Differentiate between grievance and discipline Essay

Organization’s effectiveness is based on its culture and management practice structure that lead towards maintaining the harmony of organizational performance and regulating the behavior and attitude of its employees. Managers are required to maintain the workplace environment through identifying the potential weak areas that lead towards in-disciplinary behaviors of employees. Discipline at workplace helps control and normalize the behavior of employees through various procedures. Company may use strict disciplinary actions to make employees conform their actions to the expectations of management or may go for group norm pressure to standardize employees’ behavior. Manager’s role is critical in such situation as it places great responsibility on him for leading the employees for subsequent higher performance. Manager may exercise strict rules to align the behavior of employees that are accompanied by penalties/punishment sanctions on employees. Corporate culture understanding needs to clearly convey towards employees for productive group behavior. However, it has been observed that sometimes strict discipline also leads towards lower performance affecting the organizational effectiveness. Inequality among employees concerning rewards and treatment b management result in great dissatisfaction; discipline actions when over exhibited on some people, it lead towards discriminatory behavior. Grievance is therefore a mechanism to present the viewpoint to senior management concerning the inequality and inappropriateness of disciplinary actions of organization. Discipline is thus a set of actions to regulate and standardize the employee attitude & behavior, whereas grievance is a procedure to report the injustice and inequality being faced by employees to higher decision making authority. Organizational justice framework is based on these two components that enable managers to figure out the sources that lead towards grievance in employees. Discipline helps organizations maintain the harmony and effectiveness of workplace environment; rules, policies and standard procedures enables regulate the employee behavior and maintain organization culture. Inequality in organizational culture and inability of management to provide diverse workplace environment either due to stereotypical response towards a particular group or restricting the decisions only to a particular group referring to nepotism. Incompetence of organizational framework to manage the situations and employees behavior results in discrimination and group based structure in employees for the protection of their rights. Union based culture is more common in government managed organization where employees have joined separate unions for the protection of their workplace rights. Discipline requires adjustments in rules and workplace policies addressing the dimensional aspects of negligence, employee safety, incompetency, rights protection, workplace norms, and organizational culture expectations. Rules relating to employee behavior, punishment and penalties, warnings, and other organizational aspects present a clear expectation to employees related to workplace environment and operational management style. Induction of rules is necessary to be conveyed to new comers in organization so that procedural mechanism becomes clear related to employee actions, group norms, and managerial actions pertaining to employee behavior. Managers must provide employees clear insight about the work setting and organizational culture through their actions and responses towards managing the equality at workplace. Stereotypical responses by employees, and group formation based on race/ethnic rights protection in workplace that are depicted as discrimination in employee treatment, rewards and pay scale offering, and career growth opportunities restrictions to a particular group result in job dissatisfaction and reduction in organizational commitment. In such case, if an employee wants to present his viewpoints concerning inequality at workplace manager must assess the situation sensitivity and factors that lead towards grievance filing. Senior management must form a clear objective grievance channel in order to address such issues raised in organization. Management must place emphasis on fairness of decision by providing equal representation rights to employees. Procedural steps for grievance hearing and decisions must be limited to certain extent of hierarchy for increasing the response time to resolve grievance issues. Senior management can form a committee addressing grievance issues of employee having representation of lower level manager and at least one member representation from senior management holding decision making power. This leads towards maintaining organization justice and shows effectiveness of organizations structure for formalizing the framework. This way, discipline and grievance in combine are very essential component of strategic organization’s framework for justice. Manager need to maintain the discipline of employee and must equalize the grievance procedure to maintain the organizational effectiveness by providing equal opportunity to all employees to report any factors that lead towards job dissatisfaction. Complaint filing procedure formalization simplifies the ambiguity concerning the management perspective and ability of employees to report any injustice. Manipulation of rules and disciplinary actions restrict the opportunities for equality at workplace. Biased behavior results in violating the principles of flexibility and freedom of voice representation by employees. Formalizing the rules and written policy procedure strengthen the discipline at workplace that supports the organizational justice framework. Grievance procedural steps must be defined in policy structure to reduce ambiguity and providing employees opportunity to exercise their rights in situation when the confront discrimination at workplace; manager must provide support in assessing the factors viability and prospective role to minimize the arousal of such grievance factor again.

Healthcare Analysis Essay

1. Differentiate among the terms strategic management,strategic thinking, strategic planning, and managing strategic momentum. Which of these activities is most important in a healthcare organization and why? ANS: Strategic management consists of the analysis, decisions, and actions an organization undertakes in order to create and sustain competitive advantages. strategic management is concerned with the analysis of strategic goals (vision, mission, and strategic objectives) along with the analysis of the internal and external environment of the organization. Next, leaders must make strategic decisions. These decisions, broadly speaking, address two basic questions: What industries should we compete in?How should we compete in those industries? These questions also often involve an organization’s domestic as well as its international operations. And last are the actions that must be taken. Decisions are of little use, of course, unless they are acted on. Firms must take the necessary actions to implement their strategies. This requires leaders to allocate the necessary resources. Strategic thinking is considered a key thought process of strategic management framework; is defined as the generation and application of unique business insights and opportunities, to create competitive advantage for a firm or organisation. It can be done individually, as well as collaboratively among key people who can positively alter an organisation’s future. Group strategic thinking create more value by enabling a proactive and creative dialogue, where we gain other people’s perspectives on critical and complex issues which is an important benefit in today’s highly competitive and fast-changing business landscape. Strategic planning is an organization’s process of defining its strategy, or direction, and making decisions on allocating its resources to pursue this strategy. In order to determine the direction of the organization, it is necessary to understand its current position and the possible avenues through which it can pursue a particular course of action. Generally, strategic planning deals with several key questions like 1 â€Å"What do we do?† 2 â€Å"For whom do we do it?† 3 â€Å"How do we excel?† Strategic momentum is the tendency to maintain or expand the emphasis and direction of prior strategic actions in current strategic behaviour. The most important role as leader of an organization is strategy. The best way to sustain the momentum is by following the guidelines of the Essentials for Successfully Implementing the Strategic Plan and to continue to deploy the small group of people who share the vision and are engaged in helping you implement it. According to me strategic management is the most important activity in a healthcare organization, because a well-formulated strategy can bring various benefits to the organization in present as well as in future. 1 Strategic management takes into account the future and anticipates for it. 2 A strategy is made on rational and logical manner, thus its efficiency and its success are ensured. 3 Strategic management reduces frustration because it has been planned in such a way that it follows a procedure. 4 It brings growth in the organization because it seeks opportunities. 5 With strategic management organizations can avoid helter & skelter and they can work directionally. 6 Strategic management also adds to the reputation of the organization because of consistency that results from organizations success. 7 Often organizations draw to a close because of lack of proper strategy to run it. With strategic management organizations can foresee the events in future and that’s why they can remain stable in the market. 8 Strategic management looks at the threats present in the external environment and thus organizations can either work to get rid of them or else neutralizes the threats in such a way that they become an opportunity for their success. 9 Strategic management focuses on proactive approach which enables organization to grasp every opportunity that is available in the market .2. List, describe, differentiate, and provide examples of the different levels of strategic management. ANS: 1 Corporate level 2 Divisional level 3 Organizational level 4 Unit level Corporate level strategies addresses questions like,†what business should we be in†¦.?† For example if we take Trinity, what business should we do..? Health care, including hospitals, long term care units, hospices etc. The other question would be what other options should Trinity consider like mental health centers. Divisional level strategies are more focused and provide direction for a single business type. For Example Trinity Health, strategies must be developed for separately for hospital division, out patient units, hospice care etc†¦.. how many hospitals are optional .. or what markets are available for new chain of hospitals†¦. Organizational level Strategies includes strategies made at an individual organizational level like each hospital in Trinity’s hospital division may develop their own strategies depending upon the present market conditions. Unit level Strategies support organizational strategies through accomplishing various objectives. Unit operational strategies may be developed within departments of an organizations like a hospital with different units, example Medicine department, Surgery unit or paediatric unit etc

