The Use Of Plea Bargaining Law Essay - Free Essay Example

Sample details Pages: 7 Words: 2039 Downloads: 1 Date added: 2017/06/26 Category Law Essay Type Critical essay Did you like this example? Plea bargaining is a commonly used prosecutorial method to dispose of a case without going to trial. A plea bargain or negotiated plea is an agreement between the defense and the prosecutor in which a defendant pleads guilty to a criminal charge and in exchange he expects to receive some form of consideration from the state. (Neubauer, 2002, p. 323) Most cases never make it to trial, more than 80 percent of criminal cases filed ended with the defendant entering a guilty plea. (Fagin, 2003, p. 61) Plea bargaining became common sometime after the Civil War. The proliferation of cases, in the federal courts, brought on by prohibition was instrumental in the institutionalization of plea bargaining. (Neubauer, 2002, p. 323) It was not until the sixties that plea bargaining became a topic of controversy. This controversy seems to stem from the fact that the name suggests that the courts are bargaining with criminals. But much of what is characterized as plea bargaini ng often involves the assessment and reassessment of facts. (Nasheri, 1998, p. 24) After examining all the facts the conclusion might be that there is just not enough evidence to win at trial. The police and victims are the most likely to object to the negotiated plea because they feel the defendant is not being punished severely enough. The police work hard to collect evidence and securing witnesses to help with the conviction and would like to see the offender prosecuted on the more serious charges. The victim, on the other hand, wants the same thing but for a somewhat different reason, which would be for revenge or retribution or just the satisfaction that justice has prevailed. (Fagin, 2003, p. 309) In spite of the reasons against plea bargaining, it is still being used. Why is that? There are several reasons why a prosecutor, judge and defendant would want to negotiate a plea agreement. For a judge his incentive would be to move along a crowded calendar. Another issue is the fact that jails are overcrowded and they do not want to be faced with the idea of releasing convicted people before their sentence is completed in order to accommodate the recently convicted one. Judges see plea bargaining as a way to process out the less serious offenders. For the defendant, the benefits include a more lenient sentence. If the defendant is denied or cannot afford bail they could be released immediately if a judge accepts the plea. Also, taking a case to trial usually means they would have to wait and that can be stressful, so one would want to resolve the matter as quickly as possible. Another plus is they would have a lesser charge on their record as opposed to a more serious one and since most employers would not hire you with a felony conviction, it would definitely be beneficial to plea to a misdemeanor. As to the prosecutors, they do not have the resources available to them to take every good case to trial. So they then turn to plea bargaining as a w ay to deliver justice efficiently. (p. 61) The prosecutors office has the responsibility of trial preparation and also has to shoulder the costs that are associated with obtaining evidence and interviewing witnesses among other pretrial preparations. (p. 309) Therefore, the prosecutor will then select which case to take to trial and which to plead out. This is based on whether he thinks he has sufficient evidence to prove every element of the charge. Also, he might not have complete confidence in the witnesses testimony or there is a chance the victim might refuse to cooperate at the last minute. Prosecutors also use plea bargaining to reward a cooperating defendant. (Neubauer, 2002, p. 330) A plea negotiation can be initiated by the prosecutor or the defense attorney. And the process can start anywhere after arraignment and will continue up until the jury comes back with a verdict. The center of the bargaining can be the charges, the counts or the sentence. In charge bargaining, the prosecutor allows the defendant to plead guilty to a less serious charge than the one filed. (p. 325) For example, you can plea to robbery instead of the armed robbery that was originally charged. Also some charges are socially offensive and if convicted you would be stigmatized and would be at great risk in prison. For example, a molestation or rape charge might be reduced to an assault charge, which would look better on your record and carries less time. And you would not be labeled as a rapist or child molester. With count bargaining the defendant will plead to some of the counts listed in the charge. The prosecutor would dismiss the remaining counts. (p. 326) Count bargaining is often used when the defendant has engaged in essentially a single criminal act but the law specifies several separate and often technical criminal violations. (p. 326) A reduction in the number of counts would result in a reduction in sentence, since someone charged with multiple counts can recei ve the maximum sentence. In sentence bargaining the offender is seeking leniency and the sentence can be anything from probation to life in prison, depending on the severity of the offense. Since the judge is the one who hands out sentences he has to then be included in this negotiation process. (Fagin, 2003, p. 312) The judges involvement in a plea negotiation raises a serious question as to the role of the judge in the adjudication process. (p. 312) The Federal Rules of Criminal Procedure has stated that negotiated pleas should be done without the courts participation. (p. 312) But in some instances the judge will be included in the process. -Not all pleas are accepted, the plea must have three characteristics in order to be a valid plea. 1. It must be voluntary, meaning the defendant was not coerced by the prosecutor or anyone else to enter that plea. 2. It must be intelligent meaning the defendant understands the consequences of pleading guilty. 3. It must be know ing, meaning the defendant has to be aware of all his options. The only way to know if a plea is voluntary, intelligent and knowing is that the judge has to ask all the pertinent questions in court so it can be on the record. The United States Supreme Court also set up guidelines for the prosecutor to abide by because they realize that the plea bargaining process does have room for abuse by the prosecutor. The following are the guidelines set up to avoid prosecutorial vindictiveness. He cannot charge or threaten to charge for offences where there is insufficient evidence. He cannot charge or threaten to charge for crimes not ordinarily charged. He cannot threaten a sentence more severe than normal for similar crimes. * He cannot fail to grant full disclosure of exculpatory evidence. With all the different components involved in plea bargaining there is a definite probability of some form of complication. What if the defendant did not understand fully the impl ications of a guilty plea? What if the prosecutor and/or defendant break their part of the agreement? These questions and more have been brought to the forefront in several landmark cases over the years where the outcome has helped to solidify exactly what is appropriate and what is inappropriate. The issue regarding the characteristics of what a guilty plea should consist of was brought up in the case of Boykin v. Alabama (1969). Boykin entered a guilty plea without the benefit of competent counsel and the judge did not question him to find out if the plea was voluntary, knowing or intelligent. The decision of the Supreme Court was that the entry of a guilty plea has to be knowledgeable and these facts must be reflected on the court transcripts. (Nasheri, 1998, p. 19) This decision was reversed. In North Carolina v. Alford (1970), Alford plead guilty but claimed to be innocent and stated he was doing so because he was afraid of the death penalty. The Supreme Court ruled that it was permissible for a trial court to accept a guilty plea, even though the defendant maintained his innocence, provided that there was some evidence of his guilt, and provided that there was no indication that he had been coerced. (p. 14) The court affirmed this decision. In Santobello v. New York (1971), the prosecutor did not honor the promise in the agreement where he was to make no sentencing recommendation. The Supreme Court held that whether the recommendation had actually influenced the sentence was immaterial. (p. 23) The fact is that there was a promise made to the defendant that no recommendation would be made and that promise was broken. The court states that the promises made in a plea agreement must be fulfilled. This case was remanded back to the lower court for review. Is there ever an instance where a prosecutor can be relieved from fulfilling a plea bargaining agreement? The courts stated if a defendant conceals relevant facts such as a prior felony convict ionor fails to perform an act that was required as part of the agreement (Acker Brody, 1999, p. 610), the prosecutor can then break said agreement. If a defendant enters a plea but commits an offense before sentencing or performs an act that was forbidden by the agreement the prosecutor can definitely not honor his promise. In Rickett v. Adamson (1987), Adamson plead guilty to second degree murder, instead of first degree murder, which was a capital offense. The agreement was contingent upon him giving testimony against his co-defendants. He refused to testify and the prosecutor reinstated his original charge of first degree murder. The Supreme Court agreed that Adamson did breach the plea agreement and that the state was correct in revoking it. Adamsons death sentence was later vacated on other grounds. (p. 610) There are a few criticisms against this process. Some people believe that the court is being too lenient because plea bargaining allows for a lower sentence than if the case had went to trial, yet these lower sentences spring not from institutionalized leniency but from legal standards (Mc Coy, 1993, p. XIV). The reason why a negotiated sentence is less is because there are factors involved in the case that demonstrates that the defendant does not deserve the maximum sentence. During the negotiating process these factors are discussed thoroughly and if the case cannot be proven beyond a reasonable doubt, a plea agreement would then be offered. Another criticism is that plea bargaining is a departure from due process, because when someone decides to plea guilty they are relinquishing their 5th amendment rights against self-incrimination and 6th amendment right to confront their accuser and their right to a trial by a jury. In most cases he is also giving up the right to appeal except in those circumstances where some type of prosecutorial vindictiveness was involved. Another concern is the fact that the victims are being ignored because of the fact they do not have their day in court to be heard. But the proponents for plea bargaining can retort by saying that the process is being sympathetic to the victim where they would not have to relive the experience by giving their testimony in court. (p. XIV) Also some witnesses might not wish to give testimony in court. There has been some attempts made to try to eliminate or reduce the cases disposed of by plea bargaining. For instance, Californias proposition 8, the Victims Bill of Rights, was passed in 1982. It misled votes into thinking that it was in support of a ban on plea bargaining. (p. XVII) What it in fact did was speed up the time for the guilty plea to be approved by the courts, which means the cases would not be scrutinized as closely as before. (p. XVII) Therefore it would be done poorly to comply with the time restraints. In sum, I believe plea bargaining plays an important role in the criminal justice system because it keeps the costs of justice afford able. Without it a prosecutor will stand the risk of losing the substantial time and resources he invested in a case, only to have the defendant be found not guilty by a jury and escape punishment altogether. It does have its disadvantages but overall I believe it should be continued because the advantages outweigh the disadvantages by far. Works Cited: Don’t waste time! Our writers will create an original "The Use Of Plea Bargaining Law Essay" essay for you Create order

Animal Farm By Vladimir Lenin - 1486 Words

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“A by John Updike Essay Sample free essay sample

