Privacy of lectronic medical records Research Paper

Protection of lectronic clinical records - Research Paper Example The without cost factor of these advances is an alluring activity for various firms with a high client base to embrace EMR with insignificant speculation on schedule and HR. EMR is likewise picking up prominence among the patients or beneficiaries of wellbeing administrations, particularly in territories that are far away from great medical clinics. The patients can see their clinical records, test results and history online at the solace of home or at work (Kolbrum, 2008). Be that as it may, with the quick ascent of promptly accessible sources online for EMR, it is reasonable for question whether the EMR is very much ensured or effectively open to the general population. With the web overwhelmed with spam and the ever-present threat of programmers breaking into classified online records, are the patients safe on the web? Is accommodation dangerously close? The worries referenced in the section above will be tended to over the span of this paper which looks to legitimize whether every single beneficial thing in life are (truly) for nothing, discover approaches to guarantee which EMR stages are the most secure to utilize, and gain knowledge into significant protection laws that offers assurance to the patient’s individual wellbeing data. The requirement for EMR was acknowledged during the 1960s, when it was felt that there must be a robotized framework for the re-association and the executives of patient records to empower improved arrangement of wellbeing administrations to them. Laurence Weed, a doctor, was the first to propose and depict automated clinical records or EMR (Pinkerton, 2008). Advancing through the 1990s, as the PC turned out to be progressively helpful and modern, the EMR frameworks likewise got mind boggling and in wide use by the organizations and clinical foundations (Pinkerton, 2008). Today, in 21st century, the shared characteristic and weight on the utilization of EMR is huge to such an extent that the organizations are presently benefiting and embracing the frameworks for nothing, much the same as Email Accounts. Returning to contention where Google and Microsoft were expressed as models, it is gotten that

Internet Cafe Essay

Official SUMMARY: The Taraba Digital Village Center (TDVC) proposition explains a convincing vision, that will empower Jalingo, the state cash-flow to through the middle, assume a urgent job in helping the legislature to characterize, create andâ deliver its projects and encourage improvement dependent on the new Information Communication Technology (ICT’s) strategy(ies) thus encourage business openings that is unmatched in the 21st century. The center’s prompt advantage will concentrate on the production of a superior business seriousness, employments creation, venture openings, infrastructural enhancements, worldwide incorporation and investment inside the data society process. The fundamental part of the middle would be where ICT information is dispersed through the front line of data information economy and move activity, the utilization of correspondence advancements and modern information sharing procedure and training. The inside will be where the cutting edge is instructed, prep ared and gifted to take positions at all degrees of improvement required by the 21st century organizations and business. The middle will be socially comprehensive and available to the residents of the state to partake in building the social assorted variety of our general public. Taraba Digital Village Center task is an intense vision for wide - association and impetus for worldwide organizations and seriousness. The driving vision behind Taraba Digital Village Center (TDVC) is formed around the focal point for a powerful natural and learning focus that encourage sex interest in today’s Information Community. Presentation: Jalingo, the capital city of Taraba State †Nigeria has risen up out of the last fifteen (15) long stretches of creation to be a city revolved around new thoughts, mastery, administration, financial chances and genuine speculators certainty. This change carries with it an exceptional chances to support dynamic and practical force base that completely augmented the city’s one of a kind resources that bases on the new developing Information Communication Technology (ICTs) in order to appropriately situate the State and its kin inside the Local, National, Regional and International Information Society forms subsequently turning into a perceived New Millennium City, where incredible things are molded with duty. In today ’s Global economy, where information and advancement are keys to serious achievement, we are pleased to state that with a computerized focus in the city, Jalingo is particularly positioned to offer essential types of assistance and stimulus on ICT to a d eveloping populationâ and to fit in with universal seriousness and gauges. In the event that its ability are incorporated into the data and media transmission Network of the world and its assets tapped and discharged through the Center much would have set up to serve the underserved Youths, sexual orientation, and Stakeholders needs on ICTs Portrayal OF JALINGO CITY: Taraba State was made in August, 27th 1991. The state covers a land region of 9,400 square km with sixteen neighborhood government Areas (LGAs). Jalingo Local government HQtrs is the capital city of Taraba State just as the Traditional Seat of Muri Emirate ,the Emirate that was established since seventeenth century. All Federal and State parastatals are situated in Jalingo. Organizations, Socio-Economic and Political exercises takes firm and thriving development in Jalingo. Tertiary foundations built up by the state and other Modern urban advancement frameworks that draw in the Youth and other Nigerian residents including Foreign Nationals into the capital city are situated in Jalingo POPULATION: The 1991 Census figures, Taraba State has a populace figure of (1,512,163 million). As at the 2003 projection of 31% the number of inhabitants in the state currently remain at (2,074,615 million). Numerous ethic bunches possesses the state strikingly , the Mumuye, Jukun, Wurkum, Mambilla, Fulani, Kuteb Hausa, Kunini, Jenjo, Yandang, Chamba, Ichen among others. WHY THERE IS A NEED FOR A DIGITAL VILLAGE PROJECT?: The Project is contained in the Taraba State Economic Empowerment Development Strategy (TSEEDS) report that explained â€Å"Making accessible the advantages of the new Information and Communication Technology† (ICT). To connect the Digital partition and open ways to numerous underserved young people of the state and past . Achieving tallness in the standard of training for Technology and the formation of new position openings and market situated qualities utilizing ICTs. Improving personal satisfaction and making new open doors for other people who in any case might not have had the chance. Advancement of a virtual library that gives data and answers pressing inquiries that meets genuine monetary advantages, effect and social and sexual orientation consideration. TARGET POPULATION: The underserved adolescents and ladies over the state and past. To address the issues of developing organizations in and around the state. Understudies and instructive foundations, private and open division of the state. Offices NEEDED: The unpredictable which will be alluded to as â€Å"The Digital Village† will have offices, for example, Computers and Printers for Training and Internet Access. Phone and Fax Machines. Wellspring of Power flexibly (Solar and Electrical). Prepared and Furnished gathering Center Climate control systems. PCs. Labor Operators. Task Occupancy at a time @ 300 people 24 Hours Access and opens at 8:00am. TIME-TABLE FOR RAISING FUND TO START PROJECT OPERATION: 2006 Project Team Exchange visit between the Project Prospective Development Technical Partner .This is to encourage Formative stages and drawing â€up of task subtleties for realization of plans. 2006-2007 Funds made accessible and work starts at site and in the event that the structure is to be given and not built, at that point redesign on the site to suit Project as assigned. Last quarter 2007-Project authorizing. Center Program ACTIVITIES: The Taraba Digital Village Center (TDVC) Project will give: Training and preparing it’s our objective gatherings/member with important and essential aptitudes in Information Communication Technology applications through helping them to comprehend slants behind the data society today. Research and Education for Development Proficient Service and Practical applications Abilities improvement projects and work power activities Better scholastic quickening programs through the commitment of our scholarly network in the state, National and International. The TDVC is planned to give a unique domain to virtuoso age, worldwide spotlight on information economy driving rivalry and upgrade of organization improvement. Spending COST: I. Hardware supplies and establishment @ N4,000,000.00 $30,000.00 ii. Development and outfitting of the inside @ N6,000,000.00 $60,000 iii. Staff enlistment and compensation @ initial two years for example the executives staff and residential @ N1.428,250.20 =$9,850 iv. Specialized help and support @ N1.280,000.00 =@$8,820 v. Consultancy @ #2,005,123,00 =@ $ 13,794 vi. Possibility/Miscellaneous @ # 2,500,000,00=@ $172,414 vii. Aggregate in Naira@ N18,493,624 viii. Aggregate in US $ 127,543 ix. Conversion scale of N145 to $1 dollar x. Eighteen Million, 400 and ninety 3,000, 600 and twenty four naira. xi. One hundred and twenty 7,000, 500 and forty three dollars. Center AREAS OF COLLABORATION IN THE PROJECT: The TDVC Initiating Team/Organization(s) and the Government of Taraba State will to give an assigned Structure(s) that would oblige PCs, for Internet offices, preparing focus, business focus, library and meeting Hall among others. Specialized Development Partner(s) then again, to Supply and Provide the specialized skill/ability that will prepare the inside in Jalingo, Taraba State with PCs. Furthermore, such a Partners(s) to assume consultancy job and the executives before possible exchange of responsibility for focus to the Initiating Team and Taraba State Government after the last more likely than not set-up an administration structure for the middle. Different Areas of joint effort which might not have been point by point here in the proposition including lawful agreement understandings and so on, to be settled upon in the last draft understanding for the venture having the starter destinations/thought for the acknowledgment of the Center is acknowledged as the premise of task commencement. EXISTING CAFES: Taraba State can't be said to have been completely associated with the web Network or its Digital and Telecommunication Infrastructures are full evolved. At Wukari LG, there is just Internet Cafã ©. At Zing LGA, the web Cafã © situated at Bizarre Hotels may not serving wide society needs. At the state capital Jalingo, there are just four utilitarian web Cafã ©s. With over 2million individuals populace in this manner, the state need more web availability and access than it is right now reachable. Preparing Programs: The preparation at the inside will be intended to upgrade availability to Information Technology with key point of getting ready and preparing candidates/students to naturally fit into serious work pool with best and ideal outcome that meets work creation in the private and Public Sectors. TDVC INTERNET CAFÉ: The essential duty of this segment at the Center is to proceed to investigate and give access to Information Communication Technology as well as to the general public using web get to. This segment will be multi-partner to give the best and effective help wanted of a developing metropolitan network like Jalingo, the capital city of Taraba State-Nigeria. Informative NOTES/CONCLUSION: The venture was once appointed will be renamed after the Name of the primary Executive Governor of Taraba State. It is in this way suggested the inside be Named as â€Å"REV. Carefree T. NYAME Center OF EXCELLENCE†. This is th

Choosing The Best Academic Essay Writing Samples

Choosing The Best Academic Essay Writing SamplesThere are a number of academic essay writing samples that can help a student in their time of writing. Some of these examples include classic written texts by famous authors such as Milton, Shakespeare, and Browning, as well as written examples of research papers.However, many writers may find it hard to choose the best academic essay writing samples to follow. This is because there are so many, such as online essays, case studies, creative writing samples, and lesson plans. This makes it difficult for a student to choose the best academic essay writing samples to use.Therefore, the first thing that a student should do is look for writing samples that they feel reflect their own style and writings. Once a student has narrowed down the list of essay writing samples to use, they should read through each one and try to remember how the writer expressed themselves, which may not be what the reader can understand from other written pieces.Ac ademic writing samples should always be short. For example, if a student needs one paragraph and it takes them three paragraphs to do it, then they will need to take a step back and figure out what the point is. Most students are familiar with the definitions of the words used in essay writing samples.However, students should also ensure that they remember the principles that the essay writing samples state. The essay writing samples should always begin by stating the purpose for writing the essay. While this may seem basic, this is one of the most important parts of the essay.The next part of the essay will need to state the topic of the essay. Whether it is a news article, a quote, or a quotation, an academic essay needs to be written about a specific topic. Then, the essay should cover a single idea or focus on a group of ideas that relate to one another. Finally, the essay should start with a thesis statement. This is the starting point of the paper. The thesis statement needs t o be the most important part of the essay because this will guide the reader on how to proceed throughout the entire paper.Finally, the essay should conclude by summarizing its subject and concluding the entire paper. When all of these aspects are met, the essay will be complete.