Management Information Systems Essay

Information Systems Failure: The Case of Computer-Aided Dispatch (Cad) System at London Ambulance Service 1. Introduction The LAS covers a geographical area of just over 600 square miles and handles emergencies for a resident population of 6.8 million people. The CAD project is one of the most frequently quoted UK-based examples of information systems failure that took place in early 1990s. The prominence of this particular case is due to the ‘safety critical’ nature of this system and the claim that 20-30 people may have lost their lives as a result of CAD failure. 2. Description of the Manual Dispatch System The manual dispatch system consists of: a) call taking, b) resource identification, and c) resource mobilization. Call Taking: Emergency calls are received by ambulance control. Control assistants write down details of incidents on pre-printed forms. The location of each incident is identified and the reference co-ordinates are recorded on the forms. The forms are then placed on a conveyer belt which transports them to a central collection point. Resource Identification: Other members of ambulance control collect the forms, review the details on the forms and decide which resource allocator should deal with each incident. The resource allocator examines the forms for a particular sector, compares the details against information recorded for each vehicle and decides which resource should be mobilized. The status information on these forms is updated regularly from information received via the radio operator. The resource is recorded on the original form which is then passed on to a dispatcher. Resource mobilization: The dispatcher either telephones the nearest ambulance station or passes instructions to the radio operator if an ambulance is already mobile. A number of problems exist with the manual dispatch system. Most problems are related to the time-consuming and error-prone nature of activities such as: identification of the precise location of an incident, the physical movement of paper forms, and maintaining up-to-date vehicle status information. Therefore, a Computer- Aided Dispatch (CAD) system was considered as a solution to overcome these problems. 3. The Computer-Aided Dispatch System 3.1 Purpose The objective of the CAD system was to automate many of the human-intensive processes involved in the manual despatch system. 3.2 How the CAD system was intended to work The essential features of the CAD system are shown in Figure 1 which illustrates how the system was intended to work in practice. British Telecom (BT) operators would route all 999 calls concerning medical emergencies to LAS headquarters. A total of 18 ‘receivers’ were then expected to record on the system the name, telephone number and address of the caller, and the name, destination address and brief details of the patient. This information would then be transmitted over a LAN to an ‘allocator’. The system would pinpoint the patient’s location on a map. The system was also expected to monitor continuously the location of every ambulance via radio messages transmitted by each vehicle. The system would then determine the nearest ambulance to the patient. Figure 1: The structure of CAD system at LAS Experienced ambulance ‘dispatchers’ were organized into teams based on three zones (south, north-east, and north-west). Dispatchers would be offered details of the three nearest ambulances by the system and the estimated time each would need to reach the scene. The dispatcher would choose an ambulance and send patient details to a small terminal screen located on the dashboard of the ambulance. The ambulance crew would then be expected to confirm that it was on its way. If the selected ambulance was in an ambulance depot then the dispatch message would be received on the station computer. The ambulance crew would always be expected to acknowledge a message. The system would automatically alter HQ of any ambulance where no acknowledgement was made. A follow-up message would then be sent from HQ. The system would detect messages that would tell HQ when the ambulance crew had arrived, when it was on its way to a hospital and when it was free again. 3.3 How the CAD system was built The CAD system was built as an event-based system using a rule-based approach and was intended to interact with a geographical information system (GIS). The system was built by a small software house called Systems Options using their own GIS software (WINGS) running under Microsoft Windows. The GIS communicated with Datatrak’s automatic vehicle tracking system. The system ran on a series of network PCs and file servers supplied by Apricot. 4. Events that Identified the Flaws of the CAD System On the night of the 26th October 1992 (Monday), things started to go wrong at the HQ of LAS. A flood of 999 calls apparently swamped operators’ screens and many of those calls were being wiped off screens for unknown reasons. Claims were later made that 20 to 30 people may have died as a result of ambulance arriving late on the scene. Some ambulances took over three hours to answer a call while the government’s recommended maximum was 17 min utes. Mr. John Wilby, the chief executive officer of LAS resigned within a couple of days of this event. A number of Members of Parliament called for a public inquiry. The Health Secretary initiated an inquiry and the findings were eventually published in an 80-page report in February, 1993, which immediately became headline news in both the computing and the national press. 5. Findings of the Inquiry The inquiry found evidence of poor management practice, high technological complexities and unfavorable operating environment involved in the implementation of the CAD system in LAS. Systems Options, the company responsible for developing the major part of the CAD system had no previous experience of building similar type of systems. This company, which had won the  £1.1 million contract for the development of the CAD system in June 1991, was found to have substantially underbid an established supplier (McDonnellDouglas). Hence, Systems Options was under serious pressure to complete the system quickly. The managing director of a competing software house wrote various memoranda to LAS management in June and July 1991 describing the project as ‘totally and fatally flawed’. It appeared that Mr. Wilby ignored what amounted to an over-ambitious project timetable. Furthermore, an audit report by Anderson Consulting which called for more finance an d longer time scales for the CAD project was suppressed by the project managers. The board of management of LAS was even misled by the project team over the experience of Systems Options and the references supplied by Systems Options were not thoroughly investigated. Due to the extreme time pressure to develop the CAD system within the allocated timeframe, the project team responsible for developing the system practically did not follow any standard systems development approach. As a result, the resultant software was incomplete and unstable. In January 1992, phases one and two of the project began live trials. In March 1992, phase two of the trials was temporarily suspended due to the discovery of system errors. In October 1992, phase three was terminated after two days of reported chaos described above. Questions were raised about the complexity of the technical system. In the manual dispatch system, communication between HQ and ambulances is conducted via telephone or voice radio links. In the CAD system, links between communication, logging and dispatching vi a a GIS were meant to be automated. The automation was completed but no performance testing was thoroughly performed due to the rushed approach to meet the deadline. The system was lightly loaded at start-up on the 26th October, 1992. Any problems, caused by the communications systems (e.g. ambulance crews pressing wrong buttons, or ambulances being in radio black spots) could be effectively managed by staff. However, as the number of ambulance incidents increased, the amount of incorrect vehicle information recorded by the system also increased. This had a knock-on effect in that the system made incorrect allocations on the basis of the information that it had. For example, multiple vehicles were sent to the same incident, or the closet vehicle was not chosen for the dispatch. As a result, the system had fewer ambulance resources to allocate. At the receiving end, patients became frustrated with the delays to ambulances arriving at incidents. This led to an increase in the number of calls made back to the LAS HQ relating to already recorded incidents. The increased volume of calls, together with a slow system and an insufficient number of call-takers, contributed to significant delays in answering the telephones which, in turn, caused further delays to patients. At the ambulance end, crews became increasingly frustrated at incorrect allocations and this led to an increased number of instances where they failed to press the right status buttons. The system therefore appears to have been in a vicious circle of cause and effect. There was also an apparent mismatch of perspectives among LAS management, HQ staff, and ambulance staff. The system has been described as being introduced in an atmosphere of mistrust by staff. There was incomplete ownership of the system by the majority of LAS staff. The hardware and software suppliers involved in this project reported low staff morale and friction between LAS management and workforce. In other words, an atmosphere of hostility towards the computing systems was observed. One of the reasons for low staff morale was that control room staff lacked previous experience of using computer systems. 6. Conclusion In summary, no single element of the case can be regarded as the sole cause for the failure of the CAD system in LAS. The description demonstrates that failure of information systems projects tend to be multi-faceted in nature. Discuss Questions: a) Discuss the CAD system in terms of Interaction Failure. b) What lessons can be learned from the failure of the CAD project in LAS?

The best way to influence the government by ordinary people Essay

The best way to influence the government by ordinary people - Essay Example make sure that the government listens to the views of the ordinary citizen, and in recent times social networking sites and blogs are proving to be an excellent pathway. The great advantage of social networking sites like facebook, or even twitter, is that they can reach a large number of people very quickly. When an idea takes hold on the internet and is passed from person to person, then it is called a â€Å"viral† process, because it spreads like a virus through the contacts that are made. We can see in the so-called â€Å"Arab Spring† that dissatisfaction with government performance has resulted in protests all across North Africa and the Middle East. Demonstrations and rallies are co-ordinated by facebook, in the large cities at least, and this means that many voices can be heard at the same time, forcing the government to take notice. This has resulted in violence on some occasions, because of the strong feelings of the protestors and the harsh reaction by the governments concerned. Violence, however, is not the best way bring about change. People suffer because of it, and many become bitter, resulting in a cycle of destruction t hat helps nobody. A more effective use of social networking, and one which is used in the United States, is to make concerns public on the internet, and to draw attention to issues that a lot of people would like to change. Many pathways from the twentieth century like writing letters to a member of Congress, or drawing up a petition, or even lobbying key politicians, can now be done online in the twenty-first century. The issue of climate change has many different dimensions, and an ordinary citizen can choose social networking sites for different types of action. For local issues, it is possible to join a local lobbying group, and to participate in meetings, for example to protest about any environmental damage being done by a local factory. Dates and times can be published on the protest group’s web, or blog, or facebook page,

Human Relations Case Study Essay Example | Topics and Well Written Essays - 1000 words

Human Relations Case Study - Essay Example Introduction: Organizations are very important in the day to day life. One of the most basic and fundamental aspects of organizations is that it involves human resources. The word â€Å"organization† comes from the word â€Å"organize†. This word suggests a sense of order and management of human resources to bring about or achieve an intended result. Literature review Management is an umbrella word. It means controlling and harmonizing resources so that the organization can achieve its goals and targets. The word management clearly points to leadership of the organization. This is where the human resource begins. Leadership determines the quality of the organization almost directly. This is because it is charged with the responsibility of coming up with decisions that shall lift the quality of the organization. Poor leadership leads to unnecessary mistakes which end up in costing the organization a lot of resources. The quality of leadership is reflected through the org anizational leadership structure. Under the leadership structure various managers are assigned with different responsibilities which are viewed as pillars to the organization. This is to make sure that the growth of an organization is all round and evenly distributed. ... This includes coming up with the required standard of qualifications of the prospective workers. This also includes developing skills through training and creation of incentives. The aim of these activities is to come up with a strong workforce that shall work with high level of professionalism. The reward system of the organization is one of the most sensitive areas to the workers. This is because it can nurture talent or even demoralize the workers. This department does not exclude dealing with the cases of indiscipline among workers. In some large organizations, the human resource department is divided into many other smaller departments. These departments deal with specific matters within the organization. While still having a look at the human resource department of an organization, there are times when highly trained workers become involved in cases of indiscipline. These manifest in multiple ways. Some workers are fond of over drinking. This causes many of them to come to work when they are drunk. To illustrate this, our case involves a management trainee called Gary. Although he has full potential, he is not able to be fully helpful to the organization because of his drinking habit. Those who know Gary when he was studying at the university, say he was used to drinking a little too much. He was always late for classes and sometimes never showed up for classes at all. When called upon to be accountable, he had convincing excuses that left the lecturers and other concerned people with satisfaction. Somehow, that was able to cushion him from trouble as long as he was a student. However, when he joined the professional field as a management trainee, he initially thought the same excuses would work in the new work place. However, his bosses became

