Difference Between inure and enure

Distinction Between inure and enure Distinction Between â€Å"inure† and â€Å"enure† Distinction Between â€Å"inure† and â€Å"enure† By Maeve Maddox inure: To bring (an individual, and so forth.) by use, propensity, or ceaseless exercise to a specific condition or perspective, to the perseverance of a specific condition For instance: Crisis room work force become inured to seeing blood. Researchers working in Antarctica become inured to the virus. Instructors in schools with frail principals become inured to insults. enure: (lawful term) to come into activity; to occur, have impact; to be accessible; to be applied (to the utilization or advantage of an individual) For instance, The new duty will enure to the advantage of the considerable number of occupants of Madison County. These models from the web demonstrate that inure for habituate has become the most well-known spelling on the two sides of the Atlantic: WE MUST NOT BECOME INURED TO YOUTH GUN VIOLENCE (The Boston Globe) Germans become inured to savagery against outsiders (The Independent) Is it true that we are getting inured to common help recklessness? (The Telegraph) How Inured to Mass Shootings Have We Become? (The Huffington Post) Film crowds have since quite a while ago become inured to old entertainers being matched off with scarcely post-pubescent females. (The Guardian) In more seasoned printed works, the spellings inure and enure happen regularly with either meaning. Both the OED and Merriam-Webster offer enure as a variation spelling, however present day utilization appears to support inure for the feeling of â€Å"habituate.† It might be valuable to hold the spelling enure for the legitimate term. Wordnik offers instances of the employments of enure and inure. Need to improve your English shortly a day? Get a membership and begin getting our composing tips and activities every day! Continue learning! Peruse the Vocabulary class, check our famous posts, or pick a related post below:Congratulations on or for?â€Å"As Well As† Does Not Mean â€Å"And†I wish I were...

Maritime Law Essay

On January sixth, 2007 the vessel crashed into â€Å"M. V Container† while drawing closer to steer station. The reason for the crash was because of wrong plotting position of third official from â€Å"Never Struck† and unfair follow up on COLREG 72 from â€Å"M. V Container†. Proprietors of the â€Å"M. V Container† guaranteed her harm load hold No 1. Load proprietor of manure guaranteed to proprietor against delays. 4. general normal versus specific normal (a) General normal is brought about to support all interests however the specific normal is regarding only one of the numerous interests. b) General normal is consistently deliberate and purposeful yet the specific normal is an inadvertent or startling disasters. (c) General normal is shared by every one of the individuals who have profited by the general normal act. Specific normal is paid by the back up plan. (d) General normal may incorporate consumption and penance alongside misfortune, though the s pecific normal outcomes from a misfortune or harm. 5. Conditions inferring General Average In request for a demonstration of penance or use to be viewed as a demonstration of general normal, six conditions must win. a) Common Maritime Adventure †More than one gathering must be engaged with the experience in order to be ‘common’ (shipowner, freight proprietor). (b) Real and Common Danger †all gatherings more likely than not been really profited by the penance because of a risk that jeopardizes the experience. (c) Extraordinary †misfortune must be recognized from conventional misfortune since normal misfortune isn't considered general normal commitments. (d) Intentional †choices must be made and the misfortune must be deliberate. (e) Reasonableness †irrational and superfluous penance or consumption isn't legitimate. f) Success †the conciliatory activities must have the option to spare the property engaged with a typical sea experience from a specific threat. Where the boat and freight is complete ly demolished out and out, there will be no doubt of general normal. 6. CASE ANALYSIS For the situation of â€Å"Never Struck† and â€Å"M. V Container†, it was because of the carelessness of third official in â€Å"M. V Container† who didn't support to Prevention of Collision Regulations 1972 which is a penetrate of universal law, making the two vessels impact. In spite of the fact that â€Å"Never Struck† had its very own issue, it didn't anyway break the global law of ocean routes. In applying the standards of Prevention of Collision Regulations 1972, Part A, segment 2(a) and area 2(b), alluded to as the â€Å"General Prudential† rule and gives for non-conformance expressed guidelines so as to forestall an impact, since what is vital is to keep away from or limit the harming impacts of a crash, instead of aimlessly adhering to the principles precisely. The general plan is to limit genuine impact occurring instead of rule consistence in itself. Because of carelessness with respect to â€Å"M. V Container† she won't have the option to guarantee against â€Å"Never Struck† for the fixes of the payload hold No 1. The freight misfortune in the payload hold No 1 which was lost because of the mishap may anyway achieve an activity in tort. In the event that there was any further loss of payload which was casted off so as to spare the boat or costs acquired after the impact so as to spare the experience might be subject for general normal. Concerning â€Å"Never Struck†, the load proprietor may guarantee either â€Å"Never Struck† or â€Å"M. V Container† against delays. Anyway it ought to and would not be considered when all is said in done average cases. Same with respect to the instance of â€Å"M. V Container†, the freight misfortune which was lost because of the mishap may anyway achieve an activity in tort. On the off chance that there was any further loss of load which was casted off so as to spare the boat or costs caused after the crash so as to spare the experience might be at risk for general normal. 7. Determination As an end, impacts may prompt a progression of cases and activities. These arrangement of occasions may achieve the application various acts. It is significant however to comprehend that General Average possibly exist if the demonstration of penance or consumption is intentional so as to spare a typical experience from all out misfortune adrift.

