of the procedures to follow at the place of work if an employee wishes to raise a grievance. Where an informal meeting which will instigate a complaint about grievances fails to resolve the matter to the employee’s satisfaction, then he/she may begin a formal grievance procedure as provided for in the regulations. Where a formal grievance procedure is not followed, then the employee has failed in his statutory obligations and will not be able to bring a claim in the Employment Tribunal, except in cases to do with dismissals. The employee is then expected to set out his grievances in writing. The employer must then arrange a meeting to discuss the employee’s grievances. The employee has a right to be accompanied by someone at work or a trade union official. Where the employee feels that his/her grievances have not been dealt with to his satisfaction, he must then inform his employer of his intentions to appeal. The employer must then arrange a meeting to do this. This will be the final stage as a minimum requirement of the Act. Where the employee is still not satisfied, he can bring his claim to the Employment tribunal, where he feels his employment rights have been infringed. The new statutory minimum procedures come into play when the employer is considering dismissing the employee or taking other disciplinary actions. Where the employer does not follow the new statutory provisions regarding grievance procedures and the employer dismisses the employee, the employee may complain to an employment tribunal who will normally find the dismissal automatically unfair and compensation will be increased. Similarly, where the employer fails to follow the new statutory rules, and where the employer take s other disciplinary action, short of dismissal and a successful claim is made to the employment tribunal about that action, any money awarded to the employee is likely to be increased by between 10% and 50% (this is on the assumption that the failure to follow the procedures was not the employee’s fault). The Department of Trade and Industry has made publications geared at both employees and employers in order to facilitate the new regulation, and for a smooth transition into its requirements. The website contains details about the Act and the steps to be taken in order to ensure adherence. It also contains a section aimed at assisting employees and it contains links to law centres and agencies that can offer their advice accordingly. The Act has no bearing on dismissals that took place before 1st of October 2004, even if the procedures undertaken by the employer carries on until after this date. The Act also has no bearings in instances where an employee brings a claim about a grievance that took place after the Act came into force. Harvey, Industrial Relations and Employment Law, LexisNexis Butterworths 2005 www.dti.gov.uk/er 1,010 words

Sustaining Employee Performance

In this paper, team D will address the course design objectives of Riordan Manufacturing. First of all, the team will pick two job positions within the company, and discuss the general functions of performance management systems, job evaluation methods, compensation plans, and the importance of employee benefit plans. The two job positions discussed in this paper will be the Director of Administration, and Human Resources/recruiter. These positions were selected due to the extreme amount of importance their roles play in completing Riordan Manufacturing’s Mission. General functions of performance management systems The general function of performance management systems in organizations is for employers to manage employees’ performance and development by providing individual feedback on their performance evaluation to identify and plan measurable areas for personal development to ensure the organization’s strategic goals are being met (DeCenzo and Robbins, 2007). For years, many organizations provided appraisal type performance reviews to their employees that ranked them against other employees. This type of ranking system is problematic, as it is unfair to compare employees from different departments who’s primary goals may be different from one another and can viewed as putting down employees who may be unable to put in as many hours or as much effort as others who have only one set project at a time and can bog down to set higher numbers. If employee development is not properly measured and managed, the organization may find it difficult to meet their strategic goals. This in turn can create complications between mainstream workers and management, as well as the company, and their customers. Riordan Manufacturing uses a behavioral-anchored rating scale for their annual performance evaluations. The employees are rated by their performance in different areas of competencies to determine if they met, exceeded, or if they did not meet the standard expectations of the job. â€Å"Behaviorally anchored rating scales specify definite, observable, and measurable job behavior† (DeCenzo and Robbins, 2007, p. 264). This rating is issued and determined by managers and is a sufficient measure for performance management. Though this rating style eliminates competitive work habits that may assist in high productivity, it is a proven system that works much more consistent (Noe, Gerhart, & Wright, 2012) . Job evaluation methods Job evaluations are important for every organization to use because it ranks each position in the organization and is used to determine the pay structures for positions. Positions are usually broken down by responsibility, skill, effort, and work conditions. It is also helpful to separate the positions into groups such as managerial, professional, sales, and so on. This makes the rankings more valid within the job categories. To evaluate the director of administration a good evaluation