2000 U.S. Presidential election

The recap of the United States presidential appointment of 2000 uncovers it was one the most disputable political race ever. The Democratic Party competitor Al Gore lost barely to the, Republican George W.Bush with a disputable modest number of votes. In spite of the fact that the political race depended on main problems that extended from the worldwide issues, international strategy, morals and profound quality, they were dominated by the outcomes at the check of the last vote. Al Gore appreciated the famous vote however lost to George Bush since he needed the discretionary votes. To the run up of the decisions, assessments of public sentiment had anticipated a firmly run presidential race and it was not satisfactory who might win the day[1].Al Gore hosted been selected in the Democratic Get-together ticket and was prepared to succeed the active popularity based choose president charge Clinton. He crushed Senator Bill Bradley from New Jersey. From the beginning, Al Gore was getting significant supports from financial and political substantial loads in the party.Opinion surveys used to show him as a leader as lion's share of the individuals considered him being tried and equipped with vital experience to drive America to more prominent statures, having been a VP to Bill Clinton.In the Republican Party, George Bush was the party’s top pick. Likely applicants in the gathering couldn't remain against him. To the customary republican gauges, George Bush was the correct applicant. He was the child of a previous President, Bush Senior, and the active representative in one of the most crowded state in America.Bush won the designation by a huge edge with his significant rival hounded with embarrassments that saw his help in the gathering dive before the assignments. Bush’s running mate was Dick Cheney.The run up crusades to races were as warmed as the decisions themselves. The Republican themselves could be seen running promotions that were preferring Ral ph Nader, a free candidate.This was an open offered to part the Democrats or the leftwing vote. Al Gore and Ralph Nader drew their help from indistinguishable individuals from they were upholding to handle comparative issues. The Republican had perceived a genuine danger from Al Gore and realized that in the event that they drew on the conspicuous similitudes, they could part the vote into two and secure a Republican win.The principle contrasts that were pushing the two gatherings were drawn from the issue of ethical quality. Republicans generally have from the beginning been at the fore front in defending the ethics in the general public. Shrubbery could likewise be heard making a searing assault on the Democrats in light of the Clintons outrage, vowing to reestablish profound quality in the country and particularly in the White House. Nonetheless, notwithstanding the distinctions, the two up-and-comers were secured a tight race as would be reflected in the decisions that ensued.Th e starter covers the races on November 7 demonstrated that they were unexceptionally close. True to form, Bush had won conclusively in the southern states and furthermore in the rustic states. Al Gore had recorded an early lead in the north eastern states.There were various states that were recording firmly challenged race yet it turned out to be certain that it was in the province of Florida that the following leader of the United States was to be declared. It is this express remained the focal point of center as it held the way to stop. All the worlds’ eyes were stuck on the result of the vote checking, for a time of near one month.Initial reports by the media dependent on leave surveys had demonstrated that Al Gore had started to lead the pack in the wake of timing 25 appointive votes. A recap of the votes showed that for sure Bush was in front of Gore.After the media withdrew the deceptive news they were to put and proclaim that Bush was driving in Florida with a nearby y et a conclusive success. These reports also were misdirecting as the three Democrats rich districts had not finished their vote tally and there were signs that Gore was shutting in the gap.The media was to again withdraw the news on Bush’s lead and win. By the end of the day, Gore had shut in and the distinction lay at 500 votes and he requested an obligatory relate in various provinces and furthermore looked for lawful intervention.The United States Supreme Court subdued the protests and gave a thumbs up to the Florida state to declare the outcomes. George Bush was reported the victor in the Florida state.[1]Wardle, Claire and Kate Kinks and Dan Orr, August 2001

Valuation and Financial Statement System †Free Samples to Students

Question: Talk about the Valuation and Financial Statement System. Answer: Presentation: Boral restricted is a structure and development organization situated in Australia, Asia Pacific and America. Its primary materials of development are lime, oxides, brightening solid, stone and auxiliary timber restricted (Allman and Escobar de Nogales, 2015). It is additionally associated with property exercises and transport for its items. Proportions Formulae 2014 2015 2016 Net revenue Total compensation * Net Sales 189.875/3197.62= 0.059 196.733/3289.813= 0.006 163.15/4194.03= 0.039 Resource turnover Deals/all out resources 3197.62/4302.23= 0.74 3289.813/4489.96= 0.74 4194.03/5233.33= 0.80 Current proportion Current Assets Current Liabilities 1249.17/876.46= 1.42 1332.96/706.71= 1.89 1566.96/1101.6= 1.42 Brisk proportion Money + Accounts Receivable Current Liabilities 335.32+462.67/876.46= 0.91 387.18+504.77/706.71= 1.26 360.7+663.4/1101.6= 0.93 Obligation proportion All out obligation/absolute resources 1701.6/4302.2= 0.395 1792.3/4489.9= 0.399 2081.4/5233.3= 0.397 Money cycles A proportion of how Boral constrained proselytes its items into money through its day by day deals and is estimated through stock, receivables and payables and back to the money once more. Stock being Current Inventory/Operating Revenue * 365 = 2016=413.65/3197.6*365= 47.22 2015=411.66/3289.8*365= 45.67 2014=497.15/4194.03*365= 43.26 Records payables being Creditors/Operating Revenue * 365 = 2016= 450.87/3197.6*365 =51.46 2015=491.06/3289.8*365 = 54.48 2014=610.49/4194.03*365 = 53.13 Records Receivables being Debtors/Operating Revenue * 365 = 2014=663.4/4194.03*365 = 57.73 2015=504.77/3289.8*365 = 56 2016=462.67/3197.6*365 = 52.81 Money change cycle= stock + receivables-Payables 2016= 47.22+ 52.81-51.46 = 48.57 days 2015= 45.67+ 56-54.48 = 47.19 days 2014= 43.26+ 57.73-53.13 = 47.86 days Need and Usefulness of Financial Ratios There are distinctive monetary motivations to address the issues of clients. Every one of these reasons has certain reasons. Coming up next are instances of the most run of the mill money related proportions utilized by various partners (Balasundaram, 2012). The components that breaking point and make troublesome the money related examination are those of bookkeeping type, for example, the correlation of the budget reports, the remaking of the bookkeeping ideas, the renaming of the things as per short and long haul transient standards, the absence of Information as far as normal qualities, imprecision and reformulation of ideas, window dressing impact, among others (Lead With Cash, 2010). Then again, we consider that the valuation of the budgetary investigator in looking to get data for the setting of venture and financing standards in a market or segment that presents inflationary issues, makes the examination create with contorted figures, that regardless of whether they are stifled By any strategy, there are generous contrasts in valuation and huge differences about whether they are repeated through the support of money related capital or physical capital (Sagner, n.d.). In an intriguing work, this demonstrates money related examination, albeit imperative to gain from an earlier time, is in any case inadequate in itself for genuine dynamic, since experience has indicated that circumstances of the past are not propagated. What's more, this analyst includes that the examination of changes in the overall estimation of the various components of the budget reports is incapable if there are reasonable and specialized issues (Vinturella and Erickson, n.d.). Henceforth we approach this sort of issue to acquire a more noteworthy extension in our decisions. Restrictions Another normal constraint is the scattering of the information, since it is generally just conceivable to utilize a proportion of focal inclination as the normal of the division and this is inadequate. That is the reason money related investigation at present incorporates two significant sorts of strategies in its new structure: disintegration measures and factual grouping models. The main factual method permits the expert to decide how the components of a structure are disseminated to investigate the progressions that happen after some time in the structure. These deterioration measures depend on the investigation of the measure of bookkeeping data. The utilization of deterioration gauges inside the examination of the budget reports is a chance to know whether the organization keeps up its structure stable after some time, or to have the option to find its shortcomings corresponding to its area (Sagner, n.d.). CSR ltd is a recorded organization in the ASX that produces building materials and items. It was established in 1855 as a pilgrim sugar refining organization. In this report, we will break down specific proportions of this organization and contrast it and Boral ltd, an organization that is in a similar structure industry and look at how the two organizations are getting along according to each other (Wingard-Nelson, 2012). The proportions show that the organization is performing great as its proportions fall inside what the ideal proportions ought to be. Proportion FORMULAE 2014(millions) 2015(millions) 2016(millions) Net overall revenue Net gain/Net deals 99.1/511.4=0.194 146.7/654.5=0.224 169.3/771.5=0.219 Resource turnover Deals/Total Assets 1746.6/2008.3=0.869 2023.4/2119.3=0.955 2298.8/2215.8=1.03 Current proportion Current Assets/Current Liabilities 635.5/425.2=1.49 704.9/466.3=1.51 785.7/488.8=1.61 Brisk Ratio (Cash+Accounts Receivables)/Current Liabilities (5.9+54)/425.2=0.14 (68.4+51.4)/466.3=0.26 (73.1+319.6)/488.8=0.81 Obligation Ratio All out Debt/Total Assets 851.1/2008.8=0.42 913.3/2119.3=0.43 898.6/2215.8=0.41 Money cycles This is a metric that is utilized to quantify a companys the executives adequacy and the general strength of the organization (Wingard-Nelson, 2012). It quantifies how quick money close by can be changed over into creditor liabilities and stock, through records receivable and deals and afterward again into money. 2014 2015 2016 Stock being Current Inventory/Operating Revenue * 365 (326.4+66.1)/511.4*365=280 days (320+76.2)/654.5*365=220days (348.8+72.7)/771.5*365=199days Records Receivablesbeing Debtors/Operating Revenue * 365 (251.1+54)/511.4*365=217.7 days (268.7+51.4)/654.5*365=178.5days (319.6+51.3)/771.5*365=175.5days AccountsPayables being Creditors/Operating Revenue * 365 (195+5.4)/511.4*365=143 days (236.8+16.3)/654.5*365=141.1days (260.6+18.9)/771.5*365=132.2days Money change cycle= 355 days 257 days 243 days This organization should progress in the direction of diminishing its money change cycle days. References Allman, K. what's more, Escobar de Nogales, X. (2015). Effect venture. Hoboken, NJ: Wiley. Balasundaram, N. (2012). Proportion examination. [Place of distribution not identified]: Lap Lambert Academic Publ. Lead With Cash. (2010). World Scientific. Sagner, J. (n.d.). Working capital administration. Schmidlin, N. (2014). The craft of organization valuation and fiscal report examination. Chichester: John Wiley Sons. Vinturella, J. what's more, Erickson, S. (n.d.). Raising pioneering capital. Wingard-Nelson, R. (2012). Percents and proportions. Berkeley Heights, NJ: Enslow Publishers.

