International politics and Law Essay Example | Topics and Well Written Essays - 1000 words

Worldwide legislative issues and Law - Essay Example 47 states are presently the individuals from UNHRC of which African and Asian commitment is 13 expresses every, 12 states are from Europe, 8 from Latin America and Caribbean and United States of America is the main part from North America. The UNHRC was built up in March 2006. The committee received its Institution Building Package in its first gathering in June 2007 and the components of the foundation bundle were detailed to fill in as rule for future turns of events. The most significant component is the Universal Periodic Review which is detailed for the appraisal of the human rights circumstance in all the part conditions of the United Nations. A warning board of trustees cares for the human rights circumstance in the various areas of the world and offers suggestions to gadget techniques and strategies for guaranteeing the conveyance of human rights to every single human in this world. The United Nations Convention on the Elimination of All Forms of Discrimination against Women was embraced and opened for mark, confirmation and increase by the General Assembly goals 34/180 of 18 December 1979 and was gone into power on third September 1981. It is one of the nine significant settlements of United Nations on Human Rights. All the state gathering to this human rights settlement will undoubtedly watch the conditions of the arrangement and the UN Human Rights Council offers suggestions to the administrations for watching the human rights limitations as referenced in this show. The show depends on the UN Charter of crucial human rights which expresses the nobility and worth of the human individual and equivalent rights for people. The show expresses that oppression any individual dependent on race, doctrine, nationality or sex is unsuitable in light of the fact that every single person are brought into the world free and equivalent in respect and rights and every single individual in this world is allowed to rehearse his convictions and philosophy and lead a rea l existence as per the manner in which he considers reasonable for himself. The show lays weight on the privileges of ladies in the states gathering to the show and expresses that equivalent financial, social, social, common and political privileges of people ought to be guaranteed. The show builds up worries over the ladies rights infringement on the planet and stresses the annihilation of prejudice, hostility, hardship of fundamental privileges of food, garments and sanctuary to ladies. Throughout the years the show has been marked and approved by practically all the nations of the world and has demonstrated to be successful in guaranteeing the arrangement of ladies rights in different locales of the world. The state of ladies is truly disgraceful in different locales of the world which incorporate South Asia, Africa, Middle East and Northern Africa. Certain coldhearted customs are as yet drilled in different nations of these areas and ladies are focused in these conventions. The ladies in these locales are as yet not rewarded on equivalent premise in these districts of the world. The legislatures of these areas have set up rules and rules and have passed sacred laws and corrections for securing the privileges of the ladies however the circumstance in a portion of the districts is still extremely disturbing. The United Nations Human Rights Council is working adequately in detailing such episodes to the individual governments and United Nations bodies and taskforces. UNHRC additionally gives its suggestions to the legislatures and the United Nations bodies to uphold the human rights shows in these regions. These endeavors have been demonstrated very

Effect of Temperature on Vitamin C in Orange Juice

Impact of Temperature on Vitamin C in Orange Juice Conceptual: This test was wanted to concentrate how various temperatures can influence the loss of nutrient C in squeezed orange put away for a fixed timeframe. Equivalent volume of newly pressed orange juices with known (beginning) nutrient C fixation were put away at various temperatures for example 10 °C, 20 °C, 30 °C, 40 °C, 50 °C and 60 °C for a steady length of 5 days. After the capacity time frame, the nutrient C fixation for every temperature was estimated by DCPIP titration and the distinction comparative with the underlying focus was determined to ascertain the measure of nutrient C decreased. The consequence of this investigation demonstrated that the measure of nutrient C lost increments with the expansion in temperature and 10oC was the best temperature that gave minimal decrease in nutrient C focus. An examination utilizing Pearson item second connection coefficient has uncovered a solid positive direct connection between the two factors with the determined r esteem sur passes the basic incentive at 5 % critical level in this manner, supporting the exploratory speculation. Nutrient C is a momentous compound gotten from one of the ascorbic enantiomers, L-ascorbate. It is a water dissolvable nutrient that can't be normally combined in human body.1 Therefore, it is indispensable to have our eating regimen offset with satisfactory measure of it consistently. There are two significant jobs played by nutrient C; cancer prevention agent and collagen formation.2 These two highlights have put nutrient C in its very own class as a future potential in encouraging better wellbeing. A past research with respect to connection between nutrient C and human mind has demonstrated that nutrient C could help medications to pass the blood cerebrum barrier.6 This would empower mind maladies, for example, Parkinson to be successfully treated as counterfeit dopamine can be conveyed straightforwardly to the mind. Simultaneously, the greatest test in bone marrow treatment for example getting enough cells, might be illuminated as an ongoing report by Dunagqing Pei13 on nutrient C, has discovered that it can support the creation and pluripotency of foundational microorganisms in human body. Be that as it may, Vitamin C is likewise known to be truly helpless towards heat. The antecedent of nutrient C, ascorbic corrosive, has atomic of C6H8O6. The closeness of exceptionally electronegative oxygen molecules on the hydroxyl (OH) bunches makes the hydrogen particles to turn out to be handily disconnected from the structure. In the mean time, the nearness of warmth causes the hydroxyl attach to break the ascorbic corrosive is said to experience decimation or oxidation by losing hydrogen iotas, framing dehydroascorbic corrosive. Subsequently, it is proposed that the pace of ascorbic corrosive annihilation is fundamentally more prominent at higher temperature.* The majority of the investigations on nutrient C debasement are essentially founded on the impact of capacity condition and period, and not many were done on recognizing the corruption pattern inside a particular scope of temperature. Past research, on the impact of capacity techniques and conditions on nutrient C maintenance in human milk uncovered that freezing diminishes minimal measure of nutrient C when contrasted with other capacity strategies, trailed by refrigeration which is superior to cold water. Another examination at Ankara University, has indicated a reverse connection among temperature and consistency standard of nutrient C in citrus natural product concentrates, while orange organic product was found to have higher maintenance capacity than the others. Hence, this analysis was intended to locate a particular pattern in regards with the impact of temperature on the loss of nutrient C. Citrus natural products (orange) were utilized in this investigation because of considerable measure of nutrient C that they have, in this manner, expanding the dependability of the outcomes. The outcomes from this investigation can be utilized to delineate how certain temperatures can cause intense change in nutrient C henceforth, expanding the mindfulness on valuing the exertion of protecting nutrient C content in nourishment for ideal medical advantage. For example, in horticultural tropical districts that develop citrus organic products, it turns out to be essential to safeguard the natural products at low temperature if conceivable because of higher possibility of nutrient C obliteration than different locales. Exploratory Hypothesis: The higher the temperature, the higher the debasement of nutrient C in newly crushed squeezed orange. Invalid Hypothesis: There is no noteworthy connection between the diverse temperature and the corruption of nutrient C in newly crushed squeezed orange. Arranging Five sorts of citrus natural products were haphazardly picked, namel: lemon, lime, grapefruit, Clementine and orange. The new squeeze of each natural product was gotten through cutting and crushing. The nutrient C content for every juice was controlled by titration against 1 ml of 1 % DCPIP. The titration was rehashed multiple times to get a normal volume of the juice expected to decolourise DCPIP. The outcome: Minimal volume of orange was expected to decolourise DCPIP, showing that it has the most elevated nutrient C content. Along these lines, orange natural product was picked as it would give huge reaction towards various temperatures. Deciding the best stockpiling time frame: A few orange organic products were pressed to get new squeezed orange that would be sufficient for its nutrient C substance to be estimated on regular routine. Right off the bat, the underlying nutrient C substance of the juice was estimated and 4.8 ml was expected to decolourise 1 ml of DCPIP arrangement. Equivalent volume of the rest of the juice was separated into two measuring utencils and every wa put away in a hatchery of various temperatures (10 °C and 60 °C). Two unmistakable temperatures were picked to permit simple correlation of the pattern in every temperature. The outcome: The outcome shows no more change in volume of juice required following 5 days for 60 °C. In this way, stockpiling time of five days were picked for the principle analyze. Primary EXPERIMENT Factors: Controlled variable: Different temperatures (oC) (6 hatcheries were set at various temperatures of 10 °C, 20 °C 0, 30 °C, 40 °C, 50 °C and 60 °C) Reacting variable: Amount of nutrient C lost (By DCPIP titration, the distinction among introductory and last nutrient C focus in every juice wasâ calculated to decide the grouping of nutrient C diminished) Fixed factors : Storage period, volume and convergence of DCPIP, kind of natural products (The capacity time frame was five days. 1ml of 0.1% DCPIP Used for every titration) Mechanical assembly: Containers, blade, test tubes, syringes, Parafilm, aluminum paper, hatcheries, mortar and pestle, estimating chamber. Materials: Orange natural products, 1% dichlorophenolinophenol (DCPIP) arrangement, refined water, 500 mg nutrient C tablet. Genuine Experimental Procedures: Normalizing Vitamin C Concentration: 1) A tablet of 500 mg nutrient C tablet was squashed into fine powders utilizing a mortar and a pestle. 2) The fine type of nutrient C was then broken up into 100 ml of refined water in a measuring utencil to frame 5 mg/ml of ascorbic arrangement. 3) 1 ml of 1% DCPIP arrangement was estimated and set into a test tube by utilizing a syringe. 4) 1 ml of 5 mg/ml of ascorbic corrosive arrangement was then taken utilizing a syringe and included drop by drop into the deliberate DCPIP arrangement until decolourised. 5) The volume of ascorbic corrosive arrangement expected to decolourise the DCPIP arrangement was recorded. 6) The titration procedure was repeater multiple times to get a normal volume. The consequence of titration is as per the following: Volume of Juice Titrated/ml Henceforth, 2.5 ml of 5 mg/ml of ascorbic corrosive arrangement was expected to decolourise 1 ml of 1% DCPIP arrangement To discover an equation to figure nutrient C focus in squeezed orange, Conc. of squeezed orange (mg/ml) Vol. of squeezed orange (mg/ml) = 5 mg/ml 2.5 ml Since the volume expected to decolourise is corresponding to nutrient C focus. So. Conc. of squeezed orange (ml) 2.5 ml = 5 mg/ml Vol. of squeezed orange (mg/ml) 2.5 ml Centralization of squeezed orange (mg/ml) = X 5 mg/ml Vol. of squeezed orange (ml) Along these lines, this figuring would be utilized to ascertain the nutrient C focus. Deciding nutrient C misfortune: 10 orange natural products were sliced and pressed to get new squeeze. 1 ml of 1% DCPIP arrangement was estimated and set into a test tube by utilizing a syringe. 1 ml syringe was loaded up with the squeezed orange and included drop by drop into the DCPIP arrangement until it decolourised. The volume of juice included was recorded. The titration was rehashed multiple times to get a normal volume and its nutrient C fixation was determined utilizing the inferred equation. The juice was then partitioned into 6 equivalent volumes and each positioned into 100 ml recepticle. The highest point of every container was fixed with Parafilm and its surface was wrapped with aluminum paper and marked with various temperatures. The measuring utencils were put in six hatcheries of various temperatures as per the name and left for five days. Following five days, the measuring utencils were closed. 1 ml of 1% DCPIP arrangement was estimated and moved into a test tube by utilizing a syringe. The squeezed orange put away in 10 °C was taken by a syringe and included drop by drop into the DCPIP until it decolourised. The volume of juice included was recorded The titration was titrated multiple times to get a normal volume and its nutrient C focus was determined utilizing the recipe: 2.5 ml Convergence of squeezed orange (mg/ml) = X 5 mg/ml Vol. of squeezed orange (ml) Stages 8-10 were rehashed yet this time utilizing the orange juices put away in  °C, 30 °C, 40 °C, 50 °C and 60 °C. The distinction between the underlying fixation and the last centralization of every juice was determined to decide the measure of nutrient C lost. Hazard Assessment: The way toward cutting the orange organic products required the utilization of blade, so it was done cautiously to stay away from any injury. The organic products were then crushed tenderly to limit heat creation. The juice was just arranged just before the trial was going to be done. DCPIP is a solid color which is difficult to be expelled so sterile garment wa

