Develop Health and Safety and Risk Management Policies Essay

An act is passed by Parliament, which is the highest form of law in the land. An act of parliament is the primary legislation of the UK. A law is considered to be an act when it has already been duly passed by a legislative body. It is for this reason that certain acts vary from one state to another. A regulation, on the other hand, is one that is approved by a group of individuals based on an act that has already been passed. These regulations are based on the act that has been approved and served as a means to make the act a lot easier to follow and adhere to. Delegated or secondary legislation allows the Government to make changes to the law using powers confered by an Act of Parliament. Health and Safety at Work Act 1974 The Health and Safety at Work Act 1974 , also referred to as HSWA, HSW Act or HASAWA, is the primary piece of legislation covering occupational health and safety in Great Britain. The Health and Safety Executive with local authorities (and other enforcing authorities) is responsible for enforcing the Act and a number of other Acts and Statutory Instruments relevant to the working environment. General duties of the act: †¢ To maintain or improve standards of health and safety at work, to protect other people against risks arising from work activities, to control the storage and use of dangerous substances and to control certain emissions into the air. †¢ Contains the duties placed upon employers with regard to their employees. †¢ Places duties on employers and the self-employed to ensure their activities do not endanger anybody (with the self-employed that includes themselves), and to provide information, in certain circumstances, to the public about any potential hazards. †¢ Places a duty on those in control of premises, which are non-domestic and used as a place of work, to ensure they do not endanger those who work within them. †¢ Places duties on manufacturers, suppliers, designers, importers etc. in relation to articles and substances used at work. †¢ Places duties upon employees. †¢ Places a duty on everyone not to intentionally or recklessly interfere with or misuse anything provided in the interests of health, safety and welfare. †¢ Provides that an employer may not charge his employees for anything done, or equipment provided for health and safety purposes under a relevant statutory provision. It also establishes the Health & Safety Commission (HSC) and Executive (HSE), lays out the systems for enforcing the act, including the penalties for breaches of law and is the source of Crown immunity. The Health and Safety Commission (HSC) is responsible for health and safety regulation in Great Britain. The Health and Safety Executive (HSE) (and local authorities) are the enforcing authorities who work in support of the HSC. Both are statutory bodies, established under the Health and Safety at Work etc Act 1974 (the HSW Act). HSC’s statutory functions include conducting and sponsoring research; promoting training; providing an information and advisory service; and submitting proposals to Ministers for new or revised regulations and approved codes of practice. HSE advises and assists HSC and has specific statutory responsibilities of its own, notably for enforcing health and safety law. Management of Health and Safety at Work Regulations 1999 (amended 2003) These Regulations require an employer to implement preventive and protective measures on the basis of general principles of prevention set out in EU legislation. There is also a new regulation requiring that a competent person in the employer’s employment shall be appointed for the purpose of assisting him in undertaking the measures he needs to take to comply with the requirements and prohibitions imposed upon him by or under statutory provisions (not one who is not in his employment as in previous legislation). Employers must also arrange any necessary contacts with external services, especially as regards first-aid, emergency medical care and rescue work, that might be needed. In the event of failure to comply with these Regulations, it is not an adequate defence that it was caused by his employee or by any other. RIDDOR 1995 Reporting of Injuries, Diseases and Dangerous Occurrences Regulations It places a legal duty on employers, the self-employed and those in control of premises to report some work-related accidents, diseases and dangerous occurrences to the relevant enforcing authority for their work activity. This can be the Health and Safety Executive (HSE) or one of the local authorities. Responsible persons are generally employers but also include various managers and occupiers of premises. Though the regulations do not impose a specific obligation on employees, they have a general obligation under section 7 of the Health and Safety at Work etc. Act 1974 to take care of safety. The Health and Safety Executive recommends that they report incidents to their employer and encourages voluntary notification to the relevant regulating authority. COSSH 1994 (amended 2002) COSHH is the law that requires employers to control substances that are hazardous to health. You can prevent or reduce workers exposure to hazardous substances by: †¢ finding out what the health hazards are †¢ deciding how to prevent harm to health †¢ providing control measures to reduce harm to health †¢ making sure they are used †¢ keeping all control measures in good working order †¢ providing information, instruction and training for employees and others †¢ providing monitoring and health surveillance in appropriate cases †¢ planning for emergencies Most businesses use substances, or products that are mixtures of substances. Some processes create substances. These could cause harm to employees, contractors and other people. Sometimes substances are easily recognized as harmful. Common substances such as paint, bleach or dust from natural materials may also be harmful. Manual Handling Operations 1992 This is defined, in Regulation 2, as ‘any transporting or supporting of a load (including the lifting, putting down, pushing, pulling, carrying or moving thereof) by hand or by bodily force. The regulations apply to all work that involves carrying or holding loads such as lifting boxes, packing goods, or pushing or pulling trolleys. They specify all factors employers must consider if they employ manual workers. These include whether manual tasks involve awkward movements, moving loads over long distances, holding goods that are difficult to grasp and the capabilities of the worker. Employers are required to provide adequate training to staff on safe handling and lifting techniques relevant to the task. Manual handling is a major source of injury and the HSE have provided a lot of supporting materials and guidance for employers on how to minimize the risks involved in MH operations. Food Safety Act 1990 The Food Safety Act 1990 is wide-ranging legislation on food safety and consumer protection in relation to food throughout Great Britain. The Act covers activities throughout the food distribution chain, from primary production through distribution to retail and catering. It gives the Government powers to make regulations on matters of detail. The Food Standards Agency is the principal Government Department responsible for preparing specific regulations under the Act. The main aims of the Act are: †¢ to ensure that all food meets consumers expectations in terms of nature, substance and quality and is not misleadingly presented; †¢ to provide legal powers and specify offences in relation to public health and consumers’ interest; and †¢ to enable Great Britain to fulfill its part of the United Kingdoms’ responsibilities in the European Union. Food Hygiene Regulations 2006 The way in which you achieve the following points depends on the individual setting. Whichever policy you have, it should firstly include a written statement that outlines your food safety procedures, and secondly be reviewed at regular intervals. You should always bear in mind that it has been developed to encourage businesses put in place food safety management procedures, and to comply with food hygiene regulations. It applies to everyone who works in the food business, from owners and managers right through to food handling staff. Businesses can range from a supermarket, cafe, pub, mobile food stall, exclusive restaurant, right through to a school dining area. All sectors are covered including; caterers, primary producers (such as farmers), manufacturers, distributors and retailers. It relates to public or private organizations involved in any of the following activities; †¢ preparation of food †¢ processing of food †¢ manufacture of food †¢ packaging of food †¢ storage of food †¢ transportation/distribution of food †¢ handling of food †¢ Offering food for sale. Regulatory Reform (Fire Safety) Order (FSO) 2005 The Order applies to virtually all buildings, places and structures other than individual private dwellings e.g. individual flats in a block or family homes, and it is your responsibility to make sure your workplace reaches the required standard and employees are provided with adequate fire safety training. The Fire Safety Order places the emphasis on risk reduction and fire prevention. Under the Order, people responsible for commercial buildings i.e. the employer, owner, or any other person who has control of any part of the premises, are required to carry out a mandatory detailed fire risk assessment identifying the risks and hazards in the premises.

College Athletes Should not get Paid Essay

College athletes who already receive scholarship money should not be paid by the university to play sports. It would be unfair to other students if the university paid athletes to play college sports, although many may disagree. Scholarships granted to student athletes cover tuition, fees, room, board and textbooks, according to the National Collegiate Athletic Association website. Some athletes receive scholarships that cover only a portion of these expenses, but many still receive exceedingly more aid than the average student. The average value of a full, in-state public school scholarship is $15,000 a year, according to the website. The scholarships awarded to outstanding student athletes are valuable in countless ways. Without them, many would not be able to pursue their academic or athletic goals. The individuals who receive these scholarships are exceptionally talented and work very hard to earn the money awarded to them. Despite this, the fact still remains many student athletes have everything provided for them in college, giving them a distinct advantage over their peers. The experience of playing on a college team itself is valuable, working much like an unpaid internship for other students. For non-athlete students, however, the experiences of unpaid internships do not come along with a full-ride scholarship. In a way, college athletes are already getting paid. Universities should never have to shell out even more finances just to satisfy their athletes. Many athletes argue that because they do not have time to get a job, they should be paid by the university and have extra money to go out with friends or afford new clothes. However, many college students are broke and deal with these inconveniences on a daily basis. Not being able to afford things is a way of life in college. Furthermore, the jobs most students do find pay minimum wage and cannot sustain constant trips to the mall. The average college student eats frozen dinners and Ramen noodles for breakfast, lunch and dinner, not expensive restaurant food. The wages average students earn from their low-income jobs mostly go towards rent, tuition and  groceries—expenses many college athletes on full-ride scholarships never have to worry about. Additionally, if universities paid college athletes, it would make the disparity between large and small university athletic teams even greater. Larger schools with more revenue such like University of Texas would essentially be able to buy out the best players for their teams, putting smaller universities at a greater disadvantage. College sports and the athletes who participate in them should not be centered on money. Athletes should focus on their passion for whatever sport they play, and be grateful they can receive the aid they do. If universities started paying college athletes, it would be grossly unfair to the peers who work hard just to make ends meet. Student athletes who are already awarded scholarship money to attend college should not be paid any additional amount on the side.

