Statistik dalam penyelidikan pendidikan Free Essays

PENDAHULUAN Tajuk ini dipilih kerana equality pengkaji hendak mengetahui tahap penggunaan Teknologi Maklumat dan Komunikasi ( TMK ) di kalangan master Sains sekolah menengah di daerah Gombak bagi memastikan kejayaan mengintegrasikan teknologi ke dalam bilik darjah. Pendidik yang berkompetensi teknologi memahami hubungan di antara fungsi asas komputer dan pembelajaran pelajar. Setiap kali suatu teknologi baru diperkenalkan dalam bilik darjah, ada pihak yang Akan menyokong dan mendakwa teknologi ini Akan merevolusikan cara master mengajar, cara murid belajar dan secara amnya keseluruhan cara pendidikan dikendalikan. We will compose a custom paper test on Statistik dalam penyelidikan pendidikan or on the other hand any comparative theme just for you Request Now Dalam abad ke-21 ini, negara menghadapi cabaran baru kesan daripada globalisasi, liberalisasi, pengantarabangsaan dan perkembangan Teknologi Maklumat dan Komunikasi ( TMK ) . Sehubungan dengan itu Malaysia memerlukan modular insan yang juga celik TMK, progresif dan mampu bersaing di pasaran kerja planetary. Oleh itu, master perlulah lebih 'capable ‘ dan 'all around educated ‘ , dimana seseorang master itu berkemampuan mengolah maklumat dan pengetahuan yang sebegitu banyak dengan ketajaman daya analisisnya dan kemampuannya untuk berfikir secara integratif dan calculated. Ini akan membolehkannya bertindak balas dengan cepat terhadap perkembangan pesat di sekitarnya. Beberapa masalah timbul mengenai pengetahuan tahap penggunaan Teknologi Maklumat dan Komunikasi di kalangan master Sains di sekolah menengah. Antaranya adalah: Sejauh manakah tahap penggunaan TMK oleh master dalam P A ; P Sains? Adakah penggunaan TMK membantu meringankan beban master dalam P A ; P Sains? Apakah faktor-faktor yang mendorong dan menghalang penggunaan TMK oleh master dalam P A ; P Sains? OBJEKTIF KAJIAN Objektif kajian ini ialah untuk: Untuk mengenalpasti tahap frekuensi penggunaan TMK oleh master dalam P A ; P Sains. Untuk mengenalpasti tahap frekuensi bentuk bahan TMK yang digunakan oleh master dalam P A ; P Sains. Untuk mengenalpasti faktor yang mendorong penggunaan TMK oleh master dalam P A ; P Sains. Untuk mengenalpasti faktor yang menghalang penggunaan TMK oleh master dalam P A ; P Sains. Untuk mengenalpasti kelebihan penggunaan TMK dalam P A ; P Sains. SOALAN KAJIAN Kajian ini dijalankan untuk menjawab beberapa persoalan mengenai tahap penggunaan TMK oleh master dalam P A ; P Sains. Apakah tahap frekuensi penggunaan TMK oleh master dalam P A ; P Sains? Apakah tahap frekuensi bentuk bahan TMK yang digunakan oleh master dalam P A ; P Sains? Apakah faktor yang mendorong peggunaan TMK oleh master dalam P A ; P Sains? Apakah faktor yang menghalang penggunaan TMK oleh master dalam P A ; P Sains? Apakah kelebihan penggunaan TMK dalam P A ; P Sains? METODOLOGI Dua teknik analisis telah digunakan dalam kajian ini, yakni yang pertama analisis deskriptif dan yang keduanya adalah analisis inferensi. Statistik deskriptif membantu mengatur, memaparkan dan menerangkan informations dengan menggunakan jadual, graf dan teknik rumusan. Terdapat lapan puluh responden, oleh itu ianya boleh diklasifikasikan sebagai sesuatu populasi. Selain daripada itu, measurement inferensi pula merangkumi teknik atau langkah yang menggunakan sampel ujikaji untuk membuat keputusan dan generalisasi terhadap sesuatu populasi. Justeru, demi memenuhi keperluan ujikaji, dua jenis analisis deskriptif telah digunakan. Analisis ini menggunakan peratus untuk menerangkan maklumat tentang latarbelakang responden seperti jantina, umur, bangsa, opysen, bilangan tahun mengajar matapelajaran sains dan latarbelakang pendidikan tertinggi. Analisis yang disertakan dalam kajian ini turut mengandungi peratus, min, sisihan piawai, mod, normal serta julat negligible dan maximal untuk menerangkan pembolehubah-pembolehubah yang telah dipilih diatas. Selain daripada itu, empat jenis statistik inferensi turut digunakan dalam kajian ini. Chi-kuasa dua digunakan untuk mengkaji hubungan antara dua pembolehubah ostensible, iaitu jantina dan bilangan tahun mengajar matapelajaran Sains. Ujikaji-T pula telah digunakan untuk menentukan min antara pembolehubah-pembolehubah tidak bersandar. Korelasi Pearson R, juga telah digunakan untuk menganalisa perhubungan di antara pembolehubah-pembolehubah tidak bersandar. Pembolehubah-pemboleh ubah yang dikaji adalah tahap penggunaan Teknologi Maklumat dan Komunikasi oleh master dalam pengajaran dan pembelajaran Sains, faktor-faktor yang mempengaruhi penggunaan Teknologi Maklumat dan Komunikasi oleh master, serta kelebihan penggunaan Teknologi Maklumat dan Komunikasi dalam pengajaran dan pembelajaran Sains. SAMPEL KAJIAN Dalam kajian ini, sampel terdiri daripada master yang mengajar mata pelajaran Sains di sekolah menengah. Sampel kajian ini dipilih secara rawak mudah yang terdiri daripada pelbagai bangsa dan agama. Persampelan rawak mudah merupakan expositions menggunakan sampel bila mana individu dalam populasi mempunyai kebarangkalian yang sama untuk dipilih. Bilangan sampel terdiri daripada 80 Pongo pygmaeus master yang mengajar dalam mata pelajaran Sains di sekolah menengah. INSTRUMEN KAJIAN Dalam kajian ini satu set soal selidik telah digunakan untuk mengumpul informations iaitu: †Bahagian A: Soal Selidik Latar Belakang Responden Bahagian B: Soal Selidik Tahap Penggunaan Teknologi Maklumat dan Komunikasi Oleh Guru-Guru Sains ( TPTMK ) Bahagian C: Faktor-faktor Yang Mempengaruhi Penggunaan Teknologi Maklumat dan Komunikasi oleh Guru dalam Pengajaran dan Pembelajaran Sains ( FPTMK ) Bahagian D: Kelebihan Penggunaan Teknologi Maklumat dan Komunikasi oleh Guru dalam Pengajaran dan Pembelajaran Sains ( KPTMK ) Bahagian A: Soal Selidik Latar Belakang Responden Bahagian An adalah soal selidik berkaitan dengan maklumat diri subjek. Antara thing yang dimuatkan untuk mendapatkan maklumat peribadi master ialah umur, jantina, bangsa dan opysen matapelajaran, Di samping itu juga, soal selidik ini berkaitan dengan sumber maklumat mengenai bilangan tahun mengajar dalam mata pelajaran Sains dan latar belakang pendidikan tertinggi. Sumber maklumat ini telah diubah suai oleh pengkaji agar bersesuaian dengan kajian yang dijalankan. Subjek diminta menandakan (/) terhadap sumber maklumat yang berkaitan dengan diri subjek. Bahagian B: Soal Selidik Tahap Penggunaan Teknologi Maklumat dan Komunikasi Oleh Guru dalam Pengajaran dan Pembelajaran Sains ( TPTMK ) Bahagian ini adalah doal selidik mengenai tahap penggunaan Teknologi Maklumat dan Komunikasi terhadap subjek yang dikaji. Alat kajian ini sebenarnya menguji tentang kekerapan tahap penggunaan Teknologi Maklumat dan Komunikasi subjek dalam Masa seminggu dan juga tahap kekerapan penggunaan peralatan, perkakasan atau perisian yang dibekalkan semasa pengajaran dan pembelajaran Sains. Responden dikehendaki menjawab dua puluh Lima soalan dengan menggunakan dua pilihan jawapan iaitu ya atau tidak. Bahagian C: Faktor-faktor Yang Mempengaruhi Penggunaan Teknologi Maklumat dan Komunikasi oleh Guru dalam Pengajaran dan Pembelajaran Sains. ( FPTMK ) Bahagian C adalah soal selidik berkaitan dengan faktor-faktor yang mendorong dan menghalang penggunaan Teknologi Maklumat dan Komunikasi oleh master dalam pengajaran dan pembelajaran Sains. Dalam bahagian ini juga, responden dikehendaki menjawab Lima puluh soalan dengan menggunakan dua pilihan jawapan iaitu ya atau tidak. Bahagian D: Kelebihan Penggunaan Teknologi Maklumat dan Komunikasi oleh Guru dalam Pengajaran dan Pembelajaran Sains. ( KPTMK ) Bahagian D pula, merupakan soal selidik berkaitan dengan kelebihan penggunaan Teknologi Maklumat dan Komunikasi oleh master dalam pengajaran dan pembelajaran Sains. Bahagian ini terbahagi kepada dua kumpulan soalan. Responden dikehendaki menjawab soalan dengan menggunakan dua pilihan jawapan iaitu ya atau tidak. PEMBOLEHUBAH KAJIAN Pembolehubah bebas dalam kajian ini ialah umur, jantina, bangsa, bilangan tahun mengajar dan latarbelakang pendidikan tertinggi. Manakala pembolehubah bersandar adalah tahap penggunaan TMK dan faktor-faktor yang mempengaruhi serta kelebihan penggunaan TMK. Soalselidik ini terbahagi kepada empat bahagian iaitu Bahagian A, B, C dan D. Bahagian A mengandungi pembolehubah-pembolehubah di bawah: Jantina Umur Bangsa Opysen Pengalaman mengajar matapeajaran Sains Latarbelakang Pendidikan Tertinggi Dalam kajian ini terdapat satu set borang soal selidik yang mengandungi tiga bahagian iaitu Bahagian A, Bahagian B, Bahagian C dan Bahagian D. Dalam Bahagian A, soal selidik latar belakang responden digunakan untuk mengumpul maklumat daripada responden, bilangan tahun mengajar dan latarbelakang pendidikan seperti yang dipaparkan di atas. Bahagian B pula, adalah soal selidik berkaitan dengan tahap penggunaan TMK master dalam pengajaran dan pembelajaran Sains. Soal selidik tentang tahap penggunaan TMK ini terdiri daripada thing yang berkaitan dengan tahap kekerapan mengunakan TMK dalam seminggu semasa sesi pengajaran dan pembelajaran Sains. Selain itu, thing berkaitan dengan kekerapan menggunakan peralatan, perkakasan atau perisian TMK dalam Masa seminggu. Bahagian C, adalah berkaitan dengan faktor-faktor yang mempengaruhi penggunaan TMK oleh master dalam pengajaran dan pembelajaran Sains. Dalam bahagian ini thing yang terdapat dalamnya adalah berkaitan dengan faktor mendorong dan menghalang responden dalam menjayakan pengajaran dan pembelajaran Sains dengan menggunakan TMK. Bahagian D, adalah mengenai kelebihan penggunaan TMK oleh master dalam pengajaran dan pembelajaran Sains. Bahagian ini terdiri daripada 50 soalan tertutup yang memerlukan responden menjawab ya atau tidak. Soalan - soalan yang dikemukankan merangkumi, kebaikan dan kelebihan TMK dalam meringankan beban master dengan menjimatkan Masa, tenaga dan coss dalam penyediaan sesi pengajaran dan pembelajaran Sains. LATARBELAKANG RESPONDEN Thing dalam bahagian

