707 discussion 2 Assignment Example | Topics and Well Written Essays - 250 words

707 discussion 2 - Assignment Example In addition, tethered PHR also offers patients’ access to medical information and can therefore promote self-care for better quality of health (Health IT, 2013). PHR influence health information exchange though provision of data bank on a patient’s information, from a patient’s records. It therefore promotes communication between a patient and healthcare personnel, with the patient as the source of information. An electronic health record, however, is a maintained database by healthcare facility that uses electronic systems and offers access of the information to authorized care personnel or care facilities. The system therefore facilitates exchange of among healthcare facilities, departments, or healthcare personnel. Consequently, PHR has the advantage of facilitated communication for diagnosis and timely care delivery (Health IT, 2013) while electronic health records has the advantages of minimizing chances of medical mistakes and ensuring appropriate care through updating care personnel (Medicare, n.d.). The main disadvantage of PHR is its limited scope of information transfer and possible unreliability of information source , a patient who may lack medical expertise, while the main disadvantage of electronic health records is possible breach of confidentiality and privacy due to information access by multiple personnel and at multiple access points. Health IT. (2013). Are there different types of personal health records (PHRs)? Health IT. Retrieved from:

Syrian Unrest Essay Example for Free

Syrian Unrest Essay The Syria unrest, which has been going on since March of 2011 is an uprising by a rebel group against a governing party in Syria. The main objectives of the rebels are to overthrow current president, Bashar-al-asshad. In April of 2011, the president deployed the army, still loyal to president asshad whose family lineage has been ruling Syria for decades, to open fire on any protesters. The rebels, in retaliation, formed their own group of armed troops mainly consisting of ex-soldiers and weapon users. The clashes now happen in no particular area but in several parts of the country. The president terms the rebellion group â€Å"as armed terrorist groups and foreign mercenaries. The protesters have received aid and support from many foreign nations including the United States of America and many Arab nations. The Arab league suspended Syria’s membership in their constituency because of the government’s response to the matters at hand. It was recently brought to light by the United nations in the start of 2013 that the total number of casualties involving this situation exceeded 60,000. Half of these are assumed to be civilians. In a chance to get away from the war and destruction, To seek refuge several local Syrians have fled to neighbouring Arab nations and are warmly welcomed by these nations. However, it is said that the captured rebels have been subjected to high levels of mental and physical torture. Tens of thousands simple civilians as well have been imprisoned as security measures by the government forces. The Syrian unrest has gotten from bad to worse with unrest that, at the moment, seems to not be going anywhere. The only hope of the Syrians to get back their country and their nation is to have an external source taking drastic measures to repair the irreparable damage.

Free College Essays - An Analysis of Solo by Jack Higgins :: Solo Essays

An Analysis of Solo This book, in my opinion, is a very good example of a serial killer, and his ironic demise.   The book begins with an example of serial killing, where a powerful, influential man is killed by an assassin.   The book, after the killing, follows the killer to an unusual place-a concert hall. There it is found that the killer is internationally famous concert pianist John Mikali.      Ã‚  Ã‚   This man, Mikali, has been tormented by death and pain all of his life. His family has been based through a stout naval history, as his father, and relatives past have all been commanders and captains of great naval ships. The one break in the chain was his Grandfather and him, John, who is a concert pianist.   John is clever but physcotic, because his hobby, as gruesome as it may seem, is killing.   It began one day when his nanny was killed.   It seemed she was killed by a hit and run driver.   John, who loved his nanny so much, decided to get revenge, and revenge he did.   He killed the man who had been driving the car.      Ã‚  Ã‚   The book starts out, as said, with a killing and then by revealing the killer.   Then the book goes into a story of the life of the man Mikali. His mother and father had been killed at sea, and the only people he had left were his nanny and his aunt. The book gives an accurate description of his life and times before his incredible hobby.      Ã‚  Ã‚   After the book describes Mikali's background, which itself is filled with death, the book goes into the current life of Mikali and how he got to where he is.   Mikali discovered his great talent in music at a very early age.   His grand-father, who is the only blood relative he has left, is committed to his grand-son.   He gives his son the best schooling in the form of music he loves the most: the Piano.      Ã‚  Ã‚   The book after it has dealt with the past then goes into the present. Using this method, it resembles a time line:       MIKALI'S DEEP PAST--------RECENT PAST---------PRESENT TIME      Ã‚  Ã‚   After the recent past, in which Mikali has killed over 30 well known and influential people all around the globe.   He uses his influential piano connections to travel all around the globe.

The Simpsons: an Imperfect Ideal Family

The Simpsons: An Imperfect Ideal Family The essay The Simpsons: An Imperfect Ideal Family was a paper written by Eliezer Van Allen explaining how the popular T. V show The Simpsons was not so unrealistic and impractical as many Americans had thought it to be. In fact, The Simpsons was, more or less, a â€Å"â€Å"cracked-mirror version† of our own imperfect but lovable selves† just in a cartoon, sitcom type form.This essay talks about how The Simpsons family often reflects the way many current families live and how, although many individual characteristics in a family member may not always be the best, as a whole a family will often come together and help one another constructing a strong family bond. Although Van Allen over exaggerates the obstacles of the everyday life, he refers to The Simpsons as a â€Å"nuclear† resemblance of the typical 20th century family.Throughout the essay, Van Allen often uses many literary techniques/ rhetorical devices to help the r eader understand the effectiveness of the piece. Humour is used when Van Allen makes a personal connection to the fact that at the beginning of each Simpsons episode, the Simpsons family all run to the couch and sit in their â€Å"specific† spot, just like his own. He refers to this as a â€Å"mirror image of my couch-dwelling family†.Having this humour presented in the essay allows for the reader to stay attentive and wanting to read more, as humour often keeps the reader interested. This often allows for the reader to have more of a connection with the author and to get more of a feel of what the authors thinking process is. Allegory is present throughout the essay as Bert and Lisa’s everyday behaviour allegorically teaches the lessons of the average American. For instance, in â€Å"Bart Sells His Soul† love and concern is shown by Lisa’s actions as she cares for him and always has his back.This contributes to the effectiveness of the piece becau se although many family members (individually) may not always be the best and act to their morals, as a family, everyone works together and helps each other’s weaknesses become strengths and will grow off the strengthens of one another, creating a family, as outlined by Richard Corliss, â€Å"they stick together with one another through thick and thin†. As a reader, this is thought to give the essay â€Å"personality† and with that comes good T.V reviews as viewers become attached and are able to relate to their own family/ real life scenarios. Periodic sentence is present when Van Allen refers to Matt Groening, The Simpsons creator, when he states â€Å"I knew that other kids were going to get serious and go on and be professional†¦ I never wanted to go to an office and carry a briefcase†, as it is only clear at the end of the sentence what Groening meant by that. He knew that â€Å"carrying a briefcase† wasn’t for him so he created a new way to express his talents and his passions.This contributes to the effectiveness of the piece because it forces the reader to keep reading to find out what the author was trying to say, and without doing so the main point of what the author is trying to get across is confusing and may often be misunderstood. Throughout the essay many literary terms/ rhetorical devices are present; these are just a few of many that really stuck out to me. Before reading Van Allen’s paper, I had never thought of The Simpsons in the way he had portrayed it, or the way Groening explained the story behind it.It wasn’t until fully reading and understanding Van Allen’s essay that I started to click into the logic behind the mirror image ideology that The Simpsons family portrayed of the typical 20th century American family. I felt that throughout the essay Van Allen supported his point of how The Simpsons portrayed the average 20th century family very well. He made a lot of person al connections that both any reader and I could easily relate too. For example, he talked about how The Simpsons was â€Å"that† T.V show for him and his family that they felt was the mirror-image of their family life. How they all ran to the T. V to watch The Simpsons episode that was coming on next, just how The Simpsons family does at the beginning of each episode. He also talked about how now a days, individual family members don’t always act appropriate and may have some horrible individual traits, from Bart’s rebelliousness, to Homer’s stupidity and foolishness, but as a group and family together they make the best come out in each other.No family has perfect kids or perfect parents but it’s the love and care that one another share, that matters most. This is taught throughout Van Allen’s essay about The Simpsons family in comparison to the average family now a day. To me, family means to always be there for another and always have eac h others back. Unlike friends, you can’t choose your family. You know that as much as they might get on your nerves sometimes, you must look past that, and find the good in what you are blessed with.While reading Van Allen’s essay I felt that I could relate to a lot of what he was saying and found it very easy to understand what he was trying to get across, which kept me wanting to read more. I strongly agree with Van Allen’s point on how The Simpsons is a character formatted sitcom version of the typical 20th century family. Overall, reading this essay has made me think about how much more relatable and relevant some of shows on T. V actually are. Every time I turn on the T.V and go to watch a sitcom type show especially, it makes me think about any possible story line or lesson that may be hidden behind the show that may benefit me in any way. Van Allen’s essay has made me truly appreciate the hard work and effort gone into such a show, as The Simpsons would have been the last show I would have thought to have a message behind it. All in all, Van Allen`s essay has given T. V shows a whole new outcome, as in how they are looked upon and I am more understanding of the meanings behind the â€Å"hidden messages† in our simple day to day shows.

Significant Life Event

I have read and understand the plagiarism policy as outlined in the syllabus and the sections in the Student Bulletin relating to the IWU Honesty/Cheating Policy. By affixing this statement to the title page of my paper, I certify that I have not cheated or plagiarized in the process of completing this assignment. If it is found that cheating and/or plagiarism did take place in the writing of this paper, I understand the possible consequences of the act/s, which could include expulsion from Indiana Wesleyan University. Significant Life Event One event in which all involved parties can still laugh about and I believed had brought a significant change to me, and affect me still today. My closest bond I have today it is my relationship with my mother. While our mother-daughter bond has been a blessing we have had the highs and lows of love. There were times when it has been joy and moments which can only be described as maneuvering through a minefield. Most females can relate to this journey through in life. In this relationship, hearts can be broken, feelings can be hurt, and the best intentions can turn a mistake into resentment. With patience and lots of love a mother and daughter can be develop a friendship and a trusting bond strengthened for a lifetime. I can now say as I look back we made a turning point when I was eighteen years old. I had just married my high school sweetheart and the father of my child and had been still living at home with my mother. We are both the oldest child oldest in our family and hence were the example for the younger siblings. We both had plans to make something of our life. We both grew up in an urban area where a teenage pregnancy usually ended a person’s dreams for a better environment. We had considered ourselves adults because we now had a child of our own. But this is hindsight; we thought we had all the answers. My first love and father of child, Robert decided he would enlist in the military and I would finish high school. When he completed boot camp and all the other required training the military deemed for him, his first duty station was thousands of miles away from home. No one could tell me anything about child rearing or the decisions I had made regarding my life. I did not appreciate the help I was receiving from his and my family. With Robert enlisting in the military, we relocated from everyone to start a new life together. By the grace of God his first duty station after boot camp was Hawaii. Most people image Hawaii as paradise on earth, almost anyone including me, at least that was what thought at first. Needless to say when time came near for me to leave I could not wait to get away from my mother’s rules and meddling interfering. My mother and I had differences of opinions on everything, even on the way to the airport until I got on the plane. Once I got to Hawaii to begin my new life, I remember not speaking to her for while except to let her know we made it there safely and besides this was actually a honeymoon for my husband and me. On the day we married he left and I did see him again for five months and we had some cuddling time to make up. Let me tell you once the honeymoon was over and we settled into married life I suddenly realized I was alone with a man who had a life, a job and friends. After I had done all the sight-seeking, daytime television watching, and culture adjustment. I suddenly realized I was home sick and missed my mother. All I had was a two-year-old child that took the word terrible two to another level. The long distant phone calls began and I would call her for the littlest things, from how to cook this recipe, to what are you doing, how to budget and make ends meet, what happened at the last family party or get together and don’t forget to send me pictures of what was going on at home. It hit me that my mother actually knew best, she had the answers from how handle a terrible two year old, why men are the way they are, to why my hair was falling out and skin breaking out. I was miserable with the life we had built and I could blame no one, not even my mother like as I had done so many times before. She was not around and could be blamed for this mess, but she was available by phone and we she would help me figure out what I needed to do to make this work. She suggested that I find something to do with my time, maybe get job, go to school or be more open to social life. I had alienated myself physically from everybody except a husband and a two-year-old child. As time past I adjusted to the island life and developed friendships. A funny thing happened that me, my mother and ex-husband laughs about still today. The situation, reminds me, how much my mother really missed me and how strong our love is. Without our knowledge our home phone was not working properly. We were able to call out but not able to receive incoming calls. This fact was brought to our attention when the military police knock at our door. In my mind at the time a very big official military police officer was looking for my husband. Once he was identified they were inquiring about my where about. The officer said â€Å"His mother-in-law had not heard from her daughter in about a week. † It hit me that my mother had not gone more than a couple days with out hearing from me. Since then my husband was sure we make regular calls home to my mother so the law would not be knocking on our door looking for him. I have a much better appreciation of this relationship with the fact that I now have a grown daughter. I learned later in life the hard way that what comes around goes around. I had my own separation event with my daughter when she moved away for college. But that is another significant life event in its self.