Psychology Is The Scientific Study Of The Mind And Behavior

Professions are never alike and rarely share like core value and core goals. Most professions were born out the need to help people and some professions were created to make money off peoples pain, sorrow, and inner most feelings. The field of psychology was created to understand human behavior to help make society a better place and people live much easier. Psychology is field with sub fields that differ but the underlining core values are the same. The path to becoming a psychologist is challenging and not easy but most people entering the field feel like it is their calling. I cannot pen point one exact language or a specif form of communication that makes the psychology field special because different psychologists have their very own form of terminology and means to communicate. According to Saul McLeod, psychology is the scientific study of the mind and behavior. Psychology is a multifaceted discipline and includes many sub-fields of study such areas as human development, sports, health, clinical, social behavior and cognitive processes. The majority of Jargon and terminology in psychology derive from founders Fraud, Titchener, and Wundt. Over time as the field of psychology grew more phrases and terms were being coined so its hard to pinpoint who created what; however, Jargon allows psychologists to communicate bigger words and phrases much easily. For example, DSM - Diagnostic and Statistical Manual of Mental Disorders, Pathologize, and ODD - Oppositional DefiantShow MoreRelatedPsychology Is The Scientific Study Of The Mind And Behavior986 Words   |  4 PagesA Look into Psychology Psychology is known to be the scientific study of the human’s mind and behavior. Psychology is not the study of extraordinary mind activity like paranormal, extrasensory perception (ESP), astrology, nor phrenology. Psychology is theoretically constructed and uses a standard scientific process to discover evidences of that human’s behavior. Psychology also allows an individual to give special assistance to a specific group of children who could have a difficult time in schoolRead MorePsychology Is The Scientific Study Of The Mind And Behavior1589 Words   |  7 PagesWhat is Psychology? That is the first question before I took this class. I do not know what things I study from it. So is it useful for me and my life? Psychology is the scientific study of the mind and behavior. Psychology is a multifaceted discipline and includes many sub-fields of study such areas as human development, sports, health, clinical, social behavior and cognitive processes. (Simply Psycholog y Website). But today I will introduce 4 parts from the introduction to Psychology. That isRead MorePsychology Is The Scientific Study Of The Human Mind And Its Behaviors1625 Words   |  7 PagesBy definition, Psychology is â€Å"the scientific study of the human mind and its behaviours†. However, originally, Psychology did not begin as a science. The subject of Psychology began in 1879 when the first experimental laboratory was opened by Wilhelm Wundt. Since its establishment, Psychology has progressed into a world-renowned academic discipline with the formation of the first American experimental lab in 1883 and the first doctorate in 1886 which was presented to Joseph Jastrow, who became aRead MoreThe Philosophy Of Psychology Is Defined As The Scientific Study Of The Human Mind And Behavior1281 Words   |  6 PagesPsychology is defined as the scientific study of the human mind and behavior. It was established as a separate discipline during the late 1800s and can be tak en back to the time of the ancient Greeks. From around 500BC to 322 BC, Greek philosophers suggested a theory of â€Å"psyche† that is where the word psychology comes from. This meaning the mind, soul and spirit. The Pythagoras, Hippocrates, Socrates, Plato and Aristotle were some of the most influential philosophers of their time. However, due toRead MorePsychology as a Science1163 Words   |  5 PagesPSYCHOLOGY AS A SCIENCE Psychology is the scientific study of the behavior of individuals and their mental processes. (Fuchs amp; Milar, 2002). But what makes it a scientific study? First of all, why not? Nowadays the idea of psychology as a science seems so natural to us, but it was not always like this. The late-eighteenth-century declaration that a true scientific study of the mind was not possible posed a challenge that was answered in the nineteenth century when the possibilityRead More The Development of Psychology Essay1156 Words   |  5 PagesThe Development of Psychology Psychology is defined as the scientific study of behavior and the mind. This definition implies three things. The first is that psychology is a science, a field that can be studied through objective methods of observation and experimentation. The second is that it is the study of behavior, animal activity that can be observed and measured. And the third is that it is the study of the mind, the conscious and unconscious mental states that cannot be seen but inferredRead MoreWhat is Psychology?925 Words   |  4 PagesIn 1929, psychology was defined as the study of consciousness. From about 1930 to1970, the definition of psychology changed with dealing more with the scientific study of behavior. From about 1970 on, psychology was defined as the scientific study of behavior and mental processes. However, according to nowadays definition of psychology, it could be defined as the study of the behavior and human mind. Factors which influencing our behavior include physical, emotions, thou ghts and social. It can helpRead MoreFoundations of Psychology Essay763 Words   |  4 PagesFoundations of Psychology According to science philosopher Thomas Kuhn, the ongoing development of scientific paradigms is responsible for scientific progress. A scientific paradigm has three basic characteristics: a series of assertions that provide a model of the object of study, a group of common metaphors that assist with comprehension of the object of study, and a methodology that is accepted by the scientific community to provide legitimate and valuable data when carried out correctly. WithinRead MoreAdolescent Psychology Essay 31067 Words   |  5 PagesQuestion: What Is Psychology? One of the most common questions asked by students new to the study of psychology is What is psychology? Misperceptions created by popular media as well as the diverse careers paths of those holding psychology degrees have contributed this confusion. Psychology is both an applied and academic field that studies the human mind and behavior. Research in psychology seeks to understand and explain thought, emotion, and behavior. Applications of psychology include mentalRead MorePsychology : Cognitive Psychology And Psychology980 Words   |  4 PagesCognitive Psychology 1064 Words 5 Pages Cognitive psychology began around 19th century. Different approaches have been used to trace the roots of psychology. It is also known that cognitive psychology was out numbered by behaviorism but later revived, bringing into being cognitive revolution. The paper discusses cognitive revolution in the history of cognitive psychology as the most influential part in the practice of modern psychology. Introduction A scientific branch of psychology that is concerned Psychology Is The Scientific Study Of The Mind And Behavior What is Psychology? That is the first question before I took this class. I do not know what things I study from it. So is it useful for me and my life? Psychology is the scientific study of the mind and behavior. Psychology is a multifaceted discipline and includes many sub-fields of study such areas as human development, sports, health, clinical, social behavior and cognitive processes. (Simply Psychology Website). But today I will introduce 4 parts from the introduction to Psychology. That is the learning, the human development, the personality and the stress. I think that passing through 4 parts, we can understand more about humans, and how they form about shaping, behavior, personality and the ways they deal with the environment outside. First, exploring about the types of learning, it changes in behavior through experience. Second, it explores the developmental human, it also refers the changing and realizing in human capabilities but through different levels. Then the personal ity, it could be form by thoughts, emotions, and behaviors but every character has a way to adapt in this world. Finally, it is the stress, which is the important thing in this social now. Because nobody could not get out of the stress in the modern social. So they need to explore about them, and find out the ways to cope the stressors. Now I will go in every pars to understand them much. That is what I read and review about it and compare myself. From it, giving real examples about the theories.Show MoreRelatedPsychology Is The Scientific Study Of The Mind And Behavior986 Words   |  4 PagesA Look into Psychology Psychology is known to be the scientific study of the human’s mind and behavior. Psychology is not the study of extraordinary mind activity like paranormal, extrasensory perception (ESP), astrology, nor phrenology. Psychology is theoretically constructed and uses a standard scientific process to discover evidences of that human’s behavior. Psychology also allows an individual to give special assistance to a specific group of children who could have a difficult time in schoolRead MorePsychology Is The Scientific Study Of The Mind And Behavior791 Words   |  4 Pagesinner most feelings. The field of psychology was created to understand human behavior to help make society a better place and people live much easier. Psychology is field with sub fields that differ but the underlining core values are the same. The path to becoming a psychologist is challenging and not easy but most people entering the field feel like it is their calling. I cannot pen point one exact language or a specif form of communication that makes the psychology field special because differentRead MorePsychology Is The Scientific Study Of The Human Mind And Its Behaviors1625 Words   |  7 PagesBy definition, Psychology is â€Å"the scientific study of the human mind and its behaviours†. However, originally, Psychology did not begin as a science. The subject of Psychology began in 1879 when the first experimental laboratory was opened by Wilhelm Wundt. Since its establishment, Psychology has progressed into a world-renowned academic discipline with the formation of the first American experimental lab in 1883 and the first doctorate in 1886 which was presented to Joseph Jastrow, who became aRead MoreThe Philosophy Of Psychology Is Defined As The Scientific Study Of The Human Mind And Behavior1281 Words   |  6 PagesPsychology is defined as the scientific study of the human mind and behavior. It was established as a separate discipline during the late 1800s and can be taken back to the time of the ancient Greeks. From around 500BC to 322 BC, Greek philosophers suggested a theory of â€Å"psyche† that is where the word psychology comes from. This meaning the mind, soul and spirit. The Pythagoras, Hippocrates, Socrates, Plato and Aristotle were some of the most influential philosophers of their time. However, due toRead MorePsychology as a Science1163 Words   |  5 PagesPSYCHOLOGY AS A SCIENCE Psychology is the scientific study of the behavior of individuals and their mental processes. (Fuchs amp; Milar, 2002). But what makes it a scientific study? First of all, why not? Nowadays the idea of psychology as a science seems so natural to us, but it was not always like this. The late-eighteenth-century declaration that a true scientific study of the mind was not possible posed a challenge that was answered in the nineteenth century when the possibilityRead More The Development of Psychology Essay1156 Words   |  5 PagesThe Development of Psychology Psychology is defined as the scientific study of behavior and the mind. This definition implies three things. The first is that psychology is a science, a field that can be studied through objective methods of observation and experimentation. The second is that it is the study of behavior, animal activity that can be observed and measured. And the third is that it is the study of the mind, the conscious and unconscious mental states that cannot be seen but inferredRead MoreWhat is Psychology?925 Words   |  4 PagesIn 1929, psychology was defined as the study of consciousness. From about 1930 to1970, the definition of psychology changed with dealing more with the scientific study of behavior. From about 1970 on, psychology was defined as the scientific study of behavior and mental processes. However, according to nowadays definition of psychology, it could be defined as the study of the behavior and human mind. Factors which influencing our behavior include physical, emotions, thou ghts and social. It can helpRead MoreFoundations of Psychology Essay763 Words   |  4 PagesFoundations of Psychology According to science philosopher Thomas Kuhn, the ongoing development of scientific paradigms is responsible for scientific progress. A scientific paradigm has three basic characteristics: a series of assertions that provide a model of the object of study, a group of common metaphors that assist with comprehension of the object of study, and a methodology that is accepted by the scientific community to provide legitimate and valuable data when carried out correctly. WithinRead MoreAdolescent Psychology Essay 31067 Words   |  5 PagesQuestion: What Is Psychology? One of the most common questions asked by students new to the study of psychology is What is psychology? Misperceptions created by popular media as well as the diverse careers paths of those holding psychology degrees have contributed this confusion. Psychology is both an applied and academic field that studies the human mind and behavior. Research in psychology seeks to understand and explain thought, emotion, and behavior. Applications of psychology include mentalRead MorePsychology : Cognitive Psychology And Psychology980 Words   |  4 PagesCognitive Psychology 1064 Words 5 Pages Cognitive psychology began around 19th century. Different approaches have been used to trace the roots of psychology. It is also known that cognitive psychology was out numbered by behaviorism but later revived, bringing into being cognitive revolution. The paper discusses cognitive revolution in the history of cognitive psychology as the most influential part in the practice of modern psychology. Introduction A scientific branch of psychology that is concerned

