A Child Called It Encourage Speech Essay Example for Free

A Child Called It Encourage Speech Essay Hello guys I’m Grace and I am a volunteer of this youth center, below I just to ask do you have these feelings before? Desperate, depressed, desolated. I believe these emotions will bump out in every one of your mind when you think you are in a disadvantaged situation, and sometimes you think the whole world owes you, aren’t you? But indeed, are you really that pathetic? For me, people used to say I’m a pessimism. Yet, after reading a book based on a true story of a boy, it blows my mind. And it changes my mind in way in seeing the world with cherishing and forgiveness, and now I want to share this with all of you and I hope it will change yours too. The boy who gives me such an impact is called Dave Pelzer and he is the author of the book called ‘A child called IT’. He was being abused by his mom since he was a child, starving, pain, hopeless are what he gone through, but in the end, he was being rescued. The state of California said that it may have been the worse case of child abuse in the history of state. I guess you could imagine how tough the life was for Dave. However, despite of all these memories, he still managed to survive and become a bright person. So first of all, the precious of survival is the first thing Dave had taught me. In our daily lives, our often take everything for granted, just take a simple example. When we are eating our cereal breakfast, we would complain from our mom and say ‘ How come it’s the same taste again! I have ate this cereal for whole week! I’m bored of it! while you are complaining with things you are not satisfied, Dave was managing not to starve to die. From the book, his mother rarely treated Dave as a son nor a human being, he is just an ‘it’, a non-existence. Eating is not a normal right for Dave, he had to finished all his chores in order to have a mouth of food, finding food from the trash and stealing food from a grocery store and classmates was the way to keep him alive. Just think about it? We are really l ucky aren’t we? As all us sitting in here and no need to worry about tomorrow’s live and will we survive or not. And it’s time to back to basics, don’t focus on things we don’t have but the things we have! We have friends, families and everyone sitting next to you in this youth center, what we got is far more than survive, and we should better treasure it, and not focus on the dark side. As I about the dark side, you might think Dave’s heart was full of hatred to his mum because her mum treated him so badly. But in contrast, Dave teach me forgiveness—the art of letting go. No matter what lies in their past, they can overcome the dark side and press on to a brighter world and turn tragedy into triumph’ Dave said in the book. How come a person can let go of his anger and bring love to her mum and his loving child, that’s Dave. Look at what happened to us, sometimes people or ourselves makes mistakes and the hatred will last in our heart, but actu ally what’s the point in remembering all those tragedy? Why don’t we move on? Just forgive ourselves and forgive others, your friends, your family. Then, you will find you heart is brighter and clearer than ever, just like Dave. In conclusion, I think this book is remarkable and incredible as Dave’s experience do change my way in looking in the world in more perspective such as survive, forgiveness, love, courage and faith, but the time is limited so I have to stop here. Lastly, I just want to say we could always let go of the bad things happened to us and treasure everything we got, be positive! Everyone in the youth center would support you. Even the darkest will end and sun will rise. Thank you.

mother theresa :: essays research papers fc

Mother Theresa of Calcutta Agnes Gonxha Bojaxhiu was born in 1910 to Albanian parents in Skopje, which at the time was under the rule of the Ottoman Empire. (The city is now the capital of the Former Yugoslav Republic of Macedonia.) When she was 18, she entered the Order of the Sisters of Our Lady of Loreto in Ireland. She trained in Dublin and in Darjeeling, India, before taking her religious vows in 1937. She took the name Teresa from Saint Teresa of Lisieux, the patron saint of foreign missionaries. In September 1946, while riding in a train from Calcutta to Darjeeling to engage in 8 days of spiritual exercises, she received a divine calling from God "to serve Him amongst the poorest of the poor". She served as principal of a Roman Catholic high school in Calcutta, and was moved by the presence of the sick and dying on the city's streets. In 1948 she was granted permission to leave her post at the convent and begin a ministry among the sick. That same year she became an Indian citizen. In 1950 Mother Teresa and her associates were approved within the archdiocese of Calcutta as the Missionaries of Charity. The order was later recognized as a pontifical congregation under the jurisdiction of Rome. Members of the congregation take four vows on acceptance by the religious community. In addition to the three basic vows of poverty, chastity, and obedience, a fourth vow is required pledging service to the poor, whom Mother Teresa described as the embodiment of Christ. In 1952 Mother Teresa opened the Nirmal Hriday (Pure Heart) Home for Dying Destitutes in Calcutta. She and her fellow nuns took in dying Indians off the streets of Calcutta and brought them to this home to care for them during the days before they died, so that they might be able to die in peace and with dignity. In serving the people abandoned by society, Mother Teresa put love into action. Her spirit of giving inspired many to follow her, and her work eventually expanded to many other parts of the world. Today over 5000 sisters, brothers, and volunteers run approximately 500 centers worldwide, feeding 500,000 families and helping 90,000 lepers every year. In recognition of her efforts, Mother Teresa was bestowed many awards, including the Padma Shri award for distinguished service in 1962, The Pope John XXIII Peace Prize in 1971, the Nobel Peace Prize in 1979, the Presidential Medal of Freedom in 1985, and the Congressional Gold Medal in 1997.