Hospice Care Essay Example | Topics and Well Written Essays - 1000 words - 1

Hospice Care - Essay Example The concept spread widely in the United States and it was something outside the conventional healthcare system. The hospices at that time were funded through charities and there was volunteer staff that provided personalized care to the patients. Hospice was not known for being a place for care but rather a concept of care. As it established, the hospice leaders came together to formulate standards and guidelines for developing hospice care (Cartwright, Miller, & Volpin, 2009). In 1978, the National Hospice Organization (NHO) was developed and it provided a national forum for education, discussion, and support of hospice quality care standards. Medicare coverage was expanded by the Congress in 1983 to include hospice care. Hospice benefits were also offered by many private insurers as they recognized the compassion for hospice care and its cost effectiveness. The number of hospices and numbers of patients in hospices have increased gradually and in 1991, there were about 1,830 hospices serving about 212,000 patients throughout U.S. Today the hospice concept remains unchanged since its early days. The intention of a hospice is to create a setting where patients get relief from their pain and are able to find support to improve the quality of their remaining life. Hospices make the effort to create a setting in which people can die peacefully. Today the hospices are a part of the mainstream healthcare system of U.S (Groninger, 2012). Choosing a hospice care may have advantages and disadvantages. The major advantage of a hospice care is the availability of a care team which consists of professionals and volunteers. This comprehensive and interdisciplinary team is involved in understanding and taking care of the patient’s needs. The team includes nurses, physicians, social workers, and trained volunteers who fulfill the needs of the patients. Another

Personal Narrative Essay Example | Topics and Well Written Essays - 1000 words - 6

Personal Narrative - Essay Example That is when I decided to take the journey towards fitness so that I could lose weight and transform myself. The family supported me in the changes I made in my diet that included swapping the foods that were too fatty for lower-fat options, reducing the sizes of the portions and taking regular family walks. I enrolled in a program that was ran through a website that organized camps for big people as well as offering resources and tips. This was an inspiration to me and I met other people who were dealing with the same problem. Meeting with other people who were having the same problem greatly assisted in my efforts to change my lifestyle and become healthier. There has been an increase in the rate of obesity particularly in children and I make sure that I encourage other people who may be in the same situation that I was in to embrace more healthy living for their own sake. The statistics are overwhelming since approximately one in every three children between the ages of ten and seventeen living in the US is considered overweight or obese and Georgia is second after Mississippi in the country as far as obesity in children is concerned (Johansen 25). Living an inactive combined with a relative ease of access to fast food has been the main cause of obesity for the population. People, especially children spend most of their time watching television and on their computers and phones and very little time exercising. The path towards renewed health is the conviction to make the change and believing that it can be done. The person deciding to change his or her lifestyle must be determined to do it since if one is forced to do it, there is a high chance that when the person will find himself alone, he will fall along the wayside. After being determined that you can take the steps towards healthier living, one will need to take single small steps at a time. It greatly helps to begin by taking water in place of soft drinks and soda and trying things

Persuasive Letter Essay Example | Topics and Well Written Essays - 750 words

Persuasive Letter - Essay Example Communication Solutions for the last five years and prior work experience at the procurement department at the Cortland County Government offices not only present me as an ideal representative of our organization in the deal, but also opens a new chapter for our customer experience if my application goes through. Basing my application from an internal perspective of the two organizations party to the contract, my conversance with the systems of operation regarding procurement objectives at Cortland County Government and sales objectives at Lintech Communication Solutions will assist me to negotiate the best deal out of the contract. In light of the past circumstances causing revocation of rather lucrative contracts, it can squarely be blamed on the lack of understanding between Lintech Communication Solutions representative and our clients. As past management reports confirm, such failure can be attributed to a poor customer experience based on misunderstanding of the two systems of operation. Having been a part of the two contractual organizations, my representation of Lintech Communication Solutions at the initiation negotiations can guarantee success to this end. The familiarity that I have with the County Government officials is a valuable bargaining beginning for our organization. Besides my strategic advantage with conversance, my recent engagements on behalf of Lintech Communication Solutions have been in contracts of installation of video conferencing equipment for three different county government offices. All of these projects can be rated one of the best for the entire country and Lintech Communication Solutions, since the Federal Government rolled out the video conferencing plan for all government offices. Having taken part in the pilot projects that have had such success presents me as the ideal candidate for yet another successful negotiation for our organization. These deals were allocated to us amid a competitive backdrop crowded by numerous

New product Research Paper Example | Topics and Well Written Essays - 1250 words

New product - Research Paper Example This pricing strategy allows the business to attract customers through using persuading the customers emotionally in terms of the pricing messages (Schlag & Schade, 2003). The business set the prices of their offerings at prices points that seem unusual which makes the customers feel that the prices offered are los. For instance, more consumers will go for the products with prices set at $29.99 rather than $30. This pricing strategy will attract the customers who usually look for value of the product. The preference of this method is due to the chance that if gives to the business allowing it to attract more customers without changing the content of the product. This pricing strategy allows the business to adjust pricing in favor of the customers with reference to variety of circumstances. The differential pricing may come in form of discounts coupons or rebates. The discounts will increase the number of customer since it attracts those who might not be able to afford the original price. The differential pricing serves as a form of incentive to the customer since it relieves them of the supposed high prices. This is a pricing strategy used by firms, which would like to sell different products in the same product range and at different prices points based on the features and benefits (Smith, 2012). It is suitable for the business since it would like to offer mobile grooming services that always come with multiple products. Mobile grooming is the primary while other product arises from this such as maintaining friendly environment for the pets. This strategy is suitable for Pyramid Solution business since it involves the firm being flexible in their prices (Smith, 2012). This pricing strategy allows the business to reduce the price of offering in the quest of attracting customers. It applies to almost all existing industries hence it will be suitable for the business. Road transport involves the use of the motorway network to transport goods to

Motivating teams Term Paper Example | Topics and Well Written Essays - 2000 words

Motivating teams - Term Paper Example The objective of this paper is to present a background and a definition of motivating teams. Certain guidelines and goals for motivating a team will also be presented. The significance of this presentation is to provide a full understanding on the needs of teams and the importance of motivation. This is in order for managers and organizations to achieve the desired performance they need from their workers. With proper motivation, workers will be more satisfied with their work and will be pleased with what they are doing. In the end, the holistic environment and outcomes within the organization will result in positivity. The challenge, however, lies on the minimal number of studies regarding team motivations. The role of leadership skills has long been evaluated and studied whereas the importance of motivational skills is still gaining popularity in the labor world. A minimal number of researchers on this topic may be due to the fact that motivation is hardly measurable. Moreover, mot ivationcannot be observed directly(Swezey et al., 1994). The scope of this study remains on the essential information regarding motivation in teams and a brief description of motivation in individuals. The topic on motivating individuals will not be defined in this paper. Background of the Study In any organization, leadership and motivation of individuals are important in order to assure efficiency and quality work outcomes. Chen & Kanfer (2006) stated that there are many studies that have proven the effects of leadership on performance whereas little is still known regarding the effects of motivation on individuals or teams. For decades, proper leadership was deemed to be the most important role of a manager. However, managerial leadership skills havebeenfound to be inadequate or incomplete without the proper motivational skills (Ceridian Corporation, 2005). Thus, motivational skills are imperative in keeping workers at their best performance. According to Clark (2005), it is mo re challenging to motivate a team than to motivate an individual. Teams are defined as a set of â€Å"two or more people who interact, dynamically, interdependently, and adaptively toward a common and valued goal/objective/mission, who have each been assigned specific roles or functions to perform, and who have a limited life-span of membership† (Salas, Dickinson, Converse & Tannenbaum, 1992, p. 4). Since teams are composed of different individuals with different missions and values, it may be hard to keep them together. This is now the challenge that is associated with motivating teams.Yet, Chen & Kanfer (2006) state that about 80% of institutions around the world are now employing the use of teams. Teams, committees, and groups can increase productivity by achieving goals that are assigned them in a shorter length of time. Lawler (2003) also stated that employees behave in a line of sight. By this, he means that employees act in a certain way when they believe that these ac tions will result to appealing results. Furthermore, Lawler (2003, p. 124) indicated that, â€Å"employees are inherently neither motivated nor unmotivated to perform effectively; their motivationdepends on the situation, how they perceive it, and what rewards they need and value.† It is therefore imperative for managers to identifythe necessary modes of

