Describe Diversity, Equality, Inclusion and Participation Essay

Diversity refers to our differences such as culture, beliefs, values, views and life experiences. The concept of diversity is to accept, respect and embrace our differences. When people with these differences unite and share the same group or organization we see a diverse environment. Working in a childcare setting, we have the potential to work with an abundance of diversity. This can be very rewarding but can also pose challenges. Positively, we have the opportunity to promote the sense of individuality, sense of pride and belonging by providing a safe and nurturing environment. Discussing each other’s differences is a great way to learn and become aware of the differences in the world. One example of promoting diversity is to display the word â€Å"welcome† on the door in all first languages spoken in that classroom or even learning how to say hello in each language. The challenges are learning how ensure equality and eliminate discrimination. Introducing children at an early age to diversity will have an impact on their acceptance of others who are different from them. Diversity can also come in the form of race, gender, sexual orientation, socio-economic status, age, physical abilities and political beliefs. Equality Equality is the term for equal opportunities. Whilst supporting diversity and respecting differences everyone is offered the same services and programs. All children and families have an equal chance and equal right to participate or not to participate regardless of any differences such as physical disabilities or cultural beliefs. Practitioners have a duty to ensure that there is equality in their classroom. A child who has a learning disability should not be stereotyped with assumptions that he or she is not capable and therefor does not receive equal opportunity in classroom activities. Discrimination is the result of not practicing equality, for example, a child cannot be left out of a school outing because they don’t have transport to accommodate his wheel chair. Discrimination due to inequality can be very detrimental to a child’s emotional well being. A child can develop low-self esteem, low confidence, feel unwanted and loose sense of belonging. The equality act of 2010 legally protects people from discrimination in organizations and society. Some provisions relating to disability include extending protection against indirect discrimination to disability and harmonizing the thresholds for the duty to make reasonable adjustments for disabled people. This act will help to protect the children in school settings and into adulthood. Reference: Equality Act 2010: guidance, publishes 27 February 2013, https://www. gov. uk/equality-act-2010-guidance Inclusion Inclusion is the practice that every need is met for every student in their learning setting. Inclusive education allows children with disabilities to learn along side children without disabilities. This type of educational practice differs from having children with special needs secluded to special schools and classrooms. It allows children with disabilities to feel as an equal member of the classroom, which will build self-confidence and teach social skills. Schools need to ensure that they meet all needs by having resources and equipment to aid the students and help them to join as many activities as possible. For example braille books for children who are blind, providing wide doors, ramps and disabled toilets, speech therapist and physical therapist. When children have the opportunity to use these services they will more likely achieve their educational goals and feel less different from their peers. Practitioners could aid children in their classrooms by learning as much as possible about any disability a child in their care has, for example if a child in their classroom is hearing impaired, learning a few basic sign language words such as â€Å"lunch† â€Å"outside† â€Å"toilet† could help the child feel more part of the classroom’s daily flow. Reference: Wikipedia, Inclusion (education), 22 October 2013, http://en. wikipedia. org/wiki/Inclusion_(education) Participation Participation is the act of participating and being involved in activities, decisions, planning and sharing. Participation is important for the children as well as the parents in school settings. When parents and children are involved in decision-making it allows them to feel connected to the school and feel like their voice is being heard and wishes met. Children feel that their opinions and feelings matter, this is important to social skill development, as they will feel apart of the school community. Children who participate in school activities such as sports gain self-confidence and team building skills. Communication skills improve, stress is relieved and friendships build as children learn to trust and depend on their peers. Supporting participation could be to invite parents into the class to share their child’s favorite storybook from home and be a part of that day’s circle time. The child will gain a sense of pride as they sit beside their parent as they contribute to circle time. Another example is the children could take turns bringing home a â€Å"letter bag† where they find objects from around their home that begin with the â€Å"letter of the week†. The child and parent can work together finding the objects and the child can share it in class the following day. Reference: Participation works partnership, http://www. participationworks. org. uk/topics/education

Laugh, live, Smile.. today.. for who knows there may or may not be a tomorrow

Around some eighteen years ago, a miracle happened and a guy was born, yes u guessed it right, that guy was me. I was born in a town called Kanpur. Kanpur is my maternal place. I have lived most the summer vacations during my childhood over there. Since my father has a transferable job, I got to live in various cities, explore different culture and make tons of friends. I started my schooling from a school called National Convent School, Mirzapur. I did my LKG and UKG over there. Then I along with my mom, shifted to my Aunt’s place in Haridwar. She used to treat me like her own son.She was the one who recognized the hidden talent of singing in me. She sent me for the formal training in vocal music to a music teacher whom I consider my guru. I have always been a lazy lad, to overcome my laziness, she then sent me to the Taekwondo sessions in the evening. She is a lady of values & virtues. Discipline is in her blood. I have learned a lot from her. As she was an extensive travele r, I got to travel & explore the hilly regions of Uttarakhand. After the two amazing years in Haridwar,I along with my mom shifted to Kanpur and we started living with my grandparents.I took admission in DPS Kanpur and my mother was a teacher in another school. An year passed and I got promoted in fifth standard. Now here comes an interesting phase of my life. It was during the starting of the new session,I still remember the sequence. I was sitting forward in the extreme left row and then came a girl whom I had never seen,she came inside the class and went towards my parallel row and sat at the back bench. Now she bacame the first crush of my life,officially! Her name was Samya. †When she was around,I could just feel myself blush, the adrenaline in my blood was such a rush†!As time passed,our relationship changed from just friends into best friends. Even though, I was the most notorious element of the class, my teachers still used to love me a lot. My favourite teacher was Monica ma’am who was also our class-teacher. I still remember an incident when in class sixth,a mate asked our class teacher that â€Å"When all the naughty elements were eliminated ,then why did u still keep Tanay in the section? †Ma’am clearly replied†Because he is my favourite and I love him a lot! † It were the summer vacations of class sixth when came a point that I had to shift to Agra where my Dad was already posted.I was very desperate to move back with my Dad since it had been four long years I had been living away from him. But at the same time leaving the school without meeting anyone unexpectedly was a disheartening moment too. I missed them a long time and I am still in touch with them. Although my span of stay in Agra was short, but I have had a wonderful time there. With my Dad’s transfer came the most amazing city of my life. This time it was Banaras!! Banaras is a place where I turned from a child to a teenager to almost a n adult!My major upbringing happened to be in Varanasi. My mom got me admitted to DPS Varanasi which was the seventh and finally the last school of my life. I spent five most amazing years in my last school. When it comes to academics, I have always been a mediocre, even though I did achieve full marks in Maths, once in class Eighth, second time in class Tenth. My list of friends is quite long to describe. During this six years of my stay in Kashi,it has given me a lot,one of them is Ashu whom I often refer as Mota-Bhai who is not just a friend but a brother in literal.I usually don’t call every second friend of mine as bro,but when I do,mind it,I mean it!! It was the pre-sports day 2008. After I got selected for the long jump,I saw a pretty girl who was already staring at me. The moment I saw her,I was just astonished. Later on I came to know about her easily via different sources as I was quite social among the seniors. So yes,my first love was an year senior to me. The res t part of story is past. All I know is that feeling never came ever and I still respect her as I did once. One always remembers his first love. Its an out of this world feeling.When she was gone,I was heart broken. This incident has taught me that life goes on,no matter who comes,who goes. We make life harder than it to be. The difficulties started when†¦ conversations became texting, feelings became subliminal, the word ‘love’ fell out of context, trust faded as honesty waned, insecurities became a way of living, jealously became a habit, being hurt started to feel natural, and running away from it all became our solution. Stop running! Face these issues, fix the problems, communicate, appreciate, forgive and LOVE the people in your life who deserve it.The best part of my life started after entering into Symbiosis. I always wanted a sister,I asked for one and Symbi gifted me two real sisters from non-biological mothers! One is Honey,my besty who is a careless craz y freak and a party animal like me,a complete replica of my personality but has a delicate heart. Ridzi,d other one,d sweet one is a complete contrast of me and Honey. She treats me like her younger brother. We often dance on ‘‘shinchan shinchan† together,Ridzi being into the character of Himavari. We do not remember days, we remember moments.Too often we try to accomplish something big without realizing that the greatest part of life is made up of the little things. My way is to live authentically and cherish each precious moment of my journey and live life to its fullest core. I wanna fly high and live while I am young. I believe that if I will seek for peace,happiness will automatically follow my way. Because when you finally arrive at your desired destination, u don’t remember the destination,you remember the journey. So for today I ll laugh,I ll live and I ll smile for who knows there may or may not be a tomorrow.

Self Education Expenses Essay Example | Topics and Well Written Essays - 2500 words

Self Education Expenses - Essay Example Her assert for a deduction is consequently restrained to the first branch of s 8-1(1) which allows loss or outgoing deductible to the extent that; It is adequate if the claimed expending is made "in the course of" gaining or giving rise to the taxpayer's measurable income (Ronpibon Tin NL v Federal Commissioner of Taxation) (www.taxmatrix.com.au) In the present case also it was proved that, what was creative of computable income was the Taxpayer's qualification to receive the Youth Allowance and having continued that qualification all through the appropriate period by fulfilling the activity test. The agreement of that trial, in turn, necessitated her to be entered in a course of education at an educational institution, to be taking on at least three-quarters of the usual amount of full-time study in value of the pertinent course for the period in question and to allow the Secretary to form the judgment that she was making acceptable progress for finishing the course. Actually in the present case, the taxpayer was not employed as a teacher nor was she employed in any other applicable capacity. These expenses were met by her in the course of qualifying for a Teacher's Higher Certificate. The tribunal stated that the applicant was required to be enrolled and make progress in full time study so that she is entitled to receive Youth Allowance. Under such circumstances the costs which she incurred in the course of her studies were allowable as a deduction. The fact that the applicant was enrolled at the Australian Catholic University was "a course of education at an educational institution" pursuant to s541B(5) of the SSA was agreed. The Federal court allowed the expenses in the present case to be deductible on the following grounds: (www.taxmatrix.com.au): a. Such expenditure was supplementary or essential to her gaining Youth Allowance. b. The Commonwealth was paying the taxpayer the Youth Allowance since she was a student; not for studying per se. c. The indispensable character of the taxpayer's expenditure lay in it been incurred in taking on her studies so as to allow her to discharge her course of study and acquire successive employment as a teacher; and d. The expenses were related to or supplementary to the taxpayer's course of study and not to the benefiting or getting of Youth Allowance income. 2. As the ATO is considering whether to appeal this decision, what legal arguments can it put forward in support of such an appeal Critically analyze whether you think these arguments will succeed if the decision is appealed. [Approx 1,000 words] Self education expenses to derive Youth Allowance income is an allowable deduction as ruled in the case of Anstis v FCT. The federal court had held that self education expenditure can be claimed by a taxpayer as deductible expenses. But such expenses had to be incurred as a necessity and also derived as an incident of computable income. In the case mentioned supra the assessable income was the Youth Allowance. In the present case the assessee claimed for a deduction of $920.00 for work-related self-education expenses. The law of Australia lays down that a taxpayer can claim deduction of self education