What is the Dissertation and How to Write A Dissertation

What is the Dissertation and How to Write A Dissertation What is the Dissertation? Summary What is the Dissertation?How to Write a DissertationFormat of Effective DissertationTitle pageAcknowledgmentsAbstractAbstract must includeTables and Figures ListTable of ContentsIntroductionLiterature reviewMethodologyResultsData included in ResultsConclusionDiscussionReference listGlossaryWrap it up Knowing how to write a dissertation is a big part of academics, dissertation created on unique research, submitted as part of a doctorate, bachelor’s degree, or master’s degree. Understanding how to write a dissertation can be horrible for some students. How to Write a Dissertation How to write a dissertation is a big question for the students. Not all dissertations are organized in the same way, and it will be reliant on your location, topic, discipline, and method. For instance, writing a dissertation in philosophies is always more organized like a lengthy post, constructing a general argument to defend the main dissertation, with chapters arranged around different case studies ortopics. Format of Effective Dissertation Title page The papers very first page contains the title of your dissertation, your position,college, degree program, department, and the date of submission. It also contains the student number, the name of your instructor, and the symbol of the college. Most systems have specific design criteria for the title page of the dissertation. Acknowledgments Typically, the chapter on acknowledgments is optional and allows you space to acknowledge everybody who assisted you in writing a dissertation. It could include your instructors, your research assistants, and your supportive family orfriends. Abstract The abstract is your dissertation’s summary, generally between 150-300 words long. Since the abstractis very brief, people are reading the first part (and often the only element) of your dissertation, so you must want it right. After the conclusion of the remainder of the dissertation, you will compose it at the very top. Abstract must include State your researchs main topic and goals.Describe your methods.Summarize the essential outcomes.State your findings. Tables and Figures List If in your dissertation, you used many figures and tables, you should include them in a list box. Besides, use the InsertCaption function in Word to create this collection automatically. Table of Contents Display all your sections and subsections and the numbers of the page in the table of contents. The subject section of the dissertation presents the user with a description of your framework and allows you to access the text quickly. Every aspectof writing a dissertation, including the appendices, need to be comprised in it. You will automatically create it in Word when using heading styles. Introduction You set up the topic to write a dissertation, intent, and significance of your writing thedissertation in the introduction, and state the student what to suppose in the remainder of the dissertation. Everything should be transparent, stimulating, and important to your work in the introduction. The audience will appreciate the analysis, which, when, and how. The presentation will take place. Literature review You should have completed a literature review before you begin your study to obtain a systematic consideration of the academic work which is present in your topic already. Methodology The section or chapter of the methodologyexplains how you performed the study so that the readers may determine its reliability. Also, you must include: the ultimate methodology and study method (e.g., quantitative, qualitative, ethnographic, and experimental). Results First, you are reporting your research results. Each section can be organized into sub-questions, theories, or subjects.The findings chapter is specifically isolated from the analysis in some domains, while the two are merged in others. Data included in Results Tables, charts, and graphs can often be useful in the section of the results.Think hard about how effectively to show the data and do not include figuresor tables, which repeat what you wrote. Conclusion The conclusion of the dissertation should respond concisely to the main question of theresearch, leaving your main point to the reader with a clear understanding. The conclusion in some scholarly conventions applies to a small section before the discussion: first, you state your general assumptions explicitly, then you analyze and explain their significance. Discussion The discussion is where you examine the significance and consequences of your research questions about the results.You will analyze the results in-depth here, addressing how they exceeded your goals. And how finethey matched with the structure you built up in earlier chapters.If either of the resultsis surprising, clarify why this could be. Besides, it is a great idea to explorepossible data definitions. And address any shortcomings that might have affected the results. Reference list You need to include complete details of all the articles you have referenced in a list of references (sometimes also called a database or bibliography or cited works). Popular types involve MLA andAPA, although the programwill often define which citation form to useâ€"review the criteria and ask your instructor if you are not sure. Glossary If you have been using several highly technical words that your reader probably does not know about, including a glossary could be a smart idea. Furthermore, list the words alphabetically, with a brief description or meaning, and describe the word. Wrap it up If you don’t know how to write a dissertation, then the above information is very helpful for you. Similarly, most of the students cannot determine what proper headings they should use in the dissertation. If you have any concerns about how to write a dissertation, you can contact us. Furthermore, our company will provide world-class solutions for dissertation writing help at very genuine prices.

Organizational Behavior - 1885 Words

INTERNATIONAL JOURNAL OF MANAGEMENT, BUSINESS, AND ADMINISTRATION VOLUME 15, NUMBER 1, 2011 Expectancy Theory of Motivation: Motivating by Altering Expectations Fred C. Lunenburg Sam Houston State University ________________________________________________________________________ ABSTRACT Vroom’s expectancy theory differs from the content theories of Maslow, Alderfer, Herzberg, and McClelland in that Vroom’s expectancy theory does not provide specific suggestions on what motivates organization members. Instead, Vroom’s theory provides a process of cognitive variables that reflects individual differences in work motivation. From a management standpoint, the expectancy theory has some important implications for motivating†¦show more content†¦If there is no perceived relationship between a good performance rating and a salary increase, then the instrumentality is 0. FRED C. LUNENBURG _____________________________________________________________________________________3 Valence Valence is the strength of an employee’s preference for a particular reward. Thus, salary increases, promotion, peer acceptance, recognition by supervisors, or any other reward might have more or less value to individual employees. Unlike expectancy and instrumentality, valences can be either positive or negative. If an employee has a strong preference for attaining a reward, valence is positive. At the other extreme, valence is negative. And if an employee is indifferent to a reward, valence is 0. The total range is from -1 to +1. Theoretically, a reward has a valence because it is related to an employee’s needs. Valence, then, provides a link to the need theories of motivation (Alderfer, Herzberg, Maslow, and McClelland). Vroom suggests that motivation, expectancy, instrumentality, and valence are related to one another by the equation Motivation = Expectancy x Instrumentality x Valence. The multiplier effect in the equation is significant. It means that higher levels of motivation will result when expectancy, instrumentality, and valence are all high than when they are all low. The multiplier assumptionShow MoreRelatedOrganizational Citizenship Behavior4841 Words   |  20 PagesTable of contents: Page # 1. Literature Review 1 1.1. What are Organizational Citizenship Behaviors (OCBs) 1 1.2. OCB and its link with Organization 3 1.3. How OCB’s are exhibited by employees 4 1.4. Importance of OCB 5 1.5. Effect of OCB on employees 6 2. Introduction to Organization 6 2.1. Allied Bank Limited 7 2.2. Meezan Bank Limited 7 2.3. First Women’s Bank 7 2.4. MCB 7 3. Findings and resultsRead MoreOrganizational Behavior1284 Words   |  6 PagesBachelor of Business Administration (Hons) Course Title : Organizational Behavior Course Code : BUS 250 Year of Study : 2 Number of Credits : 3 credits Duration in Weeks : 12 weeks Contact Hours Per Week : 3 hours Pre-requisite Course(s) : BUS 120 Principles and Practice of Management Course Aims The course provides students with a conceptual and a pragmatic approach to understand the employees’ behavior in the organization. This course equips students with the knowledgeRead MoreOrganizational Behavior1387 Words   |  6 PagesOrganizational Behavior Michael J. Bonnie CJA444 June 5, 2014 Eddie Gordon Organizational Behavior Organizational behavior is the study of how employee’s behavior interacts within an agency’s work environment. It includes many subjects which include sociology, communication, psychology, and management. Its primary purpose is to review and report in the ever expanding study in criminal justice organizational behavior areas in the workforce. This discussion focuses on the forces of change andRead MoreEssay Organizational Behavior1057 Words   |  5 PagesOrganizational Behavior Organizational behavior: Organizational behavior refers to the attitudes and behavior of the individuals in the organization. Organizational behavior is a inter-disciplinary field of study that draws from many of the behavioral sciences. The goal of organizational behavior is to apply the concepts from the other behavioral sciences to pressing problems that management may be facing, as well as applying organizational behavior to the administrative theory and practicesRead MoreOrganizational Behavior And Human Behavior1217 Words   |  5 PagesOrganizational behavior studies the impact of groups, individuals, and structures have on the personal human behavior within many organizations. There is many different definitions of organizational behavior, but they are all relatively the same in all cases. â€Å"Organizational behavior studies organizations from multiple viewpoints, including behavior within the organization and in relation to other organizations (Boundless.com).† This is not just the study o n one organization, but the study withinRead MoreOrganizational Behavior : Organization Behavior2093 Words   |  9 PagesIntroduction Organization behavior is the study and application of information regarding how an individual or group of people within an organization behaves. According to John Schermerhorn author of the book Organizational Behavior Twelfth Edition, organizational behavior is the key characteristic used to maintain and enhance interaction levels amongst employees within a company (Schermerhorn, 2011). There are additional characteristics such as leadership, openness to confer in relation to issuesRead MoreOrganizational Behavior And Organizational Behaviour1644 Words   |  7 PagesThe above drawn figure shows about organisational behaviour. It highlights the bonding among human behaviour in organizational settings, the individual - organization interface, the organization, the environment surrounding the organization. In an organization each and every individual brings its own experience, managerial and effective skills. Classical Organizational theory:- Popovich (2010) said that in this theory, the concentration mainly goes in how an organization can be structured inRead MoreOrganizational behavior1577 Words   |  7 PagesOrganizational Behavior: An Analysis of Helm Fire and Rescue Company Introduction Organizational Behavior is referred to as the study of individuals and their relative behavior subject to the existing organizational environment. The concept applies in a diverse workplace setting in different ways and had diverse impacts to the organization. Organizational behavior field includes communication, sociology, psychology, and management. The concept is subject to both internal and external factors affectingRead MoreOrganizational Behavior5621 Words   |  23 PagesChapter 1 - The Field of Organizational Behavior Multiple Choice Questions 1. Pharmacia is an example of a company that: a. experienced culture clashes as a result of a merger. b. ignored technological advances to its harm. c. is a great employer in terms of human resources, but an unprofitable company. d. focused on balance sheets rather than human resources. Answer a Page 2 2. _____ is a structured social system consisting of groups and individuals working together toRead MoreOrganizational Behavior And Organisational Behavior2512 Words   |  11 PagesNowadays with the new millennium speeding towards us and competitive advantage more rapidly than ever, organisational behavior is one of the most direct relevance study for deeper understanding of management context. Indeed, it’s about how people organised and managed at work, which contains the study of leadership, motivation and organisational design to examine human behaviour in relation to various psychological, social and political conditions. The purpose of study this subject from regulatory

