Descriptive Essay Essays (492 words) - Fence, Perimeter Security

Descriptive Essay Hemingway the Cat I'm king of the world, he said, but all we heard was Meow. He was a funny big fat cat. Dad had named him Hemingway. Just fine by him, he was a fat hunter, a hissing fighter and king of all he did. I was only ten and had no knack for names. So the powers of the house named him what they did. Every morning as I rushed out the door, Hemi would give me a sharp look and run to the open window over the sink. There nearly missing mom's wild flower pot, he jumps to the back fence and starts his day. Buck my neighbors mutt out back always waits to scare him, he barks as Hemi runs over the wooden fence tops. Hissing at the dog, I'm king of the world and moving on with his tail in the air. Dad told me once it meant Hemi was signing bite me to all he did that to. Along the wooden fence tops of those mid-income homes he rushed like a car on the highway, only slowing down at intersections to choose a new road. Six pine trees, five mean dogs, four caged birds, three backyard play-sets, two plastic pools, and one rusted rooster wind-dial on the top of old Mr. Millers house. There up high on the roof of that third story house he was king. That was home of the pigeons; from there he could survey his kingdom and watch over the road in front of my school. I saw him there everyday, he pretended not to notice me. But I knew he was there to watch over me. *From his rooftop torn he surveyed his fence top roads and teased pegged leg pigeons in between naps. He slept with one eye opened and listened sharply to the fall leaves as they dried over head in the neighborhood trees. I think he lost all day up there just being- a cat. Awaken by the school bell, he would reluctantly stretch up to stand. Front legs, neck, back, hips, rear legs, and tail, then he jolted back and into character. He would over step the broken feathers and anything else there was and jump down to the leaf gutters and head back down the ever familiar road. One stone frog, two picnic tables, three unrolled garden hoses, four plastic pin wheel flowers, five open windows, six hanging plants later and he was home. He rushed in through the open kitchen window. Every after noon I would come home to the barking of that next door mutt as Hemi would step in, jump and he would sit on his spot on the kitchen table top. I would pet him and give him his saucer of warm milk. His day was done, and I would sit at the table daydreaming about a cat's life. I'm king of the world, he would say. English Essays

The Pelican Brief Essays

The Pelican Brief Essays The Pelican Brief Paper The Pelican Brief Paper The pelican brief. „The pelican brief† is the 3rd novel written by John Grisham in 1992. Most of his novels are about lawyers and so is this one. I could say that this book is definitely the one with most action in it, because the storyline is based on major government cover-up. One aspect of this book is its theme. The main theme of this novel is large-scale conspiracies in America. The author shows us the dark side of political and economical impact and its importance in the same time. The story starts out with two Supreme Court Justices murdered for no apparent reason. The main character is a young law student, named Darby who gets drawn apart in the deeps of political conspiracies by writing a brief in witch she reveals her theory of conspiracy. It was a shot in the dark for Darby, a brilliant guess, which appeared to be true and that’s the main reason why she becomes a target for a big business and political giant- Victor Mattiece, who murders Darby’s friend Thomas Callahan and Gavin while the young student tries to run to earth the evidence against Victor Matice. Darby have to deal face to face with the political corruption, trying to get evidence against the persons involved in these crimes. Throughout the novel her struggle with guilt and pain is blowing up , as well as her fear. The author shows how hard it is to be alone against all system of bureaucratie. To some this may seem ironic that a young female law student can so easily write a brief, that turns out to be the only document that can cover up such a large-scale corruption, but that is not the point. The idea is to show political system problems in general. In my opinion the author ties to show us that they are more interested in golf than a major government crisis, and choose to let others worry about it. Step by step the young law student and her friend Gray debunks a shifty cover-up, made by the most prestigious men in the country. In the end of the book Darby lies in the beach feeling slightly free from all troubles she have lived thought. The second aspect of â€Å"The Pelican brief† is it’s style . The author’s language is quite pleasant, he writes in the 3rd person. The interest aroused quite quickly, because of the unexpected turn in the very beginning . I could say that it is hard to follow the storyline if you have missed some events, because the story is fast mooving. The final aspect of â€Å"The Pelican brief is its value. The story has an influence on reader it made me think about who you can and cant trust, and also showed some skills of being sharp. I think John Grishams goal while writing this novel was to strike suspense, fear, happiness, and enjoyment into the reader in the same time.

Globalised Education Essay Example | Topics and Well Written Essays - 250 words

Globalised Education - Essay Example It is a process in which both the teacher and learner learns, developing transferable skills and knowledge that can be applied to competitive markets where knowledge and information are being traded as a commodity. Means like computers and internet, have a given a new face to the process of education. The globalised education had brought up many issues also while evolving as a lifelong learning and training process, and the poster strives to reflect these aspects. The significance of the poster is that it focuses on the importance of globalised education. Especially the quote *"Students cannot be effective in tomorrow's world if they are trained in yesterday's skills" is noteworthy in that it emphasizes the role of globalised education in moulding the future generation. (Francis, et al. 2000). The poster intends to promulgate the idea that for a better, result -oriented future, the teaching and learning process should be built on a global consideration. To establish a balanced impression, the poster also endeavours to provide a critical view of globalised education by drawing the attention of the viewers towards the disadvantages of globalised learning.

