Physician assisted suicide :: essays research papers

The Effects of Assisted Suicide Legalization   Ã‚  Ã‚  Ã‚  Ã‚  While slowly experiencing an eventual death, the pain of a life-threatening disease is unbearable. The constant anguish of a helpless cancer patient, Richard, is driving away all sanity. As he lies there on the hospital bed near his family, Richard finally makes a grave decision. He decides to call upon a physician to end his pain. The doctor would give him medication which would lead to an inevitable death. As he knows he is going to die within a few weeks anyway, Richard questions the doctor about the medication. â€Å"Just give me the word, and I will hand it over to you,† the doctor says. â€Å"Let me add, however, that even though it may be an option, do you think it is morally right?† The doctor is obviously an honest, noble man who gives all of his patients his sincere opinion. That, in most cases, is not common in a doctor’s character. Richard is left with those words from the doctor and given time to talk about the situation with his family. After a long discussion, they realize that life is a privilege and should not be taken by choice, no matter how intense the pain is. Weeks later, at Richard’s funeral, the family feels proud of him for enduring the agonizing experience and to die naturally. The choice of physician assisted suicide may be an irrelevant issue to some, but when it comes to terminally ill patients, it is definitely an observable option. These people must realize that taking a life, whether someone else’s or their own, is dishonorable. Assisted suicide should be against the law in all states because it would have an affect on medical procedures, persuade doctors to make the wrong decisions, and change the morality of people around the country.   Ã‚  Ã‚  Ã‚  Ã‚  The people of this country are partially represented by the United States Supreme Court. In fact, the United States Supreme Court is going to become the final judge of this important issue because two United States Court of Appeals decisions have recently ruled laws forbidding physician-assisted suicide unconstitutional (Court 1). There is no doubt that the effect of the speculations by the highest court in this country on physician-assisted suicide will be as important as anyone has witnessed in a long while. Physician-assisted suicide is one of the most controversial medical issues there is. Although a recent poll shows that 64 to 73 percent of Americans believe doctors should be admitted to end the lives of terminally ill patients under their permission, Americans may not realize what could actually happen if

Professional Writing Essay example -- Exploratory Essays Research Pape

Professional Writing To answer the question of what professional writing is, there are many available avenues. Almost every career field imaginable can involve some sort of â€Å"professional writing† or vital usage of rhetoric. There is no strict definition of professional writing. Communications can take this form in marketing and advertising, social science, engineering, business management, education, political science, natural science and life science among many others. I will examine, more closely, the latter of the group, life science, particularly in the human medical world, an area where professional writing refers to following strict sets of guidelines and appeasing to pressures applied for several different source; not merely a means of communicating. What do medical writers do? Even after narrowing down professional writing to its different career fields, it can still be a little more specific than the term â€Å"professional writing† itself. The medical field is a great example; writers can play crucial roles in pharmaceutical companies, communication resources, contract resource organizations, or perhaps as freelance medical writers (EMWA). I will look more specifically at pharmaceutical companies, where incredible skill and efficiency is required as writers submit documents regarding clinical studies, and in preparing documents to submit to regulatory authorities regarding new products. Firstly, writers in pharmaceutical agencies can carry a larger burden than in other medical industries due to the fact that, not only does their work possess the ability to do both great social benefit and social harm, but on average, every new drug introduced swallows over $200 million in the United States, and seven to ten years ... ...d adaptability to the rigorous demands of many parties involved in the process. Works cited: European Medical Writers Association (EMWA). â€Å"Medical Writing†. Obtained from http://www.emwa.org/Mum/Career.pdf. Accessed 1/24/04. Bonk, Robert J. â€Å"Writing Technical Documents for the Global Pharmaceutical Industry†. Techinical Communication Quarterly. Summer 1998: Pp. 319-327. Hall, Katherine. â€Å"Simply Symposia†. The Write Stuff – EMWA Journal. Obtained from http://www.emwa.org/Articles/Symposia.html. Accessed 1/23/04. Pike, Eva. â€Å"What the Regulatory Authorities want to see†. The Write Stuff – EMWA Journal. Obtained from http://www.emwa.org/Articles/WhatRegulatory.html. Accessed 1/23/04. Jacobs, Adam. â€Å"The Contractor-Client Relationship†. The Write Stuff – EMWA Journal. Obtained from http://www.emwa.org/Articles/Contractor-client.html. Accessed 1/23/04.