Family Centered Approach

The family place approach accepts a child’s family is imperative to the psychological and social advancement abilities. Our family characterizes who we are as an individual and periodically is an impression of self. Our family characterizes culture, prudent, race, qualities and convictions. A child’s first educator is the guardians, and without parental direction a kid would need significant aptitudes to get effective in the public eye. In this paper I need to clarify how instructors and guardians can function connected at the hip to advance alluring practices in preschools in study hall and in home setting.The center to the teacher in family focus approach isn't just the youngster, yet on the family all in all. Connection One significant conduct I need to examine is connection. Connection is a feeling that a kid will understanding inside its first long stretches of life and proceeded all through as long as its can remember range. We frequently partner connection with t he heart, however it is a lot of required for the improvement of the brain, or scholarly turn of events (Gonzalez, 2009). Positive, supporting connections causes a youngster to get secure and advances a feeling of prosperity. Connections are shaped when there is trust in a relationship.Children that are mishandled and ignored grow up considering the to be as cold and unwelcoming. Sure we as a whole have our own issues of trust, yet kids that experienced childhood in an antagonistic domain make some harder memories adapting to confiding in others as grown-ups. What's more, grown-ups who were ignored and mishandled as result grow up looking for the guardian that never addressed their issues, regularly framing co-dependant connections. Others will manage the issue effectively if the individuals engaged with their lives are receptive to their requirements. Family Center methodology trains staff in youngster care focuses can have an effect in that child’s life.The outline work tha t can be utilized is called â€Å"protective factors† this is utilized to diminish the danger of misuse and disregard. Its motivation is to reinforce families and ensure youngsters. The objective of the program is to fabricate confided involved with the guardians and help them while they are experiencing troublesome occasions. This sort of connection is distinctive to what simply ordinary staff gives to a kid. Getting joined to somebody else’s youngster is an exceptionally sensitive subject. You could be the first to detect misuse, and you could likewise be that significant impact in that child’s life.It is significant, in any case, to ensure that you don't look down on the child’s guardians, or even endeavor to exceed the guardians. It is imperative to recognize those tendendencies, in the event that they do happen, put them in a safe spot. You must help the guardians. On the off chance that you look down on them, at that point you can't bolster them. Re member that your connection is significant, however it is just transitory. Be mindful and humane yet additionally keep the connection at an expert level. One of the main indications of connection and freedom in a little child is the point at which he/she starts to state the word no.The first word out of the mouths of most babies is the word NO, on the grounds that this is the word that is most said to them while they are learning their cutoff points and limits. Guardians will in general utilize the word NO in light of the fact that they think it stands out enough to be noticed and they stop for a short second. In any case, in certainty the word No is utilized so regularly the little child thinks it’s alright to state the word No for everything. We have issues with kids in our multi year old room telling the educator No and in the following breath they need what the instructor offered them. The word No is there first thing that goes to their mind.As educators we need to show t he kids when to utilize the word No at the proper occasions. Little children need the chance to figure out how to settle on decisions and perceive how their decisions influence their environmental factors. Self improvement Skills Another conduct for developing self-governance is self improvement abilities. A youngster has a characteristic interest of its environmental factors, and persistently needs to investigate. How a grown-up reacts to this will finish up the child’s conduct as a grown-up (Ramming, 2006). At the point when a kid is limited, they frequently lose their interest and eagerness to turn out to be more independent.Cultures fluctuate on whether they need their kid to be free or associated. In our American culture we need our kids to investigate and be as free as could be expected under the circumstances, we push for that. Be that as it may, is a few societies, for example, Japan, need the kid to be progressively related. The way of life would prefer the youngster to feel more like a nuclear family than a person. As an expert teacher it is critical to have a superior comprehension of culture, and to regard the guardians see focuses, regardless of whether it might be unique in relation to your own. It is difficult for a kid to have two clashing approaches.Do not end up in a contention with the parent over your place of perspectives, yet practice great relational abilities. Self improvement abilities are significant in the life of a little child. We can let Children learn self improvement abilities are by letting them feed themselves with a spoon or put on their own shoes to assist them with picking up control and build up their self improvement aptitudes. A little child needs to be in charge of things around them. As educators we have to urge little children to do things that they can accomplish for themselves. Babies are learning new things regular and need to utilize what they figure out how to deal with their environment.For model: youngst ers need to figure out how to alternate with toys and what it feels like when a kid takes a toy from them. As an instructor we can request that the youngster share with their companion and discover times when the companion can impart to them. This will show the kid that they have power over sharing and by sharing, companions will impart to them. A kid needs numerous decisions for the duration of the day to assist them with picking up the trust in her self improvement aptitudes. This mentality of cooperation causes the baby to feel somewhat less insubordinate in light of the fact that the grown-up is once in a while observed as an accomplice as opposed to as an adversary.This gives the youngster strengthening over their environmental factors. Strengthening Self assistance abilities are an approach to cause a kid to feel engaged. Strengthening is a method of causing the youngster to feel part as and that he/she is deserving of regard (Yoo,2010). It is imperative to permit a youngster to be as autonomous as could reasonably be expected. A model would permit a youngster to eat finger nourishments, and taking care of herself. Sure it will be muddled until the youngster gets more seasoned and figures out how to be slick, yet this permits the kid to feel more in charge of her world.Giving the kid picks with respect to what to wear, and eat is a methodology that is assume to assist the kid with learning to make picks throughout everyday life. With decisions you likewise need as far as possible on what will and won’t be acknowledged. Youngsters will regularly test limits. That is the reason when a parent set limits they should consistently stay predictable. Not being reliable with limits just tells that youngster that it isn’t a genuine cutoff, and if the kid is steady enough the kid will get his/her way. Giving security and strengthening to a kid you should set cutoff points and stick to them.Family Center Program likewise gives the families picks. Like what exercises they need to seek after, by they way they need to be included, and what sort of help they need, are only a few models. This program, center around the families needs and not on what the program feels they need. This sort of strengthening has been demonstrated to be effective and there is more investment with the families. Ace Social Skills It is likewise significant that families and instructors show youngsters social aptitudes. The previous they begin associating with other youngsters the simpler it is for them in the long run.It is additionally important to train a kid decent critical thinking abilities (McArthur, 2002). The must figure out how to cooperate with youngsters, yet in addition how to look after connections. Another approach to introduce this into youngsters is by showing them how to assist and be a piece of something. It causes the kid to feel significant and that they have a place with something. Another great method to show a child’s social-apt itudes is by having acceptable good examples throughout its life. Youngsters will learn and adjust to their condition. It is imperative to have the youngster encircled by individuals who has confidence that things will work out and that life has meaning.It is significant for families to enable the kid to build up an awareness of other's expectations and learn authority aptitudes as well as follower’s abilities. Confidence Often times in our general public we accept that a youngster may have â€Å"self regard issues†. We imagine that all the youngster needs is to be elevated or offered praises and acclaims. As frequently, there are clashed speculations on where confidence gets from. Some scholar will say that regard originates from â€Å"nature†, for example, a human researcher that will reveal to you that regard in type of our â€Å"DNA† while others, for example, Marxists will depict self, for example, social-monetary or â€Å"nurture†.However, in my exploration I will portray self corresponding to associations with individuals, since that is the â€Å"self† that is regularly broken, and the one in particular that can be fixed. An infant's involvement in self creates at an early age. Regularly the impression of the parental figure or the picture of themselves in the mirror is their first encounters (Luxmoore, 2010). Later on the child will reflect â€Å"self† without the need of someone else. Connections are significant in building up a youngster's confidence right on time through life.Poor child rearing can influence the child’s advancement of self. Time after time do we hold up until a kid is 14 or 15 when an expert attempts to engage with â€Å"self regard issues† and the harm has been finished? An excess of anguish has occurred for another grown-up to have an effect on the kid's life. Regularly children’s encounters that manage â€Å"self esteem† ventures into the kid's condition . At the point when a youngster's confidence is low, their emotions towar

5 Signs That Your Common App Personal Statement is Done

5 Signs That Your Common App Personal Statement is Done 4 Signs that Your Common App Personal Statement is Finally DONE 4 Signs that Your Common App Personal Statement is Finally DONE We here at College Essay Advisors believe that the college essay is the most important essay you will ever write. In fact, we’ve spent over a decade perfecting the process of crafting a compelling college essay. Therefore, we know exactly what signs to look for to know that your essay is the bomb (do people still refer to things as “the bomb”?). So, before you wipe up the blood, sweat, and tears, make sure that you recognize these 5 signs in your own essay. 1. It answers one of the prompts and is within the word limit. I know what you’re saying… “duh”. Of course your essay has to answer one of the prompts and stay within the word limit. You’d be surprised at how often students will write awesome essays that just don’t answer the prompts. Yes, we’re always saying “the prompts don’t really matter,” but they kind of do a little bit. 2. You are the only person who could  have written it. Write an essay that’s uniquely you. If anyone else could put their name at the top of your essay and have it still make sense, it could probably still use some work. If your essay tells a story that is important to you and 100% reflects who you are and no one else, then you’re probably well on your way to hitting the “submit” button. 3. Its  honest. Honesty is absolutely the best policy when it comes to writing your college essay. Make sure to be true to yourself and let admissions accept you for who you really are. 4. It leaves the reader wanting more. Your goal is to leave a lasting impression with  admissions officers.. You want them to want to meet you. This can be accomplished through executing a deft conclusion, choosing the right topic, maintaining a personal tone and so much more. About Rebecca SemenetzView all posts by Rebecca Semenetz » Want an expert to take a look at your essay? We're waiting for your call! GIVE US A RING »