From Good to Great How to Become a Badass Recruiter

From Good to Great How to Become a Badass Recruiter Every company needs employees, and every person needs a job, so you might say that the recruiting position is necessary for the current system.Whether you want to work in an HR department in the company, or in a private hiring agency, there are some things you need to know.First of all, being a recruiter is not that hard, but being a badass recruiter is very hard. Everyone can be an average recruiter, but not many people can wear the title of an excellent recruiter. Therefore, we are here today to help you with becoming one.We could say that all badass recruiters have some things in common: they all have a certain set of skills, qualities, and habits. In other words, skills, qualities, and habits are the pillars of being a great recruiter.Good recruiters have some, but not all of the above, which is what separates badass recruiters from regular ones.Right now, we are going to dive deeper into what these skills, qualities, and habits are, in order to get a better understanding of what it takes to be a great recruiter.SKILLS THAT COULD HELP YOU BECOME A GREAT RECRUITERLet’s start by examining certain skills that every great recruiter has. Some might not be necessary in order to do the job, but they are very useful when it comes to doing it.1. Skills in SalesOne way of looking at the job of a recruiter is to compare it to any job regarding sales. Same as in sales, in recruiting you to want to sell a job to your candidates. You want to give them an offer that would benefit them, and at the same time be acceptable for your company.Therefore, having some skills in sales would help greatly. By using them, you could definitely think of a way to make both your company and potential candidates happy, by offering them nice working conditions, while respecting the limitations set by your company.2. Skills with PeopleThe whole recruitment process is simply a different sort of sales. Instead of selling a product made by one person to a different person, you need to sell on e person (a candidate) to your company and you have to sell a job position for the candidate.So, we could say that it is still the sale process, with multiple stages. And since it is about selling the job and the candidate with a certain set of skills, you need to be good with the people, understand them, their motives, their wishes, and reasons. Only then you will be able to become the best of the best when it comes to recruiting.3. Communication SkillsOne of the most important skills you should have in order to deal with people is, of course, good communication skill. The way to properly present your offer to candidates and make them accept it. The way to convince your bosses about a candidate’s worth.All that requires you to be communicative and good with words. That way, people will recognize you and respect you. In business, you can never talk too much. The more you talk, the more information you can learn and give. In other words, you simply need to practice and find that op timal level of information sharing that would be enough to satisfy both your candidates and the company.4. Skills in MarketingSometimes a good recruiter is not so easy to find. Sometimes people get picked for the job, simply because they are famous, which doesn’t have to mean they are the best at what they do. It just means they advertised themselves better than other recruiters, who could potentially be better than them.Therefore, in order for you to become a badass recruiter, you need to have some marketing skills, so you could fight your way to the top of the food chain and make companies select you as their recruiter, over other people. For that reason, you should do research and find out what are the most in-demand marketing skills, and make sure to learn them as best as possible.5. Ability to Solve ProblemsSame as on any other job, there are occasional difficulties in the recruitment world as well. For example, let’s say that you found a perfect person for the position in your company, but for some reason, the conditions you offer are not enough and the person is not willing to join you unless you change your offer.Now, sometimes it is easy to solve this, just offer a higher salary or certain benefits, but most of the times, the company sets the maximum salary limit you can offer to job applicants.In order to get that candidate to join you, you would need to use your creative problem-solving skills, to think of something that could be done to satisfy the candidate, while respecting the company’s limitations.For instance, if the problem is the job location, you could offer organized transportation to the candidate, or if you work for a big company with offices in multiple locations, you could offer your candidates to work in an office close to their homes, while keeping other conditions unchanged. That way you would increase your chances of hiring the candidate in question while respecting the company’s salary limit.6. Ability to NegotiateAbility to negotiate comes naturally as one of the most important skills every badass recruiter should have. Recruiters need to be able to make good offers, find a balance between their candidate’s wishes and the limitations set by the company’s officials.Good negotiation skills are very important during the offer stage when you have to “guess” the terms that could be acceptable to both the company and candidates. A good way to ensure the success is to offer realistic amounts, but keeping it a bit lower than what the company is ready to offer. That way, you would have a chance to increase it if needed.Some companies though will want you to offer a fixed amount, without lowering it during the interview. In that case, you can always work with other information, since salary is not the only deciding factor. There are other points of interest, which you could use to your advantage, such as bonuses, transportation fees, health insurance, etc.7. Good Time ManagementLast skill, but not the least, every badass recruiter should master is the ability to manage their time in a good way.Depending on the company you work for, you might have a small or huge amount of potential candidates. In any case, you should organize your activities to help you maximize your productivity and time, without having to reschedule so often, because of other obligations.Some interviews may take longer than others. Some recruitment processes have several stages, especially in large multinational companies. So, the entire hiring process needs to be well-organized and carefully executed.However, in some companies, that doesn’t have to be the case. You can organize your interview outside the office, go grab a cup of coffee with the candidate, or even do the interview while doing shopping. It all depends on the job position and the company’s rules.In both cases, time management is crucial, so make sure you know how to organize your time and make good schedules.THE MOST IMPORTANT QUALITIES OF A BADASS RECRUITERNow that we went over some skills every badass recruiter should have, let’s talk about what qualities separate bad or good recruiters from badass recruiters.1. ConfidenceOne of the most important qualities, not just for a job, but for everyday life in general, is to be confident. While there is a confidence gap between men and women, it is certain that confident people are more attractive, both in a personal and business way.In order to become a badass recruiter, you need to look and sound confident. You will often have to persuasive and make people accept your terms, which is only possible if you reassure them that it is a good decision to make. You can’t do that if you are not or you don’t seem confident about it.Confidence is not just important for your candidates, but for yourself as well. There is no company that would hire recruiters that are not self-confident and sure they are able to complete their job.2. PatienceAnother quality every badass recruiter should have is patience. When everything goes smooth and you are able to find the right people for the job, there is no problem. However, like with everything in life, things won’t always go smoothly in hiring business as well.You may end up losing a very important candidate or having difficulties with finding the right terms to offer. When that happens, you might get nervous and be under the pressure from your bosses. However, you shouldn’t despair. Be patient instead and work harder to work on a solution that could fix the problem, whether it is looking for a new candidate, or working on a new set of terms.3. PersistenceYou could say that persistence and patience are inseparable. And you would be right to say so. In hiring business, there is usually a need for repeating negotiation or continuous looking for suitable candidates. That means you will have to be persistent in what you do and don’t give up easily, even when things seem dark.Sometimes, you may need to change your offer one more time or to look for one more applicant or simply to make one more decision. To be successful in this kind of environment, persistence is the key.4. ProfessionalismWhen it comes to business, and especially with dealing with people, it is very important to be professional and to be recognized as a professional. People would be more likely to do deal with you if they knew you are professional or that you come from a serious company.For example, it’s not the same if you go to an interview in a new, small company, and to Google. You would act differently in both. Therefore, as a recruiter, it is a very good idea to always be as professional as you can, in order to earn a reputation.5. DependabilityIn business, everyone like people who are capable of doing things on their own and to make tough decisions without hesitating too much. It means a lot to companies if they can rely on their recruiters to pick good candidates for them.Therefore, you should always try to be depe ndable and show your bosses that you are a trustworthy person, who is capable of hiring the perfect candidate for the job they need.Apart from that, if you are dependable, your candidates would be more eager to trust you and accept your offer with less resistance. Along with that, they might even look up to you as their personal coach, from who they would learn new and important things.6. Good Risk ManagementDepending on whether you work for a big company as a professional recruiter in their department, or for a separate hiring agency, you might face more or less risk.Of course, it is riskier to work for a hiring agency, because salaries there are not fixed and you earn it according to the number of people you get for your clients. Therefore, there is always a risk that you could fail in getting the job done, meaning you wouldn’t get your payment.In order to become a badass recruiter, you will have to learn to manage that risk and to become comfortable in a risky business environm ent.7. Ability to Stay Calm in a Chaotic EnvironmentAlong with the risk, comes the managing the chaos that comes with it. Hiring job is not quite easy and you may find yourself in some very chaotic situations. At one point you may be at the top of things, while at other points, you may be at the bottom.Therefore, you need to be adaptable and to stay calm in a chaotic environment. Keep doing your job and try to solve any problems that may have occurred during that time. However, even though the job is risky, the rewards are high, so that is one more reason to get comfortable with chaos, so you wouldn’t have any issues.HABITS OF A BADASS RECRUITERNow, having all those skills and qualities we had previously talked about is not quite enough to become a badass recruiter. You also need to practice a lot, which means that you need to grow certain habits, to make it easier for you to get used to doing things a certain way. Let’s see what those habits are.1. Good PlanningEvery good syste m needs a good plan. Same goes for recruiting. We had already mentioned how good an organization is important for recruiting. Therefore, it is only natural that planning is an important part of the process as well.It doesn’t have to be a lengthy plan. You should simply take some time, let’s say 30 min to 1 hour to plan the activities for the next days, what calls to make, what people to see. That way, you will be ready to start working tomorrow when you come into the officer, rather than having to spend time planning on-site.By doing that, you will be able to focus on more important things at work, which could possibly lead to increased productivity and a more professional way of dealing with potential problems.2. Phone TimeOne of the pillars of recruiting is constantly talking over the phone. Therefore, you should get used to it, if you want to become a badass recruiter.Data shows that recruiters whose phone time is bigger, usually score more hits than others. And it is safe to say that most of them really enjoy being on the phone, talking to people and trying to get those candidates for their clients or company.3. Tracking MetricsIn order for you to be able to analyze your score and working progress, you need to track metrics and get the necessary data. That would help you see how well you performed during some period of time, what you could do better and whether or not you should change something, in order to improve the entire process.There are different ways to track your metrics, depending on the field and other factors. You should explore your options and use ones that are suited for your job the most. 4. Having Straight PrioritiesAlong with the planning process, it is also very important to make a categorization plan, allowing you to prioritize activities and people that are more relevant to your business.For instance, you could categorize people into different groups, dividing those who are almost ready for offers from those who just entered the s ystem.   That way, you will be able to prioritize interviews and finish the entire process in a shorter amount of time.Another good solution is to prioritize activities that would maximize your revenue, which is an excellent way of getting the most money for your services.5. Not Giving UpNo matter how things may look tough, you should always try to follow through with your plan and actions. Being a recruiter isn’t easy. There is a lot of stress involved in the process, especially if you work in a hiring agency, where salary is based on the number and quality of people you bring in.Therefore, you will face some difficulties. And in those situations, it is important not to give up when things seem tough. That way, you will show your bosses that you are a fighter, which is what they need from a recruiter.6. Don’t Get too Comfortable in Your Safe SpaceAs in normal life, people often tend to get too comfortable with something, for instance, in one job, which can halt their career dev elopment in the future. Therefore, even though things may look good and comfy, you should always strive for better and push yourself to achieve more.This is, of course, the case when it comes to recruiting too. Even though you may think you are doing your job well and enjoy your current place, you shouldn’t get too comfortable. Instead, you should try to become even better and look for a way to improve your current position.Also, we had already said that recruiting is a risky business, so you never know if you will stay in your “safe space” forever or whether it could crumble at any moment. It is something that you simply cannot control, so it is better to be prepared.7. Keep Training and Educating Yourself to Become even BetterIn order to keep striving for a better position, you have to keep learning and training. Do some courses, acquire a new set of skills or simply practice your negotiation skills by continuously working with people.Apart from that, you can always watch an d attend webinars related to recruiting training, where you can learn a lot of new and useful tips and tricks that would help you do your job better.Along with that, you have an option to complete formal training programs made by the National Association of Personnel Services, such as Certified Personnel Consultant (CPC) or Certified Employee Retention Specialist (CERS)All you need to have, in order to improve your knowledge about recruiting, is to have a will to do it.CONCLUSIONThere you go, folks! That would be everything we have prepared for you today. We learned what makes a badass recruiter.You now know about the three pillars of a badass recruiter: skills, qualities, habits. We explained each of those in detail and learned why they are so important.What remains now, is for you to start implementing what we had taught you here and focus on becoming a great recruiter that could be recognized by everyone.If you still have any doubts or questions, don’t hesitate to ask us in the comment section below. As always, see you in the next one!

