Risk Assessment with Relation to Falls in the Home in the Elderly Popul

This task will concentrate on the issue of Risk Assessment with connection to falls in the home in the old populace. It will talk about the connection between the network human services group and the singular customer, the administration arrangements identified with the theme, and the impacts of wellbeing arrangement upon the arrangement of network care. The job of the network nurture in general wellbeing training and advancement will likewise be investigated. The customer, in this specific example, is Mrs Pugh. She is an 84-year-old female who lives alone since her better half's passing 3 years prior. Mrs Pugh has a past clinical history of 'unexplained falls'. Her clinical records likewise feature the reality she is experiencing osteoporosis and joint inflammation. Mrs Pugh has as of late been released home from medical clinic following careful fix of a broke tibia and fibula, the aftereffect of another 'unexplained fall' at home. Mrs Pugh has a carer who comes in every day to help with cleanliness, helping Mrs Pugh have a shower every day; she likewise underpins Mrs Pugh with general household undertakings. Emphasize that the pair of them have built up a generally excellent relationship. Mrs Pugh has consistently been a savagely free woman and doesn't warmly embrace any, as she puts it, obstruction in her own life. Nonetheless, the relationship she has with her carer is critical to her. Wellbeing advancement depends on hypotheses about what impacts people groups' wellbeing and afterward what comprises a successful intercession or methodology to improve wellbeing (Naidoo and Wills 1999). These speculations depend on inquire about. Research might be characterized as 'any deliberate data gathering activi... ... absolutely unessential to them can prompt time squandering and dissatisfaction (Spicer 1982b). The customers' capacity to learn should then be found out, the medical attendant must move toward the customer in a way proper to the customer, utilizing language the customer will comprehend. At long last, the medical caretaker ought to evaluate the customers' availability to learn. Luker and Caress (1989) underline that the physical and mental results of sick wellbeing can influence the learning procedure. The customer's carer and family will likewise require data, instruction and support from the medical attendant to empower them to give the proper support for the customer. The medical caretaker may likewise need to make referrals to partners, for example, the word related specialist; so all the data ought to be accessible to other wellbeing experts who might be included in the customers' consideration.

Body language Essay

Motions a case of a motion would be an approval to allude to all around done. I attempted to utilize hand signal to assist the ladies with understanding what I was saying. Body language †non-verbal communication is an expansive term for types of correspondence utilizing body developments or motions rather than, or notwithstanding, sounds, verbal language, or different types of correspondence. It frames some portion of the class of paralanguage, which depicts all types of human correspondence that are not verbal language. This incorporates the most unpretentious of developments that numerous individuals don't know about, including winking and slight development of the eyebrows. I attempted to adjust to Egan hypothesis of SOLER by inclining forward to show that I was intrigued. Tuning in the event that we are not talking we are tuning in to what others are stating and attempting to comprehend there sees our non-verbal communication can advise in the event that we are tuning in to a people at whatever point anyone was talking I would lean forward to shows that I am intrigued. Since it was a gathering cooperations I needed to allow others to talk and t hear their point of view acrossâ * Expression-outward appearance can send extremely complex message that can be perused without any problem. I attempted to utilize a decent outward appearance to cause her to feel great and invited. Eye to eye connection †Eye contact is the occasion when two individuals take a gander at each other’s eyes simultaneously. I kept great eye to eye connection with her to show that I was really tuning in and with different individuals from the group One 2 one †multi year old boy Verbal- Tone/Pitch †its what we state, yet the manner in which we state it. If we somehow happened to talk quick in an uproarious voice with a fixed voice tone,â people may imagine that we are irate and yelling. I didn't yell at the multi year old kid and I work out a tone and contribute which he could hear unmistakably. Slang’s and languages I didn't utilize slang in my tongue. This is on the grounds that slang is generally connected with youngsters and furthermore he may not comprehend what I was saying Pace †the pace is the speed where I talk. I can talk quick and I can talk moderate. Since he is a child I needed to talk moderate with the goal that she can understand Non verbal Gestures-a case of a signal would be an approval to allude to all around done. I attempted to utilize hand signal to assist the kid with understanding what I was stating and furthermore utilized hand motion when I needed to take the kid to the latrine I needed to hold his hands. Non-verbal communication - . This incorporates the most unpretentious of developments that numerous individuals don't know about, including winking and slight development of the eyebrows. I attempted to adjust to Egan hypothesis of SOLER by inclining forward to show that I was intrigued. I didn't remain over him Listening-on the off chance that we are not talking we are tuning in to what others are stating and attempting to comprehend there sees our non-verbal communication can advise on the off chance that we are tuning in to a people at whatever point anyone was talking I would lean forward to shows that I am intrigued. Since it was a gathering associations I needed to allow others to talk and t hear their point of view over. Demeanor outward appearance can send exceptionally complex message that can be perused without any problem. I attempted to utilize a decent outward appearance to cause him to feel good and invited by grinning a lot. Eye contact †Eye contact is the occasion when two individuals take a gander at each other’s eyes simultaneously. I kept great eye to eye connection with him to show that I was really tuning in to him. The care esteem base is significant. The consideration esteem base is utilized broadly in the field of wellbeing , social consideration and early years. The consideration esteem base is utilized to depict a lot of rules that were believed to be applicable to the wellbeing and social consideration specialists. The consideration esteem base can be utilized as an ethnical manual for dynamic and practice in wellbeing, social consideration and early years setting. The consideration esteem base is utilized to be sure that care works or professionals are not separat ing, being harsh, or giving poor consideration to their patients or administration clients The consideration esteem base spreads five primary areas:â 1. Advancing enemy of unfair practiceâ 2. Looking after confidentialityâ 3. Advancing and supporting individuals’ rights and respectâ 4. Recognizing individuals’ individual convictions and identitiesâ 5. Advancing successful communication The care esteem base can shape some portion of a set of accepted rules, or an expert code of morals for anybody working in a mindful calling. The vehicle esteem base has gotten progressively significant because of the reality the nation has become increasingly multicultural and ethnically various. Likewise there more individuals with inability. Laws have been passed which deny separation on the grounds of race, religion, sex, sexual direction, age, incapacity and so on is hence fundamental that individuals don't feel oppressed when they are utilizing care administrations.

Sublimation in Behavioral Psychology

Sublimation in Behavioral Psychology Basics Print Sublimation in Behavioral Psychology By Kendra Cherry facebook twitter Kendra Cherry, MS, is an author, educational consultant, and speaker focused on helping students learn about psychology. Learn about our editorial policy Kendra Cherry Updated on January 15, 2020 Bettman / Getty Images More in Psychology Basics Psychotherapy Student Resources History and Biographies Theories Phobias Emotions Sleep and Dreaming We all experience unwanted impulses or urges from time to time. How we deal with those feelings, however, can mean the difference between acceptable or unacceptable behaviors. Acting on these urges in the wrong way can be inappropriate, so finding ways to deal with such desires is critical. One way that people deal with such urges through a process that is known in psychology as sublimation. Through sublimation, people are able to transform unwanted impulses into something that is less harmful and often even helpful. How Does Sublimation Work? Consider what might happen if you find yourself overcome with anger. Having an emotional blow-up is one way of dealing with such feelings. But such expressions of emotion can be harmful in more ways than one. You might find yourself with damaged relationships and a reputation as a hothead. Rather than fly off in a fit of rage, what if you channeled those angry emotions into some type of physical activity, such as cleaning your house? You might spend a few hours angrily scrubbing down your kitchen and bathrooms. Once your feelings of frustration eventually subside, you are left with a positive resultâ€"a sparkling clean house. This is one example of how sublimation can transform negative impulses into behaviors that are less damaging and even productive. Sublimation in Psychoanalysis The concept of sublimation plays an important role in Sigmund Freuds psychoanalytic theory. Sublimation is a type of defense mechanism, an unconscious psychological defense that reduces the anxiety that might result from unacceptable urges or harmful stimuli.?? According to Freuds psychoanalytic theory, there are three components of personality. The id is the first to form and serves as the source of the libido or the energy that drives behavior. The id is primitive and basic, composed of all the urges and desires that are often socially unacceptable if we simply acted upon them whenever we pleased. The ego emerges later during childhood and is the part of the personality that reigns in the id and makes it conform to the demands of reality. Rather than simply acting out on urges, the ego forces us to deal with these desires in ways that are more realistic. Finally, the superego is the component of personality that is made up of all the morals, rules, standards, and values that we have internalized from our parents and culture. This part of personality strives to make us behave in ways that are moral. The ego must then mediate between the primal urges of the id, the moralistic standards of the superego, and the realistic demands of reality. Sublimation is one of these ways that the ego reduces the anxiety that can be created by unacceptable urges or feelings. Sublimation works by channeling negative and unacceptable impulses into behaviors that are positive and socially acceptable. Freud considered sublimation a sign of maturity that allows people to behave in civilized and acceptable ways. This process can lead people to pursue activities that are better for their health or engage in behaviors that are positive, productive, and creative.?? Freuds idea of sublimation originated while he was reading the story of a man who tortured animals as a child and later went on to become a surgeon. Freud believed that the same energy that once drove the childs sadism was eventually sublimated into positive and socially acceptable actions that benefited others. Examples of Sublimation Participation in sports and athletic competition can sometimes be examples of sublimation in action. Rather than acting on unacceptable urges to fight with others, people may play competitive sports in order to dominate and win. This can also extend to exercise activity as well. Imagine that you get in an argument with your next-door neighbor. Your feelings of anger might create an urge to physically strike out at the neighbor. Because such action is inappropriate, you might deal with your feelings of frustration by going for a jog. Through sublimation, you are able to turn your unwanted impulses into an action that dissipates your anger and benefits your own physical health.?? Some other examples of sublimation in the real world:  You feel an urge to be unfaithful to your partner. Rather than act on these unacceptable urges, you channel your feelings into doing projects around the yard.You become distraught at the end of a relationship. In order to deal with these negative emotions, you begin writing poetry. You are able to transfer your heartbreak and emotional upset into a creative activity.You are reprimanded by your manager at work. You feel fearful that you might lose your job, but you decide to walk home from work in order to think and release your frustrations. This activity not only gives you time to cool off and reflect; it also benefits your physical health.You have an almost obsessive need to have control over even the smallest details in your life. You sublimate this energy into becoming a successful business owner and leader. Research on Sublimation In a 2013 study published in the Journal of Personality and Social Psychology, researchers looked at whether Protestants were more likely to sublimate taboo feelings into creative endeavors. They found that individuals who experienced sexual problems related to anxieties over taboo desires were more likely to also have greater creative accomplishments than those who reported no sexual problems or those with sexual problems unrelated to taboo feelings. The researchers suggest that their studies represent possibly the first experimental evidence for sublimation and suggest a cultural psychological approach to defense mechanisms.?? How Can Sublimation Influence Your Life So what role might the process of sublimation have in your life? As Freud suggested, sublimation is usually considered a healthy and mature way of dealing with urges that may be undesirable or unacceptable. Rather than act out in ways that may cause us or others harm, sublimation allows us to channel that energy into things that are beneficial. This defense mechanism can actually end up having a positive effect on your health and wellness. It is important to remember that sublimation is not always obvious because it operates at a subconscious level. While we sometimes might be able to see how our negative feelings can drive us to act in certain ways, we are often very much unaware of such things. We may be even less aware of the underlying defense mechanisms that are at work. There also may not be a direct correlation between the cause of the negative emotion and the behavior that results from sublimation. While are earlier examples showed anger being sublimated into physical action, such feelings could result in a variety of behaviors. Frustration and anger might lead to a person engaging in a relaxing hobby such as fishing or painting, for example.?? A Word From Verywell Sublimation can be a powerful influence on behavior, although one of which we are largely unaware. Even though this defense mechanism may operate on a subconscious level, you can take inspiration from it by intentionally finding ways to substitute more healthy and productive behaviors for harmful ones.