method would be the ordering method. The ordering method uses a committee composed of managers and employee reps to arrange jobs in ranking order from highest importance to lower importance. The base of this is to compare two jobs and decide what job is more important or difficult. Then to add another job to the comparison until all of the positions have been compared and ranked. There are two major drawbacks to doing evaluations this way. One is there can be many positions within the organization which can make the processes confusing and long. Two, there are no consistent standards in the ranking evaluations. Another way to evaluate the director of administration position is through the classification method. This method was developed so that a standard was set in the evaluation processes. Classifications are set based off of skills, knowledge, and responsibilities and then by classes such as managerial, sales staff, and so on. Once these are established, then they are put in order by importance based on the criteria they are in. This process can be just as confusing as the ordering method if not done properly. A human resource department can be evaluated with the point method. The point method breaks positions down based on identifiable marks like skill, effort, and responsibility, and assigns points to the criteria’s. This method can be helpful because all positions with the same amount of points are in the same pay grade. Jobs can change over time but the rating scale under the point method stay intact (DeCenzo& Robbins, 2007). Even though the point method is the most reliable it is the most time consuming. Compensation plans Director Administrator and Human Resources/Recruiter are both important functions in a business. They have common commonalities. Between the two, they have distinctive, important functions. The Director of Administrations functions are to meet business goals and organize the personnel in the business. They also operate with financial management and marketing management. Human Resources are responsible to manage, hire, making plans to retain employees, and find the right candidates. Human Resources are an important tool for any organization, industry, and geographic location. The difference between Administration and Human resources is that the administrative function is predominantly to maintain the conditions of employment. On the other hand, Human Resources use the traditional process to manage Riordan Manufacturing’s goals and strategies, which follows with developmental organizational activities. Both positions seek for the compensation plans for the organization by administering to employee bonuses, overtime calculations, and payroll. Riordan Manufacturing focuses on Administration and Human Resources, because it can create investments in the future if the training programs are well elaborated and developed. Both fall into finding the best program functions (technical, finance). The development of employees is very important for Riordan Manufacturing since it helps create satisfaction among employees. The Board of Directors also maintains the executive and auditing committees under the corporate governance plan (Apollo Group, Inc. 2011). Riordan Manufacturing also has to implement a corporate compliance plan to have a safe future for the company. Riordan’s compliance plan will guide the company on how to handle current and future issues. The compliance plan is focused on working with issues, such as technological, logistical, and governance. By performing well in these areas, the company could be prosperous. The company has to maintain high quality in the performance of products and processes. This will help the company to be unsusceptible to product liability issues. Importance of employee benefit plans to employees working in team D’s chosen positions Director of Administration and Human Resources/Recruiter† Employees are offered benefits as a means to provide additional compensation above their regular salary to make their lives a little easier outside of the workplace. Health insurance, vacation and holiday time, social security and retirement plans, are all important benefits to employees and their families. At Riordan Manufacturing, the Human Resources Recruiters receive the same benefits that are of fered to every employee, which is an important factor for employee retention. The Directors at Riordan are offered special perks such as, travel benefits, a company vehicle, expense accounts, and other benefits that are not offered to every employee. Executive level employees receive these special perks to encourage them to work hard for the organization and to promote loyalty in the event of a hostile takeover. Conclusion Ending on a positive note, the team demonstrated in informative content to the reader, an understanding of the concepts of sustaining employee performance in this paper. These concepts are the four important activities of the HRM motivation function, and the connections to stimulating employees are observed. The team identified two job positions within Riordan Manufacturing, which are the Director of Administration, and Human Resources/recruiting. The team described the general functions of performance management systems. The team suggested two job evaluation methods for both of the job positions and answered questions about the advantages and disadvantages of these methods based on the recruiter and Director of Administration and Human Resources job positions. The team compared and contrasted the possible compensation plans for those two job titles. The team explained the importance of providing employee benefit plans to the recruiter/director of HR. An in-depth, comprehensive overview of activities planned in sustaining employee performance in the two positions at Riordan as referenced from