Crime Against Law And Crime - 1072 Words

Crime Against Law Have you ever pondered why individuals crave the fear and adrenaline in committing a crime? Or how individuals get so frightened by the thought of crime? As I came across multiple quotes this is the one that stuck out the most: â€Å"The world is filled with violence. Because criminals carry guns, we decent law-abiding citizens should also have guns. Otherwise they will win and the decent people will lose.† -James Earl Jones. Most individuals who do not have a steady home life, comprehensive learning, or have mental disorders carry guns for safety, tend to end up violating the law. Those problems occurred in the book Native Son, where the main character, Bigger, is faced with many crimes he created for himself. Bigger robbed many businesses within his neighborhood as well as killing two human beings. As a citizen, he committed many crimes throughout his community because he craved the excitement that came with being immoral. The quote also mentions guns an d how criminals carry concealed weapons, which reflects back to Bigger. As a character in a book, Bigger represents individuals in our society today by carrying around a gun as a safety mechanism. The book showed Bigger never had a good home life, was highly uneducated and had a very low income. All of those issues caused him to commit a variety of crimes to receive what he desperately needed in life; therefore, Bigger represents the whole community of zealous criminals. As someone with needsShow MoreRelatedCrime Is An Act Against The Law1334 Words   |  6 PagesCrime is an act against the law where the consequence of conviction by a court is punishment is a serious one such as imprisonment. The Oxford English Dictionary states that crime is: - â€Å"An act punishable by law, as being forbidden by statute or injurious to the public welfare†¦An evil or injurious act; an offence, a sin†. The government usually set laws that the people must follow, punishment is given for those who lighten those laws. The legal or criminal justice system applies the law and punishesRead MoreThe Fight Against Hate1268 Words   |  6 Pagesprejudice against his race. Four months later, two young men beat Matthew Shepard with a pistol and left him tied to a fence all night in near freezing weather because he was gay. These two attacks sent outrage throughout the country and inspired tougher punishments against hate crimes. (A hate crime is any crime that is committed due to a bias towards a particular group of people.) Currently, forty states and the District of Columbia have passed hate crime laws. Those laws ban any crime connectedRead MoreHate Crime Essay816 Words   |  4 Pageshate crime became part of the American lexicon in 1985 when it was coined by United States Representatives John Conyers and Mario Biaggi. Although the term hate crime and societal interest in it are relatively recent developments, hate crime has deep historical roots. Throughout U.S. histo ry, a significant proportion of all murders, assaults, and acts of vandalism and desecration have been fueled by hatred. As Native Americans have been described as the first hate crime victims, hate crimes haveRead MoreEssay on Hate Crime1498 Words   |  6 PagesHate Crime   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Violence motivated by a bias against victims’ characteristics which include race, religion, ethnic background, national origin, gender, or sexual orientation, represents a serious threat to all communities. Experts estimate that a bias-related crime is committed every 14 minutes. Criminal justice officials and state policy makers need to realize that it is key to make or adjust hate crime legislation. This has been a heated debate for centuriesRead MoreHate Crimes And The Response Of Law Enforcement Officers Essay1370 Words   |  6 PagesThe phrase â€Å"Hate Crime† rose to prominence in the 1980s, in an attempt to describe crimes against someone based on their race or religion. These crimes were motivated, at least in part and sometimes in entirety, by bias against African Americans and Jews. Since that time, the term has expanded to include illegal acts against a person, organization, and their property based on the criminal’s bias against the victim’s minority class. These minority classes include race and ethnicity, sexual orientationRead MoreThe Role of Federal Agencies in Fighting Digital Crime774 Words   |  3 PagesHomeland Security, and other law enforcement agencies have similar challenges when fighting computer crimes and terrorism due to the recent development of computer technologies as well as constant threats. Federal law enforcement agencies and local law enforcement agencies have different responsibilities that work independently instead of on the same level, which can make it difficult to coordinate and cooperate to fight against computer crimes and terrorist threats. Local law enforcement agencies dealRead MoreThe Six Types Of Crime953 Words   |  4 Pages1) The six types of crime are Violent - Violent crime is crimes that are against people such as murder, assault, rape, and robbery. Property- property crimes are crimes that are used for economic gains such as stealing someone’s belongings. Public order- this are crimes that go against the norms of what people think are right such as public drunkenness or prostitution. White-collar- these are crimes that are committed by an individual or a business with nonviolent actions for business advantageRead MoreSocial Injustice : The Interplay Of The Lgbt Community, Hate Crimes And The Us1482 Words   |  6 Pages Social Injustice: the interplay of the LGBT community, hate crimes and the US On June 4, 2011, Cece Mcdonald lost the freedom to securely be herself. Cece Mcdonald was a young trans-woman who was walking with her friends past a tavern in Minneapolis when suddenly, a group of people started to barrage them with insults. One man insulted Cece directly by saying, â€Å"look at that boy dressed like a girl tucking her dick in.† The group of friends attempted to walk away, but before they got awayRead MoreArson Crime Against Property Crimes1166 Words   |  5 PagesAbstract Arson was a crime at common law that prohibited the burning of someone else dwelling home and property that was nearby. The main purpose was to make sure homes would not get burned while occupied with people. In today’s society arson laws have extended and cover burning any type of property. CRIME AGAINST PROPERTY 2 Arson-Crime against Property Crimes against property include many shared crimes that consist of theft or destroying of another person’s property. TheseRead MoreEssay about Crime876 Words   |  4 Pages Crime nbsp;nbsp;nbsp;nbsp;nbsp;In general the definition of a crime is an act punishable by law, usually considered an evil act. Crime refers to many types of misconduct forbidden by law. Crimes include such things as murder, stealing a car, resisting arrest, possession or dealing of illegal drugs, being nude in public , drunk driving, and bank robbery. Crime is an act that has been timeless and has been committed practically since the start of time. For example, ever since Cain killed his