Marketing Research Paper Example | Topics and Well Written Essays - 500 words - 5

Marketing - Research Paper Example uyer, because the seller is denied an opportunity to enjoy the fruits of their labor and ideas while the consumer is deceived into purchasing products they did not intend to purchase, thinking they were the original ones. Do not harm: this means avoiding introduction of counterfeit products that can cause loss to companies that have invested their resources in producing their superior quality products and spent years on end developing their brands. Foster trust in marketing system: production of knock-off products goes against the principle of fostering trust with the competitors because it is done in bad faith and it is also against the law. This also negates trust because it entails undertaking of deceptive product design, pricing, delivery and communication (Kotler & Keller, 2009). Embrace ethical values: production of counterfeit products goes against building of relationships and enhancing consumer confidence, transparency, and respect because they are forced to purchased goods they did not intend to purchase. The gap model of service quality is a customer satisfaction framework that addresses five major gaps that organizations experience when trying to meet their customer requirements, while service quality addresses anything that makes quality of services appealing to the customers. I recently experienced organizational relationship marketing when I visited a restaurant to purchase fast foods. The restaurant attendant treated me so warmly that I felt that I should stick to that particular restaurant whenever I needed to purchase fast foods. This included use of hospitable language, high standards of catering etiquettes and other treatment that made me feel like I am a worthy or a highly valued customer (Kotler & Keller,

Post Traumatic stress diorder in Soldiers Research Paper

Post Traumatic stress diorder in Soldiers - Research Paper Example ..10 Cognitive Behavioral therapy†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.11 Support groups and Family therapies†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..11 Conclusion†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..12 Abstract Post-traumatic stress disorder is an acute mental disorder that falls under the category of anxiety disorders according to the DSM-IV TR (Diagnostic Statistical Manual of Mental Disorders). The substance of this prose assesses the symptoms, background and the intensity of the problem in soldiers and Veterans. This qualitative analysis of the disorder not only defines the perceptions of the disorder but a lso discusses how the sufferer cope with the symptoms and how the symptoms and behavior exhibited by the sufferer may be transmitted in their children, that significantly hampers the child’s functioning. ... The disorder can be triggered in any individual and the most common incidents that can give rise to this problem are rapes, domestic violence or violent death of a loved one; in other words any incident that threatens the psychological or physical integrity of the individual. There are millions of factors that contribute to exacerbating the symptoms experienced by the sufferer; however, there is a significant amount difference between the vulnerability of each individual and factors such as self-efficacy, self-esteem, personality and the social support that an individual has that plays an important role in how the symptoms are exhibited by the individual. Eminent researchers Davidson and Mellor (2001) noted that children of PTSD victims were likely to exhibit the behavior exhibited b y the client and the impact is extremely pervasive They stated, â€Å"Symptoms in their children, including lower self-esteem, higher disorder rates and symptoms resembling those of the traumatized pare nt† (Hunter, 2001, p. 345). Therefore, it can be argued that there is a genetic diathesis involved that regulates the vulnerability of the individual effectively and also shows that the symptoms can have detrimental repercussions on the people around them. Researchers have also discovered that these effects are more pronounced on people who have witnessed combat that is soldiers and veterans. Military services have offered therapies and various programs to help and screen individual to check the impact of the violence that the client experienced on the battlefield. There is a repertoire of symptom that the individual experiences after serving in the army and this is vastly due to the

