AirTrain Newark Essay Example

AirTrain Newark Essay You will need to examine the external factors that affect the development f the industry, for example: environmental, room layout liaison with police, licensing laws, traffic and crowd control: socio-cultural considerations, specific protocols, speech making, diet; political, subsidized provision, free meals, the economy, budget targets: technological, lighting, sound systems, specialist equipment. Task 2 ALL Understand the financial controls used in food and beverage operations PA: critically assess the key strategic and operational issues involved in the effective management of a given conference or banquet. ( AC 2. ) PA: discuss performance and quality review techniques used by the Conference and banqueting industry. (AC 2. 2) PA: Consider administrative procedures such as; booking diary; the contract; pricing and packaging; discounting initiatives and space utilization. What were the licensing law implications, health and safety legislation egg. Health and Safety at Work Act 1 97 4 (HASH); hygiene regulations? Were there any religious and cultural guidelines, room design, seating plans, role of master of ceremonies? PA: What were the evaluation and review techniques, client and guest evaluation procedures, venue appraisal and profit realization? Individual Powering presentation of 10 miss for PA PA Task g ALL Be able to devise menus for hospitality events 104 Be able to provide food and beverage services for hospitality events PA: Evaluate the suitability of a range of food production systems and styles and food and beverage service styles for a given conference or banquet. (AC 3. 1) PA: Discuss factors to consider when organizing an off-site conference or banquet. (AC 3. 2) PA: Analyses the key menu planning considerations for conference and banqueting events (AC 3. 3) PA: assess the ergonomic considerations for a given conference or banquet AC 4. ) PA: Explain food production styles and food beverage service styles and systems. Evaluate all the systems and styles and justify why you WOUld choose any particular system and style for the conference or banquet. PA: Give details of the site and the problems involved in transferring equipment to it How will food be prepared and where? What are the environmental issues concerni ng waste management and disposal. What are the provisions for emergencies? We will write a custom essay sample on AirTrain Newark specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on AirTrain Newark specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on AirTrain Newark specifically for you FOR ONLY $16.38 $13.9/page Hire Writer

Todo lo que se debe conocer sobre ciudadanía americana

Todo lo que se debe conocer sobre ciudadanà ­a americana La ciudadanà ­a americana da derechos, libertades, privilegios, protecciones, y tambià ©n obligaciones, que son exclusivos de los ciudadanos de los Estados Unidos de Amà ©rica. En este artà ­culo se brinda informacià ³n sobre los 5 caminos que es posible seguir para obtener la ciudadanà ­a americana, los derechos que da ser estadounidense, cà ³mo se pierde la ciudadanà ­a y quà © problemas  puede ocasionar la doble nacionalidad. Quià ©n es ciudadano americano y cà ³mo se obtiene la ciudadanà ­a de EE.UU.   Se obtiene la ciudadanà ­a americana  de diversos modos. Y es que en  comparacià ³n con otros paà ­ses, Estados Unidos tiene una polà ­tica muy generosa en este punto.   Reconoce la ciudadanà ­a por ius solis, es decir, por nacimiento en territorio estadounidense. De hecho, esta es la forma ms comà ºn de adquisicià ³n de la condicià ³n de estadounidense y, a dà ­a de hoy, sà ³lo existe una excepcià ³n a este principio general. Asimismo,  tambià ©n la reconoce por ius sanguinis tambià ©n conocido por derecho de sangre. Es decir,  por ser hijo o hija de un estadounidense nacido fuera de los Estados Unidos, si bien en estos casos se tienen que cumplir una serie de requisitos para que se reconozca este derecho. Y, por supuesto, tambià ©n se  admite la naturalizacià ³n.  Ã‚  En la inmensa mayorà ­a de los casos las personas naturalizadas son  extranjeros que tienen la condicià ³n de  residentes permanentes legales, cumplen con todos los requisitos legales y que aprueban un examen sobre conocimientos cà ­vicos y de inglà ©s. Destacar que el tiempo  de espera de los residentes para aplicar por la ciudadanà ­a  es diferente y depende de cà ³mo se obtuvo precisamente la condicià ³n de residente. Aunque las 3 formas mencionadas -nacimiento en USA, por derecho de sangre y por naturalizacià ³n, son las formas ms comunes de obtener la ciudadanà ­a, no son las à ºnicas.   Cà ³mo se acredita  la ciudadanà ­a americana Varios documentos sirven para probar que una persona es ciudadana de los Estados Unidos. Por ejemplo,  los nacidos en cualquiera de los 50 estados que conforman la Unià ³n Americana o en cualquiera de sus territorios se puede utilizar el certificado de nacimiento. Por otro lado, los que son americanos por tener un progenitor estadounidense pero que han nacido en el extranjero pueden presentar como prueba el Certificado Consular en el que se ha registrado su nacimiento. Adems, los naturalizados pueden presentar el certificado de naturalizacià ³n que se les entrega tras finalizar la ceremonia del juramento de lealtad a los Estados Unidos. Este es un documento muy delicado que no puede fotocopiarse ni enmarcarse. Y se intentar no doblarlo para evitar que se daà ±e y ciertas partes del mismo no puedan ser leà ­das. Asimismo, en todos los casos y sin importar cà ³mo han obtenido la ciudadanà ­a, se puede mostrar como prueba un pasaporte americano vlido. Por à ºltimo, un listado ms completo de todos los documentos que podrà ­an admitirse para probar la ciudadanà ­a cuando no sea posible mostrar uno de los anteriores. Derechos de los ciudadanos americanos Para los Estados Unidos hay una divisià ³n muy clara a la hora de reconocer derechos y otorgar proteccià ³n: por un lado estn sus ciudadanos y por otro el resto de las personas. Ni siquiera los residentes permanentes legales cuentan con los mismos derechos que los ciudadanos. Quiz el privilegio ms importante es el derecho al voto. Sà ³lo los ciudadanos votan en elecciones federales tras registrarse para votar. Otros privilegios y beneficios pueden compartirse con los residentes permanentes, pero las reglas de aplicacià ³n son frecuentemente diferentes para uno y para otro. Por ejemplo, los cupones de alimentos son ms fciles de obtener para los nacionales que para los titulares de la green card, si bien hay excepciones y tambià ©n variacià ³n segà ºn el estado en el que se reside habitualmente. Asimismo, a la hora de pedir papeles de inmigracià ³n para un familiar el proceso es ms fcil, amplio y rpido si la peticià ³n la realiza un ciudadano. Y tambià ©n desde el punto de vista migratorio es importante destacar que los ciudadanos nunca pueden ser deportados, ni siquiera en  aquellos  casos en que adquirieron esa condicià ³n de adultos por naturalizacià ³n y ostentan doble nacionalidad con otro paà ­s. En materia de empleo, trabajos donde se necesita una autorizacià ³n para manejar informacià ³n de algà ºn modo relacionada con la seguridad puede estar reservada exclusivamente a los estadounidenses. Por ejemplo, en ciertas posiciones en el Foreign Service o en el Civil Service o para ser oficial en cualquiera de los cuatro Ejà ©rcitos. Incluso privilegios que llegan al corazà ³n pero que tienen poco que ofrecer desde el punto de vista prctico estn reservados para los americanos, como solicitar a la Casa Blanca el envà ­o de una felicitacià ³n por aniversarios o nacimientos. Pà ©rdida de la nacionalidad americana Es extraordinariamente infrecuente perder la ciudadanà ­a americana, pero es posible. Bsicamente por realizacià ³n de forma voluntaria de ciertos actos penados por la ley con la pà ©rdida de la condicià ³n de estadounidense o por decisià ³n personal. Si se renuncia motu propio debe hacerse en el extranjero, en una oficina consular y la decisià ³n es irreversible. Evitar los pagos al IRS suele ser una de las razones para tomar esta decisià ³n. Y es que Estados Unidos es à ºnico en el mundo al exigir cumplir con las obligaciones tributarias a sus ciudadanos sin importar donde estos residan. Y es que hay casos en los que a falta de tratados bilaterales de doble tributacià ³n, los americanos expatriados estn obligados a pagar importantes cantidades en concepto de impuestos simultneamente en los Estados Unidos y en el paà ­s en el que residen habitualmente. Y esto parece ser que est causando un nà ºmero pequeà ±o pero notable de renuncias a la nacionalidad. Este es un listado de 10 famosos que renunciaron voluntariamente a su condicià ³n de estadounidenses por razones muy variadas. Doble nacionalidad: Estados Unidos y otro paà ­s La doble nacionalidad significa que una misma persona posee simultneamente la ciudadanà ­a de dos paà ­ses. Es una situacià ³n tolerada por Estados Unidos pero no fomentada por los problemas y conflictos que esta doble lealtad puede acarrear. Las personas con doble nacionalidad deben tener claro que esta condicià ³n puede afectar negativamente en ciertos trabajos, como por ejemplo en aquellos que requieren un security clearance. Por à ºltimo, aunque se pueden tener dos pasaportes, se entra y se sale de Estados Unidos exclusivamente con el pasaporte americano, no el de otro paà ­s. A tener en cuenta Son ciudadanos americanos desde el momento de su nacimiento todas las personas nacidas en un territorio o Commonwealth de Estados Unidos, como es, por ejemplo el caso de Puerto Rico. Y desde el punto de vista de leyes migratorias Puerto Rico tiene exactamente las mismas leyes que los 50 estados de USA. Quienes desean viajar a la Isla deben contar con los documentos apropiados. Curiosidades Las personas que tengan curiosidad por saber quà © preguntan en el examen de naturalizacià ³n para obtener la ciudadanà ­a americana pueden tomar este test de respuestas mà ºltiples que contiene preguntas reales.   Para aprobar el test hay que contestar correctamente un mà ­nimo de 6 de un total de 10. Este es un artà ­culo informativo. No es asesorà ­a legal.

