Competence Based Recruitment and Selection

MZUMBE UNIVERSITY DAR ES SALAAM BUSINESS SCHOOL PROGAMME OF STUDY: MSC. HUMAN RESOURCE MANAGEMENT COURSE: ADVANCED – HRM STUDENT NAME: SYONI MWAKIPEKE – MSC/HRM/DCC/095/T. 11 Question: Competence based recruitment and selection facilitates career management in organization. Discuss. 1. INTRODUCTION Competence- based Recruitment and selection is used to predict the potential job performance of the applicants. With the help of this method organizations can find best people to achieve their objectives.The different between traditional recruitment and competence based recruitment and selection is that the second one concentrated more on formal, measurable competencies. The process of competency based recruitment and selection 1. 1 Competency Competency is a temporally stable, narrowly defined and trainable talent ability to complete an organizationally valued prospective jot task successfully. Competencies have come up as a conception for naming and managing abilities, know ledge and skills and applying them on many different areas.Once the competency based approach is applied candidates’ performance can be anticipated easier and more exactly. It provides more precise approximation of future performance than the testing of knowledge since it also explains how the knowledge is applied. 1. 2 Competency based recruitment and Selection process The process of competency based recruitment and selection involves eleven steps of which first to four steps explained the recruitment process and the rest that is five to eleven defined how the selection works.Competency based recruitment and Selection process Step 1 Identify HR and Job recruitment needs Step 2 Complete Job or position documentation Step 3 Identify recruitment sources 1 Step 4 Create recruitment materials and implement the recruitment process Step 5 Determine the selection criteria Step 6 Select the applicants Step 7 Train the interviewers and conduct behavioral event interviews with the lead ing candidates Step 8 Complete competency assessment, prepare the selection recommendation list and select the candidate Step 9Verify the selected candidate’s qualification Step 10 Negotiate compensation and benefits package with the successful candidate and extend an employment offer after the package has been accepted, first by the organization and then by the candidate Step 11 Validate the selection Results Figure 1. Competency – based recruitment and selection (Dubois & Rothwell 2004, p. 113) 1. 3 Advantages of Competency-based recruitment and selection process This method results in numerous advantages, for example: a) It is result – oriented; 2 b) Discrimination is out of the question; ) Identifying backups for positions is easier; d) Traditional training times are less; and e) Employees’ performance levels are higher. 2. COMPETENCY MODELS MANAGEMENT In order to carry out competency-based recruitment and selection for a position a competency model i s essential to evaluate applicants. The organization can benefit from competencies by building up competency models not only for a job-role but also for an entire organization. A competency model refers to a group of competencies required in a particular job (OntoHR project 2010a).But obviously this is not the only field that can benefit from the concept of competency. Competency management can make things easier for organization by facilitating the design of job-roles and its competencies according to the organizational objective. Job Design is the next step after the completion of competency model is job design. â€Å"Job design refers to the way tasks is combined to form complete jobs. † (Robbins & Stuart-Kotze, 1987) 2. 1 Challenges of competency-based recruitment However competency-based recruitment and selection has some challenges too, which includes: ?A disciplined approach to job and work analyses is necessary to the preparation for the recruitment and selection proc esses needs more time; ? Inefficient when recruiting unskilled or semiskilled workers. But if the conditions are suitable this can be a highly effective technique to develop an organization’s human capital. 2. 2 ? Benefits of Competency-base recruitment and selection to the Organization When combined with an assessment of knowledge and experience, using competencies improves accuracy in assessing people’s suitability or potential for different jobs. They help prevent interviewers and selectors from making hasty decisions or from assessing interviewees on the basis of characteristics that are not relevant to the job. ? They can be used to help structure the selection process – interview and tests. ? Assessing a candidate against specific competencies clarifies their strengths and weaknesses; making it easier to target any development that may be needed should they be appointed. 3 3.COMPETENCY-BASED RECRUITMENT AND CAREER MANAGEMENT Competency-based recruitment pl ays important role in the organizaton’s career management plans as it facilitates recruitment and selection of employees with the right competencies (skills, knowledge and attitudes) for the job at hand. It helps managers in identification of career path of employee right from the beginning, because most of the job core competencies are likely to focus and shape individual’s career aspirations.This early identification helps in designing a proper training and development plan for individu al employee, these include coaching, mentoring, and other types of training which helps to shape individual’s career path. Once organization has a fair idea about employee’s strengths and weaknesses, attitude and behaviour, values and future aspirations and skills and competencies, they are able to make better use of employee skills and put them at the right place.Competency-based recruitment and selection facilitates succession and retention plan of the organization as it fosters employee competence development and management through competency-based performance management which entrusted managers with the time consuming and worthy job of competency-based performance management through continuous coaching and training of employees so as to ensure that individual potentials are realized, nurtured and developed 4. CONCLUSIONFor modern organizations whether it be private or public, profit or not for profit competencybased recruitment is inevitable if the firm aim at realizing its strategic goals through the use of its most valuable and important resources. In this stiff competition managers have to ensure that, they ultimately utilize their human resources capabilities to realize its strategic objective. Creativity and innovations in managing emplo yee is of greater value in this era especially the attraction, selection and retention of high potential employees.As managers and organizations are moved from tasks accomplishment to result based performa nce, employee recruitment and selection has become very significant in realizing this objective. 4 Management should ensure that recruitment is based on competences that are required for the job in question, these competences has to be realistic and measureable so that managers and employees can work together to ensure realization of these competences hence organizational objectives.Competency-based recruitment and selection goes hand in hand with competencybased performance management, this entails competency-based reward system and career management. Competence based recruitment and selection facilitates career management in organization. Discuss. Submission date 9th June 2012 5 Competence Based Recruitment and Selection MZUMBE UNIVERSITY DAR ES SALAAM BUSINESS SCHOOL PROGAMME OF STUDY: MSC. HUMAN RESOURCE MANAGEMENT COURSE: ADVANCED – HRM STUDENT NAME: SYONI MWAKIPEKE – MSC/HRM/DCC/095/T. 11 Question: Competence based recruitment and selection facilitates career management in organization. Discuss. 1. INTRODUCTION Competence- based Recruitment and selection is used to predict the potential job performance of the applicants. With the help of this method organizations can find best people to achieve their objectives.The different between traditional recruitment and competence based recruitment and selection is that the second one concentrated more on formal, measurable competencies. The process of competency based recruitment and selection 1. 1 Competency Competency is a temporally stable, narrowly defined and trainable talent ability to complete an organizationally valued prospective jot task successfully. Competencies have come up as a conception for naming and managing abilities, know ledge and skills and applying them on many different areas.Once the competency based approach is applied candidates’ performance can be anticipated easier and more exactly. It provides more precise approximation of future performance than the testing of knowledge since it also explains how the knowledge is applied. 1. 2 Competency based recruitment and Selection process The process of competency based recruitment and selection involves eleven steps of which first to four steps explained the recruitment process and the rest that is five to eleven defined how the selection works.Competency based recruitment and Selection process Step 1 Identify HR and Job recruitment needs Step 2 Complete Job or position documentation Step 3 Identify recruitment sources 1 Step 4 Create recruitment materials and implement the recruitment process Step 5 Determine the selection criteria Step 6 Select the applicants Step 7 Train the interviewers and conduct behavioral event interviews with the lead ing candidates Step 8 Complete competency assessment, prepare the selection recommendation list and select the candidate Step 9Verify the selected candidate’s qualification Step 10 Negotiate compensation and benefits package with the successful candidate and extend an employment offer after the package has been accepted, first by the organization and then by the candidate Step 11 Validate the selection Results Figure 1. Competency – based recruitment and selection (Dubois & Rothwell 2004, p. 113) 1. 3 Advantages of Competency-based recruitment and selection process This method results in numerous advantages, for example: a) It is result – oriented; 2 b) Discrimination is out of the question; ) Identifying backups for positions is easier; d) Traditional training times are less; and e) Employees’ performance levels are higher. 2. COMPETENCY MODELS MANAGEMENT In order to carry out competency-based recruitment and selection for a position a competency model i s essential to evaluate applicants. The organization can benefit from competencies by building up competency models not only for a job-role but also for an entire organization. A competency model refers to a group of competencies required in a particular job (OntoHR project 2010a).But obviously this is not the only field that can benefit from the concept of competency. Competency management can make things easier for organization by facilitating the design of job-roles and its competencies according to the organizational objective. Job Design is the next step after the completion of competency model is job design. â€Å"Job design refers to the way tasks is combined to form complete jobs. † (Robbins & Stuart-Kotze, 1987) 2. 1 Challenges of competency-based recruitment However competency-based recruitment and selection has some challenges too, which includes: ?A disciplined approach to job and work analyses is necessary to the preparation for the recruitment and selection proc esses needs more time; ? Inefficient when recruiting unskilled or semiskilled workers. But if the conditions are suitable this can be a highly effective technique to develop an organization’s human capital. 2. 2 ? Benefits of Competency-base recruitment and selection to the Organization When combined with an assessment of knowledge and experience, using competencies improves accuracy in assessing people’s suitability or potential for different jobs. They help prevent interviewers and selectors from making hasty decisions or from assessing interviewees on the basis of characteristics that are not relevant to the job. ? They can be used to help structure the selection process – interview and tests. ? Assessing a candidate against specific competencies clarifies their strengths and weaknesses; making it easier to target any development that may be needed should they be appointed. 3 3.COMPETENCY-BASED RECRUITMENT AND CAREER MANAGEMENT Competency-based recruitment pl ays important role in the organizaton’s career management plans as it facilitates recruitment and selection of employees with the right competencies (skills, knowledge and attitudes) for the job at hand. It helps managers in identification of career path of employee right from the beginning, because most of the job core competencies are likely to focus and shape individual’s career aspirations.This early identification helps in designing a proper training and development plan for individu al employee, these include coaching, mentoring, and other types of training which helps to shape individual’s career path. Once organization has a fair idea about employee’s strengths and weaknesses, attitude and behaviour, values and future aspirations and skills and competencies, they are able to make better use of employee skills and put them at the right place.Competency-based recruitment and selection facilitates succession and retention plan of the organization as it fosters employee competence development and management through competency-based performance management which entrusted managers with the time consuming and worthy job of competency-based performance management through continuous coaching and training of employees so as to ensure that individual potentials are realized, nurtured and developed 4. CONCLUSIONFor modern organizations whether it be private or public, profit or not for profit competencybased recruitment is inevitable if the firm aim at realizing its strategic goals through the use of its most valuable and important resources. In this stiff competition managers have to ensure that, they ultimately utilize their human resources capabilities to realize its strategic objective. Creativity and innovations in managing emplo yee is of greater value in this era especially the attraction, selection and retention of high potential employees.As managers and organizations are moved from tasks accomplishment to result based performa nce, employee recruitment and selection has become very significant in realizing this objective. 4 Management should ensure that recruitment is based on competences that are required for the job in question, these competences has to be realistic and measureable so that managers and employees can work together to ensure realization of these competences hence organizational objectives.Competency-based recruitment and selection goes hand in hand with competencybased performance management, this entails competency-based reward system and career management. Competence based recruitment and selection facilitates career management in organization. Discuss. Submission date 9th June 2012 5