Questions to Ask Before You Believe a Pol Essay Example for Free

Questions to Ask Before You Believe a Pol Essay Opinion polls and other sample surveys can produce accurate and useful information if the pollster uses good statistical techniques and also works hard at preparing a sampling frame, wording questions, and reducing nonresponse. Many surveys, however, especially those designed to influence public opinion rather than just record it, do not produce accurate or useful information. Here are some questions to ask before you pay much attention to poll results. †¢Who carried out the survey? Even a political party should hire a professional sample survey firm whose reputation demands that they follow good survey practices. †¢What was the population? That is, whose opinions were being sought? †¢How was the sample selected? Look for mention of random sampling. †¢How large was the sample? Even better, find out both the sample size and the margin of error within which the results of 95% of all samples drawn as this one was would fall. †¢What was the response rate? That is, what percent of the original subjects actually provided information? †¢How were the subjects contacted? By telephone? Mail? Face-to-face interview? †¢When was the survey conducted? Was it just after some event that might have influenced opinion? †¢What were the exact questions asked? Academic survey centers and government statistical offices answer these questions when they announce the results of a sample survey. National opinion polls usually don’t announce their response rate (which is often low) but do give us the other information. Editors and newscasters have the bad habit of cutting out these dull facts and reporting only the sample results. Many sample surveys by interest groups and local newspapers and TV stations don’t answer these questions because their polling methods are in fact unreliable. If a politician, an advertiser, or your local TV station announces the results of a poll without complete information, be skeptical. Even professional sample surveys don’t give exactly correct information about the population. There are many potential sources of error in sampling. The margin of error announced by a sample survey covers only random sampling error, the variation due to chance in choosing a random sample. Other types of error are in addition to the margin of error and can’t be directly measured. Sampling errors come from the act of choosing a sample. Random sampling error and undercoverage are common types of sampling error. Undercoverage occurs when some members of the population are left out of the sampling frame, the list from which the sample is actually chosen. The most serious errors in most careful surveys, however, are non-sampling errors. These have nothing to do with choosing a sample—they are present even in a census. The single biggest problem for sample surveys is nonresponse: subjects can’t be contacted or refuse to answer. Mistakes in handling the data (processing errors) and incorrect answers by respondents (response errors) are other examples of non-sampling errors.

Shakespeares baptismal Essay Example for Free

Shakespeares baptismal Essay William Shakespeare was born in April of 1564. There is no specific date of birth because at that time the only date of importance was the date of baptism, though infants often were baptized when they were three days old. Shakespeares baptismal date was April 26, 1564. Shakespeare was born in the village of Stratford-upon-Avon in Warwickshire. At the time of his birth, the village had a population of 1500 people, and only 200 houses. Shakespeares father came from a family of yeomen, and he gained many prestigious positions in the community. Shakespeares mother came from an ancient family of landed gentry. The whole family was Anglican. The familys financial situation was well off. Not much information is known about Shakespeares youth, although undoubtedly he was educated in the local school, where he studied Latin and Greek, among other subjects, during a school day that often lasted from dawn to dusk. Shakespeares first exposure to the theatre probably occurred when he was young. As a child his father probably took him to see plays when travelling troupes of actors came to town, although that was not often. Shakespeare was married to Anne Hathaway in 1582, when he was 18; she was 26, eight years his senior. The exact wedding date is uncertain, but the marriage certificate was issued on November 27, 1582. William and Anne had their first child, Susanna, in May of 1583. This was followed by the birth of twins, Hamnet and Judith, in January of 1585. Most historians believe that Shakespeare was not often around his family in Stratford after that because historical records show him in London during the following years. The first written reference to Shakespeares existence in London occurred in 1592, when Shakespeare was in his late twenties. He seems to have been fairly well established in the theatre by that point, since the reference, written by another playwright, hints of jealousy at Shakespeares success. With his two patrons, the Earls of South Hampton and Pembrooke, Shakespeare rose quickly in the theatre as both an actor and an author. He joined the Lord Chamberlains Men, an acting company which was protected by the Queen, becoming a shareholder and senior member in 1595. Because of his success in London, he was able to purchase New Place, the largest and most elegant house in his home town of Stratford, when he was in his early thirties (1597). In addition to his popularity as both an actor and playwright, Shakespeare became joint owner of the famous Globe theatre when it opened in 1599. His share of the companys management added heavily to his wealth. Shakespeares financial success in the London theatre enabled him to retire and return to his home in Stratford around 1610. He lived there comfortably until his death on April 23, 1616 (it is popularly believed that he died on his birthday). He is buried in Holy Trinity Church in Stratford-upon-Avon. Though Shakespeare is most closely associated with the Elizabethan period, his career can be categorized as both Elizabethan and Jacobean, as several works were completed after James I became king in 1603.

