Mcmillan

There are many ideas that revolve around what is quality assessment. What can be done to make sure that we are ‘building proficiency in basic skills, closing achievement gaps, and fostering the top notch knowledge and skills that students will need in a competitive global society’ (Scherer, 2009, p. 5). The following paper identifies five key aspects of what represents quality assessment. The method of assessment can influence a student’s motivation and achievement. A student’s performance can be improved through their involvement in the assessment process and enable them to take responsibility for their own learning. McMillan states that by allowing a student to be involved in the grading criteria and apply those criteria to their work a teacher may increase the student’s motivation to learn and succeed. (McMillan 2000) Every student has an individual learning style, McMillan states that using multiple methods of assessment a teacher can shape the way students understands, processes, and uses information. By doing this a complete picture of what students understand can be compiled. Using multiple methods can assist to address each student's strengths and weaknesses. (McMillan 2000) Just as assessment impacts student learning and motivation, it also influences the nature of what is being taught. (McMillan, 2000) McMillan states that when assessment is incorporated with instruction it informs teachers what activities and assignments would be most useful, and what level of teaching is appropriate, where her students are, when to ask more questions, when to give more examples and what responses to student questions is most appropriate (McMillan 2000). Fair and ethical assessment ensures that all students are given a level playing field, which they are given the opportunity to demonstrate what they know. The Standards presents four views of fairness: as absence of bias (e. g. , offensiveness and unfair penalization), as equitable treatment, as equality in outcomes, and as opportunity to learn. ’ (McMillan 2000) Teachers have limited time, they need to be able to achieve a balance between providing to provide a full understanding of study material and score re sults. Therefore the efficiency of assessments needs to be considered. There are many facets that exist within the process of assessment that can influence a student’s enthusiasm and achievement. Teachers need to recognise the ability of students to take control of their own achievement and accept responsibility for their own learning. Clay, M. (2002) An observation survey of early literacy achievement. New Zealand. Heinemann Education. Code of fair testing practices in education (1988). Washington, DC: Joint Committee on Testing Practices (American Psychological Association). Retrieved from http://ericae. net/code. htm McMillan, J. H. (2001). Essential assessment concepts for teachers and administrators. Thousand Oaks, CA: Corwin Publishing Company. McMillan, James H. (2000). Fundamental assessment principles for teachers and school administrators. Practical Assessment, Research ; Evaluation, 7(8). Retrieved from http://PAREonline. net/getvn. asp? v=7;n=8 McMillan, J,H. (2011). Classroom Assessment Principles and practice for effective standards-based instruction. Boston USA: Pearson Education Inc. Schafer, W. D. (1991). Essential assessment skills in professional education of teachers. Educational Measurement: Issues and Practice, 10, (1), 3-6.

Future of Fire/EMS Service in the United States Essay

In addition to being managed at the most central level by the federal government, United States’ Emergency Medical Service (EMS) usually offer heightened medical care to out-patients as well as providing transport to perfect care to the needy. The federal government is mandated with the task of setting the lowest standards that must be adhered to by the emergency service providers of all states. Additionally, these state governments are responsible for ensuring that they strictly regulate the standards of emergency medical services that they administer. The emergency medical service differs from one state to the other because of the broad differences of states. Current State of Fire/EMS Service: The Fire-based EMS systems in the United States are well positioned to offer pre-hospital EMS service that includes timely decisive response as well as efficient patient care. In addition to offering affordable operations, the Fire/EMS service systems basically lay emphasis on the safety of the responder and experienced and compassionate workers. The United States fire service department is responsible for provision of critical public safety functions which foster prosperity, community health and security. In most cases, the public safety functions provided by the fire service department is usually known as the pre-hospital 9-1-1 emergency response (â€Å"Statement of Principles† par, 1). For policy makers, understanding the importance of need of emergency medical service is very essential. Currently, the pre-hospital 9-1-1 emergency medical response (or the Fire/EMS service) is provided by the country’s paramedics and emergency medical technicians (EMT’s). This is due to the knowledge, preparation and the equipments that these paramedics and EMTs use in responding to fire emergency. Additionally, paramedics and emergency service technicians are involved in providing emergency medical response because of their ability to concurrently protect a scene, lessen the hazard, treat and transport injured patients to a proper medical facility. Consequently, an important aspect of these services is time efficiency making the fire emergency service to be the system with capable and speedy multi-faceted response. One of the key emergency response systems that should be considered by the local, state and federal governments in their plans for emergency response to hazards is the fire emergency service system. It’s important for policy makers to identify that the perfect model of pre-hospital 9-1-1 emergency response organization is the U. S fire service department. As a result of a report released by the National Commission on Fire Prevention and Control in early 1970’s, the congress established an entity within the Federal Emergency Management Agency (FEMA) known as the United States Fire Administration (USFA). The report highlighted United States’ fire problem and the need for effective fire response services. One of the major missions of the USFA was to help in the reduction of catastrophic losses while fostering the proficient development of the fire emergency response system. In addition to this, the USFA is responsible for provision of national leadership that promotes a concrete foundation for prevention, vigilance and response of the stakeholders in the fire service department (â€Å"Fiscal Year 2009 Report†, 2). Furthermore, this entity is mandated with the task of working towards for a fire safe America given that the country’s fire death rate one of the highest compared to other developed countries. Though there have been some improvements in America’s fire losses in the last twenty years, it is estimated that fire outbreaks result in about 3,700 deaths while leaving over 20,000 people injured annually. Additionally, fire leads to direct property losses that amount to an approximate of $11 billion each year with close to 100 firefighters losing their lives while in rescue missions. One of the greatest achievements of the United States Fire Administration agency is that it has been able to lessen America’s fire deaths by more than half as compared to the early 1970’s. This has just highlighted the fact that fire deaths and property losses are preventable to a greater extent through ongoing collection of data, research, training and public education. The United States fire departments act in response to an average of four thousand five hundred fire calls a day. In addition to the dramatic changes in the fire service in the last twenty years, various fire departments have initiated integrating services in order to provide better services to the public. The integration of emergency medical services in the fire service departments is primarily because of the need to well-organized with public funds while sustaining the high level of efficiency. For many of the leaders in these departments, being productive while providing the needed services is one of the main goals (West par, 1). The need to be effective and productive has resulted in many fire service departments to incorporate a medical first responder program. This program has enabled the fire departments to achieve half of their mission since saving lives and protecting property is a fundamental objective of the fire departments. Moreover, some fire service departments have expanded into specialized services such as vehicle rescue, technical extrication, perilous materials response and swift water rescue among other services. The medical first responder program is not only the most needed service in every community but it is also the cheapest EMS program to implement. However, some fire departments have been very reluctant and slow in making the transition to incorporate the medical first responder program in their services. This is partly because of their size and type that makes it harder for them to offer some new level of service. The other reasons for the slow speed in implementation of the program is the challenges that these departments encounter in providing and sustaining the existing levels of service as well as the contentment of firefighters in providing current services and response to fire-related calls only. Future of Fire/EMS Service: Given that the world is experiencing technological changes time after time, the Fire/EMS service has also continued to experience major changes since the National Commission on Fire Prevention and Control released a report in early 1970’s. These changes have significantly brought changes in the fire service departments while helping America to tackle fire-related emergencies. The future of Fire/EMS service in the United States is also expected to experience significant changes in the next twenty years. The most immediate changes in the career of Fire/EMS service will be as a result of the five year strategic plan developed by the United States Fire Administration agency. The focal point and emphasis of this strategic plan is on several performance goals such as lessening the fire-related risks at the local level, developing the planning and preparedness at local level, developing the capabilities of fire and emergency service and improving the professional status of emergency services. These performance goals are expected to have significant changes in the career and field of Fire/EMS service. As compared to today, the fire service department in the United States will also change significantly because of the continual review and revision of USFA strategic plans. For individuals who aspire or are currently working in this field, there is a great for them to keep up with the changes that are being implemented by the USFA. As part of its strategic plan, the United States Fire Administration agency has developed new measures that will result in improvement of training and research methods, awareness initiatives, collection of data and technological development among others. Consequently, these professionals in this field need to be prepared in order to meet the ever-improving requirements and expectations. The future of the Fire/EMS service in the United States will most likely include the following changes: Academic Requirements: This is one of the major areas that will continue changing in this field and will have a major impact in the service delivery by professionals. In the next 10-20 years, professional in the fire service department will have to meet tougher academic requirements prior to working in this filed. This is because of the plan by USFA to ensure that the National Fire Academy revises, develops and increases its curricula in the coming years in order to meet the new requirements of the Department of Homeland Security. The National Fire Academy (NFA) whose mission is foster professional development of fire-related emergency services will be required to modify its courses within each curriculum year (â€Å"Strategic Plan Fiscal Years 2010-2014†, 7). As NFA modifies its courses within each curriculum year, there will also be a proportional change in academic requirements of professionals in this field. In the coming years, the new curricula will not only incorporate a state-of-the-art and ideal training models but will also have a training model that is appropriate for distribution and use at both the local and state fire training organizations. Additionally, it is expected that the Fire/EMS service will increase and sustain the provision of technological-based preparation programs in the coming years. For instance, web-based curriculum and replication exercise systems with multi-media, computer-based and interactive settings will be part of the training programs. However, alternative traditional means and service delivery methods will be part of the training courses, conferences, seminars, administrative forums and workshops. Furthermore, institutions of higher learning are also expected to continue having the emergency medical service agencies that are entirely staffed by student volunteers. Fire Service Programs: The other significant area that will determine and change the future of Fire/EMS service is the delivery of not only fire-related programs but the provision of other emergency response services. With the integration of emergency medical service and fire service, professional will be expected to continue offering response to fire-related calls as well as response to other emergency calls. Even though some workers are presently reluctant in responding to other emergency service calls, this is more likely to change in the coming years as all the fire service agencies will be required to offer higher levels of service than the existing ones. The other prediction of the future of Fire/EMS service field is the expectation that fire prevention and protection recognition technology will be included in the trainings of city planners, architects, builders and professionals in the building construction industry. This is due to the fact that the United States Fire Administration agency will encourage these trainings and practices are included in the mentioned fields. By the achievement of this in the next few years, fire prevention services will not only be offered by professionals in this field but architects, constructors and city planners will also provide the services. This will revolutionize fire service programs given that the field will have an increased number of participating personnel. Additionally, prevention and protection mechanisms will use new methods of data and information analysis and improved response to all hazards. Conclusion: As the world continues to experience the ongoing technological developments, the future of Fire/EMS service is also expected to change significantly. This is because of the ongoing inclusion of technological-based methods in fire prevention and protection services. The development will help in the further reduction of America’s fire deaths and property loss as compared to the current rate. Professionals in this field need to be properly equipped with the current as well as future mechanisms of service delivery in order to achieve this objective. Finally, they also need to be prepared to offer response to other emergency service calls. Works Cited: â€Å"Statement of Principles. † Fire Service-Based EMS Advocates. FireCompanies. com & Fire Service Based EMS Advocates. Web. 22 Aug. 2010. . United States. Federal Emergency Management Agency. U. S Department of Homeland Security. America’s Fire and Emergency Services Leader Strategic Plan Fiscal Years 2010 – 2014. United States Fire Administration. Web. 22 Aug. 2010. . United States. Federal Emergency Management Agency. U. S Department of Homeland Security. Fiscal Year 2009 Report to Congress. United States Fire Administration, Mar. 2010. Web. 22 Aug. 2010. . West, Gary L. â€Å"Integrating Emergency Medical Services in the Fire Department Fire/EMS First Responders: It’s Just a Matter of Time. † The University of Tennessee. The University of Tennessee, 5 Jan. 2007. Web. 22 Aug. 2010. .