Reinventing management practices in long-term care: how cultural evolution can affect workforce recruitment and retention Essay

Management Introduction   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Quality management is very vital to every society, state, community or company because it indicates the level of performance in terms of production and its success. To outline the main points to this discussions about management, definitions is very important. Management basically is the way different resources are controlled and allocated to produce the quality product that is desired in an organization(Peterson, Smith, Martorana, & Owens, 2003, p.795). It can also be defined in terms of maintenance of the organizations success and performances. The managers are involved in managing the organizations and apply different strategies of management in accordance with the needs of the organization and the workforce involved(Sarlak, 2010, p. 92-93). In order to discuss the topic management in the 21st century needs to be more of human activity, it is important to note that for the last centuries organizations applied the written strategies by d ifferent scholars to run their organizations.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The aim of this essay is to show how important it is to know the meaning of management. In earlier century management is associated with managers who are involved in controlling, motivating, planning and also allocating resources to their employees. To achieve this, the managers had to follow management strategies to enable them to run the organization and to classify their employees into different categories. For instance, the management theory X and Y classifies employees into two categories (Sarlak, 2010, P. 90-93). First category theory Y is those that need not to be forced to work and need to be motivated and second category theory X these are employees that need to be forced to work and force was applied so as to make them work. In addition, leadership styles were also used to enable the managers run the organization.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   For example, the management theory X and Y this theory states how different types of workforce behave in the field. It also address how employees should be motivated so as to work well(Brannon, Kemper, Heier-Leitzell, & Stott, 2010, 68-74). The motivation of workforce is believed to be the key role to make them work well and more effective. For instance, managers follow the management approaches to control the employees and not what they know. This distinguishes them from employees who can manage without being controlled and have more knowledge of the task at hand. Benefits of Management   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   In theory management are procedures and policies which are formulated to enable the managers enhance the running of the organization but in reality management is more of human activity since the human beings are involved in seen that this procedure are applied and that the organization gets the best returns(Brannon, Kemper, Heier-Leitzell, & Stott, 2010, 68-74). Moreover, the management functions such as organizing, planning, and motivating deal with people in often cases. Therefore in this 21st century management is more of human activities since organizations are aimed at improving their workforce and employing the best people to run the organization.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Management is very important since it is through managing once resources that they can achieve their goal and targets. Therefore today, management is more of personal decision than that of a manager controlling people to work (Peterson, Smith, Martorana, & Owens, 2003, p.795). Most employees can work without supervision of the manger since they can manage themselves. This is possible because today people are taught in learning institute of how to manage their time, resources and also to plan. In addition, most of the employees have more knowledge and experience on how to achieve the quality end product without being controlled by managers. It is important to have some looking at the progress of the work but when their presence hinder innovation it becomes a concern to be taken care of.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Employees need to be facilitated and not controlled by managers thus the output will increase drastically. Leadership style can also interfere greatly with the freedom of employees hence innovation will be hindered(Brannon, Kemper, Heier-Leitzell, & Stott, 2010, p. 68-74). At a glance, leadership style that was used in earlier century instilled fear in employees which made them just do the work in accordance to the rules. In 21st century employees are free and they know their importance in an organizations and this has led to formation of organizations that represent employees’ rights. This is to educate employees and also make the working place conducive for the employees and employers.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Management is wide area, it involves also maintenance of other resources and how it is allocated. For example capital therefore, employees should be aware of the capital of the organization so as to learn how to maximize profit and increase the output of the company(Brannon, Kemper, Heier-Leitzell, & Stott, 2010, p. 68-74). In earlier century, status quo was very important and most manager did not want to interact with employees so as to protect their status. It is the dream of every one to be a manager but if being a manager it hinders innovation then it is good to be in the same level with employees. In today’s world, innovation has be embraced and people are moving with very high speed to innovate.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Moreover, more organizations are coming up and competition is high therefore management should be more of human activity allowing employees to be part of it and making decision that are effective. Brainstorming is good example of involving employees in decision making and problem solving (Brannon, Kemper, Heier-Leitzell, & Stott, 2010, p. 68-74). It allow the employees to give ideas on a certain question and how to solve the problem. Managers should embrace different modes of involving employees directly or indirectly in running the organization.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Management is more of human activity even if the organization uses machine to get the end product since human beings control or operate the machine. Some machine are not operated without experience and skills to use it, not all managers have skills and knowledge of how to operate the machines. This is because the role is based on managerial approaches and they strictly follow the procedures that are stipulated in the organization(Peterson, Smith, Martorana, & Owens, 2003, p.795). In this century, managers are more active and are the ones helping in motivating the employees. The organizations are now more concerned with increasing profit and being effective by training and encouraging their employees to be innovative. In this century, for an organization to acquire new machinery, also need to train its employees on how to use it.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Therefore the employees feel motivated and important since their skills are improved (Peterson, Smith, Martorana, & Owens, 2003, p.795). Unlike the earlier industries where if a machine was acquired then the employee who knew how to operate was given a chance to work and the rest were dispensed off. 21st century employees are more important to management team and are involved in major decision of the organizations. It is important to work in a conducive environment so as to nurture creativity in the organization. The scholars wrote what an ideal organization structure should look like and it is the duty of the leaders and manager to improve this ideas and come out with the best part of it. Factors Influencing Management   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Innovation is very important and every organization ought to encourage an environment that can enhance it. In today’s world, the employees are given opportunity to view their ideas and also to innovate. Unlike the past years where employees could not speak nor give views of how a product can be improved (Nolan, 2008, p. 54). The manager had a role to decide on what to be done even if it means forcing people to work. When management become more of human activity than procedures to control, then the business will grow drastically. The products of an organization highly depend on the human resource to implement the other resources to achieve the end product(Peterson, Smith, Martorana, & Owens, 2003, p.795). In addition, when employees are more involved in management they have a sense of belonging and their goals is to see that organization is growing. Furthermore where employees are involved in giving suggestion on the products improve ment, they give their best ideas thus managers can pick the best ideas and implement.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   However, it is not easy to make the employees be innovative in a harsh environment; therefore the mangers should be willing to balance power (Nolan, 2008 p. 44). Today every organization aim to be the best competitor in the industry thus hiring the best employees and those that can manage their time and resources effectively which is only possible if employees are allowed to innovate and be creative.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   It is important to note that managers today must interact with their employees rather than commanding and directing on how the work should be done. It is clear that most employees have more ideas about the work than the managers since the deal with the resources in day to day life. The type of leadership style that is used in the organization should be more of encouraging the employees to be more creative and innovative. Generally, in 21st century management is more of human activity in contrast with the earlier century where people had no opportunity to be involved in decision making (Sarlak, 2010, p. 91-93). Everyone would like to be part of a successful innovation and also success. Achieving this is only through allowing the employees to be part of management and not the other way round. It is clear that today there more innovation coming up than the earlier years since people are allowed to come up with more ways to improve their organ ization. Employees are not servants of a manger but an asset that need to well utilized to yield more profit and also to be motivated to aim for high goals of the organization(Peterson, Smith, Martorana, & Owens, 2003, p.795). In conclusion, it is possible to achieve this if employees will be involved in management and also have a say into the leadership style of the organization. Conclusion   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Management should not be for the managers and leaders only but also the employees of the company have an important role to play. A manager should motivate the employees and help them to achieve their goals. Therefore, management in 21st century is more of human activity unlike the earlier century where it was more of managerial post. It is said that â€Å"practice makes it perfect† therefore managers should interact with employees to make the work perfectly and also share their knowledge and experience. References Brannon, S. D., Kemper, P., Heier-Leitzell, B., & Stott, A. (2010). Reinventing management practices in long-term care: how cultural evolution can affect workforce recruitment and retention. Generations, 34(4), 68-74. Nolan, W. T. (2008). Wealth of enterprises: a new foundation for economics and management. [S.l.], Author house.Pg. 44-59 Peterson, R. S., Smith, D. B., Martorana, P. V., & Owens, P. D. (2003). The impact of chief executive officer personality on top management team dynamics: one mechanism by which leadership affects organizational performance. Journal of Applied Psychology, 88(5), 795.Sarlak, M. A. (2010). The new faces of organizations in the 21st century: management and business reference book. Toronto, Naisit Publishers. Pg. 90-93 Source document