Export And Demand Of Goods - 1680 Words

Tariffs are sorts of taxes on imported and exported goods. It could affect the supply and demand of the merchandise. It started thousands of years ago when different countries’ merchants exchanged goods with each other. Governments who use tariffs to protect the local economy and national benefits play an important role in trading until now. It is a useful tool for governments to negotiate with other countries on diplomacy. However, tariffs become barriers to globalisation and it can have negative effect on domestic economy and industries. Today, with the globalisation, each country may still consider to protect their local economy first instead of removing tariffs from imported products. Interestingly, many countries would love to gather†¦show more content†¦If local company product not as good as imported products, civilian may buy imported products. It would decrease the demand for local goods, which mean local brands might be broke up. According to Baghdasaryan D. and Ã… ½igić K (2010), government tariffs’ target is preventing imported products to have higher competitive position than internal products. Furthermore, tariffs could protect domestic industry. Therefore, government applies a tax to increase the price of imported goods for helping regional brands to survive in the market. Additionally, some countries tend to open market in worldwide after they regard that their economic would not have obvious affect from other countries especially developed countries, they require their products to have same treatment in other countries, this requirement not only benefit to the exported countries’ industry but also may offer well known product to the world. Gene, Joel and Chantal (2009) claims that, in the World Trade Organisation (WTO), countries should obligate the General Agreement on Tariffs and Trades (GATT), but the people of developing country doubt that GATT and WTO could benefit to their own country because the organisa tion was held by industrialised countries. The successful case like India and China who have joined the WTO after they dismiss tariffs barrier. So, tariffs, in most case, effect imported goods’ price for influencing the demand on imported goods. The reason for this is

Distortions Of Mind Perception On Psychopathology, By Kurt...

Funday Friday #1: Distortions of mind perception in psychopathology â€Å"Distortions of mind perception in psychopathology†, by Kurt Gray, Adrianna C Jenkins, Andra S. Heberlein, and Daniel M. Wegner, is an article that aims to determine how the understanding of distorted mind perception can further the understanding of those with mental illnesses, specifically three disorders that have been connected to abnormal social function. A study revealed that mind perception can occur along dimensions of experience and agency. The purpose of Gray et al.’s research was to explore three subclinical syndromes that are linked to abnormal social function: autism-spectrum disorder, schizotypy and psychopathy in an attempt to find a unique pattern of distorted mind perception for each syndrome. Previous research has discovered that people on the autism spectrum have difficulty understanding the agency portion of mind perception, meaning they have trouble representing other people’s mental states. Contrary to autism, schizotypy involves the over-attribution of mental states, specifically agency, in the area of social cognition. The third syndrome, psychopathy, is characterized as the failure to be aware of experience. This explains the tendency for psychopaths to be insensitive and manipulative. In order to investigate the pattern of distorted mind perception 890 participants were surveyed online. Participants completed a survey that gathered the perceived experience and agency of nine target

Dear John Doe Free Essays

Dear John Doe,Thank you for your interest in the store manager position. We appreciate the opportunity to consider you for our team. As we have received many applications for this position and everyone was well qualified. We will write a custom essay sample on Dear John Doe or any similar topic only for you Order Now You have more than enough experience and seem like you know what it takes to improve our stores. I also noticed you took some time to find out we are a Fortune 200 company which means you pay attention to details. You are confident in your letter and that is something we value, it shows a strong candidate! There are a few things I would recommend for future inquiries in any job position with us or another company. Always make sure to address the recipient as Mr. Ms. Or Mrs. When writing a formal letter. It comes off as more professional, and while we are always open to feedback for improvement a job letter is not the best place. Also, I absolutely hate to hear your store experiences weren’t what you expected. Thank you for letting me know! And that is something that’ll be taken into consideration. I’m looking for a positive tone when speaking about the company and we want you to express that in your letter. But If you every have a complaint you are more than welcome to let us know by calling, emailing or even writing us. Always make sure that you speak positively about your previous job experiences or employers. When speaking of your previous employers or fellow coworkers in a bad light it can come off as negative and we don’t want that to happen.Lastly, while I’ve carefully reviewed your background and experience I’ve decided to proceed with other candidates who meet our needs more closely at this time. This was a tough decision for me, as you were a strong candidate. If you need to contact me any time regarding our response or any other issue, please to at: Johtenfield@dollargeneralcoporation.com Sincerely,John TenfieldHiring ManagerJohntenfield@dollargenerralcoporation.com How to cite Dear John Doe, Papers