Observing the Role of Homeostasis in the Body after Exercise

Observing the role of homeostasis in the body after exercise Biology (T): Functioning Organisms Biology Practical Report 0383210 Mrs Woinarski Due 14th November 2012 Introduction: Homeostasis plays a vital role in the maintenance of a normal environment in which bodily systems are able to function most efficiently. The importance of homeostasis can be seen in blood pressure and pulse rate, as measurements which are not in the normal range can create serious health problems. Exercise has a known effect on both of these systems, as it results in a rise in body temperature and dilation of blood vessels, as well as an increase in breathing rate.By measuring how these rates return to normal levels after exercise demonstrates homeostasis in the body, and helps to describe the ways in which the endocrine system and organs involved impact this. Aim: To demonstrate the role of homeostasis in reaching normal levels for pulse rate and blood pressure after an increase due to exercise and investi gate which of the relative feedback systems works faster to achieve homeostasis. Apparatus: Stopwatch 1. 5m Skipping Rope Electric blood pressure monitor Method:Using the electric blood pressure monitor, both blood pressure and pluse rate were measured at a resting level for the first participant. In an open area, participant was asked to skip 100 times using rope, without any break. Immediately afterwards, the stopwatch was set and the blood pressure and pulse rate of the participant were measured using the blood pressure monitor and recorded. Using the stopwatch to see time after exercise, blood pressure and pulse rates were measured again at t=1, t=5 and t=10, where t equals minutes after exercising.The entire process was completed on each participant individually. Results: Raw Data Table 1: Results for Participant 1 Time (t) |Pulse rate (bpm) |Blood pressure (mmHg) | |-1 |88 |105/67 | |0 |140 |135/119 | |1 |128 |138/69 | |5 |108 |113/63 | |10 |96 |109/66 | | Table 2: Results for Participant 2 Time (t) |Pulse rate (bpm) |Blood pressure (mmHg) | |-1 |90 |100/70 | |0 |150 |130/100 | |1 |120 |120/82 | |5 |100 |112/75 | |10 |93 |103/70 | | Table 3: Results for Participant 3Time (t) |Pulse rate (bpm) |Blood pressure (mmHg) | |-1 |81 |112/68 | |0 |100 |120/93 | |1 |95 |117/90 | |5 |91 |113/81 | |10 |80 |110/69 | | Table 4: Results for Participant 4 Time (t) |Pulse rate (bpm) |Blood pressure (mmHg) | |-1 |92 |126/79 | |0 |92 |154/65 | |1 |92 |143/67 | |5 |92 |131/60 | |10 |92 |125/71 | | Table 5: Results for Participant 5 Time (t) |Pulse rate (bpm) |Blood pressure (mmHg) | |-1 |86 |80/55 | |0 |90 |85/67 | |1 |89 |85/67 | |5 |87 |83/68 | |10 |83 |79/53 | |Processed Data Discussion:The results of this experiment effectively demonstrate the role of homeostasis in returning both pulse rate and blood pressure to normal rates after exercising, as can be seen in the trends in the data provided. As seen in graphs 1, 2 and 3 the trend was a peak in both blood pressure and pulse rate immediately after exercise, followed by a slower decrease to normal levels. Pulse rate, as seen in graph 1, changed quite dramatically in participants 1 and 2 after exercise, and although this same peak is not so obvious in participants 3 and 5, they show a similar pattern.The difference in scale of change here could be affected by many uncontrollable variables, such as the participants’ fitness levels. However, by comparing each participant’s results to their resting levels, an accurate description can be made. Participant 4 is, in this case, an anomaly, as exercise did not have any effect on their pulse rate (Table 4). Graphs 2 and 3 show the participants’ change in blood pressure as a result of exercise, separated into systolic and diastolic blood pressure measurements.Again, a peak can be seen immediately after exercise as blood is being forced throughout the body to supply nutrients to muscles which have just been used, shown in both systolic and diastolic rates. Blood pressure returns to normal through a homeostatic process after exercise, as a result in the changing size of blood vessels. After blood pressure had returned to normal, in the majority of participants, it then in fact continued to decrease slightly before creating a new resting level. This is a result of the dilation of blood vessels, which then move more easily through arteries. Conclusion:In conclusion, the process of homeostasis in returning to normal levels of blood pressure and pulse rate after exercise have effectively been demonstrated. The different speeds at which these homeostatic processes are completed are a result of the endocrine feedback systems involved. Sources of error in the experiment are the limited results obtained as a result of time constraints. For a more accurate outcome, more participants should be tested so that any anomalies can be disregarded, and each participant should be tested multiple times to obtain average results as a way to avoid any mechanical errors.As the same device was used to test the blood pressure and pulse rate of each participant, mechanical error was reduced, however multiple tests would have improved the results. Bibliography: ‘Homeostatic mechanisms’ 2012, WestAustralian Government, viewed 10 November at http://tle. westone. wa. gov. au/content/file/ea6e15c5-fe5e-78a3-fd79-83474fe5d808/1/hum_bio_Science_3a. zip/content/003_homeostasis/page_05. htm Hardy, Richard N. 1983, Homeostasis, 2nd ed, Edward Arnold, London ———————– [pic] [pic] [pic]

Noëls Vocabulary, Traditions and Decorations