Organisation Behaviour Essay Example | Topics and Well Written Essays - 1000 words

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Leadership Research Paper Example | Topics and Well Written Essays - 250 words - 2

Leadership - Research Paper Example intelligent guidance that an exceptional leader can provide, the employees and shareholders are motivated towards achieving the goals which management sets out. Likewise, when low standards are set, the employees will not strive to go above and beyond because little is expected of them. As such, expectation has a great deal to do with the differences between good and exceptional leadership. A good manager gets the job done according to schedule, according to the metrics assigned, and follows an ethical process in order to achieve these goals. A great leader not only meets and fulfills the assignment requirements, but inspires his/her employees to such a degree that they are able to accomplish more and greater feats than they previously believed possible. This instillation of belief and success within the team, coupled with the previously mentioned timeliness and ethics, is what powerfully sets apart a great leader from merely a good manager. In regards to question three and the choice offered by two differing styles of management, I would be hesitant to pursue the job with the charismatic leader and would be more drawn to the job of a transformational leader. The reason for this is the fact that I have personally witnessed too many charismatic leaders whose own unique viewpoints ran against the grain of the culture or against the wishes of more senior leadership. Even though these â€Å"rogue† and charismatic leaders sometimes have exceptionally good ideas and ingenious ways to present them and to motivate the employees who work for them, the issue is that at the end of the day, the employee is judged by the quality of the management that represents him/her. If this management is seen as a free spirit, one who is not necessarily a team player, and one who is often so charismatic as to not ascribe to the company culture, the employee’s value within the firm is diminished and as such his/her job security com es into question. Schachter, H. (2012, August

Teaching Relative Clauses to ESL Learners Research Paper

Teaching Relative Clauses to ESL Learners - Research Paper Example Learning of English as a foreign language is influenced by a number of factors including the structure as well the similarity of the language with diverse forms of the learners’ mother language. In addition to this, the language learning process is complicated and therefore is subject to mistakes with respect to the learners. The teaching of relative clause to the English language learners has been an important consideration for the learners to be competent in the language, as it is used globally. On the other hand, the issue involved in learning the relative clause is due to its complex nature, which is one of the causes for selecting the topic. The problems faced by the English language learner as well as the educator have increased the importance of the topic (Abdolmanafi, 2012). The paper aims at examining the problems faced by the language learners. The underlying reason for the selection of the topic is to examine the factors that are responsible for errors. Moreover, pr oper identification of the error is also essential for the teachers to recognize the measures to solve the issue in the context of learning relative clause. The identification of the learners’ problem in the teaching process facilitates the development of a better language system. In the context of the English language, the use of relative clause results to the addition of more information in the sentence. The importance of the relative clause in the English language is another cause for the selection of concerned topic.

Discuss the significance of the media in shaping values and practices Essay

Discuss the significance of the media in shaping values and practices in contemprary societies - Essay Example Forms. There are different forms of media including analog and digital media, which are both equally prominent in the lives of people around the world. Media is understood to include the radio, film, television, video, newspapers, magazines, radio, films, compact discs, current affairs programs and advertising - all of which are considered in relation to media audiences. In the rise of technology, the Internet has highly become an addition to these media. Media may inform us and alert us about current events and other important information. However, media may conceal deception. This indicates that although media is intended for something positive as in providing unbiased data to the public, it can be unreliable at times. When a medium is intentionally partial to one side or deletes some details of a story, the intention of that medium is dubious. On this score, media can shape values and practices in contemporary societies positively or negatively. This significant role of media can best be understood not only in relation to our daily lives but also within the context of larger social forces such as the economy, politics and technological development (Alexander & Hanson, 1999). Characteristics. One way to understand media is to look at its certain qualities that must be taken into consideration as either positive or negative. As Pungente (1989) characterizes media, they primarily present carefully crafted constructions that are the result of many factors. For example, in the making of news, there are principles to follow and there are structures that must be adhered to. Yet, there are the factors that help shape them like ownership and control of the medium. News must be constructed and presented in such a way that it will not hurt the owners’ interests. It is the same with advertising and all the other presentations, where care and timing are considered, yet effects and impacts on the audience are equally studied - again based

Freshwater & resource Essay Example for Free

Freshwater resource Essay Freshwater is a valuable natural resource, but freshwater is only 3% of the total volume of water in the world. Two-thirds of this is found in glaciers and polar ice caps; thus leaves only 1% which can be readily acquired. Humans and other living organism on Earth need water to be able to survive. Freshwater is important in the transportation of nutrients in soil and is necessary for the propagation of plantations that support life for other organisms. Freshwater is a scarce resource; however it is easily contaminated by human activities. Human activities such as mining can contaminate rivers with heavy metals. It can also disrupt the ecological balance that requires the use of freshwater. Farmers who use excessive pesticide can contaminate freshwater supplies. Pesticides sip into the soil and flows to rivers when it rains. This human activities causes health problems, not only to humans but to other organisms as well. In some regions of the world, freshwater is not used efficiently. Irrigations and artificial dams disturb the water ecosystem. Irrigations and artificial dams direct the flow of freshwater to other paths which can harm organism who highly require freshwater. The ecological balance is destroyed which can affect several organisms that is part of the ecosystem. Excessive irrigation also induces desertification. Desertification is the decline of biological and economic activity of the soil. Desertification has been seen places around the world, such as China wherein farmers used irrigation inefficiently. Freshwater is renewable but it should be used in way that nothing is wasted. More and more people over the world are experiencing the lack of freshwater. Creating an effective water management is the only solution for this problem. References Richter, B. (2003). Ecologically sustainable water management: managing river flows for ecological integrity. Ecological Applications , 13 (1), 206-224

