Social structures in different cultures Essay Example for Free

Social structures in different civilisations EssayThe best way to study social classes and the diversity of such in a culture would be to begin by defining what social class is. In order to make a more(prenominal) accurate study, it was part of my method to interrogate some ane with actual exposure to this type of social strata. I believe that on interviewing him, a genuinely true-to-life and accurate first-hand observation may be given. As, he was an Armenian, I place this culture as my basis and standard. Now, to begin would be to define what social class is. His best definition would be a separation of wad based on the kernel of gold a family holds. This would then dictate their classification and status in society. The amount of money they would take aim as a clan would serve as a basis for their status and how they are placed by the general public.Basically, the greater amount of riches possessed by a family garnered from their business and labor, the higher their status in society and in the social strata. The only exception to this would be those involved in the mafia or similar shady dealing, whereas the source of money is questionably from jobs of ill-repute. These would then puzzle the family classified as being part of corrupt politics, and may give the family a bad name despite the amount of wealth.In the culture under study, I saw the classification was basically between the unretentive and rich. There was a wide separation between these two, as midst class was small in quantity. It is a widespread phenomenon and a social form that is of general knowledge throughout the country. Families that are part of the rich may be those that own homes and have adequate sources of water and facility. They would be the ones who would wear more clothes, be seen to carry themselves with more class, and in fact those who would be the ones who hire people from the lower classes as their servants or employees.Those who are non, namely the piteous , would be those in the more congested areas and towns, where luxuries such as heated water are not within access. They would be the general masses and rabble who receive day to day just trying to make a living and get by. Because of the wide separation between rich and poor, there is few middle class. The distinction between the strata is evident. Either one is among the select who are born into comfort and of that more comfortable environment, or one is born into the rough real world where the grind of everyday life involves effort, blood, sweat and tears.The difficulty with the social class system is that it is an evident source of injustice and inequality amongst the people. For example, when you get in trouble with the police, rich people always get off after they pay the police through bribery/ On the other hand, poor people go to jail.The fact that the rich have more wealth, most especially due to their separation from the poor by a wide margin, gives them the power to vaga bond freely with more privilege and leniency to bend rules set by the government.They have the power to live above the law and move things to their advantage because of the money that they possess. It is in addition within their reach to be treated with a double standard, where the poor may be treated as usually guilty and little trusted, while the rich get off the hook. The rich are the ones more likely to be driving cars however they will not be fined for overspeeding and the like. The poor however may not be committing the crime but will be under greater suspect, because of the fact that they are poor.There are also other disadvantages to this system. The poor stay poor and get poorer. The rich stay amongst themselves and stay rich. There is a vast separation and no room for acquiring better. The lack of education stays the same and there is no room for growth. As the wealth stays within the rich, it is very hard for the poor to advertise themselves to a higher standard, and b y virtue of their birth into the poor, they stay poor. It is only the rich who have benefits and stay within them.This was again reiterated during my interview. The interviewee being of the richer strata stated that because he was from a wealthier community, he and all those with him knew that they would remain wealthy. Also, by living in a wealthy area, they had a clean and beautiful location, which was patrolled by police for crimp security, among a multitude of other benefits.The division spreads all over the place as another example of its effect is its extent to the workplace. The rich people have better jobs in business regardless of their level of education because its who they know not what they know and the poor work in factories or do not work at all.In terms of schooling, everyone is allowed equal opportunity to schooling. However, again because of the amount of resources, only the rich kids can continue to learn in college so poor kids are stuck with high school level e ducations. The rich are college educated and the poor are high school educated, that is, if they stay in school in the first place. Because however they are on the streets, the poor have better skills rather than knowledge.Now recently, a change is staring to come to pass with more scholarships given out to poorer children.However, this can only do so much. As there is a widespread division between the rich and poor, the amount of uneducated folk is widespread and the access that the poor have to a chance of uplifting their standard is small. The educational system although provided for all still is one that is founded on financial capability, hence still catering mostly to keep the higher standard of the rich, and keeping inaccessible to the poor.In terms of politics, it is the same. Its not what you know its who you know in Armenian politics. Even though a democratic voting system is in place, there still is besides much corruption where the lower classes voice is not heard. The rich have money and money defines the power that they have, Due to the fact that they have money, they can manoeuvre the economy in a way that their opinions are more listened to and theirs are followed more. Plus, due to the fact that it is they who are more educated, they are able to use this to their advantage.The prime here is not only that they have more control. It is also the fact that due to their control, they can put hindrance to the countrys growth, as sort of of allocating wealth and decision to the growth of the poor, the enlargement of the middle class, the lessening of the poor, their effort are maintained on keeping the rich with the rich. The economy is on a standstill and there is no progress.The only exception to all these divisions would be that of religion. As believed, all men are equal in Gods eyes, and here there are no biases. Under the eyes of their God, all men, rich or poor, are alike and are his children.

Proposal for Artemis Sportswear Company Essay Example for Free

Proposal for Artemis Sportswear Company EssayProposal for Artemis Sportswear Company for cutting operational expenses to increase profit margins slightly ideas. As a business, Artemis can cut down the operational costs by down-sizing the labor force so the company can compete with other(a) sportswear companies. There are two ways a company can down-size the labor costs, one of these is down-scaling the direct labor, and the other one would be to relocate the labor and obtain cheaper labor force. Reduce Employee Costs. Outsource any jobs where a full-time employee is not necessary. This will cut your payroll expenses, health-care costs and space requirements. portray a vantage scheme for employees who do not take any sick days in a year or six-month period. The cost of the reward is minimal compared to the savings made by the company. Rather than pay overtime rates, try re-organizing the work rosters and routines to prevent the need for overtime. Offer staff incentives for red ucing their in the flesh(predicate) days and sick leave taken. Hire college students or interns-Internship programs are a win-win for both sides.You wank an ambitious employee who will do monotonous work and they get college credit, experience and hopefully, an excellent reference. cuttingting everyday expenses can lower operational expenses. When purchasing office supplies, generic is going to be less expensive than defect name. Buying the store brand is generally sold at a lower cost. Buying supplies in bulk is cost effective over a long period of time. Leasing equipment is better than buying equipment. When leasing you have the opportunity to upgrade or downgrade when necessary.Technology is always changing and improving, so by leasing at that place is the option to stay current with the new changes in the equipment. Smaller equipment such as telephones, printers, fax machines and calculators should be purchased not leased. Smaller equipment will hold its honour over time a nd can be easily replaced if needed. Try shopping for bargains or sales whenever possible. Company could go green by using products that set up less waste, or less energy. Curb your business travel and cut costs where you can.Meeting with long-distance clients is costly and it can be expendable for rough businesses, but travel can also be the most beneficial expense for a business. Fortunately, modern technology can replicate the experience at a much lower cost such as communicating through Skype or some other form of video chat link. Cut out the landline and fax line with Blackberrys and iPhones, and everything compatible for email, who needs them? Conceder free advertising whenever possible, try piggybacking your advertising.Including advertising material in other mailings, such as in invoices, saves postage and other costs, says J. Donald Weinrauch, co-author of The Frugal Marketer. Likewise, make the most of your point-of-purchase opportunities by tucking coupons, newsletter s or other promotional fliers in the bag with customers purchases. Hire breakaway contractors or temporary workers as needed. Outsource your payroll, benefits and HR. Consider a virtual assistant or answering service to reduce payroll.Some IT Department solutions, wreak Automation allows a smaller management team to effectively handle a larger number of systems Intelligent Software Delivery allows companies to more accurately assess how many licenses they will need when purchasing software Endpoint Virtualization reduces downtime for application conflicts and provides a secure workspace when roaming Power Management Capabilities documents compliance with energy outgo policies and may provide rebates from local power companies Remote Diagnostic Tools reduces required IT travel time and travel budgets.

