Three ideas(devote one paragragh to each idea) how you might use the Assignment

Three ideas(devote one paragragh to each idea) how you might use the content of our Planning & Evaluation in the future as an adminstrator - Assignment Example The book offers guidance on the importance of project planning in organizations (Sylvia & Sylvia, 2012). Project planning is important if an organization has to achieve its goals and objectives. Project planning help to identify priorities in terms of projects, and which projects should be prioritized for funding. Non-governmental organizations participate in many projects that are aimed at helping the society. Before an NGO participates in a given project, it ensures that it has enough resources that will fund the project. The book offers important information on how planning can be done. Project planning must be consultative with the involvement of all the stakeholders. Consultation helps to come up with the best ways to implement a project to avoid impediments that may face the project. The book offers information about cost-benefit analysis. Cost–benefit analysis is a systematic process used to calculate and compare costs and benefits of a project or decision (Sylvia & Sylvia, 2012).The analysis serves to decide if the investment is sound and provides a basis of comparing projects. As an administrator in a non-governmental organization, I would be able to use cost-benefit analysis to know if a project that my organization intends to undertake has any benefit to the community. An organization can do many projects, but not all of them accrue the same benefits. Cost-benefit analysis will help to determine a project that has a long lasting benefit to the people. As an administrator, I will use cost benefit analysis to establish the amount of money that my organization will pipe into a given project. The analysis will assist to identify the benefits that my organization will get because of investing in a particular project. In my administration role, I will be able to budget for the activities of the organization. Budgeting is critical in order to utilize

Building the 787 Essay Example for Free

Building the 787 Essay Boeing is an Aerospace science company and is the worlds most leading aerospace science company and is the largest manufacturer and producer of commercial and military aircrafts. Boeing creates and produces rotorcraft, electronic and defense systems, missiles, satellites, launch vehicles and advanced information and communication systems. A little known fact about Boeing is that they are a major services supply to NASA and Boeing helps to operate the International Space station. Boeings main corporate office is located in Chicago, Illinois and employs over 158,000 individuals throughout countries all over the world. Boeing also outsources some its manufacturing business to national and foreign countries. The main assembly hub is located in Washington at a place called Everett plant. Unlike other traditionally built jetliners, the 787 is about 20 percent lighter which saves fuel and lowers overall cost of travel because the jet is made of nearly 80 percent composite material. Along with the new lighter sleeker look, the 787 was redesign with better headroom, larger windows and electronics in the passenger cabinets as well as the flight deck. While this new undertaking seems to be business as usual, Boeing was actually changing the way it now built aircraft. Bousch (2010, December) said it best when he stated, with the 787, Boeing set out to do something revolutionary by tapping suppliers not only for materials, parts, and components, but also innovation. And in doing so, it set out not only to bring a new platform to market as quickly as possible, but also, ironically, to reduce business risk by reducing its dependence on its own operations. The newly developed 787 was to be first aircraft from Boeing manufactured almost exclusively through outsourcing. Almost 70 percent of the plane’s parts were built in other countries. According to Hill (2011), this was Boeing’s gamble that outsourcing would contribute to the huge costs of production while utilizing the expertise of worlds most efficient producers thereby driving down the costs of making the plane (p. 564). Additionally, Boeing thought that outsourcing the planes components would help reduce planes normal develop time of six years to four while building brand awareness and sales in the countries where manufacturing was performed. Boeings’ Risks associated with Outsourcing While Boeing had plenty of cost-cutting reasons for outsourcing nearly 70 percent of the 787 aircrafts manufacturing to 17 contractors in some 10 countries, I’m not sure the risk associated with such a huge amount of outsourcing was truly evaluated by Boeings management. This change in philosophy was evident by the fact that in the company’s past production of Boeing models 777, 767 and 707 some of its components were outsourced to companies around the globe, but not in any of those models was more than 50 percent sent to outside manufacturers. Nevertheless, the initial response to the 787 was tremendous. Mike Blair, Vice- President and General Manager of the 787 program declared, as July 31, 2007, 47 customers worldwide have ordered more than 683 airplanes worth more than $110 billion dollars at current list prices, making the 787 Dreamliner the most successful commercial airplane launch in history. And there’s more to come! (Aeromagazine (2007), p. 4). Those po sitive sentiments from Boeing didn’t last very long. Boeings’ efforts to be leaner and â€Å"cut out the fat† cause them to rely to heavily on key components to be delivered by outsourced contractors and suppliers. By December 2007, Boeing was starting to question its move to global outsourcing. Boeing’s most fierce competitor Airbus had already suffered from problems with delays due to outsourcing when it produced the Airbus A380 Super-Jumbo. With the company now experiencing breakdowns within the supply chain, final preparation and assembly was ultimately impossible. Boeing realized that it was more difficult than expected to navigate so many different suppliers and get required components to its assembly plant within a specified time to complete assembly. Scott Carson, Boeings executive vice president of commercial airplanes, put it succinctly: â€Å"It has simply proved to be more difficult than we anticipated to complete the structural work on the airplane out of sequence in our Everett, Washington factoryâ⠂¬  (Teresko, 2007, p. 1). As delays mounted, Boeing had to finally admit that the weak link in the production of the Dreamliner 787 was its global outsourcing. There were issues from the start that the public never knew about. Boeing overestimated there ability to have proper oversight over contractors. Some suppliers, outsource there work to other suppliers and some had difficulty getting approval and licensing to manufacture there products. The risk that Boeing took was one that could have backfired based on the fact that delays are continuing and in the end, this outsourcing relationship of manufacturers and supply chain management could whine up costing the company more than money. Is Boeing giving up its competitive advantage by outsourcing its core components to suppliers across the world? One would question whether this choice to outsource so much of its design and components and technology to the Japanese will eventually even the playing field. Newhouse (2007) claims that â€Å"Boeing developed much of the materials, manufacturing processes, tooling, tolerances and allowances, and other design features, which are then transferred to suppliers in Japan, Italy and elsewhere. Over time, institutional learning and forgetting will put the suppliers in control of the critical body of knowledge, and Boeing will steadily lose touch with key technical expertise† (p. 4). Newhouse goes on to say that Japanese suppliers are acquiring so-called core competences, hence giving up its competitive edge by outsourcing major parts of the Boeing 787 (p.4). Whatever the opinion, only time will tell if this systematic change of having suppliers and there governments absorb the financial risk will undoubtedly by the rise or fall of Boeing as the world foremost leader in commercial aircraft. Managing the Globally Dispersed Supply Chain By mid 2008 the Boeing 787 had out sold the Airbus A380 by almost 400 orders. The Boeing flagship aircraft was order by more than 50 airlines with orders totaling 857 worth more than 144 billion dollars. These orders, originally schedule to be delivered for May 2008 were now being pushed back to the end of the year due to what Boeing called delays in dealing with its global supply chain which have affectively crippled there assembly lines. It appears that Boeings undertaking was more than just attempting to change the assembly and supply chain processes but it attempt at changing the materials in which aircraft are made seemed daunting enough. The delays appear to be due in part because the supply chain had so many suppliers and contractors trying to protect their own financial investment that all parties eventually suffered from continued delays and wound up risking profits. The continued changing and late delivery dates inevitably cost Boeing and its suppliers billions of dollars. After almost three years the Boeing 787 is still missing its self imposed deadlines for deliveries. According to Cohan (2010), Boeing has missed deadline after deadline with the 787 program – six times over the last two-and-a-half years-and it now looks poised to do so for a seventh time (p.1). Scott Hancher, the Boeing 787 programs third director, seems incline to blame the delays on instrument changes and suppliers inability to properly install parts for the tail-wing. Regardless of his accusations, the 787 still needs to be tested by the Federal Aviation Administration (FAA) before there is any certification. Not all of blame is on the contractors and suppliers. Boeing knew that they were embarking on unprecedented ways to produce commercial aircraft and there engineers should have developed software that could predict how the aircrafts composite materials would hold up under the normal stresses of air travel. This inability to predict the safety of the plane caused problems with cracks in the plane and delays imposed by the FAA until they issues were resolved and the aircraft deemed safe for passenger travel. Boeing now appears to making the anticipated changes by taking on more work and responsibility to the supply chain in order to effectively manufacture and produce the 787 aircraft to the specifications of the FAA. In 2009 Boeing brought its Dreamliner operations from two of its suppliers that were said to have had the most problems along the supply chain. This change has stepped up production of parts because other suppliers have realized the financial drawbacks and possible lost of contracts. This has prompted quicker responses and resolutions that have fixed the flaws in the manufactured products. Boeing in there attempt to be innovative and to create a new market forgot that there largest competitor Airbus was continuing to grow its market and create opportunities from Boeings mishaps. We can only hope that Boeing follows Airbus as the second major aircraft developer to increase restrictions on contractors and require that they only outsource a small portion of work to Asian countries in an attempt to develop partnerships for production and possibly development. McInnes (2008) was correct when he asserted that with a consortium of EADS (owners of Airbus) and Northrop Grumman winning a 40 billion dollar order from the United States government to build 179 refueling aircraft for the US Air Force, Boeing could do good with just getting the 787 certified and get on with deliveries as soon as possible (p.4). Is Boeing’s Outsourcing essentially sending American Jobs Overseas? The question about outsourcing has many Americans worried that jobs are being shipped overseas where labor is cheaper. Boeing the world’s largest commercial aircraft producer has made outsourcing its primary means for development of its groundbreaking commercial aircraft, the Boeing 787 Dream-liner. In an unprecedented move, Boeing decided to outsource nearly 70 percent of the development and component manufacturing to suppliers and contractors around the world. With its primary assembly plant in Seattle, Washington area, Boeing and its employees are worried that this trend will continue and cost many of them their jobs. In a recent Seattle-Post Intelligencer poll, 80 percent of the pollsters thought that outsourcing overseas will hurt the economy in the long-term. Americans have reason to worry, it’s not none how many jobs have been lost overseas thus far but its believed that over 2 million service jobs will be lost in the next decade or so. According to Cook and Nyhan (2004), Perhaps no player in the local economy has sent more jobs overseas than Boeing.Skip navigation The company makes no excuses for sending work to South Africa, Italy, China, Russia and other far-flung parts on the globe and the company argues it has no choice. It must build planes with fewer and more productive workers to remain competitive (p.2). In an effort to cut cost and look for the best manufacturers and engineers at there craft Boeing feels there move to outsourcing was inevitable because it is the future of airplane development. This effort to compete has forced the hand on over 40,000 employees that have lost there jobs at Boeing since 2001 and have benefited countries like China and Russia where we seen as many as 5,000 new jobs created for engineers and those with aerospace technologies and manufacturing skills. Though opinion will continue to be varying when it comes to outsourcing, Boeings’ says the company is committed to a stab le workforce. He believes the red-hot success of the Dream-liner 235 firm orders so far goes a long way to validating the new outsourcing strategy. Without the ability to reduce the planes overall development costs and be able to sell at prices comparable to older jetliners, success would be far less assured (Holmes, 2006, p. 4). The approach by Boeing has caused much concern but for now has been profitable with the huge orders for the 787 Dream-liner. The true test will be when be when supply chain again fails to be dispersed efficiently and the cost increase with the manufacturing of an aircraft. Will this cause the destabilization of the American workforce? Will it decrease Boeings new dependency on using outsourced foreign technologies and manufacturing? These questions will not be answered until there is another downturn in which large companies again turn to outsourcing in an effort to reduce production cost to stay competitive. Reference Blair, M. (2007, August). Building the dream: Boeing 787.retrieved from: http//boeing.com/commercial/aeromagazine.com Cohan, P. (2010, July). Boeing 787 delays: will the seventh missed deadline be the last? Daily Finance. Retrieved from: http://www.dailyfinance.com/story/company- news/boeing-787-delays Cook, J. and Nyhan, P. (2004, March). Outsourcings long-term effects on U.S. jobs at issue. Seattle PI Business. Hill, C. (2010). International Business, 8th Edition. Irwin/McGraw-Hill/MBS. Holmes, S. (2012). Boeings Global Strategy. Bloomberg Business. Retrieved from:http://www.businessweek.com/magazine/content/06_05/ Newhouse, J. (2007, March).Boeing Versus Airbus: Flight Risk, Outsourcing Challenges. Retrieved from:http://www.cio.com/article/29096/Boeing_Versus_ Airbus_Flight_Risk_Outsourcing_Challenges_?page=3 Teresko, J. (2007, December). Boeing787: a matter of materials – special report: anatomy of a supply chain. Retrieved from: http://www.industryweek.com/articleid-15339showall=1 Boeing. (2010). History. Retrieved on August 24, 2012 from http://www.boeing.com/history/narrative/n001intro.html