Challenging Reality Essay

Challenging Reality Essay M.C. Escher: Challenging RealityM.C. Escher was a master of perspective. He challenged reality, and his critics minds. His artwork was considered to be highly mathematical, even though Escher never had any formal training in the math or sciences. Yet artists around the still world regard his work as great. Escher was able to manipulate geometry to create illusions that were often used to tell a story. In Day and Night and Ascending and Descending, Escher illustrated daily events and their meaning by using his artistic and mathematical techniques.In Day and Night, one of Eschers most acclaimed pieces, the idea of transformation from basic geometric shapes was used to depict a linking together of two separate events. In the center of the woodcut he began his design with a simple square which transformed into the farmland and geese. From these geese a city, in both the day and the night, emerged. The city in the day was a mirror image of the city at night that suggested the two events w ere inseparable. Day and Night was particularly special because Escher eliminated all negative space. Every inch of the paper was used to illustrate an event, which aided in the idea of day and night being one. Ascending and Descending is another well-known piece by Escher. This architectural drawing illustrated Eschers ability to create realistic designs, or did it? If the viewer took a closer look, he would see that Escher was once again playing with perspective to tell a story symbolically. To every person (monk) walking on the castles roof, there seemed to be an endless amount of stairs. Yet, these stairs were completely useless. These fictitious monks were either perpetually ascending or descending hence the title. This lithograph appeared to show the mundane and useless life that was lead by a monk in this time period. Once again Escher was able to symbolically show the life of a monk through his mathematical techniques. In contrast to both Day and Night and Ascending and Desc ending was a piece titled Grasshopper. This woodcut did not contain a symbolic message or tell a story of the grasshoppers life, but rather was a still life. Here Eschers realistic artistic ability shone. The detail that was carved into the woodcut was intense and very finely created, which proved, if not otherwise seen, that Escher could create extremely detailed and beautiful pieces of art that were completely realistic in form. Eschers use of intricate repeating patterns and mathematically complex structures created wonderful illusions for his viewers. However, he was able to depict realistic events with the same amount of mastery. MC Escher was, and will continue to be through his art, one of the great artists.

International Management - FDI, globalization Essay

International Management - FDI, globalization - Essay Example Though it is impossible to make an accurate determination of the present value of foreign investments, the possibility of getting an idea of the rate and amounts of such investments and of the places in which they are being made interests' managers and government leaders (Ball & McCulloch 1982). Developed and developing countries as well as countries in transition consider foreign direct investment as one of the most important channel through which countries may obtain resources for its development (Hunya 2001). Each home and host country government views the MNE and its direct investment projects as generators of income, employment, technology, and so on that must be regulated to obtain the best gains for the government (Grosse & Kujawa 1988). Investors from industrialized countries want to come to developing countries for the reasons that: They apprehend that the return on capital in their home country is not adequate; that they want to combine their capital with the cheap labor of the host country to reduce the cost of production; and that they want to utilize the raw materials of developing countries near their source. On the other hand, the host developing countr... Foreign direct investments involve a complex of assets, and among the most prized proprietary asset probably belongs technology. Others are brand names, specialized skills, and the ability to organize and integrate production across countries; to establish marketing network and to have privilege access to the market for non-proprietary assets. All these aspects mean that multinationals can contribute significantly to economic and social development in host countries. Assets include: (1) Capital. FDI brings in investible financial resources to host countries. In distinction to other sources of capital, multinationals typically invest in long-term projects. FDI also complete insufficiently generated financial capital (shortage of savings) at host countries; (2) Capital access. Multinationals have usually better conditions to obtain banking or other capital credits. This is due to the larger opportunity set of funding sources around the world from which it can choose; (3) Technology. Multinationals can bring modern technologies and they can raise the efficiency with which existing technologies are used. Moreover they may even set up local R&D facilities, upgrade technologies as innovations emerge and consumption patterns change, and stimulate technical efficiency and competitors, by providing assistance; (4) Market Access. Multinationals may positively influence the access to export markets for goods and services that are already produced in host countries, helping them switch from domestic to international markets and for new activities that exploit a host economy's comparative advantages; (5) Skills and management techniques. Multinationals employ and have worldwide access to individuals with advanced skills and

Alternate Finance Program Essay Example | Topics and Well Written Essays - 7500 words

Alternate Finance Program - Essay Example The AFP program, in Ontario, also aims at procuring private sector involvement in the Design, Build, Finance and long term Facilities Management (FM) of these new public projects. The AFP process introduced the concept of post construction operation of buildings, to the building industry, an area where they hitherto had no significant expertise. A salient difference between the UK model and the AFP in Ontario is a contractual prerequisite for buildings to be accredited in accordance with the parameters set out in the LEED set of guidelines, Leadership in Energy and Environmental Design. These are a set of target driven design standards for producing "Green" or sustainable buildings. There is a swelling trend of looking at the outsourcing of non-core activities by a facilities management as an expert service provider. In this research, we would look at the hard facilities management; this expertise is discussed and provides credibility throughout this research as a fast emerging and strategic partnership role for FM professionals in building design development. The research details the existing roles and responsibilities of FM professionals and shows how they now must be merged into the design, build, finance areas along with their involvement in post construction process. My focus throughout the paper remains that the role of the FM practitioner must be that of a strategic partner to the construction consortium as their experience and expertise in managing the operation and maintenance of buildings is a necessity for successful AFP procurement and post construction execution. Last but not the least, this research involves resource material references, web articles, professional journals and interviews with industry professionals to support the hypothesis that FM Professionals are strategic to successful AFP projects. OUTLINE Chapter 1 Introduction U can add more definations if u think there is a requirement Chapter 2 Literature Review a) The role of facility management in alternative finance program design b) Sustainability and Maintenance in AFP c) LEED Accreditation, Energy and environmental issues Chapter 3 Situational analysis of Ontario It needs to be fixed Chapter 4 Methodology Why have you chosen this method of research Data analysis And add what I asked u to Chapter 5 Conclusion and recommendations Bibliography Questionnaires (whatever you have concluded from the questionnaire will go to data analysis.) Chapter 1: INTRODUCTION Would just suggest if u could add few quotes..it although have manysee for yourself Traditionally, Construction Companies never get involved at an operational level post warranty and the idea of long term responsibility for their product was sometimes new and unknown territory where they had little or no expertise. PPP arrangements are being embraced by different governments around the world, to promote collaboration between public and private sector. The ventures, which are financed and operated, through a partnership of government and involves one or may be more private sectors are referred as Public Private Partnership (PPP). "Any collaboration between public bodies, such as local authorities or central government, and private companies tends to be referred to a public-private partnership (PPP)." BBC (2003) Another definition by Pearce (n d.) will explain it further: "PPP exists where the public and private sector work together in a long term partnership to deliver a common

How far would you argue that technology drives change in narrative Essay

How far would you argue that technology drives change in narrative construction Evaluate the relationship between technology an - Essay Example Nevertheless, film-makers, including the viewing audience have accepted that the current developments in technology have made the transition into computer-generated images (CGI) inevitable. This paper shall discuss the extent to which I would argue in the fact that technology drives change in narrative construction. It will evaluate the relationship between technology and narrative, using the central argument that CGI has not really made any difference to narrative structures. This discussion will demonstrate relevant theories and establish a clear relation between theory and practice. The films of James Cameron – Titanic, Avatar, and Terminator 2 shall be used in order to explore this subject matter. This paper is being carried out in order to establish clear relations which would help viewers and film-makers assess the impact of current film-making technology and the narrative construction. Body Contrary to popular belief, CGI is not a recent technology as it can actually be traced back to the mechanical techniques in creating graphic images in the 1940s and 1950s (McClean, 2007). James Cameron is considered one of the pioneers of CGI through his films The Terminator, The Titanic, and Avatar. Cameron always loved films and one of his earliest exposures to the digital genre was through George Lucas and his Star Wars films (Johnson, 2010). He was prompted to study film and to enrol at the University of Southern California in order to secure a better understanding of the filming process. He learned as much as he could about special effects, optical printing, as well as front and rear projection (Johnson, 2010). He went on to purchase the tools he would need in order to start a film career. He also borrowed money from friends in order to finance his ambitions (Hamen, 2011). His conceptualization of visual effects was primarily based on what he was able to watch from other movies with subsequent visions on how to make the most realistic look for films, allo wing the viewers to be transported to a different world, a different planet, or even a different character (Hamen, 2011). The move from analogue to digital has also been a significant development in film, one which Cameron has been a significant part of (Keegan, 2010). Before the movie Avatar, the analogue format was the common format used, however, the digital format gained much strength and popularity after the movie Avatar was released. This move is advantageous for the film-making world because it provides a more life-like movie experience for film-viewers (Keegan, 2010). Moreover, the viewers would also relate better to the digital format, as the digital format provides more texture and life to the movie being depicted. As a tool for film-making however, directors and other film-makers have the burden of ensuring that the shift between analogue to the digital format would be a necessary shift (Keegan, 2010). Even as something is popular, does not necessarily mean that it ought to be used by everybody. In effect, directors need to understand that they do not have to use the digital format for their films; they can use the genre most appropriate for their films. Directors also have the responsibility to be true to the narrative construction and to ensure that the message of the film would be depicted honestly through the digital format (Sickels, 2011). His first venture into film-making was with the movie Piranha 2 which