Evolution Of Human Resource Management Functions

Evolution Of tender imaging Management FunctionsDuring the early stages of the industrial r evolution, employees who worked in situationories had to chthonicgo highly harsh conditions where they were underpaid and had to work for long hours under very poor conditions of hygiene. These conditions outraged the employees who worked in such factories and they initiated travail riots. As a result of these riots the government intervened to give basic protection for labors or employees of such factories. This was done through the introduction of statutory regulations and alone factory owners were needed to comply with these statutory regulations. As a result the factory owners were forced to set up a department to look into employee wages, employee welf atomic figure of speech 18 and to address other issues concerning labor. This led to the development of effect Management.The evolution of military personnel option Management could be said to establish started with the industri al revolution when factories had established personnel departments to look in to wages and welf ar of employees. It could be said that the Personnel Management approach gave bearing to the tender-hearted being Resource cash advance.Personnel Administration Personnel Administration concerns day to day activities and existing difficultys of employees. Personnel Administration could be identified as a reactive tool.Scientific Management Scientific Management suggests there is a specific or a best way of doing things. In Scientific Management human beings were considered as machines, their feelings and attitudes were disregarded. The main aim of Scientific Management was only to maximize the productivity of the disposal.Human Relations Movement Human Relations Movement always anticipated the future unexpected occurrences before considering the current issues and believed in synergy.Government Regulations Government Regulations were regulate into place so that all employees would at least communicate basic protection from basic forms of unfair treatment. There argon mainly four acts which were say into place for this purpose.Equal make up Act (1970) This act prohibits and less favor fitted treatment betwixt men and women in terms of endure and conditions of employment. Here, the term pay is interpreted in a broad term and covers atomic number 18as such as holidays, pension unspoilts and company bon uptakes.Sex divergence Act or Gender Discrimination Act (1975) This act exists to protect men and women from discrimination on the reason of sex. The Sex Discrimination act is mainly in relation to employment, fostering, education, harassment, provision of thoroughlys and service and in the disposal of premises.Race Relations Act (1976) This act exists to pr sluicet discrimination on the grounds of race. The act likewise covers discrimination on the grounds of color, nationality, ethnicity, provision of cheeseparings and services, education and pub lic things. This act also established the Commission for Racial Equality.Disability Discrimination Act (1995) This act makes it unlawful to discriminate against hatful in respect of their disabilities in relation to employment, the provision of goods and services, education and transport.Human Resource Movement With the Human Resource Movement greater attention was given up towards social responsibility and social well being. There was more emphasis give to the relationship between employers and employees. Employee ideas and initiatives were encouraged.Strategic Human Resource Management In Strategic Human Resource the importance of human alternative considerations in long range strategic grooming has been recognized. Under Strategic Human Resource Management not only one section or department of the organization would be considered provided quite the organization as a integral would be considered.The Personal Management Approach (Early 20th Century)The usage of Personnel Management Approach was prominent throughout the early 20th century even though it remained administrative in nature. The Personnel Management Approach mainly concerned itself with,Keeping employee recordsEnsuring compliance with stated policiesImplementation of functions such as recruitment, vaning and wage administrationTaking welf atomic number 18 oriented meacertain(p)s such as providing medical care and vaccinationsAttempting to increase productivity through wage increases and facts of life, and enforcement of standardsDealing with craftsmanship unions and trying to solve industrial disputes through collective bargaining and other industrial relations approachesConducting proceeding appraisalsThe Personnel Management Approach tried to win over workers of the business sector interests, and convince circumspection of workers interest and also increase awareness of business about social responsibility. Personnel Management was mostly not mixed in the companys strategy an d operations aspect.The Traditional Human Resource Approach (Late 20th Century)The Traditional Human Resource Approach evolved during the late 20th century with the development and introduction of new theories such as Maslows hierarchy of needs theory. In the Human Resource Approach the employees of an organization were considered as valuable resources. unconnected the Personnel Management Approach the Traditional Human Resource Approach was not merely a staff function but it was more and more necessitated with business operations. The following could be identified as the main differences between the Personnel Management Approach and the Traditional Human Resource Approach.indigence was given to employees through various forms such as free holidays, creating an active and social community within the workforce besides monetary incentives.Training and ontogenesis was not only focused on providing work related skills but also focused on changing attitudes and development of basic ski llsWage and net income Administration became more complex with the introduction of performance related payment schemesThe Strategic Human Resource Approach (21st Century)The Strategic Human Resource Approach aligns individual goals and objectives with corporate goals and objectives, and rather than enforce rules or dictate terms, acts as a facilitator and promotes a participative approach. The following could be identified as the main differences between the Traditional Human Resource Approach and the Strategic Human Resource Approach.Increased reliance on performance based short term contracts instead of long term employmentDirect linkage of compensation to the profitability of the enterprise and the employees contribution towards such profitabilityNew dimensions for training and development function by supporting and facilitating innovation and creativityHow Personnel Management and Human Resource Management DifferPersonnel Management croup be viewed as a tool and it concerns or ganizational rules and regulations and also ongoing issues. Whereas, Human Resource Management first looks in to the long lasting future and analyzes Human Resource needs. Further, Human Resource Management uses an integrated approach to achieve those needs with the congruence of corporate objectives.Role, Tasks and Activities of a Human Resource PractitionerA Human Resource Practitioner has the opportunity to service of process shape the success of any organization. There are many roles, tasks and activities that a Human Resource Practitioner should do such as,Maintain and go through an effective HR data system and also manage the filing system and records for the department.Document and update job profiles for all employees.Maintain and review approved manpower mean with the applicable stakeholders on a continuous basis as per the identified needs and requirements.Develop and implement a Project Employment equity plan as champion / driver of the function. curb timed contracti ng and processing of employment and compensation matters.Ensure all terminations are processed timorously in that structured exit interviews are conducted for employees, leaving and relevant documentation completed.Distribute records to and liaise with all relevant departments within the Company.Assist in developing and implementing new and reviewing existing policies and occasions. Conduct roll-out sessions with staff.Handle all HR / personnel related queries and correspondence timorously and escalate if needed.Ensure orientation and induction for all new employees on HR related issues are conducted.Implement, support, advise, coordinate, monitor and report on Performance Management System. coverage compile and distribute reports on HR activities.Maintain leave records and execute leave audits when required.Employee relations.Employee wellness.Role of a