Legalization of Marijuana Paper Research Example | Topics and Well Written Essays - 1750 words

Sanctioning of Marijuana - Research Paper Example â€Å"The conversation concerning the sanctioning of medications, basically the delicate medications taking after cannabis (or weed) can be classified as one which profundities the view of freedom of the person contrary to the possibility of a paternalistic circumstance. Supporter of legitimization contends, between different things, that cannabis is least hurtful than lawful stuffs like liquor and tobacco† (Debate: Legalization of Marijuana standard. 1). As indicated by this discussion I feel the medication ought to be sanctioned because of the valid justifications of them,but as considering the child rearing issues, they should be kept inside specific cutoff points and the utilization ought to be disallowed inside the particular age. In straightforward terms, the basic discussion on weed in the US is, should weed be restricted to residents upheld on wellbeing assets, therapeutic standards, and costs to the nation. The purpose behind the contention is so huge and huge. As bef ore expressed, maryjane is a generally utilized denied tranquilize on the planet, with a great many residents utilizing it. Roughly 100 million in the nation have utilized it thus any enactment concerning the medication blameworthy impact its residents. That the clarification behind the restriction of this medication is being reevaluated deliberately, all things considered, and monetarily. Maryjane originates from the Cannabis Sativa plant. Its identification in 2700 BC in China. The case isn't in regards to Marijuana being solid or exceptionally subjective for anybody. A couple of terms introduced in the discussion ought to be comprehended. Weed is molded when the leaves and female blossoms of the plant got hemp is dried out. THC or Tetrahydrocannabinol is the fundamental intoxicant of pot, and the THC from Marijuana with mind receptors can cause a sort of tiredness, expanded craving, discombobulation, mental trip, just as different sentiments. Topical Issues in the Dispute over Ma rijuana Legalization: Whether it has clinical worth? Is Marijuana sufficiently damaging to remain illicit? How can it appear differently in relation to other legitimate illegal substances What is Marijuana’s outcome on our nation and how might authorization adjust this? Of the four issues associated with the maryjane authorization, cannabis and its therapeutic use might be the most broadly speaked of all. Adversaries of clinical pot convey up numerous significant discussions regarding why it must not be ignored. The American Medical Association in 2001 affirmed that Marijuana must stay a schedule 1 medication, in light of fundamental end that it has â€Å"no ordinary clinical use† and own a â€Å"high opportunities for mistreatment†. The FDA has an unequivocal procedure, where the joined clinical and logical society complete certain methods to choose whether medications can be estimated protected and fruitful as medication, and cannabis isn't acknowledged by thi s procedure. The administration likewise keeps up that weed clients are by all methods attempting to utilize â€Å"the clinical angle† as a methodology to get the medication sanctioned. Health advantages: â€Å"The American Medical Association for the most part contended for authorization of this medication as indicated by them it was least hurtful when contrasted and liquor and cigarettes; they likewise state that it tends to be utilized as other counter drugs, they additionally expresses that the Marijuana, in its unique assortment, is one of the great restoratively powerful stuff known to man. By any assessment of levelheaded investigation cannabis can be safely utilized inside an overseen routine of clinical consideration. For weed to be unlawful in the United

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What Should I Write About For The Optional Harvard supplement TKG

What Should I Write About For The Optional Harvard supplement Harvard is fancy. If you didn’t know that already...well, that’s mildly (read deeply) concerning. Their admissions rate is one of the lowest in the world at just above 5% and they are notoriously finicky. If you want to get into Harvard, you have to be at the very very top in everything you do. You should have top grades, top scores, be a leader in your school and in your broader community, and (and this is where most people trip up) you need to have something interesting to say about all of that. You can’t be a damp rag when it comes to talking about yourself and sharing your work because the admissions officials are looking for just about any reason to toss an application.Part of the Harvard application is what they call the ‘Optional Supplement’. When you see the word optional, you may think to yourself “Oh! Optional! That means I have a choice!” FALSE. You have no choice. There are no such things as optional supplements. We go deeper into why you have no choice in a nother post, but the TL;DR version is - nope, no choice, sorry.Supplements are another opportunity for you to show who you are, and you should be taking every opportunity to show who you are - even if you’re a strong candidate for admission and especially if you’re in the 25-50th percentile aka the ‘maybe, but probably no’ range.So, what is the ‘Optional’ Supplement and how should you tackle it? First, let’s take a look at the prompt:Harvard’s ‘Optional’ Supplement 2017-2018You may wish to include an additional essay if you feel that the college application forms do not provide sufficient opportunity to convey important information about yourself or your accomplishments. You may write on a topic of your choice, or you may choose from one of the following topics:Unusual circumstances in your lifeTravel or living experiences in other countriesWhat you would want your future college roommate to know about youAn intellectual experience (course, project, book, discuss ion, paper, poetry, or research topic in engineering, mathematics, science or other modes of inquiry) that has meant the most to youHow you hope to use your college educationA list of books you have read during the past twelve monthsThe Harvard College Honor code declares that we “hold honesty as the foundation of our community.” As you consider entering this community that is committed to honesty, please reflect on a time when you or someone you observed had to make a choice about whether to act with integrity and honesty.The mission of Harvard College is to educate our students to be citizens and citizen-leaders for society. What would you do to contribute to the lives of your classmates in advancing this mission?You may write on a topic of your choice.The first thing you probably noticed is that this prompt is annoyingly open-ended. The second thing you probably noticed, or that you are still scanning the prompt on the hunt for, is that there is no word count. Both of these t hings are very frustrating. Focused prompts help guide students at least 50% of the way to a good answer. Instead, Harvard has decided to not only not guide you anywhere, but to confuse you even more by giving you nine pseudo-topics that aren’t limiting and that cover everything from foreign adventures to what you read on rainy days when the cable isn’t working.Before you get overwhelmed, though, there are some things that you can do to make this ridiculous situation more manageable.First, throw out any idea of riffing on any aspect of your Common App essay. This supplement needs to be completely different from your Common App essay in both style and content. If your essay is about your obsession with alpacas, your supplement shouldn’t even mention farms, let alone those adorable creatures. If your essay is about the three weeks you spent studying the Palace of Boukoleon (look it up, it’s cool), your supplement should have nothing to do with being a history nerd.As far as fo rm, you know that we like to break with what’s expected and to play with form. You’re taught that every essay, paper, and story needs to have a beginning, middle, and an end. While we absolutely demand narrative from our students, we prefer to discard the notion that every story requires a perfect narrative arc - and our favorite (and most successful) essays of all time eschew the traditional arc altogether. BUT if you wrote your college essay in rhyming verse, don’t do that again in your supplement. You need to do something different, even if that means ending up somewhere more traditional than your Common App essay.So what should you write about?The first place to find inspiration is in the prompt itself. It’s a long list, so start by x-ing out at least half of the options. Then, go back to your early Common App essay drafts and brainstorms (further evidence for why you should keep your messy early drafts) and see if there is an idea that you didn’t use, but that you’r e still passionate about. Maybe it seemed too quirky or weird? Perfect. We like quirky and weird. If you don’t have anything in the archives, check out some of our pieces about how to write your supplements for inspiration. Also, take a look at what we say you should absolutely not write about, and maybe even consider breaking one of our rules. Sometimes the best ideas come from pushing back against guidelines or expectations.Finally, back to word count. The prompt doesn’t give a word limit, but consider giving yourself one. If you find that you have trouble building details into your pieces and spend too much time telling rather than showing, try to write your idea in 300 words and then add in details to get it to 600 words. If you struggle with being concise, cap yourself at 800 and then challenge yourself to tighten it up to 550. The application readers don’t have time to read your experimental novel about moonwalking bunnies, so please don’t send it. You could, however, write about your writing of a novel about moonwalking bunnies because that sounds fascinating.More than anything else, remember that this is about you. You need to take advantage of every opportunity that you have present yourself, so don’t make it about someone else. Be yourself, have some fun, show a piece of yourself that isn’t highlighted elsewhere in your application, and you’ll end up with a stellar ‘Optional’ Harvard Supplement.If you’re still struggling, or you just need some support, we’d love to help you out. We’re really good at getting great kids into their perfect fit.

