Hnc Social Care Graded Unit †Implementation Stage Essay

Ralph has chosen this song as he loves it. It’s a song he’d love to be able to play on guitar. Ralph has stated he loves to play his guitar. However he gets frustrated when he try’s to play it on his own. He often has his guitar out when he is relaxing in the unit and has stated he wants to write a song about his mum. Ralph actually sung part of a song he had thought up. The lyrics were very warm towards his mum. However this song was very short and maybe if Ralph gets better at the guitar with these lessons he will be able to put a whole song together about his mum. This would be a very positive event as Ralph finds it very difficult to talk about his family at all. I spoke with Ralph and asked him what music he liked so that I could tailor his lessons around his likes instead of boring things he doesn’t know about. We looked out music in the school library but eventually settled on Ralph’s idea of looking up the music on Google. To ensure Ralph le arns the quickest and easiest way possible I found a guitar chords sheet and a Guitar Chord document (below) to help him understand the music better. Arrangements I spoke with my team leader and asked if this would be a good thing to take forward as Ralph has requested it. This was confirmed and she stated that not only would Ralph be learning and achieving but maybe as things develop staff will learn off of Ralph with regards to his opinions on family. My team leader also stated this would be an excellent morale boosting experience as staff will be sitting down with him for long periods, investing their energies and sourcing positive and constructive resources to help support and inspire him. When and Where? I arranged the key time lesson to take place at 6pm. This gives plenty of time for Ralph to complete school, routines, have dinner then attend his lesson. It was agreed the School block music room would be used as the lesson area. This is well lit and ventilated and most importantly private and quiet on the eveningsMaterials and Resources The music below was taken from: http://tabs.ultimate-guitar.com/e/ed_sheeran/the_a_team_ver10_crd.htm A Team Chords Standard tuning G White lips, pale face, F#* Em Breathing in snowflakes, C G Burnt lungs, sour taste. G Light’s gone, day’s end F#* Em Struggling to pay rent, C G Long nights, strange men. Am Cadd9 And they say she’s in the Class A Team, G Stuck in her daydream, D Am Been this way since 18, but lately her face seems Cadd9 Slowly sinking, wasting G Crumbling like pastries And they scream D The worst things in life come free to us, Em Cadd9 Cuz we’re just under the upper hand G And go mad for a couple of grams Em Cadd9 G And she don’t want to go outside tonight Em Cadd9 And in a pipe she flies to the Motherland G (D) optional Or sells love to another man, Em Cadd9 G It’s too cold outside G Em C G For angels to fly G Em C G Angels to fly G Ripped gloves, and raincoat, F#* Em Tried to swim and stay afloat, C G Dry house, wet clothes. G Loose change, bank notes, F#* Em Weary-eyed, dry throat, C G Call girl, no phone. Am Cadd9 And they say she’s in the Class A Team, G Stuck in her daydream, D Am Been this way since 18, but lately her face seems Cadd9 Slowly sinking, wasting, G Crumbling like pastries, And they scream, D The worst things in life come free to us, Em Cadd9 Cuz we’re just under the upper hand, G And go mad for a couple of grams, Em Cadd9 G And she don’t want to go outside tonight, Em Cadd9 And in a pipe she flies to the Motherland, G (D) optional Or sells love to another man, Em Cadd9 G It’s too cold outside, G Em C G For angels to fly, G Em Angels to fly Am C An angel will die. G Covered in white, Em Closed eye, C G And hoping for a better life, Am C This time, we’ll fade out tonight G Straight down the line Am Cadd9 And they say she’s in the Class A Team, G Stuck in her daydream, D Am Been this way since 18, but lately her face seems Cadd9 Slowly sinking, wasting, G Crumbling like pastries And they scream, D The worst things in life come free to us, Em Cadd9 Cuz we’re just under the upper hand, G And go mad for a couple of grams, Em Cadd9 G And she don’t want to go outside tonight, Em Cadd9 And in a pipe she flies to the Motherland, G (D) optional Or sells love to another man Em Cadd9 G It’s too cold outside, G Em C G For angels to fly G Em Angels to fly C Em To fly, fly G Em D Em Angels to fly, to fly, to fly G Em7 Angels to die. I then went on to google and printed out a guitar chord guide (below) and placed one on Ralph’s bedroom wall at his request. I also used one for our lesson. Guitar Chord fingering patterns Poster in Ralph’s room: iPad I also used my an iPad the school block to help Ralph with playing the chords. The application I used has an amazing interface and shows videos of how to play chords. This was just another innovative way of helping Ralph learn instead of always using boring old methods like paper and books. Lesson Plan The lesson plan is to: 1. Introduce the Guitar 2. Talk about chords and music 3. Teach Ralph chords from â€Å"A Team†. 4. Get Ralph to play the chords. 5. Work on his weaknesses, develop his strengths. 6. Decide together on the next piece to learn. LESSON 1 RALPH’S FIRST GUITAR LESSON Goal Learn the A-Team by that man up there. How? Learn the chords with the iPad and Chord sheet. Copy Andrew your teacher. Watch interactive videos to understand how to play chords better on your guitar. Most importantly†¦ Enjoy yourself. Learn. Ask questions. Try your hardest. Practice on your own. Cost  £6.99 for guitar strings. This is a long term investment however. No additional cost at present for in house lessons. Staffing The lessons have been arranged for when Andrew Shuttleton is on shift. If any issues arise regarding staffing the lesson may be arranged for another date. Music Therapy Lots of people say that music makes us feel better about ourselves and can help us work harder and become smarter. Cool eh? The future I hope you enjoy these lessons but I know that you would benefit from lessons with a professional. A guy that knows way more than me, and can help you to get much better a lot faster! Below are the two guitar teachers you agreed were the best to contact if you decide you would like to. Risk Assessment I’m required to ensure you are safe at all times. This is the reason I sat down with you and talked through your risk assessment and the guitar lesson risk assessment I made. Its important you listen carefully to me and follow my instructions to keep yourself and others safe. Then it will be a brilliant lesson! Sign it to say you’re now a guitarist! Completed by: . Authorised by: . Summary Fjejnrnfjrrjriririrrnttj Findings and outcomes Conclusions and recommendations. Task Centred Practice Application Problem exploration I identified Ralph’s needs and responded to requests to develop his guitar playing. I contacted seniors and asked for advice and worked on completed the plan above. Agreement Ralph and I spoke about having lessons. We agreed I would complete a lesson and work with Ralph to pick a song. I agreed to pick up the resources. Formulation of objective I put together the lesson plan (above) and both Ralph and myself gathered the resources. The plan was intricately detailed. Achieving task I went to work on the 15th August. I received a changeover from staff on all of the service users. We then discussed and confirmed our plans for the evening. I ensured all staff were aware of my plan and had a print out of the details. They supported and congratulated me on this. The lesson went ahead and Ralph struggled to follow my instructions at first. However, he went on to really impress and progress throughout the lesson. Termination The activity finished at 725pm. This was over the planned time of one hour due to Ralph’s desire to continue. It was stopped at this time to allow Ralph to complete his night time routines as his Pen Picture states, at 7.30pm. I praised Ralph throughout for his concentration and enthusiasm after a long school day. Verification See below letter from my manager stating the activity was planned as above, carried out professionally and completed.