Line busLine managers are managers who are responsible for an employee or work group. Many organizations cable television ser vice managers now carry out activities, which were traditionally within the remit of HR such as providing coach and guidance, undertaking performance appraisals and dealing with discipline and grievances. In many cases, they also carry out recruitment and selection in conjunction with HR.First, it is important for line managers to hang in a positive relationship with their employees, so that the employees impart suck up higher level of job satisfaction, commitment and loyalty, which are associated with higher levels of performance or discretionary behavior. A line manager arsehole also attend to the above-mentioned if he or she does performance appraisal. In addition, Line managers also encounter a strong part in structuring throngs actual experience of doing a job.never the less, it is important that line managers see through the weaknesses of the work force and guide, train or coach them with proper directions where the employees butt end perform their work in a higher man ner. In the role of a line manager, they always involve the employees in communication, especially when it comes to taking decisions or solving a problem in the line this also crawl inn as employee engagement.When working as a line manager and playing its role, the employees should feel easy and comfortable to discuss matters with their line managers. Therefore, the line managers should be opened to his or hers loyal work force. weather but not the least it is very important for a line manager to recognize the contribution of an employee to his work place.Line Management ResponsibilitiesTo have a good working relationship with the people who works under the line managers they will have to have around responsibilities that would make it effective. There are some factors that should be taken in to consideration such as,The Line Manager should make an effort to build a relationship with the workers under him that would be amentaceous to the company. When the manager builds a good relationship with the workers, the workers will be happy to work and they can have discussions and gain more ideas through the workers knowledge as well. The team work with the workers will be very effective and this will increase the productivity of the company.The Line Manager should very careful when he conducts the performance of the employees since it might affect the employee positively or negatively.The Line Manager moldiness provide more opportunities to the employees to have more discussions, more work, and responsibilities of the activities they do in set up to get them more confident on a regular basis. This will help the employees know what the targets are and they will be kept remembered. This will help them stay focused and work in hostel to achieve the target.The focus on the performance and the work that the employee and manager do essential be a two way process and both of them should be able to discuses and express their opinion about the performance and what ar e the factors that affect the nett outcome.The Line Manager should set an example in a way that he would be the first one to reference by any employee when a problem arises or when a decision must be made. This also means gaining the respect that is needed by a manager must be earned by the Line manager.The Line Manager should provide regular updates on information and knowledge to the employees in order to keep them sharp. Some information and knowledge can be only accessed by the manager and it is up to the manager to ensure he updates on employees on their employees significant areas.The manager must make sure he has regular meeting and discussions in order to inform the employees on the development, problems and also remind them the goals and objectives of the company. So the employees know what is happening around the company and how they must act to kill the issues.The Line Manager must identify the employees strength and weakness personally and must be able to make use of i t for the usefulness of the company. If an employee has a particular strength the manager must use it to the advantage of the company and if the employee has a weakness then the manager must help the employee to overcome this weakness.The Line Manager should appreciate the employees on their good work and as well as advice them on the inappropriate work. The manager must be able to send the message straight and make himself cleared for the employees.The Line Manager should provide advice and support when it is needed by the employees.The Line Manager should support the fact that some employees need training and he must help them gain it.To carry out all these responsibilities efficiently the Line Manager needs to know all the employees job description and work specification. So when the Line Manager has a clear view on that the clarity will exist when do decision and as well as the Line Manager will know the limits of each employees.So being a Line Manager the managers responsibi lities are mainly having a good relationship with the employees and understanding their needs and wants and leading them to do the activities that the manager requires them to do. Making the employees work in a way that they are satisfied with their work and letting them know that the company does care about them in order for them to work with their heart. Any manager must know how to get to any employee since not all the employees are the same and not everyone will be satisfied with the way the manager treats the employees. Hence, understanding the employees demands and understanding a way to gain their respect is very vital.Human resource planningHuman resource planning is the term used to describe how companies ensure that their staff is the right staff to do the jobs. It is a systematic process of matching the interest, skills, and talents of individual community members with the long term goals and economic opportunities in the community. This process anticipates and maps out t he consequences of business strategy on an organizations human resources. It is reflected in planning of skill and competence needs as well as total headcounts. For resourcing strategies to be implemented they must be translated into practical action. The strategic process can be organized logically. For these decisions to be taken, information must be obtained, consequences gauged, political soundings taken and preferences assessed.A clear Human resource plan includes benefits such asHighlighting opportunities for strategic partnership that allow communities and other partners to pct the benefits, risks and training costs.It provides for small successes that are encouraging and motivating for the community members and others that the program is on track.Making it easy to evaluate progress (especially client feedback) and to present funders, partners, and community members with effective information about the progress.The Human Resource Planning ProcessIn order to compartmentalize the Human Resource Planning process, it will be broken down under fiver main general headings, under which each company will be analyzed against, so that the contrast in how they differ in planning processes can be identifiedEnvironmental AnalysisThe first step in the human resource planning process is to understand the context of human resource management. Human resource managers should understand both internal and external environments. Data on external environments includes the following the general situation of the economy, industry, technology and competition labor trade regulations and trends unemployment rate skills available and the age and sex distribution of the labor force. Internal data required include short- and long-term organizational plans and strategies and the current status of the organizations human resources.In ensample hired, Human Resource Managers have surveyed the environmental arena and have undertaken activities that enhance their business performance now and for the long-term. They have also look for ways to ensure the economic development of the countries Standard leased till operates in, how to have a positive impact on the environment and society, as well as contributing to good governance. Human Resources have helped maintain an integrated view of how Standard Chartered does business that takes into account economic factors, the environment, community, and good governance.They have identified seven sustainability priorities by consulting key stakeholders such as government, academicians, socially responsible investors, non-governmental organizations (NGOs) and peers. They now deliver on this agenda by victimisation the core skills and talents of their employees providing quality financial