Content, Themes, Diction and Imagery of Eliots Poems Essay

The Content, Themes, Diction and Imagery of The Love Song of J. Alfred Prufrock, Portrait of a Lady, Rhapsody on a Windy Night and Preludes The Love Song of J. Alfred Prufrock, Portrait of a Lady, Rhapsody on a Windy Night and Preludes deal with the psychological impasse of the sensitive person from whom life has been withheld. Both Prufrock and Portrait of a Lady depict self-conscious, philosophical characters who are unable to act and dare not chance acting. As portrayed in Prufrock the character is hesitant and determines action as risky and difficult: Do I dare Disturb the universe? (45-46). In The Love song of J. Alfred Prufrock, the character Alfred Prufrock is struggling with the concept of†¦show more content†¦In both Prufrock and Portrait of a Lady the male observers are men of thought and not action. Their intellectualism has made both characters emotionally and physically impotent. In this sense thought appears to oppose action, of the emotional or physical type. The pair in Portrait of a Lady have become allied through a snobbish interest in music (the bored young man describes satirically a long-haired virtuoso in a Chopin recital). On the pretext of this intellectual sympathy the lady attempts to compose emotional harmony between them, which is wearisome and unattractive to her companion. He is detached and hears in the yearning music of her voice the tedious windings of the violins, cracked cornets and to his irritation and lack of emotional sympathy, a dull tom-tom in his brain begins Absurdly hammering a prelude of its own. Emotional impotence penetrates Eliots early poetry. The unemotional smile of the man in Portrait of a Lady towards the high society lady who is attempting to reach out emotionally to him despairingly, displays the extent of the observers detachment. Ah, my friend, you do not know, you do not know What life is, you who hold it in your hands; (Slowly twisting the lilac stalks) †¦ (44-46) I smile, of course, And go on drinking tea. (51-52). The observers within Eliots poetry are passionless andShow MoreRelatedSocieties Effects quot;the Love Song of J. Alfred Prufrockquot;1194 Words   |  5 PagesSociety gives us a set of unspoken rules and regulations that must be abided by or else society becomes ones own worst enemy; thus is Eliots message in his poem, The Love Song of J. Alfred Prufrock. This poem has been given a cynical voice in which Eliot tries to convey his message of modern society and its expectations. He is in a position in which he knows what the flaws in society are but does not have the courage or the ability to convey the message to the rest of the people. He fears whatRead MoreModernist Elements in the Hollow Men7051 Words   |  29 PagesEliot, who always believed that in his end is his beginning, died and left his verse full of hidden messages to be understood, and codes to be deciphered. It is this complexity, which is at the heart of modernism as a literary movement, that makes of Eliot’s p oetry very typically modernist. As Ezra Pound once famously stated, Eliot truly did â€Å"modernize himself†. Although his poetry was subject to important transformations over the course of his career, all of it is characterized by many unifying aspectsRead More Societies Effects as Indicated in The Love Song of J. Alfred Prufrock1765 Words   |  8 PagesSocieties Effects As Indicated in The Love Song of J. Alfred Prufrock Society gives us a set of unspoken rules and regulations that must be abided by or else society becomes ones own worst enemy; thus is Eliots message in his poem, The Love Song of J. Alfred Prufrock. This poem has been given a cynical voice in which Eliot tries to convey his message of modern society and its expectations. He is in a position in which he knows what the flaws in society are but does not have the courage orRead MoreChanging Characteristics of Poetry from Modern to Romantics3272 Words   |  14 Pagesand beauty play very important role in Romantic poetry. Victorian poetry is different from Romantics because its themes are about Victorian age, which is influenced by democracy, evolutionary sciences and industrial revolution. After that the Modern age comes and its themes and style of writings are entirely different from Romantic and Victorian poetry. Modern poetry has its own themes such as, isolation, anxieties and dissilliounment of modern man in the time of post-World war. This paper aim toRead More Prufrock in the poem The Love Song of J Alfred Prufrock Essay3665 Words   |  15 PagesPrufrock? Refer to examples from the poem to support your opinion. Answer It is obvious that the excessive and obsessive reflection of self that Prufrock undergoes in the poem, The Love Song of J Alfred Prufrock written by T.S. Eliot, prevents him from living to his true potential, and this is shown through the poet?s language and his use of poetic devices. ?The Love Song of J. Alfred Prufrock? has some immaculate imagery. T.S. Eliot uses figurative diction to create almost cinematic imagesRead MoreANALIZ TEXT INTERPRETATION AND ANALYSIS28843 Words   |  116 Pagesthis way serves to clarify its master. It is only fitting, therefore, that at Roderick’s death the melancholy House of Usher should collapse into â€Å"the deep and dank tarn†. 5. SETTING AS A MEANS OF REINFORCING THEME. Setting can also be used as a means of reinforcing and clarifying the themes of a novel or a short story. In Hardy’s Return of the Native, for example, Egdon Heath not only serves as antagonist and as a means of creating and sustaining atmosphere, but also as a way of illustrating Hardy’s

social security Essay - 1234 Words

In reading the book â€Å"Social Security and the Family† I learned a lot about the system that I had no idea about before. The book was fact filled and almost fun to read the need to know information. I gained much knowledge in the specifics of why the social security system is in need of reform, and why it will be inadequate in the years to come. One of the reasons our social security system isn’t working is because, â€Å"Social Security was modeled on the single-earner, married-couple family† (1). Times have changed dramatically since then. nbsp;nbsp;nbsp;nbsp;nbsp;When assessing the issues and current structure of the security system for change, â€Å"Four elements characterize the objectives of most tax expenditure programs, including Social†¦show more content†¦This absolutely violates the principle of horizontal equity. nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;The fourth and final objective discussed is efficiency, â€Å"which translates into trying to achieve the greatest good for lowest cost. One measure of efficiency is whether the effect of additional earnings on lifetime benefits of a couple is the same when only on spouse works and when both spouses work† (182). This also stems back into our class discussions in the subject of economic efficiency and how being most efficient when the consumer (Social Security beneficiary) and the producer (Social Security system funds) are both at a surplus. Before reading the books I never anticipated being able to connect it to the Public Policy class so readily. More importantly these policies mustn’t be overlookednbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp; . nbsp;nbsp;nbsp;nbsp;nbsp;The central argument of the book is to solve the problem of insufficient funds. 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Research Proposal on the Impact of Motivation on Employee Job Performance Free Essays

People within an organization are harmoniously working together to satisfy one certain goal, whether short or long-term goal. The organization, as the collection of people, are expected to be deliver the best assets that they have which are the people bearing the knowledge and skills suitable to their position in the organization. Through the desirable performances of the employees, the organization can realize the competitive advantage in the market and among their competitors. We will write a custom essay sample on Research Proposal on the Impact of Motivation on Employee Job Performance or any similar topic only for you Order Now Background and Statement of the Problem It’s very optimistic to assume that every organization can compete according to their strategies and obtaining the competitive advantage. In an industry where the uncertainties are freely roaming, the growth and success of the business is completely threatened.With the help of the valuable players, who are the employees, the organization still has their option and chance towards the future success. The most appreciated approach in an industry other than training and development is through the use of motivational approaches that almost all of the organizations, in whatever size or type, used to apply (Byham and Moyer, 2005). Considering the fact that the motivational approaches can drive the job performance of an employee, what would be the other impact that it might create in the employee, itself?Research Aim and Objectives The study aims for assessing the impact of motivation on the job performance of an employee. To decipher the impor tant ideas regarding the area of motivation, there are three objectives that can serve as the propeller of the study. First is to determine the concerns of motivational approach as well as its true purpose within an organization. Second is to determine the benefits and drawbacks brought by the motivational approach in the entire organization, particularly among the employees.And third is to measure the effectiveness of the motivational approaches in answering the challenges in an organization and satisfying their goals. Literature Review From the previous studies regarding the motivational approaches and its impacts on various business dimensions, it deliberately identified that organizational involvement and commitment can be the other factors that might contribute to the overall job performance of the employees. Motivational approaches definitely satisfy the needs of the employees and in return, the employee repays it through their hard work.Identifying the needs and answering it is the most basic approach of every organization to earn the organization commitment of the employees (Chughtai, 2008) . With the good employer-employee relationship, an employee’s performance can be only manifested on the organizational effectiveness. In the implementation of the motivation across the organization, it allows the individuals to focus on the development of their work, in terms of behavior, skills and knowledge, ethics, and effectiveness.It is also defined that motivational approaches tend to energize the workforce which can result in their expected job performance (Byham and Moyer, 2005). In addition, the motivational processes increases or influences the job performance and other work outcomes of an individual that can reach to the employees’ outmost performance and even their job satisfaction (Strain, 1995; Chughtai, 2008). On the other hand, some study contradicts that the information regarding the effectiveness of motivational approaches in building the employee performance.The performance is based on the perception and choice of an individual and it can be only achieved if the skills and knowledge are suitable to the position of the employees (Christensen and Wright, 2009). However, the idea regarding t he continuous training and development within the workforce is not set aside. In fact, even if an employee manages to handle all the challenges and there are still rooms on their abilities that should be improved. MethodologyThe study will apply the same method previously implemented by Byham and Moyer (2005) which is the use of the motivation assessment test and motivation assessment inventories. The motivation assessment test is adopted to measure the individual’s work-related issues such as the things that an individuals’ likes and dislikes regarding the area of their work that can, at least, affect their decision. On the other hand, the motivation assessment inventories which is almost similar to the tests, only not ocusing on decision making but in relation to the employees’ nature of work and how do they feel on the motivational approach of the organization. The motivational tests and inventories can be determined through the use of survey around the organization and can duly determine the impact of the motivation in establishing the job performance of every employee.References: Byham, W. , Moyer, R. , 2005. Using Competencies to Build a Successful Organization [Online] Available at:http://www. ddiworld. om/pdf/ddi_usingcompetenciestobuild_mg. pdf[Accessed 10 June 2010] Christensen, R. , Wright, B. , 2009. The Effects of Public Service Motivation on Job Choice Decisions: Exploring the Contributions of Person-Organization Fit and Person-Job Fit [Online] Available at:http://www. pmranet. org/conferences/OSU2009/papers/Christensen,%20Robert%20K%20and%20Wright,%20Bradley%20E. %20%20The%20Effects%20of%20Public%20Service%20Motivation%20on%20Job%20Choice%20Decisions. pdf[Accessed 10 June 2010]. Chughtai, A. 2008. Impact of Job Involvement on In-Role Job Performance and Organizational Citizenship Behavior, Journal of Behavioral and Applied Management, Vol. 9, No. 4 [Online] Available at:http://www. jbam. org/pubs/jbam/articles/Vol9/no2/JBAM_9_2_4. pdf[Accessed 10 June 2010]. Strain, C. , 1995. Need for Autonomy as a Moderating variable in the Model of the Determinants of Salesperson Performance. [Online] Available at:http://www. sbaer. uca. edu/research/swma/1995/pdf/08. pdf[Accessed 10 June 2010]. How to cite Research Proposal on the Impact of Motivation on Employee Job Performance, Essays