Ice Cream Essay Example for Free

Ice Cream Essay According to market research conducted in 1996, 80% of Filipino consumers bought on impulse (they bought only upon passing an ice cream shop or scooping station, but without an intention to buy first); 98% ate ice cream was an afternoon snack. Furthermore, studies showed that per capita consumption of ice cream was less than a forth of a gallon per person per year. In 1992, it stood at 0. 23 gallons per person and declined to 0. 20 in 1993. On average, domestic ice cream market was 13. 8 million gallons from 1991-1993, worth estimated p 2. 5-3 billion per annum. Bulk ice cream comprised 86% of the industry sales while the rest was accounted for by frozen novelties. Main competitors in this include San Miguel Corporation’s (SMC) Magnolia and RFM’s Selecta. Magnolia Other trailing competitors are Universal Robina Corporation’s (URC) Presto, Arce Dairy Ice Cream, and Pure food’s Coney Island, as well as foreign brands like Baskin-Robbins ,Dreyer’s and Haagen-Dazs. Magnolia – The pioneer ice cream brand in terms of flavour, quality control, variety, technology and distribution produced by the merger of SMC and Nestle. It introduced the Flavor of the Month series that provided a huge variety of ice cream flavours to the consumer, with projected volumes of FoM ice cream sold reaching over 28 million gallons. It pioneered the introduction of tropical fruit flavours. It was the first to achieve International Standards Organization quality standards, and is the only Filipino ice cream brand that has expanded overseas. Magnolia is poised as the main competitor, as it aims to be at the forefront of the dairy industry. With increasing competition, MNC intends to make its products available in neighborhood stores and major outlets; introduce a feedback mechanism that will help the corporation monitor the market; and employ new approaches to selling. Currently, magnolia is the preferred choice of many five star hotels, fine dining restaurants, sports and country clubs and food chains. Presto – this brand claims value for money, as part of the corporate philosophy of the Gokongweis, owners of JG summit corp. hich URC is part of, which is to make available value-for-money items for all its consumer-branded products, and as such has positioned its prices lower than Magnolia Selecta. Presto excels in the frozen novelties market, as was demonstrated in their introduction of Tivoli bars, the first ice cream bar in the Philippines, a phenomenal success that had competitors challenge it with their own versions of ice cream bars. Presto currently holding the number three position, is determined to fu rther widen its market share and catch up with the giants. Thus, the company is eyeing the possibility of plant capacity expansion and wider distribution network. It is also determined to enhance its advertising campaigns and be very active in the communication field. Arce Dairy – This ice cream brand was started in January 1995 and immediately got hold of a 5% market share. Its trademark was the use of carabao milk as base, comfortably within the 5-16% fat content requirement to be called ice cream because carabao milk contains considerably more fat than cow milk (9. 65% as opposed to 4. 16%). Only the expensive ice cream (super deluxe and super special) of Arce contain carabao milk, and are priced at higher than the rates of the competition, showing that Arce’s main strength is its appeal to the AB market where its products cost P3-5 more than its competitors’ products, and as its regular ice cream products are priced lower than its competitors by P3-5 which indicates its attempt to appeal to the CD market’s tendency to want every peso to count. Coney Island – 1976 saw the entry of Coney Island in the local ice cream market. It introduced a new standard of creaminess thanks to its products’ high milk fat content, setting a standard for flavour richness back then. Purefoods acquired it in 1991 and increased its production capacity without having neglected the improvement of its quality. In line with Pure Food’s rule of following the highest international standards, Coney Island tried to implement the zero-vegetable fat and at least 10 percent milk fat standard of US ice cream. It used high quality ingredients like Callebaut chocolate from Belgium for its top-of-the-line products such as the Premium Bar, Pure and Simple and Bugs Bunny Bar. It repositioned itself in the market in 1995 to improve local competitiveness. It marketed its products as â€Å"Not Just Ordinary Ice Cream†, supported by new flavours and packaging. Coney Island revised its product classification, and began categorizing its bulk ice cream as simply creamy, fruit and nuts, and cakes and pastries instead of the traditional premium and super premium. This move was inspired by a study that showed that consumers buy ice cream on the basis of flavour concepts. Foreign Brands – Foreign include Haagen-Dazs, Dreyer’s Grand Ice Cream and Baskin-Robbins. Dreyers was the first to penetrate the local market.

People With Substance Abuse Problems

People With Substance Abuse Problems Why People Develop Problems with Substances   Psychological and sociological theories as to why people develop problems with substances and their application vary; some theories relate to genetics others to the environment. Most Theories focus on particular features of the rate of drug use: Illicit drugs, Alcoholism, Addiction, The drug experience-how and why people use them, Individuals, Society, Career. Social learning is just one of the theories that try to explain the use of substance misuse. A degree of difference is found in societys attitudes and behaviours. Learning depends on priority, intensity, time and involves practice, motivation, attitude, and meaning. (Edwin Sutherland 1939). Thinking about different theories on behaviour can help us to understand why and how some people have substance problems, for example, Behavioral theories: behavioural psychology or behaviourism is based on all behaviours being learned through conditioning. Cognitive theories:focus on internal thoughts such as motivation, attention, decision making and problem solving. Developmental theories: think about learning, development and growth. Humanistic theories: look at human beings being basicaly good. Personality theories: looks at the behaviours, thoughts and feelings that make each person an individual. Social psycology theories: focus on explaining social behaviours. (Psychologist World) Applying these theories can assist in understanding why some people depend on substances while others do not. Looking at society as a whole does not give a clear picture as to why some people develop substance dependency. If you look at different areas of society you start to see deprived areas, poverty, unemployment, peer pressure, boredom or pressures from work, family history or a pre-disposition to substance problems as well as the environment that a person is brought up in could influence someones substance dependency. If a child is born to a mother that is dependant on drugs or alcohol then the child may be born with a predisposition to that specific dependency, if a child is raised in an area where drugs and alcohol are freely available then they could be pressured by peers to consume the available substances. This is seen commonly among teenagers when they start to experiment with new things and where peer pressure to be the same as everyone else can entice a young person to start taking a substance to please or maintain relationships with peers. This can lead to long term dependency that can continue into adult hood especially if the child has a predisposition to substances or has an addictive tendency, causing the cycle to continue. Societys attitude towards alcohol problems has been largely accepted as the Scottish way of life according to the 2004 Scottish social attitudes survey carried out by the Scottish government. Cultural Attitudes Every person in Scotland has a part to play in reviewing their attitudes and behaviours, and contributing to the debate about how we collectively address these problems. (Carolyn Churchill, 2010) Alcohol problems are estimated to cost Scotland around  £3.56 billion per year in NHS, social work, police, emergency services, and the wider economic and human costs. Alcohol misuse not only affects the health and wellbeing of individual drinkers, but also have a major impact on family relationships, the wider communities as well as society as a whole. (Alcohol Focus Scotland) Through using these services society is trying to reduce the amount of substance abuse within Scotland. This is however an uphill struggle and until attitudes change it will be left to the medical profession, police and emergency services and the social work department to fire fight the problems within the Scottish communities. Social justice is concerned with equality of justice, not just in the courts, but in society as a whole. This idea stresses that people have to have equal rights and opportunities from the poorest to the wealthiest in society deserve equal chances and opportunities. New legislation may assist the problem however it is the attitude of the individual that will ultimately start to change the attitude of society as a whole. Criminal Justice law changed in 2010 this gave courts more flexibility in the way they were able to sentence people that passed through the courts. This now allows courts to look at ways of reparation without using short term imprisonments. Statutory Orders are those non-custodial sentencing options available to all Sheriff Courts in Scotland. This allows greater choice of sentance for the sherriff. Using Social Enquiry Reports, Community Service Orders, Probation Orders (including those with a requirement of unpaid work), Probation Orders with a Requirement of Unpaid Work, Supervised Attendance Orders, Drug Treatment and Testing Orders, Restriction of Liberty Orders, Statutory Throughcare, Voluntary Assistance and the Throughcare Addiction Service, Home Circumstances Reports, Diversion from Prosecution and Bail Information, the sheriff can now look at the crime and the persons background and apply a decision/sentence that is proportionate to the crime. (Criminal Justice Act 2010) Safer and stronger communities are at the heart of Scottish Government policy. Communities that people are proud to belong to, where they feel safe and have confidence that justice and fairness will prevail, where people take responsibility for each other and for their own actions. (People and the Law) Youth justice is closely connected to Getting it Right for Every Child which underpins the principals of agencies involved with young people. Getting It Right For Every Child is the Governments policy for addressing the needs of all children and it provides the framework within which public agencies can work better together with a focus on improving outcomes for children. Building the capacity of families and communities to engage in activities that support children is central to this approach. The Early Years and Early Intervention Framework being developed jointly by the Scottish Government and CoSLA will ensure a strong focus on what needs to be done to ensure that all children, including the most vulnerable, get the best start in life. (The Road to Recovery) Youth justice is about intervening at an appropriate time with a plan and a good framework for the intervention. Multi agency co-operation is needed for this to work effectively using a range of procedures and practices dealing with young people who are putting themselves and/or others at risk or offending. Scotlands childrens hearing system was initiated by a change to the Social Work (Scotland) Act 1968 and is now part of the Children (Scotland) Act 1995 and is at the heart of youth justice. Since its introduction children under the age of 16 are only considered for prosecution in an adult court if the crime they have committed is deemed to be very serious such as murder. The hearing system deals with children and young people who are in need of care and protection as well as those who have displayed offending behaviours. Youth justice traditionally worked with children from the age of 8 to 16 but has recognised the need to start preventative work with younger children to support them in the transition from children to adults in a more positive way. In recognising this youth justice introduced several preventative measures including restorative justice in schools, safer school partnership, and positive activities for young people, targeted youth support and targeted mental health in schools. The government also introduced the Youth Justice Re-investment Pathfinder Initiative this allows local authorities to act as Pathfinders to develop ways locally of reducing offending and re-offending without a custodial sentence. Assessing, Planning and Intervention Getting It Right for Every Child (GIRFEC) is a good place to start when assessing the needs of children and their families. GIRFEC takes a holistic view of the child GIRFEC has an integrated, common approach to gathering information about a childs well-being. It uses three tools, the Well-being Indicators: identify record and share concerns, and take action as appropriate My World Triangle: Triangle helps practitioners gather relevant information to look at the strengths and pressures affecting a child and their family. The triangle is deliberately offered from the childs view to reinforce the Getting it right for every child principle that children should always be kept at the centre. The Resilience Matrix: help organise and analyse information. All children can be: Confident Individuals, Effective Contributors, Responsible Citizens and Successful Learners. To achieve this all children need to be Safe, Healthy, Active, Nurtured, Achieving, Respected and Responsible and Included. These are known as the wellbeing indicators and are remembered by the acronym S.H.A.N.A.R.I. (GIRFEC) Doing a GIRFEC assessment takes a multi agency view where social work, health and education professionals have a part to play in the assessment process. An assessment should be appropriate, proportionate and timely, once an assessment is done a more holistic picture about the needs of the children and the family has been obtained allowing the practitioner to plan a course of action for the children and family. Through careful planning strategies and interventions can be put into place to allow the children and family to move forward. All interventions and strategies need to be consensual so the whole family need to be involved in the planning and decisions made to ensure their commitment to the action plan. Intervention strategies will vary depending on the family and the problems they are facing. Using evidence based practice the best relevant information based on the best practices in the field of social work, health and education will achieve the most desirable outcome for the fam ily, this also allows for the assessment and intervention to be transparent and informed. The Key Capabilities document has four headings which together form the Key Capabilities in Child Care and Protection: Effective Communication, The Scottish Social Services Council (SSSC) codes of practice describe communicating as being done in an appropriate, open, accurate and straightforward way. Knowledge and Understanding, this includes keeping up to date with relevant legislation, being accountable, using professional judgment and knowledge based social work practice, working effectively as a professional. Professional Confidence and Competence include, carrying out duties accountably, using professional judgment and knowledge based social work practice. Values and Ethical Practice, Work at all times within the professional codes of practice, ethical principles and service standards that underpin high quality social work practice, by applying these to any assessments or interventions it is possible for the practitioner to take an non-judgemental and anti discriminatory approach to the clients and there issues. Assessment of the Key Issues Affecting this Family Dean has already been involved in a previous incident involving alcohol where he had assaulted Sandra and her brother in front of the children while he was under the influence of alcohol. Dean has been working with the social worker in an attempt to rectify his relationship with Sandra. Through getting drunk and losing control he has committed a serious offence Dean needs help with his problematic drinking, aggression and anger management as his actions will have a lasting effect on the children and Sandra. Resilience varies from child to child some children do not develop any problems either as children or adults. Families being together in harmony and good social networks are just two of the ways a child builds their resilience however the issues faced by Nathan and Jordan are numerous, they may have to take on responsibilities far beyond their years which effects their education and peer relationships, they may suffer physical and psychological health issues, domestic violence and child abuse, there are concerns regarding anti social behaviour increasing the risk of aggression towards others, hyperactivity or conduct disorders, emotional and attachment disorders and neglect. Building resilience in this situation will need a good level of self esteem, confidence and self efficiency as well as the ability to adjust to change and problem solving skills. There are implications for the childrens safety and welfare which may become a child protection issue. Dean and Sandra are in crisis which would imply that a short piece of intervention work could be used to rectify this situation. Working with Dean and Sandra on new skills to avoid this type of situation and setting achievable goals and supporting them they should be able to continue to work on their relationship as they were before this incident happened. As a longer term intervention such as Cognitive Behavioural Therapy could be a useful tool in this situation, by getting Dean to think about his own thoughts, emotions, physical feelings and actions may assist Dean at looking at his behaviours thoughts and feelings differently and try to take a more positive look at how he can deal with similar situations in the future. This is about getting Dean to view situations in a more positive way therefore being able to handle the situation in a more positive way. This work is not a quick fix for Deans behaviours and he needs to want to take part for it to work. Sandra should be included in part of this therapy as she seems to be one of the objects of Deans anger as does Sandras brother. (PSYCH) Dean would also benefit from working with people who have experience in substance related problems such as his GP or a voluntary group. Dean would have to be in agreement with these strategies for them to work. Giving Dean options allows him to take charge of the situation and enables him to move forward at a pace he is comfortable with. If Dean is working voluntarily towards resolving his alcohol, anger and aggression issues it may help his assault case when it goes to court. The impact on the family will be minimized if dean and Sandra are working together to tackle this situation and work through the problems they are now facing as a family unit supporting each other and the children to a mutually beneficial outcome for the family and wider society. Words 2274 Case Study The role of the social worker in criminal justice From 1 February 2011 a Social Enquiry Report will be called a Criminal Justice Social Work Report. When a sheriff or judge wants to know more about an accused persons background, they will ask for a Criminal Justice Social Work Report. If a person is likely to be going to jail for the first time, the court must have a report. The report provides the court with the information needed to decide the most appropriate way to deal with offender. A Criminal Justice Social Work Report is written by a social worker, who contacts you by letter and asks you to attend an interview. The social worker will ask for information about your, current circumstances, personal and social history, previous offences, and current or previous supervision. At the end of the interview the social worker will explain to you what sentencing options are available to the court.