The Hong Kong tourism industry

The Hong Kong tourism industry Part B Abstract It is revealed that high labor turnover is a major global problem in hotel industry. The human resource management in the hotel industry is facing challenge about retaining employees and minimizes the turnover. Therefore, it is worth to investigate about the human resource management in the hotel industry. The purpose of this study is to explore the labor turnover in hotel industry, and its associated the factors affecting the labor turnover and how to manage the labor turnover. The labor turnover in hotel industry is influenced by the work related factors, external factors and external factors. According to some statistics, the cost of labor turnover in hotel industry is very high. Moreover, some retention strategy are propose to overcome the labor turnover are discussed including training, employee motivation and employee recognition. Section 1 :Introduction 1.1 Reason for choice of topic The tourism industry is the leading industry in many countries. Hong Kong tourism industry contributing $162.8 billion or 10.8% of gross domestic product in 2009(http://www.gov.hk/en/residents/, http://www.tourism.gov.hk/textonly/english/statistics/statistics_perform.html ) and Thailand tourism industry generate 6.5% of gross domestic product in 2008 (http://www.thaiwebsites.com/tourism.asp). Accommodation is an essential element of tourism service and it is vital to the quality of the tourist experience, as it constitutes a major part of consumption. This study is to investigate the labor turnover in the hotel organization. It is general known that the hospitality industry has a major challenge about the labor turnover and staff stability rates. These problems are usually occur in the front-line staff as it is related to a lot of unfavorable working conditions in hotel, such as the long working hours, unstable working schedule and lack of promotion opportunities. Therefore, many people are not willing to enter to the hotel industry or some people have work for many years in hotel industry but shift to another industry because of those unfavorable working conditions. Besides, the human resource management in the hotel industry are facing some serious problems about retaining the employees and recruits the right people to fill in the right job. Therefore, it is worthwhile to investigate the factors that cause the front-line employees to quit the job. In addition, to discuss what the human resource management can do to retain the st aff and manage the labor turnover in the hotel organization. Another reason for choosing this topic to study is the authors want to become the human resource manager in a hotel. Therefore, it is vital that the author have a clear understanding of what challenges that the human resource management are facing and to use the specific approach to overcome those problems. 1.2Academic objectives of dissertation This paper aims to achieve the followings objectives: To find out what is the meaning of labor turnover and have an overview of the turnover culture in the hotel industry To discuss the factors that influence labor turnover in hotel industry. To explain the cost of labor turnover in hotel industry. To find out what the human resource management can do to managing the labor turnover. 1.3 Outline of sections In section 1, the author talked about her reason for choice this topic and the major objectives through this project. In section 2, the authors explained the concepts of labor turnover briefly and provide an overview of the turnover culture in the hotel industry. In section 3, the author would explain the factors influence the turnover in the hotel industry and have an understanding of the cost of labor turnover. It could help to show the labor turnover is a serious problem within the industry. Moreover, in section 4, the author wants to make others understand how to manage the labor turnover in the hotel industry. Finally in section 5, would be the summary and conclusion about this project. Section 2:Literature review 2.1 What is labor turnover? According to Price (1977, p.15) the term ‘turnover is defined as the ratio of the number of organization members who have left during the period being considered divided by the average number of people in that organization during the period and also each time a position is vacated, a new employee must be hired and trained. This replacement cycle is known as turnover (Woods, 1995, p. 345). Labor turnover refers to the movement of employees in and out of a business. Labor turnover affects both workers and firms: workers may need to learn new job-specific skills, whilst firms incur the costs of hiring and training new workers (Brown et. al., 2009). The new workers may be more highly motivated and more highly skilled. Hence, turnover may enhance firm performance. However, high labor turnover causes problems for the firm as it is costly, lowers productivity and morale. Labor turnover can be divided into two main types: voluntary, where the employees leave of their own free will, and involuntary, where the employer decides that employment should terminate. Retirement can fall into either category (Boella, 2000). Most often the voluntary turnover arises where some employees leave to escape negative work environment factors and other are pulled away from the organization by more attractive opportunities and Cheng and Brown (1998) stated that people quit their job for many reasons, but most reasons are not related to management. In recent study, the involuntary turnover can applied to those employees have a poor performance or have did some serious mistakes then the organization would encourage them to quit than fire them. 2.2 The turnover culture in the hotel industry Everyone knows that the hotel industry is a highly labor-intensive industry but the high labor turnover is a serious problem within the industry all around the world. Some theorists such as Mobley (1977), Price (1977), Price and Mueller (1986) identified a range of other variables such as pay, communication, social integration, reutilization, role overload, promotional opportunity, training, supervisor and co-worker support, and distributive justice as having a significant impact upon turnover. According to the research Griffith University, the primary reason for managerial and operational turnover was voluntary resignation, followed by an internal transfer. Performance related terminations were very low. The main motivating factors for executives, managerial and supervisory staff to change jobs, within the hotel industry, were better career opportunities and better working hours. Changing jobs outside the industry was primarily motivated by higher salaries, working hours and better career opportunities. The data suggests that higher wages and better working hours are the major drivers for managerial employees to leave. Similarly, operational staff seek better wages, better working hours and improved career opportunities. In the pervious years, a small among of staff in hotel industry will stay for longer than five years but the voluntary turnover is gradually increase compared with the last decades. According to Kennedy and Berger (1994, p. 58) they stated that, in the hospitality industry, ‘the highest turnover occurred during the first 4 weeks (in employment). The cause of turnover is often poor human resource decisions and the unmet expectations of newcomers. 2.3 Factors affecting employee intent to leave in the hotel industry There are many factors affecting employee turnover. According to a widely accepted though, employees usually quit their jobs because of lack of wages. However, many studies show that there are also many complex factors affecting employee turnover other than wage, such as the management of the company, economics, and psychology. In the following section, some factors affecting employee turnover are discussed. 2.3.1 Work Related Factors The work related factors are other factors that will influence the labor turnover in the hotel industry. The following section will mainly focus on the job satisfaction, pay, working environment, work performance, promotion opportunities and the organization commitment how to influence the labor turnover. 2.3.1.1 Job Satisfaction Job satisfaction is containing the satisfaction with pay, satisfaction with the work itself, satisfaction with the supervision, satisfaction with the promotion opportunities (Khatri et. al., 2003). According to Davis (1981), job satisfaction can be defined as pleasantness or unpleasantness of employees while working. In addition, Oshagbemi (2000) has defined job satisfaction as ‘‘individuals positive emotional reaction to particular job. The term job satisfaction is considered an attribute that exists as the equity of a variety of desired and non-desired job-related experiences. It is also defines as the degree of fit between the features of a job and employees expectations. In addition, there are researchers who view that job satisfaction is a result of both employees expectations and aspirations and their existing status (Clark Oswald, 1996). When the employees with a lack of job satisfaction they will be quitting the job, and the basic reason is that they expect to ha ve a more satisfying job. On the other hand, if the employees have a high job satisfaction, the organization will be fewer labor turnovers. Price and Mueller (1981) stated that job satisfaction has an indirect influence on turnover through its direct influence on formation of intent to leave. Another study stated that employees with higher degree of trust would have higher levels of job satisfaction in the hospitality industry (Gill, 2008). 2.3.1.1.1 Pay According to the past study, the average annual wages of hotel are very low compare with the other industries such as the IT technology and education industry. A low starting salary is found in the frontline department in the hotel industry such as the housekeeping, Food and Beverage and front office. It was shown that dissatisfaction with pay is among the significant factors responsible for turnover (Pavesic and Brymer, 1990; Pizam and Ellis, 1999). Pay is received by the staff and money is equivalent to staffs effort to provide service. The salary, compensation and fringe benefit received by the staff are also the pay. Therefore, if the pay is increase, it can reduce the labor turnover. The relationship between pay and job satisfaction has received considerable attention (Churchill, FordWalker, 1974; Lawler, 1995). The pay was the most important job attribute contributing to job satisfaction in the Hong Kong hotel industry. Therefore, higher pay is significantly related to greater job satisfaction. The staff will be more satisfied with their job when the actual pay is more than the expected pay. The other situation that causes the staff to be more likely to leave their organization is that when they perceive that they are receiving lower salary but they know the other people elsewhere are offered better pay. Therefore, offering higher wages than competing organization will enable the organization to retain some talented worker. 2.3.1.1.2 The work itself The work itself is a critical dimension in employee job satisfaction (Luthans, 1992; Lawler, 1995; Qu, Ryan Chu, 2001; Groot Van Den Brink, 1999) and Glisson and Durick (1988) considered the worker and the nature of the work itself as two important factors affecting job satisfaction. The internal satisfactory factors are related to the work itself, such as: feeling of achievement, feeling of independence, self-esteem, feeling of control and other similar feelings obtained from work. And the external satisfactory factors such as: receiving praise from the boss, good relationships with colleagues, good working environment, high salary, good welfare and utilities. There is a relationship between job satisfaction and stress. Barsky, Thoresen, Warren and Kaplan(2004) argued that high level of work stress will be decrease the job satisfaction and finally leaving the organization because workers feel their job duties are difficult to fulfill. Price (1977) divided job stress into four types: lack of resources to perform, the amount of workload, the clarity of the role obligations and the role conflict. Those job stresses will also make the employees intent to quit the organization. 2.3.1.1.3 The supervision Supervision, being one of the dimensions of job satisfaction (Rust et al., 1996), is defined from the employee-centeredness perspective, it is manifested in ways such as checking to see how well the subordinate is doing, providing advice and assistance to the individual, and communicating with the worker on a personal as well as an official level (Luthans, 1992, pp. 121-122). Some information show that, satisfaction with supervisor will influence job satisfaction positively and finally decrease the labor turnover. If the supervisor provide more concern and social support to the employees, they will be more satisfy and the turnover will be decrease. 2.3.1.1.4 The promotion opportunities Price (2001) stated that promotion opportunities are the potential degree of movement to a higher level status within an organization. The promotion opportunities are also the important category to define the employees are satisfy or dissatisfy, because promotion opportunities are usually associated with increase the salary. However, the result show that hotel sector are lack of promotion opportunities rather than not having enough fair promotion policy (Iverson and Derry. 1997). Due to the hotel industry are lack of promotion opportunities, it will reduce the chance to retain the talented employees in the organization. When employees suffering from unfair treatment, they will change their job attitude immediately and may quit in long run (Vigoda, 2000). 2.3.1.2 The Organization Commitment According to Pennstate (2006), organizational commitment is the relative strength of an employees attachment or involvement with the organization where he or she is employed. Organizational commitment is important because committed employees are less likely to leave for another job and are more likely to perform at higher levels. There are three dimensions of organizational commitment, which are affective commitment, continuance commitment and normative commitment. Turnover literature has consistently found a strong relationship between turnover and organizational commitment, indicating that employees with low commitment are likely to withdraw from the organization. Alternatively, a positive relationship has been found between organizational commitment and career progress or internal promotions indicating that promoted employees are more likely to exhibit higher organizational commitment. 