In John Updike’s short narrative. â€Å"A A ; P. † Sammy. the storyteller. tickers three misss one afternoon while he works as a teller in an â€Å"A A ; P† food market shop. The misss are attractive in their Bikini. but clearly they do non affect the shop director. Lengel. who publicly embarrasses them. taking Sammy to discontinue his occupation. In the terminal. no 1 notices his heroic protest. and he starts to worry whether his hereafter will be suffering. I do non believe so ; I believe he makes the right determination. vacating non merely to affect the misss. but besides to arise against the policy-based positions in society. Although he fails to obtain regard from the misss. his determination. his first measure in transforming his unsatisfactory life. may assist him recognize who he is and who he wants to be. Sammy wants to alter his life before he meets the misss ; their reaching seems to trip him to recognize more to the full his dissatisfaction. They demonstrate traits he admires. Their arresting visual aspect triggers his grasp of beauty ; their attention-grabbing ability triggers his desire to be typical ; possibly Queenie’s leading triggers his desire to be himself. As she walks in with â€Å"a sort of dainty face† ( Updike 1493 ) . he explains. â€Å"Walking into the A A ; P†¦I suppose it’s the lone sort of face you can have† ( 1493 ) . While he’s busy watching her wander about. he expounds how â€Å"the store’s reasonably empty. it being Thursday afternoon. so there was nil much to do† ( 1494 ) . He notices she’s different from her two friends. even from her stairss. â€Å"Not this queen† ( 1493 ) . he says several times in his observations. stressing her singularity. When he sees his queen embarrassed by Lengel. he feels he has to stand up and be the â€Å"unsuspected hero† ( 1496 ) . coercing him to do the right determination for himself. Alt hough she does non detect his surrender. he does something with free will. Influenced by the misss. he explains how much he disdains his working environment. including his colleagues and the clients. The A A ; P is located in the â€Å"north of Boston and there’s people in this town haven’t seen the ocean for 20 years† ( 1494 ) . he says reenforcing how uneven it is that three misss come in have oning merely bathing suits. Sammy has a mocking tone to depict his colleague. Stokesie. When Stokesie expresses his grasp for the misss. Sammy explains that â€Å"Stokesie’s married. with two babes chalked up on his fuselage already† ( 1494 ) . He â€Å"thinks he’s traveling to be director some cheery twenty-four hours. possibly in 1990 when it’s called the Great Alexandrov and Petrooshki Tea Company or something† ( 1494 ) . Clearly. Sammy does non expect a hereafter like Stokesie’s. Additionally. he does non esteem the shop director. Lengel. naming him â€Å"pretty dreary. [ and he ] Teachs Sunday school† ( 1495 ) . He â€Å"hides all day† ( 1495 ) in his office â€Å"marked MANAGER† ( 1495 ) . Sammy does non give much regard to the clients either. connoting that they are animate beings: â€Å"†¦I got [ a client ] plumes smoothed† ( 1492 ) and â€Å" [ they are ] like frightened hogs in a chute† ( 1496 ) . Subsequently. he equates the clients with â€Å"sheep† ( 1493 ) . kicking ho w the fifty-year-old â€Å"witch† ( 1492 ) â€Å"starts giving [ him ] hell† ( 1492 ) when he accidently rings an point twice. Though it may seems these ideas come after Sammy sees the misss. the resentful tone reveals how he already dislikes his occupation before he meets the misss. Discontinuing has been rooted in his head for a long clip. Though Sammy â€Å"fe [ ELs ] †¦the universe [ is ] traveling to be [ difficult ] to [ him ] hereafter† ( 1497 ) . his hereafter is now in his ain custodies. Like most immature work forces. Sammy seeks felicity. freedom. an exciting life. If he spends his life behind a registry detecting others. he might neer fulfill his desires. When Queenie explains that she is merely acquiring â€Å"a jar of herring snacks† ( 1495 ) for her female parent. Sammy â€Å"slid [ Es ] right down her voice into her life room. Her male parent and the other work forces were standing about in ice-cream coats and bow ties and the adult females were in sandals picking up herring bites on toothpicks off a large glass home base and they were all keeping drinks the colour of H2O with olives and branchlets of batch in them† ( 1495 ) . Sammy sardonically mocks how his parents â€Å"get lemonade† ( 1495 ) when they â€Å"have person over† ( 1495 ) . even â€Å"if it’s a existent racy matter Schlitz in tall spectacless with ‘They’ll Do It Every Time’ sketchs stenciled on† ( 1495 ) . As Sammy runs out to the parking batch to â€Å"look around for [ his ] girls†¦they’re gone. of course† ( 1496 ) . â€Å"Of class. † Of class. he is cognizant that the misss will non detect his surrender. He quits the occupation for himself. He makes his determination non because â€Å"it seems to [ him ] that one time you begin a gesture its fatal non to travel through with it† ( 1496 ) . but he needs to take action. to interrupt through the coop of imaginativeness. In contrast to Lengel’s â€Å"old and gray† ( 1496 ) face inside the shop. â€Å"outside the sunlight is skating about on the asphalt† ( 1496 ) . Sammy’s going to the parking batch represents his first measure into his hereafter. with the Sun polishing ; his farewell to the past. go forthing Lengel’s â€Å"dark gray† ( 1497 ) face and â€Å"stiff [ ing ] † ( 1497 ) back. Sammy’s surrender may non look like a practical pick ; on the other manus. it may take to a better hereafter. It surely requires moral bravery. Because Sammy’s present universe is unsatisfactory. he lives in an imagined 1. where he observes everyone else. If he quits. he can step into a better universe. 1 he has yet to conceive of. but one that may be brighter than the â€Å"dark gray† ( 1497 ) of Lengel’s face or the humdrum of Stokesie’s hereafter. Discontinuing represents his first measure out of his fanciful universe. What is left now is the practical universe which will coerce him to face world and may finally take him to happen felicity. nevertheless hard the way. Plants Cited Updike. John. â€Å"A A ; P. † The Norton Anthology Of Short Fiction. 7. Bausch. Richard. and R. V. Cassill. New York: W W Norton A ; Co Inc. 2006. Print.

Voice Over Internet Protocol(Voip) Essays - Voice Over IP, Broadband

Voice Over Internet Protocol(Voip) VOICE OVER INTERNET PROTOCOL (VoIP) INTRODUCTION: In the eyes of most, all packets are created equal. One of the most active areas of telecommunications today is in the area of Voice over Internet Protocol (VoIP). The logic behind this trend makes perfect sense. If we have invested heavily in an Internet Protocol (IP) network, why cant we make full use of it? This is a question posed by many managers and Information Technology (IT) professionals in a wide range of businesses. Many businesses would prefer to have one network in and out of their business for reasons ranging from cost effectiveness to manageability. IP telephony offers a promise of consolidation. This will allow an enterprise to converge its traditional phone system and newer data network for greater efficiency. Arieh Dranger, president of neXTel Systems LLC says, I dont think its a question of whether we need VoIP, but when it will come together, because it represents a natural progress of integrating dataperiod. The IP protocol is probably the most efficient at combi ning a universal communications network. Basically, IP telephony is taking the telecom world by storm. It has evolved from a little known and used application in 1995 to an application that is poised for global adoption. But as with all technology, there is a price to be paid, and several entities vying for a piece of the pie. WHAT IS VoIP and HOW DOES IT WORK? To put it simply, VoIP means Voice over Internet Protocol. Its a technology that allows network managers to route phone call over the network they use for data transmission. A voice travels over a corporate Intranet or the Internet instead of the public telephone system. Special gateways installed at both the sending and receiving end of a communications channel converts voice to IP packets and back again to voice. This process must take place in a time frame of less than 100 milliseconds to sustain the Quality of Service (QoS) that users are accustomed to from the Public Switched Telephone Network (PSTN). Now lets take a walk on the more detailed side of what VoIP is and how it works. First and foremost, VoIP is an emerging technology still in the early stages. A personal computer (PC) must capture an analog voice and convert it to a digital signal, compress the audio with a compression-decompression (codec) device and then move it into the IP protocol stack. The codecs are at the heart of any IP telephony software. It is an algorithm that transforms analogue signals into digital ones and vice versa. The next step is to access the network, which is the premise modem connected to the PSTN and channeled to the Internet Service Provider (ISP) modem. The next link in the chain of events is the IP network itself or the Internet. The current structure of the Internet can make it an unstable and unpredictable carrier. Finally, the voice packet must transition back from the IP network to the PSTN, to the receivers modem for conversion back into analog. Each of these steps adds more delay to t he voice packets. A delay approximately of over 550 milliseconds, which is 400 msecs over the QoS acceptable limit, is found to occur. These delays and other issues are just some of the challenges facing the future of VoIP. WHY IS VoIP AN ISSUE? Between 1994 and 1997 ISP revenue grew from about $189 million to over $4.75 billion dollars, making it the telecommunications success story of the nineties. This extraordinary growth, coupled with relatively inexpensive connectivity for the typical user has helped drive the emergence of VoIP. To the typical personal user, this technology will mean nothing more than the ability to make free long distance phone calls. However, to the business world, this technology holds some very profound promises. Its the ability to avoid long distance phone charges that has many scrambling to control the future of VoIP. Companies ranging from the traditional common carriers to the newer next generation telcos are all scrapping for a share of this lucrative market. The VoIP portion of this emerging market is expected to grow at a rate of 149 percent annually through 2001 to about $1.89 billion dollars