The Rolls-Royce Holdings Plc - Environmental Conservation Awareness Assignment

The Rolls-Royce Holdings Plc - Environmental Conservation Awareness - Assignment Example The major characteristic that differentiates the Rolls-Royce Trent 900 engine, is its enhanced environmental-friendly attributes, which sees the engine deliver the lowest lifetime fuel burn (Wall, 2014:n.p.). Therefore, environmental conservation awareness is the main drive behind the construction of this engine. In this respect, the project lifecycle will follow a well-defined process that will begin with starting phase of the project lifecycle that will entail the collaboration of the R&D and the marketing teams to define the project objectives. This will be followed by project organizing and preparing, which will share the tasks between the two teams, with the marketing team taking the responsibility for identifying the market needs and conveying the same to the R&D team, while the R&D team will take the responsibility of the actual designing of the engine. This will be followed by the carrying out the work phase of the project lifecycle, where the marketing team will provide the R&D team with the product information ranging from the appropriate design drawing, the colouring scheme of the engine and the appropriate features such as the size and weight details. On the other hand, the R& D team will be responsible for the analysis of the design of the aircraft engine with minimal noise. After the design analysis, the R&D team shall pass over the product to the marketing team for test marketing and promotion. The full launch of the product will form the closing phase of the project lifecycle. The whole project is estimated to take 3 months from the start to close. The project proposal seeks to develop a whole project engine production lifecycle, where all the necessary tools and concepts will be derived from PMBOK and similarly relevant reading materials. The project aimed at defining the project lifecycle of the development of Rolls-Royce Trent 900 engine. The essence of the project was to achieve a low noise aircraft engine, which also confers other environmental benefits.  Ã‚  

Inside Job (2010) Movie Review Example | Topics and Well Written Essays - 500 words

Inside Job (2010) - Movie Review Example The various traits that are in the film follow the story line that occurred from 2007 with the economic changes and associates this with the main ideologies of the economy and the government. The plot of the film is based on the financial meltdown that is a part of the current global crisis. The plot first looks at the financial crisis of 2008 and the outcomes which it caused, such as the loss of $20 trillion, loss of jobs, loss of homes and the eventual global collapse that was associated with this. The plot then moves into interviews and associations with the financial crisis to define what happened and occurred and how it became a major component of history. The attributes are incorporative of defining an industry that was always corrupt and rogue and which forced the financial meltdown. The main ideology that is given from the director is that the industry corruption led to a forced meltdown which could have been prevented otherwise. The setting is based on the interviews of thos e in the financial industry and is combined with the historical issues of the recent financial meltdown.

BHS 420 Quantitative Reasoning (Module 5-SLP) Essay

BHS 420 Quantitative Reasoning (Module 5-SLP) - Essay Example Introducing imagery has novel implications for bipolar treatment innovation - an area where CBT improvements are much-needed. Santosa, C.M., Strong, C.M, Nowakowska, C., Wang, P.W., Rennicke, C.M., & Ketter, T.A. (2007). Enhanced creativity in bipolar disorder patients: A controlled study. Journal of Affective Disorders, 100, (1-3), pp. 31-39. Research Procedure: Direct study of 49 BP, 25 MDD, 32 CC, and 47 HC (all euthymic) completed four creativity measures yielding six parameters: the Barron-Welsh Art Scale (BWAS-Total, and two subscales, BWAS-Dislike and BWAS-Like), the Adjective Check List Creative Personality Scale (ACL-CPS), and the Torrance Tests of Creative Thinking--Figural (TTCT-F) and Verbal (TTCT-V) versions. Mean scores on these instruments were compared across groups. Where and How Sample Obtained: Researchers assessed non-eminent creativity in euthymic bipolar (BP) and unipolar major depressive disorder (MDD) patients, creative discipline controls (CC), and healthy controls (HC). Description of Results: Researchers found BP and CC (but not MDD) had similarly enhanced creativity on the BWAS-Total (driven by an increase on the BWAS-Dislike) compared to HC. Further studies are needed to determine the mechanisms of enhanced creativity and how it relates to clinical (e.g. temperament, mood, and medication status) and preclinical (e.g. visual and affective processing substrates) parameters. Research Procedure: Researchers compared creativity in bipolar parents and their offspring with BD and bipolar offspring with attention-deficit/hyperactivity disorder (ADHD) with healthy control adults and their children, using 40 adults with BD, 20 bipolar offspring with BD, 20 bipolar offspring with ADHD, and 18 healthy control parents and their healthy control children who completed the Barron-Welsh Art Scale (BWAS), an objective measure of creativity. Description of Results: The results of this study support an

