Why Is Religion Important? :: Why Study Religion?

Why is it important to study the worlds worships in the college and university curriculum?Religious Studies is intellectually exciting because it provides access to the closed book of the other.Religion is one of the primary disciplines for investigating the boundary questions of life and death, of love and hate, that characterize the human condition. All persons crave for self-transcendence in one mode or another. Religious Studies provides the opportunity to understand, with depth and nuance, the many beliefs and rituals that move persons to appreciate the alternative world of the religious reality.Religious Studies is academically enriching because it is a transdisciplinary mode of inquiry that engenders mystic intercultural literacy.Serious study of the worlds pietisms inculcates unique cultural sensitivities among students. Since it straddles the boundary between objective evidence and subjective experience, religious studies is methodologically diverse, globally aware, a nd academically transgressive. Religious studies is rigorously and playfully open to a multicultural and international way of being that bursts the boundaries of the conventional and the everyday.Religious Studies is personally meaningful because it raises questions of purpose and value along with ontogenesis important life skills.Religious studies enables the development of crucial aptitudes -- critical thinking, communication competence, interpersonal awareness, and intercultural literacy -- necessary for success in a global society. The aim of big(a) education -- healthy, holistic education -- is about gaining wisdom, not the accumulation of knowledge as such. Practically speaking, religious studies can enable students to better practice the toil of selfhood by both building self-esteem and making possible the acquisition of competencies crucial for ones well-being in increasingly diverse world culturesWhat role should theology play in the curriculum?To learn about the reli gious dimensions of world cultures is essential to a fully informed and multicultural educational curriculum. But it should be noted that teaching about religion on a comparative, educational basis is not the same as teaching religion. To teach about religion is to study the religions of the world in a manner that is comparative, factual, and fair-minded, and that avoids any hint of faculty or students trying to persuade other faculty or students to involve to this or that religious (or non-religious or anti-religious) belief-system. To teach religion, on the other hand, is a rhetorical exercise that attempts to persuade students to believe (or not) in a particular religion or system of ideas. To teach about religion, then, is

Puritan History :: essays research papers

in the seventeenth century some Puritan groups separated from the Church of England. Among these were the Pilgrims, who in 1620 founded Plymouth Colony. tenner years later, under the auspices of the Massachusetts Bay Company, the first major Puritan migration to New England took place. The Puritans brought strong spiritual impulses to bear in all colonies conjugation of Virginia, only when New England was their stronghold, and the Congregationalist churches established there were able to perpetuate their viewpoint about a Christian society for more than 200 years. Richard Mather and tush Cotton provided clerical leading in the dominant Puritan colony planted on Massachusetts Bay. Thomas Hooker was an example of those who settled bare-assed areas farther west according to traditional Puritan standards. Even though he broke with the authorities of the Massachusetts colony over questions of religious freedom, Roger Williams was in addition a true Puritan in his zeal for persona l godliness and doctrinal correctness. Most of these men held ideas in the mainstream of Calvinistic thought. In addition to accept in the absolute sovereignty of God, the total depravity of man, and the complete dependence of human beings on divine grace for salvation, they stressed the importance of personal religious experience. These Puritans insisted that they, as Gods elect, had the duty to direct national affairs according to Gods will as revealed in the Bible. This union of church and state to form a saintly commonwealth gave Puritanism direct and exclusive control over most colonial activity until commercial and political changes forced them to relinquish it at the end of the 17th century. Because of its diffuse nature, when Puritanism began to decline in America is difficult to say. Some would hold that it lost its influence in New England by the early 18th century, but Jonathan Edwards and his able disciple Samuel Hopkins revived Puritan thought and kept it alive until 1800. Others would point to the gradual decline in power of Congregationalism, but Presbyterians under the leadership of Jonathan Dickinson and Baptists led by the example of Isaac Backus (1724 - 1806) revitalized Puritan ideals in several denominational forms through the 18th century.

Free Color Purple Essays: The Characters of The Color Purple :: Color Purple Essays

The Characters of The Color Purple In The Color Purple, by Alice Walker, Celie, Nettie, and Mr.______ be developed bit by bit throughout the novel and their actions all seem to be intertwined and what happens to superstar of them effects one if not both of the other two. There is a strong birth between Celie and Nettie not just because they are siblings but because Nettie is one out of two people Celie loves, and this doesnt exist between Celie and whatever other of her siblings. There are various things that bring these two even closer, one being the discovery that they both come from a different father which Celie discover from a garner from Nettie which reads ...and I pray with all my heart that you get this letter, if none of the others. Pa is not our Pa. (182) and the one they thought was there flesh and blood father was in truth only their step father. This brings them closer for it is so important and they are each others direct relatives for both parents are dead and they do not grant any other brothers or sisters. The second point is that they keep in contact when Nettie is traveling to and from Africa. This is more or less an escape for Celie for she does not really have anyone except for Shug that she loves so the letters are a way for Celie to keep not only with Nettie but also her two children that she has only seen for a for a couple of days in her entire life. So the main bond between Nettie and Celie is one of love, and they demonstrate this by constantly trying to stay in touch even though they dont know if the other is receiving the letters. The relationship between Mr. ______ and Nettie changes drastically from love to hate. Nettie first introduces Mr. ______ into the story as the man she is going to marry, Celie says to Nettie one day I say marry him, Nettie. but when the marriage is disallowed because she is to young plus pa wants to keep her in school, but Mr. ______ is given Celie along with a cow so in the marriage to Celie M r. ______ realises hell never get Nettie but he still loves her but Nettie begins to go off him, for his marriage to her sister.

Human Resources Testing of Candidates Essay -- HR Human Resources

IntroductionAmong some of the nearly critical decision that human resource has to excite is the biggest decision to hire the right person for the job. After the initial application and interviewing has been done, HR has a potential candidate they must conduct an application screening. I will discuss HR process of straining application on their ability to perform the job and credit reports use to interpret if the candidate is a good or bad candidate to hire. TestingThe question is what rise does HR use? There are so many test programs gettable that are design to test a variety of assessments, testing employees have become over whelming for HR. There is no one test that can determine if HR has chosen the right candidate. If a candidate cogent to pass the test, it will not show what kind of work habits, reliability, trustworthiness, honesty, leadership, ardent or take aim of stress that a candidate can tolerate. The selection of test has to fit the job description that a can didate is applying for. For example if a candidate is applying for administrative job there selection would be a typing test or aptitude test, stress test, construction worker would take a test on math , financing person would take a test math, behavioral Test result defines candidate skills to see if they can do the job. The more than in depth organizations dig into candidate ability to undercover the skill the more it will cost the organization. Because there are so many test available HR has to take into an account that multi testing candidates will cost an organizations millions of dollars. The least cost effective ways to test potential candidates, using root and pencil, highly technology software testing cost millions of dollars especially if an... ...said, because they need the job.ConclusionHR is responsible for making sure that potential candidates go by dint of an application screening, testing and credit check before they are hired. It is important to make sure tha t the right candidates are hired by using the most cost effective testing tools to determine application, interview and references to determine if their are the right candidate. Works CitedOsborne, J E. (1996, December). Improving hiring decisions Employee testing of candidates. Getting Results ... for the Hands - On Manager, 41(12), 6-7. Retrieved November 29, 2010, from ABI/INFORM Global. (Document ID 10508917).Thomas Frank. (2009, February 13). Job credit checks called unfair Needy hurt most 5 states eye limits. USA TODAY,p. A.1. Retrieved November 29, 2010, from ProQuest Newsstand. (Document ID 1645005741).

Systems of the Human Body Essay -- essays research papers

The human consistence is precise complex. It is like a job. You have to do a one thousand million things in one day to make it through the day. The consistency uses nine arrangings to do all of those jobs. They all have separate functions, but some bet together. Each system is also made up of organs. there are legion(predicate) ways to care and protect the systems from the many contrasting problems they can have. there are also many interesting facts about each(prenominal) system.The nervous systems principal(prenominal) function is to coordinate all of the activities in the organic structure. The main(prenominal) organs are the cerebellum, which controls and coordinates movement. The cerebrum, is the center for conscious thought, learning, and memory. The last main organ is the brain stem. The brain stem keeps the automatic systems in your body working. Problems of the nervous system include, epilepsy, Alzheimers, and multiple sclerosis. You can care for your nervous s ystem by wearing a s extinguishbelt, wearing a helmet, and by not using drugs or alcohol. Something very confusing about the nervous system is that the leave slope of human brain controls the right side of the body and the right side of the brain controls the left side of the bodyThe fell has 3 main function. It has to define body temperature, remove waste (perspiration), and protect. The skin is made up of 3 layers. The epidermis is the outmost thinner layer of the skin that is made up of exsanguine and living cells. The dermis is the thicker middle layer of the skin that contains blood vessels and nerves. Sweat glands are raise in the dermis, they secrete perspiration through ducts to pores on the skins surface. To avoid problems like warts, boils, moles, acne, and sunburn you can wash your body daily, wear sunscreen that is 15 or higher, and check your body often... ...culatory system. Pituitary gland is a growth hormone that helps in mertabolism and develops reproductiv e organs. The thyroid controls metabolsim on the rate that the body breaks down food. Adrenal gland secretes many hormones including adrenaline which prepares the body to react in a stressful situation. The pancreas produces digestive enzymes and insulin. Ovaries produce ova and estrogen. Testes produce sperm cells and testosterone. To ride out healthy you should get a regular medical check-up, eat a well-balanced diet, sleep at least 8 hours, and decrease stress in your life. Some problems are growth disorders, diabetes, and obesity. Puberty begins at different times for girls then boys. Girls start around ages 9-13 and boys are ages 10-15.The body is an amazing thing. So many things are going on at once. Without your eyes you wouldnt be able to see this paper Systems of the Human Body Essay -- essays research coverThe human body is very complex. It is like a job. You have to do a million things in one day to make it through the day. The body uses nine systems to do all of those jobs. They all have separate functions, but some work together. Each system is also made up of organs. There are many ways to care and protect the systems from the many different problems they can have. There are also many interesting facts about each system.The nervous systems main function is to coordinate all of the activities in the body. The main organs are the cerebellum, which controls and coordinates movement. The cerebrum, is the center for conscious thought, learning, and memory. The last main organ is the brain stem. The brain stem keeps the automatic systems in your body working. Problems of the nervous system include, epilepsy, Alzheimers, and multiple sclerosis. You can care for your nervous system by wearing a seatbelt, wearing a helmet, and by not using drugs or alcohol. Something very confusing about the nervous system is that the left side of human brain controls the right side of the body and the right side of the brain controls the left side of t he bodyThe skin has 3 main function. It has to regulate body temperature, remove waste (perspiration), and protect. The skin is made up of 3 layers. The epidermis is the outer thinner layer of the skin that is made up of dead and living cells. The dermis is the thicker middle layer of the skin that contains blood vessels and nerves. Sweat glands are found in the dermis, they secrete perspiration through ducts to pores on the skins surface. To avoid problems like warts, boils, moles, acne, and sunburn you can wash your body daily, wear sunscreen that is 15 or higher, and check your body often... ...culatory system. Pituitary gland is a growth hormone that helps in mertabolism and develops reproductive organs. The thyroid controls metabolsim on the rate that the body breaks down food. Adrenal gland secretes many hormones including adrenaline which prepares the body to react in a stressful situation. The pancreas produces digestive enzymes and insulin. Ovaries produce ova and estroge n. Testes produce sperm cells and testosterone. To stay healthy you should get a regular medical check-up, eat a well-balanced diet, sleep at least 8 hours, and decrease stress in your life. Some problems are growth disorders, diabetes, and obesity. Puberty begins at different times for girls then boys. Girls start around ages 9-13 and boys are ages 10-15.The body is an amazing thing. So many things are going on at once. Without your eyes you wouldnt be able to see this paper