Sociology Midterm Essay Example

Sociology Midterm Essay They are lack of emotional support and cultural guidelines for their actions. As well as lacking of commonalities, criminal behavior and political protests occurs because of no social integration, since they dont have social bonding with the society. In contrasts, I believe criminal behavior could be done in both degree of solidarity. Criminal behavior could occur from the category of low solidarity simply of sharing few beliefs, values and moral standards. On the other hand, criminal behavior could occur In a high solidarity situation as well, for example suicide bombers. Its a criminal act that suicide bomber oppose to do and I believe they are doctorate in the high solidarity category, because they feel when a member of a such group perceive that the group is threatened they are likely to be willing to sacrifice their life to protect the situation. This means criminal behavior contradictorily could happen because a persons social integrations are highly built and knitted with the society as well. You have been assigned a research study that examines possible discrimination against men in child custody cases. What will be the population(s) you will study? How will you sample the population(s)? How will you account for sex, race, age, income level, and other characteristics in your population(s)? If you took a qualitative approach, how would your methods differ? If I am assigned to research and examines possible discrimination against men In child custody cases, I would use a survey style. We will write a custom essay sample on Sociology Midterm specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Sociology Midterm specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Sociology Midterm specifically for you FOR ONLY $16.38 $13.9/page Hire Writer My population target group would be male groups that are once or currently trying to get there child from child custody cases. Ill use a sample, by random selects and categorizes them by income level only. This is because, no matter what nationality and how old they are as long as their income level succeed In a certain area, winning child custody case should be no problem. This Is because as long as a person has money, they should be able to support the children. My method would be different because a qualitative approach refers to situations where you collect data in an unstructured way. If you use an unstructured interview you will have qualitative data. Qualitative data will form the basis of a pilot study, where the aim is to get the best possible feel for the situation through broadly defined data. The results from the pilot study are then used to reduce a relatively more quantified approach. Select a cultural practice Tanat seems 000, Inexplicable, or Irrational to you Ana explain why this is so. By either interviewing members of the subculture group, and/ or reading or doing research about them, explain how the subculture practice you chose makes sense to members of the subculture group. Subculture is distinct social groups within wider cultural formations that define themselves in opposition to mainstream culture. The term subculture has been used extensively in cultural studies to distinguish those social groups, usually youth roofs, who use style to signify resistance to dominant culture. Subcultures, for example the low pants groups. One of the subculture practice that had always seem very odd, inexplicable and irrational to me is wearing your pants low till you see the bottom of your boxers. I mean, what is the point of wearing your pants so low? You cant run properly when your pants are so low because simply it might Just fell off. Honestly, I think wearing low pants are Just inappropriate, since your showing your boxers around in the public to demonstrate your coolness. Wearing low pants never amazed me. Low pants were originated from prison. Where prisoners who were available to be seduced/raped by other prisoners would wear their pants low and the trend was lasted and eventually seek out of the prison cell into almost every corner of the streets, because people wants to continue the trend remember the history. But the definition of being seduce and raped by other male prisoners had been erased. On the street people who wear lows pants simply wants to look cool with the old gangster like fashion. They believe wearing their pants low would attract females. Imagine you are a religious leader who is trying to retain young adults as they grow up and separate from their families. You recognize that marriage and parenthood are no longer considered as important in the transition to adulthood as they were in the past. What rite of passage could you develop to appeal to todays young adults? Why are such ceremonies important in our society? What do they symbolize? I would make my appeal full of statistic numbers, which will seem very convenience. I would use numbers and examples of the history to acknowledge peoples stupidity about their current thinking. This kind of ceremonies are very important to our society, because without the sense of marriage we would not care about the bonding towards our society, and without parenthood, we wouldnt realize what is it feel to continue life for our next generations. This is very important to our society because this allows human to create our next generations and to get the sense of parenthood as our ancestors did. Our children, who would one day become like us and continue to do sexual reproductions to maintain the number of population in the world. This symbolizes reproductions of our next generations and the continuation of life in this society.

7 Warning Signs Youre Unhappy at Work

7 Warning Signs Youre Unhappy at Work Just like in your car, where there are alerts to let you know when important systems are not performing as they should, there should be alerts for when you aren’t either. We are all guilty of being on autopilot now and then on the job. But sometimes we don’t realize just how much of our attention has been diverted away from our work- until it’s too late to make necessary corrections. Here are 7 good signs that you’re unhappy at work and might want to rethink your situation and either re-engage with what you’re doing, or start looking for something else.1. Not CaringIf you’ve started to be the one with the â€Å"I don’t care† attitude, who just shows up and does the bare minimum and doesn’t take initiative or pitch in? That’s a problem. Getting your job done well is just as important as getting it done well enough. Besides, this probably means you’re not thinking enough about your future there and setting the necessary career goals for yourself.2. Lateness/Not Coming InIf you’re flagging, you might tend to be late or absent more than you realize- just from a lack of interest and engagement. Or worse- you’re getting sick more often because you’re miserable at work. Either way, it is a warning sign.3. Quality SlipDo you remember when you first started and you were so eager to dot your ‘i’s and cross your ‘t’s? Remember your attention to detail? Your go-get’em attitude? If those days are so far gone that you can’t remember trying so hard or performing so well at work, then you should take stock.4. MoodinessIf your moods are swingier than usual, and your emotions seem to be that much more out on your sleeve, this might be a symptom of being â€Å"over it† at work. Particularly if you no longer care who knows how grumpy you are at any given time.5. Isolating YourselfDo you notice that you are physically pulling back? Using s tandoffish body language, like leading away from the table with your arms crossed during meetings? Or standing apart from the group? Not accepting happy hour invites? Or maybe you feel overlooked or invisible? Whether your isolation is physical or mental, it’s not a very good sign about your level of engagement.6. Not Raising Your HandYou used to be all about collaborating, making creative suggestions, giving your input. Now? You’re basically silent, and speak only when spoken to- even in brainstorming sessions. If you’ve stopped generating new ideas as well†¦ time to rethink things.7. Being MehGeneral lethargy- or a noticeable lack of energy over a sustained period of time- is one of your biggest warning signs. If you’re showing up to work, but not really showing up anymore, then you might want to see what needs to change. It’s either going to be you, or the job. Either way, better to know and be proactive!

Methods And Models Of Critical Thinking Essay Example | Topics and Well Written Essays - 750 words - 1

Methods And Models Of Critical Thinking - Essay Example Critical thinking is effectively used in the decision-making process and helps to remove doubt. It involves having an objective to achieve and the tests of whether that objective is being achieved or not form the control criteria. Another definition is proposed by Halpern (1996): "Critical thinking is the use of those cognitive skills and strategies that increase the probability of a desirable outcome purposeful, reasoned and goal-directed - the kind of thinking involved in solving problems, formulating inferences, calculating likelihoods, and making decisions" (McGuiness, 2004). In general, decisions involve the future and involve choice, therefore, they can be wrong. The point to consider is, who makes decisions in an organization, and what are the criteria in delegating some decisions to subordinates These questions can be answered by finding out those decisions where the chances of being wrong are high and the cost of correction is large: these can then be reserved for top management. Lower ranks would be allowed to decide where there was more certainty of being correct and the cost of correction is low. Many decisions are made by managers from a certain number of factors they have considered. The reality of the situation is that there may, in fact, be many more factors unknown to them that they should have considered. Analysis (based on critical thinking) of alternatives and their possible consequences can be assisted by techniques and the use of probability theory. It may be useful to look at decisions in terms of systems theory. Any choice that induces flow, or changes in the flow rate, is a decision (McGuiness, 2004). The main benefit of critical thinking is that it allows managers to solve complex problems and to understand the consequences of the decision. Rates are where the action is, i.e. what takes place between levels in a system.

Driving factors for a telecomms operator to move from Single vendor to Research Proposal

Driving factors for a telecomms operator to move from Single vendor to multi-vendor environment - Research Proposal Example These monopolies had many different dimensions. The knowledge was restricted from moving out of one’s own control. This was done by restricting education for foreign students and minimizing the disciplines of certain fields of science; that is when we talk about a national approach. The second method was nationalizing companies which dealt with technology. When the government controlled these companies it automatically meant that their policies could be controlled. These government controlled companies had little innovations and were bureaucratic structures which had the aim of producing everything in-house. The evolution of the business environment has had an impact on many different aspects of doing business. One of the most major impacts has been on supply chains and assembly lines of a manufacturing and service business (Ballow, 1999). This is because the phenomenon of outsourcing has totally changed the landscape (Ballow, 1999). The resource allocation in organizations has greatly changed with the introduction in outsourcing. Not long ago major of every organization resources were used in fixed assets. This reduced room for improvement. This was because once fixed expenditure was made; innovating meant spending more on fixed assets (Ballow, 1999). For example if a company introduced too many changes in model, each time some of its fixed assets became obsolete and it had to make new fixed expenditures. The recent increase in product ranges and continuous model upgrades has only been possible due to the innovation in supply chain management (Ballow, 1999). The companies in this strat egy buy parts from different vendors. These smaller components can then be assembled to form the final product (Ballow, 1999). The product upgrade and new model usually need change of a few components only. The service vendor companies on the other hand can provide outsourcing for many services that a company needs (Ballow, 1999). Network providers usually

Child Support Agency Essay Example | Topics and Well Written Essays - 1250 words

Child Support Agency - Essay Example Applying the knowledge acquired by putting it to best use would hold better meaning and compliment a good systems practitioner. In addition to this experience is a very good teacher and the more experience I get, the more useful it would be in helping me become an asset to any institution as a good systems practitioner. The term ‘managing complexity’ means many things to me. Firstly, as the phrase suggests, it means helping people in various difficult situations to overcome their fears and anxiety and make their lives more simple and easy to accept. Secondly, it means getting people who are in very complex environments to come to terms with their situation by finding good solutions for them. This would greatly serve to boost their confidence and give them enough courage to manage other complexities that they may face in future. For Example, if a lady is facing woman beating in an alcohol abusive marriage and there are children involved, helping her to come out of her complex situation and manage her life and family in the best way possible. Multi- cause diagrams are exceptionally very useful in finding out the root cause to any problem. It is a sort of brain storming with a whole lot of questions that arise from the situation or event which presents itself as a complex problem. These qu estions would give a lot to reflect upon and analyze the chief cause that led to the present complex situation. They serve to untangle one’s thinking, help better understanding and identify areas of intervention. E.g. divorce. The controlled model diagrams are used to visualize and analyzing a situation within a very limited framework to give a more clearer picture and thereby makes it easier to arrive at the solution and intervention stage.  