Synthesis paper Essay Example | Topics and Well Written Essays - 1250 words

Synthesis paper - Essay Example On the other hand, where justice is not present, then the laws cannot be followed by men who wish to live by such higher moral laws, and they have a duty to resist them without violence, even if it leads to personal suffering and jail. There is the sense in both King and Thoreau of making use of this higher inner moral compass to subvert what they see as the evils of their time, slavery and an unjust war campaign on the part of Thoreau, and the discrimination and systematic marginalization of African Americans suffering from centuries of slavery on the part of King. In both men the vision is that human laws are only to be followed where they conform to universal moral laws. The individual too and the respect given to the individual’s human rights and dignity are the proper starting points of any government crafting laws. Where society, government and the law disrespect human rights and debase individual liberties, then men have no obligation to follow those laws at all, but ar e free within their own individual capacities to resist the law and to go against society. This paper asserts therefore that one can read into the works of the two men the intention to lay out the foundations of moral action in society: people being able to immediately live with integrity and totally within their own individual capacities to live according to those higher moral laws. This is regardless of what is happening on the outside- regardless of whether governments and societies are enlightened or unenlightened in moral terms. The rest of the paper integrates the two writings in the context of this latter thesis (Thoreau; King). King notes that during the time of Hitler in Germany, all of his actions were legal, but his actions were not just. The plight of the Jews in Germany has become a clichà ©, but worth mentioning here, in that the Jews were victims of massive

Dennett's Darwinian theory of human creativity Essay

Dennett's Darwinian theory of human creativity - Essay Example It is a mere efficiency-enhancer, a composer’s aid to assist him over the barriers of composition that is confronted by any creator. It is a modern extension of the ancient search vehicles. This is because it facilitated itself into an entire composer, combining quite a number of generate-and-test procedures as its competence grew (Dennett). According to Dennett, Deep Blue is used as example of an artificial chess player developed by IBM. Deep Blue beat Kasparov that dominated chess game for a very long period of time. This is because Deep Blue designs better chess games compared to any game designed by Garry Kasparov, the reigning World Chess Champion. Dennett uses these examples to indicate that no matter how Darwinian or anti-Darwinian may view their assertions and experiments to be true, they are not. Dennett also uses these examples to characterize a mutual suspicion between Darwinians and anti-Darwinians that deforms the empirical examination of creativity (Dennett). This was because Darwinians suspected their opponents of longing after a skyhook, an amazing gift of masterminds whose authority lacks putrefaction into mechanical operations, regardless of how complicated and informed by initial procedures of R and D. Anti-Darwinians on the other hand, suspected their opponents of desiring after an account of creative procedures that so reduces the Finder, Author, Creator, that it disappears, at best a mere provisional locus of mindless discrepancy application. When looking at Dennetts Darwinian Theory of human creativity, it is apparent that the above examples are related significantly with this theory. While Darwin’s theory states that â€Å"In order to make a perfect and beautiful machine, it is not requisite to know how to make it.† Dennetts Darwinian Theory of human creativity disputes this theory by stating that it is requisite to know how to make a machine in order to

Case Analysis of Mattel's China Experience Study

Analysis of Mattel's China Experience - Case Study Example Following the launch, Mattel transformed the toy commerce with the production of talking dolls and toys. Mattel went public in the year 1960 and almost immediately managed to feature among top five hundred largest U.S industrial syndicates. Mattel introduced Hot Wheels in 1968. This was an instant success, second to only Barbie in terms of popularity and sales. Mattel experienced massive recall of a variety of its products manufactured in and shipped from China in 2007. They included toothpaste, automobile tires, dog food, and seafood. CEO Robert Eckert was staring a crisis in the eye and by the time things cooled down, the firm had recalled 19 million toys Chinese manufactured toys. Upset customers threatened to shun Chinese made toys as the recalls elicited concerns over the quality of outsourcing in China. Key Issues In August 2007, Mattel recalled millions of their toys as a result of threatening amounts of lead paint. Mattel had contracted Chinese manufacturers to produce toys o n their behalf, but overlooked the fact that some restrictions enforced in the U. S. were not valid in China. Because Mattel had contracted Chinese manufacturers for 20 years without hiccups, they found no reason to doubt their workmanship in 2007. Definition of the Problem The problem for Mattel was not the recall of the products, but the events, which occasioned the recall. The management neglected the fact that the regulations in China were different for the U.S. Disappointed customers warned of shunning Chinese made toys as the recalls elicited concerns over the toy safety assessment procedure, the quality of outsourcing in China. Alternative Solutions Some effectual plans, which the company may have utilized, include adding-on to and re-innovating their current product lines, stepping up its advertising endeavors in its main product lines and also leadership change. These would steer the company to even greater height in terms of revenues, staff commitment and implementation of safety regulations. Selected Solution to the Problem Apart from being business oriented, leadership should also be a key priority for Mattel. Before Robert Eckert became its CEO, Jill Barad, the former CEO had presided over a period of deteriorating performance in terms of sales and production and many found her management approach unacceptable. Robert Eckert can be credited by bringing steadiness and certainty in addition to introduction of new packaging procedures, among them labeling in various languages to dispatch them to the various destinations. Eckert managed to boost international through globalization. Some of their most distinguished products like Barbie were availed in international markets and did remarkably well. The numerous leadership changes could be party responsible for the recall incident, since every leader had their own approach for making Mattel successful. Some stability in leadership can ensure consistency in performance and stem oversight which may adverse ly affect business. Implementation Some of their Mattel’s most distinguished products like Barbie were availed in international markets and did remarkably well. Simply put, the better the manager, the more engaged the staff. Best leaders supervise the happiest, most engaged, and most committed employees, translating to higher returns and happy clients. Recommendations For Mattel to remain an industry trailblazer, it must utilize leadership skills to

Classic Airlines Marketing Solution Essay Example | Topics and Well Written Essays - 2500 words

Classic Airlines Marketing Solution - Essay Example The airline’s CEO is under immense pressure to turn around the fate of the company. The most problematic situation for the company is that it is currently incurring a large cost per customer per mile, and, to add to this problem, the company has just made a mistake in its marketing program. Thus, in this scenario, a new and a fresh marketing approach is required, implications of which should trickle down to the entire organization. This marketing strategy should keep customers as its focal point, because current customer satisfaction level is very low for the organization. Another important crisis which this marketing strategy should resolve is that of positioning. The current positioning statement of the company is taking it nowhere in terms of differentiating its services. Another implication of this is that the employees of the company are feeling an identity crisis. This situation is further made complex by the inability of the airline’s CEO act effectively regardin g the utility of the functional areas of the airline. Her focus on numbers is creating a friction between her and the various departments of the organization, especially the marketing department. This friction is being felt at various levels of the organization and thus is a reason of worry because of its potential negative impact on the airline’s organizational culture. This report recommends a market driven strategy to be adopted by the airline. The major aspects of this strategy are the customers and the market; the company is required to tailor its business processes keeping customers as its focal point. In order to effectively implement this strategy, the airline needs to identify its distinctive capabilities and match them with the needs and aspirations of the customers. The company needs to identify all of its distinctive capabilities so that it can come up with a sustainable value proposition. The airline needs to make considerable efforts to align its various busines s processes. It needs to build systems which help in the coordination of different organizational activities and facilitate the flow of information. Last but not the least, an articulated vision from the CEO of the airline can do wonders for it. 9-Step Problem Solving Model and its application on Classic Airline Problem Definition Today’s airline industry is undergoing or has undergone a paradigm shift. This paradigm requires from airliners to seek operational excellence and nurture customer loyalty. The fundamental variables defining this new face of the industry are increased fuel cost and rising level of inflation. These two variables have severely hurt the profit margins of airline companies. By increasing the cost per mile per customer for these airliners, these variables have dried the operating profits of these airliners. As a result of this, many airlines have declared bankruptcy. These dynamics show that those airlines which are not operationally efficient and lack c ustomer loyalty are bound to be eradicated from the industry. Framework of the Problem As mentioned above, the two variables which have changed the face of airline industry are fuel cost and inflation level. Due to these variables, airlines have to come up with strategies which allow them to absorb these costs. Airlines also need to come up with some

Malaysia and Hong kong Essay Example | Topics and Well Written Essays - 1750 words

Malaysia and Hong kong - Essay Example In this concern, majority of the economists have developed their ideas focusing on the educational criterion of the economy to promote knowledge-based society. Notably, the governmental bodies can play a significant role in accumulating the public sector with the private sector in this regard and promote the educational background of the economy. This shall not only stimulate the economic growth with lower rate of unemployment, but shall also rejuvenate the economic competitiveness (Wilson, J. P., â€Å"Human Resource Development: Learning & Training for Individuals & Organizations†). The fact can be well identified in the recent economic development of Hong Kong. Since the initiation of the 21st century several analysts have been observing the trend of Hong Kong in terms of its Human Resources. Mr. Tung Chee-Hwa played a major role in stimulating the need of knowledge-based society in order to enhance the affectivity of the Human Resources of Hong Kong. Mr. Tung was designate d as the Chief Executive of the Hong Kong Special Administrative Region (HKSAR). His ‘Policy Addresses’, for consecutive few years, were based on the requirements and the importance of a knowledge-based society. For instance, his 2000 Policy Address outlined the series of measures to be customized by the government in order to improve the infrastructure of the economy. This in turn shall facilitate its objective of gaining the advantages of a knowledge-based society. It is worth mentioning that Mr. Tung’s initiation to develop the economy into an innovative and knowledge-based society made it a prior concern for the governmental bodies until 2003. Stating precisely, as suggested by Mr. Tung, the objective could be attained effectively providing extra strength to the four chiefly categorized economic pillars, i.e. logistics, finance, producer services and tourism sector. Furthermore, to ensure these strategies the governmental framework initiated to push value add ed industries. Hence, the governmental supervision played a crucial role in enhancing Hong Kong’s Human Resources and in turn stipulating the economic competitiveness (Wong, G., â€Å"Taking stock of Hong Kong's Human Resources†). 1.2. Role of Human Capital in Developing Economic Competitiveness According to the Organization for Economic Co-operation and Development (OECD), human capital is defined as â€Å"The knowledge, skills, competencies and attributes embodied in individuals that facilitate the creation of personal, social, and economic well-being† (OECD, â€Å"The Well-being of Nations: The Role of Human and Social Capital†). Apparently identifiable from the provided definition, human capital is quite important to reward stability and competency to the economy irrespective of its present status. As further communicated by the OECD report, efficiency in terms of human capital can be attained through an enhanced education and training system to impro ve the knowledge base of the society (OECD, â€Å"The Well-being of Nations: The Role of Human and Social Capital†). It is in this context that the concept of knowledge-based economy is gaining a growing importance in the