The Relationship of Music Education Essay

The turning academic accomplishment spread observed in academic establishments in the United States has prompted legion research surveies conducted to happen ways and means to better the academic public presentation of school-aged kids in the state. Based on such surveies conducted. it has been determined that the incorporation of music instruction as portion of the course of study used among pre-school. simple and high school pupils can assist better the degree of academic public presentation observed in these degrees. As such. there are now a figure of different web sites found over the Internet promoting this method of learning school-aged kids of assorted degrees. However. there are still a figure of groups that remain disbelieving about its effectivity. This paper aims to supply information turn outing that the incorporation of music instruction to school course of study of different degrees result to an betterment of the academic public presentation of school-aged kids. Apart from supplying the legion benefits advocated by different web sites back uping this. this paper would look into surveies published in academic diaries available in Internet databases turn outing its effectivity. the claims provided by sceptics that have caused them to reason that there is no relationship between the usage of music instruction and the betterment of the academic public presentation of school-aged kids would besides be presented. Music Education and Academic Performance As antecedently mentioned. there are a legion Internet web sites now recommending the usage of music instruction as a agency to better the academic public presentation of school-aged kids of different degrees. This is because research surveies have shown positive and promising consequences peculiarly among kids with particular demands such as those with autism and those that have been considered as kids at-risk. In one survey. the research worker found that the incorporation of music instruction in the schoolroom led to the creative activity of an environment where kids with autism become more successful academically since they determined that pupils with autism are able to react more expeditiously with the usage of music stimulation ( Darrow 2009 ) . In another survey. it was determined that through the incorporation of music instruction. members of the module and disposal have seen that there has been a diminution in the figure of pupils dropping out of school as compared to those that did non use these plans. In fact. they found that 93 % of pupils dropping out are those that are non included in any music instruction plan ( Olson 2008 ) . Internet websites that promote the incorporation of music instruction as a manner to supply school-aged kids the ability to develop and heighten assorted accomplishments which have been considered as indispensable for the success of school-aged kids non merely in school but besides within the corporate universe. Some of these accomplishments include mathematics. creativeness and communicating accomplishments. It was besides determined that through the usage of music instruction as a portion of the course of study of school-aged kids allow them to develop traits and personalities that would do them productive members of society. These include developing a sense of self-denial. less prone to effusions of fury and choler and substance dependence. These claims presented in these Internet web sites are supported by assorted research surveies released by such establishments such as the U. S. Department of Education and the College Board of New York ( Children’s Music Workshop 2006 ; Zhang 2007 ) . While this may be the instance. other Internet web sites have been found to rebut such claims and benefits. One of which is a web site that features the survey presented to the Australian Association for Research in Education entitled No Evidence for a Mozart Effect in School Aged Children. In this survey. the research workers have stipulated that while there have been legion surveies claiming that the usage of classical music and other methods of integrating music instruction in school course of study have caused an betterment in the academic public presentation in some academic establishments. this does non go on each and every individual case. This is due to the fact that other factors such as the cultural of the academic establishment and the quality of the instructors easing the instruction of the pupils play a major function in the overall academic public presentation of school-aged kids ( Crncec. Wilson & A ; Prior 2002 ) . In another Internet web site. it was stated that while music instruction does assist most school-aged kids with particular demands. this does non embrace all kids with particular demands. To be specific. kids with auditory upsets such as audile procedure upset. or APD. are unable to grok sound elements. As a consequence. the incorporation of music instruction to the course of study of school-aged kids would merely be unbeneficial for these kids. In fact. it may even do these kids to exhibit the really issues that Internet websites advancing the usage of music instruction are able to turn to ( Nikolaidou. Iliadou. Kaprinis. Hadjileontiadis & A ; Kaprinis 2009 ) . Conclusion The incorporation of music instruction in school course of study has. in no uncertainty. been able to assist in the betterment of the academic public presentation of school-aged kids in different degrees. The promising consequences presented by research surveies conducted have been found to be consistent when these rules have been applied by assorted academic establishments. peculiarly pre-school and simple schools. As a consequence. the incorporation of music instruction has now been endorsed by assorted local and authorities organisations involved in the betterment of the overall academic public presentation of academic establishments in the state. While there are restrictions to how much of an betterment may be observed in one academic establishment as presented earlier. the consistence observed on the part music instruction to the overall academic public presentation uninterrupted to do a feasible method to be used in schools throughout the state. Mentions Children’s Music Workshop. ( 2006 ) . Music instruction online. Retrieved from hypertext transfer protocol: //www. childrensmusicworkshop. com/advocacy/benefits. hypertext markup language. Crncec. R. J. . Wilson. S. J. & A ; Prior. M. ( 2002. December ) . No grounds for a Mozart consequence in school aged kids. Retrieved from hypertext transfer protocol: //www. Aare. edu. au/02pap/crn02420. htm. Darrow. A. ( 2009 ) . Adapting for pupils with autism. General music today. 22 ( 2 ) . 24-26. Department of the Interior: 10. 1177/1048371308328384. Nikolaidou. G. N. . Iliadou. V. T. . Kaprinis. S. G. . Hadjileontiadis. L. J. & A ; Kaprinis. G. S. ( 2009 ) . Primary school music instruction and the consequence of auditory processing upsets: pedagogical/ICT-based deductions. Retrieved from the IEEE Xplore Web site: hypertext transfer protocol: //ieeexplore. ieee. org/Xplore/login. jsp? url=http % 3A % 2F % 2Fieeexplore. ieee. org % 2Fiel5 % 2F4561602 % 2F4561603 % 2F04561902. pdf % 3Farnumber % 3D4561902 & A ; a uthDecision=-203. Olson. C. A. ( 2008 ) . Can music instruction aid at-risk pupils? Study finds positive testimony significant but quantitative research lacking. Teaching music. 16 ( 3 ) . 20. Retrieved from ERIC database ( 10697446. 20081101 ) . Zhang. L. ( 2007. March ) . Benefits of music instruction for your kid. Retrieved from hypertext transfer protocol: //www. articlesbase. com/education-articles/benefits-of-music-education-for-your- child-124538. hypertext markup language.

Is a University Degree Necessary to success Essay

Is a University Degree Necessary to success - Essay Example Recent years have seen significantly many cases of success that are not directly linked to university education such as degrees. For example, some of the most successful people in the world such as Marc Zuckerburg and Bill Gates dropped out of college and only sought a degree later while already successful. This implies that a success is not dependent on a university degree. There are significantly high numbers of people in the world who are successful yet their success is not based on a university degree. In fact, the most successful people in the world today are not dependent on degrees. In the modern world, there is arguably more to life in relation to success than a university degree. Business oriented practices form the basics of success and effective business practices are not necessarily tied to degrees. The basic education offered up to the high school level is enough to offer knowledge on some of the most important dynamics of a successful business. Post high school education mainly lays emphasis and advances already known facts in relation to business. Additionally, a significantly high number of people in the modern day do not engage in careers that are directly linked to their majors in the university. For example, there are people who majored, say, in history yet their career is based on something different like a social media coordinator. There are many more people with a similar situation yet they are faring exceptionally well. In such situations little of the knowledge and education acquired in the university is applied yet in most cases performance is brilliant. This implies that degrees are not essential for good performance that consequently constitutes to success but rather determination and effort are crucial. The amount of resources spent acquiring university degrees are too high and can be used in an

Lufthansa case study Example | Topics and Well Written Essays - 250 words

Lufthansa - Case Study Example The company uses internet ticket booking, instead of the traditional agents located in the company’s operational strongholds (Davies 2010, 41). Internet ticketing has been touted as one of the cost drivers in most of the service industry. It is ineffectual to use agencies in the current market trends owing to various reasons, as highlighted in market dynamics. The involvement of agencies means that there has been a good relationship between Lufthansa Airlines and their clients, a third party. For that reason, it will call for a reduction of their profits to sustain the agents in the supply chain. It is thus advisable to deal directly with customers through internet ticket booking. Security concerns such as cybercrime are synonymous with all sorts of online transactions. In the main, they are initiated by people who need to hijack people’s business trails. All the same, in the long term, this is a sustainable business model for Lufthansa Airlines (Davies, 2010, 72). Comparison of the industry wages with those of Lufthansa Airlines show a noticeable gap. This is because of the initiative to hire fewer workers in their teams. As a result, Lufthansa Airlines has managed to offer competitive remuneration to employees, at the same time saving on the resulting

The Acceptance of a Multinational Philosophy of Business Research Paper

The Acceptance of a Multinational Philosophy of Business - Research Paper Example Disney should use advertising research and brand equity research, demand estimation and buyer decision research. As a basis of gaining intelligence, marketing research can be wasteful as well as useful. Besides limiting risk, marketing research is itself a genuine business risk, but one that must be undertaken. To have the best chance of success, it must be conducted by people who have a solid understanding of company needs as well as the needs of customers. It requires effective communication between top management and the research staff, and a management willing to overcome biases and predispositions in order to institute programs based on research findings (Hollensen, 2007). The utilization of computer technology, coupled with better research techniques, has greatly increased the facts available. But large masses of data can also prove to be disruptive. Managers can be inundated with facts. Marketing management is thus challenged to develop an integrated marketing information syst em to provide the intelligence and knowledge required for both short-term marketing goals and longer-range company needs, in order to eliminate unnecessary data. In addition to marketing research in any company, related manufacturers, retailers, wholesalers, marketing research agencies, advertising agencies, trade associations, governmental agencies, universities, financial institutions (including banks), and chambers of commerce all provide useful research data and information for solving marketing problems. For instance, research agencies buy the data from supermarket chains and in turn sell data on the movement of food items through chain stores and their warehouses.

Principles of social crime prevention have little to offer in the Essay

Principles of social crime prevention have little to offer in the development of effective crime prevention practices. Critically discuss - Essay Example A detailed discussion of the situational approach to crime prevention, presented further on, shifts accents from social context of crime prevention to a more subjective nature of crime. Prior social context was considered by the crime prevention theorists as a determinant one; starting from 80s more subjective and situational aspects were considered (Lawrence, 2000). Moreover, there is made an attempt to find similarities and differences between these two approaches, to evaluate their efficiency in modern practices of crime prevention. Chicago School is a famous developer of social approach to crime prevention. The main suggestion of Chicago School is that crime is always caused by social force (Melville, Morgan, Norris and Walkington, 2006, p. 70). The primary goal of this theory was to develop welfare in the society through the expansion of welfare states, where no triggers of crime existed (Garland and Sparks, 2000, p. 195). Chicago School has made a significant contribution to crime prevention practices. Social theoretical approach applied by this school, made this study an outstanding laboratory for sociological research in the context of social relationships and influence caused by urbanism. Chicago School made an emphasis on the contextual considerations of crime. In terms of socio-cultural context crime can appear and can be prevented as well. Park and Burgess are sociologists who worked out basic claims of social crime prevention. Their main idea is a concurrent existence of five concentric zones in the process of cities’ development (The Chicago School I). The most risky zone is the â€Å"zone in transition† (Garland and Sparks, 2000, p. 189). Another claim of these sociologists can’t be discussed without arguing. Chicago School sociologists underline that well-being of the society is determined by their living conditions. In other

