Unit 12 Btec P1 – Task P1A

P1 – Describe the role internet marketing has in a modern marketing context using selected organisations as examples Internet marketing has played an important role as a means of advertising. All types of businesses have benefited from internet marketing when it comes to cost, relationship building and sales. Instantly millions of people can have access to a company, its products or services, and this can be done at any time anywhere in the world. Usually communication is done via e-mail reducing costs in telephone calls as well. And this benefits not only businesses which do not need to spend large sums of money on traditional ways of advertising but also benefits consumers who do not need to make telephone calls to know more about a company and its products or services; it is possible to find out everything with a few clicks. Internet marketing is also used to close deals which make the process easier and cheaper for the business and the customer. Even a mobile phone contract deal can be done via internet nowadays. Internet marketing also helps targeting overseas clients as products or services easily reach customers anywhere in the world through internet marketing. Relationship building is also one of the reasons why businesses use internet marketing; this can be done through e-mails received to update customers with latest products, services or news; another way to build good relationship with customers is by offering them services that can be done online without the hassle of going out to resolve an issue. One example is online banking where banks offer customers the facility of cancelling direct debits, make payments or transfers within minutes.

Human Resource Planning Essay

Organisations such as Boots undertake human resource planning to determine a course of action, which helps them to function more efficiently by having the right labour, in the right place, at the right time and cost. Human resource planning was known as manpower planning. It has been defined as: â€Å"The activity of management which is aimed at coordinating the requirements for and the availability of different types of employees† Boots need to forecast their manpower needs, both in terms of the number of employees needed and the types of skills and qualities required. It is also important to monitor and assess the productivity of the existing and available workforce and recognise the impact of technological change on the way in which jobs are carried out. Boots human resource planning team also needs to be able to identify and analyse the factors influencing and shaping the labour markets from which the organisation recruits staff to satisfy its manpower needs. Human resource specialists have to work within these labour markets to acquire sufficient resources to meet the productive needs of Boots. Influences On Human Resource Planning Recruitment and Selection One of the most important jobs for the human resources manager in Boots is recruiting and selecting new employees. Without the right employees the business will be unable to operate efficiently or serve its customers properly or make any profits. With the proper recruitment and selection techniques, Boots can make as sure as possible that they can achieve these objectives. Boots may need to recruit for several of reasons. The growth of Boots can generate additional demand and therefore create a need for extra labour. External influences such as technological developments can change job roles within the organisation, creating a need to recruit new people with specific skills. Alternatively, vacancies can be created through resignation, retirement and dismissal. The Recruitment Process Job analysis Job description Person specification Finding suitable candidates Choosing the best person Taking references Making appointments Training and Development An important part of manpower planning is the continual review, identification and update of training and development. Factors such as the introduction of new technology or new working methods can create training needs that have to be met if Boots is to remain competitive. In recent years there has been growing employer awareness that training can play a significant role in developing a flexible and multi-skilled workforce. Boots organise training and development programmes for several of reason: * To motivate employees and increase job satisfaction, thereby reducing absenteeism and labour turnover * Reduce wastage and accident rates by creating a consistent performance across the work force * Develop the skills of existing employees to cope with labour shortages * To establish the most effective and efficient working methods in order to maximise productivity and remain competitive * Reduce employee’s resistance to change, perhaps deriving from the introduction of new equipment and the application of new technology. Performance Management Boots needs to manage the performance of its employees effectively if it is to remain competitive. This means that there must be effective management control exercised at both individual and organisational level. A range of processes and techniques need to be in place, which allow individual employees to know how well they are doing, and for managers to be able to monitor how well their subordinates are performing. Performance monitoring provides information, which is of value for identifying future training or promotion opportunities, and areas where insufficient skills or knowledge could be deemed a threat to an employee’s efficiency. Managers exercise control at an individual and organisational level through: * Planning by setting objectives and targets * Establishing performance standards * Monitoring actual performance * Comparing performance against targets * Rectifying mistakes and taking action. The Performance Management Process Labour Turnover The labour turn over ratio is used to measure the total number of employees leaving an organisation in a given period of time, usually a year. It is calculated in percentage terms using the formula Number of employees leaving over specific period x 100 Labour turnover = Average number of people employed It is important that labour turnover is continuously measured by Boots to warn of potential problems so that management can take appropriate action. Replacing employees disrupts efficiency and creates recruitment and training costs. For a business to meet the objectives of its manpower plan, it is important that it minimises labour turnover. A high labour turnover is bound to affect the quality and level of output as well as incurring manpower costs associated with the recruitment and training of labour. Labour Stability Index The labour turnover ratio is a rather general measure. A more subtle indicator is the labour stability index, which is calculated using the formula: Number employed with more than 12 months service x 100 Labour stability = Total number of staff employed one year ago This index denotes stability because it emphasises those employees that stay rather than leave. Age Structure The information on the age structure of the workforce – analysed by different categories of employees – is useful for several reasons. It will highlight a potential staff shortage problem that might be caused by a large number of employees all reaching retirement age during a relatively short period of time in the near future. It might show that a particular age group dominates certain positions within the company, frustrating the promotional aspirations of other employees A detailed analysis if the age structure of the workforce of Boots, when linked to skill audits, can also be of considerable value when deciding upon the allocation of training opportunities. For example, boots short-term objective might be to train all employees to use a new form of computer technology by the end of the year. When deciding who should receive training, Boots needs to know which employees already possess the required skills and which employees are nearing retirement age, as training people who are shortly to leave the company would not be cost effective. I am going to be covering the areas that surround Boots in Brent they are: > Alperton > Barham > Sudbury > Sudbury Court > Preston > Tokynton > Wembley Central (where Boots is based) Ward % Under 8 years % Under 15 years Working Age (16 – PA) % Pensioner age % 85 and over Alperton 14.1 20.9 67.8 11.7 1.1 Barham 18.7 19.3 64.4 15.6 1.3 Preston 11 18.1 64.1 17.8 1.6 St Raphael’s 16.6 28.6 60.5 10.9 0.6 Stonebridge 13.1 21.8 66.1 11.1 0.7 Sudbury 9 20.1 64.7 15.9 1.1 Sudbury Court 11.7 20.4 67.9 11.7 0.7 Tokyngton 12.1 20.8 65 14.2 1.1 Wembley Central 13.2 22.2 66.2 11.6 0.7 This data shows the percentage of people’s age in each ward. As you can see looking at the data Wembley central employ 66.2% of working people being the third highest ward. Therefore in this area where Boots is located there would be a lot of workers working there. The data also shows the percentage of pensioners, in Wembley central the percentage of pensioners is low. This means businesses in Wembley central do not employ old people as there isn’t many old people in this area as there are in Preston where majority of pensioners live. Boots would look at recruiting people that who are young, as they want young and active staffs. They would employ young people so they can gradually train them as they go along. By doing this Boots can offer a better service to there customers. Ward Total Unemployment Rate Estimated Rate for Black Groups Alperton 12.3 15.1 Barham 11.7 9.6 Preston 10.3 13.8 St.Raphaels 22.8 27.5 Stonebridge 23.1 27.3 Sudbury 10.7 14.7 Sudbury Court 8 10.6 Tokyngto 12.7 15.5 Wembley Central 13.8 15.2 This data shows the unemployment rates in Brent and the estimated rate for black groups. Unemployment rates for Black and Asian groups were higher than for White groups. White unemployment rates were 10.9% whereas black unemployment rates were 16.5%. While there are no up-to-date unemployment figures by ethnic group, there is no reason to suppose that the differential between white and other ethnic groups has lessened significantly. Based on this assumption, the data above, estimates black unemployment rates in January 1996 compared with the rate for the whole population. This has been estimated by calculating the differential rate in unemployment between the black and other ethnic groups and all groups, then applying the difference to the January 1996 unemployment figures. For example black and other ethnic groups unemployment rates were 22.7% higher in 1991 in Alperton ward than for the white population. This percentage difference is then applied to the current rate. The resulting figure is intended to give a broad estimate of the likely unemployment rate for the black and other ethnic groups. The data shows that the lowest unemployment rate is in Preston ward and the highest rate is in Stonebridge. In Wembley central where Boots is based it looks like an average of unemployment members. This means that in this area there aren’t many unemployed people as the area is very busy due to businesses operating in the area and competition with other businesses occurring. As a result of this businesses will need to recruit more people. For example if Boots were to employ more staff the business will be doing more work, the more work they do the more customers they get. % In Education Rank in Brent Persons (18 +) qualified Rank in Brent Alperton 60 23 12 20 Barham 71 14 15 14 Preston 71 13 18 11 St. Raphael’s 54 28 7 30 Stonebridge 54 27 9 27 Sudbury 74 9 19 9 Sudbury Court 74 8 27 1 Tokyngton 65 19 10 26 Wembley Central 71 11 13 15 These data shows the percentage of pupils in education in each ward. It also shows the percentage of people that are already qualified in Brent. As you can see that Sudbury Court have the number 1 rank in Brent whereas Wembley Central have the rankings of 15. % In Education Rank in Brent Persons (18 +) qualified Rank in Brent Alperton 60 23 12 20 Barham 71 14 15 14 Preston 71 13 18 11 St. Raphael’s 54 28 7 30 Stonebridge 54 27 9 27 Sudbury 74 9 19 9 Sudbury Court 74 8 27 1 Tokyngton 65 19 10 26 Wembley Central 71 11 13 15 Those wards which have high proportions of the population qualified to a level above GCE â€Å"A† level are those wards which have the highest proportions of people in professional and managerial occupations. This tells us that Sudbury Court has the most workers with qualification. Weekly average earnings (Full Time à ¯Ã‚ ¿Ã‚ ½) 1984 1986 1988 1990 1992 1994 Greater London – Males 214.7 255 312.6 383.1 434.4 467.3 Greater London – Females 142.8 169.3 208.2 258.9 308.6 336.5 Brent – Males 204.1 242.4 283.3 338 381.2 402.1 Brent – Females 120.1 159 172.5 225.8 267.9 282.7 This data shows the average weekly earnings (from 1984-1994) for male and females in Brent and Greater London. We can see from the data that from 1984 the males weekly earnings have increased as the years have gone on. The female’s earnings have also increased as the years have gone by, but not the same amount as the males. Some females argue that they are getting unfair pay, as their earnings do not match the males when they are working the same hours and the same