services and leveraging Standard Chartered Banks geographical footprint and international status to be a force for good. Standard Chartered Banks Human Resource Managers have thus analyzed its environment and have enhanced their labor and employment practices through collective bargaining agreements with the topical anesthetic Unions and focused interaction with all labor regulatory authorities and agencies thus demonstrating the promotion of the principles of human and labor rights. The Bank also has a Diversity inclusion (DI) Council.Designing the Management SystemA proper concise system is a vital necessity and needs to be in place, in order to handle the Human Resource process. The overall aim of this system is to manage human resources in line with organizational goals. The system is in charge of human resource plans, policies, procedures and best practices.For example, the system should track emerging human resource management trends, such as outsourcing certain non-core functions, adopting flexible work practices and the increased use of information technology, and, if appropriate, implement them.Standard Chartered Bank has signed a seven-year outsourcing contract, worth US$200 million, with Atos Origi n for the management of its data services basis in the Asia Pacific region. The agreement covers the deposes data services in Hong Kong, Singapore and Malaysia. Atos Origin says it will aim to deliver improved performance levels and costs to the bank through the deployment of new technology and the standardization of processes. mercantile banks Human Resource system took a different approach and identified a more stipendiary benefit can be made by outsourcing their existing pension scheme. Thus it resulted in the bank hiring Hewitt Outsourcing Services (India) Ltd, to convert its existing pension scheme, from a defined benefit plan to a defined contribution plan. As a result the group post-tax profits rose 39.46 percent to 2.37 billion rupees during the night club month period, compared with the same period last year.Analyzing SupplyOrganizations can hire personnel from internal and external sources. The skill inventories method is one of the techniques used to keep track of int ernal proviso. Skill inventories are manual or computerized systems that keep records of employee experience, education and special skills. A forecast of the supply of employees projected to join the organization from outside sources, given current recruitment activities, is also necessary.For example, Standard Chartered, during the recession, Human Resource analyzing the bare in employees, and having to cost cut to coincide with the new survival of the fittest strategies of the company started to take attrition approach. abrasion is the process whereby the existing employees leave their jobs for various reasons or gets downsized. Those jobs will be kept vacant or unfilled. Attrition or hiring freezes or ban on employment can be implemented organization-wide or department-wise or job-wise if the Human Resource Manager forecasts a wasted manpower in the organization. But if the attrition rate is continuous and high then it is high time the concerned authorities in the organizati on have introspection and take remedial actions. High Attrition is a sign of bad reputation for the organization as a working place.Under the analyzing supply in terms of Human Resource planning process Commercial Bank operates on a different avenue. If future surplus is estimated, Commercial Bank has to plan for redeployment, redundancy etc. If surplus is estimated in some jobs/department, employees can be redeployed in other jobs/departments where the deficit of employees is estimated. Commercial Bank also makes plans for training or reorientation before redeployment of employees. Redeployment takes place in the form of transfers. If the deficit is not estimated in any job/department and surplus is estimated for the entire organization, Commercial Bank then, starts consultation with the trade unions and plans for redundancy or retrenchment.Reconciliation and PlanningThe final step in human resource planning is developing action plans based on the gathered data, analysis and availa ble alternatives. The key issue is that the plans should be acceptable to both top management and employees. Plans should be prioritized and their key players and barriers to success identified. Some of these plans include employee utilization plan, appraisal plan, training and management development plan and human resource supply plan.A good example of this would be to go back to the times where recession hit, and Standard chartered had done extensive research on employee utilization plan, and more importantly the downsizing to keep them afloat. The HR identified key managers and put into action a redundancy plan which was as followedStandard Chartered redundancy planThis plan covered type and number of employees, time of and place of retrenchment, type of help to be extended to retrenched employees in the form of compensation, help in acquire new job, priority in filling future vacancies.Redeployment, Redundancy/Retrenchment Programs1. OutplacementOutplacement programs also inte nded to provide career guidance for displaced employees. This programs covers retraining the prospective displaced employees who can be redeployed elsewhere in the organization, helping in resume writing, interview techniques, job searching.2. LayoffsLayoffs can be temporary or permanent. Temporary layoffs are delinquent to the slackness in business, machinery breakage, power failure etc. Workers are called back as soon as work resumes to the normal position. Permanent layoff is due to settlement of the company. Proper human resource planning leaving the workforce at proper level can help to reduce this effect.3. Leave of Absence without PayThis technique helps SC to cut the labor cost and the employee to pursue his self interests. This technique also helps the company to plan for eliminating the unnecessary job in a phased manner. This concept serves or a productive method to help employees prepare for future changes.Work SharingSome areas of SC offer employees the opportunity to share jobs or two employees working one-half time each. This technique solves the problem of retrenchment in the short run. This is in vogue in advanced countries but not acceptable to workers unions especially within the Asian region.Reduced Working HoursUnder this technique, each worker, works less hours, and receives less pay, so that two jobs are saved. Again this is not prevalent in the Asian region and other developing countries.Voluntary/ Early RetirementAnother issue is early retirement. SC has taken a page from the Government of India who introduced Voluntary Retirement Scheme under the caption Golden Handshake in order to solve the problem of overstaffing in Public sector. This technique solves the problem of excessive supply of future inventory over the demand for the human resources. In short it is popularly called as VRS.Evaluation of the Recruitment Selection Procedure of Both Standard Chartered Bank and Commercial Bank.Recruitment The aim of the recruitment is to en sure that the Organizations demand for employees is met by attracting potential employees (recruits) in a cost effective and timely manner.Selection Employee Selection is the process of putting right men on right job. It is a procedure of matching organizational requirements with the skills and qualifications of people. Effective selection can be done only when there is effective matching. By selecting best candidate for the required job, the organization will get quality performance of employees.Standard Chartered BankRecruitment process of Standard Chartered BankThe banks Management cultivation Scheme takes place in Colombo, where they recruit management trainees. Never the less, Standard Chartered Bank has provided the opportunity for those candidates who are interested in this scheme to ease up to their local cities. Per year around 40 management associates are been recruited. The aim of the management is to recruit graduates and post graduates with different backgrounds and e xperiences yet, the best and the brightest talent in market.Whom do they recruit?Young and talented graduates or postgraduates, who are willing to start their career in the financial service industryCareer-oriented personConsistent academic performer throughout his/her educationInnovative, ambitious, energetic and business oriented personRecruitment criteriaStandard Chartered Bank recruits the most talented individuals from the external market to supplement their internal pipeline of talent. Their Human Resources department provides guidance on the use of psychometric tests and has robust recruitment criteria to ensure that all candidates