Covenant & treaty Essay Example | Topics and Well Written Essays - 250 words

Covenant & treaty - Essay Example The following is a list of these covenants. Man was made superior over all creations as he was the only being made in God’s image. God asks Adam and Eve to fill the earth and subdue it, and promises to give to them all seed bearing plants and trees. In the book of Genesis 9, God made a covenant with Noah. The covenant came right after the great flood that wiped out all the creators from the face of the earth leaving only Noah and his family together with the a couple of each animal species. God promised never again will He destroyed the world with rain and a rainbow became a sign of God’s reconciliation with mankind (Harris and Platzner 142). The rainbow is a reminder of what humanity faced and signifies the promise. The covenant with Abraham signifies a beginning of a creation of a new nation that was promised by God. In this covenant, God asks Abraham to leave his country and family for a new place. He promises Abraham will be made into a great nation and all the mankind will be blessed through him. Abraham absolutely trusts in God and does as asked (Harris and Platzner 144). The covenant marks the history of the Israelites and shows the redemption of these people. It is a conditional covenant by God to Moses which depended on the response of the people. Therefore, it meant that there would be blessings for obedience, but judgment for disobedience (Ex. 15:26; 19:3-8). Moses was promised that the Israelites will be God’s chosen treasured people. The laws that made the covenant, revealed Gods desire for the nation to be set apart from all other nations. David is promised an everlasting lineage and kingdom (Harris and Platzner 222). The covenant was made to re-create the relationship that was broken between God and the people. The promise was finally fulfilled in the New Testament as Jesus ruled over the nation. The covenant is made by God to all mankind. He promises to forgive and grant a universal knowledge of

American Architecture Essay Example | Topics and Well Written Essays - 750 words

American Architecture - Essay Example In 1879, after four years of studies spent under the tutelage of another famous architect of that time John Edelmann, Sullivan was hired as a junior partner by the famous structural engineer Dankmar Adler. Their partnership lasted until the year of 1896 when Sullivan started to experiment with new materials such as steel girders that made possible construction of much taller buildings than before. Sullivan had certain creative differences and disputed intensively about style issues with Daniel Burnham, the author of the Columbian Exposition in Jackson Park in 1893 and with one of his students, Frank Lloyd Wright. Sullivan insisted that 'form should follow function' thus proclaiming the primary importance of the purpose of a building as compared to the design1. Sullivan's legacy is an important element of modern Chicago. The Jewler's Building at 17 S. Ashland Avenue designed and built by Adler and Sullivan in 1882 was designated as one of Chicago landmarks a century later. Together with Adler he also built the Kaufman Store and Flats at 2312-2314 N. Lincoln Avenue designated a city's landmark in 1996. Another famous masterpieces of Sullivan which became Chicago landmarks are the Holy Trinity Russian Orthodox Cathedral and Rectory located at 1121 N. Leavitt Street build by Sullivan alone in 1903, the Auditorium Theater at Roosevelt University, and the Carson, Pirie, Scott Store at the corner of State and Madison. Integrity of structure and ornament, emotional tension of the form, and outstanding individuality of the building are the most noticeable features of Sullivan's style: "Nurtured by the artists sympathy with life, the ornament spoke: it was the voice of the artist and the building -- indeed they were one, the building a 'stock personality' and the architect an interpreter and prophet"2. Today Sullivan is considered perhaps the most influential architect and critic of the Chicago School, the father of the modern skyscraper, and a mentor to another outstanding American architect Frank Lloyd Wright. Frank Lloyd Wright Frank Lloyd Wright (June 8, 1867 - April 9, 1959), one of most innovative and prolific American architects of the last century, was born in Richland Center, Wisconsin. Wright attended but did not finish the high school in Madison, Wisconsin, and in 1885 entered the University of Wisconsin where he studied civil engineering. In 1887 Wright moved to Chicago to go apprentice to a well-known Chicago architect, Joseph Lyman Silsbee. It was during that time that Wright worked with Louis Sullivan whom he would later acknowledge as a mentor. At the end of 1880s Wright got married and moved to Oak Park, Illinois. In 1893, he quit his partnership with Sullivan and established his own firm in Chicago. After five years Wright transferred his practice to Oak Park where he had his most productive and stable days. Sidetracked by romantic misadventures, Wright designed some buildings in Arizona and Wisconsin, but those works were not as good as the works of his Illinois period. Frank Lloyd Wright founded the Prairie School of Architecture characterized by long and horizontal designs and organic architecture that won a wide domestic and international acclaim. Wright's rehash of the famous Sullivan's

War is Ethically Wrong Essay Example for Free

War is Ethically Wrong Essay My thesis is that war is ethically wrong. My main argument goes as follows: Any action that kills an innocent person without their direct consent is ethically wrong; war kills innocent people without their direct consent. Therefore war is ethically wrong. The first premise of my main argument states that any action that kills an innocent person without their direct consent is ethically wrong. On average, many people would agree with this statement. To kill an innocent person for whatever reason would hold up as murder in a court of law. Yet, one might object to the part of the premise that states, direct consent. This leaves room to debate the questionable subject of euthanasia. By one giving direct consent to someone else to terminate their life, would, according to the premise be acceptable. Though euthanasia is not the subject of this paper it is important to understand that direct consent of the individual is essential to establish the unethical grounds of war. If direct consent to die was given by all innocent people in times of war then there would be no moral issue to discuss. Accordingly, imposing ones will, though the intentions may be good, is second-rate to the right of the individual to give direct consent in matters concerning their life. My second premise states that war kills innocent people without their direct consent. History has been a great teacher in proving to us that innocent people die in times of war. Yet, one could even argue that the soldiers in the war are considered innocent people and do not necessarily give their direct consent to be killed. This may sound ludicrous since often times a soldier goes into the military on his or her own free will. Yet, when the soldier signs up he or she never sends a letter or calls the enemy and states that the enemy has their direct consent to kill them. This is absolute nonsense. It is only indirectly that death comes about. It is never by choice or desire. When a soldier enlists he or she signs up to fight for the cause of there country, they did not sign up to be voluntarily slaughtered. This is also helpful to show the innocent nature of a soldier. On average most soldiers join the military because they believe that the cause they are defending is right. This is important to understand seeing that war is hardly ever one sided. Upon examining one can see that when nations are battling rarely does one side feel that they are the big, bad evil enemy. Both sides feel justified in their cause and are willing to fight for their beliefs. Even during World War II, Nazi Germany felt justified to rise from their poverty state and lash out against the nations that had oppressed them. This helps set the stage to understand why war is ethically wrong. If both sides feel that they are right in their cause then it is also easy to state that both sides are wrong. One might give the objection, What if a country invades my homeland, dont I have the right to protect myself by killing them? The answer to this question is an unwavering no. Great men such as Gandhi and Martin Luther King Jr. have proven that one can throw off the shackles of tyranny without the shedding of blood. If you were to oppose your enemy by taking the life of an innocent person then you would be as guilty as your attacker. My first sub-premise is that everyone has the right to life. Simply by breathing you exercise your right to exist on the earth. From the beginning of civilizations there has always been rules or laws established to protect this right. Whether it has been the simple Mosaic law of thou shall not murder to the complex laws that we have today, the right to life has always been recognized as a universal principle for all people. My second sub-premise for my main argument is that killing an innocent person without their direct consent violates the right to life. A drunken husband comes home and savagely beats and kills his wife. With this example it is easy to see how the wifes right to life is being violated. Did the wife give her husband direct consent to beat and kill her, most likely not. Did the husband rationally think to ask his wife if he could brutally beat and kill her, again probably not. The act of killing an innocent person without their direct consent infringes on the right to life because the intrinsic  value of choice has been stolen away form the individual. This understanding leads to the finally sub-premise that it is ethically wrong to violate ones right to life. According to Dictionary of Religion and Philosophy the term ethical comes from the Greek word ethos, which means custom or usage. Plato used this term to mean a custom or usage to designate the right way of behaving. To violate ones right to life very easily falls under the wrong custom or usage of the right way of behaving or more simply put, it would be unethical. Whether a man beats and kills his innocent wife or nations war against each other there is no difference when it comes to the right to life. Without direct consent it is ethical wrong to violate ones right to life. Throughout this paper I have proven my thesis that war is ethically wrong by stating two main arguments, they were: Any action that kills an innocent person without their direct consent is ethically wrong; war kills innocent people without their direct consent. It is through these premises that one can see that the conclusion that war is ethically wrong, is valid and sound reasoning.