Energy Surrounds Humanity And Underpins Modern Life Essay

Energy surrounds humanity and underpins modern life. It is the core of civilization. It is one of the essential necessities of our universe. All of the accomplishments of mankind were maintained through energy. When concentrating on the historical backdrop of humankind, it is possible to link periods of phenomenal development and prosperity with the improvement energy harnessing. For thousands of years, civilizations were constructed using the labor of humans and animals. By the exertions of thousands of slaves, the construction of remarkable structures of the ancient world were made possible, such as the Great Wall of China and the Pyramids of Egypt. According to today’s standards, this process is considered extremely slow, inefficient and inhumane. It was only in the last two hundred years in human history that machines have replaced the labour of hundreds of humans and accomplished their work in a fraction of the time. Now, at the root of modern society is the ability to t ackle energy. Modern civilization relies heavily upon being able to control and utilize energy efficiently to accomplish many tasks such as generate power, and facilitate transportation. Perhaps the vast majority of the energy we obtain today originates from the burning of fossil fuels. Fossil fuels are the worlds dominate energy source. They are non-renewable resources that are formed from decayed plants and animals. Fossil fuels have a variety of applications such as powering our vehicles, heating andShow MoreRelatedOrganisational Theory230255 Words   |  922 Pagesorganization: what every organization must have to survive The organization as simple machine Level 3: ‘Get the structure and systems right so that all is in balance’ Level 4: ‘The machine is alive! – well, almost’ How modernist organization theory underpins conventional understandings of the relationship between organizations and society Is bureaucracy immoral? Form fits function: how modernist organizational theory challenges the relationship between individuals, groups and the organization throughRead MoreThe Effect of Electronic Journals on Scholarly Communication Essay10786 Words   |  44 Pagespublishing companies and University presses (Duxbury, 1994), recognizing both the promise and threat of electronic publication, have begun to set up shop on the internet. In addition, there are a number of initiatives designed to reproduce classic and modern texts by digital imaging or SGML [2] markup. [3] The EJS has experienced similar growth. From sporadic access to the WWW server just over a year ago when the journal was founded, we are now viewed by over 1500 individuals each month from 38 countriesRead MoreExploring Corporate Strategy - Case164366 Words   |  658 Pagesbe used. Some cases are written entirely from published sources but most have been prepared in cooperation with and approval of the management of the organisation concerned. Case studies can never fully capture the richness and complexity of real-life management situations and we would also encourage readers and tutors to take every possible opportunity to explore the live strategic issues of organisations – both their own and others. The following brief points of guidance should prove useful in

The Impacts of Homeschooling on Interpersonal Skills among...

2.5 Impacts of Homeschooling on Interpersonal Skills There are quite numbers of studies related to interpersonal skills and socialization of homeschooling children including the positive impacts and also the negative impacts. According to Hatter (n.d.), homeschooling children are often expose to a various situations and people throughout educational activities by their parents. Thus, homeschoolers actually gain very essential experiences by interacting with adults and children from different ages that can prepare the homeschoolers for the reality world (Hatter, n.d.). Homeschoolers also involve in many activities outside their home as many as 5.2 each week such as field trips, scouting, political drives, community volunteer work and many more (Ray, Research Facts on Homeschooling, 2014). According to Michelle Barone (2008), a licensed marriage and family therapist stated that homeschooling children will not easily be influence by peers and can make choices that goes against the group . According to a research by Kathi Moreau (2012), she concluded found out that socialization is not a problem of homeschooling and homeschoolers are actually more mature than non-homeschoolers (Moreau, 2012). Furthermore, Dr. Raymond Moore, author of over 60 books and article on human development said that â€Å"the idea that children need to be around many other youngers in order to be socialized is perhaps the most dangerous and extravagant myth in education and child rearing today† (Shaw,Show MoreRelatedThe Effects Of Homeschooling On The United States2162 Words   |  9 PagesRoosevelt, and Einstein are many other individuals that received a homeschool education. Homeschooling has become more popular over the years. According to the National Home Foundation Research Institute, homeschool population is continuing to grow at an estimated 2% to 8% per annum over the past few years (Ray). As parents choose to homeschool their children, they still have to follow regulations to make homeschooling legal within Illinois. The Illinois School Code (105 ILCS 5/26-1) states that any child