Selected Hse Kpi And Descriptions Construction Essay

Selected Hse Kpi And Descriptions Construction Essay Depending on the scale of measurement or where in the process the indicators are being used, many of implemented measurements could be understand both leading and lagging indicators. One Lagging indicator for Division Scale could be understood a leading indicator for upper scale such as Organization Scale or Industry Scale. In this research indicators are classified based on its subject as the measurement carried out at different organizational level. In this context and within finest scale, indicators of group six are lagging indicator. Group one to five can be as leading indicators and group seven is combination of group of six adjusted by business progress. Both lagging and leading indicators can be found in group eight; however all of them arranged based on its environmental impacts. Group 1: HSE Meeting Group is framework showing the HSE performances which result from important Health, safety and Environmental meetings to manage the HSE conditions. This group is not covered training and following indicators are considered in that: Table 4.1: Selected HSE KPI and Descriptions, Group 1 Toolbox Number of toolboxes Number of toolbox meetings has been held in operations. ToolBox is a common name of meeting in many industries and refers to a brief meeting at the start of the day (15minutes) gives everyone clarity about what needs to be done safely, What are the safety precautions in devices, operations, work sequences and arrangements? The meeting has to be held by operation supervisors or team leader with attendance of all workers. They do a primary review of changes rather than the plan. Workers have to say any HSE problems in narration to his/her leaders, however these problems can report as unsafe condition. Advantages: Control all last changes in operation and reminding safety precautions and practices. Disadvantages: This meeting in routine operation may become boring and just carried out as a formal functions. Toolboxes may be arranged based on safety plan. Committee % of recorded Meeting Percentage of held HSE meeting against plan. Appointed committee by Occupational Safety Health Authority in factories which gathered monthly to compile OSH requirements lead to reduce workplace injuries illnesses. This committee may gather on monthly bases to discuss on the incidents and any corrective actions need to be taken. As this just requested by Occupational health and safety regulation body in countries not by environmental department. The meeting just concentrated on safety and health. Advantages: Enforcing by regulation authorities and the power assigned to this group may bring more execution power to remove unsafe conditions. Disadvantages: As this meeting enforced by regulators, it may considered as an internal spy in companies however it could be setup more positively inside the company. Incident Investigation Number of investigations; % of Investigation per incidents; Number of incident investigated against reported. Meetings held by company to identify root causes and casual factors conducting the incidents or near misses and record corrective action for follow up to prevent reoccurrence. The investigation could be very useful if they handled on the right procedures. As the number of accident may be limited companies may do investigation on their near misses as well. Advantages: Understanding the underlying reasons or hidden risk lead company to prevent from happening similar incidents. Disadvantages: The methodology may different from company to others so the number does not necessary means to quality of inspections. HSE Planning Number of Meetings Number of JSA or risk assessment meeting through HSE Department. Number of registered HSE meeting in company including weekly meeting with contractors for hazard identification and risk management or unscheduled planning meetings requested by project such as Job Safety analysis (JSA), Post JSA, HAZOP, HAZID, Pre-start up or Pre-commissioning. Advantages: This is completely technical meeting which analysis risks of specific operation in collaboration all executive representatives. Disadvantages: It is technical and couldnt be held in absents of HSE experts. Management Review Number of Meeting Number of HSE meeting by top manager. Formal, recorded meeting under the Chairmanship of the Facilities Manager that take place at regular intervals to discuss the functioning of the HSE management system and review of past performances and targets. Advantages: As this meeting chaired with top management so it brings higher commitments to different business function to meet the set goals. Disadvantage: This meeting couldnà ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒ ¢Ã¢â‚¬Å¾Ã‚ ¢t be held frequently and almost hold once per year. So it couldnt be help for improving HSE commitment in limited time scale. Group 2: The main attribute of indicators at this group are concentrated on management system. Management systems have the general elements inherently regardless if they integrated or not in practice. These elements generally are leadership and commitment, planning, implementation, document control, purchase control, review and monitoring of performance, continuous improvement and consultation, (Cooke, Jully 2011). The management system is a tool that company employed to maintain its objectives through designated model. So documentations, process, people, behavior, connections and other components in management system are structural elements while the way they interact, integrate or keep in contact will follow base on internal model. Different HSE models may implement in companies electively while the effectiveness of the selected models are not completely clear for the managers. Most manager in organization believe that having the management systems are important for their reputation externally but they are not sure how effective is the management systems for their work operation. They just follow the market tendency and they add it as one project to their businesses without attention to the models engaged. So companies may engage different indicators to help them to measure the overall performance of their systems. But having management system does not necessity means having high Health, safety and environmental performance. In fact management system is just a tool to help company to improve its performance. Indicators considered in this group are: Table 4.2: Selected HSE KPI and Descriptions, Group 2 Work procedures # of written HSE items/ procedures % Written procedures complete; Written documents cover for routine or critical operations to ensure that all HSE barriers are in places without risks to the health of employees or environment including who may be affected. Advantages: The suitable and effective procedures based on best practices, help employee from deviation from safe practices. Disadvantages: Preparation of HSE procedures are not easy task and needs great past experiences to define suitable procedures based on practices. Frequency of HSE team inspections # HSE Inspection hour inspected per 1000 Manhours worked Ratio of Scheduled inspections hour completed to 1000 man hours worked by work area/dept. HSE officers do HSE inspections to insure that all HSE measures are in place in site and to evaluate any reported unsafe conditions , to control Unsafe act, to monitor changes in operation and compliance with permits in work area. # Inspections by PMT Number of Closed HSE Items by Head Number of inspections carried out by project management team. Workplace visibility tour by middle and senior managers in the work area once per month to observe real HSE performances HSE culture, to review and discuss comments and questions related the project and HSE requirements. MS Score Internal/External audit Score Sum of all actual criterion scores (AC)/Sum of all maximum criterion scores (MC) x 100. External/Internal HSE audit at least on semi annual basis might be carried out to assure the requested HSE Management system (MS) is in place by company or its contractors. The evaluation is conduct on MS elements and different scoring system may implemented by variety organizations. NCR # Minors/ Majors NCR Number of observed lapse (Minor) total number of absence or total breakdown of a required process (Major). Number of observed lapse (Minor) total number of absence or total breakdown of a required process (Major). The accreditation body requires that recertification audit be carried out every 3 years. Group 3: Training and competency are one of the basic requirements in all management system and OHSA and Environmental system as well. The following indicators are grouped under group three: Table 4.3: Selected HSE KPI and Descriptions, Group 3 Training hours for HSE Matrix %Scheduled training completed Inside/ Outside the Company Man hours Training for specific Health, Safety and Environmental subjects internally or at external training center. To improve HSE awareness of employee regard with his/her main safe functions, different courses may assigned to him/her. This matrix will organize essential safe skills for workers such as rigging, Lifting, Welding, Cutting others in relationship with main duty of employees. Some general courses such as basic Fire fighting, environmental concerns maybe add to all. HSE Induction # HSE inductions Number of personnel attended in HSE induction. HSE proceduresregulation Emergency response plans responsibilities communication and reporting are inducted to all personnel in their arrival on companys premises. The Gate Pass is issued to only those who successfully attended. Drill Total Number of Drills Number of different type of drills carried out in each quarters or annually. An exercise intended to train people in practice for their duties and escape procedures. To prevent forgetting of responsibilities and proper arrangement of different operations, different drills have to be to be followed in case of emergency in each organization. Fire Fighting, H2S, Evacuation, Confined space are some general requirements which must be scheduled and conducted regularly. Group 4: This group contains indicators used to hazard identification. The immediate causes of accidents are circumstances usually can be seen as substandard practices or sub- standard conditions. This hazard not just related to the safety aspects but also covered all substandard practices in environmental and Health as well. Following indicators are set for this group: Table 4.4: Selected HSE KPI and Descriptions, Group 4 # Unsafe act Number of Recorded Unsafe Act Number of reported Unsafe act; The unsafe Act means removing or wrong practices of barriers in place for hazard controls. It may be the sole accident cause or one of several causes An unsafe act is a change from an accepted, normal, or correct procedure that usually causes an accident. It can be any conduct that causes unnecessary exposure to a job-site hazard or that makes an activity less safe than usual. # Unsafe Conditions # Recorded Unsafe Conditions Number of lost primary barriers; It means improper maintenance or lack of any barriers needed for hazard control. It could be mechanical, physical, chemical or environmental condition, situation or state of affairs or lack of training or induction or procedures which may cause hazard or accident. The unsafe condition might be the result of any unsafe act (human failure) or accidental failure or alteration of the safe condition. Examples are, wrong design, no guard on dangerous part, no control of chemical process, no provisions of safety devices, poor light, poor ventilation, confined space, high noise etc. # Issued Permits Number of formal written documents used to control certain type of work hazards by declaring related barriers. For routine operation permit issuance may be carried out in specific situations. Permits are only issued when the necessary safety precautions have to been taken for specific attribute or hazards which allow control centre to know related information regard with safe operation. Group 5: Contractors and employee participations; Communication and participations are two important elements in new advanced management systems. Implementing any new procedures or resilience level in organizations all depend on this context. Following indicators are grouped: Table 4.5: Selected HSE KPI and Descriptions, Group 5 % Employee participation Number of direct report from employee on HSE Number of direct report from employee on HSE matters; The employees awareness and effectiveness of the HSE program depends on the participation and cooperation of employees in carrying out HSE responsibilities. If the HSE atmosphere in company changes, it shows its impact on the rate of contribution directly. HSE Award Total amount of money Number of peoples received awards Total amount of money distributed or number of peoples received awards; Means taken by company to motivate the staff supervisors by issuing/ awarding them with the tokens/ gifts monetary incentives to participate on hazard identification and more accountability/ responsibility. # Bid with HSE coverage # Pre-qualified Contract on HSE # rejected tender because of lack of HSE performance Number of contractors pre- qualified (considering HSE score in tender selection or pending invoices till HSE confirmation). Tender should include provision to suspend safe work if the contractor does not observe the HSE requirements described in the contract. Any compensation arising out of the contractor job will be paid by the contractor if the HSE procedures are not being in practice by contractors. HSE organisation culture level HSE culture level from pathological to generative level; The characteristics of organization is described at five level and typical descriptions are given for 18 dimensions that can be used to identify the current level of the organization in terms of HSE. Group 6: Other group of indicators is related to the statistic of incidents and accidents. This group contains a wide range of row data of incidents from non-recordable to accumulated indicators as 1- Non- injuries incidents, 2- Incidents with injuries. Non recordable incidents: Indicators in this section are important but as they are not evaluated by regulation bodies, they called non recordable. They are related to the statistic of incidents and accidents with no injury as follow: Table 4.6: Selected HSE KPI and Descriptions, Group 6.1 # Near Miss Number of near hit events Number of event Cases that had potential to cause injury or damage or loss but avoided because of circumstances. Incidents where no property was damaged and no personal injury sustained, but where, given a slight shift in time or position, damage and/or injury easily could have occurred. First Aid Case (FAC) Number of minor injury not recorded Number of cases of minor work injury or illness such as cleaning minor cuts etc which no need to medical devices. This factor is not considered in TRC however it