Global Pollution Essays

Global Pollution Essays Global Pollution Paper Global Pollution Paper Pass). Noise Pollution noise is usually associated with construction work although modern preventive measures may substantially reduce the amount of noise (in the neighboring community). Noise may adversely affect your health including effects such as: stress, sleep disturbance, high blood pressure and even hearing loss. Construction pollution involves the following main types of construction work: 1. Building construction pollution represents the generation of construction contamination at sites where buildings are constructed which may involve also a demolition phase (if the construction site has an existing building 2. Road construction pollution represents the generation Of construction contamination at sites where roads are built Construction Pollution Prevention and Cost Recovery * Personal damage. From the perspective of the public, the best prevention is to spend as little time as possible outside (e. G. , in your yard or balcony) close to a construction site during operation time. Additionally, having a rich vegetation around your home (and between the home and the construction site) will act as a natural filter for the generated pollution, reducing the amount of pollution you may corner in contact with. So, planting in your yards or even pot plants in a balcony can help. The greener the better. Also, regular spraying of water around the home will reduce the amount of dust and exposure through inhalation, although the soil and water pollution may increase (but these are less directly affecting you than air! ). However, if you believe you are already negatively impacted by a construction site in the vicinity, especially if you have been recently diagnosed with a medical condition involving the respiratory system, you may be entitled to compensation. Evaluate your pollution case for free. * Property damage. From the perspective of the construction site owner / developer, you may be faced with building on polluted land (pollution could be discovered during construction excavation work). To prevent such situation, you should order a full land quality survey (environmental site assessment phase 1 and 2) before starting any construction work. However if this is not possible and you are faced on building on a polluted land, you may be able to recover remediation costs from the original polluters. In this situation, specialized forensic investigations and legal advice (using top specialized Legal Firms) are commended. For further details and obtaining a free evaluation please contact environmental pollution centers. Elution prevention and environmental management The risk of adverse environmental impacts can be significant during construction. For large scale developments, we would expect all potential pollution risks and all aspects of site work, which may impact on the environment, to be systematically identified, as well as preventative measures and mitigation. For small scale developments, please refer to our Standing advice for small scale local development (1 ask). Any information supporting planning application should include a dedicated pollution prevention section, as well as any additional information that may be necessary. This information should incorporate the principles of all proposed pollution prevention and mitigation measures for all construction elements potentially capable of giving rise to pollution during all phases of construction, reinstatement after construction and final site decommissioning. This approach provides a useful link between the principles of development that will need to be outlined at the early stages of the project and the method tenements which are usually produced following award Of Contract (just before development commences). The pollution prevention section should set out the principles of all proposed pollution prevention and mitigation measures on the following issues, where relevant, to the proposed site: * Monitoring proposals, contingency measures and emergency plans, including an environmental checklist to monitor and plan the timing of works to avoid construction of roads, dewatering of pits and other potentially polluting activities during periods of high rainfall. This should cover: 1. Daily visual inspections and the recording of required environmental actions (egg in relation to silt management); 2. Rapports for planning activities in relation to heavy rain (up to 3 day forecast); 3. Identification of all construction elements and their location in relation to sensitive receptors, including any watersides, water supplies, and water-dependent species; * Details of how the works will be programmed to avoid any adverse impact on sensitive receptors. A timetable of works that takes into account al l environmental sensitivities, such as fish spawning, which have been raised by SEEP SON or there stakeholders should be included. Protection of development in relation to unstable land including peat landslides or landslip is not an area within our expertise or remit. This is a matter for the planning and building standards authorities and civil engineers who will determine if a peat stability assessment is required. Where an assessment is required, our main interest relates to the consequences of a peat-slide or bog burst which can result in severe environmental damage including the pollution of the surrounding area. The risk of this occurring should form part of any peat debility report and any associated pollution prevention measures should be included in planning submissions. * Surface water management plan The site specific principles of how drainage will be controlled should be detailed in the planning submission. * Particulate or chemical contamination of watersides due to, for example, track or cable crossings or dewatering of excavations. Any proposed discharges should be set out and dilution data provided. Any desalination works, excavations, ground disturbance or striping of vegetation and/or topsoil should be carried out so as to avoid pollution of the water environment. Sediment resulting from operations including stockpile storage, storage of weather sensitive materials at lay-down areas, haul routes, access roads, earthworks, drainage channels, vehicle access over watercourses, construction of watercourse crossings and digging of excavations. Permanent and temporary drainage arrangements for access tracks, turbines and substation should be based on sustainable drainage principles. Dust Management proposals for dust management including dust sprays. Excavation works, particularly through drilling and blasting, may cause nuisance to adjacent land users due to the generation of dust and Jose. Comments from local authority Environmental Health Officers should be sought on the potential nuisance to adjacent land users during the construction and decommissioning phases of the project. * Concrete production/use Environmental impacts resulting from concrete batching plant operations, use of blinding cement on roadways, wash-out during construction, poor integrity of shuttering. Discharge to watersides and pH impact on petulant (where relevant) should be avoided. * Mineral oils, fuel transport and storage Environmental impacts resulting from spillages, refueling and burst cables. Contingency plans for large oil spills that cannot be dealt with at a local level, details of designated funded fuel stores and mobile funded stores. Our preferred option is for a site compound to avoid fuel and other chemicals being stored at numerous locations around the site. Maintenance of vehicles and plant should be carried out only on impermeable areas where any oil spillages can be contained. Additional information pertaining to the storage of oil can be found below. * Road and crane hardstand Environmental impacts resulting from construction, use, and decommissioning of such infrastructure. Guidance on minimizing impact from construction of access roads can be found in Forests and Water Guidelines Fourth Edition (2003) which can be obtained from the Forestry Commission. Where tracks or hardstand will be located on peat and will carry heavy loads, evidence will be necessary of additional consideration of specific mesas rest required to deliver best practice should be included. Pollution risks and impacts on other environmental sensitivities as a result of the timing of operations. For example, construction of roads, dewatering of pits and other potentially polluting activities should be avoided during erodes of high rainfall periods of high rainfall, or at particular times of the year e. G. Fish spawning. The SEES should demonstrate which periods Of the year would be bes t practice for construction at the site to avoid pollution risks and other environmental sensitivities. Welfare arrangements Details of waste water drainage from temporary and permanent facilities for workers on site should be provided. Our preference would be for waste water and solid waste to be transported away from the site and disposed of using standard waste handling facilities during the construction period. Site restoration It is good practice for large scale developments to be subject to conditions requiring the submission of a restoration and aftercare scheme. The restoration principles should be set out within the submission. It should also outline the proposals for phased working and progressive restoration. Consideration should be given to the effect that any restoration will have on the water environment including groundwater quality and quantity and should include an assessment of the effect that any backfilling below the water table will have on groundwater flow. * Environmental accident management procedures This should include toolbox talks relating to * Site environmental management arrangements for pollution prevention. He appointment of an appropriately qualified and experienced environmental manager to supervise operations on site during the whole construction period, and with the authority to stop work and implement remedial work with immediate effect. * Site Waste Management Plan (SWAMP) which identifies all waste streams and proposals for their management, including peat, soils and other materials excavated on site and the importation of any waste materials to the site. Additional informat ion on Swaps can be found on the Sustainable Waste Management section of our website. Our Regulatory Position Statement Developments on Peat (8. Numb) and Guidance on the Assessment of Peat Volumes, Reuse of Excavated peat and Minimization of Waste (2. NUMB) may also be of help. This includes reference to guidance Developments on Petulant: Site Surveys and Best Practice (ask). SEEP policy and guidance SEEP produces a series of Pollution prevention Guidelines (Pigs) and the principles of any relevant Pigs should be incorporated into proposals. Particular attention should be paid to the Construction Pigs . Construction pigs : PIG 1 General guide to the prevention of pollution * PIG 5 Works and maintenance in or near water * PIG 6 Working at construction and demolition sites SEEP have also worked jointly with Highland Council to produce a guidance note on Construction Environmental Management Process for Large Scale Projects . SEEP SON, Scottish Renewable and FCC have also produced Good practice during windward construction (kick) which provides useful pollution prevention advice applicable to many types of projects. We also have useful guidance on the sustainable reuse of Greenfield soils in construction (2. Numb). Regulatory and best practice advice Standing advice for small scale local development (1 ask) The storage of any oil on site must be undertaken in accordance with The Water Environment (Oil Storage) (Scotland) Regulations 2006. For best practice advice please refer to PIG 7 Refueling facilities , PIG 8 Safe storage and disposal of used oils and PIG 27 Installation, decommissioning and removal of underground storage tanks . Further information on the types of storage tanks to be used and additional publications can be found within the Pollution Control section of the website. The construction industry is a major source of pollution, responsible for round 4% of particulate emissions, more water pollution incidents than any other industry, and thousands of noise complaints every year. Although construction activities also pollute the soil, the main areas of concern are: air, water and noise pollution. Air Pollution Construction activities that contribute to air pollution include: land clearing, operation of diesel engines, demolition, burning, and working with toxic materials. All construction sites generate high levels of dust (typically from concrete, cement, wood, Stone, silica) and this Can carry for large distances over a long period of time. Construction dust is classified as IMO particulate matter less than 10 microns in diameter, invisible to the naked eye. Research has shown that IMO penetrate deeply into the lungs and cause a wide range of health problems including respiratory illness, asthma, bronchitis and even cancer. Another major source of IMO on construction sites comes from the diesel engine exhausts of vehicles and heavy equipment. This is known as diesel particulate matter (DAMP) and consists of soot, sulfates and silicates, all of which readily combine with other toxins in the atmosphere, increasing the health risks of particle inhalation. Diesel is also responsible for emissions of carbon monoxide, hydrocarbons, nitrogen oxides and carbon dioxide. Noxious vapors from oils, glues, thinners, paints, treated woods, plastics, cleaners and other hazardous chemicals that are widely used on construction sites, also contribute to air pollution. Water Pollution Sources of water pollution on building sites include: diesel and oil; paint, solvents, cleaners and other harmful chemicals; and construction debris and dirt. When land is cleared it causes soil erosion that leads to silt-bearing run- off and sediment pollution. Silt and soil that runs into natural waterways urns them turbid, which restricts sunlight filtration and destroys aquatic life. Related Reading * Echo Friendly Construction Methods and Materials * Water and Sustainable Design * Using Lime in Building Techniques * Cob Building * Insulation Materials Surface water run-off also carries other pollutants from the site, such as diesel and oil, toxic chemicals, and building materials like cement. When these substances get into waterways they poison water life and any animal that drinks from them. Pollutants on construction sites can also soak into the groundwater, a source of human drinking water. Once contaminated, groundwater is much more difficult to treat than surface water. Noise Construction sites produce a lot of nose, mainly from vehicles, heavy equipment and machinery, but also from people shouting and radios turned up too loud. Excessive noise is not only annoying and distracting, but can lead to hearing loss, high blood pressure, sleep disturbance and extreme stress. Research has shown that high noise levels disturb the natural cycles of animals and reduces their usable habitat. Measures to Prevent Pollution Good construction site practice can help to control and prevent pollution. The first step is to prepare environmental risk assessments for all construction activities and materials likely to cause pollution. Specific measures can then be taken to mitigate these risks: * To prevent erosion and run-off, minimize land disturbance and leave maximum vegetation cover. * Control dust through fine water sprays used to dampen down the site. * Screen the whole site to stop dust spreading, or alternatively, place fine mesh screening close to the dust source. Cover skips and trucks loaded with construction materials and continually damp down with low levels of water. * Cover piles f building materials like cement, sand and other powders, regularly inspect for spillages, and locate them where they will not be washed into waterways or drainage areas. * Use non-toxic paints, solvents and other hazardous materials wherever possible * Segregate, tightly cover and monitor toxic substances to prevent spills and possible site contamination. * Cover up and protect all drains on site . Collect any wastewater generated from site activities in settlement tanks, screen, discharge the clean water, and dispose of remaining sludge according to environmental regulations. * Use low sulfur diesel oil in all vehicle and equipment engines, and incorporate the latest specifications of particulate filters and catalytic converters. K No burning of materials on site. * Reduce noise pollution through careful handling of materials; modern, quiet power tools, equipment and generators; low impact technologies; and wall structures as sound shields. Pressure to Clean Up The UK Environment Agency and other government bodies are putting increasing pressure on construction companies to reduce pollution and conform to environmental regulations. In the past the pollution fines have been low and environmental regulations slack, and it could have been received as cheaper to pollute than to prevent pollution. This situation is now changing, and enforcement Of environmental regulations is not only very expensive but can be irreversibly damaging to the reputation of a firm. Measures to reduce and control pollution are relatively inexpensive and cost- effective, and the construction industry needs to incorporate these into an environmental management strategy. By employing these practices, the construction industry is well positioned to clean up its act. There is an urgent need to address the great challenges of our times: climate hang, resource depletion, pollution, and peak oil. These issues are all accelerating rapidly, and all have strong links with the building industry. There is a growing consensus from scientists and the oil industry that we are going to reach peak oil in the next twenty years, and that we might have reached this point already. Global demand is soaring, whilst global production is declining, and oil is set to become increasingly expensive and scarce. The building industry is hugely dependent on cheap oil, from the manufacture and transportation of its materials, to the machinery and tools used in emulation and construction. In the ASK, it uses vast quantities of fossil fuels, accounting for over half Of total carbon emissions that lead to climate change. The built environment is also responsible for significant amounts of air, soil and water pollution, and millions of tones of landfill waste. This is a situation that clearly needs to change. Reducing Energy Consumption With the inevitability of declining fossil fuels, and the threat of global climate change, reducing our energy consumption is an essential survival strategy. Choosing to build green saves energy. The low embodied energy of green rodents ensures that very little energy went into their manufacture and production, with a direct reduction in carbon emissions. Echo friendly design methodology can further reduce energy consumption by minimizing energy inputs for heating, cooling and light, and incorporating energy efficient appliances. Saving energy for the occupant also saves money an issue that will become increasingly important as the cost of fossil fuels Inevitably rises in the near future. Related Reading * What is Echo Friendly Construction? * New Developments: Environmentally Friendly Concrete Building Healthier Homes Echo-friendly construction can not only help to create a better outdoor environment, it can also help to build a healthier indoor environment. Conventional building materials and methods have been linked to a wide range of health problems. Chemical pollutants from paints, solvents, plastics and composite timbers, along with biological pollutants such as dust mites and moulds are known to cause Symptoms such as asthma, headaches, depression, eczema, palpitations and chronic fatigue syndrome. Green buildings eliminate these problems through good ventilation design, breathable walls, and the use of natural, non-toxic products and materials. There are many good reasons why we should use echo-friendly construction methods and materials, It can improve the health of our planet, and the health of our own lives. It also supports local business and helps strengthen the local economy, which in turn helps to build our communities into vibrant, prosperous and desirable places to live. A Necessary Choice Green building is not only a wise choice for our future; it is also a necessary choice. The construction industry must adopt echo-friendly practices and materials that reduce its impacts, before we reach a point of irreversible mage to our life supporting systems. The UK Government is beginning to recognize this urgency, and is committed to integrating green specifications into building regulations and codes, but the process of developing policy is slow. The industry needs to take its own initiative and find alternative ways to build, using green, renewable energy resources, and adopt non-polluting practices and materials that reduce, recycle and reuse, before it is too late. Echo-friendly, or ecological, construction is building a structure that is beneficial or non-harmful to the environment, and resource efficient. Otherwise known as green building, this type of construction is efficient in its use of local and renewable materials, and in the energy required to build it, and the energy generated while being within it. Echo-friendly construction has developed in response to the knowledge that buildings have an often negative impact upon our environment and our natural resources. This includes transporting materials hundreds or thousands of miles, which has a negative impact in the energy required to transport them, and also in emissions of hazardous chemicals from a poorly designed building that rates, and traps them. The Range of Ecologically Built Structures Many options are now available to those wishing to design and build an echo- friendly dwelling. Architects, engineers and builders worldwide are now using construction techniques that have been developed throughout human history, in response to local environmental concerns and the physical resource opportunities available, coupled with 21st century technological refinements. These range from rammed earth construction, which involves clay-based material mixed with water and then rammed into brick or solid all form, suitable in hot and dry climates, to straw bale houses, literally using bales of straw as the core structure. Straw is a great insulator, is a breathable material that filters the air passing through it, and contrary to expectation, is fire-resistant when compressed. And it is low cost. See our page www. Sustainability. Co. K/astrolabe for instructions on how to build. Other options are so-called earth ships, which use recycled car tires filled with earth as the buildings walls, or Yurts or Gears, the semi-permanent nomadic tents of Inner Asia, that utilities local wood, wool and canvas, to literally live on, with the and. These examples can be seen as development that has a low impact upon the environment, which utilities and blend in with the local environment, and could be dismantled and moved easily. Related Reading Stone vs. Brick * Career s and Courses for Echo Build * using Lime in Building Techniques Features of Ecological Building and Some Techniques In more conventional building construction, it is how technology and building materials merge and create ecological resources that are the key to green success, as well as using simple and readily available materials. For example, sing pulped recycled paper for roof insulation is a simple but highly effective ecological resource. The damage to human health from asbestos insulation, laid out in rolls in thousands of UK homes, is now well known. Asbestos also takes hundreds Of years to decompose in landfill. Other features Of an ecological building might include : * The varied use of solar panels for domestic hot water heating, * Water conservation, possibly including biological waste water treatment and re-use, and the simple collection and recycling of rainwater for garden use, Low energy lightships, which can last up to 100 times longer than regular bulbs, Cellulose insulation (like the paper in the above example), * Non-toxic or lead-free paints and wood preservatives, * Locally-grown and harvested timber from sustainable managed forests. Where to Find Examples of Ecological Building Local Councils and Housing Associations in the UK are now exploring the benefits of ecological construction, and estates constructed on these principles have been built in Edinburgh, in the Camaraderies village of March, and several in London. An interesting project in the capital is Bedded, in the borough of Sutton, which utilities solar heating and heat given off by he occupants, combined with a small power plant using wood off-cuts, to heat and power each house, and achieves zero carbon emissions. The estate was planned to be built with materials that were sourced from within 35 miles. This development consists of 82 housing units, owned and managed by the Peabody Trust. It is a great example of a sustainable development building estate, combined with the principles of social housing.