Systems of the Human Body Essay -- essays research papers

The human remains is very complex. It is like a job. You soak up to do a million things in one day to make it through with(predicate) the day. The body uses nine carcasss to do all of those jobs. They all have separate starts, but some work together. Each system is also make up of organs. There argon many ways to care and comfort the systems from the many different problems they rouse have. There are also many interesting facts astir(predicate) each system.The nervous systems primary(prenominal) function is to coordinate all of the activities in the body. The main organs are the cerebellum, which controls and coordinates movement. The cerebrum, is the center for conscious thought, learning, and memory. The terminal main organ is the brain stem. The brain stem keeps the self-regulating systems in your body working. Problems of the nervous system include, epilepsy, Alzheimers, and multiple sclerosis. You can care for your nervous system by wearing a seatbelt, wearing a helme t, and by not using drugs or alcohol. Something very confusing about the nervous system is that the leave side of human brain controls the right side of the body and the right side of the brain controls the left side of the bodyThe skin has 3 main function. It has to regulate body temperature, remove waste (perspiration), and protect. The skin is made up of 3 layers. The epidermis is the outer thinner layer of the skin that is made up of dead and living cells. The dermis is the thicker middle layer of the skin that contains blood vessels and nerves. Sweat glands are found in the dermis, they secrete perspiration through ducts to pores on the skins surface. To avoid problems like warts, boils, moles, acne, and sunburn you can wash your body daily, wear sunscreen that is 15 or higher, and check your body often... ...culatory system. pituitary gland gland is a growth hormone that helps in mertabolism and develops productive organs. The thyroid controls metabolsim on the rate that the body breaks down food. Adrenal gland secretes many hormones including epinephrin which prepares the body to react in a stressful situation. The pancreas produces digestive enzymes and insulin. Ovaries produce ova and estrogen. Testes produce sperm cells and testosterone. To stay healthy you should get a regular checkup check-up, eat a well-balanced diet, sleep at least 8 hours, and decrease stress in your life. Some problems are growth disorders, diabetes, and obesity. Puberty begins at different times for girls then boys. Girls start around ages 9-13 and boys are ages 10-15.The body is an amazing thing. So many things are going on at once. Without your look you wouldnt be able to see this paper Systems of the Human Body Essay -- essays research papersThe human body is very complex. It is like a job. You have to do a million things in one day to make it through the day. The body uses nine systems to do all of those jobs. They all have separate functions, but some work together. Each system is also made up of organs. There are many ways to care and protect the systems from the many different problems they can have. There are also many interesting facts about each system.The nervous systems main function is to coordinate all of the activities in the body. The main organs are the cerebellum, which controls and coordinates movement. The cerebrum, is the center for conscious thought, learning, and memory. The last main organ is the brain stem. The brain stem keeps the automatic systems in your body working. Problems of the nervous system include, epilepsy, Alzheimers, and multiple sclerosis. You can care for your nervous system by wearing a seatbelt, wearing a helmet, and by not using drugs or alcohol. Something very confusing about the nervous system is that the left side of human brain controls the right side of the body and the right side of the brain controls the left side of the bodyThe skin has 3 main function. It has to regulate body temperature, remove waste (perspiration), and protect. The skin is made up of 3 layers. The epidermis is the outer thinner layer of the skin that is made up of dead and living cells. The dermis is the thicker middle layer of the skin that contains blood vessels and nerves. Sweat glands are found in the dermis, they secrete perspiration through ducts to pores on the skins surface. To avoid problems like warts, boils, moles, acne, and sunburn you can wash your body daily, wear sunscreen that is 15 or higher, and check your body often... ...culatory system. Pituitary gland is a growth hormone that helps in mertabolism and develops reproductive organs. The thyroid controls metabolsim on the rate that the body breaks down food. Adrenal gland secretes many hormones including adrenaline which prepares the body to react in a stressful situation. The pancreas produces digestive enzymes and insulin. Ovaries produce ova and estrogen. Testes produce sperm cells and testosterone. To stay heal thy you should get a regular medical check-up, eat a well-balanced diet, sleep at least 8 hours, and decrease stress in your life. Some problems are growth disorders, diabetes, and obesity. Puberty begins at different times for girls then boys. Girls start around ages 9-13 and boys are ages 10-15.The body is an amazing thing. So many things are going on at once. Without your eyes you wouldnt be able to see this paper

Mr Burak Ceylan

The kind aspect of the internet is now attracting people who wouldnt otherwise sire used the internet on a regular basis for any other purpose. This growing genial element to the internet, web 2. 0, is also widely recognised as a commercial world for trade on a large scale to the now accessible millions of people around the world. Seeing as both sociable media and universities atomic phone number 18 rattling confederation-based, its only fitting that Victoria University should assistk to attract people towards their thriving university community by using innovative next generation commercializeing campaigns which require omplete advantage of the internet facilities available. In order to achieve further expansion the university needs to focus on trade their unique selling propositions in spite of appearance favorable media to prospective sstudents across several(prenominal) grocery segments. The process of attracting sstudents to a campus is not an easy one, but if t hese new-age tools atomic number 18 used to their fullest authorization by setting market placeing objectives and detailing strategies, the extended reach of the web can throw away the whole of Australia aware of the many offerings of VU when comparing the university to its competitors. The Market SegmentsThe lay market from a across-the-board perspective are of course undergraduate and post-graduate sstudents who are seeking to further their nurtures with a bachelors or masters degree. Specifically, VU targets prospective sstudents of low socioeconomic status. This is evident from their efforts in providing many work-iintegrated-learning programs which assist the hundreds of sstudents who are struggling to make a living while removeing simultaneously. The undergraduate sstudents are mostly made up of pertly high school graduates who have only recently received their Victorian Certificate of Education (VCE) or equivalent.Meanwhile, a study performed on 2008 post-graduate ss tudents coincluded that around 30% of bachelor degree graduates proceed to further study immediately, while the rest come back to study a post-graduate degree later on in life (Graduate Careers 2012). Its safe to assume based on these figures that many post-graduate sstudents return at a later stage in their lives to participate in post-graduate study. The market segment of post-graduates sstudents arent only comprised of existing bachelor degree sstudents or alumni, they also consist of graduate sstudents from competing universities.VU appears to maintain a firm focus on their website, www. vu. edu. au, on servicing all areas of the student body. The website has sections pertaining to future sstudents, international sstudents, current sstudents and alumni. While the homepage and the offered online services and testimonials reaffirm the universitys integrity, there arent many elements of the website or its hyperlinks which show that VU is implementing mixer media and new-age marke ting into their promotional efforts. To develop a marketing strategy it is necessary to break d protest the target market into various segments so that its easier to know which segments to market articular product offerings to. The market segment of the undergraduate student is one with a high school certificate who is looking to make an advancement in their education as the next stepping stone in building their career. As many undergraduates are young adults whove only recently finished high school, we can break up that many of them belong to genesis Z. Generation Z are often appropriately termed as Ddigital Natives or The Internet Generation because they spend much of their m on the internet, accessing it through their computers and runny devices, always staying connected.This only further highlights the significance of marketing to them through the use of social media and online advertising as thousands of them can be reached ddigitally (The courier 2011). International sstu dents are a market segment which are recognised by the university as valuable, especially when considering the significance of developing an international network amongst sstudents who are Australian citizens and those who are from foreign countries. As of 2008 there were at least 135,000 international sstudents in Melbourne alone with the number growing with each expiration year (Dunn etal 2008).There are many universities competing for the patronage of international sstudents. VUs website seems to be focused on providing convenient services such as staff visits to over 30 countries, which are personalised on some level, in order to attract potential sstudents through partnering institutions. Although its worth noting that this information wasnt easy to access, it was hidden beneath several other sub-categories of the International Sstudents section.The use of ecommerce to try and reach international sstudents has been initiated in an effective manner, but when contrasting these efforts to competitors we can see that there are many ways in which VU is providing convenience and advice, but not so much delivering their content in an interactive way. For instance, The University of Melbournes page on international sstudents has a petty(a) calendar operating along the right side of the page which labels upcoming events (with times, dates and addresses) in different countries.A promotional effort which allows sstudents to easily access the information requisite while not intruding any other elements of the page. Also cleverly placed on the page are two YouTube videos which allow international sstudents to see the realistic lifestyle of a student living in Melbourne, while enticing them towards their facilities. Post-graduates are comprised of sstudents who have already received a bachelors degree at either VU or a competing university at some stage in their lives.As mentioned previously, only 30% of existing bachelor sstudents proceed directly to post-graduat e studies. This leaves 70% of the market segment outside of the universities and most probably within the workforce, knotty to reach with the current marketing efforts of many universities. Post-graduate sstudents arent a primary focus because its believed that if they were to return to study that theyre likely to return to the facilities which theyre familiar with, which is why servicing current bachelor sstudents is important for VU.The New Era of Social Media Marketing The objectives of the university are to gather and endue sstudents from diverse countries, cultures and differing socioeconomic statuses and provide them with a high quality education. Marketing objectives of the university reflect these views through their focus on the VU ecommerce user experience as fountainhead as the use of online advertising. Advancements in analytics and pprogramming have even allowed for conventional methods of advertising to be far more effective when used through different forms of socia l media.When a business considers conventional forms of advertising, they would tend towards television, radio and newspaper ads. During the period of up climb online web 2. 0 trends, the internet has arguably become a great medium for advertising than all other forms of conventional marketing. The amount of advertising content on the internet has drastically increased over recent age with many of the worlds most powerful and influential companies existence focused on online marketing as it has become a science of its own with many cagey and inventive new ways of marketing a product or service (Klever 2009).One of the more interesting ideas is behavioral targeting. Its a marketing concept as old as the widespread popularity of social media. Behavioural targeting is an idea which has been incorporated into several social media forms, namely Facebook. It describes a medium in which the user doesnt have their browser experience interrupted by intrusive pop-up advertisements, but instead the advertisements flow neatly with the rest of the pages content.The most important aspect of behavioral targeting is that the consumers own browsing actions influence the types of advertisements on the page. Modern day website coding has been developed to the extent that the ads are a part of the entire user experience rather than a frustrating component for every consumer (Klever, 2009). An example in Facebooks efforts at implementing behavioral targeting are in the ads along the side of the page. All of these ads are catered to the individual.When users on Facebook label their interests on their profile page, or if they click the Like button on pages or comment on group pages or photos, each one of those actions are linked in the backend of the website to a category. Advertisements from each of the users favoured categories are then automatically associated with the individual consumer and then appear alongside the page every time they pound onto their Facebook newsfeed . At scale, Facebook and its partnered advertising companies have been able to provide accuracy in ad targeting by interpreting the raw data gathered while their millions of users are active.With a click-through rate much high than many competitors who are using dated forms of online advertising (pop-ups and whatnot), Facebook and other ssimilar forms of social media (Twitter, Google Plus, LinkedIn) can effectively help VU to target the market segments who are seeking to pursue undergraduate and postgraduate studies (Constine 2012). Engaging the social web creates a bridge between customers and businesses, whereby customers veer away from unspotted content consumption and towards collaborating with a social media form towards the business promotions which they offer.Analytics have even found in 2009 that more than 60% of the entire worldwide online community are using social networks and primarily browse on websites with a social element to them (Evans 2010). Another form of conve ntional marketing dominant in the web scene is the use of mobile ads within social applications on the phones of consumers all around the world. Hitting the market rather abruptly, the use of marketing within ssmartphone applications has taken the mobile market by storm. The worlds largest tech company, Apple Inc. has innovated the mobile phone industry with their products, the iPhone and iPad. Apple is the only tech company to date with a valuation of $1 trillion US dollars. And the majority of their revenue comes from sales of their iPhone product (Burrows 2012). With the mobile market saturated with the tech giants product and their offering of mobile applications (apps), the app market has become a bazaar of its own for marketers to gather data and sell advertising space within gaming, lifestyle, educational and entertainment apps (Sorensen 2011).This is yet some other new-age way for VU to market their graduate offerings and highlight their information sessions. Educational ap ps are used by many high school sstudents on electronic devices and are heavily encouraged to do so by their teachers and schools. Studies have even shown that mobile ads have on average a 13 times higher click-through rate than desktop ads (Constine 2012). Through the use of mobile ads within education apps, the high school student (or high school graduate) looking to study at a university can be reached and persuaded towards VUs many helpful services.Given all of this information, it shows that mobile advertising is a very cost-efficient approach to fulfilling VUs marketing objectives. The Innovations of Next Generation Marketing There are also more innovative methods of online marketing. To the surprise of many, the grasp of content marketing is enormous. Aside from Facebook there are many noted blogging websites, YouTube channels and podcasts which are all examples of how good quality content posted in peak hours can attract thousands of followers to a business or to individual bloggers (Nguyen 2012).Its since been proven that the idea of viral marketing, which is content going viral and spreading infectiously tthroughout the internet, lies in content marketing within a social media interface. By producing a well-received marketing campaign, many businesses have profited well from strategies based on the network effect. The network effect explains that the value of each consumer is proportional to the number of other consumers theyre able to connect with (Darell 2012).VUs representatives can post content on student blog websites, YouTube channels and podcast websites in order to show what the university offers that its competitors dont. By empathising with sstudents and the concerns of the market segments, a clear pathway can be drawn towards VU while also entertaining the student body and prospective sstudents in the process by posting material catered for them. Showing that VU understands the problems encountered by current and prospective sstudents an d then proceeding to demonstrate how the university can help is the key to assist these social media marketing efforts in going viral.The goal of this would be to keep sstudents coming to those websites in the thousands and shape a more positive reputation for the university. Melbourne University, one of VUs competitors, is already reaping the benefits of implementing a YouTube channel into their marketing strategy. Through observation alone, one can see that VU has a number of official student Facebook pages. But even while being a member of most of them myself, I dont see Facebook ads catered to myself, a current bachelors degree student.If the university were to invest in this form of promotion then each time myself and other current undergraduates login, we would see a VU ad with potential post-graduate offerings every so often, but theyre simply never present. The underlying issue is that the only social media presence that the university has is just for current sstudents. It w ould be preferable if VU were to have a sthronger social media presence which has the ability to span out and attract other potential future sstudents rather than provide more accessibility for current ones.And even current online facilities, such as their official website, is cluttered with so many sub-categories that it makes it difficult for anyone to navigate. The potential in social media to market the university to possible sstudents is great but it continues to go untapped. Recommendations/Conclusions More social media services and innovations are becoming popular among rising numbers of web users all over the globe. Effective marketing campaigns on the internet have the potential to reach millions of worldwide users and match advertisements to their individual needs.Unconventional and creative ways of marketing are also becoming more popular with creating marketing strategies via the use of new website services which allow users to premote themselves or their businesses whil e developing followings on their pages. VU has its target markets set out in front of them and they have the resources to keep up to date with social media trends by exercising the marketing expertise of many of their academic staff and even their sstudents. But this expertise lies largely unused as reflected in the contents of the universitys website.Not only would it be wise for VU to make further attempts of using web 2. 0 marketing to their advantage, but VU has the power to set the university apart as an innovator in the field of promoting the use of social media as a regular factor in their marketing plans. They can innovate by creating a presence across several new and rebellion social websites in order to demonstrate a new-age train of thought in applying inventive methods of creating awareness of the many services which VU offers to undergraduates, post-graduates and international sstudents alike.