Changing Concentrations You dont have to stick with the concentration you picked when you first applied. COLUMBIA UNIVERSITY - SIPA Admissions Blog

Changing Concentrations You dont have to stick with the concentration you picked when you first applied. COLUMBIA UNIVERSITY - SIPA Admissions Blog At SIPA, every MIA and MPA student pursues a concentration and specialization. These are similar to an undergraduate major and minor, respectively.  I applied to SIPA expecting to concentrate in International Security Policy (ISP); however I changed my mind during orientation after attending an information session and signed up for the Economic and Political Development concentration (EPD). I made the initial switch from ISP to EPD largely based on where I thought I wanted to be after graduation. I spent four years in Washington D.C. prior to SIPA and felt that EPD would offer more opportunities to live and work in other cities. While it was true that many ISP students ended up in D.C. after school, ISP was a much better fit with my personal interests and professional ambitions. I changed back to ISP after one semester. The administrative process of changing from one concentration (or specialization) is easy. It simply requires the student to submit the necessary form to the Office of Student Affairs. The bigger concern when changing concentrations is timing. There are three levels of graduation requirements at SIPA: your degree (MIA/MPA), your concentration, and your specialization. The longer you take to settle on a concentration, the less time you have to complete the requirements. I focused my first semester on my degree and specialization requirements rather than concentration requirements so I did not lose any classes; however, this becomes harder to avoid if you wait more than one semester to make the change. This is particularly true for the International Finance and Economic Policy concentration and the Advanced Policy and Economic Analysis specialization. There will be an information session for all of the concentrations and specializations during orientation. If you continue to have questions after these sessions about which concentration to pursue, reach out to a professor or second-year student. And remember, you will not be locked into your initial decision. Note from Admissions:  Information sessions for concentrations and specializations will also be available during Admitted Students Day 2018. Admitted students can register for ASD 2018 in the Welcome Portal.

Understanding Latin Americas International and Economic...

Prior to analyzing the ISI (Import Substitution Industrialization) model, it’s benefits as well as its shortcomings, a small introduction of how it came to be and why must be provided. As a product of the 1930s economic crisis and wear and tear of the liberal model, ISI appears in Latin America as another economic option, proposed by ECLA (Economic Commission for Latin America, dependent of the UN) as a means of bringing Latin America out of stagnation and work towards industrialization to eliminate its dependency on agriculture which was seen as vulnerable. There are two critical ways in which this model must be examined, theoretically as well as its concrete outcomes and policy implications within Latin American states. By looking at†¦show more content†¦Therefore, it was believed that â€Å"Latin America instead of following outward-looking development path should instead pursue an ISI policy as the centre-piece for a new inward-directed development strategy† (Kay 5), following the beginning footsteps of the developed states. Although its main goal was to strengthen the national economy to better compete in the global market, ISI has had very controversial results. Positively speaking, it has resulted in a decrease in imports, which has favoured certain national industries such as electric materials for construction, textiles, chemicals, etc., the nationalization of natural resources, betterment of term of trade, state intervention in economics (which led to the development of education, health and employment), strengthening of social organizations, but most importantly, the consolidation of the middle class. On a negative note, these nations led to become greatly dependent on technology, there was an increase of external capital control over developed areas, an under qualified labour force for factory jobs, increase in prices of manufactured goods and inflation, migration from rural to urban areas and as a result an increase in social problems, and finally, the industrial sector did not bother to conquer external markets which essentially contradicted the whole purpose of ISI. For these reasons ISI was seen as aShow MoreRelatedThe Cause of Globalization18688 Words   |  75 PagesGarrett / CAUSES OF GLOBALIZATION COMPARATIVE POLITICAL STUDIES / August-September 2000 The most important causes of globalization differ among the three major components of international market integration: trade, multinational production, and international finance. The information technology revolution has made it very difficult for governments to control cross-border capital movements, even if they have political incentives to do so. Governments can still restrict the multinationalization ofRead MoreEssay on Porters Diamond Model29755 Words   |  120 PagesASSESSING THE POWER OF PORTERS DIAMOND MODEL IN THE AUTOMOBILE INDUSTRY IN MEXICO AFTER TEN YEARS OF NAFTA SALVADOR BARRAGAN Master in Business Administration, IPADE Business School, 1996 BSc in Industrial Engineering, Universidad Panamericana, 1994 A Research Project Submitted to the School of Graduate Studies of the University of Lethbridge in Partial Fulfilment of the Requirements for the Degree MASTER OF SCIENCE IN MANAGEMENT Faculty of Management University of Lethbridge LETHBRIDGERead MoreOrganisational Theory230255 Words   |  922 Pagesorganization theory the book increases the understanding of a field that in recent years has become ever more fragmented. Organization theory is central to managing, organizing and reflecting on both formal and informal structures, and in this respect you will find this book timely, interesting and valuable. Peter Holdt Christensen, Associate Professor, Copenhagen Business School, Denmark McAuley et al.’s book is thought-provoking, witty and highly relevant for understanding contemporary organizational dilemmasRead MoreManagement Course: Mba−10 General Management215330 Words   |  862 PagesMBA Program McGraw-Hill/Irwin abc McGraw−Hill Primis ISBN: 0−390−58539−4 Text: Effective Behavior in Organizations, Seventh Edition Cohen Harvard Business Review Finance Articles The Power of Management Capital Feigenbaum−Feigenbaum International Management, Sixth Edition Hodgetts−Luthans−Doh Contemporary Management, Fourth Edition Jones−George Driving Shareholder Value Morin−Jarrell Leadership, Fifth Edition Hughes−Ginnett−Curphy The Art of M A: Merger/Acquisitions/Buyout Guide, Third