2.3.1.3 Work Performance Employees work performance is another factor affecting labor turnover. According to a study conducted by Jewell and Siegal (2003), it was found that the employees having high performance were not willing to leave their jobs. At this point of view, if the employees having low performance leave their jobs for any reasons, labor turnover is not an important matter for the company. On the other hand, if the employees have a high job performance. Low wages, exclusion from prizes, unsuitable jobs are also among the reasons causing low performance and high employee turnover. 2.3.1.4 Personal Reason Some employees also leave their jobs because of personal reasons. A principal reason that employees leave their jobs is lack of incentives (Pizam and Ellis, 1999). Employees may simply want recognition or an opportunity in advance. For example, The Ritz Carlton Company has reduced employee turnover by focusing on quality recruitment, providing better training and orientation, establishing realistic career opportunities and creating long-term incentive and reward systems. 2.3.2 Demographic Factor Most voluntary turnover models include demographic variables such as age, gender, race, tenure, marital status, number of dependents, and educational experience. However, this paper only focuses on the level of education, gender, marital status and age. 2.3.2.1 Level of Education One of the major challenges of the hospitality industry is the retention of highly educated employees. We define highly educated staff as employees who have followed a higher education program at a bachelors or masters level successfully ( Deery and Shaw, 1999). Carbery et al. (2003) noted that those more highly educated managers or non-managers are more likely to intent to make a turnover decision. One research study by (Blomme et. al., 2010), it shows that among alumni of the Hotel School The Hague who are working worldwide has shown that within 6 years after graduation about 70% of all graduates from the hotel school The Hague leave the organization in which they are working. The more highly educated staff will be less easily satisfied with their jobs than those staff with lower education level because the highly educated staff have higher expectations in job status and salary and they may not be willing to join or stay in the hotel industry. In addition, the external labor market s will provide many opportunities for those highly educated people to satisfy their high expectation on financial benefit. (Wong, Siu Tseng, 1999) 2.3.2.2 Gender Some study noted that, the female and male have their particular behavior that would influence the labor turnover. According to a study conducted by(Doherty and Manfredi,2001:62), it was found that women workers leave their jobs more than men workers, because the roles of women have to taking care of children, having baby in a society and doing house work. In addition, Hersch and Stratton (1997) stated that women, especially married women, spend more time engaged in household activities and are substantially more prepared to quit their job for a family-related reason than men . Some women workers also do not want to return to their jobs after having baby. On the other hand, the study conducted by Tang and Talpade (1999), it stated that males tended to have higher satisfaction with pay than females, whereas females tended to have higher satisfaction with co-workers than males. Its means that women tend to rate social needs as more important than men such as working with people and being helpful to other. Men tend to consider pay more important than do women. Women often begin their careers with much lower expectations than men do and they are willing to take career risks and change employers to do so. Finally, women workers usually work at the entry level jobs in hotel and accordingly get less pay than their men co-workers. According to a study conducted by Iverson (2000) in the USA, it was found that women managers in hotel got very less wages than men managers whether in the beginning or top of their careers. In a similar study, it was found that men workers got more wages than women workers got (Burgess, 2000). It was also found that in order to balance the wage differences among men and women workers, basic and routine job were given to women workers than men workers. 2.3.2.3 Marital Status According to Pizam and Ellis (1999), it stated that marital status could influence labor turnover. Those married employees are most concerned with the balance between their work and family life. Hom and Griffeth (1995),stated that married employees will not want to have a voluntary turnover. Because they have many concerns about the financial needs for their family. If they cannot afford the long and unstable working hours, they will tend to give up the job. However, this issue mostly occurs on women. Therefore, they will have more time for family life and take care of their child. On the other side, the unmarried employees will consider factors related to their jobs such as promotion opportunities and organization commitment more than those married employees (Wong, Siu Tsang, 1999). Therefore, they are less satisfied with their job than married employees. 2.3.2.4 Age In recent study, Hartman and Yrle (1996) points out that the Generation Y employee mostly creates the labor turnover in hospitality industry. In addition, the study conducted by Iverson and Deery (1997), it stated that younger employees have a higher propensity to leave than older employees. The problem was arisen in this decade; as the employees born in the baby boomer are retire gradually. The baby boomer is anyone born between 1946 and 1964. They have been through periods of war; therefore have less opportunity in education institutions. They tend to demand more stability in their workplace, and they are very loyalty to their employees. On the other hand, the Generation Y employee who was born between the years 1979 and 1994, they can adapt the changes easily and seek a higher standard of life therefore, they consider more about their interest in the work. Furthermore, they usually change their job, as they want to gain more experience and make their life more diversity. 2.3.3External Factors The external factors are the factors that we cannot control and very difficult to predict. Some of these factors include political shifts, legislation, new or modified regulations, global economic conditions, technology changes and major mining disasters. In some study, the hotel industry is quite easily influenced by the global economic conditions. The economic situation could predict most of the labor turnover within the industry. Therefore, the unemployment rate affects the employees perception on job satisfaction. If the economic is down turn, the employees who perceive a high level of job dissatisfaction, they may still stay in organization because they dont want to lose their current job and also the job market is a lack of opportunities for them to get a better job. On the other hand, if the economic condition have improve, the employees will leave the organization immediately to find a better job. Therefore, it may create the high level of labor turnover when the economic have improved. In the later part of the literature will focus on how to manage the labor turnover in order to minimize the labor turnover within the hotel industry. 2.4 The cost of labor turnover In the previous section, some of the critical factors that affect the labor turnover are discussed. The following section will focus on the cost of labor turnover and its impact. Labor turnover is a significant cost to hotel and it may be the most significant factor affecting hotel profitability, service quality and skills training. (Davidson et. al., 2009). The cause of labor turnover is multidimensional, such as low morale, low productivity, low standard of performance and absenteeism. According to the statistics from TTF Australia(2006), the annual cost of replacing managerial employees was $109,909 per hotel and the annual cost of replacing operational employees was $9,591 per employee. The total annual cost of turnover ($49M) equates to 19.5% of 64 surveyed hotels total payroll costs ($250M). Another study stated that the Marriott Corporation alone estimated that each 1% increase in its employee turnover rate, costs the company between $5 and $15 million in lost revenues (Schlesinger and Heskett, 1991).Therefore, the cost of labor turnover is very high. Labour turnover is not only a significant tangible dollar cost but also an intangible or ‘hidden cost associated with loss of skills, inefficiency and replacement costs (Lashley Chaplain, 1999). The direct impact of labor turnover will cause financial suffering such as administrative cost and Lashley (1999) refers to lost investment in training and lost staff expertise as particular examples of turnover costs and opportunity costs. For the indirect impacts caused by high labor turnover are lack of manpower, poor quality of service and low morale of employees and also if turnover increases, service quality may decline as it takes time and resources to ‘back fill departing employees, especially at busy hotels (Lynn, 2002). Labour is a significant cost and the leakage of human capital through unnecessary turnover is an element of critical importance to bottom line performance. A number of HRM practices have been suggested as potential solutions for turnover, such as investment in training, offering organisational support, adopting innovative recruitment and selection processes, offering better career opportunities (Cheng Brown, 1998; Forrier Sels, 2003; Hinkin Tracey, 2000; Walsh Taylor, 2007; Walters Raybould, 2007) and adopting measures to increase job satisfaction and commitment. 2.5 How to manage the labor turnover in the hotel industry? High staff turnover is the common problem in hotel industry, it is also a major factor affecting workplace efficiency, productivity, and hotel cost structure. Labor turnover represents a challenge for contemporary HRM strategies and practices. Therefore, in this section, it will turn to focus on how to manage the labor turnover from the human resources perspective. In the previous section, the cost of labor turnover in the hotel is discussed. The total annual cost of turnover ($49M) equates to 19.5% of 64 surveyed hotels total payroll costs ($250M). The turnover cost are very high, thus the awareness of the importance of employees staying with an organization is evident. Hinkin and Tracey (2000) advocate that hospitality executives who understand the value of human capital and adopt organizational policies and management practices in pursuit of employee retention will outperform the competition. Effectively designed and well implemented employee retention programs that increase employee tenure more than pay for themselves through reduced turnover costs and increased productivity (Hinkin and Tracey, 2000). According to 2500 supervisors, managers and executives within this sector, the top five most important aspects a company can provide to retain their people are as follows: communication, Leadership, Career path, development and understanding aspirations and helping the individual towards achieving them.(Baum ,2006) This shows that, the employee are highly concern for this five elements to determine their job satisfaction. Therefore, when HRM design for a retention scheme, they can consider those five elements before their decision. 2.5.1Training In organizations where employees receive the proper training needed to assume greater responsibilities, turnover rates are generally lower. Several studies show that training activities are correlated with productivity and retention (Delery and Doty, 1996; Huselid, 1995; Kallenberg and Moody, 1994; MacDuffie, 1995; Shaw et al., 1998; Terpstra and Rozell, 1993; US Department of Labor, 1993, Walsh and Taylor, 2007; Youndt et al., 1996). Staff is a unique asset in the company. Therefore, many hotel have invest a huge number of money per year for staff development. Because they realize that provide training to their employees would enhance the organization produtivity and improve their job performance. For the long-term purpose, training can solve the problem of high labor turnover in a hotel. Moreover, the hotel industry are now have a general shortage of the middle management staff. Therefore, the training should be around to develop and train new management personnel. For example, in 2004 Shangri-La Hotel Resorts Shangri-La Academy was born, this is a full-time facility that handles internal training for progression up the ranks. In addition, the Intercontinental Hotel Group also launched an in-house training center in order to groom their high potential employees to take on managerial positions within their company. Those measures of the Shangri-La Hotel and the Intercontinental Hotel Group is to do the retention of their employees and confront the trend of shortage of experienced staff and try to minimize the labor turnover. 2.5.2 Motivate the employee Staff motivation is as vital to success as any skill or personal attribute and its also plays a key role in staff retention. Motivation is the process by which a persons efforts are energized, directed, and sustained toward attaining a goal.(Stephen Coulter, 2006:482) . Staff motivation is a key element in retaining staff and help them increase the job satisfaction thus the labor turnover rate may be decrease. It is essential for the management of hotels to develop efficient HRM polices and practices that enable them to motivate competent employees who can contribute to the achievement of

Sex in Woman on the Edge of Time Essay -- Woman on the Edge of Time Es

Sex in Woman on the Edge of Time  Ã‚   In Marge Piercy's book, Woman on the Edge of Time, sex plays a major role in both the utopia and the dystopia. The portrayal of sex in the novel comes from a feminist point of view. The main character, Connie, is caught between a utopian world and a dystopian world where the takes on sex are on different levels. By using a feminist approach, the two worlds of sex can be examined and contrasted. In the dystopia that is Connie's present life, sex is a painful and often a violent experience. Rape, prostitution, and other sexual abuse are a dominant part of the characters lives. In the opening scene of the book, the reader is immediately introduced to this issue. Connie has to open her door to her only close relative, Dolly, only to see that she has been beaten by her fiancà © who is also her pimp. Connie has had to live her entire life with the thought that sex is violent rather than an act of love. Piercy uses the feminist ideals that men are the cause of the pain for women in a very explicit manner. For example, Geraldo, Dolly's fiancà ©, sho...