Are Video Games Bad for You Research Paper Example

Are Video Games Bad for You? Paper Introduction In recent decades, attention has been placed on the influence of violent videogames on the aggressive behaviour of individuals. While some scholars believe that videogames increase aggression amongst children in particular, others claim evidence on the catharsis hypothesis where videogames are argued to be a safe outlet to express aggression (Berger 2002). Although many theories have emerged regarding the influence of violent videogames, the debate continues to be divided between those who claim its destructive nature and others who claim that videogames cannot be solely blamed for the aggressive behaviour expressed by young people. This essay therefore aims to examine different arguments raised in the literature regarding the moral and social issues that are associated with violent videogames. The Debate about the Influence of Violent Video Games In recent times, the nature of video games have become an important topic of debate as politicians in the UK and America argue that videogame playing increases aggression, particularly in children (Freedman 2001; Berger 2002). Despite the absence of scientific consensus, there seems to be a rising concern that videogames can in fact lead to ‘real life’ violence. In 1993 the British Parliament showed concern over the dangers of games such as Mortal Kombat, in 1997 similar questions were raised about Grand Theft Auto, where the aim of the game is to steal cars, shoot people and engage in criminal activities. We will write a custom essay sample on Are Video Games Bad for You? specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Are Video Games Bad for You? specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Are Video Games Bad for You? specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Videogames have also been blamed directly for the school massacres in the United States, where teenage murderers were reported to be avid players of violent videogames such as Doom and Duke Nukem. As a result, parents of the children murdered filed a $130 million lawsuit against 24 videogame and Internet companies. Although the suit was dismissed in May 2000, the debate of the dangers of videogames continues (Poole 2000). It is in fact true that most videogames are violent in nature or have violent elements. But whether or not they lead to players becoming violent is difficult to answer (Poole 2000; Berger 2002). In particular the concern lies mainly in the effects of these games on children as it is argued by psychologists and paediatrics that children are unable to differentiate between fiction and reality. In fact, by becoming regular players they become desensitised because it becomes so much a part of their lives (Jenkins 2006). The question therefore arises whether children should be allowed to play violent and sadistic games. Berger (2002) argues that although there is a significant difference between mediate violence, where the individual sees hundreds of killings, it has a different status from real violence, where the majority of us have never seen anyone get killed. Thus, the fact that violence in videogames is mediated gives it the status of ‘just’ play (see also Poole 2000). However, although a game may not be real, does not mean that it does not have a profound affect on us. As Berger (2002) argues that it may affect us in ways that we are not aware of. Particularly in videogames, people become active participants. Videogames are an active medium that requires constant physical input by the player. Accordingly the player is deeply involved with the game and therefore is significantly more than a mere audience member (Galloway 2004). As violent videogames are more interactive they may also be more harmful than violent television for the player is forced to identify with the aggressor (Anderson 2000; 2003). In addition, many become addicted to the high levels of excitement of videogames and as a result this can lead to the individual trying to find the same levels of excitement in the use of drugs (Berger 2002). The addictive quality of videogame playing has also been reported to lead to personality problems where the individual loses his/her ability to interact in the real world (see Anderson 2000). As such they immerse themselves into a fictional world where they can forget and avoid the reality in which they live. On the other hand in television and films, people are passive spectators however, it is argued that television violence may in fact be a greater concern as on average, most people watch more television. Thus, for children who are regularly exposed to television violence it could have a worse or similar effect to video games (Berger 2002). Some scholars argue however that violence in television, films and video games has in fact the opposite effect. As individuals become ‘saturated’ with violence, it can lead to a catharsis where videogames, television and films become a safe outlet to for aggressive feelings and emotions; as a result, individuals become less violent. Naturally, this argument goes against the idea that children are highly influenced by modelled behaviour as they try to replicate what they see (Freedman 2001). The influence of video games is therefore highly complex to resolve. Poole (2000) therefore argues that videogames may simply be part of many factors that lead to violent behaviour. Videogames as films and television may influence real life violence by having a particular style that is imitated. Pool argues that it is possible that the teenage murderers in America may have imitated the way in which people are killed in the video game Doom, however it is not possible to say that without playing the game they would not have killed their classmates. Research conducted in America reiterates this statement, violent video games may be one risk factor when coupled with other more immediate, real-world influences — which can contribute to anti-social behavior. But no research has found that video games are a primary factor or that violent video game play could turn an otherwise normal person into a killer (Jenkins 2006, website). Rollings and Adams (2002) therefore argue that the debate is not about violence per se, but rather about how violence is portrayed and the circumstances under which it is acceptable. In their book ‘Andrew Rollings and Ernest Adams on Game Designs’ (Rollings Adams 2002), they examine the nature of violence in video games as being highly influenced by the similarities to the real world; the more a game resembles real life ‘situations’ the more debate and opposition it will raise amongst politicians and the general public. On the other hand, if the violence portrayed is abstract and unrealistic, as e. g. killing aliens in Space Invaders, it becomes less controversial. As a result, the more a game resembles real life the more ethical issues it will raise. Rollings and Adam (2002) therefore strongly recommend that ethical realism need to be tied closely to visual realism. Video games makers consequently need to understand this link for there will always be some individuals who will have difficulties in differentiating between fiction and reality. Children in particular need to be protected, as the younger they are, the harder it is for them to distinguish between play and reality, A few designers, mostly young and male, seem to think that deliberately including gratuitous violence in their games is a gesture of rebellion against the antiviolence crusaders. We encourage these gentlemen to grow up and to remember who the game is for. Our customers don’t buy games to see rebellious gestures; they buy them to be entertained (Rollings Adams pp 80) Jenkins (2006) also argues that advertising and marketing aimed at young people need to be restricted however parents also need to take more responsibility. The Federal Trade Commission in America has found that 83 percent of game purchases for underage consumers are made by parents or by parents and children together. Conclusion The debate regarding the impact of violent videogames, particularly on children and young people, continues to remain complex. Although research has shown the link between videogames and aggressive and anti-social behaviour, the assumptions on which this argument is based remain disputed. In recent times these research studies have been criticised on methodological grounds and many scholars now invariably question this link, for they do not accept that videogames can be accused of increased aggression, especially amongst young people. In fact, many argue that due to the mass media frenzy around the impact of violent videogames has led authorities to be more suspicious and hostile to many young people who already feel excluded from the system. It also misdirects the debate from the real causes of anti-social behaviour that seem to be blamed on videogames, television and films alike (Jenkins 2006) However as mentioned in this essay, although the link between violent videogames and increased aggression of young people and children continue to be contested, it is clear that childrens’ use of these games need to be closely monitored and restricted. The fact that children are reported to replicate and follow modelled behaviour is an issue that cannot be taken lightly. It could be argued that without close supervision and support from parents and policy regulations to protect children, some children may in fact be motivated to act upon what they experience in their video game ‘reality,’ due to their inability to differentiate between fiction and reality. References Anderson, C. A. (2000) Video Games and Aggressive Thoughts, Feelings, and Behaviour in the Laboratory and in Life. Journal of Personality and Social Psychology, Vol. 3, No. 4, 772- 790, American Psychological Association, Inc. Anderson, C. A. (2003) Violent Video Games: Myths, Facts, and Unanswered Questions. Psychological Science Agenda Volume 16: No. 5, American Psychological Association, Inc Berger, A. A. (2002) Videogames: A Popular Culture Phenomenon. New Jersey: Transaction Publishers. Freedman, J. (2001) Evaluating the Research on Violent Video Game s, Toronto: University of Toronto. http://culturalpolicy. uchicago. edu/conf2001/papers/freedman. html (Accessed 18th April 2006). Galloway, A. R. (2004) Social Realism in Gaming. The International Journal of Computer Game Research, Volume 4, Issue 1. http://webct. londonmet. ac. uk/SCRIPT/SM2007N/scripts/serve_home (Accessed 18th April 2006). Jenkins, H. (2006) Reality Bytes: Eight Myths About Video Games Debunked. Impact of Gaming Essays, The Video Game Revolution. http://webct. londonmet. ac. uk/SCRIPT/SM2007N/scripts/serve_home (Accessed 18th April 2006) Poole, S. (2000) Trigger Happy: The Inner Life of Videogames. London: Fourth Estate Limited. Rollings, A. Adams, E. (2003) Andrew Rollings and Ernest Adams on Game Designs. USA: New Riders Publishing.