Employee Turnover Types, Theories and Effects

Employee Turnover Types, Theories and Effects In this chapter, the literature review is aimed to present the concept, models, theories and previous research to the causes and correlation of employee turnover. The contents focus on employee turnover, the factors that influence the employee turnover: personal characteristics, job satisfaction, organisational commitment and perceived alternative job opportunities. Employee turnover has been defined by Price (1977) as the movement of members across the boundary of an organisation. As Mobley (1982) defined that turnover is the voluntary cessation of membership in an organisation by an individual who receives monetary compensation for participating in that organisation. This definition emphasises voluntary behavior because primary turnover model seek to explain what motivates employees to withdraw from the workplace. Furthermore, this concept focuses on separation from an organisation and not includes accession, transfer, or other internal movements through an organisation. Moreover, there are many definitions in same perspective from many authors as Van der Merwe and Miller (1996) stated that employee turnover is a permanent withdrawal and also function of the person-work relationship. The authors emphasise that there should be a fit between the worker, the agency and the environment. If this fit is not present or available, turnover is likely to occur. This relationship is considered pervasive. It can be affected by any or all aspects of the job situation, both inside and outside the employing organisation. Lane (2001) described employee turnover as the result of both quits and layoffs and further states that some turnover is a result of jobs in one firm being destroyed and jobs in another firm being created and hence due to the reallocation of jobs across the economy in response to changes in product demand. From the descriptions above, the researcher could conclude that job turnover is when employees leave their employment permanently and the entrance of new employees to the organisation. That employee turnover can either be positive or negative, but all have a significant impact on productivity (Boxall and Baldwin, 2002) Types of employee turnover There are two different types of employee turnover in an organisation that many authors have identified the following types of employee turnover: Voluntary turnover Gomez-Mejia et al (1997) defined voluntary turnover as a separation that occurs when an employee decides for personal reasons to end the relationship with the employer. The decision could be based on the employee obtaining a better job, changing career, or wanting more time for family or the present job is unattractive because of poor working conditions, low pay or benefits, and bad relationship with supervisor. In most cases the decision to leave is a combination of having attractive alternative opportunities and being unhappy with aspects of the current job. Sims (2007) conceded that voluntary turnover occurs when an employee initiates the termination of their employment of their own free will. Quits is one type of voluntary turnover. Grobler et al (2002) defined quits as occurring when an employee leaves the organisation without giving the normal period of notice (e.g. one month). It is usually a sudden decision by the employee. Thus, it should be noted that quits can occur at any time and mostly when the organisation least expects it. This can be serious impact on the organisations total performance and productivity. Although organisation can not do much about employee quitting, they can try to determine the possible reason for leaving or for making that decision. Involuntary turnover Gomea-Mejia et al (1997) defined that involuntary turnover occurs when management decides to terminate its relationship with an employee due to economic necessity or a poor fit. The organisation or the employee cannot control this type of turnover. It is further stressed by the authors that involuntary turnover results in very serious and painful decisions that can have a profound impact on the entire organisation, espacially the employee who loses his or her job. Mkhize (1998) concedes involuntary turnover as when an employee is asked by the organisation to leave. Involuntary turnover represents employer-initiated job separations over which employee have little or no personal say, such as dismissal or layoffs. Sims (2007) also concedes that involuntary turnover arises when employment is terminated against the wishes of employees. Those authors from their definitions stress the fact that with this type of turnover is result from the employers decision rather than the employee. It mig ht be employers would not want to keep poor performers or excess manpower. The costs of employee turnover Kelly (2001) stated that employee turnover costs are the problem that most executives are aware of but do not acknowledge as a potential loss of revenue. A lot of disadvantages that are brought up by employee turnover are clearly evident in cost benefit analyses. Human resource mangers know that employee turnover is a major cost and significantly impacts an organisation (Irvancewich, 1994). Many managers refuse to face up to these costs, but they might be forced to do so when considering the various factors necessary to calculate the cost of employee wastage (Stewart,1998) According to Mitchell et al (2001), employee turnover imposes extensive cost both the individual and the organisation level. At individual level, it does not matter if the person leaves voluntarily to another job or is forced to leave and take a personal toll. For organisation level, the problem arises when leaving employees take their valuable knowledge and expertise gained through experience with them. This turnover leads to numerous costs for the organisation, such as: Exist interview time and administrative requirement Payout of unused vacation time Cost of temporary workers Overtime for co-workers Training costs Replacement costs, include advertising, processing of candidates, interviewing, selecting. Potter (2002) postulated that employee turnover is a critical cost driver for American business. The cost of retaining and filling vacancies, lost productivity from vacant jobs and cost of training new employees increase operational costs. Elements of the cost of job turnover very widely and depend on whether all cost elements are recognised. The author further identifies three primary elements of employee turnover costs that include the following; Staffing Costs Sometimes are referred to as cost per hire. These include the costs of recruiting job applicants (such as advertising or job board posting, screening applicants, personal search, service brokerage fees, relocation expenses and signing bonuses). Vacancies cost While a position is vacant the productivity of the former employee is lost and the productivity of the overall organisation is reduced as the remaining workers cope with being shorthanded. Jay (1998) referred to these as the temporary replacement costs of getting the work done while the post is vacant and can include overtime, temps and many others. -Training cost The replacement employees time, other employees time and valuable resources must be expanded to train each employee and to facilitate the transition because no new employee starts working at 100% efficiency. Jay (1998) added the induction costs to the training and refers to this as direct costs and pay during unproductive early stages. Stone (2002) maintained that this phase is the non-productive time because it is characterised by dislocation of the other employees work as the new employee tries to settle down and incurs the same view on the lost productivity. Thus, training costs includes an organisations expenditure to orientate and train replacements and opportunity costs caused by inefficient production. The further statement identified an extension of those elements as follows: Redeployment Redeployment of an existing labour force as a result of labour turnover involves extra costs as this creates vacancies in the system. Assimilation and efficiency lost cost incurred before the new employee is fully proficient. Relocation Costs These costs include hotel charges, direct disturbances allowance, for example legal fees, removal fees, house purchase assistance and temporal travel subsidy of the new employee. Leaving costs These costs are associated with creating the vacancy, the closing of the previous appointment, for example refunding, superannuation payments, etc. Ham Griffeth (1995) refered to the leaving costs as the separation costs and describe them as those that quitting produces directly. A good example is exit interviews that are conducted when the employee leaves the employer to determine the reason for leaving. The researcher conceded that high employee turnover in an organisation means increased recruitment, selection and training costs. It can also mean a disruption in the efficient running of an organisation when knowledge, experienced personnel leave and replacements use be found and prepared to assume a position of responsibility. Theories related to employee turnover Expectancy theory holds that people are motivated to behave in ways that produce desired combinations of expected outcomes. Generally, expectancy theory can be used to predict behavior in any situation in which a choice between two or more alternatives must be made. For example, it can be used to predict whether to leave or stay at a job and whether to try substantial or minimal effort at task (kreitner and Kinicki, 2001). Vrooms expectancy theory (1964) According to Vroom (1964), the strength of tendency to act in a certain way depends on the strength of expectancy that the act will be followed by a given outcome and on the value or attractiveness of that outcome to the actor. Motivation, according to Vroom, boils down to decision of how much effort to put in specific task situation. This choice is based on a two-stage sequence of expectations that are effort-to-performance and performance-to-outcome. First, motivation is affected by an individuals expectation that a certain level of effort will produce the intended performance goal. Motivation also is influenced by the employees perceived chances of getting various outcomes as a result of accomplishing his or her performance goal. Individuals are motivated to the extent that they value the outcomes received. There are three key concepts within Vrooms model, which are expectancy, instrumentality, and valence. Expectancy According to Vrooms expectancy theory, expectancy represents an individuals belief that a particular degree of effort will be follow by a particular level of performance. In other words, it is an effort-to-performance expectation which refers to a degree of effort to which individual feels that it will lead to achievement of desired goal (kreitner and Kinicki, 2001) Instrumentality Instrumentality is a performance to outcome perception. It represents a persons belief that a particular outcome is contingent on accomplishing a specific level of performance (kreitner and Kinicki, 2001) Valence Valence refers to the positive or negative values people place on outcomes. For example, most employees have a positive valence for receiving additional money or recognition. In contrast, job stress and being laid off would likely be negatively valence for most individuals. In Vrooms expectancy theory, outcomes refer to different consequences that are contingent on performance, such as pay, promotion, or recognition. An outcomes valence depends on a individuals need (kreitner and Kinicki, 2001) Peter and Edward Lawlers Expectancy Theory (1969) Lyman Porter and Edward Lawler III developed an expectancy theory of motivation that extended Vrooms expectancy theory. This theory attempted to identifies the source of peoples valences and expectancies and link effort with performance and job satisfaction. There are three key variables which are predictors of effort, predictors of performance and predictors of reward and satisfaction (kreitner and Kinicki, 2001). Predictors of effort Effort is a function of perceived value of reward which represents the rewards valence and the perceived effort to reward probability. Employees will exhibit more effort when they believe they will receive values rewards for task accomplishment. Predictors of performance Performance determined by more than effort. The relationship between effort and performance is contingent on an employees abilities and traits and role perceptions. That is, employees with higher abilities attain higher performance for a given level of effort than employees with less ability. Similarly, effort results in higher performance when employees clearly understand and are comfortable with their roles. This occurs because effort is channels into the most important job activities or tasks. Predictors of rewards and satisfaction Employees receive both intrinsic and extrinsic rewards for performance. Intrinsic rewards are self- granted and consist of intangible such as a sense of accomplishment and achievement. Extrinsic rewards are tangible outcomes such as pay and public recognition. In turn, job satisfaction is determined by employees perceptions of the equity of the rewards received. Employees are more satisfied when they feel equitably rewards. Finally, employees future effort to reward probabilities is influenced by past experience with performance and rewards. Models of employee turnover To reinforce the previous definitions of employee turnover Man Sararat (1984) stated that a labour force movement was a process whereby labourers would make decision in regard to where and when they would work. It means the labourers choose their own employers and locations where they will work, and may change their jobs and companies as many times as the wish. Personal characteristics The concept of personal characteristic The personal factors include individual qualities that can be viewed as personal traits the employee possesses and which are distinctive to the individual (Harmse, 1999). The author further asserted that it has to do with what and who the individual is within his total being and which guide his behavior or functioning. According to the researcher, the employees general outlook on life is one of the major factors that influence employee turnover. An employee with a high self-esteem, confidence in his or her abilities and with a positive outlook on life is more likely to stay than the one with a negative attitude. Thus, these factors are inherent in human behavior. The following are the personal factors that influences employee turnover as identified by different authors. Relationship between personal characteristics and employee turnover A large number of research studies have identified the importance of individual or personal characteristic factors as predictors of employee turnover (Arnold Feldman, 1982; Cotton Tuttle, 1986; Lee Mowday, (1987). Among the characteristics most commonly examined are age, education, and tenure (length of time a person has worked in an organisation) (McBey Karakowsky, 2000; Mowday, 1982) The personal characteristic differences had been identified as potentially important correlates of turnover. This was because gender and age may be important negative correlates of turnover intention and turnover (Thatcher et al., 2003). Various studies had attempted to look beyond the traditional relationship theorised between job satisfaction and voluntary turnover. Gleser (1990) states that sex, race and age variables should be considered since minority