Restoring Balance Lab

Leo Tran IB Chemistry SL II R5 Ms. Crane January 4, 2012 Restoring Balance LAB Pre-Lab Questions 1. The solubility of iodine increases because the position of equilibrium has shifted towards the triiodide side of the reaction. Addition of the reactants causes an increase in the product which is directly related to the solubility of iodine in water in this case. 2. Ammonium chloride will be more soluble in hot water as in an endothermic reaction, increasing the temperature (which is the same as adding heat – one of the reactants) will cause the position of equilibrium to shift towards the products to compensate for the change.More products are a result of increased solubility of Ammonium Chloride with water when temperature is increased. Post Lab Questions 1. CoCl42- ions are present in this solution as they are blue colored and the color of the Cobalt Chloride solution was blue when we recorded the color and appearance of the solution. 2. Co(H2O)62+ ion was favored by the addi tion of water as it is pink colored and when we added water to the cobalt chloride solution, it became pink. This was because the amount of Co(H2O)62+ ions went up(more pink) to compensate or even out the change.Adding more products resulted in the position of the equilibrium to shift towards the reactant side making it favor the Co(H2O)62+ ions. 3. (a) CoCl42- ion is favored by the addition of hydrochloric acid and calcium chloride. (b) Cl- ion (c) When the stress (Chlorine from hydrochloric acid and calcium chloride) is added on the reactant side (more reactants), the pink color reduces and blue color increases. In other words, CoCl42- is favored to compensate for the change or minimize the stress. 4. A. Adding a species which appears on the right side of an equation will shift the equilibrium to the left side of the equation.B. Adding a species which appears on the left side of an equation will shift the equilibrium to the right side of the equation. 5. Since acetone attracts wat er molecules (decrease water molecules from the reaction) the reaction tries to create more water. Making more of the product, it naturally makes more of all the products which creates CoCl42- ions (blue in color), resulting in a blue color of the system of chemicals. 6. (a) Ag+ + Cl- –> AgCl (b) The concentration of Cl- ions decreased as chlorine ions from the reactant side reacted with silver

Alexander Falconbridge essays

Alexander Falconbridge essays Alexander Falconbridge, The African Slave Trade(1788) Alexander Falconbridge was a surgeon on several of the slave ships that sailed from Africa to Europe. In this document Mr. Falconbridge describes the living conditions that the African people had to endure during the middle passage from Africa to Europe. What he describes is horrifying and yet insightful about the way the African people were treated and handled. His account of the horrors of the journey became very influential among the English abolitionists.# At some point later Mr. Falconbridge was named Governor of a colony of freed slaves in Sierra Leone, Africa. It was known by the slave traders that sometimes before the African people could reach the auctions, some of them would die from cruelty, lack of food, and a number of other things. The African people were bought at auctions that dealt with the selling of humans. The African people were bought by black slave traders in Africa. After they wee purchased they were taken to the slave ships in canoes. In these canoes they were made to lie down with their hands tied and were kept a close eye on. The food portions that the African people were given were so small that that it was barely enough to keep a person alive. In these canoes, the people were exposed to the rain, and lying at the bottom of canoes( which leak), the African people were hardly ever dry. After the African people reached the slave ships they were divided up. The men were placed in one room and fastened together two by two, with handcuffs on their wrists and irons riveted to their legs. The men were then sent below decks to a room partitioned off for them. The women were sent to a separate room, however they were not handcuffed together. The boy children were sent to a different room on the same deck essentially giving the men, women , and boys their own apartments. However, the living quarters were so tight that a person could only lie on his/he...

Free Essays on Cognitive

How do human beings make decisions? What triggers a person to take action at any given point? These are all questions that I will attempt to answer with my theoretical research into Leon Festinger’s theory of cognitive dissonance, as well as many of the other related theories. We often do not realize the psychological events that take place in our everyday lives. It is important to take notice of theories, such as the balance theory, the congruency theory and the cognitive dissonance theory so that one’s self-persuasion occurs knowingly. As psychologist and theorist gain a better understanding of Festinger’s cognitive dissonance theory manipulation could occur more easily than it already does in today’s society. Leon Festinger’s cognitive dissonance theory is very closely related to many of the consistency theories. The first of the major consistency theories, the balance theory, was proposed by Fritz Heider (1946, 1958) and was later revised by Theodore Newcomb (1953). Heider and Newcomb’s theory was mostly looking at the interaction between two people (interpersonally) and the conflicts that arose between them. When two people have conflicting opinions or tension is felt between another person, it is more likely persuasion will occur. Because if no tension was felt between the two parties, or there were no conflicting opinions there would be no need to persuade each other. If you think about it, persuasion occurs only because there is tension between two facts, ideas or people. Charles Larson writes in his book, Persuasion, Reception and Responsibility, â€Å"another approach to the consistency theory is congruency theory, by Charles Osgood and Percy Tennenbaum (1955)† (p.82). This theory suggests that we want to have balance in our lives and there is a systematic way to nu! merically figure it out. When two attitudes collide, we must strive to strike a balance between the two attitudes. The balance varies depending ... Free Essays on Cognitive Free Essays on Cognitive How do human beings make decisions? What triggers a person to take action at any given point? These are all questions that I will attempt to answer with my theoretical research into Leon Festinger’s theory of cognitive dissonance, as well as many of the other related theories. We often do not realize the psychological events that take place in our everyday lives. It is important to take notice of theories, such as the balance theory, the congruency theory and the cognitive dissonance theory so that one’s self-persuasion occurs knowingly. As psychologist and theorist gain a better understanding of Festinger’s cognitive dissonance theory manipulation could occur more easily than it already does in today’s society. Leon Festinger’s cognitive dissonance theory is very closely related to many of the consistency theories. The first of the major consistency theories, the balance theory, was proposed by Fritz Heider (1946, 1958) and was later revised by Theodore Newcomb (1953). Heider and Newcomb’s theory was mostly looking at the interaction between two people (interpersonally) and the conflicts that arose between them. When two people have conflicting opinions or tension is felt between another person, it is more likely persuasion will occur. Because if no tension was felt between the two parties, or there were no conflicting opinions there would be no need to persuade each other. If you think about it, persuasion occurs only because there is tension between two facts, ideas or people. Charles Larson writes in his book, Persuasion, Reception and Responsibility, â€Å"another approach to the consistency theory is congruency theory, by Charles Osgood and Percy Tennenbaum (1955)† (p.82). This theory suggests that we want to have balance in our lives and there is a systematic way to nu! merically figure it out. When two attitudes collide, we must strive to strike a balance between the two attitudes. The balance varies depending ...

Prohibition Era Timeline

Prohibition Era Timeline The Prohibition era was a period in the United States, lasting from 1920 to 1933, when the production, transportation, and sale of alcohol was outlawed. This period began with the passage of the 18th Amendment to the U.S. Constitution and was the culmination of decades of temperance movements. However, the era of Prohibition was not to last very long, for the 18th Amendment was repealed 13 years later with the passage of the 21st Amendment. Fast Facts: Prohibition Description: Prohibition was an era in American history when the production and sale of alcoholic beverages were outlawed by the U.S. Constitution.Key Participants: Prohibition Party, Womans Christian Temperance Union, Anti-Saloon LeagueStart Date: January 17, 1920End Date: December 5, 1933Location: United States Timeline of the Prohibition Era Although Prohibition itself lasted only 13 years, its origins can be traced all the way back to the temperance movements of the early 1800s. Many early advocates of temperance were Protestants who believed alcohol was destroying public health and morality. 1830s The first temperance movements begin advocating abstinence from alcohol. One of the most influential dry groups is the American Temperance Society. 1847 Members of Maines Total Abstinence Society convince the state government to pass the Fifteen Gallon Law, the first prohibition law. The legislation banned the sale of alcohol in amounts smaller than 15 gallons, effectively limiting access to alcohol to the wealthy. 1851 Maine passes the Maine law, banning the production and sale of alcohol. The law includes an exception for medicinal uses. 1855 By 1855, 12 other states have joined Maine in banning the production and sale of alcoholic beverages. Political tensions began to grow between the dry and wet states. 1869 The National Prohibition Party is founded. In addition to temperance, the group promotes a variety of social reforms popular with progressives of the 19th century. Topical Press Agency  / Getty Images 1873 The Womans Christian Temperance Union is founded. The group argues that banning alcohol will help reduce spousal abuse and other domestic problems. Later, the WCTU will focus on other social issues, including public health and prostitution, and will work to promote womens suffrage. 1881 Kansas becomes the first U.S. state to make prohibition part of its state Constitution. Activists try to enforce the law using a number of different techniques. The most peaceful demonstrate outside saloons; others attempt to interfere with business and destroy bottles of liquor. 1893 The Anti-Saloon League is formed in Oberlin, Ohio. Within two years, the group becomes an influential national organization lobbying for prohibition. Today, the group survives as the American Council on Alcohol Problems. 1917 December 18: The U.S. Senate passes the Volstead Act, one of the first significant steps toward the passage of the 18th Amendment. The law- also known as the National Prohibition Act- prohibits intoxicating beverages (any drink containing more than 0.5 percent alcohol). 1919 January 16: The 18th Amendment to the U.S. Constitution is ratified by 36 states. Although the amendment bans the production, transportation, and sale of alcoholic beverages, it does not actually outlaw their consumption. October 28: The U.S. Congress passes the Volstead Act and establishes guidelines for the enforcement of prohibition. The law goes into effect on January 17, 1920. New York Times Co.  / Getty Images 1920s With the passage of Prohibition, a large black market develops around the country. The darker side includes gangs of bootleggers led by figures such as Al Capone, the boss of an organized crime syndicate in Chicago. 1929 Prohibition agent Elliot Ness begins in earnest to tackle violators of Prohibition, including Al Capones gang in Chicago. It is a difficult task; Capone will ultimately be arrested and prosecuted for tax evasion in 1931. 1932 August 11: Herbert Hoover gives an acceptance speech for the Republican presidential nomination in which he discusses the ills of Prohibition and the need for its end. PhotoQuest  / Getty Images 1933 March 23: Newly elected President Franklin D. Roosevelt signs the Cullen-Harrison Act, which legalizes the manufacture and sale of certain alcoholic products. Support for Prohibition continues to wane, and many call for its removal. 1933 February 20: The U.S. Congress proposes an amendment to the Constitution that would end Prohibition. December 5: Prohibition is officially repealed by the passage of the 21st Amendment to the U.S. Constitution.