Whether you are religious or not, Christmas, Noà «l (pronounced â€Å"no el†) is an important holiday in France. Since the French don’t celebrate Thanksgiving, Noà «l is really the traditional family gathering. Now, many things have been said about Christmas in France, and its particular traditions such as the thirteen desserts, but many of these traditions are regional, and unfortunately tend to disappear with time.   Right now, across France, here are seven traditions you could be expecting: 1. Le Sapin de Noà «l — The Christmas Tree For Christmas, traditions asks that you go get a Christmas Tree â€Å"un sapin de Noà «l†, decorate it and set it in your house. Some people would plant theirs back in their yard. Most will just get a cut tree and throw it away when it is dry. Nowadays, many people prefer to have a synthetic tree you can fold and reuse every year. â€Å"Les dà ©corations (f), les ornements (m)† are more or less precious but it is mostly in the US that I’ve heard the traditions of passing on ornements through generations. It is not a very common thing in France. Its not really clear when to set up the sapin de Noà «l. Some set it on Saint Nicks day (December 6th) and remove it on the 3 King Day (lEpiphanie, January 6th). Le sapin de Noà «l - Christmas treeLes aiguilles de pin - pine needlesUne branche - a brancheUne dà ©coration - a decorationUn ornement - an ornamentUne boule - a ball / an ornamentUne guirlande - a garlandUne guirlande à ©lectrique - an electrical garlandL’à ©toile - the star 2. La Couronne de Noà «l — Christmas Wreath Another Christmas Tradition is to use wreaths on your doors, or sometimes as a table centrepiece. This wreath may be done of twigs, or of a fir branch, may have glitter, feature fir cones and if placed on a table, often surrounds a candle. Un centre de table - a centrepieceUne couronne - a wreathUne brindille - a twigUne branche de sapin - a fir branchUne pomme de pin - a fir coneUne bougie - a candleUne paillette - a glitterDe la neige artificielle - artificial snow 3. Le Calendrier de l’Avent — Advent Calendar This is a special calendar for kids, to help them count the days before Christmas. Behind each number is a door, which reveals a drawing, or a nook with a treat or a little toy. This calendar is usually hung in a communal room as to remind everybody of the countdown before Christmas (and keep an eye on the â€Å"door† openings so that the kids won’t just eat all the chocolate before Christmas...) Un calendrier - a calendarL’Avent - AdventUne porte - a doorUne cachette - a hiding spotUne surprise - a surpriseUn bonbon - a candyUn chocolat - a chocolate 4. La Crà ¨che de Noà «l — The Christmas Manger Nativity Another important Christmas tradition in France is the nativity: a little house with Mary and Joseph, an ox and a donkey, the star and an angel, and eventually baby Jesus. The nativity set can be larger, with the 3 kings, many shepherds and sheep and other animals and village people. Some are very old and in the South of France, the little figurines are called â€Å"santons† and can be worth quite a lot of money. Some family make a paper crà ¨che as a project for Christmas, others have a tiny little one somewhere in their house, and some churches would have a live nativity scene during the Christmas mass. Traditionally, baby Jesus is added on December 25th in the morning, often by the youngest child of the household. La crà ¨che - the manger/ nativityLe petit Jà ©sus - baby JesusMarie - MaryJoseph - JosephUn ange - an angelUn boeuf - an oxUn à ¢ne - a donkeyUne mangeoire - a mangerLes rois mages - the 3 kings, the 3 wise menL’à ©toile du berger - the star of BethlehemUn mouton - a sheepUn berger - a shepherdUn santon - manger figurines made in the South of France 5. About Santa, Shoes, Stockings, Cookies and Milk In the old days, children would place their shoes next to the fireplace and hope to get a little present from Santa, such as an orange, a wooden toy, a little doll. Stockings are used instead in the Anglo-saxon countries.   In France, most new houses do not have a fireplace, and the tradition of placing your shoes by it has totally disappeared. Although he does bring the presents on his sleigh, in France what Santa does is not that clear: some think he comes down the chimney himself, some believe he sends a helper or just magically places the gifts on the shoes (if he is an old-fashioned Santa) or under the Christmas tree. In any case, there is no clear tradition of leaving cookies and milk for him†¦ Maybe a bottle of Bordeaux and a toast of foie gras? Just kidding†¦ Le Pà ¨re Noà «l - Santa (or Saint Nicolas in the North-East of France)Le traineau - the sleighLes rennes - reindeersLes elfes - elvesLe Pà ´le Nord - North Pole 6. Christmas Cards and Greetings It’s customary in France to send out Christmas/ Happy New Year cards to your friends and family, although this tradition is disappearing over time. If its better to send them before Christmas, you have until January 31st to do it. Popular Christmas greetings are: Joyeux Noà «l - Merry ChristmasJoyeuses fà ªtes de Noà «l - Merry ChristmasJoyeuses fà ªtes - Happy Holidays (more Politically Correct since not Religious) 7. Les Marchà ©s de Noà «l — Christmas Markets in France Christmas Markets are little villages made up of wooden stalls (called chà ¢lets) which pop up in the center of towns in December. They typically sell decorations, local products and vin chaud (mulled wine), cakes, biscuits and gingerbreads as well as many handcrafted items. Originally common in the North-East of France, they are now popular throughout France - there is a huge one on les Champs Elysà ©es in Paris.