Gender and Crime Essay - 946 Words

Gender and Crime Sex is commonly used to describe the innate biological characteristics of humans constituting their femaleness or maleness. Gender on the other hand, covers the social characteristics and usages associated with one sex or the other. Since such roles and customs can vary and be modified it follows that masculine and feminine the terms applied to the respective genders are much more flexible than female and male. In order to cover the subject of gender and crime it is important to explain its prehistory and standing as well as addressing the extensive material which appeared in the modern†¦show more content†¦These studies suggest a correlation between changing perceptions of women by bodies who enforce the criminal law and the increase in recorded female crime. Thirty years ago women were less likely to be suspected of crime, when suspected they were less likely to be change and prosecuted and finally, when prosecuted they were less likely to be convicted than they are today. Today they are more generally seen as being equally capable of committing both legitimate and illegitimate activities . in other words belief in the constitutional idea that women are somehow, physically or psychologically incapable or unlikely to be criminal is weakening . this is reflected in the more than proportionate increase in the number of women in prison. And most of types of crime committed by women are also committed by men and to a large extent both sexes live in the same environment and are subject to the same types of peer group pressures and effects on upbringing. There are a number of different strands of feminism each of which has impacted on criminology in different ways. Liberal feminism views women as an equal part of society. It centers on rights and non-discrimination. Criminology much of the work of this group has been associated with a study of the discriminatory practices of the criminal justice system,Show MoreRelatedRape, And Gender Crimes2220 Words   |  9 PagesA study of the Complexities in Exploring and mitigating â€Å"Rape† and gender crimes in India Introduction The chief contention of this project is that rape as a sexual and gender crime against women is a manifestation of the forces and sociological structures that are much less obvious than any literature on criminal jurisprudence on the subject of ‘rape’ and sexual crimes will suggest. Hence this necessitates a deep study and literature review of all dimensions that explain the institutional structuresRead MoreMedi Gender And Crime1771 Words   |  8 PagesMedia Gender and Crime GENDER AND JUSTICE  ​Over the many years media has had a tremendous impact on society. Media has been responsible for shaping the culture for generations through music, movies and television. It seems logical that since the media has an influence on society’s norms when the media promotes violence and crime the audiences become more likely to imitate those behaviors. The media has been known to contribute to the violent culture through music, art, television and movies (actionRead MoreClass, Race, Gender And Crime3006 Words   |  13 Pagesand how it is linked to issues such as class, race, gender and crime. Secondly, it will discuss why intersectionality is important to understand crime and justice. In order to understand the relationship between intersectionality and crime, a particular issue will be reviewed from the crime and delinquency issues of 2014. Out of the 52 articles, this paper will first look at the number of titles and abstracts that discuses race, class, gender or othe r social inequalities. Lastly, out of the 52Read MoreThe Invisible Women : Gender, Crime And Justice1432 Words   |  6 Pages In history women and girls’ experiences as offenders and victims have been left out of criminal studies. According to Joanne Belknap, Author of The Invisible Women: Gender, Crime and Justice, many theories before the 21st century state that women offenders are only deviant in criminal behavior due to a result of biological forces. Stereotypical theories such as Anatomy as Destiny (Sigmund Freud), The Unadjusted Girl (Thomas), Behind the Mask (Pollack), are all early 1800 stereotypical maleRead MoreSexual Violence And Gender Based Crimes1877 Words   |  8 PagesCriminal Court must adopt concerning sexual violence and gender-based crimes. The focus of the research is on the second situation in the Central African Republic, being currently investigated by the Court, because of its practicality since it is a conflict in which sexual violence h as played an essential role. The author suggests that the origin of sexual violence is of the utmost importance when deciding to investigate and prosecute these crimes. The role of patriarchal structures within the CentralRead MoreGender And The Fear Of Crime. Through Articles Published914 Words   |  4 PagesGender and the fear of crime Through articles published it is noted that young males are more likely to be victims of crime, it is women who are more likely to report fear of crime. While the articles used in this research agree that women are more fearful of crime than men, men may have several reasons why they are reluctant to seem to be fearful of crime. (Sutton, 2004). For example, the reluctance to report could be the fear of further victimisation from authorities (police), by going over theRead MoreEssay on Gender in The Crime Drama Fiction Genre1765 Words   |  8 Pagesthe world of CharlieÊ ¼s Angels [...] women could be empowered through immersing themselves in the world of consumerism – commodity consumption allowing for a performance of femininity that could deceive and evade the exercise of dominant pattern of gender relations.† This also emphasises the three detectivesÊ ¼ skills in the arts of masquerade in classic feminine outfits but with masculine action scenes. M. E Brown (1987) stated that women in action series are often portrayed as professionals. The menRead MoreThe Gender Differences in Particular Types of Crime Essay examples1198 Words   |  5 Pagesto explain gender differences in particular types of crime. I intend to do this by using various books and the Internet to briefly explore burglary, prostitution and crime related to a violent nature. I also wish to include any graphs or statistics I may find of interest and relevance to this essay. It has been stated that the differences between men and women, and their upbringing, has greatly influenced the crimes they commit and whether they commit crimes at all. IRead MoreThe Influence of Defendant Gender and Crime Types towards Juror Decisions981 Words   |  4 PagesINTRODUCTION The influence of defendant gender and crime types towards juror decisions. Jury trials play a centrally important role in the law, therefore it is crucial for the juror to stay neutral in making decision. However, several research shows that stereotyping is one of the most debatable issues related to juries’ decision (Bornstein Greene, 2011). In refer to Bornstein and Greene (2011), the stereotype that females and males generally labelled in specific crime be likely to be true in the largestRead MoreThe Relationship Between Gender, Age, Area, And Peoples Fear Of Crime1538 Words   |  7 PagesThe Central Research Question (CRQ), â€Å"What is the relationship between gender, age, area, and people’s fear of crime?† was created with the intention to get a more refined answer to the whole of the research by involving four concepts. However this was changed to â€Å"Are older people more worried of walking alone in the dark?† this was then compared against the two genders to get more detailed answer. This report aims to explain how the CRQ was answered. It will also critically analyse four pieces

Divorce and Its Impact on Cpuples and Children Essay

The term divorce is a legal term that denotes the separation of two individuals in a legal manner that was once connected to each other as a result of marriage. Divorce can be a lifetime separation between couples and can even be a limited time separation between couples. Recently, the world has witnessed a surge in the number of divorces taking place and the occurrence of this event is even at its peak in the United States. The Center for Disease Control and Prevention reported during the period of 2011, that out of every 1000 individuals, almost 3.6 individuals have experienced divorce (cdc.gov, 2013). Divorce does not only impact the couples who are being separated, it even impacts the children of the couples. Much emphasis has been†¦show more content†¦Divorces mostly occur as a result of thrifts between the couples and due to this their psychological wellbeing is hampered and when psychological wellbeing of individuals is compromised, it is more likely that the couples fail to focus on their work which may result in financial issues. Divorce may mitigate these psychological issues and the couples may be able to focus on their work in a better manner and this may eventually result in better financial rewards attained from high performance. It is not necessary that children are always negatively impacted by a divorce. Divorce as stated again and again mostly occur due to frugalities between parents and these frugalities may result in domestic abuse or domestic violence experienced by children. A divorce resulting due to case of domestic violence may favorably impact the children, since children may be able to avoid these abuses. Secondly when parents are involved in fighting with each other, they tend to give up on their bonding with their children. Divorces can be a solution, as well as bonding between parents and children may increase as a result of divorce because after a divorce parents will have more time to spend with their children instead of fighting with each other. Although, couples take the option of divorce after their dissatisfaction with their marriage but divorces impact both the

Divorce and Its Impact on Cpuples and Children Essay

The term divorce is a legal term that denotes the separation of two individuals in a legal manner that was once connected to each other as a result of marriage. Divorce can be a lifetime separation between couples and can even be a limited time separation between couples. Recently, the world has witnessed a surge in the number of divorces taking place and the occurrence of this event is even at its peak in the United States. The Center for Disease Control and Prevention reported during the period of 2011, that out of every 1000 individuals, almost 3.6 individuals have experienced divorce (cdc.gov, 2013). Divorce does not only impact the couples who are being separated, it even impacts the children of the couples. Much emphasis has been†¦show more content†¦Divorces mostly occur as a result of thrifts between the couples and due to this their psychological wellbeing is hampered and when psychological wellbeing of individuals is compromised, it is more likely that the couples fail to focus on their work which may result in financial issues. Divorce may mitigate these psychological issues and the couples may be able to focus on their work in a better manner and this may eventually result in better financial rewards attained from high performance. It is not necessary that children are always negatively impacted by a divorce. Divorce as stated again and again mostly occur due to frugalities between parents and these frugalities may result in domestic abuse or domestic violence experienced by children. A divorce resulting due to case of domestic violence may favorably impact the children, since children may be able to avoid these abuses. Secondly when parents are involved in fighting with each other, they tend to give up on their bonding with their children. Divorces can be a solution, as well as bonding between parents and children may increase as a result of divorce because after a divorce parents will have more time to spend with their children instead of fighting with each other. Although, couples take the option of divorce after their dissatisfaction with their marriage but divorces impact both the

Divorce and Its Impact on Cpuples and Children Essay

The term divorce is a legal term that denotes the separation of two individuals in a legal manner that was once connected to each other as a result of marriage. Divorce can be a lifetime separation between couples and can even be a limited time separation between couples. Recently, the world has witnessed a surge in the number of divorces taking place and the occurrence of this event is even at its peak in the United States. The Center for Disease Control and Prevention reported during the period of 2011, that out of every 1000 individuals, almost 3.6 individuals have experienced divorce (cdc.gov, 2013). Divorce does not only impact the couples who are being separated, it even impacts the children of the couples. Much emphasis has been†¦show more content†¦Divorces mostly occur as a result of thrifts between the couples and due to this their psychological wellbeing is hampered and when psychological wellbeing of individuals is compromised, it is more likely that the couples fail to focus on their work which may result in financial issues. Divorce may mitigate these psychological issues and the couples may be able to focus on their work in a better manner and this may eventually result in better financial rewards attained from high performance. It is not necessary that children are always negatively impacted by a divorce. Divorce as stated again and again mostly occur due to frugalities between parents and these frugalities may result in domestic abuse or domestic violence experienced by children. A divorce resulting due to case of domestic violence may favorably impact the children, since children may be able to avoid these abuses. Secondly when parents are involved in fighting with each other, they tend to give up on their bonding with their children. Divorces can be a solution, as well as bonding between parents and children may increase as a result of divorce because after a divorce parents will have more time to spend with their children instead of fighting with each other. Although, couples take the option of divorce after their dissatisfaction with their marriage but divorces impact both the

Manual Website Constructor Free Essays

The search box allows finding certain web-pages by determining the search domain (search In the language version set or In all the versions). Search box Search parameters 4. Main menu The main menu consists of five points: Web-pages. We will write a custom essay sample on Manual Website Constructor or any similar topic only for you Order Now Use this point for editing and removing the web-pages of the affiliate website. Add Page. In this section you can create a new web-page, fill it with certain content in the easily understandable panel (the panel enables you to add links, handle the text, upload images etc. ). You can also include the following metabolism for a new web-page: title, keywords, description. Edit Menu. In this section the structure of the website menu can be altered. It serves to add/tilted/remove the menu points. Manage Templates. This section allows managing the website templates (the part of the website page comprising side and bottom menu as well as headings). Furthermore, here you can add/remove links to/ trot the side menu on boot sides trot the text and also change Copyright Design. With the help of this section you can choose any scheme elaborated by our team and change the font. 4. 1 Web-pages For a web-page to be reflected in a certain language, it is necessary to select the language. 4. 1. Remove web-page In order to delete a web-page, please press the button. 4. 1. 2 Edit Page 4. 1. 2. 1 Edit web-page content In order to move to a page editing mode, you need to click the corresponding button. Once you did it, you will see the window of web-page editing. Editing a page is facilitated by the editing tools. Remove the content Save Page layout templates Preview Crop Paste as plain text Copy Paste Paste from Word Print Full text search Undo Redo Insert Checkbook Insert Irradiation Insert text field Insert Select Insert Image Button Insert hidden field Replace text Remove format Mark all Insert form Spell check Insert Text area Insert button Page break Insert symbol Insert SMS e Bold Italics Underline Crossed font Subscript Superscript Billeted list Increase space Decrease space Quotation marks Centered Left-justified liquefied Insert link Insert image Insert flash Insert table Insert horizontal line Show blocks Scale editing window up/down Right-justified Remove link Insert anchor Text color Fill color Numbered list Text style Text format Diva container Font Font size 4. 1. 2. Edit metadata While editing a web-page, metadata (title, keywords, description) can be input. Press the Modify button to save the changes you made. 4. 2 Add Page This window contains the abovementioned panel of editing a page, the field for entering the file name and that for choosing its language version. 4. 3 Edit Menu In this section you need to choose a language version of the menu being edited. 4. 3. 1 Add new element 1) Choose the section tot the menu which you mean to ad ad link to 2) Choose the pr eferred level of the link. ) Enter the name of the link (not less than 3 symbols). 4) Enter the link (Latin letters only). 5) Press the Add button to include the new link to the menu. 4. 3. 2 Edit/remove element In order to delete a certain element, you need to press the Remove button. For editing a menu element after all the necessary modifications were made to the corresponding fields of the element (name and link) press the Change button. 4. 4 Manage Templates The menu of the section consists of three points: 4. 4. Add Link With the help of this section you can add a link in the left or right menu of the main website template. 4. 4. 2 Delete Link In order to remove a link from the main template you need to choose the template field (left or right menu), templates in which you would like to make removal and then Reese the Show links button. After you took all the above-mentioned steps there will appear a list of links of the templates chosen. For removing a certain link, please ti ck the checkbook corresponding to this particular link and press the Delete links from Main Templates 4. . 3 Change Copyright Changing Copyright requires choosing template(s) from the list, entering a new one in the corresponding slot and clicking the Change Copyright button. 4. 5 Design The menu of this section comprises two points: 4. 5. 1 Edit default design In order to change the website design one of the provided templates is to be chosen ND appropriate button to be clicked. You can zoom the design patterns to have a more thorough look on them by clicking on the corresponding image. List the zoomed patterns by clicking the arrow appearing at moving the mouse pointer in the lower right/left corner of the screen. 452 Edit detail ton In this section you can change default font and its size. To do it, choose the corresponding values and click the Edit default font button. 5. FAQ 5. 1 How to place an image? In order to place an image on a web-page, you need to visit the Web-pages section, choose a preferred language and start editing the page (see Edit web-page content section). Place the mouse pointer in the area where you would like to insert an image. Find the Insert image option on the toolbar of web-page editing. You can either upload it or enter a link to it. In order to place an image using the link, visit the Image info section. Enter the link to the image In the URL field, you can also input the text which will be displayed in case of the image being unavailable in the Alternative Text slot. The image will be shown in the Preview field. You can also set the following image parameters: Width Height Boded – framing of he image (1 Hospice – horizontal spacing Peace – vertical spacing Align Click the k button to place an image. In order to upload an image from your computer, please visit the Upload section, press the Browse button, choose the image to be uploaded and press the Send it to the Server button. Once the image is uploaded to the server, the Image Info section will open. Press the k button. 5. 2 How to place a link? In order to place a link on a certain website page, please visit the Web-pages section. Choose the preferred language and pass over to editing it (see Edit page content). Place the mouse pointer in the area where you would like to place a link. Choose Insert link option on the toolbar. Choose a link type in the Link type field. URL – a link to the Internet source Link to the anchor in the text – a link within the weapon E- Mail – a link to the email Choose a link protocol in the Protocol field, enter the link in the URL slot – press the k button to place it. 5. 3 How to place an image with a link? In order to place an image with a link on a certain website page, follow the steps represented in point 5. 1 before pressing the k button. Visit the Link section and enter the link to the URL field; you can choose the method of opening the link in the Target field. How to cite Manual Website Constructor, Papers