Market Risk Essay Example | Topics and Well Written Essays - 2000 words

Market Risk - Essay Example However, despite such innovation, risk management has not been able to prevent the distortions in markets as the use of sophisticated financial engineering methods have only contributed towards covering up the true nature and value of the economies. The traditional tools of risk management group the overall risks run by financial institutions into market risk, credit risk, liquidity risk, operational risk, legal risk, business risk as well as strategic risk. Based on above broader categories different methods have been devised which measure the respective risks which can then be effectively managed through prudent risk management policies. This paper will study the market risk and the developments which are taking place in market risk assessment methods due to changes in the economic conditions besides assessing their adequacy for current economic environment. Market risk is the risk that the changes in the prices and rates prevailing in the market can reduce the dollar value of any security or portfolio of assets. Generally speaking, market risk can be broken down into two components i.e. the risk of the overall market that the prices or rates will generally fall or rise and the second element involves the market risk which specific to that particular security or assets i.e. the changes in prices or rates taking place solely due to individual characteristics of that particular asset. (Crouhy et.al, 2006). Effectively, market risk is defined as the risk of incurring losses, which may be incurred from off and on-balance sheet items which arise due to changes in the prices in the market. Market risk is important for banks and other financial institutions because they hold different positions in financial instruments on their balance sheets. Carrying such financial instruments on balance sheet therefore put them under the risk of movements in the market prices. It is because of this unique nature of the market risk that the market risk is further split into sub categories of interest rate risk, equity position risk, foreign exchange risk and commodity position risk. It is however, important to note that all the sub-categories of market risk are not mutually exclusive as changes in one type of risk can potentially create or increase another risk. Steps involved in market risk management Before discussing the market risk assessment and different methods, it is critical that a comprehensive review of how the market risk is managed by the financial institutions. The management of market risk is a very systematic process and involves different steps which needed to be taken so that the risk can effectively be managed. These steps are: 1. Risk Identification: any good risk management system must first have the capability to identify the risks as accurately as possible. Identification of the risks therefore involves accurately what are the different types of risks which are faced by the bank or financial institutions. 2. The next step involves the measurement of risk i.e. the employment of different market risk measurement models which effectively capture and measure the risk with better degree of accuracy and predictability. 3. Based on the risk measurement parameters, banks and financial institu

Assignment Example | Topics and Well Written Essays - 250 words - 246

Assignment Example This has seen to the decline of this practice. By providing the benefits of hanging clothes outside, the author tries to convince people to hang clothes in the sun. In fact, the author goes on to give the economic benefits of clothesline compared to dryers. In the article, the main issue is the decline of clotheslines. Although dryers and washers have contributed to this decline, some house provisions forbid residents from using clothesline (Dewolf, 2007). The established rhetorical mode in the article is comparison and contrast. In the second paragraph, â€Å"...where I discovered that St John’s was precisely the opposite of Calgary.† The author contrasts the use of the clothesline in Montreal and St John’s, and the use of dryers and washers in Calgary. Similarly, in the third paragraph, â€Å"Montreal is similar to St John’s,† this is central to residents in both places using clotheslines. On the same, the author gives possible reasons as to why the clotheslines still feature in St John’s and Montreal (Dewolf,

Ebay Strategy Essay Example | Topics and Well Written Essays - 1250 words

Ebay Strategy - Essay Example The factors that management should take into account at eBay when planning to implement strategic change include how to cope with the further expansion of the business whilst having contingency plans in case future performance fails to match the rapid expansion of the past decade. From the very simple concept of the setting of establishing an on-line market where people pay eBay fees whilst buying and selling the company made $ 778.22 million in profits in 2004 with the United States still representing 58 % of it core sales (Yahoo! Finance Company Profile). Management will also need to take into account threats and competition to its position as the world’s largest on-line auction and one of the world’s largest e-trading companies. The expansion is a major factor that the eBay management should think about implementing to ensure continued success. Well thought out expansion plans could literally give eBay the chance to make money from millions of self -employed on-line traders, sellers, and buyers. Sellers can be doing eBay as a hobby or as a full-time job whilst for buyers, eBay is a global marketplace where you can buy just about anything you can imagine and even more. The expansion of eBay into countries such as China and India has a great deal of strategic significance when planning to implement the changes that are needed to go with them. Given the high cost of implementing the expansion, it is critical that the operational and administrative sections of the company are operationally efficient and cost effective.

Mandarin Oriental Bangkok Human Resource Management Practices Essay

Mandarin Oriental Bangkok Human Resource Management Practices - Essay Example Organizational support With talented employees Mandarin Oriental Bangkok provides them with an opportunity to experience working aboard at Mandarin Oriental Hong Kong. Work environment There is a locker room with toilet and shower for both male and female employee.Uniforms and suits are provided by the hotel. There is laundry service for all employees’ uniform and suits. All restaurant equipment provided by the hotel.There are employees’ areas to hang out there before/after work or during break-time, which consist of cafà ©, library, computer room, sitting areas and flat screen TV with Play Station 4 in the living area. Thai customs are applied throughout the hotel, which is the purpose of showing respect between employees. Flexibility The hotel understands employees who have children and allows them to have adjustable work hours to meet their preferred time or have split shift if they needed to. The hotel allows employees to use their public holiday and annual vacatio n usually this depending on the seasonality. In some serious or important the case HR manager will decide upon the case and will inform the employee of the result. Internal and External Factors Analysis The Mandarin Oriental Hotel is a multinational organization that invests in and manages a chain of luxury hotels, resorts as well as residences all over Europe, Asia, and America. This paper analyses and evaluates both internal and external factors in relation to the Human Resource Management practices at Mandarin Oriental Bangkok.

Social Function of Art Essay Example | Topics and Well Written Essays - 500 words

Social Function of Art - Essay Example The Art functions in two ways. First is Non Motivated function of Art and the second is Motivated function of Art.Non Motivated function of the art serves no specific purpose and utility. As Aristotle defines it, imitation is one instinct of human nature, therefore creativity is human instinct and it by no means has motivated purpose. Experience of mystics, expression of imagination and universal communication all these are the examples of aesthetic attributes of an individual, there is no reasoning and logic but are meant solely for pleasure. Motivated function of the art, on the other hand, refers to the intentional and conscious actions on the part of the artist. It could be to communicate major social change, political view and specific emotions. Art is a source of entertainment and communication. The nineteenth century saw new developments in the art forms. The three major movements in the art form in this century were-Neoclassicism, Romanticism and Impressionism. As discussed e arlier, art is the expression of change or response to the change in the society. The world was going through rapid urbanization during this era and various art movements are the reflection of the way world responded to the change. For instance, the Neoclassicism was the intellectual movement that was inspired by the of Classicists of Greece and Rome. The art of this movement is identified by its idealized form and stable composition. The artists recognised themselves above other members of the society as pathfinders’ .

Vodka Research Paper Example | Topics and Well Written Essays - 2500 words

Vodka - Research Paper Example This pattern is also followed in the US also. Vodka normally contains 40% alchahol, which is the normal standard. Such vodka is widely used in Russia as well as the US. Even 50% alcoholic vodka is popular in the US. In some vodka, mainly polish descent, the alcoholic content is around 95%.In many east European countries as well as in the west, vodka is a supportive drink which is blended with other drinks. Examples are bloody marys, vodka martinis, etc (What is Vodka?). Vodka is a colourless and flavourless alchahol. The Russians normally brew it from grain whereas the poles make it from potatoes, beets, corn etc. the sugar is transformed into alchahol and distilled six times forgetting a wonderful mixture of vodka. Six times is the magical number. It is then filtered through charcoal. Vodka is an ideal blender. This property is used to the maximum in many countries. For example a bottle of istok or moskovskaya has milder quantities of vodka blended into it. There are more than 400 brands of vodka in Russia. It is flavoured and the most popular is the pepper flavoured vodka. Sometimes lemon is also used for flavouring. In US vodka is closely associated with martinis and cocktails. The average American drinker does not drink vodka straight. The American drinker does not mix vodka with beer as the Russian drinkers do (Gougeon). In today’s spirit industry, vodka is the most dynamic spirits in the global arena. Its growth trajectory is nothing but truly phenomenal. Over the past 20 years there has been an increase of a staggering 246.7m cases world wide. The growth of vodka is mainly associated in countries like Russia and Poland. In Russia there has been an increase by 21m cases over the 20 year period. This growth is truly commendable because it was achieved against tight governmental control as well as rising affluence. In US also there was tremendous growth for vodka. There was growth by 21.2m cases over the

Mandarin Oriental Bangkok Human Resource Management Practices Essay

Mandarin Oriental Bangkok Human Resource Management Practices - Essay Example Organizational support With talented employees Mandarin Oriental Bangkok provides them with an opportunity to experience working aboard at Mandarin Oriental Hong Kong. Work environment There is a locker room with toilet and shower for both male and female employee.Uniforms and suits are provided by the hotel. There is laundry service for all employees’ uniform and suits. All restaurant equipment provided by the hotel.There are employees’ areas to hang out there before/after work or during break-time, which consist of cafà ©, library, computer room, sitting areas and flat screen TV with Play Station 4 in the living area. Thai customs are applied throughout the hotel, which is the purpose of showing respect between employees. Flexibility The hotel understands employees who have children and allows them to have adjustable work hours to meet their preferred time or have split shift if they needed to. The hotel allows employees to use their public holiday and annual vacatio n usually this depending on the seasonality. In some serious or important the case HR manager will decide upon the case and will inform the employee of the result. Internal and External Factors Analysis The Mandarin Oriental Hotel is a multinational organization that invests in and manages a chain of luxury hotels, resorts as well as residences all over Europe, Asia, and America. This paper analyses and evaluates both internal and external factors in relation to the Human Resource Management practices at Mandarin Oriental Bangkok.

Vodka Research Paper Example | Topics and Well Written Essays - 2500 words

Vodka - Research Paper Example This pattern is also followed in the US also. Vodka normally contains 40% alchahol, which is the normal standard. Such vodka is widely used in Russia as well as the US. Even 50% alcoholic vodka is popular in the US. In some vodka, mainly polish descent, the alcoholic content is around 95%.In many east European countries as well as in the west, vodka is a supportive drink which is blended with other drinks. Examples are bloody marys, vodka martinis, etc (What is Vodka?). Vodka is a colourless and flavourless alchahol. The Russians normally brew it from grain whereas the poles make it from potatoes, beets, corn etc. the sugar is transformed into alchahol and distilled six times forgetting a wonderful mixture of vodka. Six times is the magical number. It is then filtered through charcoal. Vodka is an ideal blender. This property is used to the maximum in many countries. For example a bottle of istok or moskovskaya has milder quantities of vodka blended into it. There are more than 400 brands of vodka in Russia. It is flavoured and the most popular is the pepper flavoured vodka. Sometimes lemon is also used for flavouring. In US vodka is closely associated with martinis and cocktails. The average American drinker does not drink vodka straight. The American drinker does not mix vodka with beer as the Russian drinkers do (Gougeon). In today’s spirit industry, vodka is the most dynamic spirits in the global arena. Its growth trajectory is nothing but truly phenomenal. Over the past 20 years there has been an increase of a staggering 246.7m cases world wide. The growth of vodka is mainly associated in countries like Russia and Poland. In Russia there has been an increase by 21m cases over the 20 year period. This growth is truly commendable because it was achieved against tight governmental control as well as rising affluence. In US also there was tremendous growth for vodka. There was growth by 21.2m cases over the