Organizational Excellence And Change At Pepsico - 850 Words

PepsiCo 5 Unit 3: Assignment 1- PepsiCo Michelle Kinyungu GM504-01 Organizational Excellence and Change June 14,2016 Dr.: Barbara-Leigh Tonelli Introduction Open systems approach is a gave a rise to a general model can guide the diagnosis of entire an organization ( Harrison,2004, p.27) .Open systems are made of several components that will impact an organization during the diagnosis process. The two systems components that is directly association with PepsiCo are organizational processes and behavior and structure. PepsiCo organizational process and behavior lays within the Pepsi University is the area of job performance. PepsiCo?s women leadership is low in numbers. The gap analysis of PepsiCo is to work toward an action plan to increase real-world experience and women leadership. Content and Analysis Complexity leadership theory investigates the role of leadership in advancing those processes in organizations through which co-dependent actions among many individuals combine into a group endeavor (Lichtenstein, et al., 2006). Organizational behavior and processes can change over a course of time and so does management practices. PespiCo still uses the university for professional development which still uses classroom style of learning. PepsiCo has not adopted the complexity leadership theory in being able to co-exist with leaders because of organizational behavior and processes. For example, PepsiCo has a governance code of conduct and pre-Show MoreRelatedOrganizational Excellence And Change : Pepsico995 Words   |  4 Pages PepsiCo 2 Assignment 1: Focus Paper- PepsiCo Michelle Kinyungu GM504 Organizational Excellence and Change June 7, 2016 Professor (Name of Professor) Introduction The organization I have chosen to focus on is the PepsiCo. PepsiCo began in 1900?s and has currently merger with Pepsi-Cola and Frito-Lay. Pepsi-Cola was founded in 1902 by Caleb Davis Brandham, a pharmacist in New Bern, North Carolina. Frito-Lay was founded in 1932 by Charles Elmer Doolin.(Purdy,2015). PepsiCo is aRead MoreExecutive Officer : Pepsico Change Initiative1113 Words   |  5 PagesPAGE PepsiCo Change Initiative 6 Unit 4: Assignment Focus Paper PepsiCo Change Initiative Michelle Kinyungu GM504-01 Organizational Excellence and Change June 21, 2016 Dr. Barbara-Leigh Tonelli Introduction In today?s business world, whether it be a local or global organization there must be change in women?s leadership. The change in women?s leadership at PepsiCo is a positive initiative. Strategic management suggested that change in any organization is expected, changeRead MoreKFC1335 Words   |  6 Pagesdifferent organizational changes. These changes were brought about due to the changes of ownership that followed since Colonel Sanders first sold KFC in 1964. In 1964, KFC was sold to a small group of investors that eventually took it public. Heublein, Inc, purchased KFC in 1971 and was highly involved in the day to day operations. R.J. Reynolds then acquired Heublein in 1982. R.J. took a more laid back approach and allowed business as usual at KFC. Finally, in 1986, KFC was acquired by PepsiCo, whichRead MoreCase Study : The Coca Cola Company1568 Words   |  7 Pagescomplies of: They offer a variety of products namely; Coca Cola, Sprite, Fanta, Diet Coke, Coca Cola Zero, Dasani, Minute Maid, Ciel, Powerade, Simply Orange, Coca Cola Light, Fresca, Glaceau Vitamin Water among a variety of other drinks (Muhtar, 2009). PepsiCo has had a number of mergers in the years since it was founded in 1965. It first merged with Frito-Lay in 1965, and then it was able to acquire Tropicana in 1998. In 2010 it acquired two bottlers namely Pepsi Bottling group and PepsiAmericas and finallyRead MoreBsb Inc: Pizza Wars Come to Campus1570 Words   |  7 Pagessimple and precise language †¢ Develop buy-in and support throughout the organization Mission and Vision Statements are commonly used to: Internally †¢ Guide managements thinking on strategic issues, especially during times of significant change †¢ Help define performance standards †¢ Inspire employees to work more productively by providing focus and common goals †¢ Guide employee decision making †¢ Help establish a framework for ethical behavior Externally †¢ EnlistRead MoreLeadership Comparison and Critique Essay3860 Words   |  16 Pagestransformational leader as having recognized the organization as a complex system in a chaotic environment. The leader has also responded to complexity by being aware of change. The transformational leader has established a shared vision and inspired the organization to learn and evolve in response to change. Transformational leaders have driven radical change, trading short-term stability for long-term survival. In 2007, Kouzes and Posner refined Burn’s work by breaking down the transformational leader’s qualitiesRead MorePepsico Organizational Behavior Project3444 Words   |  14 Pagesprocess of Internal and external factors that initiates, guides and maintains goal-oriented behaviors like committed to a job, role, or to make an effort to attain a goal, has been considered as one of the most frequently studied topic in the organizational science and the critical area in th e Organization Behavior. Motivation consist of three major components: 1st is direction which is the road the motivator use to attain his goal, 2nd is the intensity that is noticed by the concentration and vigorRead MoreChanging Culture at Pizza Hut6434 Words   |  26 PagesChanging Culture at Pizza Hut and Yum! Brands, Inc. The concept of corporate culture has captured the imagination of executives for years. For executives struggling to manage organizational change, understanding their organization’s culture has become paramount before undertaking such a change. They realize that significant strategic and structural realignment cannot occur if it is not supported by the organization’s norms and values. Organization cultures are created by leaders and, therefore,Read MoreHow Pepsico Uses Its Talent to Sustain a Competitive Advantage in the Marketplace.2200 Words   |  9 Pagesat PepsiCo Freeman F. Dennis Dr. J. A. Anderson, Sr. Talent Management – HRM 532*201004 July 19, 2011 Introduction. At PepsiCo talent management is taken very seriously. From the CEO on down, all level are involved in the reviews of high potential individuals. With this level of involvement, the talent that is attracted to the company is developed and trained so well that many of them go on to be top level executives at other major corporations. Discuss how PepsiCo usesRead MoreCreating PepsiCo Balanced Performance3734 Words   |  15 PagesExecutive Summary of the board PepsiCo has had consistently positive financial results in a very competitive and price sensitive marketplace. We believe that the company is well positioned to continue to meet its sales and revenue targets while maintaining profit margin. However, we think that in order to remain ahead of our competitors, our investment looking forward needs to be in our greatest asset, our employees. The introduction and roll out of the balanced scorecard method to create an individually

Demographics free essay sample

I often find myself pondering, to certain lengths, the precise purpose of the â€Å"demographics† section of most official documents. Its not that it bothers me much, really – on the contrary, Ive hardly given it any notice in the past. It is simply that, being an incoming senior and college-applicant, I have had to fill in quite a few of these little surveys in the past ten or so months – be it for SAT forms, or resumes, or even the applications themselves. Always, it seems, it takes me a few moments more than most others to decide how to reply to the questions listed. Should I bubble in the â€Å"Black or African American† option? Or perhaps the â€Å"Native American† line? Usually, I end up selecting the â€Å"White or Caucasian† choice, simply because, quite frankly, I look more white than anything else. The truth is, however, my ancestry is quite unique, and much more complicated than a simple paper scantron can attest to. And although the lines tracing my ethnicity are twisted and entangled, and sometimes not completely clear, I have always done my best to try to take on the burden of learning it, understanding it, and, most importantly, embracing it. My maternal grandfather, you see – the great source of my unique ethnic blend – comes from two â€Å"legally Black† parents. Although my great-grandmother was more strongly of white descent than black, it was the official doctrine in those days that a single drop of African American blood made a person â€Å"Black†, de jure. My grandfather, on the other hand, was mostly African American, with quite a bit of Native American blood. This, in my opinion, is where things get really interesting. My Native American great-great-great-grandmother went by the acquired name of â€Å"Mertie Outlaw†. Quite a jump from the traditional â€Å"Red Bear, Little Creek† nomenclature, yes? Thats because she was no teepee-squatting earth-mother; she ran with the infamous Jesse James (James-Younger) party, the legendary â€Å"Wild West† gangsters of the late 1800s. Despite much research, we are not sure who exactly fathered her baby – my great-great-grand-mother or -father – or what his ethnic roots entailed. We can infer, however, that the child they bore eventually grew up to marry the illegitimate child of an English plantation-owner and his secret Black slave mistress. Together, this pairing yielded my great-grandfather, who eventually coupled with a Ms. Hattie Speller, my aforementioned, partially-white, but â€Å"legally Black† great-grandmother. My grandfather, Mr. Thomas Bond, went on to fight some of the fiercest stigmas of American history to marry a white Englishwoman by the name of Joy Toms, and to become a pioneer in Black medicine for the State of New York, as well as for the nation during the Korean War. Sent overseas as a lead medical professor, he helped to set up the very first Venereal Disease clinic for American soldiers in Europe. That makes me, by the end of this lengthy trail, roughly two-thirds white, one-fourth black, and one-twelfth Native American (my mother married an Englishman named Mark Carlson who, despite having been born and raised for many years in South Africa, carries 100% Caucasian blood). By all appearances, I could be considered white – at most, Ive been called â€Å"exotic-looking†. Most people are quite shocked when I share my â€Å"secret ethnicity† – hesitantly titled, because I am not purposely keeping it a secret, by any means. Quite honestly, I simply dont very often see any reason to share the fact, because it has nothing to do with who I am, and thus should have no bearing on the way people perceive me. Ill confess, though, that I tend to keep my tongue locked away regarding the subject, simply for the sheer guilty pleasure of observation. Growing up in a town like Summit, New Jersey – a small, wealthy, upper-middle-class, mostly-white community – Ive been granted a unique sort of â€Å"fly on the wall† experience, by which I can observe the way in which people talk about race, without their knowledge that I come from the very peoples about which they are joking. Believe me, I am no cruel manipulator – I am not the type who would take pleasure in politely listening to a Black joke, and then calmly informing the person of the fact that I am partially African American, watching as their jocular grin transforms into an expression of horror. I have never done anything of the sort. I can shamelessly admit, however, that Ive come to see myself as a sort of undercover rogue spy without a team to which I am loyal. The most intriguing part comes out of the reactions of the people who I do tell. At first, they dont believe me; then, theyll look sort of nervous – ask a few tentative questions, indulge in a detail or two; and finally, theyll laugh, and say things like â€Å"Ohh, I can see it now! In your nose and your eyes!† With my close friends, I guess Ive become a sort of novelty – they show me off like a baby being passed around at a party. They never cease to find amusement in it: that thrilled moment, standing with a group of friendly acquaintances, when they take me by the arm and say proudly, eyes full of ecstasy and voices quivering dramatically â€Å"Carolines black!† I just laugh and nod in uncomfortable affirmation while the people gush. The questions pour out, the shocked laughter reverberates – and for a few moments, Im a celebrity. Its strange, really – after that, I never hear another black joke within that group of people again. It makes me feel almost guilty, as if Ive ruined their fun. Naturally, though, my ethnicity never been a problem of any kind with people; for this, I am thankful. My mother often tells me about what it was like growing up as a child, living in fear each day that they would go outside to find a cross-burning on the lawn. Im proud of who I am, and so Im proud of where I come from. The unique perspective Ive been given throughout life has taught me a lot about people, and I wouldnt trade the experience for anything in the world. Just the other day, in fact, I was at lunch with a good friend of mine, and, as the bread-sticks arrived, the topic of conversation turned to college applications – a common topic over the past year or so. â€Å"You dont have anything to worry about,† she said, reaching across the table for the butter. â€Å"Youre black. Colleges eat that stuff right up.† A part of me wanted to tell her how silly she sounded – how stupid it was to think that the skin-color of a few dead people whom I have never met should have any effect on my future, and what university I end up attending. But I just sort of shrugged, smiling bemusedly. Perhaps she was right. At the end of it all, though – after everything I had ever seen and learned – I didnt want that to be all it added up to.

