Eating Disorders Essay -- essays research papers

Eating Disorders An eating disorder is a way of using food to work out emotional problems. These illnesses develop because of emotional and/or psychological problems. Eating disorders are the way some people deal with stress. In today’s society, teenagers are pressured into thinking that bring thin is the same thing as being happy. Chemical balances in the brain that may also result in depression, obsessive compulsive disorders, and bi-polar disorders may also cause some eating disorders. Other causes may be emotional events, illnesses, marital or family problems, manic depression, or ending a relationship. Over eight million Americans suffer from eating disorders. Over 80% of girls under age thirteen admit to dieting, one of the main factors linked to eating disorders. Although eating disorders are mainly found in middle- to upper class, highly educated, Caucasian, female adolescents, no culture or age group is immune to them (EDA HP, n.p.). The three major eating disorders are anorexia nervo sa, bulimia nervosa, and compulsive over-eating or binge-eating. The most dangerous eating disorder is anorexia nervosa. â€Å"Anorexia nervosa translates to â€Å"nervous loss of hunger†. It is a mental illness involving the irrational fear of gaining weight. Usually, the victim is a perfectionist, although he or she may suffer from a low self-esteem. In general, a member of the opposite sex triggers anorexia. The first disease resembling present-day anorexia is one called â€Å"Anorexia Mirabilis,† or â€Å"Miraculous lack of appetite.† It is described as McCurry 2 a disease of insanity, possibly like cancer, tuberculosis, or diabetes. It was believed to arise from a diseased mental state. Sir William Gull, a physician to England’s royal family, said that these anorexics were suffering from â€Å"a perversion of the will† (Silverson). In 1888, a French psychiatrist, Charles Lasegue viewed anorexia from a social standpoint. He believed it was a way of rebelling. The Children of this time were expected to and forced to clean their plates. They were also accustomed to well-regulated meal times. Another cause of the disease in the Victorian era may have been women’s expectations, such as to remain home after childhood. Their only job was to get married and enhance the family’s social status. No emotional outbursts, such as temper tantrums were permitted. The family life was suffocating, but a y... ...t, as the disorder is often a result in lacking in coping skills. Symptoms of binge eating include: eating more rapidly than usual, eating until uncomfortably full, eating large amounts when not physically hungry, eating alone because of embarrassment of the quantities of food consumed, and not being able to purge after consuming large quantities of food (Dobie 1). Because it is not always recognized as an eating disorder, compulsive over-eating may have the most adverse effects on health. McCurry 6 Anorexia nervosa, bulimia nervosa, and compulsive over-eating are extremely serious illnesses that must be recognized before they can be treated. The media is blamed for so many distorted images of the body. People are beginning to refuse the idea, however, that thinner is better. Body shapes are known to go in and out of style. In the 1800s, plumpness was a sign of wealth and class. Thinness became a sign of beauty in the 1970s with the British super-model Twiggy. There are many treatments for eating disorders today. One of the hopes of many psychologists is that humans will begin to feel happy about the way they are, even if it is a little bigger than the media portrays as ideal.

Benefit and Compensation

This company is a commercial contractor with annual revenue between 10-20 million dollars (PC One Source Contracting, 2013). According to their website, PC begins part-time general laborers at $10. 50 per hour (www. Vociferousness. Com). They offer medical benefits, vacation pay, and merit increases for full time employees. Management and project leaders are also offered a car allowance, and retirement plans (www. Vociferousness. Com). Bellow Disaster Restoration is an international commercial construction company with operations in both Michigan and Arizona.Bellow currently creates approximately $20 million in revenue within the Detroit area (Bellow Property Restoration, 2013). They offer pay structures (depending on position) within both markets averaging from minimum wage to $1 00,000 per year (Bellow Group Salaries, 2014). They offer incentive programs for early completion of projects, bonuses for exceeding sales goals, and merit increases for exceeding performance or promotions. In addition, Bellow offers medical benefits, accrued paid time off, paid sick leave, retirement plans, and car allowance and travel expense reimbursement for applicable employees (Bellow Group Salaries, 2014).According to Glissando. Com, the national average wage for commercial contractors (not including additional benefits in a total compensation package) is $65,239 (Salary: Contractor, 2014). In both markets, competitors of similar size are offering wages between minimum and approximately $100,000 per year (dependent on position). Competitors also offer compensation packages with merit increases, health insurance, paid vacations, productivity incentives, retirement plans, and are within the national average compensation of $65,239 for commercial construction contractors.This market survey and evaluation will allow Clayton Commercial Construction to better prepare a competitive and relevant compensation package for employees of the Detroit, Michigan and Arizona operations. Compens ation Structure and Position in Market Since the company wants to be comparable to other construction companies it is easier to determine the pay structure that can be used for the company. This can be achieved by using the practice of benchmarking. This can be done one of two ways.The company can take a direct approach, go around to different companies in Arizona, and see if their human resources department will give them a look at how theirs works. Another way to benchmark would be to use the internet job boards to see what current salaries in the area are going for. The best recommendation would be to grade each job on a points scale to decide difficulty and importance. From there decide which jobs have an average salary and which ones should have a pay scale based on time in service and skill level.From there the company can identify how many positions for each job title the will have and can factor in the projected payroll of the company against the projected gross value. This will allow for growth within the company as well staying competitive with other companies. For the expansion to Arizona, the company will have to look at trying to undercut prices Of competitors. The positioning will be weak and should look to specialize in smaller jobs. According to central. Com (2014) the top 10 companies billing is from $500 million to $47 million.This company currently nets about 20% of the tenth ranked company's billing amount. Positioning themselves as a smaller company that offers a more intimate experience is the marketing strategy to go with. People like to do business with companies that give the impression of personal touch. Bigger companies can lose this eel and open the door for other businesses. This is where Clayton Commercial can really make their money. Compensation and Benefits Strategy Expanding into a new market presents many challenges, but perhaps the most critical element is recruiting excellent talent in the new market to ensure successful gr owth.Ensuring that Clayton Commercial Construction is attractive to potential hires is the key goal behind designing a competitive compensation and benefits strategy. Our recommendation for Clayton is to provide a wide variety of options to employees and then allowing them to hose the benefits they want to pay for. We recommend assigning costs to each benefit, and we will provide employees with a budget of â€Å"Benefit Dollars† to spend on the benefits they care about most. Employees may go over these â€Å"benefit dollar† budgets, but they will be responsible for extra expenses beyond their budget.We recommend allotting employees 20% of their annual base salary in â€Å"benefit dollars† to spend how they choose, and then charging employees based on the benefits they take. This cafeteria-style approach will allow Clayton to save money by not paying for benefits that are r low extreme flexibility to Clayton employees. It will also reinforce with the employees of Clayton just how much these benefits cost much off benefit the company is paying for. Morale and employ appreciation will be higher and employees will be less likely to tall benefits packages for granted.Regarding compensation, we erect Clayton utilize market research to set and maintain comparable Our preliminary research indicates that in Arizona, a typical front construction worker earns roughly $31 ,OHO per year (Indeed. Com skilled tradesman makes $46,000 per year (Salary. Com, 2014), an, rings home $120,000 (Salary. Com, 2014). In terms of raises, rata annual raises, we recommend that Clayton conduct annual mark into comparable salaries and then adjust pay as needed to stay IR with industry norms.Claptrap's plan is to increase workforce size which constitutes 130 employees. Assuming we have 1 director, 45 skilled laborers, 60 unskilled laborers, and 21 support staff, ‘M manage three different full construction teams. Each team will h manager, 15 skilled laborers, 20 uns killed laborers, and seven soul resulting in a per-team annual cost of roughly $1. 7 million. Clap dated that they are aiming for a net revenue growth of -3%, we r this team aim for exact revenue neutral, so they must earn $1. 7 revenue to offset the increased cost.Performance Incentives and A performance incentive system is and merit pay is a way to retail employees and should be used to recruit top employees. Enema) set goals for their employees that are attainable and realistic, who turn motivate them to work harder to attain the goals set by the Some incentives to look at would be bonuses, stock, and time off Merit pay is used frequently amongst businesses to pay their me based on performance. In order for the merit pay program to be employers must assure that the reward is delivered to the top en will be prominently healthier than raises given to average or subs employees.The theory of performance-based compensation for is that they should be compensated generously for out perf ormer workers, but if a worker performance is ordinary, that worker cord should show that. Compensation law The primary federal law to be aware of when it comes to compel benefits is the Employee Retirement Income Security Act, or IRIS sets the standards ensuring employee benefits plans are fair and mound and establishes employer obligations to provide benefit AR retirement plans (United States Department of Labor, 2009).Thud requires persons managing plan funds to refrain from conflict of transactions, disclose information on conditions of the plan, and the funds of the plan to the exclusive benefit of participants. ERE! Codifies provisions for COBRA, which gives former employees of large companies the right to continue health coverage at previous group rates, well as establishing rules for exclusions relating to preexisting conditions (United States Department of Labor, 2009). With regard to state law, there are a few requirements: Clayton is required to pay employees twice a Mont no more than 16 days apart, on regularly scheduled paydays.Employees w work beyond 40 hours in a week must receive 1. 5 times normal base and characteristics such as sex, ethnicity, and religious preference may not be considered when determining salaries (State Bar of Arizona, 2014). Conclusion To assist with the expansion to Arizona, it was important for Clayton Commercial Construction's strategies are comparable to other commercial construction business within the area. Team a made recommendations WI sat considerations with the compensation laws, benefits, incentives and marketing to assist Clayton Commercial Construction to excel in their new location.