Internship Report on Mcb - 20087 Words

PREFACE It is the requirement of the B.COM course Lahore College for Women University, Lahore that all students of B.COM have to spend six or eight weeks in any organization to get practical exposure and to get familiarized with the ways to live in the organizational environment which is dramatically different from the educational environment. That two months period called â€Å"Internship Period†, if spent properly and sincerely, enables the students to be more confident, more knowledgeable, more responsible and, above all, more committed to its work in the practical field. I have also been assigned to do internship of six weeks period in MCB Allama Iqbal Town Branch Lahore. It has enabled me to understand the practical scenario and†¦show more content†¦Banking in fact is primitive as human society, for ever since man came to realize the importance of money as a medium of exchange, the necessity of a controlling or regulating agency or institution was naturally felt. The pri ests in Greece used to keep money and valuables of the people in temples. These priests thus acted as financial agents. The origin of banking is also traced to early goldsmiths. They used to keep strong safes for storing the money and valuables of the people. The first stage in the development of modern banking, thus, was the accepting of deposits of cash from those persons who had surplus money with them. The goldsmiths used to issue receipts for the money deposited with them. These receipts began to pass from hand to hand in settlement of transactions because people had confidence in the integrity and solvency of goldsmiths. When it was found that these receipts were fully accepted in payment of debts; then the receipts were drawn in such a way that it entitled any holder to claim the specified amount of money from goldsmiths. A depositor who is to make the payments may now get the money in cash from goldsmiths or pay over the receipt to the creditor. These receipts were the earli er bank notes. The second stage in the development of banking thus was the issue of bank notes. The goldsmiths soon discovered that all the people who had deposited money with them do not come to withdraw their funds in cash. They found that only a few personsShow MoreRelatedMcb Ltd. Internship Report5549 Words   |  23 PagesMCB Bank Ltd. Stock Exchange Branch, Lahore. Advisor: Mr. Khurram shahzad (Lecturer) Muhammad ajmal khan F003-MBA-028 February 21, 2006 Dedication Acknowledgements I dedicate this internship report to my parents. Because of their prayers and encouragement I have been able to complete this report. Praise is to Allah, the most Gracious and Merciful, who blessed me with the knowledge and wisdom and enabled me to overcome this task. Heartiest gratitude to my parents without their continuousRead MoreCommercial Bank Project13831 Words   |  56 PagesExecutive Summary This report is about bank, history and functions contains what I have learned in my six week internship at MCB (Ltd). It starts with its success story and brief introduction of management. This report contains detail about business practices in MCB, its current financial statement, position, working of its different departments in MCB Gojra Branch and about of how a letter of credit is used in bank. The purpose of exercise was to learn while working in practical field, especiallyRead MoreInternship Report on Ztbl20418 Words   |  82 Pages1 Introduction to Report CHAPTER 1 â€Å"INTRODUCTION TO REPORT† 1.1 BACKGROUND OF STUDY The Zarai Taraqiati Bank Limited is the premier financial institution geared towards the development of agriculture sector by providing financial products and services to their customers. 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Delta has also targeted selected high schools around the US where it provides financial assistance, internships, job shadowing, and facilities tours. Employees provide program support by serving as mentors in the classrooms, sharing real-life experiences with the D-TCA [Delta Technical Career Academy] students. And, in another collaborative effort with OBAP

Academic English Time Allotted 60 Minutes Free Essays

VIETNAM NATIONAL UNIVERSITY UNIVERSITY OF SOCIAL SCIENCES AND HUMANITIES FACULTY OF ORIENTAL STUDIES QUESTIONS: 1. Some people believe that success in life comes from taking risk or chance. Others believe that success results from careful planning. We will write a custom essay sample on Academic English Time Allotted: 60 Minutes or any similar topic only for you Order Now In your opinion, what does success come from? Use specific reasons and examples to support your answer. 2. Do you agree or disagree with the following statement? Self-confidence is the most important factor for success in school or at work. Use specific reasons and examples to support your opinion. 3. Learning about the past has no value for those of us living in the present. Do you agree or disagree? Use specific reasons and examples to support your answer. 4. You have received a gift of money. The money is enough to buy either a piece of jewelry you like or tickets to a concert you want to attend. Which would you buy? Use specific reasons and details to support your answer. 5. Some people think that they can learn better by themselves than with a teacher. Others think that it is always better to have a teacher. Which do you prefer? Use specific reasons to develop your essay. 6. If you could change one important thing about your hometown, what would you change? Use reasons and specific examples to support your answer. 7. â€Å"When people succeed, it is because of hard work, Luck has nothing to do with success. † Do you agree or disagree with the quotation above? Use specific and examples to explain your position. 8. Some people believe that university students should be required to attend classes. Others believe that going to classes should be optional for students. Which point of view do you agree with? Use specific reasons and details to explain your answer. 9. Neighbors are the people who live near us. In your opinion, what are the qualities of a good neighbor? Use specific details and examples in your answer. How to cite Academic English Time Allotted: 60 Minutes, Essay examples

X-ray interactions with matter Essay Example

X-ray interactions with matter Paper This document presents the interactions of x-ray with matter. It talks about the five types of x-ray interactions with matter, photoelectric absorption, compton scattering, pair production, coherent interaction, and photodisintegration. Each of this x-ray interactions are discussed in a manner that it can be understood by the general public. This document also dwells on the various exposure factors involve in radiography. It also provides a brief discussion of the attenuation that occurs when a photon travels through the matter. X-ray is a form of Photon that is created when energetic electron interacts with matter at the atomic level. Photons end their lives when they collide with electrons and transfer their energy. Like other forms of photons, x-rays possess intrinsic energy that may be imparted to the matter they interacts with. Interaction takes place as either absorption (transfer of energy from the X-ray photon to the absorbing material) or scattering (in which the X-ray photon is â€Å"redirected† by interaction with the scattering material) (Connolly, 2007). X-ray has been used extensively in medical imaging which sometimes brings wonders to a number of people of how x-rays are able to penetrate solid objects and produce images of the internal structure. Photoelectric Absorption occurs when a photon hits the atom of matter and all of its energy is transferred to the electron which is then knocked out of its orbital. The atom becomes ionized due to the loss of an electron. The photon, which is a form of energy, completely disappears as it transfers all its energy to the electron knocking it out of the orbital. We will write a custom essay sample on X-ray interactions with matter specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on X-ray interactions with matter specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on X-ray interactions with matter specifically for you FOR ONLY $16.38 $13.9/page Hire Writer The electron is ejected from the atom by the transformation of energy from light to kinetic energy and begins to pass through the surrounding matter. The electron rapidly loses its energy and moves only a relatively short distance from its original location. The photons energy is, therefore, deposited in the matter close to the site of the photoelectric interaction (Sprawls, 2006). The energy transfer is a two-step process. The photoelectric interaction in which the photon transfers its energy to the electron is the first step. The depositing of the energy in the surrounding matter by the electron is the second step. The transfer of energy is depicted by figure 1 to figure 2. Figure 1. Before Collision Figure 2. After Collision Photoelectric interaction normally occurs with electrons that has relatively high binding energy. It is most probable when the electron binding energy is only slightly less than the energy of the photon. If the binding energy of the electron is greater than the photon then photoelectric interaction cannot occur. This is because the interaction can only occur if the photon has sufficient energy to knock and overcome the binding energy, thus removing the electron from the atom. Compton Effect Compton effect occurs when a photon hits the atom of matter and only a portion of its energy is transferred to the electron. The photon still leaves the vicinity of the interaction in a direction different from the original path of the photon. This is illustrated in figure 3. The atom also becomes ionized due to the loss of an electron. The Relativistic energy and momentum are conserved in this process1 and the scattered x-ray photon has less energy and therefore greater wavelength than the incident photon (Connolly, 2007). The photon that leaves the vicinity of the interaction may interact further with the nearby atoms until it looses all its energy or escapes the matter and goes outside.