The History Of Carbon Essays - Chemical Elements,

The History Of Carbon The History of Carbon I. Introduction A. The History of Carbon II. Occurrences in Nature A. Diamond B. Graphite C. Coal and Charcoal D. Amorphous Carbon III. Carbon Compounds A. Inorganic B. Organic IV. The Carbon Cycle IV. Conclusion Carbon, an element discovered before history itself, is one of the most abundant elements in the universe. It can be found in the sun, the stars, comets, and the atmospheres of most planets. There are close to ten million known carbon compounds, many thousands of which are vital to the basis of life itself (WWW 1). Carbon occurs in many forms in nature. One of its purest forms is diamond. Diamond is the hardest substance known on earth. Although diamonds found in nature are colorless and transparent, when combined with other elements its color can range from pastels to black. Diamond is a poor conductor of heat and electricity. Until 1955 the only sources of diamond were found in deposits of volcanic origin. Since then scientists have found ways to make diamond from graphite and other synthetic materials. Diamonds of true gem quality are not made in this way (Beggott 3-4). Graphite is another form of carbon. It occurs as a mineral in nature, but it can be made artificially from amorphous carbon. One of the main uses for graphite is for its lubricating qualities. Another is for the lead in pencils. Graphite is used as a heat resistant material and an electricity conductor. It is also used in nuclear reactors as a lubricator (Kino*censored*a 119-127). Amorphous carbon is a deep black powder that occurs in nature as a component of coal. It may be obtained artificially from almost any organic substance by heating the substance to very high temperatures without air. Using this method, coke is produced from coal, and charcoal is produced from wood. Amorphous carbon is the most reactive form of carbon. Because amorphous carbon burns easily in air, it is used as a combustion fuel. The most important uses for amorphous carbon are as a filler for rubber and as a black pigment in paint (WWW 2). There are two kinds of carbon compounds. The first is inorganic. Inorganic compounds are binary compounds of carbon with metals or metal carbides. They have properties ranging from reactive and saltlike; found in metals such as sodium, magnesium, and aluminum, to an unreactive and metallic, such as titanium and niobium (Beggott 4). Carbon compounds containing nonmetals are usually gases or liquids with low boiling points. Carbon monoxide, a gas, is odorless, colorless, and tasteless. It forms during the incomplete combustion of carbon (Kino*censored*a 215-223). It is highly toxic to animals because it inhibits the transport of oxygen in the blood by hemoglobin (WWW 2). Carbon dioxide is a colorless, almost odorless gas that is formed by the combustion of carbon. It is a product that results from respiration in most living organisms and is used by plants as a source of carbon. Frozen carbon dioxide, known as dry ice, is used as a refrigerant. Fluorocarbons, such as Freon, are used as refrigerants (Kino*censored*a 225-226). Organic compounds are those compounds that occur in nature. The simplest organic compounds consist of only carbon and hydrogen, the hydrocarbons. The state of matter for organic compounds depends on how many carbons are contained in it. If a compound has up to four carbons it is a gas, if it has up to 20 carbons it is a liquid, and if it has more than 20 carbons it is a solid (Kino*censored*a 230-237). The carbon cycle is the system of biological and chemical processes that make carbon available to living things for use in tissue building and energy release (Kino*censored*a 242). All living cells are composed of proteins consisting of carbon, hydrogen, oxygen, and nitrogen in various combinations, and each living organism puts these elements together according to its own genetic code. To do this the organism must have these available in special compounds built around carbon. These special compounds are produced only by plants, by the process of photosynthesis. Photosynthesis is a process in which chlorophyll traps and uses energy from the sun in the form of light. Six molecules of carbon dioxide combine with six molecules of water to form one molecule of glucose (sugar). The glucose molecule consists of six atoms of carbon, twelve of hydrogen, and six of oxygen. Six oxygen molecules, consisting of two oxygen atoms each, are also produced and are discharged into the atmosphere unless the plant needs energy to live. In that case, the oxygen combines with the glucose immediately, releasing six molecules of carbon dioxide and six

Training Evaluation New Techniques and Strategies

Training Evaluation New Techniques and Strategies Abstract The ineffectiveness of goal-based and systematized evaluation methods has led to development of new training evaluation methods. This paper reviews some of the present approaches used in training evaluation.Advertising We will write a custom research paper sample on Training Evaluation: New Techniques and Strategies specifically for you for only $16.05 $11/page Learn More It then provides two training evaluation methods developed in Europe and notes features that make the two methods superior. Additionally, it notes the incorporation of technology in training evaluation. Finally, it provides a brief conclusion of the main points. Introduction Training evaluation is a fundamental component of instructional design models that many organizations use. Evaluation instruments and methods assist organizations to determine the usefulness of instructional interventions. However, regardless of the significance of instructional training programs, there is indi cation that many training plans are not consistent and ineffective. Possible reasons for the inconsistency and inefficiency include insufficient time and budget allocations, inadequate expertise and poor training schemes and tools. Additionally, the complex nature of evaluation methods could be the cause of inefficiency and inconsistency of training evaluations that companies perform. Training evaluations involve numerous and complex factors. Training evaluations relate to factors connected to continuous and dynamic contacts of various aspects and features of companies’ and training goals, training situations, evaluation technologies and trainees (Blanchard Thacker, 2010). The objectives of assessment involve several reasons at varied levels. The reasons include workers performance, evaluation of training materials and returns on investment. Diverse departments and people must cooperate with each other in a business to accomplish these functions.Advertising Looking f or research paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Hence, this paper discusses new strategies and techniques of training evaluations that can result into the success of training programs. Additionally, it includes the use of technology in training evaluations. This paper also includes literature on training evaluation methods that many organizations have used previously. This paper hopes to enhance the value of training evaluation strategies that organizations use. Review of the Literature Many approaches used in training evaluation are based on systematic approaches to training designs. Instructional System Development (ISD) typifies the commonly used methods of evaluation. ISD emerged in the United States after the Second World War ended. In ISD model, training evaluation represents the last stage of a systematic approach to management. Additionally, training evaluation is performed to improve the in tervention methods or to ensure effectiveness of training programs. Hence, training evaluations are categorized as either formative evaluation or summative evaluation based on the purposes of evaluation. There exist six broad approaches to training evaluation namely goal-based, reactive, open, systems, expert review and quasi-legal evaluations. Systematized and goal-based training evaluation methods are the widely used training evaluation methods in many organizations. These two perspectives have also influenced different outlines developed for assessment of training plans. Kirkpatrick developed the most influential training evaluation framework that is goal-based (Eseryel, 2002). Notably, the work that Kirkpatrick did resulted into development of other evaluation models. The form that Kirkpatrick developed is founded on four uncomplicated issues. The questions then transform into four training evaluation levels. These four levels include education, behavior, reaction and results.Ad vertising We will write a custom research paper sample on Training Evaluation: New Techniques and Strategies specifically for you for only $16.05 $11/page Learn More Additionally, systems approach also has influential models (Kirkpatrick Kirkpatrick, 2010). The influential models include the Context, Input, Process and Product Model (CIPP), Input, Process, Output and Outcome Model (IPO) and Training Validation System Approach (TVS). Goal-based models, like Kirkpatrick’s model, can assist organizations and practitioners think about the reasons for training evaluations. The reasons for training evaluation range from technical and management reasons to political reasons. Nevertheless, these models are not valuable in training assessment. They do not present the needed steps required to realize the reasons for training. Additionally, these models do not provide the ways through which the results of training evaluation can be used to enhance the effectiv eness of training programs. Many organizations that use these models face numerous challenges in the selection and implementation of the methods to use in evaluation (Eseryel, 2002). The challenge is in the determination of whether the appropriate method is qualitative or quantitative. Many trainers usually prefer to use these methods due to their simplicity. However, they do not usually consider the available resources and needs. Moreover, they fail to consider the applicability of the model in the organization and the usefulness of the results that the models present. In contrast, systematized models are helpful in the examination of integrated conditions and backgrounds. However, they fail to present adequate granularity. Systematized training evaluation methods do not provide or show the relationships that they have with training designs used. Moreover, these models do not comprehensively describe the instruments used and steps involved in training assessment. Finally, systemati zed evaluation strategies do not show the collaborative nature required in training evaluation.Advertising Looking for research paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More They do not provide the diverse tasks and positions that different people execute throughout training assessment processes. Hence, new training evaluation strategies are required. The table below shows a comparison of goal-based and systematized training evaluation methods commonly used. Kirkpatrick (1959) CIPP Strategy (1987) IPO Strategy (1990) TVS Strategy (1994) Reaction involves the collection of information about workers’ reactions after training is completed. Context involves the collection of information to determine the needs that training has to address and objectives of a training program. Input involves assessment of system performance pointers like trainee qualifications, accessibility of resources and the relevance of training among others. Situation involves the collection of data before training begins to determine the present level of performance in an organization and then establish the desired performance level. Education involves examination of whet her the objectives for training are achieved. Input involves the determination of training strategies that can assist in the achievement of the desired results. Process involves examination of the planning, aims, delivery and development of a training program. Intervention involves the identification of the reasons for existence of gap between pre-training performance and the desired performance. It also involves assessment of whether training helps to reduce the gap. Behavior involves examination of improvements in workers’ job performance after they are trained. Process involves assessment of the ways through which a training program is implemented. Output involves the collection of information that results from a training program that has been adopted. Impact involves evaluation of post and pre-training information. Results involve examination of the benefits and costs of a training program to an organization and assessment of costs, productivity and quality of work. P roducts involve the collection of information on the results that the training program has achieved after the program ends. Outcomes involve assessment of the longer-term results of training programs and focuses on performance, profitability, competitiveness and so on. Value involves measurement of changes in quality, services, productivity, sales and workers’ performance in terms of money after training workers. Implications of the Literature The importance of training evaluation becomes more evident when the amounts of money that organizations use in training and development are examined. American organizations use up to $100 billion on training and development yearly. However, less that 10% of these amounts invested in training results into performance improvement. This shows inconsistency and inefficiency of training evaluation methods that companies use. According to American Society for Training and Development (ASTD), many businesses only test the responses that wor kers have towards training programs (Eseryel, 2002). Many organizations evaluate training programs at level one and two. In the study, ASTD found that 93% of organizations studied performed an evaluation at level one of training while 52% evaluated training programs at level two (Eseryel, 2002). Additionally, other organizations evaluated training programs at level three (31%) and level four (28%). Based on the study, it is clear that evaluation strategies many organizations use involve superficial analysis. Evaluation processes used in Europe are also similar to those used in America. The European Commission conducted surveys that explored evaluation methods applied in Europe. The first survey project was Promoting Added Value through Evaluation (PAVE) survey. PAVE studied small, medium and large organizations that showed commitment to education and evaluation. Consequently, it developed PAVE as a new evaluation strategy. The results of the study showed that formative and summative evaluation strategies are not broadly used (Eseryel, 2002). However, according to PAVE survey, context and immediate needs for training evaluations are broadly used (Eseryel, 2002). Additionally, managers perform training evaluation responsibilities. Surveys and unofficial response mechanisms are the widely used methods in evaluations. Many organizations assess the impact of training on workers’ performance. However, they do not emphasize the impact of training on an organization. Additionally, new strategies of training evaluation provides operational reasons for training instead of strategic reasons. Information obtained through evaluation of training programs are used to make feedback to workers and not for revision of training programs. Organizations’ sizes also influence evaluation processes. Hence, managers are responsible for all activities done in evaluation processes. The second survey was the Advanced Design Approaches for Personalized Training-Interactive T ools (ADAPTIT). ADAPTIT provides design techniques and tools that guide trainers. Additionally, it is based on standardization principles and cognitive science. Hence, it is superior to Kirkpatrick’s and systematized models since it provides the tools, design and required standards. In the study, it was realized that there exists no distinction between summative and formative evaluation (Eseryel, 2002). Additionally, the study found that previous evaluation techniques focused on evaluation of workers’ performance and that the results of evaluation were not used in revision of training techniques. Hence, ADAPTIT incorporates the use of evaluation software to enhance training evaluation methods. The use of technology to automate training evaluation processes is also a new strategy and technique. Training evaluation should have persistent and influential effect on designs of training plans, workers and resources. Hence, training designers, training managers and HR manager s must be involved in training programs as evaluators. External evaluators normally enhance the validity of evaluation results. However, budget and time constraints limit the practicability of the use of external evaluators. Hence, organizations have developed new internal cost-effective and convenient training evaluation methods (Eseryel, 2002). However, the challenge that internal training methods face is the inadequacy of knowledge required to conduct training evaluation. Moreover, internal evaluators may be biased in their evaluation. Hence, organizations can use evaluation systems to evaluate training or instructional programs. Evaluation systems can enhance productivity, standardize the evaluation processes and eliminate biasness in evaluation processes. Furthermore, evaluation systems can improve the effectiveness of training programs that an organization uses. Automated training evaluation systems perform two essential activities necessary in evaluation processes. Automated training evaluation systems automate preparation processes through expert assistance and data compilation processes. A practical or prepared model is used in preparation stages. This enables the evaluator to plan a suitable evaluation. Evaluation systems require key information essential in evaluation processes. They then offer recommendations relating to possible evaluation strategies. The key information that may be required by evaluation systems include goals of evaluation, evaluation type, size of evaluated group, level of evaluation and instructional objectives (Eseryel, 2002). Automated training evaluation systems can provide guidance on appropriate evaluation designs, data collection methods, report formats, data analysis techniques and distribution strategies. The instructions that evaluation systems provide are broad and flexible guidelines and strategies. However, they leave room for human decisions to be involved. This ensures the success of automated training evaluation systems. Evaluation systems can also have automated methods of data collection to improve their efficiency and functionality attributes. The data compilation functions of the systems can include quick evaluation scoring of processes and declarations, computerization of report interpretations and provision of quick advice. These abilities enable an organization to establish the strengths and weaknesses of a training program that the organization uses (Eseryel, 2002). Hence, the use of technology assists in improvement of evaluation processes used currently. Automated training assessment and information collection systems provide integrated elucidations for organizations and training practitioners. They also provide advice on how organizations can revise their training programs and materials. The recommendation that evaluation systems present on modification of training plans is based on assessment responses obtained. Hence, evaluation information, workers’ performance and revi sion requirements can be tied to the training program that an organization has developed. ADAPTIT is an example of an evaluation strategy that involves the use of technology in training evaluation and provides an integrated training evaluation solution to organizations. Conclusions Evaluation of training programs has to meet certain goals and requirements for organizations. These goals relate directly to improvement of organizations’ overall performance and improvement of productivity of workers. Hence, the evaluation of training programs assesses whether the goals have been met (Blanchard Thacker, 2010). Practitioners and organizations have used various evaluation strategies. Notably, goal-based and systematized strategies have been used. However, these strategies are not particularly effective. They do not provide designs and tools required for comprehensive evaluation of training programs. Therefore, new strategies have been developed. The aim of this article was to discu ss new strategies and methods of training evaluation that can result into the success of training programs. It has presented and discussed PAVE and ADAPTIT as new training evaluation strategies. Additionally, it discussed the use of automated training evaluation systems as a new technique in training evaluation. These new strategies present integrated training evaluation solutions to organizations and practitioners compared to previous training evaluation methods like goal-based and systematized methods of evaluation. Additionally, the use of automated systems in training evaluation improves efficiency and effectiveness of training programs. Moreover, it removes the possibility of biasness in evaluation processes. Consequently, the development of these new methods has enhanced evaluation of training programs that organizations and practitioners perform. References Blanchard, N., Thacker, W. (2010). Effective Training: Systems, Strategies, and Practices. Upper Saddle River, New Jers ey: Prentice Hall. Eseryel, D. (2002). Approaches to Evaluation of Training: Theory amp; Practice. Web. Kirkpatrick, L., Kirkpatrick, D. (2010). Evaluating training programs: The four levels. Sydney, Australia: https://www.readhowyouwant.com/.