jobs as them. If females feel neglected in the workforce they seek the equal opportunities for advice. We can see by looking at this graph that the level of males earnings in 1994 in Brent have increase, so has females earnings. However female’s earnings are not as much as males earning. Recruitment And Selection The first stage of recruitment is to conduct a detailed analysis of the job, which may involve questioning the current jobholder or observing the jobholder at work. The information gathered is carefully recorded and analysed. Further information might be obtained through discussions with the jobholder’s manager of supervisor. When the job analyst gathered all this information, it should be written down in a summary report setting out what the job entails. This report is called job description. It contains two types of information. It describes the tasks of the job and describes the behaviour necessary to actually do these tasks. This is what a job description summary looks like: Job Description Job Title: Sales Assistant Directly responsible to: Store manager Directly responsible for: No one Contact with: Managers, other sales assistants, personnel department, other stores and customers Job outline: To help meet customer’s requirements by providing them a high quality service to ensure they remain satisfied. To be able to deal with customer complaints, request and offer advice when required. Job responsibilities: you need to maintain up-date knowledge of all products ranges and developments. As a company representative a professional, polite and sensitive manner should be adopted at all times. Whenever possible the company’s own brand products should be promoted over those of its competitors. Job requirements: all customer’s orders must be processed correctly using the company system as soon as the order is received. Overall an individual target must be met. Complaints must be dealt with politely and immediately. A person specification, which is also known as a personnel profile, describes the characteristics and skills, which a person needs to be able to do the job to the required standards. There are many ways to set out this information. This is what a person specification looks like: Person Specification Physical appearance: Smart personal appearance, clear, articulate speech Achievements: Five GCSE’s at grade C or above. No previous experience required, however it would be an advantage. Specific skills: Good communication skills. Ability to listen to problems and offer practical suggestions. Willingness to learn. Competent with money. Interests: Any position of social responsibility or participation in team related activity Personality: Polite, pleasant and cheerful, ability to deal calmly with aggravated customers and to cope under pressure. Good team worker Personal circumstances: Reliable person, good time-keeper, living locally and willing to do additional overtime work during holiday periods. The next stage of the process is to attract only those people who fit Boots person specification. Therefore Boots need to advertise for a staff and it is important to advertise in the right areas. It is important to think about the type of people it is trying to attract and the publications they read. The advertisement should be done a well clearly and noticeable. The advertisement should also make it quite clear how any interested person should apply, and state whether applicants need to submit a copy of their curriculum vitae. Once Boots has attracted applicants who match the person specification, the next stage is to gather information on each applicant. The main sources of information are: 1. Application forms 2. Curriculum vitae 3. Interviews The purpose of an application form is to gather information about the candidate that will give definite clues about personal attributes, qualifications, experience, etc. Boots make decisions about which candidates to short list by comparing the information on application forms to the person specification. The completed application form is regarded as part of a candidate’s contract of employment. It is important that no false claims are made or any deliberate misinformation is included, otherwise the contract of employment could be void. A curriculum vitae (CV) is a document usually initiated and prepared by a job seeker. It serves a similar purpose to an application form. The CV includes the job seekers personal details, education, qualification, work experience, interest and ambitions. In addition, the CV should include any other information that would be likely to persuade a prospective employer to consider granting and interview. This is how a CV looks like and should be presented. (See next page) Curriculum Vitae Name: Salma Ahmed Address: 50 Tudor Court South Wembley Middlesex HA9-6SE Telephone: 0208 900 9018 Home) 07958172964 (Mobile) Date of Birth: 20/11/1985 Marital status: Single Nationality: British Occupation: Student Education: Preston Manor Sixth Form Centre Carlton Avenue East Wembley Middlesex HA9 8NA Sep 2002-2004 Qualifications: GCSE French B Maths C Art C English Literature A English Language B Science C/C History C DT C Personal Profile: I am a very hard working person. I like meeting deadlines and I am very reliable. I like working as a team as my communication skills are very well developed. I can work independently as well as in a team and work to the best of my ability. Work Experience: Business: Insight UK (Computer suppliers) Position: I.T. Assistant Address: Alperton House Bridgewater Road Wembley Middlesex HA0 1EH Start: 04/06/01 Finished: 15/06/01 Duties & Skills: During my experience at insight my duties were to deal with technical trouble and solving them. I had to do mail orders and general office duties including filing, faxing, photocopying and other duties that were required Achievements: Throughout my five years at Preston Manor, I have achieved many duties and responsibilities. I was a prefect where I had to help out the school with any events or forthcoming events. I was also a member of the school council committee. I took part in many school activities and extra-curricular activities such as basketball, football and cricket. I had entered for a poem competition and the poem was published in a book called â€Å"kaleidoscope†. Interests: In my spare time I make myself useful. I like to stay healthy and fit, l play lots of sports such as football and basketball. I also play snooker. I am sociable too as I go out with friends to different places. At home I enjoy reading books and listening to music. I take a lot of interest in computing and learn to develop my knowledge on it at home with computer books. I also use the Internet regularly everyday as I find it very interesting and take a big interest in this too. Reference: Are available upon request The structure of the selection interview depends on the nature of the vacancy and the size of the Boots. For some jobs, applicants may be interviewed just once on a one to one basis. Other jobs often interview an applicant several times before they employ them or dismiss them. This is and example of the types of questions that may be asked during an interview at Boots: 1. Why did you apply for this job? 2. Tell me more about you’re past experiences? 3. Why did you leave your last job? 4. From your CV I can see that you have developed your skills, what are your strength and weaknesses? 5. In Boots you may have to deal with annoyed customers, how would you deal with the situation? 6. Give me an example of a situation you have faced? 7. How well do you think you can contribute to the success of Boots? 8. Do you have any references? Before we finish do you have any questions? These are questions that maybe asked by the interviewee to the applicant. During this type of interview, which would be face to face, the applicant must show that they are willing to carry out this job at high standards and are able it impress the interviewee with skills and experiences that have been achieved During the interview the interviewee would usually mark the applicant(s) on a checklist, which would be created to see whether the applicant is right for the job. This is how a checklist would look like: After this process is done the Human Resource department then work out who is perfect and suitable for the job. This is the type of recruitment process that Boots would use. Often other jobs are advertised in the local newspaper and when the people see them they send off a letter of application, as they have no application forms or they never received any. A letter of application is simply a letter asking for the job and explaining why the writer is suitable for it. The letter will be structured in any way the writer thinks is appropriate, and this very fact makes it a useful selection method. If the letter is badly structured, poorly expressed and full of spelling mistakes, it could indicate that the applicant is not suitable for a clerical or administrative job, which requires neat well-structured work. On the other hand, a poorly structured letter, which is nevertheless imaginative and interesting, could indicate that the applicant may be suitable for the job. On the next page is an example of a letter of application. This job place was found in the local newspaper for a job at Chorospan Ltd. John Bates Personnel Director Chorospan Ltd Preston Manor Reginal Road Carlton Avenue East Chester Wembley CH2 7KB Middlesex HA9 8NA 10 January 2003 Dear Mr. John Bates, Post of Personnel Assistant: I am interested in applying for the job of personnel assistant advertised in the Wembley Observer on 9/01/03. I am presently studying for the Advanced Vocational level in Business at Preston Manor Sixth Form College, which I will finish at the end of June this year. My qualifications and educational details are in the curriculum vitae attached. I am very interested in personnel work and I did two weeks work experience at Action.com, (which now is known as Insight UK) in London in June of last year. I am also studying a personnel unit on my course, which has increased my interest and understanding in personnel work. I am available for an interview at any time convenient for you, apart from the dates of January 27 and January 30. Yours Sincerely Amit Patel Training And Development Programme Training is the acquisition of a body of knowledge and skills, which can be applied to a particular job. The resources devoted to training can create substantial costs. It is important that training needs are correctly identified and the desired standard of skill is established. The training programme needs to be administrated efficiently and evaluated – the results achieved by employees that received training should be compared with the standard of performance it was hoped to achieve. Nowadays most large organisations like Boots employ professional training officers to run training programmes for employees. In a large manufacturing or services company, for example, the training manager will have teams of training instructors to teach all kinds of courses to employees. Even in small businesses several types of training will still be necessary Training can be dived into two main categories: ‘on the job’ training or ‘off the job’ training. ‘On the job’ training This means that the employee acquire their training or development in the workplace itself. For many people they enjoy the direct link with their job and can see more clearly how relevant the training or development is to the performance of that job ‘Off the job’ training This means attending courses, which may be in a college or a training centre away from the workplace. This type of training is important to an employee’s career development as well as being an integral part of training a training programme. There are various types of training: Induction Training Induction is the process of introducing new employees to the organisation and its way of life and culture. Employers use induction training as a means of introducing new employees to the organisation and ensuring they have necessary information and skills to perform their tasks to the required standard. Induction training can help to minimise labour turnover among new recruits by ensuring that they are made to feel welcome and are fully aware of what the job entails. Induction training provides new employees with information about: > The organisations policies and objectives > Future career opportunities > Pay, training and fringe benefits > Health and safety > The organisational structure and layout > The requirements of the job > Colleagues and managers Good induction training programmes successfully balance the amount of information that needs to be conveyed with the length of time employees can sustain their concentration. Mentoring Mentoring schemes are used by businesses both to develop good working relationships between employees and to provide employees with the opportunity to learn new skills. Employees are allocated a mentor, usually an older or more experienced existing employee, whose role is to advise and answer their concerns. The employee benefits from advice on issues such as career development and managing change. The mentor benefits from an increase