Importent Essay Example | Topics and Well Written Essays - 250 words

Importent - Essay Example To analysis how different models changes with ICT, Andriole (2015) assessed various models. When there is improved governance expansion of ICT stakeholders, there is a likelihood of increasing the importance of technology. Such steps improve governance, how business operates, how strategies are implemented, and guides the emergence of related technologies. For instance, the emergence of participatory governance correlates positively with the adoption of technology in federal and business environments. Besides, there is increased satisfaction of business requirement if cloud-computing takes a centre stage in such ventures (Andriole, 2015). Contrary, other federal governments and businesses that do not embrace computing lags behind in every aspect. There is evolution in governance technology because the emergence of technology leads to evolution of governance. However, one should ensure evolution does not affect the dynamisms of the business. Having all parties in the ICT is essential. The role of both external and internal individuals is a significant consideration in the emergence of new participatory governance matrix utilising

Contract Law Questions Essay Example | Topics and Well Written Essays - 4000 words

Contract Law Questions - Essay Example Moreover, the purpose of equitable estoppel is to prevent an unconscionable exercise of rights by one party to bring about significant detriment to another party2. Therefore, for example, if a third party such as a consumer has suffered significant detriment as a result of the reliance on a promise made by a manufacturer, relief may be accorded by the Court on grounds of equity and prevention of unconscionable transactions. Equity will determine relief rather than formal contractual provisions and this position has taken precedence in several cases - equity has been acknowledged as a right that will provide relief for a party who has been wrong by the unconscionable exercise of a legal contractual party.3 This could be the basis that can be successfully used to circumvent the doctrine of privity in contract. There are certain separate contractual requirements that have been laid out for minors because the law classes them in the group of people who are mentally incapacitated and therefore incapable of entering into a binding contract with anyone. A minor may enter into contracts only for necessities such as food, clothing and other supplies, which do not include luxury supplies4. In the case of such items as well, a minor is not obligated to pay the full contractual price but may pay a lower price, which is reasonable.5 Therefore, applying this to Toby’s case, the catering of food items for a party cannot be strictly categorized under necessities and since Toby, as a minor, is considered by law to be mentally incapable of entering into a contract or of understanding the legal ramifications that accrue form contractual obligations, his claim that he does not have to pay is likely to hold good under the law.

Deploying and Managing Fire Services Assignment

Deploying and Managing Fire Services - Assignment Example It is in such spirit that the fire suppression rating schedule and standards of coverage have been created and utilized as part of the collective human resource, fiscal, and capital management of fire stations. This outline seeks to draw a distinction between the two systems by focusing on their strengths and weaknesses, as well as the premise in which the usage of any of the two can be said to be relevant. I. Context: This evaluation system is used by the Insurance Service Office (ISO). It focuses on evaluating fire prevention and fire suppression capabilities that various communities and fire protection areas have as part of systems available to the community (ISO, 2014). II. The difference from Standards of Coverage: Unlike the standards of coverage, this manual focuses fire communities rather than fire agencies or organization. Again, this manual makes use of quantitative grading system but the standard of coverage is largely based on a qualitative evaluation system. I. Context: This evaluation system is used by the utilized by the International Association of Fire Chiefs (IAFC) and the commission on fire accreditation. It functions based on a data collection process which focuses on identifying expected levels of performance that should be produced by agencies, based on achievable emergency events outcomes (Spokane Fire Department, 2010). II. The similarity with the Fire Suppression Rating Schedule: All these two systems function as an assessment or evaluation manual. By this, their usefulness is based on the decision-making process that is conducted out of the outcomes they produce. This is different from other forms of guidelines that spell out processes and actions that must be taken in the actual event of a fire or emergency. I. A major strength of the fire suppression rating schedule is the fact that it is preventive in nature.  

Violence on Television Increases Violence in Children Essay

Violence on Television Increases Violence in Children - Essay Example All these shootings and other violence by children and teenagers have opened a public debate concerning various issues. Some blamed the easy availability of weapons for the shootings while some focused on the problems of bullying and peer abuse in American High schools as the reason behind this violence. However, there were some researchers who looked beyond the obvious and pinpointed the media behind the increase in violence. In this paper, we shall debate on the controversial issue that violence on television increases the violence in children and teenagers and stand by it. According to a research, children in America watch four hours of television daily on an average which implies that television has a powerful influence in developing value systems and shaping behavior. But sadly, most of the programs broadcasted on television are violent nowadays. From the daytime talk shows, most of which are portrayed by unashamed emotional, psychosomatic, and corporeal exploitation by jury gue sts towards each other, to the prime time shows and the WCW (World Champion Wrestling), all these programs proliferate excessive violence and aggressiveness. Most of these programs are watched by a growing number of young children and adolescents who view them along with their parents. As the matter of fact, violence forms the key constituent of the Network news too, as most of it is plagued with explicit renderings of murders, traffic mishaps, kidnappings, international war scenes, and the like. The story is the same everywhere; the good people slaughter the bad people, most often with an arsenal of weapons that has become a humdrum possession for today's T.V. characters (American Academy of Child and Adolescent Psychiatry [AACAP] n.pag.). This starts the debate that whether these television programs really affect our children or not. Various studies done to evaluate the impact of T.V. violence on children and teenagers have revealed that children are affected in different ways by these shows. They may become immune or dumb to the horror of violence, or gradually accept violence as the means to sort out problems, or try to imitate the violence shown on television, and identify with certain characters, victims and/or victimizers. Children who become violent watching such T.V. programs will show a range of behaviors including explosive temper tantrums, threats, bullying, aggressiveness, armed assault, and harm to animals and peer groups. In fact, a research done by psychologists L. Rowell Huesmann, Leonard Eron and others also revealed those children who watch long hours of brutal programs during elementary school level tend to show higher level of aggressive behavior when they become teens. They further found that eight years old children, who watch too much of television, are mostly the ones who get prosecuted for criminal behavior as adults (American Psychological Association [APA] n.pag.). Additionally, many children who are overexposed to violence, and spe cially, to pragmatic violence start judging the society as one which is, by and large, hazardous and perilous. This misjudgment makes them fearful towards life as they start considering themselves future victims of violence (AACAP n.pag.). However, researcher David Buckingham stated that â€Å"one may well discover that children who are violent watch a lot of television violence, but this does not prove that violent television causes real-life violence†