Analysing Abuse Of Migrant Domestic Worker Social Work Essay

Analysing Abuse Of Migrant Domestic Worker Social Work Essay In year 2004, the first ever recorded of the nation worst abused and tortured of migrant worker, Nirmala Bonat. The news has brought to light the sad and painful incidents as a 19th year old Indonesian maid told a harrowing story of how she was repeatedly burnt with an iron and scalded with boiling water by her Malaysian employer. The Malaysian image of a caring nation has been tarnished when pictures of abused Indonesian domestic workers were featured in major newspapers. The reports made great impact as it drew series of reaction from disgusted and angry Malaysians who could not believe the fact that members of our very own community could commit such cruel acts. I just could not bear by looking at the images of Nirmala Bonat being brutalized by her employer. What has she done to deserve such severe punishment from her employer? If indeed, Nirmala Bonat is incompetent in her daily routines work, she should have been returned to her agent for replacement. Manhandling a human being or soul, who is here to earn a better life and living is like committing a merciless crime. Five years later in 2009, another similar Nirmala Bonat case making the headlines once again. An Indonesian maid by the name, Siti Hajar was tortured by an old Malaysian lady without any sense of humanity at all towards her. Abusing migrant domestic worker or helper is no longer something new in the society. Siti Hajars plight made the Malaysian and Indonesian media a headlines once more. News says that she being allegedly scalded with boiling water, tortured and starved. The worst still she is only fed with plain rice and occasionally her employer have asked the maid who is a Muslim to digest pork meat is merely unforgivable at all. One after another, Siti Hajar cases has led to an alleged rape, physical abuse, denial of salaries and basic rights of three Indonesian women by their employer in Sungai Siput, Perak. Such acts are simply inhumane. Up to dated, statistics shows more than hundred of thousand Indonesian women are believed to work in Malaysian homes as hoping to earn a better life. Malaysia as the second largest destination for Indonesian maid after Saudi Arabia besides Kuwait, Jordan, Hong Kong and some other countries including maid working in the United States of America. There are few question that I would like to raise up here; are the Indonesian maids working aboard under a good condition? Do they have the right for their salaries or even getting a freedom of human right? Never, I do understand why the Philippines maids were not abused or even being tortured physically. Is it due to the communication breakdown between the maid and the employer? By having a maid or migrant domestic helper, would it make things much easier or difficult for us? Not to forget, most maid from Indonesia which are brought into the country, merely are from a lower grade. This is because a much more skilled and quality ones would be sent to other countries which offer a greater lucrative sum of money, countries like Hong Kong and Saudi Arabia. This would lead to Malaysian employer felt that they are being cheated as they have to be prepared to accept those lower grades migrant domestic worker. While the agents are allowed to capitalize on a lucrative business as they often wash their hands off as soon as the workers are delivered to the employers. Such situation left no option for the employer as they would need to train the lower grades domestic worker in household management from basic; How to get the laundry done? Cleaning up the bathrooms? Getting the rubbish out of the house? Baby-sitting? Helping our wives in the kitchen or even thinking of he lping you and your family with cooking? With all this situations, the employer would end up with lots of burden and misery. Before I go any further in discussing the possible measures that can be taken as to curb these issues effectively, let us take a glance at the Malaysian law and policies on migrant workers. The system that is being practice in Malaysia has put migrant domestic workers at complete disadvantage as far as seeking for justice is concerned. This is because the migrant domestic workers are at a bigger disadvantage as they are not even considered workers and as such do not fall under the provisions of the Employment Act. Laws and policies are enforced with great speed and efficiency when migrant workers violate these laws and the situation is different when the employer does the same offences. Even tough, migrant workers make complaints against their employers, they will be subjected to various form of abuses including verbal and physical threats. This again causes them to live under severe stress and fear. I have seen and heard many cases where workers are immediately got their contract terminated and being repatriated back to their home country where they are laden with huge debts and poverty. Therefore, domestic workers especially would put up with the abuses and torture rather than returning to their countries empty handed. The next point that I would like to include in this essay is the forms of abuses endured by migrant domestic workers in Malaysia. Press reports merely stated that the wages to workers are not paid as per the contract even after they have fulfilled all the contract terms. Nevertheless, migrant domestic workers spend a lot of money to come to this country and most of the wages earned are often used to pay up loans and debts, which they have secured and as to feed their families back home. When employers do not pay the wages, the workers suffer the most. Beside that, migrant domestic workers are often forced to live in cramped, dirty and badly furnished shacks or crowded into houses meant for a small family. Some even sleep on the kitchen floor with just a piece of thin mattress. To be exact, domestic workers are not given a proper rooms of their own and such housing facilities that are not fit for living would lead to promote unhealthy conditions. The situation, which I have pointed out, brought an environment where employers feel they have the immunity power. Hence migrant domestic workers are virtually at the mercy of their employers who are confident that they would be able to get away with almost anything. Some employers are fully aware that even if the matter is brought to the attention of the authorities such as the civil courts or industrial court, the immigrant policies in Malaysia would make it almost impossible for the migrant worker to successfully seek justice or redress without first either running out of money or time both which is completely controlled the policies stipulated by the Immigration Department. It is not until the sole reason of Nirmala Bonats case received so much attention and quick redress was given because the severity of her injuries making the headlines of every local newspaper front page. Public outcry on her case has prompted the Malaysian authorities to swing into immediate action. The responds show that Malaysian can administer justice swiftly and effectively when it chooses to do so. It is pertinent to note that many cases go unreported in the media. High profile cases that drew attention has forced Malaysia taking up the measures to check on maid abuses by inspecting on homes, interviews of maids and employers and also by introducing a helpline. Therefore, as to curb the problems effectively, I call on the government to grant swift action to migrant workers in seeking justice and protection. Employers who break the law must be made accountable. The government should impose heavier punishment to maid abusers. Law and policies that impede or delaying the justice system must be either amended or removed together. The Malaysian government need to ensure that enforcement agencies such as the Immigration Department, Civil or Industrial Court and the Police Force to enforce the law without bias and prejudice. Whereby there are cases been brought to my attention that migrant workers have often been subjected to extortion by enforcement personnel. Enforcement personnel have also been known to take the employers side in coercing workers to comply with unfair terms of employment. These allegations of extortion and gross misconduct by enforcement personnel must be investigated. Enforcement must be carried out swiftly and impartially against employers who do not obey the law. The authorities must not wait till there is a public outrage as to get into action. In other words, all relevant authorities are to stop all type of harassment on migrant domestic workers immediately. I personally think that the government should set minimum work and living environment standards that employers must adhere to. These can be achieved effectively as the government must ratify the International Convention on Protection of the Rights of all Migrant Workers and Members of their Families, which was adopted by the UN General Assembly in 1990 and ensure its full implementation. The cultural differences in Malaysia as for a domestic worker to work 24 hours, seven days a week with no off day while being paid wages below the national poverty line. I would like to urge all migrant domestic workers who have been abused to bravely step forward and expose their employers as to put a stop of mistreating them. The agents too should be accountable for their carelessness and irresponsibility as most Muslims maids who work in non-Muslim homes were required to bath dogs and handled pork. Such act would utterly insensitive on the part of the employers and the agents. The solution would be that non-Muslim employers should be allowed only to hire non-Muslim maids while Muslim employers to bring in Muslim maids. The phrase Learn to live without maids struck my mind as I was watching Nanny 911, a television series of a Nanny assigned to homes as to help out American couples in handling and managing their families. I would like to state that men and children should also do housework. House chores are not as easy as you think it would be. We Malaysian are a lucky lot as we can afford to have maids with affordable rates and yet there are complaints of Indonesian maids now are asking for a little more. Therefore, I would say we should do the daily chores, home and outside ourselves. I have seen how typical it can be as only the women do everything at home as the men and children just laze around. Mind you there are tones of work to be done in the house besides caring for the children. There is the sweeping and mopping, cleaning the toilets, washing dishes, the laundry, the ironing, the cooking, dusting the windows and cabinets and the list goes on. This is not fair to women especially, we should have a balance and as for the men and children should lend a helping hands in assisting with the household chores. I think it is about time for us to learn to do something ourselves as this is something that we should ponder over. I would like to suggest that we should not solely depend on maids from aboard. We could train our local women especially the single mothers or purely a fulltime housewife. We could have them to come over on daily basis or even by the hours as another alternative in curbing the problems. This will lead to a cost effective and less risk of domestic helper or maid being abuse as they are not require to stay with the employer. Career women with families to take care of should change their mindset as placing the whole responsibility of the household works solely to the maid as their servant. Therefore to ease their worries especially those having children could send them to a nursing or a childcare center during the days and pick them up after work. The aspects of managing time with work and household duties are really hard to manage. I would say, why not we do it ourselves as life has become much more easier with new inventions with the latest technology of electrical appliances in doing household works. Children are very much a fast pace learner in everything if they were taught on how to do handle household chores. We should train our children to be more discipline and independent from a younger age as to get rid off the sole hope on maids. Parents can start by telling them how to keep their space clean and tidy, like make up their beds as they got up from sleep, wash their own plates or even get the rubbish out of the house. I would love to Live a life without the maid, the wife should ask the male spouse for assistance, cooperation and shares the responsibility in managing the house and their children. In most develop countries especially the westerner, we could see that the male gender does not feel ashamed when come to household works. The husband and wife would take turns and share equal responsibilities in raising and taking care of the family. It is about time as the long-standing issue on the supply of maids is finally nearing a conclusion between Malaysia and Indonesia with the signing of the Letter of Intent (Lol) on amendments to the Memorandum of Understanding (MoU) on the Recruitment and Placement of Maids from Indonesia on the 18th May 2010. The Indonesian government is expected to lift its ban since June last year as to allow its citizen to work in Malaysia again. Both government officials have been holding meetings to resolve issues in relation to the maids issue. Among the issues agreed to is that maids in Malaysia will be given one day off weekly and their right to hold on to their passports. However, employer and the maid concern could agree to forego the day off in lieu of compensation and an employer could also hold onto a maids passport if both parties agreed. The only issue that is still pending is the wage paid to migrant domestic workers as it requires more discussions. Finally, I hope the government would recognize Migrant Domestic Workers as workers and grant them all the rights that come with the status. This hopefully will resolve the problem. Perhaps the employers should also be required to sign an undertaking not to physically abuse the maid and if they are unhappy, the maids are to be returned to the agency for further training or getting a new replacement. BIBLIOGRAFI 1. Prof Datuk Dr. Nik Safiah Karim, Head of PERTIWI (2009). The Maids: Ease vs Burden. Pertubuhan Tindakan Wanita Islam (PERTIWI). 2. Prof Madya Dr. Rusinah Siron, Social Analysis. (2009). Overcome your life without Indonesian maid. Universiti Tenaga Malaysia (UNITEN), Kuala Lumpur. 3. Article Maid deal soon, The Star, 19th May 2010. 4. Article Learn to live without maids, The Star, 24th May 2010. 5. Immigration Department of Malaysia. 6. Malaysian Employment Act. 7. http://thestar.com.my/news/story/ Nirmala Bonat case: Housewife found guilty, 18 years jail.