Public Lands Politics and Management Planning

Question: Discuss about the Public Lands Politics and Management Planning. Answer: Introduction In the modern world, with the advancement in the science and technology, there has been scope for development all over the globe. One of the main areas of development has been in the field of health and medicine. The creation of new and improved life saving drugs and diagnosis has reduced the mortality rate of the human beings. The rise in the population in the world means more pressure on the land as every human being requires per square meter of land to live on (Forman 2014). The increase in the population has led to the management of the land properly so that every human being gets to survive properly without affecting the balance of the environment. The current paper tries to find out the land management planning issues, which the government of New Zealand plans to undertake to establish an efficient land management system so that the environmental aspects as well as human beings live properly in the environment of New Zealand. Planning Issues in New Zealand Planning refers to the series of operations undertaken by the government in order to complete their legal responsibilities under the framework, which governs the land use and funding the infrastructure. It even creates plans, policies, rules and pricing regimes to make the legislative framework effective. The New Zealand Planning Institute believes that planning is an ongoing process involving formulation review and implementation of the management plans, corporate and public policies and proposals on the regional and national level concentrating on land, water and air resources, development of social, economic and cultural aspect and the management of the modified and natural environment (Culhane 2013). The planning practice tries to include a vast range of operations and objectives. There are a few examples identified by the government about the goals of planning like the spatial plan for the Auckland region where the goals are inclusive of the activities, which are not in the hands of the local government like the vaccination rate, export growth etc. The main questions pertaining to the planning issues are as follows: Appropriate scope of Planning The expansion planning refers to regulations, which needs to be increased so that it can restrict and control the land use for the aesthetic purposes. The considerations for aesthetics require special attention because it acts as the core of planning objectives to create attractive places, which will motivate and enrich the lives of people. The buildings that are eye catching to the neighbors have a positive effect and improper buildings have a negative impact (Robinson 2013) The question of a good design is subjective, as some aesthetic judgments will get more agreement while others are clearly polarizing. Role of Planning in Controlling Land Use The government intervenes in the market where there are failures. In case of land use, there are failures specifically due to land markets are subject to negative impacts that are not priced and thus, the actions of the land users affect the resources of the others like air and noise pollution. The value of some land uses that are not priced or are under priced in the market can lead to the reduction in the optimal amenities like parks and reserves (Shortet al. 2013). The improper protection of the sites, the value of which are not fully reflected through the community needs better supervision. There are even failures of co-ordination. For example, new construction of roads and railways involves synchronizing of public and private organizations, which results to the problem of coordination, which leads to the land not being used efficiently. Land Use Regulation and Coordination The intervention of the government involves the land zoning into industrial, commercial and residential to separate the incompatible land uses. It even includes rules like specifying the maximum height of the buildings, allowable coverage site etc. the zoning is helpful in making provisions for parks and recreational areas where the people reside. The location of the compatible uses is undertaken to coordinate, plan for infrastructure, which might be expensive in some cases (Raoet al. 2015). The fundamental challenge for the government is to decrease the negativities associated with land without destroying the benefits brought in self-organization. The best way to do that is to plan and design the infrastructure and policies without effecting the self-organizing land and labor market. The complexity of the urban cities with a fast life acts a challenge to the land management problem as it becomes difficult to plan and regulate the land use actions and preserve amenities for the local and national residents (O'riordan 2014). The growing population puts a lot of pressure on land and the unorganized growth of the cities affect the planning process for the government to manage the land. Conclusion The current paper therefore, finds out the main planning issues pertaining in New Zealand regarding the land management. The government tries to evaluate the problems regarding the land use and tries to implement plans and policies so that a proper management is possible. The paper highlights the main issues of planning and tries to find a solution for effective land management to keep a healthy and safe environment. Reference List Culhane, P.J., 2013.Public lands politics: Interest group influence on the Forest Service and the Bureau of Land Management. Routledge. Avaialable at: https://books.google.co.in/books?hl=enlr=id=tY8uAgAAQBAJoi=fndpg=PP1dq=Culhane,+P.J.,+2013.+Public+lands+politics:+Interest+group+influence+on+the+Forest+Service+and+the+Bureau+of+Land+Management.+Routledgeots=rR3R_OlSytsig=OwibnCUxD8BaRjKgLcMNwqYYoKc#v=onepageqf=false Forman, R.T., 2014.Land Mosaics: The Ecology of Landscapes and Regions (1995)(p. 217). Island Press. Available at: https://link.springer.com/book/10.5822/978-1-61091-491-8#page=239 O'riordan, T., 2014.Environmental science for environmental management. Routledge. Available at: https://books.google.co.in/books?hl=enlr=id=3WeuBAAAQBAJoi=fndpg=PP1dq=O%27riordan,+T.,+2014.+Environmental+science+for+environmental+management.+Routledgeots=3wP7d6x1zBsig=8FwNA5qquIg9auoVYCk6GI3xJOk#v=onepageq=O'riordan%2C%20T.%2C%202014.%20Environmental%20science%20for%20environmental%20management.%20Routledgef=false Rao, M.V., Babu, V.S., Chandra, S. and Chary, G.R. eds., 2015.Integrated Land Use Planning for Sustainable Agriculture and Rural Development. CRC Press. Available at: https://books.google.co.in/books?hl=enlr=id=q4BjCgAAQBAJoi=fndpg=PP1dq=Rao,+M.V.,+Babu,+V.S.,+Chandra,+S.+and+Chary,+G.R.+eds.,+2015.+Integrated+Land+Use+Planning+for+Sustainable+Agriculture+and+Rural+Development.+CRC+Pressots=e8OgpYumOVsig=wWJzwDXO8Gdx88JHqZEkuI-CaZY#v=onepageqf=false Robinson, G.O., 2013.The Forest Service: A study in public land management. Routledge. Available at: https://books.google.co.in/books?hl=enlr=id=x5UuAgAAQBAJoi=fndpg=PP1dq=Robinson,+G.O.,+2013.+The+Forest+Service:+A+study+in+public+land+management.+Routledgeots=hinZEESWg3sig=RbS8KRjEavvxQWrhU6eOFhsa6Zc#v=onepageq=Robinson%2C%20G.O.%2C%202013.%20The%20Forest%20Service%3A%20A%20study%20in%20public%20land%20management.%20Routledgef=false Short, M., Baker, M., Carter, J., Jones, C. and Jay, S., 2013.Strategic environmental assessment and land use planning: an international evaluation. Routledge. Available at: https://books.google.co.in/books?hl=enlr=id=hM3vNKGSjKgCoi=fndpg=PR2dq=Short,+M.,+Baker,+M.,+Carter,+J.,+Jones,+C.+and+Jay,+S.,+2013.+Strategic+environmental+assessment+and+land+use+planning:+an+international+evaluation.+Routledge.ots=XL9R-X6Htusig=wwoTW_JHVyRSVTxIUDAtFIjCTd8#v=onepageqf=false

beer essays

beer essays Beer. What man doesn't like to see, touch, smell, taste, or write about beer. I personally feel it is what this country is based on(pilgrims came here to escape beer persecution but, that is a whole other topic of discussion.) There are so many different flavors and brands of beer on the market. Nonetheless, it was not hard for me to choose a couple for this present debate: what do individuals value in a beer? The two I have chosen just happen to be my favorites: Bass and Guiness. Personally, in a beer, I look for a couple of things. First, of course, is taste. This may sound self-defeating to some that have not acquired the taste for beer but, take it from a bartender, beer sells because people like the way it taste! What it all comes down to is what flavor or brand you are accustomed to. Although, I do see many people that stick to one particular brand, and are too reluctant to try something new. The second property I look for in a beer is build. Many beers on the market, I feel, are too flat. Especially light beers. They often seem watered down. A beer needs to have a little build. That is you need to feel it going down. I call it beer personality. When one thinks of a typical beer, most likely a picture of Bass would be the end result. A beer with a nice flavor and build, amber colored, that is very smooth going down. I have yet to sell a coustomer a glass of Bass that did not like it. It forms a nice rich head (bartender talk for the foam on top), and compliments any meal. Best of all it taste Guiness, on the other hand, would be just the opposite of what most people expect in a beer. It resembles thick coffee more than it would beer. Although, it is one of the most flavorsome beer on the market. One special feature of Guiness is its build. It is very thick. It is so thick that after it is ...

Elizabeth I and Religion essays

Elizabeth I and Religion essays The development of nation states was essential to the Early Modern Period. The ability of countries to unify their populations around a central capital proved critical to their long-term strength. The Protestant Reformation brought this state building into question, for it raised the issue of permanent religious division. No state was more significant during this period than England, and no reign in England was more important for the building of the English nation state than that of Elizabeth I. Elizabeth negotiated a confusing obstacle course between Catholicism and radical Protestantism. In the process, Anglicanism, the English protestant creed, proved not a means to divide the country, but on the contrary, to unify the country. The following essay will explain how and why. Elizabeth ascended the throne at age twenty-five, immediately identifying herself as a Protestant sympathizer. She made slight religious adjustments under her Protestant brother, Edward VI, and then under her Catholic sister, Mary I, but Elizabeth was always more receptive to the Protestants. Elizabeth solidified this position by walking out on the bishop of Carlisle when he refused her request not to elevate the Host on Christmas Day and again at her coronation three weeks later. Although the Catholics initially hoped, albeit somewhat optimistically, that Elizabeth would be sympathetic to their cause, they now knew decisively that she would not support them. Many Catholic bishops also refused to crown Elizabeth queen, further fostering her support for the Protestants who stood firmly behind her. Elizabeth was also keenly aware that she could not cede too much ground to the Protestants. Based on the foreign alliances in Europe at the time, she knew a fervent rejection of Catholicism would encourage Spain to make an alliance with France against England. She had not forgotten the bloody executions carried out under Mary and the strong mobilizing effec...