The Rise And Fall Of Empires - 1580 Words

Chau’s thesis that the rise and fall of empires was due to tolerance, inclusion, difference, and diversity is shown to be true of the Roman Empire because of the way that tolerance allowed and caused the empire to rise, enter its golden age, and fall. The Roman Empire was a â€Å"hyperpower† that lasted from 44 BCE to 476 CE. The empire contained Western, Southern, and Eastern Europe, along with North Africa; thus, there was an abundance of culture from many different conquered groups. Romans wanted to make these conquered nations provinces of Rome. The Roman Empire began (and the Roman Republic ended) with the assassination of Julius Caesar, who wanted to be a dictator. No longer a republic, the lands already ruled by Rome became part of an empire. The government became centralized with a single ruler, the emperor. However, even before the empire, during the Republic, there was also the similar feeling of wanting to conquer other nations was there. The Roman Empire’s rise began before its coming into existence. Founded in 753 BCE on the Tiber River, Roman myths say that two brothers founded Rome. Rome â€Å"became known for its generosity, particularly toward refugees†¦Ã¢â‚¬  (35). Rome formed military alliances with other nations and tried to incorporate other Italian tribes such as the Etruscans and Umbrians into Roman society and culture. Rome was not harsh or cruel after they defeated their foes. They were like the Persians and offered a treaty with the conquered group. The groupsShow MoreRelatedThe Rise And Fall Of Empires1852 Words   |  8 PagesWhat makes a great empire? In the history of mankind, there have been many empires that have been termed as â€Å"great†. But what made them great and how did they become great? Often times, the things that made them great can also be their downfall. There are countless empires that have risen and fallen-the Islamic Empire, the Mongolian Empire, the Chinese Empire, the Roman Empire, the Inca Empire, the Aztec Empire, the British Empire; the list goes on and on. Each of them had a distinct advantage thatRead MoreThe Rise And Fall Of The Mongol Empire1318 Words   |  6 Pages The Rise and Fall of the Mongol Empire The term â€Å"Mongol† is often thought of as negative; most think of the cruel, violent and barbaric people of ancient china. While this is true in some aspects, the Mongol’s of ancient china were way more than just this. In Genghis Khan and the Making of the Modern World, we learn just how advanced and how massive the Mongol empire was. Genghis Khan and the Mongols were the dominant force that shaped Europe, Asia and consequently the modern world. 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Policy Framework Development Free Essays