Mononucleosis Essay Example For Students

Mononucleosis Essay Mononucleosis is an infectious disease of humans in which the blood andtissues contain mononuclear leukocytes (white blood cells with only one nucleus),either monocytes or lymphocytes. An infectious disease is a disease that cangive you an infection, can be transmitted by infection without actual contact,or can be caused by a microorganism. All species of animals are afflicted withinfections caused by a wide variety of organisms, from submicroscopic viruses towormlike parasites. When a person has an infectious disease like mono theorganism gains access to the patients body, survives, and then multiples. Next,the patient gets the symptoms. Then the patient may die or recoverspontaneously, or the infection may respond to specific therapy. Often there isan immunity. Infectious diseases have strongly influenced the course of historyon Earth. The organisms responsible for human infections are viruses. Virusesare simple life forms consisting of nucleic acid, encoding genetic information ,a nd surface components of protein that enable them to enter cells. Viruses areunable to multiple outside of cells. Mono is found in the DNA in the body. Another name for mononucleosis is glandular fever because of the fever andswelling of the lymph nodes throughout the body. What causes mononucleosis isthe Epstein-Barr virus (EBV), which is like herpes. The herpes virus alsocauses some cases of mono and other diseases. Mono usually occurs in adults 15to 30 years old, but is known to appear at any age. Mono symptoms include fever, chills, fatigue, malaise, sore throat,head-aches, swelling of the lymph nodes (noticeable in the neck), and skinrashes. Liver inflammation may occur. Also, swelling of the upper eyelids is acommon symptom. In some cases blood may be found in the urine. The throat isoften red; a membrane, white to dark gray in color and resembling that ofdiphtheria, may be present. In many cases there is a petechial rash on the softpalate. Mono is mostly transmitted by oral contact with exchange of saliva,that is why it is sometimes known as the kissing disease. Sharing a cup isanother way to get mono. It is not highly contagious. The incubation period isthought to be about 30 to 40 days. In about two/thirds of the patients thespleen is enlarged. The illness is mild to moderate, death is rare, but in somecases a patient may die of rupturing the spleen. A rash consisting of smallhemorrhages or resembling measles or scarlet fever sometimes appears. Also,pneumonia occurs in about 2 percent of the infected patients. Although,involvement of the liver occurs almost in all the patients, but severe diseaseof the liver is rare. Encephalitis, meningitis, or peripheral neuritis occursuncommonly. Death has followed encephalitis. While having mono, the heart israrely affected. During the illness antibodies develop. One way to detect this is by thePaul Bunnell test. The diagnosis is made by studying the blood. A sample ofthe serum (clear liquid) of the patients blood is mixed with sheeps blood. Ifthe patient has the disease, the sheeps blood cells will stick together. Thereis no treatment, but bed rest is suggested depending on the seriousness. Medical care is for relief of symptoms and prevention of secondary infections. Mono usually lasts for about a week or two or sometimes it may persist forseveral weeks, especially when the liver or nervous system is affected. Arelapse occurs uncommonly, and second attacks are probably very rare. Recoverymay take several months. The disease known as Chronic Fatigue Syndrome, oryuppie disease resembles mono. For a while the Chronic Fatigue Syndrome wassuspected of also being caused by EBV, but this theory has been discounted. .uf3974d047f0c2af77142ab8e3bcf9039 , .uf3974d047f0c2af77142ab8e3bcf9039 .postImageUrl , .uf3974d047f0c2af77142ab8e3bcf9039 .centered-text-area { min-height: 80px; position: relative; } .uf3974d047f0c2af77142ab8e3bcf9039 , .uf3974d047f0c2af77142ab8e3bcf9039:hover , .uf3974d047f0c2af77142ab8e3bcf9039:visited , .uf3974d047f0c2af77142ab8e3bcf9039:active { border:0!important; } .uf3974d047f0c2af77142ab8e3bcf9039 .clearfix:after { content: ""; display: table; clear: both; } .uf3974d047f0c2af77142ab8e3bcf9039 { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .uf3974d047f0c2af77142ab8e3bcf9039:active , .uf3974d047f0c2af77142ab8e3bcf9039:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .uf3974d047f0c2af77142ab8e3bcf9039 .centered-text-area { width: 100%; position: relative ; } .uf3974d047f0c2af77142ab8e3bcf9039 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .uf3974d047f0c2af77142ab8e3bcf9039 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .uf3974d047f0c2af77142ab8e3bcf9039 .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .uf3974d047f0c2af77142ab8e3bcf9039:hover .ctaButton { background-color: #34495E!important; } .uf3974d047f0c2af77142ab8e3bcf9039 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .uf3974d047f0c2af77142ab8e3bcf9039 .uf3974d047f0c2af77142ab8e3bcf9039-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .uf3974d047f0c2af77142ab8e3bcf9039:after { content: ""; display: block; clear: both; } READ: Existentialism Essay By Jean Paul SartreStill no cure or therapy has been found to help us with the infectious diseasecalled mononucleosis. Category: Science

SWOT analysis of Japan free essay sample

Japan Strength Abundant entertainment Tokyo provides a range of attractions for visitors looking for authentic Japanese culture, numerous shops, restaurants, museums, art galleries, and sightseeing, including modern buildings and historic architecture. Centre for business Tokyo is a global business hub, including international conventions. Tokyds stock exchange is one of the worlds big three stock exchange Weakness Expensive Though Japan has experienced deflation in recent years, prices in Tokyo are still much higher than in other Asian countries. Also public transportation and accommodation are expensive. Few Direct International Flights Most international flights arrive at Narita International Airport. Tourists are required to take a one hour train ride from the airport to get to the city. Only 11% of visitors arrive at Tokyo Haneda International Airport. Opportunities Growing Inbound A large increase in the number of international visitors is expected to grow over the next three years. Supported by growing economies, an increasing number of Asian travelers will spend on premium standards Luxury Hotels A fall in the price of land, a large increase in international travellers and MA among domestic hotels that are facing financial difficulties will provide opportunities for global luxury hotel operators. We will write a custom essay sample on SWOT analysis of Japan or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Threats Low priced trips to neighbours Prices of travel packages to Japans neighbouring countries are falling. The number of direct flights from local airports to Seoul will increase. Weekend holidays to Seoul will become more appealing Declining Population Travelling within the USA is threatened by a decrease in the national population. decrease in the travelling population (people travelling to the country to have a hoilday).