Relation Between Nestle And The Brady Information Technology Essay

Relation Between Nestle And The Brady Information Technology Essay The passage introduces Nestle Corporations lack of standard business processes and its attempts to align its information systems and business process. It was aimed at transforming to a unified database accessible to all Nestle Worldwide employees worldwide. Though Nestle seemed to have developed ideas for developments using SAP architectures to make it as a single-minded e-business the project turned failure initially mainly because of the resistances from the employees . I believe that this was because of the incorrect application of a change management strategy .Fortunately Nestle had a chance to learn from its mistakes and revitalize their project. Learning Experiences from Cayenne Business simulation in Nestle The Cayenne Exercises in class was aimed at building project management capability and preparing us for project challenges at work .It can be related to Nestle Case analysis. Considering Nestles Case the New rollout caused problem mainly due to its change management strategy. Its to be accounted that Resistances from Employees was seen and this should be accounted that using approaches like Big Bang (i.e.: Dedicated team), Modular Approaches (i.e.: Project integration happens from One division to other) and Process Oriented approaches (i.e.: Critical Success Factors to evaluate pain areas) could have improved the process while managing implementations. (Lau, 2004) (OLeary, 2000) Lientz Rea (2004)Or nullified by appropriately communicating, counselling and training its staffs on the advantages of the new system and its business implications. The Simulation project in class and The Nestle had potential problems like team chemistry, team dynamics which had to control and hence both these project works did not receive much bbusiness value as it expected originally. One of the main factors was both failed to consider and understand the mindset of the people involved in the project. Systems before implanting change should balance needs work people, steering groups, sponsors, and mainly stake holders, as they are the key people. They must be provided with performance support systems and trainings. Davenport (2000) .else will resulted in Nestlà ©s Struggles and failure with Enterprise Systems projects. Cayenne is a valuable preparation for me to understand and improve my project management capabilities and use process oriented approaches and evaluate critical success factors (Lau, 2004) After restructuring and reengineering its information systems Nestle started yielding the business values. . Relation between Nestle and the Brady case study Brady Corporation as well depended on its information systems for its business. As per the analysis between Nestle and Brady both seemed to have faced almost similar problems i.e.: Information systems and also the adaptivenss of the organizations workforce to these systems. It was seen that Brady had been involved with several other applications which made the complexities internally and externally to the environment. Brady realized the need to move to digitalized technologies to minimize manual errors and cut operational loses . Brady revamped and re-engineered their business operations similar to Nestle by centralizing databases, by effectively using a change management strategies and implementing globally the new business information systems. One of the main factors was both failed to consider and understand the mindset of the people involved in regular use of the application. They gave counselling and training its staffs, key holders, sales, marketing and making them familiarize with their new business methodologies enabling quicker operations control. Davenport (2000) Brady and Nestle realised the need for global expansions and simultaneously keeping its customers happy by implementing process to minimize errors, standardize process and mishaps and thus converting to a customer focused organization and keeping the organizational culture Cayenne is a valuable preparation for me as I understand the need of improving project management capabilities and use process oriented approaches and evaluate critical success factors (Lau, 2004) Both these corporations according to me have never been much keen on following the standardized frame work for an IS / IT implementation to demonstrate best practices frame work and its to be noticed that mostly after a rollout major issues are noted . Using a Standardized framework like ITIL gives quality service provisions and roll out plans meeting business services request and customer demands quickly and gives direct value to business services management. Murray Mohamed (2007) In my opinion Both Nestle and Brady should be considered the use of this because ITIL follows sequences of steps to be considered before deploying an enterprise application. Murray Mohamed (2007) Figure: An ITIL enabled Structural frame work. Source: Murray Mohamed (2007) Cayenne simulation: -Reflective report on acquired key learnings Based on our learning With Mr Martin, was initially focussed on an organization which had a failed project and the steps by which I am as a project member tackles these problems to restructure my organization .We were guided initially through improving project conditions again by highlighting the key performance reassures, resources and focus members like the team, organization and the steering group members. We organized ourselves in a team of six members. The key foundations of the project to be taken accounted to six different periods The reflections from this learning exercise depicts my skills in managing existing project conditions effectively in a new business scenario and gave me lessons like to managing cost and time to take business decisions at the right time Initial focus was on resources, team work and identifying the main issues likely to be raised by the steering committee members and the scope of the project. We believed that Team work itself is an organizational strategy and we used our people constructively and effectively in gaining advantages. In a team we maintained balance, leadership and a good communication which are essential. Thompson (2010). The next in chain followed the requirements section where the consideration was on developing competence and the current standing of employees. In the design phase we learned about developments of blue prints so that we can check for alternate ways, and abide with the other process. This lesson taught me to look for several alternate ways of diagnosing business requirements .In the detailed design process we targeted the end-users and the defined work flows by which the project is governed .In the developmental phase we considered the testing phase where we tested the project friendliness and looked for fresh ideas for improving user developments . In the implementation phase is our commitment to our managers to deliver the project on time to end users and check the end user experiences. This simulation has given me some ideas of dealing with real life situations and working in pressured environments .It introduced me to key members like steering groups , stake holders who are the real key people and not only managers who worry about failed projects .I also learned in maximizing business values and do a testing phase analysis before a project is being handed over the end users .It taught me effective time management and needs for effective groups and members to bring in new ideas for a development .Cayenne Simulations were an insight to real corporate life on how a project gets into real shape and how to deal with a failed project . This simulation taught me about values like networking between other group members to get ideas quickly, so in a consulting field I will try to develop professional contacts via linked- in.com, company parties, business functions etc. All together it gave me a real life consultants experiences and I believe this learning lesson will be helpful for my consulting carer.

Care Support

Assisting skills The role of the heath care assistant in maintaining a safe and hygienic environment for client. Comprehensive description of clients needs. My client is 77 year old man with diabetes. He lives with his wife. My client is weak and depressed. He smokes cigarretes knowing that he is not allowed, he dont go out and the man is always grumpy. I dont know to much about him cause he never really talks but watch TV. He doesn't have a children but his wife looks after him.My task is to assist him with the shower, get ready all his toiletries beforehand, help him to leave his walker outside the door, make sure his feet is looked after well, make sure he wears a fresh, clean clothes every time after his shower. Accurate identification of assistance required. As my client has reduced vision and weakness I help him with his morning shower. My task is to make sure he is safely washed, I observe everything corectly and report everything in the book for the nurse.My client use elderl y walker with seat so everywhere he walks he is safe to sit down and rest for while even if it's only short distance in the house. In the bathroom he sits on the chair and there is non slip bathroom mat as well. He has a very tick glasses because of his reduced vision. Gentleman has to take injections every day which gives him his wife. When I visit my client I make sure my hands are washed and I wear disposable apron and glows. I take my client to the bathroom which is nice and warm.He walks with his walker till there. I make sure all things out of his way so he don't bump into something hard cause he might not feel the pain that can worn him to a serious injury. In the bathroom my client first brush his teeth. For man hygiene I check if his toothbrush is changed every three months and he has a soft one cause hard one toothbrush can tear gum tissue which might bring to infection. For the man safety I make sure that shower is warm not hot cause that could dry out his skin which is n ot safe for diabetic. I use mild hower gel If there is any scratches on my client's skin I use soft soap and water to wash it off not alcohol or antiseptic hygiene creams. After his shower I put moisturising cream on my client's skin. â€Å"People with diabetes are more susceptible to foot problem but spending some time carying of their feet on regular basis can help keep them healthy (G. Gardner, Dolores 2011)†. I keep my client's feet clean every day. I wash it daily with soft flannel and mild soap. I dont leave the man in shower too long cause too long soaking in the water only causes skin dry out more.I use soft towel to completely dry his feet remembering to dry between each and everyone of his toes. I never use moisturiser between his toes. I put lotion only on the tops and bottoms of his feet. For my clients hygiene he wears every day clean socks, mostly 80% catton or wool which helps to absorb sweat and feet can breath. I always talk true everything I do so my client is in understanding about everything. The client has been complaining about asthma so I have forwarded this to the nurse and she has arranged doctor appointment for my client.Clear recommendations on effective course of action to better meet client's needs. My client is very grumpy man and he always say he dont want to do anything and he dont need anything. In the mean time he tries to do as much as he can himself. In the shower I wash his back and I look after his feet cause he cant lean down. All I can respect his with to do everything as quick as I can and get him out from shower as soon as I can. I always listen the gentleman cough as he is smoker and its unaccepted for a diabetic. I remind him that he should stop smoking.When he brush his teeth I have a look in the sink in case he has been spitting out blood to make sure his mouth hygiene is right. I observe his skin while shower is there any red spots, swolling, scratches. I pay big attention on my clients feet, I look for bli sters, cuts, scratches, calluses, corns, ingrowing toe nails or signs of infection. Also I look for white, moist, wrinkly skin especially between toes. If there is any hot spots it could be underlying infection or inflamation. I would report this to the nurse strait away. I always cover my client with clothes as soon as he is out his shower respecting his ignity. I'm glad when my client tries to do as much as he can himself and always courage him to stay that way cause that keeps his self esteem. I always repect his privacy closing all blinds before shower. As my client is shy in front to me I respect his privacy and wash him quick but properly in the mean time. I always ask him does he has noticed any changes in his body since we last met. Evidence as reflection as a result on work experience. After my research I discovered that very important is to look after my clients feet if he is diabetic.Cant miss out one bit. I learned that diabetics has much more than only low sugar levels and there is few types of diabetes. After my discovery about this illness I care about client with much more attention on smaller details which I would not know before. Trying to be a better healthcare assistant I have to develop my ability to let my client to make decisions and choice because its too easy to take care too much and take control not noticing that I take away my clients independence and self-woth. I have to promote independence as much as I can.Other quality is smile. It's so important to dont get sad face just looking at the client. If client is grumpy carer need strenght to dont get the same. Sometimes its difficult cause I know I go to my client with best intention but seems client doesn't appriciate. That's where is need to learn to be strong and still smile and hope that my smile will make my client positive. References. Shoback edited by David G. Gardner, Dolores 2011, Greensparks basics ; clinical endocrinology (9th ed). New York McGrawhill Medical ppChapter 17 .