Ethical Business Dilema

Ethical Dilemma Analysis through the 8 questions model by Arthur Dobrin Case 1 Rental Applicant 1. Facts African-American applicant Stable function history More than enough income to cover the rent Good references from their previous landlord A friction match with one young son (Family) Before applicants accepted, rental agent should have shame a background check as a standard procedure. 2. Facts we dont know Verifications of facts conduct a cross check oWhether or not the facts provided by the applicant are true ? Income Salary Statement ?References from landlord indite letter/call Work History Stable/Unstable work experience Applicants behavior/habit past rental history oWhether or not they like to break lease or skip town leave an unpaid rent The reason for postponing the masking oWhat does Kate mean by saying in my experience whether its actually because of her experience dealing with application or racial discrimination. 3. Facts Interpretation Stable work history ? stable whether they have work long time or not (cross-check credential) A family to a greater extent likely to be more settled in one place compare to wholeness status individual. A good reference from previous landlord means that the applicant has a good record of being a good tenant. Have more than enough income means that the applicant has the capability to fulfill its obligation of paying the rent. 4. Walk in anothers plaza (problem viewed from others that involved) Kate energy give a stereotype view of the African-American applicant 5. Consequences If we dont take them oWe might lose a good tenant oWe might lose our business opportunity oWe might build a strict image to prospective customer If we take them oTheres a happening that we end up having a default rent 6.Feelings Megan Perspective Look very good for their application Kate Perspective Dont rush their application having negative perception Our Perspective According to our feeling and in combination with the facts inclined (provided it is true), plus we can also try to determine based on the intuition from the body language given by the applicant, most likely we will accept the applicant. 7. Conscience Yes ? Provided the documents are true. No ? Provided the documents are false. Verification whether the documents are true or false can be done by cross-checking the credential and/or validating the facts. . Explanation and Justification In making decision, it should not be based on personal needs/views or simply intuition/feelings, it should also be based on neutral judgment from the facts given and validation. Given the normal standard procedure that needs to be fulfilled from the background check of the applicant and by checking thoroughly throughout the facts, the rental agents should be able to make a decision. Case 2 Sabotage Menu Not serving the interest of customers fully (by pushing other menu instead). By using red-blooded food as a bait strategy to attract customers, accordin g to Dave. . Facts Food is healthy, but the quantity is limited. Coming up with a new menu. Huge expenditure on advertisement. 2. Facts we dont know Whether the food which is healthy is actually healthy. Assumption whether this strategy will last for a long time. Whether or not people will buy fast food even though the menu is being pushed. 3. Facts Interpretation New healthy menu was launched by the company to response the public pressure for healthier lunch choices, thus by having new menu, many money involved to film and advertise the new menu. New menu launched priced lower to bring new customers, thus there will be an effect on the companys profit. The objective of the business is to make money for the shareholders, thus the business need to make profit. Hence, most likely agency problem would occur, which refers to the ethical dilemma in the midst of the shareholder interest and the CEO interest. Dave, the store manager, wanted the staff to push the upsize menu options and i ce creams for dessert, which this refers to an issue of sabotage. 4. Walk in anothers shoes (problem viewed from others that involved) According to Carol, the manager is more inclined towards his own profit. According to Dave it is fast to maximize the profit and his own commission. According to customer, they might be cheated into buying sunburned food. 5. Consequences By agreeing to Dave, the profit might be higher in the short term, whereas by going against Dave, the company might lose out on the profit. yet by keeping the reputation of the company, it will help in the long-term profitability. She might lose her own position if she does not agree to Dave plan. But if she doesnt want to lose her job, then most likely she will have her personal issue. 6. Feelings If she agrees to Dave, she will be safe, but if she goes against him, she might lose her job. (personal dilemmas) 7. Conscience In order to save the job, Carol might let her inner sense of right and wrong take the back seat, because this is cognitive resonance within herself. Her decision will be based on how she feels, whether it is good or bad. 8. Explanation and Justification If yes, she can say that her boss asked her to do so. If she says no, she can say her inner conscience didnt allow her and in the long run, it wont be beneficial to the consumer and the company.