The Purpose of Risk Management - Free Essay Example

Sample details Pages: 10 Words: 3002 Downloads: 4 Date added: 2017/06/26 Category Management Essay Type Analytical essay Did you like this example? Risk Management Introduction: The considered facility is one of those managed by the Selwyn Foundation. Kerridge Rest Home is located at the Selwyn Village Retirement Complex, 43 Target St., Point Chevalier, Auckland. Kerridge is a 61 bed capacity rest home with a good view of the areaà ¢Ã¢â€š ¬Ã¢â€ž ¢s beaches. Don’t waste time! Our writers will create an original "The Purpose of Risk Management" essay for you Create order Just recently it has opened its doors to hospital level care residents in addition to the rest home residents that they have had over the years. Purpose of Risk Management: In a healthcare facility, there are a number of risks that both the staff and the residents are exposed to daily. It will also be a measure to identify the present hazards and the possible hazards present. In general, risks are part of daily the activities and no one can get away, risk management is does not aim in eradicating the risks but rather minimize these risks and the effects of it, thus, preventing greater unfavourable events and situations. In an organization risk management is important so to avoid conflicts between staff and residents as well as conflicts with the family or significant others. In entirety, the purpose of risk management in healthcare is to enhance patient care and safety and promote security for everybody in the facility at the same time abiding with the legal requirements of the government. Benefits of Risk Management: When there is effective risk management at the facility, there will be a sense of security among the residents and the staff and a level of safety is achieved. Like for example at the facilities under the Selwyn foundation there is a good and visible fire alarm system. Smoke detectors are installed around the facilities, evacuation information in event of fire are posted in the bulletin board of every resident rooms as well as in corridors and lounges. Respective exits are also properly labelled and fire extinguishers are kept in an accessible spots. When all these are visible and information are properly disseminated then a sense of security is felt by the staff and residents knowing that in event of fire they will be properly guided on what to do. Risk Management will also help in the identification of hazards that may be avoided or given attention to before any accident may happen. To site an example, in the facility there are railings along the corridors as well as in toilets, this will help residents in keeping their balance and therefore prevent possible falls. Another example will be that of installing fire detectors and alarm system, this gadget will help detect fire before it will escalate and sends the alarm for everyone to evacuate and the fire department to be informed before it will be too late. Another benefit of having an effective risk management is meeting up with regulatory compliance and having accreditation from these regulatory institutions. The accreditations given to the facility is one indication that the facility is a safe place for the elderly to dwell in and that Kerridge is maintaining the standards of care as well as equipped with a competent and knowledgeable staff able render efficient and quality care to the elderly. Risk management components and its relations to overall risk management role: Activities and Internal Environment At Kerridge Rest Home, residents are allowed to have outdoor gardening activities, although this type of activity may be good for the residents in order for them to breathe in fresh air this may also pose as an accidental hazard for other residents using a walker. Given that activity is outdoors, the garden does not have railings around the area so when residents get out of balance, they may be subjected to a greater degree of injury. The facility also has a diverse community of staff and residents. The care staff is composed of Indian, Fijian, Filipino, Samoan among others and residents are European, Kiwi, Dutch therefore there would be the risk for miscommunication. The residents may sometimes have the difficulty in understanding the care givers depending on the accent or way of talking of care givers and nurses and vice versa. Setting Objectives During the morning shifts at Kerridge, which starts from 7am to 3pm, the care givers are expected to shower/wash and dress their residents and have them ready for scheduled activities and get them ready for lunch with some rest in between. The staff starts the shift with a hand over to know any changes in the activities of the residents such as hospital visits, having tea or lunch outside with the family or a physiotherapy schedule. Then they allot about 30 minutes for every resident to do the cares so that by lunchtime, residents are well dressed and ready for their meal. Another objective at Kerridge is to prevent the residents from falling during the working shift. This is prevented by having restraints put on the residents and routinely checking on the residents to maintain the level of safety in the facility. Event Identification Identified Risks at Kerridge Rest Home are grouped into categories: Health risks includes infection, the risks for residents injury related to fall, the risk for bed sores for hospital level care residents, the risk of skin rashes due to incontinent pads. Another category of risks is that of infrastructure which includes, fire and lightning, slips or fall due to slippery flooring, risk for dehydration due to centralized heating system. Belonging to the Staff Risks, we have risk for understaff in cases when they are on sick leave, the risk for miscommunication considering that the care giving team are composed of different nationalities. IT category would include the risk to privacy related to hacking making private information about residents available to the hacker, the risk of data being deleted due to system breakdown. The record for the employees working hours may also not be accurate when the biometric system is not working. Risk Assessment As stated above, a month or so ago Kerridge Rest home has welcomes its doors to hospital level care residents and so this has given rise to the probability of 50% for the existing rest home residents to feel neglected by the care givers. In every rest home, especially with hospital level care residents there is a high risk with a probability of 80% of the care givers to have back injury considering the degree of physical involvement they have in the care of their residents just like lifting the residents. In most cases, hospital level care residents are physically incapable to stand on their own making it a need for care givers to make use of a mechanical lifting device or the hoist. When employees have a back injury and would not be fit to do the residents care, this would mean that they should file for a sick leave thus this would result to insufficient number of staff for a shift. The Selwyn management would then have to search for n available healthcare assistant to fill in the shift from other bureaus, requiring more time and money for the management. This would at the same time have an impact on the care rendered to the residents for a permanent