The Balance of Good and Evil Essay Example for Free

The Balance of Good and Evil Essay â€Å"The Tyger† by William Blake expresses the idea of the creation of evil. It involves a very powerful rhyming scheme to convey the strength of the matter. Through the use of metaphors relating to certain gods, both Christian and Greek views, the image of the â€Å"Tyger† is described. This poem is the second in a pair which was published in his collection Songs of Experience in 1794. Blake’s previously written poem â€Å"The Lamb† was written in his collection Songs of Innocence in 1789, and it represents the complete opposite, the creation of good. Both poems are very necessary to generate the essential question; is the creator of the tiger the same creator of the lamb? Focusing on just â€Å"The Tyger,† Blake questions the maker of this evil beast, and the purpose behind the making. The Lamb is an extremely important piece to both collections. The poem’s focus is centered by the question of creation, but it does so in a modest way, opening as a simple question to a lovable, fragile creature. Little Lamb, who made thee? (1) In the first stanza of the poem the speaker asks the lamb who is responsible for both life and the creation of this innocent creature with the softest clothing and Gave thee such a tender voice (6-7). The lamb symbolizes the association between civilization and the natural world. The lamb is also a representation of pastoral innocence, connecting the urban world with Gods creation. Pastoral life holds a great deal of strength in the poem. This collection contains many pastoral scenes. These peaceful images of life outside of the busy city strongly suggest a sense of peace and tranquility. This connects the characters of the poem to the natural world, where they can consider their existence without the interference of human components. Blakes tender choice of words creates a spiritual mindset which answers the question in first-person narrative in the second stanza that a higher power is responsible. In answering as Jesus Christ, Blake presents his own admiration for God: He is called by thy name, For He calls Himself a Lamb. He is meek, and He is mild; He became a little child. I a child, and thou a lamb, We are called by His name. Little Lamb, God bless thee! Little Lamb, God bless thee! (13-20) By stating Jesus Christ as the lamb’s creator, Blake is signifying that everyone is in some respect a lamb created by God. Although Blake’s religious views are clearly stated in both his collection of poems and in biographies, a creation of his own mythology is tied into his work shown by illustration and by the poems themselves. The second quatrain starts off asking another question, â€Å"In what distant deeps or skies burnt the fire of thine eyes? †(5-6) Distant deeps creates an image of Hell, while skies is referring to Heaven. The eyes are in fact God’s eyes. The question as a whole is asking if it was God in Heaven who created this beast, or Lucifer in hell. Blake is known for using references to Greek gods and goddesses. The question â€Å"On what wings dare he aspire? † (7) depicts Daedalus and his son Icarus who fell from the melting sun after ignoring instructions from his father not to use his wings to fly. The question immediately following also symbolizes a Greek reference. â€Å"What hand dare seized the fire? † (8) represents the Titan Prometheus who was sentenced eternally to a rock where an eagle would devour his liver over and over everyday, in punishment of stealing fire to benefit human civilization. These Greek depictions help to enhance to message of religious drama. Blake is making a bold statement by asking a question that many of us ask at some point in our lives. Is the same god who created all the good in the world, specifically represented by the lamb, also the creator of the Tyger, which represents the brutal side of nature, and in the bigger picture, reality. â€Å"Did he who make the lamb make thee? † (20) This questions the probability of a god creating something so beautiful and pure, but then allowing the creation of something so horrible. Blake uses a very interesting and powerful technique with the line â€Å"frame thy fearful symmetry† (4,20) He uses it twice, and the first time it begins with â€Å"could. † The second time, however, it begins with â€Å"dare. † The repetition and alteration of the phrase serves as a tool to describe the change of tone from questioning the capability to interrogating the reasoning. Symmetry is important because it shows the relationship betwen the Lamb and the Tyger. They are the same in that they are both part of Gods creation. They are both equally important tools of nature, but they are different in that the lamb represents innocence, youth, and positive aspects of nature, where as the tyger represents the more powerful fearful part of nature. Though both can be beautiful in their own way. The Tyger is beautiful in a more experienced light, as one recognizes the striking colors and form of this graceful, yet deadly beast, where as the Lamb is seen in a more childish fashion. Both good and evil are present in the world today. Although they each serve different purposes, their contributions to humanity bring each other balance. â€Å"The Lamb† and â€Å"The Tyger† are equally vital in the intended creation of good and evil, and they share the same creator.

Benefits of Therapeutic Education (TE)

Benefits of Therapeutic Education (TE) The WHO states that â€Å"‘‘the aim of therapeutic education (TE) is to teach the patient the adequate know-how. The patient’s TE is a permanent process, which is part of medical care. It includes sensitization, information, learning and psychosocial support, which are all related to the pathology and its treatments. The education should allow the patient and his family to have a better collaboration with the health care professionals’’ Therefore, TE aids patients with chronic conditions to have better understanding of their disease and learn how to manage it. The main goal of TE is to improve the prognosis of the diseases and that can be achieved by reducing both morbidity and complications. Other objective of TE is regarding public health cost. TE offers patients with OA better self-management as a result it reduces medical care attention and because of lesser help from the medical care it reduces the direct and indirect cost. Further studies are needed regarding on the impact of TE in medical cost. The Haute Autorite ´ de sante ´ (HAS) in France have outlined the overall and specific goals of TE. Improving the patients’ health and patients’ families’ way of living is the general goal of TE. Patients’ achievement and maintenance of self-care competency or the ability to cope with competency depending on background and experience are the specific goals of TE. TE programs should consider data from evidence-based medicine, as well as recommendations from evidence-based practice. The HAS focuses on the important role of the patients in the implementation of the education activity, the demand for a multidisciplinary team to lead the program, and the need to assess the quality and efficacy of these programs. Educational programs for OA include the  ­Ã‚ ­Ã‚ ­Ã‚ ­Ã‚ ­Ã‚ ­Ã‚ ­Ã‚ ­Ã‚ ­diseases chronic nature, treatment involving pharmacological and non-pharmacological therapy, and lifestyle modification. The educational process must start at the first med ical visit, from the diagnosis, and continue after surgical therapy, with rehabilitation being the best time to begin self-care program. PKQ-OA a questionnaire specifically for OA patient knowledge has been used to assess patients knowledge regarding their condition. When the authors asses the questionnaire, they have found out that there is a wide range of knowledge levels among patients diagnosed with OA, the scores are ranging from 8 to 26 out of 30.Knowledge was not correlated with disease duration or patient’s age or sex; however, the number of years spent in formal education was correlated with high test scores. Most patients know the symptoms of their condition but many methods of joint protection and energy conservation have been reported. Wrong beliefs were identified and common ones are ‘‘OA is caused by cold damp weather’’ and ‘‘blood tests are useful in OA diagnosis’’. Poor knowledge about analgesic were dentified: Avoidance of activity has been related to musculoskeletal disorders. Fear and anxiety may both contribute to the fear-avoidance model in musculoskeletal disorders. A patient’s interpretation of pain may lead to either of the two: An adaptive response, whereby the patient deals with the pain and is more likely to manage it and maintain daily activities that will help achieve functional recovery; A non-adaptive response that leads to maladaptive behaviors, including pain-related fear, avoidance, and hypervigilance. Because of pain patients with musculoskeletal disorders tends to avoid activities for the fear of experiencing it. Now that the patient is avoiding or abstaining from physical activities, this will lead to further disability through unfavorable effects of physical inactivity and weakening of the musculoskeletal system. TE should be included in the management of OA according to European League Against Rheumatism (EULAR), Osteoarthritis Research Society International (OARSI), and The French College of Physical Medicine and Rehabilitation (SOFMER). EULAR concern patient’s education, physical exercise, technical aids and diet, but do not supply sufficient information regarding non-pharmacological therapies. OARSI insist on the importance of educating patients with hip or knee OA and stating the areas that TE must be stress to patients. Explaining the goals of treatment and the importance of changing lifestyle, such as the importance of exercise, activity adaptations, weight loss and other measures to help the joint(s) are the areas involve in the education. SOFMER highlight the need for educational programs that is design to encourage daily practice of an exercise activity. With these recommendations sufficient details must be supplied for these measures to be implemented, especially patientâ₠¬â„¢s education. The recommendations created by US National Institute of Health regarding weight loss in OA are commonly used for obesity treatment in TE because no specific recommendation exists for TE regarding weight loss in OA. According to the literature and international recommendation TE should be included in OA management. The main goal of the education is to change patient’s lifestyle especially regarding physical activity and weight loss. Education must be started from the early stage of OA, as well as the pre- and postoperative periods. Further studies are required to create a better effective educational program for OA, it is either unaided or with the help of other therapies, and measure its cost-effectiveness. Reference: Coudeyre, E., Sanchez, K., Rannou, F., Poiraudeau, S., Lefevre-Colau, M.-M. (2010) Impact of self-care programs for lower limb osteoarthritis and influence of patients’ beliefs. Annals of Physical and Rehabilitation Medicine 53, 434–450 Self-management aid interventions that can help patient with OA improve their quality of life. One way to offer self-management to patient with OA is through telephone-based OA management program. In this study conducted by Sperber et. al. the program offers 4 components: phone calls, educational material, setting goals and action plans. Among all the participants more than 80% agreed that each component was helpful and the average rating of overall helpfulness on a scale from 1 to 10 was 7.6. Participants of these program said that this intervention and each components is helpful in managing osteoarthritis. Participants most frequently mentioned the health educator’s calls (44 of 140, 31%) as the most helpful component of the intervention. The health educators’ phone call aided patients to stay on task with the educational materials and goal setting. With the phone call patients have ease discussing their condition with someone who has knowledge and understand their condition. Also the calls provided them educational benefit by teaching and clarifying information. Educational materials (written and audio) (20 of 140, 14%) provided patients with information regarding OA and ways how to manage OA better. Audio cassette and easy-to-read references are helpful and with these materials combined with the phone call it will be more helpful for patients with OA. Goalsetting (11 of 140, 8%), setting goal were helpful and and with the consistent phone calls participants takes active role in managing their condition. Participants also commonly said that exercise (42 of 140, 30%) and healthy eating and weight management (20 of 140, 14%) are helpful for managing their osteoarthritis symptoms because implementing these behaviors help them manage their pain levels. But one patient stated that the exercise increase his strength and improves ability to stand up but does not diminish pain. This study has limitation but these results provide information on planning OA self-management support interventions. These program may target and benefit to some patients with OA. Reference: Sperber, N.R., Bosworth, H.B., Coffman, C.J., Juntilla, K.A., Lindquist, J.H., Oddone, E.Z., Walker, T.A., Weinberger, M., Allen, K.D. (2012) Participant evaluation of a telephone-based osteoarthritis self-management program, 2006-2009. Prev Chronic Dis;9:110119. DOI: http://dx.doi.org/10.5888/pcd9.110119

Free Essays - The Tall Tale in The Adventures of Huckleberry Finn :: Adventures Huckleberry Huck Finn Essays