Einstein for Aspergers Essay Example for Free

Einstein for Aspergers Essay Einstein a Case Study for Aspergers Christina Parker PSY 410 February 6, 2012 Dr. Melda Jones Einstein a Case Study for Aspergers Mental illness has existed as long as humans have, but only in the last hundred years or so have psychologist started to truly understand mental illness. There is still much, that is unknown about mental illness and human behavior. One mental disorder that was added to the Diagnostic and Statistical Manual of Mental Disorders (DSM-IV) in 1994 is Asperger’s Disorder. This disorder is usually diagnosed in early childhood, but in Albert Einstein’s time Asperger’s Disorder was unknown. Einstein had many of the diagnostic criteria for Asperger’s Disorder but was not diagnosed. Einstein was quiet and withdrawn, but had an amazing mind for mathematics. In comparison, Temple Grandin was diagnosed with Asperger’s Disorder and has many of the same mannerisms as Einstein. Overview of Asperger’s Disorder’s History Dr. Hans Asperger studied children that acted differently from others in the 1940s. Dr. Asperger called these children â€Å"Little Professors† because they were so interesting. In 1980s Dr. Lorna Wing called children with Asperger’s (AS) high-functioning autism individuals. In 1994, the Diagnostic and Statistical Manual of Mental Disorders (DSM-IV) added AS. Asperger’s Syndrome (ASD) is a distinct group of neurological conditions characterized by greater or lesser degrees of impairment in language and communication skills with repetitive or restrictive patterns of thoughts and behaviors. There is no known cause or treatment for AS. The parents of children with AS often by or before the child’s third birthday sense that something is amiss in his or her child’s behavior or developmental skills. Two out of 10,000 children statistically diagnosed with AS or ASD. Boys are three to four times more likely than girls to have AS or ASD. The children exhibit delayed psychomotor skills (crawling and walking), and have problems with communicating and socializing with other children. AS children have an obsession with one topic or interests excluding other topics and interests. AS children have a formal speech that lacks rhythm and modulation. AS children appear clumsy when they walk and may have delayed motor skills (catching a ball, pedaling a bike, and other skills). The cause of AS or ASD is unknown but is thought to be genetic because AS tends to run in families. The part of the brain that controls social behavior functions differently or develops differently from other children without AS. The part of the brain that controls body movements and balance are also different in AS children than other children. ASD is a high-functioning autism disorder. Autism and Asperger’s Syndrome Explained There is no known cause of autism. Research today is using MRI imaging to determine how the Autism brain is structured. Dr. Grandin explains her condition like this: The brain is an office; the frontal lobe is the office manager. The other compartments of the brain are like the many departments in an office. The office departments do not communicate well between the other offices such as sales, product development, management, and so on. The autistic brain has to be understood and trained in a way that works best for the individual. No one treatment works for every autistic individual. Finding what motivates the individual’s fear and helping the individual to overcome or change the environment to a less chaotic one will help the individual to learn and progress. Autistic individuals do not understand facial expressions or tone changes in voices. Behavioral issues such as defecation and twitching are common with Asperger’s and Autism. Individuals with Asperger’s Syndrome are high-end functioning Autistic individuals. To understand Autism and Asperger’s Syndrome, Dr. Grandin suggests that people move away from language. The nonverbal child does not understand language. The nonverbal child is sensory-based and has a complex disorder that is based on sights, sounds, smells, and touch. Cultivating the way the individual’s method of thinking will prevent fear that causes anxieties will help the individual progress. Autistic individuals have high IQs and the ability to concentrate on one subject for a long time. Most autistic individuals are gifted in math, sciences, computers, tables, astrology, and other nonsocial areas that rely on thinking skills. A Look at Einstein and Grandin Albert Einstein Albert Einstein was born in 1879 to Hermann and Pauline Einstein (a middle-class German-Jewish family). Einstein scarcely spoke and was quiet more than backward as a young child. His sister remembers his concentration and ability to build tall houses and multiple storied levels of playing card houses. At age 4 or 5 Einstein marveled at how a magnetic compass needle invariably swung northward. This caused Einstein to conclude that something invisible was behind everything sparking his interest in Physics at a young age. As late as age nine Einstein was hesitant to speak, and did so pausing to select his words carefully. His parents feared that he was below average in intelligence. At the age of 12 Einstein’s love for mathematics and physics was sparked by a booklet on Euclidian Plane Geometry. This booklet proved to Einstein that there was a lucidity and certainty in theory and made an impression on him permanently. School depended on memorization and arbitrary authority of the teachers and faculty and was not conducive to Einstein’s way of learning. At 15 Einstein quit school and moved to Italy with his family where his family was trying to start a business. He studied Mathematics, Physics, and Philosophy at home. His uncle, an engineer, and a medical student who ate with his family once a week are credited with stimulating Einstein’s young mind. Was Einstein’s brain different? Einstein died in 1955 and gave his brain to science. A pathologist named Thomas Harvey quickly preserved his brain, and made samples, and sections. Pathologists Harvey concluded that other than Einstein’s brain seeming smaller than most brains, his was not unusual. Sandra F. Witelson and colleagues studied Einstein’s brain again in 1999, and discovered that it lacked a wrinkle found in other brains (the parietal operculum), and other regions on each side of Einstein’s brain appeared to be larger and unusual features in the inferior parietal lobes thought to be the area of visual imagery and mathematical thinking. This concludes that Einstein’s brain was more equipped by this region than most individuals. Does this prove or disprove that Einstein had Asperger’s? There is no conclusive historical evidence to determine if Einstein had Asperger’s. What we do know is Einstein was capable of deep concentration, and had perseverance. He graduated without distinction, his learning style and the school learning system of his time did not get along. He sought physics because he could seek out paths that led to the depths. In other words Einstein preferred to be free to think on the invisible things behind things. It was Einstein’s ability to think deeply on physics that put him first in the race to the theory in relativity. Einstein made friends with colleagues like Marcel Grossman, Michele Besso, Paul Ehrenfest, and Freidrich Adler. His wife Mileva Maric was the only female in his physics class. Even though Einstein renounced his German citizenship when he left Germany for Italy, he could not resist the invitation to Berlin’s Prussian Academy of Sciences, he had no teaching duties and access to the greatest scientific minds of his day. Fame in physics starved and destroyed his marriage to his wife Mileva, and then divorced in 1919. The same year of his divorce Einstein married his cousin whom he had an affair with since 1914 and settled with Elsa Lowenthal and her two daughters until his death in 1955. Einstein as a young boy, a young teen, a young man, and an older man (Image  © The Albert Einstein Archives, The Jewish National ; University Library, The Hebrew University of Jerusalem, Israel. ) Temple Grandin Dr. Temple Grandin was thought to be different by her Mother from a very early age. At two Dr. Grandin could not speak and exhibited behavioral issues. Her Father and consulted doctors wanted to put Dr. Grandin in an institution. Dr. Grandin’s Mother would not have her daughter put in an institution. Instead, Dr. Grandin’s Mother sent her daughter to private schools and to private speech therapy. Dr. Grandin was teased as a child in school. Dr. Temple states that early intervention is vital to best outcomes in autistic children. According to Dr. Grandin there are three types of Autism thinkers: Visual, Pattern, and Word. Visual thinkers are terrible at algebra and good at geometry. Pattern thinkers have difficulty with reading. Word thinkers are good with facts in favorite subjects. Dr. Grandin thinks in pictures, sees a series of slides like a search engine. During her lecture Dr. Grandin was tired from air travel and this caused her to lose train of thought if movement or noises were made by audience. Dr. Grandin explained that she cannot screen out the sensory issues that trigger her distractions. Dr. Grandin admits to having panic attacks, and anxiety. Anti-depressants help autistic individuals overcome anxiety, panic attacks, and OCD issues. Dr. Grandin correlates animal behaviors and fears with autism and how people handle animals also can be used to handle autistic individuals. When Dr. Grandin was born her parents were told she had infantile schizophrenia. Since her birth two Doctors one in the United States named Dr. Leo Canner and one in Canada named Dr. Asperger began studying children who displayed certain characteristics: no facial expression, lack of social skills, the ability to concentrate on one subject, and certain other emotional, cognitive, and behavioral components. Dr. Grandin was born in Boston, Mass. on August 29, 1947. Dr. Grandin has earned degrees from Franklin Pierce College, Arizona State University, University of Illinois, and has earned Honorary Doctorates from McGill University, University of Illinois, and Duke University. The United States and Canada Meat Plants use Dr. Grandin’s equipment designs developed for Animal Welfare Guidelines. Dr. Grandin’s focus of study is in alleviating anxiety of intense fear and hypersensitivities to sound in Human and Animal populations. Dr. Grandin wrote autobiographies of her life with autism, which amazed the autistic community (Thinking in Pictures and Other Reports from My Life with Autism- 1995, and Emergence: Labeled Autistic – 1986). Dr. Grandin, has acquired many awards, lectures all over the United States, was inducted into the Cowgirl Hall of Fame and is a member of the board of directors Autism Society of America. Dr. Grandin has developed her own website: www. grandin. com to communicate with people on the subject of autism, and animal handling. Humane groups recognize Dr. Grandin’s work to alleviate animal fears, and her biography featured on HBO has won several Emmy Awards, a Golden Globe, and Peabody Award in 2011. Dr. Grandin has written several books, chapter books, journals, and other publications proving that people with Asperger’s and Autism can succeed. Conclusion There is so much that humanity does not know about human behavior and mental illness, but psychology continues to make advancements in the area. Asperger’s Disorder is just one example of how psychology has advanced. In Einstein’s time there was not a name for his â€Å"weird quirks†, but by the time Temple Grandin was born these similar â€Å"quirks† were known as Asperger’s Disorder. Einstein was brilliant in mathematics and similar fields of study, but could not form true intimate bonds with other people. Dr. Grandin was also brilliant but in another area of study and she also cannot form true intimate bonds with people.

Nike and International Labor Practice Essay Example for Free

Nike and International Labor Practice Essay Problem Identification Established in the early 70s Nike, Inc., based in Beaverton, Oregon, USA faced a severe stream of criticism and experienced growing problems concerning their plants and employee treatment, mainly in Indonesia and Vietnam in 1988. Rising demand for Nike products, which almost doubled within a short period of time, led the company and its 350+ subcontractors to raise the production level. Series of labor problems and abuse such as cheap labor wages, poor working conditions, health and safety issues and underage workers exploitation, were the main issues Nike had to deal with. Furthermore, Nike, Inc. had to deal with managing the diversity of cultures and language barriers had to be overcome, while still be able to produce the high-quality product Nike is famous for. Throughout the 1990s Phil Knight, CEO of Nike, Inc. and the company itself lost their superb corporate image in the eye of the world and it became an international incident. Causes of Problem After establishing a name in the world, Phil Knight, decided to manufacture Nikes apparel in South Korea and Taiwan, and by 1982 already 86% of Nikes sneakers came from these two countries. Realizing that Asian countries like Indonesia, Vietnam and China provide cheaper labor cost, better government support and higher profit, Nike moved their production lines there, with Indonesia becoming an important location. In 1991, the daily minimum wage was barely $1 in Indonesia, compared to a typical daily wage of $24.40 in South Korea and a US hourly wage of about $8 in athletic shoe manufacturing. Even that the Indonesian government raised the minimum wage from 2,100 Rupiah ($1.00/day) to 2,500 Rupiah ($1.25/day), the new wage was still underneath the workers living expenses. In 1992, these issues went outside of Indonesia and even hit Washington D.C., when President Clinton introduced the task force Apparel Industry Partnership (AIP) to develop and control labor standards for foreign fact ories. Although Nike was the first one to join, they had trouble convincing people that everything went right in their plants in Asia. Ernst Young was being hired to control and audit the factories, but soon voices became loud, that there was not a really  objective view at the problems, since Nike was paying them. It hit the peak in 1997/ 1998, when TV shows, newspapers and even a movie (The Big One) were talking about the bad conditions within Nikes factories in Asia and publicly challenged Phil Knight to change the way workers were treated, compensated and how underage workers were employed. Adidas, Reebok and New Balance took advantage of Nikes down slope and gained in competitive advantage. This led to diminishing sales number, earnings fell 69%, and for the first time in 13 years Nike, Inc. had a loss at the end of the year 1998. Alternatives 1.Government regulation of Nike Advantages: a)Local Government would have a closer look onto what is happening in its own country and with their people b)US Government could also have a closer look onto what Nike is doing abroad and would be able to intervene any illegal activity from the motherland c)Both governments would work closer together and it would open doors for other US companies to invest in the foreign country Disadvantages: a)As indicated in the case, some governments just see the money that is brought into the country, regardless what is happening within the company, or better said to its people. b)Ties between the US government and the foreign country might not be the best, due to political tensions, and makes it therefore tougher to work together. 2.Improve employees working and living standards Advantages: a)A happy employee is a better worker improve the employees living standard by raising his wage, giving him more benefits (health insurance, vacation time), lessen his working hours, etc. b)Equal Opportunity give chances to workers to move up the company ladder, and not only bring outside people in. Furthermore, adjust workers compensation, working hours and labor conditions to human standards. c)Extensive training and development for managers All managers should learn foreign countrys language, living habits and adapt to culture. Training the workers on the job will also help to overcome workforce diversity and make the workplace a better place to be. Disadvantages: a)The changes will take time and will be cost effective. b)Adapt to western working habits, might be a huge change for Asian workforce and might not be adapted well 3.Documentation and Inspection Advantages: a)Factories will be supervised, by either the local government or organizations b)Inspections will lead to better working conditions c)Workers will have someone to talk to and will not be left alone Disadvantages: a)Again, organizations might be paid by Nike and not report the whole truth b)Reports from workers might be left alone and not brought up to people in charge Best Alternative The best alternative for Nike, Inc. is to undertake all three alternatives simultaneously. In order to gain back the market share and competitive advantage, their global view has to strengthen. They started off very well by implementing some of the above-mentioned ideas. These alternatives will just help them to become a stronger player in this fast growing and very competitive business world. Implementation Steps The actions, that Nike, Inc. should take are as followed: First they should work on getting their name back into the right spotlight, by implementing the alternatives. The governments will be more than willing to help them and since Nike is recognized all over the world, even the local governments/ countries are keen on keeping them in their country and employ their citizens. This might even bring countries like the USA and Indonesia closer together and more companies from the US will be ready to go to Indonesia and produce there. Secondly, the workers benefits, life standard and work habits are the most important of all of the alternatives. Nike, Inc. should invest most of their research and development in this field, since the wages are still not as they should be. An idea would be to start raising the wages to at least the countrys standard, so that people can live off their earnings a normal life. Nike started successfully the implementation of programs that involved increasing the workers living standard in the developing world, but still the compensation of the worker is the main problem that needs to be taken on right away. Secure working places, no lay-offs and safe working environments should be steps that must be taken immediately, only then we can see the difference and make a worker a happy  and productive employee. Last but not least, Nike should be watched, inspected and documented upon. It will not only help the factories in Vietnam or Indonesia, but also the company itself. Once outside organizations tell Nike where they need to improve on and do it after being told, then the company will also get into the positive spotlight, which will resume in higher sales and more profit. Nike will then be again the strongest contender in supporting and sponsoring universities, pro athletes and teams and most important a company that everybody wants to work for, regardless where.