group may face discriminatory practices and may approach job satisfaction differently than more normative groups. Age and employee turnover Drafke and Kossen (2002) maintained that employee turnover typically increases with age. Older employees have more work experience. They have a better understanding of what work needs can satisfy and overall they have a more realistic view of work and life. Young employees have comparatively little or no job experience with which to compare their current jobs and because of this they are more likely to substitute the opinions of other people, their own beliefs about other peoples jobs and their own idealistic views of what should be their lack of experience. In another way, Younger employees had more entry-level job opportunities and few family responsibilities, thus making job mobility easier. They may also have inaccurate expectation regarding working, which are not fulfilled in their early jobs (Porter Steers, 1973; Wanous, 1980). Therefore, younger employees are more likely to terminate their employment than older employees. Furthermore, Mc McCullough (2002) who stressed that age is a widely known factor that influences employee turnover. The author further states that the younger employee, the stronger likelihood of employee quit. The longer that employee stays, the more turnover risk goes down. Similarly older employees are less likely to quit than younger ones, as younger ones are more likely to take employment risks and hop to other jobs. The author still concedes that research has confirmed that the older employee, the lower likelihood of quitting. Education and employee turnover Neither a strong nor a consistent relationship between education and turnover is evident in the literature (Mobley, 1979; Price, 1977). Since many turnover studies are based on individuals with similar educations, a relation between turnover and education is difficult to establish. However, Arnold and Feldman (1982) and Brief and Aldag (1980) stated that education is positively related to employee turnover. Wong et al. (1999) found that individuals with higher education levels are better informed of the alternative opportunities available in the external labour market. Managers with high educational qualifications, by virtue of their high employability, they are greater discretion in their choice to turnover. If mangers perceive that reward levels are not commensurate with education or human capital value and performance levels, it is likely that they will report a greater number of turnover cognitions (Trevor et al., 2007) Tenure and employee turnover According to streers (1997) and Mobley (1982), there are many research studies which suggest that a negative relationship exists between tenure and turnover. The research has indicated that relatively high turnover occurs among new employees (Mobley, 1982). It should be noted that tenure has been considered as a covariant of age (Bedeian et al., 1992; Kacmar Ferris, 1989), and consequently its influence is similar to that of age. As an employees tenure increases, the formal benefits (e.g. compensation and promotions) and informal benefits (e.g. status) also increase. Given these issues, employees with higher tenure are less likely to leave their organisation for fear of losing these benefits upon entry into a new organisation (Hellman, 1997). Job satisfaction The description of job satisfaction There are many authors define job satisfaction in the literature. Job satisfaction is influenced by economic factors such as pay, benefit and rewords as well as structural and procedural factors reflecting autonomy or fairness. Hersey and Blanchard (1993) defined the job satisfaction is a consequence of the past which refer to employees feeling about the reward they have received when comparison with work role input and its outcome. Robbins (1996) conceded that job satisfaction refer to a collecting attitude toward ones job which is different between the amount of rewards workers receive and the amount that they should receive. Mitchell et al (2001) stated that employees who feel satisfied with their jobs have a positive experience of their pay, supervision, chances for promotion, work environment, clear roles and met expectations. Furthermore, Weiss and Cropanzano (1998) stated that job satisfaction represents a persons evaluation of his or her job and work context. It is an appraisal of the perceive job characteristics and emotional experiences at work. Satisfied employees have a favorable evaluation of their job based on their observation and emotional experiences. In the same way, Schermerhorn et al (2000) define job satisfaction as the degree to which individuals feel positively or negatively about their jobs. It is an attitude or emotional response to ones tasks as well as to the physical and social conditions of workplace. According to Locke (1976), job satisfaction is really a collection of attitudes about specific facets of the job. Employees can satisfy with some elements of the job while simultaneously dissatisfy with others. Different type of satisfaction will lend to different intention and behavior (McShane and Glinow, 2002). To access ones job satisfaction, five facets of job satisfaction should be measured following (Kreitner and Kinicki, (2001) : Work- itself (job) Harmse (1999) described a job as a position within an organisation depending on the scope of the organisation, which can be as small as one. The author still mension that it can also be viewed as a group of positions that are nearly as identical with respect to primary duties and tasks that are sufficiently similar to be included in less than one title. Kolen (1997) argued that a job is fully specified. Kolen (1997) defined the job as the kind and amount of work to be performed by a person or a piece of equipment within a given time period. The author still maintains that every well-conceived job definition should always consist of two parts namely: Job description- This is a detailed statement of the content of the job in terms of major tasks the sequence of those tasks and the conditions under which they will be performed. Mondy Premeaux (1994) described job description as a document that describes the tasks and responsibilities of a job and its relationships to other jobs. According to Harmse (1999), the job descriptions are beneficial for both the individual employee and the organisation. . According to Harmse (1999), the job descriptions are beneficial for both the individual employee and the organisation. The author further identifies the following advantages: The employee has a concise picture of why he or she is employed, The employee can easily identify how he or she will be assessed, The parameters of authority and accountability are clear, Given the big picture, i.e. the mission statements, the value of this specific position for the organisation can be identified, It assists in placing the right person in the right position, There is more efficiency and effectiveness throughout the organisation as tasks and responsibilities are identified. Job specification- This states the qualification an individual must posses to perform the job. Mondy Premeaus (1994) viewed a job specification as the minimum acceptable qualifications a person possess to perform a particular job. Luthans (1992) mention that work-itself is one of the major source of satisfaction. In additional, some of the most important ingredients of satisfying job included interesting and challenge work, work that not boring and a job that provided status. Van Dyk (2001) stressed that any job should have key characteristics that directly affect employee performance and satisfaction and thus in turn influences job turnover. The authors further identify the following three job characteristics; Variety-refers to the number of different tasks and activities included in the job. Challenge- is the level of difficulty of job tasks and activities. Autonomy-refers to the extent to which an employee can carry out his/her tasks independently on the job. The job that does not consist of the above job characteristics will not seem to have any meaning. Employees would what to do the job that is exciting and be able to use their abilities in doing it. Without these, chances of employees leaving their employers are accelerated. Pay Perceived competitiveness of pay refers to employees perceptions that salaries are Promotion Luthans (1995) described promotional opportunities as advancement in the hierarchy. Nel (2001) ascertained that a promotion occurs when an employee is moved from one job to another that is higher in pay, responsibility or organisation seniority. Various approaches can be used to promote employees and this can be based on the persons promotion potential, development needs and talent shortages in the organisation. Skidmore (1995) stated that promotions are important in the functioning of the organization. Nearly every employee wants to move ahead, both in position and in salary. The procedures and standards for promotion should be clearly defined through sound administration. Co-worker According to Robbins (2001), human need social interaction from their workplace in supporting, cooperate, comfort, advice, and assistance to the individual work. Therefore, to have friendly and supportive co-workers could lead to increase job satisfaction. Lance (2007) concedes that perception of co-worker integration and cohesiveness among peers directly affects job satisfaction. In the opposite way, turnover tends to increase for employees who are dissatisfied with their co-workers (Watt and White, 1988). Supervisor Lewis Souflee (1994) described that supervision is process that involves helping a less experienced person increase his or her effectiveness in service delivery. Through the vehicle of supervisory relationship, the supervisor provides support and encouragement, helps build skills and competences and oversees the supervisees work. According to Luthans (1992), supervisor is another moderately important source of job satisfaction. To the extent that supervisor provides technical assistance and behavioral support such as treated employees fairly, offers praise for good performance, listens to employees Kadushin (1992) stressed that supervision in an organisation is important because it enhances the morale of the staff while maintaining the system; meaning supervisee are supervised according to their different levels. For example, the less experienced tend to be supervised according to tutorial model, whereas those with more experience achieve similar purpose through case consultation, peer group consultations, peer group interaction, staff development programs and work teams. Skidmore, Thackery Farley (1997) shared this view by mentioning that supervision is a major part of work because it is concerned with helping the staff to use their knowledge and skills in getting the job done efficiently and well. Theories related to job satisfaction Luthans (1995) conceded that Herzbergs two factor motivational theories cast a new life on the content of work motivation. The theory offers an explanation specifically to the work place and job design (Grobler et al 2002). Robbins (1993) stated that Herzberg believed an individuals relation to his or her work is a basic one and that his or her attitude towards his work can very well determine the individual success or failure, and referred to this as motivation-hygiene theory. Herzberg concluded that there is a relation between job satisfiers and job content; job dissatisfiers are allied to hob on text. The author named the motivation factors satisfiers and called dissatisfiers hygiene factors. The hygiene factors are preventative because they can prevent dissatisfaction and are environmental in nature, and therefore are roughly equivalent to Maslows lower level needs (Luthans 1995). The motivators are intrinsic and related to job satisfaction for example achievement, recognition, and the work-itself, responsibility, advancement, and growth. The hygiene factors are extrinsic and comprise company policy, administration supervision, salary, interpersonal relations and working conditions. Robbins (2001) postulated that according to Herzberg, the factors that lead to job satisfaction are separate and distinct from those that lead to job dissatisfaction. Therefore managers who seek to eliminate factors that create job dissatisfaction can bring about peace, but not necessarily motivation. Thus, managers who hire wages will be placating their workforce rather than motivating them. It is evidenct that the Herzberg two factor motivational theories indicate that the more resources are poured down the hygiene drain for example increasing fringe benefits, the more resources will be needed in future. This is because with hygiene factors, ever-increasing amounts are needed to produce the same effect. A classic example is the issue of salary that never seems to be resolved; employees will still be discontent over wages even after concluding salary negotiations. As indicated earlier, motivators are intrinsic in nature and reflect the work content of the job. The supervisor cannot disperse them to the employees but they are controlled by employees and are administered personally. It is evident that no one can give another person the satisfaction that comes from accomplishing a particularly challenging job. According to the researcher, the need to motivate workers is a very crucial one. Motivation is required if the workers are to make a significant impact on their work given the limited budgets they operate on and the very difficult circumstances. In any situation, every employer would like to have employees who are motivated to do their work efficiently and effectively. This bears fruitful results and enhances organisational productivity and a lot of problems associated with de-motivation like absenteeism and late coming can be avoided. Relationship between job satisfaction and employee turnover During the past century, a variety of conceptual models for the turnover process have been developed (Lambert et al., 2001). It has been extensively studied, both as a dependent and independent variable. In 1976, Locke estimated the number or articles and dissertations dealing in some manner with the subject of job satisfaction to be over 3,300. By 1996, Spector estimated that the number of studies that have incorporated job satisfaction in some manner to be over 12,000. While these models have diverse origins from a wide array of disciplines, many researchers have theorized that job satisfaction is a key antecedent of worker turnover (Mobley et al., 1979; Price Mueller, 1986; Williams Hazer, 1986). Roznowski and Hulin (1992) contended that overall job satisfaction measures are the most informative data a manager or researcher can have for predicting employee behavior. Further, it has been theorised that high levels of job dissatisfaction lead to employee withdrawal, particularly in terms of voluntary turnover. According to Danserau et al. (1974), Mitchell (1981), Porter and Steers (1973), job satisfaction has been related to turnover. Muchinsky and Tuttle (1979) analysed nineteen articles dealing with job satisfaction and turnover. Overall, there was a negative relationship between job satisfaction and turnover although the strength of the relationship varied form study to study. In general, satisfied workers are less likely to leave their jobs than those with high job satisfaction quotients. The review noted that the relationship remained constant over different types of samples, organisations, and measures of job satisfaction (Birdseye Hill, 1995). Organisationa