Main Characteristics of Human Resource Strategies

Main Characteristics of Human Resource Strategies To understand the main characteristics of human resource management strategies, there is need to define the meaning of human resource management and HR strategies and how they are linked to each other within business environ, irrespective that HR is our daily routine in the aspect of life, development, advancement and the way we choose to do things for achieving better result in all aspect of administration and social life activities What is Human Resource? Obviously HR its believed to be a phrase used to refer to how employees are managed by the organization or to the personnel department handling that particular role. Managerially, its the responsibility of human resource managers in every corporate business environment to conduct these activities in an effective, legal, fair and consistent manner. However, the pitch has moved from a customarily administrative task to a strategic one with the aim of recognizing the link between capable and occupied people and organizational achievement. In this context, the pitch draws upon concepts developed both in industrial/organizational psychology and system theory.Besides, Human resource have at least two interrelated interpretations but depending on the context which we shall be discussing as we progresses although this perception is however changing drastically as a function of new and ongoing research into more strategic approached. Human resource management can also be defined as a unique approach to employment management system which also seeks to achieve competitive advantage through strategic development of a highly committed and capable workforce using integrated array of cultural and structural personnel techniques (Storey 1995). Going by the word human resource managements objectives, it consists of the followings: It simply means to get the most out of the return on investment from the organizations human capital and also curtail financial risk. Administratively, its the responsibility of human resource managers in every corporate business environment to conduct these activities in an effective, legal, fair and consistent manner. Also considering that management is the process of getting things done effectively and efficiently with and through other people to achieve the objective of the firm and organization. The need to understand that human resource management is the organizational function that deals with issues related to people such as the employee motivation, hiring,ÂÂ  communication,ÂÂ  healthsafety, performance management, compensation, organizational development, administration, training and selection, wages and salary, pension management etc. What is HR Strategies? This simply means a way of putting policy in place in the right areas such as how to recruitment the best employees,ÂÂ  how to manage and retain the best employees,ÂÂ  how to terminate poor employees, also it does require thinking ahead, planning ways for a company to meet the needs of its employees and the employees meeting the needs of the company and achieving its goal and targets.ÂÂ  However,ÂÂ  its obvious that companies who work very hard in meeting the needs of their employees can develop a work environment favourable for productivity. HR strategy as defined by Shaun Tyson (1995) as the intentions of the corporation both precise and covert toward the management of its employees, expressed through philosophies, policies and practices, typically, strategic HRM bridges business strategy and HRM focuses on the integration of HR with the business and its environment. A HRM strategy sets out what the organization intends to do about its resources management policies and practices and how they should be integrated with the business strategies and each other. However, they are described by Dyer and Reeves (1995) as internally consistent bundles of human resources practices and according to Richardson and Thompson, (1999) A strategy whether it is an HR or any other kind of management strategy must have two key elements: There must be a strategic objective i.e.(What the strategy aims to achieve) There must be a strategic plan of action i.e. (The means through which such proposed objectives would be met) We must understand that fundamental types of HR strategies can be identified as follows: General strategies: This involves high-performance management, high commitment management and high involvement management. High-performance management strategy basically aims to make an impact on performance of the organisation in the following areas, productivity, growth and profits, levels of customer service, quality. However, it also looks at extensive and relevant training and management development activities, recruitment and selection procedures, incentive pay system and performance management process. These are called high-performance working system which we shall be explaining on how they help employees in problem solving and how it provides incentive to motivate workers to use their flexible effort. High commitment management as one of the major characteristics of HRM which lays prominence on the importance of enhancing mutual commitment. However, its been described by wood (1996) as a form of management which aims at eliciting a commitment so that behaviour is self regulated rather than been controlled by sanctions and pressures external to individual and relations within such an organisation is often based on trust. It is worthy to note that there are many similarities between high-performance and high-commitment. In fact, there is a common ground between practices according to Sung and Ashton (1995). High involvement management its a precise set of human resources practices that focuses on employee decision making, power, access to information, training and incentives. High involvement was used by Lawler (1986) to describe management system based on commitment and involvement as different to bureaucratic system based on control. The principle is that employees will increase their involvement with the company if they are given the opportunity to control and understands their work. However, it was claimed that high involvement works well because it acts as a synergy and has a multiple effect. This approach requires treating employees as partners in the business whose interest are highly respected and who have interest in matters that concern them, concerned with communication and involvement. The practices included in a high involvement system have sometimes expanded beyond this original concept and included high-performance practices InÂÂ  thisÂÂ  today modern world,ÂÂ  its believed that a great human resource strategy provides an undeniable and persuasive business folder for aligning populace andÂÂ  society with business strategy as well as it commands the awareness of management and builds the required obligation for required resources and support for execution. In business,ÂÂ  Strategies create or build a sensitive intelligence of value in business development, growth, size, strategic planning, and willingness to change for better productivity. In Human resource strategy, there is always a link that dovetails from the strategic management process which includes the followings, strategic analysis, strategy formulation, and strategy implementation. The main rationale for strategic HRM thinking is that by integrating HRM with the business strategy, rather than HR strategies being a separate set of priorities, employees will be managed more effectively, organizational performance will improve and therefore business success will follow, also Human resource in itself may not be effective but integrating corporate strategy and HR matters into an organization and people strategy may prove more successful. We can also look at other Features of HR Strategies as follows: Motivation Strategy This is a conscious decision to direct effort in an activity to achieve goal that will satisfy a predominate need. Also we could look at it as a way of motivating employee of any firm/organization to achieve better/quality productivity and achieving the goals and targets of the company in a business environ considering the fact that Its obvious that every organisation is operating in its own style of business to maximize profit and minimize risk occurrence but the question ahead of us is that how can a company motivate its employees in a working environment? Any company/organisation can motivate its staff by the followings: letter of commendation, giving prize, gifts, promotion, and review on increase in salary, required training etc. Implementation Strategy This is a strategy which any firm/organisation applies into their policy after and during meeting decision which helps the company to align their strategies from the corporate level to the shop floor workers to work in accordance with the aim of achieving the set target goal and employees also need to have access to the resources and equipment to do their work effectively. We can also look at other Characteristics of HR Strategy as follows: Performance management : As one of the characteristics of HR strategy that deals on managing performance which is the key responsibility of line managers and any area where a partnership between HR can be most effective and beneficial. However, HR can be of tremendous help to managers to understand how to define roles in the light of business drivers and how to identify the capabilities required to do the job. The key performance indicators for each role should be derive from the business drivers in making job role more responsive to the changing business environment. Job security Job design: In this context HR ensures that the right people are selected for roles which dovetail into helping the employees to see for themselves if they have the capabilities for new roles and HR can work with the line in developing self-assessment. It is obvious that job responsibilities fall between the gaps and most job descriptions are not current for more than a few months. In general, managers most often believe that what workers want most from their jobs are extrinsic rewards such as good wages security, promotions and good working condition but the employees, however, usually rank intrinsic rewards, such as challenging work, recognition for good work, participation in decisions that affects them and sympathetic understanding of personal problems higher than job security and good wages. When they do not get these desire provisions from the organisation they tend to go somewhere else to work. Designing effective appraisal development process : Appraisal requires excellent interview and counselling skills if the process is to be motivating for those involved and it relies on managers and employees having a relationship in which discussing performance is not seen as a burden or a threat, however in many cases, managers do not make the time to appraise peoples performance well. In many organisations the link between personal development and the business strategy is atimes weak but with appraisal being used as an annual administrative chore, which means that employees fail to take personal development seriously but HR can help by designing process which are simple to use and user-friendly. Appraising employee is a significant factor that identifies the loose end of an employee to re-adjust its stand. Selection Recruitment: A strategic approach to recruitment and selection needs to incorporate a wider set of policies, such as reward, development and job design which reflects an understanding of employee motivation and closely linked to trends in the changing labour market. Recruitment is a part of an overall career management strategy which is driven by the business strategy, getting the right staff for a specific job and retention. Remuneration : This is the comparing termsconditions of employment and salary scales including the structure of share options and to whom they are available, severance terms in contract ,incentive and bonus schemes in terms of immediate and future commitments. Strategic management skills especially understanding how to add value to both employees productivity and the new business. Change Organizational structure: Being able to manage change means taking a proactive measure rather than reactive role in bringing about change which involves being able to understand how the organization works as a system, identifying where the changes needs to occur to enable the organisation to achieve its goals and requires being willing to assess how well the HR team is equipped to manage and being prepared to improve the teams capability as appropriate. Trainingdevelopment: Every company/firm needs training and development for their employees for better improvement both in procedures that is cost effective. Training helps in organizational development, increasing returns on investment, improving the market share and increasing the levels of product innovation. However, it helps in both awareness raising and skills development of the member of staff. Also certain drivers of training are already starting to transform the employment landscape, by making the employees to be offered roles which makes the best use of their Talent and uplifting the employees to the right job. Training and development has done a great impact in organization by employee adding value through their positive effect on customers, who will in turn purchase more and produce a positive impact on the bottom line and improve share holder funds. ASSIGNMENT NAME : PATRICK N. MADUGBA IDENTITY: ST2001-09 COURSE: PGD-BA SUBJECT: HUMAN RESOURCE MANAGEMENT TOPIC: WHAT ARE THE BENEFITS OF TRAINING TO STAFF AND ORGANIZTIONS? LECTURER: BENJAMIN A. ADEBOWALE DATE: 1ST MARCH, 2010 Its quite obvious that training and development exercise is necessary in every organization, firm/company. However, before we look into the benefits of training to staff and organization, there is need to understand the meaning of training. Training: Its often said that training is an expensive unwarranted exercise but training is seen as something that is work related on job training, off job training or employment training schemes and also to assess organizational, departmental, divisional group, occupational and individual performance. We shall be addressing the benefits of training from the following point of view as we progresses. JOB