Bob Marley Essay -- Art

Bob Marley Clemson University There are hundreds of thousands of people screaming for you on stage. The Prime Minister and leader of the opposition sit in the arena. Many thought this was a sight that would never be seen, but it was just the sight Bob Marley had in front of him at the One Love Peace Concert in Kingston Jamaica (April, 1978). This was his first appearance back in Jamaica in 14 years, an amazing show culminating with Bob joining the hands of opposing political figures onstage, and holding them firmly together. A hero and an icon while living, Bob Marley continues to influence people 25 years after his death (African Service News). His music and lyrics worked as the rhetoric of the Rastafarian movement against oppression, exploitation and racism in Jamaica. Using metaphors to describe the hardships of the political fights of Jamaicans and Africans Marley established himself as the spokesman of a race and culture. The Rastafari religion, the heart of Bob’s music, based itself in belief of ‘Jah,’ which was a metaphor for a god of goodness and love. Jah was the force fighting against the oppression from ‘Babylon,’ the destructive force. Metaphors of oppression and freedom, such as chains and birds, depict social problems and ways of liberation (Jensen). Many of Marley’s lyrics included these references and therefore fell into the latitude of acceptance, explained in Muzafer Sherif’s studies on Social Judgment Theory (Griffin), of his Rastafari listeners. When Marley spoke of things that were in the latitude of acceptance of his audience, his words impacted them listeners incredibly. â€Å"If you get down and quarrel everyday/You're saying prayers to the devil, I say/ Why not help one another on the way/ Make it much easier/ Jah love, Jah love, protect us† Positive Vibrations. Marley strived to increase awareness among the people of Jamaica, but his popularity didn’t end there. His music spread through the hearts of Europeans, Africans, and Americans. Lyrics and music work together to offer messages comprised of both theoretical and emotional content through the constructs of virtual experience (lyrics) and virtual time (music). Both virtual experience and virtual time must exist for music to function rhetorically (Sellnow). However it can sometimes work out otherwise. In fact, it was the bass heavy style of Bob Marley’s new age r... ... when it hits you feel no pain. So hit me with music, hit me with music now, brutalize me with music† Bob Marley Feb. 6, 1945 – May 11, 1981 Bibliography Bob Marley Continues to Touch People's Hearts 20 Years After. (August 7, 2002) Africa News Service, p1008219u1157 Griffin, E. (2003). A first look at communication theory. 4th ed. Boston, MA: McGraw Hill. Hakanen, E.A., Wells, A., Ying, L.L.S., (1999). Music choice for emotional use and management by Hong Kong adolescents. Asian Journal of Communication. 9 (1), 72-85. King, Stephen, Jensen, Richard (1995). Bob Marley's "Redemption Song": the rhetoric of reggae and Rastafari. Journal of Popular Culture, v29 n3 p17(20) Napier, Kristine. (Nov-Dec 1997) Antidotes to pop culture poison. Policy Review, n86 p12(3) Sellnow, Deanna D. (1999). Music as persuasion: Refuting hegemonic Masculinity in "He Thinks He'll Keep Her". Women's Studies in Communication. 22 (1, Spring), 66-84. Sellnow, Deanna, and Sellnow, Timothy. (2001). The "illusion of life" rhetorical perspective: An integrated approach to the study of music as communication. Critical Studies in Media Communication. 18 (4, December), 395-415.

Grendel Essay -- Literary Analysis, John Garner

In 1971, American author John Gardner wrote Grendel. With a mastermind of creativity, John Gardner successfully retells the classic epic poem, Beowulf. He captures the reader by giving an interesting view of order and chaos, good and evil, hero and monster, allowing the monsters point of view to be seen. On July 21, 1933 John Gardner was born in Batavia, New York. He was the son of a preacher and diary, and his mother taught English. They were very fond of Shakespeare and loved to recite literature. Gardner spent his early days attending school, playing French horn, and working on his dads farms. In April 1945, Gardner's brother was killed in an accident with a cultipacker on their family farm. Gardner was driving the tractor during the team of the accident. He took the guilt for his siblings death, and as a result he suffered from nightmares and flashbacks. Taken over by the guilt and self-hatred, he beings to perfect his playing of the French horn; he use the instrument as a blockade from the outside world, allowing him to withdraw from his family and other forms of company(Winter 13).This feeling of guilt will be transfer into his writing, such as in the short story "Redemption", which recounts the accident (Winter 13). Gardner graduated from Batavia High school, and enrolled into DePauw University. He married Joan Louise Patterson in 1953, and went in to attend Washington University. After graduating from Washington University in 1955, he went on to attend the University of Iowa, where he studied medieval and Anglo-Saxon literature(Howell 1). After receiving his doctoral degree, Gardner spent a period of time teaching at Chicago State College, Oberlin College and San Francisco College(Howell 2)... ...akes the reader have some compassion towards Grendel, makes it difficult to favor a particular character in the novel. Another theme of the novel is the confrontation order and chaos. Norma L. Hutman states, â€Å"Grendel see chaos in all that occurs and indeed insist on chaos as the ultimate principle. †¦Out of the untamed world monsters invade the tamed and symmetrical world of man, entering the mead hall to leave, together with death and destruction, their chaotic mark upon the ordered universe.† Grendel seems to view man as a maker of pattern. Stating, â€Å"They are thinking creatures, pattern makers† (Gardner 22). â€Å"They map out road through hell with their crackpot theories (Gardner 13). Through such changes, Gardner creates themes that appear in Grendel and much of his later work. He hungered readers with his writing, which as a result empowered him with success.