Reflections on Department of Human Resource Management

Reflections on Department of Human Resource Management I did my internship at the Human resource department of Metro Hi-Tech (Pvt) Ltd in Gujrat. I spent six weeks in this department. Where I learnt how practically worked in Human resource Department. In Metro Hi-Tech (Pvt) Ltd the Human Resource Management department was established in November 2004. I worked under HR officer Mr. Aftab Butt, Payroll officer IR officer MR. Ali Raza. In this department I worked with every designation member and analyzed, observed and learned about the responsibilities and activities associated with them. Lets talk about one by one. HIRERCHY OF HUMAN RESOURCE DEPARTMENT: Head: Human Resources Administration: Mr. Anwar Murad Human Resource Officer: Mr. Aftab Butt I.R Officer and Payroll Officer: Mr. Ali Raza Admin Officer: Mr. Asad Shah Admin officer (Lahor): Mr. Javed DEPARTMENT OF HUMAN RESOURCE MANAGEMENT I did my internship at the Human Resource department of Metro Hi- Tech (Pvt) Ltd in Gujrat. I spent six weeks in this department. Where I learnt how practically worked in Human resource Department. In Metro hi-tech the HRM department was established in Nov 2004. I worked under HR officer Mr. Aftab Butt, Payroll officer IR officer Mr. Ali Raza. In this department I worked with every designation member and analyzed, observed and learned about the responsibilities and activities associated with them. Lets talk about one by one. 2.1) Human Resource Management: Human resource (or personnel) management is getting things done through people. Its an essential part of every managers responsibilities, but many organizations find it advantageous to establish a specialist division to provide an expert service dedicated to ensuring that the human resource function is performed efficiently. People are our most valuable asset is a clichà © which no member of any senior management team would disagree with. Yet, the reality for many organizations is that their people remain Under valued Under trained Under utilized Poorly motivated, and consequently Perform well below their true capability Objectives of Huamn Resource Department: The main objective of the department is To hire the best candidate who best fit for job along with the organization and in this way increase the work effectiveness and efficiency of the whole organization. FUNCTIONS AND RESPONSIBILITIES OF HR DEPARTMENT IN Metro Hi-Tech (Pvt) Ltd. HR department of Metro Hi-Tech (Pvt) Ltd performs below mentioned functions. FUNCTIONS OF HR DEPARTMENT Man Power Planning Job Analysis Recruitment Selection Orientation Training Development Compensation Performance Appraisal Development of Forms New Employees Registrations Scholarships Terminations Legal Applications Resign Arrangements Wages Register Holiday Register Attendance Register Marriage Grant Advances Attention Cards Advance Record Salary Slip Distribution Guest Arrangement Hotels Reservations Entertainment Employees Record Keeping Resignations Final Settlements Death Grants Travel Expanse Claims Pension Cases Leaves Encashment Bonus Working Medical Bills Claim Disable Claim Group Insurance Daily Attendance Over Time Calculation Leave Applications Record Keeping Gratuity Calculation Salary Verification Group Insurance 4Functional Overview: There are four functions which are being performed under the Human Resource department of METRO Hi-Tech, it includes Huamn Resource planning, recruitment and selection IR Compensation and Reward Administration HRM Planning, Recruitment and Selection: The Human Resource planning, recruitment and selection process is done under Huamn Resource officer Mr. Aftab Butt and I worked with them and learned about the responsibilities and activities associated with them. He is the person who assists Manager Huamn Resource in hiring procedure and assessment methods e.g. designing job advertisements, developing competency criteria and effective selection process in coordination with different departments, carry out orientation of employees in junior management cadre and workers. And carry out any other job to meet organizational objectives. For this planning is the most important function. Planning: The penalties for not being correctly staffed are costly. Understaffing loses the business economies of scale and specialization, orders, customers and profits. Overstaffing is wasteful and expensive, if sustained, and it is costly to eliminate because of modern legislation in respect of redundancy payments, consultation, minimum periods of notice, etc. Very importantly, overstaffing reduces the competitive efficiency of the business. Planning staff levels requires that an assessment of present and future needs of the organization be compared with present resources and future predicted resources. Appropriate steps then be planned to bring demand and supply into balance. Thus the first step is to take in METRO for planning is satellite picture of the existing workforce profile (numbers, skills, ages, flexibility, gender, experience, forecast capabilities, character, potential, etc. of existing employees) this picture shows the existing rate of supply and what will be the demand of employees to meet the future needs Future staffing needs will derive from: Sales and production forecasts The effects of technological change on task needs Variations in the efficiency, productivity, flexibility of labor as a result of training, work study, organizational change, new motivations, etc. Changes in employment practices (e.g. use of subcontractors or agency staffs, hiving-off tasks, buying in, substitution, etc.) Variations, which respond to new legislation, e.g. payroll taxes or their abolition, new health and safety requirements Changes in Government policies (investment incentives, regional or trade grants, etc.) At the end the supply schedule is compared to the demand which shows that employees are either understaffed, overstaffed or according to the needs of companies. If employees are understaffed then company will perform recruitment function and hire new employees, and in case of overstaffing the company will perform downsizing. And at this time the rate of downsizing in Metro is 10% from every department. Recruitment: Recruitment and selection process is a very important part of staffing. Every company whatever their length should follow the recruitment and selection policy. To achieve any companys objective, qualified personnel are needed to be ensured at all level in an organization. In Metro Hi-Tech I learnt how the recruitment process was done. Recruitment of staff is preceded by an analysis of the job to be done (i.e. an analytical study of the tasks to be performed to determine their essential factors) written into a job description so that the selectors know what characteristics applicants must possess, what qualities and attitudes are desirable. Recruitment Process: In Metro Hi-Tech these steps are taken to recruitment process: A vacancy arises, sometimes this is due to the creation of a new job, on other occasions it may be because an existing member of staff has been promoted or is retiring. The job description is updated and an employee specification is written. The job description lists the duties of the job whilst the employee specification gives details of the experience, skills and abilities needed to carry out the job. A vacancy advertisement is written and is circulated via news papers, internet recruitments sites like Pazee.com, and employee referrals are also a major source in metro. Application forms are sent out along with copies of the job description and employee specification and must be returned on or before the closing date that has been set. A shortlist is compiled of applicants who are going to be invited to attend for interview. This is done by the recruitment panel that compare each application from with the requirements of the employee specification, Interviews are held. The panel will use the same set of questions with each interview. The interview may include a selection test. Sources of Recruitment: The main sources of recruitment in metro are Internal promotion and internal introductions (at times desirable for morale purposes) Web based recruitment. Employee referrals. Advertising. Job Description: A job description is a key document in the recruitment process. The job description must be produced for every vacancy and drafted prior to taking any other steps in the process. It indicates the potential candidates the range of duties and responsibilities of the post. It is used during appraisal to help evaluate the performance of an individual. It is a tool for performance management to ensure that the post-holder is fulfilling the appropriate duties to a required standard. I learnt how done job analysis and develop job description in metro. Selection: Effectively, selection is buying an employee (the price being the wage or salary multiplied by probable years of service) .in Metro hi-tech the selection is done by internal experts. Interviewing is carried out by individuals (e.g. supervisor or departmental manager), by panels of interviewers or in the form of sequential interviews by different experts and can vary from a five minute chat to a process of several days. Selection Process: In Metro after a substantial amount of applications have been received, the line and the HR managers again work together to shortlist the applications. This is done by carefully going through all the application and by giving different weightage to the following criteria: Quality of early schooling Grade obtained Extra Curricular activities Overseas travel and education Age Target University Relevant experience The HR Department then issue call letters to the short listed candidates along with