Essay --

INT. CLASS ROOM 303 EXT. ALFRED NEW YORK - AFTERNOON ENTER FRAME, DANIEL STANDs BY A WHITE BOARD POINTING TO THE LIGHT POSITIONS, EACH TURNING ON AS HE POINTS TO IT. A VOICE OVER IS HEARD. VOICEOVER HELLO EVERYONE, THIS VIDEO WILL HELP YOU TO UNDERSTAND THE BASICS OF PRODUCTION WITH US TODAY WE HAVE DANIEL. HI DANIEL THE THREE COMPONENTS TO 3 POINT LIGHTING ARE... YOUR KEY LIGHT; WHICH IS THE MAIN ILLUMINATOR IN THE SCENE AND CAUSE THE STRONGEST SHADOWS... NEXT IS YOUR FILL LIGHT, THE FILL LIGHT IS FROM THE OPPOSITE SIDE AND IS USUALLY A LITTLE LOWER, ITS MAIN PURPOSE IS TO ILLUMINATE THE DARKER SHADOWS CASTED FROM THE KEY LIGHT... LASTLY IS THE BACKLIGHT, THE BACKLIGHT HIGH LIGHTS THE CONTOURS OF THE SUBJECT AND GIVES A SENCE OF DEPTH. CUT TO: TWO X MARKS ARE PLACED ON THE FLOOR SIGNIFYING WERE DANIEL AND RANDY WILL WALK TO. AFTER ARIVEING AT THERE DESIGNATED SPOT THE TWO WILL LOOK TO BE HAVING A CONVERSATION AS A VOICE OVER IS USED. VOICEOVER NOW WE WILL TALK ABOUT BLOCKING BLOCKING IS THE PLAN OF ACTION MADE BY THE DIRECTOR FOR WHICH THE ACTORS WILL FOLLOW AS CAN BE SEEN, THE "X" ... Essay -- INT. CLASS ROOM 303 EXT. ALFRED NEW YORK - AFTERNOON ENTER FRAME, DANIEL STANDs BY A WHITE BOARD POINTING TO THE LIGHT POSITIONS, EACH TURNING ON AS HE POINTS TO IT. A VOICE OVER IS HEARD. VOICEOVER HELLO EVERYONE, THIS VIDEO WILL HELP YOU TO UNDERSTAND THE BASICS OF PRODUCTION WITH US TODAY WE HAVE DANIEL. HI DANIEL THE THREE COMPONENTS TO 3 POINT LIGHTING ARE... YOUR KEY LIGHT; WHICH IS THE MAIN ILLUMINATOR IN THE SCENE AND CAUSE THE STRONGEST SHADOWS... NEXT IS YOUR FILL LIGHT, THE FILL LIGHT IS FROM THE OPPOSITE SIDE AND IS USUALLY A LITTLE LOWER, ITS MAIN PURPOSE IS TO ILLUMINATE THE DARKER SHADOWS CASTED FROM THE KEY LIGHT... LASTLY IS THE BACKLIGHT, THE BACKLIGHT HIGH LIGHTS THE CONTOURS OF THE SUBJECT AND GIVES A SENCE OF DEPTH. CUT TO: TWO X MARKS ARE PLACED ON THE FLOOR SIGNIFYING WERE DANIEL AND RANDY WILL WALK TO. AFTER ARIVEING AT THERE DESIGNATED SPOT THE TWO WILL LOOK TO BE HAVING A CONVERSATION AS A VOICE OVER IS USED. VOICEOVER NOW WE WILL TALK ABOUT BLOCKING BLOCKING IS THE PLAN OF ACTION MADE BY THE DIRECTOR FOR WHICH THE ACTORS WILL FOLLOW AS CAN BE SEEN, THE "X" ...