The Tall Tale in The Adventures of Huckleberry Finn      Ã‚  Ã‚  Ã‚  Ã‚   In Mark Twain's timeless American classic, The Adventures of Huckleberry Finn, the narrator often finds himself in undesirable situations.   These situations, which are far-fetched even for the nineteenth-century, provide much humor to the novel and demonstrate Huck's cunning.   Huck's adept use of the tall tale becomes a survival tool on this adventure.      Ã‚  Ã‚  Ã‚  Ã‚   In the novel, Huck sees lies as more of a practical solution to problems than as a moral dilemma.   He rationalizes that he has "never seen anybody but lied, one time or another"   (1).   Unlike the lawless adventurer of the frontier, Huck does not use his knack for selfish purposes.   He, instead, uses his lies strictly as a means of escaping misfortune and never for his own profit.   At one point in the story, Huck uses his skill to fabricate a story that keeps a skiff of slave-hunters away from Jim:   " 'Well, there's five niggers run off to-night, up yonder above the head of the bend.   Is your man white or black?'...'He's white' "   (110).   Huck's tall tales are used for the survival of both Huck and Jim, and Jim knows this.      Ã‚  Ã‚  Ã‚  Ã‚   Huck's stories are usually believed, but even when doubted, he manages to change his fib just enough to make it believable.   An example of this is when he is caught as a stow-away on a raft and his original story is not believed by the crew:   "Now, looky-here, you're scared, and so you talk wild.   Honest, now, do you live in a scowl, or is it a lie?" (106).   Huck then changes his story just enough to make it believable, displaying his unique ability to adjust his

Multimedia in the Palm of your Hand :: Technology Technological Papers

Multimedia in the Palm of your Hand Hand Held Video Games Hand held video games have been around since 1991 when Game Boy came out with the first hand held video game. When Game Boy hit the market it sold about fory eight million copies worldwide. Video game systems are a big part of are popular culture right now. We have seen many advances in the hand held video game industry since 1991. Game Boy has recently come out with a new colored Game Boy called Vitual Boy. The Virtual Boy uses two, tiny mirrored screens. Along with two screens they used two different colors, red and black, to produce a 3-D effect. This game console came out in the U.S. in 1995 but was not a success at all. Game Boy will now try again this year to build of their success in 1991. Nintendo is now coming out with Game Boy Advance. Game Boy Advance (also known as GBA), will be coming out this year and will sell for about $80-$90. You the consumer will have fifteen games to chose from which run for about$30-$40. You will also be able to use your old Game Boy games to play on the GBA. The GBA has fifty percent bigger screen and fifty percent better battery life. Nintendo says that the built in screen will have a sharper picture than the 64-bit consoles connected to a regular television. We are seeing Nintendo trying to build off their big success of the original Game Boy. Many people do not see Game Boy as a computer. Nintendo’s software company called Gametek has developed a program that you can take your Game Boy and turn it into a personal organizer, spell-checker, or even a travel guide. Sega which came out with the colored Game Gear system, also sell an attachment that will convert your Game Gear into a television . Music at Your Fingertips Portable MP3 players have come a long way in just a short period of time. Soon cassette and CD players will be considered as stone-age devices. Right now there are more than 50 different kinds of MP3 players ranging from simple to high-tech. Yet, the question that still remains is why are these players so popular?

Once More

Read over something you've written with an eye for the devices you've used to connect the parts. Underline all the transitions, pointing terms, key terms, and repetition. Do you see any patterns? Do you rely on certain devices more than others? Are there any passages that are hard to follow-and if so, can you make them easier to ready by adding appropriate transitions or trying any of the other devices discussed In this chapter. Try revising your text to Include different ones. Pointing words help orient your reader and establish continuity wealth your writing.KEY POINTS use pointing words to help orient your readers. Plotting words point forward or backward to other sentences. Plotting words help to give your paragraphs continuity. Key terms a key term is a word that will be important on whatever subject you need to know, that involves a key term. You'll usually have to define a key term like in social studies a key term would be: Ideology so you would define it as: a set of beliefs and values. Key terms are Vocabulary that someone should know in order to understand the topic. Petition The writer is usually trying to express an emotion or a phrase. Just like in Robert Frost's poem â€Å"Stopping by Woods on a Snowy Evening† he repeats the last line â€Å"and miles to go before I sleep, and miles to go before I sleep† to stress the extent of his journey and his exhaustion. In â€Å"the charge of the light brigade† repetition was most likely used to honor the men who died. By repeatedly stressing the number of men who fought and died for what they believe in they stress that they will not be easily forgotten.