sense of responsibility and the opportunity to pass on their personal knowledge. For some professional and senior posts, it has been found that mentoring is more effective if the mentor comes from an external organisation. The mentor would be expected to have a wide range of professional skills and experience and be able to offer independent advice and support. Coaching Coaching involves regular informal meetings between a mangers and an employee, which allow discussion of the employee’s performance in relation to the achievement of any objectives or targets. These informal performance assessment sessions enable a manager to identify an employees strengths and weaknesses. Coaching provides managers with a means of both assessing an employee’s suitability for promotion and analysing the way an employee has coped with any additional responsibility or extra authority. In House Training This is where employers run courses inside their own organisation. Courses might be held in an ordinary office room or in a smart training centre owned by the organisation. In house training schemes often referred to as on the job training, because it provides training and development to employees using resources within the organisation. The main benefits of using in house courses are: > They are fairly cheap – there is usually no need to employ outside trainers and lecturer > Course content is tailor made for your organisation > Reference and examples to highlight points can be related to your own organisation > Everybody knows one another, so there is no time wasted in having to get to know people The success of in house training schemes is dependent upon the teaching skills of the instructors. Instructors need to possess good communication skills and be able to break down, explain and prioritise each section of a particular task. External Courses Sometimes it is necessary to send staff to do courses elsewhere. This may be with another employer or at a specialist-training centre or at the factory of an equipment supplier. Externally run training schemes are normally used by smaller organisations, as they usually have too few employees requiring training to justify expenditure on specialist training facilities and full-time instructors. The benefits of using external courses are: > They bring together specialist trainers who would never be available to an ‘in-house’ course chiefly because of the high cost > Course members get together from several organisations, and this enables them to learn more about each other and how their respective organisation operate > Trainers place great value on the benefits of being away from the workplace – the course members are in a comfortable and peaceful environment away from any distractions External courses are generally quite expensive because this includes fairly luxurious accommodation in lavish surrounding and the guest speakers are highly paid. This means employers have to think very seriously about the value of such courses to the organisation and they have to carefully identify which staff The National Training System Training and enterprise councils This was first established in 1990. This helps businesses to identify their training need. Sponsored by the government and led by local people, there are some 80 TECs in England and Wales. Their mission is to encourage economic growth through effective training and enterprise. Investors in people TECs are also responsible for assess firms that wish to be recognised publicly as investors in people. The idea behind the initiative is that investing in people is one of the most effective ways of improving business performance. To gain recognition as an investor in people, companies like Boots must meet exacting training standards. Individual learning accounts Individual learning accounts are designed to help individuals manage, plan and invest in their own learning and, therefore, take charge of their career and future. They are sort of a bank account into which the government, the individual and the employer all make a contribution, and the money is used to buy training and education, both now and in the future. Modern apprenticeships Modern apprenticeships provide young people with a means of obtaining a nationally recognised qualification while gaining valuable work experience. This is basically when young people are working and having education at the same time (part time college). National vocational levels NVQs are occupational qualifications based upon an employee’s ability to reach defined levels of skill or competence in carrying out various tasks connected with their particular occupation. The basis for awarding an NVQ is an assessment of an employee’s level of competence, and any necessary underpinning knowledge. Several techniques can be used to help promising employees to develop their abilities and give management a better idea of exactly where the employee’s future may lie: Job Rotation Giving people a range of jobs in rotation widens their experiences and increases their skills. Job Enlargement Giving people extra tasks to do gives management a better idea of the employee’s true capacity, ability and stamina. Job Enrichment Adding more interesting and more difficult tasks to the job. This might be done with a person of very great potential to see just how capable he or she really is. There are so many other courses of trainings that a business like Boots can look into. These are the key aspects of the training and development program. Most of the methods of trainings shown before are some of the trainings that Boots themselves take up on. The other types of trainings Boots could look into to help develop their staffs and train them to offer a better service to the their customers. Human Resource Management: The Potential For Conflict In a large organisation like Boots conflict is inevitable. Basically, the resources that can be devoted to this area are limited and everyone wants a large share of them. The main areas of conflicts are as follows: Department Rivalry Boots does not have unlimited resources to devote to its human resources activities such as training and staff development. The human resources management has the difficult task of deciding who should be given the benefits of those activities and this is also an area where there is huge potential for conflict. Departmental managers will all want to make sure that their departments do not miss out but they cannot all get bigger slice at the cake if the cake is of limited size. Appraisal This is a common feature of most organisation but it is a very difficult area and fraught with difficulties. To some long standing employees, appraisal is simply unacceptable. They hate to think that someone is â€Å"looking over their shoulders† or making decisions on how good they are. Even if all staff are fully trained and happy to accept an appraisal system, there is still some potential for conflict. Staff might have a higher opinion of their performance that their managers and this can lead to disagreements and disputes. There can be suggestions of favouritism or victimisation even in a well – organised systems such as that of Boots. Recruitment And Selection The department that controls selection and recruitment is in a strong position to reward individuals and give them better salaries or more attractive jobs. In making decisions, the department is never going to please everyone. If Boots decided to appoint externally then this could have caused conflict with all internal candidates. Trade Unions One of the functions of the trade unions or representatives of the staff or any organisation is to gain the maximum pay and the best conditions for the employees. The human resource department have to ensure that salaries and wages are the minimum to attract the best or most appropriate staff. Performance Management And Motivational Theories It is important that Boots measure the performance of their employee’s against their aims and objectives and mission statement. This way they can see whether the company are doing well. This term is known as management by objective, in which the performance of the individual and organisation is consistently being measured against objectives and targets, which have been agrees jointly by managers and employees. The monitoring process requires the measurement of performance and then linking these performance measurements against the achievement of objectives. For individual employees, the monitoring process, is usually complemented by some or all of these review systems: > Appraisal > Self evaluation > Peer evaluation > 360 degree evaluation An appraisal system is used to review the standard of work being undertaken by people within an organisation and to assess the value or contribution of individual employees. Appraisal and performance review interviews are used by employers to: > Reinforce company goals > Identify training needs and career opportunities > Recognise good performance > Review and set new targets The person who appraises is called the ‘appraisor’ and the person being appraised is the ‘appraisee’. It is important that consideration is given during the appraisal interview to the extent to which an employee has reached objectives agreed at an earlier meeting (such as the previous years appraisal). Firstly, the appraisor writes an appraisal report of the appraisee. Secondly, this is discussed with the appraisee at an interview. There are several options available: Self Evaluation Before attending the interview, individual employees might be asked to consider their own view of their performance for Boots. Self-evaluation enables an employee to decide what his or her objectives are and identify training and development needs. The main problem with self-evaluation is that it can be highly biased. Some employees overestimate their performance through a fear of admitting their weaknesses and this is what the appraisor look out for. Other employees under estimate their performance because they do not want extra responsibility or because of false modesty. Peer Evaluation To inform the performance review process, many organisations also look at peer evaluations of the individual. This is based on the idea that the best people to provide feedback on an individual’s performance are those who operate at a comparative level. Obviously this can only be carried out in complete confidentiality, so that the people making the peer evaluation do not feel that there can be any come back. 360 Degree Evaluation This is the most modern approach – it is sometimes called ‘peer appraisal’. In 360 degree evaluation the apraisee is appraised by most of the people they deal with. Therefore a ‘middle manager’ would get appraised by staff working for them, by fellow managers and by their boss. This gives an extremely thorough picture of an employee and it pinpoints strengths and weaknesses very well. However, it takes up much staff time. Nevertheless it is very popular. It is important that Boots employers carry out appraisal interviews every year or every six-month so that they can keep on track how their employees are doing and also check if they are meeting the businesses objective. They can also set new objectives and targets to the employees in this type of interview as the appraisor would have found out what the employees strength and weaknesses are. The benefits of performance appraisal: > It helps to identify training needs > It may reveal other problems > It may untap useful new skills > It improves communication between employees and managers – a few words of encouragement and praise for doing a good job are often highly motivating. Motivation Motivation describes the extent to which an individual makes an effort to do something. Boots are likely to improve performance, in terms of productivity, attendance rates, cooperation and quality, if they can find ways of increasing the willingness of their employees to make even greater efforts at work. Motivation is the force that drives people to satisfy their needs. Human needs are varied and complex, and it is only relatively recently that psychologists have started to analyse how these forces operate and interact in the workplace. During the 1950’s two American researchers, Abraham Maslow and Frederick Herzberg, evolved theories about human needs, which have since helped managers to understand how to encourage people to perform more effectively at work. Abraham Maslow and ‘The Hierarchy Of Needs’ Maslow’s ideas focus on the value of developing self – esteem and of helping people to fulfil their potential. Maslow said that all motivation comes from meeting unsatisfied needs. He stated that there was a ranking of need, which must be achieved in the correct order – from the bottom to the top of a pyramid. Basic physiological needs like food and water are at the bottom and self-actualisation is at the top. The need†¦ Which is achieved by†¦ Self-actualisation: Personal growth and self-fulfilment Esteem: Recognition Achievement Status Social needs: Affection/love Safety needs: Security Freedom from pain and threats Physiological needs: Food, water, and air Once these have been satisfied, increasingly higher level need start to come to the fore in determining what