ASSESSMENT AND EVALUATION: In this context training helps the effectiveness of the job in terms of the present and immediate future, the potential usefulness, specific changes envisage in terms of priorities and technology. It also identifies the gap in staff organization to be filled. GOOD COMMUNICATIONS: Training aligns itself with the help of effective formal and informal communications and the extent and nature of correcting misunderstandings. It also helps both in staff and in organisational and operational confidentiality. ENHANCES JOB FLEXIBILITY: Especially at formal performance appraisal times and intervals which requires the ability, willingness and flexibility to accommodate issues raised in both approaches. FULFILLING REQUIREMENTS/STANDARDS FOR REGULATORS: Identifying those areas required and usually to consider the absolute standards required in skills, knowledge, attitudes, behaviour, expertise, and performance in both staff and organization. INTRODUCTION OF NEW TECHNOLOGIES: Basically when there is an introduction of new tech in the company it is important to trainretrain staff/organization to be more versatile and get used to how to make use and work with the new product in an effective and efficient way. RESPONSIVENES AND FLEXIBILITY: This refers to the ability to deal with; shortfalls in the usage, potential, capacity of organizational culture, and weakness, unity and clarity of purpose. FOR GROOMING NEW LEADERS: Training development of staff has really shown a great impact in a way of grooming future leaders for better task and product business technology responsibility. IT ENHANCES PRODUCTIVITY: When and after been train there is possibility of increase in productivity which dovetails into size and market growth, share holders funds. NEW EMPLOYEE INDUCTION TRAINING: Basically this is getting to know the staff, setting basic standards; indicating required attitudes, values and behaviour; ways of working; meeting colleagues; job description, goals and target. Meeting key staff with whom they interact; how to interact with key suppliers; customers and clients and general organizational environmental familiarisation which has been of great importance/benefit to both staff and organization. ENHANCING STAFF WORTH: Ensuring that staffs are aware of legislation; their rights and duties; instilling universal standards of attitude, value and behaviour; intolerance of discrimination; bullying; victimization and harassment on race. HRM PROCEDURES AND PRACTICES: Basically explaining staff management requirements and expectations, for instance; disciplinary, grievance, dismissal and redundancy procedures, training opportunities, other things to do with contracts of employment and terms and conditions to both organizations. PROMOTES STAFF EFFICIENCYEFFECTIVENESS: Ensuring that the staffs are trained in monitoring, reviewing and evaluating the effects of what is done and constantly and actively seeking ways of building on success and strengths by addressing the weakness and gap identification for better productive results. PROMOTES INTERPERSONAL RELATIONSHIP: This teaches the staff and organization series of tasks and activities required of them in their daily work and in their perspective and environment. However, it draws a direct relationship between what has been learned elsewhere and how it is now to be applied as required. Training also enhances level of interest and therefore commitment to the work and organization. It is also appropriate in some cases in job rotation, enrichment, enlargement and enhancement programmes where staffs are moved from one job to another on a regular and formal basis. Continuous Training prevents staff from becoming stale or bored in one job and enhances their employability. It enhances collective and individual confidence, identity, commitments and loyalty and brings out potential in staff. Effective training and development enhances the staff knowledge and understanding of what is possible in certain circumstances and under particular constraints. It helps staff in designing, implementing and supporting the required management and supervisory style and increasing higher output per staff. Training and retraining, it provides the opportunity for staff in setting a moral or value possibly taking pride in the organization and its work on the part of all concerned. FOUNDATION FOR SUCCESS: Basically coping with the change and uncertainty in products, services, technology, organization and the environment being productive and successful. Training has been of immense benefit to both staff and organization, accuracy in prioritising those activities that contribute directly to organization profitability and effectiveness Training of staff on how to deliver and respond to the programmes as a whole and also participating in the aspects which may have good knowledge Training has been of benefit to staff to address the full range of needs and ability to maximise the full potential, interest capability and willingness of everyone By enhancing commitment and motivation, clear policy and direction, clear and acceptable set of rules In monitoring, review and evaluation mechanisms at both and operational management levels Gives greater employee expectations, employee commitment and enhancing total awareness of potential Gives a clear common standards in areas of shortfalls in practice, easily identified and effective remedy Training meets best practice standards whatever the sector or occupation and for actual practice Training improves high levels of staff value including high levels of pay and rewards. High priority and high quality on the job training. Training helps to boost and speeds up development processes and reflection of value within the business environment Training promotes uniformity in staff and the way they interact both with other colleagues and clients and customers. Also maintaining standardization in all aspect of production. Continuous training of both products and services thus enhances the staff competency, which brings out the best in any staff to work and aim at achieving the desire targets and goals and objectives of the company. It helps to oversee the design and production of all promotional materials for use in an organization It helps in developing and devising strategies in meeting the set standards and repositioning in the business environment EMPLOYEE MOTIVATION: Training motivates staff, drives the need, motive or goal that triggers action. Also a selection process that directs the choice of action to be carried out for better performance. Training has also helped in understanding where, why and how effective development has taken place and also providing information to be used as a basis for effective corrective action. REBRANDING REPOSITION: Training has been proven to be of immense help in rebranding of products which helps in productivity and sales and thus repositioning of companies image within the business environments. All these benefits through training have been of great impact on staffs and organization in transforming to a better creativity and productivity. ASSIGNMENT NAME: PATRICK N. MADUGBA IDENTITY: ST2001-09 COURSE: PGD-BA SUBJECT: HUMAN RESOURCE MANAGEMENT TOPIC: WHAT DO YOU UNDERSTAND BY INTEGRATED HUMAN RESOURCE STRATEGIES LECTURER: BENJAMIN A. ADEBOWALE DATE: 1ST MARCH, 2010 Integrated HR Strategy This simply means a way of putting policy in place in the right areas such as how to recruitment the best employees,ÂÂ  how to retain the best employees,ÂÂ  how to terminate poor employees, also it does require thinking ahead, planning ways for a company to meet the needs of its employees and the employees meeting the needs of the company and achieving its goal and targets. However,ÂÂ  its obvious that companies who work very hard in meeting the needs of their employees can develop a work environment favourable for productivity. Shaun Tyson (1995) defines HR strategy as the intentions of the corporation, both explicit and cover, towards the management of its employees, expressed through philosophies, policies and practices. Typically, strategic HRM bridges business strategy and HRM and focuses on the integration of HR with the business and its environment. One of the key elements of HRM is the internal integration of HR policy goals with each other. David guest (1989) incorporated the HR policy goals of strategic integration, commitment, quality and flexibility into a model. He suggests that these HRM policy goals are a package which Purcell (1996) considers to have six common elements as follows: Careful recruitment and selection Extensive use of systems of communication Team working with flexible job design Emphasis on training and development Involvement in decision making Performance appraisal with tight links to contingent pay. The rationale for strategic HRM thinking is that by integrating HRM with the business strategy, rather than HR strategies being a separate set of priorities, employees will be managed more effectively, organisational performance will improve and therefore business success will follow ,however this in itself may not be enough . Tony Grundy (1998) suggests: Human resource strategy in itself may not be effective. Integrating corporate strategy and HR matters into an organisation and people strategy may prove more successful. Certain drivers for change are already starting to transform the employment landscape, reversing previous power balance between employers and the employees. Globalisation is highlighting the need for organisation to manage the development of talent as well as to manage knowledge in complex. Technology and the rapid changes in working practices and skills requirements are enabling employees who are truly employable to command their price and dictate terms to their employers, while line management is quite responsible for the growth and survival of the business and its employees. HR as a function has potentially key role to play in partnering the line to prepare their organisations for future challenges. This is where operational effectiveness has to be balanced by a strategic perspective. This need for balance is demonstrated through one of the major thrust of strategic thinking in recent years. Hamel and Prahalads (1994) idea of the core competence of a firm suggests that firms should build their strategies to what they do best. One of the key of challenges for the leaders of any organisation is to provide a sense of direction and a focus for the organisations activities. Ideally, strategic direction involves creating a situation in organisations where the present is being driven from the future, rather than simply being seen as an extrapolation from the past. In changing times there is a greater need for clarity of business direction than in more stable times when the status quo provides employees with guidance as to what is expected of them. However, if employees are to be able to contribute their skills in the most effective way in order to realise business aims, it helps if people know what these aims are, knowing the need of what is expected of them and why. In some organisations, the business direction is made clear in strategic imperatives and the business plan. However, commentators such as Guest (1987) and Storey (1995) regard HRM as substantially different model built on unitarism i.e. employees share the same interest as employers; Individualism, High Commitment and Strategic Alignment (Integrating HR strategy with the business strategy). It suggested therefore, that HRM has also emphasized that employees should be considered as assets rather than variable cost. A strategic HR is likely to have a number of key roles relating to the attraction, development and retention of talent. This may mean competing for the best employees through developing innovative approaches to careers and rewards. Quality of management is likely to be another key agenda item; this may mean introducing tough and effective assessment and development process to ensure that the organisation has the leadership it needs. The enabling of high performance is likely to be a key target for strategic HRM. This involves understanding how high performance is built and sustained, as well as identifying and eliminating barriers to high performance and this will probably involve addressing those aspects of organisational life which have an adverse effect on peoples motivation. HRM policies and practices have been linked to competitive advantage as follows: Communication/corporate responsibility which lays emphasis on communication and corporate responsibility Resourcing Emphasis on external resourcing and internal resourcing on aspect of training and careers development. Culture Promoting an empowerment culture, diversity and an equality culture. Organisational structure and control Emphasis on flexible organisations/work practices, utilising IT to structure the organisation, horizontal management and reward innovation/creativity. Strategic This is where HR planning provides valuable data and is carried out as an integral part of the overall strategic planning process. This involves line managers in developing and evaluating HR practices since this approach recognizes that those who are most knowledgeable about the workforce should be involved in building commitment to the strategy across the organisation. Typical objectives associated with different areas of HR responsibility (after Lam and Schaubrock) include: Maximum strategic impact Aligning HR practices with business objectives, conducting development programmes to support strategic changes. Improving HR adaptability on changing environment and enhancing workforce capability and motivation. Coordinate Integrating diverse HR functions and operations, develop compensation and benefit programmes, improve HR project management, coordination between various HR functions and any potential HR problem. Improve team effectiveness. Communicate Improving employee involvement and understanding of HR, communicating HR policies inside the organisations, conducting job analyses for long-term objectives, improving management acceptance of current/new HR policies and also communicating HR policies outside the company. Control Improving HR resource procedures and control, managing personnel-related cost, reviewing HR operations procedures, improving HR budget control and clarify budget and resources availability.