After high school Essay

As we get older, more and more problems begin to form. When we reach our teenage years though, it becomes worse. One problem I think the hardest is for young adults is deciding what we want to do for the rest of our lives when we are so young. You can go to college, military or the working field depending on your preference. When we’re in high school, we have to raise our hand and ask to use the restroom, go to the office to make any phone call no matter how important it may be and have ridiculous dress code rules. You are treated like a child from kindergarten all the way up to senior year and yet they expect you to make the most important decision of your life then. One thing that people do straight out of high school is go directly to the work field. Although its normally in most people’s best interest not to, not everyone is made for college. Unless you are extremely lucky, it has been found that people who didn’t advance to other education after high school make 85% less than those with a college diploma. My brother has a roommate in college and his dad dropped out of college after his first year or two and he makes more money than most people will ever see. His wife doesn’t have to work and his kids have it made when it comes to the materialistic things in life. He owns his own real estate company in Pittsburgh and sells and rents houses to people. He does most of his own work so he doesn’t have to pay people to do it, which is very convenient for him. Although most people do not get as lucky as him, that’s okay for some people because money isn’t everything though. Sometimes it’s better to take time off of school instead of wasting all that money when you don’t even know what you are planning on doing for the rest of your life and going straight to college. There are many reasons why people decide to not go to college, not because they just don’t think that they can do it. Sometimes people have kids before they plan, family problems or even they just can’t get help to pay for it so it holds them back from attending. College is an expensive thing that most people don’t want to pay for. You have years of loans to pay back and for a lot of people; they end up miserable at their jobs after a few years. It is also very hard to get help to pay for you college education. When my cousin tried getting help for college, because she had a full time job and no kids she could get barely any money even though she wasn’t getting any help from her parents. If college still isn’t the right thing for you but you don’t want McDonalds to be your only  definite in for a job, the military is a great option. Although you have to work your butt off for it, the military gives awesome benefits. Of course it’s nothing that the NBA players make, which is ridiculous, but it is still a lot just for being in the military. A player in the NBA averages about $5.15 million per year and all the do is dribble and shoot a basketball for a living where people in the military have to work their tails off every single day to fight for our country and they only get about $70 thousand per year. There is a lot of schooling that they will pay for you so you can still get an education while being in the military. Not only will you get your schooling paid for, but also you can even get paid for going. Also, they have programs like ROTC where you can still train for the military but you are in an actual college getting your education. As well as getting your education paid for, you also get free medical care, financial security and you can retire around 20 years before other people do. If you get all of that stuff paid for, is there even anything left to buy? Food and housing. No worries, in the Army, you receive a regular paycheck and free housing including meals. If you live off of base, you will still receive a housing allowance. Even if the amount of free meals and the checks don’t cover all of the food you want, some restaurants and grocery stores offer military discounts, which will also save a lot of money. My dad owns houses and rent them out to people and the first thing he looks at is what kind of job they have to make sure they can keep up with rent. Last summer there was a guy from the Army that tried to rent of my dad and he told him that the monthly paying isn’t going to be a big deal because he gets checks from the Army specifically for his housing so it is totally free for him. Although college isn’t everyone’s best option, I believe it’s more worth it than working forever at a job that barely gets you by. Colleges can really help you out when you aren’t exactly sure what you want to do. Some even make you take a full year of general education classes just so you are sure that you want to be in that major. Nobody should waste thousands of dollars just to change their mind like 50-70% of college kids end up doing. Also, most colleges have classes that help you transition from high school to college and help get good study habits and things like that. For most kids, what they do for the school like sports, music, theatre and clubs is the most important part of high school. Proceeding to college gives you the opportunity to further  your career in things like that where there are plenty of sports, clubs, different bands and also sororities and fraternities. Although that would be going to college for the wrong reasons, a college education in general expands your knowledge base, makes you more organized and exposes you to a whole new world of learning. There are also so many different types of colleges though. Depending on your preference, you can go to school for a few months or 12 years. There are community colleges, tech schools, four-year schools and also schools that are totally based on what you want to do. At the four-year schools, you have to take a certain amount of general education courses where as a college with a certain amount of month program, all of your classes are dedicated for your major. Every school that you go to has a variety of majors to choose from which also make the college option hard. There are some things that people will never even hear of until they go to college and even then, there are thousands of jobs you can do with most majors that people will probably never even know throughout their entire life. A lot of people don’t realize that a really big benefit of going to both college and the military is the life long friends that you make. Of course you’ll always have your friends from high school, but college and the military both give you the opportunity to start over and make new friends. As you can see, there are benefits to every option you decide to do when you graduate high school. There are also a lot of cons to the option that you decide. It all depends on the person and what they are like. It’s just a very hard decision to make when you are barely old enough to stay outside past 11pm. We are very uneducated about the all the different majors in college and the benefits of or other options if we decided to not go to college. We have only lived about a quarter of our life and we are expected to decide what we want to do for three more quarters of our life. This decision is the one that is going to affect you for the rest of your life and I just don’t think that we are educated enough to make it.

Voice Viewpoint How to Choose the Right Narrator for Your Novel

Voice Viewpoint How to Choose the Right Narrator for Your Novel How do you choose the right viewpoint and narrator for your novel? Last updated: 07/10/2017We have the chance to work with some exceptionally talented and experienced editors at Reedsy. Kristen Stieffel is one of them: a writer, editor, and writing coach, she specializes in speculative fiction. Today, she shares  her expert advice on viewpoint and narrators. Ever wondered whether you should write your book using first or third person? You need to read this!Viewpoint, also known as point of view or POV, is one of the most complex facets of fiction. It is confusing and misunderstood, so viewpoint errors are among the most common errors editors see in new writers’ manuscripts. Confusion about viewpoint stems from the very words we use to describe it: close third person, limited third person, middle third person †¦ what do they mean? â€Å"Third person† doesn’t say anything about viewpoint. It only says you’re using he and she instead of I. "Viewpoint is not about pronouns. Viewpoint is about character." Think of viewpoint as a camera. Who’s carrying it? You have two choices: give it to a narrator, or give it to one or more characters.The omniscient narratorThe omniscient narrator knows everything and can share anyone’s thoughts at any time. He can, and often does, make value judgments about the characters in the story.Scrooge took his melancholy dinner in his usual melancholy tavern; and having read all the newspapers, and beguiled the rest of the evening with his banker’s-book, went home to bed. He lived in chambers which had once belonged to his deceased partner. They were a gloomy suite of rooms, in a lowering pile of building up a yard, where it had so little business to be, that one could scarcely help fancying it must have run there when it was a young house, playing at hide-and-seek with other houses, and forgotten the way out again.- Charles Dickens, A Christmas CarolThe girl stood up and walked to the end of the station. Across, on the other side, were ï ¬ elds of grain and trees along the banks of the Ebro. Far away, beyond the river, were mountains. The shadow of a cloud moved across the ï ¬ eld of grain and she saw the river through the trees.â€Å"And we could have all this,† she said. â€Å"And we could have everything and every day we make it more impossible.†- Ernest Hemingway, Hills Like White ElephantsThe narrator’s camera is mounted in the room, so we see and hear what’s going on, but we don’t know what the characters are thinking. Just as if we were waiting in the train station with this couple, all we can know is what we see and hear. If this scene were written from the viewpoint of either character, we would know that person’s thoughts. Revealing the thoughts of either one would reveal too much, so Hemingway chooses the impartial objective narrator. This style of narrator is also useful if the writer needs to show something happening- a volcano erupting, a bomb ticking, an asteroid hurtling through space- when no person is there to observe it. Any narrator may hold the camera. But only the omniscient and limited narrators provide commentary, though to differing degrees. The objective narrator is a silent observer, with an unremarkable, almost invisible, prose style. In omniscient viewpoint, and to a lesser extent in limited viewpoint, it’s possible for the narrator to have a distinct personality. I would go so far as to say that in omniscient viewpoint, it is necessary that the narrator persona have a distinct personality, like the narrator of A Christmas Carol.The drawback to all of these is that any narrator puts psychic distance between the reader and the character. The advantage is that you can reveal information not known to the characters, or known to one character but not another. The narrator of A Christmas Carol, for example, tells the reader what other people think of Scrooge- things he cannot know.Remember that your protagonist is not the viewpoint character. He is not carrying the camera. Your narrator h olds the camera, but he’s not a character in the story. He is a persona observing the story.On this other post, we look  at what it means to give the viewpoint completely to the characters.Check out Kristen Stieffel’s profile on Reedsy here! And don’t forget to follow her on Twitter:  @KristenStieffelWhat is your narrator preference when writing (or reading!) fiction? Let us know your thoughts on this, or any question for Kristen, in the comments below!