string(184) " has been claimed that a system providing services according ability-to-pay rather than healthcare need, ensures decreased availability and accessibility to services† \(Danis et al\." Introduction In this essay, I will discuss the welfare state since World War II and how it has impacted society in England and Wales. In addition, I will discuss the importance of social policy, how it was developed and the four most frequently used approaches. The ideas behind these approaches will be explained and some examples of such policies in different fields will be provided. We will write a custom essay sample on Policy Framework Development or any similar topic only for you Order Now Overall, evidence will be provided on how social policy became educational discipline in its own right. The origins of the National Health Service One of the most drastic social policies put into action in England and Wales has been the implementation of free medical treatment for all, through the National Health Service. According to Alcock (2008), illness was very common and health care expensive before the National Health Service (NHS) came into existence in 1948. Poor housing, overcrowding, poor sanitation, malnutrition and lack of education were common, enabling the spread of infectious diseases such as tuberculosis. Life expectancy was considerably lower, at a mere 60 years. During the 19th century, health care was provided through the workhouse, or municipal and voluntary hospitals. The rich were often treated in their own homes or in a private practice. A lady Almoner was responsible for carrying out a means test, which determined who got medical treatment, she was also responsible for approaching charities for funding. (Alcock, 2008) The ideology behind the development of the NHS was to put an end to ignorance, squalor, disease and poverty, by ensuring health care was available to all. This included free treatments for all, a family benefit scheme and full employment. Although some saw it as a politically risky move, Prime Minister Churchill gave his full backing for the NHS in 1943, thus starting the reform towards free health care. As Bochel reports: â€Å"During 1944, White Paper proposing a national health service, and the election of a Labour Government in 1945 made the establishment of a NHS almost certain. The necessary legislation was passed in the 1946 National Health Service Act.† (Bochel, 2009, p. 332). Finally, the NHS became a reality on July 5th 1948. It was an enormous achievement but due to the significant investment in time, money and resources, it was not met without opposition- this was a time when there were food and fuel shortages, as well as a dollar economic crisis. However, the general public wanted the new service to succeed, and as such Britain became the first country in Western Europe to offer free medical service, funded through the general taxation system. According to Bevan: â€Å"It was based on three core principles which include; it meets the needs of everyone, to be free at the point of delivery and it to be based on clinical needs, not ability to pay.† (National Health Service History, 2012). These core principles have remained the same since the creation of the NHS (Bochel, 2009,p. 332). However, free health care as provided by the NHS proved to be very expensive, with the drug bill increasing from ?13 million to ?41 million within the first two years of its creation. Additionally, as medicine progressed as a science, new technologies and methods increased the cost of the NHS from ?200 million to ?300 million. The provision of free health care for all led to excess demand, adding pressure to the already limited medical resources. The Government was reluctant to cover the excess cost, as it needed to invest in other sectors, such as education. As a result, charges for certain services, such as spectacles and dentures, as well as for prescriptions were implemented (Alcock2008). Neo-liberal ideology and the NHS In 1979, when the NHS had been in place for several decades, a Neo Liberal Government was elected, with little sympathy for the state provision of welfare and the high level of expenditure associated with it (Bochel, 2009, p. 332). Neo-liberal ideology supports the reorganization of the financial and organizational aspects of healthcare services worldwide, based on the argument that the then-existing health systems had failed. According to the recommendation report in 1983, four major problems of health systems globally were: i) misallocation of resources; ii) inequity of accessing care; iii) inefficiency; and iv) exploding costs. It was claimed that government hospitals and clinics were often inefficient, suffering from highly centralised decision-making, wide fluctuations in allocations, and poor motivation of workers (Alcock, 2008). Quality of care was also low, patient waiting times were long and medical consultations were short, misdiagnosis and inappropriate treatment were comm on. Also, the public sector had suffered from serious shortages of medical drugs and equipment, and the purchasing of brand-name pharmaceuticals instead of generic drugs was one of the main reasons for wasting the money spent on health (Navarro, 2007). Private providers were more technically efficient and offer a service that was perceived to be of higher quality. Neo-liberal policies Examples of policies implemented by the Neo-Liberal Government were those based on cost-effectiveness. Cost-effectiveness was presented as the main tool for choosing among possible health interventions for specific health problems. Disability-adjusted life years (DALYs) were used to measure the burden of disease and thus allowing comparisons between specific health problems. Greater reliance on the private sector to deliver clinical services was encouraged, with the expectation that it would raise efficiency. It was suggested that Governments should privatise the healthcare services, by selling the public goods and services, buying the services from the private sector, and supporting the private sector with subsidies. In order to increase efficiency, unnecessary legal and administrative barriers faced by private doctors and pharmacies would need to be removed. Neoliberal policies in healthcare were heavily criticised as they reportedly misdiagnosed the problems and its treatment, leading to a situation worse than it was before the policies were implemented. Shrinking from welfare state to minimum liberal state, retreating from most of the public services and letting the area to irrationality of market dynamics is making pharmaceutical, medical technology, insurance, and law companies the lead actors. It has been claimed that a system providing services according ability-to-pay rather than healthcare need, ensures decreased availability and accessibility to services† (Danis et al. You read "Policy Framework Development" in category "Essay examples", 2008; Janes et al., 2006; Unger et al, 2008). New Labour and the NHS In 1997, the New Labour Government was elected, with a main focus to make a significant improvement on peoples’ health. This was expected to be done by rebuilding the health services within the NHS through â€Å"decentralizing of power and decision-making to local health trusts†. Decentralising was important in order to achieve increased responsiveness to local health needs by widening patient choice, and promoting organizational efficiency. The underlying premise was that decentralization would shorten the bureaucratic hierarchical structure and allow flexibility for local trust managers and health professionals- thus improving organizational performance from the ‘bottom-up’ (Crinson, 2009 :p 139). In 1997 the Government put forward its plans in the White Paper: â€Å"The New NHS: Modern, Dependable† (Blakemore 2003:p 172). The objective was to reduce bureaucratic control from the centre and restore autonomy to health professionals within the NHS. A t the same time, the Government was determined to limit public expenditure by looking at what was already put in place by the previous government. One of the new Labour objectives was to reduce the number of people on the treatment waiting list by offering patients greater choice of provider at the point of inpatient referral. This was put in place from January 2006 onwards, where patients have been offered a choice of at least four hospitals when referred for treatment by their general practitioner. In addition, a new inpatient booking system was put in place, where patients themselves could book their place and time of treatment (Adam, 2006). In 1998, health inequality targets were included in the public service agreements with local government and cross-department machinery was created to follow up a ‘Programme of Actions’, which had the general aim to reduce inequality in terms of life expectancy at birth, and to reduce the infant mortality rate by 10 per cent by 20 10 (Glennerster, 2007 : p 253). Examples of health care policies implemented by New Labour are: Maximum waiting times for in-patient treatment: six months by 2005 and three months by 2008; Patients able to see a primary care practitioner within twenty-four hours and a GP within forty- eight hours; Maximum waiting time of four-hours in emergency rooms; Plans to improve cancer treatment and health inequalities. In addition, in order to improve efficiency, two bodies were set up to give advice and push for more consistent and effective clinical standards in determining the cost of new drugs and procedures. This was the National Institute for Clinical Excellence (NICE) (Glennerster,2007 : p 250). However, as argued by Peckham and colleagues (year?), the decentralization of the NHS had mixed results. They note that the process of decentralization was not clear and that there were contradictions, reflecting a simultaneous process of centralization and decentralization, in which local performance indicators were centrally-set. If achieved, this resulted in increased financial and managerial autonomy. However, there was some supportive evidence that decentralization had improved patients’ health outcome, as well as improved efficiency in coordination and communication processes (Crinson, 2009 : p 140). The Government at the time met its target for treatment waiting lists by 2000- the number of people on the waiting list had fallen by 150,000. However, one main criticism came from the doctors, nurses and other health professionals where they were the ones dealing with prioritizing patients based on medical need, whilst having to explain to other anxious and angry patients w hy their treatment is delayed (Crinson, 2009). Coalition Government and the NHS In 2010, the newly established Coalition Government published the NHS White Paper ‘Equity and Excellence: Liberating the NHS policy’, prepared by the Department of Health. This policy included important changes compared to those proposed by the previous Government, and reflected the aims of the Coalition’s five year plan. Some of the proposed changes include: i) responsibility for commissioning of NHS services shifted to GPs, as the Primary Care Trusts and Strategic Health Authorities were dissolved, and ii) Foundation Trust status granted to all hospitals, ensuring increased autonomy and decision-making power. These reforms were part of the Coalition’s broader goal to give more power to local communities and empower GPs. By way of estimation, it is expected that this cost to about 45% for the NHS management. Strengthening of the NHS Foundation Trusts in order for these Trusts to provide financial regulation for all NHS services was another objective of the reform. An independent NHS board was set up, with the aim to lead and oversee specialised care and GP commissioning respectively. The objectives behind the Coalition Government’s plans was to increase health spending in real terms for each year of Parliament, with full awareness that this would impact the spending in other areas. The Coalition Government still maintained Beverage idea that all health care should be free and available to everybody at the point of delivery, instead of based on the ability to pay. It was expected that this approach would improve standards, support professional responsibility, deliver better value for money and as such create a healthier nation. Although the Prime Minister rectified it in his speech, the Government failed to provide a clear account of the shortcomings of the NHS and its challenges. The preparation of the White Paper, which was to pass the coalition committee’s examination, saw more compromises. The elimination of PCTs was not foretold but the conservatives would make PCTs remain as the statutory commissioning authority responsible for public health despite their commitment to devolving real budgets to GPs. It was rumoured that the Liberal Democrats policy of elected representatives to PCTs appear weak. The compromise was to give greater responsibility for public health to local authorities and eliminate PCTs. This resulted in the formation of the GP commissioning consortia and the Health and Wellbeing Boards. Despite concerns raised by stakeholders, the proposals saw just a few changes. Maybe we can call it a missed chance in retrospect. Conclusion In conclusion, it can be argued that without the NHS coming to force when it did at such a dire time after the Second World War, the already high mortality rates would have continued to rise. The NHS was vital in changing peoples’ lives in England and Wales and around the world. The system was designed meet everyone needs, regardless of financial abilities and without discrimination. Many changes have taken place since the birth of the NHS in 1948. Four different Governments adapted the NHS with their policies and legislation. However, throughout its evolution, the NHS still provides healthcare free of charge, as was intended from its conception. References Alcock, (2008). Social Policy in Britain. 3rd ed.Basingstoke: Palgrace Macmillan Alexion Pharma (2010). Politics and Policy [Online] www. [email protected] Available From: http://www.pnh-alliance.org.uk/politics-and-policy/the-department-of-health-publishes-equity-and-excellence-liberating-the-nhs. [Accessed on: 06 Nov. 12] Blakemore, K (2003). Social Policy an introduction. 2nd ed. United Kingdom: Open University Press. Blakemore, K, Griggs, E. (2003). Social Policy an introduction. 3nd ed.England: Open University Press. Bochel, H., Bochel, C., Page, R., Sykes, R. (2009). Social Policy Themes, Issues and Debates. 2nd ed. England: Pearson Education Limited. Crinson, I. (2009) Health Policy a critical perspective. London: Sage Publication Ltd. Glennerster, H. (2007). British Social Policy. 3rd ed. Oxford: Blackwell Publishing. Danis, M.Z., Karatas, K., Sahin, M.C. (2008). Reflections of neoliberal policies on healthcare field and social work practices. World Applied Sciences Journal, 5(2), 224-235. Ezeonu, I. (2008). Crimes of globalization: health care, HIV and the poverty of neoliberalism in Sub-Saharan Africa. International Journal of Social Inquiry, 1(2), 113-134. Hospital Stories from Hell: National Health Videos (1998) [DVD] London: Channel 4. Recorded off –air 19/03/1998 Macara, S. ( 1998). Nursing Studies. BBC News: True to its principles [Online]. Available from: NHS Choices. Moonie N. (2003). Health and Social Care. Series ed. Oxford: Heine Educational Publisher. Navarro, V. (2007). Neoliberalism as a class ideology; or, the political causes of the growth of inequalities. Int J Health Serv, 37(1), 47-62. NHS. ( 2012). Nursing Studies. About the NHS: NHS core principles [Online]. Available from: NHS Choices. Oliver, Adam. â€Å"Further progress towards reducing waiting times†. Health Policy Monitor, April 2006. Available at http://www.hpm.org/survey/uk/a7/1 . [Accessed on: 14 Nov. 12] Pennies from Bevan: National Health Videos (1998) [DVD] London: Chanel 4. Recorded off –air 14/06/1998 Rivett, G (2012). Nursing Studies, National Health Service History. [Online]. Available from: http://www. NHS history.net [Accessed 06 March 2012). Socialist Health (2010). Coalition Health Policy 2010 [Online] http://www.sochealth.co.uk. Available From: http://www.sochealth.co.uk/campaigns/health-and-social-care-bill-2012/coalition-health-policy-2010/. [Accessed on: 06 Nov.12] Viveash, B, Senior, M. (1998). Health and Illness. London: Macmillan Press. How to cite Policy Framework Development, Essay examples