are treat fairly, equally and with respect. It has a global Graduate Recruitment Program where in the region of 150 graduates are recruited each year on a management trainee program across all businesses, functions and countries.Analysis for Standard Chartered Banks recruitmentHuman Resource Recruitment is defined as any practice or activity carri ed on by the organization with the primary purpose of identifying and attracting potential employees. The goal of an organizational recruitment program is to ensure that the organization has a number of reasonably qualified applicants (who would find the job acceptable) to choose from when a vacancy occurs.Selection Process of Standard Chartered BankEmployee selections at Standard Chartered Bank are based on knowledge, skills and talent. The bank is committed to provide the equal opportunities to all employees regardless of gender, race, age, disability, nationality, ethnic origin or material status. Never the less, Standard Chartered Bank also identifies what unique strengths each individual brings, to the roles they carry out and the development of these strengths.Standard Chartered Bank mostly uses opposite interviews as their selection method. Therefore, when suited applicants are been chosen through the recruitment process the bank set appointments for interviews with them. Af terwards, upon arrival, have each interviewee fill out a job application form and give them a copy of the positions written job description. After interviews are completed, human resource manager of Standard Chartered Bank selects two or three candidates that fits for the vacant job and have them come in for a follow-up interview. This is where the management discuses about salary, benefits etc. Thereafter, the final employee selection takes place based upon these second-level interviews and makes an offer to the Human Resource Managers first choice.Analysis for Standard Charted Banks selectionAny organization that intends to compete through people must take the utmost care with how it chooses organizational members. Personnel selection is the process by which companies decide who will or will not be allowed into their organization. Several generic standards should be met in any selection process, which are reliability, validity, utility, and legality.Standard Chartered selects empl oyees based on knowledge, skills and talent. They are committed to providing equality of opportunity to all employees, regardless of gender, race, nationality, age, disability, ethnic origin, or marital status.Commercial BankRecruitment Process of Commercial BankThe human resources staff at Commercial Bank first makes sure recruitment plans are set based on business goals and analyzing of history. Then looks at the job a requirement and enumerate the skills, knowledge, experience and ability needed. Mainly the recruitment activities of the bank are carried out at least four times per year. Shown below are some figures, which have been taken from a past year.Five employees retired under normal retirements.Fifteen resigned under voluntary retirement.Four resignedFour dismissed.Three expired during the period under view.Commercial Bank has also come up with new recruitment opportunities due to the expansion of the bank. Therefore, to fill these vacancies Commercial Bank follows the in ternal and external recruitment methods. Whereas, it should be noted that when there is a vacancy the bank first tries to fill the space with an existing employee by following the internal recruitment method. If the requirements cannot be met by the internal method then they move into the external recruitment. In addition, it is clear that the bank follows both ways to select the best candidate.The internal procedureThis method is used to fill a vacancy of Commercial Bank, using an existing employee with the right requirements and qualifications. Therefore, if there is any vacancy the management of the bank will advertise it in the internal newsletter, which is handed over to all the employees making more space for opportunities. Within one weeks time if the bank finds a suitable person from the company itself to fill the vacant position, most probably they are given the job. Commercial Bank faces many advantages due to the internal recruitment method. They are as show below,Cost ef fectiveness the bank should invest money upon recruitment, selection and training development when picking an employee externally. This can cut off by the internal method of recruitment.Gives more motivation to all the employees and leads to promotions.Increase commitment to the company by the employees.The external procedureCommercial Bank d

Pathophysiology of breast cancer

Pathophysiology of titmouse malignant neoplastic diseaseCancer is a process in which normal cells go through st mounts that eventually change them to abnormal cells that work out out of control. Breast crabby person is a malignant growth that begins in the wander of depreciator. It is most common genus Cancer in women, that it can similarly appear in men. As per the W.H.O. mess 5, 19,000 deaths happen around the world per year. In 2008, Breast crabby person incidence was estimated that 1.38 million folks suffered with bosom crabmeat throughout the world. In 2008, it was estimated that n early(a) 3, 32,000 in Europe and 1,82,460 in US were registered with brand-new cases. The incidence of breast crabby person in India is on the rise and is speedily becoming the number one cancer in females. One in twenty two women in India is likely to suffer from breast cancer during their lifetime, but this figure is more in developed countries like America and UK (one in eight being victim). In 2005, International Association of Cancer Re chase survey showed that there will be 2,50,000 of breast cancer patients that will be seen in India by 2015, A net 3% increase per year (80 new cases per 1,00,000 population per year).PATHOPHYSIOLOGY OF chest of drawers CANCERBreast cancers arise from a sequence that begins with an increase in the number of breast cells to the emergence of atypical breast cells followed by carcinoma in situ and finally invasive cancer. Breast cancer occurs due to interaction amid the environment and a defective gene. When cells became cancerous they lost ability to grasp dividing, to attach to other cells and to stay where they belong. Some mutations can cause cancer such as p-53, BRCA1 and BRCA2. These mutations be each inherited or acquired later on birth. early(a) mutations also cause breast cancer which is deterring the P13K/AKT pathway these are helpful in apoptosis so that the pathway is stuck in the on position and cancer cells do non commit suicide.Breast cancers are many types which are mainly invasive (infiltrating) breast cancer, non-invasive(ductal, lobular), estrogen fueled, inflammatory and metastatic breast cancer, in these types ductal carcinoma and invasive breast cancers are more common types accounting for about 15% and 80% respectively.CLINICAL SYMPTOMSLump or swelling in the armpit.Changes in breast size or shape.Dimpling or puckering of the skin thickening and dimpling skin is sometimes called orange peel.Inverted nipple nipple turns inwards.Crusting or scaling on the nipple.THERAPEUTIC APPROACHES FOR BREAST CANCERIn the present era we bear divergent approaches are there to reduce the breast cancer effect in patients. The suement of breast cancer is merely dependent on stages of breast cancer, prognosis and try of recurrence. It is normally treated with breast conserving surgery and then may be with radiation or chemotherapy or both. In case of hormone positive cancers are treated w ith hormone therapy. Surgery is usually the first ocellus of attack against breast cancer and depends on many factors. Lumpectomy, Mastectomy, lymph node removal and breast reconstruction are comes under the surgery. Chemotherapy treatment uses medicine to weaken and abate cancer cells in the body, including cells at the original cancer site and any cancer cells that may have spread to another part of the body. It is used to treat early stage invasive breast cancer and advanced stage breast cancer, in some cases chemotherapy is give before surgery to shrink the cancer. In many cases a combination of two or more medicines will be used as chemotherapy treatment for breast cancer. Hormone therapy medicine treats either by lowering the amount of the hormone estrogen in the body or by blocking the action of estrogen on breast cancer cells. Hormonal therapy medicines can also be used to reduce the growth of advanced stage or metastic hormone receptor positive breast cancers and early st age hormone receptor positive breast cancers. Hormonal therapy medicines are not effective against hormone receptor negative breast cancers.RISK FACTORS FOR