Character Review from the Movie 12 Angry Men Essay

Character Review from the Movie 12 Angry Men - Essay Example Based on the knife, the inability to remember details of a movie, fighting with his father earlier in the evening, and eyewitnesses who saw him kill his father and leave the apartment, the young man should by all accounts sent to the electric chair. However, in this case, one juror, number 8, doesn't believe the defense case was convincingly portrayed and while not necessarily believing the boy to be innocent, needs to understand the facts of the case, and cannot in good conscience vote to send this young man to die. He has reasonable doubt, and voices it by voting not guilty. Juror 8, in 12 Angry Men, works from a place of virtue, principles, and good character at all times. By knowing his duty as a public servant, he does not allow idle chatter to distract him from the task, his selfish reasons to overpower, and he comes from a place of fairness and equality. Even when presented with the facts of the trial, his intuition continues to question what is right and wrong and stands by his principles. Using the virtuous approach to ethics, he listens to his inner voice, and listens to each fact once again in order to understand. As they begin to speak about the case, a number of facts exposed as exaggerated or untrue reveal themselves. The first piece of evidence being a knife so special the shopkeeper has never seen one like it before. Not quite believing the knife to be one of a kind, and following his instincts cause him to break the law by going to the kid's neighborhood and buying a similar knife. Now a lawbreaker, we may think his credibility shattered; however, he informs the other jurors of his intention of a greater good, and choosing to do something wrong in order to obtain it. In the Utilitarian approach, we see the consequence of the action is what determines right and wrong not the act itself. Was the result a good consequence for all and justifiable to produce the equality for all If so, then it was the right course of action. However, if Juror 8 continued to break the law in order to prove his point, the balance of ethics tipped, and the ends would not justify the means. An eighteen-year-old kid whose father beats him daily should be a prime suspect in the father's murder; however, juror 8 does not believe he seems like the type. Placing himself in the kid's shoes, juror eight tries to feel what the kid feels, and advocates why each fact does not convince him. Principled actions of compassion and empathy are universal and good by themselves. As a good leader would, juror 8 requests each person put themselves in the shoes of the accused - by posing questions and making it personal. "It's possible" is a favorite phrase of juror 8, and recommending another vantage point to each "fact", he shows each man a human side of things. He asks them if they have ever lived near an "L" train, if they have ever said they would kill someone without meaning it, and not remembered details of a day. Again, if the balance tipped to the principle side of ethics, analysis of each act and consequence would cause us to not move toward a resolution or ask entirely too many questions in order to understand.Eleven jurors believe themselves to be good-hearted people who are there to perform a duty. Good people do not necessarily make good decisions as mentioned in the reading. Juror 8 asks them to look at the consequences of their own actions - voting to send a kid to die

Small Business Enterprise Case Study Example | Topics and Well Written Essays - 1500 words

Small Business Enterprise - Case Study Example Good reputation and experience in the industry. Dues to already established positive reputation, further expansion of business involves less risks. Moreover, the managers have experience in the industry, while lack of experience is one of the top reasons of small business failure (Holmes, S. Haswell, S. 1989). High quality of products served. The major reason of coffee shop success is the high quality of food served that results in positive reputation and word of mouth spread of information about services and products offered. While, undoubtedly, there is a vast number of factors that have a positive influence on business functioning, the coffee shop has significant drawbacks that should be particularly considered when planning expansion. Poor marketing campaign. The business has to concentrate on development of the marketing mix alongside with research of the target audience needs. The issue is particularly relevant due to the fact that the target audience of the gift shop is mainly tourists; consequently, word of mouth recommendations are not sufficient enough. The variety of products offered at the gift shop should also be considered in relation to the target audience needs, perhaps, the products list offered should be expanded. Poor labor specialization. Bob and Jane are the only two employees of the business. While their day to day duties involve simple serving work, obviously, the personnel are too qualified for this type of work. By hiring helpers that would serve at the coffee and gift shop, the managers could devote more time to marketing and planning of their business, thus, the efficiency of the business would grow. This issue is particularly relevant when considering business expansion. In order to neutralize the negative effects of business weaknesses, the identified strengths should be matched against weaknesses and on the base of the received outcome further planning should be implemented (Bannock, G. 2005). The effect of poor marketing campaign can be neutralized by further development of positive reputation of the business in the industry alongside with conducting marketing research in access of funds available in terms of the geographic location of the business. Poor labor specialization can be matched against high quality of products served alongside with positive reputation of the business in the industry, since expansion of the business will most likely result in diminished contacts with clients (Bitner, L. Powell, J. 1987). Part II: Existing Business Improvement and Expansion Consequently, the business should concentrate on development of the marketing mix applicable in the present situation alongside with marketing planning and labor specialization that should be considered in terms of business expansion. While development of the marketing mix and marketing campaign as well as research of the present market should be outsourced to the third party, e. g. marketing agency, such issues as financial planning and staffing should be directly solved by the management. Marketing and promotion is crucial to any business. Development of

Makes analysis Essay Example for Free

Makes analysis Essay An interview can be defined as a purposeful discussion between two or more people (Kahn and Cannell, 1957, cited in Saunders et al, 2003). There are several types of interviews, including structured, semi-structured and unstructured. Structured interviews have the advantage of all respondents being asked the same set of questions, which makes analysis of the results easier in terms of comparison and spotting trends. Semi-structured interviews are non-standardised, which indicates that the researcher may simply be using a list of themes and questions that need to be covered, but each interview is different, and will cover different topics, dependant on the variation in respondents. Unstructured interviews are informal and give the interviewer the freedom to discuss any topic, while keeping the research objective the main focus. The interviewee has the freedom to discuss their experiences without being restrained by pre-set questions. The author believes that the most effective interview technique for this type of research is to use structured interviews, with respondents that can be recruited to fit a set quota, which stipulates the age, sex and socio-economic group of each. An interviewer-administered questionnaire is thought to be preferable to a self-administered questionnaire, because of the nature of the questions, which will require the interviewer to record verbatim. A fixed quota requires the interviewer to recruit a preset group of people, and other quota requirements can be set to ensure that the interviewees are in a position to discuss the main topic (i. e. a condition of fulfilling the quota would be having purchased a house within a set time frame). The topics to cover during the interviews could include the interviewees experiences with their mortgage provider and estate agent during the process of buying their house; how they think the process could be improved, and a list of suggestions on how to improve the system, for respondents to select for themselves. By using a combination of open and closed questions, it allows personal opinions to be recorded, and specific attributes to be measured (e. g. the level of satisfaction of service that the mortgage provider offered, using the likert scale). Additional services to be offered would be identified using the research as outlined in section 4. 0. The element of aftercare needs to be considered, as any action recommended by the seller should be undertaken by the buyer, after the sale has completed, e. g. if plumbing is not up to standard, and the buyer has been informed of this, it is their responsibility to fix the problem when the property transfers hands. The proposed service is supposed to make life easier on its customers, by doing all the hard work for them. This may be an easier task once government legislation has passed stipulating the necessity for information to be provided by both parties before offers are made on the property. Changes in the overall process will eventually change the outcome and impact on consumers, but until then, consumers will simply have to cope.