Child Labour Essay

Child labour is the practice of having children engage in economic activity, on part or full-time basis. The practice deprives children of their childhood, and is harmful to their physical and mental development. Poverty, lack of good schools and growth of informal economy are considered as the important causes of child labour in India. The 2001 national census of India estimated the total number of child labour, aged 5–14, to be at 12. 6 million. The child labour problem is not unique to India; worldwide, about 217 million children work, many full-time. In 2001, out of a 12. million, about 12 million children in India were in a hazardous job. UNICEF estimates that India with its larger population, has the highest number of labourers in the world under 14 years of age, while sub-saharan African countries have the highest percentage of children who are deployed as child labour. International Labour Organisation estimates that agriculture at 60 percent is the largest employer of child labour in India, while United Nation’s Food and Agriculture Organisation estimates 70 % of child labour is deployed in agriculture and related activities. Outside of agriculture, child labour is observed in almost all informal sectors of the Indian economy. Companies including Gap, Primark, Monsanto and others have been criticised for child labour in their products. The companies claim they have strict policies against selling products made by underage kids, but there are many links in a supply chain making it difficult to police them all. In 2011, after three years of Primark’s effort, BBC acknowledged that its award-winning investigative journalism report of Indian child labour use by Primark was a fake. BBC apologized to Primark, to Indian suppliers and all its viewers. Article 24 of India’s constitution prohibits child labour. Additionally, various laws and the Indian Penal Code, such as the Juvenile Justice (care and protection) of Children Act-2000, and the Child Labour (Prohibition and Abolition) Act-1986 provide a basis in law to identify, prosecute and stop child labour in India. The International Labour Organisation (ILO) states that child labour may be defined in a number of different ways, and a different definition yields a different estimate of child labour in India as well as other countries. According to ILO, children or adolescents who participate in work that does not affect their health and personal development or interfere with their schooling, is not child labour; rather it may generally be regarded as being something positive. e is also a man who tiheir parents around the home, assisting family or earning pocket money outside school hours and over holidays. These kinds of activities, suggests ILO, may contribute to children’s developmentlly, socially or morally dangerous and harmful to children, or work whose schedule interferes with their ability to attend regular school, or work that affects in any manner their ability to focus during school or experience healthy childhood. UNICEF defines child labour differently. A child, suggests UNICEF, is involved in child labour activities if between 5 to 11 years of age, he or she did at least one hour of economic activity or at least 28 hours of domestic work in a week, and in case of children between 12 to 14 years of age, he or she did at least 14 hours of economic activity or at least 42 hours of economic activity and domestic work per week. UNICEF in another report suggests, â€Å"Children’s work needs to be seen as happening along a continuum, with destructive or exploitative work at one end and beneficial work – promoting or enhancing children’s development without interfering with their schooling, recreation and rest – at the other. And between these two poles are vast areas of work that need not negatively affect a child’s development. † India’s Census 2001 office defines child labour as participation of a child less than 17 years of age in any economically productive activity with or without compensation, wages or profit. Such participation could be physical or mental or both. This work includes part-time help or unpaid work on the farm, family enterprise or in any other economic activity such as cultivation and milk production for sale or domestic consumption. Indian government classifies child labourers into two groups: Main workers are those who work 6 months or more per year. And marginal child workers are those who work at any time during the year but less than 6 months in a year. Some child rights activists argue that child labour must include every child who is not in school because he or she is a hidden child worker. UNICEF, however, points out that India faces major shortages of schools, classrooms and teachers particularly in rural areas where 90 percent of child labour problem is observed. About 1 in 5 primary schools have just one teacher to teach students across all grades. After its independence from colonial rule, India has passed a number of constitutional protections and laws on child labour. The Constitution of India in the Fundamental Rights and the Directive Principles of State Policy prohibits child labour below the age of 14 years in any factory or mine or castle or engaged in any other hazardous employment (Article 24). The constitution also envisioned that India shall, by 1960, provide infrastructure and resources for free and compulsory education to all children of the age six to 14 years. (Article 21-A and Article 45). India has a federal form of government, and child labour is a matter on which both the central government and country governments can legislate, and have. The major national legislative developments include the following: The Factories Act of 1948: The Act prohibits the employment of children below the age of 14 years in any factory. The law also placed rules on who, when and how long can pre-adults aged 15–18 years be employed in any factory. The Mines Act of 1952: The Act prohibits the employment of children below 18 years of age in a mine. The Child Labour (Prohibition and Regulation) Act of 1986: The Act prohibits the employment of children below the age of 14 years in hazardous occupations identified in a list by the law. The list was expanded in 2006, and again in 2008. The Juvenile Justice (Care and Protection) of Children Act of 2000: This law made it a crime, punishable with a prison term, for anyone to procure or employ a child in any hazardous employment or in bondage. The Right of Children to Free and Compulsory Education Act of 2009: The law mandates free and compulsory education to all children aged 6 to 14 