Performance Management Cycle Properties

Performance Management Cycle Properties The performance management cycle is a premiere technique used by many companies to guide their performance management system. It is regarded as a continuous, future oriented and participative system; as an ongoing cycle of criteria setting, monitoring, informal feedback from supervisors and peer, formal multisource assessment, diagnosis and review action planning and development resourcing (Bach1999; Williams 2002). The Performance Management cycle involves a continuous learning process as stated by Kaufman, R., Thiagarajan, S., MacGillis, P.1997 Performance is not a one shot process, it is ongoing. The continuous improvement and quality management process is vital. An organisations survival depends on it to be done correctly and consistently. Though the above authors identified that it is a continuous process Bach1999; Williams 2002 went on to say that it is far more than a simple process, there are many facets of this cycle. The Performance Management cycle comprises of planning, monitoring, developing, rating and rewarding and back to planning again Neely (1998), but on the other hand, many view performance management to be one step process of appraising the individual only, but as the following cycle explains there is more to performance management than appraising. This cycle provides a framework to help organisations and employees better manage the process of performance management which aids in the future success of the organisation. This research will analyse each aspect of this cycle to assess how it relates to the processes being used at AATT. Performance Management Cycle PLANNING The first step of this continuous cycle is to plan. Planning entails developing and setting performance objectives. Armstrong (2004:488) defines objectives as what organizations, functions, departments and individuals are expected to achieve over a period of time. It is important that company values and goals used as the basis for goal setting be understood and communicated to all employees and managers. Objectives, or goals, are the foundation for good performance. These objectives are used to provide a well thought-out approach to the achievement of the desired performance level for individuals and teams. Employees are usually involved in the planning process, this helps them understand their goals of the organization, what needs to be done; why it needs to be done and how well it should be done. Many companies involve their employees in the process so they can identify and understand the required behaviours. This enables the company to produce plans to meet the objectives of the company and enhance the knowledge, skills and competencies, also reinforcing desired behaviours. This was reinforced by Ducker (1954), He stated that the planning process typically done by senior managers should be prepared by all employee, they should partake in the strategic planning process which would give the employees a sense of ownership and responsibility to fulfil their objectives. Drucker (1954) also contradicted his statement by saying managers are responsible for achieving results. However the researcher is of the opinion that the planning phase should not be left to the managers alone as the employee are the lifeline of an organisation and careful planning and involvement of the employee will encourage them to work along their seniors to foster a successful company. An analysis will be conducted to identify whether this step currently is being enforced at AATT and if the result of this is clear and concise objectives. Monitoring Monitoring entails continuously measuring performance and its effectiveness in achieving the organisation set objectives in the planning process. It also allows the company to update and refine any current and future demands which may arise. This enables the organisation to stay on the right part. During the monitoring phase, its important to keep notes. Document both positive and negative performance issues, and make notes consistently throughout the performance management cycle. Specific instances should be looked at when employees meet and exceed expectations, and when they fall short of performance goals. These notes should be objective, job-related and accurate, focusing on behavior and void of personal option and emotion. Based on these findings the supervisor will be able to identify the employees strengths and shortcomings. The shortcomings are then addressed in the developmental stage of the performance cycle. Development At the development stage the developmental needs of the employee are assessed and addressed. This phase focuses on the improvement of current knowledge and skills and also on the development of new ones. This improvement is done via coaching; training and giving assignments that challenges the employee to take on more responsibility which improves their skills and ability. At This development stage many companies offer training and developmental opportunities to their employees but on the other hand some companies completely disregard this stage of the performance management cycle as they see it as the employees responsibility to further their development and also they avoid the costliness of training programs. The researcher will look at how AATT assess and implements this phase and the employees reactions to implemented training programs. Appraising This phase of the cycle is most synonymous with performance management. It is regularly regarded as the only step in performance management, though this is not the case. At this phase in the cycle the employee is assessed on their performance. When used correctly, performance appraisals can be powerful career development tool and help a company retain its current workforce by boosting performance and morale. According to Flippo (1984) performance appraisal is the systematic, periodic and an impartial rating of an employees excellence in the matters pertaining to his present job and his potential for a better job. As stated this phase enables the company to measure the employee performance and assess if they are meeting the objectives set out at the planning phase, it also allows the company to identify the employee weaknesses, strengthens, and opportunities for further development/ promotion. He also went on to point out that it should be unbiased, this is of great concern for many e mployees as they something feels that the evaluator is prejudiced and they cannot highlight their concerns. The following factors are critical for an effective performance appraisal, these are: proper documentation, Clear cut objectives and goals, Simple understandable evaluation format, evaluation technique, communication and feedback. Picket (2003 pp 237-240) states that the performance review continues in many organisations despite evidence that it has the potential to be one of the most effective management tools in the entire kit. However, according to Steers and Black (1994), performance appraisal is one of the most important and often one of the most mishandled aspects of management. This scenario is one of great concern considering the importance of the evaluator to the success of the appraisal process; Imundo (1993 p158) stated that it is an inherent responsibility of those in managerial positions to pass judgment on what employees do with respect to meeting job requirements. He went on to say While individual employees are responsible for their own performance, it is supervisors who should shoulder overall responsibility for the performance of the unit under their direction. In light of the above, in todays organisation many managers have little or no training concerning the evaluation of employees. As a result of this lack of training supervisors are not equipped to provide proper assessment and effective feedback. Therefore sometimes employees are left up to the own initiative to manage their department and personal performance. Recent studies suggest that organizations fail to conduct effective rigorous, skills-based training and rater training with their managers (Fink, and Longenecker, 1998). Torrington and Hall (1991) stressed that appraisers need training on how to appraise and how to conduct appraisal interviews. However, many organisations stray from this and they provide the manager with the appraisal forms and instructions on how to complete the form and the rating schemes. This procedure currently utilized by organisations underhands the appraisal process. However, Bacal (2001 p 201) states that: Performance appraisal isnt about the forms. The ultimate purpose of performance appraisal is to allow employees and managers to improve continuously and to remove barriers to job success, in other words, to make everyone better. Forms dont make people better, and are simply a way of recording basic information for later reference. If the focus is getting the forms done, without thought and effort, the whole process becomes at best a waste of time, and at worst, insulting. Bacal highlighted that the mundane process of form filling is not what an appraisal is all about, you have to look at the bigger picture which is the successful attainment of the organisations strategic objectives and the success of the organisation. There are many techniques and methods to performance appraisal such as the traditional methods and the Morden methods. These are highlighted below: Traditional Methods Description Morden methods Description ESSAY APPRAISAL METHOD BEHAVIORALLY ANCHORED RATING SCALES(BARS) STRAIGHT RANKING METHOD HUMAN RESOURCE ACCOUNTING METHOD PAIRED COMPARISON 360-Degree-Performance-Appraisal Method CRITICAL INCIDENTS METHODS Management By Objectives(MBO) Method FIELD REVIEW CHECKLIST METHOD GRAPHIC RATING SCALE FORCED DISTRIBUTION The researcher will assess the above methods and examine the different approaches and methodologies which relates to Performance Management at AATT. If these factors are adhered to, they assist the company in formulating strategies for the employee future promotion and rewards. Rewarding The final phase in the cycle is rewarding. At the rewarding phase, the employee or team is recognized and acknowledged with regards to their ability to attain the organisations set objectives in the planning phase. These rewards may be monetary, non-monetary, such as praising the employee for a job well done, and promotions. The researcher will assess if and how AATT determines reward. What Should organisations manage? The most widely recognized and implemented approach to measure performance is the Balanced Scorecard Approach. This is now widely used as a strategy development and execution tool .This approach was developed by Kaplan and Norton (1992, 1996), it provides a system of aligning business actions to the vision and strategy of the organization, improving internal and external communications, and monitoring organization performance against strategic goals it focuses on measurement and evaluation using criteria that will provide a balanced view rather than using only the financial criteria. The four perspectives which Kaplan and Norton recommended that managers assess their employees on are: The financial perspective -This perspective measures the financial outcomes of the organisation. These may include