employee is more knowledgeable about the residents than those working for the bureau. At kerridge, the residents are mostly in their 80s and 90s with a few over 100 years old so they are more susceptible to fall, with a probability of 80-90%. When such incidents happen this would mean more job for the nurses because they would have to fill out forms and incident reports in order make this incident made known to the management. At Kerridge rest home or any rest home for that matter, residents have a 50-70% probability of feeling lonely considering that they are away from their family and even their homes and also might feel a sense of helplessness because of their mobility limitations and frail health. Response Plan As a response to the feelings of loneliness of the new residents, the management made it a point that they be given the same routine of care as that of their previous home. In this manner, the residents may not feel alienated. They were also encouraged to join the activities of the other rest home residents and family members are encouraged to visit the residents. Pertaining to the risk of the residents feeling neglected, the management increased the number of staff. In this way there is enough number of staff to care for the residents and the ratio of care giver to staff is maintained therefore care givers still have ample to do their cares efficiently and maintaining the standards of care. Mechanical lifts (hoists) were also made use in the facility in caring for hospital level care residents in order to lessen the physical strain on the care givers when rendering care as well as the use of the sliding sheets. Control Activities Since there is a high risk for care givers to have back injury with the nature of their job like positioning the resident in bed, transferring and lifting the resident from and to the bed or wheelchair, the facility has made use of equipment or materials that would help in reducing the risk of back injury. The use of sliding sheet makes it easier for the caregiver to move the patient in bed thus lessening the physical strain on the care giver. The benefit of using the hoist does the same, less strain on the caregiver. As of the risk of fall for rest home residents, this is controlled through the use of walker at all times, as well as the installation of hand rails throughout the corridors and toilets. The use of restraints also prevents the residents from falling from their wheelchairs or chairs. Bed rails are also put up the whole night to prevent falls at night. The risk for miscommunication among staff and residents can also be reduced by setting a rule for everyone to spe ak English at all times. The accents may differ but at least when we use the same language in the entire facility then residents and staff may reach a certain level of understanding especially when communication is the issue. Another way to lessen miscommunication is with the use of the memo board, in here the residents may have their preferences written Monitoring At Kerridge the management and staff have a monthly meeting in order for everyone to have a view of how things are doing at the Rest Home. The residents also have a regular check-up schedule done by a doctor, in this way, their overall health may be monitored. Like for example, doctors will assess if the residents are still responsive to their maintenance medication, if it is not the case, then they can prescribe another type of medication with continuous monitoring. This may also help the management and the care givers to monitor the progress of the residentsà ¢Ã¢â€š ¬Ã¢â€ž ¢ health, whether there health maintenance, deterioration or progress, During scheduled staff meeting, everyone is given the opportunity to air out their concerns regarding the facility, the staff as well as the residents or even the nature of their job. This is a way to monitor how the care givers are coping up with the demands of their work. In order to render efficient and quality care, designated sta ff also make an inventory of the available supplies in the facility, this way they have an updated idea of what important things are needed like pads, skin cream, milk, sugar, juice, etc. The items are necessary and needed in the facility and the staff make it sure that there if enough of it for the residents to use. Information and Communication When there was the plan to bring in Hospital level care residents into Kerridge Rest home, the management made the information known to the staff through staff meeting, during such time, the employees were given an overview of the changes that would take place once the new residents would arrive. They were also given the time to air out their concerns so that the management can address it. After the right information has been disseminated to the staff, the management then prepared a memo or letter that was distributed to every resident. The letter consisted of information regarding the event that would happen, the time when new residents will be coming in, as well as the number of residents joining the facility. Group Work Assessment: Business risk Buying an existing pharmacy and renaming it might be both a risk and a benefit for the business. It might be true that buying a pre-existing pharmacy may be beneficial for the business, the reason behind this might be that exist ing clients already know the location of the pharmacy and they may continue to get their prescriptions from the same place but regardless if the business has been renamed. But on the other hand renaming it might be a risk, pre-existing customers might continue to patronize the pharmacy even with a new name if they have had good experiences with the previous management or they might not want to continue buying from the pharmacy with its new name having the notion that they might not be given the same treatment or experience with the previous management. Open 24 hours may be risk that there might not be any sales during late hours of the day considering that most of the people are already in their homes and would not be out late. Another thing to consider is the risk for robbery, when it is late at night there are a few if not no one around the area thus making it possible for a robbery to happen thus, putting the business at risk as well as the lives of the employees. Spending $50,000 for full re-image for a more international feel is another risk. Giving the business this kind of feel may welcome tourists, which is one of the prospect groups of customer but where international customers are comfortable on the other hand this might be the same reason preventing the city apartment tenants and commuters to visit the pharmacy thinking that the pharmacy is selling only imported goods. Insurance risk Since most of the products being sold in the pharmacy are mostly related to health then the business should have a liability insurance, this would give protection to the business should any employee or products cause or is alleged to have cause bodily injury or property damage to a third party. A Workersà ¢Ã¢â€š ¬Ã¢â€ž ¢ Compensation Insurance (ACC) covers the expenses of the employees should they be injured at work. This will also provide wage replacement and medical benefits to the injured employee. This type of insurance also protects the employer if sued by the injured employee should they claim that you did not provide