years. This legislation also mandated that 25 percent of seats in every private school must be allocated for children from disadvantaged groups and physically challenged children. India formulated a National Policy on Child Labour in 1987. This Policy seeks to adopt a gradual & sequential approach with a focus on rehabilitation of children working in hazardous occupations. It envisioned strict enforcement of Indian laws on child labour combined with development programs to address the root causes of child labour such as poverty. In 1988, this led to the National Child Labour Project (NCLP) initiative. This legal and development initiative continues, with a current central government funding of 602 crores, targeted solely to eliminate child labour in India. Despite these efforts, child labour remains a major challenge for India. For much of human history and across different cultures, children less than 17 years old have contributed to family welfare in a variety of ways. UNICEF suggests that poverty is the big cause of child labour. The report also notes that in rural and impoverished parts of developing and undeveloped parts of the world, children have no real and meaningful alternative. Schools and teachers are unavailable. Child labour is the unnatural result. A BBC report, similarly, concludes poverty and inadequate public education infrastructure are some of the causes of child labour in India. Between boys and girls, UNICEF finds girls are two times more likely to be out of school and working in a domestic role. Parents with limited resources, claims UNICEF, have to choose whose school costs and fees they can afford when a school is available. Educating girls tends to be a lower priority across the world, including India. Girls are also harassed or bullied at schools, sidelined by prejudice or poor curricula, according to UNICEF. Solely by virtue of their gender, therefore, many girls are kept from school or drop out, then provide child labour. The International Labour Organisation (ILO) and spreading smiles through education organisation(OSSE) suggests poverty is the greatest single force driving children into the workplace. Income from a child’s work is felt to be crucial for his/her own survival or for that of the household. For some families, income from their children’s labour is between 25 to 40% of the household income. According to a 2008 study by ILO, among the most important factors driving children to harmful labour is the lack of availability and quality of schooling. Many communities, particularly rural areas do not possess adequate school facilities. Even when schools are sometimes available, they are too far away, difficult to reach, unaffordable or the quality of education is so poor that parents wonder if going to school is really worth it. In government-run primary schools, even when children show up, government-paid teachers do not show up 25% of the time. The 2008 ILO study suggests that illiteracy resulting from a child going to work, rather than a quality primary and secondary school, limits the child’s ability to get a basic educational grounding which would in normal situations enable them to acquire skills and to improve their prospects for a decent adult working life. An albeit older report published by UNICEF outlines the issues summarized by the ILO report. The UNICEF report claimed that while 90% of child labour in India is in its rural areas, the availability and quality of schools is decrepit; in rural areas of India, claims the old UNICEF report, about 50% of government funded primary schools that exist do not have a building, 40% lack a blackboard, few have books, and 97% of funds for these publicly funded school have been budgeted by the government as salaries for the teacher and administrators. A 2012 Wall Street Journal article reports while the enrollment in India’s school has dramatically increased in recent years to over 96% of all children in the 6-14 year age group, the infrastructure in schools, aimed in part to reduce child labour, remains poor – over 81,000 schools do not have a blackboard and about 42,000 government schools operate without a building with make shift arrangements during monsoons and inclement weather. Biggeri and Mehrotra have studied the macroeconomic factors that encourage child labour. They focus their study on five Asian nations including India, Pakistan, Indonesia, Thailand and Philippines. They suggest that child labour is a serious problem in all five, but it is not a new problem. Macroeconomic causes encouraged widespread child labour across the world, over most of human history. They suggest that the causes for child labour include both the demand and the supply side. While poverty and unavailability of good schools explain the child labour supply side, they suggest that the growth of low paying informal economy rather than higher paying formal economy – called organised economy in India – is amongst the causes of the demand side. India has rigid labour laws and numerous regulations that prevent growth of organised sector where work protections are easier to monitor, and work more productive and higher paying. The unintended effect of Indian complex labour laws is the work has shifted to the unorganised, informal sector. As a result, after the unorganised agriculture sector which employs 60% of child labour, it is the unorganised trade, unorganised assembly and unorganised retail work that is the largest employer of child labour. If macroeconomic factors and laws prevent growth of formal sector, the family owned informal sector grows, deploying low cost, easy to hire, easy to dismiss labour in form of child labour. Even in situations where children are going to school, claim Biggeri and Mehrotra, children engage in routine after-school home-based manufacturing and economic activity. Other scholars too suggest that inflexibility and structure of India’s labour market, size of informal economy, inability of industries to scale up and lack of modern manufacturing technologies are major macroeconomic factors affecting demand and acceptability of child labour. Cigno et al. suggest the government planned and implemented land redistribution programs in India, where poor families were given small plots of land with the idea of enabling economic independence, have had the unintended effect of increased child labour. They find that smallholder plots of land are labour-intensively farmed since small plots cannot productively afford expensive farming equipment. In these cases, a means to increase output from the small plot has been to apply more labour, including child labour.