Responses to blogs that I will put below Article

Responses to blogs that I will put below - Article Example While it is a great idea to implement such a law, I am skeptical that people would like to actively participate in the effective implementation of such a law until they find certain incentives in doing that. I think that such a law can be made more effective by developing a lottery scheme in which, people who have generated more material for recycling compared to others should be entitled to some rewards. It is up to the government to establish the minimum limit for such a competition and the rewards. In addition, government also needs to create awareness among the public on the benefits of recycling through tv programs and other forms of media so that people understand the importance of recycling and fulfill their responsibility toward the nation. Enforcing stricter punishments to discourage the act of littering is a very effective strategy to minimize littering. Punishment and fines are what people really care about and tend to avoid, and can thus be forced to deter from littering. However, in addition to implementing this law, an additional thing that the concerned authorities can do to decrease the amount of litter is installation of more trash bins. There is no doubt that there are a lot of trash bins everywhere in the US, but still if people are littering, this means that no matter how many of them have been installed, they are still not enough. People certainly need more trash bins to prefer using them on littering. Nobody would like to litter if a trash bin is in approach. In addition to this, government should introduce a scheme according to which people that have collected maximum litter throughout the year should be rewarded. It is up to the government to establish way of finding this out as there can be plenty of w ays. The law you have proposed serves to safeguard just one animal in particular whereas the medicinal benefits obtained provides health

Talent Management Strategy Research Paper Example | Topics and Well Written Essays - 1750 words

Talent Management Strategy - Research Paper Example This paper will therefore analyse a talent management strategy that links an organization’s goals to talent management strategy in order to gain a competitive edge over rival organisations. The first step in coming up with a talent management strategy is to access the business environment and come up with the important issues that affect the performance of a business both in the long run and in the short run. Strategic context of talent management First, is the visionary aspect of the organisation where it will be concerned with trend spotting; here an organisation scans the environment it is operating in to identify the trends in social, economical and technological activity. In visionary aspect, a company will weigh its effectiveness in translating academic and technical research to business ideas that will give it a competitive edge over its rivals. The explorer aspect of the business involves identifying products for potential growth and markets that are unexploited, in ad dition, the organisation identifies other organisations with which it can collaborate with in order to increase the volume of its business. The third aspect that organisations can capitalise on is the builder aspect; this involves managing customers’ feedback and determining their preferences. In addition, it will entail developing the products of the organization and adopting the appropriate pricing and advertising mechanisms, the distribution mix, which ensures maximum customer satisfaction, will be evaluated. The lobbyist aspect will involve maintaining a good corporate image with the key stakeholders, presenting the organisations interests within the political environment and lobbying for favourable operating conditions with the regulating bodies. The architect aspect involves recognising technological developments that can be relevant in operations of the organisation, implementing those developments to ensure improved processes and systems. In addition, it oversees plan ning and implementing of major changes in the organisation structure and practise (Dejoux & The?venet, 2011). Trouble shooter aspect will involve measuring of the corporate activity to be able to identify problems, refocus of an organisations operations for them to be in line with its core aim and tackling problem with high cost operations that have low value hence increasing the productivity of the organisation. The regulator aspect will ensure development of relevant indicators that will be used to monitor and control business activity within the organization, in addition, it ensures the development of standard procedures of operation in order to improve process efficiency and standardisation, establishing financial discipline throughout the organisations activities will also be a part of the regulator aspect. The integrator aspect will ensure the continuous process of improving the employees’ capabilities, it will also be responsible for the continuation and upholding of t he business values and ethics. In addition, integrator aspect is responsible for sharing of information, resources and knowledge throughout the organisation. Key components of talent management For an organisation to capitalise on the above aspects, it will require that talent within its employees or externally be identified, the process of identification of talent will be done

Proposal for Exec Hotels for Business Improvement Essay

Proposal for Exec Hotels for Business Improvement - Essay Example However, the costs associated with a new focus on tourism business are currently beyond the company’s capabilities. It has been determined that renewed local marketing is the best methodology to ensure revenue growth outside of the London centre of operations. 2. The business case Occupancy rates at hotels in Europe have seen stability in the last few years, with an average rate of 63 percent in London (Carlson Wagonlit, 2011). However, many European capitals are being hit hard currently with the economic global downturn, therefore the business should focus on its local business and presence (brand reputation) in the United Kingdom rather than expanding abroad. The company staff and executive leadership team are currently well-versed in local UK cultures, values and systems and by remaining in the UK for expansion, it will avoid the high costs of training and human resources restructuring for other European countries. The goal is to improve occupancy rates during the weekend where business is the most incapacitated, however the challenge to Exec Hotels is ensuring a method to fill weekend rooms without focusing on the new tourism market. This can be accomplished by staying true to the current values and operational know-how that currently exists in the UK marketplace. 3. The methodology for revenue improvements Competitive advantage for medium-sized hotels lays specifically in market innovation practices (Lin & Wu, 2008).

CinnZeo Strategic Expansion Plan Research Paper

CinnZeo Strategic Expansion Plan - Research Paper Example Accordingly a business venture may decide to pull out if its initial experience is not very positive or even negative. Alternatively it may decide to re-enter at another time, depending on the changes in the infrastructure and other conditions, such as the earning and spending capacity, receptiveness of the population for its products and services, and changes in cultural and other demographics that make for more favorable conditions. CinnZeo has entered Saudi Arabia in a modest way and in fact appears to have a planned strategy to cover most of the Middle Eastern region, seeing that it has a presence in Jordan, Syria, Egypt, Dammam, Dhahran, Yanbu and a host of other locations in the Gulf. It is now concentrating on locations within Saudi Arabia and Ha’il city in particular. The remainder of this paper will be geared towards determining whether it would be advisable to expand further in Saudi Arabia, using Ha’il City as an example. II. Demographics The demographics and psychographics of a native population play a very important part in whether a company or a business product or service is welcomed and tolerated in a region or a country. For example, it would be foolhardy to open a liquor store or one that sold pork meat in S. Arabia, or indeed anywhere in the Muslim world, as these products are frowned upon by the followers of Islam. The culture of a region also plays a very important part in the receptiveness or otherwise of a product or service. For example, Saudi women are not allowed to travel unless they are chaperoned by a male, or even to drive a car for that matter. It would thus make more sense for CinnZeo to cater to family style outlets, where there are seating arrangements for the whole family and they can sit in and enjoy to their heart’s delight. An alternative suggestion would be to create roadside cafe style locations where families can sit out, but this would be feasible only in the late evenings and cool of the night- the day heat is too stifling for it to be considered in the daytime (About.com, 1992). As far as the age factor is considered, there are no barriers that cannot be broken with good and culturally sensible advertising. Showing the whole Arab family enjoying mouthwateringCinnZeo creations in the fuzzy warmth of a CinnZeo outlet would give a very positive impression. This can be shot in different backgrounds at various times of the day-in the early morning, at midday, or the late evenings when other people are shown walking or relaxing outside. The CinnZeo logo should be associated with quality and comfort, so that the public is intrigued enough to try it out not only once but more than once. A group of college males, or even females enjoying a late afternoon brunch at a CinnZeo cafe while their driver waits patiently is sure to pique interest among the Arab youth population. Modern Saudi Arabia is full of locals turned into foreign educated graduates who eventually become more used to We stern style cultures abroad than their own. They are young and want to enjoy and experiment and get away once in a while. CinnZeo outlets would provide them with a good opportunity. Added to this let us not forget the worker migrants of Saudi Arabia that come from a host of other nations, among them Mexico, Canada and the USA where CinnZeo would already be known and appreciated. This population can therefore form a staple base for CinnZeo products with the local population hopefully not far behind. As regards the locations and ease of access in Ha’il City, this would depend on the already available infrastructure. Locating the CinnZeo flagship outlet in or near