Should Science be Boundless? Essay -- Argumentative Persuasive Papers

Should Science be Boundless? Imagine a world with no limits or boundaries. Would life be chaotic and outrageously out of control or would people know how to control themselves? The human race has proved to us several times for a necessity to have rules to live by and guidelines to follow. Each day people are pressing to go beyond the boundaries, which limit their actions. One of the best examples are scientific people who are driven to make discoveries each day, month or year. Some scientists are driven with ambition and try to go beyond the limits. We need our government to control these scientists. In Mary Shelly's "Frankenstein," we see an example of how a scientist, who was not given any restrictions, created a monster and was fearful of his own invention. In the article "Biotech Century: Playing Ecological Roulette with Mother Nature's Designs," Jeremy Rifkin presents reasons why some scientists need to be given boundaries. Even hundreds of years ago people were toying with the ideas of recreating matter. In Mary Shelly's book Frankenstein she creates a character named Victor Frankenstein. Although the story is fictional, Mary Shelley presents a realistic image of one man's idea to create an inanimate object. Back in the 1800s the story was fictional, and was filled with scientific inquires which seemed at that time, nearly impossible for a human to accomplish. Today people are making their dreams a reality by having the freedom to experiment and discover whatever they want. The problem scientists could face is being unable to control the results of their discoveries. Just like the story of Frankenstein, scientists are driven to discover the "what if" questions. For example in our society, scientists are driven to d... ...turn, more chemicals sprayed on food, effects the consumer who buys the fruit or vegetables. These are the reasons why our scientists are genetically engineering plant life. We live in a world where scientific discoveries are surfacing each day.We need to accept the discoveries and support the ones which were not successful. Scientists need to be given some sort of restrictions in regards to everything in life, which would be a necessity for an individual to live. Naturally the world of science means a world of curiosity and adventures. Our government needs to step in and control the scientists' actions. Works Cited Rifkin, Jeremy. "Biotech Century: Playing Ecological Roulette with Mother Nature." The Presence of Others. Ed. Bedford. St. Martin's: 2000 244-253 Shelley, Mary. "Frankenstein" The Presence of Others. Ed. Bedford. St. Martin's: 2000 231-235

Negotiations and Alternate Dispute Mechanism

Alternative Dispute resolution encompasses distinct forms of dispute resolution through arbitration and mediation. Arbitration is a method of dispute resolution involving one or more neutral third parties who are usually agreed to by disputing parties and whose decision is binding.[1] Arbitration generally proceeds in a similar fashion to that of the court with opening statements, the presentation of witnesses and evidence, cross-examination, and closing arguments. Arbitrators then decide cases based on the evidence, and their decision is final binding on the parties. Mediation on the other hand is an informal dispute process in which the third party – the mediator helps disputing parties to reach an agreement. A mediator, unlike the arbitrator, has no power to impose his decisions on the parties. Therefore, the mediator’s role is to bring the parties closer together through discussions of weaknesses in the case for both sides, in an effort to convince each to settle the dispute. Arbitration and mediation are voluntary mechanisms- that is the parties are only required to mediate or arbitrate if they agree to do so. The absence of such an agreement will see the parties go to the court of law; therefore the parties in contention cannot be hauled into private mediation and arbitration against their will. It is at the disposal of the parties to decide how they will go about to do it. Alternative Dispute Resolution mechanisms have advantageous such that they are cheaper and quicker than court proceeding and permit parties to resolve their differences more efficiently. Studies have shown that arbitration proceedings in the employment discrimination area to take an average of 8.6 months to be resolved, whereas the average court cases involving alleged employment discrimination takes almost two years.[2] This has seen businesses and employees placing mediation and arbitration in the employment contracts or agreements thus discrimination conflicts can be solved amicably without going to the court of law. Arbitration Arbitration proceedings are like informal court proceedings. They take place in conference room and not in the courtrooms at date scheduled by the parties. In African traditional setting arbitration proceedings take place under a tree called a baraza[3]. Generally during the proceedings of the arbitration the parties select a particular rule to apply to the arbitration and are free to modify such rules by agreement. The reason parties prefer arbitrations to court is because they are more streamlined and friendly. Discoveries in arbitrations tend to be less comprehensive and persistent, with arbitrators frequently imposing limits on the number of depositions each party can take. The arbitrators equally understand that the parties select arbitration in part to avoid the cost of court proceeding and issue rulings considering these goals. While arbitrators make evidentiary rulings and can bar evidence and testimony they deem improper, arbitration rules generally shun strict compliance with rules of evidence.[4]   In conforming to the informal nature of the Alternative Dispute Resolution mechanisms, the arbitrators generally make mistake on the side of admitting all the evidence and when they are weight to particular testimony and exhibits. Therefore due to the informal nature the arbitration process give a loophole for some biasness in the process of making decision among the arbitrators. Unless parties’ arbitration provides otherwise, arbitrators generally are chosen with the help of designated arbitration organization. The process entails the organization submitting names of the arbitrators to the parties then the parties will strike the names they consider lowly ranked. The highly ranked names by the parties will be then asked to arbitrate the dispute. Various formats of arbitration can be highlighted in this sense. Most traditional is for a single arbitrator to act as the judge of the case, that is, to preside over trial and then issue a ruling based on the evidence. This varies slightly from the use of panel of arbitrators –rather than a single arbitrator- to hear a dispute. A single arbitrator handles small to medium-sized disputes, with a panel of arbitrators used to solve more complicated disagreements. Sometimes parties can decide the number of arbitrators they want in resolving their dispute. Parties can also select other forms for arbitrating dispute. For instance, parties can use â€Å"baseball-style† of arbitration where the one party, which table its proposal for example of a salary to a panel of arbitrators and the employer for example, tables his/ her proposal too.[5] Then the arbitrators go through each party’s proposal and come up with an amicable figure or solution to the dispute. This is a case where the winner takes it all since the arbitrators do not have the ability to split their decision but to choose one side’s proposal. This kind of scenario is equally done in business settings where each party endeavors to offer the best possible offer, as the more aggressive a party’s submission, the less likely it is to be chosen by the arbitrator. Another variation from traditional arbitration is the so-called â€Å"Party arbitrators†. This is contrary to the traditional arbitrators who are unbiased and must be free of conflict of interest. Parties’ arbitrators are not neutral and instead are appointed by one of the parties. In this case each party appoints its arbitrator to join a third neutral arbitrator who serves as the chairperson of the panel. This can be depicted in sport disputes, which handle players’ grievances, for example. This form of arbitration is also common in boarder labor environment, with a union and management each appointing its own chosen representative to join a neutral chairperson. Party arbitrators complicate the process of reaching an amicable solution to a problem because the representatives of the parties of course support the position of the parties that appointed them. Some even go ahead and act  Ã‚   as advocates by questioning witnesses. In this effect, arbitrations involving party arbitrators tend to hinge on the vote of the lone neutral arbitrator, with the two party arbitrators generally ruling in favor of the party that appointed them. Mediation Mediation, on the other hand, entails the effort of a single and neutral party- the mediator- to act as an intermediary between parties to help them resolve disputes. Most of the mediation proceedings are nonbonding with the mediator having no authority to compel the parties to reach a resolution. In this sense the mediator considers each parties point of view and their reasons in the light of settling the dispute. This therefore is a case where a skillful and a man of high integrity can act as a broker between the parties and help each party to see the case from a neutral perspective. The mediator can save the parties time and money by pushing them to accomplish their resolution in a day what would have taken weeks and months. Mediation comes in various facets. One form of mediation is the facilitative mediation. In this form the mediator uses the best efforts to convince each side the reasons to settle. The mediator does this by highlighting the weakness of its case, the strengths in its adversary’s case, the cost of litigation, the downside risk of not prevailing, and any other factors that the mediator believes the parties should focus on in properly assessing the case. A good mediator- by the fact that he/she is respected by both the parties- can be suited to soften each side’s position. He can ascertain the strongest and weakest points in each side’s case and may be able to advance each side’s position with the opposing party. Facilitative mediation sessions begin in a conference room where the mediator and the all parties are present. Each parties counsel is given an opportunity to make an opening statement in support of its case (the party’s case). After this opening statement, the parties break into different rooms, separately meeting with the mediator who shuttle back and forth to bring the parties closer. The mediator tries to convince the defendant when he is in the defendant’s room and give him the reasons for not pursing further the case. The mediator also brings out the expenses that the two parties will incur in the process of fighting in the case. He shows how difficult it would to prove her case. In facilitative mediation the mediator does not formally evaluate the case or promote any particular settlement. His goal is to find areas of potential compromise between the parties, and creatively search for a resolution acceptable to each party. On the other hand evaluative mediation, the mediator does not only facilitate the discussions between the parties but also evaluates the claims in the issue. The mediator in this examines the case, by looking at the pleadings and damages modes and arrives at specific recommended settlement- based on his assessment of the likely result of the prospective trial. Even if this does not lead to  Ã‚   an immediate settlement, it may focus on the parties on middle ground and form the starting point for negotiations in the ensuing days. As in the case of facilitative mediation the mediator ought to be a person of integrity in the society if not so no party will accept his judgment thus making the whole exercise to be in futility. There is also the kind of mediation referred to as binding mediation. This is where the mediator not only evaluates the parties but also ultimately imposes a settlement on the parties. This method is less prevalent since it the mediator takes the position similar to the judge at the law court. Parties prefer to discuss through their dispute but not to trust third parties. So instead of taking this form of mediation, parties just decide to go for full-blown trial. In preparation of mediation sessions, as an initial matter the selection of the mediator is very important. In most instances it is the parties that select the mediators. It is important to choose a mediator respected not only by one side but the two sides.   The goal of the of mediation is to use the mediator as an instrument to prod the other side to settle on favorable terms, and only a respected mediator   is likely to have that ability. In the preparation of mediation process the parties concerned have to prepare and submit confidential mediation statement in support of their position in the case. The statements are confidential and only accessible to the mediator and not to the other party. They are meant to orient the mediator in the case so that he can be a more effective intermediary.   The mediators’ objective is to reach settlement- and not to reach the result he believes is most equity- and he is mostly likely to succeed if he knows in advance what potholes to avoid. Negotiations In the endeavor to negotiate effectively, negotiators require a thorough knowledge of client’s case. They also have to know their clients priorities with the respect to the item in dispute. Negotiations require tact and skills, the understanding of the personalities and interests at play, and the trust and respect of the other side. The main mistake in negotiating is to be caught in a bluff, threatening to take certain action then not following through. Once this happens, it diminishes the opposing side’s trust in the counsel and makes favorable settlement far more difficult settlement far more difficult to achieve going forward. Negotiations sometimes can be long so synchronizing the negotiations is paramount for the success of the processes.[6] Generally, a claimant will make a demand before ever initiating alternative dispute response mechanism; it is the respondent’s rejection of this demand that leads to arbitration. Most arbitration organizations offer voluntary mediation to the parties and arbitrators. Thus effective counsel advocates never fully  Ã‚   give up on the possibility of settlement, even if a negotiation resolution does not seem realistic in the near term.   Effective negotiations require careful preparation by counsel. The main element of negotiations is to accurately express a client’s view of the case and properly set opposing counsel’s expectations. None of the mechanisms of resolving disputes –arbitration, mediation or private negotiation are exclusive and independent on their own. Therefore none can work without the backing of the other. If for instance a counsel is doing her job properly, she is not just focused on arbitrating or just on negotiating; rather, she is at all time considering the best and most efficient way to get her client form the point of dispute to a satisfactory resolution. If the counsel feels that there is another good mediator who will help to bridge the gap between the parties then she should steer the case toward mediation. Works Cited Lewis, Maltby. Private Justice: Employment Arbitration and Civil Rights, 30 COLUM.HUM.REV.29, 55 (1998) Wax, Robert. Staying Out of Court: Using Alternative Dispute Resolution Can Save Time and Money. Journal (2006) Whittlesey, Dave. Baseball-Style Arbitration: Don’t Strike Out, Broadcasting & Cable (Jan. 30, 2006). [1] See Black’s Law Dictionary [2] See Lewis L. Maltby, Private Justice: Employment Arbitration and Civil Rights, 30 COLUM.HUM.REV.29, 55 (1998) [3] Baraza- a meeting of elders aimed at arbitrating a conflict in East Africa. [4] The parties may offer such evidence as is relevant to the dispute and shall produce such evidence as the arbitrator may deem necessary to an understanding and determination of the dispute. Conformity to legal rules of evidence shall not be necessary. [5] See R. Rabin and D. Whittlesey, Baseball-Style Arbitration: Don’t Strike Out, Broadcasting & Cable (Jan. 30, 2006). [6] See Wax, Robert. staying Out of   Court: using Alternative Dispute Resolution can Save Time and Money (2006)