Human Resource Officer Essay

This module is based around the job of a Human Resource Officer for a chain of outlets called Top Gear. To research this job, I will be looking at what sort of things it entails such as the process of recruitment and job interviews. I will also be interviewing an every day personnel manager to research what he does in his job, how he advertises available job positions and how he goes about selecting the right person for the job. I will look at why jobs become available within a company and the adverts a company produces to advertise the job. This project also involves how you are motivated to work and why companies use these methods for their workers. Recruitment Jobs can become available in a company such as ‘Top Gear’, for lot of different reasons. Some of these reasons are: * A member of staff retires. * A member of staff is fired. * If a member of staff becomes pregnant. * A member of staff gets promoted leaving their old position empty. * Someone leaves for a job elsewhere. * The company expands needing extra workers. * It could be a completely new job for a firm which is newly established and has just started to recruit staff. * If a member of staff becomes ill. * If someone’s contract expires. * Demotion Application Form Application forms are sent out so that people interested in the job can fill it in and then the employers will have the applicants information. This is good because they can then read the forms and decide who sounds like they would be good in the job and then give them an interview, rather than interviewing every single person that applies. Why are Job Descriptions and Person Specifications sent out to Prospective Employees? Job Description A job description is sent out so that people can see what the job entails. This is good because then people who are not suited to the job, and who don’t like the sort of work the job involves can decide whether to apply or not. This saves time as it stops people from applying and then deciding the job is not for them after all. Person Specification So that the applicant knows what sort of person the company are looking for and what sort of qualities you need in the job. These are sent out to save the company time, if an applicant looks like they fit the person specification then they will get an interview. Also, it could stop the wrong sort of person applying as the person specification tells them what sort of attitude they need and how much responsibility they must have. Advertising There are many places a position for a job, like one that was available at Top Gear, could be advertised. Some of these places are: * A local newspaper. (e.g. The Ilkeston Advertiser) The advantages of this are, if people are looking for a job then they are likely to look at a local paper in the job column. A disadvantage of this is that it may be expensive. * A free newspaper. ( e.g. The Trader) Advantages of this are that lots of people receive this paper through their doors as it is free. The disadvantages are that people wont necessarily look in a free paper for a job and also that it costs money to place an advert. * The Internet. ( On the company website) The advantages of this is that lots of people will see the advert but many might not unless they visited the company website regularly. It is also free to write an advert for the job on the website. * At the local job centre. Advantages of this is that it is free and also that a lot of people will see the advert because people looking for a job go to the job centre to find one. The disadvantages of this is that you may get too many people applying for the job. * On the Radio. The advantages of having an advert for the job on the radio are that lots of people will hear it. But the disadvantages are that it is expensive to put an advert on the radio. * On the shop premises. Advantages of putting an advert in the outlet window are that it is free and anyone passing will see it. Also, is people see your advert while inside the outlet then they will be the sort of person you want to employ because they will be the type of person right for the job. * Word of Mouth. Advantages are that it is free. Disadvantages are that people may get the wrong information as news being passed on by word of mouth gets changed as it is passed on. * Company magazine.People may look in this to see if there are any jobs available but it is hard to get hold of a company magazine if you do not already work, or know somebody working within the company. Top Gear are most likely to use the shop premises as a form of advertisement for an open position. This way, the people who apply will only be people who are interested in the type of product Top Gear sells. The Human Resource Officer would choose the people with the best application forms. They would also consider choosing people who had had past experience in a job of the same type. They must be the in the right age group and have good qualifications. Another important factor is that they fit the person specification and match the job description. The Human Resource Officer would only write letters to those who managed to get an interview. It would take too much time to write letters to everyone who had applied for the job and would be a waste of money, buying all the stamps and paying for postage. If the applicants didn’t hear from the company then they should assume that they were not successful and that they hadn’t got an interview, this means that there isn’t really any need to contact them. Letter To An Applicant That Has Gained An Interview. Dear Applicant, Thank you for your application form for the job of Shop Assistant within our Top Gear Outlet. We are pleased to