Robert Pirsigs Zen and the Art of Motorcycle Maintenance Essay

Robert Pirsig's Zen and the Art of Motorcycle Maintenance: An Inquiry into Values Confronting crises of technological annihilation and personal madness, Robert Pirsig finds each to be a manifestation of a deeper crisis of Reason. In response) he suggests an alternative to our current paradigm of rationality, the "art of motorcycle maintenance." By showing that our understanding and performance derive from our emotional and evaluative commitments, he challenges the cultural commonplace which construes "subjective" states as distortions of "objective" reality. In so doing, he asserts that "wholeness" or sanity may be achieved only through "passionate caring," and an awareness and acceptance of how our emotions and values shape our experiences. Further, he shows that technology, a manifestation of our values, may be controlled only through emotional and moral commitment. A restorative rhetoric, on Pirsig's analysis is, then, one in which the passions and values are recognized as the very ground of being in and interpreting the world. The crisis of reason As he begins his "Chautauqua," Robert Pirsig finds himself in a twofold crisis. He characterizes the public dimension of the crisis as arising in large part from the technological fragmentation of nature and man. Having transformed nature from a field of daffodils into a field for its own potential appropriation, technology, as Marshall McLuhan has noted, now also "shapes and controls the scale of human association and action" (McLuhan 8). Seemingly indifferent to human values and developing under its own logic, technology increasingly isolates us from our natural environment, from one another, and even from ourselves. For though we may be in touch with Belgrade or Toky... ...ight give, the Sophist being "a hunter of young men of rank and distinction who works not by violence, but by persuasion." ("The Middle Speech of Plato's Phaedrus," Journal of the History of Philosophy, 9 [1971], 421). Pirsig admits that his defense of the Sophists against Plato is not original; indeed such a defense dates to the nineteenth century. Everett Lee Hunt elaborates this point in his "On the Sophists," in The Province of Rhetoric, ed. Joseph Schwartz and John A. Rycenga (New York: Ronald Press, 1965); and in "Plato and Aristotle on Rhetoric and Rhetoricians" (Historical Studies of Rhetoric and Rhetoricians, ed., Raymond F. Nowes [Ithaca, N.Y., Cornell Univ. Press, 1961], p. 20), he writes: "It is to Hegel that the Sophists owe their rehabilitation in modern times." Hunt also shows that Lewes, Grote, Sidgwick and John Stuart Mill all joined in the defense.