blank application forms by Date, time and venue for the preliminary interview is advised and candidates are asked to bring along completed application forms. A two-member panel of HR and line management carries out competency-based interviews focusing on functional skills and managerial and supervisory skills. After the preliminary interview is cleared people applying for different jobs are tested in different ways. The following management competencies are assessed by a panel of cross functional assessors In the case of management selection: Communication skills Resource management Rational decision making Influencing Creative thinking Business development The Huamn Resource department is responsible for overall administration. The Huamn Resource department provides details of remuneration package and terms and conditions of service. The department also prepares appointment letter, service agreement and finalizes other documentation for service record. Grading Criteria of Employees: 1: Manual Workers: Helpers: they are non graded persons Semi skilled workers: after getting some training the helpers are promoted to this grade Skilled workers: semi skilled workers are promoted to this grade after getting some more technical training in their area 2: Supervisory Grade: Skilled workers having two years experience are promoted to supervisory grade. it includes three grades S1 Junior supervisor S2 Supervisor S3 Senior supervisor 3: Executive Grades: Employees from supervisory grades are promoted to executive grades only when they enhance their qualification according to the requirement of the job. They include E1 Junior executive E2 Executive E3 Senior executive 4: Managerial grades: In managerial grades there are different requirements. It includes five grades which are following M1 Assistant Manager (master degree or MBA, 2/3 years experience) M2 Deputy Manager (master degree or MBA 5 yrs experience) M3 Manager (master degree or MBA 8years experience) M4 Senior Manager (master degree or MBA 10years experience) M5 General Manager (master degree or MBA 15years experience) GRADING CRITERIA Grade (M) M Grade leads to the managers. There are 5 categories in M Grade. Designations according to grades are as follows; Grade Designation M5 General Manager M4 Senior Manager M3 Manager M2 Deputy Manager M1 Assistant Manager Grade (E) E Grade is used for Executives. There are three categories in E Grade. Designations according to grades are as follows; Grade Designation E3 Senior Executive E2 Executive E1 Junior Executive Grade (S) Supervisors are granted Grade S. There are 4 categories in S Grade. Designations according to grades are as follows; Grade Designation S3 Senior Supervisor S2 Supervisor S1 Junior Supervisor Employee Evaluation: One of HR officer responsibility is to assist Manager HR for the implementation of Performance Appraisal System (MBO) according to company policy. And to issue Annual Performance Appraisal Forms to concerned In-charges; follow-up and maintenance of appraisal record. After the performance appraisal maintain personal files of all employees. To working with HR officer I learnt how the employees are being appraised and how the record was maintained An organization needs constantly to take stock of its workforce and to assess its performance in existing jobs for three reasons: To improve organizational performance via improving the performance of individual contributors To identify potential, i.e. to recognize existing talent and to use that to fill vacancies higher in the organization or to transfer individuals into jobs where better use can be made of their abilities or developing skills. To provide an equitable method of linking payment to performance where there are no numerical criteria (often this salary performance review takes place about three months later and is kept quite separate from 1. and 2. but is based on the same assessment). In metro Hi- Tech appraisal is done on annually basis. Appraisals category in Metro hi-tech: There are four categories for appraisals in metro which is following. Appraisal category Definition of category % Of total numbers of employees which can be rated in this category 1.outstanding Indicates exceptional performance 20% 2.very Good Indicate performance that consistently meets the requirements of the position, very good indicates the individual is on track for advancements 16% 3. Good Indicated performance that requires improvement (i.e. meet requirements without initiative or advancement) 8% 4. Basic Performance to be improved (hardly meets requirements) 5% Sources of Performance Appraisal: In Metro the primary sources of performance appraisal are the managers or supervisors. There are used different appraisal forms for supervisors, managers and executives according to their jobs levels and competencies regarding their work. 2.4.2) Compensation and Reward: As internee I did work with Payroll and IR officer Mr. Mohsin Shahzad. their responsibilities are as following; To process the provident Fund Loan of workmen. To prepare daily attendance report. To prepare salary sheet for both divisions. To extract desired information from salary sheet for various purposes. To calculate bonus for both divisions. To verify attendance of both divisions and prepare late attendance report on daily basis. To maintain attendance record of all the employees. To maintain overtime record of all the employees. To maintain record of leaves of workers and staff. To maintain record of advances given to employees of both division. To carry out any other job to meet organizational objectives. I learnt their reward and compensation process. Different rewards that are given to employees by the company and how the record was maintained how fill the forms about the reward category. And also learnt their compensation process how the employees and workers are being awarded. How maintain relation with employees within the departments and outside the departments. To retain good staff and to encourage them to give of their best while at work requires attention to the financial and psychological and even physiological rewards offered by the organization as a continuous exercise. The compensation and reward program is controlled by payroll officer working under head of human resource. Payroll software is used in metro hi-tech to enter and control the pay of employees. They are more concerned about the financial rewards for the motivations of employees but they dont use any non-financial rewards. Financial rewards include bounces, group insurance, car schemes, provident fund scheme, medical policies, and TA/DA policy. 2.4.2.1: Salary: The compensation includes the basic salary of employees. This salary is decided by the job evolution and market surveys. Then it is bargain with the employee at selection time which results in the basic pay for that job. Mode of payments is different for graded and non graded employees. Payments are made to graded employees through banks on monthly bases according to the terms and conditions of contract and to non-graded workers salary is paid through cash. Allocations of remuneration: Managerial category: Basic salary 67% of gross salary House rent 40% of basic salary Utility allowances 10% of basic salary Non-managerial category: Basic salary 62.5% of basic salary House rent 40% of basic Utility allowances 10% Food allowances 10% 2.4.2.2: Bounces: Bounces are given on the basis of given salary. Bounces are 67% of the basic salary. 2.4.2.3: Provident fund scheme: According to this scheme 10% of basic salary of employee is deducted and same amount is added by the employer is put in the saving account of employee. The lump sum amount is provided to employees after his retirement. 2.4.2.4: Group insurance: Its a state life insurance for the death of employee during its job life. It is usually 2 lac rupees. 2.4.2.5: Car scheme: Car scheme are offered to only those employees who are working for managerial positions. This scheme for different managerial levels are Mehran to M1 and M2 Cultus /city to M3, XLI GLI to M4. Honda Civic to M5 (40% of book value is paid by employee in 60 installments) Fuel Policy: Free fuel or the CNG of the same amount is provided to managers 115kg to M1 145 to M2 175 to M3 225 to M4 250 to M5 2.4.2.6: Medical policy: Metro provides Medical facilities to employees and their family for OPD and Hospitalization. In OPD (Out Patient Door) policy allowances for supervisory grade are 12000, for Executive grades are 20,000, and for Managerial grade are 30,000. In case of hospitalization the whole expense of hospitalization is beard by company. 2.4.2.7: Loans: Temporary loans: temporary loans are one month salary in advance. Permanent loans: it includes loan more than one month salary and have to be returned in six installments. 2.4.2.8: TA/DA policy: Grades TA DA M1 5r/km 600/day M2 6rs/km 800/day M3 7/km 1000/day M4 8/km 1200/day M5 10/km 1500/day 2.4.2.9: Business cards: All HODs are eligible for business cards .they may request for 200 cards at any point. 2.4.3): Administration The work of admin officer is to control transport, maintenance, security management requirement and scraps. 