Infection Prevention and Control Case Study Example | Topics and Well Written Essays - 1500 words

Infection Prevention and Control - Case Study Example 3) Collected data indicates the propagation. The epidemic curve shows continuous exposure that is much pronounced after the lunch hour and ends the following day according to the collected data. According to the determined incubation period, the exposure is prolonged thus other victims display symptoms at a later time compared to the others. Complaint of the obvious symptoms of infection appears in the afternoon and evening. However, further analysis of the situation is vital to draw the precise conclusion about the causative agent. 4) The case presented by the data qualifies to be an epidemic. It is a condition that involves a large group of people who are subjected to the pathological agent. Noticeable symptoms among affected individuals indicate they are suffering from the same thing or rather infected by bacteria or rather an agent. Every individual in the camp had the same complaints that clearly indicate the source of the problem is among the food consumed. Furthermore, it occurs within a short period and affects almost the whole population in an unusual way thus qualifies to be termed as an epidemic. According to statistics on data relating to the whole population, there is no connection between gender and illness. The high percentage of male individuals showing symptoms of the illness is due to the general high population of male soldiers compared to the female soldiers. Also, the odds ratio adds emphasis on the proportionality aspect of the data. A high population of the men means that they were exposed more to the causative agent compared to the females thus the high number of male individuals showing high levels of illness. Statistics on age distribution and infection indicate that there is no connection between illness and age of the individuals. People aged between 19 and 23 form the highest percentage of individuals. Therefore, exposure rate of the young individuals is high compared to the other age groups. Further proof of the preceded conclusion is taking a look at the age group 29-32.

Controllers for Marine Engineering Systems Essay

Controllers for Marine Engineering Systems - Essay Example The era after the Second World War can be called the classical period of control theory. It was characterized by the appearance of the first textbooks (MacColl, 1945; Lauer, Lesnick, & Matdon, 1947; Brown & Campbell, 1948; Chestnut & Mayer, 1951; Truxal, 1955), and by simple design tools that provided great perception and definite solutions to design problems. These tools were employed using hand calculations, or at most slide rules, with graphical techniques. With the dawn of the space era, controls design in the United States prevented from the frequency-domain practices of classical control theory and back to the differential equation techniques of the late 1800's, which were inherent in the time domain. The reasons for this development are as follows. The model of classical control theory was very fitting for controls design problems during and immediately after the World Wars. The frequency-domain approach was suitable for linear time-invariant systems. It is at its best when managing single-input/single-output systems, for the graphical techniques were problematic to use with numerous inputs and outputs. Classical controls design had some successes with nonlinear systems. ... Consequently, classical techniques can be applied on a linearized form of a nonlinear system, giving good results at an equilibrium position about which the system performance is more or less linear. Frequency-domain methods can also be applied to systems with simple types of nonlinearities using the describing function approach, which relies on the Nyquist criterion. This method was first used by the Pole J. Groszkowski in radio transmitter design before the Second World War and complied with in 1964 by J. Kudrewicz. Regrettably, it is not possible to design control systems for complex nonlinear multivariable systems, for example those arising in aerospace applications, using the assumption of linearity and treating the single-input/single-output transmission pairs individually. Optimal Control and Estimation Theory In view of the fact that naturally-occurring systems show optimality in their motion, it makes sense to design man-made control systems in a best possible fashion. A major gain is that this design may be realized in the time domain. In the context of modern controls design, it is common to reduce the time of transit, or a quadratic generalized energy functional or performance index, possibly with some constraints on the allowed controls. R. Bellman (1957) employed dynamic programming to the optimal control of discrete-time systems, showing that the normal direction for solving optimal control problems is backwards in time. His modus operandi resulted in closed-loop, usually nonlinear, feedback schemes (Lewis, 1992). PID & Robust and Optimal Controllers for Marine Engineering Systems: An Introduction A Proportional-Integral-Derivative (or PID)

Empowerment supports organisational objectives at the expense of the individual worker Essay Example for Free