Analysis of Elizabeth Keckleys Behind the Scenes Essay Example

Analysis of Elizabeth Keckleys Behind the Scenes Essay Example Analysis of Elizabeth Keckleys Behind the Scenes Paper Analysis of Elizabeth Keckleys Behind the Scenes Paper Brian Lindner Research Writing 109:2 Mrs. Linda Clary 6 October 2010 Analysis of Elizabeth Keckley’s Behind the Scenes The American Presidents have a distinct aura that surrounds them and covers their true identity with a faulty exterior, only portraying stoic, standup men. Elizabeth Keckley in her memoir Behind the Scenes gives us an inside look at President Lincoln and his wife Mary Todd Lincoln, as well as a look into her own life. Elizabeth Keckley was a black slave who bought her freedom, and worked for rich families as a seamstress, including working in the White House for Marry Todd Lincoln. She became close friends with Mrs. Lincoln and one of her only confidantes in the time after President Lincoln was assassinated (Dasher-Alston 1). In her piece Keckley explains how she sees the Lincolns at some of the best times that they have while in the White House as well as some of the worst times they have. Keckleys memoir gives us a deep look into three fascinating people’s true characteristics that would almost be unknown otherwise: Abraham Lincoln was a fun-loving, uncomplicated, caring man; Mary Todd Lincoln was an irritable, brash, strong woman; and Elizabeth Keckley was a hardworking, honest, and loyal woman. Abraham Lincoln gives off the appearance that he is always conducting himself with the up-most character and decorum, nearly always being pictured standing tall with his black suit and top hat however, this is not the case Mr. Lincoln was a fun-loving, uncomplicated man. He seems very relaxed at times almost like any other hard working man of that time. Keckley Lindner 2 accounts of a time where she was helping Mrs. Lincoln dress and he comes into the room: â€Å"Mr. Lincoln came in, threw himself on the sofa, laughed with Willie and little Tad, and commenced pulling on his gloves, quoting poetry all the while† (Keckley 178). Mr. Lincoln was also a simple man with simple pleasures. He owned two pet goats which he loved almost as if they were his own children. Lincoln is describing his goats to Keckley one afternoon and he says, â€Å"Madam Elizabeth, did you ever before see such an active goat? . . . [h]e feeds on my bounty, and jumps with joy. Do you think we could call him a bounty-jumper? But I flatter the bounty-jumper. My goat is far above him† (Keckley 179). In comparison many things are far above bounty-jumpers but to say that his goats can even compare to humans shows his love and shows how he treats them as if they were humans. Bounty-jumpers were men who accepted the cash bounty offered for enlisting in the civil war and then deserted (bounty jumper 1). Mr. Lincoln loved these simple pleasures in life; he was a fun-loving, uncomplicated man. Along with these fun characteristics he was also a caring man. He loved his children and his wife and kept them first in his life, but also had a kind word for all he came in contact with. Keckley gives examples of how President Lincoln laughs with his children, and would be outside playing with his children, and the fun they would share together playing with the pet goats (Keckley 178-79). It shows a lot into the character of the president that as busy as he was he made time for his children. He also treated his wife with an unconditional love. He complimented her and different times recited poetry to her. One instance President Lincoln said, â€Å"I declare you look charming in that dress. Mrs. Keckley has met with great success† (Keckley 178). The President used this playful use of poetry to both compliment his wife and be the romantic poetic husband every woman longs for. Lindner 3 The woman behind the great man was an irritable, brash woman. Mrs. Lincoln expected the best and sometimes perfection from the people she was around. When Keckley was being hired she remembered being in a room with three other dress makers waiting to be interviewed (Keckley 177). Keckley was the last to be seen as all the others could not meet the near perfect requirements that Mrs. Lincoln had set forth. She also made very brash, hasty decisions at different points. Keckley explains this brashness saying, â€Å"After Willie’s death, she could not bear the sight of anything he loved, not even a flower. Costly bouquets were presented to her . . . and [she] either placed them in a room where she could not see them, or threw them out the window† (Keckley 180). This quick, almost inconceivable action of throwing a gift out the window was an almost normal action for Mrs. Lincoln. Behind this brash, irritable exterior was a strong mother, who put up this front to hide pain and suffering. Mrs. Lincoln lost saw the death of one of her child and her husband cut short both of their lives. Following the death of Mr. Lincoln, one of the toughest things to deal with her son Tad pleads with her not to cry, because if he were to hear his mom crying he also would cry and break his heart. Mrs. Lincoln then calmed herself and hugged held her child (Keckley 183-84). Mrs. Lincoln in the time that she was suppose to be getting consoled put her son first, stopped crying, and put his needs before her own. Elizabeth Keckley was a hard working, honest woman. She worked hard to become the dress maker for the first lady. Keckley tells of a time when she was making a dress for Mrs. McClean one of her first customers, and she promised the dress would be made by Sunday. Keckley worked night and day working on that dress saying, â€Å"I would undertake the dress if I should have to sit up all night- every night, to make my pledge good† (Keckley 175). Keckley Lindner 4 did have the dress made by the deadline date keeping her word. It was this hard work and determination that led to her being the White House dress maker. Keckley was also a loyal friend to Mrs. Lincoln as well as her dress maker. She cared for her and Mrs. Lincoln trusted and confided in her. On the night that President Lincoln was shot, Keckley was overwhelmed with concern both for the President but also for Mrs. Lincoln. Keckley says, â€Å"I could not sleep. I wanted to go to Mrs. Lincoln as I pictured her with grief . . . and I must wait till morning (Keckley 182). Her first thoughts as often as they were, were not on herself and what this would mean for her career no longer being in the White House, but for her dear friend Mrs. Lincoln and the pain and grief she must have been going threw at this tragic time. Elizabeth Keckley takes us inside the White House, seeing the characters of Mr. and Mrs. Lincoln in a way that would otherwise be unknown, but in her telling us about them she also gives us great detail into her own life and the amazing woman she is. Abraham Lincoln will be remembered as a fun-loving, simple, and caring man, while Mrs. Lincoln will be remembered as brash, irritable, but ever so strong. Elizabeth Keckley who otherwise may be another unknown White House worker will be known for her hardworking, honest, and loyal ways. Beneath all these characters faulty exteriors lies a true interior that only a few can know, and because of Elizabeth Keckley, Mr. and Mrs. Lincoln are now seen in a different way. Lindner 5 â€Å"bounty jumper. † Def. 1. yourdictionary. com. Wiley, 2010. Web. 6 Oct. 2010. Dasher-Alston, Robin M. â€Å"Elizabeth Hobbs Keckley. † Voices From the Gaps. University of Minnesota, 6 Dec. 1998. Web. 6 Oct. 2010. Keckley, Elizabeth Hobbs. Behind the Scenes. Ed. Jay Parini. New York: Norton, 1999. Print.

Ethics and Corporate Social Responsibility Case Study - 1

Ethics and Corporate Social Responsibility - Case Study Example The study also aims to assess the impact of these strategies on stakeholders of the company, namely customers, employees and promoters of the brand. The paper tries to establish that the strategy of sustainable development has led to growth of customer base, increased customer retention and has been an overall benefitting investment for the company. Best Buy, through low prices and big discounts, has been attracting several customers, but its policies on sustainable development has also garnered goodwill and increased brand equity. The company uses the policy of recycling of e-waste to increase chances of return sales as well as helps in conserving the environment through sustainable strategies (Luo and Bhattacharya, 2006). Hence, in the study, the effort of Best Buy to implement its sustainable development policies and their impact on the brand has been critically examined. In 1966, Richard Shulze had opened a very  small business  at St. Paul in Minnesota, called  Sound of Music. In the next 17 years, the small store of Shulze had gradually grown into a multi-million dollar firm. By 1983, Sound of Music had changed its name to Best Buy Corporation, Inc. The first superstore opened up in Burnsville, Minnesota, under the new name. The store began selling more brands and appliances. It also started offering central service as well as warehouse distribution. In the nineties, Best Buy was the pioneers to offer newest technology such as, DVDs and HD TVs. By 1999, Best Buy and Microsoft had collaborated for mutual promotion. This has also led them to offer a two for one stock split. Best Buy operates through two business segments, Domestic and International. The  financial security  of Best Buy relies on its stores, Magnolia Audio Visual Stores and the Geek Squad. Between the year 2005 and 2008, Best Buy wanted to achieve a higher income rate than earlier. Four strategies that

Nursing sensitive outcomes Essay Example | Topics and Well Written Essays - 1000 words

Nursing sensitive outcomes - Essay Example Variables studied under this paper vary from the sophisticated constructs comprised of a combination of nurse and patient variables mediated by the 'Nursing Role Effectiveness Model (Doran et al, 2002) derived as per the researchers from Nursing Economics, 1998: 16; 58-64; 87. The same complexity of variables is derived from Titler et al, 2006, wherein the researchers utilize a construct model comprised of patient characteristics, clinical conditions, nursing unit characteristics and medical, pharmacy and nursing interventions related to the outcome of discharge disposition. Other less complexly structured but as legitimate variables studied herein are nurses' spirituality (Chung et al, 2007), nurses' effective usage of physical touch in care (Rombalski, 2003) and special nursing intervention practices such as slow-breathing relaxation exercise as a prelude to the usage of opioids as a means to pain management during chest tube removal for patients who had undergone coronary bypass s urgery (Friesner et al, 2006). The paper shall now study the degree of effectiveness as assessed by the individual sets of researchers for the aforementioned variables to determine their relative contributions to nursing role performance. Doran et la, 2002, utilized the Nursing Role Effectivene... The cross-sectional design of NREM is a set of structure, process and outcome variables. Patient structural variables include medical diagnosis, gender, age and education (Doran et al, 2002). Nurse structural variables include educational preparation and hospital experience. Unit structural variables include the adequacy of time to provide, autonomy and role tension (Doran et al, 2002). Nurses' independent role performance was assessed by patient report on perceptions of quality of nurses' care. Interdependent nurses' role performance was assessed by nurses' report on quality of nurses' communication and co-ordination of care (Doran et al, 2002). Patient outcome variables include patients' therapeutic self-care ability, functional status and mood disturbance at the time of hospital discharge assessed by patient self-report. It is distinctly significant that the quality of nurses' independent role performance mediated to a greater degree patient outcomes. Patient functional status was much better and degree of mood disturbance at discharge much less when nurses' independent role performance proved of better quality. Interestingly also, this independent nursing role performance proved of better quality in units where there was less autonomy and more time for care. Interdependent role performance variables like care co-ordination proved of better quality in units where there was less autonomy and role tension and more nurse education and experience (Doran et al, 2002). The other nursing role interdependent variable, nurses' communication, proved of better quality in units where nurses were afforded more autonomy and had higher degrees of education but were less experienced and