Effect Of Flextime On Work Life Balance Social Work Essay Essay Example

Effect Of Flextime On Work Life Balance Social Work Essay Essay Example Effect Of Flextime On Work Life Balance Social Work Essay Paper Effect Of Flextime On Work Life Balance Social Work Essay Paper The ( phrase ) Work-Life Balance was originated as a effect of the Family Friendly Policies that were introduced in the 1970s and 1980s in UK, chiefly as a keeping tool for adult females, and since so it has become a widespread construct. With this, they were for adult females and about adult females. To avoid the booby trap of being viewed as discriminatory and the demand to convey a more, across-the-board significance into these policies, they were renamed as work-life balance policies. Since the 1970 s, the UK Government has introduced several governmental alterations to beef up and to protect the rights of workers. In response to these alterations, demands from employees as besides from clients who want a larger concern window a big figure of organisations in the UK, have today introduced varied and advanced Work-life balance policies. The Government continues to play a cardinal function in guaranting that ( WLB ) continues to derive impulse through statute law, fiscal induceme nts and support and publicity of best patterns ( Milburn, 2003 ) . 2.1.1 What is Work-life Balance? Meanwhile, the definition of Work-life balance is about people holding a step of control over when, where and how they work ( DTI, 2003 ) . This is achieved when an person s right to a fulfilled life inside and outside paid work is accepted and respected as the norm, to the common benefit of the person, concern and society. work life balance emphasizes on the accommodation of working forms, and it focuses on the demand for everyone, irrespective of age, race or gender, to happen a gait ( that suits them ) to assist them unite work with other duties or aspirations. Work-Life Balance has an of import implicit in deduction that Work-Life Balance is for everyone, non merely for female parents or households and is critical in non merely developing policies but besides in reexamining them and their impact on employees ( Alexandra, 2003 ) , that s why the thought that employers should heighten flexibleness has been promoted late. Within the UK, The Prime Minister Tony Blair launched the Work-Life Balance run, in March 2000. The purpose of the run was in double. First, to convert employers of the economic benefits of work-life balance ( this was done by the employment of real-life instance surveies ) . Second, to convert employers of the demand for alteration ( DTI, 2003 ) . Work-life concerns are merely added to an organisation s package of patterns that are designed to profit competitory scheme to help attractive force and keeping in tight labour markets, cut down high degrees of absenteeism, and set up long-run relationships with employees based on committedness and productiveness. 2.1.2 The Need for a Work-life Balance As persons, are all expected to play multiple functions, i.e. employee, foreman, partner, parent, kid, sibling, friend, and community member. In bend, each of these functions imposes demands on us that necessitate clip, energy and committedness to carry through. The struggle of work-family or work-life happens when the cumulative demands of these many work and non-work life functions are miss-assorted in some regard so that engagement in one function is made more hard by engagement in the other function ( Duxbry and Higgins, 2001 ) . Duxbry and Higgins gestate work-life struggle to include countries such as, function overload ( RO ) ( holding excessively much to make and excessively small clip to make it in ) every bit good as function intervention ( when incompatible demands make it hard, if non impossible, for employees to execute all their functions good ) . Additionally, function intervention can be divided into two factors: household to work intervention ( FTW ) and work to household intervention ( WTF ) . With the first instance, intervention occurs when the functions and duties of the household impede the work related duties ( i.e. , a household unwellness prevents attending at work ; struggle at place makes concentration at work hard ) . With the latter instance ( WTF ) intervention occurs when work demands make it harder for an employee to carry through their household duties. 2.2 Background on Flexible Working Rights In April 2003 employees in the UK were foremost given the right to bespeak flexible working. In the modern work environment, the debut of these new rights helped to indicate up that traditional working forms could no longer be sustained by employers and that there was a demand to turn to the work/life balance. Organizations already confronting accomplishments shortages would happen enlisting and so keeping made harder if a more flexible attack to working forms was non adopted. 2.2.1 Suite of Rights The flexible working rights which were established were important in themselves, nevertheless, they formed portion of a new set of rights which sought to make a more family friendly work environment. Until April 2003, single parental rights were chiefly limited to pregnancy go forth for a new female parent giving her the right for a leave, the right for parents to take exigency clip off for dependents ( non merely limited to kids ) and to take up to 13 hebdomads parental leave, which had been introduced in December 1999. In April 2003, nevertheless, the following new rights were introduced: The right to pregnancy leave was extended well so that, for the first clip, all employees ( irrespective of their length of service ) were entitled to 26 hebdomads pregnancy leave and those with more than a twelvemonth s service acquired the right to 52 hebdomads pregnancy leave. Fathers besides gained rights, albeit limited to 2 hebdomads paternity leave, on the birth of their kid. Extraordinary new rights were given to those seeking to follow, with statutory acceptance leave and statutory paternity leave, giving rights reflecting pregnancy and paternity leave, for following parents. It is important ( and possibly indicates the extent to which this Government is acute to back up working parents ) that the following point on the flexible working docket, announced in 2004, is the possibility of leting flexible pregnancy leave between parents ; alternatively of merely a female parent holding the right to take up to 52 hebdomads pregnancy leave, there is the vision of some limited swapping of the right to maternity absence as between the female parent and male parent of the kid. Before these radical new rights in 2003, the ability of any employee to work flexibly or so part-time was really much limited to fortunes where an employer agreed through good will or good pattern to such an agreement. Before they existed, there were merely two fortunes where flexible working forms of any kind could be enforced: First, where an person was a handicapped employee and could show that some signifier of accommodation to their on the job hours or responsibilities and working agreements amounted to a sensible accommodation which their employer was thankful to do in conformity with the disablement favoritism. Second, and merely as a manner of disputing a refusal, female employees could reason that in regard of parttime working, a refusal to hold to parttime work was contrary to the sex favoritism. This is on the footing that it can be shown that a pattern within an organisation forbiding parttime working ( or so a pattern leting merely full-time working ) operates to the greater disadvantage of adult females than work forces and therefore falls within the construct of indirect sex favoritism. 2.2.2 Why was it implemented? The history that reflects the flexible working Torahs introduced in 2003 goes back a figure of old ages. In June 2001, the UK Government established a Task Force whose function was to see specifically the issues which working parents face ; in peculiar the Task Force was to see how to help parents in run intoing their desire for flexible working forms, whilst at the same clip staying compatible with the demand for concern efficiency and demands. The constitution of the Task Force was against the background of a voluntary run and Government support to promote employers and concerns to turn to work/life balance issues. In March 2000, the Prime Minister launched a run known as the Work/Life Balance Campaign with a position to carrying organisations to better the batch of working parents in such a manner as to nevertheless continue accomplishing concern and client demands. The original run was non in fact focused upon parents, but looked at all employees irrespective of whether they had caring duties or non. It was important, nevertheless, in acknowledging that the attitude, civilization and doctrine of workers had moved on well from the ambitious society of the 1980s and 1990s. Harmonizing to information from the Department of Trade and Industry, the Work/Life Balance Campaign was accompanied by a trial fund which, in the tally up to the debut of legislative demands and legal duties, encouraged employers to present and develop advanced working agreements. By assisting to fund consultancy support, undertakings were undertaken with work/life balance in head, including the debut of new working forms every bit good as specific enlisting undertakings. Over the three old ages from 2000 to 2003, the Work/Life Balance Challenge fund benefited employers to the amount of ?10.5 million. In its study on 19 November 2001, the Government Task Force made nine recommendations to the Government, many of which were translated to organize the footing of the new statute law. In add-on to the run and the recommendations of the Task Force, the Government had besides informed itself of the positions of the working population, through the issue of a green paper: Work and Parents: Competitiveness and Choice. This audience paper was issued in December 2000. The responses to the audience paper made clear that whilst bettering pregnancy and so paternity rights ( such as parental leave ) would be of benefit to working parents, by far the most popular and so important benefit was improved flexibleness to run into child care and work duties. Armed with these responses and the Task Force study About Flexible Working, the Government tabled parts of the Employment Act 2002 which resulted in execution of important new flexible working rights, implemented through an amendment to the Employment Rights Act 1996 and two sets of ordinances. Demographic Changes Demographic alterations have played a important function in affecting the demand for organisations to develop more varied and non-traditional working forms: With the ageing population, many more people are happening that they have caring duties such as looking after aged or handicapped relations. As we are all life longer, more persons are going disabled, harmonizing to the Employers Forum on Disability in UK. With the move off from extended households and as people become more nomadic, so they are non populating near to relations and parents, those with kids are less able to trust on grandparents or other relations to assist with kid attention duties. The per centum of adult females who have taken up employment has increased. The tendency for life anticipation, although different for work forces and adult females, has increased by approximately five old ages. The Business Case So much for the demographic alterations, but there are besides concern benefits for organisations which offer new or more flexible working agreements, peculiarly given the high accomplishments deficit in the UK and more older people who themselves are acute to work but may prefer or so necessitate more flexibleness. Employers may be surprised to cognize that for some persons the ability to work flexibly is more of import than the wage or benefits that a peculiar occupation may supply. In an on-line canvass carried out by Reed Recruitment in concurrence with the Department of Trade and Industry in UK as portion of its Work/Life Balance Campaign 2002, a 3rd of those polled ( out of 4,000 people ) expressed a penchant for holding the chance to work flexibly, instead than holding a ?1,000 wage rise ( Reed.co.uk ) . Over 43 % of the work forces who responded to the canvass selected flexible working as the benefit they would most look for in a new occupation, compared to 13 % who would look for a company auto, and 7 % who considered gym rank to be the precedence. Adopting household friendly and flexible working policies has the undermentioned advantages for employers: Retention of staff is the key to the stableness and cognition of the organisation. Knowledge is lost when person leaves and webs are broken. This can be critical in a little concern where major clients can travel elsewhere when an employee, who understands their demands and whom they trust, moves on to a rival. The typical enlisting costs of replacing an person have been estimated at an mean ?3,500, runing from ?1,000 for an unskilled manual worker to over ?5,000 for a professional employee. These costs do non take history of the investing made in preparation ( both formal and informal preparation ) which is lost if skilled employees leave the workplace, every bit good as lost clip and experience. Consequently, it makes commercial sense to seek and retain staff instead than enroll new staff ( Labor Turnover, Chartered Institute of Personnel and Development, October 2000 ) . Savingss in absenteeism. Absenteeism costs about ?500 per employee a twelvemonth. A one-fourth of employers rank place and household duties as one of the five chief causes of sickness absence. Employers that help their employees to equilibrate their work with their household lives see betterments in concern public presentation ( Cheibl, L. and Dex.S, 1998 ) . It enables concerns to profit from a greater part from the work force and maximizes the parts that working parents are able to do to their employers. Many employers observe benefits from flexible working and leave agreements including: improved employee satisfaction and motive improved keeping rates and enlisting benefits increased employee productiveness reduced labour turnover improved repute Reduced absenteeism. All of which provide improved concern consequences. After holding introduced the new rights for parents in 2003, a study was conducted and analysis of how successful the new rights have been within the UK ( Employment Relations Occasional Documents: Consequences of the First Flexible Working Employee Survey, Tom Palmer, Department of Trade and Industry ) . The result of that study demonstrated that one million parents had made petitions for flexible working. That is merely a one-fourth of those who are eligible, intending that three million who could hold made such a petition have non done so, portion of the principle behind that is the 52 % of parents who are eligible are incognizant in the first topographic point that they have the right to bespeak flexible working. And it significantly seems that employers when faced with such petitions do non hold any major trouble submiting them. 80 % of those employees bespeaking flexible working had their petition agreed. The Government has declared an purpose to widen these new rights beyond parents with kids under six. The fact that 10 % of employees without dependent kids were reported in the study to hold requested flexible working, suggests that there is a demand on the portion of persons without kids to derive this benefit. In organisations where petitions were made, despite that persons did non ever have the legal right, the grounds for the alteration were: 13 % quoted work life balance 11 % cited household duties 11 % merely because they wanted more free clip ( i.e. voluntary and non driven by child care or household force per unit areas ) 7 % because of travel agreements 7 % to run into the caring demands of relations or friends 6 % due to wellness jobs. As these statistics demonstrate, an organisation s ability to offer flexible working agreements provides a important benefit to an highly broad pool of existent or possible employees. What the study does non analyse is how many persons merely do non prosecute a petition. In the Equal Opportunity Commission s Annual Report for 2003-2004 ( available at www.eoc.org.uk ) four in 10 female parents, one in 10 male parents and one in five attention suppliers have left an organisation or refused a occupation because of caring duties. This suggests that there are many who do non hold assurance in their organisation s willingness to suit them. 2.2.3 What can be requested? The legislative petition for flexible working, which should be written and must be dated, can bespeak a fluctuation to the person s contract in one of the undermentioned ways: a alteration to the hours of work ; a alteration to the clip when the work is required ( for illustration, the same eight hr twenty-four hours but an early start and early coating ) ; a alteration to the topographic point of work as between place and topographic point of concern. The statutory commissariats do non travel beyond these reasonably focused and limited flexible agreements. Nothing within any of the commissariats appears to forestall the employee seeking a alteration to more than one of the above, for illustration to cut down hours and work from place. However, in this research we are aiming merely the 2nd proviso which is bespeaking a alteration to the clip when the work is required, that is called flextime, and its consequence on the work. 2.3 What other bookmans said: Work-family struggle is an inter-role struggle where occupation outlooks interfere with family-related duties ( Netemeyer, Brashearaˆ‘Alejandro, and Boles 2004 ) . Given the viing demands of work and life, it is unsurprising that many employees experience struggle between the two spheres. Work-life struggle can impact any employee but people with attention duties are more likely to endure most because of the greater demands on their clip. Research has tended to happen that female parents, peculiarly those with immature kids, are less satisfied with their work-life balance than other groups of workers ( Saltztein, Ting and Saltztein, 2001 ) . Consequences of work life struggle can be categorized into personal and organisational injuries. In the first topographic point, feelings of work-life struggle have been associated with, psychological and physical wellness jobs ; matrimonial and household relationship jobs, decreased life and occupation satisfaction and even impact kid development ( Evans and Steptoe 2002 ; Gornick and Meyers, 2003 ) . The effects of work-family struggle on organisational results have been good documented in the direction and psychological science literatures. Work- household struggle has damaging effects on productiveness and personal effectivity ( Gornick and Meyers, 2003 ) . It farther affects occupation satisfaction, employee keeping, and consequences in increased illness absence ( ODriscoll, Brough and Kalliath 2004 ) . Employers do recognize that employee emphasis is partly due to the challenges in equilibrating work and household ( Matusicky 2003 ) . Thus a good balance between work and household life has been said to profit employers, as it is linked to better life satisfaction and later to workers being more productive, originative and efficient ( Zelenski, Murphy and Jenkins 2008 ) . In a survey of over 700 houses in the US, UK, France and Germany ( referenced by the Executive Office of the President Council of Economic Advisers EOPCEA, 2010 ) research workers found a important positive relationship between work-life balance patterns and productivity.A A The research besides reported that houses with flexible work agreements driven by good direction besides tend to encompass flexible workplace patterns. Related to work-family struggle, individuality theory suggests persons possess certain life functions ( i.e. , work-family functions ) that may conflict, therefore making a spillover consequence ( Thoits 1991 ) . When function clang occurs, the more valued function ( i.e. , household ) takes precedency, and persons are likely to transfuse protective steps to safeguard valued functions against possible harm. Harmonizing to individuality theory, these defence mechanisms may be implemented at the hazard of abandoning the conflicting function ( i.e. , work ) ( Thoits 1991 ) . Consistent with this impression, a survey based in the retail gross revenues industry indicates that when salespeople brush struggle between two chief functions ( work and household ) , they tend to retreat from the less outstanding work function through higher turnover in order to keep the more valued household function ( Netemeyer, Brashearaˆ‘Alejandro, and Boles 2004 ) . Numerous surveies have demonstrated that employees who are dissatisfied with their occupations are more likely to prosecute in organisational aberrance behaviours such as working less difficult, absenteeism and company larceny ( Lau, Au, and Ho 2003 ) . A recent meta-analysis on the effects of ethical clime suggests that occupation dissatisfaction poses a important menace to organisations due to its escalating effects on dysfunctional behaviour ( Martin and Cullen 2006 ) . ( Drew, Humphreys and Murphy 2003 ) believes that a figure of factors might promote employers to follow policies to advance work-life balance. These include the concern instance for such constabularies such as a lower staff turnover, reduced absence and improved productiveness, every bit good as alterations in human resource direction and alterations in engineering that enhances chances for working from place. Another cardinal factor is increasing demand for greater flexibleness from employees. Some research consequences show positive impact of flextime on the work-family balance. Flextime workers with kids under the age of 18 study lower degrees of clip force per unit area and a higher degree of occupation and life satisfaction than make their non-flex opposite numbers ( Zuzanek 2000 ) . Flexible work hours are associated with more satisfaction with household life ( Jekielek 2003 ) and a decrease in sensed clip emphasis ( Tausig and Fenwick 2001 ) . Analysts Comfort, Johnson and Wallace ( 2003 ) besides found flextime to be related to increased occupation satisfaction, increased satisfaction with wage and benefits, and a decrease in paid ill yearss. All of these relationships appeared somewhat stronger for adult females. A research on flexible working in Ireland has found these agreements are more common in the populace than in the private sector and that, adult females make usage of them more often than work forces ( Drew, Humphreys and Murphy 2003 ) . Gender and the public/private sector differentiation are two cardinal factors in the analysis of the effects of flexible working. While another survey in Canada, reports over tierce of Canadian employees holding flextime agendas ( Comfort, Johnson and Wallace 2003 ) .The proportion of those who reported holding flextime agreements is higher among work forces than among adult females and is chiefly found in little constitutions, non-unionized scenes, low-skill businesss, retail and commercial industries. As this country of research is new to the Bahraini society, and as the flextime has been adopted by some organisations merely late, we need to measure some research that leads to a decision sing the being of a relationship between flextime, work life balance, and between the flextime and employees productiveness.