motivates us. When one level of need is satisfied, it decreases in strength and our actions are then dominated by the next level – and so on. Basic physical needs – these include things like food, shelter and warmth Security needs – these can be things like a safe place to live and security of employment. Need for social contact – people need contact with family members, friends and work colleagues. Need for self-esteem – people gain self-esteem when they feel that their achievements are recognised and rewarded. This may be anything from a few words of praise to tangible things like a new house or car Need for fulfilment – this usually involves some form of personal development, achieving goals or the successful completion of an ambitious project Maslow has contributed much to our understanding of the wide range of needs that working people have. He was one of the first researchers to realise the importance of motivational factors such as: > Enhancing people’s self-esteem > Giving them a challenge > Providing opportunities for personal growth > Giving people extra responsibility Frederick Herzberg and The Two Factor Theory In 1957 Hezberg devised the ‘motivation-hygiene’ theory, which stated that two groups of factors affect employees motivation. He studied thousands of workers to find out what satisfied and what dissatisfied them about their jobs. He discovered, naturally enough, that some things gave employees satisfaction while other things made them dissatisfied. Herzberg called the things that satisfy people job content factors and the things that dissatisfy people job context factors. He said that certain elements in a job motivate people to work harder. Job content (inside circle) normally involves aspects such as achievements, recognition, opportunities from promotion, responsibility and the nature of the work itself. Job content factors are factors within a job that can cause satisfaction. These factors are sometimes known as satisfiers or motivators. Job context (outside circle) includes aspects such as working condition, pay, company policy, organisational structure and administration. They are called job context factors because they are outside the job. Poor job context factors can cause dissatisfaction and can demotivate, but good job context factors are not enough in themselves to provide job satisfaction. Mangers must focus upon some of these factors if they want to increase job satisfaction and motivate employees. As we can see looking at both Maslow’s and Herzberg theories, that these methods will help employers and managers motivate their employee’s to get the best work out of them to keep the company alive. It is important that motivation takes part in all businesses, as motivation is a key aspect of the performance management part of the business. We can now see how businesses like Boots are influenced by these two motivational theories, however there are more theories that cover the whole concept of motivation We can see the main purposes of performance management and why it is so important to large and small businesses like Boots. Performance management plays a big successful part in a business as long as it keeps the employees happy and motivated. Planning The Workforce (Human Resource Planning) There are four main reasons for human resource planning: 1. It encourages employers to develop clear links between their business plans and their HR plans so that they can integrate the two more effectively, for all concern 2. Organisations can control staff costs and numbers employed far more effectively 3. Employers can build up a skill profile for each of their employees. This makes it easier to give them work where they are most value to the organisation 4. It creates a profile of staff which is necessary for the operation of equal opportunities policy Because of the dynamic nature of the modern global business environment, human resource planning is an ongoing process. A business like Boots needs to alter its objectives continuously to take account of: > New technology > Emerging world markets > Green and ethical issues > Workforce demands New Technology The rate of technological change is accelerating. It permeates every aspect of business activity: design, production planning, production control, automated production, warehousing, despatch, transportation, administration systems, management information systems, and so on. Robotics, automation and information technology are still in their early stages of development. As progress continues, the nature of industry and commerce will change even more dramatically. Human resource plans should consider the likely impact of technological change on the type of employees that the organisation will require in the future as well as considering the training implications for existing employees. World Markets International companies are able to exploit world markets, enjoying considerable economies of scale, particularly as transport costs continue to fall in real terms. Worldwide production facilities, automation and access to instant information anywhere in the world are changing the nature of companies. Businesses, which do not deliver quality goods and services on time, are being bypassed. Consumers demand more choice and new products. Product life cycles are shortening and product development time scales have had to speed up. Internet selling has become firmly established and organisations require highly flexible work forces to survive in such an environment. Green And Ethical Issues Businesses have to maintain a good relationship with their customers and suppliers. That relationship can be threatened by bad publicity, and companies need to be aware that they are scrutinised by many pressure groups that seek to publicise unfair or unethical practices. Green peace, for example, protests against environmentally unfriendly practices, and it sometimes targets action against individual companies as well as putting pressure on business as a whole. There have been many examples or pressure groups staging high-profile demonstrations against individual companies and organising boycotts of their products. Workforce Demands Conditions at work have improved enormously, compared to how they were a hundred years ago, but employee expectations continue to rise. Employees demand better working conditions and a better quality of working life. They want to be consulted about matters that affect them at work. They certainly have higher expectations about work than previous generations; people are not likely to be committed and loyal to employers that do not consider their needs and expectation. Human resource plans need to offer suitable training, development, motivation and rewards to satisfy employees and to ensure that those people with the highest skills and expertise are attracted to, and retained, by the organisation. These are factors that have influences on human resource planning. It is important that businesses like Boots think about these factors and how they might work from it and what kind of things the business may have to beware of. Good planning means a successful business. To successfully implement a human resource plan, a manager needs to obtain the cooperation of everybody within and outside the organisation. The human resource manager needs to motivate and enlist the cooperation of customers, suppliers, the manager’s own staff, senior managers and people in the other departments. Manpower Planning And Internal Staffing One of the most important plans the human resource manager makes is the manpower plan. This sets out the number and types of employees that will be required by an organisation in the future. Manpower Planning And The External Labour Market Factor As well as the continuous analysis of the internal staffing resources, manpower planning must also be supported by monitoring, the availability of labour from external resources. If an organisation fails to monitor the pool of potential recruits in the working population at both local and national level then it runs the risk of not being able to satisfy any additional manpower requirements from external resources. Local External Courses When assessing the extent to which future manpower requirements can be satisfied from local labour markets, manpower planning must take account of: > Demographic trends, with particular emphasis on the overall size and age structure of the local working population > Developments in the local transport system that determine the effective catchment area for labour > Unemployment rates, and the availability of workers with particular skills, qualifications and experience. National External Sources Boots must also consider the extent to which it ability to meet its manpower requirements may be influenced by national factors. National policies, demographic trends and developments can affect the ability of the organisation to recruit certain types of labour, and can have implications for salary levels and the conditions of employment. Manpower planning must therefore also take account of: > National demographic trends, particularly any implications for the growth of the working population > Economic trends which affect the demands for different types of labour – in today’s economy, for example, there is greater demand for people with practical science and technology skills and those with customer service skills required in call centres > Education and training trends, such as central government measures, which change the emphasis and structure of university courses and the provision of technical and vocational education in school and colleges > New legislation, including government policies and EU directives on wages and salary negotiations, the role of staff associations and trade unions, equal pay, sex discrimination, employment protection, working time and industrial relations Statistical Analysis There is a great deal of statistical information, from government and private sector sources, relating to the impact of local and the national factors on the labour market. This type of analysis is particularly useful to any organisation drawing up a manpower plan in support of business relocation or the setting up of a new business. Drawing Up The Manpower Plan If an organisation like Boots have identified the strengths and weaknesses of an organisation’s existing workforce and the external labour market factors impacting upon its ability to recruit and retain labour, a manpower plan can then be devised. The manpower must deal with: > Recruitment > Transfers > Redundancies > Training > Productivity > Labour turnover Recruitment A schedule must be produced that deals with the timing or the recruitment programme for the various types and levels of labour. It must set out an approach to tackling any possible labour recruitment difficulties that have been identified by earlier investigations. Transfers The manpower plan needs to cover the future redeployment of existing employees between various jobs, department, sections and locations. The plan covers not only within existing premises but also any transfers involving proposed movements of employees to different geographical locations where organisation operate. Redundancy If some jobs have become obsolete, or the organisation needs to reduce its activities in certain areas, it needs a programme for redundancies. This must cover the timetable and selection procedure for redundancies and/or early retirements, and the determination of redundancy payments and pensions. The plan must also specify how the organisation in tends to assist redundant employees in their search for alternative employment. Training This section of the manpower plan deals with the duration, structure and content of training and apprenticeship courses. It should cover induction and training of young recruits and the training and retraining courses for existing employees. Productivity Recruitment, selection, training and promotion measures are designed to ensure that the best possible people fill existing and future positions. However, they must be supported by actions so that all employees can work more productively. Productivity can also be raised by measures aimed at improving industrial and human relations within the organisation. If employees feel valued and get job satisfaction, they are likely to be better motivated and more productive. Labour Turnover A high labour turnover is bound to affect the quality and level of output as well as incurring manpower costs associated with the recruitment and training of labour. Having identified the avoidable causes of manpower wastage, the plan may suggest some remedies to reduce wastage. Having produced a manpower plan, every effort must be made to ensure that it is continually updated in the light of both internal and external developments that affect the organisations ability to meet its demand for labour. We can see how human resource planning is vital for nearly any business. Planning the workforce is good preparation for creating a tougher and successful workforce, which would then create better services. It is important that Boots also plan their external and internal developments too as it may affect the business to meet their demand for labour.