Reproductive Health Bill Essay

* House Bill # 4244 ─ An Act Providing for a Comprehensive Policy on Responsible Parenthood, Reproductive Health, and Population and Development, and For Other Purposes * Senate Bill # 2378 ─ An Act Providing For a National Policy on Reproductive Health and Population and Development While there is general agreement about its provisions on maternal and child health, there is great debate on its key proposal that the Philippine government and the private sector will fund and undertake widespread distribution of family planning devices such ascondoms, birth control pills (BCPs) and IUDs, as the government continues to disseminate information on their use through all health care centers. On October 2012, a revised version of the same bill was presently re-named to Responsible Parenthood Act and was filed in theHouse of Representatives as a result of re-introducing the bill under a different impression after overwhelming opposition in the country, especially from the Catholic Bishops’ Conference of the Philippines[2][3]. The bill is highly divisive, with experts, academics, religious institutions, and major political figures supporting and opposing it, often criticizing the government and each other in the process. Debates and rallies proposing and opposing the bills, with tens of thousands of opposition particularly those endorsed by the bishops of the Roman Catholic Church and various other conservative groups, have been happening nationwide. Bill content [edit]Sections Philippine Population Density Map. Darker areas mean more population. The basic content of the Consolidated Reproductive Health Bill is divided into the following sections. 1. Title 2. Declaration of Policy 3. Guiding Principles 4. Definition of Terms 5. Midwives for Skilled Attendance 6. Emergency Obstetric Care 7. Access to Family Planning 8. Maternal and Newborn Health Care in Crisis Situations 9. Maternal Death Review 10. Family Planning Supplies as Essential Medicines 11. Procurement and Distribution of Family Planning Supplies 12. Integration of Family Planning and Responsible Parenthood Component in Anti-Poverty Programs 13. Roles of Local Government in Family Planning Programs 14. Benefits for Serious and Life-Threatening Reproductive Health Conditions 15. Mobile Health Care Service 16. Mandatory Age-Appropriate Reproductive Health and Sexuality Education 17. Additional Duty of the Local Population Officer 18. Certificate of Compliance 19. Capability Building of Barangay Health Workers 20. Ideal Family Size 21. Employers’ Responsibilities 22. Pro Bono Services for Indigent Women 23. Sexual And Reproductive Health Programs For Persons With Disabilities (PWDs) 24. Right to Reproductive Health Care Information 25. Implementing Mechanisms 26. Reporting Requirements 27. Congressional Oversight Committee 28. Prohibited Acts 29. Penalties 30. Appropriations 31. Implementing Rules and Regulations 32. Separability Clause 33. Repealing Clause 34. Effectivity Summary of major provisions The bill mandates the government to â€Å"promote, without bias, all effective natural and modern methods of family planning that are medically safe and legal.†[12] Although abortion is recognized as illegal and punishable by law, the bill states that â€Å"the government shall ensure that all women needing care for post-abortion complications shall be treated and counseled in a humane, non-judgmental and compassionate manner.†[12] The bill calls for a â€Å"multi-dimensional approach† integrates a component of family planning and responsible parenthood into all government anti-poverty programs.[12] Under the bill, age-appropriate reproductive health and sexuality education is required from grade five to fourth year high school using â€Å"life-skills and other approaches.†[12] The bill also mandates the Department of Labor and Employment to guarantee the reproductive health rights of its female employees. Companies with less than 200 workers are required to enter into partnership with health care providers in their area for the delivery of reproductive health services.[12] Employers with more than 200 employees shall provide reproductive health services to all employees in their own respective health facilities. Those with less than 200 workers shall enter into partnerships with health professionals for the delivery of reproductive health services. Employers shall inform employees of the availability of family planning services. They are also obliged to monitor pregnant working employees among their workforce and ensure they are provided paid half-day prenatal medical leaves for each month of the pregnancy period that they are employed.[12] The national government and local governments will ensure the availability of reproductive health care services, including family planning and prenatal care.[12] Any person or public official who prohibits or restricts the delivery of legal and medically safe reproductive health care services will be meted penalty by imprisonment or a fine.—————- Maternal health and deaths Birthing services are key to solving maternal deaths Maternal deaths in the Philippines, according to the WHO, is at 5.7 per day,[50] not 10-11 deaths a day, as per the proponents who repeated these numbers â€Å"to drive home the point.†[51][52] The proponents state that RH will mean: (1) Information and access to natural and modern family planning (2) Maternal, infant and child health and nutrition (3) Promotion of breast feeding (4) Prevention of abortion and management of post-abortion complications (5) Adolescent and youth health (6) Prevention and management of reproductive tract infections, HIV/AIDS and STDs (7) Elimination of violence against women (8) Counseling on sexuality and sexual and reproductive health (9) Treatment of breast and reproductive tract cancers (10) Male involvement and participation in RH; (11) Prevention and treatment of infertility and (12) RH education for the youth.[citation needed] The Department of Health states that family planning can reduce maternal mortality by about 32 percent.[17] The bill is â€Å"meant to prevent maternal deaths related to pregnancy and childbirth,† said Clara Padilla of Engender Rights. She reported that â€Å"Daily, there are 11 women dying while giving birth in the Philippines. These preventable deaths could have been avoided if more Filipino women have access to reproductive health information and healthcare.†[citation needed] Regarding these figures, Francisco Tatad of the International Right to Life Federation and former Senator wrote that â€Å"If correct, experience has shown (as in Gattaran, Cagayan and Sorsogon, Sorsogon) that the incidence of maternal death arising from such complications could be fully mitigated and brought down to zero simply by providing adequate basic and emergency obstetrics care and skilled medical personnel and services,† without any need for a law on the distribution of contraceptives.[11] The key to solving maternal deaths, according to the Senate Policy Brief on reproductive health, is the establishment of birthing centers.[7] The Philippine Medical Association or PMA stated in their Position Paper that the goal of reducing the rise of maternal and child deaths â€Å"could be attained by improving maternal and child health care without the necessity of distributing contraceptives. The millions of funds intended for the contraceptive devices may just well be applied in improving the skills of our health workers in reducing maternal and child mortality in the Philippines.†[53] Magna Carta for Women of 2009 There have been comparisons made with the 2009 Law called the Magna Carta for Women and the RH Bill. The Magna Carta for Women contains the following provisions in Section 17 and 19:[54][55] * Prenatal and postnatal care * Information regarding all types of family planning methods * Access to family planning methods as long as they are ethically and medically safe * Sex education * Obstetric and gynecological care regarding pregnancy complications and the prevention of AIDS, HIV, STD, and the like * Spouses have the right to decide to space their children The Implementing Rules and Regulations of the Magna Carta directs the Commission on Women under the Office of the President to oversee that the provisions are implemented by the Department of Health, the Department of Local Governments, the Commission of Human Rights, the Department of Education, Department of Social Welfare, Department of Labor, the Commission on High Education. In the IRR, it also states that in order for the law to be successful, the government should tie up with all LGUs so that midwives, doctors, birthing facilities should be put in place to take care of the health needs of all to ensure that we minimize maternal and child deaths. Because of these provisions, Senator Majority Floor Leader Tito Sotto said that the RH Bill is redundant. Family planning Catholic Church: A large family is a sign of God’s blessings (CCC2373) The Catholic Church teaches the necessity of responsible parenthood and correct family planning (one child at a time depending on one’s circumstances), while at the same time teaching that Every birth is a gift from God; every new life, a blessing.[57] The RH bill intends to help couples to have government funded access to artificial contraception methods as well.[citation needed] Access One of the main concerns of the proponents is the perceived lack of access to family planning devices such as contraceptives and sterilization. The bill intends to provide universal access through government funding, complementing thus private sector initiatives for family planning services, such as those offered by the International Planned Parenthood Federation (IPPF) which supports the Family Planning Organizations of the Philippines and the 97 organizations of the Philippine NGO Council.[citation needed] The opposition argues that â€Å"Access to contraceptives is free and unrestricted† and that the proposed law is pushing an open door.[11] They say that these family planning items are available to the citizens and many local government units and NGOs provide these for free. Congressman Teddyboy Locsin argued, echoed by a Business Mirror editorial, that the poor can afford condoms since they can pay for other items such as cellphone load. Opponents also argue that Philippine government is not a welfare state, and taxpayers are not bound to provide for all the wants and desires of its citizenry, including their vanity needs, promiscuous actions and needs artificially created by elitist, imperialist and eugenicist forces; nor should taxpayers pay for drugs that are objectively dangerous (carcinogenic) and immoral. They argue that the Philippines should give priority to providing access to medicines that treat real diseases.[11][23] Birth control pill The UP School of Economics argues, in contrast, that there is lack of access especially for poor people, because contraceptive use is extremely low among them and â€Å"Among the poorest families, 22% of married women of reproductive age express a desire to avoid pregnancies but are still not using any family planning method.†[13] They say that lack of access leads to a number of serious problems which demand attention: (1) â€Å"too many and too closely-spaced children raises the risk of illness and premature deaths (for mother and child alike),† (2) â€Å"the health risks associated with mistimed and unwanted pregnancies are higher for adolescent mothers, as they are more likely to have complications during labor,† (3) women who have mistimed pregnancies are â€Å"constrained to rely more on public education and health services and other publicly provided goods and services,† further complicating limited public resources, (4) families are not able to ach ieve their desired family size. Thus the UP economists â€Å"strongly and unequivocally support† the thrust of the bill to enable â€Å"couples and individuals to decide freely and responsibly the number and spacing of their children and to have the information and means to carry out their decisions.†[13] Proponents argue that government-funded access is the key to breaking the inter-generational poverty that many people are trapped in. Abortion Abortifacient issue According to the RH bill, one of its components is â€Å"prevention of abortion and management of post-abortion complications.† It provides that â€Å"the government shall ensure that all women needing care for post-abortion complications shall be treated and counseled in a humane, non-judgmental and compassionate manner.† It also states that â€Å"abortion remains a crime and is punishable,† as the Constitution declares that â€Å"the State shall equally protect the life of the mother and the life of the unborn from conception.†[66] Opposing the bill, the Faculty of Medicine of the catholic University of Santo Tomas, the Philippine Nurses Association (with at least 368,589 members), the Bioethics Society of the Philippines, Catholic Physicians’ Guild of the Philippines stated that â€Å"the antiabortion stance of the bill is contradicted by the promotion of contraceptive agents (IUD and hormonal contraceptives) which actually act after fertilizati on and are potentially abortifacient agents.†[67] Opposition refers to a 2000 study of a scientific journal of the American Medical Association, in which a meta-analysis of 94 studies provides evidence that when a common birth control pill fails to prevent ovulation, â€Å"postfertilization effects are operative to prevent clinically recognized pregnancy.†[24] They also point to the American Journal of Obstetrics and Gynecology (2005), which concluded that the IUD brings about the â€Å"destruction of the early embryo,†[25] thus is deemed to kill five-day old babies.[68] The position of the Philippine Medical Association (PMA) â€Å"is founded strongly on the principle that ‘life or conception begins at fertilization’ at that moment where there is fusion or union of the sperm and the egg and thus a human person or human being already does exist at the moment of fertilization.† The PMA condemns abortifacients that â€Å"destroys the fertilized egg or the embryo† and â€Å"abhors any procedure †¦ or medication that will interrupt any stage of fertilization and prevents its normal, physiological, uninterrupted growth to adulthood†.[53] Jo Imbong, founder of the Abay Pamilya Foundation, reported that â€Å"Lagman said in a House hearing that the bill would protect human life ‘from implantation,'†[69] and not from fertilization, noting at the same time that the Records of the Constitutional Commission state that â€Å"Human life begins at fertilization.†[69][70] After referring to many standard textbooks of medicine and human embryology to affirm this as true,[71] the anti-RH bill citizens argue that the human embryo already has the complete genetic code and is thus a distinct human life beginning its own new life cycle. They say that the embryo is an individual, self-coordinated and self-organizing subject belonging to th e species homo sapiens: a human being by nature and thus a person equally worthy of respect.[26] 5-day old human embryo called a blastocyst, which comprises 70–100 cells. [edit]Contraception and abortion relationship Proponents argue that research by the Guttmacher Institute, involved in advancing international reproductive health, reveals that the use of contraceptives can reduce abortion rates by 85%. Proponents such as 14 Ateneo de Manila University professors, argued thus: â€Å"Studies show that the majority of women who go for an abortion are married or in a consensual union (91%), the mother of three or more children (57%), and poor (68%) (Juarez, Cabigon, and Singh 2005). For these women, terminating a pregnancy is an anguished choice they make in the face of severe constraints. When women who had attempted an abortion were asked their reasons for doing so, their top three responses were: they could not afford the economic cost of raising another child (72%); their pregnancy occurred too soon after the last one (57%); and they already have enough children (54%). One in ten women (13%) who had attempted an abortion revealed that this was because her pregnancy resulted from forced sex (ibi d.).