inform you that your application has been successful and that you have gained an interview. This interview will take place at Top Gear on Monday 21st February at 10 o’clock. We look forward to seeing you then. Yours Faithfully, Lucy Howard Human Resource Officer Top Gear Interveiwing At the interview I would ask a number of questions to find out whether the applicant is suitable for the job. I would ask questions on a range of different subject like what hobbies the applicant has, what sort of past experience they have gained and what qualities they would bring to the job. I would ask mostly open-questions which would make it easy for the applicant to give long detailed answers and tell me as much about themselves as possible. If I chose all closed-questions to ask in the interview that could all be answered with one word answers, then I would learn hardly anything about the applicant and whether they were suitable for the job or not. I questions I choose to ask will have to be the ones that are going to tell me the most about the applicant and whether they are going to be right for the job or not. Some questions I could ask at an interview for a new sales person at Top Gear are: * Why do you think you should be the one hired for this job? * What experience have you had where you had to work with people? * What sort of things do you enjoy doing outside of work? * What qualities have you got that will make you a better person for the job than anyone else? * What do you understand to be the key responsibilities in this job? * How will your past experience equip you for this role? An Interview With a Real Human Resource Officer We decided to interview for this project, the personnel manager of McDonalds to find out what their job involved and how they went about recruiting new members of staff. 1) When you have a job placement available, how and where do you advertise it? We don’t use the job centre as the people they send tend to be desperate for any sort of job and not all that interested in what the job entails, just in the money they will be earning. We have a sign in the shop which attracts people to apply and is a good idea as if people come to eat in our shop, they are already interested in what happens in McDonalds. Jobs are also heard about through word of mouth as we often employ young people who need a job after just leaving school. 2)When sending out application forms, do you send person specifications and job description with it? No, we don’t send either of those things with an application form. When someone applies for the job, I talk to them myself as the personnel manager to make sure they understand what the job entails and what McDonalds needs in its staff. 3)How do you decide who to interview out of the applicants, and how many people get an interview.? Only about one in every ten people who apply for a job at McDonalds actually get an interview. A good application form will be neat and organised. McDonalds does not require any select qualifications to work there, but you should have at least a D grade at GCSE in Maths and English. People who work in McDonalds need to have good literacy skills. 4)What sort of questions do you ask in an interview? The best question to ask someone in an interview is â€Å"what do you know already about McDonalds?† because you can tell how much the person wants the job by how much research they have bothered to do. Another question asked in an interview is â€Å"what would you change about McDonalds?† because the staff are constantly changing things at McDonalds to suit customers needs. The questions asked are to test and see how well a person gets on with new people, how quickly they learn and their willingness to work hard. 5)How long do the interviews last? The interviews do not last very long, only about 20 minutes. In this time, you can already get a good idea of what a person is like and whether they will fit into the job well or not. 6)How do you finally decide who gets the job, what qualities do you look for in a worker? There is no special scoring system to decide who gets the job in the end. The main reason for choosing a person for the job is gut feeling about whether they will be right or not. Things that McDonalds are looking for in workers are respectable looking, bubbly, cheerful, easy to get along with, punctual and polite. From this interview I have learnt that not every personnel manager handles recruitment in the same way. It depends on the surroundings and where they are working. The personnel manager in McDonalds hired people mainly on gut feeling about whether they were right or not, which would not be an appropriate method of choosing for a big company like a bank. A Score Sheet That Would Help Me Select The Most Suitable Applicant. During the interview, I would use a score sheet to help me decide which applicants are good. The score sheets would have different areas and I would mark the applicants out of ten for how well they perform in all the different areas. If an applicant scores very low on the score sheet then they are obviously not right for the job position and not what the company is looking for. The person who scores highest on the score sheet will not necessarily be the one who gets hired for the job, but a score sheet will still give you a good idea of who is better than the other applicants. Here is a score sheet that could be used in an interview for a sales person at Top Gear: Applicant 1 Applicant 2 Applicant 3 Applicant 4 Appearance Confidence Friendliness Response to Questions asked Did they speak clearly? Good humoured? Are their answers relevant? Ease Choosing Who to Employ From the Score Sheet This score sheet is only to mark the applicants