Chemist Profile and Career Information

Chemist Profile and Career Information Heres a look at what a chemist is, what a chemist does, and what type of salary and career opportunities you can expect as a chemist. What Is a Chemist? What Do Chemists Do? There are a lot of different employment opportunities open to chemists. Some chemists work in a lab, in a research environment, asking questions and testing hypotheses with experiments. Other chemists may work on a computer developing theories or models or predicting reactions. Some chemists do field work. Others contribute advice on chemistry for projects. Some chemists write. Some chemists teach. The career options are extensive. More Careers in Chemistry Job Outlook for Chemists analytical chemistry Chemist Salaries federal executive branch: $88,930scientific research development: $68,760chemical manufacture: $62,340pharmaceutical manufacture: $57,210testing laboratories: $45,730 Chemist Working Conditions Types of Chemists Organic Chemists - work with carbon and carbon-compounds, many of which come from plants or animals. Organic chemists develop drug, petrochemicals, fertilizers, and plastics.Inorganic Chemists - deal primarily with non-carbon chemistry involving metals, minerals, and electronics.Analytical Chemists - examine substances. Analytical chemists identify materials, measure quantities, and evaluate properties of elements and compounds.Physical Chemists - work primarily in the field of energy research. Physical chemists look at chemical and physical changes and examine the relationships between matter and energy. Chemist Educational Requirements in a career in chemistry Advancement as a Chemist chemist with a masters degree How to Get a Job as a Chemist studying chemistry often accept co-op positions with companies so they can work in chemistry while getting their education. These students often stay on with the company following graduation. Summer internships are another excellent way to learn whether or not a chemist and a company are a good fit for each other. Many companies recruit from campuses. Graduates can learn about jobs from college career placement offices. Chemistry jobs may be advertised in journals, newspapers, and online, though one of the best ways to network and find a position is through a chemical society or other professional organization.

21 Inspiring Quotes About Life and Our World

21 Inspiring Quotes About Life and Our World A whole new world; a dazzling place I never knew. These mellifluous words from the soundtrack of Aladdin say it all. The world, however absurd, dangerous, or harsh, is a fine place to live. The world is special because of its inhabitants. Cherish our world and protect it from destruction. Our planet is our home and we are its caretaker. Here are some world quotes that fill you with intrigue and fascination. If you think about it, our world is a rich tapestry of cultures, languages, people, landscape, colors and people. Technology has helped to diffuse boundaries, whether physical or cultural. We call our world a global village because though we belong to different countries, we are essentially a single race. Sarah Ban BreathnachThe world needs dreamers and the world needs doers. But above all, the world needs dreamers who do.Johann Wolfgang von GoetheThe world is so empty if one thinks only of mountains, rivers and cities; but to know someone here and there who thinks and feels with us, and though distant, is close to us in spirit - this makes the earth for us an inhabited garden.Saint AugustineThe world is a book, and those who do not travel read only a page.Albert EinsteinWhat really interests me is whether God had any choice in the creation of the world.BuddhaWe are what we think. All that we are arises with our thoughts. With our thoughts, we make the world. Albert EinsteinThe world is not dangerous because of those who do harm but because of those who look at it without doing anything.Mark TwainDont go around saying the world owes you a living; the world owes you nothing; it was here first.Albert EinsteinThe most incomprehensible thing about the world is that it is at all comprehensible.Oscar WildeIn the world there are only two tragedies. One is not getting what one wants, and the other is getting it.J R R TolkienThe wide world is all about you; you can fence yourselves in, but you cannot forever fence it out.Dave BarryThe world is full of strange phenomena that cannot be explained by the laws of logic or science. Dennis Rodman is only one example.Ernest HemingwayThe world is a fine place and worth the fighting for and I hate very much to leave it.Joseph CampbellParticipate joyfully in the sorrows of the world. We cannot cure the world of sorrows, but we can choose to live in joy.Hans HofmannThe whole world, as we experience it visuall y, comes to us through the mystic realm of color.Natalie KocsisThe world is a playground, and life is pushing my swing.Henry David ThoreauWhats the use of a fine house if you havent got a tolerable planet to put it on?Charles M SchulzDont worry about the world coming to an end today. It is already tomorrow in Australia.Carl Gustav JungThe only thing we have to fear on the planet is man.E E CummingsThe earth laughs in flowers.Helen KellerAlthough the world is full of suffering, it is full also of the overcoming of it.Oscar WildeThe true mystery of the world is the visible, not the invisible.