Aspects of Human Resource Management globalization - Free Essay Example

Sample details Pages: 15 Words: 4457 Downloads: 3 Date added: 2017/06/26 Category Management Essay Type Analytical essay Did you like this example? Executive Summary: The report aims to discuss aspects of Human Resource Management in light of the ever changing business world given the globalization of businesses today. Globalization has seen changes in the way businesses work and are expected to deliver investor value. Companies started competing not just with local competitors but with organizations across continents which forced companies to relook at continuously innovating and providing a unique value to its customers to retain them. Don’t waste time! Our writers will create an original "Aspects of Human Resource Management globalization" essay for you Create order Talent Sourcing and Talent Development within an organization have become a science that identify and accept that diverse employee base form the backbone of a business and are responsible for contributing towards achievement of organizations global goals and directly impacting competitiveness and delivering that Investor value. This report will discuss: The concept of Globalization The increasing diversity of the workforce The changing nature of the workplace The impact of Human Resource Management functions in work organizations. Table of Contents:- 1. Introduction 2. Main Body with examples 3. Critical Success Factors with examples Recommendations 4. Conclusion 5. References Human Resource Management in a Globalized Economy Introduction Early in the 1800s during the times of Industrialization, the approach to managing workforce was primitive task drive approach. Historically, Henry Fords assembly lines and Studies of Frederick Taylor such as the time and motion studies thought of improving productivity by putting employees in line with mechanics. They tried to boost productivity by designing the way work is carried out. They focussed purely on productivity since productivity was what gave profits and therefore competitive edge. Workforce was put them in the same league as machines inviting organization conflict and distraction from the goal. As globalized environment changed the rules of the game, Organizations realized that employees and their talents is the single most important supply of sustainable competitive advantage. Employees are the ones that deploy scarce resources optimally. To survive and to succeed, organization need to leverage its human resource capitals talents to develop new products and servi ces and creating value for customers. This marked change in attitude of managements saw the emergence of concept of Global Human Resource Management which characterizes implementation of personnel policies to maximize objectives of organizational integrity, employee commitment, flexibility and quality at a global level. Global Human Resource Management hence becomes very important since globalization and international operations bring with them challenges beyond a simple Human Resource Management program at a local level. Global Human Resource Management not only covers International recruitment Appropriate training and development Deployment of these resources But also goes beyond simple HRM in maintaining affable international industrial relations. With international operations, managing the employee base worldwide has its own challenges. P Morgan: There are 2 sets of variables when it comes to HRM in for an International Organization First -employee types Second Political, labour laws, culture, legal environment, economic, and practices prevailing in different countries A successful HRM model for an international organization is the successful interplay between these 2 sets. Clearly there is a need to go beyond basic HRM practices to include: More functions and activities In depth wisdom of employment law of the host country Close involvement with employees personal variables Provide for external influences Exposure to newer hurdles and risks Managing differential pay packages Managing ethnic, gender differences More liasoning activities More travel and coordination Higher management of unknown risk variables beyond the country where the headquarters are based It is imperative that Human Resources Management models are deployed in a global context to ensure success. Main Body The Concept of Globalization: While Global trade itself is not a new concept, Globalization is. Globalization can be defined as a process of trade and investment transcending political boundaries undertaken by an interaction of people, processes, entities and spurred on by advances in political systems, technology, business ethics and affecting culture, environment societies leading to cross border prosperity. International trades have been undertaken historically. Traders have traded goods and services over large distances travelling by land and sea. Eg, The silk route that connected the Western World with Central Asia China during the Middle Ages. As time progressed further, we see that cross-border trade, investment immigration boomed. Eg. Since the middle of the 20th Century to today world trade has exponentially grown by 20 times. Only in the last 5 years of the 20th Century, foreign investment currency flow went to US$ 827 billion from a meagre US$ 468 billion. This has had an impact on fiscal policies of governments that have opened up its economies in a controlled manner, both domestically as well as beyond their borders. Eg. The 1991 Financial Budget given by then Finance Minister of India, Dr. Manmohan Singh was figuratively the door to globalization for India. India hasnt looked back since in terms of its growth and prosperity. India adopted a free-market economic system. This greatly increased its own production potential and created a bouquet of opportunities for its own companies and organizations across the world for international trade and investment. Companies started growing by virtue of the geography of their businesses and operations: HRM in the face of such Globalized businesses: In such a dynamic environment today Human Resource Management in a global paradigm involves the manpower planning of staffing requirements the world over, selection of the right candidates, training development of employees for global operations. Since it is established that human resources form the backbone of any strategy, implementation of any strategy to succeed globally with Human Resource Management at its core can provide a strategic competitive edge. Human Resource function in this environment has to provide a support function to line manager by providing guidelines, searching, training, and evaluating employees. With an effective HRM function deployed, the organization would be able to leverage the knowledge, experiences and the skills of its distinctive employee bases the world over. The Increasing Diversity of the Workforce: As Globalization gains steam and becomes the norm, the employee base of multinationals has become varied and rich with nationals from all over the globe. Human Resources across companies have become homogenized, enriching the organizations with depth of knowledge about variables affective markets both within the countries as well as between them. The most successful organizations are ones which utilize this resource to the maximum. Having an experienced employee from a remote market on the team is a natural consequence towards better understanding new market dynamics and new consumer behaviour. Culture in different countries or the mode of doing business in different countries is also different Deal Focus Relationship Focus Country wise distribution: Formal Culture Informal Culture Country wise distribution: Therefore HRM today for an international organization, has to consider Differences in HR practices in the local organizations Perception of HR as a function. Attitude and actions of headquarters towards HR Resistance to change in a myriad of different situations Cultural differences in teaching and assimilating styles The Changing Nature of the Workplace: A diverse organisation will out-think and out-perform a homogeneous organisation every single time. A. Lafley, CEO Procter Gamble Global competition presents a case for Global co-operation. Today, more than ever before, employees find themselves rubbing shoulders with someone from a different culture, race and society on an everyday basis. HR departments in these multinationals have to recruit, develop and retain people who have vastly different backgrounds. This has resulted in new skills to succeed such as sensitivity and other relational aspects. This is termed as cultural intelligence. Cultural intelligence is defined as the capability to adapt effectively across different national, organizational and professional cultures (Earley, Ang and Tan, 2005). Today employees across industries are given job roles globally, taking them around the world. In this new environment employees from home country as well as the expatriate have to learn how to work with each other given that they not only think and communicate differently but also execute differently. The Human Resource Departments need to develop their cultural intelligence to manage this diversity in their companies. The departments have to allow for newer challenges in the face of international employee deployment such as Managing international assignments Employee and family adjustment Selecting the right person for a foreign assignment Culture, communication and gauge Language and communication Staffing Function in an International Organization: Staffing in an international organization goes beyond simply forecasting requirements and selection of the right candidates to fit a job description. It is also a tool to develop and promote the organizations own value system and culture. In an international scenario the following models could be deployed: An Ethnocentric staffing policy A Polycentric staffing policy or a Geocentric staffing policy ETHNOCENTRIC STAFFING POLICY: In this policy, top management positions filled by parent-country nationals. It is actually the best suited to international organizations. Advantages: If the host nation does not have qualified managers, the vacancies can easily be filled The culture of the HQ is easy to spread. Easy transfer of key skills and operating procedures Disadvantages: May result in bitterness in host country Deterrent to cultural diversity POLYCENTRIC STAFFING POLICY When this policy is deployed Host-country nationals manage subsidiaries and parent company nationals hold key headquarter positions. Multi-domestic organizations can benefit from this Advantages: Help rich cultural diversity Implementation is cost effective Easy transfer of key skills and operating procedures Disadvantages: Limits chances of host country employees getting exposure outside their own nation Possibility of gap in mission, values and work culture between HQ and host country operations GEOCENTRIC STAFFING POLICY This policy seeks best people, regardless of nationality. Transnational organizations and Global entities can benefit from this Advantages: Optimum deployment of optimum resources Employees get exposure to different cultures Creates a centralized value system Disadvantages: Local immigration policies may inhibit 100% deployment Higher costs associated with training and relocation May require complex Compensation structures to succeed. The Expatriate Dichotomy: Further when a citizen of one country works in another country, HRM needs to take care of a myriad of issues without which there is a strong chance of failure and a premature return of the employee to his home country The costs associated with failure are not low and are generally estimated at three times the expats annual salary in addition to the costs associated with relocation The issues that can crop up when expats are deployed: Immediate family may not adjust to a new environment The employee may not adjust Other personal issues Culture shock May not be able to cope up with bigger responsibilities Based on how complex the business is and strength of the HR function, it is important to deploy the ideal staffing policy. Recruitment and Selection: International Labour Market Sources Parent Country Nations (PCNs) PCNs are managers who are citizens of the Country where the MNC is headquartered. The reasons for using PCNs include The desire to provide the companys more promising managers with international experience The need to maintain and facilitate organisational coordination and control The unavailability of managerial talent in the host country The companys view of the foreign operation as short lived The host countrys multi-racial population The belief that a parent country manager is the best person for the job. Host Country Nationals (HCNs) HCNs are local managers hired by MNCS The reasons for using HCNs Familiar with the culture, language Less expensive, know the way things done, rules of local market Hiring them is good public relation Third Country Nationals (TCNs) TCNs are managers who are citizens of countries other than the one in which the MNC is headquartered o r the one in which it is assigned to work by the MNC. The reason for using TCNs These people have the necessary expertise They were judged to be the best ones for the job. Selection procedure of Expatriates Use of selection test Technical Ability Cross cultural requirements Following traits are identified s predictors of expatriate success Cultural empathy Adaptability Diplomacy Language ability Positive attitude Emotional stability and maturity Family requirements Multinational requirements Management philosophy or approach The mode of operation involved The duration of assignment The amount of knowledge transfer inherent in the expatriates job in foreign operation Language skills Expatriate Success factors Willing and motivated to go overseas Technically able to do the job Adaptable Good interpersonal skills and be able to form relationship Good communication ability Supportive families Adaptabi lity to cultural change Work experience with cultures other than ones own Previous overseas travel Knowledge of foreign language Ability to integrate with different people, cultures, and type of business organisation The ability to sense developments in the host country and accurately evaluate them The ability to solve problems within different frameworks an from different perspectives Sensitivity to subtle differences of culture, politics, religion and ethics in addition to individual differences Flexibility in managing operations on a continuous basis, despite of lack of assistance and gaps in information Globalized HRM role Two major types of adjustments that an expatriate must make when going on an overseas assignment. Anticipatory adjustment Carried on before he leaves for the assignment It is influenced by following factors predeparture training pervious experience In-country adjustment Takes place on site It is influenced by following factors Ability to maintain a positive outlook in high pressure Jobs as reflected by the role he plays in managing, authority he has to make decisions, newness of work-related challenges and the amount of role conflicts Organisation culture Non work factors toughness with he faces new cultural experience, family adjustment with new country Socialisation factor to know what is what and who is who Expatriate Training and Development Need for Training to Expatriate Cost of expatriate failure is very high To build a team of internationally oriented, committed and competent personnel Minimize personal problems such as politeness, punctuality, tactfulness, orderliness, sensitivity, reliability, tolerance and empathy Improve overall management style Pre-departure Training- Emphasises on cultural awareness and business customs of the country of posting to cope with unexpected events in a new country. Post-departure Training helps in minimising culture shock and depression that usually sets in a new country and culture. Cultural Integrator An individual who is responsible for ensuring that the operations and systems are in accordance with the local culture. He advises guides and recommends action needed to ensure this synchronisation. Even though expatriate are trained before being sent abroad, they are still not totally prepared to deal with the day-to-day cultural challenges because t hey lack field experience. He is responsible for handling problems between the subsidiary and host cultures. He may be from parent country or host country who has intimate knowledge of the companys culture and can view operations from both sides. He can only advice ore recommend a course of action. Management philosophy and training Ethnocentric companies will provide all training at the HQ. Polycentric companies will rely on local managers to assume responsibilities for seeing that the training function is carried our wherever appropriate. Geocentric companies organise training courses in different parts of the world, where a particular function is best carried out. Regiocentric companies organise training courses in different countries of the region. Cultural Awareness Training There are five types of pre-departure training Area studies that include environmental briefing and cultural orientation Cultural assimilators Language training Sen sitivity training and Field experience To decide the rigour and level of training, following factors are important degree of interaction required in the host culture similarities between home and host cultures If interaction is low and similarities are high, then training should be on task and job related issues rather than culture related issues. If interaction is high and similarities are low, then training should be on cross cultural skill development as well as task. Preliminary visits average duration will be about one week A well planned overseas trip for candidate and spouse provides a preview to access their suitability for job, introduction to host country management, accommodation required, and schooling facilities available. Language training Types of cross cultural training Environment briefing about geography, climate, housing and schools Cultural orientation to familiarise with cultural institutions and value system of host countr y Cultural assimilators to provide intercultural encounters Language training Sensitivity training to develop attitudinal flexibility Field experience to make expatriate familiarise with the challenges of assignment Cultural Assimilators It is a programmed learning technique that is designed to expose members of one culture to some of the basic concepts, attitudes, role perceptions, customs and values of another culture. These assimilators are developed for one culture where the candidate is currently working and the other culture is where he is proposed to be posted. Type of assimilators The trainee read a short episode of cultural encounter and choose an interpretation of has happened and why. Critical incidents: to be identified as a critical incident, a situation must meet at least of the following conditions: An expatriate and a host interact in the situation The situation is puzzling or likely to be misinterpreted by the expatriate The si tuation can be accurately interpreted if sufficient knowledge about the culture is available The situation is relevant to the expatriates task or mission requirements Compensation Management Factors Influencing Compensation Programmes Compensation decisions are strategic decisions and play a key role It should be consistent with overall strategy, structure and business needs of MNC It must attract and retain the best staff It must facilitate the transfer of international employees in a cost effective manner. It should give due consideration to equity and ease at administration. It requires the knowledge of employment and taxation laws, customs, cost of living index, environment and employment practices, the knowledge of labour markets and industry norms, foreign currency fluctuations. Paying Expatriates: unique problems Discrepancies in pay between PCN, HCN and TCN The need to vary expatriate compensation depending on the life cycle of the expatriates family Compensation issues related to re-entry into the parent country organisation Approaches to Expatriates Compensation Going Rate Approach Base