a safe working place. Fire Insurance is the policy that covers all or part of the losses that was the result of fire or lightning. As a security for the establishment, there should be proper fire exit and extinguisher available. Since the pharmacy is at high risk for robbery, burglary or theft then they should have a crime insurance which would cover all the losses from these incidents. For the pharmacyà ¢Ã¢â€š ¬Ã¢â€ž ¢s security then it would be beneficial for the establishment to install Closed-circuit television (CCTV). Since a pharmacy business deals with medications so it is must that we also put into consideration human errors such as dispensing the wrong medication or mistakenly labelling the medication, there might also be instances that customers might ask for any side effects of a certain drug and the staff may not be expected to know all the possible side effects. This policy protects the ph armacy from lawsuits resulting to human error. Since the business is owned by 3 shareholders, the Business Life Insurance will protect the business should there be any death among the shareholders. The policy will provide the other partners to with the needed fund in order to buy the deceasedà ¢Ã¢â€š ¬Ã¢â€ž ¢s share of the business, preventing them from taking out loans or selling the share of the deceased to unacceptable partner. Compliance risk There are a set of regulations that should be put into consideration in order to have the necessary approval from the designated council in order to put up a business. In this case, a pharmacy business is what is being considered. Since the business is for directed to tourist and city dwellers clientele, there is the must that all the products and items that they have in the shop should comply with the standards set by Medsafe, the New Zealand Medicines and Medical Devices Safety Authority, in order to ensure that their product s are reasonable safe. The building structure should also comply with the Building Act (2004) which is administered by Department of Building and Housing (DBH), if the business is in a multiple level or storey building then the building should be durable enough, with its building materials not a fire hazard and with proper fire exit. The business must also comply with the health and safety in employment act of 1992, providing the employees are healthy and safe working environment. This applies to every employee of the pharmacy, permanent or temporary, casual, part-time or full-time. How they arrange or display their products would also be of consideration, there should be enough pathway in events for fire. A good fire alarm system should also be considered. Fire exits should be visible and accessible as well. Another issue that is to be considered in the business is the wage or salary for the employees. Thought the business has started with high expenses put into renovation , they should comply with the minimum wage act of New Zealand. Employees must be given the due wage that they deserve, starting the wage at minimum rate for an adult which is $14.25 per hour Bibliography: Dennis H. Tootelian, Albert I. Wertheimer, Andrey Mikhailitchenko. Essentials of Pharmacy Management. Pharmaceutical Press, 2012. Iverson, David. Strategic Risk Management. A Practical Guide to Portfolio Risk Management. John Wiley Sons Singapore Pte. Ltd., 2013.

Music And Political Conflict Between Hong Kong And China

The Sociology of music has become a hot-button field of study in worldwide in recent years. The purpose of this research essay is to explore the connections between music and political conflict between Hong Kong and China. Through understanding the current conflict circumstance arose in Hong Kong and China, I intend to demonstrate the penetrating power of music, as a social transmitter of messages, within the society. Besides, it is also important to understand the perspective of different actors within the whole process of making political songs, such as the songwriters’ thinking and intention. In doing so, this essay examines how the social aspects of musical behaviour and the role of music in society. To provide some background†¦show more content†¦Therefore, it is a worthy qualitative sociological study because this research aim to give the audience a closer look of the following three aspects: What factors have strategically inspired song writers in making music in relates to a particular social phenomenon?, Does the rise of political songwriters target a certain class of people?, and Why some music with strong emphasis on historical and political contexts are banded in China? Literature Review (based on 3 peer-reviewed scholarly sources): The common assumption throughout the selected sources was to describe the intensification of the conflict between Hong Kong And Public Republic Of China through contextual data. (Baehr 2001; Wai-Chung Ho, 2000; Wai Chung 2006) In the first place, it is important to have knowledge of the origin of the political conflict between Hong Kong and Public Republic of China before examining its relation to the hot flash of local politic song. Baehr (2001) depicts â€Å"The retrocession of Hong Kong to China on 1 July 1997† was marked a major consequences for both domestic and Chinese politics. The focal point is that â€Å"One country, two systems† has become the constitutional principle to Hong Kong, and remain unchanged for 50 years. Not surprisingly, social problems arise due to the hardship in assuring everyone to share a common value within the society, which is the matter of â€Å"identity†. To further examine this idea, Baehr highlights that

Training Development a Tool of Retaining Employees Free Essays

string(97) " the size of the organization, communication is central to building and maintaining credibility\." Training Development: A tool of Retaining Employees â€Å"Abstract† NITIN GUPTA (ASST. PROF. IIMT HOTEL MANAGEMENT COLLEGE) The objective of this study is to show that training development is required for an organization to retain its employees, as Training is activity leading to skilled behavior and it realize the employees that what they want in life knowing how to reach it, where they want to go and how to get there, how high they want to rise and how to take off in the organization. We will write a custom essay sample on Training Development: a Tool of Retaining Employees or any similar topic only for you Order Now The people in your organization are your most important resource. It is not only essential to hire the very best employees but the important is that a company retains those employees. Training and re-skilling inspire loyalty. Training is seen as expensive and a way of making their employees attractive to others. The risks involved, when weighed against the benefits, often mean that retraining is overlooked in favor of recruiting externally. However, the recruitment costs of staff time before and after the hire and direct expenses compare favorably against staff development costs. Training employees reinforces their sense of value. Through training, employers help employees achieve goals and ensure they have a solid understanding of their job requirements. A mixed approach of valuing staff by developing skills, providing interesting/motivating work while recognizing their individual contribution, along side benefits and perks, will mean that you are an