2.4.4): Industrial relations: The responsibilities for IR officer are To maintain proper record of Employee Old Age Benefit ( Registration, Monthly contribution, Pension claims) To prepare documentation pertaining to Social Security Institution. To process workers applications relating to Marriage Grant and maintain their record. To handle all cases related to Scholarship of employees children, maintain record and follow up. Responsible for keeping liaison with the Government Labor Welfare Department, legal advisor in legal matters and whenever necessary official of the district administration of their public utility departments. To participate in domestic enquiries, to produce documentary evidence on behalf of company representative. To arrange Group Insurance of employees and prepare updated list of all employees, to lodge disability and death claim etc. To prepare updated list of employees members of Provident Fund Contribution Scheme. To prepare the list of employees applied for permanent advance update its record in coordination with payroll Administrator. To verify attendance of both division. To assist Pay Roll Officer in salary preparation. To update record related to statutory requirement. To arrange EOBI cards of employees within time and to arrange monthly contribution. To arrange new Social Security Cards and renewal of cards at the earliest opportunity. To maintain smooth relationship with all workers of the company. To carry out any other job to meet organizational objectives. Good industrial relations, while a recognizable and legitimate objective for an organization, are difficult to define since a good system of industrial relations involves complex relationships between: (a) Workers (and their informal and formal groups, i.e. trade union, organizations and their representatives) (b) Employers (and their managers and formal organizations like trade and professional associations); (c) The government and legislation and government agencies l and independent agencies like the Advisory Conciliation and Arbitration Service. Oversimplified, work is a matter of managers giving instructions and workers following them but (and even under slavery we recognize that different managing produces very different results) the variety of forms which have evolved to regulate the conduct of parties (i.e. laws, custom and practice, observances, agreements) makes the giving and receipt of instructions far from simple. Two types of rule have evolved: Substantive, determining basic pay and conditions of service (what rewards workers should receive); Procedural, determining how workers should be treated and methods and procedures. I worked for filling the documents relating to the induction. I filled the payroll entries which is the basic documentation. And learnt how to include new inductions in payroll which is done through HR. and also seek how made salary sheets in the end of the month During work under Mr. Aftab butt he assigned an task to create any job vacancy for metro hi-tech. So I create job vacancy for telephone operator and describe the need of telephone operator which is following. Metro Hi-Tech Telephone Operator in Gujrat The ingredients of the implementation plan are. Need/problem at the branch. Qualities of a telephone operator Benefits of a telephone operator. How the need created and companies staff decision. Need problem at the branch. Every organization has some problems. Metro has the problem of telephone operator. It can save the precious time of not only manager but other staff as well. On the other hand companys communication system was not doing well overall. Therefore as an internee I felt that there should be a telephone operator who can easily handle this situation. Benefits of the telephone operator It saves precious time of the manager and staff members. It saves the time of the customers. Creates good impression on the customer. Communication within the company. Communication of company with outside enhances. How the need was created The need for telephone operator was created because the staff members would have to leave their work and attend the telephone but sometimes it would be a wrong call, others call or the calls which they wanted to avoid this would not only waste their time but also affect their performance a great deal. Therefore they think its useful to have a spare person for this facility. CRITICAL ANALYSIS Metro Hi Tech have all the departments working and also have got sufficient man power available in terms of quantity a part from human resource department. In the whole organization there are quite good enough experienced human resource available, who are motivated fresh and committed again except human resource department. There is autocracy in organization but still rests of the employees are taken into consideration while making any decisions but partially. CEO of Metro Hi Tech have got strict attitude with employees. He takes an adequate part in daily operations done by management team. Culture of the organization is very learning. Employees tend to help each other they dont feel fear of inferiority by telling or helping. They have flexible culture regarding timings but still everyone has to complete ones working hours. About other rules and regulations they have strong culture each and every thing is communicated to every employee. Coordination among departments has been on the better side in the whole period of mine as an internee. But there is overlapping in departments, which is causing some problems. Organization has very good sales and marketing department with experienced and qualified staff that is why their customer service department is very strong and takes care of customer. Rest of all department are also working properly they all have sufficient quantity and quality of employees but there are two departments about which I recognize that there is problem in terms of quality and quantity of employees, those departments are purchase and human resource department. In purchase department they have sufficient quantity but they have unskilled department because they dont know how to use computer because they have to do a lot of work on computer. Where as in human resource department they have many problems to face some of them are internally caused and some externally. Internally factors are that there is overlapping in human resource department they have insufficient quantity and quality of staff. There are tow retired employees are working whos performance, motivation and commitment is on the lower side and they are very lazy in their work which is disturbing whole coordination of the department. Secondly there is need of at least one employee in human resource department because they have loads of work to do and often fail to meet the assignments. So there is need of fresh blood. Externally factors are stopping them to perform all the human resource functions e.g. training and development of employees, organization doesnt have strategic focus about training and development of employees although human resource department wants to do but top management doesnt. That is reason they have lost many experienced and qualified emp loyees in the past. Another problem is that all the promotions are done on the basis of references and favoritism although they have very good policy of performance appraisal. There is another problem which is that they must have to have their HRIS (Human Resource Information System). They are maintaining their record on MS EXCEL but they must have HRIS to maintain skills inventories. In their workplace area to avoid conflicts between workers they have made a policy which name is supervisory system. They have appointed supervisors to groups who work as moderators. Recommendations: Following are some recommendations for Metro, which we personally feel can be useful for the organization, its employees and the customers. And which helps the organization to improve its effectiveness and efficiency in highly competitive world. The Human Resources should take less time in recruitment and selection. There should be training centers for employees and workers. In training refreshing courses should be adequate and more frequent. Advanced training should b given to employees which enhance their skills. Human Resource Department may advice and train employees for one window operation in order to reduce the time and conserve the resources. Executives and employees should be trained on continuous basis to give them knowledge about the current market trends and new marketing concepts. The promotional criteria by the Human Resource Department should be defined and be as per rules. The proper and competitive evaluation of the methods and procedures adopted by other competitors will enhance the performance of Human Resource Department. Metro should use 360 % appraisal and potential appraisal process to evaluate employees. This is the era of Information Technology. The functions and procedures of the Company should be converted from manual to the automatic. It will enhance the performance of the Human Resource Department and ultimately of the company Human Resource Department should allocate resources for this purpose. Pay packages may be revised in the light of profit earned by the organization. Metro has a formal environment which can be changed to more relax and friendly environment. To establish core competence and to bring competitiveness, metro should implement numerous effective plans to improve the performance of its various departments. Supervisors must manage employee performance well in order for Metro to accomplish its mission and achieve its goals. There should be effective communication system .Establishing and maintaining effective communications with each Employee not only requires good oral and written communications Skills, but it also includes the ability to establish good working Relationships. To communicate effectively with employees, Supervisors must establish an environment that promotes an open Door atmosphere, the sharing of ideas, and employee involvement in decision making processes. When HR manager is going to prepare job description must get information about work to employees it is easy for employees to do work effectively. Employees should be known that what is expected to them and how it will be measured. So KPAs and performance measures should be well communicated to employees.