salary remains linked to the salar y structure of the host country. Required information is obtained through compensation surveys and published information. This approach is favoured by polycentric organisation Advantage Equality with local nationals and expatriates of different nationals Simple approach Attract the nationals of PCN and TCN if location is a high-pay country Disadvantage Transfer from a developed country to a developing country Fighting for getting favourable posting and resisting low pay country postings Problems when the expatriates repatriated to the home country An export or import or franchising arrangement Company appoints an export manager who reports to chief of marketing and all operations concerning export and imports are controlled by the home office Balance Sheet Approach It links the salary of expatriates and TCNs to home country salary structure. Assumption Foreign assignees should not suffer financially due to transfer Salary package is d ivided into goods and services, housing, income taxes and reserve. Cultural Impact and Compensation Policy National cultural difference High power-distance the compensation system should reflect hierarchical divisions in the firm. Low power-distance the salary system should be more egalitarian and performance based. Individual cultures rewards should be given on an individual basis. Collectivist cultures they should be team based. Culture with high masculinity compensation policy focus on social benefits, quality of work life and equity. Culture with high uncertainty avoidance structured and consistent pay plans are preferred with no variable plans and discretionary allocation. Culture with low uncertainty avoidance pay should be linked to performance. Performance Management in International Organisations Performance Management and its link with other HR Processes Reward Management Human Resource Planning Training and Development Process Relationship with strategy Multinational Performance Management Whole vs part Non-comparable data Volatility of the international environment Separation by time and distance HQ-subsidiary interdependence Ethical and legal issues Market Maturity Performance Management of expatriates decisions and play a key role Setting clear goals for each unit, each department and each employee Goals must be mutually supportive and balanced for long and short term needs. Setting standard and measurement criteria for evaluating each type of goal Formal monitoring and review of progress towards these objectives Using the outcomes of the review process to reinforce desired employee behaviour through differential rewards and identifying training and development needs. Variables that Influence Performance of Expat riate Compensation Package Nature of Assignment Role Clarity Psychological Contract HQs support Environment of the Host Country Cultural Adjustment Critical Success Factors Recommendations: The Impact of Diversity and the Changing Nature of the Workplace on Human Resource Functions in Work Organizations: Given the era of Globalization, managing diversity at the workplace has become a business issue for the HR Department and no longer simply a moral, social, or legal concern. The challenge is no more creating a diverse employee demographic, but empowering one that already exists due the natural global nature of the business. Despite all the hype around Diversity and the pros of having a multicultural workplace, organizations still tend to reflect: Soft implementation of highly expensive Diversity Management Programs A poor gender ratio when it comes to higher managerial positions Poor integration of disabled people into the employee base. Senior management teams not reflecting ethnic diversity. Some critical success factors to ensuring that diversity is leveraged well by organizations include: A) Clear organization wide understanding of the business case for Diversity. The HR department along with the senior management and the line managers need to be clear about the need to be diverse and embrace new cultures and ethnic backgrounds into their folds. Going beyond corporate trainings and having blurred notions of how multi-cultural employee base would help the organization to gain competitive edge over local competition in remote markets, all levels of the organization need to clearly articulate how a diverse human resource base would help reach the organization goal and hence their own individual goals. Further they understand that a multi-cultural workforce can improve their organizations adaptiveness and change readiness. This would clearly improve the culture within the organization to recruit, develop and retain the best staff. B) Assessment of Current Situation. HR departments that are particularly successful at managing diversity routinely spend time, money and effort in gauging the ever changing composition of the workforce given geographical expansions, attrition and new recruits. They routinely assess not just numbers associated with the above dynamics but also behaviours, and culture associated with these changes. Eg. Eastman Kodak created a specialist external diversity panel to conduct an outsider review of the current situation. The Management of Eastman Kodak assessed recruitment policies to address cultural imbalances and even cultural blocks to retaining and developing a multi-demographic employee base. Without the above HR Departments would only end up paying lip service to managing diversity or spending huge amounts on expensive specialist corporate trainings on managing diversity without actually creating a basic inclusive work culture. Ergo, wasting time and effort on initiatives that are unsustainable in an environment where self assessment itself is not done. C) Managing Diversity is a top-down approach. Successful diversity management initiatives are ones that have high visibility of the senior management team. Eg. Back in mid 90ies, Lou Gerstner identified diversity as a key strategic initiative for IBM globally. He was a strong proponent of leveraging differences to address new markets. He established eight task forces representing various ethnic groups, allocating executive sponsors from his direct reporting team and insisting on specific measurable results within specified timelines personally reviewing progress on the results. Many HR departments have gone beyond simply including diversity management in their employee handbook and actually championed setting up panels and councils that include senior executives. Diversity management may require fundamental changes to the very culture of the organization and hence require stewardship by the senior executives. D) HR initiatives need to promote cultural harmony rather than address cultural imbalances. Initiatives from HR need to promote creating a multi-cultural environment. Simply having reservation seats and quotas and fancy cultural training and diversity training is not enough. HR Departments need to ensure that minorities have the same opportunities and such initiatives are an integral part of their day to day working rather than simply an extra curricular task! Ensuring objective appraisal systems, rewards and recognition and universal training and development opportunities is key to promoting an all encompassing holistic HR approach. E) Objective assessment of the Diversity management initiative and scientific assessment of programs are key. Many HR Departments have succeeded in developing measurable diversity management programs. E.g. the Hyatt Hotel Group the world over ties approximately 15% of the bonus potential to diversity goals. HR Departments that have been successful in managing diversity have translated it into a core competency used to assess the performance of management. F) Diversity Management principles are all encompassing and wholesome enough for everyone to participate. If the Diversity Management programs are only a bastion of the senior management, the entire exercise would be superficial and unsustainable. In order to result in successful recruitment, retention and development of employees in a globalized world, it is important that it is an inclusive program cascading throughout the organization. E.g. IBM created specific task forces but more importantly invited participation in the form of inputs to help these task forces in creating an inclusive culture. Managing diversity and the every changing workplace in the face of globalization is not the prerogative of the senior management alone but is to be implemented at the grass root level where managing diversity to retain and recruit top talent is a challenge in itself. These critical to success factors for managing diversity are not complicated models however they are tough to actually execute and require a motivated effort on the part of the Human Resources team and buy-in from the entire organization. Conclusion: Clearly Globalization has brought about a paradigm shift to International Trade providing it with a great boost. I feel, employees form perhaps the most critical resource base since they are the ones to deploy other resources and hence, in todays Globalized world, competitive advantage can be gained only by effective Human Resource management. A natural caveat to be issued in such a varied workplace is greater requirement from organizations to focus on differences between ethnic and cultural groups in attitude and performance at the workplace. Diversity requires Human Resources Department to find similarities and recognize differences as workplaces get more and more diversified. The test for Human Resource Departments therefore is to manage and appreciate the diverse workforce. With a multinational approach to Staffing Recruitment and Selection Compensation Management Performance review and management An organization can leverage the human potential to su cceed regardless of the geography and the ethnic composition in its employee base. For truly the organization of today, the difference between success and failure can depend on the recruitment and retention of the most skilled, qualified and talented staff from the world over, creating a unique and strong multi-cultural backbone to get the valuable competitive edge.