week five materials, and the virtual organization site, followed by a logical conclusion. Sustaining Employee Performance In this paper, team D will address the course design objectives of Riordan Manufacturing. First of all, the team will pick two job positions within the company, and discuss the general functions of performance management systems, job evaluation methods, compensation plans, and the importance of employee benefit plans. The two job positions discussed in this paper will be the Director of Administration, and Human Resources/recruiter. These positions were selected due to the extreme amount of importance their roles play in completing Riordan Manufacturing’s Mission. General functions of performance management systems The general function of performance management systems in organizations is for employers to manage employees’ performance and development by providing individual feedback on their performance evaluation to identify and plan measurable areas for personal development to ensure the organization’s strategic goals are being met (DeCenzo and Robbins, 2007). For years, many organizations provided appraisal type performance reviews to their employees that ranked them against other employees. This type of ranking system is problematic, as it is unfair to compare employees from different departments who’s primary goals may be different from one another and can viewed as putting down employees who may be unable to put in as many hours or as much effort as others who have only one set project at a time and can bog down to set higher numbers. If employee development is not properly measured and managed, the organization may find it difficult to meet their strategic goals. This in turn can create complications between mainstream workers and management, as well as the company, and their customers. Riordan Manufacturing uses a behavioral-anchored rating scale for their annual performance evaluations. The employees are rated by their performance in different areas of competencies to determine if they met, exceeded, or if they did not meet the standard expectations of the job. â€Å"Behaviorally anchored rating scales specify definite, observable, and measurable job behavior† (DeCenzo and Robbins, 2007, p. 264). This rating is issued and determined by managers and is a sufficient measure for performance management. Though this rating style eliminates competitive work habits that may assist in high productivity, it is a proven system that works much more consistent (Noe, Gerhart, & Wright, 2012) . Job evaluation methods Job evaluations are important for every organization to use because it ranks each position in the organization and is used to determine the pay structures for positions. Positions are usually broken down by responsibility, skill, effort, and work conditions. It is also helpful to separate the positions into groups such as managerial, professional, sales, and so on. This makes the rankings more valid within the job categories. To evaluate the director of administration a good evaluation method would be the ordering method. The ordering method uses a committee composed of managers and employee reps to arrange jobs in ranking order from highest importance to lower importance. The base of this is to compare two jobs and decide what job is more important or difficult. Then to add another job to the comparison until all of the positions have been compared and ranked. There are two major drawbacks to doing evaluations this way. One is there can be many positions within the organization which can make the processes confusing and long. Two, there are no consistent standards in the ranking evaluations. Another way to evaluate the director of administration position is through the classification method. This method was developed so that a standard was set in the evaluation processes. Classifications are set based off of skills, knowledge, and responsibilities and then by classes such as managerial, sales staff, and so on. Once these are established, then they are put in order by importance based on the criteria they are in. This process can be just as confusing as the ordering method if not done properly. A human resource department can be evaluated with the point method. The point method breaks positions down based on identifiable marks like skill, effort, and responsibility, and assigns points to the criteria’s. This method can be helpful because all positions with the same amount of points are in the same pay grade. Jobs can change over time but the rating scale under the point method stay intact (DeCenzo& Robbins, 2007). Even though the point method is the most reliable it is the most time consuming. Compensation plans Director Administrator and Human Resources/Recruiter are both important functions in a business. They have common commonalities. Between the two, they have distinctive, important functions. The Director of Administrations functions are to meet business goals and organize the personnel in the business. They also operate with financial management and marketing management. Human Resources are responsible to manage, hire, making plans to retain employees, and find the right candidates. Human Resources are an important tool for any organization, industry, and geographic location. The difference between Administration and Human resources is that the administrative function is predominantly to maintain the conditions of employment. On the other hand, Human Resources use the traditional process to manage Riordan Manufacturing’s goals and strategies, which follows with developmental organizational activities. Both positions seek for the compensation plans for the organization by administering to employee bonuses, overtime calculations, and payroll. Riordan Manufacturing focuses on Administration and Human Resources, because