Web Based Business Models Essay Example | Topics and Well Written Essays - 500 words

Web Based Business Models - Essay Example Many of Apples flaws are not in its operating system, Mac OS X, but rather in software like Safari, QuickTime, and iTunes. Music and iPod sales are important factors in Apple’s revenue matrix. The company sold 28 million iPods, 248 percent revenue and 409 percent unit increase year over year. Highlights of the company’s iPod line this year included the introduction of the iPod shuffle and iPod nano — the nano was introduced near the end of Apple’s fiscal 2005. Helping along iPod sales are sales at Apple’s iTunes Music Store, an international operation that operates in more than 20 countries worldwide, totaling $621 million in revenue. Apple opened up 38 new brick and mortar retail stores in 2005, expanding operations internationally into Canada, Japan and the U.K. Retail sales grew almost double, to $2.4 billion during 2005. Apple reports annualized revenue per store of $22.4 million. The retail segment of Apple’s operations reported operating income of $151 million during 2005, compared to $39 during 2004. esearch & Development (R&D) spending increased substantially for 2005 — up 9 percent from 2004 to $534 million. But with Apple having a banner year for Macintosh and iPod sales, the R&D spending as a percentage of total net sales dropped year over year from 6 percent to 4 percent. Apple highlighted lawsuits it’s currently fighting and a few that it’s settled, as well. The company noted its disagreement with Beatles management company Apple Corps. Ltd., which is scheduled to go to court on March 27, 2006, as well as class action suits for Apple’s wireless networking products, allegations of defective memory in PowerBook G4s, sales tax, patent violations, iPod battery life and more. Pending or issued settlements include undisclosed arrangements over a â€Å"music jukebox† patent, a false advertising claim against DVD Studio Pro, and a settlement with

UEFA Control on Football Club Transfer Fees Research Paper

UEFA Control on Football Club Transfer Fees - Research Paper Example The financially well off clubs would spend lots of money to sign world class players and offer them fat pay checks (Conn 2010, p.32). Regulating how clubs spend their money in buying and paying players can only be done through wage caps. A wage cap defines an agreement that puts a lid on the amount of money that any sporting organization or club can use on paying players. A wage cap could either be per player limit or an entire team limit, or both. UEFA s response to this was to formulate the UEFA Financial Fair Play Regulation in 2009. This process got undertaken by the Financial Control Panel wing of the governing entity (Conn 2010, p.32). Over the last decade, football clubs in Europe have picked up reckless spendthrift tendencies while utterly casting a blind eye to the financial logic by spending lots of cash for overnight success. This school of thought from the football club board members, to extend enormous transfer kitties to club managers thereby allowing them to offer exto rtionist transfer fees and wages, has led to many clubs getting into debt. ...Without these regulations, more teams are likely to overspend in pursuit of short term winning, rather than giving priority to long term stability. This common business practice of poor risk benefits analysis risks the fortunes of the club and weakens the reputation of the whole league. With teams frequently switching markets or regularly going bankrupt, negative precedence of instability may cloud the sport. This leads to loss of interest of fans, who may opt to switch their allegiance to a stable team. Football clubs should embrace realism and stop spending money which they did not make. This will enable football clubs grow and ensure that the glory of the beautiful game as we know does not get lost. UEFA should impose spending cap laws, and spell out harsh penalties to the football clubs that do not abide by these laws. Some of the harsh penalties proposed by football experts include transfer bans, fine s, withholding of prize money, and expulsion from the UEFA Champions League and UEFA cup (Rose 2012, p.9). These sentiments got echoed by UEFA president who stated that more than half the football clubs in Europe keep losing money. He explained that capping the spending of cubs is in the best interest of the club. Shocking research by UEFA has shown drastic increase in the losses accrued by European football clubs. Reports show that losses in 2010 peaked at â‚ ¬1.6 billion, with over 65% of the club leagues in Europe recording massive losses. This has been the case despite the fact that revenues of professional European football clubs have increased by an average of 9.1% annually, over the past six years.

MDCM part B Case Study Example | Topics and Well Written Essays - 1250 words

MDCM part B - Case Study Example aper will discuss the recommended IT projects and compare the most suitable projects through using Portfolio Application Model Matrix which will be beneficial for MDCM. MDCM had confronted with several problems regarding IT and thus the company had prepared a list of IT projects which will be appropriate for improving the business performance. The objective of those IT projects is to increase value of the business and develop smooth information flow throughout the organization and lack of information was one of the major problems of MDCM. The following projects will be appropriate for MDCM in order to improve the profitability of business: It has been observed that different standards in information systems have resulted in increased contradiction and at times the projects intersect with each other. The lack of synchronization among different standards cause imperfect outcomes which in turn lead to inappropriate forecasts, scheduling problems and overfilled inventories among others. Thus, there was need to reduce the numerous different standards throughout the company. The Unify Methodology and Technical Standards aim for minimizing the projects cycles and inspire knowledge distribution within IT development groups. This initiative is vital for developing the ability of information technology systems in MDCM (Jeffery, M. & Norton, J. H., â€Å"Strategic IT Portfolio Management). Consolidation of data center and networks is made in order to reduce the expenses. In today’s business environment, meeting up to the competition and complying with the regulatory measures are the driving forces for organizations such as MDCM to shift company’s network to virtual private network (VPN). MDCM along with the subsidiary companies had almost 37 data centers and 19 distracted networks globally. Data consolidation will help MDCM to expand the business swiftness and also would align strategic IT structure with business requirements. It will be more reliable for MDCM to develop

Nuclear Power Essay Example | Topics and Well Written Essays - 500 words - 1

Nuclear Power - Essay Example The problems that plague nuclear energy revolve around the materials it uses to create energy. Uranium is highly radioactive once it has been depleted all of its impurities in which is needed to power up nuclear reactors. Inside a nuclear reactor, the radioactivity is increased to more than a thousand times as a quantity of of the uranium is changed to a mixture of different irradiated elements. Most, if not all, of these radioactive elements are very hazardous to human beings because such materials are highly unstable to certain elements in the environment that either cause unexpected and damaging combustion or radioactive exposure or poisoning. The damages that could result from all this destroys not only the environment greatly; it also destroys human lives and welfare as well. There are many different ways through which people could be exposed to radiation such as inhalation of radioactive gases or particles, some radioactive elements found in the soil or water, eating or drinking of food, water or dust that are contaminated. Some radioactive elements mimic normal chemical elements in the ecology and make blend in with the food chain, poisoning the whole ecosystem. In contemporary and even recent human history, there are two events that show such sort of damage and hazard the risks of nuclear energy can do. First, there was the Chernobyl Accident in 1986 in Pripyat, Ukraine. Then, there was the Fukushima Nuclear Reactor in North Japan at 2011. At 1986, the Chernobyl Nuclear Reactor had a catastrophic explosion that completely destroyed the power facility and caused massive amounts of radioactive materials to spread throughout Europe, especially seriously damaging life and the environment of what was then the Union of the Soviet Socialist Republics or USSR. A forum by the International Atomic Energy Agency or IAEA (2005) stated that â€Å"the vast majority of about 5 million people residing in contaminated areas of Belarus,

Strategic Management of Human Resources Essay Example | Topics and Well Written Essays - 5250 words

Strategic Management of Human Resources - Essay Example 1. The strengths based approach encourages people "to focus on aspects of work organization that lead to success rather than trying to correct failures" (case study). In this sense its approach to managing workforce is different from the SHRM approach. The SHRM approach focuses on types of people and skills needed, while the strengths based approach applies a wider perspective. It draws not on skills or things that people are good at, but on strengths which are defined as "pre -existing capacities for a particular way of behaving, thinking or feeling that is authentic and energising to the user and enables optimal functioning, development and performance". 2. SHRM is concerned with the contributions human resource strategies make to organizational effectiveness, and the ways in which these contributions are achieved (see Boxall & Purcell, 2000 and Delery & Shaw, 2001). The strengths based approach interpreted with regard to the SHRM model, is also a human resource strategy to increase organizational effectiveness. ... In this sense the strengths based approach can be seen as HPHRS since the focus is not on achieving a set organizational goal or being concerned with work systems or context, the idea is to change the organizational culture so that overall business performance improves (case study). However achievement of certain goals may still be targeted as seen in the case study where the board is allotted projects according to their strengths. As working on these projects is more energizing for the people since they are better matched to the types of tasks, better organization performance can be hoped for. It is about "focusing on aspects of work that lead to success". 3. The strengths based approach fits with what the SHRM scholars have suggested, for example, they suggest that certain employee behaviors and certain human resource strategies produce certain employee behaviors, and that the task of the human resource strategist is to uncover and test these linkages (Cappelli & Singh, 1992; Schuler & Jackson, 1987). Strengths based approach, does not identify behaviour but is a human resource strategy that matches strengths of people to certain tasks. Thus the SHRM strategist is needed to make these links between people and roles based on strengths assessment in a strengths based organization. 4. Interpretation of the strengths based approach according to the 5 Ps model of SHRM (Schuler & Jackson, 1987) is given below: 1. Philosophy- How the organization values and treats its employees. Essentially the culture of the organization. In the case study, BAE values its leadership team despite their apparent inability to solve certain tricky projects. Instead of classifying them as lacking in certain way, the organization shows respect for its people and changes

Nuclear Power Essay Example | Topics and Well Written Essays - 500 words - 1

Nuclear Power - Essay Example The problems that plague nuclear energy revolve around the materials it uses to create energy. Uranium is highly radioactive once it has been depleted all of its impurities in which is needed to power up nuclear reactors. Inside a nuclear reactor, the radioactivity is increased to more than a thousand times as a quantity of of the uranium is changed to a mixture of different irradiated elements. Most, if not all, of these radioactive elements are very hazardous to human beings because such materials are highly unstable to certain elements in the environment that either cause unexpected and damaging combustion or radioactive exposure or poisoning. The damages that could result from all this destroys not only the environment greatly; it also destroys human lives and welfare as well. There are many different ways through which people could be exposed to radiation such as inhalation of radioactive gases or particles, some radioactive elements found in the soil or water, eating or drinking of food, water or dust that are contaminated. Some radioactive elements mimic normal chemical elements in the ecology and make blend in with the food chain, poisoning the whole ecosystem. In contemporary and even recent human history, there are two events that show such sort of damage and hazard the risks of nuclear energy can do. First, there was the Chernobyl Accident in 1986 in Pripyat, Ukraine. Then, there was the Fukushima Nuclear Reactor in North Japan at 2011. At 1986, the Chernobyl Nuclear Reactor had a catastrophic explosion that completely destroyed the power facility and caused massive amounts of radioactive materials to spread throughout Europe, especially seriously damaging life and the environment of what was then the Union of the Soviet Socialist Republics or USSR. A forum by the International Atomic Energy Agency or IAEA (2005) stated that â€Å"the vast majority of about 5 million people residing in contaminated areas of Belarus,

Evaluate WHS management systems Assignment Example | Topics and Well Written Essays - 1000 words - 1

Evaluate WHS management systems - Assignment Example That means that employees should be safe from accident and injury. A Work Health and Safety Management System addresses work health and safety within an organization and manage its implementation. Australia as other countries measures its performance of health and safety using compensation claims and developing its health and safety strategy. However, much of legitimate claims are never made because employees do not know about their rights or whether their injury and illness are work-related, besides, workers are afraid to make a claim at all. In such a case, health and safety performance data enables organizations and the entire countries to track dangerous influence of certain occupations and industries on health and safety of their people and make improvement if needed. There is evidence that speaks on the effectiveness of Workplace Health and Safety Management Systems to be dependent upon the level of their implementation, where a more integrated approach is aimed to make the regulation and local co-operation work more efficient for improvement of work environment (Bohle & Quinlan, 2000). In this case, the success of a WHS management system requires high commitment from all levels and functions within a certain organization. Thus, Work Health and Safety Act 2011 No. 10 (2015) provides a balanced and nationally constant framework that secures health and safety of employees and their working places. Work Health and Safety Regulation 2011 (2015) gives practical guidance about the requirements of the Workplace Health and Safety. Besides, Safe Work Australia agency was also created to coordinate and develop national policy and strategies to provide safer work conditions (Archer, Borthwick, Travers and Ruschena, 2014). Australian Hardware organization, committed to the quality provision of hardware, homewares, garden and building supplies across Australia is among the

Realistic Option for Chamberlain in 1938 Essay Example for Free

Realistic Option for Chamberlain in 1938 Essay Asses the view that appeasement was the only realistic option for Chamberlain in 1938 Appeasement was the British foreign policy adopted by Chamberlain in the wake of World War Two. This policy was seen as cowardice and Chamberlain received huge criticism for maintaining it throughout the road to war and died with the title of the man who was too coward to stand up to Hitler and his Nazi Germany which led to World War One. Churchill, a very strong opponent of appeasement, notoriously said â€Å"An appeaser is one who feeds the crocodile hoping it will eat him last†[1]. However it wasn’t till the late 1960s that official Government documents on the subject were publically released which created a new view on Chamberlain and appeasement and that it was the only realistic policy for Chamberlain and Britain to pursue. One argument is the view that appeasement was the only realistic option because public opinion supported it and for Chamberlain to lead Britain to war would go against public favour. The First World War savaged Europe and Britain was hit very hard in terms of Human losses. Many families lost men within the family and left psychological scars nationwide. Chamberlain was therefore desperate to avoid another war on the continent at all costs. If Britain was to go to war they would have to rearm and build on their armed forces which had been neglected since world war one. However public opinion was that if Britain was rearming then they would be preparing for war, which was incredible unpopular. Evidence of this was in east Fulham by-election of 1933 the conservative who advocated rearmament turned a majority of 14,000 into a defeat by 5000 at the hands of his labour approach who supported disarmament. This illustrated the political affect that rearmament and policies that move towards War had which was a reason as to why Chamberlain saw appeasement as the only realistic option. Historian Howarth exemplifies this in his book by saying â€Å"chamberlains desire to avoid war matched the anxiety of the British people about being bought into a conflict like that of 1914-1918†[2]. Chamberlain wanted to represent and pursue the population’s interests, and in going to war he felt that he would have portrayed them incorrectly. When the opportunity of  going to war with Germany with the support of Czechoslovakia he stated â€Å"a quarrel in a faraway country between people of whom we know nothing†[3]. This insinuated that he was not prepared to risk British lives and go against public opinion for a nation on the other side of Europe of which Britain had not previously been closely tied with. Therefore appeasement was once again the only realistic option. On the other hand it can be argued that Chamberlain was appointed the Prime minister of Britain and should therefore know Britain’s best interests and should not be influenced by public opinion if it was against Britain’s security and wellbeing. Chamberlain knew the situation far greater than the populace of Britain and should therefore make the best informed decision without being influenced by public opinion. Simon Peaple enforces this by stating â€Å"newsreels and press reports provided only limited coverage of the crisis, so public opinion on the matter was limited†[4] . This therefore insinuates that the public did not have a great enough understanding to influence the decision of a well informed Prime minister. Churchill, Chamberlains biggest opponent in office and biggest critic of appeasement said in one of his speeches â€Å"I have been told that the reason why the government has not acted before was that public opinion was not ripe for rearmament. I hope that we shall never accept such a reason as that. The government has been in control of overwhelming majorities in both houses of parliament. There is no vote which would not have been accepted wither overwhelming strength†[5]. This speech by Churchill comments that public opinion should not have influenced government foreign affairs nor should they influence a decision to rearm in the interests of national security especially when the Government in power had the vast majority and could have passed any law that was seen as suitable for Britain and therefore appeasement was not the only realistic policy in terms of public support. [1] Churchill speech [2] 20th century history 1979 by Howarth [3] Chamberlain speech [4] European diplomacy 1870-1939 by Simon Peaple [5] Churchill speech on public opinion on the 22nd may 1935