Gilgamesh, The Iliad, And The Aeneid :: Gilgamesh, The Iliad, And The Aeneid

Even though the Aeneid shares many features with the Homeric epic, as an epic it is diverse in significant ways. For this motive, the Aeneid is denoted to as a literary or else secondary epic so as to distinguish it from primeval or primary epics like the Homeric poems. The word "primitive", "primary" besides "secondary" should not be understood as value verdicts, but simply as signs that the inventive character of the epic was improvisational in addition to oral, though that of the Aeneid, collected later in the epic tradition, was fundamentally non-oral and fashioned with the benefit of writing. As realized, the Homeric poems offer substantiation of improvisational methods of composition concerning the usage of numerous formulas (RankovicÃŒ , Slavica, Melve, and Mundal 6). This form of composition is appropriate to the demands of creativeness before an audience which do not tolerate the poet interval to generate new ways of voicing several thoughts. So to preserve his recital goin g he must hang stock phrases, which are deliberate to fill out innumerable rations of the dactylic hexameter line. Conversely, Vergil, composing in isolation, perceptibly spent abundant time on crafting his own individual poetic linguistic. As a result in reading the Aeneid one will be able to realize the absence of the persistent repetition of formularies, which are redundant in a literary or secondary epic ( Fleming, Daniel, Sara and Milstein 8). Literary works are separated into various groupings called genres in harmony with their distinguishing form and context. The Iliad fits to the genre of epic. An epic is a lengthy poem which tells a story concerning gods, heroes and heroic deeds. Since the epic is by its self-same nature extensive, it tends to be somewhat loosely prearranged. Not every chapter is unquestionably obligatory to the main story and departures from the subject are not unusual. It is significant to notice how diverse in this regard is the genre of drama, in which every single episode tends to be indispensable to the plot and departure from the subject are incongruous (Presnell and Jenny 3). The events recounted in epic are derived from legend pretty than devised by the poet and are characteristically of great implication as in the incident of the Iliad, which transmits an important episode focusing around the paramount hero of the Greeks in the Trojan War, the greatest eminent war of Greek legend. The epic poet inclines to present his tale impersonally, not sketching thoughtfulness to himself except for a few occasions, as in the leading line of the Iliad when Homer talks to the goddess who stands to be the Muse of epic poetry (RankovicÃŒ , Slavica, Melve, and Mundal 9).

options on company telephone services :: essays research papers

Introduction There are many different options companies have when decided on what type if telephone service to use. The size and needs of the company will usually determine the communications needed to run an organized operation. Another factor in choosing what type of telecommunications a company will need is what type of business does the company deal with. For example, is the company a telemarketing service, a customer service company for bank, or a consulting firm; plus, what are the majority of calls pertaining to and the time frame of each call? Are the telephone calls from customers needing to know where the nearest bank or ATM is or are they important clients wanting an estimate on a construction project that is underway. These are a few of the important items to look over before choosing the telecommunication that are right for you company. I work at a company called VTN Nevada. It is an engineering, survey, architecture, planning, and construction management consulting firm. We do consulting work for many large companies in Las Vegas Valley. We do a lot of communicating with clients, construction project manager, and the entities, such as, City of Las Vegas, City of Henderson, City of North Las Vegas, Clark County, and Nye County. The need for good communication is mandatory in order to get the project done to the clients desires, as well as, meeting the needs of the entities that the projects are located within. VTN Nevada uses many different forms of communications from conference calls to e-mails, but nothing is better than a face to face meeting in order to straight out major issues. Body The system that is currently in place at VTN Nevada is the PBX, otherwise known as Private Branch eXchange. The PBX allows VTN to create extensions to connect to each other, as well as, to the public network. The system is set up to allow a person to dial the main office line and get the first receptionist, Rita. Rita, will then direct the caller to the person that they are trying to reach. If the caller wants to contact one of the directors of the company, they will be transferred to the director secretary, Marti. Then, Marti will transfer the caller to the intended recipient of the call, take a message, or transfer the caller to the intended’s voice mail. Rita will at the main number has the same

Is Odysseus a Hero Essay

I feel that Odysseus, like any person, can be a hero at some times and very selfish at other times. During the war in Troy, Odysseus was surely a hero, thinking smartly and protecting his men well. However, in books nine through twelve, Odysseus is definitely not playing the role of a hero among his crew. On almost any page you turn to in the book, you can find some act of selfishness coming from Odysseus. During his journey, Odysseus performs many courageous acts. At the island of the Lotus Eaters, he rescues his men from the addiction of the lotus flower. After the Cyclops captures them in his cave, Odysseus blinds the Cyclops with a sharpened log. Then Odysseus’ men sneak out of the Cyclops cave under sheepskins. Odysseus also performs a courageous act when he steers his ship around the deadly whirlpool Charybodis and valiantly tries to defend his men from Scylla, but she strikes to fast for him causing him to lose six men. When Odysseus arrives at the island of the Sun God’s cattle, he and his crew face famine. Therefore, when Odysseus falls asleep his men slaughter some of the Sun God’s cattle. Odysseus’s extreme pride and arrogance seems to cause trouble for him on many occasions throughout the book. Epic heroes ought to be proud of their accomplishments but they should not brag or expect things from people because of it. Odysseus’s pride and arrogance show up throughout the book. However, one occasion seems to stick out best. In book 9 of The Odyssey, Odysseus lands on an island bordering the land of Cyclops. He watches their brutish ways for days yet he still decides to pay them a visit. His men suggest taking the cheeses and animals but Odysseus refused (The Odyssey, Book 9). Odysseus fought gloriously on behalf of the Greeks in Troy and was considered a â€Å"war hero† of sorts because of it. However, he became to full of himself and did not give the Gods credit for helping him. That is why Poseidon punished him. He bravely endured Poseidon’s punishment and in the end learned that Man is nothing without the Gods. Therefore, I guess that makes him a hero, that he endured so much and learned a valuable lesson in the end.

Congressional Hearings in the US

Included in the Fourteenth Amendment are two very important clauses. These clauses are the â€Å"equal protection† and â€Å"due process of law† clauses. Both of these concepts play an instrumental role in the well being of the common American man. In addition, they both deal with issues regarding the fairness of law. The â€Å"due process of law† deals with the government fulfilling its responsibilities in trials, while the â€Å"equal protection clause† concerns equality in peoples† lives under the Constitution. The thought of â€Å"due process of law† is first mentioned in the Fourteenth Amendment near the beginning when it states: â€Å"No state shall make or enforce any law which shall abridge the privileges or immunities of citizens of the United States; nor shall any state deprive any person of life, liberty, or property, without due process of law; nor deny to any person within its jurisdiction the equal protection of the laws.† This can be explained as a man†s rights to a fair governing. It is one of the oldest constitutional principles and the â€Å"due process† refers to the requirement that the actions of government be conducted according to the rule of law. No government can be above the law and the government cannot interfere with the rights of life, liberty, and property except according to established procedures of law. The Fourteenth Amendment also requires state governments to respect due process of law and gives the federal government the power to enforce this requirement. In America there are two different types of due process of law, â€Å"procedural due process of law† and â€Å"substantive due process of law†. Procedural due process of law means the government must use fair procedures in fulfilling its responsibilities. It requires that the procedures used by government in making, applying, interpreting, and enforcing law be reasonable and consistent. Substantive due process of law came in later and differed slightly from procedural due process. It made a requirement that the government could not make laws that apply to situations in which the government has no business interfering. It requires that the â€Å"substance† or purpose of laws be constitutional. The difference between procedural and substantive is that procedural says nothing about interference in certain cases, while substantive does. The Fourteenth Amendment continues and later talks about the â€Å"equal protection clause†. It states that no state may â€Å"deny to any person within its jurisdiction the equal protection of the laws.† By this provision the amendment gave a new importance to the principle of equality in the Constitution and peoples† lives. The Fourteenth Amendment†s original purpose was to create a society in which all people were treated equally before the law. However, through various interpretations it made it seem that the government was responsible for guaranteeing that all its citizens were equal in the amount of property they possesses, their living standards, education, medical care, and working conditions. It meant that no individual or group was to neither receive special privileges nor be deprived of certain rights under the law. The principle of a limited government is related to both of the aforementioned clauses in an assortment of different ways. It closely relates to the concept of â€Å"due process of law† in that both are in favor of the protection of the natural rights philosophy that states men should not be deprived of the rights of life, liberty, or property. Additionally due process of law and limited government relate to each other in that both say that no government can be above the law. The view of limited government relates to the equal protection of the law by stressing a non-discriminatory government. The equal protection of law established equality before the law, giving the same rights to a poor man, as a rich and powerful man may have. Similarly, limited government pushed for restraints and limits on power, which in turn made it difficult for certain people to become more powerful than others. The equal protection clause can be found in action in 1952, in the case of Brown vs. the Board of Education of Topeka, Kansas. The case was based on the segregation of educational facilities. The NAACP changed their focus from integrating higher educational facilities to integrated grade schools. After the change, the NAACP stepped in on this case and argued that segregated educational facilities were unequal, degrading to black students, and violated the fourteenth amendment's guarantee for equal protection. On May 17, 1954, the Supreme Court ruled that segregated schools were inherently unequal and did violate the Fourteenth Amendment. Brown vs. the Board of Education was a victory for the blacks as well as a victory for the power of the equal protection clause when correctly used. With this victory, an expansion of the protections of the Constitution was created, the equal protection clause would now be used again and again to fight the battle against unfair and unequal standards for certain groups.