Roll crusher doe coal crushing plant Essay Example

Roll crusher doe coal crushing plant Essay Usage and Application of Rollers Crusher Roller Crusher is widely used for secondary and fine crushing in the industry of mining, building materials, chemical industry, metallurgy and so on. It can crush materials in middle hardness, such as rocks, ore, coke,lump coal, slag, mineral slag, cement clinker, fireproof materials and so on.Working Principle of Rollers CrusherThe motor drives the fixed roller and movable roller to work via reducer, V-belts or coupling. Materials are put into the space between the the two rollers via the feed entrance, as the two rollers inward turning, the input materials are crushed, pressed, and at last come out from the bottom of the machine.Features of roller crusherCompact structure, low noise and efficiency.Easy to install, no need of foundation almost.The pressure and end products size can be easily adjusted.Low maintenance cost and easy to maintain.Zhengzhou Great Wall Machinery Co., Ltd is located in Zhengzhou Hi-tech Industrial Development Zone. A dhering to the spirit of â€Å"do own job well , keep improving, technical innovation, forge ahead† and depending on the strong technology research development strength and the excellent facilities , after more than twenty years exploration and innovation of the production management , now our company has become a competitive and influential large and medium-sized mining machinery manufacturer.Great Wall self-developed and manufactured a series of products with core competitiveness, roll crusher, such as cone crusher , VSI sand making machine , jaw crusher, impact crusher, high pressure suspension mill etc . The main products involve stone production line, sand making line, mobile crushing plant, grinding plant and other complete set of equipment for mining. So we are able to provide advanced and high efficient equipment for big projects in various fields, such as mining, building materials, railway, highway, bridge, water electricity, coal, chemicals etc.cone

The Bureaucracy in the United States Essay Example

The Bureaucracy in the United States Essay Example The Bureaucracy in the United States Paper The Bureaucracy in the United States Paper Some examples of bureaucracy in the United States are: the International Revenue Service, which collects taxes from citizens. The Federal Bureau of Investigation, which looks into crimes for American citizens. The Postal Service, which delivers mail to citizens and the Health Care Financing Administration, which reimburses states fro money, spent on health care for the poor. An Iron Triangle is the relationship among an agency, a committee and an interest group. For example the Department of Veterans Affairs is a triangle made up of the house and Senate committees on Veteran Affairs and Veteran’s organizations. These three would make up a strong alliance with each other. The department would do what the committee wanted them to do and in return get political support and budget appropriations and the committee would do what the department wanted and in return get votes and campaign contributions. The Department of Housing and Urban Developing is also and Iron Triangle because it works closely with mayors and real-estate agents. Another example of this is the Department of Agriculture, which works closely with form agencies. The Small Business Administration works closely with congress and loan programs that make it so strong that even the most popular President cannot beat them. The Federal Communications Commission works with broadcasters and heads of cable-television companies. They however are feeling the pressure of separate demands coming from both the television guys as well as the broadcasters. The common government agency today is not an iron triangle but an issue network. An issue network consists of people in Washington based interest groups, on congressional staffs, in universities and think tanks, and in the mass media who regularly debate government policy on a certain subject. The networks are split along political, ideological, and economic lines. When Reagan became president he filled these jobs with people who were from that part of the issue network holding free-market or anti-regulation views. When Bush became president he filled them with more centrists member of the issue network. Clinton then brought back the consumer activist and Bush Jr. will probably follow in his father’s footsteps and fill these positions again with centrist members.

The Purpose of a Resume - Resume Tips for Recent Graduates

The Purpose of a Resume - Resume Tips for Recent Graduates This article was originally posted at New Grad Life. A common misconception about resumes is that they are meant to describe what you did in your past jobs. In actuality, the most effective resumes are written from a FUTURE perspective. In other words, your resume will work if you think about what a potential employer would want to know about how you WILL perform. What experience do you have that will make you a contribution to their firm or organization? Photo by Ed Brambley, CC-BY-SA 2.0 If you are writing a resume from the perspective of the FUTURE, here’s what will happen: 1. Measurable Results. You will write detailed bullets that demonstrate your capability to achieve measurable results. That means: include numbers as often as possible. Don’t just say you tutored students; say how many and by how much their grades improved. Don’t say you were successful; tell us exactly what results you achieved. Don’t just say â€Å"increased;† tell us by what percentage. Your readers will imply that you can produce similar results for them. 2. Finding Relevance. You will think about the purpose and priority of each item on your resume. Does it matter that you worked as a bartender if you are now applying for marketing positions? Maybe, if you you were a student working 20 hours/week and still maintained a 3.8 GPA, or if you were the highest-tipped bartender at the establishment. Additionally, bartending demonstrates your ability to multitask and interact with a wide variety of people. But it does not need to take up three lines on your resume, just because it’s what you did; you can make it a short bullet under your â€Å"Education† section to show you were doing it while in school full time. 3. Deleting Irrelevant Items. You will delete anything that is irrelevant or of minimal importance to your future. These things include stuff you did in high school. High school activities are no longer relevant – you had 4 years of college to become who you are now, and if you did less in college than you did in high school, looking into the future, the logical conclusion is that you will do less and less as time goes on. Let us help you look your best on your resume and in all your writing. The Essay Expert provides writing help with LinkedIn profiles, resumes, cover letters, and other writing projects.

Impact of climate change on timber engineering structures Research Paper

Impact of climate change on timber engineering structures - Research Paper Example The differing opportunities and threats posed by timber structures and climate change are outline below. 1. TIMBER STRUCTURES AND BUSHFIRES Climate change has been related to bushfires directly and increasing temperatures have been taken as a sign that bushfires are only bound to increase in the future. An estimate puts the change in temperature due to global warming in Australia between 0.4 and 2oC by the year 2030 above the 1990 levels while the change by 2070 is projected between 1 and 6oC. (Preston & Preston, 2006) It could easily be expected that the exposure of timber to bushfires would result in the timber structures being damaged beyond repair by fires. However this is not entirely true as timber structures do not face any real threats as long as the heat from the bushfires is radiant in nature. Appropriately AS 3959-2009 specifies three classes of timber that can be used in areas at risk of bushfires. These ratings are based on the BAL (Bushfire Attack Level) ratings and include timber with a seasoned density of 650 kg/m3, 750 kg/m3 and timber that is resistant to bushfire. Timber is made resistant to bushfire t hrough the use of the materials inherent properties, by dousing and coating with fire retardant chemicals or through the application of fire retardant substrates. (Standards Australia, 2009) However AS 3959-2009 does not place any constraints for using special timber classes in places where no direct exposure to heat is speculated. Such regions of timber usage include the floors, wall frames, roof framing walls, ceiling lining etc. The timbers specified for use in the standard mentioned above are found abundantly in Australia. Seven kinds of timbers with high densities are specified as being fire resistant and their testing has proved the levels of endurance that could be expected with their use. Based on these pieces of evidence it can be inferred that timber can be used in increasing numbers without the risk of significant impacts from climate change on timber engineered structures. 2. Spread of Termites and Other Pests Another major impact of climate change has been its help to spread various species of insects beyond their normal modus operandi. The increase in temperatures is driving more and more species to occupy newer areas. In the Australian context there has b een a net migration of a number of different plants, animal an insect species towards the south as temperatures are on the rise. The increasing temperatures provide these species with better breeding grounds that are favourable so a net migration occurs. The case of malaria moving farther down south is just one such manifestation (McMichael, 2003) where the operating areas for mosquitoes have increased as global temperatures are on the rise. A similar problem is exhibited through the spread of termites to newer locations as temperatures become more and more favourable for their breeding and growth. Regions like Victoria are more at danger than others because 30 of the 78 municipalities in Victoria do not require any anti-termite protection for buildings. This indicates that most of the buildings, houses and other structures in these municipalities will be prone to termite infestations in the near future. At present there is little to no action on the part of the government to mitiga te such threats. The various builders, developers and purchasers should be alerted by the local government as to expected chances of termite and other pest based infestations. Moreover there is dire need for coordination between government regulatory agencies and etymologists in order to identify the migration patterns of termites and other such pests that could cause large damages in the future. 3. Increased

Evaluation of Website Content Essay Example | Topics and Well Written Essays - 500 words

Evaluation of Website Content - Essay Example The site does not specify an author’s name but it states the copyrights are with Tom Way. The institution said to have published this document is the ‘Environmental Assessment Center, United States. It also specifies that the Dihydrogen Monoxide Research Division is situated in Newark, Delaware. The main aim of this site is to provide a platform for discussion by providing unbiased data. Though the URL of the site is given, the publisher does not disclose his qualifications. The chief goals of this site are to provide unbiased data on the subject of Dihydrogen Monoxide and also serve as a forum for discussions. The information given seems to be fairly detailed but one cannot guess how much of it is true. Moreover, the page seems to be a mask for advertising and therefore, the information cannot be said to be authentic or accurate. The name of the author has not been specified and it seems as though information and data have been gathered from various places. The site has an online store selling T. shirts and other things and the general public are asked to visit and lend their support by purchasing them. The site gives the last updated date, but this does not seem to be valid because it looks to be automatically updated every day and proves to be inauthentic. Moreover, it clearly states – â€Å"content veracity not implied† which clearly proves that the site is invalid as also its information. In addition, the site does not have a home page and an ‘about us’ page to give us information about the people running the site.