History- peasants in middle ages -book of hours Essay

History- peasants in middle ages -book of hours - Essay Example Those are good days. This morning, however, we all awoke and had to begin work without any food to prepare us for the long day ahead. My task for the day was to work on the land for the Lord of the manor, starting to plant some of the crops for the year ahead. My father died at the age of 27, but before this he was a skilled craftsman, carving all the tools necessary for the horses of the manor. It was said that he was the best of his age and many other Lords had tried to buy his services, but he died before I was born so I could not learn his skill. I am therefore relegated to mere farm work. It is cold today, as it is early Spring and my hands are so sore from the weather that it is hard to work quickly. It may mean a beating from the Lord as time is precious when it comes to crops, as the fertilization needs to start next week or the manor risks losing profit. I am wearing my best woollen tunic and have managed to wrap the animal skin I use for a blanket around me, but still the weather is bitingly cold and it is a relief to finally see the sun rise. After hours of work, which I can only estimate to be 8 from the pattern of the sun, it is time to head back to the stables to see what food I can find. The other serfs from the manor estate are there, and everyone seems pleased that the sun is shining and work seems to be going well. Even my work on the farm has sped up since my hands have thawed out with the arrival of some spring weather. There are even some scraps of meat to have with the bread for lunch, which makes this an unusual day but we all go back to work comparatively well-fed and work continues in much the same way as it had this morning. The sky falls dark after a few more hours of work, and I know this is a sign that I need only work for a few hours more. Using the moon as a guide, work begins to slow down as accurate planting is impossible. My mother is ill, so after

Trade and environment Essay Example | Topics and Well Written Essays - 750 words - 1

Trade and environment - Essay Example Rules formed by one party can frustrate the other in fact there is an existing fear that trade rules may be frustrating the environmental ones. This essay focuses on the question whether trade rules override the environmental ones. The non-discrimination principle by WTO may not favorable to restrictions that may be imposed by environmental rules. The principle requires countries to offer equal treatment to products that are alike imported from any WTO member country. If in a certain region the trade of such a product poses a threat to the environment, then terms of trade are likely to change once such a region is faced with environmental rules. To some extent the WTO is considered superior based on its scope of coverage, this has left the negotiations on the trade and environmental rules to be narrowed down to only the WTO members that have signed the Multilateral Environmental Agreement under consideration. Further the majority MEA secretariats have been granted ‘observership’ in the trade and environment committee and some attend the committee’s negotiation sessions by invitation. (Frankel, Jeffrey 2008). This may be attributed to the fact that there is no such a thing as an empowered global environmental body spearheading their concerns to their trade partners on issues that affect them. The benefits of trade which majorly includes steering economic growth, together with technology transfer and promoting competition outweigh the danger of adverse effects to the environment. It is also notable that trade may lead to environmental improvements, but it may also make states or firms to seek gaining advantage over their competitors by observing lower environmental standards. To many environmentalists this poses a potential source of conflict between trade and environmental rules and presents a hindrance to the goals that they want to achieve noting the climatic changes we

Caring for Children and Young People Booklet Essay Example for Free

Caring for Children and Young People Booklet Essay Unit 10 caring for children and young people assignment 2 of 2, report There are 3 types of maltreatment: abuse, neglect, bullying and harassment. Abuse can be physical, emotional (intellectual) and sexual. Signs of physical abuse are: * Unexplained injuries that sound untrue or doesn’t fit in with the injury * Injuries on a non-mobile baby or head injuries on a child who is less than one year old * Nervous behaviour, jumpy, watchful and cautious, scared of psychical contact – shrinking back when touched * Difficulty in making friends and trusting others * Refusing to undress for physical education or medical examination, wearing too many clothes in warm weather to cover up the injuries * Chronic running away and school absences * Repeated attendance at accidentemergency * Self-harm and self-destructive behaviour, being bullied * Aggression towards others, bullying others * Lying, stealing, getting into trouble with the police Signs of emotional abuse are: * Delayed development – emotionally immature for age, physically small and intellectually behind peers * Nervous behaviour such as rocking , hair twisting , self-harm * Speech disorders * Extremes of passive or aggressive behaviour * Fear of making a mistake and a overreacting to a mistake * Fear of new situations but can be over friendly with strangers * Continually putting themselves down * Inability to be spontaneous * Inability to concentrate Signs of sexual abuse are: * Medical problems in the genital area, sexually transmitted illnesses, bed wetting * Being overly affectionate and sexually knowing – demonstrating sexually inappropriate behaviour, flirting or graphic, sexualised play * Changes in behaviour – withdrawn, sad or even more extreme – depression, self-harm and attempts to suicide * Eating  disorders such as anorexia, bulimia, loss of appetite or compulsive overeating * Behaving than much younger child for example thumb-sucking or having a cuddly toy * Thinking badly about them and at the same time trying to be ultra-good and overreacting to criticism * Being afraid of someone they know, not wanting to be alone with them, lack of trust * Being scared of physical contact and fear of undressing Signs of child being neglected are: * Poor personal hygiene * Underweight or constantly hungry, may be stealing food * Always tired and cannot concentrate to learn or play * Clothing inadequate for weather, too small, dirty * May have untreated medical conditions e. g. cough, cold * No friends, might be bullied, socially isolated * Destructive tendencies Risk of maltreatment can be within family, outside family for example in care setting or strangers. Children and young people are more at the risk to be maltreated by people known by them. When a child has specific learning difficulties, communication difficulties, specific development delay, genetic influence, difficult temperament, physical illness, academic failures and low self-esteem then the child is more at risk for maltreatment. Consequences of maltreatment vary depending on child’s age and the type of maltreatment. The long term consequences of maltreatment on children and young people who are not helped effectively have a personal cost and a cost to a society as a whole. Children with constant fear that is experienced when being abused can affect brain development with long life consequences. Brain scans show the difference between abused children and non-abused children. Child from 0 to 3 years needs to bond – make a secure and trusting relationship with the main caregiver in order to develop health. Ability to feel empathy, compassion, trust and love is based on these early experiences. If bonding is not there then the relationship between caregiver and child is not right. There are four theories of maltreatment: medical, sociological, psychological and feminist. The medical model of child abuse is where abuse is viewed as a disease which is called the battered-child syndrome which is a clinical condition is children who  have received abuse and is a cause of permanent injury or even death. The sociological model of maltreatment defines child abuse in terms of social judgement of parental acts which are considered inappropriate by cultural standards and practices. Sociological models focus on contextual condition such as poverty that give rise to abuse. The psychological model of maltreatment is an attachment theory and says that a child needs to develop a relationship with at least one caregiver for development to occur normally. The feminist model say that feminist believe that men like to have all power and they can get it by abusing children or to regain power if they have lost it. If child abuse is suspected then it should be immediately reported. It depends on where the child abuse is suspected, people should always follow the policies of the setting and implementing safe working practices. For example if you work in school or nursery you would talk to the designated person for example manager or head teacher. People should write down causes for concern as and when they happen recording as much information down as possible and writing down only the facts. So if a child tells you something you should write it down exactly as they said it and not what you think they mean. Depending on what has been disclosed would depend on how you react. For example if child has a bump on their head and is very quiet about it and doesn’t tell you it doesn’t mean that they have been abused. You have to know their parents too. If a child discloses something which is of concern to you for example they reveal that they have been abused then action should be taken immediately to ensure child’s safety. A person has a responsibility to maintain confidentiality according to policies of the setting. Person who is suspecting the abuse should always listen and communicate at children or young person’s pace and without any pressure and always take the child seriously. Strategies and methods that can be used to support children, young people and their families where abuse is suspected or confirmed is that person should be respectful towards these children and have a child centred approach. Active support should be provided which empowers children and young people. Their self-confidence, self-esteem, resilience and assertiveness should be supported because it is really low when people were abused and it is needed to really support children and young people because it would have affected them. You should always share information and not to keep secrets from them but giving  information according to their age because you wouldn’t want to give too much information or inappropriate information for example to a 3 year old and you would talk differently with children than with young people. For families it is important to develop supportive relationships with parent and families and involving parents in the assessment of children needs to help them not to make the same mistakes in the future and to make them know what the children needs to have. People should always help parents to recognise the value and significance of their contributions and encourage them to develop their parenting skills. To minimise the effects of abuse you should always encourage expression of feelings within acceptable boundaries to help them deal with their emotions and to help them improve their self image. Helping them to build self esteem and confidence is also really important, for example by play therapy or counselling. Rasheed, Elizabeth; Irvine, Jo; Hetherington, Alison. BTEC Level 3 National Health and Social Care. London, GBR: Hodder Education, 2010. p 224. http://site.ebrary.com/lib/southessex/Doc?id=10448710ppg=235 Copyright  © 2010. Hodder Education. All rights reserved. http://www.phac-aspc.gc.ca/ncfv-cnivf/pdfs/nfnts-childneglect_e.pdf http://forums.nurseryworld.co.uk/showthread/c23d171e-b642-4e2a-a09c-d21a022f5ca5/ The Battered-Child Syndrome, July 7, 1962. (brak daty). 03 19, 2012 http://jama.ama-assn.org/content/181/1/17.abstract