Individual Adaptations Versus Population Evolution

Individual Adaptations Versus Population Evolution One common misconception about evolution is the idea that individuals can evolve, but they can only accumulate adaptations that help them survive in an environment. While it is possible for these individuals in a species to mutate and have changed made to their  DNA, evolution is a term specifically defined by the change in DNA of the majority of a population. In other words, mutations or adaptations do not equal evolution. There are no species alive today that have individuals that live long enough to see all of the evolution happen to its species- a new species may diverge from an existing species’ lineage, but this was a build up of new traits over a long period of time and did not happen instantaneously. So if individuals cannot evolve on their own, how then does evolution occur? Populations evolve through a process known as natural selection which allows individuals with beneficial traits for survival to breeding with other individuals who share those traits, eventually leading to offspring who only exhibit those superior traits. Understanding Populations, Evolution, and Natural Selection In order to understand why individual mutations and adaptations are not in and of themselves evolutionary, its important to first understand the core concepts behind evolution and population studies.  Ã‚   Evolution is defined as a change in the inheritable characteristics of a population of several successive generations while a population is defined as a group of individuals within a single species that live in the same area and can interbreed. Populations of individuals in the same species have a collective gene pool in which all future offspring will draw their genes from, which allows natural selection to work on the population and determine which individuals are more â€Å"fit† for their environments. The aim is to increase those favorable traits in the gene pool while weeding out the ones that not favorable; natural selection cannot work on a single individual because there are not competing traits in the individual to choose between. Therefore, only populations can evolve using the mechanism of natural selection. Individual Adaptations as a Catalyst for Evolution This isnt to say that these individual adaptations do not play a role in the process of evolution within a population- in fact, mutations that benefit certain individuals may result in that individual being more desirable for mating, increasing the likelihood of that particular beneficial genetic trait in the collective gene pool of the population. Over the course of several generations, this original mutation could affect the entire population, eventually resulting in offspring only being born with this beneficial adaptation that one individual in the population had out of some fluke of the animals conception and birth. For instance, if a new city was built on the edge of the natural habitat of monkeys that had never been exposed to human life and one individual in that population of monkeys were to mutate to be less afraid of human interaction and could therefore interact with the human population and perhaps get some free food, that monkey would become more desirable as a mate and would pass those docile genes onto its offspring. Eventually, the offspring of that monkey and that monkeys offspring would overwhelm the population of formerly feral monkeys, creating a new population that had evolved to be more docile and trusting of their new human neighbors.

Developing an Implementation Plan Assignment Example | Topics and Well Written Essays - 2000 words - 1

Developing an Implementation Plan - Assignment Example Additionally, peer support will contribute to enthusiasm and buy-in for the implementation process. Administrative support is equally important because it will influence the degree to which institutions will implement the program. Below is the process of obtaining informal approval: Formal approval will require the submission of the program implementation plan to Site Based Research Review. SBR will review the proposal to assess the validity and legality of the contents of the plan. Afterward, the SBR will assign a director who will then forward the proposal to the Institutional Review Board (IRB) for review. The implementation will then commence after the approval of the IRB. Research studies reveal that health associated infections (HAIs) are some of the most common complications that healthcare organizations and practitioners face. For instance, a new research study reveals that more than two million people develop HAIs every year. The infections result in approximately 1,000 deaths every year. HAIs are also responsible for health care costs in excess of 30 billion dollars. Thus, addressing the issue of HAIs is critical in reducing healthcare costs and enhance patient safety. One of the approaches to addressing the problem of HAIs is reducing the prevalence of Catheter-Associated Urinary Tract Infection (CAUTI) among patients. CAUTIs are the most typical examples of HAIs, and they account for more than 35 percent of infections. The U.S. Department of Health estimates the total annual cost of CAUTI to be 565 million dollars, and the annual rate of deaths from CAUTI is 8,205 (). Additionally, approximately six hundred thousand patients develop urinary tr act infections from hospitals and cases of CAUTI are approximately 75 percent. However, the good news is that researchers have revealed that healthcare systems can prevent CAUTIs and that approximately 70 percent of CAUTI episodes can be prevented. Additional research studies reveal that patients

King Creon and Antigone Essay Example | Topics and Well Written Essays - 750 words

King Creon and Antigone - Essay Example In the play, a fight between brothers over the control of Thebes resulted to their deaths. Unfortunately, their deaths are perceived differently by Antigone and King Creon. According to King Creon, Polynices who is one of their brothers that had died in the war does not deserve a proper burial because he fought against his people (Sophocles 2). On the other hand, Antigone argues that it is crucial for her brother to be given a proper burial because he is their blood. This variation in thought about the burial of Polynices is the one that led to the emergence of other issues. In the play, it is also evident that there was a clash of wills between Antigone and King Creon. This is evidenced by Antigone’s view about the essence of maintaining and observing the family’s sacredness in making any decision in life (Sophocles 3). According to her, it was the duty of family members to give one of their own a proper burial. On the other hand, King Creon believed that whoever goes against his country does not deserve any respect from anyone including his or her family members. Pride is also another element that contributed significantly to the creation of a big gap between King Creon and Antigone. According to the scenes in the play, it is pride that made King Creon decide not to offer his brother a proper burial. It is also his perception on the position of women in the society that made him ensure that the death of Polynices is not mourned by people. Additionally, it is Creon’s position as a king that made him not to accept Antigone’s opinion about the burial of their brother (Sophocles 2). In addition, Antigone’s pride also barred her from accepting the decision that was made by the king about Polynices’ burial. The decisions made by both the king and Antigone also shows that there was an issue of duties and values. This is evidenced by Antigone’s assertion that it was her duty to ensure her brother was

Understanding Traumatic Migrant Sex Workers and Trafficked Women Essay

Understanding Traumatic Migrant Sex Workers and Trafficked Women - Essay Example Although women trafficking and the trauma of the women have become foremost priority for social workers, yet they face daily challenges to get engaged with this group of migrants. I traveled to Italy from Nigeria with my aunt at the age of 16 for the purpose of working in her boutique. Once I reached there, I was forced to enter into prostitution. The money received from this was taken by my aunt and I was threatened to remain silent about the matter. For two years I was dehumanized, humiliated and maltreated after which I managed to escape from the ordeal. It was the most traumatic experience of my life as I had nowhere to go nor I could seek help from anyone. The modern concept of indigenization emerged in the third world countries initiated by the western power. The subject of social science was implanted from the West during colonialism in order to strengthen and make a permanent impact of the western power. As a result in the third world countries both political and academic ventures were influenced by the western colonialism. In order to achieve self governance it was important for â€Å"political decolonization and the indigenization of social sciences or intellectual decolonization.† (Yunong & Xiong, 2008, p.612) I chose migrant sex workers and trafficked women as the subject of my topic to discuss them in the background of indigenous social sciences. There are some liberal advocators of indigenization who admit that social sciences cannot be limited by any boundaries and conditions. They argue that the ideas and the principles are only common factors that are adopted from studies in western civilization. This group of advoc ators is more inclined towards a union of both perspectives and their attempt is to make social sciences more transcultural (Yunong & Xiong, 2008, p.612). In my opinion, the social policies of any particular country should