Empowerment supports organisational objectives at the expense of the individual worker Essay Introduction Companies today are designed in someway, at some level, to develop individuals either for their own sake, the companys sake or hopefully for both. The team has become a sophisticated structure. I t is finely engineered, maintained to a high standard, and when running smoothly it is highly productive (Cole, G, A, 1997: 63). It provides an environment in which energy can be maximised towards corporate needs, which also allows the individual to satisfy his or her own needs within work, rather than only outside of it. So often seemingly dull unimaginative and uncreative employees surprise their companies when they reveal the depth of their energy outside work. However it is the corporate attitudes (Legge, K, 1995: 104) that stifled them, and when released companies recognise they have a pool talent, a wealth of resources, at their fingertips. In the 1980s and 1990s rationalisation and downsizing (Legge, K, 1995: 53) were very much the order of the day therefore empowerment became a business necessity. Empowerment has been in the forefront of quality improvement efforts (Cole, G, A, 1997: 23). Several businesses worldwide have been and still are currently closely watching quality the ability to produce superior and distinguished goods and services to meet customer needs. The commitment to quality today is very present in service industries, non-profit organizations, government agencies, and educational institutions (Mabey at el, 1998: 48). Total Quality, also known as Total Quality Management (TQM), is seen differently by different people. Organizations are reportedly introducing soft and hard (Cole, G, A, 1997: 67) employee relations policies associated with the shift to human resource management (HRM). Softer aspects of HRM, based on the encouragement of employee commitment in support of management aims, have received particular attention given their proposed linkage with improved organizational performance (Cole, G, A, 1997: 67). This has, in turn, led many organizations to adopt schemes designed to encourage employee involvement. The concept of empowerment has been identified as a recent and advanced manifestation of employee involvement (Cole, G, A, 1997: 68). Empowerment has been defined in different ways. Some have claimed it is a fundamentally different way of working together (Spencer Pruss, 1992: 271) and quite different from the traditional notion of control (Cole, G, A, 1997: 94). Cole (1997) is able to define the concept of empowerment as an application to none managerial roles such as team members. However, he argues there are several possible meanings. These can range from having increased authority (Cole, G, A, 1997: 53) and therefore their ability exercise a wider range of choices at work and to be given a more varied and interesting job in the form of job enrichment. At best empowerment increases individuals discretion over how they do their work. It may also provide additional opportunities for group problem solving on operational issues. Empowerment is seen as ways of giving people more opportunity or power (Mabey et al, 1998: 38) to exercise control over, and have responsibility for, their work. It is intended to encourage individuals to use their abilities by enabling them to take decisions. According to Potterfield (1999), empowerment will be best defined as a way of bestowing upon employees the power to use more judgment and discretion in their work and to participate more fully in decisions affecting their working lives (Legge, K, 1995:84). Others are more sceptical. Armstrong (1996) points out that Empowerment, for example, may mean little more than giving employees the opportunity to make suggestions for change (Armstrong, 1996: 76). In practice, empowerment is intended to release active employee engagement only so long as it falls within the parameters for which it was selected as a strategy. In most organisations it is management which defines and adjudicates and ultimately exercises control (Armstrong, 1996: 78). The concept of empowerment is based on the belief that to be successful, organisations must harness the creativity and brain power of all the employees not just a few managers (Graham Bennett, 1995: 3). The idea that everybody in the business has something to contribute represents a radical shift in thinking away from the old idea that managers managed and the workforce simply followed orders. The fact that empowerment does represent a radical shift in thinking explains why, in many organisations, the initiative has failed. Empowered organizations are composed of empowered persons, although it is not necessarily true that a group of empowered persons automatically creates an empowered organization. Organizations that are truly empowered have moved out of the old paradigm of competition and beliefs in limitation and scarcity (Sparrow Marchington, 1998: 291). The face of the contemporary workplace is drastically changing. More and more companies are realising the value of more flat democratic organisational structure (Mabey et al, 1998: 23) over the traditional autocratic, hierarchical management styles. In contrast to empowered workplaces, disempowered workforce suffers from poor self-esteem, lack of a personal vision and a feeling of hopelessness. These attitudes and beliefs form inner barriers that block growth and proactive development (Legge, K, 1995: 63) and manifest in the worker in the form of reluctance to accept responsibility, hesitance to communicate openly, lack of commitment and ownership and, ultimately, in below average performance. Such employees become passive passengers who are more focused on having their personal needs met than on contributing fully (Sparrow Marchington, 1998: 82) so that the company can grow. Because they feel afraid, uncertain and insecure, they will unconsciously sabotage new interventions and approaches. An example of this is the resistance management often experience when implementing a quality management system (Sparrow Marchington, 1998: 82). In this way employees become a stumbling block to progress instead of much-valued assets. In companies where managers make a concerted effort to delegate and share power and control, the results are not always impressive (Graham Bennett, 1995: 93). The reason for this is either a lack of understanding of the nature of empowerment, or a greater focus on applying a set of managerial techniques than on creating conditions that are essential for empowerment to thrive. Where empowerment does not work it is because people do not think it through (Mabey Salaman, 1997: 83). To avoid such failures it is important to gain commitment for the senior management team, and then to cascade this down to other levels of management. The hardest group to convince about empowerment are middle managers (Spencer Pruss, 1992: 92), because it is their jobs that are most likely to be affected. It is because these managers often have the most to lost that they may have a tendency to undermine or delay implementation of a new policy. The implementation of empowerment in organisations instead of the traditional hierarchies means a flatter organisational structure (Cole, G, A, 1997: 57), which can give rise to considerable resentment and individual resistance. There are, naturally, many problems that can arise in the empowerment process. Many workers may resist these new responsibilities (Mabey et al, 1998: 23); they in fact like having their decisions made for them and will resent the extra burdens (and work). There still may be those workers who resent the implications of greater self-direction, possibly even arising from an obvious fear. There is an interesting theory underlying this reaction. Maslow has called this the Jonah Complex, the fear of ones own greatness (Maslow, 1971: 34). While Maslow discussed this term in a more mystical, spiritual context, it is associated as a sort of classic block to self-actualisation. Since empowerment speaks to the same sort of needs as self-actualisation, it could be drawn that there is the possibility of a collective sort of Jonah Complex at the heart of many conflicts in organizational transitions. Employees may also be cynical and suspicious of this approach (Gennard Judge, 1997: 235, Hitchcock and Willard, 1995:27) as another way to get more work out of them for less money. However allowing employees to take an active part in the change process from the very beginning, and showing them that their organization is truly changing will remove some of their wariness. There is also the danger of the employees feeling too empowered (Legge, K, 1995: 57); in feeling so independent of other facets of the organization that there might also be troubles in transitioning to teams. Empowerment supports organisational objectives at the expense of the individual worker to speed up the decision making processes and reducing operational costs (Sparrow Marchington, 1998: 293) by removing unnecessary layers of management such as staff functions, quality control and checking operations. In retrospect empowerment is usually advocated to release the creative and innovative capacities of employees (Armstrong, M, 1996:386), to provide greater job satisfaction, motivation and commitment and giving people more responsibility enables employees to gain a great sense of achievement from their work therefore. The reasons for empowerment emerging as a concept for our time (Armstrong, M, 1996:385) is the need to generate energy release in employees by providing them with visionary leadership and a supporting environment and by treating them as a valuable asset to be invested in rather then as a cost despite the fact that organisations are driven by profit generating, cost reduct ion and market pressures. Empowerment at workplace level has greater justification for management in HRM terms (Beardwell Holden, 1994:582). Management needs to decide how much power to delegate to employees while controlling their levels of creative energies and at the same time not undermining managerial prerogatives (Beardwell Holden, 1994: 582). TQM (total quality management) suggests a system whereby worker empowerment is restricted very much within the boundaries set by the management (Beardwell Holden, 1994: 582). Training can provide an opportunity to empower and motivate employees (Honold, L, 1997). Empowering workers in this small way (i.e., schedule the training sessions) during the actual implementation of the organizational change can provide workers with a small degree of control over what is essentially a change in process over which they have no control. Empowerment can be argued as an objective in its own right as a means of extending worker satisfaction (Gennard Judge, 1997: 211). This can be related to the concept of Quality of Working Life (QWL). It refers primarily to how efficiency of performance depends on job satisfaction, and how to design jobs to increase satisfaction, and therefore performance. The early psychological basis of QWL and of justifications of empowerment relating to increased worker motivation was Herzberg (1968). Herzberg developed a theory called the two-factor theory of motivation. Herzberg argued that job factors could be classified as to whether they contributed primarily to satisfaction or dissatisfaction (Spencer Pruss, 1992 : 64). There are conditions, which result in dissatisfaction amongst employees when they are not present. If these conditions are present, this does not necessarily motivate employees. Second there are conditions, which when present in the job, build a strong level of motivation that can result in good job performance. Management very rarely discusses the practical problems in attempting to apply empowerment through quality management (Mabey Salaman, 1997:34) therefore employee views and feelings are unheard. The argument in supporting quality management requires an increase in workers skills and results in genuine employee empowerment (Mabey Salaman, 1997:34). However, in contrast to the optimistic approach is the argument that empowerment through quality management results in the increasing subordination of employees in return for little or no extra reward (Mabey Salaman, 1997:35). Recently, empowerment has become an important Human Resource Management tool (Graham Bennett, 1995: 93) in many organisations. It has been portrayed as the ultimate tool to access unleashed potential and help leaders get the best from their people. In reality, however, organisations that are trying to empower people may be fighting an uphill battle. Managers who harbour a fear that affirmative action may jeopardise their jobs, may be more worried about keeping their jobs than about empowering others. With the rationalization of layers of management, promotion is becoming less realistic and, therefore, middle managers share with non-managerial employees growing feelings of cynicism as well as a heightened sense of estrangement from the predominant goals and values of their employing organizations (Denham, N et al, 1997). According to Maslow (1998), people need a sense of self-determination, autonomy, dignity, and responsibility (Legge, K, 1995: 221) to continue to function in a healthy, growth-motivated way. When placed in an environment where any or all of these qualities are removed from them and they are instead forced to submit to anothers will and think and act under constant supervision (Legge, K, 1995: 221), their sense of esteem and self-worth is robbed from them. The implementation of empowerment can be used successfully as a HRM tool as it provides a competitive advantage ensuring organisational survival (Mabey Salaman, 1997:25) and at the same time protecting employees jobs. However, employees maybe compelled to work harder and more flexibly for their own good (Mabey Salaman, 1997:25) otherwise they might be made