profits, new commercial business ventures or it can be result based. The customers perspective An organisation success depends on their customers, as such, this perspective measures the customers satisfaction and their perception of the organisation. The data collected allows the organisation to gauge if they are effectively satisfying their customers needs and if there is a need for further improvement. The internal business perspective This perspective focuses on the organizations critical internal operations which enable the organisation to attain customer satisfaction. It includes the infrastructure, long and short term goals and objectives, organisational procedures, and human resources. The innovation and learning perspective This perspective cover the organisations ability to innovate, learn, and improve. This links directly with the values of the organisation. For the Balanced scorecard approach to be effective the manager should have the capability to observe and take note of several instruments and measures concurrently. It is frequently stated that one of the main benefits of the Balanced Scorecard, is that is translates strategy into action. However, despite its popularity Norreklit (2003) questioned the existence of a causal relationship between the different perspectives, the fact that this system does not address the needs and wants of all the stakeholders of a company; and the lack of theory behind the scorecard concept. Notwithstanding this criticism the balance scorecard approach has proven to be an appropriate tool to address the organisation performance and if the four perspectives are properly assessed in the end the company and their stakeholders will benefit from their success. As part of this research the researcher will use this universally known model to assess the performance measurement system at AATT. Performance management as a motivational tool. Understand each individuals motivations and triggers can assist an organisation to motivate their employee to perform at their maximum potential. Performance management is constantly associated with theories of motivation. There are several written motivational theories in literature, with the most popular being; Taylor (1890, 1911) Scientific Management, Maslows (1954) needs hierarchy theory, Locke and Ladham (1968, 1990) goal setting theory, Herzbergs 1957 two-factors theory, and Vroom 1964 expectancy theory. Frederick Winslow Taylor (1890, 1911), put forward the idea that workers are motivated mainly by pay. His Theory of Scientific Management argued that workers do not naturally enjoy work and so need close supervision and control; therefore managers should break down production into a series of small tasks. Workers should then be given appropriate training and tools so they can work as efficiently as possible on one set task. Workers are then paid according to the number of items they produce in a set period of time- piece-rate pay. As a result workers are encouraged to work hard and maximise their productivity. However this approach became repetitive and insulting to the workers as they felt like they were being treated like human machines. This theory is often linked to Macgregors two fundamental approaches to managing people, theory X and theory Y, namely theory X which speaks to employees being self-serving, unwilling to take on responsibility and essentially only working for money. It follows an authoritarian management style. On the other hand theory Y speaks to a participative management style saying work is as natural as rest or play, without the threat of punishment people will work to pursue organizational objectives and people accept and seek out responsibility, which is what the performance management cycle is all about, including the employee in the process. Elton Mayo went against those theories saying that workers are not just concerned with money but could be better motivated by having their social needs met whilst at work. This factor was ignored by Taylor. Mayo introduced the Human Relation School of thought, which focused on managers actively communicating to their employees, and treating them as individuals who have meaningful opinions. His theory most aligns with the paternalistic management style and incorporates elements of the performance management cycle, whereby employees are encouraged to give their opinion and work alongside management. Abraham Maslow (1954) in conjunction with Frederick Herzberg 1957 introduced the Neo-Human Relations School in the 1950s, which focused on the psychological needs of employees. Maslow put forward a theory that there are five levels of human needs which employees need to have fulfilled at work. These are identified in the figure below. It is a bottom up approach, he identified that if certain need cannot be met the person will not be motivated to move on to the other level. Whereas, Hertzbergs two-factor theory are hygiene factors and motivator factors. Hygiene factors speak to the need for a business to avoid unpleasantness at work. If these factors are inadequate for employees, they therefore can cause discontent at work. Hygiene factors include: Company policies and administration Wages, salaries and other financial remuneration Quality of supervision Quality of inter-personal relations Working conditions Feelings of job security Motivator factors are based on the individual need for personal development. When they exist, motivator factors actively create job satisfaction. If they are effective, then they can motivate an individual to achieve above-average performance and effort. Motivator factors include: Status Opportunity for advancement Gaining recognition Responsibility Challenging / stimulating work Sense of personal achievement personal growth in a job There are similarities between Maslow (1954) and Frederick Herzberg theories; they both suggest that needs have to be satisfied for the employee to be motivated. However, Herzberg argues that only the higher levels of the Maslow Hierarchy (e.g. self-actualisation, esteem needs) act as a motivator. The remaining needs can only cause dissatisfaction if not addressed. (Motivation in theory n.d.) These motivational theories can be applied to a wide range of management functions, but these will be used by the researcher to fulfil her objective of determine the Performance Management process as it relates to the motivation of employees in the workplace and how it is implemented in the organization and the impact it has on the motivation of employees. This chapter outlined literature key to the researchers study of performance management as it relates to AATT. The following chapter will address the methodologies the researcher will utilize to ascertain her objectives. Drucker, P., The Practice of Management, Harper, New York, 1954; Heinemann, London, 1955; revised edn, Butterworth-Heinemann, 2007 The Economist Guide to Management Ideas and Gurus, by Tim Hindle Flippo, E. B. 1984. Personnel management. 6th Ed. New York: McGraw-Hill Book Company. Steers, R.M. Black, J.S. 1994. Organizational behaviour. Ed. ke-5. New York: Harper Collins. Grote, R.C. Grote, D. 2002. The performance appraisal question and answer book: a survival guide for managers. AMACOM. Les Pickett, (2003) Transforming the annual fiasco, Industrial and Commercial Training, Vol. 35 Iss: 6, pp.237 240 Armstrong, M Baron, A 2005, Managing performance: Performance management in action. Chartered Institute of Personnel and Development, London. Weiss, Tracey B., and Franklin Hartle, Reengineering Performance Management, Breakthroughs in Achieving Strategy Through People, St. Lucie Press, Boca Raton, 1997. Pg 3-6 Kaufman, R. (1997). A Strategic Planning Framework: Mega Planning. In Kaufman, R., Thiagarajan, S., MacGillis, P. (Editors), The Handbook for Performance Improvement. San Francisco, CA: Pfeiffer Co/Division of Jossey-Bass Laurence S. Fink, Clinton Oliver Longenecker, (1998) Training as a performance appraisal improvement strategy, Career Development International, Vol. 3 Iss: 6, pp.243 251 Douglas Maxx, Robert Bacall. 2001. Perfect Phrases for Performance Reviews 2/E. McGraw-Hill Professional p 201. Neely A., Adams C. and Kennerley M, (2002), The Performance Prism: The Scorecard for Measuring and Managing Business Success, London, UK: Financial Times Prentice Hall Norreklit, H. (2003), The Balanced Scorecard: What Is the Score? A Rhetorical Analysis of the Balanced Scorecard., Accounting, Organisations and Society, Vol. 28, No. 6, pp. 591. KAPLAN, R. S. and NORTON, D. P. 1992. The Balanced Scorecard: Measures that Drive Performance, Harvard Business Review, Jan-Feb, pp. 71-79. KAPLAN, R. S. and NORTON, D. P. 1996. Using the Balanced Scorecard as a Strategic Management System, Harvard Business Review, Jan-Feb pp 75 -85. HERZBERG, F. et al. 1957. The motivation to work. 2nd ed. New York LOCKE, E.A. 1968. Towards a Theory of Task Motivation and Incentives, Organisational Behaviour and Human Performance, Vol. 14, No.2, pp. 157-189. LOCKE, E.A. and LADHAM, G.P. 1990. A Theory of Goal setting and Task Performance, New York, NY: Prentice-Hall. MCCLELLAND, P. C. 1975. Causal explanation and model building in history, economics and the new economy. Ithaca; London : Cornell University Press. Maslow, Abraham (1954). Motivation and Personality. Harper and Row New York: VROOM, V.H. 1964. Work and Motivation., New York, NY: John Wiley. TAYLOR, F. W. 1890. The rise of scientific management. Madison; London : University of Wisconsin Press. TAYLOR, F. W., 1911. The principles of scientific management. London : Harper Brothers. http://tutor2u.net/business/people/motivation_theory_herzberg.asp motivation in theory Neely, A 1998, Measurement of business performance why, what and how, The Economist, London.

human trafficking Essay -- essays research papers

human trafficking issues: the article starts out with a clear emphasis on the cooperation between the different segments of society; cooperation between the state, civil society , and religious groups and institutions on the issues of human trafficking and prostitution, stating how they are immoral, illegal, unethical and how they should be considered as a taboo by societies in Europe, especially Cyprus since the exploitation of women has been rapidly increasing recently. Where all the 800bars and 70 cabarets take advantage of uneducated, poor, unlucky and socially corrupted women at the cost of reasons such as profit and pleasure, which may seem as lame reasons when compared to the life and future of a young woman. The article also states that some of these women, coming from countries such as Romania, Russia. Bulgaria, the Ukraine, Moldavia, and Belarus enter Cyprus unaware of what is included in their job descriptions, and are forced into prostitution by traffickers, which is humanly unacceptable and shoul d without a doubt be banned from societies regardless of what kind of profit they may bring to the traffickers and to the public even as a whole. The article does mention trafficking in different manners and types, but I chose to pay bigger attention to the issues regarding prostitution here in Cyprus. As I would like to make a clear emphasis on how this issue relates directly to the issue of poverty. The article mentions a few solutions agreed upon by the state, th...