Multiple Cuts Medical Treatment Case Study Example | Topics and Well Written Essays - 750 words

Multiple Cuts Medical Treatment - Case Study Example SH: the patient is an elderly man who lives alone in an own house. He is a widower and a retired soldier. He is a father to two sons, already married and away. He likes gardening and stays at home tending to his flower garden. He is wealthy and a possible target for burglars. O/E: Sharp cuts extending past the skin on the face and neck. The cuts have been partly sutured at the station and bleeding arrested. The patient looks calm and less anxious.Head and Neck: Second degree cuts on the face (3) and neck (1).Hands: A deep palmar cut, left hand that exposes a bleeder and nerves.Left Wrist: NADLt. palm: deep and sharp about 10cm extending from the proximal phalange of the thumb to the index finger.- Signs of previous bleeding noted, slightly swollen, no erythema, no atrophy, no sign of infection, no bruising, regular shape and no deformity-on exploration, no foreign body seen, wound bed pink in colour and no underlying structure exposed (Davies et al. 2011, p.17). Movement:Active: Flex ion-FROM with minimal pain on anterior aspect of distal phalanx Extension-FROM, pain free movementAbduction-FROM, pain free movementAdduction-FROM with minimal pain on anterior aspect of distal phalanxMedial Rotation-FROM with minimal pain on anterior aspect of distal phalanxPassive: Flexion-FROM with minimal pain on anterior aspect of distal phalanxExtension-FROM, pain free movementAbduction-FROM, pain free movement

ECONOMIC INDICATORS SLP Essay Example | Topics and Well Written Essays - 1000 words

ECONOMIC INDICATORS SLP - Essay Example Frictional unemployment takes place when workers change or switch between different jobs. For example, change of job for better career prospects, change of interest in domain, transfer to different location of current job etc. Cyclical or seasonal unemployment means the workers remain employed only during specific seasons and unemployed for the rest of the year. It is inversely proportionate to the GDP rate. If the GDP rate decreases, then there will be an increase in the rate of unemployment. For instance, the outsourcing work during tax filing due dates alone shows cyclical unemployment. As per Bureau of Labor Statistics, the standard rate of unemployment is fixed as 6%. However, it increased to 7.7 % on Feb 2013, which is not a good sign for the US economy. In my perspective, frictional unemployment will affect my firm as it can happen unexpectedly on the interest of the experienced worker. This sudden change will affect the production and quality of work done by the newly hired u ntrained workers. 2. Think about other employment issues such as outsourcing. Do you think your firm would benefit from outsourcing? If you chose a firm in which outsourcing is not feasible, you can still discuss the advantages (or disadvantages) of outsourcing. The common employment issues such as low paying and short term jobs, unemployment due to outsourcing for cheap labor, high federal tax and less allowance etc are mostly related to GDP. Apart from the employment issues, outsourcing will definitely benefit the firm in its growth and cost effectiveness. The other advantages of outsourcing are concentration by managers only on principal activities of business, reduction in fixed and variable costs of firm, forming a new pool of required skilled personnel, a better control in work and staff, solving difficult tasks with less cost, temporary job allocation without statutory benefits, less scare about the labor turnover ratio in a firm, improvement in talents of internal staff etc. If the disadvantages of outsourcing overlook the advantages, then there is risk in outsourcing work. The disadvantages might include the risk in quality of work done by the back office, fear of privacy and confidentiality of business, poor control over back office due to indirect management, no par with the turnaround time etc which affect the society as a whole in monetary terms etc. According to Olga Kharif, the demerit of outsourcing is mainly in terms of pressure from â€Å"lower-cost competitors† (USC's Center for Management Communication, 2006). Kharif further expresses that â€Å"US companies like the instant gratification of savings on wages. But as the real costs of IT outsourcing become apparent over time, many companies may come to realize that it is no panacea† (USC's Center for Management Communication). 3. If a U.S. firm hires foreign workers abroad, would these wages count in the U.S. GDP? (i.e. an Indian citizen working in a call center for Microsoft i n India) Why or why not? The wages of foreign workers who are hired by a US firm are included in the US GDP. This is due to the fact that GDP is calculated by including earnings of foreign firms and residents in the United States as well as after excluding incomes earned abroad by US firms and residents. The international companies like Microsoft have no other option like hiring foreign workers wherever talents are required because the maximum GDP of US arise out of

Rich culture Essay Example for Free

Rich culture Essay Japan is known for its rich culture. Among its many customs and traditions, music is considered to be one of the most essential parts of its culture. The Japanese’ passion for music, particularly traditional folk song music, continues to be a part of their daily lives. Despite the fact that their musical culture has gone through evolution as a result of change in lifestyles and mass media development, they still look at music as an important part of their heritage. For the Japanese, folk music is a medium through which they are able to express their inner feelings, ideas and thoughts. It is also through these songs that they are able to relate their experiences in life and the many ways that they deal with them. These songs depict their daily ways of living such as farming, fishing, mining, and even religious events, to mention a few. To date, traditional folk songs still exist in the different provinces in Japan. It is common among the older generations and sung mostly for recreational purposes. Harich-Schneider believes that because of the influences brought about by Western music and global modernization, Japan’s traditional folk songs are no longer as popular as it was in the ancient times. Over the years, fans and professional folk song singers have decreased. However, the tradition is sustained not only in art music but in the rich variety of folk traditions all over Japan (E. Harich-Schneider: 1973). Just like the Japanese, music plays a vital role in the American culture particularly in the lives of Native Americans. Their music also depicts their regional traditions and customs, history as well as the education of tribes in North America. Rooted in the folk music of many countries such as Ireland, England, Africa, and Scotland, their folk songs introduced the birth of American folk dances such as the buck dance and square dance. Although still dependent on each of North America region’s tradition, their folk songs have developed and taken numerous regional styles especially in the kind of instruments used. Each region still maintains some of the more popular folk songs despite the differences in repertoire and style. Contrary to the perception that traditional folk songs are now unpopular among the Americans, they are actually still alive and well in many parts of the country. Musicians and bands all over the nation are putting great efforts to continue the folk songs tradition. One of these includes the establishment of folk music schools that provide instruction in old-time music. In California, there are summer camps for children and adults as well as families that offer many different concepts of folk music instruction. These programs, which are also available in other US states, saw an increase in people wanting to learn folk music. It can be noted that the Americans are committed to keep this unique tradition alive. Despite the thousands of songs and tunes that have evolved over the years, American folk musicians still heavily rely on this tradition and learn new folk songs. As has been the tradition, folk song writers aim to engage the listeners and evoke their emotions just like how the older counterparts did many years ago. The American traditional folk songs will continue to evolve for as long as there is music. Because it is the sound of the people, it will go on telling tales of their daily lives, the challenges they faced as well as the history of their struggle and triumph in the country, albeit in a more modern fashion. Hence, it can be stated that while both Japan and America put value in their traditions, the latter seems to enjoy folk songs more as they have implemented ways to keep this custom alive not only for the benefit of today’s generation but for the future, as well. On the Taiko drummers, it is indeed an artistic demonstration of superb blending of stick work during performances. Exhilarating energy and amazing speed during Taiko drumming is required. Similarly, percussion instruments such as drums and flutes also occupy an important role in the music of Native Americans. Like the Taiko drums, Native American drums are also huge and played by a group of individuals. The action required when playing these drums is high and often requires great strength. References: E. Harich-Schneider, A History of Japanese Music (1973). http://www. ctmsfolkmusic. org/about/programs/MusicInSchools. asp Japan is known for its rich culture. Among its many customs and traditions, music is considered to be one of the most essential parts of its culture. The Japanese’ passion for music, particularly traditional folk song music, continues to be a part of their daily lives. Despite the fact that their musical culture has gone through evolution as a result of change in lifestyles and mass media development, they still look at music as an important part of their heritage. For the Japanese, folk music is a medium through which they are able to express their inner feelings, ideas and thoughts. It is also through these songs that they are able to relate their experiences in life and the many ways that they deal with them. These songs depict their daily ways of living such as farming, fishing, mining, and even religious events, to mention a few. To date, traditional folk songs still exist in the different provinces in Japan. It is common among the older generations and sung mostly for recreational purposes. Harich-Schneider believes that because of the influences brought about by Western music and global modernization, Japan’s traditional folk songs are no longer as popular as it was in the ancient times. Over the years, fans and professional folk song singers have decreased. However, the tradition is sustained not only in art music but in the rich variety of folk traditions all over Japan (E. Harich-Schneider: 1973). Just like the Japanese, music plays a vital role in the American culture particularly in the lives of Native Americans. Their music also depicts their regional traditions and customs, history as well as the education of tribes in North America. Rooted in the folk music of many countries such as Ireland, England, Africa, and Scotland, their folk songs introduced the birth of American folk dances such as the buck dance and square dance. Although still dependent on each of North America region’s tradition, their folk songs have developed and taken numerous regional styles especially in the kind of instruments used. Each region still maintains some of the more popular folk songs despite the differences in repertoire and style. Contrary to the perception that traditional folk songs are now unpopular among the Americans, they are actually still alive and well in many parts of the country. Musicians and bands all over the nation are putting great efforts to continue the folk songs tradition. One of these includes the establishment of folk music schools that provide instruction in old-time music. In California, there are summer camps for children and adults as well as families that offer many different concepts of folk music instruction. These programs, which are also available in other US states, saw an increase in people wanting to learn folk music. It can be noted that the Americans are committed to keep this unique tradition alive. Despite the thousands of songs and tunes that have evolved over the years, American folk musicians still heavily rely on this tradition and learn new folk songs. As has been the tradition, folk song writers aim to engage the listeners and evoke their emotions just like how the older counterparts did many years ago. The American traditional folk songs will continue to evolve for as long as there is music. Because it is the sound of the people, it will go on telling tales of their daily lives, the challenges they faced as well as the history of their struggle and triumph in the country, albeit in a more modern fashion. Hence, it can be stated that while both Japan and America put value in their traditions, the latter seems to enjoy folk songs more as they have implemented ways to keep this custom alive not only for the benefit of today’s generation but for the future, as well. On the Taiko drummers, it is indeed an artistic demonstration of superb blending of stick work during performances. Exhilarating energy and amazing speed during Taiko drumming is required. Similarly, percussion instruments such as drums and flutes also occupy an important role in the music of Native Americans. Like the Taiko drums, Native American drums are also huge and played by a group of individuals. The action required when playing these drums is high and often requires great strength. References: E. Harich-Schneider, A History of Japanese Music (1973). http://www. ctmsfolkmusic. org/about/programs/MusicInSchools. asp