Report of Strategic Human Resources Management

Summary The report has been formulated after investigating the importance of joining a professional human resource association. The report has highlighted the importance of being in a local or an international human resource professional association.Advertising We will write a custom report sample on Report of Strategic Human Resources Management specifically for you for only $16.05 $11/page Learn More There are various advantages associated with joining such associations which include increasing the trading partners and networking. The report will focus on the benefits of joining such a professional association. It will put into detail the requirements for joining such a human resource professional association and the benefits that come with joining them. These include career development, networking as well as material benefits like grants and scholarships. In the introduction, the report will highlight the aspects that will be of main concern to the re port while explaining the aims and objectives of this particular report. In this case the point of concern will particularly be the importance of joining a human resources professional association and the implications to the person joining. It will also focus on the methodology used while obtaining this particular information as well as the limitations. The report has highlighted the results, discussions of the findings and finally the conclusion (Lundy 2006, p. 33). Introduction There are numerous advantages that are associated with joining a human resources professional association. They include ensuring that one remains updated on the developments that occur in this particular field.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More This is made possible with the help of the newsletters, journals and website updates that are done by these associations. They also organize conferences that inform members about the current developments in the various fields. There are many networking opportunities that are made available by joining such associations hence helping an individual to get new opportunities (Noe 2010, p. 65). These points have been elaborated in detain in the findings/results as well as the discussion. The methodology used in the gathering of the information for this report was mainly the secondary sources which include books, journals, newsletters and internet sources. The report also highlights the limitations that were encountered in the process of getting the relevant information. The report is aimed at finding the advantages that are associated with joining a human resources professional association whether at local or at the international level. The findings/results have then been discussed and a conclusion drawn. Methodology Secondary sources have been used in this research. Some of the materials used include; books, journals, newsletters and online s ources. The secondary sources have been used as the method is economical and there are no much expenses to be incurred. It is less cumbersome when compared to the use of primary data. It is also less time consuming when compared to the use of primary sources of data like direct interviews. It was also preferred due to the ease in comparison between the different sources. It was for instance easier to compare the advantages of joining the human resource professional association from internet sources as well as those found in newsletters and journal articles.Advertising We will write a custom report sample on Report of Strategic Human Resources Management specifically for you for only $16.05 $11/page Learn More The method enhanced the understanding of the issue at hand as in-depth explanations are given. Limitations A number of limitations were encountered in this particular research. For instance, some of the sources accessed were outdated and hence coul d not factor in advantages that are associated with the current technological world, hence rendering some sources irrelevant. Some of the information particularly the online sources could not be relied upon as their origin was questionable. The author and the methodology used in gathering and analyzing the information could not be determined. In addition, some of the sources could not meet the research needs as they were not specific. Some of them for instance focused on the benefits of joining any professional association rather than focusing on the human resources professional associations. In some cases, the information found was insufficient. In addition, some of the online sources could not be accessed as they required subscription fees in order to be accessed. Results Various human resource associations were studies in this particular case and the benefits as well as shortfalls determined. They include the following; Society for Human Resource Management This is the largest hu man resources association composed of 250,000 members spread in 140 countries across the world. The association has been quite instrumental in equipping its members with the appropriate human resources skills and benefiting the human resource profession.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More It has various chapters in the United States of America as well as China and India. Such an association is therefore vital in ensuring that its members are updated on the current developments in their respective professions both at local and international level. The members are able to get career or business deals in other countries as opposed to the mother country. For such an association however, it might be difficult to decide on a standard payment for its members given that they are under different conditions in the various countries. Chattered Institute of Personnel management This is a human resource professional association that received the chattered status in 2000. The association has 135,000 members and it is highly respected and recognized in the United Kingdom. Its main purpose is to enhance human resources development and equip its members and their colleagues to adhere to the required standards of human resource practices. It also helps to serve the professional intere sts of those in the association. It ensures that ideal human resources development and management standards are upheld. The association however has its own limitations. For instance, it was recently chattered, which implies that it might not be equipped with all the human resources development skills needed for the training of its members. It is based in the United Kingdom. This might simply imply that it concentrates on the human resources practices that are mainly relevant to those countries in the United Kingdom and hence ignoring other regions like Africa and Asia. The Australian Human Resource Institute This association represents human resources management professionals. It has a membership of about 12,000 people and has been operational for over 60 years. The organization has been pivotal in ensuring that its members are trained and equipped on the most effective human resource development skills. The large membership therefore enhances networking which in the long run increa ses the chances of its members to get information on the current job openings available, as well as acquire new business deals. The training that is done is quite crucial in ensuring that the members are updated on the most current human resources development strategies. It has been operational for 60 years and hence has enough experience in ensuring that its members get up to date information concerning be best human resources strategies. The association actively participates in setting standards for human resources management, offers training and ensures that its members are recognized professionally. The association also ensures that its members remain updated on the current trends in the Australian business and workforce. Through such, effective training is done and this ensures that its members remain relevant to the ever changing job markets. The association offers training on two human resource courses hence providing the qualified human resources professionals at some afford able fees which is cost effective to its members. Arabian Society for Human Resource Management The association was started with the aim of enhancing human resources management and development in the region. It helps in meeting the needs of human resources professionals within the region. This is made possible by sharing the relevant information and resources with its members within the region. This ensures that their respective organizations adhere to the required standard of performance. The membership of this association is open to students taking human resource courses as well as human resource development professionals and any person with similar objectives to those of the association. The association however has its own shortfalls, for instance, due to the fact that it is regional, it only serves the human resources interests of members within the Arab world hence not factoring in people from other regions or continent. Dubai Human Resources Forum This association was started by Human Resources Managers with the core purpose of ensuring continuous human resource development, networking as well as sharing their experiences. It targets those people with the intention of furthering their human resources development. It has a membership of 300 members who represent their respective companies across the Emirates region. It helps its members in attaining professional standard in the human resources management. It was registered as a professional body in 2002. The small number of its members however hinders it from achieving its goals as this offers limited networking and a smaller base for sharing experiences. It mainly targets the human resource managers and hence restricting its membership. The other people some of whom might be students are not allowed to join this association. It is however recognized in the United Kingdom hence offering its services beyond the region. Discussion According to the findings, there are a number of benefits that come with bein g a member of a human resources professional association. Members of such associations are advantaged since employers look for those individuals who have more than just their academic qualifications. They therefore stand a better chance of getting the available jobs unlike their counterparts who have not joined the associations. They also get firsthand information on any job opportunities in the various fields. This is made possible through the interaction that the members of these associations have. In some cases, the advertisers of the job openings are members of the associations as well. They are more likely to give priority to the members rather than the nonmembers. In some cases, the available opportunities are for members only, and this puts them at an advantage. The findings also show that such associations are quite vital in shaping a person’s career. Members are likely to identify their areas of interest and specialize. This can be attributed to the fact that the ass ociation enable an individual to increase his/her knowledge base and stays updated on the current trends in the various fields. The findings also show that the members are well networked due to the fact that they mingle with members from various fields and specialties. The findings also pointed out that managers, marketers and other influential members of multinational companies that had joined these associations played very significant roles in ensuring that their companies expanded not just locally but internationally as well. Such companies quite easily complied with the international requirements due to the exposure that these members get. Those companies or business that had their key employees in such associations were found to esteem transparency as well as high levels of accountability. According to the findings, it was also quite evident that both local and international human resource professional associations played a significant role in ensuring the harmonization of sala ries and wages to the employees in deferent countries and regions hence minimizing the disparities in the salaries and wages paid to members of the same job group. These associations have also been vital in enhancing business outsourcing. Such associations help the staff of any company or organization to know where to outsource their vital services from. Joining such associations also help the members to be informed on the new business and trading deals hence availing new opportunities for expansion. Such members can effectively manage their organizations due to the training and skills that they acquire while attending the various sessions. They are, therefore, well placed to resolve any problems encountered in these (Boxall 2007, p. 77). From the above findings it is quite evident that both local and international human resources professional association are very significant in making sure that there members are updated on the current trends in the market. The associations are quit e vital in ensuring that the members share their experiences and hence find the best ways to overcome the various challenges at the local and at the international level. They invest in employee development by training their members on the best human resources practices and this helps in ensuring that the members are well versed with the existing standards for human resources practice. Members who join some of these associations also benefit from grants and scholarships which are quite vital in equipping the members with the appropriate human resources knowledge. The associations are quite important for networking. Members from various companies, organizations and different countries come together. This makes it easier for job seekers to be linked up with their potential employers. For those interested in new business deals these associations help them to find new business contacts which are vital for the expansion of their businesses. The associations play a big role in updating the ir members concerning the new human resources development standards and hence help in ensuring their compliance. The members are informed on the existing market needs. This is made possible through the various conferences that are held, the newsletters and journals that are produced by these associations. Members, therefore, get the relevant information concerning the cheaper as well as demanding labor markets. Managers in such associations can use these information to determine the best places to open new branches or where to source there labor from. The associations help the different firms adhere to the different performance benchmarks. This is made possible by these firms sourcing qualified personnel and keeping to the required standards of human resources management (Noe 2010, p. 55). Conclusion Among the various human resources professional associations given above, the preferred association is the Society for Human Resource Management. This is because the association has a la rger membership. This is quite vital for effective networking for job seekers as well as those looking for business deals. The large membership also implies that the members gain a lot when it comes to the aspect of sharing their different experiences. The association was started in 1948, which implies that it has a better experience when it comes to aspects of human resources across the years. It is also represented in 140 countries which ensure that members across the countries share the relevant information and experiences concerning the labor markets, business deals and laws in the various countries. Joining the various human resources professional associations is quite important in many aspects. For instance, the associations help in ensuring that the members from the various organizations adhere to the standard labor laws both at the local as well as at the international level. These associations also train their members in relation to their human resources development and hen ce helping them ensure that they advance their careers. They are very important in enhancing relationships and networks. This might be at the local as well as international levels. Members of such organizations easily access new markets hence expanding their businesses not just at the local level but at the international level as well, especially those in international associations. The human resources professional associations are very significant in training their members to be efficient in their service delivery. The associations also help in ensuring the multinational firms not only comply with the local laws but also adhere to the international standards. This is made possible by training the members on the local as well international laws that govern such firms. The HR staffs are taught on the significance of focusing on the development of human resources rather than just the financial control in order to experience significant prosperity. These associations are quite critical in ensuring that the members are well informed on the current political situation in various regions and countries. This is quite vital for those members that are seeking new opportunities. A stable political environment is quite vital for the establishment of firms and hence ensuring the booming of various businesses. This in the end translates to huge profits for these firms. An unstable political climate on the other hand might not be the best for the establishment of firms. The members of these associations share there experiences and are therefore better placed to face any challenges that come with their various positions. Members who have joined such association can easily access business mergers as opposed to their colleagues who haven’t joined yet. Members of these associations also gain from grants as well as scholarships in human resources development. Some of these associations even allow students to register as members and in some cases those members that are sti ll students are offered scholarships. In some cases there are job opportunities that are advertised and only those who are members of there associations are considered. These associations however have their own shortfalls. For instance some have a small membership and therefore members do not get much experience as well as effective networking. Others are just based within particular regions and not others hence serving just a few members within those regions. In some cases however, the membership to such associations is restricted and students might not be allowed. The requirement for joining for instance might be that the person joining must be a human resources manager. This acts as a barrier to those members that are interested in joining associations but do not hold such positions. List of References Boxall, P. 2007, Strategy and Human Resource Management, London, Macmillan. Lundy, O. 2006, strategic human resources management , London, Routledge. Noe, R. 2010, ‘Employee Training and Development.’ Careers and Career Management , vol. 5, no. 11, pp. 55-65. This report on Report of Strategic Human Resources Management was written and submitted by user Kody D. to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Ecommerce essays

Ecommerce essays Online business has become more prosperous in todays marketplace than it has been in the past, when computers were not as popular. With special software that eliminates the jobs of customer service personnel, along with new ad campaigns and e-alliances, Internet commerce continues to thrive. Even non-profit organizations benefit from the people who manipulate the Internet as a source of income. Some websites supply services that help people sell their own items; others base their websites on both the Internet and in the real world. Business to Business connections are being made between corporations and are failing repeatedly and causing many e-failures. First of all, the definition of e-commerce is any business transacted online or transactions conducted over the Internet, either by consumers purchasing goods and services, or directly between businesses. With modern and constantly improving telecommunications infrastructures, we have been provided with the means to exchange data almost instantaneously. Electronic Commerce is about using these data flows in the most effective way possible. Whether you are a multinational car manufacturer buying components from all over the world and manufacturing them in various locations, a food producer whose market depends on seasonal trends or climatic conditions, or a taxi company with a few cabs on the road, you have to ensure that the right information is available to your staff, to your clients, and to your trading partners. Some computer companies have eliminated the job of customer service clerks by using a sophisticated method developed by IBM. They call this system BELL. BELL is an interactive phone/computer based answer machine. Unlike other troubleshooting phone services, BELL answers questions specifically and diligently. Using and owning this software is expensive, but it is a huge money saver because there are fewer employees ...