Vicarious Liability Essays

Vicarious Liability Essays Vicarious Liability Essay Vicarious Liability Essay Seminar 7 Vicarious Liability The problem question deals mainly with the issue of Vicarious Liability and Negligence. In order to advise Jerry one would have to explore the rules of vicarious liability, relevant statute law and case law which may apply. Vicarious liability has been defined as the person who commits a wrong must be an employee and not an independent contractor, the employee must have committed a tort and the tort must have been in the course of employment. The doctrine of ‘vicarious liability’ is a public policy that holds employers liable when a tort is committed by an employee in the course of their employment. This means that a victim of a tort can claim compensation from the employee’s company if it is proven to have been the employee’s fault that the tort occurred. There are three elements to the doctrine of vicarious liability, where the ‘employee and not an independent contractor’, ‘commits a tort’ and ‘in the course of employment’. There are 3 tests to establish whether an individual is an employee or an independent contractor. These are the control test, integration test and the economic reality test, which is also known as the multiple test. In order to determine who is an employee versus who is an independent contractor, this is illustrated the case of Yewens v. Noakes (1880) 6 QBD, were the respondent was a hop merchant and possessed houses which had internal communication throughout, and were used for the purposes of his trade. K lived in the houses in order to take care of them, and he was a clerk and was paid a salary of ? 150 a year. He resided in the houses together with his wife, children, and servant. It was held that K was not ‘a servant or other person’ within Revenue Act 1868 (c 28) s 11 (repealed), and Bramwell LJ stated that â€Å"a servant is a person subject to the command of his master as to the manner in which he shall do his work. This case set out what was known as the ‘Control Test’ by way of stating who was an employee and how that employee was controlled by his master. For example, an employee could be controlled in the way he preformed his duties, such as cutting the vegetables this way, holding the knife that way. However, this test became one where it could no longer control how employees preformed their duties, given that one can direct an employee to do a task, but could no longer command an employee to do it in a certain way due not having the particular skill needed to carry out the task. For example, an employer could direct a doctor to operate on a patient but not be able to control how that operation is preformed given that the employer may not posses that particular skill. The integration test was established in Stevenson v McDonald (1969) and looks at whether the person’s work is an integral part of the business. If they are an integral part of a business, for example a till worker, then they are more likely to be seen as an employee to the courts. If they are not seen as an integral part of the business, for example someone who has come in to fix a till, then they will be seen by the courts as a independent contractor. Lord Denning stated that One feature which seems to run through the instances is that, under a contract of services, a man is employed as part of the business and his work is done as an integral part of the business; whereas, under a contract for services, his work, although done for the business, is not integrated into it but is only accessory to it. This refined the control test in order to determine the differences between being an employee and an independent contractor. The multiple test was applied in the Ready Mixed Concrete Ltd v Minister of Pensions and National Insurance (1968) where it looked at the contractual relationship between the parties. An individual who has a contract of service is more likely to be seen as an employee by the courts whereas an individual who has a contract for services is more likely to be seen as an independent contractor. The courts may also look at the way an individual is paid. If an individual is paid a salary and they incur for tax reductions, then the individual is ore likely to be seen as an employee. If however, the person is paid a lump sum and has to make their own reduction, they are more likely to be seen as an independent contractor. In this case it was held that the driver was an independent contractor. However in the case of Market Investigations Ltd v Minister of Social Security [1969] 2QB173 Cooke J’s judgment was that â€Å"The fundamental test to be applied is this: †Is the person who has engaged himself to perform these services performing them as a person in business on his own account? This was been determined by using a mix of factors: for example, does the employee provide his own equipment and does he hires his own helpers? It also looks at what degree of financial risk he takes and to what degree of responsibility he has. It also takes into account how the employee is paid and whether the employee can work for another. In this case it was held that Mrs Irving was employed under a series of contracts of service and therefore was an employee of the company. Although, Jerry regards Peter as self-employed within his organisation, it would be fair to state that given the control test above, Jerry does have control over Peter by stating that if ever Peter is not available when he wants him he will never employ him again. Peter is free to work for others but does not do so. Therefore the case of Yewens v. Noakes (1880) 6 QBD demonstrates the control that Jerry has over Peter. The Integration Test would also show that Peter could be an integral part of the business given that he does a service rather than offers one. This was made clear in the above case of Stevenson v McDonald (1969) where Lord Denning noted the differences between an employee and an independent contractor. Although this new test sets out the real differences, the old test could still hold some merit if the employee is controlled in such a way as to be a servant rather than an accessory to the business. Therefore, if Peter is an employee rather than an accessory to the business this would be examined by the more modern multiple test. This test looks at other factors which don’t arise in the older tests. The courts would look as to whether Peter used his own equipment and how he is paid as stated above. Peter does not use his own equipment as he does his deliveries on a motorcycle wearing a uniform provided by Jerry. He is also paid a basic weekly wage, or retainer, plus an hourly rate for every hour actually worked. Based on this and the case of Market Investigations Ltd v Minister of Social Security [1969] 2QB173 it would be clear that Peter is in fact employed by Jerry under contracts of service and therefore is an employee of the company. Once it is established that a relationship of employer and employee exists, it is then necessary to establish as to whether a tort has been committed in the course of employment. A test formulated by John William Salmond 100 years ago stated that an employer will be held liable for either a wrongful act they have authorised, or a wrongful and unauthorised mode of an act that was authorised. The courts tend to favor this test as there are no other suitable tests available and the courts usually rely upon precedent, and the facts of each individual case. An illustration of the test is provided by two contrasting cases. In the case of Limpus v London General Omnibus Company where a driver pulled out in front of another rival omnibus, in order to obstruct it. Despite having expressed prohibitions, the employer was found liable. This was classified as an unauthorised act of the employee carrying out his duties, which was driving and not an entirely new activity. Whereas in the case of Beard v London General Omnibus Company, a conductor was employed to collect fares on board the bus and, thinking he was doing the driver a favor, he negligently chose to drive the bus. This was completely outside of his duties as a conductor. Given the above Peter committed the tort of negligence in the course of employment and although the act was unauthorised it was not outside the course of his duties. Therefore Jerry would be vicariously liable to the claimants.

Using the APA Template

Using the APA Template By now, we have all discovered the magic of templates. From statistical reports to business letters, templates make our lives easier by formatting our text correctly for us. Now you can format your APA style papers correctly with the APA template. Using a simple template, you can first choose which type of paper or report you intend to generate. Many APA template packages come with a variety of options to help you choose the APA style thats right for you. Whether youre writing an academic paper or a more stylized report, you can be sure the conform to APA guidelines. The program will then most likely ask you for some information on the paper you are preparing. By entering information into fields, you can customize your paper to your exact needs. You can title the paper, and make further specifications on your report. Other APA Software There is more to APA software than mere templates, however. You can also store your frequently used sources for later, easier reuse. With a few clicks of your mouse, the ease and standardization of the APA style is at your fingertips, and in your paper.