Final Project Essay

To turnaround an unprofitable company, Joan imposed new management ideas despite her father’s business practices and culture. With her leadership, Joan will lead and motivate Invitations Inc. employees, and the company will become more profitable. This leadership void threatens Invitation’s Inc â€Å"sustainable pattern of customer focus and profitable growth† (Millikin 9). Invitations Inc. needs to continue the momentum and motivation to accomplish growth. Replacing Joan with as the new CEO by use of a search committee represents the obvious solution to the problem. However, this assumes a replacement could and would be Joan’s equal, including leadership and management style, vision, and knowledge. Garrett could allow Joan to transition the leadership role to a replacement of her choice, with approval of Invitations Board of Directors, after a mentoring and trial period. On the other hand, Invitations Inc. could negotiate with Garrett to extend Joanâ€⠄¢s stay as CEO to ensure the status quo. This would allow Joan to continue her successful leadership and strategies, or run the company as CEO of Invitations Inc, while decreasing redundancies and increasing operating efficiencies. Analysis of the Alternatives Search committees often replace the traditional hiring of upper management and leadership. The committee must define present conditions and develop a consensus of criteria used in evaluating candidates, including the leadership qualities needed at this stage in the company’s revival plan. Next, the committee can identify, screen, and interview candidates. Afterwards, the committee can recommend candidates to the board for consideration and their eventual decision (Poston 1). Alternatively, if one exists, Invitations Inc. should implement their succession management plan. Evaluation criteria are critical to the search committee. To build consensus, the committee should examine the past and the present to understand the future. With her recent success and credibility, Joan might become a benchmark for the search committee. An  examination of Joan would reveal her background and multicultural experiences, which have enabled her to embrace the cultur al differences between her dad and her. She fervently believes that â€Å"cultural conflict, if paced and channeled correctly, could provide opportunity for rapid innovation† . In hindsight, as the case suggests, Joan recognized the primary need to focus on corporate culture without passing judgment, recognizing its pros and cons. As an example, Joan confronted her dads method of performance evaluations and employee advancement. In US, factors like age, education level, and years of service to an organization determine career advancement. Except for those whose actions reflect poorly on the group and its members, seniority is the key factor for recognition and promotion. This paradigm often resulted in delays to the decision making process in an effort to achieve consensus,† thereby impeding the company’s decision-making (Millikin 3). To address these corporate cultural issues, Joan successfully balanced eastern collectivism and teamwork with western individualism. First, to develop a trust with employees, Joan displayed her strong interpersonal skills; she was the first manager to walk around the entire company and meet every employee in perso n (Millikin 5). Next, she developed systems for employee opinions and recommendations instead of hiring outside consultants. She also exposed managers to unfamiliar cultures, different areas of the business outside their boundaries, and more information through transparency and cross-functional teams. Nevertheless, she demanded personal commitment within the team environment by demanding accurate work, playing off the strength uncertainty avoidance (Millikin 8) Joan felt could use adjustment is the extent to which the people focus on the past, present, or future. Joan recognized that Invitations Inc. employees did not have a sense of urgency about the future, a potential bankruptcy. It makes sense for employees not to worry about such financial matters when the government bails out large employers. Thus, after careful detailed analysis, Joan recognized management did not have a vision for employees to follow. Therefore, he developed a long-term plan focusing on profit and listening to the customer. By mixing the cultural norms, Joan capitalized on the strength of the Invitations Inc. employee. As a leader, she understood cultural behaviors while appreciating their differences. Her cultural sensitivity coupled with her people skills helped turnaround the company. These skills  and decision-making ability are not mutually exclusive to Joan’s normative decision model, which assumes decision-making styles are learnable. Therefore and a possible near-identical substitute could exist. One major problem with search committees are the significant amount of time and effort necessary by the members, who are often upper management, might produce less than ideal candidates (Poston 1). Although best practices exist for search committee, Joan’s replacement might not harmonize with the company. The replacement might undue the corporate cultural changes under Joan, reverting to old habits, or tip the balance of cultures too far in the other direction. According to the case’s timeline, Joan would continue as CEO of Invitations Inc. for as long as needed. This could be time spent by Joan to mentor a successor of her choice. Joan should follow the succession management system, if one exists, to find the future leader for the company. If such a system does not exist, Joan will need to follow a similar process to that of a selection committee: identify, screen, and interview candidates, and make the recommendation of a candidate to the Board of Directors. There must be full confidence and trust in Joan’s decision by the board and the company, and in return, Joan needs to be fair and as objective as possible, using the same criteria and documenting all steps during the selection process. During her time with the company, Joan stablished relationships with other managers and leaders, some of high-quality, some of low-quality. According to the Leader-Member Exchange model, â€Å"those followers with high-quality relationships are in the in-group (Nahavandi 87). Applying this model would assume Joan’s in-group enjoyed her attention, support, confidence, respect, and more favorable job performance ratings, often leading to promotions. Remember, Joan moved away from the cultural norm of the seniority promo tional system to a pay for performance system. Moreover, Joan might know those in the in-group intimately from non-work related social networks. Since she developed employee-based programs to eliminate the hiring of consultants, using the in-group as a pool of replacement candidates seems the most logical. However, should Joan feel her option, the entire company, are not suitable, she could use this time to search outside of the company, maybe her personal in-group. As part of Joan’s selection criteria will be support for her change management principles, including establishing cross-functional teams to address silos; focusing on key basic  metrics of quality, cost, and customer satisfaction; ensuring transparency and communications that connect all levels of employees across the company. Additionally, Joan believes the CEO should align employees with company goals and strategies through the leader’s vision, which initially would be the revitalization plan established by Joan. Once Joan chooses her successor, she can personally groom and mold this individual. However, as Fiedler and his Contingency Model suggest, leadership effectiveness is a function of the match between a leader’s style and the leadership situation (Nahavandi 70). Essentially, Fielder proposes the leader cannot change his style but can change the situation. As such, unless Joan wants significant change within the company, she should not tolerate candidates lacking the core values necessary to meet leadership needs, like respect for employee buy-in. LEADERSHIP VERSUS MANAGEMENT From these definitions, it should be clear that leadership and management are related, but they are not the same. A person can be a manager, a leader, both, or neither. In the company, there are many different activities, the manager and leader would have different function in the activities. On create an agenda, the manager needs to planning and budgeting. The manager establishes detailed steps and timetables for achieving needed results. The manager needs to allocate the resources necessary to make those needed result happen. The leader needs to establish the direction. The leader develops a vision of the future, often the distant future, and strategies for producing the changes needed to achieve that vision. On develop a human network for achieving the agenda, the manager needs to organizing and staffing. The manager establishes some structure for accomplishing plan requirements, staffing that structure with individuals, delegating responsibility and authority for carrying out the plan, providing policies and procedures to help guide people, and creating methods or systems to monitor implementation. The leader needs to align the people. The leader communicates the direction by words and deeds to all those whose cooperation may be needed to influence the creation of teams and coalitions that understand the vision and strategies and accept their validity. On executing plans, the manger needs to control and solve the problem. The manager needs to monitor the results vs. plan in some detail, identifying  deviations, and then planning and organizing to solve these problems. The leader needs to motivating and inspiring. The leader needs to energize people to overcome major political, bureaucratic, and resource barriers to change by satisfying very basic, but often unfulfilled, human needs. On outcomes, the manager needs to produces a degree of predictability and order and has the potential to consistently produce major results expected by various stakeholders. The leader needs to produces change, often to a dramatic degree, and has the potential to produce extremely useful change. Joan and her father will need to establish a knowledge of the above to strengthen their relationship. Works Cited â€Å"Face Value: The $10 Billion Man.† The Economist – World News, Politics, Economics, Business & Finance. The Economist Newspaper Ltd, 24 Feb. 2005. Fonda, Daren. â€Å"CARLOS GHOSN, RENAULT: He Did So Well, Lets Give Him Two CEO Jobs – TIME.† Breaking News, Analysis, Politics, Blogs, News Photos, Video, Tech Reviews. Time, 1 Dec. 2003. Moffett, Sebastian, and Mike Ramsey. â€Å"Renault CEO’s Image Takes Hit.† MarketWatch. Wall Street Journal, 12 Apr. 2011. Millikin, John P. The Global Leadership of Carlos Joanat Nissan. Publication no. A07-03-0014. Thunderbird, 2003. Muller, Joann. â€Å"The Impatient Mr. Joan- Forbes.com.† Information for the World’s Business Leaders. Forbes, 22 May 2006. Nahavandi, Afsaneh. The Art and Science of Leadership. Upper Saddle River, NJ: Pearson Prentice Hall, 2009. Poston, Muriel E. â€Å"AAUP: Presidential Search Committee Checklist.† American Association of University Professors.