Bank of Canada and Interest Rates Essay Example for Free

Bank of Canada and Interest Rates Essay The Bank of Canada has indicated that it has concerns over inflation being too low. (Parkinson). However, inflation has been rising and the Canadian economy has strengthened over the last several months. Keeping interest rates too low over a long period of time may have a tendency to over-inflate the economy and create asset bubbles while also creating pockets of greater debt, not dissimilar to those that contributed to the global economic collapse of 2008-2009. Although the Bank of Canada has iterated – and reiterated – its current neutrality with respect to interest rates, economists predict that current conditions may require the bank to move more quickly than it may like to bump the rates in the next several months. (Parkinson). Canada is currently facing a housing bubble like that which occurred in the United States, prior to the massive global downturn of 2008-2009. (Altstedter). Home prices have been steadily increasing along with the size of the debt that homeowners are taking on in order to afford the increase in housing prices. Earlier this year, the Bank’s governor, Stephen Poloz, had forward guidance language that cautioned that interest rate hikes could be in the offing removed from Bank of Canada’s policy statements. (Kawa). Since the removal of the language, inflation has begun to increase and the Canadian Dollar has weakened somewhat. This will contribute to further expansion of the housing bubble in Canada. In order to slow the growth of the housing bubble and prevent or delay its eventual bursting, the Bank of Canada will likely be forced to raise interest rates. Bank of Canada Will Not Alter Interest Rates One of the reasons Bank of Canada’s Governor Stephen Poloz removed forward guidance warning of the potential need to increase interest rates from the Bank’s policy statements was to highlight the neutral stance he and the Bank are embracing with respect to interest rates. (Kawa). Poloz said in a September statement that he feels that the global economy is â€Å"performing largely as expected† and that the housing industry in Canada was â€Å"stronger  than anticipated.† (Isfield). This month, Poloz stated that he feels that the upside and downside inflationary risks are, at this time, balanced and that, as such, there is no need alter interest rates in the foreseeable future assuming the status quo is not disrupted. (Parkinson). The Bank’s current neutral stance on interest rates, has now been reiterated and strengthened, to such an extent that it is possible, to â€Å"ultra-neutral.† (Isfeld). Because of Poloz’s ongoing statements with respect to interest rate neutrality, the bank’s removal of interest rate hike guidance from its policy statements, and the perception that the risks between and inflationary upside and an inflationary downside are perceived by Poloz and the board to be balanced, it is unlikely that interest rates will be changed in the next six to twelve months by the Bank of Canada. Works Cited Altstedter, Ari. â€Å"Housing Bubble Will Force Bank of Canada to Renew Rate Hike Warnings Soon, Pimco Says.† Financial Post. 1 Oct. 2014. Web. http://business.financialpost.com/2014/10/01/housing-bubble-will-force-bank-of-canada-to-renew-rate-hike-warnings-soon-pimco-says/ Isfeld, Gordon. â€Å"Bank of Canada’s Stephen Poloz Turns Ultra-Neutral On Interest Rates.† Financial Post. 3 Sep. 2014. Web. Kawa, Lucas. â€Å"Say Goodbye To Forward Guidance From The Bank Of Canada.† Business In Canada. 14 Oct. 2014. Web. Parkinson, David. â€Å"Bank of Canada Still Fears Low Inflation Despite Balanced Outlook.† The Globe And Mail. 3 Nov. 2014. Web.