Employment flexibility - Australian perspective Essay

Employment flexibility - Australian perspective - Essay Example It is mainly due to the changing economic conditions and business scenario of the entire globe. By doing so, the organization might cope-up with the changing market conditions and requirements of the customers. As a result, the efficiency and effectiveness of the organization enhances resulting in amplification of its brand image and reputation in the market among others. Other than this, the demand and requirements of the products increased to a significant extent resulting in enhancement of its brand equity and profit margin in the entire market among other competitors operating in similar field. However, in order to increase the rate of competitiveness in global perspectives, maximum extent of the organizations desires to implement the concept of flexibility in the employment conditions of the workers. This helps the employees to avail the facility of varied working schedules and timings resulting in improvement of the morale and performance level of the employees. As a result, th e level of productivity of the workers and organization enhanced to a considerable extent thereby enhancing its level of sustainability in this competitive scenario among other rival entrants. Thus, this concept proved extremely effective for the organizations and the workers operating in Australian market (Macdonalds, 2003). What Is Flexibility In Employment Mean? According to Reilly (2001), flexibility in working conditions means that getting adjusted to the economic conditions and also the working schedules so as to increase the productivity and efficiency of the organizations in the market among others. Not only this, it might also prove effective for the employees to increase their morale and dedication towards work resulting in amplification of their performance in the organization. Moreover, this concept is appreciated both by the management as well as the employees of the organization as it highlighted the outcomes-oriented approach. This means that time is not the prime con straint, but outcome or productivity is the prime thing. The employee had to offer the amount of work allotted to him or her in his preferred or ideal time so as to improve their level of performance and motivation as well. Thus, the National Qualification Framework (NQF) offered more concentration over outcome-oriented approach rather than time-control approach in Australian organizations (Reilly, 2001). Thus, this approach is highly appreciated by both the employers and the employees of the Australian organization as compared to others. Literature review According to Auer & Cazes (2003), employment flexibility is one of the innovative concept emerged in the recent age. The prime reason for the introduction of this concept is to motivate both the employees and the employer of the organization. The main aim of the employer of any organization in this age is to enhance its range of profit thereby fulfilling both the basic and psychological needs of the employees. Only then, the emplo yees would become satisfied and as a result their level of performance and inner dedication might improve. Due to which, the level of efficiency and devotion towards the responsibilities of the work might enhance resulting in fulfilment of the common objective of the organization. Side by side, by observing the dedication level of the senior employees, the juniors might also adopt the similar working behaviour and culture resulting in enhancement of the total sales and ROI of the Australian organization in the entire globe among other rivals (Government of