can provide an estimation of number of small injuries in work environment that have potential to more sever incidents. Non-Injury Accident/Incidents # Non-injury Accidents/Incident Cases Total number of event or chain of events caused damage to assets, the environment or third parties with no injury. Any unplanned event result in: damage or loss to Property, plant Materials, environment and/or a loss of business opportunity such as fire or explosion, Environmental incidents, Quality incidents, vehicle incident so on. Again as this incidents having any injuries they not being interested by regulation bodies so considered as non recordable incidents. Companies are record this incident for themselves. Recordable incidents: This group is related to the indicators that just count the number of incident cases which have different severity of injuries. Incidents with medical treatment up to the fatalities are all in this group as discussed below: Table 4.7: Selected HSE KPI and Descriptions, Group 6.2 TOTAL Recordable Injury/Incident Case # TRC # TRI Total number of incident case for Fatalities, Lost Work Day Case, Restricted Work Day Cases Medical Treatment Cases. Advantages: It has enough number for analyzing meaningful trend. Disadvantages: As this factor just counting the number of incidents with the same weight, it couldnt be a good estimation of performances. Medical Treatment Case (MTC) # MTC Number of injured or sickness person requires treatment (more than first aid) from professional physician or qualified paramedic. Medical treatment beyond First Aid e.g. wound-closing prescription medication removal of foreign material that is embedded in the eye or diagnosis of cancer, chronic disease, a cracked bone or etc. Restricted Workday Case (RWDC) # RWDC Number of cases in which employee cannot fulfill his normal work the day following an incident but is able to undertake a temporary job. Or any work related injury other than a fatality or lost work day case which results in a person being unfit for full performance. The case does not have any days away from work, but has days of restriction. If a case either has one day away from work, or both restriction and absence injury should be recorded as LWDC not RWDC. Lost Work Day Case (LWDC) # LWDC Number of Cases in which an employee was absent of scheduled work because of work illness or injury and does not include the day of incident and does not cover fatalities case. Lost Time Injury(LTI) # LTI Number of work related injury or illness which prevents person from doing any work the day after the accident. It includes cases lead to at least one day off work till death because of work illness or injury. It does not include cases with no lost days such as MTC or RWDC. Fatality # Fatalities Number of workers loses their lives to work related injuries and include Cases that involve one or more people who died as a result of a work-related incident or occupational illness. Days Away or restricted or Transferred duty, DART # DART Combination number of Cases of LWDC RWDC. Cases that involve Lost time, or days of restricted work activity or job transfer, or both however not include fatality cases. Advantages: Having adequate data fluctuation for managing the performances rather than fatalities or just lost work days. Disadvantage: In small industry still lack of adequate data for reliable analyze is exist. Group 7: Other group of indicators is related to the adjustment of basic statistic of incidents and accidents to the business context performances. This group contains a wide Combination of range of incidents with the time of operations or number of workers. Different organization may make this ratio per its own constants. For example in UK, the constant is 100,000 fulltime workers which equivalent by 200 Million working hours. This constant for OGP members is half, because the companies working hours is carried out at organization scale which smaller than industrial scale. This differentiate can be seen between companies. for example BP provide some of its reports based on 200,000 man hours while Shell act the same as OGP and use 1,000,000 man hours constant. On other side, one organization depends on type of indicator, considering different constants. For example Shell used 100,000,000 man Hours as its constant when analyzing its FAR while benefit of 1,000,000 man hours in reporting its LTIF. Indicators in this group are: Table 4.8: Selected HSE KPI and Descriptions, Group 7 Days Away or restricted or Transferred duty Rate, DART rate Indicates number of incident caused away, restriction, or transfer cases per 200,000 worked hours. calculate based on (N/EH) x (200,000) where N is the number of cases , EH is the total number of hours worked by all during the year, and 200,000 is the base for 100 employees which may change. LTI Frequency Rate LTIF Rate The number of lost time injuries (fatalities + lost work day cases) per 1,000,000 work hours. The constant may be changed from company to company. This indicator just shows the frequency of LWDC Fatality cases but not give any data regarding the weight of the incidents. LWD Severity Rate Average days lost with each Lost Work Day Case. Mathematical calculation that describes the number of days lost experienced compared to the number of incidents experienced and lead to lost work day without considering fatalities. TRIR: Total Recordable Injury Rate TRIR/ TRC Rate The ratio of all recordable injuries including fatalities, LWD cases, and Medical treatment Cases per 1 million worked hours. Fatality Accident Frequency Rate FAR, FAFR The number of fatalities per 100 million man hours worked. This indicator may call Recordable Fatality Rate by some companies. Constant is different in companies. This indicator just compares the rate of fatalities with other industrial groups, however because of rare frequency in one company it couldnt be helpful for decision making by managers. Fatality Incident Frequency Rate, FIR, FIFR The number of fatalities accident per 100 million man hours worked. Rate of fatal incident per 100,000 workers (UK), 100,000,000 Man hour (OGP) This indicator just shows the frequency of incident cases that result at least one fatality and does not prepare information about number of fatalities. Process safety event rate PSER, PSIR The number of incidents of unplanned or uncontrolled LOPC (Lost of primary containment) of any material including non-toxic and non-flammable materials per one million worked hours that happens in direct contact with process operation in premises of company. In process industry, incidents result to either lost time injury, Fire with direct damage more than 25000$ to assets, Chemical release and environmental impact beyond limited threshold per 1 million worked hours. A process must have been directly involved in the damage caused. For this purpose, the term process is used broadly to include the equipment and technology needed for chemical, petrochemical and refining production, including reactors, tanks, piping, boilers, cooling towers, refrigeration systems, etc. An incident with no direct chemical or process involvement, e.g., an office building fire, even if the office building is on a plant site, is not reportable (CCPS, 2011). Advantages: It considers different impacts from direct damages, lost time and injuries to environmental impacts. Disadvantages: Although the impact considered in cumulative way, but all impacts consider in same weight. More over it does not cover any other incidents which not connected directly to the process, so it couldnt be used by other industries. Process Safety Incident Severity Rate (PSISR) Ratio of Total severity scores for all process safety incidents per 200,000 Work Hours of total employee, contractor subcontractor work hours. The constant may change in companies. In determining this rate, 1 point is assigned for each Level 4 incident attribute, 3 points for each Level 3 attribute, 9 points for each Level 2 attributes, and 27 points for each Level 1 attributes. Theoretically, a PSI could be assigned a minimum of 1 point (i.e., the incident meets the attributes of a Level 4 incident in only one category) or a maximum of 108 points (i.e., the incident meets the attributes of a Level 1 incident in each of the four categories. Advantages: Consider the weight of severity level of each incident for total process safety besides considering four dimensions in measuring the consequence of each process incidents. Disadvantages: Just consider some process cases. THP; Total Hazard Potential Rate Total HazPoC (Hazard Potential Cases) indicating overall potential of hazard of unsafe act/unsafe condition (identified with/without incidents) per 100 Sq. meter per week. It can show the HazPoC related to the safety, Health, Environment separately or totally. Advantages: It demonstrates total hazard potential of company or its project that generated from requested barriers. By adding any new assets or finishing a project this rate will change weekly. However it will propose based on the boundary of occupied land and time. Disadvantage: It needs powerful software and network connections. This indicator is new and under trial . MHP; Mitigated Hazard Potential The total amount of Hazard potential which mitigated by barriers in practice. (Secured HazPoC). This indicator just demonstrates the HSE performance of company on weekly bases in implementation of safe work practices per Total HazPoC identified. Advantages: All barriers implemented or removed have direct impact on the HSE performance of company based on changes on risk of related hazard of that barrier. So any department can understand its performance on removing or maintenance of own barriers. Disadvantage: Same as TPH Group 8: All environmental subjects that may consider impact on work environment are short listed in this group. Although there are many different environmental factors that experts minded in perspective of top managers just one important element is considered. It has been notice that HSE department may have to control many factors more than these indicators, but we want to understand which one may be desired by CEO to being controlled as a business performances. This group consists of following indicators: Table 4.9: Selected HSE KPI and Descriptions, Group 9 Energy Intensity Ratio of energy consumption to gross domestic product or other industry output. Energy consumption ratio per gross domestic product or other industry output such as Sales, freight ton-miles, GDP as economic output may be considered in different organization. Waste discharge Load Total wastewater Load discharged in population equivalent (BOD). To measure this indicator both quantity and pollution concentration have to be considered. In Oil company may BOD rate is replaced with Oil Load discharge. Recycled, Reused and Recovered Materials Tones of Hazardous/ Non Hazardous waste recycled, reused, recovered from waste stream. Measuring this indicators required company measure the amount of waste generation and then recording its recycling to produce this rate. The amount of recycling waste per generated waste multiple 1000, indicate the rate of recycling per 1000 tone total waste generation. Social Contribution Expenses Million $ on social responsibilities or number of local people trained or fostered. Contribution on Local community conferences, volunteer service centres, Training, Employment, Health Care etc in nearby society are samples of contributions. Direct GHG Emission Total quantity of GHGs released to atmosphere at a specific time in Co2 equivalent. Total quantity of GHGs released to atmosphere covering emission of different gases such as CH4, CO2, NOx, CFCs, HCFCs etc however it is not cover all air pollution. 4.2 HSE KPI Specification: Study findings indicate a statistically significant relationship between culture and gross earnings. Gilbert (1978) maintains that when the five dimensions (information, resources, incentives, knowledge, and capacity) are aligned and operating interdependently, workers are intrinsically motivated to perform. Later in 2001, It is theorized that the link between culture and financial performance is mediated by worker motivation. Strong cultures help organizations perform because they create a strong sense of motivation in workers. (Kotter Heskett, cited in Flamholtz). Recently (Piers, 2009) in his study mentioned 6 main elements as essential dimensions of organizational culture in organization. These specifications are: Commitment Behaviour Awareness Adaptability Information Justness In Our research, If we are looking for an indicator cause the organizational culture to improve, the chosen indicator have to had the same characteristics inherently which can demonstrate the same aspect of organization. Commitment: reflects the extent to which every level of the organization has a positive attitude towards safety and recognizes the importance of safety. Top management should be genuinely committed to keeping a high level of safety and give employees motivation and means to do so as well. Behaviour reflects the extent to which every level of the organization behaves such as to maintain and improve the level of safety. From the management side, the importance of safety should be recognized and everything needed to maintain and enhance safety records should be put in place. Awareness reflects the extent to which employees and management are aware of the risks for themselves and for others implied by the organizationà ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒ ¢Ã¢â‚¬Å¾Ã‚ ¢s operations. Employees and management should be constantly maintaining a high degree of vigilance with respect to safety issues. Adaptability reflects the extent to which employees and management are willing to learn from past experiences and are able to take whatever action is necessary in order to enhance the level of safety within the organization. Information reflects the extent to which information is distributed to the right people in the organization. Employees should be encouraged to report safety concerns. Work related information has to be communicated in the right way to the right people in order to avoid miscommunication that could lead to hazardous situations. Justness reflects the extent to which safe behaviour and reporting of safety issues are encouraged or even rewarded and unsafe behaviour is discouraged. He divided each attribute to detail specifications which demonstrate in following table. The highlighted items in this table are important items that considered while the questionnaire was designed. Management perspective and participating of different management level are important elements that improve the reliability of collected data. Table 4.10: Positive attribution lead to culture improvement Characteristic Specific attribute Commitment Management concern Perception of importance of safety Prioritization of safety Safety procedures and requirements Personal involvement and responsibility for safety Behaviour Employee behaviour w