Periodic Law Definition in Chemistry

Periodic Law Definition in Chemistry The Periodic Law states that the physical and chemical properties of the elements recur in a systematic and predictable way when the elements are arranged in order of increasing atomic number. Many of the properties recur at intervals. When the elements are arranged correctly, the trends in element properties become apparent and can be used to make predictions about unknown or unfamiliar elements, simply based on their placement on the table. Importance of Periodic Law Periodic Law is considered to be one of the most important concepts in chemistry. Every chemist makes use of Periodic Law, whether consciously or not, when dealing with the chemical elements, their properties, and their chemical reactions. Periodic Law led to the development of the modern periodic table. Discovery of Periodic Law Periodic Law was formulated based on observations made by scientists in the 19th century. In particular, contributions made by Lothar Meyer and Dmitri Mendeleev made trends in element properties apparent. They independently proposed Periodic Law in 1869. The periodic table arranged the elements to reflect Periodic Law, even though scientists at the time had no explanation for why properties followed a trend. Once the electronic structure of atoms was discovered and understood, it became apparent the reason characteristics occurred in intervals was because of the behavior of electron shells. Properties Affected by Periodic Law The key properties that follow trends according to Periodic Law are atomic radius, ionic radius, ionization energy, electronegativity, and electron affinity. Atomic and ionic radius are a measure of the size of a single atom or ion. While atomic and ionic radius are different from each other, they follow the same general trend. The radius increases moving down an element group and generally decreases moving left to right across a period or row. Ionization energy is a measure of how easy it is to remove an electron from an atom or ion. This value decreases moving down a group and increases moving left to right across a period. Electron affinity is how easily an atom accepts an electron. Using Periodic Law, it becomes apparent the alkaline earth elements have a low electron affinity. In contrast, the halogens readily accept electrons to fill their electron subshells and have high electron affinities. The noble gas elements have practically zero electron affinity because they have full valence electron subshells. Electronegativity is related to electron affinity. It reflects how easily an atom of an element attracts electrons to form a chemical bond. Both electron affinity and electronegativity tend to decrease moving down a group and increase moving across a period. Electropositivity is another trend governed by Periodic Law. Electropositive elements have low electronegativities (e.g., cesium, francium). In addition to these properties, there are other characteristics associated with Periodic Law, which may be considered properties of element groups. For example, all of the elements in group I (alkali metals) are shiny, carry a 1 oxidation state, react with water, and occur in compounds rather than as free elements.

History of my immigration or how I got the new life Essay

History of my immigration or how I got the new life - Essay Example Realizing that conditions were not going to get better in Tyver, I decided that immigration to the United States would be the best course of action for finding a more suitable and rewarding lifestyle. To accomplish those goals, I completed my Russian education by attending college while also working as a data entry clerk at a local factory. Five years later, further economic disruptions caused significant changes to my stable lifestyle in the Soviet Union, causing huge financial losses through lost bank accounts, job stability, and loss of pensions in the entire family. It is next to impossible to accurately inform an individual what it feels like to not know where your next meal will come from, however this was the reality of life in the Moscow region in the early portion of the 1990’s. Hunger was a common element of lifestyle as salaries regarding work outputs were delayed not only for weeks, but for years on end, due to any variety of broad economic rationales. Realizing that I could no longer sustain myself in Russia, I began to explore alternatives, as I had a great education, but no appropriate clothing, no job, and was only 25 years old. I happened upon a newspaper advertisement which stated Change your life and earn money in the process, which was a promotion for USA jobs. A couple of days later, I made the phone call, despite being apprehensive about potentially moving to a foreign country. This singular phone call changed my life entirely. Over a period of weeks, I began to collect all of the necessary information required to travel to the United States, including a visa and a travel ticket. By June 1, 1998, I was ready to leave Russia behind to begin a new life overseas. Though I was quite nervous about making the transfer, unsure of what I would find in the U.S., I realized that there could be no looking backwards if I wanted to find a new life and experience a better quality of living. Upon arrival, I found radical differences in the social

Civilization or people Term Paper Example | Topics and Well Written Essays - 1500 words

Civilization or people - Term Paper Example This essay attempts to prove that Hannibal’s victory at the Battle of Cannae should be attributed to the Carthaginian general’s tactical brilliance, and not to mere luck (i.e. the Roman army was seriously weakened by earlier battles). If Hannibal had exploited his triumph by attacking Rome, the Roman historian Livy believes, the Romans would have been obliged to bring peace claims. However, Hannibal decided not to attack Rome at the moment. Livy believes that this judgment was the ‘salvation of the Roman state.’1 The Battle of Cannae In 217 BC, Hannibal based his army near the Adriatic coast and kept on destroying villages in southern Italy.2 Polybius recounts that Hannibal was deeply informed of the problems posed by the Italian invasion and was aware that his main predicament would be resources.3 Rome was very weak at the time because of the massive losses it sustained the year prior. Still, Rome assigned Quintus Fabius Maximus as the new leader. Because Hannibal has a mightier cavalry, Fabius rested his army in the hills in order to reverse this advantage, resorting to the attack-retreat strategy. This was shrewd and successful given the changing balance of power after the defeats at Trasimeno and Trebia4: â€Å"The Romans hovered in the vicinity of the Carthaginians, cut off stragglers and foragers, and prevented them from founding a permanent base. The strategy avoided Roman defeat and dimmed Hannibal’s glory. It successfully kept Rome’s allies from declaring for Carthage, but it aroused great opposition among Romans themselves, for their state had thrived on a tradition of offensive warfare.†5 However, this was only a brief success. Fabius tried fearlessly to attack the Carthaginians in Falernia. He made sure that Hannibal was caught off guard. That moment, seeing his position as hopeless, Hannibal brought together all the animals in his encampment. He attached flares to each of them and made them attack the Roman encampment. Fear and bewilderment followed. Masked in darkness, with terror raging in the Roman encampment, Hannibal withdrew his whole army of 70,000 soldiers without any fatality on his side.6 Fabius had successfully held back Hannibal for six months, but the Senate decided to end his tenure as commanding officer and assigned two ambassadors, Varro and Paulus. They had realized that to confront Hannibal with not enough advantage would lead to a definite tragedy. Hence, they amassed a huge army: â€Å"Rome assembled the largest army they had ever placed in the field, eighty thousand infantry, and seven thousand cavalry.†7 Hannibal passed through the Aufidus River. The river was actually a barricade in case of defeat. Hannibal planned to take advantage of this positioning to tempt the Roman army to attack. Another lure, even though unintended, was that all of the elephants of Hannibal had been wiped out. It would be a war between two remarkably trained armed forces, th e Carthaginians being outnumbered by the Roman army.8 Both the Roman and Carthaginian armies were organized in traditional order, the cavalry on both flanks and the infantry in the middle. However, Hannibal placed his less reliable Spanish and Gauls foot soldiers at the forefront, while keeping his powerful African infantry on both flanks. This worked as bait for the attacking Roman army, who attacked the Spaniards and Gauls, pushing them, just like what Hannibal had planned. As a result, the U-shaped Carthaginian formation became bowl-shaped,

Pendleton Civil Service Act :: essays research papers

Pendleton Civil Service Act Since the beginning of the government, people gained and lost their jobs whenever a new president took office. These jobs were political pay-offs for people who supported them. Many people did not take their jobs too seriously because they knew they would be out of their office soon. As Henry Clay put it, government officials after an election are "like the inhabitants of Cairo when the plague breaks out; no one knows who is next to encounter the stroke of death." Over the years the flaws that were made and the problems that resulted became more obvious. After an election you could open a newspaper and find many advertisements, which offered government jobs that were filled before the election. On January 16, 1883 the U.S. legislation established a law, which gave employment based on merit rather than on political party affiliation that leads to corruption in the government system. Widespread public demand for reform in the government was stirred after the Civil War by accusations of incompetence, corruption, and theft in federal departments. After a guy who was refused an office job that he was capable of assassinated President James A. Garfield in 1881, civil service reform became a leading issue in the elections of 1882. In January 1883, Congress passed a comprehensive civil service bill sponsored by Senator George H. Pendleton, providing for the open selection of government employees and guaranteeing the right of citizens to compete for federal jobs without regard to politics, religion, race, or national origin. The new law covered only about 10 percent of the positions in the federal government, but nearly every president after Chester A. Arthur, who signed the bill in to law, broadened its scope. By 1980 more than 90 percent of federal employees were protected by the act. The Pendleton Civil Service Act classified certain jobs, removed them from the ranks, and set up a Civil Service Commission to oversee a system based on merit and not political stance. The commission draws up the rules governing examinations for those positions that Congress places in the classified civil service.

Psychological Factors: Axis of Healthcare Setting Essay

Even as the development of medical science and the technology of its instruments have taken modern healthcare system to a state-of-the-art height, the effective management of psychological factors still prove to be the axis of healthcare, where human touch and a thorough understanding of psychology are bare essentials to complement its other part. The medical science too admits it and accordingly various disciplines of study have come up to understand the finer details of human psychology that are entwined with the overall healing process. Thus this essay explores the necessity and scope of health psychology, besides its inherent elements that have bearings in healing process, before reaching its conclusion. What is Health Psychology? Bio-psycho-social factors create a lot of impact on our health and well-being. Health psychology studies those impacts with an aim to eliminate the negative elements in bio-psycho-social factors besides incorporating the positive ones. Accordingly it encompasses areas like stress, coping strategies, perception of pain, personality determinants of health etc. besides the immune response to stress (psychoneuroimmunology). Therefore, health psychology altogether covers a vast area of study and observation on human behavior, where it probes personality variables or traits and social environment before linking one’s impact on the other – as for example, whether stress in a person could lead to minor or major ailments, ranging from cold to cancer. In all, health psychology works on the interaction between physiological and the psychological system. Accordingly, â€Å"biopsychosocial paradigm of health based on a bi-directional model (Knight & Carnic, 2004), propelled by the concept that health psychology can be instrumental in detection and alleviation of disease, as there is a strong coordination between body and mind. Even the World Health Organization (WHO) recognizes it significance and in fact lamented that this area of healthcare needs more thrust, where it could forge a â€Å"new alliance between mental and physical health disciplines† (WHO, 1997). From this perspective, there is tremendous scope of development in the field of health psychology, as it a dynamic subject with a plethora of variable factors, which constantly hint on thousand of probabilities. How It Works While any illness is bound to create an emotional impact on the patients, the caregivers too cannot escape such effects. Thus coping with illness requires mental efforts from everyone involved in the proceedings. A study conducted over 150 patients affected with various forms of psoriasis identified the â€Å"existence of psychic stress in 69% of all cases†, which, with the â€Å"involvement of a Liaison psychiatrist† proved to be immensely important towards their cure (Simonic et al. , 2000). Besides these, there are ethical and practical consideration too command in-depth understanding of psychological factors that stand between illness and effective care – especially when the severity of illness can inject pessimism in the patients or when patients’ erratic behavior under circumstance can influence the caregivers’ behavior. Patients can emotionally be vulnerable due to physical conditions, and that can heavily influence their personality traits; in such situations, application of empathy and respect from the healthcare professionals’ side can help to restore the situation. Therefore, appropriate knowledge on health psychology can equip the caregivers for such situations. Significance of Psychoneuroimmunology Popularly known as PNI, psychoneuroimmunology deals with the interactions among behavior, brain and the immune system, aiming at determining its potential for mediating the effects of psychosocial factors in illness and disease. The significance of PNI can be understood from a single fact that stress alone carries the possibility of 68 diseases, most of which are deadly. This state of affairs definitely commands a thorough view of health from the biopsychosocial perspective of health to counter stress. A brief description of stress would be pertinent here to further explain the significance of psychological factors in healthcare. Stress, the Dreaded Menace  Hans Selye proposed one of the most acclaimed definitions of stress in 1926, in which he said, â€Å"Stress is the non-specific response of the body to any demand placed upon it† (14 Day, 1991). He observed that stress stems out from the situations where humans face external changes or demands. This definition clearly indicates that no one can escape the influence of stress, as human life constantly faces such situations. This also clears the deck that external influence on humans will stay all along and thus biopsychosocial factors are embedded with any health problem. If stress is now considered to be â€Å"an excessive or inappropriate activation of the body’s fight-or-flight response† (14 Day, 1991), then it has to be given its due importance in sphere of healthcare, where it should be armed with adequate knowledge about how stress can aggravate the health problems and how it can be diffused. That is where â€Å"Psychoneuroimmunology† steps in, delving deep into the relationship between the immune system and brain and observing the outcomes of its chemistry. Psychoneuroimmunology and Healthcare  According to PNI, â€Å"every part of our immune system is connected to the brain in some way, be it via a direct nervous tissue connection, or by the common chemical language of neuro-peptides and hormones†, where it suggests that the immune system, â€Å"which keeps us free from external invaders besides maintaining internal homoeostasis, is sensitive to outside influences† (Kooker, 2001). This is substantiated by the fact that chemicals secrete in the brain in response to mental-emotional processing like moods and feelings. PNI was accepted as a new discipline in Yale University as early as in 1977, though then it was known as Behavioral Medicine, an outcome of the realization about its significance towards providing total therapeutic solution to patients. Boiling down to its simplest possible form, PNI collects healthy habits that can enhance the power of immunity in humans. This speaks of its broad range of activities, where it weighs the biopsychosocial factors to reach at the core of the health problem. In fact PNI provides much needed attention on the dynamics of body-mind interactions where it acknowledges the fact that â€Å"our brains secrete hormones in response to our thoughts† (Lorraine, 2003). Thoughts Hold the Key The discoveries through PNI have proved that it healthcare cannot afford to keep psychological factors out of consideration. It has shown that thoughts, no matter where it comes from outside or from the subconscious, can heavily influence the body condition. Alongside, researches to this direction have been able to bring out the positive application of thought. Thus the benefits of PNI have already been established. As for example, Neuroscientist Andrew Newberg of the University of Pennsylvania School of Medicine has able to determine the brain regions that respond to meditation, besides identifying the stress zones under duress (Lorraine, 2003). Findings like these would surely help in both enhancing immunity and preventing stress, as new techniques in stress management have already been stemming out of these findings. Benefits of Transcendental Meditation  Aligned to the progress of PNI as stated above, several techniques of thought regulation or control have been doing rounds. As for example, transcendental meditation has been found to produce a very beneficial state to human body, where it reduces blood pressure, respirator rate, oxygen consumption, blood flow to skeletal muscles, perspiration and muscle tension (Lorraine, 2003). This clearly shows that psychological factors are embedded with well being and in no way they can be kept outside the periphery of routine healthcare system. Physician’s Viewpoint â€Å"We must work as psychologists to erase the line between health and mental health in research, practice, and public policy†, says Norine Gl Johnson, the former president of American Psychological Association in 2001. In her presentation at prestigious Psi Chi Distinguished Lecture she clearly points out the necessity of intertwining health and psychology, where â€Å"educators must be at the forefront of presenting to students and future psychologists the latest in psychology health research and health practices† (Johnson, 2002). Nancy’s words only corroborates the age-old vision that medical treatment cannot be provided without the help of psychology, because psychological factors are the integral part of both illness and well being. Discussion On one hand the researchers have proved the deep impact of psychological factors on both patients and caregivers, while the discoveries regarding the efficacy of new techniques stemming out of modern research and study on biopsychosocial factors clearly show that they are no less potent tools towards managing illness as well as fostering well being. The negative impact of stress or the positive influence of transcendental meditation as cited by studies above amply proves this fact. Accordingly, these facts have already been doing rounds in social and academic circles, thereby convincing people about the impact of psychological factors on both illness and well being. This state of affairs virtually makes it impossible for any healthcare setting to do without any provision of measuring psychological factors involved in any illness. Besides this, the healthcare professionals too would be interested to be equipped with adequate knowledge and application techniques of psychotherapies, which would, in a way, work as their own shields against job stress associated with care giving. Conclusion Evidences show that psychological factors have great bearing on illness and its healing, thereby automatically qualifying them to occupy an important part in the healthcare setting. Going by the experts’ opinion, it can be said that recognition of psychological factors in healthcare setting would not be an encroachment in the domain of conventional healthcare, but would be the advent of a new horizon in its sphere, where it would add tremendous value to the healthcare processes. Therefore, psychological factors form the axis of healthcare in modern day setting, in spite of the presence of state-of-the-art gadgets and availability of effective medicines.