Cry, the Beloved Country, by Alan Paton :: Cry, The Beloved Country Essays

Cry The Beloved Country The quote â€Å"But there is only one thing that has power completely, and that is love. Because when a man loves he seeks no power, therefore he has power,† as stated in the book in the book Cry the Beloved Country is not a true statement. No man has absolute power over any one thing. Although people seek power in many different places, there is only one true power, and that is God. There are many different levels of power in the world, but no level has complete power over anything else. Love is a power that God has given to man, but it cannot be controlled. Man doesn’t have power over love. He can search for it in many different places, but the power he is searching for remains in God. A human has no control over their likes and dislikes. People cannot make something better or worse than it is. Love is the same. One cannot help it if they love something. People or things can touch a person’s life, and they naturally grow to or learn to love it. There are different definitions of love, but the true definition lies with God. People can spend their entire lives searching for more power. The thing that they must realize is that no amount of power will mean anything to God when it comes time for judgment. People base their lives too much on what material things they have, rather than what they have spiritually. They search for happiness in things like money and fame, but they are never fulfilled. It is impossible to find happiness in things like money and fame. No one can obtain happiness in a place where happiness cannot be found. When people start living their lives for the Lord, they will be the ones who hold the power in heaven. God has power over all things, because he created them all. People have the option of turning the power in the direction that best suits them, but God controls what will happen when one does turn the power. No man can control sickness, death, or natural disasters. The only thing that matters in man’s life is what he does for the glory of God. The most important power that man has is the power of choice. Man has the choice to follow God.

Why Drugs Should Be Legal :: essays research papers

  Ã‚  Ã‚  Ã‚  Ã‚  America is wasting it’s money and resources. It’s trying restrict something on which restrictions don’t have any effects: drugs. People who don’t use recreational drugs don’t do so because of the health risks; people who do use drugs would whether or not they are legal. The fact that they are illegal makes little difference. Nevertheless, $15,000,000,000 goes directly into drug prohibition every year, and has very little effect. Very much money is spent to pay police narcotics officers, fund the D.E.A., and house drug-offenders in prison. The prisons are full of drug-related criminals, and violent offenders go free earlier because of this. Which would you prefer walking the streets, a rapist, or a potsmoker?   Ã‚  Ã‚  Ã‚  Ã‚  Legalizing recreational drugs does not mean making drugs accesible to all people. The drugs that are legal today, alcohol and tobacco (nicotene) aren’t available to just everyone; they are regulated. Only certain people are allowed to buy them. Since the drug trade is unregulated, drugs are sold anywhere they can be (e.g. schools), allowing children to have access to them. If these drugs were illegal, than that trade would stagnate, and children wouldn’t have such easy access to them. It makes sense†¦ do you ever see people in schools selling beer or cigarrettes? Also, the usual cause of drug overdose is the fact that a person cannot know the potency of the drug he/she is taking. There are no standards because the trade of drugs is illegal in the first place. If they were legal, there would be a standard of quality for all drugs, regulated by the FDA.   Ã‚  Ã‚  Ã‚  Ã‚  The state of Georgia has the highest excise tax on liquor of any state. It also has the lowest tax on gasoline (which is good especially now with gas prices the highest ever). If drugs were legal, the government could place such an excise tax on them. In addition to freeing up money used for their prohibition, this extra money could fund the real problems of America, and eliminate our national debt quite quickly.   Ã‚  Ã‚  Ã‚  Ã‚  Doing drugs is dangerous, yes†¦ but so is tanning, smoking, drinking, chewing tobacco†¦ the list goes on and on. People are still free to do these things, notwithstanding the fact that they may be stupid acts. The ratio of deaths from tobacco versus drugs is 425:1, and that of alcohol versus drugs is 50:1. Drugs are less dangerous than both of these legal things, and people are still free to do them and not free to do drugs?

Sociology. Davis Moore Thesis Essay

Davis-Moore thesis Introduction            Davis-Moore thesis discusses and analyzes the social equality and inequality and explains why different people obtain different rewards for the jobs that they do (Macionis, 2009). The general topic of the thesis is social stratification, which according to Davis-Moore, is present in every society due to the reason that it has some consequential benefits for the operation and the growth of the society. According to Davis-Moore, more reward is given to people that hold positions in the society that are considered to have some functional importance, such as that of a medical doctor (Macionis, 2009). The result of the reward system in the society implies equality in opportunities while promoting inequality in terms of the outcome that people receive. Social stratification, according to Davis-Moore thesis, makes the society more productive as well as efficient.            The functional consequence of inequality for society helps in ensuring that the various roles that are considered to be important in the society are filled by the relevant and skilled people (Macionis, 2009). Talented people in the society are supplied with the necessary opportunities and motivation that enables them to undertake training that result in filling of the important roles in the society (Macionis, 2009). The important functions are performed by people who are most talented. The greatest rewards are also offered to the position that require a lot of training and are of importance in the maintenance of the order and system of the society (Macionis, 2009). For example, doctors train for many years and, therefore, are expected to receive higher perks due to the kind of role they play in the society.            Engineers and pilots also take a lot of time to train hence the notion that they should receive higher rewards for their jobs. Melvin Tumin criticized Davis-Moore’s thesis of social stratification by saying that there has been no demonstration of functional importance of the varying positions in the society (Macionis, 2009). Melvin also notes that such a demonstration has not been made. Reference Macionis, J. J. (2009). Sociology. Upper Saddle River, N.J: Pearson Education. Source document