Aircraft Crash Survival Analysis and Design Essay Example for Free

Aircraft Crash Survival Analysis and Design Essay ? 1. Describe the effect plowing can have on crash forces when the impact surface is soft soil. Earth gouging and scooping of soil occur when the structure makes initial contact with the ground which minimize the acceleration and force levels to which the structure is subjected. Soft soil can cause plowing and rapid deceleration if there is a large horizontal velocity component. A high-speed longitudinal impact into water can also cause high loads from water plowing as water enters through lower nose transparencies. Reducing the earth scooping effects encountered in longitudinal impacts should include a large, relatively flat surface thereby increasing the aircraft’s tendency to slide over the impact terrain and by minimizing inward buckling of the fuselage nose or engine nacelle to maintain skid surface integrity. 2. Explain the term submarining in respect to the use of lap belt restraints. What human injuries may result? This is where the lap belt rides over the pelvic brim and compresses the soft tissues of the abdomen resulting in serious abdominal and spinal injuries. Submarining occurs due to the pelvis rotating under the lap belt, usually due to inappropriate location of the lap belt anchors or due to poor design of the seat bottom or a combination of both. Lap belt only restraints so commonly inflicted serious injuries on users in automobile crashes that the medical community coined a new term, â€Å"the seat belt syndrome†, to describe  the constellation of injuries caused by submarining under the lap belt. ftp://ftp.rta.nato.int/pubfulltext/RTO/EN/RTO-EN-HFM-113/EN-HFM-113-06.pdf 3. Discuss forward and rearward facing passenger seats and explain which you feel may be an advantage in crash survivability. The rearward-facing seat is optimal for providing maximum support and contact area in longitudinal impacts. The only critical impact sequence for the rearward-facing seat is one that involves a severe lateral component that allows sideward movement of the occupant prior to application of the longitudinal or vertical Pulse. However, lateral torso movement can be minimized by use of a torso restraint system of much lighter weight than that required for other seat orientations. The rearward-facing cabin seat is preferred. 4. Explain the concept and intention of Delethalization of Cockpit and Cabin Interiors. The delethalization of cockpit and cabin interiors is the design and set up of aircraft cockpits and cabins to prevent injury on impact. This is done by ensuring the occupant’s immediate environment be designed so that when the body parts do flail and contact rigid or semi-rigid structures, injury potential is minimized. This can be done in different manners. First is to relocate the hazardous structure or object out of the occupant’s reach or the hazard might be reduced by mounting the offending structure on frangible or energy-absorbing supports and applying a padding material to distribute the contact force over a larger area on the body member. The aircraft interior has occupant strike envelopes, meaning that there are hazards that are more conducive to occupant injury than others. Overall the intent is to protect the head and torso first to prevent debilitating injuries or death and then protecting the lower body parts to ensure the area hazards are clear of tripping hazards or anything that could prevent rapid escape. Typical contact hazards in the cockpit area include window and door frames, consoles, controls and control columns, seat backs,  electrical junction boxes, glare shields, and instrument panels. Contact hazards commonly found in aircraft cabin areas include window and door frames, seats, and fuselage structure. Use of suitable energy absorbing padding materials, frangible breakaway panels, smooth contoured surfaces, or ductile materials in the typical hazard areas mentioned is recommended to reduce the injury potential of occupied areas. The use of protective helmets is also recommended in certain types of aircraft. 5. Explain the expected advantage frangible fuel system attachments can provide as an aircraft post-crash survival technique. Frangible Attachment- An attachment possessing a part that is designed to fail at a predetermined location and/or load. Frangible structures or frangible bolts should be used at all attachment points between fuel tanks and aircraft structure to prevent fuel tank components from being torn out of the tank wall during impact. Frangible attachments should be used at other points in the flammable fluid systems where aircraft structural deformation could lead to flammable fluid leakage. This increases the survivability by containing any remaining fuel to the tank its encapsulated within and reducing the chance of a fire being spread throughout a crash site or into the cabin. 6. What are some of the key concerns when selecting aircraft interior materials form a crash survivability perspective? All aircraft interior materials such as seat fabrics and cushions, interior wall insulations, and nonmetallic structural components must be flame resistant and produce the least amount of smoke and toxic gases possible. 7. Describe some of the key points of post-crash design criteria associated with oil and hydraulic systems. Oil and hydraulic fluids are easily ignited and can serve as ready ignition sources for fuel meaning fluid spillage should be prevented. Oil tanks and  hydraulic reservoirs should not be located where spilled or sprayed fluid can readily be ingested into the engine or ignited by the engine exhaust. Oil tanks and hydraulic reservoirs should not be located near the bottom of the fuselage, in or above engine compartments, in electrical compartments, in occupiable areas under, in front of, or at the side of heavy masses, such as engines and transmissions, nor above landing gears Oil and hydraulic lines should consist of flexible hoses with steel-braided outer sheaths and for high-temperature; coiled metal tubing should be used. Lines should not be routed, near the bottom of the fuselage, over landing gears, under, in front of, or at the sides of heavy masses, such as engines and transmissions, in the leading edges of wings, in areas of anticipated rotor blade impact, in any area where flammable fluids could be spilled or sprayed onto hot surfaces or ingested into the engine or above electrical wiring 8. Considering aircraft electrical system post-crash survivability design, what are the guidelines concerning routing electrical wires in the vicinity of flammable fluid lines? Wiring is a prime ignition source for leaking oil, fuel or hydraulic fluid leaks or vapors. To aid in crash survivability wires should be routed above or away from flammable fluid lines and they should never be closely spaced between outer skin and fuel lines. Wires must not be routed near flammable fluid tanks unless the wires are shrouded to prevent arcing. Wires should not be routed near the bottom of the fuselage, over landing gears or in the leading edges of wings. 9. What G forces are experienced if an aircraft impacts the ground at a speed of 120 MPH and skids along the ground 50 feet before coming to rest? 9.8 G’s. 120^2/50 = 14400/50=288288x.034=9.79 10. Explain why you believe passenger airlines do not have to utilize passenger shoulder harnesses as a crash survival precaution. The passenger shoulder harness is not used for crash survival because: *  The cost of the harnesses for one would be huge to retrofit all the airliners in the fleet today and that cost would be put onto the customer. * The need for various sizes; very small through very large would result in further cost. * Comfort, if people are not comfortable then they will not have a good flying experience while others may have a fear or feeling that they are trapped. * The ability to understand how to use the shoulder harness. Most cannot figure out how to wear the harness which would delay taxiing and flight times. The required ability to quickly restrap in bad weather or to unstrap in an egress situation could be deadly. * Americans don’t like to be told what they have to do†¦.they are the paying customer. Aircraft Crash Survival Analysis and Design. (2016, Oct 19).

Marketing report Essay Example | Topics and Well Written Essays - 3000 words

Marketing report - Essay Example Some of the major findings from the report were that the business was not as aggressive in marketing as some of the competitor companies, hence leading to the small market share of the global market that the company has. The staff motivation was poor and most of them did not feel appreciated enough for their efforts in the company. Introduction The Kingsway group of company is an organisation that deals with imports and exports of new and used motor vehicles from Japan and Germany. For the past five years, the company has grown from exporting only used Toyota and Mercedes models of vehicles to exporting of all makes of vehicles that the two countries makes, in addition, the market has grown from Europe to almost all the six continents with Africa being the most competitive market in the last quarter. However, these statics fall below the projected market share, which necessitated this report to review on our weak point and the opportunities and strengths in which we can capitalise on . Procedure In coming up with situation analysis of the company, the report undertook to analyse several dimensions that may have an effect on the performance of the company; this was to ensure that no factor that may have effect on performance was not analysed. Some of the areas that were analysed include competitor, market, environmental, customer, internal and SWOT analysis. the first step in conducting the situation analysis was to lay down the type of data that was needed in every factor that was to be analysed, after getting these, we had to look for the contact people who were conversant in our competitor firms and how their companies were organised both in their internal and external market approach. Findings Competitor analysis The main competitors in the Japan and Germany cars export and import business are Global Motors LTD, Motor World Services and the Kiyosaki Group. These companies have an almost similar approach to the market for vehicles globally and most of their st rategies are largely similar. Current and future objectives 1. Global Motors Global Motors has two objectives that include the increasing the variety of the motor vehicles that they sell to their clients, the second is providing quality vehicles to their clients. This organisation has several agents in the regions it operates, which are mainly in the American market; a group of business tycoons from North America are the main financiers of the group who have many connections in the business circles globally. 2. Motor World services This group of companies has their main objective as exporting all models of vehicles in the motor vehicle industry and making them accessible to their clients especially the high-end consumers. This group has a base in Finland and its strategy as selling the luxurious vehicles at an affordable price, most of the sport utility vehicles manufacturers supply the company with spare parts for their products making it easier for clients who buy these vehicles t o access spare parts or customise their second hand vehicles. 3. Kiyosaki Group This group, which is from Japan, has put its objectives as supplying the need of customers for second hand Japanese vehicles; the second objective of the company is to provide a cheaper way of becoming a motor vehicle owner through offering competitive prices for their Japanese vehicles. The strategy that this

Managing Across Cultures Essay Example | Topics and Well Written Essays - 500 words - 4