Analysis Of The Article Digibabble, Fairy Dust And The...

In the essay â€Å"Digibabble, Fairy Dust and the Human Anthill,† Tom Wolfe presents a compelling argument about the way convergence is present in many different forms in our lives.The main idea of his argument is of convergence, which is basically defined as the constant change needed to adapt to one s environment. He manages to connect each aspect of his essay with every idea that he presents, making his argument not only sound but valid as well. Wolfe uses evolution as a visual example of the continuous changes occurring in the world. It makes one think about what influences the changes in our world today. Not only does Wolfe use sound logic to make his argument strong, but he also invokes emotion to draw the reader hoping to open up their mind. Overall, Wolfe presents a very valid and supported argument, though there are some doubts due to the age gap between the audiences his argument still remains valid. In the first example, Wolfe uses the American artists in the Ja panese museum The artists were surprised to see that their work was considered to be from the â€Å"Manual Age†. The Japanese students and the digital artwork of that time had surpassed the traditional drawings from the artists. This is a prime example of our world being ever-changing, especially in the area of technological advances. [H]undreds of young Japanese staring at them from the auditorium seats saw them not as visionaries on the cutting edge . . . but as wooly old mammoths who had

Where Do Mosquitoes Spend the Winter

The mosquito is nothing if not resilient. Based on fossil evidence, scientists say the current mosquito we have today is practically unchanged from 46 million years ago. That means it lived through the ice age of 2.5 million years ago — unscathed. It stands to reason that a few months of winter hardly phases a cold-blooded mosquito. So, what happens to the mosquito during the winter? The lifespan of a male mosquito is up to 10 days, and then it dies after mating. The males never make it past the fall. The female mosquitoes spend the colder months inactive in protected places, such as hollow logs or animal burrows. It is fair to say the mosquito enters a period of dormancy, similar to a bear or squirrel hibernating for the winter. She can hibernate for up to six months. Mosquito Eggs in the Fall The first three stages — egg, larva, and pupa — are largely aquatic. In the fall, the female mosquito lays her eggs in areas where the ground is moist. Female mosquitoes can lay up to 300 eggs at a time. The eggs may lie dormant in the soil until spring. The eggs hatch when conditions become favorable again when temperatures begin to rise and sufficient rain falls. These first three stages typically last 5 to 14 days, depending on the species and the ambient temperature, but there are important exceptions. Mosquitoes living in regions where some seasons are freezing or waterless spend part of the year in diapause; they delay their development, typically for months, and carry on with life only when there is enough water or warmth for their needs. Larval and Pupal Stage Certain mosquitoes can survive the winter in the larval and pupal stage. All mosquito larvae and pupae require water, even in winter. As the water temperature drops, the mosquito larvae enter a state of diapause, suspending further development and slowing metabolism. Development resumes when the water warms again. Female Mosquitoes After Winter When the warm weather returns, if the female mosquito hibernated and has eggs to deposit, the female must find a blood meal. The female needs the protein in blood to help her eggs develop.  In the spring, when people reemerge outdoors wearing short sleeves, is exactly the time when newly awakened mosquitoes are out in full force looking for blood. Once a female mosquito has fed, she will rest for a couple of days and then lay her eggs in whatever standing water she can find. Under ideal conditions, females can live about six to eight weeks. Usually, females lay eggs every three days during their adulthood. Places Mosquitoes Do Not Call Home Mosquitoes live in every land region except for Antarctica and a few polar or subpolar islands. Iceland is such an island, being essentially free of mosquitoes. The absence of mosquitoes from Iceland and similar regions is probably because of quirks of their unpredictable climate. For example, in Iceland in mid-winter it frequently warms up suddenly, causing the ice to break, but then it can freeze again after a few days. By that time, the mosquitoes will have emerged from their pupae, but the new freeze sets in before they can complete their life cycle.

America And The Great War Essay - 1326 Words

America and the Great War Throughout history there has been competition for resources and domination. This competition has led to conflicts that have caused destruction, social disruptions and death. World War I was no exception to this competition. World War I was known as the war to end all wars and was caused by a combination of factors. Some causes of World War I was nationalism, imperialism, militarism, and the main cause which was the assassination of Archduke Franz Ferdinand by Gavrilo Princip of Serbia. While the United States attempted to remain neutral and stay out of the war, Germany choose actions that gave the U.S. no choice but to enter and help their Allies defeat the other powers. Militarism preferred force as a solution to problems, which was one of many things that led to World War I. Nations mobilized their military to show support for their alliances and as a method of inflicting fear to their enemies. 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Trade Finance Free Essays

Introduction: Trade Finance in India comprises of financing against imports into India, export from India and inland trade transactions. While doing this study, it is important to know about the regulations governing such transactions in India. Import and Export trade Is regulated by the Directorate General of Foreign Trade (GIFT) under Ministry of Commerce Industry, Department of Commerce, Government of India. We will write a custom essay sample on Trade Finance or any similar topic only for you Order Now Banks In India, authorized by Reserve Bank of India to deal In Foreign Exchange are known as Authorized Dealers. Authorized dealers, while undertaking Import and export ramifications, should ensure that the Imports Into India and export from India are In conformity with the Export Import Policy In force and Foreign Exchange Management (Current Account Transactions) Rules, 2000 framed by Government and the directions Issued by Reserve Bank under Foreign Exchange Management Act from time to time. Banks also have to follow credit policy announced by Reserve Bank of India from time to time to ensure compliance while dealing with financing of Inland Trade transactions. Authorized dealers have to follow normal banking procedures and adhere to the provisions of various rules framed by International Chamber of Commerce, Paris and onshore credit policy of the country. Banks in India use the following trade products to meet financing requirements of the clients: Imports: 1 . Opening of Letter of Credit and Follow up Financing 2. Buyers Credit / Suppers Credit in the form of short term credit for Imports into India 3. Trust Receipt Financing 4. Simple Overdraft Facility 5. Issuance of some of the guarantees to facilitate imports related activities Exports: 1. Pre-shipment Credit in Indian Rupees 2. Pre-shipment Credit in Foreign Currency 3. Post-shipment Credit in Indian Rupees 4. Post-shipment Credit in Foreign Currency . Forfeiting of Export Receivables 6. Factoring of Export Receivables 7. Simple Overdraft Facility 8. Issuance of some of the guarantees to facilitate Export related activities Inland Trade: 1. Local Bill Discounting backed by Bill of Exchange 2. Local Bill Discounting backed by Letter of Credit 3. Simple Overdraft Facility 4. Issuance of some of the guarantees to facilitate Inland Trade actively Trade Finance By onshore is regulated by the Directorate General of Foreign Trade (GIFT) under Ministry of Commerce Industry, Department of Commerce, Government of India. Banks in India, authorized by Reserve Bank of India to deal in Foreign Exchange are known as Authorized Dealers. Authorized dealers, while undertaking import and export transactions, should ensure that the imports into India and export from India are in conformity with the Export Import Policy in force and Foreign Exchange Management issued by Reserve Bank under Foreign Exchange Management Act from time to time. 1. Opening of Letter of Credit and Follow up Financing 2. Buyer’s Credit / Supper’s Credit in the form of short term credit for Imports into 4. Issuance of some of the guarantees to facilitate Inland Trade activities How to cite Trade Finance, Papers