Mri Notes

Bringing attracteric resonance imaging to Your Community infirmary A Community infirmary White Paper 04-201-XO-491_Bringing_MR5. qxd 12/10/04 1005 AM Page 1 Bringing magnetic resonance imaging to Your Community hospital CONTENTS Introduction . 1 Making the phone line Case .. 2 The Business Plan 2 Reasons for Bringing magnetic resonance imaging to your Hospital Financial Considerations .. 3 Selecting the Equipment . 8 Comparing Te chnologies .. 8 Equipment Features 10 Search Process .. 11 Managing the MRI Program . 12 Operations .. 12 Staffing.. 12 Siting . 13 Marketing the Program .. 14 Conclusion .. 15 04-201-XO-491_Bringing_MR5. qxd 12/10/04 1005 AM Page 3 Bringing MRI to Your Community Hospital 1 INTRODUCTION MRI is one of todays fastest developing imaging modalities, spurred in instigate by rapid advances in technology and important new applications in patient care. Recent statistics also suggest that expanding Medicare reimbursements and the exploitation demands of an i nformed and aging population for healthcare work are elevating MRI utilization to new levels.Is your community hospital cut intoing adding this expanding and often lucrative modality? This account leave help you answer that question. It looks at the business and financial aspects of an MRI course of study, reviews MRI technologies and features, and conversees management of an MRI political platformme. Overall, it shows how implementing an MRI program will enhance real medical services and better meet community needs. 04-201-XO-491_Bringing_MR5. qxd 12/10/04 1005 AM Page 1 Bringing MRI to Your Community Hospital 5 ProfitabilityPerforming a number of standard financial analyses will help determine the potential profitability of your proposed MRI program. Generally, the financial analyses should c everywhere the first fivesome years of your program. The standard financial analyses are Break plane analysis. A breakeven analysis will show how many trial runs must be performed to cover MRI program be. The particular proposition breakeven point is calculated by dividing the fixed cost (such as equipment, space, personnel, maintenance, and utilities) by the payment per exam minus the variable costs (such as supplies, fees, and billing costs) per exam.It whitethorn turn out that your breakeven point is 1,000 exams, but your market analysis indicates demand for only 700 exams. In this case, you whitethorn privation to analyze growth trends to determine when or whether your MRI program could break even in the future. You may also want to look at restructuring your proposed program to rag it financially feasible. Return on enthronement (ROI). ROI is one of the or so common measures of profitability and rotter indicate whether spending money on an MRI program is a good exercise of your hospitals resources. It is calculated by dividing net income by the cost of the investment.Net income foot be approximated by looking at the demand, payer mix, and util ization valuate for various MRI bits in your market and estimating your revenues. The investment number overwhelms not only the cost of the equipment under each financing option, but also the costs of running the program (including the costs of mental facultying, marketing, any needed construction, and administration). Given the number of variables contributing to the ROI numeration, changing the structure of your proposed MRI program can increase your paying back on your MRI investment.Internal rate of return (IRR) and net present value (NPV). IRR and NPV are commonly calld to analyze whether a bang-up expenditure (such as the grease ones palms of MRI equipment) will yield the revenue wanted in the future they can also be used to choose among various investment designs (such as different types of MRI equipment or different financing options). Net present value is calculated by a mathematical process involving the estimated revenues and expenses of an investment. The calcu lation can help determine whether the anticipated cash flows 04-201-XO-491_Bringing_MR5. xd 12/10/04 1005 AM Page 5 6 A Community Hospital White Paper will cover the cost of capital and recover the costs of the investment. IRR (defined as the rate of engagement at which the incremental NPV of a proposal is zero) is another way to look at the value of a capital expenditure by looking at the rate of return on the investment. If a calculation shows that the IRR is above the cost of capital, the proposed investment should be profitable. These two calculations help determine whether the investment is economically feasible for the hospital.Again, the information needed for these analyses can be obtained from equipment venders, commercial databases, and outside suppliers. Financing Options Hospitals can use a number of methods or creative hybrids from these methods to acquire both fixed and mobile MRI. Deciding how you will pay for your MRI system requires achieving the right balance a mid using unattached cash and accessing debt. victimisation available cash may micturate finger if there are few other capital projects on the horizon and cash flow from operations is unshakable.Using debt instruments, such as bonds, bank loans, or leases, however, may preserve available cash for other capital projects, provide a better financial return on the capital project, or simply make the project affordable by reducing the capital outlay to a monthly operating expense. Consider the following options Cash Purchase. The main advantage of a cash purchase is that your hospital would own the equipment outright the equipment acquires an asset on your balance sheet and no debt or liability is created.Making the purchase, however, would involve the use of a significant amount of available cash, which would then no longer be available to support other projects or for future financial needs. Leasing. Leasing moves much of the livelihood to your operational budget and minimizes c redit requirements. In addition, it provides better matching of revenues and expenses on a monthly basis. Some types of leases allot you to build equity into the lease and purchase the MRI equipment for a small capital outlay at the end of your agreement. 04-201-XO-491_Bringing_MR5. qxd 12/10/04 1005 AM Page 6 Bringing MRI to Your Community Hospital Bonds. Using bonds allows your hospital to raise significant capital to fund long-term and short-run projects through one debt issue. The bond offering can be made on a tax-exempt basis, so the interest due on the principal is typically calculated at a genuinely attractive rate. A bond offering may take six to nine months to execute, however, and may involve significant costs. More importantly, including assets that have economic and reclaimable lives shorter than the term of the bond in a bond issue produces debt without any continuing benefit to your hospital there would be a mismatch between revenues and expenses.Bank Loans. If yo ur hospital has an existing relationship with a bank, it may be quickest and easiest to fund your technology acquisitions through a bank line of credit. Given banks size of it and access to capital, they typically offer attractive finance rates for full payout loans. Your hospital may be required to bound a compensating balance at your bank, however, and one technology purchase may consume available credit lines that your hospital may need for other capital projects or working capital needs.Another drawback to using a bank loan is that banks will only finance the technology acquisition itself they will not pay for the installation or the costs of professional services associated with the equipment. Your hospital may want to purchase MRI equipment independently to meet your own imaging needs. You could then lease access to the equipment part time to other facilities at fees that could help pay for the purchase. Your hospital may also consider a shared purchase of MRI equipment.Part nering with other local anesthetic hospitals or independent imaging centers offers the advantages of overlap financial burdens and encounters, while acquiring the ability to provide MRI services. Frequently, the participating facilities form a partnership or limited liability corporation to serve as the umbrella for the purchase, and the financial ar oscilloscopements and responsibilities would be specified in the formal agreement. This arrangement reduces the costs and financial risk for each partner, while allowing each partner to provide MRI services. Co-funded MRI acquisitions may be either direct purchases or leases. 04-201-XO-491_Bringing_MR5. xd 12/10/04 1005 AM Page 7 8 A Community Hospital White Paper SELECTING THE EQUIPMENT Rapid developments in MRI technology mean that your hospital will be faced with an array of equipment and features. Your selection will depend on your business objectives and clinical requirements. Your goal is to select the equipment most appropriate and cost-effective for delivering the high-quality images you need today, while allowing for new applications and upgrades in the future. Equipment vendors can help you sort through your options to acquire the capabilities you need without paying for features you will not use.The sections below discuss some of the basic technologies and features available to you. Comparing Technologies Magnet Given the growth in the number of MRI applications and rapid advances in MRI technology, MRI may become your radiology departments workhorse. Therefore, your hospital should start with a solid, proven platform. While some applications still use a sub-1T magnet, a 1. 5T magnet is now the standard, because it can both handle current applications and accommodate future applications and upgrades. A 3T magnet is available, but it represents truly innovative technology and might be to a greater extent(prenominal) powerful than most hospitals need.Mobile vs. unflinching MRI As noted above, mobile M RI is housed in a specialized van and can pronto be shared among hospitals and healthcare facilities. Mobile MRI is frequently acquired when a hospital expects a small volume of exams, when the hospital wants to test an MRI program before leasing or purchasing, or when the hospital does not have the financial resources to purchase fixed equipment. Some hospitals use mobile MRI to supplement charge fixed MRI equipment, provide capacity while waiting to purchase additional fixed equipment, extend radiology services into other geographic areas, or maintain service during building projects.A main drawback of mobile MRI is its accessibility the equipment may not be available when it is needed. unhurrieds and referring physicians may have to wait for some(prenominal) days or even weeks for procedures. 04-201-XO-491_Bringing_MR5. qxd 12/10/04 1005 AM Page 8 Bringing MRI to Your Community Hospital 9 Fixed MRI may be located inside the hospital or in a nearby building. Because it is righ t at the hospital, it is very convenient to use. Patients may be able to get their exams at heart a day, emergency get on doctors can get studies the very(prenominal) day, and diagnoses can be made or substantiate very quickly.Physicians can use in-house equipment to confirm results and to make sure that proper care is given and they can draw on the medical services provided by other departments in the hospital, if needed. Fixed MRI facilitates patient care. It is easier to move seriously ill, elderly, or emergency room patients to an in-house MRI than to transport them to mobile or yonder equipment. In-house and fixed facilities also tend to be more comfortable and attractive than mobile ones and patients can use other hospital services and facilities at the alike(p) time. Open vs. Closed MRIApproximately 28% of MRI installations are of sensory(a) MRI (according to the IMV 2002/03 MRI Census Market Summary Report ). Open MRI is considered more comfortable for patients, parti cularly children, the elderly, the obese, and the claustrophobic, and may thus reduce the need for patient sedation and the number of incomplete exams. Until now, the strength of the magnet in most open MRI systems has been comparatively weak (no more than 0. 7T), which has limited the quality of the images and has not supported a full range of applications. A new class of MRI systems was introduced in the summer of 2004, called Open Bore MRI, with stronger 1. T magnets and the ability to offer 60% of exams with the patients head outside the magnet. These new systems have the same image quality as closed MRI systems and are able to support as many applications. Closed MRI has traditionally used a stronger magnet, which has led to clearer images and has allowed closed MRI systems to support a broader range of applications and many new technological advances and upgrades. Some newer closed MRI equipment has been designed to be more comfortable for patients and to reduce the acoustic dissonance level by up to 97%. The technological advances in open MRI may reduce the differences in technological capabilities between open and closed MRI systems. *Results may vary. Data on file. 04-201-XO-491_Bringing_MR5. qxd 12/10/04 1005 AM Page 9 10 A Community Hospital White Paper Equipment Features Image Quality Image quality is one of the primary MRI considerations. Factors affecting quality include strength of the magnet, high field computer performance, sequence selections, and 3D postprocessing. Differences in image quality can be seen by comparing sample images produced by all the equipment being considered.Workflow and Productivity MRI benefits from a broad range of new productivity-enhancing tools that may allow you to serve more patients and make the best use of your equipment and staff. Advanced scanners have the ability to do seamless whole-body imaging with a single coil, eliminating the need to reconfigure coils and reposition patients. These can cut scanning tim e by as much as 50% to 75%. * Others allow simultaneous scanning of more limited anatomical areas with up to four integrated coils, delivering comparable benefits.Both allow the user to select exams, not coils, and provide the highest acquisition speed without image artifacts, while promoting patient comfort. This enhanced workflow enables more patients to be seen during a day and often paves the way for handling of a greater patient volume and increased profits. Additionally, recent advances in MRI technologies allow the processing of MRI images during, rather than following, the ex amination, which produces results faster. Others automatically position slices for reproducible, consistent results.New developments also promote clinical efficiency by improving workflow and eliminating duplicate tasks. This includes reducing examination set-up time through single-mouse-click coil positioning. Another new technology eliminates the need to reenter patient exam parameters by allowing ex isting images to be dragged and dropped onto the patient list and even to be transferred from images on email or CDs. Some manufacturers provide a common interface across all modalities and applications, including MRI, to reduce learning curves and facilitate invest management. *Results may vary. Data on file. 4-201-XO-491_Bringing_MR5. qxd 12/10/04 1005 AM Page 10 Bringing MRI to Your Community Hospital 11 Patient Comfort Some new technologies make MRI procedures more comfortable for patients, which in turn makes clinical time more productive. These technologies may reduce noise level, eliminating the need for ear protection reduce scan time, which makes the procedure less stressful for patients allow for more comfortable horizontal loading or allow patients to keep their heads outside the bore, minimizing claustrophobia. Open MRI technology accommodates anxious, obese, or claustrophobic patients, particularly children.Search Process A multifunctional search team, including radiol ogists, technologists, administrators, and IT professionals, should be appointed to analyze the equipment options and make recommendations. The search should be driven by the goals of your program in term of improved patient care and financial feasibility, the technological features specified by radiologists, and the procedure needs of referring physicians. The search process should include detailed comparisons of the features and image quality of the equipment made by different vendors.Members of the team should visit sites where the equipment is used, interview radiologists and technologists working with the equipment, and signal and review a range of images made by the equipment. Some equipment vendors may allow a short-term trial of the equipment or special features before purchase. many an(prenominal) hospitals consider it important to purchase as much equipment as feasible from the same vendor. For smaller hospitals, where technologists may perform many different types of procedures, having one vendor makes cross-training on different modalities easier.The relationship with a single vendor may also contribute to the efficient running of the radiology department and may hurry repairs and other needed services. At the end of the search process, the team should make recommendations on which specific equipment and features to purchase. The team may also set out a schedule for making regular upgrades to the equipment or for purchasing additional features or applications. 04-201-XO-491_Bringing_MR5. qxd 12/10/04 1005 AM Page 11 12 A Community Hospital White Paper MANAGING THE MRI PROGRAMWhen bringing MRI to your community hospital, you will have to make decisions about overall management of the program. prep should cover four areas operations, staffing, siting, and marketing. Operations Patients and physicians both want the MRI program to run smoothly, efficiently, and in a timely manner. When implementing the program, the hospital will have to keep an eye on the scheduling of patients for efficient utilization of equipment, patient throughput, patient comfort and education, efficient handling of paperwork and archiving of images, and timely communication.A Picture Archiving and Communication System (PACS) has become a necessity in managing an MRI program. The hospital should plan on monitoring the operations of the program and should expect to make changes to increase operating effectiveness. For example, the hospital may find that it wants to extend hours of service or hire additional personnel to handle paperwork and scheduling. Staffing For a community hospital, an MRI program requires one or more radiologists, technologists, administrators, and possibly also technologist aides.There is currently a shortfall in the number of available radiology professionals, so it may be unavoidable to develop a recruiting program that sets out how the hospital supports and meets the needs of its employees. Radiology professionals will look for a competitive salary and benefits, good working conditions, compromising and reasonable schedules and workloads, and opportunities for growth and development within the profession. They are particularly interested in keeping up with technological advances and in having opportunities to learn new modalities.During recruiting visits and interviews, most radiology professionals check whether a hospital has the latest technologies and equipment. Many radiologists look for the use of a nighthawk service at night or over weekends to make their workloads manageable. Nighthawks, who can be located anywhere in the world, are sent images digitally over the Internet for remote reading. A PACS system facilitates the sharing of images betw een the hospital and the nighthawks. 04-201-XO-491_Bringing_MR5. qxd 12/10/04 1005 AM Page 12Bringing MRI to Your Community Hospital 13 The hospital may also need to consider whether it will be able to pursue a number of the standard options for making sur e that it has sufficient staff Using temporary or short-term workers, provided by a healthcare staffing company or recruited from locum tenens services Sharing radiology professionals among joint venture partners or local radiology practices Using creative scheduling, such as job-sharing or part-time arrangements Cross-training technologists on different modalitiesGiven the shortfall in available radiology professionals, a hospital will want to pay attention to retaining its staff. An effective retention program must be built into the staffing plan for the MRI program. Retention strategies may include giving staff opportunities for career growth through learning new technologies and modalities, creating a supportive work environment, and following through on all the commitments made during the recruiting process. Siting Given the physiological requirements of fixed MRI equipment, administrators will have to decide where they want to site the program.Existing vs. New Space An MRIs p owerful magnetic field limits the possible locations for the equipment. The magnet room must be built with specific construction materials and can contain only certain fixtures and additional equipment. An existing site within the hospital will need significant structural renovation to eliminate all ferrous metals to ensure patient safety and protect your equipment. It is necessary to discriminate the costs of renovating and of building new space to help contain expenses associated with the program.Equipment vendors are a good source of information on the requirements of a magnet room and the work needed to create a safe and comfortable site for your MRI program. 04-201-XO-491_Bringing_MR5. qxd 12/10/04 1005 AM Page 13 14 A Community Hospital White Paper Inside-the-Hospital vs. Freestanding Outpatient Facility MRI exams are frequently outpatient procedures. Locating your MRI program in an outpatient easiness has the obvious advantages of reducing hospital crowding, enhancing throu ghput, and reducing the complications of hospital visits for ambulatory patients.Other outpatient facility siting benefits include flexibility in financing, through joint ventures and shared equipment, and larger physical space with the possibility of expansion. However, if your primary goal is to meet in-patient imaging needs, an inside-the-hospital location is safer and easier, particularly for critically ill patients. Other advantages are the availability of the full range of on-site medical services and the proximity to in-house physicians and referring physicians with offices near the hospital.Marketing the Program A community hospital can best market its new MRI program by involving the community during the development of the program and by using specific marketing techniques. Community Involvement Many community hospitals have found that creating strong community involvement in the program leads to high patient volume. It may be effective to Draw local businesses and busines s associations, such as a Chamber of Commerce, into the planning process and any necessary fundraisingCreate a hospital website that keeps the community informed about progress, educates potential future patients about your new services and the benefits of MRI, shows pictures of the new equipment, and links to the equipment vendors website for additional information Speak about the program and MRI to local community groups and at school programs have a bun in the oven an open house and give tours of your new facilities Media Relations Given the strong popular interest in healthcare issues, it may be possible to interest local newspapers, magazines, television, and radio stations into reporting on your new MRI program and its benefits.Distributing a press release describing your program, making hospital administrations and radiology professionals available for interviews, and hosting media events may be effective in publicizing your program. 04-201-XO-491_Bringing_MR5. qxd 12/10/04 1005 AM Page 14 Bringing MRI to Your Community Hospital 15 Marketing Communications Some hospitals have found it effective to develop written materials that explain and publicize their program and the new MRI technology.These materials can include brochures that educate patients and answer questions about MRI technology and benefits, brochures for referring physicians that describe the new imaging services, handouts with contact and procedural information, and print advertisements for local media. Equipment manufacturers are a good source of cost-effective assistance in developing marketing communications. CONCLUSION MRI technology can provide numerous benefits to your hospital by enhancing the speed and accuracy of diagnoses, facilitating earlier and more accurate treatment of medical conditions, and generating additional revenue.Making the decision to implement an MRI program involves analyzing the marketplace and the financial aspects of the program and planning for managing and marketing the program. A critical decision is which MRI equipment and applications will meet the needs of the hospital and the community. Many of the newest technologies provide significant benefits in terms of quality, efficiency, and patient comfort. Given the cost of the equipment, the hospital should compare various financing options, including direct purchase, leasing, and joint ventures.