Martha J. Coston Essay Example for Free

Martha J. Coston Essay Martha Coston was born in Baltimore in the year of 1826. She was left with four children to take care of after the death of her husband. This happened when she was only 21. Even though her husband was now gone she was determined to make money so she could raise her precious children. She then came up with the idea to signal flare on her dead husband notebook. Although the plans didn’t work she was still determined to find a successful way to make signal flare work. After some attempts she finally discovered that she could use phyrotechnice to make it. The green, red, and white flares worked so well that the navy bought them from her for $20,000 they even awarded Martha the contract to make them with. After the run in with the money she had just received her flares served as the bass of a system of communication that helped save lives and win battles during the civil war. So even after the war, Martha continued to improve her invention that has helped continuesly through out wars and such. The flares she had created became so popular that they sold in very many places. Such as France, Italy, Denmark, the Netherlands and Haiti. The system of bright, long-lasting signal flares revolutionized naval communication and continues to be in use. Costons invention saved many lives. The effectiveness of Pyrotechnic Night Signals attracted the U.S. Navy and till now these devices are still used. Later on her son Benjamin got a bad fever and died at age 26. Marthas life was then full of tragedies, her infant son had died and her mother also died. Even after all these tragic moments, she got money for her flares and saved the lives of millions people.

What Is Succession Planning Commerce Essay

What Is Succession Planning Commerce Essay In Lawrence S. Kleimans writings about the post-hiring phase, he suggests several elements that include training and development, compensation, productivity improvements and both financial and non-financial rewards (p.8). However, another crucial element that todays employees seriously consider when accepting a job opportunity is the succession planning framework of the organisation in question. Succession planning basically involves the establishing of the right people in the right positions at the right time to enable the division and ultimately the organisation to progress towards its goals. Atwood (2007) reiterates this when he explains that succession planning is the on-going process of identifying future leaders in an organisation and developing these leaders to enable them to helm the organisation effectively (p. 1). Atwood also goes on to explain that the succession planning process involves the reviewing of the organisations strategic plans, analysing the existing workforce, forecasting potential trends and developing employees through a structured plan to take over from current leaders who retire or decide to leave the organisation for whatever reasons (p. 1). In Rothwells (2010) writings, succession planning is defined as a means by which to identify and develop internal talent to meet current and future talent needs of the organisation (p. 7). The author further emphasises that succession planning is a deliberate and systematic effort of an organisation to ensure leadership continuity within the organisation. It is also a means to develop intellectual and knowledge capital for the future, and to spur individual advancement (p. 7). Singer and Griffith (2010) suggest that succession planning is more than just replacement planning or merely filling vacancies within the organisation as they occur. The author also states that comprehensive succession management integrates talent management with the organisations strategic planning (p. 1). Succession planning is a proactive initiative which does not wait for the talent or those in key positions to leave the organisation before the process kick-starts. Succession planning is an initiative that is ahead of the curve, anticipating, developing, and ensuring that key tasks are accomplished and knowledge is shared as well as transferred healthily (p.7). Another explanation of succession planning to mull over is Olstein, Marden, Voeller and Jennings (2005), whereby the authors suggest that succession planning is a utility that encompasses a well-developed plan to prepare for the future generational change (p.15). Succession planning is further reiterated as a methodical process that involves analysing the existing workforce, identifying the needs of the workforce in the future and determining the gap between the current and future. It also includes implementing solutions so that the organisation is able to achieve its corporate aspirations (p. 16). Hastings (2005) explains succession planning in four phases as illustrated below in diagram 1.1: Diagram 1.1: Four Phases of Succession Planning (Source: Hastings, 2005, p. 2) The diagram above talks about 4 phases in succession planning that are crucial for the process to be effective. Hastings also reiterates the earlier statements that succession planning is an on-going process and not just a one-time effort. The organisation has to keep the cycle of succession planning going in order for it to be able to effectively position its leadership candidates in the right places. 1.1 Who Needs Succession Planning? Succession planning should be undertaken by organisations who wish to continue their successes in the future or who plan to expand their success in the future. Shipman (2007) states that competitive organisations know that investing in their employees with career development and a good succession planning framework is an investment that will reap multiple rewards (p. 24). Shipman also states that due to the ageing workforce, succession planning is a priority that must be looked into in todays organisations (p. 25). It is an initiative that should involve employees with good performance and who show great potential for leadership roles within the organisation. Succession planning can involve employees from all levels of jobs. Hastings (2005) states that succession planning is needed for staff, with input from staff as well, as staff need to be aligned to the organisations succession planning framework in order for it to work effectively (3). In Rothwells (2005) writings he states that organisational leaders must realise that their companys long-term viability is at stake if they do not seriously structure succession planning. It will affect the retention of qualified talents within the organisation which will lead to serious effects on the organisations strategic objectives (p. 27). An effective succession plan will enhance the smooth transfer of business and allow the organisation to maintain good relationships with employees and business partners by way of (excerpt from the Canada Business Network): Protecting the business legacy Building value for the organisations and its business Providing financial security for stakeholders Dealing with unexpected leadership absences such as death, resignations or termination. Preparing for the future of the business Therefore it can be concluded that succession planning is not only need for the organisations workforce but also for the organisation itself to maintain its competitiveness and to achieve its corporate objectives and goals. 1.2 The Importance of Succession Planning According to Rothwell (2005), succession planning is important for 4 main reasons (p. 41): The continued success and survival of the organisation which depends on the right people being at the right positions at the right time. The lack of good leadership in the market at large to take on the helm of an organisation To encourage diversity and multiculturalism within the organisation To establish the basis for career path planning, development and training plans In the Houston Chronicle (http://smallbusiness.chron.com/importance-succession-planning-5129.html ), Louise Balle suggests that succession planning is an approach whereby an organisation or business owner transfers knowledge or even the administration of the business to another capable or well-equipped individual upon retirement, disability or even death. Balle further reiterates that a succession plan is important because it offers the organisations management or the business owner an alternative for when the need arises. In Elizabeth Harrins (2010) article in The Glasshammer website, it is stated that the number of managers available to step into leadership roles will drop dramatically in the coming years according to a study by EgonZehnder International. The study states that the average company will be left with just one half of its talents by 2015, due to the fact that there are just not sufficient people with the right skills and experience to take the reigns for the future (except from http://www.theglasshammer.com/news/2010/04/27/developing-future-leaders/ ). Therefore, succession planning is a crucial element to ensure leadership continuity within an organisation, without which the organisation will have no capable leaders at the helm for the future. The HR Council for the Non-Profit Sector (excerpt from http://hrcouncil.ca/hr-toolkit/planning-succession.cfm#_secA3 )states that succession planning is important because it can offer the following benefits: The assurance that the organisation is prepared for leadership crises and can maintain leadership continuity. The continued supply of qualified and motivated people who are capable and prepared to take on the current senior positions within the organisation. Assures alignment of the organisations vision and human resources that reflect a good understanding for strategic human capital planning. Shows the organisations strong commitment towards developing its peoples career paths as well as enabling the organisation to facilitate effective recruitment and retention of high-performing employees. A strong reputation as an employer who invests in its people and provides opportunities for advancement. Strengthen employee engagement conveying the message that the organisation values its employees. In an article in The StarBiz (2 July 2007), it is stated that Malaysian companies are generally aware of the importance of succession planning, particularly larger corporations. The article quotes SMR Technologies Bhd Chairman and Chief Executive Officer, Dr R. Palan as saying that common sense dictates that an organisation should have a succession plan in place despite their size and status. Palan also states that in Malaysian government-linked companies, much effort has been made to develop the next level of leadership in a conscious and planned manner. He said that there is a common trend worldwide for large companies to focus on developing stars and A players the top 5 per cent of a companys manpower. He reiterates that smooth successions were a result of well-thought plans to ensure business continuity (excerpt from http://biz.thestar.com.my/news/story.asp?file=/2007/7/2/business/18179462sec=business ). Dr Palan offers an example in The General Electric Company (GE), whereby he states GE is arguably one of the most successful companies in the world with a good track record of returns to shareholders. Dr Palan explains that this is attributed to GEs CEO Jack Walsh, having a pool of three successors, before he retired, to take on the administration of the company. One succeeded Jack Walsh whilst the other two went on to contribute successfully in other corporations. Dr Palan stresses that companies should have a succession plan as it is the only way to stay relevant in a changing world (excerpt from http://biz.thestar.com.my/news/story.asp?file=/2007/7/2/business/18179462sec=business ). Another statement by a Malaysian business stalwart in The StarBiz (2 July 2010) Dr Michael Yeoh states that Malaysian corporations were now increasingly aware of the importance of succession planning in order to establish business continuity in the interests of stakeholders. He quotes that some listed companies on Bursa Malaysia now have three or four possible candidates that could replace the CEO if and when necessary (http://biz.thestar.com.my/news/story.asp?file=/2007/7/2/business/18179462sec=business). 1.3 The Current Issues in Succession Planning The current issues affecting succession planning can take on many facets. According to Rothwell (2001), these issues can include (article 78); An aging workforce and retirement of Baby Boomers. Changes in the work environment with varying processes, technologies and mechanisms. Changes in the workforce with regard to diversity, with the increasing number of immigrant workers in all sectors. Globalisation which includes rules and regulations, government polices and processes as well as evolving methods of business transactions. Military conflicts, affecting countries with civil instability. Technology accelerators, that enable business to be done in a myriad of methods which are different from past business transactions in the 1990s and before that. Tight labour market Unethical and unprofessional behaviour of organisation leadership, that includes prejudice, unequal opportunities and unprofessionalism, amongst others. According to Mathis and Jackson (2010), issues surrounding succession planning are prevalent worldwide. The authors state that the percentage of the aging population in the workforce in Japan, Germany, Italy and England, are even higher than in the USA. Their analysis says that with the growth of the immigrants, employers are facing both legal and workforce diversity issues. The authors also state that in countries with growing native workforces, such as China and India, succession planning is crucial (p. 290). Mandi (2008) explains that issues relating to succession planning can stem from various aspects. Effective succession planning involves the identification and selection of future key leaders, however, if there are no suitable candidates for leadership within the organisation, that poses another problem (p. 88). Organisations must have a formal and structured succession planning framework to ensure the success of this process. Without a formal and structured framework, organisations are sure to meet failure. Many organisations today, especially the smaller establishments, may not see the succession planning as mission critical until a leadership crises hits them. However, succession planning does not always guarantee success for the organisation, however, it can set the organisation on the right path to success. Achieving that success is altogether another aspect to consider and analyse. 