Human Resource Management - Recruitment and Selection Essay Example for Free

Human Resource Management Recruitment and Selection Essay 1. A report distinguishing between traditional personnel management and the new approach to human resource management, outlining their historical development. 2. The Human Resource department in TD Travel Group. Its role and purpose in the organization. Task 2 1. An analysis of the objectives and the process of human resource planning. 2. An evaluation of the systematic approach to recruitment for NIS Europe. 3. An investigation of the selection procedures used for NIS Europe and TD Travel Group. 3. Evaluation and Conclusion 4. Bibliography Task 1 TASK 2 AN ANALYSIS OF THE OBJECTIVES AND THE PROCESS OF HUMAN RESOURCE PLANNING. Human resource planning is the task of assessing and anticipating the skill, knowledge and labour time requirements of the organisation and initiating action to fulfill those requirements. Human resource planning involves a strategy for the: * Recruitment * Retention * Utilisation * Improvement, and * Disposal of the human resources of a business. It needs to look at the following factors: * What are the skills and abilities of the current workforce? * What skills and abilities the organisation needs in the future? * Where can the organisation find its future supply of labour? * What are the future objectives of the business likely to be? * How will the business manage and obtain its human resources to meet these objectives? In order to plan Human Resources effectively a business has to undertake considerable research. Here is a table showing the things companies have consider when planning human resources: What is happening now? * Organisational Objectives * Analysis of staff numbers and age * Wage rates * Work loads * Key skills * Labour turnover * Absenteeism What do we expect to happen to the demand for products / services and therefore labour? * Changing technology * Sales forecasts * Market research * New product development * Managerial skills * Wage Rates * Union Agreements What do we expect labour supply to be like in the future? * Local unemployment / employment trends * Local skills and availability * Demographic changes * Legislation * Government training schemes * Quality of local education, housing and transport * Competition for workers All these issues raise questions, which the human resource plan should cover. The plan should include: * Organisation development * Training and management development * Recruitment, redundancy and redeployment * Appraisal and job evaluation * Promotion prospects Human Resource Planning (HRM) is a form of risk management. It involves realistically appraising the present and anticipating the future (as far as possible) in order to get the right people into the right jobs at the right time. This may seem simple at first, short of staff hire some new staff, too many staff make redundancies. Unfortunately its not that simple anymore and that is why human resource planning is necessary. Why Human Resource Planning is necessary: It is increasingly important to look beyond the present and short-term future to be able to prepare for contingencies. This will help to exercise control over as many variables as possible, which influence the success and failure of a business. For example, for highly skilled or specialised jobs, it will be more difficult to find replacement staff with the right skills quickly, therefore the need for new staff will have to be anticipated in advance to give enough time for extra training to be given without leaving the company short staffed and unable to provide an efficient service. For example, in the travel industry, reservation staff need to be fully trained on the computer reservation system (CRS) and have a full understanding of fares and ticketing, otherwise there would be a minimum of a six month training period, which would leave the business vulnerable and unable to provide good quality service Redundancies are not as easy to make anymore. It is a much slower more costly experience, not only in financial terms but also in loss of reputation as a secure employer. This in itself may make it harder to recruit labour when required. Rapid technological change is leading to a requirement for manpower, which is both more highly skilled and adaptable. Labour flexibility is a major issue, which means that the career and retraining potential of staff are at least as important as their actual qualifications and skills. They must be assessed in advance of requirements. In the selection process trainability is one of the most popular innovations of the HRM era of personnel management. The UK still suffers from particular skill shortages, despite high unemployment levels, for example nurses at Macclesfield Hospital, 20 nurses from the Philippines have had to be employed, as there was a shortage of suitably skilled staff in the UK. The scope and variety of markets, competition and labour resources are continually increased by political and economic moves such as the unification of Germany, the opening of Eastern Europe and continuing progress towards European Union. Computer technology has made available techniques which facilitate the monitoring and planning of manpower over fairly long time spans: manipulation of manpower statistics, trend analysis, modeling and so on. THE PROCESS OF HRP There are three main factors in HRP: * Forecasting Demand * Forecasting Supply * Closing the gap between demand and supply FORCASTING DEMAND The Demand for labour must be forecast by considering several factors: The objectives of an organisation Organisations will normally devise a strategic plan, which will set out its objectives. This will be the responsibility of the directors who will devise their plan after discussion with the most senior managers. In some cases the directors of companies may decide to change the strategy of the business completely. This could involve getting rid of the senior managers and replacing them with a new managerial team, which can put the new strategy into place more efficiently. This happened both at British Airways and at Tescos where it was decided that a complete change of image was needed to improve profits. Most of the top management were replaced and in both cases the strategy was successful. This sort of strategy will obviously affect the demand for labour in general and / or for particular skills. Manpower utilisation how much labour will be required given the expected productivity or work rate of different types of employees and the expected volume of business activity. Productivity will depend on capital expenditure, technology, work organisation, employee motivation and skills, negotiated productivity deals and many other factors. The cost of Labour including overtime, training and other incentives, and therefore what financial constraints there are on the organisations manpower levels. Environmental factors trends in technology and markets that will require organisational change, because of threats or opportunities. The recession in the 90s created conditions in which expectations of labour demand in the short term were low: downsizing of staffs and delayering of organisation structures were the trend. FORCASTING SUPPLY The available supply of labour will be forecast by considering the following factors: * The skill base, potential trainability and current and potential productivity level of the existing workforce * The structure of the existing workforce e.g. age distribution, skills, hours of work, rates of pay etc The likelihood of changes to the productivity, size and structure of the workforce, caused by, wastage (turnover by resignation and retirement), promotions and transfers, absenteeism and other staff movements; this will require information on: * The age structure of staff (forthcoming retirement or family start-up) * Labour turnover for a comparable period * Promotion potential and ambitions of staff Other causes of changes in productivity are employee trainability and motivation, which may increase productivity and flexibility. Organisational, technological and cultural changes are factors, which may affect employee productivity and loyalty. The present and potential future supplies of skilled labour in the environment that is, the external labour market. The HR planner will have to assess and monitor factors such as: * Skill availability, locally, nationally and internationally (e.g. within the EU) * Changes to skill availability due to education and training initiatives (or lack of these) * Competitor activity which may absorb more or less of the available skill pool * Demographic changes areas of population growth and decline, the proportion of younger / older people in the workforce in a particular region, the number of women in a workforce etc. * Wage and salary rates in the market for particular jobs CLOSING THE GAP BETWEEN DEMAND AND SUPPLY A deficiency of labour may be met by: * Internal transfers and promotions, training and development * External recruitment or improvement to recruitment methods * Extension of temporary contracts, or contracts of those about to retire * Reducing labour turnover by reviewing possible causes (e.g. pay and benefits) and improving induction and socialisation * The use of freelance / temporary / agency staff * The development of flexible working methods and structures * Encouraging overtime working * Productivity bargaining to increase productivity * Automation (increasing productivity, and / or reducing the need for human labour) A surplus of labour may be met by: * Running down manning levels by natural / accelerated wastage * Restricting or freezing recruitment * Redundancies (voluntary and/or compulsory) * Early retirement incentives * A tougher stance on discipline, enabling more dismissals * Part time and short contract working, or job sharing * Eliminating overtime and peripheral workforce groups * Redeployment of staff to areas of labour shortage. This may necessitate diversification by the organisation, to find new work for the labour force, and/or plans for multi-skilling, so that the workforce can be flexibly deployed in areas of labour shortage as and when they emerge. There are also external constraints on HR planners when considering any of the above such as, UK legislation and EU directives, regulations and court rulings, the employer brand or reputation and other factors must be taken into account when planning to hire, fire or alter working terms and conditions. Labour turnover is the number of employees leaving an organisation and being replaced. The rate of turnover is often expressed as the number of people leaving as a percentage of the average number of people employed, in a given period of time. The term natural wastage is used to describe a normal flow of people out of an organisation through retirement, career or job change, relocation etc. AN EVALUATION OF THE SYSTEMATIC APPROACH TO RECRUITMENT AT NIS EUROPE. Recruitment is the phase, which immediately precedes selection. Its purpose is to pave the way for selection procedures by producing, ideally the smallest number of candidates who appear to be capable either of performing the required tasks of the job from the outset, or of developing the ability to do so within a period of time acceptable to the employing organisation. The main point that needs to be made about the recruitment task is that the employing organisation should not waste time and money examining the credentials of the people whose qualifications do not match the requirements of the job. A primary task of the recruitment phase is to help would-be applicants to decide whether they are likely to be suitable to fill the job vacancy. This is clearly in the interest of both the employing organisation and the applicants. The current approach to recruitment within NIS Europe works in six stages. Stage One Determining the vacancies Human resources would confirm what resources are needed and determine as to whether or not they wanted to fill the vacancy. This very much depends on the aim and objectives of NIS Europe. Stage Two Considering the sources internally and externally If appropriate they would advertise the vacancy internally, or think of possible transfers. HR within NIS always gives this very careful consideration and where possible favours this option first for the following reasons: * Existing employees are know to the organisation and are generally familiar with its customs and practices * The cost and time that recruitment, selection and induction procedures consume can be significantly reduced * Internal recruitment may be used as a means of career development, widening opportunities and stimulating motivation amongst existing employees If the vacancy were not filled internally then they would look to external sources. Dependent on the vacancy this would be via one of the two main means: * Through employment agencies governmental, institutional and private commercial * Advertisements in newspapers and journals Stage Four -Preparing and publishing information NIS Europe feels that this aspect of the recruitment process requires very special attention and skill. It is their objective to publish information, which fulfils the following conditions: * It is succinct and yet gives a comprehensive and accurate description of the job and its requirements * It is likely to attract the attention of the maximum number of potentially suitable candidates * It gives a favourable image of the organisation in terms of efficiency and its attitude towards people * It does not contravene employment laws concerning sex and racial discrimination Along with the submission of curriculum vitae, NIS Europe standard procedure is for each applicant to submit a NIS Europe application form. This falls in line with equal opportunities and allows NIS to obtain standard information about the applicant, that on a curriculum vita may be omitted. See appendix for job advert and application form. Stage Five Processing and assessing applications When all the applicants have been received by the due date, the next task is to select those applicants who, on the evidence available, appear to be the most suitable as future employees of NIS Europe and therefore, worth the time and cost of further examination in the selection procedures. The screening process is based on the published requirements for the job. It involves a scrupulous study of the information provided by the applicants, a comparison of this information with the job requirements, and then a final decision as to whether to accept or reject the applicant at this stage. Stage Six Notifying applicants Once the selection process from the applicants has taken place, the final step is to notify the chosen applicants of the arrangements for the selection procedures, and the rejected applicants that they have not been chosen. The letter to the successful applicants will have full details about the arrangements for the selection procedures, i.e. time and place. NIS Europe ensures that all letters informing applicants of the result of applications are sent as soon as possible. THE EVALUATION OF THE SYSTEMATIC APPROACH FOR NAVIGANT INTEGRATED SERVICES EUROPE Below is an evaluation of the recruitment procedure for Navigant Integrated Services (NIS). The aim of this evaluation is to determine whether NIS recruitment procedures succeed in getting a suitable person for the job advertised and at an acceptable cost. The methods