Job Satisfaction And Its Importance In The Workplace Education Essay

Job Satisfaction And Its Importance In The Workplace Education Essay Job satisfaction is increasingly becoming important in the workplace. Employers now recognise that the happier their employees are, the better will be their attitudes towards the work, the higher their motivation and the better will be their performance. Job satisfaction in any field of work depends a lot on how conducive the work environment is. The work itself, the pay and the scope for promotion are only some of the factors which have an impact on job satisfaction. Educators job satisfaction is important as it has a direct impact on students achievement and their future career (Pitkoff, 1993). An educator who is unsatisfied with his/her job tends to be unmotivated and more likely to escape from his/her responsibilities. In these circumstances, we tend to see an increase in absenteeism among teachers. Such educators usually show little concern in school matters and this obviously has a negative impact on the performance of our children. Various studies have been carried out in the past to assess the impact of motivation and job satisfaction on employee productivity and performance (Vroom, 1964). Some of these studies have found a positive relationship between job satisfaction and job performance which leads to the conclusion that satisfied employees tend to perform much better than less satisfied ones. 2.1 Definition of job satisfaction Job satisfaction is one of the most investigated topics in the fields of organizational behaviour. The most-used research definition of job satisfaction is by Locke (1976), who defined it as . . . a pleasurable or positive emotional state resulting from the appraisal of ones job or job experiences (p. 1304). It is now recognized that job satisfaction is a global concept that also comprises various facets (Judge et al., 2001) including pay, promotions, co-workers, supervision, the work itself, recognition, working conditions, and company and management. Job satisfaction has also been defined as the extent to which a staff member has favourable or positive feelings about work or the work environment (De Nobile, 2003). It refers to the positive attitudes or emotional dispositions people may gain from work or through aspects of work (Furnham, 1997; Locke, 1976). Ivancevich et al. (1997) defined job satisfaction as the feeling and perception of a worker regarding his/her work and how he or she feels himself well in an organization. Davis and Newstrom (2003) and Dessler (2001) describe job satisfaction as a set of favorable or unfavorable feelings for the employees to perceive their work and that determine the possibility of a major disposition to achieve higher performance. Therefore, job satisfaction refers to an individuals general attitude toward his or her job (Robbins, 1998). Jensen (2000) defines job satisfaction as: a sense of personal growth most often measured by the extent of new challenges and learning situations experienced (p. 1). On the other hand, job dissatisfaction refers to unhappy or negative feelings about work or the work environment (Furnham, 1997). There exist many factors which may result in job dissatisfaction. Some of them are poor working conditions, overwork, low levels of pay, no scope of promotion or career advancement and lack of recognition. But what is worst are the consequences of job dissatisfaction which obviously affect both the employees and the organization. It may result in loss of motivation, lack of interest, frustration, poor productivity, absenteeism and even high turnover rates. To sum up, we can say that job satisfaction describes how content an individual with his or her job and also implies doing a job one enjoys, doing it well, and being suitably rewarded for ones efforts. Job satisfaction further implies enthusiasm and happiness with ones work. 2.2 Factors affecting job satisfaction Job satisfaction depends on several different factors such as satisfaction with pay, promotion opportunities, fringe benefits, job security, relationship with co-workers and supervisors and communication within the organisation. (Nguyen, Taylor, Bradley, 2003). Job satisfaction may lead to cost reduction by reducing absences, task errors, conflicts at work and turnover. As work is an important aspect of peoples lives and most people spend a large part of their working lives at work, understanding the factors involved in job satisfaction is crucial to improving employees performance and productivity. 2.2.1 Age Age is one of the factors affecting job satisfaction. Various studies carried out in this field have shown that job satisfaction tends to increase with age. That is older employees tend to report higher satisfaction and younger employees report the lowest job satisfaction rates (Warr, 1992). However, the study carried out by Oshagbemi (2003) in United Kingdom (UK), found that the relationship between job satisfaction and age was insignificant for employees of the UK universities. 2.2.2 Gender Several researchers have examined the relationship between job satisfaction and gender (Mason, 1995). However, most studies have shown contractions in the relationship between job satisfaction and gender of the employees. On one hand, some studies have found women to be more satisfied than men (Ward and Sloane, 1998), whereas other studies have found men to be more satisfied than women (Forgionne and Peters, 1982). 2.2.3 Working environment It is essential to provide employees with a work environment which is conducive to their overall development. They need an environment which is healthy and safe and which caters for both personal comfort and facilitates doing a good job. As mentioned earlier, people spend a high percentage of their lifetime at work. So we can say that employees expect more than money for the work they do. Hence, it can be said that having a friendly and supportive environment can lead to increased job satisfaction. Syptak, Marshland and Ulmer (1999) advise organisations to do everything they can to keep the companys equipment and facilities up to date. In their article, they also recommend organisations to avoid overcrowding and allow each employee his or her own personal space, whether it is a desk, a locker or even just a drawer (p. 1). 2.2.4 Fair policies and practices Individuals who perceive that promotion decisions are made in a fair and just manner are likely to experience satisfaction from their jobs (Witt and Nye, 1992). Very often employees are demotivated and dissatisfied with their jobs because unfair policies and practices prevail at their place of work. It is therefore of utmost importance for organization to have a fair and equal system in terms of practices and policies so that there is no discrimination and frustration. It is a fact that organization which follows the right procedures to promote employees creates a culture of trust, loyalty and beliefs in the whole organization. When an employee gets fair promotion, which is generally based on his true assessment, he gets a type of recognition, and hence, increases his job satisfaction. In other words, we can say that promotion provides opportunities for personal growth, more responsibilities, and increased social status. 2.2.5 Caring organization Taylor (2000) suggested that job satisfaction is directly related to a companys investment in its employees well- being. Arthur (2001) pointed out that employees want to believe their company really cares about them. Care can be shown in various ways, but generally it takes into consideration career development, adult treatment, being taken seriously and being appreciated for a job well done. (p. 221). When people feel that the organization for which they are working cares for them and takes actions in order to improve their work and lives, they are happy and this creates higher satisfaction. These employees furthermore become loyal and committed. Advantages of job satisfaction to the organisation The Frederick Herzbergs theory and job satisfaction To better understand what keeps job satisfaction high, it is important to recall Frederick Herzbergs theory. The latter put forward that satisfaction on the job depends on two elements: hygiene issues and motivators. Hygiene issues (dissatisfiers) Motivators (satisfiers) Organisational policies Work itself Kind of supervision Achievement Salary Recognition Interpersonal relations Responsibility Working conditions Growth opportunities Job security According to the Herzbergs theory, Hygiene issues cannot motivate employees but they can help to minimize dissatisfaction, if handled properly (p. 1). These issues are directly related to the employees working environment. On the other hand, motivators create satisfaction by fulfilling individuals needs for meaning and personal growth (Syptak, Marshland and Ulmer, 1999). The above theory can be very helpful in guiding organizations on how to maintain employee satisfaction. Job satisfaction and productivity Studies have shown that, only a few organizations believe that job satisfaction is a crucial element in their overall strategy and very little is being done to promote it. This can be due to the fact that many organisations fail to understand the link between job satisfaction and productivity. Should we not care about job satisfaction? Is it true to say that happy workers are productive ones? In fact, in the right conditions and settings, job satisfaction can to a great degree lead to higher productivity. If employees feel that their jobs are fun and interesting, they will be more willing to give extra effort at work for the benefit of the whole organization. Instead if employees have the feeling that their occupations are meaningless and boring, they will have a negative attitude which will definitely lead to a decline in productivity. Job satisfaction helps to create a better working environment When employees are enjoying a higher degree of job satisfaction they tend to be more helpful and friendly with their colleagues at work. This helps to promote teamwork where sharing of information and knowledge is enhanced. Moreover studies have shown that job satisfaction among employees may lead to a better and safer working environment with lesser negative conflicts which otherwise would impede the smooth running of the organization. Job satisfaction and absenteeism and turnover High rate of turnover has always been a great problem to many organizations. It obviously results in loss of potentials and talents and causes huge losses in terms of additional costs. According to Sattler and Mullen, generally, the more productive people are, the more satisfied they tend to be and when employees feel satisfied they are less likely to leave the organization. (2007). From this, we can say that in order to retain talented people in the organisations, managers need to devise strategies in order to bring about job satisfaction. Once employees are happy and satisfied at work, the rate of absenteeism and turnover will be lower. Achievement and responsibility According to Herzberg theory, achievement and responsibility are two important motivational factors which can be used to create job satisfaction at work. Noe (2005) suggests that learning can be facilitated by providing employees with specific challenging goals and