Human Resources as an important asset for companies

Human Resources as an important asset for companies The human resources are the most important assets of an organization. The success or failure of an organization is largely dependent on the caliber of the people working therein. Without positive and creative contributions from people, organizations cannot progress and prosper. In order to achieve the goals or the activities of an organization, therefore, they need to recruit people with requisite skills, qualifications and experience. While doing so, they have to keep the present as well as the future requirements of the organization in mind. Recruitment and selection, as a part of effective Human Resource Management is the key to achieving a competitive advantage for an organization. Nowadays, one of the most important concerns for all the business is that of people. The emphasis is on having the right people in the right place at the right time (Lanz, 1988). Seeking new employees is an essential element for each employer, not only in organisations where particular emphasis is placed on the companys human resources policy. Each employer wants to hire the most appropriate candidate for the job who not only has the right qualifications but whose personality will blend in well with the companys structure. The choice of the right people to form a team in organization is one of the most important factors leading to its success. Hence, to achieve this, a company has to pay a huge attention on the recruitment and selection process. Effective recruitment and selection procedures are vital in attracting and retaining high quality staff so every company should take them deeply into consideration. Moreover, human errors are much more expensive in comparison to such assets as land and capital, and often result in serious irreversible consequences. Here I need to add what are the goals of this dissertation I thinkà ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦.and what Ive included in a first chapter, secondà ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦ RECRUITMENT AND SELECTION Definitions of recruitment and selection Conducting business activities and competition between companies in developing international markets show, that Human Resource Management is the source of permanent competitiveness in contemporary business. This domain is not a single, simplified function, but a group of plans, systems, tools, processes and services. Each of these elements provides huge possibilities for profit, provided that one can use effective solutions in exploiting them. As the field of Human Resource Management has strongly changed in recent years, organizations were obligated to become more dynamics and complex. John Storey (2001, p.6) says that It is human capability and commitment, which in the find analysis distinguish successful organization from the rest. This sentence is essential to understand the fundamental tensions and ambiguities associated with Human Resource Management. People are non-material assets of a company and due to their importance have a strategic function. For that reason, recruitment and selection process should be permanent implicated and developed in company structures. According to Pilbeam Corbridge (2006) recruitment and selection process is based on action between applicant and job, which is dependent on stating a need by an organization, using the most appropriate recruitment and selection techniques and on reviewing, evaluating and modifying the recruitment and selection system in the light of experience. Bratton Gold (2003) defined recruitment like a process of generating a pool of capable people to apply for employment to an organization. Furthermore recruitment is a process of attracting individuals on a timely basis, in sufficient numbers and with appropriate qualifications, developing their interest in an organization and encouraging them to apply for jobs within it (Mondy Noe, 1993; Crawford, 2004). During this process, efforts are made to inform the applicants fully about the selection criteria of the required competencies that will lead to effective performance, as well as career opportunities the organization can provide the employee. Whether or not a particular job vacancy will be filled by someone from within, or outside, the organization depends on the organizations human resource policies, the requirements of the job to be filled, the talent to be found and, often, the organizational politics surrounding the decision (Nankervis et al., 2002). Beardwell (1994, p.192) als o indicates that the process of recruitment has two important purposes. Firstly, recruitment should focus on both attraction and retention of the interest of applicants suitable for a given job. Secondly, it should create a positive image of the organization in the eyes of people who come in contact with it. Newell and Shackleton (2000, p.113) define recruitment as the process of attracting people who might make a contribution to the particular organization. The importance of the recruitment function is clear when one realizes that by hiring the most competent applicants the firms performance can be significantly enhanced. In the course of this stage, it is the employer who must encourage the best candidates to apply for a position in the company. Selection is the process of selecting candidates who have relevant qualifications to fill jobs in a company (Mathis, R., 1991, p. 209). For the employer it is a stage during which decisions are made on who is the most appropriate of all the job applicants. The key point of selection is how to make fair and relevant assessment, which indicates strengths and weaknesses of applicant (Boxall P., Purcell J., 2003, p.141). Conversely, the quotation by Townley (1999, p.97) defines the notion of selection in that (à ¢Ã¢â€š ¬Ã‚ ¦) by definition, it involves a process of discrimination, and the opportunity for managers to emphasize employee acceptability or the good bloke syndrome, rather than suitability residing in task-based criteria. It is a much diversified process: it may be short and simply boil down to reviewing and closely reading job application documents, and hiring a person. Or it may be a longer process also including a job interview and other techniques aimed at finding the best people. Pilbeam Cordbridge (2006) assert that good recruitment and selection is important element of the HR strategy, its forecasting requirements and a key to getting the appropriate people to attain a business goals. Moreover, recruitment and selection is a necessary element of people resourcing strategy, due to communicated policies, procedures and practices can considerably play a part in effective organizational performance, (à ¢Ã¢â€š ¬Ã‚ ¦) to good employee relations and to a positive public image (Pilbeam Corbridge, 2002). Both the activities are directed towards obtaining suitably qualified employees. Recruitment activities lay the groundwork for the selection process by providing the pool of applicants from whom the selectors may choose. Although, the two activities are closely connected, each requires a separate range of skills and expertise, and may in practice be fulfilled by different staff members. Recruitment and selection are the most important activities in an ongoing cir cle (shown in Fig.1.1) of an organisation as a whole. Figure 1. Recruitment and selection in an organization (Pilbeam Corbridge 2006, p.143) Inappropriate selection and recruitment decisions can have a range of undesirable consequences for the organization and the recruit, including: reduced organizational effectiveness, invalidate reward and development strategies, unfair for the person applying for job and higher rates of turnover. Recruitment and selection are one of the most fundamental elements of the strategy of human resources managing. A wise choice of employees plays a key role in the functioning of an organization. Framework: Recruitment Selection Recruitment and selection are works of the same system and they are so closely connected, although as Foot Hook (cited in Rayner Smith, 2005 p.121) suggest that each requires a separate range of skills and expertise, and each function may in practice be fulfilled by different staff members, or indeed the recruitment function, but not normally the selection decision, may be outsourced to an agency, so it makes sense to treat each function separately, but Pilbeam Corbridge (2006) note that they are not mutually exclusive functions. Hence is many approaches to recruitment and selection tend, however they distinguish that a system has inputs, which are the candidates, a processing unit, which consists of various methods and techniques and outputs, which are also effective employees or candidates, who go back to the labour market and are or eliminate by the recruiters or choose to exit from the process. As Figure 1.2 shows, the recruitment and selection process and techniques are influ enced by the external factors like legal framework, economic situation, social and demographic changes, competitor activity, labour market characteristics and has some sub-systems to it which are interdependent to each other, changes in one will effects the others and also the quality of output. According to Pilbeam Corbridge (2006) theory the systems approach gives an analytical skeleton and allow diffusion through the selection and recruitment sub systems, which are: attraction, reduction, selection and transition. Whereas Kochan Barocci model (cited in Beardwell, Holden Claydon, 2004) point out that organizations have life cycles, and that recruitment, selection and staffing policies vary according to an organizations perceived stage in the cycle. While Goold and Campbell conclude that human resource strategies depend on management profile, whether is it strategic planning, financial control or strategic control (ibid.). Furthermore Anderson and Shackleton (1998, p.15) notice that recruitment and selection as a system is (à ¢Ã¢â€š ¬Ã‚ ¦) comprised of a series of inter-related components. Important observation about the maxim of chronological dependency, says that it can only be as accurate as decision made in early stage to pre-screen down number of applicants. They emphasize that assessment techniques should predict and also affect on the future performance of employee. It is important here, to say that Human Resource Planning (HRP) is connection between strategic business planning and strategic Human Resource Management. This connection is the most visible in the recruitment and selection of specific numbers of employees with particular abilities, which match to companys requirements. This view made by Paul Iles (2001, p.139) shows why employees, as the most valuable assets in company, should be align to strategic business plan. Nowadays is a lot of variations in recruitment and selection practices, reflecting an organizations strategy and philosophy towards the management of people. That is why many organizations developed frameworks, which allowed them approve a variety of selection and recruitment techniques in order to identify and confess the right people (Bratton, J. Gold, J., 2003, p. 223). Figure 2. The System Approach to recruitment and selection (Pilbeam Corbridge, 2002), p. 115. Process of recruitment and selection Recruiting is an extremely complicated process consisting of many phases. Before recruiting, the company needs to proceed with planning phase. Each organization thus must consider a number of important steps in the planning phase. Firstly it should forecast human resource needs, than specifies job requirements as well as identifies and uses appropriate recruitment channels (Beaumont, P., 1994, p. 57). When planning to recruit one should also include: discussions with clients to predict future hiring needs; maintenance of a contacts network (candidates, employees, competitors); development and maintenance of a strong employee referral program; investment in recruiter training and development; cooperation with management to ensure adequate budget (American Management Association International, Aug 2006, p.10). The command to start the recruitment process comes from senior managers and should be based on a review of the situation to determine that recruitment actually exists. It means, that it should be made recognition of the needs for new human resource. To minimize the risk of wasted money, job analysis should be well done. For the first, job description should be written very carefully. A job description makes it possible for the recruiter to outline what duties, responsibilities and the reason behind the vacancy i.e. expansion, member of staff retires, and the position within th e structure of the organization (Beardwell, I., 1994, p. 195). The first step in the development of a job description is to establish the purpose and general objectives of the post, and then to analyse the requirements of the job. This process is called job analysis, and is particularly important in circumstances where you are preparing a job description for a new or significantly changed post. Job analysis helps to clarify the duties, responsibilities and other job demands. It also helps to identify the skills, abilities and experiences that someone would need to possess to be able to perform satisfactorily in the role (UCD Staff Manual, August 2005, p. II). The process of writing a job description can be very time consuming, especially if company dont provide any system for job analysis. This involves other co-worker from department in context to collect essential information about business nature and actual duties. To accurately recruit candidates, the second part of job analysis personnel specification is required (Beardwell J., 1994, p.195). Person specification is amongst one of the important factor of recruitment and selection that comes after the job analysis and job description as it relates to the person doing the job. Job analysis is the first stage of the whole recruitment and selection process and everything else is built upon it. It aims at finding out what is involved in the job that is now vacant. The effects of a mistake at this point are likely ricochet throughout all subsequent stages whereas job description involves the task and the scope of the job. The person specification profile is the people characteristics required to do the job effectively. The fact that an employer draws up a person specification demonstrates an attempt to introduce some objectivity into what can otherwise be very subjective process. Rather than relying on personal judgements about the knowledge, skills and qualities the successful candidate should possess, the emp loyer with a person specification is following much more methodical and reasoned process. The person specification can be included with the information sent to the candidates to give them more detail about the requirements. It is a good practice to design and send to candidates a form showing each requirement and how it will get assessed (Foot Hook, 2005). Two well-established systems of person specification frameworks discussed by Beardwell and Claydon (2004, p. 205) are (Roger, 1952) seven-point plan and (Munro Fraser, 1954) similar five point plan, illustrated in Table.1.1 and 1.2. It is important to be as precise as possible about the skills, knowledge, qualifications and attributes that are required for the job and about the experience and personal characteristics that are needed. It is good practice to specify what is essential or the minimum required to perform the job, as well as what is desirable. It is also necessary to think about the context of the job and the wider org anisational requirements to specify any elements of person-organisation fit that are important. Munro Fraser (1954) Impact on others: physical make up, appearance, speech, and manner Acquired qualifications: education, vocational training, work experience Innate abilities: quickness of comprehension and aptitude for learning Motivation: individual goals, consistency and determination in following them up, success rate Adjustment: emotional stability, ability to stand up to stress and ability to get on with people Table 1. Person specification framework (ACAS cited in Beardwell Claydon, 2004). Rodger (1952) Physical make-up: health, appearance, bearing and speech Attainments: education, qualification, experience General Intelligence: Intellectual capacity Special Aptitudes mechanical, manual dexterity, facility in use of words and figures Disposition: acceptability, influence over others, steadiness, dependability, self-reliance Circumstances: any special demand of the job, such as ability to work unsocial hours, travel abroad Table 2. Person specification framework (ACAS cited in Beardwell Claydon, 2004). When the process of job analysis has been completed and clearly identified, the next step in recruitment process is to attract quantity of suitable applicants with desired features. Company should consider some factors, like companys budget, level of vacancy, time and selection technique in order to choose the right way in recruitment process. Larger companies generally have a larger budget and are more able to find the best candidates for the job. Effective use of recruitment tools depends on the available budget. This due to the fact that recruiting is expensive and the more selection techniques used the higher the cost to the company, but in doing this the company has a better chance of finding the best candidate. The cost of recruitment and selection is not the only cost the company has to include in its calculation searching new candidates. The other costs the organization should take into consideration are costs of training selected candidates to undertake contributing role to the organization as well as the costs of recruiting and selecting the à ¢Ã¢â€š ¬Ã… ¾wrong person (Cornelius, N., 1999, p. 29). Every company should adapt recruitment and selection costs to its policy, capabilities and vacancy and on this basis consider if to recruit internally or externally. Furthermore the level of vacancy is another one of the factors a company should consider before choosing a specific method of recruitment and selection. The decision making process is stipulated by individual needs of a company. In order to start the process of recruitment a company should have free vacancies. In fact, managers should decide if a free capacity either proves to be a job opportunity for a potential employee or whether there is an alternative option to resolve the situation. Hence, recruitment and selection processes should not be taken, when there is another opportunity, like reassigning the task to other employees or automated task, so than human resource are no longer required. We need to notice, that the higher level of vacancy provides more sophisticated methods of recruitment (Newell, S., Shackleton V. 2001, p. 25). Another concerning question a company should frankly answer is what kind of selection technique they need to apply, i.e. the one which may facilitate effective employment. A company should frankly answer the question concerning the kind of selection technique they may need to apply, i.e. the one which may facilitate effective employment. Bratton (2003, p.227) notes that appropriate selection technique should recognize the way in which people differ and must be extended to a prediction of performance in the workplace. The twenty-first century organization of work has lost a variety of available methods which give credibility to techniques that attempt to measure peoples attitudes and overall personality. The literature on the subject of organization differentiates between many selection techniques. The basic methods like application form or curriculum vitae are rudimentary to employment interviews. This phase of recruitment process is called pre-screening candidates, which will help t o reduce the numbers of unsuitable candidates and to apply more detailed methods of assessment. After pre-screening is time for candidate assessment. An extensive range of assessment methods is currently available to the recruiter like : biodata, assessment centre, work sample, references are very useful and reliable. Nevertheless the use of interviews is still the most popular selection method in the world. Branine (2008) founds interviews to be the main part of the selection process and that there had been awareness of the danger of subjectivity in the conduct of interviews. To avoid such danger, Gabb (1997, p. 64) argued that companies often prefer an interview panel of two or sequential interviews with different people. A recent comparative study of six countries found that the interview was one of the most popular selection methods. Despite, interviews being reported very often to be subjective and unreliable. It seems that the face-to-face contact with the applicant and the po ssibility of assessing the candidates social and communication skills are the main advantages of the interview, and hence the main reason for using it. While the trio of application form, interview and references is still popular, there have been further developments in incorporating those with the use of assessment centers which has been reported to be in the increase (Branine, M., 2008). Assessment centers are described by Pilbeam Corbridge (2006, p. 157) as useful in penetrating behaviors relating to interpersonal relationships, leadership, influencing ability, sociability, competitiveness, self-motivation, tolerance, persuasiveness, and decisiveness. Assessment centers have become popular venues for the selection of candidates, the identification of their potentials and the assessment of their training and development needs. The number of multinational companies from the USA has increased, more and more large companies are using a variety of tests ranging from ability to aptitude, personality and intelligence, especially those companies who receive a large number of applications and those needing more skilled employees. But as Marchington Wilkinson (cited in Beardwell, I., Holden, L. Claydon, T., 2004) quote none of the techniques, irrespective of how well they are designed and administered, is capable of producing perfect selection decisions that predict with c ertainty who is or who is not bound to be a good performer in a particular role. Figure 1.3 shows the accuracy of selection methods. According to Beardwell et al. (2004) the enlargement in using assessment centers and selection testing like a more accurate methods, can help to improve the effectiveness of the selection process. Though, assessment centers are believed to be the most influential selection method in organizations, but still the higher percentage of the firms considering interviews to be the most important selection method. However, doubts about accuracy push employers to approve the interview formats or supplement the interview with the other selection methods such as tests or work simulation (Beardwell et al., 2004). Data about accuracy of various types of selection techniques covers large differences within each technique. It needs to be considered in that point reliability and validity, but the detailed aspects of these two key criteria, which are already mentioned, are going to be explained in the following part of this dissertation. Table1.3 The predictive accuracy of selection methods Source: Anderson and Shackleton cited in Beardwell et al. (2004, p. 216)) Selection methods concept of validity reliability Reliability and validity, as statistical concepts, are very important for selection methods. Reliability is a link to the extent to which a selection technique achieves consistency in measuring. The statistical analysis normally provides a coefficient reliability. In summary of results, the higher will be coefficient (that is, the closer it is to 1.0) the more dependable the technique (Bratton J., 2003, p.235). Figure 3 shows the validity, estimated by meta analyses, of many selection methods. Good selection methods must meet four basic requirements: practicality, sensitivity, reliability and validity (Price, A., 2000, pp. 148-149). Practicality of the selection method means that it should meet the constraints of cost and time, whereas sensitivity focuses on distinguishing one candidate from another. Reliability of the method can be considered in three aspects: test-retest reliability the duration should not have an impact on the score when doing the same tests; inter-rater reliability the same scores should be given by different interviewers; internal consistency different questions measuring the same competence should give comparable results. Equally, validity has also three aspects: face validity tests are more acceptable when candidates find relevant questions; construct validity and predictive validity how well the suitability of candidates for the position is predicted (Price A., 2000, p. 149). It is possible to make a credible selection decision when the requir ed criteria are clearly marked out. If the criteria are not made clear it will be difficult to make an appropriate decision and will also be difficult to validate the selection process (Torrington, D., 2005, p.142). According to the study of Levy-Leboyer mentioned in the Cornelius book (1999, p. 39), the validity of many selection methods is debatable and that is why they should be used with care. As the high validity the following selection methods are thought: work sample, aptitude test, assessment centre and cognitive test. Medium validity has bio data, and the low validity: references, interviews, personality tests, whereas graphology and astrology do not have any validity (Cornelius N., 1999, pp. 39-40). Moreover validity studies carried out by Taylor (1998) and referred to by Armstrong (2006) found conventional interview methods to be questionable and suggested that alternative selection methods such as biographical data, assessment centres and work tests are more accurate methods of selection. While many studies in recent years have raised concern about selection and validity, the most widely used methods remain the classic trio application form, interview, and references (Taylor 2001). Early research showed that unstructured interview did not have high validity, so as to improve its validity interview should be more structured. It means that all applicants are asked the same questions and the same dimensions are used to assess applicants. Structured interviews should potentially increase the quality of decisions made (Newell, S., 2001, p. 33). However, according to Heffcutt Arthur (1994, pp. 184-190) improving the structure of interview does not increase validity. The question remains therefore, that if these methods are among the least valid, why are they still so popular? Armstrong (2006) suggests it is the comfort factor and that recognition needs to be given to the fact that both interviewers and interviewees like them and have grown to expect them. This is also known as mentioned before face validity. He also suggests that most interviewers / organisations may not be aware of what the research suggests. When compared with other selection methods, the classic trio is relatively low-cost and provides the opportunity to have a face to face meeting. In examining selection methods, Armstrong (2006) further suggests that too much innovation in selection methods may turn prospective candidates off. While some organisations may see this as a form of de-selection, the danger is that potentially high calibre and not just the less suitable candidates may be turned off by lengthier and more drawn out selection processes; even if they are more valid. However, Cornelius argues that using different methods of selection can increase the certainty of selecting the right applicant in a fair way (1999, p. 40) Figure 3 is based on Schmidt and Hunters (1998) review and shows the validity, estimated by meta analyses, of many selection methods. Source: Schmidt, F. L., Hunter, J. E. (1998). The validity and utility of selection methods in personnel psychology: practical and theoretical implications of 85 years of research .Findings. Psychological Bulletin, 124, 262-274.