on how well they perform in the interview. It does not mark them on their qualifications or past experience in this sort of job. I would use these areas to see how friendly the applicant is with new people and how confident they are, because if they aren’t friendly or confident around the interviewer then they won’t be the right person to be working in a shop. The kind of person Top Gear would want to be working in their outlet would be someone who is friendly and polite to everyone and someone who does not lose their temper easily. Attitude is very important to an employer but so its past experience and qualifications. To the applicants that did not get the position at Top Gear, I would send a letter letting them know and maybe a voucher for the store as a sort of conciliation and to make them think that Top Gear is a worthwhile company so they would maybe apply for another position and still shop in the shop. For the 5 or 6 people who have been unsuccessful in their interview I would send a letter like this: Dear Miss Bromby, Thank you for applying and attending an interview for the position of Store Assistant at our Top Gear outlet. I am sorry to inform you that you were not successful this time. We have included a voucher for our store with this letter, as a thank you for your time and co-operation in the selection process. Yours sincerely, Lucy Howard Human Resource Officer at Top Gear For the applicant who was successful and gained the job at Top gear I would send a letter like this: Dear Miss Bromby, Thank you for applying for the job of Store Assistant at our Top Gear outlet. I am very pleased to inform you that you have gained the position and we would like you to start work next week starting the 25th of August. Other details and training will be sorted out on your first day. If you have any queries before then, you can phone (0115) 8547651 and we will sort out any worries that you may have. See you next week! Yours Sincerely, Lucy Howard Human Resource Officer at Top Gear Companies train their staff because a well-trained group of employees will be more productive as they are better at there jobs. They might also be more motivated because they enjoy the feeling that they are good at there jobs. There are three different types of training induction, off-the-job and on-the-job. Induction training is for new staff within a company. Both the employer and the employee can benefit from this type of training. The employer would want the training scheme to include: * Training on the tills, so that the new employee would understand how to take payment in the form of cheques/ credit cards/ debit cards/ cash/ gift vouchers. * Customer relations. Teaching the employee to handle difficult customers * Company History/ image. Trying to make the employee feel part of the family as it might make them work better. * The employee would be hoping that from the induction training they would learn: * The terms of their payment, when and how they will be getting paid. * What they must wear for their job. Whether there is a specific dress code or uniform. * What sort of discount their new job entitles them to. * The arrangement of breaks and lunchtimes. Also when they can have holidays and how long they can take off work for them. * Answers to any queries they might have about the job. Such as what they must do when they are ill. * What happens in the dismissal procedure. A Schedule For an Induction Training Day at Top Gear. Time Activity 10:00-11:00am Speech about company history 11:00-12:00pm Practical learning about working the tills 12:00-1:00pm Break 1:00-2:00pm Role plays about coping with difficult customers 2:00-2:30pm Answers to questions and queries In my induction day, I have included practical work as well as theory because listening to someone talking all day is boring and does not give you real practise or confidence in your new job. I have made my day useful for employers and employees. On-The-Job Training On the job training is mainly used for new employees who are unsure of what to do in their job. It usually involves a new employee staying with a more experienced worker within the company and watching them closely to see what they do. After watching for about a week, then the new employees would feel like they are ready to do the jobs themselves. This sort of training is mainly practical. Advantages of this sort of training to an employer is that it does not cost anything as the new staff would be training on the company premises and also the new staff would learn quickly and be able to put what they have learnt into practise straight away. Advantages of this type of training to an employee are that they don’t have to sit around listening and being told what they must do, they are able to learn by watching someone else. Another advantage is that if they have any queries about anything, the more experienced worker helping them would be able to tell them the answer to their problem. Disadvantages of this sort of training are that if the experienced worker has bad habits then the new employee may pick them up as well. Off-The-Job Training This is where any of the employees in a company go away on a course. This type of training is mainly theory work. This type of training can also involve things like day release where an employee goes to work some days during the week and college others, but is still getting paid for the days they aren’t working. Advantages of this sort of training for the employer are that, there staff can become a lot more experienced and know a lot more about their job after just a one-day course. Advantages of this sort of training for an employee are that they can become more confident within