Telecommunting at work Research Paper Example | Topics and Well Written Essays - 2250 words

Telecommunting at work - Research Paper Example However, not all potential workers are willing to travel every day to work and this is why several people have decided to work from home instead. It helps that technology has been developed in such a way that work can be delivered even without â€Å"physical proximity† of the worker to his/her workplace (Pilskin, 1997). The practice of telecommuting has become even more of a trend because of the popularity of electronic data mode of communication (Davies et al., 1996). However, despite the advantages of telecommuting, the same does not come without its own share of disadvantages as well. This is what this paper seeks to determine, as well as the way telecommuting works and how it is being managed. The Advantages of Telecommuting for the Employee Harpaz (2002) has determined some of the advantages of telecommuting for employees. It must be noted that there are advantages and disadvantages of telecommuting for the employees and the company that supports such a practice. And it t urns out that some of the pros and cons for the employee may not coincide with that of the company. The following paragraphs will illustrate this point, starting with the advantages of telecommuting for the telecommuters themselves. According to Harpaz (2002), there are seven advantages felt or experienced by the telecommuter by working in the comforts of his/her own home. These are 1) â€Å"autonomy/ independence† because obviously, since the employee is not being supervised, there is an increased chance that he/she would be more productive due to the increased level of responsibilities expected of the said employee. 2) â€Å"Flexible working hours† is a self-explanatory advantage because the telecommuter has more freedom to take on the job either in the evening or at night and there is the increased time to balance tasks that are not within the sphere of work, 3) â€Å"Improved time management† is another advantage, Because of telecommuting, the telecommuter i s less prone to getting distracted (by other employees for instance). 4) â€Å"More efficient management of free time† because the telecommuter can balance his/her time more effectively and efficiently. Time can be set aside for taking up a hobby or other activities not related to work. 5) â€Å"Savings in travel time and expenses† because the telecommuter need not spend money to travel to and from the workplace. The company itself need not also spend for the employee’s travel expenses. 6) â€Å"Flexibility in caring for family members† is related to the previous advantages mentioned. Because of the time saved from being distracted and from traveling to and from the workplace, the employee can instead, use this time for his/ her responsibility and finally, the last point, 7) â€Å"professional flexibility.† The employee is given more freedom to pursue other interests or even another job. The Advantages of Telecommuting for the Firm The company itse lf that encourages telecommuting also experiences a number of advantages as well. One of these is the decreases in â€Å"operating expenses.† For instance, instead of spending a considerable amount of financial resources on real estate (for office space), the company can instead channel their resources

On-Site Executive MBA Program Assignment Example | Topics and Well Written Essays - 1750 words

On-Site Executive MBA Program - Assignment Example On-Site Executive MBA Program A growing number of business proficient’s prefer to get their MBAs over the internet. Getting an MBA degree is a big achievement for many students. Countless undergraduates after graduating progress to get their Masters Degree in their most wanted field. This marketing plan points up the market fragments and the line of attack of employing to get consumers and generate a compact income stream. Our exclusive emphasis is giving out chances for the round-the-clock working undergraduate that is unable to go to a university grounds for courses. A twist that gives us a benefit over our opponents is of giving pupils more preferences of what is accessible in selection from a more range of majors. From experience, many virtual universities have a very rudimentary collection of MBA degree majors. In the present day business biosphere, the importance and standing of clienteles is not something that would be put to one side by businesses. In defining a target market you need to decide if your item for consumption is worldwide or countrywide in choice? Or is it more prospective that you will vend it principally in your own district or public? In the circumstance of an online MBA Program, the key market is essentially nationwide and worldwide. Pupils want to go to the United States from all around the world to go to a USA school. In addition, there is a marketplace for students in the States that wish to go to school overseas. The secondary market is native people who have kinfolks and are too busy to join a campus and go to lecture.(Advantage and Disadvantage of Distance Learning, 2011) Likewise, we would be targeting the middle class i.e. students who cannot afford to pay huge amounts of fees to get a degree. An online Program