Robert Frost Essay -- Biography

Robert Frost once said, â€Å"Always fall in with what you’re ask to accept. Take what is given, and make it over your way. My aim in life has always been to hold my own with whatever’s going. Not against: with†(Quotes). Frost’s life and time period exemplified his quote as he experienced the technological changes of the twentieth century. Through these experiences, he entertained and taught his readers through his competitive poetry like his poem â€Å"The Road Not Taken†. Robert Frost was born on March 26, 1874, in San Francisco, California. William, his father, was a Journalist and Isabelle, his mother, was a teacher. His parents’ occupations sparked his early interest as a writer. Isabelle shared her love of literature and poetry with her son. When Frost was eleven, his mother took him and his sister, Jeanie, to live with his father’s parents in Lawrence, Massachusetts. William’s death left Robert and his family poor and dependent upon their cynical family members who believed Isabelle to be at fault for William’s death (DeFusco 13-15). Robert attended Lawrence High School where his mother encouraged him to maintain high academics. His desire to write poetry did not begin until the first two years of high school. Frost’s home life and inability to adjust to life in the North created his artistic aspirations. His first poems were published in the school newspaper his sophomore year. After he graduated, Frost’s grandparents ordered him to attend Dartmouth College, but he dropped out after seven weeks (DeFusco 15-16). Then Frost decided to work at a wool mill to save enough money to marry Elinor White. In the winter of 1895, at the age of twenty-one, Elinor and Frost were married. His first son was born a year later, named Elliot. Ag... ...ntieth century. This theme was one of the many ideals that sparked the Progressive Movement allowing people to have the equal opportunity determine their own destiny. When people are suddenly exposed to freedom of choice, they are slow to react and do not have a grasp of what they want. This inexperience makes people not able to differentiate between two choices thus causing a person to hesitate and doubt oneself when finalizing their judgment. When writing this poem, Frost believed that the content of the poem was more important than the style. He however paid close attention to meter using iambic pentameter and a rhyme scheme of abaab. The only style he refused to write in was free verse because he believed â€Å"a good map carried its own scale of miles†(cite). He wrote his poetry instead in â€Å"natural speaking patterns† because it was more appealing to readers.

Abortion should be illegal :: essays research papers

Abortion should be Illegal The words of an unborn baby are ones that almost no one ever thinks of, or hears. One of this country's most controversial topics is abortion. However, if one sees the constitutional infringement to women by the restriction of abortion; the torment to the unwanted child; and the anguish society has to sustain, then this topic would not be so debatable. Too many people do not see the effect that abortions cause. It is a very dangerous offence that affects the mother, father, the community, and most importantly, the fetus, and that is why abortion should be illegal in Canada. First, abortion is against God’s law in many Holy books such as the Bible and the Quran. Secondly, abortion does not only affect the individual, but the community as a whole, and the rights of those people are infringed on. However, abortion does nothing in the cases of rape, or women’s rights, which is the constant argument people in favour of abortion argue. And lastly, abortion should be seen for what it is, murder. What gives us the right to decide who should live and who should die? That is God's decision. The fetus, the innocent human life whose only protection in the world is its mother's womb can no longer feel protected because even its very own mother could have it murdered. Yet that baby did nothing to deserve to have its life snatched away so suddenly. How can a tiny baby who can feel, breathe, and move be condemned to die without ever saying or doing anything wrong? In our constitution, we are all given the right to life, liberty and the pursuit of happiness. Why is it that a baby is not given these rights as well?

The World of Writing According to Email :: Internet Technology e-mail Essays

The World of Writing According to Email The world is an ever changing place, and with the advancement of cyber culture technology, many times we are faced with new ideas and ways of life that we never dreamed would be possible. With these changes, we are also faced with the making personal decisions of whether we believe these new ways have helped or harmed the world of writing. I remember the moment e-mail entered my life. It was a week after my family had dropped my older brother, the first born, off to his freshman year at Bowling Green State University. Within that first week of having to adjust to setting one less plate at the dinner table, we quickly realized how fast we would become financially broke due to high phone bills. We had heard about this thing called the internet, where people from all over the world could connect to and communicate via electronic mail, but not until we became aware that BGSU provided each student with her/his own personal e-mail address were we interested. That was the moment. My dad quickly looked into it and before we knew it we were connected. Every day, several times a day, we would disconnect the phone line, listen to the awful dial tones, and sit five inches from the computer monitor, anxiously reading about his college experiences. As Wendy Lesser, author of essay, The Conversion, writes, â€Å"And e-mail, b y bringing back personal correspondence, reintroduces us to the form of writing that best enables us to know and acknowledge friendship.† (Tribble/Trubek 232). It soon became our link to the outside world. Not only did it keep us in touch with our beloved hard working college student, but just as Lesser experienced, it created a doorway to other long lost friends and family members. In a way, this new e-mail thing made us feel as though the miles that separated us weren’t so far after all. In his essay, From Pencils to Pixels, Dennis Baron states that, â€Å"The computer, the latest development in writing technology, promises, or threatens, to change literacy practices for better or worse, depending on your point of view.† (36) Cyberculture technology will never cease to change and improve, but by being a part of this society, we have the unique opportunity to jump on board, accept the changes, and enjoy the advancements to our benefit, or sit back and watch the world pass us by.

Professional Roles and Values Essay

A. Promoting Interdisciplinary Care When nurses promote collaborative interdisciplinary care, they are ensuring the availability and accessibility of quality health care (ANA, 2010). As the nursing supervisor in this clinical setting, I would hold a staff meeting with the family nurse practitioner (FNP), nurse, licensed vocational nurse (LVN), nutritionist, and social worker. I would ask them to speak about their areas of expertise and explain how their knowledge will enhance this clinical team. The nutritionist’s expertise in diet, the social worker’s fluency in Spanish, the LVN’s training in education, and the nurse’s specialization in community health are all attributes that will promote the delivery of quality patient care. In this meeting, I give examples of how the specialized training and resources of these individuals will improve patient care and ease the workload of other staff members. I foster an open discussion and encourage thoughts, feelings, and questions. I also state that i f someone has a question or concern that they do not wish to discuss in front of everyone, they can speak to me in private. B. Delegation and Teamwork As the nurse supervisor, I would use a coaching approach to speak to Ms. W. Coaching provides a safe environment for trying different approaches to new or challenging situations (Robinson-Walker, Detmer, and Schultz, 2011). I would request to have lunch with Ms. W and at this lunch, I begin by praising her work and emphasizing her importance to this clinic. In a light-hearted and non-confrontational way, I say, â€Å"I know how hard you have been working with Ms. R and you must be so frustrated!† I encourage a response by asking, â€Å"Why do you think she is being non-compliant?† I listen to her responses without interrupting and work into the conversation these questions: â€Å"Do you think it’s possible she does not understand English? What do you think about having the social worker speak to her?† The LVN’s expertise in community health and her available resources would also be mentioned. I emphasize that delegating to members of the team will b e in the  best interest of the patient, as well as free up some of Ms. R’s valuable time. B1. Responsibility The Nursing Code of Ethics Provision 2 states that the nurse’s primary commitment is to the patient and it further implies that nurses should actively promote collaborative multi-disciplinary planning (American Nurses Association, 2012). If Ms. W does not have time to follow through with community services that could benefit Ms. R, then Ms. W has a responsibility to refer Ms. R to people who have the knowledge, resources, and time to help her. In addition to the Nursing Code of Ethics, the National Council of State Boards of Nursing (NCSBN) states that one of the standards related to the RN scope of practice is that nurses evaluate the patient’s response to nursing care. They do this by evaluating: the patient’s response to interventions, the need for alternative interventions, the need to consult with other team members, and the need to revise the plan of care (NCSBN, 2012). When Ms. W saw that the patient was not compliant, she should have reevaluated her plan of care. Ms. W can delegate to the LVN, who is experienced in prenatal education, and would be able to explain the importance of finishing antibiotic therapy or performing tests that are essential for a healthy pregnancy. If Ms. W is too busy to educate, then she is responsible for finding someone who can. B2. Recommended Resource A resource that would benefit Ms. W in learning more about delegating is the continuing education course given by the ANA, â€Å"Developing Delegation Skills.† This course covers delegation and the associated concepts of accountability, responsibility, and authority (Weydt, 2010). It discusses using nursing judgment and interpersonal relationships during the delegation process and at the courses end, the author speaks about how to develop delegation skills. Learning to properly delegate ultimately improves the quality of patient care. B3. Delegation Opportunities The nurse in this scenario has 4 colleagues in the clinic that she can delegate to: the LVN, nurse, nutritionist, and social worker. Ms. R had recurrent urinary tract infections; the nutritionist can review her food and fluid intake and the LVN can teach prenatal care based on the nutritionist’s evaluation and recommendations. The nurse in the clinic can explore community resources that may be available to assist Ms. R. The social worker, however, is the most important person in these collaborations because it is probable that Ms. R does not understand English and needs an interpreter. The social worker is fluent in Spanish and her presence will not only raise the comfort level of Ms. W, but will assure that she is receiving the required information that is pertinent to her pregnancy. References American Nurses Association. (2012). Code of Ethics for Nursing with Interpretive Statements. Nursing World. Retrieved from http://www.nursingworld.org/codeofethics National Council of State Boards of Nursing. (2012). NCSBN Model Rules. Retrieved from http://www.ncsbn.org/12_model_rules_090512.pdf Weydt, A. (2010). Developing Delegation Skills. The Online Journal of Issues in Nursing, 15(2). Retrieved from www.nursingworld.org/mainmenucategories/anamarketplace/anaperiodicals/ojin/tableofcontents/vol152010/no2may2010/delegation-skills