1.4 How To Effectively Conduct Succession Planning According to an article in The Star (30 October 2012), change can be traumatic. Large organisations, small businesses, families and even governments are at their most vulnerable during a leadership transition. In many cases, the moment a new CEO takes up the reins, there will be issues, regardless of how competent or experienced the new leaders is on paper. The article suggests 6 critical steps to kick-start succession planning within the organisation: Align the board and top management with the organisations business strategy and map out short-term, mid-term and long-term wins. It defeats the purpose of identifying new leadership candidates to lead the organisation into the future if the future itself is not clear. Build leadership profiles. Identify the attributes needed to help the company achieve its corporate goals. Identify the ideal skills needed and analyse the boards or top managements vision of the ideal CEO in the next five to ten years. Identify high potential talent. Find people within the organisation and externally, who have leadership potential and match them to the ideal vision of the corporate leadership. Develop talent. Have clear cut developmental plans for high-potential leadership candidates, so as to groom these candidates to take on the intended leadership roles within the organisation. Identify their areas of weakness or inexperience and device structured plans to address these areas and provide them with opportunities for more exposure within the organisation. This might mean giving them the opportunity for hands-on experience in management positions that they have never dealt with previously, sending them on overseas assignments, improving their technical skills and business acumen and even shadowing a member of senior management to learn the ropes. Coach high potential candidates. Management succession candidates should receive one-on-one sessions with high level executives to learn more about top management functions and how to manage problems. Internal mentoring is a powerful tool and is incredibly valuable. External executive coaching is also an excellent way to learn new and innovative techniques from other successful leaders. Transfer knowledge. It is crucial for succession planning to establish mechanisms that maintain succession planning despite board or management turnover. The succession planning momentum must be maintained regardless of the changes happening within the organisation. Only then can succession planning be effectively administered within the organisation. Close monitoring of candidates progress. Succession candidates must be closely monitored with regard to their progress and development. A candidate chosen today may not be suitable anymore after a one-year period. Candidates must be evaluated periodically on their current suitability for potential leadership positions in the future. According to Durai (2010), prerequisites for successful succession planning include the following (p. 246); Complete support and patronage from top management. The organisation must periodically review the list of critical positions within the organisation and bring them under the succession planning programme. Whilst determining HR strategies for training and development, the succession planning requirements must be taken into account. The knowledge, skills and capabilities of employees must be developed on a sustained basis. A proper mechanism must be established to provide constant feedback to the potential successors about their performance and progress. The organisation needs to adopt a strategic and holistic approach to succession planning as well as the development of its leadership. 1.5 Conclusion Many organisations realise the importance of succession planning and have great plans to support this idea. However well these plans may have been crafted, there may be hitches in them that need to be addressed. According to Durai (2010), these impediments may include the following (p. 246): Lack of criteria for the identification of the successor Organisations must set clear-cut criteria for the selection of potential succession candidates. This will outline an unbiased framework for the selection of eligible and capable candidates. Existence of traditional succession planning systems Many traditional succession planning systems entail the selection of succession candidates to replace specific individuals instead of the position. This kind of system can often end-up with the identification of a few subordinates by the senior managers for inclusion in the succession planning programme. The organisation should instead identify key positions to be included in the succession planning programme. Only then it should develop a pool of high-potential candidates for inclusion in the succession planning process. Inaccurate diagnosis of development requirements There are many cases where organisations make a wrong assessment of skills requirements of potential candidates. When skills requirements are misjudged, it can lead to the inaccurate selection of training and development approaches as well as performance evaluation methods. Therefore it is crucial for organisations to engage proven methods to identify skills and knowledge requirements for its succession planning candidates. Insufficient emphasis on interpersonal skills requirements Leaders should have good interpersonal and team-building skills that can help them engage employees. Therefore, succession planning candidates for leadership positions must be evaluated on their ability to engage people within the organisation. Often this is not properly evaluated leaving gaps on communication, motivation and socialisation skills for potential candidates. Lack of sufficient and timely sharing of feedback The lack of feedback and guidance towards a succession candidate can drive the successor out of the organisation due to frustration and a lack of purpose. Therefore it is importance for potential candidates to know that they are in the succession planning line for leadership positions in order for them to be well-aligned with HRs plans. Lack of follow-up actions In many organisations, succession planning often remains in the background without clear-cut follow-up plans and actions. In these organisations, management fails at taking succession planning to its logical end, resulting in the chosen candidates for succession being left in limbo. This speaks about bad planning and implementation for succession planning within the organisation. Absence of managerial initiative and support Management initiative and support are crucial to the success of succession planning. Therefore it is important for HR to educate management on the benefits of succession planning so that management can support this concept on a sustained basis. Psychological effects and insecurity of superiors It is quite common for managers to feel threatened when succession planning is done for their positions as they see it to be an end of their own career. In cases like this, an insecure superior may display disinterest and even apathy in sharing his skills and knowledge with potential candidates. To address this, top management must enlighten managers about the purpose surrounding the succession planning framework and dispel apprehensions about the programme. QUESTION 2: COMPETENCY-BASED PAY 2.1 What is Competency-based Pay? Lawrence Kleinmans article on Human Resource Management (HRM) offers a broad perspective of human resource management. The article suggests that human resource has gone beyond just hiring and paying employees. Instead, he states that HRM encompasses a whole paradigm of human capital management with many facets, one of which includes the strategic intent behind an employees pay scale. Traditionally, wages have always been determined by the assigned job of an employee. However, in todays human resource management, many organisations are adopting the approach of competency-based pay. According to Caruth and Handlogten (2001), competency-based pay is a salary structure whereby workers are paid not simply for the job they may be doing presently , but on the basis of the total number of jobs they are able to perform or on the basis of the depth of knowledge they have acquired (p. 146). Another explanation of competency-based pay by Baldwin (2003) states that employees value depends on what they can do, based on their respective competencies. The more an employee is able to do, the more the organisation can expect and the greater the individuals value (p. 101). The author states that competency-based pay stresses importance on the competency of an employee (p. 101). According to Robbins, Odendaal and Roodt (2003), competency-based pay is another alternative to job-based pay. Instead of having an individuals job title define his or her pay, competency-based pay sets pay levels on the basis of how much an employee can do and how many skills the employee has (p. 161). The United Kingdoms Local Government Employers (excerpt from www.lge.gov.uk ) define competency-based pay as a system that rewards individuals who positively contribute to the overall values and objectives of the organisation basically meaning, rewarding the way people work and not just acknowledging their delivery capabilities. Another definition to consider is one by Jackson, Schuler and Werner (), who explain that a competency-based pay structure is associated with the skills of individuals, whereby pay rates are reflect the value assigned to the demonstrated skills of employees and not the value affixed to their job or task (p. 383). In article by Sriyan De Silva (1998) for the International Labour Office, competency-based pay or skill-based pay refers to a pay system which is linked to the depth of skills an employee acquires and applies. De Silvafurther adds that competency-based pay is a person-based pay system and not a job-based pay system. It rewards an employee for what the employee is worth it rewards a broad range of skills which encourages the employee to be multi-skilled and flexible (excerpt from http://www.ilo.org ). 2.2 Why Adopt A Competency-based Pay Scheme? Caruth and Handlogten (2001) suggest that the competency-based pay schemes are a result of organisational downsizing and restructuring. As organisations become leaner and more cost conscious, it is crucial for employees to be able to perform multiple tasks. (p. 146). Kusluvan (2003) states that competency-based pay systems motivate employees to develop and apply their agility and initiative when performing their duties or servicing customers (p. 795). This is a kind of incentive to draw more hidden talents out of employees and harness their hidden potential. In todays materialistic world, as much as it may sound decadent, money is the highest motivating factor for workers. Employees who were once redundant and unproductive can be actually change to be more innovative, contribute more productively and achieve performance excellence by way of monetary incentives. This, of course, may not work for certain groups of people who are not motivated by money however, the majority seems to jum p with the sight of monetary-based incentives. Robbins, Odendaal and Roodt (2003) suggest that competency-based pay offers flexibility from a management perspective (p. 161). Filling vacancies is easier when employee skills are interchangeable this is especially true in todays context whereby organisations are downsizing and cutting the size of their workforces. The authors state that downsized organisations require more generalists as compared to specialists (p. 161). With competency-based pay schemes employers are less likely to encounter self-centeredness amongst employees and the attitude of Its not my job. Another aspect that Robbins, Odendaal and Roodt (2003) raise is that competency-based pay schemes help meet the needs of ambitious employees who confront minimal advancement opportunities (p. 161). These employees are able to increase their earning capacity and knowledge without a promotion in job title or role. Competency-based pay is also able drive performance excellence and improvements. Robbins, Odendaal and Roodt q uote survey of Fortune 1000 companies which found that 60 per cent of those on a competency-based pay scheme indicated higher success rates in increasing organisational performance, whilst only 6 per cent considered this approach unsuccessful (p. 161). In todays business environment, where productivity is number one, competency-based pay systems offer employers an edge to garner more productivity from their employees, resulting in better business performance and more improvements. 2.3 The Advantages and Disadvantages of Competency-based Pay Advantages Disadvantages According to Messmer (2007), competency-based pay schemes create incentives for sustained improved performance (p. 174). This approach appeals to high performers who prefer to be paid on the basis of what they contribute and not on seniority (p. 174). According to Messmer (2007), competencies must be outlined carefully to avoid potential discrimination charges. Messmer also suggests that it may be incompatible with labour contracts associated with unionised workers (p. 174). Competency-based pay schemes helps employees grow in place and provides them the guidance for closing knowledge gaps required for lateral moves within the organisation (Arthur, 2001, p. 67). Competency-based pay schemes can lead to employees being topped-out, which means they can learn all the skills the programme calls for them to learn, which in turn will frustrate employees after they have become challenged by an environment of learning, growth and continual pay raises (Robbins, 2003, p. 179). It reduces the need for promotion in order to earn higher wages and offers employees the opportunity earn higher wages through skills enhancement (DeSilva, 1998, www.ilo.org ). Competency-based pay schemes do not address the level of performance, instead it only deals with whether an employee can perform the skill (Robbins, 2003, p. 179). The broadening of skills results in employees developing a better perspective of operations in its entirety (DeSilva, 1998, www.ilo.org ). Associating competency to pay requires substantial investments in training and development facilities as well as competence assessment systems, in order to provide all employees the opportunity to increase competency and pay levels (White, Druker, 2000, p. 88). Competency-based pay schemes break down narrow job classifications and enlarges job roles (DeSilva, 1998, www.ilo.org ). Can be tedious and challenging to manage as pay has to be constantly calculated based on the set formula and criteria. 2.4 How To Conduct An Effective Competency-based Pay Scheme For Middle Managers in the Marketing Department It is crucial for an organisation to constantly evaluate and review their total pay structure in order to remain relevant in the ever-evolving business environment and to retain critical talents. In order to drive performance and maximise value, it is crucial to remunerate employees based on their competence levels, skills sets, capabilities, contributions and result-based performance. Competency-based Pay for Campaps Middle Management This study will analyse competency-based pay scheme to be implementedforCheeWah Corporation Berhad a stationary solutions provider in Malaysia operating with the brand name Campap (excerpt from www.campap.com). The company has outlets located in major cities in Malaysia and has a marketing department comprising of 55 employees. The marketing department comprises the following organisational structure: Diagram 2.1: CheeWah Corporations Marketing Department Organisation Chart In the case of CheeWah, the competency-based pay scheme will be introduced first to middle managers in the marketing department, which are the Senior Marketing Managers. The competency-based pay scheme will need to take into account the companys vision which is We aspire to be the LEADING supplier that commits to meet and exceed our customers expectations (excerpt from www.campap.com ). Their human resource management is aligned around the theme Developing our people to drive corporate growth. Before this study delves into CheeWahs competency-based pay model, other pay models will be discussed for comparison. Competency-based Pay Models Kusluvan (2003) describes a competency-based pay model whereby it is a process identical to a selection strategy where traits most valued by the organisation are identified and ways to embed these traits into the employees competencies and performance goals are derived (p. 795). Heneman (2002) describes a competency-based pay model whereby compensation is adjusted when an employee demonstrates with knowledge and performance tests that he or she has the required skills to reach the next level (p. 160). Wright (2004) describes a competency-based pay model that takes into account innovation, quality enhancement and cost reduction aside from the employees skills and competencies (p. 4). In the case of CheeWah, the competency-based pay model for middle managers will take the following approach: CheeWah Corporations Competency-based Pay Model for the Marketing Department Organisational Vision, Business Strategy and Human Resource Mandate Required Employee Behaviour HR and Reward Policies Industry Leadership Proactive and constantly seeking to expand their areas of coverage. Regular association and engagement with industry leaders and leadership platforms. Pay raise based on annual achievements of industry engagement opportunities. Financial remuneration for each leadership platform penetrated on an annual basis. Corporate Growth The ability to establish new business opportunities and penetrate new markets. A 2 percent commission on each new business gained and 10% increment per annum for the total number of new business gained per annum. The opportunity for an all-paid overseas trip for the achievement of industry awards for performance excellence. Cost Reduction/ Minimisation The strategic ability t