Emotional Labour In Call Centres Arlie Hochschild

Emotional Labour In Call Centres Arlie Hochschild The shift away from manufacturing industries in Britain towards service sector industries within the late 20th century, has led to a considerable growth within employment in the service sector (Hough, 2004), with many employees now involved in front-line service interactions with clientele or customers. Call Centres in particular has experienced a growth up to 400,000 employees; more than coal, steal and car manufacturing industry put together (Toynbee,2003). As a result of their rapid growth, it has provided a fascinating field of study for academic research into the human component of the working environment, with the process of work and its associated control and employment relations at the centre focus of most debates (FernieMetcalf, 1997). Given that Call Centre employees are working in an environment where tasks are often decidedly scripted and performance is closely controlled and monitored, academics have pointed to the similarities of this work to Tayloristic style productio n lines (TaylorBain,1998). However due to the labour and product of call centre work being relatively intangible, unlike the distinct process of product and service delivery in factory work, the emphasis within Call centres is almost exclusively on the quality of communication. In conjunction to the physical demands, cognitive requirements also need to be considered, whether an operative is dealing with a complaint, or a customer service call, they all demand emotion from staff. The increasing demand for client-centred services in a highly competitive business environment, has recognising that service workers are able to carry out emotional work which can be used as a vital part of the capitalists labour process (Hoschild, 1979,1983),to produce customer satisfaction. Therefore it is in an organisations interest to comprehend the impact of emotional labour on staff, in order to enhance the effectiveness of service and well-being of workers, ultimately decreasing costs such as stress, burnout, turnover and absenteeism (LewigDollard, 2003). Thus this writing will outline the concept of emotional labour and discuss generally the costs and benefits for front-line service employees within Call Centres and for the organisation itself, before looking at the ways call centre can help support employees. Emotional labour was a term constructed by Arlie Hochschild (1983) in her revolutionary study named The Managed Heart. The term describes the control of a persons behaviour to display appropriate emotions, within a situation (chu,2002), suggesting that certain emotions felt or not felt by an individual are suppressed or expressed in order to conform to social norms. Despite Hochschilds widely accepted definition, some researchers have defined and conceptualised emotional labour in different ways. However, the underlying assumption within organisational settings, is that emotional labour is to regulate both feelings and expressions in accordance with occupational or organisational display rules to achieve organisational goals (Schaubroeck Jones, 2000).For example, there is little doubt that emotional work in a Call Centre for staff can be demanding, boring, exhausting, tedious and  stressful (Carrim et al,2006).   Yet to clearly display these feelings to management or c ustomers would be in appropriate. As call centre staff are expected to appear cheerful and welcoming. Therefore from these rules, which can be learnt from our everyday interactions, through education, socialisation and fine -tuned by individual experiences and socially regulated settings, we learn when and where to look sad or glad, fearsome or fearful (PayneCooper, 2001) Many organisations have display rules concerning the emotions that employees should demonstrate in encounters with customers, clients, or members of the public (Hochschild, 1983). These display rules stipulate the content and range of emotions to be displayed, along with the frequency, intensity and duration that such emotions should be displayed (MorrisFeldman, 1996). These display rules may be explicit in organisation training materials, or they may be implicit in organisational norms (SuttonRafaeli, 1998). For example, Call Centre operatives engage in work interactively with customers on either inbound or outbound calls on actions such as sales and telemarketing, product or service information, and customer queries and complaints. These employees perform an important role in the management of customer relationships. As a consequence, service sector organizations have sought to specify the way in which employees present themselves to their customers. This has led to particularly in vasive forms of workplace control as operatives are now generally monitored for service quality as well as productivity. In most call centres there are constant efforts to increase the number of calls taken per employee and reduce both customer call time and wrap-up time (TaylorBain, 1999). Yet rules are also enforced to be cheerful happy, sociable, inoffensive and polite, despite the customers behaviour. As the manner in which operatives display their feelings towards customers has a critical effect on the quality of service transactions (AshforthHumphrey, 1993). Undeniably, the quality of the interaction is often the service provided (Leidner, 1996). The behaviour of the employee is therefore central to the success of the service transaction. These contradictory but asymmetrical pressures both create role conà ¯Ã‚ ¬Ã¢â‚¬Å¡ict for employees yet provide a high quality service (KnightsMcCabe, 1998).To control these conflicting pressures management  invents ever more imaginati ve ways to extract the maximum, and most sincere, performances from emotional workers  smiling  and meaning  it  being the  aim (PayneCooper, 2001). From a similar observation Hochschild (1983) noted how emotional dissonance can occur when an employees true feelings are different from their expressed emotions. Moving further to suggest how individuals deal with emotional dissonance by either surface acting or deep acting. Surface acting being the effort to achieve only the expression of emotion, such as one call centre agent admitted, I make the right noises saying sorryà ¢Ã¢â€š ¬Ã‚ ¦I dont really care (). While deep acting is a conscious attempt to produce and communicate the required emotions, and to manage the situation appropriately, by working to truly relate, believe and live the customers anxiety. Continually, academics such as, Ashforth and Humphrey (1993) have noted that when employees deep act, there may not be any emotional dissonance, but there is still exertion involved in achieving the appropriate emotions to follow display rules. Despite, huge efforts to sustain expected behaviours of calm, courteous and supportive behaviour, regardless of how operatives are really feeling, or being treated by a customer, either through surface or deep acting there may come a point of illness, exhaustion and burnout, through continual emotional labour (Hochschild,1983). Suggestively, more so when an operative is continually surface acting. This is supported by Schaubroeck and Jones (2000) in an examination of adverse employee health outcomes, found that pressures to express positive emotion within a persons job was positively related to physical symptoms. With over 20% of a Call Centre interactions, containing anger and verbal abuse from a customer (Grandey,DickterSin,2004).Which is often maintained throughout the duration of the complaint, despite an operatives efforts to placate the consumer (SchererCeschi,1997). Undeniably facing hostile behaviour and abuse could lead to physical indications of unhappiness emerging as work place stress such as hypertension, heart disease, even exacerbate cancer (Mann,2004) due to suppression of an operatives true feelings, which may cause a burnout. Which eventually may lead to an extended struggle to care and illustrate feelings ` (Mann,2004). One explanation is that employees may find it more difficult to sustain higher levels of expressed positive emotion while surface acting, that this creates tension within the individual. Form this employee may then break character by allowing their true feelings to leak into the telephone conversation (TotterdellHolman,2003). The high control system employed in a Call Centres i.e. scripted working of responses and the wide knowledge and expectation from customers suggests that if this does occur customers recognise this and feel the power to reinforce managements control efforts reprimanding workersà ¢Ã¢â€š ¬Ã‚ ¦.complaining to employees superiors when service [does] not meet their expectations (Leidner,1996,p.40) as customers are now able to distinguish the difference between genuine quality service and feigned quality service (Taylor,1998, p. 87). This in its-self leads to higher stressors within the job. In discussing her similar findings, Grandey (2003) suggested that emotional dissonance exhausts operatives resources, leaving them with too little resources to keep from breaking character. This depletion of resources may also cause the individual to adopt a strategy of withdrawal behaviours in order to cope with work demands to conserve resources: indeed, emotional exhaustion has been found to be associated with higher rates of employee absence (Deery et al,2002), as control pressure from several angles becomes too much to control. The correlation continues when looking at cognitive health cost, related to sustained emotional labour, Strazdins (2002) focuses on the cognitive processes involved, suggesting than an employee may find that their own mood becomes changed to mimic the anothers negative mood, around them in the team set up of a call centre floor. This process is known as emotional contagion (Pugh,2001). The employees cognitive processing may become negatively primed, stimulating recall of distressing events, or the employee may selectively process negative information relayed to them on the telephone, which in turn comes to affect decision-making. Negative emotions can then carry over and contaminate subsequent interactions with clients, fellow workmates or employees. Recent organizational research shows that employees working in team formats such as call centre staff do, are likely to share opinions, attitudes, thoughts and moods as well as behavioral patterns and general outlooks (Salanova,LlorensSc haufeli,2011). Moreover, group level job characteristics have shown to affect individual burnout levels. This means that shared group feelings of burnout can be described either in terms of comparable reactions to the same working conditions (VanYperenSnjiders,2000) or as the result of a process of emotional contagion (BakkerSchaufeli, 2000). In this perspective shared burnout within a team can be interpreted as a form of collective mood. Employees evaluate themselves through comparison with similar others. Observing similar others to succeed or to fail is likely to influence another emotional contagion which may have negative as well as positive influences on self-efficacy (Gist,1987). To positively control this successfully as a call centre manager would be hugely beneficial to all parties however for employees to perceive yet more control may simply have a negative effect. Since Hochschilds (1983) claims that emotional labour can lead to a sense of inauthenticity, loss of feelings, diminished self-esteem, stress and burnout, other authors have supported this suggesting that emotional labour is associated with higher work stress and psychological distress (Pugliesi,1999). Controversially, Wharton (1993) agreed that factors such as interactions with customers, self-perceptions of inadequate skills can and does adversely affect employees, however she also suggested that these werent the only work factors contributing to the incidence of emotional exhaustion, which may not always be linked to emotional labour, including job autonomy, tenure, and working hours, high workloads, lack of variety of work tasks and low promotional opportunities; importantly, the support and help of team leaders was associated with lower emotional exhaustion (Deery Iverson,Walsh,2002). Amy Whartons (1993) examination of front-line service workers found that, emotional labour may actually enhance the employees self-efficacy, make interactions more predictable, help avoid embarrassing disruptive interpersonal situations, and allow authentic self-expression where there is some latitude for occasional deviations from the display rules (AshforthHumphrey,1993). Morris and Feldman (1996) agreed that emotional labour is not consistently damaging or equally damaging to all employees, asserting it is emotional dissonance, not simply emotional labour, that is associated negatively with job satisfaction. Furthermore, Lewig and Dollard (2003) found that emotional dissonance is positively correlated with emotional exhaustion. Emotional exhaustion, feeling emotionally drained and depleted from work, is the core component of the employee stress syndrome of burnout (CordesDougherty,1993) which has a range of consequences for employees health, performance, motivation, absenteeism and turnover (SchaufeliEnzmann,1998). Therefore the identified associations between emotional labour, emotional exhaustion and burnout are of critical importance for organisations, although admittedly they are hugely interlinked, one does not necessarily cause the other. If emotional labour carries such a high risk for call centre operatives working for the organisation, why do nearly all call centres and other service organisations insist on enforcing such a tool? The reasoning for this is, the manner in which employees convey their feelings over the telephone can have a critical effect on the quality of service transactions (AshforthHumphrey,1993). In a practical examination of these propositions, a study of Taiwanese employees found that when a psychological climate for service friendliness was higher, employees displayed more positive emotions toward customers that were associated with an increased customer willingness to return with follow up custom and pass positive comments to friends. Other articles published on the topic propose that appropriately-displayed employee emotions would result in three positive consequences for organisations: immediate gains (customers would immediately co-operate), encore gains (customers would go back), and cont agion gains (customers would pass positive comments to friends) (RafaeliSutton,1987). Further, Ashforth and Humphrey (1993) proposed that compliance with display rules facilitates task performance. However doubt surrounding great customer employee action directly relating to purchase decisions has been raised (Tsai,2001). As a customer simply may not be interested in the service they have been telephoned for; a current example being PPI claim back marketing call, many of thousands of people receive these calls who despite polite conversational call centre operatives, organisations may not experience immediate gains from most customers. Therefore it can be said that although emotional labour can be damaging for both parties involved it can also be beneficial. Examining some techniques to facilitate emotional labour managers should be mindful of the costs involved in performance as well as emotional contagion, with this Egg credit cards created provision of time-out and a quiet staff-only space for staff to recover from stressful or distressing customer interactions, surrounding their call centre floor. Within this change came new job design, roles that incorporated emotional labour yet staff had some variety, autonomy, prospects of promotion, and reasonable working hours and workloads, with a culture of celebration, and support from all office members to help cope in all areas of each others working life. Increased by the community spaces purposely built and designed within the building (Citex,2001). The engineered culture egg brought in to the call centre supported staff. Further suggestions to help reduce the effe cts of negatively perceived emotional labour, is through training in emotional intelligence as it enhances skills of self-awareness and self-management and in particular, can be said to enhance the performance of deep acting, eliminating performance leak. Furthermore, focus is begging to be placed on the recruitment of staff members, upon their competency of their personality, with some call centres looking upon mount et als big 5 theory to gain the correct personalities for the job, enforcing tests and application techniques usually reserved for higher positioned jobs (CallaghanThompson,2002) as HR manager managers attitudes are now aimed to select staff with the required attitudinal and behavioural characteristics, induct them into a quality culture . . . selection often focuses on attitudes to flexibility and customer service rather than skill or qualià ¯cation levels (RedmanMathews,1998,p. 60). One manager went on to state some people are maybe not as fast round a keyboard, so they may struggle in achieving peer group average handling time for calls. But we can do something about that, we can use team coaches or leaders or training teams when available to develop that individual in those areas. Its very difà ¯cult to change somebodys attitude. With a combination of all can achieve or at least minimise the decrease of emotional labour for all. You can tell by talking to someone during interview whether they smile, whether their eyes smile. If you smile during your interview and you are enthusiastic, youll be okay (CallaghanThomphson, 2002 p.240) Over all Fineman (1993, p. 1) argued that the management and mobilization of emotions are pivotal in the way organizational order is achieved and undone. However, the organizational culture in Western society is heavily influenced by the rational traditions of theorists such as Weber, Taylor, and Fayol (Sashkin,1981) and therefore strives for the cognitive dehumanization of organizations. As a result, much of the research on organizational phenomena has focused on the rational side of functions, issues, and components of organizational life. This results in the removal of the emotional elements of organizational life from our understanding of organizational phenomena (Fineman, 1993).In the last few decades, however, scholars have attempted to study the emotionality inherent in organizational life (for example, Hochschild,1979; Fineman, 1993; Ashforth and Humphrey, 1995). From this is a growing body of research indicates that the performance of emotional labour may entail serious nega tive outcomes for employees, including stress, distress, decreased job satisfaction, burnout, and withdrawal behaviours such as absenteeism and turnover. It is in the organisations interest to understand and mitigate these negative outcomes, as the effective performance of emotional labour is generally beneficial for organisations. The manager of front-line service employees can draw on recent research findings to identify a number of practical techniques to facilitate the performance of emotional labour.