Essay about Self Reflection - 4184 Words

Part 1 Introduction â€Å"A successful company is built by their successful working teams.† This is not only happening in certain company but all industry which have a strength working teams. This indicates that the working teams play a very important role in the industry to get the company keeps improving. Four generations work under one Roof! It is impossible all the employees in an industry conducted a same generation, same education level, and same working experiences or even have the same cultures. Therefore, these might appear some problems among the employees while during the working operation. This might be a challenge for the employer who has to solve the problems and turn these problems to the working effort. There are†¦show more content†¦Conversely, the elder generation is always think that young generation is lack of experiences and egoistic. Therefore, team building may narrow their working relationship and minimize their strange distance. Experiences sharing It is also a chance for the employees to gain the working experiences or social experiences during team building. The employees may share their previous working experiences to their partner or team. It is clear that everyone has the different experiences no matter it is fun, interesting or upsetting. This is an occasion for the employees to gain the experiences from their partner which they never face or happened before. This experiences sharing is advantage to the young generation or the freshman who just start their working life. With this, the employees may get the knowledge from the experiences sharing by their working partner and they may refer this to face the problem while occur in the future. Core Value Team building is not only to improve the employee’s teamwork, but it is also to strengthen the core value of the employees to their work. Some of the employee does not ensure their situation or doubtful with their job whether the job is suitable for them or not. Many of the employees may think that they are only temporary work with this company and will transfer to other company soon. This shows that the employee who with this mind is not clear with their workingShow MoreRelatedReflection On Self Development Through Reflection1854 Words   |  8 PagesSelf-development through reflection is a key issue of education and learning (Kennison, 2012), where you learn through experience (Tashiro, Shimpuku, Naruse and Matsutani, 2013), learn to self-evaluate (Duffy, 2013), identify gaps in knowledge and detect where further training or study is required to improve practice (Olarerin, 2013). Ultimately reflection is thought to be constant learning from practice, thus refining knowled ge and experiences and putting them into practice (Naidoo, 2013). WithinRead MoreSelf Reflection Essays817 Words   |  4 Pages  on   Self- ­Ã¢â‚¬ Observations   and   Self- ­Ã¢â‚¬    Reflections    Maximum   1000   words   each   term    The   purpose   of   these   three   reports   is   to   demonstrate   how   you   have   used   the   learning   journal   to    develop   your   self- ­Ã¢â‚¬ awareness   from   term   to   term.   (See   Section   11   about   the   Learning   Journal)    Each   report   is   due   at   the   first   class   meeting   after   each   reading   week.    Guidelines:    The   Reports   should   include   your   reflections   about:Read MoreSelf Reflection : Self Esteem956 Words   |  4 PagesSelf-esteem is the comprehension of self-acknowledgement from the self and from others. Factors contributing to overall self-esteem includes; Self-worth, Self- tolerance and belief in oneself. (SOURCE4) Self-esteem is thought to begin as early as life and continue throughout existence with various changes as age progresses. (SOURCE#2) A sense of self-esteem outside of the norm can lead to problematic life occurrences. Both high and low self-perception can intervene with everyday life. People withRead MoreA Reflection On Self Esteem1054 Words   |  5 PagesSelf-esteem is a term used to describe how a person judges themselves in terms of being valued, accepted and worthy. This evaluation of one’s self is extremely important as a child moves through each stage of development. It can determine a child’s future success or fai lure. A positive self-esteem allows one to make gains in achievement through hard work and effort. They are prone to accepting new challenges and working hard to attain a goal. If they fail, they learn from their mistakes and formRead MoreReflection Paper On Self Esteem1571 Words   |  7 PagesMy overall score from the quiz was a 53. According to the results I am on the higher end of the moderate self-esteem. I agree with the assessment, under the context that self-esteem is interchangeable with the concept of self worth. Worthiness, generally speaking, is a immensely broad subject that lends itself exclusively to ones mental fiber and is either bolstered or berated by societal influence. Under those terms, I agree with some reservations. In the way I have understood the reading and reflectRead MoreReflection About Self Compassion1310 Words   |  6 PagesSelf Compassion and love are two things everyone needs to discover. When you discover the true concepts and apply them to your everyday life your outlook on life can be transformed. Using the concepts from the book â€Å"Self-Compassion† by Kristin Neff, I will discuss the idea of self-compassion and provide examples of my life experiences and strategies that I have used. Then I will use the concepts from the books â€Å"Lovability† by Robert Holden and â€Å"Whatever Arises Love That† by Matt Kahn to discuss theRead MoreReflection On Self Fulfilling Prophecy1044 Words   |  5 PagesSelf- fulfilling prophecy Journal #1 Being human comes with more complication from within. What we know of perception to life itself is short lived and long standing no matter the outcomes of our character. Self-fulfilling prophecy is presented in two different ways; one occurs when your own expectations influences your behavior. The second occurs when the expectations of one person governs another’s actions. Everyday our impressionable make-up is being challenged by our inner most thoughtsRead MoreSelf Reflection : Self-Reflection1436 Words   |  6 PagesSelf-Reflection This spring semester I have evolved as a writer and reader. This course has refreshed my memory with basic essential writing techniques and it has made me more proficient when it comes to writing. When it came to writing essays, I use to be so scared to turn them in. I was never a good writer and composing an essay was usually extremely tough. I would have multiple people proofread my essays, but I still doubted my work. Now when it comes to writing essays I feel more confidentRead MoreReflection Of Self Reflection And Self Restraint962 Words   |  4 Pagesthe new moon. This month is fundamentally a time where followers of the Islamic give up food, drinks, sex, smoking etc. for the main purpose of self reflection and self restraint. Prominent practices during Ramadan include, sawm, praying and reciting the Quran. All of the previously mentioned practices are believed to connect to spiritual reflection, self improvement and increased worship. Fasting during the month of Ramadan is both a duty and a great worship. The fast otherwise known as sawm whichRead MoreReflection On Self Reflection809 Words   |  4 PagesSelf-Reflection The purpose of this paper is to explain how I will plan to implement effective choices in improving a change in personal behavior and the improvement tours my fitness attitude. Wellness has a broader definition, than health, which it’s definition is the absence of disease and wellness is defined as the optimal health and vitality to living a healthy and fulfilling life. Also, is a process in which we become aware and we make choices to a better lifestyle. Maintaining an excellent

Studies of Social Media and its Effects on Adolescent’s...