Hindu Religious Traditions Essay -- essays research papers

Hindu Religious Traditions Most people in the world derive their religious beliefs and traditions from their parents and peer influences. From a religious point of view, â€Å"There are many definitions for the term ‘religion’ in common usage. [Broadly defined], in order to include the greatest number of belief systems: ‘Religion is any specific system of belief about deity, often involving rituals, a code of ethics, and a philosophy of life’† (Robinson, 1996). However, in examining Hinduism, it is difficult to label the practices as a religion. This paper will expound upon the Hindu traditions, taking into account the characteristics of sacred elements, their meaning, and significance. Hindu Traditions â€Å"For thousands of years people have associated objects in the sky, the Earth, and aspects of their physical world with the gods and goddesses of their culture† (Windows Team, 2000, Mythology). The Hindu culture is no different with the association of several gods and goddesses acknowledged through their traditional worship. Worshipping the many gods and goddesses makes Hinduism difficult to comprehend the many elements of the tradition. The worship of many gods and goddesses is rooted in henotheism. â€Å"Belief in one god without denying the existence of others† (Yahooligans! Reference, 2000). This way of worship is what makes Hinduism complex and hard to understand. In addition, what makes Hinduism even more complex, is that fact that it is also â€Å"viewed as a monotheistic religion, because it recognizes only one supreme God: the panentheistic principle of Brahman that all reality is a unity. The entire universe is seen as one divine entity who is simultaneously at one with the universe and who transcends it as well. [Still others] view Hinduism as Trinitarian because Brahman is simultaneously visualized as a triad - - one God with three persons† (Robinson, 1995): †¢Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Brahma the Creator who is continuing to create new realities; †¢Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Vishnu, (Krishna) the Preserver, who preserves these new creations. Whenever Dharma (eternal order, righteousness, religion, law, and duty) is threatened, Vishnu travels from heaven to earth in one of ten incarnations; †¢Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Shiva, the Destroyer, is at times compassionate, erotic, and destructive. Sacred Elements Thus, it is understandable, based on the various gods worshipped in Hinduism that one must look at th... ... largest religion. Retrieved June 13, 2005 from Religious Tolerance Website on the World Wide Web: http://www.religioustolerance.org/hinduism.htm Robinson, B.A. (1995). Hinduism: A general introduction. Retrieved June 13, 2005 from Religious Tolerance Website on the World Wide Web: http://www.religioustolerance.org/hinduism2.htm Robinson, B.A. (1996). About specific religions, faith groups, ethical systems, etc. Retrieved May 31, 2005 from Religious Tolerance Website on the World Wide Web: http://www.religioustolerance.org/var_rel.htm Windows Team (2000). Mythology. Retrieved May 31, 2005 from Windows to the Universe Database on the World Wide Web: http://www.windows.ucar.edu/tour/link%3D/mythology/mythology.html%26edu%3Dmid Windows Team (2000). Surya. Retrieved June 13, 2005 from Windows to the Universe Database on the World Wide Web: http://www.windows.ucar.edu/tour/link=/mythology/surya_sun.html Yahooligans! Reference (2000). The American Heritage ® Dictionary of the English Language, 4th ed. Retrieved June 13, 2005 from Houghton Mifflin Company on the World Wide Web:   Ã‚  Ã‚  Ã‚  Ã‚   http://yahooligans.yahoo.com/reference/dictionary/entries/13/h0151300.html