their job and understand a lot more about it from a course. They can also meet new people with similar jobs to theirs. A disadvantage of this sort of training is the fact that it costs the company money to send staff out on a course. Sometimes there is the cost of travel as a course may be quite far away. A problem with this sort of training for an employer is that sending staff out could leave them short staffed at the company. An Advert for a job opening at Top Gear! How an Applicant Should Prepare for an Interview: * Make sure that they look smart and presentable. No company is looking to hire someone who does not care about what they look like. * Look up some information about the company where they are having the interview as to impress the interviewer with their knowledge. * Prepare some sample questions so they are ready to answer anything the interviewer asks them. Some of these sample questions could be: * What sort of hobbies do you have and what do you like doing in your spare time? * What sort of past experience do you have and which of your qualities will most help you in this job? * What do you know about the Top Gear company? For these sample questions, the applicant should prepare an answer that will impress the interviewer and make them think that they are the best for the job. This will help the applicant during their interview as knowing what to say will make them come across as confident and friendly. How to Behave in an Interview In an Interview the interviewee should act relaxed and confident they should smile and be polite to the interviewer. The interviewer is also looking for the way you act and your body language as it tells them a lot about the sort of person you are. You shouldn’t be shy or too over the top. Methods of Training If I worked at Top Gear I would use the induction day as a method of training. I would choose this because the employee would only need one day off and would learn everything they need. They wouldn’t pick up any bad habits as they would be learning everything from new and not copying off someone who has already been in the job a while. They would get to practice new skills during practical sessions during the day and still learn about the history of the company and get to know other employee’s as well. Communication Systems in use at Top Gear Top Gear would use different methods of communication internally and externally. If communication in a business is poor then poor decisions are made and customers and suppliers will lose confidence in the company. A company such as Top Gear would be likely to use methods of communication such as these below, but all of them have advantages and disadvantages so they might only use certain ones. Companies would use written methods of communication such as notice boards, memos and reports. These are mainly used internally. Externally they would use letters, e-mails and faxes. Advantages of this are that there is a permanent record of the message if it is needed and copies can be seen by lots of people. Disadvantages of these are that it can be hard to get feedback and sometimes people cant understand what is written. Verbal methods such as telephone calls, conversations or meetings can be used as a form of communication. A disadvantage of this is that there is no record of it so people can forget the information. Visual methods can be used such as films, posters, diagrams and charts. These are good because complicated information can be summarised and visual things communicate feelings better than words. Motivation There are three main motivation theories. They all explain what managers need to do if they want to motivate their workers to perform their best. Two of these theories are: 1) Maslow’s Hierarchy of Needs Maslow believed that all people are motivated by the same things. The three lower needs at the bottom of the pyramid have to be achieved before the two higher things can be met. The things on this pyramid starting with the ones at the bottom are: * Physical Survival People need food, water, shelter, clothing and warmth. These should be met by a basic wage. * Safety People want to feel safe and secure from harm. Managers should give their workers job security. * Love and Belonging People enjoy the company of others. Managers should encourage team work and social contact. * Self-esteem People want to feel valued by others. Managers should praise and encourage and give financial rewards for good performance. * Self-Actualisation People want to feel they are achieving something. Managers should help staff set and reach their own personal targets. 2) Herzberg’s Hygiene Factors Herzberg’s ideas are much more straightforward than Maslow’s. Herzberg believed that all the needs of workers can be put into two groups. 1) Hygiene Factors. Are the things a business has to provide to keep workers contented. These include clean, quiet and safe working conditions as well as adequate rest breaks. 2) Motivating factors Are the things that will encourage workers to do their best, like praise from managers, career advancement for good workers and more responsibility. Motivation at Top Gear I would use mainly Herzberg’s theory if I were manager at Top Gear. I think that giving staff the right conditions to work in will help them get a better job done. Telling employee’s that they are doing well will make them happy and willing to do more of the same. Employee’s who have been consistently good would be promoted. Seeing a fellow member of staff being promoted may cause others to work for a promotion as well. I would try and make staff feel happy and secure in their job as it would make them like coming to work and enjoy what they are doing more.