Influence of Employee Relations on Work Performance

Influence of Employee Relations on Work Performance This research is based on the assumption that it is the good relation with staff factor that leads to increase staff performance in the service department of hotel industry. Both the variables are very important in hotel industry. Staff performance is key to success for the hospitality organizations because hospitality organization is labor intensive industry so it becomes very important to focus on those factors that motivate employees for the work and to deliver their best to the organization. There are many factors that influence employee and work of employees. Relation with employee is one of them. Employee motivation may relate with money, position in the organization, future perspective, but relation with the peer group and boss is foremost factor that have direct impact on employee performance. Good employee relation means creation of congenial environment that retain the motivation of employees and keep motivating them for their commitments towards the organization. 1.2 AIM AND OBJECTIVES / RESEARCH QUESTIONS / HYPOTHESIS: 1.2.1 Aim of this research: aim of this research is to find out the influence of good employee relation on work performance of an employees, with special reference to restaurant service staff of hotel industry. 1.2.2 Objectives: To explore the ingredients of good employee relation To explore the ingredients of employee performance To explore good relation of employee as an factor of motivation. To find out the impact of good employee relation on employee performance 1.2.3 Research Questions: R.Q.1 What are the basis of good relation? R.Q.2 What are the basis of employee performance? R.Q.3 How good relation of employee have positive impact on employee performance? 1.3 RATIONAL: Author believes that employee relation is very important as an motivating factor, and employee performance is also very important for the development of an organization and in achieving organizational goal. This philosophy is very much important in the hospitality industry because hospitality industry is guest based business and employees are the only factor that brings guest satisfaction. So keep employee happy should be the right slogan for human resource department of the hotel and concerned functional department too. This is the thinking behind choice of this topic. 1.4 STRUCTURE OF THE DISSERTATION: This research work is having many sections. Author is giving brief introduction and the sequence of the chapters. Chapter two is based on secondary research and placed just after this chapter, after that third chapter is on methodology and fourth is on depth analysis of the questions of the questionnaire and after that fifth chapter is containing conclusion of the research. After conclusion there is list of references followed by appendix section. Chapter2 Literature Review 2.1 What is employee relations? Employee relation or industrial relation is basically relation between employees and employer collectively. In this research author has established aim and objective which basically focus on impact of good employee relation on employee performance. Author is presenting this section as secondary research which is conducted through many books and websites. There are many variables of this research topic such as employee relation and its basis, employee performance and its basis, so all the related areas are also explored in this section of the research so that a valid conclusion can be drawn at the end of this section which would be conclusion based on secondary research. 2.2 Employee relation: à ¢Ã¢â€š ¬Ã…“Employee relations can be seen primarily as a skill-set or a philosophy, rather than as a management function or well-defined area of activity. Despite well-publicised instances of industrial action, the emphasis of employee relations continues to shift from collective institutions, such as trade unions and collective bargaining, to the relationship with individual employees. The ideas of employee voice and the psychological contract have been accepted by employers and reflected in their employee relations policies and aspirations. Employee relations skills and competencies are still seen by employers as critical to achieving performance benefits through a focus on employee involvement, commitment and engagement. Employee relations is seen as strategic in terms of managing business risk: both the downside risk of non-compliance with an expanded body of employment law, and the upside risk of failing to deliver maximum business performanceà ¢Ã¢â€š ¬?. http://www.cipd.c o.uk/subjects/empreltns/general/emprelsovr.htm 2.3 Job Satisfaction and Job performance: To understand the nature of job satisfaction and its effects on work performance is not easy. For at least 50 years industrial/organizational psychologists have been wrestling with the question of the relationship between job satisfaction and job performance. Researchers have put a considerable amount of effort into attempts to demonstrate that the two are positively related in a particular fashion: a happy worker is a good worker. Although this sounds like a very appealing idea, the results of empirical literature are too mixed to support the hypothesis that job satisfaction leads to better performance or even that there is a reliable positive correlation between these two variables. On the other hand some researchers argue that the results are equally inconclusive with respect to the hypothesis that there is no such relationship. As a result of this ambiguity, this relationship continues to stimulate research and re-examination of previous attempts. This paper strives to describe t he relation of job satisfaction and performance, keeping in mind the value this relation has for organizations. http://www.articlesbase.com/careers-articles/job-performance-and-satisfaction-53672.htm Job satisfaction is a complex and multifaceted concept, which can mean different things to different people. Job satisfaction is usually linked with motivation, but the nature of this relationship is not clear. Satisfaction is not the same as motivation. Job satisfaction is more an attitude, an internal state. It could, for example, be associated with a personal feeling of achievement, either quantitative or qualitative. In recent years attention to job satisfaction has become more closely associated with broader approaches to improved job design and work organization, and the quality of working life movement. The relationship between job satisfaction and performance is an issue of continuing debate and controversy. One view, associated with the early human relations approach, is that satisfaction leads to performance. An alternative view is that performance leads to satisfaction. However, a variety of studies suggest that research has found only a limited relationship between satisf action and work output and offer scant comfort to those seeking to confirm that a satisfied worker is also a productive one. Labor turnover and absenteeism are commonly associated with dissatisfaction, but although there may be some correlation, there are many other possible factors. No universal generalizations about worker dissatisfaction exist, to offer easy management solutions to problems of turnover and absenteeism. The study suggests that it is primarily in the realm of job design, where opportunity resides for a constructive improvement of the workers satisfaction level. Individual performance is generally determined by three factors. Motivation, the desire to do the job, ability, the capability to do the job, and the work environment, the tools, materials, and information needed to do the job. If an employee lacks ability, the manager can provide training or replace the worker. If there is an environmental problem, the manager can also usually make adjustments to promote hi gher performance. But if motivation is the problem, the managers task is more challenging. Individual behavior is a complex phenomenon, and the manager may not be able to figure out why the employee is not motivated and how to change the behavior. Thus, also motivation plays a vital role since it might influence negatively performance and because of its intangible nature.http://www.articlesbase.com/careers-articles/job-performance-and-satisfaction-53672.htm 2.4 The elements of a job that create job satisfaction Flexible work arrangements, possibly including telecommuting Training and other professional growth opportunities Interesting work that offers variety and challenge and allows the worker opportunities to put his or her signature on the finished product Opportunities to use ones talents and to be creative Opportunities to take responsibility and direct ones own work A stable, secure work environment that includes job security/continuity An environment in which workers are supported by an accessible supervisor who provides timely feedback as well as congenial team members Flexible benefits, such as child-care and exercise facilities Up-to-date technology Competitive salary and opportunities for promotion http://www.answers.com/topic/job-satisfaction 2.5 Workers Roles in Job Satisfaction If job satisfaction is a worker benefit, surely the worker must be able to contribute to his or her own satisfaction and well-being on the job. The following suggestions can help a worker find personal job satisfaction: Seek opportunities to demonstrate skills and talents. This often leads to more challenging work and greater responsibilities, with attendant increases in pay and other recognition. Develop excellent communication skills. Employerà ¢Ã¢â€š ¬Ã¢â€ž ¢s value and reward excellent reading, listening, writing, and speaking skills. Know more. Acquire new job-related knowledge that helps you to perform tasks more efficiently and effectively. This will relieve boredom and often gets one noticed. Demonstrate creativity and initiative. Qualities like these are valued by most organizations and often result in recognition as well as in increased responsibilities and rewards. Develop teamwork and people skills. A large part of job success is the ability to work well with others to get the job done. Accept the diversity in people. Accept people with their differences and their imperfections and learn how to give and receive criticism constructively. See the value in your work. Appreciating the significance of what one does can lead to satisfaction with the work itself. This helps to give meaning to ones existence, thus playing a vital role in job satisfaction. Learn to de-stress. Plan to avoid burnout by developing healthy stress-management techniques. http://www.answers.com/topic/job-satisfaction Employee engagement:   Ãƒ ¢Ã¢â€š ¬Ã…“The achievement of business goals and financial returns is increasingly dependent on delivery by front-line employees. à ¢Ã¢â€š ¬Ã‹Å"Engagementà ¢Ã¢â€š ¬Ã¢â€ž ¢ has been described as a combination of commitment and organisational citizenship. There is no shortage of evidence about people management policies and practices that contribute to building employee engagement. They include: Employee voice: Managers are much more convinced than they were a decade ago that involvement produces business benefits. This is confirmed by the range of methods for direct communication and recognising individual employee contribution that HR departments now implement and operate. Teamworking: à ¢Ã¢â€š ¬Ã…“Training, teamworking, supervisors trained in employee relation matters and problem-solving groups are all associated with one another. In combination, this group of practices might be construed as a model of direct employee participation in decision-making. Work-life ba lance: Policies on work-life balance are being used by employers to underpin positive workplace behaviours. Our various surveys of employee attitudes, for example Guest and Conway5, have underlined the link between work-life balance, commitment and performance, and there is strong support by employers for the current legislation giving employees the right to request flexible workingà ¢Ã¢â€š ¬?. http://www.cipd.co.uk/subjects/empreltns/general/emprelsovr.htm HR and employee relation: à ¢Ã¢â€š ¬Ã…“Communication is the glue that makes policies real and without which they are ineffective. The fact that communication is necessarily a two-way process, involving dialogue rather than simply instruction, is well established. Yet many organisations perform badly in this area, failing to give communication the priority it deserves. Getting communication right involves both professionalism and persistence. The qualities required include focusing on positive behaviours and outcomes, taking a positive, problem-solving approach, anticipating problems, recommending solutions and being able to offer sound advice to senior managers about implementation. Negotiating skills are still useful but needed less often. A much wider area of knowledge is now required, along with the skills to apply it, including surveying and interpreting employee attitudes, communications and conflict management. Most important is the ability to à ¢Ã¢â€š ¬Ã‹Å"fità ¢Ã¢â€š ¬Ã¢â€ž ¢ policies and practices to suit the organisationà ¢Ã¢â€š ¬Ã¢â€ž ¢s goals and the character of its workforce. http://www.cipd.co.uk/subjects/empreltns/general/emprelsovr.htm Value of employee relation: à ¢Ã¢â€š ¬Ã…“To a considerable extent, it is only in the public sector that trade unions retain a measure of their former strength and influence in the workplace. This is partly through the existence of institutions of collective consultation, reinforced by continued reliance in many cases on industry-level bargaining and the public policy emphasis on à ¢Ã¢â€š ¬Ã‹Å"partnershipà ¢Ã¢â€š ¬Ã¢â€ž ¢. Union influence in the private sector, on the other hand, continues to decline. The main areas of the private sector where industrial disputes are still experienced from time to time, for example, public transport, are those where thereà ¢Ã¢â€š ¬Ã¢â€ž ¢s a clear public or political interest and/or the Government is seen as the ultimate à ¢Ã¢â€š ¬Ã‹Å"bankerà ¢Ã¢â€š ¬Ã¢â€ž ¢. à ¢Ã¢â€š ¬Ã‹Å"Employee relationsà ¢Ã¢â€š ¬Ã¢â€ž ¢ as a term remains ambiguous, with no clear boundaries. Most HR people donà ¢Ã¢â€š ¬Ã¢â€ž ¢t use the term on an everyday basis. It is not calculated to help manage rs focus on what they need to know and do to increase performance à ¢Ã¢â€š ¬Ã¢â‚¬Å" the language has echoes of a historical era that offers few insights into contemporary practice. The traditional academic models of industrial relations have only limited relevance to what managers do today. Employers are in charge and the role of à ¢Ã¢â€š ¬Ã‹Å"joint controlà ¢Ã¢â€š ¬Ã¢â€ž ¢ and à ¢Ã¢â€š ¬Ã‹Å"rule-makingà ¢Ã¢â€š ¬Ã¢â€ž ¢ by employers and trade unions has been substantially replaced by employment regulation and organisational values. Employee relations can nevertheless point to an underlying philosophy and attitudes and skills that are still needed by HR practitioners. The current à ¢Ã¢â€š ¬Ã‹Å"business partnerà ¢Ã¢â€š ¬Ã¢â€ž ¢ model is helpful in identifying an à ¢Ã¢â€š ¬Ã‹Å"added valueà ¢Ã¢â€š ¬Ã¢â€ž ¢ framework within which HR practitioners need to operate, but an unreflecting business focus may lead to a neglect of the softer skills, which are essential to managing the em ployment relationship, and of employee interests and influence. Employers also need HR managers with a positive, à ¢Ã¢â€š ¬Ã‹Å"can doà ¢Ã¢â€š ¬Ã¢â€ž ¢ attitude who will resist the temptation to adopt a defensive or compliance-led HR culture. Commitment and engagement are crucial to performance but they are not consistently high enough in the hierarchy of line