Bis220 Wireless Technologies

Wireless Technologies Proposal Team B BIS/220 July 2, 2012 Dr. Richard Swafford Wireless Technologies Proposal As Party Plates grows and becomes more successful, new technologies need to be implemented to allow the company to better serve our customers. Today we are going to lay out a new plan to make our deliveries more efficient. Our customers are our number one priority essay writer uk. Serving them with a better product and pinpointing delivery times will help us achieve this. To accomplish this, we are proposing that we integrate two types of wireless technologies in our delivery trucks: GPS tracking systems and Bluetooth.GPS System Currently, we have five trucks operating all over the city at any given time. With grid lock and accidents, implementing the GPS system will allow our drivers to navigate with HD Traffic information around these areas and make delivers on time. The system we are proposing is the TomTom GO Live 1535M. With this system, Party Plates can set up a Twitte r account and our drivers can keep companies informed on what time they expect to deliver. Additionally, if there are any issues with delivery, Twitter messages can be sent out to inform the company of that as well.The device can also locate the cheapest fuel prices which in the long run, will save the company money. However, there is a small drawback to this system. According to CNET Reviews. com the system says that, â€Å"searching the connected services is clunky and, at times, intuitive (CNET 2012). † Each unit costs $179 dollars per unit and installation is as simple as installing mounts in each truck to hold the devices, totally costs being approximately $1000. Bluetooth Next we would like to equip each truck with Bluetooth technology to seamlessly keep our customers connected with our drivers via phone.Our drivers are already using cellphones, however, with the current law, only Bluetooth devices are legal to use in our trucks. We are proposing purchasing Aliph Jawbon e Era Bluetooth devices for each driver. This will allow our drivers to take calls without taking their hands off the wheel. The only downfall to this system according to CNET Reviews. com is that,† The Aliph Jawbone Era doesn’t have a dedicated volume rocker, and the way it fits the ear is not as easy and comfortable as we would like (CNET 2012). † References CNET Reviews (2012). Latest Technology Reviews. CBS Interactive. Retrieved from http://www. cnet. com/? tag=hdr