Throughout the years, technology has evolved into something people cannot live without. Mixed in with all of the improvements, social media has become a major asset in the lives of people. Social media can include websites like Facebook, Twitter and Instagram, but can also include video games and magazines. However, social media is not always genuine. In the mindset of adolescents, these medias help to create unrealistic ideas of who they are and who they should be. As if going through puberty isn’t difficult enough, teenagers are raised to face these phony thoughts everyday. One of the top problems that boys and girls experience is the way they view their body; commonly referred to as â€Å"body image.† Our media-saturated world provides many†¦show more content†¦It is said that it is easier to communicate with an individual through technology than it is to communicate face-to-face. These negative comments are a major factor when it comes to negative self-este em. Many websites are currently being sponsored by hundreds of advertisements. They are primarily aimed to emphasize the importance of being attractive. Sexually objectified images of girls and women, along with boys and men in advertisements, are most likely to appear in magazines, video games and on television. There is a video that came out in early 2014 that demonstrated what various food advertisements would look like if the females were switched out with males. The results were awkward and did not display the full potential the companies were originally trying to achieve. This is an example of advertisements primarily aimed to â€Å"please the public† rather than exhibiting a realistic setting. With the help of editing software, including the highly popular Adobe Photoshop, these programs assist in airbrushing and â€Å"fixing† models. Thus, resulting in adolescents wanting to look like what they see in the media. Media contributes to the establishment of disordered eating and body dissatisfaction. Long-term exposure of media during early childhood lays the foundation for the negative effects of media during adolescence. Magazine reading, social comparisons, and critical body image processing are important predictors of body image and eating disturbances forShow MoreRelatedThe Differences between the Self-Esteem of Boys and Girls During Puberty1247 Words   |  5 Pagesis a time of many changes. Your body changes, your voice can change, and your emotions are on overdrive. The changes going through an adolescent’s body can be very confusing. Not everyone going through puberty knows what is happening to them. Plus, even if an understanding is there, it can be very uncomfortable. Almost every part of an adolescent’s body is affected when going through puberty. Psychologically, an adolescent is affected too. One psychological effect of puberty is a decreased self-esteemRead MoreThe Influence of Celebrites on Adolescent’s Fashion Choices2326 Words   |  10 PagesThe Influence of celebrites on adolescent’s fashion choices Ervine L. Montgomery Bowie State University CELEBRITIES INFLUENCE ON ADOLESCENT’S FASHION CHOICES 2 Abstract The research indicated that celebrities have an impact in adolescent’s fashion ideas. This study aims to determine the clothing choices of adolescents and to gather feedback on the influence of celebrities on adolescent fashion choices. An open-ended questionnaire, was giving to highRead MoreThe Effects Of Nutrition On Children s Self Image And Lifestyle Essay1966 Words   |  8 PagesIn todays society, media increases the public knowledge of young adults or adolescents about things such as healthy diets, looking fit, having that summer body or the abs you desire. It has been identified that could this publication of self-concept the way someone â€Å"evaluates or perceives themselves† (Mcleod, 2008) somewhat effecting the nutrition of Australian adolescents and could this have devastating effects on our society? The Dietitians Association Of Australia states â€Å"good nutrition is criticalRead MoreThe Effects Of Nutrition On Children s Self Image And Lifestyle Essay 1990 Words   |  8 PagesIn todays society, the media increases the public knowledge of young adults or adolescents about things such as healthy diets, looking fit, having that summer body or the abs you desire. It has been identified that this publication of self-concept the way someone â€Å"evaluates or perceives themselves† (Mcleod, 2008) could somewhat be effecting the nutrition of Australian adolescents and possibly having a devastating effects on our society. 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There has been an unfortunate increase in people suffering from Anorexia Nervosa over the past several decades. Anorexia can be caused by a combination of social, interpersonal, and psychological factors that must be resolved through treatment. Anorexia is an extremely dangerous disorder that results in death for many peopleRead MoreSocial Networking Affects Our Youth939 Words   |  4 Pages Social networking has become a norm in our society. Facebook, Instagram, Twitter, Snapchat, Myspace are but a few examples of the relatively new phenomenon of online social networking that play a significant role in our daily lives. The popularity of online social networking sites is constantly growing having people of all ages signing up for this sites y the million. 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Everyday there are people thatRead MoreMiddle Childhood and Adolescence Essay1047 Words   |  5 PagesDevelopment PSY/375 1-24-11 Deborah Wilkerson Middle Childhood and Adolescence Development Changes in Peer Relationships in Middle Childhood and Adolescence Statistics say that in the stages in middle adolescence 30% of the child’s social life and interactions there are a great stage of peer pressure. These results were compared to the 10% that is experienced during the early childhood. They show that they are competent by demonstrating their behaviors in these peer groupsRead MoreSocial Media And Social Networking1459 Words   |  6 Pagesthe first email was delivered, social media has taken the world by a storm with millions of demographic groups choosing to connect through social networking platforms that facilitate a multifaceted level of online communication. 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Human Resourse Management in Pakistan Free Essays

HUMAN RESOURSE MANAGEMENT IN PAKISTAN (Major Human recourses challenges in Pakistan public health system, Human Recourse system policies and ways to address those challenges) Introduction Human resources are the heart of the health system and health care managers have a critical role in determination of performance of the system [1]. Our savings and investment level can be raised only when we are in a position to convert our unproductive and underutilized human and natural resources into dynamic and self-sustained capital and potential accelerator of economic growth. The World Health Organization (WHO) has defined the health workforce as â€Å"all people primarily engaged in actions with the primary intent of enhancing health†. We will write a custom essay sample on Human Resourse Management in Pakistan or any similar topic only for you Order Now This definition is consistent with the WHO definition of health systems as comprising all activities with the primary goal of improving health. The health workforce is one of the most important pillars of the health system. Adequate numbers and quality of health workers have been positively associated with successful implementation of health interventions, including immunization coverage, outreach of primary care, and infant, child and maternal survival. 2] Human Resource Management is a key to improve productivity of people in the organization. Good Human resource management approach with strategic, ethical and social responsibility which further help to achieve organization goal and objectives. Human Resource management is an art to transform changes as employee commitment and opportunity through developing their knowledge skills and motivating them. In developing country human resource players are considered necessary since they can serve as intellect of an organization. A loyal, dedicated, skilled, efficient and productive human resources is valuable assets of an organization but not reflected on the balance sheet. [3] Pakistan story In 1947, Pakistan was created as British rule came to an end in India. In 1971, East Pakistan demanded independence, and after a bloody civil war it was transformed into what is now the country of Bangladesh. As one of the most crowded countries in the world, Pakistan faces enormous economic and social crises. Fortunately, however, it possesses an abundance of natural resources that can help it overcome these challenges [4] Pakistan is blessed with huge natural and human resources but most of these are in crude form. â€Å"According to official data, there are 127,859 doctors and 12,804 health facilities in the country to cater for over 170 million people. † [5] â€Å"Infant mortality rate: 72/1,000 live birth, Maternal mortality rate: 260/100,000 live birth instead having 7. 8 Physicians/10,000 population, 3. Nurses and midwifes/10,000 population; overall 11. 