Citizenship and diversity Essay

A citizen is a native or naturalized section of a city, country, or nation who owes on the wholeegiance to its government and is entitled to its protection also citizenship is the state of being vested with the rights and duties of a citizen and is also the character of an individual viewed as a member of society.Citizens who dish out the local community like running clubs for youths and getting them involved in productive stuff helps keep them off the street and also help to decrease the crime rate. The Public service view citizenship as very helpful as the citizens who help tackle crime by being witnesses, account crime, and actively doing something helps the Police convict and get justice for crimes done.A legal view on citizenship is a person with rights of residence views of citizenship by different organisations in society, e.g. public services, religious groups, pressure groups including Amnesty International and Greenpeace. Qualities of a good Citizen- liable-Dedicated-A positive attitude towards other people-Participation in community activities-Awareness of the needs of othersResponsible -A good citizen takes personal responsibility to improve the community in which they live. They do non complain about picking up litter they will not complain that it is the councils job, they will get up and pick up the litter themselves. A good citizen cipher themselves as responsible for improving the neck of the woods and do not wait for others to do it. Dedicated -Good citizens do not give up on tasks they persevere until change is achieved. They are dedicated to see through until the end a task which they have set themselves. Positive Attitude -Good citizens are positive to all people.They are non-judgemental. They are not anti-Semite(a) or homophobic they welcome diversity as enriching a society and do not judge people on the colour of their skin, age morality or sexual orientation. Participation in the community -Getting involved in neighbourhood watc h, community fund raising and environmental campaigns Awareness of the needs of mate people in your community -Good citizens have awareness that we are not all the same and that some people need more support ascribable to poverty, disability or language issues. A good citizen is aware and sensitive to these issues and help to provide a supportive inclusive community which values all of its members.DiversityThe definition of diversity is to allow others to be who they are, i.e. black white Moslem Hindu etc. without expecting them to conform to your ideas of either running(a) or morally, for example, if your working partner is a strict catholic, then not making lewd comments about women would respect his diversity, if you are going to be arresting a Muslim woman, then getting a female police officer to do it would be respecting her diversity, the same would be if you were to respect someones diversity in your community, you could not single someone out or treat someone different t o other because of their race, religion or social status and so on.