Female Genital Mutilation :: Female Circumcision

Female circumcision, better known as Female Genital Mutilation, is an ugly monster finally rearing its head from out of the depths of time. It can attack a girl at any age, with a little prompting from her society, and the aid of an unsuspecting human wielding the knife. Usually, it is performed from a few days after birth to puberty, but in some regions, the torture can be put off until just before marriage or the seventh month of pregnancy (Samad, 52). Women that have gone beyond the primary level of education are much less likely to fall victim to the tradition ("Men's...", 34). The average victim is illiterate and living in a poverty-stricken community where people face hunger, bad health, over-working, and unclean water ("Female...", 1714). This, however, is not always the case. As one can see in the following story of Soraya Mire, social classes create no real barriers. Soraya Mire, a 13-year-old from Mogadishu, Somolia, never knew what would happen to her the day her mother called her out of her room to go buy her some gifts. When asked why, her mother replied, "I just want to show you how much I love you." As Soraya got into the car, she wondered where the armed guards were. Being the daughter of a Somolian general, she was always escorted by guards. Despite her mother's promise of gifts, they did not stop at a store, but at a doctor's home. "This is your special day," Soraya's mother said. "Now you are to become a woman, an important woman." She was ushered into the house and strapped down to an operating table. A local anesthetic was given but it barely blunted the pain as the doctor performed the circumcision. Soraya was sent home an hour later. Soraya broke from her culture's confining bonds at the age of 18 by running away from an abusive arranged marriage. In Switzerland, she was put in a hospital emergency room with severe menstrual cramps because of the operation. Seven months later, the doctor performed reconstructive surgery on her. Now in the U.S., Soraya is a leading spokeswoman against FGM (Bell, 58). In addition to being active in the fight against FGM, she is a American filmmaker. She has come a long way. Being well-educated about the facts of FGM also brings to light the ugly truth. "It is happening on American soil," insists Soraya. Mutilations are occurring every day among innigrants and refugees in the U.S. (Brownlee, 57). Immigrants have also brought the horrifying practice to Europe, Australia, and Canada (McCarthy, 14). Normally, it is practiced in North and Central Africa ("Men's.