An Overview Of Tourist Motivation Tourism Essay

An Overview Of Tourist Motivation Tourism Essay Tourist motivation is seen by many writers as one of the key elements in understanding tourist decision-making behaviour. A sound understanding of travel motivation plays a critical role in predicting future travel patterns and destination selection. The big answer to the basic question, why do people travel? has occupied the minds of tourist researchers for many years. Many different motives compel people to travel. Various methods have been employed to uncover travel motives. The following literature will shed light on various theories that can be used to have a knowledge why people travel to urban destination. Tourist motivation can be defined as the global integrating network of biological and cultural forces which gives value and direction to travel choices, behaviour and experience. (Pearce, Morrison Rutledge, 1998). Put simply, motivation is a state of arousal of a drive or need which impels people to activity in pursuit of goals. Once the goals have been achieved the need subsides and the individual returns to the equilibrium-but only briefly because new motives arise as the last one is satisfied. As cited in Seaton (1997) motivation of the individual person to travel, to look outside for what he cannot find inside have been largely created by society and shaped by everyday life. Grays (1979) travel-motivation theory, poses only two main motives for travel. One is the desire to go from a known to an unknown place, called in Grays theory wanderlust. The other motive is what Grays called sunlust. This generates a trip to a place which can provide the traveler with specific facilities t hat do not exist in his or her own place of residence. Some of the motives which determine their travel choices are recreation, pleasure, new experiences, cultural interest, shopping. The existence of internal and external factors which motivates human behavior is assumed by many authors. Kotler (182) for example, stipulate that motivation can be caused by the result of internal and external stimuli. Internal stimuli arise from personal needs and wants that can be physiological, social, egocentric, safety, and self-actualisation. External stimuli arise from marketing. Travel motives can be personal (personal training, compensation, rest and knowledge) or interpersonal (resulting from social relations) (dann, 1977, Yoon and Uysal, 2005). Dann (1977) classifies personal motives as those that predispose the individual for travelling, escape from daily routines, the desire to escape from solitude while interpersonal motives arise from the need to seek some form of social recognition that is obtained through travel. According to the push and pull concept, Crompton (1979), push factors explains the desire for travel while the pull motives have been used to explain the actual destination choice. Nine motivations of leisure travelers were identified and classified seven as socio-psychological or push motives and two as cultural or pull motives. The seven push motives were, escape from a perceived mundane environment, exploration and evaluation of self, relaxation, prestige, regression, enhancement of kinship relationships, and facilitation of social interaction. The pull motives were novelty and education. Maslow (1943) identified two motivational types: tension-reducing motives; arousal-seeking motives. There are five needs forming a hierarchy, progressing from the lower to the higher needs. At the bottom are the basic needs for food, water and air. Then, above them is the need for safety, security, and protection. The higher needs in this hierarchy only come into focus when the lower needs in the pyramid are met. Once an individual has moved upwards to the next level, needs in the lower level will no longer be prioritized. Cooper et al (2005) questioned Maslows theory saying that why and how Maslow selected the basic five needs remain unclear, although Page (2003) feels that it has relevance in understanding how human action is understandable and predictable compared to research which argues that human behaviour is essentially irrational and unpredictable. Though much criticism about Maslows theory, the tourism literature has borrowed a lot from Maslow since he provides a convenient set of containers that can be relatively labeled and provide a useful framework for understanding psychological motivational factors in tourism. Thus, for example, although the apparent purpose of a trip may be for shopping, the underlying psychological motivation may be to impress their neighbours and gain higher social status. Iso-Ahola (1982) says that tourists will switch roles while on holiday, and that over time different needs will arise. Single motivation may not always act as the determining factor for travel. If within the holiday, the initial needs are satisfied, other motivations might emerge. Indeed, it is congruent with Maslows theories of needs to argue that if initially there is a primary need for relaxation while on a holiday, the satisfaction of that need will create awareness of other needs such as exploration of place as a means of acquiring a sense of belonging or to enable processes of self-actualisation to take place. Dann (1981) has identified seven elements of tourist motivations: travel as a response to what is lacking yet desired; destination pull in response to motivational push; motivation as fantasy(engage in behaviour and activities that are culturally unacceptable in their home environment like prostitution and gambling); motivation as classified purpose(VFRs); motivational typologies; motivation and tourist experiences; motivation as auto-definition and meaning (the way in which tourist define their situations and respond to them).[Page Connell,2003]. Beard and Ragheb (1983:225), propose four motivational needs which came from the work of Maslow (1970).These are: the intellectual component (such as learning, exploring, discovering, thought or imagining), the social component where individuals engage in leisure activities for social reasons. This component includes two basic needs (need for friendship and interpersonal relationships and the need for the esteem of others), the competence-mastery component assesses the extent to which individuals engage in leisure activities in order to achieve, master, challenge and compete. The activities are usually physical in nature and finally the stimulus-avoidance component of leisure motivation which assesses the drive to escape and get away from over-stimulating life situations. It is the need for some individuals to avoid social contacts, to seek solitude and calm conditions; and for others it is to seek to rest and to unwind themselves. These four motivations form the foundation of their Leisure Motivation. P.Pearce (1988) using the concept of a travel ladder when investigating motivation for tourism, suggested that motivation are multivariate and dynamic, changing particularly as a result of ageing and lifecycle stage, as well as being influenced by other people. He proposed the following motivation categories: relaxation, stimulation, relationship, self-esteem and development, fulfillment. In Pearces model, the motivations listed can be divided into two categories. The needs may be self-centered or directed at others. Thus, for instance, relaxation may be a solo exercise where the holiday-maker seeks a quiet restful time alone or it can be relaxation in the company of others, springing from the need for external excitement and desire for novelty. Stimulation can be self-directed which springs from the concern for own safety, or it can be directed toward others arising out of the concern for others safety. Relationship can be self-directed which means giving love and affection and main taining relationships, or it can be directed at others which means receiving affection, to be with group membership. Self-esteem and development maybe self-directed like development of skills, special interests, competence and mastery, or it may be directed at others like prestige, glamour of travelling. Fulfillment is totally self-directed as it fulfils individual dreams, understands oneself more and experience inner peace and harmony. There are some criticisms against Pearces travel motivations. For example, Pearce argues that stimulation may be understood along a dimension of risk and safety of self or others. However, it might be argued that there is a real and distinctive difference between these two motivations. Chadwick (1987) provided a simplified categorization of why people travel under three main headings. These are as follows: Pleasure: leisure, culture, active sports, visiting friends and relatives, Professional: Meeting, missions, business, etc, other purposes: Study, health and transit. Classifying tourist behaviours have important implications for the study of the impact of tourism on destination. Shaw Williams (2002) opines that many of the typologies are based around identifying the significant traits of tourists. According to Klenosky (2002) travel behaviour is motivated by two sets of factors, one that influences or pushes a person to consider travelling outside his or her everyday environment and another set that attracts or pulls that person to visit a particular destination. Several sociological theories have been put forward in the tourist literature in an attempt to explain motivation. Cohen (1972), in his early studies sub-divided tourist into four types based on motivation. He asserted that all tourists are seeking some element of novelty and strangeness while, at the same time, most also need to retain something familiar. He distinguished tourist using sociological principles into organized mass tourist, individual mass tourists, explorer and drifter. Hence, at one end of his continuum was the organized mass tourist seeking familiarity in the holiday surroundings, while at the other end, the drifter is willing to accept far more strangeness. Smith (1977) provided a more detailed variant of Cohens tourist typologies. Smith (1977) identifies 7 categories of tourist who have been termed as interactional typologies: explorer, elite, off-beat, unusual, incipient mass, mass, and charter. However, Plog (1990) criticised the validity of Smiths typology. Shaw Williams (2002) argued that Plogs typology is built upon asking tourists about their real general lifestyles or value systems, often using perceptual information derived from in-depth interviews. Plog suggested two set of individual: allo-centric and psycho-centric. The latter are concerned primarily with the self, are inhibited and non-adventurous. In term of tourist behaviour, psycho-centrics want the familiar and are unlikely to travel great distances to explore new tourism destinations. Conversely, the former are confident, naturally inquisitive and seek out the unfamiliar when travelling. This typology can be used to examine tourist motivations as well as attitudes to particular destinations and modes of travel. Johns Gyimothy (2002) states that Plog (1973) used a psychometric scale to categorise tourists into allocentric, midcentric and psychocentric, depending on individuals relative focus on their own culture and the one they are visiting. Psychocentrics tourists like nice swimming pool; well organized trip; good facilities; pub lunches. Cooper et al (2005) feel they are conservative in their travel patterns. However, Cooper et al (2005) questions the applicability of the typology. They feel that tourists may on a second visit travel to nearby psychocentric-type areas, whereas the main holiday maybe in an allocentric-type destination. Gottlieb(in Davidoff and Davidoff,1983) as cited in Seaton(1997), suggests that there are two kinds of tourists-those who seek a pampered lifestyle beyond their means in everyday life while the latter, having access to material luxuries in their everyday life, seek simpler, more primitive contacts in their leisure(e.g. on safaris, roughing it on adventure h olidays, etc). Shaw Williams (2002) states few problems associated with tourist typologies. Firstly, typologies are relatively static models due to lack of information (Lowyck et al, 1990).Secondly, individuals change as tourists over time. Changing patterns of tourist behaviour do not exist in sufficient detail or scale. Tourist typologies offer just mere generalities. According to Shaw Williams (2002) these typologies are beneficial despite their limitations. They provide insight into motivations of tourist and their behaviour. An insight of the various types of tourism purpose and motivation is crucial for those planning and marketing tourist destinations. All service providers and tourism planners must know why people want their products. However, there are many problems of determining tourism motivations. According to Seaton (1997) people rarely think about the underlying reasons for their actions. Motivations for activities may not bear too much self-critical scrutiny like sex tourism. Again tourism motivations often include contradictory impulses. Seaton (1997) typifies two such sets of opposing desires: Novelty and adventure (exploring a new place) vs. Familiarity and security (staying in a hotel with familiar comforts). Another problem is that it is often difficult to distinguish individual motives from socially constructed vocabularies of motives. People often give reasons for doing things that they have been programmed to give, none of which may constitute the real reason for a trip. According to P age (2003), if we are able to understand what prompts people to leave their homes and travel to new places, then we may be able to develop approaches that will help us to manage the tourists and their impacts and plan an enjoyable experience for them. More fundamentally, understanding tourist motivation may help to explain why certain places are more developed as successful tourism destination than others and then continued to grow, stagnated or declined as tastes and fashions changed.