6 Health care workforce /10,000 population in the country† [6] In Pakistan the health system remains functionally weak and the quality of health services is poor, despite very old constitutional support for health care as a right and a large Ministry of Health at federal and provincial levels [7, 8]. In Pakistan health sector performance has not been evaluated in terms of inputs, processes or activities and outputs for different types of resources including human resources. Very little is known about compositions of health managers, their skills, and training, and spec ifically the policy for deployment. The first and foremost prerequisite for human resources progress is the proper attention to the health sector. No nation can dream of acquiring preeminence in any field with sick and disabled persons so developed nations invest quite a hefty amount in their health sector. In Pakistan, unfortunately, due attention is not paid to this important sector. Human resources for health have recently been emphasized as a central component in providing a stronger health system to achieve the Millennium Development Goals [9]. Absence or nonimplementation of appropriate human resource policies that address appropriate numbers of staff, their qualifications, deployment, working conditions, and gender distribution are associated with many problems in the health work force [10]. Frequency of turnover of key managerial staff has also been associated with poor system performance [11]. Human Resource Development and Management challenges Pakistan has been categorized as one of 57 countries that are facing an HRH crisis, below the threshold level defined by WHO to deliver the essential health interventions required to reach Millennium Development Goals (MDGs) by 2015 [12]. Health workforce strategy is usually low on a country’s agenda, despite the understanding that scaling-up health interventions to reach MDGs is not possible without a minimum level of health workforce. National health workforce strategies require reliable and timely information, rational system analysis and a firm knowledge base. However, data analysis, research on HRH and technical expertise are still underdeveloped in many countries, in part due to low investment in HRH [13]. Pakistan’s new draft National health policy 2009 mandated the development of strategies in various key areas, including HRH [14] There is a lack of clear long-term vision for human resource development and the federal MOH or provincial DOH does not have a unit, responsible for such an important health system function. [15] The imbalances in health workforce in terms of cadre, gender and distribution are well known in Pakistan. The public sector continues to heavily invest its scarce resources in the development of medical colleges and universities rather than investing in improving quality and quantity of nursing institutions, public health schools and technicians training institutions. In the context of health system development, there is a serious shortage of qualified health system specialists such as health and human res ource planners, health economists, health information experts and health system and hospital managers. Pre -service training of health professionals follows traditional methods and there is a mismatch between educational objectives, which focus on hospital based care, instead of addressing the needs of the communities for promotive, preventive curative and rehabilitative services. The Pakistan Medical and Dental Council (PMDC) is responsible for registration, licensing and evaluation of the medical and dental practitioners, the attempts made by PMDC have not materialized yet. Regulation of private practitioners and different traditional categories of medical practice such as homeopathic doctors and Yunani Hakims is non-existent. Human Resource in health care is not appropriately planned in Pakistan, with the result that there are more doctors than nurses, dearth of trained midwives, urban concentration, brain drain from rural to urban areas and abroad, along with other issues related to curriculum, quality of graduates and their continuing supervision. The service structure for health workers is poorly defined it, favors tenure over competence, largely ignores technical capacities and does not allow incentives or rewards for performance. The conduct of education for medical, nursing and related cadres is mostly conventional and does not utilize recent developments in the field of medical education. Though curricula have been revised from time to time, in majority of cases they are not locally contextualized and are not based on competencies and skills. There is no organized system for continuing medical education for any health providers who are also largely unsupervised and at times ill equipped with newer knowledge/skills to tackle emerging diseases. This holds true for management cadres as well. The health system is currently not conducive to nurses, midwives and allied health professionals playing pivotal roles in ensuring the provision and delivery of effective primary health care services in th e absence of doctors. Health authorities have yet to be convinced that PHC services can be successfully provided and delivered by nurses, midwives and allied health professionals making up local teams with the relevant staffing complement and skills mix. [14] All publicly employed doctors are forbidden from practicing privately and many of them receive non practicing allowances as part of their non salary allowances under the law of the country, That notwithstanding, most of them run lucrative private sector clinics while working in hospitals and often use the public sector leverage to boost practices in private facility settings. A number of unethical practices such as refusing to see patients i n hospitals and referring them to private clinics are well established and are almost regarded as a conventional norm. Provider-driven over-consumption of health services, over-prescription, and over-use of diagnostics as well as violation of ethical guide lines in clinical practice are well established in Pakistan. In terms of the ethics of health care alone, frequent violations of the four basic principles of: the Right to autonomy, Right to privacy, Right to choose and Right to information are often seen. 17] High rate of frequent transfer and posting is also a major reason of low levels of performance in public health sector. A study was conducted on the 54 top provincial offices in the government of Sindh Department of Health over the period of 24 years (1981-2004). There were 689 transfers/postings made in the 54 key offices studied over the 24 year time period. Almost half (48. 9%) of these postings lasted no l onger than 1 year. The offices affected highest were tertiary/district care hospitals (54 tim es) and district health offices (37 times) respectively. 18] Recommendation and priority actions towards Human resource development Since the Pakistan is enriched with human resources there is emerge need to develop strategy for optimum utilization of it especially in public heath sector. WHO reviewed the health system of Pakistan and suggested that there is need to develop a clear policy and strategies for human resource development according to the longer term stated health development vision for Paki stan and to the more pressing requirements of improving health service delivery in the country . The report emphasize on mapping of health care providers and institutions through a national human resources for health (HRH) observatory, which should bring together all stake holders involved in human resource development. It suggested that to deal with standard setting and regulatory functions strategic planning in human resource development at federal and provincial levels is required. It reflected the essentiality to established position such as human resource planners, health economists, health information experts and health system managers, which are attractive enough to recruit qualified and experienced persons. In addition, tackle their shortage in the short term through external fellowships and in the longer term through the development of accredited training programs in the country. A nursing directorate should be established in the MOH in order to strengthen leadership and to address the nursing crisis. There is need to review the role of the PMDC, CPSP and other institutions in term of new developments and planned reforms. By providing problem based training the system can reorient the production of health workforce towards more focus on public health and community needs. In order to provide the necessary support to the various reforms aimed at increasing access to health services and at improving health system performance; strengthening of partner institutions such as Health Services Academy (HSA), schools of public health, academia and professional institutions is required. Human resource policy in government bureaucracies should be developed to stabilize professional positions while having a clear transfer policy in place and improve the performanc e of the health care delivery system. 15] Efficient and effective development of a health care system needs of equitable gender distribution of women in the health workforce. [19] To meet out such needs ministry of health, Pakistan came up with national health policy in July 2009 which recommended that Federal and health authorities will play a vital role for the development of the health resource in Pakistan. This federal and Provincial Health authorities will forecast human resource needs based on requ irements outlined in essential health services package and provincial strategies. It will direct and facilitate the teaching institutions in reorienting their curricula and training t o being competency-based with enhanced exposure to the community and with responsiveness to the local needs and compliance with international standards. It includes that each district will be linked to a teaching institution so that the latter can provide technical support and supervision to the former to improve rural health care services. All medical graduates will be recommended to be posted to rural centers for a period of at least 6 months after graduation. The Pakistan Medical and Dental Council will ensure that those undergoing post graduate training also rotate through district health centers. Provincial health authorities will appoint and retain relevant cadres of appropriate health personnel with special focus on staffing district primary care outlets and on recruiting women. Provincial health departments will track human resources for health by establishing a database of doctors, nurses, midwives and allied health professionals working in the BHUs and RHCs across each province and those in training funded by the government. [14] Conclusion A healthy population is not only valued in its own right, but it also raises the human capital of a country thereby positively contributing to the economic and social development. A considerable improvement in health sector facilities over the past year is reflected in the existing vast network of health care facilities which consist of 4712 dispensaries, 5,336 basic health units, 924 hospitals, 906 maternal and child health centers and 288 TB centers. Available HR is 122798 doctors, 7388 dentist and 57646 nurses. [20] A major strength of health care services in Pakistan is very strong outreach via about 95,000 Lady Health Workers (LHWs) and an increasing number of community midwives (CMWs). Inspite of all there is a lack of clear long-term vision for human resource development, which is necessary to address the imbalances in health workforce with appropriate skills; and improved motivation, retention and productivity; Human resources in health care are not appropriately planned in Pakistan, with the result that there are more doctors than nurses and â€Å"brain drain†, along with other issues related to curriculum, quality of graduates and their continuing supervision. The service structure for health workers is poorly defined it, favors tenure over competence, largely ignores technical capacities and does not allow incentives or rewards for performance. The conduct of education for medical, nursing and related cadres is mostly conventional and does not utilize recent d evelopments in the field of medical education. There is no organized system for continuing medical education for any health providers who are also largely unsupervised and at times ill equipped with the skills to tackle emerging diseases. National Health Policy 2010 is include a vision for the role HRH strategy can play in helping to meet the country’s goals for improving health care services for all Pakistanis. In addition, the current HRH assessment will serve as evidence for a new HRH strategy to be dev eloped and implemented by the Ministry of Health. The national and provincial authorities will comprehensibly plan and forecast their human resource requirement for next 10 years according to the proposed services in the respective areas and take robust short term and long term steps to achieve the balance in manpower. 