Professional and legal implications Essay

This assignment will explore the professional and legal implications of a scenario which took place within a healthcare setting during the last year. Health care is very complex and decisions about how services are provided can have a huge effect on people’s lives. Therefore it is imperative that the care offered has the best chance of benefiting a patient and not harming them. However, in the following scenario a decision made by a healthcare professional for the best interests of their patient is challenged by the patient’s mother. To protect confidentiality the real names of the individuals involved have been changed (NMC, 2008). Katie is a 24 year old woman who has been admitted to hospital with a severe chest infection. Katie suffers from recurring chest infections due to her condition and also has cerebral palsy, learning disabilities and epilepsy. Due to these conditions Katie is unable to communicate, requires a Naso Gastric Tube for feeding, is doubly incontine nt and has one to one care from a Health Care Support Worker for all her personal and clinical needs. Katie lives with her mother at home, who provides her care during the night. The medical team discovered that her chest infection is Pneumonia and begin the relevant treatment, however believe that due to Katie’s quality of life she should be Not for Resuscitation (NFR) in the event of a cardiac arrest. However, Katie’s mother argues that her daughter should be resuscitated and the decision should be made by her, because she is her mother and that the health care team are neglecting her daughter’s right to life and are acting illegally by making such a decision. Katie’s mum also believes that the health care team are basing their decision on Katie’s learning disability rather than her best interests. This essay will encompass the ethical considerations that need to be sought when a decision such as NFR is made. Taking into account the legal and professional implications this has on the health care team involved. Before making any decision the health care professional will need to consider if the Katie has the mental capacity, what are in the her best interests and protecting the her human rights. All these topics will be included in this essay. This essay will also explain why it is important for a health care professional to take into account the Bolam Test and Section 4 of the Mental Capacity Act (2005), taking into consideration a patient’s best interest when they lack capacity, before they make any decision. The Medical Team must act in accordance with the practice  that is accepted at that time and by a recognised professional body (Dimond 2008). All these issues are relevant in this scenario. Making a decision such as NFR is taken very seriously due to the known outcome in the event of a cardiac arrest. A Not For Resuscitation (NFR) decision indicates that a decision has been made not to call the resuscitation team if in the future that patient, such as Katie, suddenly stops breathing or suffers cardiac arrest. Resuscitation decisions are very controversial and have been the subject of much media interest. Especially when that patient has a learning disability. There is evidence of this in the appendix at the back of this essay and it will be discussed further on in the essay. A decision such as NFR is the responsibility of the most senior clinician for the specific patient, according to a revised guidance of cardiopulmonary resuscitation (2007). Every health board should have a resuscitation policy. The Local Health Board’s policy involved in this scenario can be found in the appendix of this essay. The policy, published in (2009) states that cardiopulmonary resuscitation (CPR) should be commenced unless; the patient has refused CPR; the patient is at the palliative stage of illness or the burdens of the treatment outweigh the benefit. The Health Care Team are required, before they make any decision to determine if Katie has mental capacity and if she is able to understand and contribute to the decisions of her treatment. If Katie had capacity and was not consulted about the decision then the heath care professional could be seen as acting unlawfully and the decision maker would be legally and professionally accountable (B v An NHS Trust [2002]). The Mental Capacity Act (2005) describes capacity as an individual’s ability to make a certain decision at a specific time and not on their ability to make decisions generally. Legal capacity depends on the patients understanding rather than their wisdom. They should be able to retain and understand the information that they are given and then communicate their decision with the appropriate professional (Simpson, 2011). A patient’s competency to capacity should not be presumed. An assessment of capacity should be made before a person can be said to be incapacitated (NMC, 2008). Nurses have the ability to assess capacity, if they feel that it is needed. However, they do not have the authority to make a decision such as NFR (Hawley 2007). Therefore, they must  refer to a doctor or psychologist to assess the patient’s capacity and make such a decision (Hutchison, 2005). Katie’s mental capacity, following the Mental Health Act (2005), will need to be assessed by a doctor or a psychologist due to the significance of the decision. The Case of Re C (1994) helped produce the 3 stage test of capacity and this has proved to be a suitable test used in the assessing process of capacity. However, the introduction of the Mental Capacity Act resulted in a 4th Stage being added (Section 3 MCA). The test decides whether the individual is able to: Comprehend and retain information, Believe information given and weigh it up, balance the risks and needs, make a choice. The fourth stage is to communicate the decision. In this particular scenario, after an assessment of Katie’s Mental Capacity using this test, determined that Katie did not have the Mental Capacity to make decisions due to her inability to understand the information and communicate the decision. This enables the team to make this decision for her as long as it is in her best interests. Katie’s mother believes that she should be the one to make this decision for her daughter because she is her next of kin and Katie’s power of attorney. The Mental Capacity Act (2005) allows a person to legally set up a lasting power of attorney. The chosen person or persons have the power to make decisions on the individual’s financial and personal behalf. The act does not allow enduring power of attorneys to be set up; however those already in existence can continue to be used. The lasting power of attorney has the power to give consent on behalf of a patient who is incapacitated if it is in their best interest (Thomson et al, 2006). However, the lasting power of attorney does not have the power to order a patient who is NFR or who is becoming NFR, as in this scenario, to be resuscitated if a health care professional has assessed that the outcome would not be in the best interest of the patient. There is no obligation to give treatment that is futile or burdensome as seen in the case of Re J (A Minor) (Wardship: Medical Treatment [1990]). As in the case of R (Burke v General Medical Council [2004]) no person has a legal right to insist on specific treatments either for themselves or relatives. The health care professional is not obliged by law to resuscitate Katie irrelevant weather Katie’s mother is next of kin or has power of attorney. It was discovered afterwards that Katie’s mother was not her power of attorney because Katie had never had the capacity to  appoint one. The health care professional will make their decision after assessing the patient and following the appropriate legal frameworks which are set to protect them and the patient and examining what decision would be in Katie’s best interests. Section 4 of the Mental Capacity Act (2005) sets out the legal framework for a best interest decision to be made, for people without mental capacity. This can be found in the appendix of the essay. The Act states that the health care professional making the decision must not make it simply on the basis of the patient’s age or appearance. The patient’s condition and aspects of behaviour must not affect the judgements of best interests and duty of care. The health care professional making the decision must consider all the relevant circumstances and consider the possibility of the patient gaining capacity (MCA, 2005). However, if this is not possible then the health care professional must revise the past and present wishes of the patient, especially if an advance directive has been made. In relation to the scenario, it is crucial that this checklist is considered when making a decision such as NFR, due to Katie’s Learning disabilities’. Mencap (2007) published a report called ‘death by indifference’ which can be found in the appendix of this essay. The report examines cases where families believed that doctors used inappropriate use of Do Not Resuscitate Orders simply because the patient had a learning disability rather than assessing the best interest of the patient resulting in institutional discrimination. The Mental Capacity Act (2005) adds that the health care professional must consult anyone caring f or the patient or who is concerned for their welfare and gain their views on the decision (Dimond, 2008). In this scenario Katie’s mother was addressed and informed of the decision and her views were taken into account, despite the disagreement of the overall decision. Katie’s mum’s attitude and opinion towards the decision could be biased. She may genuinely not recognise that an NFR decision would be in the best interests of her daughter. Katie’s mother has her own values and beliefs that are likely to be factors that can influence her disapproval. The health care professional involved with Katie’s care will need to reassure Katie’s mum, show compassion and empathise with her situation. As stated earlier in the essay, the best interests of Katie can be determined via consideration of a checklist of circumstances within Section 4 of the MCA (2005). The benefits of treatment  and the probability of them arising are considered (Griffiths and Tengnah 2008). In this scenario the benefits of resuscitation would be measured. If it was agreed that res uscitation would do more harm than good then it would be considered that NFR would be in Katie’s best interests (Re A (mental patient: sterilisation) [2001]). Due to Katie’s quality of life, because of her cerebral palsy and epilepsy, it was considered by the health care professionals that it was in the best interest of Katie that she becomes NFR, as the outcome of resuscitation would not improve her quality of life. It was also agreed that resuscitation would do more harm to Katie than good, due to the probability of resuscitation being unsuccessful. However, Katie’s mum believes that the health care professionals are depriving her daughter of a right to life as was in the case of Airedale NHS Trust v Bland [1993]. The Human Rights Act (1998) is an Act of Parliament produced to protect the rights of individuals. The Act incorporates convention rights and protocols and is comprised of several articles. Schedule 1 Article 2, the Right to Life is of particular relevance in this scenario. The Article legally entitles every person’s individual’s right to life to be protected by law. It states that an individual†™s life should not be deprived intentionally. Katie’s mum believes that the decision of NFR is infringing her daughter’s human rights. If this is proved to be the situation then the professional could face legal action (Dimond, 2008). In this scenario the health care professionals are acting in Katie’s best interests and will not face any legal proceedings as long as they can justify their decision. This was illustrated in the cases of; National Health Service Trust A V D and others [2000], NHS Trust A v M [2001] and NHS Trust B V H [2001] indicates that decisions such as NFR, which are found to allow the individual to die with dignity and be in the best interests of the person, are not legally classed as infringing human rights. It could be implied that the decisions of NFR supports Katie’s human rights. If it is considered that Katie’s quality of life would remain poor or that resuscitation could potentially cause her harm and not be in Katie’s best interests then it could be implied that resuscitation in the event of Katie experiencing a cardiac arrest could prove a degrading treatment (Thompson et al, 2006). In this particular scenario Katie’s mother is accusing the health care professionals of being negligent. The case of (Bolam v Friern Hospital Management Committee [1957])  initiated the Bolam test. The Bolam test is used to examine if a health care professional has been negligent. If the health care professional has acted in accordance with an accepted practice which is approved by a recognised professional body then they cannot be thought as negligent. However, it could be disputed that the health care professional could be assumed negligent if they resuscitated Katie since it is not in her best interests as the health care professionals have a legal duty of care to preclude acts or omissions which can potentially injure the patient (Donogue v Stevenson [1932]). If the health care professionals were to resuscitate Katie and it resulted in her becoming harmed then the health care professionals could be accused of being negligent under the Bolam test. Once a decision such as NFR has been justified and documented then if Katie was resuscitated in the event of a cardiac arrest then this treatment could been seen as battery and it is unlawful as in the case of (Airedale NHS Trust v Bland [1993]). Such as in the case of Bland where the patient’s recovery was not going to happen due to him being in a Permanent Vegetative State, then the courts can decide that treatment can be withdrawn and not infringe the human rights of the individual (NHS Trust v M [2001]). In this scenario the health care team have decided, that due to Katie’s ongoing chest infections, the pain that she experiences from her conditions and her poor quality of life, it would not be in Katie’s best interests for her to be resuscitated in the event of a cardiac arrest. Consequently health professionals are not infringing her right to life and consequently not legally negligent. All health care professionals have a duty of care to their patients (Dimond, 2008). For this section of the essay the author will focus on how a decision such as NFR can have on a nurse and discuss the legal implications that may occur. Registered nurses are governed by The Code: Standards of conduct, performances an d ethics for nurses and midwives (NMC, 2008). The code is not a legal document however, it sets a framework of standards that a nurse must adhere to within their practice and it enables them to act lawfully. Decisions such as NFR can cause professional issues for a nurse. The nurse is the frontline provider of their patient’s care (Dimond, 2008). They have the most contact with the patient and their relatives. They often develop a therapeutic relationship with both. This could cause the nurse to face a dilemma of being criticised by the family and friends of the patient if they  do not commence CPR or even face criticism from their colleges if they did proceed with CPR (Dimond, 2008). The nurse may feel duty-bound to commence CPR due to the relationship they have formed with the patient. However, the nurse must always act lawfully. Due to the nurse’s role as the care provider, they often have contact with the family members. This may provide difficulties for the nurse if the family, such as Katie’s mum, disagree with a decision that has been made. Therefore, the nurse may be faced with a possible confrontation from the family or friends of the patient due to their disapproval (Hughes and Baldwin, 2006). The nurse has a responsibility to their patients to provide a high standard of care (NMC, 2008). However, at times they may feel as though they are being prevented from providing this standard when a decision such as NFR is issued and could cause them professional implications. However, it could also be argued that the nurse is fulfilling their role in such a situation as the nurse has a duty to alleviate the suffering of patients (Rumbold, 2002). The nurse would not be alleviating a patient’s suffering if they commenced CPR and it had been decided that it was not in the patients best interests. Nurses are accountable for their actions (NMC, 2008). The accountability of not providing CPR to a patient can present the nurse with a professional implication. Therefore, as the essay mentioned earlier, if the decision of NFR is legal then the nurse will not be held professionally accountable for not commencing CPR if their patient experiences a cardiac arrest. All Health care professionals are responsible for maintaining standards set in the code of professional conduct. The NMC (2008) governs nurses to ‘Adhere to the laws of the country in which you are practicing’. This implies that nurses are required to act lawfully. They are required to follow orders such as NFR regardless of their own values and beliefs. A decision such as NFR creates the question of: who has the right to decide what is in the best interests of a patient. Even though the person making the decision is professionally qualified to do so they may find it complicated in proving that it is in the best interests of a patient without capacity (Runciman et al, 2007). The professional has a duty to act lawfully and be able to sustain this when making such an important decision. The attitudes of a nurse can offer professional implications for a decision such as NFR. Attitudes are governed by personal values and beliefs. If the nurse did not agree that it is in theà ‚  best interests of the patient to become NFR this could create some difficulties. The nurse may decide to vocalise what they consider is in the best interests of their patient and this could conflict with the NFR decision made by the health care professional resulting in an ethical dilemma (Thompson et al, 2006). According to Schlutz (1998), there is considerable evidence that many nurses experience the feeling of powerlessness when confronted with an ethical dilemma and fear conflict with other professionals such as consultants and doctors. Due to this they may abide by instructions regardless of it conflicting with their own professional values and beliefs. This could imply that the nurse involved with Katie’s care could follow an instruction as NFR despite it being against their own professional opinion. However, the nurse must be accountable for their actions and must indicate a satisfactory reason for their conduct (NMC, 2008) therefore potentially resulting in a professional implication. Rundell (1992) claims that the nursing of a palliative patient and providing them with a dignified death, uncomplicated or uncompromised by CPR could prove to be more complex than simply intervening and commencing CPR. Therefore not intervening when a patient is suffering a cardiac arrest can res ult in a professional implication of the NFR decision. The nurse could find it very difficult to watch a patient suffer a cardiac arrest and not be allowed to intervene because of an NFR decision made by a health care professional who may not even have had a therapeutic relationship with the patient or their family. Doctors and nurses are professionally responsible to perform beneficently, justifying and respecting the rights of others (Thompson et al, 2006). Beneficence can be defined as an action taken that will benefit others and prevent and remove harm. Examples of harm are suffering and death (Herbert, 1998). If a health care professional fails to act beneficently it violates social, moral and professional standards (Beauchamp and Childress, 1989). This principle implies that the health care professional would be acting unprofessional by not commencing CPR. However, Casteldine (1993) implies that it is of greater beneficence for the health care professional to acknowledge end of life on certain occasions rather than using CPR, which could potentially cause harm, to prevent death. This implication is seen within the scenario. However it is imperative that the staff perform lawfully. Health care professionals are often faced with the  dilemma as to whether a certified decision has been made morally and legally accepted. This could result in disputes due to differentiating values and beliefs (Herbert, 1998). The NMC (2008) states that a patient, who does not possess capacity, should be protected. This may cause conflict in role responsibility in an NFR decision, as a health care professional not commencing resuscitation in the event of a cardiac arrest could potentially cause the issue of passive non-voluntary euthanasia. This is a further professional implication that the nurse may experience when a decision such as NFR is initiated. Passive non-voluntary Euthanasia can be defined as when the individual who dies is unable to give their consent and the individuals competent requests concerning euthanasia are not known, such as Katie’s wishes are not know due to her not having the mental capacity. In effect it involves not providing or discontinuing treatments that would be relatively successful in preventing the patient’s death because death is considered to be kind to the patient by the health care professional making the decision. Therefore, this type of euthanasia depends on other factors for its achievement in causing death, such as Katie’s underlying pneumonia which if left untreated could kill her or promote her inability to breathe satisfactorily without oxygen or respiratory assistance. By withdrawing treatment or as in Katie’s case creating an NFR that would normally be done for a patient with this condition, with the objective of causing the patient’s death out of compassion could be regarded as passive euthanasia and be interpreted as allowing the patient to die rather than killing them. Again when faced with such a situation the nurse must always abide by the NMC Code (2008) and act lawfully in their practice and they will not be accoun table for breaching their professional duties. In conclusion, this essay has contained numerous reasons why legal implications could arise due to Katie’s mother disagreeing with the NFR decision. When a health care professional makes a decision such as NFR, it is taken very seriously and as this essay has explained the health care professional has a legal obligation to justify their decision. They are required to follow the appropriate assessments and procedures before making their decision. The health care professional has a duty of care to their patient and they must ensure that they are considering the overall outcome and quality of life if CPR was performed and if it would be in their patient’s best interests or  potentially cause harm. It is imperative that they discuss all decisions with the immediate family and reassure the family that they are acting in the best interest of the patient (Hawley, 2007). Decisions such as NFR need to be regularly reassessed because a patient’s condition may improve or they may regain their capacity to make decisions. There are many legal and professional implications that the health care professional could encounter due t o such a decision. Therefore it is essential that they are aware of the law because they will be accountable for their actions. Ultimately they must be able to prove that they are acting in the best interests of the patient and be able to provide relevant evidence to support this. In this particular scenario, Katie’s mother was made fully aware of the NFR decision and what it meant if Katie was to have a cardiac arrest. She was involved in the decision making process and consulted regarding her daughters condition. Soon after the health care professional made the NFR decision Katie’s health deteriorated due to the Pneumonia and subsequently her quality of life was poorer than previously. It was at this point that Katie’s mum finally accepted the NFR decision and realised that it was in the best interests of her daughter that she should not be resuscitated. As the essay has shown, in the event that Katie’s mother pursued a clinical negligence claim against the Health Board, on the grounds that she believed the health care professionals in charge of Katie’s care were neglecting her daughters right to life, the likelihood of a ruling that Katie be for resuscitation in the event of a cardiac arrest would be unlikely due to Katie’s mental capacity, overall outcome, quality of life and the evidence supporting the health care professional’s decision that it would be in Katie’s best interest. In conclusion, the essay draws on the fact that all health care professionals, when making a decision such as NFR are required by law to assess patients mental capacity, follow a code of practice and always act in the best interest of the patients regardless of the patients families views and a patients disability. In order for this to be achieved, the Bolam Test and Section 4 of the MCA (2005) should be considered. The health care professional in this scenario conducted their decision process accordingly, following the correct assessments and legal frameworks, basing their decision on Katie’s best interests due to her ill health rather than her learning disability. 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