Designing Pay Levels, Mix and Pay Structures

CHAPTER 8 DESIGNING PAY LEVELS, MIX AND PAY STRUCTURES LEARNING OBJECTIVES 1. Identify the major decisions in establishing externally competitive pay. 2. Describe the purpose(s) of a salary survey. 3. Discuss the importance of defining the relevant market in a pay survey. 4. Explain the steps involved in designing a pay survey. 5. Describe the key issues involved in interpreting the results of a pay survey. 6. Explain how the market pay line combines the internal structure with external market rates. 7. Discuss the use of pay grades and pay ranges and their relationship to internal alignment and external competitiveness. . Discuss the pros and cons of the market pricing approach to establishing a pay structure. OUTLINE I. MAJOR DECISIONS A. There are seven major decisions involved in setting externally competitive pay and designing the corresponding pay structures 1. specifying employer's external/competitive pay policy 2. define the purpose of the survey 3. select the relevant marke t competitors 4. designing and conducting surveys 5. interpreting survey results and constructing the market line 6. constructing a pay policy line that reflects the external pay policy 7. alancing competitiveness with internal alignment through the use of ranges, flat rates, and/or bands Definition:A survey is the systematic process of collecting and making judgments about the compensation paid by other employers Steps in conducting wage and salary surveys: 1. select the jobs to be surveyed 2. define the relevant markets 3. select the firms to be surveyed 4. determine the information to ask 5. determine the data collection technique 6. administer the survey II. SPECIFY COMPETITIVE PAY POLICY an external pay policy requires information on the external market †¢ surveys provide the data for translating that policy into pay levels, pay mix & pay structures III. THE PURPOSE OF A SURVEY? A. Conducting a salary survey is necessary to obtain data to set an organization’s pay p olicy relative to its competitors. B. An employer conducts/participates in a survey for the following reasons †¢ its an opportunity to collect information to make judgements regarding compensation †¢ to adjust pay to changing external pay rates & recognize pay trends in marketplace to establish/develop or price an adequate pay structure †¢ to analyze personnel problems that may be pay related †¢ defending pay practices in a court of law †¢ to attempt to estimate the labor costs of product market competitors †¢ hiring and retaining competent employees †¢ promoting worker productivity C. Adjust Pay Level – How Much to Pay? market surveys provide information so that an employer will be able to adjust the firm's pay levels relative to competitors (ex. AACSB salary survey) 1. most organizations make adjustments to employees’ pay on a regular basis . these adjustments can be based on one, or more, of the following issues: a. overall upward movement of pay rates caused by competition for people in the market. b. performance. c. ability to pay. d. terms specified in a contract. D. Adjust Pay Mix – What Forms? 1. the mix of forms and their relative importance makes up the â€Å"pay package† 2. adjustments to the different forms that competitors use (base, bonus, benefits, etc) & the relative importance they place on each form occur less frequently than adjustments to overall pay level . it is unclear why changes to the pay mix occur less frequently than changes in the pay level 4. since some pay forms may affect employee behavior more than others, collecting information on total compensation, the mix of pay competitors us, and costs of various forms is increasingly important E. Adjust Pay Structure 1. survey information used for directly valuing jobs in some cases 2. in other instances, used to validate job evaluation results (see if market rates vary greatly from those obtained in the firm’s job eva luation)Study Special Situations 1. information used to review competitor pay scales in case of high turnover or to justify differentials between certain gender dominated jobs in legal situations 2. many special studies appraise the starting salary offers or current pay practices for targeted groups, such as patent attorneys, sales managers, or software engineers G. Estimate Competitors' Labor Costs 1. surveys allow for organizations to compare labor costs especially in a highly competitive industry, as input for decisions making, etc. 2. hey may use salary survey data to benchmark against competitors’ product pricing and manufacturing practices IV. SELECT RELEVANT MARKET COMPETITORS A. To make decisions about pay level, mix, and structures, a relevant labor market must be defined that includes employers who compete in one or more of the following areas Relevant markets are expressed as: †¢ employers who compete for the same occupations and skills required †¢ the ge ographic distance employees are willing to commute/relocate †¢ employers who compete with the same products/servicesB. As the importance and complexity of qualifications increase, the geographic limits also increase C. Competition tends to be national or international for managerial and professional skills and local or regional for clerical and production skills D. The generalizations do not always hold true. Examples include: 1. in areas with high concentrations of scientists, engineers, and managers, the primary market comparison may be regional, with national data used only secondarily 2. some larger firms ignore local market conditions E.Research suggests that if skills are tied to a particular industry, as underwriters, actuaries, and claims representatives are to insurance, the market should be defined on an industry basis 1. if certain skills, i. e. accounting, sales, clerical, are not limited to one particular industry, then industry considerations are less important. 2 . from the perspective of cost control and ability to pay, competitors in the product/service market should be included since the pay rates of these competitors will affect both an employer’s costs of operations and its financial condition. F.While the quantity of data available for international comparisons is improving, using the data to adjust pay requires a lot of judgment. G. Fuzzy Markets 1. new organizations and jobs fuse together diverse knowledge and experience, so â€Å"relevant† markets appear more like â€Å"fuzzy† markets 2. organizations with unique jobs and structures face the double bind of finding it hard to get comparable market data at the same time they are placing more emphasis on external market data V. Design the Survey A. Consulting firms offer a wide variety of surveys covering almost every job family and industry group imaginable.B. Survey design involves considering the following issues: 1. Who should be involved in the survey design? 2. How many employers should be included? 3. Which jobs should be included? 4. What information should be collected? C. Whom to Involve? †¢ compensation specialist or HRM manager †¢ operating managers †¢ employees (task managers) †¢ outside consultants (avoid wage fixing allegations) D. How Many Employers? †¢ depends on circumstances, no set/magic numbers (problematic for global companies) †¢ in small markets with few employers: 2 or 3 firms in larger local markets with 200-300 positions: 12-24 firms †¢ in national labor market and some regional survey: 100+ firms †¢ salary surveys reflect industry, geographical area Publicly Available Data a. The Bureau of Labor Statistics is the major source of publicly available compensation data and publishes extensive information on various occupations in different geographic areas b. While some private sector firms may track the rate of change in BLS data as a cross-check on other surveys, the data are n ot specific enough to be used alone â€Å"Word-of-Mouse† a.A click of the mouse makes a wealth of data available to everyone and means that managers must be able to explain the salaries paid to employees compared to those a mouse-click away. b. The quality of salary data on the Web is highly suspect. Where Are the Standards? a. Opinions about the value of consultant surveys are rampant b. Many firms select one survey as their primary source and use others to cross-check of validate the results c. Some firms routinely combine the results of several surveys and weight each survey in a composite based on a judgment of the quality of the data reported . For staffing decisions, employment test designers report the test’s performance against a set of standards (reliability, validity, etc. ) For market surveys and analysis, similar indices and standards do not exist E. Which Jobs to Include? Keep the survey simple and include only enough jobs necessary to accomplish the purpo se of the survey and to encourage participation 1. Benchmark Jobs Approach †¢ include only benchmark (stable in content) jobs in the surveys †¢ ensure that benchmark jobs represent all unction/levels in the firm †¢ slotting of remaining jobs 2. Low-High Approach †¢ useful for skills based structure that has no match with competitors †¢ identify highest and lowest paid benchmark jobs for the relevant †¢ skills and use these as anchors for skills based structures †¢ slot the remaining wage rates into the structure 3. Benchmark Conversion Approach †¢ traditional approach †¢ perform job evaluation on all jobs and use benchmarks on survey †¢ transfer salary info from benchmark jobs & convert internal structureF. What Information to Collect? Collect information about: †¢ the nature of the organization (size, structure, financial) †¢ information about the total compensation system (bonus, benefit) †¢ actual rates paid to each incumbent for jobs included in survey No survey includes all the data included in the discussion; the data collected depend on the purpose of the survey. Organization Data – data includes company identification, financial information, size of company, and the structure of the organization. .Total Compensation Data †¢ all the basic types of pay forms are required to assess the total pay package and competitors’ practices †¢ data collected includes: (1)Base pay – amount of cash competitors decided each job and incumbent is worth. (2)Total cash – includes base plus bonus; indicates competitors’ use of performance-based cash payments. (3)Total compensation – includes total cash plus stock options and benefits VI. INTERPRET SURVEY RESULTS & CONSTRUCT A MARKET LINE There is no single best approach that is used to analyze data.There are steps that the organization should take to ensure that use of the information is justified. A. Verify Data †¢ test for quality & accuracy of data (examine distribution patterns) †¢ check for accuracy of job matches (titles vs. descriptions) †¢ if jobs are similar but not identical, then leveling can be used to weight data according to closeness of match B. Anomalies 1. perusing actual salary data provides an analyst with a sense of the quality of the data and helps identify any areas for additional consideration. 2. nomalies may include: 1) does any one company dominate? 2) do all employers show similar patterns? 3) outliers? 3. analysis of the anomalies may indicate additional information about competitors’ pay policies, ex. a competitor may deliberately differentiate itself with pay as part of its strategy C. Statistical Analysis †¢ frequency distribution (organizes data into intervals) †¢ central tendency (mean, mode, median, weighted means) †¢ dispersion (get some idea from mean and dispersion value, the distribution of wages; ex. tandard dev iation, quartiles/percentiles) †¢ outliers/extreme values can distort mean value †¢ using this information to establish a single wage value D. Update the Survey Data †¢ to counteract â€Å"aging† of data, adjusts need to be made Extent of updating depends on: †¢ historical trends in the marketplace †¢ economic outlook for the future in the employer's market †¢ consumer price index (CPI) †¢ manager's judgement E. Construct a Market Pay Line Development of a market pay line involves making decisions about which benchmark jobs to include, which companies to include, and which measures of pay to use usually a straight line but can be curvilinear or hinged †¢ statistical techniques such as regression analysis can be used to derive a market pay line †¢ pay level policy will reflect positioning of pay line (percentile) Definition: A market line links a company’s benchmark jobs on the horizontal axis (internal structure) with market rates paid by competitors (market survey) on the vertical axis. It summarizes the distribution of going rates paid by competitors in the market F. Combine Internal Structure and External Wage RatesThe internal consistency and external competitiveness components of the pay model are combined through the development of the pay structure. The pay structure achieves two objectives: 1. produces pay policy line to reflect market wages to internal structure 2. allows for pay ranges, and give the firm some internal flexibility VII. FROM POLICY TO PRACTICE: THE PAY POLICY LINE A. The pay policy line reflects external competitive position in the market B. There are several ways to translate external competitive policy into practice 1.Choice of measure – based on Colgate’s stated policy, Colgate would use the 50th percentile for base pay and the 75th percentile for total compensation as compensation measures in its regression 2. Updating – the approach used by an organiza tion to update salary survey data reflects its pay policy. C. Policy Line as Percent of Market Line. 1. another way to translate pay-level policy into practice is to simple specify a percent above or below the regression line (market line) that an employer intends to match and then draw a new line at this higher (or lower) level 2. here are alternatives among competitive pay policies, and there are alternative ways to translate policy into practice 3. if the practice does not match the policy, then employees receive the wrong message VIII. FROM POLICY TO PRACTICE: GRADES AND RANGES Creating pay ranges is also part of designing a pay structure that reflects the organization’s policies on maintaining internal alignment and external competitiveness A. Why Bother with Grades and Ranges? 1. grades and ranges offer flexibility to deal with pressures from external markets and differences among organizations quality differences among jobholders †¢ productivity differences among individuals †¢ differences in the mix of pay forms competitors use 2. ranges provide managers the opportunity to: †¢ recognize individual performance differences with pay †¢ meet employee expectations that pay will increase with time †¢ encourage employees to remain with organization 3. from an internal alignment perspective a range reflects differences in: †¢ performance †¢ experience 4. from an external competitiveness perspective, a range is a control device 5. ranges are not used by all employers skill-based plans establish single rates for each skill level regardless of performance or seniority †¢ flat rates are favored by unions (use regression formula) †¢ broad bands are being adopted for greater flexibility B. Develop Grades †¢ fairly similar jobs (comparable value) are grouped together †¢ lateral moves without change in pay †¢ allows for certain degree of flexibility †¢ some subjective decisions in designing pay gr ades makes it tough †¢ jobs grouped together for traditional purposes, career pathing C. Establish Ranges Midpoints, Minimums, and Maximums midpoint of each range serves as control point to correspond with †¢ the pay policy line following a matching(competitive) policy †¢ midpoint reflects pay level at which competent person is paid †¢ range spreads vary according to jobs (spread increasing with worth) †¢ determine degree of overlap desired (arithmetic, geometric, random) D. What Size Should the Range Be? a. size of the range is based on judgment about how the ranges support career paths, promotions, and other organization systems. (1)top-level management positions typically have ranges of 30 to 60% above and below the midpoint 2)entry to mid-level professional and managerial positions typically have ranges of 15 to 30% above and below the midpoint (3)office and production work typically have ranges of 5 to 30% above and below the midpoint b. compensation ma nagers use actual survey rates, particularly the 75th and 25th percentiles, as the range minimums and maximums c. another approach is to establish the minimum and maximum separately, with the amount between the minimum and the midpoint a function of how long it takes a new employee to become fully competent E. Overlap (re: rules of thumb) degree of overlap to mirror commonality between grades †¢ high degree of overlap indicate small differences in the value of jobs in adjoining grades – ex. title change but not much change in pay †¢ overlap beyond three adjacent grades should be avoided †¢ jumps in pay grade should involve at least 10% differential †¢ size of differentials should support career movement thru’ structure †¢ difference between supervisor and worker: approx. 1 grade or 15% IX. FROM POLICY TO PRACTICE: BROAD BANDING A. Broad banding is a new technique 1. his approach consolidates approximately 4 – 5 traditional pay grades int o a single band with one minimum and one maximum 2. since a band encompasses many jobs of differing values, a range midpoint is usually not specified B. Contrasts between ranges and broad bands are highlighted in Exhibit 8. 19 C. Supporters of broad bands list several advantages: 1. they provide flexibility to define job responsibilities more broadly 2. they support redesigned, downsized, or boundary-less organizations that have eliminated layers of managerial jobs 3. they foster cross-functional growth and development. a. mployees can move laterally across functions within a band to gain depth of experience b. emphasis on lateral movement with no pay adjustments helps manage the reality of fewer promotions in flattened organizational structures 4. flexibility eases mergers and acquisitions since there are not a lot of levels to argue over D. The most important difference between the grades and ranges and broad-banding approaches is the location of controls 1. grade and range approa ch has guidelines and controls designed into the pay system 2. band approach has only a total salary budget that provides constraints. E.Banding involves two steps: 1. Set the number of bands a. examples indicate the use of 5 to 6 bands for pay purposes (1)Merck uses 6 bands for its entire pay structure (2)General Electric replaced 24 levels of work with 5 bands b. the challenge is how much to pay employees who are in the same band but different functions performing different work 2. Price the bands and reference market rates a. each band will likely include multiple job families. b. based on external market differences in pay rates, the different functions within each band are likely to be priced differently collapsing several traditional grades into one or two career bands †¢ objective is to provide more flexibility in moving people among jobs †¢ don’t need to change band or make pay adjustment when moved Steps 1. Set number of bands – usually three to eigh t for pay purposes. 2. Price bands using reference market rates and zones 3. Determine within band (lateral) movement since purpose of banding is to encourage cross-functional movement X. BALANCING INTERNAL AND EXTERNAL PRESSURES: ADJUSTING THE PAY STRUCTURE A.Adjustments may be necessary in the pay structure to balance internal consistency and external competitiveness. B. A distinction has been made between the job structure and the pay structure 1. A job structure orders jobs on the basis of internal organizational factors that are reflected in job evaluation or skill/competency certification 2. A pay structure is anchored by an organization’s external competitive position and reflected in its pay-policy line C. Reconciling Differences †¢ Internal JE & external market survey results may not agree and may therefore produce two different structures †¢ pay structure vs. ob structure (ex. labor shortage may impact this) †¢ review of the JA and JE may be necessary to see if a job was accurately evaluated or to a/c for differences between market rate & internal rate †¢ managers tend to weigh market data more heavily than internal J. E. D. Locality Pay †¢ problems with governmental transfers (NYC vs. Des Moines) †¢ GS system makes no allowance for performance factor †¢ federal government pay system less sensitive to market changes †¢ Federal Employee Pay Comparability Act of 1990 (FEPCA) E. Compression †¢ caused by pressure of external forces vs. nternal factors †¢ outside wages increasing faster than internal ones †¢ pay differential among jobs are smaller relative to KSA differences XI. MARKET PRICING †¢ strong emphasis on market de-emphasizes internal consistency. †¢ price as many jobs as possible in external market, then rank to mark the unique jobs †¢ appropriate for firms with lots of jobs comparable to external market †¢ down side is that it allows competitors (market) set pay policy XI. YOUR TURN: Word-Of-Mouse: Dot-Com Compensation Comparisons YOUR TURN 2:Are Compensation Surveys Upward Biased?