Hrm Practice in Banking Sector free essay sample

[pic] Faculty of Business BBA Program A Thesis on Human Resource Management Practices in Banking Sector: On Southeast Bank Limited Submitted to Md. Ashraful Haq Chowdhury ASA University Bangladesh (ASAUB) Submitted By Mir Tasnuva Tanzin BBA (Major in HRM), Batch #2nd ID: 073-12-0137 Date of Submission August 20, 2011 Submission Report Dear Sir, With due respect I would like to inform you that I have successfully completed my Thesis Program from May 15, 2011 to August 15, 2011 at Southeast Bank Limited and conducted the study on â€Å"Human Resource Management Practice in Banking Sector† A case Study on Southeast Bank Ltd. Thesis Program works as a bridge between the academic and the practical knowledge. I am very much fortunate that I got the opportunity to work with some experienced and devoted professionals. As recommended my work is based on the functional procedure of different desks and different departments of the Bank. I tried my best to put meticulous effort for the preparation of this report. Any shortcoming or flaw may arise. I will welcome any clarification and suggestion regarding this report. Sincerely Yours, Mir Tasnuva Tanzin ID 073-12-0137 Batch #2nd Student of BBA ASA University Bangladesh August 20, 2011 Md. Ashraful Haq Chowdhury ASA University Bangladesh. Reference : Letter of Transmittal Dear Sir, Here is the report that fulfills the partial requirements of Thesis program, which is very helpful for a student to know the activities of an organization. This kind of report also gives an important guideline to do research in the future. Thank you very much for your kind supervision and cooperation without which I could not be able to complete this report. I take every opportunity to express my gratitude to you. Thanking you Mir Tasnuva Tanzin ID 073-12-0137 Batch #2nd Student of BBA ASA University Bangladesh Acknowledgement All commendations go to Almighty Allah, the most merciful, most benevolent to man and his action. I would like to express my gratitude to Mr. M. A Mohit the Deputy Managing Director (DMD) of Southeast Bank Ltd. for giving an opportunity to work on the topic as student. I am greatly indebted to Mr. Md. Hamidul Islam Mia HOB of Dhanmondi Br. And HRD of Southeast Bank Ltd. for providing excellent working environment and his full time assistance in preparing this report. I extend my thanks to Mr. Saidul Islam, Mr. Reza, and Mr. Humayon of Southeast Bank Ltd. Dhanmondi Br. Who have their well hearted cooperation and valuable time in completing this report I am also grateful to all the employees of Southeast Bank Ltd. Of Dahnmondi Branch as they helped me out in explaining the work practice and accompanied me through my research period. Finally, my thanks to ASA University (ASAUB) authority for sincere ooperation and all the faculty members whose integrated effort made me capable of conducting this Thesis. Executive Summery This report is an effort to reflect a clear idea about the Bunker-Customers Relationship, strategies, activities and performance of Southeast Bank Ltd. The researcher was assigned it in the Dhanmondi Branch of Southeast Bank Limited (SEBL) as an intern. The researche r presents this report on the basis of the knowledge and experience gained during the research period. The research report is a partial fulfillment of BBA program. In the report on HRM practices in banking sector: A case study on Southeast Bank Ltd. the overall role of HR managers in a bank and how they play their role is presented. Human resource managers perform an identifiable set of activities that affect and influence the people who work in an organization. These activities include HR planning, job analysis, recruitment, selection, placement, training and development, designing performance assessment and compensation systems, and labor relation Since, the HR department plays a support role within the organization; it interacts with a variety of constituencies. TABLE OF CONTENTS |Page# | |Prefatory parts | | |Title Fly | | |Title Page | | |Later of Submission | | |Acknowledgement | | |Executive Summery | | |Table of Content | | | | | |Report proper | | |Chapter One- Introduction | | |1. 1 Background of the study | | |1. 2 Objective of the report | | |1. Methodology of the report | | |1. 4 Scope of the report | | |1. 5 Limitation of the report | | |Chapter Tow Overview | | |2. 1 Historical Background of Southeast Bank Ltd. | | |2. 2 Special Features of the Bank | | |2. Board of Directors | | |2. 4 Management of the Bank | | |2. 5 Capital Structure of the Bank | | |2. 6 Deposits Status of the Bank | | |2. 7 Profit and operational results | | |2. 8 Selection Process | | |2. Mission, Vision and Objective of SEBL | | |Chapter Three – Understanding the HRM | | |3. 1 General Concept of HRM | | |3. 2 Objectives of HRM | | |3. 3 Basic Principles of HRM | | |3. Approach of HRM | | |3. 5 Philosophy of HRM | | |3. 6 Standard Organ gram of HR Department in a large organization | | |3. 7 Responsibilities of HR Department in a large organization | | |Chapter Four HR Planning Forecasting | | |4. Concept of HR planning forecasting | | |4. 2 Steps of HR planning | | |4. 3 HR planning and the strategic planning process | | |4. 4 Forecasting HR needs | | |4. 5 Forecasting the Internal HR Supply | | |4. Forecas ting the External HR Supply | | |Chapter Five Recruiting Selection | | |5. 1 Concept of Recruiting Selection | | |5. 2 The Recruiting and Selection Process | | |5. 3 Job Analysis | | |5. Job Analysis Methods | | |5. 5 Steps in job Analysis | | |5. 6 A Comparative Discussion between Job Analysis, Job Description, Job Specification, and Job Evaluations. | | |5. 7 Sources of equipment | | |5. 6 Internal sources | | |5. 7 External sources | | |5. 8 Methods of recruitment | | |5. Advantages disadvantages of internal recruitment | | |5. 10 Advantage Disadvantage of external recruiting | | |Chapter Six Training Development | | |6. 1 Concept of Training Development | | |6. 2 Need and important of training | | |6. Objectives of Training | | |6. 4 Guidelines and Framework to Design a Training and Development Plan | | |6. 5 Training method | | |Chapter Seven Compensation Employee Benefits | | |7. 1 Concept of Compensation Employee Benefits | | |7. Components of the compe nsation system | | |7. 3 Wages vs. Salary | | |7. 4 Establishing Pay rates | | |7. 5 Importance of Job Evaluation | | |7. 6 Types of Employee Benefits | | |7. Employees Benefit Programs initiated by HRM | | |7. 8. Employee Services | | |7. 9 Incentive Plans | | |Chapter Eight Employee Relationship | | |8. 1 The Meaning of Ethics | | |8. 2 Organizational culture | | |8. Employee Discipline and Privacy | | |8. 4 Types of Disciplinary Actions | | |8. 5 Disciplinary Proceeding | | |8. 6 Disciplinary Appeals Processes | | |8. 7 Disciplines without Punishment | | |8. Managing Dismissals | | |8. 9 Grounds for Dismissal | | |Chapter Nine | | |Conclusion | | |Bibliography | | Chapter 1 Introduction 1. 1 Background of the study There is no doubt that the world of work is rapidly changing. As part of an organization then, HRM must be prepared to deal with the effects of the changing world of work. For them, this means understanding the implications of globalization, technology changes, workforce diversity, changing skill requirements, continuous improvement initiatives, contingent workforce, decentralized work sites and employee involvement. We should look how this change is affecting HRM goals and practices. The current challenge of HRM is to integrate programs involving human resources with strategic organizational objectives. More and more, organizations are under tremendous competitive pressure worldwide. HR managers must find ways to develop effective programs to meet this challenge. Another important aspect of HRM is the need to ensure cost effectiveness of programs and policies through the optimal utilization of human resources. 1. 2 Objective of the report The broad objective of the report is to co-ordinate classroom knowledge with practical situation. Specific objectives of the report are: ? To fulfill the course requirement of MBA program; ? To acquire practical knowledge about HRM practices in banking sector’ ? To have practical exposure in banking environment that will help a lot of to understand the future work life; ? To analyze HRM practices in Southeast Bank Limited with classroom (theoretical) knowledge; ? To recommend for improvement of existing HR policy of Southeast Bank Limited. 1. 3 Methodology of the report Methodology includes direct observation, face-to-face discussion with respective executive of the bank, study of files, circulars etc. and practical work. In preparing this report, only secondary data have been used. The required data have been collected from following sources- ? Employees service book of the bank; ? Annual report of the bank; ? Different publications regarding banking function; ? Reference books from library of Stamford University Bangladesh. 1. 4 Scope of the report This report covers only human resource practices is Southeast Bank Limited. It focuses on overview of the bank including a comparative study about standard theoretical aspect of HRM and the existing banking practices. The report also investigates the perceptions of employees of the bank toward employee benefits and development policy. 1. 5 Limitation of the report In spite of hearted cooperation from the bank officials, I faced some limitation in preparation the report. The major limitations are as follows: Learning of overall HRM practices in banking sector within just three months was really tough. Another limitation of this report is bank bank’s policy of not disclosing some data and information for obvious reason, which could be very much useful. Chapter 2 An Overview of Southeast Bank Ltd. 2. 1 Historical Background of Southeast Bank Ltd. Southeast Bank Limited is a scheduled Bank under private sector established under the ambit of bank Company Act, 1991 and incorporated as a Public Limited Company under Companies Act, 1994 on March 12, 1995. The Bank started commercial banking operations effective from May 25, 1995. During this short span of time the Bank had been successful to position itself as a progressive and dynamic financial institution in the country. The Bank had been widely acclaimed by the business community, from small entrepreneur to large traders and industrial conglomerates, including the top rated corporate borrowers for forward-looking business outlook and innovative financing solutions. Thus within this very short period of time it has been able to create a image for itself and has earned significant reputation in the country’s banking sector as a Bank with vision. It has been growing faster as one of the leaders of the new generation banks in the private sector in respect of business and profitability as it is evident from the financial statements for the last 4 years. The Company Philosophy – â€Å"A Bank with Vision† has been preciously the essence of the legend of bank’s success. 2. 2 Special Features of the Bank a) It has been performing conventional commercial banking activity and striving to introduce Islamic Banking functions. ) It is the pioneer in introducing and launching different customer friendly deposit schemes to tap the savings of the people for channeling the same to the productive sectors of the economy. c) For uplifting the standard of living of the limited income group of the population the Bank has introduced Consume r Credit Schemes by providing financial assistance in the form of loan to the consumers for procuring household durables, which have had encouraging responses. d) The Bank is committed to continuous research and development so as to keep pace with modern banking. e) The operations of the Bank are fully computerized so as to ensure quick, prompt flawless and services to the customers. 2. 3 Profile Southeast Bank Limited was established in 1995 with a dream and a vision to become a pioneer banking institution of the country and contribute significantly to the growth of the national economy. The Bank was established by leading business personalities and eminent industrialists of the country with stakes in various segments of the national economy. The incumbent Chairman of the Bank is Mr. Alamgir Kabir, FCA, a professional Chartered Accountant. Mr. M. A. Kashem a member of the Board and Mr. Yussuf Abdullah Harun were past Presidents of the Federation of Bangladesh Chamber of Commerce and Industries (FBCCI). Southeast Bank is run by a team of efficient professionals. They create and generate an environment of trust and discipline that encourages and motivates everyone in the Bank to work together for achieving the objectives of the Bank. The culture of maintaining congenial work environment in the Bank has further enabled the staff to benchmark themselves better against management expectations. A commitment to quality and excellence in service is the hallmark of their identity. 2. 4 Board of Directors In SEBL the board of directors has been conceived as the sources of all power headed by its chairman. It is legislative body of the bank board can delegate its power and authority to professionals, but can not delegate, relinquish or avoid their responsibilities. The board of directors of the bank consists of 13 members who are reputed business personalities and leading industrialists of the country. 2. 5 Management of the Bank The management team headed by the CEO, Shah Md. Nurul Alam, the President and Managing Director has to take full loan of carrying out the guidelines, rules and regulations and directions given by the board from time to time and provide all the vital information to the BOD for their knowledge and effective decision making. A graphical representation of the hierarchy of the bank is in point. 2. 6 Capital Structure of the Bank The Authorized Capital of the Bank remains unchanged at Tk. 500. 00 million. The Bank went public and floated shares of Tk. 150 million in December of the previous year which was fully subscribed, thereby raising the issued and paid-up Capital to Tk. 330 million. With the increase of paid up capital, the capital base of the Bank has become stronger. 2. 7 Deposits Status of the Bank The Bank mobilized a total deposit of Tk. 38,258. 15 million as on December 31, 2005 as against Tk. 27, 930. 8 million as on December 31, 2004 showing an increase of 30%. The combination of competitive interest rates that offered sustained deposit raising efforts of the Bank and confidence reposed by customers in the Bank resulted in this growth of deposits. Steps are being taken to further increase the deposit base continuously at a Reduced average cost of funds. 2. 8 Profit and operational results The operating profit of the Bank increased to Tk. 665. 16 million in 2003 compared to Tk. 492. 56 million in 2002 recording an appreciable increase which was due to prudent lending and optimum management of funds. The Bank participated in the primary and secondary stock markets and made considerable capital gains during the year. Notwithstanding the tough and cutting edge competitiveness prevailing in the market, the business of this Bank has expanded substantially compared to that of the previous year. This year the management team as well as the workforce is confidently poised to take on newer challenges with a view to reach the ambitious level of performance in respect of accomplishment of the total business activities including attainment of higher profitability of the Bank. 2. 9 Selection Process Southeast Bank Ltd recruits employees on the basis of newspaper circulation by online e-application on Southeast Bank Limiteds web site. At the e-application section candidates are obligatory to drop their CV on the foundation of Southeast Bank Limiteds vacancy precedence candidates are required to follow their selection procedure as follows: Step 1: Completed application: The application form is given in the online and completely filled applications are carried forward for the preliminary test (employment test). Step 2: Employment test: The Human Resource department mails the admit card to the applicants who have completed the online application successfully via post card. The questionnaire of the test is based on mathematics, English and the respective job questions. It is usually held on 100 marks. The employment test typically holds in any government major educational center. Such as teachers training college of Dhaka, etc. Step 3: Comprehensive interview The applicants passed in the employment written test are called by the bank. They are mailed an invitation for the viva-voce for their post. The applicants have to bring their original educational certificates for producing the same before the interview committee. The certificates are tested here with the application form information. And if any disparity is found the applicant is not allowed confront the interview committee. The passed applicants are given conditional job offer. For permanent job offer they have to pass background examination medical test steps. Step 4: Background examination: The Human Resource Department scrutinizes the background of the applicant and tries to find out all ins and outs of the respective applicant. The applicants are kept unknown about the background enquiry source. Step 5: Medical test: The applicants are to go for a medical check-up to the authorized medical center Southeast Bank Ltd. Southeast Bank Limited does not carry the medical fees. It is to be carried by the applicant himself. The test report directly goes to the Human Resource Department and the applicants are not permitted to see it. Step 6: Permanent job offer If the 6th, Background examination, and the 7th Medical test, steps are passed successfully, Human Resource Department of Southeast Bank Limited sends an Appointment as Probationary Officer letter. At the amalgamation day, the applicants are bound to sign up a Letter of Undertaking for five years continuous service to the bank from the date of confirmation. If he leaves before completion of 5 years confirmed service or during the probation period he will have t refund to the bank 50% of total salary and allowances drawn to him 2. 9 MISSION, VISION AND OBJECTIVES OF SEBL Mission The mission of the bank is to become a highly competitive modern and transparent institution comparable to any of this kind at home and abroad. High quality financial services with state of the art technology. ? Fast customer service. ? Sustainable growth strategy. ? Follow ethical standards in business. ? Steady return on shareholders, equity. ? Innovative banking at a competitive price. ? Attract and retain quality human resource. Commitment to Corporate Social Responsibility. Vision A Bank with Vision is the motto of Southeast Bank Limited. The vision is to be the most efficient financial intermediary in the country through reducing the investment and savings gap of the economy by savings mobilizations and encourage the pace of industrialization. The relentles s journey to achieve that vision started in 1995, since the very inception of the Bank. The journey still continues and will never stop. SBL sets a high standard for itself and every achievement of the bank is a striving agent to reach a new height. Objectives Whether in treasury, consumer, or corporate banking, SBL is committed to provide the best. Meeting the demand of discerning customers is not the sole objective. The Bank believes that to provide standard financial services is to deliver a quality that makes every transaction a pleasurable experience. The bank also believes that Customer is always right and in the core of everything. So providing them friendly and personalized service, tailor-made solutions for business needs, global reach in trade and commerce at the doorsteps and high yield on investments are the core objectives of the bank. But the bank also tries to do the best in conjunction with achieving the ultimate objective of a business organization – Wealth Maximization. Chapter 3 Understanding the HRM 3. 1 General Concept of HRM HRM deals with the design of formal system in an organization to ensure effective and efficiency use of human talents to accomplish organizational goals. Human Resource Management (HRM) is to refer to the philosophy, policies, procedures and practices related to the management of people within an organization. Hr management functions through which manager recruit, select, train and develop organization members. HRM is the systematic planning, development and control of network of interrelated processes affecting and involving all members of an organization. These processes include- ? HR planning forecasting Job work design ? Staffing/ recruitment selection ? Training development ? Performance appraisal review ? Compensation reward ? Employee protection representation ? Organization improvement 3. 2 Objectives of HRM The objective of HRM can be described as follows- ? To hire the right person for the job ? To reduce employee tu rnover ? To motive people to perform at high effort levels. ? Not to waste time with useless interviews. ? To remove unfair labor practices. ? To maintain a high morale better human relations inside the origination. ? To maintain organizational peace. ? To attract competent people and retain them in the organization. To recognize and satisfy individual needs. 3. 3 Basic Principles of HRM ? Treat people with respect and dignity; ? Treat people as adults; ? Deal with people as complete individuals. ? Treat all employees with justice. ? Provide people with justice. ? Provide people with opportunities for growth and development. ? Make people feel that they are most valuable asset for the organization. ? Rewards should be earned, not given. ? Not to underestimate the potentials of people. ? Provide people with all relevant information. 3. 4 Approach of HRM Strategic approach People are the strategic asset of an organization. People have core competency, the basis of competitive advanta ge. Human resource approach People are human beings with a lot of potentials and intellectual abilities. Commodity approach People are commodity. They are viewed as a cog of a machine. Proactive approach Anticipate challenge of problem before they arise. Preventive is better than curative. 3. 5 Philosophy of HRM 1) Labor is viewed as a technical factor of production. They are treated as a commodity and they can be bought and sold. They are hired and fired at will. It is consistent with theory X. 2) Labor is viewed as human factor with a lot of positive potentials, so they must be treated with respect and dignity. This is consistent with theory Y of McGregor. 3. Standard Organ gram of HR Department in a large organization In organizations large enough to have a HR or personnel department, the personal director and his or her staff will play a key role in the designing and monitoring of human resources system. Larger organizations are more likely to help design and implement HR system. A f ull-time specialist tends to emerge when organization have about one hundred employees. A standard structure of HR department in a large company of several thousand employees is shown below: Fig: Structure of HR Department in a Large Organization 3. 7 Responsibilities of HR Department in a large organization |Position |Responsibilities |VP , HR |Executive committee, Organization planning, HR planning, Policy, Organization development | |AVP, Recruitment Employment |Recruiting, Interviewing, Testing, Placement Termination | |AVP, Compensation Benefits |Job analysis and evaluation, Surveys, Performance appraisal, Compensation administration, | | |Bonus, Profit sharing plans, Employee benefits. | |AVP, Training Development |Orientation, Training, Management development, Career planning Development. | |AVP, Employee Relation |EEO relations, Contract compliance, Staff assistance programs, Employee counseling. | Chapter 4 HR Planning Forecasting 4. 1 Concept of HR planning forecast ing HR planning is the first step in the recruiting and selection process. Human resource planning is the process of assessing the organization’s human resources needs in light of organizational goals and making plans to ensure that a competent stable workforce is employed. † – Wendell French. â€Å"Personnel planning is the process of deciding what positions the firm will have to fill, and how to fill them. â€Å"—Gary Dessler. In the words of Colman Bruce (1997) HRP is the process of determining manpower requirements and the means of meeting those requirements in order to carry out the integrated plan of the organization. According to the above definitions, HRP consists of the following elements: ? Establishing and recognizing the future job requirement ? Identifying deficiency in terms of quantity Identifying deficiency in terms of quality specification ? Identifying the sources of right type of man ? Developing the available manpower and ? Ensuring t he effective utilization of workforce. 4. 2 steps of HR planning HR planning is a process involving few stages: ? Integrate HR planning with corporate planning The first stage of HR planning is to integrate it with corporate planning. All manpower planning stems from business plans in relation to a corporate strategy. ? Forecasting internal external environment The second stage in HR planning is to forecast of assess the internal and external environmental factors include government influences economic, geographic and competitive condition. Assessment of internal HR capabilities The next stage is the analysis of internal inventory of HR capabilities. Assessment of internal strengths and weakness as a part of HR planning requires the current job and employees capabilities are audited and organizational capabilities are inventoried. ? Predicting Forecasting HR demand and supply The information gathered from external environmental scanning and assessment of internal strengths and wea knesses is used to predict of forecast HR supply and demand in light of organizational objectives and strategies. ? To locate the required HR Once the demand for HR has been forecasted, then their availability must be identified. The fourth stage of HR planning is to locate the sources from where personnel required will be available. The source may be internal and external. ? Allocation of HR The final stage of HRP is concern with allocation of human resources within organization overtime. 4. 3 HR planning and the strategic planning process HR planning should be an integral part of a firms strategic and HR planning process. The effective HR planning and strategic planning process is shown below: Fig: HR Planning Process 4. 4 Forecasting HR needs When a firm makes a plan for employment requirements, the firm usually needs to forecast personnel needs, the supply of inside and outside candidates. Different techniques like trend analysis, ratio analysis, and scatter plot can be used to estimate staffing needs. ? Trend analysis Trend analysis means studying variation in the firm’s employment levels over last five years. ? The scatter plot A Scatter plot shows graphically how to variables; business activity and firms staffing levels are related. For example, a newly established bank, which has 20 branches, expects to expand to 50 branches over the next five years. The HR director wants to forecast the requirement of manpower. The director can analyse the relationship between size of another 5 well-reported banks (in terms of number of branches) and their existing manpower. |Name of banks |Size (number of branch. |Existing manpower | |Prime bank |41 |1024 | |Dhaka bank |29 |688 | |NCC bank |41 |1000 | |Exim bank |28 |934 | |Southeast bank |38 |765 | If the bank carefully draws in a line to minimize the distances between the line and each one of the plotted points, the bank will be able to estimate the optimum number of staff needed for each bank size. Thus, for a 50 branches bank, the HR director would assume he needs nearly 1100 staffs. ? Ratio Analysis A forecasting technique for determining future staff needs by using ratio between, for example, number of customers and employee needed. 4. 5 Forecasting the Internal HR Supply Once the demand for labor is predicted, it is necessary to forecast the supply of labor that the organization will already have available to meet the demand. The internal supply of labor consists of all the individuals currently employed by an organization. The internal supply of labor is discharged. To predict the future supply the organization needs to maintain amanagement inventory chart and Human Resource Information System (HRIS). 4. Forecasting the External HR Supply The firms can’t always get all the empliyees they need from their current staff and some time they just don’t want to. So, forecasting the availability of outside supply is extremely important in human resource planning. Bec ause of the need for continuous and adequate staffing, every enterprise depends on the quality and quantity of human resources external to it. Chapter 5 Recruiting Selection 5. 1 Concept of Recruiting Selection Recruiting is the process of discovering potential candidates for actual or anticipated organizational vacancies. It involves searching and sourcing for viable job candidates. Recruitment is the process of finding qualified people and encouraging them to apply for work with the firm. On the other hand, selection is the process of choosing among those who do apply. Once an effective recruitment program has supplied enough applicants’ pool the organization faces the task of choosing the best ones for specific jobs. 5. 2 The Recruiting and Selection Process The recruitment process – putting the right people in the right positions at the right times- is one of the most critical tasks any organization faces. Throughout the recruitment process the organization attempts to â€Å"sell† itself to the more promising candidates – that is, to convince them that the organization is a good place to work. The standard recruitment process of a large organization is – Fig: The Recruiting Process Personnel selection is a process of measurement, decision-making and evaluation. The goal of personnel selection system is to bring into organization individuals who will perform well on the job. The standard selection process of large organization typically consist of eight steps : Failed Failedpassed Failed passed Failedpassed passed Problems passed Unfit Fig: The Selection Process 5. 3 Job Analysis A job analysis is a systematic exploration of the activities within a job. It is a technical procedure used to define the duties, responsibilities, and accountabilities of a job. This analysis involves the identification and description of what is happening on the jib – accurately and precisely identifying the required tasks, the knowledge, and the skills necessary for performing them, and the conditions under which they must be performed. 5. 4 Job Analysis Methods The basic methods that HR manager can use to determine job elements and the essential knowledge, skills, and abilities for successful performance include the following – 1) Observation Method Observation method is a job analysis technique in which data are gathered by watching employees work. 2) Individual Interview Method Using the individual interview method, a term of job incumbents is selected and extensively interviewed. The results of these interviews are combined into a single job analysis. 3) Group Interview Method Meeting with a number of employees to collectively determine what their jobs entail. 4) Questionnaire Method Under the questionnaire Method, workers are sent specifically designed questionnaire on which they check or rate items they perform on their job from a long list of possible task items. 5) Technical Conference Method A job analysis technique involves extensive input from the employee’s supervisor. 6) Diary Method The diary method requires job incumbents to record their daily activities. 5. 5 Steps in job Analysis The steps involved in conducting the job analysis include: Fig: Steps in a job analysis 5. A Comparative Discussion between Job Analysis, Job Description, Job Specification, and Job Evaluations. Job Analysis The procedure for determining the duties and skill requirements of a job and the kind of person who should be hired for it. Job Description A job description is a written statement of what the jobholder does, how it is done, under what condition it is done and why it is done. It is a list of job duties, responsibilities- one product of a job analysis. ? Job Specification The job specification states the minimum acceptable qualifications that the incumbents must possess to perform the job successfully. ? Job Evaluations Job evaluation specifies the relative value of each job in the organization. 5. 7 Sources of equipment There are two sources of requirement: internal and external. Deciding whether the position is to be filled internally or externally is often as early task in recruitment planning for a specific vacancy. Entry-level jobs must be filled externally, but for other positions, internal sources are used. Internal sources are as – ? Hiring relative and dependents of the existing employee; ? By promotion and transfer of existing employees; ? From employees on leave, long course deputation of loan from similar other organization. External sources are as – ? New entrants as fresher from school and colleges; ? Educated unemployed due to lack of opportunities elsewhere; Retired hands with experiences; ? Head hunting. 5. 8 Methods of recruitment There are two methods of recruitment this are ? Method for internal recruitment ? Job position Job position involves announcing job openings to all current employees. The announcement carry information about the nature of the position and th e qualifications needs and any employee who is interested may did no the job. ? Employee Referrals Another way to find applicants is through employee referrals by other departments. Informal communications among managers can lead to the discovery that the best candidate for a job is already working in a different section of the firm. ? Skills Inventories Information about every employee’s skills, education, work history and other important factors is stored in a data base, which can then be used to identify employees with the attributes needed for a particular job. ? Method for external recruitment Finding qualified applicants from outside the organization is most difficult part of recruitment. Typically, the external recruitment process uses different methods: ? Advertising Advertising is one of the most popular methods. The most useful advertisement is one that specifies the exact nature of the job, the qualifications required and the salary range. The advertising medium should be selected carefully, with the target audience in mind. ? Employment Agencies There are three types of employment agencies: a) Public agencies; b) Private employment agencies; c) Management consulting firm. Educational institutions generally have placement offices to assist their graduates in finding work. Unfortunately, these kinds of agencies are not popular in our country. ? Campus recruitment Sending an employer’s representatives to college campuses to screen potential applicants and create an applicant pool from the recent graduate is called campus recruiting. It is an important source of management trainees, promotable candidates and professional and technical employees. ? Internship Many college students get their jobs through college internship. Internship is important manpower source for the organization. Internship can be win-win situation for both students and employers. ? Professional Organization Many professional organizations operate placement services for the benefit of their members. These organizations publish of job vacancies and distribute these lists to members. ? Employee leasing Individuals who are hired by one firm and sent to work for a specific duration of time are called leased employees. When an organization has a need for specific employee skills, it contracts with the leasing firm to provide a certain number of trained employees. ? Personal contact Another means of recruiting is the personal contact. Some times personal and good communication can provide an opportunity to get experience manpower as well as better job offer. 5. 9 Advantages disadvantages of internal recruitment When internal recruiting is used, the vacancy is filled by a person of known ability. There are some benefits of internal recruitment: ? Improve goodwill of the organization; ? Improve morale and motivation of employees; ? Improve probability of better selection since the candidate is better known to the organization; ? Less costly. In the case of internal recruitment, the firm also faces some difficulties ? In breeding prevents injection at new blood in the organization. ? Option in limited in locating right talents. Inhibits innovation and creativity. ? Encourage seniority mire then merit. ? Higher probability of likes or dislikes. 5. 10 Advantage Disadvantage of external recruiting External recruiting can bring in new ideas and viewpoints. Another advantage are – ? Injection of new blood with ne w knowledge and creativity. ? Economic in the long run. There are some disadvantages of external recruiting ? External recruiting is the costly; ? Cause brain drain due to fear of lack of growth potential; ? Hanger probabilities of employee turn over; ? Demoralize existing employee. 5. 