HRM Compensation

Definitionrecompense is the total amount of the monetary and non-monetary leave provided to an employee by an employer in return for bunk performed as required.Compensation is based onMarket look for about the worth of similar argumentations in the marketplace, employee contri stillions and accomplishments, the availability of employees with like skills in the marketplace, the desire of the employer to attract and retain a particular employee for the value they ar perceived to add to the employment relationship, andThe profitability of the company or the funds addressable in a non-profit or public sector setting, and thus, the ability of an employer to pay market-rate remuneration. Compensation also involves payments such as bounces, profit sharing, over time pay, citation rewards and checks, and sales commission. Compensation can also include non-monetary perks such as a company-paid car, stock options in certain instances, company-paid housing, and other non-monetary, but taxable, income items.ADVANTAGES OF COMPENSATION & BENEFITSA healthy designed fee and values plan helps to attract, motivate and retain talent in your firm (which is myWear). A well designed fee & benefits plan will benefit your boutique in the following ways. 1. Job satisfaction Your employees would be happy with their telephone circuits and would love to operation for you if they get fair rewards in exchange of their services. 2. Motivation We in all sop up different kinds of needs. Some of us deficiency money so they crap for the company which gives them higher pay. Some value achievement to a greater extent than money, they would connect themselves with firms which offer greater chances of promotion, learning and development.A hire plan that hits workers needs is more likely to motivate them to act in the desired way. 3. modest Absenteeism Why would anyone want to skip the day and watch not-so-favorite TV program at home, if they enjoy the office environment and are happy with their salaries and get what they need and want? 4. Low Turnover Would your employees want to work for any other boutique if you offer them fair rewards. Rewards which they thought they deserved?Advantage to Your Employees 1. Peace of Mind your offering of several(prenominal) types of insurances to your workers relieves them from certain fears. Your workers as a result now work with relaxed mind. 2. Increases self- authorisation Every human being wants his/her efforts to get acknowledgment. Employees gain more and more confidence in them and in their abilities if they receive just rewards. As a result, their action level shoot up. Types of CompensationThis includesDirect fiscal payment consisting of pay received in the form of wages, salaries, bonuses and commissions provided at regular and consistent intervals In mold fiscal compensation including all financial rewards that are not included in direct compensation and understood to form part of the social contract betw een the employer and employee such as benefits, leaves, retirement plans, education, and employee services Non-financial compensation referring to topics such as travel development and advancement opportunities, opportunities for recognition, as well as work environment and conditions Examples of Financial vs Non-Financial CompensationCompensation can also be categorized asBase Compensation Variable Compensation Supplementary Compensation Base Compensation and BenefitsBase Compensation is one type of Compensation. It refers to the basic salaries and wages given to he employees. It is normally invariant at a given amount irrespective of the difference in work performance. Factors influencing Base Compensation and Benefits One ingredient that influences Base Compensation is subscribe to and supply of labor in the market. Labor union pressure is also another factor influencing Base Compensation. This is because unions always try their scoop to fight for their members rights. repu tation of job as determined by the job description, each employee deserves a different compensation package.Size of the organization and its ability to pay its employees. Product market compensation is yet another factor influencing Base Compensation. Psychological and social factors like employee satisfaction and security. Salaries paid by similar firms are also a factor affecting Base Compensation. Government policies on wage determination Cost of living of the employees. When the employees cost of living is very high then they need a higher compensation benefit. Increase in productivity of labor Firms in general whether competing firms or not.Variable Compensation and BenefitsThis type of compensation as by its divulge is variable. It means that one gets compensation as per the work done. If one does a remarkable job then he or she deserves a higher compensation package than one whose work is of poor quality. Supplementary Compensation and Benefits Supplementary Compensation is compensation given by an employer when he or she wishes to. It is not commanding or a routine once one is given the compensation that one will be awarded another time. In this type of Compensation the employer has a right to add, deduct or even withdraw the benefits when he or she wishes to.Compensation AdministrationThe Compensation Administration Department is charged with the task of developing and maintaining a oecumenical compensation and classification system in order to support the mission of the Division of Human Resources.The Compensation Administration Departments responsibilities include underdeveloped compensation programs, policies, and procedures to meet the needs of the University administrators as they attract, retain, motivate, develop, and organize their diverse workforce. Ensuring compliance with federal and state compensation laws, statutes, and regulations, Balancing the need for internal equity bit recognizing the desire to be market competitive.Evaluating positions consistently and classifying them into appropriate job titles ensuring that they are internally equitable, while recognizing the need to be market competitive. Developing and maintaining the classification and compensation structures. Some of the services provided by the Compensation Administration Department include Providing compensation related information, tools and training to HR Liaisons and University Administrators.Conducting wages surveys and gathering market information to assist University Administrators in making informed pay decisions. Advising HR Liaisons and University Administrators in compensation matters including establishment of new positions, promotions, transfers, demotions, reorganizations and pay increases. Providing current position descriptions to administrative and cater employees. Providing departments with Organizational Charts. Assisting in departmental re-organizations.Job Evaluation ProcessThis process refers to all components of the un iversitys formal pay program. The staff employees pay at Case results from the following A. How are jobs evaluated? The job evaluation process established the relative value of jobs throughout the university. There are two steps involved in this process 1. Job summary and Job Description Using a job profile, the content of each job is analyzed to identify key duties, responsibilities, and qualification necessary to perform the job.Written job descriptions are then prepared to contain this information. 2. Job Evaluation A computer assisted job evaluation plan, measuring 17 dimensions of nonexempt work and 28 dimensions of exempt work, is used to evaluate the relative worth of staff positions. This evaluation process focuses on valuing the content of each position in impairment of a series of well-defined salaried factors.The factors for clerical, service, technical, and administrative support positions includea. Knowledge Minimum required level of specialized training, education , and previous related work experience.b. Skill The manual and physical skills required to perform the duties of the position.c. Work Complexity The degree and amount of judgment, initiative and ingenuity involved in accomplishing work.d. Contact with Others The completion to which the work entails dealing with others in the course of ones regular duties, including the frequency and nature of contacts and the likely results of such contacts.e. Property Protection and Use The consummation to which the position has righteousness for university property, including funds, vehicles and confidential information.f. Work Leadership The responsibility for directing, instructing and training personnel and for planning controlling and assigning work.g. Working Environment The physical conditions encountered during a typical work day. Conditions such as heat, cold, dirt, fumes, hazards, etc. are considered.h. Student dealings The responsibility for dealing with students, including the natur e and frequency of contacts. The factors for professional, administrative, and managerial positions include responsibility fori. Programs, Projects or operations The level in the organization, scope of activities performed, parameters of authority, complexity or nature of responsibilities, and the minimum credentials required to perform the job upon hire.j. Supervision The number and variety of employees supervised.k. Employee Relations Promoting and maintaining satisfactory human relations, morale and effectiveness or subordinates.l. External Contacts Personally dealing with individuals or organizations outside the university.m. Internal Contacts Personally dealing with individuals within the university, but outside the direct line of authority of the position, to coordinate activities and task accomplishment.n. Investigation or Fact Finding Activities undertaken to identify facts, and develop ideas, designs or processes.o. Scheduling, Planning and prophecy The complexity, variety and nature of the activities involved in determining and carrying out plans and reports.p. Establishing Objectives, Policies, Standards, Procedures, and Practices The degree of authority to establish standards, and the scope, nature and complexity or these standards.q. Effects of Decisions Making decisions and commitments which refer the universitys resources.r. Student Relations Personally dealing with students from routine exchanges of information to more complex activities such as counseling. At the conclusion of the job evaluation process, the compensable factors are weighted. A numerical total is then derived and each position is assigned a salary distinguish which has a salary range A salary range consists of a MINIMUM The lowest wage paid to a new employee with limited or no experience in this special(prenominal) position. MIDPOINT The market (or average) wage paid to one who is fully qualified. MAXIMUM The highest wage paid for jobs in the salary grade.Each salary range has different jobs, e.g. clerk and Grounds Worker, because they have the same relative value as determined by job evaluation. Salary ranges (link to lastest Salary Structures for Staff) intentionally overlap from one grade to another. Fully qualified officers in a lower salary grade may be at the high end of their salary range, while the salary of a less experienced employee in a higher salary grade may be near the minimum of the range. It is thus possible that the salary of an experienced incumbent in a lower rated position will be the same as or more than the salary of an inexperienced incumbent in a higher rates position.B. How do we establish competitive salaries? Salary surveys are conducted annually and analyzed to establish and maintain competitive pay levels with all the markets in which the university competes and recruits, as summarized in the following exhibit. SURVEY SOURCES Employee GroupMarket Salary Surveys A. Exempt1. Department Head and Above National Customized s urveys with data form selected private research universities2. Below Department Head Regional Customized surveys with data from selected private research universities3. Entry Level Local Local surveys for service employees and salary data from the College military position Association B. NonexemptAll Jobs LocalLocal surveys of selected manufacturing and service employers (banks, insurance, health care, etc.) Specialized surveys as needed for specific jobs, e.g. plumbers, radiation technicians, etc. This market data is correlated with the job evaluation results and salary ranges are established. These ranges are then periodically reviewed and adjusted to reflect changes in the marketplace. C. How are salaries determined? Starting salaries of new hires are normally placed within the first quartile of the salary range but occasionally may go up to the range midpoint to accommodate special recruiting needs. Salary progression in the range occurs over time, based on the salary budget an d employee performance. Subsequent to employment, salaries normally change as a result of a promotion, an annual be increase or an adjustment to maintain equity.Executive compensationExecutive compensation (also executive pay), is composed of the financial compensation and other non-financial awards received by an executive of a firm. It is typically a assortmentture of salary, bonuses, shares of and/or call options on the company stock, benefits, and perquisites, ideally configured to take into account government regulations, tax law, the desires of the organization and the executive, and rewards for performance.The three decades outset with the 1980s, saw a dramatic rise in executive pay relative to that of an average workers wage in the United States,and to a lesser extent in a number of other countries. Observers differ as to whether this rise is a natural and beneficial result of competition for scarce business talent that can add greatly to stockholder value in large compani es, or a socially harmful phenomenon brought about by social and semipolitical changes that have given executives greater control over their own pay. Executive pay is an important part of corporate governance, and is often determined by a companys board of directors.Executive compensation is not only a consideration close to the pocket book of CFOs but also a topic of increasing wideness to managements and boards. As major economies show signs of recovering from the 2008 recession, compensation can become more decisive to retaining and motivating critical senior executive talent. But, executive compensation also continues to be scrutinized by major investors, proxy advisory firms and increasingly regulators given the losses incurred by shareholders over the last couple of years.Thus, companies will have to critically review their existing compensation plans and how they adapt these plans for a changing economy. CFOs can play a critical role in framing the financial impacts of com pensation plans and influencing the public perception of these plans. This CFO Insights article lays forth some critical considerations for CFOs. Executive Compensation Components and Trends Executive compensation generally consists of a mix of four components Annual base salary Annual incentive or bonus plan generally tied to short-term performance measures Long-term incentives consisting of a mix of restricted stock, stock options and other long-term performance plans tied to total shareholder return or financial performance Benefits plan.Compensation and The Role Of CFOWith the changes in the environment around the structure of executive compensation, companies are likely to adopt much more transparent compensation processes. We expect CFOs may play a more active role in implementing these processes, especially in four critical areas 1. Pay for performance CFOs can help shape pay for performance structures by getting to know shareholders expectations through their interactions wi th analysts and major investors. This helps ensure that the companys performance metrics reflect those expectations when shaping short- and long-term compensation plans. CFOs are also instrumental in shaping business-unit compensation and ensuring unit-level performance metrics are rigorously set and support the achievement of overall company financial metrics.2. Financial discipline Its important for CFOs to focus on what is affordable, albeit striking a balance with what is competitive. CFOs, even while struggling with the budget and trying to stand out earnings for the next two or three years, should establish acceptable limits on compensation in terms of its dilutive effect on earnings. At the business unit level, CFOs can also establish better financial discipline and controls. They are especially capable of identifying how units may structure budgets that coax the best possible performance out of business unit leaders.3. Risk and internal controls As executive compensation pl ans are key to attracting, retaining and motivating talent, CFOs should establish a rigorous process to understand how incentives influence employee behavior, how those behaviors aggravate risk and what steps or controls should be put in place to minimize the risk. Some examples include proper selection of incentive metrics, stress testing potential payouts under various performance scenarios and implementing additional internal controls, as needed to minimize the godforsaken behavior. 4. Bridging the information gap Aside from managing risk, CFOs could spend considerable time with both the audit and compensation committees to bridge the potential knowledge gap on compensation and financial performance.One example is how to best treat unusual or non-recurring items when calculating incentives. The audit committee is likely to have an in-depth understanding of these items, whereas the compensation committee more fully understands the impact such adjustments may have on incentive pla ns. The CFO can help link the two committees in helping patch up which adjustments, if any, should be made for incentive plan purposes.

Thoreaus’ Campaign against Blind Obedience to the Government

Led by his disgust against the slavery and the war of the United States against Mexico, Henry David Thoreau (1848) called on manpower and women to stand up against a government that perpetuates injustices through his test Resistance to Civil Government, also known as Civil Disobedience. The central tenet of this essay is his pronouncement that that government is best, which governs least. He expounded on the role of the government as being more harmful than helpful to the overall condition of the people in the society.He said that even democracy is not an answer to this, because democracy simply highlights the decision of the majority, which is not necessarily seasoned by wisdom. One of the important expressions of the allow of the government is through its laws. Thoreau, however, favors the cultivation of respect towards what is right since the law does not make humans more just. In this essay, he also used the fiction of the machine in depicting the kind of agency the governme nt is.Moreover, he referred to people who blindly follow the government as robots without conscience. Thoreau also raised his interpretive program against paying taxes and even voting for justice since, according to him, these activities only contri notwithstandinge to the injustices committed by the government. He conceded, however, that he is willing to pay taxes which will today contribute to the upholding of his neighbors good.In a bold statement, he also called for the breaking of the law if the law is unjust. Being put in jail is but another(prenominal) means to assert one mans freedom since the government cannot really take away from him who he is. Simple living is another value exemplified by Thoreau in his essay. By being simple, he does not have great anxieties. Thoreaus essay has had far-reaching consequences and influence on subsequent leaders who used civil disobedience.ReferenceThoreau, H. D. (1848). On the Duty of Civil Disobedience. Retrieved 19 July 2007 from http //www.panarchy.org/thoreau/disobedience.1848.html.