Is Spreading Democracy in the U.S. National Interest? Essay -- U.S. Go

The Truman Doctrine established a policy of containment against communist governments. People believed the spread of communism would overthrow the democratic ideals our country believed in and followed. After the policy of containment died down, a new policy of spreading democracy emerged. This new policy has both good and ill effects on the â€Å"helped† nations and our own. In 2011, there were 115 electoral democracies, representing nearly sixty percent of the world’s government were democratic. In 1989, just 41 percent of all governments were democratic (Current Issues, 2011-12, p. 168). So, is spreading Democracy in the U.S. national interest? Or should our nation employ a more hands-off approach? The textbook defines democracy as a system of government in which the people rule; rule by the many. A core belief of Democracy is that ordinary people want to rule and are capable of governing themselves (Greenberg & Page, 2011, p.4). The textbook states that political thinkers attribute several components of democracy to its widespread appeal. First, democracy is considered to protect human rights the best because it is founded on the recognition of the intrinsic worth and equality of human beings. Second, democracies are the most likely to produce rational policies because it can count on pooled knowledge with which to make the decision. Third, democracies are long-lasting and more stable because their leaders are elected and answerable to voters. Fourth, democracy is considered to be the best government for economic growth and material well-being. Finally, democracy lets its citizens be free, which causes a state of mind allowing them to best develop their talents and skills. (G reenberg & Page, 2011, p.4). As stated, Democracy is ... ...ates Should Spread Democracy. Mar. 1998. Web. 1 Dec. 2011. . Greenberg, Edward S., and Benjamin I. Page. The Struggle for Democracy. 10th ed. Boston: Longman, 2011. Print. "Democracy and Human Rights." Current Issues. Ed. Joe Geraghty. 35th ed. Alexandria: Close Up, 2011. 168-81. Print. Lagon, Mark P. Promoting Democracy: The Whys and Hows for the United States and the International Community. Rep. Council on Foreign Relations, Feb. 2011. Web. 2 Dec. 2011. . Coyne, Christopher J., and Tamara Coffman Witte. Can We Export Democracy? Rep. CATO Institute, Jan.-Feb. 2008. Web. 2 Dec. 2011. .

Probability: Playing Card and Vocational Training Essay

Q1). You draw a card at random from a standard deck of 52 cards. Neither you nor anyone else looked at the card you picked. You keep it face down. Your friend then picks a card at random from a remaining 51 cards. a) What is the probability that your card is ace of spades? 1/52 b) What is the probability that your friend’s card is ace of spades? (Hint: Construct the sample space for what your friend’s card can be.) 1/51 c) You turn over your card and it is 10 of diamonds. Now what is the probability that your friend’s card is the ace of spades? 1/51 Q2). Suppose that 25% of the population in your area is exposed to a television commercial of Ford Automotive, and 34% is exposed to Ford’s radio advertisements. Also it is known that 10% of the population is exposed to both means of advertising. If a person is randomly chosen out of the entire population in this area, what is the probability that he or she was exposed to at least one of the two modes of advertising? ANS: P(A) = 0.25 P(B) = 0.34 P(A^B) = 0.10. Probability that he/she was exposed to at least one mode of advertising = 0.25 + 0.34 + 0.1 = 69% Q3). A Firm has 550 employees, 380 of them have had at least some college education, and 412 of the employees underwent a vocational training program. Furthermore, 357 employees are both college educated and have had vocational training. If an employee is chosen at random, what is the probability that he or she is college educated or has had the vocational training or both? Q4). A bank loan officer knows that 12% of the bank’s mortgage holders lose their jobs and default on the loan in the course of 5 years. She also knows that 20% of the bank’s mortgage holders lose their jobs during this period. Given that one of her mortgage holders just lost his job, what is the probability that he will now default on the loan? Q5). A Recent survey conducted by Towers Perrin and published in the Financial Times showed that among 460 organizations in 13 European Countries, 93% have bonus plans, 55% have cafeteria-style benefits, and 70% employ home-based workers. If the types of benefits are independent, what is the probability that an organization selected at random will have at least one of the three types of benefits? P(A) = 0.93, P(B) = 0.55, P(C) = 0.70. P(Not A) = 1 – 0.93, P(Not B) = 1-0.55, P(Not C)= 1-0.70 P(Not A B C) = 0.07 * 0.45 * 0.30 = 0.01155 P(atleast 1 event occurring) = 1-0.01155 = 0.988.

Donation For Lekemia & Lymphoma Society Tnt Essay

Myoproliferative disorders such as Leukaemia, lymphoma and Myeloma constitute a health, financial and social burden to patients and their family members. We do have a role to play to ameliorate this enormous burden; that is by donating to the Support. By this, we make others smile. The result: we are fulfilled and happy, too. You are not alone, I shall also be a part of this course. This year is a very exciting year for me and my two daughters. This is because we all are graduating in June 2008. I am going to do something that I always want to do: that is to participate in the Frederick Marathon on May 17th as member of The Leukemia & Lymphoma Society Teams in Training. In order to support this worthy cause, I have to raise funds to help find cures for Leukemia, lymphoma, Hodgkin’s lymphoma and myeloma. This is in a bid to prevent or reduce mortality associated with these cancerous tumours. Leukemia, Lymphoma and Myeloma are cancers that originate in the bone marrow or lymphatic tissues. This affects the person’s healthy blood cells. Every 5 minutes some one is diagnosed with blood cancer and every 10 minutes someone dies from a blood cancer. You may not believe this but nearly 6 people every hour dies from this disease. These staggering statistics only show the numerical calamity associated with these cancers, not to talk of the psychological and economic implications of these debilitating conditions on patients and their family members. There is a way to help assuage such burden: and that is to donate funds for research, families, and treatments. And by this I am determined to raise $1500. 00 or more to contribute to the course. |I implore you to make a donation to support my participation in Team in Training and help support the Leukemia & Lymphoma Society. You can make your donation but make sure the checks are written out to The Leukemia and Lymphoma Society and mail them to: You can also make your donation online on my website, which can be forwarded my website to your friends and family. This is a contribution that has a positive effect on the life of others. And there is nothing like making others happy. In fact, this is one of the things we can do for our country, our people in demonstration of our love for others.