objectives (p.111). In this context, managers need to set clear and achievable goals to their employees. This will help to provide employees with a sense of achievement on completion of tasks and may bring about more satisfaction. Furthermore organisations need to empower and encourage their employees to take more responsibility. Such strategies do help to bring more satisfaction in employees and make them more loyal, committed and will have ownership interests in their jobs. Employee satisfaction can lead to customer satisfaction Numerous studies have been carried out to look at the link between customer and employee satisfaction. Many of them have shown a relationship between employee satisfaction, customer satisfaction and profitability. For example, a study carried out at Sears Roebuck Co. showed that a five-point improvement in employee attitudes led to a 1.3 rise in customer satisfaction which, in turn, generated a 0.5 increase in revenues. Brooks (2000) reviewed the relationship between financial success and customer and employee variables (e.g., customer satisfaction, employee satisfaction, etc.) and found that, depending on market segment and industry, between 40 and 80 percent of customer satisfaction and customer loyalty was accounted for by the relationship between employee attitudes and customer-related variables. Similarly, Vilares and Cohelo (2000) found that perceived employee satisfaction, perceived employee loyalty, and perceived employee commitment had a sizable impact on perceived product quality and on perceived service quality. In other words, when our staff is happy, our customers will be too. At the heart of these endeavors is a strong belief that todays employee satisfaction, loyalty and commitment influence tomorrows customer satisfaction, loyalty and commitment-and, ultimately, the organizations profit and growth. Job satisfaction is a matter of great significance for employers. As shown above, organizations benefit a lot from satisfied employees in the following ways: à ¢Ã¢â€š ¬Ã‚ ¢ Lower staff turnover à ¢Ã¢â€š ¬Ã‚ ¢ Higher productivity à ¢Ã¢â€š ¬Ã‚ ¢ Reduction in conflicts and complaints à ¢Ã¢â€š ¬Ã‚ ¢ Punctuality (reduced lateness) à ¢Ã¢â€š ¬Ã‚ ¢ Better worked morale Therefore, we can say that job dissatisfaction affects both the organisation and the employees negatively. If job dissatisfaction prevails, the organisation is likely to be affected through poor customer service, quality production and profitability. It is a clear and obvious that employees lacking loyalty and commitment will show very little original thinking and will absent themselves very often from work. All these put together will clearly result in poor performance and low profitability for the organisation. Job satisfaction in the primary educational sector It is known to everyone that reward and recognition are very scarce when it comes to the primary educational sector. Numerous studies carried out by sociologists have confirmed this. Moreover, as most of the teachers work is being carried out within the walls of closed classrooms, teachers often find themselves isolated from others without any support from peers and superiors. Due to such organisational structure, teachers do not receive appropriate feedback from others and often find it hard to work together so as to improve their work. According to Frase, 1992, many teachers leave teaching within the first three years of employment as a result of these conditions. Decision makers therefore need to find ways to retain teachers in the profession and keep them motivated and at the same time promote satisfaction. Studies have shown fairly convincingly that teachers are motivated more by intrinsic than by extrinsic rewards. Pastor and Erlandson (1982) Carried out a survey which found that teachers identify their needs and measure their job satisfaction by factors such as participation in decision-making, use of valued skills, freedom and independence, challenge, expression of creativity, and opportunity for learning. In a survey conducted by Brodinsky and Neill (1983), a majority of school administrators (and teachers) cited three policies that effectively improved morale and motivated their staffs: shared governance, in-service education, and systematic and supportive evaluation. New Theories of Teacher Motivation Frase, 1992 identified two sets of factors that affect teachers ability to perform effectively and therefore derive job satisfaction. These two factors are 1. Work context factors 2. Work content factors. Work Context Factors Work context factors are those which meet the basic needs such as à ¢Ã¢â€š ¬Ã‚ ¢ the class size à ¢Ã¢â€š ¬Ã‚ ¢ discipline conditions à ¢Ã¢â€š ¬Ã‚ ¢ availability of teaching materials à ¢Ã¢â€š ¬Ã‚ ¢ the quality of the head masters supervision and his/her leadership style According to Frase, 1992, the above context factors do not bring job satisfaction as such. However, during their absences or if not well handled, problems which might affect the teaching and learning process might crop. They may thus lead to job dissatisfaction. Work Content Factors According to Frase, once again, work content factors are intrinsic aspects related to the work itself. They include opportunities for à ¢Ã¢â€š ¬Ã‚ ¢ professional development such as further on job training leading to personal growth à ¢Ã¢â€š ¬Ã‚ ¢ Recognition of hard work à ¢Ã¢â€š ¬Ã‚ ¢ challenging and varied tasks à ¢Ã¢â€š ¬Ã‚ ¢ increased responsibility and empowerment à ¢Ã¢â€š ¬Ã‚ ¢ achievement and authority. Studies carried out by the National Center for Education Statistics in the United States (1997) have clearly shown that teachers who do not feel supported in the above fields are less motivated to do their best work in the classroom. Their data confirm that staff recognition, parental support, teacher participation in school decision making and control in the classroom are the factors most strongly associated with teacher satisfaction. Difficulties educators face in the classroom As an educator, it can bring much satisfaction to see students develop new skills and competences and achieve success in terms of knowledge. However, it may be frustrating when one is dealing with unmotivated or disrespectful students. Very often, teachers must cope with unruly behaviour and violence in the schools. Teachers may experience stress in dealing with large classes, heavy workloads, or old schools that are run down and lack many modern facilities. Accountability standards also may increase stress levels, with teachers expected to produce students who are able to exhibit satisfactory performance on standardised tests in core subjects. Many teachers are also frustrated by the lack of control they have over what they are required to teach. Working Conditions It takes a decent work environment to teach well. Art 8 or the 1966 ILO/UNESCO Recommendation states that, we must improve the working conditions and school environment so as to best promote effective learning and teaching, and enable teachers to concentrate on their professional tasks. Workload has to be fair to be able to carry or tasks effectively and must not have a negative impact on the health and safety of teachers. Also, the authorities must devote equal teaching resources to all educational institutions. School climate The values, attitudes, expectations and behaviour more or less shared by the members of a school community are generally referred to as school climate. A positive school climate plays an important role in fostering teachers performance, academic achievement of students and school motivation. A positive school climate nurtures an atmosphere of trust and mutual respect between each and everyone in the school. Teachers would like to work in schools where they can feel comfortable with their colleagues and the school leadership. Therefore, creating a healthy school environment for everyone begins by supporting healthy relationships among the staff. Healthy relationships produce a climate conducive to honesty, open communication, and risk-taking (Ames Miller, 1994). In a true learning community, cooperative learning and mutual respect are expected of faculty as well as students. Establishing a supportive school environment increases self-esteem and achievement (Cantwell, 2003). Leadership Teachers are more satisfied when their head teachers are good and model leaders. This includes motivating employees to do a good job and striving for excellence. Effective head teachers create structures in which it is clear that teachers have a certain authority. In certain schools some head teachers empower their teachers to work on certain tasks like creating a media and audio visual room, or creating other structures for the benefit and welfare of students as well as for staff members. Such kind of empowerment and trust in employees yield commitment, loyalty and higher performance at the place of work. Such leaders motivate subordinates to do more than originally expected. They raise the consciousness of subordinates about the importance and value of designated outcomes and ways of reaching them and, in turn, get subordinates to transcend their own immediate self-interests for the sake of the mission and vision of the organization. (Yammarino, Spangler and Bass,1993). Teachers performance Educators job is one which does not produce tangible goods whose quality could be measured quantitatively. Their jobs consist of preparing pupils of 5-11 years old academically and help them in their overall development. As a matter of fact, it is difficult to measure their performance. A few years back, with ranking system at the CPE level, inspectors and school head teachers used to assess the performance of their staff by analyzing the performance of students in the final exam. However, this is not an ideal way of measuring performance as there are other factors apart from the CPE pass rate which are linked to the teachers performance. Training After completion of a two year diploma course at the Mauritius Institute of Education (MIE), the educator is posted in a given school and is assigned the responsibility of a class. The MIE together with the Ministry of Education offer supplementary courses so as to upgrade the standards of educators and at the same time keep them abreast changes occurring in terms of methodology, contents and curriculum. Some of these courses are: à ¢Ã¢â€š ¬Ã‚ ¢ Certificate in Educational Management à ¢Ã¢â€š ¬Ã‚ ¢ Diploma in Educational Management à ¢Ã¢â€š ¬Ã‚ ¢ Advanced Certificate in Educational Management After the completion of these courses, educators are eligible for a rise in their salary and furthermore are eligible to postulate for jobs like Deputy Head Teacher and Head Teacher. It is a fact that the more positive the perceptions employees have concerning the usefulness and scope of advancement the training sessions will provide to them, the higher will their job satisfaction. Promotional prospects Promotion in the primary sector is based on seniority. It is only after about twenty five years of service that a teacher will be automatically promoted to Deputy Head Teacher. From there, the latter will have to wait for some five more years to aspire to become the head of a school. As a matter of fact, the promotional scope is rather restricted and this is a real demotivating factor to many educators in the field.