it can create investments in the future if the training programs are well elaborated and developed. Both fall into finding the best program functions (technical, finance). The development of employees is very important for Riordan Manufacturing since it helps create satisfaction among employees. The Board of Directors also maintains the executive and auditing committees under the corporate governance plan (Apollo Group, Inc. 2011). Riordan Manufacturing also has to implement a corporate compliance plan to have a safe future for the company. Riordan’s compliance plan will guide the company on how to handle current and future issues. The compliance plan is focused on working with issues, such as technological, logistical, and governance. By performing well in these areas, the company could be prosperous. The company has to maintain high quality in the performance of products and processes. This will help the company to be unsusceptible to product liability issues. Importance of employee benefit plans to employees working in team D’s chosen positions Director of Administration and Human Resources/Recruiter† Employees are offered benefits as a means to provide additional compensation above their regular salary to make their lives a little easier outside of the workplace. Health insurance, vacation and holiday time, social security and retirement plans, are all important benefits to employees and their families. At Riordan Manufacturing, the Human Resources Recruiters receive the same benefits that are of fered to every employee, which is an important factor for employee retention. The Directors at Riordan are offered special perks such as, travel benefits, a company vehicle, expense accounts, and other benefits that are not offered to every employee. Executive level employees receive these special perks to encourage them to work hard for the organization and to promote loyalty in the event of a hostile takeover. Conclusion Ending on a positive note, the team demonstrated in informative content to the reader, an understanding of the concepts of sustaining employee performance in this paper. These concepts are the four important activities of the HRM motivation function, and the connections to stimulating employees are observed. The team identified two job positions within Riordan Manufacturing, which are the Director of Administration, and Human Resources/recruiting. The team described the general functions of performance management systems. The team suggested two job evaluation methods for both of the job positions and answered questions about the advantages and disadvantages of these methods based on the recruiter and Director of Administration and Human Resources job positions. The team compared and contrasted the possible compensation plans for those two job titles. The team explained the importance of providing employee benefit plans to the recruiter/director of HR. An in-depth, comprehensive overview of activities planned in sustaining employee performance in the two positions at Riordan as referenced from week five materials, and the virtual organization site, followed by a logical conclusion.

Four Circles Model Essay

The Stages of Systemic Change by Beverly L. Anderson By analyzing where they are an the continuum of educational change, stakeholders can see where they still may need to go. At first I didn’t see the magnitude of the change. I thought if we just did better what we had always done, we would be OK. Then I realized we had to do something totally different, but I didn’t know what. Gradually we began trying some new approaches. One change led to another and another and another like dominos. I started to see what people meant by systemic change. A new energy and excitement surged among its as hope grew and the cloudy vision of what we wanted became clearer and clearer. -Principal of a restructuring high school Administrators across the United States are recognizing that the education system needs fundamental changes to keep pace with an increasingly complex global society. Yet, the deeper we get into the process of change, the more confused we can become. We need some sense of what to expect and what direction to take. Seeing the patterns of change can be difficult; stakeholders in a system tend to see change primarily from their own perspective. Often teachers may not understand what is seen by administrators and parents, nor do administrators or parents see change from a teacher’s perspective, or from each other’s. To give stakeholders an aerial view of the shifts occurring in educational systems, the matrix â€Å"A Continuum of Systemic Change† defines six developmental stages and six key elements of change (see fig. 1). A composite of experiences in systemic change from across the United States and at all levels of education, the matrix provides stakeholders with a common vantage point for communicating and making decisions about change. Stages of Systemic Change Six stages of change characterize the shift from a traditional educational system to one that emphasizes interconnectedness, active learning, shared decision making and higher levels of achievement for all students. Although Figure 1 displays the six developmental stages as linear and distinct, change is unlikely to follow a linear path. An education system will seldom be clearly at one of these stages but will usually experience â€Å"Brownian motion,† going back and forth from one stage to another on the path toward an ideal situation. The six stages are: Maintenance of the Old System: Educators focus on maintaining the system as originally designed. They do not recognize that the system is fundamentally out of sync with the conditions of today’s world. New knowledge about teaching, learning, and organizational structures has not been incorporated into the present