Global Business Cultural Analysis: France Essay

This paper will focus on the many elements and dimensions of France and the affect it has on the business that takes place locally and internationally. There will be constant comparisons and contrasts between France and the United States of America taking place throughout this entire research article. I will focus on how the elements and dimensions of the culture separately are adapted by the locals and integrated into everyday life and business. I will also give insight on how to conduct business in France for other countries, mainly the United States, by talking about the countries imports and exports and certain important factors that outside business should know in order to successfully enterprise. The information and suggestions offered in this paper will range from communication and business dress attire, to social structures and Geert Hofstede analysis; all of which should improve the knowledge of foreign businesses and help them adapt in order to maintain and/or obtain success internationally in the country of France.? Global Business Cultural Analysis: France  What is a global business cultural analysis? From looking and several examples and finding information on this country, I have come to the conclusion that it is a description of the country and how its culture contributes to or restricts the business environment. As many of us may already know, culture plays a major part in a lot within a country. For one, culture dictates communication. Culture also the mannerisms of the people that are within the country. So, just to clear up any confusion, culture is a major part of a country and how it conducts itself, especially how it conducts business. It would be only right that if one was trying to conduct business in a country, they would need to understand the culture of the country in order to successfully interact with the people of the country in hopes of promoting and maintaining a highly active and flourishing business. With that being the case, I will focus my attention on the major elements and dimensions of culture in France. I will also describe how these elements and dimensions are integrated by the people of France when conducting business within this nation. Lastly, I will compare and contrast the culture and business of France with the culture and business of the United States and explain what a United States company would have to do in order to conduct business in France successfully. Communication One of the most important elements of culture in any and every country is communication. Communication comes in two different forms, verbal and nonverbal. Of course verbal is talking and actually saying what you mean and non verbal would be things such as hand gestures and body movements. In France, the official language is of course French. According to A Practical Guide to French Business by Alston, Hawthorne, and Saillet, â€Å"The French consider their language a central part of their cultural heritage, their â€Å"patrimoine,† and fluency in French is a major part of how French and non-French are evaluated. It is almost impossible to be fully accepted, or respected, when one does not speak French well† (2003 p. 43). The French appreciate when people not of the nation attempt to speak French but get irritated when it is spoken incorrectly according to Alston et al (2003). I can personally vouch for this because I had a French teacher that became visibly bothered when learned words or phrases were butchered and not used in the correct context. The French language is so important to the people of France, the government does not allow advertisements to be a mixture of languages. For example, if a store decided to display a sign that said, â€Å"Como is life? † it would be illegal and subject to a fine by the French government. The United States differ greatly in this aspect. There are a lot of examples of mixed languages, especially in entertainment such as movies and sitcoms. The French are very unique when it comes to conversation. They have a great appreciation for it, however, they tend to enjoy arguments and disagreements. They look at these things as interesting. They value someone that can argue with great skill. This is a complete contrast of the United States. We tend to try to avoid arguments and look down upon it. We try to be liked and attempt to agree with people that we are trying to build a relationship with or hold a conversation with. The French would rather voice their opinions and appear non-hypocritical than to agree or compromise how they feel. When it comes to interacting with people, France and the United States differ greatly. The people of France tend not to smile or have an expression when meeting new people. In the United States, we tend to smile and greet people as we have known them for a very long time. Edward MacNeal talks about growing up in a bicultural environment and noticing the differences between French and American interactions. He states in his journal French-American Misunderstandings, â€Å"†¦the French don’t smile at people they don’t know. They think it’s hypocritical† (2003). This nature is why many Americans view French people to be rude or snobbish. MacNeal also says that the American assumption is that we are all friends and the French assumption is that we are all strangers. This very assumption could hinder interaction between people of the two nations. So with that being said, when doing business with the French, be sure to address them by Sir or Madame rather than by their names. One should always approach them with no expression because a sign of expression, such as a smile, could be viewed as phony or fake. When communicating with the French, you should be mindful of the volume of your voice and be sure to make eye contact. Americans are known to be a little bit louder than the French would like. We tend to offend them by our loud talking and blaring laughter. The French are seen as very intimidating to Americans because of the intensity and vast amount of eye contact they make. Like I stated earlier, communication can also be non-verbal. Many actions and behaviors are observed by the French as well. Matt Priest (2012) notes that the French are very casual when it comes to punctuality. If you were to show up late to a meeting, you would probably be easily forgiven by many French professionals. Americans value punctuality a lot more than the French. You would mostly likely be the topic of discussion after the meeting. Speaking of conducting business, Mr. Priest also gives us insight by telling us that the French prefer to do business over lunch as opposed to any other meal. The French value privacy. They do not tend to like unannounced visits, so it is very important to let them know if you are planning to visit. Americans and the French have a little in common when it comes to communication. We both greet with a brief handshake, followed by a bit of eye contact. However, according to Matt Priest’s France Business Etiquette, Culture & Manners, French handshakes are not as firm as American handshakes. When conducting business, most people speak English, as English has become the common language within international business. According to Organization Communication in France: An Overview of Current Research, â€Å"†¦English has progressively and irremediably become the de facto Lingua Franca since the end of World War II†¦Ã¢â‚¬  (Cooren & Grosjean, 2010). Americans are similar to the French when it comes to business attire. We both recommend dress to be conservative. Bright colors are usually avoided by both counterparts and flashy, overpowering, and glitzy accessories are not encouraged according to the International Business Center (Priest, 2012). Conservative clothing is usually preferred when conducting any kind of business internationally. Religion The dominant religion in France is Roman Catholic. According to the World Factbook of France, about 83-88% of the population of the country is Roman Catholic (2012). Religion plays a major role in the operations and actions of the people of France. The International Business Center tells us that for the countries that have over 50% of the population that practice the Catholic religion, there is a dimension of the Geert Hofstede analysis called the Uncertainty Avoidance that correlates positively with this statistic (2012). The Geert Hofstede analysis will be discussed later on throughout this paper. According to Edward J. Woell, â€Å"Catholic belief and practice continued to shape French national identity throughout the modern era† (2009). The national identity of France was also molded by the Declaration of the Rights of Man and of the Citizen. This document is very similar to the United States Constitution and even though both societies say there is a separation of church and state, they were both created and influenced by religious beliefs. This very idea is the justification of many laws implemented in France and the United States together. Back in the nineteenth century, France had a belief of spreading its culture around the world on civilizations that were considered wrong or backwards. They believed their culture was the hands down best and most appropriate way to live and conduct oneself. Since France was rooted in the Catholic religion, that would imply that they were spreading their religious beliefs on other civilizations and people of other areas. As you you will see a little further through this article, France has continued to spread its beliefs on people, especially the people that are occupants of the country. There are several examples that show the influence religion has had on the actions and even laws of the people of France. One of the most recent events that was influenced by religion was the banning of the burqa. A burqa is a full body veil that is worn by Muslim women. The banning of the burqa started with not allowing the burqa to be worn in the schools in France. According to Ellen Wiles’s article Headscarves, Human Rights, and Harmonious Multicultural Society: Implications of the French Ban for Interpretations of Equality, headscarves and any signs or clothing that demonstrate ones religious affiliation (2007). This article also pulls a passage directly from the rule that was passed by legislation on the issue of the schools ban on religious clothing, â€Å"Article L. 41-51 of the French Education Code provides: â€Å"In state primary and secondary schools, the wearing of signs or dress by which pupils overtly manifest a religious affiliation is prohibited. † (Legislation passed on March 15, 2004)† (2007). The French government was not happy there. They passed a law on September 14, 2010, that would ban the wearing of the burqa in public. Right Vision News tells us, â€Å"A woman who repeatedly insists on appearing veiled in public can be fined 150 euros and ordered to attend re-education classes. There are much ore severe penalties for anyone found guilty of forcing someone else to hide his or her face â€Å"through threats, violence, constraint, abuse of authority or power for reason of their gender. â€Å"Clearly aimed at fathers, husbands or religious leaders who force women to wear face-veils, and applicable to offences committed in public or in private, the law imposes a fine of 30,000 euros and a year in jail† (2011). 150 euros equals out to about 200 United States dollars and 30,000 euros is about 40,000 United States dollars. This is a very harsh punishment for something that is considered a part of some people’s custom. People argued that this would infringe on the religious freedom of the individuals in the society; however, since the majority religion is Roman Catholic, this ban fits perfectly into the identity of the people that actively practice the Catholic religion. The government of France, like I stated earlier, was shaped by religious beliefs. The argument of the government of France for banning the burqa was that it hindered inequality and promoted submissive behavior. However, many people question this argument. As we all know, France is very conscientious of their appearance. The burqa does not display the Roman Catholic religion but actually has a negative connotation to other people that still view Muslim as terrorist because of the extremist group called the Taliban. The United States has taken a very different approach. Just recently, a mosque was built near ground zero of the bombing that took place on September 11, 2001. In the United States, the majority religion is Christianity. The idea of the construction of the mosque received lots of opposition but it was ultimately approved for construction by the members of the United States federal government. This was one of the most extreme signs of the support of religious freedom in the country, or better yet, a more absolute signal of separation of church and state. As we all know, the United States pushed their beliefs on people as well, which is very similar to France. We came overseas from Britain and persuaded the Native American people to adapt our ways. We taught them our ways of hunting and even our way of survival. Most importantly, we taught the Natives our religious ways. The same goes for modern day America as well. Though slightly more subtle, we influence people today with our religious beliefs. Christianity is embedded into our culture and is forced upon people through the many rules and amendments. I guess you can say that about just about any country, however, not all countries are backed or rooted in religious beliefs. For instance, the national religion of China is atheist. That is strictly enforced by the government of the country and displays of other religions are subject to punishment. Ethics and Etiquette This section will not just focus on ethics, but more so business ethics. First off, ethics, according to Google’s dictionary, is â€Å"Moral principles that govern a person’s or group’s behavior† (2012). This is the perfect definition for the ethics of a culture because it is the principles that govern the people and it influences the decisions and actions of certain groups of people as well. Business ethics is defined by Chris MacDonald as, â€Å"critical, structured examination of how people & institutions should behave in the world of commerce. In particular, it involves examining appropriate constraints on the pursuit of self-interest, or (for firms) profits, when the actions of individuals or firms affects others† (2012). Business ethics influence how certain companies and businesses interact with one another to conduct business activities. Some of France’s ethics and values were discussed earlier in the article, but let us talk about these set of governing principles in detail to see how they affect interaction between the people of the country. French people value their language as I stated earlier and the history of the country. The French language and its importance was fore mentioned in the communication section, so let us discuss the importance of history on the people of this country. According to The ins and outs of doing business in Europe: Germany, France, Russia, and the emerging markets of Eastern Europe, â€Å"Ignorance of French history, culture, literature, and so on is demonstratively looked down upon† (Gray 2005). The French pride themselves on the long history of their country and the influence they have had on the world throughout the years. They also place importance on inheritance. This value of inheritance goes hand in hand with the importance of social classes in France. Social classes and structures will be discussed later in this article. The French place strong value on friendship. Friendships to the French are very similar to being family related to Americans. We Americans tend to make many friends with moderate devotion or dedication whereas, the French do not make as many friends but build very strong relationships. Mr. Edward MacNeal states on the topic of friendship in both the United States and France, â€Å"Friendship in America may imply nothing beyond a momentary conjunction of place or interest, and even those you consider as your friends probably don’t know your other friends. Friendship in France usually implies a lifelong commitment. One takes on a more active burden of concern for friends in France than most Americans would knowingly accept. Your obligations to a friend in France might be likened to those you would have to a family member that you personally selected. In France, then, one shies from making friends casually and most of one’s friends probably do know each other† (2003). With this in mind, it is beneficial for one to make friends with their employers. True, you do want to become an ally of your boss, but be sure not to try to hard because like I stated before, the French despise phony demeanors and are very critical of hypocritical behavior. The best way to meet someone new in France is to be introduced by a mutual third party. This is true because of the great emphasis that is placed on friendship. Remember, in France, all of your friends will likely know one another. Like MacNeal said, friendships are lifelong commitments; so, once you become friends with your boss, you can expect them to help you in any way they can and the actions should remain mutual. I will now discuss the business etiquette of the French people because this is going to be very important for people of different nations that intend to conduct business with the French. Firstly, when greeting anyone, be sure to address them by Monsieur or Madame, no matter the circumstance. This is considered formal and is regarded as more polite. It is always important to remember to never confuse business with personal in France. France rarely uses humor in the workplace. It is seen as unprofessional. The French value intellect over all. Like I mentioned earlier, the best meal to discuss business is lunch.