Attrition Rate in the Call Center Industry

Attrition has been an evident problem for every organization due to either jack of appreciation or lack of proper job sculpting. But what is attrition? Simply put, it is the reduction in the number of employees through retirement, resignation, etc. Attrition affects two things: 1) the morale of other employees; and 2) the financial position of the organization. The group chose this topic because we are greatly interested in such field. The group is curious as to why the rate of turnover in the call center agency is high and what is the effect of this to the call center organizations.Why do these employees leave their jobs as call center agents? Is it because of the unjust compensation that these call centers are providing or is it because call center agents in general are not happy with what they do? We can draw many conclusions but at the end of the day, conducting a research would give us peace of mind. B. Significance of the Study The significance of the study is to be able to giv e emphasis as to why the rate of turnover in the call center industry is high. The group will only focus on the causes and the effects of attrition in the said industry.The study would serve as a guide and would be of great help to call center organizations in maintaining employees in their company. Furthermore, the study would be able to show the importance of the call center industry in the city of Manila. C. Problem and Objectives Problem: What are the causes Of attrition and how does it affect the call center industry? Objectives: To explain what attrition is and its difference from turnover To give emphasis on why call center agents resign To determine the factors of attrition To show how attrition affects the call center industry To present the facts obtained through out the whole research D.Assumption and Hypotheses Call center agents resign from their currents posts because they are not pappy with what they do. There will always be that feeling of being unsatisfied and it wi ll always bother them. Some would think to themselves, â€Å"Why am I doing this when can do so much better. † Most fresh graduates or undergraduates who are in need of fast cash apply at call centers to have something to do for the mean time but after a while, they move on, leaving the organization to find quick replacements at which before that can do so, the financial position Of the company will be affected.E. Scope and Limitations This study focuses on the cause and impact of attrition in the call center industry with regard to the turnover rate of employees, why call center agents leave call centers, and how the loss of employees affect these call centers. The study will only gather respondents that are call center agents that are employed within the jurisdiction of the city of Manila. F. Definition of Terms Attrition – a reduction in the number of employees or participants that occurs when people leave because they resign, retire, etc. And are not replaced Burno ut -? physical or mental collapse caused by overwork or stress Call center – an office set up to handle a large volume of telephone calls, especially or taking orders and providing customer service Call center agent -? basic employee of a call center Compensation – something awarded to someone Customer service -? provision of service to customers before, during and after a purchase; a series of activities designed to enhance the level of customer satisfaction – that is, the feeling that a product or service has met the customer expectation Economy -? consists of the production, distribution or trade, and consumption of limited goods and services by different agents in a given geographical location

Look at Your Fish! by Samuel H. Scudder

Samuel H. Scudder (1837-1911) was an American entomologist who studied under the noted zoologist Jean Louis Rodolphe Agassiz (1807-1873) at Harvards Lawrence Scientific School. In the following narrative  essay, originally published anonymously in 1874, Scudder recalls his first encounter with Professor Agassiz, who subjected his research students to a rigorous exercise in close observation, analysis, and description  of details. Consider how the investigative process recounted here might be viewed as an aspect of critical thinking—and how that process can be just as important to writers as it is to scientists.   Look at Your Fish!* by Samuel Hubbard Scudder 1 It was more than fifteen years ago that I entered the laboratory of Professor Agassiz, and told him I had enrolled my name in the scientific school as a student of natural history. He asked me a few questions about my object in coming, my antecedents generally, the mode in which I afterward proposed to use the knowledge I might acquire, and finally, whether I wished to study any special branch. To the latter, I replied that while I wished to be well grounded in all departments of zoology, I purposed to devote myself specially to insects. 2 When do you wish to begin? he asked. 3 Now, I replied. 4 This seemed to please him, and with an energetic Very well, he reached from a shelf a huge jar of specimens in yellow alcohol. 5 Take this fish, said he, and look at it; we call it a haemulon; by and by I will ask what you have seen. 6 With that, he left me, but in a moment returned with explicit instructions as to the care of the object entrusted to me. 7 No man is fit to be a naturalist, said he, who does not know how to take care of specimens. 8 I was to keep the fish before me in a tin tray, and occasionally moisten the surface with alcohol from the jar, always taking care to replace the stopper tightly. Those were not the days of ground glass stoppers, and elegantly shaped exhibition jars; all the old students will recall the huge, neckless glass bottles with their leaky, wax-besmeared corks, half eaten by insects and begrimed with cellar dust. Entomology was a cleaner science than ichthyology, but the example of the professor, who had unhesitatingly plunged to the bottom of the jar to produce the fish, was infectious; and though this alcohol had a very ancient and fish-like smell, I really dared not show any aversion within these sacred precincts, and treated the alcohol as though it were pure water. Still, I was conscious of a passing feeling of disappointment, for gazing at a fish did not commend itself to an ardent entomologist. My friends at home, too, were annoyed, when they discovered that no eau de cologne would drown the perfume which haunted me like a shadow. 9 In ten minutes I had seen all that could be seen in that fish, and started in search of the professor, who had however left the museum; and when I returned, after lingering over some of the odd animals stored in the upper apartment, my specimen was dry all over. I dashed the fluid over the fish as if to resuscitate the beast from a fainting fit, and looked with anxiety for a return of the normal, sloppy appearance. This little excitement over, nothing was to be done but return to a steadfast gaze at my mute companion. Half an hour passed—an hour—another hour; the fish began to look loathsome. I turned it over and around; looked it in the face—ghastly; from behind, beneath, above, sideways, at a three-quarters view—just as ghastly. I was in despair; at an early hour I concluded that lunch was necessary; so, with infinite relief, the fish was carefully replaced in the jar, and for an hour I was free. 10 On my return, I learned that Professor Agassiz had been at the museum, but had gone and would not return for several hours. My fellow-students were too busy to be disturbed by continued conversation. Slowly I drew forth that hideous fish, and with a feeling of desperation again looked at it. I might not use a magnifying glass; instruments of all kinds were interdicted. My two hands, my two eyes, and the fish: it seemed a most limited field. I pushed my finger down its throat to feel how sharp the teeth were. I began to count the scales in the different rows until I was convinced that that was nonsense. At last a happy thought struck me—I would draw the fish, and now with surprise, I began to discover new features in the creature. Just then the professor returned. 11 That is right, said he; a pencil is one of the best of eyes. I am glad to notice, too, that you keep your specimen wet, and your bottle corked. 12 With these encouraging words, he added, Well, what is it like? 13 He listened attentively to my brief rehearsal of the structure of parts whose names were still unknown to me; the fringed gill-arches and movable operculum; the pores of the head, fleshy lips and lidless eyes; the lateral line, the spinous fins, and forked tail; the compressed and arched body. When I had finished, he waited as if expecting more, and then, with an air of disappointment: You have not looked very carefully; why, he continued, more earnestly, you havent even seen one of the most conspicuous features of the animal, which is as plainly before your eyes as the fish itself; look again, look again! and he left me to my misery. 14 I was piqued; I was mortified. Still more of that wretched fish! But now I set myself to my task with a will and discovered one new thing after another until I saw how just the professors criticism had been. The afternoon passed quickly, and when, towards its close, the professor inquired: 15 Do you see it yet? 16 No, I replied, I am certain I do not, but I see how little I saw before. 17 That is the next best, said he earnestly, but I wont hear you now; put away your fish and go home; perhaps you will be ready with a better answer in the morning. I will examine you before you look at the fish. 18 This was disconcerting; not only must I think of my fish all night, studying without the object before me, what this unknown but most visible feature might be; but also, without reviewing my new discoveries, I must give an exact account of them the next day. I had a bad memory; so I walked home by the Charles River in a distracted state, with my two perplexities. 19 The cordial greeting from the professor the next morning was reassuring; here was a man who seemed to be quite as anxious as I that I should see for myself what he saw. 20 Do you perhaps mean, I asked, that the fish has symmetrical sides with paired organs? 21 His thoroughly pleased Of course! of course! repaid the wakeful hours of the previous night. After he had discoursed most happily and enthusiastically—as he always did—upon the importance of this point, I ventured to ask what I should do next. 22 Oh, look at your fish! he said, and left me again to my own devices. In a little more than an hour he returned and heard my new catalog. 23 That is good, that is good! he repeated; but that is not all; go on; and so for three long days he placed that fish before my eyes; forbidding me to look at anything else, or to use any artificial aid. Look, look, look, was his repeated injunction. 24 This was the best entomological lesson I ever had—a lesson, whose influence has extended to the details of every subsequent study; a legacy the professor has left to me, as he has left it to many others, of inestimable value, which we could not buy, with which we cannot part. 25 A year afterward, some of us were amusing ourselves with chalking outlandish beasts upon the museum blackboard. We drew prancing star-fishes; frogs in mortal combat; hydra-headed worms; stately crawfishes, standing on their tails, bearing aloft umbrellas; and grotesque fishes with gaping mouths and staring eyes. The professor came in shortly after and was as amused as any at our experiments. He looked at the fishes. 26 Haemulons, every one of them, he said; Mr. — drew them. 27 True; and to this day, if I attempt a fish, I can draw nothing but haemulons. 28 The fourth day, a second fish of the same group was placed beside the first, and I was bidden to point out the resemblances and differences between the two; another and another followed, until the entire family lay before me, and a whole legion of jars covered the table and surrounding shelves; the odor had become a pleasant perfume; and even now, the sight of an old, six-inch, worm-eaten cork brings fragrant memories! 29 The whole group of haemulons was thus brought in review; and, whether engaged upon the dissection of the internal organs, the preparation and examination of the bony framework, or the description of the various parts, Agassizs training in the method of observing facts and their orderly arrangement, was ever accompanied by the urgent exhortation not to be content with them. 30 Facts are stupid things, he would say, until brought into connection with some general law. 31 At the end of eight months, it was almost with reluctance that I left these friends and turned to insects; but what I had gained by this outside experience has been of greater value than years of later investigation in my favorite groups.*This version of the essay Look at Your Fish! originally appeared in both  Every Saturday: A Journal of Choice Reading  (April 4, 1874) and the Manhattan and de la  Salle Monthly  (July 1874)  under the title In the Laboratory With Agassiz by A Former Pupil.

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