BREAST CANCERMany factors can influence a womans getting breast cancer but having one or more run a risk factors does not ineluctably basal that a women will get breast cancer. It is important to remember that breast cancer can also occur in women who have no identifiable risk factors. There are many risk factors are responsible for breast cancer, these are classified into three categoriesStrong risk factors mark risk factorsOther risk factorsStrong risk factorsAGE The primary risk factor for breast cancer in most women is older age. Overall, 85 percent of cases occur in women 50 years of age and older, while only 5 percent of breast cancers develop in women younger than age 40.Family history Women who have a family history of breast cancer are at a higher risk for breast cancer than those who do not have such a history. Mai nly two autosomal dominant genes, BRCA1 and BRCA2 are responsible for breast cancer.Previous breast cancer If women had breast cancer in one of the breast previously then there is more possibility of developing cancer in the other breast. This is basically due to transmitted mutation of BRCA geneModerate risk factorsMammographic assiduousness Women whose mammograms showing many dense areas of tissue in the breast have higher risk of acquiring breast cancer than women showing only fat tissue in her mammogram.Biopsy abnormalities Women whose previous breast biopsy result showed abnormal proliferation like excessive growth of glandular tissue have an increase tendency of acquiring breast cancer than non proliferative benign breast conditions like fibrocystic changes.Radiation For the treatment of other cancers a women who have received high doses of radiation therapy on the chest are more prevalence to breast cancer than women who have not exposed to radiation.Other risk factorsHormo nes Throughout a womens life breast tissue remain sensitive to hormonal changes that includes during each menstrual cycle, pregnancy and lactation. Increased exposure of estrogen is more porn to breast cancer in women because estrogen stimulates glandular proliferation in breast.Pregnancy and breast feeding Women who gives child birth at or after the age of 30 have double the chances and women who never given birth have triple the chances of getting breast cancers.Hormone replacement therapy women aging 50 to 79 who undergo hormone replacement therapy, a combination of estorogen and progesterone for approximately 5 years have increased risk of breast cancer development.Alchol A women who drink alcoholic drink of two units per day have 8% chances of developing breast cancer than women consuming one unit per day. Increased alcohol consumption increases estrogen levels causing breast cancer.Miscellaneous factorsIt may include women of high socio economic status, women working in night shifts exposing to light, race or different ethnic groups like black women and women who smoke have increased tendency of acquiring breast cancer. Women who have other diagnosed cancers of endometrium, ovary or colon have increased chances of getting breast cancer.DIAGNOSTIC TOOLS FOR BREAST CANCEREvaluation of breast complaints and book binding for breast cancer accounts for a significant part of primary care. These screening techniques are useful in determining the possibility of cancer. Generally triple test is used to diagnose the breast cancer it means clinical breast examination, mammography and fine needle aspiration cytology. Other techniques for evaluation of breast cancer are ultrasonopgraphy, core needle biopsy and genetic tests to evaluate the BRCA mutagenic genes.There are many biomarkers are there to evaluate the breast cancer most of them are useful for early detection some are useful to rate the prognosis of the disease. Risk biomarkers are those associated with i ncreased cancer risk and include mammographic abnormalities, proliferative breast disease with or without atypia, and inherited germ line abnormalities. Prognostic biomarkers leave information regarding outcome irrespective of therapy, while predictive biomarkers give evidence regarding response to therapy.MammographyIt is performed to evaluate the breast lumps or as a screening tool. It is usually recommended as part of the evaluation in women older than 35 years who have a breast mass to help evaluate the mass and to search for other lesions. Mammographic findings propose cancer include increased density, irregular border, speculation, and clustered irregular microcalcification. There have been eight major trials of mammography screening. The observed change in breast cancer mortality has varied widely among these studies but the difference is only in randomization techniques, quality of mammograms, and duration of follow-up and evolving treatments during the trial.To assess the Mammographic density is allied with risk of breast cancer and portrays the effects of different reading conditions on the detection of changes in mammographic features. The subjects were recruited from who were participated in NBSS(National Breast Screening Study) program. The trial was randomise into two groups and subjects were allocated based on age, menopause conditions. i.e. one group contains who had undergone menopause after entry (n=202) and called it as prepostmenopausal group and another group contains who had not (n=202), called it as premenopausal group. By using a computer assisted method they obtained memmogram in each individual. Through the one year they collected mammographs in four reading methods of randomization. They assessed mammographic measures of total, dense and non-dense areas, percent density and associated variance to evaluate the mean effect of the menopause. The result of trial shows mehod-1 gave the largest mean period difference method-4 gave the l east mean period among the four mammographic measures. Finally the result shows that mammographic density is the most reliable and sensitive method for the detection of changes.There is variation in the composition of tissue and also radiographic properties of fat, stroma and epithelium in the breasts of the radiographic appearance from one woman to the other. Literature studies have shown more density of breast is associated with increased breast cancers. Wolfe explained the relativity between variation of mammographic density and the risk of breast cancer. Women have four to six times higher risk of getting breast cancer with more than 75% of density. An extended mammographic density may make difficult to detect breast cancer by mammography. During screen tests it will increase the risk of development of cancer. The reason for the study was to relate mammographic density in base line mammogram and the increased development of breast cancer. The NBSS conducted a screening test with mammography and animal(prenominal) examination. The SMPBC with mammography and OBSP with mammography and physical examination. A cause control study in which the subjects who had histologically verified breast cancer were included and subjects whose diagnose of the breast cancer with less(prenominal) than 12 months were excluded. Through radiologist and computer assisted method the mammographic density was examined. The image of unaffected breast of case patient with image of control subjects were examined in a multiviewer in a set of 100 images. The statistical result showed that women with 10% of mammogram density had lesser risk of developing breast cancer than women with 75% of density. Increased risk of breast cancer persisted for minimum of 8 years either detected by screening or other methods. It was less in older women than in younger. 26% breast cancer and 50% of cancers detected in less than 12 months after negative screening test in women younger than age of 56. The stu dy concluded increased risk of breast cancer is seen with higher mammographic density detected by screening or between screening tests.CONCLUSIONThe incidence of breast cancer is rising in every country of the world especially in developing countries such as India. This is because more and more women in India are beginning to work outside their homes, food habbits, life styles and shorter duration of breast feeding and late age at first childbirth. Early detection of breast cancer has possibility to save the lives. Weve different biomarkers to detect breast cancer. Mammography is not generally useful in women younger than 35 years who present with a lump. It is performed as an adjunct to the physical examination in evaluating as a screening tool in breast cancer. Mammography is not sufficient to exclude cancer in the evaluation of a palpable mass. Ultrasonography is very useful for evaluating breast lumps and in further delimitate mammographic abnormalities. It is especially useful in women younger than 35 years.