management à ¢Ã¢â€š ¬Ã¢â‚¬Å" or, often, HR à ¢Ã¢â€š ¬Ã¢â‚¬Å" priorities. The Employee Information and Consultation Regulations may be helpful in raising the profile of employee voice and involvement, but the WERS 20042 findings give little basis for optimism that this will happen. More effort needs to be put into training and supporting line managers in, for example, teamworking and change management as the basis for establishing and maintaining motivation and commitment, which is a critical role for employee relations managers. Issues about à ¢Ã¢â€š ¬Ã‹Å"alignmentà ¢Ã¢â€š ¬Ã¢â€ž ¢ of HR and business strategies have mostl y to be resolved within this area. There is too much focus within organisations on strategy formulation and planning, and not enough on implementation and delivery. Managing the employment relationship rests heavily on the shoulders of line managers, but their competence in this area is, in general, seriously neglected. The concept of engagement is helpful in promoting wider interest in the measurement of HR outputs, including through the widespread use of employee attitudes surveys and in performance management/appraisalsystemsà ¢Ã¢â€š ¬?. à ¢Ã¢â€š ¬Ã…“ http://www.cipd.co.uk/subjects/empreltns/general/emprelsovr.htm Maintaining employee relation: Good employee relations means you create an environment which delivers what people want today. They want to feel good about who they are, what they do and where they work. Although there is probably an endless list of opinions as to what employees want today, here are 10 that are important as you consider building an employee relations program for your business: Employees want to be comfortable with what their employer stands for. Social psychology research indicates the chances of success are much greater for your organization if you have a clearly defined vision that all your people can follow. In some organizations, this is also referred to as a mission statement. Does your organization, department or division have one? Use it as a part of your employee relations strategy to ensure that your employees are comfortable with what your business is about. Employees want to identify with corporate principles. Today employees are very opinionated about the moral and ethical issues in business today. They care about such things as employee privacy and employee rights. By having a set of guiding principles, and following these principles, your organization creates a framework within which to develop principle-centered policies and procedures or make principle-centered decisions regarding difficult employment related issues. Employees want to know their employer cares about their opinions and concerns. If youre going to create a good employee relations program, you need to have a mechanism for finding out what your employees care about, what they are concerned about, what they think of you as an employer. Conduct employee opinion surveys. http://austin.bizjournals.com/austin/stories/1998/03/30/focus4.html Chapter: 3 RESEARCH METHODOLOGY 3.1 RESEARCH METHODS Research methods can be qualitative, quantitative or both (Schiffman and Kanuk, 2000). The selection of the particular research method depends on the kind of information required. Qualitative method collects, analyzes, and interprets data that cannot be meaningfully quantified, that is, summarized in the form of numbers. For this reason, qualitative method is sometimes referred to as soft research method. Any research using non-structured questioning or observation techniques can be labeled qualitative research. Qualitative method typically studies relatively few respondents or units. In other words, a research of a large, representative sample would normally not be called qualitative research method even if it used some non-structured questions or observations. The non-structured and small-sample features of qualitative research techniques have an important implication. They are intended to provide initial insights, ideas, or understanding about a problem, not to recommend a final c ourse of action. Therefore, qualitative research techniques are most appropriate in situations calling for exploratory research. Quantitative research method, in contrast, is characterized by more structure and larger, more representative respondent samples. Consequently, the logical place for quantitative research techniques (usually in the form of large-scale questionnaire surveys or structured observations) is in conclusive studies. A primary role of qualitative research method is to generate hunches or hypotheses. In contrast, each of the situations under quantitative research calls for very specific data, capable of suggesting a final course of action (Parasuraman, et al. 2004). The above description suggests us that qualitative research method is a soft approach in which collected and identified data or information cannot be meaningfully quantified and more importantly in this approach non-structured research is conducted; but so far as quantitative research method is concerned, in this approach structured research is conducted with approaching larger respondents and the collected data can be meaningfully quantified. This research is qualitative based so required qualitative data to achieve the aims and objectives of the research, therefore qualitative research approach has been applied to conduct this research. 3.2 DATA COLLECTION Research data can be collected either in the form of secondary or primary or both (Clark et al, 2003). In this research both primary and secondary data were collected considering the aims and objectives of the research. 3.2.1 SECONDARY DATA: Secondary Data usually factual information can be obtained through secondary data, that have already been collected from other sources and are readily available from those sources (Parasuraman, et al. 2004). The definition and characteristics of secondary data presented above suggest us that secondary data are data that have already been collected for purpose other than the problem in hand. Before detailing as how and what secondary data were collected in this research, in would be worth to examine the advantages and disadvantages of such data. Secondary data are easily accessible, relatively inexpensive, and quickly obtained. Some secondary data, are available on topics where it would not be feasible for a firm to collect primary data. Although it is rare for secondary data to provide all the answers to a non-routine research problem, such data can be useful in a variety of ways (Kotabe, 2002). Secondary data can help: Identify the problem, better define the problem, develop an approach to the problem, formulate an appropriate research design (for example, by identifying the key variables), answer certain research questions and test some hypotheses and interpret primary data more insightfully. Because secondary data have been collected for purposes other than the problem at hand, their usefulness to the current problem may be limited in several important ways, including relevance and accuracy. The objectives, nature, and methods used to collect the secondary data may not be appropriate to the present situation. Also, secon dary data may be lacking in accuracy, or they may not be completely current or dependable. Before using secondary data, it is important to evaluate them on these factors (Malhotra, 2004). Although so many disadvantages are associated with the secondary data, but such data were found useful in this research as identifying and defining the problem, and developing research objectives. The secondary data in the this research is in the form of literature review. The various sources of secondary data in this research were: books, journals, periodicals, newspapers and magazines and websites. 3.2.2 PRIMARY DATA COLLECTION Primary data is collected for the specific purpose of addressing the problem at hand. The collection of primary data involves various steps. Thus obtaining primary data can be expensive and time consuming (Malhotra, 2004). These suggest that primary data are those data that are collected for the particular purpose of research in hand. The disadvantage of collecting primary data is that it is lengthy and resource and time consuming process (in comparison of secondary data), but the advantage of primary data is that they are first hand information and comparatively more reliable (than secondary data). Primary data can be collected from various sources and methods that are case studies, observation, questionnaire survey and interview (Clark et al, 2003). In this research questionnaire survey method was applied in order to collect primary data. Designing questionnaires may appear to be simple, especially to those who have not designed one before. After all, you may think, once you have a clear notion of the information desired, it should be easy to formulate appropriate questions and arrange them in the form of an instrument (Parasuraman, 2004). Primary data collection approach adopted in this research: Sampling technique: Author has followed convenient sampling technique and chosen sample hotel based on the same technique. This technique involves choice of hotel which easily accessible by the author. Sample: samples were based on Delhi based 5 star hotels. Sample size: Tools used in primary data collection: Author followed questionnaire technique to collect the data from the samples, in some cases author went to the sample hotel and met with the person concerned for this research but in many cases author referred telephonic talk and get the questionnaire filled over the phone. 3.3 DATA ANALYSIS Before analyzing a data set using sophisticated techniques, a researcher should get a feeling for what the data are like. The purpose of preliminary data analysis is to reveal features of the basic composition of the data collected. It can also provide useful insights pertaining to the research objectives and suggest meaningful approaches for further analysis of the data. Preliminary data analysis examines the central tendency(mean) and the dispersion of the data on each variable in the data set. The measurement level of a variable that is, whether the variable is nominal, ordinal, interval, or ratio has a bearing on which measures of central tendency and dispersion will be appropriate for it (Parasuraman, 2004). In accordance with the above prescription of data analysis, firstly all the collected data were coded and arranged in a systematic manner and then analysed in accordance with the objectives of the research to reach the conclusions after comparing secondary and primary data. Author has followed tabulation of data and use of percentage technique to find out average of the response and based on the same conclusion has been drawn. 3.4 LIMITATIONS Due to limited time and resources, the author had to downsize his plan on various fronts. Firstly, getting an appointment with the respondents was not easy as in some cases because they had tight schedule in their professional activities, whereas some were found unwilling to response. Secondly, due to provided limited time, the author could not get filled the questionnaire face-to-face or personally from the respondents, and thus in many cases the author had to satisfy with telephonic conversation for filling the questionnaire. Chapetr 4 FINDING AND ANALYSIS Question no-1-Do you feel that employee relation has importance in hotel industry? Answer no-1- ( ) YES ( ) NO OPTIONS RESPONSE PERCENTAGE YES 10 100 NO 0 In the above response collected, it is visible that 100% of the employees said that good employee relation has significance in hotel Industry. Question no-2-Good employee relation leads to employee motivation. Answer no-2- ( ) TRUE ( ) FALSE OPTIONS RESPONSE PERCENTAGE TRUE 10 100 FALSE 0 Above tabulation shows that all the 10 respondents said that good employee relation is motivating factor for the restaurant staff and leads to employee performance. Question no-3-Employees can compensated with other motivating factor with good relation? Answer no-3- ( ) AGREE ( ) DIS AGREE à ¢Ã¢â€š ¬Ã‹Å" OPTIONS RESPONSE PERCENTAGE AGREE 9 90 DIS AGREE 1 10 90% of the staff working in the hotel restaurant agree that employee motivation can be compensated with good employee relation due to the good relationship of the staff with the employer helps this help motivating employees. Due to good relation employee may be happy with differed financial benefits. Question no-4- Do you feel that Employees always want to be appreciated for job done? Answer no-4- ( ) TRUE ( ) FALSE OPTIONS RESPONSE PERCENTAGE TRUE 7 70 FALSE 3 30 70% of them have said that the above statement is true as, employees want to be appreciated and recognized for a job done, and rest of them (30%) have said that this statement is false. Question no-5- Do you think reward based work promotes the team spirit among employees? Answer no-5- ( ) AGREE ( ) DISAGREE OPTIONS RESPONSE PERCENTAGE AGREE 4 40 DIS AGREE 6 60 above table shows that reward does not lead to team spirit among the employees. Here author would like to say that it is very much clear that individual performance may go up by introduction of reward but integration of efforts can not be achieved with reward. So author would like to highlight that it is the relation among peer and employer that promote employee satisfaction and so overall there will be enhancement in the performance of entire employee as a team. Question no-6- Do you think gap between organizational objective and individual due to communication may lead to employee dissatisfaction and hence lower performance? Answer no-6- ( ) YES ( ) NO OPTIONS RESPONSE PERCENTAGE AGREE 100 100 DIS AGREE 00 00 Here this response reveals that there should not be communication gap between employee and employer because this is also a reason of employee dissatisfaction. Employee actually want to know the overall direction of the organization failing which there is rise in reluctance and less performance. So this communication gap is part of good relation if there is gap means there is no good relation between employer and employee so again it is proved that good relation leading to positive impact. Question no-7-what you feel about relation between communication gap between employer and employee leads to low performance and motivation of employees? Answer no-7- ( ) TRUE ( ) FALSE Above table shows that 90% of the staff of the hotels are agree and having the same belief that communication gap increases employee de-motivation hence lower performance of employees. Chapter 5 CONCLUSION In order to conclude the topic author would like to mention the aim and objectives of this research which author had established at the starting of this research. Objectives: To explore the ingredients of good employee relation To explore the ingredients of employee performance To explore good relation of employee as an factor of motivation. To find out the impact of good employee relation on employee performance 1.2.3 Research Questions: R.Q.1 What are the basis of good relation? R.Q.2 What are the basis of employee performance? R.Q.3 How good relation of employee have positive impact on employee performance? Based on the research conducted by author now at this stage author have been comparing what was to achieved and what have been achieved then author found there is no variance in the research objectives and all the steps of research till conclusion. All the aspects have been recognized and evaluated. Based on the primary research conducted by the author it is very much clear that it is the good relation between employer and employee or peer group that leads to feeling of team work and overall performance of employees goes up that Influence of Employee Relations on Work Performance Influence of Employee Relations on Work Performance This research is based on the assumption that it is the good relation with staff factor that leads to increase staff performance in the service department of hotel industry. Both the variables are very important in hotel industry. Staff performance is key to success for the hospitality organizations because hospitality organization is labor intensive industry so it becomes very important to focus on those factors that motivate employees for the work and to deliver their best to the organization. There are many factors that influence employee and work of employees. Relation with employee is one of them. Employee motivation may relate with money, position in the organization, future perspective, but relation with the peer group and boss is foremost factor that have direct impact on employee performance. Good employee relation means creation of congenial environment that retain the motivation of employees and keep motivating them for their commitments towards the organization. 