Assignment on Geology Essay Example | Topics and Well Written Essays - 500 words - 1

Assignment on Geology - Essay Example 349). If a supervolcano erupted, the effects would be catastrophic. The Lake Toba eruption, which occurred in what is now Sumatra and Indonesia approximately 74,000 years ago, plunged the earth into a volcanic winter and killed approximately 60% of the human population at the time. There are all kinds of reasons people live near a volcano. The reasons are similar to why people live near other hazards. People tend to live where they have roots, regardless of the potential risks. Fortunately, scientists have set up risk assessments. For example, scientists have developed an extensive series of protocols for the residents living near the Soufriere Hills Volcano on the Caribbean island of Montserrat. This volcano was dormant for almost one hundred years before becoming active again in 1995, and has continued to erupt ever since. It eruptions have resulted in over half of Montserrat becoming uninhabitable. There are those who have remained, though. In response to the few that have stubbornly refused to leave their home, scientists founded what eventually became the Montserrat Volcano Observatory (MVO) immediately after the first phreatic explosions on July 18, 1995 (MVO.ms n.p.). As a result of the MVO’s research, the Soufriere Hills Volcano has become one of the most closely monitored volcanoes in the world. Monitoring of this volcano is done by measuring the deformation of its flanks and dome, by measuring the ambient sulphur dioxide concentrations at ground level, by recording and analyzing volcanic earthquakes, and by visual observations (â€Å"Monitoring n.p.). The MVO publishes their regular reports and risk assessments on their website, and prints leaflets and posters to disseminate throughout the island. The Montserrat government and the MVO have adopted risks assessments since the 1995 eruption, the most recent version being the â€Å"Hazard Level System,† which has been used since August 2008. It divides the southern two-thirds of

Integrated Approach To Tourism Planning And Management Tourism Essay

Integrated Approach To Tourism Planning And Management Tourism Essay Tourism is one of the worlds biggest industries. For developing countries, it is also one of the biggest incomes generators. Early literature in tourism development emphasized the role of tourism in economic development, particularly for developing countries (Erbes, 1973). However, the negative social, cultural impacts of tourism has increased in the past two decades , calling for more aware of planning and management of tourism development(WTO, 1996; Mathieson Wall,1982, Wahab, 1997). The benefit of tourism in the countrys economy is a major incentive for developing countries due to three pro-tourism arguments. First, the evolution of the request for international travel is scheduled to continue at astonishing rate because of the economic stability and travel preferences of people in the developed regions such as Europe, Asia and North America. Secondly, income elasticity of demand for the tourism means that, as the family income for the developed world increased, the disposable in come would be directed to travel. Thirdly, developing countries need the foreign exchange earnings to support its economic development initiatives, in order to meet the needs of their local residents. By pro-tourism arguments, many developing countries are choosing, or being encouraged to develop tourism over some of the more traditional industry alternatives such as agriculture and manufacturing (Mill Morrison, 1999). The major problems with agriculture are that overly dependent upon a few specific crops or products. In the competitive world market, where externalities and price are uncontrollable and unpredictable, countries dependent on agriculture have an unreliable and inconsistent source of revenue. Under these circumstances, the tourism industry can play the role in diversifying economy and the supplement the income has brought in through the agriculture. For example, after introducing tourism into the Caribbean island economies, the $9 billion tourism sector brought in six times the revenue of all traditional agricultural exports (Simon, 1995). Other developing countries have set up manufacturing as an economic development policy option. In order to manufacture, a country need to have easily accessible source of raw materials for production. The country which has rich in natural resources is more successful in manufacturing. Many developing countries has shortage of skilled labour which is one of the necessary inputs for manufacturing. even when these problems are non-existent export oriented industries still face full international competition in selling their products (Mill Morrison, 1999). Tourism also need land , skilled labour, capital resources to access . Yet, tourism, in the way that the product is produced and delivered, may be a more viable alternative for developing countries. Most developing have the basic raw materials resources for tourism industry. Using the countrys heritage, architecture , the natural and cultural resources makes a destination unique and marketable to visitors. Accessing tourism is a good choice for the development of economics and requires more than simply understand the projected growth. Tourism requires many other reasons to make a suitable fit for developing countries. Unlike agriculture and manufacturing industries, tourism produces an invisible export. Tourism also allows countries to manipulate exchange rates to influence visitor expenditures. For instance, the destination can lower the exchange rates in order to attract more number of visitors. Tourism affect directly or indirectly to other sectors of economy more than other industry. The strategies to maximize the economic benefits from tourism for developing countries are to bring in more money from visitors and organize tourism to minimize leakage of money and jobs. The statement looks simple but it actually complex due to some reasons. Government and private sector play in establishing policy and encouraging development in developing countries. National policies on tourism in developing countries are usually the domain of the state, whereas in more developed countries, private entrepreneurs often dominate policy formation and enactment (Liu, 1998). In most developing countries, owing to the small size of the private sector and the shortage of funds, the government necessarily takes on the role of entrepreneur (Shurland, 1998). This is usually in response to proposed private foreign investment. Governments in the developing world generally have the responsibility of formulating and enforcing tourism policy, and for many, sustainable tourism goals are central to their tourism plan. This should include, as already stated, increasing the economic impact of tourism to the local economy by reducing the leakage of foreign exchange earnings. As previously mentioned, one of the ways to increase the tourism development is to bring in tourist who spend money in the developing country. As the mass tourism markets is criticized for the negative environmental and social impacts they cause, there is growing attention to those with higher household income expecting that they will spend more money during their visit. Although this sounds logical, the strategy has its critics (Mill Morrison, 1999). Although it is not clear, visitors with high incomes may spend more but they may also require substantial investment in infrastructure and facilities with high import content.

Implementation of K-12 Essay

Why add two years? This is the question everybody is asking. â€Å"We need to add two years to our basic education. Those who can afford pay up to fourteen years of schooling before university. Thus, their children are getting into the best universities and the best job after graduation. I want at least 12 years for our public school children to give them an even chance at succeeding. †President Benigno S. Aquino† These are the words that really made a great impact to me. Since, at first I was one of the many individual who also questioned this change of curriculum. But as I have watched the AVP that question was answered by these words of our president. I could say K+12 Curriculum is a good program of the department of education since it is presented that it will decongest and enhance the basic education curriculum. It will also give better quality education. It was also mentioned in the AVP the benefits of this curriculum such as; The Enhanced K+12 Basic Education Program will be instrumental in achieving the nation’s vision of high school graduates. The benefits of the K+12 proposals far outweigh the additional costs that will be incurred by both government and families. An enhanced curriculum will decongest academic workload. Graduates will possess competencies and skills relevant to the job market. Graduates will be prepared for higher education. Graduates could now be recognized abroad. The economy will experience accelerated growth in the long run. The Philippine education system will be at par with international standards. A better educated society provides a sound foundation for long-term socio-economic development. Learning comes when you better understand the things that are taught to you. As an educator I could relate to this since I have seen that children can interact more if they know and they understand the words or language you’re using. Thus making the curriculum decongested can really help the pupils to better understand their lesson and acquire more learning. I am a grade I teacher in Masulog Elementary School, and as part of the K+12 Curriculum grade I teacher use the MTBMLE (Mother Tongue Based Multi-lingual Education) as learning area and used as medium of instruction in this way children can easily recognized things, express their thoughts and for me understand their lesson so maximum learning is acquired. It also helps in bridging or transition Filipino and English as language of instruction introduced in Grade 3. For me I would say that I agree with the viewpoint expressed in the AVP, K+12 Curriculum can really alleviate the standard of education. It will also give every learner an opportunity to receive quality education based on an enhanced and decongested curriculum that is internationally recognized and comparable. Though there are issues and concerns with this new curriculum like competencies demanded of teachers for effective implementation of K+12 especially in grades 11-12 (pre-service and In-service Education, preparedness of DepEd K+12 BEP implementers (teachers, school heads, supervisors), transition period in the MTBMLE progression program, MT proficiency of teachers in the MTBMLE program, preparation of learning materials, literary and informational texts in K+12 and more. But, if education could be the only best option to secure the future of our youth, all of us are here to support this option.