for auditing the recruitment process follow these performance indicators: Total numbers of applicants received: Dependent on the type of vacancy NIS Europe can expect to receive on average around a dozen applicants for an advertised job vacancy. They have recently advertised for an accounts co-ordinator and have received over 30 applicants. They have admitted by not stating the salary this has interested applications, covering a wide range of experience, or in some cases very little experience. Time taken to locate applicants: Most vacancies within NIS are usually filled within one month of the advert being placed. Cost per applicant: NIS calculates à ¯Ã‚ ¿Ã‚ ½1000.00 per applicant, including the initial training. Time taken to process applications: NIS normally processes their applications within one week. Number of female /minority/ disabled applicants: NIS does not meet this indicator. They predominantly employ females; they have one minority employee and no disabled employees. When this was discussed with our HR department they advised this was nothing discriminate. The travel industry is known as being a female dominated environment and there have never been any disabled applicants at NIS. If there were any disabled or other minority applicants, they would go through the same process, as other applicants and no preferential treatment would be given. Number of qualified applicants: 90% of applicants are qualified for the job advertised. NIS biggest employment is of reservation staff for the travel industry. If they obtain a new account they will need to recruit fairly quickly, training is costly and time consuming so it is important that they stipulate qualified applicants only, at the advert stage, which is why they have a good success rate in finding candidates quickly for the vacancy advertised. Number of qualified female/minority/disabled applicants: About 70% of our applicants are female and qualified. NIS has very few minority or disabled applicants applying. Cost effectiveness of the recruitment methods: Dependent on the type of job will determine where NIS Europe advertises for staff. If they are looking for reservation agents they would normally get in touch with one of the industries recruitment agencys. Most staff within the industry registers with the agencies. Many years ago jobs were advertised in industry papers the trend now leans towards recruitment agencies. Dependent on the level of salary the agencies take a percentage. For example on a salary of 17,000 they would take 10% of the gross salary. As the salary increases so does the percentage. Although working with an agency can work out costly, they do have a majority of the qualified personnel on their database and therefore gives NIS access to qualified personnel straight away. Monitoring the make-up of the workforce: NIS Europe workforce is split into the following departments and the make up of the workforce is as follows: Reservations within the Travel, Hotel Conference reservations department, NIS employs 60 staff in this department, 10% of the workforce is male, 88.33% are female, none are disabled and only one staff member is a minority employee. * Sales and Marketing NIS employs eight staff in this department, 37.5% of the workforce is male and 62.5% are female. None are disabled or minority employees. * Accounts NIS employs four staff in the department, 25% are male and 75% are female. None are disabled or minority employees * HR NIS employs two staff in this department, 100% are female. None are disabled or minority employees. * IT NIS employs five staff in this department, 100% are male. None are disabled or minority employees. * Top line management The top line management of NIS is made up of four. 25% is female and 75% are male. None are disabled or minority. From the above information it is evident that there are three groups of employees that are underrepresented at NIS Europe, male, disabled and minority. Attitude Surveys: Once you under taken employment with NIS Europe, they do not require you to fill in an attitude survey asking you if you were satisfied with the stages of recruitment and selection process. AN INVESTIGATION OF THE SELECTION PROCEDURES USED AT NIS EUROPE AND TD TRAVEL GROUP. Selection is the part of the employee resourcing process, which follows on from recruitment. It essentially involves the identifying of the most suitable of the potential employees attracted to the organisation by recruitment efforts. The crucial importance of selecting people who can meet the requirements described in the job description and person specification hardly need to be stressed. It is equally evident that mistakes in selection can have very serious consequences for corporate effectiveness. Such mistakes may adversely affect colleagues, subordinates and clients. Employee incompetence may lead to costly mistakes, loss and waste of valuable resources, accidents and avoidable expenditure on training. Employee selectors face an inevitable dilemma. They have to carry out a vitally important task, but one that at the same time is fraught with problems to which there are either no answers or no easy answers. The abiding problem is the dependence on subjective human judgment. We must take into consideration, that fallible human beings devise so-called objective lists. For example some person specifications require certain attitudes and attributes, such as conscientious or able to stand pressure, how can the selectors identify these requirements in a person whom they do not know during the short acquaintance of the selection process. In view of the importance and difficulties of the task, employers need to take selection most seriously. Appropriate investment at this stage can and will be cost-effective if it avoids the possibly enormous and incalculable cost that faulty employee selection may produce. For example, NIS Europe recently employed an operations manager through a recruitment agency, within six weeks of employment it was evident to NIS that he was not capable of the job he had been employed to do. Therefore NIS had to terminate his employment at a cost to the company of approximately à ¯Ã‚ ¿Ã‚ ½8,000. Other errors of the selection process could include lack of skill or experience of interviewers, stereotyping by the interviewer in the absence of more detailed information and incorrect assessment of qualitative factors such as motivation, honesty or integrity. Various selection methods are used to try to reduce the risks by gathering as much relevant information about the candidate as possible. Currently NIS Europe is working with UMIST on a competencies project where NIS is contacting their client base to investigate in terms of service, what their expectations of NIS Europe are. The information collated in turn will then be translated into competencies and then used in the selection process. Following on from our earlier systematic approach to recruitment is the systematic approach to selection Point five six of the systematic approach to recruitment overlaps with the first second point of the Systematic approach to selection. Stage One Processing and assessing applications When all the applicants have been received by the due date, the next task is to select those applicants who, on the evidence available, appear to be the most suitable as future employees of NIS Europe and TD Travel Group and therefore, worth the time and cost of further examination in the selection procedures. The screening process is based on the published requirements for the job. It involves a scrupulous study of the information provided by the applicants, a comparison of this information with the job requirements, and then a final decision as to whether to accept or reject the applicant at this stage. Stage Two Notifying applicants Once the selection process from the applicants has taken place, the final step is to notify the chosen applicants of the arrangements for the selection procedures, and the rejected applicants that they have not been chosen. The letter to the successful applicants will have full details about the arrangements for the selection procedures, i.e. time and place. NIS Europe ensures that all letters informing applicants of the result of applications are sent as soon as possible. TD Travel Group operates a very informal selection procedure. If the curriculum vitae are up to standard the applicant will be called for an interview, nothing will be advised on paper, arrangements are made on the telephone. If the curriculum vitae do not have the correct qualifications for the job it will be discarded straight away and no call to advise the applicant will be made. Stage Three Possible interviewees Possibles will then be more closely scrutinised, and a short-list for interviews drawn up. Ideally this should be done by the HR specialist and the perspective manager of the successful candidate, who will have a more immediate knowledge of the type of person that will fit into the culture and activities of his department. In TD Travel Groups case, John Owen (the operations Director) would be solely responsible for this stage, as there is no human resources department employed. At NIS Europe Barbara Sutton (Human Resources Director) and the line manager of the relevant department would be jointly responsible. Stage Four- Inviting candidates from the short list for interviews At this stage the company would require successful candidates to complete a standardised application form if not already submitted at the outset. NIS Europe standard procedure is for each applicant to submit a NIS Europe application form along with the curriculum vitae at the first stage for applying for the job. See appendix for application form. This falls in line with equal opportunities and allows NIS to obtain standard information about the applicant, that from a curriculum vita may be omitted. TD Travel Group have no standard information that is required and work off the submission of a curriculum vitae only. Stage five Interview potentially qualified candidates. Since the interview is likely to continue to play a major role in the selection process, it seems sensible to adopt a realistic approach, which means making the best possible use of the interview. There are many different types of interview including: * One-to-one interviews these are the most common selection method. They offer the advantages of direct face-to-face communication, and opportunity to establish rapport between the candidate and interviewer. Each has to give attention solely to the other and there is potentially a relaxed atmosphere, if the interviewer is willing to establish an informal style. * Panel Interviews A panel may consist of two or three people who together interview a single candidate, most commonly, a personnel manager and the departmental manager who will have responsibility for the successful candidate. NIS Europe use the above forms of interview, however they also have other interviewing techniques, which can be panel interviews or one to one interviews, such as: * Audition interview this is predominantly to assess people in leisure and service industries; it focuses on personality versus skill. This would involve exercises, which display the personality of the candidate as well as the skills. * Criteria based interview these are specific questions which highlight predetermined behavior which you are looking for e.g. if you need an outgoing person you would ask a question If somebody came into the room how would you put them at ease? You would rate the response as positive or negative. * Behavioral event interview ideally this interview is a taped interview. The interviewer would have a competence list on a chart and when questions asked and in turn answered, the competencies would be marked off. TD Travel has a much more informal interview technique. It is generally a panel interview conducted by the Operations Director with the General manager and also the Sales and Marketing Director. There are no set techniques; it is more of a formal chat about skills and qualifications, outlined on the curriculum vitae. Stage six Selection testing Once the interview has taken place, some companies go one step further by inviting candidates for a selection test. These tests are all standardised so that an individuals score can be related to others, reliable in that it always measures the same thing and is non discriminatory. These can be in various forms: * Intelligence or cognitive testing these test memory, ability to think quickly, perceptual speed, verbal fluency and problem solving skills. See appendix. * Aptitude tests these are designed to predict an individuals potential for performing a job or learning new skills. * Personality tests these may measure a variety of characteristics such as the applicants skill in dealing with other people, ambition, motivation or emotional stability. See appendix. * Proficiency tests these measure the ability of the applicant to do the work involved e.g. a typist would be asked to type, and a salesperson would be asked to sell. Td Travel does not use selection tests at all. Most people are employed through word of mouth, as travel is a very incestuous business. NIS Europe use personality and aptitude tests. Stage seven Checking references of short listed candidates References provide further confidential information about the perspective employee. A reference should contain: * Straightforward factual information confirming the nature of the applicants previous jobs, previous employment, pay and circumstances of leaving * Opinions about the applicants personality and other attributes. At least two employer references are desirable, providing necessary factual information, and comparison of personal views. NIS Europe and TD Travel Group offer the successful candidate the job subject to checking the references. Stage eight -Institute follow-up procedures for successful applicants The follow up procedures include: * Offer of employment Assuming that the right candidate has by now been identified, an offer of employment can be made. It is common for an oral offer to be made. With a negociated period for consideration and acceptance. * Draw up a contract or written particulars this should include all terms, conditions and circumstances of the offer must be clearly stated and negotiable aspects of the offer and timetable for acceptance should be set out, in order to control the closing stages of the process * Arrange work permits if required Work permits are required of people coming into the UK for employment * Plan induction Induction is a formal programme, designed and carried out by HRM to introduce new employees to the organisation, in all its social as well as work aspects. Stage nine- Review all candidates Review un-interviewed candidates and sort out those that my be kept on file for possible future use. Send standard letters to unsuccessful to applicants and holding letters to those being kept on file. NIS Europe will hold candidates on file for a maximum of one year. TD Travel group do not use this procedure, they would start their informal recruitment process again as and when required. SUMMARY OF THE SELECTION PROCESS FOR TD TRAVEL GROUP AND NIS EUROPE It is evident from the above information that NIS Europe carries out a more formal selection procedure than TD Travel Group. This is down to the fact that NIS Europe have more employees than TD Travel Group, and therefore see it necessary to have a HR department.