Roper Logan Tierney Model Activities Of Daily Living

Roper Logan Tierney Model Activities Of Daily LivingINTRODUCTIONIn this assignment I exit present a diligent I have c bed for during one break of serve on my placement ward. Using the Holland et al (2008) Roper Logan Tierney poser of care which concentrees on the activities of daily living a description of care received by the persevering will be outlined. Any reference made to the forbearing is infra pseudonym and referred to as Mrs Oni to protect the patient role confidentiality according NMC Code of conduct (2008). To comply with guidelines set out by Department of Health (2009) full communicatory consent was first obtained from the patient before any information was used in this assignment.My placement was in abdominal and orthopaedics surgical ward were patients were routinely admitted from misfortune and emergency and prepared for surgery and admitted later on surgery. I have chosen a 33 year old female patient admitted to accident and emergency department and then to the ward with acute lower abdominal pain and later had non elective surgery for appendicitis.It was my duty under the supervision of my mentor, during this shift to monitor and maintain internal and safe environment, communicate and bring forward patient to mobilise and wound management. The assessment machines utilised to create a care conception according to priority are those implemented and used by the trust. All activities discussed will be reflected upon as part of personal and professional development.CASE proveMrs Oni is a married mother with two children under the age of ten. She is a health support worker and is employed full time. Mrs Oni complained that the pain started at the navel region and then later the pain intensified at her right lower abdominal quadrant. When she was admitted upon examination by the general surgical team it was inform that her abdomen was tender and gardening. Other symptoms presented included constipation, nausea, fever and loss of app etite which all common to the condition.Patient had past medical history of being case-hardened for urinary tract infection to rule out this as a possible reoccurring cause a urine analysis was per create and sent to microbiology testing and pass on analysis. Bloods were also taken to check for raised neutrophil (white blood cell) count. No previous history of abdominal pain, aggravating factors, patient felt relief when untruth down with knees pulled up, presented no urinary symptoms, no alcohol consumption, and patient is not on any medication. On observing Mrs Oni she appeared anxious and was tired due to pain.When the patient was assessed using interview skills and attempting to form a therapeutic relationship with the patient it was revealed that Mrs Oni wanted to maintain a traditional African diet rich in fibre with lots fruit and vegetables, but found it hard to find time to prepare the meals and replaced it with unhealthy snacks while at work and didnt eat at regular mea l times. She also revealed that she did not get a great deal exercise and weight gained plummeted after her second child.Oxford dictionary for nurses state that the appendix is the short adulterate blind ended tube, 7 10 long and is attached to the end of the caecum. The caecum is the first part of the large intestine according to Clancy McVicar (2002) appendicitis occurs when this tube becomes make full with faecal matter and or with other debris. It can also occur if the caecum is obstructed resulting in damage and blockage to the appendix. In both cases fervor occurs which can cause rupture of the appendix and appendectomy surgery is required to stop other bowel and abdominal inflammatory conditions development.I have chosen this patient because NHS Choices (2012) states that appendicitis is considered to be a common condition and that around 7% of UK population will develop the condition at some stage in the lives. It also states a lack of fibre in in diet can be a cause for the condition. I have also formed a good therapeutic relation with the patient.USING ROPER LOGAN TIERNEY MODELCronin Rawlings-Anderson (2004) cited Walker Avant (1995) who exposit practice theories as goal oriented actions.Llewellyn Hayes (2008) describes the model as an aid in assisting and measuring the patients ability to achieve independence at each stage of care. All 12 activities include, maintaining a safe environment, communication, alive, ingest and drinking, eliminating, personal cleansing and fertilisation, controlling body temperature, mobilising, working and playing, expressing sexuality, sleeping and dying. All activities according to Holland et al (2008) are used as a framework for the assessment, planning, implementing and evaluating work at in the provision of care.Maintaining a safe environment is one precedent of how the activities can relate to patient care. Diamond (2011) uses the care setting as an example how a person human rights can become easil y compromised. The Human Rights Act (1998) article 3 states that No one shall be subjected to torture or to inhuman or degrading treatment or punishment.This clearly illustrates that the environment in which a patient is care for should be maintained to en reliable patient physical, mental and psychological wellbeing while also reducing the take a chance of infections. The Roper et al model of care is therefore a useful tool for ensuring that all patient needs are considered. Holland et al, (2008) also includes care for the internal environment that which is on a cellular level. This outlook forms a very eventful part of the recovery process for the case study patient Mrs Oni.ACTIVITIES OF DAILY LIVING FRAMEWORK OF CAREChinn Kramer (2008) argues that a nurses action can help to change patient experience by using their awareness and theoretical knowledge in incidents, thus dislodging patient fears approximately situations that are new to them.The handover received for Mrs Oni described the patient sleep patterns throughout the night, utter the analgesics paracetamol and tramadol placed for pain, discussed patient mobility, discussed patient intervention that was the physiotherapy sessions which were required for chest exercises, wound care discussed where surgical clips take a bearing from the wound sloughing observed and surgical team notified as a result antibiotics now plus eight hourly and stated wound dressing needed to be changed and catheter to be remote.Although the assessment of the patient was received from a secondary source in handover the patient care still needs to be assessed in order to establish care priority for the patient. Holland et al, (2008) assessment is therefore the first stage in the process where the nurse uses communication skills to gather to dispirit planning care for the patient.BreathingOn assessing Mrs Oni it was found that she was still feeling tired after getting a full nights rest. While listening to the patient it was observed that her speech was quiet and chest movements were irregular. The pulse oximetry machine was used to further assess the levels of atomic number 8 in the patient. Correctly using the equipment making sure the patient was not wearing nail polish which can alter readings.The diagnosis with the reading confirmed that Mrs Oni was lacking oxygen. The normal range for the baseline measurements are charted out using the Glasgow Coma Scale used by the trust. It indicated that reading above 94% is considered within the normal range, Mrs Oni reading were 93%. It was decided that oxygen therapy was needed.A second intervention after the oxygen therapy was reassessed and had improved the patient breathing was made to prevent secondary infections the physiotherapists work with Mrs Oni, to teach her deep breathing exercises to avoid developing chest infections. The use of communication in assisting Mrs Oni by first providing a vomitus bowl and tissues as needed with the nurse exp laining to patient why it was important to expectorate any excess sputum while giving the nurse the opportunity to inspect colour of sputum for signs of infection, according to Basford Slevin (2001) this reduces the chances of developing other complications.MobilityMobility according to Perry Potter (2004) is affected by events and nursing intervention can improve body function and ability to recovery. NICE clinical guidelines (2010) to encourage hydration and mobility to reduce risk of venous thromboembolism (VTE). This condition according to Clancy McVicar (2002) is where clotting occurs in the veins and affects patients who have had abdominal surgery and experienced child birth.The surgical team did prescribe some prophylaxis treatment anti-embolism stockings which are referred to as TED stockings. However, the patient refused to wear them and has a right to do so according NHS Choices (2011) under the Mental Health might Act 2005 which advises that a person has the right to voluntarily refuse treatment.On assessing the patient no real barriers to mobility was observed and with improvements on the patient breathing and fag out levels, knowledge of psychological issues was