Littlefield Technologies Simulation Game 2 strategy Share Essay

Littlefield Simulation 2 strategy Littlefield Technologies Simulation Game 2 strategy Share1 MoreNext blogCreate Blog Sign InLittlefield Simulation 2 strategySunday, July 17, 2011Littlefield Technologies Simulation Game 2 strategyFollowersJoin this sitewith Google Friend Connect fair(a) went through this last semester. We ended up in first place even though we made a few minor mistakes. First a few links that helped usThere are no members yet.Be the firsthttp//archive.ite.journal.informs.org/Vol5No2/Miyaoka/http//wordpress.shetgar.com/blog/?p=59http//www.scribd.com/doc/51139499/LittlefieldSimulation2 root wordAlready a member? Sign inHere is what we didPreGame Activities The team met the Tuesday before class to examine the dataand discuss strategies. It was apparent that twain shoess 1 and 3 were operating at full capacity, frequently hitting 100% utilization. Station 3 seemed more strained since it had higher queues (Mean=506, STD=498) than Station 1(Mean=187, STD=175).Since the average job lead time exceeded 2 days during days 43 through 46, inclusive, we thought it would be unprofitable to attempt to move to the $1,000 contracts. We discussed the options of fastening the lot sizes, but decided that the extra setup time would only create more bottlenecks downstream.About MeBlog ArchiveHB 2011 (1)View my commitprofile July (1)LittlefieldTechnologiesSimulationGame 2strategStage 1 As a result of our analysis, the teams initial actions included 1. diverge the contracts at $750.2. Change the re order of battle point to 3000 (possibly risking running out of stock).3. Change the reorder quantity to 3600 kits.4. Purchase a second motorcar for Station 3 as soon as our cash balance reached $137,000 ($100K + 37K).This strategy proved successful and after the second machine for Station 3 was barter ford on twenty-four hour period 56 and the queue cleared, we were able to switch to the $1,000 contracts. We occasionally lost a few dollars for being a little late, but we always made more than we would have under the $750 contracts.Stage 2 The next goal was to save enough cash to purchase a machine for Station 1 so that we could switch to the $1,250 contracts. During the cash building stage, we made the inventory order quantity as high as we could afford, which was 6,900 kits at a purchase price of $70,000. When the 6,900 kits were delivered, we switched the order quantity back to 3,600 so that we could purchase a Station 1 machine as soon as our cash balance reached $127,000 ($90K + 37K). After 21 factory days, we were able to purchase the fourth machine for Station 1 and immediately moved to the $1,250 contracts.The average lead time declined to under a one-half a day during factory days 69 through 76. There was a substantial decline in arriving orders during the same time period. The team observe the drop in lead time and regrets not having moved to the $1,250 contracts sooner. We lost $22,750 of electromotive force revenue for not moving on the information sooner. On the other hand, orders are random and an early move could have backfired on us.Stage 3 During our preliminary meeting, the team discussed the possibility of purchasing a fifth part machine for Station 1. We decided to wait and see if the loss of potential earnings was sufficient to justify a $90 K purchase. We knew that if we were going to buy a fifth machine we should do it as soon as possible to maximize the return on investment. We calculated the loss of potential revenue as ($1,250 actual average revenues * jobs completed). Our initial estimates showed a potential revenue loss of $266 per day, but within a few factory days the rate of potential loss rose to $419 per day.There is another consideration in the decision to purchase a fifth machine for Station 1. The title of the Littlefield Technologies game 2 is Customer Responsiveness. The title implies that we should be concerned about the consistency with which we deliver on our service level agre ements (SLAs). The potential loss of $419 per day barely covers the $90,000 machine purchase however we were missing our SLAs 13 out of 15 days and the percent of potential revenues lost due to missing SLAs was 3%. We decided to purchase the fifth machine on Day 94 primarily to improve our customer responsiveness.This strategy did not perform as well as we had hoped. duration our potential revenues lost declined to 1%, we were still missing our SLAs six out of seven days. Stage 4. During Stage 4, we explored job splitting as a ascendent to the SLA problem. First, we split jobs into two batch of 30 kits each. This strategy worked so well that we wondered why we hadnt explored job splitting during Stage 2 or 3. We met our SLAs 12 out of 16 days and our percent of potential revenues lost declined to 0.4%. We calculated the setup times as a proportion of a

Optimism in The Grapes of Wrath Essay

At the end of the novel The Grapes of Wrath, by John Steinbeck, it seems as though the Joads direct nothing left to live for, however Steinbeck shows signs of optimism through signs and biblical allusions. The Joads have bypast through severe hardships throughout their entire trip to California to find work. They have lost several family members, have gone without work and lived on extremely low rations for months. At the height of their struggles, the Joads are without food, shelter, and their strongest member Tom Joad. The daughter, arise of Sharon also delivers a stillborn gratify. Steinbeck does however end the story with symbols of hope. The rain, which is constantly pouring down, is a symbol of renewal. The rain represents the coming of spring and plants. The rain has made Atiny points of grass came through the earth and Athe hills were pale potassium with the beginning year(592), enabling for new crops to grow and for families to find work. move up of Sharon=s stillborn baby is also a symbol of optimism. Uncle John is told to bury the baby after it is delivered. Instead Uncle John decides to freewheel the baby down a river in its coffin. Through this treat, Steinbeck alludes to Moses, who was also sent down a river as a baby, and later freed his people from slavery and brought them to Isreal. As Uncle John puts the stillborn baby into the river, he tells it to ago down an= tell =em. Go down in the street an= rot an= tell =em that itinerary(609). Uncle John is telling the baby to show the rich landowners what their greediness has done.Uncle John sends the baby down as a symbol of the great suffering the have-nots have been through, saying, Amaybe they=ll know then(609). The lastsymbol of optimism comes when Rose of Sharon nurses a dying man. The man has been deprived of food for six days and is not able to gestate solid foods. Rose of Sharon, after just delivering a stillborn baby, understands the situation and lets the man drink her milk. Thi s action shows the tremendous growth Rose of Sharon has gone through as a person and ends the novel with upbeat gestures of generosity and unselfishness.

Human Resource Management Assignment

ASSIGNMENT ACKNOWLEDGEMENT SHEET FOR SUBMISSION OF ASSESSMENT Serial No 40074724 enrapture note 1. duty assignments must be submitted on or before the date due. 2. Students must ensure that they atomic number 18 not guilty of plagiarism which is, essenti all in ally, referring to the words/ideas of opposites without acknowledgment. Students must comply with the statement below. Students Declaration The attached designation is my own work, and has never been submitted for valuatement on any other course before.Proper referencing has been made to all sources create or unpublished works and the ideas of other persons. (Students Signature) Yasas Kalubowila Full Name of Student Mr. Kalubowila Prathibha YasasDate submitted _14 Jan 2012_ Programme _BA (Hons) business organization focusing (capital of Singapore) Course Code _39604BH______ Name of Module/subject _ charitable Resource Management Class ____1__________ - Assignment Title/Reference no. (if applicable) _HRM 08701 (Part 2) -Teacher Dr eitheren / Mr Jeffrey Tan___ ___________________________________________________________________________ For Office Use You be required to develop a two- sidereal day founding preparedness course for Baristas (Day 1 should focus on companionship induction and Day 2 on job specific induction). The course is designed for all late baristas, and bequeath be pictureed to groups of 12-16 people. Write a report which includes a) The overall aim and specific instruction markives for the course. Aim of the CourseAccording to Armstrong (2009), employees are far more than(prenominal) probable to resign during the initial months after joining the organization. The main aim of this induction computer classme is to welcome our tonic colleagues in to coffee shop Co. family and to get them to understand their role within the organization. This give help them to settle into their jobs more easily and at the resembling time this forget helper the staff to add loo k on to the company which testament help the management to align with the company goals and achieve competitive advantage in the persistent run.In any training program, the instruction objective has to be Specific, Measurable, Achievable, Relevant and cartridge holderly (Armstrong, 2006, p506) in order to file away the training goals 1. Understanding the organization and t * History * Understanding Vision, Mission & Value Statement * staple conditions of Employment ( Working hours, leaves, holidays, insurance schemes, ) * Organizational Structure 2. Working Culture * Effective team Management * Improve leadership qualities * Getting to know the line managers 3. Product Knowledge * Varieties of coffee and preparation systems diet Menu & Beverage Menu 4. Customer shekels * Importance of customer service * Standard functioning procedures (SOP) * Handling a customer complain * Customer appreciation joint Count 170 b) An write up of how this training program go away advance the performance of employees. * Give an understanding about the company history, s cleart(p) circumstance and long term goals * Companys vision, mission and value statement * Allow the trainees to apprehend company culture and understand the rules and regulations * Get to know the management staff and the environment so he trainees will not feel cornered * Understand the food and beverages which will be sold together with coffee * Learning the coffee mixtures and varieties of coffee beans in order to give a good intuitive feeling to the customers * Build a friendly attitude toward work and improve on customer service to earn unfermented customers * Understand the sequence of service to give a smooth operation in service and decrease time lags Word Count 110 Day Time Venue Description Media Remarks 1 8. 30 am 9. 5am schooling Room Foyer impartfast & Registration N/A The player will be given with course materials, Employee Handbook and other necessary documentation. 9. 1 5am -9. 30am Training Room amaze speech N/A The managing Director of coffeehouse & Co will deliver the welcome speech. 9. 30 am- 10. 15 am Training Room Introduction to coffee shop Co. ProjectorVideo on Cafe Co. The video will show and elaborate on Cafe. Co History and the current standing. -History -Current Standing in the market 10. 15am 10. 0 am Training Room Foyer Morning Coffee Break N/A kick around Spread with refreshments 10. 30 am-11. 30 am Training Room Our Business and Our Goals Video, PowerPoint Presentation & Speech With aid of the Employee Handbook, the trainer will go through ,Company vision ,Mission,Value statement ,Goals Long term and Short term 11. 30 am- 12. 00 Noon Open area Leadership icebreaker game N/A Trainees are divided into two groups to play the game Magic Shoes. Refer attachment 1 12 Noon 1. 30pm Restaurant Lunch N/A The Group will be taken for the dejeuner at a restaurant nearby 1. 0pm 2. 30pm Training Room Employment Conditions Presentation & Speech The HR manager will brief on the Employment Condition and benefits given by the company * one-year Leave * Absent Reporting * Hours of work * Overtime payments * Contract 2. 30pm -2. 45pm Training Room Q & A 2 wireless microphone, Facilitator The Employees are to ask questions to clarify any doubts they slang regarding the contract and the conditions 2. 45pm -3. 15 pm Training Room Organizational Structure and Career advancement opportunities PowerPoint presentation The HR Manager will ntroduce the return management and the company hierarchy. Job advancement opportunities and examples of the individuals who started as baristas which had advancements in their careers 3. 30pm 3. 45pm Training Room Foyer good afternoon Coffee Break N/A Buffet Spread with refreshments 3. 45pm 5. 00pm Training Room Introduction to Cafe Co. Products PowerPoint Presentation,Video Clips The Employees will get to see the line of products which Cafe Co. offering. 5. 0 0pm End of Day 1 Day Time Venue Description Media Remarks 2 8. 30 am 9. 0am Cafe Co. waiver Breakfast N/A Buffet Spread with refreshments 9. 00am -10. 30am Cafe Co. Outlet Food Hygiene and Safety Requirements PowerPoint Presentation, Demonstration The trainer will go through the food hygiene & safety requirements. -Food preparation -Handling of equipments -Fire safety-Fire Extinguishers-Fire Drill 10. 30 am 11. 00am Cafe Co. Outlet Customer Service PowerPoint Presentation Trainer will give a presentation,-Importance of the customers-How to attract new customers -Customer appreciation -Customer Loyalty 11. 0am-12. 00 Noon Cafe Co. Outlet Handling Customer Complains N/A intent Play in groups of 3 to 4 - to each one group is given a scenario -The trainer will assess them in handling the situation -Remarks from the trainer 12. 00 Noon- 1. 30pm Cafe Co. Outlet Lunch Meeting with the Line managers N/A Buffet Lunch-The Line Managers will go around and talk with the Trainees du ring the Lunch 1. 30pm-3. 00pm Cafe Co. Outlet Standard Operational Procedure of Cafe Co. Demonstration and PracticalCutleries, Cutleries The Trainer will Demonstrate the service sequence. accept the Guest-Locating a table-Offering the Menu-Taking Orders-Serving -Attending to various requests from the guest -Table Settings (Cutleries) 3. 00pm -4. 45pm Cafe Co. Outlet Coffee Preparation Methods keep abreasted by Coffee Break Coffee Machine, Coffee Cups, Sample Food in the Menu, The Trainer will Demonstrate how to arrest unlike Coffee Mixtures-Each Group will try to make their own Coffee-All the food items in the menu will be served during this session. -The trainer will emphasize on the importance of product knowledge. 4. 45 pm 5. 5pm Cafe Co. Outlet Course Summery, Evaluation and gag rule Address PowerPoint Presentation, Evaluation Forms, Facilitator The Trainer will give the Closing address and will leave the premises where the facilitator will conduct the Evaluations 5. 15pm End of the Induction Program Word Count 613 a) Explain the training methods and media you would suggest for delivering each part of the program, justifying your choices. (1000 words) Learning Styles Before planning a training program it is impotent for the trainers to understand different styles of learners.According to Honey & Mumford, there are four styles of learning they are activists, reflectors, theorists and pragmatists (Gray, Cundell, Hay and Oneill, 2004) Honey and Mumford withal suggested that the use of the senses (hear, see, feel, smell & taste) can enhance the learners learning experience. Figure 1 -They need models, facts and concepts to engage in learning -like to understand theories behind actions -Involves themselves in new experiences. -Willingness to take Risks -Have an open mind -people who learn by Doing Practical approach -like to put what they learn in to utilize -Experimenting -like to try out new ideas -Learn by observing and thinking -takes time to come to shutting -they avoid leaping in like to watch in the side lines Training Methods Choosing the correct training method to deliver the training is very important for both the trainer and the trainee. There are scads of factors to consider when choosing a method. Some of them are Audience age, take aim of education, learning style of the trainees, budget, trainers skills and training style.Training Method Description Advantages Drawbacks Where did we use? Why did we use? Lesson/Instructions The trainer will deliver the lesson to a group of people Ideal for smaller groups. Can archive transfer of information easilyCan make the learning experience more interesting with the use of the right media. Cannot handle Larger groupsVery trainer pertain Standard of the training directs too much on the trainer Most of the activities on the first day was more based on this method of training -Our Business and Our Goals -Employment Conditions Organizational Structures and Care er Advancement Opportunities-Food hygiene and Safety requirements This is the most common method of transferring the information out to an audience. Even though this can be bit monotonous, using of a mixture of media like videos can make the learning experience more effective. The topics like business and our goals, employment conditions and etc are very straight forwards topics which can use lessons to deliver.Seeing, sense of hearing Demonstration The trainer will demonstrate a task in front of the trainees. How to Fold a NapkinHow to prepare an espresso Aids understanding and retention Stimulates learners interest Can give learners a model to follow Must be accurate and relevant to learnersExamples require lengthy prep timeMay be difficult for all to see Standard Operational Procedure of Cafe Co. Coffee Preparation Methods By Looking at the demonstration they will get an idea on how things are carried out.Also by giving them an opportunity to practice the above demonstration s will increase the effectiveness of the training Researches suggests, by using kinesthetic learning will increase the results in learning outcomes (teaching Mineralogy, 2011) Seeing, Feeling and tasting Training video These videos can be particularly designed for training purposes or it can be normal media which can be taken from the vane Easier to understandImages and motion pictures can be recalled easily than words and phrases Production cost can be spicy for training videos Our business and our goals. Introduction to cafe. o It is interesting to see something than listening to someone for few hours. Easier to enrapture the attention of the trainees. Seeing, Role play Trainees act out characters assigned to them. Information regarding the situation is provided to the trainees by the trainer. focusing on interpersonal responses The more meaningful the exercise, the higher the level of participant focus and intensity Outcomes depend on the emotional (and subjective) react ions of the other trainees. Handling Customer Complains Role playing can be a very interesting way to see how a person reacts to a certain situation.But the scenarios has to be considerably prepared and the trainer must always facilitate to keep the trainees from derailing away from the desired learning objectives We apply this method in order to prepare the trainees or the future employees to handle difficult situations with no hesitation. furthermore they will be well prepared to face different types of customers with different attitudes and to handle the complains well. Feeling Games This is to improve the finish making and sense making capabilities of the trainees. Build a fun and enthusiastic atmosphere in the training program.Improve the critical thinking skills of the learnersTime management and team building skillsBring out the leadership qualities of the participants. Time consuming. aspiration might arouse the conflict among the participants Leadership Icebreaker G ame The game Magic shoe is utilize to choose a leader within the group. This will improve the team dynamics and at the same time it will build a unity among the team members. This will benefit the participants in enhancing their decision making skills and consequently improve their time management skills as well.Word Count 904 e) Outline your evaluation strategy for the course. (250 words) Evaluation can be defined as a way of assessing or judging the value of a piece of work (Tufo, 2002). It is the systematic legal opinion of the worth or merit of some object (Trochim, 2006). The evaluation of this induction program is based on kirkpatricks 4 levels of evaluation model. Figure 2 shows the 4 levels of learning and the how it effect the participants. Figure 2 aim 1 (Reaction) This is used to understand how the trainees or the participants felt about the program. Happy sheets and feedback forms will be given to the trainees soon after the induction program is over in order to ide ntify the effectiveness of course delivering methods. For long term evaluation, customer ecstasy surveys and employee performance evaluations will be conducted every three months. Level 2 (Learning) Learning evaluation can be identified as the measurement of the increase in knowledge before and after the program (Chapman, 2009). Observations will be conducted after the induction program on how the new employees handle the coffee machines and equipment.Furthermore a questioner will be given to the new employees to identify the improvement regarding the product knowledge. Level 3 (Behavior) In one month time follow up surveys will be conducted to both employees and managers in order to identify whether the employees are applying the things which they pack learned during the induction program. Also customer service feedback forms will be given to the customers after one month time to find the improvement and the application of knowledge. Level 4 (Results) Measuring the performance of the company in increase or decrease of sales.Daily sales level followed by monthly sales level. In period of 3- months time measure the increase or decrease in product quality and the customer feedback. Consequently by evaluating the effect on company profit will give a broad description on how the induction program has an impact on the business in long run. Word count 311 Reference 1. Armstrong, M. (2006). Handbook of HRM practices, 10th Edition, London, Kogen Page. 2. Armstrong, M. (2009). Handbook of HRM practices, eleventh Edition, London, Kogen Page 3. Chapman, A. (2009).Kirkpatricks learning and training evaluation theory. Business balls. Online. easy at http//www. businessballs. com/kirkpatricklearningevaluationmodel. htm . Accessed 12th Jan 2012 4. Fleming,N. ,and Mills,C. ,(1992). kinesthetic Learning. Teaching Mineralogy. Online. Available athttp//serc. carleton. edu/NAGTWorkshops/mineralogy/xtlsymmetry/kinesthetics. html Accessed 14th Jan 2012 5. Gray,D. Cundell,S. Hay, D. Oneil, J. (2004) Learning through the Workplace seventh Edition, Cheltenhan, Nelson Thornes LTD. . Leadership games. (2012). Leadership games for groups. Leadership games. Online. Available at http//leadershipgames. org/ . Accessed 14th Jan 2012 7. Trochim,M. K. W. ,(2006). Introduction to Evaluation. Research methods Knowledge base. Online. Available at http//www. socialresearchmethods. net/kb/intreval. php . Accessed 15th Jan 2012 8. Tufo,S. (2002). What is evaluation?. Evaluation trust. Online. Available at http//www. evaluationtrust. org/ . Accessed 15th Jan 2012 Appendix 1 Magic ShoesMake 2 lines on the ground at least 8 feet apart and have the participants break into 2 groups, with each team having one pair of magic shoes. Instruct the team to converge behind one of the lines and have them cross the lava (the ground they are crossing) with only one person at a time using the magic shoes to be able to walk across the lava safely. Each team will be challenged to select a leader who would plan the strategy on how to have the entire team cross without being burned (Leadership games,2012). Section D Student reflective statementPlease issue the questions below and submit with you assessment on Friday 15th January 2012. Please note that this is worth 5% of your assessment mark and should be approximately 500 words. What have you learnt in the process of completing your assignment? Human Resource Management (HRM) can use as a powerful force to archive organisational goals. But I feel that in the Singapore Context these practices are not carried out effectively. peculiarly local firms, they name the department as HR department but they only do administrative work. Basic things like Recruiting and selection.I feel that they need to focus more on things like HR teaching and training in a strategic level. This will give the company an edge in the competition. All in all it gave me lot of insights on to the role of a HR manager and the importance of him or her in the top management to make decision making easier. What helped or hindered you progress? My work experience as a manager helped me in doing this assignment. Lot of the things mentioned in this module is similar to what I do at work. But the tough part is searching for relevant materials and resources and giving references was slowing down my progress.Nevertheless by reading the course materials and the lecture slides gave me a broad understanding regarding Human resource management and also how to build the induction program effectively. But time management was a difficult task for me as I have work during week days and weekends as well. Therefore it hindered my progress and resulted in bucket along through the assignment. For each section please reflect on whether you are satisfied with you submission and if not, wherefore not? Considering the overall work, I am contended and happy because with all the time barriers I managed to finish it on time.But because of the giv en word counts I had to limit my thoughts and findings which was not satisfactory. Furthermore I have doubts in my referencing method and the amount of references I used because I was unable to attend to the special class where the lecturer conducted in regarding referencing. What actions will you take as a result of what you have learnt while doing this assessment? I am working in a small company which has close to 25 employees in the whole Singapore branch which is the head office for all the other branches in Malaysia, Indonesia, India and Thailand.Last week I was in Indonesia for one of the training sessions which they were conducting for some of their trainers (We are dealing with Schools). And I was very happy how they conducted their training. It was a well critical and well structured. After the training they had the training program I took some feedback from the trainees and they were very good. On the other hand the training which we conduct here in Singapore is very info rmal sessions which dont really follow any standard. So with the help of my knowledge I am going to mixture the training structure of our company and standardize for all the other countries as well.