Mental Health and the Prison System

Who are the victims of mental health and how they are treated within the legal and prison system? Mental health or mental illness, base on the question, ‘is concern with illnesses of the mind, or with treating illnesses of the mind.’ (Longman, p.890) These illnesses, which affect the mind, create hallucinations that can lead the people who suffer from them to cause harm to the innocent people who fall victim to them. According to the Longman dictionary, the word ‘victim’ refers to ‘someone who has been attacked, robbed or murdered’. (Longman, p.1593) It can also refer to someone who suffers because they are affected by an illness. In January 1999, a young woman was pushed from behind, in front of a New York City subway train, to her death. Her murderer was a mentally ill patient who had refused to consume his medication. This young woman’s name was Kendra Webdale and the Kendra’s law was named after her. She was considered a victim of mental health. There are many other cases who were fall victim to these illnesses. Due to their mental illnesses, many people questioned whether these ‘criminals’ should be charged and face the consequences or should they be treated in the hospital for the mentally ill under strict control and supervision. They are being view as the victims of the mental health for the reason that they are not in their ‘right’ minds to judge. This occurs because they are suffering from the illness affecting their mind. Looking from the patients’ point of view, they are undergoing a lot of stress due to their conditions as they have fears that they are not accepted by the family, friends and society. With the stress they are undergoing, they might not be able to face the fact and would not want to take their medication. This had led to intervention of the legal system to control the situation. According to Kendra’s Law, a procedure has to be followed for obtaining court orders for certain individuals with mental illness to receive and accept assisted outpatient treatment (AOT). (Office of Mental Health, 2006) The mentally ill individual who can qualify for AOT must be at least 18 years old and shows a sign of being incapable of surviving on his own. In view of the concern that the patient may do serious harm to others in the society, an AOT is more likely to benefit him. The request for AOT can be done by the parent, spouse, sibling, director of a hospital, licensed psychologist or a probation officer. However, there are some lawyers who contest that the law will only serve to violate the patient’s process protection. In addition, many wonder if the implementation of this law is strong enough to force a person to take medication. There is always the possibility of the patient having tried to seek treatment but failed. As such, the government should not simply laws to force the taking of medication but for the state to provide medication as well. In the case of the prison system, there has been a significant increase in the number of inmates who are found to be severely mentally ill. Despite the increase in the number of inmates, the medical treatment necessary for this group of inmate did not increase. Moreover, the staff handling them are not properly trained and thus, many of these inmates are being victimized in the prison cells due to their disorganized speech and behaviour. Their inability to communicate well with others may in turn antagonize their officers or fellow inmates. In conclusion, the victims of mental health do not necessarily refer to only the ones suffering from the illness but those who are indirectly affected as well. The patients should be given proper and better treatment and the society should also be educated on how these patients need to be treated in order to survive in the society. Bibliography 1.  Ã‚  Ã‚  Ã‚  Ã‚   Harold E. Shabo. 2001. Social Costs: Criminal Justice and Mental Health System Gaps which Contribute to the Criminalization of Mentally Disordered Persons. California. 2.  Ã‚  Ã‚  Ã‚  Ã‚   Longman. 1999. Longman Dictionary of Contemporary English: International Students Edition. Pearson Education Limited. Spain. 3.  Ã‚  Ã‚  Ã‚  Ã‚   Office of Mental Health. 2006. An Explanation of Kendra’s Law. 4.  Ã‚  Ã‚  Ã‚  Ã‚   About: Mental Health. 2006. Forced Mental Treatment has a Place.   http://www.mentalhealth.about.com/cs/schizophrenia/a/commit204.htm 5.  Ã‚  Ã‚  Ã‚  Ã‚   Mental Health Services. 2006. Bureau of Mental Health Services. http://www.drc.state.oh.us/web/mentalhealth.htm

Steps Of Concept Analysis Example

Steps Of Concept Analysis Example Steps Of Concept Analysis – Coursework Example Steps of Concept Analysis Care is an important facet of nursing. This is because caring takes place in almost all moments a nurse comes into contact with the patient. It is significant to note that caring can "happen without curing, but curing cannot take place without caring" (Fawcett, 2012, p. 121). It is in this regard that nurses should apprehend the ingredients of caring. In order to analyze the concept of care, a nursing researcher ought to adopt the Walker and Avant (2005) model of concept analysis. In order to analyze this concept, the second step will involve determination of the purpose of the analysis (McEwen & Wills, 2014). In this case, the primary objectives will be to clarify the meaning of caring and the facets of caring. The third step will involve identifying the uses of caring in strengthening the relationship between the nurse and patients and improving satisfaction among the patients. According to Townsend and Scanlany (2001), the fourth step will involve identif ying the defining characteristics. This will involve taking notes on the attributes that appear in numerous instances. The fifth step will involve the construction of additional cases such as borderline cases, related cases and contrary cases (Walker & Avant, 2005). The sixth stage will involve the identification of antecedents and consequences of caring. This stage will involve the identification of the events that occurred before identification of the concept (McEwen & Wills, 2014). This would be the behavior and relationships that existed between the nurses and the patients before identifying the need to examine caring and the facets that make up care in healthcare settings (Walker & Avant, 2005). The seventh stage will involve the definition of the classes of the actual phenomenon. ReferencesFawcett, J. (2012). Contemporary nursing knowledge (2nd ed.). Philadelphia: F.A. Davis.McEwen, M., & Wills, E. (2014). Theoretical basis for nursing (4th ed.). Philadelphia, PA: Wolters Kluw er/Lippincott Williams & Wilkins.Townsend, L., & Scanlany, J. (2001). Self-efficacy related to student nurses in the clinical setting: A concept analysis. International Journal of Nursing Education Scholarship, 8(1). doi:10.2202/1548-923X.2223 Walker, K.C. & Avant, C. K. (2005). Strategies for Theory Construction in Nursing. Norwalk: Appleton & Lange.