11 Practices in the Bank Recruitment Objectives of the Bank: ? To build a jubilant worthy cadre of officers. To provide the bank with an efficient and cost effective human resource setup. ? To keep bank free from unhealthy practice of Trade Union. The bank strictly follows all steps of recruiting and selection process to achieve above-mentioned objectives. The bank recruits from both internal and external sources. The bank makes its applicants pool only by newspaper advertising. Some times they recruit from internship student, where foreign banks i. e. HSBC and Standard Chartered bank, recruit major of their fresh executives from internship students pool. But the bank normally does not go for campus recruitment as well as other methods. Chapter 6 Training Development 6. 1 Concept of Training Development Training is a planned effort by an organization to facilitate employee’s learning of job related knowledge and skills for the purpose of improving performance. Training is the process of teaching new employees the vasic skills they need to perform their job. Training is a learning experience that seeks a relatively permanent change in individuals that will improve their ability to perform on the job. The training function, now popularly called HR development. Employee development, by design is more future oriented and more concentrated with education than employee job – specific training. Development therefore, focuses more on the employee’s personal growth. 6. 2 Need and important of training Training is mainly job-oriented; it aims at maintaining and improving current job performance. The need for the training program may arise due to the following: ? Entry of new recruits ? Promotion ? To increase productivity ? To improve quality ? To met organizational objective ? To prevent accident ? To support personal growth and development 6. 3 Objectives of Training 1. Establish a comprehensive understanding of the target audience community in Partner regions, 2. Identify and agree the target group(s) for the training needs analysis (TNA) within partner regions, 3. Design and implement an analysis of training needs questionnaire, 4. Analysis and document perceived training needs 6. 4 Guidelines and Framework to Design a Training and Development Plan 1. Education for Social Change (Popular and Folk Education) Free Online Lesson Plans, Lecture Notes, etc. 2. Online Resources (each having lists of resources) About Training and Development 3. Online Educational Directories, Learning Portals, etc. About TD 6. 5 Training method Training methods consider the choice of method for employee training. With training objectives defined and learning principles in mind. Methods of training are basically tow types- ? On the job training The initial stages in the planning and design of an on the job training are: a) Refer to the agreed objectives for the training as produced in the TNA or the initial planning stages. ) Consider the identified target learning population and how they might affect the training design. c) List the ways in which each objective might best be met. d) Decide whether the learning might be best achieved by an on the job or off the job training. ? Off the job training Off the job training:- Off the job training is conducted i n a location specifically designated for training. It may be near the work place or away form work, at a special training center or a resort. Conducting the training away from the work place minimizes distractions and allows trainees to devote their full attention to the material being thought. Chapter 7 Compensation Employee Benefits 7. 1 Concept of Compensation Employee Benefits Once employees have done their jobs and been appraised, they expect to be paid. Employee compensation refers to all forms of pay or rewards going to employees and arising from their employment. It has two main components: (1) Direct financial payments (wages, salaries, incentives, commissions and bonuses), and (2) Indirect payments (financial benefits like employer-paid insurance and vacations, child care facilities). In addition to compensation in the form of wages and salaries, HRM provides workers with various services and programs known as employee benefits. 7. 2 Components of the compensation system Fig:-Components of the compensation system 7. 3 Wages vs. Salary The words wage and salary are sometimes considered synonymous, but they have slightly different meanings. Wage refers to an hourly rate of pay and is the pay basis used most frequently for production and maintenance employees. Salary refers to a weekly, monthly or yearly rate of pay. Clerical, professional, sales and management employees are usually salaried. 7. 4 Establishing Pay rates The process of establishing pay rates while ensuring external, internal and procedural equity consists of five steps: 1) Conduct a Salary Survey The first step of establishing pay rates is to conducting a salary survey of what other employers are paying for comparable jobs. A survey aimed at determining prevailing wages rates. A good salary survey provides specific wage rates for specific jobs. 2) Job Evaluation Job evaluation is a systematic comparison done in order to determine the worth of one job relative to another. It is a formal and systematic comparison of jobs to determine the worth of one job relative to another and eventually results on a wage or salary hierarchy. 3) Group Similar Jobs into Pay Grades Once has used job evaluation to determine the relative worth of each job, the committee can turn to the task of assigning pay rates to each job; however, it will usually want to first group jobs into pay grades. It could, of course, just assign pay rates to each individual job. A pay grade is comprised of jobs of approximately equal difficulty or importance as established by job evaluation. 4) Price Each Pay Grade – Wage Curves The next step is to assign pay rates to the firms pay grades. The firm can use a wage curve to help assign pay rates to each pay grade. The wage curve shows the relationship between the value of the job and the average wage paid for this job. 5) Five – Tune Pay Rates Five – tuning involves developing pay range and correcting out of line rates. Pay ranges is a series or levels within a pay grade, usually based upon years of service. 7. 5 Importance of Job Evaluation Job evaluation is aimed at determining a job’s relative worth. It compares jobs to one another based on their content, which is usually defined in term of compensable factors like skills, effort, responsibility, and working conditions. 7. 6 Types of Employee Benefits a) Mandatory Benefits Organizations are required to pay these benefits to the employees by law, rules, acts or ordinance. Example: Salary, Bonus. b) Non-mandatory benefits Optional programs and services such as tuition refunds, variety of discount programs, day care facilities for children, credit program etc. 7. 7 Employees Benefit Programs initiated by HRM There are many benefits and various ways to classify them. We can classify them as I. Pay for time not worked II. Insurance benefits III. Retirement benefits IV. Service benefits 7. 7. 1 Pay for Time Not Worked Pay for time not worked – also called supplemental pay benefits- is one of an employer’s most costly benefits, because of the large amount of time off that many employees receive. Common time off with pay periods include holidays, vacations, jury duty, funeral leave, personal days, sick leave, sabbatical leave, maternity leave and unemployment leave insurance payment for laid off or terminated employees. The following figure illustrates a wide rage of such benefits: Fig:- Payment for time not worked. 7. 7. 2 Insurance Benefits Most employers also provide a number of voluntary insurance benefits. Medical or health insurance is a major optional protections benefit offered by employers. Insurance benefits include worker’s compensation, group hospitalization, accident, disability insurance and group life insurance. ? Worker’s Compensation Worker’s compensation provides promote income and medical benefits to work related accident victims or their dependents regardless of fault. Worker’s compensation benefits can be monetary or medical. In the event of a worker’s death or disablement, the person’s dependents are paid a cash benefit based on prior earnings. ? Health and Disability Insurance Health and disability insurance helps protect against hospitalization costs and the loss of income arising form off-the-job accidents or illness. Many employers purchase the insurance from life insurance companies. Most health insurance plans provide at least basic hospitalization and surgical and medical insurance for all eligible employees at group rate. ? Life Insurance Group life insurance provides cower rate for the employer of employee and includes all employees, including new employees, regardless of health or physical condition. In addition to hospitalization and medical benefits, most employers provide group life insurance plans. In many cases, the employer pays 100% or 50% of the basic premium, which usually provides life insurance. 7. 7. 3 Retirement Benefits A very important benefit to most employees is a retirement plans. The major retirement benefits are the social security program and pension plans. ? Social Security Most people assume that social security provides income only when they are over 60, but it actually provides three types of benefits: The familiar retirement benefits- provide an income if the employee retire at 60; survivor’s or death benefits payable to the employee’s dependents regardless of age at the time of death; and disability benefits payable to disabled employees and their dependents. These benefits are payable only if the employee is insured under the social security Act. ? Pension Plans Pension plans provide a fixed sum when employees reach a predetermined retirement age or when they can no longer work due to disability. There are many kinds of pension plan: ? Contributory VS. Noncontributory Under contributory plans, both employees and employers are required to contribute to the pension fund, while under noncontributory plan; pension funding is the sole responsibility of the employer. In noncontributory plans where contributions are based on company profits (deferred profit sharing plans), accumulated funds are usually allocated on the basis of salary. ? Defined benefit VS. Defined contribution plan With defined benefit plans, the employee knows ahead of time the pension benefits he/she will receive. The defined pension benefits itself is usually set by a formula that ties the person’s retirement pension to an amount. Defined contribution plans specify what contribution the employee and employer will make to the employee’s retirement or savings fund. Here, in other words, the contribution is defined, not the pension. With a defined benefit plan the employee knows what his/her retirement benefits will be upon retirement. With a defined contribution plan, the person’s pension will depend on the amounts contributed to the fund and on the retirement fund’s investment earning. 7. 8. 4 Employee Services In addition to the benefits describe above, organization’s offer a wealth of services employees may find desirable. These services can be provided to the employee at no cost or at a significant reduction from what might have been paid without the organization’s support. Services provided to employees may be- ? Wellness Program In an effort to stimulate wellness, many employees can provide recreational facilities for employees or reimburse employees for health club memberships. Other companies provide incentives for employees to participate in exercise programs, ‘quit smoking, lower blood pressure or cholesterol or to take similar steps toward good health. ? Educational Assistance Another important benefit is educational assistance. Some times companies offer monthly stipends for students. Typically, employees are reimbursed for tuition and possibly for books or other associated costs. ? Child-care Assistances It is likely that every major company will soon consider offering child-care assistance as an employee benefit. In most recent year this benefit is being popular in our country because of the number of women in the labor market has increased dramatically. ? Another Services are Another important services, that can be provided by the company are: Social and recreational events, employee assistance programs, credit unions, housing, tuition reimbursement, company paid transportation, free coffee, baby-sitting services or referrals. 7. 9 Incentive Plans Manager may offer group and individual incentive plan those ties pay to some measure of he firm’s overall profitability. Several incentive plans are: ? Piecework Plans A system of pay based on the number of items processed by each individual worker in a unit of time, such as items per hour or items per day. ? Merit Pay as an Incentive Merit pay or a merit raise is any salary increase the firm awards to an individual employee based on his or her individual performance. ? Profit Sharing Plans Profit sharing plan is a plan whereby employees share in the company’s profits. There are several types of profit sharing plans: ? In cash plans In cash plans, the firm simply distributes a percentage of profit as profit shares to employees. ? Deferred profit sharing plans The firm places a predetermined portion of profit in each employee’s account under a trustee’s supervision. ? Employee Stock Ownership Plans (ESOP) ESOPs are company wide plans in which a corporation contributes shares of its own stock or cash to be used to purchase such stock of the firm’s stock tor employees. Chapter 8 Employee Relationship 8. 1 The Meaning of Ethics Ethics refers to â€Å"the principles of conduct governing an individual or a group† and specifically to the standards individual use to decide what he/she conduct should be. 8. 2 Organizational culture Organizational culture is the characteristic values, traditions and behaviors a company’s employees share. A value is a basic belief about what is right or wrong, or about what should or should not do. 8. 3 Employee Discipline and Privacy The purpose of discipline is to encourage employees to behave sensibly at work (where sensible is defined as adhering to rules and regulations). In an organization, rules and regulations serve about the same purpose that laws do in society; discipline is called for when one of these rules or regulations are violated. A fair and just discipline process is based on three prerequisite: rules and regulations, a system of progressive penalties and an appeals process. The four main types of employee privacy violations upheld by courts are intrusion, publication of private matters and disclosure of medical records and appropriation of an employee’s name or likeness for commercial purposes. 8. 4 Types of Disciplinary Actions ? Minor Penalties ? Reprimand / censure; Withholding for a specified period or stoppage of increment, confirmation or promotion; ? Stoppage for a specified period at an efficiency bar in the time scale; ? Any other minor punishment. ? Major Penalties ? Recovery fr om salary of the whole or part of any pecuniary loss caused to the band by the employee; ? Degradation to any lower post; ? Compulsory retirement from service with or without retirement benefits; ? Removal from service; ? Dismissal from service. 8. 5 Disciplinary Proceeding ? Before imposing any penalty as above, the employee concerned shall be informed in writing about the charges and also be given an opportunity to answer to the charges in writing. An inquiry into charges may be held before taking final action in this regard and the competent authority may appoint an inquiry officer senior in rank to the accused to inquire into the charges and to submit his findings before passing final order in the case. ? An employee, against whom disciplinary action is proposed to be taken, may be placed under suspension, or the competent authority may order him to proceed on leave. ? The period of suspension will not exceed 90 days. If an employee, put under suspension, is not found guilty, he shall be entitled to full salary for the period of his suspension. ? If an employee put under suspension, is awarded any penalty in case of compulsory retirement or dismissal from service, the effect shall be from the date of suspension and in the case of any other penalty, the effect shall be from the date of passing of the order by the competent authority. An employee who has been awarded any penalty shall have a right to appeal to the competent authority within 30 days (or any period determined by the authority) from the date of the order. 8. 6 Disciplinary Appeals Processes The disciplinary appeal process consists of following three steps: Steps 1: Management review In step 1, the complainants submit a written complaint to a member of management (e. g. manager, senior manager or managing director) within seven calendar days of the occurrence of the eligible issue. Steps 2: Officer Complaint If not satisfied with that decision in step 1, then in step 2, the complainant submits a written appeal to the vice president or senior vice president of the division within seven calendar days of the step 1 decision. Step 3 Executive appeal Review Finally in step 3, the complainant may submit a written complaint within seven calendar days of the step-2 decision to the employee relations department. This department then investigates and prepares case file for the executive review appeals board. 8. 7 Disciplines without Punishment No one likes being punished. The basic aim of discipline without punishment is to gain an employee’s acceptance of the rules by reducing the punitive nature of the discipline itself. 8. 8 Managing Dismissals Dismissal is the involuntary termination of an employee’s employment with the firm. Dismissal is the most drastic disciplinary step the manager can take. Because of this, special care is required to ensure that sufficient cause exists for it. Managing dismissals is an important part of any supervisor’s job. The best way to handle a dismissal is to avoid it in the first place. Many dismissals start with bad hiring decisions. Using sound selection practices including assessment tests, reference and background checks, drug testing and clearly defined job descriptions can reduce the need for many dismissals. 8. 9 Grounds for Dismissal There are four bases of dismissal – 1. Unsatisfactory Performance Unsatisfactory performance may be defined as persistent failure to perform assigned duties or to meet prescribed standards on the job. Specific reasons include excessive absenteeism, tardiness, and adverse attitude toward the company, supervisor or fellow employees. 2. Misconduct Misconduct is deliberate and willful violation of the employer’s rules and may include stealing, rowdy behavior and insubordination. 3. Lack of Qualification for the Job Lack of qualification for the job is an employee’s inability to do the assigned work although he/she is diligent. 4. Insubordination Insubordination, a form of misconduct, is sometimes grounds for dismissal. It should remember that some acts are or should be deemed insubordinate whe