Human Resource Management Managing Conflict in the...

CONTENTS 1. Introduction 2. HRM activities 2.1 Employee relations 2.2 Handling organisational conflict 3. Conflict resolution: a theoretical framework 3.1 Techniques HR managers use for conflict management 3.2 Types of collisions they manage 3.3 Role of trade unions in regulating employee disputes 4. Conflict resolution: a comparative case study of UK and Russia 4.1 British approach to the employee relations 4.2 Employee relations in Russia 5. Conclusion 6. List of references | 1 2 2 2 3 3 4 5 7 8 | | 1. Introduction Managing human resources (HRM) appears to be a part and parcel of effective and efficient organisation. Inherently, the underlying gist of HRM is to maximise economic†¦show more content†¦It suggests that employee failing to fulfil agreements should devise alternatives, make adjustments and set forth counter offer for consideration. Ultimately, another approach that can be practised by HR management is mentoring. Setting up a successful mentor system where fresh employees can learn the ropes guarantees that core practices are realised and accomplished from the moment a new employee becomes the piece of the organisation. 3.2 Types of collisions they manage Leopold, Harris and Watson (2005, p. 410) believe that conflict â€Å"is a facet of cooperation and cooperation is a facet of conflict†. To illustrate this apparent paradox, we can closely examine the types of conflicts and classify them clearly into six categories (see Figure 1). Research confirms that HR managers face specific conflicts in each kind of dispute (Business Horizons, 1997). |Types Of Conflicts |Specification | |Interpersonal |Communication difficulties, personal irritations; jealousy, embarrassments, insults, | | |fights. | |Operations issues |Work assignments, vacation scheduling, overtime, union rules, work load, sick leave. | |Discipline |Attendance, drug use, theft, policy violations,Show MoreRelatedThe Human Resource Management Plan2042 Words   |  9 Pagesand Great Britain can carry wonderful benefits. The Human Resource Department must give attractive packages to appeal to skilled workers when expanding outside of the US. Bridging the gap when salaries are not as attractive can be achieved by providing other befits like healthcare, covering the cost of additional educational expenses for employees, tuition cost for children. Benefits become expensive when working with scores of people nationally and internationally. 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