Major Turning Points in U.S. History (1492-1820) Essay

Throughout documented United States history, immense changes in social, political, and economic establishments have been brought about by perplexing people or conditions. Often, these changes mark a turning point in the progress of civilization as new ideas are formed, new governments raised, or new discoveries put to use in the interest of progress. Whether these pivotal moments in history may be triggered due to a single nonconforming individual or a vast, radical multitude, each turning point has explicit influences and outcomes which shaped America for years to follow. Every important decision has two key dimensions. The first is the outcome in the immediate case, and the second is as a precedent for future development. When calculating the most substantial turning points of something as expansive as an entire country one must discern not merely the immediate effects, but the long-term consequences as well. Throughout the duration of this essay I will briefly analyze what is perceived to be the most imperative turning points in American history politically, socially, culturally, and economically on, not simply an immediate premise, but also on an enduring scale. One of the first major turning point events in early American history was the French and Indian war. The French and Indian war was fought between the French and its American Indian allies against the British colonial forces from the year 1756 to 1763 and is considered one of the bloodiest wars in American colonial history, and the bloodiest American war in the 18th century. It took more lives than the American Revolution and involved people on three continents. The war was the product of an imperial struggle, a clash between the French and English over colonial territory and wealth. The war was fought for 7 years across territory in North America and a major cause for this war was struggle for territorial expansion between Frenc h and English forces. It is also believed that the effects of the French Indian War are the ultimate cause of American Revolution. Before and throughout the French and Indian War, from about 1650 to 1763, Britain essentially left its American colonies to run themselves in an age of neglect. The consequences of the war successfully ended French political and cultural influence in North America. England gained massive amounts of land and vastly strengthened its hold on the continent. The war, however, also had indirect results. It severely eroded the relationship between England and Native Americans; and, though the war seemed to strengthen England’s hold on the colonies, the effects of the French and Indian War played a key role in the deteriorating relationship between England and its colonies that ultimately led into the Revolutionary War. As you proceed onward with the history of our country you reach what is undisguisedly the most significant turning point in American history; the American Revolution. After the French and Indian War, the age of neglect was finished. Britain, wanting to replenish its drained treasury, placed a more substantial tax burden on America and tightened regulations in the colonies. Over the years, Americans were forbidden to circulate local printed currencies, ordered to house British troops, made to comply with restrictive shipping policies, and forced to pay unpopular taxes. Furthermore, many of those failing to conform to the new rules found themselves facing a British judge with no jury. Americans were shocked and offended by what they viewed as violations of their liberties. Over time, this shock turned to anger, which ultimately grew into desire for rebellion. The Treaty of Paris was signed in Paris, France on September 3, 1783. This ended the American Revolutionary War, and gave the colonies their independence from Great Britain. The 13 states were now free to join together and become the United States of America. They could now formulate their own government and conceive their own laws. This freedom was the most substantial effect of the American Revolution. New ideas like those conveyed in the Declaration of Independence were finally allowed to spread and grow in the new country. The British gave America all of the land between the Atlantic Ocean and the Mississippi River, from Canada to the north and Florida to the south. If the revolution had not taken place, it is probable we would still be under British rule today. The newly formed United States of America would need to set up a new national government. The citizens of the new country did not want a government that would inflict high taxes like England did before the revolution. However the new government would be weak unless the states were willing to compromise. The Articles of Confederation specified that all thirteen states had to ratify any new constitution for it to take effect. To avoid this obstacle, the delegates included in the new Constitution a section outlining a new plan for ratification. Once nine of the thirteen states had ratified the document (at special conventions with elected representatives), the Constitution would replace the Articles in those nine states. The delegates figured correctly that the remaining states would be unable to survive on their own and would have to ratify the new document as well. Politically, the creation of a new constitution, led to the establishment of a new centralized democratic government. Socially, more individuals and groups fought to secure rights for themselves, especially women, slaves, and religious groups. Economically, a method for fixing the national debt, along with a strong agrarian base, would help a slow, but steady improvement to American society. Political, social, and economic aspects of the overall American society were affected so dramatically as to create a new country that is so unlike any nation created before it. Benjamin Franklin jokingly made one of the best educated guesses and assumptions of all-time when he said, â€Å"Our new Constitution is now established, and has an appearance that promises permanency; but in this world nothing can be said to be certain, except death and taxe s†. Neither death nor taxes have shown any sign of letting up, and the Constitution has shown plenty of longevity. Over 220 years after the ratification of the Constitution it stands almost untouched to rule and guide the citizens of the United States of America. Thousands of laws, actions, treaties, regulations, and judicial rulings have been made and decided on behalf of this document. This document not only protects and governs the lives of the people, but the businesses and foundations in which they work and own. As American Society continued to grow reaching residency in the millions another huge turning point event arose, the Louisiana Purchase. The purchase of Louisiana by the American President Thomas Jefferson was one of the greatest acquisitions America managed in history. It paved way for easy trade and doubled the total land space of the country. The Louisiana territory encompassed all or part of 15 present U.S. states and two Canadian provinces. The Americans managed to acquire this immense amount of land for merely $15 million dollars. Furthermore this colossal purchase directly led to what is identified as the Lewis and Clark Expedition. The Lewis and Clark Expedition (1804–1806), was the first transcontinental expedition to the Pacific coast undertaken by the United States. Commissioned by President Thomas Jefferson, it was led by Meriwether Lewis and William Clark. It is difficult to overstate the long-term ramifications of the Expedition. The most noticeable immediate effect was the rise in the northern plains fur trade between 1806 and 1812. For Native Peoples, the aftermath of the Lewis and Clark was anything but a positive experience. Perhaps the most devastating was the outbreak of smallpox among the Mandan in 1837, an epidemic which all but destroyed the once-powerful group. To the Native Americans, it was the beginning of an end. Their lives were forever changed by their contact with the fur traders, soldiers, and missionaries that followed in result of the Lewis and Clark expedition. The changes were no less profound for the European Americans either. Lewis and Clark provided valuable information about the topography, the biological sciences, the ecology, and ethnic and linguistic studies of the American Indian. The mysteries of the vast area known as the Louisiana Purchase quickly disappeared after Lewis and Clark.

Heterodoxy A 1910s-1930s Club for Unorthodox Feminists

The Heterodoxy club of New York City was a  group of women who met on alternate Saturdays in Greenwich Village, New York, beginning  in the 1910s, to debate and question various forms of orthodoxy, and to find other women with a similar interest. What Was Heterodoxy? The organization was called Heterodoxy in recognition that the women involved were unorthodox, and questioned forms of orthodoxy in culture, in politics, in philosophy—and in sexuality.   Although not all members were lesbians, the group was a haven for those members who were lesbians or bisexual. Membership rules were few: Requirements included an interest in women’s issues, producing work that was â€Å"creative, and secrecy about what went on in the meetings. The group continued into the 1940s. The group was consciously more radical than other women’s organizations of the time, particularly women’s clubs.   Who Founded Heterodoxy? The group was founded in 1912 by Marie Jenney Howe. Howe had been trained as a Unitarian minister, though she was not working as a minister. Notable Heterodoxy Club Members Some members became involved in the more radical wing of the suffrage movement and were arrested in White House protests in 1917 and 1918 and jailed at Occoquan workhouse. Doris Stevens, a participant in both Heterodoxy and the suffrage protests, wrote of her experience.   Paula Jacobi, Alice Kimball, and Alice Turnball were also among those protestors who had connections with Heterodoxy. Other notable participants in the organization included: Katherine Susan AnthonySara Josephine BakerAgnes de MilleCrystal EastmanElizabeth Gurley FlynnCharlotte Perkins GilmanSusan GlaspellMarie Jenney HoweFannie HurstElizabeth IrwinMabel Dodge LuhanMary Margaret McBrideInez MilhollandAlice Duer MillerDoris StevensRose Pastor StokesMargaret Widdemer Speakers at group meetings, who were not members of Heterodoxy, included: Emma GoldmanHelen KellerAmy LowellMargaret Sanger