Westernization vs. Latin America essays

Westernization vs. Latin America essays Ever since Columbus sailed the ocean blue, in the famous year of 1492, the New world encountered new teachings and beliefs that challenged their traditional ones. Spanish conquistadors undertook a colonization of the Americas which would determine the fate of the indigenous population for centuries to come. After razing the existing American society, the Spaniards colonized the Americas and constructed a new society: a society full of Westernizing influences. The majority of the indigenous population of the Americas had preestablished beliefs and practices, and, consequently, clashed with the influences of Westernization. This can be seen in much of the exported Latin American conquest and colonial literature, and, in particular, the writings of Carlos Maria Bustamante in the early 19th century, and Rigoberta Menchu in the late 20th century. Both Bustamantes Proclamation 1820- The Malinche of the Constitution and Menchus I, Rigoberta Menchu express the struggle which indigenous cultures are experiencing as they try to maintain their native values and practices. Two facets of society greatly affected by Westernization were religion and education. Under the Encomienda System, natives were required to adopt the Catholic beliefs of the colonists. Although not technically in effect in the 19th century, this aspect of the Encomienda System lingered on. Albeit not wholly enforced, the Constitution that was in effect in the 19th century outlawed any repression of ones religious beliefs. In an effort to maintain indigenous cultural values and practices, Bustamante directly communicates the Constitution to the native population, and tells them the rights constituted to them. Among these rights, Bustamante writes, is the ability to perform religious dances in public sanctuaries without being fined. The latter is illustrated in a quote from The Proclamation..., ...

What is the most convincing ethical system Why Research Paper

What is the most convincing ethical system Why - Research Paper Example A person can select the option that is best for him or her. The best should be according to the person in hand, how he admits what he wants and desires and also what is important to him. When a person identifies what is best for him, and then comes the premise of the most convincing ethical system he should dwell in (Bishop, 2000). If we perceive capitalism to be the most convincing ethical system or the institute of ethics then we first have to define what capitalism is. It is theory of the law. It is that theory of law that constitutes of description of property rights of an individual. This means to determine and avert the conflicts. Conflicts arouse when human beings make irreconcilable decisions about some of the resources that are used in ways proposed most of the times. This Theory of Law relies on the acknowledgment that individual actions are based on the decisions made by individuals and they are brought together by sense of responsibility (Kristol, 1978). Most of the resou rces are spent on the decisions that individuals make. The person who finally decides fate or use of a resource possesses the resource in actuality. Future conflicts regarding conflicts can be prevented by determining who has the authority to make decisions about the resources and who can legally hold it. Capitalism is therefore about recognizing the potentially disrupted resource an owner or proprietor can have. It’s the only way out to avoid the conflicts about future and determines who will get the resource in the end. To avoid the future conflicts about the resources and who will take what decision is about who is the lawful owner of resources. Therefore, capitalism is based upon recognizing owner and proprietor (Bishop, 2000). The ownership of resources is not subjective to anything in the realm of capitalism. Considering the ethical inferences of capitalism, it is highly advisable to unbalance the model of theoretical capitalism from the history of human civilization wi th the idea of emphasizing the significance of one’s freedom. This is the way that laissez-faire and free-market capitalism exist in market and also the perfect model of human society which ceases a difficult task for native Romans and Greeks and also the medieval kings. But, capitalism reassumes democracy as its highlight. The most basic form of economy and government is capitalism in its democratic form (Kristol, 1978). The possession of individual rights is the basic form of capitalism and everyone should have a free will in capitalism. It is known for giving autonomy to individuals on the basis of property rights, and freedom upon one’s own mind, body, and the spirit. Therefore, the everlasting rule of capitalism is that natural resources should be used by human beings free of will. Human beings are free to practice their rights until they don’t intervene in others’ rights. The historical theory of Karl Marx materialism is to try to impose laissez-fai re in medieval rulers which is not right jurisdiction of this presumption. If laissez-faire depends on development in history, how it is the best form of human civilization. These ideas dwindle in the mind of one as one pertains to think about comparison of contemporary capitalism from the pre-historic capitalism (Bishop, 2000). But, with powers comes responsibility. It is the ethical responsibility of an individual to have the freedom of recognizing the outcomes of such decisions. Therefore, all the creators receive what they make, regardless of the negatively or positivity of such object. Considering this justification, destroyers are solely responsible for the things they

The service Encounter (Human resources management) Essay

The service Encounter (Human resources management) - Essay Example For that the human resource department can use various people management tools. The following reports gives an insight into factors which determine customer and employee satisfaction. These factors are justified on both empirical and theoretical grounds. This is followed by suggestions and recommendations of the best practices of the hospitality industry which are commonly practiced to increase customer satisfaction. ... The economy of advanced countries is dominated by services which contribute to up to 70% of their economy. (Ostrom, 2010).It is unanimously agreed that all industries are customer driven but it is these selection of services about which customers are the most particular and drivers of optimum service and customer satisfaction lead to the most growth and success. Thus service organizations worldwide are shifting their focus to service quality as a priority to carve a niche in the current competitive environment. This allows for differentiation and sustainable global advantage in the market place. (Gounaris,2003) The hotel industry is no different and the customers judge the service according to perceived service quality. This perceived service quality is in turn determined by many indicators which include assurance, empathy, reliability, responsiveness and other tangibles. These are the five service quality dimensions which are based upon the Golden rule. (Jac Fitz-enz)Other factors w hich determine perceived service quality are communications, human resource and employee management standards and employee attitudes.(Snipes,2005). Thus all employee improvement tools that lead to employee satisfaction and affective commitment can mediate the relationship between service culture and customer perceived service quality. (Hung Trong Hoang, 2010). These employee tools have to affect the five service quality dimensions either directly or indirectly to have a positive effect on the hotel. It should also be noted that different subsets of customers have different notions about service quality and thus a variety of service standards must be met for customer satisfaction. (Shannon Anderson,2008).