Managing Across Cultures - Essay Example It refers to various concepts of managing across cultures to explain the content of the article. Therefore, it is an important post which enables readers to connect various concepts to real world situations. The article reviewed suggests that the diverse human capital of an organisation can be used to represent the different needs of customers from different parts of the word. This is supported by Trompenaars and Hampden-Turner (2012) who suggest that managing diversity is important for companies located in different countries in order to utilize special capacities and gain competitive advantage. The article also indicates that diversity exists in terms of gender. Trompenaars and Hampden-Turner (2012) elaborate on gender differences, suggesting that female are more outer directed and synchronic than men. Women create values that are different but complementary to those of men. Therefore, they create a synthesis of values. Regarding the importance of diversity on the performance of an organisation, the article reviewed by this post suggests that diversity in the workforce can benefit the company through improved performance if the company utilizes the different capabilities of the organisation. Different knowledge and skills are utilized from diversity in the workplace to create and innovate more effectively. Therefore, it shows that diversity is not just a challenge but also an opportunity for organisations. The main challenge identified in an organisation’s workplace is the difficulty of managers to bring together people from different cultural backgrounds. Managers need to understand that managing across cultures requires people to respect each other’s beliefs and culture (Gudykunst, 1997). The skills and capabilities of different employees need to be utilized in order to achieve higher performance and productivity. There may be various additions to this post. The post has not

The Anthropology Days and Berlin Olympic Games Essay

The Anthropology Days and Berlin Olympic Games - Essay Example he comparison of the two events that took place show how each competition was aimed towards showing the advancement of the white race in comparison to all other races. The goal of each was to show that whites were the advanced race of people and would be excel far greater than any other. Early in the twentieth century following the United State’s purchase of the Louisiana Territory a special type of Olympic games were held. The events held at the St. Louis State Fair in 1904 were known as the Louisiana Purchase Exposition, and the competitors were over three thousand indigenous people from all over the world that came in order to compete, entertain, and be research subjects for the American Anthropologist Association. WJ McGee, the head of the LPE Anthropology Department primarily wanted his exposition to be key in understanding Native peoples in the modern age and how race correlated with athletic ability.

The Ethical Conduct within AIM and ECA Research Paper - 1

The Ethical Conduct within AIM and ECA - Research Paper Example Personal values stand up to be critical issues within the workplace in recent scenario. On a long-run basis, if the employers and the employees consistently don’t follow the code of business standard, the organizations cannot prosper. Differentiated professions entail various ethical codes and professional behavioral standard. In this regard, two such professions i.e. Australian Institute of Management (AIM) and Early Childhood Australia has been considered in this essay. These professions have been considered for deriving information regarding ethical conduct and behavioral standard practiced within it. The AIM is a non-profit entity, which promotes the development of education and the learning’s within the field of management along with leadership. Furthermore, the aforementioned aim of AIM is to foster development within industry, government and the commerce. The mission of AIM is to accelerate the excellence of management and the leadership skills by promoting and d eveloping the professions at differentiated levels. Moreover, the vision of the institute is to develop skilled managers for societal development Early Childhood Australia (ECA) ensures the quality, equity and the social justices related to issues pertaining to education and children’s care from birth till the age of eight years. This particular profession inculcates certain values such as; rights of the children, openness, and honesty and societal inclusion of children among others (Early Childhood Australia, 2013). This essay intends to explain the code of professional behavior within AIM and ECA. Furthermore, the essay will reflect about the importance of ethics and professional conduct within the workplace. Reflective view on the ethical and unethical behavior in the light of AIM and ECA will be inculcated within this essay. Comparison and contrast between the ethical code of AIM and ECA will also be a part of this essay. Discussion Importance Of Codes Of Ethics Within Wo rkplace The workplace ethics is often defined as â€Å"To conform to an accepted and especially professional standard of conduct†. The acceptable set of behavior within an organization is termed as the code of conduct. It aims to encourage a higher standard of practice within an organization. The code of conduct assists the employees in attaining development within the organization through their working efficiency (Baker, 2006; Code of Conduct, n.d.).This section intends to explain the importance of ethical code within AIM and ECA. AIM being a learning institute need to adhere to strict ethical conduct for an overall development. AIM’s ethical conduct represents a set of procedures that aim at accelerated management skills and its ethical role within an organization. Members of AIM need to discharge their responsibility with immense integrity. Correspondingly, the members observe and adhere to the standard mentioned within ‘Good management Practice’ that i s determined by AIM on regular basis.

Employing Strategy in a Competitive Environment Research Paper

Employing Strategy in a Competitive Environment - Research Paper Example These factors include income, education, geographic location, and age. Technological changes, which are arising might or might not support the activities of our business as well. This will be the supreme important trend, which could affect the ability of the company to stay competitive within the market. As the company provides the customers with quality information materials, which will permit them to sell to the end user clients more ably at a lesser charge, the company has to be aware of the datum that fresh technologies are emerging every day (Stigler 2008). The company must ensure that the products are continually updated to meet the clients’ needs. The company has to be aware of these emerging changes, as they occur to continue to anticipating the customers’ needs, and tackle them afore they essentially request it. This is how the company can capitalize on these changes in technology, by ensuring the clients have available information resources at all time to meet their end user consumer needs. The company can achieve this by constantly researching fresh and innovative technologies, as they emerge hence staying ahead of clients' requirements. New entrants to the market can also present a threat to the company. If the company is successful in attaining market share as well as being lucrative, this could draw new comers who may pull clients from the company. The company can combat this through being the low cost spearhead. Moreover, the company must keep on providing quality products, which the company’s clients trust. Establishing such reliability will be a basis in guaranteeing the company’s stand within the market (Wisma, 2012). To address the sustainable mobility’s challenges, while getting on a fresh stage of dynamic development and consolidating its presence within the international marketplace, the company can rely on its fundamental strengths. These strengths include knowhow of the inner operation of the informatio n industry; capacity to afford quality products, virtual firm can be easily be accessed online to generate a competitive benefit within the marketplace. The company can achieve this through effective communication with core clients. Increased sales do not necessarily mean increased returns; therefore, the company needs to evaluate the efficacy of the firm’s communications (Karakaya, 2005). This strategy will provide the company the understanding of the inner operation of the information sector to be cognizant of the clients’ needs. Furthermore, all staff must have some experience about book to fortify the company’s most crucial asset. Through keeping a close watch on changes in technology, the company will be capable of offering relevant products that the end users can benefit from them. Working online will make the company mobile and effortlessly accessed by either the company’s clients or their clienteles. This eases on the travel costs that would other wise be incurred if need for assistance or service arises (Wisma, 2012). Considering that the market share is minimal, I find that the company’s core competitor is the established publishers. The challenge is how the company can obtain and retain customers. The company has to create information materials, which clients can differentiate from those of the competitors’ products owing to their good quality. The company must employ proficient writers and

Any topic about electric.(BLACK HOLE ,ELECTRIC FIELD,circuit,) Assignment

Any topic about electric.(BLACK HOLE ,ELECTRIC FIELD,circuit,) - Assignment Example As that invisible black place pulls everything, it led to the formation of the name black hole. Powerful telescopes with specialized tools, stationed in both earth and space, can only detect these black holes. Despite exhibiting dangerous properties, black holes do not cause any major threat to earth and its people. Black holes are formed when star undergoes destruction, although not all stars destroy themselves. â€Å"While most stars end up as white dwarfs or neutron stars, black holes are the last evolutionary stage in the lifetimes of enormous stars that had been at least 10 or 15 times as massive as our own sun† [1]. The fact is that because of the massiveness of these stars and the resultant presence of vast gas in it, intense gravitational field normally builds up and tries to collapse the star. In a way, it can be said that increased fusion reactions that happens in the star’s core would be like a giant fusion bomb which can explode the star. Then when the star eventually dies, the above-mentioned nuclear fusion reactions stops as the fuel needed for these reactions burns up. However, at the same time, the intense gravitation of the star pulls the materials inwards and in the process compresses the core. Then, â€Å"as the core compresses, it heats up and eventually creat es a supernova explosion in which the material and radiation blasts out into space† [2]. After the blast, the remaining thing is the extremely compressed and exceedingly massive core, whose gravity is so intense that no material including light can escape from it. Then, as there is no force to control this intense gravity, an about-to-be formed black hole shrinks further to attain zero volume, after which the black hole becomes infinitely dense. As mentioned above, even the light that is generated from the collapsing star is unable to get out of it because of its intense gravitational pull. As the stars own light is trapped within its orbit, it makes the specific location invisible and

Persuasive speech writing Essay Example | Topics and Well Written Essays - 500 words

Persuasive speech writing - Essay Example Such laws need noble individuals for their implementation. So the issue of creating noble individuals attains top priority. The gun control measures, and the determination of the law enforcing authorities, may reduce the percentage of gun-ridden crimes and shootouts. I therefore, reiterate my support for it, for the simple reason that there is no other alternative for the time being. One important aspect about the intended gun control measure is the administrators have begun to think about the use-level of military-style assault weapons, to check violence. To an extent this may be the right step to do something about the violence-prone society in the prevailing societal conditions. I emphasize the word prevailing, because sermons from the political platforms by the politicians that believe in various ideologies are not going to produce any tangible results. I take it that using gun for violent acts is a negativity like smoking, drinking, drug addiction etc. Are we able to control the drug mafia? They thrive and score a march over the law-enforcing authorities. So, the issue is not about drafting a good law and getting it passed. Democratic Senator Dianne Feinstein says the bill is intended "to help end the mass-shootings that have devastated countless families and terrorized communities." He is right. But he has not addressed to the root cause of the problem, and he will not be able to do anything about it. Senators are aware of their limitations, so are we! The issue is, those who are bent upon acquiring the guns, will get them through clandestine channels. Just look around and see how the terrorist organizations are amassing demonic weapons of their choice, including military-type assault rifles. When tempers on the issue get cooled down, the realities related will come to the fore. Those supporting the gun ownership rights have taken a stand to oppose the bill. Americas main gun-rights lobby, the National Rifle