redundant for the greater good. The aim of empowerment is to enable employees to actually have to deal with problems to implement solutions quickly and without recourse to supervisors (Gennard Judge, 1997: 71) and or higher levels of management. This is increasingly necessary as large and bureaucratic organisations delayer (Beardwell Holden, 1994: 91) management hierarchies in the search for administrative efficiency and lower costs. Employee empowerment is a very important aspect when considering human resource management. The failure of employers to give employees an opportunity to participate in decisions affecting their welfare may encourage union member ship (sparrow Marchington, 1998: 53). It is widely believed that one reason managers begin employee involvement programs and seek to empower their employees is to avoid collective action by employees (Cole, G, A, 1997: 83). Employee empowerment offers the employers and the employees the chance to be on the same level, so to speak. Empowerment allows them to help make decisions that affect themselves, as well as, the company. Basically, through empowerment, employers and employees are in a win-win situation. The employees feel like they are needed and wanted, while the employers gain satisfaction through their prosperity (Mabey Salaman, 1997: 64). Employee empowerment can be a powerful tool. The now advanced leadership style can increase efficiency and effectiveness inside an organization (Graham Bennett, 1995: 13). It increases productivity and reduces overhead. Overhead expenses are those needed for carrying on a business, i.e. salaries, rent, heat and advertising (Mabey Salaman, 1997: 39). It gives managers the freedom to dedicate their time to more important matters. Managers can highlight the talents and efforts of all employees. The leader and organisation take advantage of the shared knowledge of workers (Beardwell Holden, 1994: 64). Managers at the same time develop their own job qualifications and skills attaining personal advancements (Spencer Pruss, 1992: 38). Empowered employees can make decisions and suggestions that will down the line improve service and support, saving money, time and disputes between companies and their customers (Gennard Judge, 1997: 291). Empowerment of qualified employees will provide exceptional customer service in several competitive markets; therefore it will improve profits through repeated business (Beardwell Holden, 1994: 76). Customers prefer to deal with employees that have the power to manage arrangements and objections by themselves, without having to frequently inquire of their supervisors (Beardwell Holden, 1994: 76). Empowerment is a strong tool that will increase revenue and improve the bottom line (Sparrow Marchington, 1998: 280). Empowerment is also the best way to promote a good long-lasting employee-customer relationship (Sparrow Marchington, 1998:32). Empowerment also brings benefits to employees. It makes them feel better about their inputs to the company; it promotes a greater productivity, and provides them with a sense of personal and professional balance (Cole, G, A, 1997: 91). It exercises employees minds to find alternative and better ways to execute their jobs, and it increases their potential for promotions and job satisfaction. It results in personal growth (Mabey at al, 1998: 174) since the whole process enlarges their feelings of confidence and control in themselves and their companies. It is a process that makes workers utilize their full potentials. This enables them to stay behind their decisions, assume risks, participate and take actions. It is a win-win situation (Wilkinson, A, 1998); customers benefit from sharp employees; organizations benefit from satisfied customers and sharp employees; and employees benefit from improving their confidence and self-esteems. Benefits come with changes in the organizations culture itself. Benefits require changes in management and employees (Mabey at al, 1998: 54). For empowerment to succeed, the management pyramid (Mabey et al, 1998: 54) must be inverted. Old-fashioned managers must take a step back and for the first time serve their subordinates and give up control. Old-fashioned employees must also agree to changes. They could see empowerment as a threat (Spencer Pruss, 1992: 147), especially if they became use to the convenient old style of management structure where the rules and decisions always came from above (Legge, K, 1995: 94). Employee involvement and participation schemes are to enhance job responsibility (Legge, K, 1995: 24) by providing individuals with more influence over how they perform their tasks (employee empowerment). Each individual can make a personal decision on how to perform his or her task instead of being instructed on how to do so by management. When employees are involved, they have some influence on how they perform their job. This in turn is likely to increase their contentment with the job (Mabey at al, 1998: 134), the probability that they will remain in that job and their willingness to except changes in the task that make up the job. Individual employees are more likely to be effective members of the workforce (Sparrow Marchington, 1998: 76) if management taps into their knowledge of the job by seeking their opinion on how the job should be performed and how it can be organised better. For employees, the greater empowerment and control given to frontline staff and to their teams has meant a great degree of freedom than ever before in controlling their own working lives (Sparrow Marchington, 1998:166). The power that managers have, the capacity that managers have to influence the behaviour of employees and work responsibilities, must be now shared with employees (Gennard Judge, 1997: 73) through the creation of trust, assurance, motivation, and support for competitive needs. Work-related decisions and full control of the work is being pushed down towards the lowest operating levels (Armstrong, M, 1996: 58). Self-conducted teams have also emerged, which are groups of empowered employees with no or very little supervision. These groups are able to solve work problems, make choices on schedules and operations, learn to do other employees jobs, and are also held accountable and responsible for the quality of their outputs (Beardwell Holden, 1994: 12) Guest (1987) argued under high commitment management workers would be committed to managements vision, and that management would favour individual contracts over collective agreements as a mean of furthering worker commitment and dependence, thus making unions redundant. Employees who feel they are in a stable work environment will feel more secure and empowered (Cole, G, A, 1997: 94). Advancement opportunities and rewards/incentive programs should also be implemented, as they feed into how committed and employee feels to making positive contributions and whether or not they are recognised for their efforts. Morale, too, provides a good measure of the culture of the organisation. Organisations with a restrictive, secretive environment where information is tightly controlled (Beardwell Holden, 1994: 162) will have less informed less empowered employees. Organisations with a more open environment, where ideas are encouraged from all levels will have a freer flow of information, better-informed employees, and thus higher empowerment. Through the process of employee empowerment, employees feel more valued (Beardwell Holden, 1994: 40) because they are able to participate in the planning process and the decision making process. Empowerment gives employees the opportunity to contribute to the companys overall success (Beardwell Holden, 1994: 40). This helps an employee feel that he/she is truly valued, rather than that they are just a back to be stepped upon by those trying to reach the top. All in all, if the employee is happy with their job, than a paying customer will see that and want to return. Empowerment allows an employee to find new ways to express their creativity (Armstrong, M, 1996: 161). Through creativity, employees are able to make sales or transactions an unforgettable and pleasurable experience for customers, thus ensuring the customers return. Employee empowerment can have a profoundly beneficial impact on the bottom line if used correctly (Mabey et al, 1998: 18). Empowerment allocates responsibility to an employee and creates the motivation to surpass customer expectations. In order to keep customers for life, employers must empower their employees to make their own decisions. Empowerment gives employees the opportunity to make decisions and suggestions (Cole, G, A, 1997: 39) that will down the line improve service and support, saving money, time and disputes between companies and their customers. Empowerment is an aspect, which must be considered in negotiating an effective team contract (Spencer Pruss, 1992: 69) .The team must be empowered to seek and find information across the existing management structures. The communication aspect of empowerment means that the team must be clearly shown where their work adds value to the company, where their effects will show results and where their work fits in with the companys objectives. Organizations wishing to instil a culture of empowerment must find a way of establishing systems and processes that do not restrict employees. By concentrating on what behaviour is considered optimal for the employees and what they do well, management can adapt, develop and change the organizational structure to produce the sought after behaviour (Erstad, M, 1997). Culture changed programmes are commonly promoted (Mabey et al, 1998: 132) to increase the power of the worker, through empowerment. However, critics have argued empowerment is a means of increasing work intensity and gaining greater managerial control over labour (Brambell, 1995, Legge, 1989). Conclusion Work place attitudes such as praising teams for success and punishing teams for failure are inherent in our society (Mabey et al, 1998: 32) where winning and survival have become synonymous. Businesses are installing empowerment into their organisations to give people more responsibility and asking them to test the corporate boundary limits (Graham Bennett, 1995: 91). A t the same time, organisations are asking staff to be more entrepreneurial, and take more risks. It can be argued employees who empower themselves can be called troublemakers and those who take entrepreneurial risks and fail are referred to as failures. The business ethic which condemns failure as a bad thing is going to restrict its best people (Beardwell Holden, 1994: 12), force them to avoid taking risks that may one day be beneficial and will prevent the team experiencing the excitement of the empowerment which is vital to motivation and team dynamics. The advantages gained through empowerment are numerous. Employee empowerment allows an organization to unleash the vital, untapped forces of employee creativity and motivation to solve business problems (Legge, K, 1995: 50). Empowering employee also allows them to make decisions on the spot. This is very important when you work in an industry where you work directly with a paying customer. When employees are empowered, the employer enables them to offer full service to their clients and protect them from the competition. The rewards of empowerment outweigh the risks of losing the employees themselves (Spencer Pruss, 1992: 203). The retail industry is a perfect example. Managers are learning to give up control and employees are learning how to be responsible for the actions and decisions (Cole, G, A, 1997: 34). It is fundamental that management shares information, creates autonomy and feedback, and trains and creates self-directed teams for empowerment to work properly. Managers often prefer not to communicate with employees, and not to share some extremely important information (Beardwell Holden, 1994: 247) with them, but an effective leader must have no hidden agendas. They must treat employees as stakeholders for the road of success (Beardwell Holden, 1994: 247). Employees must have a clear vision of success, because if they are not aware of what success means to the company and where the company is heading, there is no way they can feel empowered to help accomplish this success. Empowerment is not something, which can be passed over from management to employees as a pen is handed from one person to another. It is a complex process, which requires a clear vision, a learning environment both for management and employees, and participation and implementation tools and techniques in order to be successful (Erstad, M, 1997). Bibliography Armstrong, M (1996) A Handbook of Personnel Management Practice, Sixth Edition, Kogan Page Beardwell, I Holden, L (1994) Human resource Management- A contemporary perspective, Pitman Cole, G, A (1997) Personnel Management, Fourth Edition, Letts Denham, N, Ackers, P Travers, C (1997) Doing yourself out of a job? : How middle managers cope with empowerment , Employee Relations; Volume 19 No. 2; Erstad, M (1997) Empowerment and organizational change, International Journal of Contemporary Hospitality Management; Volume 9 No. 7; Gennard, J Judge, G (1997) Employee relations, Institute of Personnel Development Graham, H, T Bennett, R (1995) Human Resources Management, Eight Edition, M+E handbooks Honold, L (1997) A review of the literature on employee empowerment, Empowerment in Organisations; Volume 5 No. 4 Legge, K (1995) Human Resource Management-Rhetorics Realities, Macmillan Business Mabey, C Salaman, G (1997) Strategic Human Resource Management, Blackwell Business Mabey, C, Skinner, D Clark, T, (1998) Experiencing Human Resource Management, Sage Sparrow, P Marchington, M (1998) Human Resource Management-The New Agenda, Pitman Spencer, J Pruss, A (1992) Managing your team, Piatkus Wilkinson, A (1998) Empowerment: theory and practice, Personnel Review; Volume 27 No. 1