Investigating the effectiveness of human resource management Essay

A) Terms of Reference On the 1st of October 2003, the management department requested a report written investigating the effectiveness of human resource management at McDonald’s Restaurants Limited, and how this operation helps the organisation achieve their strategic aims. The report was to be submitted on the 9th December 2003. B) Executive summary McDonalds has various business strategies being introduced over the next two years. The report investigates how the Human Resource Management (HRM) practice enables the strategic plans to be achieved. McDonalds are expanding the number of restaurants in India, while closing selected stores in the UK, plans to change packaging, deco and uniform will affect the culture of the organisation. McDonalds are also diversifying, ‘McKids’, brand of clothing, and toys. It is the HRM policies that will ensure a smooth change over. The major concern is the cultural change; HRM must ensure that staff are involved in the changes allowing them to ‘buy’ into the plans. The extension plans should run efficiently as all the policies and legislation should already be in place. The investment in ‘McKids’ could prove difficult for HRM, because they are dealing with a separate market. The current polices in place cover a wide range of issues, which are sufficient for McDonalds strategic plans. C) Introduction McDonald’s fast food chain began in America in 1954, developing into a recognised worldwide establishment. McDonalds now has over â€Å"30,000 restaurants serving more than 46 million people each in 121 countries and territories† 1. The first British restaurant opened in 1973, expanding to 1,184 restaurants; however â€Å"80% of McDonalds restaurants are operated by independent franchisees†2. D) Methodology The information was gathered using â€Å"textbooks† from the library, the Internet, and a â€Å"student pack† from McDonalds Limited. E) Their present and anticipated strategy In order for a company to reach its goals, aims and objectives, a strategic plan should be implemented, allowing the company to establish ‘whom they are’, ‘their aims and objectives’, ‘future position’ and ‘how they are going to get there’. Strategic planning also confirms the attainment of their goals. Lynch (2002) says, â€Å"Strategy can be described as the identification of the purpose of the organisation and the plans and actions to achieve that purpose†3. While Kenneth Andrews believes that strategic planning is † a pattern of decisions†¦which represents the unity, coherence and internal consistency of a company’s strategic decisions that position a company in its environment and to give the firm its identity, its power to mobilise its strengths, and in its likelihood of success in the market place†4. Alfred D Chandler (1962) states, â€Å"Strategy is the determination of the basic long-term goals and objectives of an enterprise, and the adoption of courses of action and the allocation of resources necessary for carrying out those goals†5. Although varying, all are concerned with the company’s planning, objectives and goals. Strategic planning is organised by top management; the plan represents directions the company needs to take at different times. There are five steps in strategic planning; firstly, identify the business and develop a mission statement, showing the company’s overall aims and objectives. This statement is used to motivate employees, customers and other interested parties. McDonald’s mission statement is â€Å"McDonald’s vision is to be the UK’s best quick service restaurant experience†6. Secondly, translate the mission statement into strategic goals; thirdly, create an action plan to attain those goals. Fourthly, introduce the strategic planning, and finally evaluate the results to determine whether changes are required. McDonald’s currently holds the largest market share of restaurants chains, at â€Å"7.3%†7; the nearest competitor is Burger King holding â€Å"3%†8 of the market. UK sales have risen dramatically over the last 27 years, and in 2001 sales reached in â€Å"excess of à ¯Ã‚ ¿Ã‚ ½1.6 billion†9, however according to an Evening Standard report â€Å"pre tax profits dropped by 20% last year†10. McDonald’s intends introducing many new strategies, over the next two years. McDonalds, Chief Marketing Officer, â€Å"outlined a number of strategic global plans for McDonald’s† †¦Ã¢â‚¬ ¦ they â€Å"intend to roll out a healthy lifestyle programme called Go Active†, â€Å"Make greater use of Ronald McDonald the face of the brand†, and introduce â€Å"global licensing programme called McKids, initially applied to clothing and Toys†11. In a separate interview he reports of numerous plans being introduced, â€Å"A worldwide advertising campaign†, â€Å"launch of global packaging concept†, â€Å"ongoing review of staff training, new products, and uniforms and the introduction of a loyalty scheme†, and to become â€Å"a leader in healthy eating†12. McDonald’s are installing â€Å"Wi-fi nodes†13 in many restaurants, allowing customers’ access to the Internet. Expansion plans are also intended f or India, where â€Å"McDonald’s plans to double its outlets over the next three years†14 F) Its current HRM practices HRM deals with the ‘Human’ aspect of a company, such as recruitment, selection, training, provisions of contracts, equal opportunities, dismissals and redundancy, welfare and health and safety. HRM is responsible for issues affecting employees and their relationship with the company. HRM developed from personnel management in the 80’s. The concept of management practice dates back to the 19th century, when some employers became concerned about employees working conditions. Rowntree’s appointed the first welfare worker, in 1896, to â€Å"ensure the well being of women and children in the workforce and to watch over their behaviour†15. Welfare work is still an aspect of HRM, although not so necessary within today’s society. It is these early approaches of Rowntrees, Cadburys and Robert Owen, which clearly show the development of HRM. HRM is defined as â€Å"a rational approach to the effective recruitment, retention, and deployment of people within an organisation, including, when necessary, arrangements for dismissing staff†16. Within the UK, McDonald’s employs â€Å"47,735 people†17. McDonalds expects the highest standards of quality, service and cleanliness towards the customers from its employees; they also require staff to have a positive attitude towards themselves, customers and other staff members. McDonalds employs local people, and ensures that employees are selected, trained, promoted and treated on the basis of their skills. Their policy states that McDonald’s will provide career opportunities, challenging and rewarding work, providing pay on performance. There are two levels of recruitment within the company, management and hourly paid staff. McDonalds offers staff flexible working hours suiting individual preferences. The hourly rate for staff exceeds the national minimum wage, salaried management earning between à ¯Ã‚ ¿Ã‚ ½12000 and à ¯Ã‚ ¿Ã‚ ½64000. Staff are entitled to various benefits, health care, pension, company car, bonus scheme, sick pay and stock options. McDonalds supports the ‘Opportunity Now’ Campaign, increasing the number of women they employ, â€Å"43.30%†18 of their workforce is female. The company now allows qualifying staff up to eight weeks paid maternity or paternity leave. The company works closely with various disabled organisations, and employs where possible disabled people. The diversity development within the company insures the working environment is free from discrimination and harassment and job applicants and employees, will not be treated less favourably on the grounds of marital status, colour, age, gender, race nationality, ethnic origin or disability. McDonalds believes that â€Å"training is the foundation of their success and vital for improving the business†19. Hourly paid staff receive on the job training, supplemented by computer based and other training methods, Management staff receive training at one of the company’s six British training centres. McDonalds â€Å"restaurants work to the standards which meet those required by legislation†20, they also have various policies covering food quality and nutrition, also working closely with suppliers ensuring animal welfare. The company has a number of franchises, which means that although McDonalds controls the majority of establishments, legislations, laws and policies are the responsibility of the franchise operator. G) How the HRM practices enables the business strategies to be achieved. Many policies are in place, covering a wide range of topics; enabling HRM to support the company in achieving their overall strategic plans. McDonalds operates in 121 countries, HRM must be aware of the different employment and contract laws, religion, culture, currency differences, and labour costs throughout these countries. The extension plans for India should not affect the company severely as the operation guidelines and policies already exist. Within the UK and USA the company has Universities to train their management, and other staff are trained â€Å"in-house†. When they expanded to India, lack of training facilities; meant staff were brought in from other countries to employ and train staff. This could have caused problems; outsiders may have little or no knowledge of the country, laws or societal beliefs. As the company expands into ‘new’ countries they need to consider other issues such as uniform and eating habits, certain religions do not eat certain products, other cultures impose dress code, all these issues need to be considered by the HRM to ensure the placement of correct policies. Due to falling sales there are plans to change the image and culture of the company; introducing new decor, uniforms and packaging. Unless HRM have involved the staff in the planning stage of these changes, they will encounter great difficulty in obtaining cooperation; staff need to ‘buy’ in to changes. Although, the company does have training facilities around the country educating staff on theses changes. Customers may also object to this image change. The introduction of healthy foods may cause problems, staff will need to be re-trained, which may cause staff shortages, and increase training costs. Some of the stores situated in city centres are installing facilities to allow the customer connection to the Internet. The HRM will have to implant policies to ensure correct usage of the Internet; and take steps to ensure that ‘inappropriate’ websites are unavailable. McDonalds has a high ‘turnover’ of staff, suggesting the recruitment strategy is inefficient. Incorrect job advertisement possibly leads to the submission of applications by the wrong type of person. H) How the HRM practice reflects the theories of strategic HRM. There have been many investigations into the issues surrounding HRM, leading to many theories. According to the Harvard Model, â€Å"HRM polices need to derive from critical analysis of: the demands of the various stakeholders in a business and a number of situational factors†21. The belief is that because organisations are owned and operated by various people (stakeholders), the management’s task is to balance the returns to everyone involved. The Harvard Model is seen as the ‘soft’ approach to HRM, employees being stakeholders of the company. This model has four areas to address, human resource flow, reward system, employee influences, and work systems, there are also situational factors such as influence of trade unions, laws, and labour market, which are also relevant to the theory. The theory believes that the effectiveness of the HRM is related to the four ‘C’s’, â€Å"Commitment, â€Å"Competence, Congruence and Cost-effectiveness,†22. The Harvard theory is that employees are an asset rather than a cost, and investment in these employees provides long-term benefits to the company, this theory is similar to McGregor’s, theory ‘Y’ approach. There are a number of concerns with the approach, â€Å"how to measure the variables, conflicts between cost-effectiveness and congruence, huge variety of variables potentially relevant to any given HRM situation, and sometimes a technology or set of working conditions make it impossible to increase some levels of ‘C’s'†23. The alternative approach known as the Michigan model, being the hard approach, believes that employees should be treated like any other resources, â€Å"obtained cheaply, used sparingly and developed and exploited fully†24. There are common features in both these models, both mix the HR policies and business plan, line managers are responsible for people; both are unitarist, and stress commitment to the organisation. McDonalds has a mixture of both the hard and soft approach, store managers being responsible for the day-to-day running as in the soft approach, and training provisions show that staff are an asset and investment in them should provide long-term investment for the company. The organisation also has similarities to the hard approach, with staff receiving low wages (obtained cheaply), and restaurants are often run with minimum of staff (exploiting). Guests (1987) theory, is also included in McDonalds policy, Guest believes the organisation should, â€Å"aim for high level of commitment from staff, obtain high quality output, continually improve standards, flexibility from staff, no fixed job definitions, working practices and conditions and seek strategic integration through HR policies†25. McDonalds are â€Å"Continually improving standards† and â€Å"offer flexible working times for staff†26. These prescriptive approaches also believe that line managers should accept HRM policies and integrate them into strategic plans, allowing staff to change roles within the organisation. Known as culture, organisations have different values, ideas and beliefs that affect the way they operate. According to Handy, there are four types of culture; Power, Role, Task and Person. McDonald’s culture combines two of these, top management, reflects ‘power’ culture, making the overall decisions, allowing rapid response to decisions. Although there are similarities to the ‘task’ culture, the overall aim of the organisation is task orientated, focussing on team culture, and strong communication between all levels of staff. The contingency approach suggests that â€Å"different problems and situations require different solutions†27, both internal and external influences should ‘fit’ together making a logical solution. McDonalds has integrated this approach, by considering the environment with their packaging and adjusting menus to suit different cultures. This approach also influences staff promotions that the company offers, staff are offered appraisals, a means of increasing their job opportunities. Barney (1991) suggests that there is a â€Å"resource based model†; physical, financial, human and organisational resources are the main link between internal resources and the company’s performance. Suggesting that it is not enough to have HR in line with strategy, and developing people will raise their commitment to the company, and provide an advantage over competitors. Although McDonalds do invest in people â€Å"66.26%†28 are under the age of 20, suggesting the majority of these are temporary, so will not progress through the company, leaving training costs continually rising. Gould’s ‘Model of Morale’, should be considered, suggesting that high staff turnover, sickness, absences and low performance within the company, is caused by low staff motivation, job satisfaction and group cohesion. These problem stem from inadequate internal factors such as â€Å"perception of leaders, matching needs to the job and identification with organisational goals†29, and external factors such as â€Å"status, age, pay, conditions, job market policies, training, equipment and economic state†30. Hofstede undertook worldwide research into culture and concluded that different countries mainly have four different cultures, â€Å"individualism, power distance, uncertainty avoidance, and masculinity. Depending on how the country viewed these areas, Hofstede categorised the countries further, pyramid of people, well-oiled machines, village market and family. As McDonald’s operates in 121 countries; consideration for this theory may allow a better understanding of the needs and values of staff. I) Recommendations Suggested improvements: * Reducing staff turn over * Encourage long-term employment (minimising training costs – maximising staff) * Create a culture that people wish to work in * Promote training allowing staff progression to higher job opportunities * Increase wages    Bibliography Class Notes. McDonalds Fact File 2002. (Available from McDonalds) Http://www.mind-advertising.com/sectors/sector_restaurants.htm (Accessed 18/10/2003). Prynn, Jonathan. Evening Standard UK, 3 May 2003. Kleinman, Mark. 2003 ‘Mcdonald’s Media gets global review’. Marketing Magazine, 11 September, p.1. Kleinman, Mark. 2003 ‘McDonald’s gets back on track’. Marketing Magazine, 11 September, p.15. Burns, Stuart I. 9 October 2003. â€Å"The Internet @ McDonald†, [online] Available from URL Http://www.bbc.co.uk/dns/collective/A1338392 (Accessed 28/10/03). â€Å"McDonald plans Indian expansion†, [online] Available from URL Http://www.bbc.co.uk/1/hi/business/2924185.stm (Accessed 18/10/2003). Foot, M, Hook, Caroline. 1999. Introducing Human Resource Management. 2nd Ed. Addison Wesley Longman, London Hannagan Tim, 1995, ‘Management Concepts & Practices’, Pitman Publishing, London. Graham, H T. Bennett R. 1998 ‘Human Resource Management’, 9th ED. Financial Times, Pitman Publishing, London. Cole, G A. 2002. Management Theory and Practice. 5th Ed. Continuum, London. 1 McDonalds Fact File 2002 2 McDonalds Fact File 2002 3 Wang, Y. 2003. â€Å"Human Resource Management Strategies†, â€Å"Week 3†, (Classnotes) Lampeter University. 4 Foot, M, Hook, Caroline. 1999. â€Å"Introducing Human Resource Management†. 2nd Ed. Addison Wesley Longman, London. 5 Wang, Y. 2003. â€Å"Human Resource Management Strategies†, â€Å"Week 3†, (Classnotes) Lampeter University. 6 McDonalds Fact File 2002. 7 Http://www.mind-advertising.com/sectors/sector_restaurants.htm (Accessed 18/10/2003). 8 Http://www.mind-advertising.com/sectors/sector_restaurants.htm (Accessed 18/10/2003). 9 McDonalds Fact File 2002. 10 Prynn, Jonathan. Evening Standard UK, 3 May 2003. 11 Kleinman, Mark. 2003 ‘Mcdonald’s Media gets global review’. Marketing Magazine, 11 September, p.1. 12 Kleinman, Mark. 2003 ‘McDonald’s gets back on track’. Marketing Magazine, 11 September, p.15. 13 Burns, Stuart I. 9 October 2003. â€Å"The Internet @ McDonald†, [online] Available from URL Http://www.bbc.co.uk/dns/collective/A1338392 (Accessed 28/10/03). 14 â€Å"McDonald plans Indian expansion†, [online] Available from URL Http://www.bbc.co.uk/1/hi/business/2924185.stm (Accessed 18/10/2003). 15 Foot, M, Hook, Caroline. 1999. Introducing Human Resource Management. 2nd Ed. Addison Wesley Longman, London 16 Cole, G A. 2002. Management Theory and Practice. 5th Ed. Continuum, London. 17 McDonlads Fact File 2002 18 McDonalds Fact File 2002 19 McDonalds Fact File 2002 20 McDonalds Fact file 2002 21 Hannagan Tim, 1995, ‘Management concepts & practices’, Pitman Publishing, London. 22 Graham, H T. Bennett R. ‘Human Resource Management’ 1998, 9th ED. Financial Times. Pitman Publishing, London. 23 Hannagan Tim, 1995, ‘Management concepts & practices’, Pitman Publishing, London. 24 Graham, H T. Bennett R. ‘Human Resource Management’ 1998, 9th ED. Financial Times. Pitman Publishing, London. 25 Foot, M, Hook, Caroline. 1999. Introducing Human Resource Management. 2nd Ed. Addison Wesley Longman, London 26 McDonalds Fact File 2002 27 Hannagan Tim, 1995, ‘Management concepts & practices’, Pitman Publishing, London. 28 McDonalds Fact File 2002 29 Wang, Y. 2003. â€Å"Human Resource Management and Culture†, â€Å"Week 6†, (Classnotes) Lampeter University. 30 Wang, Y. 2003. â€Å"Human Resource Management and Culture†, â€Å"Week 6†, (Classnotes) Lampeter University.