A Marriage Agreement

Marriage, as they say, takes two to work. Gender roles should not exist in marriage because it would only bring conflicts to the relationship. Couples need to become partners while still maintaining their individuality. They need to learn how to make decisions with the other person in mind. If not, the marriage will most likely turn into a divorce with the couple thinking that this is the best solution.Alix Kates Shulman, in her essay entitled A Marriage Agreement, believes that everything can be worked out if couples only knew how to work around each other. She proves this by presenting the audience with their Marriage Agreement in which both she and her husband explicitly detail each other's chores and responsibility.The author admits that the agreement was a little formal; however, it worked for their marriage (p. 181), and this is what is important. The couple decided to make an agreement after realizing that they have grown too accustomed to their everyday chores wherein the wif e did everything from taking care of the children to cleaning the house while the husband spends time away from his family to make some money.This is what most couples have become, which makes their marriage fall apart. Shulman writes how verbal agreement to delegate tasks and share duties will not work and that a written agreement will make it easier for couples to adjust to the new divisions of their responsibilities.However as good as the author’s narration of how they delegated the tasks, for overall effectiveness of convincing readers of the effectivity of such delegation the author must present proof and comparison of the advantages of such agreements. The essay simply indicates in passing the effectiveness of such delegations without further proof or solidification and therefore, becomes weak in persuading its readers.The main article starts off with introducing the current situation of marriage life in America. It starts off by imprinting an image to the readers on ho w overworked and lopsided the delegation of domestic responsibilities is towards women. It was presented in a way that is very academic stating statistics and quoting researches.This acts as a clear introduction of the featured author’s feminist view of how household responsibilities must be shared among spouses. The article then goes on saying how better it is for families that do not follow the traditional delegation of household work than those who are not willing to share the duties and responsibilities of taking care of home and family (p.179). All these up to this point were presented in a very clear manner with the intent of the author to convince her audience of how sharing responsibilities is beneficial to marriage life introduced smoothly.However, from this academic level of argumentation, the article presents an essay that is a personal account of a marriage life. This essay is supposedly the main argument of the article but for some reason, it does not provide muc h strength to the stated arguments. Rather, it simply gives a glimpse of how to spread evenly responsibilities without much proof of its effectivity. This is the main flaw of the essay as it does not strengthen the main article.

Lions Among Us

According to Mr. Edward Henderson, leaders are those people who can guide a work force into a path that leads to success and realization of goals by keeping the members of his work force committed, intact, and highly motivated. Moreover, managers of private clubs are those who extend their duties and responsibilities beyond the long-established and conventional roles of private club managers. They should be able to influence the members of their work force to create a reality out of their visions of success. Furthermore, Henderson has also presented what he calls â€Å"success factors.† These success factors are supposed to be instrumental in making private club managers successful in their field. This valuable piece of information was based on a survey conducted in 1994, which was administered to several managers. They were the ones who were responsible of narrowing down eight valuable factors that influence success. These success factors were also proven true by Henderson himself, as he has put great efforts to observe his colleagues who were private club managers themselves. In addition to the main success factors that will be discussed in the following statements, people who took the survey also included other factors that are important in success such as a reputable image, flexibility in working with diverse individuals or groups, communication and social skills, just pure luck, exerting effort and working hard, attitude and perspective in life, and continuous learning. Henderson has also noted that there is a strong connection between success factors and the successes of a leader. Although he himself, and all the managers who took the survey, could not argue with the fact that all success factors are significant in accomplishing success in their line of expertise. However still, everything depends on the work attitude and outlook of the manager. In addition, it is dependent on the nature and the background of the business that he is managing. The first success factor mentioned in the monograph is operational knowledge. Operational knowledge received the highest vote as one of the most important success factor. However, overall the most important success factor, it ranked second. It requires knowledge of the ins and outs of business, such as the technical aspect and expertise in handling the club. Expertise and knowledge of the business is achieved over time. Being in the business in such a long period of time is a learning experience for private club managers, especially with their experiences in success and failures in the past. The second success factor is integrity. It was the first most important success factor that was rated by the managers who took the survey. For those managers who took the survey, building a responsible and credible self as a private club manager makes one a true leader. Being aware of one’s strengths and weaknesses, distinguishing right from wrong, expressing appreciation and gratitude to one’s constituents, exuding good morals and virtues, and working for the purpose of serving, are just some of the aspects of integrity that makes it a factor in a leader’s way to success. The third success factor is being in the right club where a manager’s personality is suiting. In other words, private club managers must be able to be in position within a club that is fitting or appropriate for their personality and management styles. They attribute this idea with marriage. For them, being a private club manager is like building a relationship or marrying a person. There should be chemistry or the personality, style, beliefs, and attitudes of a manager must be in sync with the needs and nature of the club to succeed. Just as how two people should be in order to have a successful marriage. The fourth success factor is acquiring financial skills. According to the managers who took the survey, being adept with finance and accounting enabled them to gain respect and trust from their colleagues. Needless to say, the finances of an organization are the indicator of its success or its failure. The fifth success factor is intelligence. The challenges and the demands of the private club industry require broad knowledge and skills in order understand the comings and goings within the club and also to understand human behavior and predict outcomes. According to the managers who took the survey, intelligence coupled with the right experiences and skills acquired equals great leadership and success. The sixth success factor is the ability to persuade others. Persuasion or the skill of one person to influence the behavior of a person is very significant in accomplishing success at present. A great leader must be able to persuade or influence others, his subordinates, colleagues, and everyone who he comes to work with, to lean to the direction of success and accomplish the vision of the club. The seventh success factor is authority. Perhaps authority comes with the previous success factor, which is persuasion. The ability to persuade must be coupled with authority that is in order to persuade people, the leader must exude authority and firmness among them. Although there are several issues raised about authority and its limitations, people cannot argue with the fact that authority is very important in dealing with all aspects of the private club industry. However, with authority comes great responsibility and sound judgment. The eighth success factor is social grace. Although several managers regard as least important in achieving success, they could not also deny the fact that being skilled in communication and interacting with other people is important. After reading all the factors that influence success as a private club manager, I have come to understand the qualities and skills that one should possess in order to be a great leader for the club as a whole and his constituents. Although all the success factors and much more, are instrumental in the achievement of great personal and group success in the field of private club management, I feel that the most important of all is intelligence. First, intelligence gets you to the position of a private club manager. As we all know, being intelligent and knowledgeable about the business makes one a potential and a strong candidate for a private club manager position. It is instrumental in getting one started, and intelligence keeps one going in the business. Moreover, intelligence equips you with the capacity to acquire all the other skills that are important in the business such as financial and social skills, being knowledgeable of the operations and processes that go on within the business, and even in the ability to persuade others, intelligence plays a role. Intelligence is also a major factor that spells out authority. For instance, one becomes granted the opportunity to become a private club manager because of one’s knowledge of the business. Through this, one gains support, respect and trust from colleagues, subordinates, board members, and other people one comes in contact with because of one’s ability to be knowledgeable in all aspects of the business, even for example in finance and accounting. Essentially, it drives one to learn more about the developments and changes in the industry making one capable of dealing with future obstacles and challenges. Therefore, one is able to persuade other people into working together as members of the club in order to attain their goals and objectives. Generally speaking, intelligence does not only get you the job, but it also guides you and lets you experience success and gets you out of failure. It lies in all aspects of the eight success factors that are why it is important.

About Hemja Villege Resort

Hemja Village Resort is newly organized service oriented business venture in the tourist sector (Pokhara). The proposed resort is located at Hemja, Pokhara. The resort is situated at the middle part of Hemja, near of Tibetian Camp near of the Pokhara city. It is spread over 2 biga with full of the facility HVR is a partnership organization, comprising of two business partners. The total investment would be around 5 million. Each business partners would invest 2. 5 million each.The Hemja Village Resort was envisioned to be Nepal’s most luxurious and exclusive property, offering amenities that a modern world-weary traveler can desire. The proposed schemes are very good, reliable, and qualitative service with reasonable price. The main objective of the resort is to establish a small-scale resort to provide the good lodging and food services to internal and external customer with full availability of recreational activities and ultimately achieve the large pie of the marketplace.T hat â€Å"Quality Service for all† would be our slogan. The management committee vision three types of customers Nepali, Indian, and foreign (from different countries like Japan, German, America, Australia, Korea, china). The resort is estimating near about 3,000 customers in the first year with the incremental of 20% each year. This resort is thinking to attain an average growth in service revenue of about 10% per year and to increase market share by 10% annually. HVR reaches breakeven point in the second year of operation and earn profit thereafter.The special promotional tools would be used such as FM, Newspaper, TV channels, banners, and news journal, e. t. c. customers can gain information and book their services from our website: www. hemjavillegeresort. com. np. During the first few years, HVR uses the low cost advantage strategy and differentiation strategy to attract the more customers and then after few years of operation it uses the growth strategy for the developm ent of resort as the marketing strategy.In its marketing mix 7 Ps are analyzed. These are product, price, place, promotion, people, process, physical environment. HVR will use a set of action programme to achieve its marketing objectives. The financial projection is based on the implementation of the action programme, which gives the detail information about the income and expenses of the resort. To evaluate overalls performance of the resort it implements the monthly, quarterly or annual evaluation and control syste