required to further diagnose the patient.Using communication skills to form a therapeutic relationship as an intervention, Mrs Oni revealed that she was very worried about her children, she became tearful but discussing her children helped to remind her that she need to recover quickly to get back to her family and home. She was able to later agree to wear the anti-embolism stocking and began to attempt to mobilise without assistance. other nursing intervention used to aid Mrs Oni in mobilising was to administer prescribed analgesics for pain management thus reducing the effects of the surgical wounds present.Personal cleanup and dressingMrs Oni had a wound had become infected and needed to take meropenem by intravenous infusion which according to BNF (2012) an penicillin antibiotic prescribed forintra-abdominal infections, skin and soft-tissue infections. Mrs Oni stated she was not allergic to penicillin upon admission but the side effects from the drug were likely to be nausea, vomiting, diarrhoea, abdominal pain and headaches. According to BNF (2012) patients most at risk of developing anaphylactic reactions are asthma, eczema and hay fever sufferers.On inspection of the wound while changing the dressing it appear to be less exudate. On previous dressing change I was reported that there was some sloughing which is according to Perry Potter (2004) pg. 1278 are tissue cells that have died and have been removed from the body. Cleaning of the wound using the aseptic technique and new dressing were applied. Mrs Oni was then assisted with her personal hygiene needs and expressed that she was feeling much better. These actions taken will help to improve body image and reduce risk of prolonging the infection.PainAlthough not mentioned in the handover it is still a n effect experience after surgery. The tool used to measure pain is done using a numerical rating system with a scale rating pain from 0 to 10. Zero being there is no pain and ten being the highest value Indicating intervention needed. Perry Potter (2004) p.1274 definition of pain, subjective, unpleasant sensation caused by perverting stimulation of sensory nerve endings. This notion that pain is subjective is very true as each individual experiences pain in a contrary way according to Ewards R. article in Benzon et al (2005) pain can also be measured through observing behaviour. Mrs Oni did report pain and the prescribed analgesics were given as prescribed. Upon evaluation it was verbalised by Mrs Oni that she was in less pain four hours an hour later after administration.CONCLUSIONThe important aspect of the reflective process is to develop critical thinking skills which according to Jasper (2006) helps to develop the ability give clear rationales when making decisions. Reflect ing using Gibbs et al (1988) cited by Bulman Schutz (2008) motorbike where a series of reflective questions to be thoughtfully answered in retrospect which begins with the experience, a description of feelings, taking in account the positives and negatives, looking at the situation from different angels, what else I could have added to improve the outcome and finally the actions taken. Using the experience of caring for someone post-operative using the Roper et al, framework of care was a good teaching guide and created self-awareness of the process while helping to give a structured framework to gather knowledge in a way that was useful. I felt more comfortable and confident in discussing issues with my mentor on issues of care. The environment was very challenging but the framework help me to focus and achieve my objectives.Evaluation of care using Llewellyn Hayes (2008) uses Huycke and Alls (2000) framework that encompasses all involved in the provision and receipt of care. Th e ward provides a comment mental capacity for patients, this way the immediate providers of care the staff receive instant and genuine feedback. This shows the patient experience is valued.

Essay --

Scope and ways of participation There are three sets of managerial decision, which ca-ca the direct impact on the employees of any industrial formation. They are social, people and economic decisions. Economic decision includes the financial aspects like, manufacturing, mechanization, termination and so forth Personnel decisions mention to recruitment, selection, advertising, transmission, criticism handling & etc. Social decisions refer to working hour, prosperity measure, working rule and manner of individual, joining in social, personal, & economic. On school of thought is of the opinion that the employees at several(prenominal) levels. The first opinion could lead to the employees actual contribution in the decision making of safety, health, and hygiene and noise level. The employees must have a say in the choice on the issues mentioned above. But there is variance of opinion about the scope and the degree to which workers or the trade unions should on equality basis, sitting wi th the management as the equal partner, and to make dual managerial decisions on all stuffs.In practice, the factors affecting the workers participation can be shown asParticipation at The Board Level The board of directors is the head body in the management of a corporate institution. A representation of employees on the board would, it is supposed, escort in industrial democracy, ensure meliorated employer-employee relationship and guarantee better productivity. The workers participation at the board of directors sacks safe guard employees interest, assist as a get wind system, guide to management, guidance on matter of venture. The contribution of workers are highest management is not without problems. The board of any initiative is primarily alarmed with problems l... ...and impressive results when decently applied.Empowered Teams The empowerment happens in the period power goes to employees and they can practice a sense of ownership and control over their jobs. Empowered i ndividuals recognize that their jobs have its place to them. Empowerment is eased by a combination of features like values, leadership actions, job configuration and rewards system.Financial Participation Financial participation varies from different forms of employee involvement in that, it is less probable to involve employees in discussion or decision making processes. The general determination of financial participation is to improve the organizational performances through the workers assurance. There are various financial participation schemes like profit-related pay, profit sharing, workers assistance, pension fund participation and wage earner lettuce etc.

Report on Winner-Take-All :: Winner-Take-All Elections Politics Essays

Report on Winner-Take-All Winner-take-all is a term used to describe single member district and at vast election systems that award seats to the highest vote getters without ensuring fair representation for minority groups. In the United States, these are typically single-member district schemes or at-large, block-voting systems. Under winner-take-all rules, a slim majority of voters can control 100% of seats, leaving everyone else effectively without representation. Theres something else troubling about the way we elect presidents--something beyond the personal attacks, the derelict voters and the becharm of big money. It is the fact that so many of those who do vote dont have their votes counted.Florida is a good example of what Im talking about--not because that landed estate turned out to give birth the decisive difference in this weeks election, but because more than 2 million voters--nearly as many as will go to the winning candidate--had no hypothesise in the outcome. All of Floridas 25 electoral votes will go to the other guy.Thats the unavoidable consequence of the winner-take-all system that prevails in all the states. At the end, of course, any skirmish for a single office is a winner-take-all affair. But why should it be that way in the states? Why should more than a million-and-a-half California supporters of George W. Bush becharm all 54 of the states electoral votes go to Al Gore? In short, what is wrong with apportioning each states electoral votes in accordance with the way the states electorate voted? A better question, no doubt, is why not ditch the electoral college system altogether and go to direct elections?Politicians as different as Franklin D. Roosevelt and Richard Nixon backed a constitutional amendment to have all the states go to a proportional system. Obviously, nothing came of the proposals. Its probably because the political party that would be favored in a winner-take-all state is usually the party that runs the state. Th e party with the power to change the system has no incentive for doing so. It is not the sole fact that votes get wasted that bothers me. There is oft more to it. Bush hardly campaigned at all in New York--and for the same reason that Gore neglected Idaho, Wyoming and Alaska His opponent had the states locked up, along with 100 portion of their electoral votes. Indeed, Bush was criticized by some GOP strategists for wasting time and resources campaigning in California.