How to Survive Your Admissions Interview

How to Survive Your Admissions Interview Getting into a private school isnt as simple as just deciding to go. You must apply, which means youre going to need to submit an application, take a test  and prepare for the admission interview.   Why? Because schools want to get to know you in person to see how you will fit into their community. They have your transcripts, recommendations, and test scores to give  them a profile of your abilities. But, they also want to see the person behind all those stats and achievements. Check out these 12 tips on how to survive your admission interview: 1. Plan Ahead The interview is important, so make sure you schedule one well in advance of the interview deadlines. This also gives you time to prepare for the interview and review some potential interview questions that might be asked of you, and give you a chance to come up with some potential questions to ask your interviewer. 2. Take a Deep Breath and Relax An admission interview  can be  stressful, but theres nothing to worry about. Dont be scared and dont worry about how you look or what they will ask you; we have tips to help you with all of that. Remember: almost everybody is nervous at an interview. The admissions staff know this and will do their best to make you feel comfortable, at ease and as relaxed as possible. The trick is to not let your nerves get the better of you. Use your nerves to give you that natural edge and alertness you need to present yourself in the best light possible. 3. Be Yourself Be on your best behavior, socially speaking, but be yourself. While we all want to put our best foot forward when we interview, its important to remember that schools want to get to know you, not some perfectly poised robotic version of you that you think the interviewer wants to see.  Think positively. As a rule, the school will be trying to sell itself to you as much as you are trying to sell yourself to it. 4. Leave the Technology Behind Always turn off your cell phone, iPad and other devices before you go into the interview and put them away. It is rude to text or read messages or playing games during an interview. Even your smartwatch can be a distraction, so take a temporary hiatus from technology during your interview, which usually lasts only about 30 minutes. To avoid the temptation, leave your devices behind with your parents in the waiting room (and make sure the sound is off!).   5. Make a Good First Impression From the first moment you step foot on campus, remember that you want to make a good first impression. Greet people you meet openly, looking them in the eye, shaking hands, and saying hello. Dont whisper, dont stare at the ground and dont slouch. Good posture makes a strong impression. That goes for the interview itself, too. Sit up tall in your chair and dont jitter or fidget. Dont bite your nails or pull at your hair, and never chew gum. Be polite and respectful. Please and thank you are always appreciated and go a long way to indicating respect for authority and your elders and even your peers, should you meet other students. 6. Dress for Success Its common for students to ask, What should I wear to my private school interview? Lets remember that youre applying to private school, and most schools have strict dress codes and high standards for their students. You cant roll up to the interview looking like you just fell  out of bed and couldnt care less about the experience. Wear comfortable clothes appropriate for the occasion. Look up the schools dress code and do your best to align. You dont have to go out and buy the uniform itself if they have one, but make sure youre dressing appropriately. For girls, opt for a plain blouse and skirt or slacks, or a nice dress, and shoes that arent sneakers or flip flops. Use minimal makeup and accessories. Keep your hairstyle simple. Remember that youre applying to school, not to walk the runway. For boys, opt for a plain shirt, slacks and shoes (no sneakers) work for most situations. There is nothing wrong with expressing your individuality. Just make sure that the way you express it is appropriate. 7. Be Honest Dont lie or panic. If you dont know the answer to the interviewers question, say so. Look her in the eye and admit that you do not know the answer. Similarly, if she asks you a question you dont want to answer, dont avoid it. For example, if she asks why you failed algebra, explain why that happened and what you are doing about it. Showing that youre willing to own a mistake or problem and are actively working to fix it can go a long way. If attending their school is part of your strategy for improvement, say so. Honesty is an admirable personal quality which schools prize in an applicant.  Give truthful answers. If you are not a top student, admit it and tell the interviewer how you plan to achieve better results. Remember, they will see your transcript! Interviewers like to see an honest appraisal of ones strengths and weaknesses. If you can point to some challenge you had in your school work, for example, not understanding quadratic equations, and how you overcame that, you will impress the interviewer with your positive attitude and approach to life. This goes back to being honest. If you are honest and truthful, you will learn more and learn more easily. 8. Ask Questions Ask questions about the school, its programs, and facilities. Find out how it can help you achieve your goals. Determine as best you can how the schools philosophy meshes with yours.  Dont feel like you should ask questions just to ask, but instead, be sure to cover the topics you and your parents want to know more about. For example, you may be an avid  linguist who wants to study Mandarin. Ask in-depth questions about the Chinese Studies program, its faculty and so on. Its also important to do your research before the interview though. Dont show up asking if they have a soccer team; thats the kind of information you can easily find online. Also, dont ask a question that was already answered earlier in the interview. That shows youre not paying attention. You can, however, ask for more details about something you talked about earlier. 9. Pay  Attention Listen carefully to the questions being asked and what is being said. Is what you are hearing what you want to hear or is the school just not suitable for you? You will get a feel for that early in the interview. The last thing you want to do is zone out during the interview and not know what the interviewer said.   10. Be Thoughtful Think before you answer. Avoid mannerisms such as like and you know. Careless speech patterns can indicate a lack of discipline and general sloppiness. Standard business English is always acceptable. That does not mean that you have to repress your personality. If you are a free spirit, let that side of you show. Communicate clearly and convincingly. Make your points without being rude or overbearing. 11. Reflect When the interview is over, record your observations and compare these with your parents. Both of you will want to discuss these observations with your consultant later. Those recollections are important because they help determine which school is the best fit for you. 12. Follow Up Its important to follow up with your interviewer once its over. If theres time, send a handwritten thank you note to your interviewer. It will speak volumes for your ability to follow through and your personal sincerity. It doesnt need to be long, just a quick note thanking your interviewer for the meeting and perhaps reminding him of why you want to attend the school. If youre short on time, an email is a suitable alternative if youre on a fast track for decisions with limited time between the interview and decisions.