employer that employees don’t want to leave. TOPIC Training Development: A tool of Retaining Employees INTRODUCTION The people in any organization are most important resource. It is not only essential to hire the very best employees but the important is that a company retains those employees. Training and re-skilling inspire loyalty. Training is seen as expensive and a way of making their employees attractive to others. The risks involved, when weighed against the benefits, often mean that retraining is overlooked in favor of recruiting externally. However, the recruitment costs of staff time before and after the hire and direct expenses compare favorably against staff development costs. Employees leave organizations for many reasons; oftentimes these reasons are unknown to their employers. Employers need to listen to employees’ needs and implement retention strategies to make employees feel valued and engaged in order to keep them. These retention methods can have a significant and positive impact on an organization’s turnover rate. According to strategic planning consultant Leigh Branham, SPHR, 88% of employees leave their jobs for reasons other than pay: However, 70% of managers think employees leave mainly for pay-related reasons. Branham says there are seven main reasons why employees leave a company: 1. Employees feel the job or workplace is not what they expected. 2. There is a mismatch between the job and person. 3. There is too little coaching and feedback. 4. There are too few growth and advancement opportunities. 5. Employees feel devalued and unrecognized. 6. Employees feel stress from overwork and have a work/life imbalance. 7. There is a loss of trust and confidence in senior leaders. WHY RETAINING EMPLOYEES IS IMPORTANT? Turnover is costly. According to Right Management, a talent and career management consulting firm, it costs nearly three times an employee’s salary to replace someone, which includes recruitment, severance, lost productivity, and lost opportunities. Life Work Solutions, a provider of staff retention and consulting services, provides the following turnover facts and rates: †¢ Over 50 % of people recruited in to an organization will leave within 2 years. †¢ One in four of new hires will leave within 6 months. †¢ Nearly 70% of organizations report that staff turnover has a negative financial impact due to the cost of recruiting, hiring, and training a replacement employee and the overtime work of current employees that’s required until the organization can fill the vacant position. Nearly 70 % of organizations report having difficulties in replacing staff. †¢ Approximately 50% of organizations experience regular problems with employee retention. From these statistics it’s clear that it’s important to develop a retention plan to retain employees and keep turnover low. If an employee resigns, then good amount of time is lost in hiring a new employee and then training him/her and this goes to t he loss of the company directly which many a times goes unnoticed. And even after this no one can assure the same efficiency from the new employee (He might be better and might not be). It requires time to judge his capabilities and work nature. And above all these things, one resignation many a times triggers a chain reaction among other employees, leading to a negative effect. RETENTION METHODS Here are some effective methods employers utilize in order to keep employees happy and part of their organization instead of looking for employment opportunities elsewhere. Training: Training employees reinforces their sense of value. Through training, employers help employees achieve goals and ensure they have a solid understanding of their job requirements. It’s important for companies to give coaching to employees so that their efforts stay aligned with the goals of the company and meet expectations. During an employee’s first few weeks on the job, an employer should provide intensive feedback. Employers should also provide formal and informal feedback to employees throughout the year. Mentoring. A mentoring program integrated with a goal-oriented feedback system provides a structured mechanism for developing strong relationships within an organization and is a solid foundation for employee retention and growth. With a mentoring program, an organization pairs someone more experienced in a discipline with someone less experienced in a similar area, with the goal to develop specific competencies, provide performance feedback, and design an individualized career development plan. Instill a positive culture. A company should establish a series of values as the basis for culture such as honesty, excellence, attitude, respect, and teamwork (IOMA, 2008). A company that creates the right culture will have an advantage when it comes to attracting and keeping good employees (Main). Use communication to build credibility. No matter what the size of the organization, communication is central to building and maintaining credibility. You read "Training Development: a Tool of Retaining Employees" in category "Papers" Many employers get communication to â€Å"flow up† through a staff advisory council (or similar group) which solicits and/or receives employees’ opinions and suggestions and passes them on to upper management (IOMA). It’s also important for employees to know that the employer is really listening and responds to (or otherwise acknowledges) employee input. Show appreciation via compensation and benefits. Offering things like competitive salaries, profit sharing, bonus programs, pension and health plans, paid time off, and tuition reimbursement sends a powerful message to employees about their importance at the organization. The rewards given to employees must be meaningful in order to impact their perception of the organization and therefore have a marked influence on its retention efforts. Moreover, if an organization promises a reward, it should keep that promise. Encourage referrals and recruit from within. Having current employees offer referrals could help minimize confusion of job expectations. Current employees can realistically describe a position and the environment to the individual he/she is referring. Another way an employer can lessen the impact of turnover is to hire from within, since current employees have already discovered that they are a good fit in the organization. Provide growth opportunities. An organization should provide workshops, software, or other tools to help employees increase their understanding of themselves and what they want from their careers and enhance their goal-setting efforts. It’s important to provide employees with adequate job challenges that will expand their knowledge in their field. According to Right Management, employees are more likely to stay engaged in their jobs and committed to an organization that makes investments in them and their career development. Make employees feel valued. Employees will go the extra mile if they feel responsible for the results of their work, have a sense of worth in their jobs, believe their jobs make good use of their skills, and receive recognition for their contributions. Employees should be rewarded at a high level to motivate even higher performance. The use of cash payouts could be used for on-the-spot recognition. These rewards have terrific motivational power, especially