1.2 AIM AND OBJECTIVES / RESEARCH QUESTIONS / HYPOTHESIS: 1.2.1 Aim of this research: aim of this research is to find out the influence of good employee relation on work performance of an employees, with special reference to restaurant service staff of hotel industry. 1.2.2 Objectives: To explore the ingredients of good employee relation To explore the ingredients of employee performance To explore good relation of employee as an factor of motivation. To find out the impact of good employee relation on employee performance 1.2.3 Research Questions: R.Q.1 What are the basis of good relation? R.Q.2 What are the basis of employee performance? R.Q.3 How good relation of employee have positive impact on employee performance? 1.3 RATIONAL: Author believes that employee relation is very important as an motivating factor, and employee performance is also very important for the development of an organization and in achieving organizational goal. This philosophy is very much important in the hospitality industry because hospitality industry is guest based business and employees are the only factor that brings guest satisfaction. So keep employee happy should be the right slogan for human resource department of the hotel and concerned functional department too. This is the thinking behind choice of this topic. 1.4 STRUCTURE OF THE DISSERTATION: This research work is having many sections. Author is giving brief introduction and the sequence of the chapters. Chapter two is based on secondary research and placed just after this chapter, after that third chapter is on methodology and fourth is on depth analysis of the questions of the questionnaire and after that fifth chapter is containing conclusion of the research. After conclusion there is list of references followed by appendix section. Chapter2 Literature Review 2.1 What is employee relations? Employee relation or industrial relation is basically relation between employees and employer collectively. In this research author has established aim and objective which basically focus on impact of good employee relation on employee performance. Author is presenting this section as secondary research which is conducted through many books and websites. There are many variables of this research topic such as employee relation and its basis, employee performance and its basis, so all the related areas are also explored in this section of the research so that a valid conclusion can be drawn at the end of this section which would be conclusion based on secondary research. 2.2 Employee relation: à ¢Ã¢â€š ¬Ã…“Employee relations can be seen primarily as a skill-set or a philosophy, rather than as a management function or well-defined area of activity. Despite well-publicised instances of industrial action, the emphasis of employee relations continues to shift from collective institutions, such as trade unions and collective bargaining, to the relationship with individual employees. The ideas of employee voice and the psychological contract have been accepted by employers and reflected in their employee relations policies and aspirations. Employee relations skills and competencies are still seen by employers as critical to achieving performance benefits through a focus on employee involvement, commitment and engagement. Employee relations is seen as strategic in terms of managing business risk: both the downside risk of non-compliance with an expanded body of employment law, and the upside risk of failing to deliver maximum business performanceà ¢Ã¢â€š ¬?. http://www.cipd.c o.uk/subjects/empreltns/general/emprelsovr.htm 2.3 Job Satisfaction and Job performance: To understand the nature of job satisfaction and its effects on work performance is not easy. For at least 50 years industrial/organizational psychologists have been wrestling with the question of the relationship between job satisfaction and job performance. Researchers have put a considerable amount of effort into attempts to demonstrate that the two are positively related in a particular fashion: a happy worker is a good worker. Although this sounds like a very appealing idea, the results of empirical literature are too mixed to support the hypothesis that job satisfaction leads to better performance or even that there is a reliable positive correlation between these two variables. On the other hand some researchers argue that the results are equally inconclusive with respect to the hypothesis that there is no such relationship. As a result of this ambiguity, this relationship continues to stimulate research and re-examination of previous attempts. This paper strives to describe t he relation of job satisfaction and performance, keeping in mind the value this relation has for organizations. http://www.articlesbase.com/careers-articles/job-performance-and-satisfaction-53672.htm Job satisfaction is a complex and multifaceted concept, which can mean different things to different people. Job satisfaction is usually linked with motivation, but the nature of this relationship is not clear. Satisfaction is not the same as motivation. Job satisfaction is more an attitude, an internal state. It could, for example, be associated with a personal feeling of achievement, either quantitative or qualitative. In recent years attention to job satisfaction has become more closely associated with broader approaches to improved job design and work organization, and the quality of working life movement. The relationship between job satisfaction and performance is an issue of continuing debate and controversy. One view, associated with the early human relations approach, is that satisfaction leads to performance. An alternative view is that performance leads to satisfaction. However, a variety of studies suggest that research has found only a limited relationship between satisf action and work output and offer scant comfort to those seeking to confirm that a satisfied worker is also a productive one. Labor turnover and absenteeism are commonly associated with dissatisfaction, but although there may be some correlation, there are many other possible factors. No universal generalizations about worker dissatisfaction exist, to offer easy management solutions to problems of turnover and absenteeism. The study suggests that it is primarily in the realm of job design, where opportunity resides for a constructive improvement of the workers satisfaction level. Individual performance is generally determined by three factors. Motivation, the desire to do the job, ability, the capability to do the job, and the work environment, the tools, materials, and information needed to do the job. If an employee lacks ability, the manager can provide training or replace the worker. If there is an environmental problem, the manager can also usually make adjustments to promote hi gher performance. But if motivation is the problem, the managers task is more challenging. Individual behavior is a complex phenomenon, and the manager may not be able to figure out why the employee is not motivated and how to change the behavior. Thus, also motivation plays a vital role since it might influence negatively performance and because of its intangible nature.http://www.articlesbase.com/careers-articles/job-performance-and-satisfaction-53672.htm 2.4 The elements of a job that create job satisfaction Flexible work arrangements, possibly including telecommuting Training and other professional growth opportunities Interesting work that offers variety and challenge and allows the worker opportunities to put his or her signature on the finished product Opportunities to use ones talents and to be creative Opportunities to take responsibility and direct ones own work A stable, secure work environment that includes job security/continuity An environment in which workers are supported by an accessible supervisor who provides timely feedback as well as congenial team members Flexible benefits, such as child-care and exercise facilities Up-to-date technology Competitive salary and opportunities for promotion http://www.answers.com/topic/job-satisfaction 2.5 Workers Roles in Job Satisfaction If job satisfaction is a worker benefit, surely the worker must be able to contribute to his or her own satisfaction and well-being on the job. The following suggestions can help a worker find personal job satisfaction: Seek opportunities to demonstrate skills and talents. This often leads to more challenging work and greater responsibilities, with attendant increases in pay and other recognition. Develop excellent communication skills. Employerà ¢Ã¢â€š ¬Ã¢â€ž ¢s value and reward excellent reading, listening, writing, and speaking skills. Know more. Acquire new job-related knowledge that helps you to perform tasks more efficiently and effectively. This will relieve boredom and often gets one noticed. Demonstrate creativity and initiative. Qualities like these are valued by most organizations and often result in recognition as well as in increased responsibilities and rewards. Develop teamwork and people skills. A large part of job success is the ability to work well with others to get the job done. Accept the diversity in people. Accept people with their differences and their imperfections and learn how to give and receive criticism constructively. See the value in your work. Appreciating the significance of what one does can lead to satisfaction with the work itself. This helps to give meaning to ones existence, thus playing a vital role in job satisfaction. Learn to de-stress. Plan to avoid burnout by developing healthy stress-management techniques. http://www.answers.com/topic/job-satisfaction Employee engagement:   Ãƒ ¢Ã¢â€š ¬Ã…“The achievement of business goals and financial returns is increasingly dependent on delivery by front-line employees. à ¢Ã¢â€š ¬Ã‹Å"Engagementà ¢Ã¢â€š ¬Ã¢â€ž ¢ has been described as a combination of commitment and organisational citizenship. There is no shortage of evidence about people management policies and practices that contribute to building employee engagement. They include: Employee voice: Managers are much more convinced than they were a decade ago that involvement produces business benefits. This is confirmed by the range of methods for direct communication and recognising individual employee contribution that HR departments now implement and operate. Teamworking: à ¢Ã¢â€š ¬Ã…“Training, teamworking, supervisors trained in employee relation matters and problem-solving groups are all associated with one another. In combination, this group of practices might be construed as a model of direct employee participation in decision-making. Work-life ba lance: Policies on work-life balance are being used by employers to underpin positive workplace behaviours. Our various surveys of employee attitudes, for example Guest and Conway5, have underlined the link between work-life balance, commitment and performance, and there is strong support by employers for the current legislation giving employees the right to request flexible workingà ¢Ã¢â€š ¬?. http://www.cipd.co.uk/subjects/empreltns/general/emprelsovr.htm HR and employee relation: à ¢Ã¢â€š ¬Ã…“Communication is the glue that makes policies real and without which they are ineffective. The fact that communication is necessarily a two-way process, involving dialogue rather than simply instruction, is well established. Yet many organisations perform badly in this area, failing to give communication the priority it deserves. Getting communication right involves both professionalism and persistence. The qualities required include focusing on positive behaviours and outcomes, taking a positive, problem-solving approach, anticipating problems, recommending solutions and being able to offer sound advice to senior managers about implementation. Negotiating skills are still useful but needed less often. A much wider area of knowledge is now required, along with the skills to apply it, including surveying and interpreting employee attitudes, communications and conflict management. Most important is the ability to à ¢Ã¢â€š ¬Ã‹Å"fità ¢Ã¢â€š ¬Ã¢â€ž ¢ policies and practices to suit the organisationà ¢Ã¢â€š ¬Ã¢â€ž ¢s goals and the character of its workforce. http://www.cipd.co.uk/subjects/empreltns/general/emprelsovr.htm Value of employee relation: à ¢Ã¢â€š ¬Ã…“To a considerable extent, it is only in the public sector that trade unions retain a measure of their former strength and influence in the workplace. This is partly through the existence of institutions of collective consultation, reinforced by continued reliance in many cases on industry-level bargaining and the public policy emphasis on à ¢Ã¢â€š ¬Ã‹Å"partnershipà ¢Ã¢â€š ¬Ã¢â€ž ¢. Union influence in the private sector, on the other hand, continues to decline. The main areas of the private sector where industrial disputes are still experienced from time to time, for example, public transport, are those where thereà ¢Ã¢â€š ¬Ã¢â€ž ¢s a clear public or political interest and/or the Government is seen as the ultimate à ¢Ã¢â€š ¬Ã‹Å"bankerà ¢Ã¢â€š ¬Ã¢â€ž ¢. à ¢Ã¢â€š ¬Ã‹Å"Employee relationsà ¢Ã¢â€š ¬Ã¢â€ž ¢ as a term remains ambiguous, with no clear boundaries. Most HR people donà ¢Ã¢â€š ¬Ã¢â€ž ¢t use the term on an everyday basis. It is not calculated to help manage rs focus on what they need to know and do to increase performance à ¢Ã¢â€š ¬Ã¢â‚¬Å" the language has echoes of a historical era that offers few insights into contemporary practice. The traditional academic models of industrial relations have only limited relevance to what managers do today. Employers are in charge and the role of à ¢Ã¢â€š ¬Ã‹Å"joint controlà ¢Ã¢â€š ¬Ã¢â€ž ¢ and à ¢Ã¢â€š ¬Ã‹Å"rule-makingà ¢Ã¢â€š ¬Ã¢â€ž ¢ by employers and trade unions has been substantially replaced by employment regulation and organisational values. Employee relations can nevertheless point to an underlying philosophy and attitudes and skills that are still needed by HR practitioners. The current à ¢Ã¢â€š ¬Ã‹Å"business partnerà ¢Ã¢â€š ¬Ã¢â€ž ¢ model is helpful in identifying an à ¢Ã¢â€š ¬Ã‹Å"added valueà ¢Ã¢â€š ¬Ã¢â€ž ¢ framework within which HR practitioners need to operate, but an unreflecting business focus may lead to a neglect of the softer skills, which are essential to managing the em ployment relationship, and of employee interests and influence. Employers also need HR managers with a positive, à ¢Ã¢â€š ¬Ã‹Å"can doà ¢Ã¢â€š ¬Ã¢â€ž ¢ attitude who will resist the temptation to adopt a defensive or compliance-led HR culture. Commitment and engagement are crucial to performance but they are not consistently high enough in the hierarchy of line