Physics of Color Vision and Color Blindness Essay example -- physics e

What is Color? To understand what color is, we first need to understand what light is. Light, as perceived by humans, is simply electromagnetic radiation with wavelengths between roughly 380 nm and 740 nm. Wavelengths below 380 nm and above 740 nm cannot be seem by the human eye. Electromagnetic radiation with a wavelength just below 380 nm is known as ultraviolet radiation. Electromagnetic radiation with a wavelength just above 740 nm is known as infrared radiation. The sun, black lights and fluorescent lamps are all sources of ultraviolet light. Heat is a source of infrared radiation, which is how thermal vision works. Electromagnetic radiation between the wavelengths of 380 nm and 740 nm constitute light and the human color-vision spectrum. There is evidence that other animals, namely insects and birds, have a color-vision spectrum that extends further into the ultraviolet range. Evolutionary factors greatly influence the development of color vision in different animals and species. Although the human color-vision spectrum is continuous, it can be broken down into discrete ranges of colors which are then labeled with specific names. Surfaces gain the appearance of color based on their reflection and absorption of different wavelengths of light. A surface that reflects all wavelengths of light appears to be white. Conversely, a surface that absorbs all wavelengths of light appears to be black (and also heats up as a consequence of absorbing this electromagnetic radiation). If a surface does not reflect all wavelengths of light equally, it will appear as a color in the human color-vision spectrum. Color Vision Color vision is a highly-debated gray area that lies somewhere between physics and psychology. As we h... ... apart. Be afraid to drive near me because I'm a bad driver. I didn't feel so smart in kindergarten. Between the color flash-card tests and the green suns I was apparently drawing with my crayons, kindergarten was not exactly the high-point of my life. Thank goodness for those little brown spots on bananas! They say that bananas go from being green to yellow when they ripen. To me, they go from being yellow to yellow, so I only trust the spots. Bananas rule! That one game of soccer... When I was a kid, I played in this one game of soccer where my team had green jerseys and the opponents had yellow jerseys. Somewhere in the middle of this game, the sun started shining in such a way that I could not tell the jerseys apart anymore. This was the worst game of soccer I've played in my life. I quit soccer and took up bowling. I showed them.

Public Relations and Democratic Communication Essays -- Democratic Com

Consider the arguments for and against the view that Public Relations enhance democratic communication. While democratic communication influenced by many different factors, especially in capitalist society, the elites represents as dominant groups that have more opportunities to express their voice. Among to the rest, Public Relations play an important role in the communication between public and different organizations. The core of this essay is based on the debate of whether Public Relations enhance democratic communication. This paper will mainly divide into three sections. Firstly, the discussion on the main question will focus on if the public relations have beneficially effects on democratic communication; secondly, the discussion will be the neutrality opinion about the relationship between public relations and democracy communication; thirdly, the reasons why the theorists considering the public relations reinforce the democratic communication will be listed. The primary hypothesis of this debate is Public Relations have beneficial effects on democratic communication. Public Relations mainly target on public, which through spinning and lobby group work to promote the image of political groups, corporate and other organizations, and then release the stress relationship between public and groups. In the beginning of twentieth century, the emergence of public relations was for getting on well with the speed of commercial development, as what Stanley Kelley describe, this group is ‘a class of professional propagandists’ (Stanley Kelley: 1956, p.16). However, in nowadays, this group of people actively can be found among political groups, advertising purposes and marketing issues etc. The members within professional ... ...002) Public relations democracy: public relations, politics and the mass media in Britain Manchester University Press pp47 Miller, D & Dinan, W (2007) ‘Public Relations and the Subversion of Democracy’ cited in Miller, D & Dinan, W (eds.) Thinker, Faker, Spinner, Spy: Corporate PR and the Assault on Democracy, London: Pluto Press Moloney, K (2006a) Rethinking Public Relations, 2nd edition, London: Routledge Kavanagh (1995) cited in Davis, Aeron (2002) Public relations democracy: public relations, politics and the mass media in Britain Manchester University Press Neill (1998) appeared in Davis, Aeron (2002) Public relations democracy: public relations, politics and the mass media in Britain Manchester University Press Miller, D & Dinan, W (2000) ‘The rise of the PR Industry in Britain, 1979-1998’ European Journal of Communication, 15(1): 5-35 pp. 13

Judaism Essay -- Religion, Jews, Christians

I learned a lot of facts about Judaism that I had previously been ignorant to. I had no idea that we (Christians & Jews) maintained the same bible (The Old Testament) but that we interpreted certain events differently, such as Adam and Eve. â€Å"In Judaism, each and every human being is free to choose good or evil because each person stands before God in the same relationship that Adam and Eve did† (Esposito 77). I was unaware that Judaism did not believe in â€Å"original sin.† I had no knowledge of the fact that Jews did not believe that Christ was resurrected from the dead. I found it interesting how Jews have split into separate groups – Reform Jews, who believe that Judaism is a cultural inheritance and that neither the laws nor beliefs are necessary. The Conservative Jews, who believe in strict obedience to most laws, but that belief in God is not the point. The Orthodox Jews, who believe in the literal reading of the Torah and strict obedience to the laws . Finally there are the ultra-Orthodox Jews, a radical group, that have attempted to separate from the non-Jewish and secular worlds because they refuse any type of compromise with modernity. â€Å"In the eyes of the ultra-Orthodox, their secular, Reform, and Conservative brethren are not really Jews, and Orthodox Jews are not orthodox enough† (Esposito 80). I found it amazing how the world was trying to get rid of the Jews but in doing so they helped them to survive by keeping them together. â€Å"Jews were forced to live in segregated quarters called ghettos† (Esposito 106). I was also unaware as to the horrific past Jews have suffered. I knew of the Holocaust but I was unaware of the other atrocious historic events that have marred their life such as the Crusades where Jews were forced t... ...vivid reminder of Christianity’s early hostility toward Islam† (Esposito 256-257). I found it even more distressing that the history of Christian deceit did not end their. Muslims remember hearing of freedom and independence but in all actuality, â€Å"†¦it was an independence of artificial creations† (Esposito 266). No one was really concerned with their independence as much as they were concerned with controlling their oil. Muslims also are unable to forget â€Å"†¦the 1967 Arab-Israeli war, now often called the Six-Day War† where â€Å"The Arabs experienced a massive loss of territory†¦Ã¢â‚¬  (Esposito 267). It is amazing to me the history of these three religions and how completely uneducated most people are to all three of the religions. How can we be expected to be tolerant of one another and our differences if we do not fully understand and appreciate the history of each other?

Earhquake in Northern Sumatra, Indonesia

On December 26, 2004, mass destruction and devastation was the result of a large earthquake off of the West Coast of Northern Sumatra, Indonesia. The earthquake began in the early morning on Sunday at 7:58:53 AM, and wreaked havoc on thousands in the affected areas. BBC News reported on the earthquake, stating that â€Å"Sunday’s tremor – the fourth largest since 1990 – had a particularly widespread effect because it seems to have taken place just below the surface of the ocean, analysts say† (BBC News). The earthquake had significant effect on the region and the people living in these regions. Not only was the earthquake damaging and devastating, but the quake was also the cause of a correlated tsunami that caused even more damage and destruction to the area. â€Å"This earthquake is the largest event in the world in 40 years, and produced the most devastating tsunami recorded in history† (Lay). â€Å"Coastal communities across South Asia – and more than 4,000 km away in Africa – were swept away and homes engulfed by waves up to 10 m high after the quake created a tsunami that sped across the ocean† (BBC News). The geographic location of the Earthquake in absolute location is 3. 316? North, 95. 854? East; and the relative location of the quake was off the West Coast of Northern Sumatra, which was 155 miles South Southeast of Banda Aceh, Sumatra Indonesia, and 185 miles West of Medan, Sumatra, Indonesia (USGS). The earthquake that shook the West of Northern Sumatra, Indonesia, as well as many other neighboring countries, was of a great 9. 0 magnitude on the Richter scale. â€Å"At the source of the earthquake, the interface between the India plate and the Burma plate dips about 10 degrees to the east-northeast. The subducting plate dips more steeply at greater depths†(USGS). The quake occurred when the Earth’s crust, a 1,200 km segment of the crust, shifted beneath the Indian Ocean, as far as 10 to 20 meters below (Marshall). As the crust shifted and the quake went into motion, a substantial amount of energy was released. Energy released by this overwhelming earthquake was an â€Å"estimated 20X10^17 Joules, or 475,000 kilotons (475 megatons) of TNT, or the equivalent of 23,000 Nagasaki bombs† (Marshall). All of this stored elastic energy that was released by the earthquake, in turn initiated the† uplift of the seafloor and the displacement of billions of gallons of seawater† (Marshall). These events lead to a massive tsunami. â€Å"Over a period of 10 hours, the tsunami triggered by the quake struck the coasts of over 12 countries† (Marshall). â€Å"The region where the great earthquake occurred on 26 December 2004, marks the seismic boundary formed by the movement of the Indo-Australian plate as it collides with the Burma subplate, which is part of the Eurasian plate† (Pararas-Carayannis). â€Å"For millions of years the India tectonic plate has drifted and moved in a north/northeast direction, colliding with the Eurasian tectonic plate and forming the Himalayan Mountains. As a result of such migration and collision with both the Eurasian and the Australian tectonic plates, the Indian plate’s eastern boundary is a diffuse zone of seismicity and deformation, characterized by the extensive faulting and numerous large earthquakes† (Pararas-Carayannis). â€Å"Previous major earthquakes have occurred further north, in the Andaman Sea and further South along the Sumatra, Java and Sunda section of one of the earth’s greatest fault zones, a subduction zone known as the Sunda Trench. Slippage and plate subduction make this region highly seismic† (Pararas-Carayannis). In addition to the Sunda Trench, the Sumatra Fault is responsible for seismic activity on the Island of Sumatra. This is a strike-slip type of fault which extends along the entire length of the island† (Pararas-Carayannis). East of northwest Sumatra, â€Å"a divergent plate boundary separates the Burma plate from the Sunda plate† (Pararas-Carayannis). â€Å"More specifically, in the region off the west coast of northern Sumatra, the India plate is moving in a northeastward direction at about 5 to 5. 5 cm per year relative to the Burma plate† (Pararas-Carayannis). The region where the earthquake occurred –and particularly the Andaman Sea- is a very active seismic area. Also Sumatra is in the center of one of the world’s most seismically active regions. Earthquakes with magnitude greater than 8 struck Sumatra in 1797, 1833, and 1861† (Pararas-Carayannis). It is obvious that Indonesia is an area that is highly susceptible to earthquakes, because of the shifts and movements of the tectonic plates that Indonesia lies on. â€Å"Indonesia is surrounded by four major tectonic plates, the Pacific, the Eurasian, the Australian, and the Philippine plates. All these major tectonic plates and their subplates are presently active. Major earthquakes and tsunamis can be expected in the semi-enclosed seas and along the Indian Ocean side of Indonesia. Major earthquakes in the semi-enclosed seas can generate destructive local tsunamis in the Sulu, Banda, and Java Seas. Major earthquakes along the Sunda Trench can generate tsunamis that can be destructive not only in Indonesia but to other countries bordering the Indian Ocean† (Pararas-Carayannis). The major tectonic feature in the region is the Sunda Arc that extends approximately 5,600 km between the Andaman Islands in the northwest and the Banda Arc in the east. The Sunda Arc consists of three primary segments; the Sumatra segment, the Sunda Strait Segment and the Java Segment. These locations represent the area of greatest seismic exposure†¦Ã¢â‚¬  (Pararas-Carayannis). â€Å"In the immediate vicinity off Northern Sumatra, most of the stress and energy that had accumulated were released by the crustal movement that caused the 26 December 2004 earthquake. The subduction of the India tectonic plate underneath the Burma plate cause upward thrusting of an extensive block and generated the destructive tsunami† (Pararas-Carayannis). As the Burma plate â€Å"snapped upward, it was a huge geologic event. The dislocation of the boundary between the Indian and Burma plates took place over a length of 745 miles and within three days had set off 69 aftershocks† (Elliot). â€Å"The aftersocks represent nature’s way of restoring stability and temporary equilibrium. It is unlikely that a destructive tsunami will occur again soon in the same region, however caution is advised for coastal residents in Northern Sumatra and in the Nicobar and Andaman Islands. If an afterschock is strong enough and it is strongly felt, evacuation to higher elevation is advised. In fact, strong shaking of the ground is nature’s warning that a tsunami may be imminent† (Pararas-Carayannis). The natural disasters also create natural warning signs that more damage may be upcoming. The aftershocks suggest that the earthquake rupture had a maximum length of 1200—1300 km parallel to the Sunda trench and a width of over 100 km perpendicular to the earthquake source† (USGS). Many things can be taken into account, analyzed, and hopefully used in the future to reduce the number of casualties and losses as a result of an earthquake of such magnitude. The importance of this earthquake and its effects on the communities devastated by this earthquake are many. â€Å"According to the latest official reports (Ministry of Health) 166,320 people were killed, 127,774 are still missing and 655,000 people were displaced in Northern Sumatra. A total of 110 bridges were destroyed, 5 seaports and 2 airports sustained considerable damage, and 82% of all roads were severely damaged. The death toll is expected to rise† (Pararas-Carayannis). â€Å"There were many lessons already learned from this tragic event in Southeast Asia. Many more lessons will be learned in the near future as this tragedy unfolds and reveals the many failures to value and protect human life in this neglected region of the world. Indeed a bitter lesson was already learned that great earthquakes and destructive tsunamis do occur in this region† (Pararas-Carayannis). The communities of people living in this region that is highly susceptible to earthquakes and tsunamis could learn important information about the somewhat safer areas to reside, or safety techniques to carry out and be aware of while in the midst of a natural disaster. â€Å"The magnitude of the tsunami disaster could have been mitigated with a proper disaster preparedness plan and a functioning early warning system† (Pararas-Carayannis). â€Å"However the strong shaking by the earthquake should have been nature’s warning for local residents that a tsunami was imminent and they could have run to higher ground to save their lives. A simple program of public education and awareness of the potential hazard could have saved many lives in the immediate area† (Pararas-Carayannis). It would be imagined after having at least four earthquakes of 9. 0 magnitude or greater in the region, that residents, public officials, and even tourists could easily find or allowed , much less given, information needed to promote awareness for the possible catastrophes and preventive methods for any type of damage that can be sustained and anticipated. For the more distant coastlines of India, Shri-Lanka, and other locations in the Bay of Bengal and the Indian Ocean, there was ample time to issue a warning –if only an early warning system existed for this region of the world and if there was a way of communicating the information to the coastal residents of threatened areas. No such warning system exists at the present time –the lack of disaster awareness or preparedness is appalling. A simple educational program on hazard awareness could have prevented the extensive losses of lives –particularly of children. One third of those that perished were children† (Pararas-Carayannis). The severity of damages resulting from the earthquake and subsequent tsunami is devastating, and what makes this natural disaster even more tragic is to know that some preventive measures could have been taken. There are adequate instruments and warning systems that have been developed and are currently being used currently in other locations around the world where devices sufficiently predict and send signal out for the warning of tsunamis. It is often because of insufficient funds or simple neglect for an organized plan of action to take in cases of emergencies as such. â€Å"India and Shri-Lanka are not members of the International Warning System in the Pacific and they have not shown interest in joining any regional early warning systems. An erroneous belief has persisted that tsunamis do not occur frequently enough to warrantee participation into a regional tsunami warning system. Local government authorities in the region did not even have a plan for disseminating warning information to threatened coastlines –even if a warning had been provided. There was not even a basic educational plan for disaster preparedness. It should be obvious that such a program is necessary to prevent similar tragedies in the future† (Pararas-Carayannis). â€Å"In Sri-Lanka alone, more than one million people are displaced and aid workers are under pressure to ensure they have clean water and sanitation to prevent an outbreak of disease† (BBC News). This earthquake is significantly important to the people affected in the surrounding communities, as well as the geologic setting of this disaster. â€Å"Five main reasons why this disaster was so deadly: 1) High population density on low-lying coastal areas of the Indian Ocean, 2) Short distance from tsunami source to populated low lying coasts, leaving little time for warning, 3) No tsunami warning system in the Indian Ocean, 4)Poor and developing countries with vulnerable infrastructure and minimal disaster preparedness, 5) Little public awareness of tsunami hazard† (Marshall). It is impossible to be able to prevent natural disasters from occurring, but there are some measures that can be taken to help prevent the cause of some injuries and deaths. The measures that can be taken to prevent more harm than already caused may seem insignificant in the grand scheme of the disaster, yet the smallest preventive measures and knowledge to be aware of certain signals to promote safety awareness, such as knowing when to move to higher ground after initial shaking or some basic understanding of simple, but possibly life-saving medical treatments. It is apparent that Indonesia and surrounding countries are vulnerable to earthquakes with possible tsunamis that may cause mass destruction. Residents in Indonesia and surrounding countries should be informed and aware of the potential disaster zones they live in, in efforts to take some sort of preventive procedures such as building more secure homes on more stable location, to keep medical aid kits stocked and easily accessible, and emergency plans of action if disaster strikes and a family is separated for example. The damage resulting from the 2004 Sumatra, Indonesia Earthquake was remarkably widespread, causing extensive devastation to the land, buildings, and communities including hundreds of thousands deaths and injuries across thousands of kilometers It is also obvious that Indonesia and majority of the adjacent countries need to significantly work to create a disaster plan, educational programs to make people knowledgeable about nature’s hazards, and to adapt a system to detect and transmit information and messages for early warning signs. The great amount of destruction and loss of human life due to these kinds of natural hazards cannot be prevented, but the amount of devastation suffered would be substantially less if these precautions were taken advantage of and actually put into effect.

Research Methodology Essay

This explore work is an treat interrogation investigating into the issues of analphabetism in the horse opera realm of Abu Dhabi, the capital of the United Arab Emi grade (UAE). An action enquiry is a type of soft query of cyclical nature which is employ to improve practice (Parsons and Brown, 2002). In a nonher(prenominal) words, the work is meant to caution in writ of exe write upion an action political platform that pull up stakes benefactor cut off illiteracy in the western vicinity of Abu Dhabi.It is meant to be cyclical in nature in that it is as well as think to improve the provision of expectant literacy with cadence by providing a means by which the flesh can be adequately implemented and improved upon with time. The results of this work disclose the peculiar(prenominal) argonas that call for attention in the provision of education for Abu Dhabi great(p)s that ar 40 days one-time(a) and over. It also suggested slipway of assessing progress and improving upon the program with time.At the end, the research work became a utilizable resource for Abu Dhabis westward neighborhood Development Council (WRDC) and another(prenominal)wise organizations who are stakeholders in improving bragging(a) cultivation in the westbound division of Abu Dhabi. This chapter describes the stages and processes that were involved in carrying forbidden the research work. It presented the info assemblage processes, describing also, the target research participants, the research locations, involvements of the chief(prenominal) stakeholder organization, other stakeholders roles, and action blueprint towards the adoption, implementation, evaluation, and study of the research results.Research Design and execution The research apostrophize involved data gathering activities aimed at hold backing all the pertinent cultivation about illiteracy in the target region for this research. Multiple sources and research instruments were used f or the data gathering process. These holds, old socio-economic studies in the westward Region, the statistics of with child(p) students in the literacy classes as obtained from the Family Development Foundation and Abu Dhabi rearing Council, resumes and converses with unwitting adults (forty long time and over), and so on.The research made use of research essays of adults who are forty old age and above in the occidental Region of Abu Dhabi. The seeks of necessity consisted in customary of untaughts within the region. In attachment, other sources were diligent in gathering instruction and these shall be discussed provided in the sections following. The data were there subsequently examine to draw out possible solutions for the adult literacy program in the Western Region. Interviews with a Sample of Illiterate Adults fourth-year cardinal Years and Over.The references were conducted shortly after collapseing initial contacts and discussing with parties tha t are of interest in the illiteracy issue. The interviews aim at establishing the attitudes of the old illiterates in the Western Region (40 years and over) towards the remedial bank bills being taken to reduce illiteracy and how they have come to call for the current adult literacy program staged by WRDC. Though the interviews were non statuesque or structured, questions were set to serve as guidelines during the interviews.A render of the set of questions that were asked is as presented in Appendix A. For a priggish geographical representation, the interviewees were picked from across the cities within the Western Region of Abu Dhabi and not just hardened from one city. The six cities from which the interviewees were displace are Madinat Zayed, Al Mirfa, Ghayathi, Sila, Dalma, and Peda Al Mutawa. There was no strict pattern for the selection of the sample. Rather, thingumajig sample come out was used. The interviews spanned over a consummation of two months.In enact t o make it to a greater extent flexible, the interviews were conducted through and through different means. This taked personal face-to-face interviews, idle chatting during family and social gatherings, informal or swindle formal phone chatting, and so on. The general strategy for the interviews was to start with broad questions and hence follow up on the interviewees responses. Efforts were made to gain a amply understanding of how all(prenominal) of the respondents captured the meaning of for all(prenominal) one question.This helped to avoid imposing meanings on the interviewee. Rather, it helped the interview process to execute its target of obtaining information purely as reflected by the adult illiterates. In addition, the interviews were done in a address that each interviewee understood quite an than conducting exclusively in English or other unfamiliar languages. Most especially, the approach of adopting a mixture of languages was employed to picture that each i nterviewee feels at home in responding to the questions.This is essential in order to obtain a feedback that is not influenced by any adverse or embarrassing conditions during the interview and this includes the effects that language barrier whitethorn have on the respondents if unfamiliar languages were used. mass to Investigate the Reasons Behind Illiteracy for Adults Forty Years Old and Above. This is another research instrument that was used in addition to the interview. This is also more like the interview merely is more formal in nature and administration.The intention of this was to obtain information from the illiterate adults as regards the reasons behind their illiteracy. In other words, it intends to establish the reasons for the occurrence of eminent illiteracy rates in the Western Region of Abu Dhabi. While the interviews responses leave behind establish that there are indeed illiterate adults in this region and provide clues as regards the attitudes of the illiter ates towards adult literacy, the inspection results will relieve the reasons behind the occurrence of high illiteracy rate.As it was for the interview, the survey was conducted using a research sample of adult illiterates (forty years and over) obtained across the cities of the Western Region. The sample was drawn from Madinat Zayed, Al Mirfa, Ghayathi, Sila, and Dalma. In addition, the language was such that the respondents understood the questions being asked except in cases where this was a measure of the illiteracy levels of the respondents. The sample of the survey questions are as presented in appendix B to a lower place. deficiency judging Survey to know the erudition inescapably of adult learners at the Western Region of Abu Dhabi.The ultimate objectives of this work are to control that the reasons behind high illiteracy rates are unearthed in the Western Region, and to sharpen a high rate of business organization of the adult literacy classes. Thus, it will be necessary to gain insight into the learnedness take aimfully of these illiterate adults so that the program whitethorn not glide by to disappoint their expectations. In other words, there is a need to make the program all encompassing, showdown the expectations and the encyclopaedism postulate of the adults for who the program has been established.Moreover, the program should also be able to equalise the involve of anticipating learners. In this light, a survey was also conducted to assess the learning involve of the illiterate adults at the Western Region. The sample of the survey instrument for this judgement is as included in appendix C. The survey sample at this time cut across the cities in the Western Region of Abu Dhabi. However, the age range of the survey sample was deliberately chosen to be below 40 years.This is due to the fact it is not exclusively those above 40 years of age that has learning needs and it will be advantageous to set up a program that will be all encompassing, taking care of the needs of learners from age grades lower than 40 years. The sample age range was fixed amongst 20 and 70 years. It is to be famed that the assessment was not limited plainly to adults who have been enrolled in the program and are still part of the training. The sample also included those who were enrolled but could not continue as well as those who did not enroll at any time.Again, the language of the survey was that which the respondents understand well and did not influence their responses in any way. Equipments Need Assessment. After obtaining the results of the three forward mentioned surveys, an assessment of the equipments need for the present adult learning centers in the Western Region of Abu Dhabi was carried out. Precisely, the quintuplet Family Development Foundation (FDF) fe potent adult learning centers in the Western Regions cities (one each in quintuple cities of Abu Dhabi Western Region Madinat Zayed, Al Mirfa, Ghayathi, Si la, and Dalma) were assessed.This was carried out in conjunction with the FDF to give weight down to the exercise and ensure detailed responses. A formal letter was sent to each of the centers asking them to identify and state their needs in terms of the facilities, resources and other materials for their adult education classes, as it is peculiar to each center. These responses could also be used to withhold what the needs of the corresponding evening manful classes are to an appreciable degree of accuracy. The male classes are also five (one in each of the five cities earlier mentioned).In addition, in conjunction with the Abu Dhabi Education Council (ADEC) a survey of the current enrollment in each of these male and female centers was taken. This provided a baseline for comparison with the current view in adult literacy efforts across other cities and regions of Abu Dhabi. Adoption and Implementation of Research Results This research work was carried out to establish concret e solutions for illiterate people in the Western Region of Abu Dhabi especially those who are not interesting in the current functionary adult education program.The results of this work is to aid the main stakeholder organization, (WRDC) establish flexible adult learning program for adults who are 40 years or older but are not interested in the mainstream adult education options. In addition, the program would adopt lifelong learning approach towards literacy. On the long run, the outcome of the program, through the facilitation of the research, will improve on the social, health and economic conditions of the beneficiaries.After the fieldwork, the data were analyzed and the results obtained. Thereafter, in conjunction with WRDC and based on the results of the summary, a strategic proposal/plan was drawn to provide a more workable and lasting solution in heapling the peculiarities of adult learning in Abu Dhabis Western Region. This was then(prenominal) presented for countersi gns with other stakeholders whose support had been enlisted in the research work. The stakeholders are the Family Development Foundation (FDF) and Abu Dhabi Education Council (ADEC).At the end of the stakeholders discussions, the proposal was reviewed and modified with the specific roles of each of the partners in the proposal distinctly defined. The discussions also involved the program exist breakdown and budget. The funding for the program was then shared among the three parties involved in the program. Thereafter, a Memorandum of Understanding (MOU) was drafted and subscribe by the three parties. The Roles of the Partners in chopine Planning and Execution. The WRDC was to conduct needs assessment for Western Regions illiterate participants.Information to be gathered include their age, gender, willingness to participate in the program and for how many days or hours per week, favorite(a) period of the day for lectures (wither morning or evening), like program duration (how m any months or year), preferred location for lectures (whether in a Family Development Foundations learning center, a nearby school or other preferred locations), transportation needs, preferred subjects, how they want to learn, and so on. This has been carried out earlier in the fieldwork as set forth in the previous sections. ADECs role was to identify needed learning materials (e. g. extbooks, copybooks, teacher guidebook, hand outs, etc) in addition to other uniform roles.In addition, FDF has the role of clarifying learning environment characteristics and needs. These needs are in the first place related to the equipments and furniture needs at the learning centers. These roles had been carried out as described earlier as well. ADEC and FDF also undertake manpower plan and provided human recourses for the program. These include program managers and teachers (qualified and well trained from some(prenominal) sexes), class cleaners and so on. Moreover, ADEC worked on the provis ion of the program instructional practice and development.This role involves specification of the program goals and objectives, analysis of task components of the program goals and purposes, identification of learners characteristics that will influence instructional design, drawing up of program curriculum and subjects table of contents, alignment of subjects contents within each instructional unit for logical learning, design of instructional strategies (putting in mind the needs of learners), selection of resources to achieve the instructional objectives, and the development of evaluation instruments to measure the achievement of objectives.WRDC carried out the program sensation charge ups. The WRDC designed the promotional materials, displayed posters, signs and similar campaign materials talking about the adult learning program at designated areas, arranged and coordinated public lectures with illiterate adults (the target audience), and produced articles for newsletter ca mpaigns. FDF handles the execution and management of the program. That is, the foundation was saddle with the responsibility of running the program.This includes registration and introduction into classes, appointment of teachers, delivery and management of lectures and so on. The main subjects taught are basic reading and writing, the Holy Quran and mathematics. The Roles of the Partners in chopine Evaluation and Monitoring. ADEC conducted formative written and communicative tests for the participants in each stream of lectures and WRDC conducted learners gaiety survey asking them to rate the adult learning program schedule, learning materials, the classes and the gauge of learning facilities.Then, the three parties met again to review the program and seek for ways of modifying it to be more result achieving. The results of tests and surveys were useful in informing on the necessary modifications. The modes and strategies for implementing the recommended changes were further discussed. Thus, this set the stage for the implementation of the sylphlike program. Furthermore, semi-annual meetings were arranged to discuss further casual reviews of the program. The results of the fieldwork and the progress made in the course of implementation and evaluation shall be discussion in the next chapter.