6] Provincial health authorities will also develop, implement and maintain a database of health human resource, including the private sector. Nationwide campaigns will be launched to promote the permanent roles that nurse, midwives and allied health professionals may play in providing and delivering effective services to the public. By: – Mr. Vikas Jain References 1. Martinez J, Martinea u T. Rethinking human resources: an agenda for the millennium. Healt h Policy and Planning 1998 2. The world health report 2006: working together for health . Geneva, World Health Organization, 2006. 3. Dr. Zareen Abbasi Assistant Professor Department of Public Administration University of Sindh, Jamshoro, Human Resource Management in Pakistan , The Elite Scientific Publications, Faisalabad, Pakistan, 2009 4. World Atlas . com [http://graphicmaps. com/webimage/countrys/asia/pk. htm] 5. http://southasia. oneworld. net/todaysheadlines/healthcare-in-pakistan-too-expensive-to-afford 6. CCF Case study, establishing an HRH coordination process, Pakistan, page 1, 2 7. Siddiqi S, Haq IU, Ghaffar a, Akhtar T, Mahaini R. Pakistan’s maternal and child health policy: analysis, lessons and the way forward. Health policy 2004; page 117-130. 8. Bhutta ZA, Ali N, Hyder A, Wajid A. â€Å"Perinatal Newborn Care in Pakistan: Seeing the Unseen! † Maternal and Child health in Pakistan. Challenges And Opportunities: Edited by Zulfiqar A Bhutta. Ameena Saiyid, Oxford University Press 2004. 9. Narasimhan V, Brown H, Pablos-Mendez A, Adams O, Dussault G, Elzinga G, et al. Responding to the global human resources crises. The Lancet 2004; page 14 -72. 10. Martineau T, Martinez J. Human resources in the health sector: guidelines for appraisal and strategic development Brussels: European Commission, Directorate General for Development, â€Å"Health and Development Series† 1997. 11. Buchan J. What difference does (â€Å"good†) HRM make? Human Resources for Health 2004 12. Global atlas of the health workforce. Geneva, World Health Organization (http://www. who. int/globalatlas, accessed 12 December 2009). 13. Narasimhan V et al. Responding to the global human resources crisis. Lancet, 2004 14. National health policy 2009. Islamabad, Ministry of Health (final draft) (http://www. health. gov. pk, accessed 5 May 2010). 5. Report of the Health System Review Mission – Pakistan, World Health Organization United Nations Children Fund, Department for International Development, United Kingdom, The World Bank, February 19-28, 2007, Islamabad 16. Corruption in the health sector in Pakistan , Pakistan Health Policy forum 17. Abdul Hakeem Jokhio B. S. , P h. D. Department of Community Health Sciences, Aga Khan University, H ealth System Managerial Staffing Patterns: Public Sector Experience From P akistan, 18. World Health Organization. World Health Report 2003-Shaping the future. Geneva; 2003. 19. Pakistan Economic Survey, 2007 How to cite Human Resourse Management in Pakistan, Essay examples

Polarization Essay Example For Students

Polarization Essay Two polarized disks were put into a grooved holder with their polarization axes lined up, and a bright red light emitting diode (LED) was placed on one side, and a light sensor was placed on the other side. Light intensity was measured as a function of the plastic rotating polarizer angle from 0 to 180 degrees. Science Workshop was used to measure the intensity for every 5-degree rotation (Fig 1). The mineral calcite exhibits birefringence (double refraction), and therefore has two different values for its index of refraction. A calcite crystal was placed on top of print and rotated in order to see the difference between the two rays, the ordinary ray and the extraordinary ray. A polarizer was then used to look at the images formed by the calcite. In order to determine the stress points in a plastic object, we used a photoelastic effect where we looked at the object through a polarizer. When the plastic was squeezed together, changes in the color occurred, displaying points with greater stress. Polarization by reflection from a non-metallic surface was used in this method in order to help distinguish the plane of incidence, and Brewster’s angle. A cardboard disk with a picture on it and a polarizer were placed in the holder, with a piece of black plastic (n=1.491) in between them. Brewster’s angle was determined from tan= n, and=56. We then looked through the polarizer at this angle and were able to determine the polarization direction. We also viewed the reflection of a ceiling light directly above the black plastic in order to determine if it was polarized in this case. In order to determine polarization by scattering, a jar was filled with water and dried milk, and then a flashlight was shined directly down into the top of the jar. From the side of the jar, we looked through a polarizer at the scattered light. From this we determined if the light was horizontally polarized. A halogen bulb light source was set up at the end of a yardstick, and a light sensor was set up on the yardstick beginning at 0.1m from the light source. Science Workshop was again used to measure the intensity of light ranging from 0.1m to 1.00m (Fig. 2). In part one, method one, the curve for my values was greater than that for the calculated values, but was quite similar other than that. This could be due to the fact that our methods weren’t as precise as they could have been and if we had been more precise, our values would have been too. In method two, the calcite crystal created a double image, and as you rotated the crystal, one image stood still (formed by the ordinary ray), while the other one rotated around it (formed by the extraordinary ray). When the print is viewed through the crystal and then through a polarizer which is being rotated, we were able to see the in-phase and out-of-phase of the polarized light. The images would switch so that only one of them was viewed at a time. This told us that the relative polarization of one print image was horizontal, and one was polarized laterally. In order to go from maximum intensity of one image to the maximum image of the other, the polarizer had to be rotated 90 degrees. In method three, the greatest stress points appeared mainly around the edges of the plastic, near the joints. At these points, there was the most color, and the center of it was all black. Method four had a polarizing angle of 56 and the polarization was determined to be horizontal. We determined this by looking at the picture on the front of the lab and finding out what the polarization was for the polarizer, and then looking through it at different angles (0 ,90 , 180 , 270 ). When looking at the ceiling light reflection, it was not polarized because there are so many rays coming from all different directions and interfering with the light directly above. Had we isolated it better, it may have then been polarized, but under the circumstances, there was too much light involved. .u0be2bd7da14e0a106e793c4c6a7c7938 , .u0be2bd7da14e0a106e793c4c6a7c7938 .postImageUrl , .u0be2bd7da14e0a106e793c4c6a7c7938 .centered-text-area { min-height: 80px; position: relative; } .u0be2bd7da14e0a106e793c4c6a7c7938 , .u0be2bd7da14e0a106e793c4c6a7c7938:hover , .u0be2bd7da14e0a106e793c4c6a7c7938:visited , .u0be2bd7da14e0a106e793c4c6a7c7938:active { border:0!important; } .u0be2bd7da14e0a106e793c4c6a7c7938 .clearfix:after { content: ""; display: table; clear: both; } .u0be2bd7da14e0a106e793c4c6a7c7938 { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u0be2bd7da14e0a106e793c4c6a7c7938:active , .u0be2bd7da14e0a106e793c4c6a7c7938:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u0be2bd7da14e0a106e793c4c6a7c7938 .centered-text-area { width: 100%; position: relative ; } .u0be2bd7da14e0a106e793c4c6a7c7938 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u0be2bd7da14e0a106e793c4c6a7c7938 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u0be2bd7da14e0a106e793c4c6a7c7938 .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u0be2bd7da14e0a106e793c4c6a7c7938:hover .ctaButton { background-color: #34495E!important; } .u0be2bd7da14e0a106e793c4c6a7c7938 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u0be2bd7da14e0a106e793c4c6a7c7938 .u0be2bd7da14e0a106e793c4c6a7c7938-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u0be2bd7da14e0a106e793c4c6a7c7938:after { content: ""; display: block; clear: both; } READ: The Meaning of Life -Opinion EssayUsing the polarizer, in method five, we were able to confirm the prediction about scattered light given in the lab manual. The light was dark when the polarizer was at 0 and 180 . When the polarizer was at 90 and 270 , the light coming through was bright. The scattered light is horizontally polarized. In part two, method one, my curve again had larger values than the calculated values. I feel this could have occurred because not only could we have been more precise, however, our light wasn’t the only light in the room and there could have been some interference from the other light sources. For a real light bulb, I would expect the inverse square law to fail atdistances becauseBibliography: