life Essays (203 words) - Catch-22, Film Genres, Humour,

Catch-22 was definitely a catch! This ?law? was the main metaphor of how crazy war really was and of the military authority. Joseph Heller used this catch in a humorous way, basically making it a loophole preventing any soldier from leaving the war. ?Insane or not, the young men are indirectly forced to engage in combat and fight for a war they do not know about? (http://epubl.itu.se). He uses much black humor throughout the book, to relieve the horrors of war, death, and so on. He also uses so many unique techniques which can get so confusing, that the reader is distracted from the true terror and agony that people face in war. There are 3 specific examples of black humor in the book. For example, Heller makes the army unable to comprehend death and life. Secondly, he satirizes death and rape and last but not least miscommunication, which is key to everything. It is quite ironic how a dead man is said to be living and how an obviously living man is claimed to be dead. This is how Heller uses black humor in this particular scenario. It?s amazing the power of written word. Most peo...

The eNotes Blog Thats an Egrig Egregou Egregious Error Most Commonly Misspelled and Looked-upWords

Thats an Egrig Egregou Egregious Error Most Commonly Misspelled and Looked-upWords When I worked in a bookstore in my early twenties (my mother said it was the equivalent of putting an alcoholic behind a bar), this book was one we stocked.   I worked in the tiny store inside an elite hotel alone and Nurnbergs book was one I frequently thumbed through in between waiting on doctors wives looking for the latest bodice-ripper (true story). No matter how well-educated one is, there are always a few words that, for some reason, just dont stick. You are not alone.   According to the website Grammar.net, the following are the fifteen most frequently looked up words (at least on their site): 1.  anomaly  Ã¢â‚¬â€œ an irregularity; an abnormality Example: If I get struck by lightning, I’ll be a statistical anomaly! 2.  ethereal  Ã¢â‚¬â€œ something lacking physical substance; light and intangible Example: This ambient music is so gentle, so ethereal! 3.  loquacious  Ã¢â‚¬â€œ talkative Example: For someone with such limited vocabulary, you’d think she’d be less loquacious! 4.  empathy  Ã¢â‚¬â€œ an understanding of and identification with the feelings or experience of another Example: I empathize - I’ve been there! 5.  agnostic  Ã¢â‚¬â€œ the position that God’s existence cannot be proven or disproved; one who doesn’t confirm or deny God’s existence Example: A: â€Å"Are you religious?† B. â€Å"No.† A: â€Å"You don’t believe in God?† B: â€Å"I didn’t say that.† A: â€Å"Oh, you’re agnostic!† 6.  protocol  Ã¢â‚¬â€œ a system by which a task is completed correctly Example: Is there a protocol for parenting feral children? 7.  fascist  Ã¢â‚¬â€œ a person who believes a dictator should be in control of a nation’s economic and social policies Example: A: â€Å"You shouldn’t be trusted to take care of yourself.† B: â€Å"You fascist!† 8.  sycophant  Ã¢â‚¬â€œ one who prostrates himself before and flatters another as a means to personal gain Example: He thought I would go on a date with him if he told me how undeserving of my company he was - what a sycophant! 9.  facetious  Ã¢â‚¬â€œ a remark or attitude characterized by insincerity and humorousness Example: When he said that nobody likes a liar, I facetiously remarked that the guy who sets liars’ pants on fire probably likes them. 10.  capricious  Ã¢â‚¬â€œ acting impulsively Example: Here’s a hundred bucks, kid; go be capricious! 11.  salient  Ã¢â‚¬â€œ highly prominent; impossible to ignore Example: All stuffed up, she sprayed saline solution into her salient schnoz. 12.  superfluous  Ã¢â‚¬â€œ excessive; an unnecessary amount Example: I like icing on my cake, but this two-inch layer is a bit superfluous. 13.  ambiguous  Ã¢â‚¬â€œ vague; allowing for many interpretations Example: I’m sorry for the misunderstanding; my explanation was ambiguous. 14.  spongiform  Ã¢â‚¬â€œ spongelike; porous and soft Example: What spongiform skin you have! 15.  deficit  Ã¢â‚¬â€œ shortfall or insufficiency Example: His stiff personality suffered from a humour deficit I looked over this list and none of these were among the words I have ever had trouble spelling or defining (but I truly find it hard to believe that spongiform is looked up all that often. Spell-check doesnt even recognize it was a word, for cryin out loud). I take umbrage with this list (go ahead look up umbrage, Ill wait. You think I spelled it wrongly,  dont you?).    So I asked my mostly over-educated friends and universally-known big mouths to confess the words they always have to look up. Here are ten words with which we struggle (keep in mind, Im from Texas) : 1.   Ã‚  hemorrhoids   Ã‚  a mass of dilated veins in swollen tissue at the margin of the anus or nearby within the rectum Example:   Bobby Dons got the hemorrhoids again after sittin on the tractor all day. 2.   diarrhea     abnormally frequent intestinal evacuations with more or less fluid stools Example: Durn it! The dogs et the bacon grease and now hes got the diarrhea. 3.   terrific-   exciting or fit to excite fear or awe Example:   Terrific. We get to  chaperon the high school dance. 4.   Ã‚  scissors   Ã‚  a cutting instrument having two blades whose cutting edges slide past each other Example:   Mom! Get the peanut butter an scissors! Sisters got gum stuck in the cats fur again. 5.   jewelry-   objects of precious metal often set with gems and worn for personal adornment Example:   Have you seen the jewelry Meemaw is makin outta gum wrappers an beer bottle caps? 6.   efficacious   having the power to produce a desired effect Example:   I  am pleased to report that the combination of antibiotics, leeches and the Mexican hat dance has proved most efficacious. 7.   alcohol   Ã‚  ethanol especially when considered as the intoxicating agent in fermented and distilled liquors Example: Somebody go get some alch.. alcho go on a beer run. 8.   accommodate   to make fit, suitable, or  congruous Example: Im sorry sir, but we are unable to accommodate your request for a min-horse in your hotel room. 9.   Massachusetts   State, northeastern U.S. Area: 8,263 sq mi (21,401 sq km). Pop. (2009 est.): 6,593,587. Capital:  Boston. Example:   Try and hurt our beloved Boston, Massachusetts and we will SHUT DOWN THE CITY UNTIL WE FIND YOU, PUNKS. 10.   rhythm   Ã‚  an ordered  recurrent  alternation of strong and weak elements in the flow of sound Example:   You can leave them all behind / To the beat of the rhythm of the night (DeBarge only) .

How to Reference an Ebook with Oxford Referencing Style

How to Reference an Ebook with Oxford Referencing Style How to Reference an Ebook with the Oxford Referencing Style When you reference an ebook using the Oxford referencing style, you must cite your source clearly so your reader can access it. Oxford referencing uses a note and bibliography system, so make sure to include full information in both footnotes and at the end of your document. Footnotes When citing a source in Oxford style referencing, indicate this using superscript numbers in the main body of your text (e.g., 1, 2, 3). Each number corresponds to a citation in a footnote. In the first citation of a source, you should provide full publication information. For an ebook, this will include where and when you accessed the source: n. Author Initial(s). Surname, Title, Publisher, City of Publication, Year, Page(s), Name of Database/URL, accessed date. For example: 1. R. Kelsall, I. Hamley and M. Geoghegan, Nanoscale Science and Technology, John Wiley Sons Ltd., Chichester, 2005, p. 26, The E-Book Library [online database, accessed 16 February 2013. If you cite the same source again, the footnote can be shortened to either just the author name and page numbers (for consecutive citations) or the author, a shortened title and page numbers for non-consecutive citations: 1. R. Kelsall, I. Hamley and M. Geoghegan, Nanoscale Science and Technology, John Wiley Sons Ltd., Chichester, 2005, p. 26, The E-Book Library [online database], accessed 16 February 2013. 2. Kelsall, Hamley and Geoghegan, pp. 32-34. 3. A. Nonymous, Another Book, Penguin, New York, 2002, p. 12. 4. Kelsall, Hamley Geoghegan, Nanoscale Science, p. 2. Bibliography In an Oxford referencing bibliography, the entry for an ebook requires the same information as in the first footnote, but without the page number(s). The other important difference is that the first-listed authors surname and initial are inverted so that you can order entries alphabetically by author surname: Author Surname, Initial(s)., Title, Publisher, City of Publication, Year, Name of Database/URL, accessed date. As such, the example given above would appear in the reference list as: Kelsall, R., I. Hamley and M. Geoghegan, Nanoscale Science and Technology, John Wiley Sons Ltd., Chichester, 2005, The E-Book Library [online database], accessed 16 February 2013. Of course, Proofed can help you with your references if you want to be double sure your work is correct. Upload your document today!

Risk Management Week3 Essay Example | Topics and Well Written Essays - 750 words

Risk Management Week3 - Essay Example on that ought to be proactively and effectively managed for a firm to identify and be able to react to new vulnerabilities, emerging threats, and a firm’s continuously changing enterprise operational and architecture atmosphere. Over the years, several security requirements and standards constructions have been developed in an effort to address enterprise systems together with important data inside them. Nonetheless most of these attempts have basically become exercises on just reporting on conformity and have in actuality redirected security programme supplies from the continuously changing attacks that must be dealt with. The Critical Security Control aims first on making it a main concern on security responsibilities that are efficient against the very latest Advanced Targeted Threats that has got a very tough emphasis on â€Å"what actually works†-security controls whereby processes, products, services and architecture are being used and have actually proved real world efficiency. Automation and standardisation is yet a further top main concern, to increase operational competences while at the same time improving efficiency (Hossein, 2006). There are several critical security controls that this paper seeks to address .Some of these include; inventory of unauthorised and authorised devices or software, making sure there is secure configurations for software and hardware on laptops, servers, mobile devices and workstations, continuous vulnerability assessment and remediation, application software security, malware defenses, wireless access control, appropriate training and security assessment to fill in gaps, data recovery capabilities and finally secure configurations for network tools such as routers, switches and firewalls. In the case of inventory of unauthorised and authorised devices, there should be active management (track, inventory and correction) of all hardware devices that are on the network so that it is the only authorised devices that are

Risk management practices in the service Essay Example | Topics and Well Written Essays - 500 words

Risk management practices in the service - Essay Example 14). The manual further defines the fire department's mission as "managing risk for others" (FEMA, 1996, p. 23). In carrying out this mission, the manual lists ways a fire department can manage individual risks or "things that go wrong when departments attempt to deliver services that define this mission" (FEMA, 1996, p. 24). The areas discussed include personnel, fire inspection precautions, administration and communication. Next, the manual discusses application of risk management. Recommendations are given regarding assessment of risk and bravery in the face of risk. Bravery may be accepted to save lives but it is inappropriate to risk one's life, "when there are no lives to be saved" (FEMA, 1996, p. 64). The manual describes public expectations, occupational safety and health, principles and development of incident action plans, incident commander responsibilities, and roles in the firefighting organization. Examples are given with regard to unoccupied buildings, unusual situational risks, time factors, unacceptable risks, strategies, communication, personal protective equipment, experience, judgment and training. The manual also emphasizes the importance of pre-incident planning and management of information. Even with this focus on concept and application, the manual is missing key elements that could reduce fatalities among firefighters.

Advertising, Social and Economic Costs and Benefits Essay Example for Free

Advertising, Social and Economic Costs and Benefits Essay Tesco is in private sector, but it is a PLC, a public limited company, this is an international business, also it is in primary. Tesco is doing service by providing food to its customers. Tesco exist, so people can buy food, they do their own products also, this company exists for making profit. Tesco makes profit by selling its products or making deliveries to customers. Tesco is trying to achieve , to be the best company Our vision is for Tesco to be most highly valued by the customers we serve, the communities in which we operate, our loyal and committed staff and our shareholders; to be a growth company; a modern and innovative company and winning locally, applying our skills globally. Tesco is a global business. Tesco is a public limited company (PLC) this means that the owners of Tesco are the shareholder. North Yorkshire Fire and Rescue Service- This is a public sector organization, it doesn’t make profit, because it’s service costs more than the amount of money people pay them for fire. This organization exist so when the people have fire or extreme situations they call fire and rescue service and they help them. In 2004 North Yorkshire Fire and Rescue Authority developed a new focused Vision to reflect their broader function within the modernisation agenda. Over the 10 years to 2014, in North Yorkshire and the City of York, 125 more people will still be alive through the work of the new Fire and Rescue Service. This will be due to the Service having significantly reduced the likelihood and severity of fire and other emergencies. We will achieve this through the dedication of our staff working in partnership with other agencies in the community. This is a local company because it is North Yorkshire. Simply summarised as The term 125 Alive captures the Authoritys Vision in one simple phrase. It means that 125 people who might otherwise have died in an accident will be alive because of preventative action taken by the Fire and Rescue Service working in partnership with other agencies. The target will be achieved by a steady reduction year on year in fatalities in road traffic collisions and fires. The aims and objectives of this organization are to help people to rescue them away from dangerous things, and also to remove the fire away, so the people will be in safe. They are trying their best , so they will be the best from their competitors. P2 â€Å"describe the different stakeholders who influence the purpose of two contrasting organisations† M1 â€Å"explain the points of view from different stakeholders seeking to influence the strategic aims and objectives of two contrasting organisations† Stakeholders: A person, group, or organization that has direct or indirect stake in an organization because it can affect or be affected by the organizations actions, objectives, and policies. Key stakeholders in a business organization include creditors, customers, directors, employees, government (and its agencies), owners (shareholders), suppliers, unions, and the community from which the business draws its resources. Stakeholder Grouping| Interest| Tesco PLC| NY Fire amp; Rescue Service| Consumers/customers| They want high quality, value for money products. Customers often identify with the brands they buy. They like to see improvements that give them better value for money. | People who want to buy high quality food or other staff| This are the local people in the local area who wants to take the fire out| Employees/workers| The company provides them with a salary/money to live (a livelihood). They seek security, promotion opportunities, job satisfaction and rewards. | This are the workers in the stores, they are interested in security| This are the firemen, their job is to rescue people and to remove the fire for safety. | Suppliers| They want steady orders and payment for supplying stock. They also want to feel valued. People which supply different staff like water, food, drinks etc. They do it because they are sure that Tesco Is a successful business and if they are successful so they have a lot of profit , and suppliers are sure in Tesco and they have more orders cause Tesco has more customers| People, who supply the equipment, like the extinguishers. | Owners| They may be a sole trader or in a partnership. In a company it would be the shareholders. Often thought to be the most important stakeholder. They see themselves as the principal risk taker. They want to see share of profit increasing and the value of the business rising. So the owner of Tesco is the shareholders, they are interested in success of their business, they want Tesco to be the best, as every shareholder does. | The government is the owner of the NYFRS. The government wants to succeed this organization in their job, so people will be in safe. | Trade Unions| They represent the views of the employees of the business. They want higher wages and better conditions. | They want Tesco to be successful, because if Tesco is successful, so workers conditions will be better, because this stakeholder is interested in employees comfort and life. They are interested in firemen success and conditions, wages etc. So if firemen start to rescue people or removing fire more and more, so they could get salary and this is good for Trade Union, this is what they want. | Employer Associations| They are the employer’s equivalent of the TU. They represent the employer’s interests in specific associations. | Basically this stakeholder is equivalent Trade Union, they have quite the same interests, they also take care about the workers, but in specific way. | They are looking for the comfort of the firemen, in specific associations. Local communities| The actions of businesses can have a big effect on communities around them. They want improved facilities and provision of jobs. | Local communities wants Tesco to be considerate about the people who live nearby, considerate about the emotions and feelings. | This are the people who live near by the fire rescue service base, so when they have an emergency call they start to drive fast and a lot of noise etc. People want them to be considerate about them and to think about them, that people could be sleeping now, or doing something different when they can’t be disturbed. Governments| They want successful organisations which contribute to economic growth and provide jobs and tax revenue. They also like businesses that contribute towards the welfare of the country’s society. | Government wants Tesco to succeed, so the economy of the country would improve more and more, and more employees would be needed as the company will grow, so less unemployed people would be. | The government wants to succeed this organization in their job, so people will be in safe, and the country’s level of popularity would increase. Tesco: 1) Owners 2) Workers 3) Supplies 4) Customers 5) Government NYFRS: 1) Government 2) Workers 3) Suppliers 4) Customers 5) Local communities D1 â€Å"Evaluate the influence different stakeholders exert in ONE organization Tesco: 1) Directors To be as strong in everything we sell as we are in food Directors are the stakeholders which have the most influence of the Tesco, because they can do everything what they want with the business, because it is theirs. They have ultimate control and power. If they want for example they can change the name from â€Å"Tesco† to something else etc. 2) Workers- To build our team so that we create more value Workers are the second most influence stakeholders in Tesco. This is because if there is no workers so the business can’t grow at all and it will fail, no workers, means no job done. But also if the workers would leave the Tesco, it is not such a big problem, because â€Å"Tesco† is well known successful business, and a lot of employees want to work for them. 3) Customers- To grow the UK core Customers are 3rd important stakeholders which have influence on Tesco. So if there would not be customers the business would not be able to make profit at all, so customers are also really important part of each business. If the Tesco loses the customers , so they will go to theirs opponent businesses, such as â€Å"Asda† and â€Å"Sainsbury’s†, and this could be because their would be not enough workers, or the customer service would be at low level. 4) Suppliers- To put our responsibilities to the communities we serve at the heart of what we do. Suppliers are last important stakeholders with influence on Tesco, because if the suppliers wont supply any products so Tesco would have to use its own products, but that wouldn’t make a lot of profit, and won’t be sustainable. If â€Å"Tesco† loses the suppliers, it is not a problem, because there are a lot of suppliers which are free and waiting for their chance, but if the suppliers were too good, this would be sad. P3 â€Å"Describe how two businesses are organised† TESCO: Span of control: The number of subordinates that a manager or supervisorcan directly control. This number varies with the type ofwork: complex, variable work reduces it to six, whereasroutine, fixed work increases it to twenty or more. Chain of Command: The  order  in which  authority  and  power  in an  organization  is wielded and delegated from  top management  to every employee  at every  level  of the organization. Instructions flow downward along the chain of command and accountability  flows  upward. The chart shows that Tesco has a different level of workers in its organization. These shows the mangers and members, whom they control. The managers take responsibility of what their assistants do. Manager of one job can’t control the assistants of other job manager, so everything is equal. The boss of everyone is the store director, after him is regional manager as you can see, and later is the store manager, and only than other managers of different jobs, and on the bottom of the chart are all of the assistants of all of the mangers. So in Tesco and in all other businesses the member of the working team can’t control anyone above him, or anyone or the same line, he can control only the people who are under him. It is very hard to control big organization. So, it will be better to break the organization into smaller parts. There are 4 main ways of breaking a business down into smaller sections: 1) By Function- What is the sense of each section? 2) By Location- Where is the section situated on the map? 3) By Product- Which service does the section belong to? 4) By Process- A customer staying approached on the other customers who are interested in Tesco. There are 2 main types of organizational structure: 1) Tall 2) Flat The difference between this two is that tall has more levels than flat , however in Flat Mangers there are wider span of control. . So, we can say that Tesco has Tall structure, because in Tesco’s Organizational Chart has a lot of levels. North Yorkshire Fire and Rescue Service: It is really hard to understand who is who, who is controlling whom, the table is a bit messy, and so I created a better one for you: But on Structure of Commission we can see that Director General has two lines. First, is that he should control 3 Directors, Corporate and Forestry, Central Services (HR, IT, Finance), Business Units, Forest Research. The North Yorkshire Fire and Rescue Service is looking so different comparing to Tesco’s. . In Forestry Commission General Director works with more employees, however in Tesco Director works just with managers. But The North Yorkshire Fire and Rescue Service’s type of organizational structure is Tall, because it has many lines. And Forestry Commission is organization by Location, because they are separated on different locations, they have 3 directs in same country. Task 2 1) Finance addresses the ways in which individuals, business entities and other organizations allocate and use monetary resources over time. It helps Tesco with finance. 2) Marketing is the activity, set of institutions, and processes for creating, communicating, delivering, and exchanging offerings that have value for customers, clients, partners, and society at large. ) The act or process or producing, bringing forth, or exhibiting to view; as, the production of commodities, of a witness. That which is produced, yielded, or made, whether naturally, or by the application of intelligence and labor; as, the productions of the earth; the productions of handicraft; the productions of intellect or genius. 4) Customer S ervice is the commitment to providing value added services to external and internal customers, including attitude knowledge, technical support and quality of service in a timely manner 5) Sales- Total dollar amount collected for goods and services provided. While payment is not necessary for recognition of sales on company financial statements, there are strict accounting guidelines stating when sales can be recognized. The basic principle is that a sale can only be recognized when the transaction is already realized, or can be quite easily realized. This means that the company should have already received a payment, or the chances of receiving a payment are high. In addition, delivery of the good or service should have taken place for the sale to be recognized. ) Human resources- is a term used to describe the individuals who make up the workforce of an organization, although it is also applied in labor economics to, for example, business sectors or even whole nations. Human resources is also the name of the function within an organization charged with the overall responsibility for implementing strategies and policies relating to the management of individuals. Task 3 I will tell now, what makes Tesco and Forestry Commission similar an d what makes them different. Firstly, they both have General Director, and he has helpers. But in Forestry Commission General Director has more employees (they are: 3 directors and other staff members), however in Tesco, Director has just one helper. Secondly, this two organizations have two different, smaller parts. Tesco has broken down on process and North Yorkshire Fire and Rescue Service by Location. Last thing which I want to say is that, they have the same type of organization – it’s â€Å"Tall†. They have many levels and lines, which helps them to control their business. P4 â€Å"explain how their style and organization helps them to fulfill their purpose†

Monopoly of Petroleum: OPEC Essay -- Business Case Studies Oil Essays

Monopoly of Petroleum: OPEC Images Not Included A monopoly is evident where a firm is the sole seller of its product and if its product does not have close substitutes, as discussed in (Gans J., King S. Mankiw A. 2003). This essay will discuss the monopoly of petroleum by The Organization Of Petroleum Exporting Countries (OPEC), particularly how it controls the price of petrol, threats to its monopoly and the social costs involved. OPEC was established in the 1960's and ever since, Saudi Arabia gained a reputation of being the major power of the organization. Saudi Arabia has the biggest oil reserves in the world and production costs lower than any country. (economist.com 2003)This means that it is a natural monopoly and economies of scale arises; when the long run average total cost falls as the quantity of output increases as illustrated in figure 1. (Gans, J. King, S., Mankiw, N., 2003) Saudi Arabia is the undisputed leader of OPEC. Figure 1 Economies of Scale as a factor of Monopoly Cost Average Total Costs Quantity of output Saudi arabia's petroleum monopoly is very much its' government's major interest. The kingdom earned over $80 billion in revenue from oil in 2000.(economist.com 2003) OPEC's ability to influence the market price is the key of its power. Compared to a competitive firm, the demand curve for a monopoly is a horizontal one as it can set any quantity it wants for a given price. The demand curve slopes downwards... ... production costs is amongst the lowest in the world. Iraq has the potential of overthrowing OPEC's regime if OPEC countries like Russia and France are ready to develop Iraq's oilfields so that it can be used to full efficiency. Does this mean that, to stop a monopoly, another monopoly must be used to overcome it? Time will tell, especially when UN sanctions are lifted and the new Iraqi government is formally established. In conclusion, OPEC's monopoly of the petroleum industry has been a strong one since the 1960's since its members enjoy economies of scale. Its decisions concerning the output of petrol have always been strong affecting the rest of the world. This monopoly is socially inefficient due to the output and the deadweight loss that results. Interestingly enough, to break this monopoly, the new Iraq has the potential to turn the market power around.

Explain to the Board of Director

Explain to the board of director how he or she could use the talent management approach to improve his or her company's performance? A talented work force is an employer's most valuable asset. The talent, skills and contributions your employees bring to the workplace can make or break your organization. Company productivity and profitability depend almost solely on your work force. Therefore, retaining talent is extremely important to executive leadership and human resources departments. Activities related to talent retention are sometimes referred to as part of the talent management process.Some employers combine recruitment, selection and talent retention to achieve talent management goals:- 1 Identify your organization's most talented workers. Employees with exceptional work skills, aptitude, interpersonal skills and desire for success are generally referred to as the most talented; however, employees who lack one of these attributes or need improvement in another area should not be ruled out. Talented employees also demonstrate traits such as high motivation, initiative and discipline.They are the ones who seek additional responsibility and have performance appraisals to prove they are dedicated to helping your company achieve success. 2 Review the performance evaluations of your most talented employees. Determine their strengths and areas for improvement; use this information to draft the outline for a discussion about the employee's career aspirations. Don't be discouraged if your meeting with the employee reveals career aspirations in another field. Taking the time to discuss this topic sends the message that the employee is a valued contributor.One of the reasons employees often cite for leaving a company is that they feel the company overlooks their contributions or doesn't acknowledge their opinions. 3 Conduct a needs assessment to determine the training and development necessary to retain employees with the most promise. Include an assessment to dete rmine training for employees who demonstrate aptitude as well. Consider conducting focus groups with supervisors, managers and executive leadership to determine the best way to keep talented employees satisfied and challenged. Review the job descriptions, duties and responsibilities of employees whom you've identified as the most talented. Re-read performance evaluations for professional goals of these employees and compare them to their current duties. If they don't match very well, consider revising job duties or assigning more challenging work to keep them motivated. Talented employees who are dissatisfied with their current responsibilities look for opportunities elsewhere.You can prevent their departure by offering opportunities that further develop their skills and prepare them for future roles within the company through human resources strategy and succession planning. 5 Recognize your talented employees with letters of commendation, tokens of appreciation or coveted roles wi thin the organization. Employers can retain talent through very simple actions that demonstrate their appreciation for hard workers. Human resources best practices suggest recognition and, in some cases, employee rewards increase motivation and improve retention of talented employees.

The Types Of Threats, The Impact And Four Steps The Process

BackgroundDisasters, may it be natural or man-made, are occurrences that are inevitable to businesses and companies. They may take the form of an earthquake or informational theft that is equally tragic to the affected company. Romano emphasizes that â€Å"companies are starting to realize that they need to protect their assets both informational and physical.† (1995,P.43). And so, companies and corporations have developed ‘Disaster Management’; as the name implies, it is a process of dealing, if not preventing, disasters done to companies. According to Rike, â€Å"disaster management is divided into three kinds: natural threats, technical difficulty and human activities.† (2003,P.26). Rike stresses that disaster management isn’t only concerned about natural disasters but also technical and man-made disasters that are relatively abundant in most companies which returns a loss of income.DefinitionDisaster management, according to Clark, is â€Å"the process of preparing for mitigating, responding to, and recovering from a disaster.† (1995, P. 41). Clark’s statement shows that disaster management is not only about what companies should do before or during or after a disaster, but what companies should do from before a disaster arises up to the time that the company needs to recover from the damage that the particular disaster brings to the company.OutlineThis report aims to discuss the types of threat, the impact and four-step process of disaster management and why companies should prepare themselves even before a disaster occurs.The Types of ThreatRike identifies that disaster management has three sub categories namely: â€Å"Natural or Environmental threats, technical hazard and human activities† (2003, P.26).The Natural or Environmental threats that Rike was referring to are the natural calamities that we are accustomed to such as earthquakes, floods, fire, storms, etc. that can cause physical or psycholog ical damage to the companies. Rike states that â€Å"human life is always the first consideration in any emergency or disaster.† (2003, P.26) and there are no other greater threats to human safety than natural calamities because of its destructive power.Technical Hazards can be grouped in seven namely: â€Å"power outage, gas leak, software failure, biological contamination, train derailment, toxic spill and electrical shortage† (Rike, 2003, P.26). And human activities are the threat that is concerned about human errors, miscalculation and faults due to lack of skill or ignorance. There is a saying that â€Å"No man (or woman) is perfect.† And so, it is necessary for companies to prepare themselves for these kinds of disasters to avoid any loss of valuable income.Impact of DisasterOne type of the impact of disaster is the development of companies (Rike, 2003, P.27). Companies should be aware of its competition because its survival depends on how well a certain c ompany performs against these competitors and should surpass the development of other companies to be able to maintain a competitive edge over the others.The second type is the Economy which dictates whether a certain company should act. If a certain disaster hits a particular state, city or country, its economy may well be affected and soon it affects the production/income of the company. The third is the people’s lives; a company cannot profit on its own, it depends on its workers to do the little things that bring the huge amount of money into the companies. So, companies should protect and maintain the well-being of its employees and make sure that they are in the same page to be able to assure them a great outcome.Four Steps of the ProcessIn the first step is that management have ability to support (Rike, 2003, P.27).   The company should be able to have a disaster management that can support its business. The second step is about the analysis risk (Rike, 2003, P.27). The Disaster Management should do an analysis risk that, as the name implies, analyses the risks involved in a particular disaster and its recovery. The third step is that the company needs to spend much time on data collection and preparing the written plan (Rike, 2003, P.30).The company should do an actual planning of the disaster management to make things organized to minimize undone tasks especially when it comes to recovery because time is of the essence for most companies. The last step is that test the plan (Rike, 2003, P.31).   A plan will not be complete without testing it. The company should test it under the most hazardous situations to maximize its productivity and to be able to identify its flaws.ConclusionThe report has discussed in detail what disasters are and how and why companies should prepare themselves/recover from the said disasters and how they can affect the company’s profits. The report will be very useful for companies to identify the activities th at should be done in order to protect what is most important to them, which is the income, because a disaster creates a thin line between bankruptcies and an incredible comeback from a disaster.

Essay Sample on Philosophy of Supervision

Essay Sample on Philosophy of Supervision Introduction Supervision is an integral part of a job, and its presence is more than wanted for employees to complete work successfully. As such, it is crucial for a company, an institution or an establishment to setup a supervisory body not only to ensure that work is completed but also accomplish other necessary roles. Thus, supervisors need to have an implementable plan to use while at work. This allows them to plan their way around their job, and succeed in overseeing everything that matters. Moreover, supervisors work to provide the expected results to the stakeholders or management body they are working for in a clinic, for example. How and When to Implement Multiple Roles in Supervision In a clinic, the management or stakeholders employ supervisors who are in charge of other subordinate staff members. In this job position, it is expected that the supervisor checks whether the other workers are accomplishing their work as per the management’s expectations. Thus, the supervisor checks on various factors related to the work being done in the establishment. For instance, the supervisor is responsible for checking the time other staff members report for work. This ensures that all members of the workforce deliver their services within the expected period. Hence, for one to gain that position as a supervisor they have to possess various commendable qualities, for example, being diligent workers who are always on time to deliver their services as expected. When other staff members are reporting, the supervisors have to reach the place of work before everybody. This gives provides them with the opportunity to note the time when other members reported (Sarnat, 2012). Supervisors have the overall duty to check the quality of other members’ jobs. Hence, the supervisors must have the appropriate knowledge and skills to determine whether a subordinate’s work is up to standard or not. If a subordinate’s work is substandard, for example, the supervisor needs to know exactly what to adjust or ask the staff member to change. As mentioned earlier, it is essential that supervisors possess various characteristics, in this case, vast knowledge about the field they are overseeing. Such are examples of cases that prompt supervisors to exhibit multiple roles in their work. This is yet another unique feature that supervisors need to have to perform their work as expected. Moments at work change according to current conditions that may need the supervisor to implement different skills. Supervisors, for instance, need to exhibit authority in situations where confusion is thriving among the subordinates. In such times, the supervisors need to take charge of the situation and guide their subordinates accordingly. Some members of the staff may be overwhelmed by work, and a customer is dissatisfied with the services. In such a situation, a supervisor can swoop in to take care of the matter. Therefore, a supervisor needs to display flexibility at work by implementing multiple roles in their work at any time. Management also expects the same from the supervisors (Watkins, 2012). How to Build a Supervisory Alliance Supervisors need to deliver their work successfully as per the expectations of the superiors. One of the significant factors that impact the quality of the supervisors’ work is their environment. They need to work in a proper environment for them to complete and execute their plans successfully. Other members of the staff are a part of the supervisor’s environment, and it is necessary for one to know the most preferred way to deal with them. It is at this point that supervisory alliances are deemed necessary in maintaining an appropriate working environment. Supervisory alliances are forms of groupings that supervisors coin with their supervisees. The supervisees are placed in the care of their supervisors for various reasons. For example, it is important to have a leader who is ready to take control of things, in this case, the supervisor. Indeed, the supervisor has authority over other members of staff, but alliances are a preferable way for both parties to work toget her. Alliances between supervisors and supervisees work best when there are mutual agreements between the two parties. These agreements can be reached when forming the alliances. The most probable way of coming up with the alliances is the supervisor or management floating the idea to the members of staff. This is followed by collecting data and information in regards to the members’ response. When most of the members agree to create an alliance with their supervisors, the concerned parties sit for meetings. It is during such meetings that all members, including supervisors, come up with the required regulations purported to guide the way things are to be executed (Watkins, 2012). In addition, it is at this point that the two parties come to terms with the reasons behind the formation of the alliance. Taking these steps at the commencement of the alliance binds both the supervisors and supervisees to follow the rules. In case any party breaks the rules they are eligible for punishm ent without objection since they are all aware of the regulations. For example, if a subordinate staff member delivers substandard work, the supervisor has the mandate to request for an explanation from the supervisee. As such, the subordinate member is obliged to provide reasons for submitting substandard work. How to Assess and Enhance Supervisee Development Supervisors have different roles in their jobs, and guiding their supervisees is among their primary jobs. Acting as guides to their supervisees is an elaborate way of helping a clinic gain diligent workers and eventually help the establishment gain success. In addition, supervisors help supervisees know where they have made mistakes in their work. This is necessary as not all employees would work as per the company’s expectations. It is crucial for supervisors to assess their subordinates’ work, which they can do using different means. One of the common means is making direct and physical supervision of the work as it is being done. Consequently, they view the workers’ job in person. Ultimately, they can request them to make amendments or repeat the work. This is to ensure that work is completed within the company’s standards (Scott, Ingram, Vitanza, Smith, 2000). In other areas, the work done may be too large for the supervisor to make a physical visit to check whether the work done is standard or not. Such a case calls for efficient measures to keep track of the employees’ works. The supervisor may choose to scrutinize an employee’s products, but only a few samples. This way, the supervisor attains a general picture of the rest of the products. In other situations, a supervisor requests reports from the workers in concern to the work already done. Consequently, supervisors are furnished with the full details of the completed work (National Board for Certification in Occupational Therapy, 2012). In all these cases, not all the employees present commendable jobs. Such jobs need corrections and the supervisees require development. The most appropriate way to make these changes is exposing the employees to the preferred training session. Training provides employees with the necessary skills required by the clinic. Employees are taken in for a job position because they have the required skills, but these may fall short of what the employers expect. Instead of firing such employees, the employers find it preferable to take the subordinates through training. In turn, the employees hone their skills appropriately and in accordance to the employers’ expectations. Caring for employees is a sure way that employers can advance supervisee development. This is because the employees feel cared for and important to the establishment. Additionally, with such a mentality, it is clear that employees will work diligently and for the benefit of the whole institution (Milne, Aylott, Fitzp atrick Ellis, 2008). How to Monitor Ethical and Legal Compliance Clinics and other establishments often have Codes of Ethics to act as guidelines that determine how all employees function while at work. Ethical and legal compliances at work are two important factors that employees need to observe and practice. It is for the interest of the clinic and the clients that compliance of ethics must be observed. Therefore, the management has the ultimate duty of enforcing these practices and finding ways to ensure that all employees follow them. It is not easy to follow laws, but the consequences are too serious to ignore. Hence, employees at time abide by the rules to avoid facing the negative impacts. As much this may be true to many employees, it is in the interest of several employers to make the workplace as comfortable as it can be for various purposes. One of the key purposes of making a workplace comfortable is for employees to have a proper working environment. In turn, they are able to deliver their services as per their employers’ expec tations (Scott, Ingram, Vitanza, Smith, 2000). Employers have so far formulated means of helping employees work within the ethical standards provided. Use of supervisors to communicate to other employees about the ethical and legal compliances at the place of work forms a key implementation management uses to reach out to its staff members. Supervisors have authoritative capacities they can use to implement ethical standards in an establishment. The initial step the supervisors need to do is familiarize with the set ethics. With that done, the supervisors have ample knowledge to recognize when an employee has gone astray. Moreover, the supervisor will know the most appropriate means of correcting the mishap that happened. Supervisors have several ways they can use to monitor whether employees are following the ethics at work. One of the means the supervisors can use is to be physically present among the employees and make observations. In turn, the supervisors check whether the employees are acting and working as per the expectations of the employers. If they are not following the guidelines and ethics of the establishment, the supervisor has the mandate to act on the spot or later. The vital thing is to amend the situation using the correct means, for example, via word of mouth or in writing. In cases where the ethical violation is too challenging to handle, the supervisor may forward the matter to the management (Milne, Aylott, Fitzpatrick Ellis, 2008). How to Provide Effective Feedback in Supervision Feedback at work is an essential part of helping everyone work with a common goal. Supervisors expect supervisees to provide appropriate feedback to them. Concurrently, the management expects appropriate feedback from the supervisors concerning the job. In addition, feedback can be given from the management to the supervisor. The same can happen from the supervisors to their supervisees. The information provided by each party is crucial for the benefit of the institution and everyone working in it. Hence, there is a proper need for the information to be relayed effectively among the involved parties. This not only guarantees the information is relayed fast but also to the appropriate party. One of the key ways to provide effective feedback in supervision is to use a means that all the concerned members comprehend. In addition, accessibility to the means is essential because it gives the concerned parties a clear mode of acquiring the feedback. In turn, everyone is supplied with information related to the feedback and acts appropriately. The effectiveness of feedback is measured through various ways. Firstly, feedback is categorized effective if it reaches all the concerned parties. Additionally, the feedback should reach all the intended parties within the stipulated time (Milne, Aylott, Fitzpatrick Ellis, 2008). Effective feedback is also measured by the reaction of the parties who receive it. For example, if the recipient parties act according to the feedback given by the supervisor, the information relayed can be categorized as understandable. Apart from relevance, it is always necessary for the supervisor or supervisee to give feedback on time. This saves crucial time and avoids cases where the feedback loses meaning because the time to use it has elapsed. It is also vital to provide unbiased feedback at the place of work. This way, employees do not feel that the feedback given is unjust. They are able to work efficiently because the feedback targeted everyone. However, cases arise where feedback has to be directed to specific people at the workplace. It is essential for employees to recognize that such feedback is aimed at helping them become more effective at work and not a way of being biased to them. How to Balance Clinical (Client Welfare) Needs and Training (Trainee Development) Needs A supervisor in a clinical setting has the ultimate goal of maintaining the client’s welfare and trainee development. A clinic has a vital job of safeguarding its goals, which include promoting the clients’ welfare and maintaining high standards of services. Apart from that, the clinic has a crucial goal of providing the required support to see to it that the trainees work their way to become certified physicians. Thus, supervisors are a fundamental part of this journey as they keep the trainees on track. Supervisors have a duty to execute multiple roles while at the clinic, a situation best seen when they take care of trainees and the clinic simultaneously (National Board for Certification in Occupational Therapy, 2012). When clients visit the clinic, they hope to get the best services from the employees at the establishment. The supervisor expects the same from the workers. Thus, much effort is directed to ensure that the workers attend to all customers accordingly. In such situations, a trainee may be shown how to handle customers by the supervisor. However, it is essential that the supervisor and supervisee work without interfering with the client. It is challenging for a supervisor to keep track of the trainees’ progress while at the same time take care of the clients. A supervisor has to strike a clear balance between the two factors, which is best achieved by having a clear plan of handling things. This plan may involve the supervisor making observations of how the workers conduct their work. Atop that, it is necessary for the supervisor to note the strengths and weaknesses of the supervisees. Once the supervisors have ample information concerning their workers, they can sermon them at an appropriate time. The supervisors have to be meticulous not to interfere with the clients. Thus, the timing to make amendments or commend the workers needs to be perfect lest they interfere with the client’s schedule. This way, the client’s comfort and expectations are met, and the trainees’ development is maintained. As such, balance is struck between the two important factors that are vital to the functionality of the clinic. How to Demonstrate Competence in Responding To Diversity in its Many Forms in Supervision Supervisors are bound to experience diversified situations in their work because of the different supervisees they oversee. Supervisees have varying backgrounds, separate lines of thoughts, act differently at work, and respond diversely to a situation. Hence, supervisors have the ultimate duty to identify each supervisee’s characters that direct their conduct at the place of work. Comprehending these personal characters helps supervisors plan out a way that suits everyone at the clinic. Indeed, the supervisor has to be stringent in his work, but for the sake of promoting effectiveness, it is essential to leave room for understanding if a worker behaves in an unexpected manner. Supervisors demonstrate competence in responding to diversity by listening to explanations given by workers once they act in an unexpected way. Such are cases when a worker is questioned by the supervisor in concern to an inappropriate behavior or action displayed at work. The supervisor has the mandate to attain as much information as possible about an occurrence that has unfolded at work. Supervisors need to be just and offer chances to supervisees to explain their unwarranted behavior. Indeed, a clinic’s code of ethics, for example, expects supervisees to work in line with the rules. However, due to diversity, they end up functioning according to their understanding, which in this case is wrong. At this point, the supervisors need to take appropriate actions that respond to such behavior from their supervisees. Firstly, the supervisors need to identify the problem and seek a solution. Correcting the supervisees needs to be the next agenda in the plan to resolve the problems. Although the problem may be too big to handle, the supervisor needs to deal with it before handing the matter to the management. All these actions are taken as precautions to accommodate diversity and the adverse effects it has at the place of work. In addition, these actions are meant to formulate an appropriate way of resolving the issues at hand. What is needed in the Current State of Supervision Knowledge Supervisors and supervisees have vital responsibilities at the clinic with regards to customer satisfaction and deliverance of quality services. One of the leading responsibilities that both parties have is displaying adequate knowledge in relation to their clients. The ultimate goal of the two parties is to deliver quality services and meet clinic’s expectations. Hence, it is appropriate to have ample comprehension on the services their clients require and the most preferable way to deliver them. Clinic stakeholders expect supervisors to know the supervisees’ duties. In turn, the supervisors identify whether the work is done to the expected standards or not. Additionally, being familiar with the supervisees’ work makes it is easy for the supervisors to make proper corrections where the work results are substandard. In a clinic, there are several laws that all workers need to adhere to while working. Thus, all employees, supervisors and supervisees, have to be aware of as they carry out their duties. Laws and policies act as proper guidelines that each worker is expected to follow. Therefore, familiarizing with each law and policy avoids situations where employees break them without their knowledge. A supervisor is also at an advantage if they are familiar with the set laws and policies at the clinic. Firstly, they are able to identify a situation where a supervisee breaks the law. Additionally, the supervisors have the knowledge to correct the situation as per the clinic’s laws and policies (National Board for Certification in Occupational Therapy, 2012). Proper communication is a vital factor to uphold while working at the clinic. Supervisors and supervisees have vital information to relay to each other while at work. Thus, there is a dire need for both parties to communicate professionally and in accordance to the clinic’s expectations. This is yet another necessary factor that all parties in a clinic must have knowledge about to ensure that all things run smoothly. In addition, this creates functional relationships among all the workers in the clinic and patients. Clients are crucial in a clinic, and they need to be addressed accordingly, which is best achieved by proper communication. Conclusion Indeed, supervision is a necessity in a clinical setting for various vital reasons. Supervisees need an elaborate guide who is always present to ensure that the work delivered is up to the expectations of the clinic. This provides both clinic satisfaction and customers’ contentment. All parties in a clinic are essential and are expected to function in a way that gets the job done and in the expected standard. Supervisors, for instance, have the obligation to implement multiple roles to keep everything functional at the clinic. Moreover, they form alliances with supervisees to encourage cooperation between the two parties. When the supervisors and supervisees work together, the work is done as per the expected standards. It is extensively crucial for supervisors to observe the ethical and legal measures in the clinic. Also, it is essential for the supervisors to ensure that the supervisees work within the same ethical and legal measures. As such, discipline is maintained at the clinic and extended to the clients. Proper communication is vital to maintain in the clinic as it fuels effective feedback. Consequently, both supervisors and supervisees are aware of the occurrences unfolding at the clinic. Client welfare and trainee development are two crucial factors that supervisors find ways to maintain at the clinic. They are both necessary for the development and maintenance of proper services at the establishment. Visit CustomWritings.com paper writing service to order a custom essay, research paper or term paper on any topic. We work with the best academic writers.

Anti-Italian American Prejudice and Discrimination

Anti-Italian American Prejudice and Discrimination Mezzogiorno Nearly three-fourths of all Italian immigrants to the United States came from the southernmost provinces of Italy. Known as Il Mezzogiorno, it was the country’s most impoverished region, with the illiteracy rate at a staggering 70 percent in 1900, and longstanding oppression from Italy’s Northern-dominated government. Southern Italian economy relied on agriculture, but natural disasters of volcano eruptions and earthquakes in the early 20th century devastated what little cultivatable land there was (Mintz, 2007). Unable to sustain tolerable living conditions, most became migrant workers. Between the years of 1876 and 1924, nearly 5 million Italians arrived in the United States (Pozzetta, 2008). About one-fourth remained in New York City, while more than half settled in the middle Atlantic states and New EnglandMany Italian immigrants had no plans of establishing permanent homes in the United States. Most were young men who left behind their wives and childr en with hopes of brief absence-they would find employment, collect their pay, and return home. They lived prudently in conditions that were regarded as intolerable by ordinary American families (Mintz, 2007). Commonly working unskilled jobs in construction and public development, roughly half of the Italian immigrant population in the early 1900’s was made up of manual laborers (Microsoft Encarta Online Encyclopedia, 2009). Although the United States appealed to emigrating Italians as the best prospective destination to find work, Gambino (2002) asserts that American industry sought immigrants to replace the emancipated slave class. Many Italian immigrants in the North took positions in sweatshops and factories, while others were recruited to work on Southern plantations where slave labor had since been abolished (LaGumina, 1999). However, those in larger urban areas often found dominance in skilled artisan trades they had once practiced in Italy, such as shoemaking, tailorin g, and barbering (Pozzetta, 2008). Though still generally confined to a lower class, many Italian immigrants found solidarity in highly concentrated ethnic neighborhoods (Mangione & Morreale, 1993). Little Italies The emergence of â€Å"Little Italies† was prompted in large part by the intolerance and hostility that Italian immigrants faced in mainstream American society (Pozzetta, 2008). A working class minority that was defined by some as â€Å"not quite white† (Microsoft Encarta Online Encyclopedia, 2009), or the â€Å"missing link† between black and white (Borsella, 2005), they often faced discrimination in housing opportunities. Italian immigrants themselves were slow to seek assimilation because traditionally, la famiglia (the family) and l’ordine della famiglia (the rules of behavior and responsibility to the family) came before any affiliation with a larger-scale community (Mintz, 2007). This resistance began to fade as subsequent generations stra yed from the strict codes of their parents. With the dawn of World War II, more than 500,000 Italian Americans served in the U.S. military, proving to many that their loyalties to the country were strong. By the 1950’s it seemed that Italian immigrants, now secure in identifying as Italian Americans, had found a true home in the United States (Pozzetta, 2008). Anti-Italian prejudice however, though less pronounced, still endured. Dating back to the early 20th century and the apex of the group’s immigration, society and popular culture have attached a number of stereotypes to Italian Americans. Arguably the most distinctive stereotype is that of association with La Cosa Nostra, or the American Mafia (Pozzetta, 2008). Released in 1972, the critically-acclaimed and wildly popular film The Godfather became the archetype of Hollywood’s â€Å"Mafia movie† industry, depicting Italian Americans as ruthless criminals, a label that had long vilified their ethnic id entity. Many Italian Americans, after having fought the stereotype for decades, came to embrace the Mafia image that had captivated American moviegoers and provided a highly profitable new avenue for filmmakers. The 1990’s introduced the film Goodfellas (1990) and the television series The Sopranos (1999), both of which reinforced the hardcore gangster image (Borsella, 2005). Other predominant Italian American stereotypes in film and television often still include the feisty young woman with a taste for gaudy fashion, the lovable womanizer, and the overweight matriarch with excessive jewelry and a pot of spaghetti (Pozzetta, 2008).

Wesfamers Essay Example | Topics and Well Written Essays - 2500 words

Wesfamers - Essay Example It provides an in-depth knowledge regarding an entity or an issue or an event to the individuals, which helps them to build conception regarding the same. A company listed under stock exchange has to provide information to its stakeholders so as to keep them updated regarding the performance. This company has to maintain flow of information to its stakeholders as they have to comply with the rules and regulations that are formulated by the higher authorities of stock exchange (Westbrook 7). This information is a medium of communication of the stakeholders with the company. This helps in changing the view point of the stakeholders towards the company. Here, stakeholders refer to customers, employees, shareholders, media, investment community and the bankers. For the companies, which are registered under stock exchanges, information is described as the disclosure as it has direct or indirect impact on its stock price. Information has many forms from announcements to accounting numbers, which depicts achievements of the company, its descriptive activities and different corporate functions that are essential for its operation (Westbrook 7). Communication theory was first established by the famous Greek Philosophers Aristotle and Plato. They had discovered three components as the art of disclosure such as grammar, logic and rhetoric. In the context of corporate communication, rhetoric aims at establishing a relationship between the information that are shared by the company and the way they are communicated to the general public. Presently, the information age had influenced the traditional media and it is challenged by the online source of information. The stock exchanges release data and information regarding company stock performance, which comply with the rules and regulations (Westbrook 7-9) in their website. This information assists the stakeholders to make appropriate decisions regarding any investment. The stakeholders belong to two