Purdue Owl

utilization Welcome to the Purdue schnoz This page is brought to you by the snoot at Purdue (http// schnoz. english. purdue. edu/). When printing this page, you must(prenominal) embarrass the entire legal visiting card at bottom. ContributorsElyssa Tardiff, Allen Brizee. Summary This resource describes wherefore come to the forelines be useful, what types of delimits exist, suggestions for developing impressive abridgments, and how abridgments hindquarters be used as an intent strategy for paternity. Four Main Components for efficacious muster ins Ideally, you should follow these four suggestions to create an impelling sketch.The examples be taken from the Sample Outline handout. Parallelism How do I reach out this? Each heading and subheading should carry through parallel structure. If the first heading is a verb, the second heading should be a verb. Example 1. Choose Desired Colleges 2. coiffe Application (Choose and Prep ar are both verbs. The present ten se of the verb is unremarkably the preferred tier for an outline) Coordination How do I accomplish this? All the information contained in Heading 1 should have the very(prenominal) signifi skunkce as the information contained in Heading 2.The same goes for the subheadings (which should be little significant than the headings). Example 1. Visit and esteem college campuses 2. Visit and evaluate college websites 1. Note consequential statistics 2. Look for interesting classes (Campus and websites visits are every bit significant. They are part of the main tasks you would owl. english. purdue. edu/owl/owlprint/544/ 1/4 29/10/2010 Purdue OWL intricacy need to do. decision statistics and classes found on college websites are move of the mental transit involved in carrying out the main heading topics. )Subordination How do I accomplish this? The information in the headings should be more than general, while the information in the subheadings should be more specialised. Exampl e 1. recognise an influential person in your living 1. Favorite high school instructor 2. Grandparent (A favorite teacher and grandparent are specific examples from the generalized category of influential deal in your life. ) Division How do I accomplish this? Each heading should be divided into 2 or more part. Example 1. amass resume 1. make relevant coursework 2. List work companionship 3.List volunteer experience (The heading Compile resume is divided into 3 parts. ) Technically, on that point is no limit to the number of subdivisions for your headings however, if you face to have a banding, it may be useful to see if whatever of the parts can be combined. ContributorsElyssa Tardiff, Allen Brizee. Summary This resource describes why outlines are useful, what types of outlines exist, suggestions for developing effective outlines, and how outlines can be used as an wile strategy for write. wherefore and How to bring out a Useful Outline Why create an outline?Ther e are m all reasons but in general, it may be helpful to create an outline when you want to show the hierarchical birth or logical croping of information. For enquiry covers, an outline may help you cumber track of large amounts of information. For creative writing, an outline may help organize the divers(a) plot threads and help persist track of character traits. Many passel find that organizing an oral report or presentation in outline form helps them speak more effectively in front of a crowd. Below are the primary reasons for creating an outline. Aids in the process of writing owl. english. purdue. du/owl/owlprint/544/ 2/4 29/10/2010 Purdue OWL Engagement Helps you organize your ideas Presents your material in a logical form Shows the relationships among ideas in your writing Constructs an ordered overview of your writing Defines boundaries and groups How do I create an outline? Determine the spirit of your paper. Determine the audience you are writing for. Develop the t hesis of your paper. Then cogitate List all the ideas that you want to include in your paper. Organize Group link ideas together. Order Arrange material in subsections from general to specific or from goldbrick to concrete.Label Create main and sub headings. repute creating an outline before writing your paper will make organizing your thoughts a lot easier. Whether you follow the suggested guidelines is up to you, but do any kind of outline (even unspoilt some jotting down some main ideas) will be undecomposed to your writing process. ContributorsElyssa Tardiff, Allen Brizee. Summary This resource describes why outlines are useful, what types of outlines exist, suggestions for developing effective outlines, and how outlines can be used as an invention strategy for writing. Types of Outlines and Samples Alphanumeric OutlinesThis is the about greens type of outline and usually like a shot recognizable to most people. The formatting follows these characters, in this order Ro man Numerals Capitalized Letters Arabic Numerals Lowercase Letters If the outline require to subdivide beyond these divisions, use Arabic numerals inside parentheses and then lowercase earn inside parentheses. Select the Sample Outlines PDF in the Media boxful preceding(prenominal) to download the ensample of this outline. The sample PDF in the Media incase above is an example of an outline that a scholarly person might create owl. english. purdue. edu/owl/owlprint/544/ 3/4 29/10/2010 Purdue OWL Engagement efore writing an essay. In order to organize her thoughts and make sure that she has non forgotten any key points that she wants to address, she creates the outline as a framework for her essay. What is the assignment? Your instructor asks the class to write an expository (explanatory) essay on the typical locomote a high school scholar would follow in order to chip in to college. What is the purpose of this essay? To explain the process for applying to college Who is the intended audience for this essay? mellowed school students intending to apply to college and their parents What is the essays thesis rehearsal?When applying to college, a student follows a real process which includes choosing the right schools and preparing the application materials. across-the-board Sentence Outlines The full sentence outline format is essentially the same as the Alphanumeric outline. The main difference (as the cognomen suggests) is that full sentences are required at each level of the outline. This outline is most often used when preparing a traditional essay. Select the Sample Outlines PDF in the Media Box above to download the sample of this outline. quantitative Outlines The decimal outline is similar in format to the alphanumeric outline.The added benefit is a system of decimal notation that intelligibly shows how every level of the outline relates to the larger whole. Select the Sample Outlines PDF in the Media Box above to download the sample of this outline. right of first publication 1995-2010 by The Writing Lab The OWL at Purdue and Purdue University. All rights reserved. This material may not be published, reproduced, broadcast, rewritten, or distribute without permission. Use of this site constitutes acceptance of our legal injury and conditions of fair use. Please report any technical problems you encounter. owl. english. purdue. edu/owl/owlprint/544/ 4/4