Pepsi commercial made

Pepsi commercial made When the television was invented no one knew how it was going to change the way people live. No one considered how it can radically alter the way information is shared by many people all over the world. But it has to be pointed that the television was not an overnight success.Advertising We will write a custom essay sample on Pepsi commercial made specifically for you for only $16.05 $11/page Learn More It took years of creating meaningful and exciting shows before the world began to tune in. However, someone has to pay the bill and just like newspapers and magazines the logical way to finance soap operas and news broadcast is through advertising. Television advertising grew in leaps and bounds because tad agencies together with their creative talent mastered the art and science of communication and learned how to utilize concepts like ideology, myth-making, representation and language. The proponent of this study will take a closer look at a recent Pepsi co mmercial made popular by the fact that it was shown in the 2011 Super Bowl – an event watched by millions of people in America. The ad was sponsored by Pepsi and the product advertised was Pepsi Max. What goes on in the Ad? It is normal for husband and wife disagree on an issue. If the disagreement is not resolved then conflict will ensue. In the Pepsi Max ad, the wife does not want her husband to indulge in great tasting but high-calorie content food. The food items that the husband loved to eat includes French fries, pie and burger. Every time the husband attempts to eat these food items he gets a beating from his wife. In the first scene the mere fact that he was thinking of ordering French fries made him cringe from a quick kick from underneath the table. His wife was on the other side of the table. In the second scene the husband was about to indulge in a pie and his wife came from behind to give his head a quick push into the center of the pie.Advertising Lookin g for essay on advertising? Let's see if we can help you! Get your first paper with 15% OFF Learn More And in the third scene the husband hid in the bathtub to eat a burger but his wife was there to grab the burger and replaced it with a bar of soap. But in the final scene he chose to drink a Pepsi Max and this was met with approval. However, his roving eye was not part of the appreciation package and so his wife threw a Pepsi Max at him. What is the purpose? The Pepsi ad wanted to show the struggle of husband and wife who are attempting to maintain a healthy lifestyle. This was broken down into different sets of â€Å"myths† such as the idea that husbands cannot control themselves. This is not true for all husbands but the ad forced this concept into the audience and has to be accepted as truth. The second myth is the idea that wives are always in control. This is not true because there are thousands of overweight women in America and most of them became obes e because of the lack of self-control. The purpose of the ad is not to persuade every type of viewer. The focus of the ad is on husbands and men in general. This message was designed for men and created an experience of shared emotions and struggles. The message that it tries to convey is that Pepsi Max sympathizes with struggling husbands and men who had to keep up with a partner that forces them to watch what they eat. When this objective was achieved the alternative was given – Pepsi Max. The drink has zero calories but does not compromise on taste. How does it persuade? The ad created the perception that husbands and men in relationship need not to suffer all the time when it comes to watching their weight and being mindful of what they eat. There is a way to indulge without getting fat. This can be achieved by drinking Pepsi Max. Everything that they love is forbidden but there is one thing that cannot be taken away from them and it is their beverage of choice enhanced b y Pepsi Max.Advertising We will write a custom essay sample on Pepsi commercial made specifically for you for only $16.05 $11/page Learn More The ad offers an alternative. A path to happiness that men are more than willing to take. The ad succeeded in creating desperation within their target market. Forcing them to acknowledge the â€Å"truth† that there is no way out. It is like having a man drowning in the ocean and the moment that someone throws a lifesaver at him, he will automatically grab it thinking that there is no other way (Hall, p.30). This seems to be the effect of the commercial. Everything that was once considered great tasting and wonderful is off-limits. But Pepsi Max is still legal. What does it naturalize? The ad naturalizes the myth that man does not have self-control by showing that things that he loves to eat. The message is that man will do everything based on instinct without thinking about the consequences. He needed help from someone who knows self-control. The naturalization process involves food items that men can easily relate (Fiske, p.21). French fries is everyones favorite. A pie is something that is instantly recognizable on screen. A burger is also another favorite food among American men. The myth concerning the disciplined wife is naturalized by depicting a loving partner. The wife may be mean when it comes to her strategy of forcing a husband to adhere to a strict diet but everything was done with a smile on her face. She is not angry or controlling she is merely demonstrating her love for her husband. What does it ignore? The ad ignores the fact that there is no need to drink Pepsi Max. If the husband is indeed trying to lose weight then there are healthier alternatives. There is no need find an alternative to soft drinks that contain an inordinate amount of sugar. But the ad totally ignores that fact, and proceeds to persuade the target audience that happiness in a relationship can be achie ved if husband and wife finds common ground. When it comes to monitoring calorie intake one of the suggested strategies was to drink Pepsi Max.Advertising Looking for essay on advertising? Let's see if we can help you! Get your first paper with 15% OFF Learn More Rewriting Instead of using a husband and wife team the new ad will cast a family. Instead of using people that have an athletic build it would be better to use slightly overweight couples and slightly obese children in the re-imagined ad. This goes to show the real struggle. This helps explains why there is a need to lower the calorie intake of the family. In the original Pepsi Max ad, the producers used characters that obviously has no weight problem. This creates confusion in the minds of the audinece as to the real purpose of drinking a zero calorie drink. As a result the actions of the wife was interpreted as being mean. Those who are overweight will come to realize that the husband is not undisciplined but to the contrary his ideal weight is a product of exercise and self-control. It is possible that the audience will turn against the wife because they would want the husband to be rewarded for what he has done. Thus, there is nothing wrong in eating great tasting food once in a while. In the final scene a jogger took a break from a vigorous run and sat on a bench next to where the husband and wife was seen drinking Pepsi Max. The husbands self-control issue resurfaced and he was caught looking appreciatively at the gorgeous girl. This provoked the wife to throw a can of Pepsi Max at her husband but he was able to duck on time and so the poor girl was hit on the head and she knocked down. It would be better if the jogger was not alone but a part of the group that tried so hard to lose weight. The camera should focus on a group of joggers panting and sweating because of their need to lose weight. So when the Pepsi Max was thrown at the woman the product did not become an object of scorn but a message in itself. In the original ad the audience is left with a bitter aftertaste after seeing the innocent girl sprawled on the floor (Snyder, p.1). But if this was re-written the audience will get the idea that exercising is not necessary as long as they learn to d rink Pepsi Max. Fiske, John. Television Culture. New York: Taylor Francis Group, 2010. Hall, Stuart. Representation. CA: Sage Publications, 1997. Snyder, Steven. â€Å"Pepsi Max, Love Hurts.† Time. Feb. 2011. 12 May 2011.http://content.time.com/time/specials/packages/article/0,28804,2046668_2046614_2046591,00.html.

Are non-executive directors capable of fulfilling the role given to Essay

Are non-executive directors capable of fulfilling the role given to them in the UK Corporate Governance Code - Essay Example On executive directors do not give the same continuous attention to the business of the day of a company but should however show similar commitment as the executive directors (Council, 2010). The functions of the executive directors are well spelt out as they are aimed at providing an independent view about the company which differs from the day to day insights and activities. As part of the board of a specific company non executive directors should manage to bring: independence in their view of how the operations are run in the company, impartiality, wide experience in the activities a company undertakes and personal qualities that will add positive value in the company. The key responsibilities of non executive directors generally depend on the direction of the company and therefore the board seeks their opinion on issues such as: strategic direction-as an outsider they are considered to have a better objective view of the issues affecting the company than executives .In strategy formation they are constructive critics who provide a creative and informed contribution in managerial decisions. Monitoring of the performance of key executives is also an essential role they undertake and therefore address concerns as they arise. They are take part in auditor ensure the accounts are properly put in place. As non executives they should be able to ask any questions of any financial structures that have been put forward by the management (Council, 2010). The governance code of the UK which is related to corporate is a set of standards of good practice in relation to board of director’s leadership and effectiveness, remuneration, degree of accountability and its relations to the shareholders. The UK corporate governance code is divided into main principles and supporting principles that help in advancing its provisions. Leadership is

Future&Innovation Essay Example | Topics and Well Written Essays - 3750 words

Future&Innovation - Essay Example Packaged travel market by tour operators and online travel agency packages, 2000-2008 (US$B) 3 Figure 2: U.S. and U.K. total travel market and package travel share 2008 (US$B) 4 Figure 3: Forces affecting on Paradise Travels 7 Figure 4: The four P innovation space 9 Figure 5: Forces acting on Paradise Travels and the strategy to be adopted by the company to counter these forces 10 Figure 6: The process of innovation process for Paradise Travels 11 Figure 7: Framework for critical evaluation 14 Figure 8: Paradise Travels – location of high street shops 19 Figure 9: Adopting Shibata's problem solving model adapted to help solve Paradise Travels’ problems 21 Photo credit Cover page Image URL: http://www.wanderwoman.com/images/hiking_samaria_gorge.jpg Section 1: Industry Overview 1.1 Macroeconomic and environmental factors The impact of the global financial meltdown was also visible on the travel industry, and particularly on air travel and tour business. A large numbers of small players vanished from the tour operators’ radar during these years; more than 75 air travel and tour operators closed their shop within the past three years (Air Travel Insolvency Protection Advisory Committee, 2010, p.13). The industry is currently cruising through one of the most difficult times due to a number of macroeconomic and environmental factors. These are discussed as follows: 1.1.1 Environmental impact Eruption of the Eyjafjallajolkull volcano closed the UK airspace for six days and a considerable portion of EU airspace, causing flight delays and cancellations throughout the world (Air Travel Insolvency Protection Advisory Committee, 2010, p.6). This incident affected adversely on the consumer confidence as it was observed that immediately following the eruption, bookings dropped sharply (Air Travel Insolvency Protection Advisory Committee, 2010). 1.2 Issues faced by the industry Air Travel Insolvency Protection Advisory Committee (2010) listed some of the issues currently faced by the industry. These are discussed below: 1.2.1 Weak demand An offshoot of weak consumer confidence was seen directly on the weak demand it currently exerted on the industry. To regain consumer confidence is perhaps the most important issue the industry faced currently. 1.2.2 Weak sterling Once in their holiday destinations, weakness of Sterling had eroded the holiday makers spending powers; a trend noticed mostly in Eurozone holiday destinations. This affected adversely consumer perception as consumer expectations did not match the consumer experience. 1.2.3 Shifting away of holiday bookings Another alarming trend was shifting of bookings to traditional holiday destinati