Managing Cultural Diveristy

SHMS Leysin Leadership across Cultures Managing Workforce alteration 131LAC Mukhtar Mammadov BAHE 2 3/22/2013 Table of Contents installation2 Discussion3 Conclusion7 Introduction Culture in its m either forms and approaches is a very popular subject inquiryed by umteen authors. The definition of gardening from Geert Hofstede, the roughly cited tender scientist according to Pofountainhead (2006) comes as the collective programming of the brainpower that distinguishes the members of unitary assort or category of humans from legion(predicate) other. (1982) He mentions that these differences exist in nations, geographical regions, generations, genders, social classes and many more.As Hofstede scarce puts it, the extemporaneous rules of the social game. (2013) It has besides been describe in a less scientific language as something to do with the concourse and unique quality and style of brass instrument, (Kilmann et al. 1985) and the way we do things around hither. (Deal & Kennedy, 1982) Other sources post hundreds of various definitions. lee(prenominal) and Yu (2004) argue that the exit of definitions is so wide-cut because of the versatile approaches and frameworks in which burnish is researched. The 3 main social sciences psychology, anthropology and sociology take a leak antithetic views on the issue.However, the researchers tend to agree that gardening give the bounce non be defined employ ace universal definition. Groeschl and Doherty(2000) quote Tayeb (1994), who argues that cultivation is to a fault fundamental to be solved finish tighter definition. Greater implication for the managerial tasks, however, comes from the ethnical diverseness. Cox (1993) defines mixture as representation, in one social system, of plurality with distinctly different group affiliations of heathenish signifi kittyce. Factors differentiating these muckle complicate heathen background get alongledge, race, education, age, physical and cognitive ability among other. Seymen, 2006) These criteria record that difference is signifi grasst not tho at the level of national or ethnic customization but besides at an versed, individual level. In the modern globalized world, people of various backgrounds inevitably meet, work in teams, arrange business deals, receive and yield service to each other and plump together in the same surround. In such(prenominal) conditions, individuals and especially companies, poorly hustling to the variety of values, beliefs and attitudes towards same issues testament muster up themselves at a disadvantage.This report will outline the issues of managing cultural revolution, their importance in hospitality industry as well as welf atomic number 18s and disadvantages. Further, the importance of kind recruitment will be discussed along with modern-day theories and st posegies apply to gain warlike advantage. As the topic is very broad, The main issues and in recruitment policies will be curtly outlined followed by a cerebrate discussion on selecting and recruiting employees and managers for international assignments (IA). DiscussionTwo link activities hand been identified that stop provide companies a competitive advantage in terms of cultural difference 1) having a various(a) custody and 2) managing the work force transformation. (Aghazadeh, 2004) Aghazadeh discusses the forecasted adjustments in demographics and argues that having diverse work force and being nimble to the demographic changes will also be ready to the change in foodstuff demands, giving it a competitive advantage. (2004) By doing so companies will have an cozy source of information what the guest pedestal expects an on dealing with the community.A diverse workforce also brings with it an obvious benefit of the language readinesss. According to White (1999, p. 477), having a diverse workforce benefits companies in 5 slipway * Easier realiseion and retaining of the human gift. * Ability to empathize and penetrate wider and growd markets. * higher creativity and innovation * Better problem puzzle out ability * Better changeation to change and institutional flexibility Building a diverse workforce alone is not enough to gain the advantages connected to it. In consecrate to benefit from the multicultural environment, it is distinguished to effectively manage the salmagundi of animate staff.Magdaleno and Kleiner predicted that effective management of workforce diversity will become the major(ip) authoritative of the continued survival and success . (1996) A strong organizational culture can be a priceless intangible asset for any company that plans to grow. A strong culture must include artifacts such as rituals and organizational stories to expatiate surgical incisionicular cultural distinctions. (Lee & Yu, 2004) The research by Denison (1984) has revealed that there is direct correlation in the midst of 1)organization of work, 2)deci sion making and financial performance.Various techniques and strategies, such as recruitment, genteelness, managing culture shock and victimisation predictors such as record traits for international assignments can be apply in aline diversity management with requirements. (Gabel et al. , 2005 Migliore, 2011 Uwaje, 2009 Harvey, 2012 Tipper, 2004) Workforce diversity and its management, due to complexity, has several disadvantages. First and more or less obvious is the increase in raising expenditures. The trainings such as lectures and seminars ar inclined to all levels of staff within the organization are associated with in high spirits costs. Aghazadeh, 2004) Secondly, there is a threat of reverse difference. (Brunner, 2003) Reverse discrimination takes get in when the cultural majority (e. g. Caucasian) claims to have been discriminated by a nonage. Such events come somewhat because of the appraisal and affirmation of a minority with little consideration for the ma jority. Another major drawback is the high probability of conflicts. (White, 1999, p. 478) Aghazadeh secerns that such incidents unremarkably occur as a matter of an individuals feeling superior. 2004) Indeed, it is a common spile that, for example, an older employee has disagreements and mis deduceings with younger. It can, however be combated using ongoing training and managerial intervention. A study by Bajawa (2006) on the executives opinions on the advantages and disadvantages of culturally diverse workforce ascertained that they are not threatened by achievable negative effects. As one of the senior HR managers responsible for diversity policy and implementation mentioned, he does not think there are any disadvantages they are all advantages etention of employees, reduced training costs, close inion in the first place . Not only has he mentioned the unconditional effects but also finds that diversifying and managing workforce excoriately reduces the training costs. I n the hospitality industry managing cultural diversity is perhaps even more substantial that most other industries, diverse staff torso constantly interacts with customers of various cultural background and on every level of operation. (Baum et al. , 2007) oddly in hotel, tourism and travel industries the measuring of intercultural chat can be overwhelming.It is, therefrom of grave importance to detailedly bump and apply practices necessary to upkeep employee pauperization and comfort. One of the strategies that can be used to manage cultural diversity is to empathize the importance and carefully implement practices in recruiting the diverse workforce. Hiring the top hat outlook for the hypothesise lendable, regardless of the cultural background also assures a reliable, diverse pool of talent is available for promotion, since many companies prefer to olfactory modality for managers innately.DNetto and Sohal (1999) provide a list of the best practices popular in rec ruiting diverse workforce development of muse description, that complies with anti-discrimination legislation and that covers experiences and qualifications job advertisements in a number of languages carriage of diverse managers in selection boards implementing user-friendly techniques allowing interviewees an easy take ining and ability to get along questions to their best ability. They also argue that most managers fail at adjusting interviews to diverse candidate base.According to Tipper (2004), there are 5 elements for a undefeated diversity recruitment strategy 1) Knowing the market. It is essential to know the pool of available intellectual candidates in order to effectively recruit from minority groups. These employees can then be used internally in coordination with sales and merchandise departments to develop a more civilise marketing strategy for attracting and retaining diverse customers. By doing so companies hit 2 hares with 1 shot get talented employees and e nhance their marketing strategies. 2) Build the business case.Letting the hiring managers understand and appreciate the reasons and benefits for diversity recruitment can make a ample difference. prospering companies put presence of cultural diversity in their ranks as an improvement to their bottom-line and benefit from financial improvements. 3) Channels to Market. Widening the number of channels used to advertise available positions might greatly improve the chances for success in diversity recruitment. Placing information in magazines, journals and websites popular among the known talent market instead of only national, traditional media can be a decisive factor.It is important, however, to notice, that some minorities might be suspicious around the reasons for companies to physical object them as potential employees. consequently it has to be clearly communicated why companies target diverse employees. 4) Reward recruiters. It takes money, succession and skill to produce desired results. Therefore successful recruiters should be legitimately rewarded for their efforts in this, sometimes undervalued, issue. Tipper suggests that 5-10% of the hiring managers pay should be ground on diversity recruitment and holding results. ) An ongoing focus. The task is not finished once newfound diverse employees have been recruited. After the successful first smell the new personnel needs to be trained on an ongoing basis. At the same time companies must understand the inner drivers and motivators of their staff. To do so, additional measures the like informing supervisors of the importance of minority employees, hiring internal audits and diversity policy communication tools should be implemented. For the hospitality industry, given its nature, there is an change magnitude need or developing and implementing the strategies and techniques to recruiting and retaining talented diversity. Taking into consideration the international customer bases making up the m ajority of hotels and airlines clientele, a multicultural workforce may amaze better experiences and in the long term, aim substantial financial and reputational benefits. Re-recruiting or simply assigning an employee to a new work abroad (further International Assignment or IA) requires additional measures to ensure successful execution.The managers charge to work abroad need to be able to adjust to the new environment in the shortest period of time to provide maximum effectiveness. As in many cases these individuals experienced themselves as a part of majority, behavior as a minority representative in an another countrified may change dramatically, resulting in a phenomenon known as Culture jerk. Ward et al. (2005) argue that under shock, culture is rejected leading to anxiety and aggressiveness. modern psychological research has revealed methods capable of predicting cultural adaptation.A study by Gabel et al. (2005) discovered that turned on(p) intelligence (EI) higher up other factors, including empathy and social relations can predict the rate of adaptation to IA. Findings indicate that individuals with higher EI scales tended to adapt to the new cross-cultural environments better diminution the chance of them willing to terminate assignments. As EI is associated with the neuroticism dimension (also known as emotional stability) of the Big louver personality model used as a basis for many psychometric tests, this trait can be measured out front the IA of an individual.It can have its implications when hiring a new manager for an IA or better preparing an lively employee. A latter research by Migliore (2011) has found correlations in the midst of the Big Five personality traits and the cultural dimensions presented by Geert Hofstede. It has find particular connections between specific dimensions of the twain theories Extraversion Individualism Agreeableness advocator Distance Conscientiousness Masculinity neurosis Uncertainty Avoidan ce Openness epoch Orientation It might be concentrated to measure the cultural preferences of an employee.Psychometric testing, aligned with the above mentioned findings offers a reliable way to analyse the psychological profile of an employee with the cultural linguistic context of the location of new assignment on an individual level. Cain (2012) classifies some nations as invaginate or forthcoming. According to her, Finland and Japan are highly introverted, while the US is an extroverted country. Although she does not provide any correlations between personality and cultural dimensions, there is try of extroversion aligning with individualism, while introversion is closer to group orientation.Therefore, for example, a Finnish employee might find himself uncomfortable in the dynamic US, but have easier time adapting in Japan than an American at least as far as individualism dimension goes. Conclusion A multicultural workforce has its advantages and disadvantages. It is esse ntial, especially in the hospitality industry, to engage in culturally diverse recruitment, as it enhances understanding and communication with the customer base, makes organizations more flexible and innovative, helps attract and retain talents and simply have a positive image of social office in the media.Although it is associated with some drawbacks, such as increased costs of training, conflicts and misunderstanding among the employees, executives and researchers conceive that building diversity in a company lead it to a competitive advantage. It has been shown, however, that simply employing diverse workforce is not enough strategies for correct recruitment, retaining and training employees are necessary to reap the benefits. It is important to attract and select the right candidates through methods which do not affect their cultural background.In order to do so both internal and external measures need to be taken. Externally, it is important to clarify the reasons why cultur al diversity is pursued in an organization, utilize the correct media channels. From inside the companies it is required to clearly state and create understanding of how cultural diversity in the organization benefits it intangibly and financially sort of than because it is the right thing to do. It is also important to keep in mind the managements efforts towards quality staff recruitment and to moderate on the diversity policies on an ongoing basis.Another issue is the regular need to lead managers and employees to international assignments. During these tasks there is a high probability of culture shock chance to traveling individuals without appropriate preparation. The resent research in psychology has revealed several ways of predicting successful adaptation to the international assignments. High scores in factors such as emotional intelligence were found to be able to forecast quick overcoming of culture shock and reducing the threat of rejecting assignments/withdrawal.F urthermore, it is possible to test the approximate correlations between the culture of destination and the personal habits of an individual using the psychometric tests. Overall, there are many strategies and methods to managing workforce diversity, but only careful and sophisticated organizational culture and schematic policies can lead to the highest levels of rewards it can bring. As long as the concern about multicultural staff is genuine, is communicated extensively and is perceive to be true, it will grant great competitive advantage.Bibliography Aghazadeh, S. (2004). Managing Workforce variety as an Essential Resource for Improving organisational process, International Journal of Productivity and Performance Management. e-journal 53(6), pp. 532-531. Available Through Emerald http//www. emeraldinsight. com. ezproxy. derby. ac. uk/journals. htm? issn=1741-0401volume=53issue=6articleid=1509196show=hypertext markup language Accessed 21 March 2013 Bajawa, A. and Woodall, J. (2 006).Equal Opportunity and Diversity Management Meet Downsizing A Case Study in the UK airline Industry, Employee Relations. e-journal 28(1), pp. 46-61. Available Through Emerald http//www. emeraldinsight. com. ezproxy. derby. ac. uk/journals. htm? issn=0142-5455volume=28issue=1articleid=1535132show= hypertext mark-up language Accessed 21 March 2013 Baum, T. , Dutton, E. , Karimi, S. , Kokkranikal, J,. , Devine, D. and Hearns, N. (2007). ethnical Diversity in Hospitality Work, Cross Cultural Management An International Journal.