British Gas HRM Case Study Essay

The UK enjoys a wealth of indigenous energy resources and has the technical expertise and experience to exploit them. Much of this expertise is being utilized in gainful commercial ventures overseas. In its position as one of the most energy-rich countries in Europe, the UK is uniquely placed to profit from a strong energy market. Expenditure on energy amounted to  £99.87bn in 2008. UK householders spent  £40.67bn on energy products, representing 5.2% of total consumer expenditure. Privatization has provided the impetus for competition, resulting in a major restructuring of the energy industries and the companies involved. Restructuring commenced in the late 1980s with the privatization of the gas sector, closely followed by similar moves in the electricity, coal and nuclear sectors. Oil resources had always been in private hands. Full liberalization was achieved in May 1999, with the completion of the opening up of the electricity market. All consumers, both domestic and business, are now free to choose their supplier of gas or electricity. A succession of bids, notably in the electricity sector where many of the regional electricity companies (RECs) are under new ownership, has changed the nature and structure of the energy industry. Thus, public electricity suppliers have evolved since privatization into complex structures embracing diverse businesses. Most have extended their interests into generation or are part of wider groups with major interests in generation. . Acquisitions by foreign concerns, notably from the US and from Europe, have created a much more international industry. The  £10bn take-over of Powered PLC by E.ON of Germany remains on track for completion in 2002. However, the  cost of acquiring energy customers has become too high for some US energy groups. The collapse of Enron Corp., the energy trading group, in November 2001, was threatening to destabilize energy markets in the US and Europe. 1.1 BRITISH GAS British Gas is Britain’s favorite domestic energy supplier. As well as providing gas and electricity, they also install and maintain central heating and gas appliances in millions of homes throughout the country. Part of the energy group Centrica, British Gas provides gas, electricity and home repair services to eight million home and business customers in England, Scotland and Wales. It is the UK’s largest operator in the installation and maintenance of domestic central heating and gas appliances, serving 16.6 million customers. In addition, their customers turn to them to provide expert, hassle-free care that takes care of their kitchen appliances, home electrics and plumbing and drains. Everything they do is driven by their desire to deliver high quality products and services. They operate in England and Wales under the British Gas brand name and as Scottish Gas in Scotland. Among a total workforce of 28,000, British Gas employs more than 9,000 trained engineers who carry out servicing and break-down calls. In 2008, 2.2% of its engineering workforce was female and 4.6% were from an ethnic minority background. Against the background of a highly competitive energy market, they continue to be the first choice gas supplier for millions of customers. What’s more, since the residential electricity market opened to competition in 1998, they’ve grown to become the largest supplier of electricity to residential customers in Britain. 2.0 Challenges faces by HR managers at British Gas Over the last 20 years, the workplace has changed in more ways than one could have ever imagined, resulting from the increase in technology, innovation and globalization, new employment legislations, different attitude in society, economic recession and ethnic diversification. The next decade will bring even greater change, impacting all facets of the workplace, including major changes for the HR department and HR managers. In order to respond to the demands of globalization, HR managers at British gas will require new  skills and competencies relating to language and culture, technology capabilities, methods to measure and quantify effectiveness and evaluate strategies and return on investment. Evidently, these skills and competencies will result in an emerging new role for HR managers, requiring them to be strategic business partner, supportive of the overall corporate strategy. The role of HR managers has changed from a less administrative role to more of a strategic role. HR managers will continually be required to prove their effectiveness and their existence. They will be expected to understand strategic business practices and promote cultural diversity within the organization. They will need to understand the core business of the organization and become partners with line managers. They will need to prove that their initiatives and programs are result-oriented, providing specific measurable results in terms of business competitiveness that contribute positively to the bottom-line of the organization. They will be required to stay current with leading edge as more and more organization is faced with the demands of globalization and strategic alliances with other competitive organizations in the energy sector in UK. Whilst the current economic climate is clearly influencing the agenda for HR leaders, the challenges of retaining, motivating and aligning em ployees remain a priority. The results show that more than ever there is pressure on HR to deliver real business impact, and to do so with HR costs constrained. (The green village, 2009) Intuitive talent management systems, designed for the business as well as HR, can play a critical part in ensuring the organizational adoption of any talent strategy. The number of respondents prioritizing the need for performance management, succession and career planning systems shows that HR managers realize the importance of enabling technology in executing talent management programs. Workplace flexibility is expected to be on the rise as the future workplace, the ‘virtual office’ is characterized by creative and flexible work arrangements. As more employees work off-site-up to two thirds of an organization in the 21st century – there will be an increase in emphasis on performance and results as opposed to the number of hours worked. In addition, off-site employees can expect to attend fewer meetings. Specified work will become much more collaborative and management will spend nearly all its time managing cross-functional work teams who enjoy a lot of autonomy. In essence, there will be a movement, a  trend towards a decentralized model of HR. HR managers will have to accommodate employees in their virtual work locations and find ways to manage corporate culture, socialization and employee orientation. In order to obtain and maintain a competent workforce, they must act as organizational performance experts and shape employees behavior without face to face meetings.( Research and markets, 2009) Globalization will impact HR managers by requiring new skills such as language capabilities. For e.g., in order to recruit employees from other cultures, HR managers will either have to learn new languages or else they will certainly have to have foreign speakers on staff. But in order to facilitate communication among p eople coming from a wide range of language backgrounds in UK. Organization must take into account cultural differences that shape managerial attitudes, when developing multinational management programs. For e.g., British managers value individual achievement and autonomy, whereas French managers appreciate competent supervision, fringe benefits, security and comfortable conditions, while Indian managers gives more importance of their culture and tradition. HR managers in British gas must therefore be familiar with and understand other cultural norms to promote organization diversity. An organization that recognizes and promotes cultural diversity will benefit because it will be employing the market that it serves. With increasing globalization and competition within the market, a diverse workforce is conducive to attracting and retaining a strong client base. While competing in an international market, employees from diverse national backgrounds provide language skills and understanding of other cultures. HR professionals will also be responsible for providing cultural sensitivity training for the organizations employees and for managers throughout the entire organization. (Czebter, Anamaria, 2002) HR professionals play a critical role in the globalization process by helping companies evaluate the human resource prospects and possibilities involved in moving to different regions of the world (Marsnik and Luthans, 1997). As the global economic crisis continues to impact businesses, employee retention is seen as the greatest challenge overall. This reflects the need for organizations to identify and retain top talent during a period when internal mobility is essential to retain a competitive edge and ensure  company survival as the UK economy slows. Since 2006, the ‘HR Challenges’ research has found that employee retention is the biggest concern for HR managers. In an unstable economy, employee engagement tools such as effective goal alignment, internal mobility, career planning and succession programs are essential for motivating the workforce. According to reports, almost half of HR managers named ‘a system to improve performance management, succession and career planning’ as the one thing that would help them do their jobs better in 2009. Whilst the current economic climate is clearly influencing the agenda for HR leaders, the challenges of retaining, motivating and aligning employees remain a priority. 3.0 HRM Models 3.1 Guest’s model of HRM David Guest’s (1989, 1997) model of HRM has 6 dimensions of analysis: * HRM strategy * HRM practices * HRM outcomes * Behavior outcomes * Performance outcomes * Financial outcomes The model is prescriptive in the sense that it is based on the assumption that HRM is distinctively different from traditional personnel management .It is idealistic, implicitly embodying the belief that fundamental elements of the HRM approach (essentially those of the Harvard map) such as commitment have a direct relationship with valued business consequences. However, Guest has acknowledged that the concept of commitment is ‘messy’ and that the relationship between commitment and high performance is (or, perhaps, was – given the age of this material) difficult to establish. It also employs a ‘flow’ approach, seeing strategy underpinning practice, leading to a variety of desired outcomes. Like its American predecessors, this UK model is unitarist (tying employee behavior and commitment into the goals of strategic management) and lukewarm on the value of trade unions. The employee relationship is viewed as one between the individual and the organizat ion. 3.2 The Harvard Model of HRM This map is based on an analytical approach and provides a broad causal depiction of the ‘determinants and consequences of HRM policies.’ It shows human resource policies to be influenced by two significant considerations: * Situational factors in the outside business environment or within the firm such as laws and societal values, labor market conditions, unions, work-force characteristics, business strategies, management philosophy, and task technology. According to Beer et al these factors may constrain the formation of HRM policies but (to varying degrees) they may also be influenced by human resource policies. * Stakeholder interests, including those of shareholders, management employees, unions, community, and government. Beer et al argue that human resource policies SHOULD be influenced by ALL stakeholders. If not, ‘the enterprise will fail to meet the needs of these stakeholders in the long run and it will fail as an institution.’ The authors also contend that human resource policies have both immediate organizational outcomes and long-term consequences. Managers can affect a number of factors by means of the policy choices they make, including: – The overall competence of employees, – the commitment of employees, – the degree of congruence between employees’ own goals and those of the organization, and – the overall cost effectiveness of HRM practices. 3.3 HR Activities of British Gas British Gas ran a number of diversity workshops, primarily for its senior and middle managers, to engage them and help them understand what the organization was trying to achieve and why it was trying to achieve it, and show them what a diverse workforce would look like ‘on their patch’. Meanwhile, all managers who are either involved in recruiting and/or managing staff and all recruitment specialists have undergone equality and diversity training to again ensure they fully understand what British Gas is trying to achieve and why, and are able to make decisions free from bias. When recruiting British gas use technical skills to undertake the work to the required standard to having the people skills to deliver excellent  customer services. As a result, recruitment and selection of apprentices and trainees is increasingly focusing on recruiting for attitude. Examples of attributes and competencies that British Gas looks for are listed on the Recruitment website and inclu de: ââ€"  Good communication, organizational and problem-solving skills ââ€"  Aptitude for team work ââ€"  Careful, accurate and methodical approach ââ€"  Polite, tactful, friendly, professional, with a pleasant manner for dealing with customers. With the change in emphasis away from pure technical skills to behaviors and attributes, there were initial concerns that the quality of the intake or the pass rates could drop within the Academy. Carole Willsher says: ‘We were a little worried that we would get apprentices and trainees with great people and communication skills, but who were technically not very good. But that’s not been borne out at all. The pass marks remain very high. It shows that if you’ve got the attitude to want to learn and get on, you can do really well All the recruitment policies, practices and literature have been reviewed to remove any gender or race bias. In addition, a thorough audit of policies and practices to remove any age bias was carried out at group level by parent company Centrica ahead of the Employment Equality (Age) Regulations in 2006. It brought to light the need to make a number of changes, the most significant of which was the removal of upper age limits for entrance to the British Gas apprenticeship scheme (Previously, the scheme was targeted at young adults in the 17–23 age range). British Gas is focusing this year on developing partnerships with organizations that have already built strong links with its target audiences, including Job centre Plus; the London Development Agency; housing associations and specialist groups including the Windsor Fellowship, a charity that offers educational and leadership programs to develop diverse young talent; Women and Manual Trades; and YWCA, a charity working with disadvantaged women in England and Wales. 4.0 Recruitment and selection The overall aim of the recruitment and selection process should be to obtain at minimum cost the number and quality of employees required to satisfy the human resource needs of the company. The three stages of recruitment and selection dealt with are 1. Defining requirements – Preparing job descriptions and specifications; deciding terms and conditions of employment; 2. Attracting candidates – reviewing and evaluating alternative sources of applicants; inside and outside the company, advertising, using agencies and consultants; 3. Selecting candidates –sifting applications, interviewing, testing, assessing candidates, assessment centers, offering employment, obtaining references; preparing contract of employment. (Armstrong, 2007) 4.1 British Gas Recruitment and Selection Process The greater focus on customer service skills and personal attributes is reflected throughout the recruitment process itself. The initial application form must now be completed online. Basic biographical information is requested, and applicants are required to complete basic Maths, English and logic tests. However, the key part of the application is a personality/work style questionnaire, which is used to assess an applicant’s suitability. Applicants must respond to a series of questions designed to assess their attitude to work and people. The questionnaire is lengthy, as similar questions are asked in a number of different ways to ensure consistency of responses. Applicants who score highly after this initial screening then have a telephone interview to confirm essential information – for example, to be eligible for the apprentice technical engineer program, applicants must be aged at least 17, must have four GCSEs at grade C or above, and must hold a full or provision al UK driver’s license. Those who pass this stage are then invited to an assessment centre. There are three elements to the assessment day – an interview, a role play exercise and a manual dexterity test. The interview is largely based around questions relating to the candidate’s completed online questionnaire to further assess their personal  attributes and competencies. Similarly, the role play is also used to assess a candidate’s attitude and whether they are able to understand and assimilate information, but more importantly, to see how they deal with customers. The test involves a practical assessment, but no gas-related knowledge is required – it is simply designed to assess whether the candidate is able to follow step-by-step instructions and handle small components. The recruitment process is lengthy but thorough and a big investment in terms of time and resources for British Gas, admits Carole Willsher. ‘But it’s been designed that way to ensure that we ge t the right people with the right skills who will fit into our organization and help us move closer to where we want to be in terms of having a diverse engineering workforce.’ Recruiting is an uncertain game, even at the best of times. On the other hand the larger your pool of candidates, the greater your chance of finding someone who is just right for you. However, this possibility has to be balanced again the fact that you can’t interview hundreds of candidates for every available post. So you need to develop the expertise of defining your job requirements, while ensuring that these requirements are presented to the widest possible field of candidates in the given context. (Pettinger and Allen, 2007) British Gas ran a number of diversity workshops, primarily for its senior and middle managers, to engage them and help them understand what the organization was trying to achieve and why it was trying to achieve it, and show them what a diverse workforce would look like ‘on their patch’. Meanwhile, all managers who are either involved in recruiting and/or managing staff and all recruitment specialists have undergone equality and diversity training to again ensure they fully understand what British Gas is trying to achieve and why, and are able to make decisions free from bias. Selection involves a number of costs; the cost of the selection process itself including the use of various instruments, the future costs of inducting and training new staff and the cost of labor turnover if selected staff is not retained. (Bratton and Gold, 2000) 4.2 British Gas Targeted advertising British Gas uses a variety of ways and media to appeal to its target audiences, including: ââ€"  advertising in magazines like ‘Bliss’ and ‘Sugar’ which are aimed at teenage girls, careers-type websites like Voice and The Asian News, and the gay media ââ€"  redesigning its recruitment advertisements in terms of both images and language to reach Out to people from more diverse backgrounds ââ€"  ensuring that marketing materials such as recruitment brochures and its dedicated recruitment website (www.britishgasacademy.co.uk) portray a diverse range of individuals to help challenge stereotypical attitudes and project an inclusive image – for example, the website contains a number of real apprentice and trainee profiles including Kirk (a BME apprentice technical engineer) and Maria (a female BME trainee electrical field engineer) ââ€"  producing DVDs for schools and partner organizations One of the key objectives of the diversity team is to increase the number of applications from under-represented groups. To attract as wide a range of talent as possible, the team has introduced changes to all areas of the recruitment and selection process, including developing partnerships with organizations that have already established relationships with their target audiences; reviewing all its policies and practices to remove any gender, race or age bias; and changing the emphasis from recruiting for technical ability to recruiting for attitude. 4.3 Outreach The diversity team adopts a number of positive action strategies to raise awareness of the different opportunities available at British Gas among under-represented groups including running taster days and building partnerships with organizations that already work with people who are among their target audience 4.4 Partnership working Recognizing that there are difficulties gaining access to under-represented groups, British Gas is focusing this year on developing partnerships with organizations that have already built strong links with its target audiences, including Job centre Plus; the London Development Agency; housing associations and specialist groups including the Windsor Fellowship, a charity that offers educational and leadership programs to develop diverse young talent; Women and Manual Trades; and YWCA, a charity working with disadvantaged women in England and Wales. Another way that British Gas is developing partnerships is by working with other large employers, particularly those that experience similar issues in the recruitment of a diverse workforce, such as the London Fire Brigade and BT Open reach. The aim of these relationships is to share best practice and data for benchmarking purposes. 4.5 Taster days British Gas regularly runs women-only and BME taster days, with the specific aim of attracting women and ethnic minorities into engineering and apprenticeships. The day is designed to give participants a clearer understanding of the engineering opportunities at British Gas. Attendees are given a presentation on the career paths available, an opportunity to meet engineers to find out what the job is really about, and a chance to question a panel of recruitment and training experts from the Academy. Taster days are usually planned to coincide with the availability of apprentice or trainee positions in a particular area, so that if people are interested by what they find out, they can apply while they are still keen. 4.6 Ambassadors British Gas has developed a network of engineering ‘ambassadors’ from its workforce – apprentices, trainees and qualified engineers – who provide support to the diversity team in recruitment and awareness-raising activities including school visits, careers events and taster days. They are  able to promote a positive side to engineering and their ability to tell people firsthand what they do on a day-to-day basis and what it is really like to work for the organization is a powerful tool in changing perceptions and in motivating young people, women and those from a BME background to consider a ‘non-traditional’ career in engineering. The ambassadors are also used as role models in promotional materials such as DVDs, recruitment brochures and the Academy’s dedicated website, and in media campaigns. 5.0 Training and Development Training enables people to perform better in their jobs, when they perform better they feel pride and fulfillment. (Allen, 1996) To attempt to identify the dynamics in an organization which demonstrate that development of self and others is being taken seriously at all levels and that such investment is having a positive impact on individual and corporate performance. Such a quest begs all sorts of questions, Does strategic training only incorporate that which has a quantifiable effect on business objectives.( Mabey and Salaman ,1999) 5.1 British Gas Training & Development At British Gas take training and development very seriously, beginning with an induction program that will give all the skills need to succeed. They want people training to be a rewarding and enjoyable experience, so have made sure that trainees are involved all the way through from day one until graduation. And trainees will find that the more they put in, the more they’ll get out, with the ultimate goal to be ready for a role within one of our existing British Gas Energy Sales teams. Trainees will learn not only about the history of British Gas, but also brand and what it means. Naturally this will include their fantastic products and services, so trainees’ have the confidence to talk to people about all their energy and home services needs. Company’ll also look at the important sales side of the role, helping trainees refine their existing skills, or develop new ones if they don’t come from a sales background. Once completed training, they’ll be supported through their first few weeks by an experienced buddy who will  be on hand to offer guidance and develop skills further. In addition manager will also regularly review progress and answer any queries so trainee won’t be left feeling on their own. In short, company has an excellent training package waiting for recruits. Training that will give them the skills and knowledge which, in addition to natural enthusiasm, will help take advantage of company position as the largest energy supplier in the UK when speaking with prospective and existing customers. Recruit’ll also be rewarded for efforts with continued development opportunities. 5.2 British Gas AcademyBBBBB Energy Academy Box 2: The British Gas Energy Academy Established in 2003, the British Gas Energy Academy (the ‘Academy’) was set up to address a severe shortage of qualified gas engineers. This was caused largely by the privatization of the gas industry in 1986, which led to major fragmentation of the industry – large organizations were broken up while new players entered the market, and the number of qualified engineers in the UK failed to keep up with demand. With a plan to recruit an additional 5,000 new engineers by 2007/08 to address this skills shortage, and recognizing the significant financial investment this would involve, British Gas created the Academy, bringing together existing internal training centers, the recruitment function and the management of third-party training. This facility enabled British Gas to recruit and train large groups of suitable individuals to become fully competent engineers. The Academy runs two types of training programs for those who choose a career as an engineer: it offers apprenticeships for individuals wishing to become technical engineers responsible for central heating system maintenance and installation, and traineeships, primarily for people looking for a career change, so they become qualified engineers responsible for maintaining electrical and gas appliances. In addition to training new recruits, the training centers are used for mandatory competency training and three-yearly assessments of trained engineers to ensure they maintain their skills and keep up to date with new information and technologies. Today: ââ€"  the remit of the Academy has since been expanded to handle all volume recruitment for British Gas, including call centre and sales staff as well as induction and skills training for call centre and operational agents and team leaders ââ€"  all  recruitment is channeled through a dedicated website, www.britishgasacademy.co.uk, which has around 38,000 visitors a month ââ€"  the Academy invests around  £30 million each year recruiting and training staff ââ€"  training is delivered at a number of purpose-built facilities across the UK, stretching from Hamilton in Scotland to hatcham in Berkshire. 6.0 Performance Management Performance management is a process on performance measurement approaches, such as the balanced scorecard. While the balanced scorecard offers a framework for the collection of strategic information, performance management ensures that results are used to influence the selection of planned actions and to foster the renewal of dynamic, competitive strategy. Unlike most tools and techniques, performance management is a continuous, enterprise-wide process, rather than a one-time, isolated event. Six Performance Management imperatives are Compliance Management, Profitability Management, Cost Management, Performance Improvement, and Business Innovation 6.1 British Gas Performance Management British Gas performance appraisals Serve as an objective basis for communicating about performance and Enable the employee to differentiate between unacceptable and acceptable results. Increasing job, inform new expectations about job performance and encouraging the open and trusting relationship with employees. Performance expectations are the foundation for appraising employee performance. Standards recognize is a baseline for measuring performance. From performance standards, supervisors can provide specific feedback relating the gap between expected and actual performance. 6.2 British Gas use following steps to review employee performances Ask the employee to meet for the review; have the employee estimate progress-to-date. Begin meeting by asking employee to estimate progress-to-date toward each goal. Listen to employee’s comments and take notes. Discuss progress and praise employee, Manager and employee need to engage in fact-finding and determining progress-to-date. It is vital that  regardless of how far away employee is from meeting the goal, manager praise him/her for his/her progress-to-date. Re-negotiate goals and/or resources where deviation is significant, If the deviation is downward, manager and his employee should discuss causes and solutions to agree on appropriate actions. Appropriate actions may include increasing available resources, agreeing on activities which will enable employee to meet goals or adjust the goals downward. If, on the other hand, employee is exceeding goals, manager should discuss how added effort and/or resources may be utilized to further exceed the goal. Manager and his employee may decide to add additional goals at this time as well. Write down new agreements and set a follow-up date, Take notes during the discussion. These should be used as a summary of the agreements so that both manager and his employee can review them. A new follow-up session should be scheduled at a time when the data will be available to evaluate progress toward the goal(s). Thank employee, But what if the performance has been below agreed targets; the appraiser must be able to review and set objectives which will improve performance. Performances discussions are monitored externally to ensure consistency .Staff are introduced to a series of mutual benefits. For the individual it stressed clarity of expectations, strengths, feedback on results and the improvement in motivation and ability to independently gain recognition. For the organization it stresses performance, team sprit, accountability, reduced errors and flexibility. Performance appraisals looks forward to agree standards, targets and training that will help improve performance and achieve company business objectives. 7.0 References Armstrong,M.(2007)A hand book of human resource management practice ,10th ed†¦,London: Kogan Page Hendry,C.(1995) Human resource management a strategic approach to employment , 1st ed†¦, Oxford: Butterworth – Heinemann Marbey,C and Salaman,G. (1998) Human resource management a strategic introduction ,2nd ed†¦, Oxford: Blackwell Publishers Bratton,J and Gold,j.(2000) Human resource management theory and practice ,2nd ed†¦,London: MACMILLAN press Schuler,R and Jackson,S (1999) Strategic human resource management , 1st ed†¦, Oxford: Blackwell Publishers Allen,J.(1996) Motivating people , 1st ed†¦, London: Kogan Page Forsyth,P.(2001) Developing your staff, 2nd ed†¦, London: Kogan Page Pettinger,R and Allen,K.(2007) Weekend MBA , 1st ed†¦, West Sussex: John Willy & Sons British Gas (2009)’Valuing Employees’, web page accessed on 19/12/2009 from http;//www.britishgas.co.uk Total Success (2009) ‘Performance Appraisals’, web page accessed on 13/12/2009 from http;//www.totalsuccess.co.uk Guardian (2009) ‘ British energy industry’, web page accessed on 10/12/2009 from http;// www.guardian.co.uk British Gas (2009)’British gas academy’, web page accessed on 17/12/2009 from http;//www.britishgas.co.uk British Gas (2009)’Our business’, web page accessed on 08/12/2009 from http;//www.britishgas.co.uk British Gas (2009)’Career influencers’, web page accessed on 15/12/2009 from http;//www.britishgas.co.uk British Gas (2009)’Resources’, web page accessed on 18/12/2009 from http;//www.britishgas.co.uk British Gas (2009)’how we’ve structured’, web page accessed on 19/12/2009 from http;//www.britishgas.co.uk British Gas (2009)’Training and development’, web page accessed on 19/12/2009 from http;//www.britishgasjobs.co.uk