structure. Awareness: Multiple stakeholders become aware that the current system is not working, as well as it should, but they are unclear about what is needed instead. Exploration: Educators and policymakers study and visit places that are trying new approaches. They try new ways of teaching and managing, generally in low-risk situations. Transition: The scales tip toward the new system; a critical number of opinion leaders and groups commit themselves to the new system and take more risks to make changes in crucial places. Emergence of New Infrastructure: Some elements of the system are operated in keeping with the desired new system. These new ways are generally accepted. Predominance of the New System: The more powerful elements of the system operate as defined by the new system. Key leaders begin envision even better systems. Key Elements to Change As schools. districts. and states move through the six developmental stages. six elements of the education system seem to be particularly important. Monitoring these six elements can help us understand an education system’s progress. Vision: The vision that people have of an education system and what it should accomplish must change in order for the system to change. Through the stages of development, the number of people from different groups who agree on the shape and purpose of the new system increases. Public and Political Support: As the vision develops and is translated into practice, the support of the public and of the political leadership at all levels of the system must grow. Such support involves a deepening understanding of the what and why of the changes needed. The inclusion of diverse populations appears to be critical in building support. Networking: Building networks that study, pilot, and support the new vision of the education system is essential in establishing lasting systemic change. These networks typically do not rely on the existing bureaucratic structure. They frequently use computers, newsletters, conferences, and personal communications to link people of similar roles across existing organizational lines. Teaching and Learning Changes: Teaching and learning based on the best available research on how people learn is at the core of the new system. Closely related is the perspective that all students need and can learn the higher-level skills of understanding, communication, problem solving. decision making, and teamwork. If changes do not occur in teaching and learning, all the other changes have little value. Administrative Roles and Responsibilities: To achieve change in the classroom, administrative roles and responsibilities need to shift at the school, district, and state levels from a hierarchical structure of control to one of support and shared decision making. Policy Alignment: State and local policy need to be aligned around the beliefs and practices of the new system, particularly in areas related to curriculum frameworks, instructional methods and materials, student assessment practices, resource allocation, and the inclusion of all types of students. Making simultaneous changes in all six elements requires conscious planning. The process is akin to remodeling a building while people are still using it; redesign and reconfiguration need to be carefully staged to keep the building functional. Using the Matrix The matrix â€Å"A Continuum of Systemic Change† is proving particularly valuable in three ways. Educators are using it to: 1. Develop a common language and conceptual picture of the processes and goals of change among diverse stakeholders. Once stakeholders can see the issues and perspectives of the others. hey are better positioned to take actions that will support and enhance others’ specific situations. One of the nation’s earliest and largest restructuring efforts, Re:Learning, used frameworks similar to this matrix to develop common understandings and to engage multiple stakeholders in discussions about the goals and strategies of systemic change. 2. Develop a strategic plan for moving forward on systemic change. Once systemic change is under way, people often feel overwhelmed by the magnitude of the task. A matrix such as this one can be used to specify what steps to take next. For example, state mathematics and science curriculum directors used the matrix at a national conference to analyze their own state’s progress on systemic change. Many found that they were moving along reasonably well with the vision, the policy realignment, and the shifts in administrative roles, but changes in classroom teaching were small, and public support was lagging. They realized these areas needed special attention if the full system was to change. 3. Develop an ongoing assessment process to support and encourage deep, quality change. The matrix can provide the basis for deciding the focus of an evaluation, the type of data to collect, and the modes of analysis and reporting. An organization funding changes in science instruction based its evaluation tool on the matrix. In another state, districts and communities used the matrix to evaluate their progress in redesigning arts education. For systemic change to occur, all aspects of the system must move forward. A physician doesn’t say, â€Å"Well, I guess I won’t worry too much about that heart problem. The rest of the body seems fine. † By adapting this matrix to their own systems, educators can help stakeholders rise above their singular viewpoints to a more comprehensive perspective of the changes occurring. By nurturing all aspects of the education system, we can bring about the systemic change that will transform education. Beverly L. Anderson is Executive Director of InSites, 1877 Broadway, Suite 405, Boulder, CO 80302. She formerly directed the Re:Learning systemic change initiative at the Education Commission of the States.