management à ¢Ã¢â€š ¬Ã¢â‚¬Å" or, often, HR à ¢Ã¢â€š ¬Ã¢â‚¬Å" priorities. The Employee Information and Consultation Regulations may be helpful in raising the profile of employee voice and involvement, but the WERS 20042 findings give little basis for optimism that this will happen. More effort needs to be put into training and supporting line managers in, for example, teamworking and change management as the basis for establishing and maintaining motivation and commitment, which is a critical role for employee relations managers. Issues about à ¢Ã¢â€š ¬Ã‹Å"alignmentà ¢Ã¢â€š ¬Ã¢â€ž ¢ of HR and business strategies have mostl y to be resolved within this area. There is too much focus within organisations on strategy formulation and planning, and not enough on implementation and delivery. Managing the employment relationship rests heavily on the shoulders of line managers, but their competence in this area is, in general, seriously neglected. The concept of engagement is helpful in promoting wider interest in the measurement of HR outputs, including through the widespread use of employee attitudes surveys and in performance management/appraisalsystemsà ¢Ã¢â€š ¬?. à ¢Ã¢â€š ¬Ã…“ http://www.cipd.co.uk/subjects/empreltns/general/emprelsovr.htm Maintaining employee relation: Good employee relations means you create an environment which delivers what people want today. They want to feel good about who they are, what they do and where they work. Although there is probably an endless list of opinions as to what employees want today, here are 10 that are important as you consider building an employee relations program for your business: Employees want to be comfortable with what their employer stands for. Social psychology research indicates the chances of success are much greater for your organization if you have a clearly defined vision that all your people can follow. In some organizations, this is also referred to as a mission statement. Does your organization, department or division have one? Use it as a part of your employee relations strategy to ensure that your employees are comfortable with what your business is about. Employees want to identify with corporate principles. Today employees are very opinionated about the moral and ethical issues in business today. They care about such things as employee privacy and employee rights. By having a set of guiding principles, and following these principles, your organization creates a framework within which to develop principle-centered policies and procedures or make principle-centered decisions regarding difficult employment related issues. Employees want to know their employer cares about their opinions and concerns. If youre going to create a good employee relations program, you need to have a mechanism for finding out what your employees care about, what they are concerned about, what they think of you as an employer. Conduct employee opinion surveys. http://austin.bizjournals.com/austin/stories/1998/03/30/focus4.html Chapter: 3 RESEARCH METHODOLOGY 3.1 RESEARCH METHODS Research methods can be qualitative, quantitative or both (Schiffman and Kanuk, 2000). The selection of the particular research method depends on the kind of information required. Qualitative method collects, analyzes, and interprets data that cannot be meaningfully quantified, that is, summarized in the form of numbers. For this reason, qualitative method is sometimes referred to as soft research method. Any research using non-structured questioning or observation techniques can be labeled qualitative research. Qualitative method typically studies relatively few respondents or units. In other words, a research of a large, representative sample would normally not be called qualitative research method even if it used some non-structured questions or observations. The non-structured and small-sample features of qualitative research techniques have an important implication. They are intended to provide initial insights, ideas, or understanding about a problem, not to recommend a final c ourse of action. Therefore, qualitative research techniques are most appropriate in situations calling for exploratory research. Quantitative research method, in contrast, is characterized by more structure and larger, more representative respondent samples. Consequently, the logical place for quantitative research techniques (usually in the form of large-scale questionnaire surveys or structured observations) is in conclusive studies. A primary role of qualitative research method is to generate hunches or hypotheses. In contrast, each of the situations under quantitative research calls for very specific data, capable of suggesting a final course of action (Parasuraman, et al. 2004). The above description suggests us that qualitative research method is a soft approach in which collected and identified data or information cannot be meaningfully quantified and more importantly in this approach non-structured research is conducted; but so far as quantitative research method is concerned, in this approach structured research is conducted with approaching larger respondents and the collected data can be meaningfully quantified. This research is qualitative based so required qualitative data to achieve the aims and objectives of the research, therefore qualitative research approach has been applied to conduct this research. 3.2 DATA COLLECTION Research data can be collected either in the form of secondary or primary or both (Clark et al, 2003). In this research both primary and secondary data were collected considering the aims and objectives of the research. 3.2.1 SECONDARY DATA: Secondary Data usually factual information can be obtained through secondary data, that have already been collected from other sources and are readily available from those sources (Parasuraman, et al. 2004). The definition and characteristics of secondary data presented above suggest us that secondary data are data that have already been collected for purpose other than the problem in hand. Before detailing as how and what secondary data were collected in this research, in would be worth to examine the advantages and disadvantages of such data. Secondary data are easily accessible, relatively inexpensive, and quickly obtained. Some secondary data, are available on topics where it would not be feasible for a firm to collect primary data. Although it is rare for secondary data to provide all the answers to a non-routine research problem, such data can be useful in a variety of ways (Kotabe, 2002). Secondary data can help: Identify the problem, better define the problem, develop an approach to the problem, formulate an appropriate research design (for example, by identifying the key variables), answer certain research questions and test some hypotheses and interpret primary data more insightfully. Because secondary data have been collected for purposes other than the problem at hand, their usefulness to the current problem may be limited in several important ways, including relevance and accuracy. The objectives, nature, and methods used to collect the secondary data may not be appropriate to the present situation. Also, secon dary data may be lacking in accuracy, or they may not be completely current or dependable. Before using secondary data, it is important to evaluate them on these factors (Malhotra, 2004). Although so many disadvantages are associated with the secondary data, but such data were found useful in this research as identifying and defining the problem, and developing research objectives. The secondary data in the this research is in the form of literature review. The various sources of secondary data in this research were: books, journals, periodicals, newspapers and magazines and websites. 3.2.2 PRIMARY DATA COLLECTION Primary data is collected for the specific purpose of addressing the problem at hand. The collection of primary data involves various steps. Thus obtaining primary data can be expensive and time consuming (Malhotra, 2004). These suggest that primary data are those data that are collected for the particular purpose of research in hand. The disadvantage of collecting primary data is that it is lengthy and resource and time consuming process (in comparison of secondary data), but the advantage of primary data is that they are first hand information and comparatively more reliable (than secondary data). Primary data can be collected from various sources and methods that are case studies, observation, questionnaire survey and interview (Clark et al, 2003). In this research questionnaire survey method was applied in order to collect primary data. Designing questionnaires may appear to be simple, especially to those who have not designed one before. After all, you may think, once you have a clear notion of the information desired, it should be easy to formulate appropriate questions and arrange them in the form of an instrument (Parasuraman, 2004). Primary data collection approach adopted in this research: Sampling technique: Author has followed convenient sampling technique and chosen sample hotel based on the same technique. This technique involves choice of hotel which easily accessible by the author. Sample: samples were based on Delhi based 5 star hotels. Sample size: Tools used in primary data collection: Author followed questionnaire technique to collect the data from the samples, in some cases author went to the sample hotel and met with the person concerned for this research but in many cases author referred telephonic talk and get the questionnaire filled over the phone. 3.3 DATA ANALYSIS Before analyzing a data set using sophisticated techniques, a researcher should get a feeling for what the data are like. The purpose of preliminary data analysis is to reveal features of the basic composition of the data collected. It can also provide useful insights pertaining to the research objectives and suggest meaningful approaches for further analysis of the data. Preliminary data analysis examines the central tendency(mean) and the dispersion of the data on each variable in the data set. The measurement level of a variable that is, whether the variable is nominal, ordinal, interval, or ratio has a bearing on which measures of central tendency and dispersion will be appropriate for it (Parasuraman, 2004). In accordance with the above prescription of data analysis, firstly all the collected data were coded and arranged in a systematic manner and then analysed in accordance with the objectives of the research to reach the conclusions after comparing secondary and primary data. Author has followed tabulation of data and use of percentage technique to find out average of the response and based on the same conclusion has been drawn. 3.4 LIMITATIONS Due to limited time and resources, the author had to downsize his plan on various fronts. Firstly, getting an appointment with the respondents was not easy as in some cases because they had tight schedule in their professional activities, whereas some were found unwilling to response. Secondly, due to provided limited time, the author could not get filled the questionnaire face-to-face or personally from the respondents, and thus in many cases the author had to satisfy with telephonic conversation for filling the questionnaire. Chapetr 4 FINDING AND ANALYSIS Question no-1-Do you feel that employee relation has importance in hotel industry? Answer no-1- ( ) YES ( ) NO OPTIONS RESPONSE PERCENTAGE YES 10 100 NO 0 In the above response collected, it is visible that 100% of the employees said that good employee relation has significance in hotel Industry. Question no-2-Good employee relation leads to employee motivation. Answer no-2- ( ) TRUE ( ) FALSE OPTIONS RESPONSE PERCENTAGE TRUE 10 100 FALSE 0 Above tabulation shows that all the 10 respondents said that good employee relation is motivating factor for the restaurant staff and leads to employee performance. Question no-3-Employees can compensated with other motivating factor with good relation? Answer no-3- ( ) AGREE ( ) DIS AGREE à ¢Ã¢â€š ¬Ã‹Å" OPTIONS RESPONSE PERCENTAGE AGREE 9 90 DIS AGREE 1 10 90% of the staff working in the hotel restaurant agree that employee motivation can be compensated with good employee relation due to the good relationship of the staff with the employer helps this help motivating employees. Due to good relation employee may be happy with differed financial benefits. Question no-4- Do you feel that Employees always want to be appreciated for job done? Answer no-4- ( ) TRUE ( ) FALSE OPTIONS RESPONSE PERCENTAGE TRUE 7 70 FALSE 3 30 70% of them have said that the above statement is true as, employees want to be appreciated and recognized for a job done, and rest of them (30%) have said that this statement is false. Question no-5- Do you think reward based work promotes the team spirit among employees? Answer no-5- ( ) AGREE ( ) DISAGREE OPTIONS RESPONSE PERCENTAGE AGREE 4 40 DIS AGREE 6 60 above table shows that reward does not lead to team spirit among the employees. Here author would like to say that it is very much clear that individual performance may go up by introduction of reward but integration of efforts can not be achieved with reward. So author would like to highlight that it is the relation among peer and employer that promote employee satisfaction and so overall there will be enhancement in the performance of entire employee as a team. Question no-6- Do you think gap between organizational objective and individual due to communication may lead to employee dissatisfaction and hence lower performance? Answer no-6- ( ) YES ( ) NO OPTIONS RESPONSE PERCENTAGE AGREE 100 100 DIS AGREE 00 00 Here this response reveals that there should not be communication gap between employee and employer because this is also a reason of employee dissatisfaction. Employee actually want to know the overall direction of the organization failing which there is rise in reluctance and less performance. So this communication gap is part of good relation if there is gap means there is no good relation between employer and employee so again it is proved that good relation leading to positive impact. Question no-7-what you feel about relation between communication gap between employer and employee leads to low performance and motivation of employees? Answer no-7- ( ) TRUE ( ) FALSE Above table shows that 90% of the staff of the hotels are agree and having the same belief that communication gap increases employee de-motivation hence lower performance of employees. Chapter 5 CONCLUSION In order to conclude the topic author would like to mention the aim and objectives of this research which author had established at the starting of this research. Objectives: To explore the ingredients of good employee relation To explore the ingredients of employee performance To explore good relation of employee as an factor of motivation. To find out the impact of good employee relation on employee performance 1.2.3 Research Questions: R.Q.1 What are the basis of good relation? R.Q.2 What are the basis of employee performance? R.Q.3 How good relation of employee have positive impact on employee performance? Based on the research conducted by author now at this stage author have been comparing what was to achieved and what have been achieved then author found there is no variance in the research objectives and all the steps of research till conclusion. All the aspects have been recognized and evaluated. Based on the primary research conducted by the author it is very much clear that it is the good relation between employer and employee or peer group that leads to feeling of team work and overall performance of employees goes up that