Clinton’s Captivating DNC Speech Essay Example for Free

Clinton’s Captivating DNC Speech Essay On September 5th 2012, former president Bill Clinton stepped on stage to address citizens at the Democratic National Convention and countless other Americans watching from home. Clinton’s speech took place prior to the Republican National Convention, and responds to many of the misleading claims that were made there. Clinton’s clear goal and objective is to inform and educate the American voters as to why he believes Barak Obama should be re-elected as opposed to Governor Romney. In doing this he not only gives the facts, but cements his ethos by referencing his own presidency and letting his record speak for itself on issues such as; jobs, the economy, healthcare, and even the constant bickering between parties. Clinton instantly dives in by pointing out the major flaw in politics: the fighting between parties. â€Å"Through my foundation, in America and around the world, I work with Democrats, Republicans and Independents who are focused on solving problems and seizing opportunities, not fighting with each other.† (Clinton 1) â€Å"Though I often disagree with Republicans, I never learned to hate them the way the far right that now controls their party seems to hate President Obama and the Democrats.† (Clinton 2) What Clinton does in this passage is put the constant fighting between parties in perspective. He has worked with Republicans before and after his presidency and gives credibility to the idea the compromising is possible. I think that in talking about how his foundation’s focus is â€Å"on solving problems and seizing opportunities, his is connecting to the everyday, average American who is tired of corruption and lack work being done by both sides. To further this argument he throws out a quote made by Reagan and even gets an applause for Bush by stating, â€Å"I worked with President George Hw.W. Bush on national education goals and am grateful to President George W. Bush for his efforts and work with PEPFAR† which is an organization that saves millions of lives in poor countries.† (Clinton 2) By referencing his republican predecessors he not only shows goodwill, but that he and other Democrats are willing to do something the Republicans aren’t; compromise. Before even speaking a word I held this man to great admiration and respect. The opinions that I already had of Clinton were based on the fact that I was a 90’s baby and grew up during his presidency. The economy was booming and both my parents had steady, good paying jobs like many other American’s. Its these economic times that produced four surplus budgets to which the former president references by saying, â€Å"People ask me all the time how we delivered four surplus budgets. What new ideas did we bring? I always give a one work answer: arithmetic.† (Clinton 6) This leads to the thought that it could happen again if only republicans would do the math. This insinuation also invokes many questions regarding the republican’s validity. Can their word be held truthful? In today’s politics it’s getting harder to tell. Taking this into account, Clinton does an excellent job as painting himself as the â€Å"truth teller†, and uses hints of logos to even further his ethos by using data and statistics. Clinton’s strongest and most powerful moment comes when he delivers a moment of silence to get people to listen and to signify that something important was about to be said, and there was. â€Å"I experienced the same thing in 1994 and early 1995. Our policies were working and the economy was growing but most people didn’t feel it yet. By 1996, the economy was roaring, halfway through the longest peacetime expansion in American history. President Obama started with a much weaker economy then I did when I came into office. No president- no me or any of my predecessors could have repaired all the damage in just four years. But conditions are improving and if you’ll renew the president’s contract you will feel it.† (Clinton 3) I believe that this statement alone helps persuade people in favor of Obama and gives really great insight to voters of the severity of the job he inherited due to the short comings of The Bush administration and republican policy. Clinton faced the difficult task of going before the American people and addressing one by one all the claims made against Barak Obama at the Republican National Convention. To wind down his speech he uses the typical presidential line â€Å"my fellow Americans you have to decide what kind of country you want to live in. If you want a you’re on your own, winner take all society you should support the Republican ticket. If you want a country of shared opportunities and shared responsibilities- a â€Å"we’re all in it together† society, you should vote for Barak Obama and Joe Biden.† (Clinton 6) He uses the term â€Å" my fellow Americans† to place himself as one of the people and not above them. This shows one of the many reasons why he is so relatable to the average person. There is no doubt that the role of president is the most powerful position that one person can hold, but with that title comes a great amount of responsibility and at times a certain kind of loneliness that nobody could possibly understand. In saying this I don’t think there could have been anyone better to argue Obama’s case then someone who has held the position and someone who is probably the most popular president of our time. While many may still be on the fence on who they should vote for, but my opinion is that if he is good enough for Bill Clinton then he is good enough for me. Clinton, Bill. â€Å"Democratic Nation Convention Speech†, ABC News: ABC news corp., September 5, 2012. Web.

Payroll system Essay Example for Free

Payroll system Essay A study or a project of this volume can never be the outcome of a single person or just a mere group of dedicated students. We are indebted to our subject teacher for being the epitome of guidance during the entire project. We are also thankful to our, HOD, Computer science Dept. for their encouragement. Without their help this project would not have seen the light of day. We are happy to present a vote of thanks to them for their sincere advice and co-operation that they have lent us unconditionally. SYNOPSIS : This is in-house system , entirely processed by hand. Where it will used to maintain the set of new employee with salary details, And the calculation of salary. The main output of the system is , to interactively calculate the salary of employee. 1. INTRODUCTION 1. 1 ORGANIZATION PROFILE : We don’t have any big organizational profile as such. We mainly focus on completing our work within the given stipulated time and also fulfilling the requirements of the end user with our software product. 1. 2 OVERVIEW OF PROJECT : The main purpose of the system is to calculate the monthly salary on the basis of the attendance of employee and the entered salary(included all types of tax and deductions). 1. 3 SYSTEM SPECIFICATION 1. 3. 1 HARDWARE SPECIFICATION : CPU -Intel Core 2 Duo E7300 RAM 1GB (MIN) Hard disk 160GB Operating System Windows XP with Service Pack 3 (CHT) 1. 3. 2 SOFTWARE SPECIFICATION PLATFORM : JAVA IDE : Eclipse DATABASE : Microsoft Access OS : Windows 1. 3. 3 SOFTWARE DESCRIPTION : Simple payroll system is implemented in java platform. Main aim of this project is to develop a software application for organization through which they can mange financial information of employees. Using this application organization will manage employee salary. Details are maintained in database for future use. 2. SYSTEM ANALYSIS 2. 1EXISTING SYSTEM : In existing system still many organizations use manual methods for managing employees salary. Payments are given to hand which is not a effective method. This method will not provide pay related information for employees when they apply for bank loans. Also, in existing system it is hard to retrieve old data because data is maintained in records there is chances of loosing data in this method. 2. 2 PROPOSED SYSTEM : In order to solve this problem we will develop a payroll system through which different aspects of employee information is maintained. In our system data is managed in centralized database so retrieving old data is easy. Thus , data is got through a single application. 3. CONCLUSION Thus , the information about the employee can be stored and retrieved at anytime , easily using our simple payroll system. 4. BIBLIOGRAPHY www. google.  com http://docs. oracle. com/javase/tutorial/index. html 5. SCOPE OF FUTURE ENHANCEMENT This project has many future applications like it can be used in any of the Retail Outlet of Any Type companies. This project was build keeping in mind all the requirements of these outlets and they can be implemented in any such type of organization with very few modification. With modifications it can be possible for Employee Attendance to control all retail outlets by connecting them through a network. Because of this software all they need is a Server application and any type of connectivity to that server.

The Solow Swan model of economic growth

The Solow Swan model of economic growth 1.0 Purpose Examine aspects of the Solow-Swan model of economic growth and identify whether capital accumulation has been the cause for growth in the cases of South Korea and Australia. 2.0 The Solow-Swan Model in brief The model shows how growth in capital stock (KM) and labour (L) affect economic growth (Y). It assumes that there is diminishing marginal returns for labour and capital considered separately as inputs and constant returns to scale when taken together. Mathematically, this is expressed as: Y = AK ÃŽ ± L 1-ÃŽ ± (from Cobb-Douglas Production function, where Y= National Income, K=Capital, L= Labour, A= Total Factor Productivity and 0

Rejection :: essays research papers

  Ã‚  Ã‚  Ã‚  Ã‚  Someone once told me that life is not always fair; that some days are better than others are. Men do not care for this rule and we want everyday to be great, perfect and full of joy; but deep down we know it cannot be. We refuse to accept the unfairness of life though; we resist in our own unique ways to every bad thing that happens in our lives. We have been known to resist violently, lashing out at others in rage; and we have been known to bear the pain ourselves without rage and violence. Either way we find a way to deal, but dealing is not our game in life; we would rather solve the problem than to risk defeat. However, there are times and situations that cannot be solved; that judgment and result are given in one sweeping blow that can knock the wind out of our self-esteem or knock us out completely. These types of problems cannot be avoided if a male wants to have a normal and productive life. It is a matter of our approach and our dealing with the result t hat will give us a learning tool for future problems. The problem I want to ad-dress is dealing with rejection by a woman in two different stages: pre-relationship and during the relation-ship.   Ã‚  Ã‚  Ã‚  Ã‚  When I say pre-relationship I am trying to say is asking a woman out on a date. For most men this is the trickiest part of the relationship, and the most feared because of that. Men also have a portion of self-doubt in themselves when it comes to persons of the opposite sex that they find attractive. They will go through a period where they try to talk themselves out of asking a woman on a date by using the self-doubt. They will try to convince themselves that they are not good enough for the woman and therefore should not try. This is a subconscious defensive tactic to avoid rejection; because you cannot be rejected if you do not try. Self-doubt is the first snag that needs to be reckoned with before pursuing any relationship.   Ã‚  Ã‚  Ã‚  Ã‚  To overcome self-doubt you need to believe in yourself in and out. You need to show people that you are confident and believe that you are confident as well; if you cannot convince yourself, it will be ex-ponentially harder to convince others.