Bed Bug Treatments Facts and Myths

Bed bugs arent easy to get rid of, and in desperation, you might be tempted to try the first remedy you read about online. Unfortunately, many of these are ineffective, and some can even be dangerous. Should you ever find yourself battling bed bugs, make sure you know the facts and misconceptions about bed bug treatment. Knowing what works and what doesnt will save you time, money, and aggravation. Fact: Youll Need to Call Pest Control The most effective means of getting rid of bed bugs is pesticides applied by a trained professional.  But many pros will also recommend that you give your home a thorough cleaning because bed bugs can hide anywhere, and pesticides cant be applied to everything you own. Youll need to get rid of your  clutter and launder everything thats washable in hot water. You also may need to steam-clean your carpets and furniture. Fact: Pesticides Dont Always Work Bugs can develop resistance to pesticides over time, especially if theyre overapplied. Chemicals that were once commonly used, such as  deltamethrin, are no longer effective. And if research from 2017 is correct, bed bugs may be developing resistance to  pyrethrums, the most common chemical used against bed bugs.   Fact: You May Not Have to Toss Your Furniture If the infestation is caught early, a professional pest application and diligent cleaning on your part should remove bugs from your furniture. More severe infestations are another matter. If your mattress is torn or separated at the seams, bed bugs have probably moved inside, making treatment near impossible.   Fact: Mattress Covers Work A number of companies make  bed bug mattress covers, or mattress encasements if youre concerned about bed bugs. These covers create an impenetrable barrier to bed bugs around the outside of your mattress. If youve had your home treated for a bed bug infestation, using a mattress cover can prevent any remaining bugs in your mattress from getting out and biting you. Myth: You Can Kill Bed Bugs With Bug Bombs   Bug bombs, or total room defoggers, release a pesticide into the air in your home.  Most bug bombs  do contain pyrethrin, a chemical used to treat bed bugs, so you might think this product is an effective way to eliminate a bed bug infestation. Not so. First of all, bed bugs (and other crawling insects) typically flee when the pesticide is released, heading for cover in the deepest, most inaccessible crevices of your home. Second, effective bed bug treatment requires directed applications in all the places where bed bugs hide: behind molding and casework, inside electrical boxes, or inside mattresses, for example. A bug bomb will not reach these areas adequately to kill all the bed bugs in your home. Myth: Bed Bug Sniffing Dogs Always Work Companies that use bed bug sniffing dogs may charge between $500 and $1,000 for their detection service and may claim a success rate of over 90 percent. But the truth is, there hasnt been a lot of testing to see if these claims are true. In 2011, two researchers at Rutgers University did put some bed bug sniffing dogs through their paces in real apartment buildings, and the results were nowhere near as good as advertised. The accuracy of the dogs in detecting bed bugs averaged just 43 percent. Myth: You Can Kill Bugs By Turning Up The Heat Heat treatments do kill bed bugs effectively, but simply turning up your homes thermostat is not a heat treatment. For this method to work, your home must be heated evenly to over 120 degrees Fahrenheit for at least an hour. That includes the voids in exterior walls and the insides of your furniture, and a home heating system cant do that. A professional heat treatment usually involves enclosing your home and using multiple heat sources in throughout the home to raise the temperature. Myth: You Can Kill Bugs By Turing Off Your Heat Temperatures below 32 degrees Fahrenheit can and do kill bed bugs outside if temperatures remain below freezing for a prolonged period of time. But no one would want to live in a freezing house, and moving out for the two to three months that it would take to starve bed bugs of their source of food (you) is equally impractical. Sources:   Bed bugs bite back thanks to evolution, Understanding Evolution, September 2010.Limitations of Home Insect Foggers (Bug Bombs), Michael F. Potter, Extension Entomologist, University of Kentucky College of Agriculture.Bat Bugs, Bed Bugs, and Their Relatives  (PDF), W.S. Cranshaw, M. Camper and F.B. Peairs, Colorado State University Extension.Detection Tools and Techniques, by Dr. Changlu Wang and Richard Cooper, Pest Control Technology, August 2011Bed Bug Myths and Facts, NYC Department of Health and Mental Hygiene.Your Guide to Bed Bugs, Pest Control Technology, August 2004.FAQ List for Bed Bugs, New York State Integrated Pest Management Program, Cornell University.