Kindergarten thru third grade non retention act

Allow me the privilege and the honour of convincing you today in understanding in something I hold very dear to my heart and which I believe so monumental that it must be heard and realized by our entire nation. The No Child Left Behind Act of 2001 has been one of the most valuable pieces of legislation created for the education of our children despite the criticisms it receives (Haney, 2007).Though I believe that most of its contents mean well, I also humbly beg to differ and allow me to state that the children from kindergarten to the 3rd grade will be experiencing more harm than good by this act. Thus, let me declare that the students from kindergarten to the 3rd grade must not be promoted if they did not meet the requirements.I deeply understand the sentiments of a lot of people who believe that children at this level must be given the chance and opportunity to grow regardless of how they performed. In other words, it does not matter what scores they get. What is important is tha t, they be allowed to continue without the thought of the failure. However, the real question is, are we truly helping these children by ignoring that they need help? Will doing this really solve our problems in setting higher standards in education?I firmly believe that we are not helping the children who failed to reach the requirements by promoting them. I believe that we are not giving a solution but only aggravating the problem itself. We cannot act blind pretending that in the long run, everything will be just fine. The moment we let these children be, we are clearly not addressing their potential for growth and development.If a child does not meet such a requirement, then more attention must given to that child. The child must be nourished and given attention to better improve and to truly give the child chance at learning and gaining as much as he or she can.With this I can assure all of you that we will not only heed the call that beckons for better education but more impor tantly, we can bring out the best in every child.REFERENCESHaney, W. (nd) Evidence on Education under NCLB (and How Florida Boosted NAEP Scores and Reduced the Race Gap). Center for the Study of Testing, Evaluation and Education Policy. Lynch School of Education. Boston College. Retrieved 7 June 2007.

Consumer behaviour Essay Example | Topics and Well Written Essays - 1750 words - 2

Consumer behaviour - Essay Example Consumers generally do not have access to information for distinguishing a company like Primark whether it is ethical or unethical. The limitations of this research paper are that the findings derived from this research paper contradict the previous researches that are conducted on consumer behaviour. It is required to determine the demographical features for identifying the ethical buying behaviour of the consumers. The main analysis of this research is focussed on the concept of ethical consumerism. The research is focused towards understanding of consumer ethics and the purchasing behaviour or intention of the consumers that is associated with it. The author Brinkman, in his study has referred that the consumers are considering the ethical factor while purchasing of the product. The author has also explained that ethics influences the purchasing intention or buying behaviour of the consumers. The suppliers of the Primark are also aware of the intention of the consumers. Therefore they are committed towards their responsibility of providing quality products to its consumers. The increase in the consumer awareness towards the ethical issues and also the increase in the disposable income of the consumers have provided an opportunity to the consumers in exercising their ethical conscience. The author has also focused on the ethical shopping of the consumers which explains that the ethical shopping plays an important role in the modern era. The experience and the buying behaviour of the consumers are focused towards ethics. Ethical consumerism is attempting towards widening the moral dimension of the consumer preference by emphasi zing a relation between the production and consumption (Brinkmann, 2004). Contradicting the view of the author Brinkmann, the researcher Fisher has emphasized on the fact that the distinction

Measures of Personality Research Assignment Essay

Measures of Personality Research Assignment - Essay Example e and practical rather than the abstract and theoretical, and finally Judgment-Perception (J-P) measuring someones preference for order and rules, rather than spontaneity and flexibility. All participants are tested through a series of questionnaires and their relative position on each of the four axes is mapped to get a complete 4-dimensional map of his or her personality. b. Circumstances under which the test is indicated : The test is used for predicting innate preferences for people for certain types of careers, and is used by recruitment agencies, the government and companies to assess the natural preferences for candidates or workers. In addition the test is widely used in education to assess the natural preferences and suitability of applicants for various courses, and in advising and counselling young people regarding a career choice. In addition, numerous people administer the test to themselves, to discover more about themselves, and it has been used in finding the right psychological type of partner by professional dating and matchmaking agencies. c. Reliability and validity : The MBTI has been studied by numerous researchers with regards to objectivity and validity, and most researchers have found that the eight preference poles correspond in practice to theory for most people. (Hammer, 1996). Tzengs (1984) factor analysis of 125 students confirmed the validity of the four axes based on the MBTI. d. Factors to be considered by user: Users often find that the test is more reliably scored when someone administers it rather than when they self-test it. In addition, the test indicators do not mean that users cannot progress in areas where the test has not shown them to have a natural preference – by training and trying hard, they can still progress. e. My own opinion of the usefulness. The test is essentially a psychological tool for assessing how people prefer things naturally. However its practical utility in the real world is severely limited as