The Scarlet Letter 9 :: essays research papers

The Scarlet Letter   Ã‚  Ã‚  Ã‚  Ã‚  The novel The Scarlet Letter, written by Nathaniel Hawthorne, had many various turning points. The most interesting to me were the  ³scaffold scenes. ² Each had its own exciting moments. It kept the story moving. Nathaniel Hawthorne uses the  ³scenes ² as major turning points.   Ã‚  Ã‚  Ã‚  Ã‚  In chronological order, the first  ³scaffold scene ² was what started the novel. The book opened right where Hester and Pearl were on the scaffold. In this scene, Hester and her baby are standing on the scaffold in front of the entire village. Everyone one is staring and whispering. She is bearing a strange symbol on her bosom. This symbol is a large letter  ³A. ² It is quite fancy. But the letter is not something to be proud of. As Hester is standing there holding her baby, Pearl, she spots a very strange man moving through the crowd of people. The man stares at her. Hester acts like she has some connection with this strange man. Hester and the man look at each other as if they have known each other before. They are more than acquaintances.   Ã‚  Ã‚  Ã‚  Ã‚  This scene is a turning point because it introduces you to the scarlet letter. The letter is what the entire book revolves around. All of the events are based on the letter and what it symbolizes in the story. Hester is bearing it for the first time. The letter means adultery. The scene is also a turning point because it shows the connection with the strange man (Roger Chillingworth.) Roger Chillingworth is a new character being introduced. The hidden relationship between Hester and Chillingworth will lead to many events and turn the story in a different direction that is not just about the scarlet letter, but about Hester ¹s past.   Ã‚  Ã‚  Ã‚  Ã‚  The second  ³scaffold scene ² is also a very big turning point. This is where Hester, Pearl (who has matured over the amount of time), and Dimmesdale (the village ¹s minister) are holding each other ¹s hands on the town ¹s scaffold at night with no one seeing them. Dimmesdale is the man who has had the affair with Hester. No one in the story knows this yet. As the three stand there on the scaffold, Pearl asks Dimmesdale to stand with them on the scaffold the next day in front of the village. Dimmesdale refuses to do so. He does not want anyone to know about his affair with Hester. He is trying to keep his reputation intact.

Schizophrenia: Effects on the Brain :: Biology Essays Research Papers

Schizophrenia: Effects on the Brain Schizophrenia is a disease that affects the brain. It alters brain chemistry and brain form to produce the different behavior in those afflicted with the problem. It appears that these alterations change the inherent I-function in each individual. Loss of important functions associated with this piece of the greater nervous system box is found in these people. To understand why this occurs, it is necessary to have some background knowledge of what schizophrenia does to a person's brain. The conclusion of altered I-function can be drawn as this information is presented. The symptoms of the disease also aid in the explanation. Schizophrenia results in varied and abnormal responses compared to those of normal, healthy individuals. The brain of individuals with the disease endures such changes that their basic functions and operations are altered. Schizophrenia is an internal disease caused by fundamental organizational differences in the brain. It begins to be noticed in a person's late teens through twenties. Signs of it can be seen from early childhood and it is now being hypothesized that it is actually present during adolescence (1). Since this hypothesis extends to fetal development, brain formation in the earliest stages is effected. The alteration of pathways and deviation of neurotransmitters from normal arrangement is believed to be a factor behind the affliction. The brain of these individuals forms differently. Neurotransmitters are believed to misfire altering the chemical balance of the brain causing behavioral problems. There are deficits in cortical and subcortical cognitive processes (5). There are also enlarged ventricles in the brain causing further impairment of ability (3). When the disease is present there are certain symptoms that are easily recognizable. They fall into three categories overt, negative, and positive. The overt symptoms are delusions, hallucinations, alteration of the senses, inability to sort and then respond appropriately to incoming sensations, an altered sense of self, and changes in behavior (2). The negative symptoms are emotional flatness, inability to start or follow through on activities, brief speech lacking content, and lack of pleasure or interest in life (2). All of these include an inhibition on processing information and further imply a differentiation in the normal self. The basic information above provides a solid background to understanding the disease and already possible problems to a person's I-function can be seen. The afflicted person's lack of knowledge concerning the disease suggests a hindrance to the I-function.

Nurse practitioner scope of practice

Nurse Practitioner Scope of Practice in the United StatesNurse Practitioners are registered nurses who are outstandingly recognized for providing primary care and treating acute and chronic illness and diseases. They acquired practiced skills and experience through advance education and medical training, and are authorized to serve as health and medical care resources and interdisciplinary consultants for diverse populations during health and illness. Nurse Practitioners may be generalists, like family nurse practitioners, or specialists whose areas of expertise include pediatrics, geriatrics, and psychiatry.Nurse Practitioners render a wide range of different types of preventive and clinical services as authorized by a state's Nurse Practice Act that vary from state-to-state in which some allow independent practice for nurse practitioners. In the United States, the state from which a nurse practitioner is practicing gives the nurse practitioner’s license being certified by th e American Nurses Credentialing Center (ANCC). Since the profession is regulated by the state, the extended care-giving role played by Nurse Practitioners varies. Nurse practitioners in the community may be engaged in health maintenance organizations, home health care agencies, public health departments, school or college clinics, and physician’s offices, to mention a few.With increasing demand for primary care services to underserved groups and communities, nurse practitioners are successfully qualified for rendering such service, being fully equipped with appropriate knowledge and training. Standards for practice developed by the American Academy of Nurse Practitioners (1993) provide the specific activities that a nurse practitioner can perform and govern the services granted.In general, regardless of specialty, the scope of services practiced by nurse practitioners is divided into three categories. The first category covers the assessment of health status. This includes ac tivities such as obtaining medical and health record of an individual, performing nursing assessments, and conducting physical examination on patients. Nurse practitioners also perform preventive screening procedures based on the patient’s age and history. Such screening includes those for hearing, sight, and cancer. Identification of medical health risks and requirements is also under the scope of practice of this profession.The second category is the application of suitable diagnosis based on previous examinations and clinical findings. They execute and interpret diagnostic studies such as routine laboratory tests, EKGs and X-rays. Diagnosing, treating, evaluating, and managing minor and common and acute and stable illness and diseases such as injuries, diabetes, and high blood pressure are being employed by nurse practitioners. Also, with proper training or with supervision, they are also allowed to perform minor surgeries and procedures and may be First Assistants in the OR.Central to the care provided by nurse practitioners are the conditions of the patients and the further effect of illness on the lives of the patients and the patients’ relatives. Thus, supportive counseling and educating patients regarding their health behaviors stressing out health promotion and citing preventive measures on illness and diseases are also under the practice of nurse practitioners. Providing prenatal care, conducting well-child screenings and immunizations, prescribing rehabilitation treatments and medications, though limited in some states, are also being practiced. All of these fall under the third category and can be summarized as the management of the case.This further identifies the needs of individual, family or community the assessment and interpretation of data collected.   Evaluation and execution of plan of care are also being stressed in the practice of such profession. Nurse practitioners also establish collaborative working relationship with physicians to provide comprehensive care and refer patients to other health professionals as needed to meet the appropriate health and medical goals.Nurse practitioners with specialization may include other specific activities in their scope of practice in line with their acquired specialty to further serve the target population. For pedriatric nurse practitioner, for instance, one may include the analysis of factors that may affect the child’s growth and development. Studies relating to abnormal and normal development in relation to anatomical, physiological, motor, cognitive, and social behavior of the child may be included in his scope of practice. Women’s health care nurse practitioner may perform fertility counseling and infertility management and may also give prescription and management of birth control pills and diaphragms or provide family planning services.To further improve the scope of practice, there are nurse practitioners that take advance training for c ertain clinical procedures. These procedures which can be accomplished by nurse practitioners with effective training which depends on previous experience and practice limitations of individual state Nurse Practice Acts.The continuing progress to cope with changing health care needs of the society is the responsibility of the nurse practitioners. They unite the role of being a care resource person, counselor and educator, researcher and administrator especially in the field of primary health care.   Members of such profession are liable for the expansion and improvement of the practice of such profession and this can be achieved through involvement and active participation in professional health care organizations and their activities as they ensure that the standards on the scope of practice for nurse practitioners are maintained.ReferencesKozier B., et al. (1998). Fundamentals of Nursing: Concepts, Process and Practice.Addison Wesley Longman, Inc.Nurse Practitioner Scope of Prac tice. (2007). American College of  Ã‚   Nurse Practitioners.    Retrieved 02 December 2007 fromhttp://www.acnpweb.org/i4a/pages/index.cfm?pageid=3465Pulcini J., & Wagner M. (2007). Nurse Practitioner in the United States: A Success   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Story. Retrieved 02 December 2007 from    http://www.aanp.org/NR/rdonlyres/etftrynjxwmtu4xkmt6ttfi5retun5uy2cuh4zwyz  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   dh7yghw2wiei4dne2mth4imdafkhk6uyikihb/051-056%25252ePulcini_new.pdfSherwood G. et al. (2007). Defining Nurse Practitioner Scope of Practice:Expanding Primary Care Services. Journal of Advanced Nursing Practice. Retrieved 02 December 2007 fromhttp://www.ispub.com/ostia/index.xmlFilePath=journals/ijanp/vol1n2/scope.xml