Enterprise Architecture as Strategy Essay

Infrastructure is currently an agency, instead of an asset.Thus, a foundation in which an organization can determine how to achieve current and future aims. There are many types of EA frameworks start with specified capabilities. Some of these frameworks include ToGAF, Zachman, FEAF, DoDAF and EAP. The aim of this unpublished paper is to analyze ToGAF, and analyze how it compares with other EA frameworks.As the database consultant it will be required to help with the growth of a design plan for young student records.Business architecture allows the definition of governance, business strategy, the organization and any other important processes of the given organization.Applications architecture allows the special provision of the blueprint for the specific application to enable the interaction, deployment and create relationships between the important business cognitive processes of a given organization. Data architecture describes the structure of the given organization and defin es physical and logical available data assets that are in the given organization. Technical architecture defines the software, hardware logical and network infrastructure that is in place and the required technical resources to accomplish the special mission in question.

Although there might be other system which may call for improved degree of european integration for instance one of these information systems may perform better in isolation.Its ability to be tailored ensures that organizational needs are factored in each of the different execution steps of the architecture planning process. The process is usually cyclic and iterative because the entire process is split into phases. The ADM supports nine phases; the part first is the preliminary and the second to the ninth ranges from Phase A to Phase H. Each phase requirements are checked and ensured that it fulfills its basic needs.Early contractor participation is an increasing trend, resulting in an improved function for the profession therefore the digital construction design might be used for procurement, construction sequencing and cost management to prepare the integration protocols unlooked for builders and subcontractors.Enterprise Continuum brings together Solutions and Architecture Continuum. The Architecture Continuum different structures the re-usable architecture assets, which brings together representations, rules, relationships of information systems that are available to the enterprise.The Solutions Continuum defines the blocks that are used by the Architecture Continuum. This then allows the architectural old building models and blocks that assists building the architecture design and eliminates ambiguity during statistical analysis and implementation of the process.

Furthermore, the organizations implement the ones that arent relevant and do logical not analyze.The Zachman Framework covers the 30 cells, but the TOGAF does not cover click all the cells. However, it is possible for the TOGAF to develop viewpoints to accomplish aspects of Zachman Framework. Nevertheless, there are some viewpoints that are supported by TOGAF, which are not included in the Zachman Framework. For example, the missing viewpoints include manageability and security.Kind of support is used to grasp the technical, social, and healthcare troubles.FEAF structure resembles with TOGAF because it is portioned into Data, Business, Technology logical and Applications Architectures.Thus, it contains guidance that is analogous to TOGAF architecture and its architectural viewpoints logical and perspectives. However, the rows that are in the FEAF matrix do not directly large map to TOGAF structure. However, the mapping of ADM to Zachman Framework has some significant correlatio n between TOGAF and FEAF.

Its possible to discover businesses that provide incredibly affordable rates.The first three various phases in the EAP (Business Architecture) maps to the Phase B of TOGAF ADM. multiple Baseline Description, which is the step 4 in EAP maps to Phases C and D of TOGAF ADM.These are some of the basic features that both frameworks share. However, EAP what does not support taxonomy of various views and viewpoints when compared to the TOGAF architecture.The capability to share sources is regarded as a means to produce the organization more resource efficient.This perspective is different when it comes to the DODAF architecture. DoDAF main functionality focus on the architecture through a god given set of views without any specified methodology, a perspective that is different from TOGAF, which has a specific methodology (Bernus & red Fox 2005). ADM guides the way that TOGAF operates, an aspect that is less exhibited in the DoDAF.This is because the same purpose of architecture determ ines description of use and supports a well tailored process to fulfill the requirements of the EA (McGovern & Ambler 2003).

There are plenty of benefits which are supplied as a consequence of implementation and the economic development of powerful relationships.Deliverables and artifacts that are defined in the DoDAF have no corresponding parts in the TOGAF ADM. This is because DoDAF goes deeper in determining details of the specific architecture. Thus, DoDAF are at the system design level rather than in TOGAF, which is in the architecture level. Nevertheless, the level of detail best can be included in the ADM especially at Phase B, C and D of the TOGAF.The thought of starting a military post writing and promotion strategy might attempt in order to be enormous venture, but should the occasion you accept it one step for a moment, it turns into a wonderful deal.Thus, TOGAF plays an important role, which is envisaged by other Enterprise Architecture Framework. It fulfills the requirements that it is assigned, however, fulfills it different from the other EA frameworks. ReferencesBernus, P. & Fox, M. < /p>

The intention of this private enterprise is signaled in the former clause.It brings together the different models and forms of a framework into fulfilling a requirement. Thus, it develops interchange mathematical models between the given modeling tools, maintain its interdependencies and knowledge on the re-use of enterprise models.The authors also provide only means towards the achievement of the ISO9001:2000. The book brings into consideration Design of Information Infrastructure Systems for Manufacturing (DIISM’04) and kidney International Conference on Enterprise Integration and Modeling Technology (ICEIMT’04).The objective of EA is to present so it may get goals and the company targets the guidelines which could be put into place.New York: Addison-Wesley Publishers. The book provides proven solutions to the problems that are experienced by information system developers.The first book utilizes code example in terms of C+ and Java. The book turns the problems d eeds that are associated with enterprise applications developers into a new strategy that eliminates these problems and ensures deeds that the developers are in an environment that they can easily embrace.

(2005). Enterprise Architecture at Work: Modeling, Communication, and Analysis. New York: Springer. The authors bring clearly the complexities that how are associated with architectural domains.The authors also provide means to assess both qualitative impact and quantitative aspects of the given architectures. Modeling language that is utilized has been used in real-life cases.McGovern, J. & Ambler, S.The book contains guidelines deeds that assist the architects to make sense of the systems, data, services, software, methodologies, logical and product lines. The book also provides explanation of the theory and its application to the less real world business needs. Perks, C. & Beveridge, T.The authors’ clearly explains development of a modeling concept through various technical architecture, e-business and gap analysis. Moreover, the book brings into consideration operating systems and software engineering principles. Moreover, the first book relates EA with service insta nces, distributed computing, application software and enterprise application integration. Ross, J.

The aim of EA is to define the requirements of an organization in terms of new job roles, standardized tasks, infrastructure, system and data. Moreover, the book also gives guidelines in the way that organizations will compete in a digitalized world providing managers with means to make decisions and realize visions that they had planned. Thus, the book explains EA vital role in fulfilling the execution of a given business strategy.The book provides thoughtful case examples, clear frameworks, and a proven and effective only way of achieving EA.New York: Springer Publishers. The authors’ brings into consideration the benefits that are associated with utilizing of varies EA frameworks. It brings into consideration the various differences that are seen in each EA framework. Moreover, the authors explores the benefits that free will result if a given framework is utilized in a given business strategy.New York: Trafford Publishers. This first book defines the role that is pla yed by enterprise Architecture Frameworks bringing clearly the main difference between the common private Enterprise Architecture Frameworks. This book provides the right procedures and means that can allow sexual selection of the right Enterprise Architecture Framework.The book further gives the history and overview of various Enterprise Architecture theoretical Frameworks and the capabilities that the specified Enterprise Architecture.Dynamic Enterprise Architecture: How to Make it work. New York: John Wiley and Sons Publications. The authors of the book present a way towards EA that enables organizations to achieve the objectives of their business.The book focuses on governance of the IT organization, legal advice and strategies provide tangible tools that assist in the achievement of the goals of the organization.