when given as soon as possible after the achievement. It’s important for employers to say â€Å"thank you† to employees for their efforts and find different ways to recognize them. Even something as simple as a free lunch can go a long way towards making employees feel valued. Listen to employees and ask for their input as to what rewards might work best at your organization. Conduct meetings and surveys to enable employees to share their input (Branham). Most team members will work harder to carry out a decision that they’ve helped to influence. Lower stress from overworking and create work/life balance. It’s important to match work/life benefits to the needs of employees. This could be in the form of offering nontraditional work schedules (such as a compressed work week, telecommuting, and flextime) or extra holidays. When work-life balance is structured properly, both the employee and employer come out ahead. For example, the employer will experience more productivity in the workplace because employees will be less stressed, healthier, and thus, more productive (Wingfield). Encouraging employees to set work/life goals, such as spending more time with their children, communicates that you really do want them to have a life outside of work and achieve a healthy work/life balance. Foster trust and confidence in senior leaders. Develop strong relationships with employees from the start to build trust. Employees have to believe that upper management is competent and that the organization will be successful. An employer has to be able to inspire this confidence and make decisions that reinforce it. An employer cannot say one thing and do another. For example, an employer shouldn’t talk about quality and then push employees to do more work in less time. In addition, employers need to engage and inspire employees by enacting policies that show they trust them, such as getting rid of authoritarian style of management. HOW TRAINING WORKS IN RETAINING EMPLOYEES? Once skilled workers are nestled within any organizations there is a second challenge in keeping them there – and here training and education can play a crucial role. Retaining good employees is critically important to a company’s bottom line. Many companies that fail to place adequate emphasis on training make the mistake of assuming that pay is the only important motivating factor for their staff. In 1999 the Hay Group studied over 500,000 people in 300 companies to find out what promoted employee loyalty. The top three factors, mentioned by ninety percent of respondents, were; â€Å"career growth, learning and development†; â€Å"exciting work and challenge† and â€Å"meaningful work, making a difference and a contribution†. Fair pay and benefits was tenth on the list. After studying the above, following results are concluded as the output of training development of employees: †¢ Optimum Utilization of Human Resources – Training and Development helps in optimizing the utilization of human resource that further helps the employee to achieve the organizational goals as well as their individual goals. †¢ Development of Human Resources – Training and Development helps to provide an opportunity and broad structure for the development of human resources’ technical and behavioral skills in an organization. It also helps the employees in attaining personal growth. Development of skills of employees – Training and Development helps in increasing the job knowledge and skills of employees at each level. It helps to expand the horizons of human intellect and an overall personality of the employees. †¢ Productivity – Training and Development helps in increasing the productivity of the employees that helps the o rganization further to achieve its long-term goal. †¢ Team spirit – Training and Development helps in inculcating the sense of team work, team spirit, and inter-team collaborations. It helps in inculcating the zeal to learn within the employees. Organization Culture – Training and Development helps to develop and improve the organizational health culture and effectiveness. It helps in creating the learning culture within the organization. †¢ Organization Climate – Training and Development helps building the positive perception and feeling about the organization. The employees get these feelings from leaders, subordinates, and peers. †¢ Quality – Training and Development helps in improving upon the quality of work and work-life. †¢ Healthy work environment – Training and Development helps in creating the healthy working environment. It helps to build good employee, relationship so that individual goals aligns with organizational goal. †¢ Health and Safety – Training and Development helps in improving the health and safety of the organization thus preventing obsolescence. †¢ Morale – Training and Development helps in improving the morale of the work force. †¢ Image – Training and Development helps in creating a better corporate image. †¢ Profitability – Training and Development leads to improved profitability and more positive attitudes towards profit orientation. †¢ Training and Development aids in organizational development i. . Organization gets more effective decision making and problem solving. It helps in understanding and carrying out organizational policies †¢ Training and Development helps in developing leadership skills, motivation, loyalty, better attitudes, and other aspects that successful workers and managers usually display. CONCLUSION Itâ⠂¬â„¢s clear that having proper retention strategies is key in order to retain employees. Productivity is maximized when employees enjoy their work. Offering opportunities to explore different options within the organization is one way of motivating the workforce. A company that is tuned into meeting employee needs should encourage movement across processes and functions. An environment that motivates and stimulates employees, managers need to incorporate motivation-building practices into their corporate culture. These practices include listening to employees and respecting their opinions, basing rewards on performance, and trained them to develop their skills being available to them for everything from listening to their ideas and concerns to assisting them with their career advancement. Rotation of functions provides a forum for constant learning and self-improvement. When employees are given a chance to grow in various functions, a positive work environment is created. Thus, employee morale and productivity are maintained at a very high level. References/ Bibliography †¢ Crosscut magazine, spring 2002 (article by Iain Macdonald, Associate Director, Centre for Advanced Wood Processing) †¢ Harvard Business Essentials: Guide to Hiring and Keeping the Best People, Harvard Business Press by Sarah K. Yazinski, University of Scranton †¢ Training as important as salaries in staff loyalty By Gareth Morgan, IT Week Tuesday, July 31, 2001 02:59 PM Handle with care: motivating and retaining your employees   By Barbara A. Glanz Recruiting, training, and retaining new employees: managing the transition †¦ By Jack J. Phillips, Sharon L. Oswald Retaining your best employees: nine case studies from the real world of training  By Patricia Pulliam Phillips Web Page: http://writer4u. com Submitted By Leslie Wood How to cite Training Development: a Tool of Retaining Employees, Papers